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ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI İŞYERLERİ İÇİN BAĞITLANAN 18. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ (KAMU-İŞ ve TES-İŞ) Collective Agreement Between 01.03.2019 and 28.02.2021 ","T.C. ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI İŞYERLERİ İÇİN BAĞITLANAN 18. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ (KAMU-İŞ ve TES-İŞ) Collective Agreement Between 01.03.2019 and 28.02.2021 - 2019","Turkey - T.C. ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI İŞYERLERİ İÇİN BAĞITLANAN 18. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ (KAMU-İŞ ve TES-İŞ) Collective Agreement Between 01.03.2019 and 28.02.2021 - 2019","T.C. ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI İŞYERLERİ İÇİN BAĞITLANAN 18. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ (KAMU-İŞ ve TES-İŞ) Collective Agreement Between 01.03.2019 and 28.02.2021 - 2019 - Waste treatment, sanitation, supply of electricity, gas and water, Other",{"name":39,"data":40},"T.C. ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI İŞYERLERİ İÇİN BAĞITLANAN 18. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ.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>New1\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TES-İŞ TÜRKİYE ENERJİ, SU VE GAZ İŞÇİLERİ SENDİKASI İLE\nKAMU-İŞ KAMU İŞLETMELERİ İŞVERENLERİ SENDİKASI ARASINDA T.C. ENERJİ\nVE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI İŞYERLERİ İÇİN\nBAĞITLANAN 18. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Yürürlük Süresi : 01.03.2019 - 28.02.2021\u003C\u002Fh2>\n\n\u003Ch2>İmza Tarihi : 16.10.2019\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I. BÖLÜM TARAFLAR AMAÇ KAPSAM YÜRÜRLÜK\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 1 - TARAFLAR :\u003C\u002Fh3>\n\n\u003Cp>Enerji ve Tabii Kaynaklar Bakanlığı Merkez Teşkilatı (14 Nolu\nİşkolunda faaliyet gösteren) işyerleri için akdedilen işletme\nseviyesindeki bu toplu iş sözleşmesinin tarafları;\u003C\u002Fp>\n\n\u003Cp>İşçi için : Türkiye Enerji, Su ve Gaz İşçileri Sendikası\n-TES-İŞ,\u003C\u002Fp>\n\n\u003Cp>İşveren için : Kamu İşletmeleri İşverenleri Sendikası - KAMU-İŞ'\ntir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2 - TANIMLAR :\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>a)Türkiye Enerji, Su ve Gaz İşçileri Sendikası (TES-İŞ); SENDİKA\nveya İŞÇİ SENDİKASI,\u003C\u002Fp>\n\n\u003Cp>b)TES-İŞ Sendikasına bağlı ilgili Şube Başkanlıkları; ŞUBE,\u003C\u002Fp>\n\n\u003Cp>c)Kamu İşletmeleri İşverenleri Sendikası (KAMU-İŞ); İŞVEREN\nSENDİKASI,\u003C\u002Fp>\n\n\u003Cp>d)Enerji ve Tabii Kaynaklar Bakanlığı Merkez Teşkilatı (14 No' lu\nİşkolunda faaliyet gösteren); İŞVEREN,\u003C\u002Fp>\n\n\u003Cp>e)İşveren adına hareket eden işin, işyerinin ve işletmenin\nyönetiminde görev alan kimseler; İŞVEREN VEKİLİ,\u003C\u002Fp>\n\n\u003Cp>f)İşverene ait işin yapıldığı yerlerle işin niteliği ve\nyürütümü bakımından işyerlerine bağlı bulunan yerler ve sair\neklentiler ile araçlar; İŞLETME,\u003C\u002Fp>\n\n\u003Cp>g)Yukarıda tanımı yapılan işverene bir iş sözleşmesi ile bağlı\nolarak çalışan kişiler; İŞÇİ,\u003C\u002Fp>\n\n\u003Cp>h)İşletmeye bağlı işyerlerinde çalışan ve TES-İŞ' e üye olan\nişçiler; SENDİKALI İŞÇİ,\u003C\u002Fp>\n\n\u003Cp>i)İşletmeye bağlı işyerlerinde TES-İŞ' e üye olanlar dışında\nbaşka Sendikalara üye olanlarla hiçbir Sendikaya üye olmayan işçiler bu\nsözleşme yönünden; SENDİKASIZ İŞÇİ,\u003C\u002Fp>\n\n\u003Cp>j)Bu Toplu İş Sözleşmesi; İŞLETME TOPLU İŞ SÖZLEŞMESİ veya\nİTİS,\u003C\u002Fp>\n\n\u003Cp>k)Bakan; ÜST YÖNETİCİ, olarak kabul ve ifade edilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 3 - UYGULAMA ALANI VE KAPSAMI :\u003C\u002Fh3>\n\n\u003Cp>Bu Sözleşme;\u003C\u002Fp>\n\n\u003Cp>a)Yer Bakımından : Enerji ve Tabii Kaynaklar Bakanlığı Merkez\nTeşkilatı (14 Nolu İşkolunda faaliyet gösteren) işyerlerinin İş Kanunu\nhükümleri gereğince işyerinden sayılan sair eklentileri ile araçlarını\nda kapsar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>b)Şahıs Bakımından : İTİS' in yer bakımından uygulama alanına giren\nişyerlerinde çalışan sözleşmenin 2. Maddesinin (h) fıkrasında\ntanımlanan Sendikalı işçilere uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4 - SÖZLEŞMENİN AMACI :\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin amacı, işyerinde düzenli ve verimli\nçalışmayı sağlamak, üretimi artırmak, İşverenin ve işçilerin hak ve\nmenfaatlerini dengelemek, karşılıklı iyi niyet ve güvenle iş barışını\nsağlamak, taraflar arasında doğabilecek farklılıkları uzlaştırıcı\nyollarla kotarmaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 5 - SÖZLEŞMENİN HÜKMÜ :\u003C\u002Fh3>\n\n\u003Cp>a)Bu sözleşmenin (UYGULAMA ALANI VE KAPSAM) başlığını taşıyan 3.\nMaddesinde sözleşmeden yararlanacağı tespit edilen işçilere uygulanan\nhizmet akitlerinin bu sözleşmeye aykırı hükümlerinin yerini bu sözleşme\nhükümleri alır.\u003C\u002Fp>\n\n\u003Cp>b)Bu sözleşmenin hizmet akdine ilişkin hükümleri, sözleşmeden\nyararlanan işçiler yönünden sözleşmenin yürürlük süresinin\nhitamından itibaren, yeni bir sözleşme yapılıncaya kadar hizmet akdi\nhükmü olarak devam eder.\u003C\u002Fp>\n\n\u003Cp>c)Bu sözleşmede mevzuat hükümlerine yapılan atıflar, muhtevaları\nsözleşmede yer almasa bile bu sözleşmenin hükmü niteliğini taşır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6 - UYGULAMA ESASLARI :\u003C\u002Fh3>\n\n\u003Cp>a)Sözleşmenin bütünlüğü : Sözleşme gerek maddelerin açık\nanlamları ve gerekse ruhu ile değindiği tüm hususlarda geçerlidir. Bölüm\nve madde başlıkları maddenin anlamını tamamlar.\u003C\u002Fp>\n\n\u003Cp>b)Yorum : Sözleşme hükümleri amacı dışında yorumlanamaz. Taraflar\nyorumunu gerekli gördükleri maddeleri öncelikle aralarında müzakere ederek\nortak bir çözüm yolu bulmaya çalışırlar ve uyuştukları hususları bir\ntutanakla tespit ederler. Anlaşma temin edilemeyen konularda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_comments\">\u003Cp>c)İşçilere Uygulanması : Bu toplu iş sözleşmesi işçi sendikasına\nüye olanlara uygulanır. İşbu toplu iş sözleşmesinden dayanışma aidatı\nödeyerek yararlanmak isteyen işçiler ancak imza tarihinden sonra ve\nişverene başvuruda bulundukları tarihten itibaren yararlanırlar. Bu toplu\niş sözleşmesinin imzalanması tarihinde işçi sendikasına üye olanlar\nyürürlük tarihinden itibaren, imza tarihinden sonra üye olanlar ise,\nüyeliklerinin işçi sendikasınca işverene bildirildiği tarihten itibaren\nbu toplu iş sözleşmesinin hak ve menfaat sağlayan hükümlerinden\nyararlanırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten sonra işçi\nsendikası üyeliğinden çekilen veya çıkarılan işçilerin; üyelikten\nçekilmesi Kanunda belirtilen sürenin sonunda, çıkarılması ise\nçıkarılmanın kesinleştiği tarihten itibaren geçerlik kazanır ve bu\ntoplu iş sözleşmesinden elde ettikleri hak ve menfaatleri kesilir.\u003C\u002Fp>\n\n\u003Cp>d)Sözleşmenin Yürütümü : Sözleşmenin yürütülmesini İşveren ve\nSendika birlikte sağlar. Sendika; Yönetim Kurulu ve yetkilileri tarafından,\nİşverenler de İşveren üyesi bulunduğu İşveren Sendikası, İşveren\nvekilleri veya yetkilileri tarafından temsil edilirler.\u003C\u002Fp>\n\n\u003Cp>Sendikaya bağlı Şubeler, faaliyet alanları dahilindeki işyerlerinde\nSendika üyelerini ilgilendiren uygulamaları izlemeye, İşverenler veya\nİşveren vekilleriyle temas etmeye yetkilidirler. Ancak, Sendika bu işlemler\niçin aynı işyerinde birden fazla Şube görevlendirmemeye özen\ngösterir.\u003C\u002Fp>\n\n\u003Cp>e)Uyuşmazlıkların Giderilmesi : Taraflar, uyuşmazlıkları aralarında\nhalletmek için çaba gösterirler. Bu amaçla bir toplantı çağrısına,\nkarşı tarafın uyması zorunludur. Çağrıda bulunan taraf,\ngörüşülmesini istediği konuları ve toplantı tarihini en az 10 (on) gün\nöncesinden karşı tarafa bildirir. Taraflar arasında uyuşma sağlanamazsa\nYasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 7 - SÖZLEŞMENİN TEMİNATI :\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin teminatı konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 8 - YÜRÜRLÜK VE SÜRE:\u003C\u002Fh3>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi 01.03.2019 tarihinde yürürlüğe\ngirmek ve 28.02.2021 tarihinde sona ermek üzere 2 yıl süre ile\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II. BÖLÜM TARAFLARIN HAK VE BORÇLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 9 - İŞVERENİN SEVK VE İDARE HAKKI İLE SORUMLULUĞU:\u003C\u002Fh3>\n\n\u003Cp>A)İşveren, mevzuat ve İTİS' e aykırı olmamak üzere, işin tanzimi ve\nişyerinin sevk ve idaresiyle ilgili kararlar almaya ve bunları uygulamaya\nyetkilidir.\u003C\u002Fp>\n\n\u003Cp>B)İşveren;\u003C\u002Fp>\n\n\u003Cp>a)İşyerlerinde İş Sağlığı ve Güvenliği bakımından gereken\ntedbirleri zamanında ve noksansız almak,\u003C\u002Fp>\n\n\u003Cp>b)İşçi istihkaklarının zamanında ve noksansız olarak ellerine\ngeçmesini sağlamak,\u003C\u002Fp>\n\n\u003Cp>c)Sendika ve Şubelerine ve işçilere karşı gerek mevzuat ve gerekse\nİTİS' den doğan yükümlülüklerini yerine getirmek,\u003C\u002Fp>\n\n\u003Cp>d)İşyerlerini, işçinin işi yapmaya amade bulunması kaydıyla, gereken\nçalışma koşulları ile işçilerin hizmet görmesine hazır bulundurmak,\u003C\u002Fp>\n\n\u003Cp>hususlarında sorumluluk taşır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 10 - SENDİKA AİDATLARI :\u003C\u002Fh3>\n\n\u003Cp>İşveren, Yasalar gereğince kesmeye mecbur olduğu aidatları her ay\nkeserek işçi ücretlerinin ödendiği günü takip eden 15 gün içinde\nSendikanın bildireceği banka hesabına yatırmakla yükümlüdür. İşveren\nbu işlemler için Sendikadan herhangi bir masraf isteyemez. Bu madde uyarınca\nyapılan kesintileri gösterir bir listeyi İşveren müteakip ay içerisinde\nSendika ve ilgili Şubeye gönderir.\u003C\u002Fp>\n\n\u003Cp>İşveren kestiği aidatları kestiği tarihten itibaren 1 ay içinde\nSendikanın hesaplarına intikal ettirmediği takdirde; kesilen tutardan başka\nbankalarca işletme kredilerine uygulanan en yüksek faizi de ödemek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11 - MÜRACAATLARIN CEVAPLANDIRILMASI :\u003C\u002Fh3>\n\n\u003Cp>Sendika veya ilgili Şube tarafından; İşvereni, İşveren Vekilini,\nSendikayı, Şubeyi veya işçiyi ilgilendiren konularda yazılı olarak\nyapılacak müracaatlara İşveren ve İşveren vekillerince gerekli incelemeyi\nmüteakip 20 gün içinde cevap verilmesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 12 - İLAN TAHTALARI :\u003C\u002Fh3>\n\n\u003Cp>İşveren, İTİS' in uygulandığı tüm işyerlerine Sendika ve ilgili\nŞubenin ilanlarının asılmasına mahsus sorumluluğu Sendikaya ait olmak ve\nanahtarı Sendika veya Şubede bulunmak üzere kilitli bir ilan tahtası\nbulunması için yer gösterir.\u003C\u002Fp>\n\n\u003Cp>İşyeri geniş bir saha dahilinde birden Fazla binalardan teşekkül\nediyorsa, aynı ilan tahtalarından bu binaların uygun yerlerine de konulur.\nİlan tahtalarına taraf Sendika ve ilgili Şubesi dışında, kuruluşlar ilan\nasamaz ve işyerinde Toplu İş Sözleşmesi bulunmayan başka Sendikalar için\nilan tahtası bulundurulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 13 - İŞÇİ İLE İLGİLİ GENELGE VE YAYINLAR :\u003C\u002Fh3>\n\n\u003Cp>İşveren; işçi, İTİS ve uygulama ile ilgili olarak yayınlayacağı\n(Gizlidir) kaydı taşımayan genelgelerle varsa işyeri bültenleri ve\nişçinin yararlanabileceği sair yayınlardan yeteri kadar nüshayı Sendika\nveya ilgili Şubeye gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 14 - SENDİKA TEMSİLCİLİĞİ ODASI TAHSİSİ :\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinin uygulandığı işyerlerinde Sendikanın veya\nŞubenin talebi halinde İşveren, sıhhi şartları haiz ve içerisinde masa,\nsandalye, dosya dolabı ve dahili (şehir içi dış hatlı) telefonu bulunan\nbir temsilcilik odası tahsis eder.\u003C\u002Fp>\n\n\u003Cp>İşçi sayısı 20'den az olan işyerlerinde bu maddenin uygulanması\nİşverenin imkanlarına bağlıdır. Ancak, bu yerler Sendikal faaliyetler\ndışında kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15 - ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ :\u003C\u002Fh3>\n\n\u003Cp>Yetki tespiti döneminde, Sendika veya işyerinde faaliyette bulunan ilgili\nŞubece talep edilmesi halinde İşveren, işyerinde çalışan işçilerin ad\nve soyadları ile görev unvanlarını belirtir listeleri Sendikaya veya ilgili\nŞubesine verir.\u003C\u002Fp>\n\n\u003Cp>5510 sayılı Kanuna göre İşverence, Sosyal Güvenlik Kurumuna yapılan\n\"İşçi Giriş ve Çıkış Bildirimlerinin\" bir örneği de Sendikaya\ngönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 16 - KAPATILAN, YENİ AÇILAN VEYA BİRLEŞTİRİLEN İŞYERLERİNİN\nBİLDİRİLMESİ :\u003C\u002Fh3>\n\n\u003Cp>İşverence; İTİS' in uygulandığı işyerlerinde kapatılan, başka bir\nişyerine bağlanan veya yeni açılan işyerleri, aidatların takibi\nbakımından Sendikaya ve ilgili Şubeye (30) gün içerisinde bildirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 17 - SOSYAL FAALİYETLERDE YARDIMCI OLMA :\u003C\u002Fh3>\n\n\u003Cp>İşveren, Sendika veya ilgili Şubelerin Sendikalı işçiler için\ngirişecekleri sosyal faaliyetlerinde ve üyelerinin sosyal konulardaki\nihtiyaçları için önceden izin alınmış olmak kaydıyla yardımcı olur,\nsalon, araç ve gereçlerinden ücretsiz olarak yararlandırır.\u003C\u002Fp>\n\n\u003Cp>İşçi ücretlerinden sosyal, kültürel ve sportif faaliyetler ile\nkooperatifler için yapılacak kesintiler, işçinin yazılı muvafakatine\nbağlıdır. Bu kesintiler, adına kesinti yapılan kurum veya kuruluşlara\ngönderilir. İşveren bu sebeple bir masraf talebinde bulunmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 18 - ROZET VE TÖREN :\u003C\u002Fh3>\n\n\u003Cp>Bu İTİS'in uygulandığı işyerlerinde çalışan işçilere, İşveren\ntarafından tespit edilecek, bir rozet verilir.\u003C\u002Fp>\n\n\u003Cp>İşyerinden maluliyet veya emeklilik nedeni ile ayrılan işçiler için\nİşverence bir tören düzenlenir ve bu törende işçiye hizmetlerini\nyansıtan bir armağan verilir. Bu törenlerin düzenlenmesi ve tarihlerinin\ntespiti İşveren ve Sendika veya Şubesince müşterek yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 19 - YAZLIK VE KIŞLIK SOSYAL TESİSLERDEN YARARLANMA :\u003C\u002Fh3>\n\n\u003Cp>İşveren tarafından tesis edilen sosyal tesislerden, personel ayırımı\nyapılmaksızın eşit ölçüler dahilinde tüm çalışanların\nyararlanmaları esastır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 20 - SENDİKA TEMSİLCİLİĞİ :\u003C\u002Fh3>\n\n\u003Cp>İşyeri Sendika Temsilcileri, 6356 sayılı Yasanın 27. maddesi hükmüne\ngöre ve işyerindeki işçi sayısı;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>50 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"227\">\u003Cp>1 kişi,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>51 -100 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"227\">\u003Cp>2 kişi,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>101 -500 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"227\">\u003Cp>3 kişi,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>501-1000 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"227\">\u003Cp>4 kişi,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>1001-2000 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"227\">\u003Cp>6 kişi,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"228\">\u003Cp>2001'den fazla işçi için\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"227\">\u003Cp>8 kişi,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>olmak üzere sendika tarafından atanır. Bu temsilcilerden biri ayrıca\nBaş temsilci olarak atanır. Bunların kimlikleri, Sendika tarafından\nİşverene veya İşveren vekillerine 15 gün içinde yazılı olarak\nbildirilir. Temsilcilerin temsilcilik sıfatları bildirim tarihinden\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>Ataması yapılan bu temsilcilerin çalışan temsilcisi olarak görev\nyapmaları hususunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 21 - YÖNETİCİ VE TEMSİLCİLERİN İŞYERİ SENDİKAL\nFAALİYETLERİ :\u003C\u002Fh3>\n\n\u003Cp>a)Sendika ile ilgili Şube Yönetici ve Temsilcileri İTİS'de düzenlenen\nesaslar çerçevesinde işyerlerinde Sendikal faaliyetlerde bulunabilirler.\nİşverenin salon, araç ve gereçlerinden sadece yetkili sendika\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>b)Sendikanın ve ilgili Şubenin Yönetiminde görev almış amatör\nSendikacılar ve temsilciler gerek Toplu İş Sözleşmesi uygulaması ve\ngerekse işçi-İşveren ilişkilerinin gerekli kıldığı işlerde sair\nhususların zamanında halli için amirinden izin almak suretiyle makul\nsüreler için işbaşından ayrılabilir.\u003C\u002Fp>\n\n\u003Cp>c)Sendika ile ilgili Şube yetkilileri üyelerini veya Sendika ve Şubeyi\nilgilendiren konularda, işyerlerinde, İşveren veya vekiliyle görüşmek\nhakkına haizdirler. Keza İşveren veya vekiliyle mutabık kalmak kaydıyla,\nüyeleriyle münferit görüşmelerde bulunmak ve işyerlerini gezmek hakkına\nsahiptirler. Toplu görüşmeler için izin alınması esas-\u003C\u002Fp>\n\n\u003Cp>d)Sendika ve ilgili Şube Yönetici ve temsilcileri gerektiğinde dahili ve\nharici görüşmeler için işyeri telefonlarından yararlanırlar.\nŞehirlerarası görüşme ücreti Sendikaca veya ilgili Şubece ödenir. Bu\nhakkın kullanılmasında, İşveren tarafından bu konuda uygulamaya konulmuş\nolan kurallara uymak zorunluluğu vardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 22 - SENDİKA İLE ŞUBE YÖNETİCİ VE TEMSİLCİLERİNİN TEMİNATI\n:\u003C\u002Fh3>\n\n\u003Cp>İşyerinde çalışan Sendika ve ilgili Şubenin yönetim, denetim,\ndisiplin kurulları başkan ve üyeleri ile işyeri Sendika temsilcileri sırf\nSendikal faaliyetleri nedeniyle cezalandırılamaz, iş sözleşmeleri bu\nnedenle bozulamaz. İşyerinde çalışan Sendika ve ilgili Şubenin yönetim,\ndenetim, disiplin kurulları başkan ve üyeleri ile temsilciler rızaları\ndışında meslekleri ile ilgili olmayan bir işe nakledilemez veya başka bir\nişyerine geçici olarak (aynı pozisyonda birden fazla işçi olması halinde\nönce temsilci olmayanlardan başlamak üzere) aralıksız 30 günden ve yılda\ntoplam 90 günden fazla gönderilemezler. Amatör Şube yönetim kurulu\nüyeleri için bu süre aralıksız 20 gün ve yılda toplam 45 gündür.\u003C\u002Fp>\n\n\u003Cp>Yönetici ve Temsilcilerin teminatı ile iş sözleşmelerinin feshi\nkonusunda yasal hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 23 - SENDİKA ŞUBE VE DİĞER ÜST KURULLARDA GÖREV ALANLAR :\u003C\u002Fh3>\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 veya profesyonel görevden amatörlüğe geçenler,\namatörlüğe geçtikleri tarihten itibaren bir ay içinde ayrıldığı\nişyerinde işe başlatılmak üzere işverene başvurabilir. İşveren, talep\ntarihinden itibaren bir ay içinde bu kişileri o andaki şartlarla eski\nişlerine veya eski işlerine uygun bir diğer işe başlatmak zorundadır. Bu\nkişiler süresi içinde işe başlatılmadığı takdirde, iş sözleşmeleri\nişverence feshedilmiş sayılır. Bu fıkraya göre işe alınma veya iş\nsözleşmesinin feshi halinde, işyerinde çalışılmış süreler göz\nönünde bulundurulur ve emsalleri için geçerli olan ücret ve diğer\nhakları esas alınır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvurusu halinde 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 İş\nKanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24 - SENDİKA VE ŞUBELERİN SORUMLULUKLARI :\u003C\u002Fh3>\n\n\u003Cp>Sendika ve Şubeleri;\u003C\u002Fp>\n\n\u003Cp>a)Üyelerinin sözleşme ve mevzuata uymayan davranışlarını benimsemez.\nBu gibi hareketleri maddi ve manevi olarak desteklemez. Bu gibi hareketlere\nteşebbüs halinde, durdurmak için her türlü gayreti sarf eder.\u003C\u002Fp>\n\n\u003Cp>b)Bütün Yönetici ve Temsilcileriyle disiplinsizlikleri ve\ndüzensizlikleri önlemek için her türlü gayreti sarf eder. Birlik ve\nçalışma barışını korur ve çıkacak anlaşmazlıkları barışçı\nyollarla halle çalışır.\u003C\u002Fp>\n\n\u003Cp>c)İşverene, iş veriminin arttırılması, yolundaki olumlu gayretlerinde\nyardımcı olur.\u003C\u002Fp>\n\n\u003Cp>d) İşyeri ilan tahtalarına ahlak ve adaba aykırı ve iş düzenini\nbozucu ilan, tebliğ, bülten ve benzeri asılamaz. İlan tahtasında Sendika\nve ilgili Şubece ilan edilecek metinlerden doğacak her türlü sorumluluk\nSendika veya ilgili Şubesine aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 25 - SENDİKA VE İLGİLİ ŞUBELERİN İŞÇİLER ADINA YETKİSİ\n:\u003C\u002Fh3>\n\n\u003Cp>İşveren, Sendika ve ilgili Şubelerini tüm üyeleri adına İTİS' den\nmevzuattan ve iş sözleşmelerinden doğan bilumum haklarının takibinde\nyetkili olarak tanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 26 - SENDİKA ÜYELİĞİNİN TEMİNATI VE SAKLI HAKLAR :\u003C\u002Fh3>\n\n\u003Cp>a)Sendika üyeliğinin teminatı konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)İlişik kesme hali hariç, İşçinin muvafakati olmadan İşveren,\nişçi ücretini kendi alacağı ile mahsup edemez. Ancak, herhangi bir maddi\nhata hali hariç, İşçiye istihkakından fazla bir ödeme yapılmış ise, bu\nmiktar işçinin aylık net ücretinin 1\u002F8'ini geçmemek kaydıyla eşit\ntaksitlerle kesilir.\u003C\u002Fp>\n\n\u003Cp>c)Bu sözleşmenin yürürlük tarihine kadar, işçilere İşveren\ntarafından sağlanmış bulunan haklardan, bu sözleşme ile yeniden\ndüzenlenmemiş veya değiştirilmemiş bulunan hususlarda emredici kurallarla\nbağdaştığı ölçüde işçi lehine olanlar saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 27 - İŞÇİNİN YAZILI EMİR TALEP HAKKI :\u003C\u002Fh3>\n\n\u003Cp>a) İşçi kendisine görevi ile ilgili verilen emirleri, Yasalara İTİS'e\naykırı görürse, bizzat veya Sendika temsilcileri vasıtasıyla emrin\nmevzuata aykırılığını, emri veren amire derhal bildirir. Amir, verilen\nemrin yapılmasında ısrar ederse, emri yazılı olarak İşçiye vermek\nzorundadır. Bu taktirde işçi emri yerine getirir. Ancak, işçinin bu\nsuretle verilen emri yerine getirmesinde bir disiplin cezası doğsa bile,\nişçi sorumlu tutulamaz ve hakkında disiplin takibatı yapılamaz.\u003C\u002Fp>\n\n\u003Cp>b) İşçinin amirine müracaatına rağmen amir tarafından yazılı emir\nverilmesinden imtina edilirse, o işin yapılmamasından dolayı işçi sorumlu\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>c)Emir yazılı olsa dahi, işin yapılmasında işçinin de kanuni cezaya\nçarptırılması bahis konusu olduğu hallerde, emir yerine getirilemez.\u003C\u002Fp>\n\n\u003Cp>d)Trafik mevzuatında öngörülen evsafı haiz bulunmayan araçları\nkullanmaya işçi icbar edilemez. Trafik Mevzuatında belirtilen noksanlıktan\ndolayı vasıtayı kullanmaktan imtina eden işçi hakkında disiplin takibatı\nyapılamaz. Şu kadar ki, vasıtalarda Trafik Mevzuatının öngördüğü\nhususlardan hangilerinin noksan olduğunun işçi tarafından yazılı olarak\nemri veren amire bildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch3>MADDE 28 - FERDİ ŞİKAYET HAKKI :\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinin herhangi bir maddesinin kendisi hakkında\nuygulanmaması veya yanlış tatbik edilmesi yahut çalışma hayatını\ndüzenleyen mevzuattan doğan aksaklıklar sebebiyle mutazarrır olan\nişçiler; durumu işyeri Sendika temsilcisine bildirir. İşyeri Sendika\ntemsilcisi konuyu en yakın işyeri amiri veya İşveren vekiliyle halle\nçalışır. İşyeri kademesinde uzlaşma olmadığı taktirde, Sendika\ntemsilcisi konuyu Şubesine iletir. Sendika veya ilgili Şube konuyu İşveren\nveya İşveren vekiline aksettirir. Meselenin müştereken karara\nbağlanmasını talep eder.\u003C\u002Fp>\n\n\u003Cp>Disiplin suçları ayrık olmak üzere ferdi şikayetleri dolayısıyla\nhiçbir işçi sorumlu tutulamaz. Haklarında idari tedbir ve karar\nalınamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>III. BÖLÜM İŞ SÖZLEŞMESİNE İLİŞKİN HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29 - İŞ SÖZLEŞMESİ :\u003C\u002Fh3>\n\n\u003Cp>İş sözleşmesinin yapılması ve muhtevası hususunda mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 30 - SÜREKLİ VE SÜREKSİZ İŞLER :\u003C\u002Fh3>\n\n\u003Cp>Nitelikleri bakımından en çok 30 (otuz) işgünü süren işlere\nsüreksiz iş, bundan fazla süren işlere sürekli iş denir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 31 - BELİRLİ VE BELİRSİZ SÜRELİ İŞ SÖZLEŞMELERİ :\u003C\u002Fh3>\n\n\u003Cp>Belirli veya belirsiz süreli iş sözleşmeleri konusunda (işbu İTİS\nhükümleri saklı kalmak kaydıyla) yasal hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 32 - DENEME SÜRESİ :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İlk defa göreve alınan işçi, bir aylık deneme süresine tabi tutulur.\nBu süre içinde taraflar iş sözleşmesini bildirimsiz ve tazminatsız\nfeshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, işçinin çalıştığı günler için ücret hakkı saklıdır.\nGörev değişikliklerinde deneme süresi hükmü uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 33 - İŞ SÖZLEŞMESİNİN FESHEDİLEMEYECEĞİ HALLER :\u003C\u002Fh3>\n\n\u003Cp>a)Sosyal Güvenlik Kurumunun anlaşmalı-sözleşmeli olduğu kurum ve\nkuruluşlardan verilmiş raporlarla tevsik edilen hastalık sebebiyle 18 ay\nsüre ile işe gelmemek.\u003C\u002Fp>\n\n\u003Cp>b)Analık halinde kullanılan yasal izin sürelerinde,\u003C\u002Fp>\n\n\u003Cp>c)İhtiyat askerlik görevine veya manevralara, sivil savunma görevlerine\nveyahut de kanundan doğan başka bir göreve çağrılması nedeniyle esas\nişin devam edememek hallerinde,\u003C\u002Fp>\n\n\u003Cp>iş sözleşmesi feshedilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 34 - YENİ İŞÇİ ALINMASINDA, DERECE VE GÖREV\nDEĞİŞİKLİĞİNDE SINAV USUL VE ESASLARI :\u003C\u002Fh3>\n\n\u003Cp>Yeni işe alınacak işçiler \"Kamu Kurum ve Kuruluşlarına İşçi\nAlınmasında Uygulanacak Usul ve Esaslar Hakkında Yönetmelik\" hükümlerine\nuygun olarak yapılan seçme sınavlarındaki başarı derecelerine göre işe\nalınır.\u003C\u002Fp>\n\n\u003Cp>Engelli, terör mağduru ve eski hükümlü veya terörle mücadelede malul\nsayılamayacak şekilde yaralananları çalıştırılmaları konusunda mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışmakta olan işçilerin, derece ve görev\ndeğişikliklerine ilişkin olarak yapılacak sınavların usul ve esasları\naşağıdaki bentlerde düzenlenmiştir.\u003C\u002Fp>\n\n\u003Cp>Sınavlar, EK-VII sayılı cetvelde gösterildiği şekilde yapılır.\nİşin mahiyetine göre bu sınavlar tek tek yapılacağı gibi müştereken de\nyapılabilir. Sınavlarda tam not 100'dür. Başarılı sayılabilmek için en\naz 60 puan alınması gereklidir.\u003C\u002Fp>\n\n\u003Cp>Bu İTİS' de öngörülen sınavlar, işçinin çalıştığı işyerinde\nyapılır. Sınavların işyerinin dışında yapılması halinde İşveren,\nsınava girecek İşçilerin ücretini kesmeksizin işyeri ile sınav mahalli\narasındaki yolluğunu ödeyerek sınava katılmasını sağlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 35 - SINAV KURULLARININ TEŞKİLİ, GÖREVİ VE SORULARIN\nHAZIRLANMASI :\u003C\u002Fh3>\n\n\u003Cp>Sendikalı işçilerin derece, görev unvanı değişikliği için işveren\ntarafından bir sınav kurulu teşkil edilir. Bu kurulda Üst Yöneticinin\ntayin edeceği bir başkan, iki üye ile sendikanın veya ilgili şubenin\ngörevlendireceği iki üye bulunur. Sınav kâğıtları sınav kurullarınca\ndeğerlendirilerek, Personel Dairesi Başkanlığına gönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 36 - SINAVLARDA İZLENECEK YÖNTEM :\u003C\u002Fh3>\n\n\u003Cp>a)Yazılı sınava başlamadan önce yapılacak işlem : Soruları havi\nkapalı zarf, sınav günü adaylar huzurunda kurul tarafından açılır.\nSoruların okunması veya tevzii sona erdikten sonra sınav süresi ilan\nedilir. Her sorunun puanı bildirilir ve adaylara soru kağıdının üzerine\nherhangi bir işaret yapılamayacağı, kopyaya tevessül etmemeleri lazım\ngeldiği hususu hatırlatılır. Soruların doğru cevaplarını içeren cevap\nanahtarı yazılı sınavın sona erdiği saatte kurul üyelerine\ndağıtılır. Değerlendirmeye bundan sonra başlanır.\u003C\u002Fp>\n\n\u003Cp>b)Sınavda kopya yapan, veren ve teşebbüs eden : Sınavda kopya yapan,\nveren ve teşebbüs edenlerin kağıtları sınavın sonu beklenmeden hazır\nolan üyeler tarafından alınır ve üzerine sınav kağıdının iptali\nhakkında gerekli kayıt yapıldıktan sonra imzalanır ve bu gibiler sınav\nmahallinden uzaklaştırılır.\u003C\u002Fp>\n\n\u003Cp>c)Sınav kağıtlarının toplanması : Sınav için önceden tespit ve\nsınav başlamadan sınav mahallinde ilan olunan sınav süresinin bitiminde\nkağıtlar toplanır ve Sınav Kurulunca dağıtılan kağıtlardan başka\nkağıtlara yazılan cevaplar nazarı itibara alınmaz.\u003C\u002Fp>\n\n\u003Cp>d)Tutanak tanzimi : Sınav sonunda kurul tarafından;\u003C\u002Fp>\n\n\u003Cp>1)Sınava kaç kişinin girdiği, bunların ad ve soyadları,\u003C\u002Fp>\n\n\u003Cp>2)Sınavınbaşlangıç tarih ve saatleri,\u003C\u002Fp>\n\n\u003Cp>3)Varsa, kopya yapan veya yapmaya teşebbüs edenler,\u003C\u002Fp>\n\n\u003Cp>gibi hususları göstermek üzere sınav yeri terk edilmeden bir tutanak\ntanzim veimza edilir.\u003C\u002Fp>\n\n\u003Cp>e) Sözlü Sınavlar : Sözlü sınavlarda bu kurullar bu maddede belirtilen\nşekilde hazırlanan sorular arasından gerekli gördükleri soruları\nsorarlar. Bu kurullar, sınav sonunda bu maddede belirtildiği şekilde tutanak\ntanzim eder ve ayrıca sınavı kazananların puanlarını tespit ederek bu\nmadde de belirtildiği üzere ilgililere gönderirler.\u003C\u002Fp>\n\n\u003Cp>f) Pratik Sınavlar : Mahiyeti itibariyle pratik işlerde çalışacak\npersonelin seçiminde yazılı ve sözlü sınavın sonunda pratik sınav\nyapıldığı taktirde, sınav kurulları pratik sınavları da yaparlar.\nYalnız pratik sınavı icap ettiren hallerde, kurul bu madde gereğince\nhareket eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 37 - SINAV SONUÇLARININ İLANI VE İTİRAZ :\u003C\u002Fh3>\n\n\u003Cp>Sınavlarda verilen notlar gizli olup, karara bağlanmadıkça\naçıklanamaz. Sendikalı işçilerin sınav sonuçları sınavın bittiği\ntarihten itibaren 15 gün içinde işverence ilan edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu ilanın bir nüshası Sendikaya veya ilgili Şubeye gönderilir. Bu\nilanı müteakip işçinin sınav sonucuna 7 işgünü içinde İşveren veya\nİşveren vekiline yazılı olarak itiraz hakkı vardır. Sınav sonucuna\nyazılı olarak itiraz eden işçiye dilekçesinin alındığına dair bir\nbelge verilir ve sonucu 15 gün içinde işçiye ve Sendikaya veya ilgili\nŞubeye bildirilir. İşçinin itirazı ilgili mercilere intikal ettirilir.\u003C\u002Fp>\n\n\u003Cp>35. maddeye göre yapılan sınavlardan vaki olacak itirazlar, Üst\nYönetici tarafından belirlenen İşveren temsilcileri ile Sendika temsilcisi\nişçilerden oluşan aynı sayıdaki bir başka kurul tarafından incelenir ve\nkesin olarak karara bağlanır. Bu kararın bir sureti ilgili Sendika Şubesine\nverilir. Bu sınavlar için süresi içinde yapılan itirazlar neticeye\nbağlanıncaya kadar o göreve tayin yapılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 38 - GÖREV UNVANI DEĞİŞİKLİĞİNDE MÜRACAAT VE TARİH :\u003C\u002Fh3>\n\n\u003Cp>a)Sendikalı işçilerin görev unvanı değişikliği sınava tabidir.\nİhtiyaç duyulan görevler işyerlerinde ilan tahtalarında ve Bakanlık Web\nSayfasında ilân edilir. Bu ilanların birer nüshası ilanı müteakip\nSendika veya ilgili Şubesine gönderilir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren tarafından gerek görüldüğü takdirde, ihtiyaç duyulan\ngörev unvanları için sınav gün ve şartları en az bir ay önceden ilan\nedilmek suretiyle sınav açılabilir. Görev değişikliğine talip olan\nişçiler, dilekçelerini ilanda belirtilen sınav başvuru tarihe kadar\nbağlı oldukları birimlere verirler. Bu dilekçeler ilgili birimler\ntarafından Personel Dairesi Başkanlığına gönderilir.\u003C\u002Fp>\n\n\u003Cp>c)Belirtilen zaman içerisinde verilmeyen dilekçeler dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>d)Açılan sınavın sonuçları sınav tarihinden itibaren 30 gün içinde\naçıklanır ve açıklama tarihini takip eden aybaşından itibaren uygulamaya\nkonulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39 - ÜST DERECELİ GÖREV YERLERİNE GEÇİŞ :\u003C\u002Fh3>\n\n\u003Cp>Üst dereceli görev yerlerine yapılacak atamalar için İTİS' de\ndüzenlenen usullere göre sınav yapılması şarttır. Yapılan\nsınavlarda;\u003C\u002Fp>\n\n\u003Cp>a)İşyerinde çalışan taraf Sendika üyesi İşçilere öncelik\ntanınır.\u003C\u002Fp>\n\n\u003Cp>b)Üst dereceli görev yerlerine atanmak üzere sınava girmek isteyen\nİşçinin o dönemde en az 70 tezkiye puanı alması şarttır.\u003C\u002Fp>\n\n\u003Cp>c)İhtiyaç duyulan üst görevler, aranılan vasıfları ile işyerleri\nilan tahtasında ilan edilir. Başvuranlardan aranılan vasıflara haiz\nolanlara sınav günü, yeri ve saati belirtilmek suretiyle ayrıca tebligat\nyapılır. Sınav şartları ve sınav günü önceden yazı ile ilgili Sendika\nŞubesine bildirilir.\u003C\u002Fp>\n\n\u003Cp>d)Sınavda başarı kazananlar en yüksek puanı alanlardan başlayarak\nihtiyaç miktarınca üst dereceli görev yerine atanırlar.\u003C\u002Fp>\n\n\u003Cp>e)Üst dereceli bir görev yerine geçmek üzere İTİS ile düzenlenen\nusullere uygun olarak sınava giren ve bu sınavda başarı kazanamayan\nişçinin halen bulunduğu görevde istihdamına devam olunur. İTİS\nhükümlerine göre kademe terfiinden yararlanır. Bu şekilde yapılan\nsınavlarda muvaffak olunmadığı veya dahilden talep çıkmadığı taktirde\ndışarıdan eleman temini yoluna gidilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 40 - ÜST DERECELİ GÖREV YERLERİNE GEÇİŞTE GÜNDELİK TESPİTİ\n:\u003C\u002Fh3>\n\n\u003Cp>a)Bu bölümdeki hükümlere göre yapılacak sınavın sonucu üst dereceli\ngörev yerine geçmeye hak kazanan İşçinin yeni dereceye intibakı\nyapılırken (EK-I) nolu cetvelde dahil olduğu alt derecenin taban yevmiyesi\nile intibak ettirileceği derecenin taban yevmiyesi arasındaki fark halen\nalmakta olduğu yevmiyesine, yeni görevin fiilen başlatıldığı tarihten\nitibaren ilave edilerek yeni yevmiyesi tespit edilir.\u003C\u002Fp>\n\n\u003Cp>b)Üst dereceli bir görevden alt dereceli bir göreve geçiş için\nİşçiler dilerse sınava girebilirler. Bu sınavda başarı kazanarak derece\nve görev değişikliğine hak kazanan işçinin yevmiyesinden bir indirim\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 41 - EŞDEĞER DERECELİ GÖREV YERLERİNE GEÇİŞTE GÜNDELİK\nTESPİTİ :\u003C\u002Fh3>\n\n\u003Cp>Bir görevde çalışmakta iken aynı derecedeki bir başka göreve geçişi\niçin İşverence açılan imtihanda başarı sağlayanlara bulunduğu görev\nderecesi karşılığında (EK-I) sayılı cetvelde gösterilen bir kademe\nterfi miktarınca zam verilir. Bu zam İşçinin normal kademe terfi hakkını\nengellemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE42 - SAĞLIK KURULLARI RAPORU GEREĞİ İŞDEĞER DERECELERİ\nALTINDAKİ GÖREV ÜNVANLARINA GEÇİRİLEN İŞÇİLERİN YEVMİYELERİ :\u003C\u002Fh3>\n\n\u003Cp>a)İşverenin işinde çalışmakta iken, uğradığı bir iş kazası veya\ntutulduğu meslek hastalığı nedeniyle, bulunduğu görevlerde\nçalışamayacakları Sağlık Kurullarının raporları ile tespit olunan\nİşçiler iş değer dereceleri altındaki görevlere sınavsız olarak ve\nyevmiyelerinden indirim yapılmaksızın atanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Sağlık Kurulu raporuna istinaden, bulunduğu görevde çalışmasının\nsağlığı açısından sakıncalı olduğu tespit edilen İşçiler iş\ndeğer dereceleri altındaki görevlere ait bir pozisyon sınavına katılarak\nbaşarılı oldukları taktirde, yeni pozisyonlara, keza almakta oldukları\nyevmiyeleri ile geçirilirler.\u003C\u002Fp>\n\n\u003Cp>c)Sağlık Kurulu raporuna istinaden bulunduğu görevde\nçalıştırılmasının sağlığı açısından sakıncalı olduğu tespit\nedilen İşçilerin, İşverence teklif edilen İş değer dereceleri\naltındaki görevi kabul ettiğini yazılı olarak beyan etmeleri halinde,\nsınav yapılmaksızın alt dereceli pozisyonlara dahil olduğu iş değer\nderecesi ile halen getirileceği iş değer derecesinin taban yevmiyeleri\narasındaki miktar yevmiyelerinden indirilerek atamaları yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu durumda olup, yukarıda 2.fıkra hükmü gereği açılacak sınava\ngirmek istemeyen veya 3. fıkrada kayıtlı (sınavsız olarak alt gruplara\nyevmiyesinden indirim yapılarak atamaya) ilişkin İşveren teklifini kabul\netmeyen işçilerin hizmet akitleri ihbarlı olarak feshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 43 - İŞE ALMADA ÖNCELİK :\u003C\u002Fh3>\n\n\u003Cp>İş Kanunu ve buna göre çıkarılmış olan ilgili yönetmelik\nhükümlerine uygun olarak başvurmak kaydıyla boş kadro bulunması ve yeni\nişçiye ihtiyaç duyulması halinde, ihtiyaç duyulan pozisyonlar için\nİşçi alınırken İşverenin işe alma usulüne göre yapılan\ndeğerlendirme sonucu eşit durumda olan adaylar arasında;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>a)Görevini yaparken uğradığı iş kazası veya meslek hastalığı\nnedeniyle işinden ayrılan İşçilerden, tedavileri sonucu iyileşenlerin\nişbaşı edebileceklerini belirleyen sağlık kurul raporunun tarihinden\nsonraki 60 gün,\u003C\u002Fp>\n\n\u003Cp>b)Hastalık izinleri sonunda iyileşmemeleri halinde işinden ayrılan\nişçilerden, hastalıklarının tamamen geçtiğini ve işbaşı\nedebileceklerini belirten sağlık kurulu raporlarının verildiği tarihten\nsonraki 60 gün,\u003C\u002Fp>\n\n\u003Cp>c)Görevini yaparken uğradığı iş kazası veya meslek hastalığı\nsonucu ölen veya çalışamaz raporu alan işçilerin eş ve çocuklarından\nyalnız bir tanesi, ölüm veya maluliyet tarihinden sonraki 60 gün,\u003C\u002Fp>\n\n\u003Cp>içinde İşverene başvurup işe alınma isteminde bulunurlarsa öncelik\nverilmek suretiyle işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 44 - İŞ SÖZLEŞMESİNİN SONA ERMESİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İş sözleşmesinin feshi konusunda mevzuat hükümleri uygulanır. Ancak\niş sözleşmesi; İş Kanununun 25.Maddesi II. Bendinde söz konusu olan\nhallerde, İTİS' de düzenlenen usul ve esaslar dahilinde ve ancak disiplin\nkurulu kararıyla İşveren tarafından, bildirimsiz olarak feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 45 - TOPLU İŞTEN ÇIKARMA VE İŞ GÜVENCESİ :\u003C\u002Fh3>\n\n\u003Cp>Toplu işçi çıkarma ve iş güvencesi konularında mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 46 - SÜRELİ FESİH :\u003C\u002Fh3>\n\n\u003Cp>İş Kanununun 17. Maddesinde öngörülen süreler aşağıdaki şekilde\ndeğiştirilmiştir.\u003C\u002Fp>\n\n\u003Cp>İşi;\u003C\u002Fp>\n\n\u003Cp>a)6 aydan az sürmüş olan işçi hakkında ihbarın diğer tarafa\nbildirilmesinden sonra gelecek üçüncü hafta nihayetinde,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan 1,5 yıla kadar sürmüş olan işçi hakkında ihbarın diğer\ntarafa bildirilmesinden sonra gelecek beşinci hafta nihayetinde,\u003C\u002Fp>\n\n\u003Cp>c)1,5 yıldan 3 yıla kadar sürmüş olanlar için yedinci hafta\nnihayetinde,\u003C\u002Fp>\n\n\u003Cp>d)3 yıldan 5 yıla kadar sürmüş olanlar için dokuzuncu hafta\nnihayetinde,\u003C\u002Fp>\n\n\u003Cp>e)5 yıldan 10 yıla kadar sürmüş olanlar için on ikinci hafta\nnihayetinde,\u003C\u002Fp>\n\n\u003Cp>f)10 yıldan fazla sürmüş olanlar için on üçüncü hafta\nnihayetinde,\u003C\u002Fp>\n\n\u003Cp>fesih muteber olur.\u003C\u002Fp>\n\n\u003Cp>Ancak, 01.01.1995 tarihinden sonra işe girenlere yasal süre uygulanır.\u003C\u002Fp>\n\n\u003Cp>İhbar önelleri içinde işçinin çalıştırılmasında zorunluluk\nbulunduğu taktirde, işçi çalıştırılabilir. Bu taktirde işçiye iş\naraması için günde 4 saat iş arama izni verilir. İşçi istediğinde bu\nizinleri toptan kullanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Ch3>MADDE 47 - KIDEM TAZMİNATI :\u003C\u002Fh3>\n\n\u003Cp>İşçilerin kıdem tazminatları her hizmet yılı için 40 günlük\nücretleri tutarında hesap edilerek yasa hükümlerine göre ödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak 01.03.1993 tarihinden sonra işe girecek işçiler için yasal süre\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 48 - TAZMİNATLARIN ÖDENMESİ :\u003C\u002Fh3>\n\n\u003Cp>İTİS hükümlerine göre kıdem ve ihbar önellerine riayet edilerek\nyapılan işten ayrılma ve çıkarmalarda İşçilerin her türlü hakları,\nişten ayrılma ve çıkarılma tarihinden itibaren en geç 1 ay içinde\nödenir. Kıdem tazminatının zamanında ödenmemesi halinde yasal hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV. BÖLÜM ÇALIŞMA ŞARTLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 49 - GÜNLÜK VE HAFTALIK İŞ SURELERİ :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Vardiyalı veya vardiyasız işçilerin normal çalışma süresi günde 7,5\nsaat ve haftada 45 saattir. Ancak Devlet Memurlarının çalıştığı\nBakanlık merkez işyerinde çalışan işçilerin günlük çalışma\nsüreleri, Devlet Memurlarının mesaisine tabidir. Bu İşçilerin 9 saatten\naz çalıştırılmaları fazla çalışma ücreti, iş süresi ve diğer\nyönlerden kendileri için müktesep hak teşkil etmez. Söz konusu işçilere\nfazla çalışma ücreti ödenmesi günde 9 saatten fazla veya haftada 45 saati\naşan çalışmalarına bağlıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ara dinlenmeleri iş süresinden sayılmaz. Ancak, vardiyalı hizmetlerde\nçalıştırılan işçiler yarım saatlik ara dinlenmelerini iş mahallinde\ngeçirirler. Bu suretle, vardiyalı işçilerin görev yerinde geçirdikleri\nyarım saatlik ara dinlenmesi süresine karşılık, bir saatlik normal\nçalışma ücreti % 150 zamlı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Ch3>MADDE 50 - HAFTALIK ÇALIŞMA GÜNLERİ\u003C\u002Fh3>\n\n\u003Cp>Vardiyalı hizmetlerde çalıştırılanlar ayrık olmak üzere işçilerin\nçalışma günleri Pazartesi mesai saatinin başlangıcından Cuma günü\nmesai saatinin bitimine kadar olmak üzere 5 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 51 - GÜNLÜK ÇALIŞMA SÜRESİNDEN SAYILACAK ZAMANLAR :\u003C\u002Fh3>\n\n\u003Cp>İşverence yapılan düzenlemeye göre belirtilmiş zamanda işyerine gelip\nİşverenin buyruğuna hazır ve göreve amade olan işçilerin;\u003C\u002Fp>\n\n\u003Cp>a)İşe herhangi bir nedenle geç başlatılmaları dolayısıyla\nbekledikleri yada bekletildikleri ve çıkacak işe kadar boş geçirdikleri\nsüreler,\u003C\u002Fp>\n\n\u003Cp>b)Günlük iş süresi içinde bir emrin yerine getirilmesinden sonra ikinci\nemre kadar boş geçirdikleri süreler,\u003C\u002Fp>\n\n\u003Cp>c)İşverence işin erken tatil edilmesi nedeni ile geri kalan süreler,\u003C\u002Fp>\n\n\u003Cp>d)Niteliği yaygın olan işyerlerinde belirlenmiş işyeri hudutları\niçinde asıl iş noktalarına ulaşmak veya bu yerlerden işyeri merkezine\ndönmek ya da başka iş noktalarına varmak için gelip, gitmelerde\ngeçirdiği zorunlu süreler.\u003C\u002Fp>\n\n\u003Cp>e)İşverence, başka bir görev yerine veya noktasına götürülüp\ngetirilmelerinde yolda geçirdikleri süreler,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>f)Günlük emzirme izin süreleri,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g)Gün içinde verilen idari izin süreleri,\u003C\u002Fp>\n\n\u003Cp>h)Muayeneye sevk halinde muayene yapılıncaya kadar vizitelerde geçirilen\nsüreler,\u003C\u002Fp>\n\n\u003Cp>ı) Ayakta tedavi yapılan hallerde bu amaçla kullanılacak süreler,\u003C\u002Fp>\n\n\u003Cp>i)İşveren yetkilisince günlük çalışma süresi içinde ve fakat\ngünlük ara dinlenmesi dışında verilecek molalarda geçirecekleri süreler\n(İşverence 8-9 saat çalışılan işlerde öğleden evvel ve öğleden sonra\niş saatleri içinde onar dakikalık dinlenme molası verilir. Bu molalarda\nişçi işyerini terk edemez),\u003C\u002Fp>\n\n\u003Cp>j)İşçilerin topluca ikamet ettikleri yerden işin niteliği icabı\nmakinelerin bulunduğu görev mahallerine götürülüp getirilmelerinde yolda\ngeçen süreler,\u003C\u002Fp>\n\n\u003Cp>günlük çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>Çalışılmayan ve fakat günlük iş süresinden sayılan süreler için\n|işçinin gündeliğinden bir kesinti yapılmaz veya böylece çalışılmayan\nsürelerin giderilmesi için işçiler karşılıksız fazla çalışmaya\nzorlanamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 52 - VARDİYALI ÇALIŞMANIN TANIMI :\u003C\u002Fh3>\n\n\u003Cp>İşveren, işin gereği veya hizmetin niteliği dolayısıyla çalışma\ngünü içindeki faaliyeti normal çalışma süresi dışında da sürekli\ntutmak durumunda ve zorunda ise ve fazla çalışma ile ihtiyacı\nkarşılamıyorsa, işçileri postalar halinde birbiri ardına çalıştırmaya\nkarar verebilir. Bu çalışma düzenine (Vardiyalı Çalışma) denir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 53 - VARDİYALI ÇALIŞMADA POSTA SAYISI :\u003C\u002Fh3>\n\n\u003Cp>Vardiya postalarının sayısına İşverence karar verilir. Genel olarak\ngünlük 24 saat faaliyet gerektiren işlerde 3, on altı saat faaliyet\ngerektiren işlerde ise 2 posta çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 54 - VARDİYALI ÇALIŞMANIN DÜZENLENMESİ :\u003C\u002Fh3>\n\n\u003Cp>a)Gece vardiyasına giren postalar en fazla bir hafta süre ile bu durumda\nkalırlar. Gece vardiyasında çalışanların diğer vardiyaya alınması ve\nbu suretle postaların nöbetleşe olarak gündüz vardiyasına girmeleri\nsağlanır.\u003C\u002Fp>\n\n\u003Cp>İşçi veya işçilerin rızası ile gece ve gündüz postalarında on\nbeşer günlük nöbetleşmeye gidilebilir.\u003C\u002Fp>\n\n\u003Cp>b)Postaların vardiyalarının değiştirilmesinde işçiler, İş Kanununun\n76. maddesi uyarınca çıkarılan yönetmelik hükümleri saklı kalmak\nkaydıyla, sürekli olarak on altı saat dinlenmeden yeniden vardiyaya\nsokulamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 55 - VARDİYA ÇALIŞMA ARALARI :\u003C\u002Fh3>\n\n\u003Cp>İşçinin vardiya çalışma saatleri arasında en az 16 saatlik zaman\naralığı bulundurulur. 16 saatin hesabında fazla mesai çalışmaları\nnazara alınmaz.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, vardiya dönüşlerinde veya sair zaruri sebeplerle 8 saat ara\nile vardiyaya çağrılan işçinin 8 saatlik çalışmasına karşılık o\ngüne ait yevmiyesi ile birlikte 2 yevmiye daha ödenir.\u003C\u002Fp>\n\n\u003Cp>Vardiyasına göre hafta tatilleri gününde göreve çağırılan işçinin\nhafta tatilinin başladığı saat ile çağırılarak göreve başladığı\nsaat arasında veya hafta tatili içinde çalışmasını bıraktığı saat\nile vardiyası dönmek suretiyle yeni hafta içinde göreve başlayacağı saat\narasında 16 saat zaman aralığı bulundurulur. Aksi halde işçiye hafta\ntatili yevmiyesi ile birlikte 2 yevmiye daha ödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, vardiyalı işçinin hafta tatili günü ve müteakip iş günü\nçalıştıktan sonra vardiyası döndürülerek 8 saat ara ile işe\nçağırılması halinde 1. fıkra hükmü uygulanıp, 2. fıkra hükmü\nuygulanmaz ve hafta tatili ücretlerine ilaveten 2 yevmiye ödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 56 - VARDİYALI İŞÇİLERİN HAFTA TATİLİ :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>İşçilerin hafta tatilleri, vardiya periyotlarına göre 32 saatten az\nolmamak şartıyla İşverence tanzim ve tatbik olunur. Hafta tatili\ngünlerinde çalıştırılanlara hafta tatili ücretinden başka, normal\nçalışma ücretleri de ayrıca ödenir. Hafta tatili ücretlerinin\nödenmesinde, işçilerin hafta tatillerini içine almayan Sosyal Güvenlik\nMevzuatına uygun olarak verilen istirahatlar çalışılmış gibi kabul\nedilir.\u003C\u002Fp>\n\n\u003Cp>Vardiyalı işçilerin hafta tatili, vardiyasına göre hafta tatili\nyaptığı gündür. Vardiyasız işçilerin Pazar çalışması için\nöngörülen hükümler, vardiyalı işçilerin hafta tatili için de\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 57 - VARDİYASIZ İŞÇİLERİN HAFTA TATİLİ :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Vardiyasız işlerde çalışan işçilerin hafta tatili pazar günüdür.\nCumartesi günü ise akdi tatil günüdür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>MADDE 58 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ :\u003C\u002Fh3>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil günleri Yasada tespit edilen günlerdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 59 - FAZLA ÇALIŞMANIN TANIMI :\u003C\u002Fh3>\n\n\u003Cp>Belirlenmiş günlük normal çalışma sürelerinin başlamasından önce\nveya bitiminden sonra yapılan veya haftalık çalışma sürelerini aşan\nçalışmalar \"Fazla Çalışma\"'dır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 60 - FAZLA ÇALIŞMA YAPTIRILMAYACAK İŞÇİLER :\u003C\u002Fh3>\n\n\u003Cp>Sağlık durumlarının fazla çalışmaya elvermediği sağlık raporuyla\nbelgelenmiş işçilere fazla çalışma yaptırılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Ch3>MADDE 61 - FAZLA ÇALIŞMA SÜRESİ :\u003C\u002Fh3>\n\n\u003Cp>Fazla çalışma süresi hususunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 62 - OLAĞANÜSTÜ HALLERDE VEYA ZORUNLU SEBEPLERLE FAZLA ÇALIŞMA\n:\u003C\u002Fh3>\n\n\u003Cp>Olağanüstü hallerde veya zorunlu sebeplerle fazla çalışma konusunda\nYasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 63 - FAZLA ÇALIŞMA YAPILMASINDA İZLENECEK YÖNTEM :\u003C\u002Fh3>\n\n\u003Cp>a)İş Kanununun 41. Maddesinde belirtilen şartların tahakkuku halinde,\nİşveren kuruluşlarının yetkili kıldığı birim amirlerince yazılı onay\nveya emir çıkarılması kaydıyla işçilere fazla çalışma\nyaptırılabilir. İşçi dilerse fazla çalışma yaptırılabileceğine\nilişkin onayı görmek isteyebilir. Kendisine onay gösterilmediği taktirde\nfazla çalışma yapmaktan imtina edebilir. Bu taktirde İşçi hakkında\ndisiplin kovuşturması yapılamaz.\u003C\u002Fp>\n\n\u003Cp>b)Önceden yazılı emir veya onay düzenlenmesine imkan olmayan %\ndurumlarda fazla çalışma yaptırılması halinde, fazla çalışmanın\nyapıldığı ve süresi arıza raporları veya fiili durumu belgelemek\nkaydıyla en kısa zamanda onaya bağlanır.\u003C\u002Fp>\n\n\u003Cp>c)Fazla çalışma yaptırma emri verecek ve fazla çalışma yaptıracak\nyetkili amirler işyerinde önceden ilan edilir.\u003C\u002Fp>\n\n\u003Cp>d)Normal çalışma saati dışında işe çağırılan İşçilerin\nyaptığı iş, 3 saatten az olsa dahi 3 saat üzerinden fazla mesai ücreti\nödenir. Bu suretle işe çağırıldığı halde kendisine iş verilmeyerek\ngeri gönderilen işçiler hakkında da bu fıkra uygulanır.\u003C\u002Fp>\n\n\u003Cp>e)Göreve çıkan İşçilerin işyeri merkezi dışındaki günleri, ulusal\nbayram, genel tatil ve hafta tatili ve akdi tatil günlerine rastlarsa,\nİşçiler bu günlerde çalıştırılırlar. Ancak, zorunlu nedenlerle bu\nişçiler İşveren tarafından çalıştırılmadığı taktirde,\nçalışmadan hak kazandıkları bir tatil yevmiyelerine ek olarak bir yevmiye\ndaha ki, toplam iki yevmiye tutarında ücret ödenir.\u003C\u002Fp>\n\n\u003Cp>f)Bir işçinin, mutat çalışmasından sonra işi bırakmayarak\nçalışması halinde, fazla çalışmanın ait olduğu saatler diğer bir\nişgünü içerisinde de olsa, bu çalışma fazla çalışma sayılır ve bu\nhallerde fazla çalışmaya ilişkin hükümlere göre ücret ödenir. Ancak bu\ngibi çalışmaların ertesi günkü mutat mesaisi başlangıcını aşması ve\nbugünün ulusal bayram, genel tatil veya hafta tatili olması halinde\nçalışmanın aşan kısmı için bu sözleşmenin tatil çalışmalarına\nilişkin hükümlerine göre ücret ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 64 - FAZLA ÇALIŞMANIN HESAPLANMASI :\u003C\u002Fh3>\n\n\u003Cp>Fazla çalışma yaptırılacak her işçiye İşveren tarafından bir ay\nsüre ile geçerli olmak üzere \"Fazla Çalışma Kartı\" verilir.\u003C\u002Fp>\n\n\u003Cp>a)Bu kartlara yapılan fazla çalışma süreleri, günlük olarak\nbaşlangıç ve bitiş saatleri eksiksiz yazılıp işlenir. Bu kayıtlar\nhizalarında fazla çalışmaya nezaret eden İşveren yetkilisince\nimzalanır.\u003C\u002Fp>\n\n\u003Cp>b)Kart, işçi tarafından saklanır. İşveren ikinci nüshayı kendisi\niçin düzenleyip, her seferinde işçinin imzasını alabilir.\u003C\u002Fp>\n\n\u003Cp>c)Fazla çalışma sürelerinin hesaplanmasında bir saatten az olan\nsüreler bir saat olarak kabul edilir. (Aynı gün içerisinde fazla mesai\ntoplamının bir saati aşan küsurları da tama iblağ edilir.)\u003C\u002Fp>\n\n\u003Cp>d)Kartlarda silinti ve kazıntı yapılması disiplin bozucu eylem\nsayılır. Düzeltme gerekiyorsa, çizilerek yeniden yazma ve paraf etme\nesastır.\u003C\u002Fp>\n\n\u003Cp>e)Fazla çalışmaya karşılık ödenecek ücretlerin hesabında bu kart\nkayıtları esas alınır.\u003C\u002Fp>\n\n\u003Cp>f)Vardiyasız çalışan işçi hafta içinde vardiyaya alınmış ise\nvardiyaya alındığı takvim haftası içinde İTİS' de belirlenen haftalık\nçalışma süresini aşan fazla çalışmalarına fazla mesai ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 65 - ÇALIŞMA BELGESİ VERİLMESİ :\u003C\u002Fh3>\n\n\u003Cp>İdaredeki hizmetinden herhangi bir nedenle ayrılan İşçiye İş\nKanununun 28. Maddesi gereğince, idarede yaptığı işin çeşidinin ne\nolduğunu ve süresini gösterir bir çalışma belgesi verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 66 - İŞ VE İŞYERİ DEĞİŞİKLİĞİ :\u003C\u002Fh3>\n\n\u003Cp>Her işçinin iş sözleşmesindeki görev unvanında, iş sözleşmesindeki\ngörev unvanı değişmiş ise, halen ifa ettiği görev unvanında ve görevin\ngerektirdiği işte çalıştırılması asıldır.\u003C\u002Fp>\n\n\u003Cp>Ancak;\u003C\u002Fp>\n\n\u003Cp>a)İşçiler, gerektiği takdirde işyeri içinde unvan ve niteliği benzer\nyahut birbirine yakın başka işlerde veya yerlerde muvafakat aranmaksızın\ngeçici veya devamlı olarak İşveren tarafından görevlendirilebilirler.\nDaimi iş değişikliklerinde prensip olarak İşçinin rızasının alınması\nşarttır. Ancak, işin gerekli ve zorunlu kılması halinde rızası aranmaz.\nAncak, bu görevlendirmede işçinin görevlendirileceği pozisyon (işin)\nkendisinin bulunduğu pozisyonun iş değer derecesinde bulunması esastır.\u003C\u002Fp>\n\n\u003Cp>Özel bir bilgi ve tecrübeyi gerektiren işler, bu niteliklere haiz olmayan\nişçilere gördürülemez.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olması şartı ile İşçilerin,\naynı İşverene bağlı ve Belediye hudutları içindeki bir başka işyerine\nİşverence nakledilmeleri mümkündür. İşçilerin aynı İşverene bağlı\nve Belediye hudutları dışındaki işyerlerine daimi olarak\nnakledilebilmeleri yazılı rızaya bağlıdır. Geçici süre ile nakillerde\nişçinin rızası aranmaz. Ancak bu süre yılda 3 ayı geçemez.\u003C\u002Fp>\n\n\u003Cp>Belediye hudutları dışındaki işyerlerine nakledilen işçilerin 6\nişgünü içinde nakle rıza göstermemeleri halinde iş sözleşmesi\nişverence bildirimli olarak feshedilebilir. İşçi bu durumda İş Kanununun\n17. ve 21. maddeleri hükümlerine göre dava açabilir. Nakle rıza gösteren\nişçilerin yerine 6 ay içinde işçi ihtiyacı duyulması halinde nakli\nyapılan işçi eski işine dönmeyi kabul etmediği takdirde yeni işçi\nalınabilir.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği hiçbir zaman ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşçiler şehir içi nakillerde yer değiştirmeye ilişkin emrin\nkendilerine tebliğ edildiği ertesi işgünü yeni işyerinde göreve\nbaşlamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)İşçiler Şehirlerarası nakillerde yer değiştirmeye ilişkin emrin\nkendilerine tebliğinden itibaren 15 gün içinde yeni işyerine hareketle\nişine başlamaya mecburdur. İşçinin elinde olmayan sebeplerle 15 günlük\nsüreye riayet edememesi hali hariç, bu süre içinde yeni işye-rindeki\ngörevine başlamayanlar hakkında mazeretsiz işe devamsızlık hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)İşçilere şehirlerarası nakillerde eski işyerinde, toplam 6 gün\nücretli izin verilir. Bu 6 günlük ücret miktarı eski işyeri tarafından\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 67 - GÖZALTINA ALINMA - TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA :\u003C\u002Fh3>\n\n\u003Cp>1.Gözaltına alınan işçiler bunu belgeledikleri taktirde yasal gözaltı\nsüresince ücretsiz izinli addedilir.\u003C\u002Fp>\n\n\u003Cp>2.İşçi herhangi bir suçla doğrudan doğruya veya gözaltına\nalındıktan sonra tutuklandığı ve toplam süre İş Kanununun 17.\nmaddesindeki bildirim sürelerini aştığı takdirde iş sözleşmesi\nmünfesih sayılır. İşçi bu süreler kadar ücretsiz izinli kabul\nedilir.\u003C\u002Fp>\n\n\u003Cp>3.Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biri ile 120 gün içinde son bulması ve işçinin bu\ntarihten itibaren bir hafta içinde işine dönmeyi talep etmesi halinde\nİşveren tarafından emsallerinin hakları ile işe alınır. 120 gün sonunda\nyapılan başvuru halinde boş yer varsa işe alınırlar. Bu halde işe tekrar\nalınan işçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4.Adi suçlardan yargılanmaları tutuklu olarak devam ederken 120 gün\niçinde tahliye edilenler, bir hafta içinde başvurması halinde İşveren\ntarafından tekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>5.Adi suçlardan yargılanmaları tutuklu veya tutuksuz olarak devam\nedenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeniyle 6 aydan fazla ceza aldığı halde 6 aydan\nönce tahliye edilen işçilerin tekrar işe başlatılmaları İşverenin\ntakdiri ile mümkündür.\u003C\u002Fp>\n\n\u003Cp>6.Yüz kızartıcı suçlar ile sabotaj, Devletin Ülke ve Milleti ile\nbölünmez Bütünlüğüne, Milli Egemenliğe, Cumhuriyete, Milli Güvenliğe,\nkamu Düzenine, Genel Asayiş, Genel Ahlaka ve Genel Sağlığa, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenlerin hizmet akitleri\nfeshedilir ve bunlar cezanın ertelenmesi, paraya çevrilmesi veya affa\nuğraması hallerinde dahi hiçbir suretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7.İşverene ait herhangi bir aracı görevli olarak kullanırken, trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hüküm giydikleri taktirde, 120 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin Mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>başvurmaları halinde eski işlerine alınırlar. 120 günden fazla süren\nhükümlülük veya tutukluluk halinde tekrar işe başlatma İşverenin\ntakdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>8.Şoför ve Operatörlerin vazife başındayken bir trafik suçu nedeniyle\ntutuklanmaları halinde, olaydaki kusuru asli kusur değilse kendilerine 90\ngünlük ücretleri İşverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 68 - GÖREVDE ÇALIŞMA :\u003C\u002Fh3>\n\n\u003Cp>a)İşçinin kendisine verilen yazılı talimata uyarak görev dışındaki\nbir hizmeti ifa etmesi, İşverenin sorumluluğunu ortadan kaldıramaz.\nÖzellikle bu gibi durumlarda işçinin maruz kalabileceği, iş kazaları ve\nzuhur eden zarar ve ziyan gibi hallerde işçiye kusur izafe olunamaz.\u003C\u002Fp>\n\n\u003Cp>b)Sözleşmenin uygulama süresi içinde işçiler fiilen üst dereceli\ngörevlerde ihtiyaca binaen çalıştırıldığı taktirde, bu hizmet, devam\nettiği sürece asıl görevlerindeki taban ücreti ile üst derecedeki taban\nücreti arasındaki fark, müktesep hak teşkil etmemek üzere yevmiyesine\neklenerek ödenir. Ancak, üst dereceli görevde çalıştırma zorunluluğu\ndoğan işçilerin bu şekilde çalıştırılmaları bir sınav dönemini\ngeçemez. Sınav dönemlerinde sözleşmenin hükümleri uyarınca bu şekilde\nçalıştırılmalar nedeniyle sınav açılır. İşçiler açılan sınava\ngirmek zorundadırlar. Bunun dışında bir sınava giremezler. Geçerli bir\nmazeret dışında sınava girmeyenler sınavı kaybetmiş sayılarak eski\ngörevlerine iade edilirler. Mazereti kabul edilenlere İşverence tekrar\nsınav açılır.\u003C\u002Fp>\n\n\u003Cp>Sınavı kazanamayan işçiler bir sınav dönemi daha ücret farkı\nödenmemek şartıyla çalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>V. BÖLÜM ÜCRETLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 69 - ÜCRETİN TANIMI :\u003C\u002Fh3>\n\n\u003Cp>Genel anlamda ücret, işçiye bir iş karşılığında İşveren\ntarafından sağlanan ve nakden ödenen meblağı kapsar.\u003C\u002Fp>\n\n\u003Cp>Zaman esasına dayalı ücret, belirli bir zaman ölçüsüne göre, bu\nzaman ile sınırlı olan iş karşılığında ödenen meblağdır. Aylık,\ngünlük ve saat başına uygulanan ücretler, zaman esasına dayanan\nücretlerdir. Günlük ücret İTİS gereğince uygulanan ve İTİS' de\nbelirtilen günlük normal çalışma süresini aşmayan bir günlük fiili\nçalışma karşılığıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>MADDE 70 - ASGARİ ÜCRET :\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşme anlamındaki asgari ücret; işçilerin işgal ettikleri\n(görev) unvanlarına göre, bu sözleşme ekindeki dereceler için\nöngörülmüş yevmiyelerin yazıldığı cetvelde belirlenen taban\nücretleridir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 71 - ÜCRET HESAP PUSULASI :\u003C\u002Fh3>\n\n\u003Cp>a)İşveren, her ödemede işçiye ücret hesabını gösterir imzalı ve\nİşverenin özel işaretini taşıyan bir pusula vermek zorundadır. Bu\npusulada ödemenin günü ve ilişkin olduğu dönem ile fazla çalışma,\nhafta tatili, ulusal bayram ve genel tatil ücretleri gibi asıl ücrete\nyapılan her çeşit eklemeler tutarının ve vergi, sigorta primi, avans\nmahsubu, nafaka ve icra gibi her çeşit kesintilerin ayrı ayrı gösterilmesi\ngerekir.\u003C\u002Fp>\n\n\u003Cp>b)İşçilerin kendilerine yapılacak ödemelere ait bordro ve sair\nbelgeleri imzalaması, sadece o belgede gösterilen ve kendilerine net miktarı\nintikal eden ödemenin yapıldığının delilidir. İşçinin sonraki bir\nhakkının ödenmesi, önceye ait aynı mahiyetteki haklarının da\nödendiğine karine teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>c)İşçiye yapılan ödemelerin ispat vesikası, bu ödemelere ilişkin\nbelgeler olup, muhtevası; usulüne göre tanzim olunmuş, İşçi tarafından\nimzalanmış ödeme belgeleriyle teyit olunmayan ibranameler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 72 - ÜCRET ÖDEME ZAMANI :\u003C\u002Fh3>\n\n\u003Cp>İşçilerin ay içinde hak ettikleri ücret ve fazla çalışma ücretleri\nen geç ayın 15'ne kadar ödenir. Ayın 15. günü tatile rastlarsa ödeme bir\ngün önce yapılır.\u003C\u002Fp>\n\n\u003Cp>İşçiler, fazla çalışma kartlarını, en geç müteakip ayın\nüçüncü gününe kadar en yakın amirlerine tevdi ederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE 73 - ÜCRET ZAMMI VE UYGULAMA\u003C\u002Fh3>\n\n\u003Cp>A) İYİLEŞTİRME :\u003C\u002Fp>\n\n\u003Cp>01.03.2019tarihinde işyerinde çalışmakta olan işçilerden,\u003C\u002Fp>\n\n\u003Cp>01.03.2019tarihi itibariyle günlük brüt çıplak ücretleri 116,67 (Yüz\nOn Altı virgül Altmış Yedi) TL\u002FGün'ün altında olanların günlük brüt\nçıplak ücretlerine 116,67 (Yüz On Altı virgül Altmış Yedi) TL\u002FGün'ü\ngeçmemek üzere 5,00 (Beş) TL\u002FGün iyileştirme yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) BİRİNCİ YIL BİRİNCİ ALTI AY ZAMMI :\u003C\u002Fp>\n\n\u003Cp>01.03.2019tarihinde işyerinde çalışmakta olan işçilerin,\u003C\u002Fp>\n\n\u003Cp>01.03.2019tarihi itibariyle almakta oldukları günlük brüt çıplak\nücretlerine (İyileştirmeden yararlanan işçilerin A fıkrası ile oluşan\nücretlerine) 01.03.2019 tarihinden geçerli olmak üzere % 8 (Yüzde Sekiz)\noranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)BİRİNCİ YIL İKİNCİ ALTI AY ZAMMI :\u003C\u002Fp>\n\n\u003Cp>01.09.2019tarihinde işyerinde çalışmakta olan işçilerin,\u003C\u002Fp>\n\n\u003Cp>31.08.2019tarihi itibariyle almakta oldukları günlük brüt çıplak\nücretlerine 01.09.2019 tarihinden geçerli olmak üzere % 4 (Yüzde Dört)\noranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, T.C. Türkiye İstatistik Kurumu'nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Şubat 2020 İndeks sayısının, Ağustos 2019\nİndeks sayısına göre değişim oranının % 4'ü (Yüzde Dört) aşması\nhalinde aşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı\noranına ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>D)İKİNCİ YIL BİRİNCİ ALTI AY ZAMMI :\u003C\u002Fp>\n\n\u003Cp>01.03.2020tarihinde işyerinde çalışmakta olan işçilerin,\u003C\u002Fp>\n\n\u003Cp>29.02.2020tarihi itibariyle almakta oldukları günlük brüt çıplak\nücretlerine 01.03.2020 tarihinden geçerli olmak üzere % 3 (Yüzde Üç)\noranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, T.C. Türkiye İstatistik Kurumu'nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Ağustos 2020 İndeks sayısının, Şubat 2020\nİndeks sayısına göre değişim oranının % 3'ü (Yüzde Üç) aşması\nhalinde aşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı\noranına ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E)İKİNCİ YIL İKİNCİ ALTI AY ZAMMI :\u003C\u002Fp>\n\n\u003Cp>01.09.2020tarihinde işyerinde çalışmakta olan işçilerin 31.08.2020\ntarihi itibariyle almakta oldukları günlük brüt çıplak ücretlerine\u003C\u002Fp>\n\n\u003Cp>01.09.2020tarihinden geçerli olmak üzere % 3 (Yüzde Üç) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak T.C. Türkiye İstatistik Kurumu'nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Şubat 2021 İndeks sayısının, Ağustos 2020\nİndeks sayısına göre değişim oranının % 3'ü (Yüzde Üç) aşması\nhalinde aşan kısmın tamamı, 01.03.2021 tarihinden geçerli olmak üzere\nişçilerin 28.02.2021 tarihindeki günlük brüt çıplak ücretlerine zam\nolarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>F)Bu uygulamalar sonucu oluşacak olan yarım Kuruş ve üzeri küsuratlar\nbir Kuruş'a tamamlanacak, yarım Kuruş'un altındaki değerler dikkate\nalınmayacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 74 - İŞE ALMADA GÜNDELİK TESPİTİ :\u003C\u002Fh3>\n\n\u003Cp>Yürürlük başlangıç tarihinden sonra ilk defa işe girecek işçilerin\nişe giriş skalası EK-II dir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 75 - ASKERLIK-HASTALIK-TUTUKLULUK VE HÜKÜMLÜLÜK SEBEBİYLE\nAYRILANLARIN YENİDEN İŞE ALINMALARI VE YEVMİYE İNTİBAKLARI :\u003C\u002Fh3>\n\n\u003Cp>Herhangi bir askeri ve kanuni ödev dolayısıyla işinden ayrılan\nişçilerden bu ödevin sona ermesinden başlayarak 2 ay içinde işe girmek\niçin müracaat edenler ilgili makamların onayı ile 2 ay içinde işe\nalınırlar. Bu gibilerin görevden ayrıldıkları esnadaki yevmiyelerine daha\nsonra yapılan Toplu İş Sözleşmesinden gelen ücret zamları ilave\nedilir.\u003C\u002Fp>\n\n\u003Cp>Hastalık, tutukluluk ve hükümlülük sebebiyle işyerinden ayrılmış\nveya bu nedenlerle iş sözleşmesi feshedilmiş olup da bu sözleşmeye göre\nyeniden işe alınan işçilerin görevden ayrıldıkları esnadaki\nyevmiyelerine daha sonra yapılan Toplu İş Sözleşmesinden gelen ücret\nzamları varsa onlar da ilave edilmek suretiyle yevmiyeleri tespit edilir.\u003C\u002Fp>\n\n\u003Cp>Bu işçilerin işe alınmaları, İTİS' de hüküm varsa İTİS\nhükümlerine göre, hüküm yok ise Kanun hükümlerine göre sağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 76 - KADEME TERFİİ ŞARTLARI :\u003C\u002Fh3>\n\n\u003Cp>Kademe terfii yapabilmek için gerekli şartlar aşağıda\ngösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>a)Terfi devresi içinde tezkiye amirleri tarafından iyi tezkiye edilmesi\n(65 ve daha yukarı tezkiye puanı alması).\u003C\u002Fp>\n\n\u003Cp>b)Gerek işin ifası ve gerekse; iş disiplini noktasından terfii devresi\niçinde disiplin kurulu kararıyla ceza alınmaması (ihtar cezası hariç)\nşarttır. Ceza alınması halinde (ihtar hariç) o yıla ait terfii\nverilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 77 - KADEME TERFİİ TARİHİ VE MİKTARI :\u003C\u002Fh3>\n\n\u003Cp>a)Sendikalı İşçilerin idaredeki hizmet süresi Mart ayının 1. günü\nbir yılı doldurduğu taktirde kademe terfii yapılır. Kademe terfiilerinde,\nterfi tarihinden sonraki yıl içinde muvazzaf askerlik hizmeti hariç, manevra\nve tatbikata gitmek şartıyla görevinden ayrılan fakat hizmet akdi devam\neden işçilerin 90 günlük; hastalık sebebiyle işine devam edemeyen fakat\niş sözleşmesi devam eden işçilerin 60 günlük süreler ile hastalık veya\niş kazası nedeniyle hastanede yatırılarak tedaviye alınmaları halinde\nhastanede geçen sürelerle taburcu edildikten sonra aralıksız verilen\nistirahat süreleri kademe terfilerinde çalışılmış gibi dikkate\nalınır.\u003C\u002Fp>\n\n\u003Cp>b)İdarede işe alınan Sendikalı işçinin işe başlayış tarihinden\nitibaren Mart ayı başına kadar geçen süre altı aydan fazla olduğu\ntaktirde bir defaya mahsus olmak üzere Mart başında kademe terfii\nyapılır.\u003C\u002Fp>\n\n\u003Cp>c)Kademe terfii miktarı, derece için öngörülen ve (EK-I) sayılı\ncetvelde her derece için ayrı ayrı gösterilen bir kademe ölçüsündedir.\nYılda bir defa ve süre bakımından yukarıdaki fıkralarda gösterilen\nesaslar uyarınca İTİS'in kademe terfii Şartları başlıklı 76. Maddesinde\nbelirtilen şartlara göre yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 78 - HAFTA TATİLİ ÜCRETİ :\u003C\u002Fh3>\n\n\u003Cp>İşyerinde hafta tatilinden önceki 5 işgününde (Vardiyalıların hafta\ntatilinden önceki 6 iş gününde) günlük iş sürelerine uygun olarak\nçalışmış olan işçilere, çalışılmayan hafta tatili günü için\nİşveren tarafından bir iş karşılığı olmaksızın bir gündelik\ntutarında ücret ödenir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki;\u003C\u002Fp>\n\n\u003Cp>a)Çalışılmadığı halde kanunen iş süresinden sayılan zamanlarla,\ngünlük ücret ödenen veya ödenmeyen kanuni veya akdi tatil günleri,\u003C\u002Fp>\n\n\u003Cp>b)Bu sözleşme gereği verilen ücretli izinlerle, bir haftalık süre\niçinde kalmak üzere verilen öbür izinler ve hekim raporuyla verilen\nhastalık ve dinlenme izinleri,\u003C\u002Fp>\n\n\u003Cp>çalışılmış günler gibi hesaba katılır.\u003C\u002Fp>\n\n\u003Cp>Zorlayıcı ve ekonomik bir sebep olmadan işyerindeki çalışmanın\nhaftanın bir veya bir kaç gününde İşveren tarafından tatil edilmesi\nhalinde haftanın çalışılmayan günleri, ücretli hafta tatiline hak\nkazanmak için çalışılması gereken 6 günün hesaplanmasında göz\nönünde tutulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE 79 - VARDİYASIZ İŞÇİLERİN HAFTA TATİLİNDE VE CUMARTESİ\nGÜNLERİNDE ÇALIŞMALARI HALİNDE ÖDENECEK ÜCRET:\u003C\u002Fh3>\n\n\u003Cp>a)Pazar günü çalışma yapılması : Pazar günü çalıştırılan\nişçiye müteakip hafta içerisinde bir gün hafta tatili verilir ve tatil\nyaptığı bugüne ait ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>Pazar günü çalışmış olan işçiye müteakip hafta içinde 1 gün izin\nverilmişse esas yevmiyesine bir yevmiye ilave edilmek suretiyle ödenir. Pazar\ngünü çalıştırılıp da müteakip hafta içerisinde bir gün hafta tatili\nverilmezse Pazar günü çalışma süresi ne olursa olsun işçinin normal\nyevmiyesine ilaveten iki yevmiye daha ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Cumartesi günü çalışma yapılması : Vardiyasız işçinin Cumartesi\ngünü çalıştırılması zorunluluğu doğduğu taktirde, işçiye tam gün\nçalıştırma hakkı saklı kalmak üzere, bu çalışmaları karşılığı\nnormal yevmiyesine ilaveten ayrıca iki yevmiye daha ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Cumartesi ve pazar günlerinde işçinin 7,5 saatten fazla\nçalıştırılması halinde, İşçinin her bir saat fazla çalışmasına\nkarşılık normal saat ücretleri %150 oranında arttırılmak suretiyle\nödenir.\u003C\u002Fp>\n\n\u003Cp>d)Ramazan ve Kurban Bayramlarının hafta tatili gününe isabet etmesi\nhalinde işçinin çalışmasına karşılık bu maddede yazılı yevmiyeler\ndışında ayrıca bir yevmiye daha ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 80 - VARDİYALI İŞÇİLERİN HAFTA TATİLİNDE ÇALIŞTIRILMALARI\nHALİNDE ÖDENECEK ÜCRET :\u003C\u002Fh3>\n\n\u003Cp>Vardiyalı işçilere, vardiya periyotlarına göre vardiya cetvellerinde\nbelirtilen hafta tatillerinde çalıştırma yaptırılırsa yukarıdaki\nmaddede vardiyasız işçiler için Pazar günü çalışma yapılması halinde\nöngörülen usul ve esaslara göre ücret ödemesi yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 81 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNİN ÜCRETLERİ :\u003C\u002Fh3>\n\n\u003Cp>Ulusal bayram ve genel tatil günlerinde herhangi bir sebeple\nçalıştırılma zorunluluğu doğduğu taktirde, İşverenin işçinin işe\ngelişinden itibaren işçilerin iş günlerindeki normal mesai saatlerini\naşmayan, çalıştırma hakkı saklı kalmak kaydıyla, çalışma süresi ne\nolursa olsun İşçiye esas yevmiyesine ilaveten 2 yevmiye daha ödenir.\u003C\u002Fp>\n\n\u003Cp>Vardiya halinde çalışılan işlerde; 28 EKİM ve Dini Bayramların arife\ngünlerinde 00.00-08.00 vardiyasında çalışanlara yarım yevmiye,\n08.00-16.00 vardiyasında çalışanlara 1 yevmiye, 16.00-24.00 vardiyasında\nçalışanlara ise 2 yevmiye daha ödenir. Bu işçilere arife günleri ve 28\nEkim için 1. fıkra hükmü uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Vardiyasız çalışan İşçilere ise 28 Ekim ve Dini Bayramların arife\ngünlerinde saat 13.00'ten sonraki çalışmalarına karşılık esas\nyevmiyelerine ilaveten bir yevmiye daha ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 82 - FAZLA ÇALIŞMA ÜCRETİ :\u003C\u002Fh3>\n\n\u003Cp>İşçilerin bu Toplu İş Sözleşmesi ile belirtilen çalışma\ngünlerinde günlük ve haftalık çalışma süreleri üzerinde yaptıkları\nçalışmalar fazla çalışmadır.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma ücreti İşçinin gündeliği 7,5'a bölünerek hesap\nedilir.\u003C\u002Fp>\n\n\u003Cp>a)İşçilere; acil durumları hariç 24 saat önceden haber verilerek rıza\nalınmaksızın fazla çalışma yaptırılabilir.\u003C\u002Fp>\n\n\u003Cp>b)Günde 3 saate kadar yapılan fazla çalışmaların ücreti, işçinin\nsaat ücretinin %100 yükseltilmesi suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Günde 3 saati aşan fazla çalışmaların ücreti ise saat ücretinin\n%150 arttırılması suretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Ulusal Bayram ve Genel Tatil Günlerinde, normal çalışma süresi (7,5\nsaat) üzerindeki her bir saat fazla çalışma için, üç 3 yevmiyenin saat\nbaşına düşen miktarı %100 fazlasıyla ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Fazla çalışmalar izinle telafi edilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VI. BÖLÜM EK ÖDEME VE SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 83 - İLAVE TEDİYE VE İKRAMİYE :\u003C\u002Fh3>\n\n\u003Cp>a)İşçilere 6772 sayılı Kanun ile öngörülen ilave tediyeler, Kanun\nhükümlerine göre ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Bu ilave tediye dışında işçilere her yıl 03 Nisan ve 08 Eylül\ntarihlerinde 30'ar günlük çıplak yevmiyeleri tutarında ikramiye ödenir.\nİkramiyelerin ödenmesinde 6772 sayılı İlave Tediye Kanununun\nöngördüğü usul ve esaslara uyulur. Bu ikramiyeler, işçilerin yıl\niçerisindeki çalışma süresi ile orantılı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 84 - EVLENME YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>Evlenen işçiye bir defaya mahsus olmak üzere, evlenme olayının\nsözleşmenin birinci yılının birinci altı ayında olması halinde 206,42\nTL, ikinci altı ayında olması halinde 214,68 TL evlenme yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılacak ve evlenme olayının olduğu sözleşme dilimine tekabül eden\ntutar üzerinden ödenecektir. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>Eşlerin her ikisinin de aynı yerde çalışması halinde ödeme eşlerden\nher ikisine de ayrı ayrı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 85 - DOĞUM YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>İşçiye, Sosyal Güvenlik Kurumunca yapılan ödemelerin dışında doğan\nher çocuğu için doğumun sözleşmenin birinci yılının birinci altı\nayında olması halinde 103,19 TL, ikinci altı ayında olması halinde 107,32\nTL doğum yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılacak ve doğum olayının olduğu sözleşme dilimine tekabül eden\ntutar üzerinden ödenecektir. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Karı ve kocanın her ikisinin de aynı yerde çalışması halinde ödeme\neşlerden yalnızca birine yapılır. Birden fazla çocuğun doğması halinde\nbu yardım, her çocuk için ayrı ayrı ödenir. Çocuğun ölü doğması\nhalinde de bu yardım yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 86 - ÖLÜM VE MALULİYET YARDIMI :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>a) İşçinin eş veya çocuklarının (doğum sonrası ölüm de dahil),\nana veya babasının ölümü halinde, ölümün; sözleşmenin birinci\nyılının birinci altı ayında olması halinde 309,75 TL, ikinci altı\nayında olması halinde 322,14 TL,\u003C\u002Fp>\n\n\u003Cp>b) İşçinin ölümü halinde, ölümün; sözleşmenin birinci yılının\nbirinci altı ayında olması halinde kanuni mirasçılarına 516,14 TL. ikinci\naltı ayında olması halinde kanuni mirasçılarına 536,79 TL,\u003C\u002Fp>\n\n\u003Cp>c)İş kazası veya meslek hastalığı nedeniyle ölüm halinde, ölümün,\nsözleşmenin birinci yılının birinci altı ayında olması halinde kanuni\nmirasçılarına 825,83 TL, ikinci altı ayında olması halinde kanuni\nmirasçılarına 858,86 TL, ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)İş kazası veya meslek hastalığı sonucu herhangi bir işte\nçalışamayacağı Sağlık Kurulunca tespit edilen işçilere bir defaya\nmahsus olmak üzere iş kazasının sözleşmenin birinci yılının birinci\naltı ayında olması halinde 619,39 TL, ikinci altı ayında olması halinde\n644,17 TL, iş kazası yardımı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler, sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılacak ve olayın meydana geldiği sözleşme dilimine tekabül eden\ntutar üzerinden ödenecektir. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>Bu maddenin (a) fıkrası için ölüm raporu ile ölenin, işçi\ntarafından bakmakla mükellef olduğunu beyan eden yazılı dilekçe, (b) ve\n(c) fıkrası için veraset ilamı şarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE3_trigger\">\u003Ch3>MADDE 87 - GİYİM EŞYASI KARŞILIĞI YARDIM :\u003C\u002Fh3>\n\n\u003Cp>İş Sağlığı ve Güvenliği Mevzuatının gerektirdiği koruyucu giyim\neşyası ve malzemesine ilişkin uygulama mahfuz kalmak kaydıyla işçilere\nyılda bir defa ve Mayıs ayının ilk yarısında Sözleşmenin birinci yılı\niçin 208,76 TL giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yıl Mayıs ayında ise, birinci\nyıl Mayıs ayından itibaren ikinci yıl Mayıs ayına kadar gerçekleşecek\nolan ücret zammı oranlarında artırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu uygulama sonucu oluşacak olan yarım kuruş ve üzeri küsuratlar bir\nkuruşa tamamlanacak, yarım Kuruş'un altındaki değerler dikkate\nalınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>Giyim yardımının yapılmasında kural olarak takvim yılı esas alınır\nve yıl içerisinde çalışılan süre (iş sözleşmesinin devam ettiği)\nile, orantılı olarak ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>Tediye tarihinde işbaşında bulunanlara yıl sonuna kadar\nçalışacakları kabul edilerek takvim yılı içerisindeki hizmet akdi\nsüreleri ile orantılı olarak ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>Tediye tarihinden önce işten ayrılmış olanlara da keza ayrılış\ntarihinde, aynı esaslar dahilinde orantılı olarak ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>Ödeme yapıldıktan sonra takvim yılı sona ermeden işten ayrılanlardan\n(askerlik, emeklilik ve ölüm halleri hariç) yıl sonuna kadar olan süreye\nisabet eden miktarı geri alınır.\u003C\u002Fp>\n\n\u003Cp>Ödeme yapıldıktan sonra işe alınanlara ise bu yardım, Aralık ayının\nson haftası içerisinde ve çalıştıkları süre ile orantılı olarak\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 88 - HASTALIK YARDIMI :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Sosyal Güvenlik Mevzuatına uygun olarak hastalık izini verilen işçi bu\nsürece izinli sayılır. SGK'ca ödenmeyen ilk iki günlük yevmiyesi\nİşverence ödenir. Ancak, bu şekilde yapılan ödemeler yılda 20 günü\ngeçemez. İşçinin işyerinin bulunduğu mahal veya başka bir mahalle sevki\nsuretiyle viziteye çıktığı güne ait yevmiyesi kesilmez. Keza işçi\nviziteye çıktığı o gün için işçinin ihtiyari dışında muayenesi\nyapılmayıp, Doktor tarafından bir sonraki gün gelmesi, vizite kağıdına\nişaret edilmiş ise, İşçinin müteakip gün viziteye çıkması\ndolayısıyla de o güne ait ücreti kesilmez. Ancak, bu gibi hallerde işçi,\ndurumu İşverene bildirmek mecburiyetindedir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin fiili çalışmasıyla verilen rapor tarihinin aynı takvim\ngününe tesadüf etmesi halinde o güne ait ücreti, ağır vasıta zammı,\nfazla mesai ücreti, vardiya tazminatı ve iş güçlüğü tazminatı ve sair\nistihkaklarından bir kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Vardiyalı işçilerin aynı işgünü içinde viziteye çıkarak göreve\ndönmeleri halinde de vardiya tazminatlarından, ağır vasıta zammından ve\niş güçlüğü tazminatından bir kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cp>İşçi raporunu ibraz ettikten sonra istirahatını işyeri dışında\ngeçirebilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, hastalıkları sebebiyle yatırılarak tedavi edilen işçilerin\nhastanede geçirdiği süreler, taburcu edildikten sonra aralıksız nekahet\ndönemi istirahatları ile on gün ve daha fazla olan raporları için SGK'ndan\naldığı geçici iş göremezlik ödeneğine ait belgeyi işverene ibraz\netmesi kaydıyla bu süreye ait çıplak gündeliklerinin farkı tahakkuk\nettirilerek işçiye ödenir. İş kazası ile ilgili olarak verilen istirahat\nve tedavilerde geçen süreye ait (süre ne olursa olsun) günler için de\nyukarıdaki şekilde işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>Hastalık yardımlarının İşveren tarafından ödenebilmesi için\nişçinin geçici iş göremezlik ödeneğini aldığına dair belgeyi\nistirahatın bitimini takip eden 10 gün içinde İşverene ibraz etmesi\nşarttır. Ancak, sondaj kamplarında bu sürenin aşılması halinde (doğacak\ngecikme zammı ve faiz işçiye ait olmak üzere) rapor bitim tarihinden\nitibaren iş göremezlik ödeneği belgesinin 15 gün içinde İşverene\nibrazı halinde hastalık yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Alınan iş göremezlik ödeneği işçinin aylık ücretini aşmış olsa\nbile işçinin talebi halinde aylık bordrosu yapılır ve işçiye bir\nödemede bulunulmaz. Ancak, işçiye isabet eden SGK hissesi işçiden tahsil\nedilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>İş kazası ile ilgili olarak verilen istirahat ve tedavilerde geçen\nsüreye ait (geçen süre ne olursa olsun) günler için de yukarıdaki\nşekilde işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca iş kazalarına münhasır olmak üzere henüz kusur tespiti\nkesinleşmemiş ve anlaşmazlık devam etmekteyse, bu durumdan mutazarrır olan\nişçilere SGK'ca iş göremezlik ödeneği verilmediği taktirde İTİS'in\ntabii afetler için avansa ilişkin maddesindeki kefalet şartlarıyla olayın\ndevam ettiği sürece beher ay için 15 günlük çıplak yevmiyelerinin neti\ntutarında avans verilir.\u003C\u002Fp>\n\n\u003Cp>a)Bu avans işçinin SGK'dan geçici iş göremezlik ödeneğini alması\nhalinde öncelikle kapatılacaktır. Ödenek yeterli olmadığı taktirde\nbakiyesi işçinin aylığının 1\u002F4'ü tutarında eşit taksitler halinde\nkesilmesi suretiyle avansın mahsubu sağlanır.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin kusuru dolayısıyla SGK'ca geçici iş göremezlik ödeneği\nverilmediği taktirde bu avans keza işçinin aylığının 1\u002F4'ü nispetinde\neşit taksitlerle İşverene geri ödenir. Ancak her mali yıl sonundan önce\nişçi mahsubu yapılmamış bakiye miktarının tamamını işyerine iade\nederek avansı kapatır. Bu şekilde iade edilen bakiye miktar kadar bir avans\nyeni mali yılın ilk ayı içerisinde İşçiye yeniden verilerek ay be ay\nevvelce belirlenmiş eşit taksitlerin mahsubuna devam olunur. Bu işlem\navansın tamamı tahsil edilinceye kadar sürdürülür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3713 Sayılı Terörle Mücadele Kanununa istinaden göreve başlayan harp\nmalulü ve gazi işçilerin, 5510 sayılı kanuna göre, geçici iş\ngöremezlik ödeneği aldıkları veya alamadıkları sürelerde, Sosyal\nGüvenlik mevzuatına uygun olarak hastanelerden aldıkları istirahat\nraporları ile muayene ve tedavide kaldıkları günlere ilişkin belgenin\nişverene ibrazı halinde, ücretleri işverence ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Ancak, geçici iş göremezlik ödeneği alınan hallerde, istirahatın\nbitimini takip eden 10 gün içinde iş göremezlik ödeneğinin ve belgesinin\nişverene verilmesi şarttır. Bu kurala uyulmadığı takdirde, hastalık veya\nistirahatlı bulundukları günler için işverence yapılan ücret ödemeleri,\nişçilerin ilk istihkaklarından tahsil edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3>MADDE 89 - YEMEK YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>1.Merkezde:\u003C\u002Fp>\n\n\u003Cp>İşçilere fiilen çalışılan günlerde bir öğün yemek verilir.\u003C\u002Fp>\n\n\u003Cp>a)Yemek verilmediği hallerde, yarım günlük çalışmalarda ve tatil\ngünlerinde çalışanlara, rahatsızlığı raporla tevsik edilmek kay-dıyla\nyemek yiyemeyenlere önceden müracaat etmek kaydıyla Ramazan ayında oruç\ntutanlara, sözleşmenin birinci yılı birinci altı ayında 10,75.-TL\u002FGün,\nikinci altı ayında 11,18.-TL\u002FGün nakdi yemek yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>b)İşyerlerindeki tabldotu iki İşveren temsilcisi, bir Sendika temsilcisi\nve işçilerin seçeceği bir işçiden müteşekkil bir heyetçe idarenin\ntabldot talimatı esasları dahilinde yürütülür. Sendika temsilcisi bu\ntalimata göre kurulan tabldot komisyonunun tabii üyesidir.\u003C\u002Fp>\n\n\u003Cp>2.Kamplarda:\u003C\u002Fp>\n\n\u003Cp>İşçilere fiilen çalışılan günlere münhasır olmak üzere bir\nöğün yemek verilir.\u003C\u002Fp>\n\n\u003Cp>a)Yemek verilmediği hallerde yarım günlük çalışmalarda ve tatil\ngünleri çalışanlara, rahatsızlığı raporla tevsik edilmek kaydıyla\nyemek yiyemeyenlere önceden müracaat etmek kaydıyla Ramazan ayında oruç\ntutanlara, sözleşmenin birinci yılı birinci altı ayında 10,75.-TL\u002FGün,\nikinci altı ayında 11,18.-TL\u002FGün, nakdi yemek yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, Sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım kuruş\nkadar olan kesirler dikkate alınmaz, yarım kuruş ve üzeri kesirler bir\nkuruşa tamamlanır. Nakden yapılacak yemek yardımı Kanuni kesintilere\ntabidir.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde bir tabldot heyeti kurulur. Bu kurula katılan ve mubayaa işi\nile de görevlendirilen işçilerden birisi mubayaanın denetimi için Sendika\ntarafından temsilci olarak atanır.\u003C\u002Fp>\n\n\u003Cp>c)Yemek pişirme hususunda cari tatbikata devam olunur.\u003C\u002Fp>\n\n\u003Cp>3.Cari tatbikata uygun olarak, yemek pişirilen işyerlerinde demirbaş\neşya, yakıt ve personel İşverence sağlanır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, normal mesai bitiminde 4 veya daha fazla saat için mesaiye\nbırakılan işçilere 1 yemek bedeli daha ödenir. Ayrıca, yıllık ücretli\nizine ayrılanlara, çalışanlar gibi hesap edilerek yemek yardımı ödenir.\n(işgünü üzerinden)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>MADDE 90 - SOSYAL YARDIM :\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\n\n\u003Cp>Toplu iş sözleşmesinin kapsamında bulunan işçilere sözleşmenin\nbirinci yıl birinci altı ayında 349,49 TL\u002FAy, ikinci altı ayında 363,47\nTL\u002F Ay sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 91 - VARDİYA TAZMİNATI :\u003C\u002Fh3>\n\n\u003Cp>İkili vardiya halinde çalışan işçilere % 15, üçlü vardiya halinde\nçalışan işçilere ise % 20 oranında vardiya tazminatı ödenir. Sürekli\nolarak vardiyalı bir işte çalışırken vardiyasız bir işe geçenlere,\nvardiya çalışmasının sona ermesi ile 15 gün müddetle vardiya tazminatı\nödenmesine devam olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 92 - KASA TAZMİNATI :\u003C\u002Fh3>\n\n\u003Cp>Görev unvanı ne olursa olsun, aşağıdaki işleri fiilen yapan Sendikalı\nişçilere aylık yevmiyeleri toplamının % 10'u nispetinde Kasa Tazminatı\nödenir.\u003C\u002Fp>\n\n\u003Cp>1.Bakanlık Merkez Teşkilatında :\u003C\u002Fp>\n\n\u003Cp>a)Paraya el koyan mutemetler ve işverenlik emriyle üzerinde devamlı avans\nbulunduranlar,\u003C\u002Fp>\n\n\u003Cp>b)İşverenlik emriyle satın alma işleriyle görevlendirilmiş olup, bu\niş için üzerinde devamlı avans bulunduranlar,\u003C\u002Fp>\n\n\u003Cp>c)Kıymetleri muhafaza ile görevlendirilen sorumlu ambarcılar ile\nişverenlikçe bu kıymetlerin müşterek muhafazasından sorumlu tutulanlar\n(Taşınabilir Kayıt Kontrol Yetkilileri) ,\u003C\u002Fp>\n\n\u003Cp>d)Tahviller, çek karneleri, teminat mektupları, ticaret senetlerini\nmuhafaza ile görevlendirilen sorumlular ve her çeşit pulları muhafaza\nedenler,\u003C\u002Fp>\n\n\u003Cp>e)Hukuk Müşavirliğinde çalışan takipçiler,\u003C\u002Fp>\n\n\u003Cp>f)Merkez Atölyesinde kullanılan araç ve gereçlerin muhafazasından\nsorumlu takımcılara,\u003C\u002Fp>\n\n\u003Cp>g)Geçici görevle seyahate giden ekip mutemetleri (birlikte seyahat edenler\nhariç), seyahate çıkan ve üzerinde oto avansı olarak nakit para veyahut\nçek taşıyan işçilere oto ve iş avansının alındığı tarih ile\ngörevin sona erdiği ertesi günkü tarih arasındaki gün sayısı kadar,\nayrıca geçici görevle seyahate çıkan ve üzerinde oto avansı olarak nakit\npara taşıyan şoförlere; 7 güne kadar seyahatlerinde gün sayısı kadar,\nseyahat süresinin 7 ila 15 gün arasında olması halinde 15 günlük, 15\ngünü aşması halinde ise 30 günlük, kasa tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>2.Araştırma ve Eğitim Tesislerinde :\u003C\u002Fp>\n\n\u003Cp>a)Paraya el koyan mutemet,\u003C\u002Fp>\n\n\u003Cp>b)Tabldot ve kantin işlerinde görevli olup, daimi surette paraya el\nkoyanlar,\u003C\u002Fp>\n\n\u003Cp>c)Dinlenme Kampı Ambar Sorumlusu, Taşınabilir Kayıt Kontrol\nSorumlusuna,\u003C\u002Fp>\n\n\u003Cp>Kasa tazminatı, sorumluluk devam ettiği sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>Kasa tazminatından yararlanacak olan yukarıdaki personel tam ay\nçalışmamış ise çalıştığı günlere ait yevmiyeleri tutarının % 10'u\noranında Kasa Tazminatı alır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3>MADDE 93 - VASITA KULLANMA, YIPRANMA VE VERİMLİLİK PRİMİ :\u003C\u002Fh3>\n\n\u003Cp>a)5 Ton ve daha yukarı, tonajda ağır vasıta kullanan şoförlere, dozer\nve treyler operatörlerine, bu vasıtaları fiilen kullandıkları günlere\nmünhasır olmak üzere yevmiyelerine ilaveten Sözleşmenin birinci yılı\nbirinci altı ayında 65 Krş\u002FGün, ikinci altı ayında 68 Krş\u002FGün,\u003C\u002Fp>\n\n\u003Cp>Forklift operatörlerine ,traktör Şoförlerine, traktör ve treyler\noperatör yardımcılarına da aynı şartlarla; Sözleşmenin birinci yılı\nbirinci altı ayında 38 Krş\u002FGün, ikinci altı ayında 40 Krş\u002FGün ağır\nvasıta zammı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme sözleşmenin ikinci yılının birinci ve ikinci altı aylarında\nücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>b)Merkez işyerleri atölyesinde, bürolarda çalışan işçiler ayrık\nolmak üzere, Atölye Baş Formeni, Atölye Formeni, Atölye Ustabaşısı,\n(Torna, Kaporta, Motor, Oto Elektrik, Bakım, Marangoz, Oto Boya, Şase Kaynak,\nElektrik Bobinaj) Makine ve Araç Kontrol Teknisyeni, Usta ve Yardımcıları,\n(Motor, Şase, Kaporta, Oto Döşeme, Kaynak, Planyacı, Oto Boyacısı,\nFrezeci, Tornacı, Tesviyeci, Oto Elektrikçi, Elektrikçi, Atölye, radyatör,\nMarangoz, Seyyar Tamir Sıhhi Tesisat ve Kalorifer Tesisatçısı) Atölye\nİşçisi, Yıkamacı Yağlamacı, Makine ve Araç Bakımcısı, Lastik\nTamircisi, İnşaat Bakım ve Onarım Ekibi Elemanlarına çıplak\nyevmiyelerinin % 5'i tutarında yıpranma primi ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Bu toplu iş sözleşmesi kapsamındaki işçilere hiçbir ödemeyi\netkilememek üzere Sözleşmenin birinci yılı birinci altı ayında 1,32 TL\u002F\nGün, ikinci altı ayında 1,37 TL\u002FGün verimlilik primi ödenir. Bu ödeme\nsözleşmenin ikinci yılının birinci ve ikinci altı aylarında ücret\nzammı oranında ve ücretin zamlandığı tarih itibariyle arttırılarak\nuygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa kadar olan\nkesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir Kuruşa\ntamamlanır.\u003C\u002Fp>\n\n\u003Cp>(b) ve (c) fıkrasında yer alan ödemeler senelik izin, ücretsiz izin ve\nraporlu günler dışında kalan günler için yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 94 - İŞ GÜÇLÜĞÜ TAZMİNATI :\u003C\u002Fh3>\n\n\u003Cp>Ücretsiz izin ve raporlu günler dışında kalan günlerde ödenmek\nkaydıyla, 1,2,3,4 ve 5 işdeğer derecesinde fiilen çalışan İşçilere\nçıplak yevmiyelerinin %20'si, 6, 7 ve 8. işdeğer derecesinde fiilen\nçalışan işçilere de çıplak yevmiyelerinin % 15'i tutarında\nişgüçlüğü tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 95 - TABİİ AFET VE HASTALIK AVANSI :\u003C\u002Fh3>\n\n\u003Cp>a)İşçinin yangın, deprem, toprak kayması ve sel felaketi gibi tabii\nafetlere maruz kalması halinde, bu hallerin tevsiki ve idarede 10 yıl\nçalışan iki kişinin müteselsil kefaletiyle işçiye altı aylık çıplak\nücreti tutarına kadar olayın derecesine göre avans verilir. Bu avans,\ntediyesini takip eden aybaşından itibaren iki senede eşit taksitlerle\nişçiden tahsil edilir.\u003C\u002Fp>\n\n\u003Cp>Karı-koca aynı işyerinde çalıştıkları taktirde, bu yardım yalnızca\nkocaya verilir.\u003C\u002Fp>\n\n\u003Cp>b)İşçilere, kalp ve beyin ameliyatlarında, kanser tedavisinde ve böbrek\nnakli ameliyatlarında tedavilerinin Sosyal Güvenlik Kurumu mevzuatına göre\nyetkilendirilen sağlık kurum ve kuruluşlarınca yapılamaması halinde,\nsağlık kurulu raporuna istinaden (a) bendinde belirtilen usul ve esaslar\nçerçevesinde hastalık avansı verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 96 - HİZMET TEŞVİK PRİMİ :\u003C\u002Fh3>\n\n\u003Cp>Bu İTİS'in uygulama dönemi içinde kapsama dahil işyerlerinde (Elektrik\nİşleri Etüt İdaresi Genel Müdürlüğü dahil) hangi statüde olursa olsun\ngeçmiş çalışma süreleri esas alınmak kaydıyla Sendikalı\nişçilerden;\u003C\u002Fp>\n\n\u003Cp>a)Hizmet süresi 10 yılı doldurmuş olanlara 20 günlük,\u003C\u002Fp>\n\n\u003Cp>b)Hizmet süresi 15 yılı doldurmuş olanlara 20 günlük,\u003C\u002Fp>\n\n\u003Cp>c)Hizmet süresi 20 yılı doldurmuş olanlara 25 günlük,\u003C\u002Fp>\n\n\u003Cp>d)Hizmet süresi 25 yılı doldurmuş olanlara 30 günlük,\u003C\u002Fp>\n\n\u003Cp>e)Hizmet süresi 30 yılı doldurmuş olanlara 35 günlük,\u003C\u002Fp>\n\n\u003Cp>tutarında hizmet teşvik primi ödenir.\u003C\u002Fp>\n\n\u003Cp>Askerlik borçlanmasını bitirenlerin, Sosyal Güvenlik Kurumuna\nödendiğinin belgelenmesi kaydıyla borçlandıkları süreler, hizmet teşvik\nprimine esas sürelerin hesabında dikkate alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 97 - MÜKAFATLANDIRMA TERFİİ :\u003C\u002Fh3>\n\n\u003Cp>Bu İTİS'in uygulandığı işyerlerinde işyeri için zarar tevlit edecek\nbir halin önlenmesi veya bertaraf edilmesine, gerek mesleki ve gerekse sair\nbuluş ve gayretleriyle müessir olan işçilerin gündeliklerine İşverence\nsözleşmenin birinci yılı birinci altı ayında 1,08.-TL\u002FGün, ikinci altı\nayında 1,12.-TL\u002FGün zam yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>Terfi ettirilen işçinin terfi gerekçesi işyerinde, İşverenin ve\nSendikanın ilan tahtasında ilan edilir ve birer nüshası da Sendikaya\ngönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 98 - TOPLU TAŞIMA VE ARAÇ TEMİNİ :\u003C\u002Fh3>\n\n\u003Cp>a)İşçilerin topluca ikamet ettikleri mahal ile işyeri arasında topluca\ntaşınabilmeleri, bu iki yer arasında muayyen tarifeli nakil vasıtası\nişlememesi Taşıt Kanununun müsaadesi ve İşverenin imkanlarına\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>b)1) İşyeri, işçilerin toplu olarak ikamet ettikleri meskun mahalden\nuzak ise,\u003C\u002Fp>\n\n\u003Cp>2)İşçilerin toplu olarak ikamet ettikleri meskun mahal ile işyeri\narasında işleyen muayyen tarifeli nakil vasıtası yoksa,\u003C\u002Fp>\n\n\u003Cp>3)İşverenin bu işyerinde işçi ve ailesinin ikameti için lojman mevcut\ndeğilse,\u003C\u002Fp>\n\n\u003Cp>bu üç şartın bir arada bulunması halinde İşveren işçilerin toplu\nolarak ikamet ettikleri mahalden toplu olarak işyerine getirip götürmeyi\nsağlar.\u003C\u002Fp>\n\n\u003Cp>c)Merkez işyerlerinde vardiya halinde çalışan işçiler İşveren\nvasıtasıyla getirilip, götürülür. Gündüz vardiyasında çalışan\nişçilerin güzergah tespiti ihtiyaca uygun olacak şekilde Sendikanın ilgili\nŞubesiyle birlikte yapılır.\u003C\u002Fp>\n\n\u003Cp>d)Sosyal tesislerde çalışan işçiler gece 23.00'ten sonra evlerine\nİşverence götürülürler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII.BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 99 - İZNİN TANIMLANMASI :\u003C\u002Fh3>\n\n\u003Cp>İzin, işyerinde çalışma sürdürülürken, işçinin İşverene bilgi\nverip onayım alarak kendi görevini geçici olarak durdurması veya\nbırakması veyahut işyerinden ayrılması suretiyle işe devam etmeme\nhalidir.\u003C\u002Fp>\n\n\u003Cp>a)İşçiler çalışmaları gerekli günlerde izin almadan işbaşına\ngel-memezlik edemezler, işbaşına geldikten sonra izinsiz olarak yaptıkları\nişi durduramazlar, bırakamazlar ve işlerini terk edemezler.\u003C\u002Fp>\n\n\u003Cp>b)İşçilerin hizmet akitlerinin izin sürelerinde devam ettiği kabul\nedilir ve kıdemleri bu esasa göre hesap edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 100 - YILLIK ÜCRETLİ İZİN HAKKI :\u003C\u002Fh3>\n\n\u003Cp>İşçilere, çalışma sürelerine ve aşağıdaki esaslara göre yıllık\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>a)Hizmet süresi bir yıldan beş yıla kadar (beş yıl dahil) olanlara 22\nişgünü,\u003C\u002Fp>\n\n\u003Cp>b)Hizmet süresi beş yıldan on yıla kadar (on yıl dahil) olanlara 26\nişgünü,\u003C\u002Fp>\n\n\u003Cp>c)Hizmet süresi on yıldan on beş yıla kadar (on beş yıl dahil)\nolanlara 28 işgünü,\u003C\u002Fp>\n\n\u003Cp>d)Hizmet süresi on beş yıldan daha fazla olanlara 30 iş günü,\u003C\u002Fp>\n\n\u003Cp>ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>e)Yıllık ücretli izinler, işçinin rızası hilafına bölünmez. Ancak\ntarafların anlaşması ile bir bölümü on günden aşağı olmamak üzere\nbölümler halinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>f)Yıllık ücretli izine çıkan işçinin izin müddetine rastlayan\nücretleri kendisine peşin olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>g)Bu izinler 4857 sayılı Kanunun 60. Maddesine izafeten çıkarılan\nyönetmeliğe göre teşekkül ettirilen komisyon tarafından sıraya konur.\nSıraya konulan izin sürelerini gösterir cetvelin İşveren tarafından\nuygulanması mecburidir.\u003C\u002Fp>\n\n\u003Cp>h)4857 sayılı Kanunun 55. Maddesinde tespit edilen hususlar, yıllık\nücretli izin hakkının hesabında çalışılmış gibi sayılır ve yıllık\nizine mahsup edilemez.\u003C\u002Fp>\n\n\u003Cp>ı) Yıllık ücretli izinin hesabında esas alınacak kıdem süresinin\ntespitinde 4857 sayılı Kanunun 54. Maddesi hükümlerine göre işlem\nyapılır.\u003C\u002Fp>\n\n\u003Cp>i)Yıllık izinlerin hesabında Cumartesi günleri işgünü sayılır.\nArife günlerinin yıllık ücretli izin süresine rastlaması halinde yıllık\nücretli izin süresi 1 gün uzatılır.\u003C\u002Fp>\n\n\u003Cp>j)İzine çıkan işçiye izin pusulası verilir.\u003C\u002Fp>\n\n\u003Cp>k)İşçilerin yıllık ücretli izinleri açısından hizmet sürelerinin\nhesabında ilgili yasa ve yönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>l)Geçici ve mahalli kadrodaki işçilerin hizmetleri aralıklarla da olsa 1\nyılı tamamlaması halinde yıllık izine hak kazanırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 101 - SAİR ÜCRETLİ İZİNLER :\u003C\u002Fh3>\n\n\u003Cp>a) İşçilere;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>Evlenmeleri halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Eşlerinin doğum yapması halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Eş ve çocuklarının ölümü halinde 7 gün,\u003C\u002Fp>\n\n\u003Cp>Ana-baba ve kardeşlerinin ölümü halinde 5 gün,\u003C\u002Fp>\n\n\u003Cp>Kayınvalide ve kayınpederinin ölümü halinde 2 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Kendisinin veya ana babasının tabii afetlere maruz kalması halinde 7\ngün,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>Eşi ve çocukları ile ana ve babasının ağır bir hastalık veya trafik\nkazasına maruz kalıp, tedavi maksadıyla hastaneye götürülmesi veya\nyatması halinde, tevsik edilmek kaydıyla her defasında 3 gün,\u003C\u002Fp>\n\n\u003Cp>Çocukların sünnetlerinde ve evlenmelerinde 1 gün,\u003C\u002Fp>\n\n\u003Cp>İşçinin evlat edinmesi halinde 3 gün,\u003C\u002Fp>\n\n\u003Cp>İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde on güne kadar, ücretli izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu izinler; İşçi olayın vukua geldiği mahal dışında bulunuyorsa,\ndoğumu haber alma tarihinden itibaren 7 gün, ölümün vaki olduğu tarihten\nitibaren 45 gün,İşçi olayın vukua geldiği mahalde bulunuyorsa ölüm ve\ntabii afetlerde derhal, eşinin doğum yapması halinde 7 gün içinde,İşçi\ngeçici görevin ifası için olayın vukua geldiği mahal dışında\ngörevlendirilmiş işe, dönüşünü müteakip, doğum izni 7 gün, ölüm\nizini ise 45 gün içinde kullanılır.\u003C\u002Fp>\n\n\u003Cp>Evlenme izinleri nikah veya düğün tarihinde İşçinin isteği üzerine\ntamamını kullanmak şartıyla verilir.\u003C\u002Fp>\n\n\u003Cp>b)Çalışan işçilerin eş, çocuk ve bakmakla mükellef olduğu ana ve\nbabasının yetkili hekimlerce, kendi ikamet ettiği mahalden başka bir\nmahaldeki sağlık kurumuna sevk edilmesi halinde hastasına refakat etmesi ve\nrefakati tevsik etmesi kaydıyla 3 gün ücretli izin verilir. Ancak, Sosyal\nGüvenlik Kurumu mevzuatına göre yetkilendirilen sağlık kurum ve\nkuruluşlarınca tedavi edilemeyen ve başka bir İldeki sağlık\nkuruluşlarınca tedavisi gerekenlere refakat ettiğini tevsik etmek kaydıyla\n6 gün daha ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>c)Kadın işçilere 1 yaşından küçük çocuklarını emzirmeleri için\ngünde 1,5 saat emzirme izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)İşçi talep ederse bu maddedeki mazeretlere binaen verilen ücretli\nizinler ücretsiz olarak 15 gün daha uzatılabilir. İşçi ücretli izin\nsebeplerini önceden, mümkün olmadığı taktirde akabinde, evlenme, ana,\nbaba, kayınvalide, kayınpeder eş ve çocuklarının, kardeşlerinin\nölümü, karısının doğum yapması hallerinde muteber bir vesika ile\nbelgelemeye mecburdur. İşçi (f) fıkrasında belirtilen hallerde mahallin\nMülkiye Amirliğinden (Valilik, Kaymakamlık) alacağı bir vesika ile durumu\nbelgelemeye mecburdur.\u003C\u002Fp>\n\n\u003Cp>e)Sair ücretli izinler senelik izine rastlarsa işçinin müracaatı\nhalinde bu süreler senelik izin günlerine ilave edilir.\u003C\u002Fp>\n\n\u003Cp>f)İşçiler muvazzaf askerlik ödevi dışında manevra veya herhangi bir\nsebeple silah altına alınmalarında ücretli izinli sayılırlar. Ancak, bu\nhizmet dolayısıyla işçiye Milli Savunma Bakanlığınca ücret veya maaş\nverildiği taktirde verilen ücret veya maaş işçinin aylık yevmiye\ntoplamından az ise yalnız fark ödenir. Fark yok ise bir ödemede\nbulunulmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 102 - ÜCRETLİ MAZERET İZNİ :\u003C\u002Fh3>\n\n\u003Cp>İşçilere resmi dairelerdeki işlerini takip etmek veya şahsi ve ailevi\nsorunlarını çözümlemeleri için;\u003C\u002Fp>\n\n\u003Cp>a)Yıllık 6 işgününü geçmemek üzere ücretli mazeret izni verilir. Bu\nizin işçinin talebine göre muhtelif günlerde birer saatten az olmamak\nüzere verilebileceği gibi işçi isterse 1 işgünü olarak da\nkullanabilir.\u003C\u002Fp>\n\n\u003Cp>b)Normal yarım gün çalışılan hafta sonu ve bayram günleri o günkü\nmesai saatlerini kapsayacak şekilde alınan izinler, tam işgünü olarak\nkullanılmış sayılmayıp, o günkü mesai saati kadar kullanılmış izin\nolarak telakki edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 103 - ÜCRETSİZ İZİN :\u003C\u002Fh3>\n\n\u003Cp>İşçilere mazeretleri halinde, İşveren veya İşveren vekillerince 45\ngüne kadar ücretsiz izin verilebilir. İşveren, işin müsaadesi nispetinde\nişçinin talebi ile bu süreyi uzatabilir.\u003C\u002Fp>\n\n\u003Cp>İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek anne, baba, eş ve çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde bu hallerin Hekim raporu ile belgelendirilmesi şartıyla istekleri\nüzerine en çok 6 (altı) aya kadar ücretsiz izin verilebilir. Aynı\nşartlarda bu süre bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>İsteği halinde doğum yapan kadın işçiye, onaltı haftalık sürenin\ntamamlanmasından veya çoğul gebelik halinde onsekiz haftalık analık hali\nizninin bitiminden sonra altı aya kadar ücretsiz izin verilir. Bu süre,\nyıllık ücretli izin hakkının hesabında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 104 - SENDİKAL İZİNLER :\u003C\u002Fh3>\n\n\u003Cp>a)Baştemsilci ve Temsilci İzinleri :\u003C\u002Fp>\n\n\u003Cp>Sendika baş temsilcisine, temsilcilik görevlerinin gerektirdiği\nfaaliyetlerde bulunabilmesi için aşağıda düzenlenen şekilde ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri işçi mevcudu;\u003C\u002Fp>\n\n\u003Cp>50'ye kadar işçi çalıştıran işyerinde haftalık izin süresi 4\nsaat,\u003C\u002Fp>\n\n\u003Cp>51 - 200'e kadar işçi çalıştıran işyerinde haftalık izin süresi 6\nsaat,\u003C\u002Fp>\n\n\u003Cp>201 - 500'e kadar işçi çalıştıran işyerinde haftalık izin süresi 8\nsaat,\u003C\u002Fp>\n\n\u003Cp>500'den fazla İşçi çalıştıran işyerinde haftalık izin süresi 10\nsaattir.\u003C\u002Fp>\n\n\u003Cp>Baş temsilci, imkanlar nispetinde gündüz vardiyasında\nçalıştırılır. Baş temsilcinin izin süresini işyerinde geçirmesi\nasıldır. Ancak, Sendika merkezi veya ilgili Şube veya bölge temsilciliği\nİşverene yapacağı yazılı veya sonradan yazı ile doğrulamak koşuluyla\nsözlü talebi üzerine bu süreyi talep edilen yerde de geçirebilir. Sendika\nveya ilgili Şube bu talebi aylık olarak da yapabilir.\u003C\u002Fp>\n\n\u003Cp>Temsilci için bu süre, baş temsilciler için kabul edilen sürenin\nyarısıdır. Sendikanın, işyerinin niteliği gereği temsilci atamadığı\naz sayıda işçi çalışılan aynı Müdürlüğe bağlı işyerindeki\nİşçi sayısı da nazara alınarak Sendika temsilci ve baş temsilci izinleri\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>b)Diğer İzinler:\u003C\u002Fp>\n\n\u003Cp>Sendika veya ilgili Şubenin; baş temsilci, temsilci ve görevlilerine ve\nüyelere kongre, konferans, seminer, yönetim, denetim, disiplin kurulu, Genel\nkurul ve temsilciler meclisi gibi toplantılara katılmaları için Sendikanın\nveya ilgili Şubenin yazılı talebi üzerine aşağıdaki düzenlenmiş\nşekline göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"301\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"301\">\u003Cp>Sözleşme Yılı İçin Toplam Ücretli İzin\n Süresi\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"301\">\u003Cp>50'ye kadar işçi çalıştıran işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"301\">\u003Cp>20 gün,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"301\">\u003Cp>51-100'e kadar işçi çalıştıran işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"301\">\u003Cp>30 gün,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"301\">\u003Cp>101 - 200'e kadar işçi çalıştıran işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"301\">\u003Cp>40 gün,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"301\">\u003Cp>201 - 500'e kadar işçi çalıştıran işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"301\">\u003Cp>60 gün,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"301\">\u003Cp>501 - 1000'e kadar işçi çalıştıran işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"301\">\u003Cp>80 gün,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"301\">\u003Cp>1000'den fazla işçi çalıştıran işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"301\">\u003Cp>işçi sayısının % 10'u kadar gün,\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Amatör Şube yönetim, denetim ve disiplin kurulu üyelerinin izinleri\nilgili Şubenin faaliyet alanına giren Ankara Merkez Atölye işyerlerinde\nçalışan toplam işçi sayısına göre hesap edilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp, tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5'inden fazla sayıda üyenin birden\neğitim izini kullanması İşverenin onayına tabidir. Ancak Genel Kurullar\niçin bu %5 oranı aranmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VIII. BÖLÜM İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>MADDE 105 - İŞYERLERİNDEKİ SAĞLIK VE GÜVENLİK ESASLARI :\u003C\u002Fh3>\n\n\u003Cp>a)İşveren, işyerinde iş sağlığı ve güvenliğini sağlamak, korumak,\niş kazası ve meslek hastalıklarını önlemek için; iş sağlığı ve\ngüvenliği mevzuatı hükümleri çerçevesinde gerekli tedbirleri almak,\nuygulamak ve iş sağlığı ve güvenliği kurullarını kurmakla\nyükümlüdür.\u003C\u002Fp>\n\n\u003Cp>b)İşçiler ise; bu amaçla yapılmış düzenlemelere aynen uymak usul ve\nşartların paylarına düşen yönleri için sorumlu davranmak, bu hususlarda\nkendilerinden beklenileni zamanında noksansız yapmak zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>c)Taraflar, işçilere yapmakta oldukları işlerde uymaları gerekli\nsağlık ve güvenlik önlemlerinin ve kurallarının neler olduğunu\nöğretmek ve genel bilgileri vermek hususunda gayret gösterirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)İşveren, işyerlerinde İş Sağlığı ve Güvenliği Mevzuatı\ngereğince işin niteliğine ve işyerinin büyüklüğüne göre uygun bir\necza dolabı bulundurur. Bu dolap, öncelikle ilgili sağlık personeli veya\nbunlar yoksa işçiler tarafından acil hallerde kullanılır.\u003C\u002Fp>\n\n\u003Cp>e)İşveren, Atölye, laboratuar ve benzeri kapalı yerlerde ısı durumunu,\nhavalandırılma ve diğer sağlık şartlarını sağlar.\u003C\u002Fp>\n\n\u003Cp>f)Mutfakta görevli aşçı, aşçı yardımcısı, bulaşıkçı ve\ngarsonların iş elbiselerinin temizliği işverence yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 106 - SAĞLIK PERSONELİ VE HASTA ODASI :\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde, sağlık personeli ve hasta odası konusunda İş\nSağlığı ve Güvenliği mevzuatı hükümleri uygulanır. İşyerinde\ngörevli hekim varsa, işçiler ve eşi ile çocukları da sağlık\nkurumlarına sevkine kadar bu hekimlerden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde hasta odası bulunması işverenin acil hallerde taşıt\nsağlama yükümlülüğünü ortadan kaldırmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>MADDE 107 - HEKİM VEYA SAĞLIK KURULUNA SEVK İŞLEMİ:\u003C\u002Fh3>\n\n\u003Cp>a)İşbaşında iken rahatsızlanıp hekim muayenesi isteminde bulunan\nişçi, işverene haber vermesi kaydıyla sağlık kurumuna gönderilir.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde meydana gelecek acil vakalarda ve iş kazalarında bir yandan\nişçinin sağlık durumunun gerektirdiği sağlık yardımlarının savsama ve\ngecikme olmadan yerine getirilmesi ve daha kötü sonuçlardan kaçınılması\niçin hasta odası, revir, ecza dolabı gibi imkânlar kullanılırken öbür\nyandan hasta veya yaralıların en yakın hekime veya sağlık kurumuna\nsüratle sevk önlemleri alınır. Bu gibi hallerde yasal işlemler hasta veya\nyaralının sevkinden sonraya ertelenebilir.\u003C\u002Fp>\n\n\u003Cp>c)Hastalığı dolayısıyla işyerine gelip işbaşı yapmayan işçinin,\ndurumu işverene bildirmesi kaydıyla sağlık kurumuna sevki sağlanır.\u003C\u002Fp>\n\n\u003Cp>d)Geçici görev ve izin hallerinde işyeri merkezi uzağında hastalanan\nişçiler o anda bulundukları işveren teşkilatına başvurup durumlarını\nbildirirler. Ancak, bunun için işçinin hüviyetini göstermesi ve bağlı\nbulunduğu işyeri sicil numarası ile sigorta sicil numarasını bildirmesi ve\nişlemin ardından durumunun bağlı olduğu işyerine bildirilmesini istemesi\nzorunludur. İşverenin o yerde teşkilatı yoksa, nüfus cüzdanı ile en\nyakın sağlık kurumuna başvurur ve durumunu bağlı olduğu işyerine bizzat\nbildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 108 - MUAYENE İÇİN HASTANEYE GİDENLERE VASITA TAHSİSİ :\u003C\u002Fh3>\n\n\u003Cp>a)Çalıştıkları işyeri ile muayene için gidecekleri hastane arasında\nmuayyen tarifeli nakil vasıtası olmaması halinde, hastaneye muayeneye\ngidecek işçiler için öğleden önce vasıta tahsis edilir.\u003C\u002Fp>\n\n\u003Cp>b)Acil hallerde, işyeri ile sağlık kurumu arasında muayyen tarifeli\nvasıta olup olmamasına bakılmaksızın hastanın İşverence temin edilecek\nvasıta ile sağlık kurumuna sevki sağlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 109 - VİZİTEYİ İZLEYEN İŞLEMLER :\u003C\u002Fh3>\n\n\u003Cp>İlk hekim muayenesinden sonra;\u003C\u002Fp>\n\n\u003Cp>a)Muayenesi sonucu yalnız ilaç verildi ise işçinin ilaç alması için\ngereken makul süre sonunda işine dönmesi ve sağlık kurumundan aldığı\nSGK formunu işverene sunarak işbaşı etmesi,f\u003C\u002Fp>\n\n\u003Cp>b)İşçiye istirahat verildi ise, işçinin durumunu ilk fırsatta\nİşverene duyurması ve istirahatı sonunda SGK formu ile işyerine gelerek\nişbaşı etmesi,\u003C\u002Fp>\n\n\u003Cp>c)Yatarak tedaviye alınmış ise, ilk fırsatta işyerini haberdar etmesi\nveya ettirmesi ve tedavisi sonunda form ile işyerine gelerek işbaşı\netmesi,\u003C\u002Fp>\n\n\u003Cp>Hastalık izinlerine esas hekim raporları ile SGK formları işçinin özel\ndosyasında saklanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>MADDE 110 - İŞÇİLERİN GENEL MUAYENELERİ :\u003C\u002Fh3>\n\n\u003Cp>İşveren, gezici İSG araçlarında işçilerin sağlık muayenelerinin\nyapılmasını sağlar.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliğine İlişkin İşyeri Tehlike Sınıfları\nTebliği ekin- | deki cetvelde belirtilen tehlike sınıfına göre çalışan\nişçiler, Bakanlıkça belirlenen düzenli aralıklarla sağlık muayenesinden\ngeçirilirler ve bu I işçiler için özel sağlık kartları tutulur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 111 - İŞ KAZALARININ BİLDİRİLMESİ :\u003C\u002Fh3>\n\n\u003Cp>İşveren tarafından, iş kazası halinde İş Kazası Meslek Hastalığı\nBilgi Formu doldurarak, ilgili şubeye ve o yer yetkili kolluk kuvvetlerine\nderhal, Sosyal Güvenlik Kurumuna da en geç kazadan sonraki 3 işgünü\niçinde bildirilir. İş kazası işverence işyeri temsilcisine veya taraf\nsendikaya derhal haber verilir.\u003C\u002Fp>\n\n\u003Cp>İş kazası yerine gitmek için sendika temsilcisi ve yöneticisine,\nistekleri halinde, eğer o anda imkan varsa, taşıt tahsis edilir. İş\nkazası yerine giden sendika temsilcisi veya yöneticisi işçilere ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>İş kazası, İşverence işyeri temsilcisine veya Sendikaya derhal haber\nverilir. İş kazası yerine gitmek için Sendika Temsilcisi ve yöneticisine\nistekleri halinde varsa bir taşıt tahsis edilir. İş Kazası yerine giden\ntemsilci veya Sendika yöneticilerine ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Ch3>MADDE 112 - EMZİRME ODASI VE ÇOCUK BAKIM YURDU (KREŞ) :\u003C\u002Fh3>\n\n\u003Cp>Gebe ve Emziren Kadınların Çalışma Şartları ile Emzirme Odaları ve\nÇocuk Bakım Yurtlarının Kurulması veya Dışarıdan Hizmet Alınması\nkonularında mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE 113 - KORUYUCU GİYİM EŞYASI VE MALZEMESİ :\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\n\n\u003Cp>İşçilere görevlerini yaparken çalışma şartlarının zorunlu\nkıldığı ve İş Sağlığı ve Güvenliği Mevzuatı esaslarına göre\nİşverence verilmesi zorunlu Koruyucu Giyim Eşyası ve Malzemesi ayni olarak\nsağlanır.\u003C\u002Fp>\n\n\u003Cp>İşçiler, bu eşya ve malzemeyi işbaşında belirtilmiş kurallara göre\nve miatları doluncaya kadar kullanmak zorundadırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 114 - KORUYUCU GIDA MADDESİ :\u003C\u002Fh3>\n\n\u003Cp>Zehirli Gaz, Kurşunlu, Asitli ve bunlara mümasil işlerde bilfiil\nçalışan işçilere mevsimine göre 1\u002F2 Kg'dan az olmamak kaydıyla süt veya\nyoğurt verilir. Bu gıdaların işyerinde alınması veya kullanılması\nesastır. Aksine davranışlar, işçilerin sorumluluğunu gerektirir. Günlük\nmuntazam süt ve yoğurt verilmesinin mümkün olmadığı işyerlerinde\nA.O.Ç. perakende satış fiyatı üzerinden bedeli ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 115 - TEMİZLİK LEVAZIMATI YARDIMI :\u003C\u002Fh3>\n\n\u003Cp>İşçilere her yıl Ekim ayında, temizlik yardımı olarak; sözleşmenin\n1. yılında brüt 6,23 TL\u002FYıl ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yıl Ekim ayında ise, birinci\nyıl Ekim ayından itibaren ikinci yıl Ekim Ayına kadar gerçekleşecek olan\nücret zammı oranlarında artırılarak uygulanacaktır. Bu uygulama sonucu\noluşan yarım kuruşa kadar olan kesirler dikkate alınmaz, yarım kuruş ve\nüzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>Ödemelerde İTİS' in Giyim Eşyası Karşılığı Yardım başlıklı 87.\nmaddesindeki esaslar uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>IX. BÖLÜM EĞİTİM\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE 116 - İŞÇİNİN EĞİTİMİ :\u003C\u002Fh3>\n\n\u003Cp>İşveren çalıştırdığı işçilerin veriminin yükseltilmesine dönük\nolarak mesleki bakımdan gelişmelerini sağlayacak eğitimlerin yapılmasını\nsağlar. İşçinin bilgi ve becerisini artırmak suretiyle verimin\nyükseltilmesi gayesine matuf olarak, Sendikayla İşveren tarafından\nmüştereken düzenlenecek kurs ve seminerlere iştirak edecek işçilerin\nyevmiyeleri kesilmez. Bu seminer veya kurslar için salon,araç ve gereçler\nİşverence sağlanır.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki fıkrada belirtilen gaye ile İşverenle mutabık kalınarak\nhazırlanan eğitim programı çerçevesinde Sendika tarafından tertiplenecek\nseminer ve konferanslara katılacak işçilerin yevmiyeleri kesilmez.\u003C\u002Fp>\n\n\u003Cp>Sendika tarafından tertiplenecek bu Şekildeki kurslar veya seminerler\niçin, İşveren kendi salon, araç ve gereçlerini bedelsiz olarak tahsis\neder.\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından düzenlenen eğitime iştirak edenler İşveren\ntarafından temin edilecek yatakhanelerde iskan edilirler. Bu gibilerin kurs\nyevmiyeleri hakkında Kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Değişik bir görev yerine yerleştirilmek üzere İşveren tarafından\ntertiplenmiş çeşitli ihtisas ve yerleştirme kurslarına katılan ve\nbaşarı kazananların, işyerlerinde görmüş oldukları kursla ilgili bir\ngörevin zuhur etmesi halinde, açılan kursa katılmamış işçilerin,\nhiçbir istekli bulunmaması kaydıyla derhal ve kursta aldıkları puanlara\ngöre ihtiyaç miktarınca o göreve intibakları yapılarak atanırlar. Ancak,\nkursa iştirak etmemiş işçilerden de bu göreve istekli bulunduğu taktirde,\nİşveren tarafından kursa girenleri de kapsayacak şekilde bir yarışma\nsınavı düzenlenerek, sonucuna göre başarılı olanlardan en yüksek puan\nalmış bulunanlar puan sırası esas alınarak atanırlar. Puanların eşit\nolması halinde kursa iştirak edenler tercih edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch3>MADDE 117 - SENDİKALI İŞÇİLERİN ÇOCUKLARINA STAJ YAPTIRILMASI :\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinden yararlanan işçilerin çocuklarına okul\ndışı Staj yapmak zorunda olduklarını kanıtlayan belgeyi ibraz etmek ve\nokulların öngördüğü süre ile sınırlı kalmak kaydıyla işyerlerinde\nücretsiz staj yaptırılır.\u003C\u002Fp>\n\n\u003Cp>İlgili Bakanlık birimince kuruma kontenjan tanınması ve alınacakların\ntespitinin kuruma bırakılması hallerinde varsa kurum mensubunun çocukları\ntercih edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 118 - İŞGÜCÜ VERİMİNİ ARTIRMA KURULU VE ÇALIŞMALARI :\u003C\u002Fh3>\n\n\u003Cp>İşyerinde; İşveren veya vekilinin tayin edeceği üç, Sendikanın tayin\nedeceği üç üyenin katılacağı ve istişari mahiyette teklifte bulunmak\nmütalaa vermek üzere bir kurul teşkil edilir. Bu kurulun başkanı İşveren\nveya İşveren vekilinin yardımcısıdır. Kurul istişari mahiyetteki teklif\nve mütalaalarını çoğunlukla tespit eder. Toplantılar kurulun tam mevcudu\nile yapılır. Başkan ve üyelerin birer oy hakkı vardır. Oyların\neşitliği halinde Başkanın bulunduğu tarafın oyu kararın oluşmasını\nsağlar.\u003C\u002Fp>\n\n\u003Cp>Toplantılarda sekreterlik görevini işçi üyelerden biri yapar ve kurul\nen geç üç ayda bir toplanır. Ancak, taraflardan birinin talebi halinde ayda\nbir defadan fazla olmamak üzere İşveren veya İşveren vekili tarafından\ntayin edilecek mahalde gündeme alınan konuları görüşmek için de\ntoplanabilir.\u003C\u002Fp>\n\n\u003Cp>Kurul çalışmaları için malzeme, yer ve personel İşveren veya\nİşveren vekili tarafından sağlanır. Kurul İşveren veya İşveren vekili\ntarafından görüşülmesi istenen konuları ele alabileceği gibi, Sendikaca\nteklif edilecek konuları da gündeme alıp görüşür.\u003C\u002Fp>\n\n\u003Cp>Bu kurulda, işyerinde çalışma şartları, metotları ve düzeni ile\nilgili hususlar ile verimliliği artırmak, maliyeti azaltmak ve israfı\nönlemek için alınması gereken tedbirler, İşçi-İşveren ilişkilerindeki\nişbirliği ve karşılıklı anlayış havası içinde geliştirilmesi gibi\nkonular görüşülüp mütalaa ve teklif oluşturulur ve rapor haline\ngetirilir. İstişari mahiyette olan bu rapor, İşveren veya İşveren\nvekiline sunulur. Ancak, İşveren veya İşveren vekilinin onayı ile\nuygulamaya konulabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>X. BÖLÜM HASAR VE ZARARLA İLGİLİ BÖLÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 119 - İŞÇİNİN ÖDEME SORUMLULUĞU :\u003C\u002Fh3>\n\n\u003Cp>İşçiler, görevlerini dikkatle, özenle ve kendilerine düşen bütün\nönlemleri alarak yerine getirirler. Bu itibarla, işçiler işlerini\ngörürlerken İşverene bir maddi zarar verir, işverene ait şeylerde hasara\nya da kaybolmaya, yok olmaya neden olurlarsa husule gelen zararın tutar\nbedelinden kusurları derecesinde ve oranında paylarına düşeni işverene\nödemekle yükümlüdürler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 120 - İŞVERENİN UÇUNCU KİŞİLERE KARŞI SORUMLULUĞU VE\nİŞÇİYE RÜCU HAKKI :\u003C\u002Fh3>\n\n\u003Cp>İşçilerin görevlerini yaparken üçüncü kişilere verdikleri zarar\nnedeniyle İşveren sorumlu tutulur ve bir ödeme zorunda kalırsa, zarar ve\nziyanın meydana gelmesine yol açan olaydaki kusuru oranında ve derecesinde\nolmak üzere işverenin işçiye rücu hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 121 - ZARAR MİKTARININ HESAPLANMASI\u003C\u002Fh3>\n\n\u003Cp>Meydana gelecek zarar, ziyan ve hasarın oluşunu, kapsamını, tutarını\nve kusurların oran ve derecesini saptamak için işyerinde bir \"Zarar Takdir\nKomisyonu\" kurulur.\u003C\u002Fp>\n\n\u003Cp>Zarar takdir Komisyonu kurulmadan ve zarar tespit edilmeden zarara sebebiyet\nverdiği iddia edilen işçi hakkında disiplin kovuşturması\nbaşlatılamaz.\u003C\u002Fp>\n\n\u003Cp>a)Bu komisyon, bir İşveren temsilcisi, bir Sendika temsilcisi ile olayın\nniteliğine göre işyerinde bu işlerden anlayanlar arasından İşverenle\nSendikanın beraberce seçip üzerinde anlaşacakları işçi veya işçi\nolmayan diğer bir kişinin katılmasıyla üç kişi olarak oluşturulur.\u003C\u002Fp>\n\n\u003Cp>b)Komisyon, zarar doğuran olayın saptanmasına ilişkin İşveren\ndosyasının kendisine verilmesi ile göreve başlar.\u003C\u002Fp>\n\n\u003Cp>c)Zarar için, komisyonca sürdürülecek incelemelerin olayın\nözelliklerine göre olay yerinde veya işyerinde yapılmasına komisyonca\nkarar verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)Komisyon, üyelerden herhangi birinin isteği halinde dışarıdan\nbilirkişi tutabilir. Bu taktirde bilirkişi ücretleri, isteyen üyenin\nbağlı olduğu sendika veya işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Komisyon, çalışmalarının sonunda vardığı kanaat ve sonuçları 5\nnüsha olarak düzenleyeceği bir \"Zarar Takdir Tutanağı\" ile saptar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 122 - ZARAR TAKDİR TUTANAĞI :\u003C\u002Fh3>\n\n\u003Cp>Hasar ve zararın tespiti, olayın özelliklerine göre, hadise mahallinde\nveya işyerinde Zarar Takdir Komisyonu tarafından yapılır. Komisyon\nçalışmaları neticesinde bir zarar takdir tutanağı düzenlenir.\u003C\u002Fp>\n\n\u003Cp>Bu tutanakta;\u003C\u002Fp>\n\n\u003Cp>Olayın mahiyeti ve oluş sekli, tarihi ve saati,\u003C\u002Fp>\n\n\u003Cp>b)Vaki hasar ve zararın işçinin kasıt, kusur veya ihmalinden mi, yoksa\nalet veya muharrik bir kuvvetin arızasından mı veya her iki tarafa ait\nmüşterek bir kusurdan mı ileri geldiği ve kusur nispeti,\u003C\u002Fp>\n\n\u003Cp>c)Hasar ve zararın miktarı ve bu miktarın işçi tarafından ödenmesi\ngereken kısmı,\u003C\u002Fp>\n\n\u003Cp>d)İlgililerin ve tanıkların beyan ve ifade tutanakları varsa diğer\ndelillere ait belge, tutanak ve ekleri,\u003C\u002Fp>\n\n\u003Cp>yer alır.\u003C\u002Fp>\n\n\u003Cp>Bu tutanak işverene veya işveren vekillerine, bir nüshası da kuruldaki\nSendika temsilcisine verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 123 - ZARAR TAKDİR TUTANAĞININ KESİNLİĞİ :\u003C\u002Fh3>\n\n\u003Cp>Yalnız işveren ve işçinin taraf olduğu olaylarda Zarar Takdir\nKomisyonunun düzenlediği tutanaklar kesindir. Ancak, İşveren veya işçi,\nbu tutanak veya sonuçları hakkında yasal süreler içinde dava\naçabilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 124 - ZARAR BEDELİNİN ÖDENMESİ :\u003C\u002Fh3>\n\n\u003Cp>İşveren \"Zarar Takdir Tutanağının\" bir nüshasını işçiye yazı ile\nbildirir. İşçi hasar ve zarar bedelini defaten ödeyebileceği gibi\nişverenle anlaşarak taksitle de ödeyebilir. Ancak, işçi zararı ödemeyi\nreddeder veya herhangi bir şekilde kaçınırsa, işveren yargı yollarına\nbaşvurur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 125 - HASAR VE ZARARIN İŞÇİ TARAFINDAN GİDERİLMESİ :\u003C\u002Fh3>\n\n\u003Cp>Hasar ve Zarar Takdir Tutanağının kendisine bildiriminden sonra işçi\ndilediği taktirde işverence saptanan normlara tam uymak ve verilen zamanda\nbitirmek şartıyla, hasarın giderilmesi için gerekli onarımı, işyeri\ndışında masraflarını kendisi ödeyerek yaptırabilir. Bu taktirde zararın\ntazmininden, onarımından sonraki muayene ve tesellüm raporunun\nonaylanmasıyla vazgeçilir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazalarında kasıt hali hariç hasara uğrayan işveren aracının\nişçinin çalıştığı ünitenin atölyelerinde yapılması mümkün olduğu\ntaktirde, hasara sebebiyet veren işçiden ancak, kullanılan malzemenin\nparası alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 126 - HASAR VE ZARAR DOĞURAN OLAY NEDENİYLE DİSİPLİN\nKOVUŞTURMASI :\u003C\u002Fh3>\n\n\u003Cp>İşçinin kasıt hali hariç, meydana gelecek hasar ve zarar dolayısıyla\nişçi hakkında disiplin kovuşturması yapılamaz. Zarar Takdir\nTutanağında, kasıtlı oldukları açıklanan işçiler için açılacak\ndisiplin kovuşturmasında, İşverenin disiplin bozucu hali öğrendiği\ntarih, komisyonca zarar takdir tutanağının işverene verildiği tarih olarak\nkabul edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XI. BÖLÜM DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 127 - DİSİPLİN CEZALARI :\u003C\u002Fh3>\n\n\u003Cp>Disiplin kovuşturmasını gerektiren fiillerle, bu fiillere disiplin\nkurullarınca takdir olunacak cezalar EK-VI sayılı cetvelde\ngösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 128 - YETKİ :\u003C\u002Fh3>\n\n\u003Cp>İşçilerin kusurları sebebiyle haklarında karar vermeye yetkili olanlar\nişyeri disiplin kurulu ile üst disiplin kuruludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 129 - DİSİPLİN İLE İLGİLİ HÜKÜMLER :\u003C\u002Fh3>\n\n\u003Cp>a) Genel Prensipler : Vazife icaplarını yerine getirmeyen, işyeri nizam\nve disiplinine uymayan kasıt veya kusuru ile hasar ve zararı ika eden, Kanun\nve Sözleşme hükümlerine açıkça aykırı olmayan emir ve nizamlara riayet\netmeyen Sendikalı işçiler, kasıt ve kusurun derecesine göre\ncezalandırılır.\u003C\u002Fp>\n\n\u003Cp>b) Cezanın nevileri : Disiplin cezaları; ihraç olmak üzere üç şekilde\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>c)Disiplin Kurulları, fiillerin hizalarında asgari ve azami hadler\ngösterilmişse bu hadler içinde fiilin ağırlığına göre ceza takdir\nedebilir.\u003C\u002Fp>\n\n\u003Cp>d)Gündelik kesiminde uygulama: Gündelik kesimi cezaları işçinin aylık\nistihkakından her ay için iki gündelik tutarından fazla kesilmemek\nsuretiyle yapılır.\u003C\u002Fp>\n\n\u003Cp>e)Tecziyesi bahis konusu olan Sendikalı işçiler, peşinen suçlu kabul\nedilemez. Suçlu olduğu delillerle usulüne göre sabit oluncaya kadar her\nişçi suçsuz sayılır.\u003C\u002Fp>\n\n\u003Cp>f)Bir suçtan dolayı işçiye verilmiş olan ceza itiraz halinde ikinci\nmerci tarafından ağırlaştırılamaz.\u003C\u002Fp>\n\n\u003Cp>g)İşçinin cezalandırılmasını gerekli kılan fiil ve hareketinin\nmahiyeti, işten çıkarılmasını gerektiriyorsa ve cezalandırılması\nmüstaceliyet arz ediyorsa, İşveren veya İşveren vekili İşçiyi geçici\nolarak işten el çektirir ve keyfiyeti 6 işgünü içinde İşyeri veya Üst\nDisiplin Kuruluna intikal ettirir. Disiplin Kurulları işten çıkarmaya karar\nvermediği ahvalde, İşçinin açıkta geçen günlere ait yevmiyeleri\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 130 - İŞYERİ DİSİPLİN KURULLARI :\u003C\u002Fh3>\n\n\u003Cp>Sendikalı İşçilerin disipline aykırı fiil ve hareketlerini inceleyip\nkarara bağlamakla görevli ve yetkili olmak üzere, işyeri disiplin kurulu\nteşkil edilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulu, üst yöneticinin görevlendireceği biri kurul başkanı\nolmak üzere iki işveren temsilcisi ve yetkili sendikanın görevlendireceği\niki temsilci olmak üzere dört kişiden oluşur.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulunda işveren ve sendika temsilcilerinin aynı sayıda\nyedekleri de asillerle birlikte tespit edilir. Asil temsilcilerin mazereti söz\nkonusu olduğunda, disiplin kurulu toplantılarına yedek üyeler iştirak eder\nve asil temsilciler gibi görev yaparlar.\u003C\u002Fp>\n\n\u003Cp>Taraflar, disiplin kurulundaki temsilcilerini diledikleri zaman\ndeğiştirmeye yetkilidirler.\u003C\u002Fp>\n\n\u003Cp>Disiplin kuruluna iştirak eden sendika temsilcilerinin yevmiyelerinden\nkesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Disipline aykırı fiil ve hareketten şahsen şikâyetçi olanlar, işyeri\ndisiplin kurulunda görevli olsalar dahi toplantıya iştirak edemezler,\nyerlerine yedek üyeler katılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 131 - İŞYERİ DİSİPLİN KURULLARININ TOPLANMA VE KARAR ALMA\nNİSABI :\u003C\u002Fh3>\n\n\u003Cp>İşyeri Disiplin Kurulları, Kurul başkanının üyelere yapacağı\nyazılı çağrı üzerine, çağrı yazısında belirtilen yer, gün ve saatte\nçoğunluğun iştiraki ile toplanır ve toplantıya iştirak edenlerin\nçoğunluğu ile karar verir. İşyeri Disiplin Kurulunun acilen toplanması\ngereken hallerde, Kurul Başkanı çağrıyı sözlü olarak da yapabilir.\nİşyeri Disiplin Kurulu Başkanının sözlü çağrısı üzerine toplanmış\nise bu husus kararda ayrıca belirtilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri Disiplin Kurulu Kararlarında oylar eşit olduğu taktirde Kurul\nBaşkanı oyunun bulunduğu görüş kararın geçerliliğini sağlar.\u003C\u002Fp>\n\n\u003Cp>Kurul Başkanının çağrı yazısının kurul toplantısının\nyapılacağı günden en az iki gün önce kurul üyelerine ulaştırılması\ngerekir. Kurul Başkanı, Sendika Temsilcileri için yazılı çağrıyı,\nyetkili işçi Sendikasının ilgili Şubesine de yapabilir. Bu durumda, ilgili\nŞube temsilcilerini çağrıdan haberdar etmekle ve kurul toplantısında\nbulundurmakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>Kurulda yetkili Sendikanın ilgili Şubesinin temsilcisi olan üyeleri,\nmeşru mazeretlerini yazı ile Kurul Başkanına bildirmeleri üzerine, kurul\ntoplantısı en çok 10 gün geciktirilebilir. Ancak, bu gecikme kurula\ntanınmış olan 20 günlük işi bitirme süresinden sayılmaz. Acil hallerde\nkurula yedek üyeleri iştirak eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 132 - DİSİPLİN OLAYININ SORUŞTURULMASI VE İŞYERİ DİSİPLİN\nKURULLARININ ÇALIŞMA TARZI :\u003C\u002Fh3>\n\n\u003Cp>Sendikalı işçilerin disipline aykırı fiil ve hareketlerine muttali olan\nyetkili amirler, gerekli soruşturmayı en geç 20 gün içinde tamamlamak ve\nbu süre içinde soruşturma evrakını disiplin kuruluna sevke yetkili makama\nyazılı olarak göndermek zorundadırlar. Ancak, denetçi soruşturmaları 20\ngünlük süreyle sınırlı değildir. Soruşturma, disipline aykırı fiil ve\nharekette bulunduğu iddia olunan İşçinin yazılı savunmasının alınması\nşarttır. Soruşturma evrakını disiplin kuruluna sevke yetkili makama\nyazılan yazıda disipline aykırı fiil ve hareketin, disiplin cezaları\ncetvelinde gösterilen disiplin cezalarından hangisi ile cezalandırılması\ngerektiği de bir görüş olarak belirtilir.\u003C\u002Fp>\n\n\u003Cp>Disipline aykırı fiil ve hareketten şahsen şikâyetçi olanlar,\nsoruşturmanın yapılmasında görev alamazlar.\u003C\u002Fp>\n\n\u003Cp>Soruşturma evrakını disiplin kuruluna sevke yetkili makam Enerji ve Tabii\nKaynaklar Bakanlığı Personel Dairesi Başkanıdır. Başkan soruşturma\nevrakını inceler ve yeterli bulduğu takdirde 5 gün içinde, yeterli\nbulmadığı takdirde noksanlarını gidererek 15 gün içinde işyeri disiplin\nkurulu başkanına intikal ettirir. Disiplin kurulu başkanı soruşturma\nevrakını aldığı günü takip eden ilk iş gününden itibaren 20 gün\niçinde sonuca varacak şekilde disiplin kurulunu toplantıya çağırır.\u003C\u002Fp>\n\n\u003Cp>Toplantı için çağrılan kurul üyeleri, kurul toplantısından önce,\nkurul başkanında bulunan soruşturma evrakını başkanın yanında\nincelemeye yetkilidirler.\u003C\u002Fp>\n\n\u003Cp>20 gün içinde soruşturma evrakını inceleyip, konuyu müzakere etmesi ve\nkararını vermesi gereken disiplin kurulu bu 20 günlük süre içinde ve\nkararını vermeden önce disipline aykırı fiil ve harekette bulunduğu iddia\nolunan işçiyi kurula davet edip, olayın oluş tarzını işçiden dinlemeye\nve gerektiğinde işçinin beyanlarını bir tutanakla tespit etmeye\nyetkilidir. Kurul üyelerinden birinin isteği üzerine ilgili işçi her halde\nkurula davet edilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulu, soruşturmanın derinleştirilmesine lüzum gördüğü\ntakdirde, soruşturma evrakını inceleyip müzakere etmesi ve karar vermesi\niçin tespit edilen 20 günlük süreyi gerekçeli bir kararla uzatabilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulu kararları gerekçeli olarak yazılır ve tarih sırasına\ngöre karar sıra numarasını taşırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 133 - İŞYERİ DİSİPLİN KURULU KARARLARININ ONAYLANMASI VE\nTEBLİĞİ :\u003C\u002Fh3>\n\n\u003Cp>İşyeri Disiplin Kurullarının verdiği kararlar, kurul toplantısında\nbulunanlarca imza edildikten sonra ertesi işgünü Kurul Başkanı tarafından\nsoruşturma evrakını Disiplin Kuruluna sevke yetkili makamın onayına\nsunulur. Kurul kararları, yetkili makamın onayı ile yürürlüğe girer.\nKurul kararlarını onaylamaya yetkili makam, 6 işgünü içinde kararı\nonaylamadığı taktirde, bu 6 işgününü geçtikten sonra iş\nsözleşmesinin feshi yetkisi kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>Onaylanan Disiplin Kurulu Kararının bir nüshası disipline aykırı fiil\nve harekette bulunması sebebiyle hakkında soruşturma yapılan işçiye\ntebliğ edilir. Birer nüshası da yetkili Sendikaya ve bu Sendikanın ilgili\nŞubesine gönderilir.\u003C\u002Fp>\n\n\u003Cp>İşçiye tebliğ edilmeyen ceza uygulanamaz. Tebligat Kanunu hükümleri\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 134 - ÜST DİSİPLİN KURULU :\u003C\u002Fh3>\n\n\u003Cp>Enerji ve Tabii Kaynaklar Bakanlığı Merkez Teşkilatında, Üst\nYöneticinin görevlendireceği biri kurul başkanı olmak üzere üç işveren\ntemsilcisi ve yetkili sendikanın görevlendireceği iki temsilci olmak üzere\nbeş kişiden oluşan bir üst disiplin kurulu oluşturulur.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulunda işveren ve sendika temsilcilerinin aynı sayıda\nyedekleri de asillerle birlikte tespit edilir. Asil temsilcilerin mazereti söz\nkonusu olduğunda, disiplin kurulu toplantılarına yedek üyeler iştirak eder\nve asil temsilciler gibi görev yaparlar.\u003C\u002Fp>\n\n\u003Cp>Taraflar, disiplin kurulundaki temsilcilerini diledikleri zaman\ndeğiştirmeye yetkilidirler. Ancak zorunluluk olmadıkça görev esnasında\nüst disiplin kurulu üyeleri değiştirilemez\u003C\u002Fp>\n\n\u003Cp>Disipline aykırı fiil ve hareketten şahsen şikâyetçi olanlar, üst\ndisiplin kurulunda görevli olsalar dahi toplantıya iştirak edemezler,\nyerlerine yedek üyeler katılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 135 - ÜST DİSİPLİN KURULUNUN GÖREV VE YETKİSİ :\u003C\u002Fh3>\n\n\u003Cp>Üst disiplin kurulu;\u003C\u002Fp>\n\n\u003Cp>a)İşyeri disiplin kurulu kararlarına karşı işçi tarafından\nyapılacak itirazları inceleyip karara bağlamakla,\u003C\u002Fp>\n\n\u003Cp>b)Sendika işyeri temsilcileri ile işyerlerinde çalışan sendika yönetim\nkurulu üyelerinin disipline aykırı fiil ve hareketlerini inceleyip karara\nbağlamakla,\u003C\u002Fp>\n\n\u003Cp>görevli ve yetkilidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 136 - ÜST DİSİPLİN KURULUNUN TOPLANMA VE KARAR ALMA NİSABI :\u003C\u002Fh3>\n\n\u003Cp>Üst disiplin kurulu, kurul başkanının üyelere yapacağı çağrı\nüzeri-| ne, çağrı yazısında belirtilen gün, saat ve yerde çoğunluğun\nbir araya gelmesiyle toplanır ve toplantıya iştirak edenlerin çoğunluğu\nile karar verir. Üst disiplin kurulunun acilen toplanması gereken hallerde I\nkurul başkanı çağrıyı sözlü olarak da yapabilir. Üst disiplin kurulu,\nbaşkanın sözlü çağrısı üzerine toplanmış ise bu husus kararda\nayrıca belirtilir.\u003C\u002Fp>\n\n\u003Cp>Üst disiplin kurulu kararlarında oylar eşit olduğu takdirde, kurul\nbaşkanı oyunun bulunduğu görüş kararın geçerliliğini sağlar. Kurul\nbaşkanının çağrı yazısının, kurul toplantısının yapılacağı\ngünden en az 2 gün önce kurul üyelerine ulaştırılması gerekir. Kurul\nbaşkanı yetkili sendika temsilcileri için yazılı çağrıyı ilgili\nşubeye de yapabilir. Bu durumda ilgili şube, temsilcilerini çağrıdan\nhaberdar etmekle ve kurul toplantısında bulundurmakla yükümlüdür. Kurulda\nyetkili sendika temsilcileri olarak bulunan \"üyelerin meşru mazeretlerini\nyazı ile kurul başkanına bildirmeleri üzerine kurul toplantısı en çok 10\ngün geciktirilebilir. Acil hallerde kurula yedek üyeler iştirak eder. Üst\ndisiplin kurulu ilk toplantısında göreve başlamış sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 137 - ÜST DİSİPLİN KURULUNUN ÇALIŞMA TARZI :\u003C\u002Fh3>\n\n\u003Cp>a)İşyeri disiplin kurulunca verilmiş olan disiplin cezalarına işçiler,\nkararın kendilerine tebliğini müteakip 15 gün içinde işveren vekiline\nitiraz etmek hakkına sahiptirler. İtiraz dilekçe ile yapılır ve bu\ndilekçede itiraz sebepleri açıkça belirtilir.\u003C\u002Fp>\n\n\u003Cp>İtiraz dilekçeleri, soruşturma evrakı ve işyeri disiplin kurulu kararı\nile birlikte en geç bir hafta içinde üst disiplin kurulu başkanlığına\nintikal ettirilir. Kurul başkanı en geç bir hafta içinde kurul üyelerine\ntoplantı için çağrıda bulunmak zorundadır. Toplantı için çağrılan\nkurul üyeleri kurul toplantısından önce kurul başkanında bulunan itiraz\ndilekçesi, soruşturma evrakı ile işyeri disiplin kurulu kararını\nincelemeye yetkilidirler.\u003C\u002Fp>\n\n\u003Cp>İlk toplantısında göreve başlayan üst disiplin kurulu, incelemelerini\ngenel olarak evrak üzerinde yapar. Gerekirse müphem kalan hususlarda\nişçinin tekrar savunmasını alır. Tanıkların ifadelerine başvurabilir.\nKurul, lüzum görürse işçi şifahen de dinlenebilir. İhraç cezası bahis\nkonusu ise işçi, itiraz dilekçesinde talep etmişse kurulca dinlenir.\u003C\u002Fp>\n\n\u003Cp>b) Sendika işyeri temsilcileri ile işyerlerinde çalışan sendika\nyönetim kurulu üyelerinin disipline aykırı fiil ve hareketlerini inceleyip\nkarara bağlamakla da görevli ve yetkili olan üst disiplin kurulu, disiplin\nolayının soruşturulması ve işyeri disiplin kurullarının çalışma\ntarzı\" başlıklı 132. maddede belirtildiği şekilde işyeri disiplin\nkurullarının çalışma tarzına uygun çalışma yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 138 - ÜST DİSİPLİN KURULU KARARININ ONAYLANMASI VE TEBLİĞİ\n:\u003C\u002Fh3>\n\n\u003Cp>Üst disiplin kurulu kararları kurul toplantısında bulunanlarca imza\nedildikten sonra ertesi işgünü kurul başkanı tarafından üst yöneticinin\nveya yetki verdiği yardımcısının onayına sunulur ve kararın onaylanması\nile kesinleşir.\u003C\u002Fp>\n\n\u003Cp>Kurul kararları altı işgünü içinde onaylanmadığı takdirde iş\nsözleşmesinin feshi yetkisi kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>Onaylanan kurul kararlarının bir nüshası hakkında soruşturma yapılan\nişçiye tebliğ edilir. Bir nüshası sendikaya, bir nüshası da sendikanın\nilgili şubesine gönderilir. İşçiye tebliğ edilmeyen ceza uygulanamaz.\nTebligat Kanunu hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 139 - İHRAÇ CEZALARININ KALDIRILMASI HALİNDE YAPILACAK İŞLEM\n:\u003C\u002Fh3>\n\n\u003Cp>Yetkili disiplin kurullarınca verilen ihraç cezalarına işçi tarafından\nüst disiplin kuruluna yapılan itiraz sonucu, ihraç cezası kaldırıldığı\ntakdirde, işçiye açıkta geçirdiği günlere ait istihkakları tam olarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>İşyeri veya üst disiplin kurulu, işe son verme cezasını hareketin\nmahiyetine ve suçlunun geçmiş hizmetlerine ve sicilinin durumuna nazaran\nçok ağır bulursa, suçlunun yazılı rızasını alarak yevmiye kesimi\ncezası ile birlikte işverenin başka bir işyerine nakline karar verebilir.\nŞu kadar ki; işçinin nakle rıza göstermemesi halinde iş akdi ihbarsız ve\ntazminatsız olarak feshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 140 - CEZANIN HAFİFLETİLMESİ :\u003C\u002Fh3>\n\n\u003Cp>Geçmiş hizmetleri sırasındaki çalışmaları olumlu olup da\nkıymetlendirme fişindeki tavır, hareket ve dürüstlük notu 15'den aşağı\nolmamak kaydıyla kıymetlendirme fişi notu toplamı 75 ve daha yukarı olan\nişçiler için verilecek cezaların hafifletme sırası ihraç cezası 5-6\nyevmiye cezasına; 4 yevmiye cezası 3'e; 3 yevmiye cezası 2'ye; 2 yevmiye\ncezası 1'e; 1 yevmiye cezası ihtar cezasına indirilir. Ceza cetvelinde\nişlenen bir fiile karşı sadece ihraç cezası konmuş ise bu fiil için\ndisiplin kurulunca oybirliği ile ihraç kararı verilmiş ise, cezanın\nhafifletilmesi yoluna gidilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 141 - KARARLARIN TEBLİĞİ :\u003C\u002Fh3>\n\n\u003Cp>a) İş kanununda öngörülen altı işgünlük sürenin başlangıcı\ndisiplin kurulu kararının iş akdini feshe yetkili İşveren veya İşveren\nvekiline tevdi tarihidir.\u003C\u002Fp>\n\n\u003Cp>b)İşçiye ihraç cezası verildiği taktirde durum kendisine kurul\nkararının yetkili şahsa tevdi tarihinden itibaren altı işgünü içinde\nişçinin bağlı bulunduğu işyeri amirliğince yazılı olarak ve kararın\nmahiyeti anlatılarak duyurulur. İşçinin tebellüğden kaçınması halinde\ntutanak düzenlenir. Bu tutanakta Sendika temsilcisinin imzası bulunur. Karar,\ntebliğ veya tutanak tanzim tarihinde hüküm ifade eder. İşçi geçici\ngörevle işyeri dışında bulunuyorsa işyerine çağrılır ve tebliğ\nişyerinde yapılır. Bu halde 6 günlük süre işçinin işyerine geldiği\ngünden itibaren başlar.\u003C\u002Fp>\n\n\u003Cp>c)İşçi hakkında alınan ihraç kararı, işçinin hastalık, izin,\ngeçici askerlik hizmeti gibi sebeplerle tespit edilen veya bıraktığı\nadreste tebligata yarar adresine (b) bendinde yazılı süre içinde iadeli\ntaahhütlü mektup ile tebliğ yapılmış olur.\u003C\u002Fp>\n\n\u003Cp>d)İşçi hastanede yatıyorsa, ihraç kararı kendisine hastaneden\nçıktıktan sonra tebliğ edilir. Bu halde dahi 6 günlük sürenin\ngeçirildiği ileri sürülemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 142 - KARARLARIN SAKLANMASI :\u003C\u002Fh3>\n\n\u003Cp>Disiplin Kurulu Kararları, işçinin gizli dosyasında saklanır:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 143 - TEKERRÜR:\u003C\u002Fh3>\n\n\u003Cp>İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 6 ay içinde aynı fiili işlemesi halinde, sözleşmenin\nEK-VI sayılı ceza cetvelinde gösterilen cezalar sırasıyla takdir olunur.\nAynı fiilin 6 aydan uzun bir zaman içinde tekerrürü halinde işçiye o fiil\niçin bir önce takdir olunan ceza kategorisi uygulanır. İki (dahil) veya\ndaha yukarı muhtelif fiillerden bir yıl içinde üç defa ceza alan bir\nişçinin aynı yıl içinde dördüncü bir fiil için ceza tespiti\ngerektiğinde, bu fiili için verilmesi gereken ceza evvelki fiillerin\nmahiyetleri ve verilen cezalar da nazara alınarak disiplin kurullarınca\nserbestçe takdir olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XII. BÖLÜM ÇEŞİTLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>MADDE 144 - ÖLEN İŞÇİ VE AİLESİNİN BAŞKA YERE NAKLİ :\u003C\u002Fh3>\n\n\u003Cp>a)Vefat eden işçinin varislerinden birinin cenazeyi nakletmek istemesi\nhalinde, kanuni formaliteleri Sendikaca ikmal edilip ve masrafları İşverence\nkarşılanmak suretiyle cenaze istenilen yere nakledilir.\u003C\u002Fp>\n\n\u003Cp>b)Ölümün vuku bulduğu mahalde defnedilecek cenazeye katılmak isteyen\nişçileri taşımak üzere, İşverence vasıta tahsis edilir ve işi\naksatmayacak şekilde ücretli izin verilir. Ayrıca cenazenin defin\nişlemlerini ikmal etmek için de bir araç tahsis edilir. Keza bir araçta\ncenaze evine makul süreler için gönderilir.\u003C\u002Fp>\n\n\u003Cp>c)Bu uygulama işçinin eş ve bakmakla mükellef oldukları çocukları ile\nanne ve babası için de aynen uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 145 - İŞÇİLERE ÖDENECEK YOLLUK :\u003C\u002Fh3>\n\n\u003Cp>İşçilere geçici ve sürekli görev yollukları, Bütçe Kanunu ile\nHarcırah Kanunu hükümleri uyarınca ödenir.\u003C\u002Fp>\n\n\u003Cp>Geçici görev yolluğu alan işçilerin, bu görevin devamı süresince\nyaptıkları fazla çalışmalara ait ücretleri ile tatil günü ücretleri\nİTİS hükümlerine göre ödenir.\u003C\u002Fp>\n\n\u003Cp>Geçici görevle gönderilen işçilere, seyahate çıkmadan önce, bu\ngörev için tahakkuk edecek yolluklarından mahsup edilmek üzere, yeteri\nkadar avans ödemesi yapılır. Yolluk avansının yasal süresi içinde mahsup\nedilmesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 146 - YURT DIŞINA GÖNDERİLECEK İŞÇİLER :\u003C\u002Fh3>\n\n\u003Cp>İşverence yurt dışına gönderilecek işçilerin İTİS' den doğan hak\nve yükümlülükleri devam eder ve bu işçilere yurt dışında bulundukları\nsüre zarfında Harcırah Kanunu hükümlerine göre yurt dışı geçici\ngörev yolluğu ile gidiş-dönüş masrafları ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 147 - İŞYERLERİNİN DEVRİ HALİ :\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinin devri konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 148 - STATÜ DEĞİŞİKLİĞİ :\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşme kapsamındaki işyerlerinde çalışan taraf Sendika üyesi\nişçilerin, memur kadrolarına veya sözleşmeli personel kadrolarına\ngeçirilmesinde mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 149 - SATINALMA KOMİSYONLARINA İŞÇİ TEMSİLCİLERİNİN\nKATILMASI :\u003C\u002Fh3>\n\n\u003Cp>İşçilere bu İTİS ile tanınan giyim eşyalarının temini için satın\nalma söz konusu olduğunda, kurulacak satın alma komisyonlarında \"Teslim\ntesellüm ve muayene de dahil\" bir Sendika temsilcisi bulundurulur. Bu temsilci\ntaraf Sendika veya ilgili Şubesi tarafından tayin edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 150 - MAZERETLE İŞE GELMEYENLER :\u003C\u002Fh3>\n\n\u003Cp>Hastalık veya diğer bir mazerete binaen işe gelemeyecek olanlar\nzamanında amirlerini haberdar ederler. Fevkalade hallerde önceden haber\nveremeyenler ilk fırsatta amirlerine, gelmeyiş sebeplerini duyurmaya\nmecburdurlar. Bu imkanı bulamayanlar ise, işe gelmeme sebeplerini izah ve\nispata mükelleftirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 151 - İŞ TARİFLERİ CETVELİNDE DEĞİŞİKLİK :\u003C\u002Fh3>\n\n\u003Cp>İşveren, Türkiye İş Kurumunca çıkartılan meslekler sözlüğüne,\ngelişen teknolojiye ve idari gereklere göre, Sendikanın da görüşünü\nalarak cetvelde değişiklik yapabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 152 - İŞ KAZASI SEBEBİYLE SAKATLIK HALİNDE ÇALIŞMA :\u003C\u002Fh3>\n\n\u003Cp>İş kazası sebebiyle sakat kalan İşçilerden, Sağlık Kurullarınca\nsakatlığı çalışmasına engel olmadığı belirtilen işçiler,\nücretlerinden bir indirim yapılmaksızın varsa durumlarına uygun bir işte\nçalıştırılırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK MADDE 1: EK ÖDEME\u003C\u002Fh3>\n\n\u003Cp>İşçilere, müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, toplu iş sözleşmesinin birinci yılında yılda bir defa ve\nMayıs Ayında brüt 810.(Sekizyüzon) TL ek ödeme yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yıl Mayıs ayında ise, birinci\nyıl Mayıs ayından itibaren ikinci yıl Mayıs Ayına kadar gerçekleşecek\nolan ücret zammı oranlarında artırılarak uygulanacaktır. Bu uygulama\nsonucu oluşan yarım kuruşa kadar olan kesirler dikkate alınmaz, yarım\nkuruş ve üzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIII. BÖLÜM GEÇİCİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1 - FARKLARIN ÖDENME ZAMANI :\u003C\u002Fh3>\n\n\u003Cp>Toplu İş sözleşmesinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar kurumun\nbütçe imkânları göz önüne alınarak gecikmeden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-monitoring\">\u003Ch3>GEÇİCİ MADDE 2\u003C\u002Fh3>\n\n\u003Cp>İşverence bu Toplu İş Sözleşmesi döneminde işletmede görülmekte\nolan tehlikeli ve ağır işler için risk analizi çalışması\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>İşletmeye özgü sorunlar taraflar arasında görüşülerek çözüme\nkavuşturulur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 3\u003C\u002Fh3>\n\n\u003Cp>Kanunla, başka kamu kurum ve kuruluşlarından devredilen ve taraf sendika\nüyesi olan işçiler, üyeliklerinin işverene bildirildiği tarihten itibaren\niş bu toplu iş sözleşmesi hükümlerine tabi olurlar. Bu işçilerin, taraf\nsendikaya üye olmadan önce kendileri hakkında uygulanmakta olan iş veya\ntoplu iş sözleşmesi hükümlerinin uygulanmasına ve bu hükümler\ngereğince yapılan her türlü ödemeye son verilir ve işçiler işbu toplu\niş sözleşmesinin sağlamış olduğu hakların dışında idari ve mali\nherhangi bir hak talep edemezler.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu işçilerin brüt çıplak ücretleri iş bu toplu iş\nsözleşmesinden yararlanmaya başladıkları tarih itibariyle aynı kıdemdeki\nemsali işçilerin; aynı kıdemde emsali işçi olmaması durumunda en yakın\nkıdemdeki emsali işçilerin ücretlerinden düşük olmayacaktır. Bu\nişçilere uygulamanın yapıldığı dönem için ayrıca ücret zammı\nyapılmayacaktır. Emsal mukayesesinde devirle gelen işçiye Enerji ve Tabii\nKaynaklar Bakanlığı tarafından verilen görev dikkate alınacaktır.\nDevirle gelen işçilerin işe giriş tarihi hususunda (Sadece bu fıkranın\nuygulaması bakımından) devreden kamu işverenindeki kıdemi esas\nalınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İMZA VE TEATİ\u003C\u002Fh2>\n\n\u003Cp>Kamu İşletmeleri İşverenleri Sendikası (KAMU-İŞ) ile Türkiye Enerji,\nSu ve Gaz İşçileri Sendikası (TES-İŞ) arasında Enerji ve Tabii Kaynaklar\nBakanlığı Merkez Teşkilatı (14 Nolu işkolunda faaliyet gösteren)\nişyerleri için akdedilen 01.03.2019-28.02.2021 yürürlük süreli ve 152\nAsıl, 1 Ek Madde, 3 Geçici Madde ve 7 Cetvelden ibaret işbu Toplu İş\nSözleşmesi 16.10.2019 tarihinde Ankara'da imza ve teati edilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>EK - I : KADEME VE POZİSYON DEĞİŞİKLİKLERİNDE UYGULANACAK YEVMİYE\nCETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>DERECE\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>01.03.2019 - 31.08.2019 POZİSYON DEĞİŞİKLİĞİ\n (TL\u002FGÜN)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>01.09.2019 - 29.02.2020 POZİSYON DEĞİŞİKLİĞİ\n (TL\u002FGÜN)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>01.03.2019 - 28.02.2021 KADEME TERFİİ (KRŞ\u002FGÜN)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>6,86\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>7,13\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>6,67\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>6,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>6,49\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>6,75\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>6,44\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>6,70\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>6,32\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>6,57\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>6,25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>6,50\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>6,21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>6,46\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"53\">\u003Cp>8\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"143\">\u003Cp>6,16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>6,41\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"144\">\u003Cp>17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pozisyon değişikliğinde uygulanacak yevmiye cetveli, sözleşmenin ikinci\nyılının birinci ve ikinci altı aylarında ücret zammı oranında ve\nücretin zamlandığı tarih itibariyle artırılarak uygulanacaktır. Bu\nuygulamalar sonucu oluşa¬cak olan Yarım Kuruş ve üzeri küsuratlar bir\nkuruşa tamamlanacak, Yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>EK - II : 01.03.2019- 29.02.2020 TARİHLERİ ARASINDA İŞE ALINACAK\nİŞÇİLERE UYGULANACAK YEVMİYE CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003C\u002Fdiv>\u003Ctable style=\"height: 432px;\" border=\"1\">\n \u003Ctbody>\n \u003Ctr style=\"height: 64px;\">\n \u003Ctd style=\"height: 64px; width: 56.8594px;\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height: 64px;\">\u003Ctd style=\"height: 64px; width: 56.8594px;\">\u003Cp>DERECE\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 64px; width: 215px;\">\u003Cp>01.03.2019-31.08.2019\n (TL\u002FGÜN)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 64px; width: 216px;\">\u003Cp>01.09.2019-29.02.2020\n (TL\u002FGÜN)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height: 46px;\">\n \u003Ctd style=\"height: 46px; width: 56.8594px;\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 215px;\">\u003Cp>117,70\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 216px;\">\u003Cp>122,41\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height: 46px;\">\n \u003Ctd style=\"height: 46px; width: 56.8594px;\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 215px;\">\u003Cp>116,02\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 216px;\">\u003Cp>120,66\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height: 46px;\">\n \u003Ctd style=\"height: 46px; width: 56.8594px;\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 215px;\">\u003Cp>115,04\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 216px;\">\u003Cp>119,64\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height: 46px;\">\n \u003Ctd style=\"height: 46px; width: 56.8594px;\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 215px;\">\u003Cp>113,44\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 216px;\">\u003Cp>117,98\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height: 46px;\">\n \u003Ctd style=\"height: 46px; width: 56.8594px;\">\u003Cp>5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 215px;\">\u003Cp>111,55\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 216px;\">\u003Cp>116,01\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height: 46px;\">\n \u003Ctd style=\"height: 46px; width: 56.8594px;\">\u003Cp>6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 215px;\">\u003Cp>110,43\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 216px;\">\u003Cp>114,85\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height: 46px;\">\n \u003Ctd style=\"height: 46px; width: 56.8594px;\">\u003Cp>7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 215px;\">\u003Cp>109,95\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 216px;\">\u003Cp>114,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height: 46px;\">\n \u003Ctd style=\"height: 46px; width: 56.8594px;\">\u003Cp>8\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 215px;\">\u003Cp>109,39\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"height: 46px; width: 216px;\">\u003Cp>113,77\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height: 46px;\">\u003Ctd style=\"height: 46px; width: 216px;\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşe Alınacak İşçilere Uygulanacak Yevmiye Cetveli, sözleşmenin\nikinci yılının birinci ve ikinci altı aylarında ücret zammı oranında ve\nücretin zamlandığı tarihler itibariyle artırılarak uygulanacaktır. Bu\nuygulamalar sonucu oluşacak olan Yarım Kuruş ve üzeri küsuratlar bir\nkuruşa tamamlanacak, Yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>İşe yeni giren işçiler işe girdikleri döneme ait işe giriş yevmiye\ncetve¬lindeki ücret ile işe başlatılırlar. Bu işçilere ayrıca işe\ngirdikleri döneme ait ücret zammı uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>EK - III : ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI\nİŞYERLERİNDE UYGULANAN İŞ DEĞER DERECELERİ VE GÖREV UNVANLARINI\nGÖSTERİR CETVEL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\">\u003Cp>\u003Cstrong>İşdeğer Derecesi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>Sıra\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>No\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Görev Unvanı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Branşı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\">\u003Cp>\u003Cstrong>I.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Tekniker\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat,\n v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\" rowspan=\"2\">\u003Cp>\u003Cstrong>II.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Teknisyen\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat, Teknik\n Ressam,\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>Matbaa v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Ustabaşı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhî Tesisat,\n v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\" rowspan=\"3\">\u003Cp>\u003Cstrong>III.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Kalifiye İşçi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Usta\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat,\n v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>3\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Oto Teknik\n Kontrolörü\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\" rowspan=\"2\">\u003Cp>\u003Cstrong>IV.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Şoför\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>B, C, D, E Sınıfı Sürücü\n Belgeli vb. belgesi olanlar\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Aşçıbaşı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\" rowspan=\"3\">\u003Cp>\u003Cstrong>V.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Büro İşçisi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Bilgisayar (Veri Kayıt\n Operatörü), Arşivci, Ambarcı, Evrak Kayıtçısı, Sekreter,\n Tahakkukçu, Mutemet, v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Teknisyen Yrd.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat,\n v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>3\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Aşçı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\">\u003Cp>\u003Cstrong>VI.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Bakıcı Anne\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Çocuk Gelişimi\n v.b.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\">\u003Cp>\u003Cstrong>VII.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Bahçıvan\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 71.6562px;\" rowspan=\"4\">\u003Cp>\u003Cstrong>VIII.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Genel Hizmet\n İşçisi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\">\u003Cp>\u003Cstrong>Dağıtıcı, Hizmetli,\n v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Bulaşıkçı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>3\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Garson\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd style=\"width: 42.0469px;\">\u003Cp>\u003Cstrong>4\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 122.703px;\">\u003Cp>\u003Cstrong>Aşçı\n Yardımcısı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd style=\"width: 231.594px;\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK - IV : ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI\nİŞYERLERİNDE SANAT SINIFI PERSONELİ KIYMETLENDİRME FİŞLERİNİN TANZİM\nVE TATBİK ŞEKLİNİ GÖSTERİR AÇIKLAMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler için örneği açıklama eki olarak bulunan Kıymetlendirme\nFişi tanzim olunur. Bu fişler, Ankara'daki personel için Ekim ayı, Ankara\ndışındaki işyerlerinde çalışan personel için de Aralık ayı içinde\ndüzenlenir. En geç bu aylar sonunda Personel ve Eğitim Dairesi\nBaşkanlığına tevdi edilir.\u003C\u002Fp>\n\n\u003Cp>Fişlerin tanziminde aşağıdaki hususlar göz önünde tutulur.\u003C\u002Fp>\n\n\u003Cp>1. Tezkiye Amirleri :\u003C\u002Fp>\n\n\u003Cp>Ankara'daki işyerleri için birinci tezkiye amiri Şube Müdürleri, ikinci\ntezkiye amiri Başkanlar veya Ünite amirleridir. Başkan veya ünite amirinin\nbirinci tezkiye amiri olması, hallerinde; ikinci tezkiye amiri ilgisine göre\nGenel Müdür Yardımcısı veya Genel Müdürdür. Ankara dışındaki\nişyerleri için, birinci tezkiye amiri işyerleri Şetleri, ikinci tezkiye\namiri ilgili Daire Başkanlarıdır. Ankara dışındaki işyerleri personel\niçin, ikinci tezkiye amiri olan Daire Başkanları, kanaatlerini sınava\nistinat ettirebilirler. Bu husus Genel Müdürün tasvibine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>2. Birinci tezkiye amirleri fişi bizzat doldurup tarih ve imzasını\nkoyduktan sonra kapalı bir zarf içinde ikinci tezkiye amirlerine tevdi\nederler. İkinci tezkiye amirleri de fişlerde kendisine ait sükunu doldurup\ntarih ve imzasını attıktan, fişlerin mahremiyetine azami derecede itina\nedilerek kapalı bir zarf içinde Personel ve Eğitim Dairesi Başkanlığına\nveya ilgili Daire Başkanlığına (Bizzat Daire Başkanı tarafından\naçılacaktır.) ibaresi yazılarak tevdi ederler.\u003C\u002Fp>\n\n\u003Cp>3.Fişlere yazılacak rakamlar üzerinde silinti, kazıntı, karalama\nyapılamaz. Yanlış yazılan bir rakam üzeri düzgün çizilerek kenarı\nparafe edilir ve üstüne rakamın doğrusu yazılır.\u003C\u002Fp>\n\n\u003Cp>4.Fişler tek nüsha olarak tanzim ile personelin muamelat ve şahsi\ndosyasında ayrı gizli sicil dosyasında muhafaza edilir.\u003C\u002Fp>\n\n\u003Cp>5.Fişlerin ihtiva ettiği :\u003C\u002Fp>\n\n\u003Cp>a)(Görevindeki bilgisi ve randımanı) sualinin tam notu 60,\u003C\u002Fp>\n\n\u003Cp>b)(İşine bağlılığı işini tertip ve tanzim) sualinin tam notu 20,\u003C\u002Fp>\n\n\u003Cp>c)(Tavır hareket ve dürüstlüğü) sualinin tam notu 20 olmak üzere;\numumi tam not yekunu 100'dür.\u003C\u002Fp>\n\n\u003Cp>Fişlere tezkiye amirleri kesinti not takdir edemezler. İki amirin not\nortalamalarının kesirli olması halinde not tam nota iblağ edilir.\u003C\u002Fp>\n\n\u003Cp>6. Birinci ve ikinci tezkiye amirlerinin notları ortalaması, personelin o\nyıla ait kıymetlendirme notudur. Ve kademe terfii için bu not\nortalamasının asgari 65 olması şarttır. Ancak, kıymetlendirme fişinin\ntavır, hareket ve dürüstlüğü ortalama notu 16'dan aşağı olduğu\ntakdirde, not yekunu 65 ve daha yukarı olsa dahi personel o yıl için terfi\nedemez.\u003C\u002Fp>\n\n\u003Cp>Tavır, hareket ve dürüstlük notunun 16'dan aşağı verilebilmesi için\no tezkiye devresinde personelin cezayı müstelzim hareketinden dolayı\ndisiplin cezası almış olması asgari şarttır. Ancak, her disiplin cezası\nsebebiyle bu notun kırılması gerekmez. İhtar cezası terfii engellemez.\u003C\u002Fp>\n\n\u003Cp>Çalışma bakımından diğer hususlarda yeterli görülmeyen Sendikalı\nişçiler, Temmuz ayının sonuna kadar İşveren veya İşveren vekilleri\ntarafından yazılı ve gerekçesi açıkça belirtilerek ikaz edilir. Bu ikaza\nrağmen durumunu düzeltmeyenler, kademe terfiine tabi tutulmazlar.\u003C\u002Fp>\n\n\u003Cp>Kendisine yazılı bir ikazda bulunulmayan işçi, o yıl için iyi tezkiye\nedilmiş sayılır. İyi tezkiye anlamı 65 ve daha yukarı puandır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>EK - V : ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI\nİŞYERLERİ KORUYUCU GİYİM EŞYASI CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 694px;\" border=\"1\" width=\"694\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>GÖREV ÜNVANLARI\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Yazlık İş Elbisesi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Kışlık İş Elbisesi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Parka\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Lastik Çizme\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Uzun İş Gömleği\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Arazi Ayakkabısı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Ayakkabı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Frenk Gömlek\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>.S:\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong><D\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>o\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Pantolon\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Hasır Şapka\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Eldiven\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Yün Başlık\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Yün Çorap\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>Yün Fanila\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>Uzun Kilot\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Tekniker (Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, inşaat, Sıhhi Tesisat,\n v.s.)\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>2\u002F1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Teknisyen (Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, inşaat, Sıhhi Tesisat, Teknik\n Ressam, v.s.)\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>2\u002F1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Ustabaşı (Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, inşaat, Sıhhi Tesisat,\n v.s.)\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>2\u002F1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Kalifiye işçi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\"> \u003C\u002Ftd>\n \u003Ctd width=\"27\"> \u003C\u002Ftd>\n \u003Ctd width=\"27\"> \u003C\u002Ftd>\n \u003Ctd width=\"27\"> \u003C\u002Ftd>\n \u003Ctd width=\"27\"> \u003C\u002Ftd>\n \u003Ctd width=\"28\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Usta (Torna, Motor, Oto Elektrik, Oto Teknik,\n Telefon, Elektrik, Marangoz, inşaat, Sıhhi Tesisat, v.s.)\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>2\u002F1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Oto Teknik Kontrolörü\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Şoför\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>2\u002F1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Büro işçisi (Bilgisayar, Veri Kayıt\n Operatörü), Arşivci,\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>Ambarcı, Evrak Kayıtçısı, Sekreter, Tahakkukçu,\n Mutemet, v.s.)\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Teknisyen Yardımcısı (Torna, Motor, Oto\n Elektrik, Oto Teknik, Telefon, Elektrik, Marangoz, inşaat, Sıhhi\n Tesisat, v.s.)\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>2\u002F1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Aşçıbaşı, Aşçı, Aşçı\n Yrd.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>2\u002F1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Bahçıvan\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Genel Hizmet işçisi (Dağıtıcı, Hizmetli\n vs.)\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Bulaşıkçı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"264\">\u003Cp>\u003Cstrong>Garson\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u002F2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"27\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"28\">\u003Cp>\u003Cstrong>-\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KORUYUCU GİYİM EŞYASI İLE İLGİLİ ESASLAR\u003C\u002Fp>\n\n\u003Cp>1.Bu listedeki PARKALAR (1\u002F2 2 yıl), ÇİZMELER (2\u002F1 yıl), LASTİK TABANLI\nİŞ AYAKKABISI (1 yıl), ARAZİ AYAKKABISI (1 Yıl), KIŞLIK ELBİSE ( 1\nYıl), YAZLIK ELBİSE (Kot kumaşından 1 yıl), UZUN İŞ GÖMLEĞİ (2\u002F1 6\nayda 1 defa), GÖMLEK, CEKET ve PANTOLON (1 yıl) süreyle miadlıdır. Listede\nkayıtlı koruyucu giyim eşyası alanlar bunu zati olarak kullanırlar.\nListede kayıtlı olmamasına rağmen, arazi olarak bu eşyanın kullanılması\ngereken hizmet için, parka ve çizme ihtiyacı doğarsa hak sahibi olmayan\nişçilere verilmek üzere ambarda bulundurulur. İşçi işi bitince bu\neşyayı ambara iade eder.\u003C\u002Fp>\n\n\u003Cp>2.Yukarıdaki listede kayıtlı olmamasına rağmen, hizmet icabı\nkullanılmak üzere baret, koruyucu gözlük, yüz siperi, başlık (yün vs.),\nfitreli toz maskesi, kulak tıkacı, süzgeçli gaz maskesi, lastik kasık veya\nboy çizmesi, ölçü tulumu, emniyet kemeri, eldiven (deri, yün, vs.) önlük\n(plastik, deri vs.) kar rasat elbisesi, (kar rasatlarına giden personel için)\nyağmurluk, arazi botu, lastik tabanlı güvenlik ayakkabısı, çelik burunlu\nkoruyucu iş ayakkabısı gibi koruyucu güvenlik eşyası ambarda bulundurulur\nve işçiye verilir. Bu hizmetlerin bitiminde işçi bunları ambara iade\neder.\u003C\u002Fp>\n\n\u003Cp>Bu eşyalar miatla bağlı olmayıp, hizmetin gereği olarak kullanmaya\nelverişli halde bulundurulur.\u003C\u002Fp>\n\n\u003Cp>3.Lastik tabanlı güvenlik ayakkabısı verilenlere, görev unvanı\nkarşısında kayıtlı olsa bile ayrıca lastik tabanlı iş ayakkabısı\nverilmez.\u003C\u002Fp>\n\n\u003Cp>4.Bekçilere tek tip üniforma, koruyucu giyim eşyası İşverence tespit\nedilip verilir. Yazlık gömlekler poplin kumaştan verilecektir.\u003C\u002Fp>\n\n\u003Cp>5.Görev unvanı haricinde 6 aydan fazla süre ile bir başka görevde\nistihdam edilen işçilere çalıştıkları görev unvanının karşılığı\nkoruyucu giyim eşyası verilir. Bu süre Sondaj Kamplarında 3 aydır.\u003C\u002Fp>\n\n\u003Cp>6. Ambar işçileri için çelik burunlu koruyucu iş ayakkabısı servis\nemrinde bulundurulur.\u003C\u002Fp>\n\n\u003Cp>7.Emeklilik, ölüm ve görev değişikliği nedeniyle işten ayrılmalarda\nverilen giyim eşyası geri alınmaz. Diğer ayrılmalarda miadlı giyim\neşyalarının bedeli kullanılan süre ile orantılı olarak geri alınır.\u003C\u002Fp>\n\n\u003Cp>8.(SE) işaretli servis emrinde bulundurulmayı ifade etmektedir.\u003C\u002Fp>\n\n\u003Cp>9.(xx) işaretiyle gösterilen görev unvanlarına verilen koruyucu giyim\neşyaları yılda en az bir ay araziye çıkmak kaydıyla verilir.\u003C\u002Fp>\n\n\u003Cp>10.Merkez işyerinde aşçıbaşı, aşçı ve aşçı yardımcısı olarak\nçalışanlara şekli işverence tespit edilecek yılda 2 adet beyaz pantolon,\nceket ve yılda bir çift terlik verilir. Bulaşıkçı olarak çalışanlara\nda yılda bir çift terlik verilir.\u003C\u002Fp>\n\n\u003Cp>11.Merkez işyerinde ocakçı ve garson olarak çalışanlara şekli\nişverence tespit edilecek 2 garson ceketi, 2 adet pantolon, 2 adet gömlek ve\n1 papyon kravat 2 yıl miadlı verilir.\u003C\u002Fp>\n\n\u003Cp>12.Merkez işyerinde meydancı-temizlikçi ve vasıfsız işçi (geçici\ndahil) görev unvanında olup, kat hizmetlerinde görevlendirilenlere şekli\nişverence tespit edilecek tek tip kıyafet verilir. Bu tip kıyafet alanlara\nayrıca yazlık-kışlık iş elbisesi verilmez. Yılda bir frenk gömleği\nverilir.\u003C\u002Fp>\n\n\u003Cp>13.Kışlık koruyucu giyim eşyası ve ayakkabılar Ekim ayında, yazlık\ngiyim eşyası Nisan ayında verilir. Gecikmelerdeki miat hesabında ekim ve\nNisan ayları esas alınır. Ancak bu İTİS'le yeni ilave edilen koruyucu\ngiyim eşyalarının tedarik ve dağıtımlarında Nisan ve Ekim aylarının\ngeçmesi halinde bu giyim eşyası geriye dönük verilmeyecektir.\u003C\u002Fp>\n\n\u003Cp>14.Laboratuarlarda görevli meydancı-temizlikçilere 2 adet uzun iş\ngömleği verilir, yazlık-kışlık iş elbisesi verilmez.\u003C\u002Fp>\n\n\u003Cp>15.Makam şoförü olarak görevlendirilenlere şekli İşverence tespit\nedilecek tek tip kıyafet 2 yıl miatla verilir. Bu kıyafeti alanlara ayrıca\ngömlek, ceket ve pantolon verilmez.\u003C\u002Fp>\n\n\u003Cp>16.Merkez işyerinde meydancı-temizlikçi olarak görev yapan kadın\nişçilere 3 yıl miadlı Manto, 2 yıl miadlı etek, bluz ve bir çift\niskarpin verilir.\u003C\u002Fp>\n\n\u003Cp>17.Yazlık ve kışlık iş elbiseleri görev icabı giyilmez hale gelen\nişçilere bir takım daha bu elbiselerden verilir.\u003C\u002Fp>\n\n\u003Cp>18.9 ve 10.sıradaki (ceket, pantolon) takım elbise olarak verilir.\u003C\u002Fp>\n\n\u003Cp>19.Galeri ve tünel açılmalarında çalışan işçilere ayrıca kot\nkumaştan yapılmış tulum elbise verilir.\u003C\u002Fp>\n\n\u003Cp>20.Meydancı, temizlikçi kreş ve santralde çalışan bayanlara manto,\netek, bluz ayakkabı verilir.\u003C\u002Fp>\n\n\u003Cp>21.Kışlık iş elbiseleri kadife kumaştan, yazlık iş elbiseleri kot\nkumaştan olacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK - VI : ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI\nİŞYERLERİ DİSİPLİN CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"8\" width=\"485\">\u003Cp>SUÇUN BİRİNCİ DEFASINDA VE\n TEKERRÜRÜNDE VERİLECEK CEZALAR\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>Sıra\u003C\u002Fp>\n\n \u003Cp>No\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Cezayı Gerektiren Fiil ve Hareketler\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1.Defa\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2.Defa\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3.Defa\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4.Defa\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>5.Defa\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Bir ay içerisinde mazeretsiz olarak 15 dakikaya kadar\n işe geç gelmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Sözlü\u003C\u002Fp>\n\n \u003Cp>Uyarma\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Sözlü\u003C\u002Fp>\n\n \u003Cp>Uyarma\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Yazılı\u003C\u002Fp>\n\n \u003Cp>Uyarma\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Yazılı\u003C\u002Fp>\n\n \u003Cp>Uyarma\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Bir sene içerisinde mazeretsiz olarak bir saate kadar\n geç gelmek (her defasında Pazar gündeliği kesilmekle beraber)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Sözlü\u003C\u002Fp>\n\n \u003Cp>Uyarma\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Sözlü\u003C\u002Fp>\n\n \u003Cp>Uyarma\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Yazılı\u003C\u002Fp>\n\n \u003Cp>Uyarma\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Yazılı\u003C\u002Fp>\n\n \u003Cp>Uyarma\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>3.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>1. ve 2. Bentlerdeki sebepler yüzünden ihtar alan\n personelin 1 sene içinde aynı fiili tekrar etmesi halinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>4.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşveren izin almaksızın veya haklı bir sebebe\n Dayanmaksızın 1 ay içinde 1 gün işe gelmemek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>5.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşverenden izin almaksızın veya haklı bir sebebe\n dayanmaksızın ardı ardına 2 gün veya 1 ay içinde 2 defa herhangi\n bir tatil gününden sonraki işgünü veya 1 ayda içinde 3 iş günü\n işe gelmemek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>6.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>6 Ay içinde iş saati bitmeden izinsiz olarak\n işyerini terk etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>7.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Tamarüzle viziteye çıkmak (X)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>8.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Vazifeye sarhoş gelmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>9.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İş saatinde yapması gereken işleri yapmayarak\n hususi işleriyle meşgul olmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>10.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İş saatlerinde idarenin alet ve malzemesi ile hususi\n işler yapmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>11.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İş saatlerinde arkadaşlarını lüzumsuz yere\n meşgul etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>12.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İş saatlerinde etrafını rahatsız edecek şekilde\n bağırmak, konuşmak veya şarkı söylemek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>13.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İş saatlerinde uyumak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>14.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İş yerlerinde iş saatlerinde içki veya uyuşturucu\n madde kullanmak veya işyerinde bulundurmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>15.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Amirlerine karşı hürmetsizlik etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>16.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Amirlerine karşı hakaret, tehdit veya tecavüzde\n bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>17.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Arkadaşlarına, maiyetine veya iş sahiplerine kaba\n muamelede bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>18.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Arkadaşlarına, maiyetine veya iş sahiplerine\n karşı hakaret, tehdit veya tecavüzde bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>19.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Amirleri, arkadaşları veya maiyeti hakkında\n asılsız veya yanlış şaiyalar çıkarmak, asılsız ihbar ve\n şikayetlerde bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>20.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Amirleri tarafından verilen emir ve işleri\n yapmamak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>21.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Yapması gereken işi yapmadığı halde yapmış gibi\n göstermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>22.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Hasta olmadığı halde kendisini hasta gibi\n göstermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>4 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>6 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>23.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Edep ve ahlaka mugayir hareketlerde bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>24.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Emniyeti suiistimal etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>25.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Rüşvet almak, rüşvet vermek veya bunlara\n teşebbüs etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>26.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Gizli tutulması icap eden vazifeye müteallik\n sırları menfaat mukabilinde ifşa etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>27.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Gizli tutulması gereken vazifeyi müteallik sırları\n ifşa etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>28.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşyerinde kavga çıkartmak veya kavga çıkmasına\n sebebiyet vermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>29.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Yapılan sınav ve denetlemelerde başkasından\n yardım istemek ve kopya çekmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>30.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşyerinde siyasi propaganda yapmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>31.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İdareye ve görevlilere ait mal çalmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>32.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İdareye ait malzeme vasıta veya şahısları zati\n işlerinde kullanmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>33.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Kendisine mevdu alet, malzeme ve vasıtayı iyi\n muhafaza etmeyerek zayiine ve bozulmasına sebebiyet vermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Tazmin\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Tazmin\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Tazmin ve İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Tazmin ve 2 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>34.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşyerinin malı olan veya olmayıp da emaneti\n altında bulunan makineleri tesisat veya sair eşya ve maddeleri 30\n günlük ücretinin tutarı ile ödenemeyecek derece hasara\n uğratmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Tazmin ve 3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Tazmin ve İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>35.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Kendisine mevdu, alet, malzeme veya vasıtanın bakım\n ve temizliğini ihmal etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>36.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İdareye ait malzeme ve kırtasiyeyi israf etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>37.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşyerinde mevcut alet malzeme veya şahısların\n maruz kaldıkları tehlike anında gereken yardımı yapmamak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>38.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşyerinde dikkatsizliği ve tedbirsizliği\n yüzünden bir Yangın başlangıcına sebebiyet vermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>39.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Vazifesine karşı ve lakaydı göstermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>40.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>41.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Personelin işyerinde, 7 günden fazla hapisle\n cezalandırılan ve cezası ertelenmeyen bir suç işlemesi\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>42.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Vazife saatinde kumar oynamak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>43.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşyerinde vazife saati dışında kumar oynamak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>44.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşin yapılmasında amirlerine veya kendisiyle\n beraber çalışanlara zorluk göstermek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>45.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Hizmet akdi yapıldığı sırada bu akdin esaslı\n noktalarından birine müteallik vasıflar veya şartlar kendisinde\n bulunmadığı halde bunları haiz olduğunu ileri sürmek veyahut\n hakikate uygun olmayan malumat vermek veya beyanda bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"51\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>46.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Zaruret olmadıkça iş münasebetlerinde ve şahsi\n İşlerde merci tecavüzünde bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>1. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>2. Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"1\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>47.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşveren veya vekillerinin yahut bunların aile\n efradından birinin şeref ve namusuna halel getirecek veya ahlakını\n ifsat edecek mahiyette sözler söylemek veya hakarette bulunmak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"1\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>48.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İdari mevzuatı ve hizmet akdi ile tespit edilen\n şartlar gereğince yapmakla mükellef bulunduğu ödevleri ifaden\n kendisine vaki yazılı ihtara rağmen imtina etmek\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"1\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>49.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>İşveren tarafından verilen giyim eşyası ile bu\n eşyaları temin etmek üzere bedeli ödenenler dahil gerekli giyim\n eşyasını almamak ve işyerinde kullanmamak\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhtar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>3 Yev.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>Giyim\u003C\u002Fp>\n\n \u003Cp>Eşyası\u003C\u002Fp>\n\n \u003Cp>bedeli\u003C\u002Fp>\n\n \u003Cp>geri\u003C\u002Fp>\n\n \u003Cp>alınır.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"1\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"37\">\u003Cp>50.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Türk Devletinin Ülkesi ve Milleti ile bölünmez\n bütünlüğüne, Milli Egemenliğe, Cumhuriyete, Milli Güvenliğe,\n Türk Silahlı Kuvvetlerine karşı işlenen suçlar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\">\u003Cp>İhraç\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"50\"> \u003C\u002Ftd>\n \u003Ctd width=\"1\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"7\" width=\"484\">\u003Cp>NOT:\u003C\u002Fp>\n\n \u003Cp>1- Yukarıdaki ceza cetvelinde belirtilmeyen bir suçun işlenmesi\n halinde; suç işleyen işçiye hareketinin durumuna göre, bu cetvelde\n belirtilen cezalardan biri kıyas yoluyla verilir.\u003C\u002Fp>\n\n \u003Cp>2- Disiplin Kurulunda ihraç cezası verilmiş bulunan işçilerin,\n kararı onaylamaya yetkili makam tarafından bu cezaların\n hafifletilmesi düşünüldüğü takdirde, işçinin 10yevmiyesine\n kadar cezaen kesilmesi suretiyle tecziyesi mümkündür.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"1\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK - VII : ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI\nİŞYERLERİNDE UYGULANAN İŞ DEĞER DERECELERİ VE GÖREV UNVANLARINI\nGÖSTERİR CETVELE GÖRE SINAV USULLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>İşdeğer Derecesi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>Sıra\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>No\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Görev Unvanı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Branşı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>Yazılı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>Sözlü\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>Pratik\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>I.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Tekniker\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto Teknik,\n Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat, v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" width=\"39\">\u003Cp>\u003Cstrong>II.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Teknisyen\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto Teknik,\n Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat, Teknik Ressam,\n v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Ustabaşı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto Teknik,\n Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat, v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\" width=\"39\">\u003Cp>\u003Cstrong>III.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Kalifiye İşçi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Usta\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto Teknik,\n Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat, v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>3\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Oto Teknik Kontrolörü\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" width=\"39\">\u003Cp>\u003Cstrong>IV.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Şoför\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>B, C, D, E Sınıfı Sürücü Belgeli vb.\n belgesi olanlar\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Aşçıbaşı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\" width=\"39\">\u003Cp>\u003Cstrong>V.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Büro İşçisi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Bilgisayar (Veri Kayıt Operatörü),\n Arşivci, Ambarcı, Evrak Kayıtası, Sekreter, Tahakkukçu, Mutemet,\n v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Teknisyen Yrd.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Torna, Motor, Oto Elektrik, Oto Teknik,\n Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat, v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>3\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Aşçı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>VI.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Bakıcı Anne\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Çocuk Gelişimi v.b.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>VII.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Bahçıvan\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>X\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"40\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Genel Hizmet işçisi\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>\u003Cstrong>Dağıtıcı, Hizmetli, v.s.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"40\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\">\u003Cp>\u003Cstrong>VIII.\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Bulaşıkçı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"40\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>3\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Garson\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"40\"> \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>\u003Cstrong>4\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"81\">\u003Cp>\u003Cstrong>Aşçı Yardımcısı\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"39\"> \u003C\u002Ftd>\n \u003Ctd width=\"40\"> \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\n",{"coverunion_trigger":42,"coverunion_comments":46,"JOBTITLE_trigger":50,"jobclassifaction1":54,"TRAINING_trigger":56,"trainingprogrammes":59,"contracttrial":63,"severance":67,"contractseverancepay1":71,"contracttrialperiod":73,"sicknesspay":77,"disabilitypay":81,"healthcareaccess":85,"healthandsafetypolicy":89,"protectiveclothing":93,"hivpolicy":97,"monitoring":101,"funeralpay":105,"longtermillness":109,"funeralpaytype":113,"paidpaternityleave":117,"childcareleave":120,"deathrelatives":124,"marriage":128,"maternity_nursing_breaks_duration":131,"breastfeeding_workingtime":135,"nursingmothers":138,"nursingfacilities":142,"childcareprovision":144,"hourspday_select":146,"dayspweek":150,"hoursovertimemax":154,"PAIDLEAV_trigger":158,"bankholidays1":162,"TRADEUNLEAV_trigger":166,"WAGES_trigger":170,"WAGES_comments_txt":173,"PAYSCALES_trigger":177,"LOWWAGE_trigger":181,"lowwageamount":183,"STRUCINCR_trigger":187,"ONCERISE_trigger":191,"ONCERISE2_trigger":195,"OVERTIME_trigger":199,"HARDSHIP_trigger":203,"schedulesrestpw":207,"SUNDAY_trigger":211,"COMMUTE_trigger":215,"mealvouchers":219,"strikes_trigger":223,"apprenticeships":227,"ONCERISE3_trigger":231,"SENIOR_trigger":235},{"bindId":43,"name":44,"text":45},"coverunion_trigger","b)Şahıs Bakımından : İTİS' in yer bakımı","b)Şahıs Bakımından : İTİS' in yer bakımından uygulama alanına giren\nişyerlerinde çalışan sözleşmenin 2. Maddesinin (h) fıkrasında\ntanımlanan Sendikalı işçilere uygulanır.",{"bindId":47,"name":48,"text":49},"coverunion_comments","c)İşçilere Uygulanması : Bu toplu iş söz","c)İşçilere Uygulanması : Bu toplu iş sözleşmesi işçi sendikasına\nüye olanlara uygulanır. İşbu toplu iş sözleşmesinden dayanışma aidatı\nödeyerek yararlanmak isteyen işçiler ancak imza tarihinden sonra ve\nişverene başvuruda bulundukları tarihten itibaren yararlanırlar. Bu toplu\niş sözleşmesinin imzalanması tarihinde işçi sendikasına üye olanlar\nyürürlük tarihinden itibaren, imza tarihinden sonra üye olanlar ise,\nüyeliklerinin işçi sendikasınca işverene bildirildiği tarihten itibaren\nbu toplu iş sözleşmesinin hak ve menfaat sağlayan hükümlerinden\nyararlanırlar.",{"bindId":51,"name":52,"text":53},"JOBTITLE_trigger","EK - III : ENERJİ VE TABİİ KAYNAKLAR BAK","EK - III : ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI\nİŞYERLERİNDE UYGULANAN İŞ DEĞER DERECELERİ VE GÖREV UNVANLARINI\nGÖSTERİR CETVEL\n\n\n\n\n \n \n İşdeğer Derecesi\n \n Sıra\n\n No\n \n Görev Unvanı\n \n Branşı\n \n \n \n I.\n \n 1\n \n Tekniker\n \n Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat,\n v.s.\n \n \n \n II.\n \n 1\n \n Teknisyen\n \n Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat, Teknik\n Ressam,\n\n Matbaa v.s.\n \n \n \n 2\n \n Ustabaşı\n \n Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhî Tesisat,\n v.s.\n \n \n \n III.\n \n 1\n \n Kalifiye İşçi\n \n  \n \n \n 2\n \n Usta\n \n Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat,\n v.s.\n \n \n \n 3\n \n Oto Teknik\n Kontrolörü\n \n  \n \n \n IV.\n \n 1\n \n Şoför\n \n B, C, D, E Sınıfı Sürücü\n Belgeli vb. belgesi olanlar\n \n \n \n 2\n \n Aşçıbaşı\n \n  \n \n \n V.\n \n 1\n \n Büro İşçisi\n \n Bilgisayar (Veri Kayıt\n Operatörü), Arşivci, Ambarcı, Evrak Kayıtçısı, Sekreter,\n Tahakkukçu, Mutemet, v.s.\n \n \n \n 2\n \n Teknisyen Yrd.\n \n Torna, Motor, Oto Elektrik, Oto\n Teknik, Telefon, Elektrik, Marangoz, İnşaat, Sıhhi Tesisat,\n v.s.\n \n \n \n 3\n \n Aşçı\n \n  \n \n \n VI.\n \n 1\n \n Bakıcı Anne\n \n Çocuk Gelişimi\n v.b.\n \n \n \n VII.\n \n 1\n \n Bahçıvan\n \n  \n \n \n VIII.\n \n 1\n \n Genel Hizmet\n İşçisi\n \n Dağıtıcı, Hizmetli,\n v.s.\n \n \n \n 2\n \n Bulaşıkçı\n \n  \n \n \n 3\n \n Garson\n \n  \n \n \n 4\n \n Aşçı\n Yardımcısı\n \n  \n \n \n",{"bindId":55,"name":52,"text":53},"jobclassifaction1",{"bindId":57,"name":58,"text":58},"TRAINING_trigger","IX. BÖLÜM EĞİTİM",{"bindId":60,"name":61,"text":62},"trainingprogrammes","MADDE 116 - İŞÇİNİN EĞİTİMİ : İşveren ça","MADDE 116 - İŞÇİNİN EĞİTİMİ :\n\nİşveren çalıştırdığı işçilerin veriminin yükseltilmesine dönük\nolarak mesleki bakımdan gelişmelerini sağlayacak eğitimlerin yapılmasını\nsağlar. İşçinin bilgi ve becerisini artırmak suretiyle verimin\nyükseltilmesi gayesine matuf olarak, Sendikayla İşveren tarafından\nmüştereken düzenlenecek kurs ve seminerlere iştirak edecek işçilerin\nyevmiyeleri kesilmez. Bu seminer veya kurslar için salon,araç ve gereçler\nİşverence sağlanır.\n\nYukarıdaki fıkrada belirtilen gaye ile İşverenle mutabık kalınarak\nhazırlanan eğitim programı çerçevesinde Sendika tarafından tertiplenecek\nseminer ve konferanslara katılacak işçilerin yevmiyeleri kesilmez.\n\nSendika tarafından tertiplenecek bu Şekildeki kurslar veya seminerler\niçin, İşveren kendi salon, araç ve gereçlerini bedelsiz olarak tahsis\neder.\n\nİşveren tarafından düzenlenen eğitime iştirak edenler İşveren\ntarafından temin edilecek yatakhanelerde iskan edilirler. Bu gibilerin kurs\nyevmiyeleri hakkında Kanun hükümleri uygulanır.\n\nDeğişik bir görev yerine yerleştirilmek üzere İşveren tarafından\ntertiplenmiş çeşitli ihtisas ve yerleştirme kurslarına katılan ve\nbaşarı kazananların, işyerlerinde görmüş oldukları kursla ilgili bir\ngörevin zuhur etmesi halinde, açılan kursa katılmamış işçilerin,\nhiçbir istekli bulunmaması kaydıyla derhal ve kursta aldıkları puanlara\ngöre ihtiyaç miktarınca o göreve intibakları yapılarak atanırlar. Ancak,\nkursa iştirak etmemiş işçilerden de bu göreve istekli bulunduğu taktirde,\nİşveren tarafından kursa girenleri de kapsayacak şekilde bir yarışma\nsınavı düzenlenerek, sonucuna göre başarılı olanlardan en yüksek puan\nalmış bulunanlar puan sırası esas alınarak atanırlar. Puanların eşit\nolması halinde kursa iştirak edenler tercih edilir.",{"bindId":64,"name":65,"text":66},"contracttrial","MADDE 32 - DENEME SÜRESİ : İlk defa göre","MADDE 32 - DENEME SÜRESİ :\n\nİlk defa göreve alınan işçi, bir aylık deneme süresine tabi tutulur.\nBu süre içinde taraflar iş sözleşmesini bildirimsiz ve tazminatsız\nfeshedebilirler.\n\nAncak, işçinin çalıştığı günler için ücret hakkı saklıdır.\nGörev değişikliklerinde deneme süresi hükmü uygulanmaz.",{"bindId":68,"name":69,"text":70},"severance","MADDE 47 - KIDEM TAZMİNATI : İşçilerin k","MADDE 47 - KIDEM TAZMİNATI :\n\nİşçilerin kıdem tazminatları her hizmet yılı için 40 günlük\nücretleri tutarında hesap edilerek yasa hükümlerine göre ödenir.\n\nAncak 01.03.1993 tarihinden sonra işe girecek işçiler için yasal süre\nuygulanır.",{"bindId":72,"name":69,"text":70},"contractseverancepay1",{"bindId":74,"name":75,"text":76},"contracttrialperiod","İlk defa göreve alınan işçi, bir aylık d","İlk defa göreve alınan işçi, bir aylık deneme süresine tabi tutulur.\nBu süre içinde taraflar iş sözleşmesini bildirimsiz ve tazminatsız\nfeshedebilirler.",{"bindId":78,"name":79,"text":80},"sicknesspay","Sosyal Güvenlik Mevzuatına uygun olarak ","Sosyal Güvenlik Mevzuatına uygun olarak hastalık izini verilen işçi bu\nsürece izinli sayılır. SGK'ca ödenmeyen ilk iki günlük yevmiyesi\nİşverence ödenir. Ancak, bu şekilde yapılan ödemeler yılda 20 günü\ngeçemez. İşçinin işyerinin bulunduğu mahal veya başka bir mahalle sevki\nsuretiyle viziteye çıktığı güne ait yevmiyesi kesilmez. Keza işçi\nviziteye çıktığı o gün için işçinin ihtiyari dışında muayenesi\nyapılmayıp, Doktor tarafından bir sonraki gün gelmesi, vizite kağıdına\nişaret edilmiş ise, İşçinin müteakip gün viziteye çıkması\ndolayısıyla de o güne ait ücreti kesilmez. Ancak, bu gibi hallerde işçi,\ndurumu İşverene bildirmek mecburiyetindedir.",{"bindId":82,"name":83,"text":84},"disabilitypay","İş kazası ile ilgili olarak verilen isti","İş kazası ile ilgili olarak verilen istirahat ve tedavilerde geçen\nsüreye ait (geçen süre ne olursa olsun) günler için de yukarıdaki\nşekilde işlem yapılır.\n\nAyrıca iş kazalarına münhasır olmak üzere henüz kusur tespiti\nkesinleşmemiş ve anlaşmazlık devam etmekteyse, bu durumdan mutazarrır olan\nişçilere SGK'ca iş göremezlik ödeneği verilmediği taktirde İTİS'in\ntabii afetler için avansa ilişkin maddesindeki kefalet şartlarıyla olayın\ndevam ettiği sürece beher ay için 15 günlük çıplak yevmiyelerinin neti\ntutarında avans verilir.\n\na)Bu avans işçinin SGK'dan geçici iş göremezlik ödeneğini alması\nhalinde öncelikle kapatılacaktır. Ödenek yeterli olmadığı taktirde\nbakiyesi işçinin aylığının 1\u002F4'ü tutarında eşit taksitler halinde\nkesilmesi suretiyle avansın mahsubu sağlanır.\n\nb)İşçinin kusuru dolayısıyla SGK'ca geçici iş göremezlik ödeneği\nverilmediği taktirde bu avans keza işçinin aylığının 1\u002F4'ü nispetinde\neşit taksitlerle İşverene geri ödenir. Ancak her mali yıl sonundan önce\nişçi mahsubu yapılmamış bakiye miktarının tamamını işyerine iade\nederek avansı kapatır. Bu şekilde iade edilen bakiye miktar kadar bir avans\nyeni mali yılın ilk ayı içerisinde İşçiye yeniden verilerek ay be ay\nevvelce belirlenmiş eşit taksitlerin mahsubuna devam olunur. Bu işlem\navansın tamamı tahsil edilinceye kadar sürdürülür.",{"bindId":86,"name":87,"text":88},"healthcareaccess","MADDE 107 - HEKİM VEYA SAĞLIK KURULUNA S","MADDE 107 - HEKİM VEYA SAĞLIK KURULUNA SEVK İŞLEMİ:\n\na)İşbaşında iken rahatsızlanıp hekim muayenesi isteminde bulunan\nişçi, işverene haber vermesi kaydıyla sağlık kurumuna gönderilir.\n\nb)İşyerinde meydana gelecek acil vakalarda ve iş kazalarında bir yandan\nişçinin sağlık durumunun gerektirdiği sağlık yardımlarının savsama ve\ngecikme olmadan yerine getirilmesi ve daha kötü sonuçlardan kaçınılması\niçin hasta odası, revir, ecza dolabı gibi imkânlar kullanılırken öbür\nyandan hasta veya yaralıların en yakın hekime veya sağlık kurumuna\nsüratle sevk önlemleri alınır. Bu gibi hallerde yasal işlemler hasta veya\nyaralının sevkinden sonraya ertelenebilir.\n\nc)Hastalığı dolayısıyla işyerine gelip işbaşı yapmayan işçinin,\ndurumu işverene bildirmesi kaydıyla sağlık kurumuna sevki sağlanır.\n\nd)Geçici görev ve izin hallerinde işyeri merkezi uzağında hastalanan\nişçiler o anda bulundukları işveren teşkilatına başvurup durumlarını\nbildirirler. Ancak, bunun için işçinin hüviyetini göstermesi ve bağlı\nbulunduğu işyeri sicil numarası ile sigorta sicil numarasını bildirmesi ve\nişlemin ardından durumunun bağlı olduğu işyerine bildirilmesini istemesi\nzorunludur. İşverenin o yerde teşkilatı yoksa, nüfus cüzdanı ile en\nyakın sağlık kurumuna başvurur ve durumunu bağlı olduğu işyerine bizzat\nbildirir.\n\n\n\nMADDE 108 - MUAYENE İÇİN HASTANEYE GİDENLERE VASITA TAHSİSİ :\n\na)Çalıştıkları işyeri ile muayene için gidecekleri hastane arasında\nmuayyen tarifeli nakil vasıtası olmaması halinde, hastaneye muayeneye\ngidecek işçiler için öğleden önce vasıta tahsis edilir.\n\nb)Acil hallerde, işyeri ile sağlık kurumu arasında muayyen tarifeli\nvasıta olup olmamasına bakılmaksızın hastanın İşverence temin edilecek\nvasıta ile sağlık kurumuna sevki sağlanır.",{"bindId":90,"name":91,"text":92},"healthandsafetypolicy","MADDE 105 - İŞYERLERİNDEKİ SAĞLIK VE GÜV","MADDE 105 - İŞYERLERİNDEKİ SAĞLIK VE GÜVENLİK ESASLARI :\n\na)İşveren, işyerinde iş sağlığı ve güvenliğini sağlamak, korumak,\niş kazası ve meslek hastalıklarını önlemek için; iş sağlığı ve\ngüvenliği mevzuatı hükümleri çerçevesinde gerekli tedbirleri almak,\nuygulamak ve iş sağlığı ve güvenliği kurullarını kurmakla\nyükümlüdür.\n\nb)İşçiler ise; bu amaçla yapılmış düzenlemelere aynen uymak usul ve\nşartların paylarına düşen yönleri için sorumlu davranmak, bu hususlarda\nkendilerinden beklenileni zamanında noksansız yapmak zorundadırlar.\n\nc)Taraflar, işçilere yapmakta oldukları işlerde uymaları gerekli\nsağlık ve güvenlik önlemlerinin ve kurallarının neler olduğunu\nöğretmek ve genel bilgileri vermek hususunda gayret gösterirler.",{"bindId":94,"name":95,"text":96},"protectiveclothing","MADDE 113 - KORUYUCU GİYİM EŞYASI VE MAL","MADDE 113 - KORUYUCU GİYİM EŞYASI VE MALZEMESİ :\n\nİşçilere görevlerini yaparken çalışma şartlarının zorunlu\nkıldığı ve İş Sağlığı ve Güvenliği Mevzuatı esaslarına göre\nİşverence verilmesi zorunlu Koruyucu Giyim Eşyası ve Malzemesi ayni olarak\nsağlanır.\n\nİşçiler, bu eşya ve malzemeyi işbaşında belirtilmiş kurallara göre\nve miatları doluncaya kadar kullanmak zorundadırlar.",{"bindId":98,"name":99,"text":100},"hivpolicy","MADDE 110 - İŞÇİLERİN GENEL MUAYENELERİ ","MADDE 110 - İŞÇİLERİN GENEL MUAYENELERİ :\n\nİşveren, gezici İSG araçlarında işçilerin sağlık muayenelerinin\nyapılmasını sağlar.\n\nİş Sağlığı ve Güvenliğine İlişkin İşyeri Tehlike Sınıfları\nTebliği ekin- | deki cetvelde belirtilen tehlike sınıfına göre çalışan\nişçiler, Bakanlıkça belirlenen düzenli aralıklarla sağlık muayenesinden\ngeçirilirler ve bu I işçiler için özel sağlık kartları tutulur.",{"bindId":102,"name":103,"text":104},"monitoring","GEÇİCİ MADDE 2 İşverence bu Toplu İş Söz","GEÇİCİ MADDE 2\n\nİşverence bu Toplu İş Sözleşmesi döneminde işletmede görülmekte\nolan tehlikeli ve ağır işler için risk analizi çalışması\nyapılacaktır.\n\nİşletmeye özgü sorunlar taraflar arasında görüşülerek çözüme\nkavuşturulur.",{"bindId":106,"name":107,"text":108},"funeralpay","MADDE 144 - ÖLEN İŞÇİ VE AİLESİNİN BAŞKA","MADDE 144 - ÖLEN İŞÇİ VE AİLESİNİN BAŞKA YERE NAKLİ :\n\na)Vefat eden işçinin varislerinden birinin cenazeyi nakletmek istemesi\nhalinde, kanuni formaliteleri Sendikaca ikmal edilip ve masrafları İşverence\nkarşılanmak suretiyle cenaze istenilen yere nakledilir.\n\nb)Ölümün vuku bulduğu mahalde defnedilecek cenazeye katılmak isteyen\nişçileri taşımak üzere, İşverence vasıta tahsis edilir ve işi\naksatmayacak şekilde ücretli izin verilir. Ayrıca cenazenin defin\nişlemlerini ikmal etmek için de bir araç tahsis edilir. Keza bir araçta\ncenaze evine makul süreler için gönderilir.\n\nc)Bu uygulama işçinin eş ve bakmakla mükellef oldukları çocukları ile\nanne ve babası için de aynen uygulanır.",{"bindId":110,"name":111,"text":112},"longtermillness","a)Görevini yaparken uğradığı iş kazası v","a)Görevini yaparken uğradığı iş kazası veya meslek hastalığı\nnedeniyle işinden ayrılan İşçilerden, tedavileri sonucu iyileşenlerin\nişbaşı edebileceklerini belirleyen sağlık kurul raporunun tarihinden\nsonraki 60 gün,\n\nb)Hastalık izinleri sonunda iyileşmemeleri halinde işinden ayrılan\nişçilerden, hastalıklarının tamamen geçtiğini ve işbaşı\nedebileceklerini belirten sağlık kurulu raporlarının verildiği tarihten\nsonraki 60 gün,\n\nc)Görevini yaparken uğradığı iş kazası veya meslek hastalığı\nsonucu ölen veya çalışamaz raporu alan işçilerin eş ve çocuklarından\nyalnız bir tanesi, ölüm veya maluliyet tarihinden sonraki 60 gün,\n\niçinde İşverene başvurup işe alınma isteminde bulunurlarsa öncelik\nverilmek suretiyle işe alınırlar.\n\n\n\nMADDE 44 - İŞ SÖZLEŞMESİNİN SONA ERMESİ :",{"bindId":114,"name":115,"text":116},"funeralpaytype","a) İşçinin eş veya çocuklarının (doğum s","a) İşçinin eş veya çocuklarının (doğum sonrası ölüm de dahil),\nana veya babasının ölümü halinde, ölümün; sözleşmenin birinci\nyılının birinci altı ayında olması halinde 309,75 TL, ikinci altı\nayında olması halinde 322,14 TL,\n\nb) İşçinin ölümü halinde, ölümün; sözleşmenin birinci yılının\nbirinci altı ayında olması halinde kanuni mirasçılarına 516,14 TL. ikinci\naltı ayında olması halinde kanuni mirasçılarına 536,79 TL,\n\nc)İş kazası veya meslek hastalığı nedeniyle ölüm halinde, ölümün,\nsözleşmenin birinci yılının birinci altı ayında olması halinde kanuni\nmirasçılarına 825,83 TL, ikinci altı ayında olması halinde kanuni\nmirasçılarına 858,86 TL, ölüm yardımı yapılır.",{"bindId":118,"name":119,"text":119},"paidpaternityleave","Eşlerinin doğum yapması halinde 5 gün,",{"bindId":121,"name":122,"text":123},"childcareleave","Eşi ve çocukları ile ana ve babasının ağ","Eşi ve çocukları ile ana ve babasının ağır bir hastalık veya trafik\nkazasına maruz kalıp, tedavi maksadıyla hastaneye götürülmesi veya\nyatması halinde, tevsik edilmek kaydıyla her defasında 3 gün,\n\nÇocukların sünnetlerinde ve evlenmelerinde 1 gün,\n\nİşçinin evlat edinmesi halinde 3 gün,\n\nİşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde on güne kadar, ücretli izin\nverilir.",{"bindId":125,"name":126,"text":127},"deathrelatives","Eş ve çocuklarının ölümü halinde 7 gün, ","Eş ve çocuklarının ölümü halinde 7 gün,\n\nAna-baba ve kardeşlerinin ölümü halinde 5 gün,\n\nKayınvalide ve kayınpederinin ölümü halinde 2 gün,",{"bindId":129,"name":130,"text":130},"marriage","Evlenmeleri halinde 5 gün,",{"bindId":132,"name":133,"text":134},"maternity_nursing_breaks_duration","c)Kadın işçilere 1 yaşından küçük çocukl","c)Kadın işçilere 1 yaşından küçük çocuklarını emzirmeleri için\ngünde 1,5 saat emzirme izni verilir.",{"bindId":136,"name":137,"text":137},"breastfeeding_workingtime","f)Günlük emzirme izin süreleri,",{"bindId":139,"name":140,"text":141},"nursingmothers","MADDE 112 - EMZİRME ODASI VE ÇOCUK BAKIM","MADDE 112 - EMZİRME ODASI VE ÇOCUK BAKIM YURDU (KREŞ) :\n\nGebe ve Emziren Kadınların Çalışma Şartları ile Emzirme Odaları ve\nÇocuk Bakım Yurtlarının Kurulması veya Dışarıdan Hizmet Alınması\nkonularında mevzuat hükümleri uygulanır.",{"bindId":143,"name":140,"text":141},"nursingfacilities",{"bindId":145,"name":140,"text":141},"childcareprovision",{"bindId":147,"name":148,"text":149},"hourspday_select","Vardiyalı veya vardiyasız işçilerin norm","Vardiyalı veya vardiyasız işçilerin normal çalışma süresi günde 7,5\nsaat ve haftada 45 saattir. Ancak Devlet Memurlarının çalıştığı\nBakanlık merkez işyerinde çalışan işçilerin günlük çalışma\nsüreleri, Devlet Memurlarının mesaisine tabidir. Bu İşçilerin 9 saatten\naz çalıştırılmaları fazla çalışma ücreti, iş süresi ve diğer\nyönlerden kendileri için müktesep hak teşkil etmez. Söz konusu işçilere\nfazla çalışma ücreti ödenmesi günde 9 saatten fazla veya haftada 45 saati\naşan çalışmalarına bağlıdır.",{"bindId":151,"name":152,"text":153},"dayspweek","MADDE 50 - HAFTALIK ÇALIŞMA GÜNLERİ Vard","MADDE 50 - HAFTALIK ÇALIŞMA GÜNLERİ\n\nVardiyalı hizmetlerde çalıştırılanlar ayrık olmak üzere işçilerin\nçalışma günleri Pazartesi mesai saatinin başlangıcından Cuma günü\nmesai saatinin bitimine kadar olmak üzere 5 gündür.",{"bindId":155,"name":156,"text":157},"hoursovertimemax","MADDE 61 - FAZLA ÇALIŞMA SÜRESİ : Fazla ","MADDE 61 - FAZLA ÇALIŞMA SÜRESİ :\n\nFazla çalışma süresi hususunda mevzuat hükümleri uygulanır.",{"bindId":159,"name":160,"text":161},"PAIDLEAV_trigger","MADDE 100 - YILLIK ÜCRETLİ İZİN HAKKI : ","MADDE 100 - YILLIK ÜCRETLİ İZİN HAKKI :\n\nİşçilere, çalışma sürelerine ve aşağıdaki esaslara göre yıllık\nücretli izin verilir.\n\na)Hizmet süresi bir yıldan beş yıla kadar (beş yıl dahil) olanlara 22\nişgünü,\n\nb)Hizmet süresi beş yıldan on yıla kadar (on yıl dahil) olanlara 26\nişgünü,\n\nc)Hizmet süresi on yıldan on beş yıla kadar (on beş yıl dahil)\nolanlara 28 işgünü,\n\nd)Hizmet süresi on beş yıldan daha fazla olanlara 30 iş günü,\n\nücretli izin verilir.\n\ne)Yıllık ücretli izinler, işçinin rızası hilafına bölünmez. Ancak\ntarafların anlaşması ile bir bölümü on günden aşağı olmamak üzere\nbölümler halinde kullanılabilir.\n\nf)Yıllık ücretli izine çıkan işçinin izin müddetine rastlayan\nücretleri kendisine peşin olarak ödenir.\n\ng)Bu izinler 4857 sayılı Kanunun 60. Maddesine izafeten çıkarılan\nyönetmeliğe göre teşekkül ettirilen komisyon tarafından sıraya konur.\nSıraya konulan izin sürelerini gösterir cetvelin İşveren tarafından\nuygulanması mecburidir.\n\nh)4857 sayılı Kanunun 55. Maddesinde tespit edilen hususlar, yıllık\nücretli izin hakkının hesabında çalışılmış gibi sayılır ve yıllık\nizine mahsup edilemez.\n\nı) Yıllık ücretli izinin hesabında esas alınacak kıdem süresinin\ntespitinde 4857 sayılı Kanunun 54. Maddesi hükümlerine göre işlem\nyapılır.\n\ni)Yıllık izinlerin hesabında Cumartesi günleri işgünü sayılır.\nArife günlerinin yıllık ücretli izin süresine rastlaması halinde yıllık\nücretli izin süresi 1 gün uzatılır.\n\nj)İzine çıkan işçiye izin pusulası verilir.\n\nk)İşçilerin yıllık ücretli izinleri açısından hizmet sürelerinin\nhesabında ilgili yasa ve yönetmelik hükümleri uygulanır.\n\nl)Geçici ve mahalli kadrodaki işçilerin hizmetleri aralıklarla da olsa 1\nyılı tamamlaması halinde yıllık izine hak kazanırlar.",{"bindId":163,"name":164,"text":165},"bankholidays1","MADDE 58 - ULUSAL BAYRAM VE GENEL TATİL ","MADDE 58 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ :\n\nUlusal Bayram ve Genel Tatil günleri Yasada tespit edilen günlerdir.",{"bindId":167,"name":168,"text":169},"TRADEUNLEAV_trigger","MADDE 104 - SENDİKAL İZİNLER : a)Baştems","MADDE 104 - SENDİKAL İZİNLER :\n\na)Baştemsilci ve Temsilci İzinleri :\n\nSendika baş temsilcisine, temsilcilik görevlerinin gerektirdiği\nfaaliyetlerde bulunabilmesi için aşağıda düzenlenen şekilde ücretli izin\nverilir.\n\nİşyeri işçi mevcudu;\n\n50'ye kadar işçi çalıştıran işyerinde haftalık izin süresi 4\nsaat,\n\n51 - 200'e kadar işçi çalıştıran işyerinde haftalık izin süresi 6\nsaat,\n\n201 - 500'e kadar işçi çalıştıran işyerinde haftalık izin süresi 8\nsaat,\n\n500'den fazla İşçi çalıştıran işyerinde haftalık izin süresi 10\nsaattir.\n\nBaş temsilci, imkanlar nispetinde gündüz vardiyasında\nçalıştırılır. Baş temsilcinin izin süresini işyerinde geçirmesi\nasıldır. Ancak, Sendika merkezi veya ilgili Şube veya bölge temsilciliği\nİşverene yapacağı yazılı veya sonradan yazı ile doğrulamak koşuluyla\nsözlü talebi üzerine bu süreyi talep edilen yerde de geçirebilir. Sendika\nveya ilgili Şube bu talebi aylık olarak da yapabilir.\n\nTemsilci için bu süre, baş temsilciler için kabul edilen sürenin\nyarısıdır. Sendikanın, işyerinin niteliği gereği temsilci atamadığı\naz sayıda işçi çalışılan aynı Müdürlüğe bağlı işyerindeki\nİşçi sayısı da nazara alınarak Sendika temsilci ve baş temsilci izinleri\nkullandırılır.\n\nb)Diğer İzinler:\n\nSendika veya ilgili Şubenin; baş temsilci, temsilci ve görevlilerine ve\nüyelere kongre, konferans, seminer, yönetim, denetim, disiplin kurulu, Genel\nkurul ve temsilciler meclisi gibi toplantılara katılmaları için Sendikanın\nveya ilgili Şubenin yazılı talebi üzerine aşağıdaki düzenlenmiş\nşekline göre ücretli izin verilir.\n\n\n\n\n \n \n İşyeri İşçi Mevcudu\n \n Sözleşme Yılı İçin Toplam Ücretli İzin\n Süresi\n \n \n \n 50'ye kadar işçi çalıştıran işyerinde\n \n 20 gün,\n \n \n \n 51-100'e kadar işçi çalıştıran işyerinde\n \n 30 gün,\n \n \n \n 101 - 200'e kadar işçi çalıştıran işyerinde\n \n 40 gün,\n \n \n \n 201 - 500'e kadar işçi çalıştıran işyerinde\n \n 60 gün,\n \n \n \n 501 - 1000'e kadar işçi çalıştıran işyerinde\n \n 80 gün,\n \n \n \n 1000'den fazla işçi çalıştıran işyerinde\n \n işçi sayısının % 10'u kadar gün,\n \n \n \n\n\n\n\nAmatör Şube yönetim, denetim ve disiplin kurulu üyelerinin izinleri\nilgili Şubenin faaliyet alanına giren Ankara Merkez Atölye işyerlerinde\nçalışan toplam işçi sayısına göre hesap edilir.\n\nBu izinler her üye için ayrı ayrı olmayıp, tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5'inden fazla sayıda üyenin birden\neğitim izini kullanması İşverenin onayına tabidir. Ancak Genel Kurullar\niçin bu %5 oranı aranmaz.",{"bindId":171,"name":172,"text":172},"WAGES_trigger","V. BÖLÜM ÜCRETLER",{"bindId":174,"name":175,"text":176},"WAGES_comments_txt","MADDE 70 - ASGARİ ÜCRET : Bu sözleşme an","MADDE 70 - ASGARİ ÜCRET :\n\nBu sözleşme anlamındaki asgari ücret; işçilerin işgal ettikleri\n(görev) unvanlarına göre, bu sözleşme ekindeki dereceler için\nöngörülmüş yevmiyelerin yazıldığı cetvelde belirlenen taban\nücretleridir.",{"bindId":178,"name":179,"text":180},"PAYSCALES_trigger","EK - I : KADEME VE POZİSYON DEĞİŞİKLİKLE","EK - I : KADEME VE POZİSYON DEĞİŞİKLİKLERİNDE UYGULANACAK YEVMİYE\nCETVELİ\n\n\n\n\n \n \n DERECE\n \n 01.03.2019 - 31.08.2019 POZİSYON DEĞİŞİKLİĞİ\n (TL\u002FGÜN)\n \n 01.09.2019 - 29.02.2020 POZİSYON DEĞİŞİKLİĞİ\n (TL\u002FGÜN)\n \n 01.03.2019 - 28.02.2021 KADEME TERFİİ (KRŞ\u002FGÜN)\n \n \n \n 1\n \n 6,86\n \n 7,13\n \n 17\n \n \n \n 2\n \n 6,67\n \n 6,94\n \n 17\n \n \n \n 3\n \n 6,49\n \n 6,75\n \n 17\n \n \n \n 4\n \n 6,44\n \n 6,70\n \n 17\n \n \n \n 5\n \n 6,32\n \n 6,57\n \n 17\n \n \n \n 6\n \n 6,25\n \n 6,50\n \n 17\n \n \n \n 7\n \n 6,21\n \n 6,46\n \n 17\n \n \n \n 8\n \n 6,16\n \n 6,41\n \n 17\n \n \n \n\n\n\n\n\n\nPozisyon değişikliğinde uygulanacak yevmiye cetveli, sözleşmenin ikinci\nyılının birinci ve ikinci altı aylarında ücret zammı oranında ve\nücretin zamlandığı tarih itibariyle artırılarak uygulanacaktır. Bu\nuygulamalar sonucu oluşa¬cak olan Yarım Kuruş ve üzeri küsuratlar bir\nkuruşa tamamlanacak, Yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\n\n\n\nEK - II : 01.03.2019- 29.02.2020 TARİHLERİ ARASINDA İŞE ALINACAK\nİŞÇİLERE UYGULANACAK YEVMİYE CETVELİ\n\n\n\n\n \n \n DERECE\n \n 01.03.2019-31.08.2019\n (TL\u002FGÜN)\n \n 01.09.2019-29.02.2020\n (TL\u002FGÜN)\n \n \n \n 1\n \n 117,70\n \n 122,41\n \n \n \n 2\n \n 116,02\n \n 120,66\n \n \n \n 3\n \n 115,04\n \n 119,64\n \n \n \n 4\n \n 113,44\n \n 117,98\n \n \n \n 5\n \n 111,55\n \n 116,01\n \n \n \n 6\n \n 110,43\n \n 114,85\n \n \n \n 7\n \n 109,95\n \n 114,35\n \n \n \n 8\n \n 109,39\n \n 113,77\n \n \n \n\n\n\n\nİşe Alınacak İşçilere Uygulanacak Yevmiye Cetveli, sözleşmenin\nikinci yılının birinci ve ikinci altı aylarında ücret zammı oranında ve\nücretin zamlandığı tarihler itibariyle artırılarak uygulanacaktır. Bu\nuygulamalar sonucu oluşacak olan Yarım Kuruş ve üzeri küsuratlar bir\nkuruşa tamamlanacak, Yarım kuruşun altındaki değerler dikkate\nalınmayacaktır.\n\nİşe yeni giren işçiler işe girdikleri döneme ait işe giriş yevmiye\ncetve¬lindeki ücret ile işe başlatılırlar. Bu işçilere ayrıca işe\ngirdikleri döneme ait ücret zammı uygulanmaz.",{"bindId":182,"name":175,"text":176},"LOWWAGE_trigger",{"bindId":184,"name":185,"text":186},"lowwageamount","DERECE 01.03.2019-31.08.2019 (TL\u002FGÜN) 01","DERECE\n \n 01.03.2019-31.08.2019\n (TL\u002FGÜN)\n \n 01.09.2019-29.02.2020\n (TL\u002FGÜN)\n \n \n \n 1\n \n 117,70\n \n 122,41\n \n \n \n 2\n \n 116,02\n \n 120,66\n \n \n \n 3\n \n 115,04\n \n 119,64\n \n \n \n 4\n \n 113,44\n \n 117,98\n \n \n \n 5\n \n 111,55\n \n 116,01\n \n \n \n 6\n \n 110,43\n \n 114,85\n \n \n \n 7\n \n 109,95\n \n 114,35\n \n \n \n 8\n \n 109,39\n \n 113,77",{"bindId":188,"name":189,"text":190},"STRUCINCR_trigger","MADDE 73 - ÜCRET ZAMMI VE UYGULAMA A) İY","MADDE 73 - ÜCRET ZAMMI VE UYGULAMA\n\nA) İYİLEŞTİRME :\n\n01.03.2019tarihinde işyerinde çalışmakta olan işçilerden,\n\n01.03.2019tarihi itibariyle günlük brüt çıplak ücretleri 116,67 (Yüz\nOn Altı virgül Altmış Yedi) TL\u002FGün'ün altında olanların günlük brüt\nçıplak ücretlerine 116,67 (Yüz On Altı virgül Altmış Yedi) TL\u002FGün'ü\ngeçmemek üzere 5,00 (Beş) TL\u002FGün iyileştirme yapılacaktır.\n\n\n\nB) BİRİNCİ YIL BİRİNCİ ALTI AY ZAMMI :\n\n01.03.2019tarihinde işyerinde çalışmakta olan işçilerin,\n\n01.03.2019tarihi itibariyle almakta oldukları günlük brüt çıplak\nücretlerine (İyileştirmeden yararlanan işçilerin A fıkrası ile oluşan\nücretlerine) 01.03.2019 tarihinden geçerli olmak üzere % 8 (Yüzde Sekiz)\noranında zam yapılacaktır.\n\n\n\nC)BİRİNCİ YIL İKİNCİ ALTI AY ZAMMI :\n\n01.09.2019tarihinde işyerinde çalışmakta olan işçilerin,\n\n31.08.2019tarihi itibariyle almakta oldukları günlük brüt çıplak\nücretlerine 01.09.2019 tarihinden geçerli olmak üzere % 4 (Yüzde Dört)\noranında zam yapılacaktır.\n\nAncak, T.C. Türkiye İstatistik Kurumu'nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Şubat 2020 İndeks sayısının, Ağustos 2019\nİndeks sayısına göre değişim oranının % 4'ü (Yüzde Dört) aşması\nhalinde aşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı\noranına ilave edilecektir.\n\nD)İKİNCİ YIL BİRİNCİ ALTI AY ZAMMI :\n\n01.03.2020tarihinde işyerinde çalışmakta olan işçilerin,\n\n29.02.2020tarihi itibariyle almakta oldukları günlük brüt çıplak\nücretlerine 01.03.2020 tarihinden geçerli olmak üzere % 3 (Yüzde Üç)\noranında zam yapılacaktır.\n\nAncak, T.C. Türkiye İstatistik Kurumu'nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Ağustos 2020 İndeks sayısının, Şubat 2020\nİndeks sayısına göre değişim oranının % 3'ü (Yüzde Üç) aşması\nhalinde aşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı\noranına ilave edilecektir.\n\n\n\nE)İKİNCİ YIL İKİNCİ ALTI AY ZAMMI :\n\n01.09.2020tarihinde işyerinde çalışmakta olan işçilerin 31.08.2020\ntarihi itibariyle almakta oldukları günlük brüt çıplak ücretlerine\n\n01.09.2020tarihinden geçerli olmak üzere % 3 (Yüzde Üç) oranında zam\nyapılacaktır.\n\nAncak T.C. Türkiye İstatistik Kurumu'nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Şubat 2021 İndeks sayısının, Ağustos 2020\nİndeks sayısına göre değişim oranının % 3'ü (Yüzde Üç) aşması\nhalinde aşan kısmın tamamı, 01.03.2021 tarihinden geçerli olmak üzere\nişçilerin 28.02.2021 tarihindeki günlük brüt çıplak ücretlerine zam\nolarak uygulanacaktır.\n\nF)Bu uygulamalar sonucu oluşacak olan yarım Kuruş ve üzeri küsuratlar\nbir Kuruş'a tamamlanacak, yarım Kuruş'un altındaki değerler dikkate\nalınmayacaktır.",{"bindId":192,"name":193,"text":194},"ONCERISE_trigger","MADDE 83 - İLAVE TEDİYE VE İKRAMİYE : a)","MADDE 83 - İLAVE TEDİYE VE İKRAMİYE :\n\na)İşçilere 6772 sayılı Kanun ile öngörülen ilave tediyeler, Kanun\nhükümlerine göre ödenir.\n\nb)Bu ilave tediye dışında işçilere her yıl 03 Nisan ve 08 Eylül\ntarihlerinde 30'ar günlük çıplak yevmiyeleri tutarında ikramiye ödenir.\nİkramiyelerin ödenmesinde 6772 sayılı İlave Tediye Kanununun\nöngördüğü usul ve esaslara uyulur. Bu ikramiyeler, işçilerin yıl\niçerisindeki çalışma süresi ile orantılı ödenir.",{"bindId":196,"name":197,"text":198},"ONCERISE2_trigger","MADDE 90 - SOSYAL YARDIM : Toplu iş sözl","MADDE 90 - SOSYAL YARDIM :\n\nToplu iş sözleşmesinin kapsamında bulunan işçilere sözleşmenin\nbirinci yıl birinci altı ayında 349,49 TL\u002FAy, ikinci altı ayında 363,47\nTL\u002F Ay sosyal yardım ödenir.\n\nBu ödeme, sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\n\nBu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz.",{"bindId":200,"name":201,"text":202},"OVERTIME_trigger","MADDE 82 - FAZLA ÇALIŞMA ÜCRETİ : İşçile","MADDE 82 - FAZLA ÇALIŞMA ÜCRETİ :\n\nİşçilerin bu Toplu İş Sözleşmesi ile belirtilen çalışma\ngünlerinde günlük ve haftalık çalışma süreleri üzerinde yaptıkları\nçalışmalar fazla çalışmadır.\n\nFazla çalışma ücreti İşçinin gündeliği 7,5'a bölünerek hesap\nedilir.\n\na)İşçilere; acil durumları hariç 24 saat önceden haber verilerek rıza\nalınmaksızın fazla çalışma yaptırılabilir.\n\nb)Günde 3 saate kadar yapılan fazla çalışmaların ücreti, işçinin\nsaat ücretinin %100 yükseltilmesi suretiyle ödenir.\n\nc)Günde 3 saati aşan fazla çalışmaların ücreti ise saat ücretinin\n%150 arttırılması suretiyle ödenir.",{"bindId":204,"name":205,"text":206},"HARDSHIP_trigger","MADDE 93 - VASITA KULLANMA, YIPRANMA VE ","MADDE 93 - VASITA KULLANMA, YIPRANMA VE VERİMLİLİK PRİMİ :\n\na)5 Ton ve daha yukarı, tonajda ağır vasıta kullanan şoförlere, dozer\nve treyler operatörlerine, bu vasıtaları fiilen kullandıkları günlere\nmünhasır olmak üzere yevmiyelerine ilaveten Sözleşmenin birinci yılı\nbirinci altı ayında 65 Krş\u002FGün, ikinci altı ayında 68 Krş\u002FGün,\n\nForklift operatörlerine ,traktör Şoförlerine, traktör ve treyler\noperatör yardımcılarına da aynı şartlarla; Sözleşmenin birinci yılı\nbirinci altı ayında 38 Krş\u002FGün, ikinci altı ayında 40 Krş\u002FGün ağır\nvasıta zammı ödenir.\n\nBu ödeme sözleşmenin ikinci yılının birinci ve ikinci altı aylarında\nücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\n\nb)Merkez işyerleri atölyesinde, bürolarda çalışan işçiler ayrık\nolmak üzere, Atölye Baş Formeni, Atölye Formeni, Atölye Ustabaşısı,\n(Torna, Kaporta, Motor, Oto Elektrik, Bakım, Marangoz, Oto Boya, Şase Kaynak,\nElektrik Bobinaj) Makine ve Araç Kontrol Teknisyeni, Usta ve Yardımcıları,\n(Motor, Şase, Kaporta, Oto Döşeme, Kaynak, Planyacı, Oto Boyacısı,\nFrezeci, Tornacı, Tesviyeci, Oto Elektrikçi, Elektrikçi, Atölye, radyatör,\nMarangoz, Seyyar Tamir Sıhhi Tesisat ve Kalorifer Tesisatçısı) Atölye\nİşçisi, Yıkamacı Yağlamacı, Makine ve Araç Bakımcısı, Lastik\nTamircisi, İnşaat Bakım ve Onarım Ekibi Elemanlarına çıplak\nyevmiyelerinin % 5'i tutarında yıpranma primi ödenir.\n\nc)Bu toplu iş sözleşmesi kapsamındaki işçilere hiçbir ödemeyi\netkilememek üzere Sözleşmenin birinci yılı birinci altı ayında 1,32 TL\u002F\nGün, ikinci altı ayında 1,37 TL\u002FGün verimlilik primi ödenir. Bu ödeme\nsözleşmenin ikinci yılının birinci ve ikinci altı aylarında ücret\nzammı oranında ve ücretin zamlandığı tarih itibariyle arttırılarak\nuygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa kadar olan\nkesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir Kuruşa\ntamamlanır.\n\n(b) ve (c) fıkrasında yer alan ödemeler senelik izin, ücretsiz izin ve\nraporlu günler dışında kalan günler için yapılır.",{"bindId":208,"name":209,"text":210},"schedulesrestpw","İşçilerin hafta tatilleri, vardiya periy","İşçilerin hafta tatilleri, vardiya periyotlarına göre 32 saatten az\nolmamak şartıyla İşverence tanzim ve tatbik olunur. Hafta tatili\ngünlerinde çalıştırılanlara hafta tatili ücretinden başka, normal\nçalışma ücretleri de ayrıca ödenir. Hafta tatili ücretlerinin\nödenmesinde, işçilerin hafta tatillerini içine almayan Sosyal Güvenlik\nMevzuatına uygun olarak verilen istirahatlar çalışılmış gibi kabul\nedilir.\n\nVardiyalı işçilerin hafta tatili, vardiyasına göre hafta tatili\nyaptığı gündür. Vardiyasız işçilerin Pazar çalışması için\nöngörülen hükümler, vardiyalı işçilerin hafta tatili için de\ngeçerlidir.\n\n\n\nMADDE 57 - VARDİYASIZ İŞÇİLERİN HAFTA TATİLİ :",{"bindId":212,"name":213,"text":214},"SUNDAY_trigger","MADDE 79 - VARDİYASIZ İŞÇİLERİN HAFTA TA","MADDE 79 - VARDİYASIZ İŞÇİLERİN HAFTA TATİLİNDE VE CUMARTESİ\nGÜNLERİNDE ÇALIŞMALARI HALİNDE ÖDENECEK ÜCRET:\n\na)Pazar günü çalışma yapılması : Pazar günü çalıştırılan\nişçiye müteakip hafta içerisinde bir gün hafta tatili verilir ve tatil\nyaptığı bugüne ait ücreti ödenir.\n\nPazar günü çalışmış olan işçiye müteakip hafta içinde 1 gün izin\nverilmişse esas yevmiyesine bir yevmiye ilave edilmek suretiyle ödenir. Pazar\ngünü çalıştırılıp da müteakip hafta içerisinde bir gün hafta tatili\nverilmezse Pazar günü çalışma süresi ne olursa olsun işçinin normal\nyevmiyesine ilaveten iki yevmiye daha ödenir.\n\nb)Cumartesi günü çalışma yapılması : Vardiyasız işçinin Cumartesi\ngünü çalıştırılması zorunluluğu doğduğu taktirde, işçiye tam gün\nçalıştırma hakkı saklı kalmak üzere, bu çalışmaları karşılığı\nnormal yevmiyesine ilaveten ayrıca iki yevmiye daha ödenir.\n\nc)Cumartesi ve pazar günlerinde işçinin 7,5 saatten fazla\nçalıştırılması halinde, İşçinin her bir saat fazla çalışmasına\nkarşılık normal saat ücretleri %150 oranında arttırılmak suretiyle\nödenir.\n\nd)Ramazan ve Kurban Bayramlarının hafta tatili gününe isabet etmesi\nhalinde işçinin çalışmasına karşılık bu maddede yazılı yevmiyeler\ndışında ayrıca bir yevmiye daha ödenir.\n\n\n\nMADDE 80 - VARDİYALI İŞÇİLERİN HAFTA TATİLİNDE ÇALIŞTIRILMALARI\nHALİNDE ÖDENECEK ÜCRET :\n\nVardiyalı işçilere, vardiya periyotlarına göre vardiya cetvellerinde\nbelirtilen hafta tatillerinde çalıştırma yaptırılırsa yukarıdaki\nmaddede vardiyasız işçiler için Pazar günü çalışma yapılması halinde\nöngörülen usul ve esaslara göre ücret ödemesi yapılır.",{"bindId":216,"name":217,"text":218},"COMMUTE_trigger","MADDE 98 - TOPLU TAŞIMA VE ARAÇ TEMİNİ :","MADDE 98 - TOPLU TAŞIMA VE ARAÇ TEMİNİ :\n\na)İşçilerin topluca ikamet ettikleri mahal ile işyeri arasında topluca\ntaşınabilmeleri, bu iki yer arasında muayyen tarifeli nakil vasıtası\nişlememesi Taşıt Kanununun müsaadesi ve İşverenin imkanlarına\nbağlıdır.\n\nb)1) İşyeri, işçilerin toplu olarak ikamet ettikleri meskun mahalden\nuzak ise,\n\n2)İşçilerin toplu olarak ikamet ettikleri meskun mahal ile işyeri\narasında işleyen muayyen tarifeli nakil vasıtası yoksa,\n\n3)İşverenin bu işyerinde işçi ve ailesinin ikameti için lojman mevcut\ndeğilse,\n\nbu üç şartın bir arada bulunması halinde İşveren işçilerin toplu\nolarak ikamet ettikleri mahalden toplu olarak işyerine getirip götürmeyi\nsağlar.\n\nc)Merkez işyerlerinde vardiya halinde çalışan işçiler İşveren\nvasıtasıyla getirilip, götürülür. Gündüz vardiyasında çalışan\nişçilerin güzergah tespiti ihtiyaca uygun olacak şekilde Sendikanın ilgili\nŞubesiyle birlikte yapılır.\n\nd)Sosyal tesislerde çalışan işçiler gece 23.00'ten sonra evlerine\nİşverence götürülürler.",{"bindId":220,"name":221,"text":222},"mealvouchers","MADDE 89 - YEMEK YARDIMI : 1.Merkezde: İ","MADDE 89 - YEMEK YARDIMI :\n\n1.Merkezde:\n\nİşçilere fiilen çalışılan günlerde bir öğün yemek verilir.\n\na)Yemek verilmediği hallerde, yarım günlük çalışmalarda ve tatil\ngünlerinde çalışanlara, rahatsızlığı raporla tevsik edilmek kay-dıyla\nyemek yiyemeyenlere önceden müracaat etmek kaydıyla Ramazan ayında oruç\ntutanlara, sözleşmenin birinci yılı birinci altı ayında 10,75.-TL\u002FGün,\nikinci altı ayında 11,18.-TL\u002FGün nakdi yemek yardımı yapılır.\n\nBu ödeme, sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım Kuruşa\nkadar olan kesirler dikkate alınmaz, yarım Kuruş ve üzeri kesirler bir\nKuruşa tamamlanır.\n\nb)İşyerlerindeki tabldotu iki İşveren temsilcisi, bir Sendika temsilcisi\nve işçilerin seçeceği bir işçiden müteşekkil bir heyetçe idarenin\ntabldot talimatı esasları dahilinde yürütülür. Sendika temsilcisi bu\ntalimata göre kurulan tabldot komisyonunun tabii üyesidir.\n\n2.Kamplarda:\n\nİşçilere fiilen çalışılan günlere münhasır olmak üzere bir\nöğün yemek verilir.\n\na)Yemek verilmediği hallerde yarım günlük çalışmalarda ve tatil\ngünleri çalışanlara, rahatsızlığı raporla tevsik edilmek kaydıyla\nyemek yiyemeyenlere önceden müracaat etmek kaydıyla Ramazan ayında oruç\ntutanlara, sözleşmenin birinci yılı birinci altı ayında 10,75.-TL\u002FGün,\nikinci altı ayında 11,18.-TL\u002FGün, nakdi yemek yardımı yapılır.\n\nBu ödeme, Sözleşmenin ikinci yılının birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak uygulanacaktır. Bu uygulamalar sonucu oluşan yarım kuruş\nkadar olan kesirler dikkate alınmaz, yarım kuruş ve üzeri kesirler bir\nkuruşa tamamlanır. Nakden yapılacak yemek yardımı Kanuni kesintilere\ntabidir.\n\nb)İşyerinde bir tabldot heyeti kurulur. Bu kurula katılan ve mubayaa işi\nile de görevlendirilen işçilerden birisi mubayaanın denetimi için Sendika\ntarafından temsilci olarak atanır.\n\nc)Yemek pişirme hususunda cari tatbikata devam olunur.\n\n3.Cari tatbikata uygun olarak, yemek pişirilen işyerlerinde demirbaş\neşya, yakıt ve personel İşverence sağlanır.\n\nAyrıca, normal mesai bitiminde 4 veya daha fazla saat için mesaiye\nbırakılan işçilere 1 yemek bedeli daha ödenir. Ayrıca, yıllık ücretli\nizine ayrılanlara, çalışanlar gibi hesap edilerek yemek yardımı ödenir.\n(işgünü üzerinden)\n\n\n\nMADDE 90 - SOSYAL YARDIM :",{"bindId":224,"name":225,"text":226},"strikes_trigger","MADDE 28 - FERDİ ŞİKAYET HAKKI : Toplu İ","MADDE 28 - FERDİ ŞİKAYET HAKKI :\n\nToplu İş Sözleşmesinin herhangi bir maddesinin kendisi hakkında\nuygulanmaması veya yanlış tatbik edilmesi yahut çalışma hayatını\ndüzenleyen mevzuattan doğan aksaklıklar sebebiyle mutazarrır olan\nişçiler; durumu işyeri Sendika temsilcisine bildirir. İşyeri Sendika\ntemsilcisi konuyu en yakın işyeri amiri veya İşveren vekiliyle halle\nçalışır. İşyeri kademesinde uzlaşma olmadığı taktirde, Sendika\ntemsilcisi konuyu Şubesine iletir. Sendika veya ilgili Şube konuyu İşveren\nveya İşveren vekiline aksettirir. Meselenin müştereken karara\nbağlanmasını talep eder.\n\nDisiplin suçları ayrık olmak üzere ferdi şikayetleri dolayısıyla\nhiçbir işçi sorumlu tutulamaz. Haklarında idari tedbir ve karar\nalınamaz.",{"bindId":228,"name":229,"text":230},"apprenticeships","MADDE 117 - SENDİKALI İŞÇİLERİN ÇOCUKLAR","MADDE 117 - SENDİKALI İŞÇİLERİN ÇOCUKLARINA STAJ YAPTIRILMASI :\n\nBu Toplu İş Sözleşmesinden yararlanan işçilerin çocuklarına okul\ndışı Staj yapmak zorunda olduklarını kanıtlayan belgeyi ibraz etmek ve\nokulların öngördüğü süre ile sınırlı kalmak kaydıyla işyerlerinde\nücretsiz staj yaptırılır.\n\nİlgili Bakanlık birimince kuruma kontenjan tanınması ve alınacakların\ntespitinin kuruma bırakılması hallerinde varsa kurum mensubunun çocukları\ntercih edilir.",{"bindId":232,"name":233,"text":234},"ONCERISE3_trigger","MADDE 87 - GİYİM EŞYASI KARŞILIĞI YARDIM","MADDE 87 - GİYİM EŞYASI KARŞILIĞI YARDIM :\n\nİş Sağlığı ve Güvenliği Mevzuatının gerektirdiği koruyucu giyim\neşyası ve malzemesine ilişkin uygulama mahfuz kalmak kaydıyla işçilere\nyılda bir defa ve Mayıs ayının ilk yarısında Sözleşmenin birinci yılı\niçin 208,76 TL giyim yardımı ödenir.\n\nBu ödeme toplu iş sözleşmesinin ikinci yıl Mayıs ayında ise, birinci\nyıl Mayıs ayından itibaren ikinci yıl Mayıs ayına kadar gerçekleşecek\nolan ücret zammı oranlarında artırılarak uygulanacaktır.\n\nBu uygulama sonucu oluşacak olan yarım kuruş ve üzeri küsuratlar bir\nkuruşa tamamlanacak, yarım Kuruş'un altındaki değerler dikkate\nalınmayacaktır.\n\nGiyim yardımının yapılmasında kural olarak takvim yılı esas alınır\nve yıl içerisinde çalışılan süre (iş sözleşmesinin devam ettiği)\nile, orantılı olarak ödeme yapılır.\n\nTediye tarihinde işbaşında bulunanlara yıl sonuna kadar\nçalışacakları kabul edilerek takvim yılı içerisindeki hizmet akdi\nsüreleri ile orantılı olarak ödeme yapılır.\n\nTediye tarihinden önce işten ayrılmış olanlara da keza ayrılış\ntarihinde, aynı esaslar dahilinde orantılı olarak ödeme yapılır.\n\nÖdeme yapıldıktan sonra takvim yılı sona ermeden işten ayrılanlardan\n(askerlik, emeklilik ve ölüm halleri hariç) yıl sonuna kadar olan süreye\nisabet eden miktarı geri alınır.\n\nÖdeme yapıldıktan sonra işe alınanlara ise bu yardım, Aralık ayının\nson haftası içerisinde ve çalıştıkları süre ile orantılı olarak\nyapılır.",{"bindId":236,"name":237,"text":238},"SENIOR_trigger","MADDE 96 - HİZMET TEŞVİK PRİMİ : Bu İTİS","MADDE 96 - HİZMET TEŞVİK PRİMİ :\n\nBu İTİS'in uygulama dönemi içinde kapsama dahil işyerlerinde (Elektrik\nİşleri Etüt İdaresi Genel Müdürlüğü dahil) hangi statüde olursa olsun\ngeçmiş çalışma süreleri esas alınmak kaydıyla Sendikalı\nişçilerden;\n\na)Hizmet süresi 10 yılı doldurmuş olanlara 20 günlük,\n\nb)Hizmet süresi 15 yılı doldurmuş olanlara 20 günlük,\n\nc)Hizmet süresi 20 yılı doldurmuş olanlara 25 günlük,\n\nd)Hizmet süresi 25 yılı doldurmuş olanlara 30 günlük,\n\ne)Hizmet süresi 30 yılı doldurmuş olanlara 35 günlük,\n\ntutarında hizmet teşvik primi ödenir.\n\nAskerlik borçlanmasını bitirenlerin, Sosyal Güvenlik Kurumuna\nödendiğinin belgelenmesi kaydıyla borçlandıkları süreler, hizmet teşvik\nprimine esas sürelerin hesabında dikkate alınır.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>T.C. ENERJİ VE TABİİ KAYNAKLAR BAKANLIĞI MERKEZ TEŞKİLATI İŞYERLERİ İÇİN BAĞITLANAN 18. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ (KAMU-İŞ ve TES-İŞ) Collective Agreement Between 01.03.2019 and 28.02.2021 - 2019\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2019-03-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2021-02-23\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: → Waste treatment, sanitation, supply of electricity, gas and water, Other\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Elektrik Üretimi Enerjisi, Gaz imalatı , Elektrik şanzımanı, Ana borularla gaz yakıtlarının toptan ticareti ve dağıtımı, Suyun toplanması, arıtılması ve dağıtılması  \n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Public\u002Fprivate sector: → Kamuda\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Name company: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Names trade unions: → \n\n \n \n \u003Cspan>\n \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 \n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → 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 \n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\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: → Evet\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: → Evet\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 309.75\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 \n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Paid leave per year in case of caring for relatives: → 10 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Paternity paid leave: → 5 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Leave duration in days in case of death of a relative: → 5 days\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Trial period duration: → 30 days\n \u003C\u002Fdiv>\n \n \n\u003Cdiv id=\"display-severance_number\">\n Severance pay after 5 years of service (number of days' wages): → 200 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Severance pay after one year of service ((number of days' wages): → 40 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-hourspday\">\n Working hours per day: → 7.5\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Working hours per week: → 45.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-dayspweek\">\n Working days per week: → 5.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hoursovertimemax\">\n Maximum overtime hours: → -10.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 22.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → -9.0 weeks\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Paid leave for trade union activities: → 4.0 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: → Yes, in more than one table\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Agreed lowest wage per: → Days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Lowest wage: → TRY 109.39\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Wage increase: → 8.0 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2019-03\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 \u003Cdiv id=\"display-incidentalbonusdate_date\">\n Once only extra payment takes place: → 2019-04\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-overtimeallowanceamount1\">\n Premium for overtime work: → TRY 150.0 per hour overtime\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-hardshipallowanceamount1\">\n Premium for hardship work: → TRY 0.65 per month\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n \n\n \n\n \u003Cdiv id=\"display-longserviceallowancetype2\">\n Allowance for seniority after: → 10 years of service\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n \u003Cdiv id=\"display-mealvouchers\">\n Meal vouchers provided: → Evet\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: 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