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SAN. ve TİC.A.Ş. 01.02.2023-31.12.2024","HAK-İŞ HİZMET-İŞ SENDİKASI İLE ORBEL GIDA TURİZM İNŞ.MAD.TEM.GÜVENLİK DANIŞMANLIK HİZ. SAN. ve TİC.A.Ş. 01.02.2023-31.12.2024 - 2023","Turkey - HAK-İŞ HİZMET-İŞ SENDİKASI İLE ORBEL GIDA TURİZM İNŞ.MAD.TEM.GÜVENLİK DANIŞMANLIK HİZ. SAN. ve TİC.A.Ş. 01.02.2023-31.12.2024 - 2023","HAK-İŞ HİZMET-İŞ SENDİKASI İLE ORBEL GIDA TURİZM İNŞ.MAD.TEM.GÜVENLİK DANIŞMANLIK HİZ. SAN. ve TİC.A.Ş. 01.02.2023-31.12.2024 - 2023 - Legal and market consultancy, business activities",{"name":41,"data":42},"ORBEL TRABZON.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>ORBEL TRABZON\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Ch2>HAK-İŞ HİZMET-İŞ SENDİKASI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>İLE\u003C\u002Fh2>\n\n\u003Ch2>ORBEL GIDA TURİZM İNŞ.MAD.TEM.GÜVENLİK DANIŞMANLIK HİZ. SAN. ve\nTİC.A.Ş.\u003C\u002Fh2>\n\n\u003Ch2>ARASINDA YAPILAN TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch2>BAŞLANGIÇ TARİHİ : 01.02.2023 \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch2>BİTİŞ TARİHİ : 31.12.2024 \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>l.BÖLÜM:\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1-AMAC: TOPLU İS SÖZLEŞMESİNİN AMACI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin amacı, iş yerinde düzenli ve verimli\nçalışmayı sağlamak, üretimi artırmak, işverenlerin ve işçilerin hak\nve menfaatlerini dengelemek, karşılıklı iyi niyet ve güvenle iş\nbarışım sağlamak, taraflar arasında doğabilecek farklılıkları\nuzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2-TARAFLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları; ORBEL GIDA TURİZM\nİNŞ.MAD.TEM.GÜVENLİK DANIŞMANLIK HİZ. SAN. ve TİC.A.Ş. (Ortahisar\nBelediye Başkanlığı Personel Hizmet alımı) ile Tüm Belediye ve Genel\nHizmet İşçileri Sendikası (HİZMET-İŞ)’dır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.02.2023 tarihinde yürürlüğe girer ve\n31.12.2024 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4- SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi;\u003C\u002Fp>\n\n\u003Cp>a)Yer olarak; işverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içerisinde kurulacak Sendikalar İşkolları Yönetmeliğinin Genel\nİşler işkoluna giren, idari ve mali bütçeleri yönünden işverene bağlı\ntüm işyerleri ile bu işyerlerinin bağlantı ve eklentilerini oluşturan iş\norganizasyonlarım kapsar.\u003C\u002Fp>\n\n\u003Cp>b)Şahıs olarak da; İşverenin iş organizasyonu kapsamındaki\nişyerlerinde çalışan veya sözleşme süresi içinde işe alman Hizmet-İş\nSendikası üyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE5-TOPLU İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinden Hizmet-İş Sendikası üyeleri\nyararlanırlar. Bu toplu iş sözleşmesinin imzalanması tarihinde taraf\nsendikaya üye olanlar yürürlük tarihinden itibaren, imza tarihinden sonra\nüye olanlar ise; üyeliklerinin taraf işçi sendikasmca işverene yazı ile\nbildirildiği tarihten itibaren toplu iş sözleşmesinden yararlanırlar.\nToplu iş, sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nbulunmayanlar, somadan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye bulunup da aynlanlar veya sendikadan\nçıkarılanların toplu iş sözleşmesinden, yararlanabilmeleri, toplu iş\nsözleşmesine taraf işçi sendikasına dayanışma aidatı talebi ancak toplu\niş sözleşmesinin imzalanarak işyerinde ilan edildiği tarihten soma kabul\nedilir.\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesinin imza tarihinden itibaren 10 gün içinde\nsendika genel merkezi veya şubeleri toplu iş sözleşmesinden\nyararlanacakları liste halinde işverene bildirir. Taraf sendikanın yetki\nbelgesi alması şartıyla sözleşmede belirtilmiş bütün kurulların ve\ntemsilcilerin yetki ve görevleri yeni toplu iş sözleşmesi imzalanıncaya\nkadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6-SÖZLESMENİN GÜVENCESİ :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 4857 sayılı kanunun lö.maddesine dayanılarak “Takım\nSözleşmesi” yapmak suretiyle veya işçilere yapılacak ferdi iş\nsözleşmeleriyle, bu toplu iş sözleşmesi hükümlerini kısmen ve tamamen,\ndoğrudan doğruya veya dolaylı yollarla sendikasız veya başka bir sendikamn\nüyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren bu toplu iş sözleşmesi ile getirilen hak ve menfaatlerin\ndışında hiçbir işçiye herhangi bir nam adı altmda (Hizmet-İş\nSendikası üyeleri de dâhil olmak üzere) ilave ücret zammı veya sosyal\nyardım vermek suretiyle ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, (a) ve (b) bendinde belirtilen haklar verildiği ve her ne\nnam altında olursa olsun bir hak ve yarar temin edildiği takdirde verilen bu\nhak ve yararlar taraf sendikanın üyelerinin ücretlerine ek bir zam olarak\nayrıca ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>d)Bu toplu iş sözleşmesinin çalışma süreleri, iş sağlığı ve\ngüvenliği gibi maddelerinden sendika üyesi olmayanlar da aynen\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM:\u003C\u002Fh2>\n\n\u003Ch2>SENDİKA. İŞVEREN VE İSÇİLERİN YÜKÜMLÜLÜKLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 7- SENDİKAL FAALİYETLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A- Sendikal Faaliyet\u003C\u002Fh4>\n\n\u003Cp>1)Sendika ve şube yöneticileri ile işyeri sendika temsilcileri sendika\nveya işçiyi ilgilendiren konularda gerektiğinde işveren ve işveren\ntemsilcileriyle çalışma saatleri içinde veya dışında doğrudan doğruya\nilişki kurabilir.\u003C\u002Fp>\n\n\u003Cp>2)İşveren, sendikanın işyerinde mesai saatleri içinde veya dışında\ntayin ettiği temsilcileri vasıtasıyla üye kaydetmelerine ve sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne izin\nverir. Hiçbir şekilde yetkili sendikanm faaliyetleri işveren tarafından\nengellenemez.\u003C\u002Fp>\n\n\u003Ch4>B- Yönetici ve Temsilcilerin Faaliyetleri\u003C\u002Fh4>\n\n\u003Cp>1)İşyerinde işçi işveren arasındaki işbirliği ile çalışma\nbarışının devamını sağlamak,\u003C\u002Fp>\n\n\u003Cp>2)İşçi işveren arasmda çıkacak uyuşmazlıkların İşletme Toplu İş\nSözleşmesine uygun biçimde çözümlenmesine yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>3)Önemli ve acil vakıalarda işyeri yetkilisi ile görüşmek, olayın\nolduğu mahalle gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>4)Gerektiğinde iş saatleri içinde ve dışında üye kaydetmek, Toplu\nİş Sözleşmesinin iyi yürütülmesini temin maksadıyla işveren veya\nişveren vekili yahut da işyeri yetkilileri ile görüşme yapmak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 81 SENDİKA İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A)Yönetici İzinleri:\u003C\u002Fh4>\n\n\u003Cp>Şube Yönetim Kurulu üyelerine, Sendika Genel Merkez Yönetim kurullarına\nseçilen üyelere yılda yeteri kadar ücretli izin verilir. İş bu izin\nilgili şube tarafından da talep edilebilir. Şube Başkan yardımcısı\n(Mali), Şube Başkan Yardımcısı (Teşkilat) ve Şube Başkan Yardımcısı\n(Eğitim) haftada 2 gün şubede görev yapar, ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch4>B)BASTEMSİLCİ İZNİ:\u003C\u002Fh4>\n\n\u003Cp>Sendika Baş temsilcisine, temsilcilik görevlerini yerine getirebilmesi\niçin haftada 8 saat sendikanın belirleyeceği gün ve saatlerde izin verilir.\nBaş temsilciler seçildikleri veya atandıkları işyerinde ve devamlı\ngündüz vardiyasında çalıştırılır. Baş temsilcinin izin süresini\nişyerinde geçirmesi esastır. Aıicak, sendika veya şubesinin işverene\nyapacağı yazılı veya sonradan yazı ile doğrulamak koşulu ile sözlü\nçağrısı üzerine bu süreyi çağrı yapılan yerde geçirebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Baş temsilci mühim ve acil vakalarda günün her saatinde işyerine\ngelerek konuyla ilgilenebilir, bu uygulamalar vardiyalı çalışmalarda da\nyapılabilir. Ancak olay yerine gelen Baş temsilci de iş disiplininin\ngerektirdiği tutum ve davranış içinde olmak zorundadır.\u003C\u002Fp>\n\n\u003Ch4>C) TEMSİLCİ İZİNLERİ:\u003C\u002Fh4>\n\n\u003Cp>İşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak şartı ile aşağıda yazılı sürelerde yerine\ngetirirler.\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>İSYERİ İSÇİ MEVCUDU\u003C\u002Ftd>\n      \u003Ctd>HAFTALIK ÜCRETLİ İZİN SÜRESİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 isçi çalıstıran isyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch4>D) Kadın Komitesi, Engelliler Komitesi, Gençlik Komitesi ile Kültür\nSanat Komitesi Üyeleri İzni;\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan işçiler arasından sendikaca, Şube nezdinde\nkurulan Kadın Komitesi, Engelliler Komitesi, Gençlik Komitesi ile Kültür\nSanat Komitesi üyesi belirlenir. Belirlenen Komite üyelerine sendikanın\ntalebi işverenin onayı ile faaliyetleri ifa edebilmek için sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Komiteler 3 (üç) kişiden oluşur.\u003C\u002Fp>\n\n\u003Cp>Gençlik komitesi 30 yaşını doldurmamış personelden teşkil\nettirilir.\u003C\u002Fp>\n\n\u003Ch4>E) Diğer İzinler:\u003C\u002Fh4>\n\n\u003Cp>Sendikanın her kademesinde görevli yöneticilerine, toplu iş sözleşmesi\nile kurulması öngörülen kurul ve komite üyelerine, temsilcilerine, kadın\nkomitesi başkan ve üyelerine, engelliler komitesi başkan ve üyelerine,\nkültür sanat komitesi başkan ve üyelerine, gençlik komitesi başkan ve\nüyelerine ve sendika tarafından belirlenecek görevlilere kongre, konferans,\nseminer, yönetim, denetim, disiplin kurulu ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nengellilerle ilgili etkinlik ve engelliler komitesi toplantıları, kültür ve\nsanatla ilgili etkinlik ile kültür sanat komitesi toplantıları, gençlerle\nilgili etkinlik ve gençlik komitesi toplantıları gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine talep edilen tarihler\niçin sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu komitelerin faaliyetleri için aynı anda izin kullanacak işçi\nsayısı, toplam işçi sayısının % 5’ini geçemez.\u003C\u002Fp>\n\n\u003Cp>Sendikal izinli geçirilen süreler iş süresinden sayılır. Sendikal izin\nkullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal izin\nkullananlar ücret ve sosyal yardımlarını işyerinde çalışmış gibi\naynen alırlar. Sendikal izin yıllık ücretli izinden mahsup edilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 9- İŞYERİ SENDİKA TEMSİLCİLERİNİN BELİRLENMESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası işyeri sendika temsilcileri aşağıda gösterilen\nesaslara göre belirlenir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 50’ye kadar ise.........1,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 51-100 arasında.........2,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 101-500 arasında.........3,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 501-1000 arasında.........4,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 1001-2000 arasında....6,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 2000’den fazla ise ...8\u003C\u002Fp>\n\n\u003Cp>İşçi işyeri sendika temsilcisi ve bunlardan birisi baş temsilci olarak\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>Ancak İşyeri sendika temsilcisi olabilmek için 6356 sayılı Toplu İş\nKanunu ve sendikalar yasasındaki yazılı şartlan taşımalan gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 10-SENDİKADA GÖREV ALANLARIN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilcisinin belirsiz süreli hizmet akdinin işveren\ntarafından feshinde İş Kanununun ilgili hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Temsilcinin hizmet akdinin sadece temsilcilik faaliyetlerinden dolayı\nfeshedilmesi halinde, İş Kanununun 21 inci maddesinin birinci fıkrası\nuyarınca en az bir yıllık ücreti tutarında tazminata hükmedilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçinin görevi ile ilgili sorumluluklarına uyması halinde\nyazılı rızası olmadıkça işyeri temsilcisinin çalıştığı işyerini\ndeğiştiremez veya işinde esaslı bir arzda değişiklik yapamaz. Aksi halde\ndeğişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>Sendika ve konfederasyonların yönetim kurullarında veya başkanlığında\ngörev aldığı için kendi isteği ile çalıştığı işyerlerinden\nayrılan işçiler, bu görevlerinin seçime girmemek, yeniden seçilmemek veya\nkendi istekleriyle çekilmek suretiyle son bulması halinde, ayrıldıkları\nişyerinde işe yeniden alınmalarını istedikleri takdirde, işveren, talep\ntarihinden itibaren en geç bir ay içinde bu işçileri o andaki şartlarla\neski işlerine veya eski işlerine uygun bir diğer işe, diğer isteklilere\nnazaran öncelik vererek almak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Bu takdirde, işçinin eski kıdem haklan ve ücreti saklıdır. Bu hak,\nsendika veya konfederasyonlardaki yöneticilik görevinin sona ermesinden\nbaşlayarak üç ay içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Yönetim kurulundaki ve başkanlıktaki görevleri ile ilgili fiillerinden\ndolayı hüküm giymiş olanlar bu haktan yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11-SENDİKA ÜYELİĞİNİN GÜVENCESİ. MOBBİNG ve EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Sendika Üyeliğinin Güvencesi;\u003C\u002Fp>\n\n\u003Cp>İşçiler Hizmet-İş Sendikasına üye olmalan, Hizmet-İş Sendikasının\nveya bağlı bulunduğu konfederasyonların etkinliklerine katılmaları veya\nişçi olmaktan doğan diğer haklarım kullanmaları dolayısıyla işten\nçıkarılamaz, işi değiştirilemez ve farklı bir işleme tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-İş Sendikasına üye olan işçilerle sendikasız\nişçiler arasmda, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde, ücret, ikramiye ve\nprimlerinde, sosyal haklarında, disiplin hükümlerinin ve diğer konulara\nilişkin hükümlerin uygulanmasında ya da çalıştırmaya son verilmesi\nkonusunda herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi ile işçiye sağlanan her türlü haklar bu ayrım\nyasağının dışındadır.\u003C\u002Fp>\n\n\u003Cp>B)Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi;19.03.2011 tarih ve\n27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2 sayılı İşyerlerinde\nPsikolojik Tacizin (Mobbing) Önlenmesi” Genelgesine göre; işyerlerinde\ngerçekleşen psikolojik taciz, çalışanların itibarını ve onurunu\nzedelemekte, kişinin verimliliğini azaltmakta ve sağlığını kaybetmesine\nneden olmakta ve bu nedenle çalışma hayatını olumsuz etkilemektedir.\nKasıtlı ve sistematik olarak belirli bir süre çalışanın\naşağılanması, küçümsenmesi, dışlanması, kişiliğinin ve\nsaygınlığının zedelenmesi kötü muameleye tabi tutulması,\nyıldırılması ve benzeri şekillerde ortaya çıkan psikolojik tacizin\nönlenmesi gerekmektedir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Bu bağlamda; İşyerinde işçinin; işveren vekilleri, amirler veya diğer\nçalışanların rahatsız edici, ahlak dışı, sistematik söz ve\ndavranışlarla taciz edilmesi, haksız eleştiri, hata bulmak, dışlamak, yok\nsaymak, sosyal toplantılara çağırmamak, odaya girdiğinde konuyu\ndeğiştirmek, alay etmek, kılık kıyafetiyle dalga geçmek, masasının\nüzerinden eşyaları yok etmek, sık sık sözünü kesmek, yaptığı işi\nsürekli eleştirmek, davranışlarla ve bakışlarla dışlama, yazılı,\nsözlü yada telefonla tehdit edilme, iş arkadaşlarına kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlanndan\nayrılmış bir yer verme, orada yokmuş gibi davramlması, arkasından kötü\nkonuşulması, asılsız söylentiler çıkarılması, kararlarının sürekli\nsorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama, sahip\nolduğundan daha az nitelik gerektiren işler verilmesi veya işinin sürekli\ndeğiştirilmesi, fiziksel olarak ağır işin dışında işler yapmaya\nzorlama, fiziksel şiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel\nzarara uğrama v.b. psikolojik ve fiziksel tacize maruz kalma hallerinde suçun\nsübut bulması durumunda,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>C)Eşit Davranma Yükümlülüğü; İş ilişkisinde dil, ırk, cinsiyet,\nsiyasal düşünce, felsefi inanç, din ve mezhep ve benzeri sebeplere dayalı\nayrım yapılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimi işçi\nkarşısında geçici işçiye farklı işlem yapamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet veya gebelik\nnedeniyle doğrudan veya dolaylı farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>D)İşveren, bu maddenin (A), (B) ve (C) bendine aykırı olarak suçun\nsübutu durumunda işçinin iş sözleşmesinin feshi halinde işyerinde\nçalışan işçi sayısına ve işçinin kıdemine bakılmaksızın 4857\nsayılı İş Kanunun 18.19.20. ve 21.madde hükümleri uygulanır. Borçlar\nKanunu ve 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun ilgili\nhükümleri saklıdır. Yine bu maddenin (A), (B) ve (C) bendine aylan olarak;\nişçinin iş\u002Fişyeri değişikliğine gidildiğinde vesair ihlallerde işçi\neski iş\u002Fişyerine iade edilir ve 8 aylık giydirilmiş brüt ücreti tutannda\ntazminat cezai şart olarak ödenir. İşçinin kanunlar, iş sözleşmeleri ve\ntoplu iş sözleşmesinden doğan tazminat hakları ile diğer haklan\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, (B) bendinde belirtilen haller ve benzeri hallere maruz kaldığı\nmahkemece tespit edilen işçinin kendi \u003Cstrong>iş sözleşmesini fesih etmesi\nhalinde işverence işçiye 8 aylık brüt ücreti tutannda maddi tazminat\nödenir.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 12- SENDİKANIN YARARLANABİLECEĞİ SALON. ARAÇ VE GEREÇLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika; eğitim, seminer, konferans ve benzeri sosyal, eğitsel\ntoplantılan için işverenin salon ile araç ve gereçlerinden işverenle\nanlaşma sağlayarak ücretsiz yararlanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 13- SENDİKA AİDATLARININ KESİLMESİ VE ÇALIŞAN İSÇİLERİN\nAİDAT LİSTESİNİN VERİLMESİ:\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 dayamşma aidatlarım her\nay keserek işçi ücretlerinin ödendiği günü takip eden 7 gün içinde\nsendikanın bildireceği banka hesabına herhangi bir ihtara lüzum\nkalmaksızın yatırmak, kesinti listesinin bir nüshasım işyerinin bağlı\nolduğu şubeye, bir nüshasım da sendika genel merkezine posta ile ya da\ne-mail adresine (muhasebe@hizmet-is.org.tr) göndermek zorundadır. T.C.\nÇalışma ve Sosyal Güvenlik Bakanlığı tarafından yeni dönem için yetki\nverilmesi halinde, sendikamn yazılı talebi aranmaksızın işveren\ntarafından üyelik aidat kesintileri yapılarak yukarıda belirtilen usul\nçerçevesinde sendikaya ödenir. İşveren bu işlemler için sendikadan\nherhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>B)İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarım kesmek ve herhangi bir\nihtara lüzum kalmaksızın sendikamn bildirmiş olduğu banka hesabına bir ay\niçerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>C)İşveren veya işveren vekilleri, Sendikal üye aidat kesinti listelerini\nher ay düzenli olarak onaylanmış şekilde sendikaya bildirmek\nzorundadır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM:\u003C\u002Fh2>\n\n\u003Ch2>İSİN DENETLENMESİ. İSE ALMA. ÇALIŞMA VE ÇALIŞMA KOŞULLARI \u003C\u002Fh2>\n\n\u003Ch3>MADDE 14-İSCİLERİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi, kendine verilen emirleri kanun ve toplu iş sözleşmesi\nhükümlerine aykırı görürse, bizzat veya temsilci vasıtasıyla emir veren\namirine bildirir. Amir emrin yapılmasında ısrar ederse emri yazılı olarak\nişçiye vermek zorundadır. Bu şekilde işçinin emri yerine getirmesinde\nkanuna ve talimatlara aykırılık (suç hali hariç) teşkil ederse bundan\ndolayı işçi sorumlu tutulamaz. İşçinin amirine başvurmasına rağmen\namir emrini yazılı olarak vermekten kaçınırsa o işin yapılmamasından\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 15-DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>A)İşçiler işe alındıkları tarihten itibaren (1) bir ay deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Önceden işyerinde çalışırken tenkisat veya makul özürlerle\nişyerinden ayrılmış olanları tekrar işe alımlarda ikinci bir deneme\nsüresine tabi tutulmazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 16-ASKERE GİDEN İSÇİLERİN TEKRAR İSE ALINMASI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik hizmeti dışında, herhangi bir nedenle silahaltma alman\nişçinin, iş akdinin askıya, alındığı süre içerisinde ücret ve sosyal\nhaklarının tamamı Yönetim kurulunun onayı ile ödenir. Muvazzaf askerlik\nhizmetini yaptıktan sonra 2 ay içinde işine dönmek isteyen işçi, (kıdem\ntazminatını almamış ise) ayrıldığı derece ve müktesep haklarına ek\nolarak işbu sözleşme ile sağlanan haklardan yararlandırılarak, eski\nyerine veya eski işine uygun başka bir işe alınır.\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik hizmeti için askere gidecek sendika üyesi işçilere,\nbelgelerini ibraz etmek koşuluyla Şirket yönetim kurulunun uygun görmesi\nhalinde imkânlar dâhilinde yardım yapılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 17- VARDİYA USULÜ ÇALIŞTIRMA:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Postalar halinde işçi çalıştırılarak yürütülen işlerde,\nçalışmalara ilişkin özel usul ve kurallar hakkında tüzük hükümleri\nile ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Ch3>MADDE 18- NORMAL ÇALIŞMA SÜRESİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Haftalık çalışma süresi 45 saattir. Bu süre aşılmamak 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 çalıştırılabilir. Pazar\ngünü hafta tatilidir. (Vardiyalı çalışılan yerde vardiya kanunları\nuygulanır.)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 191 ÇALIŞMA SÜRESİNDEN SAYILAN HALLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)işçinin işveren tarafından işyerinden başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>B)İşçinin, işveren tarafından iş ile ilgili başka bir yere\ngönderilmesi veya işveren ile ilgili başka bir yerde meşgul edilmesi\nnedeniyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>C)Yağmur, sel, elektrik ve su akımının kesilmesi, malzeme araç ve\nkoruyucu eşyanın olmaması nedeniyle iş başında olup da çalışmadığı\nsüreler işçinin iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>D)Asfalt işlerinde işveren, işçilerin ara dinlenmesini engellemeyecek\nşekilde asfalt sevkiyatım yapar, 12.00 ile 13.00 saatleri arasmda bir saat\nöğlen dinlenmesi mutlak verilir.\u003C\u002Fp>\n\n\u003Cp>E)İşçinin, işverenin işini yaparken meydana gelen olaydan dolayı\nkasıt ve ağır ihmali dışında, mahkemede, karakolda ve hastanede geçen\nsüreleri belgeleme koşulu ile iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>F)İşverenin araç ve gerecinde meydana gelen arıza nedeniyle gecikilen\nsüreler de çalışmış gibi sayılır.\u003C\u002Fp>\n\n\u003Cp>G)Çocuk emziren kadın işçilerin çocuklarına süt vermeleri için\nbelirtilecek süreler.\u003C\u002Fp>\n\n\u003Cp>H)Belediye işyerlerinde uygulanmakta olan ara dinlenmesi sürelerine aynen\ndevam edilir.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmesi verilen yerlerde bu dinlenmelerin hangi saatler arasında\nyapılacağı her işçinin görebileceği yerlerde yazılı olarak ilan\nedilir. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MADDE 20- İSÇİ ALMADA USUL:\u003C\u002Fp>\n\n\u003Cp>A)Evvelce aynı isyerinde çalısıp makul mazeretlerle kendi isteği ile\nisten ayrılanlar.\u003C\u002Fp>\n\n\u003Cp>B)İşyerinden hastalık nedeniyle ayrılmış olup, iyileşmesi halinde\nişverene müracaat edenler.\u003C\u002Fp>\n\n\u003Cp>C)4857 Sayılı İş Kanununun 30.maddesinden doğan yükümlülüğün\nyerine getirilmesinde, evvelce işyerinde sakatlanmış işçilerin işe\nalınmalarında öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>D )İşyerinde herhangi bir iş kazası sonucu ölen veya malul kalan\nişçinin varsa çocuklarından biri, yoksa isterse eşinin işe\nalınmalarında öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>E)Şirket yönetim kurulunun uygun görmesi halinde işe alınabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 21- GÖZETİM ALTINA ALINMA TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH\nVE TEKRAR İSE BAŞLATMA:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Tutukluluk hâlinin;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı (takipsizlik) karan,\u003C\u002Fp>\n\n\u003Cp>b)Beraat karan,\u003C\u002Fp>\n\n\u003Cp>c)Ceza verilmesine yer olmadığı karan,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasımn düşmesi kararı,\u003C\u002Fp>\n\n\u003Cp>e)Dava konusu şeyde uzlaşılması karan ile 90 (doksan) gün veya bu\nsözleşmede belirtilen bildirim süresinin 90 (doksan) günden fazla olması\nhâlinde bildirim süresi içinde son bulması üzerine ve işçinin karar\ntarihinden itibaren 7 (yedi) gün içinde işine dönmeyi talep etmesi hâlinde\nişveren tarafından, emsallerinin haklan ile işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>2)TCK’nin cinsel dokunulmazlığa karşı işlenen suçlar ile yine\nTCK’nin ikinci kitap dördüncü kısımda yer alan millete ve devlete\nkarşı işlenen suçlardan hüküm giyenler hariç cezanın ertelenmesi,\nparaya çevrilmesi veya affa uğraması hâllerinde dahi tekrar işe\nbaşlatılır.\u003C\u002Fp>\n\n\u003Cp>3)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\ngüvenliğini kasıtlı hareketi dışında tehlikeye sokan ya da kazaya neden\nolan sürücü bu nedenle tutuklandığında veya mahkûm olduğunda 90\n(doksan) gün veya bu sözleşmede belirtilen bildirim süresinin 90 (doksan)\ngünden fazla olması hâlinde bildirim süresi içinde tahliye olması\ndurumunda,\u003C\u002Fp>\n\n\u003Cp>a)Tahliyeyi izleyen 7 (yedi) gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Sürücü belgesinin mahkemece geri alınmış olması durumunda,\nsürücü belgesinin iade edilişini izleyen 7 (yedi) gün içinde başvurması\nhâlinde eski işine başlatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM:\u003C\u002Fh2>\n\n\u003Ch2>İS AKDİNİN SONA ERMESİ VE SONUÇLARI \u003C\u002Fh2>\n\n\u003Ch3>MADDE 22- İS SÖZLEŞMESİNİN FESHİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, taraf sendika üyesi işçilerin iş sözleşmesini; İşçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep (4857 sayılı kanunun 18.\nmaddesinin gerekçesinde belirtilen gerekçe vb.) olmaksızın fesih edemez.\n(Her hâlükârda işveren disiplin kurulu karan olmaksızın işçinin iş\nsözleşmesini fesih edemez.) Buna aykın bir şekilde işçinin iş\nsözleşmesinin feshi halinde işyerinde çalışan işçi sayısına ve\nişçinin kıdemine bakılmaksızın 4857 sayılı kanunun 18.19.20. ve\n21.madde hükümleri uygulanır. İşçinin kanunlar, iş sözleşmeleri ve\ntoplu iş sözleşmesinden doğan diğer tazminat hakları ile diğer tüm\nhaklan saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 23-BİLDİRİM ÖNELLERİ VE İS AKİTLERİNİN FESHİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş akitleri, bu sözleşme hükümlerine uygun olarak işveren tarafından\nönceden karşı tarafa yazılı bildirimde bulunmak şartı ile bildirim\ntarihinden itibaren;\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçilerin 4 hafta sonunda\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş olan işçilerin 6 hafta sonunda\u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar sürmüş olan işçilerin 8 hafta sonunda\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan fazla olan işçilerin 10 hafta sonunda fesih edilmiş\nsayılır.\u003C\u002Fp>\n\n\u003Cp>İş yasasında ihbar önellerle bağlanmış olan tüm hükümlerde işçi\nlehine olmak koşulu ile bu arttırılmış süreler uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşçi, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde bildirim öneli içerisinde tüm haklardan yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24-YENİ İS ARAMA İZNİ: \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin yazılı ihbarı ile veya işçinin dilekçesi ile iş akdi\nihbar önellerine uyulmak suretiyle feshi edildiğinde, işveren, işçiye\ntalebi halinde, çalışma saatleri içinde 3 saatten az olmamak üzere\nücretli is arama izni verir.\u003C\u002Fp>\n\n\u003Cp>İşçi talep ettiğinde akdin son bulacağı zamandan önceki günlerde\nolmak üzere bu izinler topluca verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 25-KIDEM TAZMİNATI. HESAPLANMASI VE ÖDENMESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>A)İşçilerin hizmet sözleşmesinin iş kanunundaki kıdem\ntazminatlarının ödenmesini gerektiren hallerden birisi ile sona ermesi\nhalinde, işçiye her tam hizmet yılı için 35 günlük ücreti tutarında\nkıdem tazminatı ödenir. 1 yıldan artan süreler içinde aynı oran\nüzerinden ödeme yapılır. Ölüm hallerinde tazminat, kanuni\nmirasçılarına verilir. İş kazası sonucu ölen işçinin kıdem tazminatı\n45 gün üzerinden hesaplanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Kıdem tazminatına esas olan ücret, işçinin en son aldığı brüt\nücrettir.\u003C\u002Fp>\n\n\u003Cp>C)İşçinin kıdem tazminatının hesaplanmasında ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 26-YILLIK ÜCRETLİ İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen oranlarda yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>a)Ortahisar Belediyemiz’de ki çalışmışlık süresi de dahil olmak\nüzere, her hangi bir kamu idaresinde Hizmeti - 5 yıldan fazla 15 yıldan az\nçalışmışlığı bulunan (alt işverende)şirkette çalışmışlık dahil\nişçilere (22) gün izin verilir,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>b)Hizmeti 1 - 5 yıl (Beş yıl dahil) olanlara (16) gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Hizmeti 5 yıldan fazla 15 yıldan az olanlara (22) gün,\u003C\u002Fp>\n\n\u003Cp>d)Hizmeti 15 yıl dahil daha fazla olanlara (28) gün, ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinler yönetmelik esaslarına göre düzenlenir.\u003C\u002Fp>\n\n\u003Cp>Yıllık izine ayrılanlann izinlerinin bir bölümü 10 günden az olamaz,\nizine ayrılan işçilerin Cumartesi günleri yanm gün olarak hesaplanır yani\n2 Cumartesi 1 gün olarak izinden düşülür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 27-ÜCRETSİZ MAZERET İZİNİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işçiye yazılı müracaatı üzerine ve özrü makul görülmek\nşartıyla yılda 90 gün ücretsiz mazeret izni şirket yönetim kurulunun\nuygun görmesi halinde verilebilir. Doğum yapan kadın işçiye yazılı\nmüracaatı halinde altı (6) aya kadar ücretsiz izin şirket yönetim\nkurulunun uygun görmesi halinde verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 28- ÜCRETLİ SOSYAL İZİNLER:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere aşağıdaki yazılı esaslar dâhilinde sosyal durumlarına\ngöre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Evlenen işçilere yazılı isteği üzerine nikâh ve düğün\ntörenlerinden birinde (5) gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b)Eşi doğum yapan işçiye (5) gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>c)Anne, baba, eş, kardeş ve çocuklarının ölümü halinde (beş) 5\ngün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Amca, dayı, hala, teyze, dede, nine, kaympeder ve kayınvalide gibi\nyakın akrabanın ölümü halinde (bir) 1 gün,\u003C\u002Fp>\n\n\u003Cp>e)Yangın, su baskım, deprem gibi felaketlerde kazaya maruz kalanlara on\n(10) güne kadar idarenin uygun göreceği sürede,\u003C\u002Fp>\n\n\u003Cp>f)Işyerinde çalışan işçilerden birinin ölümü halinde cenaze\nhazırlıklarını yapmak veya törene katılmak üzere gereği kadar işçiye\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>g)İşçinin eş ve çocuklarının hastaneye getirmek için isteği halinde\nyeteri kadar saatlik ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>h)Herhangi bir davadan dolayı mahkemelerde duruşmaya gidecek işçilere\nyeteri kadar ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>ı)Emzikli kadınların çocuklarını emzirebilmeleri için öğleden önce\n1 saat ve öğleden sonra 1 saat olmak üzere günde toplam 2 saat ücretli\nemzirme izni verilir. Bu izin 8 haftalık doğum raporundan sonra 6 ay süreyle\ndevam eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>i)İşçinin kız ve erkek çocuklarının düğün hazırlıkları ve\ntörenlerinin yapılması için bir (1) gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sosyal izin kullananlar izin sonunda mazeretlerini evlenme cüzdanı, doğum\nve ölüm ilmühaberi, afetlerde mahalle muhtarı ilmühaberi, kazalarda tabip\nraporu gibi belgelerle en geç (15) gün içinde ispatlamak zorundadır. Aksi\nhalde haklarında mazeretsiz işe gelmeme işlemi uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu maddede belirtilen sosyal izinler birden çok kişiyi ilgilendiriyorsa bu\nizinlerden ilgili işçiler ayrı ayrı yararlanırlar. Yukarıdaki bentlerde\nyazılı ücretli sosyal izinler olayın vukuu bulduğu zamanda verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch2>İŞ GÖREMEZLİK HALLERİ VE BUNUNLA İLGİLİ UYGULAMALAR \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 29-HASTALIK YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Işçinin işyerinde bulunduğu mahalde sevk suretiyle başka bir mahalde\nviziteye çıkması halinde işyerinden ayrı kalacağı süreler ile işçiye\nistirahat verilmeksizin ayakta tedavisine lüzum görüldüğü takdirde\ngeçirdiği bu sürelerde ücretli izinli sayılır. Ücretinden herhangi bir\nkesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>b)Sendika üyesi işçilerin bakmakla yükümlü oldukları eş, çocuk, ana\nve babalarının ağır hastalıkları halinde sağlık kuruluşlarına\ngötürülüp getirilmeleri için işverenin ambulansından ücretsiz\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>c)Çalışanlann eşinin, çocuğunun, anne ve babasının il içinde\nhastanede yatması durumunda 10 gün, il dışında hastanede yatması\ndurumunda 20 gün refakat izni verilir. Bu süreler yönetim kurulunun uygun\ngörmesi halinde 2 katma kadar uzatılabilir. Bu izinler belgelenmek şartıyla\nhastaneden çıkışından 1 gün sonra biter ve tedavi sonrası dâhil\nyukarıdaki süreleri aşamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Tüp Bebek tedavisi gören sendika üyesi işçilere sözleşme süresince\n2 (iki) defaya mahsus olmak üzere net 16.000,00 TL yardım yapılır. Bu\nhaktan yararlanabilmek için resmi nikahlı evli olması, tüp bebek\ntedavisinin doktor tarafından uygun görülüp tamamlandığına dair hastane\nraporu şartları aranır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>e)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>\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- KAZALARIN BİLDİRİLMESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş yerinde meydana gelen bir kaza neticesinde yaralanan işçi durumunu\nderhâl ustabaşı veya yakın amirine bildirir. İşçinin durumu buna imkân\nvermeyecek kadar ağır ise yaralanmanın bildirilmesi aynı yerde çalışan\nişçiler tarafından sağlanır.\u003C\u002Fp>\n\n\u003Cp>Kazaya uğrayan işçi amiri tarafından doldurulacak kaza raporu ile\nbirlikte veya buna olanak yoksa hemen işçinin tedavi edileceği sağlık\nkurumuna gönderilir. Durum derhâl işverene veya vekiline bildirilir.\u003C\u002Fp>\n\n\u003Cp>İş yerinde meydana gelen en hafif yaralanmalar dâhil, işçi tarafından\nnezaretçiye bildirilir. İşveren veya nezaretçiye haber vermeden kendilerini\ntedavi etmeye veya yetkili olmayan kimselere tedavi ettirmeye çalışanlara\nkarşı işverene veya vekiline bir sorumluluk yüklenemez.\u003C\u002Fp>\n\n\u003Cp>Ayrıca; işveren, işyerinde meydana gelen iş kazasını en geç iki iş\ngünü içinde ilgili mevzuatta belirtilen kamu kurumlarına bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.BÖLÜM:\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 31-DİSİPLİN KURULU:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Disiplin Kurulu 4 kişiden oluşur. Bu kurulun iki (2) üyesini sendika ve\ndiğer iki(2) üyesini de işveren tayin eder. Aynı sayıda da yedek üye\ntespit edilir. Sendikanın ve işverenin talebi üzerine işveren disiplin\nkurulunu toplantıya çağırır. Disiplin kuruluna sevk edilen işçinin\nşevkini isteyen amir veya yetkili kurala katılamaz. Disiplin kurulu başkanı\nişverenin atayacağı işveren temsilcisidir.\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Kurulu, işverenin tahsis ettiği işyerindeki yeterli bir odada\nsözleşme süresince çalışmaya devam eder. İşverenin, disiplin kuruluna\ntahsis ettiği bu odanın gerekli demirbaş, kırtasiye, personel\ngereksinimlerini işveren sağlar.\u003C\u002Fp>\n\n\u003Cp>c)Kurul başkanının 5 gün önceden yapacağı yazılı çağrısı\nüzerine üye sayılarının salt çoğunluğu ile toplanır. Toplantılara\ntarafların avukatları da katılabilir. Fakat bunların oy hakları yoktur.\nYapılan yazılı çağrıya rağmen sendika temsilcileri kurala katılmaz ise\nişveren temsilcileri ile kurul toplanır ve kararını verir. Kural\ntoplantıya katılan üyelerin salt çoğunluğuyla karar verir.\u003C\u002Fp>\n\n\u003Cp>Disiplin ile ilgili konularda oyların eşitliği halinde başkanın oyu iki\noy sayılır.\u003C\u002Fp>\n\n\u003Cp>d)Disipline ilişkin konularda iş bu Toplu-İş sözleşmesinin ek ceza\ncetveline uygun cezai kararları vermeye yetkilidir. Ceza cetvelinde\nbelirtilmeyen suçların vukuu halinde cetvelde uygun en yakın ceza\nverilebileceği gibi konu hal kuruluna getirerek ceza tayini isteyebilir. \u003C\u002Fp>\n\n\u003Cp>e)Disiplin cezalan;\u003C\u002Fp>\n\n\u003Cp>1-İhtar, gündelik kesimi ve işten çıkarma olarak verilir. İhtar\nişçiyi vazifesine dikkate davettir. Kabili itiraz değildir. Siciline\ngeçer.\u003C\u002Fp>\n\n\u003Cp>2-Gündelik kesimi işçinin ücretine 3 (Üç) yevmiye ye kadar\nkesilmesidir. Bu ceza işçinin aylık istihkakından her ay için bir\ngündelik tutanndan fazla kesilmemek koşuluyla uygulanır. İşçinin siciline\ngeçer.\u003C\u002Fp>\n\n\u003Cp>3-İşten çıkarma: İş akdinin fesih edilmesidir.\u003C\u002Fp>\n\n\u003Cp>f)Disiplin kovuşturması gerektiren fiillerden zarar gördüğünü iddia\neden işveren veya vekilinin onayı veya faalini öğrendikleri tarihten\nitibaren,30(otuz) gün içerisinde disiplin kovuşturması açılmaması veya\nteşebbüs edilmekle beraber aşağıdaki maddelerden belirtilen sürelerin\naşılması halinde disiplin kovuşturması düşer. İşçiye ceza\nverilmez.\u003C\u002Fp>\n\n\u003Cp>g)Disiplini bozan, fiili öğrenen ilgili amirlik en kısa zamanda gerekli\nsoruşturma belgelerini işçiyi disiplin kuruluna şevke yetkili makama verir,\nşevke yetkili makam soruşturma belgelerinde noksan görülen hususlar varsa\n(tanık ifadeleri hakkında disiplin kovuşturması yapılacak kimsenin\nsavunması gibi) bunları ikmal ederek belgeleri 6 (altı) işgünü\niçerisinde kurula sevk eder. İşçinin yetkili makamlarca kurula şevki\nhalinde gerekli gören kurul üyelerinden birinin teklifi halinde disiplin\nkurulunda işçi de dinlenir. İşçinin savunmasının alınması ve her\ntürlü delillerin toplanmasına olanak tanınması mutlak zorunludur. Disiplin\nkurulu belgelerin kurula şevkine müteakip, genel olarak 20 (yirmi) gün\niçinde olay hakkında gerekli incelenmesini yaparak kararını verir. Ancak,\nbu süre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>h)İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren bir yıl içinde aynı fiili işlemesi hâlinde, ek ceza\ncetvelinde gösterilen cezalar sırası ile takdir olunur. Aynı fiili bir\nyıldan uzun zaman içinde tekerrürü halinde işçiye o fiil için önce\ntakdir olunan ceza kategorisi uygulanır. İki dahil ve daha yukarı muhtelif\nfiiller de bir yıl içinde üç defa ceza alan bir işçinin aynı yıl\niçinde Dördüncü bir fiili için, ceza tertibine gerektiğinde bu fiil için\nverilmesi icap eden ceza cetvelindeki evvelki fiillerini mahiyetleri ve verilen\ncezalar nazarı dikkate alınarak kurulda serbestçe takdir olunur.\u003C\u002Fp>\n\n\u003Cp>ı)Disiplin kurulunca verilen karar işçinin işten çıkarılmasına\nilişkin ise bu kararın feshe yetkili makamın onayından sonra 6 (Altı) iş\ngünü içerisinde ilgilisine tebligat yapar.6 (Altı) iş gününden sonra\nyapılacak tebligat geçersiz sayılır. Kurul kararları genel olarak\nyazılır. Nedenleri belirtilmek suretiyle tebliğ edilir. İşçiye tebliğ\nedilmeyen cezalar uygulanamaz.\u003C\u002Fp>\n\n\u003Cp>k) Kurulun işten çıkarmaya ilişkin kararları 6 (Altı) iş günü süre\niçerisinde taahhütlü mektupla ilgilinin ev adresine postalanmak suretiyle\ntebliğ edilmiş sayılır. Kurul kararlarını tebellüğden sakınması ve\nkararın tebliği esnasında işlerini terk suretiyle işyerinden ayrılmış\nolması halinde keyfiyeti tutanakla olmak kaydıyla yukarda ki tebliğ ile\nilgili hükümlerin uygulanmasına gerek kalmaksızın hüküm ifade eder.\nİşçinin, hastalık, izin, geçici askerlik görevleri gibi nedenlerle\nişyerinden ayrılmış olması hallerinde kendine tebligat yapılmaz ise yasal\nikametgah adresine 6 (altı) iş günlük süre zarfında taahhütlü tebligat\nyapılır, İşçinin geçici görevli olarak işyeri merkezi dışında\nbulunması nedeniyle tebliğ edilmez ise işyeri merkezîne döndüğünde\nderhal hastanede yatan işçiye hastaneden çıktıktan sonra tebliğ olunur.Bu\ntakdirde 6 (altı) iş günlük sürenin geçirildiği ileri sürülemez.\nDisiplin Kurulu kararlan işçinin gizli dosyasında saklanır. Disiplin kurulu\nkararlarından bir suret taraf sendikaya gönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 32-DİSİPLİN CEZALARININ AFFI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işveren işyerinde iş banşını sağlamak ve devamını temin etmek\namacıyla bu toplu iş sözleşmesi kapsamında çalışan işçilerin daha\nönceki dönemlerde almış oldukları cezaları bir defaya mahsus olmak üzere\naffetmeyi kabul edebilir. İşçinin bugüne kadar almış olduğu cezalar\nvarsa dosyasından çıkarılarak ve affedilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BOLUM:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İS SAĞLIĞI VE GÜVENLİĞİ \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 33-İS SAĞLIĞI ve GÜVENLİĞİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliği mevzuatı ve uluslararası\nnormlarının gerektiği tüm tedbirleri alır ve gerekli çalışmaları\nyapar, ve ilgili kurulların vereceği raporların gereğini yerine getirir.\nİşveren, iş sağlığı ve güvenliği mevzuat hükümlerini eksiksiz\nuygulamayı kabul eder. Bu hükümlerin uygulanmasında İş Sağlığı ve\nGüvenliği Kurulunun önerileri doğrultusunda hareket eder. Bu hususta\ngerekli emir ve talimatları yayınlar ve uygular. \u003C\u002Fp>\n\n\u003Cp>İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçlan,\nişçinin geçirdiği meslek hastalıkları, iş kazaları nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İş Sağlığı ve Güvenliği Kurulu; Bu kurulun oluşumu, çalışma\nşekli ve görevleri 6331 sayılı İş Sağlığı ve Güvenliği Kanunun\n22.maddesinde ve yine aynı kanunun 30.maddesi gereği çıkarılan İş\nSağlığı ve Güvenliği Kurullan Hakkındaki Yönetmelikte\nbelirtilmiştir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Her işyerinde İş Sağlığı ve Güvenliği Kurulları kurulması ve\nçalıştırılmasında işveren sorumludur. Ancak, işverenin\nçalışmalarının İş Sağlığı ve Güvenliği Kurulunun önerilerine\nuygunluğunun, işverenin gerekeni yerine getirip getirmediğini takibi sendika\nve o işyerindeki işçilerce de aktif olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu, İş Sağlığı ve Güvenliği\nKurulları Hakkındaki Yönetmeliğin 6.maddesine göre oluşturulur.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulları ayda en az bir kere toplanır.\nAncak ölümlü, uzuv kayıplı veya ağır iş kazası halleri veya özel bir\ntedbiri gerektiren önemli hallerde kurul üyelerinden herhangi biri .kurulu\nolağanüstü toplantıya çağırabilir. Bu konudaki tekliflerin kurul\nbaşkanına veya sekreterine yapılması gerekir. Toplantı zamanı, konunun\nivedilik ve önemine göre tespit olunur. Kurul, 6331 sayılı İş Sağlığı\nve Güvenliği Kanununun 13.maddesinde belirtilen çalışmaktan kaçınma\nhakkı taleplerinde toplantı için belirlenen süre dikkate alınmaksızın\nacilen toplanır ve bu toplantıda aldığı karan talepte bulunan\nişçiye\u002Fişçilere ve çalışan temsilcisine yazılı olarak tebliğ eder.\u003C\u002Fp>\n\n\u003Cp>İşveren veya işveren vekili, kurul için gerekli toplantı yeri, araç ve\ngereçleri sağlar. İşveren veya işveren vekili, kurulca hazırlanan\ntoplantı tutanakları, kaza ve diğer vakaları inceleme raporlarını ve\nkurulca işyerinde yapılan denetim sonuçlarına ait kurul raporlarını, iş\nmüfettişlerinin incelemesini sağlamak amacıyla, işyerinde bulundurur.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurullan Hakkındaki Yönetmeliğin\n8.maddesine göre İş Sağlığı ve Güvenliği Kurulunun görev ve yetkileri\nşunlardır;\u003C\u002Fp>\n\n\u003Cp>a)İşyerinin niteliğine uygun bir iş sağlığı ve güvenliği iç\nyönerge taslağı hazırlamak, işverenin veya işveren vekilinin onayına\nsunmak ve yönergenin uygulanmasını izlemek, izleme sonuçlarını rapor\nhaline getirip alınması gereken tedbirleri belirlemek ve kurul gündemine\nalmak,\u003C\u002Fp>\n\n\u003Cp>b)İş sağlığı ve güvenliği konularında o işyerinde çalışanlara\nyol göstermek,\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde iş sağlığı ve güvenliğine ilişkin tehlikeleri ve\nönlemleri değerlendirmek, tedbirleri belirlemek, işveren veya işveren\nvekiline bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>ç) İşyerinde meydana gelen her iş kazası ve işyerinde meydana gelen\nancak iş kazası olarak değerlendirilmeyen işyeri ya da iş ekipmanının\nzarara uğratma potansiyeli olan olayları veya meslek hastalığında yahut\niş sağlığı ve güvenliği ile ilgili bir tehlike halinde gerekli\naraştırma ve incelemeyi yapmak, alınması gereken tedbirleri bir raporla\ntespit ederek işveren veya işveren vekiline vermek,\u003C\u002Fp>\n\n\u003Cp>d)İşyerinde iş sağlığı ve güvenliği eğitim ve öğretimini\nplanlamak, bu konu ve kurallarla ilgili programları hazırlamak, işveren veya\nişveren vekilinin onayına sunmak ve bu programların uygulanmasını izlemek\nve eksiklik görülmesi halinde geri bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>e)İşyerinde yapılacak bakım ve onarım çalışmalarında gerekli\ngüvenlik tedbirlerini planlamak ve bu tedbirlerin uygulamalanm kontrol\netmek,\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde yangın, doğal afet, sabotaj ve benzeri tehlikeler için\nalman tedbirlerin yeterliliğini ve ekiplerin çalışmalarını izlemek,\u003C\u002Fp>\n\n\u003Cp>g)İşyerinin iş sağlığı ve güvenliği durumuyla ilgili yıllık bir\nrapor hazırlamak, o yılki çalışmaları değerlendirmek, elde edilen\ntecrübeye göre ertesi yılın çalışma programında yer alacak hususları\ndeğerlendirerek belirlemek ve işverene teklifte bulunmak,\u003C\u002Fp>\n\n\u003Cp>ğ) 6331 sayılı İş Sağlığı ve Güvenliği Kanununun 13.maddesinde\nbelirtilen çalışmaktan kaçınma hakkı talepleri ile ilgili acilen\ntoplanarak karar vermek,\u003C\u002Fp>\n\n\u003Cp>h)İşyerinde teknoloji, iş organizasyonu, çalışma şartları, sosyal\nilişkiler ve çalışma ortamı ile ilgili faktörlerin etkilerini kapsayan\ntutarlı ve genel bir önleme politikası geliştirmeye yönelik çalışmalar\nyapmak.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulunca, 6331 sayılı İş Sağlığı ve\nGüvenliği Kanununun 13 üncü maddesinde belirtilen çalışmaktan kaçınma\nhakkı talepleri yönünde karar vermesi hâlinde çalışan, gerekli tedbirler\nalınıncaya kadar çalışmaktan kaçınabilir. Çalışanların\nçalışmaktan kaçındığı dönemdeki ücreti ile kanunlardan ve iş\nsözleşmesinden doğan diğer hakları saklıdır. Bu çalışmama yüzünden\nişçilerin iş sözleşmeleri fesih edilemeyeceği ve haklarında hiçbir\nyasal kovuşturma yapılamayacağı gibi ücretlerinde herhangi bir kesin\nyapılamaz. \u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu yaptığı tüm çalışmaların\nsonuçlarını yazılı rapor halinde işverene ve sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>İşveren İş Sağlığı ve Güvenliği Kurulun önerilerini gereğini\nyerine getirmek, buna uygun işyeri yönetmeliği\u002Ftalimatlarını işçilere\nöğretmek işçileri bilgilendirmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Çalışan Temsilcisi; 6331 sayılı İş\nSağlığı ve Güvenliği Kanunun 20.maddesine göre aşağıdaki şekilde\nÇalışan Temsilcisi belirlenir; İşyerinin değişik bölümlerindeki\nriskler ve çalışan sayılarını göz önünde bulundurarak dengeli\ndağılıma özen göstermek kaydıyla, sendika, işyeri sendika temsilcilerini\nayrıca iş sağlığı ve güvenliği çalışan temsilcisi olarak\ngörevlendirebileceği gibi çalışanlar arasında yapılacak seçimle de\nbelirleyebilir.\u003C\u002Fp>\n\n\u003Cp>İş sağlığı ve güvenliği çalışan temsilcisi; iki ile elli\narasında çalışanı bulunan işyerlerinde bir, ellibir ile yüz arasında\nçalışanı bulunan işyerlerinde iki, yüzbir ile beşyüz arasında\nçalışanı bulunan işyerlerinde üç, beşyüzbir ile bin arasında\nçalışanı bulunan işyerlerinde dört, binbir ile ikibin arasında\nçalışanı bulunan işyerlerinde beş, ikibinbir ve üzeri çalışam bulunan\nişyerlerinde altı, olacak şekilde görevlendirir: Birden fazla çalışan\ntemsilcisinin bulunması durumunda baş temsilci, çalışan temsilcileri\narasında yapılacak seçimle belirlenir.\u003C\u002Fp>\n\n\u003Cp>Çalışan temsilcileri, tehlike kaynağının yok edilmesi veya tehlikeden\nkaynaklanan riskin azaltılması için, işverene öneride bulunma ve\nişverenden gerekli tedbirlerin alınmasını isteme hakkına sahiptir.\u003C\u002Fp>\n\n\u003Cp>Görevlerini yürütmeleri nedeniyle, çalışan temsilcileri ve destek\nelemanlarının haklan kısıtlanamaz ve görevlerini yerine getirebilmeleri\niçin işveren tarafından gerekli imkânlar sağlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçlan,\nişçinin geçirdiği meslek hastalıklan, iş kazalan nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>İşveren, iş sağlığı ve güvenliği eğitimi için tüm işçiyi\nkapsayan eğitim seminerlerini periyodik ve aksamadan yapılması için gerekli\nfinansman zaman ve yeri sağlamakla yükümlüdür. Bu eğitimler yılda üç\nkez sekizer saatten az olamaz. Bu eğitimcilerin seçim ve eğitim programı\nsendikanın önerisi ile oluşturulur. Bu konudaki tüm harcamalar işverene\naittir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliğinin devamını sağlamak için\nolanakları ölçüsünde her işyerinde yeterli kadar spor salonu veya tesisim\naçmaya çalışır. İşçiler bu salon ve tesislerden ücretsiz\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 34-ARAÇLARIN FENNİ MUAYENESİ;\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işçinin araçla ilgili bildirdiği fenni noksanlıkları\ngidermediği taktirde, araçtaki fenni noksanlıklar nedeniyle, Trafik\nmüdürlüğü ve ekipleri tarafından şoförden kesilen cezayı işveren\nöder. İşveren, her araçta ecza çantası yangın söndürücü ve gerekli\nsıhhi tesisatı bulundurmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşçiler, kullandıkları araçlardaki ilgili mevzuata uygun olmayan\ndurumları tespit ederek amirlerine yazılı olarak bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Ch2>9.BÖLÜM:\u003C\u002Fh2>\n\n\u003Ch2>HASAR VE ZARARA İLİŞKİN ESASLAR \u003C\u002Fh2>\n\n\u003Ch3>MADDE 35- HASAR VE ZARARLARIN TESPİT VE TAZMİNİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi tarafından verilen hasar ve zararların tespiti için işyerinde 3\nkişiden oluşan hasar ve zarar tespit komisyonu kurulur. Bu komisyonda;\u003C\u002Fp>\n\n\u003Cp>A)Bir işveren temsilcisi,\u003C\u002Fp>\n\n\u003Cp>B)Bir sendika temsilcisi,\u003C\u002Fp>\n\n\u003Cp>C)Olan olayın niteliğine göre işyerinde işten anlayan ve işveren ile\nsendikanın üç gün içinde birlikte seçecekleri üçüncü bir kişiden\noluşur. Bu 3.kişinin seçilememesi halinde sendikanın yazılı isteği\nüzerine ilgili kamu kuruluşlarından uzman bir kişinin tayini işverence\nistenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası meydana geldiğinde, kolluk kuvvetince veya hasar ve zarar\ntespit komisyonu olay yerinde durumu tespit etmeden, rapor tutmadan ve olayı\nfotoğraflarla görüntülemeden araç yerinden oynatılamaz.\u003C\u002Fp>\n\n\u003Cp>D)İşveren, komisyonun görevlerini en iyi şekilde yapabilmeleri için bu\nkomisyonun emrine bir araç tahsis eder. Ayrıca, olayı görüntülemek için\nbir fotoğraf makinesi ile ilgili filmleri temin eder. Ölüm veya yaralanma\nile sonuçlanan iş kazası sonucu kazayı yapan işçiye moral bozukluğundan\nötürü işveren 3 işgünü moral izni verir.\u003C\u002Fp>\n\n\u003Ch4>HASAR VE TESBİT TUTANAĞININ NİTELİĞİ: \u003C\u002Fh4>\n\n\u003Cp>Bu tutanakta;\u003C\u002Fp>\n\n\u003Cp>A)Olayın niteliği ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>B)Hasar ve zararların işçinin, kusur, ihmal veya kastından mı, aracın\nteknik arızasından mı veya her iki tarafa ait kusurundan mı meydana\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>C)Hasar ve zararın miktarı ve bu miktarların her iki taraftan ne kadar\nolduğu tespit edilir. İşçi tarafından ödenmesi gereken kısım\nbelirtilir. Tutanağa ilgililerin, tanıkların ifadesi ve mevcut diğer\nbelgeler eklenir. Tutanak ekleri, ilgililerin bağlı bulunduğu işveren ve\nsendikaya verilir. Bu komisyon gerekli gördüğü durumda bilirkişiye\nbaşvurabilir. Her türlü hasar ve zararda komisyon raporu şarttır. Aksi\ntakdirde tüm sorumluluk işverene aittir.\u003C\u002Fp>\n\n\u003Ch4>HASAR BEDELİNİN KESİNTİ VE ÖDEME SEKLİ:\u003C\u002Fh4>\n\n\u003Cp>A)İşveren tarafından hasar bedelinin ödenmesi için ilgili veya\nilgililere bu tutanak tebliğ edilir. Bu tebligata itiraz eden işçinin\nmahkemeye müracaat etme hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>B)Hasar bedeli 10 yevmiyeyi geçmiş ise, aylık ödenecek miktar işveren\nve işçi tarafından anlaşarak tespit edilir. Ancak anlaşma olmadığı\nişçi ödememekte ısrar ettiği takdirde işveren adli mercilerden bunu talep\nedebilir.\u003C\u002Fp>\n\n\u003Cp>C)Hasar bedeli işçinin 10 günlük yevmiyesinden aşağı ise işçinin\nhasar karşılığı işverenin emanette bulunan 10 yevmiyesinden mahsup\nedilir. Bilahare ayda 2 yevmiyeden fazla kesilmeyerek 10 yevmiye tamamlanarak\nemanete alınır.\u003C\u002Fp>\n\n\u003Cp>D)Adli mercilere ve trafikçe takibat altına alman trafik kusurlarına ait\nhasarların tespiti bu hüküm dışındadır.\u003C\u002Fp>\n\n\u003Cp>E)Trafik kazası sonucu meydana gelen hasar ve tazminatın, hasar ve zarar\nkomisyonunca yapılan tespit sonucu ya da idari ve adli mercilerce yapılan\ntespit sonucu suç nispetine göre şoföre isabet edenin % 100’ü işveren\ntarafından işletme masrafı olarak ödenir. Üçüncü kişilere ödenecek\nhasar ve tazminatlarda da bu yol uygulanır. Görevi esnasında uyuşturucu,\nalkol vb. madde kullananlar hakkında bu madde hükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>F)Trafik anzası teknik arıza ya da buzlanma, kar yağışı nedeniyle\nşoförün önlemesine imkân olmayan bir kayma sonucu ileri gelmiş ise, hasar\nve tazminatın tamamı işveren tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde tutulan hasar tespit raporuna göre işlem yapılır. Olay\nyargıya intikal ettirilmiş ise gerekli yargı giderleri (faiz, vekâlet\nücreti, üçüncü kişilere yapılacak her türlü ilaç ve hastane masraftan\ngibi) işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>Şoför hatasından dolayı kullandığı idari aracı yada hizmet alım\nyoluyla edinilmiş kurum hizmetinde çalışan araçlarla yemiş olduğu trafik\ncezalan (Alkol, kırmızı ışık, radar ve park) şoförden tanzim edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.BÖLÜM:\u003C\u002Fh2>\n\n\u003Ch2>PARASAL HÜKÜMLER SOSYAL YARDIM ÖDEMELERİ VE HARCIRAHLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 36-ÖĞRENİM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işçinin öğrenim gören çocuklarına aşağıdaki şekilde öğrenim\nyardımı yapılır. Bu yardım okulların açılmasından 15 gün önce\nyapılır.\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>a)Kreş, Anasınıfı ve ilköğretime giden çocuklarına\u003C\u002Ftd>\n      \u003Ctd>490,00 TL\u002FNET,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b)Ortaokula devam eden çocuklarına\u003C\u002Ftd>\n      \u003Ctd>585,00 TL\u002FNET,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c)Lise ve dengi okula devam eden çocuklarına\u003C\u002Ftd>\n      \u003Ctd>685,00 TL\u002FNET,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d)Yükseköğrenime devam eden çocuklarına yardımı yapılır\u003C\u002Ftd>\n      \u003Ctd>845,00TL\u002FNET,öğrenim yardımı yapılır\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 37- AİLE ve COCUK YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Aile Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Aile yardımı olarak iş yerinde çalışan sendika üyesi evli işçilere\n01.02.2023 tarihinden itibaren 200,00 TL\u002F brüt, aile yardımı ödenir.\u003C\u002Fp>\n\n\u003Ch4>Çocuk Yardımı\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan sendika üyesi işçilere, 3 çocuğa kadar her\nçocuk için toplu iş sözleşmesinin\u003C\u002Fp>\n\n\u003Cp>01.02.2023 tarihinden itibaren 100,00 TL \u002F brüt, çocuk yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>İşçinin eşi de çalışıyor ve çocuk yardımı almıyor ise\nbelgelendirmek kaydıyla çocuk yardımı kendisine ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 38-ELEKTRIK- ISITMA- DOGALGAZ YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere her ay, işverence ödenmek üzere; \u003C\u002Fp>\n\n\u003Cp>01.02.2023 tarihinden itibaren \u003Cstrong>485,00 TL\u003C\u002Fstrong> \u002F brüt, yakacak\nyardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 39-: YEMEK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">Sendika üyesi işçilere her ay, işverence ödenmek üzere; 01.02.2023\ntarihinden itibaren \u003Cstrong>1.000,00 TL\u003C\u002Fstrong> yemek yardımı ödenir\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>MADDE 40- DOĞUM YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çocuğu yeni doğmuş olan işçiye belgelemek şartıyla; Yasal mevzuat\nhükümleri uygulanır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-41 EVLENME YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Evlenen işçiye belge ibraz etmek şartıyla; 5.500,00- TL\u002FNet evlilik\nyardımı ödenir. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>MADDE-42- ÖLÜM YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>İşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına;\n6.000,00 TL\u002Fbrüt, normal ölümleri halinde ise 5.800,00-TL\u002Fbrüt, ölüm\nyardımı ödenir. İşçinin ana, baba, eş ve çocuklarının ölümleri\nhalinde, her biri için 1.370,00-TL\u002Fbrüt, ölüm yardımı 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>işveren, sendika üyesi işçilere yangın, sel, deprem gibi tabii afetlere\nmaruz kalanlara uğradığı zarara göre yönetim kurulu karan ile yardım\nyapabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-44 RAMAZAN GIDA YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işveren bu sözleşme kapsamındaki işçilere her yıl Ramazan ayından 10\ngün önce imkanlar ölçüsünde yardım yapılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-45-HARCIRAHLAR:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Harcırahlar konusuda işçilere Devlet Harcırah Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-46- GECE ZAMMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-47- İKRAMİYELER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>Taraf sendika üyesi işçilere yılda 30 günlük tutarında ikramiye\nödenir. Bu ikramiyeler işçiler çalıştıkları süre ile orantılı olarak\nödenir. Bu ikramiyeler Haziran ayında 15, Aralık ayında 15 gün olmak\nüzere toplam 30 gün (15x2=30) olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-48- SORUMLULUK ZAMMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere her ay maaşları ile birlikte ödenmek üzere;\u003C\u002Fp>\n\n\u003Cp>a)Belediye hizmet işçileri, Şoförler, Temizlik işçileri, Güvenlik\nişçileri ve diğer işçilere aylık maaşlarıyla birlikte :\n300,00TL\u002FBrüt,\u003C\u002Fp>\n\n\u003Cp>b)Ustabaşılarına ve Temizlik işlerinde çalışan kaynakçılara aylık\nmaaşlarıyla birlikte 600,00TL\u002FBrüt,\u003C\u002Fp>\n\n\u003Cp>c)4 yıllık fakülte mezunlarına, belediye başkanlığı makam koruması\nve şoförüne, Temizlik işleri kontrolörlere ve güvenlik şefine\nmaaşlarıyla birlikte : 1.000,00 TL\u002FBrüt,\u003C\u002Fp>\n\n\u003Cp>d)ORBEL A.Ş. Şirketinde müdür olarak görev yapana aylık maaşlarıyla\nbirlikte : 2.400,00 TL\u002FBrüt,\u003C\u002Fp>\n\n\u003Cp>e)Sosyal yardım işleri Halkla ilişkiler sorumlusuna aylık maaşlarıyla\nbirlikte : 2.900,00 TL\u002FBrüt sorumluluk yardımı yapılır\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-49- ÜCRETLERİN ÖDENMESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi kapsamında çalışan işçilerin ücretleri, her\nayın on beşinde banka aracılığıyla ödenir. İşveren her ödeme\ndöneminde işçiye ücretini gösterir bir ücret tediye pusulası verir. Bu\npusulada tahakkuk eden her türlü ücret ve kesintiler ayrı ayrı\ngösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>MADDE-50. ÜCRET ZAMMI \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>YIL\u003C\u002Fh4>\n\n\u003Cp>İş bu toplu iş sözleşmesi kapsamındaki işyerlerinde çalışan taraf\nsendika üyesi işçilerin yevmiyeleri\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cp>01.02.2023 tarihinden itibaren 490,00 TL\u002FBrüte çıkarılarak\nuygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>01.02.2023 tarihinden itibaren işe yeni başlayan işçilerin yevmiyeleri\n440,00 TL\u002FBrüt olarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.YIL 1. ALTI AY\u003C\u002Fh4>\n\n\u003Cp>İşbu toplu iş sözleşmesi kapsamında çalışan taraf sendika üyesi\nişçilerin 01.01.2024 tarihinde almakta oldukları yevmiyelerine ve yılda bir\nkez ödenenlerde dahil tüm sosyal haklarına 01.01.2024 tarihinden itibaren\n657 sayılı devlet memurlarına gelecek bütün artışlar (gerek yüzdeli,\ngerek seyyanen gerek kat sayılı ve gerekse enflasyon farkları olarak) aynen\nyansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2 .YIL 2. ALTI AY\u003C\u002Fh4>\n\n\u003Cp>İşbu toplu iş sözleşmesi kapsamında çalışan taraf sendika üyesi\nişçilerin 30.06.2024 tarihinde almakta oldukları yevmiyelerine ve yılda bir\nkez ödenenlerde dahil tüm sosyal haklarına 01.07.2024 tarihten itibaren 657\nsayılı devlet memurlarına gelecek bütün artışlar (gerek yüzdeli, gerek\nseyyanen gerek kat sayılı ve gerekse enflasyon farkları olarak) aynen\nyansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-51- FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Haftalık 45 saatin üzerinde yapılan çalışmalar fazla çalışmadır.\nYapılacak her bir(1) saat fazla çalışma için ödenecek ücret, normal\nçalışma ücretinin %50 fazlasıdır. Fazla çalışmalar, işçiler\narasında hakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından\nsırayla yaptırılır. Fazla mesai itfaiye ve benzeri zorunlu işlerde yılda\n270 saattir. 270 saatin üzerinde fazla mesai yaptırılması durumunda\nmesainin tamamını işveren ödemek zorundadır.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma ücretleri aylık ücretleri ile birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE-52- HAFTA VE GENEL TATİLLERDE ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>A)Nomal çalışma yapılan yerlerde hafta tatili Pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. Günü takip eden 7. Gündür. Hafta tatillerinde\nçalıştırılan işçilere, takip eden ay içinde bir gün izin verilir,\nçalışan bu hafta tatitili günü için toplam 2 yevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Kanunda belirtilen ulusal bayram ve genel tatil günlerinde yapılacak\nçalışmalar, önceden işçiye duyurulur. Ulusal bayram, genel tatil\ngünlerinde çalıştırılan işçilere çalıştıkları her bir gün için\ntoplam 3 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>C)(a)ve(b) bendlerindeki ödemeler için haftalık çalışma süresi\nşartı aranmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-53- KORUYUCU MELBUSAT:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>işçilerin yaptığı işler dikkate alınarak koruyucu eşya verilir.\u003C\u002Fp>\n\n\u003Cp>1) İş elbisesi veya tulum; kaşe kot kumaştan yapılmış ceket ve\npantolondan ibaret olup yazlık ve kışlık olmak üzere 2 takım verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Kimlere Verilir\u003C\u002Fp>\n\n\u003Cp>Fen işleri müdürlüğü işçileri, Destek Hizmetleri Müdürlüğü\nişçileri, temizlik işleri müdürlüğü işçileri, park ve bahçeler\nmüdürlüğü işçileri, Taş kırma ve Eleme Şantiyesinde çalışan\nişçilerine verilir.(Bu birimlerin bürolarında çalışanlar hariç)\u003C\u002Fp>\n\n\u003Cp>2)Boy Muşambası: Ayak topuğundan 5 cm, yukarıdan omuz hizasına kadar\nolup su geçirmez ve sağlıklı kapüşonlu kemerinden ibarettir.\u003C\u002Fp>\n\n\u003Cp>Kimlere verilir:\u003C\u002Fp>\n\n\u003Cp>İhtiyaç duyulması halinde çalışan işçilere verilir.\u003C\u002Fp>\n\n\u003Cp>Başkanlık makamında çalışan protokol görevlilerine, Belediye başkam\nşoförüne, korumasına ve Belediye başkan yardımcıları şoförlerine\nsenede bir defaya mahsus olmak üzere yazlık ve kışlık olmak üzere birer\ntakım elbise verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 54 EK GIDA YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Kaynak, boya, akü, asfalt, kanal işlerinde ve zehirleyici işlerde\nçalışan işçilere çalıştıkları beher gün için 0,5 kg yoğurt\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-55 TEŞVİK PİRİMİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işveren, toplu iş sözleşme kapsamında çalışan taraf sendika üyesi\nişçilerden azimli, özverili ve üstün çalışma yapanlan altmış (60)\ngünlük ücretleri tutarına kadar teşvik pirimi ile ödüllendirebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-56. DİNİ GÖREVLERİN İFASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TC. Anayasasının 24.maddesi gereğince herkes vicdan, dini inanç ve\nkanaat hürriyetine sahiptir. Kimse dini inanç ve kanaatinden dolayı\nsuçlanamaz. İşveren işçilerin dini inançlarını ifa maksadıyla din\nayrımı gözetmeksizin ferdi olarak yapılmayan haftalık ibadetleri için\ngerekli kolaylığı sağlar. Bu ibadetlerde geçen süreler iş süresinden\nsayılır. İşçilerin talepleri halinde Hacc’a gitmek isteyenlere 2 ay,\nUmre’ye gitmek isteyen işçileri ise 1 ay ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>57 MADDELİK EK DİSİPLİN CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Ch4>DİSİPLİN CEZA CETVELİ\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>\u003Cstrong>EYLEM TÜRLERİ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"163\">\u003Cp>\u003Cstrong>CEZALARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>\u003Cstrong>İSE GEC GELMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>1- Mazeretsiz Bir saate kadar geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>2- Mazeretsiz Bir saati aşan süre ile gecikmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>3- Devamlı geç gelmeyi alışkanlık haline\n        getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>B- GÖREVE GELMEMEK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>4- Mazeretsiz bir gün işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>5- İki gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>6- Üç gün ve daha fazla göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>7- Görevi yetersiz yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>8- Verilen görevi yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>9- Verilen görevi yapmamakta direnmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>10- Görev saatinde özel işlerle uğraşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>11- Disiplinsiz davranmak, işçi sağlığı ve iş\n        barışım bozmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>\u003Cstrong>GÖREV YERİNİ TERK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>12-İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>13-İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmeyi alışkanlık haline getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>14-İşyerinin korunması ile ilgili olanların görev\n        yerinde bulunmaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>15-İş saatlerinde gereksiz yere arkadaşlarım\n        meşgul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>16-İş başında ,iş saatlerinde ve görev başında\n        uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>17-İş yerinde kavga etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>18-İmza cetvelim imzalamamayı alışkanlık haline\n        getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>19-Yönetimindeki aracı idareden izin almaksızın\n        başkalanna kullandırmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>20-Göreve sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>21-işyerinde alkollü içki kullanmak, kumar oynamak\n        veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>22-İşyerinde uyuşturucu madde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>\u003Cstrong>İS ARKADAŞLARINA KARSI TUTUMU\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>23-a) Amirlerine karşı küfür teşebbüsü\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>b) Amirim Tehdit etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>24-Amirlerine karşı fiili müdahale\n        (Tokat,Yumruk)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>25-Arkadaşlarma karşı fiili müdahale\n        (Tokat,Yumruk)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>26-a) İş arkadaşlarına karşı küfür etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>b)İş arkadaşını tehdit etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>\u003Cstrong>İŞYERİ VE ARAÇLARINA ZARAR\n        VERMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>27-Yangına kasten sebebiyet vermek \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>28-İşyerine sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>29-Araç ve gereçleri kontrol etmeden göreve\n        çıkmak ve bunlarla ilgili bozuklukları zamanında yetkili kişiye\n        duyurmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>30-Yönetimdeki araç ve gereçlerin bakımı ve\n        temizliğine özen göstermemek ve hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>31-Teslim edilen araç ve gereçlerin yitirilmesine ya\n        da bozulmasına, hasarına neden olmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>a) ihmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>b) Ağır ihmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>c) Kasıt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>32-İçkili araç kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>\u003Cstrong>ÇALIŞMA AHLAKINA UYMAYAN\n        DAVRANIŞLAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>3 3-İşyerine ait araç ve gereçleri görevi\n        dışındaki işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>34-Amir durumunda olup, çalıştığı işçileri\n        özel işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>3 5-Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>36-Görevi ile ilgili kasten yanlış bilgi vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>37-Hasta olmadığı halde kendisini hasta göstererek\n        işi aksatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>38-Sınav sırasında kopya çekmek,yardım almak,soru\n        çalmak, sınav kağıt ve tutanaklarında değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>39-Verilen görevi yapmadığı halde yapmış gibi\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>40-Sahte belge düzenlemek, resmi belgelerde\n        değişiklik yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>41-Görevine ilişkin ve gizli kalması gerekli\n        sırlan açıklamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>42-Görevine ilişkin ve gizli kalması gerekli\n        sırlan açıklayarak çıkar sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>43-Hırsızlığa tam teşebbüs etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>44-Hırsızlık yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>45-Rüşvet almak ya da vermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>46-Rüşvet almaya ya da vermeye tam teşebbüs\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>47-Işe gelmeyen işçiyi gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>48-Yerine imza atmak ya da kartım bastırmak\n        suretiyle işe gelmeyen işçiyi gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>49-Yüz kızartıcı eylemlerde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>50-İşyerinde propaganda yapmak suretiyle siyasi\n        faaliyette bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>51-İzin almak için müracaat edip de görevi terk\n        etmek (geçerli özrü olmaksızın ve emre itaatsizlik, iş yerinde\n        olmak kaydıyla izinli olsa dahi)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>52-Zimmetine para geçirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>53-Kendisine tatil günlerinde çalışması\n        gerektiği tebliğ edildiği halde göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>54-İşyeri amirinden izin talep edip izin\n        verilmediği halde işyerini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>55-Görev yaparken vatandaşlara kötü davranmak ve\n        hakaret etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>56-Vatandaşlara küfür ve kavga etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"503\">\u003Cp>57-Kurumu küçük düşürücü söz ve\n        davranışlarda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SÖZLEŞMENİN İMZASI:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İş bu İşletme Toplu İş Sözleşmesi 56 madde ve tamamlayıcı 57\nmaddelik ek Disiplin Ceza Cetvelinden oluşmaktadır\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end":47,"CBA_MEMTRAD4_1":51,"trainingprogrammes":54,"disabilityfund":58,"contracttrial":62,"contracttrialperiod":65,"tempagency":69,"maxsicknesspay":73,"healthandsafetypolicy":77,"code_application":80,"protectiveclothing":84,"hivpolicy":88,"funeralpay":92,"funeralpaytype":95,"paidmaternityleave":99,"pregnancy":102,"paidpaternityleave":106,"childcare":109,"deathrelativesleave":113,"marriageleave":117,"discrimination":121,"sexualhar":125,"hourspday_select":129,"hourspweek":132,"PAIDLEAV_trigger":136,"holidaysdays":139,"TRADEUNLEAV_trigger":143,"tradeunleavdays":146,"ADMINISTRATIVE_trigger":150,"lowwageperiod":154,"ONCERISE_trigger":158,"incidentalbonustype2":161,"OVERTIME_trigger":165,"SUNDAY_trigger":168,"sundayallowanceperc1":172,"NOCTPREM_trigger":176,"shiftallowancetype":179,"SENIOR_trigger":182,"longserviceallowancetype":186,"MEALALL_trigger":190,"mealvouchersamount":193},{"bindId":45,"name":46,"text":46},"cbadate_start","BAŞLANGIÇ TARİHİ : 01.02.2023 ",{"bindId":48,"name":49,"text":50},"cbadate_end","BİTİŞ TARİHİ : 31.12.2024 ","BİTİŞ TARİHİ : 31.12.2024 ",{"bindId":52,"name":53,"text":53},"CBA_MEMTRAD4_1","HAK-İŞ HİZMET-İŞ SENDİKASI",{"bindId":55,"name":56,"text":57},"trainingprogrammes","İşveren, iş sağlığı ve güvenliği eğitimi","İşveren, iş sağlığı ve güvenliği eğitimi için tüm işçiyi\nkapsayan eğitim seminerlerini periyodik ve aksamadan yapılması için gerekli\nfinansman zaman ve yeri sağlamakla yükümlüdür. Bu eğitimler yılda üç\nkez sekizer saatten az olamaz. Bu eğitimcilerin seçim ve eğitim programı\nsendikanın önerisi ile oluşturulur. Bu konudaki tüm harcamalar işverene\naittir.",{"bindId":59,"name":60,"text":61},"disabilityfund","İŞ GÖREMEZLİK HALLERİ VE BUNUNLA İLGİLİ ","İŞ GÖREMEZLİK HALLERİ VE BUNUNLA İLGİLİ UYGULAMALAR ",{"bindId":63,"name":64,"text":64},"contracttrial","MADDE 15-DENEME SÜRESİ",{"bindId":66,"name":67,"text":68},"contracttrialperiod","A)İşçiler işe alındıkları tarihten itiba","A)İşçiler işe alındıkları tarihten itibaren (1) bir ay deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilir.",{"bindId":70,"name":71,"text":72},"tempagency","İşveren, esaslı sebepler olmadıkça tam s","İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimi işçi\nkarşısında geçici işçiye farklı işlem yapamaz.",{"bindId":74,"name":75,"text":76},"maxsicknesspay","e)İşçinin hastalık nedeniyle işe devam e","e)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":78,"name":79,"text":79},"healthandsafetypolicy","İS SAĞLIĞI VE GÜVENLİĞİ ",{"bindId":81,"name":82,"text":83},"code_application","İş Sağlığı ve Güvenliği Kurulu; Bu kurul","İş Sağlığı ve Güvenliği Kurulu; Bu kurulun oluşumu, çalışma\nşekli ve görevleri 6331 sayılı İş Sağlığı ve Güvenliği Kanunun\n22.maddesinde ve yine aynı kanunun 30.maddesi gereği çıkarılan İş\nSağlığı ve Güvenliği Kurullan Hakkındaki Yönetmelikte\nbelirtilmiştir.",{"bindId":85,"name":86,"text":87},"protectiveclothing","işçilerin yaptığı işler dikkate alınarak","işçilerin yaptığı işler dikkate alınarak koruyucu eşya verilir.\n\n1) İş elbisesi veya tulum; kaşe kot kumaştan yapılmış ceket ve\npantolondan ibaret olup yazlık ve kışlık olmak üzere 2 takım verilir.",{"bindId":89,"name":90,"text":91},"hivpolicy","İşveren her işçi için işyerinde sağlık d","İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçlan,\nişçinin geçirdiği meslek hastalıklan, iş kazalan nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.",{"bindId":93,"name":94,"text":94},"funeralpay","MADDE-42- ÖLÜM YARDIMI:",{"bindId":96,"name":97,"text":98},"funeralpaytype","İşçilerin iş kazası sonucu ölümleri hali","İşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına;\n6.000,00 TL\u002Fbrüt, normal ölümleri halinde ise 5.800,00-TL\u002Fbrüt, ölüm\nyardımı ödenir. İşçinin ana, baba, eş ve çocuklarının ölümleri\nhalinde, her biri için 1.370,00-TL\u002Fbrüt, ölüm yardımı ödenir.",{"bindId":100,"name":101,"text":101},"paidmaternityleave","MADDE 40- DOĞUM YARDIMI:",{"bindId":103,"name":104,"text":105},"pregnancy","ı)Emzikli kadınların çocuklarını emzireb","ı)Emzikli kadınların çocuklarını emzirebilmeleri için öğleden önce\n1 saat ve öğleden sonra 1 saat olmak üzere günde toplam 2 saat ücretli\nemzirme izni verilir. Bu izin 8 haftalık doğum raporundan sonra 6 ay süreyle\ndevam eder.",{"bindId":107,"name":108,"text":108},"paidpaternityleave","b)Eşi doğum yapan işçiye (5) gün,",{"bindId":110,"name":111,"text":112},"childcare","c)Çalışanlann eşinin, çocuğunun, anne ve","c)Çalışanlann eşinin, çocuğunun, anne ve babasının il içinde\nhastanede yatması durumunda 10 gün, il dışında hastanede yatması\ndurumunda 20 gün refakat izni verilir. Bu süreler yönetim kurulunun uygun\ngörmesi halinde 2 katma kadar uzatılabilir. Bu izinler belgelenmek şartıyla\nhastaneden çıkışından 1 gün sonra biter ve tedavi sonrası dâhil\nyukarıdaki süreleri aşamaz.",{"bindId":114,"name":115,"text":116},"deathrelativesleave","c)Anne, baba, eş, kardeş ve çocuklarının","c)Anne, baba, eş, kardeş ve çocuklarının ölümü halinde (beş) 5\ngün,",{"bindId":118,"name":119,"text":120},"marriageleave","a)Evlenen işçilere yazılı isteği üzerine","a)Evlenen işçilere yazılı isteği üzerine nikâh ve düğün\ntörenlerinden birinde (5) gün,",{"bindId":122,"name":123,"text":124},"discrimination","C)Eşit Davranma Yükümlülüğü; İş ilişkisi","C)Eşit Davranma Yükümlülüğü; İş ilişkisinde dil, ırk, cinsiyet,\nsiyasal düşünce, felsefi inanç, din ve mezhep ve benzeri sebeplere dayalı\nayrım yapılamaz.",{"bindId":126,"name":127,"text":128},"sexualhar","Bu bağlamda; İşyerinde işçinin; işveren ","Bu bağlamda; İşyerinde işçinin; işveren vekilleri, amirler veya diğer\nçalışanların rahatsız edici, ahlak dışı, sistematik söz ve\ndavranışlarla taciz edilmesi, haksız eleştiri, hata bulmak, dışlamak, yok\nsaymak, sosyal toplantılara çağırmamak, odaya girdiğinde konuyu\ndeğiştirmek, alay etmek, kılık kıyafetiyle dalga geçmek, masasının\nüzerinden eşyaları yok etmek, sık sık sözünü kesmek, yaptığı işi\nsürekli eleştirmek, davranışlarla ve bakışlarla dışlama, yazılı,\nsözlü yada telefonla tehdit edilme, iş arkadaşlarına kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlanndan\nayrılmış bir yer verme, orada yokmuş gibi davramlması, arkasından kötü\nkonuşulması, asılsız söylentiler çıkarılması, kararlarının sürekli\nsorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama, sahip\nolduğundan daha az nitelik gerektiren işler verilmesi veya işinin sürekli\ndeğiştirilmesi, fiziksel olarak ağır işin dışında işler yapmaya\nzorlama, fiziksel şiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel\nzarara uğrama v.b. psikolojik ve fiziksel tacize maruz kalma hallerinde suçun\nsübut bulması durumunda,",{"bindId":130,"name":131,"text":131},"hourspday_select","MADDE 18- NORMAL ÇALIŞMA SÜRESİ :",{"bindId":133,"name":134,"text":135},"hourspweek","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre aşılmamak 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 çalıştırılabilir. Pazar\ngünü hafta tatilidir. (Vardiyalı çalışılan yerde vardiya kanunları\nuygulanır.)",{"bindId":137,"name":138,"text":138},"PAIDLEAV_trigger","MADDE 26-YILLIK ÜCRETLİ İZİNLER:",{"bindId":140,"name":141,"text":142},"holidaysdays","b)Hizmeti 1 - 5 yıl (Beş yıl dahil) olan","b)Hizmeti 1 - 5 yıl (Beş yıl dahil) olanlara (16) gün,",{"bindId":144,"name":145,"text":145},"TRADEUNLEAV_trigger","MADDE 81 SENDİKA İZİNLER:",{"bindId":147,"name":148,"text":149},"tradeunleavdays","B)BASTEMSİLCİ İZNİ: Sendika Baş temsilci","B)BASTEMSİLCİ İZNİ:\n\nSendika Baş temsilcisine, temsilcilik görevlerini yerine getirebilmesi\niçin haftada 8 saat sendikanın belirleyeceği gün ve saatlerde izin verilir.\nBaş temsilciler seçildikleri veya atandıkları işyerinde ve devamlı\ngündüz vardiyasında çalıştırılır. Baş temsilcinin izin süresini\nişyerinde geçirmesi esastır. Aıicak, sendika veya şubesinin işverene\nyapacağı yazılı veya sonradan yazı ile doğrulamak koşulu ile sözlü\nçağrısı üzerine bu süreyi çağrı yapılan yerde geçirebilirler.",{"bindId":151,"name":152,"text":153},"ADMINISTRATIVE_trigger","h)Herhangi bir davadan dolayı mahkemeler","h)Herhangi bir davadan dolayı mahkemelerde duruşmaya gidecek işçilere\nyeteri kadar ücretli izin verilir.",{"bindId":155,"name":156,"text":157},"lowwageperiod","01.02.2023 tarihinden itibaren 490,00 TL","01.02.2023 tarihinden itibaren 490,00 TL\u002FBrüte çıkarılarak\nuygulanacaktır.",{"bindId":159,"name":160,"text":160},"ONCERISE_trigger","MADDE-47- İKRAMİYELER:",{"bindId":162,"name":163,"text":164},"incidentalbonustype2","Taraf sendika üyesi işçilere yılda 30 gü","Taraf sendika üyesi işçilere yılda 30 günlük tutarında ikramiye\nödenir. Bu ikramiyeler işçiler çalıştıkları süre ile orantılı olarak\nödenir. Bu ikramiyeler Haziran ayında 15, Aralık ayında 15 gün olmak\nüzere toplam 30 gün (15x2=30) olarak ödenir.",{"bindId":166,"name":167,"text":167},"OVERTIME_trigger","MADDE-51- FAZLA ÇALIŞMA VE ÜCRETİ:",{"bindId":169,"name":170,"text":171},"SUNDAY_trigger","MADDE-52- HAFTA VE GENEL TATİLLERDE ÇALI","MADDE-52- HAFTA VE GENEL TATİLLERDE ÇALIŞMA VE ÜCRETİ:",{"bindId":173,"name":174,"text":175},"sundayallowanceperc1","A)Nomal çalışma yapılan yerlerde hafta t","A)Nomal çalışma yapılan yerlerde hafta tatili Pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. Günü takip eden 7. Gündür. Hafta tatillerinde\nçalıştırılan işçilere, takip eden ay içinde bir gün izin verilir,\nçalışan bu hafta tatitili günü için toplam 2 yevmiye ödenir.",{"bindId":177,"name":178,"text":178},"NOCTPREM_trigger","MADDE-46- GECE ZAMMI:",{"bindId":180,"name":181,"text":181},"shiftallowancetype","Mevzuat hükümleri uygulanır.",{"bindId":183,"name":184,"text":185},"SENIOR_trigger","MADDE 25-KIDEM TAZMİNATI. HESAPLANMASI V","MADDE 25-KIDEM TAZMİNATI. HESAPLANMASI VE ÖDENMESİ:",{"bindId":187,"name":188,"text":189},"longserviceallowancetype","A)İşçilerin hizmet sözleşmesinin iş kanu","A)İşçilerin hizmet sözleşmesinin iş kanunundaki kıdem\ntazminatlarının ödenmesini gerektiren hallerden birisi ile sona ermesi\nhalinde, işçiye her tam hizmet yılı için 35 günlük ücreti tutarında\nkıdem tazminatı ödenir. 1 yıldan artan süreler içinde aynı oran\nüzerinden ödeme yapılır. Ölüm hallerinde tazminat, kanuni\nmirasçılarına verilir. İş kazası sonucu ölen işçinin kıdem tazminatı\n45 gün üzerinden hesaplanır.",{"bindId":191,"name":192,"text":192},"MEALALL_trigger","MADDE 39-: YEMEK YARDIMI",{"bindId":194,"name":195,"text":196},"mealvouchersamount","Sendika üyesi işçilere her ay, işverence","Sendika üyesi işçilere her ay, işverence ödenmek üzere; 01.02.2023\ntarihinden itibaren 1.000,00 TL yemek yardımı ödenir","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HAK-İŞ HİZMET-İŞ SENDİKASI İLE ORBEL GIDA TURİZM İNŞ.MAD.TEM.GÜVENLİK DANIŞMANLIK HİZ. SAN. ve TİC.A.Ş. 01.02.2023-31.12.2024 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-02-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-12-31\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: → Legal and market consultancy, business activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \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: → 2 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 1370.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\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: → 30 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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 52.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 490.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-02\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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \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                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 1000.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[202],{"title":37,"slug":33},[204],{"type":205,"data":206},"call_to_action_body_block",{"title":207,"description":208,"variant":209,"link":210},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma 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