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A.Ş. İLE SOSYAL-İŞ SENDİKASIARASINDA BAĞITLANAN - 2018","TUR LUFTHANSA ÇAĞRI MERKEZİ VE MÜŞTERİ HİZMETLERİ - 2018","Turkey - TUR LUFTHANSA ÇAĞRI MERKEZİ VE MÜŞTERİ HİZMETLERİ - 2018","TUR LUFTHANSA ÇAĞRI MERKEZİ VE MÜŞTERİ HİZMETLERİ - 2018 - Transport, logistics, communication",{"name":39,"data":40},"lufthansa.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>LUFTHANSA ÇAĞRI MERKEZİ VE MÜŞTERİ HİZMETLERİ TİC. A.Ş. İLE\nSOSYAL-İŞ SENDİKASIARASINDA BAĞITLANAN 01.07.2018– 31.12.2020 YÜRÜRLÜK\nSÜRELİ TOPLU İŞ SÖZLEŞMESİ - 2018\u003C\u002Fh1>\n\n\u003Cp>1. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>GENEL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 1 – TARAFLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin İşveren tarafı, Lufthansa Çağrı Merkezi\nve Müşteri Hizmetleri Ticaret Anonim Şirketi (Merkez Mah. Ayazma Caddesi\nPapirus Plaza No:37 Kat:3 Ofis No: 5-12-13-14-15 Kağıthane-İSTANBUL);\nİşçi tarafı, üyeleri adına SOSYAL-İŞ Türkiye Sosyal Sigortalar,\nEğitim, Büro, Ticaret, Kooperatif ve Güzel Sanatlar İşçileri Sendikası\n(Ziya Gökalp Caddesi Gonca Apt. No:36\u002F16 Kızılay-ANKARA)dır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2 – TANIMLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>a) İŞVEREN; Lufthansa Çağrı Merkezi ve Müşteri Hizmetleri Ticaret\nAnonim Şirketi’ni,\u003C\u002Fp>\n\n\u003Cp>b) SENDİKA; (SOSYAL-İŞ) Türkiye Sosyal Sigortalar, Eğitim, Büro,\nTicaret, Kooperatif ve Güzel Sanatlar İşçileri Sendikası’nı,\u003C\u002Fp>\n\n\u003Cp>c) İŞLETME; Lufthansa Çağrı Merkezi ve Müşteri Hizmetleri Ticaret\nAnonim Şirketi ve bağlı işyerlerinin bütününü,\u003C\u002Fp>\n\n\u003Cp>d) İŞYERİ; İşletme kapsamında olan işyerlerini ve eklentilerini,\u003C\u002Fp>\n\n\u003Cp>e) İŞÇİ; İşyerinde çalışan işçilerden Sosyal-İş üyesi\nbulunanları ve\u002Fveya TİS’ten yararlananları,\u003C\u002Fp>\n\n\u003Cp>f) TARAFLAR; İşveren ve Sendikayı,\u003C\u002Fp>\n\n\u003Cp>g) SÖZLEŞME; ekleri ile birlikte bu toplu iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>h) MEVZUAT; yasa, tüzük, yönetmelik, v.s.’yi ifade eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 –AMAÇ:\u003C\u002Fh2>\n\n\u003Cp>Tarafların karşılıklı olarak ekonomik ve sosyal durumları ile\nçalışma şartlarını belirlemek üzere akdedilen iş bu sözleşmenin\namacı; işçilerin ekonomik, sosyal ve kültürel düzeylerini yükseltmek,\nişyerinde verimliliği artırmak, işçilerin kendi yaptıkları işle ilgili\nkarar alma sürecine katılmalarını sağlamak ve yönetme yeteneklerini\ngeliştirmek, işçi-işveren arasında doğabilecek uyuşmazlıkları\nkarşılıklı iyi niyet ve güven ortamı içinde ve bu sözleşmede\nbelirlenen yollarla çözümleyerek iş barışını egemen kılmaktır.\u003C\u002Fp>\n\n\u003Cp>Taraflar; işçinin, üretimin temeli olduğunun bilinci içinde; uluslar\narası antlaşmalar ve sözleşmeler ile güvence altına alınmış olan temel\nhak ve özgürlüklerini çağdaş ve demokratik dünyadaki uygulamalarının\nöz ve düzeyine kavuşturmayı amaçlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - SÖZLEŞMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>A - KAPSAM:\u003C\u002Fp>\n\n\u003Cp>a) Yer itibariyle; Bu toplu iş sözleşmesi, Lufthansa Çağrı Merkezi ve\nMüşteri Hizmetleri Ticaret Anonim Şirketi işletmesi kapsamındaki\nişyerlerini kapsar.\u003C\u002Fp>\n\n\u003Cp>b) Şahıs İtibariyle; Bu sözleşme, Lufthansa Çağrı Merkezi ve\nMüşteri Hizmetleri Ticaret Anonim Şirketi’nde çalışan ve Sosyal-İş\nSendikasına üye bulunan işçileri kapsar. Ancak, her halükarda 6356\nSayılı Sendikalar Kanunu’nun ilgili hükümlerine göre işbu Toplu İş\nSözleşmesi’nin müzakeresine işveren vekili sıfatıyla katılmış\nbulunanlar, işletmenin merkezi ve diğer işyerlerindeki İnsan Kaynakları,\nPerformans ve Planlama, IT-Bilgi İşlem, Finans, Ofis Yönetimi Ve İletişimi\nile Kalite ve Eğitim Bölümlerinin ve ileride açılması muhtemel diğer\nbölümlerin yöneticileri ile yardımcıları, Genel Müdür, Müşteri\nHizmetleri Müdürü, avukatlar, müşavirler ve kurum doktorları işbu Toplu\nİş Sözleşmesi kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>Kapsam dışı personele İşveren dilediği şekilde uygulama yapma\nhakkına sahiptir.\u003C\u002Fp>\n\n\u003Cp>B - Sözleşmeden Yararlanma:\u003C\u002Fp>\n\n\u003Cp>a)Sendika Üyelerinin Yararlanmaları: Sözleşmenin imzası tarihinde\nsendika üyesi bulunanlar, yürürlük tarihinden itibaren; imza tarihinden\nsonra üye olanlar, üyeliklerinin sendikaca işverene bildirildiği tarihten\nitibaren sözleşmeden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\nhizmet akdi kıdem tazminatına hak kazandıracak bir neden ile sona eren üye\nişçiler ile ölen üye işçilerin varisleri, sözleşmenin sağladığı\ntüm hak ve yararlardan murislerinin çalıştıkları süre oranında\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b) Sendika Üyesi Olmayanların Yararlanmaları:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olmayan ya da sendika üyeliğinden ayrılan veya\nçıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Toplu iş\nsözleşmesinin imzasından önceki talepler imza tarihi itibariyle hüküm\ndoğurur.\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmeyle belirlenen parasal haklar, bu bendin (a ve b) fıkraları\ndışında kalan çalışanlara aynen uygulanamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 - TARAFLARIN TEMSİLİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanmasında sendikayı, Genel Yönetim\nKurulu veya görevlendireceği kimseler ile sendika şubesi; İşvereni,\nYönetim Kurulu veya görevlendireceği kimseler temsil eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 - SÖZLEŞMENİN HÜKMÜ:\u003C\u002Fh2>\n\n\u003Cp>a) Bu toplu iş sözleşmesinde aksi belirtilmedikçe, hizmet akitleri toplu\niş sözleşmesine aykırı olamaz. Hizmet akitlerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini, bu toplu iş sözleşmesindeki hükümler\nalır. Hizmet akdinde belirtilmeyen konularda bu toplu iş sözleşmesinin\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) İşbu toplu iş sözleşmesinde açıkça düzenlenmeyen tüm konularda\nise ekli işyeri Yönetmeliği hükümleri uygulanacaktır. Aynı konunun hem\nİşyeri Yönetmeliği’nde hem de Toplu İş Sözleşmesi’nde düzenlenmiş\nolması halinde Toplu İş Sözleşmesi hükümleri esas alınacaktır.\u003C\u002Fp>\n\n\u003Cp>c) Toplu iş sözleşmesi, mevzuat ile işçi yararına tanınmış ve\ntanınacak hakların uygulanmasına engel olamaz. Bu toplu iş sözleşmesinden\ndaha fazla hak sağlayan yasalar çıktığı ve yasal zorunluluk da\ngerektirdiği takdirde bu hükümler işbu sözleşme hükümlerinin yerini\nalır.\u003C\u002Fp>\n\n\u003Cp>d) Nedeni ne olursa olsun süresi sona eren toplu iş sözleşmesinin hizmet\nakdine ilişkin hükümleri, yenisi yürürlüğe girene kadar hizmet akdi\nhükmü olarak geçerliliğini sürdürür.\u003C\u002Fp>\n\n\u003Cp>Sendikanın yetki belgesi alması koşuluyla, sona eren toplu iş\nsözleşmesinin taraf ilişkileri ve kolektif hakları düzenleyen hükümleri\nyeni sözleşme imzalanıncaya kadar uygulanmaya devam eder.\u003C\u002Fp>\n\n\u003Cp>e) Sözleşmede belirtilmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7–SÖZLEŞMENİN YORUMU ve UYGULANMASI:\u003C\u002Fh2>\n\n\u003Cp>Sözleşmenin hükümleri, amaca aykırı yorumlanamaz. Sözleşme, gerek\nmaddelerinin açık anlamları ve gerekse özü ile bir bütündür; bölüm ve\nmadde başlıkları maddelerin anlamlarını tamamlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - TARAFLARIN DURUMUNDA DEĞİŞİKLİK:\u003C\u002Fh2>\n\n\u003Cp>Sözleşmeye taraf olan sendikanın kendini feshi, infisahı, çalışmadan\nyasaklı olması v.s. gibi durumlar ile sözleşmenin uygulandığı işletme,\nişyerleri ve eklentilerinde işverenin değişmesi, bu sözleşmenin\nuygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Cp>2. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>TARAF İLİŞKİLERİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 - İŞVERENİN SORUMLULUKLARI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, bu sözleşme hükümlerini zamanında ve eksiksiz olarak\nuygulamak, işyerinde iş güvenliği ve işçi sağlığı bakımından\ngereken önlemleri almak, işçi hak ve alacaklarının zamanında ve\nnoksansız olarak ellerine geçmesini sağlamak, sendika ve işçilere karşı\ngerek mevzuat, gerekse bu sözleşmeden doğan yükümlülüklerini yerine\ngetirmekle görevlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10 - SENDİKANIN SORUMLULUĞU:\u003C\u002Fh2>\n\n\u003Cp>Sendika, işçilerin temsilcisi olarak bu sözleşme ile kendisine yüklenen\ngörevleri en iyi şekilde yapar ve işçilerin haklı gördüğü\nşikâyetlerini ilgili mevzuat çerçevesinde işverenle görüşerek\nçözmekle görevli olup, İşyeri Çalışma İlişkileri ve Disiplin\nKurulu’nun iş bu sözleşme hükümleri çerçevesinde etkin şekilde\ngörevini yerine getirmesini sağlayacak önlemleri alır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 - İŞYERİNDE SENDİKAL ÇALIŞMALAR:\u003C\u002Fh2>\n\n\u003Cp>Sendikanın genel yönetim kurulu üyeleri ya da görevlendireceği kişiler\nile şube yöneticileri, işveren veya yetkili kıldığı kişilerle önceden\nrandevulaşarak işverene de uygun olması kaydıyla görüşebilirler. Yine bu\nkişiler, işyerinde çalışan sendika üyeleri ile işlerini ve işyerindeki\niş akışını aksatmamak kaydıyla iş saatleri içinde ve işveren\ntarafından belirlenecek zaman dilimlerinde görüşebilirler. Bu görüşme,\nişveren veya yetkili kıldığı kişilerin onayı ile iş düzenini\naksatmayacak şekilde işverenin göstereceği yerde toplu olarak da\nyapılabilir.\u003C\u002Fp>\n\n\u003Cp>İşçiler, Sendika Anatüzüğü ve yönetmelikleri ile mevzuat\nhükümlerine ve iş bu toplu iş sözleşmesinde öngörülen kurallara uygun\nşekilde yapmış oldukları sendikal faaliyetlerinden ötürü hiçbir ceza ve\nfarklı uygulamaya tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12 - İŞYERİ SENDİKA TEMSİLCİLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>a) Sendika, işyerinde çalışan sendika üyeleri arasından; 6356 sayılı\nSendikalar ve Toplu İş Sözleşmesi Kanunu’nun ilgili hükümleri uyarınca\niş yeri sendika temsilcilerini seçer, bunlardan birisi baştemsilci olarak\nbelirlenir ve isim listeleri işverene 15 gün içinde yazılı olarak\nbildirilir. Baştemsilcinin görevlerini, kendisinin bulunmadığı zamanlarda\nişyeri sendika temsilcilerinden biri yerine getirir.\u003C\u002Fp>\n\n\u003Cp>İlgili yasa maddesi ve yargı kararları gereğince; işletme söz konusu\nolduğunda, yukarıdaki kural işletmeye bağlı her işyeri için ayrı ayrı\nuygulanır. Sendika, temsilci atamalarını ve atamalarda yapılan her türlü\ndeğişikliği 15 gün içinde işverene yazı ile bildirir.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin isimlerinin değiştirilmesi mevcut temsilci sayısını\ndeğiştirmez; ancak, İşyerlerinin birleştirilmesi, bölünmesi veya\nayrılması halinde, temsilci sayısı yeni duruma göre yeniden belirlenir.\u003C\u002Fp>\n\n\u003Cp>b) İşyeri sendika temsilcileri, yürürlükteki mevzuat hükümlerine\nuygun olarak, sözleşmenin diğer maddelerinde kendilerine verilen\ngörevlerden başka işyerindeki sendika üyesi işçilerin resmi temsilcisi\nsözcüsü olarak; işyerinde sözleşmenin en iyi şekilde uygulanmasını\nsağlamak için azami çabayı göstermek, çalışan üyelerin yasa ve bu\nsözleşmeden doğan haklarının tam ve eksiksiz uygulanıp\nuygulanmadığını takip etmek, üyelerden gelecek dilek ve şikayetleri\ndinlemek TİS'in haklar, görevler ve borçlara ilişkin hükümleri hakkında\nçalışanları bilgilendirmek, aydınlatmak, uyuşmazlık konularının\nmüzakere yoluyla çözümlenmesini sağlamak amacıyla işveren veya vekiliyle\ngörüşmek, çözümlenemeyen sorunları yazılı olarak sendikaya bildirmekle\ngörevlidir.\u003C\u002Fp>\n\n\u003Cp>Temsilciler, işçileri ve sendikayı ilgilendiren konularda işveren veya\nvekilleri ile randevulaşmak yoluyla gerektiği takdirde görüşebilirler.\nTemsilcilerin bu görevlerindeki uyumunu Baştemsilci sağlar.\u003C\u002Fp>\n\n\u003Cp>c)Sendika temsilcilerinin, temsilcilik görevlerini yapmalarından dolayı\niş bu toplu iş sözleşmesinde belirlenen kurallara uygun davrandıkları ve\nbu görevin sınırlarını aşmadıkları sürece herhangi bir cezai\nyaptırım ya da ücretlerinden herhangi bir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 - SENDİKA TEMSİLCİLİK ODASI VE DUYURU PANOSU:\u003C\u002Fh2>\n\n\u003Cp>A) Sendika Temsilcilik Odası: İşveren; işyerinde sendika temsilcilerinin\ntemsilcilik görevlerini yapabilmeleri için çalışma ve sağlık\nkoşullarına uygun bir oda verir. Temsilcilik için gerekli masa, sandalye,\nbüro malzemesi, telefon vb. ihtiyaçlar işverence sağlanır.\u003C\u002Fp>\n\n\u003Cp>B) Sendika Duyuru Panosu: İşveren sendikal çalışmaların duyurulması\nve sendikanın üyelere iletmek gereğini duyduğu haberler ile her türlü\nsendikal yazıların asılmasını sağlayacak bir duyuru panosu yaptırır ve\nişyerinde uygun göreceği yere asılmasını sağlar. Asılan tüm ilanların\nsorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - SENDİKAL İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>a) Temsilci İzinleri: İşyeri sendika temsilcilerine sendikal\nçalışmaları yürütebilmeleri için asıl işlerini aksatmamak kaydıyla\nhaftada azami 2 (iki) saat ücretli izin verilir. Baştemsilciye temsilcilik\ngörevlerinin gerektirdiği faaliyetlerde bulunabilmesi için haftada azami 3\nsaat ücretli izin verilir. Baştemsilci, haftalık olarak tanınmış olan bu\nsürenin 2 (iki) saatini sendika temsilcilik odasında geçirecektir. Taraflar,\nbaştemsilci ve temsilcilerin sendikal görev için izin saatlerini ve\nçalışma prensiplerini önceden belirler ve sendika duyuru panosunda ilan\nederler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşyeri Sendika Temsilcilerinin izin sürelerini işyerinde geçirmeleri\nasıldır. Ancak sendika yöneticilerinin işverene önceden yapacağı\nyazılı çağrı üzerine ve işverenin yazılı olarak onay vermesi halinde,\nbu izinleri işyeri dışında da kullanmaları mümkündür.\u003C\u002Fp>\n\n\u003Cp>b) Sendika Organlarında Görev Alan Üyelerin İzinleri:\u003C\u002Fp>\n\n\u003Cp>Sendikanın yazılı başvurusu üzerine:\u003C\u002Fp>\n\n\u003Cp>1) Sendikanın yönetim kurullarında görev alan üyelerden genel yönetim\nkurulu üyelerine her toplantı için 2 (iki) tam gün; şube yönetim kurulu\nüyelerine her toplantı için 1 (bir) tam gün ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>2) Sendika disiplin kurullarında görev alan üyelerden, genel merkez\ndisiplin kurulu üyelerine her toplantı için 2 (iki) tam gün; şube disiplin\nkurulu üyelerine her toplantı için 1(bir) tam gün ücretsiz izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>3) Sendika denetleme kurullarında görev alan üyelerden genel merkez\ndenetleme kurulu üyelerine yılda toplam 4 (dört) tam gün; şube denetleme\nkurulu üyelerine yılda toplam 2 (iki) tam gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>c) Sendikal Toplantı ve Eğitim İzinleri:\u003C\u002Fp>\n\n\u003Cp>Sendikanın yazılı başvurusu üzerine:\u003C\u002Fp>\n\n\u003Cp>1) Sendika merkez genel kurulu delegelerine ve genel merkez üst kurul\ndelegelerine, genel kurula katılmaları için 3 (üç) tam gün ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>2) Sendika şube genel kurul delegelerine genel kurula katılmaları için 1\n(bir) tam gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sendikanın düzenleyeceği konferans, seminer ve eğitimlere katılmak\nüzere üyelere yılda (her üye için ayrı ayrı olacak şekilde değil)\ntoplam 5 gün ücretli eğitim izni verilir. Bu eğitim faaliyetlerinin\nbaşlangıç ve bitiş tarih ve saati işveren ve sendika yetkililerince iş\nyoğunluğu da dikkate alınarak müştereken belirlenir. Bu eğitimlere\nkatılacak işçilerin sayısı işyerindeki işleri aksatmayacak şekilde\nsendika tarafından belirlenerek bir ay önceden işverene yazılı olarak\nbildirilecektir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki kurullara, toplantılara ve eğitimlere bir seferde işyerindeki\nçalışan sayısının %5’inden fazlası katılamaz. Şu kadar ki genel\nkurullar için %5 oranı aranmaz. Ancak genel kurullarda %5 oranının\naşılması halinde işyerinde yürütülen işin aksatılmaması şarttır.\nSendika her halükarda iş planlamasını temin açısından yazılı bir izin\nlistesini en az 4 ay önceden işverene vermekle mükelleftir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - SENDİKA ÜYELERİNİN VE SENDİKA ZORUNLU ORGANLARINDA GÖREV\nALANLAR İLE İŞYERİ SENDİKA TEMSİLCİLERİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşçinin işe alınması, sendikaya üye olması veya sendika\nüyeliğinden ayrılması koşuluna bağlı tutulamaz. İşveren ücret,\nikramiye, prim ve paraya ilişkin sosyal yardım konularında bu sözleşme\nhükümleri ile bağlı kalmak kaydı ile sendikaya üye olan işçiler ile\nsendika üyesi olmayan işçiler arasında sırf bu nedenle, çalışma\nşartları veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin ve\nişyerinde çalışmaya devam eden sendika yöneticilerinin işyerini\ndeğiştiremez veya işinde esaslı tarzda değişiklik yapamaz. Aksi hâlde\ndeğişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>c)Sendika üyelerinin, sendika zorunlu organlarında görev alanlar ile\nişyeri sendika temsilcilerinin kanunen düzenlenmiş tüm güvenceleri mahfuz\nolup aynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16 – SENDİKAL ÖDENTİLER, ÇALIŞAN İŞÇİLERİN LİSTESİNİN\nGÖNDERİLMESİ :\u003C\u002Fh2>\n\n\u003Cp>a) İşveren, 6356 sayılı Sendikalar Kanunu’nun 18. maddesi kapsamında,\nsendika anatüzüğü hükümlerine uygun olarak, sendikaca bildirilecek\nüyelerinden talep ettiği aidatı yürürlük tarihinden itibaren ve\nyürürlük süresi boyunca, dayanışma aidatını ise toplu iş\nsözleşmesinin imza tarihinden önce olmamak üzere talep tarihi itibariyle\nkeserek, sendikaca gösterilen banka hesabına her ay işçi ücretlerinin\nödendiği günü izleyen en geç 10 iş günü içerisinde yatırır.\nSendikanın aidat kesilecek işçilere ilişkin listeyi işverene yazılı\nolarak bildirdiği tarihten sonra kesinti listesinin gönderilmemesi veya eksik\nkesinti yapılmasının sorumluluğu işverene ait olacaktır.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, sendika tarafından gönderilen kesinti listesini esas almak\nsuretiyle, listede mevcut işçilerden ölen, emekli olan veya kendi isteği\nile işten ayrılanların isimlerini aidat kesinti listesinde her ay sendikaya\nbildirir.\u003C\u002Fp>\n\n\u003Cp>c) İşverenin işçilerle ilgili yayınlayacağı sirküler ve genelgelerin\nbir nüshası, işyeri sendika baştemsilcisi tarafından en geç bir hafta\niçinde sendikaya ulaştırılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17-ŞİKÂYET VE UYUŞMAZLIK:\u003C\u002Fh2>\n\n\u003Cp>İşçiler bireysel ve bu sözleşmeden doğan şikâyetlerini işyeri\nsendika temsilcisine yazılı olarak yaparlar. İşyeri sendika temsilcisi\nduruma göre işçinin ilk amiri ya da işveren vekili ile görüşerek sorunu\nçözümlemeye çalışır. Çözülemeyen konular, temsilci tarafından\nsendikaya bildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 – İŞYERİ KURULLARI\u003C\u002Fh2>\n\n\u003Cp>İşyerinde aşağıdaki Kurullar faaliyette bulunur:\u003C\u002Fp>\n\n\u003Cp>1 -İŞYERİ ÇALIŞMA İLİŞKİLERİ ve DİSİPLİN KURULU:\u003C\u002Fp>\n\n\u003Cp>İşyerinde sendika üyesi olan ve TİS'den yararlanan işçilerin disiplin\nuygulamaları ile iş akitlerinin sona erdirilmesini, TİS'in uygulama ve\nyorumundan kaynaklanan uyuşmazlıkları görüşüp çözüme bağlamak üzere\naşağıdaki koşullarla işyerinde bir İşyeri Çalışma İlişkileri ve\nDisiplin Kurulu (“Kurul”) oluşturulur.\u003C\u002Fp>\n\n\u003Cp>A) Kuruluşu:\u003C\u002Fp>\n\n\u003Cp>Kurul, tarafların belirleyeceği 2 asıl ve 2 yedek üye olmak üzere\ntoplam 4 üyeden oluşur. Sendikanın ve işverenin ayrı ayrı belirleyeceği\nasıl ve yedek üyeler, sözleşmenin imza tarihinden itibaren en geç 15 gün\niçinde karşı tarafa yazılı olarak bildirilir. Taraflar, 15 gün önce yine\nyazılı olarak bildirmek koşulu ile asıl ve yedek kurul üyelerini\ndeğiştirebilirler. Kurul'un başkanlığını işverenin belirleyeceği\nişveren temsilcilerinden birisi yapar.\u003C\u002Fp>\n\n\u003Cp>B) Görev ve Yetkileri:\u003C\u002Fp>\n\n\u003Cp>Kurul; sendika üyesi olan ve TİS'ten yararlanan işçiler açısından;\u003C\u002Fp>\n\n\u003Cp>a) İşçilerin, iş bu sözleşme veya kanunlara göre yaptırım\ngerektiren ve iş disiplini ile bağdaşmayan fiillerini eyleme ilişkin son\nyazılı uyarı ve takip eden yaptırımlar aşamasında disiplin kurulu\nsıfatı ile görüşerek bu eyleme ilişkin olarak belirlenmiş disiplin\nyaptırımını uygular ve\u002Fveya iş sözleşmesinin feshine karar verir.\nİşçi tarafından gerçekleştirilen kural dışı fiilin işbu sözleşmede\ndüzenlenmemiş olması yaptırıma tabi tutulamayacağı anlamına gelmez,\nböyle bir durumda işveren uygun bir yaptırıma karar verir. Disiplin kurulu\nkararı olmadan işçi hakkında ücret kesintisi veya işten çıkarma\nyaptırımı uygulanamaz.\u003C\u002Fp>\n\n\u003Cp>b) Sözleşmenin yorumlanmasından ve uygulanmasından doğan ve bu nedenle\nsendika ya da işverence kurula getirilen uyuşmazlık konularının\nbarışçıl yollardan çözümüne katkıda bulunur ve uyuşmazlıkları bu\nyaklaşımla karara bağlar.\u003C\u002Fp>\n\n\u003Cp>c) İş akitlerinin tazminatlı ve\u002Fveya tazminatsız şekilde sona\nerdirilmesi hususunu karara bağlar.\u003C\u002Fp>\n\n\u003Cp>d)a,b ve c bendindeki düzenlemeler sendika temsilcileri için de\ngeçerlidir. Herhangi bir temsilci ile ilgili bir görüşme yapılması\ngerektiği takdirde bu temsilcinin müzakereye ve oylamaya katılma hakkı\nbulunmayacak, bunun yerine sendika tarafından belirlenmiş olan yedek üye\nkurul toplantısına katılacaktır.\u003C\u002Fp>\n\n\u003Cp>C) Çalışma Yöntemi:\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde kurul'un toplanmasını gerektiren bir hal meydana\ngeldiğinde durum, toplantı isteyen tarafça kurul başkanına yazılı olarak\nbildirilerek toplantı talebinde bulunulur. Kurul başkanın çağrısı ile en\ngeç 10 iş günü içinde toplanır. Ayrıca başkan kurulu her ihtiyaç\nduyduğunda kendiliğinden toplantıya davet edebilir. Kurul toplantı yeter\nsayısı dörttür. Birinci toplantıda, toplantı yeter sayısının\nsağlanamaması halinde kurul 2 gün içerisinde başkanın katılımı şartı\nolmak kaydıyla ve salt çoğunlukla 2. kez toplanır. Kurulun sekreteryası,\nidari işler tarafından ilk toplantısında belirleyeceği yönteme göre\nyürütülür.\u003C\u002Fp>\n\n\u003Cp>b) Kurul kararlarını ilke olarak oybirliği ile alır. Kurulda her üyenin\nbir oy hakkı vardır. İlk toplantıda karar alınamadığı takdirde, ikinci\ntoplantı en geç 2 iş günü içerisinde yapılır. Yapılan bu ikinci\ntoplantıda karar oy çokluğu ile alınır. Oyların eşitliği halinde\nbaşkanın oyu iki oy sayılır. Karar gerekçeli olarak yazılarak kurul\nüyelerince imzalanır ve ilgili işçi ile sendikaya ve işverene tebliğ\nedilir. İşçinin tebellüğden imtina etmesi halinde keyfiyet tutanakla\ntespit edilerek tebliğ ile ilgili hükmün uygulanmasına gerek kalmaksızın\nhüküm ifade eder. Disiplin kurulu kararlarını işveren uygulamakla\nyükümlüdür. Ancak işveren dilediği takdirde bu yaptırımı hafifletmek\nveya tamamen kaldırmak hakkına sahiptir.\u003C\u002Fp>\n\n\u003Cp>c) Kurulun, (B) bendinin (b) fıkrası uyarınca alacağı kararlarda ise\ntarafların mutabakatı yani oy birliği esastır. Mutabakat sağlanmış\nkonularda sorun çözümlenmiş sayılır. 10 gün içinde mutabakat\nsağlanamayan konularda ise taraflar önce Çalışma Barışı Üst Kuruluna\nbaşvururlar. Sorunun üst kurulda da 10 gün içerisinde çözümlenememesi\ndurumunda tarafların yargı yoluna başvurma hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>d) 4857 Sayılı İş Kanunu'nun 26. maddesinde öngörülen sözleşmenin\nhaklı nedenle feshine ilişkin 6 günlük hak düşürücü süre kurul\nkararının Genel Müdür'e bildirildiği tarihten itibaren işlemeye\nbaşlar.\u003C\u002Fp>\n\n\u003Cp>D) UYGULANACAK DİSİPLİN YAPTIRIMLARI: İşçiler açısından yasak\nhareketler ve bunların yaptırımları ve uygulama usulleri işbu sözleşmeye\nek olarak Ek-1'de düzenlenmiştir.\u003C\u002Fp>\n\n\u003Cp>2 - ÇALIŞMA BARIŞI ÜST KURULU\u003C\u002Fp>\n\n\u003Cp>Çalışma Barışı Üst Kurulu (“Üst Kurul”) Lufthansa Çağrı\nMerkezi ve Müşteri Hizmetleri A.Ş. İnsan Kaynakları Müdürü ile taraf\nsendika Genel Başkanı veya Şube Başkanından oluşur.\u003C\u002Fp>\n\n\u003Cp>a) İşyeri çalışma ilişkileri disiplin kurulunun ve görev alanı\ndışında kalan ve özellikle toplu iş sözleşmesinin bireysel niteliği\nolmayan toplu nitelikleri olan hükümlerinin yorumlanması ile ilgili\nhususlarda ve her gerektiğinde çalışma ve gayret sarf eder.\u003C\u002Fp>\n\n\u003Cp>b) Çalışma ilişkileri ve Disiplin Kurulu'nun sözleşmenin\nuygulanmasından doğan ve sendika ya da işverence kurula getirilen ve fakat\nçözüme bağlanamamış olan uyuşmazlık konularını 10 gün içinde nihai\nolarak karara bağlar. Üst Kurul kararlarını oy birliği ile alır.\u003C\u002Fp>\n\n\u003Cp>c) Yapılan çalışmalar sonunda uyuşmazlıkların çözümlenememesi veya\nbir karara varılamaması halinde, tarafların yasal yola başvurma hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 19 - İŞ GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>A) Bireysel İşten Çıkarma:\u003C\u002Fp>\n\n\u003Cp>İşten çıkarmalarda iş bu sözleşmenin 18. Maddesine ve İş\nKanunu’nun ilgili hükümlerine uygun şekilde hareket edilecektir.\u003C\u002Fp>\n\n\u003Cp>B) Zorunlu Toplu Çıkarma:\u003C\u002Fp>\n\n\u003Cp>İşletmenin bütününde 4857 sayılı İş Kanunu’nun 29. Maddesine\nistinaden; bir defada en az %10 oranında işçi çıkarma söz konusu\nolduğunda bu durum toplu işçi çıkarma sayılır ve bu madde hükmüne tabi\ntutulur. Sendikanın zorunlu organlarında görev yapan yöneticileri ile\nişyeri sendika temsilcileri toplu işten çıkarılmaya tabi tutulamaz. Toplu\nişten çıkarmalarda ceza durumları göz önüne alınmaz. Toplu işçi\nçıkarma işlemi yapıldıktan sonra 3 ay geçmedikçe yeni toplu işçi\nçıkarma yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Kapasitesi daraltılan veya kapatılan işyeri veya bölümündeki asıl ve\nsürekli işlerde geçici işçi çalıştırılamaz. Taşeron eliyle iş\ngördürülemez.\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından; ekonomik, teknolojik, yapısal ve benzeri işletme,\nişyeri veya işin gerekleri bakımından zorunluluk olmadıkça toplu işçi\nçıkartılamaz.\u003C\u002Fp>\n\n\u003Cp>İşçi çıkarmanın zorunlu olduğu hallerde işveren, işçi çıkarma\nnedenleri ve çıkarılacak işçi sayısını, İşyeri Çalışma\nİlişkileri ve Disiplin Kuruluna intikal ettirir ve taraf işçi sendikasına\nbildirir.\u003C\u002Fp>\n\n\u003Cp>Kurul sorunu görüşür, başka çözüm olanakları bulunup\nbulunmadığını araştırır.\u003C\u002Fp>\n\n\u003Cp>Sorunu çözmeye elverişli ve işletme gereklerine uygun bir yol bulunamaz\nise, işten çıkarma esaslarını, çıkarılacak işçi sayısı, işten\nçıkarma tarihi ile ünitelere dağılımını karara bağlarlar.\u003C\u002Fp>\n\n\u003Cp>Bu halde işten çıkarılacak işçiler aşağıdaki sıra gözetilerek\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>1) Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>2) Deneme süresi içinde olanlar,\u003C\u002Fp>\n\n\u003Cp>3) Bir Sosyal Güvenlik Kuruluşundan emekli olanlar,\u003C\u002Fp>\n\n\u003Cp>4) İşe son giren işçiler,\u003C\u002Fp>\n\n\u003Cp>5) Emekliliğini hak kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>6) Aynı durumda olanlar arasında son giren ilk çıkar,\u003C\u002Fp>\n\n\u003Cp>7) Eşlerden ikisi de aynı işyerinde çalışıyorsa yalnız birisi işten\nçıkarılır.\u003C\u002Fp>\n\n\u003Cp>Emekliliğine 2 yıldan az kalmış olan işçiler için işten çıkarma\nkararı disiplin suçları hariç yukarıdaki gerekçelerle de olsa\nuygulanamaz. Yukarıda yazılı sırayla toplu işten çıkarılanların\nyeniden işe alınmalarında son işten çıkarılan önce işe alınır\nkuralına uyulur. Toplu çıkarmadan sonra altı ay içinde yeniden işçi alma\ndurumu doğarsa işten çıkarılanlar arasından kadroya uygun vasıfları\ntaşıyanlara taahhütlü olarak davetiye gönderilir. Bildirim gününden\nbaşlayarak 30 gün içinde başvuran işçiler arasından en uygun vasıflı\nolana bir iş verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20 - YENİ İŞ ARAMA İZNİ:\u003C\u002Fh2>\n\n\u003Cp>Gerek işçinin gerekse işverenin bildirimli olarak hizmet akdini\nfeshettiği durumlarda, işveren işçiye bildirim önelleri sırasında ve\nçalışma saatleri içinde, günde 2 saat yeni iş arama izni verir. İşçi\nisterse, işten ayrılacağı günden önceki günlere rastlatmak kaydıyla,\niş arama iznini topluca kullanabilir. Ancak iş arama iznini toplu kullanmak\nisteyen işçi, bu durumu işverene önceden yazılı olarak bildirmek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>Bununla birlikte işçinin iş sözleşmesini yeni bir iş bulduğu için\nfeshetmesi halinde iş arama izninden yararlanamayacağı, ihbar süresi\niçinde iş bulan çalışanın ise iş arama iznini bu tarihten sonra\nkullanamayacağı konusunda mutabık kalınmıştır.\u003C\u002Fp>\n\n\u003Cp>3. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÇALIŞMA ESASLARI VE İŞ AKDİNE İLİŞKİN HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 21 - İŞE ALMA:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>İşveren işe alacağı işçilerin, görevin gerektirdiği niteliklere\nsahip olup olmadıklarını kendi mevzuatına göre tespit eder. İşe\nalımlarda ve iş değişikliklerinde, işveren tarafından belirlenen\nkriterler esas alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) Daha önce 4857 sayılı İş Yasasının 29. maddesine göre topluca\nişten çıkarılmış olanlara (toplu işçi çıkarmanın kesinleşmesinden\nitibaren altı ay içinde aynı nitelikteki iş için yeniden işçi almak\nistediği takdirde geçerli olmak ve nitelikleri uygun olmak kaydıyla),\u003C\u002Fp>\n\n\u003Cp>b) İşyerinde herhangi bir iş kazası sonucu ölen veya malul kalıp\nişten ayrılan işçinin ailesine bakmak zorunda kalanlara talepleri halinde\nişe almada öncelik tanınır (nitelikleri uygun olmak kaydıyla),\u003C\u002Fp>\n\n\u003Cp>c) Evvelce belirli süreli hizmet akdi ile çalışmış olup, belirli\nsüresinin dolması nedeniyle işi sona erenlere,\u003C\u002Fp>\n\n\u003Cp>öncelik tanınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22 - DENEME SÜRESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşçiler, işe alındıkları tarihten itibaren dört aylık deneme\nsüresine tabi tutulurlar. Deneme süresinde taraflarca ihbar önellerine\nuyulmaksızın ve tazminat ödenmeksizin iş akdi sona erdirilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Evvelce işyerinde çalışırken ayrılmış olanların işe\nalınmalarında, işten ayrıldıkları tarihin üzerinden geçen süre 1\nyılı aşmadığı takdirde yeni bir deneme süresi uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 23 – İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşçinin görev yeri, işinin niteliği benzer olmak koşuluyla ve\nücretinde bir düşürme yapılmaksızın işverenlikçe geçici olarak\ndeğiştirilebilir. Geçici süreli iş değişiklikleri yılda toplam altı\nayı geçemez. Aksi uygulama için işçinin rızası ve işyeri kurulu onayı\nşarttır. Daimi süreli iş değişikliklerinde işçinin yazılı\nrızasının olması şarttır. Şu kadar ki; işyeri sendika temsilcilerinin\nve sendika yöneticilerinin işleri ve işyerleri hiçbir surette\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Cp>b) İş ve işyeri değişikliği nedeniyle işçi ücretlerinde herhangi\nbir indirim yapılamayacağı gibi, geçici görevdeki işin niteliğine göre\nsağlanan ek haklar da işçiye iş bu geçici süreyle sınırlı olmak\nkaydıyla ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 – POSTALAR HALİNDE ÇALIŞTIRMA:\u003C\u002Fh2>\n\n\u003Cp>İşyerlerinde postalar halinde çalışma yaptırılabilir. Yapılacak bu\npostalar halindeki çalışma iki ay önceden çalışanlara duyurulur. Gece\npostası düzenlenmesi halinde 18 yaşından küçükler\nçalıştırılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- HAFTALIK VE GÜNLÜK ÇALIŞMA SÜRESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>A) İşyerinde normal çalışma süresi haftalık 40 saattir. Günlük\nçalışma süresi çalışanın vardiyasına ve çalışma modeline göre\nişverence belirlenmektedir. Günlük çalışma süresinin ortalama bir\nzamanında İş Kanunu'nun 68. maddesine uygun şekilde ve 1 saati aşmayacak\nşekilde yemek molası ve 2 defa 10'ar dakika çay molası verilir. Bu mola\nsüreleri işçilere aynı veya değişik saatlerde kullandırılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B) DENKLEŞTİRME\u003C\u002Fp>\n\n\u003Cp>İşyerinde İş Kanunu'nun 63. maddesi çerçevesinde denkleştirme süresi\n2 ay olarak belirlenmiştir. 2. ayın sonunda denkleştirme süresine ilişkin\nkesin hesap çıkartılır. Her bir denkleştirme dönemi içinde çalışanın\nfazla çalışma süreleri %50, fazla sürelerle çalışma süreleri ise %25\nfazlasıyla normal çalışma süresine eklenmek suretiyle çalışanın\ndenkleştirme dönemine ilişkin toplam çalışma süresi tespit edilir.\nDenkleştirme dönemi sonunda söz konusu dönemsel çalışma süresinden\nilgili dönemdeki eksik çalışma sürelerinin toplamı çıkarılmak\nsuretiyle denkleştirme işlemi gerçekleştirilir.\u003C\u002Fp>\n\n\u003Cp>Hesaplama sonucunda çalışan yaptığı seçime göre ya 6 ay içerisinde\nserbest zaman kullanır ya da ücret ile ödemesini alır. Eksik mesailer ise\nücretten kesilir. Çalışanın serbest zamanlarını 6 ay içerisinde\nkullanmaması durumunda bu mesailer de ücret ile ödenir. Çalışanlar\nserbest zaman ve ödeme seçimini her denkleştirme dönemi başlamadan önce\nİnsan Kaynakları Departmanı'na yazılı bildirmek suretiyle\ndeğiştirebilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26 - GECE ÇALIŞMASI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Gece çalışması saat 20.00’de başlayarak sabah saat 06.00’ya kadar\ngeçen ve her halde 11 saat süren gün dönemidir. İşçi ancak çalışma\nsüresinin yarısından çoğu gece dönemine denk geldiği takdirde gece\nçalışması yapmış sayılacaktır.\u003C\u002Fp>\n\n\u003Cp>a) İşçilerin gece çalışmaları günlük 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cp>b) Gece çalışmalarında ödenecek ücret, normal çalışma ücretinin\n%10 fazlasıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 27 - İŞ SÜRESİNDEN SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, fiilen çalışılmamış dahi olsa,\nçalışılmış gibi iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde işverenden iş beklemekle geçen süreler,\u003C\u002Fp>\n\n\u003Cp>b) İşçilerin işveren tarafından, işyerlerinden başka bir yerde\nçalıştırılmak üzere gönderilmeleri halinde yolda geçen süreler,\u003C\u002Fp>\n\n\u003Cp>c) İşçinin, işyerinde ve her an iş görmeye hazır bir halde bulunmakla\nçalıştırılmaksızın ve beraber çıkacak işi bekleyerek boşta\ngeçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>d) İşyerinde mesai dahilinde hastalanan işçilerin, işyeri hekiminin\nişyerinde bulunmadığı günlerde, SGK veya özel sigorta kuruluşu ile\nanlaşmalı olan en yakın sağlık kuruluşuna muayene ve tedavi için gidip\ngelmeleri ve bu durumu belgelendirmeleri kaydıyla vizitede geçirdikleri\nzamana ilişkin süreler,\u003C\u002Fp>\n\n\u003Cp>e) Kadın işçilerin çocuklarını emzirmek için toplu sözleşme ile\nbelirlenen süt izni süreleri.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28 - ÇALIŞILMIŞ GİBİ SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, yıllık ücretli izin hakkının hesabında\nve işyerindeki kıdem tazminatına esas bakımından çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a) İşçinin uğradığı kaza ya da yakalandığı hastalıktan ötürü\nişine gelemediği günler (Ancak İş Kanunu’nun 25. maddesinin 1 numaralı\nbendinin (b) alt bendinde öngörülen süreden fazlası sayılmaz),\u003C\u002Fp>\n\n\u003Cp>b) Kadın işçilerin bu sözleşmeye göre belirlenmiş doğumdan önce ve\ndoğumdan sonra çalıştırılmadıkları günler (Ancak doğumdan sonraki\nücretli izin süresini izleyen 6 aya kadar verilecek ücretsiz izin süresi,\nyıllık ücretli izin ve kıdem tazminatı hakkının hesabında dikkate\nalınmaz.),\u003C\u002Fp>\n\n\u003Cp>c) İşçinin muvazzaf askerlik hizmeti dışında manevra ya da herhangi\nbir yasadan dolayı görevlendirilmesi sonucu yılda 90 günden fazlasını\naşmayacak şekilde işine gidemediği günler,\u003C\u002Fp>\n\n\u003Cp>d)Hafta tatili, ulusal bayram, genel tatil günleri ve yıllık ücretli\nizin süreleri,\u003C\u002Fp>\n\n\u003Cp>e) İş bu sözleşmede işveren tarafından işçiye verileceği açıkça\nkararlaştırılmış olan diğer ücretli izinler (mazeret izni hariç olmak\nüzere),\u003C\u002Fp>\n\n\u003Cp>f) 4857 sayılı yasanın 55. maddesinde yer alan durumlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 - ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI:\u003C\u002Fh2>\n\n\u003Cp>Askerlik ve kanundan doğan çalışma hakkında, 4857 sayılı İş\nKanunu’ndaki hükümler geçerlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30 - GÖZETİM ALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLAMA:\u003C\u002Fh2>\n\n\u003Cp>1-Gözetim altına alınan veya tutuklanan işçiler tutukluluk veya\ngözetim süresi boyunca ücretsiz izinli sayılırlar. Ancak işçi herhangi\nbir suç nedeniyle tutuklandığı veya gözetim altına alındığında\ntutukluluk süresi veya gözetim altına alındığı süre İş Kanunu'nun 17.\nmaddesinde belirtilen bildirim sürelerini aştığı takdirde İş Kanunu'nun\n25\u002FIV maddesine istinaden işverenin iş sözleşmesini derhal fesih hakkı\nmevcuttur.\u003C\u002Fp>\n\n\u003Cp>2-İşçi tutukluluk halinin ortadan kalktığı tarihten itibaren 2 hafta\niçinde işverene yazılı olarak başvurduğu takdirde işe başlatılır. Şu\nkadar ki; söz konusu tutukluluk haline sebep olan eylem güvenlik açığı\ndoğuracak veya müşteri veri emniyetini veya iletişim kalitesini tehlikeye\nsokacak nitelikte ise işçinin iş akdine geçerli nedenle son verilmesi\nmümkündür.\u003C\u002Fp>\n\n\u003Cp>3- Yüz kızartıcı suçlardan veya işverenin işyerinde yürütülmekte\nolan işin mahiyeti ile bağdaşmayan herhangi bir suçtan hüküm giyenler\ncezaları ertelense veya affa uğrasa dahi bu madde hükmünden yararlanamazlar\nve iş akitlerine işveren tarafından geçerli nedenle son verilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31 - ENGELLİ İŞÇİ ÇALIŞTIRILMASI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerinde çalışmakta iken iş kazası sebebi ile çalışmakta\nolduğu işini fiilen yapamayacak durumda olan işçiyi, işveren, yasal\nsınırlamalar kapsamında kalmak kaydıyla durumuna uygun yeni bir işte\nçalıştırır.\u003C\u002Fp>\n\n\u003Cp>Olumsuz hava şartları sebebiyle iş gelişinde ve çıkışında zorluk\nyaşaması muhtemel olan engelli personele imkânlar dâhilinde gerekli\nkolaylık sağlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 32 - ANALIK DURUMU:\u003C\u002Fh2>\n\n\u003Cp>a) Analık İzni Süresi\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Doğum yapan kadın işçiye doğumdan önce 8 ve doğumdan sonra 9 hafta\nolmak üzere 17 haftalık analık izni verilir. Sağlık durumu uygun olan\nkadın işçi, isterse, doktor raporuyla doğumdan önceki 3 haftaya kadar\nçalışabilir; bu durumda doğumdan önce kullanılmayan izin süresi doğum\nsonrası 9 haftalık izin süresine ayrıca eklenir. Çoğul gebelik halinde\ndoğum sonrası 9 haftalık izin süresine 2 hafta daha eklenir. Erken doğum\nhalinde doğumdan önce kullanılamayan analık izni süresi, doğum sonrası 9\nhaftalık izin süresine ilave edilir.\u003C\u002Fp>\n\n\u003Cp>Bu süreler işçinin sağlık durumuna ve işin özelliğine göre\ndoğumdan önce ve sonra hekim raporu ile artırılabilir. Hamilelik süresince\nkadın işçiye periyodik kontroller için ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Annenin Vefatı Halinde Babaya Kullandırılacak İzinler\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Doğumda veya doğum sonrasında annenin ölümü halinde, doğum sonrası\nkullanılamayan bu toplu iş sözleşmesiyle belirlenen izin süreleri babaya\nkullandırılır. Erken doğum, doğumdan önceki 3 haftaya kadar çalışma\nveya çoğul gebelik nedeniyle doğumdan sonra kullanılacak izne süre ilave\nedilmişse, bu ilave izin süreleri de babaya kullandırılacak izne\neklenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Evlat Edinme Halinde Analık Hali İzni\u003C\u002Fp>\n\n\u003Cp>Üç yaşını doldurmamış çocuğu evlat edinen eşlerden birine veya\nevlat edinene çocuğun aileye fiilen teslim edildiği tarihten itibaren İş\nKanununun 74’üncü maddesinde yer alan sekiz haftalık analık hali izni\nkadar ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>d) Ücretsiz İzin\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen izin sürelerinin sonunda kadın işçiye ya da üç\nyaşını doldurmamış çocuğu evlat edinen eşlerden birine veya evlat\nedinene isteği halinde 6 aya kadar ücretsiz izin verilir. Bu izin süresi\nyıllık ücretli izin hakkının hesabında dikkate alınmaz. Ücretsiz izin\nhakkını kullanan işçi, çalışma süresinin yarısı kadar ücretsiz izin\nhakkını kullanamaz.\u003C\u002Fp>\n\n\u003Cp>e) Çalışma Süresinin Yarısı Kadar Ücretsiz İzin Hakkı\u003C\u002Fp>\n\n\u003Cp>Doğum sonrası analık hali izninin bitiminin itibaren çocuğun bakımı\nve yetiştirilmesi amacıyla ve çocuğun hayatta olması kaydıyla kadın\nişçi ile 3 yaşını doldurmamış çocuğu evlat edinen kadın veya erkek\nişçilere istekleri halinde a) birinci doğumda 60 gün, b) ikinci doğumda\n120 gün, c) üçüncü doğumda 180 gün süreyle, haftalık çalışma\nsüresinin yarısı kadar ücretsiz izin verilir. Çoğul doğum halinde bu\nsürelere 30’ar gün eklenir. Çocuğun engelli doğması halinde bu süreler\n360 gün olarak uygulanır. Bu haktan yararlanılan süre içinde süt iznine\nilişkin hükümler uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Bu haktan yararlanmak isteyen işçi, analık hali izninin bitiminden en az\nbir ay önce talebini işverene yazılı olarak bildirir.\u003C\u002Fp>\n\n\u003Cp>f) Kısmi Süreli Çalışma Hakkı\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen tüm izin sürelerinin bitiminden sonra çocuğun\nmecburi ilköğretim çağının başladığı tarihi takip eden aybaşına\nkadar ebeveynlerden biri kısmi süreli çalışma talebinde bulunabilir. Bu\ntalep işveren tarafından karşılanır ve geçerli fesih nedeni sayılmaz.\nÜç yaşını doldurmamış çocuğu evlat edinen eşlerden biri veya evlat\nedinen de bu haktan yararlanır.\u003C\u002Fp>\n\n\u003Cp>Kısmi süreli çalışma hakkı ile ilgili diğer hususlarda ilgili yasa ve\nyönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>g) Süt İzni\u003C\u002Fp>\n\n\u003Cp>İşveren doğum yapmış işçiye ücretli doğum izninin bitiminden\nitibaren 1 yıl süreyle günde iki saat süt izni vermeyi kabul eder. İşçi\nisterse bu iznini sabah geç gelmek, akşam paydos saatinden önce çıkmak\nsuretiyle günlük olarak kullanabilir. Bu süre günlük çalışma\nsüresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>Ancak analık iznini takiben ücretsiz izin ya da çalışma süresinin\nyarısı kadar ücretsiz izin hakkını kullanan kadın işçiler, bu izin\nsüresinin sona erme tarihi ile çocuğun 1 yaşına girdiği tarih arasında\nda günde 2 saat süt izni kullanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 – HASTALIK\u003C\u002Fh2>\n\n\u003Cp>Hastalık halinde kanuni düzenlemeler ile İşyeri Yönetmeliği'nde\nbelirtilen kurallar ve yazılı prosedürler aynen geçerli olacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34 - FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>a) İş Kanunu'nun 41. ve 63. maddeleri çerçevesinde haftalık iş\nsüresinin üstünde yaptırılan her türlü çalışma (denkleştirme hariç)\nfazla çalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>b) Hafta tatili, genel tatil ve ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine fazla çalışma yapılabilir.\u003C\u002Fp>\n\n\u003Cp>c) İşçiye rızası her yıl için bir defa yazılı olarak alınmak\nkoşuluyla günlük 3 saate kadar fazla çalışma yaptırılabilir.\u003C\u002Fp>\n\n\u003Cp>d) Bir günde yapılan fazla çalışmanın süresi yarım saatten fazla\nolursa, ücreti 1 saate tamamlanarak ödenir. Yarım saatten az olan kısımlar\niçin çalışılan süre kadar ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>e) Fazla çalışmalarda saat ücreti, işçinin o günkü saat ücretinin %\n50 zamlı tutarıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f) Tüm çalışanlar fazla mesai yapmadan önce vardiya amirliğine\nbildirmek ve onay almakla yükümlüdürler. Onay alınmadan fazla mesai\nyapılması yasaktır. Çalışanların işverenin fazla mesai yapılması\nyönünde herhangi bir talebi olmaksızın mesai saatleri dışında kendi\niradeleri ile çalışmaya erken başlamaları veya geç bitirmeleri fazla\nmesai olarak değerlendirilmeyecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 35 – İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>A) Yıllık Ücretli İzin:\u003C\u002Fp>\n\n\u003Cp>İşyerine girdiği günden başlayarak deneme süresi de içinde olmak\nüzere en az bir yıl çalışmış olan işçinin yıllık ücretli izin\nhakkı vardır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan işçilere, yasal sürelere 2’şer gün eklenerek\nyıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin hakkını hak etmemiş işçilere, işçinin talebi\nhalinde, iş planı uygun olduğu takdirde yıllık izin hakkına mahsuben 5\ngüne kadar ücretli izin avans olarak verilir.\u003C\u002Fp>\n\n\u003Cp>a) Yıllık ücretli izin günlerinin hesabında, izin sürelerine\nrastlayan, bu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel\ntatil ve sosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu\nraporuyla belirlenmiş istirahat günleri izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b) Sözleşme kapsamına giren işyerlerinde çalışan işçilerin yıllık\nücretli izinleri işveren tarafından düzenlenir. Bu kapsamda yıllık\nücretli izin planlarıyla ilgili vaki olabilecek şikayetler sendika\ntemsilcisi tarafından yazılı olarak işveren vekiline iletilir.\nÇözülemeyen konular İşyeri Çalışma İlişkileri ve Disiplin Kurulu'nda\ngörüşülüp karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>c) Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü\nhalinde yasal mirasçılarına, hak edipte de kullanmadığı izninin ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>d) İşveren tarafından yıl içinde verilmiş bulunan başka ücretli ve\nücretsiz izinler veya dinlenme, hastalık izinleri, yıllık izninden mahsup\nedilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) İşçilerin izinlerinin bir bölümü 10 günden az olmamak koşulu ile\nparçalı olarak kullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>f) Yıllık izne ayrılan işçiye, izin süresinin ücreti, izne\nçıkmasından önce ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>B) Diğer Sosyal İzinler:\u003C\u002Fp>\n\n\u003Cp>1. İşçinin evlenmesi halinde 3 gün,\u003C\u002Fp>\n\n\u003Cp>2. İşçinin eşinin ölümünde ve işçinin veya eşinin ana, baba,\nkardeş ve çocuğunun ölümünde 3 gün,\u003C\u002Fp>\n\n\u003Cp>3. İşçinin 3 yaşından küçük çocuğu evlat edinmesi halinde 3 gün,\nişçinin eşinin doğum yapması halinde 5 gün, kendisinin doğum yapması\nhalinde doğum öncesi ve sonrası toplu sözleşme ile belirlenen izin\nsüresi,\u003C\u002Fp>\n\n\u003Cp>4. İşçinin çocuğunu evlendirmesi halinde 3 gün,\u003C\u002Fp>\n\n\u003Cp>5. 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 halinde on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>6. Yılda bir kez olmak üzere işçinin evini taşıması halinde 1 gün,\n(2 hafta önceden bildirmek kaydıyla)\u003C\u002Fp>\n\n\u003Cp>7. Üyenin ikamet ettiği gayrimenkullerin, yangın, sel, deprem ve diğer\ndoğal afetlere uğraması nedeniyle 2 (iki) gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>8. Yukarıdaki izinler, izin sebebi olan olayı kapsayacak şekilde verilir.\nBu izinler istendiğinde, olayın işçi tarafından belgelenmesi zorunludur.\nBelgelenmeyen olaylarda, işçi özürsüz olarak işe gelmemiş sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C) Öğrenim İzni:\u003C\u002Fp>\n\n\u003Cp>Çalışarak okuyan (lisans, yüksek lisans ve doktora eğitimi de dâhil\nolmak üzere) öğrenci üyelerin çalışma saatleri, okudukları okulların\nders saatlerine göre ve işi aksatmayacak şekilde belirlenir. Sınav\nsüresince, sınav saati ve yol süresi için üyelere ücretli izin verilir.\nBu izinler yıllık ücretli izin sürelerine denk gelmediği sürece yıllık\nücretli izinden mahsup edilemez ve mazeret izni sayılmaz.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki maddenin uygulanabilmesi için işçinin ders saatlerini ve\nsınav tarihlerini belgelemesi zorunludur. Belgelenmediği takdirde işçi\nözürsüz olarak işe gelmemiş sayılır.\u003C\u002Fp>\n\n\u003Cp>D) Mazeret İzni:\u003C\u002Fp>\n\n\u003Cp>İşyeri Yönetmeliği’nin 9.1.1 son maddesinde belirtildiği üzere;\nŞirkette 6 ayını dolduran her bir çalışana işverenin onayı ile 4 günü\ngeçmemek kaydıyla ücretli mazeret izni verilir. Şu kadar ki anılan iznin\nilgili çalışma yılı içerisinde kullanılması zorunlu olup bir sonraki\nyıla devredilemez, kullanılmamış olması halinde, fesih durumunda ücrete\ndönüşmez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 - HAFTA TATİLİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>İşyerinde haftanın 6 günü aralıksız çalışan işçiye, 7. gün\nhafta tatili kullandırılacaktır. Kendi hafta tatili gününde istisnai\nolarak çalışan işçiye toplam (bir iş karşılığı olmayan günlük\nücreti de dahil olmak üzere) 2 günlük çıplak ücreti tutarında ödeme\nyapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 37 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>A - Ulusal Bayram:\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram 29 Ekim günüdür. 28 Ekim saat 13.00’den itibaren başlar\nve 29 Ekim gününü kapsar.\u003C\u002Fp>\n\n\u003Cp>B - Genel Tatil Günleri:\u003C\u002Fp>\n\n\u003Cp>Aşağıda sayılan günler tatil günleridir\u003C\u002Fp>\n\n\u003Cp>1. Resmi Bayram Günleri\u003C\u002Fp>\n\n\u003Cp>a) 23 Nisan Ulusal Egemenlik ve Çocuk Bayramı,\u003C\u002Fp>\n\n\u003Cp>b) 1 Mayıs Emek ve Dayanışma Günü,\u003C\u002Fp>\n\n\u003Cp>c) 19 Mayıs günü Atatürk’ü Anma Gençlik ve Spor Bayramı,\u003C\u002Fp>\n\n\u003Cp>d) 15 Temmuz günü Demokrasi ve Milli Birlik Günü,\u003C\u002Fp>\n\n\u003Cp>e) 30 Ağustos Zafer Bayramı’dır.\u003C\u002Fp>\n\n\u003Cp>2. Dini Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a) Ramazan Bayramı: Arife günü saat 13.00’den itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>b) Kurban Bayramı: Arife günü saat 13.00’den itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Cp>3. 1 Ocak günü yılbaşı tatilidir.\u003C\u002Fp>\n\n\u003Cp>4. 8 Mart Dünya Emekçi Kadınlar günüdür. 8 Mart günü sendikanın\ndüzenleyeceği etkinliklere katılmak amacıyla isimleri en az 10 gün\nönceden sendika tarafından bildirilecek 5 kadın işçi ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>C- Tatil Ücretleri:\u003C\u002Fp>\n\n\u003Cp>Ulusal bayram ve genel tatil günlerinde çalıştırılan işçinin\ngünlük ücreti 2,5 günlük (bir iş karşılığı olmayan 1 günlük ücret\ndâhil) çıplak ücreti tutarındadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 38 - BİLDİRİM ÖNELLERİ VE İŞ AKİTLERİNİN FESHİ:\u003C\u002Fh2>\n\n\u003Cp>1) İş akitlerinin bildirimli feshinde karşı tarafa yazılı olarak\nbildirmek koşuluyla;\u003C\u002Fp>\n\n\u003Cp>a) İşi 6 aydan az sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak (2) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b) İşi 6 ay ile 1,5 yıl sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak (4) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c) İşi 1,5 yıl ile 3 yıl sürmüş işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak (6) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d) İşi 3 yıl ve daha fazla sürmüş işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak (8) hafta sonra, feshedilmiş olur.\u003C\u002Fp>\n\n\u003Cp>İşçi, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde, bildirim önelleri içerisinde tüm haklarından yararlanır.\u003C\u002Fp>\n\n\u003Cp>2) Bildirim koşuluna uymayan taraf, yukarıda yazılı önellere ilişkin\nücreti tutarında ihbar tazminatı öder.\u003C\u002Fp>\n\n\u003Cp>3) İşçinin bildirim önellerine ait ücreti peşin verilmek suretiyle de\nhizmet akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39 - KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ:\u003C\u002Fh2>\n\n\u003Cp>Kıdem tazminatı, 4857 sayılı yasanın Geçici 6. maddesi gereğince,\n1475 sayılı İş Kanunu hükümleri çerçevesinde kıdem tazminatına hak\nkazanan üyeye her kıdem yılı için 31 günlük brüt ücreti üzerinden\nhesaplanarak ödenir. İşçinin ölümü halinde bu ödeme her yıl için 40\ngün üzerinden hak sahiplerine yapılır.\u003C\u002Fp>\n\n\u003Cp>Her durumda kıdem tazminatı, kıdem tazminatı tavanını aşamaz.\u003C\u002Fp>\n\n\u003Cp>4. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>PARASAL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 - ÜCRETİN TANIMI, ÖDEME ZAMANI VE BİÇİMİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>Aylık ücret, işçinin her türlü tazminat, ikramiye, ödenek, yardım\nvb. ödemeler hariç esas işi karşılığında bir takvim ayı için almış\nolduğu brüt ücrettir.\u003C\u002Fp>\n\n\u003Cp>İşçilerin ücreti her ayın son işgünü banka hesaplarına yatırılmak\nüzere ödenir. İşveren, aylık ödeme dönemine ilişkin hakediş ve\nkesintileri gösteren bir ücret pusulasını işçilere verir.\u003C\u002Fp>\n\n\u003Cp>İşçilere istemleri halinde her ayın 15-20’nci günü aylık brüt\nücretlerinin %30’u oranında ücret avansı verilir. Şu kadar ki; İşyeri\nYönetmeliği'nin 10.2.maddesinde de belirtildiği üzere; birbirini izleyen\niki ay üst üste avans talebinde bulunulamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>MADDE 41 – ÜCRET ZAMMI\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>a) Birinci Yıl Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>İşçilere 2018 yılı için 01 Temmuz tarihinden geçerli olmak üzere\nbrüt %7,5 oranında ücret zammı uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>b) İkinci Yıl Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>İşçilerin ücretlerine 01.01.2019 tarihinden geçerli olmak üzere TÜİK\ntarafından açıklanan ve 31.12.2018 tarihi itibariyle geçerli olan yıllık\nTÜFE oranında brüt zam uygulanır.\u003C\u002Fp>\n\n\u003Cp>c) Üçüncü Yıl Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>İşçilerin ücretlerine 01.01.2020 tarihinden geçerli olmak üzere TÜİK\ntarafından açıklanan ve 31.12.2019 tarihi itibariyle geçerli olan yıllık\nTÜFE+1 oranında brüt iyileştirme zammı uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 42 – İKRAMİYE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-extrapayfirmperformance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>İşçilere 2018 yılı için 15 Ağustos 2018 tarihinde brüt yarım maaş\nikramiye ödenecektir. İşçilere 2019 yılı için ödeme tarihinden önceki\n6 ay süresince şirkette aralıksız olarak çalışmış olmaları kaydıyla\n31 Mayıs 2019 tarihinde brüt yarım maaş ikramiye ödenecektir. İşçilere\n2020 yılı için ödeme tarihinden önceki 6 ay süresince şirkette\naralıksız olarak çalışmış olmaları kaydıyla 31 Mayıs 2020 tarihinde\nbrüt yarım maaş ikramiye ödenecektir. İkramiyeler çalışılan süre ile\norantılı olarak ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 43 – YABANCI DİL TAZMİNATI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-extrapayfirmperformancesec\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>İşyerinde görevi gereği Almanca ve İngilizce dilinden başka bir dile\n(Türkçe) hakim olan çalışanlar arasından İşveren tarafından\nbelirlenerek skill verilenlere, yine İşveren’in ihtiyaç durumuna göre\nbelirleyeceği süre ile sınırlı olmak kaydıyla; bu dili işyerinde ve\nTürk Pazarı dışında aktif olarak hizmet vermek amacıyla kullandıkları\nher ay için 50,00 TL tutarında yabancı dil tazminatı ödenir. Bu uygulama\nTürk pazarı için geçerli değildir. İşveren çalışana verdiği\nskill’i tek taraflı olarak kaldırabilir; skill kalktığı takdirde\nyabancı dil tazminatı ödemesi de kendiliğinden ortadan kalkacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 44- SOSYAL ÖDEMELER:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin sosyal, kültürel, barınma ve beslenme gibi ihtiyaçlarına\ndestek olunmak üzere aşağıda belirlenen esas ve miktarlarda sosyal\nödemeler yapılır. Aşağıda belirlenmiş olan bu ödemeler sözleşmenin\nikinci ve üçüncü yılında ücrete gelen zam oranında artırılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>1) Yemek Ödemesi:\u003C\u002Fp>\n\n\u003Cp>İşçilere çalıştıkları her gün için, günde bir öğün yemek\nyemeleri amacıyla günlük net 20,00 TL'ye denk gelecek şekilde yemek kartı\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>2) Ulaşım Ödemesi:\u003C\u002Fp>\n\n\u003Cp>İşverence tespit edilen güzergâhlarda, işçilerin topluca işe\ngeliş-gidişlerini sağlamak için servis tahsis edilir. Servis araçlarının\nkalitesi ve servis şoförlerinin kriterleri \"Karayolu Taşıma\nYönetmeliği” ne uygun olarak belirlenir.\u003C\u002Fp>\n\n\u003Cp>Çalışma saatleri nedeniyle servisten yararlanamayanlara işe\ngeliş-gidişlerinin sağlanması amacıyla ilgili güzergâhtaki Belediye\notobüsü gibi toplu taşıma aracı, yoksa minibüs\u002Fdolmuş taşıma ücreti\nolarak Antalya ve İzmir’de görev yapan işçilere o şehirdeki ulaşım\nücretleri dikkate alınarak aylık brüt 148 TL, İstanbul’da görev yapan\nve servis imkânından faydalanamayan işçilere ise brüt 287,10 TL ödenir.\nYol yardımının miktarı, fiili olarak çalışılan günlere göre\nbelirlenir. Ancak İşverenin sair farklı durumları dikkate alarak bu hususta\ndeğişiklik yapma hakkı saklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışanlar’ın istisnai olarak kendi aralarında anlaşmak ve\nİşveren’in de onayını almak suretiyle İşveren tarafından kendileri\niçin planlanan vardiyalarını bir seferlik karşılıklı olarak\ndeğiştirmeleri halinde (Schichtswap) personel servisi uygulaması olan\nvardiyadan personel servisi uygulaması olmayan vardiyaya geçen Çalışan’a\nyol yardımı ödenmeyeceği gibi önceden planlanan güzargah dışında ek\nbir personel servisi de sağlanmayacaktır. Bu kapsamda, personel servisi\nuygulaması olmayan vardiyadan personel servisi uygulaması olan vardiyaya\ngeçen Çalışan’a ise planlanan güzergah dışında ek bir personel\nservisi sağlanmayacak, sadece yol yardımı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Servis uygulaması Metro hattı faaliyete geçene kadar geçerlidir. Metro\nfaaliyete geçtikten sonra Metro güzergâhı dışında kalan çalışanlar\nbakımından servis uygulaması devam edecek, metro güzergahı içerisinde\noturan çalışanlar için ise yukarıda belirtilen şekilde ulaşım ödemesi\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>3) Sosyal Yardım Paketi:\u003C\u002Fp>\n\n\u003Cp>İşçilere 2018 yılı için ödemeden önceki 6 ay süresince işyerinde\naralıksız olarak çalışmaları kaydıyla 31 Aralık 2018 tarihinde brüt\nyarım maaş ödenecektir.\u003C\u002Fp>\n\n\u003Cp>İşçilere 2019 yılı için ödemeden önceki 6 ay süresince işyerinde\naralıksız olarak çalışmaları kaydıyla 31 Aralık 2019 tarihinde brüt\nyarım maaş ödenecektir.\u003C\u002Fp>\n\n\u003Cp>İşçilere 2020 yılı için ödemeden önceki 6 ay süresince işyerinde\naralıksız olarak çalışmaları kaydıyla 31 Aralık 2020 tarihinde brüt\nyarım maaş ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler çalışılan süre ile orantılı olarak yapılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 45- GEÇİCİ GÖREV ÖDENEĞİ:\u003C\u002Fh2>\n\n\u003Cp>İşçinin geçici olarak il dışında görevlendirilmesi halinde ulaşım\nve konaklama şirket tarafından sağlanır. İşçiye bu görevde bulunduğu\nher gün için İşverence konaklama yaptırılması şartıyla ayrıca net\n61,50 TL geçici görev ödeneği verilir. İşçinin geçici olarak il\ndışında görevlendirilmesi halinde uygulanacak esaslar ve kesintiler\nhakkında ekli İşyeri Yönetmeliği’nin “İş Seyahatleri” başlıklı\n12. maddesinde belirtilen düzenlemeler ile İş Seyahati Yönetmeliği\nhükümleri aynen geçerli olacaktır.\u003C\u002Fp>\n\n\u003Cp>5. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 46 - İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>İşyerinde 6331 Sayılı Kanun hükümleri uyarınca özellikle de madde\n18’e istinaden hizmetin yürütümü sırasında işçilerin sağlığının\nve güvenliğinin korunması ve geliştirilmesi, işçilerin kendi sağlık ve\ngüvenlikleri ile ilgili süreçlere aktif katılımı esastır. İşveren,\nişçi sağlığı ve güvenliği ile gerçekleştirilen çalışmalar\nhakkında sendikayı bilgilendirir. İşveren, işçi sağlığı ve\ngüvenliği konusunda mevzuatta öngörülen tedbirleri ve gerekli önlemleri\nalır ve eğitimleri verir. İşyerinin niteliği gereğince “sağlıklı\nçalışma mekânı, ofis ergonomisi, iş hijyeni, aydınlatma, havalandırma\nve ekran başında çalışma” başta olmak üzere büro ve bilişim\nhizmetlerinde işçi sağlığı ve güvenliği bakımından temel konular\nöncelikle dikkate alınır. İş ve işyeri değişikliklerinde işçi\nsağlığı ve güvenliği tedbirleri göz önünde bulundurulur.\u003C\u002Fp>\n\n\u003Cp>İşyerinde İş Sağlığı Güvenliği Yasası uyarınca, işveren,\nsendika ve işçi temsilcileri ile diğer ilgililerin katılımıyla \"İş\nSağlığı ve Güvenliği Kanunu” çerçevesinde \"İş Sağlığı ve\nGüvenliği Kurulu” oluşturur.\u003C\u002Fp>\n\n\u003Cp>İşyerinde ilkyardım araç ve gereçleri bulundurulur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 47 - KORUYUCU EŞYA:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>İşçilerin görevlerini yerine getirirken ihtiyaç duyulan eşyalar\nişverence sağlanır. İhtiyaç duyulan eşyaların belirlenmesinde işyeri\nsendika baştemsilcisinin görüşü alınmakla birlikte nihai karar işveren\ntarafından verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>BÖLÜM 6\u003C\u002Fp>\n\n\u003Cp>YÜRÜRLÜK VE GEÇİCİ HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 48 - YÜRÜRLÜK VE SÜRE:\u003C\u002Fh2>\n\n\u003Cp>48 esas ve 2 Geçici madde ile 2 ekten oluşan ve taraflarca 14.08.2018\ntarihinde imzalanan bu toplu iş sözleşmesi 01.07.2018 tarihinde\nyürürlüğe girer; 31.12.2020 tarihinde ise sona erer.\u003C\u002Fp>\n\n\u003Cp>İşbu sözleşmenin hükümleri, yenisi yürürlüğe girinceye kadar\ngeçerliliğini korur.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE – 1:\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin yürürlük tarihinden itibaren meydana gelen tüm artış\nfarkları ve birikmiş alacaklar sözleşmenin imza tarihinden itibaren en geç\nbir ay içinde işçilere ödenir.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE – 2:\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin aidatları yürürlük süresi itibari ile kesilerek\nsendika hesabına yatırılır. İşveren, imza tarihi ile yürürlük süresi\narasındaki aylara ilişkin sendika aidat farklarını, birikmiş toplu\nsözleşme farklarının toptan ödenmesi sırasında farklardan keserek\nkesinti listesi ile birlikte sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>SÖZLEŞMENİN EKLERİ:\u003C\u002Fp>\n\n\u003Cp>EK.1 Disiplin Hükümleri\u003C\u002Fp>\n\n\u003Cp>EK.2 İşyeri Yönetmeliği\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>İŞVEREN YETKİLİLERİ\u003C\u002Ftd>\n      \u003Ctd>SENDİKA YETKİLİLERİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tobias VOEGTLIN\u003C\u002Ftd>\n      \u003Ctd>Metin EBETÜRK\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Yeşim TAŞKIN\u003C\u002Ftd>\n      \u003Ctd>Mustafa AĞUŞ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Cenk ERDEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Mithat TURAN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Cahit BALCI\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Eftal KESGİN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"ONCERISE2_trigger":42,"contracttrialperiod":46,"extrapayfirmperformance":50,"WAGES_determined":54,"ONCERISE_trigger":58,"hourspweek_select":60,"childcare":64,"STRUCINCR_trigger":68,"MEALALL_trigger":72,"OVERTIME_trigger":76,"holidaysdays":80,"overtimeallowanceperc1_general":84,"COMMUTE_trigger":88,"protectiveclothing":92,"healthandsafetypolicy":96,"contracttrial":100,"schedulesrestpw":103,"TRADEUNLEAV_trigger":107,"SCHEDULE_trigger":111,"extrapayfirmperformancesec":113,"NOCTPREM_trigger":115,"LOWWAGE_trigger":119,"MAXHOURS_trigger":123,"bankholidays1":127,"disabilityfund":131,"paidmaternityleave":135,"deathrelatives":139},{"bindId":43,"name":44,"text":45},"ONCERISE2_trigger","İşyerinde görevi gereği Almanca ve İngil","İşyerinde görevi gereği Almanca ve İngilizce dilinden başka bir dile\n(Türkçe) hakim olan çalışanlar arasından İşveren tarafından\nbelirlenerek skill verilenlere, yine İşveren’in ihtiyaç durumuna göre\nbelirleyeceği süre ile sınırlı olmak kaydıyla; bu dili işyerinde ve\nTürk Pazarı dışında aktif olarak hizmet vermek amacıyla kullandıkları\nher ay için 50,00 TL tutarında yabancı dil tazminatı ödenir. Bu uygulama\nTürk pazarı için geçerli değildir. İşveren çalışana verdiği\nskill’i tek taraflı olarak kaldırabilir; skill kalktığı takdirde\nyabancı dil tazminatı ödemesi de kendiliğinden ortadan kalkacaktır.",{"bindId":47,"name":48,"text":49},"contracttrialperiod","İşçiler, işe alındıkları tarihten itibar","İşçiler, işe alındıkları tarihten itibaren dört aylık deneme\nsüresine tabi tutulurlar. Deneme süresinde taraflarca ihbar önellerine\nuyulmaksızın ve tazminat ödenmeksizin iş akdi sona erdirilebilir.",{"bindId":51,"name":52,"text":53},"extrapayfirmperformance","İşçilere 2018 yılı için 15 Ağustos 2018 ","İşçilere 2018 yılı için 15 Ağustos 2018 tarihinde brüt yarım maaş\nikramiye ödenecektir. İşçilere 2019 yılı için ödeme tarihinden önceki\n6 ay süresince şirkette aralıksız olarak çalışmış olmaları kaydıyla\n31 Mayıs 2019 tarihinde brüt yarım maaş ikramiye ödenecektir. İşçilere\n2020 yılı için ödeme tarihinden önceki 6 ay süresince şirkette\naralıksız olarak çalışmış olmaları kaydıyla 31 Mayıs 2020 tarihinde\nbrüt yarım maaş ikramiye ödenecektir. İkramiyeler çalışılan süre ile\norantılı olarak ödenecektir.",{"bindId":55,"name":56,"text":57},"WAGES_determined","İşveren işe alacağı işçilerin, görevin g","İşveren işe alacağı işçilerin, görevin gerektirdiği niteliklere\nsahip olup olmadıklarını kendi mevzuatına göre tespit eder. İşe\nalımlarda ve iş değişikliklerinde, işveren tarafından belirlenen\nkriterler esas alınır.",{"bindId":59,"name":52,"text":53},"ONCERISE_trigger",{"bindId":61,"name":62,"text":63},"hourspweek_select","A) İşyerinde normal çalışma süresi hafta","A) İşyerinde normal çalışma süresi haftalık 40 saattir. Günlük\nçalışma süresi çalışanın vardiyasına ve çalışma modeline göre\nişverence belirlenmektedir. Günlük çalışma süresinin ortalama bir\nzamanında İş Kanunu'nun 68. maddesine uygun şekilde ve 1 saati aşmayacak\nşekilde yemek molası ve 2 defa 10'ar dakika çay molası verilir. Bu mola\nsüreleri işçilere aynı veya değişik saatlerde kullandırılabilir.",{"bindId":65,"name":66,"text":67},"childcare","B) Diğer Sosyal İzinler: 1. İşçinin evle","B) Diğer Sosyal İzinler:\n\n1. İşçinin evlenmesi halinde 3 gün,\n\n2. İşçinin eşinin ölümünde ve işçinin veya eşinin ana, baba,\nkardeş ve çocuğunun ölümünde 3 gün,\n\n3. İşçinin 3 yaşından küçük çocuğu evlat edinmesi halinde 3 gün,\nişçinin eşinin doğum yapması halinde 5 gün, kendisinin doğum yapması\nhalinde doğum öncesi ve sonrası toplu sözleşme ile belirlenen izin\nsüresi,\n\n4. İşçinin çocuğunu evlendirmesi halinde 3 gün,\n\n5. 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 halinde on güne kadar ücretli izin\nverilir.\n\n6. Yılda bir kez olmak üzere işçinin evini taşıması halinde 1 gün,\n(2 hafta önceden bildirmek kaydıyla)\n\n7. Üyenin ikamet ettiği gayrimenkullerin, yangın, sel, deprem ve diğer\ndoğal afetlere uğraması nedeniyle 2 (iki) gün ücretli izin verilir.\n\n8. Yukarıdaki izinler, izin sebebi olan olayı kapsayacak şekilde verilir.\nBu izinler istendiğinde, olayın işçi tarafından belgelenmesi zorunludur.\nBelgelenmeyen olaylarda, işçi özürsüz olarak işe gelmemiş sayılır.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","a) Birinci Yıl Ücret Zammı: İşçilere 201","a) Birinci Yıl Ücret Zammı:\n\nİşçilere 2018 yılı için 01 Temmuz tarihinden geçerli olmak üzere\nbrüt %7,5 oranında ücret zammı uygulanacaktır.\n\nb) İkinci Yıl Ücret Zammı:\n\nİşçilerin ücretlerine 01.01.2019 tarihinden geçerli olmak üzere TÜİK\ntarafından açıklanan ve 31.12.2018 tarihi itibariyle geçerli olan yıllık\nTÜFE oranında brüt zam uygulanır.\n\nc) Üçüncü Yıl Ücret Zammı:\n\nİşçilerin ücretlerine 01.01.2020 tarihinden geçerli olmak üzere TÜİK\ntarafından açıklanan ve 31.12.2019 tarihi itibariyle geçerli olan yıllık\nTÜFE+1 oranında brüt iyileştirme zammı uygulanır.",{"bindId":73,"name":74,"text":75},"MEALALL_trigger","1) Yemek Ödemesi: İşçilere çalıştıkları ","1) Yemek Ödemesi:\n\nİşçilere çalıştıkları her gün için, günde bir öğün yemek\nyemeleri amacıyla günlük net 20,00 TL'ye denk gelecek şekilde yemek kartı\nverilir.",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","a) İş Kanunu'nun 41. ve 63. maddeleri çe","a) İş Kanunu'nun 41. ve 63. maddeleri çerçevesinde haftalık iş\nsüresinin üstünde yaptırılan her türlü çalışma (denkleştirme hariç)\nfazla çalışmadır.\n\nb) Hafta tatili, genel tatil ve ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine fazla çalışma yapılabilir.\n\nc) İşçiye rızası her yıl için bir defa yazılı olarak alınmak\nkoşuluyla günlük 3 saate kadar fazla çalışma yaptırılabilir.\n\nd) Bir günde yapılan fazla çalışmanın süresi yarım saatten fazla\nolursa, ücreti 1 saate tamamlanarak ödenir. Yarım saatten az olan kısımlar\niçin çalışılan süre kadar ödeme yapılır.\n\ne) Fazla çalışmalarda saat ücreti, işçinin o günkü saat ücretinin %\n50 zamlı tutarıdır.\n\nf) Tüm çalışanlar fazla mesai yapmadan önce vardiya amirliğine\nbildirmek ve onay almakla yükümlüdürler. Onay alınmadan fazla mesai\nyapılması yasaktır. Çalışanların işverenin fazla mesai yapılması\nyönünde herhangi bir talebi olmaksızın mesai saatleri dışında kendi\niradeleri ile çalışmaya erken başlamaları veya geç bitirmeleri fazla\nmesai olarak değerlendirilmeyecektir.",{"bindId":81,"name":82,"text":83},"holidaysdays","A) Yıllık Ücretli İzin: İşyerine girdiği","A) Yıllık Ücretli İzin:\n\nİşyerine girdiği günden başlayarak deneme süresi de içinde olmak\nüzere en az bir yıl çalışmış olan işçinin yıllık ücretli izin\nhakkı vardır.\n\nİşyerinde çalışan işçilere, yasal sürelere 2’şer gün eklenerek\nyıllık ücretli izin verilir.\n\nYıllık ücretli izin hakkını hak etmemiş işçilere, işçinin talebi\nhalinde, iş planı uygun olduğu takdirde yıllık izin hakkına mahsuben 5\ngüne kadar ücretli izin avans olarak verilir.\n\na) Yıllık ücretli izin günlerinin hesabında, izin sürelerine\nrastlayan, bu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel\ntatil ve sosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu\nraporuyla belirlenmiş istirahat günleri izin süresinden sayılmaz.\n\nb) Sözleşme kapsamına giren işyerlerinde çalışan işçilerin yıllık\nücretli izinleri işveren tarafından düzenlenir. Bu kapsamda yıllık\nücretli izin planlarıyla ilgili vaki olabilecek şikayetler sendika\ntemsilcisi tarafından yazılı olarak işveren vekiline iletilir.\nÇözülemeyen konular İşyeri Çalışma İlişkileri ve Disiplin Kurulu'nda\ngörüşülüp karara bağlanır.\n\nc) Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü\nhalinde yasal mirasçılarına, hak edipte de kullanmadığı izninin ücreti\nödenir.\n\nd) İşveren tarafından yıl içinde verilmiş bulunan başka ücretli ve\nücretsiz izinler veya dinlenme, hastalık izinleri, yıllık izninden mahsup\nedilemez.",{"bindId":85,"name":86,"text":87},"overtimeallowanceperc1_general","e) Fazla çalışmalarda saat ücreti, işçin","e) Fazla çalışmalarda saat ücreti, işçinin o günkü saat ücretinin %\n50 zamlı tutarıdır.",{"bindId":89,"name":90,"text":91},"COMMUTE_trigger","2) Ulaşım Ödemesi: İşverence tespit edil","2) Ulaşım Ödemesi:\n\nİşverence tespit edilen güzergâhlarda, işçilerin topluca işe\ngeliş-gidişlerini sağlamak için servis tahsis edilir. Servis araçlarının\nkalitesi ve servis şoförlerinin kriterleri \"Karayolu Taşıma\nYönetmeliği” ne uygun olarak belirlenir.\n\nÇalışma saatleri nedeniyle servisten yararlanamayanlara işe\ngeliş-gidişlerinin sağlanması amacıyla ilgili güzergâhtaki Belediye\notobüsü gibi toplu taşıma aracı, yoksa minibüs\u002Fdolmuş taşıma ücreti\nolarak Antalya ve İzmir’de görev yapan işçilere o şehirdeki ulaşım\nücretleri dikkate alınarak aylık brüt 148 TL, İstanbul’da görev yapan\nve servis imkânından faydalanamayan işçilere ise brüt 287,10 TL ödenir.\nYol yardımının miktarı, fiili olarak çalışılan günlere göre\nbelirlenir. Ancak İşverenin sair farklı durumları dikkate alarak bu hususta\ndeğişiklik yapma hakkı saklıdır.",{"bindId":93,"name":94,"text":95},"protectiveclothing","İşçilerin görevlerini yerine getirirken ","İşçilerin görevlerini yerine getirirken ihtiyaç duyulan eşyalar\nişverence sağlanır. İhtiyaç duyulan eşyaların belirlenmesinde işyeri\nsendika baştemsilcisinin görüşü alınmakla birlikte nihai karar işveren\ntarafından verilir.",{"bindId":97,"name":98,"text":99},"healthandsafetypolicy","İşyerinde 6331 Sayılı Kanun hükümleri uy","İşyerinde 6331 Sayılı Kanun hükümleri uyarınca özellikle de madde\n18’e istinaden hizmetin yürütümü sırasında işçilerin sağlığının\nve güvenliğinin korunması ve geliştirilmesi, işçilerin kendi sağlık ve\ngüvenlikleri ile ilgili süreçlere aktif katılımı esastır. İşveren,\nişçi sağlığı ve güvenliği ile gerçekleştirilen çalışmalar\nhakkında sendikayı bilgilendirir. İşveren, işçi sağlığı ve\ngüvenliği konusunda mevzuatta öngörülen tedbirleri ve gerekli önlemleri\nalır ve eğitimleri verir. İşyerinin niteliği gereğince “sağlıklı\nçalışma mekânı, ofis ergonomisi, iş hijyeni, aydınlatma, havalandırma\nve ekran başında çalışma” başta olmak üzere büro ve bilişim\nhizmetlerinde işçi sağlığı ve güvenliği bakımından temel konular\nöncelikle dikkate alınır. İş ve işyeri değişikliklerinde işçi\nsağlığı ve güvenliği tedbirleri göz önünde bulundurulur.\n\nİşyerinde İş Sağlığı Güvenliği Yasası uyarınca, işveren,\nsendika ve işçi temsilcileri ile diğer ilgililerin katılımıyla \"İş\nSağlığı ve Güvenliği Kanunu” çerçevesinde \"İş Sağlığı ve\nGüvenliği Kurulu” oluşturur.\n\nİşyerinde ilkyardım araç ve gereçleri bulundurulur.",{"bindId":101,"name":48,"text":102},"contracttrial","İşçiler, işe alındıkları tarihten itibaren dört aylık deneme\nsüresine tabi tutulurlar. Deneme süresinde taraflarca ihbar önellerine\nuyulmaksızın ve tazminat ödenmeksizin iş akdi sona erdirilebilir.\n\nEvvelce işyerinde çalışırken ayrılmış olanların işe\nalınmalarında, işten ayrıldıkları tarihin üzerinden geçen süre 1\nyılı aşmadığı takdirde yeni bir deneme süresi uygulanmaz.",{"bindId":104,"name":105,"text":106},"schedulesrestpw","İşyerinde haftanın 6 günü aralıksız çalı","İşyerinde haftanın 6 günü aralıksız çalışan işçiye, 7. gün\nhafta tatili kullandırılacaktır. Kendi hafta tatili gününde istisnai\nolarak çalışan işçiye toplam (bir iş karşılığı olmayan günlük\nücreti de dahil olmak üzere) 2 günlük çıplak ücreti tutarında ödeme\nyapılacaktır.",{"bindId":108,"name":109,"text":110},"TRADEUNLEAV_trigger","a) Temsilci İzinleri: İşyeri sendika tem","a) Temsilci İzinleri: İşyeri sendika temsilcilerine sendikal\nçalışmaları yürütebilmeleri için asıl işlerini aksatmamak kaydıyla\nhaftada azami 2 (iki) saat ücretli izin verilir. Baştemsilciye temsilcilik\ngörevlerinin gerektirdiği faaliyetlerde bulunabilmesi için haftada azami 3\nsaat ücretli izin verilir. Baştemsilci, haftalık olarak tanınmış olan bu\nsürenin 2 (iki) saatini sendika temsilcilik odasında geçirecektir. Taraflar,\nbaştemsilci ve temsilcilerin sendikal görev için izin saatlerini ve\nçalışma prensiplerini önceden belirler ve sendika duyuru panosunda ilan\nederler.",{"bindId":112,"name":105,"text":106},"SCHEDULE_trigger",{"bindId":114,"name":44,"text":45},"extrapayfirmperformancesec",{"bindId":116,"name":117,"text":118},"NOCTPREM_trigger","Gece çalışması saat 20.00’de başlayarak ","Gece çalışması saat 20.00’de başlayarak sabah saat 06.00’ya kadar\ngeçen ve her halde 11 saat süren gün dönemidir. İşçi ancak çalışma\nsüresinin yarısından çoğu gece dönemine denk geldiği takdirde gece\nçalışması yapmış sayılacaktır.\n\na) İşçilerin gece çalışmaları günlük 7,5 saati geçemez.\n\nb) Gece çalışmalarında ödenecek ücret, normal çalışma ücretinin\n%10 fazlasıdır.",{"bindId":120,"name":121,"text":122},"LOWWAGE_trigger","Aylık ücret, işçinin her türlü tazminat,","Aylık ücret, işçinin her türlü tazminat, ikramiye, ödenek, yardım\nvb. ödemeler hariç esas işi karşılığında bir takvim ayı için almış\nolduğu brüt ücrettir.\n\nİşçilerin ücreti her ayın son işgünü banka hesaplarına yatırılmak\nüzere ödenir. İşveren, aylık ödeme dönemine ilişkin hakediş ve\nkesintileri gösteren bir ücret pusulasını işçilere verir.\n\nİşçilere istemleri halinde her ayın 15-20’nci günü aylık brüt\nücretlerinin %30’u oranında ücret avansı verilir. Şu kadar ki; İşyeri\nYönetmeliği'nin 10.2.maddesinde de belirtildiği üzere; birbirini izleyen\niki ay üst üste avans talebinde bulunulamaz.",{"bindId":124,"name":125,"text":126},"MAXHOURS_trigger","b) Hafta tatili, genel tatil ve ulusal b","b) Hafta tatili, genel tatil ve ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine fazla çalışma yapılabilir.\n\nc) İşçiye rızası her yıl için bir defa yazılı olarak alınmak\nkoşuluyla günlük 3 saate kadar fazla çalışma yaptırılabilir.\n\nd) Bir günde yapılan fazla çalışmanın süresi yarım saatten fazla\nolursa, ücreti 1 saate tamamlanarak ödenir. Yarım saatten az olan kısımlar\niçin çalışılan süre kadar ödeme yapılır.",{"bindId":128,"name":129,"text":130},"bankholidays1","A - Ulusal Bayram: Ulusal Bayram 29 Ekim","A - Ulusal Bayram:\n\nUlusal Bayram 29 Ekim günüdür. 28 Ekim saat 13.00’den itibaren başlar\nve 29 Ekim gününü kapsar.\n\nB - Genel Tatil Günleri:\n\nAşağıda sayılan günler tatil günleridir\n\n1. Resmi Bayram Günleri\n\na) 23 Nisan Ulusal Egemenlik ve Çocuk Bayramı,\n\nb) 1 Mayıs Emek ve Dayanışma Günü,\n\nc) 19 Mayıs günü Atatürk’ü Anma Gençlik ve Spor Bayramı,\n\nd) 15 Temmuz günü Demokrasi ve Milli Birlik Günü,\n\ne) 30 Ağustos Zafer Bayramı’dır.\n\n2. Dini Bayram Günleri:\n\na) Ramazan Bayramı: Arife günü saat 13.00’den itibaren 3,5 gündür.\n\nb) Kurban Bayramı: Arife günü saat 13.00’den itibaren 4,5 gündür.\n\n3. 1 Ocak günü yılbaşı tatilidir.\n\n4. 8 Mart Dünya Emekçi Kadınlar günüdür. 8 Mart günü sendikanın\ndüzenleyeceği etkinliklere katılmak amacıyla isimleri en az 10 gün\nönceden sendika tarafından bildirilecek 5 kadın işçi ücretli izinli\nsayılır.\n\nC- Tatil Ücretleri:\n\nUlusal bayram ve genel tatil günlerinde çalıştırılan işçinin\ngünlük ücreti 2,5 günlük (bir iş karşılığı olmayan 1 günlük ücret\ndâhil) çıplak ücreti tutarındadır.",{"bindId":132,"name":133,"text":134},"disabilityfund","Engelli işçi çalıştırılması konusunda ya","Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\n\nAncak, işyerinde çalışmakta iken iş kazası sebebi ile çalışmakta\nolduğu işini fiilen yapamayacak durumda olan işçiyi, işveren, yasal\nsınırlamalar kapsamında kalmak kaydıyla durumuna uygun yeni bir işte\nçalıştırır.\n\nOlumsuz hava şartları sebebiyle iş gelişinde ve çıkışında zorluk\nyaşaması muhtemel olan engelli personele imkânlar dâhilinde gerekli\nkolaylık sağlanır.",{"bindId":136,"name":137,"text":138},"paidmaternityleave","Doğum yapan kadın işçiye doğumdan önce 8","Doğum yapan kadın işçiye doğumdan önce 8 ve doğumdan sonra 9 hafta\nolmak üzere 17 haftalık analık izni verilir. Sağlık durumu uygun olan\nkadın işçi, isterse, doktor raporuyla doğumdan önceki 3 haftaya kadar\nçalışabilir; bu durumda doğumdan önce kullanılmayan izin süresi doğum\nsonrası 9 haftalık izin süresine ayrıca eklenir. Çoğul gebelik halinde\ndoğum sonrası 9 haftalık izin süresine 2 hafta daha eklenir. Erken doğum\nhalinde doğumdan önce kullanılamayan analık izni süresi, doğum sonrası 9\nhaftalık izin süresine ilave edilir.\n\nBu süreler işçinin sağlık durumuna ve işin özelliğine göre\ndoğumdan önce ve sonra hekim raporu ile artırılabilir. Hamilelik süresince\nkadın işçiye periyodik kontroller için ücretli izin verilir.",{"bindId":140,"name":141,"text":142},"deathrelatives","Doğumda veya doğum sonrasında annenin öl","Doğumda veya doğum sonrasında annenin ölümü halinde, doğum sonrası\nkullanılamayan bu toplu iş sözleşmesiyle belirlenen izin süreleri babaya\nkullandırılır. Erken doğum, doğumdan önceki 3 haftaya kadar çalışma\nveya çoğul gebelik nedeniyle doğumdan sonra kullanılacak izne süre ilave\nedilmişse, bu ilave izin süreleri de babaya kullandırılacak izne\neklenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR LUFTHANSA ÇAĞRI MERKEZİ VE MÜŞTERİ HİZMETLERİ - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Diĝer\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2018-07-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Havayolu ile yolcu taşımacılığı  , Havayolu taşımacılığını destekleyici hizmet faaliyetleri  \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                        LUFTHANSA ÇAĞRI MERKEZİ VE MÜŞTERİ HİZMETLERİ\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        SOSYAL-İŞ SENDİKASI\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n\n        \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: → 17 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 3 days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → Insufficient data days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 15.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → -10.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -10.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → RamazanBayramı\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 4.0 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            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 7.5 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TRY 50.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY 148.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n        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