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İŞLETME\u003C\u002Fp>\n\n\u003Cp>b)Zirai Levazım Makine ve Gıda Pazarlama Kooperatifi (Koop-Ticaret\nLevazım) Ltd. İdare Meclisi İŞVEREN\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>c)Kooperatif Görevlileri Sendikası (KOOP-SEN) SENDİKA\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Toplu İş Sözleşmesi SÖZLEŞME\u003C\u002Fp>\n\n\u003Cp>e)Zirai Levazım Makine ve Gıda Pazarlama Kooperatifi (Koop-Ticaret\nLevazım) Ltd.de görev yapan ve İşletmede EK 1 barem çizelgesinde saptanan\ngörevlerde bulunup ödenek alanlar MEMUR ve MUSTAHDEM\u003C\u002Fp>\n\n\u003Cp>f)Sendikaya aidat ödeyen İşletmedeki memur ve müstahdem ÜYE\u003C\u002Fp>\n\n\u003Cp>g)Memur ve Müstahdeme hizmet ve sorumluluklarına karşılık olarak\nödenen ve Ek 1 de belirtilen Baremler Asli Maaş + Hayat Pahalılığı BRÜT\nMAAŞ\u003C\u002Fp>\n\n\u003Cp>h)Tamamen geçici olarak görevlendirilen kişilerin gündelik, haftalık ve\naylık ödenekleri ÜCRET olarak anılacaktır.\u003C\u002Fp>\n\n\u003Ch3>2.AMAÇ:\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşme, işveren olarak Zirai Levazım Makine ve Gıda Pazarlama\nKooperatifi ( Koop-Ticaret Levazım) Ltd. ile Sendika olarak Kooperatif\nGörevlileri Sendikası (KOOP-SEN) arasında imzalanmış olup Sözleşmenin\ntaraflara yükleyeceği görev ve yetkileri ifa ve icrayı taahhüt eder\nnitelikleri ve aşağıdaki amaçları taşımaktadır.\u003C\u002Fp>\n\n\u003Cp>a)Tarafların karşılıklı hak ve sorumluluklarını saptayarak bunların\nuygulanmasını sağlamak ve taraflar arasında doğabilecek uyuşmazlıkların\nçözüm yollarını göstermek.\u003C\u002Fp>\n\n\u003Cp>b)İşletmenin seri ve etkili çalışmasını, refahını ve inkişafını\nsağlamak,\u003C\u002Fp>\n\n\u003Cp>c)Memur ve Müstahdemlere adil muamele yanında insanlık onuruna yaraşır\nuygun maaş ve sosyal menfaatler sağlamak.\u003C\u002Fp>\n\n\u003Cp>d)İşletme ile Sendika arasında çalışma barışı içerisinde\nistikrarlı, sakin ve ahenkli ilişkileri kurmak ve devam ettirmek.\u003C\u002Fp>\n\n\u003Ch3>3.SENDİKANIN TANINMASI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, Sendikayı, 1971 Sendikalar Kuralı madde 9 gereğince\nİşletmede çalışan üyelerin yasal temsilcisi olarak tanır.\u003C\u002Fp>\n\n\u003Ch3>4.SENDİKANIN TEMSİLİYETİ:\u003C\u002Fh3>\n\n\u003Cp>a)Sendika, İşletmenin tüm birimlerindeki üyeleri için yasalara göre\nsahip olduğu temsil yetkisini, yasalar ve bu sözleşme hükümleri gereğince\nkullanır.\u003C\u002Fp>\n\n\u003Cp>b)Bu sözleşmenin uygulanmasında Sendikayı, Genel Başkan ile Genel\nSekreter, ve\u002Fveya Merkez Yönetim Kurulu temsil eder.\u003C\u002Fp>\n\n\u003Cp>c)İşyeri kurullarınca seçilmiş olan delegelerin yetkili işyeri\ntemsilcisi de, işyerinde, sözleşmenin uygulanmasında Sendikayı temsil\neder.\u003C\u002Fp>\n\n\u003Ch3>5.İŞVERENİN UYGULAMADA TEMSİLİYETİ:\u003C\u002Fh3>\n\n\u003Cp>İşbu sözleşmenin uygulanmasında esas olarak İşletmeyi İşletmeler\nSekreteri temsil eder.\u003C\u002Fp>\n\n\u003Ch3>6.YÜRÜRLÜK VE SÜRE:\u003C\u002Fh3>\n\n\u003Cp>a)Sözleşme 1 Ocak 2023 tarihinde yürürlüğe girer ve 31 Aralık 2024\ntarihine kadar 24 ay yürürlükte kalır.\u003C\u002Fp>\n\n\u003Cp>b)1-Yürürlük süresi bitiminden 60 gün önce tarafların bu sözleşmeye\ndahil etmek istedikleri hususlar ve teklifler yazılı ve karşılıklı olarak\nsunulur. Sunulan teklifler vade bitiminden önce taraflar arasında müzakere\nedilir ve varılan anlaşma yeni sözleşmeye dahil edilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, ekonomik koşullar gerektirirse, sendika ve işveren 1.yılın\nsonunda sadece mali konuların yeniden tezekkürü için müzakere\nisteyebilir.\u003C\u002Fp>\n\n\u003Cp>2-Vade bitiminden önce müzakereler sonuçlandırılmazsa Sendikanın mali\nkonular içeren yeni teklif verme hakkı saklı kalacaktır.\u003C\u002Fp>\n\n\u003Cp>3-İşbu toplu iş sözleşmesinin tüm maddeleri birlikte okunur ve\nyürürlükte kalır. 6'a maddesinde belirtilen süre sona erdiğinde taraflar\narasında yeni bir anlaşma sağlanana kadar tüm maddelerde yer alan\nhükümlerin geçerli olacağını taraflar peşinen kabul ederler.\u003C\u002Fp>\n\n\u003Cp>c)Belirtilen süre içerisinde taraflarca herhangi bir teklif yapılmaması\nhalinde, Sözleşmenin yürürlük süresi otomatik olarak bir yıl\nuzatılır.\u003C\u002Fp>\n\n\u003Ch3>7.ANLAŞMAZLIKLARIN HALLİ:\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin uygulanmasından doğacak anlaşmazlıklar, Sendika ile\nİşletme arasında yapılacak müzakerelerle neticelendirilir.\u003C\u002Fp>\n\n\u003Ch3>8.SÖZLEŞME KAPSAMINA GİRENLER:\u003C\u002Fh3>\n\n\u003Cp>a)İşletmede çalışan ve de Sendikaya üye olan tüm memur ve\nmüstahdemler bu sözleşme kapsamına girer.\u003C\u002Fp>\n\n\u003Cp>b)Sözleşmenin sağladığı menfaatlerden sendika üyeleri yararlanır,\nüye olmayanlar yasal hakların ötesinde menfaat alamazlar.\u003C\u002Fp>\n\n\u003Ch3>9.SÖZLEŞME KAPSAMI DIŞINDA KALANLAR:\u003C\u002Fh3>\n\n\u003Cp>İştirakler Kordinatörü ve Sekreter sözleşme kapsamına girmezler.\u003C\u002Fp>\n\n\u003Ch3>10.İŞVEREN TEMSİLCİLERİ:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>a) Sendika üyesi tüm Müdürler, İşveren temsilcisi olarak greve\nkatılamaz. Müdür veya Müdür olmayan birimlerde Müdür Muavini veya\nMüdür Vekili, bunların olmaması halinde ise ünite sorumlusu greve\nkatılmaz ve görevi başından ayrılmaz.\u003C\u002Fp>\n\n\u003Cp>b)Grev kırıcılığı yapamaz.\u003C\u002Fp>\n\n\u003Cp>c)Üyelik haklarından doğan yasal katılımlardan cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>d)Grev esnasında Personel istihdamı yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>BÖLÜM II\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>SENDİKAL GÜVENCELER:\u003C\u002Fh2>\n\n\u003Ch3>11.SENDİKA YÖNETİCİLERİNİN GÜVENCELERİ:\u003C\u002Fh3>\n\n\u003Cp>İşletme, Sendikalar kanununun hükümleri uyarınca, Sendikanın yönetici\nve temsilcilerini, Sendikacılık görevini yapmaktan ötürü işten\nçıkaramaz. İşini ve işyerini değiştiremez ve disiplin cezası ile\ncezalandıramaz. Sendika yönetici ve temsilcileri sendikacılık görevlerini\nİşletme mesai saatleri haricinde yapmak zorundadır. Ancak; işleri\naksatmamak kaydı ile Sendika Merkez Yönetim Kurulu Üyeleri bu kısıtlamaya\ntabi değildir.\u003C\u002Fp>\n\n\u003Ch3>12.ÜYELERİN GÜVENCELERİ:\u003C\u002Fh3>\n\n\u003Cp>a)Sendika üyelerinin ödenekleri gündelik, haftalık ve aylık olarak\nödenir. Sendika Üyeleri disiplin kurulları kararı dışında ödenek\nindirimi cezası ile cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>b)İş ve Sendikalar Kuralı veya genel mevzuat ile İşletme mevzuatı ve\nbu sözleşmede yazılı haller dışında Sendika Üyelerinin hizmet akitleri\nfeshedilemez; aylık ve diğer hakları ellerinden alınamaz ve\nkısıtlanamaz.\u003C\u002Fp>\n\n\u003Cp>c)Sendika üyeleri kişisel işlerde çalıştırılamaz, çalışmaya\nzorlanamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>13.TARAFLARIN YAZILARI CEVAPLAMASI:\u003C\u002Fh3>\n\n\u003Cp>Tarafların birbirlerine yazacakları yazılar, en geç on beş gün\niçerisinde cevaplandırılır.\u003C\u002Fp>\n\n\u003Ch3>14.İŞLEME YAYINLARI İLE PERSONEL TAYİNİ, AYRILMASI VE NAKİLLERİN\nSENDİKAYA DUYURULMASI:\u003C\u002Fh3>\n\n\u003Cp>a) İşletme tarafından personel ile ilgili yayınlanacak genel\ntalimatname, genelge ve yönetmelikler yayınladığı tarihte bilgi için\nsendikaya gönderilir.\u003C\u002Fp>\n\n\u003Cp>b)İşletme, işe yeni giren memur ve müstahdemlerin isim ve statülerini,\nişten ayrılanların isimlerini, nakil edilenlerin eski ve yeni iş yerlerini,\nayni gün yazı ile sendikaya duyurur.\u003C\u002Fp>\n\n\u003Ch3>15.DUYURU TAHTASI:\u003C\u002Fh3>\n\n\u003Cp>Her işyerinde sendikanın ilan, bildiri ve yayınlarının asılacağı,\nebatları daha önce taraflarca tespit edilmiş bir duyuru tahtası bulunur.\nDuyuru tahtalarının sağlanması ve sorumluluğu sendikaya ait olup anahtarı\nişyeri temsilcisinde bulunur. Duyuru tahtası, işyerlerinde, sendika\nüyelerinin görebileceği ve müşterilerin göremeyeceği ve İşletmece\nuygun görülecek bir yerde bulunur.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM III\u003C\u002Fh2>\n\n\u003Ch2>İŞE ALMA-DENEME-İŞTEN AYRILMA FAZLA ÇALIŞMA ESASLARI VE ÖDENEKLERİ\nÇALIŞMA SAATLERİ\u003C\u002Fh2>\n\n\u003Ch3>16.GÖREVE ALINMA ŞARTLARI:\u003C\u002Fh3>\n\n\u003Cp>a)Göreve alınmalar Kooperatif in İdare Heyetince Kadro Organizasyon\nYönetmeliğine uygun olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>b)İşletmede çalışırken ölen veya emekli olan çalışanın eş veya\nçocuklarına diğer müracaatçılara tercihen işe alımlarda öncelik hakkı\nverilebilir.\u003C\u002Fp>\n\n\u003Ch3>17.KAMU GÖREVİNDEN EMEKLİ OLANLARIN İŞLETMEDE İSTİHDAMI:\u003C\u002Fh3>\n\n\u003Cp>Kamu görevinden emekli olanlar hiçbir surette İşletmede istihdam\nedilemez.\u003C\u002Fp>\n\n\u003Ch3>18.MALULLERİN TEKRAR İŞE ALINMASI:\u003C\u002Fh3>\n\n\u003Cp>a)Görev esnasında malul duruma düşüp de İşletmeden ayrılmak\ndurumunda kalan memur veya müstahdem, Sağlık Kurulu raporu ile\nçalışabilirliğini belgeler ve çalışma isteminde bulunursa eski işine\nveya uygun diğer bir işte işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>b)Malullük nedeniyle çalışamadığı süre hariç iki yıl içerisinde\ntekrar göreve dönerse çalışacağı yıllar malullükten önceki hizmet\nyılları ile birlikte hesaplanır. Şu şartla ki; işten ayrılırken\naldığı Kıdem Tazminatı\u002F Zorunlu Tasarruf Hesabı faizleri ile birlikte\nİşletmeye iade edecektir.\u003C\u002Fp>\n\n\u003Ch3>19.DENEME DEVRESİ:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>a)İşletme ve ona bağlı birimlere alınan herhangi bir memur veya\nmüstahdem Kadro Organizasyon Yönetmeliğine uygun olarak denemeye tabi\ntutulur. Ancak mevsimlik işler için tamamen geçici olarak istihdam edilen\n(Kadrosuz) memur ve müstahdemler bu madde amaçları bakımından kapsam\ndışıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b.) Deneme devresindeki memur ve müstahdemlerin izinleri devamlı kadroda\nbulunan memur ve müstahdemlerin izin haklarına eşittir. Ancak bu izinlerin\nkullanılması, çalışılan müddete orantılı olarak verilir.\u003C\u002Fp>\n\n\u003Cp>c)Deneme devresindeki memur ve müstahdemlere en az asgari ücret ödenir.\nEk mesaileri, aldıkları maaş üzerinden hesaplanır. Bu devrede kendilerine\nİhtiyat Sandığı ve Sosyal Sigortanın yasal menfaatleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>d)Mevsimlik işler için ve tamamen geçici olarak ve sabit ödenekle\nistihdam edilen memur ve müstahdemler hayat pahalılığı dışında yasalar\nile tespit edilen diğer menfaatlerden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>e)Deneme devresindeki memur ve müstahdemler, bu sözleşmenin sağladığı\nmenfaatlerden deneme devresinin sona ermesi ile yararlanmaya başlarlar.\nYararlanma geriye dönük olmaz.\u003C\u002Fp>\n\n\u003Cp>f)Tamamen geçici ve mevsimlik işler için istihdam edilen memur ve\nmüstahdemler altı aydan fazla geçicilik statüsünü devam ettiremez. Altı\naydan sonra geçici statüdeki personel daimi kadroya alınır veya işten\ndurdurulur, işten durdurulan geçici personel hiçbir sürette geçici olarak\ntekrardan işe alınamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>20.YAŞ HADDİ NEDENİYLE GÖREVİN SONA ERMESİ:\u003C\u002Fh3>\n\n\u003Cp>a)İşletmede 60 yaşını tamamlamış olan memur ve müstahdemlerin\ngörevi sona erer ve hiçbir surette yeniden istihdam edilemez.\u003C\u002Fp>\n\n\u003Cp>b)Yaş bildiriminde işverene kasıtlı olarak yanlış beyan veren herhangi\nbir memur veya müstahdem disiplin suçu işlemiş olur ve Personel Disiplin\nYönetmenliğine uygun işleme tabi tutulur.\u003C\u002Fp>\n\n\u003Ch3>21.FAZLA ÇALIŞMA ESASLARI VE ÖDENEKLERİ:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Memur ve müstahdemlere, normal mesai saatleri dışında yaptıkları mesai\niçin çalışanlara 1'e 1.10 ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>a)Vardiya usulü ile çalışan işyerlerinde gece vardiyası ödenekleri\n%20 zamlı olarak 20.00-06.00 saatleri arasındaki vardiya mesaisine\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Fazla mesai ödeneklerinden, Müdür mevkiinden aşağı mevkilerde görev\nyapanlar yararlanırlar. İşin niteliğine göre Müdürlere Sekreterin onayı\nile ek tahsisat ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Fazla mesai, ancak Sekreter ve Sekreterce yetkili kılınan müdürün\nçağrısı üzerine yapılır ve tazmin edilir.\u003C\u002Fp>\n\n\u003Cp>d)Ek mesailerden tüm yasal kesintiler yapılır.\u003C\u002Fp>\n\n\u003Cp>e)Saat 19.00'dan sonra normal ek mesai çalışanların dışında acil\nvakalar için göreve çağrılan personele, 1 saatten az görev yapması\nhalinde 1 saat ek mesai ödeneği verilir.\u003C\u002Fp>\n\n\u003Cp>f)Ek mesai ödenekleri brüt maaş üzerinden ödenir.\u003C\u002Fp>\n\n\u003Cp>g)Zorunlu hallerde ek mesaiye çağrılan taşradan gelen personelin\nikametgahlarına dönüş olanakları bulunmaması hallerinde İşletme\nçalışan personelin ikametgahlarına dönüşü için gerekli kolaylığı\nsağlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>h)Hafta sonu tatili veya resmi tatil günlerinde her fazla saat çalışma\niçin verilecek ücret normal günlük çalışma ücretinin saat başına\ndüşen miktarın 1'e 1.5 yükseltilmesi sureti ile ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>22.ÇALIŞMA SAATLERİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>a)Memurların haftalık çalışma süreleri 38, Müstahdemlerin haftalık\nçalışma süreleri 40 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Taraflar İşletmenin içinde bulunduğu yoğun rekabet ortamının\nidrakinde olarak toplam haftalık çalışma saatlerine dokunulmamak kaydıyla\nmesai saatlerinin, işin gereklerine göre birbirleriyle istişare ve\nişbirliği içinde yeniden düzenler.\u003C\u002Fp>\n\n\u003Cp>c)Görevli odacılar, mesai saatlerinin başlamasından 15 dakika önce\ngöreve gelir ve mesai saatlerinin bitişinden 15 dakika sonra ayrılırlar.\nGörevli olmayan odacılar ise 10 dakika önce göreve başlarlar ve mesainin\nbitişinden 10 dakika sonra görevden ayrılırlar. Haftalık mesai saatleri 5\ngün esasına göre saptanılan yerlerde Cumartesi ve Pazar günleri tatil\ngünleri addedilir. Bu günlerde çalışmak zorunda olan memur ve\nmüstahdemlere görev ve sorumluluklarına bakılmaksızın Sekreterin onayı\nile özel tahsisat ödenir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM IV SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Ch3>23.13. MAAŞ İKRAMİYESİ:\u003C\u002Fh3>\n\n\u003Cp>a)Tüm çalışanlara 12. ay sonunda 13. Maaş ikramiyesi verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) 13. maaş çalışanın yılsonu aldığı asli maaş, hayat\npahalılığı tahsisatı toplamına eşittir.\u003C\u002Fp>\n\n\u003Cp>c)13. maaştan yalnız yasal kesintiler yapılır.\u003C\u002Fp>\n\n\u003Cp>d)1. Görevden yılsonundan önce ayrılan çalışanlar bu haktan\norantılı olarak yararlanır.\u003C\u002Fp>\n\n\u003Cp>2. Bir yılını doldurmayan çalışan bu haktan orantılı olarak\nyararlanır.\u003C\u002Fp>\n\n\u003Ch3>24.İŞ GİYSİSİ YAPMA MÜKELLEFİYETİ:\u003C\u002Fh3>\n\n\u003Cp>İşletmede, hizmetinde bulunan ve resmi üniforma veya iş giysisi giymek\nzorunluluğu veya ihtiyacında olan müstahdemlere (odacılar dahil),\nişyerlerinin özelliğine göre ve gereksinme duyulan miktarda giysi\nyaptırılır.\u003C\u002Fp>\n\n\u003Ch3>25.MİNİBÜS ÇALIŞTIRILMASI:\u003C\u002Fh3>\n\n\u003Cp>Memur ve müstahdemlerin iskan bölgeleri, çalıştıkları iş yerinden\nuzaksa ve kolektif seyahate uygunsa, bu gibi hallerde İşletme memur ve\nmüstahdemlerinin otobüs duraklarında beklememelerini sağlamak için\nminibüs çalıştırılabilir.\u003C\u002Fp>\n\n\u003Ch3>26.TAŞINMA ÖDENEĞİ:\u003C\u002Fh3>\n\n\u003Cp>a)Yer değiştirme işlemleri sonucu görevli bulunduğu yerden başka bir\ngörev yerine taşınmak zorunda bulunan İşletme personelinin eşyasını ve\nailesini atandığı yeni görev yerine taşımak amacıyla, yaptığı\ntaşıma giderleri, harcamaların belgelendirilmesi koşuluyla İşletmece\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>b)Görev yerini değiştiren personelin ev eşyalarının İşletme\naraçları ile taşınması halinde, personele yalnız ailesini taşımak\namacıyla yaptığı giderlerin tutarı ödenir.\u003C\u002Fp>\n\n\u003Ch3>27.EVLİLİK, DOĞUM, ÖLÜM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>İşletmede çalışan her personele\u003C\u002Fp>\n\n\u003Cp>a)Evlenmesi halinde Asgari ücretin 1\u002F2' si kadar,\u003C\u002Fp>\n\n\u003Cp>b)Eşinin veya kendisinin doğum yapması halinde Asgari ücretin 1\u002F3' ü\nkadar,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>c)Eşinin veya çocuklarının ölmesi halinde 1\u002F3' ü kadar yardım\nyapar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>28.a) BAYRAM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>İşveren Şeker ve Kurban Bayramlarından önce her bayram için Asgari\nÜcretin 1\u002F3' ü kadar bayram yardımı yapar.\u003C\u002Fp>\n\n\u003Ch3>b)EĞİTİM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, personele, yüksekokulda öğrenim gören her çocuğu için\nyılda bir kez Ekim ayı sonunda Asgari Ücretin 1\u002F3'ü kadar tahsil yardımı\nyapar.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM V\u003C\u002Fh2>\n\n\u003Ch2>PRİMLER VE TAHSİSATLAR\u003C\u002Fh2>\n\n\u003Ch3>29.AMBAREMİNİ PRİMLERİ:\u003C\u002Fh3>\n\n\u003Cp>a)Ambareminleri, ambarları ile ilgili olarak tüm eksikliklerden\nsorumludurlar. Bu gibi eksiklikler aylık maaşlardan kesilir. Ambarlarında\nbulunacak fazlalıklar İşletmeye ait olup bundan hak talep edemezler. Bu\nsorumluluklarına karşılık kendilerine aylık olarak 1,125.00-TL prim\nödenir.\u003C\u002Fp>\n\n\u003Cp>b)Yıllık izinlerini kullanan veya 20 günden fazla kesintisiz hastalık\nizni alanlar bu süre için primlerinden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>c)Ambaremini primleri yılsonunda yıllık olarak ödenir. Bu görevden\nayrılanlar primlerini işlemiş oldukları süreye orantılı olarak\nödenirler.\u003C\u002Fp>\n\n\u003Ch3>30.OPERATÖR PRİMİ:\u003C\u002Fh3>\n\n\u003Cp>Fiilen İşletmede operatörlük yapan tüm personele ayda 250.00 TL prim\nöder. Bu ödeneğin kime veya kimlere yapılacağını ilgili Şube Müdürü\nusulünce önerir ve Sekreter onayı ile uygulanması yapılır.\u003C\u002Fp>\n\n\u003Ch3>31.TAHSİL VE İMTİHANLARLA İLGİLİ TEŞVİK İKRAMİYESİ:\u003C\u002Fh3>\n\n\u003Cp>a)İşletme Yönetim Kurulu; İşletmenin akademik seviyesinin\nyükseltilmesi için hangi konularda ihtisasa önem verileceğini, en geç\naltı ay içinde saptar. İşletme menfaatlerini ilgilendiren konularda imtihan\ngeçen personele maaşının %25'i kadar prim ödenir.\u003C\u002Fp>\n\n\u003Cp>b)İşletme İdare Heyetinin uygun göreceği kursa ve\u002Fveya sınava\nkatılıp başarılı olan personele, her kurs ve\u002Fveya sınav için maaşını\naşmamak kaydı ile İşletme İdare Heyetinin uygun göreceği ikramiye\nödenir.\u003C\u002Fp>\n\n\u003Cp>c)Yüksek lisans eğitimi gören personele derslerini takip edebilmesi\niçin, teşvik edilecek programına uygun olarak eğitim gördüğü süre\nzarfında ders günlerinde İşletmece mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>d)Yüksek lisans eğitimini tamamlayıp mezun olan personele maaşı kadar;\nlisans eğitimini tamamlayıp mezun olan personele maaşının yarısı kadar\nikramiye verilir.\u003C\u002Fp>\n\n\u003Cp>32.Lisans eğitimini tamamlayıp mezun olan Memur2, Ambaremimi2 ve\nTeknisyen2 statüsündeki personel Memur, Ambaremini1 ve Teknisyen1\nstatüsüne(uygun barem basamağına) geçirilir.\u003C\u002Fp>\n\n\u003Ch3>33.ŞOFÖRLERİN KULLANACAĞI ARAÇLAR:\u003C\u002Fh3>\n\n\u003Cp>Şoförlere verilen araçlar trafik kurallarına uygun olacaktır. Trafik\nkurallarına uygun olmayan araçlarla şoförlerin iş yapması mecburi\ndeğildir.\u003C\u002Fp>\n\n\u003Ch3>34.YIPRANMA PRİMİ ve SAĞLIK KONTROLÜ :\u003C\u002Fh3>\n\n\u003Cp>a)Sağlığa zarar verici nitelikteki (Zirai ilaç vs.) gibi işlerde\nçalışan personele ayda 650.00 TL Yıpranma primi ödenir. Yıpranma Primi\nödeneği esas maaş muamelesi görmez.\u003C\u002Fp>\n\n\u003Cp>b)Sağlığa zarar verici nitelikteki (Zirai ilaç vs.) gibi işlerde\nçalışan personel en az yılda bir kez sağlık kontrolünden geçirilir.\u003C\u002Fp>\n\n\u003Ch3>35.LİYAKAT TAHSİSATI:\u003C\u002Fh3>\n\n\u003Cp>Maaş baremlerinin sonuna ulaşan ve terfi imkanı olmayan memur ve\nmüstahdemlere, hizmet yılları içerisindeki üstün başarıları, sicil\nkayıtları ile saptamak koşuluyla, barem tavanları 2 barem içi artışa\nkadar artırılabilir. \u003C\u002Fp>\n\n\u003Ch3>36.YOLLUK VE TAHSİSATLAR:\u003C\u002Fh3>\n\n\u003Cp>K.K.T.Cumhuriyetin'de Kamu görevlilerine uygulanmakta olan dahili ve harici\nseyahatler karşılığı kıstas yolluk ve tahsisat ödenir.\u003C\u002Fp>\n\n\u003Ch3>37.HAYAT PAHALILIĞI:\u003C\u002Fh3>\n\n\u003Cp>İşletme, memur ve müstahdemlere Hükümetin saptayıp ve uyguladığı\nhayat pahalılığı ve\u002Fveya hayat pahalılığı avansını aynen öder.\nHükümet, hayat pahalılığının tümünü veya herhangi bir bölümünü\nmaaşlara konsolide ederse İşletme de aynı oran üzerinden konsolide etmeyi\nkabul eder.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM VI İHTİYAT SANDIĞI\u003C\u002Fh2>\n\n\u003Ch3>38.İHTİYAT SANDIĞI:\u003C\u002Fh3>\n\n\u003Cp>a)Kuzey Kıbrıs Türk Cumhuriyeti İhtiyat sandığı kanunu gereğince\nişletme tüm memur ve müstahdemlerine ihtiyat sandığı menfaati sağlar.\u003C\u002Fp>\n\n\u003Cp>b)Memur ve Müstahdemlerin Sandığa ödediği prim %5, İşletmenin\nödediği depozito tahsilatı %5'dir.\u003C\u002Fp>\n\n\u003Cp>c)Deneme devresindeki Memur ve Müstahdemler(geçici ücretliler) prim ve\ndepozito tahsisatı %5' dir.\u003C\u002Fp>\n\n\u003Ch3>39.PERSONEL TAZMİNAT FONU YÖNETMELİĞİ VE KISTASLAR:\u003C\u002Fh3>\n\n\u003Cp>Kıbrıs Türk Kooperatif Merkez Bankası Ltd.'in bünyesinde Personel\nTazminat Fonu ismi altında bir fon oluşturulur ve bu fon işveren Mali\nMesuliyet (Employers Liability) Sigortasının yerini alır. Bu fonun maddeleri\nve kıstasları ektedir (EK II).\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM VII İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>40.YILLIK ÖDENEKLİ İZİNLER:\u003C\u002Fh3>\n\n\u003Cp>a) İşletmede çalışan tüm memur ve müstahdemlerin yıllık ödenekli\nizinleri aşağıdaki gibidir:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>HİZMET YILLARI\u003C\u002Ftd>\n      \u003Ctd>MEMUR VE MÜSTAHDEM\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 Yıl- 5 Yıl\u003C\u002Ftd>\n      \u003Ctd>20 iş günü\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 Yıl- 10 Yıl\u003C\u002Ftd>\n      \u003Ctd>23 iş günü\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 Yıl- 20 Yıl.\u003C\u002Ftd>\n      \u003Ctd>26 iş günü\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20 Yıl ve üzeri\u003C\u002Ftd>\n      \u003Ctd>32 iş günü\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>b)İzinler münavebe usulüyle, teker teker veya toplu olarak bir program\ntahtinde yıllık olarak verilebilir.\u003C\u002Fp>\n\n\u003Cp>c)İşletme takdir edeceği zaman zaruri hallerde yıllık izinlerin\nverilmesini geciktirebilir veya iznini kullanmakta olan bir memur veya\nmüstahdemi göreve çağırabilir veya iznini yeniden tanzim edebilir.\u003C\u002Fp>\n\n\u003Cp>d)Bir memur veya müstahdemin ertesi yıla aktarabileceği izin günleri 50\niş gününü aşamaz. Ancak 50 iş gününü aşan izin günleri Yönetim\nKurulu kararı ile bir sonraki yıla aktarılabilir.\u003C\u002Fp>\n\n\u003Cp>e)İşletme çalışanlarının senelik iznini mutlak kullanmasını teminde\nsene başında yapacağı programla düzenleyici fonksiyon oynar.\u003C\u002Fp>\n\n\u003Cp>f)Yıllık izinden fazla kullanılan günler ertesi yılın izin\ngünlerinden tenzil edilir. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>41.DİNİ, MİLLİ VE RESMİ TATİLLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşletme ve ona bağlı birimlerde çalışan tüm memur ve müstahdemler,\nKuzey Kıbrıs Türk Cumhuriyeti Resmi Tatil Günleri Yasasında belirtilen\ntatil günlerinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Dini bayramlarda, tüm personel ihtiyaçlarını karşılayabilmesi için\nArife günleri saat 12.00'de serbest bırakılır.\u003C\u002Fp>\n\n\u003Ch3>42.ÖZÜR İZİNLERİ:\u003C\u002Fh3>\n\n\u003Cp>İşletmede çalışan tüm memur ve müstahdemlere aşağıdaki hallerde ve\nkarşılarında belirtilen süreler için özür izni verilir:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)Evlenmesi halinde3gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>b)Eşinin doğum yapması halinde3gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c)Eşinin, çocuğunun, ana, baba veya kayınpeder. kayınvalide veya\nkardeşlerinden birinin ölümü\u003C\u002Fp>\n\n\u003Cp>halinde 3gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Kadın çalışanların çocuğununhastalanması halinde 5 gün\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>e)1- Doğum yapan anneye doğum tarihinden itibaren 9 ay süreyle her gün 1\nsaat sabah ve 1 saat ös. sonra olmak üzere günde 2 saat emzirme izni\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2-İşveren emzirme izin hakkını kullanan kadın çalışanların yukarda\nbelirtilen emzirme izni sürelerini iş saatleri içerisinde ve herhangi bir\nücret kesintisi yapmadan vermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>3-Kadın çalışan emzirme izin sürelerini iş gününün sabah ve\nöğleden sonraki periyotlarının hangi saatlerinde kullanacağını önceden\nişverene bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>Takvim yılı içinde kullanılan özür izinleri yı llı k ücretli izin\nsüresine mahsup edilemez. Özür izinleri maksada uygun olarak kullanılır ve\ngerekli bilgiler ibraz edilir.\u003C\u002Fp>\n\n\u003Ch3>43.SINAV İZİNLERİ:\u003C\u002Fh3>\n\n\u003Cp>İşletmenin akademik seviyesinin yükseltilmesi için Bankacılık,\nİşletmecilik, Sigortacılık, Pazarlama ve Lisan konularında sınava\nkatılmak için iki gün sınav arifesinde ve sınav süresince izin\nverilir.\u003C\u002Fp>\n\n\u003Ch3>44.SENDİKA TEMSİLCİ VE GÖREVLİLERİNE TANINACAK İZİN:\u003C\u002Fh3>\n\n\u003Cp>İşletme Sendika temsilci ve görevlilerine aşağıdaki izinleri\nsağlar:\u003C\u002Fp>\n\n\u003Cp>a)İşyeri Kurulu için senede bir defa olmak üzere memur ve müstahdemlere\nçalışma saatlerinde izin verilir.\u003C\u002Fp>\n\n\u003Cp>b)İşletme, Sendikanın iki temsilci veya görevlisine uluslararası\nsendika toplantılarına veya bir üst kuruluş toplantılarına katılmak\nüzere her üç yılda bir olmak üzere toplantı süresince ödenekli izin\nhakkı tanır.\u003C\u002Fp>\n\n\u003Cp>c)İşletme Sendikal açıdan kullanılmak üzere. Merkez Yönetim Kurulu\nüyelerine yılda 6 gün izin verir.\u003C\u002Fp>\n\n\u003Cp>d)Olağanüstü hallerde yukarıdaki süreye bakılmaksızın Sekreterden de\nizni alınmak suretiyle Sendika yönetici ve temsilcileri iş yerlerinde\ntoplantı yapabilecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>45.HASTALIK İZİNLERİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Aşağıdaki gibi düzenlenir. İşletme memur ve müstahdemlerinin bir\ntakvim yılı içinde 15 gün kesintili hastalık izni kullanma hakkı\nvardır.\u003C\u002Fp>\n\n\u003Cp>A)Kesintili Hastalık İzinleri:\u003C\u002Fp>\n\n\u003Cp>1)Görevlerine hastalık nedeni ile gelemeyen memur ve müstahdemlerin en\nerken zamanda ve mümkünse aynı gün şube müdürüne doktor raporu ibraz\netmeleri gerekir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>2)Bu şekilde alınan kesintili izinler bir takvim yılında 15 günü\naşamaz. 15 günün üzerindeki kesintili hastalık izinleri memur ve\nmüstahdemin yıllık izinlerinden kesilir.\u003C\u002Fp>\n\n\u003Cp>B)Kesintisiz Hastalık İzinleri: 15 günü aşan kesintisiz hastalık\nizinleri için İşletme ilgili memur veya müstahdemi Devlet Sağlık Kuruluna\nsevk eder. Kurulun vereceği rapora göre, kesintisiz hastalığın\nbaşladığı tarihten itibaren bir yıl içerisinde kesintisiz 15 günü aşan\nhastalık izinleri için aşağıdaki uygulamaya hak kazanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Hizmet Yılları\u003C\u002Ftd>\n      \u003Ctd>Tam Maaş\u003C\u002Ftd>\n      \u003Ctd>Yarı Maaş\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 yıla kadar\u003C\u002Ftd>\n      \u003Ctd>1 ay\u003C\u002Ftd>\n      \u003Ctd>1 ay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 yıldan 5 yıla kadar\u003C\u002Ftd>\n      \u003Ctd>2 ay\u003C\u002Ftd>\n      \u003Ctd>2 ay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 yıldan 10 yıla kadar\u003C\u002Ftd>\n      \u003Ctd>3 ay\u003C\u002Ftd>\n      \u003Ctd>3 ay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 yıldan 20 yıla kadar\u003C\u002Ftd>\n      \u003Ctd>6 ay\u003C\u002Ftd>\n      \u003Ctd>6 ay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20 yılı tamamladıktan sonra\u003C\u002Ftd>\n      \u003Ctd>9 ay\u003C\u002Ftd>\n      \u003Ctd>3 ay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOT: Sosyal Sigortalar tarafından ödenen sağlık ödeneği çalışanın\nmaaşından az ise İşletme maaş farkını çalışana öder ve çalışanın\nmaaşına tamamlar.\u003C\u002Fp>\n\n\u003Cp>C)Uzun bir hastalık devresi geçiren memur veya müstahdemin yeniden\ngörevine dönebilmesi için İşletme o gibi memur veya müstahdemden sağlık\nkurulundan sıhhatli olduğuna ve İşletmede çalışabileceğine dair bir\nbelge getirmesini talep eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>D)İş kazaları hastalık izni kapsamına girmez ve iş kazası geçiren\npersonel sağlık kurulu raporu ile istirahat ettiği sürece tam maaş\nalır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>46.HAMİLELİK VE DOĞUM İZNİ:\u003C\u002Fh3>\n\n\u003Cp>a)Doğum öncesi ve\u002Fveya sonrası kullanılan doğum izinlerinde hizmette\nkesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>b) Doğum yapacak memur ve müstahdeme, doğumdan önce ve sonra\nkullanılmak üzere en son yürürlükte olan Sosyal Sigortalar - Sosyal\nGüvenlik Yasası'nın uygun gördüğü gün sayısı kadar ödeneksiz izin\nverilir. (Sosyal Sigortalar Yasası kıstasları uygulanır - 8 hafta önce - 8\nhafta sonra)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Sosyal Sigortalar - Sosyal Güvenlik ödeme kıstasları çerçevesinde\noluşacak olan maaş farkları işveren tarafından çalışana doğum öncesi\nödenir.\u003C\u002Fp>\n\n\u003Ch3>47.SİLAH ALTİNA ÇAĞIRMA HALİ:\u003C\u002Fh3>\n\n\u003Cp>İşletmemizin devamlı kadrosunda bulunan ve askerliğini yapmış olan\npersonel; seferi pekiştirme veya harp halinde silah altına çağrıldığı\ntakdirde, İşletme bu gibi personele ödenekli izin verir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM VIII\u003C\u002Fh2>\n\n\u003Ch2>MAAŞ BAREMLERİ\u003C\u002Fh2>\n\n\u003Ch3>48.MAAŞ BAREMLERİ:\u003C\u002Fh3>\n\n\u003Cp>Memur ve müstahdem baremleri sıra ile EK 1'de gösterildiği gibidir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM IX\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN-KURULU - CHECKOFF AİDAT SİSTEMİ\u003C\u002Fh2>\n\n\u003Ch3>49.DİSİPLİN KURULU:\u003C\u002Fh3>\n\n\u003Cp>Personel Disiplin Yönetmeliği EK III dir.\u003C\u002Fp>\n\n\u003Ch3>50.CHECKOFF AİDAT SİSTEMİ:\u003C\u002Fh3>\n\n\u003Cp>a)Bu Sözleşmenin şartlarına uygun olarak menfaat alan her memur ve\nmüstahdem, Checkoff Aidat sistemi içerisinde, Sendika aidatını ödemekle\nmükelleftir.\u003C\u002Fp>\n\n\u003Cp>b)Sendika Genel Kurulu Kararı uyarınca İşletme tüm memur ve\nmüstahdemlerden Checkoff Aidat sistemi çerçevesinde gerekli kesintileri\nyapar.\u003C\u002Fp>\n\n\u003Cp>c)İşletme, Checkoff Aidat Sisteminin tüm memur ve müstahdemlere\nbaşlangıçta uygulanmaktan sorumludur. Sendika Üyesi olmayanların\nmüracaatı üzerine aidatlar bordrodan kesilmeyebilir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM X\u003C\u002Fh2>\n\n\u003Ch3>51.ZORUNLU TASARRUF HESABI:\u003C\u002Fh3>\n\n\u003Cp>1-İşletme çalışanlarına Zorunlu Tasarruf kesintisi adı altında her\nyılın aralık ayı Brüt maaşın yarısı (%50 oranında) kadar bir\ntutarını yasal kesintiler yapılmak kaydı ile yatırmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>2-Ödeme en az bir yılını doldurmuş personele görevinden ayrılma\ntarihinden en geç iki ay zarfında yapılır. Bir yılını tamamlamamış\nolup görevinden yılsonundan önce ayrılan personel bu haktan orantılı\nolarak yararlanır.\u003C\u002Fp>\n\n\u003Cp>3-Personele her yılın 31 Aralık itibariyle Zorunlu Tasarruf Hesabında\nbulunan birikmiş bakiyelere, Bankaca 31 Aralık tarihinde en yüksek TL cinsi\naylık mevduat faiz oranının yıllık bileşkesi oranında faiz uygulanır.\nBu uygulama 31 Aralık 2021 tarihinden itibaren geçerlidir.\u003C\u002Fp>\n\n\u003Ch3>52.PERSONEL ÖZEL HESAP LİMİTLERİ:\u003C\u002Fh3>\n\n\u003Cp>Personel Özel Cari hesap limitleri, bir önceki yılın Aralık ayı brüt\nmaaşının 3.5 katı olarak belirlenir. Banka tarafından müşterilerine\nuygulamakta olduğu BCH limitli faiz oranın yıllık bileşkesinin %22\noranında indirimli hali Personel özel BCH hesaplarına uygulanır. (Yıl\niçerisinde Banka tarafından bu hesaplara yapılacak faiz değişikliklerinde\n%22 oranındaki indirim aynen muhafaza edilir.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_period\">\u003Ch4>EK I\u003C\u002Fh4>\n\n\u003Ch4>MEMUR VE MÜSTAHDEM BAREMLERİ TL:\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>STATÜ\u003C\u002Ftd>\n      \u003Ctd>BAREM NO:\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>BAREM İÇİ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>YIL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>İşçi - Odacı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>17,677.49 x\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>390.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>28,597.49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Ambaremini2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>21,863.96 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>390.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>31,223.96\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Teknisyen2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>21,863.96 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>390.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>31,223.96\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Memur2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>21,863.96 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>390.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>31,223.96\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Ambaremini1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>25,951.56 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>396.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>34,455.56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Teknisyeni\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>25,951.56 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>396.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>34,455.56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Memur1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>25,951.56 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>396.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>34,455.56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Servis Şefi Yrd.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>30,317.69 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1,090.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>54,297.69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Servis Şefi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>34,539.03 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1,270.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>59,939.03\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Müdür Muavini\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>36,823.67 x\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1,473.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>66,283.67\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Müdür\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_payscale1_end\">\u003Cp>57,013.81 x\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1,647.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>81,718.81\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOT: a) 1\u002F1\u002F2015 tarihinden sonra istihdam edilecek personel Ambaremini2,\nTeknisyen2, Memur2 Lise mezunudur. Ambareminil, Teknisyen1 ve Memur1\nÜniversite mezunudur.\u003C\u002Fp>\n\n\u003Cp>b)Kooperatifte çalışan Ambaremini1-2, Teknisyenl-2 ve Memurl-2 görevleri\ntransferable olup yaptıkları görevler değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>c)Kd.Memur ve Kd.Teknisyen 14-15. Baremlerinden maaş çeken 2 personel ayni\nbareme denk gelen Servis Şef.Yrd baremine intibak eder ve ordan maaş almaya\ndevam eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>d)i- Tüm baremlere Devletin 2023 Temmuz ayında uygulayacağı Hayat\nPahalılığına, artı %2.5 oranında artış yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii- Tüm baremlere Devletin 2024 Ocak ayında uygulayacağı Hayat\nPahalılığına, artı %2.5 oranında artış yapılır.\u003C\u002Fp>\n\n\u003Ch4>EK II\u003C\u002Fh4>\n\n\u003Ch4>PERSONEL TAZMİNAT FONU YÖNETMELİĞİ\u003C\u002Fh4>\n\n\u003Cp>1.BAŞLANGIÇ BÖLÜMLERİ:\u003C\u002Fp>\n\n\u003Cp>İşbu yönetmelik 1981 Personel Tazminat fonu Yönetmeliği olarak\nanılır. İşbu yönetmelikte metin başka türlü gerektirmedikçe, \"Banka\"\nK.T.Koop.Merkez Bankası Ltd.'i, \"Fon\" İşbu yönetmeliğin 2.ci maddesi\ntahdinde kurulan fonu, \"Birim Müdürü\" K.T.Koop. Merkez Bankasının Şube,\nBölüm ve İştiraklerinde istihdam edilen ilgili Müdürün, \"Sendika\"\nK.T.Koop. Merkez Bankası Ltd. memur ve müstahdemlerinin oluşturduğu\nKoop-Sen'i, \"İşveren\" K.T.Koop. Merkez Bankası Ltd. Yönetim Kurulunu\nanlatır.\u003C\u002Fp>\n\n\u003Cp>2.FONUN OLUŞTURULMASI:\u003C\u002Fp>\n\n\u003Cp>Kıbrıs Türk Kooperatif Merkez Bankası Ltd'in bünyesinde Personel\nTazminat Fonu ismi altında bir fon oluşturulur.\u003C\u002Fp>\n\n\u003Cp>3.FONUN AMAÇLARI:\u003C\u002Fp>\n\n\u003Cp>Fonun amaçları şunlardır:\u003C\u002Fp>\n\n\u003Cp>a)Memur ve müstahdemler için yatırılmakta olan işveren mali Mesuliyet\n(Employers Liability) sigortasına ödenen ve külliyetli bir rakama baliğ\nolan yıllık prim miktarının banka bünyesinde kalmasını temin etmek;\nve\u003C\u002Fp>\n\n\u003Cp>b) Bu suretle oluşacak fondan memur ve müstahdemlere ölüm ve sakatlık\nhalinde tatminkar tazminat ödemek.\u003C\u002Fp>\n\n\u003Cp>4.FONUN KAPSAMI:\u003C\u002Fp>\n\n\u003Cp>Fon Kıbrıs Türk Kooperatif Merkez Bankası Ltd.'in tüm şube, İşletme\nve birimlerinde istihdam edilen (Genel Müdürlük kadrosu dahil) Devamlı\nkadro ve deneme devresindeki personel ve müstahdemleri kapsar.\u003C\u002Fp>\n\n\u003Cp>5.TAZMİNAT ÖDENECEKHALLER:\u003C\u002Fp>\n\n\u003Cp>Personel ve müstahdemlerin görevde veya görev dışında, ada dahilinde\nveya haricinde ölmesi veya bedensel bir sakatlık geçirmesi halinde\nkendilerine veya varislerine ek'deki cetvelin \"C\" Bölümünde gösterildiği\nüzere tazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>6.TAZMİNAT KAPSAMINA GİRMEYEN KONULAR:\u003C\u002Fp>\n\n\u003Cp>Aşağıdaki hallerde meydana gelen ölüm veya bedensel arızalar için\ntazminat ödenmez.\u003C\u002Fp>\n\n\u003Cp>a)Harp veya harp mahiyetindeki harekat, ihtilal, isyan, ayaklanma veya\nbunlardan doğan iç karışıklıklar.\u003C\u002Fp>\n\n\u003Cp>b)Cürüm veya cinayet işlemek veya bunlara teşebbüs.\u003C\u002Fp>\n\n\u003Cp>c)Zelzele, seylap, yanardağ indifa ve heyelan.\u003C\u002Fp>\n\n\u003Cp>d)Nükleer rizikolar.\u003C\u002Fp>\n\n\u003Cp>7.FONUN GELİRLERİ:\u003C\u002Fp>\n\n\u003Cp>Fonun gelirleri aşağıda belirtilen kaynaklardan teşekkül eder:\u003C\u002Fp>\n\n\u003Cp>a)Her Şube, İşletme ve Birimden personel ve müstahdem sayısına göre\ntahsil olunacak yıllık primler.\u003C\u002Fp>\n\n\u003Cp>b)Bankanın her yıl net karından aktarılacak tahsisat.\u003C\u002Fp>\n\n\u003Cp>8.ÖDENECEK YILLIK PRİMLER:\u003C\u002Fp>\n\n\u003Cp>Memur ve müstahdemler için ödenecek yıllık prim miktarı ek'deki\ncetvelin \"A\" bölümünde gösterilmiştir. Primler her yıl sonu yeniden\nayarlanmaya tabi olur. Her Şube, İşletme ve Birim bünyesinde bulunan memur\nve müstahdem sayısına göre yıllık prim toplamına bir defada Personel\nTazminat Fonuna yatırır.\u003C\u002Fp>\n\n\u003Cp>9.TAZMİNAT ÖD EM ELERİ:\u003C\u002Fp>\n\n\u003Cp>Tazminat ödemelerinin yapılabilmesi için ilgili Birim Müdürü, Genel\nMüdürlüğe tazminatı gerektiren hal hakkında ve bu hali tevsik eden\nevrakla birlikte bir rapor sunar ve Genel Müdür Sendikanın da yazılı\ngörüşünü alarak tazminat ödemesi hususunda karar verir.\u003C\u002Fp>\n\n\u003Cp>10.AZAMİ TAZMİNAT MİKTAR:\u003C\u002Fp>\n\n\u003Cp>Ödenecek azami tazminat miktarı ek'deki cetvelin \"B\" bölümünde\ngösterilmiştir. Bu miktar her yıl sonu yeniden ayarlanmaya tabi olur.\u003C\u002Fp>\n\n\u003Cp>11.SOSYAL SİGORTA MENFAATLAR1:\u003C\u002Fp>\n\n\u003Cp>Bu yönetmelikte belirtilen Tazminat miktarları Sosyal Sigorta\nmenfaatlerine ek olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>12.FONUN MÜKELLEFİYETLERİNİN ASGARİ DÜZEYDE TUTULMASI:\u003C\u002Fp>\n\n\u003Cp>Fonun mükellefiyetlerini asgari düzeyde tutmak Bankanın her Birim\nMüdürüne düşen bir görev ve sorumluluktur. Bu görev ve sorumluluğa\nmüdrik olarak birim müdürleri rizikosu yüksek olan bölümlerde\nçalışanlar ile dış seyahate çıkacak personel ve müstahdemleri için bu\nyönetmeliğin ek'deki cetvelinde belirtilen miktar kadar ferdi kaza sigortası\nyaptırır. Bu gibi sigortaların primini Fon karşılar. Birim Müdürü,\nrizikosu \\ yüksek olan bölümlerde çalışanların sigortasını Genel\nMüdür ile istişare ettikten sonra yaptırır. Sigorta Şirketinden alınacak\ntazminat Fona alacak kaydedilir.\u003C\u002Fp>\n\n\u003Cp>13.FONUN FESHEDİLMESİ:\u003C\u002Fp>\n\n\u003Cp>İleride durumun icap ettiği hallerde ve sendika ile mutabakata varılması\nhalinde Banka, Personel, Tazminat Fonunun feshine gidilebilir. Ancak, böyle\nbir durumda, Banka Personel ve müstahdemine en azından bu yönetmelikte\nöngörülen menfaatler kadar menfaat sağlayacak başka bir tazminat şeklini\nderhal uygulamak mecburiyetinde olur.\u003C\u002Fp>\n\n\u003Cp>14.YÖNETMELİĞE YAPILACAK DEĞİŞİKLİKLER:\u003C\u002Fp>\n\n\u003Cp>Sendika ile görüşüp müşterek mutabakat hasıl olmadan bu Yönetmeliğe\nherhangi bir değişiklik yapılamaz.\u003C\u002Fp>\n\n\u003Cp>15.YÜRÜRLÜKTEN KALDIRMA:\u003C\u002Fp>\n\n\u003Cp>Bu fon, İşveren Mali Mesuliyet (Employers' Liability) Sigortasını\nyürürlükten kaldırır.\u003C\u002Fp>\n\n\u003Cp>16.YÜRÜRLÜKTEKİ MEVZUATA GÖRE GÖREV HAK VE MESULİYETLER:\u003C\u002Fp>\n\n\u003Cp>İşbu yönetmelik hükümleri, yürürlükteki mevzuat gereğince işveren,\nişçi ve sendikaların görev, hak ve mesuliyetlerine halel getirmez ve onlara\nek olarak uygulanır. \u003C\u002Fp>\n\n\u003Ch4>TAZMİNAT FONU CETVELİ\u003C\u002Fh4>\n\n\u003Cp>BÖLÜM A- YÖNETMELİĞİN 8. MADDESİ\u003C\u002Fp>\n\n\u003Cp>Memur için ödenecek yıllık prim miktarı 500 TL\u003C\u002Fp>\n\n\u003Cp>Müstahdem için ödenecek yıllık prim miktarı 500 TL\u003C\u002Fp>\n\n\u003Cp>BÖLÜM B- YÖNETMELİĞİN 10. MADDESİ\u003C\u002Fp>\n\n\u003Cp>Memur ve Müstahdeme ödenecek azami tazminat miktarı 50.000 TL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BÖLÜM C- YÖNETMELİĞİN 5. MADDESİ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"text-align:center;margin-left:auto;margin-right:auto;\">TAZMİNAT\n        MİKTARLARININ\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">%'\n      liği\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>1. Ölüm halinde ( varislerine)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>2. İki gözün tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>3. İki kolun veya iki elin tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>4.   İki bacağın veya iki ayağın tamamen\n        kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>5.   Bir kol veya bir el ile beraber bir bacak veya\n        bir ayağın tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>6. Umumi felç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>7. Şifa bulunmaz akıl hastalığı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>8. Bir bacağın dizden yukarısından tamamen\n        kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>9. Bir bacağın dizden aşağısından tamamen\n        kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>10. Bir ayağın tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>11. Bir ayağın tüm parmakları dahil kısmen\n        kesilmesi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>12. Bir kalçanın hareketini tamamen kaybetmesi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>13. Bir ayak bileğinin hareketinin tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>14. Bir dizinin hareketinin tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>15. Bir ayak baş parmağının tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>16. Kırılan bir bacağın iyi kaynamaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>17. Kırılan bir ayağın tamamen kaynamaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>18. Kırılan bir diz kapağının iyi kaynamaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>19.  Bir bacağın 5 cm veya daha fazla\n        kısalması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>20.  Bir gözün tamamen kaybı veya iki gözün\n        rüyet kudretinin yarı yarıya kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>21. Her iki kulağın tamamen sağırlığı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>22. Bir kulağın tamamen sağırlığı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>23. Kırılan alt çenenin iyi kaynamaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>24. Amudi-Fıkarının bariz inhina ile\n        hareketsizliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>25. Göğüs kafesinde devamlı şekil bozukluğu\n        yapan kaburga kırıklığı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>Sağ %\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>Sol%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>26. Kolun veya elin tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>27. Omuz hareketinin tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>28. Dirsek hareketinin tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>29.  Baş parmak ile şahadet parmağının tamamen\n        kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"459\">\u003Cp>30.  Baş parmak ile beraber şahadet parmağından\n        gayri bir parmağın tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>20\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=\"466\">\u003Cp>31. Şahadet parmağı ile beraber baş parmaktan\n        gayri bir parmağın tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"466\">\u003Cp>32. Baş ve şahadet parmaklarından gayri üç\n        parmağın tamamen kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"466\">\u003Cp>33. Yalnız baş parmağın kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"466\">\u003Cp>34. Yalnız şahadet parmağının kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"466\">\u003Cp>35. Yalnız orta parmağın kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"466\">\u003Cp>36. Yalnız yüzük parmağının kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"466\">\u003Cp>37. Yalnız küçük parmağın kaybı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\">38. Devlet Hastahanelerinde tedavisi yapılan ancak\n        Sosyal Sigortalarca veya başka yükümlülerce karşılanmayan iş\n        kazaları ve meslek hastalıklarından mütevellit tedavi v.s.\n        Masrafları Bankaca karşılanır.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>EK II DİSİPLİN CEZALARI CETVELİ\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>SUÇLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>Ücretsiz\u003C\u002Fp>\n\n        \u003Cp>Mecburi\u003C\u002Fp>\n\n        \u003Cp>İzin\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>Statü\u003C\u002Fp>\n\n        \u003Cp>Değişi\u003C\u002Fp>\n\n        \u003Cp>kliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>1-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İşe geç gelmeyi ve\u002Fveya işten erken ayrılmayı\n        alışkanlık halin getirmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>2-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İzin almaksızın ve geçerli mazereti olmaksızın\n        işe gelmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>3-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Görevi başında kumar oynamak veya oynatmak, içki\n        içmek veya gizlenmeyecek derecede sarhoş olmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>4-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İş esnasında veya iş yerinde uyuşturucu madde\n        bulundurmak veya kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>5-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İzin almaksızın işyerine ait alet ve malzeme ile\n        özel işler yapmak veya iş saatinde personeli özel işlerde\n        kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>6-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İş saatinde uyumak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>7-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İş arkadaşlarına veya müşterilere veya\n        ziyaretçilere karşı kırıcı, saygısız ve tehditkar\n        davranışlarda bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>8-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İş arkadaşların veya müşterilerin veya iş\n        esnasında darb etmek, kavga çıkarmak veya kavga çıkmasına\n        sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>9-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Amirleri, işyeri mensupları veya iş arkadaşları\n        hakkında yalan veya yanlış söylentiler çıkarmak, asılsız ihbar\n        ve şikayetlerde bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>10-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Amirleri tarafından verilen emir ve işleri yapmamak,\n        gereksiz yere israfa sebep olacak şekilde yazışma ve görüşmelerde\n        bulunmak suretiyle işleri savsaklamak uzatmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>11-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Kasıtlı olarak veya ihmali veya kusuru nedeniyle\n        Kooperatife ait işyerlerini veya diğer varlıkların bozulmasına\n        veya hasarına sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>12-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İşyerinde kasıtlı olarak veya dikkatsizliği ve\n        tedbirsizliği yüzünden yangın başlangıcına sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>13-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İşe alınırken istihdamın esaslı noktalarından\n        birine ait vasıflar veya şartlar kendisinde bulunmadığı halde\n        bunlara haiz olduğunu ileri sürmek veya doğru olmayan bilgi vermek\n        veya beyanda bulunmak suretiyle işvereni yanıltmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>14-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Resmi belgeler üzerinde tahrifat yapmak sahte belge\n        ve evrak düzenlemek veya resmi evrak veya belgeleri yok etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>15-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Zimmet ihtilas, irtikap, hırsızlık,\n        dolandırıcılık, sahtecilik, inancı kötüye kullanma, haleli iflas\n        ve diğer benzeri yüz kızartıcı eylemde bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>16-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>İşyerine giriş ve çıkışta gerekli\n        görülebilecek aramaya muhalefet etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>17-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Makul mazeret olmadan fazla mesaiye gelmeyi kabul\n        etmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>18-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Başka iş ve hizmet yasağına uymamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>19-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"349\">\u003Cp>Görevini kötüye kullanarak kendisine veya\n        başkasına çıkar sağlamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zirai Levazım Makine ve Gıda Pazarlama Kooperatifi (Koop-Ticaret\nLevazım) Ltd.\u003C\u002Fh3>\n\n\u003Ch3>ile\u003C\u002Fh3>\n\n\u003Ch3>Koop-Sen arasındaki Personel Disiplin Yönetmeliği.\u003C\u002Fh3>\n\n\u003Ch4>DİSİPLİN\u003C\u002Fh4>\n\n\u003Cp>1)(1) Disiplin cezaları Koop-Ticaret Levazım Ltd. hizmetlerinin gereği\ngibi yürütülmesini sağlamak amacıyle Yasaların, tüzüklerin ve\nyönetmeliklerin Koop-Ticaret Levazım Ltd. görevlilerine yüklediği\nödevleri, yurt içinde veya dışında yerine getirmeyen, uyulmasını zorunlu\nkıldığı hususlara uymayan veya yasakladığı iş, eylem ve davranışları\nyapan Koop görevlilerine durumun niteliğine ve ağırlık derecesine göre\nverilen İdari cezalardır. Tüm cezalar personelin şahsi dosyasına\nişlenir.\u003C\u002Fp>\n\n\u003Cp>(2)Kusurlu bir hareketin, bu tüzükte sayılan disiplin cezası verilmesini\ngerektiren hallerden hiçbirine uymaması, bu fiil ve hareketin cezasız\nkalmasını gerektirmez. Bu takdirde kusurlu hareket, sayılmış olan\nsuçlardan hangisine en yakın veya benzeri olarak görülürse o suça takdir\nedilen ceza verilir.\u003C\u002Fp>\n\n\u003Cp>(3)Disiplin suçları ve uygulanabilecek cezalar Ekteki Disiplin Cezaları\nCetvelinde gösterilmiştir. Belirtilen suçlardan birini işlediği sabit\ngörülen personele suçun karşısında gösterilmiş cezalardan herhangi bir\nceza, suçun ağırlığına göre verilebilir. Ancak ayni veya benzeri suçtan\ndolayı daha önce ceza almış olanlara ilgili suçun karşısında\ngösterilmemiş olsa bile bir üst ceza verilebilir.\u003C\u002Fp>\n\n\u003Cp>2)(1) Personele görevinde ve davranışlarında kusurlu sayıldığının\nve daha dikkatli davranması gerektiğinin yazı ile bildirilmesidir. Disiplin\nKurulu yanında Müdür Muavini ve daha alt kademedeki personele ilgili Bölüm\nMüdürünce diğer personele direk ilk amirlerince de ihtar cezası\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>(2)Ücretsiz Mecburi izin Personelin 20 iş gününe kadar ücretsiz olarak\nmecburi izne çıkarılmasıdır. Ücretsiz mecburi izin personelin fiili\nçalışmasında kesinti sayılmaz. Ücretsiz mecburi izin cezası Disiplin\nKurulu Kararına istinaden verilebilir.\u003C\u002Fp>\n\n\u003Cp>(3)Statü Değişikliği: Personelin statüsünün daha alt bir kademeye,\nmaaşının da düşürüldüğü statünün baremine indirilmesidir. Statü\ndeğişikliği cezası Disiplin Kurulu Kararına istinaden verilebilir.\u003C\u002Fp>\n\n\u003Cp>(4)İhraç: Bir daha istihdam edilmemek üzere personelin işine son\nverilmesidir. İhraç cezası Disiplin Kurulu kararına istinaden\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>3)Disiplin kurulu İşveren tarafından atanacak 3 temsilci ve Sendika\ntarafından atanacak 2 temsilciden oluşur. Disiplin kurulu Başkanlığını\nİşveren tarafı, yazmanlığını ise Sendika tarafı yürütür.\u003C\u002Fp>\n\n\u003Cp>4)Disiplin Kurulu gündemdeki konuyla ilgili olarak doğru karar vermesine\nyardımcı olacağına inandığı hallerde aşağıdakilerden tümünü veya\nkısmını yapmağa yetkilidir.\u003C\u002Fp>\n\n\u003Cp>(1)İlgili personelin şahsi dosyasını incelemeye;\u003C\u002Fp>\n\n\u003Cp>(2)Koop personelinden olan görgü tanıklarını Kurula çağırıp sözlü\nveya yazılı ifadelerini almaya;\u003C\u002Fp>\n\n\u003Cp>(3)Koop personeli olmayanların ifadelerine başvurmaya;\u003C\u002Fp>\n\n\u003Cp>(4)Mahallen keşif yapmaya;\u003C\u002Fp>\n\n\u003Cp>(5)Gerekli gördüğü hallerde, uygun gördüğü personele daha detaylı\naraştırma yaptırmaya.\u003C\u002Fp>\n\n\u003Cp>5)(1) Bu Tüzük etkindeki Disiplin Cezaları Cetvelinde tanımlanan\nsuçlardan sadece ihtar cezasını gerektiren bir suçtan dolayı iki veya daha\nfazla sayıda ihtar cezası almış bir personel ayni cezayı gerektirecek bir\nsuç işlerse veya herhangi bir personel daha ağır cezayı gerektiren bir\nsuç işlerse konunun bütün detaylarıyla ve suç isnat edilen personel ve\nşahitlerin yazılı ifadeleri ile birlikte Disiplin Kurulu Başkanına\nyazılı olarak aktarılması zorunludur.\u003C\u002Fp>\n\n\u003Cp>(2) Disiplin Kurulu Başkanı konunun başkana intikalinden itibaren en geç\n10 iş günü içerisinde Disiplin Kurulunu toplar. Toplantı çağrısı\nyazılı olarak yapılır ve suç isnad edilen personelin ismi ve statüsü,\nisnad edilen suç, toplantı yeri, günü ve saatini ihtiva eder.\u003C\u002Fp>\n\n\u003Cp>(3)Disiplin Kurulları en çok bir eksik üyeyle toplanır ve katılanların\nbasit oy çokluğu ile kara verir. Oyların eşit olması halinde Başkan\nayırıcı oy kullanabilir.\u003C\u002Fp>\n\n\u003Cp>(4)Disiplin Kurulu kararları yazılı ve imzalı olur. Disiplin Kurulunda\nsuç isnad edilen personele şahsen savunma hakkı verilmesi esastır.\u003C\u002Fp>\n\n\u003Cp>(5)Disiplin Kurulu konuyu en geç 30 iş günü içinde\nsonuçlandırır. \u003C\u002Fp>\n\n\u003Cp>(6)Müdür Muavini ve daha alt kademedeki personelle ilgili ihraç cezaları\nİdare Meclisinin, diğer personelle ilgili ihraç cezaları Kooperatif\nŞirketler Mukayyidinin onayı ile kesinleşir.\u003C\u002Fp>\n\n\u003Cp>(7)Kesinleşen Disiplin Kurulu kararları ilgili personele yazılı olarak\nbildirilir. Disiplin Kurulu kararlarının bir sureti personelin şahsi\ndosyasına konur.\u003C\u002Fp>\n\n\u003Cp>(8)Disiplin cezaları kesinleştiği tarihten itibaren hüküm ifade\neder.\u003C\u002Fp>\n\n\u003Cp>6)Bir personel hakkında ayni olaydan dolayı mahkemede kovuşturmaya\nbaşlamış olması disiplin kovuşturmasını önlemez ve geciktirmez. Ancak\ndisiplin kovuşturması devam ederken o personel hakkında mahkemece beraat,\nmeni mahkeme veya takipsizlik kararı verilmesi halinde disiplin işlemi\ndurur.\u003C\u002Fp>\n\n\u003Cp>7)İhraç cezasından başka bir disiplin cezasına çarptırılmış olan\npersonel ihtar cezaların kesinleşmesinden üç yıl, diğer cezaların\nkesinleştiği tarihten beş yıl sonra Disiplin Kuruluna bir dilekçe ile\nbaşvurarak hakkında verilmiş olan disiplin cezasının sicilinden\nsilinmesini isteyebilir. Personelin yukarıda yazılı süreler içerisindeki\ndavranışları bu isteğini haklı kılacak nitelikte görülürse cezanın\nsicilinden silinmesine karar verilir ve sicil dosyasındaki disiplin bölümü\nyeniden düzenlenir. Fakat, kusurlu hareketiyle bir zarara yol açan ilgili\ntarafından bir tazminat ödenmiş ise iadesi veya mali mesuliyet mevcutsa\nbunun kaldırılması söz konusu değildir.\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbamemtrad":45,"contracttrial":49,"tempagency":53,"sicknesspay":57,"sicknessmaxdays":60,"disabilitypay":64,"funeralpay":68,"paidmaternityleave":72,"paidpaternityleaveduration":76,"deathrelatives":79,"marriage":83,"maternity_nursing_breaks_duration":86,"WORKHOURS_trigger":90,"hourspweek":93,"PAIDLEAV_trigger":97,"bankholidays1":100,"TRADEUNLEAV_trigger":103,"strikes_trigger":107,"PAYSCALES_period":111,"WAGES_payscale1_start":115,"WAGES_payscale1_end":118,"wageincreaseperc1":121,"oncerise_detail":125,"NOCTPREM_trigger":129,"overtimeallowancetype_general":133,"SUNDAY_trigger":137},{"bindId":43,"name":44,"text":44},"cbadate_start","1 Ocak 2023 - 31 Aralık 2024",{"bindId":46,"name":47,"text":48},"cbamemtrad","c)Kooperatif Görevlileri Sendikası (KOOP","c)Kooperatif Görevlileri Sendikası (KOOP-SEN) SENDİKA",{"bindId":50,"name":51,"text":52},"contracttrial","a)İşletme ve ona bağlı birimlere alınan ","a)İşletme ve ona bağlı birimlere alınan herhangi bir memur veya\nmüstahdem Kadro Organizasyon Yönetmeliğine uygun olarak denemeye tabi\ntutulur. Ancak mevsimlik işler için tamamen geçici olarak istihdam edilen\n(Kadrosuz) memur ve müstahdemler bu madde amaçları bakımından kapsam\ndışıdır.",{"bindId":54,"name":55,"text":56},"tempagency","d)Mevsimlik işler için ve tamamen geçici","d)Mevsimlik işler için ve tamamen geçici olarak ve sabit ödenekle\nistihdam edilen memur ve müstahdemler hayat pahalılığı dışında yasalar\nile tespit edilen diğer menfaatlerden yararlanırlar.\n\ne)Deneme devresindeki memur ve müstahdemler, bu sözleşmenin sağladığı\nmenfaatlerden deneme devresinin sona ermesi ile yararlanmaya başlarlar.\nYararlanma geriye dönük olmaz.\n\nf)Tamamen geçici ve mevsimlik işler için istihdam edilen memur ve\nmüstahdemler altı aydan fazla geçicilik statüsünü devam ettiremez. Altı\naydan sonra geçici statüdeki personel daimi kadroya alınır veya işten\ndurdurulur, işten durdurulan geçici personel hiçbir sürette geçici olarak\ntekrardan işe alınamaz.",{"bindId":58,"name":59,"text":59},"sicknesspay","45.HASTALIK İZİNLERİ :",{"bindId":61,"name":62,"text":63},"sicknessmaxdays","2)Bu şekilde alınan kesintili izinler bi","2)Bu şekilde alınan kesintili izinler bir takvim yılında 15 günü\naşamaz. 15 günün üzerindeki kesintili hastalık izinleri memur ve\nmüstahdemin yıllık izinlerinden kesilir.\n\nB)Kesintisiz Hastalık İzinleri: 15 günü aşan kesintisiz hastalık\nizinleri için İşletme ilgili memur veya müstahdemi Devlet Sağlık Kuruluna\nsevk eder. Kurulun vereceği rapora göre, kesintisiz hastalığın\nbaşladığı tarihten itibaren bir yıl içerisinde kesintisiz 15 günü aşan\nhastalık izinleri için aşağıdaki uygulamaya hak kazanır.",{"bindId":65,"name":66,"text":67},"disabilitypay","D)İş kazaları hastalık izni kapsamına gi","D)İş kazaları hastalık izni kapsamına girmez ve iş kazası geçiren\npersonel sağlık kurulu raporu ile istirahat ettiği sürece tam maaş\nalır.",{"bindId":69,"name":70,"text":71},"funeralpay","c)Eşinin veya çocuklarının ölmesi halind","c)Eşinin veya çocuklarının ölmesi halinde 1\u002F3' ü kadar yardım\nyapar.",{"bindId":73,"name":74,"text":75},"paidmaternityleave","b) Doğum yapacak memur ve müstahdeme, do","b) Doğum yapacak memur ve müstahdeme, doğumdan önce ve sonra\nkullanılmak üzere en son yürürlükte olan Sosyal Sigortalar - Sosyal\nGüvenlik Yasası'nın uygun gördüğü gün sayısı kadar ödeneksiz izin\nverilir. (Sosyal Sigortalar Yasası kıstasları uygulanır - 8 hafta önce - 8\nhafta sonra)",{"bindId":77,"name":78,"text":78},"paidpaternityleaveduration","b)Eşinin doğum yapması halinde3gün",{"bindId":80,"name":81,"text":82},"deathrelatives","c)Eşinin, çocuğunun, ana, baba veya kayı","c)Eşinin, çocuğunun, ana, baba veya kayınpeder. kayınvalide veya\nkardeşlerinden birinin ölümü\n\nhalinde 3gün",{"bindId":84,"name":85,"text":85},"marriage","a)Evlenmesi halinde3gün",{"bindId":87,"name":88,"text":89},"maternity_nursing_breaks_duration","e)1- Doğum yapan anneye doğum tarihinden","e)1- Doğum yapan anneye doğum tarihinden itibaren 9 ay süreyle her gün 1\nsaat sabah ve 1 saat ös. sonra olmak üzere günde 2 saat emzirme izni\nverilir.",{"bindId":91,"name":92,"text":92},"WORKHOURS_trigger","22.ÇALIŞMA SAATLERİ:",{"bindId":94,"name":95,"text":96},"hourspweek","a)Memurların haftalık çalışma süreleri 3","a)Memurların haftalık çalışma süreleri 38, Müstahdemlerin haftalık\nçalışma süreleri 40 saattir.",{"bindId":98,"name":99,"text":99},"PAIDLEAV_trigger","20 iş günü",{"bindId":101,"name":102,"text":102},"bankholidays1","41.DİNİ, MİLLİ VE RESMİ TATİLLER:",{"bindId":104,"name":105,"text":106},"TRADEUNLEAV_trigger","SENDİKAL GÜVENCELER: 11.SENDİKA YÖNETİCİ","SENDİKAL GÜVENCELER:\n\n11.SENDİKA YÖNETİCİLERİNİN GÜVENCELERİ:\n\nİşletme, Sendikalar kanununun hükümleri uyarınca, Sendikanın yönetici\nve temsilcilerini, Sendikacılık görevini yapmaktan ötürü işten\nçıkaramaz. İşini ve işyerini değiştiremez ve disiplin cezası ile\ncezalandıramaz. Sendika yönetici ve temsilcileri sendikacılık görevlerini\nİşletme mesai saatleri haricinde yapmak zorundadır. Ancak; işleri\naksatmamak kaydı ile Sendika Merkez Yönetim Kurulu Üyeleri bu kısıtlamaya\ntabi değildir.\n\n12.ÜYELERİN GÜVENCELERİ:\n\na)Sendika üyelerinin ödenekleri gündelik, haftalık ve aylık olarak\nödenir. Sendika Üyeleri disiplin kurulları kararı dışında ödenek\nindirimi cezası ile cezalandırılamaz.\n\nb)İş ve Sendikalar Kuralı veya genel mevzuat ile İşletme mevzuatı ve\nbu sözleşmede yazılı haller dışında Sendika Üyelerinin hizmet akitleri\nfeshedilemez; aylık ve diğer hakları ellerinden alınamaz ve\nkısıtlanamaz.\n\nc)Sendika üyeleri kişisel işlerde çalıştırılamaz, çalışmaya\nzorlanamaz.",{"bindId":108,"name":109,"text":110},"strikes_trigger","a) Sendika üyesi tüm Müdürler, İşveren t","a) Sendika üyesi tüm Müdürler, İşveren temsilcisi olarak greve\nkatılamaz. Müdür veya Müdür olmayan birimlerde Müdür Muavini veya\nMüdür Vekili, bunların olmaması halinde ise ünite sorumlusu greve\nkatılmaz ve görevi başından ayrılmaz.\n\nb)Grev kırıcılığı yapamaz.\n\nc)Üyelik haklarından doğan yasal katılımlardan cezalandırılamaz.\n\nd)Grev esnasında Personel istihdamı yapılmaz.",{"bindId":112,"name":113,"text":114},"PAYSCALES_period","EK I MEMUR VE MÜSTAHDEM BAREMLERİ TL: ST","EK I\n\nMEMUR VE MÜSTAHDEM BAREMLERİ TL:\n\n\n\n\n  \n    \n      STATÜ\n      BAREM NO:\n      \n      BAREM İÇİ\n      \n      YIL\n    \n    \n      İşçi - Odacı\n      \n      1\n      \n      17,677.49 x\n      \n      390.00\n      \n      28,597.49\n      \n      28\n      \n    \n    \n      Ambaremini2\n      \n      2\n      \n      21,863.96 x\n      \n      390.00\n      \n      31,223.96\n      \n      24\n      \n    \n    \n      Teknisyen2\n      \n      3\n      \n      21,863.96 x\n      \n      390.00\n      \n      31,223.96\n      \n      24\n      \n    \n    \n      Memur2\n      \n      4\n      \n      21,863.96 x\n      \n      390.00\n      \n      31,223.96\n      \n      24\n      \n    \n    \n      Ambaremini1\n      \n      5\n      \n      25,951.56 x\n      \n      396.00\n      \n      34,455.56\n      \n      24\n      \n    \n    \n      Teknisyeni\n      \n      6\n      \n      25,951.56 x\n      \n      396.00\n      \n      34,455.56\n      \n      24\n      \n    \n    \n      Memur1\n      \n      7\n      \n      25,951.56 x\n      \n      396.00\n      \n      34,455.56\n      \n      24\n      \n    \n    \n      Servis Şefi Yrd.\n      \n      8\n      \n      30,317.69 x\n      \n      1,090.00\n      \n      54,297.69\n      \n      22\n      \n    \n    \n      Servis Şefi\n      \n      9\n      \n      34,539.03 x\n      \n      1,270.00\n      \n      59,939.03\n      \n      20\n      \n    \n    \n      Müdür Muavini\n      \n      10\n      \n      36,823.67 x\n      \n      1,473.00\n      \n      66,283.67\n      \n      20\n      \n    \n    \n      Müdür\n      \n      11\n      \n      57,013.81 x\n      \n      1,647.00\n      \n      81,718.81\n      \n      15\n      \n    \n  \n",{"bindId":116,"name":117,"text":117},"WAGES_payscale1_start","17,677.49 x",{"bindId":119,"name":120,"text":120},"WAGES_payscale1_end","57,013.81 x",{"bindId":122,"name":123,"text":124},"wageincreaseperc1","d)i- Tüm baremlere Devletin 2023 Temmuz ","d)i- Tüm baremlere Devletin 2023 Temmuz ayında uygulayacağı Hayat\nPahalılığına, artı %2.5 oranında artış yapılır.",{"bindId":126,"name":127,"text":128},"oncerise_detail","23.13. MAAŞ İKRAMİYESİ: a)Tüm çalışanlar","23.13. MAAŞ İKRAMİYESİ:\n\na)Tüm çalışanlara 12. ay sonunda 13. Maaş ikramiyesi verilir.",{"bindId":130,"name":131,"text":132},"NOCTPREM_trigger","a)Vardiya usulü ile çalışan işyerlerinde","a)Vardiya usulü ile çalışan işyerlerinde gece vardiyası ödenekleri\n%20 zamlı olarak 20.00-06.00 saatleri arasındaki vardiya mesaisine\nuygulanır.",{"bindId":134,"name":135,"text":136},"overtimeallowancetype_general","Memur ve müstahdemlere, normal mesai saa","Memur ve müstahdemlere, normal mesai saatleri dışında yaptıkları mesai\niçin çalışanlara 1'e 1.10 ödeme yapılır.",{"bindId":138,"name":139,"text":140},"SUNDAY_trigger","h)Hafta sonu tatili veya resmi tatil gün","h)Hafta sonu tatili veya resmi tatil günlerinde her fazla saat çalışma\niçin verilecek ücret normal günlük çalışma ücretinin saat başına\ndüşen miktarın 1'e 1.5 yükseltilmesi sureti ile ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KOOP-TİCARET LEVAZIM KOOP-SEN 01.01.2023-31.12.2024 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-12-31\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: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Karma çiftçilik  \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                        KOOP-İŞ Türkiye Kooperatif, Ticaret ve Büro İşçileri Sendikası\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \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: → 15 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: → Evet\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → Not specified 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \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: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 2.5 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 120 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 50 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n  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