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A.Ş. İŞLETME TOPLU İŞ SÖZLEŞMESİ (MİKSEN ve HİZMET-İŞ) Collective Agreement Between 01.03.2016 and 28.02.2018","İSPARK İSTANBUL OTOPARK İŞLETMELERİ TİC. A.Ş. İŞLETME TOPLU İŞ SÖZLEŞMESİ (MİKSEN ve HİZMET-İŞ) Collective Agreement Between 01.03.2016 and 28.02.2018 - 2016","Turkey - İSPARK İSTANBUL OTOPARK İŞLETMELERİ TİC. A.Ş. İŞLETME TOPLU İŞ SÖZLEŞMESİ (MİKSEN ve HİZMET-İŞ) Collective Agreement Between 01.03.2016 and 28.02.2018 - 2016","İSPARK İSTANBUL OTOPARK İŞLETMELERİ TİC. A.Ş. İŞLETME TOPLU İŞ SÖZLEŞMESİ (MİKSEN ve HİZMET-İŞ) Collective Agreement Between 01.03.2016 and 28.02.2018 - 2016 - Other",{"name":39,"data":40},"parkingfacilitis.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>İSPARK İSTANBUL OTOPARK İŞLETMELERİ TİC. A.Ş. İŞLETME TOPLU İŞ\nSÖZLEŞMESİ (01.03.2016 -28.02.2018)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TOPLU İŞ SÖZLEŞMESİNİN AMACI\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi; üyelerin sosyal, ekonomik ve kültürel\ndüzeylerini yükseltmeyi, çalışanların insanlık onuruna yaraşır ve\nçağın gereklerine uygun yaşayış düzeyine ulaşmaları için yeterli\nücret almalarını, işyerlerinde sosyal güvenliğin, iş ve işçi\nsağlığının gerçekleştirilmesi için gerekli önlemlerin alınmasını,\nher işçinin gücüne uygun bir işte çalıştırılmasını, işçilerin\nişsizlik korkusundan uzak geleceğe güvenle bakmalarını, sevgi ve saygıya\ndayalı disiplin anlayışı içinde İstanbul halkına en iyi ve en güzel\nhizmeti vermeyi, işyerinde düzenli ve verimli çalışmayı teşvik etmeyi,\nüretimi arttırmayı, taraflar arasında doğabilecek farklılıkları\nuzlaştırıcı yollarla çözümlemeyi ve demokratik katılımcı düzenlemeyi\namaç edinir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 1 - TARAFLAR VE TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>A)TARAFLAR\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları; İstanbul Otopark İşletmeleri\nTic. A.Ş.'nin (İSPARK) üyesi bulunduğu Mahalli İdareler Kamu İşveren\nSendikası (MİKSEN) ile Tüm Belediye ve Genel Hizmet İşçileri Sendikası\n(HİZMET-İŞ) dır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)TANIMLAR\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi metninde, İstanbul Otopark İşletmeleri Tic.\nA.Ş. (İSPARK) İŞVEREN, Tüm Belediye ve Genel Hizmet İşçileri Sendikası\n(HİZMET-İŞ) SENDİKA. Mahalli İdareler Kamu İşveren Sendikası (MİKSEN)\nİŞVEREN SENDİKASI, İstanbul Otopark İşletmeleri Tic. A.Ş. (İSPARK)\nişyerlerinde çalışan ve bu sözleşmeden yararlanacak olanlar da SENDİKA\nÜYESİ İŞÇİ diye geçecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2 - SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>Bu toplu iş sözleşmesi 01.03.2016 tarihinde yürürlüğe girmek ve\n28.02.2018 tarihinde sona ermek üzere 2 (iki) yıl sürelidir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 3 - SÖZLEŞMENİN KAPSAMI VE YARARLANMA KOŞULLARI\u003C\u002Fh3>\n\n\u003Cp>A) SÖZLEŞMENİN KAPSAMI\u003C\u002Fp>\n\n\u003Cp>Bu Toplu iş Sözleşmesi;\u003C\u002Fp>\n\n\u003Cp>a)Yer olarak; İşverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içerisinde kurulacak; İşkolları Yönetmeliği’nin Genel İşler\nişkoluna giren, idari ve mali bütçeleri yönünden işverene bağlı tüm\nişyerleri ile bu işyerlerinin bağlantı ve eklentilerini kapsar.\u003C\u002Fp>\n\n\u003Cp>b)Şahıs olarak da; 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanununa göre işçi sayılıp da sendika üyesi bulunan tüm işçiler bu\ntoplu iş sözleşmesi kapsamı içindedir.\u003C\u002Fp>\n\n\u003Cp>Ancak, İnsan Kaynakları, Mali İşler, Satın Alma-İhale, Kesin Hesap\nbirim ve işlerinde çalışan 4 yıllık üniversite mezunları ile üçüncü\nkişilere karşı işvereni sorumluluk altına sokacak imza atmaya yetkisi olan\nyüksekokul ve üniversite mezunları, müşavirler, uzmanlar, denetmenler,\nkoordinatörler, proje yöneticileri, lokasyon sorumluları, şef ve daha üst\ngörevlerde bulunanlar bu toplu iş sözleşmesinin kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi üniversite mezunu çalışanlara, işverence yapılacak\nfarklı ücret uygulamalarında bu toplu iş sözleşmesinin “SÖZLEŞMENİN\nGÜVENCESİ” başlıklı 4. maddesi hükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>B) YARARLANMA KOŞULLARI\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinden Hizmet-lş Sendikası üyeleri yararlanırlar.\nBu Toplu iş sözleşmesinin imzalanması tarihinde taraf sendikaya üye\nolanlar yürürlük tarihinden itibaren, imza tarihinden sonra üye olanlar\nise; üyeliklerinin taraf işçi sendikasınca işverene yazı ile\nbildirildiği tarihten itibaren toplu iş sözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nbulunmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye bulunup da ayrılanlar veya sendikadan\nçıkarılanların toplu iş sözleşmesinden yararlanabilmeleri, toplu iş\nsözleşmesine taraf işçi sendikasına dayanışma aidatı ödemelerine\nbağlıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İş bu toplu iş sözleşmesinin imza tarihinden itibaren 10 gün içinde\nsendika genel merkezi veya şubeleri toplu iş sözleşmesinden\nyararlanacakları liste halinde işverene bildirir.\u003C\u002Fp>\n\n\u003Cp>Taraf sendikanın yetki belgesi alması şartıyla sözleşmede belirtilmiş\nbütün kurulların ve temsilcilerin yetki ve görevleri yeni toplu iş\nsözleşmesi imzalanıncaya kadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4 - SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Kapsam dışı personele yapılacak uygulamalar hariç, işveren; hiçbir\nşekilde bu Toplu İş Sözleşmesi hükümlerini kısmen veya tamamen,\ndoğrudan doğruya veya dolaylı yollarla Hizmet-İş Sendikası üyesi\nolmayanlarla, sendikasız veya başka bir sendikanın üyelerine\nuygulayamaz.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 5 - TOPLU İŞ SÖZLEŞMESİNİN İŞ SÖZLEŞMELERİNE ETKİSİ\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasında mevcut olan iş sözleşmelerinin, işçi aleyhine olan\nhükümlerinin yerini bu toplu iş sözleşmesinin hükümleri alır. İş bu\ntoplu iş sözleşmesinde düzenlenmeyen hususlar hakkında yürürlükteki\nyasalara aykırı olmamak kaydıyla iş sözleşmeleri her türlü hükümleri\nihtiva eder. Sözleşmede yasa hükümlerine yapılan atıflar, toplu iş\nsözleşmesinde yer almasa bile hükümlerin sözleşme hükmü niteliğinde\nolduğunu gösterir.\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesinde düzenlenmeyen hususlar hakkında\nyürürlükteki yasa, tüzük, yönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6 - SENDİKAL FAALİYETLERE OLANAK SAĞLAMAK\u003C\u002Fh3>\n\n\u003Cp>a)Sendika yöneticileri ve şube yöneticileri, baştemsilciler ve işyeri\ntemsilcileri iş saatleri içerisinde işçiyi ve sendikayı ilgilendiren\nkonularda, haber vererek işyeri yetkilileri ile görüşürler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>b)Sendika ve şube yöneticileri ile Baştemsilciler önceden işverene\nhaber vermek ve işi aksatmamak kaydı ile iş saatleri içerisinde işçilerle\nkendi işyerlerinde görüşebilirler. Bu konuda işveren yöneticileri her\ntürlü kolaylığı gösterir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 7 - İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin uygulanmasını izlemek, işçi ile işveren arasındaki\ndiyalogu koruyarak doğabilecek uyuşmazlık ve şikâyetleri o birim veya\nişyerindeki en yetkili işveren vekili veya temsilcisi ile görüşerek\nçözümlemeye çalışmak ve yasalarla sözleşmenin kendilerine yüklediği\ndiğer görevleri yapmak üzere, sendikaca işyerinde çalışan üyeleri\narasından, aşağıda gösterilen sayılar kadar temsilci atanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"height: 270px;\" border=\"1\">\n  \u003Ctbody>\n    \u003Ctr style=\"height: 45px;\">\n      \u003Ctd style=\"height: 270px; width: 132px;\" rowspan=\"6\">\u003Cp>İşverinde\n        işçi sayısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 45px; width: 159px;\">\u003Cp>50’ve kadar ise\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 45px; width: 45px;\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 45px;\">\n      \u003Ctd style=\"height: 45px; width: 159px;\">\u003Cp>51-100 arasında\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 45px; width: 45px;\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 45px;\">\n      \u003Ctd style=\"height: 45px; width: 159px;\">\u003Cp>101-500 arasında\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 45px; width: 45px;\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 45px;\">\n      \u003Ctd style=\"height: 45px; width: 159px;\">\u003Cp>501-1000 arasında\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 45px; width: 45px;\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 45px;\">\n      \u003Ctd style=\"height: 45px; width: 159px;\">\u003Cp>1001-2000 arasında\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 45px; width: 45px;\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 45px;\">\n      \u003Ctd style=\"height: 45px; width: 159px;\">\u003Cp>2000’den fazla ise\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 45px; width: 45px;\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işçi işyeri sendika temsilcisi ve bunlardan birisi baştemsilci olarak\nseçilir ve isim listeleri 15 gün içerisinde işverene bildirilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, ikisi Avrupa yakasında ikisi de Anadolu yakasında olmak üzere\ndört işyerinin uygun bir yerinde temsilcilik odası temin eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 8 - SENDİKA TEMSİLCİ İZNİ\u003C\u002Fh3>\n\n\u003Cp>Sendika Baştemsilcisine, temsilcilik görevlerini yerine getirebilmesi\niçin haftada bir gün izin verilir. Baş temsilciler bu izni işyerindeki esas\nişini aksatmamak şartı ile kullanırlar. Baştemsilciler seçildikleri veya\natandıkları işyerinde ve devamlı gündüz vardiyasında\nçalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin izin süresini işyerinde geçirmesi asıldır. Ancak,\nsendika veya şubesinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşulu ile sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilirler.\u003C\u002Fp>\n\n\u003Cp>Baştemsilci mühim ve acil vakalarda günün her saatinde işyerine gelerek\nkonuyla ilgilenebilirler, bu uygulama vardiyalı çalışmalarda da\nyapılabilir. Şu kadar ki olay yerine gelen Baştemsilci de, iş disiplininin\ngerektirdiği tutum ve davranış içinde olmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcisine 15 günde 1 (bir) gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilci ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, genel kurul ve temsilciler meclisi gibi toplantılara katılmaları\niçin sendikanın yazılı talebi üzerine; bu sözleşme süresince (24 ay),\ntoplam 60 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 9 - SENDİKADA GÖREV ALANLARIN GÜVENCELERİ\u003C\u002Fh3>\n\n\u003Cp>a)Sendikanın bütün kademelerinde görevli yöneticiler, işyeri\nbaştemsilcileri ve temsilcileri ekonomik ve demokratik sendikal faaliyetleri\nnedeni ile işten çıkarılamaz. Rızaları dışında meslekleri ile ilgili\nolmayan bir işe nakledilemez. Fiilen çalıştığı işyeri\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Cp>b)Sendikanın merkez ve şube yönetim kurulunda ve başkanlıklarında\ngörev alarak kendi istekleri ile işyerinden ayrılan işçiler teşekküldeki\ngörevlerinin seçime girmemek, seçilmemek veya çekilmek suretiyle son\nbulması üzerine işe alınmalarını istedikleri takdirde, işveren istek\ntarihinden itibaren en geç bir ay içinde o andaki şartlarla eski veya eski\nişlerine uygun başka bir işe almaya mecburdur (Kıdem tazminatını alanlara\nbu hüküm uygulanmaz). Bu takdirde ücret ve eski kıdem hakları saklı\nkalmak kaydıyla işine iade edilen işçiye toplu iş sözleşmesi ile\ngetirilen tüm haklar da verilir. Bu hakkın kullanılması teşekküldeki\ngörevin sona ermesinden başlayarak bir ay içinde geçerlidir.\u003C\u002Fp>\n\n\u003Cp>c)Sendikadaki görevi sona eren ve işe dönmek için müracaat eden sendika\nyöneticileri, bir ay içinde işe alınmazsa, işveren kıdem tazminatlarını\ntoptan öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 10 - SENDİKA AİDATI VE ÇALIŞAN İŞÇİLERİN LİSTESİNİN\nVERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>a)İşveren; 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun 18.\nMaddesi hükümlerine uygun olarak sendikaca bildirilecek üyelerden, aidat\nkeserek işçi aylık ücretlerinin ödendiği günü izleyen 30 gün içinde\nsendikanın bildireceği banka hesabına yatırmakla yükümlüdür. Ayrıca,\nhangi işçilerden ne kadar kesinti yapıldığını gösterir listeyi de aynı\nsüre içerisinde sendikaya göndermekle yükümlüdür, işveren bu\nyükümlülüklerini yerine getirmek için sendikadan herhangi bir ücret talep\netmez. İşçilerden kesilecek dayanışma aidatı içinde aynı esaslar\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, yukarıda belirtilen süre içerisinde sendika üyelerinden\nkesmediği veya kesmesine rağmen, sendikanın hesabına yatırmadığı\naidatları bankalarca işletme kredilerine uygulanan en yüksek faiz\nmiktarları ile birlikte ödemekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>c)Yetkili sendika dışında başka bir sendika nam ve hesabına aidat\nkesintisi yapılamaz.\u003C\u002Fp>\n\n\u003Cp>d)İşveren veya işveren vekilleri, sendika ve şubece isim listesi\nistenmesi halinde geciktirilmeden, çalışan işçilerin kadroları ve\nmümkün olan bilgilerde belirtilerek isim listesini mevcut belgelere dayanarak\nonaylanmış şekilde sendikaya vermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11 - SENDİKA ÜYELERİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Sendikada üyelerinin güvenceleri hususunda kanun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 12 - ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI\u003C\u002Fh3>\n\n\u003Cp>Askere giden işçilerin tekrar işe alınması hususunda kanun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 13 - DENEME SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>İşçiler işe alındıkları tarihten itibaren 3 ay deneme süresine tabi\ntutulurlar. Deneme süresi içerisinde başarı gösteremeyenlerin ilişkileri\nihbar önellerine uymaksızın kesilebilir. Deneme süresi sonunda işçinin\nilişkisi kesilmemişse, artık daimi işçi vasfını kazanmış olur. Evvelce\nişyerinde çalışırken tenkisata tabi olarak işyerinden ayrılmış\nolanların tekrar işe alınmalarında yeni bir deneme süresi uygulanmaz.\nDerhal daimi işçi kadrosuna alınırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 14 - İŞ VE İŞYERİ DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>Şirket içi görevlendirmelerde; Anadolu yakasındaki bir işyerinde\nçalışan işçinin yine Anadolu yakasındaki başka bir işyerinde, Avrupa\nyakasındaki bir işyerinde çalışan işçinin de yine Avrupa yakasındaki\nbaşka bir işyerinde görevlendirilmesine özen gösterilir.\u003C\u002Fp>\n\n\u003Cp>İş ve İşyeri değişikliği ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15 - VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>Vardiya usulü çalışma hususunda mer’i uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 16 - ÇALIŞMA SÜRESİNDEN SAYILAN HALLER VE ARA DİNLENMESİ\u003C\u002Fh3>\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 işiyle 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 araç ve\nkoruyucu eşyanın olmaması nedeniyle işbaşında olup da çalışmadığı\nsüreler işçinin yasal iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>d)İşçinin, işverenin işini yaparken meydana gelen olaydan dolayı\nmahkemede, karakolda ve hastanede geçen süreleri belgeleme koşuluyla iş\nsüresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)İşverenin araç ve gerecinde meydana gelen arıza nedeniyle gecikilen\nsüreler de çalışmış gibi sayılır.\u003C\u002Fp>\n\n\u003Cp>f)İşyerlerinde uygulanmakta olan mer’i ara dinlenmesi sürelerine aynen\ndevam edilir (4857 sayılı İş Kanunu’nun 68. maddesinde belirlenen süre\nkadar ara dinlendirilmesi kullandırılır).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 17 - İŞE GEÇ GELME\u003C\u002Fh3>\n\n\u003Cp>Her işçinin saatinde işe gelmesi esastır. Ancak işverence meşru\nmazeretleri uygun görülenler ve doğal afetler sonucu kar yağışı, su\nbaskını, deprem ve yangın gibi hallerde işe geç gelen işe\nbaşlatılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen durumların dışında işe geç gelinmesini\nalışkanlık haline getirenler işverence o gün işe başlatılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch3>MADDE 18 - NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>İşyerlerinde haftalık çalışma süresi 45 saattir. Bu sürenin günlere\nbölünmesi 6 günü geçmemek, 4857 sayılı Kanun ve ona bağlı olarak\nçıkarılan yönetmelikler ve bu toplu iş sözleşmesine uygun olmak\nkaydıyla işverence düzenlenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>6 işgünü çalıştırılan işçiler için 7. gün hafta tatilidir. 5\nişgünü çalıştırılan işçiler için 6. gün akdi tatil, 7. gün hafta\ntatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>İşveren iş icap ve zaruretlerine göre aynı işyerindeki işçileri\ngruplandırarak haftanın farklı günlerinde çalıştırabilir. İşverence\nbelirlenecek çalışma düzenine göre akdi tatil ve\u002Fveya hafta tatili günü\n7 günlük sürede herhangi bir güne denk gelebilir. Bir grubun sürekli aynı\ngünlerde çalıştırılıp aynı günlerde tatil yapmasını önlemek\namacıyla personel dönüşümlü çalıştırılır. İşçileri\ndönüştürme kural olarak ayda bir yapılır.\u003C\u002Fp>\n\n\u003Cp>Gerekli hallerde aynı gün çalışan işçilerin işe başlama, ara\ndinlenmesi ve işi bırakma saatleri işveren vekillerince farklı\nbelirlenebilir.\u003C\u002Fp>\n\n\u003Cp>Çalışma düzeninde yapılacak değişiklikler önceden işçilere\nduyurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 19 – TUTUKLULUK, GÖZETİM ALTINA ALINMA VE MAHKUMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLATMA\u003C\u002Fh3>\n\n\u003Cp>1-İşçi, herhangi bir suçla tutuklandığı ve tutukluluğu İş\nkanununun 25. maddesinin IV. bendinde belirtilen bildirim sürelerini\naştığı takdirde, iş sözleşmesi münfesih sayılır. Belirlenen bildirim\nsüreleri kadar süren tutukluluk hallerinde, tutuklu kalınan süreler kadar\nişçi ücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2-Gözetim altına alınan işçiler bunu belgeledikleri takdirde yasal\ngözaltı süresinde ücretli izinli addedilir. Ancak, gözaltında geçen\nsüre sonunda tutuklanan işçilerin hizmet akitleri münfesih sayılır (1.\nbend hükmü saklıdır).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 20 - ÇALIŞMA BELGESİ\u003C\u002Fh3>\n\n\u003Cp>İşyerinden herhangi bir nedenle ayrılan işçiye 4857 sayılı yasa\nhükümleri gereği işveren tarafından işin çeşidi, niteliği ve süresini\ngösteren bir çalışma belgesi verilir. Bu belgeye işçi dilerse kendisinin\nhal ve hareketiyle çalışmasının ne yolda olduğu yazılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Ch3>MADDE 21 - İŞE ALMADA USÛL\u003C\u002Fh3>\n\n\u003Cp>a)Evvelce aynı işyerinde çalışıp uygun nedenlerle kendiliğinden\nişten ayrılan ve uygun nedenlerle tenkisata tabi tutulanlar,\u003C\u002Fp>\n\n\u003Cp>b)Hastalık nedeniyle ayrılmış olup, iyileşmesi sonucunda iki ay içinde\nbaşvuranlar,\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde çalışan işçilerden herhangi birinin herhangi bir nedenle\nmalûl kalması yada ölmesi durumunda işe girmeye durumu uygun\nçocuklarından birini işe alır.\u003C\u002Fp>\n\n\u003Cp>d)4857 sayılı İş Kanununun 30. maddesinden doğan yükümlülüğün\nyerine getirilmesinde evvelce işyerinde sakatlanmış işçilere öncelik\nhakkı tanınarak tercihen işe alınırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 22 - YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh3>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a)01.03.2015 tarihinden önce işe giren işçilerden;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmeti 1 yıldan 5 yıla kadar olanlara (5 yıl dâhil) 16 işgünü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 5 yıldan fazla 10 yıldan az olanlara20 işgünü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 10 yıldan fazla olanlara26 işgünü\u003C\u002Fp>\n\n\u003Cp>ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)01.03.2015 tarihi ve daha sonrasında işe giren işçilerin yıllık izin\nsüreleri İş Kanununda belirlenen sürelerdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Yıllık ücretli izin hakkından vazgeçilemez ve ücreti ödenerek izin\nhakkı kaldırılamaz (İşçinin, zorunlu hallerde yıllık ücretli iznine\nmahsuben izin kullanması mümkündür. Bu hüküm asgari 1 yıl çalışmış\nişçilere uygulanır).\u003C\u002Fp>\n\n\u003Cp>d)Ücretli izine rastlayan Ulusal Bayram, hafta tatili ve genel tatil\ngünleri izin süresinden sayılmaz, ücretli izine ilave edilir.\u003C\u002Fp>\n\n\u003Cp>e)İşçi sayısı yüzden fazla olan işyerlerinde işveren veya işveren\nvekilinin atayacağı bir kişinin başkanlığı altında iki işçi\ntemsilcisinden oluşan bir izin kurulu kurulur. İzin Kurulu bu yönetmeliğe\ngöre çalışmalarını sürdürür, yıllık izin hakkı doğmuş olan\nişçilerin izin çizelgeleri kurul tarafından hazırlanır ve işverenin\nonayından sonra işyerinde ilan edilir. İzin Kurulu tarafından belirlenen ve\nişverence onaylanan izin çizelgelerine göre belirlenmiş tarihlerde\nişçilerin izinlerinin kullandırılması zorunludur. İzin çizelgelerine\ngöre izinli olan işçiye izin süresince işyerlerinde iş verilmez.\u003C\u002Fp>\n\n\u003Cp>f)Yıllık ücretli izinlerin zamanında kullanılması esastır. Cari\nyılın izni bir sonraki yıla ertelenemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 23 - ÜCRETLİ SOSYAL İZİNLER\u003C\u002Fh3>\n\n\u003Cp>İşçilerin;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>1-Evlenmesi halinde 10 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>2-Anne, baba, kardeş, eş veya çocuklarının ölümü halinde 7\nişgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3-Eşi doğum yapan işçiye 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4-Yangın, deprem, su baskını ve benzeri felaketlerde kazaya uğrayanlara\n15 işgünü,\u003C\u002Fp>\n\n\u003Cp>5-Yukarıdaki olaylar, işçi tarafından geçerli bir belgeyle 7 gün\niçerisinde kanıtlanmak zorundadır. Aksi halde işçi hakkında nedensiz işe\ngelmeme işlemi uygulanır. İzinlerin olayın vukuundan itibaren 7 gün\niçinde kullanılması şarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24 - ÜCRETSİZ MAZERET İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşçiye müracaatı üzerine işverence uygun görülecek mazeretine\nbinaen 6 aya kadar ücretsiz mazeret izni verilir.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 25 - YENİ İŞ ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşverenin yazılı ihbarı ile veya işçinin dilekçesi ile iş\nsözleşmesi ihbar önellerine uyulmak suretiyle fesih edildiğinde işveren,\nişçiye talebi halinde, çalışma saatleri içinde günde 2 saat ücretli iş\narama izni verir. İşçi talep ettiğinde sözleşmenin son bulacağı\nzamandan önceki günlere rastlamak üzere bu izinler topluca verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 26 - BİLDİRİM ÖNELLERİ VE İŞ AKİTLERİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>a)İş sözleşmeleri, bu sözleşme hükümlerine uygun olarak işveren\ntarafından önceden karşı tarafa yazılı bildirimde bulunmak şartı ile\nbildirim tarihinden itibaren;\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçilerin 2 haftasonunda\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş olan işçilerin 4 haftasonunda\u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar sürmüş olan işçilerin 6 haftasonunda\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan fazla sürmüş olan işçilerin 8 haftasonunda\u003C\u002Fp>\n\n\u003Cp>fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde bildirim öneli içerisinde tüm haklardan yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 27 - KIDEM TAZMİNATINA ESAS KIDEM TARİFİ\u003C\u002Fh3>\n\n\u003Cp>Kıdem, hizmet akdinin aralıklarla devam etmiş ve yeniden akdedilmiş\nolmasına bakılmaksızın aynı işverenin bir veya değişik işyerlerinde\nçalışılan bütün hizmetlerinin toplamıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>MADDE 28 - KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>İşçilerin iş sözleşmelerinin iş yasasındaki kıdem tazminatı\nödenmesini gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 35 günlük ücreti tutarında kıdem tazminatı ödenir. 1\nyıldan artan süreler içinde aynı oran üzerinden ödeme yapılır. Ölüm\nhallerinde tazminat, yasal mirasçılarına verilir, iş kazası nedeniyle\nölen işçinin kıdem tazminatı 40 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29 - KIDEM TAZMİNATININ HESAPLANMASI VE ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>a)Kıdem Tazminatına esas olan ücret, işçinin en son aldığı günlük\nücretine bu toplu iş sözleşmesiyle kazanılan ve devamlılık arz eden ayni\nve nakdi yardımların toplamının ilavesi ile bulunacak ücrettir.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>e)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri varsa\nbu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>d)Emekliliğe hak kazanıp Sosyal Güvenlik Kurumundan emekli olabilir\nbelgesi alan işçiler, işverene emeklilik dilekçesini verdiği tarihten\nitibaren işveren işçinin hesaplanacak kıdem tazminatını en geç 30 gün\niçerisinde tüm işlemleri yaparak bir seferde ve tek taksitte ödemek\nzorundadır. Gecikmesi halinde en yüksek mevduat faiziyle zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 30 - HASTALIK YARDIMI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>a)Hastalık, iş kazası ve meslek hastalığı nedeniyle 3 gün ve daha\nfazla istirahat alan işçilerin aldıkları iş göremezlik ödenekleri\nişverence tama iblağ edilir. İlk iki gün için bir ödeme yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b)İşçinin, işverenin bulunduğu mahal veya başka bir mahalle sevk\nsuretiyle viziteye çıkması halinde işyerinden ayrı kalacağı zamanlarda\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntakdirde geçirdiği süreler için ücretinden kesinti yapılamaz ve bu\nzamanlar için işçi ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 31 - UZUN SÜRELİ HASTALIK HALİ\u003C\u002Fh3>\n\n\u003Cp>Uzun süreli hastalık halinde iş yasası ile ilgili mevzuat hükümleri\nsaklı kalmak üzere 5510 sayılı yasa hükümlerine göre işlem\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 32 - DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>a)İşverene bağlı işyerlerindeki disipline ilişkin konularda gerekli\nsoruşturmaları yapmak ve karar vermek üzere 5 kişiden oluşan bir disiplin\nkurulu kurulur. Bu kurulun iki üyesini sendika, üç üyesini işveren\nbelirler. Aynı sayıda yedek üye taraflarca tespit edilir. Kurulun oturum\nbaşkanlığını işveren temsilcilerinden birisi yapar.\u003C\u002Fp>\n\n\u003Cp>b)Disipline ilişkin konularda, personel ve disiplin yönetmeliği\nhükümlerine göre ihtardan işten çıkarmaya kadar ceza, Disiplin Kurulunca\nverilir.\u003C\u002Fp>\n\n\u003Cp>Personel yönetmeliğinde belirtilmeyen suçların işlenmesi halinde,\npersonel yönetmeliğinde yer alan en uygun ceza verilir.\u003C\u002Fp>\n\n\u003Cp>c)Disiplin Kurulunun çalışma usul ve esasları hususunda meri uygulamaya\ndevam edilir.\u003C\u002Fp>\n\n\u003Cp>d)İş Kanunun 25. maddesinin II. bendinde belirtilen suçları işleyen\nişçiler disiplin kuruluna sevk edilebileceği gibi, işveren ilgili kanun\nhükmünü res’en de uygulayabilir. Ancak işçinin veya sendikanın res’en\nfeshe itirazı halinde konu, Disiplin Kurulunda 15 gün içerisinde\ngörüşülerek karar verilir ve verilen karar uygulanır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch3>MADDE 33 - UZLAŞTIRMA KURULU\u003C\u002Fh3>\n\n\u003Cp>Taraflar işbu toplu iş sözleşmesi hükümlerinden bir ya da birkaçı\nüzerinde uygulama veya yorum uyuşmazlığına düşerlerse, uyuşmazlık\niddiasında olan tarafın yapacağı yazılı çağrı üzerine (yazılı\nçağrıda hangi konuların görüşülmesi istendiği açıkça belirtilir) en\ngeç 10 işgünü içerisinde toplanarak uyuşmazlık konularını müzakere\nederler. Müzakereler sonucunda anlaşma sağlanamazsa yasal yollara\nbaşvurabilirler. Varılan mutabakatlar istenirse tutanağa bağlanabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Uzlaştırma kurulu tarafların üçer temsilcisinden oluşur. Sendika\ntemsilcilerinden asgari biri sendika genel merkezinden, işveren\ntemsilcilerinden biri MİKSEN’den, biri de şirketin üst düzey\nyetkililerinden olacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>MADDE 34 - İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İşyerlerinde iş sağlığı ve güvenliği hususunda ilgili mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Ch3>MADDE 35 - KREŞ ve ANAOKULU\u003C\u002Fh3>\n\n\u003Cp>Kreş ve anaokulu konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 36 - SOSYAL YARDIM ÖDEMELERİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>A)BİRLEŞTİRİLMİŞ SOSYAL YARDIMLAR:\u003C\u002Fp>\n\n\u003Cp>İşçilere, aile, çocuk, yakacak, bayram, izin gibi sosyal harcamalarını\nkarşılamak amacı ile sözleşmenin birinci yılında her ay\n472,-(dörtyüzyetmişiki) TL sosyal yardım paketi olarak ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>B)YEMEK VEYA BEDELİ:\u003C\u002Fp>\n\n\u003Cp>İşçilere; fiilen çalıştıkları günlerde bir öğün doyurucu,\nkalorisi yeterli, lezzetli sıcak yemek vermek esastır. Yemeğin listesinin\nhazırlanmasına bir sendika temsilcisi de katılır. Yemek verilmediği\ntakdirde fiilen çalışılan günlerde işçilere sözleşmenin birinci\nyılında 15,56 TL\u002FGün (onbeşlira, ellialtıkuruş) yemek yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Ramazan ayında yemek yenilen yerlerde oruç tutanlara yemek bedeli\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>C)ÇOCUK VE ÖĞRENİM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>İşveren işçinin öğrenim gören her çocuğu için sözleşmenin\nbirinci yılında bir kez Kasım ayının ilk haftasında ödenmek üzere\nİlköğretim (İlkokul ve Ortaokul) için 287,-(ikiyüzseksenyedi) TL, Lise ve\ndengi öğretim için 336,-(üçyüzotuzaltı) TL, yükseköğrenim için\n504,-(beşyüzdört) TL öğrenim yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>Bu haklardan, öğrenim gören işçiler de gördükleri eğitim durumuna\ngöre yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Öğrenim yardımı ödemesi, işçinin veya çocuğunun okumuş olduğu\nokulun normal eğilim süresi ile sınırlı olarak yapılır. Normal süreyi\naşan dönemler için öğrenim yardımı ödemesi yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Lise öğrenimi için 21 yaşından, yükseköğrenim için 26 yaşından\ngün alan çocuklar için öğrenim yardımı ödenmez. Ancak, lise\nöğrenimine 21 yaşından, yükseköğrenime 26 yaşından önce başlamış\nve eğitimine devam eden çocuklar için, yaş sınırı dikkate\nalınmaksızın öğrenim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçiler bu haklardan belge karşılığı yararlandırılırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D)RAMAZAN YARDIMI:\u003C\u002Fp>\n\n\u003Cp>İşçilere Ramazandan bir hafta önce 2 kg pirinç, 1 kg çay, 2 kg şeker,\n5 kg un ve 2 kg ayçiçeği yağı verilir ya da bu yardımların yerine nakdi\nolarak sözleşmenin birinci yılında 169,-(yüzaltmışdokuz) TL ödeme\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E)EVLENME YARDIMI:\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika üyesi işçilerin sözleşmenin birinci yılında\nevlenmesi halinde 480,-(dörtyüzseksen) TL evlenme yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>F)DOĞUM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika üyesi işçinin veya eşinin sözleşmenin birinci\nyılında doğum yapması halinde net 242,-(ikiyüzkırkiki) TL doğum\nyardımı yapar.\u003C\u002Fp>\n\n\u003Cp>Çocuğun ölü doğması halinde ölüm yardımını da birlikte öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>G)ÖLÜM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin birinci yılında işçilerin iş kazası sonucu ölümü\nhalinde yasal mirasçılarına 3.822,-(üçbinsekizyüzyirmiiki) TL net ödeme\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin birinci yılında işçinin normal ölümü halinde yasal\nmirasçılarına veya cenazeyi kaldıran yakınlarına\n1.674,-(binaltıyüzyetmişdört) TL ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>İşçinin ana, baba, eş veya çocuğunun sözleşmenin birinci yılında\nölümü halinde net 362,-(üçyüzaltmışiki) TL ölüm yardımı yapılır.\nAna, baba, eş veya çocuğun ölümü halinde ölüm olayının raporla\nbelgelenmesi veya yasal mirasçılığın ise veraset ilamı ile belgelenmesi\nşarttır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>H)DOĞAL AFET YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin birinci yılında işçinin ikametgâhının sel, yangın,\ndeprem gibi doğal afetlere uğraması ve bu durumun belgelenmesi kaydıyla\nişverence 1,434,-(bindörtyüzotuzdört) TL doğal afet yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>I)GİYİM YARDIMI VE KORUYUCU EŞYA:\u003C\u002Fp>\n\n\u003Cp>1.Toplu iş sözleşmesi süresi içerisinde sözleşmenin birinci yılında\nyazlık elbise karşılığı 336,-(üçyüzotuzaltı) TL, kışlık elbise\nkarşılığı 407,-(dörtyüzyedi) TL ödeme yapılır. Yazlık için Nisan,\nkışlık için Kasım ayının ilk haftasında ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>2.İşçilere, iki yılda bir verilen kaban yerine, bu toplu iş\nsözleşmesi dönemi için, 2017 yılı Kasım ayı içerisinde\n167,-(yüzaltmışyedi) TL kaban bedeli ödenecektir.\u003C\u002Fp>\n\n\u003Cp>3.Toplu iş sözleşmesi süresi içerisinde yazlık ayakkabı\nkarşılığı 314,- (üçyüzondört) TL, kışlık ayakkabı\nkarşılığında ise 407,-(dörtyüzyedi) TL ödeme yapılır. Yazlık için\nNisan, kışlık için de Kasım ayının ilk haftasında ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>4.Giyim Yardımı: Ödeme tarihinde 6 ayını işyerinde doldurmuş olanlara\ntam olarak yapılır. 6 aydan az çalışmış olanlara 1\u002F6 X çalıştıkları\nay sayısı oranında ödeme yapılır. Çalışılan süreler 15 günden az\nise dikkate alınmaz. 15 günden fazla ise tam aya iblağ edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İ) TEMİZLİK YARDIMI\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme kapsamındaki işçilere yılda iki orta boy havlu ve ayda 4\nkalıp iyi kalite sabun verilir. Verilmediği takdirde bedeli; Mart ayında\nverilmek üzere, sözleşmenin birinci yılında 143,-(yüzkırküç) TL olarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>J)VASITA TAHSİSİ ve ÜCRETİ\u003C\u002Fp>\n\n\u003Cp>İşçilerin işe geliş ve gidişlerini sağlamak amacı ile işveren\ntarafından servis aracı tahsis edilir. Kural olarak işçi, işverenin tahsis\nettiği servis aracını kullanmak zorundadır. Çalışma saatleri\nbakımından servis aracından yararlanamayan işçilere, işveren aylık Mavi\nAKBİL verir ya da bedelini net olarak öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K)Bu maddenin A, B, C, D, E, F, G, H, I\u002F1 ve İ bentlerinde belirlenen\nödemeler sözleşmenin ikinci yılında ücretlere yapılacak zam oranında\nartırılarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE 37 - ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>A)I.YIL\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>Sendika üyesi işçilerin 29.02.2016 tarihinde almakta oldukları aylık\nçıplak ücretlerine, 01.03.2016tarihinden geçerli olmak üzere % 11\n(yüzdeonbir) oranında zam yapılmıştır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)II. YIL\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 28.02.2017 tarihinde almakta oldukları aylık\nücretlerine; 01.03.2017 tarihinden geçerli olmak üzere T.C. Başbakanlık\nTürkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları\nEndeksi 2017\u002FŞubat endeks sayısının, 2016\u002FŞubat endeks sayısına göre\n(bir önceki yılın aynı ayma göre) artışı oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)İŞE YENİ GİRECEK VEYA 01.03.2016 TARİHİNDEN ÖNCE İŞE GİRDİĞİ\nHALDE TARAF SENDİKAYA 01.03.2016 VE SONRASINDA ÜYE OLAN İŞÇİLERİN\nÜCRETLERİ\u003C\u002Fp>\n\n\u003Cp>a)01.03.2016 tarihi ve sonrasında işe ilk defa giren ve sendikaya üye\nolan işçiler ile 01.03.2016 tarihinden önce işe girdiği halde sendikaya bu\nsözleşmenin I. yılında üye olan işçilere 01.03.2016 - 28.02.2017\ntarihleri arasında 1.920,-(bindokuzyüzyirmi) TL aylık ücret\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>b)01.03.2017 tarihi ve sonrasında işe ilk defa giren ve sendikaya üye\nolan işçiler ile 01.03.2017 tarihinden önce işe girdiği halde taraf\nsendikaya 01.03.2017 ve sonrasında üye olan işçilere; 01.03.2016 -\n28.02.2017 tarihleri arasında işe girmiş ve bu maddenin C\u002Fa bendinde\nücretleri belirlenmiş işçilerin sözleşmenin 2. yılı zammı yapılmış\naylık ücretlerinden, 90 TL eksik aylık ücret ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu işçilere 2. yıl ücret zammı ayrıca yapılmayacaktır.\u003C\u002Fp>\n\n\u003Cp>c)Ayrıca, daha önce İSPARK A.Ş. işyerlerinde işe girdiği halde taraf\nsendikaya bu sözleşme dönemi içinde üye olan işçilerin aylık\nücretlerinin C\u002Fa ve C\u002Fb bentlerinde belirlenen ücretlerden daha yüksek\nolması halinde, mevcut ücretlerinin uygulanmasına devam edilir.\u003C\u002Fp>\n\n\u003Cp>d)Halen İSPARK A.Ş. işyerlerinde çalışmakta olan işçilerden I. yıl\nzammı uygulandığı halde ücretleri C\u002Fa bendinde belirlenen ücretlerin\naltında kalanların aylık ücretleri de 01.03.2016 tarihi itibari ile C\u002Fa\nbendinde belirlenen ücretlere yükseltilecektir. Ayrıca, münhasıran\nyardımcı hizmetler personeli, palamar personeli ve teknik personel kadrosunda\nbulunan ve fiilen bu görevleri yapan işçilerden ücretleri 2.100 TL’nin\naltında olanların ücretleri de 01.03.2016 tarihi itibari ile 2.100 TL’ye\nyükseltilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>D)KIDEM ZAMMI\u003C\u002Fp>\n\n\u003Cp>İşçilere, esas günlük ücretleri dışında kalmak ve fakat, normal\nçalışma karşılığı ücret yanında, ikramiye, fazla çalışma, tatilde\nçalışma ve gece zammı ödemelerinde göz önüne alınmak kaydıyla,\nİSPARK A.Ş. işyerinde geçirdikleri her tam hizmet yılı için 24 Krş\u002Fgün\n(yirmidört) kıdem zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>Kıdem zammı uygulaması her yıl 1 Mart tarihi itibariyle yapılır.\u003C\u002Fp>\n\n\u003Cp>Kıdem zammı uygulamasında; gerek 01.03.2016 tarihinden önce işe girmiş\ngerekse 01.03.2016 tarihinden sonra işe yeni girecek işçilerin hizmet\nsüresinin hesabında, İSPARK A.Ş. işyerlerinde işe girdiği tarih ile\ntakip eden 1 Mart tarihi arasındaki süre altı ay ve daha fazla ise bu süre\ntam hizmet yılı sayılacak, altı aydan az süreler dikkate\nalınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu maddenin uygulanması bakımından; işçinin İSPARK A.Ş. öncesinde\nİstanbul Büyükşehir Belediyesinin iştiraklerinde veya kamu kurum ve\nkuruluşlarının daimi işçi kadrosunda geçen hizmet süreleri de İSPARK\nA.Ş. de geçmiş gibi sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cba_bonus\">\u003Ch3>MADDE 38 - İKRAMİYE\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere her ay 10’ar günlük ücretleri tutarında\n(yılda toplam 120 günlük) ikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39 - KONUT EDİNDİRME HAKKI\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerlerinde fiilen çalışan sendika üyesi işçilerin\nkuracağı 100’den fazla üyeli yapı kooperatiflerine; yasaların\ngerektirdiği koşullar içinde, kendi hizmet alanına giren konularda\nyardımcı olur.\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin yürürlük süresi içinde, kooperatifleşmenin hayata\ngeçirilmesi için sendika ve işveren çalışmayı başlatmayı ilke olarak\nkabul ederler. Bu konuda yasaların gerektirdiği şartların yerine\ngetirilmesi amacıyla karşılıklı protokoller düzenlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE 40 - GECE ZAMMI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Saat 20:00 ile sabah 06:00 arası gece itibar edilir. İşçilerin\nmünhasıran bu saatler arasına denk gelen çalışmaları karşılığında,\nnormal saat ücretlerinin % 10 zamlısı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>MADDE 41 - SORUMLULUK ZAMMI\u003C\u002Fh3>\n\n\u003Cp>Vale personeline, fiilen çalıştıkları günlerde, 6,88 TL (altılira,\nseksensekiz) prim ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 42- TATİLDE ÇALIŞMA VE ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Ulusal bayram ve genel tatil günlerinde çalışan işçilere her gün\niçin ilave 1 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 43 - FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>a)Haftalık çalışma süresinin üzerinde yapılan çalışmalar fazla\nçalışma olup, yapılan fazla çalışmaların ücreti, normal çalışma\nücretinin % 50 fazlası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Fazla çalışma yapan işçi isterse, bu çalışmalar karşılığında\nzamlı ücret yerine, fazla çalıştığı her bir saat karşılığında 1\nsaat 30 dakikayı serbest zaman olarak kullanabilir.\u003C\u002Fp>\n\n\u003Cp>c)İşçilere önceden haber vermek kaydı ile fazla çalışma\nyaptırılabilir. Meşru mazeretleri olan işçiler fazla çalışmaya\nzorlanamaz. Meşru mazeretin raporla tevsiki istenemez.\u003C\u002Fp>\n\n\u003Cp>d)Hafta tatili, bayram tatili ve fazla çalışma işin gerektirdiği işçi\nve vasıf ihtiyacı dikkate alınarak işçiler arasında eşitlik esasına\ngöre yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 44 - ÜCRET ÖDEMELERİNİN YAPILMASI\u003C\u002Fh3>\n\n\u003Cp>İşçilerin ücretleri, her ayın 5. günü ödenir. Bu ödeme günleri,\ntatil günlerinden birine rastladığında, ödemeler tatil gününden sonraki\nilk işgünü yapılır. Ödemede gecikme 3 iş gününü geçemez. Ücretlerin\nödendiği ayın ilk Pazartesi gününe kadar yapılan fazla mesai, hafta\ntatili ve genel tatil günleri çalışmalarına ait ücret ödemeleri, maaş\nile birlikte aynı günde yapılır.\u003C\u002Fp>\n\n\u003Cp>Ödemeye ilişkin 5 günden fazla süreli gecikmelerde, gecikilen süreler\niçin bankalarca işletme kredilerine uygulanan en yüksek faiz oranında\ngecikme faizi işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 45 - HARCIRAHLAR\u003C\u002Fh3>\n\n\u003Cp>Harcırahlar konusunda şirket yönetim kurulu kararları uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1 - AYRILANLARIN SÖZLEŞMEDEN YARARLANMALARI\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde belirsiz süreli iş sözleşmesi ile çalışırken bu toplu\niş sözleşmesinin yürürlük başlangıç tarihi ile imza tarihi arasında\nbağlı oldukları kanunla kurulu kurumdan yaşlılık aylığı veya toptan\nödeme almak amacıyla ayrılanlara yahut muvazzaf askerlik nedeniyle\nayrılanlara veya 4857 sayılı Kanunun 17. maddesi uyarınca işveren\ntarafından iş sözleşmesi fesh edilenlerin kendilerine, ölenlerin kanuni\nmirasçılarına bu toplu iş sözleşmesiyle sağlanan yeni miktarlar\nüzerinden hesaplama yapılarak daha önce ödenenlerin mahsubu yapılmak\nsuretiyle ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 2 - FARKLARIN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük tarihinden itibaren oluşacak\nartış farkları, imza tarihinden itibaren imkânlar ölçüsünde en kısa\nsürede işçilere ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 3\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde belirlenmemiş hususlar hakkında “Personel\nve Disiplin Yönetmeliği” hükümleri uygulanır. Bu sözleşmede belirlenen\nsosyal yardımları alan işçiye; Personel ve Disiplin Yönetmeliği’inde\nyer alan, aynı ad altında nakdi veya ayni yardımlar mükerreren\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 46 asıl ve 3 Geçici maddeden ibaret olup,\ntaraflarca 20.10.2016 tarihinde imzalanmıştır.\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",{"contracttrial":42,"contractseverancepay":46,"maxsicknesspayperc":50,"longtermillness":54,"disabilitypay":58,"healthandsafetypolicy":60,"code_application":64,"funeralpay":68,"paidpaternityleave":72,"deathrelatives":75,"marriage":79,"childcareprovision":82,"educationtuition":86,"hourspday":90,"hourspweek":94,"dayspweek":98,"PAIDLEAV_trigger":100,"holidaysdays":104,"schedulesrestpw":108,"TRADEUNLEAV_trigger":112,"ADMINISTRATIVE_trigger":116,"strikes_trigger":120,"STRUCINCR_trigger":124,"wageincreaseperc1":128,"cba_bonus":132,"ONCERISE_trigger":136,"ONCERISE2_trigger":140,"NOCTPREM_trigger":144,"shiftallowanceperc1":148,"ANNLEAVE_trigger":152,"OVERTIME_trigger":155,"COMMUTE_trigger":159,"mealvouchers":163,"coverunion_trigger":167,"protectiveclothing":171,"SENIOR_trigger":175},{"bindId":43,"name":44,"text":45},"contracttrial","MADDE 13 - DENEME SÜRESİ İşçiler işe alı","MADDE 13 - DENEME SÜRESİ\n\nİşçiler işe alındıkları tarihten itibaren 3 ay deneme süresine tabi\ntutulurlar. Deneme süresi içerisinde başarı gösteremeyenlerin ilişkileri\nihbar önellerine uymaksızın kesilebilir. Deneme süresi sonunda işçinin\nilişkisi kesilmemişse, artık daimi işçi vasfını kazanmış olur. Evvelce\nişyerinde çalışırken tenkisata tabi olarak işyerinden ayrılmış\nolanların tekrar işe alınmalarında yeni bir deneme süresi uygulanmaz.\nDerhal daimi işçi kadrosuna alınırlar.",{"bindId":47,"name":48,"text":49},"contractseverancepay","MADDE 28 - KIDEM TAZMİNATI İşçilerin iş ","MADDE 28 - KIDEM TAZMİNATI\n\nİşçilerin iş sözleşmelerinin iş yasasındaki kıdem tazminatı\nödenmesini gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 35 günlük ücreti tutarında kıdem tazminatı ödenir. 1\nyıldan artan süreler içinde aynı oran üzerinden ödeme yapılır. Ölüm\nhallerinde tazminat, yasal mirasçılarına verilir, iş kazası nedeniyle\nölen işçinin kıdem tazminatı 40 gündür.",{"bindId":51,"name":52,"text":53},"maxsicknesspayperc","a)Hastalık, iş kazası ve meslek hastalığ","a)Hastalık, iş kazası ve meslek hastalığı nedeniyle 3 gün ve daha\nfazla istirahat alan işçilerin aldıkları iş göremezlik ödenekleri\nişverence tama iblağ edilir. İlk iki gün için bir ödeme yapılmaz.",{"bindId":55,"name":56,"text":57},"longtermillness","MADDE 21 - İŞE ALMADA USÛL a)Evvelce ayn","MADDE 21 - İŞE ALMADA USÛL\n\na)Evvelce aynı işyerinde çalışıp uygun nedenlerle kendiliğinden\nişten ayrılan ve uygun nedenlerle tenkisata tabi tutulanlar,\n\nb)Hastalık nedeniyle ayrılmış olup, iyileşmesi sonucunda iki ay içinde\nbaşvuranlar,\n\nc)İşyerinde çalışan işçilerden herhangi birinin herhangi bir nedenle\nmalûl kalması yada ölmesi durumunda işe girmeye durumu uygun\nçocuklarından birini işe alır.\n\nd)4857 sayılı İş Kanununun 30. maddesinden doğan yükümlülüğün\nyerine getirilmesinde evvelce işyerinde sakatlanmış işçilere öncelik\nhakkı tanınarak tercihen işe alınırlar.",{"bindId":59,"name":52,"text":53},"disabilitypay",{"bindId":61,"name":62,"text":63},"healthandsafetypolicy","MADDE 34 - İŞ SAĞLIĞI VE GÜVENLİĞİ İşyer","MADDE 34 - İŞ SAĞLIĞI VE GÜVENLİĞİ\n\nİşyerlerinde iş sağlığı ve güvenliği hususunda ilgili mevzuat\nhükümleri uygulanır.",{"bindId":65,"name":66,"text":67},"code_application","İşyerlerinde iş sağlığı ve güvenliği hus","İşyerlerinde iş sağlığı ve güvenliği hususunda ilgili mevzuat\nhükümleri uygulanır.",{"bindId":69,"name":70,"text":71},"funeralpay","G)ÖLÜM YARDIMI: Sözleşmenin birinci yılı","G)ÖLÜM YARDIMI:\n\nSözleşmenin birinci yılında işçilerin iş kazası sonucu ölümü\nhalinde yasal mirasçılarına 3.822,-(üçbinsekizyüzyirmiiki) TL net ödeme\nyapılır.\n\nSözleşmenin birinci yılında işçinin normal ölümü halinde yasal\nmirasçılarına veya cenazeyi kaldıran yakınlarına\n1.674,-(binaltıyüzyetmişdört) TL ödeme yapılır.\n\nİşçinin ana, baba, eş veya çocuğunun sözleşmenin birinci yılında\nölümü halinde net 362,-(üçyüzaltmışiki) TL ölüm yardımı yapılır.\nAna, baba, eş veya çocuğun ölümü halinde ölüm olayının raporla\nbelgelenmesi veya yasal mirasçılığın ise veraset ilamı ile belgelenmesi\nşarttır.",{"bindId":73,"name":74,"text":74},"paidpaternityleave","3-Eşi doğum yapan işçiye 5 işgünü,",{"bindId":76,"name":77,"text":78},"deathrelatives","2-Anne, baba, kardeş, eş veya çocukların","2-Anne, baba, kardeş, eş veya çocuklarının ölümü halinde 7\nişgünü,",{"bindId":80,"name":81,"text":81},"marriage","1-Evlenmesi halinde 10 işgünü,",{"bindId":83,"name":84,"text":85},"childcareprovision","MADDE 35 - KREŞ ve ANAOKULU Kreş ve anao","MADDE 35 - KREŞ ve ANAOKULU\n\nKreş ve anaokulu konusunda mevzuat hükümleri uygulanır.",{"bindId":87,"name":88,"text":89},"educationtuition","C)ÇOCUK VE ÖĞRENİM YARDIMI: İşveren işçi","C)ÇOCUK VE ÖĞRENİM YARDIMI:\n\nİşveren işçinin öğrenim gören her çocuğu için sözleşmenin\nbirinci yılında bir kez Kasım ayının ilk haftasında ödenmek üzere\nİlköğretim (İlkokul ve Ortaokul) için 287,-(ikiyüzseksenyedi) TL, Lise ve\ndengi öğretim için 336,-(üçyüzotuzaltı) TL, yükseköğrenim için\n504,-(beşyüzdört) TL öğrenim yardımı yapar.\n\nBu haklardan, öğrenim gören işçiler de gördükleri eğitim durumuna\ngöre yararlanırlar.\n\nÖğrenim yardımı ödemesi, işçinin veya çocuğunun okumuş olduğu\nokulun normal eğilim süresi ile sınırlı olarak yapılır. Normal süreyi\naşan dönemler için öğrenim yardımı ödemesi yapılmaz.\n\nLise öğrenimi için 21 yaşından, yükseköğrenim için 26 yaşından\ngün alan çocuklar için öğrenim yardımı ödenmez. Ancak, lise\nöğrenimine 21 yaşından, yükseköğrenime 26 yaşından önce başlamış\nve eğitimine devam eden çocuklar için, yaş sınırı dikkate\nalınmaksızın öğrenim yardımı ödenir.\n\nİşçiler bu haklardan belge karşılığı yararlandırılırlar.",{"bindId":91,"name":92,"text":93},"hourspday","MADDE 18 - NORMAL ÇALIŞMA SÜRESİ İşyerle","MADDE 18 - NORMAL ÇALIŞMA SÜRESİ\n\nİşyerlerinde haftalık çalışma süresi 45 saattir. Bu sürenin günlere\nbölünmesi 6 günü geçmemek, 4857 sayılı Kanun ve ona bağlı olarak\nçıkarılan yönetmelikler ve bu toplu iş sözleşmesine uygun olmak\nkaydıyla işverence düzenlenir.\n\n6 işgünü çalıştırılan işçiler için 7. gün hafta tatilidir. 5\nişgünü çalıştırılan işçiler için 6. gün akdi tatil, 7. gün hafta\ntatilidir.",{"bindId":95,"name":96,"text":97},"hourspweek","İşyerlerinde haftalık çalışma süresi 45 ","İşyerlerinde haftalık çalışma süresi 45 saattir. Bu sürenin günlere\nbölünmesi 6 günü geçmemek, 4857 sayılı Kanun ve ona bağlı olarak\nçıkarılan yönetmelikler ve bu toplu iş sözleşmesine uygun olmak\nkaydıyla işverence düzenlenir.",{"bindId":99,"name":96,"text":97},"dayspweek",{"bindId":101,"name":102,"text":103},"PAIDLEAV_trigger","MADDE 22 - YILLIK ÜCRETLİ İZİNLER a)01.0","MADDE 22 - YILLIK ÜCRETLİ İZİNLER\n\na)01.03.2015 tarihinden önce işe giren işçilerden;",{"bindId":105,"name":106,"text":107},"holidaysdays","a)01.03.2015 tarihinden önce işe giren i","a)01.03.2015 tarihinden önce işe giren işçilerden;\n\n\n\nHizmeti 1 yıldan 5 yıla kadar olanlara (5 yıl dâhil) 16 işgünü\n\nHizmeti 5 yıldan fazla 10 yıldan az olanlara20 işgünü\n\nHizmeti 10 yıldan fazla olanlara26 işgünü\n\nücretli izin verilir.\n\n\n\nb)01.03.2015 tarihi ve daha sonrasında işe giren işçilerin yıllık izin\nsüreleri İş Kanununda belirlenen sürelerdir.",{"bindId":109,"name":110,"text":111},"schedulesrestpw","6 işgünü çalıştırılan işçiler için 7. gü","6 işgünü çalıştırılan işçiler için 7. gün hafta tatilidir. 5\nişgünü çalıştırılan işçiler için 6. gün akdi tatil, 7. gün hafta\ntatilidir.",{"bindId":113,"name":114,"text":115},"TRADEUNLEAV_trigger","b)Sendika ve şube yöneticileri ile Başte","b)Sendika ve şube yöneticileri ile Baştemsilciler önceden işverene\nhaber vermek ve işi aksatmamak kaydı ile iş saatleri içerisinde işçilerle\nkendi işyerlerinde görüşebilirler. Bu konuda işveren yöneticileri her\ntürlü kolaylığı gösterir.",{"bindId":117,"name":118,"text":119},"ADMINISTRATIVE_trigger","d)İşçinin, işverenin işini yaparken meyd","d)İşçinin, işverenin işini yaparken meydana gelen olaydan dolayı\nmahkemede, karakolda ve hastanede geçen süreleri belgeleme koşuluyla iş\nsüresinden sayılır.",{"bindId":121,"name":122,"text":123},"strikes_trigger","MADDE 33 - UZLAŞTIRMA KURULU Taraflar iş","MADDE 33 - UZLAŞTIRMA KURULU\n\nTaraflar işbu toplu iş sözleşmesi hükümlerinden bir ya da birkaçı\nüzerinde uygulama veya yorum uyuşmazlığına düşerlerse, uyuşmazlık\niddiasında olan tarafın yapacağı yazılı çağrı üzerine (yazılı\nçağrıda hangi konuların görüşülmesi istendiği açıkça belirtilir) en\ngeç 10 işgünü içerisinde toplanarak uyuşmazlık konularını müzakere\nederler. Müzakereler sonucunda anlaşma sağlanamazsa yasal yollara\nbaşvurabilirler. Varılan mutabakatlar istenirse tutanağa bağlanabilir.",{"bindId":125,"name":126,"text":127},"STRUCINCR_trigger","MADDE 37 - ÜCRET ZAMMI A)I.YIL Sendika ü","MADDE 37 - ÜCRET ZAMMI\n\nA)I.YIL\n\nSendika üyesi işçilerin 29.02.2016 tarihinde almakta oldukları aylık\nçıplak ücretlerine, 01.03.2016tarihinden geçerli olmak üzere % 11\n(yüzdeonbir) oranında zam yapılmıştır.\n\n\n\nB)II. YIL\n\nSendika üyesi işçilerin 28.02.2017 tarihinde almakta oldukları aylık\nücretlerine; 01.03.2017 tarihinden geçerli olmak üzere T.C. Başbakanlık\nTürkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları\nEndeksi 2017\u002FŞubat endeks sayısının, 2016\u002FŞubat endeks sayısına göre\n(bir önceki yılın aynı ayma göre) artışı oranında zam\nyapılacaktır.\n\n\n\nC)İŞE YENİ GİRECEK VEYA 01.03.2016 TARİHİNDEN ÖNCE İŞE GİRDİĞİ\nHALDE TARAF SENDİKAYA 01.03.2016 VE SONRASINDA ÜYE OLAN İŞÇİLERİN\nÜCRETLERİ\n\na)01.03.2016 tarihi ve sonrasında işe ilk defa giren ve sendikaya üye\nolan işçiler ile 01.03.2016 tarihinden önce işe girdiği halde sendikaya bu\nsözleşmenin I. yılında üye olan işçilere 01.03.2016 - 28.02.2017\ntarihleri arasında 1.920,-(bindokuzyüzyirmi) TL aylık ücret\nödenecektir.\n\nb)01.03.2017 tarihi ve sonrasında işe ilk defa giren ve sendikaya üye\nolan işçiler ile 01.03.2017 tarihinden önce işe girdiği halde taraf\nsendikaya 01.03.2017 ve sonrasında üye olan işçilere; 01.03.2016 -\n28.02.2017 tarihleri arasında işe girmiş ve bu maddenin C\u002Fa bendinde\nücretleri belirlenmiş işçilerin sözleşmenin 2. yılı zammı yapılmış\naylık ücretlerinden, 90 TL eksik aylık ücret ödenecektir.\n\nBu işçilere 2. yıl ücret zammı ayrıca yapılmayacaktır.\n\nc)Ayrıca, daha önce İSPARK A.Ş. işyerlerinde işe girdiği halde taraf\nsendikaya bu sözleşme dönemi içinde üye olan işçilerin aylık\nücretlerinin C\u002Fa ve C\u002Fb bentlerinde belirlenen ücretlerden daha yüksek\nolması halinde, mevcut ücretlerinin uygulanmasına devam edilir.\n\nd)Halen İSPARK A.Ş. işyerlerinde çalışmakta olan işçilerden I. yıl\nzammı uygulandığı halde ücretleri C\u002Fa bendinde belirlenen ücretlerin\naltında kalanların aylık ücretleri de 01.03.2016 tarihi itibari ile C\u002Fa\nbendinde belirlenen ücretlere yükseltilecektir. Ayrıca, münhasıran\nyardımcı hizmetler personeli, palamar personeli ve teknik personel kadrosunda\nbulunan ve fiilen bu görevleri yapan işçilerden ücretleri 2.100 TL’nin\naltında olanların ücretleri de 01.03.2016 tarihi itibari ile 2.100 TL’ye\nyükseltilecektir.",{"bindId":129,"name":130,"text":131},"wageincreaseperc1","Sendika üyesi işçilerin 29.02.2016 tarih","Sendika üyesi işçilerin 29.02.2016 tarihinde almakta oldukları aylık\nçıplak ücretlerine, 01.03.2016tarihinden geçerli olmak üzere % 11\n(yüzdeonbir) oranında zam yapılmıştır.",{"bindId":133,"name":134,"text":135},"cba_bonus","MADDE 38 - İKRAMİYE Sendika üyesi işçile","MADDE 38 - İKRAMİYE\n\nSendika üyesi işçilere her ay 10’ar günlük ücretleri tutarında\n(yılda toplam 120 günlük) ikramiye ödenir.",{"bindId":137,"name":138,"text":139},"ONCERISE_trigger","A)BİRLEŞTİRİLMİŞ SOSYAL YARDIMLAR: İşçil","A)BİRLEŞTİRİLMİŞ SOSYAL YARDIMLAR:\n\nİşçilere, aile, çocuk, yakacak, bayram, izin gibi sosyal harcamalarını\nkarşılamak amacı ile sözleşmenin birinci yılında her ay\n472,-(dörtyüzyetmişiki) TL sosyal yardım paketi olarak ödeme yapılır.",{"bindId":141,"name":142,"text":143},"ONCERISE2_trigger","MADDE 41 - SORUMLULUK ZAMMI Vale persone","MADDE 41 - SORUMLULUK ZAMMI\n\nVale personeline, fiilen çalıştıkları günlerde, 6,88 TL (altılira,\nseksensekiz) prim ödenir.",{"bindId":145,"name":146,"text":147},"NOCTPREM_trigger","MADDE 40 - GECE ZAMMI Saat 20:00 ile sab","MADDE 40 - GECE ZAMMI\n\nSaat 20:00 ile sabah 06:00 arası gece itibar edilir. İşçilerin\nmünhasıran bu saatler arasına denk gelen çalışmaları karşılığında,\nnormal saat ücretlerinin % 10 zamlısı ödenir.",{"bindId":149,"name":150,"text":151},"shiftallowanceperc1","Saat 20:00 ile sabah 06:00 arası gece it","Saat 20:00 ile sabah 06:00 arası gece itibar edilir. İşçilerin\nmünhasıran bu saatler arasına denk gelen çalışmaları karşılığında,\nnormal saat ücretlerinin % 10 zamlısı ödenir.",{"bindId":153,"name":102,"text":154},"ANNLEAVE_trigger","MADDE 22 - YILLIK ÜCRETLİ İZİNLER\n\na)01.03.2015 tarihinden önce işe giren işçilerden;\n\n\n\nHizmeti 1 yıldan 5 yıla kadar olanlara (5 yıl dâhil) 16 işgünü\n\nHizmeti 5 yıldan fazla 10 yıldan az olanlara20 işgünü\n\nHizmeti 10 yıldan fazla olanlara26 işgünü\n\nücretli izin verilir.\n\n\n\nb)01.03.2015 tarihi ve daha sonrasında işe giren işçilerin yıllık izin\nsüreleri İş Kanununda belirlenen sürelerdir.\n\nc)Yıllık ücretli izin hakkından vazgeçilemez ve ücreti ödenerek izin\nhakkı kaldırılamaz (İşçinin, zorunlu hallerde yıllık ücretli iznine\nmahsuben izin kullanması mümkündür. Bu hüküm asgari 1 yıl çalışmış\nişçilere uygulanır).\n\nd)Ücretli izine rastlayan Ulusal Bayram, hafta tatili ve genel tatil\ngünleri izin süresinden sayılmaz, ücretli izine ilave edilir.\n\ne)İşçi sayısı yüzden fazla olan işyerlerinde işveren veya işveren\nvekilinin atayacağı bir kişinin başkanlığı altında iki işçi\ntemsilcisinden oluşan bir izin kurulu kurulur. İzin Kurulu bu yönetmeliğe\ngöre çalışmalarını sürdürür, yıllık izin hakkı doğmuş olan\nişçilerin izin çizelgeleri kurul tarafından hazırlanır ve işverenin\nonayından sonra işyerinde ilan edilir. İzin Kurulu tarafından belirlenen ve\nişverence onaylanan izin çizelgelerine göre belirlenmiş tarihlerde\nişçilerin izinlerinin kullandırılması zorunludur. İzin çizelgelerine\ngöre izinli olan işçiye izin süresince işyerlerinde iş verilmez.\n\nf)Yıllık ücretli izinlerin zamanında kullanılması esastır. Cari\nyılın izni bir sonraki yıla ertelenemez.",{"bindId":156,"name":157,"text":158},"OVERTIME_trigger","MADDE 43 - FAZLA ÇALIŞMA ÜCRETİ a)Haftal","MADDE 43 - FAZLA ÇALIŞMA ÜCRETİ\n\na)Haftalık çalışma süresinin üzerinde yapılan çalışmalar fazla\nçalışma olup, yapılan fazla çalışmaların ücreti, normal çalışma\nücretinin % 50 fazlası olarak ödenir.\n\nb)Fazla çalışma yapan işçi isterse, bu çalışmalar karşılığında\nzamlı ücret yerine, fazla çalıştığı her bir saat karşılığında 1\nsaat 30 dakikayı serbest zaman olarak kullanabilir.\n\nc)İşçilere önceden haber vermek kaydı ile fazla çalışma\nyaptırılabilir. Meşru mazeretleri olan işçiler fazla çalışmaya\nzorlanamaz. Meşru mazeretin raporla tevsiki istenemez.\n\nd)Hafta tatili, bayram tatili ve fazla çalışma işin gerektirdiği işçi\nve vasıf ihtiyacı dikkate alınarak işçiler arasında eşitlik esasına\ngöre yapılır.",{"bindId":160,"name":161,"text":162},"COMMUTE_trigger","J)VASITA TAHSİSİ ve ÜCRETİ İşçilerin işe","J)VASITA TAHSİSİ ve ÜCRETİ\n\nİşçilerin işe geliş ve gidişlerini sağlamak amacı ile işveren\ntarafından servis aracı tahsis edilir. Kural olarak işçi, işverenin tahsis\nettiği servis aracını kullanmak zorundadır. Çalışma saatleri\nbakımından servis aracından yararlanamayan işçilere, işveren aylık Mavi\nAKBİL verir ya da bedelini net olarak öder.\n\n\n\nK)Bu maddenin A, B, C, D, E, F, G, H, I\u002F1 ve İ bentlerinde belirlenen\nödemeler sözleşmenin ikinci yılında ücretlere yapılacak zam oranında\nartırılarak ödenir.",{"bindId":164,"name":165,"text":166},"mealvouchers","B)YEMEK VEYA BEDELİ: İşçilere; fiilen ça","B)YEMEK VEYA BEDELİ:\n\nİşçilere; fiilen çalıştıkları günlerde bir öğün doyurucu,\nkalorisi yeterli, lezzetli sıcak yemek vermek esastır. Yemeğin listesinin\nhazırlanmasına bir sendika temsilcisi de katılır. Yemek verilmediği\ntakdirde fiilen çalışılan günlerde işçilere sözleşmenin birinci\nyılında 15,56 TL\u002FGün (onbeşlira, ellialtıkuruş) yemek yardımı\nyapılır.\n\nRamazan ayında yemek yenilen yerlerde oruç tutanlara yemek bedeli\nödenir.",{"bindId":168,"name":169,"text":170},"coverunion_trigger","B) YARARLANMA KOŞULLARI Bu toplu iş sözl","B) YARARLANMA KOŞULLARI\n\nBu toplu iş sözleşmesinden Hizmet-lş Sendikası üyeleri yararlanırlar.\nBu Toplu iş sözleşmesinin imzalanması tarihinde taraf sendikaya üye\nolanlar yürürlük tarihinden itibaren, imza tarihinden sonra üye olanlar\nise; üyeliklerinin taraf işçi sendikasınca işverene yazı ile\nbildirildiği tarihten itibaren toplu iş sözleşmesinden yararlanırlar.\n\nToplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nbulunmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye bulunup da ayrılanlar veya sendikadan\nçıkarılanların toplu iş sözleşmesinden yararlanabilmeleri, toplu iş\nsözleşmesine taraf işçi sendikasına dayanışma aidatı ödemelerine\nbağlıdır.",{"bindId":172,"name":173,"text":174},"protectiveclothing","I)GİYİM YARDIMI VE KORUYUCU EŞYA: 1.Topl","I)GİYİM YARDIMI VE KORUYUCU EŞYA:\n\n1.Toplu iş sözleşmesi süresi içerisinde sözleşmenin birinci yılında\nyazlık elbise karşılığı 336,-(üçyüzotuzaltı) TL, kışlık elbise\nkarşılığı 407,-(dörtyüzyedi) TL ödeme yapılır. Yazlık için Nisan,\nkışlık için Kasım ayının ilk haftasında ödeme yapılır.\n\n2.İşçilere, iki yılda bir verilen kaban yerine, bu toplu iş\nsözleşmesi dönemi için, 2017 yılı Kasım ayı içerisinde\n167,-(yüzaltmışyedi) TL kaban bedeli ödenecektir.\n\n3.Toplu iş sözleşmesi süresi içerisinde yazlık ayakkabı\nkarşılığı 314,- (üçyüzondört) TL, kışlık ayakkabı\nkarşılığında ise 407,-(dörtyüzyedi) TL ödeme yapılır. Yazlık için\nNisan, kışlık için de Kasım ayının ilk haftasında ödeme yapılır.\n\n4.Giyim Yardımı: Ödeme tarihinde 6 ayını işyerinde doldurmuş olanlara\ntam olarak yapılır. 6 aydan az çalışmış olanlara 1\u002F6 X çalıştıkları\nay sayısı oranında ödeme yapılır. Çalışılan süreler 15 günden az\nise dikkate alınmaz. 15 günden fazla ise tam aya iblağ edilir.",{"bindId":176,"name":177,"text":178},"SENIOR_trigger","D)KIDEM ZAMMI İşçilere, esas günlük ücre","D)KIDEM ZAMMI\n\nİşçilere, esas günlük ücretleri dışında kalmak ve fakat, normal\nçalışma karşılığı ücret yanında, ikramiye, fazla çalışma, tatilde\nçalışma ve gece zammı ödemelerinde göz önüne alınmak kaydıyla,\nİSPARK A.Ş. işyerinde geçirdikleri her tam hizmet yılı için 24 Krş\u002Fgün\n(yirmidört) kıdem zammı ödenir.\n\nKıdem zammı uygulaması her yıl 1 Mart tarihi itibariyle yapılır.\n\nKıdem zammı uygulamasında; gerek 01.03.2016 tarihinden önce işe girmiş\ngerekse 01.03.2016 tarihinden sonra işe yeni girecek işçilerin hizmet\nsüresinin hesabında, İSPARK A.Ş. işyerlerinde işe girdiği tarih ile\ntakip eden 1 Mart tarihi arasındaki süre altı ay ve daha fazla ise bu süre\ntam hizmet yılı sayılacak, altı aydan az süreler dikkate\nalınmayacaktır.\n\nBu maddenin uygulanması bakımından; işçinin İSPARK A.Ş. öncesinde\nİstanbul Büyükşehir Belediyesinin iştiraklerinde veya kamu kurum ve\nkuruluşlarının daimi işçi kadrosunda geçen hizmet süreleri de İSPARK\nA.Ş. de geçmiş gibi sayılır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>İSPARK İSTANBUL OTOPARK İŞLETMELERİ TİC. A.Ş. İŞLETME TOPLU İŞ SÖZLEŞMESİ (MİKSEN ve HİZMET-İŞ) Collective Agreement Between 01.03.2016 and 28.02.2018 - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-02-28\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: → Other\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        \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        \n\n        \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): → The CBA explicitly refers to the law %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\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: → Evet\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\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 1674.0\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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Evet\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: → Evet\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \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\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 175 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 35 days\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 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            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2016-03\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TRY 472.0 %\n                \u003C\u002Fdiv>\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: → Evet\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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → TRY  per month\n                \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Evet\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 15.56 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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