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HİZMETLERİ NAK. TUR. SAN. VE TİC. A Ş. 01.02.2024-31.01.2027 TOPLU IŞ SÖZLEŞMESİ","HİZMET İŞ SENDİKASI İLE ORDU BÜYÜKŞEHİR BELEDİYESİ ORBEL İNŞAAT GÜVENLİK TAAH. HİZMETLERİ NAK. TUR. SAN. VE TİC. A Ş. 01.02.2024-31.01.2027 TOPLU IŞ SÖZLEŞMESİ - 2024","Turkey - HİZMET İŞ SENDİKASI İLE ORDU BÜYÜKŞEHİR BELEDİYESİ ORBEL İNŞAAT GÜVENLİK TAAH. HİZMETLERİ NAK. TUR. SAN. VE TİC. A Ş. 01.02.2024-31.01.2027 TOPLU IŞ SÖZLEŞMESİ - 2024","HİZMET İŞ SENDİKASI İLE ORDU BÜYÜKŞEHİR BELEDİYESİ ORBEL İNŞAAT GÜVENLİK TAAH. HİZMETLERİ NAK. TUR. SAN. VE TİC. A Ş. 01.02.2024-31.01.2027 TOPLU IŞ SÖZLEŞMESİ - 2024 - Public administration, police, interest groups",{"name":39,"data":40},"ORBEL ORDU.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>ORBEL ORDU\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>HİZMET İŞ SENDİKASI\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>ORDU BÜYÜKŞEHİR BELEDİYESİ\u003C\u002Fh1>\n\n\u003Ch1>ORBEL İNŞAAT GÜVENLİK TAAH. HİZMETLERİ NAK. TUR. SAN. VE TİC. A Ş.\n'\u003C\u002Fh1>\n\n\u003Ch1>ARASINDA BAĞITLANAN\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.02.2024-31.01.2027 SÜRELİ\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>TOPLU IŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-1. TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları ORBEL İNŞAAT GÜVENLİK TAAHHÜT\nHİZMETLERİ NAKLİYE TURİZM SANAYİ VE TİCARET ANONİM ŞİRKETİ ile\nHİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ\nSENDİKASI)’dır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”,\u003C\u002Fp>\n\n\u003Cp>2) İŞVEREN \"İŞVEREN” veya “BELEDİYE”,\u003C\u002Fp>\n\n\u003Cp>3)İşletmenin bütünü sevk ve idareye yetkili olanlarla işyerinde\nişveren adına hareket eden ile işin ve işyerinin yönetiminde görev alan\nkimselere \"İŞVEREN VEKİLİ”\u003C\u002Fp>\n\n\u003Cp>4)Ekleri ile birlikte bu toplu iş sözleşmesi \"SÖZLEŞME” veya\n“TİS”,\u003C\u002Fp>\n\n\u003Cp>5)Bu toplu iş sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerleri “İŞYERİ”,\u003C\u002Fp>\n\n\u003Cp>6)Bu toplu iş sözleşmesinin tarafı olan işverenin iş organizasyonu\nkapsamındaki bütün işyerlerinde çalışan Hizmet-İş (Tüm Belediye ve\nGenel Hizmet İşçileri Sendikası) üyeleri “ÜYE”,\u003C\u002Fp>\n\n\u003Cp>7)Bu toplu iş sözleşmesinin kapsadığı tüm işçiler “İŞÇİ”,\nolarak anılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük süresi 3 (üç) Yıl olup,\n01.02.2024 tarihinde yürürlüğe girer;\u003C\u002Fp>\n\n\u003Cp>31.01.2027 tarihi mesai bitiminde sona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-3. SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\n\n\u003Cp>1)Yer olarak; İşverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içinde kurulacak olan idari, ekonomik teknik veya hukuki yönden\nişverene bağlı işyerleri, işyerlerine bağlı yerler, eklentiler ve\naraçları ile oluşturulan iş organizasyonu kapsamındaki bütün yerleri\nkapsar.\u003C\u002Fp>\n\n\u003Cp>2)Şahıs olarak; İşverenin iş organizasyonu kapsamındaki işyerlerinde\nçalışan veya sözleşme süresi içinde işe alınan Hizmet-İş Sendikası\nüyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-4. TOPLU-İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesinden Hizmet-İş Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Toplu iş sözleşmesinin imzalandığı tarihte Hizmet-İş Sendikasına\nüye olanlar yürürlük tarihinden) imza tarihinden sonra üye olanlar ise\nüyeliklerinin kesinleştiği (üyeliklerinin işverene sendikaca\nbildirildiği) tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesinin imza tarihinde Hizmet-İş Sendikasına üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar veya imza tarihinde\nHizmet-İş Sendikasına üye bulunup da ayrılanların toplu iş\nsözleşmesinden yararlanmaları, Hizmet-İş Sendikasına dayanışma aidatı\nödemelerine bağlıdır. Dayanışma aidatı ile toplu iş sözleşmesinden\nyararlanma talep tarihinden geçerlidir.\u003C\u002Fp>\n\n\u003Cp>d)Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler, toplu iş sözleşmesinin yürürlük\nbaşlangıç tarihinden iş sözleşmelerinin sona erdiği tarihe kadar toplu\niş sözleşmesi ile sağlanan haklardan kıdem tazminatı farkı dâhil,\nçalıştıkları süre ile orantılı olarak sendika üyelik aidatını\nödemek kaydıyla yararlanırlar. Bu ödeme eğer üye ölmüş ise\nmirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Her ne sebeple olursa olsun sona eren toplu iş sözleşmesi hükümleri,\no tarihte sözleşmeden yararlanmakta olan üyelerin şahıslarına münhasır\nolmak üzere, yenisi yürürlüğe girinceye kadar iş sözleşmesi olarak\ndevam eder. Taraf sendikanın yetki tespiti alması şartıyla sözleşmede\nbelirtilmiş bütün kuralların, temsilcilerin yetki ve görevleri yeni toplu\niş sözleşmesi imzalanıncaya kadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. TOPLU İS SÖZLEŞMESİNİN AMACI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı; İş sözleşmelerinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek,\u003C\u002Fp>\n\n\u003Cp>İşyerinde düzenli ve verimli çalışmayı sağlamak, ahlaki ilkeleri ve\nhakka bağlılığı da gözeterek işçileri ile işverenlerin karşılıklı\nhak ve menfaatlerini dengelemek,\u003C\u002Fp>\n\n\u003Cp>Taraflar arasında çıkabilecek uyuşmazlıkların uzlaşma yolunu ve\nçözüm şekillerini göstermek! İşveren ile işçi ve sendika arasındaki\nilişkileri, düzenleyip; iş ahengi ve çalışma barışını adil bir\nşekilde korumak,\u003C\u002Fp>\n\n\u003Cp>İstikrarsız ve güvencesiz istihdamı ortadan kaldırmayı, meslek ile\naile yaşantısını uzlaştırmayı desteklemek.\u003C\u002Fp>\n\n\u003Cp>Herkesin her türlü şiddet ve tacizden arınmış çalışma hakkına\nsahip olduğunu kabul etmek, Şiddet ve tacizi önlemek için karşılıklı\nsaygı ve insan onuruna dayanan bir çalışma kültürünü sağlamak,\u003C\u002Fp>\n\n\u003Cp>İşyerinde her türlü şiddet ve tacizin önlenmesinde sıfır tolerans\nbakışı ile çalışma ortamının düzenlenmesinde sorumluluk almak, doğru\neylem ve davranışları teşvik etmek, işyeri politikalarının\nhazırlanmasını sağlamak,\u003C\u002Fp>\n\n\u003Cp>Kaliteli kamu hizmetlerinin sunumunda kullanıcıların, çalışanların ve\nonların temsilcilerinin katılımını, demokratik kontrolünü,\nşeffaflığı, iyi yönetimi cesaretlendirmek, yeteneklerin gelişmesini\nsağlamak,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dâhil herkes için eşit işe\neşit ücret verilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Düzgün iş, iyi ücret düzeyleri ve yeterli çalışma koşulları ile\nkamu hizmetlerinde çalışanların yaşam kalitesi arasında birebir bir\nilişki olduğu fikrini teşvik etmek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet-İş Sendikası üyelerinin sosyo-ekonomik, moral ve kültürel\ngelişmelerini sağlamaktır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-6. SÖZLEŞMENİN GÜVENCESİ;\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 4857 sayılı kanunun 16.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\nsendikanın üyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren bu toplu iş sözleşmesi ile getirilen hak ve menfaatlerin\ndışında hiçbir işçiye herhangi bir nam adı altında (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, disiplin ceza cetveli gibi maddelerinden sendika üyesi olmayanlar\nda aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL FAALİYETLER ve TEMİNATI\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 sendikanın faaliyetleri işveren tarafından\nengellenemez.\u003C\u002Fp>\n\n\u003Cp>\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 arasında çıkacak uyuşmazlıkların toplu iş\nsözleşmesine uygun biçimde çözümlenmesine yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>3)Önemli ve acil vakıalarda işyeri yetkilisi ile görüşmek, olayın\nolduğu mahale gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>4)Gerektiğinde iş saatleri içinde ve dışında üye kaydetmek, Toplu iş\nsözleşmesinin iyi yürütülmesini temin maksadıyla işveren veya işveren\nvekili 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-8. SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch4>A)Yönetici İzinleri; \u003C\u002Fh4>\n\n\u003Cp>Sendika, Bölge, Şube, İl Başkanı ve yöneticilerine sendikal\nfaaliyetlerini ifa edebilmeleri için yılda 60 işgünü sendikal izin\nverilir. Toplu iş sözleşmesinin sona ermesi halinde sona eren Toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden yetki tespiti\nverilmişse sendikal izinli sayılması hali devam eder. Bu sendikal izin\nyıllık ücretli izinle mahsup edilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>B)İşyeri Sendika Bas temsilcisi ve Temsilci izinleri; \u003C\u002Fh4>\n\n\u003Cp>İşyeri Sendika Baş temsilcileri ye Temsilcilerine işyerindeki işlerini\naksatmamak ve işyeri disiplinine aykırı olmamak şartıyla;\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Baş Temsilcisine Haftada 1 (bir) gün sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Temsilcilerine haftada bir gün aralarında görüşme\nyapmalarını sağlamak amacıyla aşağıda belirlenen şekilde sendikal izin\nverilir.\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>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>4 Saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>51-100 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>6 Saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>101-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>8 Saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>C)Komite 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 Filistin ve Kudüs’e destek sendikal dayanışma\nkomitesi, Türk dünyası ve akraba topluluklar komitesi, Medya ve iletişim\nkomitesi, İş sağlığı ve güvenliği komitesi, Afet işleri komitesi\nbelirlenir ve bu komitelerin üyelerine haftada 4 saat sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Ch4>D)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, Filistin ve Kudüs’e destek sendikal dayanışma komitesi başkan\nve üyelerine, Türk dünyası ve akraba topluluklar komitesi başkan ve\nüyelerine, Medya ve iletişim komitesi başkan ve üyelerine, İş sağlığı\nve güvenliği komitesi başkan ve üyelerine, Afet işleri komitesi başkan ve\nüyelerine ve sendika tarafından belirlenecek görevlilere kongre,\nkonferans, seminer, 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. Bir defada işyeri toplam , işçi sayısının\n%15'inden fazlasının sendikal izin kullanması işverenin onayına\nbağlıdır. Konfederasyon* sendika genel merkez genel kurulu delegelerine 5\nişgünü, şube genel kurul delegelerine 2 işgünü sendikal izin verilir,\ngenel kurullar için %15 oranı şartı aranmaz. Ancak, her iki durumda da\nsendika isim listesini yazılı olarak 3 gün önceden işverene bildirmek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>8 Mart Dünya Kadınlar Günüdür, 10-16 Mayıs Engelliler Haftasıdır.\nBugünlerde etkinliklere katılmak üzere en az 5 iş günü önceden,\nişyerinde işi aksatmayacak şekilde işveren ve sendikanın ortaklaşa\nbelirleyeceği sayıda işçiler bu günlerde sendikal izinli sayılırlar. Bu\nsayı her halükarda işyerinde çalışan işçi sayısının %15'ini\ngeçemez.\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 TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde biri baş temsilci olmak üzere her işyeri\niçin;\u003C\u002Fp>\n\n\u003Cp>a)1 -50 işçiye kadar: 1\u003C\u002Fp>\n\n\u003Cp>b)51-100 işçiye kadar: 2\u003C\u002Fp>\n\n\u003Cp>c)101-500 işçiye kadar: 3\u003C\u002Fp>\n\n\u003Cp>d)501-1000 işçiye kadar: 4\u003C\u002Fp>\n\n\u003Cp>e)1001-2000 işçiye kadar: 6 İşyeri Sendika Temsilcisi atanır.\u003C\u002Fp>\n\n\u003Cp>İlgili kanun maddesi ve yerleşik yargı kararları gereğince işletme\nsöz konusu olduğunda yukarıdaki kural işletmeye bağlı her iş yeri için\nayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin birleştirilmesi veya isimlerinin değiştirilmesi mevcut\ntemsilci sayısını değiştirmez, ancak işyerlerinin bölünmesi veya\nayrılması halinde, temsilci sayısı yeni duruma göre yeniden belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-10. SENDİKA GÖREV ALANLARIN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Hizmet-İş Sendikasının bütün kademelerinde görevli yönetim kurulu,\ndenetim kurulu ve disiplin kurulu başkan ve üyeleri, bölge, il ve ilçe\nbaşkan ve üyeleri, işyeri sendika baş temsilcileri ile temsilcilerin iş\nsözleşmesi sendikanın yetkisi devam ettiği sürece fesih edilemez, rızası\nalınmadan işi Ve işyeri değiştirilemez. Toplu iş sözleşmesine bağlı\nçalışmaları yüzünden cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>b)Hizmet-İş Sendikasının yönetim kurullarında veya başkanlığında\ngörev alarak, kendi isteği ile işyerinden ayrılan işçilerin iş\nsözleşmesi askıda kalır. Bu işçiler;\u003C\u002Fp>\n\n\u003Cp>1-Dilerlerse iş sözleşmeleri askıya alındığı tarihte işten\nayrılıp bu tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin feshederek kıdem tazminatına hak\nkazanırlar. Yine isterlerse sendikadaki görev yaptıkları süresi\niçerisinde sözleşmesini feshederek kıdem tazminatına halk kazanabilirler.\nHer iki halde de kıdem tazminatında bu fesih tarihindeki toplu İ£\nsözleşmesinden yararlanmakta olan emsal kıdemde ve durumda olan işçinin\nalmakta olduğu aylık giydirilmiş ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>2-Sendikadaki görevlerinin seçime girmemek, seçilememek, çekilmek veya\nher ne sebeple olursa olsun son bulması ya da profesyonel sendika\nyöneticiliğinin sona ermesi üzerine işverenden işe alınmalarını\nistedikleri takdirde işveren, talep tarihinden itibaren 1 ay içinde o andaki\nşartlarla eski işlerine veya eski işlerine uygun başka bir işe almak\nzorundadır. Bu takdirde işçinin ücret ve eski kıdem hakları saklı\ntutularak sözleşme ile getirilen haklar ücretine ilave edilir. Bu hakkın\nkullanılması teşekküllerdeki görevin ya da profesyonelliğinin sona\nermesinden başlayarak üç ay içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>c)(a) bendi hilafına işçinin iş sözleşmesinin feshi halinde işyerinde\nçalışan işçi sayısına ve kıdemine bakılmaksızın 6356 sayılı\nSendikalar ve Toplu İş Sözleşmesi Kanunun 24.maddesi hükmü uygulanır;\u003C\u002Fp>\n\n\u003Cp>Yani 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n24.maddesindeki işyeri sendika temsilcilerine sağlanan güvenceden işyeri\nsendika temsilcisi gibi aynen yararlanırlar, d) (a) bendi hilafına işçinin\nişinin\u002Fişyerinin değiştirilmesi halinde, işi ve\u002Fveya işyeri\ndeğiştirilen işçiye, işinden ve\u002Fveya işyerinden ayrı kaldığı her gün\niçin 1 günlük giydirilmiş ücreti tutarında ilave ücret ödenir.\nİşi\u002Fişyeri değiştirilen işçinin, işveren tarafından 15 gün içinde\nişine ve\u002Fveya işyerine iade edilmemesi halinde, ödenmesi gereken ücret\nmiktarı herhalde işçinin 12 aylık brüt giydirilmiş ücreti tutarından az\nolamaz.\u003C\u002Fp>\n\n\u003Cp>e)İşverenin (b\u002F2) bendi hilafına hiç işe başlatmaması veyahut ta işe\nbaşlatıp ta uygun iş vermemesi halinde ayrıca cezai şart olarak iki\nyıllık giydirilmiş ücreti tutarında tazminat öder. Ayrıca işçinin\nkanunlar, iş sözleşmeleri ve toplu iş sözleşmesinden doğan tazminat\nhakları ile diğer hakları saklıdır. Yöneticilerin işe başlatılmasında\nve kıdem tazminatı ve cezai şart olarak ödenecek tazminatın tespitinde\nhalen toplu iş sözleşmesinden yararlanmakta olan emsal kıdemde ve durumda\nolan işçinin almakta olduğu aylık giydirilmiş ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>f)Malullük, yaşlılık aylığı almaya hak kazandığı için veya\nherhangi bir sebeple işe dönmek istemeye?) yahut ta verilecek işi kabul\netmeyen yöneticinin isteği halinde halen toplu iş sözleşmesinden\nyararlanmakta olan emsal bir işçinin aldığı ücret ve tüm haklar\nüzerinden kıdem tazminatı ödenmek şartı ile iş sözleşmesi\nfeshedilir.\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\u003Ch4>A)Sendika Üyeliğinin Güvencesi; \u003C\u002Fh4>\n\n\u003Cp>İşçiler Hizmet-İş Sendikasına üye olmaları, Hizmet-İş\nSendikasının veya bağlı bulunduğu konfederasyonların etkinliklerine\nkatılmaları veya işçi olmaktan doğan diğer haklarını kullanmaları\ndolayısıyla işten çıkarılamaz, işi değiştirilemez ve farklı bir\nişleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-İş Sendikasına üye olan işçilerle sendikasız\nişçiler arasında, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde, disiplin hükümlerinin\nve diğer konulara ilişkin hükümlerin uygulanmasında ya da çalıştırmaya\nson verilmesi konusunda 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch4>B) İşyerlerinde Şiddet ve Tacizin Önlenmesi;\u003C\u002Fh4>\n\n\u003Cp>Çalışma yaşamında fiziksel, cinsel, ekonomik, siber, ısrarlı takip,\npsikolojik taciz (mobbing) dâhil olmak üzere şiddet ve taciz\nuygulamalarının önlenmesi ve izlenmesi gerekmektedir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cp>Uluslararası Çalışma Örgütü (ILO)’nun C190 nolu sözleşmesine\ngöre; çalışma yaşamında “şiddet ve taciz” terimi fiziksel,\npsikolojik, cinsel veya ekonomik zararı amaçlayan, bunlarla neticelenen veya\nneticelenmesi muhtemel olan, bir defaya mahsus veya tekrarlanan, bir dizi kabul\nedilemez davranış ve uygulamaları veya bunlarla ilgili tehditleri ifade eder\nve cinsiyet eşitliğine dayalı şiddet ve tacizi de içermektedir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Kamusal ve özel alanlar, çalışına yerleri, işçinin ücretinin\nödendiği, dinlendiği, yemek molası verdiği, sağlık, yıkanma veya\nkıyafet değiştirme imkanlarını kullandığı yerler, işle ilgili gezi,\nseyahat, eğitim etkinlik veya sosyal faaliyetler, bilgi ve iletişim\nteknolojileri ile sağlananlar da dahil işle ilgili iletişim yoluyla\ngerçekleşen, işveren tarafından sağlanan konaklama ve işe gidiş-gelişi\niçeren durum, yer ve zamanlar dahil olmak üzere, iş esnasında meydana\ngelen, işle bağlantılı veya işten kaynaklanan çalışma yaşamındaki\nşiddet ve taciz, işyerinde gerçekleşmiş sayılır.\u003C\u002Fp>\n\n\u003Ch4>C) Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi;\u003C\u002Fh4>\n\n\u003Cp>19.03.2011 tarih ve 27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2\nsayılı Başbakanlık “İşyerlerinde Psikolojik Tacizin (Mobbing)\nÖnlenmesi” Genelgesine göre; işyerlerinde gerçekleşen psikolojik taciz,\nçalışanların itibarını ve onurunu zedelemekte, kişinin verimliliğini\nazaltmakta ve sağlığını kaybetmesine neden olmakta ve bu nedenle\nçalışma hayatını olumsuz etkilemektedir. Kasıtlı ve sistematik olarak\nbelirli bir süre çalışanın aşağılanması, küçümsenmesi,\ndışlanması, kişiliğinin ve saygınlığının zedelenmesi, kötü\nmuameleye tabi tutulması, yıldırılması ve benzeri şekillerde ortaya\nçıkan psikolojik tacizin önlenmesi gerekmektedir.\u003C\u002Fp>\n\n\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 ya da telefonla tehdit edilme, iş arkadaşlarına kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlarından\nayrılmış bir yer verme, orada yokmuş gibi davranılması, arkasından\nkötü konuşulması, asılsız söylentiler çıkarılması, kararlarının\nsürekli sorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama,\nsahip olduğundan daha az nitelik gerektiren işler verilmesi veya işinin\nsürekli değiştirilmesi, fiziksel olarak ağır işler yapmaya zorlama,\nfiziksel şiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel zarara\nuğrama vb. psikolojik ve fiziksel tacize maruz kalma hallerinde,\u003C\u002Fp>\n\n\u003Ch4>D)Eşit Davranma Yükümlülüğü; \u003C\u002Fh4>\n\n\u003Cp>İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefî inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrım yapılamaz.\u003C\u002Fp>\n\n\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>\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>\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası üyeleriyle temas sağlama, konferans, eğitim\nsemineri ve benzeri sosyal içerikli toplantılar için işverenin salon, araç\nve gereçlerinden önceden haber vermek kaydıyla ücretsiz olarak\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>İşverenin uygun bulması halinde, işyerinden geçici olarak ayrılan\npersonel ve yöneticilerde şehir içi toplu taşıma araçlarından işyerinde\nçalışanlar gibi ücretsiz olarak yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. TEMSİLCİ ODASI. İSÇİ LOKALİ ve İLAN TAHTASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Temsilci Odası; İşveren, Hizmet-İş Sendikası işyeri sendika\ntemsilcilerine belge, evrak ve kayıtlarını muhafaza edebilmeleri ve\nçalışmalarını kolaylaştırmaları için işyerinde elverişli bir\ntemsilcilik odası gösterir. Bu odanın mefruşat ve malzemeleri işverence\ntemin edilir. Temsilci odasına işveren tarafından dâhili telefon tahsis\nedilir. Bu telefonla yapılan konuşmalarda İşveren bir ücret talebinde\nbulunamaz. \u003C\u002Fp>\n\n\u003Cp>b)İşçi Lokali; İşveren imkanlar dahilinde, her işyerinde çalışan\ntüm işçilerin yüzde elli (%50) den fazlasının rahatlıkla oturabileceği\nbir lokal temin eder, işçi lokalinde bir soğutucu dolap bulundurulur, bu\nlokalin mefruşat ve malzemeleri işverence temin edilir.\u003C\u002Fp>\n\n\u003Cp>c)İlan Tahtası; İşveren, işyerlerinde işçilerin kolayca\ngörebilecekleri elverişli bir yerde Hizmet- İş Sendikasının ilan, tebliğ\nve bültenlerini asmak için bir ilan tahtası koymayı kabul eder. Bu ilan\ntahtasına başka sendikaların ilan, tebliğ ve bültenleri asılamayacağı\ngibi işyerinde başka sendikalar içinde ayrıca ilan tahtası bulundurulamaz.\nBu tahtaya asılacak Hizmet-İş Sendikasının imzalı ve mühürlü ilan\nbülteni, tebliğ, talimat ve benzerlerinden doğacak sorumluluk Hizmet-İş\nSendikasına aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-14. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18.maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nsendikanın bildirdiği banka hesabına her ay aylık ücretlerinden keserek\nİşçi aylık ücretlerinin ödendiği günü takip eden 15 gün içinde\nherhangi bir ihtara lüzum* kalmaksızın yatırmak ve kesinti listesinin bir\nnüshasını işyerinin bağlı olduğu şubeye, bir nüshasını da sendika\ngenel merkezine posta ile ya da e-mail adresine (muhasebe@hizmet-is.org.tr)\ngöndermek zorundadır. T.C. Aile, Çalışma ve Sosyal Hizmetler Bakanlığı\ntarafından yeni dönem için yetki verilmesi halinde, sendikanın yazılı\ntalebi aranmaksızın işveren tarafından üyelik aidat kesintileri yapılarak\nyukarıda belirtilen usul çerçevesinde sendikaya ödenir. İşveren bu\nişlemler için sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına\nbir ay içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler için\nyapılacak kesintiler sendikanın ve işçinin yazılı muvafakatine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-15. ÇALIŞAN İSÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sendikanın yazılı talebi üzerine işyerinde çalışan bütün\nişçilerin isim listelerini mevcut belgelere dayanarak ve işveren\nvekillerince onaylanmış olarak bir hafta içinde sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olup ölen, emekli olan, işten çıkarılan veya kendi\nisteği ile ayrılan işçilerin onaylı isim listelerini de en geç her ayın\nsonunda, sendikanın talebine gerek olmaksızın düzenli olarak sendikaya\ngönderir. Bu eksilmeleri işveren zamanında sendikaya bildirmekle\nyükümlüdür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.BOLUM ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-16. İSÇİLERİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi, kendisine verilen emirleri kanun ve toplu iş sözleşmesi\nhükümlerine aykırı görürse, bizzat veya temsilci vasıtasıyla emri 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 yapamamasından\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-17. BRANŞTA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Her işçi genel olarak istihdam edildiği işinde ve branşında\nçalıştırılır. Ancak işçiler gerektiğinde işin ve işyerinin\nözelliğine göre işyeri içinde unvanına veya niteliğine benzer işlerde\nyahut birbirine yakın yerlerde muvafakat aranmaksızın geçici veya devamlı\nolarak işveren tarafından görevlendirilebilirler. Çalışma koşullarında\nesaslı bir değişiklik olmaksızın; işçiler gerektiği taktirde işyeri\niçinde unvanı ve niteliği benzer yahut birbirine yakın başka işlerde veya\nyerlerde muvafakat aranmaksızın geçici veya devamlı olarak işveren\ntarafından görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak şartıyla işçilerin aynı\nişverene bağlı ve belediye hudutları içindeki bir başka işyerine\nişverence nakledilmesi mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı işverene bağlı ve belediye hudutları dışındaki\nişyerlerine daimi olarak nakledilmeleri yazılı rızaya bağlıdır. Geçici\nsüre ile nakillerde işçinin rızası aranmaz. Ancak bu süre 3 ayı\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği hiçbir şekilde ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-18. 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 üç aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Önceden işyerinde çalışırken tensikat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe alımlarda ikinci bir deneme\nsüresine tabi tutulmazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-19. ASKERLİK HİZMETİ NEDENİYLE İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik hizmeti için işyerinden ayrılan işçiye, başvurması\nhalinde 4.000 TL\u002Fnet tutarında askerlik yardımı yapılır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-20. VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşin gerektirdiği hallerde işçiler, iki veya üç vardiya halinde\nçalıştırılabilirler. Bir işçi iki haftadan fazla gece vardiyasında\nçalıştırılamaz. Vardiya cetvelleri her ay liste halinde işyerinde ilan\nolunur, İki hafta böyle çalışan işçi takiben iki hafta gündüz\nçalıştırılır. Vardiyalı işçiler 16 saat dinlendirilmeden' önce işe\nçağrı lam azlar\u002F Özel nitelik gerektiren işlerde 24 saat çalışıp 48\nsaat dinlenme esası uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-21. NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Normal çalışma süresi konusunda mevcut uygulamaya devam olunur.\nHaftalık çalışma süresinin günlere dağılımı, günlük çalışma\nbaşlangıç ve bitiş saatleri işverence tanzim edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-22. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında bulunan işyerlerinde çalışan\nişçilerin aşağıda belirtilen şekilde geçirdikleri süreler ile\nkanunlarda belirtilen süreler çalışma sürelerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşveren tarafından işçinin işyerinden başka bir işyerine\ngönderilmesi esnasında yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, işverenin her an emrinde hazır bulunması halinde\nçalıştırılmaksızın ve çıkacak işi bekleyerek geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin işveren tarafından başka yere gönderilmesi veya işveren\nbürosunda yahut işverenle ilgili herhangi bir yerde meşgul edilmesi\nsuretiyle asıl işini yapmaksızın geçirdiği süreler\u003C\u002Fp>\n\n\u003Cp>d)Yağmur, sel elektrik kesilmesi ile malzeme ve araç yokluğu nedeniyle\nişbaşında bulunup geçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>f)Yolcu otobüsünde çalışan şoför veya muavinlerin arabanın başında\nbekledikleri süreler çalışmış gibi, mesaiden sayılır.\u003C\u002Fp>\n\n\u003Cp>g)Asfalt ve yol yapım işlerinde işveren işçilere ara dinlenmesini\nengellemeyecek şekilde asfalt veya yol yapım malzemesini sevkiyatım yapar\nişçilere bir saat öğlen dinlenmesi mutlaka verilir.-\u003C\u002Fp>\n\n\u003Cp>h)İşçinin işverenin işini yaparken meydana gelen olaydan dolayı\nmahkemede, karakolda ve hastanede geçen süreler belgelemek koşulu ile iş\nsüresinden sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>I)Çocuk emziren kadın işçilerin çocuklarına süt vermeleri için\nbelirtilecek süreler iş süresinden sayılır. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-23. İSÇİ ALMADA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, 24 Aralık 2017 tarihli ve 31280 sayılı Resmi Gazetede\nyayınlanan 696 sayılı KHK'nın 127. Maddesi ile 375 sayılı KHK'ya eklenen\nEk 20. Maddesinde belirtilen personel alım usul ve esaslarına uygun olmak\nşartıyla, aşağıda belirtilen hususları göz önünde tutarak işe alım\ngerçekleştirir.\u003C\u002Fp>\n\n\u003Cp>Mevzuatın aradığı şartlan sağlayanlar arasından,\u003C\u002Fp>\n\n\u003Cp>a)İşyerinden hastalık sebebiyle ayrılmış olup da iyileşmesini\nmüteakip işverene müracaat edenler, \u003C\u002Fp>\n\n\u003Cp>b)4857 sayılı kanunun 30.maddesinden doğan yükümlülüğün yerine\ngetirilmesinde evvelce işyerinde sakatlanmış işçilerin işe\nalınmalarında öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde herhangi bir iş kazası sonucu ölen veya malûl kalan\nişçinin varsa reşit çocuklarından birinin, yoksa eğer isterse eşinin\nişe alınmalarında öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. İS SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER ve İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 )Tutukluluk hâlinin;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı (takipsizlik) kararı,\u003C\u002Fp>\n\n\u003Cp>b)Beraat kararı,\u003C\u002Fp>\n\n\u003Cp>c)Ceza verilmesine yer olmadığı kararı,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi kararı,::\u003C\u002Fp>\n\n\u003Cp>e)Dava konusu şeyde uzlaşılması kararıj\u003C\u002Fp>\n\n\u003Cp>ile 150 (yüz elli) gün veya bu sözleşmede belirtilen bildirim süresinin\n150 (yüz elli) günden fazla olması halinde bildirim süresi içinde son\nbulması üzerine ve işçinin karar tarihinden itibaren 7 (yedi) gün içinde\nişine dönmeyi talep etmesi hâlinde işveren tarafından, emsallerinin\nhakları ile ise başlatılır. \u003C\u002Fp>\n\n\u003Cp>2)TCK'nin cinsel dokunulmazlığa karşı işlenen suçlar ile yine TCK'nin\nikinci kitap dördüncü kısımda yer alan millete ve devlete karşı işlenen\nsuçlardan hüküm giyenler hariç cezanın ertelenmesi, paraya çevrilmesi\nveya affa uğraması hâllerinde dahi tekrar işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>3)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\ngüvenliğini kasıtlı veya taksirle tehlikeye sokan ya da kazaya neden olan\nsürücü bu nedenle tutuklandığında veya mahkûm olduğunda 150 (yüz\nelli).gün veya bu sözleşmede belirtilen bildirim süresinin 150 (yüz elli)\ngünden fazla olması halinde 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>İŞ SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-25. İS SÖZLEŞMESİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, taraf sendika üyesi işçilerin iş sözleşmelerini; İşçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep (4857 sayılı kanunun\n18.maddesinin gerekçesinde belirtilen gerekçe v.b.) olmaksızın fesih\nedemez.\u003C\u002Fp>\n\n\u003Cp>Buna aykırı bir şekilde işçinin iş sözleşmesinin deneme süresi\nharicinde feshi halinde işyerinde çalışati işçinin kıdemine\nbakılmaksızın 4857 sayılı kanunun 18., 19., 20. ve 21.madde hükümleri\nuygulanın İşçinin kanunlar, iş sözleşmeleri ve toplu iş\nsözleşmesinden doğan diğer tazminat haklan ile diğer tüm hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-26. TENKİSATTA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamındaki işyerlerinde tenkisata gidilmesi durumunda\nişveren aşağıdaki ilke ve sıraya uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>1.Öncelikle gönüllü olanlar,\u003C\u002Fp>\n\n\u003Cp>2.Deneme süresini tamamlamamış olanlar,\u003C\u002Fp>\n\n\u003Cp>3.Emekliliğe hak kazanmış olanlar\u003C\u002Fp>\n\n\u003Cp>4.İşyerine ilk giren son çıkar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-27. BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İş sözleşmeleri, bu sözleşme hükümlerine uygun olarak işveren\ntarafından önceden karşı tarafa yazılı bildirimde bulunmak şartı ile\nbildirim tarihinden 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 9 hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan fazla sürmüş olan işçilerin 11 hafta sonunda fesih\nedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde bildirim öneli içerisinde tüm haklardan yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-28. YENİ İS ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin yazılı ihbarı veya işçinin dilekçesiyle iş sözleşmesi\nihbar önellerine uyulmak suretiyle feshedildiğinde ihbar önelleri\nsırasında, işçiye çalışma saatleri içinde günde 3 saat ücretli yeni\niş arama izni verir. İşçi talep ettiğinde iş sözleşmesinin son\nbulacağı zamandan önceki günlere rastlamak üzere bu izinler topluca\nverilir. Yeni iş arama iznini kullananlar ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-29. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-longserviceallowancedays1\">\u003Cp>1)Kıdem Tazminatı; İşçilerin iş sözleşmelerinin iş kanunundaki\nkıdem tazminatının ödenmesini gerektiren hallerden birisi ile sona erinesi\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 nedeniyle ölen işçinin kıdem\ntazminatı 70 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)Hesaplanması ve Ödenmesi; a) Kıdem tazminatına esas olan ücret,\nişçinin en son aldığı günlük ücretine bu toplu iş sözleşmesi ile\nkazanılan ayni ve nakdi yardımların toplamının ilavesi ile bulunacak\nücrettir.\u003C\u002Fp>\n\n\u003Cp>b) İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE-30. İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde;\u003C\u002Fp>\n\n\u003Ch4>A) Yıllık Ücretli İzinler:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Hizmeti 1-5 yıl (beş yıl dâhil) olanlar için 18 işgünü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmeti 5-15 yıl olanlar için 24 işgünü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 15 yıl (on beş yıl dâhil) ve daha fazla olanlar için 30\nişgünü ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>b)Ücretli izine rastlayan akdi tatil, hafta tatili, ulusal bayram ve genel\ntatil günleri ile raporlu geçirilen süreler izin sürelerinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>c)Yıllık ücretli izinler, yukarıdaki süreler dikkate alınarak 4857\nsayılı İş Kanunu’nun 60 inci maddesine dayanılarak hazırlanan Yıllık\nÜcretli İzin Yönetmeliğinde belirtilen usul ve esaslara göre\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>d)Çalışan işçi sayısına bakılmaksızın, işveren veya işveren\nvekilinin atayacağı bir kişinin başkanlığında ikisi sendika\ntemsilcisinden oluşan üç kişilik bir izin kurulu kurulur. İzin Kurulu;\nYıllık Ücretli İziıi Yönetmeliğinin 16., 17., 18. ve 19.maddelerine\ngöre çalışmalarını sürdürür, yıllık izin hakkı doğmuş olan\nişçilerin (izin hakkı doğan işçiler tarafından verilip de işveren veya\nişveren vekili tarafından izin kuruluna iletilen izin istekleri dikkate\nalınarak) izin çizelgeleri hazırlar. İzin çizelgeleri işverenin\nonayından sonra işyerinde ilan edilir. İzin Kurulu tarafından belirlenen ve\nişverence onaylanan izin çizelgelerine göre belirlenmiş tarihlerde\nişçilerin izinlerinin kullandırılması zorunludur. İzin çizelgelerine\ngöre izinli olan işçiye izin süresince işyerlerinde iş verilmez.\u003C\u002Fp>\n\n\u003Cp>e)İzine çıkacak işçiler işverenin muvafakati ile kendi aralarında\nizin değişimi yapabilirler.\u003C\u002Fp>\n\n\u003Cp>f)Yıllık ücretli iznini kullananlar, ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar. Ancak, fiilen çalışılan günler\niçin yapılan sosyal yardım ödemeler yapılmaz.\u003C\u002Fp>\n\n\u003Ch4>B)Ücretsiz Mazeret İzni;\u003C\u002Fh4>\n\n\u003Cp>İşçinin yazılı müracaatı ve işveren onayı ile yılda 120 (yüz\nyirmi) gün ücretsiz mazeret izni verilir. Bû süre, işçinin mazeretinin\ndevam etmesi halinde işverenin onayı ile bir katma kadar uzatılabilir. Bu\nizin süreleri, tek seferde veya parçalar halinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Doğum yapan kadın işçiye yazılı müracaatı halinde altı (6) aya\nkadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Ch4>C)Ücretli Sosyal İzinler;\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilere sosyal durumlarına\ngöre aşağıda yazılı esaslar dahilinde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1)Evlenen işçilere yazılı isteği üzerine 8 gün olmak üzere izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)İşçinin kendisine ait öz veya üvey çocuklarının evlenme\ntörenlerinde ve erkek çocuklarının sünnet törenlerinde 3 gün ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3)Eşi doğum yapan işçiye 8 gün izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>4)İşveren onayıyla, işçinin kendisinin veya eşinin, ana, baba, eş,\nçocukları ve bakmakla yükümlü olduğu kardeşlerinin refakatini gerektiren\nbakım ve ağır hastalığı halinde işçilerin refakatçi olarak geçirdiği\ngünler ücretli izinli sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>5)Ana, baba, eş, kardeş ile öz veya bakımları kendine ait olan üvey\nçocuklarının ölümü halinde 7 gün; cenaze il dışında ise 10 gün izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6)İşçinin Dedesi, Babaanne, Anneanne, Kayınpeder, Kayınvalide, Amca,\nDayı, Teyze ve Hala ölümü halinde 1 gün, ölümler şehir dışında\nolmuş ise veya cenaze şehir dışına gidecekse 2 gün ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>7)İşçinin bakmakla yükümlü olduğu engelli aile bireyinin bakıma\nmuhtaç olduğunun ilgili mevzuatına göre alınmış geçerli sağlık kurulu\nraporu ile belgelendirilmesi kaydıyla bu durumdaki işçinin; engelli aile\nferdinin günlük bakımı için izin kullanımında gerekli kolaylık\nsağlanacak ve işçi mesai saatleri dışındaki nöbet görevinden ve gece\nvardiyasından muaf tutulacaktır.\u003C\u002Fp>\n\n\u003Cp>8)İşyerinde çalışan işçilerden birini ölümü halinde cenaze\nhazırlıklarını yapmak veya cenaze törenine katılmak üzere yeteri kadar\nişçiye ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>9)İkamet ettiği veya eşinin, ana ve babasının ve kendisinin\nmülkiyetinde olan taşınmazların ve ekili arazilerinin yangın, su\nbaskını, deprem gibi tabii afetlere maruz kalan işçiye 10 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>10)Küresel veya bölgesel düzeyde salgın hastalık halinde o bölge\noturan işçilere hastalık riskinin devam ettiği sürece, hizmetlerin\ndevamlılığı dikkate alınarak yeterli sayıda personel bulundurularak tüm\nişçilere dönüşümlü ve eşit derecede ücretli izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>11)İşveren imkanları dahilinde, işçinin kendi ana, baba, çocuğunun ve\neşinin ölümü halinde şehir içi veya dışı yerler için cenaze arabası\nile ihtiyaç kadar otobüsü ücretsiz tahsis edebilir.\u003C\u002Fp>\n\n\u003Cp>12)İşçilere talep etmeleri halinde evlilik yıl dönümlerinde 1 gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sosyal izin kullananlar mazeretlerini ilgili makamdan (doktor raporu,\nkaymakam veya muhtarlık belgesi vs.) aldıkları vesika ile 5 gün içinde\nbelgelemek zorundadırlar. Aksi halde haklarında mazeretsiz işe gelmeme\nişlemi uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ücretli sosyal iznini kullananlar ücret ve tüm haklardan çalışanlar\ngibi aynen yararlanırlar. Ancak fiilen çalışılan günler için yapılan\nsosyal yardım ödemeleri yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>l.KISIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch2>A) AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE-31. YEMEK VEYA BEDELİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşçilere fiilen çalıştıkları günlerde bir öğün yemek verilmesi\nesastır, yemek verilemediği takdirde fiileri çalıştıkları günler için\n230,00 TL\u002Fnet yemek yardımı yapılır..\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-32. COCUK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sendika üyesi işçilere 3 çocukla sınırlı olmak üzere her\nçocuk için 250,00 TL çocuk yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE-33. TAŞIT YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>İşletme kapsamına giren işyerlerinde çalışan sendika üyesi\nişçilere, işyerine gelip gitmelerini teminen işverence servis tahsis\nedilir. Servis tahsis edilememesi durumunda fiilen çalıştıkları günler\niçin geliş- gidişlerinde günlük 2 (iki) adet şehir içi yolcu toplu\ntaşıma bedeli net olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-34.YAKACAK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sendika üyesi işçilere her ay maaşlarıyla birlikte ödenmek\nüzere 1.000 TL\u002Fnet yakacak yardımı, yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-35.KIDEM ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin belediyede geçirdikleri her tam hizmet yılı\niçin aylık 10,00 TL kıdem zammı ödenir. Kıdem zammının hesaplanacağı\nsüre için işçinin belediye bünyesinde alt işveren ve asıl işveren\nayrımı gözetmeksizin çalışmaya başladığı tarih baz alınacaktır.\nKıdem zammı hesaplanırken ilgili yılın Ocak ayı baz alınarak\nhesaplanır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>B) YILLIK ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-36. ÖĞRENİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işçinin öğrenim gören her çocuğu için sözleşme\nsiiresince her öğrenim yılının Ekim ayı maaşı ile ödenmek üzere;\u003C\u002Fp>\n\n\u003Cp>İlköğretim (İlkokul ve Ortaokul) için 750,00 TL\u002Fnet\u003C\u002Fp>\n\n\u003Cp>Lise ve dengi öğretim için 1.000,00 TL\u002Fnet\u003C\u002Fp>\n\n\u003Cp>Yükseköğrenim için 1.500,00 TL\u002Fnet öğrenim yardımı yapar. İşçiler\nbu haklardan belge karşılığı yararlandırılırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-37. BAYRAM HARCLIĞI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere Ramazan Bayramları 1.000,00 TL\u002Fnet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE-38. GİYİM VE KORUYUCU EŞYA YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, çalıştırdığı işçilere yaptıkları işin niteliğine\nuygun olan ve işçinin sağlığını ve güvenliğini korumayı amaçlayan\nyazlık ve kışlık giyim ve koruyucu eşya işverenin belirlediği tarihlerde\nverir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>C) OLAYA BAĞLI SOSYAL YARDIMLAR VE DİĞER SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-39. EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin evlenımesi halinde iki 6.000,00 TL\u002Fnet evlenme\nyardımı yapar. Evlenenlerin her ikisi de bu sözleşme kapsamındaki\nişçilerden ise söz konusu yardımdan ayrı ayrı yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-40. DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Yeni çocuğu olmuş işçiye, belgeyi ibraz etmek koşulu ile 1.000,00\nTL\u002Fnet tutarında doğum yardımı ödenir. Çocuğun ölü doğması halinde\ndoğum yardımı ve ölüm yardımı ile birlikte her ikisi brüt tutarda\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>MADDE-41. HASTALIK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>İşçinin hastalık nedeniyle iş devam edemediği veya raporlu olduğu\nsürelere ait yılda 6 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin, iş yerinin bulunduğu mahal veya başka bir ınahale sevk\nsuretiyle viziteye çıkması halinde, iş yerinden ayrı kalacağı\nzamanlarda; işçiye istirahat verilmeksizin ayakta tedavisine lüzum\ngörüldüğü taktirde geçirdiği süreler için işçi ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-42. TABİİ AFET YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçinin ikametgahının sel, yangın, deprem gibi doğal afetlere\nuğraması ve bu durumun belgelenmesi kaydıyla işverence 5.000,00 TL\ntutarında doğal afet yardımı yapılır. Zararın boyutuna göre bu miktar 3\nkatına kadar artırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-43. ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin iş kazası sonucu ölümü halinde yasal mirasçılarına\n10.000,00 TL\u002Fnet tutar ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>İşçinin normal ölümü halinde yasal mirasçılarına 5.000,00 TL\u002Fnet\ntutar ödeme yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>İşçinin ana, baba, eş veya çocuğunun ölümü halinde ise 1.000,00\nTL\u002Fnet tutar ölüm yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ana, baba, eş veya çocuğun ölümü halinde ölüm olayının raporla\nbelgelenmesi veya yasal mirasçılığın ise veraset ilamı ile belgelenmesi\nşarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>MADDE-44. KREŞ. ANAOKULU. STAJ İMKANI VE KÜLTÜREL ETKİNLİKLERDEN\nYARARLANMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten itibaren\nşirketin veya şirketin ortağı belediyenin mevcut ya da açacakları kreş\nve anaokullarında işçi çocukları da yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>2.KISIM ÜCRETLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-45. ÜCRETLERİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilerin ücretleri aylık\nolarak, her ayın 15'ine (onbeşine) kadar banka aracılığıyla ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren her ödeme döneminde işçiye ücretini gösterir bir (bordro)\nücret tediye pusulası (elektronik ortamda gönderilmesi de dahil olmak\nüzere) verir. Bu pusulada tahakkuk eden her türlü ücret ve kesintiler ayrı\nayrı gösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-46. ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>1. YIL BİRİNCİ ALTINCI AY TABAN YEVMİYELER:\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>\u003Cstrong>UNVAN GRUBU\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>\u003Cstrong>01.02.2024 Tarihi İtibariyle Geçerli\n Günlük Brüt Kök Ücret (TL)\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>İş Geliştirme Direktörü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>2.300,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Mimar - Mühendis, Peyzaj Mimarı, Veteriner Hekim,\n Şehir Plancısı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.765,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.580,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Başmakinist\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.428,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Sosyolog, Öğretmen, Sosyal Çalışmacı, Yönetici\n Asistanı, Biyolog, Kimyager, İş Güvenliği Uzmanı, Sanat\n Tarihçisi, Arkeolog, Psikolog, Orkestra Şefi, Makine Lostromosu,\n Genel Sanat Yönetmeni, Bütçe Koordinatörü, Koordinatör\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.320,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Tekniker, Restoratör, Eğitmen, Hemşire, Kameraman,\n Fotoğrafçı, Grafiker, Sanatçı, Programcı, Editör, İhale ve\n satın alma personeli İşletme ve Tesisler Sorumlusu (Liman\n Sorumlusu-Haller Sorumlusu-Terminal Sorumlusu, Bölge Sorumlusu, Anons\n sorumlusu, Garaj Amiri vb.)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.290,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Güvenlik Yöneticisi\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.235,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Güvenlik Vardiya Amiri (Silahlı\u002FSilahsız)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.165,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Büro Personeli (Lisans)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.150,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"348\">\u003Cp>Güvenlik Personeli (Silahlı\u002FSilahsız), Yardımcı\n İtfaiye Eri, Yardımcı Zabıta Eri, Operatör, Teknisyen, Ağır\n Vasıta Şoför,Usta,Büro Personeli (Ön Lisans)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"249\">\u003Cp>1.130,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Vasıflı İşçi, Büro Personeli (İlköğretim\u002FLise), Şoför\n (Hafif Araç)\u003C\u002Ftd>\n \u003Ctd>1 .065,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Yardımcı İşçi (Beden İşçisi)\u003C\u002Ftd>\n \u003Ctd>1.050,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşme süresi boyunca 01.07.2024-31.07.2026 tarihleri arasında devlet\nmemurlara gelen her türlü zam (enflasyon farkı dahil) (seyyanen ödeme\nhariç olmak üzere), geldiği tarihten itibaren sendika üyesi işçilerin\nyevmiyelerine (günlük çıplak brüt ücretlerine) uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ayrıca iş bu toplu iş sözleşmesi kapsamında aylık olarak ödenen\nyemek, yakacak ve çocuk yardımları ücretin zamlandığı tarihlerde ücret\nzammı oranında artırılarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ve olaya bağlı olarak ödenen, Bayram, Evlenme, Doğum,\nÖğrenim, Tabii Afet ve Ölüm Yardımları ile kıdem zammı ise her yıl\nOcak ayında devlet memurlarına gelen zam oranında geldiği tarihten itibaren\nartırılarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-47. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Fazla çalışma konusunda Kanun hükümleri uygulanır. Ancak fazla\nçalışma ücreti normal ücretin %60 zamlısı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>24 saat çalışıp 48 saat dinlenme esasına göre özel nitelik gerektiren\nişlerdeki vardiyalı çalışmalarda', günlük 14 saat fiili mesai, 10 saat\nara dinlenme süresi kabul edilir. Haftalık çalışma süresi dolmamış dahi\nolsa, günlük çalışma saati sınırı olan 11 saati aşan çalışmalar\nfazla çalışma sayılır. Her hâlükârda günlük çalışma süresinin\naşılması kıstası esas alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-48. GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Saat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere ücretleri %15 zamlı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-49. TATİLLERDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>a)Normal çalışma yapılan yerlerde hafta tatili pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta 1 tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Hafta tatillerinde çalıştırılan işçilere bu hafta tatili günü için\ntoplam 3 yevmiye ödenir. (1 gün çalışmadan alacağı ücreti, 2 günde\nçalıştığı için ücret);\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ücretlendirme işçinin bordosunda 1 günü 30 günlük normal\nçalışma süresi içerisinde 2 günü ise ek ödeme alanında\ngösterilecektir.\u003C\u002Fp>\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 (üç) yevmiye ödenir. (1 gün çalışmadan alacağı ücreti, 2\ngünde çalıştığı için ücret);\u003C\u002Fp>\n\n\u003Cp>Bu ücretlendirme işçinin bordosunda 1 günü 30 günlük normal\nçalışma süresi içerisinde 2 günü ise ek ödeme alanında\ngösterilecektir.\u003C\u002Fp>\n\n\u003Cp>(a) ve (b) bentlerindeki ödemeler için haftalık çalışma süresi\nşartı aranmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-50. İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdays1\">\u003Cp>Sendika üyesi işçilere yılda toplam 52 günlük ücretleri tutarında\nsendika ikramiyesi 12 eşit parçaya bölünerek her ay maaşları ile birlikte\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-51. HARCIRAHLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mevcut iş yeri uygulamasına devam edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>7.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞ SAĞLIĞI ve GÜVENLİĞİ \u003C\u002Fh2>\n\n\u003Ch3>MADDE-52. İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İlgili Kanun Hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-53. İS KAZALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde meydana gelen bir kaza sonunda yaralanan işçi, durumu derhal\nüst ita amirlerine bildirmekle yükümlüdür. İlgili birimlerce en kısa\nzamanda iş kazası tutanağı oluşturularak gerekli işlemler yürütülür.\nİşyerinde meydana gelen kazalar en geç üç gün içerisinde T.C. Aile,\nÇalışma ve Sosyal Hizmetler Bakanlığı ve SGK İl Müdürlüklerine\nyazılı olarak bildirilir. İşyerinde yaralanan işçinin kendi kendini\ntedavi etmeye kalkışması halinde işveren herhangi bir sorumluluk\nyüklenemez.\u003C\u002Fp>\n\n\u003Cp>Hayati önem arz eden kazalarda işçi en yakın sağlık kurum ve\nkuruluşuna götürülür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-54. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Şoförlerin iş makinası operatörlerinin meydana getireceği hasarların\nve doğacak tazminatların (Kendi aracı ve karşı taraf dahil olmak üzere)\nmahallin trafik durumu, sıkışıklığı ve düzensizliği nedeni ile\nkarayolunda mahalle ve sokaklarda çöp imha sahası güzergahları da dahil\nolmak üzere meydana gelebilecek trafik kazalarında her türlü hasar ve\ntazminat bedelini kusur nispetine göre şoför ve operatöre yüklenebilecek\nmiktarın %90'ı idare, %10'unu işçi tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>İdare ödeyeceği hasar ve tazminat bedelini işçiden talep edemez. Ancak\nzararlandırıcı olayın ağır ihmal, işçinin alkollü olması veya\nişçinin kastından doğması halinde; İdarenin belirleyeceği dört kişilik\nkomisyon tesis edilecektir. Bu komisyonun alacağı kararda, işçinin\nalkollü, ağır ihmal içinde olması ve kasti hareketlerinin olduğunun\ntespit edilmesi halinde, işçi yukarıda belirtilen muafiyetten yararlanamaz.\nAncak komisyonun vereceği rapora göre kararı Disiplin Kurulu verir.\u003C\u002Fp>\n\n\u003Cp>İdare operatör, şoför ve ustalık gibi uzmanlık gerektiren işlerde\nuzman olmayan (ehil olmayan) işçileri çalıştıramaz. Çalışması halinde\ndoğabilecek bütün sorumluluk idareye aittir. Ancak bu riskler alınarak yine\nde bir işçi uzman olmadığı bir işi yapmakla görevlendirilirse mutlak\nsuretle başkanlık oluru gereklidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-55. ARAÇLARIN FENNİ MUAYENESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren motorlu araçların fenni trafik muayenelerini vaktinde\nyaptırmayı kabul ve taahhüt eder. Vasıtadaki fenni noksanlıklar nedeniyle\ntrafik müdürlüğü tarafından şoförden kesilen cezayı işveren öder.\nAncak her şoför aracın muayenesi yapılması gerektiğinde 3 gün önceden\nyazılı olarak işverenden talep eder. Başvurmayan şoför maddedeki çeza\nile sorumludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM DEĞİŞİK HÜKÜMLER \u003C\u002Fh2>\n\n\u003Ch3>MADDE-56. UZLAŞTIRMA KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraflar işbu toplu iş sözleşmesi hükümlerinden bir ya da birkaçı\nüzerinde uygulama veya yorum uyuşmazlığına düşerlerse, uyuşmazlık\niddiasında olan tarafın yapacağı yazılı çağrı üzerine (yazıl!\nçağrıda hangi konuların görüşülmesi istendiği açıkça belirtilir.)\nen geç 10 işgünü içerisinde toplanarak uyuşmazlık konularını müzakere\nederler. Müzakereler sonucunda anlaşma sağlanamazsa yasal yollara\nbaşvurabilirler. Varılan mutabakatlar istenirse tutanağa bağlanabilir.\u003C\u002Fp>\n\n\u003Cp>Uzlaştırma kurulu tarafların üçer temsilcisinden oluşur. Sendika\ntemsilcilerinden asgari biri sendika genel merkezinden, işveren\ntemsilcilerinden biri de şirketin üst düzey yetkililerinden olacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE-57. EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını korumak İçin,\nbelirli zamanlarda işverenle mutabakat sağlayarak, eğitim toplantıları\ndüzenler.\u003C\u002Fp>\n\n\u003Cp>Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\nücretsiz olarak temin edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren imkan dahilinde, işçilerin beden ve ruh sağlığını korumak,\nboş zamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-58. 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 Hacca gitmek isteyenlere 2 ay, Umre\n'ye gitmek isteyen işçileri ise 1 ay ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-59.TOPLU İS SÖZLEŞMESİNİN İS SÖZLEŞMELERİNE ETKİSİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu iş\nsözleşmesine aykırı olamaz, sözleşmelerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini toplu iş sözleşmesindeki hükümler alır\nToplu iş sözleşmesinde iş sözleşmelerine aykırı hükümlerin bulunması\nhalinde ise iş sözleşmesinin işçi yararına olan hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>Sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin hükümleri\nyenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü olarak devam\neder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Ch3>MADDE-60. HATIRA ORMANLARININ KURULMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Orman sahalarını genişletmek ve çevre değerlerini korumak, toprak, su\nve bitki arasında bozulan dengeyi kurmak amacıyla, Belediye şirketine ait\nveya tahsis yapılan, izin verilen, irtifak hakkı tesis edilen sahalarda\nHizmet-İş Sendikası öncülüğünde şirket çalışanlarınca hatıra\normanı kurulmak üzere şirket tarafından imkan dahilinde arazi tahsisi\nyapılabilir.\u003C\u002Fp>\n\n\u003Cp>Bu mümkün olmadığı takdirde 4122 sayılı yasanın 5.maddesine uygun\nolarak Orman Bakanlığınca tahsis edilecek yerlerde Hizmet-İş Sendikası\nöncülüğünde şirket çalışanlarınca hatıra ormanları kurulur. Şirket\ntarafından tahsis edilecek araziler ya da Orman Bakanlığınca gösterilecek\nyerlerde kurulacak hatıra ormanlarının ağaçlandırılmasında çalışmak\nüzere şirket tarafından, Hizmet-İş Sendikasının yazılı talebi üzerine\nyeterli sayıda işçiye ücretli izin verilir. Hatıra ormanlarının\noluşturulmasında her üye işçi için yeterli sayıda fidan imkan dahilinde\nişveren tarafından temin edilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-61. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Disipline ilişkin konularda karar verilmek üzere 4 kişiden oluşan\nDisiplin Kurulu kurulur. Bu kurulun iki üyesini sendika ve diğer iki üyesini\nde işveren tayin eder. Aynı sayıda yedek üyeler taraflarca tespit edilir.\nKurul Başkanı işverence belirlenir.\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Kurulu, işverenin tahsis ettiği işyerindeki yeterli bir odada\nve sözleşme süresince çalışmaya devam eder. İşveren disiplin kuruluna\ntahsis ettiği bu odada gerekli demirbaş, kırtasiye, personeli ile diğer\ngereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>c)Disiplin Kuruluna sevk işlemi her iki tarafça da yapılabilir. Disiplin\nKurulu başkanının beş gün önce yapacağı yazılı çağrısı üzerine\nen az üç üyenin bir araya gelmesi ile toplanır. Bu çağrı yazısında\nişlenilen fiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara\ntarafların hukuk müşavirleri de katılabilir. Fakat bunların oy hakları\nyoktur. Karar oy çokluğu ile alınır. Oyların eşitliği halinde başkanın\noyu iki oy kabul edilir. Disiplin Kurulu kararları kesindir. İhtar ve\ngündelik kesimi cezalarında disiplin kurulu başkanı, işten çıkarma\ncezalarında Şirket Genel Müdürü\u002FGenel Sekreter veya yetki verdiği\nyardımcısı kurul kararını 5 iş gün içerisinde onaylar. Aksi halde karar\ndüşer ve işçiye ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>d)Disiplini bozan fiillere işbu toplu iş sözleşmesinin ceza cetveline\nuygun olarak (tekerrür sırasına göre) ceza verilir. Bu cezalar dışında\nceza verilemez. Ceza cetvelinde belirtilmeyen suçların olması halinde\ncetvele uygun en yakın ceza verilir. Disiplini bozan bir fiile verilecek o\nfiilin karşılığı olan cezalar sırasıyla uygulanır.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin cezaları ihtar, gündelik kesimi ve işten çıkarmadan\nibarettir.\u003C\u002Fp>\n\n\u003Cp>1)İhtar, işçiyi görevinde dikkate davettir. İtiraz edilemez. İşçinin\nsiciline geçmez. Disiplin Kurulu kararı ile verilenler ise sicile geçer.\u003C\u002Fp>\n\n\u003Cp>2)Gündelik kesimi; işçinin ücretinden 2 yevmiyesine kadar kesilmesidir.\nBu ceza işçinin aylık ücretinden her ay için iki gündelik tutarından\nfazla olmamak şartıyla uygulanır. İşçinin siciline geçer. ,\u003C\u002Fp>\n\n\u003Cp>3)İşten çıkarma; iş sözleşmesinin fesih edilmesidir. Disiplin\nKurulunca bu cezaya ancak 3\u002F4 çoğunlukla karar verilir.\u003C\u002Fp>\n\n\u003Cp>f)Disiplin kovuşturmasını gerektiren fiilden zarar gördüğünü iddia\neden işveren\u002Fişveren vekilinin olayı veya olayın failini öğrendikleri\ntarihten itibaren 15 iş gün içerisinde disiplin kovuşturması açılmasına\nteşebbüs etmemeleri veya teşebbüs edilmekle beraber aşağıdaki bentlerde\nbelirtilen sürelerin aşılması halinde disiplin akim kalır. Ve işçiye\nceza verilmez.\u003C\u002Fp>\n\n\u003Cp>g)1) Disiplini bozan fiili öğrenen ilgili yetkili 7 iş gün içinde\ngerekli soruşturma belgelerini hazırlayarak işçiyi disiplin kuruluna şevke\nyetkili makama verir.\u003C\u002Fp>\n\n\u003Cp>2)Şevke yetkili makam, soruşturma, belgelerinde eksik görülen konular\nvar ise (tanık ifadeleri, hakkında disiplin kovuşturması yapılacak\nkimsenin savunması gibi) bunları tamamlayarak belgeleri en çok 6 iş günü\niçinde kurula sevk eder. İşçinin yetkili makamlarca kurula şevki halinde\ndisiplin kurulunca işçide dinlenir. İşçinin yazılı savunmasının\nalınması ve her türlü delillerin toplanmasına imkân tanınması mutlak\nzorunludur. İşçinin yazılı savunması alınmaksızın verilen cezalar\ngeçersizdir. İşçi savunmadan kaçınırsa toplanan delillerle yetinilir.\u003C\u002Fp>\n\n\u003Cp>3)Disiplin Kurulu, belgelerin kurula şevkini müteakip genel olarak 10 iş\ngün içinde olay hakkında gerekli incelemesini yaparak kararını verir.\nAncak bu süre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>h)İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 1 yıl içinde aynı fiili işlemesi halinde ceza\ncetvelinde gösterilen cezalar sırasıyla takdir olunur. 1 yıl içinde 3 defa\nceza alan bir işçinin aynı yıl içinde 4.ncü fiili için ceza\ngerektiğinde bu fiil için verilmesi icap eden ceza, evvelki fiillerin\nnitelikleri ve verilen cezalarda nazara alınarak kurulda serbestçe takdir\nolunur.\u003C\u002Fp>\n\n\u003Cp>1) Disiplin kurulunca verilen karar, işçinin işten çıkarılmasına\nilişkinse disiplin kurulu kararının feshe yetkili makamın onayından\nitibaren 6 iş günü geçtikten sonra iş sözleşmesinin feshi salâhiyeti\nkullanılamaz.\u003C\u002Fp>\n\n\u003Cp>i)Kurul kararları genel olarak yazılı ve nedenleri belirtilmek suretiyle\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz. İşçinin\nkurul kararlarına tebellüğden sakınması veya kararın tebliği esnasında\nterk suretiyle işyerinden ayrılmış olması halinde keyfiyet tutanakla\ntespit olunmak kaydıyla yukarıdaki tebliğ ve ilgili hükümlerin\nuygulanmasına gerek kalmaksızın hüküm ifade eder. İşçinin hastalık,\nizin, geçici askerlik gibi nedenlerle işyerinden ayrı bulunması halinde\nkendisine tebliğ yapılmazsa yasal ikametgâh adresine 6 iş günlük süre\nzarfında taahhütlü mektupla, işçinin geçici görevli olarak işyeri\nmerkezi dışında bulunması nedeni tebliğ edilmezse işyeri merkezine\ndöndüğünde derhal hastanede yatan işçiye çıktıktan sonra tebliğ\nedilir. Bu takdirde 6 iş günlük sürenin geçirildiği ileri sürülmez.\nDisiplin kurulu kararları işçinin özlük dosyasında saklanır. Disiplin\nKurulu kararı olmaksızın işçiye (ihtar cezası hariç) cezası\nverilemez.\u003C\u002Fp>\n\n\u003Cp>j)İşveren, işyerinde iş barışını sağlamak ve devamını temin etmek\namacıyla bu Toplu İş Sözleşmesi kapsamında çalışan işçilerin daha\nönceki dönemlerde almış oldukları cezaları 1 defaya mahsus olmak üzere\naffetmeyi kabul edebilir. İşçinin bugüne kadar almış olduğu cezalar\nvarsa dosyasından çıkarılacak ve affedilebilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE -62. ÇALIŞMA SEKLİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel şiddet veya taciz\nolayı nedeniyle hayati tehlikesi olduğu\u002Ftehdit altında olduğu belgelenen,\nkendisini korumaya yönelik özel koruma tedbiri bulunan veya uzaklaştırma\nkararı olan işçinin kısmi süreli, uzaktan çalışma, vardiyalı\nçalışma gibi esnek çalışma talebi iş verenin onayı ile yerine\ngetirilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE -63. TAYIN HAKKİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel şiddet veya taciz\nolayı nedeniyle hayati tehlikesi olduğu\u002Ftehdit altında olduğu belgelenen,\nkendisini korumaya yönelik özel koruma tedbiri bulunan veya uzaklaştırma\nkararı olan işçinin, talebi üzerine uygun bir pozisyonun olması halinde\ngörev yeri iş verenin onayı ile değişikliği yapılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-64. ENGELLİ İSÇİLERE YÖNELİK DESTEK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren, işyerinin işini yaparken iş kazası sonucu engelli olan\nsendika üyesi işçilerin SGK’c'a yapılmayan yurt içi ve yurt dışı\ntedavilerinin yapılmasına, engel durumuna uygun bir işte\nçalıştırılmasına ve günlük yaşamlarında gerekli olan araç ve\ngereçlerin temininde yardımcı olur.\u003C\u002Fp>\n\n\u003Cp>b)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan ana, baba, kayınvalide, kayınbaba, eş ve çocuğunun\ntedavisinde, hastalık raporuna dayalı olarak bir yıl içinde toptan veya\nbölümler halinde 6 aya kadar iş verenin onay vermesi halinde ücretli izin\nverilebilir. Bu süre işverenin onayı ile bir katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DİSİPLİN CEZA CETVELİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>\u003Cstrong>CEZAYI GEREKTİREN HALLER\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"6\" width=\"364\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Bir saate kadar geç gelmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>i.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Bir saati aşan süre ile geç gelmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Devamlı geç gelmeyi alışkanlık haline getirmek.\n (Altı ay içerisinde geç gelmek suçundan üç defa Disiplin cezası\n almış olmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i,ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Bir gün göreve gelmemek.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Ard arda iki gün göreve gelmemek.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Ard arda üç gün göreve gelmemek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>İÇ-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Görevi yetersiz yapmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Verilen görevi yapmamak.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Yazılı emre rağmen verilen görevi yapmamakta\n İsrar etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>İÇ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Görev saatinde özel işlerle uğraşmak.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Disiplinsiz davranmak, iş sağlığı ve güvenliği,\n Kurallarına uymamak, iş verimini aksatmak ve İş barışını\n bozmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İzinsiz olarak iş saati bitiminden evvel görev\n yerini terk etmek. (Bir ay içinde)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>i.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İzinsiz olarak iş saati bitiminden evvel görev\n yerini terk etmeyi alışkanlık haline getirmek. (6 ay içinde 3 defa\n disiplin cezası almak)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>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=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İş saatlerinde gereksiz yere arkadaşlarım meşgul\n etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>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=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İşyerinde kavga etmek, küfür ve hakarette\n bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İmza cetvelini imzalamamayı alışkanlık haline\n getirmek.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Yönetimindeki aracı, idareden izin almaksızın\n başkalarına kullandırmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.Ç\u003C\u002Fp>\n\n \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\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Göreve sarhoş gelmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İşyerinde alkollü içki kullanmak, kumar oynamak\n veya oynatmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İÇ-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İşyerinde uyuşturucu madde kullanmak.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Amirlerine karşı, küfür ve saldırıda bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İş arkadaşlarına küfür ya da saldırıda\n bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp>4G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Gerektiği halde iş arkadaşlarına yardımcı\n olmamak ve\u003C\u002Fp>\n\n \u003Cp>yardımcı olmamayı alışkanlık haline getirmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Yangına sebebiyet vermek.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç. \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İşyerine sabotaj yapmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Yönetimindeki 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=\"56\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Araç ve gereçleri kontrol etmeden göreve çıkmak\n ve bunlarla ilgili bozuklukları zamanında yetkiliye bildirmemek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Teslim edilen araç ve gereçlerin yitirilmesine ya da\n bozulmasına, hasarına neden olmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>a) İhmal\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>b) Ağır İhmal\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>c) Kasıt\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç. \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İçkili araç kullanmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>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=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Amir durumunda olup, çalıştığı işçileri özel\n işlerde kullanmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>1G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Görevi ile ilgili kasten yanlış bilgi vermek, işi\n aksatmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>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=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i ç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>a) Sınav sırasında kopya çekmek, yardım almak,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>\u003Csup>LÇ\u003C\u002Fsup>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>b) Soru çalmak, sınav kağıdı ve tutanaklarında\n değişiklik yapmak.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>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=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Sahte belge düzenlemek, belgede değişiklik\n yapmak.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Görevine ilişkin ve gizli kalması gereken sırları\n kasten açıklamak ya da bu sırları açıklayarak çıkar\n sağlamak.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Hırsızlığa tam teşebbüs veya hırsızlık\n yapmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İ.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Rüşvet almak ya da vermeye tam teşebbüs veya\n rüşvet almak ya da vermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İşe başlamayan işçiyi başlamış gibi\n göstermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>Yerine imza atmak ya da kartını bastırmak suretiyle\n işe gelmeyen işçiyi gelmiş gibi göstermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>i.ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"235\">\u003Cp>İşyerinde propaganda yapmak suretiyle faaliyette\n bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>2G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"69\">\u003Cp>İ.Ç.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"7\" width=\"598\">\u003Cp>Yukarıda sayılan eylemler dışında\n kalıp da Disiplin Kurulu'nca suç sayılan ve cezalandırılması\n gereken benzer fiiller, Disiplin Kurulu'nca suçun ağırlığı\n dikkate alınarak, ihtardan işten çıkarmaya kadar ceza\n verilebilir.)\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>KISALTMALAR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İHTAR: İ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>GÜNDELİK (YEVMİYE) KESİMİ: G\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İŞTEN ÇIKARMA: İ.Ç.\u003C\u002Fstrong>\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":42,"trainingprogrammes":45,"disabilityfund":48,"contracttrial":51,"contracttrialperiod":54,"maxsicknesspay":58,"healthandsafetypolicy":62,"protectiveclothing":66,"funeralpay":69,"paidpaternityleave":73,"childcare":77,"deathrelativesleave":81,"marriageleave":85,"breastfeeding_workingtime":89,"eqpay":93,"discrimination":97,"sexualhar":101,"equalitymonitoring":105,"green_trigger":109,"WORKHOURS_trigger":113,"hourspday_select":116,"PAIDLEAV_trigger":120,"holidaysdays":123,"schedulesrestpw":127,"TRADEUNLEAV_trigger":131,"tradeunleavdays":134,"WAGES_trigger":138,"STRUCINCR_trigger":141,"ONCERISE_trigger":145,"incidentalbonusdays1":148,"NOCTPREM_trigger":152,"shiftallowanceperc1":155,"OVERTIME_trigger":159,"overtimeallowanceperc1_general":163,"SUNDAY_trigger":167,"COMMUTE_trigger":171,"commutingallowancetype":174,"SENIOR_trigger":178,"longserviceallowancedays1":182,"MEALALL_trigger":186,"mealvouchersamount":189},{"bindId":43,"name":44,"text":44},"cbadate_start","01.02.2024-31.01.2027 SÜRELİ",{"bindId":46,"name":47,"text":47},"trainingprogrammes","MADDE-57. EĞİTİM",{"bindId":49,"name":50,"text":50},"disabilityfund","MADDE-41. HASTALIK YARDIMI",{"bindId":52,"name":53,"text":53},"contracttrial","MADDE-18. DENEME SÜRESİ",{"bindId":55,"name":56,"text":57},"contracttrialperiod","a)İşçiler işe alındıkları tarihten itiba","a)İşçiler işe alındıkları tarihten itibaren üç aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.",{"bindId":59,"name":60,"text":61},"maxsicknesspay","İşçinin hastalık nedeniyle iş devam edem","İşçinin hastalık nedeniyle iş devam edemediği veya raporlu olduğu\nsürelere ait yılda 6 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.",{"bindId":63,"name":64,"text":65},"healthandsafetypolicy","İŞ SAĞLIĞI ve GÜVENLİĞİ MADDE-52. İS SAĞ","İŞ SAĞLIĞI ve GÜVENLİĞİ \n\nMADDE-52. İS SAĞLIĞI ve GÜVENLİĞİ",{"bindId":67,"name":68,"text":68},"protectiveclothing","MADDE-38. GİYİM VE KORUYUCU EŞYA YARDIMI",{"bindId":70,"name":71,"text":72},"funeralpay","İşçinin ana, baba, eş veya çocuğunun ölü","İşçinin ana, baba, eş veya çocuğunun ölümü halinde ise 1.000,00\nTL\u002Fnet tutar ölüm yardımı ödenir.",{"bindId":74,"name":75,"text":76},"paidpaternityleave","3)Eşi doğum yapan işçiye 8 gün izin veri","3)Eşi doğum yapan işçiye 8 gün izin verilir.",{"bindId":78,"name":79,"text":80},"childcare","4)İşveren onayıyla, işçinin kendisinin v","4)İşveren onayıyla, işçinin kendisinin veya eşinin, ana, baba, eş,\nçocukları ve bakmakla yükümlü olduğu kardeşlerinin refakatini gerektiren\nbakım ve ağır hastalığı halinde işçilerin refakatçi olarak geçirdiği\ngünler ücretli izinli sayılır.",{"bindId":82,"name":83,"text":84},"deathrelativesleave","5)Ana, baba, eş, kardeş ile öz veya bakı","5)Ana, baba, eş, kardeş ile öz veya bakımları kendine ait olan üvey\nçocuklarının ölümü halinde 7 gün; cenaze il dışında ise 10 gün izin\nverilir.",{"bindId":86,"name":87,"text":88},"marriageleave","1)Evlenen işçilere yazılı isteği üzerine","1)Evlenen işçilere yazılı isteği üzerine 8 gün olmak üzere izin\nverilir.",{"bindId":90,"name":91,"text":92},"breastfeeding_workingtime","I)Çocuk emziren kadın işçilerin çocuklar","I)Çocuk emziren kadın işçilerin çocuklarına süt vermeleri için\nbelirtilecek süreler iş süresinden sayılır. ",{"bindId":94,"name":95,"text":96},"eqpay","Çalışanlar için çalışma koşulları ve mak","Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dâhil herkes için eşit işe\neşit ücret verilmesi,",{"bindId":98,"name":99,"text":100},"discrimination","Çalışma saatleri iş ve özel hayatın uzla","Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,",{"bindId":102,"name":103,"text":104},"sexualhar","B) İşyerlerinde Şiddet ve Tacizin Önlenm","B) İşyerlerinde Şiddet ve Tacizin Önlenmesi;\n\nÇalışma yaşamında fiziksel, cinsel, ekonomik, siber, ısrarlı takip,\npsikolojik taciz (mobbing) dâhil olmak üzere şiddet ve taciz\nuygulamalarının önlenmesi ve izlenmesi gerekmektedir.",{"bindId":106,"name":107,"text":108},"equalitymonitoring","Uluslararası Çalışma Örgütü (ILO)’nun C1","Uluslararası Çalışma Örgütü (ILO)’nun C190 nolu sözleşmesine\ngöre; çalışma yaşamında “şiddet ve taciz” terimi fiziksel,\npsikolojik, cinsel veya ekonomik zararı amaçlayan, bunlarla neticelenen veya\nneticelenmesi muhtemel olan, bir defaya mahsus veya tekrarlanan, bir dizi kabul\nedilemez davranış ve uygulamaları veya bunlarla ilgili tehditleri ifade eder\nve cinsiyet eşitliğine dayalı şiddet ve tacizi de içermektedir.",{"bindId":110,"name":111,"text":112},"green_trigger","MADDE-60. HATIRA ORMANLARININ KURULMASI ","MADDE-60. HATIRA ORMANLARININ KURULMASI\n\n\n\nOrman sahalarını genişletmek ve çevre değerlerini korumak, toprak, su\nve bitki arasında bozulan dengeyi kurmak amacıyla, Belediye şirketine ait\nveya tahsis yapılan, izin verilen, irtifak hakkı tesis edilen sahalarda\nHizmet-İş Sendikası öncülüğünde şirket çalışanlarınca hatıra\normanı kurulmak üzere şirket tarafından imkan dahilinde arazi tahsisi\nyapılabilir.\n\nBu mümkün olmadığı takdirde 4122 sayılı yasanın 5.maddesine uygun\nolarak Orman Bakanlığınca tahsis edilecek yerlerde Hizmet-İş Sendikası\nöncülüğünde şirket çalışanlarınca hatıra ormanları kurulur. Şirket\ntarafından tahsis edilecek araziler ya da Orman Bakanlığınca gösterilecek\nyerlerde kurulacak hatıra ormanlarının ağaçlandırılmasında çalışmak\nüzere şirket tarafından, Hizmet-İş Sendikasının yazılı talebi üzerine\nyeterli sayıda işçiye ücretli izin verilir. Hatıra ormanlarının\noluşturulmasında her üye işçi için yeterli sayıda fidan imkan dahilinde\nişveren tarafından temin edilebilir.",{"bindId":114,"name":115,"text":115},"WORKHOURS_trigger","MADDE-21. NORMAL ÇALIŞMA SÜRESİ",{"bindId":117,"name":118,"text":119},"hourspday_select","Normal çalışma süresi konusunda mevcut u","Normal çalışma süresi konusunda mevcut uygulamaya devam olunur.\nHaftalık çalışma süresinin günlere dağılımı, günlük çalışma\nbaşlangıç ve bitiş saatleri işverence tanzim edilir.",{"bindId":121,"name":122,"text":122},"PAIDLEAV_trigger","MADDE-30. İZİNLER",{"bindId":124,"name":125,"text":126},"holidaysdays","Hizmeti 1-5 yıl (beş yıl dâhil) olanlar ","Hizmeti 1-5 yıl (beş yıl dâhil) olanlar için 18 işgünü",{"bindId":128,"name":129,"text":130},"schedulesrestpw","a)Normal çalışma yapılan yerlerde hafta ","a)Normal çalışma yapılan yerlerde hafta tatili pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta 1 tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür.",{"bindId":132,"name":133,"text":133},"TRADEUNLEAV_trigger","MADDE-8. SENDİKAL İZİNLER",{"bindId":135,"name":136,"text":137},"tradeunleavdays","A)Yönetici İzinleri; Sendika, Bölge, Şub","A)Yönetici İzinleri; \n\nSendika, Bölge, Şube, İl Başkanı ve yöneticilerine sendikal\nfaaliyetlerini ifa edebilmeleri için yılda 60 işgünü sendikal izin\nverilir. Toplu iş sözleşmesinin sona ermesi halinde sona eren Toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden yetki tespiti\nverilmişse sendikal izinli sayılması hali devam eder. Bu sendikal izin\nyıllık ücretli izinle mahsup edilemez.",{"bindId":139,"name":140,"text":140},"WAGES_trigger","2.KISIM ÜCRETLER",{"bindId":142,"name":143,"text":144},"STRUCINCR_trigger","1. YIL BİRİNCİ ALTINCI AY TABAN YEVMİYEL","1. YIL BİRİNCİ ALTINCI AY TABAN YEVMİYELER:\n\n\n\n\n \n \n UNVAN GRUBU\n \n 01.02.2024 Tarihi İtibariyle Geçerli\n Günlük Brüt Kök Ücret (TL)\n \n \n \n İş Geliştirme Direktörü\n \n 2.300,00\n \n \n \n Mimar - Mühendis, Peyzaj Mimarı, Veteriner Hekim,\n Şehir Plancısı\n \n 1.765,00\n \n \n \n Kaptan\n \n 1.580,00\n \n \n \n Başmakinist\n \n 1.428,00\n \n \n \n Sosyolog, Öğretmen, Sosyal Çalışmacı, Yönetici\n Asistanı, Biyolog, Kimyager, İş Güvenliği Uzmanı, Sanat\n Tarihçisi, Arkeolog, Psikolog, Orkestra Şefi, Makine Lostromosu,\n Genel Sanat Yönetmeni, Bütçe Koordinatörü, Koordinatör\n \n 1.320,00\n \n \n \n Tekniker, Restoratör, Eğitmen, Hemşire, Kameraman,\n Fotoğrafçı, Grafiker, Sanatçı, Programcı, Editör, İhale ve\n satın alma personeli İşletme ve Tesisler Sorumlusu (Liman\n Sorumlusu-Haller Sorumlusu-Terminal Sorumlusu, Bölge Sorumlusu, Anons\n sorumlusu, Garaj Amiri vb.)\n \n 1.290,00\n \n \n \n Güvenlik Yöneticisi\n \n 1.235,00\n \n \n \n Güvenlik Vardiya Amiri (Silahlı\u002FSilahsız)\n \n 1.165,00\n \n \n \n Büro Personeli (Lisans)\n \n 1.150,00\n \n \n \n Güvenlik Personeli (Silahlı\u002FSilahsız), Yardımcı\n İtfaiye Eri, Yardımcı Zabıta Eri, Operatör, Teknisyen, Ağır\n Vasıta Şoför,Usta,Büro Personeli (Ön Lisans)\n \n 1.130,00\n \n \n \n Vasıflı İşçi, Büro Personeli (İlköğretim\u002FLise), Şoför\n (Hafif Araç)\n 1 .065,00\n \n \n Yardımcı İşçi (Beden İşçisi)\n 1.050,00\n \n \n\n\n\n\nSözleşme süresi boyunca 01.07.2024-31.07.2026 tarihleri arasında devlet\nmemurlara gelen her türlü zam (enflasyon farkı dahil) (seyyanen ödeme\nhariç olmak üzere), geldiği tarihten itibaren sendika üyesi işçilerin\nyevmiyelerine (günlük çıplak brüt ücretlerine) uygulanacaktır.",{"bindId":146,"name":147,"text":147},"ONCERISE_trigger","MADDE-50. İKRAMİYE",{"bindId":149,"name":150,"text":151},"incidentalbonusdays1","Sendika üyesi işçilere yılda toplam 52 g","Sendika üyesi işçilere yılda toplam 52 günlük ücretleri tutarında\nsendika ikramiyesi 12 eşit parçaya bölünerek her ay maaşları ile birlikte\nödenir.",{"bindId":153,"name":154,"text":154},"NOCTPREM_trigger","MADDE-48. GECE ÇALIŞMASI ve ÜCRETİ",{"bindId":156,"name":157,"text":158},"shiftallowanceperc1","Saat 20.00-06.00 arasında yapılan çalışm","Saat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere ücretleri %15 zamlı ödenir.",{"bindId":160,"name":161,"text":162},"OVERTIME_trigger","MADDE-47. FAZLA SÜRELERLE ÇALIŞMA İLE FA","MADDE-47. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ",{"bindId":164,"name":165,"text":166},"overtimeallowanceperc1_general","Fazla çalışma konusunda Kanun hükümleri ","Fazla çalışma konusunda Kanun hükümleri uygulanır. Ancak fazla\nçalışma ücreti normal ücretin %60 zamlısı olarak ödenir.",{"bindId":168,"name":169,"text":170},"SUNDAY_trigger","Hafta tatillerinde çalıştırılan işçilere","Hafta tatillerinde çalıştırılan işçilere bu hafta tatili günü için\ntoplam 3 yevmiye ödenir. (1 gün çalışmadan alacağı ücreti, 2 günde\nçalıştığı için ücret);",{"bindId":172,"name":173,"text":173},"COMMUTE_trigger","MADDE-33. TAŞIT YARDIMI",{"bindId":175,"name":176,"text":177},"commutingallowancetype","İşletme kapsamına giren işyerlerinde çal","İşletme kapsamına giren işyerlerinde çalışan sendika üyesi\nişçilere, işyerine gelip gitmelerini teminen işverence servis tahsis\nedilir. Servis tahsis edilememesi durumunda fiilen çalıştıkları günler\niçin geliş- gidişlerinde günlük 2 (iki) adet şehir içi yolcu toplu\ntaşıma bedeli net olarak ödenir.",{"bindId":179,"name":180,"text":181},"SENIOR_trigger","MADDE-29. KIDEM TAZMİNATI. HESAPLANMASI ","MADDE-29. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ",{"bindId":183,"name":184,"text":185},"longserviceallowancedays1","1)Kıdem Tazminatı; İşçilerin iş sözleşme","1)Kıdem Tazminatı; İşçilerin iş sözleşmelerinin iş kanunundaki\nkıdem tazminatının ödenmesini gerektiren hallerden birisi ile sona erinesi\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 nedeniyle ölen işçinin kıdem\ntazminatı 70 gündür.",{"bindId":187,"name":188,"text":188},"MEALALL_trigger","MADDE-31. YEMEK VEYA BEDELİ",{"bindId":190,"name":191,"text":192},"mealvouchersamount","İşçilere fiilen çalıştıkları günlerde bi","İşçilere fiilen çalıştıkları günlerde bir öğün yemek verilmesi\nesastır, yemek verilemediği takdirde fiileri çalıştıkları günler için\n230,00 TL\u002Fnet yemek yardımı yapılır..","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>HİZMET İŞ SENDİKASI İLE ORDU BÜYÜKŞEHİR BELEDİYESİ ORBEL İNŞAAT GÜVENLİK TAAH. HİZMETLERİ NAK. TUR. SAN. VE TİC. A Ş. 01.02.2024-31.01.2027 TOPLU IŞ SÖZLEŞMESİ - 2024\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2024-02-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2027-01-31\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: → Public administration, police, interest groups\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Genel kamu yönetimi faaliyetleri\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Public\u002Fprivate sector: → Kamuda\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: → Evet\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: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpayamount\">\n Minimum company contribution to funeral\u002Fburial expenses: → TRY 1000.0\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Maternity paid leave: → -9 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: → It depends on the duration of hospitalization days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Paternity paid leave: → 8 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Leave duration in days in case of death of a relative: → 7 days\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 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