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TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>A)Bu Toplu İş Sözleşmesinin tarafları \u003Cstrong>NEVŞEHİR BELEDİYESİ\nTURİZM ve SPOR A.Ş. ile HİZMET-iŞ (TÜM BELEDİYE VE GENEL HİZMET\nİŞÇİLERİ SENDİKASI)\u003C\u002Fstrong>’dır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>B)1) Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)NEVŞEHİR Belediyesi Turizm ve Spor A.Ş. “İŞVEREN” veya\n“BELEDİYE”\u003C\u002Fp>\n\n\u003Cp>3)İşletmenin bütününü sevk ve idareye yetkili olanlarla işyerinde\nişveren adına hareket eden ile işin ve işyerinin yönetiminde görev alan\nkimselere “İŞVEREN VEKİLİ”\u003C\u002Fp>\n\n\u003Cp>4)Ekleri ile birlikte bu Toplu-İş Sözleşmesi “SÖZLEŞME” veya\n“TİS”\u003C\u002Fp>\n\n\u003Cp>5)Sözleşmenin kapsamı içerisinde belirtilen tüm işyerleri ile\nbunların eklentileri “İŞYERİ”\u003C\u002Fp>\n\n\u003Cp>6)Sözleşmenin kapsadığı işyerlerinde çalışan Hizmet-İş (Tüm\nBelediye ve Genel Hizmet İşçileri Sendikası) üyeleri\u003C\u002Fp>\n\n\u003Cp>“ÜYE”\u003C\u002Fp>\n\n\u003Cp>7)Sözleşmenin kapsadığı tüm işçiler “İŞÇİ” olarak\nanılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-cbadate_start\">\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesin yürürlük süresi (3) ÜÇ yıl olup,\n01.01.2024 tarihinde yürürlüğe girer; 31.12.2026 tarihi mesai bitiminde\nsona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-3. SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Yer olarak; İşverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içinde kurulacak olan idari, ekonomik teknik veya hukuki yönden\nişverene bağlı (Ayrı tüzel kişiliği bulunan kuruluşlar hariç) tüm\nişyerleri ile bunların eklenti ve araçlarını kapsar.\u003C\u002Fp>\n\n\u003Cp>2)Şahıs olarak; İşyerlerinde halen çalışan veya sözleşme süresi\niçinde işe alınan Hizmet-İş üyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-4. TOPLU-İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesinden Hizmet-İş Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Toplu iş sözleşmesinin imzalandığı tarihte Hizmet-İş Sendikasına\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin kesinleştiği tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesinin imza tarihinde Hizmet-İş Sendikasına üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar veya imza tarihinde\nHizmet-İş Sendikasına üye bulunup ta ayrılanların toplu iş\nsözleşmesinden yararlanmaları, Hizmet-İş Sendikasına dayanışma aidatı\nödemelerine bağlıdır. Dayanışma aidatı ile toplu iş sözleşmesinden\nyararlanma, sözleşmenin imza tarihinden sonra mümkündür.\u003C\u002Fp>\n\n\u003Cp>d)Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler, toplu iş sözleşmesinin yürürlük\nbaşlangıç tarihinden iş sözleşmelerinin sona erdiği tarihe kadar toplu\niş sözleşmesi ile sağlanan haklardan kıdem tazminatı farkı dâhil,\nçalıştıkları süre ile orantılı olarak sendika üyelik aidatını\nödemek kaydıyla yararlanırlar. Bu ödeme eğer üye ölmüş ise\nmirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Her ne sebeple olursa olsun sona eren toplu iş sözleşmesi hükümleri,\no tarihte sözleşmeden yararlanmakta olan üyelerin şahıslarına münhasır\nolmak üzere, yenisi yürürlüğe girinceye kadar iş sözleşmesi olarak\ndevam eder. Taraf sendikanın yetki tespiti alması şartıyla sözleşmede\nbelirtilmiş bütün kuralların, temsilcilerin yetki ve görevleri yeni toplu\niş sözleşmesi imzalanıncaya kadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. SÖZLEŞMENİN AMACI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu-İş Sözleşmesinin amacı; hizmet akitlerinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek, işyerinde\ndüzenli ve verimli çalışmayı sağlamak, ahlaki ilkeleri ve hakka\nbağılılığı da gözeterek’ işçileri ile işverenlerin karşılıklı\nhak ve menfaatlerini dengelemek, taraflar arasında çıkabilecek\nuyuşmazlıkların uzlaşma yolunu ve çözüm şekillerini göstermek,\nişveren ile işçi ve sendika arasındaki ilişkileri, düzenleyip; iş ahengi\nve çalışma barışını adil bir şekilde korumak ve Hizmet-İş Sendikası\nüyelerinin sosyo-ekonomik, moral ve kültürel gelişmelerini\nsağlamaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-6. SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 4857 sayılı kanunun lö.maddesine dayanılarak “Takım\nSözleşmesi” yapmak suretiyle veya işçilere yapılacak ferdi iş\nsözleşmeleriyle, bu toplu iş sözleşmesi hükümlerini kısmen ve tamamen,\ndoğrudan doğruya veya dolaylı yollarla sendikasız veya başka bir\nsendikanın üyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren bu toplu iş sözleşmesi ile getirilen hak ve menfaatlerin\ndışında hiçbir işçiye herhangi bir nam adjıjıitmda (Hizmet-İş\nSendikası üyeleri de dâhil olmak üzere) ilave ücret zammı veya sosyal\nyardım vermek suretiyle ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, (a) ve (b) bendinde belirtilen haklar verildiği ve her ne\nnam altında olursa olsun bir hak edildiği takdirde verilen bu hak ve yararlar\ntaraf sendikanın üyelerinin ücretlerine ek bir zam olarak ayrıca ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>d)Bu toplu iş sözleşmesinin çalışma süreleri, iş sağlığı ve\ngüvenliği gibi maddelerinden sendika üyesi olmayanlarda aynen\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL FAALİYETLER ve TEMİNATI \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-7. SENDİKAL FAALİYETLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A- SENDİKAL FAALİYET\u003C\u002Fh4>\n\n\u003Cp>1)Sendika yöneticileri ile işyeri sendika temsilcileri sendika veya\nişçiyi ilgilendiren konularda gerektiğinde işveren ve işveren\ntemsilcileriyle çalışma saatleri içinde veya dışında doğrudan doğruya\nilişki kurabilir.\u003C\u002Fp>\n\n\u003Cp>2)İşveren, sendikanın işyerinde mesai saatleri içinde veya dışında\ntayin ettiği temsilcileri vasıtasıyla üye kaydetmelerine ve sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne izin\nverir. Hiçbir şekilde yetkili sendikanın faaliyetleri işveren tarafından\nengellenemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>B- YÖNETİCİ ve TEMSİLCİLERİN FAALİYETLERİ\u003C\u002Fh4>\n\n\u003Cp>1)İşyerinde işçi işveren arasındaki işbirliği ile çalışma\nbarışının devamını sağlamak,\u003C\u002Fp>\n\n\u003Cp>2)İşçi işveren arasında çıkacak uyuşmazlıkların toplu iş\nsözleşmesine uygun biçimde çözümlenmesine yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>3)Önemli ve acil vakıalarda işyeri yetkilisi ile görüşmek, olayın\nolduğu mahalle gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>4)Gerektiğinde iş saatleri içinde ve dışında üye kaydetmek, toplu iş\nsözleşmesinin iyi yürütülmesini temin maksadıyla işveren veya işveren\nvekili yahut da işyeri yetkilileri ile görüşme yapmak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-8. YÖNETİCİ ve TEMSİLCİ İZİNLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A) Yönetici izinleri\u003C\u002Fstrong>: Sendika. Bölge, Şube, İl\nBaşkanı ve İşyeri Sendika Baş temsilcisine sendikal faaliyetlerini ifade\nedebilmeleri için hafta da 1 işgünü sendikal izin verilir. Toplu İş\nSözleşmesinin sona ermesi halinde sona eren Toplu İş Sözleşmesinin\ntarafı olan sendikaya Bakanlıkça yeniden yetki tespiti verilmişse sendikal\nizinli sayılması hali devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B) Temsilci izinleri:\u003C\u002Fstrong> Sendikal faaliyetlerini\nyürütebilmeleri için sendika şube başkanı ve İl Başkanı haftada 2\nişgünü, sendika işyeri baş temsilcisi hafta da 1 işgünü, sendika\nişyeri temsilcisi ayda iki işgünü ücretli izinli sayılır. Toplu İş\nSözleşmesinin sona ermesi halinde ise sendikaya Bakanlıkça yeniden yetki\ntespiti verilmişse sendikal izinli sayılması hali devam eder. Bu sendikal\nizin yıllık ücretli izinden mahsup edilemez.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C) Kadın Komitesi. Kültür Sanat .Gençlik ve Engelli Komite\nÜyeleri İzni:\u003C\u002Fstrong> İşyerinde çalışan işçiler arasından sendikaca,\nŞube nezdinde kurulan Kadın Komitesi, Kültür Sanat Komitesi,Gençlik\nKomitesi ve Engelli Komite üyesi belirlenir ve bu komitelerin üyelerine hafta\nda 2 saat sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cstrong>D) Diğer İzinler:\u003C\u002Fstrong> Sendikanın her kademesinde görevli\nyöneticilerine, toplu iş sözleşmesi ile kurulması öngörülen kurul ve\nkomite üyelerine, temsilcilerine, kadın komitesi üyelerine, kültür sanat\nkomitesi başkan ve üyelerine ve konfederasyon, sendika genel merkez ile şube\ngenel kurul delegelerine, sendika tarafından belirlenecek görevlilere kongre,\nkonferans, seminer, yönetim, denetim genel kurul ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nkültür ve sanatla ilgili etkinlik ile kültür sanat komitesi toplantıları\ngibi toplantılara katılmaları için sendikanın yazılı talebi üzerine\ntalep edilen tarihler için sendikal izin verilir. Bir defada işyeri işçi\nsayısının % 15’inden fazlasının sendikal izin kullanması işverenin\nonayına bağlıdır. Genel Kurullar için %15 oranı aranmaz. Ancak, her iki\ndurumda da sendika isim listesini yazılı olarak 3 gün önceden işverene\nbildirmek zorundadır. Yukarıda adı geçen temsilci, yönetici ve diğer\ngörevlilere işveren tarafından izin verilmediği takdirde işe gelmeyenleri\nişveren sorumlu tutamaz ve herhangi bir şekilde cezalandıramaz.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8 Mart Dünya Kadınlar Günüdür, 10-16 Mayıs Engelliler Haftasıdır.\nBugünlerde etkinliklere katılmak üzere en az 5 işgünü önceden,\nişyerinde işi aksatmayacak şekilde işveren ve sendikanm ortaklaşa\nbelirleyeceği sayıda işçiler bu günlerde sendikal izinli sayılırlar. Bu\nsayı her halükarda işyerinde çalışan işçi sayısının %15’ini\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>Sendikal izinli geçirilen süreler iş süresinden sayılır. Sendikal izin\nkullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal izin\nkullananlar ücret ve sosyal yardımlarını işyerinde çalışmış gibi\naynen alırlar. Sendikal izin yıllık ücretli izinden mahsup edilmez.\u003C\u002Fp>\n\n\u003Ch3>MADDE-9. İŞYERİ SENDİKA TEMSİLCİLERİNİN TAYINI\u003C\u002Fh3>\n\n\u003Cp>Hizmet-İş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde bir baştemsilci olmak üzere her işyeri\niçin;\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>a) 1-50 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>:1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) 51-100 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>:2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) 1 O 1-500 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>:3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d) 5 O 1-1000 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>:4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>e) 1001-2000 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>:6 İşyeri Sendika Temsilcisi atanır.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>İlgili kanun maddesi ve yerleşik yargı kararları gereğince işletme\nsöz konusu olduğunda yukarıdaki kural işletmeye bağlı her iş yeri için\nayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin birleştirilmesi veya isimlerinin değiştirilmesi mevcut\ntemsilci sayısını değiştirmez; ancak, işyerlerinin bölünmesi veya\nayrılması halinde, temsilci sayısı yeni duruma göre yeniden belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>MADDE-10. SENDİKA GÖREV ALANLARIN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Hizmet-İş Sendikasının bütün kademelerinde görevli yönetim kurulu,\ndenetim kurulu ve disiplin kurulu başkan ve üyeleri, bölge, il ve ilçe\nbaşkan ve üyeleri, işyeri sendika baş temsilcileri ile temsilciler, kadın\nkomitesi, engelliler komitesi, gençlik komitesi ile kültür sanat komitesi\nbaşkan ve üyelerinin, kanun, yönetmelik ve toplu iş sözleşmesiyle\nkurulması öngörülen kurul ve komite başkan ve üyelerinin ile\ngörevlilerin iş sözleşmesi sendikanın yetkisi devam ettiği sürece fesih\nedilemez, rızası alınmadan işi ve işyeri değiştirilemez. Toplu iş\nsözleşmesine bağlı çalışmaları yüzünden cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>b)Hizmet-İş Sendikasının yönetim kurullarında veya başkanlığında\ngörev alarak, kendi isteği ile işyerinden ayrılan işçiler iş\nsözleşmesi askıda kalır. Bu işçiler;\u003C\u002Fp>\n\n\u003Cp>1-Dilerlerse iş sözleşmeleri askıya alındığı tarihte işten\nayrılıp bu tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin feshederek kıdem tazminatına hak\nkazanırlar. Yine isterlerse sendikadaki görev yaptıkları süresi\niçerisinde iş sözleşmesini feshederek kıdem tazminatına halk\nkazanabilirler. Her iki halde de kıdem tazminatında bu fesih tarihindeki\ntoplu iş sözleşmesinden yararlanmakta olan emsal kıdemde ve durumda olan\nişçinin almakta olduğu aylık giydirilmiş ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>2-Sendikadaki görevlerinin seçime girmemek, seçilememek, çekilmek veya\nher ne sebeple olursa olsun son bulması ya da profesyonel sendika\nyöneticiliğinin sona ermesi üzerine işverenden işe alınmalarını\nistedikleri takdirde işveren, talep tarihinden itibaren 1 ay içinde o andaki\nşartlarla eski işlerine veya eski işlerine uygun başka bir işe almak\nzorundadır. Bu takdirde işçinin ücret ve eski kıdem hakları saklı\ntutularak sözleşme ile getirilen haklar ücretine ilave edilir. Bu hakkın\nkullanılması teşekküllerdeki görevin ya da profesyonelliğinin sona\nermesinden başlayarak üç ay içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>c)(a) bendi hilafına işçinin iş sözleşmesinin feshi halinde işyerinde\nçalışan işçi sayısına ve kıdemine bakılmaksızın 6356 sayılı\nSendikalar ve Toplu İş Sözleşmesi Kanunun 24.maddesi hükmü uygulanır.\nYani 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n24.maddesindeki işyeri sendika temsilcilerine sağlanan güvenceden işyeri\nsendika temsilcisi gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d)(a) bendi hilafına işçinin işinin\u002Fişyerinin değiştirilmesi halinde,\nişi ve\u002Fveya işyeri değiştirilen işçiye, işinden ve\u002Fveya işyerinden\nayrı kaldığı her gün için 1 günlük giydirilmiş ücreti tutarında\nilave ücret ödenir. İşi\u002Fişyeri değiştirilen işçinin, işveren\ntarafından 15 gün içinde işine ve\u002Fveya işyerine iade edilmemesi halinde,\nödenmesi gereken ücret miktarı herhalde işçinin 2 aylık brüt\ngiydirilmiş ücreti tutarından az olamaz.\u003C\u002Fp>\n\n\u003Cp>e)İşverenin (b\u002F2) bendi hilafına hiç işe başlatmaması veyahut ta işe\nbaşlatıp ta uygun iş vermemesi halinde ayrıca cezai şart olarak iki aylık\ngiydirilmiş ücreti tutarında tazminat öder. Ayrıca işçinin kanunlar, iş\nsözleşmeleri ve toplu iş sözleşmesinden doğan tazminat hakları ile\ndiğer hakları saklıdır. Yöneticilerin işe başlatılmasında ve kıdem\ntazminatı ve cezai şart olarak ödenecek tazminatın tespitinde halen toplu\niş sözleşmesinden yararlanmakta olan emsal kıdemde ve durumda olan\nişçinin almakta olduğu aylık giydirilmiş ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>f)Malûllük, yaşlılık aylığı almaya hak kazandığı için veya\nherhangi bir sebeple işe dönmek istemeyen yahut ta verilecek işi kabul\netmeyen yöneticinin isteği halinde halen toplu iş sözleşmesinden\nyararlanmakta olan emsal bir işçinin aldığı ücret ve tüm haklar\nüzerinden kıdem tazminatı ödenmek şartı ile iş sözleşmesi\nfeshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-11. SENDİKA ÜYELİĞİNİN GÜVENCESİ. MOBBİNG ve EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A)Sendika Üyeliğinin Güvencesi;\u003C\u002Fstrong> İşçiler Hizmet-İş\nSendikasına üye olmaları, Hizmet-İş Sendikasının veya bağlı bulunduğu\nkonfederasyonların etkinliklerine katılmaları veya işçi olmaktan doğan\ndiğer haklarını kullanmaları dolayısıyla işten çıkarılamaz, işi\ndeğiştirilemez ve farklı bir işleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-İş Sendikasına üye olan işçilerle sendikasız\nişçiler arasında, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde, ücret, ikramiye ve\nprimlerinde, sosyal haklarında, disiplin hükümlerinin ve diğer konulara\nilişkin hükümlerin uygulanmasında ya da çalıştırmaya son verilmesi\nkonusunda herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi ile işçiye sağlanan her türlü haklar bu ayrım\nyasağının dışındadır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi;\u003C\u002Fstrong>\n19.03.2011 tarih ve 27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2 sayılı\nBaşbakanlık “İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi”\nGenelgesine göre; işyerlerinde gerçekleşen psikolojik taciz,\nçalışanların itibarını ve onurunu zedelemekte, kişinin verimliliğini\nazaltmakta ve sağlığını kaybetmesine neden olmakta ve bu nedenle\nçalışma hayatını olumsuz etkilemektedir. Kasıtlı ve sistematik olarak\nbelirli bir süre çalışanın aşağılanması, küçümsenmesi,\ndışlanması, kişiliğinin ve saygınlığının zedelenmesi, kötü\nmuameleye tabi tutulması, yıldırılması ve benzeri şekillerde ortaya\nçıkan psikolojik tacizin önlenmesi gerekmektedir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Bu bağlamda; İşyerinde işçinin; işveren vekilleri, amirler veya diğer\nçalışanların rahatsız edici, ahlak dışı, sistematik söz ve\ndavranışlarla taciz edilmesi, haksız eleştiri, hata bulmak, dışlamak, yok\nsaymak, sosyal toplantılara çağırmamak, odaya girdiğinde konuyu\ndeğiştirmek, alay etmek, kılık kıyafetiyle dalga geçmek, masasının\nüzerinden eşyaları yok etmek, sık sık sözünü kesmek, yaptığı işi\nsürekli eleştirmek, davranışlarla ve bakışlarla dışlama, yazılı,\nsözlü yada telefonla tehdit edilme, iş arkadaşlarına kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlarından\nayrılmış bir yer verme, orada yokmuş gibi davranılması, arkasından\nkötü konuşulması, asılsız söylentiler çıkarılması, kararlarının\nsürekli sorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama,\nsahip olduğundan daha az nitelik gerektiren işler verilmesi verişinin\nsürekli değiştirilmesi, fiziksel olarak ağır işler yapmaya zorlama,\nfiziksel şiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel zarara\nuğrama v.b. psikolojik ve fiziksel tacize maruz kalma halleri mobbingdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cstrong>C)Eşit Davranma Yükümlülüğü;\u003C\u002Fstrong> İş ilişkisinde dil,\nırk, cinsiyet, siyasal düşünce, felsefi inanç, din ve mezhep ve benzeri\nsebeplere dayalı ayrım yapılamaz.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimi işçi\nkarşısında geçici işçiye farklı işlem yapamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>işveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet veya gebelik\nnedeniyle doğrudan veya dolaylı farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>D)İşveren, bu maddenin (A), (B) ve (C) bendine aykırı olarak işçinin\niş sözleşmesinin feshi halinde işyerinde çalışan işçi sayısına ve\nişçinin kıdemine bakılmaksızın 4857 sayılı İş Kanunun 18.,19.,20. ve\n21.madde hükümleri uygulanır. Borçlar Kanunu ve 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunun ilgili hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, (B) bendinde belirtilen haller ve benzeri hallere maruz kalan\nişçinin kendi iş sözleşmesini fesih etmesi halinde işverence işçiye 6\naylık brüt ücreti tutarında maddi tazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası üyeleriyle temas sağlama, konferans, eğitim\nsemineri ve benzeri sosyal içerikli toplantılar için işverenin salon, araç\nve gereçlerinden önceden haber vermek kaydıyla ücretsiz olarak\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>İşyerinden geçici olarak ayrılan personel ve yöneticilerde şehir içi\ntoplu taşıma araçlarından işyerinde çalışanlar gibi ücretsiz olarak\nyararlanırlar. (Aksine kanun hükmü olmadıkça).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. TEMSİLCİ ODASI. İSÇİ LOKALİ ve İLAN TAHTASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Temsilci Odası: İşveren, Hizmet-İş Sendikası işyeri sendika\ntemsilcilerine belge, evrak ve kayıtlarını muhafaza edebilmeleri ve\nçalışmalarını kolaylaştırmaları için işyerinde elverişli bir\ntemsilcilik odası tahsis eder. Bu odanın mefruşat ve malzemeleri işverence\ntemin edilir. Temsilci odasına işveren tarafından dahili telefon tahsis\nedilir. Bu telefonla yapılan konuşmalar da İşveren bir ücret talebinde\nbulunamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşçi Lokali: İşveren, her işyerinde çalışan tüm işçilerin\nyüzde elli (%50) den fazlasının rahatlıkla oturabileceği bir lokal temini\niçin gerekeni yapar. İşçi lokalinde bir soğutucu dolap bulundurulur. Bu\nlokalin mefruşat ve malzemeleri işverence temin edilir.\u003C\u002Fp>\n\n\u003Cp>c)İlan Tahtası: İşveren, işyerlerinde işçilerin kolayca\ngörebilecekleri elverişli bir yerde Hizmet-İş Sendikasının ilan, tebliğ\nve bültenlerini asmak için bir ilan tahtası koymayı kabul eder. Bu ilan\ntahtasına başka sendikaların ilan, tebliğ ve bültenleri asılamayacağı\ngibi işyerinde başka sendikalar içinde ayrıca ilan tahtası bulundurulamaz.\nBu tahtaya asılacak Hizmet- İş Sendikasının imzalı ve mühürlü ilan\nbülteni, tebliğ, talimat ve benzerlerinden doğacak sorumluluk Hizmet-İş\nSendikasına aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-14. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18.maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nher ay keserek işçi ücretlerinin ödendiği günü takip eden 7 gün içinde\nsendikanın bildireceği banka hesabına herhangi bir ihtara lüzum\nkalmaksızın 7 gün içerisinde yatırmak kesinti listesinin bir nüshasını\nişyerinin bağlı olduğu şubeye,bir nüshasını da sendika genel merkezine\nposta ile ya da e-mail adresine (muhasebe@hizmet-is.org.tr) göndermek\nzorundadır. T.C. Çalışma ve Sosyal Güvenlik Bakanlığı tarafından yeni\ndönem için yetki verilmesi halinde, sendikanın yazılı talebi\naranmaksızın işveren tarafından üyelik aidat kesintileri yapılarak\nyukarıda belirtilen usul çerçevesinde sendikaya ödenir. İşveren bu\nişlemler için sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına\nbir ay içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler için\nyapılacak kesintiler sendikanın ve işçinin yazılı muvafakatine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-15. ÇALIŞAN İSÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sendikanın yazılı talebi üzerine işyerinde çalışan bütün\nişçilerin isim listelerini mevcut belgelere dayanarak ve işveren\nvekillerince onaylanmış olarak bir hafta içinde sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olup ölen, emekli olan, işten çıkarılan veya kendi\nisteği ile ayrılan işçilerin onaylı isim listelerini de en geç her ayın\nsonunda, sendikanın talebine gerek olmaksızın düzenli olarak sendikaya\ngönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-16. İSÇİLERİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi, kendisine verilen emirleri kanun ve toplu iş sözleşmesi\nhükümlerine aykırı görürse, bizzat veya temsilci vasıtasıyla emri veren\namirine bildirir. Amir emrin yapılmasında ısrar ederse emri yazılı olarak\nişçiye vermek zorundadır. Bu şekilde işçinin emri yerine getirmesinde\nkanuna ve talimatlara aykırılık (suç hali hariç) teşkil ederse bundan\ndolayı işçi sorumlu tutulamaz. İşçinin amirine başvurmasına rağmen\namir emrini yazılı olarak vermekten kaçınırsa o işin yapılmalımdan\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-17. İSE GEC GELME ERKEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Meşru bir mazereti olmaksızın işe geç gelen işçiyi işveren tam ve\nyarım gün içinde işe başlatıp, başlatmamakta serbesttir.\u003C\u002Fp>\n\n\u003Cp>b)Otuz (30) günlük süre içinde iki defa bir saate kadar meşru bir\nmazeretle geç gelen işçi işe başlatılır. İşçi geç kaldığı sürece\nücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>c)İşyerinden izinsiz olarak erken ayrılan işçi hakkında disiplin\ncezası uygulanır.\u003C\u002Fp>\n\n\u003Cp>d)Yangın deprem, su baskını gibi tabii afetler ile ulaşım\naraçlarının kesintiye uğradığı haller gibi mazereti nedeniyle işe\ngelemeyen işçi o gün için mazereti belgelemek kaydıyla ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-18. BRANŞTA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Her işçi genel olarak istihdam edildiği işinde ve branşında\nçalıştırılır. Ancak, işçiler gerek duyulduğu takdirde işveren\ntarafından işverene bağlı diğer işyeri ya da birimlerinde muvafakat\naranmaksızın yazılı emir ile çalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cp>Yangın, sel deprem gibi tabii afet hallerinde işçinin rızasına\nbakılmaksızın geçici sürelerde işçiler çalıştırılabilirler.\nİşçilerin çalıştıkları işyerinin ikametgâhına yakın olmasına özen\ngösterilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin ikametgâhının değişmesi halinde, işçi isterse\nikametgâhına yakın bir işyerine (aynı vasıfta benzer bir işe)\nnakledilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-19. DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)İşçiler işe alındıkları tarihten itibaren iki aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş akdini feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Önceden işyerinde çalışırken tensikat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe alımlarda ikinci bir deneme\nsüresine tabi tutulmazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-20. ASKERLİK HİZMETİ NEDENİYLE İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Muvazzaf askerlik hizmeti dışında manevra veya herhangi bir nedenle\nsilahaltına alman personel, silahaltına alındığı süre içinde ücretsiz\nizinli sayılır.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik hizmetini yaptıktan sonra bir ay içinde işe dönmek\nisteyen işçi ayrıldığı derecedeki müktesep haklarına ek olarak işbu\nsözleşme ile sağlanan haklardan yararlandırılarak eski yerine ve işine\nalınır.\u003C\u002Fp>\n\n\u003Cp>c)Muvazzaf askerlik hizmeti için işyerinden ayrılan işçiye\n\u003Cstrong>3.000,00 TL (ÜÇBİNTÜRKLİRASI\u003C\u002Fstrong>) askerlik yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-21. VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Postalar Halinde İşçi Çalıştırılarak Yürütülen İşlerde\nÇalışmalara İlişkin Bazı Özel Usul ve Kurallar Hakkında Yönetmelik\nHükümleri uygulanır. Vardiya ve posta nöbet çizelgesi ilgili amir\ntarafından imzalanarak işyerinde ilan olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-22. NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Haftalık çalışma süresi 45 saattir. Bu süre aşılmamak ve gün\nortasında bir saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla\nçalışma saatleri işin icabına göre işverence tanzim edilir. Haftalık\nçalışma süresi beş buçuk işgünü olup günlük 7,5 saattir. Normal\nçalışma yapılan işyerleri için Cumartesi öğleden sonra akdi tatil ve\nPazar günü hafta tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-23. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>45 saatin üzerinde yapılan çalışmalar fazla çalışma, kanuni\nhaftalık çalışma süresinin üzerinde yapılan çalışmalar fazla\nçalışmadır. Fazla çalışmalar, işçinin rızası alınarak işçiler\narasında hakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından\nsırayla yaptırılır. Yapılacak her bir saat fazla çalışma için\nödenecek ücret, normal çalışma ücretinin %65 fazlasıdır. Fazla\nsürelerle çalışma ve fazla çalışma ücretleri aylık ücretleri ile\nbirlikte takip eden ayın 15'inde ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında bulunan işyerlerinde çalışan\nişçilerin aşağıda belirtilen şekilde geçirdikleri süreler ile\nkanunlarda belirtilen süreler çalışma sürelerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşveren tarafından işçinin işyerinden başka bir işyerine\ngönderilmesi esnasında yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, işverenin her an emrinde hazır bulunması halinde\nçalıştırılmaksızın ve çıkacak işi bekleyerek geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>c)Yağmur, sel elektrik kesilmesi ile malzeme ve araç yokluğu nedeniyle\nişbaşında bulunup ta çalışmadığı süreler,\u003C\u002Fp>\n\n\u003Cp>d)Sendika tarafından yapılacak her türlü toplantı ve görevlerde geçen\nsüreler.\u003C\u002Fp>\n\n\u003Cp>e)Yolcu otobüsünde çalışan şoför veya muavinlerin arabanın başında\nbekledikleri süreler çalışmış gibi mesaiden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-25. İSÇİ ALMADA USUL \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanun hükümleri uygulanır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-26. İS SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER VE İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Gözlem altında tutulan işçiler bu sürede idari izinli sayılır.\nHaklarında verilen mahkumiyet kararı (hapis, ağır hapis) kesinleşenlerin\nmahkum oldukları tarih itibariyle iş akitleri fesih edilir.\u003C\u002Fp>\n\n\u003Cp>2.Gözlem altına alınan işçinin iş akdi fesih edilemez.\u003C\u002Fp>\n\n\u003Cp>3.Herhangi bir sebeple tutuklanan işçinin iş akdi askıya alınır.\u003C\u002Fp>\n\n\u003Cp>Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmaması,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek kalmaması,\u003C\u002Fp>\n\n\u003Cp>c)Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>d)Beraat kararı verilmesi nedenlerinden biri ile 120 gün içinde son\nbulması halinde serbest bırakılan işçinin 15 gün içinde eski işine\ndönmesini talep etmesi üzerine işveren tarafından eski işine veya benzeri\nbir işe emsallerinin hakları ile alınır. 120 günden sonraki başvuru\nhallerinde boş yer var ise işe alınır.\u003C\u002Fp>\n\n\u003Cp>4.Tutuksuz yargılanan işçinin 6 aydan fazla hapis cezası veya ağır\nhapis cezası ile mahkum edilmesi ve kararın kesinleşmesi halinde, iş akdi\nfeshedilir. Ancak, mahkumiyetin 6 aya kadar olması ve yüz kızartıcı bir\nsuçtan olmaması şartı ile bu süre için işçinin iş akdi askıya\nalınır. Serbest bırakılan işçinin 15 gün içinde başvurması halinde\neski işine veya benzeri bir işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>5.Trafik suçundan ehliyetlerinin mahkemece geri alınması durumunda\nehliyetin iade edildiği tarihten itibaren 7 gün içinde başvurmaları\nhalinde eski görevlerine iade edilirler. Ehliyetlerin alınması süresi\niçinde işveren işçiyi branşına uygun bir işte çalıştırır.\u003C\u002Fp>\n\n\u003Cp>6.Yüz kızartıcı suçlardan hüküm giyenler cezanın ertelenmesi, paraya\nçevrilmesi veya affa uğraması halinde dahi hiçbir suretle tekrar işe\nalınamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>HİZMET AKDİNİN SONA ERMESİ ve SONUÇLARI \u003C\u002Fh2>\n\n\u003Ch3>MADDE-27. HİZMET SÖZLEŞMESİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren taraf, sendika üyesi işçilerin iş sözleşmelerinin 4857\nsayılı kanunun 25. maddesi saklı kalmak kaydıyla, işçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep (4857 sayılı kanunun 18.\nmaddesinin gerekçesinden belirtilen gerekçe vb.) olmaksızın fesih edilemez.\nBuna aykırı bir şekilde iş sözleşmesinin feshi halinde 4857 sayılı\nkanunun 18, 20,21 inci madde hükümleri uygulanır. İşçinin kanunlar, iş\nsözleşmeleri ve toplu iş sözleşmesinden doğan diğer tazminat ile diğer\ntüm haklan saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-28. TENKİSATTA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamındaki işyerlerinde tenkisata gidilmesi durumunda\nişveren aşağıdaki ilke ve sıraya uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>1.Öncelikle gönüllü olanlar,\u003C\u002Fp>\n\n\u003Cp>2.Deneme süresini tamamlamamış olanlar,\u003C\u002Fp>\n\n\u003Cp>3.Emeklilik hakkını kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>4.İşyerine ilk giren son çıkar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-29. BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet akitleri, bu sözleşme hükümlerine uygun olarak işveren\ntarafından önceden karşı tarafa yazılı bildirimde bulunmak şartı ile\nbildirim tarihinden itibaren;\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçilerin 2 hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 3 yıla kadar sürmüş olan işçilerin 4 hafta sonunda,\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan 10 yıla kadar sürmüş olan işçilerin 6 hafta\nsonunda,\u003C\u002Fp>\n\n\u003Cp>İşi 10 yıldan fazla sürmüş olan işçilerin 8 hafta sonunda fesih\nedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-30. YENİ İS ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin yazılı ihbarı veya işçinin dilekçesiyle hizmet akdi ihbar\nönellerine uyulmak suretiyle feshedildiğinde ihbar önelleri sırasında,\nişçiye çalışma saatleri içinde günde 3 saat ücretli yeni iş arama izni\nverir. İşçi talep ettiğinde akdin son bulacağı zamandan önceki günlere\nrastlamak üzere bu izinler topluca verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-31. KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancedays1\">\u003Cstrong>1) Kıdem Tazminatı:\u003C\u002Fstrong> İşçilerin hizmet akitlerinin iş\nkanunundaki kıdem tazminatının ödenmesini gerektiren hallerden birisi ile\nfeshi halinde, işçiye her tam hizmet yılı için 40 günlük ücreti\ntutarında kıdem tazminatı ödenir. 1 yıldan artan süreler içinde aynı\noran üzerinden ödeme yapılır. Ölüm hallerinde tazminat, kanuni\nmirasçılarına verilir. İş kazası nedeniyle ölen işçinin\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2)Hesaplanması ve Ödenmesi\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Kıdem tazminatına esas olan ücret, işçinin en son aldığı günlük\nücretine bu toplu iş sözleşmesi ile kazanılan ayni ve nakdi yardımların\ntoplamının ilavesi ile bulunacak ücrettir.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>c)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri varsa\nbu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Ayrıca kurum içerisinde iken askerlik borçlanmasını yapanların,\nyatırdığı süreler kadar kıdem tazminatı hesabında dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>e)Kıdem tazminatı birinci taksiti emekliye sevk tarihinden sonra 30 gün\niçinde birer aylık 5 (BEŞ) taksitte ödenebilir. 5 (BEŞ) taksitten fazla\nuzatılamaz.\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE-32. İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)Yıllık Ücretli İzinler\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilere 01.01.2024\ntarihinden itibaren aşağıda belirtilen günlerde yıllık ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Hizmet 1-5 yıl olanlara 20 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Hizmeti 6-10 yıl olanlara 24 gün,\u003C\u002Fp>\n\n\u003Cp>c)Hizmeti 11-15 yıl olanlara 28 gün,\u003C\u002Fp>\n\n\u003Cp>d)Hizmeti 16 yıl ve fazlasına 30 gün\u003C\u002Fp>\n\n\u003Cp>d)Yıllık ücretli izinler yönetmelik esaslarına göre düzenlenir.\u003C\u002Fp>\n\n\u003Cp>f)Ücretli izine rastlayan genel tatil, hafta tatili, ulusal bayram ve dini\nbayram günleri izin sürelerinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>B ) Ücretsiz Mazeret İzni\u003C\u002Fh4>\n\n\u003Cp>İşveren, işçiye yazılı müracaatı üzerine ve özrü makul görülmek\nşartıyla yılda 180 gün ücretsiz mazeret izni vermeyi kabul eder. İlgili\nizin en az 10 günlük parçalar halinde olmak şartıyla verilir. Doğum yapan\nkadın işçiye, ücretli izinlerini kullandıktan sonra (rapor hariç)\nyazılı müracaatı halinde on iki (12) aya kadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>C ) Ücretli Sosyal İzinler\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu İş sözleşmesi kapsamında çalışan işçilere sosyal\ndurumlarına göre aşağıda yazılı esaslar dahilinde ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1)Evlenen işçilere yazılı isteği üzerine nikah merasiminde bir\nişgünü, düğün törenlerinde 7 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)İşçinin kendisine ait öz veya üvey çocuklarının evlenme\ntörenlerinde 5 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>3)Eşi doğum yapan işçiye 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>4)İşyerinde çalışan hamile kadın işçilere doğum öncesi 8 hafta ve\ndoğum sonrası 8 hafta ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>Doğum yapan işçiye ilk 6 ay 3 saat, ikinci 6 ay 1,5 saat süt izni\nkullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>5)Ana, baba, kardeş, eş ve çocuğunun refakatim gerektiren bakım ve\nağır hastalığı halinde işçilerin refakatçi olarak geçirdiği günler\nücretli izinli sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>6)Ana, Baba, Kayınpeder, Kayınvalide, eş, damat, gelin, kardeş ile öz\nveya bakımları kendine ait olan üvey çocuklarının ölümü halinde 7\ngün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7)İşçinin dedesi, Babaanne, Anneanne, Amca, Dayı, Hala, Kayınbirader,\nYeğen, Enişte, Görümce, Teyze, Kuzen, Bacanak, Üvey anne, üvey baba,\nyenge ve baldızının ölümü halinde 3 gün, ancak ölümler şehir\ndışında olmuş ise veya cenaze şehir dışına gidecekse 4 gün ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>8)İşyerinde çalışan işçilerden birini ölümü halinde cenaze\nhazırlıklarını yapmak veya cenaze törenine katılmak üzere yeteri kadar\nişçiye ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>9)İkamet ettiği veya eşinin, ana ve babasının, kardeşlerinin ve\nkendisinin mülkiyetinde olan gayrimenkullerin, Yangın, su baskını, deprem\ngibi tabii afetlere maruz kalan işçiye salgın hastalık halinde o bölgede\noturan işçilere 10 gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>10)İşveren işçinin kendi ana, baba, çocuğunun ve eşinin ölümü\nhalinde şehir içi veya dışı yerler için cenaze arabası ile ihtiyaç\nkadar otobüsü ücretsiz tahsis eder.\u003C\u002Fp>\n\n\u003Cp>Sosyal izin kullananlar izin sonunda mazeretlerini ilgili makamdan\n(kaymakam, tabip raporu, muhtar vs.) aldıkları vesika ile 15 gün içinde\nbelgelemek zorundadırlar. Aksi halde haklarında mazeretsiz işe gelmeme\nişlemi uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>1 .KISIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-33. AİLE ve COCUK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerinde çalışan taraf sendika üyesi işçilere evli\nolduğuna bakılmaksızın, Devlet Memurlarına ödenen aile yardımı miktarı\nödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerinde çalışan taraf sendika üyesi işçilerin\nevlenmemiş ve işi olmayan her çocuğu için Devlet Memurlarına ödenen esas\nve usullerde çocuk yardımı miktarı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE-34. YEMEK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşveren, Hizmet-İş Sendikası üyesi işçilere fiilen çalıştıkları\ngünlere bakılmaksızın (Ücretsiz izin, rapor hariç} aylık,30 gün\nüzerinden bürüt \u003Cstrong>157,00 TL\u002FGÜN (YÜZELLİYEDİTÜRKLİRASI)\u003C\u002Fstrong>\nyemek yardımı yapmayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>Kıdem tazminatı hesaplanmasında yukarıdaki belirlenen yemek bedeli esas\nalınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-35. EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan Hizmet-İş Sendikası üyesi\nişçilerin evlenmeleri halinde 01.01.2024 tarihinden itibaren \u003Cstrong>7.500 TL\n(YEDİBİNBEŞYÜZTÜRKLİRASI)\u003C\u002Fstrong> evlenme yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Evlenen işçiler, aynı işverenin emrinde çalışıyorsa bu yardım her\niki işçiye de ayrı ayrı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-36. DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanun hükümlerine ilaveten \u003Cstrong>3.000,00\n(ÜÇBİNTÜRKLİRASI)\u003C\u002Fstrong> lira doğum yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>MADDE-37. HASTALIK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Herhangi bir hastalık nedeniyle iş göremezliğe uğrayan işçiye,\naşağıda belirlenen şartlar dahilinde hastalık yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>a)Hastalık nedeniyle iş göremezliğe uğrayan işçilerin rapor\nsüresinin SGK tarafından ödenmeyen ilk iki günlük ücreti yılda 5 kez\nişverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşçinin işyerinin bulunduğu mahalde veya sevk suretiyle başka bir\nmahalde viziteye çıkması halinde işyerinden ayrı kalacağı süreler ile\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntakdirde geçirdiği bu sürelerde ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>c)Sendika üyesi işçilerin bakmakla yükümlü bulundukları eş, çocuk,\nana ve babalarının ağır hastalıkları halinde sağlık kuruluşlarına\ngötürülüp getirilmeleri için işverenin ambulansı bulunması halinde\nücretsiz yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d)İşçinin Ana, baba, çocuğunun ve eşinin ölümü halinde şehir içi\nveya dışı yerlerde cenaze arabasından ücretsiz olarak yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, belediye tarafmdan cenaze törenine bir adet otobüs tahsis\nedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-38. KOOPERATİFLER ve SOSYAL KURULUŞ KESİNTİLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme kapsamına giren işçiler tarafından kurulan tüketim\nkooperatifleri ile iş kazalarını önleme ve yardımlaşma demeklerinin\nkesintileri, üye işçilerin yazılı onay vermeleri halinde aylık\nücretlerinden kesilerek bildirilecek banka hesap numaralarına gönderilir.\nKesinti listesinin bir örneği ilgili kuruluşa gönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-39. TABİİ AFET YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sendika üyesi işçilere yangın, sel, deprem gibi tabii afetlere\nmaruz kalanlara uğradığı zarara göre 01.01.2024 tarihinden itibaren\n\u003Cstrong>5.000 TL (BEŞBİNTÜRKLİRASI)\u003C\u002Fstrong> tabii afet yardımı yapmayı\nkabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-40. ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi kapsamında çalışan sendika üyesi işçinin\nişverenin işini yaparken iş kazası ve meslek hastalığı sonucunda\nölümü halinde, ölüm bir süre sonra vuku bulsa dahi işveren işçinin\nkanuni mirasçılarına \u003Cstrong>20.000,00 (YİRMİBİNTÜRKLİRASI)\u003C\u002Fstrong>\nlira, normal ölümü halinde \u003Cstrong>7.500,00 TL\n(YEDİBİNBEŞYÜZTÜRKLİRASI)\u003C\u002Fstrong> brüt ölüm yardımı yapmayı kabul\nve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-41, YAKACAK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası üyesi işçilere 01.01.2024 tarihinden itibaren\n\u003Cstrong>5.800,00 TL (BEŞBİNSEKİZYÜZTÜRKLİRASI)\u003C\u002Fstrong> Yakacak yardımı\nödenir.\u003C\u002Fp>\n\n\u003Cp>Ücretli izinli ve raporlu hallerde dahil bu yardım aynen ödenmeye devam\nedilir.(Ücretsiz izin kullandığında çalışmadığı gün kadar kesinti\nyapılır.) Kıdem tazminatı hesabında da aynen göz önünde\ntutulacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>2.KISIM: ÜCRETLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-42. KIDEM ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi kapsamına giren işyerlerinde çalışan\ntaraf sendika üyesi işçilerin günlük taban\u002Ftavan yevmiyelerine,\nişyerlerinde geçen beher hizmet yılı için, son işe giriş tarihinden\nbaşlayarak geriye dönük olmak üzere \u003Cstrong>75 KRŞ (YETMİŞBEŞ\nKURUŞ)\u003C\u002Fstrong> kıdem zammı ilave edilir.\u003C\u002Fp>\n\n\u003Cp>Kıdem zammı günlük yevmiyeye ilave edildikten sonra ücret zammı\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>MADDE-43. TABAN ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">NEVŞEHİR Belediyesi Personel A.Ş.’ne bağlı işyerlerinde çalışan\ntaraf sendika üyesi işçilerden 01.01.2024 tarihinde almakta oldukları\ngünlük yevmiyeleri \u003Cstrong>666,75 TL\u003C\u002Fstrong>’nin altında olan işçilerin\nyevmiyeleri 01.01.2024 tarihinden itibaren \u003Cstrong>666,75 TL\u003C\u002Fstrong>’ye\nyükseltilecektir. 01.01.2024 tarihindeki günlük ücretleri \u003Cstrong>666,75\nTL\u003C\u002Fstrong>’nin üzerinde olanların yevmiyeleri kendi taban ücreti olarak\nkabul edilecektir.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>MADDE-44. ÜCRET ZAMMI ve İS RİSKİ İLE SORUMLULUK ZAMMI \u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A-ÜCRET ZAMMI :\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilerin 44. madde de belirtilen taban ücretlerine 43.maddedeki kıdem\nzammı uygulandıktan sonra ilaveten;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>\u003Cstrong>2.YIL ÜCRET ZAMMI\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.Altı Ay Ücret Zammı\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cp>Sendika üyesi işçilerin 01.01.2025 tarihinde almakta oldukları günlük\nücretlerine; 01.01.2025 tarihinden geçerli olmak üzere devlet memurlarına\ngelen her türlü zam, enflasyon farkı, seyyanen zam vs. oranında ücret\nzammı yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2,Altı Ay Ücret Zammı\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 01.07.2025 tarihinde almakta oldukları günlük\nücretlerine; 01.07.2025 tarihinden geçerli olmak üzere devlet memurlarına\ngelen her türlü zam, enflasyon farkı, seyyanen zam vs. oranında ücret\nzammı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.YIL ÜCRET ZAMMI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Altı Ay Ücret Zammı\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2026 tarihinde almakta oldukları günlük\nücretlerine; 01.01.2026 tarihinden geçerli olmak üzere devlet memurlarına\ngelen her türlü zam, enflasyon farkı, seyyanen zam vs. oranında ücret\nzammı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>2.Altı Ay Ücret Zammı\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 01.07.2026 tarihinde almakta oldukları günlük\nücretlerine; 01.07.2026 tarihinden geçerli olmak üzere devlet memurlarına\ngelen her türlü zam, enflasyon farkı, seyyanen zam vs. oranında ücret\nzammı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Taban ücret, iş riski ve bütün sosyal haklara ve parasal maddelere,\nsözleşme süresi boyunca ücretin zamlandığı aynı tarihte ve ücretin\nzamlandığı oranda zam uygulanır.\u003C\u002Fp>\n\n\u003Cp>Yürürlük tarihinden sonra işe giren sendika üyesi işçilerden, deneme\nsüresini dolduranlara, işe girdikleri sözleşme yılına ait ücret zammı,\nücret zammının uygulama tarihi ile üyeliklerinin taraf sendikaca işverene\nbildirildiği veya dayanışma aidatı ödemek suretiyle yararlanma hususundaki\ntalep tarihi arasında geçen her tam ay için 1\u002F12 oranında eksiltilerek\nuygulanır. Ancak bu uygulama sebebiyle yürürlük tarihinden sonra işe\ngirenlerin ücreti, aynı nitelikteki kıdemli işçilerin ücretini\ngeçemez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch4>B - İS RİSKİ İLE SORUMLULUK ZAMMI\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"82\">\u003Cp>\u003Cstrong>NO\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"438\">\u003Cp>\u003Cstrong>PERSONEL GÖREV TANIMLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>\u003Cstrong>TABAN\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>ÜCRET\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>\u003Cstrong>İŞ RİSKİ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"82\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"438\">\u003Cp>ŞİRKET MÜDÜRÜ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>666,75 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>500 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"82\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"438\">\u003Cp>ŞEF\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>666,75 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>80 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"82\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"438\">\u003Cp>DİĞER İŞÇİLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>666,75 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>25 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.01.2024 tarihi itibariyle bütün işçilerin almış olduğu yevmiye\nmüktesep hak kabul edilmek suretiyle; toplu iş sözleşmesi kapsamındaki\nişçilere meslek grupları, unvanlar ve yapılan iş dikkate alınarak taban\nücreti \u003Cstrong>666,75 TL\n(ALTIYÜZALTMIŞALTITÜRKLİRASIYETMİŞBEŞKURUŞ)\u003C\u002Fstrong> yevmiyeye ilave\nolarak yukarıda tabloda gösterilen miktarlarda iş riski ve sorumluluk zammı\nverilir.\u003C\u002Fp>\n\n\u003Cp>Ancak mevcut yevmiyeleri taban ücretin \u003Cstrong>666.75 TL\u003C\u002Fstrong> üzerinde\nolanlar için; sadece görev yaptığı gruba ait tablodaki üst sınırla,\nmevcut yevmiyesi arasındaki fark iş riski ve sorumluluk zammı olarak\nverilir. Tabloda verilen bu üst sınıra işçilerin kıdem zamları sonradan\nilave edilecektir, Tabloda görev yaptığı gruba ilişkin belirtilmiş üst\nsınırdan fazla yevmiyesi olanlara iş riski ve sorumluluk zammı ödenmez. Bu\ngruplar arasındaki görev değişikliklerinde işçinin yeni tayin edildiği\ngöreve ait grupta belirtilmiş iş riski ve sorumluluk zammı ödenir.\n(Geçici görevlendirilmeler hariç). Aşağıda belirtilen tabloda olmayan\nherhangi bir iş grubu çıktığında emsaline yakın gruba dâhil\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlük tarihinden sonra işe giren sendika\nüyesi işçilerden, deneme süresini dolduranlara, işe girdikleri sözleşme\nyılına ait ücret zammı, ücret zammının uygulama tarihi ile\nüyeliklerinin taraf sendikaca işverene bildirildiği veya dayanışma aidatı\nödemek suretiyle yararlanma hususundaki talep tarihi arasında geçen her tam\nay için 1\u002F12 oranında eksiltilerek uygulanır. Ancak bu uygulama sebebiyle\nyürürlük tarihinden sonra işe girenlerin ücreti, aynı nitelikteki\nkıdemli işçilerin ücretini geçemez. İş Sağlığı ve Güvenliği\nUzmanı olarak görev yapacak işçiye maaşına ilaveten aylık bürüt\n5.000,00 lira ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-45. ÜCRETLERİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi kapsamında çalışan işçilerin ücretleri, takip\neden ayın on beşinde banka aracılığıyla ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren her ödeme döneminde işçiye ücretini gösterir bir ücret\ntediye pusulası verir. Bu pusulada tahakkuk eden her türlü ücret ve\nkesintiler ayrı ayrı gösterilir. Bankamatik yoluyla ücret ödenmesine\ngeçilmesi halinde; işçiler ücretlerini bankamatik aracılığı ile\nalırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-46. GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Saat 20.00 - 06.00 arasında yapılan çalışmalar gece\nçalışmalarıdır. Bu saatlerde çalışan bütün işçilere ücretleri % 15\nzamlı ödenir. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE-47. TATİLLERDE ÇALIŞMA ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>Toplu iş sözleşmesi kapsamındaki işyerlerinden normal çalışma\nyapılan işyerleri için Cumartesi öğleden sonra akdi tatil ve Pazar günü\nhafta tatilidir. Vardiyalı çalışma yapılan yerlerde ise işçilerin\nçalışmaya başladığı 6.günü takip eden 7.gün hafta tatilidir.\nİşveren zaruri görülen hallerde ve işin gereği akdi tatil ve hafta tatili\ngününde çalıştırılan işçilere çalıştırılan beher gün için\nmüteakip hafta içinde işçinin talebiyle bir gün izin verilirse kendi\nyevmiyesine ilaveten 1 yevmiye, müteakip hafta içinde işçi bir gün izin\nyapmazsa işçiye kendi yevmiyesine ilaveten 2 yevmiye ödenmek zorundadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günlerinde ve bu günlerin öncesinde ve\nsonrasında çalışan işçilere çalışılan ve her gün için kendi\nyevmiyelerine ilaveten 2 yevmiye, Dini Bayramlarda yevmiyelerine ilaveten 3\nyevmiye ödenir. Bu günlerde yapılan fazla çalışma karşılığı % 65\noranında zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>Hafta Tatili, Ulusal Bayram, Dini Bayram ve Genel Tatil Günlerinde yapılan\nçalışmaların ücretleri aylık ücretleri ile birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>Anılan Ulusal Bayram, Dini Bayram ve Genel Tatil Günlerinde 3 gün\nönceden işçilere duyurulur. Duyuru yapılmayan işçiler çalışmamaları\nnedeni ile sorumlu tutulamazlar. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-48. İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>Sendika üyesi işçilere, Şubat ayı maaşı ile birlikte 13 yevmiye,\nNisan ayı maaşıyla birlikte 13 yevmiye, Ağustos ayı maaşıyla birlikte 13\nyevmiye ve Kasım ayı maaşıyla 13 yevmiye olmak üzere toplamda yıllık 52\nyevmiye tutarında ikramiye ödemeyi işveren kabul ve taahhüt eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-49. GEÇİCİ GÖREV ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi kapsamında çalışan işçileri geçici görevle\nişyerinden başka yerlere gönderilmesi halinde işçilere 6245 sayılı\nHarcırah ve Bütçe Kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-50. İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Bu konuda İş Sağlığı ve Güvenliği Kanunu ile İş Sağlığı ve\nGüvenliği Kurulları Hakkındaki Yönetmelik Hükümleri Uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-51. İS KAZALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde meydana gelen kazalar en geç iki gün içerisinde Bölge\nÇalışma Müdürlüğüne yazılı olarak bildirilir. İşyerinde yaralanan\nişçinin işverene bilgi vermemesi ve kendi kendini tedavi etmeye\nkalkışması halinde işverene herhangi bir sorumluluk yüklenemez.\u003C\u002Fp>\n\n\u003Cp>Hayati önem arz eden kazalarda işçi en yakın hastaneye veya sağlık\nkuruluşuna götürülür. Bu kuruluşlarda yapılan müdahale ve tedavi\nbedelinin SGK’ca ödenmeyen bölümü işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-52. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>A)Hasar ve Tespit Komisyonun Teşekkülü:\u003C\u002Fh3>\n\n\u003Cp>İşçi tarafından yapılan hasar ve zararların tespiti için işyerinde 3\nkişiden oluşan hasar ve zarar tespit komisyonu\u003C\u002Fp>\n\n\u003Cp>kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu komisyonda,\u003C\u002Fp>\n\n\u003Cp>a)Bir işveren temsilcisi,\u003C\u002Fp>\n\n\u003Cp>b)Bir sendika temsilcisi\u003C\u002Fp>\n\n\u003Cp>c)Olan olayın niteliğine göre işyerinde işten anlayan ve işveren ile\nsendikanın 3 gün içinde birlikte seçecekleri üçüncü bir kişiden\noluşur. Bu üçüncü kişinin seçilememesi halinde sendikanın yazıl\nisteği üzerine ilgili kamu kuruluşlarında uzman bir kişinin tayini\nişverence istenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası meydana geldiğinde trafik eksperi olay yerinde durumu tespit\netmeden ve kaza eksperleri olay yerinde rapor tutmadan ve olayı fotoğraflarla\ngörüntülemedikçe araç yerinden oynatılmaz. Şoförün iradesi dışında\naracın kaldırılması halinde sürücü sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>d)İşveren kaza eksperlerinin görevlerini en iyi şekilde yapabilmeleri\niçin işveren bu komisyonun emrine bir araç tahsis eder. Ayrıca olayı\ngörüntülemek için video kaydı yapan cihazları temin eder. Ölüm veya\nyaralanma ile sonuçlanan iş kazası sonucu kazayı yapan işçiye moral\nbozukluğundan ötürü işveren 3 işgünü moral izni verir.\u003C\u002Fp>\n\n\u003Ch4>B)Hasar ve Tespit Tutanağının Niteliği:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Bu tutanakta,\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Olayın niteliği ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b)Hasar ve zararların işçinin kusur, ihmal veya kastından mı, aracın\nteknik arızasından mı veya her iki tarafa ait ortak kusurdan mı, meydana\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c)Hasar veya zararın miktarı ve bu miktarların her iki taraftan ne kadar\nolduğu tespit edilir. Tutanağa ilgililerin, tanıkların ifadesi var ise\nmevcut diğer belgeler eklenir. Tutanak ekleri, ilgililerin bağlı bulunduğu\nişveren ve sendikaya verilir. Bu komisyon gerekli gördüğü durumda\nbilirkişiye başvurabilir. Her türlü hasar ve zararda komisyon raporu\nşarttır. Aksi takdirde tüm sorumluluk işverene aittir.\u003C\u002Fp>\n\n\u003Ch4>C)Hasar Bedelinin Kesinti ve Ödeme Sekli:\u003C\u002Fh4>\n\n\u003Cp>Bilumum araç, alet ve edevatı kullananların neden olabileceği her\ntürlü hasar ve tazminat bedellerinin kendilerine yüklenen kusur nispeti ne\nolursa olsun bilumum araç, alet ve edevatı kullananlara yüklenecek\nmiktarların % 50’si işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki; bu kazanın meydana geldiği tarihten itibaren 1 yıl içinde\naynı bilumum araç, alet ve edevatı kullananların neden olacağı hasar ve\ntazminat bedellerinin kendilerine yüklenecek miktarının % 10’u işverence\n% 90’u ilgili işçi tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>Üçüncü kişilere veya tüzel kişilere ödenecek hasar ve tazminatlarda\nda aynı yol uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, disiplin hükümleri saklıdır. İşveren, ödeyeceği hasar ve\ntazminat bedelini işçiden talep edemez, alkollu kaza sonucu kazadan işveren\nsorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-53. ARAÇLARIN FENNİ MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, motorlu araçlann fenni muayenesini vaktinde yaptırmayı kabul\neder. Araçtaki fenni noksanlıklar nedeni ile trafik müdürlüğü ve\nekipleri tarafından şoförden kesilen cezayı işveren öder. İşveren her\naraçta ecza çantası, yangın söndürücü ve gerekli sıhhi tesisatı\nbulundurmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-54. BELEDİYE VE BELEDİYEYE BAĞLI İS YERLERİNDE ÇALIŞMA\nDURUMU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Sahada çalışan işçilere Nevşehir Belediye Başkanlığı tarafından\nkoruyucu kıyafet ve gerekli melbusat verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>1. Temizlik işçileri:\u003C\u002Fh4>\n\n\u003Cp>a)İşveren temizlik işçilerinin çalışması esnasında işçi\nsağlığı ve iş güvenliğini sağlamak amacı ile gerekli araç ve\ngereçleri sağlar. İşçilerin araçları koruyabilmesi için grup\nçalışması yerlerinde kulübe yapar gece çalışmalarında gerekli\nışıklandırmayı sağlar.\u003C\u002Fp>\n\n\u003Cp>b)Belediye Zabıta Talimatnamesinde belirtildiği üzere azami yük\nkaldırma oranı bu toplu iş sözleşmesi ile 30 kiloya düşürülmüş olup,\nfazla çöp ihtiva eden bidonların bir temizlik işçisi tarafından\ntoplatılması yaptıramayacaktır. 30 kilonun üzerindeki ağır yük bir\nişçiye yükletilemez ya da taşıttırılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>c)Çöp imha sahalarında işçilerin temizlik gereksinimlerini sağlamak\namacı ile sıcak su ve temizlik malzemeleri bulundurulur. Çöp imha\nsahalarında çalışan işçilerin 6 ayda bir genel sağlık taraması\nişveren tarafından yaptırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2-Atölyede çalışan işçilerin çalışma durumu\u003C\u002Fh4>\n\n\u003Cp>a)İşveren, iş ocakları ve atölyelerde sağlık koşullarına uygun\nısıtma ve havalandırmayı sağlar.\u003C\u002Fp>\n\n\u003Ch4>3-Yol yapım ve onarım müdürlüğünde çalışan isçilerin durumu\u003C\u002Fh4>\n\n\u003Cp>a)İşveren asfalt çalışmaları esnasında trafik zabıta ekibini hazır\nbulundurur.\u003C\u002Fp>\n\n\u003Cp>b)Gece asfalt çalışmalarında yeteri kadar ışıklandırma ve bariyer\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>c)Asfalt zehirlenmelerine karşı gerekli önlemleri alır.\u003C\u002Fp>\n\n\u003Cp>d)Her asfalt ekibinde yeteri kadar işçi bulundurulur.\u003C\u002Fp>\n\n\u003Ch4>4-Park bahçeler müdürlüğünde çalışan isçilerin durumu\u003C\u002Fh4>\n\n\u003Cp>a)İşveren, park bekçilerine parklarda bekçi kulübesi yapar, imkânlar\nnispetinde haberleşmeyi sağlar ve ışıklandırır.\u003C\u002Fp>\n\n\u003Cp>b)Ağaç kesimlerinde, yeterli tedbir alınır. Park ve Bahçeler\nMüdürlüğü personeline ilaçlama yaptırıldığında koruyucu malzeme\nverilir.\u003C\u002Fp>\n\n\u003Cp>c)İtfaiye çalışanlarına da kendi melbusatları veya rayiç bedelleri\ndışında itfaiye elbisesi işverence verilir.\u003C\u002Fp>\n\n\u003Cp>d)Belediye Otobüs İşletmesinde şoför olarak çalışanlara da kendi\nmelbusatları veya rayiç bedelleri dışında takım elbise, ayakkabı,\ngömlek ve kravat işverence verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-55, İTFAİYE İŞYERİNDE ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşin gerektirdiği hallerde işçiler iki veya üç vardiya halinde\nçalıştırılabilirler. Bir işçi iki haftadan fazla gece vardiyasında\nçalıştırılamaz. Vardiya cetvelleri her ay liste halinde işyerinde ilan\nolunur. İki hafta gece çalıştırılan işçi takiben iki hafta gündüz\nçalıştırılır. Vardiyalı işçiler 16 saat dinlenmeden önce işe\nçağrılamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-56. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Belediye Başkanlıklarında disipline ilişkin konularda karar verilmek\nüzere 4 kişiden oluşan disiplin kurulu kurulur. Bu kurulun iki üyesini\nsendika ve diğer iki üyesini de işveren tayin eder. Aynı sayıda yedek\nüyeler taraflarca tespit edilir. Disiplin kurulu başkanlığını işveren\ntemsilcilerinden biri yapar.\u003C\u002Fp>\n\n\u003Cp>b)Disipline sevk halleri her iki tarafça da intikal ettirilebilir. Kurul\nbaşkanınm beş gün önce yapacağı yazılı çağrısı üzerine en az üç\nüyenin bir araya gelmesi ile toplanır. Bu çağrı yazısında işlenilen\nfiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara tarafların\nhukuk müşavirleri de katılabilir. Fakat bunların oy hakları yoktur. Karar\noy çokluğu ile alınır. Oyların eşitliği halinde başkanın oyu iki oy\nkabul edilir. Kurul kararlan kesindir. Yönetim Kurulu Başkanı veya yetki\nverdiği görevli kurul kararını 10 gün içerisinde onaylar. Aksi halde\nkarar düşer ve işçiye ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>c)Disiplini bozan fiillere işbu toplu iş sözleşmesinin ceza cetveline\nuygun olarak (tekerrür sırasına göre) ceza verilir. Bu cezalar dışında\nceza verilemez. Ceza cetvelinde belirtilmeyen suçların olması halinde\ncetvele uygun en yakın ceza verilir. Disiplini bozan bir fiile verilecek o\nfiilin karşılığı olan cezalar sırasıyla uygulanır.\u003C\u002Fp>\n\n\u003Cp>d)Disiplin cezalan ihtar, gündelik kesimi ve işten çıkarmadan\nibarettir.\u003C\u002Fp>\n\n\u003Cp>1) ihtar, işçiyi görevinde dikkate davettir. İtiraz edilemez. Sicile\ngeçmez. Disiplin Kurulu karan ile verilenler ise sicile geçer.\u003C\u002Fp>\n\n\u003Cp>2)Gündelik kesimi; İşçinin ceza cetvelinde ki yevmiyesi kadar ceza\nverilir.\u003C\u002Fp>\n\n\u003Cp>3)İşten çıkarma; iş akdinin fesih edilmesidir. Disiplin Kurulunca bu\ncezaya ancak % çoğunlukla karar verilir.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin kovuşturmasını gerektiren fiilden zarar gördüğünü iddia\neden işveren veya vekilinin olayı veya olayın failini öğrendikleri\ntarihten itibaren 30 gün içerisinde disiplin kovuşturması açılmasına\nteşebbüs etmemeleri veya teşebbüs edilmekle beraber aşağıdaki bentlerde\nbelirtilen sürelerin aşılması halinde disiplin akim kalır. Ve işçiye\nceza verilmez.\u003C\u002Fp>\n\n\u003Cp>f)1. Disiplini bozan fiili öğrenen ilgili yetkili (20) gün içinde\ngerekli soruşturma belgelerini hazırlayarak disiplin kuruluna şevke yetkili\nmakama verir.\u003C\u002Fp>\n\n\u003Cp>2.Şevke yetkili makam, soruşturma, belgelerinde eksik görülen konular\nvar ise (tanık ifadeleri, hakkında disiplin kovuşturması yapılacak\nkimsenin savunması gibi) bunları tamamlayarak belgeleri en çok 10 işgünü\niçinde kurula sevk eder, işçinin yetkili makamlarca kurula şevki halinde\ndisiplin kurulunca işçide dinlenir. İşçinin yazılı savunmasının\nalınması ve her türlü delillerin toplanmasına imkan tanınması mutlak\nzorunludur.\u003C\u002Fp>\n\n\u003Cp>3.Disiplin kurulu, belgelerin kurula şevkini müteakip genel olarak 30 gün\niçinde olay hakkında gerekli incelemesini yaparak kararını verir. Ancak bu\nsüre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>g)İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 1 yıl içinde aynı fiili işlemesi halinde ceza\ncetvelinde gösterilen cezalar sırasıyla takdir olunur. 1 yıl içinde 3 defa\nceza alan bir işçinin aynı yıl içinde 4 fiili için ceza gerektiğinde bu\nfiil için verilmesi icap eden ceza, evvelki fiillerin nitelikleri ve verilen\ncezalarda nazara alınarak kurulda serbestçe takdir olunur.\u003C\u002Fp>\n\n\u003Cp>h)Disiplin kurulunca verilen karar, işçinin işten çıkarılmasına\nilişkinse disiplin kurulu kararının feshe yetkili makama tevdi tarihinden\nitibaren 10 işgünü geçtikten sonra akdin feshi salâhiyeti\nkullanılamaz.\u003C\u002Fp>\n\n\u003Cp>ı) Kurul kararları genel olarak yazılı ve nedenleri belirtilmek\nsuretiyle tebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz.\nİşçinin kurul kararlarına tebellüğden sakınması ve kararın tebliği\nesnasında terk suretiyle işyerinden ayrılmış olması halinde keyfiyet\ntutanakla tespit olunmak kaydıyla tebellüğ etmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İşçinin hastalık, izin, geçici askerlik gibi nedenlerle işyerinden\nayrı bulunması halinde kendisine tebliğ yapılmazsa yasal ikametgah adresine\n10 işgünlük süre zarfında taahhütlü mektupla, işçinin geçici görevli\nolarak işyeri merkezi dışında bulunması nedeni tebliğ edilmezse işyeri\nmerkezine döndüğünde derhal, hastanede yatan işçiye hastaneden\nçıktıktan sonra tebliğ edilir. Bu takdirde 10 işgünlük sürenin\ngeçirildiği ileri sürülmez. Disiplin kurulu kararları işçinin gizli\ndosyasında saklanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. BÖLÜM DEĞİŞİK HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 57. UYUŞMAZLIKLARI ÇÖZÜM KURULU :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu TIS uygulanmasından doğan uyuşmazlıkları gidermek için işveren\nnezdinde işveren temsilcisi ile sendikanın seçeceği 3’er temsilciden\noluşan bir uyuşmazlıkları çözüm kurulu kurulur.\u003C\u002Fp>\n\n\u003Cp>Kurulun Başkanı İşveren Temsilcisidir. İhtiyaç vukuunda tarafların\ngündemli talebi ile toplantıya davetlerinden itibaren 7 gün içinde kurul\ntoplanır. Taraflar konunun çözümü için gereken çabayı gösterir. Kurul\nuyuşmazlıkları en geç 15 gün içinde karara bağlar. Bu kurulda kararlar\noy çokluğu ile alınır. Kuruldan çıkan karara sendikanın muhalefeti\nhalinde durum bir üst makama 10 işgününde intikal ettirilir.\u003C\u002Fp>\n\n\u003Cp>Bu Kurul;\u003C\u002Fp>\n\n\u003Cp>a)İşveren veya Vekiline veya Sendikaya aksettirilen ve neticeye\nvarılmayan TİS’nin tatbikinden doğan ihtilaflar ile şikayetleri,\u003C\u002Fp>\n\n\u003Cp>b)İşbu TİS’in yürürlükte bulunduğu süre zarfında ihtiva ettiği\nmaddelerin gerek lafzen, gerek ruhen tefsirinden ortaya çıkan hususları\nhalleder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE-58. EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlıklarını korumak için,\nbelirli zamanlarda işverenle mutabakat sağlayarak, eğitim toplantıları\ndüzenler.\u003C\u002Fp>\n\n\u003Cp>Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkan dahilinde işveren tarafından\nücretsiz olarak temin edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-59. İSLETME veva İŞYERİ HİZMETLERİNİN DEVRİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Belediye işçiyi, ücreti taşeron tarafından ödenmek kaydıyla taşeron\nemrinde çalıştıramaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>CEZAYI GEREKTİREN HALLER TEKERRÜR SAYISINA GÖRE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TEKERRÜR SAYISINA GÖRE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1.FİİL\u003C\u002Ftd>\n      \u003Ctd>2.FİİL\u003C\u002Ftd>\n      \u003Ctd>3. TEKRARI\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>1. Mazeretsiz olarak işe geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>7 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>2. İş saatinde arkadaşlarını lüzumsuz yere\n        meşgul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>2 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>3. Hasta olmadığı halde kendisini hasta\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>4. İş saati bitmeden işten izinsiz olarak\n        ayrılmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5. Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>7 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>5. İş saatinde yapılması gereken işi yapmayıp\n        özel işlerle meşgul olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>6- İşyerinde veya iş esnasında amirlerine hakaret\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>7. İşe bir gün gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>8. İş yerinde dikkatsizliği ve tedbirsizliği\n        sebebiyle yangına sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İHRAÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>9. İş saatlerinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>lO.Mazeretsiz herhangi bir tatil gününü takip eden\n        işgünü işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>11 .Amirleri tarafından pozisyonu ile ilgili verilen\n        emirleri yapmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>12.İşyerine ait araç ve gereçleri izinsiz olarak\n        görevi dışındaki veya özeli işlerde kullanmak veya\n        kullandırmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>13. İşyerinde kavga çıkarmak kavgaya sebebiyet\n        vermek, kavga etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>14.Kendisine teslim edilen araç, alet ve malzemeyi\n        iyi koruyamayarak kaybına bozulmasına sebebiyet vermek\u003C\u002Fp>\n\n        \u003Cp>a)  İhlali halinde\u003C\u002Fp>\n\n        \u003Cp>b)  Kasti halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cspan style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan> \n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>5 Yev. \u003C\u002Fp>\n\n        \u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>15.Amirleri, işyeri mensuplan veya maiyeti hakkında\n        yalan veya yanlış şaibeler çıkarmak asılsız veya şikâyetlerde\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>16.İşe gelmeyen işçinin yerine imza atmak,\n        kartına basmak ve sair metotlarla işçiyi işe gelmiş gibi\n        göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>17.Görevini yapmada dikkatsizlik ve laubali\n        davranma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>2 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"444\">\u003Cp>18.İşçi işyerinde iş verimini ve iş\n        performansını düşürecek şekilde mesai haricinde ek iş yapamaz.\n        İşçinin iş verimi ve performansı düştüğünde ve bu iş yerine\n        yansır ise\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5 Yevmiye\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>10 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN İMZASI\u003C\u002Fh3>\n\n\u003Cp>İş bu toplu iş sözleşmesi 59 madde asil, 18 maddelik ek ceza\ncetvelinden ibaret olup 10.01.2024 imzası bulunan yetkililer tarafından imza\naltına alınmıştır.\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",{"cbadate_start":42,"trainingprogrammes":45,"trainingfund":48,"pensionfund":52,"disabilityfund":56,"contracttrial":59,"contracttrialperiod":62,"tempagency":66,"sicknesspay":70,"healthandsafetypolicy":74,"code_application":77,"protectiveclothing":81,"hivpolicy":85,"paidmaternityleave":89,"pregnancy":93,"paidpaternityleaveduration":97,"childcare":100,"deathrelativesleave":104,"marriageleave":108,"discrimination":112,"sexualhar":116,"WORKHOURS_trigger":120,"hourspday_select":123,"PAIDLEAV_trigger":127,"holidaysdays":130,"TRADEUNLEAV_trigger":133,"OVERTIME_trigger":137,"overtimeallowancetype_general":141,"WAGES_trigger":145,"LOWWAGE_trigger":149,"LOWWAGE_government":152,"STRUCINCR_trigger":156,"wageincreasedate":159,"ONCERISE_trigger":163,"incidentalbonustype2":166,"NOCTPREM_trigger":170,"shiftallowancetype":173,"SUNDAY_trigger":177,"sundayallowanceperc1":180,"SENIOR_trigger":184,"longserviceallowancedays1":188,"MEALALL_trigger":192,"mealvouchersamount":195,"HARDSHIP_trigger":199,"CBA_MEMTRAD4_1":202},{"bindId":43,"name":44,"text":44},"cbadate_start","MADDE-2. YÜRÜRLÜK SÜRESİ",{"bindId":46,"name":47,"text":47},"trainingprogrammes","MADDE-58. EĞİTİM",{"bindId":49,"name":50,"text":51},"trainingfund","Sendika, işçilerin ekonomik ve sosyal kü","Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlıklarını korumak için,\nbelirli zamanlarda işverenle mutabakat sağlayarak, eğitim toplantıları\ndüzenler.\n\nSendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkan dahilinde işveren tarafından\nücretsiz olarak temin edilir.\n\nİşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurar.",{"bindId":53,"name":54,"text":55},"pensionfund","c)İşçinin T.C. Emekli Sandığına bağlı ol","c)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri varsa\nbu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.",{"bindId":57,"name":58,"text":58},"disabilityfund","MADDE-37. HASTALIK YARDIMI",{"bindId":60,"name":61,"text":61},"contracttrial","MADDE-19. DENEME SÜRESİ",{"bindId":63,"name":64,"text":65},"contracttrialperiod","a)İşçiler işe alındıkları tarihten itiba","a)İşçiler işe alındıkları tarihten itibaren iki aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş akdini feshedebilirler.",{"bindId":67,"name":68,"text":69},"tempagency","İşveren, esaslı sebepler olmadıkça tam s","İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimi işçi\nkarşısında geçici işçiye farklı işlem yapamaz.",{"bindId":71,"name":72,"text":73},"sicknesspay","a)Hastalık nedeniyle iş göremezliğe uğra","a)Hastalık nedeniyle iş göremezliğe uğrayan işçilerin rapor\nsüresinin SGK tarafından ödenmeyen ilk iki günlük ücreti yılda 5 kez\nişverence ödenir.",{"bindId":75,"name":76,"text":76},"healthandsafetypolicy","İS SAĞLIĞI ve GÜVENLİĞİ",{"bindId":78,"name":79,"text":80},"code_application","Bu konuda İş Sağlığı ve Güvenliği Kanunu","Bu konuda İş Sağlığı ve Güvenliği Kanunu ile İş Sağlığı ve\nGüvenliği Kurulları Hakkındaki Yönetmelik Hükümleri Uygulanır.",{"bindId":82,"name":83,"text":84},"protectiveclothing","Sahada çalışan işçilere Nevşehir Belediy","Sahada çalışan işçilere Nevşehir Belediye Başkanlığı tarafından\nkoruyucu kıyafet ve gerekli melbusat verilir.",{"bindId":86,"name":87,"text":88},"hivpolicy","c)Çöp imha sahalarında işçilerin temizli","c)Çöp imha sahalarında işçilerin temizlik gereksinimlerini sağlamak\namacı ile sıcak su ve temizlik malzemeleri bulundurulur. Çöp imha\nsahalarında çalışan işçilerin 6 ayda bir genel sağlık taraması\nişveren tarafından yaptırılır.",{"bindId":90,"name":91,"text":92},"paidmaternityleave","4)İşyerinde çalışan hamile kadın işçiler","4)İşyerinde çalışan hamile kadın işçilere doğum öncesi 8 hafta ve\ndoğum sonrası 8 hafta ücretli izin verilir.",{"bindId":94,"name":95,"text":96},"pregnancy","Doğum yapan işçiye ilk 6 ay 3 saat, ikin","Doğum yapan işçiye ilk 6 ay 3 saat, ikinci 6 ay 1,5 saat süt izni\nkullandırılır.",{"bindId":98,"name":99,"text":99},"paidpaternityleaveduration","3)Eşi doğum yapan işçiye 5 gün,",{"bindId":101,"name":102,"text":103},"childcare","5)Ana, baba, kardeş, eş ve çocuğunun ref","5)Ana, baba, kardeş, eş ve çocuğunun refakatim gerektiren bakım ve\nağır hastalığı halinde işçilerin refakatçi olarak geçirdiği günler\nücretli izinli sayılır.",{"bindId":105,"name":106,"text":107},"deathrelativesleave","6)Ana, Baba, Kayınpeder, Kayınvalide, eş","6)Ana, Baba, Kayınpeder, Kayınvalide, eş, damat, gelin, kardeş ile öz\nveya bakımları kendine ait olan üvey çocuklarının ölümü halinde 7\ngün,",{"bindId":109,"name":110,"text":111},"marriageleave","1)Evlenen işçilere yazılı isteği üzerine","1)Evlenen işçilere yazılı isteği üzerine nikah merasiminde bir\nişgünü, düğün törenlerinde 7 gün,",{"bindId":113,"name":114,"text":115},"discrimination","C)Eşit Davranma Yükümlülüğü; İş ilişkisi","C)Eşit Davranma Yükümlülüğü; İş ilişkisinde dil,\nırk, cinsiyet, siyasal düşünce, felsefi inanç, din ve mezhep ve benzeri\nsebeplere dayalı ayrım yapılamaz.",{"bindId":117,"name":118,"text":119},"sexualhar","Bu bağlamda; İşyerinde işçinin; işveren ","Bu bağlamda; İşyerinde işçinin; işveren vekilleri, amirler veya diğer\nçalışanların rahatsız edici, ahlak dışı, sistematik söz ve\ndavranışlarla taciz edilmesi, haksız eleştiri, hata bulmak, dışlamak, yok\nsaymak, sosyal toplantılara çağırmamak, odaya girdiğinde konuyu\ndeğiştirmek, alay etmek, kılık kıyafetiyle dalga geçmek, masasının\nüzerinden eşyaları yok etmek, sık sık sözünü kesmek, yaptığı işi\nsürekli eleştirmek, davranışlarla ve bakışlarla dışlama, yazılı,\nsözlü yada telefonla tehdit edilme, iş arkadaşlarına kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlarından\nayrılmış bir yer verme, orada yokmuş gibi davranılması, arkasından\nkötü konuşulması, asılsız söylentiler çıkarılması, kararlarının\nsürekli sorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama,\nsahip olduğundan daha az nitelik gerektiren işler verilmesi verişinin\nsürekli değiştirilmesi, fiziksel olarak ağır işler yapmaya zorlama,\nfiziksel şiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel zarara\nuğrama v.b. psikolojik ve fiziksel tacize maruz kalma halleri mobbingdir.",{"bindId":121,"name":122,"text":122},"WORKHOURS_trigger","MADDE-22. NORMAL ÇALIŞMA SÜRESİ",{"bindId":124,"name":125,"text":126},"hourspday_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre aşılmamak ve gün\nortasında bir saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla\nçalışma saatleri işin icabına göre işverence tanzim edilir. Haftalık\nçalışma süresi beş buçuk işgünü olup günlük 7,5 saattir. Normal\nçalışma yapılan işyerleri için Cumartesi öğleden sonra akdi tatil ve\nPazar günü hafta tatilidir.",{"bindId":128,"name":129,"text":129},"PAIDLEAV_trigger","MADDE-32. İZİNLER",{"bindId":131,"name":132,"text":132},"holidaysdays","a)Hizmet 1-5 yıl olanlara 20 gün,",{"bindId":134,"name":135,"text":136},"TRADEUNLEAV_trigger","D) Diğer İzinler: Sendikanın her kademes","D) Diğer İzinler: Sendikanın her kademesinde görevli\nyöneticilerine, toplu iş sözleşmesi ile kurulması öngörülen kurul ve\nkomite üyelerine, temsilcilerine, kadın komitesi üyelerine, kültür sanat\nkomitesi başkan ve üyelerine ve konfederasyon, sendika genel merkez ile şube\ngenel kurul delegelerine, sendika tarafından belirlenecek görevlilere kongre,\nkonferans, seminer, yönetim, denetim genel kurul ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nkültür ve sanatla ilgili etkinlik ile kültür sanat komitesi toplantıları\ngibi toplantılara katılmaları için sendikanın yazılı talebi üzerine\ntalep edilen tarihler için sendikal izin verilir. Bir defada işyeri işçi\nsayısının % 15’inden fazlasının sendikal izin kullanması işverenin\nonayına bağlıdır. Genel Kurullar için %15 oranı aranmaz. Ancak, her iki\ndurumda da sendika isim listesini yazılı olarak 3 gün önceden işverene\nbildirmek zorundadır. Yukarıda adı geçen temsilci, yönetici ve diğer\ngörevlilere işveren tarafından izin verilmediği takdirde işe gelmeyenleri\nişveren sorumlu tutamaz ve herhangi bir şekilde cezalandıramaz.",{"bindId":138,"name":139,"text":140},"OVERTIME_trigger","MADDE-23. FAZLA SÜRELERLE ÇALIŞMA İLE FA","MADDE-23. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ",{"bindId":142,"name":143,"text":144},"overtimeallowancetype_general","45 saatin üzerinde yapılan çalışmalar fa","45 saatin üzerinde yapılan çalışmalar fazla çalışma, kanuni\nhaftalık çalışma süresinin üzerinde yapılan çalışmalar fazla\nçalışmadır. Fazla çalışmalar, işçinin rızası alınarak işçiler\narasında hakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından\nsırayla yaptırılır. Yapılacak her bir saat fazla çalışma için\nödenecek ücret, normal çalışma ücretinin %65 fazlasıdır. Fazla\nsürelerle çalışma ve fazla çalışma ücretleri aylık ücretleri ile\nbirlikte takip eden ayın 15'inde ödenir.",{"bindId":146,"name":147,"text":148},"WAGES_trigger","MADDE-44. ÜCRET ZAMMI ve İS RİSKİ İLE SO","MADDE-44. ÜCRET ZAMMI ve İS RİSKİ İLE SORUMLULUK ZAMMI ",{"bindId":150,"name":151,"text":151},"LOWWAGE_trigger","MADDE-43. TABAN ÜCRETİ",{"bindId":153,"name":154,"text":155},"LOWWAGE_government","NEVŞEHİR Belediyesi Personel A.Ş.’ne bağ","NEVŞEHİR Belediyesi Personel A.Ş.’ne bağlı işyerlerinde çalışan\ntaraf sendika üyesi işçilerden 01.01.2024 tarihinde almakta oldukları\ngünlük yevmiyeleri 666,75 TL’nin altında olan işçilerin\nyevmiyeleri 01.01.2024 tarihinden itibaren 666,75 TL’ye\nyükseltilecektir. 01.01.2024 tarihindeki günlük ücretleri 666,75\nTL’nin üzerinde olanların yevmiyeleri kendi taban ücreti olarak\nkabul edilecektir.",{"bindId":157,"name":158,"text":158},"STRUCINCR_trigger","2.YIL ÜCRET ZAMMI",{"bindId":160,"name":161,"text":162},"wageincreasedate","Sendika üyesi işçilerin 01.01.2025 tarih","Sendika üyesi işçilerin 01.01.2025 tarihinde almakta oldukları günlük\nücretlerine; 01.01.2025 tarihinden geçerli olmak üzere devlet memurlarına\ngelen her türlü zam, enflasyon farkı, seyyanen zam vs. oranında ücret\nzammı yapılacaktır.",{"bindId":164,"name":165,"text":165},"ONCERISE_trigger","MADDE-48. İKRAMİYE",{"bindId":167,"name":168,"text":169},"incidentalbonustype2","Sendika üyesi işçilere, Şubat ayı maaşı ","Sendika üyesi işçilere, Şubat ayı maaşı ile birlikte 13 yevmiye,\nNisan ayı maaşıyla birlikte 13 yevmiye, Ağustos ayı maaşıyla birlikte 13\nyevmiye ve Kasım ayı maaşıyla 13 yevmiye olmak üzere toplamda yıllık 52\nyevmiye tutarında ikramiye ödemeyi işveren kabul ve taahhüt eder.",{"bindId":171,"name":172,"text":172},"NOCTPREM_trigger","MADDE-46. GECE ÇALIŞMASI ve ÜCRETİ",{"bindId":174,"name":175,"text":176},"shiftallowancetype","Saat 20.00 - 06.00 arasında yapılan çalı","Saat 20.00 - 06.00 arasında yapılan çalışmalar gece\nçalışmalarıdır. Bu saatlerde çalışan bütün işçilere ücretleri % 15\nzamlı ödenir. ",{"bindId":178,"name":179,"text":179},"SUNDAY_trigger","MADDE-47. TATİLLERDE ÇALIŞMA ÜCRETİ",{"bindId":181,"name":182,"text":183},"sundayallowanceperc1","Toplu iş sözleşmesi kapsamındaki işyerle","Toplu iş sözleşmesi kapsamındaki işyerlerinden normal çalışma\nyapılan işyerleri için Cumartesi öğleden sonra akdi tatil ve Pazar günü\nhafta tatilidir. Vardiyalı çalışma yapılan yerlerde ise işçilerin\nçalışmaya başladığı 6.günü takip eden 7.gün hafta tatilidir.\nİşveren zaruri görülen hallerde ve işin gereği akdi tatil ve hafta tatili\ngününde çalıştırılan işçilere çalıştırılan beher gün için\nmüteakip hafta içinde işçinin talebiyle bir gün izin verilirse kendi\nyevmiyesine ilaveten 1 yevmiye, müteakip hafta içinde işçi bir gün izin\nyapmazsa işçiye kendi yevmiyesine ilaveten 2 yevmiye ödenmek zorundadır.",{"bindId":185,"name":186,"text":187},"SENIOR_trigger","MADDE-31. KIDEM TAZMİNATI HESAPLANMASI V","MADDE-31. KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ",{"bindId":189,"name":190,"text":191},"longserviceallowancedays1","1) Kıdem Tazminatı: İşçilerin hizmet aki","1) Kıdem Tazminatı: İşçilerin hizmet akitlerinin iş\nkanunundaki kıdem tazminatının ödenmesini gerektiren hallerden birisi ile\nfeshi halinde, işçiye her tam hizmet yılı için 40 günlük ücreti\ntutarında kıdem tazminatı ödenir. 1 yıldan artan süreler içinde aynı\noran üzerinden ödeme yapılır. Ölüm hallerinde tazminat, kanuni\nmirasçılarına verilir. İş kazası nedeniyle ölen işçinin",{"bindId":193,"name":194,"text":194},"MEALALL_trigger","MADDE-34. YEMEK YARDIMI",{"bindId":196,"name":197,"text":198},"mealvouchersamount","İşveren, Hizmet-İş Sendikası üyesi işçil","İşveren, Hizmet-İş Sendikası üyesi işçilere fiilen çalıştıkları\ngünlere bakılmaksızın (Ücretsiz izin, rapor hariç} aylık,30 gün\nüzerinden bürüt 157,00 TL\u002FGÜN (YÜZELLİYEDİTÜRKLİRASI)\nyemek yardımı yapmayı kabul ve taahhüt eder.\n\nKıdem tazminatı hesaplanmasında yukarıdaki belirlenen yemek bedeli esas\nalınır.",{"bindId":200,"name":201,"text":201},"HARDSHIP_trigger","B - İS RİSKİ İLE SORUMLULUK ZAMMI",{"bindId":203,"name":204,"text":205},"CBA_MEMTRAD4_1","B)1) Tüm Belediye ve Genel Hizmet İşçile","B)1) Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>NEVŞEHİR BELEDİYESİ TURİZM ve SPOR A.Ş. ile HİZMET-iŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.01.2024-31.12.2026 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Entertainment, culture, sports\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HİZMET-İŞ Tüm Belediye ve Genel Hizmet İşçileri Sendikasi\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 10 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Evet\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: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → 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: → It depends on the duration of hospitalization 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: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Evet\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.5\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 666.75\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 115 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → TRY 500.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                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