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İLE TÜMTİS TÜM TAŞIMA İŞÇİLERİ SENDİKASI - 2018","TUR DHL LOJİSTİK HİZMETLERİ A.Ş - 2018","Turkey - TUR DHL LOJİSTİK HİZMETLERİ A.Ş - 2018","TUR DHL LOJİSTİK HİZMETLERİ A.Ş - 2018 - Transport, logistics, communication",{"name":41,"data":42},"DHL LOJİSTİK III. DÖNEM TİS_ imza edilmiş olan.html","\n \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New1\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>DHL LOJİSTİK HİZMETLERİ A.Ş. İLE TÜMTİS TÜM TAŞIMA İŞÇİLERİ\nSENDİKASI - 2018\u003C\u002Fh1>\n\n\u003Cp>Arasında İmza Edilmiş\u003C\u002Fp>\n\n\u003Cp>3. DÖNEM (01\u002F01\u002F2018 - 31\u002F12\u002F2019)\u003C\u002Fp>\n\n\u003Cp>TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>1.BÖLÜM\u003C\u002Fp>\n\n\u003Cp>GENEL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 1 - TARAFLAR VE TANIMLAR\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin tarafları DHL LOJİSTİK HİZMETLERİ A.Ş.\n(“DHL”) ile Tüm Taşıma İşçileri Sendikası (“TÜMTİS”) dır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin metni içinde (büyük harfle yazılıp\nyazılmamalarının önemi olmaksızın);\u003C\u002Fp>\n\n\u003Cp>a) Bu sözleşmede taraf olan TÜM TAŞIMA İŞÇİLERİ SENDİKASI\n(“SENDİKA”)\u003C\u002Fp>\n\n\u003Cp>b) DHL LOJİSTİK HİZ. A.Ş. (“İŞVEREN” \u002F “İşletme”)\u003C\u002Fp>\n\n\u003Cp>c) Merkezi “Çubuklu Mah. Orhan Veli Kanık Caddesi, Kocadağ Plaza No:9\nKat:3 Beykoz-İstanbul” adresinde bulunan İŞVEREN’e bağlı işyerleri\nile kanun çerçevesinde işin niteliği ve yürütümü bakımından işyerine\nbağlı yerler ve dinlenme, çocuk emzirme, yemek, uyku, yıkanma, muayene,\nbakım, bedeni veya mesleki eğitim yerleri, avlu gibi sair eklentiler ve\naraçlar (“İŞYERİ”)\u003C\u002Fp>\n\n\u003Cp>d) İşyerinin bütünün ve\u002Fveya bir bölümünün sevk ve idaresinde\nŞirket Yönetim Kurulu Kararıyla belirlenerek İşveren adına hareket eden\nkimse (“İŞVEREN VEKİLİ”)\u003C\u002Fp>\n\n\u003Cp>e) İşyerinde çalışan ve taraf SENDİKA üyesi işçiler (“ÜYE”)\u003C\u002Fp>\n\n\u003Cp>f) Bu sözleşmede taraf olan TÜM TAŞIMA İŞÇİLERİ SENDİKASI ile DHL\nLOJİSTİK HİZ. A.Ş.\u003C\u002Fp>\n\n\u003Cp>(münferiden “TARAF” birlikte “TARAFLAR”)\u003C\u002Fp>\n\n\u003Cp>g) Bu toplu iş sözleşmesi (“SÖZLEŞME” \u002F “Toplu İş\nSözleşmesi”\u002F “TİS”)\u003C\u002Fp>\n\n\u003Cp>Olarak adlandırılmıştır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2 - SÖZLEŞMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>a - Yer itibariyle kapsam:\u003C\u002Fp>\n\n\u003Cp>İşbu Sözleşme’nin Taraflar başlıklı birinci maddesinde belirtilen\nmerkezi Çubuklu Mah. Orhan Veli Kanık Caddesi, Kocadağ Plaza, No:9 Kat:3\nBeykoz-İstanbul adresinde bulunan DHL LOJİSTİK HİZMETLERİ A.Ş.’ye\nbağlı iş yerleri ile kanun çerçevesinde işin niteliği ve yürütümü\nbakımından işyerine bağlı yerler ve dinlenme,çocuk emzirme, yemek, uyku,\nyıkanma, muayene, bakım, bedeni ve mesleki eğitim yerleri, avlu gibi sair\neklentiler ve araçları kapsar.\u003C\u002Fp>\n\n\u003Cp>b - Şahıs itibarı ile Kapsam:\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme yukarıda belirtilen işyeri ve eklentilerinde çalışan üye\nişçileri kapsar. Ancak İşveren’in yurtdışına bağlı ana şirketi\ntarafından belirlenecek olan unvanlar dahilinde istihdam edilecek olan\nyöneticiler ile yönetici adayları dahil olmak üzere, genel müdür, genel\nmüdür yardımcıları, direktörler, merkez veya depoda çalışan destek\nbirim çalışanı (finans, insan kaynakları, satın alma, bilgi teknolojileri\nçalışan ve yöneticileri, iş geliştirme, kalite sorumlu ve yöneticileri,\ngüvenlik, teknik, iş güvenliği uzmanı, yöneticileri ve müdürleri),\nmühendislik rolleri, “LLP” birimi çalışanları, sektör ve bölge\nmüdürü ile her türlü müdür, operasyon sorumlusu, müşteri ilişkileri\nsorumlusu, her depo veya depo katı için vardiya amiri, 4 yıllık üniversite\nmezunu yönetici adayı, montaj yöneticisi, depo ve nakliye sorumlusu, işyeri\nhekimi, operasyon mühendisi ile mevsimlik\u002Fgeçici iş artışı durumunda\noluşan işgücü ihtiyacını karşılamak amacıyla belirli süreli iş\nsözleşmesi ile işe alınan işçiler işbu sözleşmenin kapsamı\ndışındadır.\u003C\u002Fp>\n\n\u003Cp>Mevsimlik\u002Fgeçici iş artışı durumunda oluşan işgücü ihtiyacını\nkarşılamak amacıyla, belirli süreli iş sözleşmesi ile alınan yeni\nişçi ile yılda bir defaya mahsus olmak üzere en fazla 4 aylık sözleşme\nyapılabilir. Sözleşmenin bir defadan fazla yenilenmesi halinde belirli\nsüreli sözleşme kendiliğinden belirsiz süreli sözleşmeye dönüşür.\nKadrolu işçilerin sayısı azaltılarak, bu işçilerin işini yapmak üzere\nbelirli süreli işçi alınamaz. Emeklilik, işten çıkma\u002Fçıkarılma gibi\nsebeplerle boşalan kadrolar için belirli süreli işçi alınamaz. Belirli\nsüreli iş sözleşmesi ile alınacak işçi sayısı kadrolu işçi\nsayısının % 5’ini geçemez. Bu oran, işe alımın yapıldığı tarih\nitibariyle güncel kadrolu işçi sayısına göre belirlenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmede kapsam dahilinde belirlenen görevlerde çalışan işçilerin\nişveren terfi prosedürleri uyarınca terfi ettirilmesi işveren\ninisiyatifinde olup, bu terfiler yoluyla kapsam dışı kalacak işçiler toplu\niş sözleşmesi hükümlerinden terfi tarihi itibariyle\nyararlanamayacaklardır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 - SÖZLEŞMEDEN YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi’nden işyerinde çalışan ve taraf sendika\nüyesi kapsam içi işçiler yararlanır.. Sendikaya üye olan işçiler, üye\nolduktan sonra sendika tarafından 15 gün içerisinde yazılı olarak\nişverene bildirilir. Bu işçilerden:\u003C\u002Fp>\n\n\u003Cp>1 - Sözleşmenin imzalanması tarihinde sendikaya üye bulunanlar (güncel\nüye kayıt formlarının sureti Sendika tarafından İşveren’e sunulması\nkaydıyla)sözleşmenin yürürlük tarihinde iş sözleşmeleri devam ediyor\nise yürürlük tarihinden, itibaren, yürürlük tarihi ile imza tarihi\narasında işe giren ve taraf sendikaya üye olan işçiler işe girdikleri\ntarihten itibaren (güncel üye kayıt formlarının sureti Sendika tarafından\nİşveren’e sunulması kaydıyla) toplu iş sözleşmesinden\nyararlanırlar\u003C\u002Fp>\n\n\u003Cp>2 - Sözleşmenin imzalanmasından sonra üye olanlar ve işe girenler,\nsendikanın güncel üye kayıt form suretini işverene bildirdiği tarihten\nitibaren sözleşmeden yararlanır.\u003C\u002Fp>\n\n\u003Cp>3 - Dayanışma aidatı ödemek suretiyle toplu iş sözleşmesinden\nyararlanmak isteyenler (Sendika tarafından güncel aidat ödenti belgesi\nsuretinin İşveren’e sunulması suretiyle)toplu iş sözleşmesinden talep\ntarihinden itibaren yararlanabilir. Dayanışma aidatı ödemek suretiyle toplu\niş sözleşmesinden yararlanmak isteyenler, hiçbir suretle talep tarihine\nkadar oluşmuş olan toplu iş sözleşmesi farklarından yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>4 - Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında\niş sözleşmesi sona eren sendika üyesi işçiler, iş sözleşmelerinin sona\nerdiği tarihe kadar toplu iş sözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>5 - Üyelik ve dayanışma aidatları, yetkili işçi sendikasının\nişverene her bir ilgili işçiye dair yazılı başvurusu üzerine, (sendika\nbaşvuru ekinde güncel üye kayıt form ve\u002Fveya güncel aidat ödenti belgesi\nsureti olmak kaydıyla) işçinin ücretinden kesilmek suretiyle ilgili\nsendikaya İşverence ödenir.\u003C\u002Fp>\n\n\u003Cp>6 - İşbu sözleşmenin 1 nolu ekli liste içerisinde isimleri belirtilen\nKatma Değerli Hizmetler bölümü çalışanları, işveren tarafından\ndüzenlenecek olan rol profilinde tanımlı işlerde görevlendirilmek üzere,\n01.06.2018 tarihi itibariyle işverenin asli kadrosuna alınacaktır. İşveren\nkadrosuna geçişte işçilerin listede belirtilen işe başlama tarihleri ile\nişveren kadrosuna geçiş tarihi arasındaki çalışma süresi üzerinden\nhesap edilecek olan kıdem tazminatları da kadroya geçiş ile birlikte\nişçiye ödenecektir. İşbu maddede öngörülen usul ve esaslar dâhilinde\nişveren kadrosuna alınan işçilerin kıdeme bağlı haklarının (yıllık\nizin süreleri, ihbar süresi) tespitinde 1 nolu ekli listede belirtilen işe\ngiriş tarihleri esas alınacak olup bu madde kapsamındaki sendika üyesi\nişçilerin ücret ve sosyal hakları 2 nolu ekli liste uyarınca\nbelirlenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - SÖZLEŞMENİN AMACI\u003C\u002Fh2>\n\n\u003Cp>Bu Sözleşme’nin amacı, işçilerin çalışma koşullarını, ekonomik\nve sosyal durumlarını düzenlemek, iş yerlerinde düzenli ve verimli\nçalışmayı sağlamak, hizmetin sürdürülebilirliğini sağlamak ve\nkalitesini arttırmak, müşteri odaklı çözümleri birlikte geliştirmek,\nİşverenin ve işçilerin hak ve menfaatlerini dengelemek, karşılıklı iyi\nniyet ve güvenle iş barışını sağlamak, taraflar arasında doğabilecek\nfarklılıkları uzlaştırıcı yollarla çözmektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 - SÖZLEŞMENİN UYGULANMASI\u003C\u002Fh2>\n\n\u003Cp>Sözleşme’nin hükümleri Sözleşmede belirlenmiş olan genel amaca\naykırı yorumlanamaz. Sözleşme gerek maddelerin açık anlamları ve gerekse\nözüyle bir bütündür. Bölüm ve madde başlıkları maddenin anlamlarını\ntanımlar. Sözleşmenin yorumunda “işçi lehine yorum” ilkesi\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Taraflar, Sözleşmenin uygulanmasından doğan anlaşmazlıkları iş bu\nsözleşme çerçevesinde oluşturulacak Disiplin Kurulu aracılığıyla\nçözüme kavuştururlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 - SÖZLEŞMENİN BİREYSEL HİZMET SÖZLEŞMELERİNE ETKİSİ\u003C\u002Fh2>\n\n\u003Cp>Aksi belirtilmedikçe yeni yapılacak bireysel iş sözleşmeleri bu\nsözleşmeye aykırı olamaz. Bireysel iş sözleşmelerinde işbu sözleşmeye\naykırı hükümlerin yer alması halinde, bu hükümlerin yerini toplu iş\nsözleşmesindeki hükümler alır. Ancak işçilere gerek bireysel iş\nsözleşmeleri gerekse mevzuat ve mevcut çalışma şartları ile sağlanan\nmüktesep hakları saklıdır. Şöyle ki; bu Sözleşmenin yürürlük\ntahinden önce işyerinde süreklilik gösterecek biçimde uygulanmış olan ve\nişbu Sözleşmede bulunmayan hak ve menfaatler Sendika üyesi olan ve Sendika\nüyesi olmayanlar arasında ayrım yapılmaksızın aynı şekil ve oranlarda\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Her ne surette olursa olsun sona eren bu Sözleşmenin hükümleri, yenisi\nyürürlüğe girinceye kadar devam eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7 - SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren tarafından işbu Toplu İş Sözleşmesi’nin uygulandığı\nişyerlerinde çalışan Sendika üyesi olan veya olmayan işçilere olmak\nüzere, işletme gerekleri ve müşteri talepleri gereğince Toplu İş\nSözleşmesi ile sağlanan hak ve yararlar bakımından farklı oranda veya\nbunların üstünde hak ve yarar sağlanması, her ne surette olursa olsun\nİşverence işletmenin sendikasızlaştırılması amacıyla, bu konuda\nsuistimal yaratacak şekilde uygulanamaz. İşverenin bu hakkını işletmenin\nsendikasızlaştırılması amacıyla kullandığı hususunun TÜMTİS\ntarafından ispat edilmesi halinde, Toplu İş Sözleşmesinin imzalanmasından\nsonra Sendika üyesi olmayan işçilere fazladan sağlanan hak ve yararlar, o\nişyerinde çalışan Sendika üyesi olup da aynı görev tanımıyla\nçalışan işçilere ilave olarak verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - TARAFLARIN TEMSİLİ\u003C\u002Fh2>\n\n\u003Cp>a) Sendikanın Temsili :\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin uygulanmasında Sendikayı, Sendikanın yetkili yöneticileri\nveya yetki vereceği kişiler, işyerinde ise kanun ve bu sözleşmede\ngösterilen esaslar içinde işyeri sendika temsilcileri ve yöneticileri\ntemsil ederler.\u003C\u002Fp>\n\n\u003Cp>b) İşverenin Temsili:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin uygulanmasında İşveren’i, mevzuat ve bu sözleşmede\ngösterilen esaslar çerçevesinde işveren veya Şirket Yönetim Kurulu\nKararı ile belirlenmiş işveren vekilleri temsil ederler.\u003C\u002Fp>\n\n\u003Cp>2. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>SENDİKAL ÇALIŞMA VE GÜVENCELER\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 - HAK VE YÜKÜMLÜLÜKLER\u003C\u002Fh2>\n\n\u003Cp>1 - TÜMTİS Sendikası, işyerinde işçilerin tek temsilcisidir.\u003C\u002Fp>\n\n\u003Cp>2 - İşveren, sendikal çalışmaları konusunda Sendika yöneticilerine ve\ntemsilcilerine her türlü kolaylığı gösterir.\u003C\u002Fp>\n\n\u003Cp>3 - Sendika yöneticileri ve işyeri temsilcileri, sendikayı veya işçiyi\nilgilendiren konularda, gerektiğinde işveren veya işveren vekili ile\ndoğrudan doğruya ilişki kurarlar. Bu ilişki, ihtiyacın gereğine göre,\nçalışma saatlerinin içinde veya dışında olabilir.\u003C\u002Fp>\n\n\u003Cp>4 - Sendika yöneticileri gerekli gördüğü takdirde; işverene haber\nvermek kaydıyla işyerinin işverence tahsis edilen salon ve\u002Fveya başkaca bir\nyerinde üyeleri ile toplantı yapabilir. Toplantıların yemek ve ara dinlenme\nsüreleri içerisinde gerçekleştirilmesi ve yemek \u002F ara dinlenme sürelerini\naşmaması suretiyle işyerinde yürütülen iş\u002Fhizmet sunumunda herhangi bir\naksamaya sebebiyet vermemesi esastır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10 - SENDİKA TEMSİLCİ ODASI –SENDİKA İLAN TAHTASI\u003C\u002Fh2>\n\n\u003Cp>a) Temsilcilik Odası :\u003C\u002Fp>\n\n\u003Cp>İşveren işyeri sendika temsilcilerinin belge ve kayıtlarını\nsaklayabilmesi ve sendikal çalışmalarını sürdürebilmesi amacıyla;\nişverenin müşteri tesislerindeki depoları hariç olmak üzere, Avrupa\nyakası'nda işveren'in Esenyurt 2, Esenyurt 3 ve Anadolu Yakası'nda\nişverenin Gebze 6, Gebze 7, Gebze 8 ve Alemdağ depolarında ihtiyaca\nelverişli, uygun adet temsilcilik odası tahsis eder ve yeterli araç gereç\n(masa, sandalye, telefon, dolap v.b) ile donatır. Diğer depolarda ise\nfiziksel koşullar uygun olduğu takdirde temsilcilik odası tahsis edilir.\u003C\u002Fp>\n\n\u003Cp>b) İlan Tahtası :\u003C\u002Fp>\n\n\u003Cp>İşverenin müşteri tesislerindeki depoları hariç olmak üzere;\nSendika’nın üyelerine duyurulması mevzuat uyarınca gerekli duyuru,\ntebliğ ve bültenleri için işçilerin görebileceği uygun yerlerde\nişverence sağlanan camlı ve kilitli ilan tahtası bulundurulur. Kilidin\nanahtarı sendika temsilcisinde bulunur.Duyuru tahtasına asılacak yazıların\naltı sendika yetkililerince mühürlenir ve imzalanır. Sendika yetkililerince\nmühürlü ve imzalı olmayan duyuru tebliğ, bülten veya buna benzer konular\nilan tahtasına asılamaz.Bu durumda, asılan her türlü ilanın sorumluluğu\nsendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>Sendika, öncelikle çalışma saatleri dışında düzenlenmeye gayret\ngöstermek kaydıyla veya işverenin izni ile iş saatleri içinde eğitim\nsemineri, kurs, konferans vb. çalışmalar için işyerinin salon, araç ve\ngereçlerinden, işverenin önceden onayını almak koşuluyla ücretsiz\nyararlanır. İşveren salon ve malzemelerin ihtiyacı karşılayacak düzeyde\nolmasına özen gösterir.\u003C\u002Fp>\n\n\u003Cp>c) Dinlenme Alanları:\u003C\u002Fp>\n\n\u003Cp>Fiziksel koşullar elverdiği ölçüde her depoda sendika yöneticisinin de\nyer alacağı bir komisyon çalışmasına göre işçilerin dinlenme ve sigara\niçme ihtiyaçları için uygun alan belirlenir\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- İŞYERİ SENDİKA TEMSİLCİLERİ VE GÖREVLERİ\u003C\u002Fh2>\n\n\u003Cp>Sendika 6356 sayılı Sendikalar Ve Toplu İş Sözleşmesi Kanunu’nun\n27.maddesinde belirtilen nispetler dâhilinde işyerinde temsilci tayini\nyapar.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin uygulanmasını izlemek, işçi ile işveren arasındaki\ndiyalogu koruyarak doğabilecek uyuşmazlık ve şikâyetleri o birim veya\nişyerindeki en yetkili işveren vekili\u002Ftemsilcisi ile çözümlemeye\nçalışmak ve yasalarla Sözleşmenin kendilerine yüklediği diğer\ngörevleri yapmak üzere, Sendika tarafından, işletmeye bağlı işyerlerinde\nçalışan üyeleri arasından; her işyerinde yeterli sayıda işçi Sendika\ntemsilcisi olarak atanır. Sendika temsilcilerinin isimleri işverene yazılı\nolarak bildirilir. Sendika, temsilci görev ve ünvanlarını, temsilcilik\nsürelerini belirtmek suretiyle liste halinde işverene bildirir.Sendika\nişyeri temsilcileri; temsilcilik görevini bahane ederek işyerindeki\ngörevlerini aksatamazlar.İşyeri sendika temsilcilerinde yapılacak\ndeğişiklikleri Sendika yazılı olarak İşveren’e tebliğ edecektir.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcileri 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu’na göre kanuni temsilcilik hakkını haiz olup temsilcilerin görev\nve yetkileri şunlardır:\u003C\u002Fp>\n\n\u003Cp>Temsilcinin mühim ve acil vakıaların halli hususunda kendi vardiyası ve\npostası dışındaki saatlerde o andaki işyeri yetkilisiyle mutabakata varmak\nşartıyla işyerine gelmek ve konu ile ilgilenme yetkisi vardır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin uygulanmasından kaynaklı herhangi bir\nihtilafın ve\u002F veya işyerindeki genel çalışma düzen\u002Fdisiplinini\nilgilendiren bir vakıanın ortaya çıkması halinde sendika temsilcisi veya\nyokluğunda en yakın temsilcinin çalışma saatleri içinde konu ile\nilgilenme yetkisi vardır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12 - SENDİKAL İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>a- Temsilci izinleri:\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcilerine görevlerini yerine getirebilmeleri için; ayda 2\ngün veya haftada 4 saat izin verilir.Temsilciler bu izin sürelerini\nişyerinde bulunarak geçirebileceği gibi sendika şubesinde de\ngeçirebilirler. İzinlerden dolayı ücretlerinden kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>b- Sendika yöneticilerinin izinleri:\u003C\u002Fp>\n\n\u003Cp>1) Yönetim Kurulu toplantılarına katılabilmek için sendika yönetim\nkurulu üyelerine ayda 2 gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>2) Sendika merkez denetim ve disiplin kurulu üyeleri ya da sendika şubesi\ndenetim ve disiplin kurulu üyeleri de toplantılarının yapılacağı gün\nizinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>3) Konfederasyon ve sendika genel merkez kurullarına katılacak delegelere\n4 işgünü izin verilir.\u003C\u002Fp>\n\n\u003Cp>4) Şube Genel kurullarına katılacak delegelere 1 işgünü sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık izin süresinden indirilemez ve bu izinler nedeniyle\nişçilerin ücret ve sosyal haklarından hiçbir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>İşyeri Temsilcileri, sendika yönetim kurulu üyeleri, her türlü sendika\nyöneticisi işçi bu madde çerçevesindeki izinlerini iznin kullanılacağı\ntarihten 2 işgünü önce İşveren’den yazılı izin almak ve iş\nprogramını aksatmamak kaydıyla kullanabilir. Sendikanın işverene\nbildireceği acil hallerde 2 işgünü önceden yazılı bildirim şartı\naranmayacaktır. Genel Kurullara katılım amacıyla sunulacak izin taleplerini\nSendika Genel Kurul tarihinden 5 işgünü öncesinde İşveren ile yazılı\nolarak paylaşır ve İşveren ve Sendika, her bir ilgili operasyon nezdinde\nişin aksatılmadan sürdürülmesi için gerekli izin planlamasını birlikte\nkararlaştırır.\u003C\u002Fp>\n\n\u003Cp>Bu madde kapsamında şube yöneticileri ve işyeri sendika temsilcilerinin\naynı operasyonda çalışmaları halinde aynı anda izin kullanmamaları\nesastır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 13 - EĞİTİM İZİNLERİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>7 işgünü öncesinden işvereni yazılı olarak bilgilendirmek kaydıyla\ntemel eğitim, sendikal eğitim, mesleki ve toplumsal eğitimi kapsayan genel\neğitime ilişkin olarak sendikaca hazırlanan programların uygulanması\nbakımından; Sendikanın düzenleyeceği seminer, kurs ve konferanslar için\nsendika üyelerine sendikanın yazılı talebi üzerine, her bir işyerinden en\nfazla 3 kişi ve bir önceki eğitime katılan kişilerden olmayacak şekilde\nyılda toplam 80 gün ücretli izin verilir. Bu izin süresi her üye için\nayrı ayrı olmayıp tüm üyeler içindir.Bir seferde, her bir ilgili\noperasyon işçi sayısının % 2'sinden fazla sayıda üyenin aynı anda\neğitim izni kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Bu izinlerin kullanımında işyerindeki çalışmaların herhangi bir\naksamaya mahal vermeksizin yürütülmesi esastır. Taraflar, bu amaç\nçerçevesinde konuyla ilgili mutabakatı sağlamaya gayret ederler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu izinler yıllık izin sürelerinden indirilemez ve bu günler için\nişçilerin ücret ve sosyal haklarından kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - SENDİKA VE KONFEDERASYON YÖNETİCİLİĞİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>Sendikada yönetici olduğu için çalıştığı işyerinden ayrılan\nişçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır. Yönetici, yöneticilik süresi içerisinde iş sözleşmesini\nfeshederse kıdem tazminatı fesih tarihindeki emsal ücret üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi askıya alınan yönetici; seçime girmemek, yeniden\nseçilmemek veya kendi isteği ile çekilmek suretiyle görevinin sona ermesi\nhâlinde, sona erme tarihinden itibaren bir ay içinde ayrıldığı işyerinde\nişe başlatılmak üzere işverene başvurabilir.İşveren, talep tarihinden\nitibaren bir ay içinde bu kişileri o andaki şartlarla eski işlerine veya\neski işlerine uygun bir diğer işe başlatmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvuruları hâlinde işveren tarafından kıdem\ntazminatı ödenir.Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır.İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda gösterilen haklardan Sendika şube yönetim kurulu üyeleri ile\nbaşkanları da yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - SENDİKA TEMSİLCİLERİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini İş\nKanunu’nun 25 \u002FII maddesinde sayılan haklı bir neden olmadıkça ve\nnedenini yazılı olarak açık ve kesin bir şekilde belirtmedikçe\nfeshedemez. İşveren bu hakkı kötüye kullanamaz. Fesih bildiriminin\ntebliği tarihinden itibaren bir ay içinde, temsilci veya üyesi bulunduğu\nsendika dava açabilir.\u003C\u002Fp>\n\n\u003Cp>Dava sonucunda temsilcinin işe iadesine karar verilirse fesih geçersiz\nsayılarak temsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın\nkesinleşme tarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhalinde, iş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma halinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşbu sözleşmenin 37. maddesi hükümleri saklı kalmak üzere İşveren,\nyazılı rızası olmadıkça işyeri sendika temsilcisinin işyerini\ndeğiştiremez veya işinde esaslı tarzda değişiklik yapamaz.Aksi halde\ndeğişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16 - SENDİKA ÜYELİĞİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşçilerin Sendikaya üye olmaları, Sendika üyeliğinden istifa etmeleri\nveya başka bir Sendikaya üye olmaları yolunda İşveren veya vekilleri\ntarafından hiçbir baskı, telkin ve tavsiyede bulunulamaz. 4857 sayılı İş\nKanunu'nun 25\u002FII maddesi kapsamında olan hırsızlık,yüz kızartıcı suç\nve devamsızlık hallerinin kamera kaydı, işçinin hakkındaki iddialara\nilişkin olarak vermiş olduğu yazılı ikrarı vs. nitelikteki güçlü\ndeliller ile kuşkuya yer bırakmayacak şekilde ispatının mümkün olduğu\ndurumlarda konu ile ilgili alt disiplin kurulunun 2 iş günü içerisinde\ntoplanmaması durumunda konu derhal Merkez Disiplin Kuruluna sevkedilir. Merkez\nDisiplin Kurulu kararı olmaksızın Sendika üyesi işçinin iş sözleşmesi\nfeshedilemez. Toplu İş Sözleşmesi “Müşteri Kaybı veya Depo\nKapanması” konulu Madde 37‘de düzenlenen durumlar haricinde, Disiplin\nKurulu kararı olmaksızın işten çıkarılan Sendika üyesi işçiye 18\naylık ücreti tutarında tazminat ödenir ve sendika özgürlüğünün\ngüvencesi konusunda 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu'nun 25. Maddesindeki diger tüm hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, Sendikaya üye olan işçilerle sendika üyesi olmayan işçiler\narasında, işin sevk ve dağıtımında, işçinin mesleki ilerlemesine\nilişkin uygulamalarında herhangi bir ayrım yapamaz. İşçiler, sendikaya\nüye olmaları veya olmamaları, iş saatleri dışında veya iş saatleri\niçinde, işçi sendika veya konfederasyonlarının faaliyetlerine\nkatılmalarından dolayı işten çıkarılamaz veya herhangi bir nedenle\nfarklı muameleye tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 - SENDİKAL ÖDENTİLER\u003C\u002Fh2>\n\n\u003Cp>İşveren, Sözleşmenin yürürlük tarihi itibariyle işçinin bir aylık\nnet baz (çıplak) ücretinin otuzda birine karşılık gelen tutarındaki\nüyelik aidatını üyelerin ücretlerinden keserek Sendikanın göstereceği\nbanka hesabına yatırır. Dayanışma aidatı da aynı oranda kesilerek\nSendikanın göstereceği banka hesabına yatırılır. Bu işlemin aksamadan\nyürütülmesi bakımından;\u003C\u002Fp>\n\n\u003Cp>1 - Sendika, her ayın 25’ine kadar üyelik aidatı ödeyecek işçilerin\nlistesini (güncel üye listesinin sureti Sendika tarafından İşveren’e\nsunulmak suretiyle) işverene yazılı olarak bildirir. Bu bildirimin\nyapılmaması halinde önceki liste geçerli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2 - İşveren, bu listeye uygun olarak, takip eden ayın ücretlerinden\ngerekli kesintileri yapar ve en geç tahakkuk tarihini takip eden 15 gün\niçinde sendikanın banka hesabına yatırır.\u003C\u002Fp>\n\n\u003Cp>İşveren, ödeme tarihinde kesinti yapılan işçileri ve kesinti\nmiktarlarını gösterir onaylı bir listeyi sendikanın genel merkezine\ngönderir. Bu listenin gönderilmemesi ve eksik kesinti yapılmasının\nsorumluluğu işverene aittir. İşveren, bu işlemler için Sendikadan\nherhangi bir ücret veya masraf talep edemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 - İŞTEN AYRILAN SENDİKAYA ÜYE İŞÇİLERİN LİSTESİNİN\nVERİLMESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, herhangi bir nedenle işten ayrılan işçilerin onaylı isim\nlistelerini en geç ilgili ayın sonunda, Sendikanın istemine gerek\nolmaksızın düzenli olarak sendikaya gönderir\u003C\u002Fp>\n\n\u003Cp>3. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÇALIŞMA ESASLARI\u003C\u002Fp>\n\n\u003Ch2>MADDE 19 - ÇALIŞMA SİSTEMİ\u003C\u002Fh2>\n\n\u003Cp>İşin sevk ve idaresi İşverene aittir. İşveren, işçinin iş tanımı\ndâhilindeki görevlerini yerine getirip getirmediğini denetleme hakkına\nsahiptir. Sevk, idare ve denetleme sırasında İşveren veya İşveren vekili\nişçiye karşı baskıcı, yıldırıcı, taciz edici, haysiyet kırıcı söz\nsöyleyemez, fiziksel saldırı teşkil eden herhangi bir eylemde bulunamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren iş sürelerinin süreklilik arz edecek şekilde düzenlenmesinde\nişyerinin ve çevrenin gereklerini göz önünde bulundurarak yapacağı\ndeğişiklikleri 3 gün önce üyelere ve sendikaya duyurur. Ancak İşveren\nhaiz olduğu işbu yönetim hakkını Toplu İş Sözleşmesiyle üyelere\ntanınmış olan hak ve çıkarları bozacak ve\u002Fveya ortadan kaldıracak\nşekilde kullanamaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler, gerektiği takdirde işyeri içinde ünvanı ve niteliği benzer\nveya biri birine yakın başka işlerde veya yerlerde mesleklerine uygun\nolarak, ücret ve sosyal haklarında indirim ve iş koşullarında\nağırlaştırma yapılmamak kaydıyla 1 gün önceden haber verilmek kaydıyla\ngeçici veya sürekli olarak İşveren tarafından görevlendirilebilir.\nİşçi, tanımı yapılan ve yazılı olarak kendisine verilen rol profiline\nuygun işler dışında başka işlerde çalışmaya zorlanamaz.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak kaydıyla yukarıdaki\nkoşullarda işçilerin aynı İşverene bağlı ve belediye hudutları içinde\nbaşka bir işyerine işverence nakil edilmeleri mümkündür. Anadolu ve\nAvrupa yakaları arasındaki işyeri değişikliklerine ilişkin teklifler\nişçinin yazılı muvafakatinin alınması halinde uygulanır. Depo veya\nmüşteri kaybı durumunda yapılacak değişikliklerde de işçilerin\nmuvafakatı alınır.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı İşverene bağlı Büyükşehir belediye hudutları\ndışındaki işyerlerine sürekli olarak nakil edilmeleri yazılı rızaya\nbağlıdır. İhtiyaç duyulması halinde başka depolarda görevlendirilen\nişçilerin geçici görevlendirme süreleri bir takvim yıllık süre için 3\naydan fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği çalışanları cezalandırmak amacıyla\nuygulanmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20 - İŞE ALMA ÖNCELİKLERİ\u003C\u002Fh2>\n\n\u003Cp>İşverence yeni işçi alımına gerek duyulması halinde bu konudaki yasa\nve Sözleşme hükümlerine uyulması kaydı ile ile önce tenkisata tabi\ntutulanlar, bunların bulunmaması halinde askerlik görevini yapmak üzere\nayrılmış olanlar öncelikli olarak işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışmakta iken iş kazası sonucunda ölen yada malul kalan\nişçilerin eş ve çocuklarından başvuranlara emsalleri arasından\nyetkinlikleri uyarınca öncelik tanınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 21 - ASKERE GİDEN İŞÇİLERİN YENİDEN İŞE ALINMASI\u003C\u002Fh2>\n\n\u003Cp>4857 Sayılı kanun hükümleri uygulanır. Askerlik hizmetinden sonra işe\ndönen işçi yeni işçi gibi değerlendirilmez, emsallerinin ücreti\nödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22 - İŞVERENİN İŞİNİ KENDİ İŞÇİLERİNE YAPTIRMA\nZORUNLULUĞU\u003C\u002Fh2>\n\n\u003Cp>Mevcut kadro ve işçi sayısı azaltılarak kadrolu işçiler tarafından\nyapılan işler, alt işverenlere yaptırılamaz.İşyerinde, işverenin\nmüşteri kaybetmesi, esaslı iş hacim düşmesi veya herhangi bir\noperasyonunun bulunduğu deponun kapanması nedeniyle iş sözleşmelerine son\nverilen işçiler, işverenin yeniden işçi ihtiyacı oluşması halinde\nyetkinlikleri gözönünde bulundurulmak kaydıyla, öncelik verilerek istihdam\nedilecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23 - İŞ SÖZLEŞMESİ SON BULMASI, İŞTEN ÇIKARILMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>A) İşçilerin iş kazası; meslek hastalığı ile diğer sağlık\nsorunları sebebiyle ilgili sağlık kurullarından aldığı 12 ayı geçmeyen\nrapor süresince iş sözleşmesi fesih edilemez. Ancak, diğer durumlarda\nişçi rapor almayı alışkanlık haline getirmiş ve bu durumda işçinin\naçık suistimali olduğu tespit edilir ise işçi Disiplin Kuruluna sevk\nedilir.\u003C\u002Fp>\n\n\u003Cp>Ağır ve tehlikeli işlerde çalışamaz raporu alan ve mevcut sağlık\ndurumuna uygun olarak teklif edilen görev değişikliğini haklı ve geçerli\nbir sebep olmaksızın kabul etmeyen işçinin iş sözleşmesi Merkez Disiplin\nKurulu kararı ile feshedilebilir. İşçiye teklif edilecek olan görev;\nişverenin İş Sağlığı ve Güvenliği Uzmanı, İnsan Kaynakları Uzmanı,\nOperasyon Yöneticisi, İşyeri Sendika Temsilcisi, Sendika yönetiminden bir\nkişi ve işyeri hekiminden teşekkül eden Kurul tarafından yapılacak\ndeğerlendirme neticesinde alınan karar ile tespit edilir. Kurulun herhangi\nbir görev teklif edememesi durumunda disiplin kurulu kararı olmaksızın,\nkıdem ve ihbar tazminatı ödenmek suretiyle geçerli nedenle feshedilir.\u003C\u002Fp>\n\n\u003Cp>B) Sendika yöneticileri (yönetim, denetim, disiplin kurulu üyeleri) ile\nişyeri sendika temsilcileri çalıştıkları operasyon ve\u002Fveya deponun\nkapanması halinde ücret ve sosyal haklarında herhangi bir kesinti\nyapılmaksızın başka depo ve işyerlerinde yaptıkları işlere uygun\nişlerde ve yetkinliklerine uygun pozisyonun ve bölümün bulunması kaydıyla\nçalıştırılırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 24 - İŞ VE İŞYERİ DEĞİŞİKLİĞİ\u003C\u002Fh2>\n\n\u003Cp>İşçilerin asıl işlerinde çalıştırılması esastır. İşçilerin\nişi ve işyerleri bu Toplu İş Sözleşmesinde mutabık kalınan haller\nharicinde kendi istekleri ve onayları dışında değiştirilemez. Geçici\ngörevlendirme nedeni ile işçinin ücretlerinde herhangi bir indirim\nyapılamayacağı gibi geçici görevlendirme süresiyle sınırlı olmak\nüzere işçinin görevlendirildiği yerdeki emsallerinin ücretinin daha\nyüksek olması halinde bu ücret farkı “prim” adı altında geçici\ngörevdeki işin niteliğine göre sağlanan ek haklar ile birlikte işçiye\nödenir. İşçinin Geçici olarak görevlendirildiği işyerinde servis\naracından yararlanma imkanı bulunmadığı taktirde yol ücreti işveren\ntarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>Bunun yanında işin ifasına katkıda bulunmak her işçinin iyi niyet\nkurallarından doğan asli görevidir. Bu nedenle, görevin gereği gibi ifası\niçin, işçiler aralarında lüzumlu işbirliği ve yardımlaşmayı yapmakla\nyükümlüdür. İşçinin bu\u003C\u002Fp>\n\n\u003Cp>yükümlülüğe aykırı davranışı halinde işçi Disiplin Kuruluna sevk\nedilir. Bu tür görevlendirmeler cezalandırma amaçlı kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>Bir üst göreve terfi ettirilen işçi ile ilgili ekteki kapsam içi terfi\nyönetmeliği hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25 - İHBAR ÖNELLERİ\u003C\u002Fh2>\n\n\u003Cp>Belirsiz süreli iş sözleşmelerinin feshinden önce durumun diğer tarafa\nbildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş Sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>a) İşi altı aydan az sürmüş olan işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak 2 hafta sonra;\u003C\u002Fp>\n\n\u003Cp>b) İşi altı aydan bir buçuk yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak 4 hafta sonra;\u003C\u002Fp>\n\n\u003Cp>c) İşi bir buçuk yıldan üç yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak 6 hafta sonra;\u003C\u002Fp>\n\n\u003Cp>d) İşi üç yıldan fazla sürmüş işçi için, bildirim yapılmasından\nbaşlayarak 8 hafta sonra feshedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>Bildirim şartına uyulmadığı takdirde işçiye, yukarda yazılı\nönellere ilişkin tazminat tutarı ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26 - İŞ ARAMA İZNİ\u003C\u002Fh2>\n\n\u003Cp>Gerek işçinin gerekse İşverenin bildirimli olarak iş sözleşmesini\nfeshettiği durumlarda, işçiye bildirim önelleri sırasında ve çalışma\nsaatleri içinde, günde 2 saat yeni iş arama izni verilir. İşçi isterse\nişten ayrılacağı günden önceki günlere rastlamak kaydıyla iş arama\niznini topluca kullanabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27 - KIDEM TAZMİNATI VE TARİFİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>İşçilerin yürürlükteki yasal mevzuat uyarınca iş sözleşmelerinin\nkıdem tazminatı ödenmesini gerektiren hallerden birisi ile feshi halinde,\nişçiye her tam hizmet yılı için 30 günlük ücreti tutarında kıdem\ntazminatı ödenir. Ölüm hallerinde tazminat yasal mirasçılarına verilir,\niş kazası nedeni ile ölen işçinin kıdem tazminatı 45 günlük ücreti\ntutarıdır.\u003C\u002Fp>\n\n\u003Cp>İşçinin kıdem tazminatının hesaplanmasında yasa ve Toplu İş\nSözleşmesi hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 28 - HÜKÜMLÜ VE TUTUKLULUK HALİ\u003C\u002Fh2>\n\n\u003Cp>İşçi tutuklandığında; tutukluluk süresi 3 ayı aştığı takdirde\niş sözleşmesi münfesih sayılır.Tutukluluğun ilk 1 ayında işçi\nücretli izinli, kalan 2 ayında ise ücretsiz izinli kabul edilir. İşyerine\nkarşı işlenen suçlar ve yüz kızartıcı suçlar için 3 ay boyunca\nherhangi bir ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Gözaltına alınan işçiler, bunu belgeledikleri takdirde kanuni gözaltı\nsüresinde ücretli izinli addedilir. Ancak gözaltında geçen süre sonunda\ntutuklanan işçilerin gözaltında geçen süre ile tutukluluk süresi\ntoplamı 90 günü aştığı takdirde iş sözleşmeleri münfesih\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a. Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b. Davanın reddine karar verilmesi,\u003C\u002Fp>\n\n\u003Cp>c. Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d. Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biri ile 90 gün içinde son bulması ve işçinin bu tarihten\nitibaren bir hafta içinde işine dönmesi halinde işveren tarafından\nemsallerinin hakları ile işe alınır.\u003C\u002Fp>\n\n\u003Cp>Adi suçlardan yargılanmaları tutuklu olarak devam ederken, 90 gün\niçinde, tahliye edilenler, bir hafta içinde başvurması halinde, işveren\ntarafından tekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a. 6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b. 6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeniyle 6 aydan fazla ceza aldığı halde 6 aydan\nönce tahliye edilen işçilerin tekrar işe başlatılmaları, işverenin\ntakdiri ile mümkündür.\u003C\u002Fp>\n\n\u003Cp>Yüz kızartıcı suçlar ile, sabotaj, Devletin Ülke ve Milleti ile\nbütünlüğüne Milli Güvenliğe, kamu düzenine, Türk Silahlı Kuvvetlerine\nkarşı işlenen suçlardan hüküm giyenler, cezanın ertelenmesi, paraya\nçevrilmesi veya affa uğraması hallerinde dahi herhangi bir suretle tekrar\nişe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>İşverene ait herhangi bir aracı görevli olarak kullandığı esnada\ntrafik kazasına karışan şoförler ve iş makineleri operatörleri bu\nnedenle tutuklandıkları veya hüküm giydikleri takdirde (kasıtlı,\nbilinçli taksirli ve alkollü olmaları hariç) 180 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a. Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b. Ehliyetlerin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde, başvurmaları halinde eski\nişlerine alınır. 180 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesinin bildirimsiz ve tazminatsız feshini gerektiren\nsuçları işleyenlerden, İşverence iş sözleşmeleri bildirimsiz ve\ntazminatsız olarak feshedilenler hakkında yukarıdaki hükümler\nuygulanmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 - İŞ (ÇALIŞMA SAATLERİ) ve VARDİYALI ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi en çok 45 saattir. Yemek molası dışındaki\nara dinlenme süreleri çalışma sürelerinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İlgili yasa hükümleri saklı kalmak kaydıyla; gece çalışması\nyapamayacağına ilişkin Sosyal Güvenlik Kurumu ile anlaşmalı hastanelerden\nheyet raporu alan işçiler, özürlü kadrosunda çalışan işçiler, hamile\nişçiler ile 18 yaşından küçük işçiler gece vardiyasında\nçalıştırılamaz. İşverenin yasal saatler içinde çalışma saatlerinde\nve vardiya saatlerinde değişiklik yaparken işçiden onay almasına gerek\nyoktur.\u003C\u002Fp>\n\n\u003Cp>Eksi 14 ve altı derece soğuk hava depolarında çalışan işçilere her\nçalışma saatinde 15 dakika ara dinlenmesi yaptırılır. Saat başı verilen\n15 dakikalık ara dinlenmeler çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30 - FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Bu Sözleşmede tespit edilen günlük ve haftalık çalışma süresini\naşan çalışmalar fazla çalışma sayılır.\u003C\u002Fp>\n\n\u003Cp>a) Fazla çalışma ücreti işbu toplu iş sözleşmesinin imza altına\nalındığı tarihte işveren bünyesinde çalışmakta olan işçiler için %\n65; sözleşmenin imza tarihinden sonra işe alınan işçiler açısından ise\n%50 zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>b) Fazla çalışmalar ücret yerine izinle karşılanamaz.\u003C\u002Fp>\n\n\u003Cp>c) Kendi hafta tatili gününde onay vererek çalışan üyelerin, fiili\nçalışma ücreti %100 zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>d) Fazla çalışma veya fazla sürelerle çalışma sürelerinin hesabında\nyarım saatten az olan süreler yarım saat, yarım saati aşan süreler ise\nbir saat sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 31 - İŞE GEÇ GELME\u003C\u002Fh2>\n\n\u003Cp>a) İşçiler, önceden belirlenmiş işe başlama saatlerinde işbaşında\nbulunmak zorundadırlar. Bir takvim ayı içerisinde işveren onayı\nolmaksızın ayda iki defa 30 dakika geç kalmalarda işçi iş yerine alınır\nve ücretinden herhangi bir kesinti yapılmaz. Yukarıdaki koşullar dahilinde\nbir ay içerisinde üçüncü kez geç kalma veya 3 ay üst üste ayda 2’şer\ndefa geç gelme durumlarında çalışanlar Disiplin Kuruluna sevk edilir ve\nbunu alışkanlık haline getirdiği anlaşıldığında Disiplin Kurulu\nYönetmeliğinin ilgili hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) Servis aracından kaynaklı herhangi bir nedenle işçinin mesaiye geç\nbaşlaması durumunda geç kalınan süre işçi açısından çalışılmış\ngibi kabul edilir ve gecikme nedeniyle işçinin ücretinde kesinti\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>c) Fırtına, sis, sel gibi doğal afetler ile genel elektrik kesintisi vb.\nzorunlu sebepler ulaşım araçlarının çalışmasına engel teşkil ettiği\ntaktirde bu nedenle işe geç gelen veya işe gelemeyen işçilerin\nücretlerinden kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32 - İŞÇİNİN YAZILI TALİMAT İSTEME HAKKI\u003C\u002Fh2>\n\n\u003Cp>İşçi kendisine verilen iş talimatını yasalara, işçi sağlığı ve\niş güvenliğine aykırı görürse; öncelikle talimatı veren amire durumu\nbildirir. Amir, talimatında ısrar ettiği taktirde talimat bu defa işçiye\nyazılı olarak verilir ve işçi budurumda talimat gereğini yerine getirmek\nzorundadır. Bu durumda, sorumluluk tamamen talimatı veren amire ait\nolacağından talimat gereğini yerine getirmiş olmasından ötürü işçi\nherhangi bir yasal disiplin soruşturmasına tabi tutulamaz, işiçi hakkında\nhiçbir disiplin cezası uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler arızalı araç, alet ve edevat kullanmaya zorlanamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 - ÇALIŞMA SÜRESİNDEN SAYILAN HALLER\u003C\u002Fh2>\n\n\u003Cp>Çalışma süresinden sayılan hallerin tespitinde bu Toplu İş\nSözleşmesi ve 4857 sayılı İş Kanunu'nun 66. maddesi uygulanır, ancak\nşoförlerin işlerini yaparken oluşan trafik kazaları nedeni ile (kasıt ve\nalkollü olma durumları hariç) hastane, karakol ve mahkemelerde geçen\nsüreler çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34 - ÇALIŞMANIN TESPİTİ\u003C\u002Fh2>\n\n\u003Cp>İşçilerin çalışma süresinin tespitinde PDKS sistem verileri ile\npuantaj kayıtları esas alınacaktır.\u003C\u002Fp>\n\n\u003Cp>İşçiler, mesainin başladığı ve sona erdiği saatlerin tevsiki için\nyaka kartlarını ilgili sisteme okutmak ve\u002Fveya puantaj çizelgesini\nimzalamakla yükümlüdürler.\u003C\u002Fp>\n\n\u003Cp>Unutma veya teknik nedenlerle yaka kartını sisteme okutamayan yahut\npuantaj defterine imzası alınmayan işçinin çalışmış olduğu bağlı\nbulunduğu operasyon yöneticilerince aynı gün içinde doğrulandığı\ntaktirde ayda iki defadan fazla tekrarlanmaması kaydı ile işçinin\nücretinden bu tür durumlarda bir kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 35 - DENEME SÜRESİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>İşyerine alınacak işçiler için deneme süresi en çok iki aydır.\u003C\u002Fp>\n\n\u003Cp>Bu süre içinde taraflar iş sözleşmesini bildirimsiz ve tazminatsız\nolarak fesih edebilir. Ancak, işçinin çalıştığı günler için ücret\nhakkı saklıdır. Deneme süresi sonunda işçinin durumu kendisine yazılı\nolarak bildirilir.\u003C\u002Fp>\n\n\u003Cp>Önceden iş yerinde çalışırken işten çıkarılan işçiler, yeniden\nişe alınmalarında ikinci bir deneme süresine tabi tutulamaz.\u003C\u002Fp>\n\n\u003Cp>Ancak işbu toplu iş sözleşmesinin imza tarihinden sonra başlayan\noperasyonlarda çalıştırılmak üzere işe alınan işçiler için deneme\nsüresi en çok üç aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 36 - GEBELİK VE ANALIK DURUMUNDA ÇALIŞTIRMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Yasal koşulları oluşması halinde 4857 Sayılı İş Kanunu’nun 74.\nmaddesi hükümleri ile “Gebe veya Emziren Kadınların Çalıştırılma\nŞartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına Dair\nYönetmeliğin” ilgili hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 37 - MÜŞTERİ KAYBI VEYA DEPO KAPANMASI\u003C\u002Fh2>\n\n\u003Cp>İşyerinde, işverenin müşteri kaybetmesi, esaslı iş hacim düşmesi\nveya herhangi bir operasyonunun bulunduğu deponun kapanması nedeniyle ilgili\noperasyona özgülenmiş işçiler bakımından, “feshin son çare olması\nilkesi’ benimsenmek suretiyle öncelikle kapanmış operasyonda\u002Fdepoda\nistihdam edilmiş tüm işçilere, işverenin uygun göreceği diğer\noperasyonlarında, yetkinliklerine uygun şekilde görevlendirilebilmeleri\niçin yeni görev\u002F iş teklifinde bulunulacaktır. İşçilerin bu teklifleri\nkabul etmeleri halinde işçiler işverenin uygun bulacağı diğer\noperasyonlarda görevlendirilmek suretiyle çalışmalarına devam\nedeceklerdir. İşverenin yeni görev ve\u002Fveya işyeri teklifini Kabul etmemiş\nolan işçilerin iş sözleşmeleri İş Kanunu’nun ilgili maddeleri\nmucubince işverence “işletmenin, işyerinin veya işin gereklerinden\nkaynaklanan nedenlerle” fesih edilecektir. İşyerinde, işverenin müşteri\nkaybetmesi, esaslı iş hacim düşmesi veya herhangi bir operasyonunun\nbulunduğu deponun kapanması nedenine dayalı olarak yapılacak fesih\nişlemlerinde Disiplin Kurulu süreçleri işletilmez ve Toplu İş\nSözleşmesi’nin 16. maddesi uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>4. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÜCRETLER VE SOSYAL HAKLAR\u003C\u002Fp>\n\n\u003Ch2>MADDE 38 - AYLIK ÜCRETİN TANIMI\u003C\u002Fh2>\n\n\u003Cp>Aylık ücret işçinin her türlü tazminat, prim, ikramiye, sosyal yardım\nve yan ödemeleri hariç olmak üzere esas işi karşılığında bir ay için\naldığı ücrettir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imzalanmasından sonra işe alınan işçilerden sendikaya\nüye olanlar, sendika üyeliğinin işverene bildirildiği tarihte uygulanan\nTİS ücret zammından yararlandırılırlar. Ancak bu işçiler açısından\ntoplu iş sözleşmesinde öngörülen ücret artış oranının uygulandığı\ndurumda dahi işe yeni başlayan işçinin ücreti, aynı branştaki sendika\nüyesi eski işçilerin ücretinden fazla olamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39 - ÜCRETLER VE SOSYAL HAKLAR\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>A) Aylık Ücret Zammı\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi çalışanların 31.12.2017 tarihinde almakta oldukları\naylık ücretlerine 01 Ocak 2018 tarihi itibariyle aşağıdaki şekilde ücret\nartışı yapılır:\u003C\u002Fp>\n\n\u003Cp>Birinci yıl zammı:\u003C\u002Fp>\n\n\u003Cp>1 - Sendika üyelerinin 31\u002F12\u002F2017 tarihinde almakta oldukları aylık\nücretlerine 01\u002F01\u002F2018 tarihinden geçerli olmak üzere % 15 oranında zam\nyapılır.\u003C\u002Fp>\n\n\u003Cp>2 - Yukarıda belirtilen ücret artış oranının uygulanmasını\nmüteakiben, 31.12.2017 tarihi baz alınarak hazırlanmış Ek 2’de\nbelirtilen unvan-kıdem-ücret tablosuna göre oluşturulan ücret skalası\nkapsamında\u003C\u002Fp>\n\n\u003Cp>ücretleri emsal çalışan ücretlerinin altında kaldığı tespit edilen\nişçilerin ücretlerine tablodaki kademeler baz alınarak artış\nyapılır.\u003C\u002Fp>\n\n\u003Cp>3 - 01.01.2018 ile Toplu İş Sözleşmesi imza tarihi arasında işe\nalınan Sendika üyesi işçilerin ücretlerine Birinci yıl zammının\nuygulanması ile birlikte belirlenecek olan zamlı ücretler EK 2 de belirtilen\nücret skalası kapsamında tespit edilecek olan emsal işçi ücretinden fazla\nolamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İkinci yıl zammı: Sendika üyelerinin 31\u002F12\u002F2018 tarihinde almakta\noldukları aylık ücretlerine 01\u002F01\u002F2019 tarihinden geçerli olmak üzere\n01.01.2018-31.12.2018 dönemi TÜİK Tüketici Fiyat Endeksi yıllık\nortalaması oranında zam yapılır.\u003C\u002Fp>\n\n\u003Cp>B) Sosyal Haklar\u003C\u002Fp>\n\n\u003Cp>Aşağıda belirtilen tüm sosyal yardım ücretleri net olarak\nödenecektir. Sosyal yardımlardan yararlanılabilmesi için yardımla ilgili\ndurumu doğrulayan belgenin işyerine verilmesi gerekir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>a) YEMEK YARDIMI\u003C\u002Fp>\n\n\u003Cp>Çalışılan günlerde, işçilere doyurucu ve kalorili üç kaptan\nmüteşekkil bir öğün yemek verilmesi şeklindeki mevcut yemek uygulamasına\ndevam edilir. İşyerinde yemek yiyemeyip dışarıda yemek zorunda kalan\nçalışanlara verilen yemek ücreti aşağıdaki şekilde\nyükseltilmiştir;\u003C\u002Fp>\n\n\u003Cp>- günlük 15,46 TL olan yemek ücretleri 18,00 TL’ye,\u003C\u002Fp>\n\n\u003Cp>- günlük 19,34 TL olan yemek ücretleri 21,60 TL’ye\u003C\u002Fp>\n\n\u003Cp>Günde 2 saati aşan fazla çalışmalarda işçilere yemek verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) EVLENME YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Evlenen işçiye bir defaya mahsus olmak üzere sözleşme süresince net\n1.008 TL ödenir. Aynı işyerinde çalışan üyelerin evlenmesi halinde bu\nyardım her ikisine de ayrı ayrı verilir.\u003C\u002Fp>\n\n\u003Cp>c) DOĞUM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Erkek üyenin eşinin, ya da kadın üyenin doğum yapması durumunda,\nnüfus kağıdını ya da tasdikli doğum kağıdını ibraz etmek şartıyla\nnet 288,00 TL doğum yardımı yapılır. Doğumda birden fazla çocuk olması\nhalinde, bu yardım çocuk miktarınca ayrı ayrı hesap edilir. Doğum\nyapanların çocuğu ölü dahi olsa işçiler bu yardımdan yararlanırlar.\nHer iki eş de aynı işyerinde çalışıyorsa doğum yardımı sadece kadın\nişçiye ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cp>d) ÖĞRENİM YARDIMI\u003C\u002Fp>\n\n\u003Cp>Üye işçilerin tahsilde olan her bir çocuğu için Eylül ayına ilişkin\naylık ücret ödemeleriyle birlikte bir defaya mahsus olmak üzere aşağıda\nbelirtilen miktarda öğrenim yardımı yapılır. Toplu İş Sözleşmesinin\nbirinci yılında:\u003C\u002Fp>\n\n\u003Cp>- İlkokulda okuyan her çocuk için net 144,00 TL,\u003C\u002Fp>\n\n\u003Cp>- Ortaokulda okuyan her çocuk için net 174,00 TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>- Lise ve dengi okullarda okuyan her bir çocuk için net 216,00 TL,\u003C\u002Fp>\n\n\u003Cp>- Fakülte ve Yüksekokullarda okuyan her bir çocuk için net 289,00 TL\nolarak öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>İşbu yardım, okulların açıldığı ayda işyerinde çalışmakta olan\nüyelere, çocuğun öğrenim durumunu, tevsik etmesikaydıyla yapılır. Karı\nkoca aynı işyerinde çalışıyorsa, çocuklara yapılan öğrenim yardımı\nkadın üyeye yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>e) ÖLÜM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi süresince;\u003C\u002Fp>\n\n\u003Cp>-İşçinin kendisinin vefatı halinde işçinin eş ve çocuklarına toplam\n866,00 TL cenaze yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>-İşçinin iş kazası sonucu ölmesi halinde bu yardım toplam 1.442,00 TL\nolarak işçinin eş ve çocuklarına yapılır.\u003C\u002Fp>\n\n\u003Cp>-Eş ve\u002Fveya çocuklarının ölümü halinde işçinin kendisine toplam\n721,00 TL\u003C\u002Fp>\n\n\u003Cp>-Anne ve\u002Fveya babanın ölümü halinde işçinin kendisine toplam 306,00\nTL\u003C\u002Fp>\n\n\u003Cp>cenaze yardımı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f) BAYRAM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Ramazan bayramında sendika üyesi her bir işçiye net 120,00 TL değerinde\nhediye çeki Ramazan bayram yardımı olarak verilir.\u003C\u002Fp>\n\n\u003Cp>g) YAKACAK YARDIMI\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere sözleşmenin birinci yılı için Eylül ayına\nilişkin ücret ödemeleri ile birlikte 505,00 TL net yakacak yardımı\nödenir.\u003C\u002Fp>\n\n\u003Cp>Madde 39 (B)’de belirtilen tüm Sosyal Haklar için 01.01.2019 tarihinden\nitibaren geçerli olmak üzere 01.01.2018 - 31.12.2018 dönemi için TÜİK\ntarafından açıklanan “TÜFE+ÜFE” ortalaması oranında zam\nyapılır.\u003C\u002Fp>\n\n\u003Cp>C) Promosyon Ödemesi\u003C\u002Fp>\n\n\u003Cp>Aşağıda belirtilen ödeme tarihlerinde şirket bordrosunda çalışan\nsendika üyesi işçiler için aşağıda belirtilen miktarlarda işbu toplu\niş sözleşme dönemine ilişkin olarak sadece bir sefere mahsus olmak üzere\npromosyon ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>Kıdem süresi 0-3 yıl arasında olan ( 3 yıl dahil) sendika üyesi\nişçiler için 11 Haziran 2018 tarihinde net 500,00 TL, 31 Aralik 2018\ntarihinde net 300,00 TL;\u003C\u002Fp>\n\n\u003Cp>Kıdem süresi 3 yıl üzeri (4. Yıldan gün alan) sendika üyesi işçiler\niçin 11 Haziran 2018 tarihinde net 900,00 TL, 31 Aralik 2018 tarihinde net\n500,00 TL tutarında promosyon olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu madde dahilinde promosyon ödemesi yapılacak olan sendika üyesi\nişçilerin kıdem süresinin tespitinde 11 Haziran 2018 tarihi esas\nalınacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 - İKRAMİYE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Sendika üyesi işçilere, yılda iki tam maaş tutarında ikramiye verilir.\nİkramiyeler sözleşmenin birinci yılı için 30 Haziran 2018 ve 31 Aralık\n2018 tarihlerinde, sözleşmenin ikinci yılı için 30 Haziran 2019 ve 31\nAralık 2019 tarihlerinde ödenir.\u003C\u002Fp>\n\n\u003Cp>TİS’in taraflarca karşılıklı olarak imza altına alındığı\ntarihten itibaren işe alınan sendika üyesi işçilere her yıl 1 tam maaş\ntutarında ikramiye ödenir Bu ikramiye, iki eşit taksitte olmak suretiyle\nsözleşmenin birinci yılı için 30 Haziran 2018 ve 31 Aralık 2018\ntarihlerinde, sözleşmenin ikinci yılı için 30 Haziran 2019 ve 31 Aralık\n2019 tarihlerinde ödenir.\u003C\u002Fp>\n\n\u003Cp>İşe yeni giren ve işyerinden her ne sebeple olursa olsun ayrılan\nüyelere ikramiyeleri çalıştıkları süre ile orantılı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 41 - HARCIRAH\u003C\u002Fh2>\n\n\u003Cp>Görev yaptıkları şehir sınırları dışına gönderilen şoför\nişçilere, yolda geçirdikleri süre içerisindeki zaman dilimi ile orantılı\nolarak harcırah ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>Harcırah ödemesi şoförün yolda geçirdiği sure içindeki saat sayısı\nbaz alınarak aşağıdaki şekilde yapılır.\u003C\u002Fp>\n\n\u003Cp>0 ile 10 saat arası çalışan işçiler için 20 TL;\u003C\u002Fp>\n\n\u003Cp>10 saat ile 18 saat arası çalışanlar için 40 TL;\u003C\u002Fp>\n\n\u003Cp>18 saati aşan çalışmalarda ise 60 TL net harcırah ödemesi\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu madde kapsamında ödenecek olan harcırah ücretinin miktar olarak\ntespitinde işçinin şehir dışında geçirdiği toplam süre esas\nalınır.\u003C\u002Fp>\n\n\u003Cp>Bu maddenin uygulanmasında Kocaeli ve İstanbul aynı şehir sınırları\nkapsamında kabul edilir. Kırklareli ve Tekirdağ’a gönderilen şoför\nişçilerin yolda geçirdiği sürelerin tamamının ve\u002Fveya bir kısmının\n4857 sayılı iş kanunu uyarınca gece çalışması olarak kabul edilen 20:00\n- 06:00 saatleri arasına denk gelmesi halinde işçilere gece çalışmasına\ndenk gelen süre oranında harcırah ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>01.01.2018 – 31.12.2018 dönemi için geçerli olan bu harcırah\nmiktarına 01.01.2019- 31.12.2019 tarihleri arasındaki döneme tekabül eden\nsözleşmenin ikinci yılı için TÜİK tarafından açıklanan yıllık\n“TÜFE+ÜFE” ortalaması oranında zam yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 42 - HASTALIK YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Sendika üyesi işçilere meslek hastalığı veya iş kazası durumunda SGK\ntarafından ödenmeyen ilk 2 günün ücreti işverence ödenir. Ayrıca normal\nhastalıklarda SGK sağlık kurumlarından 3 gün ve daha fazla istirahat alan\nveya işyeri hekiminin verdiği rapor ve sevkler sonucu verilen istirahatlere\nait SGK’nın ödemediği ilk 2 günlük ücret işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçinin istirahat ve\u002Fveya işgöremez raporu almayı alışkanlık haline\ngetirdiğine ve bu hakkın kullanımının işçi tarafından suiistimal\nedildiğine işveren tarafından kanaat getirilmesi halinde işçi disiplin\nkuruluna sevk edilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin vizitede geçen süreleri bu hususun belgelendirilmiş olması\nkaydıyla ücretinden kesilmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 43 - GİYİM VE KORUYUCU EŞYA YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>İşyerinde işin türüne göre 1 defa yazlık, 1 defa kışlık olmak\nüzere yılda 2 defa mevsimine uygun iyi kalite iş elbisesi ve iş\nayakkabısı verilmesi ve işçinin işinin sona ermesi halinde bunların\niadesi yönündeki mevcut işyeri uygulamasına aynen devam edilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd rowspan=\"5\">1- \u003C\u002Ftd>\n \u003Ctd>Yazlık elbiseler\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2 adet pantolon\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3 adet tişört\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 adet yazlık ayakkabı\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 adet polar( Soğuk hava depolarında)\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"8\">2- \u003C\u002Ftd>\n \u003Ctd>Kışlık elbiseler\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2 adet pantolon\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3 adet uzun kollu tişört\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 adet polar\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 adet mont\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 adet kışlık ayakkabı\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 adet bere\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 çift eldiven\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Yukarıdaki giyim eşyaları genel kıyafet desteği olmakla birlikte\noperasyonun ihtiyacına göre farklı uygulamalar yapılabilir.\u003C\u002Fp>\n\n\u003Cp>Yazlık iş elbiseleri en geç Mayıs, kışlık iş elbiseleri en geç Ekim\naylarında verilir.\u003C\u002Fp>\n\n\u003Cp>Miadından evvel eskiyen iş elbisesinin yerine yenisi verilir.\u003C\u002Fp>\n\n\u003Cp>İş elbiselerinin alımında ihale dönemlerinde işyeri sendika\ntemsilcilerinin de önerileri alınır.\u003C\u002Fp>\n\n\u003Cp>Yeni giyim ve koruyucu eşyanın işçiye teslimi anında personel DHL\narmalı eski giyim ve koruyucu eşyaları işverene iade eder.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve güvenliği açısından gerekli olan reflektör\nişlevini görecek bir alternatif bulunması halinde reflektörlü yelek\nverilmeyecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 44 - YOL YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşyerlerindeki mevcut servis ve yol yardımı uygulamasına devam edilir.\nServis araçları temiz, bakımlı ve klimalı olacaktır. Servislerden\nyararlanamayan sendika üyesi işçilerin işe gidiş-dönüş ücretleri\nişverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>İkametgâh değişikliği yapan işçiler servis uygulamasından hiçbir\nşekilde faydalanamıyor ise kendilerine İETT aylık mavi kart bedeli kadar\nnet yol yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 45 - ÜCRETLERİN ÖDENME ŞEKLİ\u003C\u002Fh2>\n\n\u003Cp>a) İşçi, ücret hesabını gösterir ve işyerinin özel işaretini\ntaşıyan pusulayı talep ettiği takdirde elektronik ortam üzerinden temin\nedebilir, işçinin talebi üzerine yazılı olarak da kendisine verilir. Bu\npusulada ödemenin günü ve ilişkin olduğu dönem ve fazla çalışma, hafta\ntatili, ulusal bayram ve genel tatil ücretleri gibi asıl ücrete yapılan her\ntürlü eklemeler tutarının ve vergi, sigorta primi, avans mahsubu, nafaka ve\nicra gibi her çeşit kesintilerin ayrı ayrı gösterilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>b) Her çalışılmış ayın ücret ödemeleri, en geç ay sonuna kadar\nişçinin şirket maaş hesabına yatırılır. Ödeme günleri ulusal bayram\nve genel tatil günlerine rastladığı takdirde, ödemeler bir önceki gün\nyapılır.\u003C\u002Fp>\n\n\u003Cp>c) Puantaj hesaplanması ve ücret tahakkuku ile ilgili hatalar nedeniyle\neksik ödeme yapılması halinde, hatanın tespit edildiği tarihten itibaren 7\nişgünü içinde hesaplanan kısım işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>5. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>TATİL VE İZİNLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 46 - GENEL KURAL\u003C\u002Fh2>\n\n\u003Cp>Hafta tatili, ulusal ve dini bayram ve genel tatil günlerinde\nçalıştırılmayan işçiye ücretleri tam olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47 - HAFTA TATİLİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Haftalık en çok 45 saat olan çalışma süresinin 6 günde\ntamamlandığı işyerlerinde işçiler 1 gün, 5 günde tamamlandığı\nişyerlerinde 2 gün hafta tatili yapmaya hak kazanırlar.\u003C\u002Fp>\n\n\u003Cp>Ücretli veya ücretsiz mazeret izni alan işçi, hafta tatiline ve\nücretine hak kazanma bakımından izinli olduğu günler bakımından\nçalışmış kabul edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 48 - ULUSAL BAYRAM, DİNİ BAYRAM VE GENEL TATİL GÜNLERİ VE\nÇALIŞMA ÜCRETİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>1. Ulusal Bayram, Dini Bayram ve resmi tatil günleri ile tatil süreleri\nşunlardır;\u003C\u002Fp>\n\n\u003Cp>a. Yılbaşı 1 gün (1 Ocak)\u003C\u002Fp>\n\n\u003Cp>b. Ulusal Egemenlik ve Çocuk Bayramı 1 gün ( 23 Nisan)\u003C\u002Fp>\n\n\u003Cp>c. 1 Mayıs Emek ve Dayanışma günü 1 gün (1 Mayıs)\u003C\u002Fp>\n\n\u003Cp>d. Atatürk’ü Anma Gençlik ve Spor Bayramı: 1 gün ( 19 Mayıs )\u003C\u002Fp>\n\n\u003Cp>e. Demokrasi ve Özgürlükler Günü: 1 gün (15 Temmuz)\u003C\u002Fp>\n\n\u003Cp>f. Zafer Bayramı: 1 gün ( 30 Ağustos )\u003C\u002Fp>\n\n\u003Cp>g. Cumhuriyet Bayramı: 1,5 gün ( 28 - 29 Ekim )\u003C\u002Fp>\n\n\u003Cp>h. Ramazan Bayramı 3,5 gün ( Arife günü öğlenden sonra başlamak\nüzere )\u003C\u002Fp>\n\n\u003Cp>i. Kurban Bayramı 4,5 gün ( Arife günü öğlenden sonra başlamak üzere\n)\u003C\u002Fp>\n\n\u003Cp>2. İşçinin yukarıda belirtilen tatil günlerinde çalıştırılmaması\nesastır. Ulusal bayram ve genel tatil günlerinde işçinin çalışması\nmuvafakatine bağlıdır. Ancak işverenin müşteri siparişlerinin\nyoğunlaşması, tam stok sayımları, denetimler ve operasyonel ihtiyaçlar\naçısından gerekli gördüğü durumlarda bu muvafakat aranmaz.\u003C\u002Fp>\n\n\u003Cp>3. Dini bayramlar dışındaki ulusal bayram ve genel tatil günlerinde\nçalıştırılanların ücretleri asıl yevmiyesi hariç 2 yevmiye olarak\nödenir. Dini bayramlarda (Ramazan ve Kurban Bayramında)\nçalıştırılanların ücretleri asıl yevmiyesi hariç 3 yevmiye olarak\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 49 - YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>1. Üyelerin kullanacakları yıllık ücretli izin süreleri aşağıda\nbelirlenmiştir\u003C\u002Fp>\n\n\u003Cp>a) Hizmet süresi 1 yıldan başlayarak 5 yıla kadar (5 yıl dahil)\nolanlara yılda 17 işgünü,\u003C\u002Fp>\n\n\u003Cp>b) Hizmet süresi 5 yıldan fazla 15 yıldan az olanlara yılda 23\nişgünü,\u003C\u002Fp>\n\n\u003Cp>c) Hizmet süresi 15 yıl (on beş yıl dahil) ve daha fazla olanlara yılda\n29 işgünü.\u003C\u002Fp>\n\n\u003Cp>2. Ancak; I. Dönem toplu iş sözleşmesinin imza altına alındığı\ntarihten sonra işveren bünyesinde çalışmaya başlayan sendika üyesi\nişçiler bakımından; 1 Ocak 2016 tarihinden başlayarak izin hakedenler\niçin yine 1 Ocak 2016 tarihi itibariyle 4857 sayılı İş Kanunu’nun 53\nncü maddesinde öngörülen yıllık izin sürelerinin birer gün\narttırılması suretiyle yıllık izin süreleri kullandırılır.\u003C\u002Fp>\n\n\u003Cp>3. II. Dönem Toplu İş Sözleşmesinin imza altına alındığı tarihten\nsonra işveren bünyesinde çalışmaya başlayan sendika üyesi işçilerin\nyıllık ücretli izin süreleri açısından ise 4857 No’lu İş\nKanunu’nun 53 ncü maddesinde belirtilen yasal izin süreleri\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>4. Yıllık ücretli izin günlerinin hesabında, izin süresine rastlayan\nUlusal Bayram, hafta tatili ve genel tatil günleri, izin süresinden\nsayılmaz. Ne varki hafta tatili 2 günden 1 güne indirilen işyerlerinde\nhalihazırda çalışmakta olan işçiler açısından yıllık ücretli izin\nsüresinin hesabında hafta tatili 2 gün olarak kabul edilir.\u003C\u002Fp>\n\n\u003Cp>5. Yıllık ücretli izin sırasında hastalanan üyenin Sağlık\nBakanlığı sağlık birimlerinden veya bu kurumca yetkili kılınmış\nhastane ve dispanser gibi yerlerden istirahat raporu alması halinde bu\nbelgedeki süreler yıllık ücretli izin süresinden mahsup edilemez. Ancak,\nişçi tarafından bu hususun mümkün olan en kısa sürede işverene\nbildirilmesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>6. İşçinin hak kazandığı halde kullanamadığı yıllık izin\nsüresine ilişkin ücret alacağı iş sözleşmesinin işveren veya işçi\ntarafından feshedilmesi halinde sözleşmenin sona erdiği tarihteki ücreti\nüzerinden hesap edilerek işçiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 50 - ÜCRETLİ SOSYAL İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>1. Üyenin aşağıda belirlenen mazeretleri nedeniyle talep edeceği\nmazeret izinleri işi aksatmamak kaydıyla verilebilir. Buna göre;\u003C\u002Fp>\n\n\u003Cp>a) Üyenin evlenmesi durumunda 7 takvim günü\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b) Üyenin eş ve çocukları ile anne, baba ve kardeşlerin ölümü\nhalinde 4 takvim günü, kayınvalide veya kayınpederinin ölümü halinde\nişçiye 2 takvim günü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>c) Üyenin eşinin doğum yapması durumunda 5 takvim günü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Üyenin bakmakla yükümlü olduğu kimselerin oturduğu yerin yangın,\nsel, heyelan ve deprem gibi olaylara maruz kalması halinde 6 takvim günü,\u003C\u002Fp>\n\n\u003Cp>e) Çocuğu sünnet olan işçiye 2 takvim günü\u003C\u002Fp>\n\n\u003Cp>f) Engelli çocuğu olan işçilerin en az % 60 oranında engelli veya\nsüreğen hastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı\nolarak ve çalışan ebeveynden sadece biri tarafından kullanılması\nkaydıyla, bir yıl içinde toptan veya bölümler halinde 11 takvim günü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g) Hava koşulları nedeniyle kamudaki engelli personelin valilikler\ntarafından idari izinli sayılması durumunda şirkette çalışan engelli\npersoneller için de aynı durum uygulanır.\u003C\u002Fp>\n\n\u003Cp>h) Engelli kadrosunda çalışan sendika üyesi işçilere 03 Aralık Dünya\nEngelliler Günü’nde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>2. Ücretli mazeret izin nedenlerinin senelik ücretli izin süresi\niçerisinde doğması halinde kullanılan bu izin süreleri senelik izin\nsüresine eklenir.\u003C\u002Fp>\n\n\u003Cp>3. Üye ölüm, evlenme, doğum gibi ücretli izine hak kazandıran\nolayları geçerli bir belge ile belgeleyecektir.\u003C\u002Fp>\n\n\u003Cp>4. Bu izinlerin kullanılmasında; doğum ve ölüm izinleri hadisenin\ngerçekleştiği günü müteakiben; evlenme izni ise hadisenin\ngerçekleşmesini izleyen 10 gün içerisinde kullanılır. Doğum yapan kadın\nişçiye doğumdan önce ve sonra verilecek ücretli izin ile emzirme izni\nkonusunda yasal hükümler uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 51- ÜCRETSİZ ÖZÜR İZNİ\u003C\u002Fh2>\n\n\u003Cp>Üyelere; yazılı başvurması ve mazeretinin işverence uygun görülmesi\nkoşulu ile, yılda bir defaya mahsus olmak üzere en fazla 30 güne kadar\nücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>6. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 52 - GENEL SAĞLIK VE GÜVENLİK KOŞULLARI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) İşyerinde iş sağlığı ve güvenliği ile ilgili yönetmeliklerin\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) İşveren işçiyi işe alırken muayene ettirmekle beraber her yıl\ngenel sağlık kontrolünden de geçirir. Ayrıca ağır ve tehlikeli işler\nyönetmeliği kapsamı içindeki işçilerin yılda bir defa verem savaş\nderneği veya benzeri hizmet veren resmi kuruluşlar kanalı ile röntgen\nkontrolünden geçmesini temin eder.\u003C\u002Fp>\n\n\u003Cp>c) İşyerinde kazaya uğrayan işçi derhal işyeri yardım ünitesine\ngötürülür ve ilk tedavisi yapılır.Gerekirse en yakın sağlık birimine\nişverence götürülür.Acil vakıalarda hastaneye sevk halinde, sevk edilen\nhastanın muayene sonucu evine ya da işyerine dönmesi için gerekli vasıta\nücreti ibraz edeceği belge mukabilinde işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>d) İşyerinde çalışan işçilere, iş sağlığı ve güvenliği ile\nilgili yönetmeliklerin hükümlerine uygun koruyucu malzeme işveren\ntarafından verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 53 - İŞ YERİ DIŞINDA HASTALANMA\u003C\u002Fh2>\n\n\u003Cp>Hastalığı nedeni ile işyerine gelemeyen işçi durumu uygun yollarla ve\n24 saat içinde işyerindeki yetkilisine bildirir. Bu durumdaki işçinin\ndevlet hastanelerinden veya SGK ile anlaşmalı sağlık kuruluşlarından\nalacağı raporu işverene vermesi yeterlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 54 - İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ KURULU\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>1- İşyerinde çalışan işçilerin işçi sağlığından ve iş\ngüvenliğinden işveren sorumludur. İşveren yasa, ve ilgili yönetmelik\nhükümlerini yerine getirmek, gerekli bütün tedbirleri almak, iş\ngüvenliğinin gerektirdiği araç ve gereçleri sağlamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>2- Kurulun oluşması:\u003C\u002Fp>\n\n\u003Cp>İş sağlığı ve güvenliği kurulu, 6331 Sayılı İş Sağlığı ve\nGüvenliği Kanunu’nun 22 nci maddesinde belirtilen usul ve esaslara göre\noluşturulur.\u003C\u002Fp>\n\n\u003Cp>3- Kurulun görevleri, yetkileri ve çalışması:\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde iş kazalarını önlemek için araştırma yapmak ve\nönlemlerin alınmasında işveren vekillerine yardım etmek.\u003C\u002Fp>\n\n\u003Cp>b) Bir iş kazası meydana geldiğinde kazanın oluş şeklini ve teknik\nnedenlerini belirten bir rapor düzenleyerek, işveren vekillerini haberdar\netmek.\u003C\u002Fp>\n\n\u003Cp>c) İşyerinde tehlikeli görülen hususları saptayarak, durumun\ndüzeltilmesi için önerilerde bulunmak.\u003C\u002Fp>\n\n\u003Cp>d) İş kazaları ve yangını önlemeye yarayacak duvar panoları,\nflamalar, projeksiyon gösterileri vb. öğretici nitelikte malzeme sağlamak\nve göstermek.\u003C\u002Fp>\n\n\u003Cp>e) İşçi sağlığı ve işçi güvenliği ile ilgili mevzuatın\ngereklerinin yerine getirilmesini sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>4- Kurulun raportörlüğünü iş sağlığı ve iş güvenliği uzmanı\nyapar. Gerektiğinde tarafların istemi üzerine, diğer hallerde kurul\nbaşkanının saptayacağı zamanlarda toplanarak çalışır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>HASAR, KAYIP VE ZARAR\u003C\u002Fp>\n\n\u003Ch2>MADDE 55 - HASAR, ZARAR VE KAYIP\u003C\u002Fh2>\n\n\u003Cp>Her işçi işyerindeki araç, bilgisayar, teknik cihaz, makine, alet ve\nedevatı tekniğine ve talimatlarına uygun kullanmakla ve muhafaza etmekle\nsorumludur.İşçi çalışması sırasında araçlarda veya kullanılan\nalet-edevatta bilinçli ve kasıtlı olarak meydana getireceği hasar ve\nzarardan sorumludur.Bu durumda işçi üst yöneticisi tarafından Disiplin\nKuruluna sevk edilir.\u003C\u002Fp>\n\n\u003Cp>1. İşverene ait kusurlar veya işçinin kullanımına verilen araçtaki\neksiklikler nedeniyle işçinin trafik ceza puanı alması ve bu nedenle\nehliyetine geçici süreyle el konulması halinde işçinin haklarında\nkısıtlamaya gidilemez, aynı haklarla işyerinde yapabileceği başka bir\nişte görevlendirilir. Ehliyetin iade edilmesi halinde eski görevine iade\nedilir.\u003C\u002Fp>\n\n\u003Cp>2. Hasarlı, kayıp ve çalınan ürünlerden, kaybeden veya hasara uğratan\ndışında kimse sorumlu tutulamaz. Kaybolan, çalınan veya hasar gören\nürünler nedeniyle disiplin kurulu kararı olmadan hiç kimse hakkında\ndisiplin hükümleri uygulanamaz.\u003C\u002Fp>\n\n\u003Cp>Şoförlerin kasko ve mali mesuliyet sigortası bulunan araçlarla maddi\nhasarlı kaza yapmaları halinde işçinin kusuru oranında hakkında disiplin\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>8. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>DİSİPLİN VE SİCİL AFFI\u003C\u002Fp>\n\n\u003Ch2>MADDE 56 - DİSİPLİN KURULU\u003C\u002Fh2>\n\n\u003Cp>1. İşbu Sözleşmenin imza tarihinden itibaren 30 gün içinde İstanbul\nAvrupa yakasında bulunan işyerlerinde bir (1) İstanbul Anadolu yakası ve\nKocaeli’nde bulunan işyerlerinde bir (1) ve İstanbul dışındaki diğer\niller için de bir (1) adet olacak şekilde görev yapmak üzere toplamda üç\n(3) adet Alt Disiplin Kurulu (ADK) oluşturulur. Ancak, alt disiplin kurulunun\nbulunmadığı İstanbul ve Kocaeli il sınırları dışında yer alan\nişyerleri açısından İstanbul Anadolu yakası ve Kocaeli işyerleri için\noluşturulan alt disiplin kurulları tek başlarına karar almaya yetkilidir.\nİstanbul’da bir adet Merkez Disiplin Kurulu (MDK) kurulur. Alt Disiplin\nKurulu ve Merkez Disiplin Kurullarının çalışma şekilleri ve üyelerin\nseçilme yöntemleri işyerinde İşveren ve Sendikanın birlikte düzenlediği\nve işbu sözleşmenin 3 nolu ekinde yer alan “Disiplin Kurulu\nYönetmeliği”ne göre belirlenir.\u003C\u002Fp>\n\n\u003Cp>2. Bu Kurul, işveren tarafından tayin edilecek 2 asil, 2 yedek üye ve\nSendika tarafından tayin edilecek 2 asil, 2 yedek üyeden oluşur. Taraflar\ntayin ettiği kurul üyelerinin isimlerini diğer tarafa işbu Sözleşme’nin\nimza tarihinden itibaren 30 gün içinde yazılı olarak bildirir. Kurula,\ntarafların tayin ettiği kurul üyeleri arasından seçtiği birer kişi\ndönüşümlü olarak başkanlık yapar. Asil üyenin mazereti nedeniyle\ntoplantıya katılmaması halinde yerine yedeği katılır. Kurul, en az 3\nüyenin katılımı ile toplanır.\u003C\u002Fp>\n\n\u003Cp>3. Kararlar oy çokluğu ile alınır. Oyların eşitliği halinde kurul\nbaşkanının oyu 2 oy sayılır.İşten çıkarma cezasını gerektiren\nolaylar ADK tarafından 6 gün içinde MDK’ya gönderilir.\u003C\u002Fp>\n\n\u003Cp>4. İşten çıkarma cezasını gerektiren olaylar sadece MDK’nda\ngörüşülür ve Kurulun varacağı sonuçlar gerekçeli olarak Genel Müdür\nveya İnsan Kaynakları yetkilisine tevdi edilir. İşten çıkarma cezası\noyçokluğu ile verilir.ADK ve MDK tarafından alınan kararların bir sureti\nSendikaya da verilir.\u003C\u002Fp>\n\n\u003Cp>5. Disiplin Kuruluna intikal eden konuya doğrudan taraf olan kurul üyeleri\nbu konuya ilişkin Disiplin Kurulu toplantısına katılamaz, görev\nyapamaz.\u003C\u002Fp>\n\n\u003Cp>6. 4857 sayılı İş Kanunu’nun 26 ncı maddesinde öngörülen 6 iş\ngünlük süre Disiplin Kurulu kararına kadar askıda kalır.\u003C\u002Fp>\n\n\u003Cp>7. Disiplin Cezaları:\u003C\u002Fp>\n\n\u003Cp>a. İHTAR, KINAMA, AĞIR KINAMA VE ÜCRET KESİM cezaları: Alt Disiplin\nKurulu ve Merkez Disiplin Kurulu tarafından verilir.\u003C\u002Fp>\n\n\u003Cp>b. İŞTEN ÇIKARMA cezası: Sadece Merkez Disiplin Kurulu tarafından\nverilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 57- SİCİL AFFI\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmesinin imza tarihi itibariyle verilmiş olan İHTAR\nşeklindeki disiplin cezaları cezanın verildiği tarihten itibaren birinci\nyılın, KINAMA cezaları ise ikinci yılın sonunda silinmek suretiyle sicil\naffı uygulanır.\u003C\u002Fp>\n\n\u003Cp>AĞIR KINAMA mahiyetindeki disiplin cezalarında sicil affı hususu MDK\ntarafından iki yılda bir Ocak ayı içerisinde görüşülür ve Kurul\ntarafından uygun bulunması durumunda sicil affı uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 58 - SÖZLEŞMENİN SÜRESİ ,YÜRÜRLÜK VE İMZA\u003C\u002Fh2>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi 01.01.2018 tarihinde yürürlüğe girer ve\n31.12.2019 tarihine kadar 24 ay sureyle geçerli olur.\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş sözleşmesi 58 Madde, 1 Geçici Madde ve bunun ayrılmaz\nparçasını oluşturan ekli 3 adet (EK-1 Kadroya Alınacak Olan KDH Çalışan\nListesi, EK-2 Unvan, Kıdem ve Ücret Tablosu ile\u003C\u002Fp>\n\n\u003Cp>EK-3 Disiplin Kurulu Yönetmeliği) Ekden ibaret olarak TÜM TAŞIMA\nİŞÇİLERİ SENDİKASI ile DHL LOJİSTİK HİZMETLERİ A.Ş. İşverenliği\narasında 21.05.2018 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE: İşbu Toplu İş Sözleşmesinin imza tarihi ile\nyürürlük tarihi arasında oluşan farklar (aylık ücret, fazla mesai,\nyemek, harcırah, evlilik yardımı, doğum yardımı, ölüm yardımı) en\ngeç 31.05.2018 tarihinde ödenir.\u003C\u002Fp>\n\n\u003Cp>**SENDİKA TEMSİLCİLERİ\u003C\u002Fp>\n\n\u003Cp>Kenan Öztürk \u003C\u002Fp>\n\n\u003Cp>Seyfi Erez \u003C\u002Fp>\n\n\u003Cp>Gürel Yılmaz \u003C\u002Fp>\n\n\u003Cp>Muharrem Yıldırım\u003C\u002Fp>\n\n\u003Cp>Ersin Türkmen \u003C\u002Fp>\n\n\u003Cp>Ali Rıza Atik\u003C\u002Fp>\n\n\u003Cp>**İŞVEREN TEMSİLCİLERİ\u003C\u002Fp>\n\n\u003Cp>Orkun Saruhanoğlu\u003C\u002Fp>\n\n\u003Cp>Sevilay Uçar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n ",{"disabilitypay":44,"childcaresubsidy":48,"ONCERISE_trigger":52,"hourspweek_select":56,"childcare":60,"STRUCINCR_trigger":64,"funeralpay":68,"MEALALL_trigger":72,"OVERTIME_trigger":76,"protectiveclothing":80,"healthandsafetypolicy":84,"contracttrial":88,"TRADEUNLEAV_trigger":92,"SCHEDULE_trigger":96,"paidpaternityleave":100,"educationtuition":104,"longtermillness":107,"code_application":111,"bankholidays1":115,"trainingprogrammes":119,"paidmaternityleave":123,"contractseverancepay":127,"PAIDLEAV_trigger":131,"deathrelatives":135},{"bindId":45,"name":46,"text":47},"disabilitypay","Sendika üyesi işçilere meslek hastalığı ","Sendika üyesi işçilere meslek hastalığı veya iş kazası durumunda SGK\ntarafından ödenmeyen ilk 2 günün ücreti işverence ödenir. Ayrıca normal\nhastalıklarda SGK sağlık kurumlarından 3 gün ve daha fazla istirahat alan\nveya işyeri hekiminin verdiği rapor ve sevkler sonucu verilen istirahatlere\nait SGK’nın ödemediği ilk 2 günlük ücret işverence ödenir.\n\nİşçinin istirahat ve\u002Fveya işgöremez raporu almayı alışkanlık haline\ngetirdiğine ve bu hakkın kullanımının işçi tarafından suiistimal\nedildiğine işveren tarafından kanaat getirilmesi halinde işçi disiplin\nkuruluna sevk edilir.\n\nİşçinin vizitede geçen süreleri bu hususun belgelendirilmiş olması\nkaydıyla ücretinden kesilmez.",{"bindId":49,"name":50,"text":51},"childcaresubsidy","d) ÖĞRENİM YARDIMI Üye işçilerin tahsild","d) ÖĞRENİM YARDIMI\n\nÜye işçilerin tahsilde olan her bir çocuğu için Eylül ayına ilişkin\naylık ücret ödemeleriyle birlikte bir defaya mahsus olmak üzere aşağıda\nbelirtilen miktarda öğrenim yardımı yapılır. Toplu İş Sözleşmesinin\nbirinci yılında:\n\n- İlkokulda okuyan her çocuk için net 144,00 TL,\n\n- Ortaokulda okuyan her çocuk için net 174,00 TL,",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","Sendika üyesi işçilere, yılda iki tam ma","Sendika üyesi işçilere, yılda iki tam maaş tutarında ikramiye verilir.\nİkramiyeler sözleşmenin birinci yılı için 30 Haziran 2018 ve 31 Aralık\n2018 tarihlerinde, sözleşmenin ikinci yılı için 30 Haziran 2019 ve 31\nAralık 2019 tarihlerinde ödenir.\n\nTİS’in taraflarca karşılıklı olarak imza altına alındığı\ntarihten itibaren işe alınan sendika üyesi işçilere her yıl 1 tam maaş\ntutarında ikramiye ödenir Bu ikramiye, iki eşit taksitte olmak suretiyle\nsözleşmenin birinci yılı için 30 Haziran 2018 ve 31 Aralık 2018\ntarihlerinde, sözleşmenin ikinci yılı için 30 Haziran 2019 ve 31 Aralık\n2019 tarihlerinde ödenir.\n\nİşe yeni giren ve işyerinden her ne sebeple olursa olsun ayrılan\nüyelere ikramiyeleri çalıştıkları süre ile orantılı olarak ödenir.",{"bindId":57,"name":58,"text":59},"hourspweek_select","Haftalık çalışma süresi en çok 45 saatti","Haftalık çalışma süresi en çok 45 saattir. Yemek molası dışındaki\nara dinlenme süreleri çalışma sürelerinden sayılır.",{"bindId":61,"name":62,"text":63},"childcare","1. Üyenin aşağıda belirlenen mazeretleri","1. Üyenin aşağıda belirlenen mazeretleri nedeniyle talep edeceği\nmazeret izinleri işi aksatmamak kaydıyla verilebilir. Buna göre;\n\na) Üyenin evlenmesi durumunda 7 takvim günü\n\nb) Üyenin eş ve çocukları ile anne, baba ve kardeşlerin ölümü\nhalinde 4 takvim günü, kayınvalide veya kayınpederinin ölümü halinde\nişçiye 2 takvim günü\n\nc) Üyenin eşinin doğum yapması durumunda 5 takvim günü\n\nd) Üyenin bakmakla yükümlü olduğu kimselerin oturduğu yerin yangın,\nsel, heyelan ve deprem gibi olaylara maruz kalması halinde 6 takvim günü,\n\ne) Çocuğu sünnet olan işçiye 2 takvim günü\n\nf) Engelli çocuğu olan işçilerin en az % 60 oranında engelli veya\nsüreğen hastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı\nolarak ve çalışan ebeveynden sadece biri tarafından kullanılması\nkaydıyla, bir yıl içinde toptan veya bölümler halinde 11 takvim günü",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","A) Aylık Ücret Zammı Sendika üyesi çalış","A) Aylık Ücret Zammı\n\nSendika üyesi çalışanların 31.12.2017 tarihinde almakta oldukları\naylık ücretlerine 01 Ocak 2018 tarihi itibariyle aşağıdaki şekilde ücret\nartışı yapılır:\n\nBirinci yıl zammı:\n\n1 - Sendika üyelerinin 31\u002F12\u002F2017 tarihinde almakta oldukları aylık\nücretlerine 01\u002F01\u002F2018 tarihinden geçerli olmak üzere % 15 oranında zam\nyapılır.\n\n2 - Yukarıda belirtilen ücret artış oranının uygulanmasını\nmüteakiben, 31.12.2017 tarihi baz alınarak hazırlanmış Ek 2’de\nbelirtilen unvan-kıdem-ücret tablosuna göre oluşturulan ücret skalası\nkapsamında\n\nücretleri emsal çalışan ücretlerinin altında kaldığı tespit edilen\nişçilerin ücretlerine tablodaki kademeler baz alınarak artış\nyapılır.\n\n3 - 01.01.2018 ile Toplu İş Sözleşmesi imza tarihi arasında işe\nalınan Sendika üyesi işçilerin ücretlerine Birinci yıl zammının\nuygulanması ile birlikte belirlenecek olan zamlı ücretler EK 2 de belirtilen\nücret skalası kapsamında tespit edilecek olan emsal işçi ücretinden fazla\nolamaz.",{"bindId":69,"name":70,"text":71},"funeralpay","e) ÖLÜM YARDIMI: Toplu İş Sözleşmesi sür","e) ÖLÜM YARDIMI:\n\nToplu İş Sözleşmesi süresince;\n\n-İşçinin kendisinin vefatı halinde işçinin eş ve çocuklarına toplam\n866,00 TL cenaze yardımı ödenir.\n\n-İşçinin iş kazası sonucu ölmesi halinde bu yardım toplam 1.442,00 TL\nolarak işçinin eş ve çocuklarına yapılır.\n\n-Eş ve\u002Fveya çocuklarının ölümü halinde işçinin kendisine toplam\n721,00 TL\n\n-Anne ve\u002Fveya babanın ölümü halinde işçinin kendisine toplam 306,00\nTL\n\ncenaze yardımı olarak ödenir.",{"bindId":73,"name":74,"text":75},"MEALALL_trigger","a) YEMEK YARDIMI Çalışılan günlerde, işç","a) YEMEK YARDIMI\n\nÇalışılan günlerde, işçilere doyurucu ve kalorili üç kaptan\nmüteşekkil bir öğün yemek verilmesi şeklindeki mevcut yemek uygulamasına\ndevam edilir. İşyerinde yemek yiyemeyip dışarıda yemek zorunda kalan\nçalışanlara verilen yemek ücreti aşağıdaki şekilde\nyükseltilmiştir;\n\n- günlük 15,46 TL olan yemek ücretleri 18,00 TL’ye,\n\n- günlük 19,34 TL olan yemek ücretleri 21,60 TL’ye\n\nGünde 2 saati aşan fazla çalışmalarda işçilere yemek verilir.",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","Bu Sözleşmede tespit edilen günlük ve ha","Bu Sözleşmede tespit edilen günlük ve haftalık çalışma süresini\naşan çalışmalar fazla çalışma sayılır.\n\na) Fazla çalışma ücreti işbu toplu iş sözleşmesinin imza altına\nalındığı tarihte işveren bünyesinde çalışmakta olan işçiler için %\n65; sözleşmenin imza tarihinden sonra işe alınan işçiler açısından ise\n%50 zamlı ödenir.\n\nb) Fazla çalışmalar ücret yerine izinle karşılanamaz.\n\nc) Kendi hafta tatili gününde onay vererek çalışan üyelerin, fiili\nçalışma ücreti %100 zamlı ödenir.\n\nd) Fazla çalışma veya fazla sürelerle çalışma sürelerinin hesabında\nyarım saatten az olan süreler yarım saat, yarım saati aşan süreler ise\nbir saat sayılır.",{"bindId":81,"name":82,"text":83},"protectiveclothing","İşyerinde işin türüne göre 1 defa yazlık","İşyerinde işin türüne göre 1 defa yazlık, 1 defa kışlık olmak\nüzere yılda 2 defa mevsimine uygun iyi kalite iş elbisesi ve iş\nayakkabısı verilmesi ve işçinin işinin sona ermesi halinde bunların\niadesi yönündeki mevcut işyeri uygulamasına aynen devam edilir.\n\n\n \n \n \n \n \n 1- \n Yazlık elbiseler\n \n \n 2 adet pantolon\n \n \n 3 adet tişört\n \n \n 1 adet yazlık ayakkabı\n \n \n 1 adet polar( Soğuk hava depolarında)\n \n \n 2- \n Kışlık elbiseler\n \n \n 2 adet pantolon\n \n \n 3 adet uzun kollu tişört\n \n \n 1 adet polar\n \n \n 1 adet mont\n \n \n 1 adet kışlık ayakkabı\n \n \n 1 adet bere\n \n \n 1 çift eldiven\n \n \n\n\nYukarıdaki giyim eşyaları genel kıyafet desteği olmakla birlikte\noperasyonun ihtiyacına göre farklı uygulamalar yapılabilir.\n\nYazlık iş elbiseleri en geç Mayıs, kışlık iş elbiseleri en geç Ekim\naylarında verilir.\n\nMiadından evvel eskiyen iş elbisesinin yerine yenisi verilir.\n\nİş elbiselerinin alımında ihale dönemlerinde işyeri sendika\ntemsilcilerinin de önerileri alınır.\n\nYeni giyim ve koruyucu eşyanın işçiye teslimi anında personel DHL\narmalı eski giyim ve koruyucu eşyaları işverene iade eder.\n\nİş Sağlığı ve güvenliği açısından gerekli olan reflektör\nişlevini görecek bir alternatif bulunması halinde reflektörlü yelek\nverilmeyecektir.",{"bindId":85,"name":86,"text":87},"healthandsafetypolicy","a) İşyerinde iş sağlığı ve güvenliği ile","a) İşyerinde iş sağlığı ve güvenliği ile ilgili yönetmeliklerin\nhükümleri uygulanır.\n\nb) İşveren işçiyi işe alırken muayene ettirmekle beraber her yıl\ngenel sağlık kontrolünden de geçirir. Ayrıca ağır ve tehlikeli işler\nyönetmeliği kapsamı içindeki işçilerin yılda bir defa verem savaş\nderneği veya benzeri hizmet veren resmi kuruluşlar kanalı ile röntgen\nkontrolünden geçmesini temin eder.\n\nc) İşyerinde kazaya uğrayan işçi derhal işyeri yardım ünitesine\ngötürülür ve ilk tedavisi yapılır.Gerekirse en yakın sağlık birimine\nişverence götürülür.Acil vakıalarda hastaneye sevk halinde, sevk edilen\nhastanın muayene sonucu evine ya da işyerine dönmesi için gerekli vasıta\nücreti ibraz edeceği belge mukabilinde işçiye ödenir.\n\nd) İşyerinde çalışan işçilere, iş sağlığı ve güvenliği ile\nilgili yönetmeliklerin hükümlerine uygun koruyucu malzeme işveren\ntarafından verilir.",{"bindId":89,"name":90,"text":91},"contracttrial","İşyerine alınacak işçiler için deneme sü","İşyerine alınacak işçiler için deneme süresi en çok iki aydır.\n\nBu süre içinde taraflar iş sözleşmesini bildirimsiz ve tazminatsız\nolarak fesih edebilir. Ancak, işçinin çalıştığı günler için ücret\nhakkı saklıdır. Deneme süresi sonunda işçinin durumu kendisine yazılı\nolarak bildirilir.\n\nÖnceden iş yerinde çalışırken işten çıkarılan işçiler, yeniden\nişe alınmalarında ikinci bir deneme süresine tabi tutulamaz.\n\nAncak işbu toplu iş sözleşmesinin imza tarihinden sonra başlayan\noperasyonlarda çalıştırılmak üzere işe alınan işçiler için deneme\nsüresi en çok üç aydır.",{"bindId":93,"name":94,"text":95},"TRADEUNLEAV_trigger","a- Temsilci izinleri: Sendika temsilcile","a- Temsilci izinleri:\n\nSendika temsilcilerine görevlerini yerine getirebilmeleri için; ayda 2\ngün veya haftada 4 saat izin verilir.Temsilciler bu izin sürelerini\nişyerinde bulunarak geçirebileceği gibi sendika şubesinde de\ngeçirebilirler. İzinlerden dolayı ücretlerinden kesinti yapılamaz.\n\nb- Sendika yöneticilerinin izinleri:\n\n1) Yönetim Kurulu toplantılarına katılabilmek için sendika yönetim\nkurulu üyelerine ayda 2 gün izin verilir.\n\n2) Sendika merkez denetim ve disiplin kurulu üyeleri ya da sendika şubesi\ndenetim ve disiplin kurulu üyeleri de toplantılarının yapılacağı gün\nizinli sayılırlar.\n\n3) Konfederasyon ve sendika genel merkez kurullarına katılacak delegelere\n4 işgünü izin verilir.\n\n4) Şube Genel kurullarına katılacak delegelere 1 işgünü sendikal izin\nverilir.\n\nBu izinler yıllık izin süresinden indirilemez ve bu izinler nedeniyle\nişçilerin ücret ve sosyal haklarından hiçbir kesinti yapılamaz.\n\nİşyeri Temsilcileri, sendika yönetim kurulu üyeleri, her türlü sendika\nyöneticisi işçi bu madde çerçevesindeki izinlerini iznin kullanılacağı\ntarihten 2 işgünü önce İşveren’den yazılı izin almak ve iş\nprogramını aksatmamak kaydıyla kullanabilir. Sendikanın işverene\nbildireceği acil hallerde 2 işgünü önceden yazılı bildirim şartı\naranmayacaktır. Genel Kurullara katılım amacıyla sunulacak izin taleplerini\nSendika Genel Kurul tarihinden 5 işgünü öncesinde İşveren ile yazılı\nolarak paylaşır ve İşveren ve Sendika, her bir ilgili operasyon nezdinde\nişin aksatılmadan sürdürülmesi için gerekli izin planlamasını birlikte\nkararlaştırır.\n\nBu madde kapsamında şube yöneticileri ve işyeri sendika temsilcilerinin\naynı operasyonda çalışmaları halinde aynı anda izin kullanmamaları\nesastır.",{"bindId":97,"name":98,"text":99},"SCHEDULE_trigger","Haftalık en çok 45 saat olan çalışma sür","Haftalık en çok 45 saat olan çalışma süresinin 6 günde\ntamamlandığı işyerlerinde işçiler 1 gün, 5 günde tamamlandığı\nişyerlerinde 2 gün hafta tatili yapmaya hak kazanırlar.\n\nÜcretli veya ücretsiz mazeret izni alan işçi, hafta tatiline ve\nücretine hak kazanma bakımından izinli olduğu günler bakımından\nçalışmış kabul edilir.",{"bindId":101,"name":102,"text":103},"paidpaternityleave","c) Üyenin eşinin doğum yapması durumunda","c) Üyenin eşinin doğum yapması durumunda 5 takvim günü",{"bindId":105,"name":50,"text":106},"educationtuition","d) ÖĞRENİM YARDIMI\n\nÜye işçilerin tahsilde olan her bir çocuğu için Eylül ayına ilişkin\naylık ücret ödemeleriyle birlikte bir defaya mahsus olmak üzere aşağıda\nbelirtilen miktarda öğrenim yardımı yapılır. Toplu İş Sözleşmesinin\nbirinci yılında:\n\n- İlkokulda okuyan her çocuk için net 144,00 TL,\n\n- Ortaokulda okuyan her çocuk için net 174,00 TL,\n\n- Lise ve dengi okullarda okuyan her bir çocuk için net 216,00 TL,\n\n- Fakülte ve Yüksekokullarda okuyan her bir çocuk için net 289,00 TL\nolarak öğrenim yardımı yapılır.\n\nİşbu yardım, okulların açıldığı ayda işyerinde çalışmakta olan\nüyelere, çocuğun öğrenim durumunu, tevsik etmesikaydıyla yapılır. Karı\nkoca aynı işyerinde çalışıyorsa, çocuklara yapılan öğrenim yardımı\nkadın üyeye yapılır.",{"bindId":108,"name":109,"text":110},"longtermillness","A) İşçilerin iş kazası; meslek hastalığı","A) İşçilerin iş kazası; meslek hastalığı ile diğer sağlık\nsorunları sebebiyle ilgili sağlık kurullarından aldığı 12 ayı geçmeyen\nrapor süresince iş sözleşmesi fesih edilemez. Ancak, diğer durumlarda\nişçi rapor almayı alışkanlık haline getirmiş ve bu durumda işçinin\naçık suistimali olduğu tespit edilir ise işçi Disiplin Kuruluna sevk\nedilir.\n\nAğır ve tehlikeli işlerde çalışamaz raporu alan ve mevcut sağlık\ndurumuna uygun olarak teklif edilen görev değişikliğini haklı ve geçerli\nbir sebep olmaksızın kabul etmeyen işçinin iş sözleşmesi Merkez Disiplin\nKurulu kararı ile feshedilebilir. İşçiye teklif edilecek olan görev;\nişverenin İş Sağlığı ve Güvenliği Uzmanı, İnsan Kaynakları Uzmanı,\nOperasyon Yöneticisi, İşyeri Sendika Temsilcisi, Sendika yönetiminden bir\nkişi ve işyeri hekiminden teşekkül eden Kurul tarafından yapılacak\ndeğerlendirme neticesinde alınan karar ile tespit edilir. Kurulun herhangi\nbir görev teklif edememesi durumunda disiplin kurulu kararı olmaksızın,\nkıdem ve ihbar tazminatı ödenmek suretiyle geçerli nedenle feshedilir.\n\nB) Sendika yöneticileri (yönetim, denetim, disiplin kurulu üyeleri) ile\nişyeri sendika temsilcileri çalıştıkları operasyon ve\u002Fveya deponun\nkapanması halinde ücret ve sosyal haklarında herhangi bir kesinti\nyapılmaksızın başka depo ve işyerlerinde yaptıkları işlere uygun\nişlerde ve yetkinliklerine uygun pozisyonun ve bölümün bulunması kaydıyla\nçalıştırılırlar.",{"bindId":112,"name":113,"text":114},"code_application","1- İşyerinde çalışan işçilerin işçi sağl","1- İşyerinde çalışan işçilerin işçi sağlığından ve iş\ngüvenliğinden işveren sorumludur. İşveren yasa, ve ilgili yönetmelik\nhükümlerini yerine getirmek, gerekli bütün tedbirleri almak, iş\ngüvenliğinin gerektirdiği araç ve gereçleri sağlamak zorundadır.\n\n2- Kurulun oluşması:\n\nİş sağlığı ve güvenliği kurulu, 6331 Sayılı İş Sağlığı ve\nGüvenliği Kanunu’nun 22 nci maddesinde belirtilen usul ve esaslara göre\noluşturulur.\n\n3- Kurulun görevleri, yetkileri ve çalışması:\n\na) İşyerinde iş kazalarını önlemek için araştırma yapmak ve\nönlemlerin alınmasında işveren vekillerine yardım etmek.\n\nb) Bir iş kazası meydana geldiğinde kazanın oluş şeklini ve teknik\nnedenlerini belirten bir rapor düzenleyerek, işveren vekillerini haberdar\netmek.\n\nc) İşyerinde tehlikeli görülen hususları saptayarak, durumun\ndüzeltilmesi için önerilerde bulunmak.\n\nd) İş kazaları ve yangını önlemeye yarayacak duvar panoları,\nflamalar, projeksiyon gösterileri vb. öğretici nitelikte malzeme sağlamak\nve göstermek.\n\ne) İşçi sağlığı ve işçi güvenliği ile ilgili mevzuatın\ngereklerinin yerine getirilmesini sağlamaktır.\n\n4- Kurulun raportörlüğünü iş sağlığı ve iş güvenliği uzmanı\nyapar. Gerektiğinde tarafların istemi üzerine, diğer hallerde kurul\nbaşkanının saptayacağı zamanlarda toplanarak çalışır.",{"bindId":116,"name":117,"text":118},"bankholidays1","1. Ulusal Bayram, Dini Bayram ve resmi t","1. Ulusal Bayram, Dini Bayram ve resmi tatil günleri ile tatil süreleri\nşunlardır;\n\na. Yılbaşı 1 gün (1 Ocak)\n\nb. Ulusal Egemenlik ve Çocuk Bayramı 1 gün ( 23 Nisan)\n\nc. 1 Mayıs Emek ve Dayanışma günü 1 gün (1 Mayıs)\n\nd. Atatürk’ü Anma Gençlik ve Spor Bayramı: 1 gün ( 19 Mayıs )\n\ne. Demokrasi ve Özgürlükler Günü: 1 gün (15 Temmuz)\n\nf. Zafer Bayramı: 1 gün ( 30 Ağustos )\n\ng. Cumhuriyet Bayramı: 1,5 gün ( 28 - 29 Ekim )\n\nh. Ramazan Bayramı 3,5 gün ( Arife günü öğlenden sonra başlamak\nüzere )\n\ni. Kurban Bayramı 4,5 gün ( Arife günü öğlenden sonra başlamak üzere\n)\n\n2. İşçinin yukarıda belirtilen tatil günlerinde çalıştırılmaması\nesastır. Ulusal bayram ve genel tatil günlerinde işçinin çalışması\nmuvafakatine bağlıdır. Ancak işverenin müşteri siparişlerinin\nyoğunlaşması, tam stok sayımları, denetimler ve operasyonel ihtiyaçlar\naçısından gerekli gördüğü durumlarda bu muvafakat aranmaz.\n\n3. Dini bayramlar dışındaki ulusal bayram ve genel tatil günlerinde\nçalıştırılanların ücretleri asıl yevmiyesi hariç 2 yevmiye olarak\nödenir. Dini bayramlarda (Ramazan ve Kurban Bayramında)\nçalıştırılanların ücretleri asıl yevmiyesi hariç 3 yevmiye olarak\nödenir.",{"bindId":120,"name":121,"text":122},"trainingprogrammes","7 işgünü öncesinden işvereni yazılı olar","7 işgünü öncesinden işvereni yazılı olarak bilgilendirmek kaydıyla\ntemel eğitim, sendikal eğitim, mesleki ve toplumsal eğitimi kapsayan genel\neğitime ilişkin olarak sendikaca hazırlanan programların uygulanması\nbakımından; Sendikanın düzenleyeceği seminer, kurs ve konferanslar için\nsendika üyelerine sendikanın yazılı talebi üzerine, her bir işyerinden en\nfazla 3 kişi ve bir önceki eğitime katılan kişilerden olmayacak şekilde\nyılda toplam 80 gün ücretli izin verilir. Bu izin süresi her üye için\nayrı ayrı olmayıp tüm üyeler içindir.Bir seferde, her bir ilgili\noperasyon işçi sayısının % 2'sinden fazla sayıda üyenin aynı anda\neğitim izni kullanması işverenin onayına tabidir.\n\nBu izinlerin kullanımında işyerindeki çalışmaların herhangi bir\naksamaya mahal vermeksizin yürütülmesi esastır. Taraflar, bu amaç\nçerçevesinde konuyla ilgili mutabakatı sağlamaya gayret ederler.",{"bindId":124,"name":125,"text":126},"paidmaternityleave","Yasal koşulları oluşması halinde 4857 Sa","Yasal koşulları oluşması halinde 4857 Sayılı İş Kanunu’nun 74.\nmaddesi hükümleri ile “Gebe veya Emziren Kadınların Çalıştırılma\nŞartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına Dair\nYönetmeliğin” ilgili hükümleri uygulanır.",{"bindId":128,"name":129,"text":130},"contractseverancepay","İşçilerin yürürlükteki yasal mevzuat uya","İşçilerin yürürlükteki yasal mevzuat uyarınca iş sözleşmelerinin\nkıdem tazminatı ödenmesini gerektiren hallerden birisi ile feshi halinde,\nişçiye her tam hizmet yılı için 30 günlük ücreti tutarında kıdem\ntazminatı ödenir. Ölüm hallerinde tazminat yasal mirasçılarına verilir,\niş kazası nedeni ile ölen işçinin kıdem tazminatı 45 günlük ücreti\ntutarıdır.\n\nİşçinin kıdem tazminatının hesaplanmasında yasa ve Toplu İş\nSözleşmesi hükümleri uygulanır.",{"bindId":132,"name":133,"text":134},"PAIDLEAV_trigger","1. Üyelerin kullanacakları yıllık ücretl","1. Üyelerin kullanacakları yıllık ücretli izin süreleri aşağıda\nbelirlenmiştir\n\na) Hizmet süresi 1 yıldan başlayarak 5 yıla kadar (5 yıl dahil)\nolanlara yılda 17 işgünü,\n\nb) Hizmet süresi 5 yıldan fazla 15 yıldan az olanlara yılda 23\nişgünü,\n\nc) Hizmet süresi 15 yıl (on beş yıl dahil) ve daha fazla olanlara yılda\n29 işgünü.\n\n2. Ancak; I. Dönem toplu iş sözleşmesinin imza altına alındığı\ntarihten sonra işveren bünyesinde çalışmaya başlayan sendika üyesi\nişçiler bakımından; 1 Ocak 2016 tarihinden başlayarak izin hakedenler\niçin yine 1 Ocak 2016 tarihi itibariyle 4857 sayılı İş Kanunu’nun 53\nncü maddesinde öngörülen yıllık izin sürelerinin birer gün\narttırılması suretiyle yıllık izin süreleri kullandırılır.\n\n3. II. Dönem Toplu İş Sözleşmesinin imza altına alındığı tarihten\nsonra işveren bünyesinde çalışmaya başlayan sendika üyesi işçilerin\nyıllık ücretli izin süreleri açısından ise 4857 No’lu İş\nKanunu’nun 53 ncü maddesinde belirtilen yasal izin süreleri\nuygulanacaktır.\n\n4. Yıllık ücretli izin günlerinin hesabında, izin süresine rastlayan\nUlusal Bayram, hafta tatili ve genel tatil günleri, izin süresinden\nsayılmaz. Ne varki hafta tatili 2 günden 1 güne indirilen işyerlerinde\nhalihazırda çalışmakta olan işçiler açısından yıllık ücretli izin\nsüresinin hesabında hafta tatili 2 gün olarak kabul edilir.\n\n5. Yıllık ücretli izin sırasında hastalanan üyenin Sağlık\nBakanlığı sağlık birimlerinden veya bu kurumca yetkili kılınmış\nhastane ve dispanser gibi yerlerden istirahat raporu alması halinde bu\nbelgedeki süreler yıllık ücretli izin süresinden mahsup edilemez. Ancak,\nişçi tarafından bu hususun mümkün olan en kısa sürede işverene\nbildirilmesi zorunludur.\n\n6. İşçinin hak kazandığı halde kullanamadığı yıllık izin\nsüresine ilişkin ücret alacağı iş sözleşmesinin işveren veya işçi\ntarafından feshedilmesi halinde sözleşmenin sona erdiği tarihteki ücreti\nüzerinden hesap edilerek işçiye ödenir.",{"bindId":136,"name":137,"text":138},"deathrelatives","b) Üyenin eş ve çocukları ile anne, baba","b) Üyenin eş ve çocukları ile anne, baba ve kardeşlerin ölümü\nhalinde 4 takvim günü, kayınvalide veya kayınpederinin ölümü halinde\nişçiye 2 takvim günü","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>TUR DHL LOJİSTİK HİZMETLERİ A.Ş - 2018\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2018-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2019-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratified by: → Diĝer\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratified on: → 2018-01-01\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Name industry: → Transport, logistics, communication\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Ulaşım, lojistik, iletişim\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Public\u002Fprivate sector: → Ozel sektorde\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Name company: → \n DHL LOJİSTİK HİZMETLERİ A.Ş\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Names trade unions: → \n\n \n \n \u003Cspan>\n TÜMTİS - TÜM TAŞIMA İŞÇİLERİ SENDİKASI\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n \n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Evet\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 \u003Cdiv id=\"display-funeralpayamount\">\n Minimum company contribution to funeral\u002Fburial expenses: → TRY 866.0\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Maternity paid leave: → -10 weeks\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n Maternity paid leave restricted to 100 % of basic wage\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Evet\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Paid leave per year in case of caring for relatives: → 7 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: → 4 days\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Trial period duration: → 60 days\n \u003C\u002Fdiv>\n \n \n\u003Cdiv id=\"display-severance_number\">\n Severance pay after 5 years of service (number of days' wages): → 150 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Severance pay after one year of service ((number of days' wages): → 30 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n \n\n \u003Cdiv id=\"display-hourspweek\">\n Working hours per week: → 45.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 17.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → -9.0 weeks\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-bankholidays2\">\n Paid bank holidays: → RamazanBayramı\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n \n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Paid leave for trade union activities: → 2.0 days\n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Wages determined by means of pay scales: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Wage increase: → 15.0 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2018-01\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n \u003Cdiv id=\"display-overtimeallowanceperc1\">\n Premium for overtime work: → 165 % of basic wage\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-mealvouchersamount\">\n → 18.0 per meal\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-legalassistance_trigger\">\n Free legal assistance: → Hayır\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[144],{"title":37,"slug":33},[146],{"type":147,"data":148},"call_to_action_body_block",{"title":149,"description":150,"variant":151,"link":152},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":149,"url":153,"description":149,"rel":154,"type":155},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[157],{"type":147,"data":158},{"title":149,"description":150,"variant":151,"link":159},{"title":149,"url":153,"description":149,"rel":154,"type":155},[],{"title":17,"seo_title":162,"description":7,"path":163,"redirect_url":7,"locale":18,"children":164},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[165,246,275],{"title":20,"seo_title":166,"description":7,"path":167,"redirect_url":7,"locale":18,"children":168},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[169,173,177,193,242],{"title":170,"seo_title":8,"description":7,"path":171,"redirect_url":7,"locale":18,"children":172},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":174,"seo_title":8,"description":7,"path":175,"redirect_url":7,"locale":18,"children":176},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":178,"seo_title":8,"description":7,"path":179,"redirect_url":7,"locale":18,"children":180},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[181,185,189],{"title":182,"seo_title":8,"description":7,"path":183,"redirect_url":7,"locale":18,"children":184},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":186,"seo_title":8,"description":7,"path":187,"redirect_url":7,"locale":18,"children":188},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":190,"seo_title":8,"description":7,"path":191,"redirect_url":7,"locale":18,"children":192},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":194,"seo_title":195,"description":7,"path":196,"redirect_url":7,"locale":18,"children":197},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[198,202,206,210,214,218,222,226,230,234,238],{"title":199,"seo_title":8,"description":7,"path":200,"redirect_url":7,"locale":18,"children":201},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":203,"seo_title":8,"description":7,"path":204,"redirect_url":7,"locale":18,"children":205},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":207,"seo_title":8,"description":7,"path":208,"redirect_url":7,"locale":18,"children":209},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":7,"locale":18,"children":213},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":18,"children":217},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":18,"children":221},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":18,"children":225},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":18,"children":229},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":18,"children":233},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":7,"locale":18,"children":237},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":239,"seo_title":8,"description":7,"path":240,"redirect_url":7,"locale":18,"children":241},"Sendikal 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