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LTD. ŞTİ. İLE SOSYAL-İŞ SENDİKASI ARASINDA BAĞITLANAN - 2019","TUR METRO GROSMARKET BAKIRKÖY ALIŞVERİŞ HİZMETLERİ TİC. LTD. - 2019","Turkey - TUR METRO GROSMARKET BAKIRKÖY ALIŞVERİŞ HİZMETLERİ TİC. LTD. - 2019","TUR METRO GROSMARKET BAKIRKÖY ALIŞVERİŞ HİZMETLERİ TİC. LTD. - 2019 - Retail trade",{"name":39,"data":40},"metro_tis_7donem....html","\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>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>METRO GROSMARKET BAKIRKÖY ALIŞVERİŞ HİZMETLERİ TİC. LTD. ŞTİ. İLE\nSOSYAL-İŞ SENDİKASI ARASINDA BAĞITLANAN\u003C\u002Fh1>\n\n\u003Ch1>01.01.2019- 31.12.2020 YÜRÜRLÜK SÜRELİ \u003C\u002Fh1>\n\n\u003Cp>7. DÖNEM\u003C\u002Fp>\n\n\u003Cp>İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fp>\n\n\u003Cp>1. BÖLÜM: GENEL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 1- TARAFLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin işveren tarafı (METRO GROSMARKET) Metro\nGrosmarket Bakırköy Alışveriş Hizmetleri Ticaret Ltd. Şti. (Koçman\nCaddesi 34540 Güneşli \u002F İstanbul); işçi tarafı üyeleri adına\n(SOSYAL-İŞ SENDİKASI) Türkiye Sosyal Sigortalar, Eğitim, Büro, Ticaret,\nKooperatif ve Güzel Sanatlar İşçileri Sendikası (Ziya Gökalp Caddesi\nGonca Apt. No:36\u002F16 Kızılay \u002F 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; Metro Grosmarket Bakırköy Alışveriş Hizmetleri Ticaret\nLtd. Şti.’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) İŞVEREN VEKİLİ; Genel Müdür, Genel Müdür Yardımcıları, Bölge\nMüdürleri ve Mağaza (İşletme) Müdürlerini,\u003C\u002Fp>\n\n\u003Cp>d) İŞLETME; Metro Grosmarket Bakırköy Alışveriş Hizmetleri Ticaret\nLtd. Şti. ve bağlı işyerlerini,\u003C\u002Fp>\n\n\u003Cp>e) İŞYERİ; İşletme kapsamında olan işyerlerini ve eklentileri ile\naraçlarının bütününü,\u003C\u002Fp>\n\n\u003Cp>f) ÜYE; İşyerinde çalışan Sosyal-İş üyesi işçileri,\u003C\u002Fp>\n\n\u003Cp>g) TARAFLAR; İşveren ve Sendikayı,\u003C\u002Fp>\n\n\u003Cp>h) SÖZLEŞME; Ekleri ile birlikte bu toplu-iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>i) MEVZUAT; Yasa, Tüzük, Yönetmelik v.s.’yi ifade eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 - AMAÇ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi; iş sözleşmelerinin yapılması, içeriği,\nyürütümü ve sona ermesi ile ilgili hükümleri düzenlemeyi;\nçalışanların ekonomik ve sosyal durumlarını geliştirmeyi, işyerinde\nişçi sağlığı ve iş güvenliği ile ilgili tüm önlemlerin\nalınmasını; işyerinde düzenli ve verimli çalışmayı sağlamak, üretimi\nartırmak, işverenin ve işçilerin hak ve menfaatlerini dengelemek,\nkarşılıklı iyi niyet ve güvenle işyeri çalışma barışını sağlamak;\ntaraflar arasında doğabilecek görüş farklılıklarını uzlaştırıcı\nyollarla kotarmak amacındadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - KAPSAM VE YARARLANMA:\u003C\u002Fh2>\n\n\u003Cp>A) Kapsam; Bu toplu iş sözleşmesi yer olarak, Metro Grosmarket Bakırköy\nAlışveriş Hizmetleri Ticaret Ltd. Şti. Genel Müdürlüğü ile halen\nmevcut ve açılacak olan mağazaları ve bunların eklentilerini; kişi olarak\nişyerinde çalışan Sosyal-İş üyelerini kapsar. Ancak işbu toplu iş\nsözleşmesi yeni açılan mağazalarda, yeni mağazaların müşteriye\naçılmasından 4 ay sonra yürürlüğe girer. İşverene bağlı\nişyerlerinden yeni işyerlerine geçiş yapan sendika üyeleri için toplu iş\nsözleşmesinden doğan haklar saklıdır.\u003C\u002Fp>\n\n\u003Cp>Ancak aşağıda yer alan unvanlı görevlerde çalışan ve çalışacak\nolanlar işbu sözleşmenin kapsamı dışındadırlar;\u003C\u002Fp>\n\n\u003Cp>a) Merkez; Direktör, Müdür, Müdür Yardımcısı, Satın Alma Uzmanı,\nUzman, Şef, Direktör Asistanı, Yönetici adayı (MT).\u003C\u002Fp>\n\n\u003Cp>b) Mağazalar; Satış Müdürü, İşletme Müdür Yardımcısı (Gıda,\nGıda dışı), Saha Satış Müdürü, Operasyon Müdürü, İdari İşler\nMüdürü, Kategori Satış Müdürü, Güvenlik Müdürü, İnsan Kaynakları\nSorumlusu, İşyeri Hekimi, İşletme Müdür Asistanı, Enformasyon Destek\nAnalisti, Operasyon Destek Uzmanı, Kategori İdari Müdürü, Dağıtım ve\nPlanlama Müdürü, Müşteri Yöneticisi. İstihdamı Zorunlu Sorumlu\nYöneticiler.\u003C\u002Fp>\n\n\u003Cp>B) Sözleşmeden Yararlanma:\u003C\u002Fp>\n\n\u003Cp>a) Sendika Üyelerinin Yararlanması: Sözleşmenin imzası tarihinde\nsendika üyesi bulunanlar yürürlük tarihinden, imza tarihinden sonra üye\nolanlar, üyeliklerinin sendikaca işverene bildirilme tarihinden itibaren\nsözleşmeden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b) Sendika Üyesi Olmayanların Yararlanması: Sendika üyesi olmayan ya da\nsendika üyeliğinden ayrılan veya çıkarılanlar ancak dayanışma aidatı\nödeyerek sözleşmeden yararlanabilirler. Bu yararlanma, imza gününden\ngeriye gitmemek koşulu ile yazılı olarak istek tarihinden itibaren\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>c) Sendika üyeleri ile sendika üyesi olmadan dayanışma aidatı ödeyerek\nbu toplu iş sözleşmesinden yararlananlar dışında kalan kapsam içi\nişçilere bu toplu iş sözleşmesi uygulanamaz. Aksi takdirde, işveren\nsözleşmeyi uyguladığı her işçi için dayanışma aidatı tutarı kadar\ntazminatı her ay sendikaya ödemeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>d) Bu Toplu İş Sözleşmesinin, İkramiye, Giyim Yardımı, Yakacak\nYardımı, Gıda Yardımı, Yıllık Ücretli İzin Harçlığı, Bayram ve\nYılbaşı Harçlığı ile ilgili 44, 46-4, 46-5, 46-6, 46-11 ve 46-12.\nmaddelerinden çalışanların yararlanması aşağıdaki şekilde\nolacaktır.\u003C\u002Fp>\n\n\u003Cp>Ödeme tarihinde hizmet süresi;\u003C\u002Fp>\n\n\u003Cp>0 - 1 yıl arası olan çalışanlar için ilgili ödemenin %50’si\u003C\u002Fp>\n\n\u003Cp>1- 2 yıl arası olan çalışanlar için ilgili ödemenin %75’i\u003C\u002Fp>\n\n\u003Cp>2yıl ve üzerinde olan çalışanlar için ise ilgili ödemenin %100’ü\nşeklinde yararlandırılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 - SÖZLEŞMENİN HÜKMÜ ve KAZANILMIŞ HAKLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu sözleşme ile işçiyi ilgilendiren sair sözleşme ve düzenlemeler\nçeliştikleri veya aynı konuları içerdikleri takdirde bu sözleşme\nhükümleri uygulanır. Şu kadar ki; yasa, tüzük, yönetmelik, önceki toplu\niş sözleşmeleri ve iş akitlerinde yer alan veya işyeri uygulaması haline\ngelen ve genellik arz eden, bu toplu iş sözleşmesi ile düzenlenmemiş\nişçi lehine hüküm ve uygulamalar saklıdır. İşçiye uygulanabilecek\nbirden fazla alternatiften hangisinin işçinin lehine olduğunun tartışmalı\nolması halinde, aslolan sendikanın tercihidir. Her ne suretle olursa olsun\nsona eren bu sözleşmenin hükümleri yenisi yürürlüğe girinceye kadar iş\nakdi olarak devam eder. Sendikanın yetki belgesi alması koşuluyla, sona eren\ntoplu iş sözleşmesinin taraf ilişkileri ve kolektif hakları düzenleyen\nhükümleri yeni sözleşme imzalanıncaya kadar uygulanmaya devam eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 - SÖZLEŞMENİN YORUMU ve UYGULANMASI:\u003C\u002Fh2>\n\n\u003Cp>Sözleşmenin hükümleri bu sözleşmenin amacına aykırı yorumlanamaz.\nSözleşme, gerek maddelerinin açık anlamları ve gerekse özü ile bir\nbütündür; bölüm ve madde başlıkları maddelerin anlamlarını\ntanımlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7 - TARAFLARIN DURUMUNDA DEĞİŞİKLİK:\u003C\u002Fh2>\n\n\u003Cp>Sözleşmeye taraf olan sendikanın feshi, çalışmadan yasaklı olması\nv.s. gibi durumlar ile sözleşmenin uygulandığı işyerleri ve\neklentilerinde işverenin değişmesi, bu sözleşmenin uygulanmasını\nengellemez.\u003C\u002Fp>\n\n\u003Cp>2. BOLUM TARAF İLİŞKİLERİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - TARAFLARIN TEMSİLİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanmasında sendikayı Genel Yönetim\nKurulu veya görevlendireceği kimseler ile sendika şubesi; işvereni, Metro\nGrosmarket Bakırköy Alışveriş Hizmetleri Ticaret Ltd. Şti. işveren\nvekilleri veya işveren vekillerinin görevlendirecekleri kimseler temsil\neder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 -TARAFLARIN SORUMLULUKLARI:\u003C\u002Fh2>\n\n\u003Cp>a)İşverenin Sorumlulukları; İşveren, bu sözleşme hükümlerini\nzamanında ve eksiksiz olarak uygulamak, işyerlerinde iş güvenliği ve\nişçi sağlığı bakımından gereken önlemleri almak, üye hak ve\nalacaklarının zamanında ve noksansız olarak ellerine geçmesini sağlamak,\nsendika ve üyelerine karşı gerek mevzuat, gerekse bu sözleşmeden doğan\nyükümlülüklerini yerine getirmekle görevlidir.\u003C\u002Fp>\n\n\u003Cp>b)Sendikanın Sorumlulukları; Sendika, işbu sözleşme ve mevzuattan\ndoğan hak ve yetkilerini iyi niyet kuralları dâhilinde kullanmak,\nyasadışı tutum ve davranışları önlemeye çaba göstermekle\nyükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10 - İŞYERİNDE SENDİKAL ÇALIŞMALAR:\u003C\u002Fh2>\n\n\u003Cp>Sendikanın Genel Yönetim Kurulu Üyeleri ile Şube Yöneticileri üyeler\nile her zaman görüşebilirler. Genel Yönetim Kurulunca yazılı olarak\ngörevlendirilenler, işveren vekili ile mutabakat sağlamak kaydıyla, üyesi\nile işyerindeki çalışmayı aksatmamak kaydıyla işyeri sendika temsilcilik\nodasında görüşebilirler. Bu kişiler işveren vekili ile önceden yazılı\nmutabakat sağlamak koşulu ile işveren vekilinin göstereceği yer ve saatte\nyılda en fazla iki kez üyeleri ile toplu görüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>Üyeler mevzuat hükümlerine uygun şekilde yapmış oldukları sendikal\nfaaliyetlerinden ötürü, hiçbir ceza ve farklı uygulamaya tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 - İŞYERİ SENDİKA TEMSİLCİLİĞİ ve SENDİKAL İZİNLER:\u003C\u002Fh2>\n\n\u003Cp>A) Bu sözleşmenin uygulanmasını izlemek, işçilerle işveren\narasındaki uygar ilişki ve iletişimi koruyarak doğabilecek uyuşmazlık ve\nşikâyetleri o işyerindeki işveren vekili veya yetkilendirdiği yetkili\nişveren temsilcisi ile görüşerek çözümlemeye çalışmak ve mevzuattan\ndoğan diğer görevleri yapmak üzere; sendikanın, işyerleri için yasada\nöngörülen sayıda belirleyip işverene bildirdiği işyeri sendika\ntemsilcilerine sendikal çalışmaları yürütebilmeleri için temsilcilere\ngünde 30’ar dakika olmak üzere haftada toplam 6 (altı) saat ücretli izin\nverilir. Baştemsilci ise her gün (1) bir saat sendika temsilcilik odasında\nbulunur. Taraflar baştemsilci ve temsilcilerin sendikal görev için izin\nsaatlerini ve çalışma prensiplerini önceden belirler ve ilan ederler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>B) Sendika Organlarında Görev Alan Üyelerin İzinleri: Sendikanın\nyazılı başvurusu üzerine;\u003C\u002Fp>\n\n\u003Cp>a) Sendikanın yönetim kurullarında görev alan üyelerden genel yönetim\nkuruluna seçilenlere, her toplantı için 2 (iki) tam gün; şube yönetim\nkuruluna seçilenlere, her toplantı için 1 (bir) tam gün ücretsiz izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>b) Sendika Disiplin Kurulları’nda görev alan üyelere 1 (bir) tam gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>c)Sendika denetim kurullarında görev alan üyelerden genel merkez denetim\nkurulu üyelerine yılda iki kez 2 (iki) tam gün, Şube denetim kurulu\nüyelerine yılda iki kez 1 (bir) tam gün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C) Sendikal Toplantı ve Eğitim İzinleri:\u003C\u002Fp>\n\n\u003Cp>a) Sendika temsilcileri ve görevlileri ile ilgili genel kurul delegelerine,\ngenel kurula katılmaları için sendikanın en geç 10 gün önceden\nbildirmesi halinde, genel kurul çalışmaları için Genel Merkez genel\nkurulunda 3 gün, şube genel kurulunda 1 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>b) Sendikanın düzenleyeceği eğitim, konferans, seminer ve benzeri\netkinlikler için Genel Müdürlük ve her mağaza için yılda işyeri işçi\nsayısının %10’u kadar gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>D) Yukarıdaki B ve C bentlerindeki tüm izinlerin kullanımında işyerinin\nçalışmasının aksatılmaması esastır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12 - SENDİKA ÜYELERİNİN VE SENDİKA ZORUNLU ORGANLARINDA GÖREV\nALANLAR İLE İŞYERİ SENDİKA TEMSİLCİLERİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>İşçinin işe alınması, sendikaya üye olması ya da sendika üyeliğini\nkoruması veya sendika üyeliğinden ayrılması koşuluna bağlı tutulamaz.\nİşveren bu sözleşme hükümleri ile bağlı kalmak kaydı ile sendikaya\nüye olan işçiler ile sendika üyesi olmayan işçiler arasında işin sevk\nve dağıtımında, işçinin mesleki ilerlemesinde ve diğer hususlara\nilişkin uygulamada herhangi bir ayırım yapamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerinde çalışan sendika ya da sendika şubelerinin zorunlu\norganlarında görev alanlarla işyeri sendika temsilcilerinin sendikal\ngörevlerinin gereği mevzuat ve bu sözleşme hükümleri ile belirlenmiş\nçalışmalardan dolayı ve sebebi açık ve kesinlikle belirlenmeyen\nnedenlerle iş akitlerini bozamaz. 6356 Sayılı yasanın ilgili hükümleri\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 - SENDİKA ÇALIŞMALARININ DUYURULMASI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, işyerinde işçilerin kolaylıkla görebilecekleri bir yere\nsendikanın yazı, duyuru, bülten, genelge ve çağrı gibi yazılarının\nasılması için pano koyar. Bu panonun anahtarı işyeri sendika\nbaştemsilcisinde bulunur. Panoya sendikanın imza ve mührünü taşımayan,\nyasa dışı, ideolojik, ahlak kurallarına aykırı ve kişilik haklarına\nsaldırı sayılabilecek ve işvereni küçük düşürücü bir belge\nasılamaz. Aksi takdirde sendika baştemsilcisi şahsen sorumlu olur.\nSendikanın imza ve mührünü taşıyan her türlü belgenin ve sendika\nyayınlarının sorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ ve YAYINLARIN\nGÖNDERİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>İşveren, işbu toplu iş sözleşmesi hükümleri ile ilgili olarak\nyayınladığı sirküler ve genelgelerin bir nüshasını en geç bir hafta\niçinde sendikaya gönderir ve bir nüshasını işyeri sendika\nbaştemsilcisine verir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - SENDİKA TEMSİLCİLİK ODASI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, işyerlerinde sendika temsilcilerinin temsilcilik görevlerini\nyapabilmeleri için çalışma ve sağlık koşullarına uygun bir oda verir.\nTemsilcilik odası için gerekli masa, sandalye, dolap, telefon, temel\nkırtasiye malzemesi gibi malzemeler işverence sağlanır. Sendika Temsilcilik\nOdası yalnız amaca uygun kullanılabilir ve tüm sorumluluğu sendikaya\naittir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16 - SENDİKAL ÖDENTİLER:\u003C\u002Fh2>\n\n\u003Cp>İşveren, sendika ana tüzüğü hükümlerine uygun olarak, sendikaca\nbildirilecek üyelerinden talep ettiği aidat ile dayanışma aidatını\nkeserek, her ay işçi ücretlerinin ödendiği günü izleyen en geç 15 gün\niçerisinde sendikaca gösterilen banka hesabına yatırır. İşveren,\nkimlerden ne miktar aidat kesildiğine ilişkin ve o ay içerisinde işyerinden\nayrılma, ölüm, emeklilik gibi nedenlerle iş akdi son bulan üyelerin\nlistesini ait olduğu ayı izleyen ay içinde sendikaya gönderir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 - MÜNFERİT ANLAŞMAZLIKLAR:\u003C\u002Fh2>\n\n\u003Cp>Üyeler bu sözleşmeden doğan şikâyetlerini yazılı olarak işyeri\nsendika temsilcisine bildirirler.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcisi ve\u002Fveya baştemsilci duruma göre işçinin\nilgili İşletme Müdür Yardımcısı ve\u002Fveya ilgili Bölüm Yöneticisi\nve\u002Fveya İnsan Kaynakları Sorumlusu ile ya da duruma göre işveren vekili ile\ngörüşerek sorunu çözümlemeye çalışır. Çözümlenemeyen konular,\nbaştemsilci tarafından sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 - İŞYERİ KURULLARI:\u003C\u002Fh2>\n\n\u003Cp>Mevzuat ve toplu sözleşme hükümlerine bağlı olarak işyerlerinde İzin\nKurulu ile İşçi Sağlığı ve Güvenliği Kurulu oluşturulur. Kurulların\nyapısı, görevleri ve çalışma yöntemi mevzuat ve toplu sözleşme\nhükümlerine göre belirlenir. İşveren, kurulun iş sağlığı ve\ngüvenliği mevzuatına uygun kararlarını uygulamakla yükümlüdür.\nKurullarda, çalışanlar adına mevzuatın öngördüğü sayıda işyeri\nsendika temsilcisi görev yapar. Bu kişilerin isimleri sendika tarafından\nişverene bildirilir.\u003C\u002Fp>\n\n\u003Cp>Mevzuatın öngördüğü kurullar dışında işyerlerinde (Mağazalarda)\nüyelerin disiplin uygulamaları ile ilgili soruşturmalarda hazır bulunmak ve\nsonuçları üzerinde görüş bildirmek, iş sözleşmelerinin sona\nerdirilmesini karara bağlamak ve işyeri bazında toplu iş sözleşmesinin\nuygulama ve yorumundan kaynaklanan uyuşmazlıkları görüşüp üst kurul\niçin öneri hazırlamak üzere aşağıdaki koşullarda Uyuşmazlıkları\nÇözme Kurulları oluşturulur.\u003C\u002Fp>\n\n\u003Cp>Ayrıca işletmenin merkezinde de Uyuşmazlıkları Çözme Merkez Kurulu\noluşturulur.\u003C\u002Fp>\n\n\u003Cp>1) UYUŞMAZLIKLARI ÇÖZME İŞYERİ (MAĞAZA) KURULU:\u003C\u002Fp>\n\n\u003Cp>A) Kuruluşu: Kurul, her işyerinde ayrı ayrı olmak üzere tarafların\nayrı ayrı belirleyeceği 2’şer üyeden oluşur. Taraflar yukarıdaki\nusulle 2’şer de yedek üye belirlerler. Kurulun asıl ve yedek üyeleri\nsözleşmenin imza tarihinden itibaren en geç 30 gün içinde karşılıklı\nolarak bildirilir. Taraflar 15 gün önce bildirmek koşulu ile asıl ve yedek\nkurul üyelerini değiştirebilirler. Kurul’un başkanlığını işverenin\nbelirleyeceği işveren temsilcilerinden birisi yapar.\u003C\u002Fp>\n\n\u003Cp>B) Görev ve Yetkileri:\u003C\u002Fp>\n\n\u003Cp>a) Sözleşmenin uygulanmasından doğan, sendika ya da işverence kurula\ngetirilen uyuşmazlık konularında çözüm önerileri hazırlayıp Merkez\nKurul’a önerir.\u003C\u002Fp>\n\n\u003Cp>b) Üyelerin iş disiplini ile bağdaşmayan fiillerini Disiplin Kurulu\nsıfatıyla görüşür ve iş mevzuatı, iş sözleşmesi ve bu toplu iş\nsözleşmesinin hükümlerinden yararlanarak görüş oluşturur, suçlu\nbulduğu üyeye uygun göreceği cezayı verir. Disiplin Kurulu sıfatıyla\nkendisine intikal eden konuda üyenin savunmasını alır, gerekirse tanık\ndinler, her türlü delili toplar.\u003C\u002Fp>\n\n\u003Cp>c) Sözleşmedeki hükümler çerçevesinde kısmi süreli çalışmadan\n(part-time) tam süreli çalışmaya (full-time), tam süreli çalışmadan\nkısmi süreli çalışmaya ve gece çalışmasından gündüz çalışmasına\ngeçiş konusunda üyelerden gelen yazılı başvuruları işverene iletir.\u003C\u002Fp>\n\n\u003Cp>C) Çalışma Yöntemi:\u003C\u002Fp>\n\n\u003Cp>a) Kurul, tarafların talebi halinde toplanır. Toplantı istemi, toplantı\nisteyen tarafça kurul başkanına yazılı olarak yapılır. Kurul başkanı,\nistemden itibaren 10 gün içinde toplanmak üzere en geç 3 iş günü\niçerisinde haber vererek kurul üyelerini toplantıya çağırmak zorundadır.\nKurul salt çoğunluk ile toplanır. Kurul çağrıya rağmen katılmayan kurul\nüyesinin olması halinde, katılanlarla toplanır. Kurulun sekretaryası, ilk\ntoplantısında belirleyeceği yöntem ve kişilerce yürütülür.\u003C\u002Fp>\n\n\u003Cp>b)Kurul kararlarını oy çokluğu ile alır. İlk toplantıda karar\nalınamadığı takdirde, ikinci toplantı tarafların mutabık kalacakları\nbir günde yapılır. İkinci toplantıda da oyların eşitliği halinde\nbaşkanın oyu iki sayılır. Ancak, başkanın oy üstünlüğü ile alınan\nkararlarda sendikanın ve\u002Fveya işçinin yasal haklarını kullanma hakkı\nsaklı olup, sendika tarafının da katıldığı kararlara ilişkin davaları\nsendika izlemez, dava açmaz. Kararlar gerekçeli olarak yazılarak kurul\nüyelerince imzalanır ve sendika ile işverene tebliğ edilir. Kurul\nKararları işverence işleme konulması ile hukuki sonuç doğurur.\u003C\u002Fp>\n\n\u003Cp>c) İş Kanununun 26. maddesindeki 6 (altı) işgünlük süre kurulun\nkararının işverene tebliği tarihinden itibaren başlar.\u003C\u002Fp>\n\n\u003Cp>2) UYUŞMAZLIKLARI ÇÖZME MERKEZ KURULU:\u003C\u002Fp>\n\n\u003Cp>A) Kuruluşu: Kurul tarafların ayrı ayrı belirleyeceği 3’er üyeden\noluşur. Taraflar yukarıdaki usulle 3’er de yedek üye belirlerler. Kurulun\nasıl ve yedek üyeleri sözleşmenin imza tarihinden itibaren en geç 30 gün\niçinde karşılıklı olarak bildirilir. Taraflar 15 gün önceden bildirmek\nkoşulu ile asıl ve yedek kurul üyelerini değiştirebilirler. Kurulun\nbaşkanlığını işverenin belirleyeceği işveren temsilcilerinden birisi\nyapar.\u003C\u002Fp>\n\n\u003Cp>B) Görev ve Yetkileri:\u003C\u002Fp>\n\n\u003Cp>Kurul, İşyeri (Mağaza) Kurullarının görev ve yetkilerine ek olarak;\u003C\u002Fp>\n\n\u003Cp>a) Sözleşmenin uygulanmasından doğan, sendika ya da işverence kurula\ngetirilen uyuşmazlık konularını karara bağlar.\u003C\u002Fp>\n\n\u003Cp>b) İş değerlendirmesi, işyerinin verimli çalışması, iş planlaması,\nişçi sağlığı ve iş güvenliği, işgücünün eğitimi ve niteliklerinin\ngeliştirilmesi için taraflarca kendisine getirilecek konularda görüş ve\nöneriler belirler.\u003C\u002Fp>\n\n\u003Cp>c) İş sözleşmelerinin tazminatlı sona erdirilmesi konularında görüş\noluşturur ve işverene sunar.\u003C\u002Fp>\n\n\u003Cp>C) Çalışma Yöntemi:\u003C\u002Fp>\n\n\u003Cp>a) Kurul, İşyeri (Mağaza) Kurulundan kendisine konu intikal etmesi,\ntarafların talebi halinde toplanır. Toplantı istemi, toplantı isteyen\ntarafça kurul başkanına yazılı olarak yapılır. Kurul başkanı, istemden\nitibaren 10 gün içinde toplanmak üzere en geç 3 iş günü içerisinde\nhaber vererek kurul üyelerini toplantıya çağırmak zorundadır. Kurul salt\nçoğunluk ile toplanır. Kurul çağrıya rağmen katılmayan kurul üyesinin\nolması halinde katılanlarla toplanır. Kurulun sekretaryası, ilk\ntoplantısında belirleyeceği yöntem ve kişilerce yürütülür.\u003C\u002Fp>\n\n\u003Cp>b) Kurul kararlarını oy çokluğu ile alır. İlk toplantıda karar\nalınamadığı takdirde, ikinci toplantı tarafların mutabık kalacakları\nbir günde yapılır. İkinci toplantıda da oyların eşitliği halinde\nbaşkanın oyu iki sayılır. Ancak, Başkan’ın oy üstünlüğü ile\nalınan kararlarda sendikanın ve\u002Fveya işçinin yasal haklarını kullanma\nhakkı saklı olup, sendika tarafının da katıldığı kararlara ilişkin\ndavaları sendika izlemez, dava açmaz. Kararlar gerekçeli olarak yazılarak\nkurul üyelerince imzalanır ve sendika ile işverene tebliğ edilir. Kurul\nkararları işverence işleme konulması ile hukuki sonuç doğurur.\u003C\u002Fp>\n\n\u003Cp>c) Kurulun (B) bendinin (a) fıkrası uyarınca alacağı kararlarda\ntarafların mutabakatı şarttır. Mutabakat sağlanmış konularda sorun\nçözülmüş sayılır. Mutabakat sağlanamayan konularda tarafların yargı\nyoluna başvurma hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>d) Toplu çıkarmanın söz konusu olduğu durumlarda İş Kanununun 29.\nmaddesinin 4. fıkrasında belirtilen işlevler bu kurul tarafından yerine\ngetirilir.\u003C\u002Fp>\n\n\u003Cp>İşverenin işten çıkarmada aşağıdaki sırayı izlemesi esastır;\u003C\u002Fp>\n\n\u003Cp>1) Deneme süresi içinde olanlar,\u003C\u002Fp>\n\n\u003Cp>2) Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>3) Dosyasında birden fazla kurul kararı ile verilmiş disiplin cezası\nbulunanlar,\u003C\u002Fp>\n\n\u003Cp>4) Emekli olup işyerinde çalışmakta olanlar,\u003C\u002Fp>\n\n\u003Cp>5) Emeklilik süresini doldurmuş olanlar,\u003C\u002Fp>\n\n\u003Cp>Eşlerden ikisi de işletmede çalışıyorsa yalnız birisi işten\nçıkarılır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerindeki kurullarda görev yapan sendika üyeleri ile İşyeri\nSendika Temsilcileri ve sendikanın zorunlu organlarındaki üyeleri toplu\nişten çıkarmaya tabi tutulmaz.\u003C\u002Fp>\n\n\u003Cp>Yukarıda yazılı sırayla toplu işten çıkarılanların yeniden işe\nalınmalarında son işten çıkarılan önce işe alınır. Toplu çıkarmadan\nsonra altı ay içinde yeniden işçi alma durumu oluşursa, işten\nçıkarılanlara taahhütlü olarak çağrı yapılır; ancak disiplin kurulu\nkararıyla verilmiş disiplin cezası bulunanlara çağrı yapılmaz. Bildirim\ngününden başlayarak 30 gün içinde başvuran işçiye günün koşullarına\nuygun iş verilir.\u003C\u002Fp>\n\n\u003Cp>D) İşverenin bu madde hükümlerine ve 4857 sayılı İş Yasasına uygun\nolmaksızın işe son verme işlemlerine karşı üyenin ve sendikanın, işten\nçıkarılma işleminin kendisine tebliğinden itibaren bir ay içinde,\nçıkarılma işleminin bu sözleşme hükümlerine ve 4857 sayılı yasaya\naykırı olduğunun saptanması gerekçesi ile ilgili mahkemeye başvurma\nhakkı saklıdır.\u003C\u002Fp>\n\n\u003Cp>Mahkemece, işten çıkartma işleminin geçersizliğinin saptanması\ndurumunda işveren, işçiyi bir ay içinde işe başlatır. Yargılama\nsürecinin en çok 4 aya kadar olan süresinin ücreti, eğer işçinin işten\nçıkış tazminatı ödenmişse, yapılmış olan ödemeden mahsup edilir;\neğer işçinin işten çıkış tazminatı ödenmemişse, derhal ödenir.\nİşe iadesine karar verilen işçinin işe davet edilmesi halinde, işbaşı\nyaptığı gün yukarıda belirtilen yargılama süresine ilişkin ücreti\ndışında kalan ödenmiş işten çıkış haklarını, 6 ayda taksitler\nhalinde ücretinden mahsup edilerek faizsiz olarak işverene iadesi şarttır;\nancak çalışanın iş sözleşmesinin 6 aydan önce sona ermesi ve iade\nedilecek tutarın tamamen karşılanmamış olması halinde, işverenin işe\niade tarihinden itibaren iade edilecek toplam tutara uygulanacak yasal faizi\ntalep hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>3. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÇALIŞMA ESASLARI HİZMET AKDİNE İLİŞKİN HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 19 - İŞE ALMA ve DENEME SÜRESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşveren yeni işe alacağı işçilerin, görevin gerektirdiği\nniteliklere sahip olup olmadıklarını kendi mevzuatına göre belirler; işin\nniteliğini, işçinin ücretini ve çalışma süresini işe alırken işçiye\nyazılı olarak bildirir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, yeni işe almada varsa, işyerinden son 6 ay içerisinde\nmücbir nedenlerle işten çıkarılmış olan işçilerden (yüz kızartıcı\nsuç işleyerek işten ayrılmış olanlar ve disiplin kurulu kararıyla işten\nçıkarılmış olanlar hariç) alınacak kadro için gereken nitelikleri\ntaşıyanlara, noter aracılığı ile çağrı yapar. Çağrı adresi,\nişçinin çalışırken işverene bildirdiği en son adrestir. Çağrının\ntebellüğ tarihinden itibaren 15 gün içinde başvuran işçiler işe\nalınırlar. Bu yolla doldurulamayan işçi gereksinimi öncelikle aşağıda\nverilen, bu maddedeki yöntemler ile doldurulur.\u003C\u002Fp>\n\n\u003Cp>c) İşveren boşalan kadro için yeni işe almada kısmi süreli\nçalışanlardan tam süreli çalışmaya, tam süreli çalışanlardan kısmi\nsüreli çalışmaya geçmek isteyenlerin taleplerini öncelikle değerlendirir\nve uygunsa yerine getirir. Bu talep, işçi tarafından yazılı olarak işyeri\ninsan kaynakları müdürlüğüne sunulur ve talep dilekçesinin bir örneği\nsendika baştemsilcisine verilir. 3 ay içinde talebin olumlu ya da olumsuz\nyanıtlanmaması durumunda, konu işçinin talebi üzerine işyeri kurulunda\ngörüşülerek karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>d) İşveren, işçinin herhangi bir nedenle ölümü halinde, durumu işe\ngirmeye elverişli çocuklarından biri veya eşini işe alır.\u003C\u002Fp>\n\n\u003Cp>e) 4857 sayılı iş yasasının 30. maddesinden doğan yükümlülüğün\nyerine getirilmesinde evvelce\u003C\u002Fp>\n\n\u003Cp>f) işyerinde sakatlanmış işçilere, işe alınmada uygunsa öncelik\ntanınır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>g) Deneme süresi 120 gündür. Bu süre içinde gerek işçi, gerekse\nişveren önceden haber vermeden iş sözleşmesine son verebilirler. Bu\ndurumda işçiye çalıştığı sürenin ücreti ödenir. Deneme süresi\nsonunda çalışması devam eden işçi, artık “SÜREKLİ İŞÇİ”\nsayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 20 - İŞYERİNDE ÇALIŞMA ESASLARI:\u003C\u002Fh2>\n\n\u003Cp>a) Sosyal Güvenlik Kurumu’nca yetkilendirilmiş sağlık kurulunca\nbranşı ile ilgili “işini yapamaz” raporu verilen işçi, durumu ve\nniteliklerine uygun mevcut boş kadroya işverence atanır. Uygun kadro\nolmaması ya da işçinin önerilen görevi kabul etmemesi halinde, üyenin\nİş Kanununun 24\u002FI(a) maddesi uyarınca iş sözleşmesini sona erdirme hakkı\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>b) Mevzuat ile sürücü belgesi, ehliyet, ustalık belgesi, sertifika v.b.\nbelgeleri bulunanların kullanmasına izin verilen araçlar, bu belgelere sahip\nolmayanlara kullandırılamaz.\u003C\u002Fp>\n\n\u003Cp>c) İşçinin işi, işyeri ve aşağıda belirlenen bölümleri, işçinin\nrızası alınmadan, arızi haller dışında, değiştirilemez. İşyeri\nKurulu kararı ile yapılan değişiklikler bunun dışındadır. Bölüm\ndeğişikliklerinin ceza mahiyetinde olmaması asıldır. Eğitimini almış\nolduğu mesleğini uygulamak üzere belirli bir kadroda görev yapmak için\nişe alınmış işçiler, rızaları dışında başka göreve daimi olarak\natanamazlar. Bölümler; 1) Satış, 2) Kasalar - Müşteri Girişi, 3)\nBakım-Onarım, 4) İdari Bölümler, 5) Mal Kabul, 6) HTT\n(Hazırlama-Tamamlama-Temizleme)’dir.\u003C\u002Fp>\n\n\u003Cp>d) İşçinin işinde ve her an iş görmeye hazır bir halde bulunmakla\nberaber çalıştırılmaksızın ve çıkacak işi bekleyerek boş geçirdiği\nsüreler için herhangi bir kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cp>e)İşbu sözleşmenin eki “İç Yönetmelik” (Ek-1) toplu iş\nsözleşmesinin eki ve tamamlayıcısıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 21 - GÜNLÜK ve HAFTALIK ÇALIŞMA SÜRELERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Normal çalışma süresi haftada 45 saat olan işçiler tam süreli\n(full-time) işçidir. Tam süreli (full- time) işçiler için günlük\nçalışma süresi, kural olarak, bu sürenin haftanın çalışılan\ngünlerine eşit olarak bölünmesi ile bulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Haftalık çalışma süresi 30 saat ve altında olan işçiler kısmi\nsüreli çalışan (Part-time) işçidir. Tarafların karşılıklı\nanlaşmaları halinde haftalık normal çalışma süresi günde 11 saati\naşmamak koşulu ile haftanın çalışılan günlerine farklı şekilde\ndağıtılabilir. Haftalık 6 gün çalışan part-time elemanların hafta\ntatili takip eden 7. gündür. Genel tatil sebebiyle hafta tatilinde\nçalışmayacak part- time elemanın bu sürelere ait ücreti tam olarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Haftalık 30 saatin üstünde çalıştırılan işçi tam süreli\nçalışan (full-time) işçi sayılır ve 45 saatlik ücret ödenir. Ancak\narızi olarak 30 saatin üstünde çalışan işçi tam gün çalışan işçi\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>İşveren bu sözleşmeye aykırı olmamak kaydıyla, işyerinin genel işe\nbaşlama, işi bırakma, ara dinlenmesi saatlerini İşyeri Sendika\nBaştemsilcisinin de görüşünü alarak belirler ve üç gün önceden\nişyerinde ilan etmek suretiyle aynı yöntemle değiştirebilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin ara dinlenmelerinde kullanılmak üzere personel\nkafeteryasında çay makineleri ile işletme içinde işverence uygun\ngörülecek bir yerinde su (soğutucu) cihazları bulundurur.\u003C\u002Fp>\n\n\u003Cp>Vardiyaların düzenli olarak dönüşümü ve bir hafta önceden ilanı\nesastır. Vardiya planlarının uygulamasından doğan münferit sorunlar\nilgili bölüm yöneticisi ile sendika temsilcisi arasında çözümlenir; bu\nşekilde çözümlenemeyen sorunlar hakkında TİS 18. maddesi uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22 - GECE ÇALIŞMASI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>İş hayatında gece saat 20.00’de başlayarak sabah 06.00’ya kadar\ngeçen ve her halde 11 saat süren gün dönemi, gece süresidir.\u003C\u002Fp>\n\n\u003Cp>a) Üyelerin gece çalışmaları 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cp>b) Sadece gece çalıştırılmak üzere işe alınanlar ile görevi gereği\ngece çalışanlar bu hükümler dışındadır.\u003C\u002Fp>\n\n\u003Cp>c) Hazırlama, tamamlama ve temizleme görevinde gece saat 20.00 ila 06.00\narasında çalıştırılan üyelere saat ücretinin % 10’u oranında gece\nçalışma tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>d) 18 yaşından küçüklere gece çalışması yaptırılamaz.\u003C\u002Fp>\n\n\u003Cp>e) HTT’de 2 yılını doldurmuş olan işçilerden gündüze geçmek\nisteyenler, 2 yıllık performans değerlendirmesi neticesi ve işletme\nmüdürünün onayı ile uygun münhal kadroya alınabilirler.\u003C\u002Fp>\n\n\u003Cp>f) Hamile ve emziren kadın (çocuk 1 yaşına gelinceye kadar geçen\nsürede) işçilerin vardiyaları, talepleri halinde, en geç saat 18:00 da\nsona erecek şekilde düzenlenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 23 - POSTALAR HALİNDE ÇALIŞTIRMA:\u003C\u002Fh2>\n\n\u003Cp>İşyerlerinde postalar halinde çalışmalar yaptırılabilir. Postalar\nhaftalık ya da sendikanın onayı ile 15’er günlük düzenlenebilir.\nPostalardaki değişimler 15 gün önceden bildirilir. Gece postası\ndüzenlenmesi halinde 18 yaşından küçükler çalıştırılamaz. Arızi\ndurumlar sebebiyle oluşan durumlar ( raporluluk durumu, kaza, hastalık gibi\nbeklenmeyen durumların oluşması) dışında, haftalık ya da 15 günlük\nilan edilmiş her bir postanın başlangıç ve bitiş saatlerinin aynı olacak\nşekilde düzenlenmesi ve ilan edilmiş postada bir sonraki postaya geçişe\nkadar değişiklik yapılmaması esastır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 - 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) Görevli olarak ve mesai saatleri dâhilinde, işyerinde yada dışında\nişverenden iş beklemekle geçen süreler,\u003C\u002Fp>\n\n\u003Cp>b) Üyenin işveren tarafından işyerinden başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler,\u003C\u002Fp>\n\n\u003Cp>c) Üyenin, işinde ve işverenin her an buyruğuna hazır bir halde\nbulunmakla beraber çalıştırılmaksızın ve çıkacak işi bekleyerek\nboşta geçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>d) Hastalanan üyenin muayene ve tedavi için vizite kâğıdı alarak\nherhangi sosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşuna\ngidip aynı gün içinde işbaşı kâğıdı alarak vizitede geçirdikleri\nnormal çalışma sürelerine ilişkin süreler,\u003C\u002Fp>\n\n\u003Cp>e) Doğum yapmış üyeye, çocuğunu emzirmesi için verilen yasal izin\nsüreleri,\u003C\u002Fp>\n\n\u003Cp>f) 4857 sayılı yasanın 66. maddesinde yer alan diğer durumlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25 - ÇALIŞILMIŞ GİBİ SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, yıllık ücretli izin hesabında ve\nişyerindeki kıdem tazminatı süresi bakımından çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a) Üyenin uğradığı kaza ya da yakalandığı hastalıktan ötürü\nsosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu tarafından\naynı kaza ya da hastalık için verilen iş göremezlik raporunun İş\nKanununun 25\u002FI-b maddesinde öngörülen toplam süresi,\u003C\u002Fp>\n\n\u003Cp>b) Kadın üyelerin 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 hakkının ve kıdem tazminatının hesabında dikkate\nalınmaz.),\u003C\u002Fp>\n\n\u003Cp>c) Üyenin muvazzaf askerlik hizmeti dışında manevra ya da herhangi bir\nyasadan dolayı görevlendirilmesi sonucu işine gidemediği günlerden 4857\nsayılı yasanın 31. maddesi hükümleri saklı kalmak üzere toplam 2 aylık\nsüresi,\u003C\u002Fp>\n\n\u003Cp>d) İşveren tarafından üyeye verilen diğer izinler,\u003C\u002Fp>\n\n\u003Cp>e) 4857 Sayılı Yasanın 55. maddesinde yer alan durumlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26 - ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI:\u003C\u002Fh2>\n\n\u003Cp>a) Muvazzaf askerlik hizmeti dışında, talim, manevra ve sivil savunma\neğitimlerine ilgili makamlarca çağrılan işçilerin, bu görevlerde geçen\nsüreleri, en az bir yıl çalışmış olmak ve en çok 90 günü geçmemek\nşartı ile kıdemden sayılır. Bu görevlere çağrılan işçiler,\ndönüşlerinde 2 ay içinde başvurmaları durumunda, niteliklerine uygun\nmünhal kadrolara öncelikle alınırlar.\u003C\u002Fp>\n\n\u003Cp>b) Süresi belirsiz iş akdi ile çalışan üyelerden, muvazzaf askerlik\ngörevini yapmak için işyerinden ayrılan üye, terhisi izleyen bir ay\niçinde işyerine başvurması ve ihtiyaç duyulması halinde, emsallerine ve\nkıdemine uygun bir ücretle eski işine veya eski işine uygun bir işe\nalınır. Bu durumda işbaşı çağrısından itibaren 15 gün içinde işe\nbaşlamayan üye bu hakkını kullanamaz.\u003C\u002Fp>\n\n\u003Cp>c) İşveren, bu maddenin (a) bendi hükmüne aykırı davranması durumunda\nİş Kanununun 31. maddesinde belirtilen tazminatı öder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27- ENGELLİ İŞÇİ ÇALIŞTIRILMASI:\u003C\u002Fh2>\n\n\u003Cp>Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerinde çalışmakta iken iş kazası sebebiyle çalışmakta\nolduğu işini fiilen yapamayacak durumda olan üyeyi, işveren durumuna uygun\nyeni bir işte çalıştırmak için imkânlar dâhilinde çaba gösterir.\u003C\u002Fp>\n\n\u003Cp>Olumsuz hava şartları sebebiyle iş gelişinde ve çıkışında zorluk\nyaşaması muhtemel olan engelli personele gerekli kolaylık sağlanır.\nİşyerinde çalışan engelli işçiler, kamu çalışanı engellilere verilen\ntüm idari izinlerden aynı şekilde yararlanır. 3 Aralık Dünya Engelliler\nGününde tüm Engelli çalışanlara ve 10 -16 Mayıs Engelliler Haftasında\nyapılacak etkinliklerde aktif olarak görev alacağını belgeleyen engelli\nçalışanlara bu hafta içinde 1 gün idari izin verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28- ANALIK DURUMU:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Kadın işçilerin doğumdan önce 8 ve doğumdan sonra 8 hafta olmak üzere\ntoplam 16 haftalık süre için çalıştırılmamaları esastır. Çoğul\ngebelik halinde doğumdan önce çalıştırılmayacak 8 haftalık süreye 2\nhafta süre eklenir. Ancak, sağlık durumu uygun olduğu takdirde, doktorun\nonayı ile kadın işçi isterse doğumdan önceki 3 haftaya kadar işyerinde\nçalışabilir. Bu durumda, kadın işçinin çalıştığı süreler doğum\nsonrası sürelere eklenir. Kadın işçinin erken doğum yapması halinde ise\ndoğumdan önce kullanamadığı çalıştırılmayacak süreler, doğum\nsonrası sürelere eklenmek suretiyle kullandırılır. Doğumda veya doğum\nsonrasında annenin ölümü hâlinde, doğum sonrası kullanılamayan süreler\nbabaya kullandırılır. Üç yaşını doldurmamış çocuğu evlat edinen\neşlerden birine veya evlat edinene çocuğun aileye fiilen teslim edildiği\ntarihten itibaren 8 hafta analık hâli izni kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Birinci fıkra uyarınca kullanılan doğum sonrası analık hâli izninin\nbitiminden itibaren çocuğunun bakımı ve yetiştirilmesi amacıyla ve\nçocuğun hayatta olması kaydıyla kadın işçi ile 3 yaşını doldurmamış\nçocuğu evlat edinen kadın veya erkek işçilere istekleri hâlinde birinci\ndoğumda 60 gün, ikinci doğumda 120 gün, sonraki doğumlarda ise 180 gün\nsüreyle haftalık çalışma süresinin yarısı kadar ücretsiz izin verilir.\nÇoğul doğum hâlinde bu sürelere 30’ar gün eklenir. Çocuğun engelli\ndoğması hâlinde bu süre 360 gün olarak uygulanır. Bu fıkra\nhükümlerinden yararlanılan süre içerisinde süt iznine ilişkin hükümler\nuygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Yukarıda öngörülen süreler işçinin sağlık durumuna ve işin\nözelliğine göre doğumdan önce ve sonra gerekirse artırılabilir. Bu\nsüreler hekim raporu ile belirtilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hekim raporu ile gerekli görüldüğü takdirde, hamile kadın işçi\nsağlığına uygun daha hafif işlerde çalıştırılır. Bu halde işçinin\nücretinde bir indirim yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>İsteği halinde kadın işçiye, 16 haftalık sürenin tamamlanmasından\nveya çoğul gebelik halinde 18 haftalık süreden sonra 6 aya kadar ücretsiz\nizin verilir. Bu izin, üç yaşını doldurmamış çocuğu evlat edinme\nhâlinde eşlerden birine veya evlat edinene verilir. Bu süre, yıllık\nücretli izin hakkının hesabında dikkate alınmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>Bu maddede öngörülen izinlerin bitiminden sonra mecburi ilköğretim\nçağının başladığı tarihi takip eden ay başına kadar bu maddeye göre\nebeveynlerden biri kısmi süreli çalışma talebinde bulunabilir. Bu talep\nişveren tarafından karşılanır ve geçerli fesih nedeni sayılmaz. Bu\nfıkra kapsamında kısmi süreli çalışmaya başlayan işçi, aynı çocuk\niçin bir daha bu haktan faydalanmamak üzere tam zamanlı çalışmaya\ndönebilir. Kısmi süreli çalışmaya geçen işçinin tam zamanlı\nçalışmaya başlaması durumunda yerine işe alınan işçinin iş\nsözleşmesi kendiliğinden sona erer. Bu haktan faydalanmak veya tam zamanlı\nçalışmaya geri dönmek isteyen işçi işverene bunu en az bir ay önce\nyazılı olarak bildirir. Ebeveynlerden birinin çalışmaması hâlinde,\nçalışan eş kısmi süreli çalışma talebinde bulunamaz. Üç yaşını\ndoldurmamış bir çocuğu eşiyle birlikte veya münferiden evlat edinenler de\nçocuğun fiilen teslim edildiği tarihten itibaren bu haktan faydalanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 29- OZURU BİLDİRME:\u003C\u002Fh2>\n\n\u003Cp>a) Beklenmedik bir sebepten dolayı işe zamanında gelmesine engel geçerli\nbir özrü çıkan üye bizzat kendisi, buna olanak olmadığı takdirde en\nyakın aile bireyi telefonla veya başka bir araçla durumu amirine en geç iki\nsaat içinde bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>b) İş başında çalışırken acil bir özrü çıkanlar, izin almak\nsuretiyle işyerinden ayrılabilirler.\u003C\u002Fp>\n\n\u003Cp>c) Özrü nedeniyle işe gelmeme yarım saati aştığı takdirde,\ngelmediği süreye ilişkin ücret kesintisi yapılabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30 - FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>a) Bu TİS’nin 21. maddesinde düzenlenen durumlar ayrık kalmak kaydı\nile işveren vekilinin ya da işletme müdür yardımcılarının talimatı ve\npeşin muvafakatinin alınmadığı durumlarda ise üyenin muvafakatiyle\nhaftalık 45 saatin üzerinde yapılan her türlü çalışma fazla\nçalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>b) Fazla çalışma süresi günde 3 saati geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c) Hafta tatili, genel tatil ve ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine çalışma yapılır.\u003C\u002Fp>\n\n\u003Cp>d) Fazla çalışmanın süresi yarım saatten fazla olursa, ücreti bir\nsaat olarak verilir.\u003C\u002Fp>\n\n\u003Cp>e) Fazla çalışmalarda üyenin çıplak saat ücreti % 100 zamlı olarak\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>f) Hafta tatili, ulusal bayram ve genel tatil günlerinde çalıştırılan\nüyeye ayrıca fazla çalışma yaptırılırsa, fazla çalıştığı her saat\niçin üyenin o gününün saat ücreti % 100 fazlası ile ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 31 - HAFTA TATİLİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Hafta tatili kural olarak PAZAR günüdür. İşyerindeki işin\nniteliğinden kaynaklanan zorunluluk nedeniyle hafta tatili, haftanın diğer\ngünleri de kullandırılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sadece gece çalışmak üzere işe alınan hazırlama, tamamlama ve\ntemizleme görevinde çalışan üyelerin haftada ardı ardına kullanılmak\nüzere iki gün hafta tatili hakları vardır.\u003C\u002Fp>\n\n\u003Cp>Hafta tatili gününde çalıştırılan üyenin ücreti toplam 3 günlük\n(bir iş karşılığı olmayan 1 günlük ücret dâhil) çıplak ücreti\ntutarındadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 32 - İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A)Yıllık Ücretli İzin: İşyerine girdiği günden başlayarak deneme\nsüresi de içinde olmak üzere en az 1 yıl çalışmış olan üyenin\nyıllık ücretli izin hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>İşyerine girdiği günden başlayarak (deneme süresi dâhil) üyeye izin\nhakkının doğmasından önce işveren tarafından hak edeceği ilk yıllık\nizninden düşülmek üzere avans olarak yıllık izin kullandırılabilir.\nAncak üyenin yıllık ücretli izne hak kazanmaksızın iş sözleşmesinin\nsona ermesi halinde, avans olarak kullandığı sürelere ilişkin ücreti\nistihkakından mahsup edilir.\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi\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>1-2 yıl (dâhil) olanlara\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 - 4 '' '' ''\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5-14 ““ \"\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14 yıldan fazla olanlara\u003C\u002Ftd>\n      \u003Ctd>26 gün yıllık ücretli izin verilir.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>a) Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve\nsosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu raporuyla\nbelirlenmiş istirahat günleri, izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b) Sözleşme kapsamına giren işyerlerinde çalışan işçilerin yıllık\nücretli izinleri bölüm düzeyinde imza altına alınacak izin çizelgesi ile\ndüzenlenir. İzin çizelgesinin oluşturulmasında mutabakat sağlanamaması\nhalinde konu İşyeri İzin Kurulu tarafından karara bağlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü\nhalinde yasal mirasçılarına hak edip 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 izinden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cp>e) Yıllık ücretli izinleri düzenleyen kurul, işçilere bir bölümü 10\ngünden az olmamak koşulu ile parçalı olarak izin kullandırabilir.\u003C\u002Fp>\n\n\u003Cp>f) Yıllık izine ayrılan işçiye, izin süresinin ücreti izine\nçıkmasından önce ödenir.\u003C\u002Fp>\n\n\u003Cp>B ) Diğer Sosyal izinler:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>1) Üyenin evlenmesi halinde 4 iş günü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>2) Üyenin ana, baba, kardeş, eş ve çocuğunun ölümü ile eşinin\ndüşük ya da ölü doğum yapması halinde 4 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>3) Üyenin eşinin doğum yapması halinde 6 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4) Üyenin çocuğunu evlendirmesi ve sünnet ettirmesi halinde 2 iş\ngünü,\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) Üyenin torunu, büyükanne, büyükbaba, kayınvalide, kayınpederinin\nölümü halinde 2 gün ücretli izin verilir. Yukarıda sayılan\nyakınlarının mağazanın bulunduğu İl merkezi dışında bulunması\nhalinde üyeye yolun uzaklığına göre en fazla 2 güne kadar ek ücretsiz\nizin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7) Üyenin oturduğu ya da kendisinin, eşinin veya bakmakla yükümlü\nolduğu ana ve babasının mülkiyetinde olan taşınmazların yangın, sel,\ndeprem ve benzeri doğal afetlere uğraması durumunda, olayın niteliğine\ngöre bir haftaya kadar ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>8) İşyerinden bir işçinin ölümü durumunda, defin işleri için\nişverence yeterli sayıda işçi görevlendirilir.\u003C\u002Fp>\n\n\u003Cp>9)İşçinin evini taşıması ve adres değişikliğini ikametgah veya kira\nkontratı ile belgelemesi halinde yılda 1 defaya mahsus olmak üzere 1\ngünlük taşınma izni verilir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki izinler, izin sebebi olan olayı kapsayacak şekilde verilir. Bu\nizinlere hak kazanabilmek için olayın üye tarafından belgelenmesi\nzorunludur. Belgelenmeyen olaylarda, üye özürsüz olarak işe gelmemiş\nsayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>C) Emzirme İzni: İşveren, doğum yapmış üyeye, çocuğu bir yaşını\ndoldurana kadar fiili işbaşı tarihinden itibaren günde 1,5 saat emzirme\nizni vermeyi kabul eder. Üye isterse bu iznin 45 dakikasını sabahtan, 45\ndakikasını akşam erken gitmek kaydıyla kullanabilir veya toplu olarak\nçalışma saatinin bitiminden önce kullanabilir. Kısmi süreli çalışan\nişçilere de emzirme izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Emzirme izni sebebiyle, çalışanın talep edeceği yol ücreti TİS’ in\n46. Maddesi 3. Fıkrasına göre ödenir.\u003C\u002Fp>\n\n\u003Cp>D) Ücretsiz Mazeret İzni: İşveren, üyenin talebi üzerine ve işveren\nvekilinin uygun görmesi halinde ücretsiz izin verir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>A) Ulusal Bayram Günleri; Ulusal Bayram 29 Ekim günüdür. 28 Ekim günü\nsaat 13.00’den itibaren başlar ve 29 Ekim gününü kapsar.\u003C\u002Fp>\n\n\u003Cp>B) Genel Tatil Günleri; Aşağıda sayılan resmi ve dini bayram günleri\nile yılbaşı günü, tatil günleridir.\u003C\u002Fp>\n\n\u003Cp>1) Resmi Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a) 23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramı,\u003C\u002Fp>\n\n\u003Cp>b) 1 Mayıs Emek ve Dayanışma Günü tatilidir.\u003C\u002Fp>\n\n\u003Cp>c) 19 Mayıs günü Atatürk’ü Anma ve Gençlik ve Spor Bayramı,\u003C\u002Fp>\n\n\u003Cp>d) 30 Ağustos günü Zafer Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>e) 15 Temmuz günü Demokrasi ve Milli Birlik Günü,\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) Yılbaşı Tatili; 1 Ocak günü Yılbaşı tatilidir.\u003C\u002Fp>\n\n\u003Cp>C) Ulusal bayram ve genel tatil günlerinde çalıştırılan üyeye toplam\n3 günlük ücreti ödenir (Bir iş karşılığı olmayan yevmiye\ndâhildir).\u003C\u002Fp>\n\n\u003Cp>D) Ulusal Bayram ve Genel Tatil günleri hafta tatiline rastlayan işçiler\no gün çalışırlarsa, o gün için bir iş karşılığı olmayan 1 günlük\nücret dâhil toplam 4 günlük çıplak ücreti ödenir. Ancak, 1 Ocak’ta\nyapılacak çalışmalarda bu hüküm uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 34 - GÖZETİM ALTINA ALINMA, TUTUKLULUK ve MAHKÛMİYET HALİNDE\nFESİH ve TEKRAR İŞE BAŞLAMA:\u003C\u002Fh2>\n\n\u003Cp>1) Gözetim altına alınan işçiler gözaltı süresince ücretsiz izinli\nsayılırlar.\u003C\u002Fp>\n\n\u003Cp>2) Tutuklanan üyeler yasal ihbar önelleri süresince ücretsiz izinli\nsayılırlar; bu süre sonunda iş sözleşmeleri münfesih hale gelir ve üye\n4857 sayılı İş Kanununun 25. maddesinin IV. bendi uyarınca kıdem\ntazminatına hak kazanır.\u003C\u002Fp>\n\n\u003Cp>3) Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a) Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b) Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c) Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d) Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\n6 ay içinde son bulması ve işçinin işe dönmeyi talep etmesi halinde boş\nve uygun kadro varsa işe alınır.\u003C\u002Fp>\n\n\u003Cp>4) Bu madde uyarınca ücretsiz izinli sayılan süreler, kıdem tazminatı\nile yıllık ücretli izin hakkının hesabında kıdemden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>5) Yüz kızartıcı suçlardan hüküm giyenler, cezalarının ertelenmesi\nya da affa uğraması halinde dahi bu madde hükmünden yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 35 - BİLDİRİM ÖNELLERİ ve IŞ SÖZLEŞMELERİNİN FESHİ:\u003C\u002Fh2>\n\n\u003Cp>1) İşbu toplu iş sözleşmesinin imzası tarihinden itibaren, iş\nsözleşmelerinin bildirimli feshinde, üyenin iş sözleşmesi;\u003C\u002Fp>\n\n\u003Cp>a) İşi 6 aydan az sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak 3 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b) İşi 6 ay ile 1,5 yıl arasında sürmüş işçi için, bildirimin\ndiğer tarafa yapılmasından başlayarak 5 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c) İşi 1,5 yıl ile 3 yıl arasında sürmüş işçi için, bildirimin\ndiğer tarafa yapılmasından başlayarak 7 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d) İşi 3 yıl ve daha fazla sürmüş işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak 9 hafta sonra\u003C\u002Fp>\n\n\u003Cp>feshedilmiş olur.\u003C\u002Fp>\n\n\u003Cp>2) Üye, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde, bildirim önelleri içerisinde tüm haklarından yararlanır.\u003C\u002Fp>\n\n\u003Cp>3) Bildirim önellerine ait ücret peşin ödenmek suretiyle ihbar\ntazminatı ödenerek de iş sözleşmesi taraflarca feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>4) İşveren tarafından noterlik kanalıyla yapılan bildirimlerde üyenin\nişverene bildirmiş olduğu son adresine gönderilen tebligatlar geçerli\nadrese yapılmış sayılırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 - KIDEM TAZMİNATI HESAPLANMASI ve ÖDENMESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\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 30 günlük yevmiyesi üzerinden\nhesaplanarak ödenir. Üyenin ölümü halinde bu ödeme her yıl için 40 gün\nüzerinden hak sahiplerine yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 37- İŞÇİ SAĞLIĞI ve İŞ GÜVENLİĞİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>A) Genel Hükümler:\u003C\u002Fp>\n\n\u003Cp>Taraflar, güvenli ve sağlıklı bir çalışma ortamının tesis edilmesi,\niş kazaları ve meslek hastalıklarının önlenmesi, işçilerin fiziksel ve\nruhsal yönden sağlıklarının korunması ve geliştirilmesi konusunda tam\nbir mutabakat içindedirler. Uluslararası kabul görmüş standartlar, ulusal\nmevzuat ve bu toplu iş sözleşmesindeki düzenlemeler çerçevesinde işveren\nve sendika, işçi sağlığı ve iş güvenliği konusunda ortak çalışmalar\nyapar. Bu çalışmalar, Uyuşmazlıkları Çözme Merkez Kurulu’nun\nkoordinasyonunda İşyeri Uyuşmazlıkları Çözme Kurulları kanalıyla ve\ngerektiğinde ilgili kuruluşlar ile işbirliği içinde yürütülür.\u003C\u002Fp>\n\n\u003Cp>Uyuşmazlıkları Çözme Merkez Kurulu genel işçi sağlığı ve iş\ngüvenliği konularını görüşmek üzere, yılda iki defa gündemli olarak\ntoplanır; bu gündemli toplantılarda alınacak kararların oy birliği ile\nalınması esastır. Kurul çalışmalarını toplu iş sözleşmesinin\nimzasından en geç altı ay sonra hazırlanacak İşçi Sağlığı ve\nGüvenliği Tedbirleri ve Risk Analizi çerçeve belgesine göre\nyürütecektir. Çerçeve belge, toplu sözleşme süresi içerisinde,\noybirliği ile alınacak kararla Uyuşmazlıkları Çözme Merkez Kurulu’nda\noybirliğiyle alınacak kararla her zaman revize edilebilir ve alınacak tedbir\nvarsa, işveren tarafından hayata geçirilir.\u003C\u002Fp>\n\n\u003Cp>Kurul, ihtiyaç duyulduğuna oybirliğiyle karar vermesi halinde, işçi\nsağlığı ve iş güvenliği konusunda uzman meslek örgütü temsilcileri,\nişyeri hekimleri ve akademisyenleri toplantılarına çağırarak görüş\nalış verişinde bulunabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>B) Özel Hükümler:\u003C\u002Fp>\n\n\u003Cp>İşveren, İş Sağlığı ve Güvenliği Yasası ve ilgili yönetmelikler\nuyarınca işçilerin düzenli olarak sağlık kontrollerini sağlar ve gerekli\ntedbirleri alır. Soğuk-taze bölümlerde 3 yılını doldurmuş olan\nişçilerden diğer bölümlere geçmek isteyenlere uygun münhal kadroya\ngeçişleri için öncelik verilir. Bu talep, işçi tarafından yazılı\nolarak işyeri insan kaynakları müdürlüğüne sunulur ve talep\ndilekçesinin bir örneği sendika baştemsilcisine verilir. 3 ay içinde\ntalebin olumlu ya da olumsuz yanıtlanmaması durumunda, konu işçinin talebi\nüzerine işyeri kurulunda görüşülerek karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>Eğitimini almış olduğu mesleğini uygulamak üzere belirli bir kadroda\ngörev yapanlar bu hükmün dışındadır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 38- IŞ KAZALARININ BİLDİRİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İş kazasına uğrayan üye, işveren tarafından en yakın sağlık\nkuruluşuna en seri araç veya ambulans ile gönderilir. Durum, işveren vekili\nveya temsilcisi tarafından o yerin zabıtasına ve sosyal güvenlik kurumuna\nyasal süresi içinde bildirilir.\u003C\u002Fp>\n\n\u003Cp>b) İşyerinde meydana gelen iş kazası, zaman yitirilmeden işveren\nvekiline veya temsilcisine ve sendika temsilcisine bildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39 - HASTALIK, IŞ KAZALARI VE ANALIK ISTIRAHATLERI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>Sigortalılık süresi geçici işgöremezlik ödeneği alma hakkı\nsağlayan üyenin hastalığı nedeniyle Sosyal Güvenlik Kurumundan bir defada\n10 günden fazla istirahat raporu alması ya da 10 günden fazla hastanede\nyatması halinde, üyenin Sosyal Güvenlik Kurumundan alacağı işgöremezlik\nödeneğini işverene işgöremezlik süresinin bitimini takip eden ay\niçerisinde tediye etmesi şartıyla bu süreye ilişkin ücreti en çok 6 ay\nboyunca işverence tam ödenir; ancak bu süreye ilişkin ücret dışındaki\nikramiye ve sair haklar ödenmez. İşçi, işgöremezlik ödeneğinin tediye\netmediği miktarın ücretinden kesilmesine feragat ettiğini yazılı olarak\nişverene peşinen vermek zorundadır. Ancak yukarıdaki istirahat süresinin\niş kazasından doğması halinde bu süreye ilişkin ikramiyeler ödenir.\nÇalışanın Sosyal Güvenlik Kurumundan alacağı rapor ücretini raporun\nbitiminden itibaren 1 ay içinde ödememesi durumunda konu Uyuşmazlıkları\nÇözme Kurulu’nda değerlendirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>PARASAL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 - ÜCRET ÖDEME ZAMANI, BİÇİMİ VE SAAT ÜCRETİNİN\nTANIMI:\u003C\u002Fh2>\n\n\u003Cp>Üyelerin ücreti hak edilen ayı takip eden ayın ilk 5 (beş) günü\niçinde ödenir. Ücretler banka hesaplarına yatırılarak ödenir. İşveren,\naylık ödeme dönemine ilişkin hak ediş ve kesintileri gösteren bir ücret\npusulasını üyelere verir. Ücret ödeme günü tatil gününe geliyorsa\nödeme tatilden önceki son işgünü yapılır.\u003C\u002Fp>\n\n\u003Cp>Üyelere istekleri halinde her ayın 15’inde aylık ücretlerinin 1\u002F4’ü\noranında ücret avansı verilir. Kısmi süreli çalışanlar saatlik ücretli\nolarak çalıştırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41 - ÜCRET ZAMLARI VE UYGULAMA ESASLARI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>A) Uygulama Esasları\u003C\u002Fp>\n\n\u003Cp>Ücret zamları tam süreli çalışanların aylık ücretleri, kısmi\nsüreli çalışanların saat ücretleri esas alınarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>B) Birinci yıl ücret zammı (01.01.2019 - 31.12.2019):\u003C\u002Fp>\n\n\u003Cp>01.01.2019tarihinde iş sözleşmesi devam eden sendika üyesi işçilerin\n31.12.2018 tarihinde almakta oldukları ücretlerine 01.01.2019 tarihinden\ngeçerli olmak üzere %15 oranında zam uygulanır.\u003C\u002Fp>\n\n\u003Cp>C) İkinci yıl ücret zammı (01.01.2020 - 31.12.2020):\u003C\u002Fp>\n\n\u003Cp>01.01.2020tarihinde iş sözleşmesi devam eden sendika üyesi işçilerin\n31.12.2019 tarihinde almakta oldukları ücretlerine 01.01.2020 tarihinden\ngeçerli olmak üzere 01.01.2019-31.12.2019 tarihleri arasında gerçekleşen\nTÜİK Tüketici Fiyat Endeksi (TÜFE\u002FGenel Endeks) artış oranında zam\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 42 - TAZMİNATLAR:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>a)Kasa Tazminatı: Sendika üyesi Kasa Departman Müdürü ve Müdür\nYardımcıları ile kasiyerlere bu görevlerde çalıştıkları her ay brüt\n50,00 TL tutarında kasa tazminatı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>01.01.2020- 31.12.2020 tarihleri arasında ödenecek kasa tazminatı\nmiktarı 01.01.2019-31.12.2019 tarihleri arasında gerçekleşen TÜİK\nTüketici Fiyat Endeksi (Genel Endeks) artışı oranında artırılarak\nbulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İş Güçlüğü - İş Riski Tazminatı: Mağazalarda\n“bakım-onarım”, “kalite güvence”, “merkez depo” bölümlerinde\nçalışmakta olan sendika üyelerine bu bölümlerde çalıştıkları her ay,\naylık çıplak ücretlerinin, kısmi süreli (part-time) çalışanların\nçıplak saat ücretlerinin, % 10’u oranında İş Güçlüğü - İş Riski\ntazminatı ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusperc1sec\">\u003Cp>Mağazalarda “taze” bölümlerde çalışmakta olan sendika üyelerine\nbu bölümlerde çalıştıkları her ay, aylık çıplak ücretlerinin, kısmi\nsüreli (part-time) çalışanların çıplak saat ücretlerinin % 12’si\noranında İş Güçlüğü - İş Riski tazminatı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 43 - İKRAMİYE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2sec\">\u003Cp>İş Sözleşmesi devam eden ve işbu toplu iş sözleşmesi hükümlerine\ngöre hak kazanan üyelere 01.01.2019 tarihinden itibaren aylık brüt 350,00\nTL. ikramiye ödemesi yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşe yeni giren ve işyerinden her ne sebeple olursa olsun ayrılan ya da\nücretsiz izinde olan veya işbu toplu iş sözleşmesi hükümlerine göre\nikramiye ödemesine tam olarak hak kazanmayan üyelere ve kısmi süreli\nçalışanlara ikramiyelerinin o bölümü çalıştıkları süre ile\norantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>01.01.2020 - 31.12.2020 tarihleri arasında geçerli olacak ikramiye tutarı\n01.01.2019 - 31.12.2019 tarihleri arasında gerçekleşen TÜİK Tüketici\nFiyat Endeksi (TÜFE-Genel Endeks) artışı oranında artırılarak\nbulunur.\u003C\u002Fp>\n\n\u003Cp>Ayrıca 31.12.2018 ücretleri 2.100,00 TL ile 2.634,86 TL arasında olan\nsendika üyesi çalışanlardan,\u003C\u002Fp>\n\n\u003Cp>01.01.2019tarihindeki kadrosu Departman Müdür Yardımcısı olanlara bir\ndefaya mahsus olmak üzere seyyanen brüt 575,00 TL, yukarıda belirtilen\nücret grubu içindeki diğer çalışanlara brüt 425,00 TL ödeme Şubat 2019\nücretleri ile tek seferde ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 44 - YOLLUK:\u003C\u002Fh2>\n\n\u003Cp>İşin gereği olarak görevli bulunduğu ilin dışında geçici olarak\ngörevlendirilen işçilere, işyerinde yürürlükteki esaslar uyarınca,\nfatura karşılığında günlük net 60,00 TL tutarında yemek gideri ödenir.\nUlaşım giderleri ve geceleme halinde ayrıca konaklama gideri, işyerinde\nyürürlükteki esaslar uyarınca, fatura karşılığı ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 45 - SOSYAL ÖDEMELER:\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışmakta olan sendika üyelerine 01.01.2019 tarihinden\nitibaren aşağıda belirtilen sosyal yardımlar, hak kazananlara ödenir.\u003C\u002Fp>\n\n\u003Cp>01.01.2020 - 31.12.2020 tarihleri arasında geçerli olacak sosyal yardım\ntutarları 01.01.2019¬\u003C\u002Fp>\n\n\u003Cp>31.12.2019 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\n(Genel Endeks) artışı oranında artırılarak bulunur.\u003C\u002Fp>\n\n\u003Cp>1- Çocuk Yardımı: Sendika üyesi işçilere her ay Devlet Memurlarına\nuygulanan esas ve miktarlara göre çocuk yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>2- Yemek Yardımı: İşverence üyelere çalıştıkları her gün üç\nkaptan aşağı olmamak üzere doyurucu ve kaliteli en az 3 (üç) kap yemek\nverilir. Arızi hallerde yemek verilemediği ya da yemek servis saatinde işi\ngereği işyeri dışında bulunarak işyerinde verilen yemekten\nyararlanamayanlara ve Ramazan ayı boyunca oruç tutacağını önceden beyan\nedenler ile doktor raporu ile özel yemek yemesi gereken işçilere, her gün\niçin brüt 7,29 TL yemek yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>İşletme Müdürü \u002F Müdür Yardımcısı ve aşçıbaşı ile İşyeri\nSendika Baştemsilcisinin imzasıyla hazırlanan yemek mönüsü 15 günlük\nlisteler halinde işçilere duyurulur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>3- Ulaşım Yardımı: İşverence tespit edilen güzergahlarda, işçilerin\ntopluca işe geliş-gidişlerini sağlamak için servis tahsis edilir. Servis\naraçlarının kalitesi ve servis şoförlerinin kriterleri “Karayolu\nTaşıma Yönetmeliği” ne uygun olarak belirlenir.\u003C\u002Fp>\n\n\u003Cp>Çalışma saatleri nedeniyle servisten yararlanamayanlara işe\ngeliş-gidişlerinin sağlanması amacıyla ilgili güzergahtaki Belediye\notobüsü gibi toplu taşıma aracı, yoksa minibüs\u002Fdolmuş taşıma ücreti\nişçiye net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Servis güzergâhları İşyeri Sendika Baştemsilcisinin görüşleri\nalınarak işverence düzenlenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4- Giyim Yardımı: İşveren, her yıl Mayıs ayında çalışmakta olan\nsendika üyesi işçilerin Mayıs ayı ücretleri ile birlikte Metro\nGrosmarket’ten net 250,00 TL alışveriş yapmasını sağlar.\u003C\u002Fp>\n\n\u003Cp>Giyim yardımı, ödeme tarihinde bir takvim yılını tamamlamış üyelere\ntam olarak; bir takvim yılını tam olarak doldurmamış ya da bir takvim\nyıllık sürede sözleşmesi askıya alınmış (ücretsiz izinli) olan veya\nişbu toplu iş sözleşmesi hükümlerine göre giyim yardımına tam olarak\nhak kazanmayan üyelere ve kısmi süreli çalışan üyelere,\nçalıştıkları süre ile orantılı olarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>5- Yakacak Yardımı: İşveren, her yıl Ağustos ayında çalışmakta\nolan sendika üyesi işçilere Ağustos ayı ücretleri ile birlikte brüt\n728,77 TL yakacak yardımı öder.\u003C\u002Fp>\n\n\u003Cp>Yakacak yardımı, ödeme tarihinde bir takvim yılını tamamlamış\nüyelere tam olarak; bir takvim yılını tam olarak doldurmamış ya da bir\ntakvim yıllık sürede sözleşmesi askıya alınmış (ücretsiz izinli) olan\nveya işbu toplu iş sözleşmesi hükümlerine göre yakacak yardımına tam\nolarak hak kazanmayan üyelere ve kısmi süreli çalışan üyelere,\nçalıştıkları süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>6- Gıda Yardımı: İşveren, sendika üyesi işçilere, işe başladığı\nayı izleyen aydan başlamak üzere, her ay, o ay içinde fiili çalışması\nolması şartıyla Metro Grosmarket’ten net 280,00 TL değerinde alışveriş\nyapmasını sağlar. Kısmi süreli çalışan üyeler bu yardımdan\nçalıştıkları süre ile orantılı olarak yararlanırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cp>7- Öğrenim Yardımı: İşveren her yıl Eylül-Kasım ayları arasında\nişyerinde çalışmakta olan üyelere o öğrenim yılı için öğrenim\nyaptığını belgelediği çocukları için;\u003C\u002Fp>\n\n\u003Cp>- Devletin belirlediği zorunlu okul öncesi öğrenimde 300 TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>- İlköğrenimde 303,67 TL,\u003C\u002Fp>\n\n\u003Cp>- Orta Öğrenimde 388,70 TL,\u003C\u002Fp>\n\n\u003Cp>- Yüksek Öğrenimde 485,87 TL, brüt miktarlarda öğrenim yardımı\nyapar.\u003C\u002Fp>\n\n\u003Cp>Aynı destek öğrenim gören işçiye de yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8- Evlenme Yardımı: Evlendiğini belgeleyen üyeye, bir defaya mahsus\nolmak üzere brüt 635,00 TL evlenme yardımı yapılır. Kısmi süreli\nçalışan üyeler bu yardımdan çalıştıkları süre ile orantılı olarak\nyararlanırlar. Aynı işyerinde çalışan üyelerin evlenmesi halinde bu\nyardım ikisine de ayrı ayrı verilir.\u003C\u002Fp>\n\n\u003Cp>9- Doğum Yardımı: Üyenin veya eşinin doğum yapması halinde\n(belgelemek koşuluyla) brüt 280,00 TL doğum yardımı yapılır. Kısmi\nsüreli çalışan üyeler bu yardımdan çalıştıkları süre ile orantılı\nolarak yararlanırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>10- Ölüm Yardımı: Üyenin ölümü halinde mirasçılarına brüt\n10.000,00 TL; ana, baba, eş veya çocuklarının ölümü halinde üyeye brüt\n575,00 TL ölüm yardımı yapılır. Kısmi süreli çalışan üyeler bu\nyardımdan çalıştıkları süre ile orantılı olarak yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Aynı olay dolayısıyla bu yardımdan istifade edecek üye adedinin birden\nfazla olması halinde, yardım cenazeyi kaldırdığını belgeleyene\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>11- Yıllık Ücretli İzin Harçlığı: Yıllık ücretli izne çıkan\nüyelere brüt 375,00 TL yıllık izin harçlığı ödenir. Kısmi süreli\nçalışan üyeler bu yardımdan çalıştıkları süre ile orantılı olarak\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli iznin bölünerek kullanılması halinde, yıllık\nücretli izin harçlığı, iznin ilk bölümünün kullanıldığı zamanda\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12- Bayram ve Yılbaşı Harçlığı: Yılbaşında (1 Ocak) ve Ramazan ve\nKurban Bayramlarının arife günlerinde çalışmakta olan üyelere,\u003C\u002Fp>\n\n\u003Cp>Kurban Bayramında brüt 315 TL ödeme yapılır , Yılbaşında net 90,00\nTL ve Ramazan (Şeker) Bayramında net 225,00 TL Metro Grosmarket’ten\nalışveriş yapması sağlanır. Bu yardımlar Yılbaşı tarihi ve Bayram\ntarihlerinden 2 gün önce çalışana sağlanır.\u003C\u002Fp>\n\n\u003Cp>Kısmi süreli çalışan üyeler bu yardımlardan çalıştıkları süre\nile orantılı olarak yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>13- Askerlik Yardımı: Muvazzaf Askerlik görevini yapmak üzere\nişyerinden ayrılan sendika üyelerine brüt 325,00 TL askerlik yardımı\nödenir. Kısmi süreli çalışan üyeler bu yardımdan çalıştıkları\nsüre ile orantılı olarak yararlanırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 46 - İŞYERİ GİYİM ELBİSELERİ ve GEREÇLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>İşyerinde çalışan sendika üyesi işçilere yaptıkları işin\nniteliğine göre Uyuşmazlıkları Çözme Merkez \u003C\u002Fp>\n\n\u003Cp>Kurulunca belirlenen iş giysileri verilir. Yazlık iş giysileri Mayıs\nayında, kışlık iş giysileri Ekim ayında çalışanlara dağıtılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 47 - ÖĞRENİM, MESLEKİ EĞİTİM, KURS VE KÜLTÜR HİZMETİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-trainingfund\">\u003Cp>İşveren, öğrenimini sürdürmek isteyen sendika üyesi işçilere\ngereken kolaylığı imkânlar oranında gösterir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) Örgün eğitime devam eden işçilerin, sınav dönemlerinde yıllık\nücretli izin ya da ücretsiz izin talepleri işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>b) Açık Öğretime devam eden işçilere, sınav süresince ve yol süresi\nboyunca ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>c) İşveren, üyelerin meslek eğitimlerini, mesleki düzeylerini\ngeliştirmek amacıyla fuar, kurs, seminerlere katılımın sağlanmasında\nsendikaya imkânlar dâhilinde destek olur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 48 - YÜRÜRLÜK ve SÜRE:\u003C\u002Fh2>\n\n\u003Cp>İşbu toplu iş sözleşmesi 01.01.2019 tarihiden itibaren geçerli olmak\nve 31.12.2020 günü akşamına kadar yürürlükte kalmak üzere 28.02.2019\ntarihinde imzalanmış olup, yürürlük tarihinden itibaren 24 ay sürelidir.\nSüresi sonunda taraflarca ayrıca bildirime gerek olmaksızın son bulur.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE - 1:\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin yürürlük ve imza tarihi arasında doğmuş bulunan hak\nve alacaklara 01.01.2016 - 31.12.2018 yürürlük tarihli yeni sözleşmenin\nhükümleri uygulanır. Bu dönem içinde fiilen yapılmış olan ödeme\nkalemleri yeni sözleşme hükümlerine göre mahsup edilerek bu haklara\nilişkin farklar sözleşmenin imza tarihinden itibaren en geç bir ay içinde\nişçilere 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>GEÇİCİ MADDE - 3:\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük tarihi ile imza tarihi\narasında işyerinden muvazzaf askerlik görevi nedeniyle ayrılmış olan\nsendika üyesi işçilere 46. maddenin 13. bendindeki askerlik yardımı\nödenir.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE - 4:\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin 4-d maddesi sözleşmenin imza tarihinden\nsonra işe giren sendika üyesi işçilere uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>METRO GROSMARKET\u003C\u002Fp>\n\n\u003Cp>BAKIRKÖY ALIŞVERİŞ HİZ.TİC.LTD.ŞTİ\u003C\u002Fp>\n\n\u003Cp>*Esra DAVER\u003C\u002Fp>\n\n\u003Cp>*Sinem TÜRÜNG\u003C\u002Fp>\n\n\u003Cp>*Ş. Kortan KIZILAY\u003C\u002Fp>\n\n\u003Cp>*Murat AYAYDIN\u003C\u002Fp>\n\n\u003Cp>*Bülend AVCI\u003C\u002Fp>\n\n\u003Cp>*Meltem BORAN\u003C\u002Fp>\n\n\u003Cp>*Zeynep Mine ALPTEKİN\u003C\u002Fp>\n\n\u003Cp>*Murat KÖSEOĞLU\u003C\u002Fp>\n\n\u003Cp>*Hasan OKAN\u003C\u002Fp>\n\n\u003Cp>*Nezih AKALIN\u003C\u002Fp>\n\n\u003Cp>*Melih ATABAY\u003C\u002Fp>\n\n\u003Cp>*Neslihan SAYDAN\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>*SOSYAL-İŞ SENDİKASI\u003C\u002Fp>\n\n\u003Cp>*Metin EBETÜRK\u003C\u002Fp>\n\n\u003Cp>*Celal UYAR\u003C\u002Fp>\n\n\u003Cp>*Turgut ÇİVİ\u003C\u002Fp>\n\n\u003Cp>*Mustafa AĞUŞ\u003C\u002Fp>\n\n\u003Cp>*Müfit EREŞ\u003C\u002Fp>\n\n\u003Cp>*Murat BOZBEYOĞLU\u003C\u002Fp>\n\n\u003Cp>*Hüseyin KAPLAN\u003C\u002Fp>\n\n\u003Cp>*Cenk ERDEN\u003C\u002Fp>\n\n\u003Cp>*Sabit AKKUŞ\u003C\u002Fp>\n\n\u003Cp>*Murat ACAR\u003C\u002Fp>\n\n\u003Cp>*Engin DEMİRYOLCU\u003C\u002Fp>\n\n\u003Cp>*Ali AYDIN\u003C\u002Fp>\n\n\u003Cp>*Gökmen USTABAŞ\u003C\u002Fp>\n\n\u003Cp>*Oğuzhan ŞEN\u003C\u002Fp>\n\n\u003Cp>*Mücahit Ömer YAVUZ\u003C\u002Fp>\n\n\u003Cp>*Abdullah YAZICI\u003C\u002Fp>\n\n\u003Cp>*Özlem ADIGTI\u003C\u002Fp>\n\n\u003Cp>*Eyüp AKSOY\u003C\u002Fp>\n\n\u003Cp>*Uğur ALTINIŞIK\u003C\u002Fp>\n\n\u003Cp>*Erol AYDIN\u003C\u002Fp>\n\n\u003Cp>*Ali ÇETİNTAŞ\u003C\u002Fp>\n\n\u003Cp>*Halil İbrahim TATAROĞLU\u003C\u002Fp>\n\n\u003Cp>*Gülağmi ASLAN\u003C\u002Fp>\n\n\u003Cp>*Cihan AYAZ\u003C\u002Fp>\n\n\u003Cp>*Selçuk KORURER\u003C\u002Fp>\n\n\u003Cp>*Osman TÜMER\u003C\u002Fp>\n\n\u003Cp>*Süleyman ÇELİK\u003C\u002Fp>\n\n\u003Cp>*Özgür ÜNAL\u003C\u002Fp>\n\n\u003Cp>*Özlem DİLER\u003C\u002Fp>\n\n\u003Cp>*Bahtiyar OYARDI Aslı \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            ",{"ONCERISE2_trigger":42,"trainingprogrammes":46,"paidmaternityleaveduration":50,"childcareleave":54,"incidentalbonustype2sec":58,"ONCERISE_trigger":61,"hourspweek_select":65,"childcare":69,"incidentalbonusperc1sec":73,"pregnancy":77,"STRUCINCR_trigger":81,"nursingmothers":85,"funeralpay":89,"MEALALL_trigger":93,"trainingfund":97,"incidentalbonusdate":100,"maternityotherclause":103,"OVERTIME_trigger":107,"overtimeallowanceperc1":111,"COMMUTE_trigger":115,"healthandsafetytraining":119,"ANNLEAVE_trigger":123,"protectiveclothing":127,"healthandsafetypolicy":131,"nursingdifferenttrigger":135,"childcaresubsidy":137,"contracttrial":141,"schedulesrestpw":145,"TRADEUNLEAV_trigger":149,"SCHEDULE_trigger":153,"educationtuition":156,"overtimeallowancetype_general":159,"PAIDLEAV_trigger":161,"NOCTPREM_trigger":165,"hoursovertimemax":169,"MAXHOURS_trigger":173,"bankholidays1":175,"disabilityfund":179,"paidmaternityleave":183,"contractseverancepay":185,"jobsecuritymothers":189,"deathrelatives":193},{"bindId":43,"name":44,"text":45},"ONCERISE2_trigger","İş Sözleşmesi devam eden ve işbu toplu i","İş Sözleşmesi devam eden ve işbu toplu iş sözleşmesi hükümlerine\ngöre hak kazanan üyelere 01.01.2019 tarihinden itibaren aylık brüt 350,00\nTL. ikramiye ödemesi yapılır.\n\nİşe yeni giren ve işyerinden her ne sebeple olursa olsun ayrılan ya da\nücretsiz izinde olan veya işbu toplu iş sözleşmesi hükümlerine göre\nikramiye ödemesine tam olarak hak kazanmayan üyelere ve kısmi süreli\nçalışanlara ikramiyelerinin o bölümü çalıştıkları süre ile\norantılı olarak ödenir.\n\n01.01.2020 - 31.12.2020 tarihleri arasında geçerli olacak ikramiye tutarı\n01.01.2019 - 31.12.2019 tarihleri arasında gerçekleşen TÜİK Tüketici\nFiyat Endeksi (TÜFE-Genel Endeks) artışı oranında artırılarak\nbulunur.\n\nAyrıca 31.12.2018 ücretleri 2.100,00 TL ile 2.634,86 TL arasında olan\nsendika üyesi çalışanlardan,\n\n01.01.2019tarihindeki kadrosu Departman Müdür Yardımcısı olanlara bir\ndefaya mahsus olmak üzere seyyanen brüt 575,00 TL, yukarıda belirtilen\nücret grubu içindeki diğer çalışanlara brüt 425,00 TL ödeme Şubat 2019\nücretleri ile tek seferde ödenir.",{"bindId":47,"name":48,"text":49},"trainingprogrammes","İşveren, öğrenimini sürdürmek isteyen se","İşveren, öğrenimini sürdürmek isteyen sendika üyesi işçilere\ngereken kolaylığı imkânlar oranında gösterir.\n\na) Örgün eğitime devam eden işçilerin, sınav dönemlerinde yıllık\nücretli izin ya da ücretsiz izin talepleri işverence karşılanır.\n\nb) Açık Öğretime devam eden işçilere, sınav süresince ve yol süresi\nboyunca ücretli izin verilir.\n\nc) İşveren, üyelerin meslek eğitimlerini, mesleki düzeylerini\ngeliştirmek amacıyla fuar, kurs, seminerlere katılımın sağlanmasında\nsendikaya imkânlar dâhilinde destek olur.",{"bindId":51,"name":52,"text":53},"paidmaternityleaveduration","Kadın işçilerin doğumdan önce 8 ve doğum","Kadın işçilerin doğumdan önce 8 ve doğumdan sonra 8 hafta olmak üzere\ntoplam 16 haftalık süre için çalıştırılmamaları esastır. Çoğul\ngebelik halinde doğumdan önce çalıştırılmayacak 8 haftalık süreye 2\nhafta süre eklenir. Ancak, sağlık durumu uygun olduğu takdirde, doktorun\nonayı ile kadın işçi isterse doğumdan önceki 3 haftaya kadar işyerinde\nçalışabilir. Bu durumda, kadın işçinin çalıştığı süreler doğum\nsonrası sürelere eklenir. Kadın işçinin erken doğum yapması halinde ise\ndoğumdan önce kullanamadığı çalıştırılmayacak süreler, doğum\nsonrası sürelere eklenmek suretiyle kullandırılır. Doğumda veya doğum\nsonrasında annenin ölümü hâlinde, doğum sonrası kullanılamayan süreler\nbabaya kullandırılır. Üç yaşını doldurmamış çocuğu evlat edinen\neşlerden birine veya evlat edinene çocuğun aileye fiilen teslim edildiği\ntarihten itibaren 8 hafta analık hâli izni kullandırılır.",{"bindId":55,"name":56,"text":57},"childcareleave","3) Üyenin eşinin doğum yapması halinde 6","3) Üyenin eşinin doğum yapması halinde 6 iş günü,",{"bindId":59,"name":44,"text":60},"incidentalbonustype2sec","İş Sözleşmesi devam eden ve işbu toplu iş sözleşmesi hükümlerine\ngöre hak kazanan üyelere 01.01.2019 tarihinden itibaren aylık brüt 350,00\nTL. ikramiye ödemesi yapılır.",{"bindId":62,"name":63,"text":64},"ONCERISE_trigger","a)Kasa Tazminatı: Sendika üyesi Kasa Dep","a)Kasa Tazminatı: Sendika üyesi Kasa Departman Müdürü ve Müdür\nYardımcıları ile kasiyerlere bu görevlerde çalıştıkları her ay brüt\n50,00 TL tutarında kasa tazminatı ödenir.",{"bindId":66,"name":67,"text":68},"hourspweek_select","Normal çalışma süresi haftada 45 saat ol","Normal çalışma süresi haftada 45 saat olan işçiler tam süreli\n(full-time) işçidir. Tam süreli (full- time) işçiler için günlük\nçalışma süresi, kural olarak, bu sürenin haftanın çalışılan\ngünlerine eşit olarak bölünmesi ile bulunur.",{"bindId":70,"name":71,"text":72},"childcare","1) Üyenin evlenmesi halinde 4 iş günü, 2","1) Üyenin evlenmesi halinde 4 iş günü,\n\n2) Üyenin ana, baba, kardeş, eş ve çocuğunun ölümü ile eşinin\ndüşük ya da ölü doğum yapması halinde 4 iş günü,\n\n3) Üyenin eşinin doğum yapması halinde 6 iş günü,\n\n4) Üyenin çocuğunu evlendirmesi ve sünnet ettirmesi halinde 2 iş\ngünü,\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) Üyenin torunu, büyükanne, büyükbaba, kayınvalide, kayınpederinin\nölümü halinde 2 gün ücretli izin verilir. Yukarıda sayılan\nyakınlarının mağazanın bulunduğu İl merkezi dışında bulunması\nhalinde üyeye yolun uzaklığına göre en fazla 2 güne kadar ek ücretsiz\nizin verilir.",{"bindId":74,"name":75,"text":76},"incidentalbonusperc1sec","Mağazalarda “taze” bölümlerde çalışmakta","Mağazalarda “taze” bölümlerde çalışmakta olan sendika üyelerine\nbu bölümlerde çalıştıkları her ay, aylık çıplak ücretlerinin, kısmi\nsüreli (part-time) çalışanların çıplak saat ücretlerinin % 12’si\noranında İş Güçlüğü - İş Riski tazminatı ödenir.",{"bindId":78,"name":79,"text":80},"pregnancy","Hamilelik süresince kadın işçiye periyod","Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.",{"bindId":82,"name":83,"text":84},"STRUCINCR_trigger","A) Uygulama Esasları Ücret zamları tam s","A) Uygulama Esasları\n\nÜcret zamları tam süreli çalışanların aylık ücretleri, kısmi\nsüreli çalışanların saat ücretleri esas alınarak hesaplanır.\n\nB) Birinci yıl ücret zammı (01.01.2019 - 31.12.2019):\n\n01.01.2019tarihinde iş sözleşmesi devam eden sendika üyesi işçilerin\n31.12.2018 tarihinde almakta oldukları ücretlerine 01.01.2019 tarihinden\ngeçerli olmak üzere %15 oranında zam uygulanır.\n\nC) İkinci yıl ücret zammı (01.01.2020 - 31.12.2020):\n\n01.01.2020tarihinde iş sözleşmesi devam eden sendika üyesi işçilerin\n31.12.2019 tarihinde almakta oldukları ücretlerine 01.01.2020 tarihinden\ngeçerli olmak üzere 01.01.2019-31.12.2019 tarihleri arasında gerçekleşen\nTÜİK Tüketici Fiyat Endeksi (TÜFE\u002FGenel Endeks) artış oranında zam\nuygulanır.",{"bindId":86,"name":87,"text":88},"nursingmothers","C) Emzirme İzni: İşveren, doğum yapmış ü","C) Emzirme İzni: İşveren, doğum yapmış üyeye, çocuğu bir yaşını\ndoldurana kadar fiili işbaşı tarihinden itibaren günde 1,5 saat emzirme\nizni vermeyi kabul eder. Üye isterse bu iznin 45 dakikasını sabahtan, 45\ndakikasını akşam erken gitmek kaydıyla kullanabilir veya toplu olarak\nçalışma saatinin bitiminden önce kullanabilir. Kısmi süreli çalışan\nişçilere de emzirme izni verilir.",{"bindId":90,"name":91,"text":92},"funeralpay","10- Ölüm Yardımı: Üyenin ölümü halinde m","10- Ölüm Yardımı: Üyenin ölümü halinde mirasçılarına brüt\n10.000,00 TL; ana, baba, eş veya çocuklarının ölümü halinde üyeye brüt\n575,00 TL ölüm yardımı yapılır. Kısmi süreli çalışan üyeler bu\nyardımdan çalıştıkları süre ile orantılı olarak yararlanırlar.\n\nAynı olay dolayısıyla bu yardımdan istifade edecek üye adedinin birden\nfazla olması halinde, yardım cenazeyi kaldırdığını belgeleyene\nödenir.",{"bindId":94,"name":95,"text":96},"MEALALL_trigger","6- Gıda Yardımı: İşveren, sendika üyesi ","6- Gıda Yardımı: İşveren, sendika üyesi işçilere, işe başladığı\nayı izleyen aydan başlamak üzere, her ay, o ay içinde fiili çalışması\nolması şartıyla Metro Grosmarket’ten net 280,00 TL değerinde alışveriş\nyapmasını sağlar. Kısmi süreli çalışan üyeler bu yardımdan\nçalıştıkları süre ile orantılı olarak yararlanırlar.",{"bindId":98,"name":48,"text":99},"trainingfund","İşveren, öğrenimini sürdürmek isteyen sendika üyesi işçilere\ngereken kolaylığı imkânlar oranında gösterir.",{"bindId":101,"name":63,"text":102},"incidentalbonusdate","a)Kasa Tazminatı: Sendika üyesi Kasa Departman Müdürü ve Müdür\nYardımcıları ile kasiyerlere bu görevlerde çalıştıkları her ay brüt\n50,00 TL tutarında kasa tazminatı ödenir.\n\n01.01.2020- 31.12.2020 tarihleri arasında ödenecek kasa tazminatı\nmiktarı 01.01.2019-31.12.2019 tarihleri arasında gerçekleşen TÜİK\nTüketici Fiyat Endeksi (Genel Endeks) artışı oranında artırılarak\nbulunur.",{"bindId":104,"name":105,"text":106},"maternityotherclause","İsteği halinde kadın işçiye, 16 haftalık","İsteği halinde kadın işçiye, 16 haftalık sürenin tamamlanmasından\nveya çoğul gebelik halinde 18 haftalık süreden sonra 6 aya kadar ücretsiz\nizin verilir. Bu izin, üç yaşını doldurmamış çocuğu evlat edinme\nhâlinde eşlerden birine veya evlat edinene verilir. Bu süre, yıllık\nücretli izin hakkının hesabında dikkate alınmaz.",{"bindId":108,"name":109,"text":110},"OVERTIME_trigger","a) Bu TİS’nin 21. maddesinde düzenlenen ","a) Bu TİS’nin 21. maddesinde düzenlenen durumlar ayrık kalmak kaydı\nile işveren vekilinin ya da işletme müdür yardımcılarının talimatı ve\npeşin muvafakatinin alınmadığı durumlarda ise üyenin muvafakatiyle\nhaftalık 45 saatin üzerinde yapılan her türlü çalışma fazla\nçalışmadır.\n\nb) Fazla çalışma süresi günde 3 saati geçemez.\n\nc) Hafta tatili, genel tatil ve ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine çalışma yapılır.\n\nd) Fazla çalışmanın süresi yarım saatten fazla olursa, ücreti bir\nsaat olarak verilir.\n\ne) Fazla çalışmalarda üyenin çıplak saat ücreti % 100 zamlı olarak\nödenir.\n\nf) Hafta tatili, ulusal bayram ve genel tatil günlerinde çalıştırılan\nüyeye ayrıca fazla çalışma yaptırılırsa, fazla çalıştığı her saat\niçin üyenin o gününün saat ücreti % 100 fazlası ile ödenir.",{"bindId":112,"name":113,"text":114},"overtimeallowanceperc1","f) Hafta tatili, ulusal bayram ve genel ","f) Hafta tatili, ulusal bayram ve genel tatil günlerinde çalıştırılan\nüyeye ayrıca fazla çalışma yaptırılırsa, fazla çalıştığı her saat\niçin üyenin o gününün saat ücreti % 100 fazlası ile ödenir.",{"bindId":116,"name":117,"text":118},"COMMUTE_trigger","3- Ulaşım Yardımı: İşverence tespit edil","3- Ulaşım Yardımı: İşverence tespit edilen güzergahlarda, işçilerin\ntopluca işe geliş-gidişlerini sağlamak için servis tahsis edilir. Servis\naraçlarının kalitesi ve servis şoförlerinin kriterleri “Karayolu\nTaşıma Yönetmeliği” ne uygun olarak belirlenir.\n\nÇalışma saatleri nedeniyle servisten yararlanamayanlara işe\ngeliş-gidişlerinin sağlanması amacıyla ilgili güzergahtaki Belediye\notobüsü gibi toplu taşıma aracı, yoksa minibüs\u002Fdolmuş taşıma ücreti\nişçiye net olarak ödenir.\n\nServis güzergâhları İşyeri Sendika Baştemsilcisinin görüşleri\nalınarak işverence düzenlenir.",{"bindId":120,"name":121,"text":122},"healthandsafetytraining","B) Özel Hükümler: İşveren, İş Sağlığı ve","B) Özel Hükümler:\n\nİşveren, İş Sağlığı ve Güvenliği Yasası ve ilgili yönetmelikler\nuyarınca işçilerin düzenli olarak sağlık kontrollerini sağlar ve gerekli\ntedbirleri alır. Soğuk-taze bölümlerde 3 yılını doldurmuş olan\nişçilerden diğer bölümlere geçmek isteyenlere uygun münhal kadroya\ngeçişleri için öncelik verilir. Bu talep, işçi tarafından yazılı\nolarak işyeri insan kaynakları müdürlüğüne sunulur ve talep\ndilekçesinin bir örneği sendika baştemsilcisine verilir. 3 ay içinde\ntalebin olumlu ya da olumsuz yanıtlanmaması durumunda, konu işçinin talebi\nüzerine işyeri kurulunda görüşülerek karara bağlanır.\n\nEğitimini almış olduğu mesleğini uygulamak üzere belirli bir kadroda\ngörev yapanlar bu hükmün dışındadır.",{"bindId":124,"name":125,"text":126},"ANNLEAVE_trigger","11- Yıllık Ücretli İzin Harçlığı: Yıllık","11- Yıllık Ücretli İzin Harçlığı: Yıllık ücretli izne çıkan\nüyelere brüt 375,00 TL yıllık izin harçlığı ödenir. Kısmi süreli\nçalışan üyeler bu yardımdan çalıştıkları süre ile orantılı olarak\nyararlanırlar.\n\nYıllık ücretli iznin bölünerek kullanılması halinde, yıllık\nücretli izin harçlığı, iznin ilk bölümünün kullanıldığı zamanda\nödenir.",{"bindId":128,"name":129,"text":130},"protectiveclothing","İşyerinde çalışan sendika üyesi işçilere","İşyerinde çalışan sendika üyesi işçilere yaptıkları işin\nniteliğine göre Uyuşmazlıkları Çözme Merkez \n\nKurulunca belirlenen iş giysileri verilir. Yazlık iş giysileri Mayıs\nayında, kışlık iş giysileri Ekim ayında çalışanlara dağıtılır.",{"bindId":132,"name":133,"text":134},"healthandsafetypolicy","A) Genel Hükümler: Taraflar, güvenli ve ","A) Genel Hükümler:\n\nTaraflar, güvenli ve sağlıklı bir çalışma ortamının tesis edilmesi,\niş kazaları ve meslek hastalıklarının önlenmesi, işçilerin fiziksel ve\nruhsal yönden sağlıklarının korunması ve geliştirilmesi konusunda tam\nbir mutabakat içindedirler. Uluslararası kabul görmüş standartlar, ulusal\nmevzuat ve bu toplu iş sözleşmesindeki düzenlemeler çerçevesinde işveren\nve sendika, işçi sağlığı ve iş güvenliği konusunda ortak çalışmalar\nyapar. Bu çalışmalar, Uyuşmazlıkları Çözme Merkez Kurulu’nun\nkoordinasyonunda İşyeri Uyuşmazlıkları Çözme Kurulları kanalıyla ve\ngerektiğinde ilgili kuruluşlar ile işbirliği içinde yürütülür.\n\nUyuşmazlıkları Çözme Merkez Kurulu genel işçi sağlığı ve iş\ngüvenliği konularını görüşmek üzere, yılda iki defa gündemli olarak\ntoplanır; bu gündemli toplantılarda alınacak kararların oy birliği ile\nalınması esastır. Kurul çalışmalarını toplu iş sözleşmesinin\nimzasından en geç altı ay sonra hazırlanacak İşçi Sağlığı ve\nGüvenliği Tedbirleri ve Risk Analizi çerçeve belgesine göre\nyürütecektir. Çerçeve belge, toplu sözleşme süresi içerisinde,\noybirliği ile alınacak kararla Uyuşmazlıkları Çözme Merkez Kurulu’nda\noybirliğiyle alınacak kararla her zaman revize edilebilir ve alınacak tedbir\nvarsa, işveren tarafından hayata geçirilir.\n\nKurul, ihtiyaç duyulduğuna oybirliğiyle karar vermesi halinde, işçi\nsağlığı ve iş güvenliği konusunda uzman meslek örgütü temsilcileri,\nişyeri hekimleri ve akademisyenleri toplantılarına çağırarak görüş\nalış verişinde bulunabilir.\n\nB) Özel Hükümler:\n\nİşveren, İş Sağlığı ve Güvenliği Yasası ve ilgili yönetmelikler\nuyarınca işçilerin düzenli olarak sağlık kontrollerini sağlar ve gerekli\ntedbirleri alır. Soğuk-taze bölümlerde 3 yılını doldurmuş olan\nişçilerden diğer bölümlere geçmek isteyenlere uygun münhal kadroya\ngeçişleri için öncelik verilir. Bu talep, işçi tarafından yazılı\nolarak işyeri insan kaynakları müdürlüğüne sunulur ve talep\ndilekçesinin bir örneği sendika baştemsilcisine verilir. 3 ay içinde\ntalebin olumlu ya da olumsuz yanıtlanmaması durumunda, konu işçinin talebi\nüzerine işyeri kurulunda görüşülerek karara bağlanır.\n\nEğitimini almış olduğu mesleğini uygulamak üzere belirli bir kadroda\ngörev yapanlar bu hükmün dışındadır.",{"bindId":136,"name":87,"text":88},"nursingdifferenttrigger",{"bindId":138,"name":139,"text":140},"childcaresubsidy","7- Öğrenim Yardımı: İşveren her yıl Eylü","7- Öğrenim Yardımı: İşveren her yıl Eylül-Kasım ayları arasında\nişyerinde çalışmakta olan üyelere o öğrenim yılı için öğrenim\nyaptığını belgelediği çocukları için;\n\n- Devletin belirlediği zorunlu okul öncesi öğrenimde 300 TL,",{"bindId":142,"name":143,"text":144},"contracttrial","g) Deneme süresi 120 gündür. Bu süre içi","g) Deneme süresi 120 gündür. Bu süre içinde gerek işçi, gerekse\nişveren önceden haber vermeden iş sözleşmesine son verebilirler. Bu\ndurumda işçiye çalıştığı sürenin ücreti ödenir. Deneme süresi\nsonunda çalışması devam eden işçi, artık “SÜREKLİ İŞÇİ”\nsayılır.",{"bindId":146,"name":147,"text":148},"schedulesrestpw","Hafta tatili kural olarak PAZAR günüdür.","Hafta tatili kural olarak PAZAR günüdür. İşyerindeki işin\nniteliğinden kaynaklanan zorunluluk nedeniyle hafta tatili, haftanın diğer\ngünleri de kullandırılabilir.",{"bindId":150,"name":151,"text":152},"TRADEUNLEAV_trigger","B) Sendika Organlarında Görev Alan Üyele","B) Sendika Organlarında Görev Alan Üyelerin İzinleri: Sendikanın\nyazılı başvurusu üzerine;\n\na) Sendikanın yönetim kurullarında görev alan üyelerden genel yönetim\nkuruluna seçilenlere, her toplantı için 2 (iki) tam gün; şube yönetim\nkuruluna seçilenlere, her toplantı için 1 (bir) tam gün ücretsiz izin\nverilir.\n\nb) Sendika Disiplin Kurulları’nda görev alan üyelere 1 (bir) tam gün\nücretli izin verilir.\n\nc)Sendika denetim kurullarında görev alan üyelerden genel merkez denetim\nkurulu üyelerine yılda iki kez 2 (iki) tam gün, Şube denetim kurulu\nüyelerine yılda iki kez 1 (bir) tam gün ücretli izin verilir.",{"bindId":154,"name":147,"text":155},"SCHEDULE_trigger","Hafta tatili kural olarak PAZAR günüdür. İşyerindeki işin\nniteliğinden kaynaklanan zorunluluk nedeniyle hafta tatili, haftanın diğer\ngünleri de kullandırılabilir.\n\nSadece gece çalışmak üzere işe alınan hazırlama, tamamlama ve\ntemizleme görevinde çalışan üyelerin haftada ardı ardına kullanılmak\nüzere iki gün hafta tatili hakları vardır.\n\nHafta tatili gününde çalıştırılan üyenin ücreti toplam 3 günlük\n(bir iş karşılığı olmayan 1 günlük ücret dâhil) çıplak ücreti\ntutarındadır.",{"bindId":157,"name":139,"text":158},"educationtuition","7- Öğrenim Yardımı: İşveren her yıl Eylül-Kasım ayları arasında\nişyerinde çalışmakta olan üyelere o öğrenim yılı için öğrenim\nyaptığını belgelediği çocukları için;\n\n- Devletin belirlediği zorunlu okul öncesi öğrenimde 300 TL,\n\n- İlköğrenimde 303,67 TL,\n\n- Orta Öğrenimde 388,70 TL,\n\n- Yüksek Öğrenimde 485,87 TL, brüt miktarlarda öğrenim yardımı\nyapar.\n\nAynı destek öğrenim gören işçiye de yapılır.",{"bindId":160,"name":113,"text":114},"overtimeallowancetype_general",{"bindId":162,"name":163,"text":164},"PAIDLEAV_trigger","A)Yıllık Ücretli İzin: İşyerine girdiği ","A)Yıllık Ücretli İzin: İşyerine girdiği günden başlayarak deneme\nsüresi de içinde olmak üzere en az 1 yıl çalışmış olan üyenin\nyıllık ücretli izin hakkı vardır.\n\nİşyerine girdiği günden başlayarak (deneme süresi dâhil) üyeye izin\nhakkının doğmasından önce işveren tarafından hak edeceği ilk yıllık\nizninden düşülmek üzere avans olarak yıllık izin kullandırılabilir.\nAncak üyenin yıllık ücretli izne hak kazanmaksızın iş sözleşmesinin\nsona ermesi halinde, avans olarak kullandığı sürelere ilişkin ücreti\nistihkakından mahsup edilir.\n\nHizmet süresi\n\n\n  \n  \n  \n  \n    \n      1-2 yıl (dâhil) olanlara\n      19\n    \n    \n      3 - 4 '' '' ''\n      23\n    \n    \n      5-14 ““ \"\n      25\n    \n    \n      14 yıldan fazla olanlara\n      26 gün yıllık ücretli izin verilir.\n    \n  \n\n\na) Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve\nsosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu raporuyla\nbelirlenmiş istirahat günleri, izin süresinden sayılmaz.\n\nb) Sözleşme kapsamına giren işyerlerinde çalışan işçilerin yıllık\nücretli izinleri bölüm düzeyinde imza altına alınacak izin çizelgesi ile\ndüzenlenir. İzin çizelgesinin oluşturulmasında mutabakat sağlanamaması\nhalinde konu İşyeri İzin Kurulu tarafından karara bağlanır.",{"bindId":166,"name":167,"text":168},"NOCTPREM_trigger","İş hayatında gece saat 20.00’de başlayar","İş hayatında gece saat 20.00’de başlayarak sabah 06.00’ya kadar\ngeçen ve her halde 11 saat süren gün dönemi, gece süresidir.\n\na) Üyelerin gece çalışmaları 7,5 saati geçemez.\n\nb) Sadece gece çalıştırılmak üzere işe alınanlar ile görevi gereği\ngece çalışanlar bu hükümler dışındadır.\n\nc) Hazırlama, tamamlama ve temizleme görevinde gece saat 20.00 ila 06.00\narasında çalıştırılan üyelere saat ücretinin % 10’u oranında gece\nçalışma tazminatı ödenir.\n\nd) 18 yaşından küçüklere gece çalışması yaptırılamaz.\n\ne) HTT’de 2 yılını doldurmuş olan işçilerden gündüze geçmek\nisteyenler, 2 yıllık performans değerlendirmesi neticesi ve işletme\nmüdürünün onayı ile uygun münhal kadroya alınabilirler.\n\nf) Hamile ve emziren kadın (çocuk 1 yaşına gelinceye kadar geçen\nsürede) işçilerin vardiyaları, talepleri halinde, en geç saat 18:00 da\nsona erecek şekilde düzenlenir.",{"bindId":170,"name":171,"text":172},"hoursovertimemax","b) Fazla çalışma süresi günde 3 saati ge","b) Fazla çalışma süresi günde 3 saati geçemez.",{"bindId":174,"name":171,"text":172},"MAXHOURS_trigger",{"bindId":176,"name":177,"text":178},"bankholidays1","A) Ulusal Bayram Günleri; Ulusal Bayram ","A) Ulusal Bayram Günleri; Ulusal Bayram 29 Ekim günüdür. 28 Ekim günü\nsaat 13.00’den itibaren başlar ve 29 Ekim gününü kapsar.\n\nB) Genel Tatil Günleri; Aşağıda sayılan resmi ve dini bayram günleri\nile yılbaşı günü, tatil günleridir.\n\n1) Resmi Bayram Günleri:\n\na) 23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramı,\n\nb) 1 Mayıs Emek ve Dayanışma Günü tatilidir.\n\nc) 19 Mayıs günü Atatürk’ü Anma ve Gençlik ve Spor Bayramı,\n\nd) 30 Ağustos günü Zafer Bayramıdır.\n\ne) 15 Temmuz günü Demokrasi ve Milli Birlik Günü,\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) Yılbaşı Tatili; 1 Ocak günü Yılbaşı tatilidir.\n\nC) Ulusal bayram ve genel tatil günlerinde çalıştırılan üyeye toplam\n3 günlük ücreti ödenir (Bir iş karşılığı olmayan yevmiye\ndâhildir).\n\nD) Ulusal Bayram ve Genel Tatil günleri hafta tatiline rastlayan işçiler\no gün çalışırlarsa, o gün için bir iş karşılığı olmayan 1 günlük\nücret dâhil toplam 4 günlük çıplak ücreti ödenir. Ancak, 1 Ocak’ta\nyapılacak çalışmalarda bu hüküm uygulanmaz.",{"bindId":180,"name":181,"text":182},"disabilityfund","Sigortalılık süresi geçici işgöremezlik ","Sigortalılık süresi geçici işgöremezlik ödeneği alma hakkı\nsağlayan üyenin hastalığı nedeniyle Sosyal Güvenlik Kurumundan bir defada\n10 günden fazla istirahat raporu alması ya da 10 günden fazla hastanede\nyatması halinde, üyenin Sosyal Güvenlik Kurumundan alacağı işgöremezlik\nödeneğini işverene işgöremezlik süresinin bitimini takip eden ay\niçerisinde tediye etmesi şartıyla bu süreye ilişkin ücreti en çok 6 ay\nboyunca işverence tam ödenir; ancak bu süreye ilişkin ücret dışındaki\nikramiye ve sair haklar ödenmez. İşçi, işgöremezlik ödeneğinin tediye\netmediği miktarın ücretinden kesilmesine feragat ettiğini yazılı olarak\nişverene peşinen vermek zorundadır. Ancak yukarıdaki istirahat süresinin\niş kazasından doğması halinde bu süreye ilişkin ikramiyeler ödenir.\nÇalışanın Sosyal Güvenlik Kurumundan alacağı rapor ücretini raporun\nbitiminden itibaren 1 ay içinde ödememesi durumunda konu Uyuşmazlıkları\nÇözme Kurulu’nda değerlendirilir.",{"bindId":184,"name":52,"text":53},"paidmaternityleave",{"bindId":186,"name":187,"text":188},"contractseverancepay","Kıdem tazminatı, 4857 sayılı Yasanın Geç","Kıdem tazminatı, 4857 sayılı Yasanın Geçici 6. maddesi gereğince,\n1475 sayılı İş Kanunu hükümleri çerçevesinde kıdem tazminatına hak\nkazanan üyeye her kıdem yılı için 30 günlük yevmiyesi üzerinden\nhesaplanarak ödenir. Üyenin ölümü halinde bu ödeme her yıl için 40 gün\nüzerinden hak sahiplerine yapılır.",{"bindId":190,"name":191,"text":192},"jobsecuritymothers","Bu maddede öngörülen izinlerin bitiminde","Bu maddede öngörülen izinlerin bitiminden sonra mecburi ilköğretim\nçağının başladığı tarihi takip eden ay başına kadar bu maddeye göre\nebeveynlerden biri kısmi süreli çalışma talebinde bulunabilir. Bu talep\nişveren tarafından karşılanır ve geçerli fesih nedeni sayılmaz. Bu\nfıkra kapsamında kısmi süreli çalışmaya başlayan işçi, aynı çocuk\niçin bir daha bu haktan faydalanmamak üzere tam zamanlı çalışmaya\ndönebilir. Kısmi süreli çalışmaya geçen işçinin tam zamanlı\nçalışmaya başlaması durumunda yerine işe alınan işçinin iş\nsözleşmesi kendiliğinden sona erer. Bu haktan faydalanmak veya tam zamanlı\nçalışmaya geri dönmek isteyen işçi işverene bunu en az bir ay önce\nyazılı olarak bildirir. Ebeveynlerden birinin çalışmaması hâlinde,\nçalışan eş kısmi süreli çalışma talebinde bulunamaz. Üç yaşını\ndoldurmamış bir çocuğu eşiyle birlikte veya münferiden evlat edinenler de\nçocuğun fiilen teslim edildiği tarihten itibaren bu haktan faydalanır.",{"bindId":194,"name":195,"text":196},"deathrelatives","2) Üyenin ana, baba, kardeş, eş ve çocuğ","2) Üyenin ana, baba, kardeş, eş ve çocuğunun ölümü ile eşinin\ndüşük ya da ölü doğum yapması halinde 4 iş günü,","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR METRO GROSMARKET BAKIRKÖY ALIŞVERİŞ HİZMETLERİ TİC. LTD. - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-01-01\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: → 2019-02-28\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Perakende ticaret, Özel maĝazalar için yapılmış yiyecek, içecek ve tütünün toptan satışı\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                        METRO GROSMARKET BAKIRKÖY ALIŞVERİŞ HİZMETLERİ TİC. LTD.\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes, but only if the employer wishes to\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\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: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Evet\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: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Evet\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Evet\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 6 days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 4 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\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 150 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 30 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\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: → 19.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → 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: → 2.0 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            \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: → 15.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2019-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TRY 50.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2020-01\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TRY 375.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 200 % 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                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 280.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[202],{"title":35,"slug":31},[204],{"type":205,"data":206},"call_to_action_body_block",{"title":207,"description":208,"variant":209,"link":210},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":207,"url":211,"description":207,"rel":212,"type":213},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[215],{"type":205,"data":216},{"title":207,"description":208,"variant":209,"link":217},{"title":207,"url":211,"description":207,"rel":212,"type":213},[],{"title":15,"seo_title":220,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[223,304,333],{"title":18,"seo_title":224,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[227,231,235,251,300],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":232,"seo_title":8,"description":7,"path":233,"redirect_url":7,"locale":16,"children":234},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":236,"seo_title":8,"description":7,"path":237,"redirect_url":7,"locale":16,"children":238},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[239,243,247],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":7,"locale":16,"children":242},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":244,"seo_title":8,"description":7,"path":245,"redirect_url":7,"locale":16,"children":246},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":16,"children":250},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":252,"seo_title":253,"description":7,"path":254,"redirect_url":7,"locale":16,"children":255},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[256,260,264,268,272,276,280,284,288,292,296],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":7,"locale":16,"children":259},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":7,"locale":16,"children":263},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":265,"seo_title":8,"description":7,"path":266,"redirect_url":7,"locale":16,"children":267},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":269,"seo_title":8,"description":7,"path":270,"redirect_url":7,"locale":16,"children":271},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":273,"seo_title":8,"description":7,"path":274,"redirect_url":7,"locale":16,"children":275},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":277,"seo_title":8,"description":7,"path":278,"redirect_url":7,"locale":16,"children":279},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":281,"seo_title":8,"description":7,"path":282,"redirect_url":7,"locale":16,"children":283},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":285,"seo_title":8,"description":7,"path":286,"redirect_url":7,"locale":16,"children":287},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":289,"seo_title":8,"description":7,"path":290,"redirect_url":7,"locale":16,"children":291},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":293,"seo_title":8,"description":7,"path":294,"redirect_url":7,"locale":16,"children":295},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":297,"seo_title":8,"description":7,"path":298,"redirect_url":7,"locale":16,"children":299},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":301},[302],{"title":207,"seo_title":8,"description":7,"path":211,"redirect_url":7,"locale":16,"children":303},[],{"title":305,"seo_title":8,"description":7,"path":306,"redirect_url":7,"locale":16,"children":307},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[308,312,318,323,328],{"title":309,"seo_title":8,"description":7,"path":310,"redirect_url":7,"locale":16,"children":311},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":313,"seo_title":8,"description":7,"path":314,"redirect_url":315,"locale":316,"children":317},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":319,"seo_title":8,"description":7,"path":320,"redirect_url":321,"locale":316,"children":322},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":324,"seo_title":8,"description":7,"path":325,"redirect_url":326,"locale":316,"children":327},"Haberler ve 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