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charset=UTF-8\">\n  \u003Ctitle>New12\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>İSKİ\u003C\u002Fh1>\n\n\u003Ch1>İSTANBUL SU VE KANALİZASYON İDARESİ İŞLETME TOPLU İŞ\nSÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>(01.03.2016-28.02.2018)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 1 – TARAFLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu İşletme Toplu İş Sözleşmesi; İstanbul Su ve Kanalizasyon\nİdaresi Genel Müdürlüğü (İSKİ) işyerlerinde uygulanmak üzere Türkiye\nEnerji, Su ve Gaz İşçileri Sendikası (TES-İŞ) ile Mahalli İdareler Kamu\nİşveren Sendikası (MİKSEN) arasında akdedilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2 - SÖZLEŞMENİN YÜRÜTÜLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi; İstanbul Su ve Kanalizasyon İdaresi Genel\nMüdürlüğü (İSKİ) ile Türkiye Enerji, Su ve Gaz İşçileri Sendikası\n(TES-İŞ) Genel Başkanlığı veya Sendika adına TES- İŞ İstanbul 2 No.lu\nŞube Başkanlığınca yürütülecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 3 – TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İstanbul Su ve Kanalizasyon İdaresi Genel Müdürlüğü (İSKİ);\nİŞVEREN,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Türkiye Enerji, Su ve Gaz İşçileri (TES - İŞ) Sendikası;\nSENDİKA,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Mahalli İdareler Kamu İşveren Sendikası (MİKSEN); İŞVEREN\nSENDİKASI,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Tes-İş Sendikası İstanbul 2 Nolu Şubesi; ŞUBE,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İstanbul Su ve Kanalizasyon İdaresi (İSKİ) Genel Müdürlüğüne ait\nişlerin görüldüğü tüm işyerleri, eklentileri, araçlar; İŞLETME,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşletmede çalışan ve Tes-İş Sendikasına üye olan işçiler;\nSENDİKALI İŞÇİ,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) İşletmede çalışan ve Tes-İş Sendikasına üye olmayan işçiler\nişbu sözleşme yönünden; SENDİKASIZ İŞÇİ,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) İşbu İşletme Toplu İş Sözleşmesi; SÖZLEŞME veya İTİS,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ı) İşveren, Sendika ve Sendika Şubesi müştereken; TARAFLAR,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>olarak kabul ve ifade edilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountryregion_comments\">\u003Ch3>MADDE 4 - SÖZLEŞMENİN KAPSAMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Yer bakımından: İşverenin, işkolları yönetmeliğinin 14.\nsırasında yer alan “Enerji” işkoluna giren İstanbul Su ve Kanalizasyon\nİdaresi Genel Müdürlüğü İşletmesine bağlı tüm işyerleri ile sair\neklentileri ve araçları kapsar.\u003C\u002Fp>\n\n\u003Cp>b) Şahıs bakımından: Sözleşmenin kapsamına giren İşletme ve\neklentilerinde çalışan taraf sendika üyesi işçileri kapsar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 5 - AMAÇ VE UYGULAMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşbu sözleşmenin amacı, işletmede düzenli ve verimli çalışmayı\nsağlamak, üretimi arttırmak, işverenin ve işçilerin hak ve menfaatlerini\ndengeleyerek karşılıklı saygı ve sevgi esasına dayanan iş barışını\nteessüs ettirmek için çaba sarf etmek, taraflar arasında doğabilecek\nihtilafları uzlaştırıcı yollarla halletmektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Sözleşmede aksi belirtilmedikçe, hizmet akitleri sözleşmeye aykırı\nolamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Hizmet akdinde düzenlenmeyen hususlarda sözleşmedeki hükümler\nuygulanır. Hizmet akdinin sözleşmeye aykırı hükümlerinin yerini\nsözleşmedeki hükümler alır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Sözleşmede aksi belirtilmedikçe, hizmet akdinin işçi lehindeki\nhükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Her ne sebeple olursa olsun, sona eren Toplu İş Sözleşmesinin hizmet\nakdine ilişkin hükümleri yenisi yürürlüğe girinceye kadar hizmet akdi\nhükmü olarak devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşveren, işbu sözleşmeye taraf teşkil eden Sendikayı sözleşmenin\nkapsadığı işletme ve eklentilerinde üyelerinin tek temsilcisi olarak\ntanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) İşbu sözleşme hükümleri amacı dışında yorumlanamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6 - İŞÇİ VASFININ DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, sözleşmenin yürürlük süresi içerisinde; işçi statüsü\ndışına çıkacak şekilde herhangi bir değişikliği işçinin yazılı\nmuvafakati ile yapmaya yetkilidir. Ancak yasal zorunluluk hallerinde bu madde\nhükmü uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch3>MADDE 7 - YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 01.03.2016 tarihinde yürürlüğe girecek ve\n28.02.2018 tarihinde sona erecektir. İki yıl sürelidir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 8 - SÖZLEŞMEDEN YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunionsign\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>a) İşbu sözleşmenin getirmiş olduğu hak ve menfaatlerden taraf işçi\nsendikasının üyeleri yararlanacaktır. Bu hususlarda 6356 sayılı\nYasa’nın 39. maddesine göre işlem yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşçilerin sözleşmeden yararlanmaları sendikaya üye olduklarının\nsendikaca işverene bildirildiği tarihten itibaren başlar. Yürürlük\ntarihinde çalışan ve Toplu İş Sözleşmesinin imzası tarihinde sendika\nüyesi bulunanlar yürürlük tarihinden itibaren Toplu İş Sözleşmesinden\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Sözleşmenin yürürlük tarihinden sonra işe girip sendikaya üye\nolanlar sendika veya şubenin isimlerini işverene bildirmesinden itibaren\nToplu İş Sözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d) Toplu İş Sözleşmesinin imzası sırasında sendikaya üye\nbulunmayanlarla, imza tarihinden sonra işyerine girip de sendikaya üye\nolmayan ve imza tarihinde taraf işçi sendikasına üye bulunup da sonradan\nüyelikten ayrılan veya sendikaca üyelikten çıkarılanların sözleşmeden\nyararlanabilmeleri sendikaya dayanışma aidatı ödemeleri şartına\nbağlıdır. Dayanışma aidatı ödemek suretiyle sözleşmeden yararlanma;\nyürürlüğe girmiş bulunan sözleşmenin imzasından sonra talepte bulunmak\nkaydı ile talep tarihinden itibaren geçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Dayanışma aidatı hususunda ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşveren, sendikaya üye olanlar ile dayanışma aidatı ödeyen\nişçiler dışında kalan sendikasız işçilere ücret, yasal haklar ve ayni\nyardımlar dışında herhangi bir hak veremez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Sözleşmenin yürürlük tarihleri arasında başka bir müesseseden\nnaklen İSKİ işyerlerine gelen üyelere sendikaya üye oldukları tarihten\nitibaren bu sözleşme hükümleri aynen uygulanır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 9 - MUVAKKAT İSÇİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren, muvakkat işçi çalıştırmamayı amaç edinir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Mücbir durumlarda ve işin elverdiği hallerde; işveren muvakkat işçi\nçalıştırabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Muvakkat işçiler asgari ücretle işbaşı yaparlar. Sendikaya üye\noldukları yada dayanışma aidatı ödedikleri takdirde, işbu sözleşme\nhaklarından aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Daimi kadrolara eleman alınması gerektiği takdirde; işveren bu\nkadroları, varsa öncelikle çalışan muvakkat işçiler tarafından\ndoldurur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 10 - ÜCRETİN TANIMI VE ÖDEME ZAMANI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Genel anlamda ücret işçiye işi karşılığında işveren tarafından\nsağlanan ve nakden ödenen meblağı kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Ücretler her ayın 14. gününden başlayarak, en geç 4 işgünü\niçinde 3 grup halinde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşçilere ücretleri ile birlikte istihkakları ile yapılan\nkesintileri açıkça gösteren bir ücret pusulası verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Ödenecek İ.T.İ.S. farkları, ikramiyeler, ödenecekse giyecek\nücretleri ayrı bir bordro ile ödeme zamanında bütün işçilere aynı\ngünde tediye edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşçilere, maddi hatadan kaynaklanan fazla ödemeler, hatanın\nöğrenildiği tarihten itibaren geri alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11 - ÇALIŞMA ESASLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin işe başlama saatlerinde vazife başında bulunmaları\nesastır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 saate kadar olan gecikmeler için işçilerin yevmiyesinden 1 saat, 1\nsaatten fazla olan gecikmelerde mazeretin işverence kabul edilmesi halinde\nişçi işe başlatılır ve geç kalınan süre kadar ücret kesintisi\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bir saate kadar olan gecikmeler ayda üç defayı geçemez. Ayda üç defa\nvuku bulan gecikmelerden sonra mazeret halinin kabulü işverene aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mazeret konusunda işverene bilgi verilirken işçi dilerse işyeri\nbaştemsilcisini veya temsilcilerden birini yanında bulundurabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 12 – ÇALIŞMALAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışmalar, normal çalışmalar ve vardiyalı çalışmalar olarak 2\nkısımda mütalaa edilmektedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Normal çalışmalar:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a) Haftalık çalışma süresi 40 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Haftalık çalışma süresinin günlere dağılımı ve değişimi ile\nara dinlenmeleri yasalara uygun olarak işverence tespit edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>c) Vardiyalı çalışma yapılan işyerleri ve eklentileri haricindeki\nyerlerde Cumartesi ve Pazar günleri tatil yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>d) Haftalık çalışma 5 gündür, günlük çalışma süresi 8\nsaattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Çalışılmayan tatil yapılan Cumartesi ve Pazar günleri için\nişçilere normal birer yevmiye çalışılmış gibi ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşçilerin geçici bir görev ile başka bir yere gönderilmeleri\nhalinde yolda geçen süreler ile vazife mahallindeki iş icabı beklentiler\niş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>g) Haftada 5 iş günü çalışan işçiler tatil yaptıkları Cumartesi\nveya Pazar günlerinde çalıştırılmaları halinde kendilerine\nçalıştıkları gün için toplam 3 yevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Pazar günü çalışan işçilere (g) bendi uygulanmakla beraber\nkendilerine ayrıca takip eden hafta içinde bir gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Hafta tatili ve fazla çalışma ücretine hak kazanma bakımından\nişveren tarafından verilecek ücretli ve 1 günü geçmeyen ücretsiz izinler\nile sağlık kurulunca verilecek istirahat süreleri çalışılmış gibi\nkabul edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Cumartesi ve Pazar günü çalışmaları hafta tatili ile\ngeçiştirilemez. Çalışmalarda bu maddenin (g) ve (i) bendleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- Vardiyalı Çalışmalar:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Vardiyalı çalışmalarda haftalık çalışma süresi 40 saattir.\nAncak, bu işçiler çalışma sistemleri gereği tatil olan 6. gün de\nçalıştırılırlar.\u003C\u002Fp>\n\n\u003Cp>b) Haftalık çalışma süresi 40 saat olduğundan 40 saatin üzerindeki\nçalışmalar fazla mesaiye girmektedir. Vardiyalarda haftanın 6. ve 7. gün\nçalışmaları fazla mesaiye girdiğinden bu nedenle 6. ve 7. gün\nçalışmalarına toplam 3’er yevmiye ücret ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Vardiyalı işlerde, işin icabı hafta tatili yapmayıp 7. günde de\nçalıştıkları takdirde, işçilere bugün için 3 yevmiye ödenecektir.\nAyrıca takip eden hafta içinde bir gün ücretli izin verilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Kamu kuruluşu olan idarede çalışan işçiler kadrolarına\nbakılmaksızın zaruri işlerde, vardiyalarda çalıştırılabilir ve fazla\nmesai yaptırılabilir. Gündüz çalışmak kaydıyla işe alınmış olan\nişçilerde gerek görülmesi halinde vardiyalı işlerde\nçalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Vardiyalı çalışmalarda nöbet değişmeleri münavebeli olarak\nyapılır. Bir hafta sabah çalışan işçi diğer hafta ara vardiyada, bir\ndiğer hafta ise gece vardiyasında görev alır. Vardiya değişiminde ara\ndinlenmesi 16 saatten hafta tatili 32 saatten aşağı olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Hafta tatili ve fazla çalışma ücretine hak kazanma bakımından\nişveren tarafından verilecek ücretli ve 1 işgününü geçmeyen ücretsiz\nizinler ile Sağlık Kurulunca verilecek istirahat süreleri çalışılmış\ngibi kabul edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Çalışılmadığı takdirde, tatil olan 7. Gün için işçilere normal\nbirer yevmiye çalışılmış gibi ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mahrumiyet bölgesinde bulunan Darlık Barajı, Istırancalar ve Melen ile\nişin icabı çalışma şartları ve ulaşım sorunları bulunan işyerlerinde\nişin gereği olarak ikili vardiya uygulanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 13 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE YAPILAN\nÇALIŞMALAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bayram ve genel tatil günlerinde çalıştırılan işçilere\nçalıştırıldığı beher gün için toplam 3 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>MADDE 14 - ARA DİNLENMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşin en müsait zamanında işçilere her gün bir saatlik ara dinlenmesi\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15 - GECE ÇALIŞMALARI VE SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Özellikle gece çalıştırılmak üzere işe alınanlar hariç hiçbir\nişçi 2 haftadan fazla gece çalıştırılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) 20.00 ile 06.00 arası yapılan çalışmalar gece\nçalışmalarıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Ch3>MADDE 16 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Cumhuriyet Bayramı: 28 Ekim öğleden sonra ve 29 Ekim günü olmak\nüzere (1,5) gündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Yılbaşı Tatili: Ocak ayının 1. günüdür. (1) gündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Ulusal Egemenlik ve Çocuk Bayramı: 23 Nisan günüdür. (1)\ngündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Emek ve Dayanışma günü: 1 Mayıs günüdür. (1) gündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Atatürk’ü Anma ve Gençlik ve Spor Bayramı: 19 Mayıs günüdür.\n(1) gündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Ramazan Bayramı: Arefe günü öğleden sonra başlamak üzere (3,5)\ngündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Kurban Bayramı: Arefe günü öğleden sonra başlamak üzere (4,5)\ngündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) 30 Ağustos Zafer Bayramı: 30 Ağustos günüdür. (1) gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 17 - FAZLA MESAİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Lüzumu halinde işçilere fazla mesai yaptırılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemaxtxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>b) Fazla mesailer normal günler için 3 saatten fazla olamaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşverenin ifa etmekte bulunduğu kamu görevi dolayısıyla önemli\nolan arızalarda veya yapılması zaruri olan işlerde İş Kanunu\nhükümlerine göre bu müddet 3 saat çalışmayı aşabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Fazla mesailer, işverence aynı işi yapabilecek işçilere hakkaniyet\nesaslarına göre münavebe ile yaptırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Münavebeli çalışma sistemine uymayanlar hakkında işveren gerekli\nişlemleri yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Fazla mesailer zorunlu haller dışında, en az bir gün önce işyerinde\nilan edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Fazla mesailer bu sözleşmeye uymayarak münavebe ile yapılmadığı\ntakdirde diğer işçilerin sendika veya işverene şikâyet hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Bu şikâyetler Çalışma ve Disiplin Kurulunda karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>i) Normal günlerde yaptırılan fazla mesailer % 100 zamlı olarak\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Bayram ve Genel tatil günlerinde yaptırılan fazla mesailerden 8 saati\ngeçen kısmı % 200 zamlı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) İşyerinin özelliği ve iş şartları icabı işçiler, bayram\ngünlerinde, hafta tatilinde veya 12. maddeye göre tatil kapsamına giren\nCumartesi günleri de çalıştırılabilir. Bu çalışmalarda 12. Maddenin\n1\u002Fg bendi uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l) Fazla mesai yaptırılan işçilerin çalıştığı saat karşılığı\nücretleri işverence tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>m) Sıhhi sebeplerle fazla mesai yaptırılması mahzurlu bulunan işçi,\nfazla mesaiye zorlanamaz. Hastalığın raporla tevsiki şarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>n) Her ne suretle olursa olsun fazla çalışma yaptırılabilmesi için\nyazılı onay veya emir çıkarılması şarttır. Ancak buna imkân olmayan\nacil durumlarda şifahi emirle fazla çalışma yaptırılabilir. Bu takdirde\nfazla çalışmanın başlayış ve bitiş saatleri; işverence, işçilere\nverilecek olan “Fazla çalışma kartı”na işlenerek fazla çalışmaya\nnezaret eden işveren yetkilisi tarafından imza edilir ve yaptırılan fazla\nçalışma için en kısa zamanda onay alınır. Fazla çalışma ücretlerinin\nhesabında karttaki kayıtlar esas alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>o) Cumartesi günleri servis yapan şoförlere yaptıkları fazla mesailerin\ntamamı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>p) Bu maddenin (c) bendi gereğince yapılan fazla çalışmalarda\nçalışmalar 3 saat veya daha fazla olduğu takdirde bu sözleşmede\nbelirlenen yemek ücretleri ilave olarak ayrıca ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>r) Acil durumlarda ikametgâhından fazla mesaiye çağırılan işçilerin\nyaptığı iş 3 saatten az olsa dahi 3 saat fazla mesai ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE 18- GECE ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Saat 20.00 ile sabah 06.00 arası gece tabir edilir. Bu saatlerde\nçalıştırılan işçilerin ücretleri %25 zamlı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 19 - TEMSİLCİ TAYİNİ VE GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A-a) İSKİ Genel Müdürlüğü bir işletme olduğundan; sendika, bu\nişletmeye bağlı işyerlerinde, 6356 sayılı yasada belirtilen şekilde ve\nazami miktarda sendika temsilcisi tayin eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) 6356 sayılı yasaya göre işyerlerindeki bu temsilcilerden biri\nsendikaca baştemsilci olarak atanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>c) İşveren, sendika baştemsilcisine, temsilcilik faaliyetlerini\nyürütmek amacıyla sendika veya şubenin talebi üzerine yılda 20 gün\nücretli izin verir. Baştemsilcinin bu izin süresini işletmelere bağlı\nişyerleri ve eklentilerinde, sendikanın görevlendireceği yerlerde\ngeçirmeleri esastır. Bu iznin 7 günü toptan, kalan 13 günü haftada bir\ngünü geçmeyecek şekilde kullandırılır. Bu izinler senelik izin ve diğer\nizinler ile birleştirilmez, yasal izinlerden mahsup edilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) İşyeri temsilcilerine de aynı şartlarda olmak üzere yılda 15 gün\nücretli izin verilir. Bu iznin 7 günü toptan, kalan 8 günü haftada bir\ngünü geçmemek üzere kullandırılır. Bu izin senelik izin ve diğer\nizinler ile birleştirilemez. Temsilcinin izin talebi (c) bendinin\nhükümlerine ilaveten sendika veya şubenin bilgisi tahtında yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Toplu İş Sözleşmesinin yürürlük müddeti içerisinde işverence\nyeni bir işyeri açıldığı takdirde, sendika o işyerine baştemsilci ve\ntemsilci tayin eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Gündemi 15 gün önceden şubece bildirilmek şartıyla Genel\nMüdürlük binasında 4 ayda bir temsilciler toplantısı yapılır. Bu\ntoplantılara Genel Müdürlükçe görevlendirilecek Genel Müdür\nYardımcıları, Daire Başkanları ve Müdürler ile Şube Yöneticileri ve\nSendika Temsilcileri katılır. Bu toplantının yemek masrafları işverence\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B-İşyeri Sendika Temsilcilerinin Görevi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri ve baştemsilcisi, işyerine münhasır kalmak\nkaydı ile işçilerin dileklerini dinlemek ve şikâyetlerini çözümlemek,\nişçi ve işveren arasındaki işbirliği ve çalışma ahengi ile çalışma\nbarışını devam ettirmede işçilerin hak ve menfaatlerini gözetmek, İş\nKanunları ve Toplu İş Sözleşmelerinde öngörülen çalışma\nşartlarının uygulanmasına yardımcı olmakla görevlidir.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 20- İŞYERİ SENDİKA TEMSİLCİLERİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcilerinin teminatı konusunda yasa hükümleri\nuygulanır. Bu teminat hükümleri, amatör olarak görev yapan Yönetim,\nDenetim ve Disiplin Kurulu üyeleri hakkında da aynen uygulanır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 21- SENDİKA YÖNETİCİLERİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika ve Konfederasyonların yönetim kurullarında veya başkanlığında\ngörev aldığı için kendi isteği ile çalıştığı işyerlerinden\nayrılan işçiler, bu görevlerinin seçime girmemek, yeniden seçilmemek veya\nkendi istekleriyle çekilmek suretiyle son bulması halinde, ayrıldıkları\nişyerinde işe yeniden alınmalarını istedikleri takdirde; işveren, talep\ntarihinden itibaren en geç bir ay içinde bu işçileri o andaki şartlarla\neski işlerine veya eski işlerine uygun bir diğer işe, diğer isteklilere\nnazaran öncelik vererek almak zorundadır. Bu takdirde işçinin eski kıdem\nhakları ve ücreti saklıdır. Bu hak sendika veya konfederasyondaki\nyöneticilik görevinin sona ermesinden başlayarak 3 ay içinde\nkullanılabilir. Yönetim kurulundaki ve başkanlıktaki görevleri ile ilgili\nfiillerden dolayı hüküm giymiş olanlar bu haktan yararlanamazlar.\nİşverene düşen pay dâhil olmak üzere sosyal güvenlik kurulularının\nprim ve aidatlarını ödemeye devam etmek suretiyle, ayrıldıkları\nişyerlerindeki sigortalılık haklarını da devam ettirebilirler. Yukarıda\ngösterilen haklardan sendika şube ve yönetim kurulu üyeleri ile\nbaşkanları da yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 22- ÜCRETLİ YILLIK İZİNLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İdareye girişlerinden itibaren ilk 1 yıllık hizmet müddetini ikmal edip\nyıllık izinlerini kullanmış olan işçilerin müteakip yıllardaki\nizinlerinde izin kurulunun hazırlayacağı ve işverenin onayından geçen\nizin cetvellerine göre aşağıda belirtilen süreler nisbetinde ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaystxt\">\u003Cp>a) 1 yıldan 5 yıla kadar hizmeti olanlara; 23 işgünü,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) 5 yıldan fazla 12 yıldan az hizmeti olanlara; 26 işgünü,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) 12 yıl ve daha fazla hizmeti olanlara; 30 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) 18 ve daha küçük yaştaki işçilere 23 işgünü, yıllık ücretli\nizin verilir\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Yıllık izine çıkanların istekleri üzerine 8 güne kadar ücretsiz\nyol izni verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Yıllık ücretli izine çıkanlara; izine başlamadan en az 1 gün önce\nizin sürelerine ait ücretleri peşin olarak ödenebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) İzin listeleri, İş Kanununa göre yürürlüğe konulan Yıllık\nÜcretli İzin Yönetmeliği uyarınca işyeri izin kurulu tarafından tanzim\nolunarak ilan edilir. İzin Kurulu bulunmayan işyerlerinde işveren vekilince\ndüzenlenecek izin çizelgesine işyeri temsilcilerince yapılacak itirazlar\ndikkate alınır.\u003C\u002Fp>\n\n\u003Cp>h) Yıllık ücretli izinler mümkün olduğu kadar yaz aylarında\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Kişinin müracaatı üzerine (meşru mazeret halinde) izin listesi Genel\nMüdürlükçe değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) İşçi sayısı 100’den fazla olan işyerlerinde, işveren veya\nişveren vekilinin atayacağı bir kişinin başkanlığı altında iki işçi\ntemsilcisinden oluşan bir izin kurulu kurulur. Başkanın yokluğunda kurula\naynı yolla seçilecek yedeği başkanlık eder. Kurulun başkanı dışındaki\nişçi üyeler ve ikişer yedeği işyerinde bulunan sendika temsilcilerince\nseçilir. İşyerinde sendika temsilcileri seçilmemiş ise izin kurulunun\nişçi üyeleri o işyerindeki işçilerin yandan bir fazlasının\nkatılacağı bir toplantıda açık oyla seçilir. Kurulun başkanı, üye ve\nyedekleri işyerinde işveren tarafından ilan olunur. Asıl üyelerin\nyokluğunda yedeklerden biri başkanın çağrısı üzerine toplantılara\nkatılır. Eksilen üye ve yedekler aynı şekilde tamamlanır. İzin Kurulunun\ngörev ve yetkileri aşağıda gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- İşçiler tarafından verilen işveren veya işveren vekili tarafından\nizin kuruluna iletilecek izin isteklerine göre hazırlayacağı izin\nçizelgelerini işverenin onayına sunmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- İşçilerin yıllık izin hakları ile ilgili dilek ve şikayetlerini\ninceleyerek sonucunu işverene ve şikayetçilere bildirmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3- Her yıl ücretli izinlerin daha yararlı ve eğlenceli geçirebilmesi\niçin kamplar veya geziler düzenleme yollarını ve bu yolların işçiler ve\naile fertleri için en az külfet yükleme çarelerini aramak ve bu konuda\nalınması mümkün olan tedbirleri araştırmak ve işverenle gerekli\ndanışmalarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4- Yıllık ücretli izin yönetmeliğinin 20. Maddesine göre, işveren\ntarafından tutulması gereken yıllık ücretli izin defterini inceleyerek en\naz her 15 günde bir yıllık izne hak kazanan işçilerin çizelgelerini\nhazırlayıp onaylamak ve işyerinde ilan edilmek üzere işverene sunmak, izin\nkurulu izin çizelgelerini hazırlarken işçilerin kıdem derecelerini, iznini\nbelirli bir dönemde kullanmak bakımından içinde bulundukları durumu veya\nşartları, işin aksamadan yürütülmesini ve işçi sayısını göz\nönünde bulundurur. İzin Kurulu kendisine yüklenen görevleri yerine\ngetirmek üzere en geç 15 günde bir defa, yıllık izin çizelgelerinin\nhazırlanması sırasında gerektikçe başkanın çağrısı ile iş saatleri\niçinde toplanır. Toplantılarda alınan kararlar ve yapılan işler deftere\nsıra ile yazılarak imzalanır. İzin Kurulunun yazı işlerinin gerektirdiği\nyer, eleman, araç ve gereçler işveren tarafından sağlanır. İşveren,\nçalıştırdığı işçilerin izin durumlarını gösteren ve örneği\nyıllık ücretli izin yönetmeliğine ekli yıllık izin defterini tutmak ve\ndefteri, istendiği zaman yetkili memurlara göstermek ve izin kuruluna vermek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) Tarafların anlaşması ile yıllık ücretli izin, bir bölümü 10\ngünden aşağı olmamak üzere bölümler hâlinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l) İzin ücretleri izne çıktığı tarihteki ücreti üzerinden kesin\ntahakkuk yapılarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 23- DİĞER ÜCRETLİ İZİNLER VE ÖDÜL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a) Evlenmeleri halinde 12 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) İkametgâhlarının yangın, su baskını ve zelzele gibi tabii afetlere\nmaruz kalmaları ve bu durumu ilgili Makamlardan alınacak belge ile tevsik\netmeleri halinde 30 işgününe kadar ücretli izin verilir ve sözleşmenin\nbirinci yılında brüt 1,434,-(bindörtyüzotuzdört) TL para yardımı\nyapılır. Bu ödeme sözleşmenin ikinci yılında ücretlere yapılacak zam\noranında artırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>c) Eşinin doğum yapması halinde 6 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelatives\">\u003Cp>d) Eş ve çocuklarının ölümü halinde 9 işgünü, ana, baba ve\nkardeşlerin ölümü halinde 6 işgünü, kayınvalide ve kayınpederin\nölümü halinde 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşyerinde, çalışanlardan birinin ölümünde; cenazeye hazırlık\niçin veya törene katılmak üzere işverence gereği kadar işçiye ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>f) Doğum yapan kadın işçilere ilgili yasa hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Şu kadar ki yukarıdaki fıkralarda belirtilen sebeplere müsteniden\nverilecek izinlerin işçinin bulunduğu mahal dışında vukuu bulması\nhalinde 1 ay zarfında, iş mahallinde ise en geç 15 gün içinde bilahare\nbelge ibraz etmek kaydı ile kullanılmaya başlanması ve verilecek izin\nsüresine ait ücretin ödenebilmesi için de durumu tevsik etmesi\nşarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Yukarıdaki izinler yıllık ücretli izin süresi içerisinde\nkullanıldığı takdirde; yıllık ücretli izinlerin hitamında, yukarıdaki\nmiktarlar kadar daha izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Meşru mazeretleri olan sendika üyesi işçilere her yıl Ocak, Şubat,\nMart, Nisan, Mayıs, Haziran, Temmuz, Ağustos, Eylül, Ekim, Kasım ve Aralık\nayları için zaruri işlerini görmek üzere birer gün ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) İşverence takdir edilmek üzere; yangın, sel, deprem, tabii afet ve\nolağanüstü iklim şartlarında olağanüstü gayret ve çalışmaları ile\nemsallerinden üstün iş yapan işçilere 60 günlük ücretini aşmamak\nüzere sendikanın görüşü alınarak ödül verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) Yıl içinde SGK tarafından süresi ne olursa olsun verilen istirahat\nsüreleri ücretli yıllık izne hak kazanma bakımından çalışılmış\ngünler gibi sayılır. İzin kullanımı bakımından hizmet yılını\naşması halinde de bu izinler kullandırılır veya ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24- ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İdarede çalışan işçilere mazeretleri halinde 4 aya kadar ücretsiz\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşçi meşru mazeret beyan ettiği takdirde bu miktar işverence\nuzatılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Belge tevsiki halinde işçilerin hakem kurulları huzuruna çıkmaları,\nuzlaştırma toplantılarına iştirak etmeleri, bu kurullarda veya iş\nmahkemelerinde işçi temsilciliği vazifesi ifa etmeleri gibi hallerde\nkendilerine ücretsiz izin verilir. Bu hizmeti ücretsiz olarak yaptığının\ntevsiki halinde veya bu görevleri sendika üyesi olarak ifa edenlerin\nücretlerinden kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Mahalli meclislerde seçilmek suretiyle görev alanların müracaatları\nhalinde ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 25- EĞİTİM ÇALIŞMALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika eğitim ve sosyal konularda işverenin salon, araç ve gereçlerini\nişverene bir hafta önceden yazılı olarak haber vermek ve Genel\nMüdürlükten izin almak kaydı ile kullanır. Sendikanın, Şubenin, Türkiye\nİşçi Sendikaları Konfederasyonunun (TÜRK-ÎŞ) ve Sendikanın bağlı\nbulunduğu uluslararası üst kuruluşların, devlet resmi kuruluşlarının\nişverenin eğitim dairesi ile sendikanın veya şubenin müştereken\ndüzenleyeceği konferans, seminer ve kongrelerine katılacak sendika\nüyelerinin her birine sendikanın veya şubenin müracaatı ve işverenin\nonayı ile,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Bir yıl içinde yurt içinde (yol dahil) 20 gün ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Bir yıl içinde yurt dışında (yol dahil) 30 gün ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Her yıl harice gideceklerin adedi 10, dahilde ise 30 kişiyi\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) İşverenin, sendikanın veya şubenin karşılıklı anlaşması ile bu\nmüddetler ve sayılar arttırabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikanın veya şubenin düzenleyeceği ve işçi-işveren ilişkileri,\nüretimin arttırılması, iş nizamı, beşeri münasebetler, çalışma ve\nsosyal hayatımızı içine alan konulardaki seminerlere işverence ilkbaharda\n4, sonbaharda ve kış aylarında 4, toplam 8 seminer için her seminer 80’er\nkişi üzerinden olmak üzere ücretli izin verilir. İhtiyaç olduğu takdirde\nişbu maddenin (d) bendi uygulanır. Her seminer 5 işgününden fazla olamaz.\nBahse konu seminerlere işveren isterse ayrıca kursiyer iştirak\nettirebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Ancak, herhalde eğitim ve seminerlere iştirak ettirileceklerin\nişverenin onayından geçirilmesi şarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 26- DIŞ ÜLKELERE GÖNDERİLECEK İŞÇİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>a) İşverence işçilerin mesleki bilgilerinin, genel kültürlerinin ve\ndünya görüşlerinin geliştirilmesi, iş verimliliğinin arttırılması ve\nteknik bilgilerinin ilerlemesi bakımından sendika ve şube ile tespit etmek\nşartı ile yılda her gruptan 2’şer kişiyi ileri sanayi merkezi olan dış\nülkelere eğitim ve tetkik için yabancı dil bilme zorunluluğu aranmadan\ngönderebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşveren sendika veya şube ile anlaşarak yukarıdaki miktarları\narttırabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Söz konusu seyahatler için bütün masraflar, Harcırah Yasası\nesasları dahilinde karşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Dış ülkelere gönderilen işçilerin bu maddenin (c) bendi gereğince\nödenen harcırahları dışında, yurt dışında kaldığı günlerdeki\nücretleri de (gidiş-geliş yol dahil) işveren tarafından fiilen işyerinde\nçalışılmış gibi ödenir.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 27- SENDİKA VEYA ŞUBE FAALİYETLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika genel başkanı ve yöneticileri, şube başkanı ve yöneticileri,\nsendika temsilcileri işyeri ve eklentilerindeki amirlerine haber vermek, işi\naksatmamak ve iş disiplinine uymak şartı ile temsilciler odasında üyeleri\nile temasta bulunabilirler. Lüzumlu ise işyeri amirlerine haber vermek\nşartı ile işyeri ve eklentilerinde üyelerinin çalışma durumlarını işi\naksatmayacak şekilde yerinde izlerler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 28- SENDİKA VE ŞUBE TOPLANTILARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Sendikaya bağlı olan işçiler, sendikal ve sosyal konularda sendika\nveya şube yönetim kurulu’nun görevlendireceği sendika veya şube\nyöneticileri, Genel Müdürlükten müsaade almak şartı ile mesai haricinde\nyemekhane ve konferans salonu gibi umumi yerlerde toplantı yaparlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşyeri baştemsilcisine belediye otobüsleri bulunmayan veya mutad\nnakil vasıtaları işlemeyen bölgelerdeki işyeri ve eklentilerinde madde\n19’da belirtilen görevlerini sürdürmek üzere talep edilen günde işveren\ntarafından vasıta tahsis edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29- DİĞER HAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverene bağlı işyeri ve eklentilerinde çalışan veya işyeri ve\neklentilerinden profesyonel kadroya seçilen yönetici ve temsilciler işyeri\ntelefonlarından istifade ederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- AİDAT LİSTESİ VE AİDAT KESİMİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren; sendika veya şubenin, sözleşmenin imzasından sonra 3\nnüsha halinde bildireceği listelerde adı yazılı işçilerden sendika\ntüzüğünde belirtilen üye ve dayanışma aidatlarını işçilerin ücret\ntediyatından keserek ana tüzük hükümleri doğrultusunda, işçi\nücretlerinin ödendiği günü izleyen 30 gün içinde sendikanın banka\nhesabına yatırır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşçiler, ücretli yıllık izne çıktıklarında o ayın aidatı\nücret bordrolarından, istirahatlı olduklarında işverenden alacakları\nistirahat ücreti farkından kesilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Kesilen aidatlar listeye işlendikten sonra listenin tasdikli birer\nnüshası sendika veya şubeye iade edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) (c) fıkrasında belirtilen listelere göre aidatları kesilmeyen\nüyelerin aidatları, müteakip ayda kesilerek sendikanın banka hesabına\nyatırılır. İşveren, üye aidatlarını kesmediği takdirde o nispette\nsendikaya karşı borçlu olur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşveren sözleşmenin imzasını müteakip en kısa sürede işçilerin\nlistesini çalıştıkları birim itibariyle şubeye bildirir. İşveren bu\ngörevlerden dolayı sendikadan herhangi bir masraf talep etmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Üye durumundaki değişiklikler ek bir liste ile işverene\nbildirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Toplu İş Sözleşmesinin imzalanmasından sonra; yürürlük tarihinden\nitibaren alınacak birikmiş haklardan geriye dönük aidat farklarını\nişveren keserek sendikanın banka hesabına yatırır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) İşveren, işbu sözleşme sona erdiğinde yenisi imzalanana kadar aidat\nkesimine devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Üye listelerinde mükerrer durumun ortadan kalkması, listelerin\nsıhhatli olmasını sağlamak için işveren her ay sonu emekli olan, istifa\neden ve diğer sebeplerle işten ayrılanları liste halinde sendikaya\nbildirir.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 31- İŞYERİNDEKİ DERNEKLERE AİDAT KESİMİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerindeki derneklere aidat kesimi konusunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 32- İLAN TAHTALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu’nun ilgili maddesindeki ilan mecburiyetini yerine getirmek ve sendika\nüyelerini ilgilendiren konularda kullanılmak üzere işyerinin ve\neklentilerinin münasip mahallerinde ilan tahtası bulundurur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Bu ilan tahtaları, işverenin ve taraf sendikanın dışında başka bir\nteşekkül tarafından kullanılamaz. Bu maddenin bu şekilde uygulanmasını\nişveren kabul ve taahhüt eder. Bu ilan tahtaları kilit altında\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 33- TEMSİLCİ ODALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Mevcut temsilci odalarının kullanımına devam edilir. Temsilci odası\nbulunmayan işyerinde işveren sendikanın görüşlerini alarak imkân\ndâhilinde temsilci odası açar. İşveren işyerinde normal yada işçi\nsağlığı ve iş güvenliği açısından tesis yapmaya karar verdiğinde bu\ntesislerde temsilci odalarına da öncelik tanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Temsilci odalarının lüzumlu büro malzemeleri ve tefrişi işveren\ntarafından ikmal ettirilir. Bahse konu odaların bulunduğu yerde santral\nmevcut ise dahili telefon tahsis edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Temsilci odaları işveren ve sendika temsilcileri tarafından amacı\ndışında kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 34- SOSYAL TESİSLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren gerekli gördüğü takdirde işçilerin kesif olduğu bütün\nişyerlerinde maddi imkânlar ölçüsünde sosyal tesis yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 35 - İŞÇİLERE VASITA TAHSİSİ\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren işçilerin ikamet yerlerinden işe gidip gelmelerinde halen\ntakip etmiş olduğu vasıta uygulamasına aynen devam eder. Bu vasıtalar\nsıhhi şartlara haiz olacak şekilde düzenlenir. İşe gidiş geliş\nservisleri İdarenin tahsis ettiği otobüs, midibüs ve minibüslerle\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Servis otobüslerinin işçileri iş saatlerinde işe yetiştiremediği,\ngeç kalındığı saatler iş saatlerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetxt\">\u003Cp>c) Kural olarak işçi, işverenin tahsis ettiği servis aracını kullanmak\nzorundadır. Çalışma saatleri bakımından servis aracından yararlanamayan\nişçiler ile idarenin dış işlerinde daimi olarak görev yapan, işyeri ile\nikametgâhı arası 600 metrenin üzerinde olup servis geçmeyen işçilere\naylık mavi kart veya ücreti verilir. Toplu taşıma aracı olmayan yerlerde\nise kişinin talebi halinde aylık mavi kart verilir veya bedeli net olarak\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri ile ikametgâhı arası 600 metrenin altında olan işçilere mavi\nkart verilmez veya bedeli ödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) İşçilerin, ayın muayyen günlerinde yıllık izne çıktıkları ya\nda istirahatlı oluşlarında mavi kart veya bedeli uygulamasına aynen devam\nolunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Adalarda ve Silivri Eğitim Sosyal Tesisleri daimi kadrosunda çalışan\nişçilerden ikametleri Ada veya bahse konu tesisler dışında bulunan\nişçilere işe gidiş ve gelişleri için ikametgahlarına göre aylık vapur\npasosu, vapur pasosu bedeli veya hesaplanacak diğer vasıta ücretleri\nişverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Toplu taşıma aracı olmayan Kıyıköy, Yalıköy, Istırancalar,\nSazlıdere, Alibey Barajı, Darlık, Melen, Yeşilçay ve Ağva işyerlerinde\nçalışan işçilere her ne suretle olursa olsun aylık mavi kart bedeli yol\nyardımı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Servis araçlarından yararlanmakla beraber işe gidip gelmede belediye\notobüsüne veya başka bir vasıtaya binmek mecburiyetinde kalan işçilere,\nservis güzergâhı ile ikametgâhı arasındaki mesafe 600 metrenin üzerinde\nise mavi kart verilir veya bedeli net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) İşleri icabı üyelerin işlerini takip etmeleri açısından\nişyerlerinde sendika tarafından atanan baştemsilci ve temsilcilere her ne\nsuretle olursa olsun mavi kart verilir veya bedeli net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Medeni şartlara haiz üstü kapalı oturaklı vasıtalar tahsis edilir.\nİçi malzeme yüklü bir vasıta ile işçi nakli kesinlikle yapılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Mücbir sebepler nedeniyle gece çalışması döneminde fazla\nçalışmaya çağrılan veya fazla çalışmaya devam eden işçilerin, işin\nhitamında ikametine ulaşımı işverence sağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) İşveren, servis araçlarında çalışmaların düzenli yapılması,\nservislerin aksamamasını teminen her serviste sendikaca teklif edilecek birer\nservis sorumlusu bulundurur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>l) İşçinin ölümü ya da ana, baba, eş ve çocuklarının ölümleri\nhalinde eğer cenazeleri İstanbul dışına nakledilecekse işveren\ntarafından cenazenin nakli için uygun bir araç tahsis edilir. Araç tahsis\nedilmediği takdirde, cenaze sahibi Belediye Mezarlık Müdürlüğünden araba\ntutar. Belediyede araç yok ise Belediyedeki ücret tarifesini cenaze sahibine\nöder.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>m) Mavi kart veya bedeli uygulamasında çıkabilecek uyuşmazlıklar üç\nişveren, iki sendika temsilcisinden oluşan bir komisyon tarafından çözüme\nkavuşturulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu madde hükmüne aykırı hareket edenler saptandığında aldığı\nücret defaten geri alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch3>MADDE 36- HASTALIK HALLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>a) Günlük vizite sonunda doktorun göstereceği lüzuma binaen veya acil\nhastalanmalarda veya doktor olmayıp işyerinde veya eklentilerinde hastalanıp\nhastaneye gitmesi gereken işçilere veya işyeri doktorunun yazdığı reçete\nsebebiyle ilaç alacak kişilere, işveren veya işveren vekilince vasıta\ntemin edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Hastaneye gidecek hasta işçinin yanına, gerektiğinde işveren\ntarafından bir refakatçi verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Hastalık sebebiyle işe gelmeyen işçinin durumu en kısa zamanda ve\nherhalde 24 saat içinde işverenin ilgililerine bildirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Hastalık sebebiyle işe gelmeyen işçinin vizite kâğıdı işveren\ntarafından istenilen yere gönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>e) İmkân nispetinde, işçilerin çocuklarının ve eşinin muayenesi,\nvarsa işyeri doktoru tarafından yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İdare bünyesinde bulunan hasta nakil araçları günün her saatinde\nişyerlerinde bulundurulur. Acil vakalarda hasta nakil aracı derhal vaka\nyerine sevk edilir. Ayrıca, işveren Kağıthane, Terkos, Elmalı, İkitelli,\nBahçelievler, Ömerli, Büyükçekmece ve Darlık Barajı, Istırancalar,\nKartal, Melen ve Ağva’da hasta nakil aracı bulundurmak mecburiyetindedir.\nBundan böyle mahrumiyet bölgelerine açılacak yeni işyerlerine de\nişverence derhal hasta nakil aracı alınır. Hasta nakil araçları amacı\ndışında kesinlikle kullanılamaz. İşveren, Ambulans veya Hasta Nakil\nAracı ihtiyacını, hizmet alımı yoluyla da yerine getirebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen işyerleri dışındaki işyerlerine hasta nakil aracı\nalınması için Sendikadan gelecek teklif İşverence değerlendirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 37- ASKERLİK VE KANUNDAN DOĞAN ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik görevi dışında manevra veya herhangi bir sebeple silah\naltına alman veyahut herhangi bir kanundan doğan çalışma ödevi yüzünden\nişinden ayrılan işçinin hizmet akdi işinden ayrıldığı günden\nbaşlayarak 2 ay sonra fesh edilmiş sayılır. İşçinin bu haktan\nfaydalanabilmesi için o işte en az bir yıl çalışmış olması şarttır.\nBir yıldan çok çalışmaya karşılık her fazla yıl için, ayrıca 2 gün\neklenir. Şu kadar ki bu sürenin tamamı 90 günü geçemez. Hizmet akdinin\nfeshedilmiş sayılabilmesi için beklenilmesi gereken süre içinde işçinin\nücreti işlemez. Ancak özel kanunların bu husustaki hükümleri saklıdır.\nBu süre içinde hizmet akdinin kanundan doğan başka bir sebebe dayanılarak\nişveren veya işçi tarafından feshedildiği öteki tarafa bildirilmiş\nolmasa bile fesih için kanunun gösterdiği önel bu sürenin bitiminden sonra\nişlemeye başlar. Ancak, hizmet akdi esasen belirli bir süreyi içine alıyor\nda bu süre yukarıda yazılı önel içinde kendiliğinden bitiyorsa bu madde\nhükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 38- İŞÇİ ÇOCUKLARINA VASITA TAHSİSİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İdareye ait lojmanlarda oturan personelin o bölgede okul olmaması halinde\nokulda okuyan çocuklarını uygun bir yerdeki belediye otobüsü bulunan\nmahalle götürüp getirmek üzere vasıta tahsis edilir. O mahalde Belediye\nOtobüsü çalışmaması durumunda öğrenciler okula kadar götürülüp\ngetirilir. Bu vasıtadan lojmanlarda oturmayıp, bu vasıtaların güzergâhı\nüzerinde ikamet eden işçi çocukları da yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39- SENDİKA MÜRACAAT VE TEKLİFLERİNİN CEVAPLANDIRILMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren sendika veya şubenin her türlü müracaat ve tekliflerini en\ngeç 15 gün içinde yazılı olarak cevaplandırır. İşveren bu süre\nzarfında mutlaka cevap verecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Sözleşmeden doğan ihtilaflar ve işçiler ile ilgili hususlar\nÇalışma ve Disiplin Kurulunca görüşülüp karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 40 – HARCIRAH\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşçilerin geçici ve sürekli yollukları harcırah ve bütçe\nkanunlarınca ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Muayyen bir zaman için geçici görevlendirmelerde harcırah ve bütçe\nkanunlarının tespit ettiği harcırahlar ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Geçici bir görevle İSKİ’nin görev alanı dışındaki yerlere\ngönderilen işçilere işveren kalacak yer temin etmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 41- SOSYAL İŞLER VE TABLDOT GÖREVLİSİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Sosyal İşler:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Silivri Eğitim ve Dinlenme Tesislerindeki yönetim kadrolarında\nişçiyi temsilen Sendikaca atanacak 2 kamp yönetim kurulu üyesi\nbulundurulur. Bu yöneticilere görev yaptıkları sürece bir oda tahsis\nedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Dinlenme tesislerinde her devre sendika adına bir lojman tahsis edilir.\nBahse konu lojmanlarda kalacakların isimleri şubece devre başında işverene\nyazılı olarak bildirilir. Kampta 19 no’lu lojman sendikaya tahsis\nedilmiştir. Müsait olduğu takdirde, işverence lojman adedi\narttırılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Kamp iştirak yönetmeliğinin değişmesi halinde sendikanın görüşü\nalınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Taraflar anlaşarak Anadolu ve İstanbul yakalarında uygun görülecek\nbir yerde müştereken sosyal tesis açabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşverenin işçi personeli sendikanın sosyal tesislerinden ve\nkonaklama yerlerinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- Tabldot Görevlisi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Yemek çıkan işyerlerinin yemekhanesinde, yemek dağıtımı\nesnasında, sendika temsilcilerinden birisi tabldot görevlisi olarak\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Tabldot görevlisi olan sendika temsilcisi, işyerindeki asıl\ngörevlerinin dışında bu hizmeti yapar. Hizmeti normal mesaisinin dışına\nçıktığında, ayrıca çalıştığı saat oranında fazla mesai verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 42- ÇALIŞMA VE DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Bu sözleşmenin uygulanmasında, taraflar arasında çıkacak\nuyuşmazlıkları çözümlemek ve disipline ilişkin konularda gerekli\nkararları vermek üzere 6 kişiden oluşan Çalışma ve Disiplin Kurulu\nteşkil edilir. Kurulun 3 üyesini işveren diğer 3 üyesini ise sendika tayin\neder. Aynı sayıda yedek üye taraflarca tespit edilir. Asıl üyelerin\nbulunmadığı hallerde yedekler toplantıya iştirak ederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Kurulun başkanı işveren tarafından seçilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Kararlar toplantıya katılanların salt çoğunluğu ile alınır.\nOyların eşitliği halinde başkanın oyu 2 oy sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Sendikanın veya şubenin 3 temsilcisinden 1 tanesi sendika veya şube\ntarafından raportör olarak görevlendirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Kurul, bir gün önceden haber vermek kaydı ile başkanın uygun\ngöreceği gün ve yerde toplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Kurulun başkanı veya raportörü, önemli gördüğü konularda kurulu\nolağanüstü toplantıya çağırabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Kurul salt çoğunlukla toplanır. Bir oturuma üyelerden herhangi\nbirinin iştirak etmemesi halinde 2.oturumda kurul mevcudun ekseriyeti ile\ntoplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Kurul aldığı kararları zabıt haline getirir, imzalar ve en geç 1\nhafta içinde onaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 43- DİSİPLİN CEZALARI VE DİSİPLİNE AİT ESASLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Disiplin Kurulunun görevi; disipline ilişkin konularda işbu Toplu İş\nSözleşmesinin eki ceza cetveline uygun olarak cezai kararlar vermektir. Ceza\ncetvelinde belirtilmeyen suçların vukuu halinde cetvele uygun en yakın ceza\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Disiplin cezaları:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- İhtar,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- Gündelik kesimi,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3- Geçici olarak işten çıkarma,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4- İşten çıkarma,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Olmak üzere verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İHTAR: İşçiyi vazifesinde dikkate davettir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GÜNDELİK KESİMİ: İşçinin ücretinden 3 yevmiyeye kadar kesilmesidir.\nBu ceza işçinin aylık istihkakından her ay için bir gündelik tutarından\nfazla kesilmemek koşuluyla uygulanır. İşçinin siciline geçer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ OLARAK İŞTEN ÇIKARMA: İşçinin geçici bir süre için işten\nçıkartılıp hizmet akdinin askıya alınmasıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İŞTEN ÇIKARMA: İş akdinin feshedilmesidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İhtar cezaları, işçinin savunmasını almak kaydıyla Daire Müdürü\nveya Başkanı tarafından verilir. Cezalarının işçiye tebliği tarihinden\nitibaren 6 işgünü içinde işçinin, Genel Müdürlüğe başvurarak cezaya\nitiraz hakkı vardır. Bu durumda (d) fıkrasındaki prosedür uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Disiplini bozan fiili öğrenen ilgili amir en kısa zamanda (olayın\nöğrenildiği tarihten itibaren en geç 30 gün içinde) gerekli belgeleri\ntamamlayarak keyfiyeti Genel Müdürlüğe arz eder. Genel Müdür veya ilgili\nGenel Müdür Yardımcısı gelen bu belgelere göre ceza verilecekse bu\nevrakı Çalışma ve Disiplin Kuruluna sevk eder. Belgelerde eksik hususlar\nvarsa (deliller, tanık ifadeleri, savunma, idare zararının tespit edilmesi\ngibi) konuyu tahkik ettirerek dosyayı gerekli kararın verilmesi için kurula\ngönderir. Gerekli görülen durumlarda işçi ve tanıklar kurulda\ndinlenebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşçiye savunması alınmadan herhangi bir ceza verilemez. İşçi\ntebliğinden itibaren 7 işgünü içerisinde savunmasını vermek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Kurul, belgelerin kurula şevkini müteakip genel olarak 20 gün içinde\nolay hakkında gerekli incelemesini yaparak kararını verir. Ancak, bu süre\nkurulca uzatılabilir. Çalışma ve Disiplin Kurulu tahkikatın\ngenişletilmesine de karar verebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Çalışma ve Disiplin Kurulu kararları Genel Müdürün onayı ile\nkesinleşir. Genel Müdürün kararları tadil ve red yetkisi vardır. Bu\ndurumda Genel Müdür tarafından tadil edilen şekliyle karar uygulanır.\nGenel Müdür cezayı hafifletebilir veya tamamen kaldırabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) İşçinin, disiplini ihlal eden bir fiili, fiilin işlendiği tarihten\nitibaren 1 yıl içerisinde tekrar işlemesi halinde ek ceza cetvelinde\ngösterilen cezalar sırasıyla takdir olunur. İki (dahil) ve daha yukarı\nmuhtelif fiillerden bir yıl içinde üç defa ceza alan bir işçinin aynı\nyıl içinde dördüncü bir fiili için ceza tertibi gerektiğinde, bu fiili\niçin verilmesi icap eden ceza evvelki fiillerin mahiyetleri ve verilen cezalar\nda nazara alınarak kurulda serbestçe takdir olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Kurulca verilen karar, işçinin işten çıkarılmasına ilişkin ise bu\nkararın, akdi feshe yetkili makama karar tarihinden itibaren 6 işgünü\niçinde gönderilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Kurul kararları işçiye genel olarak yazılı ve nedenleri belirtilmek\nsuretiyle tebliğ edilir. İşçinin onaylanan kararları tebellüğden\nsakınması ve kararın tebliği sırasında bir tutanak ile tesbit olunmak\nkaydıyla tebliğ edilmiş sayılır ve karar uygulanır. Eğer işçi; izin,\ngeçici görev ve askerlik hizmeti gibi nedenlerle işyerinde bulunmuyorsa\ntebligat ikamet adresine iadeli taahhütlü olarak yapılır. Kurulun, iş akdi\nfeshi kararlarının, Genel Müdür tarafından onaylanması tarihinden\nitibaren 6 işgünü içinde taahhütlü mektupla ilgilinin ev adresine\npostalanması gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) İşyerinin huzurunu, işçilerin birlik ve beraberliğini bozanların\ndurumunu sendika bu kurula Genel Müdürlük kanalı ile intikal ettirir. Cezai\nkararları Çalışma ve Disiplin Kurulu verir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l) İşveren, kurulun vermiş olduğu kararların tasdikli birer suretini\nşube merkezine gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 44- ŞİKÂYETLERİN HALLİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Her işyerindeki şikâyet ve müracaatların;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Şifahi olarak kendi işyerindeki sendika temsilcilerine bildirilmesi,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Sendika temsilcilerinin de o işyerindeki işvereni temsil eden kimse ile\nşifahen temas ederek müracaat ve şikâyetlerin halline çalışması,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Sendika temsilcilerinin halledemediği şikâyet ve müracaatı yazılı\nşekle sokarak işyerinin baştemsilcisine intikal ettirmesi,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Baştemsilcinin o işyerindeki işvereni temsil eden kimse ile temas\nederek meseleyi halle çalışması,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Halli mümkün olmadığı takdirde hadise yazılı olarak Genel\nMüdürlük kanalıyla Çalışma ve Disiplin Kuruluna intikal ettirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Kurul gerektiği zaman ilgilileri bizzat dinleme yetkisine sahiptir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Kurul ilgili konuyu tezekkür ederek görüşünü Genel Müdürlük\nMakamına yazılı olarak bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 45- HİZMET EVİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.11.1983 tarih, 18218 sayılı Resmi Gazetede yayınlanmış olan Kamu\nKonutları Kanunu ile buna istinaden çıkarılmış olan yönetmelik\nhükümleri uygulanır. Konutların sıra esasına göre tahsisi yapılırken\nkomisyonda bir sendika temsilcisi bulunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 46- TUTUKLANMA ve GÖZETİM ALTINA ALINMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Gözaltına alınan işçinin iş akdi feshedilemez. Gözaltındaki\nişçinin salıverilmesi halinde, gözaltında kaldığı sürede ücretli\nizinli sayılır ve bu süre için ücreti tam ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Herhangi bir sebeple tutuklanan işçinin tutukluluğu, İş Kanununun 25.\nmaddesinin IV. bendinde belirtilen bildirim sürelerini aştığı takdirde,\niş sözleşmesi münfesih sayılır. Belirlenen bildirim süreleri kadar\nsüren tutukluluk hallerinde, tutuklu kalınan süreler kadar işçi ücretsiz\nizinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>\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 hakları\nile işe alınır. 120 gün geçtikten sonra tutukluluğun sona ermesi ve 15\ngün içerisinde başvurulması halinde ise boş kadro varsa emsallerin\nhakları ile işe alınabilirler. Her iki halde de işe tekrar alınan\nişçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tutuksuz yargılanan işçinin 6 aydan fazla hapis cezası veya ağır hapis\ncezası ile mahkûm edilmesi ve kararın kesinleşmesi halinde, iş akdi\nfeshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yüz kızartıcı suçlardan hüküm giyenler cezanın ertelenmesi, paraya\nçevrilmesi veya affa uğramaları halinde dahi hiçbir surette tekrar işe\nalınmazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler, operatörler veya geçici görevlendirme ile\nşoförlük yapanlar bu nedenle tutuklandıkları veya hüküm giydikleri\ntakdirde, bir yıl süre ile iş akitleri askıya alınır. Bunların, 30 gün\niçinde başvurmaları halinde, eski işlerine veya benzeri işlere\nbaşlatılırlar. Tutukluluk veya mahkûmiyetin 1 yıldan fazla olması halinde\ntekrar işe başlatmak işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 47- TRAFİK SUÇLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin işlemiş oldukları trafik suçlarından dolayı\nehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde başvurulması halinde işçiler\neski görevlerine iade edilirler. İşveren ehliyetlerinin alınması süresi\niçinde işçiyi branşına uygun bir işte çalıştırır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 48- HASAR VE ZARARIN TAZMİN ŞEKLİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi tarafından ifa olunan hasar-zararın tazmini için işyerinde 3\nkişiden oluşan hasar ve zarar tesbit komisyonları kurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu komisyonlarda:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Bir işveren temsilcisi başkanlığında,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Bir sendika temsilcisi,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Olayın mahiyetine göre işyerinde işten anlayan ve işveren ve\nsendikanın 3 gün içinde müştereken seçecekleri 3.bir kişiden teşekkül\neder. Üçüncü kişinin seçilmemesi halinde, ilgili kamu kuruluşlarından\nihtisas sahibi bir kişinin tayini istenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 49- HASAR VE ZARAR TESBİT TUTANAĞININ MUHTEVASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hasar ve zarar tesbit tutanağında;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Olayın mahiyeti ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Vaki hasar ve zararın işçinin kasıt, kusur veya ihmalinden mi, yoksa\nalet veya muharrik bir kuvvetin arızasından mı veya her iki tarafa ait\nortaklaşa bir kusurdan mı ileri geldiği,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Hasar ve zararın miktarı ve bu miktarın işçi tarafından ödenmesi\ngereken kısmı belirtilir. Tutanak ve ekleri ilgililerin bağlı bulunduğu\nişveren vekiline sunulur. Bu komisyon lüzumu halinde bilirkişiye müracaat\nedebilir.\u003C\u002Fp>\n\n\u003Cp>d) Şoförün ve iş makinesi operatörünün, kullandığı araçta arıza\nbulunduğunu önceden yazılı olarak bildirmesine rağmen, arızalı aracın\ntrafiğe çıkarılması sonucu, bildirilen arıza nedeniyle bir kazanın\nolması halinde, meydana gelecek hasar ve zararın tamamı işverence\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 50- HASAR BEDELİNİN ÖDEME ŞEKLİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren tarafından hasar bedelinin ödenmesi için ilgiliye veya\nilgililere önceki maddede bahsi geçen tutanak tebliğ edilir. Bu tebligata\nitiraz eden işçinin mahkemeye müracaat hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Şoförlerin (geçici görevlendirme ile şoförlük yapanlar dâhil) ve\niş makinesi operatörlerinin sebep olabileceği maddi hasarlı veya ölümcül\ntrafik kazalarında husule gelen hasar ve zararın trafik sigortasını aşan\nkısmından komisyonca yada idari ve adli mercilerce yapılan tespit sonucunun\n% 20’sini Şoför veya Operatör, % 80’ini işveren öder; ancak, hasta\nnakil aracı şoförünün hasta nakli sırasında kaza yapması veya trafik\ncezası alması halinde tamamı işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Şoför ve operatörün ödeyeceği miktar faiz alınmadan maaşının %\n25’ini geçmeyecek şekilde düzenlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Şoförler ve iş makinesi operatörleri kullandıkları araçlardaki\nilgili mevzuata uygun olmayan durumları amirlerine bildirirler. Amirlerin bu\neksiklikleri gidermeden araçların trafiğe çıkarılması durumunda\naraçların karayolu ve trafik ekiplerince bağlanması ve kesilen cezadan\nişveren sorumludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Ancak, alkol, uyuşturucu veya keyif verici madde kullanılmış olarak\nyapılan kazalardan işveren hiçbir şekilde sorumlu değildir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 51- ARAÇLARIN FENNİ MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Araç şoförünün veya operatörünün yazılı talebine rağmen; motorlu\naraçların fenni muayeneleri vaktinde yaptırılmaz ise vasıtadaki fenni\nnoksanlıklar veya muayenenin yaptırılmamış olması gibi sebeplerle Trafik\nMüdürlüğü tarafından şoförlerden kesilen cezayı işveren öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Araçların fenni muayeneden geçmemesi halinde tekrar ödenmek zorunda\nkalınan fenni muayene ücretleri işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 52- İŞÇİ ALIMLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi alımlarında mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 53- DAHİLİ SINAVLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İhtiyaç halinde ilgili birimce açılan dahili sınava, o birim\nbünyesinde görevli işçiler çalıştıkları kadronun üst derecelerine\nterfi etmek için sınava girme talebinde bulunabilirler. İlgili birimden\nmüracaat eden olmadığı takdirde ihtiyaç idare bünyesinden\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Branşı ile ilgili ehliyeti veya başka belgesi olanlarda tahsil şartı\naranmaz.\u003C\u002Fp>\n\n\u003Cp>b) İşe giriş tarihinden itibaren, işçilerin üst derecedeki kadroya\nterfi edebilmesi için bulunduğu bir alt kadroda en az 1 yıl çalışmış\nolması şarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşçilerin üst derecedeki kadrolara terfi edebilmesi için bulunduğu\nalt kadroda bir yıl çalışmış olması gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Kadrolar arasında dahili sınav yapılacağı zaman bu sınavlar açık\nolarak, işçilerin okuyacağı şekilde ilan edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Sınav heyeti Genel Müdürlükçe atanacak 3 işveren ve sendikaca\ntesbit edilecek 2 kişi olmak üzere 5 kişiden teşekkül eder. Sendika veya\nşube kendisine yapılan bildirimi müteakip üç işgünü içinde sınav\nheyeti üyelerini Genel Müdürlüğe bildirmek zorundadır. İşveren sınav\ntarihini en az 3 gün evvelden sendika şubesine yazılı olarak bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Sınav yazılı ve uygulamalı olarak 2 şekilde yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Sınavda başarılı olabilmek için yazılı ve uygulamalı sınavda\nayrı ayrı 100 puan üzerinden 60 puan alınması gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Sınavda en yüksek puan alanlar ilgili kadroya atanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Sınavı kazanan üst dereceye terfi ederken o derecenin ücret farkını\nda alır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Baremde aynı grup içerisinde dahi olsa kadro sınıf yükseltilmesi\nyada kadro aktarması imtihansız yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) Sınav soruları heyetçe müştereken hazırlanır. Değerlendirme de\naynı sistem içerisinde uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l) Münhal bulunan vasıflı kadrolar içeriden imtihan edilerek\ndoldurulmadığı takdirde dışarıdan vasıflı işçi kesinlikle alınamaz,\nancak münhal kadroya içeriden eleman bulunamadığı takdirde bahse konu\nvasıflı kadro dışarıdan imtihan edilerek doldurulabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 54- SINAV SONUÇLARININ İLANI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yapılan sınav sonuçlan heyet üyelerince imzalanarak en geç 4 iş günü\nzarfında Genel Müdür’ ün onayıyla ait olduğu işyerinde asılmak\nsuretiyle ilan olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ancak, işçi temsilcilerinin imzadan imtina etmeleri halinde sonuçlar,\nsendika şubesine bildirilir. Şubeye yapılacak tebligatı müteakip 2 iş\ngünü içinde Genel Müdürün onayıyla ilan edilir.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 55- ÖNCELİKLE İŞE ALINACAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri ve eklentilerinde çalışırken vefat eden veya malul olan\nişçilerin çocuklarından biri veya eşine, mevzuata göre Türkiye İş\nKurumundan gelen listelerde isimlerinin bulunması ve uygun vasıflara haiz\nolmaları durumunda işe alınmalarında öncelik tanınır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 56- EMEKLİLERİN YENİDEN İŞE ALINMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu sözleşmenin yürürlük tarihinden sonra emekliye ayrılan\nişçilerin ayrıldıktan sonra 5510 sayılı Kanun hükümleri gereğince\nemekliliğe hak kazanmadıkları anlaşıldığında işveren kadro varsa\nderhal, kadro yoksa açılacak ilk kadroda bu işçileri emekliliğe hak\nkazanıncaya kadar yeniden işe alır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 57- ASKERLİK HİZMETİ SEBEBİYLE AYRILANLARIN İŞE ALINMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik nedeniyle işyerinden ayrılan işçiler, terhislerini\nizleyen 2 ay içinde işyerine yazılı olarak başvurdukları takdirde boş\nkadrolara öncelikle alınırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 58- ÖZÜRLÜ ve ESKİ HÜKÜMLÜLERİN İŞE ALINMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Yasa ve yönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşverenin işinde çalışırken sakat olup malulen emekliye ayrılan\nve sonradan Sosyal Güvenlik Kurumundan çalışabilir raporu alarak bu belgeyi\nibraz eden özürlü işçiler tekrar tercihen işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Yasa gereğince eski hükümlülerin işe alınmasında; İdarenin\nişinde çalışırken yüz kızartıcı suçlar dışında hüküm giyen ve\niş sözleşmesi fesih edilenlere öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 59- NAKİLLER VE İSTİHDAM\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Her işçi genel olarak istihdamına esas olan işinde branşında\nçalıştırılır. Ancak gerektiği takdirde, işçiler işveren tarafından\nişverene bağlı işyerlerinde unvanı veya niteliğine benzer birbirine\nyakın başka işlerde muvafakat aranmaksızın geçici süre ile\nçalıştırılabilirler. Bu süre 4 ayı geçemez. Geçici olarak çalışmak\nGenel Müdürlüğün onayından geçirilmeden uygulamaya konulmaz. Geçici\nolarak 4 ay süreli iş nakilleri sonunda nakil olan kişi ikinci bir onay\nbeklemeden derhal asli görevinde işbaşı yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşçilerin çalışma saatleri, bağlı oldukları işyerinde başlar\nve o işyerinde sona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Resmen tescil edilmiş işyerleri, işçinin işbaşı yaptığı ve\npaydos ettiği işyerleridir. Geçici görevler kesinlikle münavebe ile\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Geçici olarak başka bir işyerinde veya bir işte çalışan işçinin\nkadrosu, ücreti ve diğer maddi hakları saklı olmakla beraber kendilerine\nayrıca kanuni harcırahları ödenir. Başka bir işyerinde çalışan\nişçinin gidiş ve dönüşlerinde ödeyeceği vasıta ücreti ve\nharcırahları işverence verilir. Geçici görevle başka bir işyerinde\ngörevlendirilen personele yolda geçen süre için fazla çalışma ücreti\nödenir. Bu süre 1,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Başka bir işyerinde çalıştırılacak işçiye, bağlı bulunduğu\nişyerinde bulunması gereken saatten gönderildiği işyerine kadar yolda\ngeçecek olan gidiş-dönüş süresi iş saatlerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşveren münhal bulunan kadrolara işçi alacağı zaman, ilk olarak\nvarsa muvakkat işçiler daimi kadrolara geçirilir. Muvakkat işçilerle\nkadrolar dolmamışsa ondan sonra Türkiye İş Kurumundan daimi işçi\nalınacağı zaman nakil için dilekçe veren çalışan işçileri o kadrolara\nsınavla nakleder, ondan sonra dışarıdan işçi talep eder.\u003C\u002Fp>\n\n\u003Cp>g) Sendika yöneticileri ve temsilcileri bir işyerinden diğer bir\nişyerine geçici olsa dahi nakledilemezler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Bu maddenin (a) ve (c) bentlerine uyulmadığı takdirde sendikanın\nönerisi üzerine, konu Çalışma ve Disiplin Kurulunca karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>MADDE 60- SAĞLIK VE GÜVENLİK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>a) İşveren, İş Sağlığı ve Güvenliği Mevzuatı hükümlerine göre;\niş sağlığı ve güvenliği konularında gerekli önlemleri almakla birlikte\ngürültünün normal desibeli aştığı yerlerde gerekli düzenlemeleri\nyapar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>b) İşçilere temizlenmeleri ve yıkanmaları için her ay asgari bir\nkalıp sabun verilir. Toplu temizlik yapılması gereken yerlerde de ayrıca\nişin niteliğine göre temizlik malzemesi bulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Temizliklerinde kullanılmak üzere işçilere her yıl bir adet banyo\nhavlusu, iki adet yüz havlusu verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) İşveren İş Sağlığı ve Güvenliği Mevzuatı uyarınca her\nişyerinde birer kurul kurar. Bu kurullarda sendika tarafından atanan kurul\nüyeleri de bulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşveren, işçilerini işyeri hekimlerine; işin niteliği, işçinin\nözellikleri ve risk analizlerini göz önüne alarak en geç yılda bir\nperiyodik muayeden geçirtir. İşyeri Hekiminin gerekli görmesi halinde bu\nsüre kısaltılır. Meslek hastalığı taramaları risk analizlerine uygun\nolarak işyeri hekimleri tarafından hazırlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Bütün işyerlerinde işçilerin elbiselerini koyacak şekilde soyunma\ndolapları ve işçilerin iş dönüşleri temizlenebilmeleri için kesinlikle\nduş bulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>g) Kanalizasyon Daire Başkanlığı ve Atık su Arıtma Daire\nBaşkanlığı bünyesinde fiilen kanal işinde çalışanlara ve Abone\nİşleri Daire Başkanlıklarında çalışılması zorunlu olan hallerde makam\noluru ile fiilen kanalda çalışanlara senelik izin, ücretsiz izin ve raporlu\ngünler dışında kalan günlerde çalışmaları karşılığında ödenmek\nkaydıyla çıplak yevmiyelerinin %5’i tutarında tazminat ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Kaçak yapılaşmanın önlenmesiyle ilgili mahkeme ve yönetim kurulu\nkararlarının uygulanmasında fiilen çalışan işçilere, münhasıran bu\nişi yaptıkları günlerde 4 saatlik ücretleri tutarında tazminat\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Ch3>MADDE 61 – KREŞ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren, İSKİ çalışanları için gerektiğinde kreş açar veya bu\nhizmeti satın alma yoluyla karşılayabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Bu kreşlere İSKİ çalışanlarının çocuklarının gelip gitmesi\niçin işveren tarafından ulaşım tedbirleri alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Bu kreşlerin açılması planlamasında çalışmalar Sendika ile\nbirlikte yürütülür.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 62- YİYECEK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşverence, işçilere doyurucu ve kaliteli nitelikte olmak şartıyla\ngünde en az dört çeşit yemek verilir. Meyve, helva, tatlı, cacık, ayran,\nyoğurt, turşu, hoşaf vb., 4 çeşit yemeğin kapsamı içinde yer alır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşveren tüm işyerlerinde yemek verilmesi için gerekli tedbirleri\nalır. Ancak, zorunlu sebeplerle yemek verilemeyen yerlerde; fiilen\nçalışılan günler için işçilere sözleşmenin birinci yılında 15,56\nTL\u002FGün (onbeşlira, ellialtıkuruş) yemek yardımı yapılır. Bu yardım\nsözleşmenin ikinci yılında ücretlere yapılacak zam oranında\nartırılarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Yemek çıkan işyeri ve eklentilerinde, yemek çeşitlerinde beraberlik\nsağlanmasına özen gösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Yemek bedeli, bordroda ayrı bir sütunda gösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Yemek çıkan yerlere yakın işyeri ve eklentilerinde çalışan\nişçilere, yazılı müracaatları üzerine mümkün olduğu takdirde yemek\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Sıhhi bakımdan yemek yemesi işyeri veya SGK doktoru raporuyla mahzurlu\nbulunan işçiler ile Ramazan Ayında oruç tutan işçilere, fiilen\nçalıştıkları günler için, işbu maddenin “b” fıkrası hükümlerine\ngöre ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Yemek verilen yerlerde görevi icabı veya sağlık nedeniyle yemek\nyemediği bağlı olduğu işyeri amiri tarafından onaylanmış işçilere\nyemek bedeli ödenir. Yemek yiyemeyecek işçilerin isimleri önceden tabldot\nheyetine bildirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Yemek yalnız gündüz çalışanlara, öğleyin saat 12.00’de verilir.\nVardiyalı işçi çalışan işyerlerinde vardiya durumu dikkate alınarak\nişlem yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Yemeğin dışında zorunlu hallerde işçilere kumanya verilir. Verilen\nkumanyalar için bir ücret kesintisi yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Dışarıda çalışıp yemekhanelerdeki listelere dâhil edilmeyen ve\nyemek ücreti alan işçiler, aralıklı olarak yemekhanelerden ücretli yemek\nyedikleri takdirde ödeyecekleri yemek ücreti İdareden aldıkları yemek\nparasının netini geçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) Yemek çıkan yerlerde yemek listeleri ile ilgili genel sorunları\ngörüşmek için aşçıbaşıları, yemek çıkan yerlerin baş temsilcileri\nişveren yetkilileri ve sendikanın bildireceği bir kişiden oluşacak heyet\ntarafından üç ayda bir bu listeler gözden geçirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 63- GİYECEK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Giyecek yardımı iki kısımda mütalaa edilmektedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Sendikalı bay işçiler;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Yılda biri yazlık, biri kışlık olmak üzere iki çift ayakkabı\nverilir. Kışlıklar bot olarak da verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Yazlık ayakkabılar Nisan ayında, kışlık ayakkabılar ise Ekim ayı\niçerisinde işçilere dağıtılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Her yıl iki adet boyunbağı verilir\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Her yıl 4 adet gömlek verilir. Gömleğin ikisi kaim kışlık, ikiside\nyazlık olarak tevzi edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Miadı iki yıllık olmak üzere bir takım kışlık kumaş elbise\nverilir. Dağıtımı Ekim ayında yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Her yıl, yazlık pantolonla giyilmek üzere işçilere önleri cepli\nbirer mont veya kanadyen veyahut ceket verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Her yıl, işçilere tek tip yazlık pantolon verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) İşçilere her 2 yılda bir kışlık içi müflonlu parka veya birinci\nsınıf kumaştan olmak üzere kaban veyahut pardösü verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) İş Sağlığı ve Güvenliği Mevzuatı hükümleri doğrultusunda\nbütün işçilere yaptıkları işin niteliğine göre yazlık ve kışlık\nolmak üzere iş elbisesi verilir. Bahse konu elbiseler boyası çıkmayacak\nşekilde iyi kalitede olur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sağlığı ve güvenliği bakımından verilen elbiseler iş saatinde\ngiyilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yemekhanede çalışanlara yılda iki kez beyaz önlük (iş elbisesi)\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Sakat işçilere sakatlık durumlarına göre özel ayakkabı veya giyim\neşyası verilir yada ücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) İşçilere kış aylarında iki yılda bir şayak yelek verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- Sendikalı bayan işçiler;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Her yıl; biri yazlık, biri kışlık olmak üzere yukarıda 1-b’de\nolduğu gibi iki çift ayakkabı verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Her yıl; biri yazlık biri kışlık olmak üzere iki adet bluz\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İki yıl miadlı kışlık bir takım tayyör bir yıl miadlı yazlık\nbir takım etek bluz verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Bayan işçilere de iş sağlığı ve güvenliği açısından bay\nişçilere uygulanan maddenin (i) paragrafı aynen tatbik edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) 2 yıl miadlı kışlık manto veya pardösü verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3- Kışlık giyecekler Ekim ayında, yazlık giyecekler Nisan ayı\niçerisinde dağıtılır. İşverence sendika veya şube ile mutabakata\nvarılarak bahse konu tarihlerden 2 ay öncesi yazlık veya kışlık tüm\ngiyeceklerin Ticaret Odalarına kayıtlı ve yeterlilik belgesine sahip olan\nasgari 3 firmadan toplanan numunelere göre şahit numune ve muhammen bedeli\ntesbit edilerek şahit numunesi alınır. İhale yapılır ve ihale sonucu\noluşacak tutarlar karşılığı sendika üyesi işçilere kupon verilebilir\nveya taraflarca müştereken karar verilmesi halinde ihale yapılmayarak tespit\nedilen giyim eşyası bedeli net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4- Giyim eşyalarının cins ve kalitesinin tespitinde, satın alınmasında\nve tesellümünde görev yapacak heyette sendika tarafından atanacak iki\ntemsilci bulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5- Her ne suretle olursa olsun istihkak olarak verilenler geri alınmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6- Her türlü giyim eşyası ihalelerine girecek firmaların, Ticaret\nOdalarına kayıtlı olması ve yeterlilik belgesine sahip olması gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7- 30 Ağustos (dahil) tarihine kadar işe giren işçilere yazlık\ngiyecekler, 28 Şubat (dahil) tarihine kadar işe giren işçilere kışlık\ngiyecekler verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 64- EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Sendikalı işçilere sözleşmenin yürürlük tarihinden itibaren\nevlenmeleri halinde sözleşmenin birinci yılında net 480,- (dörtyüzseksen)\nTL evlenme yardımı yapılır. Bu ödeme sözleşmenin ikinci yılında\nücretlere yapılacak zam oranında artırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Evlenme yardımından istifade etmiş işçilere, ikinci bir evliliği\niçin herhangi bir yardım yapılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Evlenen çiftlerin her ikisi de İdare hizmetinde çalışıyorsa,\nevlenme yardımı her ikisine de ayrı ayrı yapılır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE 65 - DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavetxt\">\u003Cp>a) Yürürlük tarihinden itibaren; işçinin eşinin doğum yapması veya\nişçi kadın ise kendisinin doğum yapması halinde doğum belgesini ibraz\netmesi koşulu ile sözleşmenin birinci yılında net 241,- (ikiyüzkırkbir)\nTL doğum yardımı yapılır. Bu ödeme sözleşmenin ikinci yılında\nücretlere yapılacak zam oranında artırılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Doğum yardımı aynı batında doğan çocuk sayısına göre\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 66 - İŞ ESNASINDA ÖLÜM HALİNDE YAPILACAK YARDIM\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a) İdarenin işinde bilfiil çalışırken yaptığı iş dolayısıyla\nvefat eden sigortalı işçinin varsa eşine, yoksa çocuklarına sözleşmenin\nbirinci yılında net 3.821,-(üçbinsekizyüzyirmibir) TL çocuğu da yoksa\nana veya babasına sözleşmenin birinci yılında net 1.912,-\nbindokuzyüzoniki) TL eşit miktarda bölünerek ölüm yardımı olarak\nödenir. Bu ödemeler sözleşmenin ikinci yılında ücretlere yapılacak zam\noranında artırılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İş kazası neticesinde sakat kalan, sakatlığı çalışmasına engel\nolmayan, İdarenin hizmetinde çalışırken hastalanan, ağır iş görmesi\nmahzurlu olan işçiler ücretlerinden hiçbir indirim yapılmaksızın\ndurumlarıyla mütenasip bir işte çalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 67- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşçinin eceliyle ölmesi halinde; yürürlük tarihinden itibaren\nyakınlarına, yoksa kanuni varislerine sözleşmenin birinci yılında net\n1.674,- (binaltıyüzyetmişdört) TL ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Yürürlük tarihinden itibaren ana, baba, eş veya çocuğunun ölümü\nhalinde ise sözleşmenin birinci yılında net 362,- (üçyüzaltmışiki) TL\nölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Bu maddenin (a) ve (b) fıkralarında belirlenen ödemeler sözleşmenin\nikinci yılında ücretlere yapılacak zam oranında artırılacaktır. Bu\nödemeler için ölüm raporunun ibrazı şart ve yeterlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 68- İSTİRAHAT YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşçilerin, sigortaca verilmeyen ilk iki günlük istirahat ücreti\nişveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Resmi hastaneler ile Sosyal Güvenlik Kurumunun anlaşmalı olduğu\nhastanelerde yatan veya istirahatlı bulunan işçiler, işbaşı\nyaptıklarında, bu nedenle noksan kalan ücretleri tama iblağ edilerek\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Hastalığı uzun süren ve maddi sıkıntı içerisinde bulunan\nişçilere, sigortadan verilen para kağıtlarını getirdikleri takdirde\nişbaşı yapmadan da bahse konu ücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Hafta arasında istirahat alan işçilerin Cumartesi ve Pazar yevmiyeleri\nde işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3>MADDE 69- EĞİTİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren işçinin öğrenim gören her çocuğu için sözleşmenin\nbirinci yılında bir kez Ocak ayında ödenmek üzere İlköğretim (İlkokul\nve Ortaokul) için 287,- (ikiyüzseksenyedi) TL, lise ve dengi öğretim için\n335,-(üçyüzotuzbeş) TL, yükseköğretim için 504,- (beşyüzdört) TL\nbrüt öğrenim yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler sözleşmenin ikinci yılında ücretlere yapılacak zam\noranında artırılacaktır.\u003C\u002Fp>\n\n\u003Cp>İşçiler bu haklardan belge karşılığı yararlandırılırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 70- HİZMET İKRAMİYESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>29 Ekim tarihi itibarıyla İdare hizmetinde fiilen 15 hizmet yılını\ndolduran işçilere İdarenin amblemini taşıyan hediye ve brüt\n750,-(yediyüzelli) TL, 20 hizmet yılını dolduran işçilere ise yine\nİdarenin amblemini taşıyan hediye ve brüt 1.000,-(bin) TL taltif ikramiyesi\nişveren ve sendika tarafından müştereken düzenlenecek törenle verilir.\nTörende yapılacak ikram masrafları Sendikaca karşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>MADDE 71- YILLIK İKRAMİYELER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere, 6772 sayılı Kanun ile ödenen ikramiyeler\ndışında ayrıca her yıl Haziran ayının ilk yarısı içerisinde 30\ngünlük ve Eylül ayının ilk yarısı içerisinde 30 günlük ikramiye\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu Sözleşme yılı içinde işe yeni giren işçiler, o yıla ait\nçalışma sürelerine tekabül eden ikramiye günü kadar ikramiye\nalırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 72- KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>a) İş Yasasında belirtilen hallerde ve bu sınırlar içinde kalmak\nkaydıyla sendika üyelerine her hizmet yılı için 60 günlük ücret\ntutarında kıdem tazminatı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İş kazası neticesinde ölen işçinin kıdem tazminatının\nhesabında; kıdem tazminatı gün sayısı 80 gündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Kıdem tazminatına esas olacak ücret kıdem tazminatının\nhesaplanmasında işçinin en son aldığı günlük ücret esas tutulur. Bu\nücret Toplu İş Sözleşmesi ile kazanılan her türlü sosyal yardımların\ntoplanmasından ibarettir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) İşveren emekli olan işçilere bir takdir plaketi. İSKİ’den emekli\nolduklarını gösterir resimli bir kimlik kartı ve gümüş bir yaka rozeti\nverir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 73- İHBAR ÖNELLERİ VE İHBAR TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet akidleri bu sözleşme hükümlerine uygun olarak İSKİ adına Genel\nMüdürlük ve işçi tarafından önceden karşı tarafa yazılı bildirimde\nbulunmak koşulu ile,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşi 6 aydan az sürmüş işçi için; bildirimin diğer tarafa\nyapılmasından başlayarak 3 (üç) hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşi 6 aydan 18 aya kadar sürmüş işçi için; bildirimin diğer\ntarafa yapılmasından başlayarak 5 (beş) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşi 18 aydan 3 yıla kadar sürmüş işçi için; bildirimin diğer\ntarafa yapılmasından başlayarak 8 (sekiz) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) İşi 3 yıldan 10 yıla kadar sürmüş işçi için; bildirimin diğer\ntarafa yapılmasından başlayarak 10 (on) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşi 10 yıldan fazla sürmüş işçi için bildirimin diğer tarafa\nyapılmasından başlayarak 15 (onbeş) hafta sonra feshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bildirim koşuluna uymayan taraf, yukarıda yazılı önellere ilişkin\nücret tutarında tazminat ödemek zorunda kalır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 74- FESİH HAKKININ KÖTÜYE KULLANILMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fesih hakkının kötüye kullanılması durumlarında yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeshipstxt\">\u003Ch3>MADDE 75- STAJ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamına giren işyeri ve eklentilerinde çalışan personelin\nişverene belge ibraz etmeleri halinde;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Meslek liselerinde okuyan çocuklarına 3308 sayılı Kanun gereği\nücretli,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Yüksek okulda okuyan çocuklarına Bakanlıklara bağlı ve\nBakanlıklarla ilgili kurumlarda Öğrencilerin Yapacakları Staj\nÇalışmalarını Düzenleme Yönetmeliği uyarınca ücretsiz,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Öncelikli staj yapma imkanı sağlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 76- MEVZUAT DEĞİŞİKLİKLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mevzuat değişiklikleri sebebiyle işçilere işbu sözleşme ile sağlanan\nhakların üzerinde bir hak, menfaat, uygulama sağlanırsa getirilen haklar\nişçiye yansıtılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 77-SÖZLEŞMEDEN YARARLANACAK ÜYELERİN İSİM LİSTELERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesinin sağladığı hak ve menfaatlerden\nyararlanacak sendika üyesi işçilerin isim listeleri ya da muvafakat\nyazıları sendikaca sözleşmenin imzalanmasını müteakip işverene\nverilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 78 - ASKERLİK SEBEBİYLE İŞTEN AYRILIP YENİDEN İŞE GİRENLERİN\nİNTİBAKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Muvazzaf askerlik hizmetini yaptıktan sonra işine dönmek isteyen\nişçi; ayrıldığı tarihteki müktesep haklarına ek olarak, ayrıldığı\ntarihten sonraki sözleşmeler ile sağlanan ücret zamlarından\nyararlandırılarak göreve başlatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Muvazzaf askerlik dışında belirli bir süre için devlet hizmetine\nçağrılan işçilere dönüşlerinde görevde kalan süreleri\nçalışılmış gibi sayılarak ücretleri aynen tediye edilir. Askerlikte\nverilen paralar bu miktardan düşülür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) 4 ay süreli muvazzaf askerlik hizmeti için ücretsiz izinli sayılan\nişçinin işe dönemeyeceğini 30 gün içinde yazılı olarak beyan etmesi\nhalinde kıdem tazminatı ödenerek iş sözleşmesi fesh edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 79- SOSYAL KURULUŞLAR VE YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Spor klüpleri:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren; işyerlerinde, işçilerin boş vakitlerini spor yaparak\ndeğerlendirebilmeleri ve Türk sporuna hizmet etmek amacıyla spor kulüpleri\nkurabilir. İşyerlerinde spor tesisleri yapar veya Genel Müdürlüğün\nbelirleyeceği usul ve şartlarla personelin kendi aralarında düzenleyeceği\nspor turnuvası veya karşılaşmalarına forma, spor malzemesi alımı, tesis\nkirasının karşılanması v.b. maddi yardımda bulunabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Sendika yöneticileri spor kulübü açısından İSKİ personeli gibi\nişlem görür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Milli Sporcularla, İSKİ Spordaki lisanslı sporcu ve\nçalıştırıcılara antrenman yapmaları ve karşılaşmalara katılmaları\niçin gerektiği kadar ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- Yapı kooperatifleri ve meskenler:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin kuracağı en az 250 üyeli yapı\nkooperatiflerinin hayata geçirilmesinden sonra İSKİ hizmet alanına giren\nalt yapı çalışmaları sırasında bu kooperatiflere gerekli kolaylığı\nsağlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 80- KURULLARIN DEVAMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu sözleşme gereğince faaliyet gösteren kurul, komisyon, heyet ve\ntemsilcilikler, sözleşme nihayete erdiğinde taraf sendikanın yetki alması\nkaydıyla yeni sözleşmenin imzası tarihine kadar çalışmalarına devam\nederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 81- İŞYERİ İŞLETME KURULLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesinin kapsamına giren işyerlerinin her birinde\nişveren kanadından 2, taraf sendika yöneticilerinden 1 ve işyeri sendika\ntemsilcilerinden 1’inin katılımı ile 4 kişiden oluşan istişari\nnitelikte İşletme Kurulları kurulur. Kurul en geç 4 ayda bir raportör\ntarafından düzenlenecek gündem doğrultusunda toplanır. Kurulun başkanı\nişveren, raportörü ise sendika kanadı tarafından belirlenir. Toplantıya\nkatılanlar tarafından birlikte tutularak imzalanacak zabıtlar kurul\nbaşkanlığınca Genel Müdürlüğe arz edilmek üzere ilgili Makama\nsunulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 82- İŞYERİ İŞLETME KURULLARININ GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşyeri ve eklentilerinde çalışma düzenini sağlamak, üretimi\narttırmak, ihtiyaçları tesbit etmek, belirli şartlara haiz çalışma\nkoşullarını belirlemek, düzen bozucu harekette bulunanların durumlarını\ndüzeltmeleri konusunda çaba sarf etmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşyeri amirlerince çözümlenemeyen ihtilafları tezekkür ederek\nsonuçlandırmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşyeri ve eklentilerinde verimliliğin arttırılması konusunda\nçalışmalar yapmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) İşyeri ve eklentilerinde çalışan sendika üyesi işçilerin\nihtiyaçlarını incelemek ve konu hakkında gerekli işlemleri yürütmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşyerinin ve eklentilerinin işçi kadro ve atamaları hakkında\ngerekli değerlendirmeyi yapmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşyeri sendika temsilcilerinin işçilerle ilgili somalarını ve\nihtiyaçlarını yazılı olarak kurula iletmesi halinde bu hususları\nincelemek\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 83- MÜTEFERRİK MADDE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren her işyerinde içinde gerekli sıhhi malzemeler bulunan ilk\nyardım dolapları bulundurur. İçindeki gerekli sıhhi malzemelerin\nsorumluluğu işverene aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Hiçbir usta ve işçi; yazılı emir olmadıkça yeni su bağlantısı\nve sayaç değişikliği gibi işleri yapamaz. Ancak, aciliyet durumunda söz\nkonusu işler sözlü emirle yapılır ve bu emir bilahare yazılı hale\ndönüştürülür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Vakıf sular, isale, galeriler ve boru içleri gibi zehirli, tehlikeli\nişlerde çalışanlara oksijenli maske verilir. Galerilerde ve boru içlerinde\ntelsiz, sahra telefonu ve dürbün bulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Sözleşmenin yürürlük süresi içinde taraflar mutabakata vararak\nprotokol yapmak suretiyle bu sözleşmeye yeni maddeler ve maddelere\nparagraflar ilave edebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Yönetim Kurulu kararlarının işçilerle ilgili bölümleri yazılı\nolarak sendika şubesine bildirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşveren müsait göreceği yerlerde mescit açar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) İşveren 100 kişiyi aşan işyerlerinde berber salonu açabilir.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Ch3>MADDE 84- ASGARİ ÜCRET\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwagetxt\">\u003Cp>a) İşletmede asgari ücret yasal asgari ücrettir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Toplu İş Sözleşmesinin yürürlük süresi içinde, asgari ücretin\ndeğişmesinden önce işe giren sendikalı işçilerin (aldıkları kıdem\nzamları çıkarıldıktan sonraki) saat ücretleri, asgari ücretin\ndeğişmesinden sonra işe giren işçilerin sendikaya da üye olup Toplu İş\nSözleşme haklarını da aldıktan sonra tesbit edilen ücretlerinden aşağı\nolamaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Ch3>MADDE 85 - BAREM VE SORUMLULUK ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>I- Çalışanların ve yeni işe girecek sendikalı işçilerin kadro\ngrupları:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:21.1pt\">\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0cm 0cm 0cm 0cm;height:21.1pt\">Kadro\n        Grupları\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:black\">\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"415\" valign=\"bottom\" style=\"width:311.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0cm 0cm 0cm 0cm;height:21.1pt\">Kadro\n        Unvanları\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:black\">\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:28.55pt\">\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0cm 0cm 0cm 0cm;height:28.55pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">(A)\n        Grubu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"415\" valign=\"top\" style=\"width:311.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0cm 0cm 0cm 0cm;height:28.55pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1-\n        İŞÇİ\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2-\n        TEMİZLİK İŞÇİSİ (Odacı, Silici, Temizleyici)\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:179.3pt\">\n      \u003Ctd width=\"132\" style=\"width:98.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0cm 0cm 0cm 0cm;height:179.3pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">(B)\n        Grubu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"415\" valign=\"bottom\" style=\"width:311.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0cm 0cm 0cm 0cm;height:179.3pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1-\n        USTABAŞI\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2-\n        USTA\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3-\n        AŞÇI\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">4-\n        OPERATÖR\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">5-\n        ŞOFÖR\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">6-\n        AŞÇIBAŞI\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">7-\n        BAŞ OPERATÖR\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">8-\n        BAŞŞOFÖR\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">9-\n        BAŞŞOFÖR YARDIMCISI\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">10-\n        SANTRAL, MÜŞTERİ HİZMETLERİ (Kadrosu Halkla İlişkiler\n        Müdürlüğünde ve Abonelik İşlemleri Şefliğinde Bulunanlar),\n        BİLGİ İŞLEM (Kadrosu Bilgi İşlem Dairesi Başkanlığında\n        Bulunanlar) VE TELSİZCİ OPERATÖRÜ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:28.8pt\">\n      \u003Ctd width=\"132\" style=\"width:98.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0cm 0cm 0cm 0cm;height:28.8pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">(C)\n        Grubu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"415\" valign=\"top\" style=\"width:311.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0cm 0cm 0cm 0cm;height:28.8pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">Kadrosu\n        Ne Olursa Olsun ÖNLİSANS MEZUNLARI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:28.8pt\">\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0cm 0cm 0cm 0cm;height:28.8pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">(D)\n        Grubu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"415\" valign=\"top\" style=\"width:311.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0cm 0cm 0cm 0cm;height:28.8pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">Kadrosu\n        Ne Olursa Olsun LİSANS MEZUNLARI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:42.25pt\">\n      \u003Ctd width=\"132\" style=\"width:98.9pt;border:solid windowtext 1.0pt;border-right:   none;background:white;padding:0cm 0cm 0cm 0cm;height:42.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">(E)\n        Grubu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"415\" valign=\"top\" style=\"width:311.05pt;border:solid windowtext 1.0pt;   background:white;padding:0cm 0cm 0cm 0cm;height:42.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">Kadrosu\n        Ne Olursa Olsun\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">LİSANS\n        MEZUNLARI (TEKNİK), YÜKSEKLİSANS ve ÜZERİ MEZUNLAR\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:42.25pt\">\u003Ctd width=\"415\" valign=\"top\" style=\"width:311.05pt;border:solid windowtext 1.0pt;   background:white;padding:0cm 0cm 0cm 0cm;height:42.25pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II- İşçilere esas ücretleri dışında kalmak, fakat, normal çalışma\nkarşılığı ücret yanında, ikramiye, fazla çalışma, tatilde çalışma\nve gece zammı ödemelerinde göz önüne alınmak kaydıyla;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Sözleşmenin birinci yılında;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- (A) Grubu işçilere 54 Krş\u002FSaat,\u003C\u002Fp>\n\n\u003Cp>- (B) Grubu işçilere 69 Krş\u002Fsaat,\u003C\u002Fp>\n\n\u003Cp>- (C) Grubu işçilere 83 Krş\u002Fsaat,\u003C\u002Fp>\n\n\u003Cp>- (D) Grubu işçilere 127 Krş\u002Fsaat,\u003C\u002Fp>\n\n\u003Cp>- (E) Grubu işçilere 160 Krş\u002Fsaat,\u003C\u002Fp>\n\n\u003Cp>barem ve sorumluluk ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Sözleşmenin ikinci yılında;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin birinci yılı için bu maddenin II\u002Fa bendinde belirlenen\nbarem ve sorumluluk ödemeleri, sözleşmenin ikinci yılında ücretlere\nyapılacak zam oranında artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE 86- ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A) I. YIL\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin, 29.02.2016 tarihinde almakta oldukları esas\nsaat ücretlerine, 01.03.2016 tarihinden geçerli olmak üzere % 11\n(yüzdeonbir) oranında zam yapılmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işçilerden I. yıl ücret zammı uygulandıktan sonra; saat ücretleri\n11,01 TL ile 11,49 TL arasında olanların saat ücretleri 11,50 TL’ye, saat\nücretleri 12,51 TL ile 12,90 TL arasında olanların saat ücretleri 13\nTL’ye, saat ücretleri 12,91 TL ile 12,99 TL arasında olanların saat\nücretleri 13,20 TL’ye, saat ücretleri 13,01 TL ile 13,39 TL arasında\nolanların saat ücretleri 13,50 TL’ye, saat ücretleri 13,40 TL ile 13,55 TL\narasında olanların saat ücretleri 13,70 TL’ye, saat ücretleri 13,56 TL\nile 13,99 TL arasında olanların saat ücretleri 14 TL’ye, saat ücretleri\n14,01 TL ile 14,49 TL arasında olanların saat ücretleri 14,50 TL’ye, saat\nücretleri 14,51 TL ile 14,91 TL arasında olanların saat ücretleri 15,00\nTL’ye, saat ücretleri 14,92 TL ile 15,09 TL arasında olanların saat\nücretleri 15,10 TL’ye yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) II. YIL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin, 28.02.2017 tarihinde almakta oldukları esas\nsaat ücretlerine; 01.03.2017 tarihinden geçerli olmak üzere T.C.\nBaşbakanlık Türkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Genel Endeksi 2017\u002FŞubat ayı endeks\nsayısının, 2016\u002FŞubat ayı endeks sayısına göre (bir önceki yılın\naynı ayma göre) artışı oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C) İş bu toplu iş sözleşmesinin yürürlükte kaldığı sürede işe\nilk defa girip sendikaya üye olan işçilerin esas saat ücretleri;\nüyeliklerinin sendikaca işverene bildirildiği tarih;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) 01.03.2016 ile 28.02.2017 olan;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- (A) grubu işçilerde 8,00 TL’sına,\u003C\u002Fp>\n\n\u003Cp>- (B) grubu işçilerde 9,00 TL’sına,\u003C\u002Fp>\n\n\u003Cp>- (C) grubu işçilerde 9,50 TL’sına,\u003C\u002Fp>\n\n\u003Cp>- (D) grubu işçilerde 10,50 TL’sına,\u003C\u002Fp>\n\n\u003Cp>- (E) grubu işçilerde 12,00 TL’sına yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>29.02.2016 tarihi ve öncesinde işe girip bu sözleşme ile birinci yıl\niçin belirlenen zam uygulamasına rağmen ücretleri yukarıda belirlenen\nücretin altında kalan işçilerin ücretleri de 01.03.2016 tarihi itibariyle\nyukarıda tespit edilen saat ücretlerine yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) 01.03.2017 ile 28.02.2018 olan;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- (A) grubu işçilerde 8,50 TL’sına,\u003C\u002Fp>\n\n\u003Cp>- (B) grubu işçilerde 9,50 TL’sına,\u003C\u002Fp>\n\n\u003Cp>- (C) grubu işçilerde 10,00 TL’sına,\u003C\u002Fp>\n\n\u003Cp>- (D) grubu işçilerde 11,00 TL’sına,\u003C\u002Fp>\n\n\u003Cp>- (E) grubu işçilerde 12,50 TL’sına yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.02.2017 tarihi ve öncesinde işe girip bu sözleşme ile ikinci yıl\niçin belirlenen zam uygulamasına rağmen ücretleri yukarıda belirlenen\nücretin altında kalan işçilerin ücretleri de\u003C\u002Fp>\n\n\u003Cp>01.03.2017 tarihi itibariyle yukarıda tespit edilen saat ücretlerine\nyükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İlk defa işe başlayan ve üyeliğinin işverene bildirildiği döneme\ngöre ücretleri yukarıda tespit edilen işçilere, üyeliğin bildirildiği\ndönemin ücret zammı ayrıca yapılmayacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Münhasıran 01.03.2016 tarihinden sonra 3713 sayılı Terörle Mücadele\nKanunu kapsamında İSKİ işyerlerine alman işçilerin; işe girdikleri tarih\ndikkate alınarak bu maddenin C\u002Fa ve C\u002Fb bentlerinde belirlenen saat\nücretlerinin 11,-TL’nin altında olması durumunda 11,-TL’sına\nyükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>29.02.2016 tarihi ve öncesinde 3713 sayılı Terörle Mücadele Kanunu\nkapsamında İSKİ işyerlerinde işe girip bu sözleşme ile belirlenen\nbirinci yıl ücret zammı uygulamasına rağmen saat ücretleri 11,-TL’nin\naltında kalan işçilerin saat ücretleri de 01.03.2016 tarihi itibariyle\n11,-TL’sına yükseltilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 87- KIDEM ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>İşçilere, esas saatlik ücretleri dışında kalmak ve fakat, normal\nçalışma karşılığı ücret yanında, ikramiye, fazla çalışma, tatilde\nçalışma ve gece zammı ödemelerinde göz önüne alınmak kaydıyla,\nişyerinde geçirdikleri her tam hizmet yılı için 3 Krş\u002FSaat kıdem zammı\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kıdem zammı uygulaması her yıl 1 Mart tarihi itibariyle yapılır.\u003C\u002Fp>\n\n\u003Cp>\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, İSKİ işyerlerinde işe girdiği tarih ile takip eden\n1 Mart 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>\u003C\u002Fp>\n\n\u003Cp>Bu maddenin uygulanması bakımından; işçinin İSKİ öncesinde İstanbul\nBüyükşehir Belediyesinin iştiraklerinde veya kamu kurum ve\nkuruluşlarının daimi işçi kadrosunda geçen hizmet süreleri de\nİSKİ’de geçmiş gibi sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 88- İŞÇİ ARAÇLARI İÇİN PARK YERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşe gidip gelmek için kullanılan, işçilere ait bisiklet, motosiklet ve\notomobiller için işveren, işyerlerinin müsait bir yerinde park yeri\ngösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 89- BİRLEŞTİRİLMİŞ SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere her ay çocuk, aile, yakacak, izin harçlığı,\nbayram harçlığı ile koruyucu gıda yardımı karşılığı sözleşmenin\nbirinci yılında brüt 472,-(dörtyüzyetmişiki) TL sosyal yardım ödemesi\nyapılır. Bu yardım sözleşmenin ikinci yılında ücretlere yapılacak zam\noranında arttırılarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 90 - RAMAZAN YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere Ramazandan bir hafta önce 2 kg pirinç, 1 kg çay, 2 kg şeker,\n5 kg un, 5 kg ayçiçeği yağı, 1 kg zeytin, 2 kg kuru fasulye, 2 kg\nkırmızı mercimek, 1 kg makarna ve 500 gram krem çikolata verilir ya da bu\nyardımların yerine nakdi olarak sözleşmenin birinci yılında 169,-\n(yüzaltmışdokuz) TL ödeme yapılır. Bu ödeme sözleşmenin ikinci\nyılında ücretlere yapılacak zam oranında artırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1- AYRILANLARIN YARARLANMALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesinin yürürlüğe giriş tarihi ile imza\ntarihi arasında kalan süre içerisinde, emeklilik, muvazzaf askerlik, vefat\ngibi nedenlerle ayrılan veya iş sözleşmesi bildirimli olarak işverence\nfeshedilen üye işçilerin kendileri, ölenlerin kanuni mirasçıları\nSözleşme ile getirilen tüm haklardan işten ayrıldıkları tarihe kadar\naynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 2- FARKLARIN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük tarihinden sonra oluşacak\nartış farkları, imkanlar ölçüsünde en kısa zamanda işçilere\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TOPLU İŞ SÖZLEŞMESİ EK CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"623\" style=\"width:467.3pt;border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:black\">EYLEM\n        TÜRLERİ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:black\">CEZALAR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:black\">İŞE\n        \u003C\u002Fspan>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">GEÇ\n        \u003C\u002Fspan>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:black\">GELMEK\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\"> \n        1 - 1 saate kadar geç gelmek\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İhtar,\n        1 G, 2 G, 3 G\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\"> \n        2- 1 saati aşan süre ile gecikme\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\"> \n        3- Devamlı geç gelmeyi alışkanlık haline getirmek (6 ay\n        içerisinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">geç\n        gelmek suçundan dört defa disiplin suçundan ceza almış olmak\n        kaydıyla)\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">GÖREVE GELMEMEK \n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2Kaln\">\u003Cspan style=\"font-size:12.0pt\">\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   4- 1 gün göreve\n        gelmemek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">5- 2 gün göreve\n        gelmemek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">6- 3 ve daha fazla\n        göreve gelmemek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">7- Görevi yetersiz\n        yapmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">8- Verilen görevi\n        yapmamak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">9- Verilen görevi\n        yapmamakta direnmek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">10- Görev saatinde\n        özel işlerle uğraşmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">11- Disiplinsiz\n        davranmak, işçi sağlığı ve işyeri güvenlik, \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">iş verimini aksatmak ve iş barışını\n        bozmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">GÖREV YERİNİ TERK \n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2Kaln\">\u003Cspan style=\"font-size:12.0pt\">\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">12- İzinsiz olarak iş saati bitiminden evvel\n        görev \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">yerini terk etmek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İhtar,\n        1 G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">13- İzinsiz olarak\n        iş saatinin bitiminden evvel görev yerini \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">terk etmeyi alışkanlık haline\n        getirmek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">14- İşyerinin\n        korunması ile ilgili olanların görev \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">yerinde bulunmaması\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">15- İş saatlerinde\n        gereksiz yere arkadaşlarını meşgul \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">etmek ve görev başında\n        uyumak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">16- İşbaşında,\n        iş saatinde ve görev başında uyumak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">17- İşyerinde kavga\n        etmek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">18- İmza cetvelini\n        imzalamamayı alışkanlık haline getirmek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İhtar,\n        1 G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">19- Yönetimindeki\n        aracı İdareden izin almaksızın \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">başkalarına kullandırmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">20- Göreve sarhoş\n        gelmek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">21- İşyerinde\n        akollü içki kullanmak, kumar \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">oynamak veya oynatmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">22- İşyerinde\n        uyuşturucu madde kullanmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">İŞ ARKADAŞLARINA\n        KARŞI TUTUMU\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt;   line-height:107%\">   23- Amirlerine\n        karşı küfür ve saldırıda bulunmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">24- İş\n        arkadaşlarına küfür ya da saldırıda bulunmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">25- Gerektiği halde\n        iş arkadaşlarına yardımcı olmamak ve \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">yardımcı olmamayı alışkanlık haline\n        getirmek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">İŞYERİ VE ARAÇLARA ZARAR VERMEK \n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2Kaln\">\u003Cspan style=\"font-size:12.0pt\">\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">26- Yangına sebebiyet vermek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">27- İşyerine\n        sabotaj yapmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç. \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">28- Yönetimindeki\n        araç ve gereçlerin bakımı ve temizliğine \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">özen göstermemek ve hor\n        kullanmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">29- Araç ve\n        gereçlerini kontrol etmeden göreve çıkmak ve \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">bunlarla ilgili bozuklukları zamanında\n        yetkili \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">kişiye duyurmamak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">30- Teslim edilen\n        araç ve gereçlerin yitirilmesine ya da \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">bozulmasına veya hasarına neden\n        olmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">a) İhmal \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">b) Ağır İhmal \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">c) Kasıt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İhtar,\n        1 G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">\u003C\u002Fspan>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">\u003C\u002Fspan>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">31- Kurum\n        araçlarını içkili olarak kullanmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç. \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">ÇALIŞMA AHLAKINA UYMAYAN DAVRANIŞLAR \n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2Kaln\">\u003Cspan style=\"font-size:12.0pt\">\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">32- İşyerine ait araç ve gereçleri görev\n        dışındaki \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">işlerde kullanmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   33- Amir\n        durumunda olup, çalıştırdığı işçileri özel işlerde\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">kullanmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   34- Kendisine\n        verilen yetki dışında iş yapmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   35- Görevi ile\n        ilgili kasten yanlış bilgi vermek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">1\n        G, 2 G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   36- Hasta\n        olmadığı halde kendisini hasta göstererek \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">işi aksatmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   37- Sınav\n        sırasında kopya çekmek, yardım almak, \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">yardım etmek, soru çalmak, sınav kağıdı\n        ve tutanaklarında\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">değişiklik yapmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   38- Verilen\n        görevi yapmadığı halde yapmış gibi göstermek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   39- Sahte belge\n        düzenlemek, resmi belgelerde \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">değişiklik yapmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç. \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   40- Görevine\n        ilişkin ve gizli kalması gereken sırları\n        açıklamak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   41- Görevine\n        ilişkin ve gizli kalması gereken sırları açıklayarak\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">çıkar sağlamak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç. \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   42-\n        Hırsızlığa tam teşebbüs\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   43- Hırsızlık\n        yapmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   44- Rüşvet\n        almaya yada vermeye tam teşebbüs\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   45- Rüşvet\n        almak ya da vermek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">İ.\n        Ç. \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   46- İşe\n        girmeyen işçiyi işe girmiş gibi göstermek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">3\n        G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   47- Yerine imza\n        atmak yada kartını bastırmak \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">suretiyle işe gelmeyen işçiyi gelmiş gibi\n        göstermek\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   48- Yukarıda\n        sayılan eylemler dışında kalıp \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">suç sayılan ve cezalandırılması gereken\n        fiillerde bulunmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   49- İşyerinde\n        propaganda yapmak suretiyle \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">siyasi faaliyetlerde bulunmak\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#262626\">2\n        G, 3 G, İ. Ç.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"623\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   50- İşten\n        çıkarma cezaları, Toplu İş Sözleşmesinin ve İş\n        Yönetmeliğinin yasakladığı fiil \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">ve hareketlere ilişkin olup, İş Kanununun\n        25. madde 2. bendi hükmü saklıdır.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"623\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">   51- Çalışma\n        ve Disiplin Kurulu 3 gündelik kesimi cezası ile işten çıkarma\n        cezası \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan class=\"Gvdemetni2\">\u003Cspan style=\"font-size:12.0pt\">arasındaki boşluğu doldurmak üzere geçici\n        olarak işten çıkarma cezası verebilir.\u003C\u002Fspan>\u003C\u002Fspan>\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 90 asıl, 2 geçici madde ve 1 ek cetvelden\nibaret olup taraflarca tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":46,"TRAINING_trigger":48,"apprenticeshipstxt":52,"contractseverancepay":56,"contractseverancepay1":60,"SICDIS_trigger":64,"disabilitypay":68,"healthcareaccess":72,"healthcareaccessrelatives":76,"healthandsafetypolicy":80,"protectiveclothing":84,"code_application":88,"funeralpay":92,"funeralpaytxt":96,"paidmaternityleave":98,"paidmaternityleavetxt":102,"paidpaternityleave":106,"deathrelatives":110,"educationtuition":114,"childcareprovision":118,"childcaresubsidy":122,"hourspweek_select":124,"hourspday_select":127,"MAXHOURS_trigger":131,"hoursovertimemaxtxt":135,"bankholidays2":137,"holidaystxt":141,"PAIDLEAV_trigger":145,"schedulesrestpw":149,"SCHEDULE_trigger":153,"TRADEUNLEAV_trigger":157,"PAYSCALES_trigger":161,"LOWWAGE_trigger":165,"LOWWAGE_government":169,"lowwagetxt":171,"STRUCINCR_trigger":175,"ONCERISE_trigger":179,"ONCERISE2_trigger":183,"NOCTPREM_trigger":187,"SUNDAY_trigger":191,"COMMUTE_trigger":195,"commutingallowancetxt":199,"SENIOR_trigger":203,"MEALALL_trigger":205,"OVERTIME_trigger":209,"HARDSHIP_trigger":213,"covercountryregion_comments":217,"coverunion_trigger":221,"coverunionsign":225,"marriage":227,"jobclassifaction1_txt":230},{"bindId":43,"name":44,"text":45},"cbadate_start","MADDE 7 - YÜRÜRLÜK SÜRESİ Bu Toplu İş Sö","MADDE 7 - YÜRÜRLÜK SÜRESİ\n\n\n\nBu Toplu İş Sözleşmesi 01.03.2016 tarihinde yürürlüğe girecek ve\n28.02.2018 tarihinde sona erecektir. İki yıl sürelidir.",{"bindId":47,"name":44,"text":45},"cbadate_end",{"bindId":49,"name":50,"text":51},"TRAINING_trigger","a) İşverence işçilerin mesleki bilgileri","a) İşverence işçilerin mesleki bilgilerinin, genel kültürlerinin ve\ndünya görüşlerinin geliştirilmesi, iş verimliliğinin arttırılması ve\nteknik bilgilerinin ilerlemesi bakımından sendika ve şube ile tespit etmek\nşartı ile yılda her gruptan 2’şer kişiyi ileri sanayi merkezi olan dış\nülkelere eğitim ve tetkik için yabancı dil bilme zorunluluğu aranmadan\ngönderebilir.",{"bindId":53,"name":54,"text":55},"apprenticeshipstxt","MADDE 75- STAJ Sözleşme kapsamına giren ","MADDE 75- STAJ\n\n\n\nSözleşme kapsamına giren işyeri ve eklentilerinde çalışan personelin\nişverene belge ibraz etmeleri halinde;\n\n\n\na) Meslek liselerinde okuyan çocuklarına 3308 sayılı Kanun gereği\nücretli,\n\n\n\nb) Yüksek okulda okuyan çocuklarına Bakanlıklara bağlı ve\nBakanlıklarla ilgili kurumlarda Öğrencilerin Yapacakları Staj\nÇalışmalarını Düzenleme Yönetmeliği uyarınca ücretsiz,\n\n\n\nÖncelikli staj yapma imkanı sağlanır.",{"bindId":57,"name":58,"text":59},"contractseverancepay","MADDE 72- KIDEM TAZMİNATI a) İş Yasasınd","MADDE 72- KIDEM TAZMİNATI\n\n\n\na) İş Yasasında belirtilen hallerde ve bu sınırlar içinde kalmak\nkaydıyla sendika üyelerine her hizmet yılı için 60 günlük ücret\ntutarında kıdem tazminatı ödenir.\n\n\n\nb) İş kazası neticesinde ölen işçinin kıdem tazminatının\nhesabında; kıdem tazminatı gün sayısı 80 gündür.\n\n\n\nc) Kıdem tazminatına esas olacak ücret kıdem tazminatının\nhesaplanmasında işçinin en son aldığı günlük ücret esas tutulur. Bu\nücret Toplu İş Sözleşmesi ile kazanılan her türlü sosyal yardımların\ntoplanmasından ibarettir.\n\n\n\nd) İşveren emekli olan işçilere bir takdir plaketi. İSKİ’den emekli\nolduklarını gösterir resimli bir kimlik kartı ve gümüş bir yaka rozeti\nverir.",{"bindId":61,"name":62,"text":63},"contractseverancepay1","a) İş Yasasında belirtilen hallerde ve b","a) İş Yasasında belirtilen hallerde ve bu sınırlar içinde kalmak\nkaydıyla sendika üyelerine her hizmet yılı için 60 günlük ücret\ntutarında kıdem tazminatı ödenir.",{"bindId":65,"name":66,"text":67},"SICDIS_trigger","MADDE 36- HASTALIK HALLERİ a) Günlük viz","MADDE 36- HASTALIK HALLERİ\n\n\n\na) Günlük vizite sonunda doktorun göstereceği lüzuma binaen veya acil\nhastalanmalarda veya doktor olmayıp işyerinde veya eklentilerinde hastalanıp\nhastaneye gitmesi gereken işçilere veya işyeri doktorunun yazdığı reçete\nsebebiyle ilaç alacak kişilere, işveren veya işveren vekilince vasıta\ntemin edilir.\n\n\n\nb) Hastaneye gidecek hasta işçinin yanına, gerektiğinde işveren\ntarafından bir refakatçi verilir.\n\n\n\nc) Hastalık sebebiyle işe gelmeyen işçinin durumu en kısa zamanda ve\nherhalde 24 saat içinde işverenin ilgililerine bildirilir.\n\n\n\nd) Hastalık sebebiyle işe gelmeyen işçinin vizite kâğıdı işveren\ntarafından istenilen yere gönderilir.\n\n\n\ne) İmkân nispetinde, işçilerin çocuklarının ve eşinin muayenesi,\nvarsa işyeri doktoru tarafından yapılır.\n\n\n\nf) İdare bünyesinde bulunan hasta nakil araçları günün her saatinde\nişyerlerinde bulundurulur. Acil vakalarda hasta nakil aracı derhal vaka\nyerine sevk edilir. Ayrıca, işveren Kağıthane, Terkos, Elmalı, İkitelli,\nBahçelievler, Ömerli, Büyükçekmece ve Darlık Barajı, Istırancalar,\nKartal, Melen ve Ağva’da hasta nakil aracı bulundurmak mecburiyetindedir.\nBundan böyle mahrumiyet bölgelerine açılacak yeni işyerlerine de\nişverence derhal hasta nakil aracı alınır. Hasta nakil araçları amacı\ndışında kesinlikle kullanılamaz. İşveren, Ambulans veya Hasta Nakil\nAracı ihtiyacını, hizmet alımı yoluyla da yerine getirebilir.\n\n\n\nYukarıda belirtilen işyerleri dışındaki işyerlerine hasta nakil aracı\nalınması için Sendikadan gelecek teklif İşverence değerlendirilir.",{"bindId":69,"name":70,"text":71},"disabilitypay","a) İdarenin işinde bilfiil çalışırken ya","a) İdarenin işinde bilfiil çalışırken yaptığı iş dolayısıyla\nvefat eden sigortalı işçinin varsa eşine, yoksa çocuklarına sözleşmenin\nbirinci yılında net 3.821,-(üçbinsekizyüzyirmibir) TL çocuğu da yoksa\nana veya babasına sözleşmenin birinci yılında net 1.912,-\nbindokuzyüzoniki) TL eşit miktarda bölünerek ölüm yardımı olarak\nödenir. Bu ödemeler sözleşmenin ikinci yılında ücretlere yapılacak zam\noranında artırılacaktır.",{"bindId":73,"name":74,"text":75},"healthcareaccess","a) Günlük vizite sonunda doktorun göster","a) Günlük vizite sonunda doktorun göstereceği lüzuma binaen veya acil\nhastalanmalarda veya doktor olmayıp işyerinde veya eklentilerinde hastalanıp\nhastaneye gitmesi gereken işçilere veya işyeri doktorunun yazdığı reçete\nsebebiyle ilaç alacak kişilere, işveren veya işveren vekilince vasıta\ntemin edilir.",{"bindId":77,"name":78,"text":79},"healthcareaccessrelatives","e) İmkân nispetinde, işçilerin çocukları","e) İmkân nispetinde, işçilerin çocuklarının ve eşinin muayenesi,\nvarsa işyeri doktoru tarafından yapılır.\n\n\n\nf) İdare bünyesinde bulunan hasta nakil araçları günün her saatinde\nişyerlerinde bulundurulur. Acil vakalarda hasta nakil aracı derhal vaka\nyerine sevk edilir. Ayrıca, işveren Kağıthane, Terkos, Elmalı, İkitelli,\nBahçelievler, Ömerli, Büyükçekmece ve Darlık Barajı, Istırancalar,\nKartal, Melen ve Ağva’da hasta nakil aracı bulundurmak mecburiyetindedir.\nBundan böyle mahrumiyet bölgelerine açılacak yeni işyerlerine de\nişverence derhal hasta nakil aracı alınır. Hasta nakil araçları amacı\ndışında kesinlikle kullanılamaz. İşveren, Ambulans veya Hasta Nakil\nAracı ihtiyacını, hizmet alımı yoluyla da yerine getirebilir.",{"bindId":81,"name":82,"text":83},"healthandsafetypolicy","MADDE 60- SAĞLIK VE GÜVENLİK a) İşveren,","MADDE 60- SAĞLIK VE GÜVENLİK\n\n\n\na) İşveren, İş Sağlığı ve Güvenliği Mevzuatı hükümlerine göre;\niş sağlığı ve güvenliği konularında gerekli önlemleri almakla birlikte\ngürültünün normal desibeli aştığı yerlerde gerekli düzenlemeleri\nyapar.\n\n\n\nb) İşçilere temizlenmeleri ve yıkanmaları için her ay asgari bir\nkalıp sabun verilir. Toplu temizlik yapılması gereken yerlerde de ayrıca\nişin niteliğine göre temizlik malzemesi bulundurulur.\n\n\n\nc) Temizliklerinde kullanılmak üzere işçilere her yıl bir adet banyo\nhavlusu, iki adet yüz havlusu verilir.\n\n\n\nd) İşveren İş Sağlığı ve Güvenliği Mevzuatı uyarınca her\nişyerinde birer kurul kurar. Bu kurullarda sendika tarafından atanan kurul\nüyeleri de bulundurulur.\n\n\n\ne) İşveren, işçilerini işyeri hekimlerine; işin niteliği, işçinin\nözellikleri ve risk analizlerini göz önüne alarak en geç yılda bir\nperiyodik muayeden geçirtir. İşyeri Hekiminin gerekli görmesi halinde bu\nsüre kısaltılır. Meslek hastalığı taramaları risk analizlerine uygun\nolarak işyeri hekimleri tarafından hazırlanır.\n\n\n\nf) Bütün işyerlerinde işçilerin elbiselerini koyacak şekilde soyunma\ndolapları ve işçilerin iş dönüşleri temizlenebilmeleri için kesinlikle\nduş bulundurulur.\n\n\n\ng) Kanalizasyon Daire Başkanlığı ve Atık su Arıtma Daire\nBaşkanlığı bünyesinde fiilen kanal işinde çalışanlara ve Abone\nİşleri Daire Başkanlıklarında çalışılması zorunlu olan hallerde makam\noluru ile fiilen kanalda çalışanlara senelik izin, ücretsiz izin ve raporlu\ngünler dışında kalan günlerde çalışmaları karşılığında ödenmek\nkaydıyla çıplak yevmiyelerinin %5’i tutarında tazminat ödenir.\n\n\n\nh) Kaçak yapılaşmanın önlenmesiyle ilgili mahkeme ve yönetim kurulu\nkararlarının uygulanmasında fiilen çalışan işçilere, münhasıran bu\nişi yaptıkları günlerde 4 saatlik ücretleri tutarında tazminat\nödenir.",{"bindId":85,"name":86,"text":87},"protectiveclothing","b) İşçilere temizlenmeleri ve yıkanmalar","b) İşçilere temizlenmeleri ve yıkanmaları için her ay asgari bir\nkalıp sabun verilir. Toplu temizlik yapılması gereken yerlerde de ayrıca\nişin niteliğine göre temizlik malzemesi bulundurulur.\n\n\n\nc) Temizliklerinde kullanılmak üzere işçilere her yıl bir adet banyo\nhavlusu, iki adet yüz havlusu verilir.",{"bindId":89,"name":90,"text":91},"code_application","a) İşveren, İş Sağlığı ve Güvenliği Mevz","a) İşveren, İş Sağlığı ve Güvenliği Mevzuatı hükümlerine göre;\niş sağlığı ve güvenliği konularında gerekli önlemleri almakla birlikte\ngürültünün normal desibeli aştığı yerlerde gerekli düzenlemeleri\nyapar.",{"bindId":93,"name":94,"text":95},"funeralpay","l) İşçinin ölümü ya da ana, baba, eş ve ","l) İşçinin ölümü ya da ana, baba, eş ve çocuklarının ölümleri\nhalinde eğer cenazeleri İstanbul dışına nakledilecekse işveren\ntarafından cenazenin nakli için uygun bir araç tahsis edilir. Araç tahsis\nedilmediği takdirde, cenaze sahibi Belediye Mezarlık Müdürlüğünden araba\ntutar. Belediyede araç yok ise Belediyedeki ücret tarifesini cenaze sahibine\nöder.",{"bindId":97,"name":94,"text":95},"funeralpaytxt",{"bindId":99,"name":100,"text":101},"paidmaternityleave","f) Doğum yapan kadın işçilere ilgili yas","f) Doğum yapan kadın işçilere ilgili yasa hükümleri uygulanır.",{"bindId":103,"name":104,"text":105},"paidmaternityleavetxt","a) Yürürlük tarihinden itibaren; işçinin","a) Yürürlük tarihinden itibaren; işçinin eşinin doğum yapması veya\nişçi kadın ise kendisinin doğum yapması halinde doğum belgesini ibraz\netmesi koşulu ile sözleşmenin birinci yılında net 241,- (ikiyüzkırkbir)\nTL doğum yardımı yapılır. Bu ödeme sözleşmenin ikinci yılında\nücretlere yapılacak zam oranında artırılacaktır.",{"bindId":107,"name":108,"text":109},"paidpaternityleave","c) Eşinin doğum yapması halinde 6 işgünü","c) Eşinin doğum yapması halinde 6 işgünü,",{"bindId":111,"name":112,"text":113},"deathrelatives","d) Eş ve çocuklarının ölümü halinde 9 iş","d) Eş ve çocuklarının ölümü halinde 9 işgünü, ana, baba ve\nkardeşlerin ölümü halinde 6 işgünü, kayınvalide ve kayınpederin\nölümü halinde 5 işgünü,",{"bindId":115,"name":116,"text":117},"educationtuition","MADDE 69- EĞİTİM YARDIMI İşveren işçinin","MADDE 69- EĞİTİM YARDIMI\n\n\n\nİşveren işçinin öğrenim gören her çocuğu için sözleşmenin\nbirinci yılında bir kez Ocak ayında ödenmek üzere İlköğretim (İlkokul\nve Ortaokul) için 287,- (ikiyüzseksenyedi) TL, lise ve dengi öğretim için\n335,-(üçyüzotuzbeş) TL, yükseköğretim için 504,- (beşyüzdört) TL\nbrüt öğrenim yardımı yapar.\n\n\n\nBu ödemeler sözleşmenin ikinci yılında ücretlere yapılacak zam\noranında artırılacaktır.\n\nİşçiler bu haklardan belge karşılığı yararlandırılırlar.",{"bindId":119,"name":120,"text":121},"childcareprovision","MADDE 61 – KREŞ a) İşveren, İSKİ çalışan","MADDE 61 – KREŞ\n\n\n\na) İşveren, İSKİ çalışanları için gerektiğinde kreş açar veya bu\nhizmeti satın alma yoluyla karşılayabilir.\n\n\n\nb) Bu kreşlere İSKİ çalışanlarının çocuklarının gelip gitmesi\niçin işveren tarafından ulaşım tedbirleri alınır.\n\n\n\nc) Bu kreşlerin açılması planlamasında çalışmalar Sendika ile\nbirlikte yürütülür.",{"bindId":123,"name":120,"text":121},"childcaresubsidy",{"bindId":125,"name":126,"text":126},"hourspweek_select","a) Haftalık çalışma süresi 40 saattir.",{"bindId":128,"name":129,"text":130},"hourspday_select","d) Haftalık çalışma 5 gündür, günlük çal","d) Haftalık çalışma 5 gündür, günlük çalışma süresi 8\nsaattir.",{"bindId":132,"name":133,"text":134},"MAXHOURS_trigger","b) Fazla mesailer normal günler için 3 s","b) Fazla mesailer normal günler için 3 saatten fazla olamaz.",{"bindId":136,"name":133,"text":134},"hoursovertimemaxtxt",{"bindId":138,"name":139,"text":140},"bankholidays2","MADDE 16 - ULUSAL BAYRAM VE GENEL TATİL ","MADDE 16 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ\n\n\n\na) Cumhuriyet Bayramı: 28 Ekim öğleden sonra ve 29 Ekim günü olmak\nüzere (1,5) gündür.\n\n\n\nb) Yılbaşı Tatili: Ocak ayının 1. günüdür. (1) gündür.\n\n\n\nc) Ulusal Egemenlik ve Çocuk Bayramı: 23 Nisan günüdür. (1)\ngündür.\n\n\n\nd) Emek ve Dayanışma günü: 1 Mayıs günüdür. (1) gündür.\n\n\n\ne) Atatürk’ü Anma ve Gençlik ve Spor Bayramı: 19 Mayıs günüdür.\n(1) gündür.\n\n\n\nf) Ramazan Bayramı: Arefe günü öğleden sonra başlamak üzere (3,5)\ngündür.\n\n\n\ng) Kurban Bayramı: Arefe günü öğleden sonra başlamak üzere (4,5)\ngündür.\n\n\n\nh) 30 Ağustos Zafer Bayramı: 30 Ağustos günüdür. (1) gündür.",{"bindId":142,"name":143,"text":144},"holidaystxt","a) 1 yıldan 5 yıla kadar hizmeti olanlar","a) 1 yıldan 5 yıla kadar hizmeti olanlara; 23 işgünü,\n\n\n\nb) 5 yıldan fazla 12 yıldan az hizmeti olanlara; 26 işgünü,\n\n\n\nc) 12 yıl ve daha fazla hizmeti olanlara; 30 işgünü,",{"bindId":146,"name":147,"text":148},"PAIDLEAV_trigger","MADDE 22- ÜCRETLİ YILLIK İZİNLER İdareye","MADDE 22- ÜCRETLİ YILLIK İZİNLER\n\n\n\nİdareye girişlerinden itibaren ilk 1 yıllık hizmet müddetini ikmal edip\nyıllık izinlerini kullanmış olan işçilerin müteakip yıllardaki\nizinlerinde izin kurulunun hazırlayacağı ve işverenin onayından geçen\nizin cetvellerine göre aşağıda belirtilen süreler nisbetinde ücretli izin\nverilir.\n\n\n\na) 1 yıldan 5 yıla kadar hizmeti olanlara; 23 işgünü,\n\n\n\nb) 5 yıldan fazla 12 yıldan az hizmeti olanlara; 26 işgünü,\n\n\n\nc) 12 yıl ve daha fazla hizmeti olanlara; 30 işgünü,\n\n\n\nd) 18 ve daha küçük yaştaki işçilere 23 işgünü, yıllık ücretli\nizin verilir\n\n\n\ne) Yıllık izine çıkanların istekleri üzerine 8 güne kadar ücretsiz\nyol izni verilir.\n\n\n\nf) Yıllık ücretli izine çıkanlara; izine başlamadan en az 1 gün önce\nizin sürelerine ait ücretleri peşin olarak ödenebilir.\n\n\n\ng) İzin listeleri, İş Kanununa göre yürürlüğe konulan Yıllık\nÜcretli İzin Yönetmeliği uyarınca işyeri izin kurulu tarafından tanzim\nolunarak ilan edilir. İzin Kurulu bulunmayan işyerlerinde işveren vekilince\ndüzenlenecek izin çizelgesine işyeri temsilcilerince yapılacak itirazlar\ndikkate alınır.\n\nh) Yıllık ücretli izinler mümkün olduğu kadar yaz aylarında\nkullandırılır.\n\n\n\ni) Kişinin müracaatı üzerine (meşru mazeret halinde) izin listesi Genel\nMüdürlükçe değiştirilebilir.\n\n\n\nj) İşçi sayısı 100’den fazla olan işyerlerinde, işveren veya\nişveren vekilinin atayacağı bir kişinin başkanlığı altında iki işçi\ntemsilcisinden oluşan bir izin kurulu kurulur. Başkanın yokluğunda kurula\naynı yolla seçilecek yedeği başkanlık eder. Kurulun başkanı dışındaki\nişçi üyeler ve ikişer yedeği işyerinde bulunan sendika temsilcilerince\nseçilir. İşyerinde sendika temsilcileri seçilmemiş ise izin kurulunun\nişçi üyeleri o işyerindeki işçilerin yandan bir fazlasının\nkatılacağı bir toplantıda açık oyla seçilir. Kurulun başkanı, üye ve\nyedekleri işyerinde işveren tarafından ilan olunur. Asıl üyelerin\nyokluğunda yedeklerden biri başkanın çağrısı üzerine toplantılara\nkatılır. Eksilen üye ve yedekler aynı şekilde tamamlanır. İzin Kurulunun\ngörev ve yetkileri aşağıda gösterilmiştir.\n\n\n\n1- İşçiler tarafından verilen işveren veya işveren vekili tarafından\nizin kuruluna iletilecek izin isteklerine göre hazırlayacağı izin\nçizelgelerini işverenin onayına sunmak,\n\n\n\n2- İşçilerin yıllık izin hakları ile ilgili dilek ve şikayetlerini\ninceleyerek sonucunu işverene ve şikayetçilere bildirmek,\n\n\n\n3- Her yıl ücretli izinlerin daha yararlı ve eğlenceli geçirebilmesi\niçin kamplar veya geziler düzenleme yollarını ve bu yolların işçiler ve\naile fertleri için en az külfet yükleme çarelerini aramak ve bu konuda\nalınması mümkün olan tedbirleri araştırmak ve işverenle gerekli\ndanışmalarda bulunmak,\n\n\n\n4- Yıllık ücretli izin yönetmeliğinin 20. Maddesine göre, işveren\ntarafından tutulması gereken yıllık ücretli izin defterini inceleyerek en\naz her 15 günde bir yıllık izne hak kazanan işçilerin çizelgelerini\nhazırlayıp onaylamak ve işyerinde ilan edilmek üzere işverene sunmak, izin\nkurulu izin çizelgelerini hazırlarken işçilerin kıdem derecelerini, iznini\nbelirli bir dönemde kullanmak bakımından içinde bulundukları durumu veya\nşartları, işin aksamadan yürütülmesini ve işçi sayısını göz\nönünde bulundurur. İzin Kurulu kendisine yüklenen görevleri yerine\ngetirmek üzere en geç 15 günde bir defa, yıllık izin çizelgelerinin\nhazırlanması sırasında gerektikçe başkanın çağrısı ile iş saatleri\niçinde toplanır. Toplantılarda alınan kararlar ve yapılan işler deftere\nsıra ile yazılarak imzalanır. İzin Kurulunun yazı işlerinin gerektirdiği\nyer, eleman, araç ve gereçler işveren tarafından sağlanır. İşveren,\nçalıştırdığı işçilerin izin durumlarını gösteren ve örneği\nyıllık ücretli izin yönetmeliğine ekli yıllık izin defterini tutmak ve\ndefteri, istendiği zaman yetkili memurlara göstermek ve izin kuruluna vermek\nzorundadır.\n\n\n\nk) Tarafların anlaşması ile yıllık ücretli izin, bir bölümü 10\ngünden aşağı olmamak üzere bölümler hâlinde kullanılabilir.\n\n\n\nl) İzin ücretleri izne çıktığı tarihteki ücreti üzerinden kesin\ntahakkuk yapılarak ödenir.",{"bindId":150,"name":151,"text":152},"schedulesrestpw","c) Vardiyalı çalışma yapılan işyerleri v","c) Vardiyalı çalışma yapılan işyerleri ve eklentileri haricindeki\nyerlerde Cumartesi ve Pazar günleri tatil yapılır.",{"bindId":154,"name":155,"text":156},"SCHEDULE_trigger","MADDE 14 - ARA DİNLENMESİ İşin en müsait","MADDE 14 - ARA DİNLENMESİ\n\n\n\nİşin en müsait zamanında işçilere her gün bir saatlik ara dinlenmesi\nverilir.",{"bindId":158,"name":159,"text":160},"TRADEUNLEAV_trigger","c) İşveren, sendika baştemsilcisine, tem","c) İşveren, sendika baştemsilcisine, temsilcilik faaliyetlerini\nyürütmek amacıyla sendika veya şubenin talebi üzerine yılda 20 gün\nücretli izin verir. Baştemsilcinin bu izin süresini işletmelere bağlı\nişyerleri ve eklentilerinde, sendikanın görevlendireceği yerlerde\ngeçirmeleri esastır. Bu iznin 7 günü toptan, kalan 13 günü haftada bir\ngünü geçmeyecek şekilde kullandırılır. Bu izinler senelik izin ve diğer\nizinler ile birleştirilmez, yasal izinlerden mahsup edilmez.\n\n\n\nd) İşyeri temsilcilerine de aynı şartlarda olmak üzere yılda 15 gün\nücretli izin verilir. Bu iznin 7 günü toptan, kalan 8 günü haftada bir\ngünü geçmemek üzere kullandırılır. Bu izin senelik izin ve diğer\nizinler ile birleştirilemez. Temsilcinin izin talebi (c) bendinin\nhükümlerine ilaveten sendika veya şubenin bilgisi tahtında yapılır.",{"bindId":162,"name":163,"text":164},"PAYSCALES_trigger","I- Çalışanların ve yeni işe girecek send","I- Çalışanların ve yeni işe girecek sendikalı işçilerin kadro\ngrupları:\n\n\n\n\n  \n    \n      Kadro\n        Grupları\n\n        \n      \n      Kadro\n        Unvanları\n\n        \n      \n    \n    \n      (A)\n        Grubu\n      \n      1-\n        İŞÇİ\n\n        2-\n        TEMİZLİK İŞÇİSİ (Odacı, Silici, Temizleyici)\n      \n    \n    \n      (B)\n        Grubu\n      \n      1-\n        USTABAŞI\n\n        2-\n        USTA\n\n        3-\n        AŞÇI\n\n        4-\n        OPERATÖR\n\n        5-\n        ŞOFÖR\n\n        6-\n        AŞÇIBAŞI\n\n        7-\n        BAŞ OPERATÖR\n\n        8-\n        BAŞŞOFÖR\n\n        9-\n        BAŞŞOFÖR YARDIMCISI\n\n        10-\n        SANTRAL, MÜŞTERİ HİZMETLERİ (Kadrosu Halkla İlişkiler\n        Müdürlüğünde ve Abonelik İşlemleri Şefliğinde Bulunanlar),\n        BİLGİ İŞLEM (Kadrosu Bilgi İşlem Dairesi Başkanlığında\n        Bulunanlar) VE TELSİZCİ OPERATÖRÜ\n      \n    \n    \n      (C)\n        Grubu\n      \n      Kadrosu\n        Ne Olursa Olsun ÖNLİSANS MEZUNLARI\n      \n    \n    \n      (D)\n        Grubu\n      \n      Kadrosu\n        Ne Olursa Olsun LİSANS MEZUNLARI\n      \n    \n    \n      (E)\n        Grubu\n      \n      Kadrosu\n        Ne Olursa Olsun\n\n        LİSANS\n        MEZUNLARI (TEKNİK), YÜKSEKLİSANS ve ÜZERİ MEZUNLAR\n      \n    \n  \n",{"bindId":166,"name":167,"text":168},"LOWWAGE_trigger","MADDE 84- ASGARİ ÜCRET a) İşletmede asga","MADDE 84- ASGARİ ÜCRET\n\n\n\na) İşletmede asgari ücret yasal asgari ücrettir.\n\n\n\nb) Toplu İş Sözleşmesinin yürürlük süresi içinde, asgari ücretin\ndeğişmesinden önce işe giren sendikalı işçilerin (aldıkları kıdem\nzamları çıkarıldıktan sonraki) saat ücretleri, asgari ücretin\ndeğişmesinden sonra işe giren işçilerin sendikaya da üye olup Toplu İş\nSözleşme haklarını da aldıktan sonra tesbit edilen ücretlerinden aşağı\nolamaz.",{"bindId":170,"name":167,"text":168},"LOWWAGE_government",{"bindId":172,"name":173,"text":174},"lowwagetxt","a) İşletmede asgari ücret yasal asgari ü","a) İşletmede asgari ücret yasal asgari ücrettir.",{"bindId":176,"name":177,"text":178},"STRUCINCR_trigger","MADDE 86- ÜCRET ZAMMI A) I. YIL Sendika ","MADDE 86- ÜCRET ZAMMI\n\n\n\nA) I. YIL\n\nSendika üyesi işçilerin, 29.02.2016 tarihinde almakta oldukları esas\nsaat ücretlerine, 01.03.2016 tarihinden geçerli olmak üzere % 11\n(yüzdeonbir) oranında zam yapılmıştır.\n\n\n\nBu işçilerden I. yıl ücret zammı uygulandıktan sonra; saat ücretleri\n11,01 TL ile 11,49 TL arasında olanların saat ücretleri 11,50 TL’ye, saat\nücretleri 12,51 TL ile 12,90 TL arasında olanların saat ücretleri 13\nTL’ye, saat ücretleri 12,91 TL ile 12,99 TL arasında olanların saat\nücretleri 13,20 TL’ye, saat ücretleri 13,01 TL ile 13,39 TL arasında\nolanların saat ücretleri 13,50 TL’ye, saat ücretleri 13,40 TL ile 13,55 TL\narasında olanların saat ücretleri 13,70 TL’ye, saat ücretleri 13,56 TL\nile 13,99 TL arasında olanların saat ücretleri 14 TL’ye, saat ücretleri\n14,01 TL ile 14,49 TL arasında olanların saat ücretleri 14,50 TL’ye, saat\nücretleri 14,51 TL ile 14,91 TL arasında olanların saat ücretleri 15,00\nTL’ye, saat ücretleri 14,92 TL ile 15,09 TL arasında olanların saat\nücretleri 15,10 TL’ye yükseltilecektir.\n\n\n\nB) II. YIL\n\n\n\nSendika üyesi işçilerin, 28.02.2017 tarihinde almakta oldukları esas\nsaat ücretlerine; 01.03.2017 tarihinden geçerli olmak üzere T.C.\nBaşbakanlık Türkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Genel Endeksi 2017\u002FŞubat ayı endeks\nsayısının, 2016\u002FŞubat ayı endeks sayısına göre (bir önceki yılın\naynı ayma göre) artışı oranında zam yapılacaktır.\n\n\n\nC) İş bu toplu iş sözleşmesinin yürürlükte kaldığı sürede işe\nilk defa girip sendikaya üye olan işçilerin esas saat ücretleri;\nüyeliklerinin sendikaca işverene bildirildiği tarih;\n\n\n\na) 01.03.2016 ile 28.02.2017 olan;\n\n\n\n- (A) grubu işçilerde 8,00 TL’sına,\n\n- (B) grubu işçilerde 9,00 TL’sına,\n\n- (C) grubu işçilerde 9,50 TL’sına,\n\n- (D) grubu işçilerde 10,50 TL’sına,\n\n- (E) grubu işçilerde 12,00 TL’sına yükseltilecektir.\n\n\n\n29.02.2016 tarihi ve öncesinde işe girip bu sözleşme ile birinci yıl\niçin belirlenen zam uygulamasına rağmen ücretleri yukarıda belirlenen\nücretin altında kalan işçilerin ücretleri de 01.03.2016 tarihi itibariyle\nyukarıda tespit edilen saat ücretlerine yükseltilecektir.\n\n\n\nb) 01.03.2017 ile 28.02.2018 olan;\n\n\n\n- (A) grubu işçilerde 8,50 TL’sına,\n\n- (B) grubu işçilerde 9,50 TL’sına,\n\n- (C) grubu işçilerde 10,00 TL’sına,\n\n- (D) grubu işçilerde 11,00 TL’sına,\n\n- (E) grubu işçilerde 12,50 TL’sına yükseltilecektir.\n\n\n\n28.02.2017 tarihi ve öncesinde işe girip bu sözleşme ile ikinci yıl\niçin belirlenen zam uygulamasına rağmen ücretleri yukarıda belirlenen\nücretin altında kalan işçilerin ücretleri de\n\n01.03.2017 tarihi itibariyle yukarıda tespit edilen saat ücretlerine\nyükseltilecektir.\n\n\n\nc) İlk defa işe başlayan ve üyeliğinin işverene bildirildiği döneme\ngöre ücretleri yukarıda tespit edilen işçilere, üyeliğin bildirildiği\ndönemin ücret zammı ayrıca yapılmayacaktır.\n\n\n\nd) Münhasıran 01.03.2016 tarihinden sonra 3713 sayılı Terörle Mücadele\nKanunu kapsamında İSKİ işyerlerine alman işçilerin; işe girdikleri tarih\ndikkate alınarak bu maddenin C\u002Fa ve C\u002Fb bentlerinde belirlenen saat\nücretlerinin 11,-TL’nin altında olması durumunda 11,-TL’sına\nyükseltilecektir.\n\n\n\n29.02.2016 tarihi ve öncesinde 3713 sayılı Terörle Mücadele Kanunu\nkapsamında İSKİ işyerlerinde işe girip bu sözleşme ile belirlenen\nbirinci yıl ücret zammı uygulamasına rağmen saat ücretleri 11,-TL’nin\naltında kalan işçilerin saat ücretleri de 01.03.2016 tarihi itibariyle\n11,-TL’sına yükseltilecektir.",{"bindId":180,"name":181,"text":182},"ONCERISE_trigger","MADDE 89- BİRLEŞTİRİLMİŞ SOSYAL YARDIM S","MADDE 89- BİRLEŞTİRİLMİŞ SOSYAL YARDIM\n\n\n\nSendika üyesi işçilere her ay çocuk, aile, yakacak, izin harçlığı,\nbayram harçlığı ile koruyucu gıda yardımı karşılığı sözleşmenin\nbirinci yılında brüt 472,-(dörtyüzyetmişiki) TL sosyal yardım ödemesi\nyapılır. Bu yardım sözleşmenin ikinci yılında ücretlere yapılacak zam\noranında arttırılarak ödenir.",{"bindId":184,"name":185,"text":186},"ONCERISE2_trigger","MADDE 71- YILLIK İKRAMİYELER Sendika üye","MADDE 71- YILLIK İKRAMİYELER\n\n\n\nSendika üyesi işçilere, 6772 sayılı Kanun ile ödenen ikramiyeler\ndışında ayrıca her yıl Haziran ayının ilk yarısı içerisinde 30\ngünlük ve Eylül ayının ilk yarısı içerisinde 30 günlük ikramiye\nödenecektir.\n\n\n\nToplu Sözleşme yılı içinde işe yeni giren işçiler, o yıla ait\nçalışma sürelerine tekabül eden ikramiye günü kadar ikramiye\nalırlar.",{"bindId":188,"name":189,"text":190},"NOCTPREM_trigger","MADDE 18- GECE ZAMMI Saat 20.00 ile saba","MADDE 18- GECE ZAMMI\n\n\n\nSaat 20.00 ile sabah 06.00 arası gece tabir edilir. Bu saatlerde\nçalıştırılan işçilerin ücretleri %25 zamlı ödenir.",{"bindId":192,"name":193,"text":194},"SUNDAY_trigger","g) Haftada 5 iş günü çalışan işçiler tat","g) Haftada 5 iş günü çalışan işçiler tatil yaptıkları Cumartesi\nveya Pazar günlerinde çalıştırılmaları halinde kendilerine\nçalıştıkları gün için toplam 3 yevmiye ödenir.",{"bindId":196,"name":197,"text":198},"COMMUTE_trigger","MADDE 35 - İŞÇİLERE VASITA TAHSİSİ a) İş","MADDE 35 - İŞÇİLERE VASITA TAHSİSİ\n\n\n\n\n\na) İşveren işçilerin ikamet yerlerinden işe gidip gelmelerinde halen\ntakip etmiş olduğu vasıta uygulamasına aynen devam eder. Bu vasıtalar\nsıhhi şartlara haiz olacak şekilde düzenlenir. İşe gidiş geliş\nservisleri İdarenin tahsis ettiği otobüs, midibüs ve minibüslerle\nyapılır.\n\n\n\nb) Servis otobüslerinin işçileri iş saatlerinde işe yetiştiremediği,\ngeç kalındığı saatler iş saatlerinden sayılır.\n\n\n\nc) Kural olarak işçi, işverenin tahsis ettiği servis aracını kullanmak\nzorundadır. Çalışma saatleri bakımından servis aracından yararlanamayan\nişçiler ile idarenin dış işlerinde daimi olarak görev yapan, işyeri ile\nikametgâhı arası 600 metrenin üzerinde olup servis geçmeyen işçilere\naylık mavi kart veya ücreti verilir. Toplu taşıma aracı olmayan yerlerde\nise kişinin talebi halinde aylık mavi kart verilir veya bedeli net olarak\nödenir.\n\n\n\nİşyeri ile ikametgâhı arası 600 metrenin altında olan işçilere mavi\nkart verilmez veya bedeli ödenmez.\n\n\n\nd) İşçilerin, ayın muayyen günlerinde yıllık izne çıktıkları ya\nda istirahatlı oluşlarında mavi kart veya bedeli uygulamasına aynen devam\nolunur.\n\n\n\ne) Adalarda ve Silivri Eğitim Sosyal Tesisleri daimi kadrosunda çalışan\nişçilerden ikametleri Ada veya bahse konu tesisler dışında bulunan\nişçilere işe gidiş ve gelişleri için ikametgahlarına göre aylık vapur\npasosu, vapur pasosu bedeli veya hesaplanacak diğer vasıta ücretleri\nişverence ödenir.\n\n\n\nf) Toplu taşıma aracı olmayan Kıyıköy, Yalıköy, Istırancalar,\nSazlıdere, Alibey Barajı, Darlık, Melen, Yeşilçay ve Ağva işyerlerinde\nçalışan işçilere her ne suretle olursa olsun aylık mavi kart bedeli yol\nyardımı olarak ödenir.\n\n\n\ng) Servis araçlarından yararlanmakla beraber işe gidip gelmede belediye\notobüsüne veya başka bir vasıtaya binmek mecburiyetinde kalan işçilere,\nservis güzergâhı ile ikametgâhı arasındaki mesafe 600 metrenin üzerinde\nise mavi kart verilir veya bedeli net olarak ödenir.\n\n\n\nh) İşleri icabı üyelerin işlerini takip etmeleri açısından\nişyerlerinde sendika tarafından atanan baştemsilci ve temsilcilere her ne\nsuretle olursa olsun mavi kart verilir veya bedeli net olarak ödenir.\n\n\n\ni) Medeni şartlara haiz üstü kapalı oturaklı vasıtalar tahsis edilir.\nİçi malzeme yüklü bir vasıta ile işçi nakli kesinlikle yapılamaz.\n\n\n\nj) Mücbir sebepler nedeniyle gece çalışması döneminde fazla\nçalışmaya çağrılan veya fazla çalışmaya devam eden işçilerin, işin\nhitamında ikametine ulaşımı işverence sağlanır.\n\n\n\nk) İşveren, servis araçlarında çalışmaların düzenli yapılması,\nservislerin aksamamasını teminen her serviste sendikaca teklif edilecek birer\nservis sorumlusu bulundurur.\n\n\n\nl) İşçinin ölümü ya da ana, baba, eş ve çocuklarının ölümleri\nhalinde eğer cenazeleri İstanbul dışına nakledilecekse işveren\ntarafından cenazenin nakli için uygun bir araç tahsis edilir. Araç tahsis\nedilmediği takdirde, cenaze sahibi Belediye Mezarlık Müdürlüğünden araba\ntutar. Belediyede araç yok ise Belediyedeki ücret tarifesini cenaze sahibine\nöder.\n\n\n\nm) Mavi kart veya bedeli uygulamasında çıkabilecek uyuşmazlıklar üç\nişveren, iki sendika temsilcisinden oluşan bir komisyon tarafından çözüme\nkavuşturulur.\n\n\n\nBu madde hükmüne aykırı hareket edenler saptandığında aldığı\nücret defaten geri alınır.",{"bindId":200,"name":201,"text":202},"commutingallowancetxt","c) Kural olarak işçi, işverenin tahsis e","c) Kural olarak işçi, işverenin tahsis ettiği servis aracını kullanmak\nzorundadır. Çalışma saatleri bakımından servis aracından yararlanamayan\nişçiler ile idarenin dış işlerinde daimi olarak görev yapan, işyeri ile\nikametgâhı arası 600 metrenin üzerinde olup servis geçmeyen işçilere\naylık mavi kart veya ücreti verilir. Toplu taşıma aracı olmayan yerlerde\nise kişinin talebi halinde aylık mavi kart verilir veya bedeli net olarak\nödenir.",{"bindId":204,"name":58,"text":59},"SENIOR_trigger",{"bindId":206,"name":207,"text":208},"MEALALL_trigger","MADDE 62- YİYECEK YARDIMI a) İşverence, ","MADDE 62- YİYECEK YARDIMI\n\n\n\na) İşverence, işçilere doyurucu ve kaliteli nitelikte olmak şartıyla\ngünde en az dört çeşit yemek verilir. Meyve, helva, tatlı, cacık, ayran,\nyoğurt, turşu, hoşaf vb., 4 çeşit yemeğin kapsamı içinde yer alır.\n\n\n\nb) İşveren tüm işyerlerinde yemek verilmesi için gerekli tedbirleri\nalır. Ancak, zorunlu sebeplerle yemek verilemeyen yerlerde; fiilen\nçalışılan günler için işçilere sözleşmenin birinci yılında 15,56\nTL\u002FGün (onbeşlira, ellialtıkuruş) yemek yardımı yapılır. Bu yardım\nsözleşmenin ikinci yılında ücretlere yapılacak zam oranında\nartırılarak ödenir.\n\n\n\nc) Yemek çıkan işyeri ve eklentilerinde, yemek çeşitlerinde beraberlik\nsağlanmasına özen gösterilir.\n\n\n\nd) Yemek bedeli, bordroda ayrı bir sütunda gösterilir.\n\n\n\ne) Yemek çıkan yerlere yakın işyeri ve eklentilerinde çalışan\nişçilere, yazılı müracaatları üzerine mümkün olduğu takdirde yemek\nverilir.\n\n\n\nf) Sıhhi bakımdan yemek yemesi işyeri veya SGK doktoru raporuyla mahzurlu\nbulunan işçiler ile Ramazan Ayında oruç tutan işçilere, fiilen\nçalıştıkları günler için, işbu maddenin “b” fıkrası hükümlerine\ngöre ödeme yapılır.\n\n\n\ng) Yemek verilen yerlerde görevi icabı veya sağlık nedeniyle yemek\nyemediği bağlı olduğu işyeri amiri tarafından onaylanmış işçilere\nyemek bedeli ödenir. Yemek yiyemeyecek işçilerin isimleri önceden tabldot\nheyetine bildirilir.\n\n\n\nh) Yemek yalnız gündüz çalışanlara, öğleyin saat 12.00’de verilir.\nVardiyalı işçi çalışan işyerlerinde vardiya durumu dikkate alınarak\nişlem yapılır.\n\n\n\ni) Yemeğin dışında zorunlu hallerde işçilere kumanya verilir. Verilen\nkumanyalar için bir ücret kesintisi yapılmaz.\n\n\n\nj) Dışarıda çalışıp yemekhanelerdeki listelere dâhil edilmeyen ve\nyemek ücreti alan işçiler, aralıklı olarak yemekhanelerden ücretli yemek\nyedikleri takdirde ödeyecekleri yemek ücreti İdareden aldıkları yemek\nparasının netini geçemez.\n\n\n\nk) Yemek çıkan yerlerde yemek listeleri ile ilgili genel sorunları\ngörüşmek için aşçıbaşıları, yemek çıkan yerlerin baş temsilcileri\nişveren yetkilileri ve sendikanın bildireceği bir kişiden oluşacak heyet\ntarafından üç ayda bir bu listeler gözden geçirilir.",{"bindId":210,"name":211,"text":212},"OVERTIME_trigger","i) Normal günlerde yaptırılan fazla mesa","i) Normal günlerde yaptırılan fazla mesailer % 100 zamlı olarak\nödenir.",{"bindId":214,"name":215,"text":216},"HARDSHIP_trigger","g) Kanalizasyon Daire Başkanlığı ve Atık","g) Kanalizasyon Daire Başkanlığı ve Atık su Arıtma Daire\nBaşkanlığı bünyesinde fiilen kanal işinde çalışanlara ve Abone\nİşleri Daire Başkanlıklarında çalışılması zorunlu olan hallerde makam\noluru ile fiilen kanalda çalışanlara senelik izin, ücretsiz izin ve raporlu\ngünler dışında kalan günlerde çalışmaları karşılığında ödenmek\nkaydıyla çıplak yevmiyelerinin %5’i tutarında tazminat ödenir.",{"bindId":218,"name":219,"text":220},"covercountryregion_comments","MADDE 4 - SÖZLEŞMENİN KAPSAMI: Bu sözleş","MADDE 4 - SÖZLEŞMENİN KAPSAMI:\n\n\n\nBu sözleşme;\n\n\n\na) Yer bakımından: İşverenin, işkolları yönetmeliğinin 14.\nsırasında yer alan “Enerji” işkoluna giren İstanbul Su ve Kanalizasyon\nİdaresi Genel Müdürlüğü İşletmesine bağlı tüm işyerleri ile sair\neklentileri ve araçları kapsar.\n\nb) Şahıs bakımından: Sözleşmenin kapsamına giren İşletme ve\neklentilerinde çalışan taraf sendika üyesi işçileri kapsar.",{"bindId":222,"name":223,"text":224},"coverunion_trigger","a) İşbu sözleşmenin getirmiş olduğu hak ","a) İşbu sözleşmenin getirmiş olduğu hak ve menfaatlerden taraf işçi\nsendikasının üyeleri yararlanacaktır. Bu hususlarda 6356 sayılı\nYasa’nın 39. maddesine göre işlem yapılır.",{"bindId":226,"name":223,"text":224},"coverunionsign",{"bindId":228,"name":229,"text":229},"marriage","a) Evlenmeleri halinde 12 işgünü,",{"bindId":231,"name":232,"text":233},"jobclassifaction1_txt","MADDE 85 - BAREM VE SORUMLULUK ZAMMI I- ","MADDE 85 - BAREM VE SORUMLULUK ZAMMI\n\n\n\nI- Çalışanların ve yeni işe girecek sendikalı işçilerin kadro\ngrupları:\n\n\n\n\n  \n    \n      Kadro\n        Grupları\n\n        \n      \n      Kadro\n        Unvanları\n\n        \n      \n    \n    \n      (A)\n        Grubu\n      \n      1-\n        İŞÇİ\n\n        2-\n        TEMİZLİK İŞÇİSİ (Odacı, Silici, Temizleyici)\n      \n    \n    \n      (B)\n        Grubu\n      \n      1-\n        USTABAŞI\n\n        2-\n        USTA\n\n        3-\n        AŞÇI\n\n        4-\n        OPERATÖR\n\n        5-\n        ŞOFÖR\n\n        6-\n        AŞÇIBAŞI\n\n        7-\n        BAŞ OPERATÖR\n\n        8-\n        BAŞŞOFÖR\n\n        9-\n        BAŞŞOFÖR YARDIMCISI\n\n        10-\n        SANTRAL, MÜŞTERİ HİZMETLERİ (Kadrosu Halkla İlişkiler\n        Müdürlüğünde ve Abonelik İşlemleri Şefliğinde Bulunanlar),\n        BİLGİ İŞLEM (Kadrosu Bilgi İşlem Dairesi Başkanlığında\n        Bulunanlar) VE TELSİZCİ OPERATÖRÜ\n      \n    \n    \n      (C)\n        Grubu\n      \n      Kadrosu\n        Ne Olursa Olsun ÖNLİSANS MEZUNLARI\n      \n    \n    \n      (D)\n        Grubu\n      \n      Kadrosu\n        Ne Olursa Olsun LİSANS MEZUNLARI\n      \n    \n    \n      (E)\n        Grubu\n      \n      Kadrosu\n        Ne Olursa Olsun\n\n        LİSANS\n        MEZUNLARI (TEKNİK), YÜKSEKLİSANS ve ÜZERİ MEZUNLAR","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR Istanbul Su ve Kanalizasyon Idaresi (İSKİ) - 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: → Waste treatment, sanitation, supply of electricity, gas and water\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                        Istanbul Su ve Kanalizasyon Idaresi (İSKİ)\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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \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: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → Evet\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: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \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: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Evet\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Evet\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 6 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 9 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            \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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 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: → 15.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 23.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Zafer Bayramı(30 Ağustos), Ulusal Egemenlik veÇocuk Bayramı(23 Nisan), Atatürk’üAnma,GençlikveSpor Bayramı(19 Mayıs)\n            \u003C\u002Fdiv>\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: → 15.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, but there are only indices (no wages)\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2016-03\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TRY 472.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 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            \n\n            \n\n\n            \u003Cdiv>\n           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