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İLE SOSYAL-İŞ SENDİKASI 01.01.2020 - 31.12.2022 ","EGAŞ ECZANE GEREÇLERİ A.Ş. İLE SOSYAL-İŞ SENDİKASI 01.01.2020 - 31.12.2022 - 2020","Turkey - EGAŞ ECZANE GEREÇLERİ A.Ş. İLE SOSYAL-İŞ SENDİKASI 01.01.2020 - 31.12.2022 - 2020","EGAŞ ECZANE GEREÇLERİ A.Ş. İLE SOSYAL-İŞ SENDİKASI 01.01.2020 - 31.12.2022 - 2020 - Manufacturing",{"name":41,"data":42},"egas_tis_2020.html","\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>egas_tis_2020\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>EGAŞ ECZANE GEREÇLERİ A.Ş.\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Ch1>SOSYAL-İŞ SENDİKASI ARASINDA BAĞITLANAN\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2020 - 31.12.2022 YÜRÜRLÜK SÜRELİ\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>5.DÖNEM\u003C\u002Fh1>\n\n\u003Ch1>İŞYERİ TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1 - TARAFLAR:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin İşveren tarafı, EGAŞ Eczane Gereçleri A.Ş\n(Huzur Mahallesi 1112. Cadde 1132. Sokak No:35 Öveçler-ANKARA), İşçi\ntarafı, üyeleri adına SOSYAL-İŞ Türkiye Sosyal Sigortalar, Eğitim,\nBüro, Ticaret, Kooperatif ve Güzel Sanatlar İşçileri Sendikası (Ziya\nGökalp Caddesi Gonca Apt. No:36\u002F16 Kızılay-ANKARAdır.)\u003C\u002Fp>\n\n\u003Ch3>MADDE 2 - TANIMLAR:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>a)İŞVEREN; EGAŞ Eczane Gereçleri A.Ş’yi,\u003C\u002Fp>\n\n\u003Cp>b)SENDİKA; (SOSYAL-İŞ) Türkiye Sosyal Sigortalar, Eğitim, Büro,\nTicaret, Kooperatif ve Güzel Sanatlar İşçileri Sendikası’nı,\u003C\u002Fp>\n\n\u003Cp>c)İŞYERİ; İşletme kapsamında olan işyerlerini ve eklentilerini,\u003C\u002Fp>\n\n\u003Cp>d)İŞÇİ; İşyerinde çalışan işçilerden Sosyal-İş üyesi\nbulunanları,\u003C\u002Fp>\n\n\u003Cp>e)TARAFLAR; İşveren ve Sendikayı,\u003C\u002Fp>\n\n\u003Cp>f)SÖZLEŞME; ekleri ile birlikte bu toplu iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>g)MEVZUAT; yasa, tüzük, yönetmeliği ifade eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3 - AMAÇ:\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin amacı; işverenin ve işçilerin hak ve menfaatlerini\ndengelemek, işçilerin insan onuruna yaraşır ve çağın gereklerine uygun\nbir yaşam düzeyine ulaşmalarını sağlamak, işyerinde verimliliği\nartırmak, işçilerin kendi yaptıkları işle ilgili karar alma sürecine\nkatılmalarını sağlamak ve yönetme yeteneklerini geliştirmek,\nişçi-işveren arasında doğabilecek uyuşmazlıkları karşılıklı iyi\nniyet ve güven ortamı içinde ve bu sözleşmede belirlenen yollarla\nçözümleyerek iş barışını egemen kılmaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>Taraflar; işçinin, üretimin temeli olduğunun bilinci içinde;\nuluslararası antlaşmalar ve sözleşmeler ile Uluslararası Çalışma\nÖrgütü'nün kararlarına dayalı \"Sendika Hakkı\", \"Toplu Sözleşme ve Grev\nHakkı\"nı sahiplenerek, bu temel hak ve özgürlükleri çağdaş ve\ndemokratik dünyadaki uygulamalarının öz ve düzeyine kavuşturmayı\namaçlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 4 SÖZLEŞMENİN KAPSAMI VE YARARLANMA:\u003C\u002Fh3>\n\n\u003Ch4>A - KAPSAM:\u003C\u002Fh4>\n\n\u003Cp>a)Yer itibariyle; Bu toplu iş sözleşmesi, EGAŞ Eczane Gereçleri A.Ş\nişyerini ve hizmet birimlerini kapsar.\u003C\u002Fp>\n\n\u003Cp>b)Şahıs İtibariyle; Bu sözleşme, EGAŞ Eczane Gereçleri A.Ş\nişyerinde çalışan ve Sosyal-İş Sendikasına üye bulunan işçileri\nkapsar.\u003C\u002Fp>\n\n\u003Ch4>B - SÖZLEŞMEDEN YARARLANMA:\u003C\u002Fh4>\n\n\u003Cp>a)Sendika Üyelerinin Yararlanmaları:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imzası tarihinde sendika üyesi bulunanlar, yürürlük\ntarihinden itibaren; imza tarihinden sonra üye olanlar, üyeliklerinin\nsendikaca işverene bildirildiği tarihten itibaren sözleşmeden\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\nhizmet akdi kıdem tazminatına hak kazandıracak bir neden ile sona eren üye\nişçiler ile ölen üye işçilerin varisleri, sözleşmenin sağladığı\ntüm hak ve yararlardan çalıştıkları süre oranında yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Sendika Üyesi Olmayanların Yararlanmaları:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olmayan ya da sendika üyeliğinden ayrılan veya\nçıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Toplu iş\nsözleşmesinin imzasından önceki talepler imza tarihi itibariyle hüküm\ndoğurur.\u003C\u002Fp>\n\n\u003Cp>c)Sözleşme Kapsamı Dışında Kalan Üst Düzey Yöneticinin\nYararlanması:\u003C\u002Fp>\n\n\u003Cp>Genel Müdür, Mesul Müdür, Muhasebe Müdürü, Satış Müdürü ile\nçalışan birer personel ile daha sonra istihdam edilecek personelden idari\nişlerden sorumlu bir personel için; toplu iş sözleşmesi hükümleri\nuygulanabileceği gibi toplu iş sözleşmesinin parasal hükümleri işverence\nistenildiği kadar arttırılarak uygulanabilir.\u003C\u002Fp>\n\n\u003Cp>d)Bu sözleşmeyle belirlenen ayni ve parasal haklar, bu bendin (a,b ve c)\nfıkraları dışında kalan işçilere uygulanmaz. Uygulandığı takdirde\ndurum sendikanın yazılı uyarısı üzerine bir ay içinde düzeltilemez ise,\naynı miktar sendikalı tüm işçilere de ek olarak uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5 - TARAFLARIN TEMSİLİ:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanmasında sendikayı, Genel Yönetim\nKurulu veya görevlendireceği kimseler ile sendika şubesi, İşvereni,\nYönetim Kurulu veya görevlendireceği kimseler temsil eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6 - SÖZLEŞMENİN HÜKMÜ:\u003C\u002Fh3>\n\n\u003Cp>a)Bu toplu iş sözleşmesinde aksi belirtilmedikçe, hizmet akitleri toplu\niş sözleşmesine aykırı olamaz. Hizmet akitlerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini, bu toplu iş sözleşmesindeki hükümler\nalır. Hizmet akdinde belirtilmeyen konularda bu toplu iş sözleşmesinin\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b)Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten önce\nişçilere sağlanan ve bu toplu iş sözleşmesinde değiştirici ya da yok\nedici hüküm bulunmayan işçi lehine hak ve menfaatler kazanılmış hak\nolarak aynen devam eder.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesi, mevzuat ile işçi yararına tanınmış ve\ntanınacak hakların uygulanmasına engel olamaz. Bu toplu iş sözleşmesinden\ndaha fazla hak sağlayan yasalar çıkarsa, bu sözleşme hükümlerinin yerini\nalır.\u003C\u002Fp>\n\n\u003Cp>d)Süresi sona eren toplu iş sözleşmesinin hizmet akdine ilişkin\nhükümleri, yenisi yürürlüğe girene kadar hizmet akdi hükmü olarak\ngeçerliliğini sürdürür.\u003C\u002Fp>\n\n\u003Cp>e)Sözleşmede belirtilmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 7 - SÖZLEŞMENİN YORUMU ve UYGULANMASI:\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin hükümleri, amaca aykırı yorumlanamaz. Sözleşme, gerek\nmaddelerinin açık anlamları ve gerekse özü ile bir bütündür; bölüm ve\nmadde başlıkları maddelerin anlamlarını tamamlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8 - TARAFLARIN DURUMUNDA DEĞİŞİKLİK:\u003C\u002Fh3>\n\n\u003Cp>Sözleşmeye taraf olan sendikanın kendini feshi, infisahı, çalışmadan\nyasaklı olması v.s. gibi durumlar ile sözleşmenin uygulandığı işletme,\nişyerleri ve eklentilerinde işverenin değişmesi, bu sözleşmenin\nuygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM TARAF İLİŞKİLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 9 - İŞVERENİN SORUMLULUKLARI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, bu sözleşme hükümlerini zamanında ve eksiksiz olarak\nuygulamak, işyerinde iş güvenliği ve işçi sağlığı bakımından\ngereken önlemleri almak, işçi hak ve alacaklarının zamanında ve\nnoksansız olarak ellerine geçmesini sağlamak, sendika ve işçilere karşı\ngerek mevzuat, gerekse bu sözleşmeden doğan yükümlülüklerini yerine\ngetirmekle görevlidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10 - SENDİKANIN SORUMLULUĞU:\u003C\u002Fh3>\n\n\u003Cp>Sendika, işçilerin temsilcisi olarak bu sözleşme ile kendisine yüklenen\ngörevleri en iyi şekilde yapar ve işçilerin haklı gördüğü\nşikâyetlerini ilgili mevzuat çerçevesinde işverenle görüşerek çözmeye\nçalışır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 11 - İŞYERİNDE SENDİKAL ÇALIŞMALAR:\u003C\u002Fh3>\n\n\u003Cp>Sendikanın genel yönetim kurulu üyeleri ya da görevlendireceği kişiler\nile şube yöneticileri, işveren veya yetkili kıldığı kişilerle önceden\nrandevulaşarak her zaman görüşebilirler. Yine bu kişiler, işveren veya\nyetkili kıldığı kişilerin onayı ile iş düzenini aksatmayacak şekilde\nişverenin göstereceği yerde işçilerle toplu görüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>İşçiler, Sendika Ana tüzüğü ve yönetmelikleri ile mevzuat\nhükümlerine uygun şekilde yapmış oldukları sendikal faaliyetlerinden\nötürü hiçbir ceza ve farklı uygulamaya tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 12 İŞYERİ SENDİKA TEMSİLCİLİĞİ:\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin uygulanmasını izlemek, işçilerle işveren arasındaki\nuygar ilişki ve iletişimi koruyarak doğabilecek uyuşmazlık ve\nşikâyetleri o işyerindeki yetkili işveren temsilcisi ile görüşerek\nçözümlemeye çalışmak ve mevzuattan doğan diğer görevleri yapmak\nüzere; sendikanın, işyerleri için yasada öngörülen sayıda belirleyip\nişverene bildirdiği her İşyeri Sendika Temsilcisinin sendikal\nçalışmaları yürütebilmeleri için haftada 3 saat ücretli izin hakları\nvardır.\u003C\u002Fp>\n\n\u003Cp>Temsilciler, bu izinlerini işverene haber vermek koşuluyla\nkullanırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 13 - SENDİKA TEMSİLCİLİK ODASI VE DUYURU PANOSU:\u003C\u002Fh3>\n\n\u003Cp>A)Sendika Temsilcilik Odası: İşveren; işyerinin fiziki koşullarının\nolanaklı olması durumunda işyeri sendika temsilcilerince kullanılmak üzere\nbir oda tahsis eder. Bu odada bir evrak dolabı, masa, sandalye v.s.\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>B)Sendika Duyuru Panosu: İşveren sendikal çalışmaların duyurulması ve\nsendikanın üyelere iletmek gereğini duyduğu haberler ile her türlü\nsendikal yazıların asılmasını sağlayacak duyuru panosu yaptırır ve\nişyerinde uygun yerlere asılmasını sağlar. Asılan tüm ilanların\nsorumluluğu sendikaya aittir. Bu panoya Anayasa ve yasalara aykırı duyuru\nkonamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 14 - SENDİKAL İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Sendika temsilcileri ve görevlileri ile genel kurul delegelerine, genel\nkurullara katılmaları için sendikanın en az 3 gün önceden bildirmesi\nhalinde, genel kurul çalışmaları ve gidiş-geliş için gerekli yol\nsüresince ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sendikanın işçiler ile ilgili düzenleyeceği eğitim, konferans ve\nbenzeri etkinlikler için sendikaca 3 gün önceden bildirilmesi koşulu ile\nsendika üyesi işçilere ücretli izin verilir. Sendikaca bildirilen\nisimlerden görevi gereği o tarihler için işyerinden ayrılamayacakların\nsendikaya işveren tarafından bildirilmeleri durumunda yerlerine başka\nişçiler çağrılır. Bir seferde sendikalı işçi sayısının %5’inden\nfazla sayıda üyenin topluca izin kullanması, işverenin onayına\nbağlıdır. Bu izinlerin bir kişi için yılda 12 günü geçmesi işverenin\nonayına bağlıdır. Sendika temsilcilerine ilişkin hususlar ilgili\nbaşlıkta açıklanmıştır. Genel Kurullar için bu oran aranmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 15 - SENDİKA ÜYELERİNİN VE SENDİKA ZORUNLU ORGANLARINDA GÖREV\nALANLAR İLE İŞYERİ SENDİKA TEMSİLCİLERİNİN GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>a)İşçinin işe alınması, sendikaya üye olması ya da sendika\nüyeliğini koruması veya sendika üyeliğinden ayrılması koşuluna bağlı\ntutulamaz. İşveren bu sözleşme hükümleri ile bağlı kalmak kaydı ile\nsendikaya üye olan işçiler ile sendika üyesi olmayan işçiler arasında\nsırf bu nedenle, işin sevk ve dağıtımında, işçinin mesleki ilerlemesine\nilişkin uygulamada herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, işyerinde çalışan sendika ya da sendika şubelerinin\nzorunlu organlarında görev alanlarla işyeri sendika temsilcilerinin sendikal\ngörevlerinin gereği yaptıkları çalışmalardan dolayı ve sebebi açık ve\nkesinlikle belirlenmeyen nedenlerle iş akitlerini bozamaz. 6356 sayılı\nyasanın ilgili hükümleri saklıdır. İşyeri sendika temsilcilerinin ve\nsendika yöneticilerinin işyerleri, sendikanın onayı olmaksızın\ndeğiştirilemez. Keza işleri kendilerinin onayı olmaksızın esaslı olarak\ndeğiştirilemez. Ancak, işyerinin veya bir bölümünün kapanması halinde,\no işyerinde veya kapanan bölümde çalışan temsilciler ve yöneticiler,\nbaşka işyerine nakledilebilirler.\u003C\u002Fp>\n\n\u003Cp>c)Sendika yöneticileri ve işyeri sendika temsilcileri hakkında 6356\nsayılı yasanın 23, 24 ve 25. maddeleri ve diğer mevzuat hükümlerinde yer\nalan güvenceler ayrıca uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16 - SENDİKAL ÖDENTİLER, ÇALIŞAN İŞÇİLERİN LİSTESİNİN\nVERİLMESİ VE YAYINLARIN GÖNDERİLMESİ:\u003C\u002Fh3>\n\n\u003Cp>a)İşveren, sendika ana tüzüğü hükümlerine uygun olarak, sendikaca\nbildirilecek üyelerinden talep ettiği aidatı yürürlük süresi itibariyle,\ndayanışma aidatını ise talep tarihi itibariyle keserek, sendikaca\ngösterilen banka hesabına her ay işçi ücretlerinin ödendiği günü\nizleyen en geç 10 iş günü içerisinde sendika hesabına yatırır. Kesinti\nlistesinin gönderilmemesi veya eksik kesinti yapılmasının sorumluluğu\nişverene aittir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, işyerinde çalışan tüm işçilerin isimlerini mevcut\nbelgelere dayanarak işveren veya vekilince onaylanmış olarak, sözleşmenin\nbağıtlanması tarihinden itibaren 15 gün içinde sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, mevcut işçilerden ölen, emekli olan veya kendi isteği ile\nişten ayrılanlar ile işe yeni giren işçilerin isimlerini aidat kesinti\nlistesinde her ay sendikaya bildirir.\u003C\u002Fp>\n\n\u003Cp>d)İşveren, işçilerle ilgili yayınlayacağı sirküler ve genelgelerin\nbir nüshasını en geç bir hafta içinde sendikaya gönderir ve bir\nnüshasını sendika temsilcisine verir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 17 - ŞİKÂYET VE UYUŞMAZLIK:\u003C\u002Fh3>\n\n\u003Cp>İşçiler bireysel ve bu sözleşmeden doğan şikâyetlerini yazılı\nolarak işyeri sendika temsilcisine yaparlar. İşyeri sendika temsilcisi\nduruma göre işçinin ilk amiri ya da işveren vekiliyle görüşerek sorunu\nçözümlemeye çalışır. Genellik gösteren ve bu sözleşmenin\nuygulanmasından doğan aksaklıkların çözümünde de aynı yol izlenir.\nÇözülemeyen konular, temsilci tarafından yazılı olarak İŞYERİ\nKURULU’ na ve sendikaya intikal ettirilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18- İŞYERİ KURULU:\u003C\u002Fh3>\n\n\u003Cp>İşyerinde işçilerin disiplin uygulamaları ile iş akitlerinin sona\nerdirilmesini görüşmek, işin verimliliği için gerekli düzenlemeleri\nyapmak, iş ve işyeri değişikliklerini kararlaştırmak, Disiplin Kurulu,\nİzin Kurulu, İşçi Sağlığı ve İş Güvenliği Kurulu olarak görev\nyapmak ve TİS’nin uygulama ve yorumundan kaynaklanan uyuşmazlıkları\ngörüşüp kotarmak üzere aşağıdaki koşullarla işyerinde bir İşyeri\nKurulu oluşturulur.\u003C\u002Fp>\n\n\u003Ch4>A)Kuruluşu: \u003C\u002Fh4>\n\n\u003Cp>Kurul, tarafların belirleyeceği 2 asıl 2 yedek üyeden oluşur. Asıl ve\nyedek üyeler, sözleşmenin imzası tarihinden itibaren en geç 15 gün\niçinde bildirilir. Kurul başkanlığını işveren tarafı yürütür.\u003C\u002Fp>\n\n\u003Ch4>B)Görev ve Yetkileri:\u003C\u002Fh4>\n\n\u003Cp>Kurul;\u003C\u002Fp>\n\n\u003Cp>a)İşçilerin, iş disiplini ile bağdaşmayan fiillerini Disiplin Kurulu\nsıfatı ile görüşerek, bu suça uygun bulacağı cezayı verir. Disiplin\nKurulu kararı olmadan işçiye ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>b)Sözleşmenin uygulamasından doğan ve sendika ya da işverence kurula\ngetirilen uyuşmazlık konularını karara bağlar.\u003C\u002Fp>\n\n\u003Cp>c)İş akitlerinin tazminatlı ve tazminatsız sona erdirilmesini karara\nbağlar.\u003C\u002Fp>\n\n\u003Ch4>C)Çalışma Yöntemi:\u003C\u002Fh4>\n\n\u003Cp>a)Toplantı istemi toplantı isteyen tarafça kurul başkanına yazılı\nolarak yapılır. Kurul başkanı, istemden itibaren en geç 10 işgünü\niçerisinde gerekli çağrıyı yaparak kurulu toplar. Tarafların mazeret\nbildirmeleri halinde kurul toplantı tarihi mutabık kalınan başka bir günde\nyapılır. Kurul her durumda en az salt çoğunlukla toplanır. Kurulun\nsekretaryası, ilk toplantısında belirleyeceği yöntem ve kişilerce\nyürütülür.\u003C\u002Fp>\n\n\u003Cp>b)Kurul kararlarını ilke olarak oybirliği ile alır. İlk toplantıda\nkarar alınamadığı takdirde, ikinci toplantı en geç 7 işgünü\niçerisinde yapılır. Yapılan bu ikinci toplantıda da oyların eşitliği\nhalinde başkanın oyu iki sayılır. Kararlar gerekçeli olarak yazılarak\nkurul üyelerince imzalanır ve ilgili işçi ile sendikaya ve işverene\ntebliğ edilir. Oyların eşitliği sonucu başkanın iki oyu ile alınan\nkararlarda tarafların görüşleri tutanak haline getirilerek tüm kurul\nüyelerince imzalanır ve ilgili işçi ile sendikaya ve işverene tebliğ\nedilir.\u003C\u002Fp>\n\n\u003Cp>c)Kurulun, (B) bendinin (b) fıkrası uyarınca alacağı kararlarda\ntarafların mutabakatı şarttır. Mutabakat sağlanmış konularda sorun\nçözümlenmiş sayılır. Mutabakat sağlanamayan konularda tarafların yargı\nyoluna başvurma hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 19 - IŞ GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>İşletmenin bütününde bir defada çalışan işçi sayısının %20’si\noranında işçi çıkarma toplu işçi çıkarma sayılır ve bu madde\nhükmüne tabi tutulur. Sendikanın zorunlu organlarında görev yapan\nyöneticileri ile işyeri sendika temsilcileri toplu işten çıkarmaya tabi\ntutulamaz. Toplu işten çıkarmalarda ceza durumları göz önüne alınmaz.\nToplu işçi işlemi yapıldıktan sonra 1 ay geçmedikçe yeni toplu işçi\nçıkarma yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Kapasitesi daraltılan veya kapatılan işyeri veya bölümündeki asıl ve\nsürekli işlerde geçici işçi çalıştırılamaz. Taşeron eliyle iş\ngördürülemez.\u003C\u002Fp>\n\n\u003Cp>İşyerinin ekonomik ya da teknolojik durumu; işin, işyerinin gerekleri\nbakımından zorunluluk olmadıkça toplu işçi çıkartılamaz. Kanun ve\nyönetmeliklere göre kurulmuş birim ve servislerin yasal değişiklikler\nnedeniyle kapanması durumunda da toplu işçi çıkarma hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İşçi çıkarmanın zorunlu olduğu hallerde işveren, işçi çıkarma\nnedenleri ve çıkarılacak işçi sayısını, İşyeri Kuruluna intikal\nettirir ve taraf işçi sendikasına bildirir.\u003C\u002Fp>\n\n\u003Cp>Kurul sorunu görüşür, başka çözüm olanakları bulunup\nbulunmadığını araştırır.\u003C\u002Fp>\n\n\u003Cp>Sorunu çözmeye elverişli ve işletme gereklerine uygun bir yol bulunamaz\nise, işten çıkarma esaslarını, çıkarılacak işçi sayısı, işten\nçıkarma tarihi ile ünitelere dağılımını karara bağlarlar.\u003C\u002Fp>\n\n\u003Cp>Bu halde sırası ile aşağıdaki şekilde işleme tabi tutulurlar.\u003C\u002Fp>\n\n\u003Cp>1)Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>2)Sendika üyesi bulunmayanlar,\u003C\u002Fp>\n\n\u003Cp>3)Deneme süresi içinde olanlar,\u003C\u002Fp>\n\n\u003Cp>4)Bir Sosyal Güvenlik Kuruluşundan emekli olanlar,\u003C\u002Fp>\n\n\u003Cp>5)İşe son giren işçiler,\u003C\u002Fp>\n\n\u003Cp>6)Emekliliğini hak kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>7)Aynı durumda olanlar arasında son giren ilk çıkar,\u003C\u002Fp>\n\n\u003Cp>8)Eşlerden ikisi de aynı işyerinde çalışıyorsa yalnız birisi işten\nçıkarılır.\u003C\u002Fp>\n\n\u003Cp>Emekliliğine 2 yıldan az kalmış olan işçiler için işten çıkarma\nkararı disiplin suçları hariç yukarıdaki gerekçelerle de olsa\nuygulanamaz. Yukarıda yazılı sırayla toplu işten çıkarılanların\nyeniden işe alınmalarında son işten çıkarılan önce işe alınır\nkuralına uyulur. Toplu çıkarmadan sonra altı ay içinde yeniden işçi alma\ndurumu doğarsa işten çıkarılanlara taahhütlü olarak davetiye\ngönderilir. Bildirim gününden başlayarak 30 gün içinde başvuran işçiye\nvasfına uygun bir iş verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 20 - YENİ İŞ ARAMA İZNİ:\u003C\u002Fh3>\n\n\u003Cp>Gerek işçinin gerekse işverenin bildirimli olarak hizmet akdini\nfeshettiği durumlarda, işveren işçiye bildirim önelleri sırasında ve\nçalışma saatleri içinde, günde 2 saat yeni iş arama izni verir. İşçi\nisterse, işten ayrılacağı günden önceki günlere rastlatmak kaydıyla,\niş arama iznini topluca kullanabilir.\u003C\u002Fp>\n\n\u003Ch2>3.BOLUM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI VE İŞ AKDİNE İLİŞKİN HÜKÜMLER \u003C\u002Fh2>\n\n\u003Ch3>MADDE 21 - İŞE ALMA:\u003C\u002Fh3>\n\n\u003Cp>İşveren işe alacağı işçilerin, görevin gerektirdiği niteliklere\nsahip olup olmadıklarını kendi mevzuatına göre tespit eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 22 - DENEME SÜRESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Taraflarca iş sözleşmesine bir deneme kaydı konulduğunda, bunun süresi\n2 ay olabilir. Deneme süresi içinde taraflar iş sözleşmesini bildirim\nsüresine gerek olmaksızın ve tazminatsız feshedebilir. İşçinin\nçalıştığı günler için ücret ve diğer hakları saklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 23 - İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh3>\n\n\u003Cp>a)Yetkili sağlık kurulunca işçilere branşı ile ilgili başhekim\nonaylı “işini yapamaz” raporu verilmesi halinde, işçinin yeni görev\nyeri işveren tarafından belirlenir.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin görev yeri, işinin niteliği ve ücretinde bir düşürme\nyapılmaksızın işverenlikçe geçici olarak değiştirilebilir. Geçici\nsüreli iş değişiklikleri yılda toplam bir ayı geçemez. Aksi uygulama\niçin işçinin rızası şarttır. Daimi süreli iş değişikliklerinde\nişçinin onayının olması şarttır. Bu değişiklikler Sendikaya, 10\nişgünü içerisinde gerekçesi ile yazılı olarak bildirilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE 24 - HAFTALIK VE GÜNLÜK ÇALIŞMA SURESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>İşyerinde normal çalışma süresi hafta içi günlük 9 saat ve\nhaftalık 45 saattir. Günlük çalışma süresinin ortalama bir zamanında 1\nsaat yemek molası ve yeteri kadar ara dinlenmesi verilir. Yemek süresi\nçalışma saati hesabına dahil edilmez.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE 25 - GECE ÇALIŞMASI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İş hayatında gece saat 20.00’de başlayarak sabah saat 06.00’ya kadar\ngeçen ve her halde 11 saat süren gün dönemi, gece süresidir.\u003C\u002Fp>\n\n\u003Cp>a)İşçilerin gece çalışmaları günlük 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>b)Gece süresinde normal çalışma saatleri dışında yapılan\nçalışmalar, fazla çalışma saatleri hükümlerine tabiidir. Gece yapılan\nfazla çalışma saat ücreti, normal çalışma ücretinin %10 fazlasıdır.\nFazla çalışma izinle takas edilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 26- İŞ SÜRESİNDEN SAYILAN DURUMLAR:\u003C\u002Fh3>\n\n\u003Cp>Aşağıda belirtilen süreler, fiilen çalışılmamış dahi olsa,\nçalışılmış gibi iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşyerinde ya da dışında işverenden iş beklemekle geçen\nsüreler,\u003C\u002Fp>\n\n\u003Cp>b)İşçilerin işveren tarafından, işyerlerinden başka bir yerde\nçalıştırılmak üzere gönderilmeleri halinde yolda geçen süreler,\u003C\u002Fp>\n\n\u003Cp>c)İşçinin, işinde ve her an iş görmeye hazır bir halde bulunmakla\nberaber çalıştırılmaksızın ve çıkacak işi bekleyerek boşta\ngeçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>d)Hastalanan işçinin muayene ve tedavi için gidip gelmelerinde veya\nvizitede geçirdikleri zamana ilişkin süreler,\u003C\u002Fp>\n\n\u003Cp>e)4857 sayılı yasanın 66. maddesinde yer alan diğer durumlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 27 - ÇALIŞILMIŞ GİBİ SAYILAN DURUMLAR:\u003C\u002Fh3>\n\n\u003Cp>Aşağıda belirtilen süreler, yıllık ücretli izin hakkının hesabında\nve işyerindeki kıdem tazminatına esas bakımından çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşçinin uğradığı kaza ya da yakalandığı hastalıktan ötürü\nişine gelemediği günler,\u003C\u002Fp>\n\n\u003Cp>b)Kadın işçilerin bu sözleşmeye göre belirlenmiş doğumdan önce ve\ndoğumdan sonra çalıştırılmadıkları günler (Ancak doğumdan sonraki\nücretli izin süresini izleyen 6 aya kadar verilecek ücretsiz izin süresi,\nyıllık ücretli izin ve kıdem tazminatı hakkının hesabında dikkate\nalınmaz.),\u003C\u002Fp>\n\n\u003Cp>c)İşçinin muvazzaf askerlik hizmeti dışında manevra ya da her hangi\nbir yasadan dolayı görevlendirilmesi sonucu yılda 90 günden fazlasını\naşmayacak şekilde işine gidemediği günler,\u003C\u002Fp>\n\n\u003Cp>d)Hafta tatili, ulusal bayram, genel tatil günleri ve yıllık ücretli\nizin süreleri,\u003C\u002Fp>\n\n\u003Cp>e)İşveren tarafından işçiye verilen diğer izinler,\u003C\u002Fp>\n\n\u003Cp>f)4857 sayılı yasanın 55. maddesinde yer alan durumlar.\u003C\u002Fp>\n\n\u003Cp>e)İşveren tarafından işçiye verilen diğer izinler,\u003C\u002Fp>\n\n\u003Cp>f)4857 sayılı yasanın 55. maddesinde yer alan durumlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 28 - ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI:\u003C\u002Fh3>\n\n\u003Cp>a)Muvazzaf askerlik hizmeti dışında talim, manevra ve sivil savunma\neğitimlerine ilgili makamlarca çağrılan işçilerin, bu görevlerde geçen\nsüreleri kıdemden sayılır. Bu görevlere çağrılan işçilere,\ndönüşünde işbaşı yaptırılır.\u003C\u002Fp>\n\n\u003Cp>b)Süresi belirsiz hizmet akdi ile çalışan işçilerden, muvazzaf\naskerlik görevini yapmak için işyerinden ayrılan işçi, terhisi izleyen 2\n(iki) ay içinde işyerine başvurması ve ihtiyaç duyulması halinde,\nemsallerine ve kıdemine uygun bir ücretle eski işine veya eski işine uygun\nbir işe alınır. Bu durumda 1(bir) ay içinde işe başlamayan işçi bu\nhakkını kullanamaz. Bu süre içerisinde işe dönmek için başvurup\nişlerine başlatılmayan işçilere 4 (dört) aylık ücretleri tutarında\ntazminat ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 29 - GÖZETİM ALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLAMA:\u003C\u002Fh3>\n\n\u003Cp>Gözetim Altına Alınma, Tutukluluk ve Mahkûmiyet Halinde Fesih ve Tekrar\nİşe Başlama ile ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 30 - ENGELLİ İŞÇİ ÇALIŞTIRILMASI:\u003C\u002Fh3>\n\n\u003Cp>Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerinde çalışmakta iken iş kazası sebebi ile çalışmakta\nolduğu işini fiilen yapamayacak durumda olan işçiyi, işveren durumuna\nuygun yeni bir işte çalıştırır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan engelli işçiler Engelliler Haftası’nın ilk\ngünü olan 10 Mayıs ve 3 Aralık Dünya Engelliler günü tarihlerinde idari\nizinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Olumsuz hava şartları sebebiyle iş gelişinde ve çıkışında zorluk\nyaşaması muhtemel olan engelli personele gerekli kolaylık sağlanır.\nİşyerinde çalışan engelli işçiler, kamu çalışanı engellilere verilen\ntüm idari izinlerden aynı şekilde yararlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>MADDE 31 - ANALIK DURUMU:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Kadın işçilere doğumdan önce 8 ve doğumdan sonra 8 hafta yasal doğum\nizin sürelerine ilaveten doğumdan sonra 2 hafta ücretli doğum izni\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, bu süreler işçinin sağlık durumuna ve işin özelliğine göre\ndoğumdan önce ve sonra, gerekirse hekim raporuna göre artırılabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin talep etmesi halinde 6 aya kadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>Analık haline ilişkin diğer konularda 4857 sayılı İş Yasası’nın\n74’üncü maddesi hükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 32 - FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>a)Günlük ve haftalık iş süresinin üstünde yaptırılan her türlü\nçalışma fazla çalışmadır.\u003C\u002Fp>\n\n\u003Cp>b)İşçiye rızası alınmak koşuluyla günlük 3 saatte kadar fazla\nçalışma yaptırılabilir.\u003C\u002Fp>\n\n\u003Cp>c)Hafta tatili, genel tatil ve ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine fazla çalışma yapılabilir.\u003C\u002Fp>\n\n\u003Cp>d)Bir günde yapılan fazla çalışmanın süresi yarım saatten fazla\nolursa, ücreti 1 saate tamamlanarak ödenir. Yarım saatten az olan kısımlar\niçin çalışılan süre kadar ödeme yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>e)Fazla çalışmalarda saat ücreti, işçinin o günkü saat ücretinin\n%50 zamlı tutarıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 33 - İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A)Yıllık Ücretli İzin:\u003C\u002Fh4>\n\n\u003Cp>İşyerine girdiği günde başlayarak deneme süresi de içinde olmak\nüzere en az bir yıl çalışmış olan işçinin yıllık ücretli izin\nhakkı vardır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Hizmet Süresi1-5 yıl (dâhil) olanlara, 17 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet Süresi5-10 yıl (dâhil) olanlara, 23 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmet Süresi 10-15 yıl (dâhil) olanlara, 25 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmet Süresi 15 yıldan fazla olanlara, 28 işgünü, \u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>a)Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan,\nbu sözleşme ile belirlenmiş ücretli izinler, hafta tatili, ulusal bayram,\ngenel tatil ve sosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu\nraporuyla belirlenmiş istirahat günleri, izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b)Sözleşme kapsamına giren işyerlerinde çalışan işçilerin yıllık\nücretli izinleri işveren tarafından düzenlenir.\u003C\u002Fp>\n\n\u003Cp>c)Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü\nhalinde yasal mirasçılarına, hak edipte de kullanmadığı izninin ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>d)İşveren tarafından yıl içinde verilmiş bulunan başka ücretli ve\nücretsiz izinler veya dinlenme, hastalık izinleri, yıllık izninden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cp>e)İşveren, işçilerin yıllık ücretli izinlerinin bir bölümünü 10\ngünden az olmamak koşulu ile parçalı olarak kullandırabilir.\u003C\u002Fp>\n\n\u003Cp>f)Yıllık izne ayrılan işçiye, izin süresinin ücreti, izne\nçıkmasından önce ödenir.\u003C\u002Fp>\n\n\u003Cp>g)Yıllık izin hakkını elde edememiş işçiye talebi halinde, bir\nsonraki dönem izninden mahsup edilmek üzere 5(beş) işgünü ücretli izin\nverilir. Yılını doldurmayıp izin alan personel için iş akdi fesih durumu\nolması halinde avans olarak kullandırılan izinler işçi alacaklarından\nmahsup edilir.\u003C\u002Fp>\n\n\u003Ch4>B)Diğer Sosyal İzinler:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>1.İşçinin evlenmesi halinde 6 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>2.İşçinin eşinin ve işçinin veya eşinin ana, baba, kardeşinin\nölümünde 6 işgünü ve çocuğunun ölümünde 9 işgünü, işçinin veya\neşinin anneanne, babaanne, dede, hala, amca, teyze, dayı ve çocuklarının\nölümünde 1 işgünü, cenazenin il dışında olması durumunda 1 gün ilave\nücretli yol izni verilir. Bu izinler vefat gününden başlamak kaydıyla\nkullanılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3.Üyenin 3 yaşından küçük çocuğu evlat edinmesi veya karısının\ndoğum yapması halinde 6 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.İşçinin çocuğunu evlendirmesi halinde 3 işgünü, sünnet ettirmesi\nhalinde 1 işgünü,\u003C\u002Fp>\n\n\u003Cp>5.İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, sağlık kurulu raporuna dayalı\nolarak ve çalışan ebeveynden sadece biri tarafından kullanılması\nkaydıyla, bir yıl içinde toptan veya bölümler halinde on güne kadar\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>6.Yılda bir kez olmak üzere işçinin evini taşıması halinde 2\nişgünü,\u003C\u002Fp>\n\n\u003Cp>7.Üyenin veya eşinin ikamet ettiği ya da mülkiyetinde olan; anne ve\nbabasının ikametgâhında olan gayrimenkulün, yangın, sel, deprem ve diğer\ndoğal afetlere uğraması nedeniyle tahribatın durumuna göre 10 güne kadar\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki izinler, izin sebebi olan olayı kapsayacak şekilde verilir. Bu\nizinler istendiğinde, olayın işçi tarafından belgelenmesi zorunludur.\nBelgelenmeyen olaylarda, işçi özürsüz olarak işe gelmemiş sayılır.\u003C\u002Fp>\n\n\u003Ch4>C)Emzirme İzni:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>İşveren doğum yapmış işçiye yasal sınırları içinde, doğum\ntarihinden itibaren 1 yıl süreyle günde iki saat emzirme izni vermeyi kabul\neder. İşçi isterse bu iznini sabah geç gelmek, akşam paydos saatinden\nönce çıkmak suretiyle kullanabilir. Bu süre günlük çalışma süresinden\nsayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>D)Öğrenim İzni:\u003C\u002Fh4>\n\n\u003Cp>Çalışarak okuyan (lisans, yüksek lisans ve doktora eğitimi de dâhil\nolmak üzere) öğrenci üyelerin çalışma saatleri, okudukları okulların\nkoşullarına göre işi aksatmayacak şekilde işverence uygun görüldüğü\ntakdirde belirlenir. Sınav süresince, sınav saati ve yol süresi için\nüyelere ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık ücretli izne mahsup edilemez ve mazeret izni\nsayılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE 34 - HAFTA TATİLİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>Hafta tatili Cumartesi ve Pazar günleridir.\u003C\u002Fp>\n\n\u003Cp>Hafta tatilinde çalıştırılan işçinin ücreti yasanın belirlediği\noranda ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>MADDE 35 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Ch4>A- Ulusal Bayram:\u003C\u002Fh4>\n\n\u003Cp>Ulusal Bayram 29 Ekim günüdür. 28 Ekim saat 13.00’den itibaren başlar\nve 29 Ekim gününü kapsar.\u003C\u002Fp>\n\n\u003Ch4>B- Genel Tatil Günleri:\u003C\u002Fh4>\n\n\u003Cp>Aşağıda sayılan günler tatil günleridir.\u003C\u002Fp>\n\n\u003Cp>1.Resmi Bayram Günleri\u003C\u002Fp>\n\n\u003Cp>a)23 Nisan Ulusal Egemenlik ve Çocuk Bayramı,\u003C\u002Fp>\n\n\u003Cp>b)1 Mayıs Emek ve Dayanışma Günü tatilidir.\u003C\u002Fp>\n\n\u003Cp>c)19 Mayıs günü Atatürk’ü Anma Gençlik ve Spor Bayramı,\u003C\u002Fp>\n\n\u003Cp>d)15 Temmuz günü Demokrasi ve Milli Birlik Günü,\u003C\u002Fp>\n\n\u003Cp>e)30 Ağustos Zafer Bayramı’dır.\u003C\u002Fp>\n\n\u003Cp>2.Dini Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a)Ramazan Bayramı: Arife günü saat 13.00’den itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>b)Kurban Bayramı: Arife günü saat 13.00’den itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Cp>3.1 Ocak günü yılbaşı tatilidir. 31 Aralık günü saat 16.00’ta\nbaşlar ve 1 Ocak gününü kapsar.\u003C\u002Fp>\n\n\u003Cp>4.8 Mart Dünya Emekçi Kadınlar günüdür. 8 Mart günü işleri\naksatmamak koşuluyla ve işverenin uygun görmesi halinde, etkinliklere\nkatılacak işçiler ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Ch4>C- Tatil Ücretleri:\u003C\u002Fh4>\n\n\u003Cp>Ulusal bayram ve genel tatil günleri çalıştırılan işçinin günlük\nücreti (tatil ücreti dâhil) 3 yevmiye tutarındadır. İşçinin fazla\nçalışmaya ilişkin hakları saklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 36 - BİLDİRİM ÖNELLERİ VE İŞ AKİTLERİNİN FESHİ:\u003C\u002Fh3>\n\n\u003Cp>1)İş akitlerinin bildirimli feshinde karşı tarafa yazılı olarak\nbildirmek koşuluyla;\u003C\u002Fp>\n\n\u003Cp>a)İşi 6 aydan az sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak (2) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b)İşi 6 ay ile 1,5 yıl sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak (4) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c)İşi 1,5 yıl ile 3 yıl sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak (7) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d)İşi 3 yıl ve daha fazla sürmüş işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak (9) hafta sonra, feshedilmiş olur.\u003C\u002Fp>\n\n\u003Cp>2)İşçi, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde, bildirim önelleri içerisinde tüm haklarından yararlanır.\u003C\u002Fp>\n\n\u003Cp>3)Bildirim koşuluna uymayan taraf, yukarıda yazılı önelleri ilişkin\nücreti tutarında ihbar tazminatı öder.\u003C\u002Fp>\n\n\u003Cp>4)İşçinin bildirim önellerine ait ücreti peşin verilmek suretiyle de\nhizmet akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 37- KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Kıdem tazminatı, 4857 sayılı yasanın Geçici 6. maddesi gereğince,\n1475 sayılı İş Kanunu hükümleri çerçevesinde kıdem tazminatına hak\nkazanan üyeye her kıdem yılı için 31 günlük yevmiyesi üzerinden\nhesaplanarak ödenir. İşçinin ölümü halinde bu ödeme her yıl için 50\ngün üzerinden hak sahiplerine yapılır. Her durumda kıdem tazminatı,\nkıdem tazminatı tavanını aşamaz.\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>PARASAL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 38 - ÜCRETİN TANIMI, ÖDEME ZAMANI VE BİÇİMİ:\u003C\u002Fh3>\n\n\u003Cp>İşçilerin ücreti her ayın son işgünü, banka hesaplarına\nyatırılmak üzere ödenir. İşveren, aylık ödeme dönemine ilişkin\nhakediş ve kesintileri gösteren bir ücret pusulasını işçilere verir.\u003C\u002Fp>\n\n\u003Cp>İşçilere istemleri halinde her ayın 15-20’nci günü aylık net\nücretlerinin 1\u002F2’si oranında ücret avansı verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 39 - İŞ GRUPLAMASI VE AYLIK GRUP TABAN ÜCRETLERİ:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>İşyerinde yapılan işlerle ilgili olarak iş gruplandırması ve aylık\ngrup net taban ücretleri aşağıdaki gibi belirlenmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRUPLAR\u003C\u002Ftd>\n      \u003Ctd>TABAN ÜCRET (NET)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1) Muhasebe\u003C\u002Ftd>\n      \u003Ctd>2.500,00 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2) Satış ve Pazarlama\u003C\u002Ftd>\n      \u003Ctd>2.400,00 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3) Depo ve Sevkiyat\u003C\u002Ftd>\n      \u003Ctd>2.350,00 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ücreti taban ücretten daha yüksek olan sendika üyesi işçilerin mevcut\nücretleri kendi taban ücreti olarak kabul edilir. Sözleşmenin imza\ntarihinden sonra işe yeni giren işçilerin aylık net ücretleri, yukarıda\nbelirlenen taban ücretten az, emsal görevde ve unvanda olan işçinin\nücretinden fazla olamaz. Birinci yıl ücret zammı uygulandıktan sonra,\nücreti taban ücretin altında kalan işçilerin maaşları belirlenen taban\nücretlerine yükseltilir.\u003C\u002Fp>\n\n\u003Cp>Grup taban ücretleri bu sözleşme ile belirlenen ücret zammı oranında\narttırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 40 - ÜCRET ZAMMI:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>1)Birinci Yıl Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 31.12.2019 tarihinde almakta oldukları aylık\nnet ücretlerine 01.01.2020 tarihinden itibaren, TÜİK tarafından açıklanan\nyıllık TÜFE oranında zam uygulandıktan sonra % 2 iyileştirme\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2)ikinci Yıl Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 31.12.2020 tarihinde almakta oldukları net\nücretlerine 01.01.2021 tarihinden itibaren TÜİK tarafından açıklanan\nyıllık TÜFE oranında zam uygulandıktan sonra % 2 iyileştirme\nyapılır.\u003C\u002Fp>\n\n\u003Ch4>3)Üçüncü Yıl Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 31.12.2021 tarihinde almakta oldukları net\nücretlerine 01.01.2022 tarihinden itibaren TÜİK tarafından açıklanan\nyıllık TÜFE oranında zam uygulandıktan sonra % 2 iyileştirme\nyapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 41 - PRİM:\u003C\u002Fh3>\n\n\u003Cp>İşveren tarafından satış personeli olarak görev alan sendika üyesi\nişçilere, 01.01.2020 tarihinden geçerli olmak üzere, her ay bu toplu iş\nsözleşmesinin ekinde bulunan “Prim Tablosundaki kriterler oranında satış\nprimi ödenir. 31.12.2019 tarihi itibariyle işyerinde uygulanmakta olan Prim\nkotalarına 01.01.2020 tarihinden geçerli olmak üzere %10 zam yapılır.\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından, satış personelleri dışındaki sendika üyesi\nişçilerden EGAŞ merkez hizmet binasında ürün temin, depolama, hazırlık,\ntamamlama, temizlik, dağıtım birimlerinin her kademesinde çalışan\nişçilere ödenecek prim; toplu iş sözleşmesi ekinde bulunan prim\ntablosundaki tahsilat kota rakamlarının tutması halinde, işletme adına\ngerçekleştirilen KDV hariç aylık tahsilat toplamının %0,75’i\nhesaplanıp, çıkan rakam satış personelleri dışındaki işçilerin\npuantaj toplamına bölünerek bu suretle bulunan tutar ilgili işçinin o ay\nçalıştığı gün sayısıyla çarpılarak belirlenir.\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesinin ekinde bulunan “Prim Tablosu” nda\nbelirtilen kota rakamları sözleşmenin 2. ve 3.yılında % 10 oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 42 - SOSYAL ÖDEMELER:\u003C\u002Fh3>\n\n\u003Cp>İşçilerin sosyal, kültürel, barınma ve beslenme gibi ihtiyaçlarına\ndestek olunmak üzere aşağıda belirlenen esas ve miktarlarda sosyal\nödemeler yapılır. Aşağıda belirlenmiş olan bu ödemeler sözleşmenin\nikinci yılında ücrete gelen zam oranında artırılır.\u003C\u002Fp>\n\n\u003Ch4>1)Yemek Ödemesi:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilere 3 kaptan aşağı olmamak üzere günde bir\nöğün yemek verilir. Yemek listesinin hazırlanmasında İşyeri Sendika\nTemsilcilerinin görüşü alınır. Günlük mesai saatini 2 saat ve daha\nfazla aşan fazla çalışmalarda işçilerin yemek ihtiyacı işverence\nayrıca karşılanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Yemek verilemediği ya da iş gereği işyerinde verilen yemekten\nyararlanamayanlara veya hekim raporu nedeni ile yemek yiyemeyen sendika üyesi\nişçilere günlük net 27,00 TL yemek ödemesi verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch4>2)Ulaşım Ödemesi:\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>İşveren sendika üyesi işçilere işe gidiş gelişlerinin sağlanması\namacıyla servis tahsis eder. Servis tahsis edilemediği durumda işçilere,\nikametgâh durumu ve kullandığı araç sayısına göre her ay otobüs bileti\nkarşılığı ücret nakden ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>3)Çocuk Ödemesi:\u003C\u002Fh4>\n\n\u003Cp>Sendikalı işçilere her ay çocuk başına 657 sayılı Devlet Memurları\nKanununa göre belirlenen miktarda çocuk yardımı yapılır. Ana-baba aynı\nişyerinde çalışıyorsa çocuk yardımı birisine verilir. Evlenen, 18\nyaşını dolduran çocuklara yardım yapılmaz. Ancak yükseköğrenim\nyapmakta olan çocuklar için 25 yaşını geçmemek üzere öğrenimleri\nbitinceye kadar bu yardım sürdürülür.\u003C\u002Fp>\n\n\u003Ch4>4)Bayram ve Yılbaşı Ödemesi:\u003C\u002Fh4>\n\n\u003Cp>a)Sendika üyesi işçilere her yıl Ramazan ve Kurban bayramlarından bir\nhafta önce ödenmekte olan bayram ödemeleri sözleşmenin birinci yılı\niçin net 1.000,00 TL (1.000x2) olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Sendika üyesi işçilere her yıl Aralık ayında ödenmekte olan\nyılbaşı ödemesi sözleşmenin birinci yılında net 1.000,00 TL olarak\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch4>5)Hastalık Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Hastalık sigortası uygulamasında Sosyal Güvenlik Kurumu’nca işçinin\nhastalık, iş kazası, meslek hastalıkları ve analık nedeniyle geçici iş\ngöremez durumunda bulunduğu sürede, Sosyal Güvenlik Kurumu’nca ödenen\ngeçici iş göremezlik ödeneği ile günlük ücreti arasındaki fark,\nişveren tarafından “hastalık yardımı” olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>6)Diğer Sosyal Ödemeler:\u003C\u002Fh4>\n\n\u003Cp>a)Doğum Yardımı:\u003C\u002Fp>\n\n\u003Cp>Üyenin, eşinin veya kendisinin doğum yapması halinde (belgelemek\nkoşuluyla) net 750,00 TL tutarında doğum ödemesi yapılır. Bebeğin ölü\ndoğması halinde doğum ve ölüm yardımlarının her ikisi de ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Evlilik Yardımı:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçinin evlenmesi durumunda net 1.000,00 TL evlenme\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>c)Ölüm Yardımı:\u003C\u002Fp>\n\n\u003Cp>Üyenin iş kazası sonucu ölümü halinde net 5.000,00 TL, normal ölüm\nhalinde ise 2.500,00TL ölüm ödemesi kanuni mirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>İşçinin ana, baba, eş ve çocuklarının ölümü halinde net 1.000,00\nTL tutarında ölüm yardımı işçiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 43 - GEÇİCİ GÖREV ÖDENEĞİ:\u003C\u002Fh3>\n\n\u003Cp>İşçinin günübirlik görevleri hariç olmak üzere geçici olarak il\ndışında görevlendirilmesi halinde, ulaşım ve konaklama giderleri ibraz\nedeceği faturalar karşılığı kendisine ödenir. İşçiye bu görevde\nbulunduğu her gün için ayrıca net 46,00 (Kırk altı) TL geçici görev\nödeneği verilir. İşçinin günübirlik görevleri için bu sözleşmenin\n45\u002F1 maddesine uygun olarak işçiye yemek ödemesi verilir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 5\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 44- İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>İşyerinde hizmetin yürütümü sırasında işçilerin sağlığının ve\ngüvenliğinin korunması ve geliştirilmesi, işçilerin kendi sağlık ve\ngüvenlikleri ile ilgili süreçlere aktif katılımı esastır. İşveren,\nişçi sağlığı ve güvenliği ile ilgili tüm çalışmaları sendika ile\neşgüdüm içinde yürütür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince büroda çalışan işçiler için\n\"sağlıklı çalışma mekânı, ofis ergonomisi, iş hijyeni, aydınlatma,\nhavalandırma, ekran başında çalışma ve çalışma süreçlerinde ortaya\nçıkan çatışma ve psikolojik sorunlar\" başta olmak üzere büro ve\nbilişim hizmetlerinde işçi sağlığı ve güvenliği bakımından temel\nkonular öncelikle dikkate alınır. Yükleme boşaltma işleri ile\nkimyasallarla uğraşılan işlerde mevzuatın öngördüğü tedbirler\nişverence sağlanır. İş ve işyeri değişikliklerinde işçi sağlığı\nve güvenliği tedbirleri göz önünde bulundurulur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşyerinde İş Sağlığı Güvenliği Yasası uyarınca, işyerinde\nişveren, sendika ve işçi temsilcileri ile diğer ilgililerin katılımıyla\nİşyeri Sağlık Güvenlik Birimi oluşturulur ve işyerinde \"işçi\nsağlığı ve güvenliği\" konusunda alınacak önlem ve yapılacak\nçalışmalar, katılımcıların tamamının muvafakatiyle İşyeri Sağlık\nGüvenlik Birimi'nce belirlenerek, uygulanmak üzere işverene sunulur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşyerinde ilkyardım araç ve gereçleri bulundurulur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE 45 - GİYİM VE KORUYUCU EŞYA:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Yaptığı işin niteliğinden kaynaklı olarak sendika üyesi işçinin\nihtiyaç duyması halinde, temizlik yapanlara sözleşme süresince birer çift\nbot alınır. İşyeri dışına gidecek üyeler için 2 adet yağmurluk ve bu\nsözleşmenin 40’ıncı maddesinde tanımlanan “Depo ve Sevkiyat”\ngrubunda yer alan işçiler ile temizlik yapan üyeye bir adet iş gömleği,\ngörevi icabı gece bekçiliği yapanlara ve evrak takibi için dışarı\ngidenlere her yıl Kasım ayında kışlık bot, iki yılda bir kışlık mont\nalınır. Ayrıca işverence, plasiyer olarak görev yapan işçilere her\nsözleşme döneminde bir adet takım elbise alınır.”\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 6\u003C\u002Fh2>\n\n\u003Ch2>YÜRÜRLÜK VE GEÇİCİ HÜKÜMLER \u003C\u002Fh2>\n\n\u003Ch3>MADDE 46 - YÜRÜRLÜK VE SÜRE:\u003C\u002Fh3>\n\n\u003Cp>46 esas ve 2 Geçici madde ile eklerden oluşan ve taraflarca 02.03.2020\ntarihinde imzalanan bu toplu iş sözleşmesi 01.01.2020 tarihinde\nyürürlüğe girer; 31.12.2022 tarihinde sona erer. Her ne suretle olursa\nolsun sona eren bu sözleşmenin hükümleri yenisi yürürlüğe girinceye\nkadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE - 1:\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin yürürlük tarihinden itibaren meydana gelen tüm artış\nfarkları ve birikmiş alacaklar sözleşmenin imza tarihinden itibaren en geç\nbir ay içinde işçilere ödenir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE- 2:\u003C\u002Fh3>\n\n\u003Cp>Sendika üyelerinin aidatları yürürlük süresi itibari ile kesilerek\nsendika hesabına yatırılır. İşveren, imza tarihi ile yürürlük süresi\narasındaki aylara ilişkin sendika aidat farklarını, birikmiş toplu\nsözleşme farklarının toptan ödenmesi sırasında farklardan keserek\nkesinti listesi ile birlikte sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>EGAŞ YETKİLİLERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>SOSYAL İŞ YETKİLİLERİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Erdoğan ÇOLAK\n\n        \u003Cp>TEB Başkanı\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Murat BOZBEYOĞLU\n\n        \u003Cp>TİS Daire Başkanı\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kemal AKDAŞ\n\n        \u003Cp>Genel Müdür\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Y. Aytaç AKGÜN\n\n        \u003Cp>İşyeri Sendika Temsilcisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"CBA_MEMTRAD4_1":47,"trainingprogrammes":50,"contracttrial":54,"contracttrialperiod":57,"maxsicknesspay":61,"healthandsafetypolicy":65,"protectiveclothing":68,"healthandsafetytraining":71,"funeralpay":75,"strikes_trigger":79,"paidmaternityleave":83,"paidmaternityleaveduration":86,"paidpaternityleave":90,"timeoff":94,"deathrelatives":98,"marriage":102,"maternity_nursing_breaks_duration":105,"WORKHOURS_trigger":109,"hourspday_select":113,"PAIDLEAV_trigger":117,"holidaysdays":120,"bankholidays1":124,"bankholidays2":128,"SCHEDULE_trigger":132,"TRADEUNLEAV_trigger":134,"LOWWAGE_trigger":137,"STRUCINCR_trigger":141,"NOCTPREM_trigger":145,"shiftallowanceperc1":148,"OVERTIME_trigger":152,"overtimeallowancetype_general":155,"SUNDAY_trigger":159,"sundayallowancetype":162,"COMMUTE_trigger":166,"commutingallowancetype":169,"SENIOR_trigger":173,"MEALALL_trigger":177},{"bindId":45,"name":46,"text":46},"cbadate_start_date","01.01.2020 - 31.12.2022 YÜRÜRLÜK SÜRELİ",{"bindId":48,"name":49,"text":49},"CBA_MEMTRAD4_1","SOSYAL-İŞ SENDİKASI ARASINDA BAĞITLANAN",{"bindId":51,"name":52,"text":53},"trainingprogrammes","İşveren, işçi sağlığı ve güvenliği konus","İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince büroda çalışan işçiler için\n\"sağlıklı çalışma mekânı, ofis ergonomisi, iş hijyeni, aydınlatma,\nhavalandırma, ekran başında çalışma ve çalışma süreçlerinde ortaya\nçıkan çatışma ve psikolojik sorunlar\" başta olmak üzere büro ve\nbilişim hizmetlerinde işçi sağlığı ve güvenliği bakımından temel\nkonular öncelikle dikkate alınır. Yükleme boşaltma işleri ile\nkimyasallarla uğraşılan işlerde mevzuatın öngördüğü tedbirler\nişverence sağlanır. İş ve işyeri değişikliklerinde işçi sağlığı\nve güvenliği tedbirleri göz önünde bulundurulur.",{"bindId":55,"name":56,"text":56},"contracttrial","MADDE 22 - DENEME SÜRESİ:",{"bindId":58,"name":59,"text":60},"contracttrialperiod","Taraflarca iş sözleşmesine bir deneme ka","Taraflarca iş sözleşmesine bir deneme kaydı konulduğunda, bunun süresi\n2 ay olabilir. Deneme süresi içinde taraflar iş sözleşmesini bildirim\nsüresine gerek olmaksızın ve tazminatsız feshedebilir. İşçinin\nçalıştığı günler için ücret ve diğer hakları saklıdır.",{"bindId":62,"name":63,"text":64},"maxsicknesspay","5)Hastalık Yardımı: Hastalık sigortası u","5)Hastalık Yardımı:\n\nHastalık sigortası uygulamasında Sosyal Güvenlik Kurumu’nca işçinin\nhastalık, iş kazası, meslek hastalıkları ve analık nedeniyle geçici iş\ngöremez durumunda bulunduğu sürede, Sosyal Güvenlik Kurumu’nca ödenen\ngeçici iş göremezlik ödeneği ile günlük ücreti arasındaki fark,\nişveren tarafından “hastalık yardımı” olarak ödenir.",{"bindId":66,"name":67,"text":67},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ ",{"bindId":69,"name":70,"text":70},"protectiveclothing","MADDE 45 - GİYİM VE KORUYUCU EŞYA:",{"bindId":72,"name":73,"text":74},"healthandsafetytraining","İşyerinde hizmetin yürütümü sırasında iş","İşyerinde hizmetin yürütümü sırasında işçilerin sağlığının ve\ngüvenliğinin korunması ve geliştirilmesi, işçilerin kendi sağlık ve\ngüvenlikleri ile ilgili süreçlere aktif katılımı esastır. İşveren,\nişçi sağlığı ve güvenliği ile ilgili tüm çalışmaları sendika ile\neşgüdüm içinde yürütür.\n\nİşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince büroda çalışan işçiler için\n\"sağlıklı çalışma mekânı, ofis ergonomisi, iş hijyeni, aydınlatma,\nhavalandırma, ekran başında çalışma ve çalışma süreçlerinde ortaya\nçıkan çatışma ve psikolojik sorunlar\" başta olmak üzere büro ve\nbilişim hizmetlerinde işçi sağlığı ve güvenliği bakımından temel\nkonular öncelikle dikkate alınır. Yükleme boşaltma işleri ile\nkimyasallarla uğraşılan işlerde mevzuatın öngördüğü tedbirler\nişverence sağlanır. İş ve işyeri değişikliklerinde işçi sağlığı\nve güvenliği tedbirleri göz önünde bulundurulur.\n\nİşyerinde İş Sağlığı Güvenliği Yasası uyarınca, işyerinde\nişveren, sendika ve işçi temsilcileri ile diğer ilgililerin katılımıyla\nİşyeri Sağlık Güvenlik Birimi oluşturulur ve işyerinde \"işçi\nsağlığı ve güvenliği\" konusunda alınacak önlem ve yapılacak\nçalışmalar, katılımcıların tamamının muvafakatiyle İşyeri Sağlık\nGüvenlik Birimi'nce belirlenerek, uygulanmak üzere işverene sunulur.",{"bindId":76,"name":77,"text":78},"funeralpay","İşçinin ana, baba, eş ve çocuklarının öl","İşçinin ana, baba, eş ve çocuklarının ölümü halinde net 1.000,00\nTL tutarında ölüm yardımı işçiye ödenir.",{"bindId":80,"name":81,"text":82},"strikes_trigger","Taraflar; işçinin, üretimin temeli olduğ","Taraflar; işçinin, üretimin temeli olduğunun bilinci içinde;\nuluslararası antlaşmalar ve sözleşmeler ile Uluslararası Çalışma\nÖrgütü'nün kararlarına dayalı \"Sendika Hakkı\", \"Toplu Sözleşme ve Grev\nHakkı\"nı sahiplenerek, bu temel hak ve özgürlükleri çağdaş ve\ndemokratik dünyadaki uygulamalarının öz ve düzeyine kavuşturmayı\namaçlar.",{"bindId":84,"name":85,"text":85},"paidmaternityleave","MADDE 31 - ANALIK DURUMU:",{"bindId":87,"name":88,"text":89},"paidmaternityleaveduration","Kadın işçilere doğumdan önce 8 ve doğumd","Kadın işçilere doğumdan önce 8 ve doğumdan sonra 8 hafta yasal doğum\nizin sürelerine ilaveten doğumdan sonra 2 hafta ücretli doğum izni\nverilir.",{"bindId":91,"name":92,"text":93},"paidpaternityleave","3.Üyenin 3 yaşından küçük çocuğu evlat e","3.Üyenin 3 yaşından küçük çocuğu evlat edinmesi veya karısının\ndoğum yapması halinde 6 işgünü,",{"bindId":95,"name":96,"text":97},"timeoff","Hamilelik süresince kadın işçiye periyod","Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.",{"bindId":99,"name":100,"text":101},"deathrelatives","2.İşçinin eşinin ve işçinin veya eşinin ","2.İşçinin eşinin ve işçinin veya eşinin ana, baba, kardeşinin\nölümünde 6 işgünü ve çocuğunun ölümünde 9 işgünü, işçinin veya\neşinin anneanne, babaanne, dede, hala, amca, teyze, dayı ve çocuklarının\nölümünde 1 işgünü, cenazenin il dışında olması durumunda 1 gün ilave\nücretli yol izni verilir. Bu izinler vefat gününden başlamak kaydıyla\nkullanılır.\n\n3.Üyenin 3 yaşından küçük çocuğu evlat edinmesi veya karısının\ndoğum yapması halinde 6 işgünü,",{"bindId":103,"name":104,"text":104},"marriage","1.İşçinin evlenmesi halinde 6 işgünü,",{"bindId":106,"name":107,"text":108},"maternity_nursing_breaks_duration","İşveren doğum yapmış işçiye yasal sınırl","İşveren doğum yapmış işçiye yasal sınırları içinde, doğum\ntarihinden itibaren 1 yıl süreyle günde iki saat emzirme izni vermeyi kabul\neder. İşçi isterse bu iznini sabah geç gelmek, akşam paydos saatinden\nönce çıkmak suretiyle kullanabilir. Bu süre günlük çalışma süresinden\nsayılır.",{"bindId":110,"name":111,"text":112},"WORKHOURS_trigger","MADDE 24 - HAFTALIK VE GÜNLÜK ÇALIŞMA SU","MADDE 24 - HAFTALIK VE GÜNLÜK ÇALIŞMA SURESİ:",{"bindId":114,"name":115,"text":116},"hourspday_select","İşyerinde normal çalışma süresi hafta iç","İşyerinde normal çalışma süresi hafta içi günlük 9 saat ve\nhaftalık 45 saattir. Günlük çalışma süresinin ortalama bir zamanında 1\nsaat yemek molası ve yeteri kadar ara dinlenmesi verilir. Yemek süresi\nçalışma saati hesabına dahil edilmez.",{"bindId":118,"name":119,"text":119},"PAIDLEAV_trigger","MADDE 33 - İZİNLER:",{"bindId":121,"name":122,"text":123},"holidaysdays","Hizmet Süresi1-5 yıl (dâhil) olanlara, 1","Hizmet Süresi1-5 yıl (dâhil) olanlara, 17 işgünü,",{"bindId":125,"name":126,"text":127},"bankholidays1","MADDE 35 - ULUSAL BAYRAM VE GENEL TATİL ","MADDE 35 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:",{"bindId":129,"name":130,"text":131},"bankholidays2","A- Ulusal Bayram: Ulusal Bayram 29 Ekim ","A- Ulusal Bayram:\n\nUlusal Bayram 29 Ekim günüdür. 28 Ekim saat 13.00’den itibaren başlar\nve 29 Ekim gününü kapsar.\n\nB- Genel Tatil Günleri:\n\nAşağıda sayılan günler tatil günleridir.\n\n1.Resmi Bayram Günleri\n\na)23 Nisan Ulusal Egemenlik ve Çocuk Bayramı,\n\nb)1 Mayıs Emek ve Dayanışma Günü tatilidir.\n\nc)19 Mayıs günü Atatürk’ü Anma Gençlik ve Spor Bayramı,\n\nd)15 Temmuz günü Demokrasi ve Milli Birlik Günü,\n\ne)30 Ağustos Zafer Bayramı’dır.\n\n2.Dini Bayram Günleri:\n\na)Ramazan Bayramı: Arife günü saat 13.00’den itibaren 3,5 gündür.\n\nb)Kurban Bayramı: Arife günü saat 13.00’den itibaren 4,5 gündür.\n\n3.1 Ocak günü yılbaşı tatilidir. 31 Aralık günü saat 16.00’ta\nbaşlar ve 1 Ocak gününü kapsar.\n\n4.8 Mart Dünya Emekçi Kadınlar günüdür. 8 Mart günü işleri\naksatmamak koşuluyla ve işverenin uygun görmesi halinde, etkinliklere\nkatılacak işçiler ücretli izinli sayılırlar.\n\nC- Tatil Ücretleri:\n\nUlusal bayram ve genel tatil günleri çalıştırılan işçinin günlük\nücreti (tatil ücreti dâhil) 3 yevmiye tutarındadır. İşçinin fazla\nçalışmaya ilişkin hakları saklıdır.",{"bindId":133,"name":115,"text":116},"SCHEDULE_trigger",{"bindId":135,"name":136,"text":136},"TRADEUNLEAV_trigger","MADDE 14 - SENDİKAL İZİNLER:",{"bindId":138,"name":139,"text":140},"LOWWAGE_trigger","İşyerinde yapılan işlerle ilgili olarak ","İşyerinde yapılan işlerle ilgili olarak iş gruplandırması ve aylık\ngrup net taban ücretleri aşağıdaki gibi belirlenmiştir.\n\n\n\n\n  \n  \n  \n  \n    \n      GRUPLAR\n      TABAN ÜCRET (NET)\n    \n    \n      1) Muhasebe\n      2.500,00 TL\n    \n    \n      2) Satış ve Pazarlama\n      2.400,00 TL\n    \n    \n      3) Depo ve Sevkiyat\n      2.350,00 TL\n    \n  \n\n\n\n\nÜcreti taban ücretten daha yüksek olan sendika üyesi işçilerin mevcut\nücretleri kendi taban ücreti olarak kabul edilir. Sözleşmenin imza\ntarihinden sonra işe yeni giren işçilerin aylık net ücretleri, yukarıda\nbelirlenen taban ücretten az, emsal görevde ve unvanda olan işçinin\nücretinden fazla olamaz. Birinci yıl ücret zammı uygulandıktan sonra,\nücreti taban ücretin altında kalan işçilerin maaşları belirlenen taban\nücretlerine yükseltilir.\n\nGrup taban ücretleri bu sözleşme ile belirlenen ücret zammı oranında\narttırılır.",{"bindId":142,"name":143,"text":144},"STRUCINCR_trigger","1)Birinci Yıl Ücret Zammı: Sendika üyesi","1)Birinci Yıl Ücret Zammı:\n\nSendika üyesi işçilerin 31.12.2019 tarihinde almakta oldukları aylık\nnet ücretlerine 01.01.2020 tarihinden itibaren, TÜİK tarafından açıklanan\nyıllık TÜFE oranında zam uygulandıktan sonra % 2 iyileştirme\nyapılır.",{"bindId":146,"name":147,"text":147},"NOCTPREM_trigger","MADDE 25 - GECE ÇALIŞMASI:",{"bindId":149,"name":150,"text":151},"shiftallowanceperc1","b)Gece süresinde normal çalışma saatleri","b)Gece süresinde normal çalışma saatleri dışında yapılan\nçalışmalar, fazla çalışma saatleri hükümlerine tabiidir. Gece yapılan\nfazla çalışma saat ücreti, normal çalışma ücretinin %10 fazlasıdır.\nFazla çalışma izinle takas edilemez.",{"bindId":153,"name":154,"text":154},"OVERTIME_trigger","MADDE 32 - FAZLA ÇALIŞMA VE ÜCRETİ:",{"bindId":156,"name":157,"text":158},"overtimeallowancetype_general","e)Fazla çalışmalarda saat ücreti, işçini","e)Fazla çalışmalarda saat ücreti, işçinin o günkü saat ücretinin\n%50 zamlı tutarıdır.",{"bindId":160,"name":161,"text":161},"SUNDAY_trigger","MADDE 34 - HAFTA TATİLİ:",{"bindId":163,"name":164,"text":165},"sundayallowancetype","Hafta tatili Cumartesi ve Pazar günlerid","Hafta tatili Cumartesi ve Pazar günleridir.\n\nHafta tatilinde çalıştırılan işçinin ücreti yasanın belirlediği\noranda ödenir.",{"bindId":167,"name":168,"text":168},"COMMUTE_trigger","2)Ulaşım Ödemesi:",{"bindId":170,"name":171,"text":172},"commutingallowancetype","İşveren sendika üyesi işçilere işe gidiş","İşveren sendika üyesi işçilere işe gidiş gelişlerinin sağlanması\namacıyla servis tahsis eder. Servis tahsis edilemediği durumda işçilere,\nikametgâh durumu ve kullandığı araç sayısına göre her ay otobüs bileti\nkarşılığı ücret nakden ödenir.",{"bindId":174,"name":175,"text":176},"SENIOR_trigger","MADDE 37- KIDEM TAZMİNATI HESAPLANMASI V","MADDE 37- KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ:",{"bindId":178,"name":179,"text":180},"MEALALL_trigger","Yemek verilemediği ya da iş gereği işyer","Yemek verilemediği ya da iş gereği işyerinde verilen yemekten\nyararlanamayanlara veya hekim raporu nedeni ile yemek yiyemeyen sendika üyesi\nişçilere günlük net 27,00 TL yemek ödemesi verilir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>EGAŞ ECZANE GEREÇLERİ A.Ş. İLE SOSYAL-İŞ SENDİKASI 01.01.2020 - 31.12.2022 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2020-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2022-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\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                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        SOSYAL-İŞ 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 2 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → 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 1000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 6 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n      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id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 2500.0\n            \u003C\u002Fdiv>\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: → 2.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2020-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            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