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TİC. ve SAN. LTD. ŞTİ. ile HİZMET-İŞ (Tüm Belediye ve Genel Hizmet İşçileri Sendikası) 01.01.2024-31.12.2026","GEDİZ TERMAL TURZ. TİC. ve SAN. LTD. ŞTİ. ile HİZMET-İŞ (Tüm Belediye ve Genel Hizmet İşçileri Sendikası) 01.01.2024-31.12.2026 - 2024","Turkey - GEDİZ TERMAL TURZ. TİC. ve SAN. LTD. ŞTİ. ile HİZMET-İŞ (Tüm Belediye ve Genel Hizmet İşçileri Sendikası) 01.01.2024-31.12.2026 - 2024","GEDİZ TERMAL TURZ. TİC. ve SAN. LTD. ŞTİ. ile HİZMET-İŞ (Tüm Belediye ve Genel Hizmet İşçileri Sendikası) 01.01.2024-31.12.2026 - 2024 - Hospitality, catering, tourism",{"name":39,"data":40},"TİS-GEDİZ TERMAL TURZ. TİC. VE SAN. LTD. ŞTİ..html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>TİS-GEDİZ TERMAL TURZ. TİC. VE SAN. LTD. ŞTİ.\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>GEDİZ TERMAL TURZ. TİC. ve SAN. LTD. ŞTİ. ile HİZMET-İŞ (Tüm\nBelediye ve Genel Hizmet İşçileri Sendikası)\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2024-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM -1-\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1. TARAFLAR VE TANIMLAR:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TARAFLAR: Bu toplu iş sözleşmesinin tarafları: GEDİZ TERMAL TURZ. TİC.\nve SAN. LTD. ŞTİ. ile HİZMET-İŞ (Tüm Belediye ve Genel Hizmet İşçileri\nSendikası)’ dır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>TANIMLAR: Bu toplu iş sözleşmesi metninde; GEDİZ TERMAL TURZ. TİC. ve\nSAN. LTD. ŞTİ.: “İŞVEREN ve İŞVEREN VEKİLİ” İşyerinin veya\nişletmenin tamamını sevk ve idareye yetkili olanlar “İŞVEREN\nVEKİLİ”, HİZMET - İŞ (Tüm Belediye ve Genel Hizmet İşçileri\nSendikası) “SENDİKA”, İşyerinde çalışan veya kanunen işçi sayılan\nHizmet-İş üyeleri “ÜYE”,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu toplu sözleşmesi ekleri ile birlikte “SÖZLEŞME”,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2.SÖZLESMENİN YÜRÜRLÜK SÜRESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2024 tarihinde tüm hükümleri ile\nyürürlüğe girmek üzere 31.12.2026 tarihine kadar bağıtlanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 3. SÖZLEŞMEDEN YARARLANMA SARTLARİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinden HİZMET-İŞ üyeleri yaralanırlar.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin imzalanması tarihinde HİZMET-İŞ’e üye\nolanlar, yürürlük tarihinden; imza tarihinden sonra üye olanlar ise\nüyeliklerinin Hizmet-İş sendikasınca işverene bildirildiği tarihinden\nitibaren yaralanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzalanması sırasında Hizmet-İş sendikası\nüyesi olmayanlar, sonradan işyerine girip de üye olmayanlar veya imza\ntarihinde üye olup da ayrılanlar veya çıkarılanların toplu iş\nsözleşmesinden yarâlanabilmeleri Hizmet-İş sendikasına dayanışma\naidatı ödemelerine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>Bu hususta sendikanın muvafakati aranmaz. Dayanışına aidatı ödemek\nsuretiyle toplu iş sözleşmesinden yararlanma talep tarihinden geçerlidir.\nAncak imza tarihinden önce yapılan dayanışma başvuruları\nhükümsüzdür.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi dışında Sendika üyesi işçilerden herhangi\nbirine verilen zam veya haklar bütün Sendikalı işçilere uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4. SENDİKAL FAALİYETLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikal faaliyetler konusunda işveren işçiye ve sendikaya her türlü\nkolaylığı gösterir. Bu cümleden olarak sendika yöneticilerine işveren\nveya vekilli ile mutabık kalınmak suretiyle günün uygun saatlerinde ve\nişin aksamamasına dikkat edilerek, işçilere temas ve toplantı yapma\nimkânı verir.\u003C\u002Fp>\n\n\u003Cp>Sendika yönetici ve işyeri temsilcilerinin lüzumu halinde iş saatleri\niçinde işçiyi ve sendikayı ilgilendiren konularda işveren veya vekili ile\ntemasta bulunmaya hakları vardır.\u003C\u002Fp>\n\n\u003Cp>İşveren sendika işyeri temsilcilerinin belge ve kayıtlarını muhafaza\nedebilmesi ve sendikal çalışmalarım sağlamak amacıyla bir temsilcilik\nodası tahsis eder. Temsilcilik odasının masa, sandalye dolap, telefon,\ndaktilo vs. gibi donanımını işveren temin eder.\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika işyeri temsilcilerinin çalışmalarını\nkolaylaştırmak amacıyla imkân nispetinde işverenin telefonlarından, araç\nve gereçlerinden ücretsiz istifade etmelerini temin eder. Şu kadar ki;\ntelefon görüşmeleri şehirlerarası olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 5. SENDİKAL İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika baş temsilcisi ve işyeri sendika temsilcilerine asıl işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla temsilcilik\ngörevlerinin gerektirdiği faaliyetlerde bulunabilmeleri için işverenin izni\nile aşağıda yazılı sürelerde izin verilir.\u003C\u002Fp>\n\n\u003Ch4>A)BAŞ TEMSİLCİ İZNİ:\u003C\u002Fh4>\n\n\u003Cp>01-50 işçi çalıştıran işyerlerinde haftada 4 saat ücretli izin\n51-200 işçi çalıştıran işyerlerinden haftada 6 saat ücretli izin\n201-500 işçi çalıştıran işyerlerinden haftada 8 saat ücretli izin\u003C\u002Fp>\n\n\u003Cp>Şube başkanı veya baş temsilci gündüz vardiyasında\nçalıştırılır. Baş temsilcinin izin süresini işyerinde , geçirmesi\nasildir. Ancak, sendika merkezi veya şubesinin işverene yapacağı yazılı\nveya sonradan yazıyla doğrulamak şartıyla sözlü çağrısı üzerine bu\nsüreyi çağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch4>B)TEMSİLCİ İZNİ \u003C\u002Fh4>\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>01-50 işçi çalıştıran işyerlerinden haftada\u003C\u002Ftd>\n      \u003Ctd>2 saat ücretli izin\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerlerinden haftada\u003C\u002Ftd>\n      \u003Ctd>3 saat ücretli izin\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerlerinden haftada\u003C\u002Ftd>\n      \u003Ctd>4 saat ücretli izin\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch4>C)DİĞER İZİNLER\u003C\u002Fh4>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için sendikanın talebi üzerine aşağıda düzenlenmiş şekle\ngöre ücretli izin verilir.\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>50 işçi çalıştırılan işyerlerinde yıllık toplam izin\u003C\u002Ftd>\n      \u003Ctd>20 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>100 işçi çalıştırılan işyerlerinde yıllık toplam izin\u003C\u002Ftd>\n      \u003Ctd>40 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>200 işçi çalıştırılan işyerlerinde yıllık toplam izin\u003C\u002Ftd>\n      \u003Ctd>60 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5 ‘inden fazla sayıda üyenin birlikte\nizin kullanması işverenin onayına tabidir. Ancak genel kurullar için bu %5\noranı aranmaz. Sosyal haklarından kesinti yapılmaz. İzinli günleri\nçalışmış gibi hak eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>D)EĞİTİM İZİNLERİ\u003C\u002Fh4>\n\n\u003Cp>Sendikal eğitime ilişkin olarak sendikaca hazırlanan programların\nuygulanması yönünden, hazırlanan programında işverene bildirilmek\nsuretiyle sendikanın mahallinde düzenlendiği, kurs ve konferanslar için\neğitilmek istenen sayıdaki işçiye 5 iş günü ücretli izin verilir. Bu\nizin işyerinde çalışan işçinin her seferinde %5 ‘ini geçemez.\u003C\u002Fp>\n\n\u003Cp>Bu madde de belirtilen izin günleri yıllık ücretli izinden mahsup\nedilemez. Sosyal haklarından kesinti yapılmaz. İzinli günleri çalışmış\ngibi hak eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6. SENDİKA YÖNETİCİLERİNİN GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikanın bütün kademelerinde görevli başkan, yönetici ve temsilciler\nile sendika ana tüzüğünün ve sözleşme uyarınca kurulan kurul üyeleri\nbu sözleşme süresince (ahlaka aykırı hareketleri veya yüz kızartıcı\nbir suç işlemeleri hali müstesna) disiplin kurulunun oy birliği ile\naldığı karar olmadan işten çıkarılamaz. Belediye hizmetlerinin devamı\niçin gerekli görülen ve sendikanın da muvafakati alınması hali müstesna\nişi ve işyeri değiştirilemez.\u003C\u002Fp>\n\n\u003Cp>İşveren yukarıdaki fıkraya aykırı olarak işten çıkarılan\n(sendikanın kademelerinde görevli) başkan, yönetici ve temsilciler ile\nsendika ana tüzüğü ve sözleşme uyarınca kurulan kurul üyelerine 6\naylık maaşı tutarında, cezai şart sendikanın muvafakati dışında\nişyerlerinin değiştirilmesi halinde ise 3 aylık maaşları tutarında ek\nTanzimat ödemeyi kabul eder. Adı geçen sendika görevlilerinin yasadan ve\nhizmet akitlerinden ve toplu iş sözleşmesinden doğan hakları ayrıca istem\nve dava hakları saklı tutulmuştur.\u003C\u002Fp>\n\n\u003Cp>Sendika ve konfederasyonların yönetim kurallarında veya başkanlığında\ngörev aldığı için kendi isteği ile çalıştığı işyerlerinden\nayrılan işçiler i bu görevlerinin seçime girmemek , yeniden seçilmemek\nveya kendi isteği ile çekilmek suretiyle son bulunması halinde ,\nayrıldıkları işyerinde işe yeniden alınmalarını istedikleri takdirde,\nişveren talep tarihinden itibaren en geç 1 ay içinde bu işçileri o andaki\nşartlarla eski işlerine ve ya eski işlerine uygun bir diğer işe diğer\nisteklilere nazaran öncelik vererek almak zorundadır. Bu takdirde, işçinin\neski kıdem hakları ve ücretleri saklıdır. Bu hak, sendika veya\nkonfederasyonlardaki yöneticilik görevinin sona ermesinden başlayarak 3 ay\niçinde kullanılabilir. Kendinse iş verilmeyen yöneticilere emsal kadrodaki\nişçilerin almış olduğu ücreti ve paraya dayalı haklar, üzerinden\nçalıştığı süre kadar tazminatı i bir seferde ödenir.\u003C\u002Fp>\n\n\u003Cp>Yönetim kurulundaki ve başkanlıktaki görevleri ile ilgili fiillerden\ndolayı hüküm giymiş olanlar bu haktan yararlanamazlar. İşverene düşen\npay dahil olmak üzere, sosyal güvenlik kurulularının pirim ve aidatlarını\nödemeye devam etmek suretiyle ayrıldığı işyerindeki sigortalılık\nhaklarını da devam ettirebilirler.\u003C\u002Fp>\n\n\u003Cp>Yukarıda gösterilen haklardan sendika şube yönetim kurulu üyeleri ile\nbaşkanları da yaralanırlar. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 7. İLAN TAHTASI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren işyerinde işçilerin kolayca görebilecekleri elverişli bir\nyerde sendika ilan ve bildirimlerinin asılmasına özgü kilitli, bir ilan\ntahtası bulundurur. Bu tahtalara asılacak her türlü ilan, bildiri, bülten\nve benzeri yazılardan doğacak sorumluluk sendikaya aittir. Bu tahtaya başka\nsendikanın ilan ve bildirimleri asılamayacağı gibi işyerinde toplu iş\nsözleşmesi olmayan diğer sendikalar için de ayrıca ilan tahtası\nbulundurulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 8. SENDİKANIN YARARLANACAĞI SALON» LOKAL ARAÇ VE GEREÇLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika; eğitim, seminer, konferans ve benzeri sosyal eğitsel\ntoplantılara için işverenin salon, araç ve gereçlerinden, işverenle\nönceden anlaşmak kaydıyla ücretsiz yaralanırlar. İşverenin sağlamış\nolduğu yerlerde mevcut olan işçi lokalleri işlevine devam eder.,\nişçilerin boş vakitlerini nezih bir biçimde geçirebilmeleri amacıyla\nişveren, imkanları ölçüsünde işçi lokali ve benzeri yerlerin\naçılmasına gayret eder. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 9. AİDAT VE DİĞER KESİNTİLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18.maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nher ay keserek işçi ücretlerinin ödendiği günü takip eden 7 gün içinde\nsendikanın bildireceği banka hesabına herhangi bir ihtara lüzum\nkalmaksızın 7 gün içerisinde yatırmak kesinti listesinin bir nüshasını\nişyerinin bağlı olduğu şubeye, bir nüshasını da sendika genel merkezine\nposta ile ya da e-mail adresine (muhasebe@hizmet-is.org.tr) göndermek\nzorundadır. T.C. Çalışma ve Sosyal Güvenlik Bakanlığı tarafından yeni\ndönem için yetki verilmesi halinde, sendikanın yazılı talebi\naranmaksızın işveren tarafından üyelik aidat kesintileri yapılarak\nyukarıda belirtilen usul çerçevesinde sendikaya ödenir. İşveren bu\nişlemler için sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına\nbir ay içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler için\nyapılacak kesintiler sendikanın ve işçinin yazılı muvafakatine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 10. SENDİKA ÜYELERİNİN GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anayasa ve diğer mevzuat hükümleri ile işçilere tanınmış bulunan\nhaklar gerek doğrudan doğruya ve gerekse dolaylı olarak ihlal olunamaz.\nİşçilerin iktisap etmiş olduğu ücretinden her ne sebeple olursa olsun bir\nindirim yapılamaz\u003C\u002Fp>\n\n\u003Cp>Ancak Disiplin Kurulu Kararı ile yapılan değişiklikler hariç, Disiplin\nCeza Cetvelinde suç sayılan fiiller dolayısıyla ceza almaları sonucunda\ngrup değişikliği söz konusu olması halinde görev yaptığı yeni grubun\nhaklarından yaralanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11. İSÇİLERİN YAZILI EMİR İSTEME HAKKI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin kendisine verilen emirleri kanun ve T.İ.S ne aykırı\ngörürse bizzat veya işyeri temsilcisi aracılığı ile emrin yasalara ve\nsözleşmeye aykırılığını görürse bizzat veya işyeri temsilcisi\naracılığı ile emrin yasalara ve sözleşmeye aykırılığını emri veren\namirine derhal bildirir. Amir verilen bu emrin yapılmasında ısrar ederse\nemri yazılı olarak işçiye vermek zorundadır. Bu takdirde işçi emri\nderhal yerine getirir. Ancak işçinin suçu olsa bile işçi sorumlu tutulamaz\nve hakkında disiplin takibatı yapılamaz. İşçinin amirine başvurmasına\nrağmen amir emrini yazılı olarak vermemekte direnirse o işçinin işin\nyapılmasından işçi sorumlu tutulamaz. Emir yazılı olsa dahi işin\nyapılmasından işçinin de kanuni cezaya çarptırılması bahis konusu olan\nhallerde amirin emri yerine getirilemez.\u003C\u002Fp>\n\n\u003Cp>Trafik kanununun ve tüzüğün öngördüğü evsaf ve şartlara haiz\nolmayan araçları kullanmaya işçi zorlanmaz. Bu noksanlıklardan dolayı\nvasıtayı kullanmaktan imtina eden işçi hakkında disiplin takibatı\nyapılmaz. Şu kadar ki; vasıtadaki noksanlıkları işçi emri veren amirine\nyazılı olarak bildirmek zorundadır. Vasıtadaki noksanlık önceden\nbiliniyorsa, emri alan işçinin görevi olduğu halde daha önceden amirini\nhaberdar etmemiş ve ancak emri aldığı anda bunu iletmiş ise görevini\nihmal etmiş olduğu kabul edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 12. DENEME SÜRESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşçiler işe alındıkları tarihten itibaren azami 3(üç) aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içerisinde başarı\ngösteremeyenlerin ilgileri ihbar önellerine uyulmaksızın kesilebilir.\nDeneme süresi sonunda ilgisi kesilmeyen işçi daimî işçi vasfım iktisap\netmiş olur. Evvelce işyerinde çalışırken tensikata tabi tutulan veya\nmakul mazeretlerinden dolayı kendi isteği ile ayrılmış olanların tekrar\nişe alınmalarında aynı işi yapmaları halinde yeni bir deneme süresi\nuygulanamaz. Daimî işçi kadrosunda işe alınmış olurlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 13. İŞYERİ SENDİKA TEMSİLCİLERİNİN ATANMASI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri aşağıda öngörülen esaslar uyarınca,\nsendika tarafından bir baş temsilci olmak üzere atanır. Gerek temsilcilerin\nve gerekse baş temsilcilerin isimleri bir liste halinde işveren vekiline\nbildirilir. İşyerinde çalışan işçi sayısına göre;\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>50 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>1,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>2,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>100-501 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>3, temsilci atanır.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 14. BRANŞTA ÇALIŞMA:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vasıflı işçi zorunlu sebep olmadığı müddetçe istihdamına esas olan\nişinde ve branşında çalıştırılır. İşveren işçiye hiçbir zaman\nkendi mesleği, branşı ve uzmanlığı dışında herhangi bir işte ceza\nmahiyetin de çalıştıramaz. Bu konuda işçinin muvafakati saklıdır.\nAncak; Vasıflı işçinin uzmanlığı ile işin veya işyerinin ortadan\nkalkması halinde, yukarıdaki madde uygulanamaz. Yangın, sel, zelzele, tabi\nafet hallerinde işçinin rızasına bakılmaksızın meydana gelen olayın\nacili yetinin ortadan kaldırılacağı süreler kadar bu işlerde\nçalıştırılmaları mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçilerin çalıştıkları işyerinde, iş yerinin bakım, onarım,\nrevizyon gibi nedenlerden dolayı iş verilmemesi halinde, geçici ve belirli\nsürelerde başka işyerlerinde kendi mesleklerinde çalıştırılmaları\nmümkündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15. VARDİYA USULÜ ÇALIŞTIRMA:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşin gerektirdiği hallerde işçiler iki ve üç vardiya halinde\nçalıştırılırlar. Bir işçi iki haftadan fazla gece vardiyasında\nçalıştırılamaz. Vardiya cetvelleri her ay liste halinde işyerinde ilan\nolunur. 2 hafta gece vardiyasında çalışan işçi takiben iki hafta gündüz\nçalıştırılır. Vardiyalı işçiler 16 saat dinlendirilmeden işe\nçağrılamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 16. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçinin işveren tarafından işyerinin başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>İşçinin işveren tarafından işiyle ilgili başka bir yere gönderilmesi\nveya işverenle ilgili başka bir yerde meşgul edilmesi nedeniyle asıl işini\nyapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>Yağmur, sel, elektrik ve su akımının kesilmesi, malzeme, araç ve\nkoruyucu eşyanın olmaması nedeniyle iş başında olup da çalışmadığı\nsüreler işçinin yasal iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>Asfalt işlerinde, işveren işçilere ara dinlenmesini engellemeyecek\nşekilde asfalt sevkiyatını yapar. Bu işçilere bir saat öğle dinlenmesi\nmutlaka verilir. İtfaiye işçisine 12 saatte 1 saat ara dinlenmesi verilir.\nBu 1 saat mesaiden sayılır.\u003C\u002Fp>\n\n\u003Cp>İşçinin, işverenin işini yaparken meydana gelen olaylardan dolayı\nmahkemede, karakolda ve hastanede geçen süreleri belgeleme koşuluyla iş\nsüresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>İşverenin araç ve gerecinden meydana gelen arıza nedeniyle gecikilen\nsürelerde çalışmış gibi sayılır. Mevcut olan ara dinlenmelerine aynen\ndevam edilir. Ara dinlenmesi verilen yerlerde bu dinlenmelerin hangi saatler\narsında yapılacağı her işçinin görebileceği yerlerde yazılı olarak\nilan edilir.\u003C\u002Fp>\n\n\u003Cp>Yukarıda yazılıp da yasal çalışma süresinden sayılmış olan\nhallerde çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 17. YILLIK ÜCRETLİ İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">a)Hizmeti (1-5) yılı dolduran işçilere\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>(16) on altı işgünü, Ücretli izin\nverilir.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Hizmeti (6-15)yılı dolduran işçilere\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>(22) yirmi iki işgünü, Ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>c)Hizmeti (16) yıl ve daha fazla olan işçiler \u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>(28) yirmi sekiz işgünü, Ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>-Ücretli izinler ait olduğu yıl içinde ve Ocak ile Kasım ayları\narasında mutİaka kullandırılır.\u003C\u002Fp>\n\n\u003Cp>-Ücretli izine rastlayan Pazar ünleri ile ulusal bayram ve genel tatil\ngünleri izinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>-İşçinin izinlerini kullanacakları aylar, izin kurulunca kura ile tespit\nedilir.\u003C\u002Fp>\n\n\u003Cp>-4857 sayılı iş kanunun 60. maddesindeki izin kurulu işçi personel ve\nsosyal işler müdürlüğü temsilcisi, işveren temsilcisi ve sendika\ntemsilcisinden teşekkül eder.\u003C\u002Fp>\n\n\u003Cp>-Yıllık ücretli izin listeleri her yılın ocak ayı başında tanzim\nedilerek başkanlık onayı alınır.\u003C\u002Fp>\n\n\u003Cp>-İzin listesindeki tarihte izin hakkı doğmuş olan işçi ancak bütün\npersonel kullandıktan sonra İznini kullanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 18. ÜCRETLİ SOSYAL İZİNLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere aşağıdaki yazılı esaslar dahilinde belge ibraz etmek\nşartıyla ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>Evlenen işçilere 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Çocuğu olan erkek işçiye 5 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Ana, baba, eş, çocuk ve kardeş ölümlerinde 7 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Doğal afetlerde en az 10 işgünü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>İşyerinde çalışan hamile kadın işçilere doğum öncesi 6 hafta,\ndoğum sonrası 6 hafta doğum izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin çocuğunu evlendirmesi veya sünnet düğünlerinden önce 3\nişgünü,\u003C\u002Fp>\n\n\u003Cp>Askerlik yoklaması yaptırması için yarım işgünü ücretli sosyal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 19. ÜCRETSİZ MAZERET İZNİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ücretli iznini kullanmış işçiye, işçinin bakmakla yükümlü olduğu\nve refakat etmesi gerektiğini belgelemesi halinde ana, baba ile kardeşlerinin\nbirinin ağır bir kaza geçirmesi veya önemli bir hastalığa tutulmuş\nolması hallerinde raporla belgelendirilmesi şartıyla, isteği halinde en\nçok 6 aya kadar ücretsiz mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>İşçiye müracaatı üzerine ve mazereti makul görmek şartıyla\n90(doksan) güne kadar ücretsiz mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>İsteği halinde kadın işçiye doğumdan sonraki 6 haftadan sonra 6 aya\nkadar ücretsiz izin verilir. Bu süre, ücretli izin hakkının hesabında\nnazara alınmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 20. YENİ İS ARAMA İZNİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet akdi ihbar önellerine uyulmak suretiyle feshedildiğinde, işveren\nişçiye talebi halinde çalışma saatleri içinde günde 3 saat ücretli Yeni\nİş Arama İzni verir. İşçi talep ettiğinde aksin son bulacağı zamandan\nönceki günlere rastlamak üzere bu izinler topluca verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 21. DİNLENME TESİSLERİNDEN YARARLANMA:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Belediyenin dinlenme kampları varsa imkanlar nispetinde işçiler de\nyararlandırılır. Yararlanma süresi kamp tesislerinin imkanları oranında\nişveren ile sendikanın beraber belirleyeceği esasa göre tespit edilir.\nTalebin fazla olması halinde kuraya başvurabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 22. ÇALIŞANLARIN İS AKİTLERİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler belirli ve belirsiz süreli iş akitleriyle işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Mahiyeti itibariyle devamlılık gerektiren işlerde çalışan işçiler\nsüresi belirli olmayan iş akdi ile işe alınıp, çalıştırılırlar.\u003C\u002Fp>\n\n\u003Cp>Mahiyeti itibariyle devamlılık gerektirmeyen mevsimlik veya belirli bir\nişin yapılması için işe alman işçilere yapılan akitler süresi belirli\niş akitleridir.\u003C\u002Fp>\n\n\u003Cp>İşveren süresi belirli hizmet akdi ile işe aldığı bir işçiyi\nsüresi bitiminden sonra çalıştırdığı takdirde, bu işçi daimî kadro\nvar ise bu kadroya geçirilir. Bu kadro olmaması halinde ara verilmeksizin\nbelirli süresi hizmet akdi ile çalıştırılmaya devam edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren mevcut münhal kadrolara veya açılacak kadrolara öncelikle işe\ngiriş tarihine göre belirli süreli hizmet akdi ile çalışan işçileri\ngeçirmek ve onlara kadro vermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>Bu hususta işyerinin mevzuatında özel hükümler var ise (sınav gibi) bu\nesaslar bu işçiler için de aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>Belirli süreli hizmet akdi ile çalışan sendika üyesi işçilerden toplu\niş sözleşmesinin tüm hükümlerinden çalışma süresiyle orantılı\nolarak (kıstelyevm esasına göre) yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 23. TENKISAT VE İSÇİ ÇIKARTILMASI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)İşveren, ilgili yasalara, Yargıtay kararlarına ve bu toplu iş\nsözleşmesi hükümlerine aykırı olarak işçilerin iş akitlerini sona\nerdiremez. İş akdinin fesih edileceği durumlarda işyerinde çalışan\nişçi sayısına bakılmaksızın 4857 sayılı İş yasasının İş\ngüvencesine ilişkin hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>B)Yüz kızartıcı suç işleyenler hariç disiplin kurulu olmadan hiçbir\nişçi işten çıkarılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24. BİLDİRİM ÖNELLERİ VE İS AKDİNİN FESHİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet akitleri bu sözleşme hükümlerine uygun olarak işçi veya\nişverence feshedildiğinde önceden karşı tarafa yazılı bildirimde\nbulunmak şartıyla bildirim tarihinden itibaren.\u003C\u002Fp>\n\n\u003Cp>-İşi 6 aydan uzun sürmüş işçilerine 2 hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>-İşi 6 aydan 18 aya kadar sürmüş olan işçilerin 4 hafta sonunda\u003C\u002Fp>\n\n\u003Cp>-İşi 18 aydan 3 yıla kadar sürmüş olan işçilerin 6 hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>-İşi 30 yıldan fazla sürmüş olan işçilerine 8 hafta sonunda\nfeshedilmiş sayılır,\u003C\u002Fp>\n\n\u003Cp>Hizmet akdini işçinin feshetmesi durumunda çalıştırıldığı takdirde\nbildirim öneli içerisinde tüm haklardan yararlanır.\u003C\u002Fp>\n\n\u003Cp>Bildirme şartına uymayan taraf yukarıda yazlı önellere ilişkin ücret\ntutarında tazminat ödemek zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşveren işçinin ihbar önellerine ait ücretinin peşin Vermek suretiyle\nhizmet akdinin feshedebilir. \u003C\u002Fp>\n\n\u003Cp>İşçinin sendikaya üye olması, şikâyete başvurması gibi sebeplerle\nişinden çıkartılması halinde genel olarak hizmet akdini fesih hakkının\nkötüye kullanıldığını gösteren diğer durumlarda (a) bendinde yazılı\nönellere ait ücretlerinin 3 katı tutarı tazminat olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Tarafların ayrıca tazminat isteme hakkı saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 25. KIDEM TAZMİNATI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>İşçilerin hizmet akitlerinin iş yasasındaki kıdem tazminatının\nödenmesi gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 35 günlük ücreti tutarında kıdem tazminatı ödenir. 1\nyıldan artan süreler içinde aynı oran üzerinden ödeme yapılır. Ölüm\nhallerinde tazminat, yasal mirasçılarına verilir, jş kazası nedeniyle\nölen işçinin kıdem tazminatı gün sayısı 70 (yetmiş) gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 26. KIDEM TAZMİNATININ HESAPLANMASI VE ÖDENMESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin hizmet akitlerinin feshinde 1475 sayılı yasanın M.madde\nhükümleri usul ve esasları çerçevesinde hesaplanarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 27. TUTUKLANMA VE İS AKDİNİN DEVAM ETTİĞİ HALLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>A)İşçi, herhangi bir suçla tutuklandığı ve tutukluluğu 6 ayı\naştığı taktirde, iş akdi münfesih sayılır. Yüz kızartıcı suçlar\nhariç olmak üzere 6 aya kadar süren tutukluluk hallerinde tutuklu kalınan\nsüreler kadar işçi ücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>B)Gözetim altına alınan işçiler bunu belgeledikleri takdirde yasal\ngözaltı süresinde ücretli izinli addedilir bu süreler için ücreti tam\nolarak önenir ve yıllık ücretli izinlerden mahsup edilemez.\u003C\u002Fp>\n\n\u003Cp>C)Gözetim hali ve tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>Yargılamanın tutuksuz devam etmesine karar verilmesi,\u003C\u002Fp>\n\n\u003Cp>Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>a)Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\n180 gün içinde son bulması ve işçinin bu tarihten itibaren 15 gün içinde\nişine dönmeyi talep etmesi halinde işveren tarafından emsallerin hakları\nile işe alınır 180 gün sonunda yapılan başvuru halinde boş yer varsa\nişe alınırlar. Bu halde işe tekrar alman işçinin eski kıdem hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>b)Ancak, beraat tarihinden itibaren tutukluluk süresi ne olursa olsun 15\ngün içinde işbaşı yaptırılır.\u003C\u002Fp>\n\n\u003Cp>D)Adi suçlardan (bu maddenin ö.bendindeki suçlar hariç) yargılanmaları\ntutuklu olarak devam ederken 180 gün içinde tahliye edilenlerin 15 gün\niçinde başvurması ve işyerinde durumuna uygun münhal kadro bulunması\nhalinde işveren tarafından tekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare, hüküm giymeleri halinde iş akitleri münfesih sayılır. Şu\nkadar ki (E) fıkrasının (a), (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>E)Adi suçlardan yargılanmaları tutuklu olarak devam ederlerden;\u003C\u002Fp>\n\n\u003Cp>a)180 gün veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b ) 180 günden daha fazla ceza aldığı halde cezası ertelenen, paraya\nçevrilen veya af ile sonuçlanan veya iyi hali nedeniyle 180 gün önce\ntahliye edilen işçiler 15 gün içinde başvurması tekrar halinde işe\nalınır.\u003C\u002Fp>\n\n\u003Cp>F)Yüz kızartıcı suçlardan hüküm giyenler cezanın ertelenmesi, paraya\nçevrilmesi veya affa uğraması halinde dahi hiçbir suretle tekrar işe\nalınamazlar.\u003C\u002Fp>\n\n\u003Cp>(CMK109-110-111-112 maddelerine göre adli kontrol hükümetinin\nuygulanması halinde)\u003C\u002Fp>\n\n\u003Cp>G)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinesi operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde, 1 yıl içinde\nhükümlülük veya tutukluluk hali sona ermek şartı ile, tutuklu veya\nhükümlü kaldıkları sürenin sonunda 15 gün içinde işe başlatılırlar\n(ehliyetlerinin mahkemece geri alınmış olması durumunda ehliyetin iade\nedildiği tarihe kadar iç görevde çalıştırılırlar)\u003C\u002Fp>\n\n\u003Cp>Bu bent kapsamına giren şoförler ve iş makinesi operatörlerinin\ntutuklanma gününden başlayarak 30 güne kadar ki ücretlerinin ödenmesine\ndevam olunur.\u003C\u002Fp>\n\n\u003Cp>1 yıldan fazla süren hükümlülük veya tutukluluk halinde tekrar işe\nbaşlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>H)Yukarıdaki maddelerden yüz kızartıcı suç işleyenler\nyararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM -2- DİSİPLİN KURULU\u003C\u002Fh2>\n\n\u003Ch3>MADDE 28. DİSİPLİN KURULU:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin uygulanmasında taraflar arasında çıkacak\nuyuşmazlıkları çözümlemek ve disipline ilişkin konularda gerekli\nsoruşturmaları yaptırdıktan sonra karar vermek üzere 4 kişiden oluşan\ndisiplin kurulu kurulur. Bu kurulun biri başkan olmak üzere 2 üyesini\nişveren ve diğer 2 üyesini de sendika tayin eder. Aynı sayıda yedek üye\ntaraflarca tespit edilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulu işverenin tahsis ettiği bir odada ve sözleşme süresinde\nçalışmaya devam eder. İşveren disiplin kuruluna tahsis ettiği bu odada\ngerekli demirbaş kırtasiye ve personel diğer gereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>Kurul başkanının 5 günden yapacağı yazılı çağrısı üzerine üye\nsayılarının salt çoğunluğu ile toplanır. Çağrı yazısında kurula\nsevk edilenin adı ile işlediği fiilin bildirilmesi zorunludur. Toplantılara\ntarafların hukuk müşavirleri de katılabilir. Fakat bunların oy haklan\nyoktur. Kurul toplantıya katılan üyelerin salt çoğunluğu ile toplanır ve\nkarar verir. Ancak yapılan yazılı çağrıya rağmen taraf temsilcileri\nkurula katılmazsa katılan taraf temsilcileri ile kurul toplanır ve karar\nverir. Disiplin ile ilgili konularda oyların eşitliği halinde başkanın oyu\n2 oy sayılır. Kurulu kararları belediye başkanının veya yetki verdiği\nyardımcısının onayı ile yürürlüğe girer. Belediye başkanı cezanın\nazaltılmasında yetkilidir. Disipline ilişkin konularda iş bu toplu iş\nsözleşmesinin eki (ek-2) ceza cetveline uygun olarak karar verilir. Ceza\ncetvelinde belirtilmeyen suçların vukuu halinde cetvele uygun en yakın ceza\nverilebilir. İhtar: İşçiyi vazifesine dikkatli olmaya devam etmektir.\nİhtar cezasına itiraz edilemez. Sicile geçer ancak ünite amirlerince\nişçinin yazılı savunması alınmak suretiyle disiplin kurulu kararı\nolmadan da ihtar cezası verilebilir. Disiplin kurulu kararı olmadan verilen\nihtar cezalan sicile geçmez. Ve disiplin kurulunun vereceği cezalar da\ndikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>Gündelik kesimi:\u003C\u002Fp>\n\n\u003Cp>İşçinin ücretinden 3 yevmiyeye kadar kesilmelidir\u003C\u002Fp>\n\n\u003Cp>İşten çıkarma veya failini öğrendikleri tarihten itibaren 30 gün\niçerisinde disiplin kovuşturması açılmasına teşebbüs etmemeleri veya\nteşebbüs edilmekle beraber aşağıdaki maddelerde belirtilen sürelerinin\naşılması halinde disiplin kovuşturması gereksiz kalır ve işçiye ceza\nverilmez.\u003C\u002Fp>\n\n\u003Cp>Disiplini bozan fiili öğrenen ilgili amirlik, en çok 6 işgünü içinde\ngerekli soruşturma belgelerini hazırlayarak işçiyi disiplin kuruluna şevke\nyetkili makama verir. Şevke yetkili makam soruşturma belgelerinden noksan\ngörülen hususlar varsa (tanık ifadeleri hakkında disiplin kovuşturması\nhakkında disiplin kovuşturması yapılacak kimsenin savunması gibi bunları\nikmal ederek belgelerini en çok 6 iş günü içerisinde kurula sevk eder.\nİşçinin yetkili makamlarca kurula şevki halinde gerekli gördüğü veya\nkurul üyelerinden birinin teklifi halinde disiplin kurulunda işçi de\ndinlenir. İşçinin yazılı savunmasının alınması ve her türlü\ndelilleri toplanmasına olanak tanınması zorunludur.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulu belgelerinin kurula şevkini müteakip genel olarak 20gün\niçinde gerekli incelenmesini yaparak kararını verir. Ancak bu süre disiplin\nkurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 1 yıl içinde aynı fiili işlemesi halinde ek ceza\ncetvelinde gösterilen cezalar sırasıyla takdir olunur. Aynı fiilin 6 ay\niçinde tekerrürü halinde işçiye o fiil için bir önce takdir olunan\ncezanın bir üst kademesindeki ceza uygulanır. İki veya daha fazla aynı\nfiilden dolayı 6 ay içinde üç defa\u003C\u002Fp>\n\n\u003Cp>Ceza alan bir işçinin aynı yıl içinde dördüncü bir fiil için ceza\ntertibi gerektiğinde bu fiil için verilmesi icap eden ceza evvelki fiillerin\nmahiyetleri ve verilen cezalardan nazara alınarak kurulda serbestçe takdir\nolunur.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulunca verilen karar işçinin işten çıkartılmasına\nilişkinse bu kararın feshe yetkili makama tevdii tarihinden itibaren 1\nOişgünü geçtikten sonra akdin feshi yetkisi düşer. Kurul kararları genel\nolarak yazılı ve nedenleri belirtilmek suretiyle tebliğ edilir. İşçiye\ntebliğ edilmeyen cezalar uygulanmaz. Kurulun işten çıkarmaya ilişkin\nkararları 10 işgünü içerisinde iadeli taahhütlü mektupta postalanmak\nsuretiyle tebliğ edilir. Tebliğ edilmezse 7201 sayılı kanun hükümleri\nuygulanır. İşçinin kurul kararlarını tebellüğden sakınması ve\nkararın tebliği esnasında işyerini terk suretiyle işyerinden ayrılmış\nolması halinde keyfiyet tutanakla tespit olunmak kaydıyla yukarıdaki tebliğ\nile ilgili hükümlerin uygulanmasına gerek kalmaksızın hüküm ifade eder.\nİşçinin hastalık, izin, geçici askerlik gibi nedenlerle işyerinden ayrı\nbulunması hallerinde kendisine tebliğ edilmezse yasal ikametgâh adresine 6\niş günlük süre zarfında taahhütlü mektupla ilgilinin geçici görevli\nolarak işyeri merkezi dışında bulunması nedeniyle tebliğ edilmezse\nişyeri merkezine döndüğünde derhal, hastanede yatan işçiye ise\nhastaneden çıktıktan sonra tebliğ edilir. Bu takdirde işçinin 6 iş\ngünlük süreyi geçirdiği ileri sürülemez. Disiplin kurulu kararları\nişçinin gizli dosyasında saklıdır. Disiplin ceza cetvelleri halen\nuygulanan sözleşmelerdeki şekliyle muhafaza edilir). \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29. DİSİPLİN CEZALARININ AFFI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulunca iş akdinin feshedildiğine ilişkinin cezayı belediye\nbaşkanı dilerse yevmiye cezasına çevirmek suretiyle hafifletme yetkisine\nkullanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>MADDE 30. İŞÇİ SAĞLIĞI VE İS GÜVENLİĞİ GENEL İLKESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Yasa hükümleri ile Çalışma ve Sosyal Güvenlik Bakanlığı tarafından\nçıkartılan tüzük hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>MADDE 31. HASTALIK YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>1.Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün\nve daha fazla istirahatli olmaları hâlinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>İşçinin hastalık nedeniyle işe devam edemediği veya raporlu olduğu\nsürelere ait yılda 5 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.İşçinin, iş yerinin bulunduğu mahal veya başka bir mahalle sevk\nsuretiyle viziteye çıkması hâlinde, iş yerinden ayrı kalacağı\nzamanlarda; işçiye istirahat verilmeksizin ayakta tedavisine lüzum\ngörüldüğü taktirde geçirdiği süreler için işçi ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 32. UZUN SÜRELİ HASTALIK HALİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uzun süreli hastalık halinde iş kanunu ile Sosyal Güvenlik Yasası\nhükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 33. KREŞ VE ANAOKULUNDAN YARARLANMA:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten itibaren\nBelediyenin mevcut ya da açacakları kreş e anaokullarından işçi\nçocukları da diğer personel çocukları gibi yararlandırılır. Belediye\nsağlık daireleri bu konuda sendikanın iş birliği ve yardım talebiyle\nilgili her türlü kolaylığı sağlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 34. KAZALARIN BİLDİRİLMESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde meydana gelen bir kaza sonucunda yaralanan işçinin durumu\nderhal ustabaşına, yetkiliye veya hasar tespit komisyonuna bildirilir.\nİşçinin durumu buna olanak vermeyecek kadar ağır ise yaralanmasının\nbildirilmesi, yanında bulunan işi arkadaşlarına düşer. Kazaya uğrayan\nişçi ustabaşı veya yetkili tarafından doldurulacak kaza raporu ile\nbirlikte veya buna olanak yoksa hemen işçinin bakılacağı sağlık\nteşkilatına bildirilir.\u003C\u002Fp>\n\n\u003Cp>Kaza raporunun bir sureti de 2 gün içerisinde işverence ilgili bölge\nçalışma müdürlüne gönderilir. Durum derhal işveren vekilince ve sendika\ntemsilcisine duyurulur. İşyerinde meydana gelen en küçük yaralanma\nolanları bile işçi tarafından yetkiliye bildirilir. Kendilerini vekili bir\nsorumluluk kabul etmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 35. HASAR VE ZARAR TESBİT KOMİSYONUN OLUŞUMU VE CALIŞMA\nŞEKLİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi tarafından meydana getirilen hasar ve zararların tespit ve tazmini\niçin işyerinde 3 kişiden oluşan hasar ve zarar tespit komisyonu kurulur. Bu\nkomisyonda,\u003C\u002Fp>\n\n\u003Cp>a)Bir işveren temsilcisi,\u003C\u002Fp>\n\n\u003Cp>b)Bir sendika temsilcisi (yoksa baş temsilcinin belirleyeceği bir\nkişi),\u003C\u002Fp>\n\n\u003Cp>c)Olayın mahiyetine göre öncelikle işyerinde o işten anlayan bir\ngörevli veya işverenle sendikanın müştereken seçecekleri dışarıdan bir\nkişiden oluşur.\u003C\u002Fp>\n\n\u003Cp>Çalışma şekli;\u003C\u002Fp>\n\n\u003Cp>a)Sendika temsilcisinin imzası olmadan tutulan hasar ve tespit tutanağı\ngeçerli sayılmaz. Ancak sendika temsilcisi düşüncelerini belirtmek\nsuretiyle tutanağı imzalamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>b)Trafik kazası meydana geldiğinde trafik eksperi olay yerinde durumu\ntespit etmeden ve kaza eksperleri olay yerinde rapor tutmadan ve olayı\nfotoğrafla görüntülemedikçe zorunlu haller hariç araç yerinde\noynatılmaz.\u003C\u002Fp>\n\n\u003Cp>c)işveren kaza eksperlerinin görevlerini en iyi şekilde yapabilmeleri\niçin komisyonun emrine bir araç tahsis eder. Ayrıca olayı görüntülemek\nbir fotoğraf makinesi temin eder. Ölüm ile sonuçlanan iş kazası sonucu\nkazayı yapan işçiye moral bozukluğundan ötürü işveren 3 işgünü\nücretli moral izni verir. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 36. HASAR TESPİT TUTANAĞININ KAPSAMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hasar tespit tutanağında;\u003C\u002Fp>\n\n\u003Cp>a)Olayın mahiyeti ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b)Vaki hasar ve zararın işçinin kasıt veya küsur ve ihmalinden mi ileri\ngeldiği\u003C\u002Fp>\n\n\u003Cp>c)Bu hasar ve zararın miktarı ve işçi tarafından ödenmesi gereken\nkısım belirtilir. Tutanak ve ekleri ilgililerin bağlı bulunduğu işveren\nvekiline sunulur. Bu komisyon lüzumu halinde bilirkişiye müracaat eder.\nGerek işveren ve gerekse karşı tarafların araçlarını kullanan\nşoförlerin kusur durumları ile araçlardaki hasar ve zarar miktarı bu\nmiktardan işçinin ödemesi gereken kısmı belirtilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 37. HASAR BEDELİNİN ÖDEME SEKLİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından hasar bedelinin ödenmesi için ilgiliye hasar tespit\ntutanağı tebliğ edilir. Bu tebligata itiraz eden işçinin mahkemeye\nmüracaat hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>Hasar bedeli 10 yevmiyeyi geçmiş ise aylık ödenecek miktar işveren ve\nişçi arasında anlaşarak tespit edilir. Ancak anlaşma olmadığı ve işçi\nödememekte ısrar ettiği takdirde işveren aylık ücretinin %20’si\ntutarında ücretinden keser.\u003C\u002Fp>\n\n\u003Cp>Hasar bedeli işçinin 10 günlük yevmiyesinden aşağı ise işçinin\nhasar karşılığı aylık ücretinden 3’er yevmiye kesilerek tahsil\nedilir.\u003C\u002Fp>\n\n\u003Cp>Adli mercilerce ve trafikçe takibat altına alınan trafik kusurlarına\nmüteallik hasarların tespiti bu hüküm dışındadır.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası ile oluşan hasar ve tazminatın hasar ve zarar tespit\nkomisyonunca yapılan, ya da idari adli mercilerce yapılan tespit sonucu suç\nnispetine göre şoföre isabet edenin (%50’si) işveren tarafından işletme\nmasrafı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası teknik arızadan ya da buzlanma, kar, yağmur nedeniyle bir\nkayma sonucu veya hastalık gibi şoförün iradesi dışında; önlemesine\nimkân olmayan bir sebepten ileri gelmişse hasar ve zararın tamamını\nişveren karşılar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 38. ARAÇLARIN FENNİ MUAYENESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Motorlu araçların fenni muayenesi zamanında yaptırmak işverenin\nsorumluluğundadır. Bu sorumluluğun yerine getirilmesinden doğacak cezalar\nişverene aittir.\u003C\u002Fp>\n\n\u003Cp>Seyri sefere engel olacak eksikliklerden dolayı doğacak trafik\ncezalarından bu noksanlığın daha önce işverene bildirilmiş olmasına\nrağmen giderilmemiş olması halinde işveren, bildirilmemesi halinde ise\nişçi sorumludur\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE 39. NORMAL ÇALIŞMA SÜRESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Haftalık çalışma süresi 45 saattir. Bu süre çalışmamak ve gün\nortasında 1 saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla,\nçalışma saatleri işin icabına göre işverence tanzim edilir. Bu 45\nsaatlik süre haftada 6 işgününe bölünerek çalıştırılır. Hafta\ntatili Pazar günüdür. Vardiyalı çalışma yapılan işyerleri için\nçalışmaya başlanılan günü takip eden 7. Gün hafta tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 40. ÇOCUK VE AİLE YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere her çocuk için her ay aylıkları ile birlikte\nnet 84.00 TL verilir. Eşi çalışmayan işçilere her ay aylıkları ile\nbirlikte net 878,00 TL tutarında aile yardımı ödenir. Yardım çocukların\ntamamına ödenir. Memurlara yapılan tüm\u002Fher türlü artışlar, işçilere\nde uygulama tarihinden itibaren aynen uygulanır. Doğacak küsuratlar bir üst\nrakama yuvarlanacaktır. (Eşi çalışanlar aile yardımı alamaz.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 41. EVLENME YARDIMI VE DOĞUM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Evlenme yardımı;\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olup, ilk defa evlenen işçilere belge ibraz etmek\nşartıyla 1.610,00 TL evlenme yardımı ödenir. (Eşlerden ikisi de aynı iş\nyerinde çalışıyorsa sadece birine evlenme yardımı ödenir.)\u003C\u002Fp>\n\n\u003Cp>Doğum Yardımı;\u003C\u002Fp>\n\n\u003Cp>İşçinin eşinin veya işçi kadın ise kendisinin doğum yapması halinde\ndevlet memurlarına yapılan usul ve esasa göre doğum yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 42. ÖLÜM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçinin eceli ile normal ölümü halinde 2.370,00 TL, bir\niş kazası sonucu ölümü halinde 7.000,00. TL tutarında ölüm yardımı\nyasal mirasçılâra ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>İşçinin ana, baba, eş ve çocuklarının ölümü halinde ise 920,00 TI\nölüm yardımı işçiye ödenir. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 43. DOĞAL AFET YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yangın, sel, zelzele gibi doğal afetlerde zarara uğrayan işçiye\nuğradığı zararın miktarına göre 2.150,00 TL’den az olmamak şartıyla\nDoğal Afet yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE 44. GİYİM VE KORUYUCU EŞYA YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Demirbaş ve koruyucu mebusta, İşçilere yaptığı işin niteliği\ndikkate alınarak İşçi Sağlığı ve İş güvenliği yönetmeliği usul ve\nesaslarında koruyucu giyim eşyası ve koruyucu malzeme ihtiyaç duyulan\nzamanlarda işveren tarafından temin edilerek belge karşılığında işçiye\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 45. İS RİSKİ PRİMİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)GEDİZ TERMAL TURZ. TİC. ve SAN. LTD. ŞTİ. Müdürler kurulu Başkanı,\nFen İşleri Müdürü aylık 9.735,00 TL bürüt,\u003C\u002Fp>\n\n\u003Cp>B)Destek hizmetleri Müdürü, Özel Kalem Müdürü, Makine İkmal Şefi,\nTemizlik İşleri Müdürü, Kültür ve sosyal İşleri Müdürü, Sosyal\nTesisler Müdürü ve Makam Şoförüne aylık 7.620,00 TL bürüt.\u003C\u002Fp>\n\n\u003Cp>C)Basın Yayın ve Halkla İlişkiler Müdürü, Muhtarlık işleri\nmüdürlüğü, Kaplıca Müdürü, Park ve Bahçeler Müdürü, Şirket\nMüdürü, Şirket Muhasebe Şefi ve Muhasebe Şefi aylık 5.926,00 TL\nbürüt\u003C\u002Fp>\n\n\u003Cp>D)Elektrik Şefi, Su Şefi, İmar İşleri Şefi, Fen İşleri Şefi ve Baş\nÇavuş aylık bürüt 4.235,00 TL.\u003C\u002Fp>\n\n\u003Cp>E)Zabıta Amiri, İtfaiye Amiri, Operatör, Şoför, Destek Hizmetleri Şefi\nve Çavuşlar aylık bürüt 3.387,00.TL.\u003C\u002Fp>\n\n\u003Cp>F)Su Tahakkuk Sayaç şefi, Mezbahane şefi, Veznedar, Bilgi İşlem\nTeknikeri, Zabıta Komiseri, Akaryakıt ikmal personeli ve Ambar Depo sorumlusu\naylık bürüt 2.542,00.TL.\u003C\u002Fp>\n\n\u003Cp>G)Ustalar ve Özel Kalem Personeli aylık bürüt 1.906.00.TL.\u003C\u002Fp>\n\n\u003Cp>H)Tahsildarlar, Zabıta Personeli, İtfaiye Personeli, Murat dağı Yatılı\nPersoneli (Eşlerden 1 tanesi alır), büro personelleri, Gençlik ve kültür\nmerkezi sorumlusu aylık bürüt 1.484,00.TL\u003C\u002Fp>\n\n\u003Cp>01.01.2024 tarihinden itibaren yukarıdaki gibi belirlenen İŞ RİSK\nPIRIMLERİNE sözleşme başlama ve bitiş tarihleri arasında Devlet memuruna\nuygulanan tüm zamlar oranında artış yapılır ve doğacak küsuratlar bir\nüst rakama yuvarlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 46. SOSYAL YARDIM:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere her ay aylıkları ile birlikte 311,00 TL. Bürüt\nolarak sosyal yardım parası ödenir. Sözleşme başlama ve bitiş tarihleri\narasında Devlet memuruna uygulanan tüm zamlar oranında artış yapılır ve\ndoğacak küsuratlar bir üst rakama yuvarlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 47. İLAVE İKRAMİYE. BAYRAM HARCLĞI VE ASKERLİK YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>A)Sendika üyesi işçilere her ay maaşlarıyla birlikte ödenmek üzere 5\nyevmiye tutarında ikramiye (toplam yıllık 60 yevmiye) ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Sendika üyesi işçilere Ramazan Bayramı’nda 100,00 TL\u002FNet, Kurban\nBayramı’nda 100,00TL\u002FNet Bayram harçlığı ödenir. Bayramlardan önceki\nilk maaşla birlikte verilir.\u003C\u002Fp>\n\n\u003Cp>C)Sendika üyesi işçilere askere gitmeleri durumunda Askerlik Yardımı\nolarak 300,00 TL\u002FNet askerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 48. GIDA YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere 01.01.2024 tarihinden itibaren aylık net 3.174,00\nTL tutarında gıda yardımı yapılacaktır. Sendika ve Belediye tarafından\noluşturulacak komisyonun uygun gördüğü firma tarafından hizmet\nverilecektir. Sözleşme başlama ve bitiş tarihleri arasında Devlet memuruna\nuygulanan tüm zamlar oranında artış yapılır ve doğacak küsuratlar bir\nüst rakama yuvarlanır. (Eşli olarak çalışılıyorsa eşlerden sadece bir\ntanesi alır.) \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 49. FAZLA ÇALIŞMA ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Normal iş günlerinde yapılan fazla çalışmalarda ücretler %100 zamlı\nolarak ödenir. İşçinin önceden bildirmek şartıyla ve meşru mazereti\nBaşkanlık makamı veya onun yetki verdiği makamlarca kabul edilmesi halinde\nfazla mesai yaptırılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla çalışmalar izinle takas edilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE 50. HAFTA VE GENEL TATİLLERDE ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hafta tatili Pazar günüdür. Ancak işin gereği pazar günü\nçalışanlara, haftanın bir başka gününde izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>Hafta tatillerinde rızası olmaksızın çalıştırılan işçilere\nsonraki hafta içinde 1 gün izin verilirse toplam 2 yevmiye ücret ödenir.\nİzin verilmezse 3 yevmiye verilir. Yasada belirtilen ulusal bayram ve genel\ntatil günlerinde yapılacak çalışmalar önceden işçiye duyurulur. Ulusal\nbayram, genel tatil günlerinde çalıştırılan işçilere çalıştıkları\nher 1 gün için toplam 3 yevmiye ödenir, (a) ve (b) bentlerindeki ödemeler\niçin haftalık çalışma süresi şartı aranmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 51. HARCIRAHLAR:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Harcırahlar için harcırah (6245 S.K) kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM -3-\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>MADDE 52. KIDEM ZAMMI. TABAN ÜCRET VE ÜCRET ZAMMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A)KIDEM ZAMMI:\u003C\u002Fstrong> Sendika üyesi işçilere, Belediyede\nçalıştığı her kıdem yılı için 0,11 TL kıdem zammı yapılacaktır.\nKıdem zamları hak edişten sonraki ilk ocak ayında yansıtılır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)YENİ SENDİKALILARIN YEVMİYESİNİN BELİRLENMESİ\u003C\u002Fstrong>:\nSendikaya geçmiş ve\u002Fveya sözleşme süresince sendika geçecek olan\npersonellerin yevmiyesi (sözleşmeden önce geçenler sözleşme başlama\ntarihinden itibaren başlayarak) şirket çalışanlarının çoğunluğunun\naldığı yevmiye ile aynı yevmiyeyi alırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cstrong>C)I. YIL ÜCRET ZAMMI:\u003C\u002Fstrong> Sendika üyesi işçilere A\nşıkkında belirtilen kıdem zammı uygulandıktan sonra, 01.01.2024 -\n31.12.2024 tarihleri arasında mevcut yevmiyelere Devlet memuruna uygulanan\ntüm zamlar oranında zam yapılır.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D)2.YIL ÜCRET ZAMMI:\u003C\u002Fstrong> 01.01.2025 - 31.12.2025 tarihleri\narasında mevcut yevmiyelere Devlet memuruna uygulanan tüm zamlar oranında\nzam yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>E)3.YIL ÜCRET ZAMMI:\u003C\u002Fstrong> 01.01.2026 - 31.12.2026 tarihleri\narasında mevcut yevmiyelere Devlet memuruna uygulanan tüm zamlar oranında\nzam yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 53. ÜCRET ÖDEMELERİNİN YAPILMASI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ücretler her ayın 15. günü ödenir. Zorunlu sebeplerin ortaya çıkması\nhalinde bu süre 20. güne kadar geciktirilebilir. Bu süreden sonra yasal\nhükümler geçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 54. ÜCRET ÖDEME SEKLİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4857 sayılı yasa hükümleri (4857\u002F34 md.) uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 55. FİİLİ HİZMET ÖDENEĞİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İtfaiye ve zabıta müdürlüğü bünyesinde fiilen itfaiye ve zabıta\npersoneli olarak görev yapan işçi personellere; İtfaiye ve zabıta\namirliği görevinde bulunanlara verilen aylık fazla mesai ücretlerinin\nyarısı kadar fiili hizmet ödeneği (Fazla Çalışma Ödeneği) her ay\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 56. ÖDÜLLENDİRME İKRAMİYESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilerin yaptıkları hizmet, proje ve üstün verimlilik gösteren\nçalışanlara aşağıdaki usul ve esaslara göre ödüllendirme ikramiyesi\nverilir. Bu ikramiyeler her yıl için işçinin 2 yevmiyesinden az, 30\nyevmiyesinden fazla olamaz. Bu ikramiyelerin verilebilmesi için; birim\namirinin başkanlık makamına yazılı teklifiyle birlikte gerekli belge ve\nbilgileri ekleyerek teklif etmesi ve başkanlık makamının onayı ile\nyürürlüğe girerek ödenir. Ödül alan işçilerin başarı konuları ve\nfotoğrafları işyerlerinde sergilenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 57.EĞİTİM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin öğrenim gören çocukları için yılda bir kez\nEylül ayında olmak üzere aşağıda belirtildiği gibi eğitim yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İlkokul Öğrencilerine : 200,00.TL.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ortaokul Öğrencilerine : 250,00.TL:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lise Öğrencilerine: 300.00.TL.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Üniversite Öğrencilerine : 400,00.TL.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 58. YEMEK YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşveren sendika üyesi işçilere fiilen çalışılan günler için\n31.12.2023 tarihine kadar bakanlığın belirlediği 108,00TL\u002FNet yemek\nyardımı ödenmektedir. Bu ödeme 01.01.2024 tarihinden itibaren 2024 yılı\nilk zammından başlayarak sözleşme başlama ve bitiş tarihleri arasında\nDevlet memuruna uygulanan tüm zamlar oranında artış yapılır ve doğacak\nküsuratlar bir üst rakama yuvarlanarak ödeme yapılır. Ancak ÇALIŞMA VE\nSOSYAL GÜVENLİK BAKANLIĞI tarafında kamu kurum ve kuruluşlarında\nçerçeve sözleşmede belirlenen işçilere ödenecek yemek yardımı\ntutarının daha yüksek olması durumunda ÇALIŞMA VE SOSYAL GÜVENLİK\nBAKANLIĞI’ nın belirlediği tutar uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"362\">\u003Cp>\u003Cstrong>İŞEGEÇ GELMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"7\" width=\"295\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Bir saate kadar geç gelmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Bir saati aşan süre ile geç gelmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Devamlı geç gelmeyi alışkanlık haline getirmek (6\n        ay içinde geç gelmek suçundan 4 defa disiplin suçundan ceza almış\n        olmak kaydıyla)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"362\">\u003Cp>\u003Cstrong>GÖREVE GELMEMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"7\" width=\"295\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>1 gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>2 gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>3 gün ve daha fazla göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Görevi yetersiz yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Verilen görevi yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Verilen görevi yapmamakta direnmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Görev saatinde özel işlerle uğraşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Disiplinsiz davranmak işçi sağlığı ve işyeri ve\n        iş verimini aksatmak iş barışını bozmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"362\">\u003Cp>\u003Cstrong>GÖREV YERİNİ\n        TERKETMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"7\" width=\"295\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İzinsiz olarak iş saati bitiminden önce görev\n        yerini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İzinsiz olarak iş saati bitiminden önce görev\n        yerini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İş yerinin korunması ile ilgili olanların görev\n        yerinde bulunmaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İş saatlerinde gereksiz yere iş arkadaşlarını\n        meşgul etmek ve görev başında uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İş başında ve iş saatlerinde görevi başında\n        uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>i.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İşyerinde kavga etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İmza cetvelini imzalamamayı alışkanlık haline\n        getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>i.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Göreve sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Yönetimindeki aracı idareden izin almaksızın\n        başkalarına kullandırmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>i.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İşyerinde alkollü içki kullanmak, kumar oynamak\n        veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İşyerinde uyuşturucu madde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"362\">\u003Cp>\u003Cstrong>İŞ ARKADAŞLARINA KARŞI\n        TUTUMU\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"7\" width=\"295\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Amirlerine küfür ve saldırıda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İş arkadaşlarına küfür\u002Fsaldırıda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>i.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Gerektiği halde iş arkadaşlarına yardımcı\n        olmamak,\u003C\u002Fp>\n\n        \u003Cp>Ve yardımcı olmamayı alışkanlık haline getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>i.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"362\">\u003Cp>\u003Cstrong>İŞYERİ VE ARAÇLARA ZARAR\n        VERMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"7\" width=\"295\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>i.ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>İşyerine kasten sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"315\">\u003Cp>Yönetimindeki araç ve gereçlerin bakımı ve\n        temizliğine özen göstermemek ve hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"49\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>i.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"342\">\u003Cp>Araç ve gereçleri kontrol etmeden\n        çıkmak ve bunlarla ilgili bozuklukları zamanında yetkili kişilere\n        duyurmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"342\">\u003Cp>Teslim edilen araç ve gereçlerin\n        yitirilmesine ya da bozulmasına ve hasarlarına neden olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"68\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"342\">\u003Cp>İhmal \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"68\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"342\">\u003Cp>Ağır ihmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"68\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"342\">\u003Cp>Kasıt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"68\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"342\">\u003Cp>İçkili araç kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"68\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"378\">\u003Cp>\u003Cstrong>ÇALIŞMA AHLAKINA UYMAYAN\n        HALLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"252\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>İşyerin ait araç ve gereçleri görevi dışında\n        kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Amir durumunda olup, çalıştırdığı işçileri\n        özel işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Görevi ile ilgili kasten yanlış bilgi vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Hasta olmadığı halde kendisini hasta göstermek ve\n        işi aksatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Sınav sırasında kopya çekmek, yardım almak,\n        yardım etmek, soru çalmak, sınav kâğıt ve tutanaklarında\n        değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">İ.Ç\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Verilen görevi yapmadığı halde yapmış gibi\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Sahte belge düzenlemek ve resmî belgelerde\n        değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Görevine ilişkin ve gizli kalması gereken sırları\n        açıklamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Görevine ilişkin ve gizli kalması gereken sırları\n        açıklayarak çıkar sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Hırsızlığa tam teşebbüs\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Hırsızlık yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Rüşvet almaya ya da vermeye tam teşebbüs\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Rüşvet almak ya da vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>İşe gelmeyen işçiyi gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Yerine imza atmak ya da kartını bastırmak suretiyle\n        işe gelmeyen işçiyi gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Yukarıda sayılan eylemler dışında kalıp, suç\n        sayı-lan ve cezalandırılması gereken fiillerde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>İşyerinde propaganda ve siyasi faaliyette\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"345\">\u003Cp>Belediye başkanlığı ve idaresini sıkıntıya\n        sokacak genel ahlak ve adaba mugayir hareketlerde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Bu toplu iş sözleşme 58 esas madde ve 50 maddelik disiplin Ceza\ncetveli (EK -1) ibaret olup, taraflarca 02.02.2024 Tarihinde imzalanarak\n01.\u002F01.\u002F2024 tarihi itibariyle ve tüm hükümleriyle yürürlüğe\ngirmiştir.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbamemtrad":45,"disabilityfund":49,"contracttrial":52,"contracttrialperiod":55,"maxsicknesspay":59,"sicknessmaxdaysnr":63,"healthandsafetypolicy":67,"code_application":71,"protectiveclothing":75,"funeralpay":79,"paidmaternityleave":83,"paidpaternityleave":87,"deathrelatives":90,"marriageleave":94,"WORKHOURS_trigger":97,"hourspday_select":100,"PAIDLEAV_trigger":104,"holidaysdays":107,"TRADEUNLEAV_trigger":111,"tradeunleavdays":114,"WAGES_trigger":118,"STRUCINCR_trigger":122,"ONCERISE_trigger":126,"incidentalbonustype2":130,"OVERTIME_trigger":134,"overtimeallowancetype_general":137,"SUNDAY_trigger":141,"sundayallowanceperc1":145,"MEALALL_trigger":149,"mealvouchersamount":152,"SENIOR_trigger":156,"longserviceallowancetype":159},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.01.2024-31.12.2026",{"bindId":46,"name":47,"text":48},"cbamemtrad","TANIMLAR: Bu toplu iş sözleşmesi metnind","TANIMLAR: Bu toplu iş sözleşmesi metninde; GEDİZ TERMAL TURZ. TİC. ve\nSAN. LTD. ŞTİ.: “İŞVEREN ve İŞVEREN VEKİLİ” İşyerinin veya\nişletmenin tamamını sevk ve idareye yetkili olanlar “İŞVEREN\nVEKİLİ”, HİZMET - İŞ (Tüm Belediye ve Genel Hizmet İşçileri\nSendikası) “SENDİKA”, İşyerinde çalışan veya kanunen işçi sayılan\nHizmet-İş üyeleri “ÜYE”,",{"bindId":50,"name":51,"text":51},"disabilityfund","MADDE 31. HASTALIK YARDIMI:",{"bindId":53,"name":54,"text":54},"contracttrial","MADDE 12. DENEME SÜRESİ:",{"bindId":56,"name":57,"text":58},"contracttrialperiod","İşçiler işe alındıkları tarihten itibare","İşçiler işe alındıkları tarihten itibaren azami 3(üç) aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içerisinde başarı\ngösteremeyenlerin ilgileri ihbar önellerine uyulmaksızın kesilebilir.\nDeneme süresi sonunda ilgisi kesilmeyen işçi daimî işçi vasfım iktisap\netmiş olur. Evvelce işyerinde çalışırken tensikata tabi tutulan veya\nmakul mazeretlerinden dolayı kendi isteği ile ayrılmış olanların tekrar\nişe alınmalarında aynı işi yapmaları halinde yeni bir deneme süresi\nuygulanamaz. Daimî işçi kadrosunda işe alınmış olurlar.",{"bindId":60,"name":61,"text":62},"maxsicknesspay","1.Hastalık nedeni ile iş göremezliğe uğr","1.Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün\nve daha fazla istirahatli olmaları hâlinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir.",{"bindId":64,"name":65,"text":66},"sicknessmaxdaysnr","İşçinin hastalık nedeniyle işe devam ede","İşçinin hastalık nedeniyle işe devam edemediği veya raporlu olduğu\nsürelere ait yılda 5 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.",{"bindId":68,"name":69,"text":70},"healthandsafetypolicy","MADDE 30. İŞÇİ SAĞLIĞI VE İS GÜVENLİĞİ G","MADDE 30. İŞÇİ SAĞLIĞI VE İS GÜVENLİĞİ GENEL İLKESİ:",{"bindId":72,"name":73,"text":74},"code_application","Yasa hükümleri ile Çalışma ve Sosyal Güv","Yasa hükümleri ile Çalışma ve Sosyal Güvenlik Bakanlığı tarafından\nçıkartılan tüzük hükümleri uygulanır.",{"bindId":76,"name":77,"text":78},"protectiveclothing","MADDE 44. GİYİM VE KORUYUCU EŞYA YARDIMI","MADDE 44. GİYİM VE KORUYUCU EŞYA YARDIMI:",{"bindId":80,"name":81,"text":82},"funeralpay","İşçinin ana, baba, eş ve çocuklarının öl","İşçinin ana, baba, eş ve çocuklarının ölümü halinde ise 920,00 TI\nölüm yardımı işçiye ödenir. ",{"bindId":84,"name":85,"text":86},"paidmaternityleave","İşyerinde çalışan hamile kadın işçilere ","İşyerinde çalışan hamile kadın işçilere doğum öncesi 6 hafta,\ndoğum sonrası 6 hafta doğum izni verilir.",{"bindId":88,"name":89,"text":89},"paidpaternityleave","Çocuğu olan erkek işçiye 5 iş günü,",{"bindId":91,"name":92,"text":93},"deathrelatives","Ana, baba, eş, çocuk ve kardeş ölümlerin","Ana, baba, eş, çocuk ve kardeş ölümlerinde 7 işgünü,",{"bindId":95,"name":96,"text":96},"marriageleave","Evlenen işçilere 5 gün,",{"bindId":98,"name":99,"text":99},"WORKHOURS_trigger","MADDE 39. NORMAL ÇALIŞMA SÜRESİ:",{"bindId":101,"name":102,"text":103},"hourspday_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre çalışmamak ve gün\nortasında 1 saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla,\nçalışma saatleri işin icabına göre işverence tanzim edilir. Bu 45\nsaatlik süre haftada 6 işgününe bölünerek çalıştırılır. Hafta\ntatili Pazar günüdür. Vardiyalı çalışma yapılan işyerleri için\nçalışmaya başlanılan günü takip eden 7. Gün hafta tatilidir.",{"bindId":105,"name":106,"text":106},"PAIDLEAV_trigger","MADDE 17. YILLIK ÜCRETLİ İZİNLER:",{"bindId":108,"name":109,"text":110},"holidaysdays","a)Hizmeti (1-5) yılı dolduran işçilere**","a)Hizmeti (1-5) yılı dolduran işçilere***(16) on altı işgünü, Ücretli izin\nverilir.",{"bindId":112,"name":113,"text":113},"TRADEUNLEAV_trigger","MADDE 5. SENDİKAL İZİNLER:",{"bindId":115,"name":116,"text":117},"tradeunleavdays","C)DİĞER İZİNLER Sendika temsilcisi ve gö","C)DİĞER İZİNLER\n\nSendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için sendikanın talebi üzerine aşağıda düzenlenmiş şekle\ngöre ücretli izin verilir.\n\n\n  \n  \n  \n  \n    \n      50 işçi çalıştırılan işyerlerinde yıllık toplam izin\n      20 gün,\n    \n    \n      100 işçi çalıştırılan işyerlerinde yıllık toplam izin\n      40 gün,\n    \n    \n      200 işçi çalıştırılan işyerlerinde yıllık toplam izin\n      60 gün,\n    \n  \n\n\n\n\nBu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5 ‘inden fazla sayıda üyenin birlikte\nizin kullanması işverenin onayına tabidir. Ancak genel kurullar için bu %5\noranı aranmaz. Sosyal haklarından kesinti yapılmaz. İzinli günleri\nçalışmış gibi hak eder.",{"bindId":119,"name":120,"text":121},"WAGES_trigger","MADDE 52. KIDEM ZAMMI. TABAN ÜCRET VE ÜC","MADDE 52. KIDEM ZAMMI. TABAN ÜCRET VE ÜCRET ZAMMI:",{"bindId":123,"name":124,"text":125},"STRUCINCR_trigger","C)I. YIL ÜCRET ZAMMI: Sendika üyesi işçi","C)I. YIL ÜCRET ZAMMI: Sendika üyesi işçilere A\nşıkkında belirtilen kıdem zammı uygulandıktan sonra, 01.01.2024 -\n31.12.2024 tarihleri arasında mevcut yevmiyelere Devlet memuruna uygulanan\ntüm zamlar oranında zam yapılır.",{"bindId":127,"name":128,"text":129},"ONCERISE_trigger","MADDE 47. İLAVE İKRAMİYE. BAYRAM HARCLĞI","MADDE 47. İLAVE İKRAMİYE. BAYRAM HARCLĞI VE ASKERLİK YARDIMI:",{"bindId":131,"name":132,"text":133},"incidentalbonustype2","A)Sendika üyesi işçilere her ay maaşları","A)Sendika üyesi işçilere her ay maaşlarıyla birlikte ödenmek üzere 5\nyevmiye tutarında ikramiye (toplam yıllık 60 yevmiye) ödenir.",{"bindId":135,"name":136,"text":136},"OVERTIME_trigger","MADDE 49. FAZLA ÇALIŞMA ÜCRETİ:",{"bindId":138,"name":139,"text":140},"overtimeallowancetype_general","Normal iş günlerinde yapılan fazla çalış","Normal iş günlerinde yapılan fazla çalışmalarda ücretler %100 zamlı\nolarak ödenir. İşçinin önceden bildirmek şartıyla ve meşru mazereti\nBaşkanlık makamı veya onun yetki verdiği makamlarca kabul edilmesi halinde\nfazla mesai yaptırılmaz.",{"bindId":142,"name":143,"text":144},"SUNDAY_trigger","MADDE 50. HAFTA VE GENEL TATİLLERDE ÇALI","MADDE 50. HAFTA VE GENEL TATİLLERDE ÇALIŞMA VE ÜCRETİ:",{"bindId":146,"name":147,"text":148},"sundayallowanceperc1","Hafta tatillerinde rızası olmaksızın çal","Hafta tatillerinde rızası olmaksızın çalıştırılan işçilere\nsonraki hafta içinde 1 gün izin verilirse toplam 2 yevmiye ücret ödenir.\nİzin verilmezse 3 yevmiye verilir. Yasada belirtilen ulusal bayram ve genel\ntatil günlerinde yapılacak çalışmalar önceden işçiye duyurulur. Ulusal\nbayram, genel tatil günlerinde çalıştırılan işçilere çalıştıkları\nher 1 gün için toplam 3 yevmiye ödenir, (a) ve (b) bentlerindeki ödemeler\niçin haftalık çalışma süresi şartı aranmaz.",{"bindId":150,"name":151,"text":151},"MEALALL_trigger","MADDE 58. YEMEK YARDIMI:",{"bindId":153,"name":154,"text":155},"mealvouchersamount","İşveren sendika üyesi işçilere fiilen ça","İşveren sendika üyesi işçilere fiilen çalışılan günler için\n31.12.2023 tarihine kadar bakanlığın belirlediği 108,00TL\u002FNet yemek\nyardımı ödenmektedir. Bu ödeme 01.01.2024 tarihinden itibaren 2024 yılı\nilk zammından başlayarak sözleşme başlama ve bitiş tarihleri arasında\nDevlet memuruna uygulanan tüm zamlar oranında artış yapılır ve doğacak\nküsuratlar bir üst rakama yuvarlanarak ödeme yapılır. Ancak ÇALIŞMA VE\nSOSYAL GÜVENLİK BAKANLIĞI tarafında kamu kurum ve kuruluşlarında\nçerçeve sözleşmede belirlenen işçilere ödenecek yemek yardımı\ntutarının daha yüksek olması durumunda ÇALIŞMA VE SOSYAL GÜVENLİK\nBAKANLIĞI’ nın belirlediği tutar uygulanacaktır.",{"bindId":157,"name":158,"text":158},"SENIOR_trigger","MADDE 25. KIDEM TAZMİNATI:",{"bindId":160,"name":161,"text":162},"longserviceallowancetype","İşçilerin hizmet akitlerinin iş yasasınd","İşçilerin hizmet akitlerinin iş yasasındaki kıdem tazminatının\nödenmesi gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 35 günlük ücreti tutarında kıdem tazminatı ödenir. 1\nyıldan artan süreler içinde aynı oran üzerinden ödeme yapılır. Ölüm\nhallerinde tazminat, yasal mirasçılarına verilir, jş kazası nedeniyle\nölen işçinin kıdem tazminatı gün sayısı 70 (yetmiş) gündür.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GEDİZ TERMAL TURZ. TİC. ve SAN. LTD. ŞTİ. ile HİZMET-İŞ (Tüm Belediye ve Genel Hizmet İşçileri Sendikası) 01.01.2024-31.12.2026 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\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: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Seyahat acentesi faaliyetleri  \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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HİZMET-İŞ Tüm Belediye ve Genel Hizmet İşçileri Sendikasi\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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: → Evet\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: → 10 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\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 920.0\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: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → 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: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 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: → 90 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            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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                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2024-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                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