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İSTANBUL ÜNİVERSİTESİ REKTÖRLÜĞÜ ÖZ SAĞLIK-İŞ 01.01.2025-31.12.2026","T.C. İSTANBUL ÜNİVERSİTESİ REKTÖRLÜĞÜ ÖZ SAĞLIK-İŞ 01.01.2025-31.12.2026 - 2025","Turkey - T.C. İSTANBUL ÜNİVERSİTESİ REKTÖRLÜĞÜ ÖZ SAĞLIK-İŞ 01.01.2025-31.12.2026 - 2025","T.C. İSTANBUL ÜNİVERSİTESİ REKTÖRLÜĞÜ ÖZ SAĞLIK-İŞ 01.01.2025-31.12.2026 - 2025 - Healthcare, caring services, social work, personal services",{"name":41,"data":42},"ÖZ SAĞLIK- İÜ 2025-2026.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>ÖZ SAĞLIK- İÜ 2025-2026\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C. İSTANBUL ÜNİVERSİTESİ REKTÖRLÜĞÜ ÖZ SAĞLIK\u003C\u002Fh1>\n\n\u003Ch1>VE \u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Ch1>SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>ARASINDA İMZALANAN\u003C\u002Fh1>\n\n\u003Ch1>İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK SÜRESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.01.2025-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi: 28\u002F04\u002F2025\u003C\u002Fh1>\n\n\u003Ch2>Amaç MADDE 1- \u003C\u002Fh2>\n\n\u003Cp>(1) İşbu toplu iş sözleşmesinin amacı, işyerlerinde düzenli ve\nverimli çalışmayı sağlamak, üretimi arttırmak, işverenin ve işçilerin\nhak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve güvenle iş\nbarışını sağlamak, taraflar arasında doğabilecek farklılıkları\nuzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch2>Kapsam MADDE 2- \u003C\u002Fh2>\n\n\u003Cp>(1) İşbu toplu iş sözleşmesi T.C. İstanbul Üniversitesi\nRektörlüğüne bağlı 17 no Tu “Sağlık ve sosyal hizmetler” iş\nkolundaki işyerleri ile bu işyerlerine bağlı eklentilerin bütününü\nkapsar.\u003C\u002Fp>\n\n\u003Ch2>Taraflar MADDE 3- \u003C\u002Fh2>\n\n\u003Cp>(1) İşbu toplu iş sözleşmesinin tarafları, T.C. İstanbul\nÜniversitesi Rektörlüğü ile Öz Sağlık ve Sosyal Hizmet İşçileri\nSendikası (ÖZ SAĞLIK-İŞ)’dır.\u003C\u002Fp>\n\n\u003Ch2>Tanımlar MADDE 4-\u003C\u002Fh2>\n\n\u003Cp>(1) İşbu toplu iş sözleşmesinde geçen,\u003C\u002Fp>\n\n\u003Cp>a)İşçi: İş sözleşmesine dayanarak çalışan gerçek kişileri,\u003C\u002Fp>\n\n\u003Cp>b)İşveren: T.C. İstanbul Üniversitesi Rektörlüğünü,\u003C\u002Fp>\n\n\u003Cp>c)İşveren Vekili: T.C. İstanbul Üniversitesi Rektörlüğüne bağlı\nişyerini sevk ve idareye yetkili olanları,\u003C\u002Fp>\n\n\u003Cp>ç) İşyeri: T.C. İstanbul Üniversitesi Rektörlüğünde yer alan 17 no\nTu “Sağlık ve sosyal hizmetler” iş koluna giren işyerini,\u003C\u002Fp>\n\n\u003Cp>d)İşletme: T.C. İstanbul Üniversitesi Rektörlüğünde yer alan 17 no\nTu “Sağlık ve sosyal hizmetler” iş koluna giren işyeri bütününü,\u003C\u002Fp>\n\n\u003Cp>e)Sendika: Öz Sağlık ve Sosyal Hizmet İşçileri Sendikasını (ÖZ\nSAĞLIK-İŞ),\u003C\u002Fp>\n\n\u003Cp>f)Toplu İş Sözleşmesi: T.C. İstanbul Üniversitesi Rektörlüğü ile\nÖz Sağlık ve Sosyal Hizmet İşçileri Sendikası (ÖZ SAĞLIK-İŞ)\narasında imzalanan işletme toplu iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>g)Üye: İşyerinde çalışan ve kanunen işçi sayılan ÖZ SAĞLIK-İŞ\nüyelerini, ifade eder.\u003C\u002Fp>\n\n\u003Ch2>Yararlanma MADDE 5-\u003C\u002Fh2>\n\n\u003Cp>(1) İşbu toplu iş sözleşmesinden, taraf sendika üyesi işçiler\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>(2)İşbu toplu iş sözleşmesinden, imza tarihinde taraf sendikaya üye\nolanlar yürürlük tarihinden, imza tarihinden sonra sendikaya üye olanlar\nise üyeliklerinin sendikaca işverene bildirildiği tarihten itibaren\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>(3)İşbu toplu iş sözleşmesinden üye olmayanların yararlanmaları\nhakkında 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>(4)Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında\niş sözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği\ntarihe kadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch2>Toplu iş sözleşmesinin hükmü MADDE 6- \u003C\u002Fh2>\n\n\u003Cp>(1) Toplu iş sözleşmesinde aksi belirtilmedikçe, iş sözleşmeleri\ntoplu iş sözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş\nsözleşmesine aykırı hükümlerinin yerini toplu iş sözleşmesindeki\nhükümler alır. İş sözleşmesinde düzenlenmeyen hususlarda toplu iş\nsözleşmesindeki hükümler uygulanır. Toplu iş sözleşmesinde iş\nsözleşmelerine aykırı hükümlerin bulunması halinde iş sözleşmesinin\nişçi yararına olan hükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>(2)Sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin\nhükümleri yenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü\nolarak devam eder.\u003C\u002Fp>\n\n\u003Cp>(3)Sözleşmede belirtilmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>İşyeri sendika temsilcilerinin atanması MADDE 7- \u003C\u002Fh2>\n\n\u003Cp>(1) Sendika, işyerinde çalışan ve bu toplu iş sözleşmesi kapsamına\ngiren işçilerden olmak kaydıyla 6356 sayılı Sendikalar ve Toplu İş\nSözleşmesi Kanunu’nun 27. maddesi hükümleri uyarınca işyeri sendika\ntemsilci\u002Ftemsilcilerini seçer ve seçtiği temsilcilerin listesini, varsa baş\ntemsilciyi ayrıca belirtmek suretiyle on beş (15) gün içinde işverene\nyazı ile bildirir.\u003C\u002Fp>\n\n\u003Ch2>İşyeri sendika temsilcilerinin görevleri MADDE 8- \u003C\u002Fh2>\n\n\u003Cp>(1) İşyeri sendika temsilcileri kanunlarda ve bu toplu iş sözleşmesinde\nkendilerine verilen görevlerden başka aşağıdaki görevleri yapar:\u003C\u002Fp>\n\n\u003Cp>a)İşyerinde, üyelerle işveren arasında ilişkiyi ve çalışma huzurunu\nsağlar,\u003C\u002Fp>\n\n\u003Cp>b)Sendika ile üyeler arasında bağlan güçlendirir,\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde çalışma saatleri içinde asıl işini aksatmamak ve iş\ndisiplinine aykm davranmamak kaydıyla üyelerin şikâyet ve müracaatlarım\ndinler,\u003C\u002Fp>\n\n\u003Cp>ç) Üye ve işveren arasındaki uyuşmazlıkların çözümünde\nçalışır.\u003C\u002Fp>\n\n\u003Ch2>Sendika üyeliğinin, temsilciliğinin ve yöneticiliğinin güvencesi\nMADDE 9- \u003C\u002Fh2>\n\n\u003Cp>(1) Sendika üyeliğinin, temsilciliğinin ve yöneticiliğinin güvencesi\nkonusunda 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun 23,\n24 ve 25. maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>Sendikal izinler MADDE 10- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(1) Temsilci izinleri;\u003C\u002Fp>\n\n\u003Cp>a)Sendika baş temsilci veya temsilcileri işyerindeki temsilcilik\ngörevlerini işlerini aksatmamak ve iş disiplinine aykırı olmamak şartı\nile işverenin de uygun göreceği zamanlarda aşağıdaki yazılı sürelerde\nyerine getirir. Baş temsilcinin bu izin süresini işyerinde geçirmesi\nasildir. Ancak, baş temsilci bu izin süresini sendika merkezi, şube veya\nbölge temsilciliğinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşulu ile sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"613\">\u003Cp>HAFTALIK İZİN SÜRESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\">\u003Cp>Temsilci\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>Baş Temsilci\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>01-50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\">\u003Cp>1 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>51 - 200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\">\u003Cp>2 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>3 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>201 - 500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\">\u003Cp>3 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>501 ve daha fazla işçi çalıştırılan\n        işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>8 saat\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>(2)Diğer izinler;\u003C\u002Fp>\n\n\u003Cp>a)Sendika temsilcileri ile görevlilerine kongre, konferans, seminer,\nyönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine\naşağıdaki tabloya göre ücretli izin verilir. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"614\">\u003Cp>YILLIK TOPLAM ÜCRETLİ İZİN SÜRESİ\n        ‘\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"307\">\u003Cp>Sendika Temsilcisi ve Görevlileri\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>01-50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"307\">\u003Cp>10 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>51 - 200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"307\">\u003Cp>15 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>201 - 500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"307\">\u003Cp>20 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>501 - 1000 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"307\">\u003Cp>25 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>1001 ve daha fazla işçi çalıştırılan\n        işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"307\">\u003Cp>İşçi 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>b)Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5’inden fazla sayıda üyenin birden\nizin kullanması işverenin onayına tabidir. Ancak Genel Kurullar için %5\noranı aranmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Sendika temsilcilik odası ve sendika duyuru tahtası MADDE 11- \u003C\u002Fh2>\n\n\u003Cp>(1) İşveren, işyerinde imkânlar dâhilinde işyeri sendika\ntemsilcilerinin temsilcilik görevlerini yapabilecekleri ve evrakını muhafaza\nedebilecekleri bir odayı sendikaya temsilcilik odası olarak tahsis\nedebilir.\u003C\u002Fp>\n\n\u003Cp>(2)İşveren, sendika haberlerinin işçilere duyurulması için işyerinde\nişçilerin kolayca görebilecekleri uygun bir yere duyuru tahtası\nkonulmasını sağlar. Sendika duyuruları, işyeri sendika temsilcilerince\nönceden bir sureti işverene verilmek ve mutabakat sağlanmak kaydıyla,\nduyuru tahtasına asılır. Yetkili imza ve mühürleri taşımayan duyuru ve\nbildiriler ile işveren aleyhine olan ve suç teşkil eden duyurular duyuru\ntahtasına aşılamaz.\u003C\u002Fp>\n\n\u003Ch2>Sendika yönetici ve temsilcilerinin üye ve işverenle görüşmesi MADDE\n12- \u003C\u002Fh2>\n\n\u003Cp>(1) Sendika yöneticileri, işveren veya işveren vekilinden izin almak\nşartıyla işverenin göstereceği yerde ve işi aksatmayacak şekilde\nüyelerle görüşme yapabilir.\u003C\u002Fp>\n\n\u003Cp>(2)Sendika yöneticileri ve işyeri sendika temsilcileri, işyeriyle ilgili\nkonular hakkında önceden randevu almak şartıyla işveren veya işveren\nvekilleriyle görüşebilir.\u003C\u002Fp>\n\n\u003Ch2>Sendika aidatları MADDE 13- \u003C\u002Fh2>\n\n\u003Cp>(1) İşveren, kanun gereği kesmesi gereken üyelik aidatım veya\ndayanışma aidatını işçilerin ücretlerinden keserek bir (1) ay içinde\nsendikanın bildireceği banka hesabına yatırmak ve kesinti listesini\nsendikaya göndermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>Deneme süresi MADDE 14- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(1) Deneme süresi iki (2) aydır. Deneme süresi içinde taraflar iş\nsözleşmesini bildirim süresine gerek olmaksızın tazminatsız feshedebilir.\nİşçinin çalıştığı günler için ücret ve diğer hakları\nsaklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>İş ve işyeri değişikliği MADDE 15- \u003C\u002Fh2>\n\n\u003Cp>(1) İşçilerin tabi oldukları mevzuat hükümleri saklı kalmak\nkaydıyla;\u003C\u002Fp>\n\n\u003Cp>a)İşçiler gerektiği takdirde, işyeri içinde ünvanı veya niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde muvafakat\naranmaksızın geçici olarak işveren tarafından görevlendirilebilir.\u003C\u002Fp>\n\n\u003Cp>b)Görülen işin niteliğinde benzerlik olmak şartı ile işçilerin,\naynı işverene bağlı ve belediye hudutları (büyükşehir belediye\nhudutları) içindeki bir başka işyerine işverence nakledilmeleri\nmümkündür.\u003C\u002Fp>\n\n\u003Cp>c)İşçilerin aynı işverene bağlı ve belediye hudutları (büyükşehir\nbelediye hudutları) dışındaki işyerlerine daimi olarak nakledilmeleri\nyazılı rızaya bağlıdır. Geçici süre ile nakillerde işçinin rızası\naranmaz. Ancak bu süre üç (3) ayı geçemez, ç) İş ve işyeri\ndeğişikliği ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Ch2>Askerlik ve kanundan doğan çalışma MADDE 16- \u003C\u002Fh2>\n\n\u003Cp>(1) İşçinin, muvazzaf askerlik hizmeti dışında, manevra veya herhangi\nbir nedenle silahaltına alınması nedeniyle işinden ayrılması halinde 4857\nsayılı İş Kanunu’nun 31. maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Yeni iş arama izni MADDE 17- \u003C\u002Fh2>\n\n\u003Cp>(1) Bildirim süreleri içinde işveren, işçiye yeni bir iş bulması\niçin gerekli olan iş arama iznini iş saatleri içinde ve ücret kesintisi\nyapmadan vermeye mecburdur. İş arama izin süresi günde iki (2) saattir.\nİşçi isterse iş arama izin saatlerini birleştirerek toplu kullanabilir.\nAncak iş arama iznini toplu kullanmak isteyen işçi, bunu işten\nayrılacağı günden evvelki günlere rastlatmak ve bu durumu işverene\nbildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>(2)İşveren yeni iş arama iznini vermez veya eksik kullandırırsa o\nsüreye ilişkin ücret işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>(3)İşveren, iş arama izni esnasında işçiyi çalıştırır ise\nişçinin izin kullanarak bir çalışma karşılığı olmaksızın alacağı\nücrete ilaveten, çalıştırdığı sürenin ücretini %100 zamlı öder.\u003C\u002Fp>\n\n\u003Ch2>Haftalık çalışma süresi MADDE 18-\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(1) İşyerinde çalışma süresi haftada en çok kırk (40) saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)Çalışma süresinin günlere göre dağılımı, mesai başlama ve\nbitiş süreleri işin gereğine ve işyerinin özelliklerine göre mevzuat\nhükümlerine uygun olarak işverence tespit edilir ve işyerinde ilan\nedilir.\u003C\u002Fp>\n\n\u003Cp>(3)Vardiyalı çalışılan işlerde ilgili mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch2>Ara dinlenmesi MADDE 19-\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(1) Günlük çalışma süresinin ortalama bir zamanında o yerin\ngelenekleri ve işin gereğine göre ayarlanmak suretiyle işçilere;\u003C\u002Fp>\n\n\u003Cp>a)Dört (4) saat veya daha kısa süreli işlerde on beş (15) dakika,\u003C\u002Fp>\n\n\u003Cp>b)Dört (4) saatten fazla ve yedi buçuk (7,5) saate kadar (yedi buçuk saat\ndâhil) süreli işlerde yarım saat,\u003C\u002Fp>\n\n\u003Cp>c)Yedi buçuk (7,5) saatten fazla süreli işlerde bir (1) saat, ara\ndinlenmesi verilir.\u003C\u002Fp>\n\n\u003Cp>(2)Ara dinlenme süreleri en az olup aralıksız verilir. Ancak bu süreler,\niklim, mevsim, o yerdeki gelenekler ve işin niteliği göz önünde tutularak\nsözleşmeler ile aralı olarak kullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>(3)Ara dinlenmeler bir işyerinde işçilere aynı veya değişik saatlerde\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>(4)Ara dinlenmeleri çalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>Fazla sürelerle çalışma, fazla çalışma ve ücreti MADDE 20- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(1) Mevzuat hükümlerine göre belirlenen koşullar çerçevesinde,\nhaftalık kırk (40) saatin üzerinde yapılan çalışmalar fazla sürelerle\nçalışma, haftalık kırk beş (45) saatin üzerinde yapılan çalışmalar\nfazla çalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>(2)Fazla sürelerle çalışmalarda her bir saat fazla sürelerle çalışma\niçin verilecek ücret mevzuat hükümlerine göre hesaplanarak ödenir. Fazla\nçalışmalarda her bir saat fazla çalışma için verilecek ücret, normal\nçalışma ücretinin saat başına düşen miktarının %70 yükseltilmesi\nsuretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)Fazla çalışma yapan işçi isterse, bu çalışma karşılığı\nzamlı ücret yerine, fazla çalıştığı her saat karşılığında iki\nsaati serbest zaman olarak kullanabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch2>Hafta tatili çalışması ve ücreti MADDE 21- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(1) İşçilere, işyerinde belirlenen çalışma günlerinde çalışmış\nolmaları koşulu ile yedi günlük bir zaman dilimi içinde kesintisiz en az\nyirmi dört (24) saat dinlenme (hafta tatili) verilir.\u003C\u002Fp>\n\n\u003Cp>(2)Çalışılmayan hafta tatili günü için işveren tarafından bir iş\nkarşılığı olmaksızın o günün ücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>(3)Hafta tatili günü çalıştırılan işçilere, çalışmadan\nalacakları ücretleri ile birlikte bugün için toplam üç (3) günlük\nücret ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Ulusal bayram ve genel tatil günleri ve ücretleri MADDE 22-\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(1) Ulusal bayram ve genel tatil günleri, 2429 sayılı Ulusal Bayram ve\nGenel Tatiller Hakkında Kanun’da belirtilen günlerdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Ulusal bayram ve genel tatil günlerinde çalıştırılan işçilere,\nbir iş karşılığı olmaksızın alacakları ücretleri ile birlikte bir\ngün için toplam üç (3) günlük ücret ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>Yıllık ücretli izinler MADDE 23- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(1) 4857 sayılı İş Kanunu’nun 53. maddesi gereğince; işyerinde işe\nbaşladığı günden itibaren, deneme süresi de içinde olmak üzere, en az\nbir (1) yıl çalışmış olan işçilere yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>(2)İşçilere verilecek yıllık ücretli izin süresi, hizmet süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Bir (1) yıldan beş (5) yıla kadar (beş yıl dâhil) olanlara yirmi\n(20) iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Altı (6) yıldan on beş (15) yıla kadar (on beş yıl dâhil) olanlara\nyirmi beş (25) iş günü,\u003C\u002Fp>\n\n\u003Cp>c)On altı (16) yıl (dâhil) ve daha fazla olanlara otuz (30) iş\ngünüdür.\u003C\u002Fp>\n\n\u003Cp>(3)Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, hafta tatili ve genel tatil günleri izin süresinden sayılmaz.\nAncak yıllık izin süresi bakımından cumartesi günleri iş günü\nsayılır.\u003C\u002Fp>\n\n\u003Cp>(4)Yıllık ücretli izin süreleri tarafların anlaşması ile bir\nbölümü on (10) günden aşağı olmamak üzere bölümler halinde\nkullanılabilir.\u003C\u002Fp>\n\n\u003Ch2>Ücretli mazeret izinleri MADDE 24-\u003C\u002Fh2>\n\n\u003Cp>(1) İşçilere aşağıdaki halleri belgelendirmek ve olayın vukuundan\nitibaren on (10) gün içerisinde kullanmak kaydıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)İşçinin evlenmesi halinde yedi (7) gün, işçinin çocuklarının\nevlenmesi veya sünnet olması halinde iki (2) gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b)İşçinin ana, baba veya kardeşinin ölümü halinde beş (5) gün, eş\nveya çocuğunun ölümü halinde altı (6) gün, kayınvalide veya\nkayınpederinin ölümü halinde iki (2) gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>c)İşçinin eşinin doğum yapması halinde beş (5) gün, ç) İşçinin\nevlat edinmesi halinde beş (5) gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Yangın, sel ve deprem gibi doğal afetlere uğrayan işçilere on (10)\ngün, ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>(2)İşçilere işverence mazeretleri uygun görülmesi kaydıyla, yıllık\nizin durumuna bakılmaksızın, yılda beş (5) güne kadar ücretli mazeret\nizni verilebilir. Bu izinlerin kullanılması bir defada bir saatten az, bir\n(1) günden fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>(3)İşçilerin en az %70 oranında engelli veya süreğen hastalığı olan\nçocuğunun tedavisinde, hastalık raporuna dayalı olarak ve çalışan\nebeveynden sadece biri tarafından kullanılması kaydıyla, bir (1) yıl\niçinde toptan veya bölümler hâlinde on (10) güne kadar ücretli mazeret\nizni verilir.\u003C\u002Fp>\n\n\u003Cp>(4)İşçinin eş, çocuk, ana veya babasının kanser veya akıl\nhastalığı gibi uzun süreli tedaviye ihtiyaç gösteren hastalığı halinde\nverilecek raporda gösterilecek lüzum üzerine işçiye yılda on (10) güne\nkadar ücretli refakat izni verilir.\u003C\u002Fp>\n\n\u003Ch2>Ücretsiz mazeret izni MADDE 25- \u003C\u002Fh2>\n\n\u003Cp>(1) İşyerinde çalışan ve toplu iş sözleşmesinden yararlanan\nişçilerin talepleri ve mazeretlerinin işverence kabulü halinde yılda kırk\nbeş (45) güne kadar ücretsiz izin verilebilir. Bu izin süresi işverence\nuygun görülmesi halinde aynı şartlarla kırk beş (45) gün daha\nuzatılabilir. (2) İşçilere, bakmaya mecbur olduğu veya işçi refakat\netmediği takdirde hayatı tehlikeye girecek anne, baba, eş ve çocukları ile\nkardeşlerinden birinin ağır kaza geçirmesi veya önemli bir hastalığa\ntutulmuş olması hallerinde bu hallerin hekim raporu ile belgelendirilmesi\nşartıyla, istekleri üzerine en çok altı (6) aya kadar ücretsiz izin\nverilebilir. Aynı şartlarda bu süre işverenin onayı ile bir katma kadar\nuzatılabilir.\u003C\u002Fp>\n\n\u003Ch2>Analık halinde çalışma ve süt izni MADDE 26- \u003C\u002Fh2>\n\n\u003Cp>(1) Analık halinde çalışma ve süt izni konusunda ilgili mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Gözaltına alınma, tutukluluk ve mahkûmiyet halinde fesih ve tekrar işe\nbaşlatma MADDE 27- (1)\u003C\u002Fh2>\n\n\u003Cp>Gözaltına alınan işçiler bunu belgeledikleri takdirde kanuni gözaltı\nsüresince ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>(2)İşçinin herhangi bir suç nedeniyle gözaltına alınması veya\ntutuklanması halinde devamsızlığının İş Kanunu’ndaki bildirim\nsürelerini aştığı takdirde iş sözleşmesi münfesih sayılır. Bu\nsürelerin İş Kanunu’ndaki bildirim süresini aşmaması hallerinde, işçi\nbu süreler için ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>(3)Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat,\u003C\u002Fp>\n\n\u003Cp>ç) Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>kararlarından biriyle doksan (90) gün içinde son bulması ve işçinin bu\ntarihten itibaren bir hafta içinde işine dönmeyi talep etmesi halinde\nişçi, işveren tarafından emsallerinin hakları ile işe alınır. Doksan\n(90) gün sonunda yapılan başvuru halinde boş yer varsa işe alınır. Bu\nhalde işe tekrar alman işçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>(4)Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken doksan gün içinde tahliye\nedilenlerin, bir hafta içinde başvurmaları halinde münhal kadro bulunması\nve ihtiyaç duyulması halinde işveren tarafından tekrar işe alınırlar.\nBilahare hüküm giymeleri halinde hizmet akitleri münfesih sayılır. Şu\nkadar ki 5. fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>(5)Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)Altı (6) ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)Altı (6) aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya\naffa uğrayan veya iyi hali nedeni ile, altı (6) aydan fazla ceza aldığı\nhalde altı (6) aydan önce tahliye edilen işçiler, bir hafta içinde\nbaşvurmaları ve işyerinde durumlarına uygun münhal kadro bulunması ve\nhizmetlerine ihtiyaç duyulması halinde işverenin takdiri ile tekrar işe\nalınabilirler.\u003C\u002Fp>\n\n\u003Cp>(6)5237 sayılı Türk Ceza Kanunu’nun İkinci Kısmının Altıncı\nBölümünde yer alan cinsel dokunulmazlığa karşı suçlar, Yedinci\nBölümünde yer alan hürriyete karşı suçlar, Dokuzuncu Bölümünde yer\nalan özel hayata ve hayatın gizli alanına karşı suçlar, Onuncu\nBölümünde yer alan malvarlığına karşı suçlar; Üçüncü Kısmın\nÜçüncü Bölümünde yer alan kamunun sağlığına karşı suçlar,\nDördüncü Bölümünde yer alan kamu güvenine karşı suçlar, Beşinci\nBölümünde yer alan kamu barışına karşı suçlar, Yedinci Bölümünde\nyer alan genel ahlaka karşı suçlar, Dokuzuncu Bölümünde yer alan ekonomi,\nsanayi ve ticarete ilişkin suçlar, Onuncu Bölümünde yer alan bilişim\nalanında suçlar; Dördüncü Kısımda yer alan suçlardan hüküm giyenler,\nhükmün açıklanmasının geri bırakılması, hapis cezasının ertelenmesi,\nparaya çevrilmesi veya affa uğraması hallerinde dahi hiçbir suretle tekrar\nişe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>(7)işverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hapse girdikleri takdirde doksan (90) gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya mahpus kaldıkları sürenin sonunda yedi (7) gün\niçinde,\u003C\u002Fp>\n\n\u003Cp>b)Sürücü belgesi mahkeme kararıyla geri alınmış olması durumunda,\nsürücü belgesinin iade edildiği tarihten itibaren yedi (7) gün içinde,\nbaşvurmaları halinde eski işlerine alınırlar. Doksan (90) günden fazla\nsüren hapis veya tutukluluk halinde tekrar işe başlatma işverenin takdirine\nbağlıdır.\u003C\u002Fp>\n\n\u003Ch2>Bildirim süreleri MADDE 28- \u003C\u002Fh2>\n\n\u003Cp>(1) Bildirim süreleri hakkında 4857 sayılı İş Kanunu’nun 17. maddesi\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>Kıdem tazminatı MADDE 29- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(1) Kıdem tazminatı konusunda 1475 sayılı İş Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>Harcırah MADDE 30- \u003C\u002Fh2>\n\n\u003Cp>(1) Harcırah konusunda 6245 sayılı Harcırah Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>İş göremezlik hali ve hastalık yardımı MADDE 31- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>(1) Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda dört (4) defayı geçmemek üzere işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Ücret ve ödeme zamanı MADDE 32- \u003C\u002Fh2>\n\n\u003Cp>(1) Ücret, işçilere yaptıkları iş karşılığında işveren\ntarafından sağlanan ve para ile ödenen tutardır.\u003C\u002Fp>\n\n\u003Cp>(2)İşçi ücretleri mevzuat gereği Türk Parası ile işçilerin banka\nhesaplarına yatırılmak suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>(3)İşveren yaptığı her ödemede işçiye ücret hesabını gösterir\nimzalı veya işyerinin özel işaretini taşıyan bir ücret pusulası\nverir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>Ücret zammı MADDE 33- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(1) Ücret zammı konusunda, “2025 Yılı Kamu Kesimi Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>(2) İşyerinde ilk defa işe alman işçilerin günlük yevmiyeleri işe\ngirdikleri dönemdeki taban ücret ve ücret zamlarına göre belirlenir.\u003C\u002Fp>\n\n\u003Ch2>İlave tediye ve ikramiye MADDE 34- \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>(1) İşçilere, 6772 sayılı Kanun hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>(2)Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda\naltmış (60) günlük ücretleri tutarında ikramiye ödemesi yapılır. Bu\nikramiyelerin otuz (30) günü Şubat ayında, otuz (30) günü ise Temmuz\nayında ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)İkramiyelerin ödenmesinde kıstelyevm usulü uygulanır ve ücretsiz\nizin günleri hesaba katılmaz. Yıl içinde ödenen ikramiyeler, ikramiyelerin\nödeme tarihlerinde işçinin çalıştığı süreyle orantılı olarak\nhesaplanıp ödenir. Ancak işçinin işten ayrıldığı tarihte ikramiye\nödemesi  yapılmayan çalışma süresi varsa, bu çalışmasına tekabül\neden ikramiye de kıstelyevm usulü ile ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>Yemek yardımı MADDE 35- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>(1) İşçilere; işyerlerinde fiilen çalıştıkları günlerde bir\nöğün ücretsiz yemek verilir. Ancak, Ramazan ayında oruç tutanlara,\nsağlık kurulu raporu ile perhizli olduğunu belgeleyenlere ve yemek\nçıkarılması veya verilmesi mümkün olmayan işyerlerinde çalışan\nişçilere fiilen çalıştıkları her gün için Hazine ve Maliye\nBakanlığı’nın 193 sayılı Gelir Vergisi Kanunu’na göre her yıl\nbelirlediği yemek bedeli istisna tutarı bedelinde (KDV hariç) yemek\nyardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Günlük çalışma süresi ara dinlenme dâhil on iki (12) saat olan\nişçilere, iki öğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen\nişçiye sadece ikinci öğün yemek parası ödenir. İşverenin her iki\nöğünde de ayni olarak yemek vermesi halinde nakdi ödeme ayrıca\nyapılmaz.\u003C\u002Fp>\n\n\u003Ch2>Sosyal yardım MADDE 36- \u003C\u002Fh2>\n\n\u003Cp>(1) Toplu iş sözleşmesi kapsamındaki işçilere, sözleşmenin birinci\nyıl birinci altı ayında her ay brüt 4.000,00 TL\u002FAy sosyal yardım\nödenir.\u003C\u002Fp>\n\n\u003Cp>(2)Bu ödeme toplu iş sözleşmesinin zamları oranında ve ücretin\nzamlandığı tarih itibariyle birinci yıl birinci altı ay zammı hariç\nartırılarak ödenir.\u003C\u002Fp>\n\n\u003Cp>(3)Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası\nve meslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan\ndiğer istirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Ch2>Yakacak yardımı MADDE 37- \u003C\u002Fh2>\n\n\u003Cp>(1) Toplu iş sözleşmesi kapsamındaki işçilere, toplu iş sözleşmesi\nsüresince brüt 300,00 TL\u002FAy yakacak yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch2>Doğal afet yardımı MADDE 38- \u003C\u002Fh2>\n\n\u003Cp>(1) İşçilere deprem, sel, toprak kayması ve yangın gibi doğal afetlere\nuğraması halinde uğradığı zarar miktarım belgelemek koşulu ile bir\ndefaya mahsus brüt 1.000,00 TL ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch2>Vasıta yardımı MADDE 39- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>(1) İşçilere, fiilen çalıştıkları her gün için işverence dört\nadet Büyükşehir belediye otobüs bileti rayiç bedeli net olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Giyim yardımı MADDE 40- \u003C\u002Fh2>\n\n\u003Cp>(1) İşçilere, sözleşmenin birinci yıl birinci altı ayında her ay\nbrüt 200,00 TL\u002FAy giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>(2)Bu ödeme toplu iş sözleşmesinin zamları oranında ve ücretin\nzamlandığı tarih itibariyle birinci yıl birinci altı ay zammı hariç\nartırılarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(3)Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği\nmevzuatı gereğince verilmesi gereken koruyucu giyim malzemesi ayrıca\nverilmeye devam edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>İş primi MADDE 41- \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>(1) İşçilere aşağıdaki tablo uyarınca aylık brüt çıplak\nücretleri için belirlenen %’lik oranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>GRUP NO\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>MESLEK\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>ORAN\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I. GRUP\u003C\u002Ftd>\n      \u003Ctd>Müdür, Müdür Yardımcısı,\u003C\u002Ftd>\n      \u003Ctd>%13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"156\">\u003Cp>II. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"382\">\u003Cp>Mühendis, Birim Sorumlusu, Amir, Biyomedikal\n        Mühendislik Süreci Çalışanları\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>%11\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"156\">\u003Cp>III. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"382\">\u003Cp>Teknisyen, Tekniker, Operatör, Matbaacı, Diyetisyen,\n        Odyometrist, Diğer Sağlık Personeli (Lab. Tekn. Destek, Veri\n        Sağlama), Eczane Hizmetleri Teknikeri, Eczane Kalfası, Eczane\n        İşçisi, Tıbbi Sekreter (Lab. Radyoterapi, Atölye), Marangoz,\n        İnşaat İşçisi, Sıhhi Tesisatçı, Telefon Tesisatçısı,\n        Çevirmen Bilişim Personeli, Bilgi İşlem Birimi personelleri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>%9\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"156\">\u003Cp>IV. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"382\">\u003Cp>Büro İşçisi, Kayıt Elemanı, Veri Giriş\n        Elemanı, Güvenlik Görevlisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>%7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"156\">\u003Cp>V. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"382\">\u003Cp>Diğer İşçiler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>%4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2)Yukarıda belirtilen meslek gruplarındaki görevleri fiilen yerine\ngetiren işçiler için ilgili oranlar uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)Yüksekte Çalışma Belgesine sahip olup bu görevi fiilen yapanlar ile\nAciller, Yoğun Bakım ve Ameliyathane birimlerinde görevli olup bu görevleri\nfiilen yapan işçilere yukarıda belirtilen oranlar %10 eklenerek\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>(4)İlk defa işe alman işçiler ile yukarıdaki gruplarda yer almayan\nUnvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>Ek ödeme MADDE 42- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>(1) İşçilere, müktesep hak sayılmamak ve başka bir ödemeyi\netkilememek kaydıyla, yılda bir defa toplu iş sözleşmesinin her yılının\nMayıs ayında brüt 8.000,00 TL ek ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)Ek ödemenin ödendiği tarihten sonraki ücret zamları yeni dönem ek\nödeme miktarına yansıtılır.\u003C\u002Fp>\n\n\u003Cp>(3)Bu ödeme yıl içinde çalışılan süre ile orantılı olarak\nödenir.\u003C\u002Fp>\n\n\u003Ch2>Hizmet zammı MADDE 43- \u003C\u002Fh2>\n\n\u003Cp>(1) Toplu iş sözleşmesi kapsamındaki işçilere çalıştıkları kamu\nkurum ve kuruluşunda geçirdikleri her tam hizmet yılı için müktesep hak\nsayılmamak ve başka bir ödemeyi etkilememek kaydıyla, toplu iş\nsözleşmesinin yürürlük süresince brüt 30,00 TL\u002FAy hizmet zammı\nverilir.\u003C\u002Fp>\n\n\u003Cp>(2) 696 sayılı Kanun Hükmünde Kararname kapsamında sürekli işçi\nkadrosuna geçiş işlemi yapılan işçiler için kıdeme esas yıl\nbaşlangıcı hesabında kadroya geçiş tarihleri esas alınır.\u003C\u002Fp>\n\n\u003Ch2>Ek prim MADDE 44- \u003C\u002Fh2>\n\n\u003Cp>(1) Gazi, terör mağduru ve şehit yakınlarına günlük çıplak\nücretinin %10’u oranında ek prim ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>Gece zammı MADDE 45- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(1) Akşam saat 20.00’den sabah saat 06.00’ya kadar geçen süre, gece\ndönemidir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>(2)İşçilere 20.00-06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %20 zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)Ayrıca, çalışma süresinin yansından çoğu gece dönemine rastlayan\nbir postanın çalışmasının tamamı gece çalışması sayılır.\u003C\u002Fp>\n\n\u003Ch2>Evlenme yardımı MADDE 46-\u003C\u002Fh2>\n\n\u003Cp>(1) Toplu is sözleşmesi kapsamındaki işçilere, evlenmeleri halinde\ntoplu iş sözleşmesi süresince bir defaya mahsus brüt 10.000,00 TL evlenme\nyardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>(2) Evlenen işçilerin her ikisinin de ayrı işyerinde çalışmaları\nhalinde bu yardım her ikisine de ödenir.\u003C\u002Fp>\n\n\u003Ch2>Doğum yardımı MADDE 47- \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(1) Doğum yardımı konusunda ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Eşi doğum yapan işçiye veya işçinin kendisine, çocuğun ölü\ndoğması halinde işbu toplu iş sözleşmesinin Ölüm Yardımı maddesinde\nçocuk ölümü için belirlenen miktar işverence ödenir.\u003C\u002Fp>\n\n\u003Ch2>Ölüm yardımı MADDE 48- \u003C\u002Fh2>\n\n\u003Cp>(1) Ölüm yardımı,\u003C\u002Fp>\n\n\u003Cp>a)İşçinin, ölümü halinde kanuni mirasçılarına üç (3) günlük\nbrüt çıplak ücreti kadar,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>b)İşçinin eş, çocuk, ana veya babasının ölümü halinde kendisine\niki (2) günlük brüt çıplak ücreti kadar,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İşçinin iş kazası sonucu ölümü halinde kanuni mirasçılarına\nbeş (5) günlük brüt çıplak ücreti kadar, yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İş sağlığı ve güvenliği MADDE 49- \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>(1) İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>İcapçılık MADDE 50- \u003C\u002Fh2>\n\n\u003Cp>(1) İcapçı (işe gelmeksizin göreve hazır halde ikametinde geçirdiği\nsüre) olarak görevlendirilmiş olanlara (teknik bilişim uzmanları dâhil),\nicapçı kaldıkları her gün için iki (2) saatlik fazla çalışmaya\ntekabül eden ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>(2)İcapçılık esnasında göreve çağrılanlara ayrıca sözleşmenin\n20. maddesinin 2. fıkrasına göre fazla çalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>(3)İcapçı olarak göreve çağırılanlara imkânlar ölçüsünde\nvasıta temin edilir.\u003C\u002Fp>\n\n\u003Ch2>Disiplin işleri MADDE 51- \u003C\u002Fh2>\n\n\u003Cp>(1) İşyerinde disipline ilişkin konularda gerekli soruşturmaları\nyaptıktan sonra karar vermek üzere, ikisi işveren, ikisi sendika tarafından\nbelirlenen dört (4) üyeden oluşan bir disiplin kurulu kurulur. Taraflar\nasıl üye sayısı kadar yedek üye belirler. İşveren tarafından tayin\nedilen üyelerden biri Kurulun başkanıdır. Oyların eşitliği halinde kurul\nbaşkanının oyu iki oy sayılır.\u003C\u002Fp>\n\n\u003Cp>(2)Taraflar bu kurula seçecekleri asıl ve yedek temsilcilerini\nsözleşmenin imzalanmasından itibaren bir (1) ay içinde birbirlerine\nyazılı olarak bildirir. Değişiklik halinde de aynı usul uygulanır.\nÜyeliği sona eren üyenin yerine yenisi bir (1) ay içinde bildirilir.\u003C\u002Fp>\n\n\u003Cp>(3)İşveren bizzat tespit ettiği, tetkik ve tahkiki icap etmeyen hallerde\ndisiplin cezasını kendisi uygular. Bunun dışındaki hallerde meseleyi\nDisiplin Kurulu’na intikal ettirir ve Disiplin Kurulu kararı olmadıkça\nişçiye disiplin ceza cetvelinde belirtilen cezalardan ihtar cezası hariç\ndiğerleri verilemez.\u003C\u002Fp>\n\n\u003Cp>(4)İşçi hakkında yapılan soruşturma sonucunda hazırlanan Soruşturma\nRaporu, dosya ve ceza önerilmiş ise işçiden 6 iş günü içinde; görevli\nolduğu birimin en üst yöneticisi tarafından yazılı olarak istenilen ve\nalınan son savunma dilekçesi işveren veya işveren vekili tarafından\ndisiplin kuruluna sevk edilir. Kurul, başkanın yazılı çağrısı üzerine\ntoplanır. Her üye kendisine yapılan çağrıya uymak zorundadır. Mazereti\ndolayısıyla toplantıya katılamayan asıl üye yerine yedek üye\nçağrılır. Sendikanın süresi içinde disiplin kurulu üyesini seçerek\nişyerine bildirmediği haller dâhil her ne sebeple olursa olsun sendika\ndisiplin kurulu üyelerinin, yapılan çağrıya rağmen toplantıya\nkatılmamaları veya toplantıya katılacak üyenin belli olmaması hallerinde\nde Kurul başkan ve diğer üyeleri ile toplanarak karar verir.\u003C\u002Fp>\n\n\u003Cp>(5)Disipline konu olayın disiplin kuruluna intikalinden sonra Kurul on beş\n(15) gün içinde toplanır. Kurul, gerek görürse işçiyi dinler. Kurul, ilk\ntoplantı tarihinden itibaren on beş (15) gün içinde karar verir. Bu süre\ngerektiğinde on beş (15) gün daha uzatılabilir. Kurul, işçiyi suçlu\nbulduğu takdirde suçun niteliği ve işleniş biçimi göz önüne alınarak\ndisiplin ceza cetveline göre kararım verir. Kurul kararı işveren veya\nişveren vekili tarafından işçiye bildirilir. İş sözleşmenin feshini\ngerektiren hallerde 4857 sayılı İş Kanunu’nun 26. madde hükümleri\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>(6)Disiplin ceza cetvelinde sayılan ve disiplin cezası verilmesini\ngerektiren fiil ve hallere nitelik ve ağırlıkları itibariyle benzer\neylemlerde bulunanlara da aynı neviden disiplin cezası verilir.\u003C\u002Fp>\n\n\u003Cp>(7)Disiplin cezalan işçilerin özlük dosyalarında saklanır.\u003C\u002Fp>\n\n\u003Cp>(8)Disiplin fiilini işleyenin emeklilik veya başka nedenlerle görevinin\nsona ermesi, hakkında soruşturma açılmasına ve soruşturmanın devamına\nengel olmaz.\u003C\u002Fp>\n\n\u003Cp>(9)Disiplin Kurulu’nun görevi, toplu iş sözleşmesinin yürürlük\nsüresinin bitiminden sonra yeni dönem toplu iş sözleşmesinin\nimzalanmasına kadar geçen süre içerisinde de devam eder.\u003C\u002Fp>\n\n\u003Cp>(10)Disiplin ceza cetvelindeki fiillere uyan ihtar cezasını, işveren veya\nişveren vekili gerekçe göstererek re’sen verebilir. Ücret kesme cezası,\nher ay için iki (2) günlük ücretten fazla olmamak üzere işçinin\nücretinden kesilerek Çalışma ve Sosyal Güvenlik Bakanlığının ilgili\nhesabına yatırılır.\u003C\u002Fp>\n\n\u003Ch2>Uyuşmazlıkları çözüm kurulu MADDE 52- \u003C\u002Fh2>\n\n\u003Cp>(1) Toplu iş sözleşmesinin uygulanması ile hükümlerinin yorumu\nkonusunda çıkacak uyuşmazlıkların ilk kademe olarak işyerindeki işveren\nvekilleri ile sendika temsilcileri arasında çözümü esastır. Bu şekilde\nçözümü mümkün olmayan uyuşmazlıklar, İstanbul Üniversitesi\nRektörlüğünde oluşturulan Uyuşmazlıkları Çözüm Kurulu’nda\nincelenir.\u003C\u002Fp>\n\n\u003Cp>(2)Uyuşmazlıkları Çözüm Kurulu, üç (3) işveren temsilcisi ile üç\n(3) sendika temsilcisinden oluşur. Ayrıca, üçer adet yedek temsilci de\nseçilir. Asıl temsilcilerin katılamadığı durumlarda yerine yedek\ntemsilcilerden katılım sağlanır. Kurula işveren temsilcilerinden biri\nbaşkanlık eder. Taraflar kurula girecek üyelerini toplu iş sözleşmesinin\nimzalanmasından itibaren bir (1) ay içinde karşı tarafa bildirir.\u003C\u002Fp>\n\n\u003Cp>(3)Kurul ihtiyaç duyulması halinde toplanır. Toplantı için çağrı\nyapılır. Kurul, daveti müteakip üç (3) iş günü içinde toplanarak\nuyuşmazlık konusunun gerçek olup olmadığını, gerçek ise giderilmesi\nçarelerini araştırır ve on beş (15) gün içinde karara bağlar. Toplantı\nsonunda anlaşmaya varılmış ise anlaşma tutanağı sözleşme hükmü\nolarak uygulanır. Anlaşmaya varılmamış ise, tarafların yasal yollara\nbaşvurma hakları saklıdır. Taraflar kurul kararlarına uymak\nzorundadır.\u003C\u002Fp>\n\n\u003Ch2>Güvenlik görevlilerinin sertifika yenilemesi MADDE 53- \u003C\u002Fh2>\n\n\u003Cp>(1) İşbu sözleşme kapsamında güvenlik görevlisi olarak çalışan\nsendika üyesi işçiler, belirli dönemlerde yenilemek zorunda oldukları\nsertifikalar kapsamında aldıkları eğitim süreleri boyunca ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>(2) Mücbir sebep nedeniyle zamanında kimlik kartım yenileyemeyen\nişçilere, ilgili mevzuat çerçevesinde bir dahaki dönem kimlik kartı\nyenileme sürecine kadar otuz (30) güne kadar ücretsiz izin verilir.\nİşveren tarafından uygun görülmesi halinde bu süre uzatılabilir.\u003C\u002Fp>\n\n\u003Ch2>Sözleşmenin yürürlük süresi MADDE 54- \u003C\u002Fh2>\n\n\u003Cp>(1) İşbu toplu iş sözleşmesi 01.01.2025 tarihinde yürürlüğe girer\nve 31.12.2026 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch2>EK MADDE 1- \u003C\u002Fh2>\n\n\u003Cp>(1) 375 sayılı Kanun Hükmünde Kararnamenin Geçici 23’üncü maddesi\nkapsamında sürekli işçi kadrolarına geçirilen işçilerin kıdem gün\nsayısı bakımından, bu işçilerin şahıslarına bağlı olmak kaydıyla\n12.04.2018 tarihinde Mülga T.C. Aile, Çalışma ve Sosyal Hizmetler\nBakanlığınca yayımlanan toplu iş sözleşmesindeki gün sayısı dikkate\nalınır.\u003C\u002Fp>\n\n\u003Ch2>EK MADDE 2- \u003C\u002Fh2>\n\n\u003Cp>(1) İş bu toplu iş sözleşmesinin 18. Maddesinin 1. fıkrası için\nyürürlük süresi 01.04.2025 tarihi esas alınacak olup geçmişe dönük\nuygulanmayacaktır.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1- \u003C\u002Fh2>\n\n\u003Cp>(1) Toplu iş sözleşmelerinin yürürlük başlangıç tarihi ile imza\ntarihi arasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar\nişverenin bütçe imkânları göz önüne alınarak geciktirilmeden\nödenir.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 2- \u003C\u002Fh2>\n\n\u003Cp>(1) İşbu sözleşmede; aşağıda yazılı şartların olması halinde\nsözleşme yürürlük başlangıç tarihinden itibaren uygulanır.\u003C\u002Fp>\n\n\u003Cp>a)2025 yılı Kamu Toplu İş Sözleşmeleri Çerçeve Anlaşma\nProtokolündeki maddeler, bu sözleşmede olmaması halinde sözleşmeye\nyürürlük başlangıç tarihinden geçerli olmak üzere eklenir.\u003C\u002Fp>\n\n\u003Cp>b)2025 yılı Kamu Toplu İş Sözleşmeleri Çerçeve Anlaşma\nProtokolündeki maddeler, bu sözleşmede bulunan maddelerden miktar ve oran\nolarak yüksek olması halinde, yürürlük başlangıç tarihinden geçerli\nolmak üzere 2025 yılı Kamu Toplu İş Sözleşmeleri Çerçeve Anlaşma\nProtokolündeki miktar ve oranlara yükseltilir.\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi 54 Ana Madde, 2 Ek Madde, 2 Geçici Madde ile\nEk 1 Disiplin Ceza Cetvelinden ibaret olup taraflarca 28\u002F04\u002F2025 tarihinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK - 1 DİSİPLİN CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"278\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"6\" width=\"367\">\u003Cp>DİSİPLİN CEZALARI (TEKERRÜR SAYISINA\n        GÖRE)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>DİSİPLİN CEZASINI GEREKTİREN FİİL VE HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>1 Defa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 Defa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3 Defa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4 Defa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5 Defa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>6 Defa\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>30 gün içinde izinsiz ve mazeretsiz bir gün işe\n        gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Birinci madde ile disiplin kuruluna 1 yılda dört\n        defa sevk edilmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>30 gün içinde 3 defadan fazla 10 dakikayı aşan\n        yarım saate kadar olan gecikmeler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>30 gün içinde 2 defadan fazla yarım saati aşan\n        gecikmeler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İzinsiz ve mazeretsiz ardı ardına iki iş günü\n        veya 1 ay içinde iki defa herhangi bir tatil gününden sonraki iş\n        gününde işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İş saati bitmeden izinsiz işyerinden ayrılmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Mesai saatinde çalışanları veya öğrencileri\n        lüzumsuz yere meşgul etmek ve\u002Fveya iş saatinde yapması gereken işi\n        yapmayarak özel işler ile meşgul olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Zaruret olmadıkça iş ilişkilerinde merci\n        tecavüzünde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İş saatinde özel ziyaretlerde bulunmak veya izin\n        almadan ziyaretçi kabul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İş saatinde uyumak veya etrafını rahatsız edecek\n        şekilde bağırarak konuşmak veya şarkı söylemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşveren tarafından belirlenen alanlar dışında,\n        sigara ve diğer tütün ürünleri ile elektronik sigara kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşyeri veya eklentilerinde evcil\u002Fsahipsiz hayvanlara\n        kötü davranmak, fiziksel ve psikolojik acı çektirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Yetkili olmadığı halde basma, haber ajanslarına,\n        internet haber sitelerine veya radyo ve televizyon kurumlarına bilgi\n        veya demeç vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Yapmakla yükümlü olduğu işleri yapmamak veya\n        başkalarına yaptırmak veya kendisine verilen işi yapmadığı halde\n        yapmış gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşin yapılmasında amirlerine veya çalışanlara\n        işi aksatacak şekilde zorluk göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Görevle ilgili emir ve işleri yapmamaya\n        çalışanları veya öğrencileri tahrik ve teşvik etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İş sağlığı ve güvenliğini tehlikeye atacak\n        hareketlerde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşe gelmeyen işçinin yerine imza atmak, kartım\n        bastırmak veya işçiyi işe gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşyeri tarafından istenen bilgi ve belgeleri\n        yanıltmak amacıyla eksik veya yanlış bildirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşyerinden aldığı kendine hak sağlayan bir\n        belgeyi başkasına vererek kullandırmak veya başkasına ait bir\n        belgeyi kullanmak; İşyerine ait malzeme, eşya, vasıta, alet veya\n        şahısları özel işlerinde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşyerine ait alet, malzeme veya vasıtaların bakım\n        ve temizliğini ihmal etmek, malzemeyi ve kırtasiyeyi hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Kendisine teslim edilen alet, malzeme, vasıta veya\n        işyerindeki diğer menkul mallara gerekli dikkat ve özeni\n        göstermeyerek değer kaybına, bozulmasına, kaybolmasına,\n        kullanılamaz hale gelmesine sebebiyet vermek, “hasarın 30 günlük\n        (çalışanın 30 günlük brüt ücreti kadar) tutarım aşmaması\n        halinde;\u003C\u002Fp>\n\n        \u003Cp>a)   İhmal halinde : 3G\u003C\u002Fp>\n\n        \u003Cp>b)   Ağır İhmal halinde : 5G\u003C\u002Fp>\n\n        \u003Cp>c)   Kast halinde : İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşyerinde veya iş esnasında amirlerine,\n        çalışanlara, iş sahiplerine veya öğrencilere kaba veya kötü\n        muamelede bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>İş esnasında siyasi propaganda yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>İşyerinde asılan güncel duyuruları, program ve\n        benzerlerini koparmak, yırtmak, değiştirmek, karalamak veya\n        kirletmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>İçeriği itibarıyla şiddet veya nefret amaçlı\n        bildiri, afiş, pankart ve benzerlerini dağıtmak, teşhir etmek,\n        işyerinin herhangi bir yerine asmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>Görev yeri sınırlan içerisinde herhangi bir yerin\n        toplantı, tören ve benzeri amaçlarla izinsiz olarak kullanılmasına\n        yardımcı olmak, bu yeri kullanmak veya kullandırmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>Vasıta kullananlar için trafik kurallarına\n        riayetsizlik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>Kamu hizmetinin yürütülmesini engellemek, boykot ve\n        işgal eyleminde bulunmak, yasaklanmış her türlü yayım basmak,\n        çoğaltmak, dağıtmak veya teşhir etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>Amirlere, çalışanlara, iş sahiplerine,\n        öğrencilere hakaret etmek, tehdit etmek, iftira atmak, şeref ve\n        haysiyetlerini zedeleyen eylemlerde bulunmak, özel hayatları ile\n        ilgili açıklamalar yapmak, fiziksel saldırıda bulunmak,\n        yaralamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>İşyerinde veya iş esnasında çalışanları, iş\n        sahiplerini veya öğrencileri kışkırtarak kavga çıkmasına\n        sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>İşyerine sarhoş gelmek, işyerinde veya iş\n        esnasında alkollü içki içmek ve\u002Fveya uyuşturucu veya uyarıcı\n        maddeleri kullanmak, bulundurmak, başkalarına vermek,\n        kullanılmasını özendirmek, satmak, imal etmek, işyerinde kumar\n        oynamak, oynatmak veya kumar oynanması için yer ve imkân\n        sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\">\u003Cp>İşyerinde gizli tutulması gereken sırları,\n        bilgileri veya belgeleri kişisel veya maddi çıkar sağlamak\n        amacıyla yetkisiz kişilere aktarmak, paylaşmak veya herhangi bir\n        şekilde ifşa etmek; Resmi belgeyi ve diğer önemli dokümanları\n        tahrif etmek, yok etmek, gizlemek, değiştirmek, kaybolmasına neden\n        olmak, sahte belge düzenlemek, sahte belgeyi bilerek kullanmak,\n        kullandırmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Hukuka aykırı olarak işyerinin bilişim sisteminin\n        bütününe veya bir kısmına girmek, orada kalmak, sistemin\n        işleyişini engellemek, bozmak, erişilmez kılmak, sisteme veri\n        yerleştirmek, bilgisayar sistemlerinde, sunucularda veya harici\n        depolama birimlerinde bulunan verileri yok etmek, silmek, erişilemez\n        hale getirmek, değiştirmek, başka yere nakletmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşyerinde yangına sebebiyet vermek,\u003C\u002Fp>\n\n        \u003Cp>a)Dikkatsizlik ve tedbirsizlik nedeniyle 5G, İHRAÇ\u003C\u002Fp>\n\n        \u003Cp>b)Kasten İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp>37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşyerini, işleri kısmen veya tamamen durdurmak\n        amacı ile sabotaja teşvik etmek veya sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>İşyerinde işlediği suçtan dolayı,\u003C\u002Fp>\n\n        \u003Cp>a)7 günden az hapis cezasına mahkûm olmak 5G, İHRAÇ\u003C\u002Fp>\n\n        \u003Cp>b)7 gün ve daha fazla süre ile hapis cezasına mahkûm olmak\n        İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp>39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Zimmet, irtikap, rüşvet veya haksız menfaat\n        sağlamak fiillerini işlemek veya bunlara teşebbüs etmek,\n        hırsızlık veya dolandırıcılık yapmak veya bunlara teşebbüs\n        etmek, kamu görevlisine fiili mukavemette bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>6136 sayılı Kanuna aykırı olarak ateşli\n        silahlarla, mermilerini ve bıçaklarla saldırı ve savunmada\n        kullanılmak üzere özel olarak yapılmış bulunan diğer aletleri,\n        patlayıcı maddeleri işyerinde taşımak, bulundurmak ve kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp>41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Görevin yerine getirilmesinde dil, ırk, milliyet,\n        renk, cinsiyet, engellilik, siyasi düşünce, felsefi inanç, din veya\n        mezhep ayrımı yapmak\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp>42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"247\">\u003Cp>Terör örgütleriyle eylem birliği içerisinde\n        olmak, bu örgütlere yardım etmek, kamu imkân ve kaynaklarını bu\n        örgütleri desteklemeye yönelik kullanmak veya kullandırmak, bu\n        örgütlerin propagandasını yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp> \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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end_date":47,"CBA_MEMTRAD4_1":49,"jobclassifaction1":53,"contracttrial":57,"contracttrialperiod":60,"sicknesspay":64,"sicknessmaxdaysnr":68,"healthandsafetypolicy":72,"code_application":75,"protectiveclothing":79,"funeralpay":83,"discrimination":87,"paidpaternityleave":91,"paidmaternityleave":95,"deathrelatives":99,"marriageleave":103,"hourspweek_select":107,"PAIDLEAV_trigger":111,"holidaysdays":114,"bankholidays1":118,"SCHEDULE_trigger":122,"TRADEUNLEAV_trigger":125,"tradeunleavdays":128,"STRUCINCR_trigger":132,"ONCEONLY_trigger":135,"onceonlytype2":138,"ONCERISE_trigger":142,"ONCERISE2_trigger":146,"NOCTPREM_trigger":150,"shiftallowancetype":153,"OVERTIME_trigger":157,"overtimeallowanceperc1_general":161,"SUNDAY_trigger":165,"sundayallowancetype":169,"COMMUTE_trigger":173,"commutingallowancetype":176,"MEALALL_trigger":180,"mealvouchersamount":183,"SENIOR_trigger":187},{"bindId":45,"name":46,"text":46},"cbadate_start","01.01.2025-31.12.2026",{"bindId":48,"name":46,"text":46},"cbadate_end_date",{"bindId":50,"name":51,"text":52},"CBA_MEMTRAD4_1","SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞ","SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ)",{"bindId":54,"name":55,"text":56},"jobclassifaction1","(1) İşçilere aşağıdaki tablo uyarınca ay","(1) İşçilere aşağıdaki tablo uyarınca aylık brüt çıplak\nücretleri için belirlenen %’lik oranında iş primi ödenir.\n\n\n\n\n  \n    \n      GRUP NO\n      MESLEK\n      ORAN\n    \n    \n      I. GRUP\n      Müdür, Müdür Yardımcısı,\n      %13\n    \n    \n      II. GRUP\n      \n      Mühendis, Birim Sorumlusu, Amir, Biyomedikal\n        Mühendislik Süreci Çalışanları\n      \n      %11\n      \n    \n    \n      III. GRUP\n      \n      Teknisyen, Tekniker, Operatör, Matbaacı, Diyetisyen,\n        Odyometrist, Diğer Sağlık Personeli (Lab. Tekn. Destek, Veri\n        Sağlama), Eczane Hizmetleri Teknikeri, Eczane Kalfası, Eczane\n        İşçisi, Tıbbi Sekreter (Lab. Radyoterapi, Atölye), Marangoz,\n        İnşaat İşçisi, Sıhhi Tesisatçı, Telefon Tesisatçısı,\n        Çevirmen Bilişim Personeli, Bilgi İşlem Birimi personelleri\n      \n      %9\n      \n    \n    \n      IV. GRUP\n      \n      Büro İşçisi, Kayıt Elemanı, Veri Giriş\n        Elemanı, Güvenlik Görevlisi\n      \n      %7\n      \n    \n    \n      V. GRUP\n      \n      Diğer İşçiler\n      \n      %4\n      \n    \n  \n\n\n\n\n(2)Yukarıda belirtilen meslek gruplarındaki görevleri fiilen yerine\ngetiren işçiler için ilgili oranlar uygulanır.",{"bindId":58,"name":59,"text":59},"contracttrial","Deneme süresi MADDE 14- ",{"bindId":61,"name":62,"text":63},"contracttrialperiod","(1) Deneme süresi iki (2) aydır. Deneme ","(1) Deneme süresi iki (2) aydır. Deneme süresi içinde taraflar iş\nsözleşmesini bildirim süresine gerek olmaksızın tazminatsız feshedebilir.\nİşçinin çalıştığı günler için ücret ve diğer hakları\nsaklıdır.",{"bindId":65,"name":66,"text":67},"sicknesspay","İş göremezlik hali ve hastalık yardımı M","İş göremezlik hali ve hastalık yardımı MADDE 31- ",{"bindId":69,"name":70,"text":71},"sicknessmaxdaysnr","(1) Hastalık nedeniyle geçici iş göremez","(1) Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda dört (4) defayı geçmemek üzere işverence ödenir.",{"bindId":73,"name":74,"text":74},"healthandsafetypolicy","İş sağlığı ve güvenliği MADDE 49- ",{"bindId":76,"name":77,"text":78},"code_application","(1) İş sağlığı ve güvenliği konusunda il","(1) İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır. ",{"bindId":80,"name":81,"text":82},"protectiveclothing","(3)Ancak, iş icap ve zaruretleri ile İş ","(3)Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği\nmevzuatı gereğince verilmesi gereken koruyucu giyim malzemesi ayrıca\nverilmeye devam edilir.",{"bindId":84,"name":85,"text":86},"funeralpay","b)İşçinin eş, çocuk, ana veya babasının ","b)İşçinin eş, çocuk, ana veya babasının ölümü halinde kendisine\niki (2) günlük brüt çıplak ücreti kadar,",{"bindId":88,"name":89,"text":90},"discrimination","Görevin yerine getirilmesinde dil, ırk, ","Görevin yerine getirilmesinde dil, ırk, milliyet,\n        renk, cinsiyet, engellilik, siyasi düşünce, felsefi inanç, din veya\n        mezhep ayrımı yapmak",{"bindId":92,"name":93,"text":94},"paidpaternityleave","c)İşçinin eşinin doğum yapması halinde b","c)İşçinin eşinin doğum yapması halinde beş (5) gün, ç) İşçinin\nevlat edinmesi halinde beş (5) gün,",{"bindId":96,"name":97,"text":98},"paidmaternityleave","(1) Doğum yardımı konusunda ilgili mevzu","(1) Doğum yardımı konusunda ilgili mevzuat hükümleri uygulanır.",{"bindId":100,"name":101,"text":102},"deathrelatives","b)İşçinin ana, baba veya kardeşinin ölüm","b)İşçinin ana, baba veya kardeşinin ölümü halinde beş (5) gün, eş\nveya çocuğunun ölümü halinde altı (6) gün, kayınvalide veya\nkayınpederinin ölümü halinde iki (2) gün,",{"bindId":104,"name":105,"text":106},"marriageleave","a)İşçinin evlenmesi halinde yedi (7) gün","a)İşçinin evlenmesi halinde yedi (7) gün, işçinin çocuklarının\nevlenmesi veya sünnet olması halinde iki (2) gün,",{"bindId":108,"name":109,"text":110},"hourspweek_select","(1) İşyerinde çalışma süresi haftada en ","(1) İşyerinde çalışma süresi haftada en çok kırk (40) saattir.",{"bindId":112,"name":113,"text":113},"PAIDLEAV_trigger","Yıllık ücretli izinler MADDE 23- ",{"bindId":115,"name":116,"text":117},"holidaysdays","a)Bir (1) yıldan beş (5) yıla kadar (beş","a)Bir (1) yıldan beş (5) yıla kadar (beş yıl dâhil) olanlara yirmi\n(20) iş günü,",{"bindId":119,"name":120,"text":121},"bankholidays1","(1) Ulusal bayram ve genel tatil günleri","(1) Ulusal bayram ve genel tatil günleri, 2429 sayılı Ulusal Bayram ve\nGenel Tatiller Hakkında Kanun’da belirtilen günlerdir.",{"bindId":123,"name":124,"text":124},"SCHEDULE_trigger","Ara dinlenmesi MADDE 19-",{"bindId":126,"name":127,"text":127},"TRADEUNLEAV_trigger","Sendikal izinler MADDE 10- ",{"bindId":129,"name":130,"text":131},"tradeunleavdays","(2)Diğer izinler; a)Sendika temsilcileri","(2)Diğer izinler;\n\na)Sendika temsilcileri ile görevlilerine kongre, konferans, seminer,\nyönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine\naşağıdaki tabloya göre ücretli izin verilir. \n\n\n\n\n  \n    \n      YILLIK TOPLAM ÜCRETLİ İZİN SÜRESİ\n        ‘\n      \n    \n    \n      İşyeri İşçi Mevcudu\n      \n      Sendika Temsilcisi ve Görevlileri\n      \n    \n    \n      01-50 işçi çalıştırılan işyerinde\n      \n      10 gün\n      \n    \n    \n      51 - 200 işçi çalıştırılan işyerinde\n      \n      15 gün\n      \n    \n    \n      201 - 500 işçi çalıştırılan işyerinde\n      \n      20 gün\n      \n    \n    \n      501 - 1000 işçi çalıştırılan işyerinde\n      \n      25 gün\n      \n    \n    \n      1001 ve daha fazla işçi çalıştırılan\n        işyerinde\n      \n      İşçi sayısının %10’u kadar gün\n      \n    \n  \n\n\n\n\nb)Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5’inden fazla sayıda üyenin birden\nizin kullanması işverenin onayına tabidir. Ancak Genel Kurullar için %5\noranı aranmaz.",{"bindId":133,"name":134,"text":134},"STRUCINCR_trigger","Ücret zammı MADDE 33- ",{"bindId":136,"name":137,"text":137},"ONCEONLY_trigger","Ek ödeme MADDE 42- ",{"bindId":139,"name":140,"text":141},"onceonlytype2","(1) İşçilere, müktesep hak sayılmamak ve","(1) İşçilere, müktesep hak sayılmamak ve başka bir ödemeyi\netkilememek kaydıyla, yılda bir defa toplu iş sözleşmesinin her yılının\nMayıs ayında brüt 8.000,00 TL ek ödeme yapılır.",{"bindId":143,"name":144,"text":145},"ONCERISE_trigger","(1) İşçilere, 6772 sayılı Kanun hükümler","(1) İşçilere, 6772 sayılı Kanun hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.",{"bindId":147,"name":148,"text":149},"ONCERISE2_trigger","(2)Ayrıca işçilere, toplu iş sözleşmesin","(2)Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda\naltmış (60) günlük ücretleri tutarında ikramiye ödemesi yapılır. Bu\nikramiyelerin otuz (30) günü Şubat ayında, otuz (30) günü ise Temmuz\nayında ödenir.",{"bindId":151,"name":152,"text":152},"NOCTPREM_trigger","Gece zammı MADDE 45- ",{"bindId":154,"name":155,"text":156},"shiftallowancetype","(2)İşçilere 20.00-06.00 saatleri arasınd","(2)İşçilere 20.00-06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %20 zamlı olarak ödenir.",{"bindId":158,"name":159,"text":160},"OVERTIME_trigger","Fazla sürelerle çalışma, fazla çalışma v","Fazla sürelerle çalışma, fazla çalışma ve ücreti MADDE 20- ",{"bindId":162,"name":163,"text":164},"overtimeallowanceperc1_general","(2)Fazla sürelerle çalışmalarda her bir ","(2)Fazla sürelerle çalışmalarda her bir saat fazla sürelerle çalışma\niçin verilecek ücret mevzuat hükümlerine göre hesaplanarak ödenir. Fazla\nçalışmalarda her bir saat fazla çalışma için verilecek ücret, normal\nçalışma ücretinin saat başına düşen miktarının %70 yükseltilmesi\nsuretiyle ödenir.",{"bindId":166,"name":167,"text":168},"SUNDAY_trigger","Hafta tatili çalışması ve ücreti MADDE 2","Hafta tatili çalışması ve ücreti MADDE 21- ",{"bindId":170,"name":171,"text":172},"sundayallowancetype","(3)Hafta tatili günü çalıştırılan işçile","(3)Hafta tatili günü çalıştırılan işçilere, çalışmadan\nalacakları ücretleri ile birlikte bugün için toplam üç (3) günlük\nücret ödenir.",{"bindId":174,"name":175,"text":175},"COMMUTE_trigger","Vasıta yardımı MADDE 39- ",{"bindId":177,"name":178,"text":179},"commutingallowancetype","(1) İşçilere, fiilen çalıştıkları her gü","(1) İşçilere, fiilen çalıştıkları her gün için işverence dört\nadet Büyükşehir belediye otobüs bileti rayiç bedeli net olarak ödenir.",{"bindId":181,"name":182,"text":182},"MEALALL_trigger","Yemek yardımı MADDE 35- ",{"bindId":184,"name":185,"text":186},"mealvouchersamount","(1) İşçilere; işyerlerinde fiilen çalışt","(1) İşçilere; işyerlerinde fiilen çalıştıkları günlerde bir\nöğün ücretsiz yemek verilir. Ancak, Ramazan ayında oruç tutanlara,\nsağlık kurulu raporu ile perhizli olduğunu belgeleyenlere ve yemek\nçıkarılması veya verilmesi mümkün olmayan işyerlerinde çalışan\nişçilere fiilen çalıştıkları her gün için Hazine ve Maliye\nBakanlığı’nın 193 sayılı Gelir Vergisi Kanunu’na göre her yıl\nbelirlediği yemek bedeli istisna tutarı bedelinde (KDV hariç) yemek\nyardımı ödenir.",{"bindId":188,"name":189,"text":189},"SENIOR_trigger","Kıdem tazminatı MADDE 29- ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>T.C. İSTANBUL ÜNİVERSİTESİ REKTÖRLÜĞÜ ÖZ SAĞLIK-İŞ 01.01.2025-31.12.2026 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 8 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 10.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 120 % of basic wage\n                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