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DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.03.2021 - 28.02.2023","PTT TÜRKİYE HABER-İŞ ARASINDA İMZALANAN 19. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.03.2021 - 28.02.2023 - 2021","Turkey - PTT TÜRKİYE HABER-İŞ ARASINDA İMZALANAN 19. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.03.2021 - 28.02.2023 - 2021","PTT TÜRKİYE HABER-İŞ ARASINDA İMZALANAN 19. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.03.2021 - 28.02.2023 - 2021 - Public administration, police, interest groups",{"name":41,"data":42},"ptt-19-donem-isletme-toplu-is-sozlesmesi.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>ptt-19-donem-isletme-toplu-is-sozlesmesi\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>POSTA VE TELGRAF TEŞKİLATI A. Ş. GENEL MÜDÜRLÜĞÜNE BAĞLI\nİŞYERLERİ İÇİN\u003C\u002Fh1>\n\n\u003Ch1>TÜRK AĞIR SANAYİ VE HİZMET SEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI\n(TÜHİS)\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>TÜRKİYE TELEKOMÜNİKASYON, POSTA, TELGRAF, TELEFON, İLETİŞİM,\nBİLİŞİM, ÇAĞRI MERKEZİ, RADYO, TELEVİZYON İŞÇİLERİ VE\nHİZMETLİLERİ SENDİKASI (TÜRKİYE HABER-İŞ)\u003C\u002Fh1>\n\n\u003Ch1>ARASINDA İMZALANAN 19. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>YÜRÜRLÜK SÜRESİ: 01.03.2021 - 28.02.2023\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch1>İMZA TARİHİ: 01.09.2021 \u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1-TARAFLARVE TANIMLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MADDE 1- TARAFLAR VE TANIMLAR\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin taraflarını;\u003C\u002Fp>\n\n\u003Cp>a)işveren tarafı olarak; Posta ve Telgraf Teşkilatı A.Ş. Genel\nMüdürlüğünün üyesi bulunduğu Türk Ağır Sanayii ve Hizmet Sektörü\nKamu İşverenleri Sendikası (TÜHİS),\u003C\u002Fp>\n\n\u003Cp>b)İşçi sendikası olarak; Türkiye Haber-iş (Türkiye Telekomünikasyon\nPosta Telgraf Telefon İletişim Bilişim Çağrı Merkezi Radyo Televizyon\nişçileri ve Hizmetlileri Sendikası)\u003C\u002Fp>\n\n\u003Cp>Oluştururlar.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi İŞLETME düzeyindedir.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>a)Posta ve Telgraf Teşkilatı A Ş. Genel Müdürlüğü (İŞVEREN),\u003C\u002Fp>\n\n\u003Cp>b)İşveren adına işletmenin veya işyerinin bütününü sevk ve idareye\nyetkili olanlar (İŞVEREN VEKİLİ),\u003C\u002Fp>\n\n\u003Cp>c)Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TÜHİS),\u003C\u002Fp>\n\n\u003Cp>ç) Türkiye Haber-iş Sendikası (SENDİKA),\u003C\u002Fp>\n\n\u003Cp>d)TÜHİS ile Türkiye Haber-lş müştereken (TARAFLAR),\u003C\u002Fp>\n\n\u003Cp>e)İşverenin İletişim işkolundaki İş Kanununa tabi mevcut ve\naçılacak işyerleri (İŞYERİ),\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde çalışan taraf sendika üyesi işçiler (ÜYE),\u003C\u002Fp>\n\n\u003Cp>g)Bu toplu iş sözleşmesi (SÖZLEŞME),\u003C\u002Fp>\n\n\u003Cp>Olarak tanımlanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 2-SENDİKANIN TANINMASI .\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren ve İşveren vekilleri işyerlerinde çalışan üyeleri temsile\nTürkiye Haber-İş Sendikasını yetkili olarak kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 3- SÖZLEŞMENİN AMACI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı, iş sözleşmesinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek; işyerinde\ndüzenli ve verimli çalışmayı sağlamak, üretimi artırmak, işverenin ve\nişçilerin hak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını sağlamak, taraflar arasında doğabilecek\nfarklılıkları uzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- SÖZLEŞMENİN KAPSAMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi;\u003C\u002Fp>\n\n\u003Cp>a)Yer olarak;\u003C\u002Fp>\n\n\u003Cp>İşverenin İletişim işkolundaki iş Kanununa tabi mevcut ve açılacak\nişyerleri ve eklentilerini,\u003C\u002Fp>\n\n\u003Cp>b)Kişi olarak;\u003C\u002Fp>\n\n\u003Cp>(a) fıkrasında belirtilen işyeri ve eklentilerinde çalışan taraf\nsendika üyelerini,\u003C\u002Fp>\n\n\u003Cp>Kapsar.\u003C\u002Fp>\n\n\u003Cp>Ancak, iş Kanununun 10. maddesinde belirtilen süreksiz işlerde çalışan\nişçilere bu sözleşme hükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- YÜRÜRLÜK VE SÜRE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.03.2021 tarihinde yürürlüğe girmek ve\n28.02.2023 tarihinde sona ermek üzere 24 ay süre ile yürürlüktedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 - UYGULAMA ESASLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)imza tarihinde işyerinde çalışanlar;\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinden sözleşmenin imza tarihinde işyerlerinde\nçalışmakta olan üyeler yararlanır.\u003C\u002Fp>\n\n\u003Cp>b)Yürürlük tarihi ile imza tarihi arasında işe girenler;\u003C\u002Fp>\n\n\u003Cp>İşyerine yürürlük tarihi ile imza tarihi arasında girmiş olup, imza\ntarihinde iş sözleşmesi devam eden üyeler sözleşmeden işe giriş\ntarihinden daha geriye gitmemek ve (e) fıkrası hükmü saklı kalmak\nkaydıyla üyelikleri süresince yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)imza tarihinden sonra girenler;\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imza tarihinde işyerinde çalışmakta olup da imza\ntarihinden sonra üye olanlar ile imza tarihinden sonra işe girip sendikaya\nüye olanlar, sözleşmeden (e) fıkrası hükmü saklı kalmak kaydıyla\nüyeliklerinin sendikaca işyerine tebliğ edildiği (sendika yazısının\nişyerine geldiği) tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d)İşten ayrılan işçilerin toplu iş sözleşmesinden yararlanması\nkonusunda 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanununun 39\u002F3.\nmaddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>e)İşyerinden ayrılıp tekrar girenler;\u003C\u002Fp>\n\n\u003Cp>Üyelikleri sendikaca yazı ile teyid edilmek kaydıyla, herhangi bir\nişyerinde taraf sendika üyesi olarak çalışmakta iken işten ayrılan\nişçilerden;\u003C\u002Fp>\n\n\u003Cp>1-Üç ay içinde aynı ya da başka bir işyerine girenler derhal,\u003C\u002Fp>\n\n\u003Cp>2-Üç ayı geçtikten sonra işe girenler ise, sendikaca üyeliklerinin\nbildirilmesini müteakip işe başlayış tarihinden itibaren,\u003C\u002Fp>\n\n\u003Cp>sözleşmeden yararlandırılırlar.\u003C\u002Fp>\n\n\u003Cp>Üyeliğin ilk ödemeden itibaren 1 ay içinde teyit edilmemesi halinde\nverilen haklar geri alınır\u003C\u002Fp>\n\n\u003Cp>f)Sendika üyesi olmayanlar;\u003C\u002Fp>\n\n\u003Cp>Üye olmayanların sözleşmeden yararlanmaları konusunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 7- SENDİKADAN İSTİFA EDEN VEYA İHRAÇ EDİLENLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikadan istifa eden veya ihraç edilenlerin sözleşmeden yararlanmaları\nkonusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 8- KAPANAN İŞYERLERİNDE ÇALIŞANLARIN YARARLANMASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamına dahil olup sözleşmenin yürürlük\ntarihi ile imza tarihi arasında kapanmış bulunan işyerlerinde çalışan\nsendika üyesi işçiler, sözleşmenin getirdiği haklardan kapanma tarihine\nkadar çalıştıkları süre ile orantılı olarak bu sözleşme hükümleri\nçerçevesi içinde yararlanırlar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- TOPLU İŞ SÖZLEŞMESİNİN İŞ SÖZLEŞMESİNE ETKİSİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin iş sözleşmesine etkisi hakkında mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- TEMEL İLKELER VE İŞVERENİN HAKKI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A- a) Anayasada yer alan haberleşme hizmetlerinden kendisine kanunla tekel\nolarak verilmiş posta ve telgraf hizmetlerini yürüten bir kamu kuruluşu\nolan Posta ve Telgraf Teşkilatı A.Ş. Genel Müdürlüğü için\nhaberleşmenin gizlilik emniyet ve devamlılık niteliklerinin önem\ntaşıdığı ve memleketin sağlık ve güvenliğiyle İlgili bir kamu hizmeti\nolduğunu,\u003C\u002Fp>\n\n\u003Cp>b)Kamu hizmetleri ile ilgili yetki ve sorumlulukların ancak kanun ile\ntespit ve ilga olunabileceğini ve bölünmez ve paylaşılmaz olduğunu,\u003C\u002Fp>\n\n\u003Cp>Müşahede eden taraflar, iş bu toplu iş sözleşmesi muhtevasının,\nyukarıdaki mevzuat sorumluluklarının gereği olarak Posta ve Telgraf\nTeşkilatı A.Ş. Genel Müdürlüğünün mevzuattan doğan yetki ve\nsorumluluklarını ve niteliklerini ihlal edemeyeceği zorunluluğunu göz\nönünde tutarlar.\u003C\u002Fp>\n\n\u003Cp>B- Sendika ve sendika üyesi işçiler bu madde de belirtilen hususlara\nkanun hükümlerine, Posta ve Telgraf Teşkilatı A Ş. Genel\nMüdürlüğünün haberleşme hizmetleriyle ilgili yönetmelik esas ve\ntalimatlarına uymakla yükümlü bulunduklarını kabul ederler.\u003C\u002Fp>\n\n\u003Cp>C- işveren mevzuat ve toplu iş sözleşmesi hükümleri dairesinde işin\ntanzimi ve işyerinin sevk ve idaresiyle ilgili kararları almaya ve bunları\nuygulamaya yetkilidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- İŞVERENİN YÜKÜMLÜLÜKLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işveren vekili ve işyeri amirlerinin; bu sözleşmenin\nuygulanmasında kendilerine düşen görevleri İyi niyetle, süratle ve\nmümkün olan en iyi şekilde yapmaları, sendika üyeleri, temsilcileri ve\nyöneticileri ile ilişkilerinde iyi muamele ve iyi niyetle hareket etmeleri,\nişyerinde iş barışını zedeleyici tavır ve davranışlardan\nkaçınmaları, işçi sendikasının iç bünyesini ilgilendiren hususlara\nhiçbir suretle müdahale etmemeleri esastır.\u003C\u002Fp>\n\n\u003Cp>a) işyerlerinde iş sağlığı ve güvenliği bakımından gereken\ntedbirleri zamanında ve noksansız olarak almak,\u003C\u002Fp>\n\n\u003Cp>b)işçi alacaklarının zamanında ve noksansız olarak ellerine geçmesini\nsağlamak.\u003C\u002Fp>\n\n\u003Cp>c)Sendika ve işçilere karşı gerek mevzuat, gerekse toplu iş\nsözleşmesinden doğan vecibelerini yerine getirmek,\u003C\u002Fp>\n\n\u003Cp>d)İşçilerle yapılan ferdi iş sözleşmesinin bir nüshasını işçiye\nvermek,\u003C\u002Fp>\n\n\u003Cp>yükümlülüğündedir.\u003C\u002Fp>\n\n\u003Cp>e) işveren vekilleri işyerinde iş verimini ve iş barışını\ngüçlendirmek için gerekli hallerde ve o işyerinin sendika temsilcileri ile\nayda bir defa toplantı yapabilir. Gerektiği takdirde diğer ilgili servis\namirleri de toplantıya katılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 12- İŞÇİNİN YÜKÜMLÜLÜKLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler;\u003C\u002Fp>\n\n\u003Cp>a)İşe muntazaman devam etmeyi ve çalışma süresince iş başında\nbulunmayı,\u003C\u002Fp>\n\n\u003Cp>b)Genel olarak en az ortalama standartlara uygun ve verimli\nçalışmayı,\u003C\u002Fp>\n\n\u003Cp>c)İşverenle olan ilişkilerinde ve haklarını kullanmada sadakat,\ndürüstlük ve iyi niyetle hareket etmeyi,\u003C\u002Fp>\n\n\u003Cp>d)işveren, işveren vekili ve amirlerince verilecek işyeri ile ilgili\nemirlere uymayı,\u003C\u002Fp>\n\n\u003Cp>e)Verimi artırma ve gerektiğinde işvereni ve işyerini muhtemel\nzararlardan koruma yönünden dikkat ve çaba sarf etmeyi,\u003C\u002Fp>\n\n\u003Cp>f)Kanuna ve sözleşmeye aykırı davranışta bulunmamayı,\u003C\u002Fp>\n\n\u003Cp>Kabul ve taahhüt ederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 13- SENDİKANIN HAK VE BORÇLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I.Sendika, bu sözleşmede öngörülen konu ve amacın\ngerçekleştirilmesini sağlamak için bu sözleşmenin kapsamına giren\nüyelerinin temsilcisi sıfatıyla, kendisine yüklenen görevleri iyi niyetle\nve mümkün olan en iyi şekilde yapar.\u003C\u002Fp>\n\n\u003Cp>Bunun için;\u003C\u002Fp>\n\n\u003Cp>a)Üyelerinin kanun ve sözleşme hükümlerine uymayan hareketlerini\ndesteklemez.\u003C\u002Fp>\n\n\u003Cp>b)Bu gibi kanunsuz hareketleri durdurmak için gerekli çabaları sarf\neder.\u003C\u002Fp>\n\n\u003Cp>c)Bütün yönetici ve temsilcileriyle disiplinsizlik ve düzensizlikleri\nönlemek için çalışır.\u003C\u002Fp>\n\n\u003Cp>d)Birlik, dirlik, çalışma barışını korumak ve çıkacak\nanlaşmazlıkları barışçı yollardan halletmeyi görev sayar.\u003C\u002Fp>\n\n\u003Cp>e)Yukarıda belirtilen görevleri yerine getirmek amacıyla sendika genel\nmerkez yönetim kurulu üyeleri, ilgili şube yönetim kurulu üyeleri ve\nbölge temsilcileri, işveren veya işveren vekili ile toplantının yer ve\nzamanında anlaşmak şartıyla çalışma saatleri dışında sendika\ntemsilcilik odasında veya işveren vekilinin uygun göreceği başka bir yerde\nçalışanları rahatsız etmemek kaydıyla, o iş yerinde çalışan\nüyeleriyle toplantı yapabilirler. Ancak, işveren vekilinin talebi halinde\nkonunun acilen çözümü için çalışma saatleri içinde toplantı sendika\nile yapılır.\u003C\u002Fp>\n\n\u003Cp>II.işveren, işçi ile ilgili olarak yayınlayacağı genelgelerden ve\nyayınlayacağı aylık bültenlerle işçilerin yararlanabileceği sair\nyayınlardan yeteri kadar nüshayı Sendika Genel Merkezine gönderir, (hizmete\nözel olanlar hariç)\u003C\u002Fp>\n\n\u003Cp>Sendika da, gerek kendi yayınlarından gerekse bağlı olduğu\nKonfederasyon yayınlarından, yeteri kadar nüshayı Konfederasyon ve\nSendikanın tüzükleri ile vukua gelecek değişiklikleri (hizmete özel\nyayınlar hariç) Posta ve Telgraf Teşkilatı A.Ş. Genel Müdürlüğüne\ngönderecektir.\u003C\u002Fp>\n\n\u003Cp>III.Yasa, tüzük, yönetmelik ve bu sözleşme ile sendika temsilcilerinin\nkatılması öngörülen kurullarda görev alacak sendika temsilcisi kurul\nüyelerini sendika tayin eder. Ancak, bu hususta yasaların özel hükümleri\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>IV.Sendika eğitim ve sosyal konularda işyeri salon, yemekhane, araç ve\ngereçlerinden bir hafta evvelinden bildirmek ve işverenin muvafakatini almak\nkaydıyla yararlanır.\u003C\u002Fp>\n\n\u003Cp>V.İşyerinde vücuda getirilen veya getirilecek olan kafeterya, yemekhane,\nkantin ve ocak gibi işletmeleri idare işletmediği ve idarece tespit edilecek\nşartlar sendikaca kabul edildiği takdirde bu yerlerin işletme haklan\nsendikaya verilebilir, işverenin mevzuattan doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 14- SENDİKA ÜYELİĞİNİN TEMİNATI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Anayasa ve sair mevzuat hükümleri ile işçilere tanınmış bulunan\nhaklar gerek doğrudan doğruya gerekse dolaylı olarak ihlal olunamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşçilerin işe alınmaları, belli bir sendikaya girmeleri veya\ngirmemeleri veya belli bir sendikadaki üyeliğin muhafaza veya üyelikten\nistifa etmeleri veya sendikaya girmeleri veya girmemeleri şartına bağlı\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>c)işçiler iş saatleri dışında veyahut işverenin rızası ile iş\nsaatleri içinde sendika faaliyetlerine iştiraklerinden dolayı işlerinden\nçıkarılamaz veya herhangi bir sebeple farklı muameleye tabi tutulamazlar.\nİşverenin bu madde hükümlerine aykırı hareket etmesi halinde işçinin\niş Kanunu ve sair kanunlara göre haiz olduğu bütün haklar saklıdır.\u003C\u002Fp>\n\n\u003Cp>d) işverence herhangi bir üyenin iş sözleşmesi devam ederken başka bir\nişyerine nakledilmesi veya görev yerinin değiştirilmesi halinde üyelerin\ndaha önce çalıştıkları işyerinde bu toplu iş sözleşmesi ile\nayrılış tarihine kadar kazanmış olduğu ücret ve sosyal haklarından yeni\nişyerinde indirim yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Yol süresi ara verme sayılmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak il dışı nakillerde işçiye 3 işgünü ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>e)İşyeri değiştirilen üyelerin üyelikleri işveren veya işveren\nvekillerince yeni işyerine bildirilir.\u003C\u002Fp>\n\n\u003Cp>f)iş bu toplu iş sözleşmesi kapsamına giren işçiler sözleşmenin\ndevamı müddetince rızaları hilafına memur veya sözleşmeli personel\nstatüsüne geçirilemezler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 15-İŞ VE İŞYERİ DEĞİŞİKLİĞİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşçiler gerektiği takdirde, işyeri içinde unvanı veya niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde muvafakat\naranmaksızın geçici veya devamlı olarak işveren tarafından\ngörevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak şartı ile işçilerin\nbelediye sınırlan (Büyükşehir Belediyesi kurulan yerlerde Büyükşehir\nBelediye sınırları) içindeki bir başka işyerine muvafakati aranmaksızın\nişverence nakledilmeleri mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçilerin belediye sınırları (Büyükşehir Belediyesi bulunan\nyerlerde Büyükşehir Belediye sınırları) dışındaki işyerlerine daimi\nolarak nakledilebilmeleri yazılı rızaya bağlıdır. Geçici süre ile\ngörevlendirmelerde işçinin rızası aranmaz, ancak bu süre 3 ayı\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>Belediye hudutları dışındaki işyerlerine nakledilen işçilerin nakle\nrıza göstermemeleri halinde iş Kanununun 24. maddesinin ll\u002Ff fıkrasına\ngöre iş akdini fesih etmiş sayılarak sözleşmenin 98. maddesine göre\nkendilerine kıdem tazminatları ödenerek ilişkileri kesilir.\u003C\u002Fp>\n\n\u003Cp>İş ve İşyeri değişikliği hiçbir zaman ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>Ancak, idari tedbir olarak işverence işçinin işyeri değişikliği\nyapılabilir. Bu değişikliklerde sendikaya bilgi verilir.\u003C\u002Fp>\n\n\u003Cp>b)iş gereği şehirlerarası nakle ihtiyaç duyulduğu takdirde işin\nözelliğine göre belli bir işçinin nakli gerekmiyorsa; Bu nakil öncelikle\nhangi işyerinden işçi nakli yapılacaksa bu işyerinde o pozisyonda\nçalışan aynı tahsil ve nitelikteki işçiler arasından ve imkanlar\nölçüsünde en az kıdemi olandan başlayarak yapılır. \u003C\u002Fp>\n\n\u003Ch2>MADDE 16- İŞYERİ SENDİKA TEMSİLCİLERİNİN ATANMASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)işyeri sendika temsilcileri aşağıda (b) fıkrasında belirtilen\nesaslar uyarınca sendika tarafından tayin edilir. Bu işyeri temsilcilerinden\nbiri baştemsilci olarak atanır. Sendika gerek temsilcileri, gerekse\nbaştemsilcileri bir liste halinde 15 gün içinde işveren vekiline bildirir.\nBu liste aynı zamanda sendika ilan tahtasında, yoksa işyerinin uygun bir\nmahallinde ilan olunur\u003C\u002Fp>\n\n\u003Cp>b)Işyerindeki işçi sayıları;\u003C\u002Fp>\n\n\u003Cp>1-50 işçiye kadar ise 1 temsilci,\u003C\u002Fp>\n\n\u003Cp>2-51 ile 100 arasında ise en çok 2 temsilci,\u003C\u002Fp>\n\n\u003Cp>3-101 ile 500 arasında ise en çok 3 temsilci,\u003C\u002Fp>\n\n\u003Cp>4-501 ile 1000 arasında ise en çok 4 temsilci,\u003C\u002Fp>\n\n\u003Cp>5-1001 ile 2000 arasında ise en çok 6 temsilci,\u003C\u002Fp>\n\n\u003Cp>6-2000'den fazla ise en çok 8 temsilci,\u003C\u002Fp>\n\n\u003Cp>atanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 17- İŞYERİ SENDİKA TEMSİLCİLERİNİN GÖREVLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika baştemsilcileri, temsilcileri yürürlükteki mevzuat ve\nbu toplu iş sözleşmesi ile kendilerine verilen görevlerden başka;\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesi ve mevzuat hükümlerine göre işverene\ntanınmış olan haklara işçilerin uymasına yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>b)Bu toplu iş sözleşmesinin uygulanması ve yorumlanmasından doğacak\nuyuşmazlıkları sendikaya bildirmek,\u003C\u002Fp>\n\n\u003Cp>c)Temsilciliğe ait görevleri hakkı ve gereği ile yapmak ve toplu iş\nsözleşmesinin gerektirdiği ve taraflarca davet edildikleri her toplantıda\nhazır bulunmak yükümlülüğündedirler.\u003C\u002Fp>\n\n\u003Cp>d)Sendika temsilcileri, yukarıdaki esaslar çerçevesinde görevlerini\nyerine getirmesi nedeniyle cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>Bu görevleri yerine getirirken işveren yetkililerine müracaatta\nhiyerarşi düzene uymakla yükümlüdürler.\u003C\u002Fp>\n\n\u003Cp>e) Sendika baştemsilci ve temsilcileri, acele ve önemli hususların\nçözümü için işini aksatmamak ve amirlerinden izin almak kaydıyla\nişyerinin bulundukları bölümünden başka bir bölümüne gidebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>MADDE 18- SENDİKA YÖNETİCİSİ VE İŞYERİ SENDİKA TEMSİLCİLERİNİN\nHAKLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Sendika Yönetici ve işyeri Sendika Temsilcileri gerek toplu iş\nsözleşmesi tatbikatı ve gerekse işçi ve işveren münasebetlerini\nilgilendiren diğer hususların halli için önceden randevu almak kaydıyla en\nkısa zamanda işveren veya vekili ile iş saatleri içinde\ngörüşebilirler.\u003C\u002Fp>\n\n\u003Cp>b)Sendika temsilcileri, yasalar ve bu sözleşme ile kendilerine yüklenen\ngörevlerin yürütülmesi sırasında sorunların halli için işyeri amirinin\nizni ile şehir içi görüşme yapmak üzere işyeri telefonlarından istifade\nederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 19- İŞYERİ SENDİKA TEMSİLCİLERİNİN TEMİNATI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcilerinin teminatı konusunda 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanununun 24. maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 20- SENDİKA YÖNETİCİLERİNİN TEMİNATI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika yöneticilerinin teminatı konusunda 6356 sayılı Sendikalar ve\nToplu iş Sözleşmesi Kanununun 23. maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>işverene düşen pay dahil olmak üzere sosyal güvenlik kurumlarının\nprim ve aidatlarını ödemeye devam etmek suretiyle ayrıldıkları\nişyerlerindeki sigortalılık haklarını da devam ettirebilirler.\u003C\u002Fp>\n\n\u003Cp>Yukarıda gösterilen haklardan sendika şube yönetim kurulu üyeleri ile\nbaşkanları da yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Sendika yöneticisinin yeniden işyerinde görev almaları halinde\nücretleri; POSTA VE TELGRAF TEŞKİLATI A.Ş.'nde (PTT dahil) daha önce\ngeçen hizmet süreleri esas alınarak emsali işçinin almakta olduğu ücrete\ngöre tespit olunur.\u003C\u002Fp>\n\n\u003Cp>Bu işçilerin işverence işe alınmamaları halinde POSTA VE TELGRAF\nTEŞKİLATI A.Ş.'nde (PTT dahil) işyerlerindeki geçmiş hizmetlerine\nilişkin kıdem tazminatları kendilerine ödenir. Bu durumda kıdem\ntazminatına esas olacak ücret, bu fıkra hükümlerine göre belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 21- SENDİKA AİDATLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikanın yazılı talebi ve aidatı kesilecek üyelerin listesini vermesi\nüzerine, işveren vekili sendika tüzüğü uyarınca üyelerin sendikaya\nödemeyi kabul ettikleri üyelik aidatını ve Sendikalar ve Toplu İş\nSözleşmesi kanunu gereğince sendikaya ödenmesi gerekli dayanışma\naidatını, bu sözleşme süresince, işçilere yapacağı ücret ödemesinden\nkeser ve kestiği aidatın nevini belirterek tutarını sendikanın\nbildireceği banka hesabına en geç 10 iş günü içinde yatırır ve kesinti\nlistesini (mümkün olması halinde Online olarak) sendikaya gönderir.\nİşveren bu işlemler için sendikadan herhangi bir masraf istemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 22- SENDİKA TEMSİLCİLİK ODASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren bu sözleşmenin kapsamı içinde olup, sendikanın çoğunlukta\nbulunduğu 30'dan fazla üyesi bulunan 1 yıldan fazla süreli işyerlerinde,\nsendika temsilcilerinin sendikal çalışmalarını yürütebilmeleri amacıyla\nbir temsilcilik odası tahsis etmeyi, bu odada kullanılmak üzere yeteri kadar\nbüro malzemesi ve masa, evrak dolabı ve yeterince sandalyeyi demirbaş olarak\nvermeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 23- İLAN PANOLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işveren 30'dan fazla işçi çalıştırılan işyerlerinde bütün\nişçilerin kolaylıkla görüp okuyabilecekleri mahallerde asgari 60 x 80\nebadında bir veya ihtiyaca göre müteaddit camekanlı ve kilitli ilan\npanoları koyacaktır, ilan panosunun anahtarlarından biri işveren vekilinde\nbulunur. Biri de işyeri baştemsilcisine veya temsilciye verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ilan panolarında;\u003C\u002Fp>\n\n\u003Cp>a)Kanunen ilan edilmesi mecburi hususlar,\u003C\u002Fp>\n\n\u003Cp>b)Sendika seçimleri ve sonuçları,\u003C\u002Fp>\n\n\u003Cp>c)Sendika toplantılarının gün, yer ve saatleri,\u003C\u002Fp>\n\n\u003Cp>d)Sendikanın siyasi amaç taşımayan çalışmaları ile ilgili tamim ve\nbildiriler ilan olunur.\u003C\u002Fp>\n\n\u003Cp>Sendika bilcümle ilan ve tebliğlerin imzalı birer nüshasını ilanla\nbirlikte işverene tevdi eder. İlanlar ve tebliğler yalnız sendikanın\nMerkez ve Şube Başkanlarının imzası ile yapılır. Sendikanın yukarıda\ntadat edilen hususlar dışında bir ilan yapmak istemesi halinde işveren veya\nvekilinin muvafakatini alması şarttır. Bu ilan panosuna yetkili sendika\ntarafından asılan ilan ve haberler dolayısıyla çıkacak sorumluluğun\nsendikaya ait olacağını sendika kabul ve taahhüt eder\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 24-TARAFLARIN MÜRACAATLARININ CEVAPLANDIRILMASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işveren veya işveren vekilleri ile sendika, karşılıklı\nmüracaatlarını kendilerine bildirildiği tarihten itibaren 15 gün içinde\ncevaplandırırlar Bu müddet içinde cevap verilmediği takdirde tarafların\nkanuni yollara müracaat hakkı saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- KİŞİSEL BAŞVURMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin herhangi bir maddesinin uygulanmaması veya yanlış\nuygulanması yahut çalışma hayatını düzenleyen mevzuattan doğan\naksaklıklar dolayısıyla mutazarrır olan işçi;\u003C\u002Fp>\n\n\u003Cp>a)Durumu doğrudan doğruya en yakın işyeri amirine, konu en yakın amiri\nile ilgili ise bir üst amirine bildirir. Yapılan başvurularda amirlerin iyi\nniyetle hareketi ve ikna edici çözüm yolları araması esastır.\u003C\u002Fp>\n\n\u003Cp>b)Mutazarrır işçi başvurusundan olumlu sonuç alamadığı takdirde\nişyeri sendika temsilcisi aracılığıyla işyerindeki bir üst amiri\nnezrinde uyuşmazlığın halline çalışır.\u003C\u002Fp>\n\n\u003Cp>c)işyeri kademesinde uzlaşma olmadığı takdirde işyeri sendika\ntemsilcisi konuyu sendikaya iletir. Sendika konuyu işverene veya vekiline\niletir ve meselenin müştereken karara bağlanmasını talep eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 26- UYUŞMAZLIKLARIN ÇÖZÜMÜ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi hükümlerinin yürütülmesini (TÜHİS'in taraf\nolma hakkı saklı kalmak kaydıyla) sendika ile işveren veya işveren\nvekilleri sağlar. Gerek toplu iş sözleşmesinin uygulanmasında gerekse\nişçi-işveren ilişkilerinden doğacak uyuşmazlıklarda taraflar kanuni\nyollara başvurmadan evvel konuyu aralarında sulh yoluyla halletmek için\nçaba gösterirler. Uyuşmazlığın sulh yoluyla halli konusunda\nuyuşmazlıkları çözüm kurulu yetkilidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 27- UYUŞMAZLIKLARI ÇÖZÜM KURULU\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin uygulaması ile hükümlerinin yorumu konusunda\nçıkacak uyuşmazlıkların ilk kademe olarak işyerlerindeki işveren\nvekilleri ile sendika temsilcileri arasında halli esastır. Bu şekilde halli\nmümkün olmayan uyuşmazlıklar Posta ve Telgraf Teşkilatı A Ş. Genel\nMüdürlüğü seviyesinde teşekkül ettirilen Uyuşmazlıkları Çözüm\nKurulu'nda tetkik edilir. Uyuşmazlıkları Çözüm Kurulu, biri TÜHİS'den\nolmak üzere 3 işveren temsilcisi ile, 3 sendika temsilcisinden oluşur.\nAyrıca, 3'er adet yedek temsilci de seçilir. Kurula işveren temsilcilerinden\nbiri başkanlık eder.\u003C\u002Fp>\n\n\u003Cp>Kurul ihtiyaç zuhur ettikçe toplanır. Toplantı için çağrı yapılır.\nKurul, daveti müteakip 3 işgünü içinde toplanarak uyuşmazlık konusunun\nvarit olup olmadığını, varit ise giderilmesi çarelerini araştırır ve 15\ngün içinde karara bağlar. Yorum uyuşmazlığı dışındaki konularda\nbaşkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>Taraflar kurul kararlarına uymak zorundadırlar. Taraflar kurula girecek\nüyelerini toplu iş sözleşmesinin imzasından itibaren 1 ay içinde karşı\ntarafa bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 28- KANUNİ YOLLARA BAŞVURMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanması ve hükümlerinin yorumundan\ndoğan uyuşmazlıklar, Uyuşmazlıkları Çözüm Kurulu'nda karara\nbağlanamadığı takdirde taraflann kanuni yollara başvurma hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29- HASAR VE ZARARLARIN TESPİT VE TAZMİN ŞEKLİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçiler tarafından yapıldığı iddia edilen hasar ve\nzararları tespit için 3 kişiden müteşekkil bir Hasar ve Zarar Tespit\nKurulu teşekkül ettirilir.\u003C\u002Fp>\n\n\u003Cp>Bu kurul;\u003C\u002Fp>\n\n\u003Cp>1-İşveren Temsilcisi,\u003C\u002Fp>\n\n\u003Cp>2-Sendika Temsilcisi, (Sendikaca tayin edilir.)\u003C\u002Fp>\n\n\u003Cp>3-Olayın mahiyetine göre o işten anlayan işveren ile sendika tarafından\nmüştereken seçilen bir kişiden teşekkül eder. Üçüncü temsilcinin\nseçilmesinde taraflar anlaşamadıkları takdirde işverenin tercihi esas\nalınır.\u003C\u002Fp>\n\n\u003Cp>Bu kurulda görev alanlar olayın özelliğine göre olay yerinde veya\nişyerinde hasar ve zararı tespit eder.\u003C\u002Fp>\n\n\u003Cp>Kurul, üyelerinin tamamının katılması ile toplanır. Kurul Başkanı\nişveren temsilcisidir. Kurul üyelerinin toplantıya katılmamaları halinde,\nhasar ve zararın tespiti işlemi işveren tarafından resen yapılır.\u003C\u002Fp>\n\n\u003Cp>Hasar ve zarar tutanağında;\u003C\u002Fp>\n\n\u003Cp>a)Olayın mahiyeti ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b)Vaki hasar ve zararın işçinin veya işverenin kasıt, kusur veya\nihmalinden mi yoksa makine alet ve müteharrik kuvvetin bir arızasından mı\nileri geldiği.\u003C\u002Fp>\n\n\u003Cp>c)Zararın meydana gelmesinde birden fazla şahsın ilgili olması halinde,\nbunlardan kusurlu olanlara ne oranda kusur yüklendiği,\u003C\u002Fp>\n\n\u003Cp>d)Bu hasar ve zararın miktarı, bu miktarın işçi tarafından ödenmesi\ngereken kısmı belirtilir. Tutanağa ilgilinin ve tanıkların ifadesi ve\nvarsa mevcut belgeler de eklenir. Tutanakla ekleri ilgililerin bağlı\nbulunduğu işveren vekiline verilir.\u003C\u002Fp>\n\n\u003Cp>Hasar ve zarar karşılığının ödenmesi için ilgiliye veya ilgililere\nbu tutanak yazılı olarak tebliğ edilir. (İşverenin 4857 sayılı kanundaki\nhakkı saklı kalmak kaydıyla) Hasar bedeli 30 yevmiyeyi geçmiş ise\ntebligatın yapıldığı tarihi takip eden aybaşından itibaren işveren,\nişçinin istihkakından taksitlerle keser. Ancak taksit miktarı 7 günlük\nücret tutarından fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>Hasar ve zarar miktarı işçinin 30 gündeliğinin altında ise zarar\nkarşılığı işçinin müteakip aydaki ücretinden defaten kesilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 30- İŞE ALMA VE İŞE ALMADA TERCİH\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-Bu konuda Kamu Kurum ve Kuruluşlarına İşçi Alınmasında Uygulanacak\nUsul Ve Esaslar Hakkında Yönetmeliği hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>2-imtihan Usulü: İşe yeni alınacak işçilerle pozisyon değişikliği\nyapacak işçilerin imtihanlarının yapılma usulü imtihan komisyonunca\ntespit edilir, imtihan sonuçları imtihanın nevine göre ilişik (Ek-C) veya\n(Ek-D) imtihan raporuna yazılır. İmtihan komisyonu kararları ile imtihan\nraporları ünite amirinin veya yetkili kılacağı amirin tasdiki ile\ntekemmül eder.\u003C\u002Fp>\n\n\u003Cp>3-işe alma usulüne göre yapılan değerlendirme sonucu, eşit durumda\nolan adaylar arasından bu işyerlerinde çalışırken iş kazası veya meslek\nhastalığı sonucu ölen veya engelli duruma düşen işçinin çocuklarından\nbiri veya eşi tercihen işe alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 31- DENEME SÜRESİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>ilk defa göreve alınan işçi bir aylık deneme süresine tabi tutulur.\nAncak, fabrika işyerlerinde bu süre 2 ay olarak uygulanabilir. Bu süreler\niçinde taraflar akdi bildirimsiz ve tazminatsız feshedebilirler. Ancak\nişçinin çalıştığı günler içinde ücret hakkı saklıdır. Görev\ndeğişikliklerinde deneme süresi uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 32- KURS GÖRENLERİN GÖREVLENDİRİLMESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bir pozisyona yerleştirilmek üzere Posta ve Telgraf Teşkilatı A.Ş.\nbünyesi içinde açılan Uzmanlık ve Yetiştirme Kurslarına katılarak\nbaşarı kazananlar, işyerlerinde görmüş oldukları kurslarla ilgili bir\ngörevin ortaya çıkması halinde derhal bu kursta aldıklan puanlarına göre\ngörevlendirilirler. Ancak, kursu bitirenlerin sayısı açık durumda bulunan\npozisyon sayısından fazla olduğu takdirde görevlendirme kursta aldıkları\npuanlara göre sırayla yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 33- POZİSYONDA ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Her işçi genel olarak tayin edildiği pozisyonda çalıştırılır.\nAncak hizmetleri senenin muayyen zamanlarına inhisar eden işçiler diğer\nzamanlarda pozisyonuna uygun yapabilecekleri işlerde\nçalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cp>b)Görevlendirildikleri pozisyon dışında başka pozisyonda\nçalıştırılan işçilerin;\u003C\u002Fp>\n\n\u003Cp>1- Görevlendirildikleri pozisyona nazaran daha yüksek dereceli bir\npozisyonda çalıştırılmaları halinde görevlendirildikleri pozisyonda\nalacakları yevmiye fiilen çalıştırıldıkları pozisyonda almakta olduğu\nyevmiyeden az olamaz.\u003C\u002Fp>\n\n\u003Cp>2-Bu şekilde yapılan ödeme 2 ayı geçemez. Yeni pozisyon değişikliği\nsınavında başarı göstermiş olmak kaydıyla işçi bu yeni pozisyona\ngeçirilir ve kendisine geçirildiği pozisyon ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>3-Ancak, işçi fiilen çalışmakta olduğu pozisyondan daha düşük\npozisyonlarda yazılı muvafakati dışında çalıştırılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 34- YENİDEN İŞE ALINMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Herhangi bir askeri ve kanuni ödev dolayısıyla işinden ayrılan\nişçilerden, bu ödevin sona ermesinden itibaren en geç 2 ay içinde işe\ngirmek için başvuranlar;\u003C\u002Fp>\n\n\u003Cp>a)Eski pozisyonu boş ise eski pozisyonuna,\u003C\u002Fp>\n\n\u003Cp>b)Eski pozisyonu boş değil ise aynı meslek kategorisinde münhal bulunan\nbaşka bir göreve diğer müracaatlara nazaran öncelikle alınır.\u003C\u002Fp>\n\n\u003Cp>Askerden dönenlerin bu sözleşmenin yürürlük tarihinden sonra işe\nbaşlayış ücreti, ayrılış tarihindeki pozisyon ve derecesi verilmek\nsuretiyle POSTA VE TELGRAF TEŞKİLATI A.Ş. işyerlerinde (PTT dahil) daha\nönce geçen hizmet süreleri esas alınarak emsali işçinin almakta olduğu\nücrete göre tespit olunur\u003C\u002Fp>\n\n\u003Cp>Sağlık Kurulu raporu ile belgelenen hastalığı nedeniyle işinden\nayrılan işçilerden aynı Sağlık Kurulundan iyileştiğine dair rapor\nalmasından başlayarak 2 ay içinde işe girmek için başvuranlar yukarıdaki\nesaslara göre öncelikle işe alınabilir.\u003C\u002Fp>\n\n\u003Cp>Bu şekilde işe alınan işçilerin eski pozisyonuna ait derece ve ücreti\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>Eski pozisyonu boş olmadığı için başka pozisyona alınan işçi, eski\npozisyonu boşaldığında bu pozisyona alınır.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki nedenlerle işinden ayrılan işçinin çalıştığı\nişyerinin kapanmış olması halinde bu madde hükmü uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 35- ÜYENİN İŞ TEMİNATI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde aralıksız (bir aya kadar ara vermeler aralıksız sayılır)\nbir yılını tamamlayanlardan, işyerinin kapatılması veya tenkisat gibi\nnedenlerle iş akdi feshedilenler, ihtiyaç olması halinde öncelikle aynı\nbelediye sınırları içinde, bu mümkün olmaz ise aynı üniteye bağlı\nbaşka bir işyerine müracaat etmeleri halinde tercihen işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- İŞ SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Raporla belgelendirilen hastalık hallerinde iş sözleşmesinin devam ve\nfesih işlemleri, bu sözleşmede aksine hüküm bulunmadıkça 4857 sayılı\nkanun hükümlerine göre yapılır. Aynı kanunun 55 inci maddesinde\nbelirtilen çalışılmış gibi sayılan hallerde de bu işlem uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 37- İŞYERİNDEN UZAKTA ÇALIŞTIRMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Şehir ve kasabaların belediye hudutları dahilinde işçilerin asıl\ngörev yerlerinin dışında başka bir mahalde çalıştırılmaları halinde\nbu işyerlerine gidiş-gelişleri minibüs, midibüs, çift kabinli kamyonet\ntaksi veya işçi sağlığı ve güvenliğini tehlikeye düşürmeyecek diğer\naraçlarla yapılır. İşverence vasıta temin edilmediği takdirde bu\nişçilerin asıl işyerlerinden çalışacakları mahalle gidip gelmeleri\nmutat vasıtalarla yapılacak ve bu vasıta ücretleri kendilerine net olarak\nödenecektir, iş kazasına sebep olabilecek şekilde yüklenmiş araçlarla\nişçiler taşınamaz.\u003C\u002Fp>\n\n\u003Cp>İşçilerin işveren tarafından işyerinden başka bir yerde\nçalıştırılmak üzere işverenin sağlayacağı vasıtalarla\ngötürülmeleri halinde geri dönüşleri de sağlanır ve yolda geçen\nsüreler iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 38- GÖZETİM ALTINA ALINMA, TUTUKLULUK, MAHKUMİYET HALİNDE FESİH\nVE TEKRAR İŞE BAŞLATMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-Herhangi bir nedenle gözetim altına alınan işçiler, bunu\nbelgeledikleri takdirde yasal gözaltı süresinde ücretsiz izinli kabul\nedilir.\u003C\u002Fp>\n\n\u003Cp>2-Gözaltında iken veya doğrudan herhangi bir suç nedeniyle tutuklanan\nişçinin tutukluluğu yasadaki bildirim sürelerini aştığı takdirde iş\nsözleşmesi, yasadaki bildirim süresinin sonunda münfesih sayılır.\nYasadaki bildirim süreleri kadar süren tutukluluk hallerinde, tutuklu\nkalınan süreler kadar işçi ücretsiz izinli kabul edilir. Bu süre için\nişçinin sosyal yardımları ve sözleşme ikramiyeleri ödenmez. Ancak\nişçinin ücretli izin veya raporlu olduğu süre içinde gözaltına\nalınması veya tutuklanması halinde ise yukarıdaki bildirim süresi,\nücretli izin veya raporun bitiminde başlar.\u003C\u002Fp>\n\n\u003Cp>3-Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri\nile,\u003C\u002Fp>\n\n\u003Cp>90 gün içinde son bulması ve işçinin bu tarihten itibaren bir hafta\niçinde işine dönmeyi talep etmesi halinde işveren tarafından emsallerinin\nhakları ile işe alınır. 90 gün sonunda yapılan başvuru halinde boş yer\nvar ise işe alınırlar. Bu halde işe tekrar alınan işçinin, eski kıdem\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4-Adi suçlardan (Bu maddenin 6. bendindeki suçlamalar hariç)\nyargılanmaları tutuklu olarak devam ederken 90 gün içinde tahliye edilenler\nbir hafta içinde başvurması ve işyerinde durumuna uygun münhal kadro\nbulunması ve hizmetine ihtiyaç duyulması halinde işveren tarafından tekrar\nişe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare hüküm giymeleri halinde iş sözleşmesi münfesih sayılır. Şu\nkadar ki 5 inci fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5-Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b) 6 aydan fazla ceza alıp, cezası ertelenen paraya çevrilen veya af ile\nsonuçlanan veya iyi halı nedeniyle 6 aydan fazla ceza aldığı halde 6 aydan\nönce tahliye edilen işçiler bir hafta içinde başvurması ve işyerinde\ndurumuna uygun münhal kadro bulunması ve hizmetine ihtiyaç duyulması\nhalinde işverenin takdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6-Yüz kızartıcı suçlar ile terör, sabotaj, Devletin Ülke ve Milleti\nile bütünlüğüne, milli güvenliğe, kamu düzenine, Güvenlik\nKuvvetlerine, Türk Silahlı Kuvvetlerine karşı işlenen suçlardan hüküm\ngiyenler cezanın ertelenmesi, paraya çevrilmesi veya affa uğraması\nhallerinde dahi hiçbir suretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7-işverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde 90 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla:\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınır. 90 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>8-İşverene ait bir aracı veya iş makinesini görevli olarak kullanırken\niş kazası veya trafik kazası nedeniyle tutuklananların 90 gün içinde\nberaat etmeleri ve işe başlatılmış olmaları kaydıyla tutukluluk\nsüresine ait ücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 39- ENGELLİ VE ESKİ HÜKÜMLÜ ÇALIŞTIRMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Engelli ve eski hükümlüler İş Kanunu hükümlerine göre işe\nalınırlar ve çalıştırılırlar. Engellilerin işe alınmalarında o\nişyerinin işçisi iken sakatlanmış olanlardan işten ayrılmış ve tekrar\nçalışmak üzere başvurmuş olanlara öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde çalışan işçilerden iş kazası veya meslek hastalığı\nnedeniyle çalışmakta olduğu işi yapamayacak duruma düşen üyelerin iş\nsözleşmeleri feshedilemez. öncelikle çalışırken sakatlandığı\nişyerinde sağlık raporuna uygun bir işe verilirler, uygun iş\nbulunmadığı takdirde rızası alınmak suretiyle varsa başka bir\nişyerindeki uygun bir işe nakledilebilir. Sosyal Güvenlik Kurumundan\nsürekli iş göremezlik gelirine hak kazanmaları halinde bu miktar\nücretinden düşülür. Ancak iş kazası veya meslek hastalığı öncesi\nyaptığı işi yapmaya devam ettirilenlerin ücretinden düşülme\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak işçinin durumuna uygun iş bulunmaması halinde iş kanunun 17.\nMaddesine göre ihbar süresine ait ücreti peşin ödenmek suretiyle iş\nsözleşmesi feshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>MADDE 40- NORMAL ÇALIŞMA\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a)Haftalık çalışma süresi 5 gün ve 45 saattir. Pazar günleri işçiye\nbir iş yaptırmaksızın ücretleri hafta tatili ücreti olarak ödenir.\nÇalışma saatleri işveren veya vekillerince tespit edilerek işyerinde ilan\nolunur. Cumartesi günü akdi tatil günüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Vardiya esasına göre çalışılan işyerlerinde de çalışma süresi\n(a) fıkrasında belirtilen hükümlere göre ayarlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>c)Günlük normal çalışma 9 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)işçilerin işe başlama ve işi bırakma saatleri ile ara dinlenmesi\nmevsimin icapları hususiyetleri ile örf ve adet göz önünde bulundurularak\nişveren veya vekili tarafından tespit edilir.\u003C\u002Fp>\n\n\u003Cp>e)İş icap ve zaruretlerine göre işveren veya vekilince işçilere\nCumartesi günü çalışması yaptırılabilir Cumartesi çalışması\nyaptırılan işçilere 54'ncü madde hükümlerine göre ücret ödemesi\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 41- İŞ SÜRESİNDEN SAYILAN HALLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş süresinden sayılan haller konusunda iş Kanununun 66. maddesi\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>MADDE 42- FAZLA ÇALIŞMA\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-İş bu toplu iş sözleşmesinde tayin ve tespit edilen günlük ve\nhaftalık çalışma sürelerinin dışında yapılan fiili ve hukuki her\ntürlü çalışma fazla çalışmadır.\u003C\u002Fp>\n\n\u003Cp>a)işveren işçiye, gerekli hallerde önceden haber vermek kaydı ile fazla\nçalışma yaptırabilir. Bu takdirde fazla çalışmada münavebe esasları\ngöz önünde tutulur.\u003C\u002Fp>\n\n\u003Cp>b)Fazla çalışma yapılması icap eden hallerde fazla çalışma yapacak\nişçiler işyerinde tespit edilerek ilgili işçilere önceden duyurulur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>2- İş kanununun 42. ve 43. maddeleri hükümlerine göre yapılacak fazla\nçalışmalarda bahsi geçen maddeler hükümleri uygulanır\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 43- VARDİYA VE NÖBET USULÜ ÇALIŞMA-ARA DİNLENMESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşin gerektirdiği hallerde işçiler 2 veya 3 vardiya halinde\nçalıştırılabilir. Bir işçi üst üste 2 hafta gece vardiyasında\nçalıştınlamaz. Vardiya değişiminde işçiler, sürekli olarak en az 11\nsaat dinlendirilmeden çalıştırılamaz. Vardiya cetvelleri her ay liste\nhalinde işyerinde ilan olunur.\u003C\u002Fp>\n\n\u003Cp>b)Vardiyalar halinde işçi çalıştırılarak yürütülen işlerde,\nişçilere haftanın bir gününde 24 saatten az olmamak üzere nöbetleşme\nyoluyla hafta tatili verilmesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>Üç vardiyalı çalışmalarda 1\u002F2 saatlik ara dinlenmesi verilir ve bu\nsüreler iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 44- GECE ÇALIŞMASI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceamount1\">\u003Cp>iş hayatında gece tabiri gece saat 20.00'den başlayarak en erken 06.00'da\nsona eren devredir. Bu saatler arasında yapılan gece çalışmalarında her\nbir saat çalışmaya karşı başkaca bir ödemeyi etkilememek ve diğer\nödemelerden ayrı olmak kaydıyla 0,07 TL gece zammı ödenir\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Gece çalışması hiçbir suretle 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2>MADDE 45- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram ve genel tatiller yasada belirtilen günlerdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 46- ÜCRETİN TANIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Genel anlamda ücret, bir kimseye bir iş karşılığında işveren veya\nüçüncü kişi tarafından sağlanan ve nakden ödenen meblağı kapsar.\u003C\u002Fp>\n\n\u003Cp>Ancak; 4857 sayılı Kanunun 17. maddesinde sözü edilen ihbar tazminatı\nile aynı Kanununun geçici 6. maddesinde yer alan kıdem tazminatına esas\nolacak ücretin hesabında, birinci fıkrada yazılı ücrete ilaveten işçiye\nsağlanmış olan para ve parayla ölçülmesi mümkün akdi ve kanundan doğan\nmenfaatler de göz önünde tutulur.\u003C\u002Fp>\n\n\u003Cp>İşçi ücreti, Türk parası ile en geç ayda bir ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Bir işyerinde aynı nitelikte işlerde ve eşit verimle çalışan kadın\nve erkek işçilere sadece cinsiyet ayrılığı sebebiyle farklı ücret\nverilmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 47- ASGARİ ÜCRET\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pozisyonuna göre işçilere, bu toplu iş sözleşmesi ile tespit edilen\ngiriş ücretlerinin altında ücret ödenemez. Kanuni asgari ücretin artması\nhalinde kanuni asgari ücretin altında kalan ücretler, asgari ücret farkı\nverilerek kanuni asgari ücrete tamamlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 48- ÜCRET ESASLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yeni işe alınacak işçilerin pozisyon, derece ve ücretlerinin tespiti\nile sendika üyesi işçilerin derece terfii ve pozisyon değişiklikleri\nhakkında aşağıdaki esaslar uygulanır.\u003C\u002Fp>\n\n\u003Cp>1.Pozisyon ve Dereceler: Üye işçilerin intibak ettirileceği pozisyon ve\ndereceler ilişik cetvelde gösterilmiştir. (Ek-A)\u003C\u002Fp>\n\n\u003Cp>2.Derece Terfii: Bulunduğu derecede 2 takvim yılı çalışmış olan ve\npozisyonu müsait bulunan üyelerin, son takvim yılında 3 defa disiplin\ncezası (İkaz hariç) almamış olmak kaydıyla derece terfileri yapılır.\nAncak, terfi süresi içinde herhangi bir sebeple 90 iş günü işyerinde\nçalışmamış olan işçilerin (yıllık izin, sendika merkez ve şube\nyöneticileri ile işyeri baştemsilci ve temsilcilerinin sendikal\nfaaliyetlerinden ve sendikaca düzenlenen seminerlere katılmalarından dolayı\naldıkları ücretli ve ücretsiz izinler bu süreye dahil değildir) o yıl\nderece terfileri yapılmaz. Ancak işyerlerinde iş kazası geçirenlerin\nraporlu olduğu günler bu süre üzerine eklenir. Bu halde süre 120 günü\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>Bulunduğu derecede iki yıl beklemeden derece terfii yapılamaz.\u003C\u002Fp>\n\n\u003Cp>3.Pozisyon değişikliği: Pozisyon değişikliği imtihan suretiyle\nyapılır. Bulunduğu pozisyonda 2 takvim yılı çalışmış olan ve\npozisyonu müsait bulunan üyeler, son takvim yılında 3 defa disiplin cezası\n(ikaz hariç) almamış olmak kaydıyla pozisyon değişikliği imtihanına\ngirebilirler. Ancak, terfi süresi içinde herhangi bir sebeple 90 iş günü\nişyerinde çalışmamış olan işçiler (yıllık izin, sendika merkez ve\nşube yöneticileri ile işyeri baştemsilci ve temsilcilerinin sendikal\nfaaliyetlerinden, sendikaca düzenlenen seminerlere katılmalarından dolayı\naldıkları ücretli ve ücretsiz izinler bu süreye dahil değildir.) o yıl\nyapılacak olan pozisyon değişikliği imtihanına giremezler. Ancak,\nişyerlerinde iş kazası geçirenlerin raporlu olduğu günler bu süre\nüzerine eklenir. Bu halde süre 120 günü geçemez. İmtihan komisyonu\nişçinin çalıştığı işyeri veya ilgili kısım amirinin\nbaşkanlığında, ünite amirinin aynı kısımdan veya başka kısımlardan\nseçeceği iki üye ile sendikanın seçeceği iki üyeden teşekkül eder.\u003C\u002Fp>\n\n\u003Cp>İmtihanda başarı göstererek pozisyon değişikliğine hak kazanan\nişçinin bulunduğu derece yeni pozisyonda mevcut ise derecesi\ndeğiştirilmez. Mevcut değilse yeni pozisyonunun ilk derecesine getirilir.\u003C\u002Fp>\n\n\u003Cp>4.Pozisyon değişikliği imtihanları yılın ilk üç ayı içinde olmak\nüzere yılda bir kez yapılır. İmtihan neticesinde meydana gelecek ücret\nartışları işçinin yeni pozisyonuna atanmasının yapıldığı tarihten\nitibaren uygulanır.\u003C\u002Fp>\n\n\u003Cp>5.İşçilerin halen bulundukları derecelerde değişiklik yapılmaz. Toplu\nsözleşme ile kabul edilen ücret zamları bulundukları pozisyon ve\nderecelerinde bir değişiklik yapılmaksızın ücretlerine ilave edilir.\u003C\u002Fp>\n\n\u003Cp>6.Bu esaslar derece terfiini gerektiren 2 yıllık süre içinde toplam 1\nyıldan fazla çalışan işçilere uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 49- ÜCRET ARTIŞLARI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch3>I-TABAN ÜCRET:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>01.03.2021 tarihinde işçilerin günlük brüt çıplak ücretleri; 136,67\nTL'nin altında olanların, günlük brüt çıplak ücretleri 136,67 TL’ye\nçekilecektir\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>II-ÜCRET ZAMLARI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.03.2021tarihinde işyerinde çalışmakta olan işçilerin ücretleri\n(I.) fıkradaki taban ücrete çekildikten sonra, 01.03.2021 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.03.2021 tarihinden geçerli olmak\nüzere birinci altı ay için %12 (On iki) oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.09.2021 tarihinde işyerinde çalışmakta olan işçilerin 31.08.2021\ntarihindeki günlük brüt çıplak ücretlerine, 01.09.2021 tarihinden\ngeçerli olmak üzere %5 (Beş) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye .İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Şubat 2022 indeks sayısının, Ağustos 2021\nindeks sayısına göre değişim oranının %5 (Beş)’i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.03.2022 tarihinde işyerinde çalışmakta olan işçilerin 28.02.2022\ntarihindeki günlük brüt çıplak ücretlerine, 01.03.2022 tarihinden\ngeçerli olmak üzere %5 (Beş) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye istatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Ağustos\u003C\u002Fp>\n\n\u003Cp>2022 indeks sayısının, Şubat 2022 indeks sayısına göre değişim\noranının %5 (Beş)’i aşması halinde aşan kısmın tamamı, ikinci yıl\nikinci altı ay ücret zammı oranına ilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>d)İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.09.2022 tarihinde işyerinde çalışmakta olan işçilerin 31.08.2022\ntarihindeki günlük brüt çıplak ücretlerine, 01.09.2022 tarihinden\ngeçerli olmak üzere %5 (Beş) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Şubat 2023 indeks sayısının, Ağustos 2022\nindeks sayısına göre değişim oranının %5 (Beş)'i aşması halinde aşan\nkısmın tamamı, ikinci yıl ikinci altı ayının son günündeki ücrete\ntakip eden ayın birinci gününden geçerli olmak üzere (01.03.2023\ntarihinden geçerli olmak üzere işçilerin 28.02.2023 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra işe\nilk defa veya yeniden alınacak işçilere yasal asgari ücret uygulanır. Bu\nişçilerin deneme süresini doldurmaları ve sendikaya üye olmaları halinde\nücretleri, yararlandıkları tarihten itibaren derecelerine göre Ek-B\nsayılı cetvelde belirlenen işe giriş ücreti seviyesine yükseltilir. Bu\nişçilere işe girdikleri dönemin ücret zamları ayrıca uygulanmaz, takip\neden dönemlerin ücret zamları uygulanır. Şu kadar ki bu uygulama sonucu\nbulunacak ücret, emsali kıdemli işçinin ücretini geçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 50- ÜCRET ÖDEME ZAMANI VE HESAP PUSULASI\u003C\u002Fh2>\n\n\u003Cp>a) işçi ücretlerinin (fazla çalışma ücretleri dahil) müteakip ayın\non dördüncü gününde ödenmesi esastır. Ancak , bunun mümkün olmadığı\nhal ve yerlerde en geç on yedinci günü mesai saati bitimine kadar\nödenir.\u003C\u002Fp>\n\n\u003Cp>Ayın on yedinci günü tatil veya bayram gününe rastlar ise ücretler\ntatilden önceki işgününde ödenir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren her ödemede işçiye, İş Kanunu esasları dâhilinde ücret\nhesap pusulası veya şeritleri vermeye mecburdur. Bu ücret hesap pusulaları\nişçiye tahakkuk ettirilen her çeşit ücret ve kesintileri ayrı ayrı\ngösterecek şekilde ve okunaklı olacaktır. Ücret hesap pusulalarındaki\nyanlışlıklar aynı ay içinde düzeltilip gereği yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ücret tahakkukları bilgisayarla yapılan ünitelerde her işçiye ücret\nhesap pusulası verilir.\u003C\u002Fp>\n\n\u003Cp>c) Halen avans verilmekte olan işyerlerinde avans işlemi devam\nedecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 51- AĞIR VASITA ZAMMI VE KİLOMETRE PRİMİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Trafik Müdürlüğünce verilen ruhsatlarda ağır vasıta olarak tescil\nedilen araçları kullanan üyelere, vasıtayı kullandıkları her gün için\nsözleşmenin birinci yılının birinci altı ayında 1,14 TL, birinci\nyılının ikinci altı ayında 1,20 TL Ağır Vasıta Zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu vasıta zammı toplu iş sözleşmesinin ikinci yılının birinci ve\nikinci altı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>b)Geçici olarak dış göreve çıkan üyeye ayrıca, trafik mevzuatına\ngöre kullanma yetkisini haiz olduğu bir vasıta da kullandırtırsa her 10\nkilometre başına 0,20 TL Kilometre Primi ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 52- MESULİYET PRİMİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işyerlerinde işveren vekillerince görevlendirilmiş ve görevlendirilecek\nolan;\u003C\u002Fp>\n\n\u003Cp>a)Postabaşılarına, sözleşmenin birinci yılının birinci altı ayında\n32.70 TL, birinci yılının ikinci altı ayında 34,34 TL,\u003C\u002Fp>\n\n\u003Cp>b)Ustabaşılarına ise sözleşmenin birinci yılının birinci altı\nayında 43,72 TL, birinci yılının ikinci altı ayında 45,91 TL,\u003C\u002Fp>\n\n\u003Cp>mesuliyet primi ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu prim toplu iş sözleşmesinin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibarıyla\nartırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu prim müktesep hak değildir. Vazifenin devamında verilir. Her ne\nsebeple olursa olsun bir ay içinde toplam 8 işgünü işinde bulunmayanlara,\nait olduğu ay için bu prim ödenmez. Bu maddenin uygulanmasında görevin\ntedviri prim ödenmesini icap ettirmez. Bu maddenin uygulanmasında işveren\nmuhtardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 53- FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Her bir fazla çalışma saati için verilecek ücret normal çalışma\nücretinin saat başına düşen miktarının %50 yükseltilmesi suretiyle\nödenir.\u003C\u002Fp>\n\n\u003Cp>b)Üyelerin fazla çalışma karşılığı ücret olarak ödenir Fazla\nçalışma karşılığında tek taraflı izin verilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 54- HAFTA TATİLİ VE BAYRAM ÜCRETİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I.Hafta Tatili Günü Ücretleri;\u003C\u002Fp>\n\n\u003Cp>1-İşyerlerinde haftanın tatilden önceki 5 iş gününde günlük iş\nsürelerine uygun olarak çalışmış olan üyelere çalışılmayan Cumartesi\nve Pazar günleri için iş karşılığı olmaksızın tam gündelik ücret\nödenir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki;\u003C\u002Fp>\n\n\u003Cp>a)Çalışılmadığı halde kanunen iş süresinden sayılan zamanlarla\ngünlük ücret ödenen veya ödenmeyen kanuni veya akdi tatil günleri ile\nevlenme, ana veya babanın, karı veya kocanın, kardeş veya çocuklarının\nölümü halinde verilmiş izin müddetleri,\u003C\u002Fp>\n\n\u003Cp>b)Bir haftalık süre içinde kalmak üzere verilen diğer izinlerle, hekim\nraporu ile verilen hastalık ve dinlenme izinleri;\u003C\u002Fp>\n\n\u003Cp>Çalışılmış günler gibi hesaba katılır.\u003C\u002Fp>\n\n\u003Cp>2-Hafta Tatili Kanununu gereğince haftanın diğer bir gününde ücretli\nhafta tatili verilmek suretiyle Pazar günü çalıştırılan üyelerin Pazar\ngünü çalıştırıldıkları süreye ait ücretleri %50 zamlı olarak\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>3-Haftanın 5 işgününde (Hafta tatili ücretlerinin ödenmesine mani\nolmayan haller dahil) çalışmış bulunan üyelerin tatil yapması gereken 6\nveya 7 inci gün dahi çalıştırılması halinde çalışılan bu 6 veya 7\ninci günde çalıştırıldıkları süreye ait ücretleri bir iş\nkarşılığı olmaksızın ödenen akdi ve hafta tatili ücretlerinden ayrı\nve %100 zamlı olarak ödenir. (Tam gün çalıştıkları takdirde kendi\nyevmiyesi dahil toplam 3 yevmiye) Ancak bu durumda 7 günlük çalışma\nsüresi içinde bulunan Cumartesi ve Pazar çalışması için ayrıca zam\nverilmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>II.Ulusal Bayram ve Genel Tatil Günü Ücretleri\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil günlerinde işçilerin bu günlere ait\nücretleri, çalıştırılmadıkları takdirde bir iş karşılığı\nolmaksızın tam yevmiye olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu günlerde işveren işin icabına göre işçi çalıştırabilir.\u003C\u002Fp>\n\n\u003Cp>İşçi bu günlerde çalıştığı takdirde;\u003C\u002Fp>\n\n\u003Cp>a) 29 Ekim Ulusal Bayram günü, Ramazan ve Kurban Bayramlarında\nçalışanlar tam gün çalıştıkları takdirde kendi yevmiyeleri dahil\ntoplam 3 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Genel tatil günlerinde çalışanların, çalıştıklan süreye ait\nücretleri %50 zamlı olarak\u003C\u002Fp>\n\n\u003Cp>c)Tatil günlerinde günlük çalışma süresinin üstünde fazla\nçalışma yapıldığı takdirde, fazla çalışmanın her saati için\nişçinin bir günlük normal yevmiyesinin saat başına düşen tutarı %50\nartırılmak suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 55- HARCIRAH\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Harcırah veya seyyar görev tazminatı konusunda imza tarihinden geçerli\nolarak Kurumun tabi olduğu mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşçilerin, işin gereği olarak iş sözleşmesi sona ermeksizin\nişverence işyeri belediye hudutları dışında başka bir işyerine geçici\ngörevli olarak gönderilmesi veya daimi olarak nakledilmesi halinde harcırah\nödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, naklin işin gereği olmayıp işçinin kendi isteği üzerine\nyapılması durumunda harcırah ödenmez.\u003C\u002Fp>\n\n\u003Cp>Geçici görevle gönderilen işçilerle seyahate çıkmadan önce bu görev\niçin tahakkuk edecek yolluklarından mahsup edilmek üzere yeteri kadar avans\nödemesi yapılır. Yolluk avansının yasal süresi içinde mahsup edilmesi\nzorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 56- SİLAH ALTINA ALINAN ÜYELERE YAPILACAK ÖDEME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik görevi dışında manevra veya herhangi bir sebeple silah\naltına alınan veyahut herhangi bir kanundan doğan bir çalışma ödevi\nyüzünden işinden ayrılan işçiye Devletçe bir ücret verilmediği\ntakdirde tam yevmiyesini, verildiği ve bu yevmiyesinden az olduğu,takdirde\naradaki farkı, 90 günü geçmemek üzere işveren öder.\u003C\u002Fp>\n\n\u003Cp>Bu hüküm yedek subaylar için uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>MADDE 57- İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşçilere her yıl 6772 sayılı kanun uyarınca ilave tediye\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>b)İşçilere yukarıdaki ilave tediyeden ayrı olarak Mayıs ve Eylül\naylarının 22'sinde 30'ar günlük ücretleri tutarında olmak üzere yılda\niki ikramiye verilir. Ancak, bu fıkradaki ikramiyenin ödeme dönemi olarak\nsözleşme yılı esas alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sözleşme yılı içinde ikramiyenin ödeme zamanından önce veya sonra\nişe giren yahut herhangi bir nedenle iş sözleşmesi sona eren üyeler için\nne şekilde ödeme yapılacağı ve diğer hususlar hakkında (a) fıkrasında\nbelirtilen ilave tediyelere ilişkin esaslar aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 58- YEMEK BEDELİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işçilere işbaşı yaptıkları günler için bir öğün yemek verilir.\nYemek verilmediği takdirde çalışılan günler için sözleşmenin birinci\nyılının birinci altı ayında 14,77 TL, birinci yılının ikinci altı\nayında 15,51 TL yemek parası verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>İşverence tertip edilen kurs ve seminerlere katılan üyelerin yemek\nparası harcırah almadıkları müddetçe kesilmez. Harcırah alanlara yemek\nbedeli ödenmez. Ramazan ayında oruç tutanlara birinci fıkradaki yemek\nbedeli ödenir.\u003C\u002Fp>\n\n\u003Cp>Hastalık nedeniyle perhiz yemeği yemek zorunda olduğunu SGK’nın\nsigortalı adına sağlık hizmeti satın aldığı kurum ve kuruluşlardan\ngetireceği ve en fazla altı ay müddetle geçerli sayılacak sağlık\nraporuyla belgelendiren üyelere de işbaşı yaptığı günler için\nyukarıdaki yemek bedeli verilir. Raporda süre belirtilmişse bu süreye\nuyulur.\u003C\u002Fp>\n\n\u003Cp>İşçilere verilecek yemeğin özel şirketlere verilmesi halinde verilecek\nyemeğin cins ve kalitesinin denetiminde, sendika şubesinin belirleyeceği bir\ntemsilci görevlendirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 59- GİYİM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamına giren işçilere her yıl bir defa\nolmak üzere Eylül ayının ilk haftasında ödenmek üzere sözleşmenin\nbirinci yılında 356,85 TL giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin ikinci yılı için bir kere ödenecek giyim yardımı, ödeme\ntarihine kadar olan ücret zammı veya zamları uygulanarak bulunacak miktar\nüzerinden ödenecektir. Giyim yardımının ödendiği tarihten sonraki ücret\nzamları yeni dönem giyim yardımı miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Üyenin müteakip giyecek yardımından yararlanabilmesi için önceki\nyardıma hak kazandığı tarihten itibaren toplam bir yıl süre ile iş\nsözleşmesine dayanarak çalışmış olması şarttır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım bir yılını Eylül ayında doldurmayıp da yılsonuna kadar\ndolduranlara doldurdukları tarihte yapılır. Yılsonuna kadar bir yılını\ndolduramayanlar bu haktan o yıl yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 60- SOSYAL YARDIM\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere toplu iş sözleşmesinin birinci yılının birinci altı\nayında ayda brüt 480,44 TL, birinci yılının ikinci altı ayında ise ayda\nbrüt 504,46 TL sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde, her türlü ücretli İzinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nhastalık istirahatı hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 61- HİZMET ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum veya\nKuruluşlarında geçirdikleri her tam hizmet yılı için hiçbir ödemeyi\netkilememek ve müktesep hak sayılmamak kaydıyla 01.03.2021 tarihinden\nİtibaren uygulanmak üzere brüt 7,00 TL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 62- VASITA ÜCRETİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Belediyelerce toplu taşıma vasıtası işletilen veya belediyelerin\ngözetim ve denetiminde özel toplu taşıma vasıtası işletilen mahallerde\nbulunan işyerlerinde çalışan üyelere işbaşı yaptıkları her gün\niçin;\u003C\u002Fp>\n\n\u003Cp>a)İstanbul Belediye hudutları içindeki işyerlerinde en yakın 1 vapur 1\notobüs (metrobüs),\u003C\u002Fp>\n\n\u003Cp>b)Büyükşehir Belediye hudutları içindeki işyerlerinde en yakın 2\notobüs, (Ancak, Büyükşehir Belediye hudutları dışında ikamet edipte\nişyerleri Büyükşehir Belediye hudutları içinde ise işçilere, servisten\nyararlanmamaları halinde belediye hudutları içinde geçerli şehiriçi\nbelediye otobüs)\u003C\u002Fp>\n\n\u003Cp>c)Diğer işyerlerinde en uzak 1 otobüs,\u003C\u002Fp>\n\n\u003Cp>Gidiş-Dönüş ücreti net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Belediyelerce toplu taşıma vasıtası işletilmeyen yerlerde bu ücret\nödenmez.\u003C\u002Fp>\n\n\u003Cp>B)Aylık toplu taşım kartı uygulanan şehirlerde işveren, vasıta\nücreti yerine işçilere aylık toplu taşım kartı verebilir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, işçiler imza tarihinden itibaren bu sözleşme dönemi için\ndilekçe vererek aylık toplu taşım kartı verilebilen yerlerde, aylık toplu\ntaşım kartı verilmesini veya vasıta ücretinin ödenmesini isteyebilirler.\nAncak, bu uygulamadan dolayı mükerrer ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>C)İşverence servis tahsisi veya temin edilmesi, paso sağlanması ya da\naylık toplu taşım kartı verilmesi halinde ayrıca vasıta ücreti\nödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 63- EVLENME YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverence, üyelere evlenmeleri halinde bir defaya mahsus olmak ve\nişyerinde aralıksız bir yıl çalışmış bulunmak şartıyla, toplu iş\nsözleşmesinin birinci yılının birinci altı ayında evlenenlere 283,68 TL,\nbirinci yılının ikinci altı ayında evlenenlere 297,86 TL evlenme yardımı\nödenir.\u003C\u002Fp>\n\n\u003Cp>Evlenmenin toplu iş sözleşmesinin ikinci yılının birinci veya ikinci\naltı aylarında meydana gelmesi halinde bu yardım ücret zammı oranında ve\nücretin zamlandığı tarih itibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Eşlerin her ikisinin de işveren işyerlerinde çalışan üye olmaları\nhalinde bu yardımdan ikisi de istifade eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 64- DOĞUM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üyenin doğan her çocuğu için Sosyal Güvenlik Kurumunca yardım\nyapıldığı takdirde işveren de ayrıca doğum olayının, toplu iş\nsözleşmesinin birinci yılının birinci altı ayında gerçekleşmesi\nhalinde 141,80 TL, birinci yılının ikinci altı ayında gerçekleşmesi\nhalinde 148,89 TL doğum yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Doğum olayının toplu iş sözleşmesinin ikinci yılının birinci veya\nikinci altı aylarında gerçekleşmesi halinde bu yardım ücret zammı\noranında ve ücretin zamlandığı tarih itibarıyla artırılarak\nödenecektir\u003C\u002Fp>\n\n\u003Cp>Üyenin eşi aynı veya başka bir işyerinde herhangi bir şekilde daha\nyüksek miktarda doğum yardımına müstahak ise üyeye doğum yardımı\nödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 65- ÖLÜM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Üyenin ölümü halinde; kanuni mirasçılarına ölüm olayının bu\ntoplu İş sözleşmesinin birinci yılının birinci altı ayında\ngerçekleşmesi halinde 709,53 TL, birinci yılının ikinci altı ayında\ngerçekleşmesi halinde 745,01 TL ölüm yardımı yapılır\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>b)Üyenin eşinin, bakmakla yükümlü olduğu çocukları (ölü doğduğu\nbelgelenenler dahil) ile başka bir kuruluştan yardım almayan ana ve\nbabasının ölümleri halinde, kendisine ölüm olayının toplu iş\nsözleşmesinin birinci yılının birinci altı ayında gerçekleşmesi\nhalinde 425,77 TL, birinci yılının ikinci altı ayında gerçekleşmesi\nhalinde 447,06 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)ölüm iş kazası ve meslek hastalığı sebebiyle olmuş İse ölüm\nolayının toplu iş sözleşmesinin birinci yılının birinci altı ayında\ngerçekleşmesi halinde 1.135,25 TL, birinci yılının ikinci altı ayında\ngerçekleşmesi halinde 1.192,01 TL ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Mahkeme kararıyla işveren aleyhine bu miktardan fazla tazminata\nhükmedilirse, işverence yapılan ölüm yardımı bu tazminattan\ndüşülür.\u003C\u002Fp>\n\n\u003Cp>Ölüm olaylarının sözleşmenin ikinci yılının birinci veya ikinci\naltı aylarında gerçekleşmesi halinde bu yardımlar ücret zammı oranında\nve ücretin zamlandığı tarih itibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch2>MADDE 66- İŞGÖREMEZLİK ÖDENEĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>a)Hastalık sebebiyle sadece 2 gün veya daha az süre ile geçici iş\ngöremezliğe uğrayan üyelerin, ilgili mevzuat uyarınca Kurum tarafından\ngeçici işgöremezlik ödeneği ödenmeyen ilk 2 günlük ücretlerinin\ntamamı bir takvim yılında 5 defayı geçmemek kaydıyla işverence ödenir.\nGeçici işgöremezlik süresinin 2 günden fazla olması halinde üyeye,\nSosyal güvenlik Kurumunca verilen geçici işgöremezlik ödeneği üyenin\nSosyal Güvenlik Kurumundan ödenek aldığı günlere ait müktesep ücretleri\ntutarından az olduğu takdirde farkı işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, bu fıkraya göre ödeme yapılabilmesi için üyenin;\u003C\u002Fp>\n\n\u003Cp>1-Hastalığın başladığı tarihten geriye doğru bir yıl içinde 90\ngün fiilen çalışmış olması,\u003C\u002Fp>\n\n\u003Cp>2-Sosyal Güvenlik Kurumundan ödenek aldığını gösteren belgeyi\naldığı tarihten itibaren en geç 5 iş günü içinde işveren vekiline\nvermesi şarttır. Aksi takdirde ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>İşverence yapılacak fark ödemesi en fazla 180 gün devam eder. Ancak\ntedaviye devam olunduğu takdirde maluliyet halinin önlenebileceği veya\nmühim nispette azaltılabileceği SGK'nın sigortalı adına sağlık hizmeti\nsatın aldığı kurum ve kuruluşlardan aldığı sağlık raporuyla\nanlaşılırsa bu müddet 90 güne kadar daha uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>b)İş kazasına uğrayan veya meslek hastalığına tutulan üyelere,\nSosyal Güvenlik Kurumunca verilen geçici iş göremezlik ödeneği, işçinin\nhasta kaldığı müddete alt ücretleri tutanndan az olduğu takdirde, bu\nKurumdan ödenek aldığını gösteren belgeyi vermek şartıyla farkı\nişverence ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu fıkra gereğince yapılacak ödemeler Sosyal Güvenlik Kurumunca ödenek\nverildiği sürece devam eder.\u003C\u002Fp>\n\n\u003Cp>c)Sosyal Güvenlik Kurumunca ödenen geçici işgöremezlik ödeneği ile\nişverence ödenen net farkın toplamı üyenin bu sürede fiilen\nçalışsaydı alması gereken net ücretten fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 67- KIDEM İKRAMİYESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üyelere POSTA VE TELGRAF TEŞKİLATI A.Ş.'nde (PTT dahil) 15 yılını\ndoldurdukları tarihte 30 yevmiyeleri tutarında ikramiye verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 68- KORUYUCU GIDA VE TEMİZLİK YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde çalışan işçilere koruyucu gıda ve temizlik yardımları\nolarak müktesep hak sayılmamak ve başka ödemeleri etkilememek kaydıyla\nişbaşı yapan ve fiilen çalışan işçilere çalıştıkları günlere\nmahsus olmak üzere sözleşmenin birinci yılının birinci altı ayında 3,32\nTL, birinci yılının ikinci altı ayında 3,49 TL koruyucu gıda ve temizlik\nyardımı ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 69- ARAÇ PARK YERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İmkân olan yerlerde işverenin mevcut araç park yerlerinden işçiler de\nfaydalandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 70- SOSYAL TESİS VE HİZMETLERDEN YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin personeli için sosyal amaçlarla kurulan tesis ve hizmetlerden\nsendika ve Şube Başkanı ve Yönetim, Denetim ve Disiplin Kurulu üyeleri ile\nsendika personeli ve işçiler de yararlandırılırlar.\u003C\u002Fp>\n\n\u003Cp>Yararlandırma işverenin personeli için uyguladığı esaslara göre\ntespit edilir. Sendikanın yukarıdaki yöneticilerine ve belgelendirilmek\nkaydıyla sendikada çalışan personeline işverence bu görevleri süresince\ndaimi giriş kartı verilir.\u003C\u002Fp>\n\n\u003Cp>Yeri, zamanı ve ücreti sendikaca belirlenmek üzere sendikanın sosyal\ntesislerinden kurs ve seminer amacıyla işverende faydalanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 71- BURS ESASLARINDAN YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverence uygulanan burs esasları işçilerin çocuklarına da\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 72- ÖDÜLLENDİRME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işçilerden;\u003C\u002Fp>\n\n\u003Cp>a)Teknik buluş ve gelişmelerle ilgili teklifleriyle işverene tasarruf ve\nmenfaat sağlayanlara,\u003C\u002Fp>\n\n\u003Cp>b)Üstün gayret ve fedakârlıkları görülenlere,\u003C\u002Fp>\n\n\u003Cp>İşverence münasip görülecek nakdi veya ayni bir ödül verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 73- KİMLİK KARTI VE HİZMET BELGESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)işe alınan işçilere tek tip bir işçi kimlik kartı verilir. Bu\nkimlik kartı işçi ayrılmadan önce geri alınır.\u003C\u002Fp>\n\n\u003Cp>İşçilere iş Kanununa göre verilen Çalışma ve Kimlik Karnesi, Kimlik\nKartı yerine geçer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>b)işveren işyerindeki hizmetleri toplamı 20 yılı doldurarak Sosyal\nGüvenlik Kurumundan yaşlılık, emeklilik veya malullük aylığı yahut\ntoptan ödemeye hak kazanmak suretiyle ayrılan üyelere son ayrıldığı\nünitece Posta ve Telgraf Teşkilatı A Ş. Genel Müdürlüğü emekli kimlik\nkartı ile hizmetini belirten bir hizmet belgesi ve işverence tespit edilecek\nbir hediye verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İşverenin işyerlerinde çalışırken emekli olan işçiler sosyal\ntesislerden yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 74- ÖLEN İŞÇİNİN NAAŞININ NAKLİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ölen işçinin naaşının başka yere nakli istendiği takdirde işveren\nnakil için vasıta vermeyi veya vasıta ücreti ödemeyi kabul eder. Naaşın\nnakline iştirak edecek en çok 3 işçiye 5 güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, defin aynı yerde ise, işyerinde işin aksamasını önleyici\ntedbirler alınarak cenazeye iştirak edecek işçilere izin verilir ve bunlara\nyeterince araç tahsisi yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>MADDE 75- YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izne hak kazanan üyeler bu izinlerini iş düzenini\naksatmamak kaydıyla Nisan ayı başlangıcı ile Ekim ayı sonu arasında\nkullanırlar. İşçi dilediği takdirde varsa işyeri izin kuruluna yoksa\nişveren vekiline müracaat ederek iznini başka ayda kullanmayı talep\nedebilir, izin kurulu veya işveren vekili bu müracaatı inceler ve karara\nbağlar, izin kurulunun kararı işveren vekilinin onayı ile tekemmül eder,\nişçinin izin kıdemi aynı işçinin işverene bağlı çeşitli\nişyerlerinde geçen tüm hizmet süreleri ile birleştirilerek hesaplanır.\u003C\u002Fp>\n\n\u003Cp>Toplu izin uygulanmasına dair mevzuat hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>Hizmeti;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)1 yıldan 5 yıla kadar (5 yıl dâhil) olanlar yılda 20 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)5 yıldan fazla ve 15 yıldan az olanlar yılda 24 iş günü,\u003C\u002Fp>\n\n\u003Cp>c)15 yıl (dâhil) ve daha fazla olanlar yılda 28 iş günü,\u003C\u002Fp>\n\n\u003Cp>Ücretli izin kullanırlar.\u003C\u002Fp>\n\n\u003Cp>Ücretler izine çıkmadan önce peşin olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin süresinin hesaplanmasında Cumartesi günü iş\ngünü sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 76- ÜCRETLİ MAZERET İZNİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere dilekçelerinde belirtecekleri mazeretleri kısım veya işyeri\namirince uygun görülmek kaydıyla bir takvim yılında en çok 8 gün (tatil\ngünleri dahil) mazeret izni verilir. Bu izin günlük, veya saatlik olarak\nkullanılabilir. Saatlik izinlerin toplamı 9 saati doldurduğu takdirde 1 gün\nsayılarak 8 günden düşülür.\u003C\u002Fp>\n\n\u003Cp>Senelik izni olması mazeret izni kullanmasına engel teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 77- DOĞUM, ÖLÜM, EVLENME, TABİİ AFET İZİNLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika Üyesi işçilere;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Evlenmeleri halinde 5 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b)Ana, baba, eş, çocuk veya kardeşlerin ölümlerinde 5 iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>c)Durumlarını önceden şifahi olarak bildirmeleri ve daha sonra yazılı\nolarak belgelemeleri şartıyla eşi doğum yapan işçilere 5 gün, evlat\nedinen işçilere 3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Yangın, su baskını ve zelzele gibi afetlere maruz kalan üyelere 5 iş\ngünü,\u003C\u002Fp>\n\n\u003Cp>Ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>e)Kayınvalide veya kayınpederin ölümü halinde 2 iş günü ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>İşçiler, bu izinlere ancak yukarıda tespit edilen durumların\ndoğmasından itibaren 3 iş günü içinde talep etmeleri kaydıyla\nkullanırlar. Ancak, işçi düğün yaptığı takdirde, evlenme izni yazılı\ntalebi üzerine düğün tarihinden itibaren kullandırılır.\u003C\u002Fp>\n\n\u003Cp>İşveren bu durumlarda tevsik edici belge isteyebilir. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>f) Çalışan işçilerin eş çocuk ve bakmakla mükellef olduğu ana ve\nbabasının , SGK' nın sigortalı adına sağlık hizmeti satın aldığı\nkurum ve kuruluş doktorlarınca hastaneye sevk edilmesi halinde hastasına\nrefakat etmesi ve refakati belgelemek kaydıyla 5 gün ücretli izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g) Bu olayların vukuu anında işçinin senelik izinli olmas ı halinde bu\nizinler senelik izne ilave edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 78- SENDİKAL İZİNLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>A)Baştemsilci izni\u003C\u002Fh3>\n\n\u003Cp>Sendika baştemsilcisi temsilcilik görevlerini, işyerindeki işleri\naksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda yazılı\nsürelerde yerine getirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri isçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Ücretli izin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500'den fazla işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>10 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Baştemsilci gündüz vardiyasında çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin izin süresini iş yerinde geçirmesi asildir.\u003C\u002Fp>\n\n\u003Cp>Ancak, sendika veya sendika şubesinin işverene yapacağı yazılı veya\nsonradan yazı ile doğrulamak koşuluyla sözlü çağrısı üzerine bu\nsüreyi çağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch3>B) Temsilci izinleri\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilcileri temsilcilik görevlerini, işyerindeki\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda\nyazılı sürelerde yerine getirirler.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Ücretli izin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500'den fazla işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>C) Diğer izinler\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcisi bölge temsilcisi ve görevlilerine kongre, konferans,\nseminer, yönetim, denetim, disiplin kurulu, Genel Kurul ve Temsilciler Meclisi\ngibi toplantılara katılmaları için Sendikanın yazılı talebi üzerine\naşağıdaki düzenlenmiş şekline göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri işçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Sözleşme Yılında Toplam ücretli izin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>30 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501 -1000 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>80 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1000'den fazla işçi çalıştıran işyerinde işçi\n        sayısının %10'u kadar gün.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp, tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5'inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir Ancak, Genel Kurullar için bu %5\noranı aranmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 79- ÜCRETSİZ MAZERET İZNİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverence veya vekilince işçiye yıllık dinlenme izninin dışında\nyevmiyesi ödenmemek üzere 90 güne kadar ücretsiz mazeret izni verilebilir.\nBu izin bir defada kullanılabileceği gibi senede 5 defayı geçmemek üzere\nbölümler halinde de kullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 80- DİSİPLİN CEZALARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kusurlu hareketleri görülen ve disiplini ihlal eden işçiler hakkında\nişverenin 4857 sayılı kanunun 25\u002FII. maddesindeki haklan saklı kalmak\nkaydıyla bu toplu iş sözleşmesinde belirtilen cezalardan biri verilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin cezalan şunlardır\u003C\u002Fp>\n\n\u003Cp>a)Uyarma,\u003C\u002Fp>\n\n\u003Cp>b)Kınama,\u003C\u002Fp>\n\n\u003Cp>c)Yevmiye Kesimi,\u003C\u002Fp>\n\n\u003Cp>d)İş sözleşmesine son verilmesi.\u003C\u002Fp>\n\n\u003Cp>UYARMA; İşçiye görevinde ve davranışlarında daha dikkatli ve özenli\nolması gerektiğinin yazılı olarak bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>KINAMA; işçiye, görevinde ve davranışlarında kusurlu olduğunun\nbildirilmesidir\u003C\u002Fp>\n\n\u003Cp>YEVMİYE KESİMİ; İşçinin brüt bir aylık çıplak ücretinden 1-6\ngünlük tutarında kesinti yapılmasıdır. Yapılacak kesinti için cezanın\nonaylandığı tarihi takip eden ayın ücreti esas alınır. Kesinti miktan 2\ngünlük ücreti tutarından fazla olduğu takdirde 2 günü aşan kısım\ntakip eden ayların ücretinden kesilir.\u003C\u002Fp>\n\n\u003Cp>İŞ SÖZLEŞMESİNE SON VERME; işçinin bir daha PTT işyerlerinde görev\nalmamak üzere 4857 sayılı İş Kanunu ve Toplu İş Sözleşmesinde yer alan\ndisiplin hükümlerine göre işten çıkarılmasıdır.\u003C\u002Fp>\n\n\u003Cp>Uyarma ile Kınama cezaları işveren Vekili tarafından doğrudan\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>Yevmiye kesimi cezası ve iş Sözleşmesine Son verilmesi cezası işyeri\nDisiplin Kurulunda görüşülmesinin ardından karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>İşçinin suç teşkil eden fiilinin Ceza Cetvelinde yer almaması\ndurumunda fiilin niteliğine göre cetveldeki cezalardan biri kıyas suretiyle\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>A)UYARMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uyarma cezasını gerektiren fiil ve haller şunlardır.\u003C\u002Fp>\n\n\u003Cp>1)Ayda mazeretsiz bir defayı geçmemek üzere 1 saat kadar geç gelmek.\u003C\u002Fp>\n\n\u003Cp>2)Kart basmayı unutmak.\u003C\u002Fp>\n\n\u003Cp>3)Soyunma dolabı vesair eşya ve malzemesini düzensiz kullanmak.\u003C\u002Fp>\n\n\u003Cp>4)Etrafı rahatsız edecek şekilde gülmek, şarkı söylemek, gürültü\netmek.\u003C\u002Fp>\n\n\u003Cp>5)iş ssatlerinde lüzumsuz yere arkadaşlarını meşgul etmek.\u003C\u002Fp>\n\n\u003Cp>6)Arkadaşlarını asılsız yere şikayet etmek ve temaruz etmek.\u003C\u002Fp>\n\n\u003Cp>7)Ustabaşına haber vermeden ve sebepsiz yere işini bırakan veya atölye\niçinde dolaşan postabaşılar.\u003C\u002Fp>\n\n\u003Cp>8)İşyerinde şahsi iş yapmak.\u003C\u002Fp>\n\n\u003Cp>9)Kokucu, sıhhat bozucu maddeleri ve imalat artıklarını amirlerin\ngöstereceği yerlere atmamak.\u003C\u002Fp>\n\n\u003Cp>10)İşyerinin tertip ve nizamına riayet etmemek.\u003C\u002Fp>\n\n\u003Cp>11)Etrafı rahatsız edici şekilde koku çıkaran ve çok kirlenmiş\ntulumlarını temizlememek.\u003C\u002Fp>\n\n\u003Cp>12)İşyerine giriş-çıkış kapısından girip çıkmamak.\u003C\u002Fp>\n\n\u003Cp>13)İzinsiz ve mazeretsiz şahsi eşya sokmak.\u003C\u002Fp>\n\n\u003Cp>14)İşyerinde yetkili olmayan sendikanın propagandası yapmak:\u003C\u002Fp>\n\n\u003Cp>15)Ziyaretleri 15 dakikadan fazla uzatmak.\u003C\u002Fp>\n\n\u003Cp>16)Sık sık ziyaretçi kabul etmek.\u003C\u002Fp>\n\n\u003Cp>17)Ziyaretçisi ile etrafı rahatsız edici şekilde konuşmak veya kavga\nçıkarmak.\u003C\u002Fp>\n\n\u003Cp>18)Bir saate kadar işyerini izinsiz terk.\u003C\u002Fp>\n\n\u003Cp>19)Kurumca belirlenen tasarruf tedbirlerine riayet etmemek,\u003C\u002Fp>\n\n\u003Cp>20)Usulsüz müracaat ve\u002Fveya şikayette bulunmak, özlük hakları ile\nilgili konularda aracı kullanmak.\u003C\u002Fp>\n\n\u003Ch3>B)KINAMA\u003C\u002Fh3>\n\n\u003Cp>Kınama cezasını gerektiren fiil ve haller şunlardır.\u003C\u002Fp>\n\n\u003Cp>1)Ayda bir defayı geçmemek üzere mazeretsiz yarım güne kadar işe geç\ngelmek\u003C\u002Fp>\n\n\u003Cp>2)Mazeretsiz işe gelmemek; Hafta arasında bir gün\u003C\u002Fp>\n\n\u003Cp>3)Mazeretsiz işe gelmemek; Tatil gününü takip eden bir iş günü\u003C\u002Fp>\n\n\u003Cp>4)İşini paydos zilinden önce izinsiz terk etmek.\u003C\u002Fp>\n\n\u003Cp>5)işyerini paydos zilinden önce izinsiz terk etmek\u003C\u002Fp>\n\n\u003Cp>6)işbaşı saatinde iş elbisesini giyerek işe hazır bulunmamak.\u003C\u002Fp>\n\n\u003Cp>7)işyerinde dikkatsizlik yüzünden; Yangın başlangıcına sebebiyet\nvermek.\u003C\u002Fp>\n\n\u003Cp>8)Sigara içilmesine izin verilmeyen yerde sigara içmek ve ateşle\ndolaşmak.\u003C\u002Fp>\n\n\u003Cp>9)iş emniyeti ile ilgili malzemeyi veya eşyayı icabında kullanmamak veya\nhor kullanmak.\u003C\u002Fp>\n\n\u003Cp>10)iş yerine içki sokmak.\u003C\u002Fp>\n\n\u003Cp>11)Kumar maksadıyla oyun kağıdı vesair araç getirmek.\u003C\u002Fp>\n\n\u003Cp>12)İçkili gelmek.\u003C\u002Fp>\n\n\u003Cp>13)İşyerine uygun düşmeyen ve müstehcen resim, bildiri, şiir vesaire\nbulundurmak, teşhir etmek.\u003C\u002Fp>\n\n\u003Cp>14)Kaba ve müstehcen şekilde el ve sözle şaka yapmak.\u003C\u002Fp>\n\n\u003Cp>15)iş saatinde uyuklamak veya uyumak\u003C\u002Fp>\n\n\u003Cp>16)İşyerinde herhangi bir kimseyi rahatsız edici hareketlerde\nbulunmak.\u003C\u002Fp>\n\n\u003Cp>17)Amirleri tarafından verilen emirleri yapmamak.\u003C\u002Fp>\n\n\u003Cp>18)işçiyi amirleri aleyhine kışkırtmak.\u003C\u002Fp>\n\n\u003Cp>19)Başkasına ait takım dolabını, eşyasını veya elbisesini izinsiz\nkarıştırmak.\u003C\u002Fp>\n\n\u003Cp>20)Postasındaki işçilerin sohbet etmelerine göz yuman veya başka\npostalardan lüzumsuz yere gelen işçileri ikaz etmeyen postabaşılar.\u003C\u002Fp>\n\n\u003Cp>21)Zaruri ihtiyaçlar dışında işini posta başına haber vermeden terk\netmek.\u003C\u002Fp>\n\n\u003Cp>22) işyerine ait malzemeyi veya vasıtayı şahsi işinde kullanmak.\u003C\u002Fp>\n\n\u003Cp>23)Kendisine verilen işi yapmayarak, başka işle meşgul olmak.\u003C\u002Fp>\n\n\u003Cp>24)Verilen işi yapmadığı halde yapmış gibi göstermek.\u003C\u002Fp>\n\n\u003Cp>25)Amirleri tarafından verilen işleri yapmaktan imtina etmek.\u003C\u002Fp>\n\n\u003Cp>26)Amirleri tarafından işçi sağlığını ve iş emniyetini ihlal\netmemek kaydıyla, verilen görevle ilgili emir ve işleri yapmamak veya\nyapanlara mani olmak.\u003C\u002Fp>\n\n\u003Cp>27)İşveren veya vekilinin malı olan veya emanet altındaki bilcümle\nmalzemeye gerekli ihtimamı göstermemek.\u003C\u002Fp>\n\n\u003Cp>28)Görevinde lakaydı göstermek, çalışmaktan çekinmek.\u003C\u002Fp>\n\n\u003Cp>29)İşin yapılmasında amirlerine ve birlikte çalıştığı personele\nzorluk göstermek.\u003C\u002Fp>\n\n\u003Cp>30)işyerine ait malzemeyi israf etmek, hor kullanmak veya işi biten\nmalzemeyi ilgililere teslim etmemek.\u003C\u002Fp>\n\n\u003Cp>31)Etrafını sıhhate muzır şekilde kirletmek.\u003C\u002Fp>\n\n\u003Cp>32)Lavabo, pisuvar ve banyolara yabancı madde atmak.\u003C\u002Fp>\n\n\u003Cp>33)Hasta olmadığı halde viziteye çıkmayı adet haline getirmek.\u003C\u002Fp>\n\n\u003Cp>34)Hastalık bahane ederek çalışmaktan kaçınmak.\u003C\u002Fp>\n\n\u003Cp>35)Hastalığını bildirmemek. (24 saatte)\u003C\u002Fp>\n\n\u003Cp>36)istirahatli bulunduğu günler zaruret olmadıkça ve izinsiz işyerine\ngirmek.\u003C\u002Fp>\n\n\u003Cp>37)İstirahatli bulunduğu zamanlar dışarıda maddi menfaat temini için\nçalışmak.\u003C\u002Fp>\n\n\u003Cp>38)Senelik izinde rapor alanlar durumunu en kısa zamanda bildirmeyenler.\u003C\u002Fp>\n\n\u003Cp>39) istirahat alanlardan durumlarını 24 saat içinde işyeri personel\namirliğine duyurmayanlar.\u003C\u002Fp>\n\n\u003Cp>40)işyerinde iş elbisesini giymemek.\u003C\u002Fp>\n\n\u003Cp>41)Ücret tahakkukuna tesir edebilecek olan aile değişikliğini zamanında\nhaber vermemek.\u003C\u002Fp>\n\n\u003Cp>42)İşyerince istenen belgeleri zamanında ve tam olarak vermemek.\u003C\u002Fp>\n\n\u003Cp>43)İşyerine ait takım ve avadanlığı şahsi işi için dışarıya\nçıkarmaya çalışmak.\u003C\u002Fp>\n\n\u003Cp>44)İşyeri personeli hakkında mesnetsiz ve kötü propaganda yapmak.\u003C\u002Fp>\n\n\u003Cp>45)Postaların bulunduğu yerlerde ziyaretçi kabul etmek.\u003C\u002Fp>\n\n\u003Cp>46)Ziyaretçisinin nahoş hareketlerine sebebiyet vermek ve göz yummak\u003C\u002Fp>\n\n\u003Cp>47)Yarım güne kadar izinsiz işyerini terk.\u003C\u002Fp>\n\n\u003Cp>48)Borçlarını kasten ödemeyerek hakkında yasal yollara başvurulmasına\nneden olmak,\u003C\u002Fp>\n\n\u003Cp>49)Ayrım ve sevk hizmetlerini kasıt olmaksızın talimata uygun olarak\nyapmamak\u003C\u002Fp>\n\n\u003Cp>50)ikamet ettiği ilin hudutlarını izinsiz terk etmek\u003C\u002Fp>\n\n\u003Cp>51)İptal edilmiş olsun veya kullanılmış pulları menfaat kastı ile\nsökmek veya tekrar kullanmak veya kullandırmak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>C)YEVMİYE KESİMİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yevmiye kesimi cezasını gerektiren fiil ve haller şunlardır.\u003C\u002Fp>\n\n\u003Cp>1) Mazeretsiz ardı ardına (Tatil gününü takip eden iki iş günü) işe\ngelmemek.\u003C\u002Fp>\n\n\u003Cp>2) Mazeretsiz ardı ardına Herhangi iki iş günü iki gün işe\ngelmemek.\u003C\u002Fp>\n\n\u003Cp>3) Bir ayda toplam üç iş günü işe gelmemek\u003C\u002Fp>\n\n\u003Cp>4) Başkasının devam kartını basmak.\u003C\u002Fp>\n\n\u003Cp>5) İşyerinde dikkatsizlik yüzünden Yangına sebebiyet vermek\u003C\u002Fp>\n\n\u003Cp>6) İşçilerin sağlığı, iş emniyeti ile ilgili olarak kendisine\nverilen malzemeyi işinde kullanmamak veya işyerinin izni olmadan dışarıya\nçıkarmak.\u003C\u002Fp>\n\n\u003Cp>7) Amirlerine veya personele küfretmek.\u003C\u002Fp>\n\n\u003Cp>8) İşyerinde bilcümle personelden herhangi birine hakaret, tehdit ve\ntecavüzde bulunmak.\u003C\u002Fp>\n\n\u003Cp>9) İşyerindeki bayan personele el veya sözle sarkıntılıkta\nbulunmak.\u003C\u002Fp>\n\n\u003Cp>10) İşyerini ziyarete gelenlere elle veya sözle sarkıntılık etmek,\ntemaruz etmek. \u003C\u002Fp>\n\n\u003Cp>11) İhmali ve tedbirsizliği İşveren vekilinin malı olan veya emaneti\naltında bulunan bilcümle malzemeyi 30 günlük yevmiyesi tutarını geçecek\nşekilde hasara uğratmak. \u003C\u002Fp>\n\n\u003Cp>12) İşveren, işyeri veya işle ilgili resmi belgeler üzerinde tahribat\nyapmak ve sahte belge düzenlemek suretiyle işyerini veya vekilini\nyanıltmak.\u003C\u002Fp>\n\n\u003Cp>13) Her ne suretle olursa olsun yalan söylemek suretiyle amirlerini ve\nişyeri personelini yanıltmak.\u003C\u002Fp>\n\n\u003Cp>14) Bir ihbar halinde giriş ve çıkışta elinde bulunan çanta, torba ve\nbenzeri eşyanın aramasını yapmak isteyen görevlilere arama\nyaptırmamak.\u003C\u002Fp>\n\n\u003Cp>15) İşyerinin münasebeti olan Şahıslardan ödünç veya yardım\nistemek.\u003C\u002Fp>\n\n\u003Cp>16) Siyasi propaganda yapmak.\u003C\u002Fp>\n\n\u003Cp>17) İşyerinin huzurunu bozucu ve işgücünü düşürücü propaganda\nyapmak.\u003C\u002Fp>\n\n\u003Cp>18) İşçinin işveren veya vekiline yahut bunların ailesi efradından\nbirine yahut işverenin diğer bir amirine ve personeline karşı tecavüz veya\ntehditte bulunması.\u003C\u002Fp>\n\n\u003Cp>19)Yıllık ücretli iznini kullanmakta iken izin devresi içinde ücret\nkarşılığı çalışmak.\u003C\u002Fp>\n\n\u003Cp>20)İzinsiz 1 gün işyerini terk.\u003C\u002Fp>\n\n\u003Cp>21)Toplu müracaat veya şikâyet etmek,\u003C\u002Fp>\n\n\u003Cp>22)Yetkili olmadığı halde basına, haber ajanslarına veya radyo ve\ntelevizyon kurumlarına bilgi veya demeç vermek,\u003C\u002Fp>\n\n\u003Cp>23)Açıklanması yasaklanan bilgileri açıklamak,\u003C\u002Fp>\n\n\u003Cp>24)Verilen görev ve emirleri kasten yapmamak.\u003C\u002Fp>\n\n\u003Ch3>D) İŞ SÖZLEŞMESİNE SON VERME\u003C\u002Fh3>\n\n\u003Cp>İş Sözleşmesine son verme cezasını gerektiren fiil ve haller\nşunlardır.\u003C\u002Fp>\n\n\u003Cp>1)İşyerinin faaliyetini kısmen veya tamamen durdurma amacı ile sabotaja\nteşebbüs veya teşvik etmek veya yapmak\u003C\u002Fp>\n\n\u003Cp>2)işyerinde dikkatsizlik yüzünden Kasten yangın çıkarmak.\u003C\u002Fp>\n\n\u003Cp>3)İşyerine keyif verici, esrar, afyon eroin veya benzeri madde sokmak.\u003C\u002Fp>\n\n\u003Cp>4)İşyerinde içki içmek.\u003C\u002Fp>\n\n\u003Cp>5)KASTEN İşveren vekilinin malı olan veya emaneti altında bulunan\nbilcümle malzemeyi 30 günlük yevmiyesi tutarını geçecek şekilde hasara\nuğratmak.\u003C\u002Fp>\n\n\u003Cp>6)İşveren veya vekilinin veya amirlerinin bilgisi dışında işle ilgili\nolmayan malzemeyi dolaylı yollardan talep ederek, işte kullanılmış gibi\ngöstermek.\u003C\u002Fp>\n\n\u003Cp>7)Bir takvim yılında 3 defa tekrarlamak suretiyle İstirahatlı bulunduğu\nzamanlar dışarıda maddi menfaat temini için çalışmak..\u003C\u002Fp>\n\n\u003Cp>8)İşyeri ile iş sözleşmesinin yapıldığı, değiştirildiği sırada\nakdin esaslı noktalarından birine ait vasıflar veya şartlar kendisinde\nbulunmadığı halde, bunlara haiz olduğunu ileri sürerek hakikate uygun\nolmayan malumat vermek ve her ne suretle olursa olsun işyerini yanıltmak.\u003C\u002Fp>\n\n\u003Cp>9)İşyeri ile ilgili rüşvet almak.\u003C\u002Fp>\n\n\u003Cp>10)İşyeri ile ilgili rüşvet vermek.\u003C\u002Fp>\n\n\u003Cp>11)İşyerinin münasebeti olan Müesseselerden ödünç veya yardım\nistemek.\u003C\u002Fp>\n\n\u003Cp>12)Herhangi bir işi sabote etmek.\u003C\u002Fp>\n\n\u003Cp>13)İşveren veya vekilinin şeref ve namusuna halel getirecek veya\nahlakını ifsad edecek mahiyette sözler veya hareketlerde bulunması.\u003C\u002Fp>\n\n\u003Cp>14)İşyerinde işlediği suçtan dolayı 7 günden fazla hapisle\ncezalandırılan ve cezası tecil edilmeyen (Trafik suçları dışında) bir\nsuç işlemesi.\u003C\u002Fp>\n\n\u003Cp>15)İzinsiz ardı ardına 2 gün işyerini terk.\u003C\u002Fp>\n\n\u003Cp>16)Posta, Telgraf vesair muhabere işletme makine ve cihazlarını işi\ntatil veya işyerinin faaliyetlerini kısmen veya tamamen durdurma amacı ile\nbozmak, tahrip etmek veya sabotaja teşebbüs veya teşvik etmek veya\nyapmak.\u003C\u002Fp>\n\n\u003Cp>17)Mektup, açık muhabere varakası telgraf vesair her türlü muhabere\nmaddelerini zapt veya yok etmek.\u003C\u002Fp>\n\n\u003Cp>18)Kayıtlarla dosyaları kasten yok etmek veya amirlerinin izni ve bilgisi\nolmadan şahsi bir maksatla kopya etmek veya ettirmek, yetkisi olmayan\nkimselere vermek bunlar üzerinde şahsi menfaatine yönelik tahrifat\nyapmak.\u003C\u002Fp>\n\n\u003Cp>19)Yasaklanmış her türlü yayını veya siyasi veya ideolojik amaçlı\nbildiri, afiş, pankart, bant vb. basmak, çoğaltmak, dağıtmak veya bunları\nkurumların herhangi bir yerine asmak veya teşhir etmek,\u003C\u002Fp>\n\n\u003Cp>20)Telgraf haberleşmelerini açığa vurmak, mektupları açıp okumak veya\nbaşkalarının açmasına veyahut okumasına müsaade etmek.\u003C\u002Fp>\n\n\u003Cp>21)Posta ekipmanlarını kullanmak suretiyle memleketin iç ve dış emniyet\nve asayişini bozucu mahiyette haberler yaymak.\u003C\u002Fp>\n\n\u003Cp>22)Savaş, olağanüstü hal veya genel afetlere ilişkin konularda\namirlerin verdiği görev veya emirleri yapmamak,\u003C\u002Fp>\n\n\u003Cp>23)Yetki almadan gizli bilgileri açıklamak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 81- DİSİPLİN KURULLARI VE ÇALIŞMA ŞEKLİ\u003C\u002Fh3>\n\n\u003Cp>İşçilerin disiplin işlemleri işveren temsilcileri ile aynı sayıda\nişçinin üyesi bulunduğu sendikanın temsilcisinin katılımı ile Disiplin\nKurullarında görüşülmesinin ardından karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulları; İşyeri Disiplin Kurulu ve İşçi Yüksek Disiplin\nKuruludur.\u003C\u002Fp>\n\n\u003Ch3>A) İşyeri Disiplin Kurulu\u003C\u002Fh3>\n\n\u003Cp>Ünite Amirinin veya uygun göreceği yardımcısının başkanlığında\ninsan Kaynaklan birimi ile ilgili ihtisas servisi müdüründen veya\nvekillerinden ve üç sendika temsilcisinin katılımı ile işyeri Disiplin\nKurulu teşekkül ettirilir.\u003C\u002Fp>\n\n\u003Ch3>B) İşçi Yüksek Disiplin Kurulu\u003C\u002Fh3>\n\n\u003Cp>Genel Müdürlükte, üç işveren vekili ve Sendikanın belirleyeceği üç\ntemsilcinin katılımı ile İşçi Yüksek Disiplin Kurulu teşekkül\nettirilir. Kurula işveren temsilcilerinden biri başkanlık eder.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurullarında yer alacak Sendika temsilcileri, Toplu iş\nSözleşmesi kapsamında bulunan unvanlardan hiyerarşik olarak en üstteki\nunvanlardan veya sendika yetkili kurul üyelerinden (yedek üyeler dahil)\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulları işveren veya vekilinin lüzum gördüğü hallerde üye\ntamsayısı ile toplanır. Disiplin Kurulu, üyelerin meşru mazeretine dayanan\nsebeplerle belirtilen günde toplanamazsa toplantı en çok iki iş günü\nsonrasına bırakılır. Ertelenen günde katılan üyelerin iştiraki ile\ntoplantı yapılır.\u003C\u002Fp>\n\n\u003Cp>İşçinin herhangi bir kusurlu hareketini öğrenen işveren veya işveren\nvekilleri veya ilgili amir, ilgili makamca olayın soruşturulmasına\nbaşlanmış yahut olay adli ve idari makamlara intikal etmiş olsa bile,\nolayı öğrendiği tarihten itibaren 1 ay içinde gereken soruşturmayı\nyaptırmak ve evrakını işyeri Disiplin Kurulu Başkanlığına sevk ettirmek\nzorundadır. Bu süre içinde soruşturmaya girişerek olayı İşyeri Disiplin\nKuruluna aktarmadığı takdirde o işçi hakkında ceza uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak, olay disiplin kuruluna aktarılmadan önce idari soruşturmaya\nbaşlandı ise yahut kurul soruşturmayı genişlettiği veya ek soruşturma\nyapmayı veya olay hakkında idari veya adli soruşturma yapıldığı veya\nyargılama sonucunun beklenmesinin öngörüldüğü durumlarda bu soruşturma\nsüresinde 1 ay hesabında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>Kurul çalışmaları sırasında gerekli gördüğü her türlü delilleri\ntoplar ve gerekirse kurula sevk edilen üyeyi ve tanıkları dinleyerek\nsavunmalarını ve ifadelerini alır. Kurul 1 ay içinde kararını verir.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulları kendilerine intikal eden konularda soruşturmayı yapan\ntarafından teklif edilen cezadan başka bir cezayı gerekçesini belirtmek\nsuretiyle tayine yetkilidir.\u003C\u002Fp>\n\n\u003Cp>Kurul kararlarını çoğunlukla alır. Oylama açık oyla yapılır,\noylamada çekimser kalınmaz. Oyların eşitliği halinde başkanın oyu iki oy\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurullarına olayda tanık veya sanık durumunda olan Disiplin\nKurulu üyeleri katılamaz, yerlerine yedeği katılır.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurularının gündemi ve raportörlük işleri Personel birimleri\ntarafından yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 82-DİSİPLİN CEZASI VERİLMESİNDE USUL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disiplin cezasını gerektiren aynı fiil ve hareketlerin iki yıl içinde\ntekerrürü halinde bir önceki kesinleşmiş olan cezadan daha ağır\nderecedeki ceza verilir.\u003C\u002Fp>\n\n\u003Cp>Geçmiş hizmetleri sırasındaki çalışmaları olumlu olanlar için\nverilecek cezalarda bir derce hafif olan uygulanabilir. Kusurlu fiil uyarma\ncezasının verilmesini gerektiriyorsa işçinin dikkati çekilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin aynı olaydaki birden fazla fiili için çeşitli disiplin\ncezalarının uygulanması gerektiği hallerde, fiillerden en ağır cezayı\ngerektiren fiil için ceza verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 83- SAVUNMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Savunma alınmadan işçi hakkında disiplin cezası verilemez Savunma\nistemine ilişkin yazıda, ilgiliye yapılan isnatlar açıkça belirtilir ve 7\niş gününden az 10 iş gününden fazla olmamak üzere tanınan süre\nİçinde yazılı olarak savunmasını yapması istenir. Savunma süresi\ntebliğ tarihini izleyen günden başlar\u003C\u002Fp>\n\n\u003Cp>Savunma almaya yetkililer;\u003C\u002Fp>\n\n\u003Cp>a)Soruşturmayı yapan,\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Amiri (işveren Vekili),\u003C\u002Fp>\n\n\u003Cp>c)Disiplin Kurulları.\u003C\u002Fp>\n\n\u003Cp>Yetkili makam tarafından verilen süre içinde savunmasını yapmayanlar\nsavunma hakkından vazgeçmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İşçinin görev, izin, istirahat vb. sebeplerle görev yerinde\nbulunmaması hali, disiplin soruşturması açılmasına ve savunma\nalınmasına engel teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 84- CEZALARA İTİRAZ VE ZAMAN AŞIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurullarınca verilmiş olan cezalara işçiler tarafından,\nkararın kendilerine tebliği tarihinden itibaren 10 gün içinde itiraz\nedilebilir.\u003C\u002Fp>\n\n\u003Cp>İtirazlar (işten çıkarma cezası hariç) cezayı veren Disiplin Kurulu\nveya amiri tarafından incelenir. İtiraz üzerine verilen karar kesindir.\u003C\u002Fp>\n\n\u003Cp>İşten çıkarma cezalarına karşı yapılacak itirazlar Genel Müdürlük\ndüzeyinde oluşturulan işçi Yüksek Disiplin Kurulunda incelenerek karara\nbağlanır. \u003C\u002Fp>\n\n\u003Cp>İşçinin işten çıkartma cezasına itiraz etmesi halinde işçinin iş\nyeri değiştirilebilir ve itiraz işçi Yüksek Disiplin Kurulunca incelenir\nYüksek Disiplin Kurulunca verilen karar işçiye tebliği edildiği tarihten\nitibaren uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşten çıkarma cezasını gerektiren fiillerin dışındaki disiplin\ncezasını gerektiren fiil ve hallerin işlendiği tarihten itibaren nihayet 2\nyıl içinde disiplin cezası verilmediği takdirde ceza verme yetkisi zaman\naşımına uğrar.\u003C\u002Fp>\n\n\u003Cp>Kurumun maddi zararını gerektiren kusurlardan dolayı zararın\nödettirilmesi hususunda zaman aşımı bu hususlarla ilgili kanuni hükümlere\ntabidir.\u003C\u002Fp>\n\n\u003Cp>Cezalar işçiye yazılı olarak tebliğ olunur. Disiplin Kurulu kararları\nişçinin dosyasında saklanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 85- İŞ SAĞLIĞI VE GÜVENLİĞİ TEDBİRLERİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerlerinde İş Sağlığı ve Güvenliği mevzuatının\nzorunlu kıldığı tüm tedbirleri almak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Bu tedbirlerde noksanlık veya aksaklık bulunursa işyeri sendika\ntemsilcileri işveren veya vekillerine durumu bildirerek bunların\ndüzeltilmesini isterler.\u003C\u002Fp>\n\n\u003Cp>İş kazalarında işçiler işverenin mevcut polikliniklerinden\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>İşveren iş Sağlığı ve Güvenliği mevzuatında öngörülen\ntedbirleri, şartları haiz bütün işyerlerinde yerine getirmeyi ve\ngeliştirmeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>İş Kanununun 6. maddesi uyarınca sanayiden sayılan ve devamlı olarak 50\nveya daha fazla işçi çalıştırılan, 6 aydan fazla süreli işlerin\nyapıldığı işyerlerinde iş sağlığı ve güvenliği mevzuatında\nbelirtilen görevleri yapmak üzere birer iş sağlığı ve güvenliği kurulu\nkurulur. Tarafların bu kurul kararlarının uygulanması ile ilgili\nitirazları uyuşmazlıkları çözüm kurulunda incelenerek karara\nbağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 86- İŞÇİLERİN GENEL MUAYENELERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin kan grupları işveren tarafından tespit ettirilir.\u003C\u002Fp>\n\n\u003Cp>Ağır ve tehlikeli işlerde çalıştırılanların genel muayeneleri\nmevzuat hükümlerine göre yaptırılır.\u003C\u002Fp>\n\n\u003Cp>Ancak bu işler için bir ücret ödenmesi gerektiği takdirde bu ücret\nişveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch2>MADDE 87- İŞÇİNİN EĞİTİMİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işveren, işçilerin veriminin yükseltilmesi ve mesleki bakımdan yetişme\nve gelişmelerini sağlamak üzere eğitim faaliyetlerinde bulunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 88- ÇALIŞTIRILMA YASAĞI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren çalıştırma yasağı konusunda mevzuat hükümlerine uyar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>b)Kadın işçilerin doğumdan önce 8 ve doğumdan sonra 8 hafta olmak\nüzere 16 haftalık süre içinde çalıştırılmaları yasaktır. Bu süreler\nişçinin sağlık durumunun özelliğine göre doğumdan önce ve sonra\ndoktorlarca artırılmışsa bu artırılan zamanlarda, doğumdan önceki 8 ve\ndoğumdan sonraki 8 haftalık süre hariç işçinin yevmiyesi işveren\ntarafından ödenir. Ancak bu sürede geçici işgöremezlik ödeneği alması\nhalinde bu ödenek tam ücrete iblağ edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Emzikli kadın işçilerin doğum tarihinden itibaren 6 ay süre ile gece\npostalarında, kadın işçinin kocası da işin postalar halinde\nyürütüldüğü aynı veya ayrı bir işyerinde çalışıyor ise kadın\nişçinin kocasının çalıştığı gece postasında çalıştırılması\nyasaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>MADDE 89- İŞ ELBİSESİ VE KORUYUCU GİYİM EŞYASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği mevzuatının gereği olarak;\nkullandırılacak eşya ve malzemeden hangilerinin kimlere ve ne suretle\nverileceği ile miatları ve bu konu ile ilgili diğer hususlar EK-E Posta ve\nTelgraf Teşkilatı A.Ş. İşçileri Koruyucu Giyim Eşya ve Malzemesi\nEsasları ve EK-F Posta ve Telgraf Teşkilatı A.Ş. işçileri Koruyucu Giyim\nEşya ve Malzemesi Cetvelinde gösterilmiş olup bu esas ve cetvelde işverence\nher türlü değişiklik yapılabilir. Değişiklikler sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Cp>EK-E ve EK-F'de yer alan eşya ve malzemenin zamanında işçiye verilmesini\ntemin için işyeri amiri yeterli bir süre önceden teklifte bulunmakla\nyükümlüdür. Ünite amiri de bunların zamanında verilmesinden\nsorumludur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 90- BANYO\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ünitelere bağlı yağlı, kirli ve tozlu işlerin yapıldığı daimi\nişyerlerinde üyelerin vücut temizlikle\u002Fini yapabilmeleri için işveren\nyeterince banyo veya duş bulundurmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 91-ÇOCUK BAKIM YUVASI VE EMZİRME ODASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cp>a)Yaşları ve medeni halleri ne olursa olsun, 150'den çok kadın işçi\nçalıştırılan işyerlerinde, 0-6 yaşındaki çocukların bırakılması ve\nbakılması, emzikli kadınların çocuklarını emzirmeleri için işveren\ntarafından, çalışma yerlerinden ayrı ve işyerine yakın bir kreşin\nkurulması zorunludur\u003C\u002Fp>\n\n\u003Cp>b)Yaşları ve medeni halleri ne olursa olsun, 100- 150 kadın işçi\nçalıştırılan işyerlerinde, 1 yaşından küçük çocukların\nbırakılması ve bakılması ve emzikli kadınların çocuklarını\nemzirmeleri için işveren tarafından çalışma yerlerinde ayrı ve işyerine\nyakın bir emzirme odası kurulması zorunludur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>c)Emzikli kadın işçilere, oda ve kreşlerde bulunan 1 yaşından küçük\nçocuklarını emzirmeleri için ara dinlenmesinden önce ve sonra uygun\nsaatlerde, ayrı ayrı 2 defa, 45'er dakikalık izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>100'den az kadın işçi çalıştırılan işyerlerinde ise emzikli kadın\nişçilere 1 yaşından küçük çocuklarını emzirmeleri için biri ara\ndinlenmesinden biri işin bitiminden önce, ayrı ayrı iki defa 45'er\ndakikalık izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 92- ÇEŞİTLİ SAĞLIK VE GÜVENLİK HİZMET VE ARAÇLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İş Sağlığı ve Güvenliği mevzuatına uygun olarak işveren ecza\ndolapları, sağlık maddeleri ve sağlık malzemesi bulundurur.\u003C\u002Fp>\n\n\u003Cp>b)işveren işyerlerinde İş Sağlığı ve Güvenliği mevzuatına uygun\nolarak öngörülen şart ve evsafta içme suyu bulundurur.\u003C\u002Fp>\n\n\u003Cp>c)işçilerin soyunma yerleri ve elbiselerini saklayacakları yerler\nhakkında İş Sağlığı ve Güvenliği mevzuatına uygun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>d)Üyelerin sağlığının korunması ve iş güvenliği bakımından\nyürürlükteki mevzuatta belirtilen koruma araçları işveren tarafından\nverilir. Bunlar korumayı sağlayamayacak duruma gelince yenisi ile\ndeğiştirilir. Yukarıda belirlilen araçlar işyerinde kullanılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 93- HASTALANAN ÜYENİN İŞVEREN VEKİLİNİ HABERDAR ETMESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşyerine gelemeyecek derecede ağır hasta olan üye bu durumunu\nkendisinin çalışma saatinin başlangıcından itibaren 4 saat içinde\nişyeri amirine telefonla veya yazı ile bildirir. Bu üyenin vizite kağıdı\nişveren vekilince düzenlenip, derhal ikametgahına veya hastaneye\ngönderilir.\u003C\u002Fp>\n\n\u003Cp>b)Görev veya izin gibi sebeplerle işyerinin bulunduğu yerleşim yerinden\nuzaklaşan üyelere hastalanmaları halinde SGK’nın sigortalı adına\nsağlık hizmeti satın aldığı kurum ve kuruluşlarda viziteye\nçıkabilmeleri için bir belge verilir. Herhangi bir şekilde kullanılmayan\nbelge üyenin görev veya izninden dönüşünde işverene iade edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 94- İŞ KAZASINA UĞRAYAN İŞÇİLERİN HASTANEYE\nGÖTÜRÜLMESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Sürekli olarak 50'den fazla işçi çalıştırılan işyerlerinde iş\nkazasına uğramış işçilerin işyerine en yakın sağlık tesislerine\ntaşınması için gerekli araç ve gereçleri bulundurulacaktır.\u003C\u002Fp>\n\n\u003Cp>b)iş kazası nedeniyle acil olarak hastaneye kaldırılan işçinin\nyapılan muayenesi sonucu müdahale imkanının olmadığı hallerde\nişverence, tahsis edilecek bir vasıta ile en yakın başka bir hastaneye\ngötürülmesi sağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 95- İŞÇİLERİN İŞ GÜVENLİĞİ BAKIMINDAN UYACAKLARI BAŞLICA\nHUSUSLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin iş güvenliği bakımından riayetle yükümlü bulundukları\nhususlar şunlardır\u003C\u002Fp>\n\n\u003Cp>1-Kendilerine verilen istihsal, imal ve teknik güvenlik malzemesini,\nteçhizatını usulüne uygun olarak kullanmak,\u003C\u002Fp>\n\n\u003Cp>2-İş esnasında gerek kendileri ve gerekse arkadaşları için tehlike\nyaratabilecek her türlü ihmal ve dikkatsizliklerden sakınmak.\u003C\u002Fp>\n\n\u003Cp>3-işyerinde gördükleri herhangi bir anormal durumdan veya alet veya\nmakinelerdeki noksan ve anzalardan hemen ilgili kısım yöneticilerini veya\nustabaşını haberdar etmek,\u003C\u002Fp>\n\n\u003Cp>4-Her ne suretle olursa olsun, işyerinde yangına sebebiyet verecek\nhareketlerde bulunmamak, yangın vukuunda keyfiyeti itfaiyeye ve ilgililere\nhaber vermekle beraber bu konuda hususi tamim ve emirlerde belirtilen şekilde\nhareket etmek,\u003C\u002Fp>\n\n\u003Cp>5-İşyerlerinde arkadaşlarının kazaya uğraması, yaralanması ve\nbayılması halinde keyfiyeti ilgili kısım yöneticisine bildirmek, ecza\ndolabından yararlanmak sureti ile halin icabına göre ilk yardımları\nyapmak,\u003C\u002Fp>\n\n\u003Cp>6-İş güvenliğinin tesisi münhasıran kendisine verilmiş ise ilgili\nolmayanların buralara girmesine müsaade etmemek, ilgililer girerken can ve\nmal emniyeti bakımından onları ikaz ile emniyet tedbirlerini aldırmak.\u003C\u002Fp>\n\n\u003Cp>7-Nakil vasıtası kullanan işçiler trafik kurallarına uymakla\nyükümlüdürler. İşveren vekili veya ilgili amir işçiyi Karayolları\nTrafik Kanunu çerçevesi dışında uygulamaya zorlayamaz.\u003C\u002Fp>\n\n\u003Cp>Bu konuda işveren tarafından yazılı emir verilmedikçe, zorlama\nyapıldığı işçi tarafından öne sürülemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 96- TOPLU İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu konuda yasa hükümleri uygulanır,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 97- BİLDİRİM SÜRELERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Süresi belirli olmayan, sürekli iş sözleşmesi ile çalışan üyelerin\niş sözleşmesinin işveren tarafından İş Kanununun 25. maddesinde yazılı\nhaller dışında feshedilmesi halinde;\u003C\u002Fp>\n\n\u003Cp>a)İşi 6 aydan az sürmüş üye için bildirimin diğer tarafa\nyapılmasından başlayarak 3 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b)işi 6 aydan 1,5 yıla kadar sürmüş üye için bildirimin diğer tarafa\nyapılmasından başlayarak 5 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c)İşi 1,5 yıldan 3 yıla kadar sürmüş üye için, bildirimin diğer\ntarafa yapılmasından başlayarak 8 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d)işi 3 yıldan fazla sürmüş üye için bildirimin diğer tarafa\nyapılmasından başlayarak 10 hafta sonra, fesih geçerli olur.\u003C\u002Fp>\n\n\u003Cp>01.12.1987 tarihinden sonra ilk defa işe gireceklere ise kanun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 98- KIDEM TAZMİNATI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatı konusunda yasa hükümleri uygulanır. Bu çerçeve de\ngün sayısı her tam hizmet yılı için 35 gündür. 23.10.1985 tarihinden\nsonra ilk defa işe gireceklere ödenecek kıdem tazminatının hesabında ise\nyasada belirlenen süre esas alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 99- ÜYELER HAKKINDA BU TOPLU SÖZLEŞME HÜKÜMLERİNİN\nUYGULANACAĞI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üyeler hakkında bu sözleşme ile iş sözleşmesindeki ve mevzuattaki\nhükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 100- İHALELİ İŞLERDE ÇALIŞAN İŞÇİLER:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>MADDE 101-EK ÖDEME:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>İşçilere, müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, toplu iş sözleşmesinin birinci yılında yılda bir defa ve\nMayıs Ayında brüt 1.113,49 (Binyüzonüçlirakırkdokuzkuruş) TL ek ödeme\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu İŞ sözleşmesinin ikinci yılında ise, Mayıs ayında\nve bir kez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları\n(toplu iş sözleşmesinin birinci yılının birinci altı ay zammı olan %12\nhariç) oranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten\nsonraki ücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1- PTT İŞYERLERİNDE GEÇEN HİZMET SÜRELERİ\u003C\u002Fh2>\n\n\u003Cp>PTT işletmesi Genel Müdürlüğü'nün 10.06.1995 tarih ve 4000 sayılı\nkanunla yeniden yapılanarak Posta ve Telgraf Teşkilatı ve Türk\nTelekomünikasyon AŞ. şeklinde teşkilatlanmasından önce PTT İşletmesi\nGenel Müdürlüğü'ne bağlı işyerlerinde çalışan işçilerden halen\nPosta ve Telgraf Teşkilatı A Ş. Genel Müdürlüğü'ne bağlı\nişyerlerinde çalışan işçilerin PTT İşletmesi Genel Müdürlüğüne\nbağlı işyerlerinde geçen hizmetleri Posta ve Telgraf Teşkilatı A Ş.\nGenel Müdürlüğünde geçmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 2- FARKLARIN ÖDENME ZAMANI:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlük tarihi ile imza tarihi arasında\noluşacak ücret ve diğer tüm ödemelere ilişkin farklar kurumun bütçe\nimkanları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK-A: POZİSYONLARIN KAPSADIĞI DERECELER CETVELİ\u003C\u002Fh2>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"169\">\u003Cp>İŞÇİ POZİSYONLARI:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp>Kapsadığı Dereceler\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"169\">\u003Cp>İsçinin Ünvanı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp>(En az-En cok)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"169\">\u003Cp>Usta\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp>5-13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"169\">\u003Cp>Sürveyan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp>5-13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"169\">\u003Cp>Usta Yardımcısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp>3-12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"169\">\u003Cp>Düz İşçi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp>1-8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"510\">\u003Cp>NOT: Bunlardan şoförlük yaptırılanlar\n        ile iş makinesi operatörleri 3-12 derece diliminden işe\n        başlatılır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003Cstrong>EK-B: İŞE GİRİŞ ÜCRETLERİ CETVELİ (TL\u002FGÜN)\u003C\u002Fstrong>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>DERECE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>1. Altı Ay\u003C\u002Fp>\n\n        \u003Cp>(01.03.2021-31 08.2021)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>2. Altı Ay\u003C\u002Fp>\n\n        \u003Cp>(01.09.2021-28.02.2022)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>138,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>144,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>138,30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>144,72\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>138,60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>145,03\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>138,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>145,35\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>139,20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>145,66\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>139,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>145,98\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>139,80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>146,29\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>140,10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>146,61\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>140,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>146,92\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>140,70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>147,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>141,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>147,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>141,30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>147,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>141,60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\">\u003Cp>148,18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu ücretler toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003Cstrong>EK-C: POZİSYON DEĞİŞİKLİĞİ YAPACAK OLAN İŞÇİLERİN\nİMTİHAN NETİCESİNİ GÖSTERİR RAPOR\u003C\u002Fstrong>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İşçinin:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adı Soyadı.............................\u003C\u002Fp>\n\n\u003Cp>İMTİHANDAN ÖNCEKİ\u003C\u002Fp>\n\n\u003Cp>Unvanı..............................\u003C\u002Fp>\n\n\u003Cp>Derecesi...............................\u003C\u002Fp>\n\n\u003Cp>İMTİHAN NETİCESİNDE\u003C\u002Fp>\n\n\u003Cp>TAKDİR EDİLEN\u003C\u002Fp>\n\n\u003Cp>Unvanı..............................\u003C\u002Fp>\n\n\u003Cp>Derecesi..............................\u003C\u002Fp>\n\n\u003Cp>İş bu raporda adı ve soyadı yazılı\nişçi................................ Komisyonumuzca yapılan imtihanda\nbaşarı gösterdiğinden kararlaştırılan yeni pozisyon ve derecesi\nyukarıda yazılmıştır.\u003C\u002Fp>\n\n\u003Cp>...\u002F...\u002F20..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Başkan\u003C\u002Ftd>\n      \u003Ctd>1. Üye\u003C\u002Ftd>\n      \u003Ctd>2. Üye\u003C\u002Ftd>\n      \u003Ctd>3. Üye\n\n        \u003Cp>(Sendika Temsilcisi)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4. üye\n\n        \u003Cp>(Sendika Temsilcisi)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uygundur .\u003C\u002Fp>\n\n\u003Cp>... \u002F ... \u002F20..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ünite Amiri\u003C\u002Fp>\n\n\u003Cp>Veya Yetkili Amir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK-D: İŞE YENİ ALINACAK GEÇİCİ İŞÇiLERİN İMTİHAN NETİCESİNİ\nGÖSTERİR RAPOR\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçinin:\u003C\u002Fp>\n\n\u003Cp>Adı Soyadı.............................\u003C\u002Fp>\n\n\u003Cp>İMTİHAN NETİCESİNDE\u003C\u002Fp>\n\n\u003Cp>TAKDİR EDİLEN\u003C\u002Fp>\n\n\u003Cp>Unvanı..............................\u003C\u002Fp>\n\n\u003Cp>Derecesi..............................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş bu raporda adı ve soyadı yazılı işçi..................\nKomisyonumuzca yapılan imtihan neticesinde başarı gösterdiğinden\nkararlaştırılan unvan ve derece yukarıya yazılmıştır.\u003C\u002Fp>\n\n\u003Cp>.. .\u002F ... \u002F20...\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Başkan\u003C\u002Ftd>\n      \u003Ctd>1. Üye\u003C\u002Ftd>\n      \u003Ctd>2. Üye\u003C\u002Ftd>\n      \u003Ctd>3. Üye\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Uygundur .\u003C\u002Fp>\n\n\u003Cp>. ..1. . .\u002F20 ...\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK-E: POSTA VE TELGRAF TEŞKİLATI A.Ş. GENEL MÜDÜRLÜĞÜ İŞÇİLERİ\nKORUYUCU EŞYA VE MALZEMESİ ESASLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 1-AMAÇ:\u003C\u002Fh3>\n\n\u003Cp>Bu esasların amacı; Posta ve Telgraf Teşkilatı A.Ş. Genel\nMüdürlüğü işçilerine, iş Sağlığı ve Güvenliği mevzuatı gereği\nolarak veya işçilerin sağlığının soğuk, sıcak, yağmur gibi zararlı\ndış etkilerden korunması, işyerleri arasında bu konuda uygulama birliği\nsağlanması ve kendilerine Posta ve Telgraf Teşkilatı elemanı görünümü\nkazandırılması amacıyla verilecek gerekli koruyucu giyim eşya ve\nmalzemeleri ile ilgili hususların düzenlenmesidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2- KAPSAM:\u003C\u002Fh3>\n\n\u003Cp>Bu esaslar POSTA VE TELGRAF TEŞKİLATI A.Ş. Genel Müdürlüğünün İş\nKanunu Kapsamına giren işyerlerinde çalışan işçilere EK-F Posta ve\nTelgraf Teşkilatı A.Ş. İşçileri Koruyucu Giyim Eşya ve Malzemesi\nCetvelinde belirtilen şekilde uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- DEMİRBAŞ EŞYA VE MALZEME:\u003C\u002Fh3>\n\n\u003Cp>İş Sağlığı ve Güvenliği mevzuatı gereği olarak, yağmurluk,\nbalıkçı muşambası, kaynakçı maskesi ve önlüğü, eldiven, çizme,\nkasık çizmesi gibi gerekli koruyucu giyim eşyası ve malzemeleri demirbaş\nolarak işyerlerinde bulundurulur.\u003C\u002Fp>\n\n\u003Cp>Bu eşya ve malzemeler gerektiği yerde ve işlerde iş başında da\nkullanılmak üzere işçilere derhal verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4- TEKRAR İŞE GİRENLER:\u003C\u002Fh3>\n\n\u003Cp>Miat süresi içinde işyerinden ayrılan işçilerin bu süre içinde\ntekrar aynı ya da başka bir işyerine girmesi halinde, eşya ve malzemenin\nkendisi veya bedeli geri alınmamış ise, miadı çalışılmayan süreler\nkadar uzatılır, miadı dolana kadar tekrar verilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- VERİLEN EŞYA VE MALZEMELERİN DEĞİŞTİRİLMESİ:\u003C\u002Fh3>\n\n\u003Cp>işçilere verilen koruyucu giyim eşyası ve malzemelerden, iş icabı\nolarak olağanüstü sebeplerle miadı dolmadan giyilemez hale gelenler, iş\nyerinde tutulacak zabta istinaden miadı dolmadan değiştirilir. Yenisi\nverilenlerin eskisi geri alınmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- VERİLEN EŞYA VE MALZEMELERİN GERİ ALINMASI:\u003C\u002Fh3>\n\n\u003Cp>İşçilere verilen koruyucu giyim eşya ve malzemelerin miadı dolmadan\nölüm, emeklilik, yaşlılık veya maluliyet sebebiyle işten ayrılmalarda\nsöz konusu eşya ve malzemeler geri alınmayıp, bu şekilde ki ayrılmalar\ndışında ayrılanlardan bedelleri kist olarak geri alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 7- EŞYA VE MALZEMELERİN ZAMANINDA VERİLMESİ:\u003C\u002Fh3>\n\n\u003Cp>Bu esaslardan söz konusu edilen eşya ve malzemenin zamanında işçiye\nverilmesini teminen işyeri amiri yeterli bir süre önceden teklifte\nbulunmakla yükümlüdür. Ünite Amiri de bunların işçilere zamanında\nverilmesinden sorumludur. Koruyucu giyim eşyası bayan işçilere cinsiyetine\nuygun olarak verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- İŞYERİNDE GİYME ZORUNLULUĞU:\u003C\u002Fh3>\n\n\u003Cp>Yukarıda belirtilen giysilerin işyerinde giyilmesi olup, giymeyenler\nhakkında disiplin hükümleri uygulanır. Verilen koruyucu eşya ve malzemenin\niş esnasında giyilmemesi işçinin sağlığı için tehlike teşkil ettiği\nhalde işçi tarafından giyilmiyorsa kendisine o gün işbaşı yaptırılmaz\nve o gün için ücret ödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 9-YÜRÜRLÜK:\u003C\u002Fh3>\n\n\u003Cp>Bu esaslar toplu sözleşmenin imza tarihinden itibaren yürürlüğe\ngirer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EK-F POSTA VE TELGRAF TEŞKİLATI A.Ş. İSÇİLERİ KORUYUCU GİYİM EŞYA\nMALZEMESİ CETVELİ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"29\">\u003Cp>SIRA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"127\">\u003Cp>HİZMET TÜRÜ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> 1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>İŞ ELBİSESİ (YILDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>TAKIM ELBİSE IMLDA BİRİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>MONT\u003C\u002Fp>\n\n        \u003Cp>(2 YILDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>PARKA (2 YILDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>DAĞITICI KIYAFETİ IMLDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İŞ AYAKKABISI! AYAKKABI (III DA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>KEP\u002FBERK (2 YILDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>ELDİVEN (YILDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>BOT\u003C\u002Fp>\n\n        \u003Cp>(YILDA BÎR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>İŞ ÖNLÜĞÜ (YILDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>GÖM IKK (YIIDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>KRAVAT (YILDA BİR)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>şoförlük\u003C\u002Fp>\n\n        \u003Cp>HİZMETİNDE t ALIŞANLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>torba yüklemi: boşaltma,\u003C\u002Fp>\n\n        \u003Cp>ÇUVAL VE KUTU İSli Kİ İŞLERİNDE, PAl.ETLERDE, POSTA AÇMA,\n        POSTA TAŞIMA, AYIRIM ve SEVK İŞLER tNDE ÇALIŞAMAM\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(1 YAZLIK- 1 KIŞLIK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>ELEKTRİK ARIZA TESİSAT, GtÇ KAYNAKIARI TESİSİ\n        İŞLERİNDE ÇALISAN'IAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>KAI.ORİEEK , SIHHİ TESİSAT İŞLERİNDE\n        ÇALIŞANLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>MATBAA VE POSTA MAKİN AIAKİNDA ÇALIŞANLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>BÜRO Ot\u002FM İTLERİ, ARŞİV, ODACI HİZMETLERİ\n        İŞLERİNDE ÇALIŞANLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>DEPO, AMBAR VS. İŞJ.ERİNDE ÇALIŞANI AR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>İŞ MAKİNA1ARI VE OPERATÖRLÜK İŞLERİNDE\n        ÇALIŞAMAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>AŞÇI, AŞÇI YRD. VE BU 1 AŞIK İŞLERİNDE\n        ÇALIŞANLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(1 YAZLIK- 1 KIŞLIK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(1 YAZLIK 1 KIŞLIK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>GARSONLUK HİZMETİNDE ÇALIŞANLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(1 YAZLIK· 1 KIŞLIK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(1 YAZLIK- 1 KIŞLIK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>POSTA DAĞITIM HİZMETİNDE ÇALIŞANLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(1 YAZLIK- 1 KIŞLIK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>BAHÇIVANLIK İŞLERİNDE ÇALIŞANLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(1 YAZLIK- 1 KIŞLIK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>PIT MERKEZLERİNDE ÇALIŞAN İŞÇİIER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(I YAZLIK- 1 KIŞLIK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>PC KURULUMU VE ARIZA GİDERME HİZMETLERİNDE\n        ÇALIŞANIAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"51\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>X\u003C\u002Fp>\n\n        \u003Cp>(I YAZLIK- 1 K1Ş1.IK)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 101 asıl, 2 Geçici Madde ve 6 Ekten ibaret\nolup 01.09.2021 tarihinde taraflarca imzalanmıştır.\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>İşbu toplu iş sözleşmesi 101 asıl, 2 Geçici Madde ve 6 Ekten ibaret\nolup 01.09.2021 tarihinde taraflarca imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>İŞVEREN TEMSİLCİLERİ PTT A.S. GENEL MÜDÜRLÜĞÜ\u003C\u002Fp>\n\n\u003Cp>19. Dönem İşletme Toplu İş Sözleşmesi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end":47,"trainingprogrammes":49,"contracttrial":52,"contracttrialperiod":55,"disabilityfund":59,"pensionfund":62,"sicknesspay":66,"healthandsafetypolicy":70,"protectiveclothing":74,"funeralpay":78,"paidmaternityleave":82,"maternity_nursing_breaks_duration":86,"nursingfacilities":90,"paidpaternityleaveduration":94,"childcareleave":98,"deathrelatives":102,"marriageleave":106,"eqpay":109,"WORKHOURS_trigger":113,"hourspday_select":116,"hourspweek_select":119,"PAIDLEAV_trigger":123,"holidaysdays":126,"bankholidays1":130,"TRADEUNLEAV_trigger":134,"lowwageamount":137,"LOWWAGE_provision":141,"STRUCINCR_trigger":144,"ONCEONLY_trigger":148,"onceonlytype2":151,"ONCERISE_trigger":155,"incidentalbonustype2":158,"NOCTPREM_trigger":162,"shiftallowanceamount1":165,"OVERTIME_trigger":169,"overtimeallowancetype_general":172,"SUNDAY_trigger":176,"COMMUTE_trigger":180,"SENIOR_trigger":183,"longserviceallowancetype":186,"MEALALL_trigger":190},{"bindId":45,"name":46,"text":46},"cbadate_start","YÜRÜRLÜK SÜRESİ: 01.03.2021 - 28.02.2023",{"bindId":48,"name":46,"text":46},"cbadate_end",{"bindId":50,"name":51,"text":51},"trainingprogrammes","MADDE 87- İŞÇİNİN EĞİTİMİ",{"bindId":53,"name":54,"text":54},"contracttrial","MADDE 31- DENEME SÜRESİ",{"bindId":56,"name":57,"text":58},"contracttrialperiod","ilk defa göreve alınan işçi bir aylık de","ilk defa göreve alınan işçi bir aylık deneme süresine tabi tutulur.\nAncak, fabrika işyerlerinde bu süre 2 ay olarak uygulanabilir. Bu süreler\niçinde taraflar akdi bildirimsiz ve tazminatsız feshedebilirler. Ancak\nişçinin çalıştığı günler içinde ücret hakkı saklıdır. Görev\ndeğişikliklerinde deneme süresi uygulanmaz.",{"bindId":60,"name":61,"text":61},"disabilityfund","MADDE 66- İŞGÖREMEZLİK ÖDENEĞİ",{"bindId":63,"name":64,"text":65},"pensionfund","b)işveren işyerindeki hizmetleri toplamı","b)işveren işyerindeki hizmetleri toplamı 20 yılı doldurarak Sosyal\nGüvenlik Kurumundan yaşlılık, emeklilik veya malullük aylığı yahut\ntoptan ödemeye hak kazanmak suretiyle ayrılan üyelere son ayrıldığı\nünitece Posta ve Telgraf Teşkilatı A Ş. Genel Müdürlüğü emekli kimlik\nkartı ile hizmetini belirten bir hizmet belgesi ve işverence tespit edilecek\nbir hediye verilir.",{"bindId":67,"name":68,"text":69},"sicknesspay","a)Hastalık sebebiyle sadece 2 gün veya d","a)Hastalık sebebiyle sadece 2 gün veya daha az süre ile geçici iş\ngöremezliğe uğrayan üyelerin, ilgili mevzuat uyarınca Kurum tarafından\ngeçici işgöremezlik ödeneği ödenmeyen ilk 2 günlük ücretlerinin\ntamamı bir takvim yılında 5 defayı geçmemek kaydıyla işverence ödenir.\nGeçici işgöremezlik süresinin 2 günden fazla olması halinde üyeye,\nSosyal güvenlik Kurumunca verilen geçici işgöremezlik ödeneği üyenin\nSosyal Güvenlik Kurumundan ödenek aldığı günlere ait müktesep ücretleri\ntutarından az olduğu takdirde farkı işverence ödenir.",{"bindId":71,"name":72,"text":73},"healthandsafetypolicy","MADDE 85- İŞ SAĞLIĞI VE GÜVENLİĞİ TEDBİR","MADDE 85- İŞ SAĞLIĞI VE GÜVENLİĞİ TEDBİRLERİ",{"bindId":75,"name":76,"text":77},"protectiveclothing","MADDE 89- İŞ ELBİSESİ VE KORUYUCU GİYİM ","MADDE 89- İŞ ELBİSESİ VE KORUYUCU GİYİM EŞYASI\n\n\n\nİş Sağlığı ve Güvenliği mevzuatının gereği olarak;\nkullandırılacak eşya ve malzemeden hangilerinin kimlere ve ne suretle\nverileceği ile miatları ve bu konu ile ilgili diğer hususlar EK-E Posta ve\nTelgraf Teşkilatı A.Ş. İşçileri Koruyucu Giyim Eşya ve Malzemesi\nEsasları ve EK-F Posta ve Telgraf Teşkilatı A.Ş. işçileri Koruyucu Giyim\nEşya ve Malzemesi Cetvelinde gösterilmiş olup bu esas ve cetvelde işverence\nher türlü değişiklik yapılabilir. Değişiklikler sendikaya bildirilir.\n\nEK-E ve EK-F'de yer alan eşya ve malzemenin zamanında işçiye verilmesini\ntemin için işyeri amiri yeterli bir süre önceden teklifte bulunmakla\nyükümlüdür. Ünite amiri de bunların zamanında verilmesinden\nsorumludur.",{"bindId":79,"name":80,"text":81},"funeralpay","b)Üyenin eşinin, bakmakla yükümlü olduğu","b)Üyenin eşinin, bakmakla yükümlü olduğu çocukları (ölü doğduğu\nbelgelenenler dahil) ile başka bir kuruluştan yardım almayan ana ve\nbabasının ölümleri halinde, kendisine ölüm olayının toplu iş\nsözleşmesinin birinci yılının birinci altı ayında gerçekleşmesi\nhalinde 425,77 TL, birinci yılının ikinci altı ayında gerçekleşmesi\nhalinde 447,06 TL ölüm yardımı yapılır.",{"bindId":83,"name":84,"text":85},"paidmaternityleave","b)Kadın işçilerin doğumdan önce 8 ve doğ","b)Kadın işçilerin doğumdan önce 8 ve doğumdan sonra 8 hafta olmak\nüzere 16 haftalık süre içinde çalıştırılmaları yasaktır. Bu süreler\nişçinin sağlık durumunun özelliğine göre doğumdan önce ve sonra\ndoktorlarca artırılmışsa bu artırılan zamanlarda, doğumdan önceki 8 ve\ndoğumdan sonraki 8 haftalık süre hariç işçinin yevmiyesi işveren\ntarafından ödenir. Ancak bu sürede geçici işgöremezlik ödeneği alması\nhalinde bu ödenek tam ücrete iblağ edilir.",{"bindId":87,"name":88,"text":89},"maternity_nursing_breaks_duration","c)Emzikli kadın işçilere, oda ve kreşler","c)Emzikli kadın işçilere, oda ve kreşlerde bulunan 1 yaşından küçük\nçocuklarını emzirmeleri için ara dinlenmesinden önce ve sonra uygun\nsaatlerde, ayrı ayrı 2 defa, 45'er dakikalık izin verilir.",{"bindId":91,"name":92,"text":93},"nursingfacilities","a)Yaşları ve medeni halleri ne olursa ol","a)Yaşları ve medeni halleri ne olursa olsun, 150'den çok kadın işçi\nçalıştırılan işyerlerinde, 0-6 yaşındaki çocukların bırakılması ve\nbakılması, emzikli kadınların çocuklarını emzirmeleri için işveren\ntarafından, çalışma yerlerinden ayrı ve işyerine yakın bir kreşin\nkurulması zorunludur\n\nb)Yaşları ve medeni halleri ne olursa olsun, 100- 150 kadın işçi\nçalıştırılan işyerlerinde, 1 yaşından küçük çocukların\nbırakılması ve bakılması ve emzikli kadınların çocuklarını\nemzirmeleri için işveren tarafından çalışma yerlerinde ayrı ve işyerine\nyakın bir emzirme odası kurulması zorunludur.",{"bindId":95,"name":96,"text":97},"paidpaternityleaveduration","c)Durumlarını önceden şifahi olarak bild","c)Durumlarını önceden şifahi olarak bildirmeleri ve daha sonra yazılı\nolarak belgelemeleri şartıyla eşi doğum yapan işçilere 5 gün, evlat\nedinen işçilere 3 gün,",{"bindId":99,"name":100,"text":101},"childcareleave","f) Çalışan işçilerin eş çocuk ve bakmakl","f) Çalışan işçilerin eş çocuk ve bakmakla mükellef olduğu ana ve\nbabasının , SGK' nın sigortalı adına sağlık hizmeti satın aldığı\nkurum ve kuruluş doktorlarınca hastaneye sevk edilmesi halinde hastasına\nrefakat etmesi ve refakati belgelemek kaydıyla 5 gün ücretli izin\nverilir.",{"bindId":103,"name":104,"text":105},"deathrelatives","b)Ana, baba, eş, çocuk veya kardeşlerin ","b)Ana, baba, eş, çocuk veya kardeşlerin ölümlerinde 5 iş günü,",{"bindId":107,"name":108,"text":108},"marriageleave","a)Evlenmeleri halinde 5 iş günü,",{"bindId":110,"name":111,"text":112},"eqpay","Bir işyerinde aynı nitelikte işlerde ve ","Bir işyerinde aynı nitelikte işlerde ve eşit verimle çalışan kadın\nve erkek işçilere sadece cinsiyet ayrılığı sebebiyle farklı ücret\nverilmez.",{"bindId":114,"name":115,"text":115},"WORKHOURS_trigger","MADDE 40- NORMAL ÇALIŞMA",{"bindId":117,"name":118,"text":118},"hourspday_select","c)Günlük normal çalışma 9 saattir.",{"bindId":120,"name":121,"text":122},"hourspweek_select","a)Haftalık çalışma süresi 5 gün ve 45 sa","a)Haftalık çalışma süresi 5 gün ve 45 saattir. Pazar günleri işçiye\nbir iş yaptırmaksızın ücretleri hafta tatili ücreti olarak ödenir.\nÇalışma saatleri işveren veya vekillerince tespit edilerek işyerinde ilan\nolunur. Cumartesi günü akdi tatil günüdür.",{"bindId":124,"name":125,"text":125},"PAIDLEAV_trigger","MADDE 75- YILLIK ÜCRETLİ İZİNLER",{"bindId":127,"name":128,"text":129},"holidaysdays","a)1 yıldan 5 yıla kadar (5 yıl dâhil) ol","a)1 yıldan 5 yıla kadar (5 yıl dâhil) olanlar yılda 20 iş günü,",{"bindId":131,"name":132,"text":133},"bankholidays1","MADDE 45- ULUSAL BAYRAM VE GENEL TATİL G","MADDE 45- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ\n\n\n\nUlusal Bayram ve genel tatiller yasada belirtilen günlerdir.",{"bindId":135,"name":136,"text":136},"TRADEUNLEAV_trigger","MADDE 78- SENDİKAL İZİNLER",{"bindId":138,"name":139,"text":140},"lowwageamount","01.03.2021 tarihinde işçilerin günlük br","01.03.2021 tarihinde işçilerin günlük brüt çıplak ücretleri; 136,67\nTL'nin altında olanların, günlük brüt çıplak ücretleri 136,67 TL’ye\nçekilecektir",{"bindId":142,"name":143,"text":143},"LOWWAGE_provision","I-TABAN ÜCRET:",{"bindId":145,"name":146,"text":147},"STRUCINCR_trigger","II-ÜCRET ZAMLARI: a)Birinci Yıl Birinci ","II-ÜCRET ZAMLARI:\n\n\n\na)Birinci Yıl Birinci Altı Ay Zammı:\n\n01.03.2021tarihinde işyerinde çalışmakta olan işçilerin ücretleri\n(I.) fıkradaki taban ücrete çekildikten sonra, 01.03.2021 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.03.2021 tarihinden geçerli olmak\nüzere birinci altı ay için %12 (On iki) oranında zam yapılacaktır.",{"bindId":149,"name":150,"text":150},"ONCEONLY_trigger","MADDE 101-EK ÖDEME:",{"bindId":152,"name":153,"text":154},"onceonlytype2","İşçilere, müktesep hak sayılmamak ve baş","İşçilere, müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, toplu iş sözleşmesinin birinci yılında yılda bir defa ve\nMayıs Ayında brüt 1.113,49 (Binyüzonüçlirakırkdokuzkuruş) TL ek ödeme\nyapılacaktır.\n\nBu ödeme, toplu İŞ sözleşmesinin ikinci yılında ise, Mayıs ayında\nve bir kez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları\n(toplu iş sözleşmesinin birinci yılının birinci altı ay zammı olan %12\nhariç) oranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten\nsonraki ücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.",{"bindId":156,"name":157,"text":157},"ONCERISE_trigger","MADDE 57- İLAVE TEDİYE VE İKRAMİYE",{"bindId":159,"name":160,"text":161},"incidentalbonustype2","b)İşçilere yukarıdaki ilave tediyeden ay","b)İşçilere yukarıdaki ilave tediyeden ayrı olarak Mayıs ve Eylül\naylarının 22'sinde 30'ar günlük ücretleri tutarında olmak üzere yılda\niki ikramiye verilir. Ancak, bu fıkradaki ikramiyenin ödeme dönemi olarak\nsözleşme yılı esas alınır.",{"bindId":163,"name":164,"text":164},"NOCTPREM_trigger","MADDE 44- GECE ÇALIŞMASI",{"bindId":166,"name":167,"text":168},"shiftallowanceamount1","iş hayatında gece tabiri gece saat 20.00","iş hayatında gece tabiri gece saat 20.00'den başlayarak en erken 06.00'da\nsona eren devredir. Bu saatler arasında yapılan gece çalışmalarında her\nbir saat çalışmaya karşı başkaca bir ödemeyi etkilememek ve diğer\nödemelerden ayrı olmak kaydıyla 0,07 TL gece zammı ödenir",{"bindId":170,"name":171,"text":171},"OVERTIME_trigger","MADDE 42- FAZLA ÇALIŞMA",{"bindId":173,"name":174,"text":175},"overtimeallowancetype_general","2- İş kanununun 42. ve 43. maddeleri hük","2- İş kanununun 42. ve 43. maddeleri hükümlerine göre yapılacak fazla\nçalışmalarda bahsi geçen maddeler hükümleri uygulanır",{"bindId":177,"name":178,"text":179},"SUNDAY_trigger","3-Haftanın 5 işgününde (Hafta tatili ücr","3-Haftanın 5 işgününde (Hafta tatili ücretlerinin ödenmesine mani\nolmayan haller dahil) çalışmış bulunan üyelerin tatil yapması gereken 6\nveya 7 inci gün dahi çalıştırılması halinde çalışılan bu 6 veya 7\ninci günde çalıştırıldıkları süreye ait ücretleri bir iş\nkarşılığı olmaksızın ödenen akdi ve hafta tatili ücretlerinden ayrı\nve %100 zamlı olarak ödenir. (Tam gün çalıştıkları takdirde kendi\nyevmiyesi dahil toplam 3 yevmiye) Ancak bu durumda 7 günlük çalışma\nsüresi içinde bulunan Cumartesi ve Pazar çalışması için ayrıca zam\nverilmez.",{"bindId":181,"name":182,"text":182},"COMMUTE_trigger","MADDE 62- VASITA ÜCRETİ",{"bindId":184,"name":185,"text":185},"SENIOR_trigger","MADDE 98- KIDEM TAZMİNATI",{"bindId":187,"name":188,"text":189},"longserviceallowancetype","Kıdem tazminatı konusunda yasa hükümleri","Kıdem tazminatı konusunda yasa hükümleri uygulanır. Bu çerçeve de\ngün sayısı her tam hizmet yılı için 35 gündür. 23.10.1985 tarihinden\nsonra ilk defa işe gireceklere ödenecek kıdem tazminatının hesabında ise\nyasada belirlenen süre esas alınır.",{"bindId":191,"name":192,"text":192},"MEALALL_trigger","MADDE 58- YEMEK BEDELİ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>PTT TÜRKİYE HABER-İŞ ARASINDA İMZALANAN 19. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.03.2021 - 28.02.2023 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2021-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-02-28\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: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Genel kamu yönetimi faaliyetleri\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Name other signatories from employees' side: → \n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 10 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → 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 425.77\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Evet\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: → 5 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: → 5 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: → Hayır\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: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 20.0 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 136.67\n            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id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → TRY 0.07 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            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