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TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin tarafları Özbelsan Makine Araç Gereç Konut\nTurizm Gıda Hayvancılık Madencilik Sanayi ve Ticaret Anonim Şirketi ile\nHİZMET-iŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ\nSENDİKASI)’dır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”\u003C\u002Fp>\n\n\u003Cp>2)özbelsan Makine Araç Gereç Konut Turizm Gıda Hayvancılık Madencilik\nSanayi ve Ticaret Anonim Şirketi “İŞVEREN” veya “ÖZBELSAN A.Ş.”\u003C\u002Fp>\n\n\u003Cp>3)İşletmenin bütünü 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-iş Sözleşmesi “SÖZLEŞME” veya\n“TİS”\u003C\u002Fp>\n\n\u003Cp>5)Sözleşmenin kapsamı içerisinde belirtilen tüm işyerleri, bunların\neklentileri ve araçları ile oluşturulan iş organizasyonu kapsamındaki\nbütün yerleri “İŞYERİ”\u003C\u002Fp>\n\n\u003Cp>6)Sözleşmenin tarafı olan işverenin iş organizasyonu kapsamındaki\nbütün işyerlerinde çalışan Hizmet-İş (Tüm Belediye ve Genel Hizmet\nİşçileri Sendikası) üyeleri “ÜYE”\u003C\u002Fp>\n\n\u003Cp>7)Sözleşmenin kapsadığı tüm işçiler “İŞÇİ” olarak\nanılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin yürürlük süresi, 1 (BİR) yıl olup,\n01.01.2024 tarihinde yürürlüğe girer; 31.12.2024 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 OZBELSAN A.Ş. bünyesinde halen kurulu bulunan ve\nsözleşme süresi içinde kurulacak olan idari, ekonomik teknik veya hukuki\nyönden işverene bağlı tüm işyerleri (işkolu aranmaksızın),\nişyerlerine bağlı tüm yerler, eklentiler ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerleri kapsar.\u003C\u002Fp>\n\n\u003Cp>2)Şahıs olarak; İşverenin ÖZBELSAN A.Ş. iş organizasyonu\nkapsamındaki işyerlerinde çalışan veya\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-lş Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Toplu iş sözleşmesinin imzalandığı tarihte Hizmet-lş Sendikasına\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin Hizmet-lş Sendikasınca işverene bildirildiği tarihten\nitibaren yararlanırlar. Şu kadar ki; Sendikaya üyelikleri sözleşmenin\nyürürlük tarihinden sonra gerçekleşen işçiler hakkında ücret zammı\nkıstelyevm usulü ile uygulanır. Bu işçiler ücret zammından;\nsözleşmenin yürürlük tarihi ile sendikaya üyelik tarihleri arasında\ngeçen süre kadar eksik oranda yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesinin imza tarihinde Hizmet-lş Sendikasına üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar veya imza tarihinde\nHizmet-lş Sendikasına üye bulunup ta ayrılanların toplu iş\nsözleşmesinden yararlanmaları, Hizmet-lş Sendikasına dayanışma aidatı\nödemelerine bağlıdır. Dayanışma aidatı ile toplu iş sözleşmesinden\nyararlanma, sözleşmenin imza tarihinden sonra mümkündür. Dayanışma\naidatı ile toplu iş sözleşmesinden yararlanacak işçiler ücret\nzammından; sözleşmenin yürürlük tarihi ile dayanışma ile yararlanmak\niçin müracaat ettikleri tarihler arasında geçen süre kadar eksik oranda\nyararlanırlar.\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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. TOPLU İS SÖZLEŞMESİNİN AMACI :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı; İş sözleşmelerinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek,\u003C\u002Fp>\n\n\u003Cp>İşyerinde düzenli ve verimli çalışmayı sağlamak, ahlaki ilkeleri ve\nhakka bağlılığı da gözeterek işçileri ile işverenlerin karşılıklı\nhak ve menfaatlerini dengelemek,\u003C\u002Fp>\n\n\u003Cp>Taraflar arasında çıkabilecek uyuşmazlıkların uzlaşma yolunu ve\nçözüm şekillerini göstermek, işveren ile işçi ve sendika arasındaki\nilişkileri, düzenleyip; iş ahengi ve çalışma barışını adil bir\nşekilde korumak,\u003C\u002Fp>\n\n\u003Cp>İstikrarsız ve güvencesiz istihdamı ortadan kaldırmayı, meslek ile\naile yaşantısını uzlaştırmayı desteklemek.\u003C\u002Fp>\n\n\u003Cp>Kaliteli kamu hizmetlerinin sunumunda kullanıcıların, çalışanların ve\nonların temsilcilerinin katılımını, demokratik kontrolünü,\nşeffaflığı, iyi yönetimi cesaretlendirmek, yeteneklerin gelişmesini\nsağlamak,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Düzgün iş, iyi ücret düzeyleri ve yeterli çalışma koşulları ile\nkamu hizmetlerinde çalışanların yaşam kalitesi arasında birebir bir\nilişki olduğu fikrini teşvik etmek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet-lş Sendikası üyelerinin sosyo-ekonomik, moral ve kültürel\ngelişmelerini sağlamaktır.\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)işveren 4857 sayılı kanunun 16.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 adı altında (Hizmet-lş\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 hâklâf verildiği ve her ne\nnam altında olursa olsun bir hak ve yarar temin edildiği takdirde verilen bu\nhak ve yararlar taraf sendikanın üyelerinin ücretlerine ek bir zam olarak\nayrıca ilave edilecektir.\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\u003Ch3>MADDE-7. SENDiKAL FAALİYETLER\u003C\u002Fh3>\n\n\u003Cp>1) Sendika ve şube yöneticileri ile işyeri sendika temsilcileri sendika\nveya işçiyi 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 sözleşme maddelerinin aksamadan\nyürütülüp yürütülmediğinin kontrolüne izin verir. Hiçbir şekilde\nyetkili sendikanın faaliyetleri işveren tarafından engellenemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE-8. SENDİKAL İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A) Yönetici İzinleri;\u003C\u002Fh4>\n\n\u003Cp>Sendika, Bölge, Şube, İl Başkanı ve yöneticilerine sendikal\nfaaliyetlerini ifa edebilmeleri için yılda 80 işgünü sendikal izin\nverilir. Toplu iş sözleşmesinin sona ermesi halinde sona eren Toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden yetki tespiti\nverilmişse sendikal izinli sayılması hali devam eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch4>B)İşyeri Sendika Bastemsilcisi izinleri:\u003C\u002Fh4>\n\n\u003Cp>İşyeri Sendika Baştemsilcileri işyerindeki işlerini aksatmamak ve\nişyeri disiplinine aykırı olmamak şartıyla; İşyeri sendika\nBaştemsilcisi haftada 1 işgünü sendikal izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>C)Kadın Komitesi Başkanı İzni;\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan işçiler arasından sendikaca, Şube nezdinde\nkurulan Kadın Komitesi Başkanına haftada 1 işgünü sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Ch4>D)Diğer İzinler ;\u003C\u002Fh4>\n\n\u003Cp>Sendikanın her kademesinde görevli yöneticilerine, toplu iş sözleşmesi\nile kurulması öngörülen kurul ve komite üyelerine, temsilcilerine, kadın\nkomitesi başkan ve üyelerine, engelliler komitesi başkan ve üyelerine,\nkültür sanat komitesi başkan ve üyelerine, gençlik komitesi başkan ve\nüyelerine ve sendika tarafından belirlenecek görevlilere kongre, konferans,\nseminer, yönetim, denetim, disiplin kurulu ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nengellilerle ilgili etkinlik ve engelliler komitesi toplantıları, kültür ve\nsanatla ilgili etkinlik ile kültür sanat komitesi toplantıları, gençlerle\nilgili etkinlik ve gençlik komitesi toplantıları gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine talep edilen tarihler\niçin sendikal izin verilir. Bir defada işyeri işçi sayısının %10’undan\nfazlasının sendikal izin kullanması işverenin onayına bağlıdır.\nKonfederasyon, sendika genel merkez genel kurulu delegelerine 5 işgünü,\nşube genel kurul delegelerine 2 işgünü sendikal izin verilir, genel\nkurullar için %10 oranı şartı aranmaz. Ancak, her iki durumda da sendika\nisim listesini yazılı olarak 3 gün önceden işverene bildirmek zorundadır.\nYukarıda adı geçen temsilci, yönetici ve diğer görevlilere işveren\ntarafından izin verilmediği takdirde işe gelmeyenleri işveren sorumlu\ntutamaz ve herhangi bir şekilde cezalandıramaz.\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 sendikanın ortaklaşa\nbelirleyeceği sayıda işçiler bu günlerde sendikal izinli sayılırlar. Bu\nsayı her halükarda işyerinde çalışan işçi sayısının %10’unu\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE-9. İŞYERİ SENDİKA TEMSİLCİLERİ :\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-lş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde biri baştemsilci olmak üzere her işyeri\niçin;\u003C\u002Fp>\n\n\u003Cp>a)1-50 işçiye kadar: 1\u003C\u002Fp>\n\n\u003Cp>b)51-100 işçiye kadar: 2\u003C\u002Fp>\n\n\u003Cp>c)101-500 işçiye kadar: 3\u003C\u002Fp>\n\n\u003Cp>d)501-1000 işçiye kadar: 4\u003C\u002Fp>\n\n\u003Cp>e)1001-2000 işçiye kadar: 6, İşyeri Sendika Temsilcisi atanır.\u003C\u002Fp>\n\n\u003Cp>ilgili kanun maddesi ve yerleşik yargı kararları gereğince işletme söz\nkonusu olduğunda yukarıdaki kural işletmeye bağlı her iş yeri için ayrı\nayrı 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\nbelirlenir. \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-lş 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 üyeleri ile görevlilerinin\nsendikal faaliyetleri nedeni ile iş sözleşmesi fesih edilemez, rızası\nalınmadan işi ve işyeri değiştirilemez. Toplu iş sözleşmesine bağlı\nçalışmaları yüzünden cezalandırılmaz.\u003C\u002Fp>\n\n\u003Cp>b)Hizmet-lş 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 yada 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 temsilci işçinin işinin\u002Fişyerinin değiştirilmesi\nhalinde, işi ve\u002Fveya işyeri değiştirilen temsilci işçiye, işinden\nve\u002Fveya işyerinden ayrı kaldığı her gün için 1 günlük giydirilmiş\nücreti tutarında ilave ücret ödenir. İşi\u002Fişyeri değiştirilen temsilci\nişçinin, işveren tarafından 15 gün içinde işine ve\u002Fveya işyerine iade\nedilmemesi halinde, ödenmesi gereken ücret miktarı herhalde temsilci\nişçinin 12 aylık brüt giydirilmiş 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\nyıllık giydirilmiş ücreti tutarında tazminat öder. Ayrıca işçinin\nkanunlar, iş sözleşmeleri ve toplu iş sözleşmesinden doğan tazminat\nhakları ile diğer hakları saklıdır. Yöneticilerin işe başlatılmasında\nve kıdem tazminatı ve cezai şart olarak ödenecek tazminatın tespitinde\nhalen toplu iş sözleşmesinden yararlanmakta olan emsal kıdemde ve durumda\nolan işçinin almakta olduğu aylık giydirilmiş ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>f)Malullük, 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\u003Ch4>A)Sendika Üyeliğinin Güvencesi; \u003C\u002Fh4>\n\n\u003Cp>işçiler Hizmet-lş Sendikasına üye olmaları, Hizmet-lş Sendikasının\nveya bağlı bulunduğu konfederasyonların etkinliklerine katılmaları veya\nişçi olmaktan doğan diğer haklarını kullanmaları dolayısıyla işten\nçıkarılamaz, işi değiştirilemez ve farklı bir işleme tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-iş 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\u003Ch4>B)Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi;\u003C\u002Fh4>\n\n\u003Cp>19.03.2011 tarih ve 27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2\nsayılı Başbakanlık “İşyerlerinde Psikolojik Tacizin (Mobbing)\nönlenmesi” Genelgesine 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; işyerinde 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 veya işinin\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 hallerinde,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>C)Eşit Davranma Yükümlülüğü; \u003C\u002Fh4>\n\n\u003Cp>İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefi inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrım yapılamaz.\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>İşveren, 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>\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-lş 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>\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. TEMSİLCİ ODASI. İSÇİ LOKALİ ve İLAN TAHTASI :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a)Temsilci Odası; \u003C\u002Fh4>\n\n\u003Cp>İşveren, Hizmet-lş Sendikası işyeri sendika temsilcilerine belge, evrak\nve kayıtlarını muhafaza edebilmeleri ve çalışmalarını\nkolaylaştırmaları için işyerinde elverişli bir temsilcilik odası tahsis\neder. Bu odanın mefruşat ve malzemeleri işverence temin edilir.\u003C\u002Fp>\n\n\u003Ch4>b)İlan Tahtası; \u003C\u002Fh4>\n\n\u003Cp>İşveren, işyerlerinde işçilerin kolayca görebilecekleri elverişli bir\nyerde Hizmet- lş Sendikasının ilan, tebliğ ve bültenlerini asmak için bir\nilan tahtası koymayı kabul eder. Bu ilan tahtasına başka sendikaların\nilan, tebliğ ve bültenleri asılamayacağı gibi işyerinde başka sendikalar\niçinde ayrıca ilan tahtası bulundurulamaz. Bu tahtaya asılacak Hizmet-lş\nSendikasının imzalı ve mühürlü ilan bülteni, tebliğ, talimat ve\nbenzerlerinden doğacak sorumluluk Hizmet-lş Sendikasına 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\nsendikanın bildirdiği banka hesabına her ay aylık ücretlerinden keserek\nişçi aylık ücretlerinin ödendiği günü takip eden 7 gün içinde\nherhangi bir ihtara lüzum kalmaksızın yatırmak ve kesinti listesinin bir\nnüshasını işyerinin bağlı olduğu şubeye, bir nüshasını da sendika\ngenel merkezine posta ile ya da e-mail adresine (muhasebe@hizmet-is.org.tr)\ngöndermek zorundadır. T.C. Çalışma ve Sosyal Güvenlik Bakanlığı\ntarafından yeni dönem için yetki verilmesi halinde, sendikanın yazılı\ntalebi aranmaksızın 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 veya 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 yapılmamasından\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-17. BRANŞTA ÇALIŞMA :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu maddenin uygulanmasında 4857 Sayılı İş Kanunu hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-18. 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 sözleşmesini feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)önceden işyerinde çalışırken tensikat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe altınlarda ikinci bir deneme\nsüresine tabi tutulmazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-19. ASKERLİK HİZMETİ NEDENİYLE İŞYERİNDEN AYRILMA :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Manevra veya olağanüstü durumlarda(normal askerlik hizmeti hariç)\nsilahaltına alınan işçi, bu hizmeti süresince ücretli izinli sayılır.\nBu işçiye; Milli Savunma Bakanlığı tarafından ödenen maaş, işyerinde\nçalışırken aldığı ücretten az ise aradaki fark işveren tarafından\nödenir.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik hizmeti nedeniyle silâhaltına alınan işçi, bu\nhizmeti süresince ücretsiz izinli sayılır. Muvazzaf askerlik hizmetini\nyaptıktan sonra bir ay içinde işe dönmek isteyen işçi ayrıldığı\nderecedeki müktesep haklarına ek olarak işbu sözleşme ile sağlanan\nhaklardan yararlandırılarak eski yerine ve işine başlatılır.\u003C\u002Fp>\n\n\u003Cp>c)Muvazzaf askerlik hizmeti için işyerinden ayrılan işçiye 2.000,00 TL\naskerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-20. VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)işçiler iki veya üç vardiya halinde çalıştırılabilirler. Postalar\nHalinde İşçi Çalıştırılarak Yürütülen İşlerde Çalışmalar\nİlişkin özel Usul ve Esaslar Hakkında Yönetmelik Hükümleri ile ilgili\nmevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşveren üç vardiyalı çalışma yapılan her vardiya için 7,5 saat\nbir fiil normal mesai, ayrıca 30 dakika ara dinlenmesi yapar.\u003C\u002Fp>\n\n\u003Cp>c)İtfaiye vb. işyerlerindeki gibi üç posta halinde çalışan işçiler\n24 saat iş ve 48 saat istirahat sisteminde 3 posta halinde çalıştırılır.\nBu türlü üç posta halinde vardiyalı çalışan işçilere günlük 2 saat\nolmak üzere aylık 20 saat fazla mesai verilir. Ayrıca saat 20.00-06.00\narasındaki çalışmalar için günlük 10 saat aylık 100 saat gece zammı\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-21. NORMAL ÇALIŞMA SÜRESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi 45 saattir. Bu süre, haftada 5,5 işgünü\nolarak uygulanır. Bu süreler aşılmamak ve günlük çalışma süresinin\nortalama bir zamanında bir saatten az olmamak üzere ara dinlenmesi verilmek\nşartıyla çalışma saatleri işin icabına göre işverence tanzim edilir.\nNormal çalışma yapılan işyerleri için Cumartesi öğleden sonra akdi\ntatil ve Pazar günü hafta tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-22. 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)İşçinin işveren tarafından başka yere gönderilmesi veya işveren\nbürosunda yahut işverenle ilgili herhangi bir yerde meşgul edilmesi\nsuretiyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>d)İşveren tarafından yapılan hizmet içi eğitimler çalışma\nsüresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Yağmur, sel elektrik kesilmesi ile malzeme ve araç yokluğu nedeniyle\nişbaşında bulunup ta çalışmadığı süreler,\u003C\u002Fp>\n\n\u003Cp>f)Sendika tarafından yapılacak her türlü toplantı ve görevlerde geçen\nsüreler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-23. İSÇİ ALMADA USUL :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu maddenin uygulanmasında 4857 Sayılı İş Kanunu hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. GÖZALTINA ALINMA. TUTUKLULUK VE MAHKÛMİYET HÂLİNDE FESİH VE\nİSE BAŞLATMA:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Tutukluluk hâlinin;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı (takipsizlik) kararı,\u003C\u002Fp>\n\n\u003Cp>b)Beraat kararı,\u003C\u002Fp>\n\n\u003Cp>c)Ceza verilmesine yer olmadığı kararı,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi kararı,\u003C\u002Fp>\n\n\u003Cp>e)Dâva konusu şeyde uzlaşılması kararı ile 90 (doksan) gün veya bu\nsözleşmede belirtilen bildirim süresinin 90 (doksan) günden fazla olması\nhâlinde bildirim süresi içinde son bulması üzerine ve işçinin karar\ntarihinden itibaren 7 (yedi) gün içinde işine dönmeyi talep etmesi hâlinde\nişveren tarafından, emsallerinin hakları ile işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>2)TCK’nin cinsel dokunulmazlığa karşı işlenen suçlar ile yine\nTCK’nin ikinci kitap dördüncü kısımda yer alan millete ve devlete\nkarşı işlenen suçlardan hüküm giyenler hariç cezanın ertelenmesi,\nparaya çevrilmesi veya affa uğraması hâllerinde dahi tekrar işe\nbaşlatılır.\u003C\u002Fp>\n\n\u003Cp>3)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\ngüvenliğini kasıtlı veya taksirle tehlikeye sokan ya da kazaya neden olan\nsürücü bu nedenle tutuklandığında veya mahkûm olduğunda 90 (doksan)\ngün veya bu sözleşmede belirtilen bildirim süresinin 90 (doksan) günden\nfazla olması hâlinde bildirim süresi içinde tahliye olması durumunda,\u003C\u002Fp>\n\n\u003Cp>a)Tahliyeyi izleyen 7 (yedi) gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Sürücü belgesinin mahkemece geri alınmış olması durumunda,\nsürücü belgesinin iade edilişini izleyen 7 (yedi) gün içinde başvurması\nhâlinde eski işine başlatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İS SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-25. İS SÖZLEŞMESİNİN FESHİ :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)işveren, taraf sendika üyesi işçilerin iş sözleşmelerini; işçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep (4857 sayılı kanunun\n18.maddesinin gerekçesinde belirtilen gerekçe vb.) olmaksızın fesih edemez.\n(Her hâlükârda işveren disiplin kurulu kararı olmaksızın işçinin iş\nsözleşmesini fesih edemez.) Buna aykırı bir şekilde işçinin iş\nsözleşmesinin feshi halinde işyerinde çalışan işçi sayısına ve\nişçinin kıdemine bakılmaksızın 4857 sayılı kanunun 18., 19., 20. ve 21\n.madde hükümleri uygulanır. İşçinin kanunlar, iş sözleşmeleri ve toplu\niş sözleşmesinden doğan diğer tazminat hakları ile diğer tüm hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, taraf sendika üyesi işçilerin iş sözleşmelerinin,\ndisiplin kurulunda fesih gerektiren hallerde, fesih yerine 3 ay ücretsiz izne\ngönderme şeklinde karar verebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-26. BİLDİRİM ÖNELLERİ :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İş sözleşmelerinin feshinden önce durumun işçiye yazılı\nbildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçi için, bildirimin yapılmasından\nbaşlayarak 4 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 6 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 8 hafta sonra, işi 3 yıldan fazla sürmüş\nişçi için, bildirimin yapılmasından başlayarak 9 hafta sonra, fesih\nedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>iş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde bildirim öneli içerisinde ücret ve tüm haklardan aynen\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-27. YENİ İS ARAMA İZNİ :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işverenin yazılı ihbarı veya işçinin dilekçesiyle iş sözleşmesi\nihbar önellerine uyulmak suretiyle feshedildiğinde ihbar önelleri\nsırasında, işçiye çalışma saatleri içinde günde 3 saat ücretli yeni\niş arama izni verir. İşçi talep ettiğinde iş sözleşmesinin son\nbulacağı zamandan önceki günlere rastlamak üzere bu izinler topluca\nverilir. Yeni iş arama iznini kullananlar ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-28. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>İşçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 40 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler içinde aynı oran üzerinden ödeme\nyapılır, ölüm hallerinde tazminat, kanuni mirasçılarına verilir, iş\nkazası nedeniyle ölen işçinin kıdem tazminatı 80 gündür. (Kıdem\ntazminatındaki tavan ücreti geçemez.)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>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>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE-29. İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A )Yıllık Ücretli İzinler:\u003C\u002Fh4>\n\n\u003Cp>Yıllık ücretli izinler konusunda Kanun hükümleri uygulanır. Ancak, bu\nToplu İş Sözleşmesi ile yıllık ücretli izin günleri aşağıdaki\nşekilde düzenlenmiştir.\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>1 yıldan 5 yıla kadar olanlara 18 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5 yıldan fazla 15 yıldan az olanlara 24 gün,\u003C\u002Fp>\n\n\u003Cp>15 yıl ve daha fazla olanlara 30 gün.\u003C\u002Fp>\n\n\u003Cp>yıllık izin verilir. İşçiler izinlerini en geç 2 yıl içerisinde\nkullanmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin ve serbest zaman iznini kullananlar ücret ve tüm\nhaklardan çalışanlar gibi aynen yararlanırlar.\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 (6) aya kadar ücretsiz mazeret izni vermeyi kabul eder.\nDoğum yapan kadın işçiye ücretsiz izin konusunda kanun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch4>C) Ücretli Sosyal İzinler:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>a)Eşinin doğum yapması halinde; 5 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>b)Evlenmesi halinde;5 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>c)Eş ve çocuğunun ölümünde;6 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Ana, baba ve kardeşinin, kayınpeder ve kayınvalidesinin ölümünde; 5\ngün\u003C\u002Fp>\n\n\u003Cp>e)Tabii afetten zarar görmesi halinde; 10 güne kadar ücretli sosyal izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>f)İşçinin ana, baba, kardeş, eş ve çocuklarından hastanede yatmakta\niken refakatçi ihtiyacının olması ve doktor tarafından belge ile\nbelirtilmesi halinde Refakatçi Belgesi tarihleri ile sınırlı olmak üzere\nbelgede adı geçen işçiye Refakatçi İzni yapılır. Ücretli sosyal iznini\nkullananlar ücret ve tüm haklardan çalışanlar gibi aynen\nyararlanırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ölüm izinlerinde ölüm tutanağı belgesi getirilmesi şarttır.\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-30. ÖĞRENİM YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika üyesi işçilere eşinin öğrenim yardımından\nyararlanıp yaralanmadığına bakılmaksızın her yil EYLÜL ayında ödenmek\nüzere aşağıda belirlenen miktarlarda kırtasiye ve öğrenim yardımı\nyapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>a)Okul öncesi eğitim (ana sınıfı), ilkokul, ortaokul, lise ve dengi\nokullarda öğrenimine devam eden çocukları için 500,00 TL tutarında,\u003C\u002Fp>\n\n\u003Cp>b)Yüksekokul ve üniversite, yüksek lisans öğrenimine devam eden\nçocukları için 750 TL tutarında öğrenim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-31. BAYRAM HARÇLIĞI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan taraf sendika üyesi\nişçilere;\u003C\u002Fp>\n\n\u003Cp>Ramazan Bayramından önce 1.500,00 TL ve Kurban Bayramından önce 1.500,00\nTL bayram  yardımı verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE-32. GİYİM VE KORUYUCU ESYÂ YARDIMI :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi sağlığı ve iş güvenliği yönetmenliği gereğince işveren\ngereken iş elbisesini işçiye işyerinde giymek üzere verir. İşçi\nçavuşlarına, itfaiye çalışanına üniforma şeklinde, Makine İkmal,\nTemizlik, Fen İşleri, Sibeski, Plan Proje çalışanlarına, şoförler,\noperatörler, yağcılar, mezar kazıcıları, inşaat ve altyapı işçilerine\ntulum, aşçılara önlük şeklinde verilir.\u003C\u002Fp>\n\n\u003Cp>İşçi sağlığı ve iş güvenliği yönetmeliği gereğince verilmesi\ngereken şekilde iş elbiseleri YAZLIK ve KIŞLIK olarak verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-33. EVLENME YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi işçilerin\nevlenmeleri halinde 2.500,00 TL tutarında 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>MADDE-34. DOĞUM YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Mevzuat hükümler uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>MADDE-35. HASTALIK YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>a)Hastalık veya analık nedeniyle istirahatli bulunan işçilerin, SGK\ntarafından ödeme yapılmayan ilk iki gün ve diğer günler için (yılda 5\ndefayı geçmemek üzere) ücretleri ile diğer ödemeler işverence ödenir,\nİşçi adına işverene SGK tarafından iş göremezlik tutarı olarak\nbildirilen meblağ işverende kalır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>işçinin o yıl aldığı 6. rapordan itibaren ücret ve SGK günleri rapor\ngün sayısınca kesilir, işçi adına işverene SGK tarafından iş\ngöremezlik tutarı olarak bildirilen meblağ işçinin bordrosuna eklenir.\u003C\u002Fp>\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. Ücretinden\nherhangi bir kesinti yapılamaz.\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 varsa ambulansından ücretsiz\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-36. 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, 11.250,00 TL tabii afet yardımı\nyapmayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-37. ÖLÜM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Sendika üyesi işçinin işverenin işini yaparken iş kazası\nneticesinde ölümü halinde yasal mirasçılarına 6.250,00 TL tutarında,\nnormal ölüm halinde yine yasal mirasçılarına; 3.750,00 TL tutarında\nölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>b)Eşinin, çocuklarının, anne ve babasının ölümü halinde 1.250,00 TL\ntutarında ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ayrıca işçinin iş kazası ve meslek hastalığı veya normal ölümüne\nbakılmaksızın vefatı halinde 100,00-TL. sendika üyesi işçilerden\nkesilerek, vefat eden işçinin kanuni mirasçılarına verilir.\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜMSOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>2.KISIM AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-38. ÇOCUK YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerinde çalışan taraf sendika üyesi işçilere eşinin\nçocuk yardımından faydalanıp faydalanmamasına bakılmaksızın, her bir\nçocuk için brüt 190,00-TL. çocuk yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>Ancak evlenen çocuklar l8 yaşını dolduran veya yükseköğrenime devam\netmesi halinde 25 yaşını dolduran erkek çocuklar ile kendi hesabına\nticaret yapan veya gerçek veya tüzel kişiler yanında her ne şekilde olursa\nolsun menfaat karşılığı çalışan çocuklar (öğrenim görmekte iken\ntatil devresinde çalışanlar ile staj veya mesleki eğitim görenler hariç)\niçin bu yardım ödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE-39. YEMEK YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-mealvouchersamount\">\u003Cp>İşverence; toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilere fiilen çalıştıkları günlere bakılmaksızın aylık;\n4.030,00-TL. yemek yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-40. YAKACAK YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>İşverence; toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilere her ay maaşla birlikte ödenmek üzere aylık; 4.500,00-TL.\nyakacak yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-41. HİZMET ZAMMI ve İYİLEŞTİRME YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverence, toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilerden;\u003C\u002Fp>\n\n\u003Cp>a)Taban yevmiyeden ücret alanlara aylık; 6.320,00-TL. hizmet zammı ve\niyileştirme yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Yevmiyesi 940,00 TL olanlara aylık; 9.310,00-TL. hizmet zammı ve\niyileştirme yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Yevmiyesi 1.000,00 TL olanlara aylık; 10.310,00-TL. hizmet zammı ve\niyileştirme yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-42. VASIF ZAMMI ve TEHLİKELİLİK PRİMİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverence, toplu iş sözleşmesi kapsamında çalışan ve taban\nyevmiyeden ücret alan taraf sendika üyesi işçilerden fiilen bu görevleri\nyapan;\u003C\u002Fp>\n\n\u003Cp>a)Baş Amir ve Başkanlık Makam Şoförlerine aylık; 4.500,00-TL. vasıf\nzammı ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Amirlere (çavuş) aylık; 3.500,00-TL. vasıf zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Başkanlık özel Kalem Çalışanlarına aylık; 4.000,00-TL. vasıf\nzammı ödenir.\u003C\u002Fp>\n\n\u003Cp>d)Ustabaşı, Aşçıbaşı, Güvenlik Şefi ve Başkan Yrd. Makam\nŞoförlerine aylık; 1.250,0Ö-TL. vasıf zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>e)İş Makinesi Operatörlerine ve Başkan Yardımcısı Sekreterlerine\naylık; 1.050,00-TL. vasıf zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>f)Büyük Araç Şoförlerine (kamyon, otobüs, akaryakıt tankeri v.b.)\naylık; 750,00-TL. vasıf zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>g)Küçük Araç (binek araç, kamyonet, pikap, minibüs, midibüs...)\nŞoförlerine, Eğitmen, öğretmen, KİOS personellerine ve ustalara (Toplu\niş sözleşmesi kapsamında çalışan taraf sendika üyesi işçilerden taban\nyevmiyeden ücret alanlardan SGK Hizmet Belgelerinde meslek isimleri;\nElektrikçi, Müzisyen, Ses Sistemci, ATT, Gassal, İş makinesi bakım\nonarımcılar (lastikçi, frenci, oto elektrikçi...), Pastacı, Fırıncı,\nAşçı, Kasap, Antrenör, Sıvacı, Kalıpçı, Boyacı, Demirci, Fayansçı,\nTaş Ustası, Marangoz, Kaynakçı, Sıhhi tesisatçı, Parke taşı ve bordür\nustası, Yol ustası, Topoğraf, Arıtma tesisi işletme operatörü olup,\nmeslek lisesi veya meslek yüksekokullarının bu bölümünden mezun olanlar,\nMEB Onaylı Ustalık\u002FUsta öğreticilik Belgesi olanlar, MYK tarafından\nyetkilendirilmiş kuruluşlarca verilen Mesleki Yeterlilik Belgesi olanlar ve\nfiili olarak bu işi yapanlar Usta vasfında kabul edilir.) aylık; 500,00-TL.\nvasıf zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>h)İşçi, a,b,c,d,e,f ve g bentlerinde belirtilen bu vasıf zamlarından\nyalnızca birisini alabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>i)İşverence, toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilerden İtfaiye çalışanlarına, benzinlik çalışanlarına,\nakaryakıt pompacılarına, kızgın yağ kazanı operatörlerine ve\nelektrikçilerden E KAT Belgesi olan ve yüksek gerilimde çalışanlara,\nbaşka vasıf zammı ödenim ödenmemesine bakılmaksızın aylık; 500,00-TL\ntehlikelilik primi ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu konu ile ilgili görevlendirmeler Belediye Birimlerinde Başkanlık\nMakamı Oluru ile özbelsan A.Ş. Birimlerinde ise Genel Müdürlük\nMakamının Oluru ile yapılır. Resmi yazışma ile görevlendirilen işçi\niçin uygulama takip eden aydan itibaren yapılır.\u003C\u002Fp>\n\n\u003Cp>Birimin Amiri veya çavuşu emri altındaki personelin görev\ndeğişikliğini en geç 5 iş günü içerisinde ilgili birim müdürüne ve\nÖZBELSAN A.Ş. Genel Müdürlüğüne yazı ile bildirir. Aksi halde bu\nkonudaki zarar, ilgili amir ve çavuşlardan karşılanacaktır\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-43. SİLAHLI NOKTA PRİMİ VE YOL YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverence, toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilerden;\u003C\u002Fp>\n\n\u003Cp>Özel Güvenlik personellerinden Silahlı noktalarda görev yapanlara fiilen\nçalıştıkları günlere ve başka vasıf yardımı alıp almamasına\nbakılmaksızın aylık 250,00-TL. Silahlı nokta primi ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu konu ile ilgili görevlendirmeler Belediye Birimlerinde Başkanlık\nMakamı Oluru ile özbelsan A.Ş. Birimlerinde ise Genel Müdürlük\nMakamının Oluru ile yapılır. Resmi yazışma ile görevlendirilen işçi\niçin uygulama takip eden aydan itibaren yapılır.\u003C\u002Fp>\n\n\u003Cp>Birimin Amiri veya çavuşu emri altındaki personelin görev\ndeğişikliğini en geç 5 iş günü içerisinde ilgili birim müdürüne ve\nÖZBELSAN A.Ş. Genel Müdürlüğüne yazı ile bildirir. Aksi halde bu\nkonudaki zarar, ilgili amir ve çavuşlardan karşılanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-44. TAHSİL YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>İşverence, toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilerden;\u003C\u002Fp>\n\n\u003Cp>a)Yüksek lisans .doktora yapan sendika üyesi işçilere aylık;\n1.750,00-TL.,\u003C\u002Fp>\n\n\u003Cp>b)4 yıllık üniversite (lisans) mezunu olan sendika üyesi işçilere\naylık; 1.250,00-TL.,\u003C\u002Fp>\n\n\u003Cp>c)Meslek Yüksek Okulu mezunu olan sendika üyesi işçilere aylık;\n750,00-TL.\u003C\u002Fp>\n\n\u003Cp>Tahsil yardımı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu konu ile ilgili uygulama; Belediye Birimlerinde çalışan işçilere\nBaşkanlık Makamının Oluru ile, özbelsan A.Ş. Birimlerinde çalışan\nişçilere ise Genel Müdürlük Makamının oluru ile değişiklik yapılır.\nResmi yazışma ile görevlendirilen ve mezuniyet belgesini veren işçi için\nuygulama takip eden aydan itibaren yapılır.\u003C\u002Fp>\n\n\u003Cp>Tahsil yardımının uygulanmasında aynı anda birden fazla diplomaya sahip\nişçilere sadece en yüksek tutarda olan tahsil yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-45. KIDEM ZAMMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverence, toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilere işyerinde geçen beher hizmet yıllarına göre;\u003C\u002Fp>\n\n\u003Cp>a)5-10 Yıl arası aylık; 125,00-TL.,\u003C\u002Fp>\n\n\u003Cp>b)11-15 Yıl arası aylık; 250,00-TL.,\u003C\u002Fp>\n\n\u003Cp>c)16-20 Yıl arası aylık; 375,00-TL.,\u003C\u002Fp>\n\n\u003Cp>d)21 Yıl ve üzeri aylık; 500,00-TL., kıdem zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>MADDE-46. ÜCRET\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>a)İşbu toplu iş sözleşmesi kapsamındaki çalışan taraf sendika\nüyesi işçilerden taban yevmiyede olanların yevmiyeleri 01.01.2024 ten\nitibaren 900,00 TL olarak ,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Meslek Yüksek Okullarının İnşaat, Harita, Geomatik, Elektrik,\nElektronik, Enerji, İletim ve Dağıtım, Kontrol ve Otomasyon, Haberleşme,\nMakine, Maden, Laboratuvar, Gıda bölümleri mezunlarından diplomaları\nalanında fiilen tekniker olarak çalışanlar ile, CBC Uzmanı, Bilgi İşlem\nProje Yöneticisi olarak görev yapanların Yevmiyeleri 01.01.2024 ten itibaren\n940,00 TL olarak,\u003C\u002Fp>\n\n\u003Cp>c)Mühendis, Mimar, Kimyager, Şehir Plancısı grubunda çalışanların\nyevmiyeleri 01.01.2024 ten itibaren 1.000,00 TL olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-47. ÜCRETLERİN ÖDENMESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilerin ücretleri, takip\neden ayın 15 inde işlemiş olarak banka aracılığıyla ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren her ödeme döneminde işçiye ücretini gösterir bir ücret\ntediye pusulasını dijital ortamda verir. Bu pusulada tahakkuk eden her\ntürlü ücret ve kesintiler ayrı ayrı gösterilir. İşçiler ücretlerini\nbankamatik aracılığı ile alırlar.\u003C\u002Fp>\n\n\u003Cp>Yürürlük tarihi ile imza tarihi arasında oluşacak toplu iş\nsözleşmesi farkları imza tarihinden itibaren iki ay içinde iki eşit\ntaksitte ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-48. FAZLA ÇALIŞMA ve ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Haftalık 45 saatin üzerinde yapılan çalışmalar fazla çalışmadır.\nFazla çalışmalar, işçinin rızası alınarak işçiler arasında\nhakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından sırayla\nyaptırılır. Yapılacak her bir saat fazla çalışma için ödenecek ücret,\nnormal çalışma ücretinin % 60 fazlasıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla sürelerle çalışma ve fazla çalışma ücretleri aylık ücretleri\nile birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-49. GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Saat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde normal çalışma yaptırılan işçilere ücretleri % 10 zamlı\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE-50. TATİLLERDE ÇALIŞMA ve ÜCRETİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesi kapsamındaki işyerlerinden normal çalışma\nyapılan işyerleri için Pazar günü hafta tatilidir. Vardiyalı çalışma\nyapılan yerlerde ise işçilerin çalışmaya başladığı 7.gün hafta\ntatilidir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>b)İşveren zaruri görülen hallerde ve işin gereği akdi tatil ve hafta\ntatili gününde çalıştırılan işçilere çalıştırılan beher gün\niçin kendi yevmiyesine ilaveten 2 (1+2=3) yevmiye ödenmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)Ulusal Bayram ve Genel Tatil Günlerinde çalışan işçilere\nçalışılan beher gün için kendi yevmiyelerine ilaveten 2 (1+2=3) yevmiye\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Anılan Ulusal Bayram ve Genel Tatil Günlerinde ve İdari İzin ilan\nedilen günlerde yapılacak çalışmalar 3 gün önceden işçilere duyurulur.\nDuyuru yapılmayan işçiler çalışmamaları nedeni ile sorumlu\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-51. İKRAMİYE:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>Taraf sendika üyesi işçilere, yılda 40 günlük ücretleri tutarında\nikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ikramiyeler taraf sendika üyesi işçilere; Cumhurbaşkanlığı\nKararnamesi ile belirlenen 6772 sayılı kanun gereği ödenen ilave tediye\ntarihlerinde dört eşit taksitte ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ikramiyelerden işçiler çalıştıkları süre ile orantılı olarak\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>İşyeri ile ilişkileri devam eden SGK’ dan iş görmezlik ödeneği alan\nhasta raporlu sendika üyesi işçiler bu ikramiyelerden işyerinde\nçalışmış gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin imzasından sonra yasa ile ikramiye, tediye v.s. isimler\naltında benzer bir ödeme olursa bu ikramiye onun içerisinde sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 52. HARCIRAHLAR\u003C\u002Fh3>\n\n\u003Cp>Bu hususta geçici görev yolluğu ve Harcırahlar Kanunu hükümleri\nuygulanır.\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-53. İS SAĞLIĞI ve GÜVENLİĞİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İş Sağlığı ve Güvenliği Kanun Hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-54. İS KAZALARI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde meydana gelen kazalar en geç üç gün içerisinde SGK İl\nMüdürlüklerine yazılı olarak bildirilir. İşyerinde yaralanan işçinin\nkendi kendini tedavi etmeye kalkışması halinde işveren herhangi bir\nsorumluluk yüklenemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-55. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)HASAR VE ZARAR TESPİT KOMİSYONU :\u003C\u002Fh4>\n\n\u003Cp>İşçinin yaptığı hasar ve zararların saptanması için işyerinde üç\nkişiden oluşan Hasar ve Zarar Tespit Komisyonu kurulur. Bu komisyon;\u003C\u002Fp>\n\n\u003Cp>a)Bir işveren temsilcisi başkanlığında,\u003C\u002Fp>\n\n\u003Cp>b)Sendikaca görevlendirilecek bir işçi,\u003C\u002Fp>\n\n\u003Cp>c)Olayın özelliğine göre işyerinde veya işyeri dışından hasar,\nzarar konusu işten anlayan ve işverenle sendikanın 3 gün içinde birlikte\nseçecekleri üçüncü bir kişiden oluşur. Bu kişinin seçilmemesi halinde\nilgili kamu veya meslek kuruluşundan ihtisas sahibi bir kişinin işverence\ntayini istenir. Komisyon olayın özelliklerine göre olay yerinde veya\nişyerinde hasar ve zararı saptar.\u003C\u002Fp>\n\n\u003Ch4>B)HASAR VE ZARAR TESPİT TUTANAĞININ NİTELİĞİ:\u003C\u002Fh4>\n\n\u003Cp>Bu tutanakta;\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 kusurundan mı meydana\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c)Hasar ve zararın miktarı ve bu miktarları her iki taraftan ne kadar\nokluğu 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 işçiden bir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>C)HASAR BEDELİNİN KESİNTİ VE ÖDEME SEKLİ\u003C\u002Fh4>\n\n\u003Cp>1-işverene ait çeşitli araç ve gereçlerde işin görülmesi esnasında\noluşan ve Hasar ve Zarar Tespit Kumlunun hasar ve zarardan işçiyi sorumlu\ntuttuğu kısmın ödenmesine ilişkin olarak;\u003C\u002Fp>\n\n\u003Cp>a)İşveren tarafından hasar bedelinin ödenmesi için ilgiliye veya\nilgililere Kurulun tuttuğu tutanak tebliğ edilir. Bu tutanağa karşı\ntarafların mahkemeye başvuru hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>b)Hasar bedeli 30 günlük ücreti geçmiş ise ödenecek aylık miktar,\nişveren ve işçi arasında anlaşarak belirlenir.\u003C\u002Fp>\n\n\u003Cp>c)Hasar bedeli 30 günlük ücretinden düşük ise, işçinin ücretinden\nayda en fazla 5 günlük ücret tutarında kesinti yapılır.\u003C\u002Fp>\n\n\u003Cp>2-Trafik kazası sonucu meydana gelen zarar ve tazminatın hasar ve zarar\nkomisyonu veya adli mercilerce verilecek karar sonucu;\u003C\u002Fp>\n\n\u003Cp>a)Sürücünün kusur oranı, 2\u002F8’e kadar (2\u002F8 dâhil) olduğu takdirde\nzararın tamamı işveren tarafından karşılanır ve sürücü hakkında\nidari soruşturma yapılmaz.\u003C\u002Fp>\n\n\u003Cp>b)Sürücünün kusur oranı, 3\u002F8 ve 4\u002F8 olduğu takdirde şoförce\nkarşılanması gereken zararın % 55’i işveren tarafından,\u003C\u002Fp>\n\n\u003Cp>c)Sürücünün kusur oranı 5\u002F8 ve 6\u002F8 olduğu takdirde şoförce\nkarşılanması gereken zararın % 50’si işveren tarafından,\u003C\u002Fp>\n\n\u003Cp>d)Sürücünün kusur oranı, 7\u002F8 olduğu takdirde şoförce karşılanması\ngereken miktarın % 45’ i işveren tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>e)Sürücünün kusur oranı, 8\u002F8 olduğu takdirde, zararın tamamı işçi\n(sürücü) tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>Üçüncü kişilere ödenecek hasar ve tazminatlarda da bu yol\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>3-Hasara sebebiyet veren olayın; işçinin kasıt veya kötü niyetten\nkaynaklandığının yargı kararı ile ispatlanması ya da alkol almasından\nkaynaklandığının belgelenmesi hallerinde işçi bu maddedeki istisnalardan\nyararlanamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, sözleşmede belirtilen durumlar dışında, zarar karşılığı\ngibi nedenlerle işçi . ücretinden kesinti yapamaz.\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>Bu Sözleşme’nin uygulanmasında taraflar arasında çıkacak\nuyuşmazlıkları çözümlemek ve disipline ilişkin konularda gerekli\nsoruşturmaları yaptıktan sonra karar vermek üzere 4 kişiden oluşan\ndisiplin kurulu kurulur. Bu kurulun 2 üyesi biri başkan olmak üzere işveren\nve diğer 2 üyesini ise Sendika tayin eder. Aynı sayıda yedek üye\ntaraflarca tespit edilir. Disiplin ile ilgili konularda oyların eşitliği\nhalinde başkanın tarafı çoğunluğu sağlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 57. DİSİPLİN CEZA CETVELİ:\u003C\u002Fh3>\n\n\u003Ch4>DİSİPLİN CEZA CETVELİ\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>\u003Cstrong>CEZAYI GEREKTİREN HALLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"6\" width=\"220\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>\u003Cstrong>İŞYERİ DÜZENİNE AYKIRI\n        FİİLLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Bir saate kadar geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Bir saati aşan süre ile geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Devamlı geç gelmeyi alışkanlık haline\n        getirmek.(Altı ay içerisinde geç gelmek suçundan üç defa Disiplin\n        cezası almış olmak kaydıyla)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Bir gün göreve gelmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İki gün göreve gelmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Üç gün göreve gelmemek\u003Csub>\u003C\u002Fsub>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"34\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Görevi yetersiz yapmak. \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \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=\"35\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Verilen görevi yapmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Yazılı emre rağmen verilen görevi yapmamakta\n        ısrar etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Görev saatinde özel işlerle uğraşmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Disiplinsiz davranmak, iş sağlığı ve güvenliği,\n        kurallarına uymamak, iş verimini aksatmak ve iş barışını\n        bozmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmek. (Bir ay içinde)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmeyi alışkanlık haline getirmek. (6 ay içinde 3 defa\n        disiplin cezası almak)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İşyerinin korunması ile ilgili olanların görev\n        yerinde bulunmaması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>I.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İş saatlerinde gereksiz yere arkadaşlarını\n        meşgul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İş başında, iş saatlerinde ve görev başında\n        uyumak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İşyerinde kavga etmek, küfür ve hakarette\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İmza cetvelini imzalamamayı alışkanlık haline\n        getirmek. \u003Csup>1\u003C\u002Fsup>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Yönetimindeki aracı, idareden izin almaksızın\n        başkalarına kullandırmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Göreve sarhoş gelmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İşyerinde alkollü içki kullanmak, kumar oynamak\n        veya oynatmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İşyerinde uyuşturucu madde kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"591\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"591\">\u003Cp>\u003Cstrong>İŞ ARKADAŞLARINA KARŞI\n        TUTUMU\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>\u003Cstrong>İŞYERİ DÜZENİNE AYKIRI\n        FİİLLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Amirlerine karşı, küfür ve saldırıda\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>I.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İş arkadaşlarına küfür ya da saldırıda\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>I.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Gerektiği halde iş arkadaşlarına yardımcı\n        olmamak ve yardımcı olmamayı alışkanlık haline getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>I.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"591\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"444\">\u003Cp>\u003Cstrong>İŞYERİ, ARAÇ ve GEREÇLERİNE\n        ZARAR VERMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"4\" width=\"147\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>\u003Cstrong>İŞYERİ DÜZENİNE AYKIRI\n        FİİLLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Yangına sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İşyerine sabotaj yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Yönetimindeki araç ve gereçlerin bakımı ve\n        temizliğine özen göstermemek ve hor kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Araç ve gereçleri kontrol etmeden göreve çıkmak\n        ve bunlarla ilgili bozuklukları zamanında yetkiliye bildirmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Teslim edilen araç ve gereçlerin yitirilmesine ya da\n        bozulmasına, hasarına neden olmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>a) İhmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>b) Ağır ihmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>c) Kasıt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>İçkili araç kullanmak.\u003C\u002Ftd>\n      \u003Ctd>İÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\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 colspan=\"8\" width=\"590\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"407\">\u003Cp>\u003Cstrong>ÇALIŞMA AHLAKINA UYMAYAN\n        DAVRANIŞLAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"183\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>\u003Cstrong>İŞYERİ DÜZENİNE AYKIRI\n        FİİLLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>işyerine ait araç ve gereçleri görevi dışındaki\n        işlerde kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Amir durumunda olup, çalıştığı işçileri özel\n        işlerde kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Kendisine verilen yetki dışında iş yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Görevi ile ilgili kasten yanlış bilgi vermek, işi\n        aksatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Hasta olmadığı halde kendisini hasta göstererek\n        işi aksatmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>a) Sınav sırasında kopya çekmek, yardım almak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>b) Soru çalmak, sınav kağıdı ve tutanaklarında\n        değişiklik yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Verilen görevi yapmadığı halde yapmış gibi\n        göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Sahte belge düzenlemek, belgede değişiklik\n        yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>I.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Görevine ilişkin ve gizli kalması gereken sırları\n        kasten açıklamak ya da bu sırları açıklayarak çıkar\n        sağlamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Hırsızlığa tam teşebbüs veya hırsızlık\n        yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Rüşvet almak yada vermeye tam teşebbüs veya\n        rüşvet almak ya da vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>İşe başlamayan işçiyi başlamış gibi\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Yerine imza atmak yada kartını bastırmak suretiyle\n        işe gelmeyen işçiyi gelmiş gibi göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>işyerinde propaganda yapmak suretiyle faaliyette\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"336\">\u003Cp>Sosyal medya üzerinden yada yazılı-görsel basın\n        yoluyla Vali, Belediye Başkanı, Belediye Başkan Yardımcıları ve\n        Amirleri ile, işyeri mensupları ve onların aileleri hakkında uygun\n        olmayan, yalan veya yanlış şaibeler çıkarmak, asılsız ihbar ve\n        şikayetlerde bulunmak, hakikate uygun olmayan beyanlarda bulunmak\n        suretiyle işçinin işvereni yanıltması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"35\">\u003Cp>47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"7\" width=\"555\">\u003Cp>Yukarıda sayılan eylemler dışında\n        kalıp da Disiplin Kurulu’ nca suç sayıla cezalandırılması\n        gereken benzer fiiller, Disiplin Kurulu’nca suçun ağırlığı\n        dikkate alınarak, ihtardan - işten çıkarmaya kadar ceza\n        verilebilir.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. BOLUM\u003C\u002Fh2>\n\n\u003Ch2>DEĞİŞİK HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch3>MADDE-58. İŞÇİ ÇOCUKLARINA STAJ IMKANI SAĞLAMAK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin meslek ile yüksek okulda okuyan çocuklarına\nokul dışı uygulama yapmak zorunda olduklarına dair bir belgeyi işverene\nbildirmesi üzerine meslekleriyle ilgili olarak staj imkanı işverence\nsağlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-59. DİNİ GÖREVLERİN İFASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>T.C. Anayasanın 24'ncü maddesi gereği; herkes vicdan, dini inanç ve\nkanaat hürriyetine sahiptir. Kimse inanç kanaatlerinden dolayı kınanamaz ve\nsuçlanamaz.\u003C\u002Fp>\n\n\u003Cp>a) işveren işçilerin din ayrımı gözetmeksizin ferdi olarak\nyapılmayan, Cuma namazı gibi haftalık ibadetler için gerekli imkfınları\nsağlar.\u003C\u002Fp>\n\n\u003Cp>b) işçinin günlük yapacağı, Vakit namazları gibi ferdi ibadetleri\niçin işveren gerekli kolaylığı sağlar.\u003C\u002Fp>\n\n\u003Cp>c) Hac ibadetlerini yerine getirmek isteyen işçiye 60 günlük ücretsiz\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-60. ISYERİNDE ZORUNLU İHTİYAÇLARIN KARŞILANMASI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) işveren bütün işyerleri ve bağlı bulunan yerlerde soyunma\ndolapları, banyo yerleri, tuvalet, su soğutucuları, içme suyu, dinlenme ve\nyemek odaları vs. bulundurur.\u003C\u002Fp>\n\n\u003Cp>b) İşçiler işverence hazırlanacak talimatla, varsa lojmanlardan\nimkanlar dahilinde yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-61. UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin uygulanmasından doğan uyuşmazlıkları\ngidermek için işveren ile sendikanın seçeceği 3’er temsilciden oluşan\nbir 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. Oylar eşit olursa başkanın oyu 2 oy sayılır. Bu\nKurul;\u003C\u002Fp>\n\n\u003Cp>a)İşveren\u002Fİşveren vekiline veya Sendikaya aksettirilen ve neticeye\nvarılmayan Toplu iş Sözleşmesinin tatbikinden doğan ihtilaflar ile\nşikayetleri,\u003C\u002Fp>\n\n\u003Cp>b)İşbu Toplu İş Sözleşmesi yürürlükte bulunduğu süre zarfında\nihtiva ettiği maddelerin gerek lafzen, gerek ruhen tefsirinden ortaya çıkan\nhususları halleder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-62. EĞİTİM:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını 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 imkân dâhilinde 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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-63. EK PROTOKOL:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük tarihleri içerisinde enflasyonun\nve hayat pahalılığının aşırı bir derecede yükselmesi ve çalışma\nşartlarında olabilecek değişiklikler neticesinde taraflardan birinin\nçağrısı üzerine işçilerin mağduriyetlerini önlemek için işveren ile\nHizmet İş Sendikası, iş bu sözleşmeye eklenmek suretiyle, hizmet iş\nsendikası üyelerine uygulanmak üzere ek protokol yapılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-64. TOPLU İS SÖZLEŞMESİNİN İS SÖZLEŞMELERİNE ETKİSİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasındaki mevcut iş sözleşmelerinin işçi aleyhine olan hükümlerinin\nyerini bu toplu iş sözleşmesi hükümleri alır, işbu toplu iş\nsözleşmesinde düzenlenmeyen hususlar hakkında meri mevzuata aykırı\nolmamak kaydıyla iş sözleşmeleri her türlü hükümleri ihtiva eder, işbu\nsözleşme hükümlerine yapılan atıflar muhtevaları sözleşmede yer almasa\nbile bu hükümlerin bu sözleşmenin hükmü niteliğinde olduğunu\ngösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-65. SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmede açıkça yer almış bütün sosyal yardım konularında,\nişyerlerinde bugüne kadar ayni ve nakdi olarak daha yüksek bir uygulama veya\nişçi lehine daha değişik bir tatbikat varsa eski uygulamaya devam\nolunur.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde yer almayan, ancak süresi sona eren toplu iş\nsözleşmesinde mevcut sosyal hak ve mahiyetindeki yardımlar, ek ödemeler,\nprimler ve tazminatlar aynen devam edecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MADDE-59. DİNİ GÖREVLERİN İFASI :\u003C\u002Fp>\n\n\u003Cp>T.C. Anayasanın 24'ncü maddesi gereği; herkes vicdan, dini inanç ve\nkanaat hürriyetine sahiptir. Kimse inanç kanaatlerinden dolayı kınanamaz ve\nsuçlanamaz.\u003C\u002Fp>\n\n\u003Cp>a)İşveren işçilerin din ayrımı gözetmeksizin ferdi olarak\nyapılmayan, Cuma namazı gibi haftalık ibadetler için gerekli imkânları\nsağlar.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin günlük yapacağı, Vakit namazları gibi ferdi ibadetleri\niçin işveren gerekli kolaylığı\u003C\u002Fp>\n\n\u003Cp>sağlar.\u003C\u002Fp>\n\n\u003Cp>c)Hac ibadetlerini yerine getirmek isteyen işçiye 60 günlük ücretsiz\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>MADDE-60. İŞYERİNDE ZORUNLU İHTİYAÇLARIN KARŞILANMASI:\u003C\u002Fp>\n\n\u003Cp>a)İşveren bütün işyerleri ve bağlı bulunan yerlerde soyunma\ndolapları, banyo yerleri, tuvalet,\u003C\u002Fp>\n\n\u003Cp>:su soğutucuları, içme suyu, dinlenme ve yemek odaları vs.\nbulundurur.\u003C\u002Fp>\n\n\u003Cp>b)İşçiler işverence hazırlanacak talimatla, varsa lojmanlardan imkanlar\ndahilinde yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>MADDE-61. UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin uygulanmasından doğan uyuşmazlıkları\ngidermek için işveren ile sendikanın seçeceği 3’er temsilciden oluşan\nbir 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. Oylar eşit olursa başkanın oyu 2 oy sayılır. Bu\nKurul;\u003C\u002Fp>\n\n\u003Cp>a)Işveren\u002Flşveren vekiline veya Sendikaya aksettirilen ve neticeye\nvarılmayan Toplu iş Sözleşmesinin tatbikinden doğan ihtilaflar ile\nşikayetleri,\u003C\u002Fp>\n\n\u003Cp>b)İşbu Toplu İş Sözleşmesi yürürlükte bulunduğu süre zarfında\nihtiva ettiği maddelerin gerek lafzen, gerek ruhen tefsirinden ortaya çıkan\nhususları halleder.\u003C\u002Fp>\n\n\u003Cp>MADDE-62. EĞİTİM:\u003C\u002Fp>\n\n\u003Cp>Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını 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 imkân dâhilinde 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>\n\n\u003Cp>MADDE-63. EK PROTOKOL:\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük tarihleri içerisinde enflasyonun\nve hayat pahalılığının aşırı bir derecede yükselmesi ve çalışma\nşartlarında olabilecek değişiklikler neticesinde taraflardan birinin\nçağrısı üzerine işçilerin mağduriyetlerini önlemek için işveren ile\nHizmet İş Sendikası, iş bu sözleşmeye eklenmek suretiyle, hizmet iş\nsendikası üyelerine uygulanmak üzere ek protokol yapılabilir.\u003C\u002Fp>\n\n\u003Cp>MADDE-64. TOPLU İS SÖZLEŞMESİNİN İS SÖZLEŞMELERİNE ETKİSİ:\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasındaki mevcut iş sözleşmelerinin işçi aleyhine olan hükümlerinin\nyerini bu toplu iş sözleşmesi hükümleri alır, işbu toplu iş\nsözleşmesinde düzenlenmeyen hususlar hakkında meri mevzuata aykırı\nolmamak kaydıyla iş sözleşmeleri her türlü hükümleri ihtiva eder, işbu\nsözleşme hükümlerine yapılan atıflar muhtevaları sözleşmede yer almasa\nbile bu hükümlerin bu sözleşmenin hükmü niteliğinde olduğunu\ngösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmede açıkça yer almış bütün sosyal yardım konularında,\nişyerlerinde bugüne kadar ayni ve nakdi olarak daha yüksek bir uygulama veya\nişçi lehine daha değişik bir tatbikat varsa eski uygulamaya devam\nolunur.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde yer almayan, ancak süresi sona eren toplu iş\nsözleşmesinde mevcut sosyal hak ve mahiyetindeki yardımlar, ek ödemeler,\nprimler ve tazminatlar aynen devam edecektir.\u003C\u002Fp>\n\n\u003Cp>SÖZLEŞMENİN İMZASI:\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesi (65) maddeden oluşmakta olup; aşağıda\nimzası bulunan İşveren ve Sendika yetkilileri tarafından imza altına\nalınmıştır. 12\u002F02\u002F2024\u003C\u002Fp>\n\n\u003Cp>îecmettin Yi Sivas Beledty Başkan Yardımc Özbelsan A.Ş. Yönetim Kurulu\nÜyesi\u003C\u002Fp>\n\n\u003Cp>Ahmet KUZU Özbelsan jjjLş. Genel Müaurü\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbamemtrad":45,"trainingprogrammes":49,"apprenticeships":53,"disabilityfund":57,"contracttrial":60,"contracttrialperiod":63,"tempagency":67,"maxsicknesspay":71,"healthandsafetypolicy":75,"code_application":78,"protectiveclothing":82,"funeralpay":86,"paidmaternityleave":90,"paidmaternityleaveduration":93,"paidpaternityleave":96,"childcare":99,"deathrelativesleave":103,"marriage":106,"eqpay":109,"discrimination":113,"sexualhar":117,"WORKHOURS_trigger":121,"hourspweek_select":124,"PAIDLEAV_trigger":128,"holidaysdays":131,"TRADEUNLEAV_trigger":134,"tradeunleavdays":137,"WAGES_trigger":141,"LOWWAGE_provision":144,"ONCERISE_trigger":148,"incidentalbonustype2":151,"NOCTPREM_trigger":155,"OVERTIME_trigger":159,"overtimeallowancetype_general":162,"SUNDAY_trigger":166,"sundayallowancetype":169,"SENIOR_trigger":173,"longserviceallowancetype":177,"MEALALL_trigger":181,"mealvouchersamount":184,"HARDSHIP_trigger":188},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.01.2024-31.12.2024",{"bindId":46,"name":47,"text":48},"cbamemtrad","HİZMET-iŞ (TÜM BELEDİYE VE GENEL HİZMET ","HİZMET-iŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI)",{"bindId":50,"name":51,"text":52},"trainingprogrammes","d)İşveren tarafından yapılan hizmet içi ","d)İşveren tarafından yapılan hizmet içi eğitimler çalışma\nsüresinden sayılır.",{"bindId":54,"name":55,"text":56},"apprenticeships","MADDE-58. İŞÇİ ÇOCUKLARINA STAJ IMKANI S","MADDE-58. İŞÇİ ÇOCUKLARINA STAJ IMKANI SAĞLAMAK\n\n\n\nSendika üyesi işçilerin meslek ile yüksek okulda okuyan çocuklarına\nokul dışı uygulama yapmak zorunda olduklarına dair bir belgeyi işverene\nbildirmesi üzerine meslekleriyle ilgili olarak staj imkanı işverence\nsağlanır.",{"bindId":58,"name":59,"text":59},"disabilityfund","MADDE-35. HASTALIK YARDIMI:",{"bindId":61,"name":62,"text":62},"contracttrial","MADDE-18. DENEME SÜRESİ:",{"bindId":64,"name":65,"text":66},"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 sözleşmesini feshedebilirler.",{"bindId":68,"name":69,"text":70},"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":72,"name":73,"text":74},"maxsicknesspay","a)Hastalık veya analık nedeniyle istirah","a)Hastalık veya analık nedeniyle istirahatli bulunan işçilerin, SGK\ntarafından ödeme yapılmayan ilk iki gün ve diğer günler için (yılda 5\ndefayı geçmemek üzere) ücretleri ile diğer ödemeler işverence ödenir,\nİşçi adına işverene SGK tarafından iş göremezlik tutarı olarak\nbildirilen meblağ işverende kalır.",{"bindId":76,"name":77,"text":77},"healthandsafetypolicy","İS SAĞLIĞI ve GÜVENLİĞİ",{"bindId":79,"name":80,"text":81},"code_application","İş Sağlığı ve Güvenliği Kanun Hükümleri ","İş Sağlığı ve Güvenliği Kanun Hükümleri uygulanır.",{"bindId":83,"name":84,"text":85},"protectiveclothing","MADDE-32. GİYİM VE KORUYUCU ESYÂ YARDIMI","MADDE-32. GİYİM VE KORUYUCU ESYÂ YARDIMI :",{"bindId":87,"name":88,"text":89},"funeralpay","b)Eşinin, çocuklarının, anne ve babasını","b)Eşinin, çocuklarının, anne ve babasının ölümü halinde 1.250,00 TL\ntutarında ölüm yardımı yapılır.",{"bindId":91,"name":92,"text":92},"paidmaternityleave","MADDE-34. DOĞUM YARDIMI:",{"bindId":94,"name":95,"text":95},"paidmaternityleaveduration","Mevzuat hükümler uygulanır.",{"bindId":97,"name":98,"text":98},"paidpaternityleave","a)Eşinin doğum yapması halinde; 5 gün",{"bindId":100,"name":101,"text":102},"childcare","f)İşçinin ana, baba, kardeş, eş ve çocuk","f)İşçinin ana, baba, kardeş, eş ve çocuklarından hastanede yatmakta\niken refakatçi ihtiyacının olması ve doktor tarafından belge ile\nbelirtilmesi halinde Refakatçi Belgesi tarihleri ile sınırlı olmak üzere\nbelgede adı geçen işçiye Refakatçi İzni yapılır. Ücretli sosyal iznini\nkullananlar ücret ve tüm haklardan çalışanlar gibi aynen\nyararlanırlar.",{"bindId":104,"name":105,"text":105},"deathrelativesleave","c)Eş ve çocuğunun ölümünde;6 gün",{"bindId":107,"name":108,"text":108},"marriage","b)Evlenmesi halinde;5 gün",{"bindId":110,"name":111,"text":112},"eqpay","Çalışanlar için çalışma koşulları ve mak","Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,",{"bindId":114,"name":115,"text":116},"discrimination","Çalışma saatleri iş ve özel hayatın uzla","Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,",{"bindId":118,"name":119,"text":120},"sexualhar","Bu bağlamda; işyerinde işçinin; işveren ","Bu bağlamda; işyerinde 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 veya işinin\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 hallerinde,",{"bindId":122,"name":123,"text":123},"WORKHOURS_trigger","MADDE-21. NORMAL ÇALIŞMA SÜRESİ:",{"bindId":125,"name":126,"text":127},"hourspweek_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre, haftada 5,5 işgünü\nolarak uygulanır. Bu süreler aşılmamak ve günlük çalışma süresinin\nortalama bir zamanında bir saatten az olmamak üzere ara dinlenmesi verilmek\nşartıyla çalışma saatleri işin icabına göre işverence tanzim edilir.\nNormal çalışma yapılan işyerleri için Cumartesi öğleden sonra akdi\ntatil ve Pazar günü hafta tatilidir.",{"bindId":129,"name":130,"text":130},"PAIDLEAV_trigger","MADDE-29. İZİNLER",{"bindId":132,"name":133,"text":133},"holidaysdays","1 yıldan 5 yıla kadar olanlara 18 gün,",{"bindId":135,"name":136,"text":136},"TRADEUNLEAV_trigger","MADDE-8. SENDİKAL İZİNLER:",{"bindId":138,"name":139,"text":140},"tradeunleavdays","B)İşyeri Sendika Bastemsilcisi izinleri:","B)İşyeri Sendika Bastemsilcisi izinleri:\n\nİşyeri Sendika Baştemsilcileri işyerindeki işlerini aksatmamak ve\nişyeri disiplinine aykırı olmamak şartıyla; İşyeri sendika\nBaştemsilcisi haftada 1 işgünü sendikal izin verilir.",{"bindId":142,"name":143,"text":143},"WAGES_trigger","MADDE-46. ÜCRET",{"bindId":145,"name":146,"text":147},"LOWWAGE_provision","a)İşbu toplu iş sözleşmesi kapsamındaki ","a)İşbu toplu iş sözleşmesi kapsamındaki çalışan taraf sendika\nüyesi işçilerden taban yevmiyede olanların yevmiyeleri 01.01.2024 ten\nitibaren 900,00 TL olarak ,",{"bindId":149,"name":150,"text":150},"ONCERISE_trigger","MADDE-51. İKRAMİYE:",{"bindId":152,"name":153,"text":154},"incidentalbonustype2","Taraf sendika üyesi işçilere, yılda 40 g","Taraf sendika üyesi işçilere, yılda 40 günlük ücretleri tutarında\nikramiye ödenir.",{"bindId":156,"name":157,"text":158},"NOCTPREM_trigger","MADDE-49. GECE ÇALIŞMASI ve ÜCRETİ Saat ","MADDE-49. GECE ÇALIŞMASI ve ÜCRETİ\n\n\n\nSaat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde normal çalışma yaptırılan işçilere ücretleri % 10 zamlı\nödenir.",{"bindId":160,"name":161,"text":161},"OVERTIME_trigger","MADDE-48. FAZLA ÇALIŞMA ve ÜCRETİ:",{"bindId":163,"name":164,"text":165},"overtimeallowancetype_general","Haftalık 45 saatin üzerinde yapılan çalı","Haftalık 45 saatin üzerinde yapılan çalışmalar fazla çalışmadır.\nFazla çalışmalar, işçinin rızası alınarak işçiler arasında\nhakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından sırayla\nyaptırılır. Yapılacak her bir saat fazla çalışma için ödenecek ücret,\nnormal çalışma ücretinin % 60 fazlasıdır.",{"bindId":167,"name":168,"text":168},"SUNDAY_trigger","MADDE-50. TATİLLERDE ÇALIŞMA ve ÜCRETİ :",{"bindId":170,"name":171,"text":172},"sundayallowancetype","b)İşveren zaruri görülen hallerde ve işi","b)İşveren zaruri görülen hallerde ve işin gereği akdi tatil ve hafta\ntatili gününde çalıştırılan işçilere çalıştırılan beher gün\niçin kendi yevmiyesine ilaveten 2 (1+2=3) yevmiye ödenmek zorundadır.\n\nc)Ulusal Bayram ve Genel Tatil Günlerinde çalışan işçilere\nçalışılan beher gün için kendi yevmiyelerine ilaveten 2 (1+2=3) yevmiye\nödenir.",{"bindId":174,"name":175,"text":176},"SENIOR_trigger","MADDE-28. KIDEM TAZMİNATI. HESAPLANMASI ","MADDE-28. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ:",{"bindId":178,"name":179,"text":180},"longserviceallowancetype","İşçilerin iş sözleşmelerinin iş kanunund","İşçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 40 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler içinde aynı oran üzerinden ödeme\nyapılır, ölüm hallerinde tazminat, kanuni mirasçılarına verilir, iş\nkazası nedeniyle ölen işçinin kıdem tazminatı 80 gündür. (Kıdem\ntazminatındaki tavan ücreti geçemez.)",{"bindId":182,"name":183,"text":183},"MEALALL_trigger","MADDE-39. YEMEK YARDIMI:",{"bindId":185,"name":186,"text":187},"mealvouchersamount","İşverence; toplu iş sözleşmesi kapsamınd","İşverence; toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilere fiilen çalıştıkları günlere bakılmaksızın aylık;\n4.030,00-TL. yemek yardımı ödenir.",{"bindId":189,"name":190,"text":191},"HARDSHIP_trigger","i)İşverence, toplu iş sözleşmesi kapsamı","i)İşverence, toplu iş sözleşmesi kapsamında çalışan taraf sendika\nüyesi işçilerden İtfaiye çalışanlarına, benzinlik çalışanlarına,\nakaryakıt pompacılarına, kızgın yağ kazanı operatörlerine ve\nelektrikçilerden E KAT Belgesi olan ve yüksek gerilimde çalışanlara,\nbaşka vasıf zammı ödenim ödenmemesine bakılmaksızın aylık; 500,00-TL\ntehlikelilik primi ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Özbelsan Makine Araç Gereç Konut Turizm Gıda Hayvancılık Madencilik Sanayi ve Ticaret Anonim Şirketi ile HİZMET-iŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.01.2024-31.12.2024 - 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: → 2024-12-31\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: → Trade, fuelling and repair of motor vehicles\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Evet\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 1250.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 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: → 6 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: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → 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            \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: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 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: → 52.0 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 900.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n     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