[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Fbritish-council-e-t-m-h-zmetler-l-m-ted-rket-letme-toplu-s-zle-mes---2019":3,"menu:\u002Ftr-tr:":189,"sites:htmlblocks":354,"subsites":1793,"footer:root":5356,"cite-subsites":5454,"suggested:root":5931,"cite-footer:root":5935},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":169,"content_type_view":170,"extra_breadcrumbs":171,"body":173,"body_blocks":184,"related_pages":188},3647,"toplu-is-sozlesmesi","Toplu İş Sözleşmeleri",null,"","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi","collective_agreements.collectiveagreementoverview","tr_TR","\u002Fcms\u002Fpages\u002F3647\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Türkiye","tr-tr",{"title":18,"slug":19},"Türkiye’de Çalışmak","turkiye-de-calismak",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002F","index, follow","website","summary_large_image","2025-08-14T08:35:38.214461+02:00","2026-04-02T13:36:54.349979+02:00",{"cba":30,"clauses":41,"details":167,"translations":168},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"british-council-e-t-m-h-zmetler-l-m-ted-rket-letme-toplu-s-zle-mes---2019","29470e6a-055d-11ea-abbb-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fturkiye\u002Fbritish-council-e-t-m-h-zmetler-l-m-ted-rket-letme-toplu-s-zle-mes---2019\u002Fbritish-council-e-t-m-h-zmetler-l-m-ted-rket-letme-toplu-s-zle-mes---2019\u002F","BRITISH COUNCIL EĞİTİM HİZMETLERİ LİMİTED ŞİRKETİ İŞLETME TOPLU İŞ SÖZLEŞMESİ - 2019","TUR British Council Eğitim Hizmetleri Limited - 2019","Turkey - TUR British Council Eğitim Hizmetleri Limited - 2019","TUR British Council Eğitim Hizmetleri Limited - 2019 - Education, research",{"name":39,"data":40},"british collective.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>BRITISH COUNCIL EĞİTİM HİZMETLERİ LİMİTED ŞİRKETİ İŞLETME TOPLU\nİŞ SÖZLEŞMESİ - 2019\u003C\u002Fh1>\n\n\u003Cp>TARAFLAR\u003C\u002Fp>\n\n\u003Cp>İŞVEREN: BRITISH COUNCIL EĞİTİM HİZ. LTD. ŞTİ.\u003C\u002Fp>\n\n\u003Cp>İŞÇİ SENDİKASI : TEZ-KOOP-İŞ\u003C\u002Fp>\n\n\u003Cp>YÜRÜRLÜK TARİHİ\u003C\u002Fp>\n\n\u003Cp>01.04.2019 - 31.03.2022\u003C\u002Fp>\n\n\u003Cp>İMZA TARİHİ\u003C\u002Fp>\n\n\u003Cp>30.05.2019\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Madde 1- Taraflar Ve Tanımlar:\u003C\u002Fh2>\n\n\u003Cp>Bîr tarafta British Council Eğitim Hizmetleri Limited Şirketi ile diğer\ntarafta, Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar\nİşçileri Sendikası (TEZ-KOOP-İŞ) aşağıdaki şartlarla anlaşarak\nBritish Council Eğitim Hizmetleri Limited Şirketi işyerlerini ve\neklentilerini kapsamak üzere işbu işletme toplu iş sözleşmesini\nakdetmişlerdir.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi metni içinde;\u003C\u002Fp>\n\n\u003Cp>a. Türkiye Ticaret. Kooperatif, Eğitim, Büro ve Güzel Sanatlar\nİşçileri Sendikası (TEZ- KOOP-İŞ) “SENDİKA14,\u003C\u002Fp>\n\n\u003Cp>b. British Council Eğitim Hizmetleri Limited Şirketi ve bağlı işyerleri\n“İŞLETME11,\u003C\u002Fp>\n\n\u003Cp>c. British Council Eğitim Hizmetleri Limited Şirketi “İŞVEREN”,\nişyerlerini sevk ve idareye yetkili olanlar “İŞVEREN VEKİLİ”,\u003C\u002Fp>\n\n\u003Cp>d. Bu işletme toplu iş sözleşmesi “SÖZLEŞME”,\u003C\u002Fp>\n\n\u003Cp>e. İşyerinde çalışan ve kanunen işçi sayılan TEZ-KOOP-İŞ üyeleri\n“ÜYE”,\u003C\u002Fp>\n\n\u003Cp>f. Bu sözleşmede taraf olan British Council Eğitim Hizmetleri Limited\nŞirketi ile TEZ- KOOP-İŞ SENDİKASI “TARAFLAR”,\u003C\u002Fp>\n\n\u003Cp>diye adlandırılmışlardır.\u003C\u002Fp>\n\n\u003Ch2>Madde 2- Sözleşmenin Amacı:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı iş sözleşmesinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek, işyerinde\ndüzenli ve verimli çalışmayı sağlamak, üretimi artırmak, işveren ve\nişçilerin hak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını sağlamak, taraflar arasında doğabilecek\nfarklılıkları uzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch2>Madde 3- Yürürlük ve Süre:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.04.2019 tarihinde yürürlüğe girmek ve\n31.03.2022 tarihinde sona ermek üzere 3 (üç) yıl sürelidir.\u003C\u002Fp>\n\n\u003Ch2>Madde 4 -Kapsam ve Yararlanma:\u003C\u002Fh2>\n\n\u003Cp>A. Yer itibariyle\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi, British Council Eğitim Hizmetleri Limited\nŞirketi işyerlerini ve eklentilerini kapsar.\u003C\u002Fp>\n\n\u003Cp>B. Şahıs itibariyle\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi sendika üyelerini kapsar. Ancak İnsan\nKaynakları Yöneticisi ile Sorumluları ve Finans Birim Yöneticileri ile\nOperasyon Direktörü ve yetkili şirket mtidürü\u002Fvekili, Üst Düzey\nAsistanı (Executive Coordinator) ve süresi bir yıldan az belirli süreli iş\nsözleşmesi ile çalışanlar kapsam dışıdır. Açılmış ve açılacak\nkurslarda eğitim kadrosu çalışanları da belirli veya belirsiz süreli\nçalışıp çalışmadıklarına bakılmaksızın kapsam içi olmakla\nbirlikte, bunlar hakkında bu toplu iş sözleşmesindeki ücret dahil tüm\nmali konuları içeren hükümler uygulanmamakla birlikte, bu kadrolarda\nçalışanların mali hakları toplu iş sözleşmesine ekli olmak üzere\nişverence ayrıca belirlenir.\u003C\u002Fp>\n\n\u003Cp>C. Bu Toplu İş Sözleşmesinden (A) ve (B)’de belirtilen esaslar\nçerçevesinde taraf sendika üyesi işçiler yararlanırlar. Sendika üyesi\nolmayanların yararlanmaları hakkında yasa hükümleri uygulanır. \u003C\u002Fp>\n\n\u003Cp>D.Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 5- Toplu İş Sözleşmesinin Hükmü ve İş Sözleşmelerine\nEtkisi:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda,6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu'nun\n25’inci, 36’ncı ve 39’uncu madde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 6- Tarafların Temsili ve Tanınması:\u003C\u002Fh2>\n\n\u003Cp>A. Bu toplu iş sözleşmesinin uygulanmasında işvereni, işveren ve\nvekili veya yetkili kıldığı diğer temsilciler,\u003C\u002Fp>\n\n\u003Cp>B. Sendikayı, ana tüzüğünde belirtilen organlar ve Yönetim Kurulunun\nyetkili kılacağı kişiler ve işyeri sendika temsilcisi temsil eder.\u003C\u002Fp>\n\n\u003Cp>C. İşveren, TEZ - KOOP - İŞ Sendikası’m işyerinde çalışan tüm\nüyelerinin tek temsilcisi\u003C\u002Fp>\n\n\u003Ch2>Madde 7- Sendika Temsilcileri Ve Yöneticilerinin Güvencesi:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda, 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun\n23’üncii ve 24’üncü maddelerinin hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 8- Sendika Üyeliğinin Teminatı:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda, 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun\n25’inci maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 9- Sendika Temsilcileri:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Bu konuda, 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu'nun\n27’nci maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcilerine, görevlerini yerine getirmek için önceden işveren\nyönetiminden izin almak şartıyla haftalık 1 saat ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 10- İlan Panosu:\u003C\u002Fh2>\n\n\u003Cp>İşveren, sendikal çalışmaların duyurulması ile her türlü sendikal\nyazıların asılmasını teminen, kilitli ilan panoları temin eder. Bu\npanolara asılacak yazı, broşür ve duyurular, mevzuata aykırı olamaz,\nasılan tüm ilanların hukuki ve cezai sorumluluğu sendikaya aittir ve\nasılmadan önce bilgi için işverene verilir. Asılacak tüm ilanlar,\nsendikanın mührünü ve yetkililerin imzasını taşır. İlan panosunun\nanahtarı, baştemsilcide bulunur.\u003C\u002Fp>\n\n\u003Ch2>Madde 11- Sendikal İzinler:\u003C\u002Fh2>\n\n\u003Cp>Sendika temsilcilerine veya görevlilerine kongre, konferans, seminer,\nyönetim, denetim, disiplin, Genel Kurul ve Temsilciler Meclisi gibi\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine yılda\ntoplam 10 gün ücretli izin verilir\u003C\u002Fp>\n\n\u003Ch2>Madde 12- Sendika Aidatları:\u003C\u002Fh2>\n\n\u003Cp>İşveren, kanunlar gereği, kesmesi gereken aidatları, her ay keserek,\nişçi ücretlerinin ödendiği günü takip eden 10 gün içinde, sendikanın\nbildireceği banka hesabına yatırmakla yükümlüdür. İşveren bu işlemler\niçin, sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>Bu madde uyarınca yapılan kesintiler ile ilgili, kimlerden ne miktarda\naidat kesildiğini gösterir listeyi işveren, sendikaya gönderir.\u003C\u002Fp>\n\n\u003Ch2>Madde 13- Sendika Yöneticilerinin İşçilerle Görüşmesi:\u003C\u002Fh2>\n\n\u003Cp>Sendika yöneticileri, işveren veya vekillerinden izin almak ve işi\naksatmamak şartıyla, üyelerle görüşebilirler. Bu görüşmeler işveren\nveya vekillerinin göstereceği bir yerde yapılır.\u003C\u002Fp>\n\n\u003Ch2>Madde 14- İşyerinde Çalışma Biçimi:\u003C\u002Fh2>\n\n\u003Cp>İşyerinin idaresine ilişkin yetkilerini kullanan işveren, bu alandaki\ndüzenlemeleri hakkında sendikaya ve işyeri sendika temsilcisine bilgi\nverebilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 15- Deneme Süresi:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>İşe alman işçinin deneme süresi 3 aydır. Bu süre içinde taraflar iş\nsözleşmesini bildirimsiz ve tazminatsız feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 16- İş Süreleri ve Esnek Çalışma Biçimleri ve Fazla\nÇalışma:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Günlük çalışma süreleri ile işe başlama ve bitiş saatleri ile\nhaftalık çalışma sürelerinin günlere dağılımı British Council Eğitim\nHizmetleri Limited Şirketi tarafından düzenlenir ve işyerinde\nçalışanlara duyurulur. Genel bakımdan çalışma süresi haftada en çok 45\nsaattir. Ancak, tüm görev grupları için haftalık çalışma süresi 37,5\nsaat olarak belirlenmiştir. Toplu iş sözleşmesinin 19’uncu maddesine\ngöre verilecek ara dinlenmesinde geçen saatler, haftalık 37,5 saatlik\nçalışma süresine dahil değildir. Fazla çalışma saat ücreti hesabında\naylık 195 saat esas alınarak bunun üzerinden hesaplama yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>British Council Eğitim Hizmetleri Limited Şirketi, 4857 sayılı iş\nKanunu'nda yer alan iş sözleşmesi türlerini ve işin düzenlenmesini\ndüzenleyen hükümlerini işyerinde çalışan işçilere hiçbir kayda tabi\nolmadan uygulayabilir.\u003C\u002Fp>\n\n\u003Cp>Toplam haftalık çalışma süresi değişmeksizin, British Council Eğitim\nHizmetleri Limited Şirketi’nin hizmete açık olduğu günler ve saatler\nBritish Council ülke direktörü veya yetkili şirket müdürü tarafından\nbelirlenir\u003C\u002Fp>\n\n\u003Cp>Fazla Mesai Oranlan:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Çalışanlar, işverenin yazılı talimatı uyarınca aşağıda belirtilen\nprensipler çerçevesinde fazla çalışma ve\u002Fveya fazla sürelerle çalışma\nyapmaya onay vermişlerdir.\u003C\u002Fp>\n\n\u003Cp>H, J, Ka, Kb, Kc derecesinde çalışanlar için fazla çalışma saatlik\nolarak hesaplanır ve aşağıdaki oranlarda fazla çalışma ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Çalışma günlerinde yapılacak fazla çalışmalarda, her bir saat fazla\nçalışma için verilecek ücret, normal çalışma ücretinin saat başına\ndüşen miktarının yüzde elli (%50) yükseltilmesi suretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günleri:\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günleri hakkında yasa hükümleri uygulanır.\nBu günlerde işçi çalışmazsa, bir iş karşılığı olmaksızın o\ngünün ücretini esasen aylık brüt ücretinin içinde alır. Tatil\nyapmayarak çalışırsa ayrıca çalışılan her gün için iki günlük\nücreti ilave olarak verilir. Tam gün çalışmayanlar için, çalıştığı\nsaat kadar ilave ücret verilir. Ayrıca, bugünlerde normal çalışma süresi\ndışında yapılan fazla çalışmalarda, her bir saat için verilecek ücret,\nnormal çalışma ücretinin saat başına düşen miktarının iki katı\nolarak ödenir (yani işçinin fazla çalışması halinde, çalıştığı her\nbir saat için toplam 3 saatlik normal çalışma ücreti verilir).\u003C\u002Fp>\n\n\u003Cp>D, E, F ve G Derecesinde Çalışanlar:\u003C\u002Fp>\n\n\u003Cp>D, E, F ve G derecesinde çalışanlar, British Council Eğitim Hizmetleri\nLimited Şirketi tarafından belirlenmiş sözleşmeleri uyarınca, British\nCouncil Eğitim Hizmetleri Limited Şirketi’ne haftada 45 saat hizmet vermek\nzorundadırlar.\u003C\u002Fp>\n\n\u003Cp>D, E, F ve G derecesinde çalışanlar, fazla çalışma yapmaları halinde,\nfazla çalışma ücretleri aylık maktu ücretlerinin içinde yer\naldığından ayrıca fazla çalışma ücretine hak kazanamazlar.\u003C\u002Fp>\n\n\u003Cp>D, E, F ve G grubunda çalışanlar haftalık 37,5 saat ile 45 saat\narasında çalışma yapmaları halinde bu çalışma fazla sürelerle\nçalışma sayılmamakla birlikte, bunun karşılığında birebir serbest\nzaman kullanabilirler. Bunun yerine haftada 45 saatin üzerinde\nçalışmışlarsa, TOIL (fazla çalışma yerine izin) hakkına sahip olurlar.\nBu sürelerin hesabında yukarıda belirtilen oranlar kullanılır.\u003C\u002Fp>\n\n\u003Cp>H, J ve K Derecesinde Çalışanlar:\u003C\u002Fp>\n\n\u003Cp>H, J ve K derecesinde çalışanlar, British Council Eğitim Hizmetleri\nLimited Şirketi tarafından belirlenmiş sözleşmeleri uyarınca British\nCouncil Eğitim Hizmetleri Limited Şirketi’ne haftada 37,5 saat hizmet\nvermek zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>H, J ve K derecesindekiler eğer müşterilerin özel ihtiyaçlarını\nkarşılamak için farklı saatlerde çalışan bir birimde\nçalışmıyorlarsa, ofis çalışma saatleriyle uyumlu bir çalışma\nçizelgesi çerçevesinde çalışırlar.\u003C\u002Fp>\n\n\u003Cp>Bu görev grubu çalışanları için, haftada 45 saatin üzerindeki\nçalışma, fazla çalışma olarak işlem görür. Fazla çalışmalar,\ngerekli yetkiye sahip birim müdürleri tarafından önceden yazılı olarak\nonaylanması halinde geçerlilik kazanır.\u003C\u002Fp>\n\n\u003Cp>H, J ve K derecesinde çalışanlar, birim müdürleri tarafından onaylanan\nfazla çalışmaları karşılığı ücret yerine TOIL için başvurma\nhakkına sahiptirler.\u003C\u002Fp>\n\n\u003Cp>H, J ve K grubunda çalışanlar haftalık 37,5 saat ile 45 saat arasında\nçalışma yapmaları halinde bu çalışma, fazla çalışma sayılmamakla\nbirlikte, bunun karşılığında fazla sürelerle çalıştığı her bir saat\nkarşılığında bir saat on beş dakikayı serbest zaman olarak\nkullanabilirler ya da ücretini talep edebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>Esnek Çalışma:\u003C\u002Fp>\n\n\u003Cp>İşyerinde esnek çalışma ile ilgili olarak işyeri yönetmeliği\ndoğrultusunda işlem yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 17- Görev Bölümü, İş Ve İşyeri Değişikliği:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda 4857 Sayılı İş Kanunu’nun 22. Maddesi hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, çalışanlardan, kendi görevlerine ek olarak geçici bir\nsüre için normalde daha yüksek bir ödeme bandına ilişkin olan görevleri\nyerine getirmeleri istenebilir ve böyle bir durumda çalışan, belirlenecek\nsüre boyunca bu görevleri yerine getirir. Çalışanların mesleki gelişimi\niçin değerli olan, onların imkanlara adil erişimini sağlayarak makul bir\nsüre içinde esaslı bir terfi almalarına olanak verebilecek bu durum Geçici\nTerfi olarak adlandırılır. Bir aydan daha kısa süreli terfiler için, ek\nbir ödeme yapılmayacak olup, iş bir gelişim fırsatı \u003C\u002Fp>\n\n\u003Cp>olarak değerlendirilecek ve performans yönetimi sürecinin bir parçası\nolarak tanınacaktır. Bir aydan daha uzun süreli geçici terfiler için\ngeçici terfi ödeneği verilir. Geçici terfi ödeneği, çalışanın mevcut\nücretinin %10 arttırılmış hali ile bir üst ödeme bandının minimumu\narasındaki farktan hangisi yüksek ise o olacaktır.\u003C\u002Fp>\n\n\u003Cp>Daha yüksek seviyeli görev, çalışanın kendi görevinin %100’ünden\ndaha az olan bir iş ise (örneğin, kısmi süreli bir çalışanın analık\nizni sürecinde) geçici terfi ve ödeme oranlanacaktır.\u003C\u002Fp>\n\n\u003Cp>Geçici terfi süresi sonunda çalışanlar kendi görevlerine o göreve\nilişkin ödeme bandından devam edecek olup, geçici terfi ödeneği hiçbir\nşekilde müktesep hak yaratmaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 18- İş Seyahatlerinin Düzenlenmesi:\u003C\u002Fh2>\n\n\u003Cp>İşverenin yazılı talimatı ve onayı ile gerçekleştirilecek olan,\nkişisel eğitim amaçlı (teknik sertifıkasyon gibi) iş seyahatleri\ndışındaki iş seyahatlerinde, çalışma saatleri dışında yolda geçen\nsüre kadar ücretli izin (TOIL) verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ücretli izinler seyahatin yapıldığı tarihten itibaren en geç 6 ay\niçinde kullanılmak zorundadır, 6 aylık süreçte kullanılmadığı\ntakdirde ortadan kalkacağından, personel tarafından talep\nedilemeyecektir.\u003C\u002Fp>\n\n\u003Cp>Kurumsal standartlara uyulması için (SAP, Proje Yönetimi Eğitimi gibi)\nzorunlu olarak katılman eğitimler için yapılan seyahatlerde yine çalışma\nsaatleri dışında yolda geçen süre kadar ücretli izin (TOIL) verilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 19- Ara Dinlenmesi:\u003C\u002Fh2>\n\n\u003Cp>Tam zamanlı çalışanlar için ara dinlenmesi günde 1 saat olup,\nçalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>İşveren işin gereğine göre ara dinlenmesini ayrı saatte ve nöbetleşe\nvermekte serbesttir.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmesinde, yemeğini bulunduğu yerde yiyenler, bu süre için fazla\nçalışma ücreti isteyemezler. İşverenin yazılı talimatı ile ara\ndinlenmesinde işçinin çalıştırılması halinde bu süre fazla çalışma\nolarak değerlendirilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 20- Askerlik Hizmeti:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda, 4857 sayılı İş Kanunu'nun 31. maddesi hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 21- Yıllık Ücretli İzinler:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Yasal yıllık ücretli izin uygulaması hakkında yasa hükümleri\nuygulanır. Yıllık izinler her yılı 01 Ocak ile 31 Aralık tarihleri\narasında kullandırılabilir. Deneme süresi boyunca yıllık izin\nkullanılamaz. Personele, yasal yıllık izin süreleri bir bölümü on\ngünden aşağı olmamak üzere bölümler halinde kullandırılır.\u003C\u002Fp>\n\n\u003Cp>Personel, yasal yıllık iznini kullanacağı tarihleri en az bir ay\nönceden işverene bildirmek zorundadır. Ancak işveren personelin yasal izin\nkullanma tarihi talebi ile bağlı olmayıp, işin en müsait devresinde talep\nedilen izni verebilir.\u003C\u002Fp>\n\n\u003Cp>Personelden hizmet süresi;\u003C\u002Fp>\n\n\u003Cp>Bir yıldan beş yıla kadar (beş yıl dahil) olanlara, 20 gün,\u003C\u002Fp>\n\n\u003Cp>Beş yıldan fazla on beş yıldan az olanlara 23 gün,\u003C\u002Fp>\n\n\u003Cp>15 yıl (dahil) ve daha fazla olanlara 26 gün,\u003C\u002Fp>\n\n\u003Cp>ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin sürelerine rastlayan ulusal bayram, genel tatil\ngünleri ile bu toplu iş sözleşmesinde hafta tatili sayılan günler izin\nsüresinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, çalışanların 4857 Sayılı İş Kanun’un 53. Maddesindeki\nyazılı yıllık ücretli izin sürelerinin üstündeki izin günlerini\nparçalı veya bir defada kullandırabilir. Ancak, bu izinler en az yarım gün\nolarak kullanılabilir, saatlik olarak kullanılamaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 22- Sosyal İzinler:\u003C\u002Fh2>\n\n\u003Cp>A. Yolculuk İzni\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli iznini yurt dışında kullanacak personele, talepleri ve\nbelgelemeleri halinde yılda bir defa yolda geçen süreyi karşılayacak süre\nkadar ve en çok 4 güne kadar ücretsiz yol izni verilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp>B. Hastalık İzni Ve Acil Durum İzni\u003C\u002Fp>\n\n\u003Cp>Personel, hastalık sebebiyle veya herhangi bir acil durum sebebiyle işe\ngelemeyecekse bunu sabah 09.30’dan önce Resepsiyonist’e ve\u002Fveya birim\nmüdürüne (eğer birim müdürüne ulaşılamazsa kıdemli yöneticilerden\nbirine) bildirmeleri şarttır. Eğer hastalık yüzünden 3 günden fazla işe\ngelmeme söz konusu ise bunun bir doktor tarafından onaylı, hastalığın\nteşhisi ve iyileşme süresini içeren bir raporla belgelenmesi gerekmektedir.\nEğer çalışan bu sürenin sonunda hala işe dönemiyorsa daha ayrıntılı\nbir rapor sunulmalıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>İşe gelmeme 2 haftadan fazla sürerse, rapor 15 günlük aralarla\nverilmelidir. Elzun süreli hastalık veya yaralanma için ücretli hastalık\nizni, British Council Eğitim Hizmetleri Limited Şirketi tarafından\nseçilmiş bir doktor tarafından da uygun bulunması ve netice itibariyle\nçalışanın iyileşip görevine dönebileceği bildirilmesi halinde 1\nyıllık çalışma süresini tamamlamış olanlara raporlu bulunulan en fazla\n6 ay süresince ücret ödemesi yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>Bir yıl içinde kullanılabilecek raporsuz hastalık ve acil durum izni\nsüresi en çok 6 işgünüdür. Hastalık veya acil durum nedeniyle işyerine\ngelemeyen personel, işyerine geldiğinde hastalığı ve devamsızlığına\nneden olan acil durum konusunda yöneticisini bilgilendirmek ve kayıtlar için\ninsan kaynakları departmanına bilgi vermek zorundadır. Personel, 6 işgünü\ndoldurduktan sonra hastalık nedeniyle işe gelmemezlik yapacağı hergün\niçin rapor ibraz etmek zorundadır. Aksi takdirde hakkında yasal işlem\nyapılabileceği gibi, yıllık izninden veya mazeret izninden düşer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C. Babalık İzni\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Çocuğu doğan babaya, doğumu belgelemesi şartıyla doğum tarihinden\nitibaren 8 hafta içinde kullanmak şartıyla 10 iş günü babalık izni\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D. Evlatlık İzni\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Personele, çocuk\u002Fçocukları evlat edinmesi halinde, evlat edinme işlemi\nbelgesini ibraz etmesi şartıyla evlat edinme tarihinden sonraki 20 iş günü\nücretli evlatlık izni olarak verilir. Evlatlık izni işyerinde en az bir\nyıl çalışmış olan personele verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>E. Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Çok yakın bir akrabanın ciddi hastalığı veya ölümü gibi hallerde\nbelgelenmek suretiyle, 5 güne kadar özel durum izni verilebilir. Yakın\nakraba tanımına; eş, çocuklar, kardeşler, ebeveynler, evlatlıklar ve\nyasal olarak bakmakla yükümlü olduğu kişiler dâhildir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>F. Kısırlık Tedavisi\u003C\u002Fp>\n\n\u003Cp>Kısırlık tedavisi sürecinden geçen personele yılda 10 güne kadar,\neşi kısırlık tedavisi gören personele ise yılda 5 güne kadar ücretli\nizin verilir. Bu iznin kullandırılmasında tedavi sürecinin doktor raporuyla\nbelgelenmesi şarttır.\u003C\u002Fp>\n\n\u003Cp>G. Evlilik İzni\u003C\u002Fp>\n\n\u003Cp>Personele evlendiğini belgelemesi halinde, evlenme tarihinden itibaren en\ngeç 1 ay içinde kullanılmak şartıyla 3 güne kadar evlilik izni\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>H. Ücretsiz İzin\u003C\u002Fp>\n\n\u003Cp>Bu izin sadece istisnai hallerde ve çalışan yıllık izninin tamamını\nkullandığında verilebilir. Ücretsiz izin işin ve işyerinin durumuna göre\nBritish Council ülke direktörü veya yetkili şirket müdürünün onayıyla\nkullanılabilir. Ücretsiz izin verilmesi halinde personele bu süre için\nhiçbir ödeme yapılmayacağı gibi, bu süre kıdemden sayılmaz ve kıdem\ntazminatı hesabında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>I. Öğrenim İzni\u003C\u002Fp>\n\n\u003Cp>Öğrenim izni personelin, sınavlara hazırlanması veya sınava girmesi\niçin verilir. Bu izin söz konusu sınavın çalışanın British Council\nEğitim Hizmetleri Limited Şirketi’nde yaptığı iş ile bağlantılı\nolması halinde onaylanır. Aksi takdirde çalışan öğrenim için yıllık\nizninden izin kullanmak durumundadır.\u003C\u002Fp>\n\n\u003Cp>İki yıllık bir öğretim süresi içinde 5 güne kadar ücretli öğrenim\nizni kullanılabilir. Bu iznin kullanımı British Council ülke direktörü\nveya yetkili şirket müdürünün onayına bağlıdır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>J. Analık Hali Ve Emzirme İzni:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>Kadın personel, hamile kaldığında bunu birim müdürüne bildirmeli ve\ndoğumdan en az 3 ay önce doğum izni için başvuruda bulunmalıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Kadın personel, iş yasasına uygun olarak bir batında tek bebek için\ndoğumdan önce 8 ve doğumdan sonra 8 hafta olmak üzere toplam kesintisiz 16\nhafta, ikiz veya daha çok bebek için 18 hafta izin almaya hak kazanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>Belirtilen sürelerin üzerinde izin talep etmeleri halinde, personel 6 aya\nkadar ücretsiz izin kullanabilirler.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Ücretli doğum izni yıllık izin hakkını etkilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>Süt izni, doğum iznini müteakiben çocuk 1 yaşma gelene kadar her gün\n1,5 saat olarak kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 23- Süreli Fesih:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda, 4857 sayılı İş Kanunu'nun 17. maddesi hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 24- Kıdem Tazminatı Ve Hizmet Sonu Ödeneği:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>A- Kıdem Tazminatı\u003C\u002Fp>\n\n\u003Cp>Bu konuda, 1475 sayılı İş Kanunu'nun halen yürürlükte olan 14.\nmaddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>B- Hizmet Sonu Ödeneği\u003C\u002Fp>\n\n\u003Cp>01 Ocak 2007 tarihinden geçerli olmak üzere işçinin, yerel kanunlara\ngöre ahlak ve iyi niyet kurallarına aykırılık nedeniyle işten çıkışı\nharicinde her ne sebeple iş sözleşmesi sona ererse ersin “Hizmet Sonu\nÖdeneği” ödenecektir. Bu ödeme her bir yıl karşılığı bir maaş\nşeklinde olacaktır. Ödemeler aylık brüt maaş üzerinden hesaplanacak olup\nmaaş dışında her ne ad altında olursa olsun yapılan diğer ödemeler bu\nhesaba dahil edilmeyecektir.\u003C\u002Fp>\n\n\u003Cp>İşçinin iş sözleşmesinin sona erme sebepleri yerel kanunlara göre\nkıdem tazminatı ve\u002Fveya iş güvencesi tazminatı ve\u002Fveya boşta geçen\nsürelere ilişkin ücret ve\u002Fveya sair tazminatlar ödenmesini gerektiriyorsa,\nyapılacak bu ödemeler çıkış ödeneği\u002Fyardımmdan mahsup edilir, kalan\nmiktar BC Hizmet Ödeneği adı altında ödenir. Kişinin kıdem tazminatına\nesas ücreti yasal kıdem tazminatı tavanının altında kalması halinde\nkıdem tazminatı dışında herhangi başka bir ödeme yapılması mümkün\nolmayacaktır.\u003C\u002Fp>\n\n\u003Cp>Yapılan bu Hizmet Sonu Ödemesi iş güvencesi kapsamında olup, personelin\niş ilişkisi sona erdikten sonra işveren aleyhine İş Kanunu’nun 20. ve\n21. maddelerine göre işe iade davası açılması, dava sonucunda yargının\nfeshin geçersizliğine ve işe iadeye karar vermesi nedeniyle, işveren\naleyhine bir tazminata ve\u002Fveya boşta geçen süreye ilişkin bir ücrete\nhükmedilmesi halinde, daha önce personele ödenen hizmet sonu ödeneği, bu\ntazminattan ve\u002Fveya boşta geçen süreye ilişkin ücret tutarından mahsup\nedilir.\u003C\u002Fp>\n\n\u003Cp>Yeni işe alınan her çalışan için, işe başladığı ilk günden\nitibaren çıkış ödeneği hakkı kazanma süresi işlemeye başlar; ancak\nBritish Council Eğitim Hizmetleri Limited Şirketi’nde 1 yıllık çalışma\nsüresi tamamlanmadan söz konusu ödemeyi almaya hak kazanmaz.\u003C\u002Fp>\n\n\u003Cp>Yapılan bu ödemenin dışında, işten çıkış sebebi her ne olursa\nolsun başkaca bir iyileştirilmiş ödeme yapılması söz konusu\nolmayacaktır.\u003C\u002Fp>\n\n\u003Cp>Yasa gereği yapılan Kıdem Tazminatı ödemesi dışındaki tüm ödemeler\ngelir vergisine tabidir.\u003C\u002Fp>\n\n\u003Cp>Tazmin Edilmiş Hizmet Sonu Programına başvurarak kendi isteğiyle\nayrılmak istediğini bildiren personel bu madde hükmünden faydalanamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 25-Özel Sağlık Sigortası:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>İşyerinde çalışan işçilerin özel sağlık sigortası primleri\nişveren tarafından ödenir. Kişi deneme süresini başarıyla tamamladıktan\nsonra özel sağlık sigortası sistemine dahil edilir. Özel sağlık\nsigortası 1 Ekim’den, takip eden yılın 30 Eylül tarihine kadar\ngeçerlidir. Her yıl için ödenecek yıllık prim rakamı bir önceki yıldan\ndüşük olmayacak şekilde İşverenin İnsan Kaynakları Biriminin\nfirmalardan alacağı teklifler değerlendirilerek işveren tarafından tespit\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>Çalışan yakınları kendi primlerini ödemek kaydıyla BC özel sağlık\nsigorta anlaşması kapsamına girebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>İş sözleşmesi sona eren işçilerin özel sağlık sigortasının\nyıllık süresinin sona erme tarihi, iş sözleşmesinin sona eriş tarihinden\nsonraki bir tarih ise, özel sağlık sigortası sigortanın sona eriş\ntarihine kadar devam eder.\u003C\u002Fp>\n\n\u003Ch2>Madde 26- İş Sağlığı Ve Güvenliği:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>İşveren ve çalışan tüm personel, iş sağlığı ve güvenliğine\nilişkin yasa ve yönetmelik hükümlerine uymakla yükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 27- Toplu İşten Çıkarma Ve İş Güvencesi:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda, 4857 sayılı İş Kanunu'nun “Toplu İşçi Çıkarma”\nbaşlıklı 29. maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 28- Ücret Ödeme Şekli Ve Zamanı:\u003C\u002Fh2>\n\n\u003Cp>Çalışanların ücretleri ve diğer ödemeleri en geç, ücretin ve diğer\nödemelerin hak edildiği ayı izleyen aym beşinci günü akşamına kadar\nödenir. Bu ödeme çalışanların banka hesaplarına yatırılmak suretiyle\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Çalışanın SGK için katkısı ve gelir vergisi Türk Hukuk Sistemi\ndoğrultusunda aylık brüt ücretinden kesilerek, ilgili yerlere ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren yaptığı her ödeme için imza karşılığı, 4857 sayılı\nİş Kanunu’nun 37’nci maddesi uyarınca, işçiye ücret hesabını\ngösterir, imzalı veya işyerinin özel işaretini taşıyan bir pusula\n(bordro) vermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>Bu pusulada (bordroda) ödemenin günü ve ilişkin olduğu dönem ile fazla\nçalışma, hafta tatili, bayram ve genel tatil ücretleri gibi asıl ücrete\nyapılan her çeşit eklemeler tutarının ve vergi, sigorta primi, avans\nmahsubu, nafaka ve icra gibi her çeşit kesintilerin ayrı ayrı gösterilmesi\ngerekir.\u003C\u002Fp>\n\n\u003Ch2>Madde 29 - Ücret Uygulaması ve Artışları\u003C\u002Fh2>\n\n\u003Cp>A) İşe giriş ücretleri ve ücret sistemi, bu toplu sözleşmesinin\nekinde yer alan Türkiye Ofisi Ödeme Sisteminde gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>B) Birinci Yıl Ücret Zammı\u003C\u002Fp>\n\n\u003Cp>Birinci yıl için ekte Türkiye Ofisi Ödeme Sistemi içerisinde yer alan\nücret matrisi gözden geçirilmiş ve ödeme matrisinde belirtilen artış\noranlarına ilaveten ücret matrisi tüm kademeler için Tablo-l’de\nbelirtilen oranlarda ilerletilmiştir.\u003C\u002Fp>\n\n\u003Cp>İşveren 31.03.2019 tarihindeki ücretlere 01.04.2019 tarihinden itibaren\ngeçerli olmak üzere toplu iş sözleşmesinin birinci yılında ekte Türkiye\nOfisi Ödeme Sistemi içerisinde yer alan ödeme matrisi (Tablo-3) ve ücret\nmatrisi (Tablo-2) tablolarına göre ücret zammı uygulayacaktır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilenlere ilave olarak tüm kademelere %5 oranında\niyileştirme yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>C) ikinci Yd Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin 31.03.2020 tarihindeki ücretlerine 01.04.2020\ntarihinden itibaren geçerli olmak üzere, ekte yer alan ve değişiklik yapma\nhakkı saklı olan ödeme matrisi (Tablo-3) ve ücret matrisi (Tablo-2)\ntablolarına göre belirleyeceği oranda ücret zammı uygular. Ancak\nuygulanacak ücret zammı oranı, Türkiye İstatistik Kurumu tarafından bir\nönceki takvim yılı Aralık ayı için açıklanan yıllık minimum\n(TÜFE+YİUFE)\u002F2 veya Dünya Bankası’nın Türkiye için açıkladığı bir\nönceki takvim yılı enflasyon (Tüketici Fiyat Endeksi [CPI]) oranları\narasından çalışan lehine olan orandan az olamaz.\u003C\u002Fp>\n\n\u003Cp>D) Üçüncü Yıl Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin 31.03.2021 tarihindeki ücretlerine 01.04.2021\ntarihinden itibaren geçerli olmak üzere, ekte yer alan ve değişiklik yapma\nhakkı saklı olan ödeme matrisi (Tablo-3) ve ücret matrisi (Tablo-2)\ntablolarına göre belirlenecek oranda ücret zammı uygular. Ancak uygulanacak\nücret zammı oram, Türkiye İstatistik Kurumu tarafından bir önceki takvim\nyılı Aralık ayı için açıklanan yıllık minimum (TÜFE+YİUFE)\u002F2 veya\nDünya Bankası’nın Türkiye için açıkladığı bir önceki takvim yılı\nenflasyon (Tüketici Fiyat Endeksi [CPI]) oranlan arasından çalışan lehine\nolan orandan az olamaz.\u003C\u002Fp>\n\n\u003Cp>E) British Council İngiltere Büyükelçiliği Kültür Müsteşarlığı\ntarafından ya da British Council Eğitim Hizmetleri Limited Şirketi\ntarafından yapılan ödemeler;\u003C\u002Fp>\n\n\u003Cp>British Council İngiltere Büyükelçiliği Kültür Müsteşarlığı ya\nda British Council Eğitim Hizmetleri Limited Şirketi tarafından “Hizmet\nSonu Ödeneği\" ile “kıdem tazminatı” hesaplanarak ödenmiş olan\npersonelin iş sözleşmesinin bu ödemeleri hak ederek sona ermesi halinde,\nsona erme tarihinde hesaplanacak \"Hizmet Sonu Ödeneği\" ile \"Kıdem\nTazminatı\" toplamından daha önce ödenen tüm \"Hizmet Sonu Ödeneği\" ve\n“kıdem tazminatı” ödemeleri mahsup edilecektir.\u003C\u002Fp>\n\n\u003Ch2>Madde 30- Performans Ödülü:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Uygulanacak performans ödülleri hakkında ekli ücret sisteminde\naçıklandığı şekilde uygulama yapılır. Bu uygulama işveren tarafından\nher sene gözden geçirilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 31- Sosyal Yardımlar\u003C\u002Fh2>\n\n\u003Cp>A) Yemek Yardımı:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>01 Nisan 2019 tarihinden geçerli olmak üzere sendika üyesi işçilere\nsözleşmenin birinci yılında aylık brüt 868,00 TL yemek yardımı\nyapılır. Bu yardım bir ayı aşmayan istirahat hallerinde ve yıllık\nücretli izin sürelerinde de ödenir. Toplu iş sözleşmesinin ikinci ve\nüçüncü yılında, yemek yardımına, Türkiye İstatistik Kurumu\ntarafından bir önceki takvim yılı Aralık ayı için açıklanan yıllık\nminimum (TÜFE+YİUFE)\u002F2 veya Dünya Bankası’nm Türkiye için\naçıkladığı bir önceki takvim yılı enflasyon (Tüketici Fiyat Endeksi\n[CPI]) oranları arasından çalışan lehine olan oran göz önüne alınarak\nartış yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B) Yol Yardımı:\u003C\u002Fp>\n\n\u003Cp>01 Nisan 2019 tarihinden geçerli olmak üzere sendika üyesi işçilere\nsözleşmenin birinci yılında aylık brüt 295,00 TL yol yardımı yapılır.\nBu yardım bir ayı aşmayan istirahat hallerinde ve yıllık ücretli izin\nsürelerinde de uygulanır. Toplu iş sözleşmesinin ikinci ve üçüncü\nyılında, yol yardımına Türkiye İstatistik Kurumu tarafından bir önceki\ntakvim yılı Aralık ayı için açıklanan yıllık minimum (TÜFE+YİUFE)\u002F2\nveya Dünya Bankası’nm Türkiye için açıkladığı bir önceki takvim\nyılı enflasyon (Tüketici Fiyat Endeksi [CPI]) oranları arasından\nçalışan lehine olan oran göz önüne alınarak artış yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Madde 32- Kısmi Süreli Çalışma (Part-Time):\u003C\u002Fp>\n\n\u003Cp>Kısmi Süreli Sözleşme ile çalışanlar için yıllık izin, mazeret\nizni, hizmet sonu ödeneği vs. hakları çalıştığı süreyle orantılı\nolarak hesaplanacaktır. Yemek ve yol yardımı fiilen çalışma günleri\ndikkate alınarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Geçici Madde 1:\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin uygulanmasında işçilerin toplu iş\nsözleşmesinden doğan ücret farkları alacakları sözleşmenin imzasını\nizleyen ay içerisinde ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Geçici Madde 2: TOIL’lerin Kullandırılması\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin imzalandığı tarihe kadar olan birikmiş TOIL’ler\n31.03.2020 tarihine kadar kullanılacaktır. İmza tarihinden önce kazanılan\nTOIL’ler öncelikle kullanılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin imzalanmasından itibaren kazanılacak TOIL’ler ise işbu\nsözleşmede belirlenen süre rejimine tabi olarak kazanılma tarihinden\nitibaren 6 ay içerisinde kullanılacaktır.\u003C\u002Fp>\n\n\u003Cp>Geçici Madde 3:\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin yürürlük başlangıç tarihinden, toplu iş\nsözleşmesinden doğan ücret farklarının ödeneceği tarihe kadar olan\nsüreçte tüm çalışanlara sağlanan ve kazanılmış hak yaratmayan\n%10’luk ödenek, 01.01.2019 tarihi itibariyle K bandının asgari ücret alan\npersoneli hariç olmak üzere tüm kademelerdeki çalışanların fark\nalacaklarından mahsup edilecektir.\u003C\u002Fp>\n\n\u003Cp>EK: Türkiye Ofisi Ödeme Sistemi\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi otuz iki madde, üç geçici madde ile bir\nekten ibaret olup taraflarca 30.05.2019 tarihinde imza altına\nalınmıştır.\u003C\u002Fp>\n\n\u003Cp>**İŞVEREN TEMSİLCİLERİ\u003C\u002Fp>\n\n\u003Cp>**SENDİKA YETKİLİLERİ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>EK: Türkiye Ofisi Ödeme Sistemi 2019-2020\u003C\u002Fp>\n\n\u003Cp>Her mali yılın sonunda; gelecek yıla ilişkin ücret matrisi ve\nperformans primlerinin miktarı gözden geçirilmektedir. Her yıl ücret\nmatrisini belirlerken; yönetim, her bir ödeme bandına yönelik hedef oranın\nrekabetçi pozisyonunu gözden geçirir.\u003C\u002Fp>\n\n\u003Cp>Hedef oran her görev grubu için hedeflenen piyasayla doğru orantılı\norandır.\u003C\u002Fp>\n\n\u003Cp>Ücret matrisini belirlerken, aşağıdaki faktörler dikkate\nalınmaktadır:\u003C\u002Fp>\n\n\u003Cp>•İşgücü piyasasındaki mevcut uygulamalar\u003C\u002Fp>\n\n\u003Cp>•Enflasyon\u003C\u002Fp>\n\n\u003Cp>•İşe alma ve işte tutmaya ilişkin hususlar\u003C\u002Fp>\n\n\u003Cp>•Maliyetin karşılanabilirliği ve bütçe\u003C\u002Fp>\n\n\u003Cp>•Ülke ofisinin performansı\u003C\u002Fp>\n\n\u003Cp>Tüm ödeme artışları, Nisan ayından itibaren geriye dönük olarak\ngeçerli sayılmaktadır. Gereken durumlarda, hedef oranlar da gözden\ngeçirilebilir.\u003C\u002Fp>\n\n\u003Cp>Kendilerine ilişkin ödeme bantlarının azamisinde veya bunun da\nyukarısında bulunan personele, kendilerine ilişkin ödeme bandının\nazamisini aşan tutar için, konsolide edilmemiş1 bir ödeme\nyapılmaktadır.\u003C\u002Fp>\n\n\u003Cp>Performans Ödülü:\u003C\u002Fp>\n\n\u003Cp>Ücret matrisini hazırlarken ve ödülleri belirlerken; yönetim, her bir\nödeme bandına yönelik hedef orana ilişkin performans ve maaş pozisyonunu\nbirlikte dikkate almaktadır. Böylece, primler hedef oranın altında ödeme\nyapılan ama en yüksek performansı gösterenlere doğru\nağırlıklandırılmaktadır. Hedef oranın üzerinde olanlar için belirlenen\nperformans ödülü hedef oranın altında kalanlardan düşük olacaktır. Bu\nuygulamanın amacı ücret matrisinin alt yarısında yer alanlara motive edici\nbir ilerleme imkanı sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>TABLO 1: ÜCRET MATRİSİ İLERLEMESİ\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Ücret Bandı\u003C\u002Ftd>\n      \u003Ctd>Asgari\u003C\u002Ftd>\n      \u003Ctd>Hedef Oran\u003C\u002Ftd>\n      \u003Ctd>Azami\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>14%\u003C\u002Ftd>\n      \u003Ctd>18%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>F\u003C\u002Ftd>\n      \u003Ctd>9%\u003C\u002Ftd>\n      \u003Ctd>23%\u003C\u002Ftd>\n      \u003Ctd>33%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>G\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>23%\u003C\u002Ftd>\n      \u003Ctd>33%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>H\u003C\u002Ftd>\n      \u003Ctd>9%\u003C\u002Ftd>\n      \u003Ctd>24%\u003C\u002Ftd>\n      \u003Ctd>33%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>J\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>17%\u003C\u002Ftd>\n      \u003Ctd>23%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ka\u003C\u002Ftd>\n      \u003Ctd>23%\u003C\u002Ftd>\n      \u003Ctd>29%\u003C\u002Ftd>\n      \u003Ctd>33%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kb\u003C\u002Ftd>\n      \u003Ctd>37%\u003C\u002Ftd>\n      \u003Ctd>43%\u003C\u002Ftd>\n      \u003Ctd>48%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kc\u003C\u002Ftd>\n      \u003Ctd>56%\u003C\u002Ftd>\n      \u003Ctd>63%\u003C\u002Ftd>\n      \u003Ctd>68%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_period\">\u003Cp>TABLO 2: ÜCRET MATRİSİ\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause focus highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>Tablo-l’deki Ücret Matrisi İlerlemesinden Sonra Oluşan Ücret\nMatrisi\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Ücret Bandı\u003C\u002Ftd>\n      \u003Ctd>Asgari\u003C\u002Ftd>\n      \u003Ctd>Hedef Oran\u003C\u002Ftd>\n      \u003Ctd>Azami\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D\u003C\u002Ftd>\n      \u003Ctd>22.500\u003C\u002Ftd>\n      \u003Ctd>28.333\u003C\u002Ftd>\n      \u003Ctd>34.167\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E\u003C\u002Ftd>\n      \u003Ctd>16.201\u003C\u002Ftd>\n      \u003Ctd>21.163\u003C\u002Ftd>\n      \u003Ctd>26.125\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>F\u003C\u002Ftd>\n      \u003Ctd>11.500\u003C\u002Ftd>\n      \u003Ctd>16.065\u003C\u002Ftd>\n      \u003Ctd>20.630\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>G\u003C\u002Ftd>\n      \u003Ctd>8.367\u003C\u002Ftd>\n      \u003Ctd>11.699\u003C\u002Ftd>\n      \u003Ctd>15.030\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>H\u003C\u002Ftd>\n      \u003Ctd>4.833\u003C\u002Ftd>\n      \u003Ctd>6.707\u003C\u002Ftd>\n      \u003Ctd>8.580\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>J\u003C\u002Ftd>\n      \u003Ctd>3.150\u003C\u002Ftd>\n      \u003Ctd>4.031\u003C\u002Ftd>\n      \u003Ctd>4.912\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>K\u003C\u002Ftd>\n      \u003Ctd>2.558\u003C\u002Ftd>\n      \u003Ctd>3.269\u003C\u002Ftd>\n      \u003Ctd>3.980\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause focus highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>TABLO 3: ÖDEME MATRİSİ - PERFORMANSA DAYALI KONSOLİDE ARTIŞLAR (TABAN\nMAAŞLARA GÖRE % ARTIŞLAR)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Ücret Artışı Oranı\u003C\u002Ftd>\n      \u003Ctd>1\n\n        \u003Cp>Üstün Başarı\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\n\n        \u003Cp>Beklentilerin\u003C\u002Fp>\n\n        \u003Cp>Üstünde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\n\n        \u003Cp>İyi\u003C\u002Fp>\n\n        \u003Cp>Performans\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\n\n        \u003Cp>Gelişim\u003C\u002Fp>\n\n        \u003Cp>Gerekiyor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5\n\n        \u003Cp>Yetersiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Asgari-Hedef Oran Arası\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hedef Oran - Azami Arası\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Azami Üstü\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n      \u003Ctd>26,97%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>TABLO 4: BİR SEFERE MAHSUS PERFORMANS PRİMLERİ (yıllık maaş üzerinden\nhesaplanır)\u003C\u002Fp>\n\n\u003Cp>*2018-19 performans notlarına ilişkin belirlenen oranlardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Performans\n\n        \u003Cp>Derecelendirmesi\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\n\n        \u003Cp>Üstün Başarı\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\n\n        \u003Cp>Beklentilerin\u003C\u002Fp>\n\n        \u003Cp>Üstünde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\n\n        \u003Cp>İyi\u003C\u002Fp>\n\n        \u003Cp>Performans\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\n\n        \u003Cp>Gelişim\u003C\u002Fp>\n\n        \u003Cp>Gerekiyor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5\n\n        \u003Cp>Yetersiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Asgari-Hedef Oran Arası\u003C\u002Ftd>\n      \u003Ctd>5.5%\u003C\u002Ftd>\n      \u003Ctd>4.5%\u003C\u002Ftd>\n      \u003Ctd>2.5%\u003C\u002Ftd>\n      \u003Ctd>0%\u003C\u002Ftd>\n      \u003Ctd>0%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hedef Oran - Azami Arası\u003C\u002Ftd>\n      \u003Ctd>5.0%\u003C\u002Ftd>\n      \u003Ctd>4.0%\u003C\u002Ftd>\n      \u003Ctd>2.0%\u003C\u002Ftd>\n      \u003Ctd>0%\u003C\u002Ftd>\n      \u003Ctd>0%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Azami Üstü\u003C\u002Ftd>\n      \u003Ctd>4.5%\u003C\u002Ftd>\n      \u003Ctd>3.5%\u003C\u002Ftd>\n      \u003Ctd>1.5%\u003C\u002Ftd>\n      \u003Ctd>0%\u003C\u002Ftd>\n      \u003Ctd>0%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Değerlendirme yılı, 1 Nisan - 3 1 Mart tarihleri arasındadır.\u003C\u002Fp>\n\n\u003Cp>•British Council'da 31 Aralık tarihinden sonra çalışmaya başlayan\npersonel, müteakip Mayıs ayındaki, performansa dayalı ödeme artışlarına\nve primine tabi değildir. Ancak, söz konusu personel, ücret matrisinin\nyeniden değerlendirilmesi durumunda eğer ücret matrisinin minimum\nnoktasında ise artıştan yararlanabilecektir.\u003C\u002Fp>\n\n\u003Cp>•British Council’dan 1 Mayıs tarihinden önce ayrılan personel ise,\nperformansa dayalı ödeme artışlarına ve primine hak kazanmamaktadır.\u003C\u002Fp>\n\n\u003Cp>Terfi:\u003C\u002Fp>\n\n\u003Cp>• Daha üst seviyedeki bir pozisyona terfi eden personel ilgili görev\ngrubunun minimumundan veya mevcut ücretinin % 10 arttırılmasıyla yeni\npozisyonlarında çalışırlar. Prensip bu ikisinden hangisi yüksekse onun\nuygulanması yönündedir.\u003C\u002Fp>\n\n\u003Cp>İstanbul’da Yaşam Fark Ödemesi\u003C\u002Fp>\n\n\u003Cp>• İstanbul’da çalışan personel ücretlerine ek olarak İstanbul\nPiyasa Ödentisini alırlar. Bu ödenti İstanbul’da yaşam koşullarının\ndiğer şehirlere oranla daha yüksek olması nedeniyle verilir. Bu amaçla\nverilen “Ek Ödeme” kişinin görev grubunun bulunduğu matrisin minimumun\n% 10’u kadardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"paidmaternityleaveduration":42,"maternity_nursing_breaks_length":46,"ONCERISE_trigger":50,"hourspweek_select":54,"childcare":58,"hourspmonth_select":62,"STRUCINCR_trigger":64,"nursingmothers":68,"MEALALL_trigger":70,"PAYSCALES_period":74,"LOWWAGE_provision":78,"OVERTIME_trigger":82,"healthcareaccess":86,"healthinsurance":90,"FLEXWORK_trigger":93,"healthandsafetypolicy":97,"contracttrial":101,"sicknesspay":105,"healthinsurancerelatives":109,"paidmaternityleaveall":113,"TRADEUNLEAV_trigger":117,"paidpaternityleave":121,"SICDIS_trigger":125,"longtermillness":129,"jobsecuritymothers":133,"overtimeallowancetype_general":137,"healthcareaccessrelatives":141,"LOWWAGE_trigger":143,"paidmaternityleavepay":146,"sicknessmaxdays":149,"paidmaternityleave":151,"contractseverancepay":155,"PAIDLEAV_trigger":159,"deathrelatives":163},{"bindId":43,"name":44,"text":45},"paidmaternityleaveduration","Kadın personel, iş yasasına uygun olarak","Kadın personel, iş yasasına uygun olarak bir batında tek bebek için\ndoğumdan önce 8 ve doğumdan sonra 8 hafta olmak üzere toplam kesintisiz 16\nhafta, ikiz veya daha çok bebek için 18 hafta izin almaya hak kazanır.",{"bindId":47,"name":48,"text":49},"maternity_nursing_breaks_length","Süt izni, doğum iznini müteakiben çocuk ","Süt izni, doğum iznini müteakiben çocuk 1 yaşma gelene kadar her gün\n1,5 saat olarak kullanılır.",{"bindId":51,"name":52,"text":53},"ONCERISE_trigger","Uygulanacak performans ödülleri hakkında","Uygulanacak performans ödülleri hakkında ekli ücret sisteminde\naçıklandığı şekilde uygulama yapılır. Bu uygulama işveren tarafından\nher sene gözden geçirilebilir.",{"bindId":55,"name":56,"text":57},"hourspweek_select","Günlük çalışma süreleri ile işe başlama ","Günlük çalışma süreleri ile işe başlama ve bitiş saatleri ile\nhaftalık çalışma sürelerinin günlere dağılımı British Council Eğitim\nHizmetleri Limited Şirketi tarafından düzenlenir ve işyerinde\nçalışanlara duyurulur. Genel bakımdan çalışma süresi haftada en çok 45\nsaattir. Ancak, tüm görev grupları için haftalık çalışma süresi 37,5\nsaat olarak belirlenmiştir. Toplu iş sözleşmesinin 19’uncu maddesine\ngöre verilecek ara dinlenmesinde geçen saatler, haftalık 37,5 saatlik\nçalışma süresine dahil değildir. Fazla çalışma saat ücreti hesabında\naylık 195 saat esas alınarak bunun üzerinden hesaplama yapılır.",{"bindId":59,"name":60,"text":61},"childcare","Personele, çocuk\u002Fçocukları evlat edinmes","Personele, çocuk\u002Fçocukları evlat edinmesi halinde, evlat edinme işlemi\nbelgesini ibraz etmesi şartıyla evlat edinme tarihinden sonraki 20 iş günü\nücretli evlatlık izni olarak verilir. Evlatlık izni işyerinde en az bir\nyıl çalışmış olan personele verilir.",{"bindId":63,"name":56,"text":57},"hourspmonth_select",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","TABLO 1: ÜCRET MATRİSİ İLERLEMESİ Ücret ","TABLO 1: ÜCRET MATRİSİ İLERLEMESİ\n\n\n  \n  \n  \n  \n  \n  \n    \n      Ücret Bandı\n      Asgari\n      Hedef Oran\n      Azami\n    \n    \n      D\n      8%\n      8%\n      8%\n    \n    \n      E\n      8%\n      14%\n      18%\n    \n    \n      F\n      9%\n      23%\n      33%\n    \n    \n      G\n      8%\n      23%\n      33%\n    \n    \n      H\n      9%\n      24%\n      33%\n    \n    \n      J\n      8%\n      17%\n      23%\n    \n    \n      Ka\n      23%\n      29%\n      33%\n    \n    \n      Kb\n      37%\n      43%\n      48%\n    \n    \n      Kc\n      56%\n      63%\n      68%",{"bindId":69,"name":48,"text":49},"nursingmothers",{"bindId":71,"name":72,"text":73},"MEALALL_trigger","01 Nisan 2019 tarihinden geçerli olmak ü","01 Nisan 2019 tarihinden geçerli olmak üzere sendika üyesi işçilere\nsözleşmenin birinci yılında aylık brüt 868,00 TL yemek yardımı\nyapılır. Bu yardım bir ayı aşmayan istirahat hallerinde ve yıllık\nücretli izin sürelerinde de ödenir. Toplu iş sözleşmesinin ikinci ve\nüçüncü yılında, yemek yardımına, Türkiye İstatistik Kurumu\ntarafından bir önceki takvim yılı Aralık ayı için açıklanan yıllık\nminimum (TÜFE+YİUFE)\u002F2 veya Dünya Bankası’nm Türkiye için\naçıkladığı bir önceki takvim yılı enflasyon (Tüketici Fiyat Endeksi\n[CPI]) oranları arasından çalışan lehine olan oran göz önüne alınarak\nartış yapılacaktır.",{"bindId":75,"name":76,"text":77},"PAYSCALES_period","TABLO 2: ÜCRET MATRİSİ Tablo-l’deki Ücre","TABLO 2: ÜCRET MATRİSİ\n\nTablo-l’deki Ücret Matrisi İlerlemesinden Sonra Oluşan Ücret\nMatrisi\n\n\n  \n  \n  \n  \n  \n  \n    \n      Ücret Bandı\n      Asgari\n      Hedef Oran\n      Azami\n    \n    \n      D\n      22.500\n      28.333\n      34.167\n    \n    \n      E\n      16.201\n      21.163\n      26.125\n    \n    \n      F\n      11.500\n      16.065\n      20.630\n    \n    \n      G\n      8.367\n      11.699\n      15.030\n    \n    \n      H\n      4.833\n      6.707\n      8.580\n    \n    \n      J\n      3.150\n      4.031\n      4.912\n    \n    \n      K\n      2.558\n      3.269\n      3.980",{"bindId":79,"name":80,"text":81},"LOWWAGE_provision","Tablo-l’deki Ücret Matrisi İlerlemesinde","Tablo-l’deki Ücret Matrisi İlerlemesinden Sonra Oluşan Ücret\nMatrisi\n\n\n  \n  \n  \n  \n  \n  \n    \n      Ücret Bandı\n      Asgari\n      Hedef Oran\n      Azami\n    \n    \n      D\n      22.500\n      28.333\n      34.167\n    \n    \n      E\n      16.201\n      21.163\n      26.125\n    \n    \n      F\n      11.500\n      16.065\n      20.630\n    \n    \n      G\n      8.367\n      11.699\n      15.030\n    \n    \n      H\n      4.833\n      6.707\n      8.580\n    \n    \n      J\n      3.150\n      4.031\n      4.912\n    \n    \n      K\n      2.558\n      3.269\n      3.980",{"bindId":83,"name":84,"text":85},"OVERTIME_trigger","Çalışanlar, işverenin yazılı talimatı uy","Çalışanlar, işverenin yazılı talimatı uyarınca aşağıda belirtilen\nprensipler çerçevesinde fazla çalışma ve\u002Fveya fazla sürelerle çalışma\nyapmaya onay vermişlerdir.\n\nH, J, Ka, Kb, Kc derecesinde çalışanlar için fazla çalışma saatlik\nolarak hesaplanır ve aşağıdaki oranlarda fazla çalışma ücreti\nödenir.\n\nÇalışma günlerinde yapılacak fazla çalışmalarda, her bir saat fazla\nçalışma için verilecek ücret, normal çalışma ücretinin saat başına\ndüşen miktarının yüzde elli (%50) yükseltilmesi suretiyle ödenir.\n\nUlusal Bayram ve Genel Tatil Günleri:\n\nUlusal Bayram ve Genel Tatil Günleri hakkında yasa hükümleri uygulanır.\nBu günlerde işçi çalışmazsa, bir iş karşılığı olmaksızın o\ngünün ücretini esasen aylık brüt ücretinin içinde alır. Tatil\nyapmayarak çalışırsa ayrıca çalışılan her gün için iki günlük\nücreti ilave olarak verilir. Tam gün çalışmayanlar için, çalıştığı\nsaat kadar ilave ücret verilir. Ayrıca, bugünlerde normal çalışma süresi\ndışında yapılan fazla çalışmalarda, her bir saat için verilecek ücret,\nnormal çalışma ücretinin saat başına düşen miktarının iki katı\nolarak ödenir (yani işçinin fazla çalışması halinde, çalıştığı her\nbir saat için toplam 3 saatlik normal çalışma ücreti verilir).\n\nD, E, F ve G Derecesinde Çalışanlar:\n\nD, E, F ve G derecesinde çalışanlar, British Council Eğitim Hizmetleri\nLimited Şirketi tarafından belirlenmiş sözleşmeleri uyarınca, British\nCouncil Eğitim Hizmetleri Limited Şirketi’ne haftada 45 saat hizmet vermek\nzorundadırlar.\n\nD, E, F ve G derecesinde çalışanlar, fazla çalışma yapmaları halinde,\nfazla çalışma ücretleri aylık maktu ücretlerinin içinde yer\naldığından ayrıca fazla çalışma ücretine hak kazanamazlar.\n\nD, E, F ve G grubunda çalışanlar haftalık 37,5 saat ile 45 saat\narasında çalışma yapmaları halinde bu çalışma fazla sürelerle\nçalışma sayılmamakla birlikte, bunun karşılığında birebir serbest\nzaman kullanabilirler. Bunun yerine haftada 45 saatin üzerinde\nçalışmışlarsa, TOIL (fazla çalışma yerine izin) hakkına sahip olurlar.\nBu sürelerin hesabında yukarıda belirtilen oranlar kullanılır.\n\nH, J ve K Derecesinde Çalışanlar:\n\nH, J ve K derecesinde çalışanlar, British Council Eğitim Hizmetleri\nLimited Şirketi tarafından belirlenmiş sözleşmeleri uyarınca British\nCouncil Eğitim Hizmetleri Limited Şirketi’ne haftada 37,5 saat hizmet\nvermek zorundadırlar.\n\nH, J ve K derecesindekiler eğer müşterilerin özel ihtiyaçlarını\nkarşılamak için farklı saatlerde çalışan bir birimde\nçalışmıyorlarsa, ofis çalışma saatleriyle uyumlu bir çalışma\nçizelgesi çerçevesinde çalışırlar.\n\nBu görev grubu çalışanları için, haftada 45 saatin üzerindeki\nçalışma, fazla çalışma olarak işlem görür. Fazla çalışmalar,\ngerekli yetkiye sahip birim müdürleri tarafından önceden yazılı olarak\nonaylanması halinde geçerlilik kazanır.\n\nH, J ve K derecesinde çalışanlar, birim müdürleri tarafından onaylanan\nfazla çalışmaları karşılığı ücret yerine TOIL için başvurma\nhakkına sahiptirler.\n\nH, J ve K grubunda çalışanlar haftalık 37,5 saat ile 45 saat arasında\nçalışma yapmaları halinde bu çalışma, fazla çalışma sayılmamakla\nbirlikte, bunun karşılığında fazla sürelerle çalıştığı her bir saat\nkarşılığında bir saat on beş dakikayı serbest zaman olarak\nkullanabilirler ya da ücretini talep edebilirler.",{"bindId":87,"name":88,"text":89},"healthcareaccess","İşyerinde çalışan işçilerin özel sağlık ","İşyerinde çalışan işçilerin özel sağlık sigortası primleri\nişveren tarafından ödenir. Kişi deneme süresini başarıyla tamamladıktan\nsonra özel sağlık sigortası sistemine dahil edilir. Özel sağlık\nsigortası 1 Ekim’den, takip eden yılın 30 Eylül tarihine kadar\ngeçerlidir. Her yıl için ödenecek yıllık prim rakamı bir önceki yıldan\ndüşük olmayacak şekilde İşverenin İnsan Kaynakları Biriminin\nfirmalardan alacağı teklifler değerlendirilerek işveren tarafından tespit\nedilir.",{"bindId":91,"name":88,"text":92},"healthinsurance","İşyerinde çalışan işçilerin özel sağlık sigortası primleri\nişveren tarafından ödenir. Kişi deneme süresini başarıyla tamamladıktan\nsonra özel sağlık sigortası sistemine dahil edilir. Özel sağlık\nsigortası 1 Ekim’den, takip eden yılın 30 Eylül tarihine kadar\ngeçerlidir. Her yıl için ödenecek yıllık prim rakamı bir önceki yıldan\ndüşük olmayacak şekilde İşverenin İnsan Kaynakları Biriminin\nfirmalardan alacağı teklifler değerlendirilerek işveren tarafından tespit\nedilir.\n\nÇalışan yakınları kendi primlerini ödemek kaydıyla BC özel sağlık\nsigorta anlaşması kapsamına girebilirler.",{"bindId":94,"name":95,"text":96},"FLEXWORK_trigger","Esnek Çalışma: İşyerinde esnek çalışma i","Esnek Çalışma:\n\nİşyerinde esnek çalışma ile ilgili olarak işyeri yönetmeliği\ndoğrultusunda işlem yapılır.",{"bindId":98,"name":99,"text":100},"healthandsafetypolicy","İşveren ve çalışan tüm personel, iş sağl","İşveren ve çalışan tüm personel, iş sağlığı ve güvenliğine\nilişkin yasa ve yönetmelik hükümlerine uymakla yükümlüdür.",{"bindId":102,"name":103,"text":104},"contracttrial","İşe alman işçinin deneme süresi 3 aydır.","İşe alman işçinin deneme süresi 3 aydır. Bu süre içinde taraflar iş\nsözleşmesini bildirimsiz ve tazminatsız feshedebilirler.",{"bindId":106,"name":107,"text":108},"sicknesspay","İşe gelmeme 2 haftadan fazla sürerse, ra","İşe gelmeme 2 haftadan fazla sürerse, rapor 15 günlük aralarla\nverilmelidir. Elzun süreli hastalık veya yaralanma için ücretli hastalık\nizni, British Council Eğitim Hizmetleri Limited Şirketi tarafından\nseçilmiş bir doktor tarafından da uygun bulunması ve netice itibariyle\nçalışanın iyileşip görevine dönebileceği bildirilmesi halinde 1\nyıllık çalışma süresini tamamlamış olanlara raporlu bulunulan en fazla\n6 ay süresince ücret ödemesi yapılacaktır.",{"bindId":110,"name":111,"text":112},"healthinsurancerelatives","Çalışan yakınları kendi primlerini ödeme","Çalışan yakınları kendi primlerini ödemek kaydıyla BC özel sağlık\nsigorta anlaşması kapsamına girebilirler.",{"bindId":114,"name":115,"text":116},"paidmaternityleaveall","Kadın personel, hamile kaldığında bunu b","Kadın personel, hamile kaldığında bunu birim müdürüne bildirmeli ve\ndoğumdan en az 3 ay önce doğum izni için başvuruda bulunmalıdır.",{"bindId":118,"name":119,"text":120},"TRADEUNLEAV_trigger","Bu konuda, 6356 sayılı Sendikalar ve Top","Bu konuda, 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu'nun\n27’nci maddesi hükümleri uygulanır.\n\nSendika temsilcilerine, görevlerini yerine getirmek için önceden işveren\nyönetiminden izin almak şartıyla haftalık 1 saat ücretli izin verilir.",{"bindId":122,"name":123,"text":124},"paidpaternityleave","Çocuğu doğan babaya, doğumu belgelemesi ","Çocuğu doğan babaya, doğumu belgelemesi şartıyla doğum tarihinden\nitibaren 8 hafta içinde kullanmak şartıyla 10 iş günü babalık izni\nverilir.",{"bindId":126,"name":127,"text":128},"SICDIS_trigger","B. Hastalık İzni Ve Acil Durum İzni Pers","B. Hastalık İzni Ve Acil Durum İzni\n\nPersonel, hastalık sebebiyle veya herhangi bir acil durum sebebiyle işe\ngelemeyecekse bunu sabah 09.30’dan önce Resepsiyonist’e ve\u002Fveya birim\nmüdürüne (eğer birim müdürüne ulaşılamazsa kıdemli yöneticilerden\nbirine) bildirmeleri şarttır. Eğer hastalık yüzünden 3 günden fazla işe\ngelmeme söz konusu ise bunun bir doktor tarafından onaylı, hastalığın\nteşhisi ve iyileşme süresini içeren bir raporla belgelenmesi gerekmektedir.\nEğer çalışan bu sürenin sonunda hala işe dönemiyorsa daha ayrıntılı\nbir rapor sunulmalıdır.",{"bindId":130,"name":131,"text":132},"longtermillness","Bir yıl içinde kullanılabilecek raporsuz","Bir yıl içinde kullanılabilecek raporsuz hastalık ve acil durum izni\nsüresi en çok 6 işgünüdür. Hastalık veya acil durum nedeniyle işyerine\ngelemeyen personel, işyerine geldiğinde hastalığı ve devamsızlığına\nneden olan acil durum konusunda yöneticisini bilgilendirmek ve kayıtlar için\ninsan kaynakları departmanına bilgi vermek zorundadır. Personel, 6 işgünü\ndoldurduktan sonra hastalık nedeniyle işe gelmemezlik yapacağı hergün\niçin rapor ibraz etmek zorundadır. Aksi takdirde hakkında yasal işlem\nyapılabileceği gibi, yıllık izninden veya mazeret izninden düşer.",{"bindId":134,"name":135,"text":136},"jobsecuritymothers","Belirtilen sürelerin üzerinde izin talep","Belirtilen sürelerin üzerinde izin talep etmeleri halinde, personel 6 aya\nkadar ücretsiz izin kullanabilirler.",{"bindId":138,"name":139,"text":140},"overtimeallowancetype_general","Çalışma günlerinde yapılacak fazla çalış","Çalışma günlerinde yapılacak fazla çalışmalarda, her bir saat fazla\nçalışma için verilecek ücret, normal çalışma ücretinin saat başına\ndüşen miktarının yüzde elli (%50) yükseltilmesi suretiyle ödenir.",{"bindId":142,"name":111,"text":112},"healthcareaccessrelatives",{"bindId":144,"name":80,"text":145},"LOWWAGE_trigger","Tablo-l’deki Ücret Matrisi İlerlemesinden Sonra Oluşan Ücret\nMatrisi\n\n\n  \n  \n  \n  \n  \n  \n    \n      Ücret Bandı\n      Asgari\n      Hedef Oran\n      Azami\n    \n    \n      D\n      22.500\n      28.333\n      34.167\n    \n    \n      E\n      16.201\n      21.163\n      26.125\n    \n    \n      F\n      11.500\n      16.065\n      20.630\n    \n    \n      G\n      8.367\n      11.699\n      15.030\n    \n    \n      H\n      4.833\n      6.707\n      8.580\n    \n    \n      J\n      3.150\n      4.031\n      4.912\n    \n    \n      K\n      2.558\n      3.269\n      3.980\n    \n  \n",{"bindId":147,"name":115,"text":148},"paidmaternityleavepay","Kadın personel, hamile kaldığında bunu birim müdürüne bildirmeli ve\ndoğumdan en az 3 ay önce doğum izni için başvuruda bulunmalıdır.\n\nKadın personel, iş yasasına uygun olarak bir batında tek bebek için\ndoğumdan önce 8 ve doğumdan sonra 8 hafta olmak üzere toplam kesintisiz 16\nhafta, ikiz veya daha çok bebek için 18 hafta izin almaya hak kazanır.\n\nBelirtilen sürelerin üzerinde izin talep etmeleri halinde, personel 6 aya\nkadar ücretsiz izin kullanabilirler.",{"bindId":150,"name":107,"text":108},"sicknessmaxdays",{"bindId":152,"name":153,"text":154},"paidmaternityleave","J. Analık Hali Ve Emzirme İzni: Kadın pe","J. Analık Hali Ve Emzirme İzni:\n\nKadın personel, hamile kaldığında bunu birim müdürüne bildirmeli ve\ndoğumdan en az 3 ay önce doğum izni için başvuruda bulunmalıdır.\n\nKadın personel, iş yasasına uygun olarak bir batında tek bebek için\ndoğumdan önce 8 ve doğumdan sonra 8 hafta olmak üzere toplam kesintisiz 16\nhafta, ikiz veya daha çok bebek için 18 hafta izin almaya hak kazanır.\n\nBelirtilen sürelerin üzerinde izin talep etmeleri halinde, personel 6 aya\nkadar ücretsiz izin kullanabilirler.\n\nÜcretli doğum izni yıllık izin hakkını etkilemez.",{"bindId":156,"name":157,"text":158},"contractseverancepay","A- Kıdem Tazminatı Bu konuda, 1475 sayıl","A- Kıdem Tazminatı\n\nBu konuda, 1475 sayılı İş Kanunu'nun halen yürürlükte olan 14.\nmaddesi hükümleri uygulanır.\n\nB- Hizmet Sonu Ödeneği\n\n01 Ocak 2007 tarihinden geçerli olmak üzere işçinin, yerel kanunlara\ngöre ahlak ve iyi niyet kurallarına aykırılık nedeniyle işten çıkışı\nharicinde her ne sebeple iş sözleşmesi sona ererse ersin “Hizmet Sonu\nÖdeneği” ödenecektir. Bu ödeme her bir yıl karşılığı bir maaş\nşeklinde olacaktır. Ödemeler aylık brüt maaş üzerinden hesaplanacak olup\nmaaş dışında her ne ad altında olursa olsun yapılan diğer ödemeler bu\nhesaba dahil edilmeyecektir.\n\nİşçinin iş sözleşmesinin sona erme sebepleri yerel kanunlara göre\nkıdem tazminatı ve\u002Fveya iş güvencesi tazminatı ve\u002Fveya boşta geçen\nsürelere ilişkin ücret ve\u002Fveya sair tazminatlar ödenmesini gerektiriyorsa,\nyapılacak bu ödemeler çıkış ödeneği\u002Fyardımmdan mahsup edilir, kalan\nmiktar BC Hizmet Ödeneği adı altında ödenir. Kişinin kıdem tazminatına\nesas ücreti yasal kıdem tazminatı tavanının altında kalması halinde\nkıdem tazminatı dışında herhangi başka bir ödeme yapılması mümkün\nolmayacaktır.\n\nYapılan bu Hizmet Sonu Ödemesi iş güvencesi kapsamında olup, personelin\niş ilişkisi sona erdikten sonra işveren aleyhine İş Kanunu’nun 20. ve\n21. maddelerine göre işe iade davası açılması, dava sonucunda yargının\nfeshin geçersizliğine ve işe iadeye karar vermesi nedeniyle, işveren\naleyhine bir tazminata ve\u002Fveya boşta geçen süreye ilişkin bir ücrete\nhükmedilmesi halinde, daha önce personele ödenen hizmet sonu ödeneği, bu\ntazminattan ve\u002Fveya boşta geçen süreye ilişkin ücret tutarından mahsup\nedilir.\n\nYeni işe alınan her çalışan için, işe başladığı ilk günden\nitibaren çıkış ödeneği hakkı kazanma süresi işlemeye başlar; ancak\nBritish Council Eğitim Hizmetleri Limited Şirketi’nde 1 yıllık çalışma\nsüresi tamamlanmadan söz konusu ödemeyi almaya hak kazanmaz.\n\nYapılan bu ödemenin dışında, işten çıkış sebebi her ne olursa\nolsun başkaca bir iyileştirilmiş ödeme yapılması söz konusu\nolmayacaktır.\n\nYasa gereği yapılan Kıdem Tazminatı ödemesi dışındaki tüm ödemeler\ngelir vergisine tabidir.\n\nTazmin Edilmiş Hizmet Sonu Programına başvurarak kendi isteğiyle\nayrılmak istediğini bildiren personel bu madde hükmünden faydalanamaz.",{"bindId":160,"name":161,"text":162},"PAIDLEAV_trigger","Yasal yıllık ücretli izin uygulaması hak","Yasal yıllık ücretli izin uygulaması hakkında yasa hükümleri\nuygulanır. Yıllık izinler her yılı 01 Ocak ile 31 Aralık tarihleri\narasında kullandırılabilir. Deneme süresi boyunca yıllık izin\nkullanılamaz. Personele, yasal yıllık izin süreleri bir bölümü on\ngünden aşağı olmamak üzere bölümler halinde kullandırılır.\n\nPersonel, yasal yıllık iznini kullanacağı tarihleri en az bir ay\nönceden işverene bildirmek zorundadır. Ancak işveren personelin yasal izin\nkullanma tarihi talebi ile bağlı olmayıp, işin en müsait devresinde talep\nedilen izni verebilir.\n\nPersonelden hizmet süresi;\n\nBir yıldan beş yıla kadar (beş yıl dahil) olanlara, 20 gün,\n\nBeş yıldan fazla on beş yıldan az olanlara 23 gün,\n\n15 yıl (dahil) ve daha fazla olanlara 26 gün,\n\nücretli izin verilir.\n\nYıllık ücretli izin sürelerine rastlayan ulusal bayram, genel tatil\ngünleri ile bu toplu iş sözleşmesinde hafta tatili sayılan günler izin\nsüresinden sayılmaz.",{"bindId":164,"name":165,"text":166},"deathrelatives","Çok yakın bir akrabanın ciddi hastalığı ","Çok yakın bir akrabanın ciddi hastalığı veya ölümü gibi hallerde\nbelgelenmek suretiyle, 5 güne kadar özel durum izni verilebilir. Yakın\nakraba tanımına; eş, çocuklar, kardeşler, ebeveynler, evlatlıklar ve\nyasal olarak bakmakla yükümlü olduğu kişiler dâhildir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR British Council Eğitim Hizmetleri Limited - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2022-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Diĝer\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2019-05-30\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Eĝitim, araştırmacılık, Eğitimi destekleyici faaliyetler  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        British Council Eğitim Hizmetleri Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TEZ-KOOP-İŞ - Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar İşçileri Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Hayır\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \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: → Evet\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 20 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 10 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → Insufficient data %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → Insufficient data %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 195.0\n            \u003C\u002Fdiv>\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: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 15.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Evet\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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 2.558\n            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