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DÖNEM GRUP TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2024- 31.12.2025\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1 - TARAFLAR VE TANIMLAMALAR\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>a)Cam, Çimento, Seramik ve Toprak Sanayii İşçileri Sendikası\n(KRİSTAL-İŞ), (SENDİKA);\u003C\u002Fp>\n\n\u003Cp>b)Türkiye Cam, Çimento ve Toprak Sanayii İşverenleri Sendikası\n(İŞVEREN SENDİKASI);\u003C\u002Fp>\n\n\u003Cp>c)Türkiye Şişe ve Cam Fabrikaları Anonim Şirketi, Şişecam Elyaf\nSanayii Anonim Şirketi, Şişecam Otomotiv Anonim Şirketi (İŞVEREN);\u003C\u002Fp>\n\n\u003Cp>d)Türkiye Şişe ve Cam Fabrikaları Anonim Şirketi (İŞLETME)’ye ait\nŞişecam Düzcam Kırklareli Fabrikası Şubesi (Büyükkarıştıran Mevkii,\nP.K. 98 39780 Lüleburgaz-Kırklareli), Şişecam Düzcam Mersin Fabrikası\nŞubesi (Mersin- Tarsus Organize Sanayi Bölgesi Atatürk Caddesi No:1 33400,\nMersin -Tarsus), Şişecam Düzcam Bursa Fabrikası Şubesi (Atatürk Organize\nSanayii Bölgesi 16900 Yenişehir, Bursa), Şişecam Düzcam Ankara Fabrikası\nŞubesi (Polatlı Organize Sanayii Bölgesi 06900 Polatlı, Ankara), Şişecam\nCam Ev Eşyası Kırklareli Fabrikası Şubesi (Büyükkarıştıran Mevkii,\nMuratlı Yolu 39750 Lüleburgaz-Kırklareli), Şişecam Cam Ev Eşyası\nEskişehir Fabrikası Şubesi (Organize Sanayii Bölgesi 15. Cadde 26110\nEskişehir), Şişecam Cam Ev Eşyası Denizli Fabrikası (Bahçelievler Mah.\n4013 Sok. No:10 20040 Denizli) Şişecam Cam Ambalaj Mersin Fabrikası Şubesi\n(Yeni taşkent Kasabası Toroslar Mah. Tekke Cad. No:1 33100\nYenitaşkent\u002FMersin), Şişecam Cam Ambalaj Yenişehir Fabrikası Şubesi\n(Tabakhane Mah. Şişecam Cad. Yenişehir-Bursa) , Şişecam Cam Ambalaj\nEskişehir Fabrikası Şubesi (75.yıl Mah. Organize Sanayii Bölgesi,\nŞehitler Bulvarı 15.Cadde, Odunpazarı-Eskişehir); Şişecam Otomotiv A.Ş.\n(İŞLETME)’ye ait Otocam Fabrikası (E-5 Karayolu Üzeri\nBüyükkarıştıran Mevkii P.K. 28 39780 Lüleburgaz\u002FKırklareli); Şişecam\nElyaf Sanayi A.Ş. (Gaziomanpaşa OSB Mahallesi 12. Cadde No:6\nAltıeylül\u002FBalıkesir) bu yerlerin eklenti, bağlantı ve araçları\n(İŞYERİ);\u003C\u002Fp>\n\n\u003Cp>e)Bu Toplu İş Sözleşmesi, (SÖZLEŞME);\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde çalışan sendika üyesi işçiler, (ÜYE), (İŞÇİ);\u003C\u002Fp>\n\n\u003Cp>g)Bu Toplu İş Sözleşmesinde taraf olan işveren sendikası işverenler\nve temsilciler ile işçi sendikası, birlikte (TARAFLAR);\u003C\u002Fp>\n\n\u003Cp>h)Sosyal Güvenlik Kurumu (SGK); diye isimlendirilmişlerdir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2 - SÖZLEŞMENİN AMACI\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı;\u003C\u002Fp>\n\n\u003Cp>•İşletmenin sürekliliğini, gelişimini sağlamak ve rekabet gücünün\nartırılmasına çalışmak,\u003C\u002Fp>\n\n\u003Cp>•Verimliliği ve kaliteyi ön planda tutmak;\u003C\u002Fp>\n\n\u003Cp>•İşçilerin ekonomik ve sosyal bakımdan gelişmelerini sağlamak,\nişyerinde iş sağlığı ve güvenliğini koruyup geliştirmek;\u003C\u002Fp>\n\n\u003Cp>•İş barışını sağlamak, taraflar arasında doğabilecek görüş\nfarklılıklarını uzlaştırıcı yollarla gidermektir.\u003C\u002Fp>\n\n\u003Cp>İşveren ve sendika, Endüstri İlişkilerinin; karşılıklı iyi niyet ve\ngüvene dayanan, çağdaş yaklaşımlarla düzenlenip geliştirilmesini\ngerekli sayarlar.\u003C\u002Fp>\n\n\u003Cp>İhtiyaç duyulan zamanlarda taraflardan birinin çağrısı üzerine\ntoplantı yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 - SÖZLEŞMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh2>\n\n\u003Ch3>1-KAPSAM\u003C\u002Fh3>\n\n\u003Cp>a)Yer Bakımından: Bu Toplu İş Sözleşmesi, yukarıda unvanları\nyazılı işyerlerini, işin niteliği ve yürütümü bakımından bu\nişyerlerine bağlı bulunan yerlerle eklenti, bağlantı ve araçları\nkapsamı içine alır.\u003C\u002Fp>\n\n\u003Cp>b)Kişi Bakımından: Bu Toplu İş Sözleşmesi 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunu'na göre işveren veya işveren vekili\nsayılanlar dışında, işçi sendikası üyelerini kapsamı içine alır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerinde çalışan müdürler, mühendisler, teknisyenler,\nustabaşılar, büro memurları, serbest meslek erbabı (avukat, mühendis,\nmali müşavir gibi), personel puvantörleri, işverenin sırlarına vakıf\nolabilecek personel (makam şoförü, kurye), genel müdür odacısı bu\nsözleşmenin kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>Kapsam dışına çıkılacak biçimde görev değişiklikleri üyenin\nonayına bağlıdır.\u003C\u002Fp>\n\n\u003Ch3>2-YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinden, sözleşmenin imzalanması tarihinde sendikaya\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin işçi sendikasınca işverene bildirildiği tarihten itibaren\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - TEMSİL\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>a)İşverenin Temsili: Bu Toplu İş Sözleşmesinin kapsamına giren\nişyerlerinde işverenleri, taraf Türkiye Cam, Çimento ve Toprak Sanayii\nİşverenleri Sendikası temsil eder. Sözleşmenin işyerlerinde\nuygulanmasında ise işveren tarafını, işverenler ve işveren vekilleri\ntemsil eder.\u003C\u002Fp>\n\n\u003Cp>b) İşçi Sendikasının Temsili: Sözleşmenin uygulanmasında İşçi\nSendikasını Genel Merkez Yönetim Kurulu ve Şube Yönetim Kurulu,\nİşyerlerinde ise işyeri sendika temsilcileri temsil eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 - YÜRÜRLÜK\u003C\u002Fh2>\n\n\u003Cp>a)Bu toplu iş sözleşmesinin yürürlük süresi 2 yıldır. Sözleşme\n01.01.2024 tarihinde yürürlüğe girer ve 31.12.2025 tarihine kadar\nyürürlükte kalır.\u003C\u002Fp>\n\n\u003Cp>b)Bu Toplu İş Sözleşmesinin normatif hükümleri, sözleşmenin\nyürürlük tarihinin sona ermesinden sonra da yenisinin bağıtlanmasına\nkadar, hizmet akdi olarak aynen uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 - SENDİKA TEMSİLCİLERİNİN ATANMASI VE TEMSİLCİ ODASI\u003C\u002Fh2>\n\n\u003Cp>a)İşçi Sendikası 6356 sayılı Kanunda \"en çok” olarak belirlenen\nsayıda ve işyerinde çalışan üyeleri arasından işyeri sendika\ntemsilcilerini, biri baştemsilci olmak üzere atar ve isimlerini 15 gün\niçinde işverene bildirir.\u003C\u002Fp>\n\n\u003Cp>b)İşyeri sendika temsilcilerinde, işçi sendikası tarafından yapılacak\ndeğişikliklerde de bu bildirim koşulu yerine getirilir.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, işyeri sendika temsilcilerinin işyerinde çalışmalarını\nsağlayacak, olanaklar ölçüsünde yemekhaneye yakın bir oda ile telefon\ntahsis edilir. Gerekli masa, çelik dolap, sandalye, bilgisayar, internet\nerişimi ve büro malzemesi temin edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7 - SENDİKA TEMSİLCİSİNİN GÖREVLERİ\u003C\u002Fh2>\n\n\u003Cp>a)İşyeri sendika temsilcileri yürürlükteki kanun hükümleri ile bu\nToplu İş Sözleşmesiyle getirilen kurallar çerçevesinde görev\nyaparlar.\u003C\u002Fp>\n\n\u003Cp>b)Üyelerin sendika ile ilişkilerini düzenlemek ve toplu iş\nsözleşmesinin uygulanmasını izlemek, işçi ve işveren arasında\nçıkabilecek uyuşmazlıkların kanunlara ve bu Toplu İş Sözleşmesi\nhükümlerine uygun biçimde çözümlenmesine yardımcı olmak işyeri sendika\ntemsilcilerinin başlıca görevleridir.\u003C\u002Fp>\n\n\u003Cp>c)İşyeri sendika temsilcileri kanun ve bu Toplu İş Sözleşmesi ile\nöngörülen kurullara katılırlar.\u003C\u002Fp>\n\n\u003Cp>d)Temsilcilerin görevi, sendikanın işyerinde yetkili olduğu sürece\ndevam eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - SENDİKA İLAN TAHTASI\u003C\u002Fh2>\n\n\u003Cp>a)Sendikanın üyelerine duyuracağı ilan, tebliğ ve bültenler için\nişverence, işyerinde giriş, çıkış ve yemekhanelerin uygun yerlerine\nkilitli ve camekanlı ilan tahtaları sağlanır. Bu ilan tahtalarının\nanahtarları, işyeri sendika baştemsilcisinde ve onun yokluğunda bir işyeri\ntemsilcisinde bulunur.\u003C\u002Fp>\n\n\u003Cp>b)İlan tahtalarına asılacak her türlü yazıların altı, sendika\nyetkililerince mühürlenerek, imzalanır. Bu mühür ve imzaları taşımayan\nyazılar, ilan tahtalarına asılamaz.\u003C\u002Fp>\n\n\u003Cp>Asılacak ilanların bir sureti, bilgi için işverene verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 - İŞYERİNDE SENDİKAL ÇALIŞMALAR\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışmayan sendika yöneticileri Toplu İş Sözleşmesi\nuygulaması, şikayet ve uyuşmazlıklarla ilgili olarak, işyeri sendika\ntemsilcileriyle, işverenle ya da işçilerle görüşmek üzere, önceden\nbilgi vermek koşuluyla işyerine girebilirler.\u003C\u002Fp>\n\n\u003Cp>Gerektiğinde toplu açıklamalarda bulunmak üzere yemekhanede toplantı\ndüzenleyebilirler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch2>MADDE 10 - SENDİKA TEMSİLCİ VE GÖREVLİLERİNİN ÇALIŞMA KOŞULLARI\nVE SENDİKAL İZİNLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>a)İşyeri sendika temsilcileri temsilcilik görevlerini iş saatleri\ndışında, dinlenme zamanlarında, işverenin muvafakatı ile de iş saatleri\niçinde yürütürler.\u003C\u002Fp>\n\n\u003Cp>Ancak, faaliyetleri sırasında işin ve iş disiplininin aksamasına\nhiçbir şekilde sebebiyet vermezler.\u003C\u002Fp>\n\n\u003Cp>b)İşyeri sendika baştemsilcisi, işletme açısından kesin zorunluk\nolmadığı hallerde gündüz çalışır.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri, işçi mevcudu 1000'e kadar olan\nişyerlerinde haftada bir gün iki saat, 1000'den fazla olan işyerlerinde\nhaftada iki gün ikişer saat temsilcilik odasında işyeri ile ilgili\nsorunları görüşmek için toplantı yapabilirler.\u003C\u002Fp>\n\n\u003Cp>Bu süre çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika baştemsilcisine, çalışan üye sayısı 500'e kadar olan\nyerlerde 1 saat, 500'den fazla olan yerlerde 2 saat, 1000'den fazla olan\nyerlerde günde 3 saat ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>c)Sendika temsilcisi ve görevlilerine, konferans, seminer, yönetim,\ndenetim, onur kurulu, temsilciler meclisi gibi toplantılara katılmaları\niçin sendikanın yazılı talebi üzerine aşağıdaki düzenlenmiş şekline\ngöre ücretli izin verilir. \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n \u003Ctd>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>01- 50 işçi\u003C\u002Ftd>\n \u003Ctd>25 gün,\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>51- 100 işçi\u003C\u002Ftd>\n \u003Ctd>35 gün,\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>101- 200 işçi\u003C\u002Ftd>\n \u003Ctd>45 gün,\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>201- 500 işçi\u003C\u002Ftd>\n \u003Ctd>65 gün,\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>501-1000 işçi\u003C\u002Ftd>\n \u003Ctd>85 gün,\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1001'den fazla\u003C\u002Ftd>\n \u003Ctd>İşçi sayısının % 12'si kadar gün\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Ancak Mersin’de kurulu bulunan Şişecam Düzcam Mersin Fabrikası ve\nŞişecam Cam Ambalaj Mersin Fabrikası için işçi mevcutlarına göre\nbulundukları kademelerdeki yıllık toplam ücretli izin sürelerine 8'er gün\nilave edilmiştir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler, her görevli için ayrı ayrı olmayıp tüm görevliler\niçindir.\u003C\u002Fp>\n\n\u003Cp>d)Genel Kurul İzinleri: Olağan ya da Olağanüstü Genel Merkez ya da\nŞube Genel Kurullarında, Genel Kurula katılacak bütün delegelere Genel\nKurul süresi kadar ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak sendika işyerine 10 gün önceden delege listesini gönderir.\u003C\u002Fp>\n\n\u003Cp>e)Her yıl işçi sayısının % 5'ini geçmeyecek kadar üyeye 4 gün\nücretli eğitim izni verilir. Ücretli eğitim süresi yılda (% 5 x 4\ngün)'ü geçemez. Bu izin süresinin günlere dağılımı sendikaca\nbelirlenir. Ancak her bir gün için eğitim izni kullanan işçilerin sayısı\ntoplam işçi sayısının %5'ini geçemez. Eğitime katılacakların listesi,\nsendikaca 10 gün önceden işverene bildirilir ve mutabakat sağlanır.\u003C\u002Fp>\n\n\u003Cp>f)Sendikanın işyerinde çalışan yönetici ve temsilcilerine yurtdışı\nsendikal faaliyetlerle ilgili seyahat, eğitim, konferans gibi hususlar için\nbir yılda 3 kişiyi ve üç ayı geçmemek üzere, sendikanın yazılı talebi\nüzerine ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 - SENDİKA YÖNETİCİ VE TEMSİLCİLERİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>a)Sendikanın yönetim kurullarında, başkanlığında veya yürütme\nkurullarında görev almalarından dolayı iş sözleşmesini askıya almak\nsuretiyle işyerinden ayrılan üyeler, bu görevlerinin seçime girmemek,\nseçilememek veya çekilmek suretiyle son bulması üzerine, son bulmayı takip\neden 1 ay içinde işe alınmalarını istedikleri takdirde, işverence, eski\nişleri boşsa öncelikle o işe, değilse eski işine uygun bir işe\nalınırlar.\u003C\u002Fp>\n\n\u003Cp>Bu işçiler, ayrıldıkları tarihteki ücretlerine, sonraki Toplu İş\nSözleşmeleriyle gelen zamların da eklenmesiyle bulunacak ücretle\nçalışmaya başlarlar.\u003C\u002Fp>\n\n\u003Cp>İşveren bu işçileri, başvuru tarihinden itibaren 1 ay içinde işe\nalmadığı takdirde, yukarıdaki fıkra uyarınca hesaplanacak ücretlerini ve\nbu toplu iş sözleşmesiyle belirlenen diğer bütün haklarını ödemeye\ndevam etmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde çalışan sendika Yönetim Kurulu Üyeleri ile işyeri\nsendika temsilcileri, kendi kadrolarıyla belirlenmiş servislerindeki\nişyerinden başka bir yere, yazılı onayları olmaksızın nakledilemez.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, işyeri sendika temsilcilerinin hizmet akitlerini haklı bir\nsebep olmadıkça ve sebebini açık ve kesin şekilde belirtmedikçe\nfeshedemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12 - İŞE ALMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>a)İşyerine işçi alınması gerektiğinde deneme süresi 4 ay olup,\nuygulanacak usul, işveren tarafından mevzuat hükümlerine göre tayin ve\ntatbik olunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşveren, boşalan kadroların, işyerinde çalışmakta olan işçileri\natama yoluyla doldurulmasında, istekli olanlara öncelik verecektir.\u003C\u002Fp>\n\n\u003Cp>c)Dışarıdan işçi almak gerektiğinde, işyerinde çalışan işçilerin\neş ve çocukları ile daha önce tensikat sebebiyle çıkarılmış\nişçilerin işe alınmasına öncelik verilecektir.\u003C\u002Fp>\n\n\u003Cp>İşçi alma ve çalışma koşulları ile ilgili olarak çıkartacağı her\ntürlü tüzük, yönetmelik ve tamimleri işveren sendikaya bildirir.\u003C\u002Fp>\n\n\u003Cp>d)Okulların statüsü gereği üyelerin staj veya mesleki eğitim yapması\ngereken çocuklarına, okullarındaki başarı durumları dikkate alınarak\nişyerinin olanakları ölçüsünde staj veya mesleki eğitim önceliği\ntanınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 - ASKERLİK NEDENİYLE İŞYERİNDEN AYRILAN İŞÇİLERİN\nYENİDEN İŞE ALINMALARI VE ASKERLİK ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>a)Muvazzaf askerlik ödevi nedeniyle işyerinden ayrılarak, bu görevin\ntamamlanmasını izleyen 90 gün içinde yeniden işe girmek için işyerine\nbaşvuran işçiler, 3 ay içinde eski işlerine veya eski işlerine uygun bir\nişe, askerlik öncesi o işyerindeki kıdem süresine eşit kıdeme sahip\nemsallerine uygun bir ücretle alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bedelli askerlik kapsamında bir aylık temel eğitimini tamamlamak için\nişyerinden ayrılan işçilerin yazılı olarak talep etmeleri halinde kıdem\ntazminatı hakları saklı tutularak mevzuat gereği SGK çıkışları\nyapılır. Bu işçiler bedelli askerlik bitiminde eski işlerine mevcut\nkıdemleri ile devam ederler.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik ödevi dışında, manevra ya da askerlikle ilgili\nherhangi bir nedenle, zorunlu olarak işyerinden ayrılan işçilerin, iş\nsözleşmeleri feshedilemez, ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Bu işçiler, görevlerinin bitimini izleyen 1 hafta içinde yeniden işe\nbaşlarlar.\u003C\u002Fp>\n\n\u003Cp>c)Bedelli askerlik hariç muvazzaf askerlik görevini yapmak üzere\nişyerinden ayrılan üyeye 1 aylık ücreti tutarında askerlik ödeneği\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch2>MADDE 14 - GEÇİCİ İŞÇİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Yemek, güvenlik, dış mekan temizliği, personel taşıma, şoförlük\n(makam şoförü, kuryelik) hariç olmak üzere, asıl işlerde geçici işçi\nve müteahhit firma çalıştırılamaz.\u003C\u002Fp>\n\n\u003Cp>Belirli süreli tevsi, montaj ve fırın tamiri işlerinde belirli süreli\nhizmet akdi ile çalıştırılan işçilerle, süreksiz işlerde\nçalıştırılan geçici işçiler hakkında bu toplu iş sözleşmesi\nuygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, daimi asıl işlerde 1 aydan fazla geçici işçi\nçalıştırılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - İŞ DEĞİŞİKLİĞİ\u003C\u002Fh2>\n\n\u003Cp>İşçiler, işyerinde kendi işlerinden farklı nitelikteki bir başka işe\nyazılı onayları olmaksızın nakledilemezler.\u003C\u002Fp>\n\n\u003Cp>Zorunlu ve olağanüstü durumlarda bu hüküm uygulanmaz. Ancak, bu\ndurumlar ortadan kalktığında, işçiler, derhal eski işlerine dönerler.\u003C\u002Fp>\n\n\u003Cp>İşçiler iş unvanı kapsamı içindeki farklı bölümlerdeki işlerde,\niş tanımlarına uygun olarak yazılı onayları olmaksızın haftalık olarak\ngörevlendirilebilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16 - ENGELLİ İŞÇİLERİN ÇALIŞTIRILMASI\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışmaktayken, iş kazası, meslek hastalığı, hastalık\nya da herhangi bir nedenle Sağlık Bakanlığına bağlı sağlık\nkuruluşlarından veya SGK’nın anlaşmalı olduğu sağlık\nkuruluşlarından \"hafif işlerde çalışabilir” raporu alanların,\nişyerinde durumlarına uygun bir işte, ücretlerinden bir indirim\nyapılmaksızın çalıştırılmaları talebi İş Sağlığı ve Güvenliği\nKurulunda değerlendirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 - NORMAL ÇALIŞMA SÜRELERİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>İşyerinde vardiya dışında normal çalışma süresi haftada 45 saattir.\nBu süre haftada 5 işgünü ve günde 9 saati geçmemek üzere\nçalışılarak, Cumartesi ve Pazar günleri tamamen tatil yapılarak\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışma süresinin ortalama bir zamanında Yasa'ya göre ara dinlenmesi\nverilir ve bu ara dinlenmesi çalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 - VARDİYALI ÇALIŞMA SÜRELERİ\u003C\u002Fh2>\n\n\u003Cp>a)Vardiyalı çalışan işçilerin çalışma süreleri, günde 7,5 saat ve\nhaftada 45 saattir. Bu işçilere, günlük çalışma sürelerinin ortalama\nbir zamanında, yasaya göre ara dinlenmesi verilir ve bu ara dinlenmesi\nçalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b)Vardiyalı işçilerden yemek saatinde işini bırakamayan ya da panosunun\nbaşından ayrılamayan ve münavebe ile yemeğe giden işçilere,\nçalıştıkları bu yarım saat için fazla mesai hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Diğer vardiyalı işçilere ise bir iş karşılığı olmaksızın yarım\nsaatlik ücretleri tutarında ek ödeme yapılır. Ancak bu hüküm bir iş\nkarşılığı olmaksızın yarım saatlik ücretleri tutarında ek ödeme\nyapılan bölümlerde 14.03.2004 tarihinden itibaren işe giren işçilere\nuygulanmaz.\u003C\u002Fp>\n\n\u003Cp>c)Haftalık çalışma süresinin günlere dağılımı, vardiya saatlerinin\ntespit ve değişimi, yasa, tüzük ve yönetmelikler dikkate alınarak\nişverence yapılır.\u003C\u002Fp>\n\n\u003Cp>d)Vardiyalar, bir hafta gece çalışanların, ondan sonraki hafta gündüz\nçalışmaları şeklinde düzenlenir. Düzenleme ve değişiklikler, önceden\nişyerinde ilan edilir.\u003C\u002Fp>\n\n\u003Cp>Vardiyalarda çalışan işçiler devir ve teslim etmeden işi\nbırakamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 19 - FAZLA ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cp>a)Bu sözleşme ile belirlenen günlük çalışma ve haftalık çalışma\nsürelerinin üzerinde yapılacak her türlü çalışmalar fazla\nçalışmadır.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışmalar günde 3 saati ve fazla çalışma yapılacak günlerin\nsayısı her üye için yılda 90 işgününü geçemez.\u003C\u002Fp>\n\n\u003Cp>b)Fazla çalışmalarda saat başına düşen ücret %100 zamlı olarak\nödenir. Aylık hesaplamalarda yarım saatten az çalışmalar yarım saat,\nyarım saatten fazla ve bir saatten az çalışmalar da bir saat olarak kabul\nedilir.\u003C\u002Fp>\n\n\u003Cp>c)Prensip olarak fazla çalışmaya katılmak üyenin onayına\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>Ancak, önceden tahmin edilemeyen veya önüne geçilemeyen durumlar ile bir\narızanın ortaya çıkması gibi olağanüstü durumlarda fazla çalışma\niçin üyenin onayı aranmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Fazla çalışmalarda ilk 3 saat için saat başına düşen ücret %100\nzamlı, 3 saatten sonraki çalışmalar için %150 zamlı ücret ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Olağanüstü nedenlerle günde 3 saatin üzerinde fazla çalışma yapan\nişçilerin bu fazla çalışma sürelerinin bir saatlik kısmı 24:00 - 06:00\nsaatleri arasına rastlarsa bu işçiler izleyen günlük çalışma\nsaatlerinde ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Böylesi olağanüstü durumlarda fazla çalışmanın düzenlenmesi 4 saati\ngeçemez. 4 saatten fazla çalışmayı gerektiren durumlarda postalar halinde\nfazla çalışma yaptırılır.\u003C\u002Fp>\n\n\u003Cp>Olağanüstü durumlarda evden çağrılan üyenin ilk 1 saatlik\nçalışması için 7 saatlik ve sonraki her çalışma saati için %100 zamlı\nücret ödenir. Olağanüstü durumlarda evden çağrılıp vardiyasının\nbaşlamasına 2 saatten daha fazla süre kala işbaşı yaptırılarak\nvardiyasına devam eden işçiler, izleyen günlük çalışma saatlerinde\nücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>d)Maddenin (c) fıkrasına göre yapılan fazla çalışmaların sonunda\nişveren, işçiyi araç temin ederek, servis güzergahına göndermekle\nyükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20 - FAZLA ÇALIŞMA UYGULAMASI\u003C\u002Fh2>\n\n\u003Cp>a)Normal fazla çalışmalar için, fazla çalışma yapacak üyelerin\nlistesi, fazla çalışma uygulanmasından en az 3 gün önce işyerinde ilan\ntahtasına asılır.\u003C\u002Fp>\n\n\u003Cp>b)Üyenin duyurulan çalışma gününden en az 1 işgünü önce\nçalışamayacağını işverene bildirme hakkı saklıdır. Üyenin böyle bir\nbaşvuruda bulunmaması durumunda, listede belirtilen günde fazla çalışma\niçin olur vermiş sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 21 - VARDİYA VE GECE ZAMMI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Vardiya düzeni ile çalışan üyelere, çalıştıkları her saat için\nsözleşmenin 1. Yılı 1. Altı aylık döneminde 01 Ocak 2024 tarihinden\nitibaren 7,60 TL\u002Fsaat vardiya zammı ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Gece süresi saat (20.00-06.00) dır. Bu sürede çalışan üyelere,\nçalıştıkları her saat için sözleşmenin 1. Yılı 1. Altı aylık\ndöneminde 01 Ocak 2024 tarihinden itibaren 12,25 TL\u002Fsaat gece zammı\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vardiya ve Gece zammına 6 aylık dönemlerde ücret zammı artış oranı\nkadar artış uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22 - GEÇ KALMA\u003C\u002Fh2>\n\n\u003Cp>a)30 dakikaya kadar gecikmelerde, işçi işe alınır ve ücretinden bir\nkesinti yapılmaz. 90 dakikaya kadar gecikmelerde işçi işe alınır, ancak,\nücretinden, geç kaldığı süre kadar ücret kesilir. Bu durumda, hafta\ntatili yevmiyesinden kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki fıkradaki gecikmeler, yılda toplam 12 defadan fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>b)90 dakikadan fazla gecikmelerde, işveren o gün için işçiyi işe\nalıp, almamakta serbesttir. İşçi işe alındığı taktirde çalıştığı\nsaatlerin ücreti ve hafta tatili yevmiyesi kendisine ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23-SAAT KARTLARI, ÇALIŞMANIN TESPİTİ VE İŞİN DURMASI\u003C\u002Fh2>\n\n\u003Cp>İşçinin çalışma süresini belirleyen belgeler, saat kartı ile buna\ngöre tutulan puantaj cetvelidir.\u003C\u002Fp>\n\n\u003Cp>İşe başlamadan ve işin bitiminde saat kartının basılması zorunludur.\nAncak, saat kartını basmayı unutan işçinin çalıştığı\nsaptandığında ücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 - HAFTA TATİLİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>a) İşyerinde vardiya dışındaki normal çalışmalar için hafta tatili\nPazar günüdür.\u003C\u002Fp>\n\n\u003Cp>Vardiya dışındaki işler için Cumartesi, çalışılmayan gündür.\nCumartesi günü çalışma yapılırsa, fazla mesai hükümlerine göre ödeme\nyapılır. Vardiyalı çalışanlara 24 saatten az olmamak üzere haftada 1\ngün hafta tatili verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>b)İşçiler, hafta tatilinde çalıştırılamazlar. Hak kazandığı hafta\ntatili gününde çalışacak olanlar için bu Toplu İş Sözleşmesinin\n20.maddesindeki prosedür uygulanır ve çalıştığı hafta tatili günü\niçin toplam 3 yevmiye ödenir. Hafta tatilinde çalıştırılan işçiler\nizleyen 30 gün içinde bir kez daha hafta tatilinde çalıştırılırlar ise\nbu madde gereğince yapılan ödemelere ek olarak kendilerine takip eden hafta\niçerisinde 1 gün izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Hafta tatili günü ile ulusal bayram ya da genel tatil günlerinin\nçakışması durumunda işçi yararına olan hüküm uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2>MADDE 25 - ULUSAL BAYRAM VE GENEL TATİLLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal bayram ve genel tatiller, yasada belirlenen günlerdir. Bu günlerde\nişçiler çalıştırılamazlar. Çalışılması halinde, çalışma yapacak\nüyelerin listesi çalışma uygulamasından en az 6 gün önce işyerinde ilan\ntahtasına asılır. Üyenin duyurulan çalışma gününden en az 3 işgünü\nönce çalışamayacağını işverene bildirme hakkı saklıdır. Üyenin\nböyle bir başvuruda bulunmaması durumunda, listede belirtilen günde\nçalışma için olur vermiş sayılır. İşçilere çalıştıkları tatil\ngünlerine ait ücretleri, toplam 4 yevmiye olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>MADDE 26 - YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>A)Yıllık ücretli izne hak kazanılması için gerekli sürenin ve izin\ngünlerinin belirlenmesinde esas tutulacak hizmet süresinin hesabında, deneme\nsüresi de dahil olmak üzere işçilerin aynı işverenin bir veya çeşitli\nişyerlerinde devamlı yahut aralıklı olarak çalıştıkları süreler\nbirleştirilerek dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>B)Yıllık ücretli izin süreleri:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Hizmet süresi 1 yıldan 5 yıla kadar olanlara 21 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Hizmet süresi 5 yıldan (5 yıl dahil) 15 yıla kadar olanlar için 25\nişgünü,\u003C\u002Fp>\n\n\u003Cp>c)Hizmet süresi 15 yıldan fazla (15 yıl dahil) olanlar için 30\nişgünüdür.\u003C\u002Fp>\n\n\u003Cp>C)Yıllık ücretli izinler, işçinin izin haklarının bu aylara tesadüf\netmek kaydıyla\u003C\u002Fp>\n\n\u003Cp>15 Mart ve 15 Kasım tarihleri arasında kullandırılır.\u003C\u002Fp>\n\n\u003Cp>Ancak, fırın tamirlerinde, büyük fırın arızalarında ve iş\ndaraltılmasında bu hüküm uygulanmaz. İşveren, yılın 15 Mart ve 15\nKasım tarihleri arasındaki süre ile ve işyerlerinin sendika ile mutabık\nkalınacak bölümleri ile sınırlı olarak ve bu süre içinde sadece\nyıllık ücretli izin hakkını kullanan işçilerin çalıştıkları\nbölümlerde çalıştırılmak üzere \"izin dönüşüm ekibi” adı altında\nişçi alabilir. Bu işçilere TİS hükümleri uygulanmaz ve bu işçiler TİS\ngereğince işçi ücretlerine yapılacak artışlar için esas alınan ücret\nortalamalarının hesaplanmasında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>Bu işçiler sendikaya üye olduklarında ücretlerine % 30 oranında\nsendika zammı yapılır.\u003C\u002Fp>\n\n\u003Cp>D)Yıllık ücretli izin süresine rastlayan yasal hafta tatili, ulusal\nbayram ve genel tatil günleri ile arife günkü vardiyası 16:00-24:00’e\ndenk gelen işçiler için arife günleri yıllık ücretli izin süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>E)İşçinin isteği durumunda yıllık ücretli izne çıkarken ayrıca\nkendisine 5 güne kadar ücretsiz yol izni verilir.\u003C\u002Fp>\n\n\u003Cp>F)İşin niteliğine göre, izin hakkını kazanmadan yıllık ücretli izin\nkullandırılan işçinin herhangi bir nedenle işten ayrılması durumunda\nhaklarından ve alacaklarından hiçbir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>G)İşçilerin yıllık ücretli izinleri ancak kendi istekleri üzerine\nbölünebilir. Bu durumda, yıllık ücretli izin süreleri bir bölümü 10\ngünden aşağı olmamak üzere en çok üçe bölünebilir.\u003C\u002Fp>\n\n\u003Cp>H)Toplu izin kullanıldığında, toplu izne çıkış tarihinde kıdemleri,\nher kademe için gerekli olan süreden 6 aya kadar eksik bulunanlar bir üst\nkademenin izin süresinden yararlanırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27 - YILLIK ÜCRETLİ İZİN SÜRESİ İÇİNDE İSTİRAHAT\u003C\u002Fh2>\n\n\u003Cp>Yıllık ücretli izin süresi içinde hastalanan işçinin Sağlık\nBakanlığı ve SGK’nın anlaşmalı olduğu sağlık kuruluşlarından\naldıkları istirahatlerde, bu süreler, yıllık ücretli izin sürelerine\neklenir.\u003C\u002Fp>\n\n\u003Cp>Üye bu durumunu izin süresi içinde işyerine bildirmek ve belgelemek\nzorundadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28 - İZİN BELGESİ\u003C\u002Fh2>\n\n\u003Cp>Yıllık ücretli izne çıkan işçiye, adını, soyadını, SGK ve işyeri\nsicil numarasını içeren ve izin tarihlerini gösteren bir İzin Belgesi İK\nsistemi üzerinden verilir. Yıllık izin kullanıldığına dair imzalı\nmutabakat belgesi, her sene sonunda çalışanlardan alınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 - DİĞER ÜCRETLİ İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>a) İşçilerin eşinin doğum yapması halinde 5 gün, evlat edinilmesi\nhalinde 3 gün, anne, baba, kardeş, eş ve çocuklarından birinin ölümü\nhalinde 5 işgünü, kayınvalide ve kayınpederin ölümü halinde 3\nişgünü, işçinin evlenmesi halinde 10 işgünü, kendisinin ya da anne veya\nbabasının ikametgahlarında olan sel, yangın, deprem gibi felaketlerde 10\nişgününe kadar ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Doğum ve ölüm izinleri, olaydan başlayarak en geç 20 gün, evlenme izni\nise 30 gün içinde kullanılır.\u003C\u002Fp>\n\n\u003Cp>İşveren istediğinde işçi bunu belgelerle kanıtlar.\u003C\u002Fp>\n\n\u003Cp>Ölüm iznine çıkmadan önce işçiye, isteği durumunda 15 günlük\nücreti tutarında olmak ve ilk istihkakından mahsup edilmek üzere avans\nverilir.\u003C\u002Fp>\n\n\u003Cp>b)Bu izinlerde, yolda geçecek süreler için, üyenin isteği durumunda 3\ngüne kadar ücretsiz yol izni verilebilir.\u003C\u002Fp>\n\n\u003Cp>c)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>d)Bu izinler dışında, mazeretleri üzerine yılda 4 gün ücretli izin\nverilir. Bu izin, bir defada 2 günden fazla kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>e)Üyenin, müracaatı üzerine, ücretsiz mazeret izni verilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30 - ÜCRET ÖDEMELERİ VE AVANSLAR\u003C\u002Fh2>\n\n\u003Cp>a)Ücret ve avans ödemeleri taraflarca belirlenen günlerde yapılır.\nÜcretler; toplu iş sözleşmesi kapsamındaki işyerlerinin tamamında her\nayın 2'sinde öğleden sonra yapılır. Kapsama dahil işyerlerinin tümünde\navans ödemeleri ise her ayın 20'sinde yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>b)Fazla çalışma süreleri, bir önceki ayın 26’sı ile mevcut ayın\n25’ini kapsayacak şekilde hesaplanacak olup, fazla çalışma ödemeleri\naylık ücretleri ile birlikte ödenecektir.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, ücret ödemelerinde işçiye ücret ve kesintilerini gös\nterir işyerinin özel işaretini taşıyan bir pusula vermekle yükümlüdür.\nBu pusula çalışanın şirket tarafından verilen e-posta adresine\ngönderilir. Bu ücret pusulasında ödemenin günü, ilişkin olduğu dönem,\nfazla çalışma, hafta tatili, ulusal bayram ve genel tatil ücretleri gibi\nasıl ücrete yapılan her türlü eklentiler tutarı ile vergi, sigorta primi,\navans mahsubu, nafaka ve icra gibi her çeşit kesintilerin gösterilmesi\ngereklidir. Bu maddeye ilişkin e-posta bildirimi yukarıda belirtilen\npusulanın gönderilmesine münhasırdır.\u003C\u002Fp>\n\n\u003Cp>d)Ödemeler kural olarak gününde yapılır. Ancak Cumartesi veya Pazar\ngününe rastlayan ödemeler Pazartesi gününde öğleden sonra, Ulusal Bayram\nve Genel Tatil günleri ile dini bayram günlerine veya sonraki ilk işgününe\nrastlayan ödemeler müteakip işgününde öğleden sonra yapılır.\u003C\u002Fp>\n\n\u003Cp>e)İşveren, her ay üye işçilerin saat ücretlerine ilişkin bilgileri\nbilgisayar ortamında sendikaya iletecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31 - ÜCRET ZAMMI\u003C\u002Fh2>\n\n\u003Ch3>A)ÜCRET DÜZELTMESİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cp>Toplu iş sözleşmesi kapsamındaki sendika üyesi işçilerin, 01.01.2024\ntarihindeki ücretleri, bulundukları gruba göre aşağıdaki ücret\nskalasının altında kalanların saat ücretleri 01.01.2024’den geçerli\nolmak üzere öncelikle bu skala seviyelerine yükseltilecektir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Ücret Grubu\u003C\u002Ftd>\n \u003Ctd>TL\u002Fsaat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>A\u003C\u002Ftd>\n \u003Ctd>88,90\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>B\u003C\u002Ftd>\n \u003Ctd>92,46\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>C\u003C\u002Ftd>\n \u003Ctd>96,16\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>D\u003C\u002Ftd>\n \u003Ctd>100,01\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>E\u003C\u002Ftd>\n \u003Ctd>104,01\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>F\u003C\u002Ftd>\n \u003Ctd>108,17\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>B)ÜCRET ZAMLARI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>1- Birinci Yıl Birinci Altı Ay Ücret Zammı: (01.01.2024-30.06.2024)\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin A bendindeki ücret düzeltmesi yapıldıktan\nsonraki saat ücretlerine, 01.01.2024 tarihinden itibaren geçerli olmak 6 grup\nüzerinden aşağıdaki ücret zammı uygulanacaktır.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Ücret Grubu\u003C\u002Ftd>\n \u003Ctd>Ücret Zammı TL\u002Fsaat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>A\u003C\u002Ftd>\n \u003Ctd>97,50\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>B\u003C\u002Ftd>\n \u003Ctd>102,25\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>C\u003C\u002Ftd>\n \u003Ctd>105,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>D\u003C\u002Ftd>\n \u003Ctd>107,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>E\u003C\u002Ftd>\n \u003Ctd>109,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>F\u003C\u002Ftd>\n \u003Ctd>111,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kıdem Yılı Zammı:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>Toplu iş sözleşmesi kapsamındaki sendika üyesi işçilerin, 1. Yıl 1\nAltı ay zammı uygulandıktan sonraki saat ücretlerine, topluluğa giriş\ntarihinden 31.12.2023 tarihine kadar işyerlerinde geçirdikleri her bir tam\nkıdem yılı için, bir defaya mahsus olmak üzere 01.01.2024 tarihinden\nitibaren 1,5 TL\u002FSaat kıdem yılı zammı yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2-Birinci Yıl İkinci Altı Ay Ücret Zammı: (01.07.2024-31.12.2024)\u003C\u002Fh4>\n\n\u003Cp>Kapsama dahil tüm işyerlerinde çalışan sendika üyesi işçilerin\n30.06.2024 tarihindeki saat ücretlerine, 01.07.2024 tarihinden geçerli olmak\nüzere 6 grup üzerinden ortalaması Temmuz 2024’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-30.06.2024 tarihleri\narasında gerçekleşecek endeks değişi m oranında ücret zammı\nyapılacaktır. Ancak bu oran, aynı dönemdeki asgari ücret artış\noranının altında olmayacaktır.\u003C\u002Fp>\n\n\u003Ch4>3-İkinci Yıl Birinci Altı Ay Ücret Zammı: (01.01.2025-30.06.2025)\u003C\u002Fh4>\n\n\u003Cp>Kapsama dahil tüm işyerlerinde çalışan sendika üyesi işçilerin\n31.12.2024 tarihindeki saat ücretlerine, 01.01.2025 tarihinden geçerli olmak\nüzere 6 grup üzerinden ortalaması Ocak 2025’te ilan edilen 2003=100 bazlı\nTÜİK Tüketici Fiyatları Endeksinde 01.07.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranın a, bu oranın %20’si\n(yüzde yirmisi) kadar puan eklenmesiyle bulunacak oranda ücret zammı\nyapılacaktır. Ancak bu oran, aynı dönemdeki asgari ücret artış\noranının altında olmayacaktır. Asgari ücretin Temmuz 2024 ayında\nartırılmayarak Ocak 2025 itibarı ile yıllık olarak arttırılması\nhalinde, bu maddenin, B\u002F2.bendine göre, Temmuz 2024 itibarı ile yapılacak\nücret zammı oranı ile B\u002F3. Bendine göre Ocak 2025 itibarı ile yapılacak\nücret zammı oranları bileşik olarak hesaplanacaktır. 1 Ocak 2025 itibarı\nile belirlenecek asgari ücretin artış oranı, bu şekilde hesaplanarak\nbulunacak toplam bileşik artış oranının üzerinde kalması halinde aradaki\nyüzde farkı (bileşik fark), TİS gereği 1 Ocak 2025 itibarı ile\nuygulanacak ücret zammına ilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>4-İkinci Yıl İkinci Altı Ay Ücret Zammı: (01.07.2025-31.12.2025)\u003C\u002Fh4>\n\n\u003Cp>Kapsama dahil tüm işyerlerinde çalışan sendika üyesi işçilerin\n30.06.2025 tarihindeki saat ücretlerine 01.07.2025 tarihinden geçerli olmak\nüzere 6 grup üzerinden ortalaması Temmuz 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2025-30.06.2025 tarihleri\narasında gerçekleşecek endeks değişim oranına bu oranın %20’si (yüzde\nyirmisi) kadar puan eklenmesiyle bulunacak oranda ücret zammı yapılacaktır.\nAncak bu oran, aynı dönemdeki asgari ücret artış oranının altında\nolmayacaktır. Asgari ücretin Ocak 2025 ayında artırılmayarak Temmuz 2025\nitibarı ile yıllık olarak arttırılması halinde, bu maddenin, B\u002F3.bendine\ngöre, Ocak 2025 itibarı ile yapılacak ücret zammı oranı ile B\u002F4. Bendine\ngöre Temmuz 2025 itibarı ile yapılacak ücret zammı oranları bileşik\nolarak hesaplanacaktır. 1 Temmuz 2025 itibarı ile belirlenecek asgari\nücretin artış oranının, bu şekilde hesaplanarak bulunacak toplam bileşik\nartış oranının üzerinde kalması halinde aradaki yüzde farkı (bileşik\nfark), TİS gereği 1 Temmuz 2025 itibarı ile uygulanacak ücret zammına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch3>C)İŞE GİRİŞ ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Bu TİS kapsamındaki işyerlerinde, sözleşmenin yürürlük tarihinden\nsonra işe giren işçilerin ücretleri, sendikaya üye olduklarında,\nüyeliklerinin sendikaca işverene bildirildiği ayı takip eden aybaşından\nitibaren aşağıda belirtildiği şekilde belirlenir.\u003C\u002Fp>\n\n\u003Ch4>Birinci Yıl Birinci Altı AY: (01.01.2024-30.06.2024)\u003C\u002Fh4>\n\n\u003Cp>İşçilerin ücretleri, Sözleşmenin birinci yılı birinci altı ayında\naşağıdaki \"İşe Giriş Ücreti” skalasına yükseltilir ve kendilerine\nişe girdikleri 6 aylık döneme ait o iş yerinde geçerli olan ücret grubu\nzammının tamamı uygulanır.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Ücret Grubu\u003C\u002Ftd>\n \u003Ctd>TL\u002Fsaat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>A\u003C\u002Ftd>\n \u003Ctd>88,90\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>B\u003C\u002Ftd>\n \u003Ctd>92,46\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>C\u003C\u002Ftd>\n \u003Ctd>96,16\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>D\u003C\u002Ftd>\n \u003Ctd>100,01\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>E\u003C\u002Ftd>\n \u003Ctd>104,01\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>F\u003C\u002Ftd>\n \u003Ctd>108,17\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch4>Birinci Yıl İkinci Altı Av: (01.07.2024-31.12.2024)\u003C\u002Fh4>\n\n\u003Cp>Bu dönemde işe giren işçilerin ücretleri sendikaya üye olduklarında,\nüyeliklerinin sendikaca işverene bildirildiği ayı takip eden aybaşından\nitibaren 01.07.2024 tarihinden sonra uygulanacak yeni kanuni asgari ücret (A)\nkademesini oluşturacak ve her kademe arasında yüzde 4 oranında artış\nyapılacak şekilde yeniden belirlenen işe giriş ücreti skalasına\nyükseltilir ve kendilerine işe girdikleri 6 aylık döneme ait o işyerinde\ngeçerli olan ücret grubu zammının tamamı uygulanır.\u003C\u002Fp>\n\n\u003Ch4>İkinci Yıl Birinci Altı Ay: (01.01.2025-30.06.2025)\u003C\u002Fh4>\n\n\u003Cp>Bu dönemde işe giren işçilerin ücretleri sendikaya üye olduklarında,\nüyeliklerinin sendikaca işverene bildirildiği ayı takip eden aybaşından\nitibaren 01.01.2025 tarihinden sonra uygulanacak yeni kanuni asgari ücret (A)\nkademesini oluşturacak ve her kademe arasında yüzde 4 oranında artış\nyapılacak şekilde yeniden belirlenen işe giriş ücreti skalasına\nyükseltilir ve kendilerine işe girdikleri 6 aylık döneme ait o işyerinde\ngeçerli olan ücret grubu zammının tamamı uygulanır.\u003C\u002Fp>\n\n\u003Ch4>İkinci Yıl İkinci Altı Ay: (01.07.2025-31.12.2025)\u003C\u002Fh4>\n\n\u003Cp>Bu dönemde işe giren işçilerin ücretleri sendikaya üye olduklarında,\nüyeliklerinin sendikaca işverene bildirildiği ayı takip eden aybaşından\nitibaren 01.07.2025 tarihinden sonra uygulanacak yeni kanuni asgari ücret (A)\nkademesini oluşturacak ve her kademe arasında yüzde 4 oranında artış\nyapılacak şekilde yeniden belirlenen işe giriş ücreti skalasına\nyükseltilir ve kendilerine işe girdikleri 6 aylık döneme ait o işyerinde\ngeçerli olan ücret grubu zammının tamamı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşe giriş ücret skalası belirlenen ikinci 6 aylık dönemde asgari\nücrette artış gerçekleşmediği durumda en son açıklanan asgari ücret\nesas alınarak uygulanan işe giriş ücret skalasına göre hesaplama\nyapılır. Bu durumda da işçiye sadece işe girdiği 6 aylık dönemin ücret\nzammı uygulanır.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesinin işe girdiği tarihten itibaren 2 yıl içerisinde ücret\ngrubu yükseltildiği takdirde, işe girdiği grup ile yükseltildiği grup\narasındaki \"İşe Giriş Ücreti Skalası” farkı yükseltildiği tarihten\nitibaren saat ücretine ilave edilir. \"İşe Giriş Ücreti Skalası” farkı\nödemesi aynı üye işçi için 1 kereden fazla uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki fıkrada yer alan durum dışında bir sendika üyesi işçinin\nücret grubu yükseltildiği takdirde ise sadece çalışmakta olduğu grup ile\nyükseltildiği grup arasındaki kademe zammı farkı yükseltildiği tarihten\nitibaren saat ücretine ilave edilir.\u003C\u002Fp>\n\n\u003Cp>D)Bu sözleşmenin kapsamına giren işyerlerinde Ek-B’de yer alan \"Saat\nÜcretli Personel İş Değerlendirme Ücret Sınıfları” uygulanır.\nTeknolojik ve\u002Fveya benzeri işyeri düzenlemesi nedenleriyle iş analizleri ve\niş değerlendirmesi yapılmasına ve yapılan iş analizi ve iş\ndeğerlendirmesi sonucunda işlerin kademesinin değerlendirilmesi ya da yeni\niş unvanlarının eklenip çıkarılması gerekli görülürse, uygulamaya\ngeçilmeden önce sendikaya yeni düzenleme gerekçeleriyle birlikte\nbildirilir, işin niteliği ve kapsamı dikkate alınarak işverence tayin\nedilen makul süre içerisinde sendikanın yazılı görüşü istenir.\u003C\u002Fp>\n\n\u003Cp>Uygulamaya başlandıktan sonra sendikanın uygulamaya ilişkin itiraz ve\nşikâyetleri olursa, bunlar taraflar arasında görüşülür, mutabık olunan\nhususlar düzeltilir.\u003C\u002Fp>\n\n\u003Cp>Bu çalışmaların uygulamaya konulması nedeniyle işçilerin\nücretlerinde bir indirim yapılamaz.\u003C\u002Fp>\n\n\u003Cp>E)İşverenin işyerinde uygulamakta olduğu takdir zamları devam eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>MADDE 32 - İKRAMİYE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>a)İşçilere bir yılda 120 günlük ücretleri tutarında ikramiye\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cp>Bu ikramiyeler 20 Ocak, 20 Mart, 20 Mayıs, 20 Temmuz, 20 Eylül, 20 Kasım\ntarihlerinde, 20 günlük ücret tutarında olmak üzere ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Bu ikramiye ödeme günleri dini bayram günlerini takiben en fazla 10\ngünlük bir süreye rastladığı taktirde, ikramiye ödemeleri arife\ngününden önce yapılır.\u003C\u002Fp>\n\n\u003Cp>c)Maddenin (a) fıkrasında belirlenen ikramiye ödeme günleri arasında\niş sözleşmesi devam etmiş olan işçiler, bu günlerde verilecek ikramiye\nmiktarlarının tamamına, iş sözleşmesi ödeme tarihleri arasındaki\nsürenin tamamını kapsamayanlar ise ödenecek ikramiyenin nisbi olarak\nhesaplanaca k miktarına hak kazanırlar. Ancak Sağlık Bakanlığına bağlı\nsağlık kuruluşlarından veya SGK’nın anlaşmalı olduğu sağlık\nkuruluşlarından alınacak her türlü istirahatlerde ve ücretsiz izinlerin\n10 güne kadar olan kısmı için ikramiye ödemelerinden kesinti\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>d)İş Sözleşmesinin suçlu çıkarmalar dışında bir nedenle sona\nermesi durumunda, işçiye çalıştığı gün oranında ikramiye ödemesi\nyapılır.\u003C\u002Fp>\n\n\u003Cp>e)Akort ücret esasıyla çalışan işçilerin ikramiyeleri, son 3 aylık\nakort ücret kazançlarının ortalaması üzerinden hesaplanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 - KIDEM TEŞVİK İKRAMİYESİ\u003C\u002Fh2>\n\n\u003Cp>İşyerlerinde mevcut uygulamaya devam edilir. İşçi yararına yapılacak\ntadiller bu dönemde uygulanır. Ancak, Kıdemi teşvik ikramiyesi, işçinin\nbu ikramiyeye hak kazandığı tarihte ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34 - PRİMLER\u003C\u002Fh2>\n\n\u003Cp>Halen üretimi teşvik primi uygulaması yapılan işyerlerinde bu\nuygulamaya devam olunur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch2>MADDE 35 - İZİN ÖDENEĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Cp>Her yıl, yıllık ücretli izne çıkan işçilere sözleşmenin 1.\nYılında 11.000.- TL izin ödeneği ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, bu oranın %10’u (yüzde\nonu) kadar puan eklenmesiyle bulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 - BAYRAM ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>Dini bayramların denk geldiği aydan bir önceki ayın maaşı ile birlikte\nsözleşmenin 1. Yılında 8.000.- TL bayram ödeneği ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, bu oranın %10’u (yüzde\nonu) kadar puan eklenmesiyle bulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 37 - EVLENME ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>a)Evlenen işçiye, evlenme iznine çıkmasından en geç iki gün önce\nsözleşmenin 1 .yılında l4.000.-TL evlenme ödeneği ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, bu oranın %10’u (yüzde\nonu) kadar puan eklenmesiyle bulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>b)Evlenen işçinin eşinin de aynı işyerinde çalışması durumunda bu\nödenekten her iki işçi de ayrı ayrı yararlanırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 38 - YAKACAK ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>a)Her yıl Mayıs maaşı ile birlikte ödenmek üzere işçilere,\nsözleşmenin 1. yılında 30.000.-TL yakacak ödeneği ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, bu oranın %10’u (yüzde\nonu) kadar puan eklenmesiyle bulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>b)Karı-koca aynı işyerinde çalışıyorsa bu yardımdan her ikisi de\nayrı ayrı yararlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 39 - YEMEK\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşyerinde çalışılan günler için kalite ve çeşit bakımından\nişçi, memur ayrımı yapılmaksızın ve üç kaptan az olmamak üzere bir\nöğün yemek verilecek, münasip bir servisle tevzi edilecektir. Maliyet\ngözetilerek yemeğin miktar, vasıf ve listelerinde kısıtlama yapılamaz.\nDoktor raporu ile perhizli olanlara, ramazanda oruç tutanlara sözleşmenin 1\n.yılında günlük 155.-TL ödenir. Sözleşmenin 2. yılında bu miktar, Ocak\n2025’te ilan edilen 2003=100 bazlı TÜİK Tüketici Fiyatları Endeksinde\n01.01.2024-31.12.2024 tarihleri arasında gerçekleşecek endeks değişim\noranına, bu oranın %10’u (yüzde onu) kadar puan eklenmesiyle bulanacak\noran kadar arttırılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yemek listeleri haftalık veya 15 günlük olarak işveren ve sendika\ntemsilcisi tarafından birlikte hazırlanır.\u003C\u002Fp>\n\n\u003Cp>Hazırlanan yemek listesinde bilahare değişiklik yapılmaz. Zorunlu bir\nsebep ile değişiklik yapılması gerektiğinde, değişiklik işçi\ntemsilcileri ile birlikte yapılır.\u003C\u002Fp>\n\n\u003Cp>1,5 saat ve daha fazla müddet fazla mesaiye kalınması halinde kahvaltı\nverilecektir. Görevli olarak dışarıda bulunduğu için işyerinde yemek\nyiyemeyenlere Harcırah Yönetmeliği hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşçilere çalıştıkları günlerde, yemeklerde 250 gr. süt veya\nyoğurt verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 - ÇOCUK ZAMMI\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışan işçilere, bakımı ile yükümlü oldukları beher\nçocuğu başına ayda 657 sayılı Yasa'da öngörülen miktar kadar çocuk\nzammı ödenir. Nüfus kağıdı sureti ibraz edilmedikçe bu zam verilmez.\u003C\u002Fp>\n\n\u003Cp>Anne ve babanın her ikisi de bir işyerinde çalışmakta iseler bu yardım\nçocuklara baktığı anlaşılan işçiye yapılır.\u003C\u002Fp>\n\n\u003Cp>Aşağıdaki hallerde çocuk zammı ödenmez.\u003C\u002Fp>\n\n\u003Cp>a)Evlenen kız ve erkek çocuklar için.\u003C\u002Fp>\n\n\u003Cp>b)25 yaşını dolduran erkek ve 25 yaşını dolduran kız çocukları\niçin (ancak bunların tahsile devam etmesi halinde tahsile devamlarını\ntevsik etmeleri şartı ile yardım verilmesine devam olunur.)\u003C\u002Fp>\n\n\u003Cp>c)Özel ve tüzel kişiler nezdinde çalışan aylık, haftalık ve\ngündelik ücret alan çocuklara bu zam verilmez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41 - EĞİTİMİ TEŞVİK BURSU\u003C\u002Fh2>\n\n\u003Cp>İşverence işçinin okula giden çocukları için işçiye;\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 1 .yılında,\u003C\u002Fp>\n\n\u003Cp>a)Anaokulu da dahil olmak üzere ilköğrenimdeki çocuklar için:\n4.900.-TL,\u003C\u002Fp>\n\n\u003Cp>b)Orta öğrenime devam eden ve sanat okuluna giden çocuklar için: 7.000.-\nTL,\u003C\u002Fp>\n\n\u003Cp>c)Yüksek Okul ve Üniversiteye giden çocuklar için: 12.000.- TL,\u003C\u002Fp>\n\n\u003Cp>Eğitimi teşvik bursu ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktarlar, Ocak 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, bu oranın %10’u (yüzde\nonu) kadar puan eklenmesiyle bulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>d)Bu yardımlar okulların açılış devresine rastlayan günlerde, o\ntarihte işyerinde çalışmakta bulunan işçinin, çocuğunun öğrenim\ndurumunu belge ile tevsiki üzerine ödenir. Anaokulu eğitimi için teşvik\nbursu ödemesi birinci sınıfa başlamadan önceki yıl anaokuluna giden her\nçocuk için bir defaya mahsus olmak üzere yapılır. Anne ve baba aynı\nişyerinde çalışmakta iseler bu yardım sadece anneye ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 42 - DOĞUM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>a)İşçinin eşinin ya da kadın işçinin kendisinin doğum yapması\ndurumunda ilk iki çocuk için çocuğun doğum tarihindeki kart saat ücreti x\n225 miktarında, diğer çocuklar için ise sözleşmenin 1 .yılında\n12.000.-TL doğum yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, bu oranın %10’u (yüzde\nonu) kadar puan eklenmesiyle bulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>b)İşçiler aynı işyerinde çalışıyorlarsa, bu yardımdan anne\nyararlanır. Ölü doğan çocuklar için sadece ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43 - ÖLÜM YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Ölen işçinin eşine, yoksa çocuklarına, bunlar da yoksa anne veya\nbabasına işçinin normal ölümü halinde; sözleşmenin 1 .yılında\n44.250.-TL, iş kazası sonucu ölümü halinde, sözleşmenin 1 .yılında\n80.000.-TL.-TL'si mahkeme sonucu alacağı tazminattan mahsup edilmek üzere\n200.000.-TL, işçinin eşinin, çocuklarının veya anne ve babasından\nbirisinin ölümü halinde; sözleşmeni n 1 .yılında 11.000.-TL ölüm\nyardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktarlar, Ocak 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, bu oranın %10’u (yüzde\nonu) kadar puan eklenmesiyle bulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>Anne, babanın ölümü halinde işyerinde bu yardıma hak kazanan birden\nfazla kişi varsa, yardım bunlar arasında eşit miktarda\npaylaştırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44 - GIDA YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşçilere Ramazan ayı başlamadan 3 gün önce, Kurban Bayramından 3\ngün önce ve yılbaşından 3 gün önce anlaşmalı mağazalardan\nalışveriş yapılmasını sağlayacak alışveriş çeki verilir. Her bir\nalışveriş çeki tutarı, sözleşmenin birinci yılında 1.800.-TL\nolacaktır.\u003C\u002Fp>\n\n\u003Cp>Alışveriş çeki tutarı bundan sonra her yıl 2003=100 Bazlı TÜİK\nTüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri arasında\n\"gıda ve alkolsüz içecekler” kategorisi için gerçekleşecek endeks\ndeğişim oranında artırılarak ödeme yapılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 45 - ESKİ HAKLAR\u003C\u002Fh2>\n\n\u003Cp>a)Bu sözleşme ile değiştirilmeyen, düzenlenmeyen ya da sözleşme\nmetninden çıkarılmayan hak ve yükümlülükler ile iş koşulları aynen\ndevam eder.\u003C\u002Fp>\n\n\u003Cp>b)Harcırah: Şişecam Masraf Yönetmeliği uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)Taşıt: Mevcut uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 46 - GİYİM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşçilere her yıl Temmuz maaşı ile birlikte ödenmek üzere\nsözleşmenin 1. yılında 5.500.-TL giyim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025’te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, bu oranın %10’u (yüzde\nonu) kadar puan eklenmesiyle bulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47 - KORUYUCU ÖNLEMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a)İşveren İş Yasaları ile İş Sağlığı ve Güvenliği\nMevzuatı’nın belirttiği bütün önlemleri işyerinde almakla\nyükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>İşyerinde hastalık ve sağlık malzemesi işyerinin her ünitesinde\nbulundurulur. İşin niteliği gereği işçinin kullanması gereken eldiven,\ngaz koruyucu maskesi, gözlük, kulaklık ve iş ayakkabısı çizme gibi\nkoruyucu malzeme işçilere zimmetle verilir. Kullanılmayacak derecede\nyıpranmış olan malzemeler derhal değiştirilir.\u003C\u002Fp>\n\n\u003Cp>b)İşçiler iş sağlığı ve güvenliği ile ilgili işyeri kurallarına\nuymakla ve verilen koruyucu malzemeleri kullanmakla yükümlüdürler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İşçiler, işyerinde kazaya veya meslek hastalığına neden olabilecek\ngüvensiz davranışlarını güvenli davranışlara dönüştürmeye yönelik\nyapılan yüz yüze teorik veya yüz yüze uygulamalı eğitim\nçalışmalarına katılmakla ve bu çalışmalar sonucunda verilen geri\nbildirimlere uymakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>d)İşyeri sendika temsilcileri ve tüm çalışanlar güvenli davranış\nkültürüne yönelik yapılan tüm çalışmalarda (yüz yüze eğitim,\netkinlik vb.) işveren ile iş birliği içinde çalışır.\u003C\u002Fp>\n\n\u003Cp>e)İşyerinde, işçiyi hastaneye ya da evine göndermek üzere 24 saat\ntaşıt bulundurulur. Gerektiğinde tıbbi araç ve gereçle donatılmış bir\nambulansın derhal temini için işverence gerekli önlemler alınır.\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde ve işyerine bağlı yemekhane, soyunma yeri ve diğer sosyal\ntesislerde işverence kalorifer tesis edilecek veya bu yerler yeterli biçimde\nısıtılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 48 - GENEL SAĞLIK MUAYENESİ\u003C\u002Fh2>\n\n\u003Cp>a)İşyerinde çalışan üyeler, yılda bir kez genel sağlık\nkontrolünden geçirilirler. İşyeri doktorunun lüzum göstermesi halinde\ngerekli testler yaptırılır.\u003C\u002Fp>\n\n\u003Cp>b)Ayrıca, işyerinde kurşun, asit, ve benzeri sağlık zararlılarına\nmaruz kalabilecek, meslek hastalığı yaratabilecek işlerde çalışan\nişçiler 6 ayda bir Check-up kontrolünden geçirilir ve gerekli testler\nyaptırılır.\u003C\u002Fp>\n\n\u003Cp>Bu durumda işçilerin ücretleri tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde kurşun, asit, asbest ve benzeri sağlık zararlılarına\nmaruz kalacak, meslek hastalığı yaratabilecek işlerde çalışan işçiler,\nbu işlerde geçirdikleri 5 yıllık süre sonunda, istekleri halinde,\nücretlerinde ve sosyal haklarında indirim yapılmaksızın, diğer işlerde\naçılacak kadrolara öncelikle alınırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 49 - SAĞLIK ODASI\u003C\u002Fh2>\n\n\u003Cp>a)İşyerinde İş Sağlığı ve Güvenliği Mevzuatına uygun bir sağlık\nodası kurulur. Sağlık odasında ilk yardım ve ilk müdahale için gerekli\nmalzeme, ilaç ve alet bulundurulur.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde, işçilere ilan edilen, günün belirli saatlerinde doktor\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, işyerinde doktor bulunmadığı zamanlarda gerekli ilk yardım\nve sağlık hizmetlerini yapabilecek nitelikte personeli, çalışma\nsaatlerinde sağlık odasında hazır bulundurur.\u003C\u002Fp>\n\n\u003Ch2>MADDE 50 - SOYUNMA YERLERİ VE DOLAPLARI, DUŞLAR\u003C\u002Fh2>\n\n\u003Cp>a)İşyerinde soyunma yerleri ihtiyaca uygun düzeye getirilir.\u003C\u002Fp>\n\n\u003Cp>b)İş Sağlığı ve Güvenliği Mevzuatına uygun yeterli sayıda yıkanma\nyeri, dolap, tuvalet ve duşlar kurulur ve bu yerlere bir görevli tahsis\nedilir. Buralarda işverence yeterli temizlik malzemesi sağlanır.\u003C\u002Fp>\n\n\u003Cp>c)Üyelere, yılda 1 defa 90 x 150 cm. ebadında asgari 650 gr. büyük boy\nbanyo havlusu, ayrıca 2 defa 45 x 90 cm. ebadında asgari 250 gr. orta boy\nhavlu ile ayda 4 kalıp yaklaşık 1 kg. iyi cins beyaz sabun ve 1 kg. deterjan\nverilir.\u003C\u002Fp>\n\n\u003Cp>d)Kaliteler konusunda temsilcilerle mutabakata varılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 51 - HASTALIK DURUMUNDA İŞ SÖZLEŞMESİ\u003C\u002Fh2>\n\n\u003Cp>İşçinin hastalık, gebelik, doğum, iş kazası gibi nedenlerle Sağlık\nBakanlığına bağlı sağlık kuruluşlarından veya SGK’nın anlaşmalı\nolduğu sağlık kuruluşlarından aldığı rapor -18 ayı geçmemek\nşartıyla- süresince iş sözleşmesi İş Kanunu Madde 17 gereğince\nfeshedilemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 52 - GEÇİCİ İŞGÖREMEZLİK ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>a)İşçilerin Sağlık Bakanlığına bağlı sağlık kuruluşlarına veya\nSGK’nın anlaşmalı olduğu sağlık kuruluşlarına gönderilmeleri\nhalinde, vizitede geçen sürenin 6 saati tutarında ücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>b)İş kazası ve meslek hastalığı nedeniyle geçici işgöremezliğe\nuğrayan işçinin SGK tarafından ödenen ücreti işverence tama iblağ\nedilir.\u003C\u002Fp>\n\n\u003Cp>c)Sağlık Bakanlığı’na bağlı sağlık kuruluşlarından veya\nSGK’nın anlaşmalı olduğu sağlık kuruluşlarından 3 gün veya daha\nfazla istirahat alan işçilerin bu kuruluşlarca ödenmeyen ilk iki günlük\nücreti işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyeri hekiminin verdiği istirahatlerde ücretlerden bir kesinti\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>Sağlık Bakanlığına bağlı sağlık kuruluşlarında veya SGK’nın\nanlaşmalı olduğu sağlık kuruluşlarında yatarak tedavi gören işçinin,\nyattığı süreye ilişkin SGK'ca ödenen ücreti, işverence tama iblağ\nedilir. İşveren, tama iblağ edilen ücretlere ilişkin SGK primlerini kanun\nçerçevesinde keserek Sosyal Güvenlik Kurumu’na yatırmakla\nyükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 53 - TOPLU İŞÇİ ÇIKARMA\u003C\u002Fh2>\n\n\u003Cp>Toplu işçi çıkarmada yasa hükümleri uygulanır. Yasa gereği\nbildirimden sonra işyeri sendika temsilcileri ve yöneticileri ile işveren\narasında yapılacak görüşmelerde, işletmenin ihtiyacı ve işverenin\ntalepleri saklı kalmak kaydıyla, her iki tarafın da üzerinde görüş\nbirliğine varması halinde öncelikle,\u003C\u002Fp>\n\n\u003Cp>a)Çıkarılacak işçiler arasından, kendi isteği ile ayrılacak\nolanlar,\u003C\u002Fp>\n\n\u003Cp>b)Emekliler ve Sosyal Sigortalar Kanunu'na göre emeklilik hakkını\nkazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>c)Yaptıkları iş tasfiye edildiği halde eski işine uygun başka bir\nişte çalışmak istemeyenler veya böyle bir iş bulunamayanlar,\u003C\u002Fp>\n\n\u003Cp>d)Son giren ilk çıkar, sıralaması dikkate alınarak toplu çıkarmaya\ntabi olacak işçiler belirlenir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan Sendika Yönetim, Denetim ve Disiplin Kurulu\nÜyeleri, Sendika Temsilcileri ancak işyerinin tamamen kapatılması durumunda\nçıkarılabilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 54 - TUTUKLULUK YA DA GÖZETİM ALTINA ALINMA NEDENİYLE İŞ\nSÖZLEŞMESİNİN FESHİ\u003C\u002Fh2>\n\n\u003Cp>A)İşçi, işyeri dışında bir suçtan dolayı gözetim altına alınır\nveya tutuklanırsa, 6 ay süreyle iş sözleşmesi feshedilemez. Bu süre\niçinde işçi, ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>B)İş sözleşmesinin feshedilemediği 6 aylık süre dolmadan cezasını\ntamamlayan, cezası ertelenen, paraya çevrilen, affa uğrayan veya tahliye\nedilen işçi, 10 gün içinde başvurması halinde işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>C)İş sözleşmesinin feshedilemediği 6 aylık süre geçse bile,\nkovuşturmaya yer olmadığı, son tahkikatın açılmasına gerek\nbulunmadığı, kamu davasının düşmesi veya ortadan kalkması ya da\nişçinin beraat etmesi durumunda, işçinin 10 gün içinde başvurması\nhalinde boş kadro varsa tekrar işe alınabilir.\u003C\u002Fp>\n\n\u003Cp>D)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinaları operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikleri taktirde;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>Başvurmaları halinde boş kadro varsa başvurma tarihlerinde, boş kadro\nyoksa açıldığında eski hakları ile işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>E)Ceza Muhakemesi Kanunu’nun 100. Maddesi kapsamında sayılan katalog\nsuçlardan hüküm giyenler, cezanın ertelenmesi, paraya çevrilmesi veya affa\nuğraması hallerinde dahi hiçbir suretle tekrar işe alınmazlar. Bu nevi\nsuçlardan dolayı tutuksuz yargılanmakta olan çalışanlar, yargılama\nbitinceye kadar ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 55 - KIDEM TAZMİNATI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>a)İş Sözleşmesinin 4857 sayılı Yasa'nın 25.nci maddesinin Il.bendinde\ngösterilen nedenler dışında işveren tarafından ya da 24.üncü maddesinin\nhükümleri gereğince işçi tarafından feshedilmesi veya işçinin SGK’dan\nyaşlılık, emeklilik, malullük aylığı ya da toptan ödeme almak amacıyla\nişyerinden ayrılması durumunda veya işçinin muvazzaf askerlik ödevi\nnedeniyle ya da kadın işçinin evlenmesi nedeniyle işten ayrılması\ndurumunda, işçiye, her kıdem yılı için 30 günlük ücreti tutarında\nkıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Bu madde hükümlerine göre kıdem tazminatının hesaplanmasında bir\nyıldan artan süreler nisbi olarak dikkate alınır ve bu süreler için\nkıstelyevm yöntemine göre kıdem tazminatı tahakkuku yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 56 - İHBAR ÖNELLERİ\u003C\u002Fh2>\n\n\u003Cp>İş Kanunu 17.maddesi hükmü;\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi:\u003C\u002Fp>\n\n\u003Cp>a)6 aydan az kıdemli olanlar için 3 hafta,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan 1,5 yıla kadar kıdemli olanlar için 5 hafta,\u003C\u002Fp>\n\n\u003Cp>c)1,5 yıldan 3 yıla kadar kıdemli olanlar için 7 hafta,\u003C\u002Fp>\n\n\u003Cp>d)3 yıldan fazla kıdemli olanlar için 10 hafta olarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 57 - DİSİPLİN KURULU\u003C\u002Fh2>\n\n\u003Cp>a)Disiplin Kurulu, biri başkan olmak üzere işverence seçilecek 2 asil ve\n2 yedek üye ile, işçi sendikasınca seçilecek 2 asil ve 2 yedek üyeden\noluşur.\u003C\u002Fp>\n\n\u003Cp>b)Bu toplu iş sözleşmesinin imzalanması tarihinden sonra taraflar,\nkurula katılacak asil ve yedek üyelerinin tamamını birbirlerine yazı ile\nbildirirler.\u003C\u002Fp>\n\n\u003Cp>a)Disiplin kurulu, ceza cetvelindeki eylemlerle ilgili konuları inceleyerek\nkarara bağlar. Cezayı gerektiren eylemlerin tekrar sayımında sözleşme\ndönemi esas alınır.\u003C\u002Fp>\n\n\u003Cp>b)İşten çıkarma cezalarına, ücretsiz işten uzaklaştırma ve yevmiye\nkesintisi cezalarına karşı işçilerin idari ve yargı mercilerine başvuru\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 59 - DİSİPLİN KURULUNUN ÇALIŞMASI\u003C\u002Fh2>\n\n\u003Cp>a)Disiplin Kurulu, olayın öğrenildiği günü izleyen 4 işgünü\niçinde, işverence, yazılı olarak toplantıya çağrılır.\u003C\u002Fp>\n\n\u003Cp>b)Kurul başkanının bu çağrısı üzerine, disiplin kurulu 3 işgünü\niçinde toplanır. Toplantıya katılmayan asil üyeler yerine yedekler\nkatılır. Yedeklerin de katılmamaları durumunda, aynı gün içinde kurul\nbaşkanı toplantıya üyesi katılmayan taraftan yeni üye seçmesini ister.\nYeni üyelerin de seçilmemesi durumunda kurul, hazır bulunanların\nkatılmalarıyla toplanır. Toplantıyı başkan yönetir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 60 - DİSİPLİN KURULUNUN KARAR ALMASI\u003C\u002Fh2>\n\n\u003Cp>a)Kurulda kararlar oy çokluğu ile alınır. Oyların eşitliği halinde,\nbaşkanın bulunduğu tarafın çoğunlukta olduğu kabul edilir.\u003C\u002Fp>\n\n\u003Cp>b)Kurul, her türlü delili toplar ve disiplin kuruluna verilen işçiyi\ndinleyerek, savunmasını yazılı olarak tespit eder. Yapılan yazılı\nbildirime rağmen gelmeyen ilgili hakkında gıyaben karar verilir.\u003C\u002Fp>\n\n\u003Cp>c)Alınan karar, işverence onaylanır. İşveren dilerse kurulun kararını\nişçi yararına değiştirebilir veya tamamen kaldırabilir. İşveren, kurul\nkararı olmadan, üyelere yevmiye kesintisi ve işten çıkarma cezası\nveremez.\u003C\u002Fp>\n\n\u003Cp>İşlediği suçtan dolayı Disiplin Kuruluna sevk edilen işçi bir tedbir\nolarak işveren tarafından kurul kararını beklemeden işten\nuzaklaştırılır ise, işveren veya işveren vekili iki iş günü içinde\nhadiseyi disiplin kuruluna intikal ettirecektir.\u003C\u002Fp>\n\n\u003Cp>Tedbir olarak işinden uzaklaştırılan işçiye nihai kararda geçici veya\ndevamlı olarak işten çıkarma cezası verilmez ise, çalışmadığı\nsüreye ait yevmiyesi işveren tarafından kendisine ödenir.\u003C\u002Fp>\n\n\u003Cp>d)İşçilere, kurulca, ceza cetvelinde yer alan fiiller nedeniyle ceza\ncetvelinde yer alan cezalar verilir.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin cezasını gerektiren olayın meydana geldiği ya da\nöğrenildiği günü izleyen 6 işgünü içinde kurula intikal ettirilmediği\nya da verilmiş olan işten çıkarma kararının 6 işgünü içinde\nuygulanmadığı durumlarda, karar düşer.\u003C\u002Fp>\n\n\u003Ch2>MADDE 61 - GEBE VE EMZİREN KADINLARIN İZİN HAKKI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a)Kadın işçilerin doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam on altı haftalık süre için çalıştırmamaları\nesastır. Çoğul gebelik halinde doğumdan önce çalıştırılmayacak\nsüreye 2 hafta eklenir. Ancak, sağlık durumu uygun olduğu takdirde,\ndoktorun onayı ile kadın işçi isterse doğumdan önceki üç haftaya kadar\nişyerinde çalışabilir. Bu durumda, kadın işçinin çalıştığı\nsüreler doğum sonrası sürelere eklenir. Kadın işçinin erken doğum\nyapması halinde ise doğumdan önce kullanamadığı çalıştırılmayacak\nsüreler, doğum sonrası sürelere eklenmek suretiyle kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Yukarıda öngörülen süreler işçinin sağlık durumuna ve işin\nözelliğine göre doğumdan önce ve sonra gerekirse artırılabilir. Bu\nsüreler hekim raporu ile belirtilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>c)Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>d)Gebe, yeni doğum yapmış ve emziren işçiler gündüz vardiyasında\nçalıştırılır. Hekim raporu ile gerekli görüldüğü takdirde, hamile\nkadın işçi sağlığına uygun daha hafif işlerde çalıştırılır. Bu\nhalde işçinin ücretinde bir indirim yapılmaz.\u003C\u002Fp>\n\n\u003Cp>e)İsteği halinde kadın işçiye, analık izninin tamamlanmasından sonra\naltı aya kadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>f)Üç yaşını doldurmamış çocuğu evlat edinen eşlerden birine veya\nevlat edinen işçiye, çocuğun aileye fiilen teslim edildiği tarihten\nitibaren sekiz hafta analık i zni kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 62 - KADIN İŞÇİLERİN TEMSİLİ\u003C\u002Fh2>\n\n\u003Cp>Kadın işçilerin çalıştığı işyerlerinde, yasalar ve bu toplu iş\nsözleşmesi ile belirlenmiş olan kurullara (iş sağlığı ve güvenliği\nkurulu, yıllık ücretli izin kurulu vb.), işyeri baştemsilcilerinin yanı\nsıra en az bir kadın üye de katılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch2>MADDE 63 - TAMAMLAYICI SAĞLIK SİGORTASI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İşyerlerinde uygulanmakta olan tamamlayıcı sağlık sigortası\nuygulamasına devam edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 64 - SÖZLEŞMENİN EKLERİ \u003C\u002Fh2>\n\n\u003Cp>EK-A Disiplin Suç ve Ceza Listesi\u003C\u002Fp>\n\n\u003Cp>EK-B Saat Ücretli Personel İş Değerlendirme Ücret Sınıfları \u003C\u002Fp>\n\n\u003Cp>EK-C Giyim ve Koruyucu Malzeme Listesi\u003C\u002Fp>\n\n\u003Ch2>MADDE 65 - İMZA\u003C\u002Fh2>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi 02.04.2024 tarihinde 65 madde, 1 geçici\nmadde ve 1 ek madde olarak tanzim ve imza edilmiştir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1 - FARKLARIN ÖDEME ZAMANI\u003C\u002Fh3>\n\n\u003Cp>28. Dönem Grup toplu iş sözleşmesinin başlangıç tarihinden itibaren\ndoğan birikmiş parasal haklar, 02.05.2024 tarihinde ücret ödemeleriyle\nbirlikte bir defada ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>EK MADDE 1 - AİLE YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Evli sendika üyesi işçilere 657 Sayılı Yasadaki miktar kadar aylık\naile yardımı ödenir. Evli sendika üyesi işçiler sözleşme kapsamındaki\nişyerlerinde çalışmakta iseler bu yardım sadece kadın işçiye\nödenir.\u003C\u002Fp>\n\n\u003Ch2>Cam Çimento Seramik ve Toprak Sanayii İşçileri Sendikası\n(Kristal-İş) ile Türkiye Cam, Çimento ve Toprak Sanayii İşverenleri\nSendikası arasında mutabık kalınan Türkiye Şişe ve Cam Fabrikaları\nA.Ş. Denizli Fabrikası İşyeri Özel Hükümleri\u003C\u002Fh2>\n\n\u003Ch3>TÜRKİYE ŞİŞE VE CAM FABRİKALARI A.Ş. DENİZLİ FABRİKASI İŞYERİ\nÖZEL HÜKÜMLERİ\u003C\u002Fh3>\n\n\u003Ch4>1.BÖLÜM\u003C\u002Fh4>\n\n\u003Ch4>Denizli Fabrikası İşyerinde Uygulanmayacak Maddeler:\u003C\u002Fh4>\n\n\u003Cp>Cam Grup Toplu İş Sözleşmesinin aşağıda belirtilen maddeleri Türkiye\nŞişe ve Cam Fabrikaları A.Ş. Denizli Fabrikası İşyerinde uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Madde 18- Vardiyalı Çalışma Süreleri \u003C\u002Fp>\n\n\u003Cp>Madde 21- Vardiya ve Gece Zammı \u003C\u002Fp>\n\n\u003Cp>Madde 26- Yıllık Ücretli İzinler \u003C\u002Fp>\n\n\u003Cp>Madde 29- Diğer Ücretli İzinler \u003C\u002Fp>\n\n\u003Cp>Madde 30- Ücret Ödemeleri ve Avanslar \u003C\u002Fp>\n\n\u003Cp>Madde 31- Ücret Zammı Madde 32- İkramiye\u003C\u002Fp>\n\n\u003Cp>Madde 52- Geçici İşgöremezlik Ödeneği\u003C\u002Fp>\n\n\u003Cp>Bu maddelerde düzenlenen hususlarda mevcut işyeri uygulamasına devam\nolunur.\u003C\u002Fp>\n\n\u003Ch4>2.BÖLÜM\u003C\u002Fh4>\n\n\u003Ch4>Denizli Fabrikası İşyeri Uygulamasına Esas Olacak Düzenlemeler:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>ÇALIŞMA SÜRESİ VE HAFTA TATİLİ:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vardiyalı çalışan işçilerin çalışma süreleri günde 7,5 saat,\nhaftada 45 saattir. Günlük çalışma sürelerinin ortasında yarım saat\nyemek arası verilir. Yarım saatlik yemek arası günlük çalışma\nsüresinin dışındadır. Haftalık çalışma süresinin günlere\ndağılımı, vardiya saatlerinin düzenlenmesi yasa, tüzük ve yönetmelikler\ndikkate alınarak yapılır. Vardiyalarda çalışanlar, ünite amirinin uygun\ngörüşünü almak sureti ile kendi aralarında vardiyalarını\ndeğiştirebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ÇALIŞMA SAATLERİNİN TESBİTİ:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vardiya halinde çalışan işçilerin vardiyaları ve hafta tatili günleri\nile ilgili halen mevcut tatbikata devam olunur. Bu saatlerde değişiklik\nolması gerektiğinde işveren veya işçi sendikası, durumu nedenleriyle\nbirlikte karşı tarafa bildirirler. Tarafların haklarına halel gelmemek\nkaydıyla işe başlama ve bitme saatleri işyerinin coğrafi me vkiine ve\nradyo saat ayarına göre işverence değiştirilebilir. Bu değişiklikler\nhiçbir zaman \"Çalışma Süresi Ve Hafta Tatili” düzenlemesinde belirtilen\nsüreden fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>GECE VARDİYA ZAMMI:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vardiyalı çalışan işçilere gece 20.00-06.00 saatlerinde\nçalıştıkları süreler için saat ücretlerine, 01.01.2024 tarihinden\ngeçerli olmak üzere brüt 6,30.-TL tutarında ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>Cam Grup Toplu İş Sözleşmesi uyarınca gece zammına yapılan artışlar\nDenizli Fabrikası gece vardiya zammı için de uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>YILLIK ÜCRETLİ İZİN:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A)Denizli Fabrikasında çalışan üyelerin kanuni ücretli yıllık\nizinlerine 3’er gün daha ücretli izin ilave edilmek suretiyle tatbik\nolunur. Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nhafta tatili, ulusal bayram ve genel tatil günleri ile ücretli sosyal\nizinler, yıllık ücretli izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>B)İhbar tazminatı verilerek iş akdi feshedilen işçi, ihbar öneli\nsüresi içinde izine hak kazanıyorsa izin parası kendisine ödenir.\u003C\u002Fp>\n\n\u003Cp>C)İşçilerin yıllık ücretli izinleri, tarafların anlaşması ile bir\nbölümü 10 günden aşağı olmamak üzere bölümler halinde\nkullanılabilir.\u003C\u002Fp>\n\n\u003Cp>D)Üyenin yıllık izine hak kazanmış olmasına karşın, kullanmadan\nölümü halinde izin parası yasal varislere ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ÜCRETLİ SOSYAL İZİNLER:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Üyelere, aşağıdaki durumlarda ücretli izin verilir;\u003C\u002Fp>\n\n\u003Cp>a)Evlenecek olan üyelere, evlenmesi halinde 5 gün,\u003C\u002Fp>\n\n\u003Cp>b)Çocuklarının sünnet düğününde 3 gün, düğününde 2 gün,\u003C\u002Fp>\n\n\u003Cp>c)Ana, baba ve kardeş ölümü halinde 4 gün,\u003C\u002Fp>\n\n\u003Cp>d)Eş ve çocukların ölümü halinde 5 gün,\u003C\u002Fp>\n\n\u003Cp>e)Eşinin doğum yapması halinde 5 gün, evlat edinme halinde 3 gün\u003C\u002Fp>\n\n\u003Cp>f)Kayınvalide ve kayınpeder ölümü halinde 2 gün,\u003C\u002Fp>\n\n\u003Cp>g)Yangın, deprem ve sel felaketleri halinde zarar gören işçiye 15 gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen izinler, olayın belgelenmesi halinde anında\nkullanılır. 10 gün içinde kullanılmayan izin sonradan istenemez.\u003C\u002Fp>\n\n\u003Cp>h)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Ücretli sosyal izinlerin hesabında, izin günlerine rastlayan yıllık\nücretli izin, ulusal bayram, hafta tatili ve genel tatil günleri izin\nsüresinden sayılmaz. Ücretli sosyal izinlerin doğumuna sebep olan\nolayların bir arada olması halinde her izin ayrı ayrı verilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ÜCRET-İKRAMİYE-FAZLA MESAİ-AVANS VE KESİN\nÖDEMELER:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşçi ücretleri bir defada ayın 9. günü akşamına kadar ödenir. Her\nayın 20. günü, işçi ücretlerinden mahsup edilmek üzere çalıştığı\ngünlerin (15 günlük) %75’ine tekabül eden kısmı avans olarak verilir.\nÖdeme günleri olan 9. ve 20. günü genel tatil veya resmi tatil günlerinden\nbirisine rastladığı takdirde bu ödemeler bir gün önceden yapılır.\nİşçi ücretleri saat başına hesap edilir. İcra kesintisi bulunan\nçalışanlara avans ödemesi yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ÜCRET ZAMMI:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A)Ücret Düzeltmesi\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamındaki sendika üyesi işçilere, 31.12.2023\ntarihindeki ücretleri, bulundukları gruba göre aşağıdaki ücret\nskalasının altında kalanların saat ücretleri 01.01.2024’den geçerli\nolmak üzere öncelikle bu skala seviyelerine yükseltilecektir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Ücret Grubu\u003C\u002Ftd>\n \u003Ctd>TL\u002Fsaat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>A\u003C\u002Ftd>\n \u003Ctd>92,01\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>B\u003C\u002Ftd>\n \u003Ctd>93,85\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>C\u003C\u002Ftd>\n \u003Ctd>95,73\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>D\u003C\u002Ftd>\n \u003Ctd>97,64\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>E\u003C\u002Ftd>\n \u003Ctd>99,59\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>F\u003C\u002Ftd>\n \u003Ctd>101,58\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)ÜCRET ZAMLARI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1- Birinci Yıl Birinci Altı Ay Ücret Zammı: (01.01.2024-30.06.2024)\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin A bendindeki uygulamalar yapıldıktan sonraki\nsaat ücretlerine, 01.01.2024 tarihinden itibaren geçerli olmak üzere 6 grup\nüzerinden aşağıdaki ücret zammı uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Ücret Grubu\u003C\u002Ftd>\n \u003Ctd>Ücret Zammı TL\u002Fsaat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>A\u003C\u002Ftd>\n \u003Ctd>24,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>B\u003C\u002Ftd>\n \u003Ctd>27,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>C\u003C\u002Ftd>\n \u003Ctd>29,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>D\u003C\u002Ftd>\n \u003Ctd>30,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>E\u003C\u002Ftd>\n \u003Ctd>32,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>F\u003C\u002Ftd>\n \u003Ctd>34,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. yıl 2. 6 ay, 2. Yıl 1. 6 ay ve 2. Yıl 2. 6 ay ücret artış oranları\n28. Dönem Cam Grup Toplu İş Sözleşmelerinde belirlenen artış oranları\nesas alınarak düzenlenecektir.\u003C\u002Fp>\n\n\u003Cp>C)İşe Giriş Ücreti: Sözleşmenin yürürlük tarihinden sonra işe\ngiren işçilerin ücretleri, sendikaya üye olduklarında, üyeliklerinin\nsendikaca işverene bildirildiği ayı takip eden aybaşından itibaren hangi\naltı aylık dönem içinde bulunuluyor ise öncelikle o tarihte yürürlükte\nolan \"İşe Giriş Ücreti” skalasına yükseltilir ve kendilerine işe\ngirdikleri 6 aylık döneme ait o işyerinde geçerli olan ücret grubu\nzammının tamamı uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Birinci Yıl Birinci Altı Ay İşe Giriş Ücret Skalası:\n(01.01.2024-30.06.2024)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Ücret Grubu\u003C\u002Ftd>\n \u003Ctd>TL\u002Fsaat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>A\u003C\u002Ftd>\n \u003Ctd>92,01\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>B\u003C\u002Ftd>\n \u003Ctd>93,85\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>C\u003C\u002Ftd>\n \u003Ctd>95,73\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>D\u003C\u002Ftd>\n \u003Ctd>97,64\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>E\u003C\u002Ftd>\n \u003Ctd>99,59\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>F\u003C\u002Ftd>\n \u003Ctd>101,58\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Birinci Yıl İkinci Altı Ay İşe Giriş Ücret Skalası:\n(01.07.2024-31.12.2024)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Bu dönemde işe giren işçilerin ücretleri sendikaya üye olduklarında,\nüyeliklerinin sendikaca işverene bildirildiği ayı takip eden aybaşından\nitibaren 01.07.2024 tarihinden sonra uygulanacak yeni kanuni asgari ücret\nüzerinden (A) kademesi %3,5 oranında arttırılarak oluşturacak ve her\nkademe arasında yüzde 2 oranında artış yapılacak şekilde yeniden\nbelirlenen işe giriş ücreti skalasına yükseltilir ve kendilerine işe\ngirdikleri 6 aylık döneme ait o işyerinde geçerli olan ücret grubu\nzammının tamamı uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İkinci Yıl Birinci Altı Ay İşe Giriş Ücret Skalası:\n(01.01.2025-30.06.2025)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Bu dönemde işe giren işçilerin ücretleri sendikaya üye olduklarında,\nüyeliklerinin sendikaca işverene bildirildiği ayı takip eden aybaşından\nitibaren 01.01.2025 tarihinden sonra uygulanacak yeni kanuni asgari ücret (A)\nkademesi %3,5 oranında artırılarak oluşturacak ve her kademe arasında\nyüzde 2 oranında artış yapılacak şekilde yeniden belirlenen işe giriş\nücreti skalasına yükseltilir ve kendilerine işe girdikleri 6 aylık döneme\nait o işyerinde geçerli olan ücret grubu zammının tamamı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İkinci Yıl İkinci Altı Ay İşe Giriş Ücret Skalası:\n(01.07.2025-31.12.2025)\u003C\u002Fp>\n\n\u003Cp>Bu dönemde işe giren işçilerin ücretleri sendikaya üye olduklarında,\nüyeliklerinin sendikaca işverene bildirildiği ayı takip eden aybaşından\nitibaren 01.07.2025 tarihinden sonra uygulanacak yeni kanuni asgari ücret (A)\nkademesi %3,5 oranında artırılarak oluşturacak ve her kademe arasında\nyüzde 2 oranında artış yapılacak şekilde yeniden belirlenen işe giriş\nücreti skalasına yükseltilir ve kendilerine işe girdikleri 6 aylık döneme\nait o işyerinde geçerli olan ücret grubu zammının tamamı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşe giriş ücret skalası belirlenen ikinci 6 aylık dönemde asgari\nücrette artış gerçekleşmediği durumda en son açıklanan asgari ücret\nesas alınarak uygulanan işe giriş ücret skalasına göre hesaplama\nyapılır.\u003C\u002Fp>\n\n\u003Cp>D)Bu sözleşmenin kapsamına giren işyerlerinde Ek-B’de yer alan \"Saat\nÜcretli Personel İş Değerlendirme Ücret Sınıfları” uygulanır.\nTeknolojik ve\u002Fveya benzeri işyeri düzenlemesi nedenleriyle iş analizleri ve\niş değerlendirmesi yapılmasına ve yapılan iş analizi ve iş\ndeğerlendirmesi sonucunda işlerin kademesinin değerlendirilmesi ya da yeni\niş unvanlarının eklenip çıkarılması gerekli görülürse, uygulamaya\ngeçilmeden önce sendikaya yeni düzenleme gerekçeleriyle birlikte\nbildirilir, işin niteliği ve kapsamı dikkate alınarak işverence tayin\nedilen makul süre içerisinde sendikanın yazılı görüşü istenir.\u003C\u002Fp>\n\n\u003Cp>Uygulamaya başlandıktan sonra sendikanın uygulamaya ilişkin itiraz ve\nşikâyetleri olursa, bunlar taraflar arasında görüşülür, mutabık olunan\nhususlar düzeltilir.\u003C\u002Fp>\n\n\u003Cp>Bu çalışmaların uygulamaya konulması nedeniyle işçilerin\nücretlerinde bir indirim yapılamaz.\u003C\u002Fp>\n\n\u003Cp>E)İşverenin işyerinde uygulamakta olduğu takdir zamları devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İKRAMİYE:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İkramiye hususunda işyerindeki uygulama devam eder.\u003C\u002Fp>\n\n\u003Cp>İşyerinde bir yıllık kıdemini tamamlamış olan üyelere, sözleşmenin\nher bir yılı için 120 günlük ücretleri tutarında ikramiye ödenir. Bu\nikramiyeler 20 Şubat, 20 Nisan, 20 Haziran, 20 Ağustos, 20 Ekim, 20 Aralık\ntarihlerinde, 20 günlük ücret tutarında olmak üzere ödenecektir. Üyelere\nikramiyeleri, ödeme tarihinden geriye doğru kıdemleri esas alınarak\ntahakkuk ettirilir. Bu durumda olan üyelere, bir yıllık kıdemlerini\ntamamladıktan sonra ikramiye ödemelerinden doğan kayıpları için ayrıca\nfark ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>Bir yılını doldurmadan herhangi bir nedenle işten ayrılan üyelere,\nkıstelyevm uygulaması nedeniyle kesilen ikramiye alacakları ayrıca\nödenmez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>\u003Cstrong>GEÇİCİ İŞ GÖREMEZLİK ÖDENEĞİ:\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Hastalık nedeniyle geçici iş göremezliğe uğrayan işçiler hakkında\nSGK yasası uygulanır. Ancak, iş kazasında SGK yasası gereğince noksan\nödenen ücretler, işveren tarafından tama çıkartılarak işçiye ödenir.\nİşçinin hastalanması halinde istirahat süresi üç gün ve daha fazla\nolduğu takdirde SGK yasası gereğince verilmeyen iki günlük ücreti\nişverence ödenir. İş kazasında bir ay veya daha fazla istirahat alanlara\nişveren, iş göremezlik ödeneği kadar avans verir. Hastalık veya iş\nkazası halinde 18 aya kadar işçinin iş akdi feshedilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>PRİM UYGULAMALARI:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denizli Cam Ev Eşyası Denizli Fabrikası’nda çalışan sendika üyesi\nişçilerin aylık çıplak brüt ücretlerine, aşağıda belirtilen kademe ve\nunvanlar için karşılarında belirtilen yüzde oranları uygulanarak bulunan\nmiktarlar aylık prim olarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>KADEME\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>UNVAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>2024-2025 PRİM ORANLARI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>TOPLAMA İŞÇİSİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>3%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>KALİTE KONTROL İŞÇİSİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>10%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>KESME AYIRMA İŞÇİSİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>5%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>LOJİSTİK İŞÇİSİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>10%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>MEKANİK BAKIM USTASI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>10%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>ŞEKİLLENDİRME VE İŞLEME OPERATÖRÜ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>10%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>KALIP BAKIM USTASI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>10%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>ELEKTRİK ELEKTRONİK BAKIM USTASI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>10%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"79\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"288\">\u003Cp>HARMANLAMA\u002FERGİTME USTASI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"220\">\u003Cp>10%\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>AKORT KAZANÇLARINA İLİŞKİN DÜZENLEME:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Fabrikada 31.12.2023 tarihi itibariyle yürürlükte bulunan tezgah\nkazançları, 01.01.2024 tarihi itibarı ile aşağıda belirtilen bölümler\niçin karşılarında bulunan tutarlar esas alınarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"216\">\u003Cp>DENİZLİ CAM EV EŞYASI TEZGAH ADLARI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Akord T utarı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"216\">\u003Cp>BÜYÜK ÜFLEME\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>1050,00.-TL\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"216\">\u003Cp>ORTA ÜFLEME\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>1035,00.-TL\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"216\">\u003Cp>TAKMA AYAK\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>1035,00.-TL\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"216\">\u003Cp>KAPAK\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>1035,00.-TL\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"216\">\u003Cp>FISKALI KÜÇÜK ÜFLEME\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>980,00.-TL\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>KULPLU BARDAK\u003C\u002Ftd>\n \u003Ctd>980,00.-TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>KÜÇÜK ÜFLEME\u003C\u002Ftd>\n \u003Ctd>955,00.-TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>MEKANİZE\u003C\u002Ftd>\n \u003Ctd>955,00.-TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>KRİSTAL\u003C\u002Ftd>\n \u003Ctd>1180,00.-TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. yıl 2. 6 ay, 2. Yıl 1. 6 ay ve 2. Yıl 2. 6 ay akord artış oranları\n28. Dönem Cam Grup Toplu İş Sözleşmesinde belirlenen ücret artış\noranlarına göre düzenlenecektir.\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM\u003C\u002Fh2>\n\n\u003Cp>Yukarıdaki düzenlemelerde uygulanmayacağı belirtilen maddeler ile\nişyeri uygulamalarına esas olacak maddeler dışındaki tüm konularda, 28.\nDönem Cam Grup Toplu İş Sözleşmesinin ilgili hükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cam Çimento Seramik ve Toprak Sanayiiİşçileri Sendikası (Kristal-İş)\nile Camiş Madencilik A.Ş Bilecik İşyeri (İşveren) Arasında akdedilen 3.\nDönem Toplu iş sözleşmesi Özel Hükümleri\u003C\u002Fh2>\n\n\u003Cp>Bir tarafta Kristal-İş Sendikası yetkilileri, diğer tarafta Camiş\nMadencilik AŞ Bilecik Tesisi yetkilileri bir araya gelerek\n01.01.2024-31.12.2025 dönemini kapsayan Camiş Madencilik A.Ş Bilecik\nİşyeri Toplu iş sözleşmesi görüşmelerini tamamlamışlardır.\u003C\u002Fp>\n\n\u003Cp>Taraflar bu toplu iş sözleşmesinin “26-Yıllık Ücretli İzinler,\n49-Sağlık Odası” dışındaki tüm maddelerinin 28. Dönem Cam Grup Toplu\niş Sözleşmesindeki şekliyle aynen kabulüne karar vermişlerdir.\u003C\u002Fp>\n\n\u003Cp>Taraflar Camiş Madencilik A.Ş. Bilecik İşyeri Toplu İş\nSözleşmesi’nde, ilgili maddelerin aşağıda belirtilen şekilde\nuygulanması hususunda mutabık kalmışlardır\u003C\u002Fp>\n\n\u003Ch3>MADDE 26 - YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>a)Yıllık ücretli izne hak kazanılması için gerekli sürenin ve izin\ngünlerinin belirlenmesinde esas tutulacak hizmet süresinin hesabında, deneme\nsüresi de dahil olmak üzere işçilerin aynı işverenin bir veya çeşitli\nişyerlerinde devamlı yahut aralıklı olarak çalıştıkları süreler\nbirleştirilerek dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>b)Yıllık ücretli izin süreleri:\u003C\u002Fp>\n\n\u003Cp>a.Hizmet süresi 1 yıldan 5 yıla kadar olanlara 21 işgünü,\u003C\u002Fp>\n\n\u003Cp>b.Hizmet süresi 5 yıldan (5 yıl dahil) 15 yıla kadar olanlar için 25\nişgünü,\u003C\u002Fp>\n\n\u003Cp>c.Hizmet süresi 15 yıldan fazla (15 yıl dahil) olanlar için 30\nişgünüdür.\u003C\u002Fp>\n\n\u003Cp>c)Yıllık ücretli izin süresine rastlayan yasal hafta tatili, ulusal\nbayram ve genel tatil günleri ile arife günkü vardiyası 16:00-24:00’e\ndenk gelen işçiler için arife günleri yıllık ücretli izin süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>d)İşçinin isteği durumunda yıllık ücretli izne çıkarken ayrıca\nkendisine 5 güne kadar ücretsiz yol izni verilir.\u003C\u002Fp>\n\n\u003Cp>e)İşin niteliğine göre, izin hakkını kazanmadan yıllık ücretli izin\nkullandırılan işçinin herhangi bir nedenle işten ayrılması durumunda\nhaklarından ve alacaklarından hiçbir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>f)İşçilerin yıllık ücretli izinleri ancak kendi istekleri üzerine\nbölünebilir. Bu durumda, yıllık ücretli izin süreleri bir bölümü 10\ngünden aşağı olmamak üzere en çok üçe bölünebilir.\u003C\u002Fp>\n\n\u003Cp>g)Toplu izin kullanıldığında, toplu izne çıkış tarihinde kıdemleri,\nher kademe için gerekli olan süreden 6 aya kadar eksik bulunanlar bir üst\nkademenin izin süresinden yararlanırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 49 - SAĞLIK ODASI\u003C\u002Fh3>\n\n\u003Cp>a)İşyerinde İş Sağlığı ve Güvenliği Mevzuatına uygun bir sağlık\nodası kurulur. Sağlık odasında ilk yardım ve ilk müdahale için gerekli\nmalzeme, ilaç ve alet bulundurulur.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde, işçilere ilan edilen, günün belirli saatlerinde doktor\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DİSİPLİN SUÇ VE CEZALARI (EK-A)\u003C\u002Fh3>\n\n\u003Cp>Her işçi iş saatlerinde iş başında bulunarak kendisine verilen işi\niyi niyetle elinden geldiği kadar iyi olarak yapmayı, işine tam zamanında\nbaşlayıp paydos zamanı gelmeden işbaşından ayrılmamayı, malzeme\ntasarrufuna riayet etmeyi, yaptığı işin ve mamüllerin iyi kalitede\nolmasına, çalışmayı yetiştirerek işini daha iyi yapmaya ve verimini\narttırmaya gayret etmeyi, amirleri ve iş arkadaşları ile geçinmeyi ve\nbulunduğu yeri temiz tutmayı, iş sağlığı ve güvenliği kurallarına\nuymayı, kendisine teslim edilen koruyucu ekipmanları ve makine\ngüvenliklerini kullanmayı ve gerek bu sözleşmede gerekse lüzumu halinde bu\nsözleşmeye aykırı olmayan tamim, tebliğ ve emirlerle bildirilen nizamlara\nriayet etmeyi esas kabul eder. Bunların dışına çıkacak aşağıdaki hata\nve kusurları işlemiş olanlar bu madde hükümleri gereğince\ncezalandırılırlar. İşçilerimizin vuku bulacak hata ve kusurlardan dolayı\ntatbik edilecek ceza ve mahiyetleri aşağıda gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>A)Sözlü Uyarı: Vazifesinde tembellik gösteren, işine geç gelen,\narkadaşlarıyla iyi geçinemeyen, amirleri tarafından iş icabı yapılan\ntavsiyelere uymayan, işbaşında uyuklayanlar hakkında siciline ceza olarak\nişlenmemek kaydıyla sözlü uyarı verilir.\u003C\u002Fp>\n\n\u003Cp>B)Yazılı Uyarı: (A) Fıkrasında yazılı hallerin tekrarında işiyle\nilgili olarak itaatsiz tavırlar takınan, yalan söyleyen, serkeşçe\nhareketler gösteren ve yasak olan hallere riayet etmeyenlere yazılı uyarı\ncezası verilir.\u003C\u002Fp>\n\n\u003Cp>C)Kınama: (B) Fıkrasındaki hallerin tekerrüründe ilgiliye hadisenin\nmahiyetine göre ya ikinci bir yazılı uyarı yahut da hareketi daha ağır\ngörülürse yazı ile kınama cezası verilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Bundan başka:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşyerinde arkadaşları ile toplu bir halde münakaşada bulunan,\narkadaşlarını tahrik eden, işin sekteye uğramasına sebebiyet veren,\nmüessesenin disiplin kararlarına riayet etmeyen, iş ahengini bozan\nhareketlerde bulunan, emrinde çalışanlara karşı iyi muamele etmeyen, iş\nsaatinde mesaiyi takip etmeyen, işten erken çıkıp geç gelen ve bunları\nyapanlara müsamahada bulunanlara, işini terk etmek suretiyle uyuyanlara ve\nmüsamaha edenlere, emrinde çalışanlara haksız bir ceza veren veya hakaret\neden, işçiyi hususi işlerinde çalıştıranlar hakkında yazılı kınama\ncezası tatbik olunur.\u003C\u002Fp>\n\n\u003Cp>D)Yevmiye Kesme Cezası: Yukarıda (B) ve (C) fıkralarında yazılı\nhallerden dolayı kınama cezası almış olanların aynı kusurlarının\ntekerrüründe hadisenin ehemmiyet derecesine göre bir yevmiyeden iki\nyevmiyeye kadar yevmiye kesme cezası verilir.\u003C\u002Fp>\n\n\u003Cp>Bundan başka;\u003C\u002Fp>\n\n\u003Cp>Ustaları tarafından verilen vazifeyi yapmamakla müesseseye zarar iras\neden, arkadaşlarını, müessese aleyhine tahrik eyleyenler, hareketlerinin\nmahiyetine göre bir yevmiyeden iki yevmiyeye kadar ceza görürler.\u003C\u002Fp>\n\n\u003Cp>E)İşten Uzaklaştırma Cezası: Yukarıdaki cezaları sırasıyla alanlar\naynı suçları tekrar işleyenler hakkında 15 güne kadar parasız işten\nuzaklaştırma cezası verilebilir.\u003C\u002Fp>\n\n\u003Cp>F)İşe Son Verme: İş Kanunu'nun 25.maddesinin II. bendindeki fiilleri\nişleyen işçinin hizmet akdi bildirimsiz ve tazminatsız olarak\nfeshedilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch4>SAAT ÜCRETLİ PERSONEL İŞ DEĞERLENDİRME ÜCRET SINIFLARI (EK-B)\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>İŞ UNVANI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>İŞ GRUBU\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Genel Hizmet İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\" rowspan=\"3\">\u003Cp> \u003C\u002Fp>\n\n \u003Cp>1\u002FA\u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Toplama İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Üretim Sahası Temizlik İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Depolama ve Sevkiyat İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\" rowspan=\"3\">\u003Cp> \u003C\u002Fp>\n\n \u003Cp>2\u002FB\u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Üretime Destek İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>El İmalatı İkinci İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Ambalajlama Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\" rowspan=\"10\">\u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp>3\u002FC\u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>8\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Araç Camı Şekillendirme II. Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>9\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Kalıp Bakım İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Kalite Kontrol İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>11\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Lojistik İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>12\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Toplama Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>13\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Araç Camı İşleme II. Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>14\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>El İmalatı İkinci Kalfalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>15\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Kesme Ayırma İşçiliği (Denizli)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>El İmalatı İşçiliği\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Ağır Lojistik Araçları Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\" rowspan=\"16\">\u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp>4\u002FD\u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Araç Camı İşleme Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>19\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Araç Camı Şekillendirme Operatörlüğü\n (Temper)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Araç Camı Şekillendirme Operatörlüğü\n (Lamine)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Cam Ev Eşyası İşleme Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Cam Ev Eşyası Şekillendirme II. Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Düzcam İşleme Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Harmanlama\u002FErgitme Ustalığı (Cam Ev Eşyası\u002FCam\n Ambalaj\u002FDenizli)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Maden Proses Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>26\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Yardımcı Tesisler Operatörlüğü (Cam\n Ambalaj\u002FElyaf)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>27\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Elyaf İşleme Ustalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>28\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Bağlayıcı Hazırlama Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>29\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Hammadde Hazırlama Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>30\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>Şekillendirme ve İşleme Operatörlüğü\n (Denizli)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>31\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>El İmalatı İkinci Ustalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"28\">\u003Cp>32\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"446\">\u003Cp>El İmalatı Kalfalığı\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=\"31\">\u003Cp>33\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Elektrik-Elektronik Bakım Ustalığı (Denizli)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\" rowspan=\"3\">\u003Cp> \u003C\u002Fp>\n\n \u003Cp> 4\u002FD\u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Mekanik Bakım Ustalığı (Denizli)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Kalıp Bakım Ustalığı (Denizli)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>36\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Düzcam Kaplama Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\" rowspan=\"12\">\u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp>5\u002FE\u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>37\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Elektrik-Elektronik Bakım Ustalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>38\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Fırın Bakımcılığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>39\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Kalıp Bakım Ustalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>40\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Kesme Hattı Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>41\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Mekanik Bakım Ustalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>42\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Harmanlama\u002FErgitme Operatörlüğü (Elyaf)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>43\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Elyaf İşleme Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>44\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Elyaf Şekillendirme Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>45\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Cam Ev Eşyası Şekillendirme Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>46\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Yardımcı Tesisler Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Tezgah Ustası\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>48\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Cam Ambalaj Şekillendirme Ustalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\" rowspan=\"6\">\u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp>6\u002FF\u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>49\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Düzcam Şekillendirme Operatörlüğü\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>50\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Mekatronik Bakım Ustalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>51\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Harmanlama\u002FErgitme Operatörlüğü (Düzcam)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>52\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Üretim Değiştirme Ustalığı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"31\">\u003Cp>53\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"444\">\u003Cp>Eğitici Usta\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"444\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"cbamemtrad":47,"jobclassifaction1":51,"sicknesspay":55,"sicknessmaxdays":58,"contracttrial":62,"tempagency":66,"healthinsurance":69,"healthandsafetypolicy":72,"protectiveclothing":76,"funeralpay":80,"paidpaternityleave":84,"paidmaternityleave":88,"timeoff":92,"maternity_nursing_breaks_duration":96,"deathrelatives":100,"hourspday_select":102,"SCHEDULE_trigger":106,"PAIDLEAV_trigger":110,"holidaysdays":113,"bankholidays1":117,"tradeunleavdays":121,"lowwageperiod":125,"STRUCINCR_trigger":129,"wageincreasetype2":132,"ONCERISE_trigger":135,"incidentalbonustype2":138,"incidentalbonusdate":142,"NOCTPREM_trigger":146,"shiftallowancetype":149,"ANNLEAVE_trigger":153,"annleaveallowanceamount1":156,"OVERTIME_trigger":160,"overtimeallowancetype":164,"SUNDAY_trigger":166,"MEALALL_trigger":170,"mealvouchersamount":173,"SENIOR_trigger":177,"longserviceallowancetype":180},{"bindId":45,"name":46,"text":46},"cbadate_start_date","01.01.2024- 31.12.2025",{"bindId":48,"name":49,"text":50},"cbamemtrad","CAM ÇİMENTO SERAMİK VE TOPRAK SANAYİİ İŞ","CAM ÇİMENTO SERAMİK VE TOPRAK SANAYİİ İŞÇİLERİ SENDİKASI\n(KRİSTAL-İŞ)",{"bindId":52,"name":53,"text":54},"jobclassifaction1","SAAT ÜCRETLİ PERSONEL İŞ DEĞERLENDİRME Ü","SAAT ÜCRETLİ PERSONEL İŞ DEĞERLENDİRME ÜCRET SINIFLARI (EK-B)\n\n\n\n\n \n \n  \n \n İŞ UNVANI\n \n İŞ GRUBU\n \n \n \n 1\n \n Genel Hizmet İşçiliği\n \n  \n\n 1\u002FA\n\n  \n \n \n \n 2\n \n Toplama İşçiliği\n \n \n \n 3\n \n Üretim Sahası Temizlik İşçiliği\n \n \n \n 4\n \n Depolama ve Sevkiyat İşçiliği\n \n  \n\n 2\u002FB\n\n  \n \n \n \n 5\n \n Üretime Destek İşçiliği\n \n \n \n 6\n \n El İmalatı İkinci İşçiliği\n \n \n \n 7\n \n Ambalajlama Operatörlüğü\n \n  \n\n  \n\n  \n\n  \n\n 3\u002FC\n\n  \n\n  \n\n  \n\n  \n \n \n \n 8\n \n Araç Camı Şekillendirme II. Operatörlüğü\n \n \n \n 9\n \n Kalıp Bakım İşçiliği\n \n \n \n 10\n \n Kalite Kontrol İşçiliği\n \n \n \n 11\n \n Lojistik İşçiliği\n \n \n \n 12\n \n Toplama Operatörlüğü\n \n \n \n 13\n \n Araç Camı İşleme II. Operatörlüğü\n \n \n \n 14\n \n El İmalatı İkinci Kalfalığı\n \n \n \n 15\n \n Kesme Ayırma İşçiliği (Denizli)\n \n \n \n 16\n \n El İmalatı İşçiliği\n \n \n \n 17\n \n Ağır Lojistik Araçları Operatörlüğü\n \n  \n\n  \n\n  \n\n  \n\n  \n\n  \n\n  \n\n 4\u002FD\n\n  \n\n  \n\n  \n\n  \n\n  \n\n  \n\n  \n\n  \n \n \n \n 18\n \n Araç Camı İşleme Operatörlüğü\n \n \n \n 19\n \n Araç Camı Şekillendirme Operatörlüğü\n (Temper)\n \n \n \n 20\n \n Araç Camı Şekillendirme Operatörlüğü\n (Lamine)\n \n \n \n 21\n \n Cam Ev Eşyası İşleme Operatörlüğü\n \n \n \n 22\n \n Cam Ev Eşyası Şekillendirme II. Operatörlüğü\n \n \n \n 23\n \n Düzcam İşleme Operatörlüğü\n \n \n \n 24\n \n Harmanlama\u002FErgitme Ustalığı (Cam Ev Eşyası\u002FCam\n Ambalaj\u002FDenizli)\n \n \n \n 25\n \n Maden Proses Operatörlüğü\n \n \n \n 26\n \n Yardımcı Tesisler Operatörlüğü (Cam\n Ambalaj\u002FElyaf)\n \n \n \n 27\n \n Elyaf İşleme Ustalığı\n \n \n \n 28\n \n Bağlayıcı Hazırlama Operatörlüğü\n \n \n \n 29\n \n Hammadde Hazırlama Operatörlüğü\n \n \n \n 30\n \n Şekillendirme ve İşleme Operatörlüğü\n (Denizli)\n \n \n \n 31\n \n El İmalatı İkinci Ustalığı\n \n \n \n 32\n \n El İmalatı Kalfalığı\n \n \n \n\n\n\n\n\n \n \n 33\n \n Elektrik-Elektronik Bakım Ustalığı (Denizli)\n \n  \n\n  4\u002FD\n\n  \n \n \n \n 34\n \n Mekanik Bakım Ustalığı (Denizli)\n \n \n \n 35\n \n Kalıp Bakım Ustalığı (Denizli)\n \n \n \n 36\n \n Düzcam Kaplama Operatörlüğü\n \n  \n\n  \n\n  \n\n  \n\n  \n\n 5\u002FE\n\n  \n\n  \n\n  \n\n  \n\n  \n \n \n \n 37\n \n Elektrik-Elektronik Bakım Ustalığı\n \n \n \n 38\n \n Fırın Bakımcılığı\n \n \n \n 39\n \n Kalıp Bakım Ustalığı\n \n \n \n 40\n \n Kesme Hattı Operatörlüğü\n \n \n \n 41\n \n Mekanik Bakım Ustalığı\n \n \n \n 42\n \n Harmanlama\u002FErgitme Operatörlüğü (Elyaf)\n \n \n \n 43\n \n Elyaf İşleme Operatörlüğü\n \n \n \n 44\n \n Elyaf Şekillendirme Operatörlüğü\n \n \n \n 45\n \n Cam Ev Eşyası Şekillendirme Operatörlüğü\n \n \n \n 46\n \n Yardımcı Tesisler Operatörlüğü\n \n \n \n 47\n \n Tezgah Ustası\n \n \n \n 48\n \n Cam Ambalaj Şekillendirme Ustalığı\n \n  \n\n  \n\n 6\u002FF\n\n  \n\n  \n \n \n \n 49\n \n Düzcam Şekillendirme Operatörlüğü\n \n \n \n 50\n \n Mekatronik Bakım Ustalığı\n \n \n \n 51\n \n Harmanlama\u002FErgitme Operatörlüğü (Düzcam)\n \n \n \n 52\n \n Üretim Değiştirme Ustalığı\n \n \n \n 53\n \n Eğitici Usta",{"bindId":56,"name":57,"text":57},"sicknesspay","GEÇİCİ İŞ GÖREMEZLİK ÖDENEĞİ:",{"bindId":59,"name":60,"text":61},"sicknessmaxdays","Hastalık nedeniyle geçici iş göremezliğe","Hastalık nedeniyle geçici iş göremezliğe uğrayan işçiler hakkında\nSGK yasası uygulanır. Ancak, iş kazasında SGK yasası gereğince noksan\nödenen ücretler, işveren tarafından tama çıkartılarak işçiye ödenir.\nİşçinin hastalanması halinde istirahat süresi üç gün ve daha fazla\nolduğu takdirde SGK yasası gereğince verilmeyen iki günlük ücreti\nişverence ödenir. İş kazasında bir ay veya daha fazla istirahat alanlara\nişveren, iş göremezlik ödeneği kadar avans verir. Hastalık veya iş\nkazası halinde 18 aya kadar işçinin iş akdi feshedilemez.",{"bindId":63,"name":64,"text":65},"contracttrial","a)İşyerine işçi alınması gerektiğinde de","a)İşyerine işçi alınması gerektiğinde deneme süresi 4 ay olup,\nuygulanacak usul, işveren tarafından mevzuat hükümlerine göre tayin ve\ntatbik olunur.",{"bindId":67,"name":68,"text":68},"tempagency","MADDE 14 - GEÇİCİ İŞÇİ",{"bindId":70,"name":71,"text":71},"healthinsurance","MADDE 63 - TAMAMLAYICI SAĞLIK SİGORTASI",{"bindId":73,"name":74,"text":75},"healthandsafetypolicy","a)İşveren İş Yasaları ile İş Sağlığı ve ","a)İşveren İş Yasaları ile İş Sağlığı ve Güvenliği\nMevzuatı’nın belirttiği bütün önlemleri işyerinde almakla\nyükümlüdür.",{"bindId":77,"name":78,"text":79},"protectiveclothing","İşyerinde hastalık ve sağlık malzemesi i","İşyerinde hastalık ve sağlık malzemesi işyerinin her ünitesinde\nbulundurulur. İşin niteliği gereği işçinin kullanması gereken eldiven,\ngaz koruyucu maskesi, gözlük, kulaklık ve iş ayakkabısı çizme gibi\nkoruyucu malzeme işçilere zimmetle verilir. Kullanılmayacak derecede\nyıpranmış olan malzemeler derhal değiştirilir.\n\nb)İşçiler iş sağlığı ve güvenliği ile ilgili işyeri kurallarına\nuymakla ve verilen koruyucu malzemeleri kullanmakla yükümlüdürler.",{"bindId":81,"name":82,"text":83},"funeralpay","Ölen işçinin eşine, yoksa çocuklarına, b","Ölen işçinin eşine, yoksa çocuklarına, bunlar da yoksa anne veya\nbabasına işçinin normal ölümü halinde; sözleşmenin 1 .yılında\n44.250.-TL, iş kazası sonucu ölümü halinde, sözleşmenin 1 .yılında\n80.000.-TL.-TL'si mahkeme sonucu alacağı tazminattan mahsup edilmek üzere\n200.000.-TL, işçinin eşinin, çocuklarının veya anne ve babasından\nbirisinin ölümü halinde; sözleşmeni n 1 .yılında 11.000.-TL ölüm\nyardımı yapılır.",{"bindId":85,"name":86,"text":87},"paidpaternityleave","a) İşçilerin eşinin doğum yapması halind","a) İşçilerin eşinin doğum yapması halinde 5 gün, evlat edinilmesi\nhalinde 3 gün, anne, baba, kardeş, eş ve çocuklarından birinin ölümü\nhalinde 5 işgünü, kayınvalide ve kayınpederin ölümü halinde 3\nişgünü, işçinin evlenmesi halinde 10 işgünü, kendisinin ya da anne veya\nbabasının ikametgahlarında olan sel, yangın, deprem gibi felaketlerde 10\nişgününe kadar ücretli izin verilir.",{"bindId":89,"name":90,"text":91},"paidmaternityleave","a)Kadın işçilerin doğumdan önce sekiz ve","a)Kadın işçilerin doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam on altı haftalık süre için çalıştırmamaları\nesastır. Çoğul gebelik halinde doğumdan önce çalıştırılmayacak\nsüreye 2 hafta eklenir. Ancak, sağlık durumu uygun olduğu takdirde,\ndoktorun onayı ile kadın işçi isterse doğumdan önceki üç haftaya kadar\nişyerinde çalışabilir. Bu durumda, kadın işçinin çalıştığı\nsüreler doğum sonrası sürelere eklenir. Kadın işçinin erken doğum\nyapması halinde ise doğumdan önce kullanamadığı çalıştırılmayacak\nsüreler, doğum sonrası sürelere eklenmek suretiyle kullandırılır.",{"bindId":93,"name":94,"text":95},"timeoff","c)Hamilelik süresince kadın işçiye periy","c)Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.",{"bindId":97,"name":98,"text":99},"maternity_nursing_breaks_duration","d)Gebe, yeni doğum yapmış ve emziren işç","d)Gebe, yeni doğum yapmış ve emziren işçiler gündüz vardiyasında\nçalıştırılır. Hekim raporu ile gerekli görüldüğü takdirde, hamile\nkadın işçi sağlığına uygun daha hafif işlerde çalıştırılır. Bu\nhalde işçinin ücretinde bir indirim yapılmaz.\n\ne)İsteği halinde kadın işçiye, analık izninin tamamlanmasından sonra\naltı aya kadar ücretsiz izin verilir.\n\nf)Üç yaşını doldurmamış çocuğu evlat edinen eşlerden birine veya\nevlat edinen işçiye, çocuğun aileye fiilen teslim edildiği tarihten\nitibaren sekiz hafta analık i zni kullandırılır.",{"bindId":101,"name":86,"text":87},"deathrelatives",{"bindId":103,"name":104,"text":105},"hourspday_select","İşyerinde vardiya dışında normal çalışma","İşyerinde vardiya dışında normal çalışma süresi haftada 45 saattir.\nBu süre haftada 5 işgünü ve günde 9 saati geçmemek üzere\nçalışılarak, Cumartesi ve Pazar günleri tamamen tatil yapılarak\nuygulanır.",{"bindId":107,"name":108,"text":109},"SCHEDULE_trigger","a) İşyerinde vardiya dışındaki normal ça","a) İşyerinde vardiya dışındaki normal çalışmalar için hafta tatili\nPazar günüdür.\n\nVardiya dışındaki işler için Cumartesi, çalışılmayan gündür.\nCumartesi günü çalışma yapılırsa, fazla mesai hükümlerine göre ödeme\nyapılır. Vardiyalı çalışanlara 24 saatten az olmamak üzere haftada 1\ngün hafta tatili verilir.",{"bindId":111,"name":112,"text":112},"PAIDLEAV_trigger","MADDE 26 - YILLIK ÜCRETLİ İZİNLER",{"bindId":114,"name":115,"text":116},"holidaysdays","a)Hizmet süresi 1 yıldan 5 yıla kadar ol","a)Hizmet süresi 1 yıldan 5 yıla kadar olanlara 21 işgünü,",{"bindId":118,"name":119,"text":120},"bankholidays1","MADDE 25 - ULUSAL BAYRAM VE GENEL TATİLL","MADDE 25 - ULUSAL BAYRAM VE GENEL TATİLLER",{"bindId":122,"name":123,"text":124},"tradeunleavdays","MADDE 10 - SENDİKA TEMSİLCİ VE GÖREVLİLE","MADDE 10 - SENDİKA TEMSİLCİ VE GÖREVLİLERİNİN ÇALIŞMA KOŞULLARI\nVE SENDİKAL İZİNLER",{"bindId":126,"name":127,"text":128},"lowwageperiod","Toplu iş sözleşmesi kapsamındaki sendika","Toplu iş sözleşmesi kapsamındaki sendika üyesi işçilerin, 01.01.2024\ntarihindeki ücretleri, bulundukları gruba göre aşağıdaki ücret\nskalasının altında kalanların saat ücretleri 01.01.2024’den geçerli\nolmak üzere öncelikle bu skala seviyelerine yükseltilecektir.\n\n\n \n \n \n \n \n Ücret Grubu\n TL\u002Fsaat\n \n \n A\n 88,90\n \n \n B\n 92,46\n \n \n C\n 96,16\n \n \n D\n 100,01\n \n \n E\n 104,01\n \n \n F\n 108,17",{"bindId":130,"name":131,"text":131},"STRUCINCR_trigger","B)ÜCRET ZAMLARI",{"bindId":133,"name":127,"text":134},"wageincreasetype2","Toplu iş sözleşmesi kapsamındaki sendika üyesi işçilerin, 1. Yıl 1\nAltı ay zammı uygulandıktan sonraki saat ücretlerine, topluluğa giriş\ntarihinden 31.12.2023 tarihine kadar işyerlerinde geçirdikleri her bir tam\nkıdem yılı için, bir defaya mahsus olmak üzere 01.01.2024 tarihinden\nitibaren 1,5 TL\u002FSaat kıdem yılı zammı yapılacaktır.",{"bindId":136,"name":137,"text":137},"ONCERISE_trigger","MADDE 32 - İKRAMİYE",{"bindId":139,"name":140,"text":141},"incidentalbonustype2","a)İşçilere bir yılda 120 günlük ücretler","a)İşçilere bir yılda 120 günlük ücretleri tutarında ikramiye\nverilir.",{"bindId":143,"name":144,"text":145},"incidentalbonusdate","Bu ikramiyeler 20 Ocak, 20 Mart, 20 Mayı","Bu ikramiyeler 20 Ocak, 20 Mart, 20 Mayıs, 20 Temmuz, 20 Eylül, 20 Kasım\ntarihlerinde, 20 günlük ücret tutarında olmak üzere ödenecektir.",{"bindId":147,"name":148,"text":148},"NOCTPREM_trigger","MADDE 21 - VARDİYA VE GECE ZAMMI",{"bindId":150,"name":151,"text":152},"shiftallowancetype","Gece süresi saat (20.00-06.00) dır. Bu s","Gece süresi saat (20.00-06.00) dır. Bu sürede çalışan üyelere,\nçalıştıkları her saat için sözleşmenin 1. Yılı 1. Altı aylık\ndöneminde 01 Ocak 2024 tarihinden itibaren 12,25 TL\u002Fsaat gece zammı\nödenir.",{"bindId":154,"name":155,"text":155},"ANNLEAVE_trigger","MADDE 35 - İZİN ÖDENEĞİ",{"bindId":157,"name":158,"text":159},"annleaveallowanceamount1","Her yıl, yıllık ücretli izne çıkan işçil","Her yıl, yıllık ücretli izne çıkan işçilere sözleşmenin 1.\nYılında 11.000.- TL izin ödeneği ödenir.",{"bindId":161,"name":162,"text":163},"OVERTIME_trigger","Fazla çalışmalarda ilk 3 saat için saat ","Fazla çalışmalarda ilk 3 saat için saat başına düşen ücret %100\nzamlı, 3 saatten sonraki çalışmalar için %150 zamlı ücret ödenir.",{"bindId":165,"name":162,"text":163},"overtimeallowancetype",{"bindId":167,"name":168,"text":169},"SUNDAY_trigger","b)İşçiler, hafta tatilinde çalıştırılama","b)İşçiler, hafta tatilinde çalıştırılamazlar. Hak kazandığı hafta\ntatili gününde çalışacak olanlar için bu Toplu İş Sözleşmesinin\n20.maddesindeki prosedür uygulanır ve çalıştığı hafta tatili günü\niçin toplam 3 yevmiye ödenir. Hafta tatilinde çalıştırılan işçiler\nizleyen 30 gün içinde bir kez daha hafta tatilinde çalıştırılırlar ise\nbu madde gereğince yapılan ödemelere ek olarak kendilerine takip eden hafta\niçerisinde 1 gün izin verilir.",{"bindId":171,"name":172,"text":172},"MEALALL_trigger","MADDE 39 - YEMEK",{"bindId":174,"name":175,"text":176},"mealvouchersamount","İşyerinde çalışılan günler için kalite v","İşyerinde çalışılan günler için kalite ve çeşit bakımından\nişçi, memur ayrımı yapılmaksızın ve üç kaptan az olmamak üzere bir\nöğün yemek verilecek, münasip bir servisle tevzi edilecektir. Maliyet\ngözetilerek yemeğin miktar, vasıf ve listelerinde kısıtlama yapılamaz.\nDoktor raporu ile perhizli olanlara, ramazanda oruç tutanlara sözleşmenin 1\n.yılında günlük 155.-TL ödenir. Sözleşmenin 2. yılında bu miktar, Ocak\n2025’te ilan edilen 2003=100 bazlı TÜİK Tüketici Fiyatları Endeksinde\n01.01.2024-31.12.2024 tarihleri arasında gerçekleşecek endeks değişim\noranına, bu oranın %10’u (yüzde onu) kadar puan eklenmesiyle bulanacak\noran kadar arttırılacaktır.",{"bindId":178,"name":179,"text":179},"SENIOR_trigger","MADDE 55 - KIDEM TAZMİNATI",{"bindId":181,"name":182,"text":183},"longserviceallowancetype","a)İş Sözleşmesinin 4857 sayılı Yasa'nın ","a)İş Sözleşmesinin 4857 sayılı Yasa'nın 25.nci maddesinin Il.bendinde\ngösterilen nedenler dışında işveren tarafından ya da 24.üncü maddesinin\nhükümleri gereğince işçi tarafından feshedilmesi veya işçinin SGK’dan\nyaşlılık, emeklilik, malullük aylığı ya da toptan ödeme almak amacıyla\nişyerinden ayrılması durumunda veya işçinin muvazzaf askerlik ödevi\nnedeniyle ya da kadın işçinin evlenmesi nedeniyle işten ayrılması\ndurumunda, işçiye, her kıdem yılı için 30 günlük ücreti tutarında\nkıdem tazminatı ödenir.\n\nb)Bu madde hükümlerine göre kıdem tazminatının hesaplanmasında bir\nyıldan artan süreler nisbi olarak dikkate alınır ve bu süreler için\nkıstelyevm yöntemine göre kıdem tazminatı tahakkuku yapılır.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>KRİSTAL-İŞ CAM İŞVEREN 01.01.2024- 31.12.2025 - 2024\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2024-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2025-12-31\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: → Manufacturing\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Diĝer\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 \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Name company: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Names trade unions: → \n\n \n \n \u003Cspan>\n TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\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: → 540 days\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpayamount\">\n Minimum company contribution to funeral\u002Fburial expenses: → TRY 11000.0\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Maternity paid leave: → 16 weeks\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n Maternity paid leave restricted to 100 % of basic wage\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → Evet\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: → 5 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Leave duration in days in case of death of a relative: → 5 days\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → 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: → 120 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: → 9.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Working hours per week: → 45.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-dayspweek\">\n Working days per week: → 5.0\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 21.0 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: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Agreed lowest wage per: → Hours\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Lowest wage: → TRY 88.9\n \u003C\u002Fdiv>\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 \n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2024-01\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 \n \u003Cdiv id=\"display-shiftallowanceamount1\">\n Premium for evening or night work: → TRY  per month\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-annleaveallowanceamount1\">\n Extra payment for annual leave: → TRY 11000.0\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n \u003Cdiv id=\"display-overtimeallowanceperc1\">\n Premium for overtime work: → 250 % of basic wage\n \u003C\u002Fdiv>\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: → 100 %\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n \n\n \n\n \u003Cdiv id=\"display-longserviceallowancetype2\">\n Allowance for seniority after: → 1 years of service\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-mealvouchersamount\">\n → 155.0 per meal\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-legalassistance_trigger\">\n Free legal assistance: → Hayır\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n 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