[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Fstandard-profil-otomotiv-sanayi-ve-ticaret-a-s-ile-petrol-is-arasinda-yapilan-isletme-toplu-is-sozlesmesi-13-12-2012-31-12-2014":3,"menu:\u002Ftr-tr:":216,"sites:htmlblocks":381,"footer:root":1820,"subsites":1918,"cite-subsites":5481,"suggested:root":5958,"cite-footer:root":5962},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":196,"content_type_view":197,"extra_breadcrumbs":198,"body":200,"body_blocks":211,"related_pages":215},3647,"toplu-is-sozlesmesi","Toplu İş Sözleşmeleri",null,"","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi","collective_agreements.collectiveagreementoverview","tr_TR","\u002Fcms\u002Fpages\u002F3647\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Türkiye","tr-tr",{"title":18,"slug":19},"Türkiye’de Çalışmak","turkiye-de-calismak",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002F","index, follow","website","summary_large_image","2025-08-14T08:35:38.214461+02:00","2026-04-02T13:36:54.349979+02:00",{"cba":30,"clauses":41,"details":194,"translations":195},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"standard-profil-otomotiv-sanayi-ve-ticaret-a-s-ile-petrol-is-arasinda-yapilan-isletme-toplu-is-sozlesmesi-13-12-2012-31-12-2014","f2879b02-37af-11f0-81a6-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fturkiye\u002Fstandard-profil-otomotiv-sanayi-ve-ticaret-a-s-ile-petrol-is-arasinda-yapilan-isletme-toplu-is-sozlesmesi-13-12-2012-31-12-2014-1\u002Fstandard-profil-otomotiv-sanayi-ve-ticaret-a-s-ile-petrol-is-arasinda-yapilan-isletme-toplu-is-sozlesmesi-13-12-2012-31-12-2014\u002F","STANDARD PROFİL OTOMOTİV SANAYİ VE TİCARET A.Ş. İLE PETROL-İŞ ARASINDA YAPILAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 13.12.2012-31.12.2014","STANDARD PROFİL OTOMOTİV SANAYİ VE TİCARET A.Ş. İLE PETROL-İŞ ARASINDA YAPILAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 13.12.2012-31.12.2014 - 2012","Turkey - STANDARD PROFİL OTOMOTİV SANAYİ VE TİCARET A.Ş. İLE PETROL-İŞ ARASINDA YAPILAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 13.12.2012-31.12.2014 - 2012","STANDARD PROFİL OTOMOTİV SANAYİ VE TİCARET A.Ş. İLE PETROL-İŞ ARASINDA YAPILAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 13.12.2012-31.12.2014 - 2012 - Manufacturing",{"name":39,"data":40},"standart1_2012_toplusozlesme_metni.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>standart1_2012_toplusozlesme_metni\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>STANDARD PROFİL OTOMOTİV\u003C\u002Fh1>\n\n\u003Ch1>SANAYİ VE TİCARET A.Ş.\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>TÜRKİYE PETROL KİMYA LASTİK İŞÇİLERİ SENDİKASI (PETROL-İŞ)\u003C\u002Fh1>\n\n\u003Ch1>ARASINDA YAPILAN İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>13.12.2012-31.12.2014\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TARAFLAR:\u003C\u002Fh2>\n\n\u003Cp>1-Standard Profil Otomotiv San. Tic. A.Ş (Bundan böyle işveren\ndenecek)\u003C\u002Fp>\n\n\u003Cp>Cumhuriyet Cad. No:40\u002F5-7\u003C\u002Fp>\n\n\u003Cp>Adres: Elmadağ-Şişli\u002F İSTANBUL\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>2-Türkiye Petrol Kimya Lastik İşçileri (Petrol-İş) Sendikası (Bundan\nböyle sendika denecek)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Altunizade Mah. Kuşbakışı Cad. No: 23 Üsküdar\u002FİSTANBUL Madde 1- SÜRE\n:\u003C\u002Fp>\n\n\u003Cp>A)Bu sözleşme, 13.12.2012 günü sabahından 31.12.2014 günü akşamına\nkadar 2 yıl süre ile yürürlükte kalacaktır.\u003C\u002Fp>\n\n\u003Cp>B)Sözleşme, taraf olan işverenin değişmesi ya da işyerinin başka bir\nmahalle nakli halinde dahi aynı şartlarla yürürlükte kalır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 2- KAPSAM :\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesi, işin niteliği ve yürütümü bakımından,\nişverenin Köprübaşı Mevkii Yörükler Köyü Konuralp-Düzce, Hamamaltı\nMevkii Konuralp-Düzce'de kurulu işyerlerini ve buna bağlı dinlenme, çocuk\nemzirme, yatakhane, yemekhane, yıkanma, muayene, bakım, bedeni ve mesleki\neğitim yerlerinde çalışan Petrol-İş Sendikası üyesi işçileri\nkapsar.\u003C\u002Fp>\n\n\u003Cp>Ancak, Müdürler, Müdür Yardımcıları, Yönetmenler, Üretim Alan\nSorumluları, Üretim Sorumluları Finans Satış, Satınalma, Teknik Ressam,\nMuhasebe, İdari ve Ticari Kadro da çalışan Büro Personeli ve Memurlar\nMühendisler, Laboratuar Kalite ve ARGE Tekniker ve Teknisyenleri, Sağlık\nPersoneli, Danışma ve Santral Memuru, Yönetici Sekreter ve Şoförleri\nkapsam dışıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 3- YARARLANMA :\u003C\u002Fh3>\n\n\u003Cp>A)1- İşbu sözleşmeden, Standart Profil Otomotiv Sanayi ve Ticaret\nA.Ş.'ne bağlı olarak çalışan işçilerden kapsam içi olanlardan\nPetrol-İş üyesi olanlar yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>2-Toplu iş sözleşmesinin imzalanması tarihinde sendikaya üye olanlar\nyürürlük tarihinden, imza tarihinden sonra üye olanlar ise üyeliklerinin\nsendikaca işverene bildirildiği tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>B)Yararlanmanın Sona Ermesi :\u003C\u002Fp>\n\n\u003Cp>Sendikadan istifa eden veya çıkarılan işçilerin, işbu toplu iş\nsözleşmesi uyarınca almış oldukları (ücret zamları dahil) bütün hak\nve menfaatlerden yararlanmaları, istifa durumunda noterlikçe yapıldığı\ntarihi takip eden 1 ay sonra, sendikadan çıkarılmada çıkarılma kararı\nkesinleştikten sonra sona erer.\u003C\u002Fp>\n\n\u003Cp>C)İşten Ayrılan İşçilerin toplu iş sözleşmesinden yararlanması\n:\u003C\u002Fp>\n\n\u003Cp>6356 sayılı yasanın 39. maddesi 3. bendine göre, 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. Hizmet akdi tazminatlı olarak sona eren sendika\nüyelerinin, toplu iş sözleşmesindeki düzenlemeler üzerinden tazminatları\nyeniden hesaplanarak, fark alacakları hak sahiplerine ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 4- ÜYELİK AİDATI :\u003C\u002Fh3>\n\n\u003Cp>A)Aidat Miktarı :\u003C\u002Fp>\n\n\u003Cp>Sendikaya kayıtlı üyelerin ödeyeceği aylık üyelik aidatı tutarı,\nsendika anatüzüğünde belirtilen miktardır. İşbu aidat her ay ödenir.\u003C\u002Fp>\n\n\u003Cp>B)Sendikanın yazılı talebi ve aidatı kesilecek sendika üyesi\nişçilerin listesini vermesi üzerine işveren (A) bendinde yazılı üyelik\naidatını ve dayanışma aidatını işçilere yapacağı ilk tediyesinde\nücret bordrolarından kesmeye ve kestiği aidat nev'ini de belirterek\ntutarını en geç 15 gün içinde sendikaca gösterilen bankadaki hesaba\nyatırır. Kesinti listesini de sendikaya göndermeye mecburdur.\u003C\u002Fp>\n\n\u003Cp>İşten herhangi bir sebeple ayrılanları, emekli olanları, askerlik\nnedeniyle ayrılanları ve işten çıkarılanların da listesini, bu\ndurumlarını belirterek sendikaya bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>C)Yukarıdaki fıkra gereğince sendika Tüzüğüne uygun olarak kesilmesi\nistenilen aidatı kesmeyen işveren, sendikaya karşı kesmediği veya\nkesmesine rağmen 1 ay içinde sendika hesabına göndermediği miktar\ntutarınca genel hükümlere göre sorumlu olduktan başka, aidatı sendikaya\nverinceye kadar bankalarca işletme kredilerine uygulanan en yüksek faizi\nödemek zorundadır. İşveren bu işlem karşılığında sendikadan masraf\nvesaire sebeple herhangi bir ücret talep etmez.\u003C\u002Fp>\n\n\u003Ch3>Madde 5- SENDİKA YÖNETİCİLERİ :\u003C\u002Fh3>\n\n\u003Cp>A)İşyerine Girme :\u003C\u002Fp>\n\n\u003Cp>1-Sendikanın işyerinde çalışmayan yönetici ve temsilcileri,\nişverenden randevu almak suretiyle işyeri sendika temsilciliği odasına\ngirebilir ve odadaki temsilcilerle görüşebilirler.\u003C\u002Fp>\n\n\u003Cp>2-Sendikanın işyerinde çalışmayan yönetici ve temsilcileri, işi\naksatmamak kaydıyla işverenden randevu almak suretiyle, yemek için verilen\nara dinlenmelerinde yemek salonunda işçilerle görüşebilirler.\u003C\u002Fp>\n\n\u003Cp>B)Çalışma Teminatı :\u003C\u002Fp>\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\u003Ch3>Madde 6- İŞYERİ SENDİKA TEMSİLCİLERİ :\u003C\u002Fh3>\n\n\u003Cp>A)Tayinleri :\u003C\u002Fp>\n\n\u003Cp>Sendika, işyerinde çalışan üyeleri arasından 6356 sayılı kanunun 27.\nmaddesinin gerektirdiği sayıda işçiyi, işyeri sendika temsilcisi olarak\ntayin eder. Bu konuda yapılan tayinlerle her türlü değişiklikler yazılı\nolarak işverene bildirilir.\u003C\u002Fp>\n\n\u003Cp>B)Çalışma Usulü :\u003C\u002Fp>\n\n\u003Cp>1-İşveren işyeri sendika temsilcilerinin çalışmaları için işyerinde\nbir oda ve büro malzemesi, santrala bağlı telefon ve bir bilgisayar tahsis\neder.\u003C\u002Fp>\n\n\u003Cp>2-Temsilci İzinleri :\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri bu görevlerini işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla yerine getirirler.\u003C\u002Fp>\n\n\u003Cp>a)Her gün bir sendika temsilcisi tam gün nöbetçi olur. İşyerinde işi\naksatmamak şartıyla temsilcilikle ilgili işleri yürütür. Baş temsilci\ndevamlı gündüz vardiyasında çalışır.\u003C\u002Fp>\n\n\u003Cp>b)Sendika temsilcilerine aralarında toplantı yapabilmeleri için\naşağıda düzenlenen şekilde ücretli izin verilir.\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 İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>12 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200'e \" \" \"\u003C\u002Ftd>\n      \u003Ctd>14 \"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500'e \" \" \"\u003C\u002Ftd>\n      \u003Ctd>16 \"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501'den fazla \" \"\u003C\u002Ftd>\n      \u003Ctd>18 \"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3- İşyeri sendika temsilcilerinin nöbet cetvelleri temsilciler kurulu\nkararıyla tesbit edilir ve nöbet cetvelleri baştemsilci tarafından her\nhaftanın ilk işgünü bir nüshasını işverene verilir, bir nüshası da\nsendikanın ilan tahtasına asılır.\u003C\u002Fp>\n\n\u003Cp>4-İşveren ya da vekilinin sendika temsilcileriyle yapacakları\ngörüşmeler iş saatleri içinde yapılır. İşveren ya da vekilinin isteği\nile iş saatleri dışında yapılan görüşmelerde ilgili temsilcilere fazla\nçalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>5-İşyerinde çalışmayan sendika yönetici ve yetkili temsilcileri\nişyerindeki sendika temsilciliklerini işi aksatmamak kaydıyla gerektiğinde\ntelefonla arayıp konuşabilecekleri gibi, işyeri sendika temsilcileri de\ngerektiğinde sendikanın yönetici ve görevlilerini telefonla arayıp\ngörüşebilirler.\u003C\u002Fp>\n\n\u003Cp>6-İşveren veya yetkili kılacağı bir işveren vekili lüzumu halinde\ntemsilciler heyeti ile her ayın muayyen bir günü veya günün bir\nbölümünde işyerinde mevcut problemleri gidermek ve işyerindeki çalışma\nbarışını geliştirmek üzere toplanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>7-Sendika İzinleri :\u003C\u002Fp>\n\n\u003Cp>Sendika temsilci ve görevlilerine kongre, konferans, seminer, Yönetim,\nDenetim, Onur Kurulu, Genel Kurul ve Temsilciler Meclisi gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenmiş şekline göre ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\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>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-50'ye kadar işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>30 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100'e \" \" \" \"\u003C\u002Ftd>\n      \u003Ctd>40 \"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-200'e \" \" \" \"\u003C\u002Ftd>\n      \u003Ctd>50 \"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500'e \" \" \" \"\u003C\u002Ftd>\n      \u003Ctd>70 \"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000'e\" \" \" \"\u003C\u002Ftd>\n      \u003Ctd>90 \"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1001'den fazla \" \" \" işçi sayısının %10'u kadar\n      gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler her temsilci ve görevliler için ayrı ayrı olmayıp, tümü\niçindir.\u003C\u002Fp>\n\n\u003Cp>C)İş Güvencesi :\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışmaya devam eden yöneticiler ve temsilcilerin teminatı\nile iş akitlerinin feshi konusunda 6356 sayılı Yasa’nın 24. Maddesi\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>Madde 7- İLAN TAHTASI :\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerinde ve bütün işçilerin görebileceği bir yerde asgari\n125 x 100 cm. alanında camekanlı ve kilitli bir ilan tahtası bulundurur.\nKilit anahtarı baştemsilcide bulunur. Bu tahtaya, işbu sözleşme hüküm ve\nilkelerine işveren aleyhine olmamak ve ilgili mevzuata aykırı olmamak\nşartıyla sendika çalışmaları ve sendikacılıkla ilgili her türlü haber\nbildiri ve ilan ile kanunen yapılması gereken ilan ve tebliğler asılır.\nAsılacak işbu ilanların bir nüshası işverene verilir. Asma işi işyeri\nsendika temsilcisi ya da yokluğunda ona vekalet eden temsilci tarafından\nyapılır. İşbu ilan tahtasının yapım masrafları işverence\nkarşılanır.\u003C\u002Fp>\n\n\u003Ch3>Madde 8- İŞYERİ DİSİPLİN KURULU :\u003C\u002Fh3>\n\n\u003Cp>A)Kuruluşu :\u003C\u002Fp>\n\n\u003Cp>İşyeri Disiplin Kurulu işbu sözleşmenin imza tarihini takip eden 10\ngün içinde kapsama dahil her işyerinde, işverenin tayin edeceği 2 yetkili,\nsendikanın tayin edeceği 2 sendika temsilcisi ve kurul başkanından oluşur.\nKurul Başkanı işveren temsilcileri arasında seçilir. Taraflar ayrıca\n2'şer yedek üye seçerler.\u003C\u002Fp>\n\n\u003Cp>B)Yetki ve Karar Usulü :\u003C\u002Fp>\n\n\u003Cp>Taraflar herhangi bir işçiye ceza verilmesi gerektiğinde veya bir ya da\nbirkaç işçinin işten çıkarılması zorunluluğunda durumu kurul\nbaşkanına bildirirler. Kurul işbu bildirimi takiben en geç 3 işgünü\niçinde başkanın yapacağı davet üzerine ve bildirim tarihini takip eden en\ngeç 6 işgünü içinde başkanın tesbit edeceği saatte, işverenin\nişyerinde tahsis edeceği kurul odasında toplanır. Asıl üyeler (izin,\nhastalık gibi sebeplerle) bulunmadığı zamanlarda yerlerine sıraya göre\nyedekler toplantıya katılır. Başkan tarafsız olup, kurula başkanlık\neder.\u003C\u002Fp>\n\n\u003Cp>Ancak, kararlar başkan dışında kurul üyelerinin çoğunluğu ile\nalınır. Oyların eşitliği halinde başkanın oyu ile katıldığı tarafın\ngörüşü kurul kararı olur.\u003C\u002Fp>\n\n\u003Cp>Raportörlük taraf temsilcileri arasında münavebe ile yapılır. Kararlar\ngerekli deliller incelenerek ve ilgili işçi\u002Fişçiler dinlenerek ve mutlak\nçoğunlukla alınır. Karara muhalif kalanların muhalefet şerhleri,\ngerekçeli olarak kararın altına veya karara ek olarak yazılır ve\nimzalatılır. Karar yazılarak kurul üyelerince imzalanır.\u003C\u002Fp>\n\n\u003Cp>Kurul dosyasına 1 adet \u003C\u002Fp>\n\n\u003Cp>İşverene 1 adet\u003C\u002Fp>\n\n\u003Cp>Sendika Genel Merkezine 1 adet \u003C\u002Fp>\n\n\u003Cp>İlgili işçi veya işçilere 1'er adet\u003C\u002Fp>\n\n\u003Cp>İşveren ve sendikaya ait nüshalar en geç 3 işgünü içinde kurul\nbaşkanı tarafından yerlerine gönderilir ve ilgili işçi veya işçilere\ntebliğ edilir.\u003C\u002Fp>\n\n\u003Cp>C)Disiplin Cezaları :\u003C\u002Fp>\n\n\u003Cp>Cezalar, Petrol-İş üyelerine EK:A'da gösterilen esaslara göre ve\nDisiplin Kurulu kararı ile verilir. Kurul kararı olmaksızın sendikalı\nişçilere hiçbir ceza verilmez.\u003C\u002Fp>\n\n\u003Cp>D)İtiraz :\u003C\u002Fp>\n\n\u003Cp>İşten çıkarılma kararlarına karşı itiraz halinde konu sendika ve\nişveren yetkilileri arasında görüşülerek karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>E)Fazla Çalışma :\u003C\u002Fp>\n\n\u003Cp>Kuruldaki sendika temsilcilerinin işbu kurul toplantılarında\ngeçirdikleri süreler, normal çalışma saatlerini aşarsa kendilerine fazla\nçalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 9- HASAR BEDELİNİN TESBİTİ (HASAR TESBİT KOMİSYONU)\u003C\u002Fh3>\n\n\u003Cp>İşçinin görev ve sorumluluğunda olan makina ve araçlarda, iş saatleri\niçinde meydana gelen hasarlarda, işbu hasarın işçinin kasıt, kusur veya\nihmalden mi, veya makina, araç ve gereçlerde meydana gelen teknik bir\narızadan mı, ya da her ikisine ait müşterek bir kusurdan mı ileri geldiği\nişyerinde kurulan bir hasar tesbit komisyonu marifetiyle tayin ve tesbit\nolunur. İşbu komisyon işyeri işletme amiri, ilgili servis şefi ve bir\nsendika temsilcisinden kurulur. Gereğinde komisyona işyeri dışından bir\nbilirkişi dahil edilir. Kararlarda çoğunluk esastır.\u003C\u002Fp>\n\n\u003Ch3>Madde 10- SUÇLU ÇIKARMALAR :\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin EK:A Disiplin Cezaları Cetvelinde tesbit\nedilen esaslarla yapılan işten çıkarmalardır.\u003C\u002Fp>\n\n\u003Ch3>Madde 11- KABAHATLİ ÇIKARMALAR :\u003C\u002Fh3>\n\n\u003Cp>A)Kabahatli çıkarmayı gerektiren fiil, işçinin işyeri dışında\nmeydana gelen bir eylemden dolayı 6 aydan fazla tutuklanması ya da hapis\ncezasına mahkum edilmesi ve bu cezanın tecil edilmemiş olmasıdır. İşbu 6\naylık süre zarfında işçi ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>B)Trafikle ilgili suçlar, alkollü olmamak kaydıyla müessese hizmetinde\niken vaki olmuşsa şoförlere hukuki yardım işverence sağlanır ve 12 ay\nsüre ile izinli sayılır. Bu süre zarfında işçinin ücret ve her türlü\nsosyal hakları ödenir.\u003C\u002Fp>\n\n\u003Cp>C)İşçinin tutuklandığı tarihten itibaren 9 ay içinde beraat etmesi\nhalinde işyerine müracaat ettiği tarihten itibaren bir ay içinde işveren\nişçiyi eski işine veya o iş münhal değilse eski işine uygun bir işe\nalır.\u003C\u002Fp>\n\n\u003Ch3>Madde 12- SUÇSUZ ÇIKARMALAR :\u003C\u002Fh3>\n\n\u003Cp>A)İşveren suçsuz çıkarmayı ancak aşağıdaki hallerde yapabilir.\u003C\u002Fp>\n\n\u003Cp>1-Otomasyon, rasyonalizasyon ya da kapasite daraltılması sebepleriyle\nişçi azaltılmasını hedef güden tensikata zaruret duyulması,\u003C\u002Fp>\n\n\u003Cp>2-Hastalık ya da kaza sebebiyle meydana gelen geçici işgöremezliklerin\n24 aydan fazla sürmesi ya da (24 aydan önce de olsa) işçinin çalışamaz\nduruma gelmesi,\u003C\u002Fp>\n\n\u003Cp>3-Sair kanuni haller.\u003C\u002Fp>\n\n\u003Cp>Tensikat :\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki (A) bendinin 1. fıkrası uyarınca yapılacak tensikatlarda\nçıkarma işlemi aşağıdaki sıraya göre tatbik olunur.\u003C\u002Fp>\n\n\u003Cp>1-Gönüllü olarak ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>2-SGK'dan emeklilik hakkını kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>3-İşe son girenler,\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri ve işyerinde çalışan sendika yöneticileri\nişe giriş tarihlerine bakılmaksızın en son çıkan kişiler\nolacaktır. \u003C\u002Fp>\n\n\u003Cp>B)İhbar Önelleri :\u003C\u002Fp>\n\n\u003Cp>1-Suçsuz çıkarmalarda;\u003C\u002Fp>\n\n\u003Cp>a)6 aydan az kıdemi olanlara 2 hafta,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan 18 aya kadar kıdemi olanlara 6 hafta,\u003C\u002Fp>\n\n\u003Cp>c)18 aydan 5 yıla kadar kıdemi olanlara 10 hafta,\u003C\u002Fp>\n\n\u003Cp>d)5 yıldan fazla kıdemi olanlara 13 hafta,\u003C\u002Fp>\n\n\u003Cp>önceden ihbarda bulunmak şarttır. İhbar süreleri içinde işveren\nişçiye her gün 2'er saat iş arama izni vermek mecburiyetindedir. İşçinin\ntalebi halinde işbu arama izinleri toplu olarak verilir.\u003C\u002Fp>\n\n\u003Cp>2-İşveren ihbar önellerine riayet eder ve bu önellere ait ücretleri\npeşin ödemek suretiyle işten çıkış işlemini yapar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Cp>C)Kıdem Tazminatı :\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Suçsuz çıkarmalarda ya da işbu bend hükümlerine bağlanan sair işten\nayrılmalarda işçilere 30 günlük ücretleri tutarında kıdem tazminatı\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D)Kıdem ve İhbar Tazminatı Hebası :\u003C\u002Fp>\n\n\u003Cp>Kıdem ve ihbar tazminatı tutarının hesabında esas alınacak günlük\nücretin içine normal ücrete ilaveten sosyal yardımlar, ikramiyeler, tatil\nücretleri ve primler gibi ayni ve nakdi ek ödemeler de dahil edilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 13- MAZERETLİ İŞTEN AYRILMALAR :\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>A)Emeklilik Ayrılması :\u003C\u002Fp>\n\n\u003Cp>1-İlgili Sosyal Güvenlik mevzuatına göre emeklilik aylığı veya toptan\nödeme almak amacıyla işten ayrılmak isteyen işçiler başka bir sebep\ngöstermeksizin işten ayrılabilirler.\u003C\u002Fp>\n\n\u003Cp>2-Emeklilik ayrılmasında durumun tevsikiyle bu gibi işçilere işbu\nsözleşmenin 12. maddesine göre hak ettiği kıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>ayrılabilir.\u003C\u002Fp>\n\n\u003Cp>1-İş sözleşmesinin konusu olan işin yapılması işin niteliğinden\ndoğan bir sebeple işçinin sağlığı veya yaşayışı için tehlikeli\nolursa.\u003C\u002Fp>\n\n\u003Cp>2-İşçinin sürekli olarak yakından ve doğrudan buluşup görüştüğü\nişveren yahut başka bir işçi bulaşıcı veya işçinin işi ile\nbağdaşmayan bir hastalığa tutulursa.\u003C\u002Fp>\n\n\u003Cp>3-İşveren iş sözleşmesi yapıldığı sırada bu sözleşmenin esaslı\nnoktalarından biri hakkında yanlış vasıflar veya şartlar göstermek yahut\ngerçeğe uygun olmayan bilgiler vermek veya sözler söylemek suretiyle\nişçiyi yanıltırsa.\u003C\u002Fp>\n\n\u003Cp>4-İşveren işçinin veya ailesi üyelerinden birinin şeref ve namusuna\ndokunacak şekilde sözler söyler, davranışlarda bulunursa veya işçiye\ncinsel tacizde bulunursa.\u003C\u002Fp>\n\n\u003Cp>5-İşveren işçiye veya ailesi üyelerinden birine karşı sataşmada\nbulunur veya gözdağı verirse, yahut işçiyi veya ailesi üyelerinden birini\nkanuna karşı davranışa özendirir, kışkırtır, sürükler, yahut\nişçiye ve ailesi üyelerinden birine karşı hapsi gerektiren bir suç\nişlerse yahut işçi hakkında şeref ve haysiyet kırıcı asılsız ağır\nisnad veya ithamlarda bulunursa.\u003C\u002Fp>\n\n\u003Cp>6-İşçinin diğer bir işçi veya üçüncü kişiler tarafından\nişyerinde cinsel tacize uğraması ve bu durumu işverene bildirmesine rağmen\ngerekli önlemler alınmazsa. \u003C\u002Fp>\n\n\u003Cp>7-İşveren tarafından işçinin ücreti kanun hükümleri veya sözleşme\nşartlarına uygun olarak hesap edilmez veya ödenmezse,\u003C\u002Fp>\n\n\u003Cp>İşbu zorunlu ayrılmalarda işçiye işbu sözleşmenin suçsuz\nçıkarmalarla ilgili kıdem tazminatı ödenir\u003C\u002Fp>\n\n\u003Cp>C)Askerlik Ayrılması :\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik görevini ifa etmek amacıyla silah altına alınan\nişçilere hak ettiği kıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>Kıdem tazminatına hak kazanamayan işçilere çalıştığı süre ile\norantılı olarak çalıştığı her ay için 25 saat tutarındaki brüt\nücreti askerlik yardımı olarak ödenir. İşçi dilerse askerlik hizmetinin\nbitiminde terhis tarihinden itibaren 3 ay içinde eski işine dönmek için\nmüracaat ettiği takdirde istek tarihinden itibaren 1 ay içinde eski işine\nveya eski işine benzer herhangi bir işe münhal yer varsa emsallerinin\naldığı ücretle alınır.\u003C\u002Fp>\n\n\u003Cp>D)Evlenerek Ayrılan Kadın İşçiler :\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan kadın işçiler evlendikleri tarihten itibaren 1\nyıl içinde işten ayrılmak istediklerini işverene bildirirlerse kendilerine\nişbu sözleşmeye göre hak ettikleri kıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Ch2>BOLUM (VIII)\u003C\u002Fh2>\n\n\u003Ch2>KADIN ERKEK EŞİTLİĞİ, İŞÇİNİN KİŞİLİĞİNİN KORUNMASI \u003C\u002Fh2>\n\n\u003Ch3>Madde 14- KADIN ERKEK EŞİTLİĞİ:\u003C\u002Fh3>\n\n\u003Cp>İşveren işyerinde ;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Türkiyenin taraf olduğu Uluslararası Sözleşmeler, T.C Anayasası ve\nyasal mevzuat gereği, kadın erkek eşitliğine ilişkin düzenlemelerin\nyaşama geçirilmesi için gerekli tedbirleri alır. Buna yönelik olarak\nsendika ile ortak, işyerinde cinsiyet ayrımcılığının önlenmesine\nilişkin eğitim vb gibi çalışmalar yapar. Çalışan kadınlara yönelik\nolası, fiziksel,psikolojik,sözel ve cinsel her türlü taciz ve şiddetin\nönlenmesi için işyerinde gerekli önlemleri alır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Kadın ve erkekler arasında fırsat eşitliğini sağlayacak, mesleki\neğitim ve kariyer ilerlemesi olanaklarından kadın çalışanların yeterli\nbiçimde yararlanması için gerekli tedbirleri alır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Kadın ve erkek çalışanlar arasında ücret eşitliğinin temini için,\neş değerde işe eşit ücret prensibini esas alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 15-İŞÇİNİN KİŞİLİĞİNİN KORUNMASI (MOBBİNG):\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>İşveren işyerinde, İnsan haklarının korunması, iş sağlığı ve\ngüvenliği ile iş barışının temini için Borçlar Kanunu 417. maddesi\nhükümlerine göre;\u003C\u002Fp>\n\n\u003Cp>Kasıtlı ve sistematik olarak belirli bir çalışanın aşağılanması,\nküçümsenmesi, dışlanması, kişiliğinin ve saygınlığının\nzedelenmesi, kötü muameleye tabi tutulması, yıldırılması ve benzeri\nşekillerde ortaya çıkan psikolojik tacizin önlenmesi için eğitim dahil\ntüm çalışmaları yapar. Bu konuda gerekli önlemleri almak işverenin\nsorumluluğundadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 16- ÖLÜM AYRILMASI VE MALULİYET HALİNDE TAZMİNAT :\u003C\u002Fh3>\n\n\u003Cp>1-Normal ölüm veya maluliyet hali :\u003C\u002Fp>\n\n\u003Cp>İşçinin iş kazası ve meslek hastalığı dışında bir nedenle\nmaluliyeti halinde kendisine, ölümünde kanuni varislerine işbu\nsözleşmenin suçsuz çıkarmalarla ilgili kıdem tazminatı ödenir. Ayrıca\nmaluliyeti halinde kendisine, ölümünde kanuni varislerine, işçinin\nişyerindeki kıdemi 5 yıldan az ise 1 aylık, 5 yıldan fazla ise 2 aylık\nücreti tutarında ölüm veya maluliyet tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>2-İş kazası veya meslek hastalığı nedeniyle ölüm ve maluliyet hali\n:\u003C\u002Fp>\n\n\u003Cp>A)İş kazası veya meslek hastalığı nedeniyle işçinin maluliyeti\nhalinde kendisine, ölümü halinde kanuni varislerine işbu sözleşmenin\nsuçsuz çıkarmalarla ilgili kıdem tazminatı ödenir. Ayrıca maluliyeti\nhalinde kendisine, ölümünde kanuni varislerine, işçinin işyerindeki\nkıdemi 5 yıldan az ise 2 aylık, 5 yıldan fazla ise 3 aylık ücreti\ntutarında ölüm veya maluliyet tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>B)Meslekte kazanma gücünü % 10 ile % 60 arasında bir oranda kaybeden\nişçilerden \"hafif işte çalışabilir” raporu alanlara, ücretinden\nindirim yapılmaksızın durumlarına uygun bir iş verilir. Durumlarına uygun\nbir iş bulunmamışsa veya işçi işi kabul etmez ve iş akdi feshedilirse,\nsuçsuz çıkarmalarla ilgili maddedeki kıdem tazminatı dışında, ayrıca\nişyerindeki kıdemi 5 yıldan az ise 1 aylık, 5 yıldan fazla ise 2 aylık\nücreti tutarında maluliyet tazminatı ödenir. Ayrıca % 10'dan sonraki her\nbir % 1 birim için sözleşmenin 1. yılında 75.- TL ödenir. Dava\naçıldığı takdirde hükmedilecek miktardan işbu miktar mahsup\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>3-İşbu tazminatlar veraset ilamı veya maluliyet raporunun ibrazını\ntakip eden 7 gün içinde ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 17- ÖDEMENİN ZAMANI VE FAİZİ :\u003C\u002Fh3>\n\n\u003Cp>A)Derhal Ödeme :\u003C\u002Fp>\n\n\u003Cp>Her türlü işten ayrılmalarda, işçilerin işbu toplu iş sözleşmesi\nve ilgili kanun hükümleri uyarınca almaları gereken her türlü hakları,\nişten çıkış işleminin yapıldığı günü takip eden 5 gün içinde\nödenir.\u003C\u002Fp>\n\n\u003Cp>B)Gecikme Ücreti :\u003C\u002Fp>\n\n\u003Cp>İşten ayrılmalarda ilgili işçilerin her türlü haklarının ödenmesi\n(A) bendinde hükümlenen ödeme süresini aşarsa işçiye gecikilen müddete\ntekabül eden vadeli mevduata uygulanan en yüksek faiz ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 18- ÇALIŞMA BELGESİ (BONSERVİS) :\u003C\u002Fh3>\n\n\u003Cp>İşten ayrılan ya da çıkarılan işçiye işveren tarafından,\u003C\u002Fp>\n\n\u003Cp>a)Yaptığı işin çeşit ve mahiyetini,\u003C\u002Fp>\n\n\u003Cp>b)İşe başlayış ve bitiş tarihini,\u003C\u002Fp>\n\n\u003Cp>c)Vasıflarını\u003C\u002Fp>\n\n\u003Cp>gösteren resimli ve tasdikli bir belge verilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 19- YENİ İŞÇİ ALMAK :\u003C\u002Fh3>\n\n\u003Cp>Boşalan kalifiye iş münhalleri ile kalifiye olmayan iş münhalleri\niçin,\u003C\u002Fp>\n\n\u003Cp>1- 4857 sayılı iş Kanununun 29. maddesi uyarınca, 6 ay içinde suçsuz\nçıkarma işlemine tabi tutulan işçilere işin çeşit ve ücreti\naçıklanarak, noter kanalıyla çağrı yapılır. Bu çağrının bir\nörneği de aynı tarihte sendikaya gönderilir.\u003C\u002Fp>\n\n\u003Cp>2- Çağrı tebligatını takiben 15 işgünü içinde müracaat eden ilgili\nişçi veya işçiler\u003C\u002Fp>\n\n\u003Cp>işe alınır.\u003C\u002Fp>\n\n\u003Cp>3-Suçsuz çıkarmaya tabi tutulanlarla münhal kadro doldurulamazsa,\nişveren istediği işçiyi almakta serbesttir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Madde 20- DENEME SÜRESİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>A)İşe yeni alınan işçiler vasıfsız ise 2 ay, vasıflı işçi iseler\n3 aylık deneme süresine tabi tutulurlar. İşbu süre içinde işçi ve\nişveren herhangi bir ihbar öneline uymaksızın birbirleriyle iş\nbağıtlarını kesebilirler. Bu takdirde, işçiye çalıştığı süre için\nhak ettiği ücret ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Deneme süresi sonunda işçi devamlı işçilik hakkını kazanır ve\nsendika üyesi ise veya olursa, işbu toplu iş sözleşmesi kapsamına\ngirer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch3>Madde 21- GEÇİCİ İŞÇİ (BELİRLİ SÜRELİ AKİTLE İŞÇİ\nÇALIŞTIRMA) VE MÜTEAHHİT İSÇİSİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency_max\">\u003Cp>A)Bir sözleşme yılında işyerinde (inşaat, tesisat ve makina montaj\nişleri hariç olmak üzere) işveren yılda toplam 6 ayı aşmamak üzere\ngeçici işçi çalıştırabilir. Bir geçici işçinin çalışması\naralıklıda olsa toplam 6 aydan fazla sürerse bu işçiler devamlı işçi\nsayılır, varsa geçici iş akitleri hükümsüz sayılır. Bu işçiler\nsendika üyesi iseler ya da olurlarsa devamlı işçi niteliğini kazandıktan\nsonra işbu sözleşmeden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>B)İşyerinde, müteahhit işçisi çalıştırılmamasına özen\ngösterilecektir. Toplu iş sözleşmesinin imza tarihindeki mevcut müteahhit\nişçi sayısı aşılmayacaktır. Mevcut sayıyı aşan yeni bir ihtiyaç\ndoğduğunda sendika ile mutabakata varılmak suretiyle müteahhit\nçalıştırılması için düzenleme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 22- ENGELLİ (ÖZÜRLÜ ) İŞÇİ ÇALIŞTIRMA :\u003C\u002Fh3>\n\n\u003Cp>İşveren ilgili kanun ve yönetmelik hükümlerine uygun olarak işyerinde\n% 3 oranında engelli işçi çalıştırır. İşyerinde çalışan engelli\nişçilerin, çalıştıkları ve işleri gereği kullandıkları ve\nyararlandıkları mekanların mimari, fiziki koşulları engelli oluşları\ndikkate yeniden yapılandırılır. Engelli çalışanlara, engelli oluşları\ndikkate alınarak iş verilir. İşyerinde sıraya girilmesi gereken yemekhane,\nbankamatik, doktor vb. gibi yerlerde engellilere sıra beklemeksizin\nhizmetlerden yararlanma imkanı sağlanır. Servis araçlarında ve işyerinde\nbasamaklı yerlerde rampa vb. kurulması sağlanır. Engelli çalışanlar\niçin yararlanmalarına uygun teknolojik imkanlar sağlanır. Engelli\nçalışanlara diğer çalışanların bakış ve algısının değişmesi ve\nbu konuda duyarlılığın artması için işyerlerinde etkinlikler\ndüzenlenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 23- NORMAL ÇALIŞMA :\u003C\u002Fh3>\n\n\u003Cp>A)Normal Çalışma Süreleri :\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>1-Normal çalışma süresi günde 7.5 haftada 6 gün ve 45 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2-Vardiyaya bağlı işçilerin haftalık ortalama çalışma süresi 45\nsaat olup, vardiyalar 08.00-16.00, 16.00-24.00, 24.00-08.00 düzeni ile\nçalışırlar.\u003C\u002Fp>\n\n\u003Cp>3-Günlük işbaşı, öğle dinlenmesi ve iş bitişi saatleri işbu madde\nhükümlerine uygun olarak bir cetvel halinde düzenlenir ve bütün\nişçilerin görebileceği bir yere asılır. İşbu cetvelde iş icabı\nyapılması gereken zaruri değişiklikler de en az 1 gün önceden aynı\nşekilde ilan edilir.\u003C\u002Fp>\n\n\u003Cp>B)Gece Çalışma Süresi :\u003C\u002Fp>\n\n\u003Cp>İş hayatında gece en geç saat 20.00'de başlayarak en erken sabah\n06.00'ya kadar geçen ve herhalde en fazla 11 saat süren gün dönemidir.\u003C\u002Fp>\n\n\u003Cp>C)Çalışma Araları :\u003C\u002Fp>\n\n\u003Cp>1- İşin ortalama bir zamanında yarım saatlik öğle dinlenmesi verilir.\nBu dinlenme süresi günlük normal çalışma süresi dışında sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>2-İşçilere günlük çalışma saatlerinin ilk ve ikinci yarısında\nmünavebeli olarak 15'er dakikalık ara dinlenmesi verilir. İşverence\nişçilere ara dinlenmelerinde öğleden evvel ve öğleden sonra çay verilir.\nFazla çalışmalarında işçilere çay saatinde, ayrıca çay verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3-Vardiyalı işçilere işin ortalama bir zamanında yarım saat ara\ndinlenmesi verilir. İşbu dinlenme süresi çalışma saatleri dışında\nsayılır.\u003C\u002Fp>\n\n\u003Cp>4-Gece ve gündüz vardiya usulü çalışılan işlerde, gece vardiyaları\nhaftada bir değiştirilmek suretiyle sıraya konacaktır.\u003C\u002Fp>\n\n\u003Cp>D)Çalışılmış Sayılan Süreler :\u003C\u002Fp>\n\n\u003Cp>1-İşyerinde ya da dışında işverenin emrinde geçen süreler fiilen\nçalışılmasa dahi çalışılmış olarak kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2-İşgünlerinde normal çalışma saatlerinden sonra fazla çalışmaya\nişyeri dışından davet edilen işçilerin 3 saatten az olarak yaptıkları\nçalışmalar 3 saat sayılır. 3 saati aşan çalışmalar tam gün mesaili\nolarak ödenir.\u003C\u002Fp>\n\n\u003Cp>3-İşgünlerinde işçiler mücbir sebeplerle de olsa normal günlük\nçalışma süresinden az çalıştırılırlarsa tam günlük normal\nçalışma süresi kadar çalışmış sayılırlar. Tatil günlerinde ise\nmücbir sebeplerle de olsa 4 saatten az olarak çalıştırılan işçiler 4\nsaatin fazla mesaisine hak kazanırlar. 4 saatten fazla çalışanlar tam\ngünlük çalışma süresi kadar çalışmış sayılırlar.\u003C\u002Fp>\n\n\u003Cp>4-S.G.K.'nun anlaşmalı ve sözleşmeli olduğu sağlık kuruluşlarına\nmuayene edilmek amacıyla gidenlere (istirahat almamışlarsa) sağlık\nkuruluşundan ayrılış saatinden sonraki 2 saatin ücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>5-İşçilerin davalı veya tanık olarak mahkemelerde geçirdikleri\nsürelerde tevsik edilmek kaydıyla çalışılmış olarak kabule edilir.\u003C\u002Fp>\n\n\u003Cp>E)4857 sayılı Yasanın 63. maddesinin son paragrafında öngörülen\nyönetmelik hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Ch3>Madde 24- FAZLA ÇALIŞMA :\u003C\u002Fh3>\n\n\u003Cp>A)Haftalık çalışma süresini doldurmuş olup olmadığına\nbakılmaksızın günlük çalışma süresinin üzerinde yapılan\nçalışmalar fazla çalışmadır.\u003C\u002Fp>\n\n\u003Cp>B)Fazla çalışmaya kalmak istemeyen işçi, fazla çalışma yapmaya\nzorlanamaz. Fazla çalışmaya kalması ilan edildiği halde iş verilmeyen\nişçilere de ilan edilen süreler için fazla çalışma ücreti verilir.\nFazla çalışmalar, ilgili işçiler arasında eşit ölçülerle, işin\ngereği ve imkanları nisbetinde münavebe ile taksim edilir. İlgili\nişçilerin isim ve fazla çalışma saatleri bir cetvel halinde tanzim edilip,\nfazla çalışmanın yapılacağı günden en az 2 gün önce işyerinde ilan\nedilir ve bütün işçilerin görebileceği bir yere asılır. Ancak günlük\nnormal çalışma süresi içinde yapılmakta olup da, normal mesai saati\nsonunda bitmemiş olan işlerin tamamlanması için gerekecek fazla\nçalışmalarda bu şartlar aranmaz.\u003C\u002Fp>\n\n\u003Cp>C)Nakliye ve diğer gezici işlerde çalışanların yolda geçen çalışma\nsürelerinin 7.5 saatin üzerine çıkan kısımları da fazla çalışma\nsayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Madde 25- HAFTA TATİLİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A)Vardiya haricinde ve ikili vardiya ile çalışan işçiler için hafta\ntatili Pazar günüdür. Vardiya işçileri için 6 günlük çalışma\nsüresini takip eden 7. gün hafta tatili günüdür. 3'lü vardiyalarda hafta\ntatilinin pazar günü olması konusunda mevcut uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Cp>B)Haftanın 6 gününde muntazam çalışmış olan vardiyasız ikili\nvardiya ve üçlü vardiya ile çalışan her işçi hafta tatiline hak\nkazanır.\u003C\u002Fp>\n\n\u003Cp>C)Hafta tatiline hak kazanma bakımından çalışmadığı halde\nçalışılmış olarak kabul edilen günler şunlardır,\u003C\u002Fp>\n\n\u003Cp>1-Ulusal Bayram ve Genel Tatil günleri\u003C\u002Fp>\n\n\u003Cp>2-İşbu toplu iş sözleşmesi uyarınca verilen bütün ücretli ve\nücretsiz izin günleri ile işveren tarafından verilen 1 haftalık süre\niçinde kalan tüm izinler,\u003C\u002Fp>\n\n\u003Cp>3-İşin zaruri sebeplerle işveren tarafından işçilerin iş bağıtı\nkesilmeksizin tatil edildiği günler,\u003C\u002Fp>\n\n\u003Cp>4-S.G.K.'nun anlaşmalı ve sözleşmeli olduğu sağlık kuruluşların'ca\n6 güne kadar verilen istirahat günleri,\u003C\u002Fp>\n\n\u003Cp>5-İşyerinde meydana gelen ani hastalanma ya da sakatlanma sonucu yalnız\nbir gün olarak işyerinde ya da dışında tedavi günleri ile istirahat\nalınmayan S.G.K.'nun anlaşmalı ve sözleşmeli olduğu sağlık\nkuruluşlarına viziteye çıkış günleri,\u003C\u002Fp>\n\n\u003Cp>D)Hafta tatili günü yapılan mesailere karşılık hafta içinde bir gün\nücretli dinlenme izni verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Madde 26- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A)İşbu genel tatil ve bayram günleri şunlardır;\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>Cumhuriyet Bayramı\u003C\u002Ftd>\n      \u003Ctd>28 Ekim öğleden sonra ve 29 Ekim\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Yılbaşı\u003C\u002Ftd>\n      \u003Ctd>1 Ocak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ulusal Egemenlik ve Çocuk Bayramı\u003C\u002Ftd>\n      \u003Ctd>23 Nisan\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Emek ve Dayanışma Günü\u003C\u002Ftd>\n      \u003Ctd>1 Mayıs\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Atatürk'ü Anma ve Gençlik ve Spor Bayramı\u003C\u002Ftd>\n      \u003Ctd>19 Mayıs\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Zafer Bayramı\u003C\u002Ftd>\n      \u003Ctd>30 Ağustos\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Şeker Bayramı\u003C\u002Ftd>\n      \u003Ctd>3,5 gün (arife günü saat 13.00'de başlar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kurban Bayramı\u003C\u002Ftd>\n      \u003Ctd>4,5 gün (arife günü saat 13.00'de başlar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)Ulusal bayram ve genel tatil günleri çalıştırılacak işçilere durum\n1 gün önceden bildirilir.\u003C\u002Fp>\n\n\u003Cp>C)İki tam tatil arasına giren yarım tatil günleri de tam gün tatil\nsayılır.\u003C\u002Fp>\n\n\u003Cp>D)İşbu günlere yapılacak kanuni ilaveler saklıdır.\u003C\u002Fp>\n\n\u003Cp>E)Yarım tatil günlerinde 24.00 - 08.00 vardiyasına ayrıca 1 yevmiye\nverilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 27- İŞ VE İŞYERİ DEĞİŞİKLİĞİ :\u003C\u002Fh3>\n\n\u003Cp>A)İşyerinde üretim faaliyetlerinde çalışanlar üretim dışı\nfaaliyetlerde rızaları dışında çalıştırılamazlar.\u003C\u002Fp>\n\n\u003Cp>B)İşçiler gerektiği takdirde işyeri içinde ünvanı veya niteliği\nbenzer işlerde veya yerlerde muvafakatleri alınmak suretiyle geçici veya\ndevamlı olarak işveren tarafından görevlendirilebilirler. İşyerlerine\ndaimi ve geçici olarak nakledilebilmeleri yazılı rızaya bağlıdır. Nakle\nrıza gösteren işçilerin geçici süre ile nakilleri 1 yıl da 30 günden\nfazla olamaz. Bir aylık geçici görevle üst gruba gönderilmede o göreve\nait ücretin farkı ek görev tazminatı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 28- KIDEM :\u003C\u002Fh3>\n\n\u003Cp>A)Tarifi :\u003C\u002Fp>\n\n\u003Cp>Bir işçinin işe girdiği tarih ile son çalıştığı tarihe kadar\ngeçen süredir. Hizmet aktinin aralıklı devam etmesi halinde iş\nbağıtının devam etmediği süreler kıdeme dahil edilmez. İş\nbağıtının devam ettiği süreler ise birbirine eklenir. (Kanun hükümleri\nsaklı olmak kaydıyla)\u003C\u002Fp>\n\n\u003Cp>B)Hesaplanması :\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi ile ilgili kanunlar uyarınca kıdeme göre\nhesaplanan\u003C\u002Fp>\n\n\u003Cp>ödemeler için,\u003C\u002Fp>\n\n\u003Cp>1-(A) bendine göre bulunan kıdem süresi içindeki kıdeme göre\nhesaplanan\u003C\u002Fp>\n\n\u003Cp>ödemeler için,\u003C\u002Fp>\n\n\u003Cp>2-1 yıldan arta kalan süreler de orantılı olarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>C)KIDEM BİRLEŞTİRİLMESİ :\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan işçilerin kıdemlerinin hesabında, daha önce\nİşverenin, taşaron-müteahhidi olan işyerlerinin İşvereninin emrinde\ngeçen süreler birleştirilerek (toplu iş sözleşmesinde yer alan kıdem ve\nihbar ve yıllık izin süresinin hesabı gibi yasal hakları), kıdem hesabı\ntoplam süre üzerinden uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch3>Madde 29- NORMAL ÜCRET :\u003C\u002Fh3>\n\n\u003Cp>A)Normal Ücret :\u003C\u002Fp>\n\n\u003Cp>Normal ücret, işçinin tabi olduğu ücret statüsüne göre hesaplanan ve\nödenen (sosyal yardımlar, ikramiyeler, fazla çalışma ve tatil ücretleri,\nprimler gibi ek ödemeler dışındaki) akte konu esas ücrettir.\u003C\u002Fp>\n\n\u003Cp>B)Normal ücretlerle işbu sözleşmeye göre yapılacak olan her türlü\nödemeler ödemeye hak kazanılan günü takip eden ilk ayın en geç ilk 5\ngünü içinde (bankamatik kartı ile çekilecek şekilde) ödenir.\u003C\u002Fp>\n\n\u003Cp>C)Avans isteyen işçiye her ayın 20. günü ücretinin % 40'ı oranında\navans verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Madde 30- FAZLA ÇALIŞMA ÜCRETİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>A)İşgünlerinde yapılan fazla çalışmalar karşılığı, normal\nücretin fazla çalışma süresine isabet eden kısmının % 100 fazlasıyla\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Ulusal Bayram ve Genel Tatil günleri ile hafta tatili günlerinde\nyapılan fazla çalışmalar karşılığı, işbu sözleşme hükümlerine\ngöre o gün için hak kazanılan ücretin % 100 fazlasıyla ödenir.\u003C\u002Fp>\n\n\u003Cp>C)İşyeri dışında harcıraha hak kazanılan bir yerde yapılan fazla\nçalışmalarda işbu madde hükmüne tabidir.\u003C\u002Fp>\n\n\u003Ch3>Madde 31- HAFTA TATİLİ GÜNÜ ÖDENECEK ÜCRET :\u003C\u002Fh3>\n\n\u003Cp>A) Hafta tatili günü tatil yaptırılarak, çalıştırılmayan işçilere\nhiç bir iş karşılığı olmaksızın 1 normal gündelik tutarında ücret\nödenir.\u003C\u002Fp>\n\n\u003Cp>B)Hafta tatili günleri zaruri sebeplerle tatil yaptırılmayarak\nçalıştırılan işçilere günlük normal çalışma süresi karşılığı\ntoplam 3 normal gündelik tutarında ücret ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 32- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ ÖDENECEK ÜCRET :\u003C\u002Fh3>\n\n\u003Cp>A)Bu günlerde tatil yaptırılarak çalıştırılmayan işçilere hiç bir\niş karşılığı olmaksızın tam günlük tatillerde tam gündelik, yarım\ngünlük tatillerde yarım gündelik tutarındaki normal ücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>B)Yarım tatil günlerinde yapılan fazla çalışmalar karşılığında A\nfıkrasında anılan yarım gündeliğe ek olarak 1,5 gündelik daha eklenerek\n2 gündelik ödenir. Böylece işçi o gün için toplam 2,5 gündelik\nalır.\u003C\u002Fp>\n\n\u003Cp>C)Tam günlük tatil günlerinde işçi çalıştırılırsa A fıkrasında\nanılan bir gündeliğe 3 normal gündelik daha eklenerek o gün için toplam 4\ngündelik ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 33- HASTALIK ÜCRETLERİ :\u003C\u002Fh3>\n\n\u003Cp>A) Kaza veya hastalık halinde S.G.K.'ca ödenek verilmeyen ilk 2 istirahat\ngünü için ücretleri tam olarak ödenir. İşyeri doktorunca verilen\nistirahatlerde de ilk 2 günlük ödenek tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>B) İş kazası veya meslek hastalığı ve sağlık kuruluşunda yatarak\ntedavi dolayısıyla işçinin geçici işgöremezliği halinde SGK'ca\nverilecek istirahat günleri için kurumca ödenen işgöremezlik ödeneği ile\nişçinin normal ücreti arasındaki fark veya kurumca hiçbir ödeme\nyapılmaması halinde normal ücreti tam olarak işveren tarafından\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşbu ödeme kurumca yapılan tedavi süresi için ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>C)İşçilere bir takvim yılında 2 kez 2 gün olmak üzere toplam 4\ngünlük istirahat süresine ilişkin ikramiye, sosyal haklar ve gece\nçalışma zammı ücreti tam olarak ödenir. Toplam 4 günden sonrasında\naldıkları istirahat sürelerinde ise ikramiye, sosyal haklar ve gece\nçalışma zammı ücreti ödenmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 34- YILLIK İZİN ÜCRETİ VE ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A)Yıllık izin süresine ait ücretler en geç izne çıkış gününe\ntekaddüm eden en son işgünü ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>B)Bunun dışında işveren izinli çıkan işçilere sözleşmenin 1.\nyılı için brüt 200.-TL izin ödentisi verir. Bu ödenti (A) fıkrasındaki\nizin ücreti ile birlikte verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 35- HARCIRAHLAR :\u003C\u002Fh3>\n\n\u003Cp>Görevli olarak işyeri dışına gönderilen işçilere, her yılbaşında\nişveren tarafından belirlenen miktarlar üzerinden yol, yemek, konaklama gibi\nmasrafları fatura karşılığı işverence ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Madde 36- YILLIK İKRAMİYE :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>İşçilere her sözleşme yılında 4'er aylık ücretleri tutarında\nikramiye verilir. İşbu ikramiyeler yeni işe girenlere ve işten ayrılanlara\nçalıştıkları sürelere göre orantılı olarak ödenir. İşbu ikramiyeler\nŞubat, Mayıs, Ağustos ve Kasım aylarında o ayın ücretiyle birlikte\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 37- KIDEM TEŞVİK PRİMİ :\u003C\u002Fh3>\n\n\u003Cp>A) İşçilere, işlerine bağlılıklarını teşvik amacıyla; 1 - 5\nyıllık kıdemlerini dolduranlara 5 günlük,\u003C\u002Fp>\n\n\u003Cp>normal ücretleri tutarında ve her kıdem kademesi için bir olmak üzere\nkıdem teşvik primi verilir.\u003C\u002Fp>\n\n\u003Cp>B)İşbu primler yukarıdaki kıdem kademelerinin birini dolduranlara\nkıdemini doldurdukları ayın aylık ücretleri ile birlikte verilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 38- ÜCRET PUSULASI :\u003C\u002Fh3>\n\n\u003Cp>A) İşveren, her tediyede işçiye ücret hesabını gösterir bir pusula\nverir. İşbu pusulada tahakkuk ettirilen her çeşit ücret ve kesintiler\nayrı ayrı gösterilir.\u003C\u002Fp>\n\n\u003Cp>B) İşçi işbu pusula muhteviyatına ödemenin yapıldığı günden\nitibaren 6 işgünü içinde itiraz edebilir. İşveren bu itiraza 6 işgünü\niçinde cevap vermek zorundadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>Madde 39- GECE ÇALIŞMA ZAMMI :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceamount1\">\u003Cp>Bu sözleşmeye göre gece sayılan saatlere isabet eden çalışmalar\nkarşılığı işçilere çalışılan beher saat için normal ücretleri\nsözleşmenin 1. yılında brüt 0,15 TL , zamlı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 40- İLK GİRİŞ ÜCRETİ VE SENDİKAYA GİRİŞ ZAMMI :\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin 1 .yılında imza tarihinden sonra ve 2. yılında işyerine\nalınan işçilerin ücretleri işbu işçilerin sendika üyesi olmaları\nhalinde üye olduklarının işçi sendikası tarafından işverene\nbildirildiği tarihi takip eden aybaşından itibaren öncelikle asgari\nücretin % 10 fazlası seviyesine getirilir.\u003C\u002Fp>\n\n\u003Cp>Sendikaya üye olan işçilerin toplu iş sözleşmesinden yararlanmaları\nhususunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>Madde 41 - ÜCRET ZAMMI :\u003C\u002Fh3>\n\n\u003Cp>A) İyileştirme Zammı :\u003C\u002Fp>\n\n\u003Cp>12.12.2012 tarihindeki saat ücretleri;\u003C\u002Fp>\n\n\u003Cp>4.22TL\u002F saat ve altında olan işçilerin aylık ücretlerine brüt 100.-\nTL\u002Fay,\u003C\u002Fp>\n\n\u003Cp>4.23- 4,60 TL\u002F saat olan işçilerin aylık ücretlerine brüt 90.-\nTL\u002Fay,\u003C\u002Fp>\n\n\u003Cp>4,61 - 5,99 TL\u002F saat olan işçilerin aylık ücretlerine brüt 86.-\nTL\u002Fay,\u003C\u002Fp>\n\n\u003Cp>6.0- 7,00 TL\u002F saat olan işçilerin aylık ücretlerine brüt 66.- TL\u002Fay,\u003C\u002Fp>\n\n\u003Cp>7.1- 8,0 TL\u002F saat olan işçilerin aylık ücretlerine brüt 46.- TL\u002Fay,\niyileştirme yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>1. Yıl birinci dönem ücret zammı, bu ücretler üzerine\nuygulanacaktır. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>B)Birinci Yıl Birinci Dönem Ücret Zammı :\u003C\u002Fp>\n\n\u003Cp>A bendinde yer alan iyileştirme yapıldıktan sonra, bütün sendika üyesi\nişçilerin ücretlerine 13.12.2012 tarihinden geçerli olmak üzere 1 .yıl 1.\ndönem ( 13.12.2012-30.06.2013 tarihleri) zammı olarak brüt 85.-TL ücret\nzammı yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C)Birinci Yıl İkinci Altı Ay Ücret Zammı :\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 1. yılının 2. 6 ayında sendika üyesi işçilerin\n30.06.2013 tarihindeki ücretlerine 1.7.2013 tarihinden geçerli olmak üzere\nbrüt 85.-TL. ücret zammı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>D)İ kinci Yıl Ücret Zammı :\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında sendika üyesi işçilerin 31.12.2013 tarihindeki\nücretlerine 1.1.2014 tarihinden geçerli olmak üzere TÜİK (2003=100 Temel\nYıllı ) Tüketici Fiyatları Endeksi, Aralık 2013 ayı endeksinin, Aralık\n2012 ayı endeksine göre değişim oranında ücret zammı yapılacaktır. Bu\nuygulama sonucu bulunacak ücrete ayrıca brüt 60.- TL seyannen refah payı\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch3>Madde 42- GİYİM EŞYASI :\u003C\u002Fh3>\n\n\u003Cp>İşçilere EK:B Giyim Eşyası Listesinde kayıtlı giyim eşyası\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>Madde 43- YEMEK :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>A)Bütün işçilere sözleşmenin 1. yılında 6.-TL, değerinde günde bir\nöğün ücretsiz yemek verilir. İşyeri herhangi bir sebeple yarım gün dahi\nçalışmış olsa, işbu hüküm uygulanır. Yemek listeleri temsilcilerle\nbirlikte yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B) Usulen yemek verildiği halde, teknik ve zorunlu nedenlerle yemek\nverilmeyen günlerde (A) bendi uyarınca nakdi yemek bedeli ödenir.\u003C\u002Fp>\n\n\u003Cp>C) Ramazanda gıda paketi verilmesi ile ilgili işyeri uygulaması devam\u003C\u002Fp>\n\n\u003Cp>edecektir.\u003C\u002Fp>\n\n\u003Cp>D)2 saati bulan fazla çalışmalarda işçilere simit verilir.\u003C\u002Fp>\n\n\u003Cp>E)İşyerinde yoğurt verilmesi hususundaki uygulamaya devam olunur.\u003C\u002Fp>\n\n\u003Cp>verilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 44- ÇOCUK ZAMMI :\u003C\u002Fh3>\n\n\u003Cp>A) İşveren beher çocuk için sözleşmenin 1. yılında 15.-TL.\u002FAy çocuk\nzammı verilir.\u003C\u002Fp>\n\n\u003Cp>B) Ana ve babası aynı işyerinde çalışan çocuklar için işbu zam\nyalnızca anneye verilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 45- AİLE ZAMMI :\u003C\u002Fh3>\n\n\u003Cp>A) Evli veya çocuklu dul, çocuklu boşanmış işçilere her ay\nsözleşmenin 1. yılında 15.-TL. zammı verilir. ( Toplu iş sözleşmesinin\nimzası tarihinde daha yüksek aile zammı alanlar bakımından aile zammı\nmiktarı eşitleninceye kadar aynı miktarın ödenmesine devam\nedilecektir.)\u003C\u002Fp>\n\n\u003Cp>B) Eşlerden her ikisi de aynı işverenin emri altında çalışmakta ise\nişbu aile zammı kadına verilir. \u003C\u002Fp>\n\n\u003Ch3>Madde 46- TAHSİL ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cp>İşveren, işçilerden çocuğu tahsilde bulunanlara, okulların\naçılışı veya okullara kayıtlar sırasında tahsilde bulunan beher çocuk\niçin aşağıdaki şekilde tahsil ödentisi verir.\u003C\u002Fp>\n\n\u003Cp>İlkokul ve orta okula devam eden çocuk başına sözleşmenin 1. yılında\nbrüt 85.-TL.\u003C\u002Fp>\n\n\u003Cp>Lise veya muadili okullara devam eden çocuk başına sözleşmenin 1.\nyılında brüt 115.-TL.\u003C\u002Fp>\n\n\u003Cp>Üniversite, yüksek okul veya muadili okullara devam eden çocuk başına\nsözleşmenin 1. yılında brüt 200.-TL.\u003C\u002Fp>\n\n\u003Ch3>Madde 47- EVLENME ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cp>A)İşveren evlenen işçilere sözleşmenin 1. yılında 275.-TL nakdi\nevlenme ödentisi verir.\u003C\u002Fp>\n\n\u003Cp>B)İşbu ödenti, işçinin evlenme durumunu tevsik ettiği gün verilir.\n(işveren evlenmenin yapılacağından emin olursa, işbu ödentiyi daha önce\nde verebilir.)\u003C\u002Fp>\n\n\u003Cp>C)Eşlerin her ikisi de aynı işyerinde çalışsalar dahi, işbu ödenti\nher ikisine de ayrı ayrı verilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 48- DOĞUM ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cp>İşveren, çocuğu doğan işçilere, çocuk ölü de doğsa, durumu tevsik\netmek şartıyla sözleşmenin 1. yılında 200.-TL doğum ödentisi verir.\u003C\u002Fp>\n\n\u003Ch3>Madde 49- ÖLÜM ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>A)İşveren, işçinin bakmaya mecbur olduğu ana, baba, eş ve\nçocuklarının ölümü halinde sözleşmenin 1. yılında 500.-TL ölüm\nödentisi verir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)İşçinin ölümü halinde sözleşmenin 1. yılında 3.000.-TL nakdi\nödenti kanuni varislerine derhal ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 50- MALULİYET ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cp>İş kazası ya da meslek hastalığı sonucu meslekte kazanma gücünü\n%10'dan az kaybettiği SGK raporu ile sabit olan işçilere işbu kaybedilen\nher bir yüzde birimi için işverence 50.-TL ödenir. Bu ödemeler işçinin\nkanuni haklarına halel getirmeyeceği gibi, kanuni haklarında mahsup dahi\nedilemez.\u003C\u002Fp>\n\n\u003Ch3>Madde 51 - DOĞAL FELAKET ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cp>İşveren, işçinin veya eşinin mülkiyetinde olan menkul ve\ngayrimenkullerinin veya halen oturduğu evin ve eşyalarının yangın, sel,\ndeprem gibi doğal felakete uğraması halinde uğranılan zarar ve ziyanın\nderecesine göre işçilere 4 maaş nisbetinde avans yardımı yapar. İşbu\nyardımlar 2 yıl süre ile eşit taksitlerle geri alınır.\u003C\u002Fp>\n\n\u003Ch3>Madde 52- YAKACAK ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere, her yıl 1 Şubat tarihinde sözleşmenin 1.\nyılında brüt 850.- TL. yakacak ödentisi verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Madde 53- TAŞIT ARACI :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, işçilerin işyerine gidiş gelişlerini kolaylaştırmak\namacıyla, ikametleri ile işyeri arasında güzergahı temsilcilerin\ngörüşleri alınarak belirlenecek olan servis aracı tahsis eder. \u003C\u002Fp>\n\n\u003Ch3>Madde 54- BAYRAM ÖDENTİSİ :\u003C\u002Fh3>\n\n\u003Cp>İşveren her dini bayramdan 5 gün önce sendikalı işçilere\nsözleşmenin 1. yılında brüt 200.-TL, bayram ödentisi verir.\u003C\u002Fp>\n\n\u003Ch3>Madde 55- ASKERLİK İZNİ :\u003C\u002Fh3>\n\n\u003Cp>Muvazzaf askerlik hizmeti dışında manevra veya herhangi bir sebeple silah\naltına alınan ve geçici olarak işinden ayrı kalan işçi işbu kanuni\nmükellefiyet süresinin ilk 60 günü ücretli kalan süre için ücretsiz\nizinli sayılır.\u003C\u002Fp>\n\n\u003Ch3>Madde 56- YILLIK ÜCRETLİ İZİN :\u003C\u002Fh3>\n\n\u003Cp>A) Yıllık Ücretli İzin Süreleri :\u003C\u002Fp>\n\n\u003Cp>1 yıldan 5 yıla kadar kıdemi olanlara yılda 16 işgünü,\u003C\u002Fp>\n\n\u003Cp>5 yıldan 15 yıla kadar kıdemi olanlara yılda 21 işgünü,\u003C\u002Fp>\n\n\u003Cp>15 yıldan fazla yıla kadar kıdemi olanlara yılda 27 işgünü,\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>B)Ailesi efradı (ana, baba, eş ve çocukları) belediye hudutları\nharicinde ikamet edenlere gidiş geliş yol süresi kadar ayrıca ücretsiz yol\nizni verilir.\u003C\u002Fp>\n\n\u003Cp>C)18 yaşından küçük çocuklara verilecek yıllık ücretli izin süresi\n20 işgününden aşağı olamaz.\u003C\u002Fp>\n\n\u003Cp>D)İzin süreleri içine rastlayan hafta tatili, ulusal bayram ve genel\ntatil günleri ile izin esnasında hastalananların SGK Anlaşmalı\u002F\nsözleşmeli olduğu sağlık kuruluşlarından alacakları istirahat günleri\nizne mahsup edilemez ve izin sürelerine eklenir.\u003C\u002Fp>\n\n\u003Cp>E)İşbu sözleşmede işçi lehine genişletici, değişitirci ya da yok\nedici hükümlerin bulunmadığı hususlar için yürürlükte bulunan yıllık\nücretli izin ile ilgili kanun ve yönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>Madde 57- ÖZEL MAZERET İZİNLERİ :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1-Evlenme halinde 4 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>2-Ana ve babanın, karı veya kocanın, kardeş veya çocukların ölümü\nhalinde 3 işgünü, kayınpeder veya kayınvalidenin ölümü halinde 1\nişgünü, ölüm olayı il hudutları dışında ise 3 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3-Eşinin doğum yapması halinde 2 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>4-Kadın işçinin doğumu halinde doğumdan önce 8 hafta, doğumdan sonra\nda 8 hafta olmak üzere 16 hafta veya çoğul gebelik halinde on sekiz hafta\nücretli, kadın işçinin isteği halinde ayrıca doğumdan sonraki 8 haftadan\nitibaren 6 aya kadar ücretsiz izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>5-Doğumdan sonra işbaşına dönen kadın işçiye, çocuğunu emzirmek\niçin bir işgününde 2 saat süre ile emzirme izni verilir. Bu izin 2 saat\nönce işten ayrılmak suretiyle kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6-İhtiyaç halinde Bölüm Müdürü tarafından 5 işgününe kadar\nsaatlik veya günlük ücretli mazeret izni verilir. Ancak bu izinlerin\ntoplamı bir defada kullanılamaz. Müteferrik izinler toplamı her sözleşme\nyılı için 6 işgününden fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>7-İşçinin ikamet ettiği ya da kendisinin veya eşinin mülkiyetinde olan\ngayrimenkullerin yangın, sel, deprem gibi doğal felaketlere uğradığı\nhallerde 4 işgünü ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 58- TAKDİRE BAĞLI ÖZEL MAZERET İZİNLERİ : \u003C\u002Fh3>\n\n\u003Cp>Meşru mazerete dayanan ve işçinin yazılı müracaatı üzerine,\nişverenin takdir ve muvafakatine bağlı olmak suretiyle ücretli ya da\nücretsiz olarak verilen izinlerdir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Madde 59- İSÇİ SAĞLIĞI VE İS GÜVENLİĞİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A)İşveren, İş sağlığı ve Güvenliği Kanununa aynen uymayı kabul\neder.\u003C\u002Fp>\n\n\u003Cp>B)Taraflar en temel ve vazgeçilmez hak olan yaşama hakkının korunması\nve üretimle verimliliğin arttırılması için işyeri koşullarının\nsağlık ve güvenlik açısından yeterli düzeye ulaştırılması ile\nişçilerin bu alanda eğitilmesinin gerekliliği üzerinde tam bir anlaşma\nsağlamışlardır. Bu sebeple taraflar işçi sağlığı ve iş güvenliği\nkonusunda yapılacak işler ve alınacak önlemlerde birbirlerinin\ngörüşünü alarak ortak karar aldıktan sonra uygulamaya geçmeye özen\ngösterirler. İşverenin müsaadesi ile sendika yetkilileri işyerini işveren\nvekili yahut onun tayin edeceği bir kişi ile birlikte müştereken ve zaman\nzaman gezip işçi sağlığı ve iş güvenliği konusunda incelemelerde\nbulunabilirler.\u003C\u002Fp>\n\n\u003Cp>B)Acil hallerde hasta ve yaralıları hastahaneye nakletmek üzere\nişyerinde daima uygun bir araç bulundurulur.\u003C\u002Fp>\n\n\u003Cp>C)İşverence her yıl işçiler kapsamı sendika temsilcilerince birlikte\nbelirlenecek olan periyodik muayeneden geçirilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Ch3>Madde 60- ÇEVRE DUYARLILIĞI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, üretim faaliyetinin, çevreye olumsuz etkilerini ortadan\nkaldırmak için, Türkiyenin taraf olduğu Uluslararası Sözleşmeler ve\nyasal mevzuatın gerektirdiği tüm önlemleri alır. Bu konuda yeni\nteknolojileri takip ederek gerekli yatırımları yapar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch3>Madde 61 - GREV VE LOKAVTA KATILMAYACAK İŞÇİLER :\u003C\u002Fh3>\n\n\u003Cp>6356 sayılı kanununun 65. Maddesine göre Grev ve Lokavt Dışı kalacak\nişçilerin görev ve sayıları aşağıdaki şekilde tesbit edilmiştir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>\u003Cstrong>SP- 1 Fabrikası\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"163\">\u003Cp>\u003Cstrong>(Hamamaltı Mevkii )\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>Asil\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>Yedek\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Lojistik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Elektrik Bakım\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Mekanik Bakım\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Kazancı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Güvenlik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>4 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>\u003Cstrong>SP- 2 Fabrikası\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"163\">\u003Cp>\u003Cstrong>(Köprübaşı Mevkii\n        )\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Lojistik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>12 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>3 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Elektrik Bakım\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>6 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Mekanik Bakım\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>6 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Kazancı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Kojene\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Güvenlik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>6 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>1 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"128\">\u003Cp>Toplam\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>52 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>13 kişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 62- GENEL AF :\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin imza tarihinden önce, iş akdi devam eden\nsendika üyelerine gerek kanunen ve gerekse akten verilmiş olan disiplin\ncezaları bütün neticeleriyle birlikte affedilmiştir. Ancak ücretten\nyapılan kesintiler iade edilmez.\u003C\u002Fp>\n\n\u003Ch3>Madde 63- KANUNUN ÜSTÜNLÜĞÜ :\u003C\u002Fh3>\n\n\u003Cp>İşbu sözleşmede işçi lehine değiştirici ya da geliştirici\nhükümlerin bulunmadığı hususlarda yürürlükte bulunan ya da\nyürürlüğe girecek olan işçi lehine ilgili kanun, tüzük ve yönetmelik\nhükümleri saklıdır.\u003C\u002Fp>\n\n\u003Ch3>Madde 64- KANUNA AYKIRILIK :\u003C\u002Fh3>\n\n\u003Cp>A)İşbu sözleşme hükümlerinden herhangi birisinin kanuna\naykırılığı sabit olursa, sadece ilgili hüküm yürürlükten düşer. Bu\ndüşüş sözleşmenin tüm olarak yürürlükten kalkması sonucunu\ndoğurmaz.\u003C\u002Fp>\n\n\u003Cp>B)Taraflar, ilgili hükmü kanun ve içtihada uygun olarak yeniden\ndüzenlerler.\u003C\u002Fp>\n\n\u003Ch3>Madde 65- İBRANAME ŞARTI :\u003C\u002Fh3>\n\n\u003Cp>İşveren, işçilerden ibraname almak istediği takdirde işbu ibranamede\nişçiye yapılan ödemelerin her kademesi ayrı ayrı gösterilir. İşçi\nişvereni ibranamede yazılı meblağ kadar ibra etmiş sayılır.\u003C\u002Fp>\n\n\u003Ch3>Madde 66- ÖZEL ŞİKAYET :\u003C\u002Fh3>\n\n\u003Cp>A) Özel şikayet işçinin memnuniyetsizliğini mucip bir halde bu durumu\naçığa vurarak belirtmesidir. Bunlar işçilerin çalışma şartlarına ve\nişverenle olan münasebetlerine, doğrudan doğruya ve temelli bir şekilde\netki etmeyen nitelikteki hususlardır. Bu takdirde, taraflar aşağıdaki usule\ngöre hareket ederler. Bu sebeplerle, taraflar hakem yoluna başvurmayacaklard\nı r.\u003C\u002Fp>\n\n\u003Cp>1-İşçi işyeri amiri ile görüşerek şikayeti halleder. Görüşmeler\nsözlüdür.\u003C\u002Fp>\n\n\u003Cp>2-İşçi neticeden tatmin olmazsa, konuyu işyeri sendika temsilcisine\nbildirir. Temsilci işyeri amiri ile görüşüp konuyu halledemezse durumu\nişveren vekili ile görüşür. Netice yazılı olarak tesbit edilir ve\ntaraflarca imzalanır.\u003C\u002Fp>\n\n\u003Cp>3-İkinci kademede konu halledilemediği takdirde, sendika üst kademeleri\nile işverenin yetkili temsilcisi arasında görüşülür.\u003C\u002Fp>\n\n\u003Cp>4-Bu kademede de netice alınamazsa, sendika başkanlığı ile işveren\ngenel müdürlüğü görüşerek konuyu halle çalışırlar.\u003C\u002Fp>\n\n\u003Cp>B) İşbu şikayetler sebebiyle hiçbir işçi şikayetten dolayı sorumlu\ntutulamaz ve haklarında idari tedbir ve cezai kararlar alınamaz.\u003C\u002Fp>\n\n\u003Ch3>Madde 67- SÖZLEŞME ŞİKAYETİ :\u003C\u002Fh3>\n\n\u003Cp>A) İşbu sözleşmenin uygulanmaması ya da yanlış uygulanması\nyüzünden zarar gören sendika üyesi,\u003C\u002Fp>\n\n\u003Cp>1-Durumu kendisine en yakın işyeri sendika temsilcisine bildirir.\u003C\u002Fp>\n\n\u003Cp>2-Temsilc acil hallerde durumu derhal işyeri amirine bildirir.\u003C\u002Fp>\n\n\u003Cp>3-Temsilci acil olmayan hallerde şikayeti baştemsilciye bildirir.\nBaştemsilci diğer temsilcilerle görüşür. Şikayet haksız görülürse\ndurum şikayeti yapana bildirilir. Yerinde görülürse varılacak müşterek\ngörüşe göre işyeri amirine bildirilir.\u003C\u002Fp>\n\n\u003Cp>4-İşyeri amiri şikayeti reddederse, temsilciler durumu sendikanın üst\nkademesine bildirirler.\u003C\u002Fp>\n\n\u003Cp>5-Sendika üst kademesi şikayeti işveren üst kademesine iletir.\u003C\u002Fp>\n\n\u003Cp>6-Üst kademeler arasında da halledilmeyen şikayetler için taraflardan\nbiri adli mercilere başvurabilir. Aksi halde mesele uyuşmazlık konusu haline\ngelir ve 69. maddenin kapsamına girer.\u003C\u002Fp>\n\n\u003Cp>B) Sözleşme şikayetinde bulunan işçiler işbu şikayetlerinden dolayı\nsorumlu tutulamaz ve haklarında idari tedbir ve cezai kararlar alınamaz.\u003C\u002Fp>\n\n\u003Ch3>Madde 68- UYUŞMAZLIK VE ÖZEL HAKEM :\u003C\u002Fh3>\n\n\u003Cp>Taraflar, işbu toplu iş sözleşmesi hükümlerinden bir ya da bir kaçı\nüzerinde uygulama ya da tefsir uyuşmazlığına düşerlerse,\u003C\u002Fp>\n\n\u003Cp>A)Uyuşmazlık iddiasında olan tarafın yapacağı çağrı üzerine işbu\nçağrıyı takiben 6 işgünü içinde toplanarak, uyuşmazlık konusunu\nmüzakere ederler.\u003C\u002Fp>\n\n\u003Cp>B)İşbu müzakerede 6 işgünü içinde anlaşmaya varamazlarsa, taraflar\nmutabakata varmaları halinde 3 işgünü içinde konuyu özel hakeme\ngönderebilirler. Aksi takdirde kanuni yollar açıktır.\u003C\u002Fp>\n\n\u003Ch3>Madde 69- SÖZLEŞMENİN EKLERİ :\u003C\u002Fh3>\n\n\u003Cp>İşbu sözleşmeye ek,\u003C\u002Fp>\n\n\u003Cp>1-EK:A Disiplin Cezaları Cetveli,\u003C\u002Fp>\n\n\u003Cp>2-Ek:B Giyim Eşyası Listesi\u003C\u002Fp>\n\n\u003Cp>taraflarca metne dahil olarak kabul edilmiştir.\u003C\u002Fp>\n\n\u003Ch3>Madde 70- YETKİLİ MAHKEME :\u003C\u002Fh3>\n\n\u003Cp>İşbu sözleşme ile ilgili bütün konularda İstanbul Mahkemeleri\nyetkilidir.\u003C\u002Fp>\n\n\u003Ch3>Madde 71 - İMZA TARİHİ :\u003C\u002Fh3>\n\n\u003Cp>Taraflar, işbu toplu iş sözleşmesini 6356 sayılı kanuna göre\ndüzenlemiş ve 31.07.2013 günü imza etmişlerdir.\u003C\u002Fp>\n\n\u003Ch3>Madde 73- SOSYAL YARDIMLARDAKİ 2.YIL ZAMLARI :\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin ikinci yılında aşağıda belirtilen maddelerdeki miktarlar\n2003=100 bazlı TÜİK Tüketici Fiyatları Endeksinin Aralık 2013 ayının\nAralık 2012 ayına göre değişimi oranında artırılarak uygulanacaktır.\nBu hesaplama sonucunda küsuratlı çıkan rakamlar bir üst rakama\ntamamlanacaktır.\u003C\u002Fp>\n\n\u003Cp>Madde 33- YILLIK İZİN ÜCRETİ VE ÖDENTİSİ, 39- GECE ÇALIŞMA ZAMMI,\n42- YEMEK, 43- ÇOCUK ZAMMI, 44- AİLE YARDIMI, 45- TAHSİL ÖDENTİSİ, 46-\nEVLENME ÖDENTİSİ, 47- DOĞUM ÖDENTİSİ, 48- ÖLÜM ÖDENTİSİ, 49-\nMALULİYET ÖDENTİSİ, 53- BAYRAM ÖDENTİSİ, EK:B- AYAKKABI BEDELİ\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1- BİRİKEN FARKLAR :\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük tarihinden imza tarihine\nkadarki sürede sözleşmenin getirdiği bütün maddi haklardan doğan\nbirikmiş farklar sözleşmenin imzalanmasını takip eden en geç 30 gün\niçinde ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 2- İŞTEN AYRILAN İŞÇİLERİN HAKLARI :\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de, iş sözleşmesinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi sona eren işçilerin kendilerine, ölenlerin kanuni\nmirasçılarına, yürürlük tarihi ile işten ayrıldığı veya ölüm\ntarihine kadar olan süre için toplu iş sözleşmesi farklarına ilişkin\nbütün hak ve alacakları bu sözleşmede tesbit edilen miktarlar üzerinden\nhesaplanarak daha önceki ödemelerin mahsubu yapılmak suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK:B GİYİM EŞYASI LİSTESİ :\u003C\u002Fh3>\n\n\u003Cp>İşçilere aşağıda belirtilen giyim eşyaları verilir.\u003C\u002Fp>\n\n\u003Cp>1-İşyerinde çalışmakta olan bütün işçilere, her yıl işin\nniteliğine ve çalışma koşullarına uygun yazlık ve kışlık iş elbisesi\nverilir. Yazlık giysiler Mayıs ve kışlık giysiler Ekim aylarında\nverilir.\u003C\u002Fp>\n\n\u003Cp>2-Sendika üyesi bütün işçilere yılda 2 adet yazlık ve kışlık olmak\nüzere sözleşmenin 1. yılında 75.-TL değerinde fatura karşılığı\nayakkabı verilir.\u003C\u002Fp>\n\n\u003Cp>3-Güvenlik görevlilerine 2 yıl miadlı yazlık ve kışlık elbise ile\nyazlık ve kışlık 2 gömlek verilir. Şoförlere yazlık, kışlık pantalon\nve yazlık-kışlık gömlek verilir.\u003C\u002Fp>\n\n\u003Cp>4-Güvenlik görevlilerine 2 yıl miadlı kaban ve avcı yeleği şoförlere\nve forkliftçilere 2 yıl miadlı mont ve avcı yeleği verilir.\u003C\u002Fp>\n\n\u003Cp>5-Bütün işçilere her ay 1300 gr. matik deterjan verilir.\u003C\u002Fp>\n\n\u003Cp>6-Bütün sendika üyelerine yılda 2 adet yazlık ve kışlık tişört\nverilir.\u003C\u002Fp>\n\n\u003Cp>7-İşçilere çelik burunlu iş ayakkabısı verilir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki malzemelerin seçimi ve dağıtımı işyeri sendika\ntemsilcileri ile birlikte yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK:A\u003C\u002Fh3>\n\n\u003Ch3>DİSİPLİN CEZALARI\u003C\u002Fh3>\n\n\u003Cp>İşçilerin riayete mecbur oldukları hususlarda, aksine hareket edenlere\nİşyeri Disiplin Kurulu kararı ile verilecek disiplin cezaları aşağıdaki\ncetvelde gösterilmiştir. Cetveldeki (x) işaretleri uygulanacak cezaları\nişaret etmektedir. Aykırı hareketlerin tekerrürü halinde (x)\nişaretlerinin belirttiği cezalar soldan sağa doğru sırayla uygulanacaktır\n .İşyerinde uygulanacak ihtar cezaları hiçbir şekilde aşağıdaki liste\nile bağlı kalmaksızın münhasıran işveren veya yetkilileri tarafından\ntatbik edilir. Ancak disiplin kuruluna sevkedilen işçinin suçu hafif olduğu\ntaktirde kurul ihtar cezası da verebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">İŞÇİLERİN RİAYETLE MÜKELLEF OLDUKLARI HUSUSLAR\u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">AKSİNE\n        HAREKET EDECEK İŞÇİLERE VERİLECEK DİSİPLİN CEZALARI\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">Yevmiye\n        Katı\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u002F2 Yevmiye\u003C\u002Ftd>\n      \u003Ctd>1 Yevmiye\u003C\u002Ftd>\n      \u003Ctd>2 Yevmiye\u003C\u002Ftd>\n      \u003Ctd>3 Yevmiye\u003C\u002Ftd>\n      \u003Ctd>İşten Çıkarma\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. İstihsal, imalat ve teknik emniyet malzemesini, teçhizatını ve\n        makineleri, standart tamim, yazılı talimat, örf ve adete ve cari\n        usullere uygun olarak kullanmak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. İş esnasında gerek kendileri ve gerekse arkadaşları için\n        tehlike arz edecek her türlü ihmal ve dikkatsizliklerden sakınmak,\n        iş emniyeti ve işçi sağlığının korunması bakımından mer’i\n        mevzuat ile bu konuda alınmış bilumum karar, standart, tamim ve\n        talimatlara harfiyen riayet etmek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Yapmakla oldukları iş ile ilgili olmak şartıyla gördükleri\n        herhangi bir halden alet veya makinelerdeki noksan veya arı-zalardan\n        hemen en yakın amiri veya ilgilileri haberdar etmek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4.İşyerinde yangına sebebiyet verecek hareketlerde bulunmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5.Yangın başlangıcı veya yangın vukuunda gerekli ihbarı\n        yapmakla beraber, bu konudaki tamim ve talimatlarda belirtilen şekilde\n        hareket etmek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6.İşçilerin sağlığını korumak ve iş emniyeti nizamnamesi\n        hükümleri gereğince kendilerine verilecek koruma malzemesi ve giyim\n        eşyasını münhasıran işyerinde giymek ve kullanmak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7.İşyerinde veya iş esnasında amirlere karşı, disiplin ve\n        ahengi bozacak şekilde tavır ve hareketlerde veya hitapta bulunmamak\n        ve iş arkadaşları ile işyerinin disiplin ve ahengini bozacak\n        şekilde geçimsizlik yapmamak.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8. Vazifesini ifada kayıtsızlık ve intizamsızlık\n      göstermemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9.Kendilerine verilen işi sebepsiz yere geciktirmemek, verilen\n        işten başka işlerle meşgul olmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10.Maiyetindeki işçi ve çırakları zati hizmetlerde\n      kullanmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11.Meşru mazeret dışında işe muntazam devam etmek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12.İş saati bitmeden izinsiz olarak işi terketmemek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13.Vazifeye sarhoş gelmemek, işyerinde alkolü içki veya\n        uyuşturucu madde kullanmamak veya işyerinde bulundurmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14.İş saatinde uyumamak\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15.İşyerinde veya iş esnasında iş sahipleri veya müşterilere\n        karşı hakaret, tehdit veya tecavüzde bulunmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16.Amirleri, arkadaşları veya maiyeti hakkında bunların şeref ve\n        namusuna halel getirecek veya ahlakını ifsat edecek yalan veya\n        yanlış şaiyalar çıkarmamak, kasta müstenit ve mesnetsiz ihbar ve\n        şikayetlerde bulunmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17. Edep ve ahlaka mugayir hareketlerde bulunmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18.Gizli tutulması icap eden vazifeye müteallik sırları ifşa\n        etmemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19.İş saatinde hususi işler yapmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20.İşyerinde mevcut alet, malzeme veya şahısların maruz\n        kaldıkları tehlike karşısında gereken tedbirlerin alınmasına\n        yardım etmek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21.Kendisine verilen yetki dışında iş yapmamak.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22.Çöpleri ve faydalı imalat atıklarını müessesenin tefrik\n        ettiği mahallerden başka mahallere dökmemek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23.İşverene ait malzeme ve makineyi yazılı müsaade almadan\n        dışarı çıkarmamak ve imha etmemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24.Başkalarının saat kartını okutmamak ve kart üzerinde\n        tahrifat yapmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25.İş emniyeti ve işçi sağlığının korunması bakımından\n        mer’i mevzuat ile bu konuda alınmış veya alınacak yazılı\n        bütün karar, standart tamim, tedbir ve emirlere harfiyen riayet\n      etmek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26.Kendi temizliğine riayet etmek ve her ne surette olursa olsun\n        işyerini kirletmemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27.İş esnasında iş arkadaşlarını her ne şekilde olursa olsun\n        fuzuli yere işgal etmemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28.Vazifesinin ifası esnasında amirlerine veya kendisiyle beraber\n        çalışanlara zorluk göstermemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>29.Kasten asılsız hastalık, ihbar ve iddiasında bulunmamak veya\n        hastalığı sabit olmadığı zaman hastalığını bahane ederek,\n        işini yapmaktan kaçınmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30.İşverenin alet ve malzemesi ile hususi işler yapmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31.İş saatinde etrafını rahatsız edecek şekilde hareketlerde\n        bulunmamak, kitap, gazete, mecmua vesair okumamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32.İşverene ait malzeme ve kırtasiyeyi israf etmemek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33.Zaruret olmadıkça iş münasebetlerinde ve şahsi işlerde merci\n        tecavüzünde bulunmamak.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34.İşyerinde tanıtma kartını daimi olarak yakasına takmak.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35.Şahsi nakil araçlarını işverenin gösterdiği yerlere park\n        etmek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>36.Yukarıdaki fıkralarda tadat edilmemiş olup, İş Kanununun 25.\n        Maddesinin II. fıkrasında mündemiç sair fiilleri ika etmemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>37. İşyerinde kumar oynamamak ve oynatmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>38.Taşınması ve kullanılması kanunen yasak silahları ve kesici\n        aletleri işyerine getirmemek veya işyerinde bulundurmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>39.Yapılacak üst aramalarına muvafakat etmek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>40.Meşru mazereti sebebiyle işe gelinmediği hallerde keyfiyeti en\n        kısa zamanda herhangi bir vasıta ile işveren vekiline veya amirine\n        bildirmek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>41.İşveren tarafından işçi sağlığı uygulamaları kapsamında\n        öngörülen ve talep edilen sağlık kontrolleri ve tahlilleri\n        süre-sinde yaptırmak.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>42.İşçinin ikametgahında bulaşıcı hastalığa tutulmuş bir\n        şahsın mevcudiyetine dair resmi bir makamca keyfiyetin ilan edilmiş\n        olması halinde durumu işverene bildirmek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>43.İşçi sağlığını ve iş emniyetini tehlikeye sokacak\n        hareketlerden kaçınmak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>44.Mahiyeti ne olursa olsun iş kazasına maruz kalındığında\n        keyfiyeti derhal en yakın amirine bildirmek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>45.Yasak edilen yerlerde sigara ve benzerlerini içmemek ve sigara,\n        kibrit, çakmak ve benzerlerini gösterilen mahallerde bırakmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>46.İşyerinde kavga etmemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>47.İşe alınmadan evvel veya sonra işletme tarafından herhangi\n        bir sebep ve lüzum yerine istenecek malumata yanlış cevap vermemek\n        veya her ne sebeple olursa olsun hakikat hilafına beyanda\n      bulunmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>48.İstirahatli veya izinli iken her ne sebeple olursa olsun izinsiz\n        olarak işyerine girmemek veya işyerinde çalışmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>49.İşyerine giriş çıkış için belirlenen kapılardan başka\n        yerlerden işyerine girip çıkmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50.Amirleri tarafından kendisine verilen işi kasıtlı olarak tayin\n        ve tespit edilen zamanda ve yerde yapmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51.Soyunma, yıkanma, giyinme işlerini bunlar için ayrılan yerler\n        dışında yapmamak, soyunma dolaplarının aranmasına karşı\n        koymamak veya engel olmamak.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>52.İşyerine mazeretli veya mazeretsiz gelmemek suretiyle başka bir\n        iş yerinde çalışmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>53.Paydos zilinin çalınmasından evvel tezgahını bırakmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>54.İş saatleri içerisinde ve ilk amirinden müsaade almadan\n        giyinmemek, soyunmamak, yıkanmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>55.İlk amirinden izin almadan işin başından ayrılmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>56.İşyerinde kendisine verilen işi bırakarak başka bir işle\n        meşgul olmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>57.İşveren veya vekilinin veya bunların aile efradından birinin\n        şeref ve namusuna halel getirecek şekilde sözler sarfetmemek,\n        küfür etmemek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>58.Yangın, lojman, sivil savunma talimatına kasıtlı uymamak\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>59.İş konusunda kasıtlı olarak amirine yanlış bilgi veya rakam\n        vermemek.\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>60.İşverenin müsaadesi olmaksızın işyerinde propaganda\n        yapmamak, bu maksatla el ilanı, resim, gazete, dergi ve benzeri\n        şeyleri dağıtmamak, afiş veya ilan asmamak, konferans söylev\n        vermemek, her ne suretle olursa olsun yazı ve resim vasıtasıyla\n        yasak faaliyette bulunmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>61.Kasıtlı olarak veya ihmalden dolayı fazla hurda çıkarmamak,\n        kaliteyi bozmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>62.Yükleme veya boşaltma işlerinde dikkatsiz çalışmamak,\n        düzgün istif yapmak, boşaltmak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>63.Mamul, yarı mamuller veya kimyevi maddeleri naklederken dikkatsiz\n        davranarak hasara uğramasına meydan vermemek.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>64.Elektrik cihazlarının veya herhangi bir elektrik tesisatının\n        önüne ve üzerine, mal istif etmemek, malzeme atmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>65.Görevli elektrikçilerden olmadığı halde elektrik tesisatını\n        karıştırmamak veya görevli olupta, akımı kesmeden elektirk\n        cihazları telleri ve kabloları tamir etmemek ve tadile kalkmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>66.Yetkisiz veya görevlendirilmeden fabrika içinde fabrikaya ait\n        araba kullanmamak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>67.Kılık kıyafet yönetmeliğinde belirlenen kurallara uymak.\n        İşverence kendisine teslim edilen iş elbiselerini, koruyucu\n        ekipmanları mesai saatleri içerisinde giymek ve kullanmak.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>68.Sağlık kurumlarından alınan istirahat belgesi, diğer izin ve\n        sağlık belgelerini işverene en geç 3 işgünü içerisinde\n        ulaştırmak\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":45,"cbamemtrad":47,"trainingprogrammes":51,"contracttrial":55,"contracttrialperiod":58,"tempagency":62,"tempagency_max":66,"sicknesspay":70,"disabilitypay":74,"healthandsafetypolicy":78,"protectiveclothing":81,"funeralpay":85,"paidmaternityleave":89,"paidpaternityleave":93,"maternity_nursing_breaks_duration":96,"deathrelatives":100,"marriageleave":104,"eqpay":107,"discrimination":111,"sexualhar":115,"hourspday_select":117,"PAIDLEAV_trigger":121,"bankholidays1":125,"SCHEDULE_trigger":129,"schedulesrestpw":133,"TRADEUNLEAV_trigger":136,"STRUCINCR_trigger":140,"ONCERISE_trigger":144,"incidentalbonustype2":147,"NOCTPREM_trigger":151,"shiftallowanceamount1":154,"ANNLEAVE_trigger":158,"OVERTIME_trigger":162,"overtimeallowanceperc1_general":165,"COMMUTE_trigger":169,"SENIOR_trigger":172,"longserviceallowancetype":175,"MEALALL_trigger":179,"mealvouchersamount":182,"strikes_trigger":186,"green_trigger":190},{"bindId":43,"name":44,"text":44},"cbadate_start","13.12.2012-31.12.2014",{"bindId":46,"name":44,"text":44},"cbadate_end",{"bindId":48,"name":49,"text":50},"cbamemtrad","2-Türkiye Petrol Kimya Lastik İşçileri (","2-Türkiye Petrol Kimya Lastik İşçileri (Petrol-İş) Sendikası (Bundan\nböyle sendika denecek)",{"bindId":52,"name":53,"text":54},"trainingprogrammes","İşveren işyerinde, İnsan haklarının koru","İşveren işyerinde, İnsan haklarının korunması, iş sağlığı ve\ngüvenliği ile iş barışının temini için Borçlar Kanunu 417. maddesi\nhükümlerine göre;\n\nKasıtlı ve sistematik olarak belirli bir çalışanın aşağılanması,\nküçümsenmesi, dışlanması, kişiliğinin ve saygınlığının\nzedelenmesi, kötü muameleye tabi tutulması, yıldırılması ve benzeri\nşekillerde ortaya çıkan psikolojik tacizin önlenmesi için eğitim dahil\ntüm çalışmaları yapar. Bu konuda gerekli önlemleri almak işverenin\nsorumluluğundadır.",{"bindId":56,"name":57,"text":57},"contracttrial","Madde 20- DENEME SÜRESİ :",{"bindId":59,"name":60,"text":61},"contracttrialperiod","A)İşe yeni alınan işçiler vasıfsız ise 2","A)İşe yeni alınan işçiler vasıfsız ise 2 ay, vasıflı işçi iseler\n3 aylık deneme süresine tabi tutulurlar. İşbu süre içinde işçi ve\nişveren herhangi bir ihbar öneline uymaksızın birbirleriyle iş\nbağıtlarını kesebilirler. Bu takdirde, işçiye çalıştığı süre için\nhak ettiği ücret ödenir.",{"bindId":63,"name":64,"text":65},"tempagency","Madde 21- GEÇİCİ İŞÇİ (BELİRLİ SÜRELİ AK","Madde 21- GEÇİCİ İŞÇİ (BELİRLİ SÜRELİ AKİTLE İŞÇİ\nÇALIŞTIRMA) VE MÜTEAHHİT İSÇİSİ :",{"bindId":67,"name":68,"text":69},"tempagency_max","A)Bir sözleşme yılında işyerinde (inşaat","A)Bir sözleşme yılında işyerinde (inşaat, tesisat ve makina montaj\nişleri hariç olmak üzere) işveren yılda toplam 6 ayı aşmamak üzere\ngeçici işçi çalıştırabilir. Bir geçici işçinin çalışması\naralıklıda olsa toplam 6 aydan fazla sürerse bu işçiler devamlı işçi\nsayılır, varsa geçici iş akitleri hükümsüz sayılır. Bu işçiler\nsendika üyesi iseler ya da olurlarsa devamlı işçi niteliğini kazandıktan\nsonra işbu sözleşmeden yararlanırlar.\n\nB)İşyerinde, müteahhit işçisi çalıştırılmamasına özen\ngösterilecektir. Toplu iş sözleşmesinin imza tarihindeki mevcut müteahhit\nişçi sayısı aşılmayacaktır. Mevcut sayıyı aşan yeni bir ihtiyaç\ndoğduğunda sendika ile mutabakata varılmak suretiyle müteahhit\nçalıştırılması için düzenleme yapılır.",{"bindId":71,"name":72,"text":73},"sicknesspay","C)İşçilere bir takvim yılında 2 kez 2 gü","C)İşçilere bir takvim yılında 2 kez 2 gün olmak üzere toplam 4\ngünlük istirahat süresine ilişkin ikramiye, sosyal haklar ve gece\nçalışma zammı ücreti tam olarak ödenir. Toplam 4 günden sonrasında\naldıkları istirahat sürelerinde ise ikramiye, sosyal haklar ve gece\nçalışma zammı ücreti ödenmez.",{"bindId":75,"name":76,"text":77},"disabilitypay","B) İş kazası veya meslek hastalığı ve sa","B) İş kazası veya meslek hastalığı ve sağlık kuruluşunda yatarak\ntedavi dolayısıyla işçinin geçici işgöremezliği halinde SGK'ca\nverilecek istirahat günleri için kurumca ödenen işgöremezlik ödeneği ile\nişçinin normal ücreti arasındaki fark veya kurumca hiçbir ödeme\nyapılmaması halinde normal ücreti tam olarak işveren tarafından\nödenir.",{"bindId":79,"name":80,"text":80},"healthandsafetypolicy","Madde 59- İSÇİ SAĞLIĞI VE İS GÜVENLİĞİ :",{"bindId":82,"name":83,"text":84},"protectiveclothing","67.Kılık kıyafet yönetmeliğinde belirlen","67.Kılık kıyafet yönetmeliğinde belirlenen kurallara uymak.\n        İşverence kendisine teslim edilen iş elbiselerini, koruyucu\n        ekipmanları mesai saatleri içerisinde giymek ve kullanmak.",{"bindId":86,"name":87,"text":88},"funeralpay","A)İşveren, işçinin bakmaya mecbur olduğu","A)İşveren, işçinin bakmaya mecbur olduğu ana, baba, eş ve\nçocuklarının ölümü halinde sözleşmenin 1. yılında 500.-TL ölüm\nödentisi verir.",{"bindId":90,"name":91,"text":92},"paidmaternityleave","4-Kadın işçinin doğumu halinde doğumdan ","4-Kadın işçinin doğumu halinde doğumdan önce 8 hafta, doğumdan sonra\nda 8 hafta olmak üzere 16 hafta veya çoğul gebelik halinde on sekiz hafta\nücretli, kadın işçinin isteği halinde ayrıca doğumdan sonraki 8 haftadan\nitibaren 6 aya kadar ücretsiz izin verilir.",{"bindId":94,"name":95,"text":95},"paidpaternityleave","3-Eşinin doğum yapması halinde 2 işgünü,",{"bindId":97,"name":98,"text":99},"maternity_nursing_breaks_duration","5-Doğumdan sonra işbaşına dönen kadın iş","5-Doğumdan sonra işbaşına dönen kadın işçiye, çocuğunu emzirmek\niçin bir işgününde 2 saat süre ile emzirme izni verilir. Bu izin 2 saat\nönce işten ayrılmak suretiyle kullanılır.",{"bindId":101,"name":102,"text":103},"deathrelatives","2-Ana ve babanın, karı veya kocanın, kar","2-Ana ve babanın, karı veya kocanın, kardeş veya çocukların ölümü\nhalinde 3 işgünü, kayınpeder veya kayınvalidenin ölümü halinde 1\nişgünü, ölüm olayı il hudutları dışında ise 3 işgünü,",{"bindId":105,"name":106,"text":106},"marriageleave","1-Evlenme halinde 4 işgünü,",{"bindId":108,"name":109,"text":110},"eqpay","Kadın ve erkek çalışanlar arasında ücret","Kadın ve erkek çalışanlar arasında ücret eşitliğinin temini için,\neş değerde işe eşit ücret prensibini esas alır.",{"bindId":112,"name":113,"text":114},"discrimination","Türkiyenin taraf olduğu Uluslararası Söz","Türkiyenin taraf olduğu Uluslararası Sözleşmeler, T.C Anayasası ve\nyasal mevzuat gereği, kadın erkek eşitliğine ilişkin düzenlemelerin\nyaşama geçirilmesi için gerekli tedbirleri alır. Buna yönelik olarak\nsendika ile ortak, işyerinde cinsiyet ayrımcılığının önlenmesine\nilişkin eğitim vb gibi çalışmalar yapar. Çalışan kadınlara yönelik\nolası, fiziksel,psikolojik,sözel ve cinsel her türlü taciz ve şiddetin\nönlenmesi için işyerinde gerekli önlemleri alır.",{"bindId":116,"name":113,"text":114},"sexualhar",{"bindId":118,"name":119,"text":120},"hourspday_select","1-Normal çalışma süresi günde 7.5 haftad","1-Normal çalışma süresi günde 7.5 haftada 6 gün ve 45 saattir.",{"bindId":122,"name":123,"text":124},"PAIDLEAV_trigger","A)Yıllık izin süresine ait ücretler en g","A)Yıllık izin süresine ait ücretler en geç izne çıkış gününe\ntekaddüm eden en son işgünü ödenir.",{"bindId":126,"name":127,"text":128},"bankholidays1","Madde 26- ULUSAL BAYRAM VE GENEL TATİL G","Madde 26- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ :",{"bindId":130,"name":131,"text":132},"SCHEDULE_trigger","2-İşçilere günlük çalışma saatlerinin il","2-İşçilere günlük çalışma saatlerinin ilk ve ikinci yarısında\nmünavebeli olarak 15'er dakikalık ara dinlenmesi verilir. İşverence\nişçilere ara dinlenmelerinde öğleden evvel ve öğleden sonra çay verilir.\nFazla çalışmalarında işçilere çay saatinde, ayrıca çay verilir.",{"bindId":134,"name":135,"text":135},"schedulesrestpw","Madde 25- HAFTA TATİLİ :",{"bindId":137,"name":138,"text":139},"TRADEUNLEAV_trigger","7-Sendika İzinleri : Sendika temsilci ve","7-Sendika İzinleri :\n\nSendika temsilci ve görevlilerine kongre, konferans, seminer, Yönetim,\nDenetim, Onur Kurulu, Genel Kurul ve Temsilciler Meclisi gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenmiş şekline göre ücretli izin verilir.",{"bindId":141,"name":142,"text":143},"STRUCINCR_trigger","B)Birinci Yıl Birinci Dönem Ücret Zammı ","B)Birinci Yıl Birinci Dönem Ücret Zammı :\n\nA bendinde yer alan iyileştirme yapıldıktan sonra, bütün sendika üyesi\nişçilerin ücretlerine 13.12.2012 tarihinden geçerli olmak üzere 1 .yıl 1.\ndönem ( 13.12.2012-30.06.2013 tarihleri) zammı olarak brüt 85.-TL ücret\nzammı yapılacaktır.",{"bindId":145,"name":146,"text":146},"ONCERISE_trigger","Madde 36- YILLIK İKRAMİYE :",{"bindId":148,"name":149,"text":150},"incidentalbonustype2","İşçilere her sözleşme yılında 4'er aylık","İşçilere her sözleşme yılında 4'er aylık ücretleri tutarında\nikramiye verilir. İşbu ikramiyeler yeni işe girenlere ve işten ayrılanlara\nçalıştıkları sürelere göre orantılı olarak ödenir. İşbu ikramiyeler\nŞubat, Mayıs, Ağustos ve Kasım aylarında o ayın ücretiyle birlikte\nödenir.",{"bindId":152,"name":153,"text":153},"NOCTPREM_trigger","Madde 39- GECE ÇALIŞMA ZAMMI :",{"bindId":155,"name":156,"text":157},"shiftallowanceamount1","Bu sözleşmeye göre gece sayılan saatlere","Bu sözleşmeye göre gece sayılan saatlere isabet eden çalışmalar\nkarşılığı işçilere çalışılan beher saat için normal ücretleri\nsözleşmenin 1. yılında brüt 0,15 TL , zamlı ödenir.",{"bindId":159,"name":160,"text":161},"ANNLEAVE_trigger","B)Bunun dışında işveren izinli çıkan işç","B)Bunun dışında işveren izinli çıkan işçilere sözleşmenin 1.\nyılı için brüt 200.-TL izin ödentisi verir. Bu ödenti (A) fıkrasındaki\nizin ücreti ile birlikte verilir.",{"bindId":163,"name":164,"text":164},"OVERTIME_trigger","Madde 30- FAZLA ÇALIŞMA ÜCRETİ :",{"bindId":166,"name":167,"text":168},"overtimeallowanceperc1_general","A)İşgünlerinde yapılan fazla çalışmalar ","A)İşgünlerinde yapılan fazla çalışmalar karşılığı, normal\nücretin fazla çalışma süresine isabet eden kısmının % 100 fazlasıyla\nödenir.",{"bindId":170,"name":171,"text":171},"COMMUTE_trigger","Madde 53- TAŞIT ARACI :",{"bindId":173,"name":174,"text":174},"SENIOR_trigger","C)Kıdem Tazminatı :",{"bindId":176,"name":177,"text":178},"longserviceallowancetype","Suçsuz çıkarmalarda ya da işbu bend hükü","Suçsuz çıkarmalarda ya da işbu bend hükümlerine bağlanan sair işten\nayrılmalarda işçilere 30 günlük ücretleri tutarında kıdem tazminatı\nödenir.",{"bindId":180,"name":181,"text":181},"MEALALL_trigger","Madde 43- YEMEK :",{"bindId":183,"name":184,"text":185},"mealvouchersamount","A)Bütün işçilere sözleşmenin 1. yılında ","A)Bütün işçilere sözleşmenin 1. yılında 6.-TL, değerinde günde bir\nöğün ücretsiz yemek verilir. İşyeri herhangi bir sebeple yarım gün dahi\nçalışmış olsa, işbu hüküm uygulanır. Yemek listeleri temsilcilerle\nbirlikte yapılır.",{"bindId":187,"name":188,"text":189},"strikes_trigger","Madde 61 - GREV VE LOKAVTA KATILMAYACAK ","Madde 61 - GREV VE LOKAVTA KATILMAYACAK İŞÇİLER :\n\n6356 sayılı kanununun 65. Maddesine göre Grev ve Lokavt Dışı kalacak\nişçilerin görev ve sayıları aşağıdaki şekilde tesbit edilmiştir.",{"bindId":191,"name":192,"text":193},"green_trigger","Madde 60- ÇEVRE DUYARLILIĞI: İşveren, ür","Madde 60- ÇEVRE DUYARLILIĞI:\n\nİşveren, üretim faaliyetinin, çevreye olumsuz etkilerini ortadan\nkaldırmak için, Türkiyenin taraf olduğu Uluslararası Sözleşmeler ve\nyasal mevzuatın gerektirdiği tüm önlemleri alır. Bu konuda yeni\nteknolojileri takip ederek gerekli yatırımları yapar.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>STANDARD PROFİL OTOMOTİV SANAYİ VE TİCARET A.Ş. İLE PETROL-İŞ ARASINDA YAPILAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 13.12.2012-31.12.2014 - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-12-13\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Makine ve makine malzemeleri imalatı \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                        PETROL-İŞ Türkiye Petrol, Kimya, Lastik 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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 4 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Evet\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 500.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 2 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → -9.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Emek ve Dayanışma Günü\u002F 1Mayıs Günü (1 Mayıs), Ulusal Egemenlik veÇocuk Bayramı(23 Nisan), Atatürk’üAnma,GençlikveSpor Bayramı(19 Mayıs), RamazanBayramı, Zafer Bayramı(30 Ağustos), Yılbaşı(1 Ocak), KurbanBayramı\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \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                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2012-12\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                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → TRY 0.15 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TRY 200.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 6.0 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",[199],{"title":35,"slug":31},[201],{"type":202,"data":203},"call_to_action_body_block",{"title":204,"description":205,"variant":206,"link":207},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma 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Odası","\u002Ftr-tr\u002Fhakkimizda\u002Fbasin-odasi","\u002Fabout\u002Fpress-room",[],{"title":377,"seo_title":8,"description":7,"path":378,"redirect_url":379,"locale":313,"children":380},"Bize 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