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ŞTİ. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.01.2024 - 31.12.2026","KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.01.2024 - 31.12.2026 - 2024","Turkey - KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.01.2024 - 31.12.2026 - 2024","KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.01.2024 - 31.12.2026 - 2024 - Security, cleaning, homework",{"name":39,"data":40},"TİS-KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ..html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>TİS-KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD.\n  ŞTİ.\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ. ile\nHİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.01.2024 - 31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-1. TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları KINYAYBEL İNŞAAT SANAYİ VE\nTEMİZLİK HİZMETLERİ LTD. ŞTİ. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL\nHİZMET İŞÇİLERİ SENDİKASI)’dır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”,\u003C\u002Fp>\n\n\u003Cp>2)KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ.\n“İŞVEREN”\u003C\u002Fp>\n\n\u003Cp>3)İşletmenin bütünü sevk ve idareye yetkili olanlarla işyerinde\nişveren adına hareket eden ile işin ve işyerinin yönetiminde görev alan\nkimselere “İŞVEREN VEKİLİ”\u003C\u002Fp>\n\n\u003Cp>4)Ekleri ile birlikte bu toplu iş sözleşmesi “SÖZLEŞME” veya\n“TİS”,\u003C\u002Fp>\n\n\u003Cp>5)Bu toplu iş sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerleri “İŞYERİ”,\u003C\u002Fp>\n\n\u003Cp>6)Bu toplu iş sözleşmesinin tarafı olan işverenin iş organizasyonu\nkapsamındaki bütün işyerlerinde çalışan Hizmet-İş (Tüm Belediye ve\nGenel Hizmet İşçileri Sendikası) üyeleri “ÜYE”,\u003C\u002Fp>\n\n\u003Cp>7)Bu toplu iş sözleşmesinin kapsadığı tüm işçiler “İŞÇİ”,\nolarak anılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin yürürlük süresi 3 (ÜÇ) yıl olup,\n01.01.2024 tarihinde yürürlüğe girer; 31.12.2026 tarihi mesai bitiminde\nsona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-3. SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Yer olarak; İşverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içinde kurulacak olan idari, ekonomik teknik veya hukuki yönden\nişverene bağlı işyerleri, işyerlerine bağlı yerler, eklentiler ve\naraçları ile oluşturulan iş organizasyonu kapsamındaki bütün yerleri\nkapsar.\u003C\u002Fp>\n\n\u003Cp>2)Şahıs olarak; İşverenin iş organizasyonu kapsamındaki işyerlerinde\nçalışan veya sözleşme süresi içinde işe alınan Hizmet-İş Sendikası\nüyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-4. TOPLU-İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesinden Hizmet-İş Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Toplu iş sözleşmesinin imzalandığı tarihte Hizmet-İş Sendikasına\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin Hizmet-İş Sendikasınca işverene bildirildiği tarihten\nitibaren yararlanırlar. Şu kadar ki; Sendikaya üyelikleri sözleşmenin\nyürürlük tarihinden sonra gerçekleşen işçiler hakkında ücret zammı\nkıstelyevm usulü ile uygulanır. Bu işçiler ücret zammından;\nsözleşmenin yürürlük tarihi ile sendikaya üyelik tarihleri arasında\ngeçen süre kadar eksik oranda yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesinin imza tarihinde Hizmet-İş Sendikasına üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar veya imza tarihinde\nHizmet-İş Sendikasına üye bulunup ta ayrılanların toplu iş\nsözleşmesinden yararlanmaları, Hizmet-İş Sendikasına dayanışma aidatı\nödemelerine bağlıdır. Dayanışma aidatı ile toplu iş sözleşmesinden\nyararlanacak işçiler ücret zammından; sözleşmenin yürürlük tarihi ile\ndayanışma ile yararlanmak için müracaat ettikleri tarihler arasında geçen\nsüre kadar eksik oranda yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d)Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler, toplu iş sözleşmesinin yürürlük\nbaşlangıç tarihinden iş sözleşmelerinin sona erdiği tarihe kadar toplu\niş sözleşmesi ile sağlanan haklardan kıdem tazminatı farkı dâhil,\nçalıştıkları süre ile orantılı olarak sendika üyelik aidatını\nödemek kaydıyla yararlanırlar. Bu ödeme eğer üye ölmüş ise\nmirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Her ne sebeple olursa olsun sona eren toplu iş sözleşmesi hükümleri,\no tarihte sözleşmeden yararlanmakta olan üyelerin şahıslarına münhasır\nolmak üzere, yenisi yürürlüğe girinceye kadar iş sözleşmesi olarak\ndevam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. TOPLU İS SÖZLEŞMESİNİN AMACI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Bu toplu iş sözleşmesinin amacı; İş sözleşmelerinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek,\u003C\u002Fp>\n\n\u003Cp>2.İşyerinde düzenli ve verimli çalışmayı sağlamak, ahlaki ilkeleri\nve hakka bağlılığı da gözeterek işçileri ile işverenlerin\nkarşılıklı hak ve menfaatlerini dengelemek,\u003C\u002Fp>\n\n\u003Cp>3.Taraflar arasında çıkabilecek uyuşmazlıkların uzlaşma yolunu ve\nçözüm şekillerini göstermek,\u003C\u002Fp>\n\n\u003Cp>4.İşveren ile işçi ve sendika arasındaki ilişkileri, düzenleyip; iş\nahengi ve çalışma barışını adil bir şekilde korumak,\u003C\u002Fp>\n\n\u003Cp>5.İstikrarsız ve güvencesiz istihdamı ortadan kaldırmayı, meslek ile\naile yaşantısını uzlaştırmayı desteklemek.\u003C\u002Fp>\n\n\u003Cp>6.Kaliteli kamu hizmetlerinin sunumunda kullanıcıların, çalışanların\nve onların temsilcilerinin katılımını, demokratik kontrolünü,\nşeffaflığı, iyi yönetimi cesaretlendirmek, yeteneklerin gelişmesini\nsağlamak,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>7.Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.Düzgün iş, iyi ücret düzeyleri ve yeterli çalışma koşulları ile\nkamu hizmetlerinde çalışanların yaşam kalitesi arasında birebir bir\nilişki olduğu fikrini teşvik etmek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>9.Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş\nkalitesi, becerilerin geliştirilmesi ve yeni beceriler kazandırılması,\nçalışma hayatı boyunca öğrenme ve kariyer fırsatları, demografik\ndeğişim, iklim değişikliği, iş yerinde her türlü ayrımcılık, ırk ve\nyabancı düşmanlığı ile mücadele edilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.Hizmet-lş Sendikası üyelerinin sosyo-ekonomik, moral ve kültürel\ngelişmelerini sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-6. SÖZLEŞMENİN YORUMU VE UYGULANMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin hükümleri, amaca aykırı ve işçi aleyhine yorumlanamaz.\nSözleşme gerek maddelerinin açık anlamları ve gerekse özü ile bir\nbütündür; bölüm ve madde başlıkları maddelerin anlamlannı tamamlar.\u003C\u002Fp>\n\n\u003Cp>Taraflar, sözleşmenin uygulanmasından doğan anlaşmazlıkları bizzat\nveya görevlendirecekleri temsilcileri aracılığı ile ortaklaşa\nçözümlerler ve sonuç bir tutanakla tespit edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-7. SÖZLEŞMENİN HÜKMÜ VE KAZANILMIŞ HAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme ile işçiyi ilgilendiren sair sözleşme ve düzenlemeler\nçeliştikleri veya aynı konuları içerdikleri takdirde sözleşme\nhükümleri uygulanır. Şu kadar ki; yasa, tüzük, yönetmelik, ve hizmet\nakülerinde yer alan veya işyeri uygulaması haline gelen, işçi lehine\nhüküm ve uygulamalar saklıdır. İşçiye uygulanabilecek birden fazla\nalternatiften hangisinin işçinin lehine olduğunun tartışmalı olması\nhalinde, 5. madde 2. fıkradaki hükümler uygulanır. Her ne suretle olursa\nolsun sona eren bu sözleşmenin hükümleri, yenisi yürürlüğe girinceye\nkadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-8. SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 4857 sayılı kanunun 16. maddesine dayanılarak “Takım\nSözleşmesi” yapmak suretiyle veya işçilere yapılacak ferdi iş\nsözleşmeleriyle, bu toplu iş sözleşmesi hükümlerini kısmen ve tamamen,\ndoğrudan doğruya veya dolaylı yollarla sendikasız veya başka bir\nsendikanın üyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren bu toplu iş sözleşmesi ile getirilen hak ve menfaatlerin\ndışında hiçbir işçiye herhangi bir nam adı altında (Hizmet-İş\nSendikası üyeleri de dâhil olmak üzere) ilave ücret zammı veya sosyal\nyardım vermek suretiyle ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, (a) ve (b) bendinde belirtilen haklar verildiği ve her ne\nnam altında olursa olsun bir hak ve yarar temin edildiği takdirde verilen bu\nhak ve yararlar taraf sendikanın üyelerinin ücretlerine ek bir zam olarak\nayrıca ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>d)Bu toplu iş sözleşmesinin çalışma süreleri, iş sağlığı ve\ngüvenliği gibi maddelerinden sendika üyesi olmayanlarda aynen\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>e)Belediyenin ortağı olduğu şirketlerin kapatılması, satılması,\ndevredilmesi ya da her ne şekilde olursa olsun tasfiye edilmesi halinde, bu\nişyerlerinde çalışan işçiler, Belediye işçileri kabul edilerek belediye\nbünyesi içinde öncelikle kadrosuna, kadro yoksa kadrosuna uygun başka bir\nişe yerleştirilir. Bu durumda işçinin ücret, kıdem ve meslek\ndurumlarında işçi aleyhine bir uygulamaya gidilemez. Bu işçilerden\nayrılmak isteyene kıdem tazminatları ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL FAALİYETLER ve TEMİNATI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-9. SENDİKAL FAALİYETLER \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A- Sendikal Faaliyet:\u003C\u002Fh4>\n\n\u003Cp>1)Sendika ve şube yöneticileri ile işyeri sendika temsilcileri sendika\nveya işçiyi ilgilendiren konularda gerektiğinde işveren ve işveren\ntemsilcileriyle çalışma saatleri içinde ve çalışmayı aksatmayacak\nbiçimde doğrudan doğruya ilişki kurabilir.\u003C\u002Fp>\n\n\u003Cp>2)İşveren, sendikanın işyerinde mesai saatleri içinde veya dışında\ntayin ettiği temsilcileri vasıtasıyla üye kaydetmelerine ve sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne izin\nverir. Hiçbir şekilde yetkili sendikanın faaliyetleri işveren tarafından\nengellenemez.\u003C\u002Fp>\n\n\u003Ch4>B- Yöneticiye Temsilcilerin Faaliyetleri:\u003C\u002Fh4>\n\n\u003Cp>1.İşyerinde işçi işveren arasındaki iş birliği ile çalışma\nbarışının devamını sağlamak, \u003C\u002Fp>\n\n\u003Cp>2. İşçi işveren arasında çıkacak uyuşmazlıkların toplu iş\nsözleşmesine uygun biçimde çözümlenmesine yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>3.Önemli ve acil vakalarda işyeri yetkilisi ile görüşmek, olayın\nolduğu mahalline gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>4.Gerektiğinde iş saatleri içinde ve dışında üye kaydetmek, Toplu iş\nsözleşmesinin iyi yürütülmesini temin maksadıyla işveren veya işveren\nvekili yahut da işyeri yetkilileri ile görüşme yapmak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE-10. SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A) Yönetici İzinleri; \u003C\u002Fh4>\n\n\u003Cp>Sendika, Bölge, Şube, İl Başkanı ve yöneticilerine sendikal\nfaaliyetlerini ifa edebilmeleri için yılda 52 işgünü sendikal izin\nverilir. Toplu iş sözleşmesinin sona ermesi halinde sona eren Toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden yetki tespiti\nverilmişse sendikal izinli sayılması hali devam eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch4>B) İşyeri Sendika Bas temsilcisi ve Temsilci izinleri;\u003C\u002Fh4>\n\n\u003Cp>İşyeri Sendika Baş temsilcileri ve Temsilcilerine işyerindeki işlerini\naksatmamak ve işyeri disiplinine aykırı olmamak şartıyla;\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Baş Temsilcisine Haftada 10 saat (on) ayda 3 (üç) gün\nsendikal izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşyeri Sendika Temsilcilerine Haftada 10 saat (on) ayda 3 (üç) gün\naralarında görüşme yapmalarını sağlamak amacıyla sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Ch4>C)Diğer İzinler:\u003C\u002Fh4>\n\n\u003Cp>Sendikanın her kademesinde görevli yöneticilerine, toplu iş sözleşmesi\nile kurulması öngörülen kurul ve komite üyelerine, temsilcilerine, kadın\nkomitesi başkan ve üyelerine, engelliler komitesi başkan ve üyelerine,\nkültür sanat komitesi başkan ve üyelerine, gençlik komitesi başkan ve\nüyelerine, sosyal medya komitesi başkan ve üyelerine, afet işleri komitesi\nbaşkan ve üyelerine, iş sağlığı ve güvenliği komitesi başkan ve\nüyelerine, Türk dünyası ve akraba toplulukları komitesi başkan ve\nüyelerine, Filistin ve Kudüs’e destek sendikal dayanışma komitesi başkan\nve üyelerine ve sendika tarafından belirlenecek görevlilere kongre,\nkonferans, seminer, yönetim, denetim, disiplin kurulu ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nengellilerle ilgili etkinlik ve engelliler komitesi toplantıları, kültür ve\nsanatla ilgili etkinlik ile kültür sanat komitesi toplantıları, gençlerle\nilgili etkinlik ve gençlik komitesi toplantıları, sosyal medya ile ilgili\netkinlik ve sosyal medya komitesi toplantıları, afet işleri ile ilgili\netkinlik ve afet işleri komitesi toplantıları, iş sağlığı ve\ngüvenliği ile ilgili etkinlik ve iş sağlığı ve güvenliği komitesi\ntoplantıları, Türk dünyası ve akraba toplulukları ile ilgili etkinlik ve\nTürk dünyası ve akraba toplulukları komitesi toplantıları, Filistin ve\nKudüs’e destek sendikal dayanışma ile ilgili etkinlik ve Filistin ve\nKudüs’e destek sendikal dayanışma komitesi toplantıları gibi\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine talep\nedilen tarihler için sendikal izin verilir. Bir defada işyeri işçi\nsayısının %10’undan fazlasının sendikal izin kullanması işverenin\nonayına bağlıdır. Konfederasyon, sendika genel merkez genel kurulu\ndelegelerine 5 işgünü, şube genel kurul delegelerine 2 işgünü sendikal\nizin verilir, genel kurullar için %10 oranı şartı aranmaz. Ancak, her iki\ndurumda da sendika isim listesini yazılı olarak 3 gün önceden işverene\nbildirmek zorundadır. Yukarıda adı geçen temsilci, yönetici ve diğer\ngörevlilere işveren tarafından izin verilmediği takdirde işe gelmeyenleri\nişveren sorumlu tutamaz ve herhangi bir şekilde cezalandıramaz.\u003C\u002Fp>\n\n\u003Cp>8 Mart Dünya Kadınlar Günüdür, 1 Mayıs Emek ve Dayanışma Günüdür,\n10-16 Mayıs Engelliler Haftasıdır. Bugünlerde etkinliklere katılmak üzere\nen az 5 işgünü önceden, işyerinde işi aksatmayacak şekilde işveren ve\nsendikanın ortaklaşa belirleyeceği sayıda işçiler bu günlerde sendikal\nizinli sayılırlar. Bu sayı her halükarda işyerinde çalışan işçi\nsayısının %15’ini geçemez.\u003C\u002Fp>\n\n\u003Cp>Sendikal izinli geçirilen süreler iş süresinden sayılır. Sendikal izin\nkullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal izin\nkullananlar ücret ve sosyal yardımlarını işyerinde çalışmış gibi\naynen alırlar. Sendikal izin yıllık ücretli izinden mahsup edilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-11. EĞİTİM İZİNLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Temel Eğitim, Sendikal Eğitim, Mesleki ve Toplumsal Eğitimi kapsayan\nGenel Eğitime ilişkin olarak Sendikaca hazırlanan programların uygulanması\nbakımından:\u003C\u002Fp>\n\n\u003Cp>1.Sendikanın işyerlerinde düzenleyeceği seminer, kurs ve konferanslar\niçin, eğitilmek istenen sayıdaki üyeye bir günde işçi sayısının\n%30'unu aşmamak koşulu ile yılda 5 iş günü,\u003C\u002Fp>\n\n\u003Cp>2.İşyeri dışında (Sendika Genel Merkezi vb.) düzenlenecek eğitim\nprogramları için, bir defasında bir işyerinde çalışan işçilerin\n%20'sini geçmemek üzere, eğitilmek istenen sayıdaki işçiye aynca yılda 7\niş günü,\u003C\u002Fp>\n\n\u003Cp>3.Yurt dışı inceleme gezileri için yılda 2 işçiye 15 iş günü,\nücretli ve kıdeme sayılan eğitim izni verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık izinden indirilemez ve bu günler için işçilerin\nyevmiye ve sosyal haklarından hiçbir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE-12. SENDİKA ve KONFEDERASYON YÖNETİCİLİĞİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Sendika veya bağlı bulunduğu konfederasyonun yöneticiliğinde görev\naldığı için kendi isteği ile işyerinden ayrılan işçilerin hizmet\nakitleri askıya alınır. Bu görevliler, görevlerinin (seçime girmemek,\nseçilememek veya kendi istekleriyle çekilmek sureti ile) son bulması\nüzerine, üç ay içinde işe alınmalarım istedikleri takdirde işveren,\nistek tarihinden itibaren en geç bir ay içinde bu işçileri o andaki\nkoşullarla eski işlerine almak zorundadır. Bu durumda, işçinin eski kıdem\nhaklan ve sözleşmelerle atandığı göreve sağlanmış olan tüm hak ve\nyararlar saklıdır.\u003C\u002Fp>\n\n\u003Cp>Görevleri sona erdiğinde işyerine geri dönme talebine rağmen bir ay\niçinde işe alınmayan ilgili işçiye 12 aylık brüt ücreti tutarında net\ntazminat ödenir. Ayrıca işçinin iade karan almış olmasına rağmen\nİşveren tarafından işe başlatılmaması veya işe başlatılıp eski\nişyerinde çalıştırılmaması durumunda, boşta geçen süreye ait ücreti\nve diğer haklarının yanı sıra bunların 24 aylık brüt maaşı tutannda\ntazminat işçiye ayrıca ödenir.\u003C\u002Fp>\n\n\u003Cp>2.Sendika veya Konfederasyon yöneticiliğine veya Disiplin ve Denetim\nKurulu üyeliğine seçildikleri halde işyerlerinden ayrılmayan işçiler;\nişten çıkarılamaz, rızaları dışında işleri ve işyerleri\ndeğiştirilemez ve herhangi bir nedenle farklı bir işleme tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>İşverenin bu hükme aykırı hareket etmesi halinde, ilgili işçiye 12\naylık brüt ücreti tutarında net tazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. SENDİKA TEMSİLCİLİĞİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme kapsamındaki Sendika Baş temsilcisi ve temsilcileri ile\nSendika Ana tüzüğü ve sözleşme uyarınca işyerinde kurulan kurulların\nüyeleri, işten çıkarılamaz, işleri ve işyerleri değiştirilemez ve\nherhangi bir nedenle farklı bir işleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>İşverenin bu hükme aykırı hareket etmesi halinde, ilgili işçiye 15\naylık brüt ücreti tutarında net tazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki hüküm; işten çıkarma şeklinde ihlal edilmiş ve işçi\nişe iade kararı almış olmasına rağmen İşveren tarafından işe\nbaşlatılmaması veya işe başlatılıp eski işyerinde\nçalıştırılmaması durumunda, boşta geçen süreye ait ücreti ve diğer\nhaklarının yanı sıra bunların 24 aylık brüt maaş tutarında tazminat\nişçiye ayrıca ödenir.\u003C\u002Fp>\n\n\u003Cp>Yasalardan, hizmet akitlerinden ve toplu sözleşmelerden doğan bütün\nhaklar ve yükümlülükler saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-14. SENDİKA ÜYELİĞİNİN GÜVENCESİ. MOBBİNG ve EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)Sendika Üyeliğinin Güvencesi; \u003C\u002Fh4>\n\n\u003Cp>İşçiler Hizmet-İş Sendikasına üye olmaları, Hizmet-İş\nSendikasının veya bağlı bulunduğu konfederasyonların etkinliklerine\nkatılmaları veya işçi olmaktan doğan diğer haklarını kullanmaları\ndolayısıyla işten çıkarılamaz, işi değiştirilemez ve farklı bir\nişleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-İş Sendikasına üye olan işçilerle sendikasız\nişçiler arasında, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde, ücret, ikramiye ve\nprimlerinde, sosyal haklarında, disiplin hükümlerinin ve diğer konulara\nilişkin hükümlerin uygulanmasında ya da çalıştırmaya son verilmesi\nkonusunda herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi ile işçiye sağlanan her türlü haklar bu ayrım\nyasağının dışındadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch4>B)Mobbing-İşyerlerinde Şiddet, Taciz ve Psikolojik Tacizin\nÖnlenmesi;\u003C\u002Fh4>\n\n\u003Cp>Çalışma yaşamında fiziksel, cinsel, ekonomik, siber, ısrarlı takip,\npsikoloijk taciz (mobbing) dahil olmak üzere şiddet ve taciz\nuygulamalarının önlenmesi ve izlenmesi gerekmektedir.\u003C\u002Fp>\n\n\u003Cp>Uluslararası Çalışma Örgütü (ILO)’nun C190 nolu sözleşmesine\ngöre; çalışma yaşamında “şiddet ve taciz” terimi fiziksel,\npsikolojik, cinsel veya ekonomik zararı amaçlayan, bunlarla neticelenen veya\nneticelenmesi muhtemel olan, bir defaya mahsus veya tekrarlanan, bir dizi kabul\nedilemez davranış veya uygulamaları veya bunlarla ilgili tehditleri ifade\neder ve cinsiyet eşitliğine dayalı şiddet ve tacizi de içermektedir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren ILO’nun C190 sayılı Çalışma Yaşamında Şiddet ve Tacizin\nOrtadan Kaldırılmasına İlişkin Sözleşmesine aykırı hareket edilmemesi\nyönünde çalışanların farkındalığını arttırarak bu sözleşme\nhükümlerini iş yerlerinde uygulanmasını sağlar ve takip eder.\u003C\u002Fp>\n\n\u003Cp>Buna göre işveren herkesin her türlü şiddet ve tacizden arımış\nçalışma hakkına sahip olduğunun kabul etmek, şiddet ve tacizi önlemek\niçin karşılıklı saygı ve insan onuruna dayanan bir çalışma\nkültürünü sağlamak, iş yerinde her türlü şiddet ve tacizin\nönlenmesinde sıfır tolerans bakışı ile çalışma ortamının\ndüzenlenmesinde sorumluluk almak ve doğru eylem ve davranışları teşvik\netmek, işyeri politikalarının hazırlanmasını sağlamakla\nyükümlüdür.\u003C\u002Fp>\n\n\u003Cp>Ayrıca 19.03.2011 tarih ve 27879 sayılı Resmî Gazetede yayımlanan\n2011\u002F2 sayılı Başbakanlık “İşyerlerinde Psikolojik Tacizin (Mobbing)\nÖnlenmesi” Genelgesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch4>C)Eşit Davranma Yükümlülüğü; \u003C\u002Fh4>\n\n\u003Cp>İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefi inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrım yapılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimî işçi\nkarşısında geçici işçiye farklı işlem yapamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet veya gebelik\nnedeniyle doğrudan veya dolaylı farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>D)İşveren, bu maddenin (A), (B) ve (C) bendine aykırı olarak işçinin\niş sözleşmesinin feshi halinde işyerinde çalışan işçi sayısına ve\nişçinin kıdemine bakılmaksızın 4857 sayılı İş Kanunun 18.,19.,20. ve\n21.madde hükümleri uygulanır. Borçlar Kanunu ve 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunun ilgili hükümleri saklıdır. Yine bu maddenin\n(A), (B) ve (C) bendine aykırı olarak; işçinin iş\u002Fişyeri değişikliğine\ngidildiğinde vesair ihlallerde işçi eski iş\u002Fişyerine iade edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-15. İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-îş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde biri baştemsilci olmak üzere her işyeri\niçin;\u003C\u002Fp>\n\n\u003Cp>a) 1-50 işçiye kadar : 1\u003C\u002Fp>\n\n\u003Cp>b) 51-100 işçiye kadar : 2\u003C\u002Fp>\n\n\u003Cp>c) 101-500 işçiye kadar : 3\u003C\u002Fp>\n\n\u003Cp>d) 501-1000 işçiye kadar : 4\u003C\u002Fp>\n\n\u003Cp>e) 1001-2000 işçiye kadar : 6, İşyeri Sendika Temsilcisi atanır.\u003C\u002Fp>\n\n\u003Cp>İlgili kanun maddesi ve yerleşik yargı kararları gereğince işletme\nsöz konusu olduğunda yukarıdaki kural işletmeye bağlı her iş yeri için\nayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin birleştirilmesi veya isimlerinin değiştirilmesi mevcut\ntemsilci sayısını değiştirmez; ancak, işyerlerinin bölünmesi veya\nayrılması halinde, temsilci sayısı yeni duruma göre yeniden belirlenir.\u003C\u002Fp>\n\n\u003Cp>Şiddet ve psikolojik taciz nedeniyle adli ve idari merciler tarafından\nceza verilen kişiler, işyerinde yöneticilik, amirlik, şeflik gibi\npozisyonlarda görevlendirilemez. Yine bu kişiler, sendikanın temsilcilik ve\ndiğer kademelerinde görev alamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-16. SENDİKA GÖREV ALANLARIN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Hizmet-İş Sendikasının bütün kademelerinde görevli yönetim kurulu,\ndenetim kurulu ve disiplin kurulu başkan ve üyeleri, bölge, il ve ilçe\nbaşkan ve üyeleri, işyeri sendika baş temsilcileri ile temsilciler, kadın\nkomitesi, engelliler komitesi, gençlik komitesi ile kültür sanat komitesi,\nsosyal medya komitesi, afet işleri komitesi, iş sağlığı ve güvenliği\nkomitesi, Türk dünyası ve akraba toplulukları komitesi, Filistin ve\nKudüs’e destek sendikal dayanışma komitesi başkan ve üyelerinin, kanun,\nyönetmelik ve toplu iş sözleşmesiyle kurulması öngörülen kurul ve\nkomite başkan ve üyelerinin ile görevlilerin iş sözleşmesi sendikanın\nyetkisi devam ettiği sürece fesih edilemez, idarenin haklı gerekçeleri ve\ngereklilik hallerinde görev ve görev yeri değiştirilebilir. Toplu iş\nsözleşmesine bağlı çalışmaları yüzünden cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>b)Hizmet-İş Sendikasının yönetim kurullarında veya başkanlığında\ngörev alarak, kendi isteği ile işyerinden ayrılan işçiler iş\nsözleşmesi askıda kalır. Bu işçiler;\u003C\u002Fp>\n\n\u003Cp>1-Dilerlerse iş sözleşmeleri askıya alındığı tarihte işten\nayrılıp bu tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin feshederek kıdem tazminatına hak\nkazanırlar. Yine isterlerse sendikadaki görev yaptıkları süresi\niçerisinde iş sözleşmesini feshederek kıdem tazminatına hak\nkazanabilirler. Her iki halde de kıdem tazminatında bu fesih tarihindeki\ntoplu iş sözleşmesinden yararlanmakta olan emsal kıdemde ve durumda olan\nişçinin almakta olduğu aylık giydirilmiş ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>2-Sendikadaki görevlerinin seçime girmemek, seçilememek, çekilmek veya\nher ne sebeple olursa olsun son bulması ya da profesyonel sendika\nyöneticiliğinin sona ermesi üzerine işverenden işe alınmalarını\nistedikleri takdirde işveren, talep tarihinden itibaren 1 ay içinde o andaki\nşartlarla eski işlerine veya eski işlerine uygun başka bir işe almak\nzorundadır. Bu takdirde işçinin ücret ve eski kıdem haklan saklı\ntutularak sözleşme ile getirilen haklar ücretine ilave edilir. Bu hakkın\nkullanılması teşekküllerdeki görevin ya da profesyonelliğinin sona\nermesinden başlayarak 3 ay içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>c)(a) bendi hilafına işçinin işinin\u002Fişyerinin değiştirilmesi halinde,\nişi ve\u002Fveya işyeri değiştirilen işçiye, işinden ve\u002Fveya işyerinden\nayrı kaldığı her gün için 2 günlük brüt ücreti tutarında ilave\nücret ödenir. İşi\u002Fişyeri değiştirilen işçinin, işveren tarafından 15\ngün içinde işine ve\u002Fveya işyerine iade edilmemesi halinde, ödenmesi\ngereken ücret miktarı herhalde işçinin 12 aylık brüt giydirilmiş ücreti\ntutarından az olamaz.\u003C\u002Fp>\n\n\u003Cp>d)İşverenin (b\u002F2) bendi hilafına hiç işe başlatmaması veyahut da işe\nbaşlatıp da uygun iş vermemesi halinde ayrıca cezai şart olarak 2 yıllık\nbrüt ücreti tutarında tazminat öder. Ayrıca işçinin kanunlar, iş\nsözleşmeleri ve toplu iş sözleşmesinden doğan tazminat hakları ile\ndiğer hakları saklıdır. Yöneticilerin işe başlatılmasında ve kıdem\ntazminatı ve cezai şart olarak ödenecek tazminatın tespitinde halen toplu\niş sözleşmesinden yararlanmakta olan emsal kıdemde ve durumda olan\nişçinin almakta olduğu aylık brüt ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>e)Malûllük, yaşlılık aylığı almaya hak kazandığı için veya\nherhangi bir sebeple işe dönmek istemeyen yahut da verilecek işi kabul\netmeyen yöneticinin isteği halinde halen toplu iş sözleşmesinden\nyararlanmakta olan emsal bir işçinin aldığı ücret ve tüm haklar\nüzerinden kıdem tazminatı ödenmek şartı ile iş sözleşmesi\nfeshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-17. SENDİKANIN YARARLANABİLECEĞİ SALON. ARAÇ- GEREÇ VE DUYURU\nPANOLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika; eğitim semineri, kurs, konferans vb. çalışmalar için\nişyerinin salon, araç ve gereçlerinden, işverene önceden haber vermek\nkoşulu ile ücretsiz yararlanır. \u003C\u002Fp>\n\n\u003Cp>İşveren, salon ve malzemelerin ihtiyacı karşılayacak düzeyde olmasına\nözen gösterir.\u003C\u002Fp>\n\n\u003Cp>İşveren, Sendika duyuru ve bildirilerinin asılması için her işyerinde\n(her temsilcilik için ayrı ayrı) tüm işçilerin kolayca görebilecekleri\nbir yerde camlı ve kilitli bir duyuru panosu bulundurur. Bu panoya başka\nsendikaların ilan ve bildirileri aşılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-18. TEMSİLCİ ODASI. İSÇİ LOKALİ ve İLAN TAHTASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Temsilci Odası; İşveren, idarenin şartlarının uygun olması halinde\nHizmet-İş Sendikası işyeri sendika temsilcilerine belge, evrak ve\nkayıtlarını muhafaza edebilmeleri ve çalışmalarını kolaylaştırmaları\niçin işyerinde elverişli bir temsilcilik odası tahsis eder. Bu odanın\nmefruşat ve malzemeleri işverence temin edilir. Temsilci odasına işveren\ntarafından dâhili telefon tahsis edilir. Bu telefonla yapılan konuşmalarda\nİşveren bir ücret talebinde bulunamaz.\u003C\u002Fp>\n\n\u003Cp>b)İlan Tahtası; İşveren, işyerlerinde işçilerin kolayca\ngörebilecekleri elverişli bir yerde Hizmet-İş Sendikasının ilan, tebliğ\nve bültenlerini asmak için bir ilan tahtası koymayı kabul eder. Bu ilan\ntahtasına başka sendikaların ilan, tebliğ ve bültenleri asılamayacağı\ngibi işyerinde başka sendikalar içinde ayrıca ilan tahtası bulundurulamaz.\nBu tahtaya asılacak Hizmet-İş Sendikasının imzalı ve mühürlü ilan\nbülteni, tebliğ, talimat ve benzerlerinden doğacak sorumluluk Hizmet-İş\nSendikasına aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-19. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18.maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nsendikanın bildirdiği banka hesabına her ay aylık ücretlerinden keserek\nişçi aylık ücretlerinin ödendiği günü takip eden 30 gün içinde\nherhangi bir ihtara lüzum kalmaksızın yatırmak ve kesinti listesinin bir\nnüshasını işyerinin bağlı olduğu şubeye, bir nüshasını da sendika\ngenel merkezine posta ile ya da e-mail adresine (muhasebe@hizmet-is.0r2.tr)\ngöndermek zorundadır. T.C. Çalışma ve Sosyal Hizmetler Bakanlığı\ntarafından yeni dönem için yetki verilmesi halinde, sendikanın yazılı\ntalebi aranmaksızın işveren taralından üyelik aidat kesintileri yapılarak\nyukarıda belirtilen usul çerçevesinde sendikaya ödenir. İşveren bu\nişlemler için sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına\nbir ay içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler için\nyapılacak kesintiler sendikanın ve işçinin yazılı muvafakatine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-20. ÇALIŞAN İSÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sendikanın yazılı talebi üzerine işyerinde çalışan bütün\nişçilerin isim listelerini mevcut belgelere dayanarak ve işveren\nvekillerince onaylanmış olarak bir hafta içinde sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olup ölen, emekli olan, işten çıkarılan veya kendi\nisteği ile ayrılan işçilerin onaylı isim listelerini de en geç her ayın\nsonunda, sendikanın talebine gerek olmaksızın düzenli olarak sendikaya\ngönderir. Bu eksilmeleri zamanında bildirmeyen işveren, bunların sendikal\nödentilerini karşılamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-21. İSÇİLERİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi, kendisine verilen emirleri kanun ve toplu iş sözleşmesi\nhükümlerine aykırı görürse, bizzat veya temsilci vasıtasıyla emri veren\namirine bildirir. Amir emrin yapılmasında ısrar ederse emri yazılı olarak\nişçiye vermek zorundadır. Bu şekilde işçinin emri yerine getirmesinde\nkanuna ve talimatlara aykırılık (suç hali hariç) teşkil ederse bundan\ndolayı işçi sorumlu tutulamaz. İşçinin amirine başvurmasına rağmen\namir emrini yazılı olarak vermekten kaçınırsa o işin yapamamasından\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-22. BRANŞTA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Her işçi istihdamına esas olan branşında veya benzeri işte\nçalıştırılır. Ancak, işçiler gerektiği takdirde, işletmenin diğer\niş ve işyerlerinde unvanına eşdeğer ya da benzer veya yakın nitelikteki\nbir işte muvafakat aranmaksızın geçici olarak görevlendirilebilir.\u003C\u002Fp>\n\n\u003Cp>B)Daimi görevlendirilmelerde, 4857 sayılı İş Kanunun 22. madde\nhükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-23. DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)İşçiler işe alındıkları tarihten itibaren 2 aylık deneme süresine\ntabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi hiçbir\nşarta bağlı kalmaksızın iş sözleşmesini feshedebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Önceden işyerinde çalışırken tenkisat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe alımlarda ikinci bir deneme\nsüresine tabi tutulmazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. ASKERLİK HİZMETİ NEDENİYLE İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Manevra veya herhangi bir nedenle silahaltına alınan işçi, bu hizmeti\nsüresince ücretli izinli sayılır. Bu işçiye; Milli Savunma Bakanlığı\ntarafından ödenen maaş, işyerinde çalışırken aldığı ücretten az ise\naradaki fark işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik hizmeti nedeniyle silâhaltına alınan işçi, bu\nhizmeti süresince ücretsiz izinli sayılır. Muvazzaf askerlik hizmetini\nyaptıktan sonra 1 ay içinde işe dönmek isteyen işçi ayrıldığı\nderecedeki müktesep haklarına ek olarak işbu sözleşme ile sağlanan\nhaklardan yararlandırılarak idarenin uygun gördüğü yerde işine\nbaşlatılır. Eski işine başlatılmaz ise 3 aylık brüt ücreti tutarında\ntazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Muvazzaf askerlik hizmeti için işyerinden ayrılan işçiye 1 aylık\nmaaşı kadar askerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-25. VARDİYA USULÜ ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Postalar Halinde İşçi Çalıştırılarak Yürütülen İşlerde\nÇalışmalara İlişkin Özel Usul ve Esaslar Hakkında Yönetmelik\nHükümleri ile ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-26. GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İlgili kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-27. NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi 45 saattir. Bu süre, idarenin düzenlediği\nşekilde uygulanır. Bu süreler aşılmamak ve günlük çalışma süresinin\nortalama bir zamanında bir saatten az olmamak üzere ara dinlenmesi verilmek\nşartıyla çalışma saatleri işin icabına göre işverence tanzim edilir.\nNormal çalışma yapılan işyerleri için Cumartesi akdi tatil ve Pazar\ngünü hafta tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fiili olarak büro hizmeti yürüten personellerin, yasal mevzuatı aşmamak\nkaydıyla çalışma saatleri ve günleri işveren tarafından düzenlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-28. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında bulunan işyerlerinde çalışan\nişçilerin aşağıda belirtilen şekilde geçirdikleri süreler ile\nkanunlarda belirtilen süreler çalışma sürelerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşveren tarafından işçinin işyerinden başka bir işyerine\ngönderilmesi esnasında yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, işverenin her an emrinde hazır bulunması halinde\nçalıştırılmaksızın ve çıkacak işi bekleyerek geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin işveren tarafından başka yere gönderilmesi veya işveren\nbürosunda yahut işverenle ilgili herhangi bir yerde meşgul edilmesi\nsuretiyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>d)Yağmur, sel elektrik kesilmesi ile malzeme ve araç yokluğu nedeniyle\nişbaşında bulunup da çalışmadığı süreler,\u003C\u002Fp>\n\n\u003Cp>e)Sendika tarafından yapılacak her türlü toplantı ve görevlerde geçen\nsüreler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-29. İSE ALMADA YÖNTEM\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerine işçi alınmasında İş Kanunu ve ilgili diğer mevzuat\nhükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-30. İS SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER ve İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Herhangi bir suç sebebiyle gözlem altına alınan veya tutuklanan\nişçilerin iş sözleşmesi, gözlem altında veya tutuklu kalınan sürenin\nbu sözleşmenin 27. Maddesinde belirtilen bildirim sürelerini aşması\ndurumunda iş sözleşmesi işverence haklı nedenle fesih edilebilir. Gözlem\naltında veya tutuklu kaldığı sürede ücretsiz izinli sayılır. Gözlem\naltı ve tutukluluk halinin kalkması, hükmün açıklanmasının geri\nbırakılması ile birlikte suçun niteliğine göre idare işçinin görev\nyerini değiştirebilir.\u003C\u002Fp>\n\n\u003Cp>Yargılanan işçinin iki yıldan fazla hapis cezası ile mahkûm edilmesi\nve kararın kesinleşmesi halinde, eğer cezası paraya çevrilmez veya\ncezasının ertelenmemesi halinde iş sözleşmesi feshedilir. Ancak,\nmahkûmiyetin iki yıla kadar olması ve yüz kızartıcı bir suçtan\nolmaması şartı ile bu süre için işçinin iş sözleşmesi askıya\nalınır. Serbest bırakılan işçinin 15 gün içinde başvurması halinde\neski işine veya benzeri bir işe başlatılır. Her halûklarda,\nmahkûmiyetine karar verilip, iş sözleşmesi feshedilen işçilerin\nmahkûmiyetin bitiminden itibaren 1 ay içerisinde başvurmaları halinde\nemsaline uygun işine veya benzer bir işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>İkinci paragraf hükmünce işe başlama hakkı doğan işçinin işe\nbaşlatılmaması halinde işgördülmeksizin emsallerinin aldığı\ngiydirilmiş ücreti tutarında işe başlatılana kadar her ay tazminat\nödenir.\u003C\u002Fp>\n\n\u003Cp>Trafik suçundan ehliyetlerinin mahkemece geri alınması durumunda ehliyet\niade edilene kadar işveren işçiyi branşına uygun işte çalıştırabilir.\nMesai saatleri dışında Alkol, uyuşturucu vb. nedenlerle ehliyetine el\nkonulan Şoför olarak görev yapan personel, Ehliyetine el konulduğu süre\nzarfında ücretsiz izinli sayılır. Ehliyet iade edildiğinde ise işçi\nehliyetin iade edildiği tarihten itibaren 7 gün içinde başvurması halinde\neski görevine iade edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İS SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-31. İS SÖZLEŞMESİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, taraf sendika üyesi işçilerin iş sözleşmelerini; İşçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep (4857 sayılı kanunun 18.\nmaddesinin gerekçesinde belirtilen gerekçe vb.) olmaksızın fesih edemez.\n(Her hâlükârda işveren disiplin kurulu kararı olmaksızın işçinin iş\nsözleşmesini fesih edemez.) Buna aykırı bir şekilde işçinin iş\nsözleşmesinin feshi halinde işyerinde çalışan işçi sayısına ve\nişçinin kıdemine bakılmaksızın 4857 sayılı kanunun 18., 19., 20. ve 21\n.madde hükümleri uygulanır. İşçinin kanunlar, iş sözleşmeleri ve toplu\niş sözleşmesinden doğan diğer tazminat hakları ile diğer tüm hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel şiddet veya taciz\nolayı nedeniyle hayati tehlikesi olduğu\u002Ftehdit altında olduğu belgelenen,\nkendisini korumaya yönelik özel koruma tedbiri bulunan veya uzaklaştırma\nkarart olan işçinin iş sözleşmesini bildirimsiz olarak feshetme hakkı\nvardır. Bu şekilde yapılacak fesihlerde işçinin kıdem tazminatı tam\nolarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu nedenle iş sözleşmesini fesheden işçi işe tekrar başlamak\nistediği takdirde işe alımda öncelik tanınır. Kendisine yönelmiş veya\nyönelmesi kuvvetle muhtemel şiddet veya taciz olayı nedeniyle işyerinde\ndevamsızlığı bulunan ve bu sebeple iş sözleşmesi feshedilen işçi,\ndurumu belgelemesi halinde işe iadesi yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-32. TENKİSATTA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamındaki işyerlerinde tenkisata gidilmesi durumunda\nişveren aşağıdaki ilke ve sıraya uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>1.Öncelikle gönüllü olanlar,\u003C\u002Fp>\n\n\u003Cp>2.Deneme süresini tamamlamamış olanlar,\u003C\u002Fp>\n\n\u003Cp>3.Emeklilik hakkını kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>4.İşyerine ilk giren son çıkar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-33. BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İş sözleşmelerinin feshinden önce durumun işçiye yazılı\nbildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçi için, bildirimin yapılmasından\nbaşlayarak 4 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 6 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 8 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan 10 yıla kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 10 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 10 yıldan fazla sürmüş işçi için, bildirimin yapılmasından\nbaşlayarak 12 hafta sonra, fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde bildirim öneli içerisinde ücret ve tüm haklardan aynen\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE-34. YENİ İS ARAMA İZNİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin yazılı ihbarı veya işçinin dilekçesiyle iş sözleşmesi\nihbar önellerine uyulmak suretiyle feshedildiğinde ihbar önelleri\nsırasında, işçiye çalışma saatleri içinde günde 3 saat ücretli yeni\niş arama izni verir. İşçi talep ettiğinde iş sözleşmesinin son\nbulacağı zamandan önceki günlere rastlamak üzere bu izinler topluca\nverilir. Yeni iş arama iznini kullananlar ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-35. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancedays1\">\u003Ch4>1)Kıdem Tazminatı; \u003C\u002Fh4>\n\n\u003Cp>İsçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 40 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler içinde aynı oran üzerinden ödeme\nyapılır. Ölüm hallerinde tazminat, kanuni mirasçılarına verilir. İş\nkazası nedeniyle ölen işçinin kıdem tazminatı 50 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2)Hesaplanması ve Ödenmesi;\u003C\u002Fh4>\n\n\u003Cp>a)Kıdem tazminatına esas olan ücret, işçinin en son aldığı günlük\nücretine bu toplu iş sözleşmesi ile kazanılan  ayni ve nakdi\nyardımların toplamının ilavesi ile bulunacak ücrettir.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>c)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri varsa\nbu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-36. İZİNLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch4>A) Yıllık Ücretli İzinler:\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>1.İşe girdiği günden başlayarak, deneme süresi de içinde olmak üzere\nen az 1 yıl çalışmış olan işçilere, aşağıdaki süreler kadar\nyıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Hizmet süresi 1 yıldan 5 yıla kadar olanlara fiilen büroda\nçalışanlar için 20 işgünü, fiilen büro dışında, açık alan ve saha\nçalışanları için 22 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Hizmet süresi 5 yıldan fazla 15 yıldan az olanlara fiilen büroda\nçalışanlar için 26 işgünü, fiilen büro dışında, açık alan ve saha\nçalışanları için 28 işgünü,\u003C\u002Fp>\n\n\u003Cp>c)Hizmet süresi 15 yıl ve daha fazla olanlara 32 işgünü, fiilen büro\ndışında, açık alan ve saha çalışanları için 34 işgünü yıllık\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>2.Yıllık ücretli izin süresine rastlayan; hafta tatili, ulusal bayram ve\ngenel tatil günleri ile \"Ücretli Sosyal İzinler\" başlıklı maddenin\n3,4,5,6,7 ve 8. bentlerinde sayılan izinler ve hastalık veya istirahatta\ngeçen süreler, izin süresine eklenir; işveren tarafından verilmiş\nücretsiz izinler ise yıllık ücretli izin süresinden düşülmez. Hastalık\nveya istirahatli sürelerin, yıllık izin sürelerine rastlaması halinde,\nrapor süresinin bitiminden önce olmamak koşulu ile, yıllık izin süresinin\nsonunda işçi işe döner. Ancak hastalık veya istirahat süreleri kadar\nkullanmamış olduğu yıllık ücretli izni, aynı yıl içinde işçiye\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>3.Yıllık ücretli izin hakkından vazgeçilemez ve ücreti ödenerek izin\nhakkı kaldırılamaz (İşçinin, zorunlu hallerde gelecek yıldaki yıllık\nücretli iznine mahsuben izin kullanması mümkündür). İşçi personel\nmüdürü temsilcisi, işyeri işveren temsilcisi ve sendika temsilcisinden\noluşan izin kurulu, her yıl aralık ayı içinde toplanarak, belirlenen\nyıllık ücretli izin listeleri, ocak ayı başında Başkanlık onayı ile\nkesinleştirilir, ilan edilir ve listelere göre yıllık izinler kesinlikle\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>4.Yıllık ücretli izine hak kazanmak için gerekli sürenin hesabında,\nsözleşme uyarınca işçiye verilmiş ücretli ve ücretsiz bütün izinler\nveya işçinin izinli sayıldığı süreler, çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Ch4>B) Ücretsiz Mazeret İzni: \u003C\u002Fh4>\n\n\u003Cp>İşveren, işçiye yazılı müracaatı üzerine ve özrü idarece makul\ngörülmek şartıyla yılda (6) aya kadar ücretsiz mazeret izni vermeyi kabul\neder. Doğum yapan kadın işçiye yazılı müracaatı halinde altı (6) aya\nkadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel şiddet veya taciz\nolayı nedeniyle hayati tehlikesi olduğu\u002Ftehdit altında olduğu belgelenen,\nkendisini korumaya yönelik özel koruma tedbiri bulunan veya uzaklaştırma\nkararı olan işçiye, mesai saatleri içinde ve işi ile ilgili olaylar için\n6 aya kadar kıdemden sayılan ücretli, mesai saatleri dışında özel\nhayatıyla ilgili olan olaylarla ilgili idarenin inisiyatifi dahilinde 6 aya\nkadar ücretsiz izin verilir. Bu süre işçinin talebi halinde idarenin\ninisiyatifi ile 2 yıla kadar uzatılır.\u003C\u002Fp>\n\n\u003Ch4>C) Ücretli Sosyal İzinler: \u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilere sosyal durumlarına\ngöre aşağıda yazılı esaslar dahilinde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1)Evlenen işçilere yazılı isteği üzerine nikâh merasiminde 2\nişgünü, düğün törenlerinde 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)İşçinin kendisine ait öz veya üvey çocuklarının evlenme\ntörenlerinde 5 işgünü ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>3)İşçinin kendisine ait öz veya üvey çocuklarının sünnet\ndüğünlerinde 3 işgünü ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>4)Eşi doğum yapan işçiye 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>5)İşyerinde çalışan hamile kadın işçilere doğum öncesi 8 hafta ve\ndoğum sonrası 8 hafta ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>6)Ana, baba, eş ve çocuğunun refakatini gerektiren bakım ve ağır\nhastalığı halinde heyet raporunda refakat izni ve refakatçi ismi\nbelirtilmek şartıyla, işçilerin refakatçi olarak geçirdiği günler 1\nayı aşmamak kaydıyla ücretli izinli sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>7)Ana, Baba, eş, kardeş ile öz veya bakımları kendine ait olan üvey\nçocuklarının ölümü halinde 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8)İşçinin dedesi, Babaanne, Anneanne, Kayınpeder, Amca, Dayı, Hala,\nKayınbirader, Enişte, Teyze, Kayınvalide, Bacanak, Üvey anne, üvey baba ve\nbaldızının ölümü halinde 2 işgünü, ancak ölümler şehir dışında\nolmuş ise veya cenaze şehir dışına gidecekse 2 işgünü ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>9)İşçinin bakmakla yükümlü olduğu engelli aile bireyinin bakıma\nmuhtaç olduğunun ilgili mevzuata göre alınmış geçerli engelli sağlık\nkurulu raporu ile belgelendirilmesi kaydıyla bu durumdaki işçinin; engelli\naile ferdinin günlük bakımı için izin kullanımında gerekli kolaylık\nsağlanacak ve işçi mesai saatleri dışındaki nöbet görevinden ve gece\nvardiyasından muaf tutulacaktır.\u003C\u002Fp>\n\n\u003Cp>10)İşyerinde çalışan işçilerden birini ölümü halinde cenaze\nhazırlıklarını yapmak veya cenaze törenine katılmak üzere yeteri kadar\nişçiye ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>11)İşveren işçinin kendi ana, baba, çocuğunun ve eşinin ölümü\nhalinde şehir içi veya dışı yerler için cenaze arabası ile ihtiyaç\nkadar otobüsü ücretsiz tahsis eder.\u003C\u002Fp>\n\n\u003Cp>12)Sosyal izin kullananlar izin sonunda mazeretlerini ilgili makamdan\n(doktor raporu, kaymakam) aldıkları vesika ile 15 gün içinde belgelemek\nzorundadırlar. Aksi halde haklarında mazeretsiz işe gelmeme işlemi\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ücretli sosyal iznini kullananlar ücret ve tüm haklardan çalışanlar\ngibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>1.KISIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-37. AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A-) AİLE VE ÇOCUK YARDIMI: \u003C\u002Fh4>\n\n\u003Cp>Toplu İş Sözleşmesi kapsamında çalışan sendika üyesi evli olan\nişçilere Aile Yardımı olarak, Devlet Memurlarına ödenen aile yardımı\nmiktarı ödenir. (Dul olan işçilere de aynen uygulanır.) İşveren,\nişyerinde çalışan taraf sendika üyesi işçilere Çocuk yardımı olarak;\nİşçilerin evlenmemiş ve işi olmayan her çocuğu için Devlet Memurlarına\nödenen çocuk yardımı miktarı ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch4>B-) YEMEK YARDIMI: \u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-mealvouchersamount\">\u003Cp>Sendika üyesi işçilere fiilen çalıştıkları her gün için, 175,00-TL\nNET yemek yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu Toplu İş Sözleşmesi süresi içinde bakanlıklarca açıklanan yemek\nyardımı ile ilgili vergi istisna tutarında değişiklik olması halinde,\naçıklanan istisna tutan yemek yardımı net olarak ödenir. Herhangi bir\ndeğişiklik olmadığı takdirde bu ödemeler toplu iş sözleşmesi ücret\nzammı dönemlerindeki artış oranında arttırılarak ödenir.\u003C\u002Fp>\n\n\u003Ch4>C-) SORUMLULUK ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>-Toplu taşıma, acil hizmetler şoförleri ve yardımcı zabıta\ngörevlilerine günlük 40,00 TL, diğer şoförlere 25,00 TL direksiyon primi\nödenir. Şantiye şefine de 75,00 TL sorumluluk zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>-MEB onaylı usta öğretici belgesi ve ustalık belgesi olanlar için 40,00\nTL,\u003C\u002Fp>\n\n\u003Cp>-MEB onaylı kalfalık belgesi olanlar için 25,00 TL sorumluluk zammı\nödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch4>D-) TAŞIT YARDIMI:\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>Mevcut uygulamaya devam edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>E-) YAKACAK YARDIMI: \u003C\u002Fh4>\n\n\u003Cp>İşveren taraf sendika üyesi işçilere her ay aylık ücretle birlikte\nödenmek üzere; NET 500,00-TL yakacak yardımı verir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Ch4>F-) TEMİZLİK YARDIMI: \u003C\u002Fh4>\n\n\u003Cp>İşveren bu toplu iş sözleşmesi kapsamındaki temizlik işlerinde fiilen\nçalışanlara; günlük 30,00 TL Temizlik yardımı verilir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-38.) YILLIK ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Ch4>A.ÖĞRENİM YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İşveren, sendika üyesi işçilerin öğrenim gören çocuklarına,\naşağıda belirlenen tutarları aylık maaşına denk gelecek şekilde 12 ay\neşit takside bölerek ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>1)Okul öncesi eğitim belediye çalışanına ücretsiz verilir. İlkokul\nöğrenimine devam eden çocuklar için, 300,00- TL,\u003C\u002Fp>\n\n\u003Cp>2)Ortaokulda öğrenimine devam eden çocuklar için 500,00-TL,\u003C\u002Fp>\n\n\u003Cp>3)Lise ve dengi okullarda öğrenimine devam eden çocuklar için,\n750,00-TL\u003C\u002Fp>\n\n\u003Cp>4)İşveren, sendika üyesi işçilerin yüksekokul ve üniversitede\nöğrenim gören her bir çocuğu için, 1.500,00-TL kırtasiye ve öğrenim\nyardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>B.BAYRAM HARÇLIĞI\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamındaki sendika üyesi işçilere;\u003C\u002Fp>\n\n\u003Cp>Ramazan Bayramı’nda 2.000.00-TL,\u003C\u002Fp>\n\n\u003Cp>Kurban Bayramı’nda 5.000.00-TL Bayram harçlığı vermeyi kabul ve\ntaahhüt eder. Belirlenen tutarları aylık maaşına denk gelecek şekilde 12\nay eşit takside bölerek ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch4>C.GİYİM YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İş güvenliği uzmanının önerisi doğrultusunda işin niteliğine göre\nişverence gerekli giyim ekipmanları temin edilir. İşçiler bu ekipmanları\nkullanmakla yükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>D. GIDA YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İşveren, taraf sendika üyesi işçilere ramazan ayının ilk haftası\nverilmek üzere gıda kolisi vermeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39.) OLAYA BAĞLI SOSYAL YARDIMLAR VE DİĞER SOSYAL YARDIMLAR \u003C\u002Fh3>\n\n\u003Ch4>A) EVLENME YARDIMI\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi işçilerin\nevlenmeleri halinde NET 5.000,00-TL evlenme yardımı yapılır. Evlenen\nişçiler, aynı işverenin emrinde çalışıyorsa bu yardım her iki işçiye\nde ayrı ayrı ödenir.\u003C\u002Fp>\n\n\u003Ch4>B) DOĞUM YARDIMI\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçinin eşinin doğum\nyapması veya işçi kadın ise kendisinin doğum yapması halinde doğum\nbelgesini ibraz etmesi şartı ile işçiye NET 5.000,00-TL doğum yardımı\nyapılır. Çocuk ikiz doğması halinde her iki çocuk için ayrı ayrı\ndoğum yardımı ödenir. Bebeğin ölü olarak doğması halinde doğum ve\nölüm yardımının her ikisi de birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch4>C) HASTALIK YARDIMI\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>a)Hastalık nedeniyle istirahatli bulunan işçilerin, SGK tarafından\nödeme yapılmayan günler için ücretleri ve diğer günler için ücretleri\nile diğer ödemeler işverence ödenir. Diğer günler için işçiye SGK’ca\nödenen meblağı işçi işverene iade eder ve SGK belgesini işverene verir.\nİşveren işçinin bu süreye ilişkin ücretini tüm sosyal hak ve sosyal\nyardımlarıyla birlikte tam olarak öder. İşveren ayrıca işçinin bu\ngünlere ilişkin SGK primlerini eksiksiz yatırır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşçinin işyerinin bulunduğu mahalde veya sevk suretiyle başka bir\nmahalde viziteye çıkması halinde işyerinden ayrı kalacağı süreler ile\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntakdirde geçirdiği bu sürelerde ücretli izinli sayılır. Ücretinden\nherhangi bir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>c)Sendika üyesi işçilerin bakmakla yükümlü bulundukları eş, çocuk,\nana ve babalarının ağır hastalıkları halinde sağlık kuruluşlarına\ngötürülüp getirilmeleri için işverenin ambulansından ücretsiz\nyararlanırlar.\u003C\u002Fp>\n\n\u003Ch4>D) SÜNNET YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İşveren taraf sendika üyesi işçilerin bakmakla yükümlü oldukları\nçocukların sünnet merasimlerinde her çocuk için; NET 5.000,00 TL sünnet\nyardımı yapmayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Ch4>E) TABİİ AFET YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İşveren sendika üyesi işçilere yangın, sel, deprem gibi tabii afetlere\nmaruz kalanlara uğradığı zarara göre, NET 20.000,00-TL’ye kadar net\ntabii afet yardımı yapmayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch4>F) ÖLÜM YARDIMI\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>a)Taraf sendika üyesi işçinin işverenin işini yaparken iş kazası ve\nmeslek hastalığı sonucunda ölümü halinde, ölüm bir süre sonra vuku\nbulsa dahi işveren işçinin kanuni mirasçılarına kanundan doğan tazminat\nve tüm haklar yanında 1 yıllık brüt ücreti tutarında, normal ölümü\nhalinde 6 aylık brüt ücreti tutarında ölüm yardımı yapmayı kabul ve\ntaahhüt eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>b)Eşinin ölümü halinde NET 10.000,00-TL\u003C\u002Fp>\n\n\u003Cp>c)İşçinin çocuklarının ölümü halinde NET 10.000,00-TL\u003C\u002Fp>\n\n\u003Cp>d)İşçinin anne ve babasının ölümü halinde NET 5.000,00-TL ölüm\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımlar sözleşmenin 2. Döneminde ücret zammı oranında\narttırılarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>6.BÖLÜMSOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>2.KISIM: ÜCRETLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-40. ÜCRETLERİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilerin ücretleri, her\nayın 5’i ile 10’u arası banka aracılığıyla ödenir. İşveren her\nödeme döneminde işçiye ücretini gösterir bir ücret tediye pusulası\nverir. Bu pusulada tahakkuk eden her türlü ücret ve kesintiler ayrı ayrı\ngösterilir. İşçiler ücretlerini bankamatik aracılığı ile alırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch3>MADDE-41.TABAN ÜCRET VE ÜCRET ZAMMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A) Taban Ücret: \u003C\u002Fh4>\n\n\u003Cp>KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ.’ye\nbağlı işyerlerinde çalışan taraf sendika üyesi işçilerden 31.12.2023\ntarihinde almakta oldukları günlük yevmiyeleri 993,03- TL’nin altında\nolan işçilerin yevmiyeleri 01.01.2024 tarihinden itibaren 993,03-TL’ye\nyükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>Ancak aşağıda belirtilen unvanlarda çalışan işçiler için unvanına\nkarşılık gelen tutarlar taban ücret olarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Makam Şoförü: 1.500.00 TL\u003C\u002Fp>\n\n\u003Cp>Garaj Amiri: 1.320.00 TL\u003C\u002Fp>\n\n\u003Cp>Fırın Sorumlusu: 1.100.00 TL\u003C\u002Fp>\n\n\u003Cp>Kepçe, Ağır İş Makinası Operatörü: 1.100.00 TL\u003C\u002Fp>\n\n\u003Cp>Hastane Servisi Şoförleri: 1.100.00 TL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>B. Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>\u003Cstrong>2.YIL ÜCRET ZAMMI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2025 tarihinde almakta oldukları günlük\ntaban ücretlerine; 01.01.2025 tarihinden itibaren geçerli olmak üzere\nTürkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları\nEndeksi 2024\u002FAralık endeks sayısının, 2023\u002FAralık endeks sayısına göre\n(bir önceki yılın aynı ayına göre) artışı oranına 3 puan refah payı\nilave edilerek zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>3.YIL ÜCRET ZAMMI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2026 tarihinde almakta oldukları günlük\ntaban ücretlerine; 01.01.2026 tarihinden itibaren geçerli olmak üzere\nTürkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları\nEndeksi 2025\u002FAralık endeks sayısının, 2024\u002FAralık endeks sayısına göre\n(bir önceki yılın aynı ayına göre) artışı oranına 3 puan refah payı\nilave edilerek zam yapılacaktır.\u003C\u002Fp>\n\n\u003Ch4>C.Kıdem Zammı: \u003C\u002Fh4>\n\n\u003Cp>Deneme süresi dahil, işyerlerinde geçen her hizmet yılı için mevcut\nalmakta oldukları taban ücrete ayrıca 2,50 TL kıdem zammı eklenir, (tam\nyıldan artan veya bir yıldan eksik süreler yıl olarak hesaplanır).\nSözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-42. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hafta tatili ve akdi tatil ile ulusal bayram ve genel tatil günlerinde\nyapılan 8 saatlik çalışmalar hariç, haftalık 45 saatin üzerinde yapılan\nçalışmalar fazla çalışmadır. Fazla sürelerle çalışmalar ile fazla\nçalışmalar, işçinin işin gerekliliği ve niteliğine göre hakkaniyet\nesaslarına göre ve aynı unvandaki işçiler arasından yaptırılır.\nYapılacak her bir saat fazla sürelerle çalışma ile fazla çalışma için\nödenecek ücret, normal çalışma ücretinin %60 fazlasıdır.\u003C\u002Fp>\n\n\u003Cp>Fazla sürelerle çalışma ve fazla çalışma ücretleri aylık ücretleri\nile birlikte her ayın 5’i ile 10’u arasında ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE-43. TATİLLERDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>Toplu iş sözleşmesi kapsamındaki işyerlerinden normal çalışma\nyapılan işyerleri için pazar günü hafta tatilidir. Ancak Kamusal\ngereklilik ve işin devamlılığını gerektiren nedenlerden dolayı idarenin\nplanlı olarak uygun görmesi halinde hafta tatilini bir başka gün\nuygulayabilir. Vardiyalı çalışma yapılan yerlerde ise işçilerin\nçalışmaya başladığı 5. günü takip eden 6. gün akdi tatil ve 7. gün\nhafta tatilidir. İşveren zaruri görülen hallerde işin gereği akdi tatil\nve hafta tatili gününde çalıştırılan işçilere çalıştırılan beher\ngün metakip hafta içinde işçinin talebi ile 1 gün izin verilirse kendi\nyevmiyesine ilaveten 1 yevmiye müteakip hafta içinde işçi 1 gün izin\nyapmaz ise işçinin kendi yevmiyesine ilaveten 1.5 yevmiye öder.\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günlerinde çalışan işçilere,\nçalışılan beher gün için 3 yevmiye ödenir. İdari izinli sayılan\ngünlerde çalışan işçilere, çalıştığı gün kadar idarenin uygun\ngördüğü günlerde telafi izni kullandırılır.\u003C\u002Fp>\n\n\u003Cp>Hafta tatili, Akdi Tatil, Ulusal Bayram ve Genel Tatil Günlerinde(idari\nizin verilen günlerde dahil) yapılan çalışmaların ücretleri aylık\nücretleri ile birlikte ve ücretin hak edildiği tarihten itibaren en geç 5\ngün içinde ödenir.\u003C\u002Fp>\n\n\u003Cp>Anılan Ulusal Bayram ve Genel Tatil Günlerinde ve İdari İzin ilan edilen\ngünlerde yapılacak çalışmalar önceden işçilere duyurulur. Duyuru\nyapılmayan işçiler çalışmamaları nedeni ile sorumlu tutulamazlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-44 İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>Her ay işçilere maaşlarına ilaveten 4 günlük yevmiye(ikramiye)\nverilir. (Yıl içerisinde toplam 12*4=48 günlük yevmiye ikramiye\nverilir.)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-45 GEÇİCİ GÖREV ZAMMI\u003C\u002Fh3>\n\n\u003Cp>Geçici görevle Belediye sınırları dışına gönderilen işçilere,\nHarcırah Kanunu Hükümlerine göre ödenen tutar net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞ SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-46 İŞ SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren ve işverenin hizmet aldığı Ortak Sağlık Güvenlik Birimi iş\nsağlığı ve güvenliği mevzuatı ve uluslararası normlarının gerektiği\ntüm tedbirleri alır ve gerekli çalışmaları yapar ve ilgili kurulların\nvereceği raporlarının gereğini yerine getirir. İşveren, iş sağlığı\nve güvenliği mevzuat hükümlerini eksiksiz uygulamayı kabul eder. Bu\nhükümlerin uygulanmasında İş Sağlığı ve Güvenliği Kurulunun\nönerileri doğrultusunda yapmayı kabul eder. Bu hususta gerekli emir ve\ntalimatları yayınlar ve uygular.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>İşveren ve işverenin hizmet aldığı Ortak Sağlık Güvenlik Birimi her\nbir işçi için işyerinde sağlık dosyası bulundurur. Bu dosyada usulüne\nuygun işe başlama, periyodik muayenelerin sonuçları, işçinin geçirdiği\nmeslek hastalıkları, iş kazaları nedenlerini, sonuçlarını gösterir ve\ngerekli belgeleri içerir biçimde düzenlemeyi yapar. Gerektiğinde bu\nbilgileri sendikaya ve işçinin kendisine vermekle yükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İş Sağlığı ve Güvenliği Kurulu: Bu kurulun oluşumu, çalışma\nşekli ve görevleri 6331 sayılı İş Sağlığı ve Güvenliği Kanunun 22.\nmaddesine ve yine aynı kanunun 30. maddesi gereği çıkarılan İş\nSağlığı ve Güvenliği Kurulları Hakkındaki Yönetmelikle\nbelirtilmiştir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Her işyerine İş Sağlığı ve Güvenliği Kurulunun önerilerine\nuygunluğunun, işverenin gerekeni yerine getirip getirmediğini takibi sendika\nve o işyerindeki işçilerce de aktif olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu, İş Sağlığı ve Güvenliği\nKurulları Hakkındaki Yönetmeliğin 6. maddesine göre oluşturulur.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulları ayda en az bir kere toplanır.\nAncak ölümlü, uzuv kayıplı veya ağır iş kazası halleri veya özel bir\ntedbiri gerektiren önemli hallerde kurul üyelerinden herhangi biri kurulu\nolağanüstü toplantıya çağırabilir. Bu konudaki tekliflerin kuluş\nbaşkanına veya sekreterine yapılması gerekir. Toplantı zamanı konunun\nivdilik ve önemine göre tespit olunur. Kurul 6331 sayılı iş Sağlığı ve\nGüvenliği Kanunun 13. maddesinde belirtilen çalışmaktan kaçınma hakkı\ntaleplerine toplantı için belirlenen süre dikkate alınmaksızın acilen\ntoplanır ve bu toplantıda aldığı kararı talepte bulunan\nişçiye\u002Fişçilere ve çalışan temsilcisine yazılı olarak tebliğ eder.\u003C\u002Fp>\n\n\u003Cp>İşveren veya işveren vekili, kurul için gerekli toplantı yeri araç ve\ngereçleri sağlar. İşveren veya işveren vekili kurulca hazırlanan\ntoplantı tutanaklarını, kaza ve diğer vakaların inceleme raporlarını ve\nkurulca işyerinde yapılan denetim sonuçlarına ait kurul raporlarını, iş\nmüfettişlerinin incelemesini sağlamak amacıyla, işyerinde bulundurur.\u003C\u002Fp>\n\n\u003Cp>İş sağlığı ve Güvenliği Kurulları Hakkındaki Yönetmeliğin 8.\nmaddesine göre İş Sağlığı ve Güvenliği Kurulunun görev ve yetkileri\nşunlardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) işyerinin niteliğine uygun bir iş sağlığı ve güvenliği iç\nyönerge taslağı hazırlamak, işverenin veya işveren vekilinin onayına\nsunmak ve yönergenin uygulanmasını izlemek, izleme sonuçlarını rapor\nhalinde getirip alınması gereken tedbirleri belirlemek ve kurul gündemine\nalmak,\u003C\u002Fp>\n\n\u003Cp>b) iş sağlığı ve güvenliği konularında o işyerinde çalışanlara\nyol göstermek.\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde fizyolojik ve psikososyal unsurlar ve aile içi şiddet dahil\nolmak üzere iş sağlığı ve güvenliği bağlamında işyeri risk\ndeğerlendirmesini yaparak, tehlikeleri ve önlemleri değerlendirerek,\nişveren veya işveren vekiline bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>d)İşyerinde iş sağlığı ve güvenliğine ilişkin tehlikeleri ve\nönlemleri değerlendirmek, tedbirleri belirlemek, işveren veya işveren\nvekiline bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>e)İşyerinde meydana gelen her iş kazası ve işyerinde meydana gelen\nancak iş kazası olarak değerlendirilmeyen işyeri ya da iş ekipmanının\nzarara uğratma potansiyeli olan olayları veya meslek hastalığında yahut\niş sağlığı ve güvenliği ile ilgili bir tehlike halinde gerekli\naraştırma ve incelemeyi yapmak, alınması gereken tedbirleri bir raporla\ntespit ederek işveren veya işveren vekiline vermek,\u003C\u002Fp>\n\n\u003Cp>f) İşyerinde iş sağlığı ve güvenliği eğitim ve öğretimini\nplanlamak, bu konu ve kurallarla ilgili programlan hazırlamak, işveren veya\nişveren vekilinin onayına sunmak ve bu programların uygulanmasını izlemek\nve eksiklik görülmesi halinde geri bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>g)İşyerinde yapılacak bakım ve onarım çalışmalarında gerekli\ngüvenlik tedbirlerini planlamak ve bu tedbirlerin uygulamalarını kontrol\netmek,\u003C\u002Fp>\n\n\u003Cp>h)İşyerinde yangın, doğal afet, sabotaj ve benzeri tehlikeler için\nalınan tedbirlerin yeterliliğini ve ekiplerin çalışmalarını izlemek,\u003C\u002Fp>\n\n\u003Cp>i)İşyerinin iş sağlığı ve güvenliği durumuyla ilgili yıllık bir\nrapor hazırlamak, o yılki çalışmaları değerlendirmek, elde edilen\ntecrübeye göre ertesi yılın çalışma programında yer alacak hususları\ndeğerlendirerek belirlemek ve işverene teklifte bulunmak,\u003C\u002Fp>\n\n\u003Cp>j)6331 sayılı İş Sağlığı ve Güvenliği Kanununun 13.maddesinde\nbelirtilen çalışmaktan kaçınma hakkı talepleri ile ilgili acilen\ntoplanarak karar vermek,\u003C\u002Fp>\n\n\u003Cp>k)İşyerinde teknoloji, iş organizasyonu, çalışma şartlan, sosyal\nilişkiler ve çalışma ortamı ile ilgili faktörlerin etkilerini kapsayan\ntutarlı ve genel bir önleme politikası geliştirmeye yönelik çalışmalar\nyapmak.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulunca, 6331 sayılı İş Sağlığı ve\nGüvenliği Kanununun 13.üncü maddesinde belirtilen çalışmaktan kaçınma\nhakkı talepleri yönünde karar vermesi hâlinde çalışan, gerekli tedbirler\nalınıncaya kadar çalışmaktan kaçınabilir. Çalışanların\nçalışmaktan kaçındığı dönemdeki ücreti ile kanunlardan ve iş\nsözleşmesinden doğan diğer hakları saklıdır. Bu çalışmama yüzünden\nişçilerin iş sözleşmeleri fesih edilemeyeceği ve haklarında hiçbir\nyasal kovuşturma yapılamayacağı gibi ücretlerinde herhangi bir kesitli\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu yaptığı tüm çalışmaların\nsonuçlarını yazılı rapor halinde işverene ve sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>İşveren İş Sağlığı ve Güvenliği Kurulun önerilerini gereğini\nyerine getirmek, buna uygun işyeri yönetmeliği\u002Ftalimatlarını işçilere\nöğretmek işçileri bilgilendirmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Çalışan Temsilcisi; 6331 sayılı İş\nSağlığı ve Güvenliği Kanunun 20.maddesine göre aşağıdaki şekilde\nÇalışan Temsilcisi belirlenir; İşyerinin değişik bölümlerindeki\nriskler ve çalışan sayılarını göz önünde bulundurarak dengeli\ndağılıma özen göstermek kaydıyla, sendika, işyeri sendika temsilcilerini\nayrıca iş sağlığı ve güvenliği çalışan temsilcisi olarak\ngörevlendirebileceği gibi çalışanlar arasında yapılacak seçimle de\nbelirleyebilir.\u003C\u002Fp>\n\n\u003Cp>İş sağlığı ve güvenliği çalışan temsilcisi; iki ile elli\narasında çalışanı bulunan işyerlerinde bir, ellibir ile yüz arasında\nçalışanı bulunan işyerlerinde iki, yüzbir ile beşyüz arasında\nçalışanı bulunan işyerlerinde üç, beşyüzbir ile bin arasında\nçalışanı bulunan işyerlerinde dört, binbir ile ikibin arasında\nçalışanı bulunan işyerlerinde beş, ikibinbir ve üzeri çalışanı\nbulunan işyerlerinde altı, olacak şekilde görevlendirir: Birden fazla\nçalışan temsilcisinin bulunması durumunda baş temsilci, çalışan\ntemsilcileri arasında yapılacak seçimle belirlenir.\u003C\u002Fp>\n\n\u003Cp>Çalışan temsilcileri, tehlike kaynağının yok edilmesi veya tehlikeden\nkaynaklanan riskin azaltılması için, işverene öneride bulunma ve\nişverenden gerekli tedbirlerin alınmasını isteme hakkına sahiptir.\u003C\u002Fp>\n\n\u003Cp>Görevlerini yürütmeleri nedeniyle, çalışan temsilcileri ve destek\nelemanlarının haklan kısıtlanamaz ve görevlerini yerine getirebilmeleri\niçin işveren tarafından gerekli imkânlar sağlanır.\u003C\u002Fp>\n\n\u003Cp>İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçları,\nişçinin geçirdiği meslek hastalıkları, iş kazaları nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.\u003C\u002Fp>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliği eğitimi için tüm işçiyi\nkapsayan eğitim seminerlerini periyodik ve aksamadan yapılması için gerekli\nfinansman zaman ve yeri sağlamakla yükümlüdür. Bu eğitimler yılda üç\nkez sekizer saatten az olamaz. Bu eğitimcilerin seçim ve eğitim programı\nsendikanın önerisi ile oluşturulur. Bu konudaki tüm harcamalar işverene\naittir.\u003C\u002Fp>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliğinin devamını sağlamak için\nolanakları ölçüsünde her işyerinde yeterli kadar spor salonu veya\ntesisini açmaya çalışır. İşçiler bu salon ve tesislerden ücretsiz\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-47. İS KAZALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde meydana gelen kazalar en geç üç iş günü içerisinde\nÇalışma ve Sosyal Güvenlik Bakanlığı ve SGK İl Müdürlüklerine\nyazılı olarak bildirilir. İşyerinde yaralanan işçinin kendi kendini\ntedavi etmeye kalkışması halinde işverene herhangi bir sorumluluk\nyüklenemez.\u003C\u002Fp>\n\n\u003Cp>Hayati önem arz eden kazalarda işçi en yakın sağlık kurum ve\nkuruluşuna götürülür. Bu kurum ve kuruluşlarda yapılan müdahale ve\ntedavi bedelinin SGK’ca ödenmeyen bölümü işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-48. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A) Hasar ve Tespit Komisyonun Teşekkülü: \u003C\u002Fh4>\n\n\u003Cp>İşçi tarafından yapılan hasar ve zararların tespiti için işyerinde 3\nkişiden oluşan hasar ve zarar tespit komisyonu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu komisyonda,\u003C\u002Fp>\n\n\u003Cp>a)Bir işveren temsilcisi,\u003C\u002Fp>\n\n\u003Cp>b)Bir sendika temsilcisi\u003C\u002Fp>\n\n\u003Cp>c)Olan olayın niteliğine göre işyerinde işten anlayan ve işveren ile\nsendikanın 3 gün içinde birlikte seçecekleri üçüncü bir kişiden\noluşur. Bu üçüncü kişinin seçilememesi halinde sendikanın yazılı\nisteği üzerine ilgili kamu kuruluşlarında uzman bir kişinin tayini\nişverence istenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası meydana geldiğinde trafik eksperi olay yerinde durumu tespit\netmeden ve kaza eksperleri olay yerinde\" rapor tutmadan ve olayı\nfotoğraflarla görüntülemedikçe araç yerinden oynatılmaz. Şoförün\niradesi dışında aracın kaldırılması halinde sürücü sorumlu\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>d)İşveren kaza eksperlerinin görevlerini en iyi şekilde yapabilmeleri\niçin işveren bu komisyonun emrine bir araç tahsis eder. Ayrıca olayı\ngörüntülemek için bir fotoğraf makinesi ile ilgili filmleri temin eder.\nÖlüm veya yaralanma ile sonuçlanan iş kazası sonucu kazayı yapan işçiye\nmoral bozukluğundan ötürü işveren 3 işgünü moral izni verir.\u003C\u002Fp>\n\n\u003Ch4>B) Hasar ve Tespit Tutanağının Niteliği;\u003C\u002Fh4>\n\n\u003Cp>Bu tutanakta,\u003C\u002Fp>\n\n\u003Cp>a)Olayın niteliği ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b)Hasar ve zararların işçinin kusur, ihmal veya kastından mı aracın\nteknik amasından mı veya her iki tarâfa ait ortak kusurdan mı, meydana\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c)Hasar veya zararın miktarı ve bu miktarların her iki taraftan ne kadar\nolduğu tespit edilir. Tutanağa ilgililerin, tanıkların ifadesi var ise\nmevcut diğer belgeler eklenir. Tutanak ekleri, ilgililerin bağlı bulunduğu\nişveren ve sendikaya verilir. Bu komisyon gerekli gördüğü durumda\nbilirkişiye başvurabilir. Her türlü hasar ve zararda komisyon raporu\nşarttır. Aksi takdirde tüm sorumluluk işverene aittir.\u003C\u002Fp>\n\n\u003Ch4>C) Hasar Bedelinin Kesinti ve Ödeme Sekli: \u003C\u002Fh4>\n\n\u003Cp>Bilumum araç, alet ve edevatı kullananların neden olabileceği her\ntürlü hasar ve tazminat bedelleri, komisyonun belirlediği kusur nispetince\nişçi tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>Üçüncü kişilere ödenecek hasar ve tazminatlarda da aynı yol\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, disiplin hükümleri saklıdır. İşveren, ödeyeceği hasar ve\ntazminat bedelini işçiden talep edemez. Alkollü kaza sonucu kazadan işveren\nsorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>Herhangi bir neden ile ehliyetine süreli ya da süresiz el konulmuş ise\ntüm sorumluluk işçiye aittir.\u003C\u002Fp>\n\n\u003Ch4>D) Trafik Cezalarının Ödeme Sekli:\u003C\u002Fh4>\n\n\u003Cp>Sürücünün kusuruna ait olan trafik ışıkları, alkol, radar, emniyet\nkemeri vb. cezalar sürücüye aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-49. ARAÇLARIN FENNİ MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, motorlu araçların fenni muayenesini vaktinde yaptırmayı kabul\neder. Araçtaki fenni noksanlıklar nedeni ile trafik müdürlüğü ve\nekipleri tarafından şoförden kesilen cezayı işveren öder. İşveren her\naraçta ecza çantası, yangın söndürücü ve gerekli sıhhi tesisatı\nbulundurmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-50. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşletmede disipline ilişkin konularda karar verilmek üzere 4 kişiden\noluşan Disiplin Kurulu kurulur. Bu kurulun iki üyesini sendika ve diğer iki\nüyesini de işveren tayin eder. Aynı sayıda yedek üyeler taraflarca tespit\nedilir. Disiplin Kurulu başkanlığı taraflarca üçer ay dönüşümlü\nolarak yürütülür.\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Kurulu, işverenin tahsis ettiği işyerindeki yeterli bir odada\nve sözleşme süresince çalışmaya devam eder. İşveren disiplin kuruluna\ntahsis ettiği bu odada gerekli demirbaş, kırtasiye, personeli ile diğer\ngereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>c)Disiplin Kuruluna sevk işlemi her iki tarafça da yapılabilir. Disiplin\nKurulu başkanının 5 gün önce yapacağı yazılı çağrısı üzerine en\naz 3 üyenin bir araya gelmesi ile toplanır. Bu çağrı yazısında\nişlenilen fiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara\ntarafların hukuk müşavirleri de katılabilir. Fakat bunların oy hakları\nyoktur. Karar oy çokluğu ile alınır. Oyların eşitliği halinde başkanın\noyu iki oy kabul edilir. Disiplin Kurulu kararlan kesindir. Şirket genel\nmüdürü veya yetki verdiği yardımcısı kurul kararını 5 gün içerisinde\nonaylar. Aksi halde karar düşer ve işçiye ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>d)Disiplini bozan fiillere işbu toplu iş sözleşmesinin ceza cetveline\nuygun olarak (tekerrür sırasına göre) ceza verilir. Bu cezalar dışında\nceza verilemez. Ceza cetvelinde belirtilmeyen suçların olması halinde\ncetvele uygun en yakın ceza verilir. Disiplini bozan bir fiile verilecek o\nfiilin karşılığı olan cezalar sırasıyla uygulanır.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin cezalan ihtar, gündelik kesimi ve işten çıkarmadan\nibarettir.\u003C\u002Fp>\n\n\u003Cp>1)İhtar; işçiyi görevinde dikkate davettir. İtiraz edilemez. İşçinin\nsiciline geçmez. Disiplin Kurulu karan ile verilenler ise sicile geçer.\u003C\u002Fp>\n\n\u003Cp>2)Gündelik kesimi; işçinin ücretinden 2 yevmiyesine kadar kesilmesidir.\nBu ceza işçinin aylık ücretinden her ay için bir gündelik tutarından\nfazla olmamak şartıyla uygulanır. İşçinin siciline geçer.\u003C\u002Fp>\n\n\u003Cp>3)İşten çıkarma; iş sözleşmesinin fesih edilmesidir. Disiplin\nKurulunca bu cezaya ancak % çoğunlukla karar verilir.\u003C\u002Fp>\n\n\u003Cp>f)Disiplin kovuşturmasını gerektiren fiilden zarar gördüğünü iddia\neden işveren\u002Fişveren vekilinin olayı veya olayın failini öğrendikleri\ntarihten itibaren 15 gün içerisinde disiplin kovuşturması açılmasına\nteşebbüs etmemeleri veya teşebbüs edilmekle beraber aşağıdaki bentlerde\nbelirtilen sürelerin aşılması halinde disiplin akim kalır. Ve işçiye\nceza verilmez.\u003C\u002Fp>\n\n\u003Cp>g)Disiplini bozan fiili öğrenen ilgili yetkili (7) gün içinde gerekli\nsoruşturma belgelerini hazırlayarak işçiyi disiplin kuruluna şevke yetkili\nmakama verir.\u003C\u002Fp>\n\n\u003Cp>1.Şevke yetkili makam, soruşturma belgelerinde eksik görülen konular var\nise (tanık ifadeleri, hakkında disiplin kovuşturması yapılacak kimsenin\nsavunması gibi) bunları tamamlayarak belgeleri en çok 6 işgünü içinde\nkurula sevk eder. İşçinin yetkili makamlarca kurula şevki halinde disiplin\nkurulunca işçide dinlenir. İşçinin yazılı savunmasının alınması ve\nher türlü delillerin toplanmasına imkân tanınması mutlak zorunludur.\nİşçinin yazılı savunması alınmaksızın verilen cezalar geçersizdir.\nİşçi savunmadan kaçınırsa toplanan delillerle yetinilir.\u003C\u002Fp>\n\n\u003Cp>2.Disiplin Kurulu, belgelerin kurula şevkini müteakip genel olarak 10 gün\niçinde olay hakkında gerekli incelemesini yaparak kararını verir. Ancak bu\nsüre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>h)İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 1 yıl içinde aynı fiili işlemesi halinde ceza\ncetvelinde gösterilen cezalar sırasıyla takdir olunur. 1 yıl içinde 3 defa\nceza alan bir işçinin aynı yıl içinde 4 fiili için ceza gerektiğinde bu\nfiil için verilmesi icap eden ceza, evvelki fiillerin nitelikleri ve verilen\ncezalarda nazara alınarak kurulda serbestçe takdir olunur.\u003C\u002Fp>\n\n\u003Cp>i)Disiplin kurulunca verilen karar, işçinin işten çıkarılmasına\nilişkinse disiplin kurulu kararının feshe yetkili makama tevdi tarihinden\nitibaren 3 işgünü geçtikten sonra iş sözleşmesinin feshi salâhiyeti\nkullanılamaz.\u003C\u002Fp>\n\n\u003Cp>j)Kurul kararları genel olarak yazılı ve nedenleri belirtilmek suretiyle\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz. İşçinin\nkurul kararlarına tebellüğden sakınması veya kararın tebliği esnasında\nterk suretiyle işyerinden ayrılmış olması halinde keyfiyet tutanakla\ntespit olunmak kaydıyla yukarıdaki tebliğ ve ilgili hükümlerin\nuygulanmasına gerek kalmaksızın hüküm ifade eder. İşçinin hastalık,\nizin, geçici askerlik gibi nedenlerle işyerinden ayrı bulunması halinde\nkendisine tebliğ yapılmazsa yasal ikametgâh adresine 6 iş günlük süre\nzarfinda taahhütlü mektupla, işçinin geçici görevli olarak işyeri\nmerkezi dışında bulunması nedeni tebliğ edilmezse işyeri merkezine\ndöndüğünde derhal hastanede yatan işçiye hastaneden çıktıktan sonra\ntebliğ edilir. Bu takdirde 6 iş günlük sürenin geçirildiği ileri\nsürülmez. Disiplin kurulu kararları işçinin gizli dosyasında saklanır.\nDisiplin Kurulu karan olmaksızın işçiye (ihtar cezası hariç) cezası\nverilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.BÖLÜM DEĞİŞİK HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE-51. EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Sendika, işverenden onay almak kaydıyla işçilerin ekonomik ve sosyal\nkültürlerini arttırmak, iş verimini yükseltmek, onları beden ve ruh\nsağlığını korumak için, belirli zamanlarda işverenle mutabakat\nsağlayarak, eğitim toplantıları düzenler.\u003C\u002Fp>\n\n\u003Cp>Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\nücretsiz olarak temin edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurar.\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika üyesi işçilerin belediyeye ait ücretli sosyal\nalanlar, kafeteryalar ve tesislerden normal ücretin yarı fiyatına\nyararlandırmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>İşyerinde şiddet ve tacizi önlemek, karşılıklı saygı ve insan\nonuruna dayanan bir çalışma kültürünü sağlamak ve aile içi şiddetin\netkileri konusunda farkındalık yaratmak için altı ayda bir işyerinde\nçalışan ve yöneticilere eğitim düzenlenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-52. DİNİ GÖREVLERİN İFASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>T.C. Anayasasının 24. maddesi gereğince herkes vicdan, dini inanç ve\nkanaat hürriyetine sahiptir. Kimse dini inanç ve kanaatinden dolayı\nsuçlanamaz. İşveren işçilerin dini inançlarını ifa maksadıyla din\nayrımı gözetmeksizin ferdi olarak yapılmayan haftalık ibadetleri için\ngerekli kolaylığı sağlar. Bu ibadetlerde geçen süreler iş süresinden\nsayılır. İşçilerin talepleri halinde Hacc’a gitmek isteyenlere 2 ay,\nUmre’ye gitmek isteyen işçileri ise 15 gün ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-53.TOPLU İS SÖZLEŞMESİNİN İS SÖZLEŞMELERİNE ETKİSİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasındaki mevcut iş sözleşmelerinin işçi aleyhine olan hükümlerinin\nyerini bu toplu iş sözleşmesi hükümleri alır. İşbu toplu iş\nsözleşmesinde düzenlenmeyen hususlar hakkında mer’i mevzuata aykırı\nolmamak kaydıyla iş sözleşmeleri her türlü hükümleri ihtiva eder.\nİşbu sözleşme hükümlerine yapılan atıflar muhtevaları sözleşmede yer\nalmasa bile bu hükümlerin bu sözleşmenin hükmü niteliğinde olduğunu\ngösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-54. SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmede açıkça yer almış bütün sosyal yardım konularında,\nişyerlerinde bugüne kadar ayni ve nakdi olarak daha yüksek bir uygulama veya\nişçi lehine daha değişik bir tatbikat varsa eski uygulamaya devam\nolunur.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde yer almayan, ancak süresi sona eren toplu iş\nsözleşmesinde mevcut sosyal hak ve mahiyetindeki yardımlar, ek ödemeler,\nprimler ve tazminatlar aynen devam edecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-55. TAYİN HAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel şiddet veya taciz\nolayı nedeniyle hayati tehlikesi olduğu\u002Ftehdit altında olduğu belgelenen,\nkendisini korumaya yönelik özel koruma tedbiri bulunan veya uzaklaştırma\nkararı olan işçinin, talebi üzerine uygun bir pozisyonun olması halinde\nidarenin inisiyatifi ile görev yeri değişikliği yapılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-56. MADDİ VE MANEVİ DESTEK ÖDEMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından, işyerinde şiddet ve tacize maruz kalan işçiye,\niş göremezlikle sonuçlanan psikososyal, fiziksel veya başka herhangi bir\nyaralanma veya hastalık durumunda 1 kereye mahsus 5.000.00 TL tutarında\nödeme yapılabilir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-57. ÇALIŞMA ŞEKLİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel şiddet veya taciz\nolayı nedeniyle hayati tehlikesi olduğu\u002Ftehdit altında olduğu belgelenen,\nkendisini korumaya yönelik özel koruma tedbiri bulunan veya uzaklaştırma\nkararı olan işçinin kısmi süreli, uzaktan çalışma, vardiyalı\nçalışma gibi esnek çalışma talebi yerine getirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-58. İS BARIŞININ SAĞLANMASI. ŞİDDET VE TACİZİN ÖNLENMESİ.\nİZLENMESİ KOMİSYONU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Komisyonun Amacı; İşyerinde işveren ve işçi arasında iyi ve dengeli\nçalışma koşullarını sağlamak, fiziksel, cinsel, ekonomik, siber,\nısrarlı takip, psikolojik taciz dahil tüm şiddet ve taciz olaylarını\nönlenmek ve izlenmektir.\u003C\u002Fp>\n\n\u003Cp>Komisyonun Kuruluşu; Bu komisyonun 3 üyesi işveren, 3 üyesi sendikanın\nbelirleyeceği kişilerden olmak üzere 6 kişiden oluşur. Komisyona asıl\nüye kadar yedek üye belirlenir. Komisyonun Başkanlığını işverenin\nbelirleyeceği bir üye yapar. Komisyon sekretaryası sendika tarafından\nyürütülür. Komisyon oy çoğunluğu ile karar verir. Oyların eşit olması\nhalinde komisyon başkanının oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>Komisyon en geç altı ayda bir, sekretaryanın belirleyeceği tarihte,\ndüzenli olarak toplanır. Toplantı gündemi sekretarya tarafından\nhazırlanır. Ayrıca Komisyon başkanı, sekreteri veya iki üyenin istemi ile\nolağanüstü olarak toplanır.\u003C\u002Fp>\n\n\u003Cp>Toplantı, komisyon üyelerinin çoğunluğu ile yapılır. Çoğunluğun\nsağlanmaması halinde toplantı bir hafta içinde çoğunluk aranmaksızın\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Komisyon Sekretaryasının Görevi; \u003C\u002Fp>\n\n\u003Cp>Komisyon Sekreteri;\u003C\u002Fp>\n\n\u003Cp>-Komisyon işlerini genel olarak planlanmak,\u003C\u002Fp>\n\n\u003Cp>-Komisyon üyelerinden her birinin toplantı gündemine alınmak üzere en\ngeç toplantı gününden 15 gün önce sunulan yazılı tekliflerden toplantı\ngündemini oluşturmak,\u003C\u002Fp>\n\n\u003Cp>-Toplantıda ele alınan konulara ilişkin tutanak tutmak, komisyon\nüyelerine imzalatmak ve çalışanların bilgisine sunmak.\u003C\u002Fp>\n\n\u003Cp>Komisyonun Görevleri;\u003C\u002Fp>\n\n\u003Cp>-İş barışının sağlanmasına yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>-İşyerinde şiddet ve tacize ilişkin başvuruları almak, gerekli\naraştırma ve incelemeleri yürüterek hazırladığı raporu işveren ya da\nişveren vekiline iletmek,\u003C\u002Fp>\n\n\u003Cp>-İşyerinde şiddet ve taciz algısını düzenli olarak incelemek,\nönleyici politikalar geliştirmek,.\u003C\u002Fp>\n\n\u003Cp>-İşyerinde şiddet ve tacize ilişkin verileri hazırlamak, erişilebilir\nbiçimlerde rehberlik, eğitim ve farkındalık oluşturma faaliyetleri\nyürütmek,\u003C\u002Fp>\n\n\u003Cp>-İşyerinde şiddet ve tacizi önlenmesi, karşılıklı saygı ve insan\nonuruna dayanan bir çalışma kültürünün sağlanması ve aile içi\nşiddetin etkileri konusunda farkındalık oluşturulması için altı ayda bir\nişyerinde çalışanlara ve yöneticilere yönelik eğitim düzenlemek,\u003C\u002Fp>\n\n\u003Cp>-İhtiyaç duyulması halinde, işyerinde\u002Fişletmede işveren\nyetkililerinden, konunun uzmanı olan çalışanlardan, işyeri sendika\ntemsilcilerinden, sendika yöneticilerinden ya da uzmanlarından, ilgili uzman\nveya akademisyenlerden görüş alabilir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE-1 : \u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin yürürlülük tarihinden itibaren meydana gelen tüm\nartış farkları imza tarihinden itibaren en geç 3 ay içerisinde\nödenecektir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE-2: \u003C\u002Fh3>\n\n\u003Cp>Eşine şiddet uyguladığı tespit edilen personelin maaşı ve tüm sosyal\nalacakları 6 ay boyunca eşine ödenir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE-3:\u003C\u002Fh3>\n\n\u003Cp>İşveren 2021 Türkiye Afet Eğitim yılı kapsamında Hak-iş ile\nİçişleri Bakanlığı arasında imzalanan protokol gereği AFAD yetkilileri\ntarafından Hizmet-iş sendikası üyelerine verilecek olan ücretsiz “Afet\nFarkındalığının Artırılması” eğitimlerinde gereken kolaylığı\nsağlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DİSİPLİN CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>\u003Cstrong>CEZA GEREKTİREN HALLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"338\">\u003Cp>\u003Cstrong>TEKERRÜR SAYISINA\n        GÖRE\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>\u003Cstrong>1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>EYLEM\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003Cstrong>2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>EYLEM\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>\u003Cstrong>3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>EYLEM\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>\u003Cstrong>4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>EYLEM\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003Cstrong>5.\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>EYLEM\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"574\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>İŞYERİ\n        DÜZENİNE AYKIRI FİİLLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>1. Bir saate kadar geç Gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>2. Bir saati aşan süre ile geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>3. Devamlı geç gelmeyi alışkanlık edinmek (6 ay\n        içerisinde geç gelmek suçundan 4 defa disiplin suçundan ceza\n        almış olmak kaydıyla)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>4. Bir gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>5. İki gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>6. Üç gün arka arkaya göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>7. Görevi yetersiz yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>8. Verilen görevi yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>9. Yazılı emre rağmen verilen görevi yapmamakta\n        ısrar etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>10. Görev saatinde özel işleri ile uğraşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>11. Disiplinsiz davranmak, iş sağlığı ve\n        güvenliği kurallarına uymamak, iş verimini aksatmak ve iş\n        barışını bozmak, mesai saatleri içinde, görevi olmadığı halde\n        görevini aksatacak şekilde sosyal medyayı kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>12. İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmek (1 ay içinde)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>13. İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmeyi alışkanlık haline getirmek (6 ay içinde 3 defa\n        disiplin cezası almak)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>14. İşyerinin korunması ile ilgili olanların\n        görev yerinde bulunmaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>15. İş saatlerinde gereksiz yere arkadaşlarını\n        meşgul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>16. İş başında, iş saatlerinde ve görev\n        başında uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>17. İş yerinde kavga etmek, küfür ve hakarette\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>5-10G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>18. İmza cetvelini imzalamamayı alışkanlık haline\n        getirmek, Personel Kontrol Devam Sistemini kullanmamayı alışkanlık\n        haline getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>19. Yönetimindeki aracı, idareden izin almaksızın\n        başkalarına kullandırmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>20. Yönetimindeki araç ve gereçlerin bakımı ve\n        temizliğine özen göstermemek ve hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>21. Göreve Alkollü veya Uyuşturucu madde kullanarak\n        gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3-10G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>22. İşyerinde alkollü içki kullanmak, kumar\n        oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>23. İşyerinde uyuşturucu madde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İÇ-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"575\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>İŞ\n        ARKADAŞLARINA KARŞI TUTUMU\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>24. Amirlerine karşı küfür veya saldırıda\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>25. İş arkadaşlarına karşı küfür veya\n        saldırıda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3-7G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>26. Gerektiği halde iş arkadaşlarına yardımcı\n        olmamak ve yardımcı olmamayı alışkanlık haline getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"575\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>İŞ\n        YERİ ARAÇ VE GEREÇLERİNE ZARAR VERMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>27. Yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>28. İşyerine sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>29. Araç ve gereçleri kontrol etmeden göreve\n        çıkmak ve bunlarla ilgili bozuklukları zamanında yetkiliye\n        bildirmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30.Teslim edilen araç ve gereçlerin yitirilmesine ya da\n        bozulmasına, hasarına neden olmak\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) İhmal\u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İ.Ç.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Ağır İhmal\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İ.Ç.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Kasıt\u003C\u002Ftd>\n      \u003Ctd>İ.Ç.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31.İçkili araç kullanmak\u003C\u002Ftd>\n      \u003Ctd>İ.Ç.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"575\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>ÇALIŞMA\n        AHLAKINA UYMAYAN DAVRANIŞLAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>32. İşyerine ait araç ve gereçleri görevi\n        dışındaki işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>33. Amir durumunda olup, çalıştırdığı\n        işçileri özel işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>34. Kendisine verilen yetki dışından iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>35. Görevi ile ilgili kasten yanlış bilgi vermek,\n        işi aksatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>36. Hasta olmadığı halde kendisini hasta\n        göstererek işi aksatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>37. a) Sınav sırasında kopya çekmek, yardım\n        almak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>b) Soru çalmak, sınav kâğıdı ve tutanaklarında\n        değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>38. Verilen görevi yapmadığı halde yapmış gibi\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>39. Sahte belge düzenlemek, belgede değişiklik\n        yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>40. Görevine ilişkin ve gizli kalması gereken\n        sırlan kasten açıklamak ya da bu sırları açıklayarak çıkar\n        sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>41. Hırsızlığa tam teşebbüs veya hırsızlık\n        yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>42. Rüşvet almak ya da vermeye tam teşebbüs veya\n        rüşvet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>43. İşe başlamayan işçiyi başlamış gibi\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>44. Yerine imza atmak ya da kartını bastırmak\n        suretiyle işe gelmeyen işçiyi gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"237\">\u003Cp>45. İş yerinde iş düzeni ve barışını bozacak\n        şekilde propaganda yapmak,. Sosyal medya platformları aracılığı\n        ile Türkiye Cumhuriyeti’ne, Devlet Erkânı’na, Kamu Kurum ve\n        Kuruluşlarına ve bunların yöneticilerine, işyeri bünyesinde\n        çalışan yönetici, amir ve çalışanlarının tamamına sözlü ve\n        yazılı hakarette bulunmak, işyeri etik kurallarına aykırı\n        faaliyetlerde bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>5-10G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>10-15G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>46. İşverenin verdiği kıyafeti giymemek\u003C\u002Ftd>\n      \u003Ctd>1G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>5G\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">47. Yukarı da sayılan eylem dışında kalıp da\n        Disiplin Kurulunca suç sayılan ve cezalandırılması gereken benzer\n        fiiller, Disiplin Kurulunca şuçun ağırlığı dikkate alınarak,\n        Ücretsiz izin( 1-60 gün), İhtardan İşten Çıkarmaya kadar ceza\n        verilebilir.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">48. Yukarı da sayılan eylem dışında kalıp da\n        Disiplin Kurulunca suç sayılan ve cezalandırılması gereken benzer\n        fiiller, İhtardan İşten Çıkarmaya kadar ceza verilebilir.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel\n        şiddet veya taciz olayı nedeniyle işçinin işinin kesintiye\n        uğraması ve buna bağlı olarak hakkında disiplin cezası verilen\n        işçinin, durumunu belgelemesi halinde cezası geri alınır.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">\u003Cstrong>KISALTMALAR\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">\u003Cstrong>İHTAR: İ\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">\u003Cstrong>GÜNDELİK(YEVMİYE) KESİMİ: G\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">\u003Cstrong>İŞTEN ÇIKARMA: İ.Ç\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbamemtrad":45,"trainingprogrammes":49,"trainingfund":52,"pensionfund":56,"contracttrial":60,"contracttrialperiod":63,"tempagency":67,"sicknesspay":71,"sicknessmaxdaysnr":74,"healthandsafetypolicy":78,"code_application":81,"protectiveclothing":85,"hivpolicy":89,"funeralpay":93,"funeralpaytype":96,"paidmaternityleave":100,"paidpaternityleave":104,"childcare":107,"deathrelativesleave":111,"marriageleave":115,"eqpay":119,"discrimination":123,"sexualhar":127,"WORKHOURS_trigger":131,"hourspweek_select":134,"PAIDLEAV_trigger":138,"holidaysdays":141,"TRADEUNLEAV_trigger":145,"tradeunleavdays":148,"WAGES_trigger":152,"LOWWAGE_provision":156,"wageincreasetype2":159,"ONCERISE_trigger":163,"incidentalbonustype2":166,"NOCTPREM_trigger":170,"OVERTIME_trigger":173,"SUNDAY_trigger":177,"sundayallowanceperc1":180,"SENIOR_trigger":184,"longserviceallowancedays1":188,"MEALALL_trigger":192,"mealvouchersamount":195,"COMMUTE_trigger":199,"commutingallowancetype":202},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2024 - 31.12.2026",{"bindId":46,"name":47,"text":48},"cbamemtrad","KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZM","KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ. ile\nHİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI)",{"bindId":50,"name":51,"text":51},"trainingprogrammes","MADDE-51. EĞİTİM",{"bindId":53,"name":54,"text":55},"trainingfund","Sendika, işverenden onay almak kaydıyla ","Sendika, işverenden onay almak kaydıyla işçilerin ekonomik ve sosyal\nkültürlerini arttırmak, iş verimini yükseltmek, onları beden ve ruh\nsağlığını korumak için, belirli zamanlarda işverenle mutabakat\nsağlayarak, eğitim toplantıları düzenler.\n\nSendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\nücretsiz olarak temin edilir.\n\nİşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurar.\n\nİşveren, sendika üyesi işçilerin belediyeye ait ücretli sosyal\nalanlar, kafeteryalar ve tesislerden normal ücretin yarı fiyatına\nyararlandırmayı kabul eder.\n\nİşyerinde şiddet ve tacizi önlemek, karşılıklı saygı ve insan\nonuruna dayanan bir çalışma kültürünü sağlamak ve aile içi şiddetin\netkileri konusunda farkındalık yaratmak için altı ayda bir işyerinde\nçalışan ve yöneticilere eğitim düzenlenir.",{"bindId":57,"name":58,"text":59},"pensionfund","c)İşçinin T.C. Emekli Sandığına bağlı ol","c)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri varsa\nbu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.",{"bindId":61,"name":62,"text":62},"contracttrial","MADDE-23. DENEME SÜRESİ",{"bindId":64,"name":65,"text":66},"contracttrialperiod","a)İşçiler işe alındıkları tarihten itiba","a)İşçiler işe alındıkları tarihten itibaren 2 aylık deneme süresine\ntabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi hiçbir\nşarta bağlı kalmaksızın iş sözleşmesini feshedebilir.",{"bindId":68,"name":69,"text":70},"tempagency","İşveren, esaslı sebepler olmadıkça tam s","İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimî işçi\nkarşısında geçici işçiye farklı işlem yapamaz.",{"bindId":72,"name":73,"text":73},"sicknesspay","C) HASTALIK YARDIMI",{"bindId":75,"name":76,"text":77},"sicknessmaxdaysnr","a)Hastalık nedeniyle istirahatli bulunan","a)Hastalık nedeniyle istirahatli bulunan işçilerin, SGK tarafından\nödeme yapılmayan günler için ücretleri ve diğer günler için ücretleri\nile diğer ödemeler işverence ödenir. Diğer günler için işçiye SGK’ca\nödenen meblağı işçi işverene iade eder ve SGK belgesini işverene verir.\nİşveren işçinin bu süreye ilişkin ücretini tüm sosyal hak ve sosyal\nyardımlarıyla birlikte tam olarak öder. İşveren ayrıca işçinin bu\ngünlere ilişkin SGK primlerini eksiksiz yatırır.",{"bindId":79,"name":80,"text":80},"healthandsafetypolicy","İŞ SAĞLIĞI ve GÜVENLİĞİ",{"bindId":82,"name":83,"text":84},"code_application","İş Sağlığı ve Güvenliği Kurulu: Bu kurul","İş Sağlığı ve Güvenliği Kurulu: Bu kurulun oluşumu, çalışma\nşekli ve görevleri 6331 sayılı İş Sağlığı ve Güvenliği Kanunun 22.\nmaddesine ve yine aynı kanunun 30. maddesi gereği çıkarılan İş\nSağlığı ve Güvenliği Kurulları Hakkındaki Yönetmelikle\nbelirtilmiştir.",{"bindId":86,"name":87,"text":88},"protectiveclothing","C.GİYİM YARDIMI İş güvenliği uzmanının ö","C.GİYİM YARDIMI\n\nİş güvenliği uzmanının önerisi doğrultusunda işin niteliğine göre\nişverence gerekli giyim ekipmanları temin edilir. İşçiler bu ekipmanları\nkullanmakla yükümlüdür.",{"bindId":90,"name":91,"text":92},"hivpolicy","İşveren ve işverenin hizmet aldığı Ortak","İşveren ve işverenin hizmet aldığı Ortak Sağlık Güvenlik Birimi her\nbir işçi için işyerinde sağlık dosyası bulundurur. Bu dosyada usulüne\nuygun işe başlama, periyodik muayenelerin sonuçları, işçinin geçirdiği\nmeslek hastalıkları, iş kazaları nedenlerini, sonuçlarını gösterir ve\ngerekli belgeleri içerir biçimde düzenlemeyi yapar. Gerektiğinde bu\nbilgileri sendikaya ve işçinin kendisine vermekle yükümlüdür.",{"bindId":94,"name":95,"text":95},"funeralpay","F) ÖLÜM YARDIMI",{"bindId":97,"name":98,"text":99},"funeralpaytype","b)Eşinin ölümü halinde NET 10.000,00-TL ","b)Eşinin ölümü halinde NET 10.000,00-TL\n\nc)İşçinin çocuklarının ölümü halinde NET 10.000,00-TL\n\nd)İşçinin anne ve babasının ölümü halinde NET 5.000,00-TL ölüm\nyardımı yapılır.\n\nBu yardımlar sözleşmenin 2. Döneminde ücret zammı oranında\narttırılarak ödenir.\n\nSözleşmenin 2. ve 3. yıllarında ücret zammı oranında artış\nsağlanır.",{"bindId":101,"name":102,"text":103},"paidmaternityleave","5)İşyerinde çalışan hamile kadın işçiler","5)İşyerinde çalışan hamile kadın işçilere doğum öncesi 8 hafta ve\ndoğum sonrası 8 hafta ücretli izin verilir.",{"bindId":105,"name":106,"text":106},"paidpaternityleave","4)Eşi doğum yapan işçiye 5 işgünü,",{"bindId":108,"name":109,"text":110},"childcare","6)Ana, baba, eş ve çocuğunun refakatini ","6)Ana, baba, eş ve çocuğunun refakatini gerektiren bakım ve ağır\nhastalığı halinde heyet raporunda refakat izni ve refakatçi ismi\nbelirtilmek şartıyla, işçilerin refakatçi olarak geçirdiği günler 1\nayı aşmamak kaydıyla ücretli izinli sayılır.",{"bindId":112,"name":113,"text":114},"deathrelativesleave","7)Ana, Baba, eş, kardeş ile öz veya bakı","7)Ana, Baba, eş, kardeş ile öz veya bakımları kendine ait olan üvey\nçocuklarının ölümü halinde 5 işgünü,",{"bindId":116,"name":117,"text":118},"marriageleave","1)Evlenen işçilere yazılı isteği üzerine","1)Evlenen işçilere yazılı isteği üzerine nikâh merasiminde 2\nişgünü, düğün törenlerinde 5 işgünü,",{"bindId":120,"name":121,"text":122},"eqpay","7.Çalışanlar için çalışma koşulları ve m","7.Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,",{"bindId":124,"name":125,"text":126},"discrimination","9.Çalışma saatleri iş ve özel hayatın uz","9.Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş\nkalitesi, becerilerin geliştirilmesi ve yeni beceriler kazandırılması,\nçalışma hayatı boyunca öğrenme ve kariyer fırsatları, demografik\ndeğişim, iklim değişikliği, iş yerinde her türlü ayrımcılık, ırk ve\nyabancı düşmanlığı ile mücadele edilmesi,",{"bindId":128,"name":129,"text":130},"sexualhar","B)Mobbing-İşyerlerinde Şiddet, Taciz ve ","B)Mobbing-İşyerlerinde Şiddet, Taciz ve Psikolojik Tacizin\nÖnlenmesi;\n\nÇalışma yaşamında fiziksel, cinsel, ekonomik, siber, ısrarlı takip,\npsikoloijk taciz (mobbing) dahil olmak üzere şiddet ve taciz\nuygulamalarının önlenmesi ve izlenmesi gerekmektedir.\n\nUluslararası Çalışma Örgütü (ILO)’nun C190 nolu sözleşmesine\ngöre; çalışma yaşamında “şiddet ve taciz” terimi fiziksel,\npsikolojik, cinsel veya ekonomik zararı amaçlayan, bunlarla neticelenen veya\nneticelenmesi muhtemel olan, bir defaya mahsus veya tekrarlanan, bir dizi kabul\nedilemez davranış veya uygulamaları veya bunlarla ilgili tehditleri ifade\neder ve cinsiyet eşitliğine dayalı şiddet ve tacizi de içermektedir.",{"bindId":132,"name":133,"text":133},"WORKHOURS_trigger","MADDE-27. NORMAL ÇALIŞMA SÜRESİ",{"bindId":135,"name":136,"text":137},"hourspweek_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre, idarenin düzenlediği\nşekilde uygulanır. Bu süreler aşılmamak ve günlük çalışma süresinin\nortalama bir zamanında bir saatten az olmamak üzere ara dinlenmesi verilmek\nşartıyla çalışma saatleri işin icabına göre işverence tanzim edilir.\nNormal çalışma yapılan işyerleri için Cumartesi akdi tatil ve Pazar\ngünü hafta tatilidir.",{"bindId":139,"name":140,"text":140},"PAIDLEAV_trigger","A) Yıllık Ücretli İzinler:",{"bindId":142,"name":143,"text":144},"holidaysdays","a)Hizmet süresi 1 yıldan 5 yıla kadar ol","a)Hizmet süresi 1 yıldan 5 yıla kadar olanlara fiilen büroda\nçalışanlar için 20 işgünü, fiilen büro dışında, açık alan ve saha\nçalışanları için 22 işgünü,",{"bindId":146,"name":147,"text":147},"TRADEUNLEAV_trigger","MADDE-10. SENDİKAL İZİNLER",{"bindId":149,"name":150,"text":151},"tradeunleavdays","B) İşyeri Sendika Bas temsilcisi ve Tems","B) İşyeri Sendika Bas temsilcisi ve Temsilci izinleri;\n\nİşyeri Sendika Baş temsilcileri ve Temsilcilerine işyerindeki işlerini\naksatmamak ve işyeri disiplinine aykırı olmamak şartıyla;\n\nİşyeri Sendika Baş Temsilcisine Haftada 10 saat (on) ayda 3 (üç) gün\nsendikal izin verilir.",{"bindId":153,"name":154,"text":155},"WAGES_trigger","6.BÖLÜMSOSYAL YARDIMLAR ve ÜCRETLER 2.KI","6.BÖLÜMSOSYAL YARDIMLAR ve ÜCRETLER\n\n2.KISIM: ÜCRETLER",{"bindId":157,"name":158,"text":158},"LOWWAGE_provision","MADDE-41.TABAN ÜCRET VE ÜCRET ZAMMI",{"bindId":160,"name":161,"text":162},"wageincreasetype2","2.YIL ÜCRET ZAMMI Sendika üyesi işçileri","2.YIL ÜCRET ZAMMI\n\nSendika üyesi işçilerin 01.01.2025 tarihinde almakta oldukları günlük\ntaban ücretlerine; 01.01.2025 tarihinden itibaren geçerli olmak üzere\nTürkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları\nEndeksi 2024\u002FAralık endeks sayısının, 2023\u002FAralık endeks sayısına göre\n(bir önceki yılın aynı ayına göre) artışı oranına 3 puan refah payı\nilave edilerek zam yapılacaktır.",{"bindId":164,"name":165,"text":165},"ONCERISE_trigger","MADDE-44 İKRAMİYE",{"bindId":167,"name":168,"text":169},"incidentalbonustype2","Her ay işçilere maaşlarına ilaveten 4 gü","Her ay işçilere maaşlarına ilaveten 4 günlük yevmiye(ikramiye)\nverilir. (Yıl içerisinde toplam 12*4=48 günlük yevmiye ikramiye\nverilir.)",{"bindId":171,"name":172,"text":172},"NOCTPREM_trigger","MADDE-26. GECE ÇALIŞMASI ve ÜCRETİ",{"bindId":174,"name":175,"text":176},"OVERTIME_trigger","MADDE-42. FAZLA SÜRELERLE ÇALIŞMA İLE FA","MADDE-42. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ",{"bindId":178,"name":179,"text":179},"SUNDAY_trigger","MADDE-43. TATİLLERDE ÇALIŞMA ve ÜCRETİ",{"bindId":181,"name":182,"text":183},"sundayallowanceperc1","Toplu iş sözleşmesi kapsamındaki işyerle","Toplu iş sözleşmesi kapsamındaki işyerlerinden normal çalışma\nyapılan işyerleri için pazar günü hafta tatilidir. Ancak Kamusal\ngereklilik ve işin devamlılığını gerektiren nedenlerden dolayı idarenin\nplanlı olarak uygun görmesi halinde hafta tatilini bir başka gün\nuygulayabilir. Vardiyalı çalışma yapılan yerlerde ise işçilerin\nçalışmaya başladığı 5. günü takip eden 6. gün akdi tatil ve 7. gün\nhafta tatilidir. İşveren zaruri görülen hallerde işin gereği akdi tatil\nve hafta tatili gününde çalıştırılan işçilere çalıştırılan beher\ngün metakip hafta içinde işçinin talebi ile 1 gün izin verilirse kendi\nyevmiyesine ilaveten 1 yevmiye müteakip hafta içinde işçi 1 gün izin\nyapmaz ise işçinin kendi yevmiyesine ilaveten 1.5 yevmiye öder.\n\nUlusal Bayram ve Genel Tatil Günlerinde çalışan işçilere,\nçalışılan beher gün için 3 yevmiye ödenir. İdari izinli sayılan\ngünlerde çalışan işçilere, çalıştığı gün kadar idarenin uygun\ngördüğü günlerde telafi izni kullandırılır.\n\nHafta tatili, Akdi Tatil, Ulusal Bayram ve Genel Tatil Günlerinde(idari\nizin verilen günlerde dahil) yapılan çalışmaların ücretleri aylık\nücretleri ile birlikte ve ücretin hak edildiği tarihten itibaren en geç 5\ngün içinde ödenir.\n\nAnılan Ulusal Bayram ve Genel Tatil Günlerinde ve İdari İzin ilan edilen\ngünlerde yapılacak çalışmalar önceden işçilere duyurulur. Duyuru\nyapılmayan işçiler çalışmamaları nedeni ile sorumlu tutulamazlar.",{"bindId":185,"name":186,"text":187},"SENIOR_trigger","MADDE-35. KIDEM TAZMİNATI. HESAPLANMASI ","MADDE-35. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ",{"bindId":189,"name":190,"text":191},"longserviceallowancedays1","1)Kıdem Tazminatı; İsçilerin iş sözleşme","1)Kıdem Tazminatı; \n\nİsçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 40 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler içinde aynı oran üzerinden ödeme\nyapılır. Ölüm hallerinde tazminat, kanuni mirasçılarına verilir. İş\nkazası nedeniyle ölen işçinin kıdem tazminatı 50 gündür.",{"bindId":193,"name":194,"text":194},"MEALALL_trigger","B-) YEMEK YARDIMI: ",{"bindId":196,"name":197,"text":198},"mealvouchersamount","Sendika üyesi işçilere fiilen çalıştıkla","Sendika üyesi işçilere fiilen çalıştıkları her gün için, 175,00-TL\nNET yemek yardımı yapılır.",{"bindId":200,"name":201,"text":201},"COMMUTE_trigger","D-) TAŞIT YARDIMI:",{"bindId":203,"name":204,"text":204},"commutingallowancetype","Mevcut uygulamaya devam edilir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KINYAYBEL İNŞAAT SANAYİ VE TEMİZLİK HİZMETLERİ LTD. ŞTİ. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.01.2024 - 31.12.2026 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Security, cleaning, homework\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Binaların genel temizliği  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HİZMET-İŞ Tüm Belediye ve Genel Hizmet İşçileri Sendikasi\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → 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        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 10000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → It depends on the duration of hospitalization days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Evet\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 36.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 993.03\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                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