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Recep Tayyip Erdoğan\nÜniversitesi Rektörlüğü ile Büro, Eğitim, Güzel Sanatlar, Ticaret ve\nKooperatif İşçileri Sendikası (ÖZ BÜRO- İŞ)'dır.\u003C\u002Fp>\n\n\u003Ch3>B) Tanımlar:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi metninde:\u003C\u002Fp>\n\n\u003Cp>a) T.C. Recep Tayyip Erdoğan Üniversitesi Rektörlüğü ve bağlı (10\nno.lu işkolunda faaliyet gösteren) iş yerleri \"İŞ YERİ\"ni, bütünü\n\"İŞLETME\"yi,\u003C\u002Fp>\n\n\u003Cp>b) T.C. Recep Tayyip Erdoğan Üniversitesi Rektörlüğü \"İŞ VEREN\"i,\u003C\u002Fp>\n\n\u003Cp>c) T.C. Recep Tayyip Erdoğan Üniversitesi Rektörlüğü iş yerlerini\nsevk ve idareye yetkili olanlar, \"İŞVEREN VEKİLİ\"ni,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>ç) Büro, Eğitim, Güzel Sanatlar, Ticaret ve Kooperatif İşçileri\nSendikası (ÖZ BÜRO-\u003C\u002Fp>\n\n\u003Cp>İŞ). \"SENDİKA\"yı,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) İş sözleşmesine dayanarak çalışan gerçek kişiler,\n\"İŞÇİ\"yi,\u003C\u002Fp>\n\n\u003Cp>e) İş yerinde çalışan ve kanunen işçi sayılan ÖZ BÜRO-IŞ\nüyeleri, \"ÜYE\"yi,\u003C\u002Fp>\n\n\u003Cp>f) Bu İşletme Toplu İş Sözleşmesi \"SÖZLEŞME\"yi,\u003C\u002Fp>\n\n\u003Cp>ifade eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- KAPSAM VE YARARLANMA:\u003C\u002Fh3>\n\n\u003Ch3>A) Kapsam:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi, T.C. Recep Tayyip Erdoğan Üniversitesi\nRektörlüğü ve bağlı (10 no.lu işkolunda faaliyet gösteren) iş yerleri\nile bu iş yerlerine bağlı eklentilerde çalışan taraf Sendika üyesi\nişçileri kapsar.\u003C\u002Fp>\n\n\u003Ch3>B) Yararlanma:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinden taraf Sendika üyesi işçiler\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinden, imza tarihinde taraf Sendikaya üye olanlar\nyürürlük tarihinden, imza tarihinden sonra Sendikaya üye olanlar ise\nüyeliklerinin Sendikaca işverene bildirildiği tarihten itibaren\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Üye olmayanların yararlanmaları hakkında 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de iş sözleşmelerinin sona erdiği tarihe\nkadar Toplu İş Sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- TOPLU İŞ SÖZLEŞMESİNİN HÜKMÜ:\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri, toplu\niş sözleşmesine aykırı olamaz. İş sözleşmelerinin Toplu İş\nSözleşmesine aykırı hükümlerinin yerini Toplu İş Sözleşmesindeki\nhükümler alır. İş sözleşmesinde düzenlenmeyen hususlarda Toplu İş\nSözleşmesindeki hükümler uygulanır. Toplu İş Sözleşmesinde iş\nsözleşmelerine aykırı hükümlerin bulunması hâlinde iş sözleşmesinin\nişçi yararına olan hükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>Sona eren Toplu İş Sözleşmesinin iş sözleşmesine ilişkin\nhükümleri, yenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü\nolarak devam eder.\u003C\u002Fp>\n\n\u003Cp>Sözleşmede belirtilmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- İŞ YERİ SENDİKA TEMSİLCİLERİ:\u003C\u002Fh2>\n\n\u003Ch3>A) Atanması:\u003C\u002Fh3>\n\n\u003Cp>Sendika, iş yerinde çalışan ve bu Toplu İş Sözleşmesi kapsamına\ngiren işçilerden olmak kaydıyla 6356 sayılı Sendikalar ve Toplu İş\nSözleşmesi Kanununun 27 nci maddesi hükümleri uyarınca iş yeri sendika\ntemsilci\u002Ftemsilcilerini seçer ve seçtiği temsilcilerin listesini, varsa baş\ntemsilciyi ayrıca belirtmek suretiyle on beş gün içinde işverene yazı ile\nbildirir.\u003C\u002Fp>\n\n\u003Ch3>B) Görevleri:\u003C\u002Fh3>\n\n\u003Cp>İş yeri sendika temsilcisi\u002Ftemsilcileri kanunlarda ve bu Toplu İş\nSözleşmesinde kendilerine verilen görevlerden başka;\u003C\u002Fp>\n\n\u003Cp>İş yerlerinde, üyelerle işveren arasında ilişkiyi ve çalışma\nhuzurunu sağlamak,\u003C\u002Fp>\n\n\u003Cp>Sendika ile üyeler arasında bağları güçlendirmek,\u003C\u002Fp>\n\n\u003Cp>İş yerlerinde çalışma saatleri içinde asıl işini aksatmamak ve iş\ndisiplinine aykırı davranmamak kaydıyla üyelerin şikâyet ve\nmüracaatlarını dinlemek,\u003C\u002Fp>\n\n\u003Cp>Üye ve işveren arasındaki uyuşmazlıkların çözümünde çalışmakla\ngörevlidir.\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>İşçi Sayısı\u003C\u002Ftd>\n      \u003Ctd>Sendika Temsilcisi Sayısı\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50'ye kadar ise\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 arasında\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-500 arasında\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 arasında\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1001-2000 arasında\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2000'den fazla ise\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- SENDİKA ÜYELİĞİNİN, TEMSİLCİLİĞİNİN VE\nYÖNETİCİLİĞİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>6356 sayılı Sendikalar ve Toplu Iş Sözleşmesi Kanununun 23, 24 ve 25\ninci madde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 7-SENDİKAL İZİNLER:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>A) TEMSİLCİ İZİNLERİ:\u003C\u002Fh3>\n\n\u003Cp>Sendika baş temsilci veya temsilcileri, iş yerindeki temsilcilik\ngörevlerini, işlerini aksatmamak ve iş disiplinine aykırı olmamak şartı\nile işverenin de uygun göreceği zamanlarda aşağıdaki yazılı sürelerde\nyerine getirirler.\u003C\u002Fp>\n\n\u003Cp>Baş temsilcinin bu izin süresini iş yerinde geçirmesi asıldır. Ancak\nbaş temsilci izin süresini, Sendika merkezi, şube veya bölge\ntemsilciliğinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşulu ile sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">HAFTALIK\n        İZİN SÜRESİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İş Yeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Temsilci\u003C\u002Ftd>\n      \u003Ctd>Baş Temsilci\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501 ve daha fazla işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>B) DİĞER İZİNLER:\u003C\u002Fh2>\n\n\u003Cp>Sendika temsilcileri ile görevlilerine kongre, konferans, seminer,\nyönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi\ntoplantılara katılmaları için Sendikanın yazılı talebi üzerine\naşağıdaki düzenlenmiş şekle 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 colspan=\"2\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">YILLIK\n        TOPLAM ÜCRETLİ İZİN SÜRESİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İş Yeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Sendika Temsilcisi ve Görevlileri\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>20 Gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>25 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>30 Gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>35 Gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1001 ve daha fazla işçi çalıştırılan iş yerinde\u003C\u002Ftd>\n      \u003Ctd>İşçi sayısının %15'i kadar gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler, her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde iş yeri işçi sayısının %5'inden fazla sayıda üyenin birden\neğitim izni kullanması işverenin onayına tabidir. Ancak Genel Kurullar\niçin bu %5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8- SENDİKA İLAN TAHTASI VE TEMSİLCİ ODASI:\u003C\u002Fh2>\n\n\u003Ch3>A) İLAN TAHTASI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, Sendika haberlerinin işçilere duyurulması için iş yerinde\nişçilerin kolayca görebilecekleri uygun bir yere ilan tahtası konulmasını\nsağlar.\u003C\u002Fp>\n\n\u003Cp>Sendika ilanları, iş yeri sendika temsilcilerince önceden bir sureti\nişverene verilmek ve mutabakat sağlamak kaydıyla ilan tahtasına asılır.\nYetkili imza ve mühürleri taşımayan duyuru ve bildiriler ile işveren\naleyhine olan ve suç teşkil eden ilanlar ilan tahtasına asılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B) TEMSİLCİ ODASI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, imkânlar dahilinde iş yerlerinde iş yeri sendika\ntemsilcilerinin temsilcilik görevlerini yapabilecekleri ve evraklarını\nmuhafaza edebilecekleri bir odayı Sendikaya temsilcilik odası olarak tahsis\neder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- SENDİKA YÖNETİCİ VE TEMSİLCİLERİNİN ÜYE VE İŞVERENLE\nGÖRÜŞMESİ:\u003C\u002Fh2>\n\n\u003Cp>Sendika yöneticileri, işveren veya vekilinden izin almak şartıyla\nişverenin göstereceği yerde ve işi aksatmayacak şekilde üyelerle\ngörüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>Sendika yöneticileri ve iş yeri sendika temsilcileri, iş yeriyle ilgili\nkonular hakkında önceden randevu almak şartıyla işveren veya vekilleriyle\ngörüşebilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10-SENDİKA AİDATI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, kanun gereği kesmesi gereken üyelik aidatını veya dayanışma\naidatını işçilerin ücretlerinden keserek bir ay içinde Sendikanın\nbildireceği banka hesabına yatırmak ve kesinti listesini Sendikaya posta ya\nda e-posta (iletisim@ozburois.org) ile göndermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler için\nyapılacak kesintiler işçinin yazılı muvafakatine bağlıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- İŞE ALMADA USUL:\u003C\u002Fh2>\n\n\u003Cp>İşe alınacak işçiler hakkında, işveren \"Kamu Kurum ve Kuruluşlarına\nİşçi Alınmasında Uygulanacak Usul ve Esaslar Hakkında Yönetmelik\" ve\nilgili diğer mevzuat esaslarına göre hareket eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 12-DENEME SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Deneme süresi bir aydır. Deneme süresi içinde taraflar iş\nsözleşmesini bildirim süresine gerek olmaksızın tazminatsız\nfeshedebilirler. İşçinin çalıştığı günler için ücret ve diğer\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13-GÖREV TANIMI:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin kendi görev tanımları kapsamındaki işleri yapmaları\nesastır. Ancak işçiler. işveren tarafından gerekli görülmesi halinde\ngörev tanımlarının dışındaki benzer işlerde de\nçalıştırılabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14- İŞ VE İŞ YERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin tabi oldukları mevzuat hükümleri saklı kalmak kaydıyla;\u003C\u002Fp>\n\n\u003Cp>İşçiler gerektiği takdirde, iş yeri içinde unvanı veya niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde muvafakat\naranmaksızın geçici olarak işveren tarafından görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak şartı ile işçilerin, aynı\nişverene bağlı ve belediye hudutları içindeki bir başka iş yerine\nişverence nakledilmeleri mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı işverene bağlı ve belediye hudutları dışındaki iş\nyerlerine daimî olarak nakledilmeleri yazılı rızaya bağlıdır. Geçici\nsüre ile nakillerde işçinin rızası aranmaz. Ancak bu süre üç ayı\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>İş ve iş yeri değişikliği ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 15- ASKERLİK VE KANUNDAN DOĞAN ÇALIŞMA:\u003C\u002Fh2>\n\n\u003Cp>İşçinin muvazzaf askerlik hizmeti dışında, manevra veya herhangi bir\nnedenle silahaltına alınması nedeniyle işinden ayrılması hâlinde, bu\nkonuya ilişkin olarak 4857 sayılı İş Kanununun 31 inci madde hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Askerlik nedeniyle iş yerinden ayrılan işçilerin yeniden işe\nalınmaları konusunda mevzuat hükümleri uygulanır. Muvazzaf askerlik\nnedeniyle askere gidecek işçilere işverence brüt 1.000,00 TL tutarında\naskerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16- YENİ İŞ ARAMA İZNİ:\u003C\u002Fh2>\n\n\u003Cp>Bildirim süreleri içinde işveren, işçiye yeni bir iş bulması için\ngerekli olan iş arama iznini, iş saatleri içinde ve ücret kesintisi\nyapmadan vermeye mecburdur. İş arama izin süresi günde üç saattir.\nİşçi isterse iş arama izin saatlerini birleştirerek toplu kullanabilir.\nAncak iş arama iznini toplu kullanmak isteyen işçi, bunu işten\nayrılacağı günden evvelki günlere rastlatmak ve bu durumu işverene\nbildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşveren yeni iş arama iznini vermez veya eksik kullandırırsa o süreye\nilişkin ücret işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren, iş arama izni esnasında işçiyi çalıştırır ise işçinin\nizin kullanarak bir çalışma karşılığı olmaksızın alacağı ücrete\nilaveten, çalıştırdığı sürenin ücretini %100 zamlı öder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17- HAFTALIK ÇALIŞMA SÜRESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>İş yerinde çalışma süresi haftada en çok kırk beş saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışma süresinin günlere göre dağılımı, mesai başlama ve bitiş\nsüreleri, işin gereğine ve iş yerinin özelliklerine göre mevzuat\nhükümlerine uygun olarak işverence tespit edilir ve iş yerinde ilan edilir.\nNormal çalışma yapılan iş yerleri için pazar günü hafta tatilidir.\u003C\u002Fp>\n\n\u003Cp>Vardiyalı çalışılan işlerde ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch2>MADDE 18- ARA DİNLENMESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Günlük çalışma süresinin ortalama bir zamanında, o yerin gelenekleri\nve işin gereğine göre ayarlanmak suretiyle işçilere;\u003C\u002Fp>\n\n\u003Cp>a) Dört saat veya daha kısa süreli işlerde on beş dakika,\u003C\u002Fp>\n\n\u003Cp>b) Dört saatten fazla ve yedi buçuk saate kadar (yedi buçuk saat dahil)\nsüreli işlerde yarım saat,\u003C\u002Fp>\n\n\u003Cp>c) Yedi buçuk saatten fazla süreli işlerde bir saat,\u003C\u002Fp>\n\n\u003Cp>ara dinlenmesi verilir. Bu dinlenme süreleri en az olup aralıksız\nverilir.\u003C\u002Fp>\n\n\u003Cp>Ancak bu süreler, iklim, mevsim, o yerdeki gelenekler ve işin niteliği\ngöz önünde tutularak sözleşmeler ile aralı olarak kullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Dinlenmeler bir iş yerinde işçilere aynı veya değişik saatlerde\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmeleri çalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>MADDE 19- FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Haftalık kırk beş saatin üzerinde yapılan çalışmalar fazla\nçalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Fazla çalışmalarda her bir saat fazla çalışma için verilecek ücret,\nnormal çalışma ücretinin saat başına düşen tutarının %70\nyükseltilmesi suretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla çalışma yapan işçi isterse, bu çalışma karşılığı zamlı\nücret yerine, fazla çalıştığı her saat karşılığında bir saat kırk\ndakikayı serbest zaman izni olarak kullanabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20-HAFTA TATİLİ ÇALIŞMASI VE ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cp>İşçilere, iş yerinde belirlenen çalışma günlerinde çalışmış\nolmaları koşulu ile yedi günlük bir zaman dilimi içinde kesintisiz en az\nyirmi dört saat dinlenme (hafta tatili) verilir..\u003C\u002Fp>\n\n\u003Cp>Çalışılmayan hafta tatili günü için işveren tarafından bir iş\nkarşılığı olmaksızın o günün ücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Hafta tatili günü çalıştırılan işçilere, çalışmadan alacakları\nücretleri ile birlikte bugün için toplam üç günlük ücret ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2>MADDE 21- ULUSAL BAYRAM, GENEL TATİL GÜNLERİ VE ÜCRETLERİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günleri kanunda belirtilen günlerdir.\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günlerinde çalıştırılan işçilere, bir\niş karşılığı olmaksızın alacakları ücretleri ile birlikte bugün\niçin toplam üç günlük ücret ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 22-GECE ÇALIŞMASI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre gece\ndönemidir. 20.00-06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %10 zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Gece zammından tüm işçiler (güvenlik işçileri dahil)\nyararlanacaktır. Ancak gece vardiya zammı\u002Fprimi olan yerlerde ayrıca gece\nzammı ödenmez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23- YILLIK ÜCRETLİ İZİNLER:\u003C\u002Fh2>\n\n\u003Cp>4857 sayılı İş Kanununun 53 üncü maddesi gereğince; iş yerinde işe\nbaşladığı günden itibaren, deneme süresi de içinde olmak üzere, en az\nbir yıl çalışımış olan işçilere yıllık ücretli îzin verilir.\u003C\u002Fp>\n\n\u003Cp>İşçilere verilecek yıllık ücretli izin süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) Hizmet süresi bir yıldan beş yıla kadar (beş yıl dahil) olanlara\nyirmi gün.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Hizmet süresi beş yıldan fazla on beş yıldan az olanlara yirmi altı\ngün,\u003C\u002Fp>\n\n\u003Cp>c) Hizmet süresi on beş yıl (dahil) ve daha fazla olanlara otuz gün,\u003C\u002Fp>\n\n\u003Cp>olarak verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, hafta tatili ve genel tatil günleri izin süresinden sayılmaz.\nAncak yıllık izin süresi bakımından cumartesi günleri iş günü\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda gösterilen izin süreleri tarafların anlaşması ile bir\nbölümü on günden aşağı olmamak üzere bölümler hâlinde\nkullanılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 24- ÜCRETLİ MAZERET İZİNLERİ:\u003C\u002Fh2>\n\n\u003Cp>İşçilere aşağıdaki hålleri belgelendirmek ve olayın vukuundan\nitibaren on gün içerisinde kullanmak kaydıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a) İşçinin evlenmesi halinde yedi gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b) hâlinde yedi gün, İşçinin ana, baba, kardeş, eş, çocuk,\nkayınvalide veya kayınpederinin ölümü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>c) İşçinin eşinin doğum yapması hâlinde on gün.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ç) İşçinin evlat edinmesi halinde beş gün,\u003C\u002Fp>\n\n\u003Cp>d) İşçinin taşınması hâlinde üç gün,\u003C\u002Fp>\n\n\u003Cp>e) Yangın, sel, deprem gibi doğal afetlere uğrayan işçilere on gün,\nücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>f) İşçilere işverence mazeretleri uygun görülmesi kaydıyla, yılda\nbeş güne kadar ücretli mazeret izni verilebilir. Bu izinlerin kullanılması\nbir defada bir saatten az, bir günden fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>g) İşçilerin en az %70 oranında engelli veya süreğen hastalığı olan\nçocuğunun tedavisinde, hastalık raporuna dayalı olarak ve çalışan\nebeveynden sadece biri tarafından kullanılması kaydıyla, bir yıl içinde\ntoptan veya bölümler hålinde on güne kadar ücretli mazeret izni\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>g) İşçinin bakmakla yükümlü olduğu veya işçi refakat etmediği\ntakdirde hayatı tehlikeye girecek ana, baba, eş ve çocukları ile\nkardeşlerinden birinin ağır bir kaza geçirmesi veya tedavisi uzun süren\nbir hastalığının bulunması hâllerinde, bu hållerin sağlık kurulu\nraporuyla belgelendirilmesi şartıyla, ücret ve özlük hakları korunarak\nüç aya kadar ücretli mazeret izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>h) Engelli kadrosunda istihdam edilen personele veya birinci derece engelli\nyakını olan personele 3 Aralık Dünya Engelliler Gününde bir gün ücretli\nmazeret izni verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- ÜCRETSİZ MAZERET İZNİ:\u003C\u002Fh2>\n\n\u003Cp>a) İş yerinde çalışan Sendika üyesi işçilerin talepleri ve\nmazeretlerinin işverence kabulü halinde yılda altmış güne kadar ücretsiz\nmazeret izni verilebilir. Bu izin süresi işverence uygun görülmesi hâlinde\naynı şartlarla altmış gün daha uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>b) İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği\ntakdirde hayatı tehlikeye girecek anne, baba, eş ve çocukları ile\nkardeşlerinden birinin ağır kaza geçirmesi veya önemli bir hastalığa\ntutulmuş olması hållerinde, bu hâllerin sağlık kurulu raporu ile\nbelgelendirilmesi şartıyla, istekleri üzerine en çok altı aya kadar\nücretsiz mazeret izni verilebilir. Aynı şartlarda bu süre, işverenin\nonayı ile bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2>MADDE 26-ANALIK HALİNDE ÇALIŞMA VE SÜT İZNİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Kadın işçilerin doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam on altı haftalık süre için çalıştırılmamaları\nesastır. Çoğul gebelik hâlinde doğumdan önce çalıştırılmayacak sekiz\nhaftalık süreye iki hafta süre eklenir. Ancak sağlık durumu uygun olduğu\ntakdirde, doktorun onayı ile kadın işçi isterse doğumdan önceki üç\nhaftaya kadar iş yerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası sürelere eklenir. Kadın işçinin\nerken doğum yapması halinde ise doğundan önce kullanamadığı\nçalıştırılmayacak süreler, doğum sonrası sürelere eklenmek suretiyle\nkullandırılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>İsteği hâlinde kadın işçiye, on altı haftalık sürenin\ntamamlanmasından veya çoğul gebelik hâlinde on sekiz haftalık süreden\nsonra on iki aya kadar ücretsiz izin verilir. Bu süre, yıllık ücretli izin\nhakkının hesabında dikkate alınmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>Kadın işçiye, çocuğunu emzirmesi için doğum sonrası analık izni\nsüresinin bitim tarihinden itibaren ilk altı ayda günde üç saat, ikinci\naltı ayda günde bir buçuk saat süt izni verilir. Süt izninin hangi saatler\narasında ve günde kaç kez kullanılacağı hususunda, kadın işçinin\ntercihi esastır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 27-GÖZALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLATMA:\u003C\u002Fh2>\n\n\u003Cp>1- Gözaltına alınan işçiler, bu durumu belgelendirdikleri takdirde\nkanuni gözaltı süresince ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>2- İşçinin herhangi bir suçla tutuklandığı, gözaltına alındığı\nve tutuklu kaldığı sürelerin toplamı, 4857 sayılı İş Kanunundaki\nbildirim sürelerini aştığı takdirde iş sözleşmesi münfesih sayılır.\nBu sürelerin 4857 sayılı İş Kanunundaki bildirim süresini aşmaması\nhâllerinde, işçi bu süreler için ücretsiz izinli sayılır.\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>ç) Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biriyle doksan gün içinde son bulması ve işçinin bu\ntarihten itibaren bir hafta içinde işine dönmeyi talep etmesi halinde,\nişveren tarafından emsallerinin hakları ile işe alınır. Doksan gün\nsonunda yapılan başvuru hâlinde boş yer varsa işe alınır. Bu hâlde işe\ntekrar alınan işçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan (bu maddenin altıncı fıkrasındaki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken doksan gün içinde tahliye\nedilen işçilerin bir hafta içinde işe başvurması halinde, münhal kadro\nbulunması ve ihtiyaç duyulması durumunda işveren tarafından tekrar işe\nalınırlar. Bilahare hüküm giymeleri halinde hizmet akitleri münfesih\nsayılır. Şu kadar ki beşinci fikranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5- Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a) Altı ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b) Altı aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af\nile sonuçlanan veya iyi hali nedeni ile altı aydan fazla ceza aldığı\nhâlde altı aydan önce tahliye edilen işçiler, bir hafta içinde\nbaşvurması ve iş yerinde durumuna uygun münhal kadro bulunması ve\nhizmetine ihtiyaç duyulması hâlinde işverenin takdiri ile tekrar işe\nalınabilirler.\u003C\u002Fp>\n\n\u003Cp>6- Yüz kızartıcı suçlar ile sabotaj, Devletin ülke ve milleti ile\nbütünlüğüne, milli güvenliğe, kamu düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler, cezanın\nertelenmesi, paraya çevrilmesi veya affa uğraması hållerinde dahi hiçbir\nsuretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7- İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde doksan gün içinde\nhükümlülük veya tutukluluk hâli sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a) Tutuklu veya hükümlü kaldıkları sürenin sonunda yedi gün\niçinde.\u003C\u002Fp>\n\n\u003Cp>b) Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin\niade edildiği tarihten itibaren yedi gün içinde, başvurmaları hâlinde\neski işlerine alınırlar. Doksan günden fazla süren hükümlülük veya\ntutukluluk hâlinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28- BİLDİRİM SÜRELERİ:\u003C\u002Fh2>\n\n\u003Cp>Bildirim süreleri hakkında 4857 sayılı İş Kanununun 17 nci madde\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 29- KIDEM TAZMİNATI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İş sözleşmesi, 4857 sayılı İş Kanununda belirtilen hållerde sona\neren işçiye kıdem tazminatı ödenmesi hususunda aşağıda belirtilen\nsüreler dışında kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>İşçiye her tam hizmet yılı için otuz beş günlük ücreti, işçinin\nişverenin işini yaparken iş kazası veya meslek hastalığı sonucu ölümü\nhalinde ise her tam hizmet yılı için kırk beş günlük ücreti tutarında\nkıdem tazminatı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 30-HARCIRAH:\u003C\u002Fh2>\n\n\u003Cp>Harcırah konusunda 6245 sayılı Harcırah Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31- İŞ GÖREMEZLİK HALİ VE HASTALIK YARDIMI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda beş defayı geçmemek üzere işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 32- ÜCRET VE ÖDEME ZAMANI:\u003C\u002Fh2>\n\n\u003Cp>Ücret, işçilere yaptıkları iş karşılığında işveren tarafından\nsağlanan ve para ile ödenen tutardır.\u003C\u002Fp>\n\n\u003Cp>İşçi ücretleri, mevzuat gereği Türk Parası ile işçilerin banka\nhesaplarına yatırılmak suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren yaptığı her ödemede işçiye ücret hesabını gösterir\nimzalı veya iş yerinin özel işaretini taşıyan bir ücret pusulası\nverir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33- ÜCRET ZAMMI:\u003C\u002Fh2>\n\n\u003Ch3>1) İyileştirme:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cp>Toplu İş Sözleşmelerinin yürürlük başlangıç tarihinde aylık brüt\nçıplak ücretleri; 15.000,00 TL'nin altında olan işçilerin aylık brüt\nçıplak ücretleri 15.000,00 TL'ye çekilmiştir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>a) Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>İşçilerin ücretleri birinci fikradaki taban ücrete çekildikten sonra,\nToplu İş Sözleşmesinin yürürlük başlangıç tarihindeki\n(aylık\u002Fgünlük\u002Fsaatlik) brüt çıplak ücretlerine, yürürlük başlangıç\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için refah\npayı dahil %45 oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Haziran 2023 indeks sayısının, Aralık 2022\nindeks sayısına göre değişim oranının %45'i aşması hâlinde aşan\nkısmın tamamı, birinci yıl ikinci altı ay ücret zarımı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>b) Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>İşçilerin birinci yıl ikinci altı ayının ilk günündeki brüt\nçıplak ücretlerine. (aylık\u002Fgünlük\u002Fsaatlik) birinci yıl ikinci altı\nayın birinci gününden geçerli olmak üzere %15 oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2023 indeks sayısının, Haziran 2023\nindeks sayısına göre değişim oranının %15'i aşması halinde aşan\nkısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Ch4>c) İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>İşçilerin ikinci yıl birinci altı ayının ilk günündeki brüt\nçıplak ücretlerine (aylık\u002Fgünlük\u002Fsaatlik), ikinci yıl birinci altı\nayın birinci gününden geçerli olmak üzere %10 oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2024 indeks sayısının, Aralık 2023\nindeks sayısına göre değişim oranının %10'u aşması hâlinde aşan\nkısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Ch4>ç) İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>İşçilerin ikinci yıl ikinci altı ayının ilk günündeki brüt\nçıplak ücretlerine (aylık\u002Fgünlük\u002Fsaatlik), ikinci yıl ikinci altı ayın\nbirinci gününden geçerli olmak üzere %10 oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2024 indeks sayısının, Haziran 2024\nindeks sayısına göre değişim oranının %10'u aşması hâlinde aşan\nkısmın tamamı, ikinci yıl ikinci altı ayının son günündeki ücrete,\ntakip eden ayın birinci gününden geçerli olmak üzere ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>d) Bu Toplu İş Sözleşmesinin yürürlük başlangıç tarihinden sonra\nilk defa işe alınacak işçiler, asgari ücretle işe başlatılırlar. Bu\nişçilerin, deneme sürelerini başarı ile tamamlamaları kaydıyla,\nSendikaca üyeliklerinin işverene bildirildiği tarihi takip eden aybaşından\ngeçerli olmak üzere Toplu İş Sözleşmesinin \"İş Primi\" başlıklı 39\nuncu maddesindeki gruplar esas alınmak kaydıyla aşağıdaki tespit edilen\nişe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRUP\u003C\u002Ftd>\n      \u003Ctd>01.01.2023-30.06.2023\u003C\u002Ftd>\n      \u003Ctd>01.07.2023-31.12.2023\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. GRUP\u003C\u002Ftd>\n      \u003Ctd>600,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>690,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. GRUP\u003C\u002Ftd>\n      \u003Ctd>580,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>667,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. GRUP\u003C\u002Ftd>\n      \u003Ctd>560,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>644,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işe giriş ücreti, sözleşmenin ikinci yılında ücret zammı\noranında ve ücretin zamlandığı tarih itibarıyla artırılarak uygulanır.\nİşe yeni alınan işçilere, işe alındıkları dönem için öngörülen\nücret zamları ayrıca uygulanmaz. Bu işçiler, takip eden dönemlerin ücret\nzamlarından yararlandırılırlar. Ancak bu uygulama sebebiyle sonradan işe\nalınan işçilerin ücretleri hiçbir şekilde emsali kıdemli işçilerin\nücretini geçemez. İşverence ilgili dönemde, işe giriş ücretinden daha\nyüksek bir ücretle işe alınan işçilerin ücretinden indirim yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Bu ücret, Toplu İş Sözleşmesinin ikinci yılı birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 34- İLAVE TEDİYE VE İKRAMİYE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>İşçilere, 6772 sayılı Kanun hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Ayrıca işçilere. Toplu İş Sözleşmesinin yürürlük süresi boyunca\nyılda altmış günlük ücretleri tutarında ikramiye ödemesi yapılır. Bu\nikramiyelerin otuz günü şubat ayında, otuz günü ise temmuz ayında\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İkramiyelerin ödenmesinde kıstelyevm usulü uygulanır ve ücretsiz izin\ngünleri hesaba katılmaz. Yıl içinde ödenen ikramiyeler, ikramiyelerin\nödeme tarihlerinde işçinin çalıştığı süreyle orantılı olarak\nhesaplanıp ödenir. Ancak işten ayrıldığı tarihte ikramiye ödemesi\nyapılmayan çalışma süresi varsa, bu çalışmasına tekabül eden ikramiye\nde kıstelyevm usulü ile ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 35-YEMEK YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Sendika üyesi işçilere fiilen çalışılan günler için net 94,25\nTL\u002FGün yemek yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci döneminden sonra\nbelirlenecek olan ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- SOSYAL YARDIM:\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin kapsamında bulunan işçilere, Toplu İş\nSözleşmesinin birinci yılı birinci altı ayında her ay brüt 1.595,00 TL\n\u002FAy sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci döneminden sonra\nbelirlenecek olan ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat hålleri ve bir ayı aşmayan diğer\nistirahat hållerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 37-VASITA YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İşçilerin, iş yerine gelip gitmelerini temin için işverence servis\nsağlanır. Servis güzergâhı, iş yeri sendika temsilcilerinin de görüşü\nalınarak işverence tespit edilir.\u003C\u002Fp>\n\n\u003Cp>Iş yerinde servis uygulaması olmayan yahut servisten yararlanamayan\nişçilere fiilen çalıştıkları her gün için işverence iki adet; işe\ngeliş-gidişten sadece birinde servisten yararlanan işçilere ise bir adet\nbelediye otobüs bileti rayiç bedeli net olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 38- GİYİM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşçilere, Toplu İş Sözleşmesinin birinci yılı birinci altı ayında\nher ay brüt 84,58 TL\u002FAy Giyim Yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci döneminden sonra\nbelirlenecek olan ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Ancak iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir. Verilen kıyafetlerin giyilmesi esastır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 39- İŞ PRİMİ:\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin kapsamında bulunan işçilerden, aşağıdaki\nişlerde görevlendirilenlere müktesep hak olmamak ve diğer ödemeleri\netkilememek kaydıyla fiilen çalıştıkları her gün için aşağıdaki\ntespit edilen miktarlarda iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1. GRUP:\u003C\u002Fstrong> Tekniker, Teknisyen, Bilgisayar Operatörü,\nGüvenlik Amiri, Güvenlik Sorumlusu, Elektrikçi ve Sıhhi Tesisatçı:\nSözleşmesinin birinci yılı birinci altı ayında brüt 43,50 TL\u002FGün,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II. GRUP:\u003C\u002Fstrong> Güvenlik Görevlisi, Şoför ve Sekreter:\nSözleşmesinin birinci yılı birinci altı ayında brüt 36,25 TL\u002FGün,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>III. GRUP:\u003C\u002Fstrong> Temizlik İşçisi ve diğer işçiler:\nSözleşmesinin birinci yılı birinci altı ayında brüt 29,00 TL\u002FGün,\u003C\u002Fp>\n\n\u003Cp>iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme Toplu İş Sözleşmesinin birinci yıl birinci altı ayından\nsonraki ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alınan işçiler, sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca yukarıdaki ödemelerden ayrı olarak; gazi, terör mağduru ve\nşehit yakını işçilere saatlik\u002Fgünlük\u002Faylık çıplak ücretinin %10'u\ntutarında ek prim ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40- AİLE VE ÇOCUK YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçiye, her ne şekilde olursa olsun menfaat karşılığı\nçalışmayan veya herhangi bir sosyal güvenlik kuruluşundan aylık almayan\neşi için 250,00 TL\u002FAy eş yardımı, çocuklarından her biri için ise\n125,00 TL\u002FAy çocuk yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Aile yardımına hak kazanan eşlerden her ikisinin de çalışıyor olması\nhâlinde bu yardım eşlerden sadece birine ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçi, eş için ödenen aile yardımı ödeneği hakkını eşinden\nboşanması veya eşinin ölümü halinde takip eden ay başından itibaren\nkaybeder.\u003C\u002Fp>\n\n\u003Cp>İşçiye yapılacak çocuk yardımı ödemesi:\u003C\u002Fp>\n\n\u003Cp>a) İşçinin çocuğunun ölümü, evlenmesi veya yirmi beş yaşını\ndoldurması (yirmi beş yaşını bitirdiği halde evlenmemiş kız çocukları\nile çalışamayacak derecede malüllükleri resmi sağlık kurulu raporuyla\ntespit edilenler için süresiz olarak ödeneğin verilmesine devam\nolunur.),\u003C\u002Fp>\n\n\u003Cp>b) İşçinin çocuğunun, kendileri hesabına ticaret yapan veya gerçek ya\nda tüzel kişiler yanında her ne şekilde olursa olsun menfaat karşılığı\nçalışması (öğrenim yapmakta iken tatil devresinde çalışanlar\nhariç),\u003C\u002Fp>\n\n\u003Cp>hållerinde, bu hâllerin vuků bulduğu tarihi takip eden ay başından\nitibaren kesilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci döneminden sonra\nbelirlenecek olan ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Aile durumu bildirimleri, işçi tarafından her yıl ocak ayının ilk\nhaftasında iş yerine bildirilir. İşçinin aile durumunda değişiklik\nmeydana gelmesi halinde, işçi değişikliği on beş gün içerisinde iş\nyerine bildirmekle yükümlüdür. İşçinin süresi içerisinde\ndeğişikliği bildirmemesi durumunda, bu durumdan doğacak hak kayıpları\niçin işçi herhangi bir hak talebinde bulunamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 41-YAKACAK YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçiye, her ay brüt 150,00 TL\u002FAy yakacak yardımı\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme. Toplu İş Sözleşmesinin birinci yıl birinci döneminden sonra\nbelirlenecek olan ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 42- EK ÖDEME:\u003C\u002Fh2>\n\n\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa Toplu İş Sözleşmesinin birinci yılının mayıs\nayında brüt 3.625.00 TL ek ödeme yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ek ödeme, Toplu İş Sözleşmesinin ikinci yılının mayıs ayında ve\nbir kez ödenmek kaydıyla ödendiği döneme kadarki ücret zamları oranında\nartırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki ücret\nzamları, yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43- HİZMET ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>Taraf Sendika üyesi işçilere, çalıştıkları kamu kurum ve\nkuruluşunda geçirdikleri her tam hizmet yılı için hiçbir ödemeyi\netkilememek ve müktesep hak sayılmamak kaydıyla brüt 35,00 TL\u002FAy hizmet\nzammı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci döneminden sonra\nbelirlenecek olan ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44- EVLENME YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşçilere, sözleşmenin birinci yıl birinci altı ayında evlenmeleri\nhalinde brüt 1.500,00 TL evlenme yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci döneminden sonra\nbelirlenecek olan ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Evlenen işçilerin her ikisinin de aynı iş yerinde çalışmaları\nhâlinde, bu yardım her ikisine de ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 45- DOĞUM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Doğum yardımına ilişkin olarak mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Eşi doğum yapan işçiye veya işçinin kendisine, çocuğun ölü\ndoğması hâlinde, bu Toplu İş Sözleşmesinin ölüm yardımı maddesinde\nçocuk ölümü için belirlenen tutar işverence ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 46- ÖLÜM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>a) İşçinin, sözleşmenin birinci yıl birinci altı ayında ölümü\nhalinde kanuni mirasçılarına brüt 2.000,00 TL.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>b) İşçinin eş, çocuk, ana veya babasının sözleşmenin birinci yıl\nbirinci altı ayında ölümü halinde kendisine brüt 2.000,00 TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) İşçinin iş kazası sonucu sözleşmenin birinci yıl birinci altı\nayında ölümü hâlinde kanuni mirasçılarına brüt 3.000,00 TL tutarında\nölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci altı ayından\nsonraki dönemlerinde belirlenmiş olan ücret zammı oranında ve ücretin\nzamlandığı tarih itibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47- DOĞAL AFET YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin yangın, sel, deprem ve benzeri genel hayata müessir doğal\nafetlerden doğrudan zarar gördüklerinin resmî olarak belgelendirilmesi\nhâlinde ve zarar miktarını geçmemek şartı ile brüt 4.000,00 TL'ye kadar\ndoğal afet yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci altı ayından\nsonraki dönemlerinde belirlenmiş olan ücret zammı oranında ve ücretin\nzamlandığı tarih itibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 48-BAYRAM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşveren taraf Sendika üyesi işçilere her yıl Ramazan Bayramından bir\nhafta önce brüt 500,00 TL; Kurban Bayramından bir hafta önce brüt 1.000,00\nTL bayram harçlığı verir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Toplu İş Sözleşmesinin birinci yıl birinci altı ayından\nsonraki dönemlerinde belirlenmiş olan ücret zammı oranında ve ücretin\nzamlandığı tarih itibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 49- İŞ SAĞLIĞI VE GÜVENLİĞİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 50- DİSİPLİN KURULU VE HÜKÜMLERİ:\u003C\u002Fh2>\n\n\u003Cp>1- İş yerinde disipline ilişkin konularda gerekli soruşturmaları\nyaptıktan sonra karar vermek üzere, ikisi işveren, ikisi Sendika tarafından\nbelirlenen dört üyeden oluşan bir disiplin kurulu kurulur. Taraflar asıl\nüye sayısı kadar yedek üye belirlerler. İşveren tarafından tayin edilen\nüyelerden biri kurulun başkanıdır. Oyların eşitliği halinde kurul\nbaşkanının oyu iki oy sayılır.\u003C\u002Fp>\n\n\u003Cp>2- Taraflar bu kurula seçecekleri asıl ve yedek temsilcilerini\nsözleşmenin imzalanmasından itibaren bir ay içinde birbirlerine yazılı\nolarak bildirirler. Temsilci değişikliği halinde de aynı usul uygulanır.\nÜyeliği sona eren üyenin yerine yenisi bir ay içinde bildirilir.\u003C\u002Fp>\n\n\u003Cp>3- Disiplin kurulu kararı olmadıkça işçiye disiplin ceza cetvelinde\nbelirtilen cezalardan ihtar cezası hariç diğerleri verilemez.\u003C\u002Fp>\n\n\u003Cp>4- Disiplin hükümlerine uymayan işçi, işveren veya işveren vekili\ntarafından işlenen fiilin niteliği veya delilleriyle birlikte disiplin\nkuruluna sevk edilir. Her üye kendisine yapılan çağrıya uymak zorundadır.\nMazereti dolayısıyla toplantıya katılmayan asıl üye yerine yedek üye\nçağrılır. Sendikanın süresi içinde disiplin kurulu üyesini seçerek iş\nyerine bildirmediği håller dahil her ne sebeple olursa olsun Sendika disiplin\nkurulu üyelerinin, yapılan çağrıya rağmen toplantıya katılmamaları\nveya toplantıya katılacak üyenin belli olmaması hållerinde de kurul,\nbaşkan ve diğer üyeleri ile toplanarak karar verir.\u003C\u002Fp>\n\n\u003Cp>5- Disipline konu olayın disiplin kuruluna intikalinden sonra kurul on beş\ngün içinde toplanır. Kurul, ilgili işçinin yazılı savunmasını alır,\ngerek görürse işçiyi dinler. Altı işgünü içinde savunmasını yapmayan\nişçi, bu hakkından vazgeçmiş sayılır. Kurul, ilk toplantı tarihinden\nitibaren on beş gün içinde karar verir. Bu süre gerektiğinde on beş gün\ndaha uzatılabilir. Kurul, işçiyi suçlu bulduğu takdirde suçun niteliği\nve işleniş biçimi göz önüne alınarak ekli ceza cetveline göre\nkararını verir. Kurul kararı, işveren veya işveren vekili tarafından\nişçiye bildirilir. İş sözleşmenin feshini gerektiren hållerde 4857\nsayılı İş Kanununun 26 ncı madde hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>6- Sözleşme eki ceza cetvelindeki fiillere uyan ihtar cezasını, işveren\nveya işveren vekili gerekçe göstererek re'sen verebilir. Ücret kesme\ncezası, her ay için iki günlük ücretten fazla olmamak üzere işçinin\nücretinden kesilerek T.C. Çalışma ve Sosyal Güvenlik Bakanlığının\nilgili hesabına yatırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 51-UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmesinin uygulanması ile hükümlerinin yorumu konusunda\nçıkacak uyuşmazlıkların ilk kademe olarak iş yerindeki işveren vekilleri\nile Sendika temsilcileri arasında çözümü esastır. Bu şekilde çözümü\nmümkün olmayan uyuşmazlıklar, T.C. Recep Tayyip Erdoğan Üniversitesinde\noluşturulan Uyuşmazlıkları Çözüm Kurulunda incelenir.\u003C\u002Fp>\n\n\u003Cp>Uyuşmazlıkları Çözüm Kurulu, üç işveren temsilcisi ile üç Sendika\ntemsilcisinden oluşur. Ayrıca üçer adet yedek temsilci de seçilir. Asıl\ntemsilcilerin katılamadığı durumlarda yerine yedek temsilcilerden katılım\nsağlanır. Kurula işveren temsilcilerinden biri başkanlık eder. Taraflar\nkurula girecek üyelerini Toplu İş Sözleşmesinin imzasından itibaren bir\nay içinde karşı tarafa bildirirler.\u003C\u002Fp>\n\n\u003Cp>Kurul ihtiyaç duyulması hâlinde toplanır. Toplantı için çağrı\nyapılır. Kurul, daveti müteakip üç işgünü içinde toplanarak\nuyuşmazlık konusunun gerçek olup olmadığını, gerçek ise giderilmesi\nçarelerini araştırır ve on beş gün içinde karara bağlar. Toplantı\nsonunda anlaşmaya varılmış ise anlaşma tutanağı sözleşme hükmü\nolarak uygulanır. Anlaşmaya varılmamış ise tarafların yasal yollara\nbaşvurma hakları saklıdır. Taraflar kurul kararlarına uymak\nzorundadırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 52-SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ:\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 01.01.2023 tarihinde yürürlüğe girer ve\n31.12.2024 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1- FARKLARIN ÖDENME ZAMANI\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmelerinin yürürlük tarihi ile imza tarihi arasında\noluşacak ücret ve diğer tüm ödemelere ilişkin farklar, Kurumun bütçe\nimkânları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 2- KAMU TOPLU İŞ SÖZLEŞMELERİ ÇERÇEVE PROTOKOLÜ\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmesinin yürürlük süresi boyunca, imzalanan Kamu\nÇerçeve Anlaşma Protokolü'ne ek protokol yapılması halinde, Toplu İş\nSözleşmesi imzalanan ek protokole uyumlaştırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 3:\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin \"Askerlik ve Kanundan Doğan Çalışma\nbaşlıklı 15; \"Gece Çalışması\" başlıklı 22; \"Ücretli Mazeret\nİzinleri\" başlıklı 24; \"Ücretsiz Mazeret İzni\" başlıklı 25: \"Analık\nHålinde Çalışma ve Süt İzni\" başlıklı 26; \"Aile ve Çocuk Yardımı\"\nbaşlıklı 40; \"Evlenme Yardımı\" başlıklı 44; \"Ölüm Yardımı\"\nbaşlıklı 46; \"Disiplin Kurulu ve Hükümleri\" başlıklı 50 nci maddeleri\nile \"Ek-1 Ceza Cetveli\" Toplu İş Sözleşmesinin imza tarihinden ileriye\ndoğru uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi 52 Asıl, 3 Geçici Madde ile Ek-1 Ceza\nCetvelinden ibaret olup taraflarca 31.05.2023 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>EK-1\nCEZA CETVELİ\u003C\u002Fstrong>\u003C\u002Fh3>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">CEZALAR\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>CEZAYI GEREKTİREN HÂLLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>1. KEZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2. KEZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3. KEZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>4. KEZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>5. KEZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>1- İş saatinde özel ziyaretlerde bulunmak veya izin\n        almadan ziyaretçi kabul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>2- İş saatinde rahatsızlık verecek şekilde\n        yüksek sesle konuşmak veya şarkı söylemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>3- İş saatinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>4- İş yerinde veya iş esnasında amirlerine veya\n        iş yeri çalışanlarına kaba muamelede bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>5- İşin niteliği gereği kendisine tahsis edilen\n        aracın kullanımında trafik kurallarına aykırı davranmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>6- İş yerine ait malzeme, alet ve vasıtaların\n        bakım ve temizliğini ihmal etmek veya bunları hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>7- İş günü bittikten sonra izinsiz ve kabul\n        edilebilir bir mazereti olmadan iş yerine girmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>8- İzinsiz ve mazeretsiz olarak işe geç gelmek,\n        erken ayrılmak veya iş mahallini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>9- Özel olarak yetkilendirilmediği veya mecburiyet\n        bulunmadığı hâlde yetkisi dışında iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>10- Usulsüz müracaat veya şikâyette bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>11- Verilen emir ve görevlerin tam ve zamanında\n        yapılmasında kayıtsızlık göstermek veya düzensiz davranmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>12- Verilen emir ve görevlerin tam ve zamanında\n        yapılmasında kusurlu davranmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>13- Verilen emir ve görevleri kasıtlı olarak tam ve\n        zamanında yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>14- 30 gün içinde izinsiz ve mazeretsiz olarak işe\n        1 gün devamsızlık göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"349\">\u003Cp>15- Mevzuatta öngörülen bildirim\n        yükümlülüğünü yerine getirmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>16- Yetkili olmadığı hâlde basına, haber\n        ajanslarına veya radyo ve televizyon kurumlanma, kurum ile alakalı\n        bilgi veya demeç vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>17- Kurum tarafından belirlenmiş olan kılık\n        kıyafet kurallarına riayet etmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>18- Hasta olmadığı hâlde kendisini hasta gibi\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>19- Kendisine verilen işi yapmadığı hâlde\n        yapmış gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>20- İş saatinde yapması gereken işi yapmayarak\n        özel işlerle meşgul olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>21- İş yerine ait malzeme, vasıta, alet veya diğer\n        iş gereçlerini özel işlerinde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>22- İş yerinde kavga çıkarmak veya çıkmasına\n        sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>23- İşe gelmeyen işçinin yerine imza atmak,\n        kartını bastırmak veya işçiyi işe gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>24- Nöbet saatinde izinsiz ve mazeretsiz olarak\n        görev mahallini terk etmek suretiyle güvenlik zafiyetine neden\n        olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>25- İş yerinde genel ahlak ve edep dışı\n        davranışlarda bulunmak, bu türlü yazı yazmak veya işaret, resim\n        ve benzeri şekiller çizmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>26- Görev yeri sınırları içerisinde herhangi bir\n        yeri toplantı, tören ve benzeri amaçlarla izinsiz olarak\n        kullandırmak veya kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>27- İş yerinde dil, din, ırk, cinsiyet, siyasi\n        düşünce, felsefi inanç ve mezhep ayrımı yapmak suretiyle\n        kişilerin yarar veya zararını hedef alacak davranışlarda\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>28- İşin yapılmasında amirlerine veya birlikte\n        çalıştığı kişilere, işi aksatacak şekilde zorluk çıkarmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"353\">\u003Cp>29- Birlikte çalıştığı kişileri, işin\n        yapılmaması yönünde kışkırtmak veya işi sabote etmeye\n        teşvik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30- Amir tarafından yapılan ikaz ya da ihtara rağmen boykot etmek,\n        iş yeri işgalinde bulunmak\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31- Hukuka aykırı olarak kurumun verilerini elde etmek, kaydetmek,\n        kullanmak,depolamak, dağıtmak, değiştirmek veya yok etmek\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32- Kurumun bilişim sistemlerinin işleyişini kasten engellemek\n        veya bozmak\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33- Hırsızlık yapmak veya suçüstü yakalanmak\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34- Hırsızlık eyleminin tamamlanmasından sonra ancak yetkili\n        makamların eylemden haberdar olmasından önce pişmanlık duymak\n        suretiyle eski hâle iade etmek \u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35- İhmal göstermek suretiyle kendisine teslim edilen malzeme veya\n        vasıtanın kaybına veya bozulmasına neden olmak (zararın 30\n        günlük vevmiye tutarını aşmaması şartıyla) \u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>36- Ağır ihmal göstermek suretiyle kendisine teslim edilen malzeme\n        veya vasıtanın kaybına veya bozulmasına neden olmak (zararın 30\n        günlük vevmive tutarını aşmaması şartıyla) \u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>37- Kasti davranmak suretiyle kendisine teslim edilen malzeme veya\n        vasıtanın kaybına veya bozulmasına neden olmak (zararın 30\n        günlük vevmive tutarını aşmaması şartıyla) \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>38- Ağır ihmal ya da kasıt aranmaksızın kendisine teslim edilen\n        malzeme veya vasıtanın kaybına veya bozulmasına neden olmak\n        (zararın 30 günlük vevmive tutarını aşması halinde) \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>39-30 gün içinde 2 defa izinsiz ve mazeretsiz olarak herhangi bir\n        tatil gününden sonraki ilk işgünü işe devamsızlık göstermek\n        veya izinsiz ve mazeretsiz olarak kesintisiz 2 gün işe devamsızlık\n        göstermek \u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>40- Kurum yöneticilerine, iş yeri çalışanlarına, hizmetten\n        yararlananlara veya öğrencilere hakarette bulunmak veya bunları\n        tehdit etmek \u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>41- Kurum yöneticileri, iş yeri çalışanları veya öğrenciler\n        hakkında şeref ve haysiyet kırıcı, asılsız ihbar ve isnatlarda\n        bulunmak \u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>42- Kurum yöneticilerine, iş yeri çalışanlarına, hizmetten\n        yararlananlara veya öğrencilere fiziksel saldırıda bulunmak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>43- Kurum yöneticilerine, iş yeri çalışanlarına, hizmetten\n        yararlananlara veya öğrencilere cinsel tacizde veya istismarda\n        bulunmak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>44- İş yerinde veya iş esnasında işlenen bir suçtan dolayı 7\n        günden az süreyle hapse mahkûm edilmek \u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>45- İş yerinde veya iş esnasında 7 gün veya 7 günden fazla\n        süreyle hapisle cezalandırılmayı gerektiren ve ertelenmeyen bir\n        suç işlemek \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>46- Rüşvet almak, rüşvet vermek veya bunlara teşebbüs etmek\n      \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>47- İş yerinde kumar oynamak veya oynatmak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>48- Hizmet içinde resmî bir belgeyi tahrif etmek, yok etmek,\n        gizlemek veya sahte olarak düzenlemek, sahte belgeyi bilerek kullanmak\n        ya da kullandırmak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>49- İş yerinde siyasi veya ideolojik amaçlı bildiri, afiş,\n        pankart, bant ve benzerlerini basmak, çoğaltmak, dağıtmak, asmak\n        veya teşhir etmek \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50- Siyasi ve ideolojik eylemlerden arananları görev mahallinde\n        gizlemek \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51- Terör örgütleriyle eylem birliği içerisinde (irtibatı ya da\n        iltisaklı) olmak, örgüte yardım etmek veya örgütün\n        propagandasını yapmak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>52- Kurumla iş ilişkisi bulunan kişi, kurum ve kuruluşlardan\n        doğrudan veya aracı eli ile menfaat sağlamak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>53- Gizli tutulması gereken göreve ilişkin sırları ifşa etmek\n      \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>54- Dikkatsizliği veya tedbirsizliği nedeniyle iş yerinde yangına\n        sebebiyet vermek \u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>55- Kasten iş yerinde yangına sebebiyet vermek \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>56- İş yerine sarhoş gelmek, iş yerinde veya iş esnasında\n        alkollü içki veya uyuşturucu madde kullanmak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>57- İş akdi yapıldığı esnada hakikate aykırı bilgi vermek\n        veya beyanda bulunmak suretiyle işvereni ya da işveren vekilini\n        yanıltmak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>58-1 ayda ikiden fazla, 3 ayda dörtten fazla, 6 ayda altıdan fazla,\n        1 yıl içerisinde ondan fazla veya 2 yıl içerisinde yirmiden fazla\n        yevmiye kesme cezası almış olmak \u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NOT: Ceza cetveli ve 4857 sayılı İş Kanununda hüküm bulunmayan\nhållerde disiplin kurulu, fiilin ağırlığı ve niteliğine göre cetveldeki\nmüeyyideleri kıyas yapmak suretiyle değerlendirir ve buna göre karar verir.\nBir fiilin, iki ayrı cezaya karşılık gelmesi durumunda ağır olan ceza\nuygulanır. G, gündelik (yevmiye) kesimini ifade eder\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end_date":47,"CBA_MEMTRAD4_1":49,"contracttrial":53,"sicknesspay":56,"healthandsafetypolicy":60,"funeralpay":63,"paidmaternityleave":67,"pregnancy":71,"paidpaternityleaveduration":75,"childcare":79,"deathrelatives":83,"marriageleave":87,"breastfeeding_workingtime":90,"hourspweek_select":94,"PAIDLEAV_trigger":98,"bankholidays1":102,"SCHEDULE_trigger":106,"TRADEUNLEAV_trigger":109,"STRUCINCR_trigger":112,"lowwageperiod":116,"ONCERISE_trigger":120,"ONCERISE2_trigger":124,"NOCTPREM_trigger":128,"shiftallowanceperc1":131,"OVERTIME_trigger":135,"overtimeallowancetype_general":138,"SUNDAY_trigger":142,"COMMUTE_trigger":146,"SENIOR_trigger":149,"longserviceallowancetype":152,"MEALALL_trigger":156,"mealvouchersamount":159},{"bindId":45,"name":46,"text":46},"cbadate_start","01.01.2023-31.12.2024",{"bindId":48,"name":46,"text":46},"cbadate_end_date",{"bindId":50,"name":51,"text":52},"CBA_MEMTRAD4_1","ç) Büro, Eğitim, Güzel Sanatlar, Ticaret","ç) Büro, Eğitim, Güzel Sanatlar, Ticaret ve Kooperatif İşçileri\nSendikası (ÖZ BÜRO-\n\nİŞ). \"SENDİKA\"yı,",{"bindId":54,"name":55,"text":55},"contracttrial","MADDE 12-DENEME SÜRESİ:",{"bindId":57,"name":58,"text":59},"sicknesspay","Hastalık nedeniyle geçici iş göremezliğe","Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda beş defayı geçmemek üzere işverence ödenir.",{"bindId":61,"name":62,"text":62},"healthandsafetypolicy","MADDE 49- İŞ SAĞLIĞI VE GÜVENLİĞİ:",{"bindId":64,"name":65,"text":66},"funeralpay","b) İşçinin eş, çocuk, ana veya babasının","b) İşçinin eş, çocuk, ana veya babasının sözleşmenin birinci yıl\nbirinci altı ayında ölümü halinde kendisine brüt 2.000,00 TL,",{"bindId":68,"name":69,"text":70},"paidmaternityleave","MADDE 26-ANALIK HALİNDE ÇALIŞMA VE SÜT İ","MADDE 26-ANALIK HALİNDE ÇALIŞMA VE SÜT İZNİ:",{"bindId":72,"name":73,"text":74},"pregnancy","Kadın işçiye, çocuğunu emzirmesi için do","Kadın işçiye, çocuğunu emzirmesi için doğum sonrası analık izni\nsüresinin bitim tarihinden itibaren ilk altı ayda günde üç saat, ikinci\naltı ayda günde bir buçuk saat süt izni verilir. Süt izninin hangi saatler\narasında ve günde kaç kez kullanılacağı hususunda, kadın işçinin\ntercihi esastır.",{"bindId":76,"name":77,"text":78},"paidpaternityleaveduration","c) İşçinin eşinin doğum yapması hâlinde ","c) İşçinin eşinin doğum yapması hâlinde on gün.",{"bindId":80,"name":81,"text":82},"childcare","g) İşçinin bakmakla yükümlü olduğu veya ","g) İşçinin bakmakla yükümlü olduğu veya işçi refakat etmediği\ntakdirde hayatı tehlikeye girecek ana, baba, eş ve çocukları ile\nkardeşlerinden birinin ağır bir kaza geçirmesi veya tedavisi uzun süren\nbir hastalığının bulunması hâllerinde, bu hållerin sağlık kurulu\nraporuyla belgelendirilmesi şartıyla, ücret ve özlük hakları korunarak\nüç aya kadar ücretli mazeret izni verilir.",{"bindId":84,"name":85,"text":86},"deathrelatives","b) hâlinde yedi gün, İşçinin ana, baba, ","b) hâlinde yedi gün, İşçinin ana, baba, kardeş, eş, çocuk,\nkayınvalide veya kayınpederinin ölümü",{"bindId":88,"name":89,"text":89},"marriageleave","a) İşçinin evlenmesi halinde yedi gün,",{"bindId":91,"name":92,"text":93},"breastfeeding_workingtime","İsteği hâlinde kadın işçiye, on altı haf","İsteği hâlinde kadın işçiye, on altı haftalık sürenin\ntamamlanmasından veya çoğul gebelik hâlinde on sekiz haftalık süreden\nsonra on iki aya kadar ücretsiz izin verilir. Bu süre, yıllık ücretli izin\nhakkının hesabında dikkate alınmaz.",{"bindId":95,"name":96,"text":97},"hourspweek_select","İş yerinde çalışma süresi haftada en çok","İş yerinde çalışma süresi haftada en çok kırk beş saattir.",{"bindId":99,"name":100,"text":101},"PAIDLEAV_trigger","a) Hizmet süresi bir yıldan beş yıla kad","a) Hizmet süresi bir yıldan beş yıla kadar (beş yıl dahil) olanlara\nyirmi gün.",{"bindId":103,"name":104,"text":105},"bankholidays1","MADDE 21- ULUSAL BAYRAM, GENEL TATİL GÜN","MADDE 21- ULUSAL BAYRAM, GENEL TATİL GÜNLERİ VE ÜCRETLERİ:",{"bindId":107,"name":108,"text":108},"SCHEDULE_trigger","MADDE 18- ARA DİNLENMESİ:",{"bindId":110,"name":111,"text":111},"TRADEUNLEAV_trigger","MADDE 7-SENDİKAL İZİNLER:",{"bindId":113,"name":114,"text":115},"STRUCINCR_trigger","a) Birinci Yıl Birinci Altı Ay Zammı: İş","a) Birinci Yıl Birinci Altı Ay Zammı:\n\nİşçilerin ücretleri birinci fikradaki taban ücrete çekildikten sonra,\nToplu İş Sözleşmesinin yürürlük başlangıç tarihindeki\n(aylık\u002Fgünlük\u002Fsaatlik) brüt çıplak ücretlerine, yürürlük başlangıç\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için refah\npayı dahil %45 oranında zam yapılacaktır.",{"bindId":117,"name":118,"text":119},"lowwageperiod","Toplu İş Sözleşmelerinin yürürlük başlan","Toplu İş Sözleşmelerinin yürürlük başlangıç tarihinde aylık brüt\nçıplak ücretleri; 15.000,00 TL'nin altında olan işçilerin aylık brüt\nçıplak ücretleri 15.000,00 TL'ye çekilmiştir.",{"bindId":121,"name":122,"text":123},"ONCERISE_trigger","İşçilere, 6772 sayılı Kanun hükümlerine ","İşçilere, 6772 sayılı Kanun hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.",{"bindId":125,"name":126,"text":127},"ONCERISE2_trigger","Ayrıca işçilere. Toplu İş Sözleşmesinin ","Ayrıca işçilere. Toplu İş Sözleşmesinin yürürlük süresi boyunca\nyılda altmış günlük ücretleri tutarında ikramiye ödemesi yapılır. Bu\nikramiyelerin otuz günü şubat ayında, otuz günü ise temmuz ayında\nödenir.",{"bindId":129,"name":130,"text":130},"NOCTPREM_trigger","MADDE 22-GECE ÇALIŞMASI:",{"bindId":132,"name":133,"text":134},"shiftallowanceperc1","Akşam saat 20.00'den sabah saat 06.00'ya","Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre gece\ndönemidir. 20.00-06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %10 zamlı olarak ödenir.",{"bindId":136,"name":137,"text":137},"OVERTIME_trigger","MADDE 19- FAZLA ÇALIŞMA VE ÜCRETİ:",{"bindId":139,"name":140,"text":141},"overtimeallowancetype_general","Fazla çalışmalarda her bir saat fazla ça","Fazla çalışmalarda her bir saat fazla çalışma için verilecek ücret,\nnormal çalışma ücretinin saat başına düşen tutarının %70\nyükseltilmesi suretiyle ödenir.",{"bindId":143,"name":144,"text":145},"SUNDAY_trigger","Hafta tatili günü çalıştırılan işçilere,","Hafta tatili günü çalıştırılan işçilere, çalışmadan alacakları\nücretleri ile birlikte bugün için toplam üç günlük ücret ödenir.",{"bindId":147,"name":148,"text":148},"COMMUTE_trigger","MADDE 37-VASITA YARDIMI:",{"bindId":150,"name":151,"text":151},"SENIOR_trigger","MADDE 29- KIDEM TAZMİNATI:",{"bindId":153,"name":154,"text":155},"longserviceallowancetype","İşçiye her tam hizmet yılı için otuz beş","İşçiye her tam hizmet yılı için otuz beş günlük ücreti, işçinin\nişverenin işini yaparken iş kazası veya meslek hastalığı sonucu ölümü\nhalinde ise her tam hizmet yılı için kırk beş günlük ücreti tutarında\nkıdem tazminatı ödenir.",{"bindId":157,"name":158,"text":158},"MEALALL_trigger","MADDE 35-YEMEK YARDIMI:",{"bindId":160,"name":161,"text":162},"mealvouchersamount","Sendika üyesi işçilere fiilen çalışılan ","Sendika üyesi işçilere fiilen çalışılan günler için net 94,25\nTL\u002FGün yemek yardımı yapılır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>RECEP TAYYİP ERDOĞAN ÜNİVERSİTESİ REKTÖRLÜĞÜ İLE ÖZ BÜRO-İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.01.2023-31.12.2024 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        ÖZ BÜRO İŞ Öz Büro İş Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\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: → 2 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 2000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 90 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 10 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → 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: → 30 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: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\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: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 15000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 45.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 94.25 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[168],{"title":37,"slug":33},[170],{"type":171,"data":172},"call_to_action_body_block",{"title":173,"description":174,"variant":175,"link":176},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":173,"url":177,"description":173,"rel":178,"type":179},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[181],{"type":171,"data":182},{"title":173,"description":174,"variant":175,"link":183},{"title":173,"url":177,"description":173,"rel":178,"type":179},[],{"title":17,"seo_title":186,"description":7,"path":187,"redirect_url":7,"locale":18,"children":188},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[189,270,299],{"title":20,"seo_title":190,"description":7,"path":191,"redirect_url":7,"locale":18,"children":192},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[193,197,201,217,266],{"title":194,"seo_title":8,"description":7,"path":195,"redirect_url":7,"locale":18,"children":196},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":198,"seo_title":8,"description":7,"path":199,"redirect_url":7,"locale":18,"children":200},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":202,"seo_title":8,"description":7,"path":203,"redirect_url":7,"locale":18,"children":204},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[205,209,213],{"title":206,"seo_title":8,"description":7,"path":207,"redirect_url":7,"locale":18,"children":208},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":210,"seo_title":8,"description":7,"path":211,"redirect_url":7,"locale":18,"children":212},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":214,"seo_title":8,"description":7,"path":215,"redirect_url":7,"locale":18,"children":216},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":218,"seo_title":219,"description":7,"path":220,"redirect_url":7,"locale":18,"children":221},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[222,226,230,234,238,242,246,250,254,258,262],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":18,"children":225},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":18,"children":229},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":18,"children":233},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":7,"locale":18,"children":237},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":239,"seo_title":8,"description":7,"path":240,"redirect_url":7,"locale":18,"children":241},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":243,"seo_title":8,"description":7,"path":244,"redirect_url":7,"locale":18,"children":245},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":247,"seo_title":8,"description":7,"path":248,"redirect_url":7,"locale":18,"children":249},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":251,"seo_title":8,"description":7,"path":252,"redirect_url":7,"locale":18,"children":253},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":255,"seo_title":8,"description":7,"path":256,"redirect_url":7,"locale":18,"children":257},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":259,"seo_title":8,"description":7,"path":260,"redirect_url":7,"locale":18,"children":261},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":263,"seo_title":8,"description":7,"path":264,"redirect_url":7,"locale":18,"children":265},"Sendikal 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