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MERMER ELK. NAKL. SAN. TİC. A.Ş. ARASINDA YAPILAN TOPLU İŞ SÖZLEŞMESİ 01\u002F01\u002F2023 - 31\u002F12\u002F2025","HİZMET-İŞ TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI İLE YÜNTAŞ AKARYAKIT GIDA İÇECEK TURZ. MERMER ELK. NAKL. SAN. TİC. A.Ş. ARASINDA YAPILAN TOPLU İŞ SÖZLEŞMESİ 01\u002F01\u002F2023 - 31\u002F12\u002F2025 - 2023","Turkey - HİZMET-İŞ TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI İLE YÜNTAŞ AKARYAKIT GIDA İÇECEK TURZ. MERMER ELK. NAKL. SAN. TİC. A.Ş. ARASINDA YAPILAN TOPLU İŞ SÖZLEŞMESİ 01\u002F01\u002F2023 - 31\u002F12\u002F2025 - 2023","HİZMET-İŞ TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI İLE YÜNTAŞ AKARYAKIT GIDA İÇECEK TURZ. MERMER ELK. NAKL. SAN. TİC. A.Ş. ARASINDA YAPILAN TOPLU İŞ SÖZLEŞMESİ 01\u002F01\u002F2023 - 31\u002F12\u002F2025 - 2023 - Manufacturing",{"name":39,"data":40},"YÜNTAŞ.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>YÜNTAŞ\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>HİZMET-İŞ\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>YÜNTAŞ AKARYAKIT GIDA İÇECEK TURZ. MERMER ELK. NAKL. SAN. TİC. A.Ş.\nARASINDA YAPILAN\u003C\u002Fh1>\n\n\u003Ch1>1 NCİ DÖNEM\u003C\u002Fh1>\n\n\u003Ch1>TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01\u002F01\u002F2023 - 31\u002F12\u002F2025\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>TARAFLAR ve TANIMLAR Madde-1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu iş Sözleşmesinin tarafları YÜNTAŞ Akaryakıt Gıda İçecek\nTurizm Mermer Elektrik Nakliyat Sanayi Ticaret Anonim Şirketi ile HİZMET-İŞ\n(Tüm Belediye Ve Genel Hizmet İşçileri Sendikası) Sendikasıdır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde:\u003C\u002Fp>\n\n\u003Cp>1-HİZMET-İŞ (Tüm Belediye Ve Genel Hizmet İşçileri Sendikası)\nSendikası, (SENDİKA) olarak,\u003C\u002Fp>\n\n\u003Cp>2-YÜNTAŞ Akaryakıt Gıda İçecek Turizm Mermer Elektrik Nakliyat Sanayi\nTicaret Anonim Şirketi (İŞVEREN) olarak veya BELEDİYE\u003C\u002Fp>\n\n\u003Cp>3-İşveren adına hareket eden ve \u002Fveya işyerinin yönetiminde görev alan\nkimseler, (İŞVEREN VEKİLİ) olarak,\u003C\u002Fp>\n\n\u003Cp>4-HİZMET-İŞ Sendika üyesi Sürekli İşçiler, (İŞÇİ) olarak,\u003C\u002Fp>\n\n\u003Cp>5-Başka bir sendika üyesi olsun olmasın, yukarıdaki bent kapsamında\nolmayan işçiler, (SENDİKASIZ İŞÇİ) olarak,\u003C\u002Fp>\n\n\u003Cp>6-Bu toplu iş sözleşmesinin - Madde 2\u002F1 ’deki- kapsamında bulunan\nyetki alman yerler, (İŞYERİ) olarak,\u003C\u002Fp>\n\n\u003Cp>7-Sendika ve işveren birlikte, (TARAFLAR) olarak,\u003C\u002Fp>\n\n\u003Cp>8-Bu toplu iş sözleşmesi, (SÖZLEŞME) veya (TİS) olarak, kabul ve ifade\nedilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN KAPSAMI Madde-2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Sözleşme:\u003C\u002Fp>\n\n\u003Cp>1-Yer olarak, Afyonkarahisar Belediyesi bünyesinde şu anda kurulu ve\nsözleşme süresi içinde kurulacak olan; yönetsel, ekonomik, teknik veya\nhukuksal yönden işverene bağlı işyerleri,\u003C\u002Fp>\n\n\u003Cp>2-Kişi olarak, işyerinde belirsiz süreli iş sözleşmesi ile çalışan\nHİZMET-İŞ Sendikası üyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMEDEN YARARLANMA KOŞULLARI Madde-3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>I.Üye olanların yararlanmaları:\u003C\u002Fh4>\n\n\u003Cp>1-Toplu iş sözleşmesinden HİZMET-İŞ Sendikası üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>2-Sendikaya üye olan işçiler, üye oldukları tarihten itibaren en geç 3\ngün içinde, Sendika tarafından yazılı olarak işverene bildirilirler. Bu\nişçilerden:\u003C\u002Fp>\n\n\u003Cp>a)Sözleşmenin imzalanması tarihinde Sendikaya üye bulunanlar,\nyürürlük tarihinden,\u003C\u002Fp>\n\n\u003Cp>b)Sözleşmenin imzalanmasından sonra üye olanlar, üyeliklerinin\nişverene bildirildiği tarihten itibaren sözleşmeden yararlanırlar.\u003C\u002Fp>\n\n\u003Ch4>II.Üye olmayanların yararlanmaları:\u003C\u002Fh4>\n\n\u003Cp>Sendikaya üye olmayan işçiler (üyelikleri herhangi bir nedenle sona\nerenler dahil), sözleşmeden ancak dayanışma aidatı ödeyerek\nyararlanabilirler.\u003C\u002Fp>\n\n\u003Cp>Bu yararlanma, talep tarihinden itibaren geçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN AMACI Madde-4\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi üyelerin sosyal ekonomik ve kültürel\ndüzeylerini yükseltmeye, çalışanların insanlık onuruna yaraşır ve\nçağın gereklerine uygun yaşayış düzeylerine ulaşmaları için yeterli\nücret almalarını işyerinde sosyal güvenliğin iş ve işçi\nsağlığının gerçekleştirilmesi için gerekli önlemlerin alınması her\nişçinin gücüne uygun bir işte çalıştırılmasını işçilerin\nişsizlik korkusundan uzak geleceğe güvenle bakmalarına sevgi ve saygıya\ndayalı disiplin anlayışı içinde halka en iyi ve en güzel hizmeti vermeyi\niş yerinde düzenli verimli çalışmayı sağlamayı üretimi arttırmayı ve\ndemokratik katılımcı düzenlemeyi amaç edinir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN YORUMU ve UYGULANMASI Madde-5\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin hükümleri, amaca aykırı yorumlanamaz.\u003C\u002Fp>\n\n\u003Cp>Sözleşme, gerek maddelerinin açık anlamları ve gerekse özü ile bir\nbütündür; bölüm ve madde başlıkları maddelerin anlamlarını\ntamamlar.\u003C\u002Fp>\n\n\u003Cp>Taraflar, sözleşmenin uygulanmasından doğan anlaşmazlıkları bizzat\nveya görevlendirecekleri temsilcileri aracılığı ile ortaklaşa\nçözümlerler ve sonuç bir tutanakla tespit edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN HÜKMÜ ve KAZANILMIŞ HAKLAR Madde-6\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme ile işçiyi ilgilendiren, işçi tarafından imzalanmış\nsair sözleşme ve düzenlemeler çeliştikleri veya aynı konuları\niçerdikleri takdirde bu sözleşme hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki; yasa, tüzük, yönetmelik, işçi lehine hüküm ve\nuygulamalar saklıdır. İşçiye uygulanabilecek birden fazla alternatiften\nhangisinin işçinin lehine olduğunun tartışmalı olması halinde,\ntarafların uzlaşmasıdır.\u003C\u002Fp>\n\n\u003Cp>Her ne suretle olursa olsun sona eren bu sözleşmenin hükümleri yenisi\nyürürlüğe girinceye kadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN GÜVENCESİ Madde - 7\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-İşveren, gerek Borçlar Kanununda öngörülen \"Genel Hizmet\nSözleşmesi\" ve gerekse 4857 sayılı Yasada öngörülen \"Takım\nSözleşmesi\" yapmak suretiyle veya sendikasız işçilerle yapılacak \"İş\nSözleşmeleri\" ile bu sözleşmenin hükümlerini kısmen veya tamamen,\ndoğrudan doğruya veya dolaylı olarak sendikasız işçilere uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>2-Sendika üyesi işçiler İşyerinin kapanması durumunda başka bir\nişyerine devredilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL ÇALIŞMA ve GÜVENCELER\u003C\u002Fh2>\n\n\u003Ch3>SENDİKAL FAALİYETLER Madde - 8\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikal faaliyetler konusunda işveren işçiye ve sendikaya her türlü\nkolaylığı gösterir.\u003C\u002Fp>\n\n\u003Cp>A)Sendika yöneticileri ve şube yöneticileri, baş temsilciler ve işyeri\ntemsilcileri iş saatleri içerisinde işçiyi ve sendikayı ilgilendiren\nkonularda işveren veya vekili ve işyeri yetkilileri ile temasta\nbulunabilirler ve görüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>B)Sendika şube yöneticileri ve işyeri sendika temsilcileri işverene\nhaber vererek iş saatleri içerisinde işçilerle görüşebilirler. İşveren\nve sendika yetkililerinin mutabık kaldıkları saatlerde toplantılar\ndüzenleyebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKANIN YARARLANABİLECEĞİ SALON, ARAÇ- GEREÇ Madde-9\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Sendika; eğitim semineri, kurs, konferans vb çalışmalar için işyerinin\nsalon, araç ve gereçlerinden, işverene önceden haber vermek koşulu ile\nücretsiz yararlanır. İşveren, salon ve malzemelerin ihtiyacı\nkarşılayacak düzeyde olmasına özen gösterir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>SENDİKAL İZİNLER Madde-10\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>Sendika il, şube başkanı ve yönetim kurulu üyelerine bu sözleşmenin\nyürürlüğe girdiği tarihten itibaren sendikal görevlerini ifa için şube\nbaşkanı veya yönetim kurulu üyelerinden iki kişiye yılda 45 güne kadar,\nSendika baş temsilcisi işyerindeki temsilcilik görevini işyerindeki\nişlerini aksatmamak ve işyerlerindeki iş disiplinine aykırı olmamak\nşartı ile işvereninde uygun göreceği zamanlarda 6 iş gününe kadar,\nücretli izin verilebilir. Genel merkez kuruluna katılmak için seçilen ve\nsendikaca isimleri belirtilen delegelere 4 iş günü, şube genel kurulları\niçin 2 işgünü ücretli izin verilir. Bu izinler yıllık ücretli izine\nmahsup edilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>İŞVERENCE:\u003C\u002Fh4>\n\n\u003Cp>A)Temel eğitim, sendikal eğitim mesleki eğitimle oluşan temel eğitime\nilişkin olarak, sendikaca hazırlanan programların uygulanması yönünden\nsendikanın düzenlediği seminer, kurs ve konferans için eğitilmek istenen\nsayıda ki işçiye “2” iş günü ücretli izin verilebilir. Bu izin\nişyerinde çalışan işçilerin her seferinde % 5’i geçemez.\u003C\u002Fp>\n\n\u003Cp>B)Bu madde de belirtilen izin süreleri yıllık ücretli izinden mahsup\nedilemez\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKA ve KONFEDERASYON YÖNETİCİLİĞİNİN GÜVENCESİ Madde-11\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Sendika veya bağlı bulunduğu konfederasyonun yöneticiliğinde görev\naldığı için kendi isteği ile işyerinden aynlan işçilerin hizmet\nakitleri askıya alınır. Bu görevliler, görevlerinin (seçime girmemek,\nseçilememek veya kendi istekleriyle çekilmek sureti ile) son bulması\nüzerine, üç ay içinde işe alınmalarını istedikleri takdirde işveren,\nistek tarihinden itibaren en geç bir ay içinde bu işçileri o andaki\nkoşullarla eski görevine almak zorundadır. Bu durumda, işçinin eski kıdem\nhakları ve sözleşmelerle atandığı göreve sağlanmış olan tüm hak ve\nyararlar saklıdır.\u003C\u002Fp>\n\n\u003Cp>2.Sendika veya Konfederasyon yöneticiliğine veya Disiplin ve Denetim\nKurulu üyeliğine seçildikleri halde işyerlerinden ayrılmayan işçiler;\nişten çıkarılamaz, rızaları dışında işleri ve işyerleri\ndeğiştirilemez ve herhangi bir nedenle farklı bir işleme tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKA TEMSİLCİLİĞİNİN GÜVENCESİ Madde-12\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika Baş temsilcisi ve temsilcileri ile Sendika Ana tüzüğü ve\nsözleşme uyarınca işyerinde kurulan kurulların üyeleri, işten\nçıkarılamaz, işleri ve işyerleri değiştirilemez ve her hangi bir nedenle\nfarklı bir işleme tabi tutulamazlar. Yasalardan, hizmet akitlerinden ve toplu\nsözleşmelerden doğan bütün haklar saklıdır. İşyeri Sendika\ntemsilcilerinin ve çeşitli kurullarda görev alan diğer sendika\ntemsilcilerinin görevleri, bir sonraki dönem için sözleşme yetki belgesi\nalınıncaya kadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKA ÜYELİĞİNİN GÜVENCESİ Madde -13\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anayasa ve diğer mevzuat hükümleri ile işçilere tanınmış bulunan\nhaklar gerek doğrudan doğruya gerekse dolaylı olarak ihlal olunamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKAL AİDATLARI Madde-14\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, Sendika Ana tüzüğü hükümlerine uygun olarak Sendikaca\nbildirilecek üyelik aidatları ile dayanışma aidatlarını ilgililerin\nücretlerinden keserek Sendikanın göstereceği banka hesabına yatırır. Bu\nişlemin aksamadan yürümesi bakımından:\u003C\u002Fp>\n\n\u003Cp>1-Sendika, en geç her ayın sonunda, üyelik ve dayanışma aidatı\nödeyecek işçilerin listesini işverene yazılı olarak bildirir.\u003C\u002Fp>\n\n\u003Cp>2-İşveren, bu listeye uygun olarak, takip eden aym ücretlerinden gerekli\nkesintileri yapar ve en geç tahakkuk gününü takip eden 60 gün içinde\nSendikanın banka hesabına yatırır. İşveren, yine 30 gün içinde kesinti\nyapılan işçileri ve kesinti miktarlarını gösterir onaylı bir listeyi\nSendika Genel Merkezine gönderir.\u003C\u002Fp>\n\n\u003Cp>3-İşveren, bu işlemler için Sendikadan herhangi bir ücret ve masraf\ntalep edemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞYERİ SENDİKA TEMSİLCİLERİ Madde-15\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin uygulanmasını izlemek, işçi ile işveren arasındaki\ndiyalogu koruyarak doğabilecek uyuşmazlık ve şikayetleri o birim veya\nişyerindeki en yetkili işveren vekili\u002Ftemsilcisi ile görüşerek\nçözümlemeye çalışmak ve yasalarla sözleşmenin kendilerine yüklediği\ndiğer görevleri yapmak üzere, Sendikaca işyerinde çalışan üyeleri\narasından:\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 50’ye kadar ise 1,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 51-100 arasında ise 2,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 101-500 arasında ise 3,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 501-1000 arasında ise 4,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 1001-2000 arasında ise 6,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 2000’den fazla ise 8,\u003C\u002Fp>\n\n\u003Cp>Kişi işyeri sendika temsilcisi ve bunlardan birisi baş temsilci olarak\nbelirlenir ve isim listeleri işverene bildirilir.\u003C\u002Fp>\n\n\u003Cp>İlgili yasa maddesi ve yargı kararları gereğince; işletme söz konusu\nolduğunda, yukarıdaki kural işletmeye bağlı her işyeri için ayrı ayrı\nuygulanır.\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\u003Ch2>3.BÖLÜM ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch2>A)Hizmet Akdinin Bağıtlanması\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>DENEME SÜRESİ: Madde-16\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşçiler işe alındıkları tarihten itibaren en çok üç aylık deneme\nsüresine tabii tutulurlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Deneme süresi sonunda başarı gösteremeyenlerin ilgileri kesilebilir.\nİşçinin çalıştığı günler için ücret ve kanunlardan doğan diğer\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ASKERE GİDEN İŞÇİLERİN YENİDEN İŞE ALINMASI Madde-17\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik hizmetini yaptıktan sonra iki ay içinde işine dönmek\nisteyen işçi (Kıdem tazminatı almamış ise) ayrıldığı derece ve\nmüktesep haklarına ek olarak iş bu sözleşme ile sağlanan haklardan\nyararlandırılarak eski yerine veya benzer bir işe alınarak işe\nbaşlatılabilir.\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch2>B)HİZMET AKTİNİN SON BULMASI\u003C\u002Fh2>\n\n\u003Ch3>İŞTEN ÇIKARILMA Madde-18\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>I-Bireysel çıkarma;\u003C\u002Fh4>\n\n\u003Cp>1)İşçiler normal olarak; \u003C\u002Fp>\n\n\u003Cp>a-Deneme süresi içinde işverence,\u003C\u002Fp>\n\n\u003Cp>b-Belirli süreli akitlerde sürenin bitiminde işverence,\u003C\u002Fp>\n\n\u003Cp>c-İş Yasasının 25\u002F11 maddesine göre tazminatsız olarak, sözleşmede\nbelirtilen kural ve ilkelerle \u003C\u002Fp>\n\n\u003Cp>d-İş Yasasının 14. Maddesine göre kıdem tazminatlı olarak, işten\nçıkarılabilirler.\u003C\u002Fp>\n\n\u003Cp>2)Şu kadar ki, işçi hastalık sebebi ile mevcut işyerinde\nçalışamayacağını uzman doktor raporu ile beyan etmesi halinde, işveren\nmümkünse uygun bir işe naklini yapar mümkün değilse kıdem tazminatını\nödeyerek iş aktini fesh edebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞ veya İŞYERİ DEĞİŞİKLİĞİ Madde -19\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler, gerektiği takdirde işyeri bünyesindeki farklı yerlerde\nmuvafakat aranmaksızın geçici veye devamlı olarak işveren tarafından\ngörevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı işverene bağlı ve belediye hudutları dışındaki\nişyerlerine daimi olarak nakledilmeleri yazılı rızaya bağlıdır. Geçici\nsüre (6ay) ile nakledilenlerde işçinin rızası aranmaz. Bu süre gerekli\nhallerde uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>HİZMET AKİTLERİ (BİLDİRİM ÖNELLERİ) Madde-20\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçilerin...............3 hafta sonunda.\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş olan işçilerin..............5 hafta\nsonunda.\u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar sürmüş olan işçilerin..............7 hafta\nsonunda.\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan fazla sürmüş olan işçilerin,..............9 hafta\nsonunda fesih edilmiş sayılır. \u003C\u002Fp>\n\n\u003Cp>Bu sürelere uyulmadan işçinin iş akdi fesih edildiğinde, iş kanununda\nbelirtilen ihbar tazminatı hak edilen durumlarda işveren yukarıda yazılı\nsürelere ilişkin ücret tutarında tazminat ödemek zorundadır. İşçi\nbildirim önelleri süresince işveren tarafından çalıştırıldığı\ntakdirde bildirim önelleri içerisindeki tüm doğacak haklardan yararlanır.\nİşverenin yazılı ihbarı ile veya işçinin dilekçesi ile hizmet akdi\nihbar önellerine uyulmak suretiyle fesih edildiğinde işveren işçiye talebi\nhalinde çalışma saatleri içinde günde 3 saat ücretli iş arama izni\nverilir. İşçi talep ettiğinde akdin son bulacağı zamandan önceki\ngünlere rastlamak üzere bu izinleri topluca kullanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GÖZALTINA ALINMA - TUTUKLULUK - MAHKUMİYET HALİNDE FESİH ve TEKRAR\nİŞE ALMA Madde-21\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Yakalanma, tutukluluk ve mahkûmiyet Ülke bütünlüğüne Cumhuriyet\nİlkelerini bozucu ve yüz kızartıcı nitelikte olmamak kaydıyla\ngelmeyenlerin iş akitleri “90” gün feshedilemez. İşçi ücretsiz izinli\nsayılır. 90 günü geçmeyen yakalanma (bu 90 günlük süre işveren onayı\nile uzatılabilir) tutukluluk ve mahkûmiyet hallerinde yasada yüz\nkızartıcı suçlar olmamak üzere tutuklanması kaldırılan beraat veya\ncezası sona eren işçi “30” gün içinde başvurur ise işe alınır.\nAncak, önceki işi boş değilse ücretinde değişiklik yapılmadan başka\nbir işe verilir. Eski işi boş kaldığında işçi tercihen bu işe\nnakledilir.\u003C\u002Fp>\n\n\u003Cp>B)İşverene ait bir görevi yaparken yaptığı trafik suçundan veya 5510\nsayılı yasanın 11. maddesi kapsamına giren iş kazalarından dolayı\ntutuklanan işçinin iş akdi mahkeme sonuç buluncaya kadar fesih edilemez.\nMahkeme sonunda beraat eden veya suçlu görülüp tevkif edilip de 6 aydan az\nceza alanlar cezası sona erenler işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>C)İşverene ait görevini yaparken trafik suçu işleyenler ve iş\nkazasına yol açanlardan beraat eden veya kovuşturmaya yer olmadığına\nkarar verilenlerin tutuklu bulundukları sürelere ait ücretleri işverence\ntam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>D)Yüz kızartıcı suçlar ile sabotaj, Devletin Ülke ve Milleti ile\nbütünlüğüne, Milli güvenliğe, Türk Silahlı Kuvvetlerine karşı\nişlenen suçlardan hüküm giyenler cezanın ertelenmesi, paraya çevrilmesi\nveya affa uğraması hallerinde dahi hiçbir suretle tekrar işe\nalınamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YENİ İŞ ARAMA İZNİ Madde-22\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Gerek işçinin gerekse işveren bildirimli olarak hizmet akdini feshettiği\ndurumlarda, işveren işçiye bildirim önelleri sırasında ve çalışma\nsaatleri içinde, günde 3 saat yeni iş arama izni verir.\u003C\u002Fp>\n\n\u003Cp>İşçi isterse, işten ayrılacağı günden önceki günlere rastlatmak\nkaydıyla, iş arama iznini topluca kullanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KIDEM TAZMİNATININ HESAPLANMASI ve ÖDENMESİ Madde - 23\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-Kıdem tazminatına esâs olan ücret, işçinin en son aldığı günlük\nbrüt ücretine bu toplu iş sözleşmesi ile kazanılan ayni ve nakdi\nyardımların toplamının ilavesi ile bulunacak ücrettir.\u003C\u002Fp>\n\n\u003Cp>2-İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>3-Emekliliğe hak kazanıp Sosyal Güvenlik Kurumundan emekli olabilir\nbelgesi alan işçileri, işveren emeklilik dilekçesini verdiği tarihten\nitibaren, işçinin hesaplanacak kıdem tazminatını en geç 90 gün\niçerisinde tüm işlemlerini yaparak bir seferde, tek taksitte ödemek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>KIDEM TAZMİNATI Madde - 24\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi iş kanununda belirtilen hallerde sona eren işçiye,\nkıdem tazminatı ödenmesi durumunda aşağıda belirtilen süreler dışında\nkanun hükümleri uygulanır. Bu toplu iş sözleşmesinden yararlanan\nişçilere her tam iş yılı için 35 gün, işçinin işverenin işini\nyaparken iş kazası veya meslek hastalığı sonucu ölümü halinde ise 40\ngünlük ücreti tutarında kıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>3.BÖLÜM ÇALIŞMA ESASLARI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>C)İşin Düzenlenme\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>İŞ SÜRESİ (ÇALIŞMA SAATLERİ) Madde - 25\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Normal çalışma süresi haftalık 45 saattir. Haftalık çalışma\nsüresinin günlere dağılımı eşit şekilde olacak şekilde ve günlük\nçalışma başlangıç - bitiş saatleri işverence tespit edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>VARDİYA USULÜ ÇALIŞMA Madde -26\u003C\u002Fh3>\n\n\u003Cp>Mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>GECE ÇALIŞMASI ve ÜCRETİ Madde- 27\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Saat 20.00 ile sabah saat 06.00 arası gece itibar edilerek bu saatlerde\nçalışan işçilerin ücretleri fazla mesai ücretinden ayrı olarak normal\nücretleri üzerinden %10 zamlı ödenir. İlgili birim müdürünün teklifi\nve Başkanlık oluru ile ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÇALIŞMA SÜRESİNDEN SAYILAN HALLER Madde -28\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşçinin işveren tarafından işyerinden başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin işveren tarafından işçiyle ilgili başka bir yere\ngönderilmesi veya işverenle ilgili başka bir yerde meşgul edilmesi\nnedeniyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>c)Yağmur, sel, elektrik ve su akımının kesilmesi, malzeme ve araç\nkoruyucu eşyanın olmaması nedeniyle iş başında olup ta çalışmadığı\nsüreler işçinin yasal iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>d)İşçinin işverenin işini yaparken meydana.gelen olaydan dolayı\nmahkemede, karakolda ve hastanede geçen süreleri belgelemek koşuluyla iş\nsüresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>e)İşverenin araç ve gerecinden meydana gelen arıza nedeni ile gecikilen\nsürelerde çalışılmış gibi sayılır.\u003C\u002Fp>\n\n\u003Cp>f)Zorunlu ya da zorlayıcı sebeplerden dolayı işverence ya da idari\nmercilerce işin kısmen ya da tamamen durması sonucu işçinin\nçalışamadığı ya da eksik çalıştığı süreler iş süresinden\nsayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>FAZLA ÇALIŞMALAR ve ÜCRETLERİ Madde-29\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme ile tespit edilen haftalık çalışma süresini aşan\nçalışmalar fazla sürelerle çalışma ve fazla çalışma sayılır.\u003C\u002Fp>\n\n\u003Cp>1.İşçiye, yılda 270 saate kadar fazla çalışma yaptırılabilir.\u003C\u002Fp>\n\n\u003Cp>2.Fazla çalışma ücreti normal ücretin % 60 zamlısı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>3.Fazla çalışmaların yarım saatten az kısımları yarım saat, yarım\nsaatten fazla kısımları ise 1 saat olarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>4.Yangın, sel, deprem gibi zorunlu hallerde yaptırılacak fazla çalışma\niçin işçinin rızası aranmaz. \u003C\u002Fp>\n\n\u003Cp>Ancak, fazla çalışma ücretlerine ilişkin hükümler saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞE GEÇ GELME Madde - 30\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Otuz (30) günlük süre içinde iki defa bir saate kadar meşru bir\nmazeretle geç gelen işçi işe başlatılır. İşçi geç kaldığı sürece\nizinli sayılır. Ancak bunun alışkanlık haline getirilmesi halinde disiplin\nkuruluna intikal eder.\u003C\u002Fp>\n\n\u003Cp>2.İşyerinden izinsiz olarak erken ayrılan işçi hakkında disiplin\ncezası uygulanır.\u003C\u002Fp>\n\n\u003Cp>3.Yangın, sel, deprem gibi genel zorlayıcı nedenler ya da hayatın\nolağan akışına göre herkes tarafından önemli kabul edilebilecek\nözürleri nedeniyle işe gelemeyen veya geç gelen işçiler, gelemedikleri\nsüre için ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>ÜCRETLER ve SOSYAL YARDIMLAR\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>TABAN ÜCRET Madde-31\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)01.01.2023-31.12.2023\u003C\u002Fh4>\n\n\u003Cp>HİZMET-İŞ Sendikası üyesi işçilerin 01.01.2023-31.12.2023 tarihleri\narasında almakta oldukları günlük brüt ücret 333,60 TL olarak\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>B)01.01.2024-31.12.2024\u003C\u002Fh4>\n\n\u003Cp>HİZMET-İŞ Sendikası üyesi işçilerin 01.01.2024-31.12.2024 tarihleri\narasında alacakları günlük brüt ücretleri, Çalışma ve Sosyal Güvenlik\nBakanlığı’nın açıklayacağı 2024 yılı asgari ücret’in günlük\nbrüt ücretinin %10 zamlısı olarak uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>C)01.01.2025-31.12.2025\u003C\u002Fh4>\n\n\u003Cp>HİZMET-İŞ Sendikası üyesi işçilerin 01.01.2025-31.12.2025 tarihleri\narasında alacakları günlük brüt ücretleri, Çalışma ve Sosyal Güvenlik\nBakanlığının açıklayacağı 2025 yılı asgari ücret’in günlük brüt\nücretinin %10 zamlısı olarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SORUMLULUK ZAMMI Madde-32\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>Aşağıdaki tabloda gösterilen meslek ve çalışma gruplarında\nçalışan işçilere ilgili grupta görev yaptığı sürece sorumluluk zammı\nödenir.\u003C\u002Fp>\n\n\u003Cp>Gruplar arası geçiş Başkanlık oluru ile yapılır. İşçinin görev\nyaptığı grup bu zammın ödenmesi açısından kazanılmış hak\ndeğildir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"86\">\u003Cp>NİTELİKLİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>A GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>B GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>C GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>D GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"86\">\u003Cp>Birim Sorumlusu\u003C\u002Fp>\n\n        \u003Cp>Fiilen Mühendis\u003C\u002Fp>\n\n        \u003Cp>Veteriner\u003C\u002Fp>\n\n        \u003Cp>Aşçıbaşı\u003C\u002Fp>\n\n        \u003Cp>Heykeltraş\u003C\u002Fp>\n\n        \u003Cp>Mimar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp> Tekniker\u003C\u002Fp>\n\n        \u003Cp>Kısım Amiri\u003C\u002Fp>\n\n        \u003Cp>Üst Yön. Asistanı\u003C\u002Fp>\n\n        \u003Cp>Makam Şoförü - Sekreteri\u003C\u002Fp>\n\n        \u003Cp>Aşçı\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>2 Yıllık ve üzeri Üniversite\u003C\u002Fp>\n\n        \u003Cp>Mez. Büro Per.\u003C\u002Fp>\n\n        \u003Cp>Teknisyen -Topograf\u003C\u002Fp>\n\n        \u003Cp>Denetim Personeli\u003C\u002Fp>\n\n        \u003Cp>Şef\u003C\u002Fp>\n\n        \u003Cp>Dozer Operatörü\u003C\u002Fp>\n\n        \u003Cp>Plent Operatörü\u003C\u002Fp>\n\n        \u003Cp>Laborant - Ustabaşı\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>Ağır Araç Şoförü\u003C\u002Fp>\n\n        \u003Cp>İş Makinesi Operatörü\u003C\u002Fp>\n\n        \u003Cp>Usta\u003C\u002Fp>\n\n        \u003Cp>Aşçı Yardımcısı\u003C\u002Fp>\n\n        \u003Cp>Büro Personeli\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>Antrenör\u003C\u002Fp>\n\n        \u003Cp>Eğitmen\u003C\u002Fp>\n\n        \u003Cp>Gemi Kaptanı\u003C\u002Fp>\n\n        \u003Cp>Erbap İşçi\u003C\u002Fp>\n\n        \u003Cp>Hafif Araç Şoförü\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"86\">\u003Cp>$1.000,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>$880,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>$615,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>$535,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>$430,00\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"112\">\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>ERBAP İŞÇİ:\u003C\u002Fp>\n\n\u003Cp>Abone kayıt elemanı, Antrenör, Depo Görevlisi, Eğitmen, Gemi kaptanı,\nİçme suyu arıtma tesisi elamanı, Kaloriferci, Kanalizasyon şebeke\nişçisi, Plent yağcı, Resepsiyonist, Sayaç montaj elemanı, Sayaç okuma\nelemanı, Ses ışık sahne organizasyon görevlisi, Su arıza şebeke\nelemanı, Tamirci, Teknik servis görevlisi, Tesisatçı, İtfaiye Yardımcı\npersonel, Zabıta yardımcı personel, Bahçıvan, Gıda teknikeri.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)01.01.2023-31.12.2023\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2023-31.12.2023 tarihleri arasında almakta\noldukları sorumluluk zammı ücretleri aylık brüt olarak tablodaki gibi\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Ch4>B)01.01.2024-31.12.2024\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2024-31.12.2024 tarihleri arasındaki\nsorumluluk zammı ücretleri,\u003C\u002Fp>\n\n\u003Cp>2023 aralık ayında almakta oldukları ücretlere % 10 artış yapılarak\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Ch4>C)01.01.2025-31.12.2025\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2025-31.12.2025 tarihleri arasındaki\nsorumluluk zammı ücretleri,\u003C\u002Fp>\n\n\u003Cp>2024 aralık ayında almakta oldukları ücretlere % 10 artış yapılarak\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>İKRAMİYE Madde - 33\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HİZMET-İŞ Sendikası üyesi işçilere her ay 1 günlük Brüt ücreti\ntutarında ikramiye ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YAKACAK YARDIMI Madde - 34\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)01.01.2023-31.12.2023\u003C\u002Fh4>\n\n\u003Cp>HİZMET-İŞ Sendikası üyesi İşçilere her ay ödenmek üzere Aylık\nBrüt 450 TL Yakacak yardımı verilir.\u003C\u002Fp>\n\n\u003Ch4>B)01.01.2024-31.12.2024\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 2024 yılında alacakları aylık yakacak\nyardımı ücretleri, 2023 aralık ayında almakta oldukları yakacak yardımı\nücretlerine % 10 artış yapılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch4>C)01.01.2025-31.12.2025\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 2025 yılında alacakları aylık yakacak\nyardımı ücretleri, 2023 aralık ayında almakta oldukları yakacak yardımı\nücretlerine % 10 artış yapılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÇOCUK YARDIMI Madde- 35\u003C\u002Fh3>\n\n\u003Cp>İşçilere çocuk yardımı olarak aylık her çocuk için brüt 100,00.-TL\nödenir. Yapılacak çocuk yardımı 3 çocukla sınırlı olmak üzere 18\nyaşına kadar (öğrenim devam ediyor ise 25 yaşma kadar) ödenir.\u003C\u002Fp>\n\n\u003Cp>Çocuk yardımı için Belge ibraz edilmemesi durumunda yararlanılamaz,\ngeçmişe yönelik ödeme yapılamaz\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÖĞRENİM YARDIMI Madde- 36\u003C\u002Fh3>\n\n\u003Ch4>1-İşçilere ayrıca her yıl 15 Ekim tarihinde;\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)MEB’e bağlı İlköğretim, (ana sınıfı dahil) ortaöğretim ve lise\nve dengi okullarda (1-12 sınıflar dahil) okuyan her çocuk için brüt\n250,00.-TL öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>b)Yüksek öğrenim ve Yüksek Lisans gören her çocuk için (açık ve\nuzaktan öğrenim dahil) brüt 400,00.- TL öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>e) Yukarıdaki maddelerin uygulaması açısından;\u003C\u002Fp>\n\n\u003Cp>d)Eşlerin her ikisinin de belediyede çalışıyor olması halinde bu\nyardımlar yalnızca birine yapılır.\u003C\u002Fp>\n\n\u003Cp>e)Boşanmış işçilerin bu yardımlardan yararlanmaları müşterek\nçocuğun velayetinin kendilerinde olması veya iştirak nafakası\nyükümlüğü altında olmalarına bağlıdır.\u003C\u002Fp>\n\n\u003Cp>f)Yukarıdaki Öğrenim yardımı ödemelerinin yapılması için işçinin\nher öğrenim yılı başında belge ibraz etme yükümlülüğü\nbulunmaktadır. Öğrenim yardımı için Belge ibraz edilmemesi durumunda\nyararlanılamaz, geçmişe yönelik ödeme yapılamaz\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>ÖĞLE YEMEĞİ - YEMEK YARDIMI Madde- 37\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)01.01.2023-31.12.2023\u003C\u002Fh4>\n\n\u003Cp>HIZMET-İŞ Sendikası üyesi İşçilere fiilen çalışılan günler için\nbir öğün yemek verilir. Yemek verilmediği takdirde günlük brüt 78,00 TL\nYemek Bedeli ödenir.\u003C\u002Fp>\n\n\u003Ch4>B)01.01.2024-31.12.2024\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi İşçilere fiilen çalışılan günler için bir öğün\nyemek verilir. Yemek verilmediği takdirde fiilen çalışılan gün için,\n2023 yılı günlük yemek ücretinin % 10 zamlısı olarak yemek bedeli\nödenir.\u003C\u002Fp>\n\n\u003Ch4>C)01.01.2025-31.12.2025\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi İşçilere fiilen çalışılan günler için bir öğün\nyemek verilir. Yemek verilmediği takdirde fiilen çalışılan gün için,\n2024 yılı günlük yemek ücretinin % 10 zamlısı olarak yemek bedeli\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>HASTALIK YARDIMI Madde-38\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>1)Hastalık nedeniyle iş görmezliğe uğrayan işçilerin, Sosyal\nGüvenlik Kurumunca ödeme yapılmayan ilk iki güne ait ücretleri belgelemek\nkaydıyla, yılda 3 defayı geçmemek üzere işverence ödenir. Diğer raporlu\ngünler için ödeme yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)Uzun süreli hastalık halinde İş Yasası ile ilgili mevzuat hükümleri\nsaklı kalmak üzere, 5510 sayılı Yasa hükümlerine göre işlem\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>GİYİM, KORUYUCU EŞYA YARDIMI VE RESMİ KIYAFET Madde-39\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6331 sayılı İş Sağlığı ve Güvenliği Kanunu hükümlerine uygun\nolarak kıyafet ve koruyucu eşya verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KİŞİSEL VERİLERİN KORUNMASI Madde-40\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-İşveren, sendika üyesi işçiler hakkında edindiği bilgileri sadece\nsosyal güvenlik, vergi yükümlülüğü işçi sağlığı ve güvenliği\ngibi mevzuattan kaynaklanan durumlar gibi yasal zorunluluk hallerinde\ntoplanabilir, kullanabilir. İşveren, gizli kalmasında işçinin haklı\nçıkarı bulunan bütün bilgileri gizli tutmakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>2-6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun ile işbu\ntoplu iş sözleşmesinin ilgili hükümlerine dayalı olarak sendikanın\ntalebi doğrultusunda işverenin bildirmekle yükümlü olduğu liste ve\nçizelgeler (aidat kesinti listesi vb.) işverence sendikaya gönderilir. Bu\nişlemler yasak kapsamında değerlendirilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DİĞER SOSYAL YARDIMLAR Madde-41\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.İşçinin evlenmesinde brüt 1.500,00.-TL tutarında evlenme yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>2.a) İşçinin ölümünde eşine, yoksa çocuklarına, brüt 1500,00.-TL\ntutarında ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin iş kazası veya meslek hastalığı sonucu ölümünde eşine,\nyoksa çocuklarına, brüt 2.500,00.-TL tutarında ölüm yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>3.İşçinin çocuğunun, eşinin, anne veya babasının ölümünde brüt\n1.200,00.-TL tutarında ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Yangın, sel, deprem gibi doğal afetlerden zarar gören işçiye brüt\n2.000,00.-TL tutarında afet yardımı yapılır. Zararın boyutuna göre bu\nmiktar 10 katma kadar artırılabilir.\u003C\u002Fp>\n\n\u003Cp>5.Muvazzaf Askerlik hizmeti için Askere gidecek işçilere işverence brüt\n1000,00 TL Askerlik yardımı ödenir. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÖDEMELER - ÜCRET HESAP PUSULASI Madde-42\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1-Ödemeler:\u003C\u002Fh4>\n\n\u003Cp>a)Aylık ücret ve aylık sosyal yardımlar maaş dönemselliği\ndüzenleninceye kadar her ayın 15nci gününe kadar ücret, prim ikramiye ve\nbu nitelikteki her türlü istihkakların bankalar aracılığıyla ödenmesine\ndair yönetmelik hükümlerine göre yapılır.\u003C\u002Fp>\n\n\u003Cp>b)Dönemsel sosyal yardımlar için de ilgili maddelerde başka bir zaman\nbelirtilmemişse aynı esaslar geçerlidir.\u003C\u002Fp>\n\n\u003Cp>c)Doğum, evlenme, hastalık, ölüm, doğal afet vb. olaya bağlı\nyardımlar, ilişkin oldukları olayın belgelendiği tarihin ait olduğu\nbordro döneminde ödenir.\u003C\u002Fp>\n\n\u003Cp>d)Bu sözleşmede yer alan tüm tutarlar brüt ücret üzerinden\nhesaplanarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV.BÖLÜM TATİL VE İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>GENEL KURAL Madde-43\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-Aşağıdaki maddelerde sözü edilen hafta tatili, ulusal bayram ve genel\ntatil günleri ile bu sözleşmede ücretsiz olduğu belirtilmeyen her türlü\nizin ve istirahat süreleri, çalışılmış süreler gibi kabul edilerek, bir\niş karşılığı olmaksızın ücretleri tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>2-Ücretsiz olduğu belirtilen izinler ile askerlik hizmeti için verilen\nizin hariç, sözleşmede sözü edilen tatil ve izinlerin tümü işçinin\nkıdeminden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>HAFTA TATİLİ - ÇALIŞMA ÜCRETİ Madde - 44\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a-İşçilerin hafta tatili, ilke olarak 6. Günü takip eden 7. Gündür.\nb-İşçilerin;\u003C\u002Fp>\n\n\u003Cp>1)İşçinin hafta tatili, milli ve dini bayramlar ile tüm resmî tatil\ngünlerinde hiç çalıştırılmaması esastır. Eğer fazla çalıştırma\nyaptırılacak ise;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SUNDAY_trigger\">\u003Cp>2)Hafta tatili, her türlü resmî tatil, milli bayram günlerindeki\nçalışmalarına normal ücretin 2 (1+2) katı ücret ödemek koşulu ile\nçalışma yaptırılabilir. Şu kadar ki yıllık ücretli izin süresinin\nhesabında, hafta tatili günleri, ulusal bayram, dini bayram ile raporlu\ngünler dahil edilmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ULUSAL BAYRAM ve GENEL TATİL GÜNLERİ-ÇALIŞMA ÜCRETLERİ Madde- 45\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I.Ulusal Bayram ve Genel Tatil günleri ile tatil süreleri şunlardır:\u003C\u002Fp>\n\n\u003Cp>1.Yılbaşı: 1 Ocak günü bir gün resmî tatil, 31 Aralık günü\nidarenin takdirinde olmak üzere öğleden sonra yarım gün daha\nverilebilir,\u003C\u002Fp>\n\n\u003Cp>2.Ulusal Egemenlik ve Çocuk Bayramı: 1 gün (23 Nisan günü),\u003C\u002Fp>\n\n\u003Cp>3.1 Mayıs İşçi Bayramı; 1 gün (1 Mayıs günü)\u003C\u002Fp>\n\n\u003Cp>4.Atatürk'ü Anma, Gençlik ve Spor Bayramı: 1 gün (19 Mayıs günü),\u003C\u002Fp>\n\n\u003Cp>5.15 Temmuz Demokrasi ve Milli Birlik günü; (15 Temmuz günü),\u003C\u002Fp>\n\n\u003Cp>6.Zafer Bayramı: 1 gün (30 Ağustos günü),\u003C\u002Fp>\n\n\u003Cp>7.Cumhuriyet Bayramı: 1,5 gün (28 Ekim günü öğleden sonra başlamak\nüzere),\u003C\u002Fp>\n\n\u003Cp>8.Ramazan Bayramı: 3,5 gün (Arife günü öğleden sonra başlamak\nüzere),\u003C\u002Fp>\n\n\u003Cp>9.Kurban Bayramı: 4,5 gün (Arife günü öğleden sonra başlamak\nüzere).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. İşçinin, yukarıdaki tatil sürelerinde çalıştırılmaması\nesastır.\u003C\u002Fp>\n\n\u003Cp>Ancak, zorunlu hallerde işçiye:\u003C\u002Fp>\n\n\u003Cp>a-Hafta tatili olan günleri, milli ve dini bayramlar ile tüm resmi tatil\ngünlerindeki çalışmalarına bir günlük\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>YILLIK ÜCRETLİ İZİN Madde-46\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.İşe girdiği günden başlayarak, deneme süresi de içinde olmak üzere\nen az 1 yıl çalışmış olan işçilere, aşağıdaki süreler kadar\nyıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Hizmet süresi 1 yddan 5 yda kadar (5 yd dahil) olanlara 16 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Hizmet süresi 5 yddan fazla 15 yddan az olanlara 22 iş günü,\u003C\u002Fp>\n\n\u003Cp>e)Hizmet süresi 15 yd (dahil) ve daha fazla olanlara 28 iş günü.\u003C\u002Fp>\n\n\u003Cp>2.Yıllık ücretli izin hakkından vazgeçilemez ve ücreti ödenerek izin\nhakkı kaldırılamaz (İşçinin, zorunlu hallerde yıllık ücretli iznine\nmahsuben izin kullanması mümkündür).\u003C\u002Fp>\n\n\u003Cp>3.Yıllık ücretli izine hak kazanmak için gerekli sürenin hesabında,\nsözleşme uyarınca işçiye verilmiş ücretli bütün izinler\nçalışılmış gibi sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YILLIK ÜCRETLİ İZNİN UYGULANMASI Madde - 47\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Yıllık ücretli iznin, ait olduğu yıl içinde kullanılması\nesastır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÜCRETSİZ ÖZÜR İZİNİ Madde - 48\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İhtiyaç duyan işçilere yazılı istemleri ve belgelemeleri halinde,\nilgili müdürlüğün onayı ile yılda 90 güne kadar ücretsiz izin\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>Bu izin, ücretli doğum izninin sonunda istenmişse veya özrün ciddiyeti\nişverence kabul edilirse, süre 6 aya kadar çıkarılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÜCRETLİ SOSYAL İZİNLER (OLAYA BAĞLI İZİNLER) Madde - 49\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1.Evlenen işçiye yazılı isteği üzerine 5 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>2.Eşi doğum yapan işçiye 5 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Çocuğuna evlenme ya da sünnet düğünü yapan işçiye 2 işgünü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>4.Eşi veya çocuğu ölen işçiye 5 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Anne, baba veya kardeşi ölen işçiye 5 iş günü, Eşinin anne,\nbabası ölen işçiye 2 iş günü\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>6.Eşi, çocuğu, kardeşi, anne ya da babası (bakmakla yükümlü olmak\nşartıyla) bir sağlık kuruluşunda yatarak tedavi gören işçiye,\nbelgelemesi halinde yakınına refakat edebilmesi için 10 iş gününe kadar\nrefakatçi izni verilir. Bu süre Müdürlüğünün onaylaması durumunda\narttırılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.Yangın, su baskını, deprem vb. doğal afetlere uğrayan işçiye,\nolayın boyutu daha fazlasını gerektirmiyorsa 10 iş günü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>9.Doğum yapan kadın işçiye doğumdan önce 8 doğumdan sonra 8 hafta\nolmak üzere 16 hafta,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>10.1 yaşından küçük çocuğu olan kadın işçiye, çocuğunu emzirmek\nve dilerse çalışma saati başında veya sonunda kullanmak üzere, günde iki\nsaat,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>11.İşyerinden birinin ölümü halinde cenaze törenine katılmak üzere,\ngerekli sayıda işçiye yeteri kadar, ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VI. BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞ SAĞLIĞI ve İŞ GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>GENEL SAĞLIK ve GÜVENLİK KOŞULLARI Madde - 50\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, İş Sağlığı ve İş Güvenliği Tüzüğündeki konuları\nişyerinin ve işin özelliğine ve ilgili kurulların vereceği raporlara\ngöre eksiksiz yerine getirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞYERİNDE HASTALANMA VE İŞ KAZASI Madde-51\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde hastalanan veya iş kazası geçiren işçiye en yakın sağlık\ngörevlisi tarafından anında yapılabilecek müdahale yapıldıktan sonra\nişçi derhal yeterli refakatçi eşliğinde en yakın sağlık kuruluşuna\ngönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞYERİ DIŞINDA HASTALANMA Madde - 52\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hastalığı nedeniyle işyerine gelemeyen işçi, durumu uygun yollarla\nişyerindeki yetkililere bildirir.\u003C\u002Fp>\n\n\u003Cp>Bu durumdaki işçinin resmi herhangi bir sağlık kuruluşundan alacağı\nraporu işyerine vermesi yeterlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞ SAĞLIĞI ve GÜVENLİĞİ KURULU Madde - 53\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1-Kurulun oluşması:\u003C\u002Fh4>\n\n\u003Cp>Kurul, 4857 Sayılı İş Kanunun 80. maddesine göre 7 Nisan 2004 tarihli\nResmi Gazetede yayımlanan İş Sağlığı ve Güvenliği kurullarının\noluşması hakkında yönetmeğin 5. Maddesinde belirtilen kimselerden\noluşur.\u003C\u002Fp>\n\n\u003Ch4>2-Kurulun görevleri, yetkileri ve çalışması:\u003C\u002Fh4>\n\n\u003Cp>4857 Sayılı İş Kanunu’nun 78. maddesinin gösterdiği Çalışma ve\nSosyal Güvenlik Bakanlığının hazırladığı İş Sağlığı ve\nGüvenliği Yönetmeliğinin gereklerini yerine getirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>HASAR ve ZARAR TESPİT KURULU Madde - 54\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Meydana gelen kazada oluşan zararın tazmin edilmesinde Kolluk\nkuvvetlerinin (Trafik Polisi ve Jandarma) tuttuğu rapor esas alınır.\nŞoförün kusur oranına göre tazmin edilir.\u003C\u002Fp>\n\n\u003Cp>Rapor yok ise;\u003C\u002Fp>\n\n\u003Cp>1-İşçinin neden olduğu hasar ve zararların tespit ve tanzimi için\nişyerinde 3 kişiden oluşan Hasar ve Zarar tespit Kurulu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu kurul; 1 işveren temsilcisi, 1 sendika temsilcisi ve olayın\nözelliklerine göre işyerinde olan, işten anlar ve işverenle sendikanın\nortaklaşa belirleyecekleri 1 kişiden oluşur.\u003C\u002Fp>\n\n\u003Cp>2-Olay anında sendika temsilcileri işyerinde bulunmadığı takdirde\nişyeri sendika baş temsilcisinin önereceği 1 yedek kişi kurulda görev\nalır.\u003C\u002Fp>\n\n\u003Cp>3-İşveren, kaza eksperlerinin görevlerini en iyi şekilde yapabilmeleri\niçin bu kurulun emrine bir araç tahsis eder. Ölüm ile sonuçlanan iş\nkazası sonucu, kazayı yapan işçiye 3 gün ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>HASAR ve ZARAR TESPİT TUTANAĞININ İÇERİĞİ Madde - 55\u003C\u002Fh3>\n\n\u003Ch4>Hasar ve Zarar Tespit Tutanağında:\u003C\u002Fh4>\n\n\u003Cp>a)Olayın niteliği ve oluş şekli\u003C\u002Fp>\n\n\u003Cp>b)Oluşan hasar ve zararın işçinin kasıt, kusur veya ihmalinden mi ileri\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c)Hasar ve zararın miktarı ve işçi tarafından ödenmesi gereken kısım\nbelirtilir. Tutanak ve ekleri ilgililerin bağlı bulunduğu işveren vekiline\nsunulur.\u003C\u002Fp>\n\n\u003Cp>d)îşveren tarafından, hasar bedelinin ödenmesi için ilgiliye veya\nilgililere bu tutanak tebliğ edilir. Bu tutanağa itirazı olan tarafların\nmahkemeye başvuru hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>Araçlardaki hasar ve zarar durumu, olanaklar ölçüsünde fotoğraf ile\nbelgelenir.\u003C\u002Fp>\n\n\u003Cp>Kurul gerektiğinde bilirkişiye başvurabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARAÇLARIN FENNİ MUAYENESİ ve KESİLEN İDARİ CEZALAR Madde - 56\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.İşveren motorlu araçların fenni muayenelerini zamanında yaptırmayı\nkabul eder. Araçlardaki fenni noksanlıklar nedeniyle trafik müdürlüğü ve\nekipleri tarafından şoförlerden kesilen cezayı işveren öder. Aracın\nşoförü Fenni muayenenin bitimine 15 gün kala işvereni bilgilendirir.\nİşveren her araçta ecza çantası yangın söndürücü ve gerekli olan\nzorunlu sıhhi tesisatı bulundurmakla yükümlüdür. İşçiler\nkullandıkları araçlardaki ilgili mevzuata uygun olmayan durumları tespit\nederek amirlerine yazılı olarak bildirirler. Amirler en geç 30 gün\niçerisinde bu eksiklik ve arızalan gideremezse aynı aracı kullanmaya\nzorlanamaz. Can ve mal güvenliğini tehlikeye düşürecek ölçüde arızası\nolan araçlar hiçbir şekilde trafiğe çıkarılamaz\u003C\u002Fp>\n\n\u003Cp>2.Yetkili trafik ekipleri tarafından şoförlere kesilen trafik cezaları\nşoförlerin bireysel hataları sonucu ortaya çıkmış ise bu cezalardan\nşoförler sorumludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KAZALARIN BİLDİRİLMESİ Madde - 57\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde meydana gelen bir kaza sonucunda yaralanan işçinin durumu\nderhal oradaki yetkiliye veya hasar tespit komisyonuna bildirilir. İşçinin\ndurumu buna olanak vermeyecek kadar ağır ise yaralanmasının bildirilmesi\nyanında bulunan işçi arkadaşlarına düşer. Kazaya uğrayan işçi\nustabaşı veya yetkili tarafından doldurulacak kaza raporuyla birlikte veya\nolanak yoksa işçinin bakılacağı sağlık teşkilatına bildirilir.\nKendilerinin tedavi etmeye veya yetkili olmayan kimselere tedavi ettirmeye\nçalışanlara karşı işveren bir sorumluluk kabul etmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DİSİPLİN KURULU - GÖREVİ ve ÇALIŞMA DÜZENİ Madde - 58\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- 4 üyeden oluşan Disiplin Kurulu disipline ilişkin konularda gerekli\nsoruşturmaları yaptıktan sonra karar verir.\u003C\u002Fp>\n\n\u003Cp>Kurulun 2 üyesini işveren diğer 2 üyesini de sendika atar; aynı sayıda\nyedek üyelerde taraflarca atanır. Kurul Başkanlığı, işverenin\natayacağı üyelerden biri tarafından yürütülür.\u003C\u002Fp>\n\n\u003Cp>2-Disiplin Kurulu, işverenin tahsis ettiği işyerindeki bir odada\nsözleşme süresince çalışmaya devam eder. İşveren bu odanın gerekli\ndemirbaş, kırtasiye, personel ve diğer ihtiyaçlarını karşılar.\u003C\u002Fp>\n\n\u003Cp>3-Disiplin Kurulu, kurul başkanın 5 gün önce yapacağı ve işlenilen\nfiilin ve kurula sevk edilenin adının da bulunduğu yazılı çağrı\nüzerine toplanır.\u003C\u002Fp>\n\n\u003Cp>Kurul kararlarını toplantıya katılan üyelerin salt çoğunluğu ile\nverir. Oyların eşitliği halinde başkanın oyu 2 oy sayılır. İhraç\ntalepleri ile ilgili toplantılara başkanlık etmek üzere Şirket\nMüdürünün görevlendireceği biri, 5nci Üye olarak kurula katılır.\nDisiplin kurulunca verilen iş akdi fesih kararlarını Şirket Müdürü\ndilerse bir alt cezaya çevirmesinde yetkilidir.\u003C\u002Fp>\n\n\u003Cp>5-Disiplin Cezaları:\u003C\u002Fp>\n\n\u003Cp>İşçiye verilebilecek disiplin cezaları şunlardır.\u003C\u002Fp>\n\n\u003Cp>a)İhtar: İşçiye, görevinde dikkate davettir. İtiraz edilemez. Şirket\nMüdürü tarafından verilebilir.\u003C\u002Fp>\n\n\u003Cp>b)Gündelik kesimi: İşçinin ücretinden 3 günlüğüne kadar\nkesilmesidir. Bu ceza işçinin aylık ücretinden her ay için 1 gündelik\ntutarından fazla olmamak üzere uygulanır. Disiplin Kurulunca bu cezaya ancak\noy çokluğu ile karar verilir.\u003C\u002Fp>\n\n\u003Cp>c)İhraç: İşçinin iş akdinin feshedilmesi demektir. Disiplin Kurulunca\nbu cezaya ancak oy çokluğu karar verilir.\u003C\u002Fp>\n\n\u003Cp>6-Disiplini bozan fiili öğrenen ilgili amirlik, en geç 30 gün içinde\ngerekli soruşturma belgelerini hazırlayarak işçiyi Disiplin Kuruluna şevke\nyetkili makama verir.\u003C\u002Fp>\n\n\u003Cp>a)Şevke yetkili makam soruşturma belgelerinde noksan hususlar varsa\n(tanık ifadeleri, hakkında soruşturma yapılan işçinin savunması gibi)\nbunları tamamlayarak belgelerini en çok 15 iş günü içinde kurula sevk\neder. İşçinin yetkili makamlarca kurula şevki halinde, gerekli\ngörüldüğü veya kurul üyelerinden birinin teklifi halinde Disiplin\nKurulunda işçi dinlenir. İşçinin yazılı savunmasının alınması ve her\ntürlü delillerin toplanmasına olanak tanınması zorunludur.\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Kurulu ilke olarak, belgelerin kurula şevkini takip eden 30 gün\niçinde olay hakkında gerekli incelemeyi yaparak karar verir.\u003C\u002Fp>\n\n\u003Cp>7-Disiplini bozan bir fiilden dolayı ceza alan işçi, cezanın kendisine\ntebliğinden itibaren 1 yıl içinde aynı fiili tekrar işlerse ceza\ncetvelinde o fiil için belirlenen ceza kategorisindeki cezalar uygulanır. Bir\nyıl geçtikten sonra meydana gelen disiplin suçlarına tekerrür hükümleri\nuygulanmaz.\u003C\u002Fp>\n\n\u003Cp>8-Disiplin Kurulunca verilen ihraç cezası kararları, kararın feshe\nyetkili makama tevdii tarihinden itibaren 30 iş günü geçtikten sonra\nuygulanamaz. İhraç kararları sadece Şirket Müdürünün talebi ve Belediye\nBaşkanmm oluru ile affedilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YÜRÜRLÜK ve İMZA Madde- 59\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>59 ESAS, ile ceza cetvelinden oluşan ve taraflarca 19.01.2023 tarihinde\nimzalanan bu toplu iş sözleşmesi 01\u002F01\u002F2023 tarihinde yürürlüğe girer;\n31\u002F12\u002F2025 tarihinde sona ermek üzere (3) Üç yıl sürelidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK-1\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN CEZA CETVELİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EYLEM TÜRLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>İŞE GEÇ GELME\u003C\u002Fstrong>\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>1-1 saate kadar geç gelmek\u003C\u002Ftd>\n      \u003Ctd>İ,İ,1G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2-1 saati aşan sürelerle gecikmek,\u003C\u002Ftd>\n      \u003Ctd>İ,1G, 2G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>GÖREVE GELMEMEK\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3-1 gün göreve gelmemek\u003C\u002Ftd>\n      \u003Ctd>2G,3G,4G\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4) 2 gün göreve gelmemek\u003C\u002Ftd>\n      \u003Ctd>3G,4G\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5) 3 gün veya daha fazla göreve gelmemek\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6)Görevi yetersiz yapmak\u003C\u002Ftd>\n      \u003Ctd>2G,3G\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7)Verilen görevi yapmamak\u003C\u002Ftd>\n      \u003Ctd>2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8)Verilen görevi yapmamakta direnmek\u003C\u002Ftd>\n      \u003Ctd>3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9) Görev saatinde özel işlerle uğraşmak\u003C\u002Ftd>\n      \u003Ctd>2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10) Disiplinsiz davranmak, işçi sağlığını ve iş\n        güvenliğini, İş verimini aksatmak, iş barışını bozmak\u003C\u002Ftd>\n      \u003Ctd>3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>GÖREV YERİNİ TERK\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11)İzinsiz olarak iş saati bitiminden evvel görev yerini terk\n      etmek\u003C\u002Ftd>\n      \u003Ctd>2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12)İzinsiz olarak iş saati bitiminden evvel görev yerini terk\n        etmeyi Alışkanlık haline getirmek\u003C\u002Ftd>\n      \u003Ctd>2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13)İşyerinin korunması ile ilgili olanların görev yerinde\n        bulunmaması\u003C\u002Ftd>\n      \u003Ctd>2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14)İş saatlerinde gereksiz yere arkadaşlarını meşgul etmek\u003C\u002Ftd>\n      \u003Ctd>1 G,2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15)İş başında, iş saatlerinde ve görev başında uyumak\u003C\u002Ftd>\n      \u003Ctd>2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16)İşyerinde kavga etmek\u003C\u002Ftd>\n      \u003Ctd>3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17)Devam Kartı basmamayı alışkanlık haline getirmek\u003C\u002Ftd>\n      \u003Ctd>ihtar, 1 G,2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18)Yönetimindeki aracı idareden izin almaksızın başkalarına\n        kullandırmak\u003C\u002Ftd>\n      \u003Ctd>3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19)Göreve sarhoş gelmek\u003C\u002Ftd>\n      \u003Ctd>İhraç\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20)İşyerinde alkollü içki kullanmak, kumar oynamak veya\n      oynatmak\u003C\u002Ftd>\n      \u003Ctd>İhraç\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21)İşyerinde uyuşturucu madde kullanmak\u003C\u002Ftd>\n      \u003Ctd>İhraç\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>İS ARKADAŞLARINA KARŞI TUTUMU\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22)Amirlerine karşı küfür,hakaret,tehdit veya saldırıda\n      bulunmak\u003C\u002Ftd>\n      \u003Ctd>İhraç\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23)İş arkadaşlarına küfür veya saldırıda bulunmak\u003C\u002Ftd>\n      \u003Ctd>İhraç\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24)Gerektiği halde iş arkadaşlarına yardımcı olmamak ve\n        yardımcı olmamayı alışkanlık haline getirme\u003C\u002Ftd>\n      \u003Ctd>İhtar,1G,2G,3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">\u003Cstrong>İŞYERİ ARAÇLARINA ZARAR VERMEK\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25)Yangına sebebiyet vermek\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26)İşyerinde sabotaj yapmak\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27)Araç ve gereçleri kontrol etmeden göreve çıkmak Ve bunlarla\n        ilgili bozuklukları zamanında yetkili kişiye duyurmamak\u003C\u002Ftd>\n      \u003Ctd>1G,2G,3G\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28)Yönetimindeki araç ve gereçlerin bakımı ve Temizliğine özen\n        göstermemek ve hor kullanmak\u003C\u002Ftd>\n      \u003Ctd>2G,:3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">29)Teslim edilen araç ve gereçlerin yitirilmesine ya da\n        bozulmasına, hasarına neden olmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) İhmal (zararı tutarı kadar yevmiye kesimi)\u003C\u002Ftd>\n      \u003Ctd>2G,3G, İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Ağır ihmal (zararı tutarı kadar yevmiye kesimi)\u003C\u002Ftd>\n      \u003Ctd>3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Kasıt (zararı tutarı kadar yevmiye kesimi)\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30) Alkollü araç kullanmak\u003C\u002Ftd>\n      \u003Ctd>İhraç\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ÇALIŞMA AHLAKINA UYMAYAN DAVRANISLAR\u003C\u002Fstrong>\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>31)İşyerine ait araç ve gereçleri görevi dışındaki işlerde\n        kullanmak\u003C\u002Ftd>\n      \u003Ctd>3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32)Amir durumunda olup, çalıştırdığı işçileri özel işlerde\n        kullanmak\u003C\u002Ftd>\n      \u003Ctd>2G,3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33)Kendisine verilen yetki dışında iş yapmak\u003C\u002Ftd>\n      \u003Ctd>1 G,2G,3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34)Görevi ile ilgili kasten yanlış bilgi vermek\u003C\u002Ftd>\n      \u003Ctd>1 G,2G,3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35)Hasta olmadığı halde kendisini hasta gösterip işi\n      aksatmak\u003C\u002Ftd>\n      \u003Ctd>3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>36)Verilen görevi yapmadığı halde yapmış gibi göstermek\u003C\u002Ftd>\n      \u003Ctd>2G,3G,İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>37)Sahte belge düzenlemek, resmi belgelerde değişiklik yapmak\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>38)Görevine ilişkin ve gizli kalması gereken sırları\n      açıklamak\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>39)Görevine ilişkin ve gizli kalması gereken sırları\n        açıklayarak çıkar sağlamak\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>40)Hırsızlığa teşebbüs etmek\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>41)Hırsızlık yapmak\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>42)Rüşvet almaya ya da vermeye tam teşebbüs\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>43)Rüşvet almak ya da vermek\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>44)İşe girmeyen işçiyi girmiş gibi göstermek\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>45)Yerine imza atmak ya da kartını basmak suretiyle işe gelmeyen\n        İşçiyi gelmiş gibi göstermek\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>46)İş yerinde, mesai saatleri içerisinde gereksiz yere telefonla\n        ilgilenmek\u003C\u002Ftd>\n      \u003Ctd>1G,2G,3G\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>47) Amirleri, iş yeri mensupları ve mahiyeti hakkında yalan veya\n        yanlış şaibeler çıkarmak asılsız ihbar veya şikayette bulunmak\n        hakikate uymayan bilgi vermek veya beyanda bulunmak suretiyle işçinin\n        iş vereni yanıltması\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"689\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"689\">\u003Cp>\u003Cstrong>5188 SAYILI KANUNA TABİ ÇALIŞAN\n        PERSONELLERE UYGULANACAK EK DİSİPLİN CEZA CETVELİ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"483\">\u003Cp>\u003Cstrong>CEZAYI GEREKTİREN\n        HALLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"6\" width=\"205\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Koruma görevini yapmayarak işyeri güvenliğini\n        riske sokmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>İş başında, iş saatlerinde ve görev başında\n        uyumak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Görev yerine ve resmi üniformaya özen göstermemek\n        özensiz kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Görev mahallinde onaylı kıyafet dışında (sivil\n        vb.) kıyafetle görev yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Resmi giysi ve donanımını ihmal nedeniyle\n        kaybetmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Silahlı görev yapılan yerlerde silahın görev\n        mahalli dışına çıkarmak ya da silah kullanma talimatına aykırı\n        davranmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Görev mahallinde vuku bulan adli olayları yetkili\n        kolluk kuvvetine zamanında bildirmeme.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Görev alanı içerisinde ve görevi esnasında özel\n        güvenlik kimlik kartını görünür bir şekilde üzerinde\n        bulundurmama.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Kendisine ait olan özel güvenlik kimlik kartını\n        başkalarına kullandırma.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>5188 Sayılı Özel Güvenlik Hizmetlerine dair\n        kanunun 16. maddesi gereğince Amir durumunda olup, çalıştığı\n        işçileri özel işlerde kullanmak veya kanun hükmüne aykırı\n        çalıştırma.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\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=\"26\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>5188 sayılı özel güvenlik hizmetlerine dair\n        kanunun ilgili emirlerini mülki idari amirleri tarafından yazılı\n        tebliğine rağmen savsaklanması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Özel güvenlik görevlilerinin denetlenmesi\n        esnasında yetkili kişi veya amirin bulunmaması (ilgiliye ve\n        sorumluya)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"457\">\u003Cp>Görevde kullanılan telsiz, haberleşme araçlarıyla\n        görevle ilgili olmayan konuşmalar yapmak ya da telsiz haberleşmesini\n        engellemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KISALTMALAR \u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>İ: İHTAR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>G: GÜNDELİK (YEVMİYE) KESİMİ \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İ.Ç: İŞTEN ÇIKARMA\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>48)Yukarıda sayılan eylemler dışında kalıp suç sayılan ve\ncezalandırılması gereken fiillerde bulunanlara olayın önemine göre\nihtardan işten çıkarmaya kadar olan ceza disiplin kurulunca verilir.\u003C\u002Fp>\n\n\u003Cp>49)İşten çıkarma cezaları toplu iş sözleşmesinin ve iç\nyönetmeliğinin yasakladığı fiil ve hareketlere ilişkin olup, iş\nkanununun 25. maddesinde belirtilen suçları işleyen işçiler disiplin\nkuruluna sevk edilebileceği gibi işveren ilgili kanun hükmünü resen de\nuygulayabilir. Ancak işçinin veya sendikanın resen feshe itirazı halinde\nkonu disiplin kurulunda 30 gün içerisinde görüşülerek karar verilir ve\nverilen karar uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\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,"cbadate_end_date":45,"cbamemtrad":47,"jobclassifaction1":50,"trainingfund":54,"disabilityfund":58,"contracttrial":61,"contracttrialperiod":64,"sicknesspay":68,"sicknessmaxdays":70,"healthandsafetypolicy":74,"protectiveclothing":77,"funeralpay":81,"paidmaternityleave":85,"pregnancy":89,"childcare":93,"paidpaternityleave":97,"deathrelatives":100,"marriageleave":103,"maternity_nursing_breaks_duration":107,"WORKHOURS_trigger":109,"hourspweek_select":112,"PAIDLEAV_trigger":116,"holidaysdays":119,"schedulesrestpw":123,"TRADEUNLEAV_trigger":126,"tradeunleavdays":129,"WAGES_trigger":133,"STRUCINCR_trigger":136,"ONCERISE_trigger":140,"NOCTPREM_trigger":143,"OVERTIME_trigger":146,"SUNDAY_trigger":149,"SENIOR_trigger":153,"MEALALL_trigger":156},{"bindId":43,"name":44,"text":44},"cbadate_start","01\u002F01\u002F2023 - 31\u002F12\u002F2025",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":49},"cbamemtrad","HİZMET-İŞ",{"bindId":51,"name":52,"text":53},"jobclassifaction1","Aşağıdaki tabloda gösterilen meslek ve ç","Aşağıdaki tabloda gösterilen meslek ve çalışma gruplarında\nçalışan işçilere ilgili grupta görev yaptığı sürece sorumluluk zammı\nödenir.\n\nGruplar arası geçiş Başkanlık oluru ile yapılır. İşçinin görev\nyaptığı grup bu zammın ödenmesi açısından kazanılmış hak\ndeğildir.\n\n\n\n\n  \n    \n      NİTELİKLİ\n      \n      A GRUBU\n      \n      B GRUBU\n      \n      C GRUBU\n      \n      D GRUBU\n      \n    \n    \n      Birim Sorumlusu\n\n        Fiilen Mühendis\n\n        Veteriner\n\n        Aşçıbaşı\n\n        Heykeltraş\n\n        Mimar\n      \n       Tekniker\n\n        Kısım Amiri\n\n        Üst Yön. Asistanı\n\n        Makam Şoförü - Sekreteri\n\n        Aşçı\n\n         \n\n         \n\n         \n      \n      2 Yıllık ve üzeri Üniversite\n\n        Mez. Büro Per.\n\n        Teknisyen -Topograf\n\n        Denetim Personeli\n\n        Şef\n\n        Dozer Operatörü\n\n        Plent Operatörü\n\n        Laborant - Ustabaşı\n\n         \n      \n      Ağır Araç Şoförü\n\n        İş Makinesi Operatörü\n\n        Usta\n\n        Aşçı Yardımcısı\n\n        Büro Personeli\n\n         \n      \n      Antrenör\n\n        Eğitmen\n\n        Gemi Kaptanı\n\n        Erbap İşçi\n\n        Hafif Araç Şoförü\n\n         \n      \n    \n    \n      $1.000,00\n      \n      $880,00\n      \n      $615,00\n      \n      $535,00\n      \n      $430,00",{"bindId":55,"name":56,"text":57},"trainingfund","Sendika; eğitim semineri, kurs, konferan","Sendika; eğitim semineri, kurs, konferans vb çalışmalar için işyerinin\nsalon, araç ve gereçlerinden, işverene önceden haber vermek koşulu ile\nücretsiz yararlanır. İşveren, salon ve malzemelerin ihtiyacı\nkarşılayacak düzeyde olmasına özen gösterir.",{"bindId":59,"name":60,"text":60},"disabilityfund","HASTALIK YARDIMI Madde-38",{"bindId":62,"name":63,"text":63},"contracttrial","DENEME SÜRESİ: Madde-16",{"bindId":65,"name":66,"text":67},"contracttrialperiod","İşçiler işe alındıkları tarihten itibare","İşçiler işe alındıkları tarihten itibaren en çok üç aylık deneme\nsüresine tabii tutulurlar.",{"bindId":69,"name":60,"text":60},"sicknesspay",{"bindId":71,"name":72,"text":73},"sicknessmaxdays","1)Hastalık nedeniyle iş görmezliğe uğray","1)Hastalık nedeniyle iş görmezliğe uğrayan işçilerin, Sosyal\nGüvenlik Kurumunca ödeme yapılmayan ilk iki güne ait ücretleri belgelemek\nkaydıyla, yılda 3 defayı geçmemek üzere işverence ödenir. Diğer raporlu\ngünler için ödeme yapılmaz.",{"bindId":75,"name":76,"text":76},"healthandsafetypolicy","İŞ SAĞLIĞI ve İŞ GÜVENLİĞİ",{"bindId":78,"name":79,"text":80},"protectiveclothing","GİYİM, KORUYUCU EŞYA YARDIMI VE RESMİ KI","GİYİM, KORUYUCU EŞYA YARDIMI VE RESMİ KIYAFET Madde-39",{"bindId":82,"name":83,"text":84},"funeralpay","3.İşçinin çocuğunun, eşinin, anne veya b","3.İşçinin çocuğunun, eşinin, anne veya babasının ölümünde brüt\n1.200,00.-TL tutarında ölüm yardımı yapılır.",{"bindId":86,"name":87,"text":88},"paidmaternityleave","9.Doğum yapan kadın işçiye doğumdan önce","9.Doğum yapan kadın işçiye doğumdan önce 8 doğumdan sonra 8 hafta\nolmak üzere 16 hafta,",{"bindId":90,"name":91,"text":92},"pregnancy","10.1 yaşından küçük çocuğu olan kadın iş","10.1 yaşından küçük çocuğu olan kadın işçiye, çocuğunu emzirmek\nve dilerse çalışma saati başında veya sonunda kullanmak üzere, günde iki\nsaat,",{"bindId":94,"name":95,"text":96},"childcare","6.Eşi, çocuğu, kardeşi, anne ya da babas","6.Eşi, çocuğu, kardeşi, anne ya da babası (bakmakla yükümlü olmak\nşartıyla) bir sağlık kuruluşunda yatarak tedavi gören işçiye,\nbelgelemesi halinde yakınına refakat edebilmesi için 10 iş gününe kadar\nrefakatçi izni verilir. Bu süre Müdürlüğünün onaylaması durumunda\narttırılabilir.",{"bindId":98,"name":99,"text":99},"paidpaternityleave","2.Eşi doğum yapan işçiye 5 iş günü,",{"bindId":101,"name":102,"text":102},"deathrelatives","4.Eşi veya çocuğu ölen işçiye 5 iş günü,",{"bindId":104,"name":105,"text":106},"marriageleave","1.Evlenen işçiye yazılı isteği üzerine 5","1.Evlenen işçiye yazılı isteği üzerine 5 iş günü,",{"bindId":108,"name":91,"text":92},"maternity_nursing_breaks_duration",{"bindId":110,"name":111,"text":111},"WORKHOURS_trigger","3.BÖLÜM ÇALIŞMA ESASLARI",{"bindId":113,"name":114,"text":115},"hourspweek_select","İŞ SÜRESİ (ÇALIŞMA SAATLERİ) Madde - 25 ","İŞ SÜRESİ (ÇALIŞMA SAATLERİ) Madde - 25\n\n\n\nNormal çalışma süresi haftalık 45 saattir. Haftalık çalışma\nsüresinin günlere dağılımı eşit şekilde olacak şekilde ve günlük\nçalışma başlangıç - bitiş saatleri işverence tespit edilir.",{"bindId":117,"name":118,"text":118},"PAIDLEAV_trigger","YILLIK ÜCRETLİ İZİN Madde-46",{"bindId":120,"name":121,"text":122},"holidaysdays","a)Hizmet süresi 1 yddan 5 yda kadar (5 y","a)Hizmet süresi 1 yddan 5 yda kadar (5 yd dahil) olanlara 16 iş günü,",{"bindId":124,"name":125,"text":125},"schedulesrestpw","HAFTA TATİLİ - ÇALIŞMA ÜCRETİ Madde - 44",{"bindId":127,"name":128,"text":128},"TRADEUNLEAV_trigger","SENDİKAL İZİNLER Madde-10",{"bindId":130,"name":131,"text":132},"tradeunleavdays","Sendika il, şube başkanı ve yönetim kuru","Sendika il, şube başkanı ve yönetim kurulu üyelerine bu sözleşmenin\nyürürlüğe girdiği tarihten itibaren sendikal görevlerini ifa için şube\nbaşkanı veya yönetim kurulu üyelerinden iki kişiye yılda 45 güne kadar,\nSendika baş temsilcisi işyerindeki temsilcilik görevini işyerindeki\nişlerini aksatmamak ve işyerlerindeki iş disiplinine aykırı olmamak\nşartı ile işvereninde uygun göreceği zamanlarda 6 iş gününe kadar,\nücretli izin verilebilir. Genel merkez kuruluna katılmak için seçilen ve\nsendikaca isimleri belirtilen delegelere 4 iş günü, şube genel kurulları\niçin 2 işgünü ücretli izin verilir. Bu izinler yıllık ücretli izine\nmahsup edilemez.",{"bindId":134,"name":135,"text":135},"WAGES_trigger","ÜCRETLER ve SOSYAL YARDIMLAR",{"bindId":137,"name":138,"text":139},"STRUCINCR_trigger","B)01.01.2024-31.12.2024 HİZMET-İŞ Sendik","B)01.01.2024-31.12.2024\n\nHİZMET-İŞ Sendikası üyesi işçilerin 01.01.2024-31.12.2024 tarihleri\narasında alacakları günlük brüt ücretleri, Çalışma ve Sosyal Güvenlik\nBakanlığı’nın açıklayacağı 2024 yılı asgari ücret’in günlük\nbrüt ücretinin %10 zamlısı olarak uygulanacaktır.",{"bindId":141,"name":142,"text":142},"ONCERISE_trigger","İKRAMİYE Madde - 33",{"bindId":144,"name":145,"text":145},"NOCTPREM_trigger","GECE ÇALIŞMASI ve ÜCRETİ Madde- 27",{"bindId":147,"name":148,"text":148},"OVERTIME_trigger","FAZLA ÇALIŞMALAR ve ÜCRETLERİ Madde-29",{"bindId":150,"name":151,"text":152},"SUNDAY_trigger","2)Hafta tatili, her türlü resmî tatil, m","2)Hafta tatili, her türlü resmî tatil, milli bayram günlerindeki\nçalışmalarına normal ücretin 2 (1+2) katı ücret ödemek koşulu ile\nçalışma yaptırılabilir. Şu kadar ki yıllık ücretli izin süresinin\nhesabında, hafta tatili günleri, ulusal bayram, dini bayram ile raporlu\ngünler dahil edilmez.",{"bindId":154,"name":155,"text":155},"SENIOR_trigger","KIDEM TAZMİNATI Madde - 24",{"bindId":157,"name":158,"text":158},"MEALALL_trigger","ÖĞLE YEMEĞİ - YEMEK YARDIMI Madde- 37","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HİZMET-İŞ TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI İLE YÜNTAŞ AKARYAKIT GIDA İÇECEK TURZ. MERMER ELK. NAKL. SAN. TİC. A.Ş. ARASINDA YAPILAN TOPLU İŞ SÖZLEŞMESİ 01\u002F01\u002F2023 - 31\u002F12\u002F2025 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \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: →  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 1200.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 6.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2024-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 78.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            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