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İŞVEREN; Ege İzgazete Basın Yayın Reklamcılık San. ve Tic.\nA.Ş.’yi (İZ GAZETE),\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS),\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C. İŞÇİ \u002F ÜYE \u002F TGS ÜYESİ; işverenin işyerinde çalışan\nişçilerden TGS üyesi olanları,\u003C\u002Fp>\n\n\u003Cp>D. TARAFLAR; işveren ve sendikayı,\u003C\u002Fp>\n\n\u003Cp>E. TİS; bu toplu iş sözleşmesini ifade eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- AMAÇ\u003C\u002Fh3>\n\n\u003Cp>A. İşyerinin ekonomik yönden sürdürülebilirliğini, ayakta\nkalmasını, verimli şekilde işletilmesini; TGS üyelerinin ekonomik, sosyal\ndurumlarını ve mesleki becerilerini geliştirmeyi, çalışanların insanlık\nonuruna yaraşır şekilde işsizlik korkusundan uzak, geleceğe güvenle\nbakabilecekleri, huzurlu bir çalışma ortamı oluşturmayı; işyerinde\ndemokratik katılımcılığın ve çalışanların sosyal güvenceye\nkavuşturulmalarının sağlanmasını, işçi sağlığı ve güvenliğini\nsağlayacak önlemlerin alınmasını amaç edinir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>B. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının çalışanların en temel hakkı olduğunu kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 4- TİS’TEN YARARLANMA\u003C\u002Fh3>\n\n\u003Ch4>A. Sendika üyelerinin yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. TİS’in imzalandığı tarihte işyerinde çalışmakta olan ve sendika\nüyesi bulunanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar,\nüyeliklerinin sendikaca işverene bildirilme tarihinden itibaren sözleşmenin\nsağladığı haklardan yararlanabilirler.\u003C\u002Fp>\n\n\u003Cp>b. TİS’in imzalanmasından sonra işe giren ve yeni üye olan işçiler,\nücret zammı hariç TİS’in tüm haklarından, sendika üyesi olduğu tarih\nitibariyle yararlanırlar. Bu kişiler, işe giriş veya üye olduğu tarihten\nsonraki zam döneminde ücret zammı alırlar.\u003C\u002Fp>\n\n\u003Cp>c. Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\naskerlik, emeklilik ve diğer nedenlerle hizmet akdi sona eren üye işçiler,\ntüm haklardan, işbu yürürlük tarihi ile imza tarihinde çalışılan süre\noranınca diğer üyeler gibi yararlanırlar. Ölen üye işçilerin\nvarislerine, kıdem tazminatı ve ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch4>B. Sendika üyesi olmayanların yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. Sendika üyesi olmayanlar veya sendika üyeliğinden ayrılanlar ya da\nüyelikten çıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Ancak TİS’in\nimzalandığı tarihten önceki talepler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika üyeleri ile sendika üyesi olmadan dayanışma aidatı ödeyerek\nbu TİS’ten yararlananlar dışında kalan işçilere, bu TİS tamamen\nuygulanamaz. Bu madde hükmünü ihlal edecek şekilde uygulanan tüm parasal\nhaklar, sendika üyelerine ilave olarak uygulanır. Ayrıca işveren, bu\nkonumdaki işçiler için, TİS’i uyguladığı her işçi için ödenen\nüyelik aidatı tutarı kadar tazminatı, (TİS’in uygulandığı süre\nboyunca) her ay sendikaya ödemeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TİS’İN HÜKMÜ VE YORUMU\u003C\u002Fh3>\n\n\u003Cp>A. İşveren ile TGS üyeleri arasında yapılması zorunlu olan hizmet\nakitlerinin yazılı olması ve işbu TİS’in tanıdığı hakları\nazaltıcı, kısıtlayıcı ve bozucu hükümler taşımaması şarttır. Bu\nhizmet akitlerinin TİS’e aykırı hükümlerinin yerini, bu TİS’teki\nhükümler alır.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyelerinin hizmet akitlerinde belirtilmeyen konuda bu TİS’in\nhükümleri uygulanır. Bu hizmet akitlerinin bir örneği, imzalandıkları\ntarihten sonraki 15 iş günü içerisinde çalışan tarafından TGS’ye\ngönderilir.\u003C\u002Fp>\n\n\u003Cp>C. İşyerinde çalışan TGS üyelerinin iş tanımları, ücretleri ve\nçalışma koşullarında meydana gelecek her türlü değişiklik, yukarıda\nbelirtilen süre içinde ve işyeri sendika temsilcisinin talebi halinde\nişveren tarafından işyeri sendika temsilcisine bildirilir ve işyeri\ntemsilcisi tarafından da sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Cp>D. Bu TİS’in yürürlüğe girdiği tarihten önce TGS üyelerine\nsağlanan ve bu TİS’de değiştirici ya da yok edici hüküm bulunmayan\nişçi lehine hak ve menfaatler, kazanılmış hak olarak aynen devam eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- TARAFLARIN DURUMUNDA DEĞİŞİKLİK\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, işyerini başka bir gerçek veya tüzel kişiye devrettiği,\ngerçek veya tüzel bir üçüncü şahısla ortak olduğu veya işyerinde\nyapılan işlerin bir bölümünü veya tamamını gerçek veya tüzel bir\nüçüncü şahsa yaptırdığı takdirde, bu TİS süresi sonuna kadar\nTİS’in TGS üyelerine tanıdığı haklardan, yeni işveren (üçüncü\nşahıs ile birlikte) müştereken ve müteselsilen sorumludur.\u003C\u002Fp>\n\n\u003Cp>B. Sözleşmeye taraf olan sendikanın kendini feshi, infisahı,\nçalışmadan yasaklı olması bu TİS’in uygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 2\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL HAKLAR VE GÜVENCESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 7- SENDİKA GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. İşyerinde çalışan Türkiye Gazeteciler Sendikası üyelerinin, TGS\nmerkez ve şube yöneticileri olarak seçilmeleri ve profesyonel yöneticilik\nyapmayıp işyerinde çalışmaya devam etmeleri halinde; işveren, bu\nTİS’nin taraflarından biri olan TGS’nin merkez ve şubelerinin yönetim,\ndenetleme ve disiplin kurulu üyeleri ile işyeri temsilcilerini sendikal\ngörevlerini yapmalarından ötürü işten çıkaramaz, bu kişilere sendikal\nfaaliyetlerinden ötürü ceza veremez, bu kişilerin sendikal görevlerini\nyapmalarına hiçbir şekilde engel olamaz. 6356 sayılı Sendikalar ve Toplu\nİş Sözleşmesi Kanunu’nun 24. maddesi başta olmak üzere bu Kanun’un\nSendika İşyeri Temsilcilerine tanıdığı güvenceler, önceki cümlede\ntanımlanan TGS merkez ve şubelerinin yönetim, denetleme ve disiplin kurulu\nüyeleri yönünden de aynen geçerlidir.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TGS üyelerinin sendikal görevlerini yerine getirmelerinden\nötürü iş sözleşmesini feshedemez. İşveren buna aykırı hareket\nettiğinin yargı kararı ile tespit edilmesi halinde, bu kişilere yasalardan\nve TİS’den doğan haklarını öder.\u003C\u002Fp>\n\n\u003Cp>C. İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin ve\nişyerinde çalışmaya devam eden sendika yöneticilerinin işyerini\ndeğiştiremez veya mevcut iş tanımı ve pozisyonunu düşüren esaslı\ntarzda değişiklik yapamaz. Aksi hâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>D. TGS üyesinin askerlik nedeniyle ve askerliği sırasında iş\nsözleşmesi feshedilemez, askıya alınır. TGS üyesi askerlik süresinin\nsona ermesiyle, işyerindeki eski işine döner ve işe döndüğü tarihten\nitibaren işyerindeki sözleşmenin tüm haklarından, hakların ulaştığı\nseviye itibarıyla yararlanmaya devam eder. TGS üyesi dilerse, askerlik\nnedeniyle iş akdini feshederek, kıdem tazminatı ve feshe bağlı\nhaklarının ödenmesini talep edebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- SENDİKA AİDATI\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyelerinin aidatlarını, TGS’nin göndereceği üye\nlistesine göre brüt ücretlerinin %2’si oranında kesip Sendika’nın\nbildireceği TGS banka hesabına en geç 15 gün içinde yatırır. İşveren,\nTİS’den yararlanmak isteyen diğer işçilerin dayanışma aidatlarını da\nbrüt ücretlerinin %2’si oranında kesip Sendika’nın bildireceği TGS\nbanka hesabına en geç 15 gün içinde yatırır ve dayanışma aidatı\nödeyen işçi listesini TGS’ye aynı süre içinde gönderir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9- TEMSİLCİLERİN GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>A. TGS, yasada belirlenen miktarda sendika temsilcisi atar. Atanacak\ntemsilciler özel durumlar ve acil ihtiyaçlar dışında demokratik yöntemle\nbelirlenir. Temsilciler, TİS hükümlerinin uygulanmasını sağlar.\u003C\u002Fp>\n\n\u003Cp>B. Sendika temsilcileri şu şekilde çalışırlar: TGS üyesi ya da\nüyeleri, şikâyet ve taleplerini TGS temsilcisine bildirir. TGS temsilcisi,\nkonuyu yetkili kişilere yazılı olarak bildirir. İşveren, işveren vekili\nya da ilgili kişi, TGS temsilcisinin yazılı başvurusuna 7 gün içinde\nyazılı olarak yanıt vermelidir. Çözülemeyen konular sendikaya bildirilir.\nİşyeri temsilcileri ve sendika yöneticileri üyeler ile yapacağı\ngörüşme ve toplantılar için mesai saatleri dışını tercih eder. Ancak\nmesai saatleri içinde yapılacak toplantılar için işveren yetkililerinden\nyazılı olarak izin alınır.\u003C\u002Fp>\n\n\u003Cp>C. TGS, işyerinde çalışan üyeler arasından delege seçilenlerle ilgili\nişvereni Sendika İşyeri Temsilcisi vasıtasıyla yazılı olarak\nbilgilendirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- DANIŞMA KURULU\u003C\u002Fh3>\n\n\u003Cp>İşyerinde, işçilerin disiplin uygulamaları ile iş akitlerinin sona\nerdirilmesi hakkında görüş bildirmek, işin verimliliği için gerekli\nönerileri yapmak, TİS’in uygulama ve yorumundan kaynaklanan uyuşmazlıklar\nile Sendika İşyeri Temsilcisi ve\u002Fveya işveren tarafından bildirilen talep\nve şikayetleri görüşmek üzere, TİS’in imzalandığı tarihten itibaren\n30 gün içinde Danışma Kurulu oluşturur. Danışma Kurulu, 1’i TGS,\n2’si işveren tarafından belirlenen 3 üyeden oluşur. Kurul, kararlarını\noyçokluğu ile alır. Taraflar dilerse, önceden diğer tarafa bildirmek\nsuretiyle, avukatlarının da toplantılara katılmasını sağlarlar. Kurul,\ntaraflardan birinin daveti üzerine toplanır. Kurul görüşmeleri gizlidir.\nHizmet akitlerinin, ikale yoluyla sona ermesi, Danışma Kurulu’nun görev\nalanının dışındadır.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 3\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA KOŞULLARININ DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 11- İŞ TANIMI DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyesini, iş tanımını ve işyerindeki pozisyonunu\nyazılı ve net bir şekilde kendisine bildirir. TGS üyesi, kendisinin de\nyazılı olarak kabul ettiği iş tanımı ve pozisyondaki işlerde\nçalıştırılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, genç, yaşlı, kadın, göçmen, LGBTİ+ ve engelli işçilerin\nayrımcılığa uğramaması için gerekli pozitif ayrımcı tedbirleri alır.\nEngelli işçilerin rahat, sağlıklı ve güvenli çalışabilmeleri için,\nyasal mevzuat çerçevesinde gerekli düzenlemeler yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, işyerinde çalışan TGS üyelerinin, uluslararası\nsözleşmeler, Anayasa ve ilgili düzenlemeler çerçevesinde, toplumsal\ncinsiyet eşitliğinin yaşama geçirilmesi ve kadın olmaktan ve\u002Fveya çocuğu\nolmasından kaynaklı ayrımcılığa uğramamaları için gerekli önlemleri\nalır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 14- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. İşin ve işyerinin ekonomik durumu ve gerekleri bakımından zorunluluk\nolmadıkça hiçbir TGS üyesi işten çıkartılamaz.\u003C\u002Fp>\n\n\u003Cp>B. İşçi çıkarmanın zorunlu olduğu hallerde ilgili kanun hükümleri\nuygulanır. Zorunlu işten çıkarmalarda cinsiyet ayrımcılığının\nyaşanmaması için işveren gerekli tüm önlemleri almakla yükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>A. İşyerinde hizmetin yürütümü sırasında çalışanların\nsağlığının ve güvenliğinin korunması ve geliştirilmesi,\nçalışanların kendi sağlık ve güvenlikleri ile ilgili süreçlere aktif\nkatılımı ve çalışanların işçi sağlığı ve güvenliği önlemlerine\nuyması esastır. İşveren, işçi sağlığı ve güvenliği ile ilgili tüm\nçalışmaları sendika ile eşgüdüm içinde yürütür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>B. İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, “sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında\nçalışma, çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik\nsorunlar” başta olmak üzere işin yürütümü sırasında, işçi\nsağlığı ve güvenliği bakımından temel konular öncelikle dikkate\nalınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 16- GÖZALTINA ALINMA, TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesi gazeteci; İz Gazete’de yayınlanan bir yayından ya da İz\nGazete adına yürüttüğü bir faaliyetten ötürü özgürlüğü\nkısıtlanırsa, bu sürede ücretini bütün haklarıyla birlikte işverenden\nalmaya devam eder ve iş sözleşmesi hiçbir şekilde feshedilemez.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyesi gazetecinin, İz Gazete’de yayınlanan bir yayını ya da\nİz Gazete adına yürüttüğü bir faaliyet nedeniyle para cezasına mahkum\nolması halinde, bu adli para cezası işveren tarafından karşılanır. Hapis\ncezasının paraya dönüştürülmesi olanağı var ise işveren bu miktarı\nkarşılamakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C. İşyeri ve işverenle ilgisi olmayan ancak Avrupa İnsan Hakları\nMahkemesi’nin kararları çerçevesinde düşünce ve ifade özgürlüğü\nkapsamında değerlendirilebilecek bir nedenle çalışanın özgürlüğünün\nkısıtlanması halinde iş sözleşmesi 1 yıl süreyle feshedilmez. 1\nyıllık süre boyunca her ay yarım maaş tutarında ücret alır ya da\nözgürlüğün kısıtlanması halinin 1 haftayı aşması halinde çalışan\nücretsiz izne çıkarılabilir.\u003C\u002Fp>\n\n\u003Cp>D. TGS üyesi, bu maddenin A, B ve C fıkrası kapsamına giren durumlar\nharicinde, herhangi bir suçtan dolayı tutuklanırsa ücretsiz izinli\nsayılır. Tutukluluğu 6 ayı aştığı takdirde iş akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>Tutuklanan TGS üyesinin tutukluluğunun,\u003C\u002Fp>\n\n\u003Cp>a. Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b. Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c. Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d. Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biriyle,\n6 ay içinde son bulması halinde işine son verilemez. Ancak yüz kızartıcı\nsuçlardan hüküm giyenlerin, cezalarının ertelenmesi ya da affa uğraması\nhalinde dahi iş akitleri feshedilir.\u003C\u002Fp>\n\n\u003Cp>E. Çalışanın, işverenin maddi çıkarlarını ve itibarını zarara\nuğratacak ve suç teşkil eden fiilleri bu madde kapsamında değildir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 5\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL HAKLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 17- GÖZLÜK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşverence, TGS üyelerine yılda bir kez net 2500 TL gözlük yardımı\nyapılır. Bu yardım belgelenmek koşuluyla üyelere verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18-PERFORMANS UYGULAMASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, şirkette 5 yılını dolduran işçilere 1 adet çeyrek altın\nhediye eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 19- YEMEK ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>TGS üyelerinin yemek kartları 1 Ocak 2025’ten itibaren net 7500 TL’ye\nçıkartılır. Sözleşmenin ikinci yılı için, 1 Ocak 2026 tarihinde, yemek\nücreti, 2025 yılı için açıklanan on iki aylık ortalamalara göre\nhesaplanmış yıllık TÜFE oranında arttırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 20- YOL YARDIMI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>İşverence, basın kartı olmayan sendika üyelerine aylık net 1450 TL yol\nyardımı yapılır. İzmir Büyükşehir Belediyesi’nin yol ücretlerine\nyapacağı zam oranında sendika üyelerinin yol ücretleri de artırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 21- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin görev başındayken ölümü durumunda ailesine net 25000\nTL ölüm yardımı yapılır. İşçinin görev dışında ölümü durumunda\nise ailesine net 5000 TL ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>B. TGS üyelerine birinci dereceden yakınının (anne, baba, kardeş,\nçocuk, eş) ölmesi durumunda net 2500 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 22- EVLENME VE DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. Evlenen ya da partneriyle birlikte yaşama kararı alan TGS üyelerine\nbir kereye mahsus olmak üzere net 7500 TL ödenir.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyelerinin çocuğunun doğumu için net 5000 TL ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 23- EĞİTİM- KREŞ YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, çocuğu olan TGS üyelerine yıllık net 10000 TL eğitim-kreş\nyardımı yapar. Sözleşmenin ikinci yılında bu miktar yüzde 50\nartırılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 24- İNTERNET YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Sürekli evden çalışan TGS üyelerinin aylık 700 TL’ye kadar olan\ninternet faturası bedeli işverence ödenir. Ayrıca muhabir olarak çalışan\nTGS üyelerinin ilgili telefon operatörünün basın tarifesi üzerinden\nkullandığı telefon faturasının bedeli işverence ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 25- GİYİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, ekrana çıkan TGS üyelerine yıllık net 6000 TL, muhabirlere\nise yıllık net 6000 TL giyim yardımında bulunur.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 6\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 26-ÜCRETLİ VE ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A. Ücretli yıllık izin uygulaması, 5953 sayılı Kanun’a göre\nverilir. Yıllık izin planlaması yapıldıktan sonra değişiklik ancak\nüyenin onayı ile olur. Yıllık izinlerin bir bölümü 10 günden aşağı\nolmamak üzere bölümler halinde kullanılır. İşyerinde, özellikle de\nyazı işlerinde olası çakışmaların önlenmesi amacıyla blok izinler her\nyıl Aralık ve Mayıs aylarında işverene bildirilir ve listelenir. Blok\nolmayan izinler acil durumlar hariç, bir gün önceden işverene bildirilir ve\nonay alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. 8 Mart Dünya Emekçi Kadınlar Gününde TGS üyesi kadın işçiler\nücretli izinli sayılırlar. Çalışmaları halinde ise ya fazla mesai\nücreti alırlar ya da başka bir tarihte izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>C. İşverenin onayı ile TGS’nin talebi halinde, sendikal faaliyetler\niçin;\u003C\u002Fp>\n\n\u003Cp>a. Sendika genel merkez ve şube yöneticilerine, yılda 24 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika temsilcilerine yılda 12 gün izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>c. Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>D. TGS üyesinin birinci dereceden yakınının ölümü durumunda, 3 gün\nücretli izin verilir. Bu izin süresi, gideceği yerin uzaklığına göre\nartırılabilir. TGS üyesinin, ikinci dereceden akrabasının ölümü\ndurumunda, 1 gün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>E. İşveren, her ay kadın işçilere ihtiyaç ve talepleri halinde 1 gün\nücretli regl izni verir. Bu izin ay içinde kullanılmak zorundadır,\ndevredilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>F. Dini bayram ve resmi tatil günlerinin resmi olarak ilan edilmesinden\nsonraki 5 gün içinde işveren, sendika işyeri temsilcisi ile koordineli bir\nşekilde bu tarihlerde üyelere verilecek izin günleri konusunda gerekli\ndüzenlemeyi yapar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>G. TGS üyelerine doğum günlerinde bir gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 7\u003C\u002Fh2>\n\n\u003Ch2>AKÇALI KONULAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 27- MASRAFLAR\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin görevini yürütebilmesi için yaptığı\nbelgelendirilmiş masraflar (yol, yemek vb.) işveren tarafından\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyeleri bulundukları il dışına gönderildikleri takdirde, her\ngece için brüt 600 TL, yurt dışında görevlendirilmeleri durumunda her\ngece için brüt 100 Euro ücret ödenir. Görevli olarak bulundukları süre\nboyunca yaptıkları yol, konaklama ve yemek masrafları da, belge\nkarşılığında işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>C. İşveren, TGS üyelerine yaptıkları iş için gerekli ekipmanı\nsağlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 28- KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cp>Kıdem tazminatı konusunda mevcut uygulama devam eder. TGS üyesi gazeteci,\nistifa ederse de kıdem tazminatını alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 29-İHBAR TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Bu konuda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 30- İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, TGS üyelerine her yıl 1 Mayıs ve 9 Eylül tarihlerinde\n8000’er TL tutarında ikramiye öder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 31- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>A. Haftalık çalışma süresi 45 saattir. Fazla çalışılan süre\nkarşılığında fazla mesai ücreti ödenir ya da serbest zaman\nkullandırılır. Her bir saat fazla çalışma için verilecek ücret, normal\nçalışma ücretinin saat başına düşen miktarının yüzde elli\nyükseltilmesi suretiyle ödenir. Fazla çalışma veya fazla sürelerle\nçalışma yapan işçi isterse, bu çalışmalar karşılığı zamlı ücret\nyerine, fazla çalıştığı her saat karşılığında bir saat otuz\ndakikayı serbest zaman olarak kullanabilir. TGS üyeleri haftada bir gün izin\nkullanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. Ulusal bayram ve genel tatil günlerinde çalışılması halinde, bu\nçalışmasının karşılığı olarak 5953 sayılı Basın İş Kanunu’na\ngöre ödeme yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 32- ÜCRET ZAMLARI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>İşverence, 1 Ocak 2025 tarihinde, TGS üyelerinin 31 Aralık 2024\ntarihinde almakta oldukları ücretlerine yüzde 42 oranında zam yapılır.\nİkinci yıl için, 1 Ocak 2026 tarihinde, TGS üyelerinin 31 Aralık 2025\ntarihinde almakta oldukları ücretlerine, 2025 yılı için açıklanan on iki\naylık ortalamalara göre hesaplanmış yıllık TÜFE + 3 puan oranında zam\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>TİS yürürlük tarihinde işyerinde çalışmakta olan TGS üyelerine\nçalıştıkları her yıl için 500 TL kıdem farkı ödenir. Kıdem farkı,\nüyenin iki yıl işyeri kıdeminin tamamlanmasıyla ödenmeye başlanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 33- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesi, taraflarca 10.03.2025 tarihinde imzalanmış\nolup 01.01.2025 tarihinden itibaren 2 yıl yürürlüktedir.\u003C\u002Fp>\n\n\u003Ch3>EK MADDE\u003C\u002Fh3>\n\n\u003Cp>İşveren, ücret ödemelerinin yapıldığı banka ile yapacağı promosyon\nanlaşması gereğince alacağı promosyon ödemesinin % 60’ını TGS\nüyeleri arasında eşit bir şekilde dağıtır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"CBA_MEMTRAD4_1":47,"trainingprogrammes":51,"healthandsafetypolicy":55,"funeralpay":58,"deathrelatives":62,"menstruationleave":66,"equalitymonitoring":70,"discrimination":74,"hourspweek":78,"PAIDLEAV_trigger":82,"bankholidays1":86,"strikes_trigger":90,"STRUCINCR_trigger":94,"ONCERISE_trigger":98,"COMMUTE_trigger":101,"SENIOR_trigger":105,"longserviceallowancetype1":108,"MEALALL_trigger":112,"mealvouchersamount":115,"tradeunleavdays":119},{"bindId":45,"name":46,"text":46},"cbadate_start_date","(01.01.2025-01.01.2027)",{"bindId":48,"name":49,"text":50},"CBA_MEMTRAD4_1","B. SENDİKA; Türkiye Gazeteciler Sendikas","B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS),",{"bindId":52,"name":53,"text":54},"trainingprogrammes","B. İşveren, işçi sağlığı ve güvenliği ko","B. İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, “sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında\nçalışma, çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik\nsorunlar” başta olmak üzere işin yürütümü sırasında, işçi\nsağlığı ve güvenliği bakımından temel konular öncelikle dikkate\nalınır.",{"bindId":56,"name":57,"text":57},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":59,"name":60,"text":61},"funeralpay","B. TGS üyelerine birinci dereceden yakın","B. TGS üyelerine birinci dereceden yakınının (anne, baba, kardeş,\nçocuk, eş) ölmesi durumunda net 2500 TL ölüm yardımı yapılır.",{"bindId":63,"name":64,"text":65},"deathrelatives","D. TGS üyesinin birinci dereceden yakını","D. TGS üyesinin birinci dereceden yakınının ölümü durumunda, 3 gün\nücretli izin verilir. Bu izin süresi, gideceği yerin uzaklığına göre\nartırılabilir. TGS üyesinin, ikinci dereceden akrabasının ölümü\ndurumunda, 1 gün ücretli izin verilir.",{"bindId":67,"name":68,"text":69},"menstruationleave","E. İşveren, her ay kadın işçilere ihtiya","E. İşveren, her ay kadın işçilere ihtiyaç ve talepleri halinde 1 gün\nücretli regl izni verir. Bu izin ay içinde kullanılmak zorundadır,\ndevredilemez.",{"bindId":71,"name":72,"text":73},"equalitymonitoring","MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN ","MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI",{"bindId":75,"name":76,"text":77},"discrimination","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ İ","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\n\nİşveren, genç, yaşlı, kadın, göçmen, LGBTİ+ ve engelli işçilerin\nayrımcılığa uğramaması için gerekli pozitif ayrımcı tedbirleri alır.\nEngelli işçilerin rahat, sağlıklı ve güvenli çalışabilmeleri için,\nyasal mevzuat çerçevesinde gerekli düzenlemeler yapılır.",{"bindId":79,"name":80,"text":81},"hourspweek","A. Haftalık çalışma süresi 45 saattir. F","A. Haftalık çalışma süresi 45 saattir. Fazla çalışılan süre\nkarşılığında fazla mesai ücreti ödenir ya da serbest zaman\nkullandırılır. Her bir saat fazla çalışma için verilecek ücret, normal\nçalışma ücretinin saat başına düşen miktarının yüzde elli\nyükseltilmesi suretiyle ödenir. Fazla çalışma veya fazla sürelerle\nçalışma yapan işçi isterse, bu çalışmalar karşılığı zamlı ücret\nyerine, fazla çalıştığı her saat karşılığında bir saat otuz\ndakikayı serbest zaman olarak kullanabilir. TGS üyeleri haftada bir gün izin\nkullanır.",{"bindId":83,"name":84,"text":85},"PAIDLEAV_trigger","A. Ücretli yıllık izin uygulaması, 5953 ","A. Ücretli yıllık izin uygulaması, 5953 sayılı Kanun’a göre\nverilir. Yıllık izin planlaması yapıldıktan sonra değişiklik ancak\nüyenin onayı ile olur. Yıllık izinlerin bir bölümü 10 günden aşağı\nolmamak üzere bölümler halinde kullanılır. İşyerinde, özellikle de\nyazı işlerinde olası çakışmaların önlenmesi amacıyla blok izinler her\nyıl Aralık ve Mayıs aylarında işverene bildirilir ve listelenir. Blok\nolmayan izinler acil durumlar hariç, bir gün önceden işverene bildirilir ve\nonay alınır.",{"bindId":87,"name":88,"text":89},"bankholidays1","F. Dini bayram ve resmi tatil günlerinin","F. Dini bayram ve resmi tatil günlerinin resmi olarak ilan edilmesinden\nsonraki 5 gün içinde işveren, sendika işyeri temsilcisi ile koordineli bir\nşekilde bu tarihlerde üyelere verilecek izin günleri konusunda gerekli\ndüzenlemeyi yapar.",{"bindId":91,"name":92,"text":93},"strikes_trigger","B. Bu TİS; uluslararası sözleşmeler ve A","B. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının çalışanların en temel hakkı olduğunu kabul eder.",{"bindId":95,"name":96,"text":97},"STRUCINCR_trigger","İşverence, 1 Ocak 2025 tarihinde, TGS üy","İşverence, 1 Ocak 2025 tarihinde, TGS üyelerinin 31 Aralık 2024\ntarihinde almakta oldukları ücretlerine yüzde 42 oranında zam yapılır.\nİkinci yıl için, 1 Ocak 2026 tarihinde, TGS üyelerinin 31 Aralık 2025\ntarihinde almakta oldukları ücretlerine, 2025 yılı için açıklanan on iki\naylık ortalamalara göre hesaplanmış yıllık TÜFE + 3 puan oranında zam\nyapılır.",{"bindId":99,"name":100,"text":100},"ONCERISE_trigger","MADDE 30- İKRAMİYE",{"bindId":102,"name":103,"text":104},"COMMUTE_trigger","İşverence, basın kartı olmayan sendika ü","İşverence, basın kartı olmayan sendika üyelerine aylık net 1450 TL yol\nyardımı yapılır. İzmir Büyükşehir Belediyesi’nin yol ücretlerine\nyapacağı zam oranında sendika üyelerinin yol ücretleri de artırılır.",{"bindId":106,"name":107,"text":107},"SENIOR_trigger","MADDE 28- KIDEM TAZMİNATI",{"bindId":109,"name":110,"text":111},"longserviceallowancetype1","Kıdem tazminatı konusunda mevcut uygulam","Kıdem tazminatı konusunda mevcut uygulama devam eder. TGS üyesi gazeteci,\nistifa ederse de kıdem tazminatını alır.",{"bindId":113,"name":114,"text":114},"MEALALL_trigger","MADDE 19- YEMEK ÜCRETİ",{"bindId":116,"name":117,"text":118},"mealvouchersamount","TGS üyelerinin yemek kartları 1 Ocak 202","TGS üyelerinin yemek kartları 1 Ocak 2025’ten itibaren net 7500 TL’ye\nçıkartılır. Sözleşmenin ikinci yılı için, 1 Ocak 2026 tarihinde, yemek\nücreti, 2025 yılı için açıklanan on iki aylık ortalamalara göre\nhesaplanmış yıllık TÜFE oranında arttırılır.",{"bindId":120,"name":121,"text":122},"tradeunleavdays","c. Sendika temsilcileri ve görevlileri i","c. Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Ege İz Gazete TGS TİS 01.01.2025-01.01.2027 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2027-01-01\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: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Gazetelerin basımı  \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            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\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            \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: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Evet\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 2.5\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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 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: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → 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: → Evet\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            \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            \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: → -9.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 1.0 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: → 42.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TRY 16.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2025-05\n                \u003C\u002Fdiv>\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                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY 1.45 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\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                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv 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