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ŞTİ.\u003C\u002Fp>\n\n\u003Cp>İŞÇİ SENDİKASI : TEZ-KOOP-İŞ (TÜRKİYE TİCARET, KOOPERATİF,\nEĞİTİM, BÜRO VE GÜZEL SANATLAR İŞÇİLERİ SENDİKASI)\u003C\u002Fp>\n\n\u003Cp>YÜRÜRLÜK TARİHİ\u003C\u002Fp>\n\n\u003Cp>01.03.2016–28.02.2019\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1 – TARAFLAR\u003C\u002Fh2>\n\n\u003Cp>(1) İşletme düzeyinde imzalanan bu toplu iş sözleşmesinin tarafları\nve adresleri\u003C\u002Fp>\n\n\u003Cp>aşağıdaki gibidir:\u003C\u002Fp>\n\n\u003Cp>a) Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar\nİşçileri Sendikası (TEZ–\u003C\u002Fp>\n\n\u003Cp>KOOP–İŞ); Adres: Mebusevleri Mahallesi, İller Sokak, No:7 Tandoğan\u002F\nANKARA;\u003C\u002Fp>\n\n\u003Cp>b) MS İstanbul İç ve Dış Ticaret Limited Şirketi. ;Adres: Evren\nMahallesi, Koçman\u003C\u002Fp>\n\n\u003Cp>Caddesi, Ziyal Plaza Blok A5, Güneşli \u002F İSTANBUL.\u003C\u002Fp>\n\n\u003Cp>(2) Yukarıdaki adresler aynı zamanda tebligat adresleridir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2 – TANIMLAR\u003C\u002Fh2>\n\n\u003Cp>(1) Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>a) İşveren: Sözleşmeye taraf olan MS İstanbul İç ve Dış Ticaret\nLimited Şirketini,\u003C\u002Fp>\n\n\u003Cp>b) İşveren Vekili: İşçilere karşı işletme veya işyerinin\nbütününü işveren adına sevk ve\u003C\u002Fp>\n\n\u003Cp>idareye yetkili olanları,\u003C\u002Fp>\n\n\u003Cp>c) Sendika: Sözleşmeye taraf olan Türkiye Ticaret, Kooperatif, Eğitim,\nBüro ve Güzel\u003C\u002Fp>\n\n\u003Cp>Sanatlar İşçileri Sendikası (TEZ–KOOP–İŞ) Genel Merkezini,\u003C\u002Fp>\n\n\u003Cp>d) İşyeri: Bu toplu iş sözleşmesinin kapsamında bulunan asıl işin\nyapıldığı yerlerle, işin\u003C\u002Fp>\n\n\u003Cp>niteliği ve yürütümü bakımından işyerine bağlı il içi ve dışı\nher türlü eklenti, araç ve\u003C\u002Fp>\n\n\u003Cp>tamamlayıcılarını,\u003C\u002Fp>\n\n\u003Cp>e) İşletme: İşyerlerinin tamamını,\u003C\u002Fp>\n\n\u003Cp>f) İşçi: İşyerlerinde iş sözleşmesine dayanarak çalışanları,\u003C\u002Fp>\n\n\u003Cp>g) Üye: İşyerlerinde TEZ–KOOP–İŞ’e üye işçileri,\u003C\u002Fp>\n\n\u003Cp>h) Sözleşme: İşyerlerinde uygulanacak bu toplu iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>ı) Kurul: Bu toplu iş sözleşmesinde adı geçen kurulları,\u003C\u002Fp>\n\n\u003Cp>j) Mevzuat: Çalışma yaşamına ilişkin her türlü yasa, kararname,\ntüzük, yönetmelik,\u003C\u002Fp>\n\n\u003Cp>genelge ve benzerlerini,\u003C\u002Fp>\n\n\u003Cp>ifade eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 – AMAÇ\u003C\u002Fh2>\n\n\u003Cp>(1) Bu toplu iş sözleşmesinin amacı; iş sözleşmesinin yapılması,\niçeriği, yürütümü ve\u003C\u002Fp>\n\n\u003Cp>sona ermesi ile ilgili hususları düzenlemek, işyerinde düzenli ve\nverimli çalışmayı sağlamak,\u003C\u002Fp>\n\n\u003Cp>işverenin ve işçilerin hak ve menfaatlerini dengelemek, karşılıklı\niyi niyet ve güvenle iş\u003C\u002Fp>\n\n\u003Cp>barışını sağlamak, taraflar arasında doğabilecek farklılıkları\nuzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 – KAPSAM\u003C\u002Fh2>\n\n\u003Cp>A) Yer Yönünden Kapsam\u003C\u002Fp>\n\n\u003Cp>(1) Bu toplu iş sözleşmesi yer olarak, MS İstanbul İç ve Dış Ticaret\nLimited Şirketi ile\u003C\u002Fp>\n\n\u003Cp>halen mevcut ve açılacak olan işyerlerini kapsar.\u003C\u002Fp>\n\n\u003Cp>B) Kişi Yönünden Kapsam\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi, sendika üyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>Ancak;\u003C\u002Fp>\n\n\u003Cp>a) Genel merkez çalışanları,\u003C\u002Fp>\n\n\u003Cp>b) Mağazalarda, mağaza genel müdürü, mağaza satış müdürü, takım\nliderleri, insan\u003C\u002Fp>\n\n\u003Cp>kaynakları sorumluları bu toplu iş sözleşmesinin kapsamı\ndışındadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 – YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>(1) Bu toplu is sözleşmesi hükümlerinden, taraf sendika üyesi isçiler\nyararlanır. Üye\u003C\u002Fp>\n\n\u003Cp>olmayan işçilerin bu toplu iş sözleşmesinden yararlanmaları konusunda\nmevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>(2) Toplu iş sözleşmenin imzası tarihinde sendikaya üye bulunanlar,\nsözleşmenin\u003C\u002Fp>\n\n\u003Cp>yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin sendikaca işverene\u003C\u002Fp>\n\n\u003Cp>bildirileceği tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>(3) Toplu iş sözleşmesinin imzası sırasında taraf sendikaya üye\nbulunmayanlar,\u003C\u002Fp>\n\n\u003Cp>sonradan işyerine girip de üye olmayanlar veya imza tarihinde taraf\nsendikaya üye bulunup da\u003C\u002Fp>\n\n\u003Cp>ayrılanlar veya çıkarılanların toplu iş sözleşmesinden\nyararlanabilmeleri hakkında mevzuat\u003C\u002Fp>\n\n\u003Cp>hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>(4) Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında\niş sözleşmesi sona\u003C\u002Fp>\n\n\u003Cp>eren üyeler, iş sözleşmelerinin sona erdiği tarihe kadar toplu iş\nsözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 – SÖZLEŞMENİN HÜKMÜ\u003C\u002Fh2>\n\n\u003Cp>(1) Bu toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri\ntoplu iş sözleşmesine\u003C\u002Fp>\n\n\u003Cp>aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine aykırı\nhükümlerinin yerini, toplu iş\u003C\u002Fp>\n\n\u003Cp>sözleşmesindeki hükümler alır. İş sözleşmelerinde düzenlenmeyen\nhususlarda toplu iş\u003C\u002Fp>\n\n\u003Cp>sözleşmesindeki hükümler uygulanır. Toplu iş sözleşmesinde, iş\nsözleşmelerine aykırı\u003C\u002Fp>\n\n\u003Cp>hükümlerin bulunması halinde iş sözleşmelerinin işçi lehindeki\nhükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>(2) Toplu iş sözleşmesi, mevzuat ile işçi yararına tanınmış ve\ntanınacak hakların\u003C\u002Fp>\n\n\u003Cp>uygulanmasına engel olamaz. Bu toplu iş sözleşmesinden daha fazla hak\nsağlayan yasalar\u003C\u002Fp>\n\n\u003Cp>çıkarsa, bu sözleşme hükümlerinin yerini alır.\u003C\u002Fp>\n\n\u003Cp>(3) Üyelerin toplu iş sözleşmesinin yürürlük tarihinden önceki\nişyeri uygulamalarından\u003C\u002Fp>\n\n\u003Cp>doğmuş olan işçi lehine tüm hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>(4) Nedeni ne olursa olsun, süresi sona eren toplu iş sözleşmesinin iş\nsözleşmesine\u003C\u002Fp>\n\n\u003Cp>ilişkin hükümleri, yenisi yürürlüğe girinceye kadar, iş sözleşmesi\nhükmü olarak geçerliliğini sürdürür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7 – MEVZUATA AYKIRILIK\u003C\u002Fh2>\n\n\u003Cp>(1) Bu toplu iş sözleşmesinin hükümlerinden herhangi birinin mevzuata\naykırılığı\u003C\u002Fp>\n\n\u003Cp>saptanırsa; salt ilgili hüküm yürürlükten düşer. Durum,\nsözleşmenin tümünün yürürlükten\u003C\u002Fp>\n\n\u003Cp>kalkmasını gerektirmez. Taraflar, ilgili hükmü mevzuata uygun olarak\nyeniden düzenler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 – TARAFLARIN DURUMUNDA DEĞİŞİKLİK\u003C\u002Fh2>\n\n\u003Cp>(1) Toplu iş sözleşmesine taraf olan sendikanın feshi veya infisahı\nyahut faaliyetten\u003C\u002Fp>\n\n\u003Cp>men edilmiş olması veyahut yetkiyi kaybetmiş olması veya toplu iş\u003C\u002Fp>\n\n\u003Cp>sözleşmesinin uygulandığı işyerlerinde işverenin değişmesi toplu\niş sözleşmesini sona\u003C\u002Fp>\n\n\u003Cp>erdirmez ve uygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 – TARAFLARIN TEMSİLİ – TANINMASI\u003C\u002Fh2>\n\n\u003Cp>(1) Bu toplu iş sözleşmesinin uygulanmasında işvereni; işveren ve\nvekili veya yetkili\u003C\u002Fp>\n\n\u003Cp>kıldığı diğer temsilciler; Sendikayı ise ana tüzüğünde belirtilen\norganlar ve Genel Yönetim\u003C\u002Fp>\n\n\u003Cp>Kurulunun yetkili kılacağı kişiler temsil eder.\u003C\u002Fp>\n\n\u003Cp>(2) İşveren; TEZ-KOOP-İŞ’i işyerinde çalışan tüm üyelerinin tek\ntemsilcisi olarak tanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10 – İŞVEREN VE SENDİKANIN SORUMLULUĞU\u003C\u002Fh2>\n\n\u003Cp>(1) Taraflar, işbu toplu iş sözleşmesi ve kanunların kendilerine\nyüklediği yükümlülükleri\u003C\u002Fp>\n\n\u003Cp>yerine getirmek, amaç maddesindeki ilkelerin gerçekleşmesini sağlamak\niçin devamlı çaba\u003C\u002Fp>\n\n\u003Cp>gösterirler. Taraflar ve temsilcileri kanun dışı tutum ve davranışlara\nmani olup bu gibi\u003C\u002Fp>\n\n\u003Cp>hareketleri önlemek için her türlü gayreti önceden sarf ederler.\u003C\u002Fp>\n\n\u003Cp>(2) İşverenin sevk ve idare yetkisi; işin, işyerinin ve işgücünün\nplanlanmasının\u003C\u002Fp>\n\n\u003Cp>sağlanması, düzenlenmesi ve yönetimi bu sözleşmeye aykırı olmamak\nüzere işverene aittir.\u003C\u002Fp>\n\n\u003Cp>(3) İşveren yetkilileri ile Sendika yetkilileri, işçi ve işveren\nilişkilerini düzenlemek,\u003C\u002Fp>\n\n\u003Cp>çalışma barışını sağlamak, toplu iş sözleşmesinin uygulanması\nile ilgili konuların mağazalarda\u003C\u002Fp>\n\n\u003Cp>çözülemediği takdirde görüşmek üzere en az üç ayda bir\ntoplanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 – İŞYERİNDE SENDİKAL ÇALIŞMALAR\u003C\u002Fh2>\n\n\u003Cp>(1) Sendikanın işyerinde çalışmayan yöneticileri ve görevlendireceği\nkimseler, işyerine\u003C\u002Fp>\n\n\u003Cp>gelerek üyeleri ile aşağıda belirtildiği üzere görüşme\nyapabilirler.\u003C\u002Fp>\n\n\u003Cp>(2) Sendika yöneticileri işyeri sendika temsilcileri ile mesai saatleri\niçerisinde ve\u003C\u002Fp>\n\n\u003Cp>temsilci izinleri dahilinde işveren veya işveren vekiline bilgi vererek,\ntemsilcilik odasında görüşebilirler.\u003C\u002Fp>\n\n\u003Cp>(3) Sendika yöneticileri üyelerle mesai saatleri dışında temsilcilik\nodasında işveren veya\u003C\u002Fp>\n\n\u003Cp>işveren vekili ile mutabık kalmak kaydıyla görüşebilirler.\u003C\u002Fp>\n\n\u003Cp>(4) Toplu görüşme söz konusu olduğu takdirde, gündüz ara\ndinlenmesinde işyeri\u003C\u002Fp>\n\n\u003Cp>yemekhanesi veya işverence gösterilecek yerde üyelerle, işveren veya\nişveren vekili ile\u003C\u002Fp>\n\n\u003Cp>mutabık kalmak kaydıyla görüşebilirler.\u003C\u002Fp>\n\n\u003Cp>(5) Üyeler, iş saatleri dışında ya da işverenin izniyle iş saatleri\niçinde sendika\u003C\u002Fp>\n\n\u003Cp>çalışmalarına katılmalarından dolayı hiçbir ceza ve farklı işlem\nuygulamasına tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12 – SENDİKA İŞYERİ TEMSİLCİLERİ, TEMSİLCİLİK ODASI\nVE\u003C\u002Fh2>\n\n\u003Ch2>DUYURU TAHTALARI\u003C\u002Fh2>\n\n\u003Cp>A) Sendika Temsilcilerinin Atamaları:\u003C\u002Fp>\n\n\u003Cp>(1) Sendika işyeri temsilcileri; işyerinde çalışan üyeler arasından\nsendikaca belirlenir ve\u003C\u002Fp>\n\n\u003Cp>yazıyla işverene bildirilir. İşyerinde birden fazla temsilci bulunması\nhalinde, bunlardan birisi\u003C\u002Fp>\n\n\u003Cp>baştemsilci olarak görevlendirilir. Sendika temsilcilik sıfatı işverene\nbildirildiği tarihten\u003C\u002Fp>\n\n\u003Cp>itibaren geçerlidir.\u003C\u002Fp>\n\n\u003Cp>B) Sendika Temsilcilerinin Görevleri:\u003C\u002Fp>\n\n\u003Cp>(1) Toplu iş sözleşmesi ve işyeri ile mevzuatın, tatbik ve\nyürütümünden doğan sorunlar,\u003C\u002Fp>\n\n\u003Cp>temsilciler tarafından işveren vekiline götürülerek çözüm yolu\naranır.\u003C\u002Fp>\n\n\u003Cp>(2) 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu hükümlerine\nbağlı kalmak\u003C\u002Fp>\n\n\u003Cp>kaydıyla temsilcilerin görevleri;\u003C\u002Fp>\n\n\u003Cp>a)Temsilci vasıtası ile işyerinde işçi ve işveren arasındaki birliği\nsağlamak,\u003C\u002Fp>\n\n\u003Cp>b)Temsilciler, işçiler tarafından yapılan talep ve şikayetleri tetkik\nederek, işverene kendi\u003C\u002Fp>\n\n\u003Cp>takdirine göre makul bulduğu talep ve şikayetleri intikal ettirmek,\u003C\u002Fp>\n\n\u003Cp>c) İşçi, işveren arasında çıkacak uyuşmazlıkların dostça\nçözümlenmesine çalışmak,\u003C\u002Fp>\n\n\u003Cp>d)Yıllık izin planlamaları ile ilgili görüş ve önerilerde\nbulunmak.\u003C\u002Fp>\n\n\u003Cp>(3) Baştemsilcinin yıllık ücretli izinde veya istirahatli olduğu\nzamanlar ile işyerinde\u003C\u002Fp>\n\n\u003Cp>bulunmadığı saatlerde baştemsilciye yüklenen görevleri sendikaca\ngörevlendirilen\u003C\u002Fp>\n\n\u003Cp>temsilcilerden biri yerine getirir.\u003C\u002Fp>\n\n\u003Cp>C) Temsilcilik Odası\u003C\u002Fp>\n\n\u003Cp>(1) İşveren, işyerlerinde sendika temsilcilerinin temsilcilik\ngörevlerini yapabilmeleri\u003C\u002Fp>\n\n\u003Cp>için, çalışma ve sağlık koşullarına uygun bir oda verir. Temsilcilik\nodası için gerekli masa,\u003C\u002Fp>\n\n\u003Cp>sandalye, dolap, telefon, temel kırtasiye malzemesi gibi malzemeler\nişverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcilik odası; yalnız amacına uygun kullanılabilir ve tüm\nsorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>D) Duyuru Panoları\u003C\u002Fp>\n\n\u003Cp>(1) İşveren, işyerinde işçilerin kolaylıkla görebilecekleri bir yere,\nsendikanın yazı,\u003C\u002Fp>\n\n\u003Cp>duyuru, bülten, genelge ve çağrı gibi yazılarının asılması için\nduyuru panoları koyar. Duyuru\u003C\u002Fp>\n\n\u003Cp>panolarına, işverenin bilgisi dahilinde yazı asılır.\u003C\u002Fp>\n\n\u003Cp>(2) Bu panoların anahtarları; işyeri baştemsilcisi, onun yokluğunda\nişyeri temsilcisinde\u003C\u002Fp>\n\n\u003Cp>bulunur. Panoya; sendikanın mührü ve yetkilinin imzası bulunmayan\nyazılar asılamaz. Asılan\u003C\u002Fp>\n\n\u003Cp>yazılardan doğacak sorumluluk; sendikaya aittir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 – SENDİKAL İZİNLER\u003C\u002Fh2>\n\n\u003Cp>(1) Sendika temsilci ve görevlilerine; kongre, konferans, seminer,\ndisiplin, onur kurulu,\u003C\u002Fp>\n\n\u003Cp>genel kurul, temsilciler meclisi ve eğitim semineri gibi toplantılara\nkatılmaları için, genel\u003C\u002Fp>\n\n\u003Cp>olarak sendikanın bir hafta önceden, istisnai durumlarda iki gün önceden\nişverene yapacağı\u003C\u002Fp>\n\n\u003Cp>yazılı talep üzerine, işi aksatmamak kaydıyla her işyeri için\nsözleşmenin birinci yılında beş\u003C\u002Fp>\n\n\u003Cp>ikinci yılında ise on gün yıllık toplam ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>(2) Bu izinler her üye için ayrı ayrı olmayıp, tüm üyeler içindir.\nBir seferde işyeri işçi\u003C\u002Fp>\n\n\u003Cp>sayısının %5’inden fazla sayıda üyenin birden bu izni kullanması\nişverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak genel kurullar için bu %5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Cp>(3) Toplu iş sözleşmesi görüşmelerine katılacak olan temsilcilere\ngörüşme günlerinde\u003C\u002Fp>\n\n\u003Cp>ücretli izin verilir. Bu izinler yukarıda belirtilen izin sürelerinden\nmahsup edilmez.\u003C\u002Fp>\n\n\u003Cp>(4) Ayrıca yönetim kurulu üyelerine, yönetim kurulu toplantılarına\nkatılabilmeleri için\u003C\u002Fp>\n\n\u003Cp>bir hafta önceden yazılı olarak bildirmek suretiyle ayda bir gün\nücretli; denetim kurulu\u003C\u002Fp>\n\n\u003Cp>üyelerine, denetim kurulu toplantılarına katılabilmeleri için bir hafta\nönceden yazılı olarak\u003C\u002Fp>\n\n\u003Cp>bildirilmek suretiyle yılda üç gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>(5) Temsilcilere temsilcilik görevlerini yerine getirebilmeleri için\nherbirine haftada 3\u003C\u002Fp>\n\n\u003Cp>gün birer saat, baştemsilciye haftada 4 gün birer buçuk saat sendikal\nücretli izin verilir. Bu\u003C\u002Fp>\n\n\u003Cp>izinler Cumartesi, Pazar ve genel tatil günleri dışında kullanılır.\nİzinlerin işyerinde geçirilmesi\u003C\u002Fp>\n\n\u003Cp>asıldır, ancak sendikanın çağrısı üzerine, mağaza genel\nmüdürlüğünden izin alınarak çağrı\u003C\u002Fp>\n\n\u003Cp>yapılan yerde de geçirilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) Sendika temsilcileri sendikal izinlerini işyerinde sendika temsilcilik\nodasında\u003C\u002Fp>\n\n\u003Cp>geçirirler. Sendikal izinlerin belirlenmesinde işveren vekili ile birlikte\nkarar verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 – SENDİKA ZORUNLU ORGANLARINDA GÖREV ALANLARLA\u003C\u002Fh2>\n\n\u003Ch2>SENDİKA İŞYERİ TEMSİLCİLERİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>(1) İşyerinde çalışırken, sendika genel merkezi, sendika şubesi ve\nkonfederasyonlarda\u003C\u002Fp>\n\n\u003Cp>yönetim ve başkanlığında görev almaları nedeniyle işyerinden\nayrılan işçinin iş sözleşmesi\u003C\u002Fp>\n\n\u003Cp>askıda kalır. Yöneticiliğe seçilen dilerlerse, işten ayrıldığı\ntarihte iş sözleşmesini bildirim\u003C\u002Fp>\n\n\u003Cp>süresine uymaksızın veya sözleşme süresinin bitimini beklemeksizin\nfesheder ve kıdem\u003C\u002Fp>\n\n\u003Cp>tazminatına hak kazanır. Yönetici seçilenler, yöneticilik süresi\niçerisinde iş sözleşmesini\u003C\u002Fp>\n\n\u003Cp>feshederse kıdem tazminatı fesih tarihindeki emsal ücret üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>(2) İş sözleşmesi askıya alınan yönetici; sendikanın tüzel\nkişiliğinin sona ermesi, seçime\u003C\u002Fp>\n\n\u003Cp>girmemek, yeniden seçilmemek veya kendi isteği ile çekilmek suretiyle\ngörevinin sona ermesi\u003C\u002Fp>\n\n\u003Cp>halinde, sona erme tarihinden itibaren bir ay içinde ayrıldığı\nişyerinde işe başlatılmak üzere\u003C\u002Fp>\n\n\u003Cp>işverene başvurabilir. İşveren, talep tarihinden itibaren bir ay içinde\nbu kişileri o andaki\u003C\u002Fp>\n\n\u003Cp>şartlarla eski işlerine veya eski işlerine uygun bir diğer işe\nbaşlatmak zorundadır. Bu kişiler\u003C\u002Fp>\n\n\u003Cp>süresi içinde işe başlatılmadığı takdirde, iş sözleşmeleri\nişverence feshedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>(3) Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine\u003C\u002Fp>\n\n\u003Cp>ise başvuruları halinde işveren tarafından kıdem tazminatı ödenir.\nÖdenecek tazminatın\u003C\u002Fp>\n\n\u003Cp>hesabında, işyerinde çalışılmış süreler göz önünde bulundurulur\nve fesih anında emsalleri için\u003C\u002Fp>\n\n\u003Cp>geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>(4) İşveren, sendika temsilcileri ve sendika organlarında görev\nalanların sendikal\u003C\u002Fp>\n\n\u003Cp>görevleri gereği yaptıkları çalışmalardan ve sebebi açık ve\nkesinlikle belirlenemeyen\u003C\u002Fp>\n\n\u003Cp>gerekçelerle iş sözleşmelerini feshedemez. İşverenin bu hükme\nuymadığı durumlarda 6356\u003C\u002Fp>\n\n\u003Cp>sayılı Yasanın 24’üncü ve 25’inci maddesi hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>(5) İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisi ile\nişyerinde çalışan ve\u003C\u002Fp>\n\n\u003Cp>sendika organlarında görev alanların işyerlerini değiştiremez veya\nişlerinde esaslı tarzda\u003C\u002Fp>\n\n\u003Cp>değişiklik yapamaz. Aksi halde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15– SENDİKA ÜYELİĞİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>(1) İşveren, işyerine yeni işçi alımlarında, üye olduktan sonra\nüyelerin mesleki\u003C\u002Fp>\n\n\u003Cp>ilerlemesinde ve çalışma şartlarında ücret, ikramiye ve primlerinde\nherhangi bir ayırım yapamaz.\u003C\u002Fp>\n\n\u003Cp>(2) İşveren, işçinin sendikaya girme hakkını tanır ve girmelerine\nherhangi bir suretle\u003C\u002Fp>\n\n\u003Cp>engel olmaz. Üyeler farklı muameleye tabi tutulamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16 – SENDİKA AİDATLARI\u003C\u002Fh2>\n\n\u003Cp>(1) İşveren, sendikanın yazılı istemi üzerine üyelik ve dayanışma\naidatlarını işçilere\u003C\u002Fp>\n\n\u003Cp>yapacağı ücret ödemelerinden kesip, sendikanın yazılı olarak\ngöstereceği banka hesabına en\u003C\u002Fp>\n\n\u003Cp>geç on gün içinde yatırır. Gecikmelerde ilgili Yasa hükümleri\nuygulanır. Kimlerden ne miktar\u003C\u002Fp>\n\n\u003Cp>aidat kesildiğini bildiren liste Genel Merkeze yazılı ve elektronik\nortamda gönderilir. Bu\u003C\u002Fp>\n\n\u003Cp>listede, işçinin tam süreli veya kısmi süreli olduğu, işe giriş\ntarihi ile aylık çalışma süresi,\u003C\u002Fp>\n\n\u003Cp>unvanı, aylık ücreti ve aidat tutarı belirtilir. İşveren bu konuda\nyaptığı çalışma karşılığı\u003C\u002Fp>\n\n\u003Cp>giderlerini sendikadan isteyemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 – KURULLAR\u003C\u002Fh2>\n\n\u003Cp>A) İZİN KURULU\u003C\u002Fp>\n\n\u003Cp>1- İzin Kurulunun Oluşumu\u003C\u002Fp>\n\n\u003Cp>(1) İşyerlerinde işveren veya işveren vekilini temsilen iki, işçileri\ntemsilen, işyerinde\u003C\u002Fp>\n\n\u003Cp>görevli ve sendikaca işverene bildirilecek olan iki temsilci olmak üzere\ntoplam dört kişiden\u003C\u002Fp>\n\n\u003Cp>oluşan izin kurulu kurulur.\u003C\u002Fp>\n\n\u003Cp>(2) Kurula işveren temsilcilerinden biri başkanlık eder. Anlaşmazlık\ndurumlarında\u003C\u002Fp>\n\n\u003Cp>oylama yapılır. Bu oylamada oyların eşit olması halinde başkanın oyu\niki oy sayılır.\u003C\u002Fp>\n\n\u003Cp>(3) İzin kurulunda görev alacak kişiler işyerinde işveren tarafından\nilan edilir. Görev\u003C\u002Fp>\n\n\u003Cp>alacak kişilerin yokluğunda kurula katılacak yedek üyelerin isimleri de\nbu ilan da belirtilmelidir.\u003C\u002Fp>\n\n\u003Cp>2- İzin Kurulunun Görev ve Yetkileri\u003C\u002Fp>\n\n\u003Cp>(1) İzin kurulunun görev ve yetkileri şunlardır:\u003C\u002Fp>\n\n\u003Cp>a) Kurulun başkanı toplantının başlama tarihini, ne kadar süreceğini\nve hangi günlerde\u003C\u002Fp>\n\n\u003Cp>toplanacağına karar verir.\u003C\u002Fp>\n\n\u003Cp>b) İşçiler tarafından verilip işveren veya işveren vekili tarafından\nizin kuruluna iletilen\u003C\u002Fp>\n\n\u003Cp>izin isteklerine göre hazırlayacağı izin çizelgelerini işverenin\nonayına sunmak,\u003C\u002Fp>\n\n\u003Cp>c) İzin çizelgeleri hazırlanırken; işçilerin izin talepleri dikkate\nalınarak, işin aksamadan\u003C\u002Fp>\n\n\u003Cp>yürütülmesini ve işçi sayısını göz önünde bulundurarak\nhazırlamak,\u003C\u002Fp>\n\n\u003Cp>d) İşçilerin yıllık izin hakları ile ilgili dilek ve şikayetlerini\ninceleyerek sonucunu\u003C\u002Fp>\n\n\u003Cp>işverene ve ilgili işçiye bildirmek,\u003C\u002Fp>\n\n\u003Cp>(2) İzin kurulunun çalışmaları için gerekli yer, eleman, araç ve\ngereçler işveren\u003C\u002Fp>\n\n\u003Cp>tarafından sağlanır.\u003C\u002Fp>\n\n\u003Cp>3- İzin Kurulunun Toplantıları\u003C\u002Fp>\n\n\u003Cp>(1) İzin Kurulu kendisine yüklenen görevleri yerine getirmek üzere\nyıllık izin\u003C\u002Fp>\n\n\u003Cp>çizelgelerinin hazırlanması sırasında ve gerektikçe başkanın\nçağrısı ile iş saatleri içerisinde\u003C\u002Fp>\n\n\u003Cp>toplanır. Toplantılarda alınan kararlar ve yapılan işler izin kurulu\nkarar defterine yazılarak\u003C\u002Fp>\n\n\u003Cp>imzalanır.\u003C\u002Fp>\n\n\u003Cp>4- Yılık İzin Çizelgelerinin Hazırlanması ve İlanı\u003C\u002Fp>\n\n\u003Cp>(1) İzin kurulunca hazırlanıp ilan edilecek çizelgede işçinin;\u003C\u002Fp>\n\n\u003Cp>* Adı soyadı,\u003C\u002Fp>\n\n\u003Cp>* Sicil numarası,\u003C\u002Fp>\n\n\u003Cp>* İşe giriş tarihi,\u003C\u002Fp>\n\n\u003Cp>* Yıllık izne hak kazandığı tarih,\u003C\u002Fp>\n\n\u003Cp>* İşyerindeki çalışma süresi,\u003C\u002Fp>\n\n\u003Cp>* İzin günleri sayısı,\u003C\u002Fp>\n\n\u003Cp>* İznin başlama tarihi,\u003C\u002Fp>\n\n\u003Cp>* İznin sona ereceği tarih, belirtilir.\u003C\u002Fp>\n\n\u003Cp>B) DİSİPLİN KURULU\u003C\u002Fp>\n\n\u003Cp>1- Disiplin Kurulunun Oluşumu\u003C\u002Fp>\n\n\u003Cp>(1) Disiplin kurulu İş Kanunu madde 18’e göre işçinin yeterliliği,\nkusurlu davranışları\u003C\u002Fp>\n\n\u003Cp>ve madde 25\u002FII nedenleri ile işten çıkarmalar durumunda toplanır.\nİşveren bu durumu tespit\u003C\u002Fp>\n\n\u003Cp>etmesinden itibaren iki gün içerisinde kurulu toplantıya çağırır.\nDisiplin kurulu kararı\u003C\u002Fp>\n\n\u003Cp>olmadan İş Kanununun 18 ve 25\u002FII nedenleri ile fesih yapılamaz.\u003C\u002Fp>\n\n\u003Cp>(2) Ancak işveren geçerli nedenlerle yapılacak iş sözleşmesi\nfesihlerinde, ihtiyaç\u003C\u002Fp>\n\n\u003Cp>duyduğu durumlarda da kurulun görüşünü almak üzere kurulu\ntoplayabilir.\u003C\u002Fp>\n\n\u003Cp>(3) İşyerlerinde işveren veya işveren vekilini temsilen iki, sendikayı\ntemsilen ise\u003C\u002Fp>\n\n\u003Cp>işyerinin bağlı olduğu Sendika Şube Başkanı, Şube Sekreteri veya\nŞube Yönetim Kurulu\u003C\u002Fp>\n\n\u003Cp>üyesi iki kişi olmak üzere toplam dört kişiden oluşan disiplin kurulu\nkurulur. İşyerinin bağlı\u003C\u002Fp>\n\n\u003Cp>olduğu sendika şubesinin belirlediği, ilgili mağaza sendika temsilcisi,\ndisiplin kuruluna\u003C\u002Fp>\n\n\u003Cp>gözlemci olarak katılabilir.\u003C\u002Fp>\n\n\u003Cp>(4) Kurula işveren temsilcilerinden biri başkanlık eder. Anlaşmazlık\ndurumlarında\u003C\u002Fp>\n\n\u003Cp>oylama yapılır. Bu oylamada oyların eşit olması halinde başkanın oyu\niki oy sayılır.\u003C\u002Fp>\n\n\u003Cp>(5) Disiplin kurulunda görev alacak kişiler işyerinde işveren\ntarafından ilan edilir.\u003C\u002Fp>\n\n\u003Cp>Görev alacak kişilerin yokluğunda kurula katılacak yedek üyelerin\nisimleri de bu ilan da belirtilmelidir.\u003C\u002Fp>\n\n\u003Cp>(6) Sendikanın gösterdiği asıl ve yedek üyelerin toplantıya\nkatılmaması halinde kurul\u003C\u002Fp>\n\n\u003Cp>işverenin gösterdiği üyelerin iştirakiyle toplanır.\u003C\u002Fp>\n\n\u003Cp>2- Disiplin Kurulunun Görev ve Yetkileri\u003C\u002Fp>\n\n\u003Cp>(1) Disiplin kurulunun görev ve yetkileri şunlardır:\u003C\u002Fp>\n\n\u003Cp>a) Kurul karar verebilmek üzere her türlü delilleri toplar ve olayı\ntespit eden tarafları ve\u003C\u002Fp>\n\n\u003Cp>suç isnat edilen üyeyi dinleyerek savunmasını tekrar alabilir.\u003C\u002Fp>\n\n\u003Cp>b) Bu delilleri kurul üyeleri her zaman tetkik edebilir.\u003C\u002Fp>\n\n\u003Cp>c) Disiplin kurulu konuyu en fazla iki toplantıda ve dört iş günü\niçerisinde sonuçlandırır.\u003C\u002Fp>\n\n\u003Cp>(2) İş Kanunun 26’ncı maddesinde belirtilen altı iş günlük süre\nolay hakkındaki Disiplin\u003C\u002Fp>\n\n\u003Cp>Kurulu kararının alınmasından itibaren başlar.\u003C\u002Fp>\n\n\u003Cp>(3) Disiplin Kurulu kararınca işten çıkarılması uygun görülen\nüyeler için mutlaka\u003C\u002Fp>\n\n\u003Cp>işverenin onayı gerekmektedir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 – İŞE ALMA VE DENEME SÜRESİ\u003C\u002Fh2>\n\n\u003Cp>a) İşe Alma\u003C\u002Fp>\n\n\u003Cp>(1) İşveren işe almada varsa işyerinden son 6 ay içerisinde işletme\ngerekleri nedeni ile\u003C\u002Fp>\n\n\u003Cp>işten çıkarılmış olan işçilerden alınacak kadro için gereken\nnitelikleri taşıyanları tercihen işe\u003C\u002Fp>\n\n\u003Cp>çağırır ve çağrı adresi olarak işçinin çalışırken işverene\nbildirdiği en son adresi ve\u002Fveya\u003C\u002Fp>\n\n\u003Cp>iletişim numarasını kullanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>b) Deneme Süresi\u003C\u002Fp>\n\n\u003Cp>(1) Üyelerin deneme süresi dört ay olup; bu süre içerisinde taraflar,\niş sözleşmesini\u003C\u002Fp>\n\n\u003Cp>bildirimsiz ve tazminatsız feshedebilirler.\u003C\u002Fp>\n\n\u003Cp>(2) Deneme süresi sonunda iş sözleşmesi bozulmayan üyenin iş\nsözleşmesi devam eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 19 – ÇALIŞTIRMA VE NAKİLLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>1) İşçilerin iş sözleşmelerinde, unvanlarına göre belirtilen\nişlerinde çalıştırılmaları\u003C\u002Fp>\n\n\u003Cp>esastır. İşçiler işyeri içinde unvan veya niteliği benzer işlerde\nveya yerlerde geçici veya\u003C\u002Fp>\n\n\u003Cp>devamlı olarak görevlendirilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) Geçici görevlendirmeler, aralıklı veya devamlı olarak yılda üç\nayı geçemez.\u003C\u002Fp>\n\n\u003Cp>3) Görülen işin niteliğinde benzerlik olmak şartı ile üyelerin aynı\nişverene bağlı,\u003C\u002Fp>\n\n\u003Cp>büyükşehir belediyesi bulunan illerde büyükşehir belediye\nsınırları, diğer illerde belediye\u003C\u002Fp>\n\n\u003Cp>sınırları içindeki diğer mağazalara geçici veya daimi olarak\nnakledilmeleri mümkündür.\u003C\u002Fp>\n\n\u003Cp>İstanbul ilinde Avrupa ve Anadolu yakasındaki işyerleri arasında daimi\nnakillerde işçinin\u003C\u002Fp>\n\n\u003Cp>rızasının alınması zorunludur.\u003C\u002Fp>\n\n\u003Cp>(4) Tüm iş ve işyeri değişikliklerinde isteklilere öncelik tanınır\nve bu değişiklik hiçbir\u003C\u002Fp>\n\n\u003Cp>zaman ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>(5) Nakillerde mümkün olduğu nispette ikametgâh yakınlığı göz\nönünde\u003C\u002Fp>\n\n\u003Cp>bulundurulacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20 – HAFTALIK ÇALIŞMA SÜRESİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(1) Haftalık çalışma süresi; tam süreli iş sözleşmesi ile\nçalışan işçiler için en çok kırkbeş\u003C\u002Fp>\n\n\u003Cp>saattir. İşçiler için günlük çalışma süresi, kural olarak, bu\nsürenin haftanın çalışılan günlerine\u003C\u002Fp>\n\n\u003Cp>eşit olarak bölünmesi ile bulunur. Haftalık 45 saati aşan süreler\nfazla çalışma olarak sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) İş Kanunu çerçevesinde işveren kısmi süreli işçi\nçalıştırabilir. Kısmi süreli\u003C\u002Fp>\n\n\u003Cp>çalıştırılan işçinin haftalık çalışma süresi 30 saati\naşamaz.\u003C\u002Fp>\n\n\u003Cp>(3) Bu işçilerden öğrencilerin çalışma saatleri, işyerinin iş\ndurumuna ve öğrencilerin\u003C\u002Fp>\n\n\u003Cp>eğitim durumlarına göre düzenlenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 21 – GECE ÇALIŞMASI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>(1) İş hayatında gece saat 20.00’de başlayarak sabah 06.00’ya kadar\ngeçen ve her halde\u003C\u002Fp>\n\n\u003Cp>11 saat süren gün dönemi, gece süresidir. Günlük çalışmanın\nyarısından fazlası gece\u003C\u002Fp>\n\n\u003Cp>dönemine rastlayan çalışmalar; gece çalışması sayılır.\u003C\u002Fp>\n\n\u003Cp>(2) İşçilerin gece çalışmaları 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cp>(3) 23.00 – 06.00 saatleri içerisinde çalıştırılan, üyelere saat\nücretleri % 25 zamlı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>(4) Sadece gece çalıştırılmak üzere işe alınanlar ile görevi\ngereği gece çalışanlar bu\u003C\u002Fp>\n\n\u003Cp>hükümler dışındadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>(5) 18 yaşından küçükler, hamile ve emzikli işçiler ile engelli\nişçilere gece çalışması\u003C\u002Fp>\n\n\u003Cp>yaptırılamaz. Ancak engelli işçi fazla mesai yapmak istediğini yazılı\nşekilde bildirdiği\u003C\u002Fp>\n\n\u003Cp>takdirde talep işveren tarafından değerlendirilir ve engelli çalışana\ngece çalışması yaptırılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(6) İşveren, gece çalışmasına ya da envanter çalışmasına kalan\nüyeler için iş bitimi\u003C\u002Fp>\n\n\u003Cp>sonrası evlerine dönüş için ulaşım sağlar. Ulaşımın\nsağlanamadığı durumlarda üyenin ödemek\u003C\u002Fp>\n\n\u003Cp>zorunda kaldığı ve belgelediği vasıta ücretini öder.\u003C\u002Fp>\n\n\u003Cp>(7) Gece çalışması ya da envanter çalışmasına kalan işçinin bir\nsonraki çalışma saati\u003C\u002Fp>\n\n\u003Cp>başlangıcı öğleden önceye denk getirilmeyecek şekilde düzenlenir ve\nişçi en az 11 saat dinlendirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22 – VARDİYALAR HALİNDE ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cp>(1) Gece ve gündüz işletilen ve nöbetleşe işçi postaları kullanılan\nişlerde en fazla bir iş\u003C\u002Fp>\n\n\u003Cp>haftası gece çalıştırılan işçilerin ondan sonra gelen iş\nhaftasında gündüz çalıştırılmaları\u003C\u002Fp>\n\n\u003Cp>suretiyle postalar sıraya konulur. Ancak işveren, yasal\nyükümlülüklerini yerine getirmek\u003C\u002Fp>\n\n\u003Cp>kaydıyla 15’er günlük postalar halinde de gece çalışması\nyaptırabilir. İşveren nöbet\u003C\u002Fp>\n\n\u003Cp>çizelgelerini en az üç gün önceden işçilere duyurur.\u003C\u002Fp>\n\n\u003Cp>(2) İşçiye vardiya değişikliklerinde az 11 saat dinlenme süresi\nverilir. Ayrıca, işyeri\u003C\u002Fp>\n\n\u003Cp>sendika temsilcisi vardiyaların düzenlenmesinde toplu iş sözleşmesine\naykırılık tespit ederse\u003C\u002Fp>\n\n\u003Cp>yönetime bilgi verir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23 – ÇALIŞMA SÜRESİNDEN SAYILAN HALLER\u003C\u002Fh2>\n\n\u003Cp>(1) Aşağıda belirtilen süreler yıllık ücretli izin hakkının\nhesabında ve işyerindeki\u003C\u002Fp>\n\n\u003Cp>kıdemiyle kıdem tazminatı süresinden çalışılmış gibi kabul\nedilir:\u003C\u002Fp>\n\n\u003Cp>a) İşçilerin işveren tarafından işyerlerinden başka bir yerde\nçalıştırılmak üzere\u003C\u002Fp>\n\n\u003Cp>gönderilmeleri halinde yolda geçen süreler,\u003C\u002Fp>\n\n\u003Cp>b) İşçinin işinde veya işverenin her an denetimine hazır bir durumda\nbulunmakla\u003C\u002Fp>\n\n\u003Cp>beraber çalışmaksızın ve çıkacak işi bekleyerek boşta geçen\nsüreler,\u003C\u002Fp>\n\n\u003Cp>c) Kadın işçilerin bu sözleşmeye göre belirlenmiş doğumdan önce ve\ndoğumdan sonra\u003C\u002Fp>\n\n\u003Cp>çalıştırılmadıkları günler, (Doğum istirahatinin bitiminden sonra\nkullanılan ücretsiz izin\u003C\u002Fp>\n\n\u003Cp>süreleri; yıllık ücretli izin hesabında dikkate alınmaz.)\u003C\u002Fp>\n\n\u003Cp>d) Çocuk emziren kadın işçilerin çocuklarına süt vermeleri için\nbelirtilecek süreler,\u003C\u002Fp>\n\n\u003Cp>e) Sendikal izin süreleri,\u003C\u002Fp>\n\n\u003Cp>f) Mesai saatleri içerisindeki vizitede geçen süreler,\u003C\u002Fp>\n\n\u003Cp>g) İşveren tarafından zorunlu olarak, işyeri içinde veya işyerinden\nbaşka bir yerde\u003C\u002Fp>\n\n\u003Cp>düzenlenen, eğitim, kurs, seminer gibi toplantılarda veya işyeri\ntoplantılarında geçen süreler.\u003C\u002Fp>\n\n\u003Cp>h) İşe geliş gidişlerde geçen süreler, çalışma süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 –ASKERLİK VE KANUNDAN DOĞAN ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cp>(1) Muvazzaf askerlik hizmeti dışında, talim, manevra ve sivil savunma\neğitimlerine,\u003C\u002Fp>\n\n\u003Cp>ilgili makamlarca çağrılan üyelerin, bu görevlerde geçen sürelerin,\nişyerinde en az bir yıl\u003C\u002Fp>\n\n\u003Cp>çalışmış olmaları kaydıyla, doksan güne kadar olan kısmı için\nücretli izinli sayılırlar. Ancak,\u003C\u002Fp>\n\n\u003Cp>aynı süreler için, ilgili makamlarca işçiye ödenen ücret; işverene\ngeri ödenir. Ödenmemesi\u003C\u002Fp>\n\n\u003Cp>halinde; işveren bu doksan güne kadar olan süre için ödemiş olduğu\nücreti, müteakip aylarda\u003C\u002Fp>\n\n\u003Cp>yapacağı ücret ödemelerinden mahsup eder.\u003C\u002Fp>\n\n\u003Cp>(2) Muvazzaf askerlik görevini yapmak üzere işyerinden ayrılan üye\nhakkında; 4857\u003C\u002Fp>\n\n\u003Cp>sayılı Yasanın 31. maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25 – ANALIK HALİ VE EMZİRME İZNİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>(1) Analık halinde çalıştırma yasağı konusunda 4857 sayılı Yasanın\n74’üncü maddesi\u003C\u002Fp>\n\n\u003Cp>hükümleri ve ilgili yönetmelikler uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(2) Kadın çalışanlar, gebe olduklarının sağlık raporuyla tespitinden\nitibaren doğuma\u003C\u002Fp>\n\n\u003Cp>kadar geçen sürede gece çalışmaya zorlanamazlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>(3) Yeni doğum yapmış çalışanın doğumu izleyen bir yıl boyunca gece\nçalıştırılması\u003C\u002Fp>\n\n\u003Cp>yasaktır. Bu sürenin sonunda sağlık ve güvenlik açısından\nsakıncalı olduğunun sağlık raporu\u003C\u002Fp>\n\n\u003Cp>ile belirlendiği dönem boyunca gece çalıştırılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(4) Gebe veya emziren çalışan günde yedi buçuk saatten fazla\nçalıştırılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>(3) Kadın işçilere bir yaşından küçük çocuklarını emzirmeleri\niçin günde toplam iki saat\u003C\u002Fp>\n\n\u003Cp>süt izni verilir ve bu süre birleştirilerek kullanılamaz. Bu sürenin\nhangi saatler arasında ve\u003C\u002Fp>\n\n\u003Cp>kaça bölünerek kullanılacağını işçi kendisi belirler. Bu süre\ngünlük çalışma süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 26 – FAZLA ÇALIŞMA, HAFTA TATİLİ, ULUSAL VE DİNİ\u003C\u002Fh2>\n\n\u003Ch2>BAYRAM GÜNLERİ İLE GENEL TATİL GÜNLERİ ÇALIŞMALARI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>A) Fazla Çalışma\u003C\u002Fp>\n\n\u003Cp>(1) Fazla çalışma kanunda yazılı koşullar çerçevesinde, haftalık\nkırk beş saati aşan çalışmalardır.\u003C\u002Fp>\n\n\u003Cp>(2) Sağlık kuralları bakımından günde 7,5 saat ya da daha az\nçalışılması gereken işlerde\u003C\u002Fp>\n\n\u003Cp>fazla çalışma yaptırılamaz.\u003C\u002Fp>\n\n\u003Cp>(3) Kısmi süreli iş sözleşmesi ile çalışan işçilere fazla\nçalışma yaptırılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>(4) Fazla çalışmalarda saat ücreti, üyenin normal ücretinin % 50\nfazlasıdır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>B) Hafta Tatili Çalışması\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>(1) İş sözleşmelerinde haftalık çalışma saati 30 saat ve üzerinde\nolan bütün işçilere,\u003C\u002Fp>\n\n\u003Cp>haftalık çalışma süresini doldurduklarında haftada bir gün hafta\ntatili verilir. Altı gün çalışan\u003C\u002Fp>\n\n\u003Cp>işçilere yedinci günde hafta tatili kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Üyelere hafta tatili günlerinde çalışmazlarsa, bir iş\nkarşılığı olmaksızın o günün\u003C\u002Fp>\n\n\u003Cp>ücreti tam olarak, tatil yapmayarak çalışırlarsa ayrıca\nçalıştığı günün ücreti % 100 zamlı\u003C\u002Fp>\n\n\u003Cp>olarak ödenir (çalışmadan hak kazandığı yevmiye dahil toplam 3\nyevmiye).\u003C\u002Fp>\n\n\u003Cp>(3) Kısmi süreli iş sözleşmesi ile çalıştırılan üyelere verilecek\nolan normal haftalık izin\u003C\u002Fp>\n\n\u003Cp>ücreti; aralıklarla da olsa (bir haftalık zaman dilimindeki) haftalık\ntoplam çalışma süresinin\u003C\u002Fp>\n\n\u003Cp>altıya bölünmesi suretiyle hesaplanır. Bu hesaplamada; İş Kanunu’nun\n66’ncı maddeleri ile\u003C\u002Fp>\n\n\u003Cp>bu toplu iş sözleşmesi ile belirlenmiş süreler, çalışılmış gibi\nhesaplanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(4) Bu üyeler, Hafta Tatili Günlerinde çalıştırılmadıkları\ntakdirde, yukarıda açıklandığı\u003C\u002Fp>\n\n\u003Cp>şekilde kıstelyevm çalışmış kabul edilerek, çalıştırıldığı\ntakdirde tam süreli iş sözleşmesi ile\u003C\u002Fp>\n\n\u003Cp>çalışan üyelere uygulanan mesai sistemi kıstelyevm uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>C) Ulusal Bayram ve Genel Tatil Günü Çalışmaları\u003C\u002Fp>\n\n\u003Cp>a) Ulusal Bayram Günleri\u003C\u002Fp>\n\n\u003Cp>(1) Ulusal Bayram 29 Ekim Günüdür. 28 Ekim Günü saat 13.00’ten\nitibaren başlar ve 29\u003C\u002Fp>\n\n\u003Cp>Ekim Günü devam eder.\u003C\u002Fp>\n\n\u003Cp>b) Genel Tatil Günleri\u003C\u002Fp>\n\n\u003Cp>1) Resmi Bayram Günleri\u003C\u002Fp>\n\n\u003Cp>- 23 Nisan Günü Ulusal Egemenlik ve Çocuk Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>- 19 Mayıs Atatürk’ü Anma Gençlik ve Spor Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>- 30 Ağustos Zafer Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>2) Dini Bayram Günleri\u003C\u002Fp>\n\n\u003Cp>- Ramazan Bayramı Arife Günü saat 13:00’ten itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>- Kurban Bayramı Arife Günü saat 13:00’ten itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Cp>3) Yılbaşı Tatili\u003C\u002Fp>\n\n\u003Cp>- 1 Ocak Günü Yılbaşı Tatilidir.\u003C\u002Fp>\n\n\u003Cp>4) 1 Mayıs Emek ve Dayanışma Günü tatilidir\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D) Üyeler, Ulusal Bayram ve Genel tatil günü olarak kabul edilen\ngünlerde\u003C\u002Fp>\n\n\u003Cp>çalışmazlarsa, bir iş karşılığı olmaksızın o günün ücreti tam\nolarak, tatil yapmayarak\u003C\u002Fp>\n\n\u003Cp>çalışırlarsa ayrıca çalıştığı günün ücreti % 100 zamlı olarak\nödenir (çalışmadan hak kazandığı\u003C\u002Fp>\n\n\u003Cp>yevmiye dahil toplam 3 yevmiye). Üyenin haftalık tatili ile Ulusal ve\ngenel tatil günü olarak\u003C\u002Fp>\n\n\u003Cp>kabul edilen günlerle aynı güne denk gelirse, bir iş karşılığı\nolmaksızın o günün ücreti tam\u003C\u002Fp>\n\n\u003Cp>olarak, tatil yapmayarak çalışırlarsa ayrıca çalıştığı günün\nücreti % 100 zamlı olarak ödenir\u003C\u002Fp>\n\n\u003Cp>(çalışmadan hak kazandığı yevmiye dahil toplam 3 yevmiye).\u003C\u002Fp>\n\n\u003Cp>E) Yılbaşı, Ulusal ve genel tatil günlerinde, haftada 6 gün 30 saat\nkısmi süreli iş\u003C\u002Fp>\n\n\u003Cp>sözleşmesi ile çalışan üyelere çalıştırılmadıkları takdirde,\nkıstelyevm çalışmış kabul edilerek;\u003C\u002Fp>\n\n\u003Cp>çalıştırıldığı takdirde tam süreli iş sözleşmesi ile çalışan\nüyelere uygulanan mesai sistemi\u003C\u002Fp>\n\n\u003Cp>kıstelyevm uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27 – YILLIK ÜCRETLİ İZİN\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(1) İşyerinde bir yılını dolduran üyeye aşağıda belirtildiği\nşekilde yıllık ücretli izin\u003C\u002Fp>\n\n\u003Cp>verilir. Cumartesi günü yıllık ücretli izin hesabında işgünü\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a) 1 yıldan 5 yıla kadar (5 yıl dahil) hizmet süresi olanlara .......20\ngün,\u003C\u002Fp>\n\n\u003Cp>b) 5 yıldan 10 yıla kadar (10 yıl dahil) hizmet süresi olanlara ....21\ngün,\u003C\u002Fp>\n\n\u003Cp>c) 10 yıldan 15 yıla kadar (15 yıl dahil) hizmet süresi olanlara.... 23\ngün,\u003C\u002Fp>\n\n\u003Cp>d) 15 yıldan fazla hizmet süresi olanlara\n.......................................26 gün\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>(2) 01.06.2016 tarihinden sonra işe giren üyelere aşağıda belirtildiği\nşekilde yıllık ücretli\u003C\u002Fp>\n\n\u003Cp>izin verilir. Cumartesi günü yıllık ücretli izin hesabında işgünü\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a) Bir yıldan iki yıla kadar olanlara (2.yıl dahil) yılda 14\nişgünü,\u003C\u002Fp>\n\n\u003Cp>b) Üçüncü yılda 16 işgünü,\u003C\u002Fp>\n\n\u003Cp>c) Dördüncü yılda 18 işgünü,\u003C\u002Fp>\n\n\u003Cp>d) Beşinci yılda 20 işgünü,\u003C\u002Fp>\n\n\u003Cp>e) Beş yıldan fazla ve on beş yıldan az olanlara yılda 21 işgünü,\u003C\u002Fp>\n\n\u003Cp>f) Onbeş yıl (dahil) ve daha fazla olanlara yılda 26 işgünü,\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>(3) Diğer konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) Yıllık ücretli izin, işveren tarafından bölünemez. Bu iznin\nyukarıda belirtilen süreler\u003C\u002Fp>\n\n\u003Cp>içinde işveren tarafından sürekli bir şekilde verilmesi zorunludur.\nAncak bu süreler, tarafların\u003C\u002Fp>\n\n\u003Cp>anlaşması ile bir bölümü on günden aşağı olmamak üzere bölümler\nhâlinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>(5) Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nUlusal Bayram, hafta\u003C\u002Fp>\n\n\u003Cp>tatili ve genel tatil günleri izin süresinden sayılmaz. İşveren,\nişyerinde çalışan işçilerin yıllık\u003C\u002Fp>\n\n\u003Cp>ücretli izinlerini gösterir izin kayıt belgesi tutmak zorundadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28 – SOSYAL İZİNLER\u003C\u002Fh2>\n\n\u003Cp>(1) Üyelere, sosyal vakaların vukuu neticesinde işverene veya işveren\nvekiline yapacağı\u003C\u002Fp>\n\n\u003Cp>talep üzerine aşağıda belirtilen izinler verilir. İzinlerin, olayın\nvukuunda kullanılması esastır.\u003C\u002Fp>\n\n\u003Cp>İznini kullanan üyenin, kullandığı izin ile ilgili olayı belgelemesi\nşarttır. Belgelenmeyen\u003C\u002Fp>\n\n\u003Cp>olaylarda üye mazeretsiz olarak işe gelmemiş sayılır.\u003C\u002Fp>\n\n\u003Cp>a) Eğitim gören üyenin bir hafta önceden işverene bildirmesi ve sınav\nsayısını\u003C\u002Fp>\n\n\u003Cp>belgelemesi şartıyla, imtihanlarına girebilmesi için, bir sınav için\n(açık öğretim sınavlarında\u003C\u002Fp>\n\n\u003Cp>bir oturum için) yarım gün, iki sınav için (açık öğretim\nsınavlarında aynı gün yapılan iki\u003C\u002Fp>\n\n\u003Cp>oturum için) tam gün,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>b) Üyenin evlenmesi halinde üç işgünü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c) Üyenin eş ve çocukları ile üyenin ve eşinin ana, baba ve\nkardeşinin ölümü halinde\u003C\u002Fp>\n\n\u003Cp>dört işgünü ücretli izin verilir. Yukarıda sayılan yakınlarının\nmağazanın bulunduğu il merkezi\u003C\u002Fp>\n\n\u003Cp>dışında bulunması halinde üyeye yolun uzaklığına göre en fazla iki\ngüne kadar ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>d) Üyenin eşinin doğum yapması halinde beş işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) Üyenin evlat edinmesi halinde üç işgünü,\u003C\u002Fp>\n\n\u003Cp>f) Üyelerin en az yüzde yetmiş oranında engel veya süreğen\nhastalığı olan çocuğunun\u003C\u002Fp>\n\n\u003Cp>tedavisinde hastalık raporuna dayalı olarak ve çalışan ebeveynden\nsadece biri tarafından\u003C\u002Fp>\n\n\u003Cp>kullanılması kaydıyla, bir yıl içinde toptan ve bölümler halinde 10\nişgünü,\u003C\u002Fp>\n\n\u003Cp>g) Üyenin çocuğunu evlendirmesi, sünnet ettirmesi halinde bir\nişgünü,\u003C\u002Fp>\n\n\u003Cp>h) Üyenin ikamet ettiği gayrimenkulde yangın, sel, deprem ve diğer\ndoğal afetlere\u003C\u002Fp>\n\n\u003Cp>uğraması halinde hasarın derecesine göre ücretli mazeret izni\nverilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 – ARA DİNLENMESİ\u003C\u002Fh2>\n\n\u003Cp>(1) İşveren, günlük çalışma süresinin ortalama bir zamanında olmak\nüzere yarım saat\u003C\u002Fp>\n\n\u003Cp>ayrıca üyelere çalışma saatleri içerisinde günde iki kez on beş\ndakika (PDKS Kartı basıldıktan\u003C\u002Fp>\n\n\u003Cp>sonra) olmak üzere toplam bir saat ara dinlenmesi vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>(2) Ara dinlenmeleri işçiye yararlı olacak ve iş güvenliğini\nsağlayacak biçimde,\u003C\u002Fp>\n\n\u003Cp>işyerlerindeki işveren temsilcileri ile sendika temsilcilerinden alınacak\nöneri ile işyerlerinin ve\u003C\u002Fp>\n\n\u003Cp>işin gereğine göre saptanır.\u003C\u002Fp>\n\n\u003Cp>(3) Bu dinlenmelerde, işçilerin çay ihtiyacı işveren tarafından\nkarşılanacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30 – ÜCRETSİZ MAZERET İZNİ\u003C\u002Fh2>\n\n\u003Cp>(1) Ücretsiz izin talebinde bulunan her üyeye yasal izin hakları\ndışında bir hafta önceden\u003C\u002Fp>\n\n\u003Cp>(acil durumlar hariç) işverenin onayı ile ve işi aksatmamak kaydıyla\nyılda toplam beş\u003C\u002Fp>\n\n\u003Cp>işgününe kadar ücretsiz mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>(2) Üyelere, eş, ana, baba veya çocuğunun hastanede refakat gerektiren\nbakım ve ağır\u003C\u002Fp>\n\n\u003Cp>hastalığı halinde hastane raporu ile belgelemek kaydıyla iki aya kadar\nücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31 – TUTUKLULUK VE MAHKÛMİYET\u003C\u002Fh2>\n\n\u003Cp>(1) Göz altına alınan üyeler Ceza mevzuatına göre belirlenen\nsürelerce ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>(2) Tutuklanan üyeler üç ay süreyle ücretsiz izinli sayılırlar; bu\nsüre sonunda iş\u003C\u002Fp>\n\n\u003Cp>sözleşmeleri işveren tarafından üye 4857 sayılı İş Kanununun\n25’inci maddesinin IV. bendi\u003C\u002Fp>\n\n\u003Cp>uyarınca feshedilir.\u003C\u002Fp>\n\n\u003Cp>(3) Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>- Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>- Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>- Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>- Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\naltı ay içinde\u003C\u002Fp>\n\n\u003Cp>son bulması ve işçinin işe dönmeyi talep etmesi halinde aynı mağazada\neski işleri veya\u003C\u002Fp>\n\n\u003Cp>benzeri işlerde uygun kadro var ise işe alınır.\u003C\u002Fp>\n\n\u003Cp>(4) Bu madde uyarınca ücretsiz izinli sayılan süreler, kıdem tazminatı\nile yıllık ücretli\u003C\u002Fp>\n\n\u003Cp>izin hakkının hesabında kıdemden sayılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32 – BİLDİRİM SÜRELERİ\u003C\u002Fh2>\n\n\u003Cp>(1) Üyelerin, iş sözleşmelerinin işçi veya işveren tarafından\nbildirimli olarak\u003C\u002Fp>\n\n\u003Cp>feshedilmesi durumunda yasal olan bildirim süreleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>(2) Üye, bildirim süreleri içerisinde işveren tarafından\nçalıştırıldığı takdirde, bildirim\u003C\u002Fp>\n\n\u003Cp>süreleri içerisinde tüm haklardan yararlanır.\u003C\u002Fp>\n\n\u003Cp>(3) Bildirim süreleri içinde işveren, işçiye yeni bir iş bulması\niçin gerekli olan iş arama\u003C\u002Fp>\n\n\u003Cp>iznini iş saatleri içinde ve ücret kesintisi yapmadan vermeye mecburdur.\nİş arama izninin\u003C\u002Fp>\n\n\u003Cp>süresi günde 2 saatten az olamaz ve işçi isterse iş arama izin\nsaatlerini birleştirerek toplu\u003C\u002Fp>\n\n\u003Cp>olarak kullanabilir. Bu iznin kullandırılmasında 4857 sayılı Kanunun\n27’inci maddesi\u003C\u002Fp>\n\n\u003Cp>hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 – KIDEM TAZMİNATI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(1) İşçinin iş sözleşmesinin kıdem tazminatına hak kazanacak\nşekilde sona erdiği\u003C\u002Fp>\n\n\u003Cp>durumlarda; işçiye her hizmet yılı için otuz günlük giydirilmiş\nücreti tutarında kıdem\u003C\u002Fp>\n\n\u003Cp>tazminatı ödenir. Üyenin ölümü halinde bu ödeme her yıl için kırk\ngün üzerinden hesaplanır.\u003C\u002Fp>\n\n\u003Cp>Yıldan artan süreler için de bu oranlar üzerinden ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 34 – GEÇİCİ İŞGÖREMEZLİK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(1) İşveren, işçinin hastalık sebebiyle işgöremezliği halinde,\nSosyal Güvenlik\u003C\u002Fp>\n\n\u003Cp>Kurumu’nun sigortalı adına hizmet satın aldığı sağlık\ntesislerinden istirahat almaları\u003C\u002Fp>\n\n\u003Cp>koşuluyla istirahatin ilk iki günü için ücretini tam öder.\nİstirahatin iki günü aşan kısmı için\u003C\u002Fp>\n\n\u003Cp>işveren ücret ödemekle yükümlü değildir. İşçi istirahatine ait\nbilgiyi aynı gün içerisinde ilgili\u003C\u002Fp>\n\n\u003Cp>yöneticisine bildirmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>(2) İş kazası, meslek hastalığı ile ağır hastalık (verem, kanser\nvb.) hallerinde işçinin\u003C\u002Fp>\n\n\u003Cp>istirahatli olduğu döneme ilişkin ücreti tam olarak ödenir. İşçinin\nbelirtilen nedenlerle raporlu\u003C\u002Fp>\n\n\u003Cp>olduğu dönemlerde iş sözleşmesi kanunun öngördüğü süre\niçerisinde feshedilemez.\u003C\u002Fp>\n\n\u003Cp>(3) İşyerinde oluşan, acil vakalarda işçilerin en yakın Sosyal\nGüvenlik Kurumunun\u003C\u002Fp>\n\n\u003Cp>sigortalı adına hizmet satın aldığı sağlık tesislerine\ntaşınmasını sağlamak için yapılan yol\u003C\u002Fp>\n\n\u003Cp>giderleri işveren tarafından ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 35 – ÜCRETİN TANIMI\u003C\u002Fh2>\n\n\u003Cp>(1) Ücret, işçilerin yaptıkları bir iş karşılığında işveren\ntarafından sağlanan ve nakden\u003C\u002Fp>\n\n\u003Cp>ödenen meblağı kapsar. Üyelerin ücretleri en geç izleyen ayın ilk\nbeş günü içerisinde ödenir.\u003C\u002Fp>\n\n\u003Cp>(2) İşveren yaptığı her ödeme için, 4857 sayılı Yasanın 37’nci\nmaddesi uyarınca, işçiye\u003C\u002Fp>\n\n\u003Cp>ücret hesabını gösterir, imzalı veya işyerinin özel işaretini\ntaşıyan bir pusula vermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>(3) Bu pusulada ödemenin günü ve ilişkin olduğu dönem ile fazla\nçalışma, hafta tatili,\u003C\u002Fp>\n\n\u003Cp>bayram ve genel tatil ücretleri gibi asıl ücrete yapılan her çeşit\neklemeler tutarının ve vergi,\u003C\u002Fp>\n\n\u003Cp>sigorta primi, avans mahsubu, nafaka ve icra gibi her çeşit kesintilerin\nayrı ayrı gösterilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>(4) İşçilerin ücretlerinin dörtte birinden fazlası haczedilemez ya da\nmahkeme kararı\u003C\u002Fp>\n\n\u003Cp>olmadıkça işçinin ücretinden herhangi bir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>(5) İşçiler ücret hesap pusulalarına IK Online Sistem üzerinden\nulaşabilir. İşçilerin, her ay\u003C\u002Fp>\n\n\u003Cp>ücret pusulasına IK Online Sistem üzerinden ulaşabildiklerine dair\ndüzenlenen listeyi\u003C\u002Fp>\n\n\u003Cp>imzalama yükümlülüğü bulunmaktadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 – ÜCRET ZAMMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>1) BİRİNCİ YIL ÜCRET ZAMMI (01.03.2016–28.02.2017)\u003C\u002Fp>\n\n\u003Cp>(1) 01.03.2016 tarihinde işyerinde çalışan üyelerin, 31.12.2015 tarihi\nitibariyle aldıkları\u003C\u002Fp>\n\n\u003Cp>brüt çıplak ücretlerine 01.03.2016 tarihinden geçerli olmak üzere %5\noranında zam\u003C\u002Fp>\n\n\u003Cp>uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>(2) Bu uygulamalar sonucu oluşan yarım kuruş ve üzeri küsuratlar bir\nkuruşa\u003C\u002Fp>\n\n\u003Cp>tamamlanacak, yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>2) İKİNCİ YIL ÜCRET ZAMMI (01.03.2017- 28.02.2018)\u003C\u002Fp>\n\n\u003Cp>(1) 01.03.2017 tarihinde işyerinde çalışan üyelerin, 28.02.2017 tarihi\nitibariyle aldıkları\u003C\u002Fp>\n\n\u003Cp>brüt çıplak ücretlerine 01.03.2017 tarihinden geçerli olmak üzere\nTürkiye İstatistik\u003C\u002Fp>\n\n\u003Cp>Kurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli\nŞubat 2017 İndeks\u003C\u002Fp>\n\n\u003Cp>sayısının, Şubat 2016 İndeks sayısına göre değişim oranında\noranda zam uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>(2) Bu uygulamalar sonucu oluşan yarım kuruş ve üzeri küsuratlar bir\nkuruşa\u003C\u002Fp>\n\n\u003Cp>tamamlanacak, yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>3) ÜÇÜNCÜ YIL ÜCRET ZAMMI (01.03.2018-28.02.2019)\u003C\u002Fp>\n\n\u003Cp>(1) 01.03.2018 tarihinde işyerinde çalışan üyelerin, 28.02.2018 tarihi\nitibariyle aldıkları\u003C\u002Fp>\n\n\u003Cp>brüt çıplak ücretlerine 01.03.2018 tarihinden geçerli olmak üzere\nTürkiye İstatistik\u003C\u002Fp>\n\n\u003Cp>Kurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli\nŞubat 2018 İndeks\u003C\u002Fp>\n\n\u003Cp>sayısının, Şubat 2017 İndeks sayısına göre değişim oranında zam\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>(2) Bu uygulamalar sonucu oluşan yarım kuruş ve üzeri küsuratlar bir\nkuruşa\u003C\u002Fp>\n\n\u003Cp>tamamlanacak, yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 37 – EK ÖDEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>1) Sendika üyesi işçilere sözleşmenin birinci yılında her ay\nücretleri ile birlikte brüt\u003C\u002Fp>\n\n\u003Cp>210,00 TL ek ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>2) Bu tutar, sözleşmenin ikinci ve üçüncü yıllarında ücret zammı\noranında ve ücretin\u003C\u002Fp>\n\n\u003Cp>zamlandığı tarih itibariyle artırılarak uygulanır. Bu uygulama sonucu\noluşan yarım kuruş ve\u003C\u002Fp>\n\n\u003Cp>üzeri küsuratlar bir kuruşa tamamlanır, yarım kuruşun altındaki\ndeğerler dikkate alınmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 38 – İŞ SEYAHATİNDE MASRAF BEYANI\u003C\u002Fh2>\n\n\u003Cp>(1) Üyelerin, çalıştığı il dışında geçici olarak\ngörevlendirilmeleri halinde yol ve\u003C\u002Fp>\n\n\u003Cp>konaklama ücretleri işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>(2) Üyelere, iş seyahatlerinde yapacakları yemek harcamaları için\nbelgelenmesi\u003C\u002Fp>\n\n\u003Cp>kaydıyla, üyenin yöneticisinin kontrol ve onayı ile yurtiçi\nseyahatlerinde 60,00 TL’ye kadar,\u003C\u002Fp>\n\n\u003Cp>yurtdışı seyahatleri için 45,00 Euro’ya kadar ödeme yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39 – YEMEK YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>(1) İşveren, işçilere çalıştıkları her gün için doyurucu,\nkaliteli yemek vermeyi kabul\u003C\u002Fp>\n\n\u003Cp>eder. Ancak yemek sağlanmaması durumunda çalışılan her gün için\nGelir Vergisi\u003C\u002Fp>\n\n\u003Cp>Kanunu’nun 23’üncü maddesinin 8 numaralı bendinde yer alan istisna\ntutarında yemek çeki\u003C\u002Fp>\n\n\u003Cp>veya kartı verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Kıdem tazminatı hesabında üyelerin yemek parası; 14,80\nTL\u002Fgün’dür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 – İŞE GELİŞ – GİDİŞLERİN SAĞLANMASI\u003C\u002Fh2>\n\n\u003Cp>(1) İşverence İstanbul’da uygulanan mavi kart aylık dolum bedeli tüm\nillerde çalışan\u003C\u002Fp>\n\n\u003Cp>işçilere her ay net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>(2) Mutad ulaşım sağlanamayan mağazalara işverence servis\nsağlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41 – TAHSİL YARDIMI\u003C\u002Fh2>\n\n\u003Cp>(1) İşveren, öğrenim yapan çocuğu bulunan üyelere belgelenmek\nkaydıyla yılda bir defa\u003C\u002Fp>\n\n\u003Cp>ve Eylül ayı içerisinde ödenmek üzere sözleşmenin birinci yılında\naşağıda gösterildiği şekilde\u003C\u002Fp>\n\n\u003Cp>tahsil yardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>a) Üyenin okul öncesi öğrenim (anaokulu) ve ilköğretim, lise ve dengi\nokullara giden\u003C\u002Fp>\n\n\u003Cp>her çocuğu için brüt 200,00 TL\u002FYıl,\u003C\u002Fp>\n\n\u003Cp>b) Üyenin yükseköğrenime giden her çocuğu için brüt 250,00\nTL\u002FYıl.\u003C\u002Fp>\n\n\u003Cp>(2) Bu tutarlar, sözleşmenin ikinci ve üçüncü yıllarında ücret\nzammı oranında ve ücretin\u003C\u002Fp>\n\n\u003Cp>zamlandığı tarih itibariyle artırılarak uygulanır. Bu uygulama sonucu\noluşan yarım kuruş ve\u003C\u002Fp>\n\n\u003Cp>üzeri küsuratlar bir kuruşa tamamlanır, yarım kuruşun altındaki\ndeğerler dikkate alınmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 42 – EVLENME YARDIMI\u003C\u002Fh2>\n\n\u003Cp>(1) Evlendiğini belgeleyen üyeye, bir defaya mahsus olmak üzere bir\nçeyrek\u003C\u002Fp>\n\n\u003Cp>altın yardım yapmayı işveren kabul eder. Aynı işyerinde çalışan\nüyelerin evlenmesi halinde,\u003C\u002Fp>\n\n\u003Cp>bu yardım ikisine de ayrı ayrı verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43 – DOĞUM VE ÖLÜM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>(1)İşveren, üyenin kendisinin veya eşinin doğum yapması halinde\nsözleşmenin birinci\u003C\u002Fp>\n\n\u003Cp>yılında brüt 350,00 TL doğum yardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(2)İşveren, üyenin ana, baba, eş ve çocuklarının ölümü halinde\nsözleşmenin birinci\u003C\u002Fp>\n\n\u003Cp>yılında brüt 500,00 TL ölüm yardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>(3)İşveren, üyenin normal ölümü halinde sözleşmenin birinci\nyılında brüt 2.000,00 TL\u003C\u002Fp>\n\n\u003Cp>ölüm yardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>(4)İşveren, üyenin iş kazası ve meslek hastalığı sonucu ölümü\nhalinde, yasal hakları\u003C\u002Fp>\n\n\u003Cp>dışında sözleşmenin birinci yılında brüt 5.000,00 TL ölüm\nyardımını ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>(5) (a) ve (b) maddesinde belirtilen doğum ve ölüm yardımları, aynı\nişyerinde çalışan eş\u003C\u002Fp>\n\n\u003Cp>ve kardeş üyelerden birine verilir.\u003C\u002Fp>\n\n\u003Cp>(6)Bu tutarlar, sözleşmenin ikinci ve üçüncü yıllarında ücret\nzammı oranında ve ücretin\u003C\u002Fp>\n\n\u003Cp>zamlandığı tarih itibariyle artırılarak uygulanır. Bu uygulama sonucu\noluşan yarım kuruş ve\u003C\u002Fp>\n\n\u003Cp>üzeri küsuratlar bir kuruşa tamamlanır, yarım kuruşun altındaki\ndeğerler dikkate alınmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 44 – BAYRAM YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>(1) İşverence, üyelere her yıl Ramazan Bayramında brüt150,00 TL,\nKurban Bayramında\u003C\u002Fp>\n\n\u003Cp>brüt 200,00 TL tutarında bayram yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>(2) Bu tutarlar, sözleşmenin ikinci ve üçüncü yıllarında ücret\nzammı oranında ve ücretin\u003C\u002Fp>\n\n\u003Cp>zamlandığı tarih itibariyle artırılarak uygulanır. Bu uygulama sonucu\noluşan yarım kuruş ve\u003C\u002Fp>\n\n\u003Cp>üzeri küsuratlar bir kuruşa tamamlanır, yarım kuruşun altındaki\ndeğerler dikkate alınmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 45 –PERSONELE SATIŞ\u003C\u002Fh2>\n\n\u003Cp>Personele satışlarda; şirketteki tüm çalışanlara uluslararası olarak\nbelirlenmiş şartlarda\u003C\u002Fp>\n\n\u003Cp>indirim uygulanmaktadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 46 – İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetypolicy\">\u003Cp>A) İşverenin Genel Yükümlülüğü\u003C\u002Fp>\n\n\u003Cp>(1) İşveren, çalışanların işle ilgili sağlık ve güvenliğini\nsağlamakla yükümlü olup bu çerçevede;\u003C\u002Fp>\n\n\u003Cp>a) Mesleki risklerin önlenmesi, eğitim ve bilgi verilmesi dahil her\ntürlü tedbirin\u003C\u002Fp>\n\n\u003Cp>alınması, organizasyonun yapılması, gerekli araç ve gereçlerin\nsağlanması, sağlık ve güvenlik\u003C\u002Fp>\n\n\u003Cp>önlemlerinin değişen koşullara uygun hale getirilmesi ve mevcut durumun\niyileştirilmesi için çalışmalar yapar.\u003C\u002Fp>\n\n\u003Cp>b) İşyerinde alınan iş sağlığı ve güvenliği önlemlerine uyulup\nuyulmadığını izler,\u003C\u002Fp>\n\n\u003Cp>denetler ve uygunsuzlukların giderilmesini sağlar.\u003C\u002Fp>\n\n\u003Cp>c) Risk değerlendirmesi yapar veya yaptırır.\u003C\u002Fp>\n\n\u003Cp>d) Çalışana görev verirken, çalışanın sağlık ve güvenlik\nyönünden işe uygunluğunu göz önüne alır.\u003C\u002Fp>\n\n\u003Cp>e) Yeterli bilgi ve talimat verilenler dışındaki çalışanların hayati\nve özel tehlike bulunan\u003C\u002Fp>\n\n\u003Cp>yerlere girmemesi için gerekli önlemleri alır.\u003C\u002Fp>\n\n\u003Cp>(2) İşyeri dışındaki uzman kişi ve kuruluşlardan hizmet alınması,\nişverenin\u003C\u002Fp>\n\n\u003Cp>sorumluluklarını ortadan kaldırmaz.\u003C\u002Fp>\n\n\u003Cp>(3) Çalışanların iş sağlığı ve güvenliği alanındaki\nyükümlülükleri, işverenin\u003C\u002Fp>\n\n\u003Cp>sorumluluklarını etkilemez.\u003C\u002Fp>\n\n\u003Cp>(4) İşveren, iş sağlığı ve güvenliği tedbirlerinin maliyetini\nçalışanlara yansıtamaz.\u003C\u002Fp>\n\n\u003Cp>(5) Ayrıca işveren, iş sağlığı ve güvenliği mevzuatıyla ilgili\ngerekli tüm koşulları\u003C\u002Fp>\n\n\u003Cp>eksiksiz olarak yerine getirir.\u003C\u002Fp>\n\n\u003Cp>B) İşçilerin Yükümlülükleri\u003C\u002Fp>\n\n\u003Cp>(1) İşçiler, iş sağlığı ve güvenliği ile ilgili aldıkları\neğitim ve işverenin bu konudaki\u003C\u002Fp>\n\n\u003Cp>talimatları doğrultusunda, kendilerinin ve hareketlerinden veya\nyaptıkları işten etkilenen diğer\u003C\u002Fp>\n\n\u003Cp>işçilerin sağlık ve güvenliklerini tehlikeye düşürmemekle\nyükümlüdür.\u003C\u002Fp>\n\n\u003Cp>(2)İşçilerin, işveren tarafından verilen eğitim ve talimatlar\ndoğrultusunda\u003C\u002Fp>\n\n\u003Cp>yükümlülükleri şunlardır:\u003C\u002Fp>\n\n\u003Cp>a) İşyerindeki makine, cihaz, araç, gereç, tehlikeli madde, taşıma\nekipmanı ve diğer\u003C\u002Fp>\n\n\u003Cp>üretim araçlarını kurallara uygun şekilde kullanmak, bunların\ngüvenlik donanımlarını doğru\u003C\u002Fp>\n\n\u003Cp>olarak kullanmak, keyfi olarak çıkarmamak ve değiştirmemek.\u003C\u002Fp>\n\n\u003Cp>b) Kendilerine sağlanan kişisel koruyucu donanımı doğru kullanmak ve\nkorumak.\u003C\u002Fp>\n\n\u003Cp>c) İşyerindeki makine, cihaz, araç, gereç, tesis ve binalarda sağlık\nve güvenlik yönünden\u003C\u002Fp>\n\n\u003Cp>ciddi ve yakın bir tehlike ile karşılaştıklarında ve koruma\ntedbirlerinde bir eksiklik\u003C\u002Fp>\n\n\u003Cp>gördüklerinde, işverene veya çalışan temsilcisine derhal haber\nvermek.\u003C\u002Fp>\n\n\u003Cp>ç) Teftişe yetkili makam tarafından işyerinde tespit edilen noksanlık\nve mevzuata\u003C\u002Fp>\n\n\u003Cp>aykırılıkların giderilmesi konusunda, işveren ve çalışan temsilcisi\nile iş birliği yapmak.\u003C\u002Fp>\n\n\u003Cp>d) Kendi görev alanında, iş sağlığı ve güvenliğinin sağlanması\niçin işveren ve çalışan\u003C\u002Fp>\n\n\u003Cp>temsilcisi ile iş birliği yapmak.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 47 - İŞ ELBİSESİ VE İŞ AYAKKABISI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(1) İşveren işin niteliğine göre mevzuat hükümlerince zorunlu\nkılınan iş giysilerini\u003C\u002Fp>\n\n\u003Cp>kadro ve unvanlarına bakılmaksızın yaptığı iş göz önünde\ntutularak Haziran ayı içerisinde\u003C\u002Fp>\n\n\u003Cp>yazlık Kasım ayı içerisinde kışlık iş elbiselerini işçilere\neksiksiz vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>(2) İşveren üyelere, yazlık kaliteli pamuklu kısa kollu üç t-shirt,\nkışlık kaliteli\u003C\u002Fp>\n\n\u003Cp>pamuklu uzun kollu üç t-shirt ile birlikte polar iş elbisesi verir.\u003C\u002Fp>\n\n\u003Cp>Depoda çalışan üyelere ise yazlık kaliteli pamuklu kısa kollu üç\nt-shirt ve kargo\u003C\u002Fp>\n\n\u003Cp>pantolon, kışlık kaliteli pamuklu uzun kollu üç t-shirt ve kargo\npantolon ile birlikte\u003C\u002Fp>\n\n\u003Cp>mont ayrıca yine depoda çalışan üyelere yılda bir kez, çelik tabanlı\nayakkabı verir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 48 – SÖZLEŞMENİN SÜRESİ\u003C\u002Fh2>\n\n\u003Cp>(1) Bu toplu iş sözleşmesi 01.03.2016 tarihinde yürürlüğe girmek ve\n28.02.2019\u003C\u002Fp>\n\n\u003Cp>tarihinde sona ermek üzere üç yıldır.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE 1- FARKLARIN ÖDENMESİ\u003C\u002Fp>\n\n\u003Cp>(1) Bu toplu iş sözleşmesinin yürürlük tarihi ile imza tarihi\narasında oluşacak ücret ve\u003C\u002Fp>\n\n\u003Cp>diğer tüm ödemelere ilişkin farklar, toplu iş sözleşmesinin imza\ntarihini izleyen iki ay\u003C\u002Fp>\n\n\u003Cp>içerisinde ödenecektir.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi kırksekiz asıl ve bir geçici maddeden\nibaret olup, 24.06.2016 tarihinde\u003C\u002Fp>\n\n\u003Cp>taraflarca karşılıklı imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>* İŞVEREN TEMSİLCİLERİ\u003C\u002Fp>\n\n\u003Cp>* SENDİKA TEMSİLCİLERİ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\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            ",{"disabilitypay":42,"ONCERISE2_trigger":46,"overtimeallowanceperc1_general":50,"WAGES_determined":54,"alternatives":58,"ONCERISE_trigger":62,"maternity_nursing_breaks_duration":66,"hourspweek_select":70,"childcare":74,"pregnancy":78,"STRUCINCR_trigger":82,"nursingmothers":86,"funeralpay":88,"MEALALL_trigger":92,"maternityotherclause":96,"OVERTIME_trigger":100,"protectiveclothing":104,"healthandsafetypolicy":108,"breastfeeding_dangerouswork":112,"contracttrial":114,"schedulesrestpw":118,"paidmaternityleaveall":122,"TRADEUNLEAV_trigger":126,"SCHEDULE_trigger":130,"paidpaternityleave":133,"breastfeeding_workingtime":137,"NOCTPREM_trigger":139,"bankholidays1":143,"paidmaternityleave":147,"contractseverancepay":149,"PAIDLEAV_trigger":153,"deathrelatives":157},{"bindId":43,"name":44,"text":45},"disabilitypay","(1) İşveren, işçinin hastalık sebebiyle ","(1) İşveren, işçinin hastalık sebebiyle işgöremezliği halinde,\nSosyal Güvenlik\n\nKurumu’nun sigortalı adına hizmet satın aldığı sağlık\ntesislerinden istirahat almaları\n\nkoşuluyla istirahatin ilk iki günü için ücretini tam öder.\nİstirahatin iki günü aşan kısmı için\n\nişveren ücret ödemekle yükümlü değildir. İşçi istirahatine ait\nbilgiyi aynı gün içerisinde ilgili\n\nyöneticisine bildirmekle yükümlüdür.\n\n(2) İş kazası, meslek hastalığı ile ağır hastalık (verem, kanser\nvb.) hallerinde işçinin\n\nistirahatli olduğu döneme ilişkin ücreti tam olarak ödenir. İşçinin\nbelirtilen nedenlerle raporlu\n\nolduğu dönemlerde iş sözleşmesi kanunun öngördüğü süre\niçerisinde feshedilemez.\n\n(3) İşyerinde oluşan, acil vakalarda işçilerin en yakın Sosyal\nGüvenlik Kurumunun\n\nsigortalı adına hizmet satın aldığı sağlık tesislerine\ntaşınmasını sağlamak için yapılan yol\n\ngiderleri işveren tarafından ödenir.",{"bindId":47,"name":48,"text":49},"ONCERISE2_trigger","(1) İşverence, üyelere her yıl Ramazan B","(1) İşverence, üyelere her yıl Ramazan Bayramında brüt150,00 TL,\nKurban Bayramında\n\nbrüt 200,00 TL tutarında bayram yardımı ödenir.\n\n(2) Bu tutarlar, sözleşmenin ikinci ve üçüncü yıllarında ücret\nzammı oranında ve ücretin\n\nzamlandığı tarih itibariyle artırılarak uygulanır. Bu uygulama sonucu\noluşan yarım kuruş ve\n\nüzeri küsuratlar bir kuruşa tamamlanır, yarım kuruşun altındaki\ndeğerler dikkate alınmaz.",{"bindId":51,"name":52,"text":53},"overtimeallowanceperc1_general","(4) Fazla çalışmalarda saat ücreti, üyen","(4) Fazla çalışmalarda saat ücreti, üyenin normal ücretinin % 50\nfazlasıdır.",{"bindId":55,"name":56,"text":57},"WAGES_determined","1) İşçilerin iş sözleşmelerinde, unvanla","1) İşçilerin iş sözleşmelerinde, unvanlarına göre belirtilen\nişlerinde çalıştırılmaları\n\nesastır. İşçiler işyeri içinde unvan veya niteliği benzer işlerde\nveya yerlerde geçici veya\n\ndevamlı olarak görevlendirilebilir.",{"bindId":59,"name":60,"text":61},"alternatives","(3) Yeni doğum yapmış çalışanın doğumu i","(3) Yeni doğum yapmış çalışanın doğumu izleyen bir yıl boyunca gece\nçalıştırılması\n\nyasaktır. Bu sürenin sonunda sağlık ve güvenlik açısından\nsakıncalı olduğunun sağlık raporu\n\nile belirlendiği dönem boyunca gece çalıştırılmaz.",{"bindId":63,"name":64,"text":65},"ONCERISE_trigger","1) Sendika üyesi işçilere sözleşmenin bi","1) Sendika üyesi işçilere sözleşmenin birinci yılında her ay\nücretleri ile birlikte brüt\n\n210,00 TL ek ödeme yapılır.\n\n2) Bu tutar, sözleşmenin ikinci ve üçüncü yıllarında ücret zammı\noranında ve ücretin\n\nzamlandığı tarih itibariyle artırılarak uygulanır. Bu uygulama sonucu\noluşan yarım kuruş ve\n\nüzeri küsuratlar bir kuruşa tamamlanır, yarım kuruşun altındaki\ndeğerler dikkate alınmaz.",{"bindId":67,"name":68,"text":69},"maternity_nursing_breaks_duration","(3) Kadın işçilere bir yaşından küçük ço","(3) Kadın işçilere bir yaşından küçük çocuklarını emzirmeleri\niçin günde toplam iki saat\n\nsüt izni verilir ve bu süre birleştirilerek kullanılamaz. Bu sürenin\nhangi saatler arasında ve\n\nkaça bölünerek kullanılacağını işçi kendisi belirler. Bu süre\ngünlük çalışma süresinden sayılır.",{"bindId":71,"name":72,"text":73},"hourspweek_select","(1) Haftalık çalışma süresi; tam süreli ","(1) Haftalık çalışma süresi; tam süreli iş sözleşmesi ile\nçalışan işçiler için en çok kırkbeş\n\nsaattir. İşçiler için günlük çalışma süresi, kural olarak, bu\nsürenin haftanın çalışılan günlerine\n\neşit olarak bölünmesi ile bulunur. Haftalık 45 saati aşan süreler\nfazla çalışma olarak sayılır.",{"bindId":75,"name":76,"text":77},"childcare","b) Üyenin evlenmesi halinde üç işgünü, c","b) Üyenin evlenmesi halinde üç işgünü,\n\nc) Üyenin eş ve çocukları ile üyenin ve eşinin ana, baba ve\nkardeşinin ölümü halinde\n\ndört işgünü ücretli izin verilir. Yukarıda sayılan yakınlarının\nmağazanın bulunduğu il merkezi\n\ndışında bulunması halinde üyeye yolun uzaklığına göre en fazla iki\ngüne kadar ücretli izin verilir.",{"bindId":79,"name":80,"text":81},"pregnancy","(5) 18 yaşından küçükler, hamile ve emzi","(5) 18 yaşından küçükler, hamile ve emzikli işçiler ile engelli\nişçilere gece çalışması\n\nyaptırılamaz. Ancak engelli işçi fazla mesai yapmak istediğini yazılı\nşekilde bildirdiği\n\ntakdirde talep işveren tarafından değerlendirilir ve engelli çalışana\ngece çalışması yaptırılabilir.",{"bindId":83,"name":84,"text":85},"STRUCINCR_trigger","1) BİRİNCİ YIL ÜCRET ZAMMI (01.03.2016–2","1) BİRİNCİ YIL ÜCRET ZAMMI (01.03.2016–28.02.2017)\n\n(1) 01.03.2016 tarihinde işyerinde çalışan üyelerin, 31.12.2015 tarihi\nitibariyle aldıkları\n\nbrüt çıplak ücretlerine 01.03.2016 tarihinden geçerli olmak üzere %5\noranında zam\n\nuygulanacaktır.\n\n(2) Bu uygulamalar sonucu oluşan yarım kuruş ve üzeri küsuratlar bir\nkuruşa\n\ntamamlanacak, yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\n\n2) İKİNCİ YIL ÜCRET ZAMMI (01.03.2017- 28.02.2018)\n\n(1) 01.03.2017 tarihinde işyerinde çalışan üyelerin, 28.02.2017 tarihi\nitibariyle aldıkları\n\nbrüt çıplak ücretlerine 01.03.2017 tarihinden geçerli olmak üzere\nTürkiye İstatistik\n\nKurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli\nŞubat 2017 İndeks\n\nsayısının, Şubat 2016 İndeks sayısına göre değişim oranında\noranda zam uygulanacaktır.\n\n(2) Bu uygulamalar sonucu oluşan yarım kuruş ve üzeri küsuratlar bir\nkuruşa\n\ntamamlanacak, yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\n\n3) ÜÇÜNCÜ YIL ÜCRET ZAMMI (01.03.2018-28.02.2019)\n\n(1) 01.03.2018 tarihinde işyerinde çalışan üyelerin, 28.02.2018 tarihi\nitibariyle aldıkları\n\nbrüt çıplak ücretlerine 01.03.2018 tarihinden geçerli olmak üzere\nTürkiye İstatistik\n\nKurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli\nŞubat 2018 İndeks\n\nsayısının, Şubat 2017 İndeks sayısına göre değişim oranında zam\nuygulanacaktır.\n\n(2) Bu uygulamalar sonucu oluşan yarım kuruş ve üzeri küsuratlar bir\nkuruşa\n\ntamamlanacak, yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.",{"bindId":87,"name":68,"text":69},"nursingmothers",{"bindId":89,"name":90,"text":91},"funeralpay","(2)İşveren, üyenin ana, baba, eş ve çocu","(2)İşveren, üyenin ana, baba, eş ve çocuklarının ölümü halinde\nsözleşmenin birinci\n\nyılında brüt 500,00 TL ölüm yardımı yapmayı kabul eder.\n\n(3)İşveren, üyenin normal ölümü halinde sözleşmenin birinci\nyılında brüt 2.000,00 TL\n\nölüm yardımı yapmayı kabul eder.\n\n(4)İşveren, üyenin iş kazası ve meslek hastalığı sonucu ölümü\nhalinde, yasal hakları\n\ndışında sözleşmenin birinci yılında brüt 5.000,00 TL ölüm\nyardımını ödemeyi kabul eder.\n\n(5) (a) ve (b) maddesinde belirtilen doğum ve ölüm yardımları, aynı\nişyerinde çalışan eş\n\nve kardeş üyelerden birine verilir.\n\n(6)Bu tutarlar, sözleşmenin ikinci ve üçüncü yıllarında ücret\nzammı oranında ve ücretin\n\nzamlandığı tarih itibariyle artırılarak uygulanır. Bu uygulama sonucu\noluşan yarım kuruş ve\n\nüzeri küsuratlar bir kuruşa tamamlanır, yarım kuruşun altındaki\ndeğerler dikkate alınmaz.",{"bindId":93,"name":94,"text":95},"MEALALL_trigger","(1) İşveren, işçilere çalıştıkları her g","(1) İşveren, işçilere çalıştıkları her gün için doyurucu,\nkaliteli yemek vermeyi kabul\n\neder. Ancak yemek sağlanmaması durumunda çalışılan her gün için\nGelir Vergisi\n\nKanunu’nun 23’üncü maddesinin 8 numaralı bendinde yer alan istisna\ntutarında yemek çeki\n\nveya kartı verilir.",{"bindId":97,"name":98,"text":99},"maternityotherclause","(2) Kadın çalışanlar, gebe olduklarının ","(2) Kadın çalışanlar, gebe olduklarının sağlık raporuyla tespitinden\nitibaren doğuma\n\nkadar geçen sürede gece çalışmaya zorlanamazlar.\n\n(3) Yeni doğum yapmış çalışanın doğumu izleyen bir yıl boyunca gece\nçalıştırılması\n\nyasaktır. Bu sürenin sonunda sağlık ve güvenlik açısından\nsakıncalı olduğunun sağlık raporu\n\nile belirlendiği dönem boyunca gece çalıştırılmaz.",{"bindId":101,"name":102,"text":103},"OVERTIME_trigger","A) Fazla Çalışma (1) Fazla çalışma kanun","A) Fazla Çalışma\n\n(1) Fazla çalışma kanunda yazılı koşullar çerçevesinde, haftalık\nkırk beş saati aşan çalışmalardır.\n\n(2) Sağlık kuralları bakımından günde 7,5 saat ya da daha az\nçalışılması gereken işlerde\n\nfazla çalışma yaptırılamaz.\n\n(3) Kısmi süreli iş sözleşmesi ile çalışan işçilere fazla\nçalışma yaptırılamaz.\n\n(4) Fazla çalışmalarda saat ücreti, üyenin normal ücretinin % 50\nfazlasıdır.",{"bindId":105,"name":106,"text":107},"protectiveclothing","(1) İşveren işin niteliğine göre mevzuat","(1) İşveren işin niteliğine göre mevzuat hükümlerince zorunlu\nkılınan iş giysilerini\n\nkadro ve unvanlarına bakılmaksızın yaptığı iş göz önünde\ntutularak Haziran ayı içerisinde\n\nyazlık Kasım ayı içerisinde kışlık iş elbiselerini işçilere\neksiksiz vermeyi kabul eder.\n\n(2) İşveren üyelere, yazlık kaliteli pamuklu kısa kollu üç t-shirt,\nkışlık kaliteli\n\npamuklu uzun kollu üç t-shirt ile birlikte polar iş elbisesi verir.\n\nDepoda çalışan üyelere ise yazlık kaliteli pamuklu kısa kollu üç\nt-shirt ve kargo\n\npantolon, kışlık kaliteli pamuklu uzun kollu üç t-shirt ve kargo\npantolon ile birlikte\n\nmont ayrıca yine depoda çalışan üyelere yılda bir kez, çelik tabanlı\nayakkabı verir.",{"bindId":109,"name":110,"text":111},"healthandsafetypolicy","A) İşverenin Genel Yükümlülüğü (1) İşver","A) İşverenin Genel Yükümlülüğü\n\n(1) İşveren, çalışanların işle ilgili sağlık ve güvenliğini\nsağlamakla yükümlü olup bu çerçevede;\n\na) Mesleki risklerin önlenmesi, eğitim ve bilgi verilmesi dahil her\ntürlü tedbirin\n\nalınması, organizasyonun yapılması, gerekli araç ve gereçlerin\nsağlanması, sağlık ve güvenlik\n\nönlemlerinin değişen koşullara uygun hale getirilmesi ve mevcut durumun\niyileştirilmesi için çalışmalar yapar.\n\nb) İşyerinde alınan iş sağlığı ve güvenliği önlemlerine uyulup\nuyulmadığını izler,\n\ndenetler ve uygunsuzlukların giderilmesini sağlar.\n\nc) Risk değerlendirmesi yapar veya yaptırır.\n\nd) Çalışana görev verirken, çalışanın sağlık ve güvenlik\nyönünden işe uygunluğunu göz önüne alır.\n\ne) Yeterli bilgi ve talimat verilenler dışındaki çalışanların hayati\nve özel tehlike bulunan\n\nyerlere girmemesi için gerekli önlemleri alır.\n\n(2) İşyeri dışındaki uzman kişi ve kuruluşlardan hizmet alınması,\nişverenin\n\nsorumluluklarını ortadan kaldırmaz.\n\n(3) Çalışanların iş sağlığı ve güvenliği alanındaki\nyükümlülükleri, işverenin\n\nsorumluluklarını etkilemez.\n\n(4) İşveren, iş sağlığı ve güvenliği tedbirlerinin maliyetini\nçalışanlara yansıtamaz.\n\n(5) Ayrıca işveren, iş sağlığı ve güvenliği mevzuatıyla ilgili\ngerekli tüm koşulları\n\neksiksiz olarak yerine getirir.\n\nB) İşçilerin Yükümlülükleri\n\n(1) İşçiler, iş sağlığı ve güvenliği ile ilgili aldıkları\neğitim ve işverenin bu konudaki\n\ntalimatları doğrultusunda, kendilerinin ve hareketlerinden veya\nyaptıkları işten etkilenen diğer\n\nişçilerin sağlık ve güvenliklerini tehlikeye düşürmemekle\nyükümlüdür.\n\n(2)İşçilerin, işveren tarafından verilen eğitim ve talimatlar\ndoğrultusunda\n\nyükümlülükleri şunlardır:\n\na) İşyerindeki makine, cihaz, araç, gereç, tehlikeli madde, taşıma\nekipmanı ve diğer\n\nüretim araçlarını kurallara uygun şekilde kullanmak, bunların\ngüvenlik donanımlarını doğru\n\nolarak kullanmak, keyfi olarak çıkarmamak ve değiştirmemek.\n\nb) Kendilerine sağlanan kişisel koruyucu donanımı doğru kullanmak ve\nkorumak.\n\nc) İşyerindeki makine, cihaz, araç, gereç, tesis ve binalarda sağlık\nve güvenlik yönünden\n\nciddi ve yakın bir tehlike ile karşılaştıklarında ve koruma\ntedbirlerinde bir eksiklik\n\ngördüklerinde, işverene veya çalışan temsilcisine derhal haber\nvermek.\n\nç) Teftişe yetkili makam tarafından işyerinde tespit edilen noksanlık\nve mevzuata\n\naykırılıkların giderilmesi konusunda, işveren ve çalışan temsilcisi\nile iş birliği yapmak.\n\nd) Kendi görev alanında, iş sağlığı ve güvenliğinin sağlanması\niçin işveren ve çalışan\n\ntemsilcisi ile iş birliği yapmak.",{"bindId":113,"name":80,"text":81},"breastfeeding_dangerouswork",{"bindId":115,"name":116,"text":117},"contracttrial","b) Deneme Süresi (1) Üyelerin deneme sür","b) Deneme Süresi\n\n(1) Üyelerin deneme süresi dört ay olup; bu süre içerisinde taraflar,\niş sözleşmesini\n\nbildirimsiz ve tazminatsız feshedebilirler.\n\n(2) Deneme süresi sonunda iş sözleşmesi bozulmayan üyenin iş\nsözleşmesi devam eder.",{"bindId":119,"name":120,"text":121},"schedulesrestpw","(1) İş sözleşmelerinde haftalık çalışma ","(1) İş sözleşmelerinde haftalık çalışma saati 30 saat ve üzerinde\nolan bütün işçilere,\n\nhaftalık çalışma süresini doldurduklarında haftada bir gün hafta\ntatili verilir. Altı gün çalışan\n\nişçilere yedinci günde hafta tatili kullandırılır.",{"bindId":123,"name":124,"text":125},"paidmaternityleaveall","(1) Analık halinde çalıştırma yasağı kon","(1) Analık halinde çalıştırma yasağı konusunda 4857 sayılı Yasanın\n74’üncü maddesi\n\nhükümleri ve ilgili yönetmelikler uygulanır.\n\n(2) Kadın çalışanlar, gebe olduklarının sağlık raporuyla tespitinden\nitibaren doğuma\n\nkadar geçen sürede gece çalışmaya zorlanamazlar.\n\n(3) Yeni doğum yapmış çalışanın doğumu izleyen bir yıl boyunca gece\nçalıştırılması\n\nyasaktır. Bu sürenin sonunda sağlık ve güvenlik açısından\nsakıncalı olduğunun sağlık raporu\n\nile belirlendiği dönem boyunca gece çalıştırılmaz.\n\n(4) Gebe veya emziren çalışan günde yedi buçuk saatten fazla\nçalıştırılamaz.\n\n(3) Kadın işçilere bir yaşından küçük çocuklarını emzirmeleri\niçin günde toplam iki saat\n\nsüt izni verilir ve bu süre birleştirilerek kullanılamaz. Bu sürenin\nhangi saatler arasında ve\n\nkaça bölünerek kullanılacağını işçi kendisi belirler. Bu süre\ngünlük çalışma süresinden sayılır.",{"bindId":127,"name":128,"text":129},"TRADEUNLEAV_trigger","(2) Bu izinler her üye için ayrı ayrı ol","(2) Bu izinler her üye için ayrı ayrı olmayıp, tüm üyeler içindir.\nBir seferde işyeri işçi\n\nsayısının %5’inden fazla sayıda üyenin birden bu izni kullanması\nişverenin onayına tabidir.\n\nAncak genel kurullar için bu %5 oranı aranmaz.\n\n(3) Toplu iş sözleşmesi görüşmelerine katılacak olan temsilcilere\ngörüşme günlerinde\n\nücretli izin verilir. Bu izinler yukarıda belirtilen izin sürelerinden\nmahsup edilmez.\n\n(4) Ayrıca yönetim kurulu üyelerine, yönetim kurulu toplantılarına\nkatılabilmeleri için\n\nbir hafta önceden yazılı olarak bildirmek suretiyle ayda bir gün\nücretli; denetim kurulu\n\nüyelerine, denetim kurulu toplantılarına katılabilmeleri için bir hafta\nönceden yazılı olarak\n\nbildirilmek suretiyle yılda üç gün ücretli izin verilir.\n\n(5) Temsilcilere temsilcilik görevlerini yerine getirebilmeleri için\nherbirine haftada 3\n\ngün birer saat, baştemsilciye haftada 4 gün birer buçuk saat sendikal\nücretli izin verilir. Bu\n\nizinler Cumartesi, Pazar ve genel tatil günleri dışında kullanılır.\nİzinlerin işyerinde geçirilmesi\n\nasıldır, ancak sendikanın çağrısı üzerine, mağaza genel\nmüdürlüğünden izin alınarak çağrı\n\nyapılan yerde de geçirilebilir.",{"bindId":131,"name":120,"text":132},"SCHEDULE_trigger","(1) İş sözleşmelerinde haftalık çalışma saati 30 saat ve üzerinde\nolan bütün işçilere,\n\nhaftalık çalışma süresini doldurduklarında haftada bir gün hafta\ntatili verilir. Altı gün çalışan\n\nişçilere yedinci günde hafta tatili kullandırılır.\n\n(2) Üyelere hafta tatili günlerinde çalışmazlarsa, bir iş\nkarşılığı olmaksızın o günün\n\nücreti tam olarak, tatil yapmayarak çalışırlarsa ayrıca\nçalıştığı günün ücreti % 100 zamlı\n\nolarak ödenir (çalışmadan hak kazandığı yevmiye dahil toplam 3\nyevmiye).\n\n(3) Kısmi süreli iş sözleşmesi ile çalıştırılan üyelere verilecek\nolan normal haftalık izin\n\nücreti; aralıklarla da olsa (bir haftalık zaman dilimindeki) haftalık\ntoplam çalışma süresinin\n\naltıya bölünmesi suretiyle hesaplanır. Bu hesaplamada; İş Kanunu’nun\n66’ncı maddeleri ile\n\nbu toplu iş sözleşmesi ile belirlenmiş süreler, çalışılmış gibi\nhesaplanır.",{"bindId":134,"name":135,"text":136},"paidpaternityleave","d) Üyenin eşinin doğum yapması halinde b","d) Üyenin eşinin doğum yapması halinde beş işgünü,",{"bindId":138,"name":68,"text":69},"breastfeeding_workingtime",{"bindId":140,"name":141,"text":142},"NOCTPREM_trigger","(1) İş hayatında gece saat 20.00’de başl","(1) İş hayatında gece saat 20.00’de başlayarak sabah 06.00’ya kadar\ngeçen ve her halde\n\n11 saat süren gün dönemi, gece süresidir. Günlük çalışmanın\nyarısından fazlası gece\n\ndönemine rastlayan çalışmalar; gece çalışması sayılır.\n\n(2) İşçilerin gece çalışmaları 7,5 saati geçemez.\n\n(3) 23.00 – 06.00 saatleri içerisinde çalıştırılan, üyelere saat\nücretleri % 25 zamlı olarak ödenir.\n\n(4) Sadece gece çalıştırılmak üzere işe alınanlar ile görevi\ngereği gece çalışanlar bu\n\nhükümler dışındadır.",{"bindId":144,"name":145,"text":146},"bankholidays1","(4) Bu üyeler, Hafta Tatili Günlerinde ç","(4) Bu üyeler, Hafta Tatili Günlerinde çalıştırılmadıkları\ntakdirde, yukarıda açıklandığı\n\nşekilde kıstelyevm çalışmış kabul edilerek, çalıştırıldığı\ntakdirde tam süreli iş sözleşmesi ile\n\nçalışan üyelere uygulanan mesai sistemi kıstelyevm uygulanacaktır.\n\nC) Ulusal Bayram ve Genel Tatil Günü Çalışmaları\n\na) Ulusal Bayram Günleri\n\n(1) Ulusal Bayram 29 Ekim Günüdür. 28 Ekim Günü saat 13.00’ten\nitibaren başlar ve 29\n\nEkim Günü devam eder.\n\nb) Genel Tatil Günleri\n\n1) Resmi Bayram Günleri\n\n- 23 Nisan Günü Ulusal Egemenlik ve Çocuk Bayramıdır.\n\n- 19 Mayıs Atatürk’ü Anma Gençlik ve Spor Bayramıdır.\n\n- 30 Ağustos Zafer Bayramıdır.\n\n2) Dini Bayram Günleri\n\n- Ramazan Bayramı Arife Günü saat 13:00’ten itibaren 3,5 gündür.\n\n- Kurban Bayramı Arife Günü saat 13:00’ten itibaren 4,5 gündür.\n\n3) Yılbaşı Tatili\n\n- 1 Ocak Günü Yılbaşı Tatilidir.\n\n4) 1 Mayıs Emek ve Dayanışma Günü tatilidir",{"bindId":148,"name":124,"text":125},"paidmaternityleave",{"bindId":150,"name":151,"text":152},"contractseverancepay","(1) İşçinin iş sözleşmesinin kıdem tazmi","(1) İşçinin iş sözleşmesinin kıdem tazminatına hak kazanacak\nşekilde sona erdiği\n\ndurumlarda; işçiye her hizmet yılı için otuz günlük giydirilmiş\nücreti tutarında kıdem\n\ntazminatı ödenir. Üyenin ölümü halinde bu ödeme her yıl için kırk\ngün üzerinden hesaplanır.\n\nYıldan artan süreler için de bu oranlar üzerinden ödeme yapılır.",{"bindId":154,"name":155,"text":156},"PAIDLEAV_trigger","(1) İşyerinde bir yılını dolduran üyeye ","(1) İşyerinde bir yılını dolduran üyeye aşağıda belirtildiği\nşekilde yıllık ücretli izin\n\nverilir. Cumartesi günü yıllık ücretli izin hesabında işgünü\nsayılır.\n\na) 1 yıldan 5 yıla kadar (5 yıl dahil) hizmet süresi olanlara .......20\ngün,\n\nb) 5 yıldan 10 yıla kadar (10 yıl dahil) hizmet süresi olanlara ....21\ngün,\n\nc) 10 yıldan 15 yıla kadar (15 yıl dahil) hizmet süresi olanlara.... 23\ngün,\n\nd) 15 yıldan fazla hizmet süresi olanlara\n.......................................26 gün\n\nyıllık ücretli izin verilir.\n\n(2) 01.06.2016 tarihinden sonra işe giren üyelere aşağıda belirtildiği\nşekilde yıllık ücretli\n\nizin verilir. Cumartesi günü yıllık ücretli izin hesabında işgünü\nsayılır.\n\na) Bir yıldan iki yıla kadar olanlara (2.yıl dahil) yılda 14\nişgünü,\n\nb) Üçüncü yılda 16 işgünü,\n\nc) Dördüncü yılda 18 işgünü,\n\nd) Beşinci yılda 20 işgünü,\n\ne) Beş yıldan fazla ve on beş yıldan az olanlara yılda 21 işgünü,\n\nf) Onbeş yıl (dahil) ve daha fazla olanlara yılda 26 işgünü,\n\nyıllık ücretli izin verilir.\n\n(3) Diğer konularda mevzuat hükümleri uygulanır.",{"bindId":158,"name":159,"text":160},"deathrelatives","c) Üyenin eş ve çocukları ile üyenin ve ","c) Üyenin eş ve çocukları ile üyenin ve eşinin ana, baba ve\nkardeşinin ölümü halinde\n\ndört işgünü ücretli izin verilir. Yukarıda sayılan yakınlarının\nmağazanın bulunduğu il merkezi\n\ndışında bulunması halinde üyeye yolun uzaklığına göre en fazla iki\ngüne kadar ücretli izin verilir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR MS İSTANBUL İÇ VE DIŞ TİCARET LTD - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2019-02-28\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: → 2016-03-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Belirli bir mala tahsis edilmiş mağazalarda elektrikli ev aletlerinin perakende ticareti  , Belirli bir mala tahsis edilmiş mağazalarda mobilya, aydınlatma teçhizatı ve diğer ev eşyalarının perakende ticareti  \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                        MS İSTANBUL İÇ VE DIŞ TİCARET 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        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Evet\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 500.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 3 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 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            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 14.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 2.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → RamazanBayramı\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 4.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-12\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 210.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 125 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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                 →  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",[166],{"title":35,"slug":31},[168],{"type":169,"data":170},"call_to_action_body_block",{"title":171,"description":172,"variant":173,"link":174},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma 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