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TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin tarafları DENİZLİ BÜYÜKŞEHİR\nBELEDİYESİ ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ\nSENDİKASI) dır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”\u003C\u002Fp>\n\n\u003Cp>2)Denizli Büyükşehir Belediyesi “İŞVEREN’\u003C\u002Fp>\n\n\u003Cp>3)İşletmenin\u002Fişyerinin bütününü sevk ve idareye yetkili olanlarla\nişyerinde işveren adına hareket eden ile işin ve işyerinin yönetiminde\ngörev alan kimselere “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 İş Sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerleri “İŞYERİ’\u003C\u002Fp>\n\n\u003Cp>6)Bu Toplu İş 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 İş Sözleşmesinin kapsadığı tüm işçiler “İŞÇİ’\nolarak 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 Sözleşmesinin yürürlük süresi 15.02.2018 tarihinde\nyürürlüğe girer, 14.02.2020 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>\u003Cstrong>1)Yer olarak;\u003C\u002Fstrong> İşverenin bünyesinde halen kurulu bulunan\nve sözleşme süresi içinde kurulacak olan idari, ekonomik teknik veya hukuki\nyönden işverene bağlı işyerleri, işyerlerine bağlı yerler, eklentiler\nve araçları ile oluşturulan iş organizasyonu kapsamındaki bütün yerleri\nkapsar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2)Şahıs olarak;\u003C\u002Fstrong> İşyerlerinde halen kadrolu ve mevsimlik\nişçi olarak çalışan veya sözleşme süresi içinde işe alınarak,\nHİZMET-İŞ Sendikasına üye olan işçileri kapsar. Yardımcı işlerde\nçalışan alt işveren ve Taşeron işçileri ile Denizli Büyükşehir\nBelediyesinin Sermayesinin bulunduğu işletmelerde çalışanlar kapsam\ndışı tutulmuşlardır.\u003C\u002Fp>\n\n\u003Cp>a)Sendika üyesi olmayan işçiler sözleşmeden kanun hükümleri\nçerçevesinde yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Bu Toplu İş Sözleşmesi (1) fıkrasında belirtilen yerler için\nİşyeri düzeyinde yapılmıştır.\u003C\u002Fp>\n\n\u003Ch4>MADDE-4. TOPLU-İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh4>\n\n\u003Cp>a)Toplu İş Sözleşmesinden Hizmet-İş Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Toplu İş Sözleşmesinin imzalandığı tarihte Hizmet-İş Sendikasına\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin Hizmet-İş Sendikasınca işverene bildirildiği tarihten\nitibaren yararlanırlar. Şu kadar ki; Sendikaya üyelikleri sözleşmenin\nyürürlük tarihinden sonra gerçekleşen işçiler hakkında ücret zammı\nkıstelyevm usulü ile uygulanır. Bu işçiler ücret zammından;\nsözleşmenin yürürlülük tarihi ile sendikaya üyelik tarihleri arasında\ngeçen süre kadar eksik oranda yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)Toplu İş Sözleşmesinin imza tarihinde Hizmet-İş Sendikasına üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar veya imza tarihinde\nHizmet-İş Sendikasına üye bulunup ta ayrılanların toplu iş\nsözleşmesinden yararlanmaları, Hizmet-İş Sendikasına dayanışma aidatı\nödemelerine bağlıdır. Dayanışma aidatı ile toplu iş sözleşmesinden\nyararlanma, sözleşmenin imza tarihinden sonra mümkündür. Dayanışma\naidatı ile toplu iş sözleşmesinden yararlanacak işçiler ücret\nzammından; sözleşmenin yürürlülük tarihi ile dayanışma ile yararlanmak\niçin müracaat ettikleri tarihler arasında geçen süre kadar eksik oranda\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d)Toplu İş Sözleşmesinin yürürlük başlangıç tarihinde sendika\nüyesi bulunup ta; sözleşmenin imza tarihinden önce emekliye ayrılanlar,\nölüm, muvazzaf askerlik ve evlilik nedeniyle işyerinden ayrılmak zorunda\nkalanlar ile malulen emekliye sevk edilenler, iş sözleşmesi feshedilenler,\nbelirli süreli akitle çalışırken iş sözleşmesi yenilenmeyenler, toplu\niş sözleşmesi ile sağlanan haklardan kıdem tazminatı farkı dahil,\nçalıştıkları süre ile orantılı olarak sendika üyelik aidatını\nödemek kaydıyla yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>e)Her ne sebeple olursa olsun sona eren toplu iş sözleşmesi hükümleri,\nyenisi yürürlüğe girinceye kadar iş sözleşmesi olarak 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 İş Sözleşmesinin amacı; iş sözleşmelerinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek,\u003C\u002Fp>\n\n\u003Cp>İşyerinde düzenli ve verimli çalışmayı sağlamak, ahlaki ilkeleri ve\nhakka bağlılığı da gözeterek işçileri ile işverenlerin karşılıklı\nhak ve menfaatlerini dengelemek,\u003C\u002Fp>\n\n\u003Cp>Taraflar arasında çıkabilecek uyuşmazlıkların uzlaşma yolunu ve\nçözüm şekillerini göstermek,\u003C\u002Fp>\n\n\u003Cp>İşveren ile işçi ve sendika arasındaki ilişkileri, düzenleyip; iş\nahengi ve çalışma barışını adil bir şekilde korumak,\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş 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>Yasa hükümleri uygulanır.\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\u003Ch4>A- SENDİKAL FAALİYET\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) Sendika yöneticileri ile işyeri sendika temsilcileri sendika veya\nişçiyi 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 sözleşme maddelerinin aksamadan\nyürütülüp yürütülmediğinin kontrolüne izin verir.\u003C\u002Fp>\n\n\u003Ch4>B- YÖNETİCİ ve TEMSİLCİLERİN FAALİYETLERİ\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)İşyerinde işçi işveren arasındaki işbirliği ile çalışma\nbarışının devamını sağlamak,\u003C\u002Fp>\n\n\u003Cp>2)İşçi işveren arasında çıkacak uyuşmazlıkların Toplu İş\nSözleşmesine uygun biçimde çözümlenmesine yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>3)Önemli ve acil olaylarda işyeri yetkilisi ile görüşmek, olayın\nolduğu yere gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>4)İşveren, işyeri sendika temsilcilerinin belge ve kayıtlarını\nsaklayabilmesi ve sendikal çalışmalarını sürdürebilmesi amacıyla,\nihtiyaca elverişli bir temsilcilik odası tahsis eder ve yeterli araç\ngereçle (Masa, sandalye, daktilo vb.) donatır.\u003C\u002Fp>\n\n\u003Cp>5)İşyeri sendika temsilcileri bu görevlerini işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak üzere yerine getirirler.\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\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>1.Sendikanın işyerinde çalışan yöneticilerine ve işyeri sendika\ntemsilcilerine, sendikal görevlerini yürütebilmeleri için her hafta Cuma\ngünleri, (toplantıya gelemeyenler sendika tarafından işverene bildirilip 3\nyevmiyeleri Disiplin Kurulu Kararı olmaksızın kesilir.)\u003C\u002Fp>\n\n\u003Cp>2.Konfederasyon ve sendika genel kurullarına katılacak delegelere 4\nişgünü,\u003C\u002Fp>\n\n\u003Cp>3.Bölge, şube ve şube genel kurullarına katılacak delegelere 1\nişgünü,\u003C\u002Fp>\n\n\u003Cp>4.Delege seçimleri ile temsilci seçimleri için bütün işçilere seçim\nsüresince, ücretli ve kıdeme sayılan sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>5.İşyerinde çalışan işçiler arasından sendikaca, şube nezdinde\nkurulan kadın komitesi ile kültür sanat komitesi üyesi belirlenir ve bu\nkomitelerin üyelerine faaliyet günlerinde talep üzerine izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık izinden indirilemez ve bu günler için işçilerin\nyevmiye ve sosyal haklarından hiçbir kesinti yapılamaz. \u003C\u002Fp>\n\n\u003Ch4>A - YÖNETİCİ İZİNLERİ\u003C\u002Fh4>\n\n\u003Cp>Sendika Şube Başkanı, Şube Yönetim Kurulu üyelerinden sendikanın\ntespit edeceği (2) kişi sendikal faaliyetlerini ifa edebilmeleri için\nsendikanın yazılı talebi üzerine faaliyetlerinin bulunduğu günlerde\nücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>B - BAŞTEMSİLCİ VE TEMSİLCİ İZİNLERİ BAŞTEMSİLCİ\nİZİNLERİ:\u003C\u002Fh4>\n\n\u003Cp>Baş temsilciler, gündüz vardiyasında ve işyeri merkezinde\nçalıştırılır. Baş temsilcinin izin süresini işyerinde geçirmesi\nasildir. Sendika merkezi, şube veya bölge temsilciliğinin işverene\nyapacağı yazılı veya sonradan yazı ile doğrulamak koşulu ile sözlü\nçağrısı üzerine baş temsilci, bu süreyi çağrı yapılan yerde de\ngeçirebilir. Sendika baş temsilcisine temsilcilik görevlerinin gerektirdiği\nfaaliyetlerde bulunabilmesi için asıl işini aksatmamak şartı ile haftada 1\n(bir) gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-9. İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde bir baş temsilci olmak üzere her işyeri\niçin;\u003C\u002Fp>\n\n\u003Cp>a) 1-50 işçiye kadar : 1\u003C\u002Fp>\n\n\u003Cp>b) 51 -100 işçiye kadar : 2\u003C\u002Fp>\n\n\u003Cp>c) 101-500 işçiye kadar : 3\u003C\u002Fp>\n\n\u003Cp>d) 501 -1000 işçiye kadar : 4\u003C\u002Fp>\n\n\u003Cp>e) 1001-2000 işçiye kadar : 6 İşyeri Sendika Temsilcisi atanır.\u003C\u002Fp>\n\n\u003Cp>İlgili kanun maddesi ve yerleşik yargı kararları gereğince işletme\nsöz konusu olduğunda yukarıdaki kural işletmeye bağlı her iş yeri için\nayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin birleştirilmesi veya isimlerinin değiştirilmesi mevcut\ntemsilci sayısını değiştirmez; ancak, işyerlerinin bölünmesi veya\nayrılması halinde, temsilci sayısı yeni duruma göre yeniden belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-10. SENDİKADA GÖREV ALANLARIN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Sendika veya bağlı bulunduğu konfederasyonun yöneticiliğine veya\nsendika şube başkanlığına seçildikleri için kendi isteği ile\nişyerinden ayrılan işçilerin hizmet akitleri askıya alınır. Bu\ngörevliler, görevlerinin seçime girmemek, seçilememek veya kendi\nistekleriyle çekilmek sureti ile son bulması üzerine, üç ay içinde işe\nalınmalarını istedikleri takdirde işveren, istek tarihinden itibaren en\ngeç bir ay içinde bu işçileri o andaki koşullarla eski işlerine veya eski\nişlerine uygun bir işe almak zorundadır. Bu takdirde işçinin ücret ve\neski kıdem hakları saklı tutularak sözleşme ile getirilen haklar ücretine\nilave edilir.\u003C\u002Fp>\n\n\u003Cp>Görevleri sona erdiğinde işyerine dönmek istemeyen işçilere,\nyukarıdaki fıkra esaslarına göre ve talep tarihi itibariyle hesaplanacak\nkıdem tazminatları, geri dönme istemine rağmen bir ay içinde işe\nalınmayanlara ise emsallerinin ücreti tutarında yasal tazminatları\nödenir\u003C\u002Fp>\n\n\u003Cp>2.Sendika veya konfederasyon yöneticiliğine seçildikleri halde\nişyerlerinden ayrılmayan işçiler, işten çıkarılamaz, rızaları\ndışında işleri ve işyerleri değiştirilemez ve herhangi bir nedenle\nfarklı bir işleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>3 .Yukarıda gösterilen haklardan sendika şube yöneticileri de\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>4.Sendika Baş Temsilcisi ve Temsilcilerinin işten çıkarılmaları\nhakkında 6356 Sayılı Kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Yasalardan, hizmet akitlerinden ve toplu sözleşmelerden doğan bütün\nhaklar saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-11. SENDİKA ÜYELİĞİNİN GÜVENCESİ ve EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler; sendikaya üye olmaları yada iş saatleri dışında\nsendikanın veya bağlı bulunduğu konfederasyonların etkinliklerine işveren\nveya işveren vekilinden izin almak şartıyla katılabilirler.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, sendikaya üye olan işçilerle sendikasız işçiler\narasında, işin sevk ve dağıtımında, işçinin mesleksel ilerlemesinde,\nücret, ikramiye ve primlerinde, sosyal haklarında, disiplin hükümlerinin ve\ndiğer konulara ilişkin hükümlerin uygulanmasında ya da çalıştırmaya\nson verilmesi konusunda herhangi bir ayırım yapamaz. (Sözleşme ile işçiye\nsağlanan her türlü haklar bu ayırım yasağının dışındadır.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. SENDİKANIN YARARLANABİLECEĞİ SALON, ARAÇ-GEREÇ ve DUYURU\nPANOLARI:\u003C\u002Fh3>\n\n\u003Cp>Hizmet-İş Sendikası üyeleriyle temas sağlama, konferans, eğitim\nsemineri ve benzeri sosyal içerikli toplantılar için işverenin salon, araç\nve gereçlerinden önceden izin almak kaydıyla yararlanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika duyuru ve bildirilerinin asılması için her işyerinde\n(Her temsilcilik için ayrı ayrı) tüm işçilerin kolayca görebilecekleri\nbir yerde camlı ve kilitli bir duyuru panosu bulundurur. Bu panoya başka\nsendikaların ilan ve bildimeri asılamayacağı gibi işyerlerinde başka\nsendikalar için de ayrıca duyuru panosu bulundurulamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren işyerinde işçilerin kolayca görebilecekleri elverişli bir\nyerde sendika ilan tahtası bulundurur. İlan bildirim ve her türlü yazılar\nsendika yetkilileri tarafından imzalanacaktır. İlan tahtası kilitli olup\nanahtarı temsilcide olacaktır. Yazılardan doğacak sorumluluk temsilcilere\nait olacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 6356 sayılı Sendikalar Yasasının 18. maddesi gereği kesmeye\nmecbur olduğu üyelik ve dayanışma aidatlarını her ay keserek işçi\nücretlerinin ödendiği günü takip eden (15) gün içinde herhangi bir\nihtara lüzum kalmaksızın sendikanın bildireceği banka hesabına yatırmak\nve kesinti listesinin bir nüshasını işyerinin bağlı bulunduğu şubeye,\nbir nüshasını da sendika genel merkezine göndermek zorundadır. T.C.\nÇalışma ve Sosyal Güvenlik Bakanlığı tarafından yeni dönem için yetki\nverilmesi halinde, sendikanın yazılı talebi aranmaksızın işveren\ntarafından üyelik aidatı kesintileri yapılarak yukarıda belirtilen usul\nçerçevesinde sendikaya ödenir. İşveren, bu işlemler için sendikadan\nherhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, Toplu İş Sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına\n15 gün içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-14. 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-15. 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 vasıtasıyla emri veren\namirine bildirir. Amir emrin yapılmasında ısrar ederse emri yazılı olarak\nişçiye vermek zorundadır. Bu şekilde işçinin emri yerine getirmesinde\nkanuna ve talimatlara aykırılık (suç hali hariç) teşkil ederse bundan\ndolayı işçi sorumlu tutulamaz. İşçinin amirine başvurmasına rağmen\namir emrini yazılı olarak vermekten kaçınırsa o işin yapılmamasından\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-16. İS VE İŞYERİ DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Her işçinin genel olarak ikametgâhına yakın olan yerdeki\nçalışmasına esas olan işinde çalıştırılmasına özen gösterilir.\u003C\u002Fp>\n\n\u003Cp>2.İşçiler Denizli Büyükşehir Belediyesinin onayı ile işverene\nbağlı farklı işyerlerinde görevlendirilirler. Denizli Büyükşehir\nBelediyesinin daha önceden öngörülmeyen yeni birimler oluşturulduğunda\nihtiyacın\u003C\u002Fp>\n\n\u003Cp>karşılanması için Denizli Büyükşehir Belediyesi bünyesindeki diğer\nbirimlerden gerekli gördüğü işçileri buraya j atayabilir.\u003C\u002Fp>\n\n\u003Cp>3.Cezai mahiyette iş ve işyeri değişikliği ancak Disiplin Kurulu\nKararıyla mümkündür.\u003C\u002Fp>\n\n\u003Cp>4.Yangın, sel, deprem, doğal afet hallerinde işçinin rızasına\nbakılmaksızın geçici sürelerde işçiler bu gibi yerlerde\nçalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cp>5.Baş temsilci ve temsilcilerin rızaları olmaksızın işyerleri\ndeğiştirilemez. (Disiplin Kurulu Kararları hariç)\u003C\u002Fp>\n\n\u003Cp>6.Denizli Büyükşehir Belediyesi bünyesi içinde olup, genel işler\nişkoluna giren işyerlerinden herhangi birinin kapatılması, satılması ya\nda her ne suretle olursa olsun tasfiye edilmesi durumunda bu işyerinde\nçalışan işçiler Denizli Büyükşehir belediye bünyesi içinde öncelikle\nbranşına yoksa branşına uygun bir işe yerleştirilirler.\u003C\u002Fp>\n\n\u003Cp>Yerleştirilmemesi halinde İş Kanununun iş akdinin feshi maddeleri Toplu\nİş Sözleşmesi hükümleri dikkate alınarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu durumda işçilerin ücret, meslek, kıdem durumlarında işçi aleyhine\nbir uygulamaya gidilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-17. DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Yasa hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-18. ASKERLİK HİZMETİ NEDENİYLE İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Muvazzaf askerlik ödevi dışında, manevra veya herhangi bir nedenle\nsilâhaltına alınan yada herhangi bir yasadan doğan çalışma ödevi\nyüzünden işinden ayrılan işçinin hizmet akdi işinden ayrıldığı\ngünden itibaren iki ay askıda kalır. Bir yıldan çok çalışmaya\nkarşılık, her fazla yıl için ayrıca 2 gün eklenir. \u003C\u002Fp>\n\n\u003Cp>2.Muvazzaf askerlik ödevini yapmak üzere kıdem tazminatım almadan\nişinden ayrılan işçiler, askerlikleri süresince ücretsiz izinli\nsayılırlar. Bu işçilerden; askerlik ödevinin bitiminden itibaren 2 ay\niçinde işe dönmek üzere başvuranlar, o andaki haklarla eski işlerine\nbaşlatılırlar; işe dönmek istemeyenler ise, yine o andaki haklarla kıdem\ntazminatlarını alırlar ve hizmet akitleri feshedilir.\u003C\u002Fp>\n\n\u003Cp>3 .Herhangi bir kanuni veya askeri ödev için işyerinden ayrılan\nişçilere otobüs bileti ücreti tutarında yol parası ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-19. 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\u003Ch3>MADDE-20. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-21. İŞÇİ ALMADA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-22. İS SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER ve İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞ SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-23. İSTEN ÇIKARILMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4857 sayılı yasanın 25\u002F11. maddesi gereğince yapılan işten\nçıkarmalarda Disiplin Kurulu Kararı zorunludur. Diğer konularda yasa\nhükümleri ile bu sözleşmedeki hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 .Hizmet akitleri, bu sözleşme hükümlerine uygun olarak işveren ve\nişçi tarafından önceden karşı tarafa yazılı bildirimde bulunmak şartı\nile;\u003C\u002Fp>\n\n\u003Cp>a.îşi 6 aydan az sürmüş olan işçilere bildirimin yapıldığı\ntarihten itibaren 4 hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>b.İşi 6 aydan 1,5 yıla kadar sürmüş olan işçilere bildirimin\nyapıldığı tarihten itibaren 8 hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>c.îşi 1,5 yıldan 3 yıla kadar sürmüş olan işçilere bildirimin\nyapıldığı tarihten itibaren 12 hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>d.îşi 3 yıldan fazla sürmüş olan işçilere bildirimin yapıldığı\ntarihten itibaren 16 hafta sonunda feshedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>2.İşçi, bildirim süresi içinde çalışıyorsa mevcut hizmetlerine\nbildirim süresi ilave edildiğinde ek bir hak kazanabiliyorsa, bu haktan\nyararlandırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-25. YENİ İS ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Gerek işçinin gerekse işverenin bildirimli olarak hizmet akdini\nfeshettiği durumlarda, işveren işçiye bildirim önelleri sırasında ve\nçalışma saatleri içinde, günde 2 saat yeni iş arama izni verir.\u003C\u002Fp>\n\n\u003Cp>İşçi isterse, işten ayrılacağı günden önceki günlere rastlatmak\nkaydıyla, iş arama iznini topluca kullanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-26. KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>a)İşverence işçiye, iş yasasında belirtilen hallerde her kıdem yılı\niçin 45 günlük ücreti tutarında kıdem tazminatı ödenir. (Bir yıldan\nartan süreler veya bir yıldan eksik süreler için kıstelyevm usulü\nuygulanır.) İşçilerin diğer yasal hükümlerden doğan tazminat talep\nhakları saklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Kıdem tazminatının hesaplaması: Yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)Kıdem tazminatına hak kazanan işçinin kıdem tazminatı, en geç\nişten ayrıldığı tarihi izleyen 2 ay içinde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 27. İZİNLER\u003C\u002Fh3>\n\n\u003Ch4>A) Yıllık Ücretli İzinler\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>İşe girdiği günden başlayarak, deneme süresi de içinde olmak üzere\nen az bir yıl çalışmış olan işçilere aşağıdaki süreler\nkadarıyıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a.Hizmet süres 1 yudan 5 yıla kadar olanlara 20 işgünü, \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b.Hizmet süresi 5 yıldan fazla 15 yıldan az olanlara 30 işgünü\u003C\u002Fp>\n\n\u003Cp>c.Hizmet süresi 15 yıldan fazla olanlara 32 işgünü,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>B)Ücretsiz mazeret izni\u003C\u002Fh4>\n\n\u003Cp>İhtiyaç duyan işçilere yazılı istemleri ve idarenin uygun görmesi\nhalinde, yılda 60 güne kadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izin, ücretli doğum izninin sonunda istenmişse veya özrün ciddiyeti\nişverence kabul edilirse, süre 6 aya kadar çıkar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>C)Ücretli Sosyal İzinlerfolava başlı izinler)\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1 .Evlenen işçiye 7 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>2.Eşi doğum yapan işçiye 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Çocuğu evlenen işçiye 3 işgünü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>4.Annesi, babası, eşi, çocuğu veya kardeşi ölen işçiye 5\nişgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Eşinin annesi, babası, veya kardeşi ölen işçiye 3 işgünü,\u003C\u002Fp>\n\n\u003Cp>6.Yangın, su baskını, deprem vb. doğal afetlere uğrayan işçiye,\nolayın boyutu daha fazlasını gerektirmiyorsa 10 işgünü,\u003C\u002Fp>\n\n\u003Cp>7.Çocuğu sünnet olan işçiye 3 işgünü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>8.Doğum yapan kadın işçiye doğumdan önce ve sonra 8’er olmak üzere\n16 hafta,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>9.Bir yaşından küçük çocuğu olan kadın işçiye, çocuğu emzirmek\nve dilerse çalışma saati başında veya sonunda kullanmak üzere günde bir\nbuçuk saat,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>10.Eşi, çocuğu, annesi, babası bir sağlık kuruluşunda yatarak tedavi\ngören işçiye, hastasına refakat edebilmesi için (Yurt içi ve yurt\ndışı) sağlık kuruluşundaki tedavi süresi kadar (Doktor raporu\ngereğince), en fazla 6 aya kadar izin verilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÜCRETLER VE SOSYAL YARDIMLAR \u003C\u002Fh2>\n\n\u003Ch3>MADDE 28. GÜNLÜK ÜCRETİN VE ASGARİ TABAN ÜCRET TANIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Günlük ücret; işçinin, her türlü tazminat, prim, ikramiye, sosyal\nyardım vb. yan ödemeler hariç, fakat kıdem zammı dâhil olmak üzere, esas\nişi karşılığında bir gün için aldığı ücrettir.\u003C\u002Fp>\n\n\u003Cp>Taban ücret işçinin her türlü tazminat, prim, ikramiye, sosyal yardım\nvb. bu sözleşmede belirlenen yan ödemeler hariç olmak üzere belirlenmiş\nolup bu tür ödemeler taban ücrete dâhil edilmez. Belirlenen taban ücret\naltında ücret alan işçilerin taban ücreti 15.02.2018 tarihinden geçerli\nolmak üzere belirlenmiş olan asgari taban ücret üzerinden ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29. KIDEM ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin 15.02.2018 tarihlerindeki günlük ücretlerine, işverenin\nişyerlerinde geçirdikleri her hizmet yılı için (1) krş. Kıdem zammı\nilave edilir. (Tam yıldan artan veya bir yıldan eksik süreler yıl olarak\nhesaplanır.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch3>MADDE 30. ASGARİ TABAN ÜCRETİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Belediyede çalışan taraf sendika üyesi işçilerin 14.02.2018 tarihinde\nalmakta oldukları günlük yevmiyeleri 88,00-TL’nin altında olan\nişçilerin yevmiyeleri 15.02.2018 tarihinden itibaren 88,00-TL’ye\nyükseltilecektir. 15.02.2018 tarihindeki günlük yevmiyeleri 88,00-TL’nin\nüzerinde olanların yevmiyeleri kendi taban ücreti olarak kabul\nedilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 31. ÜCRET ZAMMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cstrong>l.YIL ÜCRET ZAMMI;\u003C\u002Fstrong> İşbu toplu iş sözleşmesi\nkapsamında çalışan işçilerin 30. maddede belirtilen taban ücretlerine\nilaveten 15.02.2018 tarihinden itibaren yevmiyelerinin üzerine seyyanen 20,00\n-TL ücret zammı yapılacaktır. Ancak, taban yevmiyeleri 88,00-TL ile\n108,00-TL arasında olanların yevmiyeleri 108,00- TL olarak uygulanır. Taban\nyevmiyeleri 108,00-TL’nin üzerinde olanların yevmiyeleri kendi taban\nücretleri olarak kabul edilir.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.YIL ÜCRET ZAMMI;\u003C\u002Fstrong> İşbu toplu iş sözleşmesi\nkapsamında çalışan işçilerin 14.02.2019 tarihinde almakta oldukları\ntaban ücrete 15.02.2019 tarihinden itibaren yevmiyelerinin üzerine seyyanen\n12,00-TL ücret zammı yapılacaktır. Ancak, taban yevmiyeleri 108,00-TL ile\n120,00-TL arasında olanların yevmiyeleri 120,00- TL olarak uygulanır.\nTürkiye İstatistik Kurumu'nun 2003:100 Temel Yılı Tüketici Fiyatları\nEndeksi(TÜFE) 2019\u002FŞubat endeks oranının, 2018\u002FŞubat endeks oranına\ngöre(bir önceki yılın aynı ayına göre değişim oranı) yapılan yevmiye\nartış oranının (%11,10) üzerinde olması halinde, aradaki fark 2. yıl\niçin yevmiyelere yansıtılır. Taban yevmiyeleri 120,00-TL'nin üzerinde\nolanların yevmiyeleri kendi taban ücretleri olarak kabul edilir.\u003C\u002Fp>\n\n\u003Cp>İş bu Toplu İş Sözleşmesinin imzalanmasından sonra ilk defa işe\nbaşlayacak olan mevsimlik işçi ve daimi işçiler ile sözleşmenin karar\ntarihinden sonra işe yeni başlayan işçiler yasal asgari ücretle işe\nbaşlatılır. Bu hüküm, işbu Toplu İş Sözleşmesi süresince\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Çalışmalarında üstün başarı gösterenlerin ücretleri, Başkanlık\ntarafından taban yevmiyeleri aşmamak üzere belirlenir.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe başlayacak engelli ve eski hükümlü ile Terör nedeniyle\nyaralanan veya bunların yakınları olan işçilere asgari taban ücret\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 32. SORUMLULUK, TEŞVİK, TEMSİL VE DİREKSİYON PRİMİ :\u003C\u002Fh3>\n\n\u003Cp>I-İdarece yapılan işin sorumluluğu göz önüne alınarak;\u003C\u002Fp>\n\n\u003Cp>A)İşçi kadrolarında bulunan mali ve idari sorumluluk taşıyan\ngörevlerde fiilen çalışan üniversite mezunu personele 175,00-TL. diğer\npersonele 100,00-TL. belediyenin çeşitli birimlerinde çalışan ve idarenin\nçalışmalarında bildiği yabancı dilden faydalanılan personele 220,00-TL.\nidare istediği takdirde Başkanlık Makamının onayı ile her ay sorumluluk\nprimi verebilir. Söz konusu primin süresi ve kimlere ödeme yapılacağı\nonayda belirtilir.\u003C\u002Fp>\n\n\u003Cp>(Tüm birimlerde hak edişlere imza atan kontrol mühendisleri, tekniker ve\nteknisyenler, asfalt ve şantiye sorumluları, ustalar, çavuşlar, kaldırım\nekipleri ile iş makineleri sorumluları, proje müellifi olan mühendisler,\nkıymet takdir komisyon üyeleri, ihale komisyonunda fiilen görev alanlar bu\nkapsamda değerlendirilir.)\u003C\u002Fp>\n\n\u003Cp>B)Kadrolarına bakılmaksızın fiilen görev alan; şoför, iş makineleri\noperatörleri ve yağcılarına Başkanlık Makamının onayı ile her ay\n150,00.-TL. Sorumluluk ve Direksiyon primi verilir.\u003C\u002Fp>\n\n\u003Cp>II-A) İşçi pozisyonunda bulunan mimar, şehir plancısı ve mühendisler\nile kimyagerlere Başkanlık Makamının uygun görüşü ve onayı ile defaten\nveya parçalı olarak yıllık ( 25.000,00-TL’sını, teknikerlerden fiilen\nteknikerlik görevini yapanlara 12.000,00-TL’sini, teknisyenlerden fiilen\nteknisyenlik görevini yapanlara 6.000,00- TL.’sini geçmeyecek şekilde\nteşvik primi verilebilir. Söz konusu teşvik priminin miktarı, ödeme şekli\n(defaten veya parçalı olarak) ve kimlere ödeme yapılacağı Başkanlık\nMakamınca belirlenir.\u003C\u002Fp>\n\n\u003Cp>B) Konservatuarda çalışan ve işçi pozisyonunda bulunan ses-saz\nsanatçıları ve folklor ekibindeki sanatçılar ile Başkanlık Özel Kalemde\ngörevli işçi pozisyonundaki personele Başkanlık Makamının uygun\ngörüşü ve onayı ile defaten veya parçalı olarak yıllık\n11.000,00-TL.sını geçmeyecek şekilde temsil primi verilebilir. Söz konusu\ntemsil priminin miktarı, ödeme şekli(defaten veya parçalı olarak) ve\nkimlere ödeme yapılacağı Başkanlık Makamınca belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 33.İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-incidentalbonusdays1\">\u003Cp>İşçilere 6772 sayılı yasa gereğince verilen ilave tediyeden ayrı\nolarak, yılda 25’er günlük ücretleri tutarında 2 ikramiye verilir.\u003C\u002Fp>\n\n\u003Cp>İlave tediyeler mevzuatın öngördüğü zamanlarda; 25'er günlük\nikramiyeler ise en geç Ramazan ve Kurban Bayramlarından 10 gün önce\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 34. GEÇİCİ GÖREV YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bütçe ve Harcırah Kanunu ile Maliye Bakanlığının ilgili tebliğ\nhükümleri uygulanır. Aylık\u002Fkadro derecesi 1-4 olan Devlet Memurlarına\nverilen harcırah uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 35. AİLE-COCUK ve ÖĞRENİM YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.) 657 sayılı yasaya tabi Devlet Memurlarına ödenen aile ve çocuk\nyardımı aynı esaslar dâhilinde işçilere aile ve çocuk yardımı olarak\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>2.) Örgün öğretimde okuyan öğrenciler için geçerli olmak üzere,\nişçilere ayrıca her yıl 15 Ekim tarihinde öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>1.yıl için;\u003C\u002Fp>\n\n\u003Cp>-Anaokulu ve İlköğretimde okuyan her çocuk için 200,00-TL,\u003C\u002Fp>\n\n\u003Cp>-Lise ve dengi okullarda okuyan her çocuk için 250,00-TL,\u003C\u002Fp>\n\n\u003Cp>Yüksek öğrenim gören her çocuk için 350,00-TL, öğrenim yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>2.yıl için ise; 1\u002Fyl için belirlenen eğitim yardımı tutarları,\nmemurlara verilen toplam yıllık maaş artışı (enflasyon fark zammı,\ndahil) nispetince güncellenerek uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>MADDE 36. HASTALIK YARDIMI :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>1.Hastalık sebebiyle iş görmezliğe uğrayan işçilerin, SGK.\ntarafından ödeme yapılmayan günler için ücretleri ve diğer ödemeler\nişverence ödenir. Diğer günler için işçiye sigortaca ödenen meblağı\nişçi belediye veznesine yatırır ve SGK belgesini işverene verir. İşveren\nişçinin bu süresi için bordroyu tam olarak yapar ve SGK primlerini aynı\nayda yatırır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.İşçinin işyerinin bulunduğu mahalde veya başka bir mahalde sevk\nsuretiyle viziteye çıkması halinde işyerinden ayrı kalacağı zamanlarda\nişçiye istirahat vermeksizin ayakta tedavi gördüğü takdirde geçirdiği\nsüreler için ücretinden kesinti yapılmaz ve bu zamanlar işçi ücretli\nizinli sayılır. (SGK'nm vereceği belge eklenmelidir.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE 37. GİYİM ve KORUYUCU EŞYA YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Belediyede işin niteliği, gereği ve ihtiyaca göre; iş tulumu, alt-üst\ntakım kot iş elbisesi, mont, iş eldiveni, lastik çizme, kasık çizmesi,\nkoruyucu maske, deri gocuk, fotin, tişört, yağmurluk, sweat, fosforlu yelek,\navcı yeleği; trafik ekibi için yazlık ve kışlık olmak üzere gömlek ve\npantolon, kravat, fosforlu yelek ve mont konservatuar ses ve saz sanatçıları\niçin yazlık, kışlık bayan elbisesi ve ayakkabı, erkek takım elbise,\ngömlek, kravat ve ayakkabı, folklor elbise takımı, bando elemanları için\nyazlık ve kışlık tören elbisesi takımı alınabilir. Takım olduğu\nbelirtilen giysilerde, işin gereği giyilmesi adet olan tüm parçalar\nalınır.\u003C\u002Fp>\n\n\u003Cp>Bekçilere, Halkla İlişkiler, başkanlık özel kalem görevlilerinden\nerkeklere kış için 2 takım elbise 4 adet gömlek, yaz için 2 pantolon 4\nadet gömlek, bayanlara kış için etekli veya pantolonlu 2 takım elbise 4\nadet gömlek, yaz için 2 etek veya pantolon 4 adet gömlek alınır.\u003C\u002Fp>\n\n\u003Cp>Yazlık giyim eşyaları Mart -Nisan, kışlık giyim eşyaları ise\nEylül-Ekim aylarında alınır ve zimmet karşılığında teslim edilir.\nAncak işin gereği erken yıpranan iş elbiseleri süre beklenmeksizin yenisi\nteslim edilir. Demirbaş ve koruyucu melbusatın teslimi eski melbusatın iade\nedilmesi kaydıyla yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 38. İSÇİ SERVİSİ ;\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pamukkale ve Merkezefendi ilçelerinde çalışan işçilerin, işveren\ntarafından sağlanacak kapalı servis araçları ile ya da Belediye Denetimli\ntoplu taşıma araçları ile işe gidip gelmeleri temin edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39. KONUT ve ARSA YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika veya bağlı bulunduğu konfederasyon bünyesinde kurulu\nve kurulacak olan konut kooperatiflerine, ilgili yasalarca belediyelere görev\nolarak verilen ucuz konut yapımını kolaylaştırmak, konut yapı\nkooperatiflerine yardımda bulunmak gecekondu önleme bölgelerinde sosyal\nkonut inşa etmek gibi ödeneklerden yardım ve arsa tahsis etmesi gereken yol,\nsu, kanalizasyon, plan, proje gibi belediye olanaklarından yararlandırmaya\nçalışır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 40. KIDEMLİ İSÇİLİĞİ TEŞVİK PRİMİ :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Belediyede geçen hizmet süresi esas alınmak kaydıyla;\u003C\u002Fp>\n\n\u003Cp>a)Hizmet süresi 5 yıla kadar olanlara 8 gün,\u003C\u002Fp>\n\n\u003Cp>b)Hizmet süresi 10 yılı doldurmuş olanlara 12 gün,\u003C\u002Fp>\n\n\u003Cp>c)Hizmet süresi 15 yılı doldurmuş olanlara 17 gün,\u003C\u002Fp>\n\n\u003Cp>d)Hizmet süresi 20 yılı doldurmuş olanlara 22 gün,\u003C\u002Fp>\n\n\u003Cp>e)Hizmet süresi 25 yılı doldurmuş olanlara 27 gün teşvik ikramiyesi\nsenelerine göre Haziran ve Aralık aylarında ödenir. Bu ikramiyelerden\nhiçbirini almadan emekli olmak, malulen emeklilik gibi nedenlerle ayrılanlara\nsenelerine göre ikramiyeleri ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 41.DİĞER SOSYAL YARDIMLAR:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 .Çocuğunun doğumunu belgeleyen işçiye, doğan her çocuk için\n250,00-TL. Doğum yardımı yapılır. (Bebeğin ölü doğması halinde doğum\nve ölüm yardımı birlikte yapılır. Aile ve Sosyal politikalar Bakanlığı\ntarafından doğum yardımı yapılması halinde bu hüküm uygulanmaz.)\u003C\u002Fp>\n\n\u003Cp>2.İşçinin evlenmesinde 500,00-TL. evlenme yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>3.a.İşçinin ölümünde eşine, yoksa çocuklarına 3 aylık tutarında\nölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>b.İşçinin iş kazası veya meslek hastalığı sonucu ölümünde eşine,\nyoksa çocuklarına 12 aylık brüt ücreti tutarında ölüm yardımı\nyapılır. Hak sahiplerinin, genel hükümler çerçevesinde tazminat isteme\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>c.İşçinin ölümünde, o yıl içinde alması gereken sosyal\nyardımların tamamı yukarıda sayılan hak sahiplerine ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>4. İşçinin çocuğunun, eşinin, anne veya babasının ölümünde brüt\n1 aylık maaşı tutarında ölüm yardımı yapılır. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5. Yangın, sel, deprom gibi doğal afetlerden zarar gören işçiye\n1.000,00-TL. Afet yardımı yapılır. Zararın boyutuna göre bu miktar\nidarənin takdiriyle 10 katına kadar çıkartılabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>6.Denizli Büyükşehir Belediyesi İtfaiye Dairesi Başkanlığında\nçalışan işçi personele aylık net 200,00- TL. yemek ücreti ödenir. Yemek\nücreti ödenen İtfaiye Dairesi Başkanlığı personeline ayrıca yemek\nhizmeti verilmez. Personelin her türlü izinli ve raporlu bulunduğu günlerde\n(Aylık çalışma günü 22 gün kabul edilir.) bu ücret nispetince yemek\nücreti düşülür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 42. ÖDEMELER-ÜCRET HESAP PUSULASI :\u003C\u002Fh3>\n\n\u003Cp>1.Toplu İş Sözleşmesi kapsamında çalışan Hizmet-İş Sendikası\nüyesi işçilerin ücretleri her aym on beşinci günü banka aracılığı\nile ödenir. Ücret ödemede, bütün işyerlerinin aynı günde ücret\nalmalarına dikkat edilir. Yapılmış olan mesailer iki ay içerisinde\nödenir.\u003C\u002Fp>\n\n\u003Cp>2.İşveren her ödemede işçiye, ödemenin hesabım gösterir, imzalı ve\nişyerinin özel işaretini taşıyan bir hesap pusulası vermek zorundadır.\nBu pusulada, ait olduğu işçinin kimliği, ödemenin günü ve ilişkin\nolduğu dönem ile fazla çalışma, tatil ücretleri gibi asıl ücrete\nyapılan her türlü eklemeler tutarı ve vergi sigorta primi, avans mahsubu,\nnafaka ve icra gibi her türlü kesintiler ayrı ayrı gösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>ÇALIŞMA ŞEKLİ YE ÜCRETLERİ \u003C\u002Fh2>\n\n\u003Ch3>MADDE 43. 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 42,5 saattir. Cumartesi günleri akdi hafta\ntatili olup, günlük çalışma süresi 8,5 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşin özelliğinden kaynaklanan zorunluluk hallerinde cumartesi günü\nçalışılması halinde haftanın 5 günü günlük çalışma süresi 8 saat\nolup, cumartesi gün çalışması ise 2,5 saattir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Günlük çalışma süresinin ortalama bir zamanında işçilere 1 saatlik\nyemek molası, yemekten önceki ve sonraki çalışma sürelerinin ortalama bir\nzamanında ise 15 dakikalık çay molası verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yemek molası iş süresinden sayılmaz, çay molası ise iş süresine\ndahildir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE 44. GECE ÇALIŞMASI ve ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>24.00-06.00 arası çalışmalar için işçilere ödenecek ücret normal\nçalışma ücretinin % 30 fazlasıdır. Vardiyalı çalışmalarda bu hüküm\nuygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 45. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fazla süreli çalışma ve fazla çalışma sürelerinin belirlenmesinde\nmevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Fazla süreli çalışmalarda normal ücretin % 25, fazla çalışmalarda\nise % 50 fazlası ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE 46. HAFTA TATİLİ ve ÇALIŞMA ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>Hafta tatili Pazar günüdür. Ancak işin gereği Pazar günü\nçalışanlara haftanın bir başka gününde izin verilir.\u003C\u002Fp>\n\n\u003Cp>Hafta tatillerinde rızası alınmaksızın tam gün 8 saat\nçalıştırılan işçilere bir günlük tutarındaki ücret ayrıca\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>MADDE 47. ULUSAL BAYRAM - GENEL TATİL GÜNLERİ ve ÇALIŞMA ÜCRETLERİ\n:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanunlarda ulusal bayram ve genel tatil günü olarak kabul edilen günlerde\nçalışmazlarsa, bir iş karşılığı olmaksızın o günün ücretleri tam\nolarak, tatil yapmayarak çalışırlarsa ayrıca çalışılan her gün için\nbir günlük ücreti ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Her durumda işçiye Ramazan ve Kurban bayramlarında (Bayramın son günü\nolmamak üzere) birer gün tatil verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞ SAĞLIĞI ve GÜVENLİĞİ \u003C\u002Fh2>\n\n\u003Ch3>MADDE 48. GENEL SAĞLIK ve GÜVENLİK KOŞULLARI :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İşveren, İş sağlığı ve Güvenliği mevzuatındaki konuları\nişyerinin ve işin özelliğine ve ilgili kurulların vereceği raporlara\ngöre eksiksiz yerine getirir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 49. İŞYERİ DIŞINDA HASTALANMA :\u003C\u002Fh3>\n\n\u003Cp>Hastalığı nedeniyle işyerine, gelemeyen işçi durumu uygun yollarla\nişyerindeki yetkililere bildirir. \u003C\u002Fp>\n\n\u003Cp>Bu durumdakı işçinin, SGK. ve sağlık kuruluşlarından rapor getirmesi\ngerekir. İşçilerin çalışma saatlerinde meydana gelebilecek kazalar, iş\nkazasından şayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 50. İS SAĞLIĞI ve GÜVENLİĞİ KURULU ;\u003C\u002Fh3>\n\n\u003Cp>6331 Sayılı kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 51. HASAR ve ZARAR TESPİT KURULU:\u003C\u002Fh3>\n\n\u003Cp>1.İşçinin neden olduğu hasar ve zararların tespit ve tazmini için\nişyerinde 3 kişiden oluşan Hasar ve Tespit Kurulu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu kurul, 1 işveren temsilcisi, 1 sendika temsilcisi ve olayın\nözelliklerine göre işyerinde olan, işten anlar ve işverenle sendikanın\nortaklaşa belirleyecekleri 1 kişiden oluşur.\u003C\u002Fp>\n\n\u003Cp>2.Olay anında sendika temsilcisi işyerinde bulunmadığı takdirde işyeri\nsendika baş temsilcisinin önereceği bir kişi kurulda görev alır. Sendika\ntemsilcisinin imzası olmadan tutulan hasar ve zarar tespit tutanağı geçerli\nsayılmaz. Ancak sendika temsilcisi görüşlerini belirtmek suretiyle her\ndurumda tutanağı imzalamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>3.İşveren, kaza eksperlerinin görevlerini en iyi şekilde yapabilmeleri\niçin bu kurulun emrine bir araç tahsis eder. Ayrıca olayı görüntülemek\niçin bir fotoğraf makinesi ve ilgili malzemeyi sağlar. Ölüm ile\nsonuçlanan iş kazası sonucu, kazayı yapan işçiye 6 gün ücretli moral\nizni verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 52. HASAR ve ZARAR TESPİT TUTANAĞININ İÇERİĞİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hasar ve Zarar Tespit Tutanağında;\u003C\u002Fp>\n\n\u003Cp>a.Olaym niteliği ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b.Oluşan hasar ve zararın işçinin kasıt, kusur veya ihmalinden mi ileri\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c.Hasar ve zararın miktarı ve işçi tarafından ödenmesi gereken kısım\nbelirtilir. Tutanak ve ekleri ilgililerin bağlı bulunduğu işveren vekiline\nsunulur.\u003C\u002Fp>\n\n\u003Cp>d.İşveren tarafından, hasar bedelinin ödenmesi için ilgiliye veya\nilgililere bu tutanak tebliğ edilir. Bu tutanağa itirazı olan işçinin\nmahkemeye başvuru hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>Araçlardaki hasar ve zarar durumu, olanaklar ölçüsünde fotoğraf ile\nbelgelenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 53. HASAR BEDELİNİN ÖDENMESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-1.İşverene ait çeşitli araç ve gereçlerde işin görülmesi\nesnasında oluşan Hasar ve Zarar Tespit Kurulunun hasar ve zarardan işçiyi\nsorumlu tuttuğu kısmın ödenmesine ilişkin olarak;\u003C\u002Fp>\n\n\u003Cp>a.İşveren tarafından hasar bedelinin ödenmesi için ilgiliye veya\nilgililere kurulun tuttuğu tutanak tebliğ edilir. Bu tutanağa karşı\nişçinin mahkemeye başvuru hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>b.Hasar bedeli 10 günlük ücreti geçmiş ise ödenecek aylık miktar,\nişveren ve işçi arasında anlaşarak belirlenir.\u003C\u002Fp>\n\n\u003Cp>c.Hasar bedeli 10 günlük ücretinden düşük ise, işçinin işveren\nemanetinde bulunan 10 günlük ücretinden mahsup edilir. Daha sonra ayda 3\nolmak üzere 10 günlük ücret kesilerek yeniden emanete alınır. İşçinin\nmaaşından yapılacak kesintiler ayda üç yevmiyeyi aşamaz.\u003C\u002Fp>\n\n\u003Cp>2.İşverene ait çeşitli araçlarda işin görülmesi esnasında oluşan\nve şoför veya operatörün kusurunun j bulunmadığı hasar ve zararlara\nilişkin olarak işçilik ve yedek parça giderleri, işverence\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>II.Trafik kazasının teknik arızadan ya da buzlanma kar veya yağmur\nnedeniyle bir kayma sonucu ve şoförün önlemesine imkan olmadığının\nHasar ve Zarar Tespit Kurulunca belirlenmiş olan veya Yargı organları\ntarafından belirlenen hasar ve tazminatın tamamı işveren tarafından\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası nedeniyle alkol muayenesine tabi tutulan sürücünün\nalkolsüz olması halinde, alkol muayene ve savcılık harçları ilgili\nsürücü tarafından belgesi ibraz edilmek koşuluyla işverence\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DEĞİŞİK HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE-54. EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\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\nişyerinin uygun yerlerinde spor tesisleri kurar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 55. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin uygulanmasında taraflar arasında çıkacak\nuyuşmazlıkları çözümlemek ve disipline ilişkin konularda gerekli\nsoruşturmaları yaptıktan sonra karar vermek üzere 4 kişiden oluşan\ndisiplin kurulu oluşturulur. Bu kurulun 2 üyesi biri başkan olmak üzere\nişveren ve diğer 2 üyesini ise sendika tayin eder. Aynı sayıda yedek üye\ntaraflarca tespit edilir. Disiplin ile ilgili konularda oylamada eşitlik\nolması durumunda başkanın bulunduğu taraf çoğunluk sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>CEZA CETVELİ\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>s\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>1.Yazılı sözlü uyarılara rağmen verilen görevi\n        nedensiz olarak yapmamakta ısrar etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>2.Özürsüz olarak göreve geç gelmek, Görevinden\n        erken ayrılmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>a. 1 Saate kadar (İşe geç gelme başlıklı madde\n        istisna olmak üzere)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>b. 1 saati aşan süre ile gecikmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>c.Devamlı geç gelmeyi alışkanlık haline getirmek\n        (Geriye dönük altı ay içinde geç gelmek suçundan 2 defa disiplin\n        cezası almış olma halinde)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>3.Görev saatinde özel işlerle uğraşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>4.Göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>a.1 gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>b.1 ay içinde 3 kez ardı ardına olmaksızın 3 gün\n        göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>c.2 gün ve daha fazla göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>5.Kuruluşa ait para ve parasal kayıtları, malzeme,\n        alet ve edevatı özel işinde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>6.Kuruluşa ait para ve parasal kayıtları, malzeme,\n        alet, edevat iş makineleri ve vasıtalarını kullanarak kendisine\n        maddi çıkar sağlamak veya sağlamaya teşebbüs etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>7.İş makinelerini ve vasıtalarını kendi özel\n        işlerinde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>8.Teslim edilen araç ve gereçlerin yitirilmesine\n        yada bozulmasına ve hasarına neden olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>a.İhmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>b.Ağır ihmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>c.Kasıt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>9.Görevli olduğu aracı içkili kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>10.Yönetimindeki araç ve gereçlerin bakım ve\n        temizliğine özen göstermemek ve hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>11.1 .Amirlerine, çalışma arkadaşlarına veya\n        mahiyetine karşı;\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>a.Küfür ve hakarette bulunmak(Disiplin Kurulunun\n        takdirine göre)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>veya\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>b.Fiili saldırıda bulunmak(Disiplin Kurulunun\n        takdirine göre)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>veya\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>12.Amir durumunda olup çalıştırdığı işçileri\n        özel işlerinde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>13.Amirleri ve iş arkadaşları hakkında asılsız\n        ihbar yada şikayette bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>14.Başkasımn yerine kart basmak yada imza atmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>15.Kuruluşun mal varlığına kasten (kastın sabit\n        olması halinde) zarar vermek, sabotaj yapma yoluyla işyerinin\n        faaliyetini tamamen durdurmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>lö.İş saatleri içinde izinsiz olarak işyeri\n        dışına çıkarak görevi başında bulunmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>İ.D.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>17.İş saatlerinde içki içmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>18.İşyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"418\">\u003Cp>a.Kumar oynamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"175\">\u003Cp>b.Kumar oynatmak\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"175\">\u003Cp>19.Görevini aksatacak kadar işe içkili gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\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\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"416\">\u003Cp>20.Diğer birimlerdeki işyeri güvenliği ile ilgili\n        görevlilerin görev başında uyuması ve görevini terk etmesi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>5 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"416\">\u003Cp>21.Yüz kızartıcı suç işlemek, rüşvet almak ya\n        da vermek veya bunlara tam teşebbüs etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"416\">\u003Cp>22.İşyeri ve işi ile ilgili sahte belge\n        düzenlemek, resmi belgelerde tahrifat yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"416\">\u003Cp>23.a.Görevine ilişkin gizli kalması gereken\n        sırları açıklamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"416\">\u003Cp>b.Görevine ilişkin gizli kalması gereken sırları\n        açıklayarak çıkar sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>İÇ·\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"416\">\u003Cp>24.Yukarıda sayılan eylemler dışında kalıp da\n        Disiplin Kurulunca suç sayılan ve cezalandırılması gereken benzer\n        fiillere yine Disiplin Kurulunca suçun ağırlığı dikkate\n        alınarak, ihtardan, işten çıkarmaya kadar cezalar verilebilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SÖZLEŞMENİN İMZASI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 55 asıl madde ve tamamlayıcısı olan ek\nceza cetvelinden oluşmakta olup, her ne suretle olursa olsun sona eren bu\nsözleşmenin hükümleri yenisi yürürlüğe girinceye kadar devam eder. İş\nbu sözleşme 15.03.2018 tarihinde aşağıda imzası bulunan yetkililer\ntarafından imza altına alınmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"trainingprogrammes":45,"trainingfund":48,"contracttrial":52,"contracttrialperiod":55,"sicknesspay":58,"maxsicknesspay":61,"healthandsafetypolicy":65,"code_application":69,"protectiveclothing":73,"funeralpay":77,"paidmaternityleave":81,"maternity_nursing_breaks_duration":85,"paidpaternityleave":89,"childcare":92,"deathrelativesleave":96,"marriageleave":100,"WORKHOURS_trigger":103,"hourspday_select":107,"SCHEDULE_trigger":111,"PAIDLEAV_trigger":115,"holidaysdays":119,"bankholidays1":123,"TRADEUNLEAV_trigger":127,"COMMUTE_trigger":130,"LOWWAGE_provision":133,"STRUCINCR_trigger":137,"ONCERISE_trigger":141,"incidentalbonusdays1":144,"NOCTPREM_trigger":148,"shiftallowanceperc1":151,"OVERTIME_trigger":155,"overtimeallowanceperc1_general":159,"SUNDAY_trigger":163,"sundayallowancetype":167,"SENIOR_trigger":171,"longserviceallowancetype":174,"MEALALL_trigger":178},{"bindId":43,"name":44,"text":44},"cbadate_start","15.02.2018 - 14.02.2020",{"bindId":46,"name":47,"text":47},"trainingprogrammes","MADDE-54. EĞİTİM",{"bindId":49,"name":50,"text":51},"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\nişyerinin uygun yerlerinde spor tesisleri kurar.",{"bindId":53,"name":54,"text":54},"contracttrial","MADDE-17. DENEME SÜRESİ",{"bindId":56,"name":57,"text":57},"contracttrialperiod","Yasa hükümleri uygulanır.",{"bindId":59,"name":60,"text":60},"sicknesspay","MADDE 36. HASTALIK YARDIMI :",{"bindId":62,"name":63,"text":64},"maxsicknesspay","1.Hastalık sebebiyle iş görmezliğe uğray","1.Hastalık sebebiyle iş görmezliğe uğrayan işçilerin, SGK.\ntarafından ödeme yapılmayan günler için ücretleri ve diğer ödemeler\nişverence ödenir. Diğer günler için işçiye sigortaca ödenen meblağı\nişçi belediye veznesine yatırır ve SGK belgesini işverene verir. İşveren\nişçinin bu süresi için bordroyu tam olarak yapar ve SGK primlerini aynı\nayda yatırır.",{"bindId":66,"name":67,"text":68},"healthandsafetypolicy","İŞ SAĞLIĞI ve GÜVENLİĞİ MADDE 48. GENEL ","İŞ SAĞLIĞI ve GÜVENLİĞİ \n\nMADDE 48. GENEL SAĞLIK ve GÜVENLİK KOŞULLARI :",{"bindId":70,"name":71,"text":72},"code_application","İşveren, İş sağlığı ve Güvenliği mevzuat","İşveren, İş sağlığı ve Güvenliği mevzuatındaki konuları\nişyerinin ve işin özelliğine ve ilgili kurulların vereceği raporlara\ngöre eksiksiz yerine getirir.",{"bindId":74,"name":75,"text":76},"protectiveclothing","MADDE 37. GİYİM ve KORUYUCU EŞYA YARDIMI","MADDE 37. GİYİM ve KORUYUCU EŞYA YARDIMI :\n\n\n\nBelediyede işin niteliği, gereği ve ihtiyaca göre; iş tulumu, alt-üst\ntakım kot iş elbisesi, mont, iş eldiveni, lastik çizme, kasık çizmesi,\nkoruyucu maske, deri gocuk, fotin, tişört, yağmurluk, sweat, fosforlu yelek,\navcı yeleği; trafik ekibi için yazlık ve kışlık olmak üzere gömlek ve\npantolon, kravat, fosforlu yelek ve mont konservatuar ses ve saz sanatçıları\niçin yazlık, kışlık bayan elbisesi ve ayakkabı, erkek takım elbise,\ngömlek, kravat ve ayakkabı, folklor elbise takımı, bando elemanları için\nyazlık ve kışlık tören elbisesi takımı alınabilir. Takım olduğu\nbelirtilen giysilerde, işin gereği giyilmesi adet olan tüm parçalar\nalınır.\n\nBekçilere, Halkla İlişkiler, başkanlık özel kalem görevlilerinden\nerkeklere kış için 2 takım elbise 4 adet gömlek, yaz için 2 pantolon 4\nadet gömlek, bayanlara kış için etekli veya pantolonlu 2 takım elbise 4\nadet gömlek, yaz için 2 etek veya pantolon 4 adet gömlek alınır.\n\nYazlık giyim eşyaları Mart -Nisan, kışlık giyim eşyaları ise\nEylül-Ekim aylarında alınır ve zimmet karşılığında teslim edilir.\nAncak işin gereği erken yıpranan iş elbiseleri süre beklenmeksizin yenisi\nteslim edilir. Demirbaş ve koruyucu melbusatın teslimi eski melbusatın iade\nedilmesi kaydıyla yapılır.",{"bindId":78,"name":79,"text":80},"funeralpay","4. İşçinin çocuğunun, eşinin, anne veya ","4. İşçinin çocuğunun, eşinin, anne veya babasının ölümünde brüt\n1 aylık maaşı tutarında ölüm yardımı yapılır. ",{"bindId":82,"name":83,"text":84},"paidmaternityleave","8.Doğum yapan kadın işçiye doğumdan önce","8.Doğum yapan kadın işçiye doğumdan önce ve sonra 8’er olmak üzere\n16 hafta,",{"bindId":86,"name":87,"text":88},"maternity_nursing_breaks_duration","9.Bir yaşından küçük çocuğu olan kadın i","9.Bir yaşından küçük çocuğu olan kadın işçiye, çocuğu emzirmek\nve dilerse çalışma saati başında veya sonunda kullanmak üzere günde bir\nbuçuk saat,",{"bindId":90,"name":91,"text":91},"paidpaternityleave","2.Eşi doğum yapan işçiye 5 işgünü,",{"bindId":93,"name":94,"text":95},"childcare","10.Eşi, çocuğu, annesi, babası bir sağlı","10.Eşi, çocuğu, annesi, babası bir sağlık kuruluşunda yatarak tedavi\ngören işçiye, hastasına refakat edebilmesi için (Yurt içi ve yurt\ndışı) sağlık kuruluşundaki tedavi süresi kadar (Doktor raporu\ngereğince), en fazla 6 aya kadar izin verilebilir.",{"bindId":97,"name":98,"text":99},"deathrelativesleave","4.Annesi, babası, eşi, çocuğu veya karde","4.Annesi, babası, eşi, çocuğu veya kardeşi ölen işçiye 5\nişgünü,",{"bindId":101,"name":102,"text":102},"marriageleave","1 .Evlenen işçiye 7 işgünü,",{"bindId":104,"name":105,"text":106},"WORKHOURS_trigger","ÇALIŞMA ŞEKLİ YE ÜCRETLERİ MADDE 43. NOR","ÇALIŞMA ŞEKLİ YE ÜCRETLERİ \n\nMADDE 43. NORMAL ÇALIŞMA SÜRESİ:",{"bindId":108,"name":109,"text":110},"hourspday_select","Haftalık çalışma süresi 42,5 saattir. Cu","Haftalık çalışma süresi 42,5 saattir. Cumartesi günleri akdi hafta\ntatili olup, günlük çalışma süresi 8,5 saattir.",{"bindId":112,"name":113,"text":114},"SCHEDULE_trigger","Günlük çalışma süresinin ortalama bir za","Günlük çalışma süresinin ortalama bir zamanında işçilere 1 saatlik\nyemek molası, yemekten önceki ve sonraki çalışma sürelerinin ortalama bir\nzamanında ise 15 dakikalık çay molası verilir.",{"bindId":116,"name":117,"text":118},"PAIDLEAV_trigger","MADDE 27. İZİNLER A) Yıllık Ücretli İzin","MADDE 27. İZİNLER\n\nA) Yıllık Ücretli İzinler",{"bindId":120,"name":121,"text":122},"holidaysdays","a.Hizmet süres 1 yudan 5 yıla kadar olan","a.Hizmet süres 1 yudan 5 yıla kadar olanlara 20 işgünü, ",{"bindId":124,"name":125,"text":126},"bankholidays1","MADDE 47. ULUSAL BAYRAM - GENEL TATİL GÜ","MADDE 47. ULUSAL BAYRAM - GENEL TATİL GÜNLERİ ve ÇALIŞMA ÜCRETLERİ\n:\n\n\n\nKanunlarda ulusal bayram ve genel tatil günü olarak kabul edilen günlerde\nçalışmazlarsa, bir iş karşılığı olmaksızın o günün ücretleri tam\nolarak, tatil yapmayarak çalışırlarsa ayrıca çalışılan her gün için\nbir günlük ücreti ödenir.",{"bindId":128,"name":129,"text":129},"TRADEUNLEAV_trigger","MADDE-8. SENDİKAL İZİNLER",{"bindId":131,"name":132,"text":132},"COMMUTE_trigger","MADDE 38. İSÇİ SERVİSİ ;",{"bindId":134,"name":135,"text":136},"LOWWAGE_provision","MADDE 30. ASGARİ TABAN ÜCRETİ: Belediyed","MADDE 30. ASGARİ TABAN ÜCRETİ:\n\n\n\nBelediyede çalışan taraf sendika üyesi işçilerin 14.02.2018 tarihinde\nalmakta oldukları günlük yevmiyeleri 88,00-TL’nin altında olan\nişçilerin yevmiyeleri 15.02.2018 tarihinden itibaren 88,00-TL’ye\nyükseltilecektir. 15.02.2018 tarihindeki günlük yevmiyeleri 88,00-TL’nin\nüzerinde olanların yevmiyeleri kendi taban ücreti olarak kabul\nedilecektir.",{"bindId":138,"name":139,"text":140},"STRUCINCR_trigger","l.YIL ÜCRET ZAMMI; İşbu toplu iş sözleşm","l.YIL ÜCRET ZAMMI; İşbu toplu iş sözleşmesi\nkapsamında çalışan işçilerin 30. maddede belirtilen taban ücretlerine\nilaveten 15.02.2018 tarihinden itibaren yevmiyelerinin üzerine seyyanen 20,00\n-TL ücret zammı yapılacaktır. Ancak, taban yevmiyeleri 88,00-TL ile\n108,00-TL arasında olanların yevmiyeleri 108,00- TL olarak uygulanır. Taban\nyevmiyeleri 108,00-TL’nin üzerinde olanların yevmiyeleri kendi taban\nücretleri olarak kabul edilir.",{"bindId":142,"name":143,"text":143},"ONCERISE_trigger","MADDE 33.İKRAMİYE",{"bindId":145,"name":146,"text":147},"incidentalbonusdays1","İşçilere 6772 sayılı yasa gereğince veri","İşçilere 6772 sayılı yasa gereğince verilen ilave tediyeden ayrı\nolarak, yılda 25’er günlük ücretleri tutarında 2 ikramiye verilir.\n\nİlave tediyeler mevzuatın öngördüğü zamanlarda; 25'er günlük\nikramiyeler ise en geç Ramazan ve Kurban Bayramlarından 10 gün önce\nödenir.",{"bindId":149,"name":150,"text":150},"NOCTPREM_trigger","MADDE 44. GECE ÇALIŞMASI ve ÜCRETİ:",{"bindId":152,"name":153,"text":154},"shiftallowanceperc1","24.00-06.00 arası çalışmalar için işçile","24.00-06.00 arası çalışmalar için işçilere ödenecek ücret normal\nçalışma ücretinin % 30 fazlasıdır. Vardiyalı çalışmalarda bu hüküm\nuygulanmaz.",{"bindId":156,"name":157,"text":158},"OVERTIME_trigger","MADDE 45. FAZLA SÜRELERLE ÇALIŞMA İLE FA","MADDE 45. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ:",{"bindId":160,"name":161,"text":162},"overtimeallowanceperc1_general","Fazla süreli çalışmalarda normal ücretin","Fazla süreli çalışmalarda normal ücretin % 25, fazla çalışmalarda\nise % 50 fazlası ödenir.",{"bindId":164,"name":165,"text":166},"SUNDAY_trigger","MADDE 46. HAFTA TATİLİ ve ÇALIŞMA ÜCRETİ","MADDE 46. HAFTA TATİLİ ve ÇALIŞMA ÜCRETİ:",{"bindId":168,"name":169,"text":170},"sundayallowancetype","Hafta tatili Pazar günüdür. Ancak işin g","Hafta tatili Pazar günüdür. Ancak işin gereği Pazar günü\nçalışanlara haftanın bir başka gününde izin verilir.\n\nHafta tatillerinde rızası alınmaksızın tam gün 8 saat\nçalıştırılan işçilere bir günlük tutarındaki ücret ayrıca\nödenir.",{"bindId":172,"name":173,"text":173},"SENIOR_trigger","MADDE-26. KIDEM TAZMİNATI",{"bindId":175,"name":176,"text":177},"longserviceallowancetype","a)İşverence işçiye, iş yasasında belirti","a)İşverence işçiye, iş yasasında belirtilen hallerde her kıdem yılı\niçin 45 günlük ücreti tutarında kıdem tazminatı ödenir. (Bir yıldan\nartan süreler veya bir yıldan eksik süreler için kıstelyevm usulü\nuygulanır.) İşçilerin diğer yasal hükümlerden doğan tazminat talep\nhakları saklıdır.",{"bindId":179,"name":180,"text":181},"MEALALL_trigger","6.Denizli Büyükşehir Belediyesi İtfaiye ","6.Denizli Büyükşehir Belediyesi İtfaiye Dairesi Başkanlığında\nçalışan işçi personele aylık net 200,00- TL. yemek ücreti ödenir. Yemek\nücreti ödenen İtfaiye Dairesi Başkanlığı personeline ayrıca yemek\nhizmeti verilmez. Personelin her türlü izinli ve raporlu bulunduğu günlerde\n(Aylık çalışma günü 22 gün kabul edilir.) bu ücret nispetince yemek\nücreti düşülür.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DENİZLİ BÜYÜKŞEHİR BELEDİYESİ ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) ARASINDA OLAN TOPLU-İŞ SÖZLEŞMESİ 15.02.2018 - 14.02.2020 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-02-15\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-02-14\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Belediyeler\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HİZMET-İŞ Tüm Belediye ve Genel Hizmet İşçileri Sendikasi\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Name other signatories from employees' side: → \n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → 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: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → It depends on the duration of hospitalization days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 42.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 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         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id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 130 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n 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