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charset=UTF-8\">\n  \u003Ctitle>Sakarya Üniversitesi Toplu_Is_Sozlesmesi\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>SAKARYA ÜNİVERSİTESİ REKTÖRLÜĞÜ\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Ch1>TÜRKİYE KOOPERATİF, TİCARET, EĞİTİM VE BÜRO İŞÇİLERİ\nSENDİKASI (KOOP-İŞ)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>ARASINDA AKDEDİLEN 1.DÖNEM TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.07.2020 - 31.12.2022\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>TARAFLAR VE TANIMLAR MADDE 1:\u003C\u002Fh3>\n\n\u003Ch4>A)TARAFLAR:\u003C\u002Fh4>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin tarafları; Sakarya Üniversitesi\nRektörlüğü ile Türkiye Kooperatif, Ticaret, Eğitim ve Büro İşçileri\nSendikası (KOOP-İŞ)’dır.\u003C\u002Fp>\n\n\u003Ch4>B)TANIMLAR:\u003C\u002Fh4>\n\n\u003Cp>Bu Toplu İş Sözleşmesi metninde;\u003C\u002Fp>\n\n\u003Cp>a)Sakarya Üniversitesi Rektörlüğü (İŞVEREN)\u003C\u002Fp>\n\n\u003Cp>b)İşletmenin veya işyerinin tamamını sevk ve idareye yetkili olanlar\n(İŞVEREN VEKİLİ)\u003C\u002Fp>\n\n\u003Cp>c)Türkiye Kooperatif, Ticaret, Eğitim ve Büro İşçileri Sendikası\n(KOOP-İŞ) (İŞÇİ SENDİKASI)\u003C\u002Fp>\n\n\u003Cp>d)Sözleşme; Bu Toplu İş Sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>e)Üye; Sendika Üyesi olan çalışanı,\u003C\u002Fp>\n\n\u003Cp>f)Temsilci; Sendikanın atayıp işverene bildirdiği, işyerinde çalışan\nsendika üyelerini,\u003C\u002Fp>\n\n\u003Cp>g)Baş Temsilci; Sendikanın işyeri temsilcileri arasından belirleyip\nişverene bildirdiği, işyerinde çalışan sendika üyesini,\u003C\u002Fp>\n\n\u003Cp>İfade eder.\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN AMACI MADDE 2:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı, iş sözleşmesinin yapılması,\nmuhtevası, yürütümü ve sona ermesi ile ilgili hususları düzenlemek,\nişyerinde düzenli ve verimli çalışmayı sağlamak, üretimi artırmak,\ntarafların hak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını sağlamak, taraflar arasında doğabilecek\nihtilafları uzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN KAPSAMI VE YARARLANMA MADDE 3:\u003C\u002Fh3>\n\n\u003Ch4>A)KAPSAM:\u003C\u002Fh4>\n\n\u003Cp>Bu toplu iş sözleşmesi, yer itibariyle Sakarya Üniversitesi\nRektörlüğü ve bağlı işyerlerini ve eklentilerini, kişi itibariyle\nSendika üyesi işçileri kapsar.\u003C\u002Fp>\n\n\u003Ch4>B)YARARLANMA:\u003C\u002Fh4>\n\n\u003Cp>Bu toplu iş sözleşmesinden sendika üyesi işçiler yararlanırlar. Toplu\niş sözleşmesinin imzalanması tarihinde sendikaya üye olanlar yürürlük\ntarihinden; imza tarihinden sonra üye olanlar ise üyeliklerinin sendika\ntarafından işverene bildirildiği tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Sendikaya üye olmayanların işbu toplu iş sözleşmesinden\nyararlanmaları hakkında yasa hükümleri uygulanır. Toplu iş\nsözleşmesinin imza tarihi ile yürürlük tarihi arasında iş sözleşmesi\nsona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe kadar toplu iş\nsözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN HÜKMÜ MADDE 4:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu iş\nsözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini toplu iş sözleşmesindeki hükümler alır.\nToplu iş sözleşmesinde iş sözleşmelerine aykırı hükümlerin bulunması\nhâlinde ise iş sözleşmesinin işçi yararına olan hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>Sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin hükümleri\nyenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü olarak devam\neder.\u003C\u002Fp>\n\n\u003Ch3>SAKLI HAKLAR: MADDE 5:\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşme ile kabul edilmiş, kaldırılmış veya değiştirilmiş olan\nkonuların dışında; toplu iş sözleşmesinin yürürlük tarihinden önce,\nişyerinde süreklilik gösterecek biçimde, iş sözleşmesi olarak\nuygulanmış ancak bu toplu iş sözleşmesinde bulunmayan hak ve menfaatler\nmükerrer olmamak şartıyla aynı şekil ve oranlarda uygulanmaya devam\nolunur.\u003C\u002Fp>\n\n\u003Ch3>İŞYERİNDE SENDİKAL ÇALIŞMALAR MADDE 6:\u003C\u002Fh3>\n\n\u003Cp>Sendika yöneticisi ve işyeri sendika temsilcileri, üyelerin sorularıyla\nilgilenmek amacıyla; yer ve zaman bakımından işverenle uyum sağlayarak\nçalışma düzenini bozmaksızın işyerlerinde sendikal çalışmalar\nyapabilir. Çalışma hayatı ve işçi-işveren- sendika ilişkileri ile\nilgili konuları görüşmek üzere, işverenin göstereceği uygun bir yerde\nmesai saatleri dışında üyelerle toplu görüşme yapılabilir.\u003C\u002Fp>\n\n\u003Cp>Üye, sendika veya ilgili sendika şubesi tarafından, tarafları ve\nüyeleri ilgilendiren konularda işveren ve işveren vekillerine yazılı\nolarak yapılacak müracaatlar otuz (30) gün içinde cevaplandırılır.\u003C\u002Fp>\n\n\u003Ch2>II.BOLUM TARAFLARIN HAK VE BORÇLARI\u003C\u002Fh2>\n\n\u003Ch3>SENDİKA AİDATLARI MADDE 7:\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikanın yazılı isteği ve aidat kesilecek üyelerin\nlistesini vermesi üzerine, yasal üyelik ve dayanışma aidatlarını\nişçilere yapacağı ücret ödemesinden kesip, Sendikanın göstereceği\nBanka hesabına en geç 30 gün içinde yatırır.\u003C\u002Fp>\n\n\u003Cp>İşveren, aidat kesilen üyelerin listesini posta veya e-posta yolu ile her\nay düzenli olarak Sendikanın muhasebe@koopis.org.tr adreslerine gönderir.\u003C\u002Fp>\n\n\u003Ch3>SENDİKA TEMSİLCİLERİ MADDE 8:\u003C\u002Fh3>\n\n\u003Cp>İşyeri temsilcileri fiilen o işyerinde çalışan ve sendika üyeleri\narasından 6356 sayılı kanuna göre seçeceği işyeri sendika\ntemsilcilerinin isimlerini 15 (onbeş) gün içinde işyerine bildirir.\u003C\u002Fp>\n\n\u003Ch4>A)GÖREVLERİ:\u003C\u002Fh4>\n\n\u003Cp>Sendika temsilcileri; işveren ve sendika üyeleri arasındaki ilişkilerin\nilk muhatabı olup, bu ilişkilerin kanunlar ve sözleşme hükümlerine uygun\nyürümesi için gerektiğinde işverenle bizzat görüşürler, gerektiğinde\nde konuyu sendikaya aktararak ilişkilerin sağlıklı yürümesini temin\nederler.\u003C\u002Fp>\n\n\u003Ch4>B)SORUMLULUKLAR:\u003C\u002Fh4>\n\n\u003Cp>Temsilciler görevlerini iyi niyet kurallarına göre yürütürlerken\nsendikaya karşı sorumludurlar. Kanunlar ve mevcut toplu iş sözleşmesi\nhükümlerinin uygulanması noktasında sendikaca kendilerine verilen\ngörevleri yerine getirmekle yükümlüdürler.\u003C\u002Fp>\n\n\u003Ch4>C)ÇALIŞMA TARZLARI:\u003C\u002Fh4>\n\n\u003Cp>Temsilciler; sendikal konular ve işyerinin çalışma düzeni ile ilgili\nolarak bu sözleşmenin 11.maddesinde belirtilen süreler dâhilinde\nçalışanlarla görüşme yapmaya yetkilidirler.\u003C\u002Fp>\n\n\u003Ch3>İŞYERİ SENDİKA YÖNETİCİLİĞİ, TEMSİLCİLİĞİ VE ÜYELİĞİNİN\nTEMİNATLARI MADDE 9:\u003C\u002Fh3>\n\n\u003Ch4>A) İşçi Kuruluşu Yöneticiliğinin Güvencesi\u003C\u002Fh4>\n\n\u003Cp>İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır. Yönetici, yöneticilik süresi içerisinde iş sözleşmesini\nfeshederse kıdem tazminatı fesih tarihindeki emsal ücret üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi askıya alınan yönetici; sendikanın tüzel\nkişiliğinin sona ermesi, seçime girmemek, yeniden seçilmemek veya kendi\nisteği ile çekilmek suretiyle görevinin sona ermesi hâlinde, sona erme\ntarihinden itibaren bir ay içinde ayrıldığı işyerinde işe başlatılmak\nüzere işverene başvurabilir. İşveren, talep tarihinden itibaren bir ay\niçinde bu kişileri o andaki şartlarla eski işlerine veya eski işlerine\nuygun bir diğer işe başlatmak zorundadır. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde, iş sözleşmeleri işverence feshedilmiş\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvuruları hâlinde işveren tarafından kıdem\ntazminatı ödenir. Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch4>B) İşyeri Sendika Temsilciliğinin Güvencesi\u003C\u002Fh4>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini haklı bir\nneden olmadıkça ve nedenini yazılı olarak açık ve kesin şekilde\nbelirtmedikçe feshedemez. Fesih bildiriminin tebliği tarihinden itibaren bir\nay içinde, temsilci veya üyesi bulunduğu sendika dava açabilir.\u003C\u002Fp>\n\n\u003Cp>Dava basit yargılama usulüne göre sonuçlandırılır. Mahkemece verilen\nkararın temyizi hâlinde Yargıtay kesin olarak karar verir.\u003C\u002Fp>\n\n\u003Cp>Temsilcinin işe iadesine karar verilirse fesih geçersiz sayılarak\ntemsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın kesinleşme\ntarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhâlinde, iş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma hâlinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin\nişyerini değiştiremez veya işinde esaslı tarzda değişiklik yapamaz. Aksi\nhâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Ch4>C)Sendika Özgürlüğünün Güvencesi\u003C\u002Fh4>\n\n\u003Cp>İşçilerin işe alınmaları; belli bir sendikaya girmeleri veya\ngirmemeleri, belli bir sendikadaki üyeliği sürdürmeleri veya üyelikten\nçekilmeleri veya herhangi bir sendikaya üye olmaları veya olmamaları\nşartına bağlı tutulamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartları veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri\ndışında veya işverenin izni ile iş saatleri içinde işçi\nkuruluşlarının faaliyetlerine katılmaları veya sendikal faaliyette\nbulunmalarından dolayı işten çıkarılamaz veya farklı işleme tabi\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>İşverenin yukarıdaki fıkralara aykırı hareket etmesi hâlinde\nişçinin bir yıllık ücret tutarından az olmamak üzere sendikal tazminata\nhükmedilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin iş kanunları ve diğer kanunlara göre sahip olduğu hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch3>İLAN TAHTASI VE TEMSİLCİ ODASI MADDE 10:\u003C\u002Fh3>\n\n\u003Cp>İşveren, Sendika işyeri temsilcilerinin belge ve kayıtlarını muhafaza\nedebilmesi ve sendikal çalışmaları kolaylaştırmak amacıyla bir\ntemsilcilik odası ile büro araç ve gereçlerini tahsis eder. Ayrıca,\nişyerinde üyelerin kolayca görebilecekleri uygun bir yerde sendika ilan ve\nbildirimlerinin asılması için bir duyuru tahtası tahsis edecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>SENDİKA TEMSİLCİ VE ÜYELERİNE TANINAN ÜCRETLİ İZİNLER MADDE\n11:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1. Baş Temsilci İzni:\u003C\u002Fp>\n\n\u003Cp>Sendika Baş Temsilcisi temsilcilik görevlerini, işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda yazılı\nsürelerde yerine getirir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-50 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>7 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>9 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501' den fazla İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>11 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Baş temsilci gündüz vardiyasında çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Baş temsilcinin izin süresini işyerinde geçirmesi asıldır. Ancak,\nsendikanın işverene yapacağı yazılı veya sonradan yazı ile doğrulamak\nkoşuluyla (en geç iki işgünü içinde) sözlü çağrısı üzerine, bu\nsüreyi çağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch4>2.Temsilci İzinleri:\u003C\u002Fh4>\n\n\u003Cp>İşyeri sendika temsilcileri temsilcilik görevlerini, işyerindeki\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda\nyazılı sürelerde yerine getirirler.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>7 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501' den fazla İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>9 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Diğer İzinler:\u003C\u002Fh4>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine yıllık toplam 50\ngün ücretli izin verilir. Bu izinler her üye için ayrı ayrı olmayıp,\ntüm üyeler içindir. Bir seferde işyeri işçi sayısının %5'inden fazla\nsayıda üyenin birden bu izin kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak, genel kurullar için bu %5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch3>YAZIŞMALAR MADDE 12:\u003C\u002Fh3>\n\n\u003Cp>Taraflar birbirleriyle olan her türlü yazışmalarda, en geç 30 işgünü\niçinde cevap vermeyi kabul ederler.\u003C\u002Fp>\n\n\u003Ch2>III.BOLUM İŞ SÖZLEŞMESİNE İLİŞKİN HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>DENEME SÜRESİ MADDE 13:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)İşe yeni alınan çalışanların deneme süresi iki aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Gerek çalışan, gerekse işveren deneme süresi içinde ihbar\nönellerine uymaksızın iş sözleşmesini feshetme hakkına sahiptir.\nÇalışanların çalıştığı günler için ücret ve diğer hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch3>GÖZALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE FESİH VE TEKRAR\nİŞE BAŞLATMA MADDE 14:\u003C\u002Fh3>\n\n\u003Cp>1-Gözaltına alınan işçiler bunu belgeledikleri takdirde kanuni\ngözaltı süresince ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>2-İşçi herhangi bir suç isnadıyla tutuklandığında, gözaltında ve\ntutuklu kaldığı süreler toplamı, İş Kanunundaki bildirim sürelerini\naştığı takdirde iş sözleşmesi işveren tarafından feshedilebilir. Bu\nsürelerin İş Kanunundaki bildirim süresini aşmaması hallerinde, işçi bu\nsüreler 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)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>c)Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biriyle 180 gün içinde son bulması ve işçinin bu tarihten\nitibaren bir hafta içinde işine dönmeyi talep etmesi halinde işveren\ntarafından emsallerinin hakları ile işe alınır. 180 günden sonra yapılan\nbaşvuru halinde boş yer varsa işe alınır. Bu halde işe tekrar alınan\nişçinin kıdeme bağlı eski hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken yüzseksen gün içinde tahliye\nedilenlerin bir hafta içinde başvurması halinde işveren tarafından tekrar\nişe alınırlar. Bilahare hüküm giymeleri halinde iş sözleşmeleri\nişveren tarafından feshedilmiş sayılır. Şu kadarki 5. fıkranın (a) ve\n(b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5- Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza alıp, cezası ertelenen, hükmün açıklanması geri\nbırakılan, paraya çevrilen veya af ile sonuçlanan veya iyi hali nedeni ile,\n6 aydan fazla ceza aldığı halde 6 aydan önce tahliye edilen işçiler,\u003C\u002Fp>\n\n\u003Cp>bir hafta içinde başvurması ve işyerinde durumuna uygun münhal kadro\nbulunması ve hizmetine ihtiyaç duyulması halinde işverenin takdiri ile\ntekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6- Anayasal düzene ve bu düzenin işleyişine karşı suçlar, zimmet,\nirtikâp, rüşvet, hırsızlık, dolandırıcılık, sahtecilik, güveni\nkötüye kullanma (Taksirle işlenen hali hariç) , hileli iflas, ihaleye fesat\nkarıştırma, edimin ifasına fesat karıştırma, suçtan kaynaklanan\nmalvarlığı değerlerini aklama veya kaçakçılık suçlarından mahkûm\nolmamak.) ile sabotaj, Devletin Ülke ve Milleti ile bütünlüğüne, Milli\ngüvenliğe, Kamu düzenine, Türk Silahlı Kuvvetlerine, karşı işlenen\nsuçlardan Hüküm giyenler, cezanın ertelenmesi, paraya çevrilmesi veya affa\nuğraması hallerinde dahi hiç bir suretle 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 180 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>başvurmaları halinde eski işlerine alınırlar. 180 günden fazla süren\nhükümlülük veya tutukluluk halinde tekrar işe başlatma işverenin\ntakdirine bağlıdır.\u003C\u002Fp>\n\n\u003Ch3>İHBAR ÖNELLERİ MADDE 15:\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilerin bildirim süreleri aşağıdaki gibidir:\u003C\u002Fp>\n\n\u003Cp>a.İşi altı aydan az sürmüş olan işçi için bildirimin diğer tarafa\nyapılmasından başlayarak 3 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b.İşi altı aydan bir buçuk yıla kadar sürmüş olan işçi için\nbildirimin diğer tarafa yapılmasından başlayarak 5 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c.İşi bir buçuk yıldan üç yıla kadar sürmüş olan işçi için\nbildirimin diğer tarafa yapılmasından başlayarak 7 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d.İşi üç yıldan fazla sürmüş olan işçi için bildirimin diğer\ntarafa yapılmasından başlayarak 9 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>KIDEM TAZMİNATI MADDE 16:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>A)Kıdem tazminatı konusunda yasa hükümleri uygulanır. Kıdem\ntazminatına esas gün sayısı her kıdem yılı için 35 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)İş kazası ve meslek hastalığı nedeniyle malulen ayrılanların\nkıdem tazminatı gün sayısı 40 gündür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>ÇALIŞMA SÜRELERİ VE FAZLA ÇALIŞMA MADDE 17:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Haftalık çalışma süresi en çok 45 saattir. Bu süre 5 gün üzerinden\ndüzenlenir. Vardiyalı çalışanlar hariç Cumartesi akdi, Pazar hafta\ntatilidir. Ancak, zorunlu hallerde işçiler Cumartesi günleri\nçalıştırılabilirler. Vardiyalı çalışma ile ilgili mevcut uygulamaya\ndevam edilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Fazla çalışma ücreti ise normal çalışma ücretinin saat başına\ndüşen miktarının %70 yükseltilmesi sureti ile ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla çalışmanın hesabında yarım saatten az olan süreler yarım saat,\nyarım saati aşan süreler ise bir saat sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>ULUSAL BAYRAM, GENEL TATİL VE HAFTA TATİLİ GÜNLERİNDE ÇALIŞMA MADDE\n18:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Ulusal bayram, genel tatil ve hafta tatili günleri yasalarda belirtilen\ngünlerdir. Ulusal bayram, genel tatil ve hafta tatili günlerinde\nçalıştırılan işçiye o gün için toplam 3 günlük ücret (çalışmadan\nhak ettikleri 1 günlük ücret dâhil) ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>GECE ÇALIŞMASI MADDE 19:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Saat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere güvenlik görevlileri hariç saat\nücretleri % 10 zamlı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>IV.BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>ÜCRETLİ SOSYAL İZİNLER MADDE 20:\u003C\u002Fh3>\n\n\u003Cp>İşçilere, dilekçelerinde belirtecekleri mazeretleri, izin vermeye\nyetkili makamca kabul edilmesi kaydıyla bir takvim yılında (tatil günleri\ndâhil) 6 işgünü ücretli mazeret izni verilir. Bu izin günlük, birkaç\ngünlük veya saatlik olarak kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Personelin yıllık ücretli izninin olması mazeret izni kullanmasına\nengel teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>Ayrıca personele, aşağıdaki durumlarını ispatlamaları şartıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)Evlenmeleri halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Yangın, su baskını ve deprem gibi afetlere maruz kalmaları halinde 10\ngüne kadar,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c)Eş veya çocuklarının ölümü halinde 6 gün, Anne, baba veya\nkardeşlerinin ölümü ile 1. Derece sıhri akrabalarının ölümü halinde 5\ngün, ikinci derece akrabalarının ölümü halinde 3 gün, ikinci derece\nsıhri akrabalarının ölümü halinde 1 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>d)Eşinin doğum yapması halinde 5 gün, evlat edinmesi durumunda 3\ngün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ücretli mazeret izni verilir. Evlenme hali hariç olmak üzere izni\ngerektiren durumların doğmasından itibaren 5 gün içinde talep etmesi\nhalinde kullanılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>İşçilerin bakmakla yükümlü olduğu veya işçinin 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 hâllerin sağlık kurulu\nraporu ile belgelendirilmesi şartıyla, ücret ve özlük hakları korunarak,\n15 güne kadar izin verilir. Gerektiğinde bu süre bir katına kadar\nuzatılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yukarıda belirtilen olayların vukuu anında personelin yıllık ücretli\nizinde olması halinde bu izinler yıllık ücretli izne ilave edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Kadın personelin doğumdan önce sekiz ve doğumdan sonra sekiz hafta olmak\nüzere toplam onaltı haftalık süre için çalıştırılmamaları esastır.\nÇoğul gebelik halinde doğumdan önce çalıştırılmayacak süreye iki\nhafta eklenir. Ancak sağlık durumu uygun olduğu takdirde doktorun onayı ile\nkadın personel isterse doğumdan önceki üç haftaya kadar iş yerinde\nçalıştırılabilir. Bu durumda kadın personelin çalıştığı süreler\ndoğum sonrası sürelere eklenir. Kadın personelin erken doğum yapması\nhalinde ise doğumdan önce kullanamadığı çalıştırılmayacak süreler,\ndoğum sonrasına eklenmek suretiyle kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yukarıda öngörülen süreler personelin sağlık durumuna ve işin\nözelliğine göre doğumdan önce ve doğumdan sonra gerekirse\nartırılabilir. Bu süreler hekim raporu ile bildirilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>Hamilelik süresince kadın işçilere periyodik kontroller için ücretli\nizin verilir. Hekim raporu ile gerekli görüldüğü takdirde, hamile personel\nişçi sağlığına uygun daha hafif işlerde çalıştırılır. Bu halde\npersonelin ücretinde herhangi bir indirim yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İsteği üzerine kadın personele onaltı haftalık sürenin\ntamamlanmasından veya çoğul gebelik halinde onsekiz haftalık süreden sonra\n1 yıla kadar ücretsiz izin verilir. Bu süre ücretli izin hakkının\nhesabında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>Kadın işçiye bir yaşından küçük çocuklarını emzirmeleri için\ngünde toplam 2 saat süt izni verilir. Bu sürenin hangi saatler arasında ve\nkaça bölünerek kullanılacağını işçi kendisi belirler ve bu süre\ngünlük çalışma süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>YILLIK ÜCRETLİ İZİN MADDE 21:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet süresi,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Bir yıldan beş yıla kadar (5 yıl dahil) olanlara yılda 18 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Beş yıldan fazla onbeş yıldan az olanlara yılda 24 gün,\u003C\u002Fp>\n\n\u003Cp>c)Onbeş yıl (dahil) ve daha fazla olanlara yılda 28 gün,\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, genel tatil ve hafta tatili günleri izin süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi yıllık ücretli izine hak kazanmış olmasına rağmen\niznini kullanmadan ölürse izin ücreti kanuni varislerine ödenir.\u003C\u002Fp>\n\n\u003Ch3>ÜCRETSİZ İZİN MADDE 22:\u003C\u002Fh3>\n\n\u003Cp>Üyenin şahsi ve ailevi mazeretlerine binaen talebi halinde işi aksatmamak\nkaydı ile yılda üç aya kadar ücretsiz mazeret izni verilebilir. Ücretsiz\nmazeret izinleri toptan da verilebilir. Bu süreler için ücret ödenmez.\u003C\u002Fp>\n\n\u003Cp>İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek ana, baba, eş veya çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde, bu hallerin raporla belgelendirilmesi şartıyla, istekleri\nüzerine en çok altı aya kadar ücretsiz izin verilebilir. Aynı şartlarla\nbu süre bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>İşçilere, 10 hizmet yılını tamamlamış olmaları ve istekleri halinde\nişçilik süreleri boyunca ve bir defada kullanılmak üzere altı aya kadar\nücretsiz izin verilebilir\u003C\u002Fp>\n\n\u003Ch2>V.BOLUM ÜCRETLER — İKRAMİYELER- SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>ÜCRETİN TANIMI VE HESAP PUSULASI MADDE 23:\u003C\u002Fh3>\n\n\u003Cp>Ücret, işçilere yaptıkları iş karşılığında işveren tarafından\nsağlanan ve nakden ödenen tutarları kapsar. İşveren yaptığı her\nödemede işçiye ücret hesabını gösterir imzalı ve işyerinin özel\nişaretini taşıyan bir ücret pusulası verir.\u003C\u002Fp>\n\n\u003Cp>İşçi ücretlerinin yatırıldığı bankadan işverence alınan promosyon\nbedeli, çalışanlara eşit olarak dağıtılır. Yapılacak promosyon\ngörüşmelerine Koop-İş Sendikasının belirleyeceği bir yetkilinin\nkatılımı sağlanır.\u003C\u002Fp>\n\n\u003Ch3>ÜCRET ESASLARI VE ARTIŞLARI MADDE 24:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>I-ÜCRET ZAMLARI:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>a)Birinci Altı Ay Zammı: (01.07.2020 - 31.12.2020)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 01.07.2020 tarihi itibariyle alacakları günlük\nücretler EK-1\u002FA’ da yer almaktadır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)İkinci Altı ay Zammı: (01.01.2021 - 30.06.2021)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2021 tarihi itibariyle alacakları günlük\nücretler EK-1\u002FB’ de yer almaktadır.\u003C\u002Fp>\n\n\u003Cp>Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli Haziran 2021 indeks sayısının, Aralık 2020 indeks\nsayısına göre değişim oranının %5’i (yüzde beş) aşması halinde\naşan kısmın tamamı, üçüncü altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>c)Üçüncü Altı Ay Zammı: (01.07.2021 - 31.12.2021)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşçilerin 01.07.2021 tarihindeki günlük brüt çıplak ücretlerine,\n01.07.2021 tarihinden geçerli olmak üzere %5 (yüzde beş) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2021 indeks sayısının, Haziran 2021\nindeks sayısına göre değişim oranının %5’i (yüzde altı) aşması\nhalinde aşan kısmın tamamı, dördüncü altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>d)Dördüncü Altı ay Zammı: (01.01.2022 - 30.06.2022)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşçilerin 01.01.2022 tarihindeki brüt çıplak ücretlerine, (Günlük\nücretleri 2022 yılı için belirlenen yasal günlük asgari ücretin altında\nkalanların günlük ücretleri bu ücrete yükseltildikten sonra) 01.01.2022\ntarihinden geçerli olmak üzere %4 (yüzde dört) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2022 indeks sayısının, Aralık 2021\nindeks sayısına göre değişim oranının %4’ü (yüzde dört) aşması\nhalinde aşan kısmın tamamı, beşinci altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>e)Beşinci Altı Ay Zammı: (01.07.2022 - 31.12.2022)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşçilerin 01.07.2022 tarihindeki günlük brüt çıplak ücretlerine,\n01.07.2022 tarihinden geçerli olmak üzere %4 (yüzde dört) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2022 indeks sayısının, Haziran 2022\nindeks sayısına göre değişim oranının %4’i (yüzde dört) aşması\nhalinde aşan kısmın tamamı, işçilerin 01.01.2023 tarihindeki ücretlerine\n(Günlük ücretleri 2023 yılı için belirlenen yasal günlük asgari\nücretin altında kalanların günlük ücretleri bu ücrete yükseltildikten\nsonra) enflasyon farkı olarak yansıtılacaktır.\u003C\u002Fp>\n\n\u003Ch4>II-İŞE BAŞLANGIÇ ÜCRETLERİ:\u003C\u002Fh4>\n\n\u003Cp>Kapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılır. Bu işçilerin deneme sürelerini başarı ile tamamlamaları ve\nsendikaya üye olmaları kaydıyla, sendikanın işverene bildirildiği tarihi\ntakip eden aybaşından geçerli olmak üzere, brüt çıplak ücretleri, işe\nalındığı dönemde belirlenen ve unvanına uygun olan işçi ücretine\nyükseltilir.\u003C\u002Fp>\n\n\u003Ch4>III-KIDEM ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin işyerinde geçirdikleri her hizmet yılı için\n15,00 TL\u002Fbrüt (Hizmet yılıX15,00 TL) kıdem zammı ödenir. 6 aydan fazla\nsüreler bir yıla tamamlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch4>IV-İŞ GÜÇLÜĞÜ ÖDEMESİ:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilere 01.01.2021 tarihinden geçerli olmak üzere\naşağıda fiilen yaptıkları işe göre belirlenen iş güçlüğü\nödemeleri yapılır. Bu ödemeler takip eden dönemlerde ücret zammı\noranında ve ücretin zamlandığı tarih itibarı ile arttırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>a)Peyzaj bahçıvanı, peyzaj teknikeri, kazancı, inşaat işçisi, sıhhi\ntesisatçı olarak fiilen çalışanlara brüt 450,00 TL\u002FAy,\u003C\u002Fp>\n\n\u003Cp>b)Temizlik ve Güvenlikte amir olarak fiilen çalışanlara brüt 450,00\nTL\u002FAy,\u003C\u002Fp>\n\n\u003Cp>c)Fiilen traktör şoförü olarak çalışanlara brüt 350,00 TL\u002FAy\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>İLAVE TEDİYE VE İKRAMİYE MADDE 25:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>a)İşyerinde çalışan sendika üyesi tüm işçilere 6772 sayılı yasaya\ngöre ilave tediye ödenir. İlave tediye ödeme tarihleri Cumhurbaşkanının\ntespit ettiği tarihlerdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>b)Sendika üyesi işçilere ilave tediye dışında her yıl 60 günlük\nücretleri tutarında ikramiye ödenir. Bu ikramiyeler;\u003C\u002Fp>\n\n\u003Cp>•01.07.2020 - 31.12.2020 dönemini kapsayan altı ay için Kasım ayında\n30 günlük ücretleri tutarında, (696 sayılı Kanun Hükmünde Kararname\ngereğince kapsam işyerlerinde sürekli işçi kadrosu ile istihdam edilen\nişçilere 01.11.2020 - 31.12.2020 dönemi için kısıt uygulaması\nyapılacaktır.)\u003C\u002Fp>\n\n\u003Cp>•2021 yılında Mart ayında 30 günlük, Eylül ayında 30 günlük\nücretleri tutarında,\u003C\u002Fp>\n\n\u003Cp>•2022 yılında Mart ayında 30 günlük, Eylül ayında 30 günlük\nücretleri tutarında,\u003C\u002Fp>\n\n\u003Cp>aylık ücretleri ile beraber ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>SOSYAL YARDIMLAR MADDE 26:\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere sözleşmenin birinci ve ikinci altı aylarında\nuygulanacak sosyal yardımlar (696 sayılı Kanun Hükmünde Kararname\ngereğince kapsam işyerlerinde sürekli işçi kadrosu ile istihdam edilen\nişçiler 01 Kasım 2020 tarihinden itibaren) aşağıda yer almaktadır. Bu\nyardımlar takip eden altışar aylık dönemlerde ücret zamları oranında\n(varsa enflasyon farkı ilave edilerek) ve ücretin zamlandığı tarihler\nitibarı ile arttırılarak bürüt olarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch4>A)Aile ve Çocuk Yardımı:\u003C\u002Fh4>\n\n\u003Cp>a)Aile Yardımı: Her ne şekilde olursa olsun menfaat karşılığı\nçalışmayan veya herhangi bir sosyal güvenlik kuruluşundan aylık almayan\neşi için sendika üyelerine her ay 300,00 TL aile yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Çocuk Yardımı: Sendika üyesi işçilere her çocuk için her ay 50,00\nTL çocuk\u003C\u002Fp>\n\n\u003Cp>yardımı ödenir.\u003C\u002Fp>\n\n\u003Ch4>B)Sosyal Yardım:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilere her ay 175,00 TL sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Ch4>C)Yemek Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilere fiili çalışmaya bağlı olmaksızın her ay\n310,00 TL yemek yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch4>D)Ulaşım Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilere fiili çalışmaya bağlı olmaksızın her ay\n260,00 TL ulaşım yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>E)Direksiyon Primi:\u003C\u002Fh4>\n\n\u003Cp>Şoför(Traktör Şoförleri hariç), operatör ve operatör\nyardımcılığını fiilen yapan işçilere fiilen çalışılan günler için\n10,00 TL\u002FGün direksiyon primi verilir.\u003C\u002Fp>\n\n\u003Ch4>F)Bayram Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilere; Ramazan ve Kurban bayramından bir hafta önce\nsözleşmenin birinci altı ayı için 100,00 TL, sözleşmenin ikinci altı\nayında 125,00 TL bayram harçlığı ödenir.\u003C\u002Fp>\n\n\u003Ch4>G)Evlenme Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyelerinin evlenmeleri halinde, belgesi ile tevsik edilmek\nkaydıyla 500,00 TL\u002FNet tutarında evlenme yardımı yapılır. Eşlerin aynı\nişverene bağlı olarak çalışması durumunda evlenme yardımı her ikisine\nde ayrı ayrı yapılır.\u003C\u002Fp>\n\n\u003Ch4>H)Doğum Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch4>İ) Ölüm Yardımı:\u003C\u002Fh4>\n\n\u003Cp>İşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına\n3.000,00 TL tutarında; normal ölümleri halinde ise 2.000,00 TL tutarında\nölüm yardımı yapılır. İşçinin eş, çocuklarının ve bakmakla\nyükümlü olduğu anne\u002Fbabasının ölümleri halinde 1.000,00 TL tutarında\nölüm yardım yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>J)Eğitim Yardımı:\u003C\u002Fh4>\n\n\u003Cp>İşveren, Sendika üyelerine her çocuk için belgelere müsteniden Eylül\nayının ilk haftasından başlamak ve yılda 1 defaya mahsus olmak üzere\naşağıda yazılı tutarlarda öğrenim yardımlarını öder.\u003C\u002Fp>\n\n\u003Cp>a)İlk ve orta öğrenimde okuyan çocuklar için: 150,00 TL\u002Fnet\u003C\u002Fp>\n\n\u003Cp>b)Lise ve Dengi okullarda okuyan çocuklar için: 170,00 TL\u002Fnet\u003C\u002Fp>\n\n\u003Cp>c)Üniversite, Yüksekokul ve Dengi okullarda okuyan çocuklar için 200,00\nTL\u002Fnet (okulun normal eğitim süresi ve artı bir yıl süreyle sınırlı\nolmak üzere) tutarında öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch4>K)Giyim Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Giyim yardımı ile ilgili usul ve esaslar Ek-2 Tabloda yer almaktadır.\u003C\u002Fp>\n\n\u003Ch4>L)Askerlik Yardımı:\u003C\u002Fh4>\n\n\u003Cp>Muvazzaf askerlik hizmeti nedeni ile ayrılan işçiye 500,00 TL askerlik\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Ch2>VI.BÖLÜM CEZA VE DİSİPLİN HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>DİSİPLİN KURULU MADDE 27:\u003C\u002Fh3>\n\n\u003Cp>Disiplin kurulu, biri Başkan olmak üzere işverenin seçeceği 2 asıl 2\nyedek üye ile sendikanın seçeceği 2 asıl ve 2 yedek üyeden kurulur. Asıl\nüye mazereti dolayısıyla işyerinde bulunmadığı hallerde yedek üye\nkurula katılır. Taraflar bu kurula seçecekleri asıl ve yedek üyelerini\ntoplu iş sözleşmesinin imza tarihinden itibaren bir ay içinde birbirlerine\nbildirmek zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu işverence intikal ettirilen konuları, mevzuat, tamim ve\nemirler ile işbu toplu iş sözleşmesinin hükümleri uyarınca inceleyerek\nkarar alır.\u003C\u002Fp>\n\n\u003Cp>Disiplin kuruluna gitmeden disiplin kurulu başkanı veya birim amiri ilgili\nkonuya ilişkin sendika üyesinden yazılı açıklama isteyebilir. Disiplin\nkurulu kararı olmadan çalışana uyarı cezası dışında ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu işverenin lüzum gördüğü hallerde toplanır. Kurul\nBaşkanı tarafından yapılacak çağrı 2 gün önce üyelere duyurulur. Bu\nçağrıda toplantı yer, gün ve saati ve gündemi belirtilir.\u003C\u002Fp>\n\n\u003Cp>Kurul en az üç üye ile toplanır. Ancak, işverenin yazılı\nçağrısına rağmen sendika temsilcilerinin toplantıya katılmaması halinde\nkurul iki üye ile toplanıp karar alabilir. Oyların eşit olması halinde\nBaşkanın bulunduğu taraf çoğunluğu sağlar.\u003C\u002Fp>\n\n\u003Cp>Kurul karar vermek için her türlü delili toplar, ilgili çalışanı\ndinleyerek ve\u002Fveya yazılı savunmasını alır.\u003C\u002Fp>\n\n\u003Cp>Yapılan yazılı tebligata rağmen davete icabet etmeyen ilgili hakkında\ngıyaben karar verilir.\u003C\u002Fp>\n\n\u003Cp>Buradaki disiplin kurulu işveren tarafından daha önce oluşturulan\ndisiplin komisyonunun yerine geçer.\u003C\u002Fp>\n\n\u003Ch3>DİSİPLİN CEZALARI MADDE 28:\u003C\u002Fh3>\n\n\u003Cp>Disipline uymayan işçilere işledikleri fiillere göre Ek-3 ceza\ncetvelinde gösterilen cezalar verilir. Aynı fiilin bir yıl içinde tekrarı\nhalinde fiilin karşısındaki tekrar sayısına göre gösterilen cezalar\nuygulanır. Bu cezalar fiilin ağırlık derecesi ve tekrar sayısına göre\nkınama, ücret kesintisi ve ihraçtır.\u003C\u002Fp>\n\n\u003Cp>Ceza Cetvelinde yer alan;\u003C\u002Fp>\n\n\u003Cp>1G: 1 Günlük ücret kesimi,\u003C\u002Fp>\n\n\u003Cp>2G: 2 Günlük ücret kesimi,\u003C\u002Fp>\n\n\u003Cp>3G: 3 Günlük ücret kesimini,\u003C\u002Fp>\n\n\u003Cp>4G: 4 Günlük ücret kesimini,\u003C\u002Fp>\n\n\u003Cp>İfade eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII.BÖLÜM ÇEŞİTLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>İŞ GÖREMEZLİK ÜCRETİ MADDE 29:\u003C\u002Fh3>\n\n\u003Cp>İşveren hastalıkları nedeniyle Sağlık Bakanlığına bağlı\nkuruluşlardan hekim raporu ile istirahat alan üyelerin ücretlerini tam\nolarak ödemeyi kabul eder. Geçici iş göremezlik ödeneklerinin mahsuplaşma\nişlemleri ile ilgili olarak İşveren ile Sosyal Güvenlik Kurumu arasında\nyapılan protokol çerçevesinde işlem yürütülür.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>ENGELLİ İŞÇİLERİN ÇALIŞTIRILMASI MADDE 30:\u003C\u002Fh3>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır. Ancak, engelli işçilerin\nçalıştırılmalarına yönelik süreler, çalıştırılacakları işler ve\nbu işlere ilişkin işyerlerinin engellerine uygun h ale getirilmesi için,\nişverence gerekli tedbirler alınır.\u003C\u002Fp>\n\n\u003Ch3>SAĞLIKLA İLGİLİ GÖREV DEĞİŞİMİ MADDE 31:\u003C\u002Fh3>\n\n\u003Cp>İş kazası veya sağlık durumu nedeniyle çalıştırıldığı işte\nçalışamayacağı S.G.K. mevzuatının öngördüğü sağlık\nkuruluşlarından aldığı Sağlık Kurulu raporu ile tespit edilen işçiler,\nişyerinin imkânları nispetinde sağlık durumlarına uygun başka bir işe\nnakledilebilirler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>İŞ SAĞLIĞI VE GÜVENLİĞİ MADDE 32:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İş sağlığı ve Güvenliği konusunda 6331 sayılı yasa hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>UYUŞMAZLIKLARIN ÇÖZÜMÜ MADDE 33:\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin uygulanmasından doğan sorunlar; sözleşmenin\nuygulanmasından doğan sorunlarda taraflardan herhangi birinin başvurusu\nhalinde konu 20 gün içerisinde tertip edilecek bir toplantıda\ngörüşülerek sonuçlandırılır.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin yorumundan doğan uyuşmazlıklar sendika yöneticileri ve\nyetkilileri ile işveren yetkilileri arasında görüşülür. Bir sonuca\nvarılmadığı takdirde yorum davası açılır.\u003C\u002Fp>\n\n\u003Ch3>HARCIRAH MADDE 34:\u003C\u002Fh3>\n\n\u003Cp>Bütçe ve Harcırah Kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>YÜRÜRLÜK VE SÜRE MADDE 35:\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesi 01\u002F07\u002F2020 tarihinde yürürlüğe girer ve\n31\u002F12\u002F2022 tarihinde sona erecektir.\u003C\u002Fp>\n\n\u003Ch3>FARKLARIN ÖDENME ZAMANI: GEÇİCİ MADDE 1:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlük tarihi ile imza tarihi arasında\noluşacak ücret ve diğer tüm ödemelere ilişkin farklar imza tarihinden\nitibaren iki ay içinde ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 2:\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinden 696 Kanun Hükmünde Kararname ile kadroya\ngeçirilen işçiler 01.11.2020 tarihinden itibaren yararlanacaklardır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 3:\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin imzası tarihinden itibaren yakacak\nyardımı uygulamasına son verilmiştir. Bu yardım sosyal yardım maddesi\niçinde değerlendirilmiştir. İmza tarihine kadara ödenen bu yardım ile\nilgili geriye dönük bir mahsuplaşma işlemi yapılmayacaktır.\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesi 35 asıl madde ve 3 Geçici Madde ve 3\nEk’ten ibaret olup, 10\u002F03\u002F2021 tarihinde taraflarca imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK-3: CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"313\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>(TEKERRÜR SAYISINA GÖRE)\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>CEZAYI GEREKTİREN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>1- 30 gün içinde izinsiz ve mazeretsiz bir gün işe\n        gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>2- İzinsiz ve mazeretsiz ardı ardına iki gün veya\n        1 ay içinde iki defa herhangi bir tatil gününden sonraki iş günü\n        işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>3- Hasta olmadığı halde kendisini hasta\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>4- İşyerine sarhoş gelmek, işyerinde veya iş\n        esnasında alkollü içki veya uyuşturucu madde kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>5- İş saatinde yapması gereken işi yapmayarak\n        özel işlerle meşgul olmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>6- İşyerine ait malzeme, vasıta alet veya\n        şahısları özel işlerinde kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>7- İş saatinde etrafını rahatsız edecek şekilde\n        bağırarak konuşmak veya şarkı söylemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>8- İş saatinde uyumak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>9- İşyerinde veya iş esnasında amirlerine,\n        maiyetindekilere, iş arkadaşlarına hakaret etmek veya tehdit etmek\n        ve iş esnasında fiziksel saldırıda bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>10- İşyerinde veya iş esnasında işyeri\n        mensuplarına, iş sahiplerine kaba muamelede bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>11- Amirleri tarafından verilen işleri yapmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>12- Amirleri tarafından iş sağlığı ve\n        güvenliğini ihlal etmemek kaydıyla verilen görevle ilgili emir ve\n        işleri yapmamağa arkadaşlarını kışkırtma ve yaptırmama,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\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=\"292\">\u003Cp>13- Kendisine verilen işi yapmadığı halde yapmış\n        gibi göstermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>14-Gizli tutulması gereken göreve müteallik\n        sırları ifşa etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>15- İşyerinde kavga çıkarmak veya kavga\n        çıkarmasına sebebiyet vermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>16- 30 gün içinde 3 defadan fazla 30 dakikaya kadar\n        olan gecikmeler.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>17- Hırsızlık veya hırsızlığa teşebbüs\n        etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"292\">\u003Cp>18- İşyerine ait alet malzeme veya\n        vasıtaların bakım ve temizliğini ihmal etmek malzemeyi ve\n        kırtasiyeyi hor kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>19-İşyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden bir yangına sebebiyet vermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>20-İşyerinin kısmen veya tamamen durdurma amacı\n        ile sabotaja teşvik etmek veya sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>21- Görevde lakayt kalmak ve kendisine verilen işin\n        bittiğini işi veren amirine bildirmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>22- Terör örgütüne yardım ve yataklık etmek,\n        üye olmak, propagandasını yapmak veya kendisine çıkar sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>23- Vasıta kullananlar için trafik kurallarına\n        riayetsizlik,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>24- Kendisine teslim edilen malzeme ve vasıtayı iyi\n        korumayarak kaybına bozulmasına sebebiyet vermek. (hasarın 30 (otuz)\n        gündelik tutarını aşmaması halinde) işçinin;\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>a) İhmal halinde,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>b) Ağır ihmalinde,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>c) Kastı halinde,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\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=\"292\">\u003Cp>25- İşyerinde kumar oynamak veya oynatmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>26- İşyerinde işlediği suçtan dolayı 7 günden\n        az hapse mahkûm olmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>27- İş akdi yapıldığı sırada bu akdin esaslı\n        noktalarından birine müteallik vasıflar veya şartlar kendisinde\n        bulunmadığı halde haiz olduğunu ileri sürmek veyahut hakikate\n        uygun olmayan bilgi vermek ve beyanda bulunmak sureti ile işçinin\n        işvereni veya işveren vekilini yanıltması,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>28- Zaruret olmadıkça iş münasebetlerinde veya\n        şahsi işlerde merci tecavüzünde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>29- İşçinin yapmakla mükellef bulunduğu ödevleri\n        işin ifası sırasında amiri tarafından yapması lüzumu ikaz\n        edilmesine rağmen yapmakta direnmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>30- Resmi belgeler üzerinde tahrifat yapmak, sahte\n        belge düzenlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>31- İşe gelmeyen işçinin yerine imza atmak,\n        kartını bastırmak veya işçiyi işe gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>32- İş günü bittikten sonra, izinsiz olarak\n        işyerine girmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>33 - Rüşvet almak, rüşvet vermek veya bunlara\n        teşebbüs etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>34- Kendisine verilen yetki dışında iş yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>KINAMA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"292\">\u003Cp>35- Her türlü platformda, görevin işbirliği\n        halinde gerçekleştirilmesini engelleyici fiil ve eylemlerle, kurumun,\n        devlet tüzel kişiliğinin ve bu kişiliği temsil edenlerin itibar ve\n        saygınlığına aykırı beyan ve eylemlerde bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"CBA_MEMTRAD4_1":45,"disabilityfund":49,"contracttrial":53,"contracttrialperiod":56,"sicknesspay":60,"healthandsafetypolicy":62,"code_application":65,"funeralpay":69,"paidmaternityleave":73,"paidpaternityleave":77,"deathrelatives":81,"marriage":85,"maternity_nursing_breaks_duration":88,"timeoff":92,"childcare":96,"discrimination":100,"WORKHOURS_trigger":104,"hourspday_select":108,"dayspweek_select":112,"PAIDLEAV_trigger":114,"holidaysdays":117,"bankholidays1":121,"TRADEUNLEAV_trigger":125,"STRUCINCR_trigger":129,"ONCERISE_trigger":133,"ONCERISE2_trigger":137,"NOCTPREM_trigger":141,"shiftallowancetype":144,"overtimeallowancetype_general":148,"HARDSHIP_trigger":152,"SUNDAY_trigger":156,"SENIOR_trigger":160,"longserviceallowancetype":163,"COMMUTE_trigger":167,"mealvouchersamount":171},{"bindId":43,"name":44,"text":44},"cbadate_start","01.07.2020 - 31.12.2022",{"bindId":46,"name":47,"text":48},"CBA_MEMTRAD4_1","TÜRKİYE KOOPERATİF, TİCARET, EĞİTİM VE B","TÜRKİYE KOOPERATİF, TİCARET, EĞİTİM VE BÜRO İŞÇİLERİ\nSENDİKASI (KOOP-İŞ)",{"bindId":50,"name":51,"text":52},"disabilityfund","İŞ GÖREMEZLİK ÜCRETİ MADDE 29: İşveren h","İŞ GÖREMEZLİK ÜCRETİ MADDE 29:\n\nİşveren hastalıkları nedeniyle Sağlık Bakanlığına bağlı\nkuruluşlardan hekim raporu ile istirahat alan üyelerin ücretlerini tam\nolarak ödemeyi kabul eder. Geçici iş göremezlik ödeneklerinin mahsuplaşma\nişlemleri ile ilgili olarak İşveren ile Sosyal Güvenlik Kurumu arasında\nyapılan protokol çerçevesinde işlem yürütülür.",{"bindId":54,"name":55,"text":55},"contracttrial","DENEME SÜRESİ MADDE 13:",{"bindId":57,"name":58,"text":59},"contracttrialperiod","a)İşe yeni alınan çalışanların deneme sü","a)İşe yeni alınan çalışanların deneme süresi iki aydır.",{"bindId":61,"name":51,"text":52},"sicknesspay",{"bindId":63,"name":64,"text":64},"healthandsafetypolicy","İŞ SAĞLIĞI VE GÜVENLİĞİ MADDE 32:",{"bindId":66,"name":67,"text":68},"code_application","İş sağlığı ve Güvenliği konusunda 6331 s","İş sağlığı ve Güvenliği konusunda 6331 sayılı yasa hükümleri\nuygulanır.",{"bindId":70,"name":71,"text":72},"funeralpay","İ) Ölüm Yardımı: İşçilerin iş kazası son","İ) Ölüm Yardımı:\n\nİşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına\n3.000,00 TL tutarında; normal ölümleri halinde ise 2.000,00 TL tutarında\nölüm yardımı yapılır. İşçinin eş, çocuklarının ve bakmakla\nyükümlü olduğu anne\u002Fbabasının ölümleri halinde 1.000,00 TL tutarında\nölüm yardım yapılır.",{"bindId":74,"name":75,"text":76},"paidmaternityleave","Kadın personelin doğumdan önce sekiz ve ","Kadın personelin doğumdan önce sekiz ve doğumdan sonra sekiz hafta olmak\nüzere toplam onaltı haftalık süre için çalıştırılmamaları esastır.\nÇoğul gebelik halinde doğumdan önce çalıştırılmayacak süreye iki\nhafta eklenir. Ancak sağlık durumu uygun olduğu takdirde doktorun onayı ile\nkadın personel isterse doğumdan önceki üç haftaya kadar iş yerinde\nçalıştırılabilir. Bu durumda kadın personelin çalıştığı süreler\ndoğum sonrası sürelere eklenir. Kadın personelin erken doğum yapması\nhalinde ise doğumdan önce kullanamadığı çalıştırılmayacak süreler,\ndoğum sonrasına eklenmek suretiyle kullandırılır.",{"bindId":78,"name":79,"text":80},"paidpaternityleave","d)Eşinin doğum yapması halinde 5 gün, ev","d)Eşinin doğum yapması halinde 5 gün, evlat edinmesi durumunda 3\ngün,",{"bindId":82,"name":83,"text":84},"deathrelatives","c)Eş veya çocuklarının ölümü halinde 6 g","c)Eş veya çocuklarının ölümü halinde 6 gün, Anne, baba veya\nkardeşlerinin ölümü ile 1. Derece sıhri akrabalarının ölümü halinde 5\ngün, ikinci derece akrabalarının ölümü halinde 3 gün, ikinci derece\nsıhri akrabalarının ölümü halinde 1 gün,",{"bindId":86,"name":87,"text":87},"marriage","a)Evlenmeleri halinde 5 gün,",{"bindId":89,"name":90,"text":91},"maternity_nursing_breaks_duration","Kadın işçiye bir yaşından küçük çocuklar","Kadın işçiye bir yaşından küçük çocuklarını emzirmeleri için\ngünde toplam 2 saat süt izni verilir. Bu sürenin hangi saatler arasında ve\nkaça bölünerek kullanılacağını işçi kendisi belirler ve bu süre\ngünlük çalışma süresinden sayılır.",{"bindId":93,"name":94,"text":95},"timeoff","Hamilelik süresince kadın işçilere periy","Hamilelik süresince kadın işçilere periyodik kontroller için ücretli\nizin verilir. Hekim raporu ile gerekli görüldüğü takdirde, hamile personel\nişçi sağlığına uygun daha hafif işlerde çalıştırılır. Bu halde\npersonelin ücretinde herhangi bir indirim yapılmaz.",{"bindId":97,"name":98,"text":99},"childcare","İşçilerin bakmakla yükümlü olduğu veya i","İşçilerin bakmakla yükümlü olduğu veya işçinin 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 hâllerin sağlık kurulu\nraporu ile belgelendirilmesi şartıyla, ücret ve özlük hakları korunarak,\n15 güne kadar izin verilir. Gerektiğinde bu süre bir katına kadar\nuzatılır.",{"bindId":101,"name":102,"text":103},"discrimination","İşveren, bir sendikaya üye olan işçilerl","İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartları veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.",{"bindId":105,"name":106,"text":107},"WORKHOURS_trigger","ÇALIŞMA SÜRELERİ VE FAZLA ÇALIŞMA MADDE ","ÇALIŞMA SÜRELERİ VE FAZLA ÇALIŞMA MADDE 17:",{"bindId":109,"name":110,"text":111},"hourspday_select","Haftalık çalışma süresi en çok 45 saatti","Haftalık çalışma süresi en çok 45 saattir. Bu süre 5 gün üzerinden\ndüzenlenir. Vardiyalı çalışanlar hariç Cumartesi akdi, Pazar hafta\ntatilidir. Ancak, zorunlu hallerde işçiler Cumartesi günleri\nçalıştırılabilirler. Vardiyalı çalışma ile ilgili mevcut uygulamaya\ndevam edilir.",{"bindId":113,"name":110,"text":111},"dayspweek_select",{"bindId":115,"name":116,"text":116},"PAIDLEAV_trigger","YILLIK ÜCRETLİ İZİN MADDE 21:",{"bindId":118,"name":119,"text":120},"holidaysdays","a)Bir yıldan beş yıla kadar (5 yıl dahil","a)Bir yıldan beş yıla kadar (5 yıl dahil) olanlara yılda 18 gün,",{"bindId":122,"name":123,"text":124},"bankholidays1","ULUSAL BAYRAM, GENEL TATİL VE HAFTA TATİ","ULUSAL BAYRAM, GENEL TATİL VE HAFTA TATİLİ GÜNLERİNDE ÇALIŞMA MADDE\n18:",{"bindId":126,"name":127,"text":128},"TRADEUNLEAV_trigger","SENDİKA TEMSİLCİ VE ÜYELERİNE TANINAN ÜC","SENDİKA TEMSİLCİ VE ÜYELERİNE TANINAN ÜCRETLİ İZİNLER MADDE\n11:",{"bindId":130,"name":131,"text":132},"STRUCINCR_trigger","I-ÜCRET ZAMLARI: a)Birinci Altı Ay Zammı","I-ÜCRET ZAMLARI:\n\na)Birinci Altı Ay Zammı: (01.07.2020 - 31.12.2020)\n\nSendika üyesi işçilerin 01.07.2020 tarihi itibariyle alacakları günlük\nücretler EK-1\u002FA’ da yer almaktadır.\n\nb)İkinci Altı ay Zammı: (01.01.2021 - 30.06.2021)\n\nSendika üyesi işçilerin 01.01.2021 tarihi itibariyle alacakları günlük\nücretler EK-1\u002FB’ de yer almaktadır.\n\nTürkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli Haziran 2021 indeks sayısının, Aralık 2020 indeks\nsayısına göre değişim oranının %5’i (yüzde beş) aşması halinde\naşan kısmın tamamı, üçüncü altı ay ücret zammı oranına ilave\nedilecektir.",{"bindId":134,"name":135,"text":136},"ONCERISE_trigger","b)Sendika üyesi işçilere ilave tediye dı","b)Sendika üyesi işçilere ilave tediye dışında her yıl 60 günlük\nücretleri tutarında ikramiye ödenir. Bu ikramiyeler;\n\n•01.07.2020 - 31.12.2020 dönemini kapsayan altı ay için Kasım ayında\n30 günlük ücretleri tutarında, (696 sayılı Kanun Hükmünde Kararname\ngereğince kapsam işyerlerinde sürekli işçi kadrosu ile istihdam edilen\nişçilere 01.11.2020 - 31.12.2020 dönemi için kısıt uygulaması\nyapılacaktır.)\n\n•2021 yılında Mart ayında 30 günlük, Eylül ayında 30 günlük\nücretleri tutarında,\n\n•2022 yılında Mart ayında 30 günlük, Eylül ayında 30 günlük\nücretleri tutarında,\n\naylık ücretleri ile beraber ödenir.",{"bindId":138,"name":139,"text":140},"ONCERISE2_trigger","a)İşyerinde çalışan sendika üyesi tüm iş","a)İşyerinde çalışan sendika üyesi tüm işçilere 6772 sayılı yasaya\ngöre ilave tediye ödenir. İlave tediye ödeme tarihleri Cumhurbaşkanının\ntespit ettiği tarihlerdir.",{"bindId":142,"name":143,"text":143},"NOCTPREM_trigger","GECE ÇALIŞMASI MADDE 19:",{"bindId":145,"name":146,"text":147},"shiftallowancetype","Saat 20.00-06.00 arasında yapılan çalışm","Saat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere güvenlik görevlileri hariç saat\nücretleri % 10 zamlı ödenir.",{"bindId":149,"name":150,"text":151},"overtimeallowancetype_general","Fazla çalışma ücreti ise normal çalışma ","Fazla çalışma ücreti ise normal çalışma ücretinin saat başına\ndüşen miktarının %70 yükseltilmesi sureti ile ödenir.",{"bindId":153,"name":154,"text":155},"HARDSHIP_trigger","IV-İŞ GÜÇLÜĞÜ ÖDEMESİ: Sendika üyesi işç","IV-İŞ GÜÇLÜĞÜ ÖDEMESİ:\n\nSendika üyesi işçilere 01.01.2021 tarihinden geçerli olmak üzere\naşağıda fiilen yaptıkları işe göre belirlenen iş güçlüğü\nödemeleri yapılır. Bu ödemeler takip eden dönemlerde ücret zammı\noranında ve ücretin zamlandığı tarih itibarı ile arttırılarak\nödenecektir.\n\na)Peyzaj bahçıvanı, peyzaj teknikeri, kazancı, inşaat işçisi, sıhhi\ntesisatçı olarak fiilen çalışanlara brüt 450,00 TL\u002FAy,\n\nb)Temizlik ve Güvenlikte amir olarak fiilen çalışanlara brüt 450,00\nTL\u002FAy,\n\nc)Fiilen traktör şoförü olarak çalışanlara brüt 350,00 TL\u002FAy",{"bindId":157,"name":158,"text":159},"SUNDAY_trigger","Ulusal bayram, genel tatil ve hafta tati","Ulusal bayram, genel tatil ve hafta tatili günleri yasalarda belirtilen\ngünlerdir. Ulusal bayram, genel tatil ve hafta tatili günlerinde\nçalıştırılan işçiye o gün için toplam 3 günlük ücret (çalışmadan\nhak ettikleri 1 günlük ücret dâhil) ödenir.",{"bindId":161,"name":162,"text":162},"SENIOR_trigger","KIDEM TAZMİNATI MADDE 16:",{"bindId":164,"name":165,"text":166},"longserviceallowancetype","A)Kıdem tazminatı konusunda yasa hükümle","A)Kıdem tazminatı konusunda yasa hükümleri uygulanır. Kıdem\ntazminatına esas gün sayısı her kıdem yılı için 35 gündür.",{"bindId":168,"name":169,"text":170},"COMMUTE_trigger","D)Ulaşım Yardımı: Sendika üyesi işçilere","D)Ulaşım Yardımı:\n\nSendika üyesi işçilere fiili çalışmaya bağlı olmaksızın her ay\n260,00 TL ulaşım yardımı ödenir.",{"bindId":172,"name":173,"text":174},"mealvouchersamount","C)Yemek Yardımı: Sendika üyesi işçilere ","C)Yemek Yardımı:\n\nSendika üyesi işçilere fiili çalışmaya bağlı olmaksızın her ay\n310,00 TL yemek yardımı ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SAKARYA ÜNİVERSİTESİ REKTÖRLÜĞÜ İLE KOOP-İŞ ARASINDA AKDEDİLEN 1.DÖNEM TOPLU İŞ SÖZLEŞMESİ 01.07.2020 - 31.12.2022 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2020-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2022-12-31\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: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \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                        KOOP-İŞ Türkiye Kooperatif, Ticaret ve Büro İşçileri 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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → 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            \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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 1000.0\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: → Evet\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: → 15 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 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            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2021-01\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            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → TRY -9.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY 260.0 per month\n                \u003C\u002Fdiv>\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                 → 310.0 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",[180],{"title":35,"slug":31},[182],{"type":183,"data":184},"call_to_action_body_block",{"title":185,"description":186,"variant":187,"link":188},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":185,"url":189,"description":185,"rel":190,"type":191},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[193],{"type":183,"data":194},{"title":185,"description":186,"variant":187,"link":195},{"title":185,"url":189,"description":185,"rel":190,"type":191},[],{"title":15,"seo_title":198,"description":7,"path":199,"redirect_url":7,"locale":16,"children":200},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[201,282,311],{"title":18,"seo_title":202,"description":7,"path":203,"redirect_url":7,"locale":16,"children":204},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[205,209,213,229,278],{"title":206,"seo_title":8,"description":7,"path":207,"redirect_url":7,"locale":16,"children":208},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":210,"seo_title":8,"description":7,"path":211,"redirect_url":7,"locale":16,"children":212},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":214,"seo_title":8,"description":7,"path":215,"redirect_url":7,"locale":16,"children":216},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[217,221,225],{"title":218,"seo_title":8,"description":7,"path":219,"redirect_url":7,"locale":16,"children":220},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":222,"seo_title":8,"description":7,"path":223,"redirect_url":7,"locale":16,"children":224},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":226,"seo_title":8,"description":7,"path":227,"redirect_url":7,"locale":16,"children":228},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":230,"seo_title":231,"description":7,"path":232,"redirect_url":7,"locale":16,"children":233},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[234,238,242,246,250,254,258,262,266,270,274],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":7,"locale":16,"children":237},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":239,"seo_title":8,"description":7,"path":240,"redirect_url":7,"locale":16,"children":241},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":243,"seo_title":8,"description":7,"path":244,"redirect_url":7,"locale":16,"children":245},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":247,"seo_title":8,"description":7,"path":248,"redirect_url":7,"locale":16,"children":249},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":251,"seo_title":8,"description":7,"path":252,"redirect_url":7,"locale":16,"children":253},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":255,"seo_title":8,"description":7,"path":256,"redirect_url":7,"locale":16,"children":257},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":259,"seo_title":8,"description":7,"path":260,"redirect_url":7,"locale":16,"children":261},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":263,"seo_title":8,"description":7,"path":264,"redirect_url":7,"locale":16,"children":265},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":267,"seo_title":8,"description":7,"path":268,"redirect_url":7,"locale":16,"children":269},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":271,"seo_title":8,"description":7,"path":272,"redirect_url":7,"locale":16,"children":273},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":275,"seo_title":8,"description":7,"path":276,"redirect_url":7,"locale":16,"children":277},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":279},[280],{"title":185,"seo_title":8,"description":7,"path":189,"redirect_url":7,"locale":16,"children":281},[],{"title":283,"seo_title":8,"description":7,"path":284,"redirect_url":7,"locale":16,"children":285},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[286,290,296,301,306],{"title":287,"seo_title":8,"description":7,"path":288,"redirect_url":7,"locale":16,"children":289},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":291,"seo_title":8,"description":7,"path":292,"redirect_url":293,"locale":294,"children":295},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":297,"seo_title":8,"description":7,"path":298,"redirect_url":299,"locale":294,"children":300},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":302,"seo_title":8,"description":7,"path":303,"redirect_url":304,"locale":294,"children":305},"Haberler ve 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