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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>İSTANBUL BÜYÜKŞEHİR BELEDİYESİ İŞLETME TOPLU İŞ SÖZLEŞMESİ\n(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 Büyükşehir Belediye\nBaşkanlığının 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 Büyükşehir Belediye\nBaşkanlığı İŞVEREN, Tüm Belediye ve Genel Hizmet İşçileri Sendikası\n(HİZMET-İŞ) SENDİKA, Mahalli İdareler Kamu İşveren Sendikası (MİKSEN)\nİŞVEREN SENDİKASI, İstanbul Büyükşehir Belediye Başkanlığı\nİşyerlerinde çalışan ve bu sözleşmeden yararlanacak olanlar da SENDİKA\nÜYESİ İŞÇİ diye geçecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch3>MADDE 2 - SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.03.2016 tarihinde yürürlüğe girmek ve\n28.02.2018 tarihinde sona ermek üzere iki (2) 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\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>Sendika üyesi üniversite mezunu işçilere, işverence yapılacak farklı\nücret uygulamalarında bu toplu iş sözleşmesinin “SÖZLEŞMENİN\nGÜVENCESİ” başlıklı 4. maddesi hükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) YARARLANMA KOŞULLARI\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinden Hizmet-İş Sendikası üyeleri\nyararlanırlar. Bu Toplu iş sözleşmesinin imzalanması tarihinde taraf\nsendikaya üye olanlar yürürlük tarihinden itibaren, imza tarihinden sonra\nüye olanlar ise; üyeliklerinin taraf işçi 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 iç 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 alınası şartıyla sözleşmede\nbelirtilmiş bütün kurulların ve temsilcilerin yetki ve görevleri yeni\ntoplu iş sözleşmesi imzalanıncaya kadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4 - SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>a) İşveren; hiçbir şekilde bu Toplu İş Sözleşmesi hükümlerini\nkısmen veya tamamen, doğrudan doğruya veya dolaylı yollarla Hizmet-İş\nSendikası üyesi olmayanlarla, sendikasız veya başka bir sendikanın\nüyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b) İşveren tarafından, sendika üyesi olmayan işçilere bu toplu iş\nsözleşmesiyle sağlanan haklar verildiği veya her ne nam altında olursa\nolsun bu hakların ve yararların daha üstünde hak ve yararlar sağlandığı\ntakdirde sendikanın olayı işverene bildirdiği anda işveren yanlış\nuygulamaya son verir. Sendikanın yazılı bildiriminin üzerinden 1 ay\ngeçmesine rağmen uygulamaya son verilmezse, bu uygulama, münhasıran o\nişverenin işyerinde çalışan sendikalı işçilere de uygulanır. Ancak,\nkapsam dışı personel veya sendikalı işçilerin tümüne yapılacak\nuygulama bu hükmün dışındadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>b) Sendika ve şube yöneticileri ile Baştemsilciler önceden işverene\nhaber vermek ve işi aksatmamak kaydı ile iş saatleri içerisinde işçilerle\nkendi bölge ve şefliklerinde görüşebilirler. Bu konuda işveren\nyöneticileri her türlü kolaylığı gösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 7 - İŞYERİ SENDİKA TEMSİLCİLERİ, İŞÇİ LOKALİ VE İLAN\nTAHTASI\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\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"170\">\u003Cp>İşyerinde işçi sayısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>50’ye kadar ise\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>1,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"170\">\u003Cp>“ “ “\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>51-100 arasında\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>2,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"170\">\u003Cp>“ “ “\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>101-500 arasında\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"170\">\u003Cp>“ “ “\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>501-1000 arasında\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>4,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"170\">\u003Cp>“ “ “\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>1001 -2000 arasında\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>6,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"170\">\u003Cp>“ “ “\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>2000’den fazla ise\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\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, her işyerinde çalışan tüm işçilerin yüzde elliden (%50)\nfazlasının rahatlıkla oturabileceği bir lokal temini için gerekeni yapar.\nAyrıca, çalışmalarını sürdürmek amacı ile işyerinin uygun bir yerinde\nolanak varsa lokal içinde bir temsilcilik odası temin etmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>a) İşverence temsilci odasında bir masa, yeteri kadar sandalye, çelik\ndolap, paralel telefon, bir bilgisayar (en fazla 40 temsilci odasına), duvar\ngazetesi için pano, kitaplık ve gerekli kırtasiye malzemeleri\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, lokal içerisinde 100x200 cm. ebadında anahtarı sendika\nbaştemsilcisinde bulanan camekanlı bir ilan tahtası bulundurmak zorundadır.\nBu ilan tahtalarına asılacak her türlü ilan, bildiri, afiş ve benzeri\nyazıların altında sendika mührü ve yetkili imzanın bulunması zorunludur.\nBu tahtalara asılacak her türlü ilan, bildiri, bülten ve benzeri\nyazılardan doğacak sorumluluk sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>Bu ilan tahtasına başka sendikaların ilan ve bildirileri aşılamaz.\u003C\u002Fp>\n\n\u003Cp>İşçi lokalinde bir soğutucu dolap bulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavtxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 8 - SENDİKA TEMSİLCİ VE ÜYELERİNE TANINAN ÜCRETLİ\nİZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A) BAŞTEMSİLCİ İZNİ:\u003C\u002Fp>\n\n\u003Cp>Sendika Baştemsilcisine, temsilcilik görevlerini yerine getirebilmesi\niçin haftada 8 saat 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>\u003C\u002Fp>\n\n\u003Cp>B) TEMSİLCİ İZİNLERİ:\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak şartı ile aşağıda yazılı sürelerde yerine\ngetirirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable>\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>İŞYERİ İSÇİ MEVCUDU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>HAFTALIK ÜCRETLİ İZİN SÜRESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>01-50 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3 saat,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>51-200 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>4 saat,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>201-500 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>5 saat,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>500’den fazla işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>6 saat,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)DİĞER İZİNLER:\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, genel kurul ve temsilciler meclisi gibi toplantılara katılmaları\niçin sendikanın yazılı talebi üzerine aşağıdaki düzenlenen şekle\ngöre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable>\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>İŞYERİ İSÇİ MEVCUDU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>YILLIK TOPLAM ÜCRETLİ İZİN SÜRESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>01-50 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>25 gün,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>51-100 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>35 gün,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>101-200 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>45 gün,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>201-500 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>65 gün,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>501-1000 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>85 gün,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>1000’den fazla işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>işçi sayısının %10’u kadar gün.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5’inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak, genel kurullar için bu %5 oranı aranmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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 bitişe 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\nsendika yöneticileri, bir ay içinde işe alınmazsa, işveren kıdem\ntazminatlarını toptan öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 10 - SENDİKANIN YARARLANABİLECEĞİ SALON, ARAÇ VE GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>a) Sendika; eğitim, seminer, konferans ve benzeri sosyal, eğitsel\ntoplantıları için işverenin salon ile araç ve gereçlerinden işverenle\nanlaşma sağlayarak ücretsiz yararlanır.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, işçilerin Belediye tiyatrolarında sergilediği sosyal ve\nkültürel etkinliklerinden indirimli olarak yararlanması için mevzuatın\nizin verdiği ölçüde gerekli çabayı gösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11 - SENDİKA AİDATI VE ÇALIŞAN İŞÇİLERİN LİSTESİNİN\nVERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>a) İşveren; 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18. Maddesi 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. İşveren 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 12 - SENDİKA ÜYELERİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Anayasa ve diğer mevzuat hükümleri ile işçilere tanınmış bulunan\nhaklar, gerek doğrudan doğruya ve gerekse dolaylı olarak ihlal olunamaz.\nİşçilerin hak etmiş olduğu ücretlerinden her ne sebeple olursa olsun bir\nindirim yapılamaz. İşçinin ücret statüsünde, ödeme şeklinde, kadro\nunvanı vs. şartlarında işçi aleyhine bir değişiklik yapılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 13 - İŞÇİNİN ZORLANAMAYACAĞI GÖREVLER\u003C\u002Fh3>\n\n\u003Cp>İşveren, işçiye; yasalara, toplu iş sözleşmesine, İş Sağlığı ve\nGüvenliği Kanununa aykırı iş yaptıramaz. İşçi kendisine verilen emri,\nyasa ve toplu iş sözleşmesine aykırı görürse bizzat veya işyeri\ntemsilcisi aracılığıyla görevin yasaya ve sözleşmeye aykırılığını\ngörev veren yetkiliye derhal bildirir. Yetkili bu görevin yapılmasında\nısrar ederse emir yerine getirilir. İşçinin veya temsilcinin uyarısına\nrağmen yaptırılan işten veya sonucundan işçi sorumlu tutulamaz. İşçi\nveya temsilci olayı en kısa sürede emri verenin bir üst amirine yazılı\nolarak bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 14 – ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI\u003C\u002Fh3>\n\n\u003Cp>Muvazzaf askerlik hizmeti dışında, herhangi bir nedenle silahaltına\nalınan işçinin hizmet akdinin askıya alındığı süre içerisinde ücret\nve sosyal haklarının tamamı ödenir.\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik hizmetini yaptıktan sonra 1 ay içinde işine dönmek\nisteyen işçi (kıdem tazminatını almamış ise) ayrıldığı derece ve\nmüktesep haklarına ek olarak işbu sözleşme ile sağlanan haklardan\nyararlandırılarak eski yerine veya eski işine uygun başka bir işe\nalınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 15 - DENEME SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>İşçiler işe alındıkları tarihten itibaren 2 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 16 - İŞ VE İŞYERİ DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşçiler genel olarak istihdamına esas olan işinde ve branşında\nçalıştırılır. İşçinin işyerinin, ikametgâhına yakın olmasına\nözen gösterilir. Ancak iş icap ve zaruretlerine göre işçiler işyeri\niçinde veya Belediyeye bağlı başka bir işyerinde unvan veya niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde geçici olarak\nişveren tarafından çalıştırılabilir. Ancak bu süre 5 ayı geçemez,\nişçinin kendi talebiyle yapılacak Belediye dışı geçici\ngörevlendirmelerde bu süre 2 yıl olabilir. Müdürlük içi\ngörevlendirmelerde; Anadolu yakasındaki bir işyerinde çalışan işçinin\nyine Anadolu yakasındaki başka bir işyerinde, Avrupa yakasındaki bir\nişyerinde çalışan işçinin de aynı müdürlüğün yine Avrupa\nyakasındaki başka bir işyerinde görevlendirilmesine özen gösterilir.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak kaydı ile yapılacak devamlı\nnakillerde disiplin kurulu kararı alınır.\u003C\u002Fp>\n\n\u003Cp>İş ve İşyeri değişikliği ceza mahiyetinde olamaz. İşçiler,\ndevamlı olarak kadro unvanları dışındaki işlerde\nçalıştırılamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 17 - VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>İşin gerektirdiği hallerde işçiler, iki veya üç vardiya halinde\nçalıştırılabilirler. Bir işçi iki haftadan fazla gece vardiyasında\nçalıştırılamaz. Vardiya cetvelleri her ay liste halinde işyerinde ilan\nolunur. İki hafta böyle çalışan işçi takiben iki hafta gündüz\nçalıştırılır. Vardiyalı işçiler 16 saat dinlendirilmeden önce işe\nçağrılamazlar. Vardiya bitiminde toplu taşıma araçları çalışmıyorsa\nvardiyadan çıkan işçilere servis verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>MADDE 18 - 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\u003Cp>d) İşçinin, işverenin işini yaparken meydana gelen olaydan dolayı\nmahkemede, karakolda ve hastanede geçen süreleri belgeleme koşuluyla iş\nsüresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>e) İşverenin araç ve gerecinde meydana gelen arıza nedeniyle gecikilen\nsüreler de çalışmış gibi sayılır.\u003C\u002Fp>\n\n\u003Cp>f) Asfalt işlerinde işveren, işçilerin ara dinlenmesini engellemeyecek\nşekilde asfalt sevkiyatını yapar. 11.30-14.00 saatleri arasında bir saat\nöğlen dinlenmesi mutlaka verilir\u003C\u002Fp>\n\n\u003Cp>g) Belediye işyerlerinde uygulanmakta olan meri ara dinlenmesi sürelerine\naynen devam edilir. Ara dinlenmesi verilen yerlerde bu dinlenmelerin hangi\nsaatler arasında yapılacağı her işçinin görebileceği yerlerde yazılı\nolarak ilan edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 19 - İŞE GEÇ GELME\u003C\u002Fh3>\n\n\u003Cp>İşçinin saatinde işe gelmesi esastır. 30 günlük süre içinde 3 defa\n1 saate kadar işe geç gelen işçiyi işveren işe başlatır. Bu gecikmeden\ndolayı işçinin ücretinden bir kesinti yapılamaz. 30 günlük süre içinde\n3 defadan fazla veya 1 saati aşan geç gelmede işçiyi işveren tam veya\nyarım gün için işe başlatıp başlatmamada serbesttir. 30 günlük süre\nişçinin işe geç geldiği günden itibaren hesaplanır. Yangın, deprem, su\nbaskını, yoğun kar yağışı gibi nedenlerle mahalli vasıtaların\ngecikmeye uğradığı hallerde o gün işine geç gelen işçi işe\nbaşlatılır. Geç kaldığı saatler ücretli izinli sayılır. Bunun\ndışında birim amirince kabul edilen meşru mazeretlerinden dolayı işe geç\ngelenler geç kaldıkları sürelerce ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 20 - ÇALIŞANLARIN İŞ SÖZLEŞMELERİ VE GEÇİCİ İŞÇİLERİN\nTOPLU İŞ SÖZLEŞMESİNDEN YARARLANMALARI\u003C\u002Fh3>\n\n\u003Cp>İşçiler, belirli ve belirsiz süreli iş sözleşmeleri ile işe\nalınırlar.\u003C\u002Fp>\n\n\u003Cp>1- Mahiyeti itibariyle devamlılık arz eden işlerde çalışan işçiler,\nsüresi belirli olmayan iş sözleşmesi ile alınıp çalıştırılan\nişçilerdir.\u003C\u002Fp>\n\n\u003Cp>2- Mahiyeti itibariyle devamlılık arz etmeyen mevsimlik veya belirli bir\nişin yapılması için işe alınan işçilerle yapılan sözleşmeler,\nsüresi belirli sözleşmelerdir.\u003C\u002Fp>\n\n\u003Cp>3- Süresi belirli iş sözleşmeleri altı aydan fazla müddetle\nyapılamaz. İşveren süresi belirli iş sözleşmesi ile aldığı bir\nişçiyi süre bitiminden sonra çalıştırdığı takdirde bu işçi boş\nkadro olması halinde devamlı kadroya geçirilir. Boş kadro olmaması halinde\nyeni işçi gereksinmesi devam ediyorsa ara verilmeden o işçilerin\nsözleşmesi yenilenmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>4- İşveren bünyesinde aynı vasıfta belirli süreli iş sözleşmesi ile\nçalışan işçi olduğu müddetçe dışarıdan kadrolu işçi alamaz. Mevcut\nmünhal kadrolara veya açılacak kadrolara, öncelikle işe giriş tarihine\ngöre, aranan vasıflara sahip belirli süreli iş sözleşmesi ile çalışan\nişçilere kadro vermek zorundadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>5- a) Mevcut geçici işçiler, toplu iş sözleşmesinin yürürlük\ntarihinden itibaren, sözleşmenin tüm hükümlerinden yararlanırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Bu toplu iş sözleşmesinin imza tarihinden sonra işe alınacak yeni\nişçiler deneme süresi geçtikten ve sendikaya üye olup, sendikaca üyeliği\nyazılı olarak işverene bildirildiği tarihten itibaren toplu iş\nsözleşmesinin tüm hükümlerinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>6- Şehir Tiyatrolarında çağrı üzerine çalışma yaptırılan personel\nile geçici personele bu madde hükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 21 - KALİFİYE İŞÇİ İHTİYACINDA ÖNCELİK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Cp>Bu sözleşme kapsamına giren işyerlerinde hâsıl olacak kalifiye işçi\nihtiyaçları, 22.02.2007 tarih ve 26442 sayılı Resmi Gazetede yayımlanarak\nyürürlüğe giren “Belediye ve Bağlı Kuruluşları ile Mahalli İdare\nBirlikleri Norm Kadro İlke ve Standartlarına Dair Yönetmelik”in ekinde\nbelirtilen aşağıda yazılı Sürekli İşçi Kadro Unvanları arasından\nişyerlerimizin ihtiyacına göre yürürlükteki mevzuat çerçevesinde temin\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) Şoförler, işyerinde çalışan ehliyeti olan işçiler arasından ve\ndışarıdan,\u003C\u002Fp>\n\n\u003Cp>b) Operatörler, ehliyeti ve sertifikası olan işçiler arasından,\u003C\u002Fp>\n\n\u003Cp>c) Ustabaşılar, ustalar arasından ve dışarıdan,\u003C\u002Fp>\n\n\u003Cp>ç) Ustalar, işçiler arasından ve dışarıdan,\u003C\u002Fp>\n\n\u003Cp>d) Aşçılar, işçiler arasından ve dışarıdan,\u003C\u002Fp>\n\n\u003Cp>Sınavla tefrik ve temin edilir, ihtiyaç görülen kalifiye işçiden sanat\nsırasına göre okuldan yetişme şartı aranmıyorsa müdürlükteki\nişyerinde bu sıfatı taşıyanlar ve vasıfları bulunanlar arasından\nsınavla tefrik ve temin edilirler.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen unvanlar için kurum içinde unvan sınavı açılması\nhalinde, sınava başvuracak personelin başvurduğu unvanda Başkanlık\nMakamı Onayı ile fiilen en az 1 yıl çalışmış olması gerekmektedir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch3>MADDE 22 - NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Haftalık çalışma süresi 40 saattir. Bu süre aşılmamak ve gün\nortasında 1 saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla\nçalışma saatleri işin icabına göre işverence tanzim edilir. Bu 40\nsaatlik süre haftada 5 işgününe bölünerek çalıştırılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 23 - TUTUKLULUK, GÖZETİM ALTINA ALINMA VE MAHKÛMİYET 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>3- Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a) Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b) Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c) Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d) Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\n120 gün içinde son bulması ve işçinin bu tarihten itibaren 15 gün içinde\nişine dönmeyi talep etmesi halinde işveren tarafından emsallerin haklan ile\nişe alınır. 120 gün sonunda yapılan başvuru halinde boş yer varsa işe\nalınırlar. Bu halde işe tekrar alınan işçinin eski kıdem hakları\nsaklıdır. Ancak, beraat eden işçi 120 günle sınırlı olmaksızın\nişbaşı yaptırılır.\u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken 120 gün içinde tahliye\nedilenlerin 1 hafta içinde başvurması ve işyerinde durumuna uygun münhal\nkadro bulunması halinde işveren tarafından tekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare, hüküm giymeleri halinde iş sözleşmeleri münfesih sayılır.\nŞu kadar ki 5. fıkranın (a), (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5- Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a) 6 ay veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b) 6 aydan daha fazla ceza aldığı halde cezası ertelenen, paraya\nçevrilen veya af ile sonuçlanan veya iyi hali nedeniyle 6 aydan önce tahliye\nedilen işçiler 1 hafta içinde başvurması ve işyerinde durumuna uygun\nmünhal kadro bulunması ve hizmetine ihtiyaç bulunması halinde işverenin\ntakdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6- Yüz kızartıcı suçlardan hüküm giyenler cezanın ertelenmesi,\nparaya çevrilmesi veya affa uğraması halinde dahi hiçbir suretle tekrar\nişe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7- İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinesi operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde, 1 yıl içinde\nhükümlülük veya tutukluluk hali sona ermek şartı ile,\u003C\u002Fp>\n\n\u003Cp>a) Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b) Ehliyetlerinin mahkemece geri alınmış olması durumunda ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınır.\u003C\u002Fp>\n\n\u003Cp>Bu bent kapsamına giren şoförler ve iş makinesi operatörlerinin\ntutuklanma gününden başlayarak 45 güne kadar ki ücretlerinin ödenmesine\ndevam olunur. 1 yıldan fazla süren hükümlülük veya tutukluluk halinde\ntekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24 - 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\u003Ch3>MADDE 25 - İŞE ALMADA USÜL\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\niçinde başvuranlar,\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 veya eşini 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>\n\n\u003Cp>e) Hangi nedenle işe alınırsa alınsın işe girmede işçinin Türkiye\nİş Kurumundan gönderilmiş olması ve sınava girmesi esastır.\u003C\u002Fp>\n\n\u003Cp>f) Kamu Kurum ve Kuruluşlarının Daimi Kadrolarına İlk Defa İşçi\nOlarak Alınacaklar Hakkında Uygulanacak Sınav Yönetmeliği hükümleri\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 26 - YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a) 28.02.2010 ve daha önceki bir tarihte işe girip sendika üyeliği\n01.03.2010 tarihinde devam eden işçilerden;\u003C\u002Fp>\n\n\u003Cp>Hizmeti 1-5 yıl (5 yıl dâhil) olanlar için 24 işgünü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 5-10 yıl (10 yıl dâhil) olanlar için 26 işgünü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 10-15 yıl (15 yıl dâhil) olanlar için 28 işgünü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 15 yıldan fazla olanlar için 30 işgünü\u003C\u002Fp>\n\n\u003Cp>ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>b) 01.03.2010 tarihi ve daha sonrasında işe giren işçilerin yıllık\nizin süreleri 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 Cumartesi ve Pazar günleri ile Ulusal Bayram ve\ngenel tatil günleri izin süresinden sayılmaz, ücretli izine ilave\nedilir.\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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 27 - ÜCRETLİ SOSYAL İZİNLER\u003C\u002Fh3>\n\n\u003Cp>İşçilere aşağıdaki esaslar dâhilinde sosyal durumlarına göre izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a) Evlenen işçilere yazılı isteği üzerine nikâh ve düğün\ntörenlerinden birinde 10 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b) Eşi doğum yapan işçiye 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c) İşçinin ve eşinin anne, baba, eş ve kardeşiyle çocukların\nölümü halinde 7 işgünü izin verilir. Cenazelerin il sınırları\ndışına götürülmesi veya il sınırları dışında ölmesi halinde 5\nişgünü ilave edilir. İşçinin ölümü halinde, o işyerinde çalışan\nyeteri kadar işçiye, cenaze törenine katılmak üzere izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Askerlik yoklaması yapılabilmesi için 1 işgünü,\u003C\u002Fp>\n\n\u003Cp>e) Yangın, deprem, su baskını ve benzeri felaketlerde kazaya uğrayanlara\n15 işgünü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>f) İşçiye eş, çocuk ve bakmakla yükümlü olduğu kişileri hastaneye\ngötürmek için belgelenmek kaydıyla yeteri kadar ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g) Sosyal izin kullananlar, işe dönüşünde mazeretlerini evlenme\ncüzdanı, doğum ve ölüm belgesi, afetlerde mahalle muhtarı belgesi,\nkazalarda doktor raporu, hastalık vizite kâğıdı gibi belgelerle en geç\notuz gün içinde kanıtlamak zorundadırlar. Aksi halde haklarında nedensiz,\nişe gelmemek işlemi uygulanır.\u003C\u002Fp>\n\n\u003Cp>h) Bu izinler olayın oluşundan itibaren 15 gün içinde kullanılır. Şu\nkadar ki işçi izinli ve raporlu ise ücretli sosyal iznini rapor ve iznin\nbitiminden itibaren aynı sürelerde kullanır.\u003C\u002Fp>\n\n\u003Cp>i) Bu maddede tespit edilen sosyal izinler birden çok kişiyi\nilgilendirirse izinlerden ilgili işçiler ayrı ayrı yararlanırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>j) Elektronik cihazları kullanan kadın işçilerden monitör başında\ngörev yapanlar hamileliğini tespit eden doktor raporu ibrazı tarihinden\nitibaren hamileliği süresince branşlarına yakın başka bir işte\nçalıştırılır (Matbaa, serigrafi ve ozalit hane çalışanları da\ndahildir).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>k) Hamile işçilere; SGK mevzuatına göre doğum öncesi 8 hafta, doğum\nsonrası 8 hafta olarak verilen raporlu süreler için ödenen iş göremezlik\nödenekleri, işverence tama iblağ edilir. Çoğul gebelik halinde doğumdan\nönce çalıştırılmayacak sekiz haftalık süreye iki hafta süre eklenir.\nAncak sağlık durumu uygun olduğu takdirde, doktorun onayı ile kadın işçi\nisterse doğumdan önceki üç haftaya kadar işyerinde çalışabilir. Bu\ndurumda, kadın işçinin çalıştığı süreler doğum sonrası sürelere\neklenir. Bu gibilere talepleri halinde doğum sonrası izni takiben bir yıla\nkadar ücretsiz izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>l) Doğum yapan kadın işçilere çocuğu 1 yaşına basana kadar öğleden\nönce 45 dakika, öğleden sonra 45 dakika olmak üzere günde 1,5 saat emzirme\nizni verilir. Bu izinler istenirse günlük topluca kullanılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 28 - ÜCRETSİZ MAZERET İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşçiye müracaatı üzerine mazeretine binaen 6 aya kadar ücretsiz\nmazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29 - 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 4 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 30 - 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 3 hafta sonunda\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş olan işçilerin 5 hafta sonunda\u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar sürmüş olan işçilerin 10 hafta sonunda\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan 10 yıla kadar sürmüş olan işçilerin 12 hafta\nsonunda\u003C\u002Fp>\n\n\u003Cp>İşi 10 yıldan fazla sürmüş olan işçilerin 17 hafta sonunda\u003C\u002Fp>\n\n\u003Cp>fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b) İşçi, bildirim önellerinde işveren tarafından\nçalıştırıldığı takdirde bildirim öneli içerisinde tüm haklardan\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>MADDE 31 - 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-SENIOR_trigger\">\u003Ch3>MADDE 32 - KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancedays1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003Cp>İşçilerin iş sözleşmelerinin iş yasasındaki kıdem tazminatı\nödenmesini gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 60 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 80 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 33 - 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>c) İşçinin T. C. Emekli Sandığına bağlı olarak geçen hizmetleri\nvarsa bu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>d) Emekliliğe hak kazanıp Sosyal Güvenlik Korunumdan 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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 34 - HASTALIK YARDIMI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Cp>a) Hastalık nedeniyle iş göremezliğe uğrayan işçilerin Sosyal\nGüvenlik Kurumunca ödeme yapılmayan günlere ait ücretleri işverence\nödenir. Diğer günler için işçiye sigortaca eksik ödenen meblağ\nişverence tama iblağ edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) İşçinin, işverenin bulunduğu mahal veya başka bir mahale 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>c) Sosyal Güvenlik Kurumunca ödenmeyen iki günlük yevmiyeler o ay ki\nücret bordrosu ile birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Ch3>MADDE 35 - 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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 36 - DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>a)Belediye Başkanlığı işyerlerinde disipline ilişkin konularda gerekli\nsoruşturmalar yaptırıldıktan sonra karar verilmek üzere 5 kişiden oluşan\ndisiplin kurulu kurulur. Bu kurulun iki üyesini sendika, üç üyesini; biri\nİnsan Kaynakları ve Eğitim Daire Başkanı biri İnsan Kaynakları\nMüdürlüğü elemanı olmak üzere işveren belirler. Aynı sayıda yedek\nüye taraflarca tespit edilir. Kurulun oturum başkanlığını, İnsan\nKaynakları ve Eğitim Daire Başkanı veya yetki vereceği işveren temsilcisi\nyapar.\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Kurulu, işverenin tahsis ettiği işyerindeki yeterli bir odada\nve sözleşme süresince çalışmaya devam eder. İşveren, disiplin kuruluna\ntahsis ettiği bu odada gerekli demirbaş, kırtasiye, personel ile diğer\ngereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>c) Disipline sevk halleri her iki tarafça da intikal ettirilebilir. Kurul\nbaşkanının 5 gün önceden yapacağı yazılı çağrısı üzerine kurul\nüye tam sayısı ile toplanır. Bu çağrı yazısında işlenilen fiil ve\nkurula sevk edilenin bildirilmesi zorunludur. Toplantılara tarafların hukuk\nmüşavirleri de katılabilir. Ancak, bunların oy hakları yoktur. Kurul\nkararları oy çokluğu ile alınır. Her üyenin 1 oy hakkı vardır. Kurul\nkararları kesindir. Belediyede ilgili Genel Sekreter Yardımcısı kurul\nkararını 7 gün içerisinde onaylar. Onaylanmaması halinde karar otomatikman\nyürürlüğe girmiş olur.\u003C\u002Fp>\n\n\u003Cp>Yapılan yazılı çağrıya rağmen işveren veya sendika temsilcileri\nkurula katılmazsa, katılan taraf temsilcileri ile kurul toplanır ve karar\nverir.\u003C\u002Fp>\n\n\u003Cp>d) Disipline ilişkin konularda işbu toplu iş sözleşmesinin ceza\ncetveline uygun olarak cezai kararlar verilir. Ceza cetvelinde belirtilmeyen\nsuçların olması halinde cetvele uygun en yakın ceza verilir.\u003C\u002Fp>\n\n\u003Cp>e) Disiplin cezaları ihtar, gündelik kesimi ve işten çıkarmadan\nibarettir.\u003C\u002Fp>\n\n\u003Cp>1- İhtar; İşçiyi görevinde dikkate davettir. İtiraz edilmez. Sicile\ngeçmez. Disiplin Kurulu Kararı ile verilenler ise sicile geçer.\u003C\u002Fp>\n\n\u003Cp>2- Gündelik kesimi; İşçinin ücretinden (3) yevmiyesine kadar\nkesilmesidir. Bu ceza işçinin aylık ücretinden her ay için bir gündelik\ntutarından fazla olmamak şartıyla uygulanır. İşçinin siciline geçer.\u003C\u002Fp>\n\n\u003Cp>3- İşlen çıkarma; iş sözleşmesinin fesih edilmesidir.\u003C\u002Fp>\n\n\u003Cp>f) Disiplin kovuşturması gerektiren fiilden zarar gördüğünü iddia\neden işveren veya vekilinin olayı veya olayın faalini öğrendikleri\ntarihten itibaren, 20 gün içerisinde disiplin kovuşturması açılmasına\nteşebbüs etmemeleri veya teşebbüs edilmekle beraber aşağıdaki bentlerde\nbelirtilen sürelerin aşılması halinde disiplin akim kalır ve işçiye ceza\nverilmez.\u003C\u002Fp>\n\n\u003Cp>g) 1- Disiplini bozan fiili öğrenen ilgili yetkili, 15 gün içinde\ngerekli soruşturma ve belgelerini hazırlayarak işçiyi disiplin kuruluna\nşevke yetkili makama verir.\u003C\u002Fp>\n\n\u003Cp>2- Sevke yetkili makam soruşturma belgelerinde eksik görülen konular var\nise (tanık ifadeleri hakkında disiplin kovuşturması yapılacak kimsenin\nsavunması gibi) bunları tamamlayarak belgeleri en çok 6 işgünü içinde\nkurula sevk eder.\u003C\u002Fp>\n\n\u003Cp>İşçinin yetkili makamlarca kurula sevki halinde gerekli gördüğü veya\nkurul üyelerinden birinin teklifi halinde disiplin kurulunca işçi de\ndinlenir. İşçinin yazılı savunmasının alınması ve her türlü\ndelillerin toplanmasına imkân tanınması zorunludur.\u003C\u002Fp>\n\n\u003Cp>3- Disiplin Kurulu belgelerin kurula sevkini müteakip, genel olarak 20 gün\niçinde olay hakkında gerekli incelemesini yaparak kararını verir. Ancak, bu\nsüre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>h) İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 6 ay içinde aynı fiili işlemesi halinde, ceza\ncetvelinde gösterilen cezalar sırası ile takdir olunur. Aynı fiilin 6 aydan\nuzun zaman içinde tekrarı halinde işçiye o fiili için bir önce takdir\nolunan ceza şekli uygulanır. İki (dâhil) ve daha yukarı değişik\nfiillerden 6 ay içinde 3 defa ceza alan bir işçinin aynı aylar içinde 4.\nfiili ceza gerektiğinde bu fiili için verilmesi icap eden ceza evvelki\nfiillerin nitelikleri ve verilen eczalar da nazara alınarak kurulda serbestçe\ntakdir olunur.\u003C\u002Fp>\n\n\u003Cp>ı) Kurul kararı genel olarak yazılı ve nedenleri belirtilmek sureti ile\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz. İşçinin\nkurul kararlarını tebellüğden sakınması ve kararın tebliğ esnasında\nterk sureti ile işyerlerinden ayrılmış olması halinde keyfiyet tutanakla\ntespit olunmak kaydıyla yukarıdaki tebliğ ile ilgili hükümlerin\nuygulanmasına gerek kalmaksızın hüküm ifade eder.\u003C\u002Fp>\n\n\u003Cp>İşçinin hastalık, izin, geçici askerlik gibi nedenlerle işyerinden\nayrı bulunması halinde kendisine tebliğ yapılmazsa yasal ikametgâh\nadresine 6 iş günlük süre zarfında taahhütlü mektupla; işçinin geçici\ngörevli olarak işyeri merkezi dışında bulunması nedeniyle tebliğ\nedilmezse işyeri merkezine döndüğünde derhal; hastanede yatan işçiye\nhastaneden çıktıktan sonra tebliğ edilir. Bu takdirde 6 işgünlük\nsürenin geçirildiği ileri sürülmez. Disiplin Kurulu Kararları işçinin\ngizli dosyasında saklanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 37 - UZLAŞTIRMA KURULU\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>Taraflar işbu toplu iş sözleşmesi hükümlerinden bir yada birkaçı\nüzerinde uygulama veya yorum uyuşmazlığına düşerlerse, uyuşmazlık\niddiasında olan tarafın yapacağı yazılı çağrı üzerine (yazılı\nçağrıda hangi konuların görüşülmesi istendiği açıkça belirtilir.)\nen geç 10 işgünü içerisinde toplanarak uyuşmazlık konularını müzakere\nederler. Müzakereler sonucunda anlaşma sağlanamazsa yasal yollara\nbaşvurabilirler. Varılan mutabakatlar istenirse tutanağa bağlanabilir.\u003C\u002Fp>\n\n\u003Cp>Uzlaştırma kurulu tarafların üçer temsilcisinden oluşur. Sendika\ntemsilcilerinden asgari biri sendika genel merkezinden, işveren\ntemsilcilerinden biri MİKSEN’den, biri de Belediyenin üst düzey\nyetkililerinden olacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch3>MADDE 38 - İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde İş Sağlığı ve Güvenliği hususunda ilgili mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39 - SINAV KURULUNUN OLUŞUMU VE SINAV USÜLÜ\u003C\u002Fh3>\n\n\u003Cp>A) Bu toplu iş sözleşmesinin kapsamına giren işyerlerinde\nçalışanların mesleki yeteneklerini saptamak, işçilerin kendi meslek ve\nihtisaslarından başka bir meslek ve ihtisas dalına yöneltebilmek ve nihayet\nonların unvan yükselmelerini sağlamak için oluşturulacak sınav kurulu\ntoplu iş sözleşmesinin bu maddesine göre teşkil eder. Bu bölümde\nsayılan hükümlerin tümüne taraflar aynen uyar. Sınavın ilgili\nyönetmelikteki hüküm ve usullere uygun olarak yapılmaması halinde yapılan\nitiraz sonucu sınav geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>B) Bu toplu iş sözleşmesinden yararlanan ve belediye işyerlerinde\nçalışan tüm işçiler unvansız çalıştırılamaz.\u003C\u002Fp>\n\n\u003Cp>1- İşçi sanat sınıfı ve tayin edilecek sanal sınıfları toplu iş\nsözleşmesinde gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>2- Sanal sınıflarına sınavla alınacak işçilerin sınav kâğıtları\nörneği EK-III’de gösterilmiştir. (Ek-III)\u003C\u002Fp>\n\n\u003Cp>3- Sanat sınıfından, başka bir sanat sınıfına veya sanat sınıfı\ndışında bir işte çalışmakta iken sanat sınıfına dâhil bir işe\ngeçmek için başvuran işçiler için her yılın Ağustos ve Kasım ayları\narasında sınav açılır. Sınav neticesinde başarılı olup da bir sanat\nsınıfından geçen veya sanat sınıfı dışında bir işten sanat\nsınıfına dâhil olan işçiler, geçmeye hak kazandığı işte\nçalışırlar. Tarafların anlaşmaya varmaları halinde de herhangi bir ayda\nsınav yapılabilir.\u003C\u002Fp>\n\n\u003Cp>4- İş kazası sonucu sakat kalan işçilere yapabilecekleri işler\nverilir. Sürücü belgesi olan işçiler var ise, belgesi olmayan işçiler,\niş makinası operatörlüğü sınavına alınmazlar.\u003C\u002Fp>\n\n\u003Cp>5- Teşkilatta çalışmakta olan bir işçi kendi pozisyonunda en az 1 yıl\nçalışmadıkça başka pozisyonlar için açılacak sınavlara giremez.\u003C\u002Fp>\n\n\u003Cp>6- İşçinin sınava girebilmesi için İnsan Kaynakları Müdürlüğü\ntarafından sınav kurulu başkanlığına yazılmış fotoğraflı ve\nmühürlü Sınav Sevk Kâğıdının bulunması mecburidir. Bu kâğıttan\nelinde bulunmayan işçi hiçbir şekilde sınava alınmaz. (Ek-II)\u003C\u002Fp>\n\n\u003Cp>7- Sınav kâğıtları, sınav heyeti tarafından en geç bir hafta\nzarfında okunup, gerekli not ilgili hanesine yazıldıktan sonra imzalanır.\nİnsan Kaynakları Müdürlüğüne gönderilir. İnsan Kaynakları\nMüdürlüğünce ve sınav kurulunca kâğıtların kapalı olan kimlik\nkısımları açılarak sınava girenlerin aldığı notlar bir cetvel halinde\nhazırlanır, ilan edilir ve ilgili müdürlüklere bildirilir.\u003C\u002Fp>\n\n\u003Cp>8- Pozisyon değiştirmek için yapılacak sınavlar, yarışma sınavı\nniteliğinde olup, alınacak yüksek puandan aşağıya doğru sırasıyla\nkabul olunur. 100 üzerinden ortalama 50’den aşağı puan almış olanlar\nsınavda başarılı olmamış sayılırlar. Puanların eşit olması halinde\nöğrenim durumu dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>9- Pozisyonların özelliklerine göre yapılacak sınavlar yazılı ve\nsözlü uygulamalı olmak üzere çeşitli şekillerde yapılabilir.\u003C\u002Fp>\n\n\u003Cp>10- a) Sınav yapılacak ilgili pozisyon soruları, her pozisyon için 10\nsorudan az olmamak üzere tam bir gizlilik içinde sınav heyeti tarafından\nhazırlanır. Her sorunun yanına tam notu yazılır. Sınav süresi belirtilir\nve sorular gizlilik içinde bir zarfa konularak İnsan Kaynakları\nMüdürlüğüne verilir.\u003C\u002Fp>\n\n\u003Cp>b) Her pozisyon için ilgili sınav heyeti sınavdan bir saat evvel sınavda\nsorulacak soruları belirleyerek bir zarfa koyarlar ve mühürlerler. Sınav\nheyetinde adaylar huzurunda zarf açılarak adaylara sorular yazdırılır.\u003C\u002Fp>\n\n\u003Cp>11- Sınav Kurulu işverence tayin edilecek 3 yetkili ile sendikanın tayin\nedeceği 3 yetkiliden ibaret olmak üzere 6 kişiden oluşur. İnsan\nKaynakları Müdürlüğü sınavdan en az 15 gün evvel yazılı olarak\nsınava dâhil olacak yetkililerin bildirilmesi için sendikayı haberdar\neder.\u003C\u002Fp>\n\n\u003Cp>12- Adaylar, sınavda kendilerine dağıtılan (EK-III)’de örneği\ngösterilen kâğıtların sağ üst köşelerine istenilen bilgileri yazarak\nbu kısmı yapıştırmak suretiyle kapatırlar.\u003C\u002Fp>\n\n\u003Cp>13- İçinde sınav soruları bulunan kapalı zarf, sınav günü sınava\nkatılacak adayların gözü önünde sınav kurulu tarafından açılır.\nSoruların okunması veya dağıtılması bittikten sonra sınav süresi ve her\nsorunun tam notu bildirilir. Adaylara sınav kâğıdı üzerine herhangi bir\nişaret yapılmayacağı, kopyaya başvurmamaları gerektiği\nhatırlatılır.\u003C\u002Fp>\n\n\u003Cp>14- Sınavda kopya yapmaya kalkışanların kâğıtları, sınav sonu\nbeklenmeden sınav yerindeki temsilciler tarafından alınır ve üzerine\ngerekli kayıt yazılarak imzalanır.\u003C\u002Fp>\n\n\u003Cp>15- Sınavlarda kopya yapmaya kalkışanlarla sınav kâğıtlarına\nkimliklerini belirten işaret koyanların sınavları hükümsüz sayılır.\u003C\u002Fp>\n\n\u003Cp>16- Sınav için önceden tespit edilen ve sınav başlamadan bildirilen\nsürede kâğıtlar toplanır. Sınav Kurulu tarafından dağıtılan\nmühürlü kâğıtlarda cevaplar değerlendirileceğinden adayların\nkullandığı başka kâğıtlar alınmaz ve toplanmaz.\u003C\u002Fp>\n\n\u003Cp>17- Sınav sonunda sınav kurulu tarafından;\u003C\u002Fp>\n\n\u003Cp>a) Sınava kaç kişinin girmiş olduğu ve isim listesi,\u003C\u002Fp>\n\n\u003Cp>b) Kopya yapan bulunup bulunmadığı,\u003C\u002Fp>\n\n\u003Cp>c) Sınavı terk eden olup olmadığı,\u003C\u002Fp>\n\n\u003Cp>d) Sınavın saat kaçta başlayıp, kaçta bittiği, yeri ve tarihi\u003C\u002Fp>\n\n\u003Cp>c) İmtihan kuruluna katılanların isimleri gibi konular sınav yerinde\ndüzenlenecek bir tutanakla belirlenir.\u003C\u002Fp>\n\n\u003Cp>18- Sınava itiraz halinde itirazcının kâğıdı sınav evrakını okuyan\nheyet taralından 15 gün içinde yeniden bir kere daha incelenir.\u003C\u002Fp>\n\n\u003Cp>19- Sözlü sınavlar genel bilgilerden çok, pratik bilgi derecesini\nölçmek amacı ile yapılır.\u003C\u002Fp>\n\n\u003Cp>20- Sözlü sınav sonuçları (EK-IIl)’de gösterilen yazılı sınav\nkâğıdı üzerinde belirtilir.\u003C\u002Fp>\n\n\u003Cp>21- Yapılacak her türlü yarışma sınavı ve sonuçları en geç 15 gün\niçerisinde işverence onaylanarak ilan edilir. Yarışma sınavı sonucu\nkazananlar, göreve derhal başlatılırlar.\u003C\u002Fp>\n\n\u003Cp>C) İtfaiye teşkilatında rütbe, eğitim ve terliler “İç Hizmet\nYönergesi” ile “İtfaiye Eğitim Yönergesi (İBİTEM)”nde belirtilen\nesaslara göre yapılır. Ancak, rütbe eğitimine başvuranların sayısı,\naçık kadro sayısından fazla olursa yapılacak “Yeterlilik ve Yarışma\nİmtihanı Komisyonu” na iki sendika üyesi dâhil edilir. İstemleri halinde\nsendika üyelerine İtfaiye Eğitim Merkezinde ücretli öğretmen olarak\ngörev verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 40 - KAZALARIN BİLDİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>İşyerinde meydana gelen bir kaza sonucunda yaralanan işçinin durumu\nderhal ustabaşına, yetkiliye veya hasar tespit komisyonuna bildirilir.\nİşçinin durumu buna olanak vermeyecek kadar ağır ise yaralanmasının\nbildirilmesi, yanında bulunan işçi arkadaşlarına düşer. Kazaya uğrayan\nişçi, ustabaşı veya yetkili tarafından doldurulacak kaza raporu ile\nbirlikte veya buna olanak yoksa hemen işçinin bakılacağı sağlık\nteşkilatına bildirilir. Durum derhal işveren vekiline ve sendika\ntemsilcisine duyurulur. İşyerinde meydana gelen en küçük yaralanma\nolayları bile işçi tarafından yetkiliye bildirilir. Kendilerini tedavi\netmeye veya yetkili olmayan kimselere tedavi ettirmeye çalışanlara karşı\nişveren vekili bir sorumluluk kabul etmez. Hayati önem arz eden kazalarda\nişçi en yakın hastaneye veya Sağlık kuruluşuna götürülür. Bu\nkuruluşlarda yapılan müdahale ve tedavi bedelinin Sosyal Güvenlik Kurumunca\nödenmeyen bölümü işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 41 - HASAR VE ZARARLARIN TESBİT ŞEKLİ\u003C\u002Fh3>\n\n\u003Cp>İşçi tarafından yapılan hasar ve zararların tespiti için işyerinde 3\nkişiden oluşan hasar ve zarar tespit komisyonu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu komisyonda;\u003C\u002Fp>\n\n\u003Cp>a) Bir işveren temsilcisi,\u003C\u002Fp>\n\n\u003Cp>b) Bir sendika temsilcisi,\u003C\u002Fp>\n\n\u003Cp>c) Olan olayın niteliğine göre işyerinde işten anlayan ve işveren ile\nsendikanın üç gün içinde birlikte seçecekleri üçüncü bir kişiden\noluşur. Bu 3. kişinin seçilememesi halinde sendikanın yazılı isteği\nüzerine ilgili kamu kuruluşlarından uzman bir kişinin tayini işverence\nistenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası meydana geldiğinde, kolluk kuvvetince veya hasar ve zarar\ntespit komisyonu olay yerinde durumu tespit etmeden, rapor tutmadan ve olayı\nfotoğraflarla görüntülemeden araç yerinden oynatılamaz. Kolluk\nkuvvetlerince kaldırmalar hariç şoförün iradesi dışında aracın\nkaldırılması halinde sürücü sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>d) İşveren, komisyonun görevlerini en iyi şekilde yapabilmeleri için bu\nkomisyonun emrine bir araç tahsis eder. Ayrıca, olayı görüntülemek için\nbir fotoğraf makinası ile ilgili filmleri temin eder. Ölüm veya yaralanma\nile sonuçlanan iş kazası sonucu kazayı yapan işçiye moral bozukluğundan\nötürü işveren, 3 işgünü moral izni verir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 42 - HASAR VE TESBİT TUTANAĞININ NİTELİĞİ\u003C\u002Fh3>\n\n\u003Cp>Bu tutanakta;\u003C\u002Fp>\n\n\u003Cp>a) Olayın niteliği ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b) Hasar ve zararların; işçinin kusur, ihmal veya kastından mı, aracın\nteknik arızasından mı veya her iki tarafa ait kusurundan mı meydana\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c) Hasar ve zararın miktarı ve bu miktarların her iki taraftan ne kadar\nolduğu tespit edilir. Tutanağa ilgililerin, tanıkların ifadesi var ise\nmevcut diğer belgeler eklenir. Tutanak ekleri, ilgililerin bağlı bulunduğu\nişveren ve sendikaya verilir. Bu komisyon gerekli gördüğü durumda\nbilirkişiye başvurabilir. Her türlü hasar ve zararda komisyon raporu\nşarttır. Aksi takdirde tüm sorumluluk işverene aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 43 - HASAR BEDELİNİN KESİNTİ VE ÖDEME SEKLİ\u003C\u002Fh3>\n\n\u003Cp>Şoförlerin ve iş makinası operatörlerinin neden olabileceği\nhasarların ve doğacak tazminatların (kendi aracı ve karşı tarafta dâhil\nolmak üzere) İstanbul’un trafik durumu, sıkışıklığı ve\ndüzensizliği nedeniyle karayolunda, mahalle ve sokaklarda, çöp imha sahası\ngüzergâhları da dâhil olmak üzere; bu toplu iş sözleşmesi süresinde\nilk defa, meydana gelebilecek trafik kazalarında meydana gelecek her türlü\nhasar ve tazminat bedelinin kusur nispetine göre şoföre ve operatöre\nyüklenecek miktarın;\u003C\u002Fp>\n\n\u003Cp>Şoför ve Operatörün kusur oranı\u003C\u002Fp>\n\n\u003Cp>4\u002F8 ve daha az olmasında %100’ü\u003C\u002Fp>\n\n\u003Cp>5\u002F8 olmasında %95’i\u003C\u002Fp>\n\n\u003Cp>6\u002F8 olmasında %90’ı\u003C\u002Fp>\n\n\u003Cp>7\u002F8 olmasında %85’i\u003C\u002Fp>\n\n\u003Cp>8\u002F8 olmasında %80’i\u003C\u002Fp>\n\n\u003Cp>işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük süresi içinde aynı şoför veya\noperatörün tekrar trafik kazasına sebep olması halinde, şoför ve\noperatöre yüklenecek miktarın;\u003C\u002Fp>\n\n\u003Cp>Şoför ve operatörün kusur oranı\u003C\u002Fp>\n\n\u003Cp>4\u002F8 ve daha az olmasında %95’i\u003C\u002Fp>\n\n\u003Cp>5\u002F8 olmasında %90'i\u003C\u002Fp>\n\n\u003Cp>6\u002F8 olmasında %85’i\u003C\u002Fp>\n\n\u003Cp>7\u002F8 olmasında %80’i\u003C\u002Fp>\n\n\u003Cp>8\u002F8 olmasında %75’i\u003C\u002Fp>\n\n\u003Cp>işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ancak, geçiş üstünlüğüne sahip olan araçların münhasıran görev\nsırasında kullanımında meydana gelecek olan hasar bedelinin %100’ü\n(tamamı) işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>Şoför ve operatörün ödeyeceği miktar 4 taksitten az olmamak ve aylık\nücretinin %25’ini geçmemek üzere ücretinden kesilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, disiplin hükümleri saklıdır. İşveren, ödeyeceği hasar ve\ntazminat bedelini işçiden talep edemez. Alkollü kaza sonucu kazadan işveren\nsorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>Kullandığı araçta arıza bulunduğunu önceden yazılı olarak\nbildirmesine rağmen, arızalı aracın trafiğe çıkarılması sonucu,\nbildirilen arıza nedeniyle bir kazanın olması halinde, meydana gelecek hasar\nve zararın tamamı işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 44 - ARAÇLARIN FENNİ MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, motorlu araçların fenni muayenesini vaktinde yaptırmayı kabul\neder, araçtaki fenni noksanlıklar nedeniyle Trafik Müdürlüğü ve ekipleri\ntarafından şoförden kesilen cezayı işveren öder. İşveren, her araçta\nceza çantası yangın söndürücü ve gerekli ısınma tertibatını faal\ndurumda bulundurmak zorundadır. Ayrıca gerekli araçlarda branda\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>İşçiler, kullandıkları araçlardaki ilgili mevzuata uygun olmayan\ndurumları tespit ederek amirlerine yazılı olarak bildirirler, amirler en\ngeç 30 gün içerisinde bu eksiklik ve arızalan gideremezse, işçi aynı\naracı kullanmaya zorlanamaz.\u003C\u002Fp>\n\n\u003Cp>Can ve mal güvenliğini tehlikeye düşürecek ölçüde arızası olan\naraçlar hiçbir şekilde trafiğe çıkarılmaz. Araçların mecburi trafik\nsigortası işverence yaptırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Ch3>MADDE 45 - KREŞ ve ANAOKULU ÖDENEĞİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cp>a) Belediye Başkanlığının mevcut ya da açacağı kreş ya da\nanaokullarından işçi çocukları da yararlandırılır. Bu durumda, belediye\nçalışanı personeline uygulanan hükümler aynen işçi çocukları içinde\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Sendika, Belediye ile işbirliği yaparak doğum öncesi veya doğum\nsonrası analık ve sağlık eğitimleri yapılması için çalışmalarda\nbulunur. Belediyenin ilgili daireleri sendikanın işbirliği ve yardım talebi\nkonusunda her türlü kolaylığı sağlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cp>c) “Gebe veya Emzikli Kadınların Çalıştırılma Koşullarıyla\nEmzirme Odaları ve Çocuk Bakım Yurtları (Kreş) Hakkında Yönetmelik”\nhükümlerine göre, kreş açmak zorunda olan işveren; bu yükümlülüğü\nyerine getirinceye kadar, Yönetmelikte belirtilen yaşlarda çocuğu bulunan\nkadın işçilerden, çocuğunu belediyenin kreşi dışında herhangi bir\nkreşe bırakanlara, bu durumu belgeledikleri her ay için, Maliye\nBakanlığınca her yıl için tespit edilip, Bütçe Uygulama Talimatı\nolarak, Resmi Gazetede ilan edilen Kamu Kurum ve Kuruluşlarına ait çocuk\nbakımevlerine kabul edilecek çocuklar için aylık bakım ücretini net\nolarak ödeyecektir. Bu bent hükmü İstanbul Büyükşehir Belediyesi\nişyerlerinde Yönetmelikte belirtilen sayıda kadın işçi çalıştığı\nsürece geçerli olacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 46 - BELEDİYEYE BAĞLI İŞYERLERİNDE ÇALIŞMA DURUMU\u003C\u002Fh3>\n\n\u003Cp>1- Temizlik İşçileri;\u003C\u002Fp>\n\n\u003Cp>a) İşveren temizlik işçilerinin çalışması esnasında işçi\nsağlığı ve iş güvenliğini sağlamak amacıyla gerekli araç ve\ngereçleri sağlar. İşçilerin araçları koruyabilmesi için grup çalışma\nyerlerinde kulübe yapar. Gece çalışmalarında gerekli ışıklandırmayı\nsağlar.\u003C\u002Fp>\n\n\u003Cp>b) Belediye Zabıta talimatnamesinde belirtildiği üzere azami yük\nkaldırma oranı bu Toplu İş Sözleşmesiyle 30 kiloya düşürülmüş olup,\nfazla çöp ihtiva eden bidonların bir temizlik işçisi tarafından\ntoplatılması yaptıramayacaktır. 30 kilonun üzerindeki ağır yük bir\nişçiye yükletilemez ya da taşıttırılamaz.\u003C\u002Fp>\n\n\u003Cp>Konteyner taşıyan çöp araçlarında yeteri kadar işçi sendika ile\nişveren tarafından mutabakata varılarak çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>c) Leş toplamakla görevlendirilen işçilere gerekli her türlü malzeme\n(trafik güvenliği dahil) işverence temin edilir. İşçilerde bu malzemeyi\ngörev yaparken mutlak suretle kullanır.\u003C\u002Fp>\n\n\u003Cp>d) Çöp imha sahaları ile bu sahalara ait yolların düzenlenmesini\nişveren öncelikle sağlar. Süpürge araçlarında bir yardımcı muavin\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>e) Katı Atık Yönetimi Şube Müdürlüğü bünyesindeki şefliklerde\nçöp imha sahalarında işçilerin temizlik gereksinimlerini sağlamak\namacıyla sıcak su ve temizlik malzemeleri bulundurulur. İşyerlerinde\nsoyunma dolabı bulundurmak zorunludur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Çöp imha sahalarında çalışan işçilerin 6 ayda bir genel sağlık\ntaraması işveren tarafından yaptırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2- Atölyede çalışan işçilerin çalışma durumu:\u003C\u002Fp>\n\n\u003Cp>a)İşveren, iş ocakları ve atölyelerde sağlık koşullarına uygun\nısıtma ve havalandırmayı sağlar.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, gece çalışmalarında çalışılan mahalli yeteri kadar\naydınlatır.\u003C\u002Fp>\n\n\u003Cp>c) Zehirlenme tehlikesi olan boya ve boyahane gibi iş ocaklarında yeteri\ngüçte emici fanların tahsis edilmesi, ayrıca koruyucu eşya verilmesi\nzorunludur.\u003C\u002Fp>\n\n\u003Cp>3- Yol Bakım ve Onarım ile Trafik Müdürlüğünde çalışma durumu;\u003C\u002Fp>\n\n\u003Cp>a) İşveren, asfalt ve yol çizgisi çalışmaları esnasında trafik\nzabıta ekibini hazır bulundurur.\u003C\u002Fp>\n\n\u003Cp>b) Gece asfalt çalışmalarında yeteri kadar ışıklandırma ve bariyer\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>c) Asfalt zehirlenmelerine karşı gerekli önlemleri alır.\u003C\u002Fp>\n\n\u003Cp>d) Her asfalt ekibinde yeteri kadar işçi bulundurulur.\u003C\u002Fp>\n\n\u003Cp>e) Gece toprak alım çalışmalarına başlamadan önce can güvenliğiyle\nilgili gerekli tedbirler alınır.\u003C\u002Fp>\n\n\u003Cp>4- Deniz Hizmetleri Şube Müdürlüğünde Çalışma; Deniz Hizmetleri\nŞube Müdürlüğüne bağlı gemilerde çalışan Kaptan ve Gemi Adamları\nkonusunda 854 sayılı Deniz İş Kanunu ve ilgili mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>5- Park ve Bahçeler Müdürlüğünde Çalışan İşçilerin Durumu;\u003C\u002Fp>\n\n\u003Cp>a) İşveren, park bekçilerine parklarda bekçi kulübesi yapar. İmkânlar\nnispetinde haberleşmeyi sağlar ve ışıklandırır.\u003C\u002Fp>\n\n\u003Cp>b) Ağaç kesimi ve budamasını, bu işi bilen işçiler yapar ve gerekli\ntedbirleri alır. Park ve Bahçeler Müdürlüğü personeline ilaçlama\nyaptırıldığında koruyucu malzeme verilir.\u003C\u002Fp>\n\n\u003Cp>6- Sağlık İşlerinde Çalışma; İşveren, ilaçlama ve veterinerlik\nişlerinde çalışan işçilerin meslek hastalıklarından korunması için\ngerekli tedbirleri alır. İşçiler koruyucu malzemeyi işbaşında giymek\nzorundadır. Bu işçiler her yıl bir defa sağlık kontrolünden\ngeçirilir.\u003C\u002Fp>\n\n\u003Cp>7- Hal İşyerinde temizlik; Haller açık alan olduğundan temizlik kapalı\naraçlarla yapılır.\u003C\u002Fp>\n\n\u003Cp>8- Köprü trafiğe kapatıldığında gerekli zabıtai veya polisiye önlem\nalınır.\u003C\u002Fp>\n\n\u003Cp>9- Zabıta Müdürlüğünde çalışma durumu; İşin icap ve zaruretine\ngöre yapılacak olan gece çalışmalarında, çalışmaya katılacak olanlara\nbir gün önceden haber verilir.\u003C\u002Fp>\n\n\u003Cp>10- Mezarlıklar Müdürlüğünde çalışma durumu;\u003C\u002Fp>\n\n\u003Cp>a) Bu müdürlükte çalışan şoförler aracın iç ve dış\ntemizliğinden sorumludur.\u003C\u002Fp>\n\n\u003Cp>b) Şehirlerarası cenaze taşıyan şoförler gidiş-geliş toplam 700\nkm’ den fazla yol kat ederse yanında ikinci şoför bulundurulur.\u003C\u002Fp>\n\n\u003Cp>c) Müdürlük gasilhaneleri ve cenaze örtüleri ihtiyaç hasıl olduğunda\ndezenfekte ettirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 47 - İTFAİYE, ACİL YARDIM VE CANKURTARMA MÜDÜRLÜĞÜ İLE\nŞEHİR TİYATROLARINDA ÇALIŞMA DÜZENİ\u003C\u002Fh3>\n\n\u003Cp>A) İTFAİYE İŞYERİNDE ÇALIŞMA\u003C\u002Fp>\n\n\u003Cp>1. İtfaiye işçisi 24 saat çalışır, 48 saat tatil yapar.\nÇalıştığı günlerde 6 saatte bir saat ara dinlenmesi verilir. Yapılan\nişin özelliği ve zaruretler nedeniyle ara dinlenmelerinin verilmemesi veya\nçalışmalara devam edilmesi sebebiyle yapılan fazla çalışmalar % 100\nzamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>2. İtfaiye şoförleri kullandığı aracın makine ve mekanik akşamının\nbakımını, aracın iç ve dış temizliğini yapar.\u003C\u002Fp>\n\n\u003Cp>3. İtfaiye işçileri hizmet dağılımının daha verimli hale gelebilmesi\nve halka daha iyi hizmet vermesi için sınav sonucu almış olduğu kadrolarda\nçalıştırılırlar. Kadro dışı çalışmaya zorlanamaz ve\nçalıştırılamazlar. Eğitim hizmetlerinde, okulda görev yapacaklar bu\nhükmün dışındadır.\u003C\u002Fp>\n\n\u003Cp>4. İtfaiye Daire Başkanlığı bünyesindeki gruplar arası nakiller,\nDaire Başkanlığınca hazırlanan esaslara göre, ilgili müdürlüğün\nteklifi üzerine Daire Başkanı tarafından yapılır. Nakillere sendikaca\nyapılabilecek itirazlar Daire Başkanlığınca değerlendirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) ACİL YARDIM VE CANKURTARMA MÜDÜRLÜĞÜNDE ÇALIŞMA:\u003C\u002Fp>\n\n\u003Cp>Ambulans ve Hızır Acil servisinde çalışanların mevcut uygulamasına\ndevam olunur. Bu Müdürlük kapsamına giren bütün işyerlerinde\nçalışanlara istirahat etmeleri için bir oda temin edilir. Bu Toplu İş\nSözleşmesinin imza tarihinden itibaren 3 ay içinde, Hızır Acil\nServisindeki çalışma düzeni taraflarca oluşturulacak bir komisyon\nmarifetiyle gözden geçirilecek ve tarafların mutabık kalması halinde, yeni\nçalışma düzeni ile iş ve dinlenme süreleri Toplu İş Sözleşmesi\nhükmü haline getirilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C) ŞEHİR TİYATROLARINDA BELİRLİ SÜRELİ İŞ SÖZLEŞMESİYLE\nİSTİHDAM EDİLEN PERSONELİN ÇALIŞMA DÜZENİ:\u003C\u002Fp>\n\n\u003Cp>1. Altı Aydan Fazla Süreli Çalıştırılan Geçiciler:\u003C\u002Fp>\n\n\u003Cp>Haftalık çalışma süresi 40 saattir. Bu 40 saatlik haftalık çalışma\nsüresinin günlere bölünmesi 5 günü geçmemek, 4857 sayılı Kanun ve ona\nbağlı olarak çıkarılan yönetmelikler ve bu toplu iş sözleşmesine uygun\nolmak kaydıyla işverence düzenlenir. 5 işgünü çalıştırılan personel\niçin 6. gün akdi tatil, 7. gün hafta tatilidir. İşverence belirlenecek\nçalışma düzenine göre akdi tatil ve hafta tatili günü 7 günlük sürede\nherhangi bir güne gelebilir. Haftalık çalışma süresinin üzerinde\nçalıştırılan personele fazla çalıştıkları sürenin ücreti % 100\nzamlı olarak ödenir. İşveren iş icap ve zaruretlerine göre personeli\ngruplandırarak farklı günlerde çalıştırabilir, aynı gün çalışan\npersonelin işe başlama, ara dinlenmesi ve işi bırakma saatlerini işveren\nvekillerince farklı belirlenebilir. Bu şekilde çalışan personele, bu toplu\niş sözleşmesinin “NORMAL ÇALIŞMA SÜRESİ” başlıklı 22. maddesi,\n“TATİLDE ÇALIŞMA VE ÜCRETİ” başlıklı 54. maddesi ve “FAZLA\nÇALIŞMA ÜCRETİ” başlıklı 55. maddesi ayrıca uygulanmaz. Çalışma\ndüzeninde yapılacak değişiklikler önceden duyurulur. Bu personele, ücret\nve sair ödemeler çalıştıkları süreye orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-CONSIGN_trigger\">\u003Cp>2. Altı Aydan Az Süreli Çalıştırılan Geçiciler:\u003C\u002Fp>\n\n\u003Cp>Şehir Tiyatrolarında altı Aydan az süreli çalışan geçici personel,\nbir takvim yılı içerisinde, 5620 sayılı Kanun hükümlerine göre alınan\nvize sınırlarını geçmemek üzere, 4857 sayılı Kanunun “ÇAĞRI\nÜZERİNE ÇALIŞMA” başlıklı 14. maddesi hükmüne uygun olarak\nçalıştırılırlar. İşveren personele çağrıyı personelin\nçalışacağı zamandan en az bir gün önceden yapmak zorundadır. İşveren\nçağrıda bulunurken personelin çalışacağı süreyi de belirtir. Bu tür\nçalıştırılan personele, çalıştıkları sürece bu toplu iş\nsözleşmesiyle belirlenen günlük ödemeler aynen, aylık ödemeler 1\u002F30\noranında, yıllık ödemeler 1\u002F360 oranında hesaplanarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 48 - SOSYAL YARDIM ÖDEMELERİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE3_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 1 öğün doyurucu, kalorisi\nyeterli, 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>Kar ve yağmur gibi olağanüstü hallerde gece çalıştırılan işçilere\nayrıca kumanya gönderilir.\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 eğitim 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 aletlere uğraması ve bu durumun belgelenmesi kaydıyla\nişverence 1,434,-(bindörtyüzotuzdört) TL doğal afet yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I) GİYİM YARDIMI VE KORUYUCU EŞYA:\u003C\u002Fp>\n\n\u003Cp>1. Toplu iş sözleşmesi süresi içerisinde sözleşmenin birinci\nyılında yazlık elbise karşılığı 335,-(üçyüzotuzbeş) TL, kışlık\nelbise karşılığı 406,-(dörtyüzaltı) TL ödeme yapılır. Yazlık için\nTemmuz, kışlık 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. Giyim Yardımı: Ödeme tarihinde 6 ayını işyerinde doldurmuş\nolanlara tam olarak yapılır. 6 aydan az çalışmış olanlara 1\u002F6 X\nçalıştıkları ay sayısı oranında ödeme yapılır. Çalışılan\nsüreler 15 günden az ise dikkate alınmaz. 15 günden fazla ise tam aya\niblağ edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>4. Demirbaş Koruyucu Eşya: İş Sağlığı ve Güvenliği Kanunu\nhükümleri tatbik edilir. İşverence verilen iş elbisesi ve koruyucu\nmalzemeyi işçiler iş başında giymek zorundadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İ) TEMİZLİK YARDIMI\u003C\u002Fp>\n\n\u003Cp>1. Bu sözleşme kapsamındaki işçilere yılda iki orta boy havlu ve ayda\n4 kalıp iyi kalite sabun verilir. Verilmediği takdirde bedeli; Mart ayında\nverilmek üzere, sözleşmenin birinci yılında 143,-(yüzkırküç) TL olarak\nödenir. Kirletici işyerlerinde yeteri kadar arapsabunu bulundurulur.\u003C\u002Fp>\n\n\u003Cp>2. İşveren, her işçinin soyunup, giyinmesini ve temizlenmesini\nsağlayacak malzeme tesisi ve sıcak suyu bu toplu iş sözleşmesinin imza\ntarihinden itibaren 4 ay içinde tamamlamak zorundadır.\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>1. 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>2. Adalarda çalışan itfaiye işçilerine mevcut uygulamaya devam\nolunur.\u003C\u002Fp>\n\n\u003Cp>3. Mavi kart veya bedeli uygulamasında çıkabilecek uyuşmazlıklar üç\nişveren, iki sendika temsilcisinden oluşan bir komisyon tarafından çözüme\nkavuşturulur.\u003C\u002Fp>\n\n\u003Cp>Bu madde hükmüne aykırı hareket edenler saptandığında aldığı\nücret defaten geri alınır.\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\u002F1 bentlerinde belirlenen\nödemeler sözleşmenin ikinci yılında ücretlere yapılacak zam oranında\nartırılarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 49 - KONUT EDİNDİRME HAKKI\u003C\u002Fh3>\n\n\u003Cp>Belediyede fiilen çalışan sendika üyesi işçilerin kuracağı 100’den\nfazla üyeli yapı kooperatiflerinin mülkiyeti Belediyeye ait olan arsalardan\nyasaların gerektirdiği koşullar içinde makul bir bedel karşılığında\nkonut alanlarının tahsis edilmesi ve alt yapılarının sağlanması\nhususunda Belediye gerekli katkıyı sağlar.\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin yürürlük süresi içinde, kooperatifleşmenin hayata\ngeçirilmesi için sendika ve belediyeler çalışmayı başlatmayı ilke\nolarak kabul 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-STRUCINCR_trigger\">\u003Ch3>MADDE 50 - 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 günlük\nçıplak ücretlerine, 01.03.2016 tarihinden geçerli olmak üzere % 11\n(yüzdeonbir) oranında zam yapılmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>B) II. YIL\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sendika üyesi işçilerin 28.02.2017 tarihinde almakta oldukları günlük\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 ayına göre) artışı oranında zam\nyapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C) İŞE YENİ GİRECEK İŞÇİLERİN ÜCRETLERİ\u003C\u002Fp>\n\n\u003Cp>a) 01.03.2016 tarihi ve sonrasında işe ilk defa giren veya 01.03.2016\ntarihinden önce işe girdiği halde taraf sendikaya 01.03.2016 ve sonrasında\nüye olan işçilere sendikaya üye olmaları halinde 01.03.2016 - 28.02.2017\ntarihleri arasında;\u003C\u002Fp>\n\n\u003Cp>- 4 Yıl ve üzeri Yüksek Okul Mezunlarına 73,-(yetmişüç) TL,\u003C\u002Fp>\n\n\u003Cp>- Meslek Yüksek Okulu Mezunlarına 71,-(yetmişbir) TL,\u003C\u002Fp>\n\n\u003Cp>-Mesleki Yeterlilik Belgesine sahip olanlara ve Teknik Lise mezunlarına\n69,-(altmışdokuz) TL,\u003C\u002Fp>\n\n\u003Cp>- Diğer Meslek Liseleri ve Lise Mezunlarına 67,-(altmışyedi) TL,\u003C\u002Fp>\n\n\u003Cp>- İlköğretim ve ilkokul mezunlarına 65,-(altmışbeş) TL\u003C\u002Fp>\n\n\u003Cp>Günlük ücret ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu işçilere 1. yıl ücret zammı ayrıca yapılmayacaktır.\u003C\u002Fp>\n\n\u003Cp>b) 01.03.2017 tarihi ve sonrasında işe ilk defa giren veya 01.03.2017\ntarihinden önce işe girdiği halde taraf sendikaya 01.03.2017 ve sonrasında\nüye olan işçilere sendikaya üye olmaları halinde 01.03.2017 - 28.02.2018\ntarihleri arasında;\u003C\u002Fp>\n\n\u003Cp>- 4 Yıl ve üzeri Yüksek Okul Mezunlarına 75,-(yetmişbeş) TL,\u003C\u002Fp>\n\n\u003Cp>- Meslek Yüksek Okulu Mezunlarına 73,-(yetmişüç) TL,\u003C\u002Fp>\n\n\u003Cp>- Mesleki Yeterlilik Belgesine sahip olanlara ve Teknik Lise mezunlarına\n71,-(yetmişbir) TL,\u003C\u002Fp>\n\n\u003Cp>- Diğer Meslek Liseleri ve Lise Mezunlarına 69,-(altmışdokuz),\u003C\u002Fp>\n\n\u003Cp>- İlköğretim ve ilkokul mezunlarına 67,-(altmışyedi) TL\u003C\u002Fp>\n\n\u003Cp>Günlük ücret ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu işçilere 2. yıl ücret zammı ayrıca yapılmayacaktır.\u003C\u002Fp>\n\n\u003Cp>c) Ayrıca, daha önce İstanbul Büyükşehir Belediyesi işyerlerinde işe\ngirdiği halde taraf sendikaya bu sözleşme dönemi içinde üye olan\nişçilerin günlük ücretlerinin C\u002Fa ve C\u002Fb bentlerinde belirlenen\nücretlerden daha yüksek olması halinde, mevcut ücretlerinin uygulanmasına\ndevam edilir.\u003C\u002Fp>\n\n\u003Cp>d) Halen İstanbul Büyükşehir Belediyesi işyerlerinde çalışmakta olan\nişçilerden 1 yıl zammı uygulandığı halde ücretleri C\u002Fa bendinde\nbelirlenen ücretlerin altında kalanların günlük ücretleri de 01.03.2016\ntarihi itibari ile C\u002Fa bendinde belirlenen ücretlere yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>e) Münhasıran 01.03.2016 tarihinden sonra 3713 sayılı Terörle Mücadele\nKanunu kapsamında İstanbul Büyükşehir Belediyesi işyerlerine alınan\nişçilere işe girdikleri tarih dikkate alınarak bu maddenin C\u002Fa ve C\u002Fb\nbentlerinde belirlenen ücretler 15,-TL\u002FGün arttırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_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,\nİstanbul Büyükşehir Belediyesi işyerinde geçirdikleri her tam hizmet\nyılı için 24 Krş\u002Fgün (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, İBB işyerlerinde işe girdiği tarih ile takip eden 1\nMart tarihi arasındaki süre altı ay ve daha fazla ise bu süre tam hizmet\nyılı sayılacak, altı aydan az süreler dikkate alınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu maddenin uygulanması bakımından; işçinin İstanbul Büyükşehir\nBelediyesi öncesinde İstanbul Büyükşehir Belediyesinin iştiraklerinde\nveya kamu kurum ve kuruluşlarının daimi işçi kadrosunda geçen hizmet\nsüreleri de İstanbul Büyükşehir Belediyesi’nde geçmiş gibi\nsayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 51 - İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere 6772 sayılı yasa uyarınca ödenen ilave tediye\ndışında 25 Mayıs ve 25 Eylül tarihlerinde 30’ar günlük (yılda toplam\n60 günlük) ikramiye ödenir. Ödeme yılında 365 günün altında\nçalışmalarda, kıstel uygulama ile ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE 52 - GECE ZAMMI\u003C\u002Fh3>\n\n\u003Cp>Saat 20:00 ile sabah 06:00 arası gece itibar edilir. Bu saatlerde\nçalışan işçilere ücretleri normal yevmiyeleri üzerinden % 25 zamlı\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3>MADDE 53 - DİREKSİYON PRİMİ VE SORUMLULUK ZAMMI\u003C\u002Fh3>\n\n\u003Cp>a) Kaptanlara, bilfiil aşçılık yapanlara, Operatör ve Operatör\nYardımcılarına, dört yıllık yüksek tahsilli olan işçiler ile ağır\nvasıta kullanan işçilere fiilen çalıştıkları günlerde, sözleşmenin\nbirinci yılında 3,34 TL (üçlira, otuzdörtkuruş) prim ödenir. Kadrosu\nOperatör olmadığı halde onayla operatörlük yapanlar da bu primden\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>b) Şoförlere ve (a) bendinde belirtilen işçiler dışında kalan tüm\nişçilere fiilen çalıştıkları her gün için sözleşmenin birinci\nyılında 1,39 TL (birlira, otuzdokuzkuruş) sorumluluk zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>c) Bu maddenin a ve b bentlerindeki ödemeler sözleşmenin ikinci yılında\nücretlere yapılacak zam oranında artırılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 54 - TATİLDE ÇALIŞMA VE ÜCRETİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>a) Vardiyalı çalışan işçilerin hafta tatili 6 işgünü\nçalışmasından sonraki gündür. Ancak, çalışılmayan Cumartesi günü\nveya onun yerini alan çalışılmayan gün 6 işgünün hesabında\nçalışılmış gün gibi sayılır. Normal çalışma yapılan yerlerde hafta\ntatili Pazar günüdür. Belediye hizmetlerinin özelliği itibariyle, işveren\nzaruri gördüğü hallerde ve işin gereği hafta tatili günlerinde\nçalıştırılan işçilere müteakip hafta içinde 1 gün izin vermezse,\nkendi yevmiyesine ilaveten (2) iki yevmiye daha öder. İşveren müteakip\nhafta içinde uygun görüp 1 gün izin verirse, işçiye kendi yevmiyesine\nilaveten 1,5 ilave yevmiye öder.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Normal çalışma yapılan yerlerde, Cumartesi günü çalıştırılan\nişçiye müteakip hafta içinde 1 gün tatil verilirse ayrıca 1,5 ilave\nyevmiye, tatil verilmezse 2 ilave yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>b) Ulusal bayram ve genel tatil günlerinde çalışan işçilere her gün\niçin ilave 2 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>c) Vardiyalı işçi, kendi hafta tatilinde çalıştırıldığı takdirde\n2 ilave yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch3>MADDE 55 - FAZLA ÇALIŞMA ÜCRETI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>Günlük 8 saati ve haftada 40 saati aşan (Cumartesi ile hafta tatili ve\nUlusal Bayram ve genel tatil günlerinde yapılan 8 saatlik çalışmalar\nhariç) çalışmalar fazla çalışma olarak kabul edilir ve bu tür\nyaptırılacak her bir saatlik fazla çalışma için ödenecek ücret, saatlik\nnormal çalışma ücretinin % 100 zamlısı olarak ödenir. Bu hüküm\nvardiyalı vardiyasız tüm işçileri kapsar. Ancak, itfaiye işçileri için,\nmünhasıran “İTFAİYE İŞYERİNDE ÇALIŞMA” başlıklı madde hükmü\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>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>Cumartesi, hafta tatili, bayram tatili ve fazla çalışma işin\ngerektirdiği işçi ve vasıf ihtiyacı dikkate alınarak işçiler arasında\neşitlik esasına göre yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 56 - ÜCRET ÖDEMELERİNİN YAPILMASI\u003C\u002Fh3>\n\n\u003Cp>İşçilerin ücretleri, hak kazanılan günü izleyen ilk işgünü\nödenir. Bu ödeme günleri, tatil günlerinden birine rastladığında,\nödemeler bir gün önceden yapılır. Ödemede gecikme 3 iş gününü\ngeçemez. Ücretlerin ödendiği ayın ilk Pazartesi gününe kadar yapılan\nfazla mesai, hafta tatili ve genel tatil günleri çalışmalarına ait ücret\nödemeleri, maaş ile 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 57 - HARCIRAHLAR\u003C\u002Fh3>\n\n\u003Cp>Harcırahlar konusunda Devlet Bütçe ve Harcırah Kanunu hükümleri\nçerçevesinde Belediye Başkanlığı 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 fesih 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, imkânlar ölçüsünde en kısa zamanda işçilere\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 3 -\u003C\u002Fh3>\n\n\u003Cp>Münhasıran 01.03.2016 tarihinden önce İstanbul Büyükşehir Belediyesi\nişyerlerinde 3713 sayılı Terörle Mücadele Kanunu kapsamında işe alman\nişçilerin, 29.02.2016 tarihinde almakta oldukları günlük ücretlerine;\n01.03.2016 tarihinde, bu toplu iş sözleşmesiyle belirlenen 1. Yıl ücret\nzammı uygulandıktan sonra 12,30-TL\u002FGün (onikilira, otuzkuruş) ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>EK – I DİSİPLİN CEZA CETVELİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>EYLEM TÜRLERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>CEZALARI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>İŞE GEÇ GELMEK\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>1- Bir saate kadar geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İhtar, 1G, 2G, 3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>2- Bir saati aşan süre ile gecikmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>1G, 2G, 3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>3- Devamlı geç gelmeyi alışkanlık haline\n        getirmek, (Altı ay içersinde geç gelmek suçundan dört defa\n        disiplin suçundan ceza almış olmak kaydıyla)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>GÖREVE GELMEMEK\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>4- Bir gün göreve gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>1G, 2G, 3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>5- İki gün göreve gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>6- Üç gün ve daha fazla göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>7- Görevi yetersiz yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>8- Verilen görevi yapmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>9- Verilen görevi yapmamakta direnmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>10- Görev saatinde özel işlerle uğraşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>11- Disiplinsiz davranmak, iş sağlığı ve\n        güvenliğini, iş verimini aksatmak ve iş barışını bozmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>GÖREV YERİNİ TERK\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>12- İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İhtar, 1G, 2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>13- İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmeyi alışkanlık haline getirmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>14- İşyerinin korunması ile ilgili olanların\n        görev yerinde bulunmaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>15-İş saatlerinde gereksiz yere arkadaşlarını\n        meşgul etmek ve görev başında uyumak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>1G, 2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>16-İş başında, iş saatlerinde ve görev başında\n        uyumak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>1G, 2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>17-İşyerinde kavga etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>18-İmza cetvelini imzalamamayı alışkanlık haline\n        getirmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İhtar, 1G, 2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>19-Yönetimindeki aracı idareden izin almaksızın\n        başkalarına kullandırmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>20- Göreve sarhoş gelmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>21- İşyerinde alkollü içki kullanmak, kumar\n        oynamak veya oynatmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>22- İşyerinde uyuşturucu madde kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>İŞ ARKADAŞLARINA KARŞI TUTUMU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>23- Amirlerine karşı küfür ve saldırıda\n        bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>24- İş arkadaşlarına küfür veya saldırıda\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>1G, 2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>25- Gerektiği halde iş arkadaşlarına yardımcı\n        olmamak ve yardımcı olmamayı alışkanlık haline getirmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İhtar, 1G, 2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>İŞYERİ VE ARAÇLARINA ZARAR VERMEK\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>26- Yangına sebebiyet vermek, \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>27- İşyerine sabotaj yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>28- Araç ve gereçleri kontrol etmeden göreve\n        çıkmak ve bunlarla ilgili bozuklukları zamanında yetkili kişiye\n        duyurmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>1G, 2G, 3G,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>29- Yönetimindeki araç ve gereçlerin bakımı ve\n        temizliğine özen göstermemek ve hor kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>30- Teslim edilen araç ve gereçlerin yitirilmesine\n        yada bozulmasına, hasarına neden olmak,\u003C\u002Fp>\n\n        \u003Cp>a) İhmal\u003C\u002Fp>\n\n        \u003Cp>b) Ağır ihmal\u003C\u002Fp>\n\n        \u003Cp>c) Kasıt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n\n        \u003Cp>3G, İ.Ç.\u003C\u002Fp>\n\n        \u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>31- İçkili araç kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>ÇALIŞMA AHLAKINA UYMAYAN DAVRANIŞLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>32- İşyerine ait araç ve gereçleri görevi\n        dışındaki işlerde kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>33- Amir durumunda olup, çalıştığı işçileri\n        özel işlerde kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>34- Kendisine verilen yetki dışında iş yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>1G, 2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>35- Görevi ile ilgili kasten yanlış bilgi vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>1G, 2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>36- Hasta olmadığı halde kendisini hasta\n        göstererek işi aksatmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>37- Sınav sırasında kopya çekmek, yardım almak,\n        yardım etmek, soru çalmak, sınav kâğıt ve tutanaklarında\n        değişiklik yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>38- Verilen görevi yapmadığı halde yapmış gibi\n        göstermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>39- Sahte belge düzenlemek, resmi belgelerde\n        değişiklik yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>40- Görevine ilişkin ve gizli kalması gerekli\n        sırları açıklamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>41- Görevine ilişkin ve gizli kalması gerekli\n        sırları açıklayarak çıkar sağlamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>42- Hırsızlığa tam teşebbüs,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>43- Hırsızlık yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>44- Rüşvet almak yada vermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>45- Rüşvet almaya yada vermeye tam teşebbüs,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>46- İşe girmeyen işçiyi girmiş gibi\n        göstermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>47- Yerine imza atmak yada kartını bastırmak\n        suretiyle işe gelmeyen işçiyi gelmiş gibi göstermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\">\u003Cp>48- İşyerinde propaganda yapmak suretiyle siyasi\n        faaliyette bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\">\u003Cp>2G, 3G, İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>49- Yukarıda sayılan eylemler dışında\n        kalıp suç sayılan ve cezalandırılması gereken fiillerde\n        bulunanlara, olayın önemine göre ihtardan işten çıkarmaya kadar\n        olan ceza Disiplin Kurulunca verilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"601\">\u003Cp>50- İş Kanunun 25. maddesinin II.\n        bendinde belirtilen suçları işleyen işçiler disiplin kuruluna sevk\n        edilebileceği gibi, işveren ilgili kanun hükmünü res’en de\n        uygulayabilir. Ancak işçinin veya sendikanın res’en feshe itirazı\n        halinde konu, Disiplin Kurulunda 15 gün içerisinde görüşülerek\n        karar verilir ve verilen karar uygulanır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 58 asıl, 3 geçici madde ile 1 ek cetvelden\nibaret olup taraflarca 19.09.2016 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end":48,"coverunion_trigger":50,"contracttrial":54,"contractseverancepay":58,"severance_number_1_tenure":62,"tempagency":66,"jobclassifaction1":70,"jobclassifaction1_txt":74,"strikes_trigger":77,"longtermillness":81,"disabilitypaytxt":85,"healthandsafetypolicy":89,"protectiveclothing":93,"code_application":97,"hivpolicy":99,"funeralpay":103,"paidmaternityleave":107,"pregnancy":111,"breastfeeding_dangerouswork":115,"alternatives":119,"childcare":121,"deathrelatives":125,"marriage":129,"paidpaternityleave":133,"nursingmothers":136,"nursingfacilities":138,"childcareprovision":142,"childcaresubsidy":146,"educationtuition":150,"hourspday":154,"hourspweek":158,"dayspweek":162,"MAXHOURS_trigger":164,"hoursovertimemax":168,"PAIDLEAV_trigger":172,"holidaysdays":175,"TRADEUNLEAV_trigger":179,"tradeunleavtxt":183,"SCHEDULE_trigger":186,"schedulesrestpw":190,"STRUCINCR_trigger":194,"wageincreaseperc1":198,"wageincreasetxt":202,"ONCERISE_trigger":206,"ONCERISE3_trigger":210,"ONCERISE2_trigger":214,"NOCTPREM_trigger":218,"CONSIGN_trigger":222,"overtimeallowanceperc1_general":226,"HARDSHIP_trigger":228,"SUNDAY_trigger":232,"COMMUTE_trigger":234,"SENIOR_trigger":238,"longserviceallowancedays1":242,"mealvouchers":244},{"bindId":45,"name":46,"text":47},"cbadate_start","MADDE 2 - SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ Bu","MADDE 2 - SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ\n\nBu toplu iş sözleşmesi 01.03.2016 tarihinde yürürlüğe girmek ve\n28.02.2018 tarihinde sona ermek üzere iki (2) yıl sürelidir.",{"bindId":49,"name":46,"text":47},"cbadate_end",{"bindId":51,"name":52,"text":53},"coverunion_trigger","b) Şahıs olarak da; 6356 sayılı Sendikal","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.\n\nSendika üyesi üniversite mezunu işçilere, işverence yapılacak farklı\nücret uygulamalarında bu toplu iş sözleşmesinin “SÖZLEŞMENİN\nGÜVENCESİ” başlıklı 4. maddesi hükümleri uygulanmaz.\n\n\n\nB) YARARLANMA KOŞULLARI\n\nBu toplu iş sözleşmesinden Hizmet-İş Sendikası üyeleri\nyararlanırlar. Bu Toplu iş sözleşmesinin imzalanması tarihinde taraf\nsendikaya üye olanlar yürürlük tarihinden itibaren, imza tarihinden sonra\nüye olanlar ise; üyeliklerinin taraf işçi 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 iç sözleşmesinden yararlanabilmeleri, toplu iş\nsözleşmesine taraf işçi sendikasına dayanışma aidatı ödemelerine\nbağlıdır.",{"bindId":55,"name":56,"text":57},"contracttrial","MADDE 15 - DENEME SÜRESİ İşçiler işe alı","MADDE 15 - DENEME SÜRESİ\n\nİşçiler işe alındıkları tarihten itibaren 2 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":59,"name":60,"text":61},"contractseverancepay","MADDE 31 - KIDEM TAZMİNATINA ESAS KIDEM ","MADDE 31 - KIDEM TAZMİNATINA ESAS KIDEM TARİFİ\n\nKıdem, hizmet akdinin aralıklarla devam etmiş ve yeniden akdedilmiş\nolmasına bakılmaksızın aynı işverenin bir veya değişik işyerlerinde\nçalışılan bütün hizmetlerinin toplamıdır.\n\n\n\nMADDE 32 - KIDEM TAZMİNATI\n\nİşçilerin iş sözleşmelerinin iş yasasındaki kıdem tazminatı\nödenmesini gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 60 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 80 gündür.\n\n\n\nMADDE 33 - KIDEM TAZMİNATININ HESAPLANMASI VE ÖDENMESİ\n\na) 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.\n\nb) İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\n\nc) İşçinin T. C. Emekli Sandığına bağlı olarak geçen hizmetleri\nvarsa bu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.\n\nd) Emekliliğe hak kazanıp Sosyal Güvenlik Korunumdan 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.",{"bindId":63,"name":64,"text":65},"severance_number_1_tenure","İşçilerin iş sözleşmelerinin iş yasasınd","İşçilerin iş sözleşmelerinin iş yasasındaki kıdem tazminatı\nödenmesini gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 60 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 80 gündür.",{"bindId":67,"name":68,"text":69},"tempagency","5- a) Mevcut geçici işçiler, toplu iş sö","5- a) Mevcut geçici işçiler, toplu iş sözleşmesinin yürürlük\ntarihinden itibaren, sözleşmenin tüm hükümlerinden yararlanırlar.",{"bindId":71,"name":72,"text":73},"jobclassifaction1","Bu sözleşme kapsamına giren işyerlerinde","Bu sözleşme kapsamına giren işyerlerinde hâsıl olacak kalifiye işçi\nihtiyaçları, 22.02.2007 tarih ve 26442 sayılı Resmi Gazetede yayımlanarak\nyürürlüğe giren “Belediye ve Bağlı Kuruluşları ile Mahalli İdare\nBirlikleri Norm Kadro İlke ve Standartlarına Dair Yönetmelik”in ekinde\nbelirtilen aşağıda yazılı Sürekli İşçi Kadro Unvanları arasından\nişyerlerimizin ihtiyacına göre yürürlükteki mevzuat çerçevesinde temin\nedilir.\n\na) Şoförler, işyerinde çalışan ehliyeti olan işçiler arasından ve\ndışarıdan,\n\nb) Operatörler, ehliyeti ve sertifikası olan işçiler arasından,\n\nc) Ustabaşılar, ustalar arasından ve dışarıdan,\n\nç) Ustalar, işçiler arasından ve dışarıdan,\n\nd) Aşçılar, işçiler arasından ve dışarıdan,\n\nSınavla tefrik ve temin edilir, ihtiyaç görülen kalifiye işçiden sanat\nsırasına göre okuldan yetişme şartı aranmıyorsa müdürlükteki\nişyerinde bu sıfatı taşıyanlar ve vasıfları bulunanlar arasından\nsınavla tefrik ve temin edilirler.\n\nYukarıda belirtilen unvanlar için kurum içinde unvan sınavı açılması\nhalinde, sınava başvuracak personelin başvurduğu unvanda Başkanlık\nMakamı Onayı ile fiilen en az 1 yıl çalışmış olması gerekmektedir.",{"bindId":75,"name":72,"text":76},"jobclassifaction1_txt","Bu sözleşme kapsamına giren işyerlerinde hâsıl olacak kalifiye işçi\nihtiyaçları, 22.02.2007 tarih ve 26442 sayılı Resmi Gazetede yayımlanarak\nyürürlüğe giren “Belediye ve Bağlı Kuruluşları ile Mahalli İdare\nBirlikleri Norm Kadro İlke ve Standartlarına Dair Yönetmelik”in ekinde\nbelirtilen aşağıda yazılı Sürekli İşçi Kadro Unvanları arasından\nişyerlerimizin ihtiyacına göre yürürlükteki mevzuat çerçevesinde temin\nedilir.",{"bindId":78,"name":79,"text":80},"strikes_trigger","Taraflar işbu toplu iş sözleşmesi hüküml","Taraflar işbu toplu iş sözleşmesi hükümlerinden bir yada birkaçı\nüzerinde uygulama veya yorum uyuşmazlığına düşerlerse, uyuşmazlık\niddiasında olan tarafın yapacağı yazılı çağrı üzerine (yazılı\nçağrıda hangi konuların görüşülmesi istendiği açıkça belirtilir.)\nen geç 10 işgünü içerisinde toplanarak uyuşmazlık konularını müzakere\nederler. Müzakereler sonucunda anlaşma sağlanamazsa yasal yollara\nbaşvurabilirler. Varılan mutabakatlar istenirse tutanağa bağlanabilir.\n\nUzlaştırma kurulu tarafların üçer temsilcisinden oluşur. Sendika\ntemsilcilerinden asgari biri sendika genel merkezinden, işveren\ntemsilcilerinden biri MİKSEN’den, biri de Belediyenin üst düzey\nyetkililerinden olacaktır.",{"bindId":82,"name":83,"text":84},"longtermillness","MADDE 35 - UZUN SÜRELİ HASTALIK HALİ Uzu","MADDE 35 - UZUN SÜRELİ HASTALIK HALİ\n\nUzun süreli hastalık halinde iş yasası ile ilgili mevzuat hükümleri\nsaklı kalmak üzere 5510 sayılı yasa hükümlerine göre işlem\nyapılır.",{"bindId":86,"name":87,"text":88},"disabilitypaytxt","a) Hastalık nedeniyle iş göremezliğe uğr","a) Hastalık nedeniyle iş göremezliğe uğrayan işçilerin Sosyal\nGüvenlik Kurumunca ödeme yapılmayan günlere ait ücretleri işverence\nödenir. Diğer günler için işçiye sigortaca eksik ödenen meblağ\nişverence tama iblağ edilir.",{"bindId":90,"name":91,"text":92},"healthandsafetypolicy","MADDE 38 - İŞ SAĞLIĞI VE GÜVENLİĞİ İşyer","MADDE 38 - İŞ SAĞLIĞI VE GÜVENLİĞİ\n\nİşyerlerinde İş Sağlığı ve Güvenliği hususunda ilgili mevzuat\nhükümleri uygulanır.",{"bindId":94,"name":95,"text":96},"protectiveclothing","4. Demirbaş Koruyucu Eşya: İş Sağlığı ve","4. Demirbaş Koruyucu Eşya: İş Sağlığı ve Güvenliği Kanunu\nhükümleri tatbik edilir. İşverence verilen iş elbisesi ve koruyucu\nmalzemeyi işçiler iş başında giymek zorundadır.",{"bindId":98,"name":91,"text":92},"code_application",{"bindId":100,"name":101,"text":102},"hivpolicy","Çöp imha sahalarında çalışan işçilerin 6","Çöp imha sahalarında çalışan işçilerin 6 ayda bir genel sağlık\ntaraması işveren tarafından yaptırılır.",{"bindId":104,"name":105,"text":106},"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":108,"name":109,"text":110},"paidmaternityleave","k) Hamile işçilere; SGK mevzuatına göre ","k) Hamile işçilere; SGK mevzuatına göre doğum öncesi 8 hafta, doğum\nsonrası 8 hafta olarak verilen raporlu süreler için ödenen iş göremezlik\nödenekleri, işverence tama iblağ edilir. Çoğul gebelik halinde doğumdan\nönce çalıştırılmayacak sekiz haftalık süreye iki hafta süre eklenir.\nAncak sağlık durumu uygun olduğu takdirde, doktorun onayı ile kadın işçi\nisterse doğumdan önceki üç haftaya kadar işyerinde çalışabilir. Bu\ndurumda, kadın işçinin çalıştığı süreler doğum sonrası sürelere\neklenir. Bu gibilere talepleri halinde doğum sonrası izni takiben bir yıla\nkadar ücretsiz izin verilir.",{"bindId":112,"name":113,"text":114},"pregnancy","l) Doğum yapan kadın işçilere çocuğu 1 y","l) Doğum yapan kadın işçilere çocuğu 1 yaşına basana kadar öğleden\nönce 45 dakika, öğleden sonra 45 dakika olmak üzere günde 1,5 saat emzirme\nizni verilir. Bu izinler istenirse günlük topluca kullanılabilir.",{"bindId":116,"name":117,"text":118},"breastfeeding_dangerouswork","j) Elektronik cihazları kullanan kadın i","j) Elektronik cihazları kullanan kadın işçilerden monitör başında\ngörev yapanlar hamileliğini tespit eden doktor raporu ibrazı tarihinden\nitibaren hamileliği süresince branşlarına yakın başka bir işte\nçalıştırılır (Matbaa, serigrafi ve ozalit hane çalışanları da\ndahildir).",{"bindId":120,"name":117,"text":118},"alternatives",{"bindId":122,"name":123,"text":124},"childcare","f) İşçiye eş, çocuk ve bakmakla yükümlü ","f) İşçiye eş, çocuk ve bakmakla yükümlü olduğu kişileri hastaneye\ngötürmek için belgelenmek kaydıyla yeteri kadar ücretli izin verilir.",{"bindId":126,"name":127,"text":128},"deathrelatives","c) İşçinin ve eşinin anne, baba, eş ve k","c) İşçinin ve eşinin anne, baba, eş ve kardeşiyle çocukların\nölümü halinde 7 işgünü izin verilir. Cenazelerin il sınırları\ndışına götürülmesi veya il sınırları dışında ölmesi halinde 5\nişgünü ilave edilir. İşçinin ölümü halinde, o işyerinde çalışan\nyeteri kadar işçiye, cenaze törenine katılmak üzere izin verilir.",{"bindId":130,"name":131,"text":132},"marriage","a) Evlenen işçilere yazılı isteği üzerin","a) Evlenen işçilere yazılı isteği üzerine nikâh ve düğün\ntörenlerinden birinde 10 işgünü,",{"bindId":134,"name":135,"text":135},"paidpaternityleave","b) Eşi doğum yapan işçiye 5 işgünü,",{"bindId":137,"name":113,"text":114},"nursingmothers",{"bindId":139,"name":140,"text":141},"nursingfacilities","MADDE 45 - KREŞ ve ANAOKULU ÖDENEĞİ a) B","MADDE 45 - KREŞ ve ANAOKULU ÖDENEĞİ\n\na) Belediye Başkanlığının mevcut ya da açacağı kreş ya da\nanaokullarından işçi çocukları da yararlandırılır. Bu durumda, belediye\nçalışanı personeline uygulanan hükümler aynen işçi çocukları içinde\nuygulanır.\n\nb) Sendika, Belediye ile işbirliği yaparak doğum öncesi veya doğum\nsonrası analık ve sağlık eğitimleri yapılması için çalışmalarda\nbulunur. Belediyenin ilgili daireleri sendikanın işbirliği ve yardım talebi\nkonusunda her türlü kolaylığı sağlar.\n\nc) “Gebe veya Emzikli Kadınların Çalıştırılma Koşullarıyla\nEmzirme Odaları ve Çocuk Bakım Yurtları (Kreş) Hakkında Yönetmelik”\nhükümlerine göre, kreş açmak zorunda olan işveren; bu yükümlülüğü\nyerine getirinceye kadar, Yönetmelikte belirtilen yaşlarda çocuğu bulunan\nkadın işçilerden, çocuğunu belediyenin kreşi dışında herhangi bir\nkreşe bırakanlara, bu durumu belgeledikleri her ay için, Maliye\nBakanlığınca her yıl için tespit edilip, Bütçe Uygulama Talimatı\nolarak, Resmi Gazetede ilan edilen Kamu Kurum ve Kuruluşlarına ait çocuk\nbakımevlerine kabul edilecek çocuklar için aylık bakım ücretini net\nolarak ödeyecektir. Bu bent hükmü İstanbul Büyükşehir Belediyesi\nişyerlerinde Yönetmelikte belirtilen sayıda kadın işçi çalıştığı\nsürece geçerli olacaktır.",{"bindId":143,"name":144,"text":145},"childcareprovision","a) Belediye Başkanlığının mevcut ya da a","a) Belediye Başkanlığının mevcut ya da açacağı kreş ya da\nanaokullarından işçi çocukları da yararlandırılır. Bu durumda, belediye\nçalışanı personeline uygulanan hükümler aynen işçi çocukları içinde\nuygulanır.",{"bindId":147,"name":148,"text":149},"childcaresubsidy","c) “Gebe veya Emzikli Kadınların Çalıştı","c) “Gebe veya Emzikli Kadınların Çalıştırılma Koşullarıyla\nEmzirme Odaları ve Çocuk Bakım Yurtları (Kreş) Hakkında Yönetmelik”\nhükümlerine göre, kreş açmak zorunda olan işveren; bu yükümlülüğü\nyerine getirinceye kadar, Yönetmelikte belirtilen yaşlarda çocuğu bulunan\nkadın işçilerden, çocuğunu belediyenin kreşi dışında herhangi bir\nkreşe bırakanlara, bu durumu belgeledikleri her ay için, Maliye\nBakanlığınca her yıl için tespit edilip, Bütçe Uygulama Talimatı\nolarak, Resmi Gazetede ilan edilen Kamu Kurum ve Kuruluşlarına ait çocuk\nbakımevlerine kabul edilecek çocuklar için aylık bakım ücretini net\nolarak ödeyecektir. Bu bent hükmü İstanbul Büyükşehir Belediyesi\nişyerlerinde Yönetmelikte belirtilen sayıda kadın işçi çalıştığı\nsürece geçerli olacaktır.",{"bindId":151,"name":152,"text":153},"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 eğitim 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":155,"name":156,"text":157},"hourspday","MADDE 22 - NORMAL ÇALIŞMA SÜRESİ Haftalı","MADDE 22 - NORMAL ÇALIŞMA SÜRESİ\n\nHaftalık çalışma süresi 40 saattir. Bu süre aşılmamak ve gün\nortasında 1 saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla\nçalışma saatleri işin icabına göre işverence tanzim edilir. Bu 40\nsaatlik süre haftada 5 işgününe bölünerek çalıştırılır.",{"bindId":159,"name":160,"text":161},"hourspweek","Haftalık çalışma süresi 40 saattir. Bu s","Haftalık çalışma süresi 40 saattir. Bu süre aşılmamak ve gün\nortasında 1 saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla\nçalışma saatleri işin icabına göre işverence tanzim edilir. Bu 40\nsaatlik süre haftada 5 işgününe bölünerek çalıştırılır.",{"bindId":163,"name":160,"text":161},"dayspweek",{"bindId":165,"name":166,"text":167},"MAXHOURS_trigger","MADDE 55 - FAZLA ÇALIŞMA ÜCRETI Günlük 8","MADDE 55 - FAZLA ÇALIŞMA ÜCRETI\n\nGünlük 8 saati ve haftada 40 saati aşan (Cumartesi ile hafta tatili ve\nUlusal Bayram ve genel tatil günlerinde yapılan 8 saatlik çalışmalar\nhariç) çalışmalar fazla çalışma olarak kabul edilir ve bu tür\nyaptırılacak her bir saatlik fazla çalışma için ödenecek ücret, saatlik\nnormal çalışma ücretinin % 100 zamlısı olarak ödenir. Bu hüküm\nvardiyalı vardiyasız tüm işçileri kapsar. Ancak, itfaiye işçileri için,\nmünhasıran “İTFAİYE İŞYERİNDE ÇALIŞMA” başlıklı madde hükmü\nuygulanır.\n\nİşçilere önceden haber vermek kaydı ile fazla çalışma\nyaptırılabilir. Meşru mazeretleri olan işçiler fazla çalışmaya\nzorlanamaz. Meşru mazeretin raporla tevsiki istenemez.\n\nCumartesi, hafta tatili, bayram tatili ve fazla çalışma işin\ngerektirdiği işçi ve vasıf ihtiyacı dikkate alınarak işçiler arasında\neşitlik esasına göre yapılır.",{"bindId":169,"name":170,"text":171},"hoursovertimemax","Günlük 8 saati ve haftada 40 saati aşan ","Günlük 8 saati ve haftada 40 saati aşan (Cumartesi ile hafta tatili ve\nUlusal Bayram ve genel tatil günlerinde yapılan 8 saatlik çalışmalar\nhariç) çalışmalar fazla çalışma olarak kabul edilir ve bu tür\nyaptırılacak her bir saatlik fazla çalışma için ödenecek ücret, saatlik\nnormal çalışma ücretinin % 100 zamlısı olarak ödenir. Bu hüküm\nvardiyalı vardiyasız tüm işçileri kapsar. Ancak, itfaiye işçileri için,\nmünhasıran “İTFAİYE İŞYERİNDE ÇALIŞMA” başlıklı madde hükmü\nuygulanır.",{"bindId":173,"name":174,"text":174},"PAIDLEAV_trigger","MADDE 26 - YILLIK ÜCRETLİ İZİNLER",{"bindId":176,"name":177,"text":178},"holidaysdays","a) 28.02.2010 ve daha önceki bir tarihte","a) 28.02.2010 ve daha önceki bir tarihte işe girip sendika üyeliği\n01.03.2010 tarihinde devam eden işçilerden;\n\nHizmeti 1-5 yıl (5 yıl dâhil) olanlar için 24 işgünü\n\nHizmeti 5-10 yıl (10 yıl dâhil) olanlar için 26 işgünü\n\nHizmeti 10-15 yıl (15 yıl dâhil) olanlar için 28 işgünü\n\nHizmeti 15 yıldan fazla olanlar için 30 işgünü\n\nücretli izin verilir.\n\nb) 01.03.2010 tarihi ve daha sonrasında işe giren işçilerin yıllık\nizin süreleri İş Kanununda belirlenen sürelerdir.",{"bindId":180,"name":181,"text":182},"TRADEUNLEAV_trigger","MADDE 8 - SENDİKA TEMSİLCİ VE ÜYELERİNE ","MADDE 8 - SENDİKA TEMSİLCİ VE ÜYELERİNE TANINAN ÜCRETLİ\nİZİNLER",{"bindId":184,"name":181,"text":185},"tradeunleavtxt","MADDE 8 - SENDİKA TEMSİLCİ VE ÜYELERİNE TANINAN ÜCRETLİ\nİZİNLER\n\nA) BAŞTEMSİLCİ İZNİ:\n\nSendika Baştemsilcisine, temsilcilik görevlerini yerine getirebilmesi\niçin haftada 8 saat izin verilir. Baş temsilciler bu izni işyerindeki esas\nişini aksatmamak şartı ile kullanırlar. Baştemsilciler seçildikleri veya\natandıkları işyerinde ve devamlı gündüz vardiyasında\nçalıştırılır.\n\nBaştemsilcinin 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.\n\nBaştemsilci 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.\n\n\n\nB) TEMSİLCİ İZİNLERİ:\n\nİşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak şartı ile aşağıda yazılı sürelerde yerine\ngetirirler.\n\n\n\n\n  \n    \n      İŞYERİ İSÇİ MEVCUDU\n      \n      HAFTALIK ÜCRETLİ İZİN SÜRESİ\n      \n    \n    \n      01-50 işçi çalıştıran işyerinde\n      \n      3 saat,\n      \n    \n    \n      51-200 işçi çalıştıran işyerinde\n      \n      4 saat,\n      \n    \n    \n      201-500 işçi çalıştıran işyerinde\n      \n      5 saat,\n      \n    \n    \n      500’den fazla işçi çalıştıran işyerinde\n      \n      6 saat,\n      \n    \n  \n\n\n\n\nC)DİĞER İZİNLER:\n\nSendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, genel kurul ve temsilciler meclisi gibi toplantılara katılmaları\niçin sendikanın yazılı talebi üzerine aşağıdaki düzenlenen şekle\ngöre ücretli izin verilir.\n\n\n\n\n  \n    \n      İŞYERİ İSÇİ MEVCUDU\n      \n      YILLIK TOPLAM ÜCRETLİ İZİN SÜRESİ\n      \n    \n    \n      01-50 işçi çalıştıran işyerinde\n      \n      25 gün,\n      \n    \n    \n      51-100 işçi çalıştıran işyerinde\n      \n      35 gün,\n      \n    \n    \n      101-200 işçi çalıştıran işyerinde\n      \n      45 gün,\n      \n    \n    \n      201-500 işçi çalıştıran işyerinde\n      \n      65 gün,\n      \n    \n    \n      501-1000 işçi çalıştıran işyerinde\n      \n      85 gün,\n      \n    \n    \n      1000’den fazla işçi çalıştıran işyerinde\n      \n      işçi sayısının %10’u kadar gün.\n      \n    \n  \n\n\n\n\nBu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5’inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir.\n\nAncak, genel kurullar için bu %5 oranı aranmaz.",{"bindId":187,"name":188,"text":189},"SCHEDULE_trigger","MADDE 18 - ÇALIŞMA SÜRESİNDEN SAYILAN HA","MADDE 18 - ÇALIŞMA SÜRESİNDEN SAYILAN HALLER VE ARA DİNLENMESİ\n\na) İşçinin, işveren tarafından işyerinden başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler.\n\nb) İşçinin, işveren tarafından işiyle ilgili başka bir yere\ngönderilmesi veya işverenle ilgili başka bir yerde meşgul edilmesi\nnedeniyle asıl işini yapmaksızın geçirdiği süreler.\n\nc) Yağmur, sel, elektrik ve su akımının kesilmesi, malzeme araç ve\nkoruyucu eşyanın olmaması nedeniyle işbaşında olup da çalışmadığı\nsüreler işçinin yasal iş süresinden sayılır.\n\nd) İşçinin, işverenin işini yaparken meydana gelen olaydan dolayı\nmahkemede, karakolda ve hastanede geçen süreleri belgeleme koşuluyla iş\nsüresinden sayılır.\n\ne) İşverenin araç ve gerecinde meydana gelen arıza nedeniyle gecikilen\nsüreler de çalışmış gibi sayılır.\n\nf) Asfalt işlerinde işveren, işçilerin ara dinlenmesini engellemeyecek\nşekilde asfalt sevkiyatını yapar. 11.30-14.00 saatleri arasında bir saat\nöğlen dinlenmesi mutlaka verilir\n\ng) Belediye işyerlerinde uygulanmakta olan meri ara dinlenmesi sürelerine\naynen devam edilir. Ara dinlenmesi verilen yerlerde bu dinlenmelerin hangi\nsaatler arasında yapılacağı her işçinin görebileceği yerlerde yazılı\nolarak ilan edilir.",{"bindId":191,"name":192,"text":193},"schedulesrestpw","a) Vardiyalı çalışan işçilerin hafta tat","a) Vardiyalı çalışan işçilerin hafta tatili 6 işgünü\nçalışmasından sonraki gündür. Ancak, çalışılmayan Cumartesi günü\nveya onun yerini alan çalışılmayan gün 6 işgünün hesabında\nçalışılmış gün gibi sayılır. Normal çalışma yapılan yerlerde hafta\ntatili Pazar günüdür. Belediye hizmetlerinin özelliği itibariyle, işveren\nzaruri gördüğü hallerde ve işin gereği hafta tatili günlerinde\nçalıştırılan işçilere müteakip hafta içinde 1 gün izin vermezse,\nkendi yevmiyesine ilaveten (2) iki yevmiye daha öder. İşveren müteakip\nhafta içinde uygun görüp 1 gün izin verirse, işçiye kendi yevmiyesine\nilaveten 1,5 ilave yevmiye öder.",{"bindId":195,"name":196,"text":197},"STRUCINCR_trigger","MADDE 50 - ÜCRET ZAMMI A)I.YIL Sendika ü","MADDE 50 - ÜCRET ZAMMI\n\nA)I.YIL\n\nSendika üyesi işçilerin 29.02.2016 tarihinde almakta oldukları günlük\nçıplak ücretlerine, 01.03.2016 tarihinden 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 günlük\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 ayına göre) artışı oranında zam\nyapılacaktır.",{"bindId":199,"name":200,"text":201},"wageincreaseperc1","Sendika üyesi işçilerin 29.02.2016 tarih","Sendika üyesi işçilerin 29.02.2016 tarihinde almakta oldukları günlük\nçıplak ücretlerine, 01.03.2016 tarihinden geçerli olmak üzere % 11\n(yüzdeonbir) oranında zam yapılmıştır.\n\n\n\nB) II. YIL",{"bindId":203,"name":204,"text":205},"wageincreasetxt","B) II. YIL Sendika üyesi işçilerin 28.02","B) II. YIL\n\nSendika üyesi işçilerin 28.02.2017 tarihinde almakta oldukları günlük\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 ayına göre) artışı oranında zam\nyapılacaktır.",{"bindId":207,"name":208,"text":209},"ONCERISE_trigger","MADDE 51 - İLAVE TEDİYE VE İKRAMİYE Send","MADDE 51 - İLAVE TEDİYE VE İKRAMİYE\n\nSendika üyesi işçilere 6772 sayılı yasa uyarınca ödenen ilave tediye\ndışında 25 Mayıs ve 25 Eylül tarihlerinde 30’ar günlük (yılda toplam\n60 günlük) ikramiye ödenir. Ödeme yılında 365 günün altında\nçalışmalarda, kıstel uygulama ile ödeme yapılır.",{"bindId":211,"name":212,"text":213},"ONCERISE3_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":215,"name":216,"text":217},"ONCERISE2_trigger","D) KIDEM ZAMMI İşçilere, esas günlük ücr","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,\nİstanbul Büyükşehir Belediyesi işyerinde geçirdikleri her tam hizmet\nyılı için 24 Krş\u002Fgün (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, İBB işyerlerinde işe girdiği tarih ile takip eden 1\nMart tarihi arasındaki süre altı ay ve daha fazla ise bu süre tam hizmet\nyılı sayılacak, altı aydan az süreler dikkate alınmayacaktır.\n\nBu maddenin uygulanması bakımından; işçinin İstanbul Büyükşehir\nBelediyesi öncesinde İstanbul Büyükşehir Belediyesinin iştiraklerinde\nveya kamu kurum ve kuruluşlarının daimi işçi kadrosunda geçen hizmet\nsüreleri de İstanbul Büyükşehir Belediyesi’nde geçmiş gibi\nsayılır.",{"bindId":219,"name":220,"text":221},"NOCTPREM_trigger","MADDE 52 - GECE ZAMMI Saat 20:00 ile sab","MADDE 52 - GECE ZAMMI\n\nSaat 20:00 ile sabah 06:00 arası gece itibar edilir. Bu saatlerde\nçalışan işçilere ücretleri normal yevmiyeleri üzerinden % 25 zamlı\nödenir.",{"bindId":223,"name":224,"text":225},"CONSIGN_trigger","2. Altı Aydan Az Süreli Çalıştırılan Geç","2. Altı Aydan Az Süreli Çalıştırılan Geçiciler:\n\nŞehir Tiyatrolarında altı Aydan az süreli çalışan geçici personel,\nbir takvim yılı içerisinde, 5620 sayılı Kanun hükümlerine göre alınan\nvize sınırlarını geçmemek üzere, 4857 sayılı Kanunun “ÇAĞRI\nÜZERİNE ÇALIŞMA” başlıklı 14. maddesi hükmüne uygun olarak\nçalıştırılırlar. İşveren personele çağrıyı personelin\nçalışacağı zamandan en az bir gün önceden yapmak zorundadır. İşveren\nçağrıda bulunurken personelin çalışacağı süreyi de belirtir. Bu tür\nçalıştırılan personele, çalıştıkları sürece bu toplu iş\nsözleşmesiyle belirlenen günlük ödemeler aynen, aylık ödemeler 1\u002F30\noranında, yıllık ödemeler 1\u002F360 oranında hesaplanarak ödenir.",{"bindId":227,"name":170,"text":171},"overtimeallowanceperc1_general",{"bindId":229,"name":230,"text":231},"HARDSHIP_trigger","MADDE 53 - DİREKSİYON PRİMİ VE SORUMLULU","MADDE 53 - DİREKSİYON PRİMİ VE SORUMLULUK ZAMMI\n\na) Kaptanlara, bilfiil aşçılık yapanlara, Operatör ve Operatör\nYardımcılarına, dört yıllık yüksek tahsilli olan işçiler ile ağır\nvasıta kullanan işçilere fiilen çalıştıkları günlerde, sözleşmenin\nbirinci yılında 3,34 TL (üçlira, otuzdörtkuruş) prim ödenir. Kadrosu\nOperatör olmadığı halde onayla operatörlük yapanlar da bu primden\nyararlanır.\n\nb) Şoförlere ve (a) bendinde belirtilen işçiler dışında kalan tüm\nişçilere fiilen çalıştıkları her gün için sözleşmenin birinci\nyılında 1,39 TL (birlira, otuzdokuzkuruş) sorumluluk zammı ödenir.\n\nc) Bu maddenin a ve b bentlerindeki ödemeler sözleşmenin ikinci yılında\nücretlere yapılacak zam oranında artırılacaktır.",{"bindId":233,"name":192,"text":193},"SUNDAY_trigger",{"bindId":235,"name":236,"text":237},"COMMUTE_trigger","J) VASITA TAHSİSİ ve ÜCRETİ 1. İşçilerin","J) VASITA TAHSİSİ ve ÜCRETİ\n\n1. 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.\n\n2. Adalarda çalışan itfaiye işçilerine mevcut uygulamaya devam\nolunur.\n\n3. Mavi kart veya bedeli uygulamasında çıkabilecek uyuşmazlıklar üç\nişveren, iki sendika temsilcisinden oluşan bir komisyon tarafından çözüme\nkavuşturulur.\n\nBu madde hükmüne aykırı hareket edenler saptandığında aldığı\nücret defaten geri alınır.\n\n\n\nK) Bu maddenin A, B, C, D, E, F, G, H, I\u002F1 ve İ\u002F1 bentlerinde belirlenen\nödemeler sözleşmenin ikinci yılında ücretlere yapılacak zam oranında\nartırılarak ödenir.",{"bindId":239,"name":240,"text":241},"SENIOR_trigger","MADDE 32 - KIDEM TAZMİNATI İşçilerin iş ","MADDE 32 - KIDEM TAZMİNATI\n\nİşçilerin iş sözleşmelerinin iş yasasındaki kıdem tazminatı\nödenmesini gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 60 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 80 gündür.",{"bindId":243,"name":64,"text":65},"longserviceallowancedays1",{"bindId":245,"name":246,"text":247},"mealvouchers","B)YEMEK VEYA BEDELİ: İşçilere; fiilen ça","B)YEMEK VEYA BEDELİ:\n\nİşçilere; fiilen çalıştıkları günlerde 1 öğün doyurucu, kalorisi\nyeterli, 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\nKar ve yağmur gibi olağanüstü hallerde gece çalıştırılan işçilere\nayrıca kumanya gönderilir.\n\nRamazan ayında yemek yenilen yerlerde oruç tutanlara yemek bedeli\nödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>İSTANBUL BÜYÜKŞEHİR BELEDİYESİ 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: → Kamuda\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            \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: → Evet\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 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            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \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: → Evet\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: → Evet\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Evet\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Evet\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data 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: → 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: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 300 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 60 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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 40.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 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            \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: →  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: → 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                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2016-05\n                \u003C\u002Fdiv>\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: → 125 % 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            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → Evet\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → TRY 3.34 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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                \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    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[253],{"title":37,"slug":33},[255],{"type":256,"data":257},"call_to_action_body_block",{"title":258,"description":259,"variant":260,"link":261},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":258,"url":262,"description":258,"rel":263,"type":264},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[266],{"type":256,"data":267},{"title":258,"description":259,"variant":260,"link":268},{"title":258,"url":262,"description":258,"rel":263,"type":264},[],{"title":17,"seo_title":271,"description":7,"path":272,"redirect_url":7,"locale":18,"children":273},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[274,355,384],{"title":20,"seo_title":275,"description":7,"path":276,"redirect_url":7,"locale":18,"children":277},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[278,282,286,302,351],{"title":279,"seo_title":8,"description":7,"path":280,"redirect_url":7,"locale":18,"children":281},"Asgari 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