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charset=UTF-8\">\n  \u003Ctitle>10-nolu-is-kolu-toplu-sozlesmesi_638364155985968400\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C\u003C\u002Fh1>\n\n\u003Ch1>ISTANBUL ÜNİVERSİTESİ REKTÖRLÜĞÜ VE BAĞLI\u003C\u002Fh1>\n\n\u003Ch1>İŞYERLERİNE İLİŞKİN OLARAK TÜRK AĞIR SANAYİİ VE HİZMET\nSEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI (TÜHİS)\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI\u003C\u002Fh1>\n\n\u003Ch1>(TEZ-KOOP-İŞ)\u003C\u002Fh1>\n\n\u003Ch1>ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK SÜRESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.01.2023 - 31.12.2024\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi: 20.06.2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1 TARAFLAR VE TANIMLAR:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Bir tarafta T.C. İstanbul Üniversitesi Rektörlüğü'nün üyesi\nbulunduğu Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri\nSendikası (TÜHİS) ile diğer tarafta, Türkiye Ticaret, Kooperatif, Eğitim,\nBüro ve Güzel Sanatlar İşçileri Sendikası (TEZ-KOOP-İŞ) aşağıdaki\nşartlarla anlaşarak Rektörlüğe bağlı işyerlerini kapsamak üzere işbu\nişletme toplu iş sözleşmesini akdetmişlerdir.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi metni içinde;\u003C\u002Fp>\n\n\u003Cp>a) Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TÜHİS) \"İŞVEREN SENDİKASI\"\u003C\u002Fp>\n\n\u003Cp>b) Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar\nİşçileri Sendikası (TEZ-KOOP-İŞ) \"İŞÇİ SENDİKASI\" c) T.C. İstanbul\nÜniversitesi Rektörlüğü ve bağlı işyerleri \"İŞYERİ\", bütünü\n\"İŞLETME\"\u003C\u002Fp>\n\n\u003Cp>d) T.C. İstanbul Üniversitesi Rektörlüğü \" İŞVEREN\", Rektörlüğe\nbağlı işyerlerini sevk ve idareye yetkili olanlar \"İŞVEREN VEKİLİ\",\u003C\u002Fp>\n\n\u003Cp>e) Bu işletme toplu iş sözleşmesi \"SÖZLEŞME\",\u003C\u002Fp>\n\n\u003Cp>f) İşyerinde çalışan ve kanunen işçi sayılan TEZ-KOOP-İŞ üyeleri\n\"ÜYE\",\u003C\u002Fp>\n\n\u003Cp>g) Bu sözleşmede taraf olan TÜHİS ile TEZ-KOOP-İŞ \"TARAFLAR\", diye\nadlandırılmışlardır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- SÖZLEŞMENİN AMACI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı iş sözleşmesinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek, işyerinde\ndüzenli ve verimli çalışmayı sağlamak, üretimi artırmak, işveren ve\nişçilerin hak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını sağlamak, taraflar arasında doğabilecek\nfarklılıkları uzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 - YÜRÜRLÜK VE SÜRE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2023 tarihinde yürürlüğe girmek ve\n31.12.2024 tarihinde sona ermek üzere 2 (iki) yıl sürelidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- KAPSAM VE YARARLANMA:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A- İş bu toplu iş sözleşmesi T.C. İstanbul Üniversitesi\nRektörlüğü ve bağlı (10 no'lu işkolunda faaliyet gösteren) işyerleri\nile bu işyerlerine ait eklentilerin bütününü kapsamına alır. \u003C\u002Fp>\n\n\u003Cp>B- Bu toplu iş sözleşmesinden taraf sendika üyesi işçiler\nyararlanırlar. Sendika üyesi olmayanların yararlanmaları hakkında yasa\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>C- Toplu İş sözleşmesinin imza tarihi ile yürürlük tarihi arasında\niş sözleşmesi sona eren üyeler, iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 5-TOPLU İŞ SÖZLEŞMESİNİN HÜKMÜ VE İŞ SÖZLEŞMELERİNE\nTESİRİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A-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 sözleşmelerinde, düzenlenmeyen hususlarda, toplu iş\nsözleşmesindeki hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinde, iş sözleşmelerine aykırı hükümlerin\nbulunması halinde iş sözleşmesinin işçi lehindeki hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>B- Ancak işveren, işin niteliği gereği özel bilgi, beceri veya\nuzmanlık isteyen işler hariç, iş sözleşmeleri ile sendikalı işçiler\narasında ya da sendikalı ve sendikasız işçiler arasında ayırım yapamaz.\nİş sözleşmeleri ile diğer işçilere daha üstün hak ve menfaatler\nsağlanamaz. İş sözleşmesi ile çalışırken sendikaya üye olmak\nsuretiyle veya dayanışma aidatı ödemek suretiyle toplu iş sözleşmesinden\nyararlanmak istedikleri takdirde ücretleri aynı veya en yakın nitelik ve\nkıdemdeki işçilerin ücretini geçemeyeceği gibi bu işçilere toplu iş\nsözleşmesi ile sağlanan hak ve menfaatlerin üzerinde, hak ve menfaat\nsağlanamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 6-SENDİKA TEMSİLCİLERİ VE YÖNETİCİLERİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşçi kuruluşunda yönetici olduğu için kendi isteği ile\nişyerinden ayrılan işçiler bu görevlerinin seçime girmemek, yeniden\nseçilmemek veya kendi istekleriyle çekilmek suretiyle son bulması halinde 1\n(bir) ay içinde ayrıldıkları işyerinde işe yeniden alınmalarını\nistedikleri takdirde işveren, talep tarihinden itibaren en geç 1 (bir) ay\niçinde o andaki şartlarla eski işlerine veya eski işlerine uygun diğer\nişe, diğer isteklilere nazaran öncelik vererek almak zorundadır. Bu\ntakdirde işçinin eski kıdem hakları ve ücreti saklıdır.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini haklı\nbir sebep olmadıkça ve sebebini açık ve kesin bir şekilde belirtmedikçe\nfeshedemez. İşverenin bu hükme uymaması durumunda işçinin dava hakkı\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>c) Diğer hususlarda 6356 sayılı Sendikalar Kanunu'nun 23. ve 24.\nmaddeleri hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 7- SENDİKA ÜYELİĞİNİN TEMİNATI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu konuda; 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu'nun\n25.maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 8- SENDİKA TEMSİLCİLER\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>A) Görevleri:\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcileri yasalarda ve bu sözleşmede kendilerine verilen\ngörevlerinden başka;\u003C\u002Fp>\n\n\u003Cp>1- İşyerinde, üyelerle işveren arasında ilişkiyi ve çalışma\nhuzurunu sağlamak,\u003C\u002Fp>\n\n\u003Cp>2- Sendika ile üyeler arasında bağları güçlendirmek,\u003C\u002Fp>\n\n\u003Cp>3- İşyerinde çalışma saatleri içinde asıl işini aksatmamak kaydıyla\nüyelerin şikayet ve müracaatlarını dinlemek,\u003C\u002Fp>\n\n\u003Cp>4- Üye ve işveren arasında uyuşmazlıkların çözümüne çalışmakla\ngörevlidir.\u003C\u002Fp>\n\n\u003Ch3>B) Atanması:\u003C\u002Fh3>\n\n\u003Cp>Sendika bu sözleşme kapsamına giren ve işletmeye bağlı işyerlerinde\nçalışan üyeleri arasından her işyeri için ayrı ayrı olmak üzere Ana\nTüzük ve Sendikalar Yasası uyarınca işyeri sendika temsilcilerini atar.\u003C\u002Fp>\n\n\u003Cp>Baştemsilci ve temsilcilerin listesini, işverene yazı ile bildirir.\nÜniversiteye bağlı, araştırma gemilerinin, her birine ayrı bir temsilci\natanır.\u003C\u002Fp>\n\n\u003Ch3>C) Çalışma Tarzları:\u003C\u002Fh3>\n\n\u003Cp>1- Temsilciler, birlikte toplantı yapmak ve kendilerine işyerinde\niletilmiş sorunları görüşmek üzere, asıl işlerini aksatmamak ve iş\ndisiplinine aykırı olmamak kaydıyla haftada bir kez, yarım iş günü (4\nsaat) ücretli izinlidirler. Baştemsilci, toplantı gününü 3 gün önceden\nişverene haber verir ve izin alır.\u003C\u002Fp>\n\n\u003Cp>2- Temsilciler, kendi görevlerine giren konuları görüşmek üzere,\nişveren veya vekillerinden, toplantı talebinde bulunabilirler. Olağanüstü\nbir sebep olmadıkça, bu istekleri, toplantı nedenlerini belirtmek suretiyle,\nyazılı olarak başvurdukları tarihten itibaren 3 işgünü içinde yerine\ngetirilir. Baştemsilcinin görevlerini, kendisi bulunmadığı durumlarda\ndiğer temsilcilerden biri yerine getirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- SENDİKA TEMSİLCİLİK ODASI VE DUYURU TAHTASI:\u003C\u002Fh2>\n\n\u003Ch3>A-Sendika Temsilcilik Odası:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, Beyazıt Merkez Kampusunda, Fen ve Edebiyat Fakültelerinde,\nYemekhaneler ve Kantinler Müdürlüğünde sendika temsilcilerinin,\ntemsilcilik görevlerini yapabilmeleri için çalışma ve sağlık\nkoşullarına uygun bir oda verir ve bu konudaki diğer hususlarda mevcut\nuygulamaya devam edilir. Ayrıca bu odalara imkanlar nispetinde dahili\nkonuşmalar için bir telefon sağlanır. İşveren imkanları dahilinde\nİstanbul Tıp Fakültesi (Çapa) ve Avcılar Kampusu işyerinde bir\ntemsilcilik odası temin etmeye gayret eder.\u003C\u002Fp>\n\n\u003Ch3>B) Sendika Duyuru Tahtası:\u003C\u002Fh3>\n\n\u003Cp>İşveren Sendikal çalışmaların duyurulması ve sendikanın işçilere\niletmek gereğini duyduğu haberler ile her türlü sendikal yazıların\nasılmasını teminen kilitli duyuru tahtaları yaptırır. Bu tahtalara\nasılacak yazı, broşür ve duyurular, mevzuata aykırı olamaz. Asılacak\ntüm ilanlar, Sendikanın mühürünü ve yetkililerin imzasını taşır.\nDuyuru tahtasının anahtarı, baştemsilcide bulunur. Asılan tüm ilanların\nsorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 10- SENDİKAL İZİNLER:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, Genel Kurul ve Temsilciler Meclisi gibi toplantılara katılmaları\niçin sendikanın yazılı talebi üzerine aşağıdaki düzenlenmiş şekline\ngöre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Yılık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01- 50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51- 100 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>30 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101- 200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201- 500 işçı çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>80 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1001 'den fazla işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>İşçi sayısının% l0'u kadar gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler her üye için ayrı ayı olmayıp, tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5' inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir. Ancak, Genel Kurullar için bu %\n5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- SENDİKA AİDATLARI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, kanunlar gereği, kesmesi gereken aidatları, her ay keserek,\nişçi ücretlerinin ödendiği günü takip eden 10 gün içinde, sendikanın\nbildireceği banka hesabına yatırmakla yükümlüdür. İşveren bu işlemler\niçin, sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>Bu madde uyarınca yapılan kesintileri gösterir listeyi işveren,\nsendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 12- SENDİKA YÖNETİCİLERİNİN İŞÇİLERLE GÖRÜŞMESİ:\u003C\u002Fh2>\n\n\u003Cp>Sendika yöneticileri işveren veya vekillerine önceden haber vermek\nkaydıyla iş saatleri dışında, işveren veya vekillerinden izin almak ve\nişi aksatmamak şartıyla, iş saatleri içinde de üyelerle\ngörüşebilirler. Bu görüşmeler işveren veya vekillerinin göstereceği\nbir yerde yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 13- İŞYERİNDE ÇALIŞMA BİÇİMİ:\u003C\u002Fh2>\n\n\u003Cp>A- İşletme bünyesinde işçi kadrolarının tespiti ve uygulanması, iş\nprogramlarının tanzim ve tadili, çalışma biçimi, işin icap ettirdiği\nmiktar ve nitelikte işçi istihdam etmek, yeni işçi alımı veya boşalan\nkadroların doldurulması gibi işin ve işyerinin idaresine müteallik\nyetkiler mevzuata aykırı olmamak şartıyla sadece işverene aittir. Ancak,\nboşalan kadroların doldurulması sırasında işyerinde çalışmakta olan ve\nniteliği bu işe uygun olan işçilere öncelik tanınır. Aynı nitelikte\nbirden çok işçi olması halinde kıdemi yüksek olana öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>Boşalan kadrolara geçmek isteyen, işyerinde çalışan adaylar işverence\ntayin edilen iki kişi ile işyerinde çalışan işçiler arasından sendikaca\nseçilecek iki üyeden oluşan komisyon tarafından imtihana tabi tutulur.\nKomisyona işveren temsilcilerinden biri başkanlık eder.\u003C\u002Fp>\n\n\u003Cp>B- Sendika üyesi işçiler, onayları alınmadan, herhangi bir nedenle\nmemur kadrosuna geçirilemezler.\u003C\u002Fp>\n\n\u003Cp>C- İşveren, işyerinden her ne nedenle olursa olsun, ayrılan gemi\nadamına çalışma süresini ve görevini gösterir bir belge verir. Gemi\nadamı, bu belgeye çalışması hakkında bir kayıt konulmasını yazılı\nolarak işverenden isterse, durum ayrıca belgeye geçirilir. D- İşveren ya\nda işveren vekilleriyle gemi adamları arasında yapılacak iş\u003C\u002Fp>\n\n\u003Cp>sözleşmelerinin biçim ve içeriği 854 sayılı Deniz İş Kanunu\nhükümlerine göre olur.\u003C\u002Fp>\n\n\u003Cp>E- İşveren çalıştıracağı gemi adamları için ilgili mevzuat\nhükümlerini esas alır. Şu\u003C\u002Fp>\n\n\u003Cp>kadar ki, yeterlilik dereceleri aynı olan gemi adamları arasında liyakat\ntercih nedenini oluşturur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 14- DENEME SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşe alınan işçinin deneme süresi bir aydır. Bu süre içinde taraflar\niş sözleşmesini ihbarsız ve tazminatsız feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 15- ASKERLİK HİZMETİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçinin muvazzaf askerlik hizmeti dışında manevra veya herhangi bir\nnedenle silah altına alınması nedeniyle işinden ayrılması halinde, bu\nkonudaki mevzuat hükümleri uygulanır. Bu süre içinde işçiye ücreti tam\nolarak ödenir. Ancak bu süre içinde Milli Savunma\u003C\u002Fp>\n\n\u003Cp>Bakanlığı tarafından işçiye bir ödemede bulunulursa, bu ödeme\nişverene iade edilir. Herhangi bir askeri veya kanuni ödev dolayısıyla\nişinden ayrılan işçilerden, bu ödevin sona ermesinden başlayarak iki ay\niçinde işe girmek için başvuranları işveren, boş yer varsa derhal aynı\nkıdemdeki emsali işçinin ücreti ile işe alır.\u003C\u002Fp>\n\n\u003Cp>Diğer hususlarda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 16- GÖREV BÖLÜMÜ, İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A- Her işyerinde, o işyerinin kapsadığı hizmet dalları ve kadrolara\ngöre, gerekli görev dağılımı mevzuata aykırı olmamak kaydıyla işveren\nveya vekilince yapılır.\u003C\u002Fp>\n\n\u003Cp>B- Her işçi, iş sözleşmesinde yazılı olan veya fiilen çalışmakta\nolduğu işte çalıştırılır. İşçi fiilen yapmakta olduğu görevinden\nsorumludur. Ancak hizmetin zorunlu kıldığı durumlarda işveren ya da\nvekilinin yazılı onayı ile daha vasıflı bir işte görev verilen\nişçilere, göreve devam ettiği sürece fiilen yaptığı işin\nkarşılığı olan ücret dışındaki haklar verilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, işçiler işyeri içinde unvanı veya niteliği benzer olan başka\nişe veya işverene bağlı Belediye Hudutları (Büyükşehir Belediye\nHudutları) içindeki diğer bir işyerine işverence nakledilebilirler.\nİşçilerin Belediye Hudutları (Büyükşehir Belediye Hudutları)\ndışındaki işyerlerine daimi nakli, işçinin yazılı rızasına\nbağlıdır. Geçici süreyle nakillerde işçinin rızası aranmaz. Ancak, bu\nsüre yılda 3 ayı geçemez. İş ve işyeri değişikliği, hiç bir zaman\nceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>C- Ayrı iki gemide çalışan gemi adamları, birbirlerinin yazılı\nbecayişini istedikleri takdirde, işverence bir sakınca görülmezse,\nistekleri yerine getirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>MADDE 17- İŞ SÜRELERİ VE FAZLA ÇALIŞMALAR:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>A-a)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Bu toplu iş sözleşmesinin kapsamına giren işyerlerinde çalışma\nsüresi günde 8, haftada 40 saattir. Pazar günü hafta tatilidir. Vardiyalı\nçalışma hallerinde \" Postalar Halinde İşçi Çalıştırılarak\nYürütülen İşlerde\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışmalara İlişkin Bazı Özel Usul ve Kurallar Hakkında Yönetmelik\nhükümleri uygulanır. Çalışma gün ve süreleri ile işe başlama,\ndinlenme ve bitirme saatleri işin gereğine ve işyerlerinin özelliğine\ngöre işveren tarafından tespit edilir ve ilan olunur.\u003C\u002Fp>\n\n\u003Cp>b) Yaptıkları işler gereği kısa süreli çalışması gerekenler\nhakkında ilgili mevzuat hükümleri uygulanır. Ancak, hizmetin kesif\nolmadığı yerlerde bu süre normal mesai saatlerine kadar arttırılabilir\u003C\u002Fp>\n\n\u003Cp>c) İşçinin işyerinde ve işverenin emrinde hazır durumda çalışmadan\ngeçirdiği zaman iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>d) İşçilere çalışma süresinin ortalama bir zamanında mevzuata uygun\nbir şekilde verilecek ara dinlenmesi (Yemek Paydosu) çalışma süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>e) İşyerlerinde vardiyalı çalışma gerekiyorsa vardiyaların tespiti,\nbaşlama ve bitiş zamanları ile dinlenme zamanları işverence düzenlenir ve\nbir gün önceden işyerinde ilan olunur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>f) Normal çalışma süresini aşan çalışmalar fazla çalışmadır. Her\nfazla çalışma saati için, işçiye normal çalışma saati ücretinin;\nÖğrenci Yemekhaneleri ve Kantinler Müdürlüğü işyerinde % 75, Edebiyat\nFakültesi işyerlerinde % 100, kapsamdaki diğer işyerlerinde ise % 70 zamlı\ntutarı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>B- Araştırma Gemileri (Gemi Adamları) İçin:\u003C\u002Fh3>\n\n\u003Cp>a) Gemi adamlarının genel bakımdan (Liman veya seferde) normal iş\nsüresi günde 8 ve haftada 48 saattir. Bu süre haftanın iş günlerine eşit\nolarak bölünmek suretiyle uygulanır. İş süresi gemi adamının\nişbaşında çalıştığı veya vardiya tuttuğu süredir.\u003C\u002Fp>\n\n\u003Cp>Bu iş sürelerine, gemi adamının işin ortalama bir zamanında gerekirse\nsıra ile verilecek bir saatlik yemek ve ara dinlenmeleri dahildir. Gemi\nadamlarına her 24 saatlik gün devresi içinde 8 saat aralıksız bir dinlenme\nsüresi sağlanması zorunludur. Liman seferi yapan ve limanda bağlı bulunan\ngemilerde çalışan gemi adamları istedikleri zaman bu izinlerini gemi\ndışında geçirebilirler.\u003C\u002Fp>\n\n\u003Cp>b) İş süresinin günlük ve haftalık azami hadleri dışındaki\nçalışmalar fazla çalışma sayılır. Normal iş günlerinde bu kabil\nçalışmalar için işveren, gemi adamına her bir saat fazla çalışması\niçin ücreti, normal ücretinin saat başına düşen miktarının % 70\nfazlasıyla ödemeyi kabul eder. İşbu fazla saatlerle çalışma, ulusal\nbayram ve genel tatil günleri veyahut da, hafta tatili günleri yapılırsa,\nbeher saati, normal saat ücretinin % 100 fazlasıyla ödenir. Şu kadar ki,\nGemide fiilen çalışan gemi adamları bu haktan faydalanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch2>MADDE 18-ARA DİNLENMESİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşyerinin hiç bir bölümünde ara dinlenmesi toplam 1 saatten fazla\nolamaz. Ara dinlenmesi işçilere nöbetleşe kullandırılabilir. Ara\ndinlenmesi içinde işçinin çalıştırılması halinde bu süre fazla\nçalışma olarak değerlendirilir. Araştırma Gemileri işyerinde bu konuda\nmevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) Araştırma Gemileri (Gemi Adamları) dışındaki işyerlerinde\nçalışmakta olan işçilere günlük çalışma süreleri içinde öğleden\nönce ve öğleden sonra olmak üzere işin ortalama bir yerinde 15'er\ndakikalık çay dinlenmesi verilir. Bu süreler iş süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch2>MADDE 19- HAFTA TATİLİ ÜCRETİ: \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>Pazar günü hafta tatilidir. İşçilerin hafta tatili ücretleri aylık\nücretlerine dahildir ayrıca ödenmez.\u003C\u002Fp>\n\n\u003Cp>Ancak, işçilerin hafta tatili günü çalıştırılmaları halinde, bu\ngün için (Çalışmadan aldıkları gündelik dahil) toplam 3 yevmiye\nödenir.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin uygulandığı işyerlerinde çalışan\nGemi Adamlarına iş başında kaldıkları takdirde hafta tatili günü için\ntoplam 3 yevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 20 - GECE ÇALIŞMA SÜRESİ VE ÜCRETİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Gece çalışmaları konusunda mevzuat hükümleri uygulanır. Ancak, bu\ntoplu iş sözleşmesi kapsamına giren işyerlerinde çalışan işçilere\nçalışmalarının yarısından fazlası veya tamamının gece süresine\nrastlaması halinde bu sürelere ait ücreti % 30 (Yüzdeotuz) zamlı\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 21 DEVAM DURUMU, ÇALIŞILAN GÜNLER VE FAZLA ÇALIŞMANIN\nSAPTANMASI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üye işçiler, işyerine giriş ve çıkışta imza föyünü imzalarlar.\nBu föyleri, idare amirleri devamlı kontrol ederler. İşyerinde Cumartesi\ngünü, Hafta Tatili günü ve Ulusal Bayram ve Genel Tatil günlerinde\nçalışma ile fazla çalışma, çalışmanın yapılacağı günden bir gün\nönce bölüm amirinin yazılı isteği ile olur ve işyerinde ilan edilir.\u003C\u002Fp>\n\n\u003Cp>İşçiden istenen çalışmanın gün ya da saat süresini belirleyen bir\nbelge olmaksızın Cumartesi ve Hafta Tatili günü ile Ulusal Bayram ve Genel\nTatil günlerinde çalışma ve fazla çalışma işçiden istenemez.\u003C\u002Fp>\n\n\u003Cp>İstanbul Üniversitesi emrinde bulunan deniz vasıtalarında çalışan\ngemi adamlarının puantajlarını o geminin kaptanı tutar ve \"Seyir Jurnaline\nuygundur\" ibaresini yazarak onaylar, geminin seyir jurnali kaptandan başka\nkişiler tarafından tutulamaz. Seyirde ve limanda kaptanım hareketlerine\nkimse müdahale edemez. Kaptan geminin tek yetkili amiridir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 22-SOSYAL TESİSLERDE ÇALIŞMA BİÇİMİ VE ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a- Enez Sosyal Tesislerinde çalışma biçimi ve süresi Rektörlükçe\ndüzenlenir. Burada görevlendirilecek işçilerin seçimi; ihtiyaç türü ve\noranına göre Rektörlükçe yapılır.\u003C\u002Fp>\n\n\u003Cp>b- Sosyal tesislerde çalıştırılacak işçilere işveren sağlık\nkoşullarına uygun yeme, yatma, barınma, dinlenme vs. imkanları sağlar.\nBuna mukabil işçilerin ücretlerinden kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cp>c- Enez Sosyal Tesislerine gönderilen işçilere Tesislerde\nçalıştıkları her gün için ücretlerinden ayrı olarak toplu iş\nsözleşmesinin birinci yılı birinci altı ayında 17,28 TL\u002FGün ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 23-ULUSAL BAYRAM VE GENEL TATİLLER:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A) Ulusal Bayram ve Genel Tatil günleri hakkında ilgili Yasa Hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>B) Üyeler bu günlerde rızaları ile çalıştırılabilirler. Ancak,\nSağlık işyerlerinde işin özelliği bu günlerde çalışmayı\ngerektiriyorsa işçinin rızası aranmaz.\u003C\u002Fp>\n\n\u003Cp>C) Bu günlerde çalışmayarak izin yapan işçilere bir iş karşılığı\nolmaksızın ücretleri tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>D) Bu günlerde tatil yapmayarak çalışan işçilere çalıştığı her\ngün için toplam üç gündeliği tutarında ücret ödenir. İşbu toplu iş\nsözleşmesinin uygulandığı işyerlerinde çalışan gemi adamlarına\nişbaşında kaldıkları takdirde Ulusal Bayram ve Genel Tatil günleri için\ntoplam üç gündeliği tutarında ücret ödenir.\u003C\u002Fp>\n\n\u003Cp>E) Ulusal Bayram ve Genel Tatil günlerinde işçinin günlük çalışma\nsüresinden fazla\u003C\u002Fp>\n\n\u003Cp>çalışma yapması halinde fazla çalışılan saatler için bu günlere\nait ücretinin saat başına isabet eden miktarı bu toplu iş sözleşmesinin\n\"İş Süreleri ve Fazla Çalışmalar\" başlıklı 17. maddesinin (f) bendinde\nişyerleri itibariyle tespit edilmiş olan fazla çalışma zam oranları kadar\nartırılmak suretiyle fazla mesai parası ödenir. Bu hüküm Araştırma\nGemileri işyerinde (gemi adamları için) uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 24-YILLIK ÜCRETLİ İZİNLER:\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>A) İşyerinde Çalışma Süresi:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a- 1 yıldan 5 yıla kadar (5 yıl dahil) olan işçilere 25 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b- 6 yıl ve daha fazla olan işçilere 30 işgünü ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>B) İzin süresine rastlayan Hafta Tatili, Ulusal Bayram ve Genel Tatil\ngünleri izin süresinden sayılmaz. Ancak, yıllık ücretli iznin hesabında\nCumartesi işgünü olarak kabul edilir.\u003C\u002Fp>\n\n\u003Cp>C) İznini işyerinden uzak bir yerde geçirecek olan işçilere talepleri\nhalinde 7 güne kadar ücretsiz yol izni verilir.\u003C\u002Fp>\n\n\u003Cp>D) Bu toplu iş sözleşmesi kapsamına giren Araştırma gemilerinde\nçalışan gemi adamlarının yıllık ücretli izin süreleri 40 gündür.\u003C\u002Fp>\n\n\u003Cp>E) Röntgen, Radyum, Fizyoterapi hizmetlerinde çalışan ve zararlı\nışınlara maruz kalan işçilere yıllık ücretli izninden ayrı olarak bir\nay ücretli sağlık izni verilir.\u003C\u002Fp>\n\n\u003Cp>F) Yıllık ücretli izin işveren tarafından bölünemez. Bu iznin\nyukarıda belirtilen süreler içinde işveren tarafından sürekli bir\nşekilde verilmesi zorunludur. Ancak, bu süreler, tarafların anlaşması ile\nbir bölümü on günden aşağı olmamak üzere bölümler halinde\nkullanılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 25-MAZERET İZİNLERİ:\u003C\u002Fh2>\n\n\u003Cp>A) Önceden veya sonradan mazeretlerini belgelemek kaydıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a- İşçinin evlenmesi durumunda 7 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b- İşçinin ana, baba, kardeş, eş ve çocuklarından birinin ölümü\nhalinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>e- İşçinin eşinin doğum yapması halinde 5 gün, evlat edinmesi halinde\n3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d- Yangın, sel, deprem gibi doğal afetlere uğrayan işçilere 10 gün,\u003C\u002Fp>\n\n\u003Cp>e- İşçinin çocuklarının evlenmesi veya sünneti halinde 2 gün,\u003C\u002Fp>\n\n\u003Cp>f- İşçinin kayınvalidesi ve kayınpederinin ölümü halinde 1 gün,\u003C\u002Fp>\n\n\u003Cp>ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>g- İşçilere, zorunlu ihtiyaçlarını karşılamalarını teminen yılda\nüç güne kadar, ücretli mazeret izni verilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>h-İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler halinde on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B) Diğer İzinler:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>a- İşveren işçilere (hizmet müddeti 1 yılı geçmiş olmak şartıyla)\nstaj, imtihan, kurs, tahsil gibi hallerde ve diğer gerekli sebeplerden dolayı\n6 aydan 1 yıla kadar ücretsiz izin verebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b- Basımevinde, kurşun eritme işleri, iş saatleri dışında yapılır.\nEritme işlemi yapan işçiye, ertesi gün, ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>e- İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği\ntakdirde hayati 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 6 (altı) aya kadar ücretsiz izin\nverilebilir. Ayı şartlarda bu süre bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>C) Bu toplu iş sözleşmesi kapsamında çalışan gemi adamlarının\nbağlama limanları\u003C\u002Fp>\n\n\u003Cp>dışında (İstanbul-Gökçeada) gemi ile gittiklerinde tekrar merkezlerine\ndönüşte sefer içinde geçen hafta tatili, Genel Tatil ve Ulusal Bayram\nizinleri karşılığı kendilerine, dönüşlerinde ücretli izin olarak\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 26 - ANALIK HALİNDE ÇALIŞMA VE SÜT İZNİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Kadın işçilerin doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam onaltı haftalık süre için çalıştırılmamaları\nesastır. Çoğul gebelik halinde doğumdan önce çalıştırılmayacak sekiz\nhaftalık süreye iki hafta süre eklenir. Ancak, sağlık durumu uygun olduğu\ntakdirde, doktorun onayı ile kadın işçi isterse doğumdan önceki üç\nhaftaya kadar işyerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası sürelere eklenir. Kadın işçinin\nerken doğum yapması halinde ise doğumdan önce kullanamadığı\nçalıştırılmayacak süreler, doğum sonrası sürelere eklenmek suretiyle\nkullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İsteği halinde kadın işçiye, onaltı haftalık sürenin\ntamamlanmasından veya çoğul gebelik halinde onsekiz haftalık süreden sonra\naltı aya kadar ücretsiz izin verilir. Bu süre, yıllık ücretli izin\nhakkının hesabında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>Kadın işçilere bir yaşından küçük çocuklarını emzirmeleri için\ngünde toplam birbuçuk saat süt izni verilir. Bu sürenin hangi saatler\narasında ve kaça bölünerek kullanılacağını işçi kendisi belirler. Bu\nsüre günlük çalışma süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Analık halinde çalışma ve süt izni hakkındaki diğer konularda 4857\nsayılı İş Kanununun 74. maddesi ile \"Analık İzni veya Ücretsiz izin\nsonrası Yapılacak Kısmi Süreli Çalışmalar Hakkında Yönetmelik\"\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu maddede düzenlenmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27-ÜCRET ÖDEME ZAMANI:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda 289 sayılı Kanun hükmünde Kararname hükümlerine göre işlem\nyapılır. Ödeme gününün tatile denk gelmesi durumunda, bir gün önce\nödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch2>MADDE 28- ÜCRET ZAMMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>1- TABAN ÜCRET:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cp>01.01.2023 tarihinde günlük brüt çıplak ücretleri; 500,00 TL'nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 500,00 TL'ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2- ÜCRET ZAMLARI:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Ch4>a) Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2023 tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten sonra, 01.01.2023 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.01.2023 tarihinden geçerli olmak\nüzere birinci yıl birinci altı ay için Refah Payı dahil % 45 (Kırkbeş)\noranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2023 indeks sayısının, Aralık 2022\nindeks sayısına göre değişim oranının % 45 (Kırkbeş)'i aşması\nhalinde aşan kısmın tamamı, birinci yıl ikinci altı ay ücret zammı\noranına ilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>b) Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.07.2023 tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2023\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2023 tarihinden\ngeçerli olmak üzere % 15 (Onbeş) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2023 indeks sayısının, Haziran 2023\nindeks sayısına göre değişim oranının % 15 (Onbeş)'i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>c) İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2024 tarihinde işyerlerinde çalışmakta olan işçilerin 01.01.2024\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2024 tarihinden\ngeçerli olmak üzere % 10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2024 indeks sayısının, Aralık 2023\nindeks sayısına göre değişim oranının % 10 (On)'u aşması halinde aşan\nkısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Ch4>d) İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.07.2024 tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2024\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2024 tarihinden\ngeçerli olmak üzere % 10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2024 indeks sayısının, Haziran 2024\nindeks sayısına göre değişim oranının % 10 (On)'u aşması halinde aşan\nkısmın tamamı, ikinci yıl ikinci altı ayının son günündeki ücrete\ntakip eden ayın birinci gününden geçerli olmak üzere (01.01.2025\ntarihinden geçerli olmak üzere işçilerin 31.12.2024 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>e) Bu sözleşmenin yürürlük tarihinden sonra işe giren sendika üyesi\nişçilerden deneme süresini dolduranlara ücret zammı; işçinin işe\ngirdiği tarih ile işe girdiği dilimdeki zammı uygulama tarihi arasında\ngeçen her tam ay için 1\u002F6 oranında eksiltilerek uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak bu uygulama sebebiyle yeni işe girenlerin ücreti aynı nitelikteki\nkıdemli işçinin ücretini geçemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 - İŞ PRİMİ:\u003C\u002Fh2>\n\n\u003Cp>A) Bu toplu iş sözleşmesinin kapsamında bulunan işçilere (B bendinde\nsayılanlar hariç) aşağıdaki işlerde görevlendirilenlere müktesep hak\nolmamak ve diğer ödemeleri etkilememek kaydıyla fiilen çalıştıkları her\ngün için;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I. GRUP\u003C\u002Fstrong>: Sorumlu yönetici, müdür\u002Famir, bilişim\npersoneli, mühendis, mimar, laborant, tekniker, teknisyen, AUZEF büro\nsorumlusu, ustabaşı, güverte\u002Fmakine lostromaları, reis, hemşire,\nöğretmen, elektrikçi, operatör, şef, aşçıbaşı\u002Fyardımcısı ve\nmuhasebecilere günlük brüt çıplak ücretinin %6'sı,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II. GRUP:\u003C\u002Fstrong> Aşçı, büro işleri personeli, AUZEF şube\nsorumlusu, matbaa çalışanları, güvenlik görevlisi, bekçi, diğer gemi\nadamları('B' bendi dışında kalan), teknik eleman, kasap, balıkçı, hasta\nbakıcı, satın alma, usta yardımcısı, şoför, yemekhane personeli ve\nsekreterlere günlük brüt çıplak ücretinin %5'i,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>III. GRUP:\u003C\u002Fstrong> Temizlik görevlisi, bahçıvan, AUZEF şube\npersoneli, bulaşıkçı, kantinci ve diğer işçilere ise günlük brüt\nçıplak ücretinin %4'ü, oranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alınan işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatları\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\n\n\u003Cp>B) Bu toplu iş sözleşmesinin kapsamında bulunan; \u003C\u002Fp>\n\n\u003Cp>- Gemi Kaptanları ve Çarkçıbaşılara (Baş Makinist) aylık çıplak\nbrüt ücretlerinin % 50(Yüzdeellisi), \u003C\u002Fp>\n\n\u003Cp>-Güverte ve Makina 1. Zabitlerine (2. Kaptan ve 2. Çarkçı) aylık\nçıplak brüt ücretlerinin % 35 (Yüzdeotuzbeşi),\u003C\u002Fp>\n\n\u003Cp>-Güverte ve Makina Zabitlerine (3.Kaptan, 3. Çarkçı) aylık çıplak\nbrüt ücretlerinin % 25 (Yüzdeyirmibeşi),\u003C\u002Fp>\n\n\u003Cp>tutarında her ay brüt makam tazminatı ödenir. Bu ödeme müktesep hak\nteşkil etmez ve başka bir ödemeyi etkilemez. Bu ödemeden 1 ay içinde 3\ngüne (Üç gün dahil) kadar ücretli izin ve istirahat hallerinde kıst\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 30-SEFER PRİMİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rektörlüğe bağlı Araştırma Gemilerinin seferde olduğu günlerde;\nfiilen gemide bulunan gemi adamlarına fazla çalışma ücreti ödenmediği\nhallere münhasır olmak ve başka bir ödemeyi etkilememek kaydıyla her gün\niçin toplu iş sözleşmesinin birinci yıl birinci altı ayında 25,09\nTL\u002FGün sefer primi ödenir. Geminin limanda bağlı olduğu günlerde ise,\nfiilen gemide bulunanlara bu ödemenin 1\u002F2'si tutarında sefer primi\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 31-SOSYAL YARDIM:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin kapsamında bulunan işçilere her ay toplu\niş sözleşmesinin birinci yıl birinci altı ayında 1.595,00 TL\u002FAy sosyal\nyardım ödenir. Bu ödeme, toplu iş sözleşmesinin birinci yıl ikinci altı\nayı ile ikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>MADDE 32- İLAVE TEDİYE VE İKRAMİYE:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>Bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilere 6772 Sayılı Yasaya göre ilave tediye verilir. Ayrıca, yasada\nöngörülen şartlara göre Haziran ve Eylül aylarının ilk haftasında\nödenmek üzere 30' ar günlük ücretleri tutarında iki ikramiye daha\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 33-BİLDİRİM SÜRELERİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesinin sona erdirilmesi halinde bildirim süreleri\naşağıdaki gibidir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde hizmet süresi;\u003C\u002Fp>\n\n\u003Cp>a- 6 aya kadar olan işçiye 3 hafta,\u003C\u002Fp>\n\n\u003Cp>b- 6 aydan 18 aya kadar olan işçiye 5 hafta,\u003C\u002Fp>\n\n\u003Cp>c- 18 aydan 36 aya kadar olan işçiye 7 hafta,\u003C\u002Fp>\n\n\u003Cp>d-36 aydan fazla olan işçiye 10 hafta, Edebiyat ve Fen Fakültesi\nişyerlerinde çalışanlar için 20 hafta, önceden bildirimde bulunulması\nşarttır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin kapsamına giren işyerlerine 01.01.1988\ntarihinden sonra giren işçilere Kanunda yazılı süreler uygulanır. Bu\ntoplu iş sözleşmesi kapsamına giren işyerlerinde çalışan gemi\nadamlarının bildirim süreleri, geminin seyir durumunda mükerrer liman\ndeğiştirdiği takdirde ilk uğrayacağı limanda geminin emniyet altına\nalınmasından sonra başlar. İşveren gemi adamını geminin bağlı olduğu\nlimana kadar götürür, Gemi adamının ücreti, geminin bağlı bulunduğu\nlimana kadar ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 34 - KIDEM TAZMİNATI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işyerlerinde kıdem\ntazminatına esas gün sayısı 40 gündür. Ancak 01.01.1986 tarihinden sonra\nişe girenler için yasal süreler uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 35-YEMEK VE KORUYUCU GIDA YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A) Bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilere (Gemi Adamları hariç) fiilen çalıştıkları her gün için\ndoyurucu nitelikte bir öğün, çalışma şartları ve süresi gerekli\nkılıyor ise iki öğün yemek verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-mealvouchersamount\">\u003Cp>B) Sosyal Güvenlik Kurumunun anlaşmalı olduğu Sağlık Kuruluşlarından\nalınan doktor raporuna dayanarak perhize tabii olduklarını belgeleyen ve iş\nicabı yemek yiyemeyen işçiler ile Ramazan ayında oruç tutanlara\nçalıştıkları her gün için toplu iş sözleşmesinin birinci yıl birinci\naltı ayında net 94,25 TL\u002FGün; yemek yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Günlük çalışma süresi ara dinlenme dahil 12 saat olan işçilere, iki\nöğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen işçiye sadece\nikinci öğün yemek parası ödenir. İşverenin her iki öğünde de ayni\nolarak yemek vermesi halinde nakdi ödeme ayrıca yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>C) Bu toplu iş sözleşmesinin kapsamına giren gemi adamlarına laşe\nTespit Kurulu Kararına göre yemek parası ödenir. Bu işçilere sefere\nçıkışlarında, sefer günü kadar, iaşe avansı verilir.\u003C\u002Fp>\n\n\u003Cp>D) Gemi adamlarına ve balıkçılara Kasım, Aralık, Ocak, Şubat ve Mart\naylarında gemide fiilen çalıştıkları sürece her gün 100 gr. helva ve\n250 gr. kuru üzüm verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 HASTALIK DURUMU VE SİGORTA ÖDEMELERİNİ TAMAMLAMA:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>İşçinin hastalığı sebebiyle S.G.Kurumunun anlaşmalı olduğu Sağlık\nKuruluşlarından 2 günden fazla istirahat alması halinde işçinin ücreti\ntam olarak ödenir. İşçiye S.G.K. tarafından ödenen geçici iş\ngöremezlik ödeneği, istirahatı müteakip bir hafta içinde evrakı ile\nbirlikte işverene ödenir. Ödenmediği takdirde bir sonraki ayın ücretinden\nkesilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 37 - ÖZEL DURUMLARA İLİŞKİN SOSYAL YARDIMLAR:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamına giren işçilerin,\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesinin birinci yıl birinci altı ayında evlenmeleri\nhalinde 828,83 TL evlenme yardımı, b)Toplu iş sözleşmesinin birinci yıl\nbirinci altı ayında çocuğu doğan işçiye 414,66 TL doğum yardımı,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>c) Toplu iş sözleşmesinin birinci yıl birinci altı ayında Ana, baba,\neş ve çocuklarının ölümü halinde işçinin kendisine 1.243,35 TI. ölüm\nyardımı,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Toplu iş sözleşmesinin birinci yıl birinci altı ayında İşçinin\nkendisinin ölümü halinde yasal mirasçılarına 2.071,86 TL ölüm\nyardımı, \u003C\u002Fp>\n\n\u003Cp>e) Toplu iş sözleşmesinin birinci yıl birinci altı ayında İşçinin\nİş kazası veya meslek hastalığı nedeniyle ölümü halinde yasal\nmirasçılarına 3.314,70 TL ölüm yardımı,\u003C\u002Fp>\n\n\u003Cp>f) Gemi Adamlarına, geminin batması veya yangın gibi sebeplerle hasara\nuğraması halinde veya zayi olan eşyasını karşılamak üzere olayın toplu\niş sözleşmesinin birinci yıl birinci altı ayında vukuu bulması halinde\n187,06 TL nakdi yardım,\u003C\u002Fp>\n\n\u003Cp>g) Yangın, sel, deprem veya benzeri doğal afetlere uğraması halinde\nolayın toplu iş sözleşmesinin birinci yıl birinci altı ayında vukuu\nbulması halinde 187,06 TL sosyal yardım, işverence yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler, toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yılının birinci ve ikinci altı aylarında ücret zammı oranında ve\nücretin zamlandığı tarih itibarıyla artırılacak ve olayın vukuu\nbulduğu sözleşme dilimine tekabül eden tutar üzerinden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 38-VASITA YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>İşveren, işçilerin işe geliş ve gidişlerini sağlamak üzere Belediye\ntoplu taşım kartı veya bu mahiyetteki kartın 1 aya isabet eden bedelini net\nolarak öder. Ancak, işe yeni giren işçilere bu ödeme işe girdiği ayı\ntakip eden aybaşından itibaren yapılacaktır. Ayrıca 1 ayı aşmayan (30\ngün dahil) ücretli izin ve istirahat hallerinde kıst yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 39-AVANS:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere istedikleri takdirde hak edilmiş olmak kaydıyla ve takvim\nayının son günü aylık ücretinin % 50' si oranında avans verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 40-YOLLUKLAR:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu konuda Bütçe ve Harcırah Kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 41 - DİSİPLİN KURULU, GÖREVİ VE ÇALIŞMA DÜZENİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu, Başkanı Üniversitenin öğretim üyelerinden biri olmak\nüzere işverenin seçeceği 2 asil, 2 yedek üye ile sendikanın seçeceği\nbiri işyerinde çalışan işçi, diğeri sendikanın yetkilisi olmak üzere 2\nasil, 2 yedek üyeden oluşur Asıl üye mazereti dolayısıyla işyerinde\nbulunmadığı hallerde yedek üye kurula katılır.\u003C\u002Fp>\n\n\u003Cp>Taraflar bu kurula seçecekleri asıl ve yedek üyelerini toplu iş\nsözleşmesinin imza tarihinden itibaren bir ay içinde birbirlerine bildirmek\nzorundadırlar. İşveren bizzat tespit ettiği, tetkik ve tahkiki icap etmeyen\nhallerde disiplin cezasını (İhraç cezası hariç) kendisi uygular. Bunun\ndışındaki hallerde meseleyi disiplin kuruluna intikal ettirir.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu işverence intikal ettirilen konuları, mevzuat, tamim ve\nemirler ile işbu toplu iş sözleşmesinin hükümleri uyarınca inceleyerek\nkarar alır.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu işverenin lüzum gördüğü hallerde toplanır. Kurul\nBaşkanı tarafından yapılacak çağrı 2 gün önce üyelere duyurulur. Bu\nçağrıda toplantı yer, gün ve saati belirtilir.\u003C\u002Fp>\n\n\u003Cp>Toplantı kurul başkanı tarafından önceden bildirilen günde mevcut\nüyenin iştiraki ile yapılır. Kurul en az üç üye ile toplanır. Ancak,\nişverenin yazılı çağrısına rağmen işçi temsilcilerinin toplantıya\nkatılmaması halinde kurul iki üye ile toplanıp karar alabilir. Oyların\neşit olması halinde Başkanın bulunduğu taraf çoğunluğu sağlar.\u003C\u002Fp>\n\n\u003Cp>Kurul karar vermek için her türlü delili toplar, ilgili işçiyi\ndinleyerek savunmasını alır. Yapılan yazılı tebligata rağmen davete\nicabet etmeyen ilgili hakkında gıyaben karar verilir. Kararlar ilk\ntoplantıdan itibaren makul bir sürede verilir.\u003C\u002Fp>\n\n\u003Cp>Alınan kararlar işveren veya işveren vekilince onaylanır ve kesinleşir.\nİşveren, cezaları hafifletebilir. İşlenen fiilde; ekli ceza cetvelinde\nbelirtilen maddelerden, birden fazlasına aykırı hareket edildiği\nsaptanırsa, uygulanacak cezaların en ağırı, cezalar aynı ise bir üst\nderecenin cezası uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ekli ceza cetvelinde yer almayan disiplin suçları için; disiplin kurulu\nfiilin niteliğine göre cetveldeki müeyyidelerinden birine kıyasen\ndeğerlendirme yapar ve buna göre karar alır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 42 - DİSİPLİN CEZALARI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disipline uymayan işçilere işledikleri fiillere göre ekte gösterilen\ncezalar verilir. Aynı fiilin bir yıl içinde tekrarı halinde fiilin\nkarşısındaki tekrar sayısına göre gösterilen cezalar uygulanır. Bu\ncezalar fiilin ağırlık derecesi ve tekrar sayısına göre ihtar, ücret\nkesintisi ve ihraçtır.\u003C\u002Fp>\n\n\u003Cp>İş Kanunu'nun 25. maddesine göre işine son verilen işçinin son verme\nnedenleri yazılı olarak sendikaya duyurulur. Disiplin Kurulu Kararlarına\nkarşı, yargı organına başvurma hakkı saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 43-İZİN KURULU:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamında yer alan her işyerinde İş Kanunu\nuyarınca\u003C\u002Fp>\n\n\u003Cp>hazırlanan Yıllık Ücretli İzin Yönetmeliğine göre, İzin Kurulları\noluşturulur. İzin kurulları Toplu İş Sözleşmesi ve Yönetmelik\nhükümlerine uygun olarak Yıllık Ücretli izinleri düzenler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 44 - İŞ SAĞLIĞI VE GÜVENLİĞİ KURULU: \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 45 - İHALELİ İŞLERDE ÇALIŞAN İŞÇİLER:\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 46 - TOPLU İŞTEN ÇIKARMA VE İŞ GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Bu konuda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 47-TARAFLARIN İŞBİRLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerini yaşatmak, istihdamı kolaylaştırmak ve artırmak amacıyla\nçalışma hayatımızı düzenleyen mevzuatta esneklik sağlayacak\ndüzenlemeler gerektiği konusunda taraflar mutabıktırlar.\u003C\u002Fp>\n\n\u003Cp>Bu nedenle taraflar bu toplu iş sözleşmesinin yürürlük süresi içinde\nesneklik konusunda birlikte çalışmayı planlı bir şekilde\nsürdüreceklerdir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>MADDE 48-EK ÖDEME:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlyamount1\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 3.625,00 TL Ek ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ek ödeme, toplu iş sözleşmesinin ikinci yılının Mayıs ayında ve bir\nkez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları (toplu iş\nsözleşmesinin birinci yılının birinci altı ay zammı olan %45 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 49-HİZMET ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum ve Kuruluşunda\ngeçirdikleri her tam hizmet yılı için hiçbir ödemeyi etkilememek ve\nmüktesep hak sayılmamak kaydıyla toplu iş sözleşmesinin yürürlük\nsüresince brüt 15,00 TL\u002FAy hizmet zammı verilir. 696 sayılı KHK ile\nsürekli işçiliğe geçen işçiler için kıdeme esas yıl başlangıcı\nsürekli işçiliğe geçilen 02.04.2018 tarihidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 50- GİYİM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yıl birinci altı ayında\nher ay brüt 84,58 TL\u002FAy Giyim Yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 51-EK PRİM:\u003C\u002Fh2>\n\n\u003Cp>Gazi, terör mağduru ve şehit yakınlarına günlük çıplak ücretinin\n%10'u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1- FARKLARI ÖDEME ZAMANI:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşan ücret ve diğer tüm ödemelere ilişkin farklar Kurumun\nbütçe imkanları göz önüne alınarak gecikmeden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -2:\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-lş ve Hak-İş Konfederasyonları ile Kamu İşveren\nSendikası (TÜHİS) arasında 09.05.2023 tarihinde imzalanan \"2023 Yılı Kamu\nToplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü\" nün 6. maddesine\nistinaden 24.05.2023 tarihinde Hükümet ve Türk-İş Konfederasyonu ile Kamu\nİşveren Sendikası (TÜHIS) arasında imzalanan \"Ek Çerçeve Anlaşma\nProtokolü\" nün (a) fıkrasına istinaden bu toplu iş sözleşmesinin \"Yemek\nYardımı\" başlıklı 34. maddesinin 'B' bendinin ikinci fıkrasındaki\ndüzenleme yapılmıştır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -3:\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-İş ve Hak-İş Konfederasyonları ile Kamu İşveren\nSendikası (TÜHİS) arasında 09.05.2023 tarihinde imzalanan \"2023 Yılı Kamu\nToplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü\" nün 11. maddesinin\n(e) fikrası hükmü gereği toplu iş sözleşmesinin \"İş Riski, Makam\nTazminatı ve Sefer Primi\" başlıklı 29. maddesindeki maktu olarak uygulanan\ntutar yerine 01.01.2023 tarihinden geçerli olmak üzere yüzdeli olarak\ndüzenlenen \"İş Primi\" uygulanacaktır. Ayrıca, süresi sona eren toplu iş\nsözleşmesinin 29. maddesindeki maktu prim yeni dönemde ödenmeyecek olup\nmahsuplaşma işlemi yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 51 Asıl, 3 Geçici Madde ve 1 Ek'ten ibaret olup,\ntaraflarca 20.06.2023 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>EKİ - DİSİPLİN CEZALARI CETVELİ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"249\">\u003Cp>\u003Cstrong>CEZAYI GEREKTİREN\n        HALLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"249\">\u003Cp>\u003Cstrong>Tekerrür Sayısı\n        Göre\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"363\">\u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1-30 gün içinde 2 defadan fazla 10 dakikaya kadar olan\n        gecikmeler.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>\u003Cstrong>3\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>\u003Cstrong>4\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>\u003Cstrong>5\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>2- Birinci madde ile disiplin kuruluna bir yılda üç\n        defadan fazla sevk edilmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>3- 30 gün içinde izinsiz ve mazeretsiz bir gün işe\n        gelmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>4- İzinsiz ve mazeretsiz ardı ardına iki gün veya\n        bir ay içinde iki defa herhangi bir tatil gününden sonraki iş\n        günü işe gelmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>5- İş saati bitmeden izinsiz gitmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>6- Hasta olmadığı halde kendisini hasta\n        göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>7- İşyerine sarhoş gelmek, işyerinde veya iş\n        esnasında alkollü içki veya uyuşturucu madde kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>8- İş saatinde yapması gereken işi yapmayarak\n        özel işlerle meşgul olmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>9- İşyerine ait malzeme, vasıta alet veya\n        şahısları özel işlerinde kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>10-İş saatinde özel ziyaretlerde bulunmak veya izin\n        almadan ziyaretçi kabul etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>11-İş saatinde etrafinı rahatsız edecek şekilde\n        bağırarak konuşmak veya şarkı söylemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>12-İş saatinde uyumak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>13-İşyerinde veya iş esnasında amirlerine hakaret\n        etmek veya amirlerim tehdit etmek ve iş  esnasında  amirlerine\n        fiilen tecavüz etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>14-İşyerinde veya iş  esnasında  işyeri\n        mensuplarına iş sahiplerine kaba muamelede bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>15-Amirleri tarafından verilen işleri yapmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>16-Amirleri tarafından işçi sağlığım ve iş\n        emniyetini ihlal etmemek kaydıyla verilen görevle ilgili emir ve\n        işleri yapmamaya arkadaşlarım kışkırtmak ve yaptırmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>17-Kendisine verilen işi yapmadığı halde yapmış\n        gibi göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>18-Gizli tutulması gereken göreve müteallik sırlan\n        ifşa etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>19-İşyerinde kavga çıkarmak veya kavga\n        çıkmasına sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>20- İş esnasında siyasi propaganda yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>21-Hırsızlık veya hırsızlığa teşebbüs\n        etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"363\">\u003Cp>22-İşyerine ait alet malzeme veya vasıtaların\n        bakım ve temizliğini ihmal etmek malzemeyi ve kırtasiyeyi hor\n        kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\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>23-Kendisine teslim edilen malzeme ve vasıtayı iyi korumayarak\n        kaybına bozulmasına sebebiyet vermek. (Hasarın 30 (otuz) gündelik\n        tutarını aşmaması halinde) işçinin;\u003C\u002Ftd>\n      \u003Ctd colspan=\"5\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a)   ihmal halinde,\u003C\u002Ftd>\n      \u003Ctd>1G\u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İhraç\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b)   Ağır ihmalinde,\u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İhraç\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>c)   Kastı halinde.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">İhraç\u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>24-İşyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden bir yangına sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>25-İşyerini kısmen veya tamamen durdurmak amacı\n        ile sabotaja teşvik etmek veya sabotaj yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>26-Görevde lakayt kalmak ve kendisine verilen işin\n        bittiğini işi veren amirine bildirmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>27-Kendisine verilen yetki dışında iş yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>28-Vasıta kullananlar için trafik kurallarına\n        riayetsizlik.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>29-İşyerinde kumar oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>30-lşin yapılmasında amirlerine veya kendisi ile\n        birlikte çalışanlara işi aksatacak şekilde zorluk göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>31-İşyerinde işlediği suçtan dolayı 7 günden az\n        hapse mahkum olmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>32-İşyerinde işlediği suçtan dolayı 7 gün ve\n        daha fazla süre ile hapse mahkum olmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>3 3-İş sözleşmesinin yapıldığı sırada bu\n        sözleşmenin esaslı noktalarından birine müteallik vasıflar veya\n        şartlar kendisinde bulunmadığı halde haiz olduğunu ileri sürmek\n        veyahut hakikate uygun olmayan bilgi vermek ve beyanda bulunmak sureti\n        ile işçinin işvereni veya işveren vekilini yanıltması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>34-Zaruret olmadıkça iş münasebetlerinde veya\n        şahsi işlerde merci tecavüzünde bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>35-İşçinin yapmakla mükellef bulunduğu ödevleri\n        işin ifası sırasında amiri tarafından yapması lüzumu ikaz ve\n        ihtar edilmesine rağmen yapmakta direnmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>36-Resmi belgeler üzerinde tahrifat yapmak, sahte\n        belge düzenlemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>37-İşe gelmeyen işçinin yerine imza atmak, kartım\n        bastırmak veya işçiyi işe gelmiş gibi göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>38-İş günü bittikten soma, izinsiz olarak\n        işyerine girmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>39-Rüşvet almak, rüşvet vermek veya bunlara\n        teşebbüs etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>40-İşçi sağlığı ve iş güvenliği tüzüğü\n        gereğince kendilerine verilen koruyucu malzemeyi kullanmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>41-İşyerinde faizle para vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"apprenticeships":47,"disabilityfund":51,"contracttrial":55,"contracttrialperiod":58,"sicknesspay":62,"healthandsafetypolicy":64,"protectiveclothing":68,"code_application":72,"funeralpay":75,"paidmaternityleave":79,"maternity_nursing_breaks_duration":83,"paidpaternityleave":87,"childcare":91,"deathrelatives":95,"marriageleave":99,"WORKHOURS_trigger":102,"hourspday_select":106,"PAIDLEAV_trigger":110,"SCHEDULE_trigger":114,"TRADEUNLEAV_trigger":118,"LOWWAGE_provision":121,"lowwageperiod":124,"wageincreasetype2":128,"ONCEONLY_trigger":132,"onceonlyamount1":135,"ONCERISE_trigger":139,"incidentalbonustype2":142,"NOCTPREM_trigger":146,"shiftallowancetype":150,"SUNDAY_trigger":154,"sundayallowanceperc1":157,"COMMUTE_trigger":161,"commutingallowancetype":164,"SENIOR_trigger":168,"longserviceallowancetype":171,"MEALALL_trigger":175,"mealvouchersamount":178,"OVERTIME_trigger":182},{"bindId":45,"name":46,"text":46},"cbadate_start","01.01.2023 - 31.12.2024",{"bindId":48,"name":49,"text":50},"apprenticeships","a- İşveren işçilere (hizmet müddeti 1 yı","a- İşveren işçilere (hizmet müddeti 1 yılı geçmiş olmak şartıyla)\nstaj, imtihan, kurs, tahsil gibi hallerde ve diğer gerekli sebeplerden dolayı\n6 aydan 1 yıla kadar ücretsiz izin verebilir.",{"bindId":52,"name":53,"text":54},"disabilityfund","İşçinin hastalığı sebebiyle S.G.Kurumunu","İşçinin hastalığı sebebiyle S.G.Kurumunun anlaşmalı olduğu Sağlık\nKuruluşlarından 2 günden fazla istirahat alması halinde işçinin ücreti\ntam olarak ödenir. İşçiye S.G.K. tarafından ödenen geçici iş\ngöremezlik ödeneği, istirahatı müteakip bir hafta içinde evrakı ile\nbirlikte işverene ödenir. Ödenmediği takdirde bir sonraki ayın ücretinden\nkesilir.",{"bindId":56,"name":57,"text":57},"contracttrial","MADDE 14- DENEME SÜRESİ:",{"bindId":59,"name":60,"text":61},"contracttrialperiod","İşe alınan işçinin deneme süresi bir ayd","İşe alınan işçinin deneme süresi bir aydır. Bu süre içinde taraflar\niş sözleşmesini ihbarsız ve tazminatsız feshedebilirler.",{"bindId":63,"name":53,"text":54},"sicknesspay",{"bindId":65,"name":66,"text":67},"healthandsafetypolicy","MADDE 44 - İŞ SAĞLIĞI VE GÜVENLİĞİ KURUL","MADDE 44 - İŞ SAĞLIĞI VE GÜVENLİĞİ KURULU: ",{"bindId":69,"name":70,"text":71},"protectiveclothing","Ancak, iş icap ve zaruretleri ile İş Sağ","Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.",{"bindId":73,"name":74,"text":74},"code_application","Bu konuda mevzuat hükümleri uygulanır.",{"bindId":76,"name":77,"text":78},"funeralpay","c) Toplu iş sözleşmesinin birinci yıl bi","c) Toplu iş sözleşmesinin birinci yıl birinci altı ayında Ana, baba,\neş ve çocuklarının ölümü halinde işçinin kendisine 1.243,35 TI. ölüm\nyardımı,",{"bindId":80,"name":81,"text":82},"paidmaternityleave","Kadın işçilerin doğumdan önce sekiz ve d","Kadın işçilerin doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam onaltı haftalık süre için çalıştırılmamaları\nesastır. Çoğul gebelik halinde doğumdan önce çalıştırılmayacak sekiz\nhaftalık süreye iki hafta süre eklenir. Ancak, sağlık durumu uygun olduğu\ntakdirde, doktorun onayı ile kadın işçi isterse doğumdan önceki üç\nhaftaya kadar işyerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası sürelere eklenir. Kadın işçinin\nerken doğum yapması halinde ise doğumdan önce kullanamadığı\nçalıştırılmayacak süreler, doğum sonrası sürelere eklenmek suretiyle\nkullandırılır.",{"bindId":84,"name":85,"text":86},"maternity_nursing_breaks_duration","Kadın işçilere bir yaşından küçük çocukl","Kadın işçilere bir yaşından küçük çocuklarını emzirmeleri için\ngünde toplam birbuçuk saat süt izni verilir. Bu sürenin hangi saatler\narasında ve kaça bölünerek kullanılacağını işçi kendisi belirler. Bu\nsüre günlük çalışma süresinden sayılır.",{"bindId":88,"name":89,"text":90},"paidpaternityleave","e- İşçinin eşinin doğum yapması halinde ","e- İşçinin eşinin doğum yapması halinde 5 gün, evlat edinmesi halinde\n3 gün,",{"bindId":92,"name":93,"text":94},"childcare","h-İşçilerin en az yüzde yetmiş oranında ","h-İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler halinde on güne kadar ücretli izin\nverilir.",{"bindId":96,"name":97,"text":98},"deathrelatives","b- İşçinin ana, baba, kardeş, eş ve çocu","b- İşçinin ana, baba, kardeş, eş ve çocuklarından birinin ölümü\nhalinde 5 gün,",{"bindId":100,"name":101,"text":101},"marriageleave","a- İşçinin evlenmesi durumunda 7 gün,",{"bindId":103,"name":104,"text":105},"WORKHOURS_trigger","MADDE 17- İŞ SÜRELERİ VE FAZLA ÇALIŞMALA","MADDE 17- İŞ SÜRELERİ VE FAZLA ÇALIŞMALAR:",{"bindId":107,"name":108,"text":109},"hourspday_select","Bu toplu iş sözleşmesinin kapsamına gire","Bu toplu iş sözleşmesinin kapsamına giren işyerlerinde çalışma\nsüresi günde 8, haftada 40 saattir. Pazar günü hafta tatilidir. Vardiyalı\nçalışma hallerinde \" Postalar Halinde İşçi Çalıştırılarak\nYürütülen İşlerde",{"bindId":111,"name":112,"text":113},"PAIDLEAV_trigger","a- 1 yıldan 5 yıla kadar (5 yıl dahil) o","a- 1 yıldan 5 yıla kadar (5 yıl dahil) olan işçilere 25 işgünü,",{"bindId":115,"name":116,"text":117},"SCHEDULE_trigger","MADDE 18-ARA DİNLENMESİ: a) İşyerinin hi","MADDE 18-ARA DİNLENMESİ:\n\n\n\na) İşyerinin hiç bir bölümünde ara dinlenmesi toplam 1 saatten fazla\nolamaz. Ara dinlenmesi işçilere nöbetleşe kullandırılabilir. Ara\ndinlenmesi içinde işçinin çalıştırılması halinde bu süre fazla\nçalışma olarak değerlendirilir. Araştırma Gemileri işyerinde bu konuda\nmevzuat hükümleri uygulanır.\n\nb) Araştırma Gemileri (Gemi Adamları) dışındaki işyerlerinde\nçalışmakta olan işçilere günlük çalışma süreleri içinde öğleden\nönce ve öğleden sonra olmak üzere işin ortalama bir yerinde 15'er\ndakikalık çay dinlenmesi verilir. Bu süreler iş süresinden sayılır.",{"bindId":119,"name":120,"text":120},"TRADEUNLEAV_trigger","MADDE 10- SENDİKAL İZİNLER:",{"bindId":122,"name":123,"text":123},"LOWWAGE_provision","MADDE 28- ÜCRET ZAMMI:",{"bindId":125,"name":126,"text":127},"lowwageperiod","01.01.2023 tarihinde günlük brüt çıplak ","01.01.2023 tarihinde günlük brüt çıplak ücretleri; 500,00 TL'nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 500,00 TL'ye\nçekilecektir.",{"bindId":129,"name":130,"text":131},"wageincreasetype2","a) Birinci Yıl Birinci Altı Ay Zammı: 01","a) Birinci Yıl Birinci Altı Ay Zammı:\n\n01.01.2023 tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten sonra, 01.01.2023 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.01.2023 tarihinden geçerli olmak\nüzere birinci yıl birinci altı ay için Refah Payı dahil % 45 (Kırkbeş)\noranında zam yapılacaktır.",{"bindId":133,"name":134,"text":134},"ONCEONLY_trigger","MADDE 48-EK ÖDEME:",{"bindId":136,"name":137,"text":138},"onceonlyamount1","İşçilere müktesep hak sayılmamak ve başk","İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 3.625,00 TL Ek ödeme yapılacaktır.",{"bindId":140,"name":141,"text":141},"ONCERISE_trigger","MADDE 32- İLAVE TEDİYE VE İKRAMİYE:",{"bindId":143,"name":144,"text":145},"incidentalbonustype2","Bu toplu iş sözleşmesi kapsamına giren i","Bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilere 6772 Sayılı Yasaya göre ilave tediye verilir. Ayrıca, yasada\nöngörülen şartlara göre Haziran ve Eylül aylarının ilk haftasında\nödenmek üzere 30' ar günlük ücretleri tutarında iki ikramiye daha\nverilir.",{"bindId":147,"name":148,"text":149},"NOCTPREM_trigger","MADDE 20 - GECE ÇALIŞMA SÜRESİ VE ÜCRETİ","MADDE 20 - GECE ÇALIŞMA SÜRESİ VE ÜCRETİ:",{"bindId":151,"name":152,"text":153},"shiftallowancetype","Gece çalışmaları konusunda mevzuat hüküm","Gece çalışmaları konusunda mevzuat hükümleri uygulanır. Ancak, bu\ntoplu iş sözleşmesi kapsamına giren işyerlerinde çalışan işçilere\nçalışmalarının yarısından fazlası veya tamamının gece süresine\nrastlaması halinde bu sürelere ait ücreti % 30 (Yüzdeotuz) zamlı\nödenir.",{"bindId":155,"name":156,"text":156},"SUNDAY_trigger","MADDE 19- HAFTA TATİLİ ÜCRETİ: ",{"bindId":158,"name":159,"text":160},"sundayallowanceperc1","Pazar günü hafta tatilidir. İşçilerin ha","Pazar günü hafta tatilidir. İşçilerin hafta tatili ücretleri aylık\nücretlerine dahildir ayrıca ödenmez.\n\nAncak, işçilerin hafta tatili günü çalıştırılmaları halinde, bu\ngün için (Çalışmadan aldıkları gündelik dahil) toplam 3 yevmiye\nödenir.\n\nİşbu toplu iş sözleşmesinin uygulandığı işyerlerinde çalışan\nGemi Adamlarına iş başında kaldıkları takdirde hafta tatili günü için\ntoplam 3 yevmiye ödenir.",{"bindId":162,"name":163,"text":163},"COMMUTE_trigger","MADDE 38-VASITA YARDIMI:",{"bindId":165,"name":166,"text":167},"commutingallowancetype","İşveren, işçilerin işe geliş ve gidişler","İşveren, işçilerin işe geliş ve gidişlerini sağlamak üzere Belediye\ntoplu taşım kartı veya bu mahiyetteki kartın 1 aya isabet eden bedelini net\nolarak öder. Ancak, işe yeni giren işçilere bu ödeme işe girdiği ayı\ntakip eden aybaşından itibaren yapılacaktır. Ayrıca 1 ayı aşmayan (30\ngün dahil) ücretli izin ve istirahat hallerinde kıst yapılmaz.",{"bindId":169,"name":170,"text":170},"SENIOR_trigger","MADDE 34 - KIDEM TAZMİNATI:",{"bindId":172,"name":173,"text":174},"longserviceallowancetype","Bu toplu iş sözleşmesinin kapsamında bul","Bu toplu iş sözleşmesinin kapsamında bulunan işyerlerinde kıdem\ntazminatına esas gün sayısı 40 gündür. Ancak 01.01.1986 tarihinden sonra\nişe girenler için yasal süreler uygulanır.",{"bindId":176,"name":177,"text":177},"MEALALL_trigger","MADDE 35-YEMEK VE KORUYUCU GIDA YARDIMI:",{"bindId":179,"name":180,"text":181},"mealvouchersamount","B) Sosyal Güvenlik Kurumunun anlaşmalı o","B) Sosyal Güvenlik Kurumunun anlaşmalı olduğu Sağlık Kuruluşlarından\nalınan doktor raporuna dayanarak perhize tabii olduklarını belgeleyen ve iş\nicabı yemek yiyemeyen işçiler ile Ramazan ayında oruç tutanlara\nçalıştıkları her gün için toplu iş sözleşmesinin birinci yıl birinci\naltı ayında net 94,25 TL\u002FGün; yemek yardımı ödenir.",{"bindId":183,"name":184,"text":185},"OVERTIME_trigger","f) Normal çalışma süresini aşan çalışmal","f) Normal çalışma süresini aşan çalışmalar fazla çalışmadır. Her\nfazla çalışma saati için, işçiye normal çalışma saati ücretinin;\nÖğrenci Yemekhaneleri ve Kantinler Müdürlüğü işyerinde % 75, Edebiyat\nFakültesi işyerlerinde % 100, kapsamdaki diğer işyerlerinde ise % 70 zamlı\ntutarı ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>T.C ISTANBUL ÜNİVERSİTESİ REKTÖRLÜĞÜ VE BAĞLI İŞYERLERİNE İLİŞKİN OLARAK TÜRK AĞIR SANAYİİ VE HİZMET SEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI (TÜHİS) İLE TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR İŞÇİLERİ SENDİKASI (TEZ-KOOP-İŞ) ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ YÜRÜRLÜK SÜRESİ 01.01.2023 - 31.12.2024 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TEZ-KOOP-İŞ - Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar İşçileri Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Name other signatories from employees' side: → \n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \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: → Not specified 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: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 1243.35\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 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: → 20.0 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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 500.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 45.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 130 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 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