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KASTAMONU ÜNİVERSİTESİ REKTÖRLÜĞÜ ADINA TÜHİS TEZ KOOP-İŞ 01.01.2025-31.12.2026","T.C. KASTAMONU ÜNİVERSİTESİ REKTÖRLÜĞÜ ADINA TÜHİS TEZ KOOP-İŞ 01.01.2025-31.12.2026 - 2025","Turkey - T.C. KASTAMONU ÜNİVERSİTESİ REKTÖRLÜĞÜ ADINA TÜHİS TEZ KOOP-İŞ 01.01.2025-31.12.2026 - 2025","T.C. KASTAMONU ÜNİVERSİTESİ REKTÖRLÜĞÜ ADINA TÜHİS TEZ KOOP-İŞ 01.01.2025-31.12.2026 - 2025 - Healthcare, caring services, social work, personal services",{"name":39,"data":40},"TEZ KOOP İŞ - KASTAMONU ÜNİ 2025-2026.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>TEZ KOOP İŞ - KASTAMONU ÜNİ 2025-2026\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C. KASTAMONU ÜNİVERSİTESİ REKTÖRLÜĞÜ ADINA\u003C\u002Fh1>\n\n\u003Ch1>TÜHİS\u003C\u002Fh1>\n\n\u003Ch1>TÜRK AĞIR SANAYİİ VE HİZMET SEKTÖRÜ\u003C\u002Fh1>\n\n\u003Ch1>KAMU İŞVERENLERİ SENDİKASI\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>TEZ KOOP-İŞ\u003C\u002Fh1>\n\n\u003Ch1>TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>ARASINDA İMZALANAN\u003C\u002Fh1>\n\n\u003Ch1>5. DÖNEM TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.01.2025-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İMZA TARİHİ: 08.08.2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1- TARAFLAR VE TANIMLAR\u003C\u002Fh2>\n\n\u003Ch3>A)Taraflar:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde taraflar, T.C. Kastamonu Üniversitesi\nRektörlüğünün üyesi bulunduğu, Türk Ağır Sanayii ve Hizmet Sektörü\nKamu İşverenleri Sendikası (TÜHİS) ile Türkiye Ticaret, Kooperatif,\nEğitim, Büro ve Güzel Sanatlar İşçileri Sendikası (TEZ-\nKOOP-İŞ’dır.\u003C\u002Fp>\n\n\u003Ch3>B)Tanımlar:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi metninde,\u003C\u002Fp>\n\n\u003Cp>a- T.C. Kastamonu Üniversitesi Rektörlüğünde yer alan 10no’lu\n“Ticaret, büro, eğitim ve güzel sanatlar” iş koluna giren işyerleri\nayrı ayrı “İŞYERİ”, bütünü “İŞLETME”, b- T.C. Kastamonu\nÜniversitesi Rektörlüğünü “İŞVEREN”,\u003C\u002Fp>\n\n\u003Cp>c-. T.C. Kastamonu Üniversitesi Rektörlüğüne bağlı işyerini sevk ve\nidareye yetkili olanlar, “İŞVEREN VEKİLİ”,\u003C\u002Fp>\n\n\u003Cp>d-Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TÜHİS), “KAMU İŞVEREN SENDİKASI”,\u003C\u002Fp>\n\n\u003Cp>e- Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar\nİşçileri Sendikası (TEZ-KOOP-İŞ), “SENDİKA”,\u003C\u002Fp>\n\n\u003Cp>f- İş sözleşmesine dayanarak çalışan gerçek kişiler, “İŞÇİ”\ng-İşyerinde çalışan ve kanunen işçi sayılan TEZ KOOP-İŞ üyeleri,\n“ÜYE”, h- Bu işletme toplu iş sözleşmesi “SÖZLEŞME”, diye\ntanımlanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- SÖZLEŞMENİN HÜKMÜ\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu\niş 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. Toplu iş sözleşmesinde, iş\nsözleşmelerine aykırı hükümlerin bulunması halinde iş sözleşmelerinin\nişçi lehindeki hükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>Süresi sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin\nhükümleri, yenisi yürürlüğe girinceye kadar, iş sözleşmesi hükmü\nolarak geçerliliğini sürdürür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3- KAPSAM VE YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>A- Bu toplu iş sözleşmesi T.C. Kastamonu Üniversitesi Rektörlüğü (10\nno’lu iş kolunda faaliyet gösteren) işyerleri ile bu işyerlerine bağlı\neklentilerin bütününü kapsamına alır.\u003C\u002Fp>\n\n\u003Cp>B- Bu toplu iş sözleşmesi hükümlerinden, taraf sendika üyesi işçiler\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası tarihinde sendikaya üye bulunanlar,\nsözleşmenin yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin sendikaca işverene bildirileceği tarihten itibaren\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası sırasında taraf sendikaya üye\nbulunmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf sendikaya üye bulunup da ayrılanlar veya çıkarılanların toplu iş\nsözleşmesinden yararlanabilmeleri hakkında mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- TARAFLARIN DURUMUNDA DEĞİŞİKLİK\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesine taraf olan sendikanın feshi veya infisahı yahut\nfaaliyetten men edilmiş olması veyahut yetkiyi kaybetmiş olması veya toplu\niş sözleşmesinin uygulandığı işyerlerinde işverenin değişmesi toplu\niş sözleşmesini sona erdirmez veya uygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh2>\n\n\u003Ch3>A-Görevleri\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilcileri kanunlarda ve bu sözleşmede kendilerine\nverilen görevlerden başka;\u003C\u002Fp>\n\n\u003Cp>1-İşyerinde, üyelerle işveren arasında ilişkiyi ve çalışma huzurunu\nsağlamak,\u003C\u002Fp>\n\n\u003Cp>2-Sendika ile üyeler arasındaki bağları güçlendirmek,\u003C\u002Fp>\n\n\u003Cp>3-İşyerinde çalışma saatleri, içinde üyelerin şikayet ve\nmüracaatlarını 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 işyerinde çalışan üyeleri\narasından Ana Tüzük ve 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu’nun 27’inci maddesi uyarınca işyeri sendika temsilcilerini atar.\nTemsilcilerin listesini, baş temsilciyi belirtmek suretiyle işverene yazı\nile bildirir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- SENDİKA DUYURU PANOSU\u003C\u002Fh2>\n\n\u003Cp>a)İşveren, bütün işçilerin kolaylıkla görüp okuyabilecekleri bir\nyere, baştemsilci ve temsilcilerinin kullanacağı camlı ve kilitli bir\nduyuru panosu koymayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>b)Duyuru panosuna asılacak tüm ilanlar, sendikanın mührü ve\nyetkililerin imzasını taşır. Sendika asacağı ilanlardan bir suretini de\nişverene verir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 7- SENDİKAL İZİNLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Sendika baştemsilcisi ve işyeri sendika temsilcilerine asıl işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla temsilcilik\ngörevinin gerektirdiği faaliyetlerde bulunabilmeleri için aşağıda\nyazılı sürelerde izin verilir.\u003C\u002Fp>\n\n\u003Ch3>A-Baş Temsilci İzni\u003C\u002Fh3>\n\n\u003Cp>Sendika baştemsilcisine, temsilcilik görevinin gerektirdiği faaliyetlerde\nbulunabilmesi için aşağıda düzenlenen şekilde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-50 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501'den fazla işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>10 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baş temsilci gündüz vardiyasında çalıştırılır. Baş temsilcinin\nizin süresini işyerinde geçirmesi asildir. Ancak, sendika merkezi veya şube\nveya bölge temsilciliğinin işverene yapacağı yazılı veya sonradan yazı\nile doğrulamak koşulu ile sözlü çağrısı üzerine, bu süreyi çağrı\nyapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B- Temsilci İzinleri\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>51 -200 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201- 500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501’den fazla işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch3>c)Diğer Sendikal İzinler:\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilci ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi ve benzeri\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine\naşağıda düzenlenmiş şekilde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\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>Yıllık Toplam Ücretli İzin\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>51 -100 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>30 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101- 200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501 - 1000 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>80 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1000'den fazla işçi çalıştıran işyerinde işçi\n        sayısının %10'u kadar gün\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5’inden fazla sayıda üyenin birden\neğitim izni kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak, Genel Kurullar için bu % 5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 8- GÖRÜŞME USULÜ\u003C\u002Fh2>\n\n\u003Cp>Sendika yöneticileri işveren veya vekillerinden izin almak ve işi\naksatmamak şartıyla, iş saatleri içinde de üyelerle görüşebilirler. Bu\ngörüşmeler işveren veya vekillerin göstereceği bir yerde yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- SENDİKA AİDATI\u003C\u002Fh2>\n\n\u003Cp>1-İşveren, sendikaca üyeliği kendisine bildirilen işçilerin sendika\ntüzüğü gereğince ödemekle yükümlü oldukları üyelik aidatı ile\nvarsa, dayanışma aidatını, hiçbir masraf istemeden ücretlerinden keser ve\nen geç 10 işgünü içinde sendikanın göstereceği banka hesabına\nyatırır. Ayrıca işveren, sendikanın üyelerinin ücretlerinin ve sendika\niçin kimden ne miktarda kesinti yapıldığını gösterir bir listeyi yine\nücretlerin ödendiği günü izleyen 10 işgününe kadar sendikaya iletir.\u003C\u002Fp>\n\n\u003Cp>2-Sendikaca talep edilen ödentileri kesmeyen ve sendikaya ödemeyen\nişveren,63 56 sayılı Sendikalar ve toplu İş Sözleşmesi Kanunu’nun\n18’inci maddesi uyarınca sorumludur.\u003C\u002Fp>\n\n\u003Cp>3-İşveren, her ayın sonunda, işyerine giren ve işyerinden ayrılan\nişçilerin listesini sendikaya bildirir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- İŞÇİ KURULUŞU YÖNETİCİLİĞİ VE İŞYERİ SENDİKA\nTEMSİLCİLERİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun 23 ve\n24’üncü maddeleri hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- FERDİ VEYA TOPLU İŞTEN ÇIKARMA\u003C\u002Fh2>\n\n\u003Cp>1-İşyerlerinin gerekleri bakımından zorunluluk bulunmadıkça ferdi veya\ntoplu halde işçi çıkarılamaz.\u003C\u002Fp>\n\n\u003Cp>2-Toplu işten çıkarmanın zorunlu olduğu hallerde, işveren durumu taraf\nişçi sendikasına bildirir. İşveren ve sendika bir araya gelerek işten\nçıkarma esaslarını, işten çıkarılacak işçi sayısı, işten çıkarma\ntarihi ve çıkarılacak işçilerin ünitelere göre dağılımını karara\nbağlarlar.\u003C\u002Fp>\n\n\u003Cp>3-İşveren fesih bildirimini yazılı olarak yapmak ve fesih sebebini\naçık ve kesin bir şekilde belirtmek zorundadır. Hakkındaki iddialara\nkarşı savunmasını almadan bir işçinin belirsiz süreli iş sözleşmesi,\no işçinin davranışı veya verimi ile ilgili nedenlerle feshedilemez. Ancak,\nişverenin 25 inci maddenin (II) numaralı bendi şartlarına uygun fesih\nhakkı saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12- İŞYERİNDE ÇALIŞMA ŞEKLİ VE İŞE ALMA\u003C\u002Fh2>\n\n\u003Cp>a)Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b)Şoför olarak çalışan sendika üyesi işçiler, görev kâğıdı\ndüzenlemeksizin göreve gönderilemezler. Ayrıca, trafiğe uygun durumda\nolmayan ya da arızalı olan arabalar trafiğe çıkarılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 13- DENEME SÜRESİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)İşe yeni alman işçilerin deneme süresi iki (2) aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşveren deneme süresi içinde işçinin çalışmasını yeterli\nbulduğunda, sürenin sonucunu beklemeksizin yeterliliğini onaylayıp sürekli\nişçiliğini kesinleştirebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - ASKERLİK DURUMU\u003C\u002Fh2>\n\n\u003Cp>Muvazzaf askerlik ödevi dışında manevra veya herhangi bir sebeple silah\naltına alınan veyahut herhangi bir kanundan doğan çalışma ödevi\nyüzünden işinden ayrılan işçinin iş sözleşmesi işinden ayrıldığı\ngünden başlayarak iki ay sonra işverence feshedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İşçinin bu haktan faydalanabilmesi için o işte en az bir yıl\nçalışmış olması şarttır. Bir yıldan çok çalışmaya karşılık her\nfazla yıl için, ayrıca iki gün eklenir. Şu kadar ki bu sürenin tamamı\ndoksan günü geçemez. İşçi bu süre zarfında ücretli izinli sayılır.\nBu amaçla verilen izinler yıllık ücretli izinden mahsup edilmez.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu süre içinde Milli Savunma Bakanlığı tarafından işçiye\nücret ödemesi yapılırsa işçi bu ücreti işverene iade eder.\u003C\u002Fp>\n\n\u003Cp>Herhangi bir askeri ve kanuni ödev dolayısıyla işinden ayrılan\nişçiler bu ödevin sona ermesinden başlayarak iki ay içinde işe girmek\nistedikleri takdirde işveren bunları eski işleri veya benzeri işlerde boş\nyer varsa derhal, yoksa boşalacak ilk işe başka isteklilere tercih ederek, o\nandaki şartlarla işe almak zorundadır. Aranan şartlar bulunduğu halde\nişveren iş sözleşmesi yapma yükümlülüğünü yerine getirmezse, işe\nalınma isteğinde bulunan eski işçiye üç aylık ücret tutarında tazminat\nöder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - İŞ SÜRELERİ VE FAZLA ÇALIŞMALAR:\u003C\u002Fh2>\n\n\u003Ch3>A- İş Süreleri\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a)İşyerlerinde haftalık çalışma süresi en çok 45 saattir. Hafta\ntatili Pazar günüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşçinin işinde çalışmaksızın fakat işyerlerinde işe hazır\ndurumda bekleyerek geçirdiği zamanlar iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>B- Fazla Çalışma\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Haftalık 45 saatin üzerindeki çalışmalar fazla çalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Üye, istenildiğinde fazla çalışma yapmayı kabul eder. Her bir fazla\nsaat çalışma için verilecek ücret, normal çalışma ücretinin saat\nbaşına düşen miktarının %70 yükseltilmesi suretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla sürelerle çalışma ve fazla çalışma ücretleri, fazla\nçalışmanın yapıldığı aydaki ücretiyle birlikte ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2>MADDE 16- ULUSAL BAYRAM, GENEL TATİL, HAFTA TATİLİ VE ÜCRETİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Üye, istenildiğinde Ulusal Bayram ve Genel Tatil Günlerinde çalışmayı\nkabul eder. Ulusal Bayram ve Genel Tatil Günlerinde, tatil yapmayarak\nçalışan işçilere çalıştığı her gün için çalışmadan hak\nettikleri de dâhil olmak üzere toplam 3 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Hafta tatili günlerinde çalışma yapılması durumunda çalışılan her\nsaat için çalışmaksızın hak ettiği de dâhil olmak üzere toplam 2,5\nsaatlik ücret ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal Bayram, genel tatil günlerinde işçinin günlük çalışma\nsüresinden fazla çalışma yapması halinde; fazla çalışılan saatlerin\nher biri için toplam 2 saatlik ücret ödenir. \u003C\u002Fp>\n\n\u003Ch2>MADDE 17- İŞ VE İŞYERİ DEĞİŞİKLİĞİ\u003C\u002Fh2>\n\n\u003Cp>İşçilerin kendi branşlarında çalıştırılmaları esastır. Ancak,\nişçiler gerektiği takdirde, işyeri içinde unvanı ve niteliği benzer\nyahut birbirine yakın başka işlerde veya yerlerde muvafakat aranmaksızın\ngeçici veya devamlı olarak işveren tarafından görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak şartı ile işçilerin, aynı\nişverene bağlı ve Belediye Hudutları içindeki bir başka işyerine\nişverence nakledilmeleri mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı işverene bağlı ve Büyükşehir Belediye hudutları\ndışındaki işyerlerine daimi olarak nakledilebilmeleri yazılı rızaya\nbağlıdır. Geçici süre ile nakillerde işçinin rızası aranmaz. Ancak, bu\nsüre üç ayı geçemez.\u003C\u002Fp>\n\n\u003Cp>Belediye hudutları dışındaki işyerlerine nakledilen işçilerin nakle\nrıza göstermemeleri halinde hizmet akitleri bildirimli olarak işverence\nfeshedilebilir. Nakle rıza gösteren işçilerin yerine 6 ay içinde işçi\nihtiyacı duyulması halinde, nakli yapılan işçi eski işine dönmeyi kabul\netmediği takdirde yeni işçi alınabilir.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği hiç bir zaman ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>MADDE 18- YILLIK ÜCRETLİ İZİN\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Bir yıldan beş yıla kadar (beş yıl dahil) olanlara 18 (onsekiz)\ngün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Beş yıldan fazla onbeş yıldan az olanlara 22 (yirmiiki) gün,\u003C\u002Fp>\n\n\u003Cp>c)Onbeş yıl (dahil) ve daha fazla olanlara 28 (yirmisekiz) gün,\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, hafta tatili ve genel tatil günleri izin süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>Diğer konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 19- MAZERET İZİNLERİ\u003C\u002Fh2>\n\n\u003Ch3>A)Ücretli Mazeret İzinleri\u003C\u002Fh3>\n\n\u003Cp>Aşağıdaki yazılı hallerde belirtilen sürelerde ücretli mazeret izini\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)İşçinin evlenmesi halinde 3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b)İşçinin ana, baba veya kardeşinin ölümü halinde 5 gün, eş veya\nçocuğunun ölümü halinde 6 gün, kayınvalide veya kayınpederinin ölümü\nhalinde 2 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>c)Eşinin doğum yapması halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)İşçinin evlat edinmesi halinde 3 gün,\u003C\u002Fp>\n\n\u003Cp>e)Yangın, sel, deprem gibi doğal afetlere maruz kalan işçiye 7 gün,\u003C\u002Fp>\n\n\u003Cp>f-) İşçilere işverence mazeretleri uygun görülmesi kaydıyla, yılda 4\ngüne kadar ücretli mazeret izni verilebilir. Bu izinlerin kullanılması bir\ndefada bir saatten az, bir günden fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>g)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>h)İşçinin eş, çocuk, ana veya babasının kanser, verem gibi ağır ve\nacil tedavi gerektiren hastalığa maruz kalmalarında, ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde işçiye, yılda\n10 güne kadar ücretli refakat izni verilir.\u003C\u002Fp>\n\n\u003Ch3>B)Ücretsiz Mazeret İzinleri\u003C\u002Fh3>\n\n\u003Cp>Aşağıdaki yazılı hallerde belirtilen sürelerde ücretsiz mazeret izini\nverilir.\u003C\u002Fp>\n\n\u003Cp>a)İşyerinde çalışan sendika üyesi işçilerin talepleri ve\nmazeretlerinin işverence kabulü halinde yılda 30 güne kadar,\u003C\u002Fp>\n\n\u003Cp>b)Üyeye, bakmaya mecbur olduğu veya refakat etmediği takdirde hayatı\ntehlikeye girecek ana, baba, eş ve çocukları ile kardeşlerinden birinin\nağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde, bu hallerin raporla belgelendirilmesi şartıyla, istekleri\nüzerine en çok altı aya kadar ücretsiz izin verilebilir, Aynı şartlarla\nbu süre bir katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20 - ANALIK HALİ VE EMZİRME 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>Yukarıda öngörülen süreler işçinin sağlık durumuna ve işin\nözelliğine göre doğumdan önce ve sonra gerekirse artırılabilir. Bu\nsüreler hekim raporu ile belgelendirilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>Hekim raporu ile gerekli görüldüğü takdirde, hamile kadın işçi\nsağlığına uygun daha hafif işlerde çalıştırılır. Bu halde işçinin\nücretinde bir indirim yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İsteği halinde doğum yapan 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-nursingmothers\">\u003Cp>Kadın işçilere bir yaşından küçük çocuklarını emzirmeleri için\ngünde toplam bir buçuk saat emzirme izni verilir. Bu sürenin hangi saatler\narasında ve kaça bölünerek kullanılacağını işçi kendisi belirler. Bu\nsüre günlük çalışma süresinden sayılır. Gebe, yeni doğum yapmış ve\nemziren işçiler günde 7,5 saatten fazla çalıştırılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 21- BİLDİRİM SÜRELERİ\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilere uygulanacak bildirim süreleri aşağıdaki\ngibidir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde hizmet süresi;\u003C\u002Fp>\n\n\u003Cp>a)6 aya kadar olan işçiye 2hafta,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan 1,5 yıla kadar olan işçiye 4hafta,\u003C\u002Fp>\n\n\u003Cp>c)1,5 yıldan 3 yıla kadar olan işçiye 6hafta,\u003C\u002Fp>\n\n\u003Cp>d)3 yıldan fazla olan işçiye 8hafta,\u003C\u002Fp>\n\n\u003Cp>Bildirim süreleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 22- KIDEM TAZMİNATI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatı konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>MADDE 23- HASTALIK VE GEÇİCİ İŞ GÖREMEZLİK HALİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda 4 defayı geçmemek üzere işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 24- ÜCRET VE ÖDEME ZAMANI\u003C\u002Fh2>\n\n\u003Cp>İşveren işçi ücretlerini, tahakkuk ettikleri dönemi takip eden günde\nilgili mevzuat hükümlerine göre ödemek zorundadır. Bu sözleşme\nkapsamında bulunan diğer ödemeler de sözleşme maddesinde belirlenen\ntarihlerde yapılır.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçinin ücretine ilişkin yapılmış olan ve tüm\nhesaplamaları gösteren hesap pusulasını işçiye vermek zorundadır. \u003C\u002Fp>\n\n\u003Ch2>MADDE 25 - ÜCRET ZAMMI\u003C\u002Fh2>\n\n\u003Ch3>1-TABAN ÜCRET VE SEYYANEN ZAM:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch4>a)Taban Ücret:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Seyyanen Zam:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihi itibariyle günlük brüt çıplak ücretleri 1.400,00 TL\nve üzerinde olan işçilerin günlük brüt çıplak ücretlerine 40,00\nTL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu maddenin (a) fıkrasından yararlanan işçiler (b) fıkrasından\nayrıca yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch3>2-ÜCRET ZAMLARI:\u003C\u002Fh3>\n\n\u003Ch4>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten ve taban ücret dışında kalan\nişçilere ise seyyanen zam yapıldıktan sonra,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Birinci Yıl İkinci Altı Ay Seyyanen Zam ve Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>i)Birinci Yıl İkinci Altı Ay Seyyanen Zam:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2025 tarihinden\ngeçerli olmak üzere 50,00 TL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ii)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine seyyanen zam yapıldıktan\nsonra, 01.07.2025 tarihindeki günlük brüt çıplak ücretlerine, 01.07.2025\ntarihinden geçerli olmak üzere %11 (Onbir) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2025 indeks sayısının, Haziran 2025\nindeks sayısına göre değişim oranının %11 (Onbir)’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>01.01.2026 tarihinde işyerlerinde çalışmakta olan işçilerin 01.01.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2026 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 2026 indeks sayısının, Aralık 2025\nindeks sayısına göre değişim oranının %10 (On)’u aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>d)İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.07.2026 tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2026 tarihinden\ngeçerli olmak üzere %6 (Altı) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2026 indeks sayısının, Haziran 2026\nindeks sayısına göre değişim oranının %6 (Altı)’yı aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ayının son günündeki\nücrete takip eden ayın birinci gününden geçerli olmak üzere (01.01.2027\ntarihinden geçerli olmak üzere işçilerin 31.12.2026 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>e)Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları kaydıyla, sendikaca üyeliklerinin işverene bildirildiği\ntarihi takip eden aybaşından geçerli olmak üzere toplu iş sözleşmesinin\n“İş Primi” başlıklı 33. maddesindeki gruplar esas alınmak kaydıyla\naşağıdaki tespit edilen işe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1. YIL İŞE GİRİŞ ÜCRETLERİ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRUP\u003C\u002Ftd>\n      \u003Ctd>01.01.2025-30.06.2025\u003C\u002Ftd>\n      \u003Ctd>01.07.2025-31.12.2025\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I. GRUP\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>1.835,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2.090,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.830,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.085,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.825,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.080,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu işçiler, işe girdikleri dönemin ücret zamlarından ayrıca\nyararlanamazlar. Bu işe giriş ücretleri sözleşmenin ikinci yıl birinci ve\nikinci altı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanır. Ancak, toplu iş sözleşmesi zamlarını\nalmalarına rağmen işe giriş ücretinin altında kalan işçilerin\nücretleri o dönemin işe giriş ücreti seviyesine yükseltilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26- SOSYAL YARDIM\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere her ay birinci\nyılı birinci altı ayında 3.977,20 TL\u002FAy, ikinci altı ayında 4.414,69\nTL\u002FAy Sosyal Yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında artırılarak 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\u003Ch2>MADDE 27- HİZMET ZAMMI:\u003C\u002Fh2>\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 birinci yılın\nbirinci altı ayında 18,60 TL\u002FAy, birinci yılın ikinci altı ayında 20,65\nTL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>696 sayılı KHK ile sürekli işçiliğe geçen işçiler için kıdeme\nesas yıl başlangıcı sürekli işçiliğe geçilen 02.04.2018 tarihidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28- İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Cp>İşçilere her yıl 6772 Sayılı Kanun hükümlerine göre belirlenen\ntarihlerde ilave tediye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda 60\ngünlük ücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30\ngünü Nisan ayında, 30 günü ise Ağustos ayında ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödemeler işçilerin çalıştıkları süre ile orantılı olarak\nyapılır. \u003C\u002Fp>\n\n\u003Ch2>MADDE 29- GİYİM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yıl birinci altı ayında\nher ay brüt 210,91 TL\u002FAy, ikinci altı ayında brüt 234,11 TL\u002FAy Giyim\nYardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 30-YEMEK YARDIMI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, fiilen\nçalıştıkları günlerde toplu iş sözleşmenin birinci yıl birinci altı\nayında net 235,02 TL\u002FGün, ikinci altı ayında net 260,87 TL\u002FGün yemek\nyardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 31-TAŞIMA YARDIMI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamında bulunan işçilere fiilen işe gelip\ngittikleri her gün için toplu iş sözleşmesinin birinci yıl birinci altı\nayında 58,60 TL\u002FGün, ikinci altı ayında 65,05 TL\u002FGün taşıma yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>MADDE 32 - EK ÖDEME\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 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 %24 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\u003Ch2>MADDE 33- İŞ PRİMİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>I.GRUP: Mühendis, tekniker, grafiker ve güvenlik amirine günlük brüt\nçıplak ücretinin % 9’u,\u003C\u002Fp>\n\n\u003Cp>II.GRUP: Güvenlik görevlisi ve şoföre günlük brüt çıplak ücretinin\n% 8'i,\u003C\u002Fp>\n\n\u003Cp>III.GRUP: Diğer işçilere ise günlük brüt çıplak ücretinin %\n7’si,\u003C\u002Fp>\n\n\u003Cp>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 liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 34- ÖZEL DURUMLARA İLİŞKİN SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi bütün işçilere toplu iş sözleşmesi döneminde\nuygulanmak üzere üyenin;\u003C\u002Fp>\n\n\u003Cp>a)Evlenmesi halinde birinci yıl birinci altı ayında 2.018,97 TL, ikinci\naltı ayında 2.241,06 TL evlenme yardımı,\u003C\u002Fp>\n\n\u003Cp>b)Kendisinin veya eşinin doğum yapması halinde birinci yıl birinci altı\nayında 1.009,83 TL, ikinci altı ayında 1.120,91 TL doğum yardımı,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>c)İşçinin eş, çocuk, ana veya babasının ölümü halinde kendisine\nsözleşmenin birinci yıl birinci altı ayında 3.029,28 TL, ikinci altı\nayında 3.362,50 TL ölüm yardımı,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)İşçinin kendisinin ölümü halinde yasal mirasçılarına birinci yıl\nbirinci altı ayında 5.300,02 TL, ikinci altı ayında 5.883,02 TL ölüm\nyardımı,\u003C\u002Fp>\n\n\u003Cp>e)İşçinin iş kazası veya meslek hastalığı nedeniyle ölümü halinde\nyasal mirasçılarına birinci yıl birinci altı ayında 8.075,36 TL, ikinci\naltı ayında 8.963,65 TL ölüm yardımı, işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında artırılacak ve evlenme, doğum ve\nölüm olaylarının olduğu sözleşme dilimine tekabül eden tutarlar\nüzerinden ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 35- GECE ZAMMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Akşam saat 20.00' den sabah saat 06.00' ya kadar geçen süre, gece\ndönemidir. 20.00- 06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %8 (Yüzde sekiz) zamlı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- 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\u003Ch2>MADDE 37- KREŞTEN VE SOSYAL TESİSLERDEN YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>İşçiler, üniversiteye ait sosyal tesislerden imkânlar ölçüsünde\nyararlandırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 38-HARCIRAH\u003C\u002Fh2>\n\n\u003Cp>Bu hususta 6245 Sayılı Harcırah Kanunu ve Bütçe Kanunu hükümleri\nuyarınca harcırah ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 39- İŞ SAĞLIĞI VE İŞ GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>a)Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>b)Koruyucu Malzeme ve Giyim Eşyası\u003C\u002Fp>\n\n\u003Cp>İşveren işin niteliğine göre mevzuat hükümlerince zorunlu kılınan\niş giysilerini ve koruyucu malzemeyi işçilere eksiksiz vermeyi kabul\neder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Gebe - Emzikli ve Çocuklu Kadınlar\u003C\u002Fp>\n\n\u003Cp>Gebe ve emzikli kadınlar için, “Gebe veya Emziren Kadınların\nÇalıştırılma Şartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına\nDair Yönetmelik” uygulanır. Yönetmeliğin uygulanması, bu sözleşmenin\neki olarak sendikaca izlenir.\u003C\u002Fp>\n\n\u003Cp>d)Sağlık Nedeniyle İş Değiştirme\u003C\u002Fp>\n\n\u003Cp>Sosyal Güvenlik Mevzuatı gereğince Kurumca yetkilendirilen sağlık\nhizmeti sunucularının sağlık kurullarınca işinde çalışamayacağına\nkarar verilen işçi, uygun bir işte çalıştırılır. Uygun bir iş\nbulunamaması halinde iş sözleşmeleri işverence feshedilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 - TUTUKLULUK, GÖZALTINA ALTINA ALINMA VE MAHKÛMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLATMA\u003C\u002Fh2>\n\n\u003Cp>Gözaltına alınması veya tutuklanması halinde işçi, 4857 Sayılı\nKanun’un 17’nci maddesindeki bildirim süresince ücretsiz izinli\nsayılır. Bu süre sonunda gözaltı ya da tutukluluğu devam eden işçinin\niş sözleşmesi işverence feshedilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41- DİSİPLİN KURULU, GÖREVİ VE ÇALIŞMA DÜZENİ\u003C\u002Fh2>\n\n\u003Cp>Disiplin Kurulu, Başkanı işverenin seçeceği 2 asıl, 2 yedek üye ile\nsendikanın belirleyeceği 2 asıl, 2 yedek üyeden oluşur.\u003C\u002Fp>\n\n\u003Cp>Asıl üye mazereti dolayısıyla işyerinde bulunmadığı hallerde yedek\nüye 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.\u003C\u002Fp>\n\n\u003Cp>İşveren bizzat tespit ettiği, tetkik ve tahkikatı icap etmeyen hallerde\ndisiplin cezasını (ihraç cezası hariç) kendisi uygular. Bunun dışındaki\nhallerde 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 3 işgünü önce üyelere duyurulur.\nBu çağrıda 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 6 işgünü içinde verilir. Gerektiğinde 6 işgünü\nsüreyi artırmaya Disiplin Kurulu yetkilidir.\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\u003Ch2>MADDE 42- DİSİPLİN CEZALARI\u003C\u002Fh2>\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, kınama ve\nihraçtır.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu Kararı olmaksızın işçinin iş sözleşmesi\nfeshedilemez. Disiplin kurulu kararları işçiye ve sendikaya derhal tebliğ\nedilir ve Disiplin Kurulu Kararlarına karşı, yargı organına başvurma\nhakkı saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43 - YÜRÜRLÜK VE SÜRE\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2025 tarihinde yürürlüğe girmek ve\n31.12.2026 tarihinde sona ermek üzere iki yıl sürelidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK MADDE 1:\u003C\u002Fh2>\n\n\u003Cp>696 sayılı Kanun Hükmünde Kararnamenin 127 nci maddesiyle 375 sayılı\nKanun Hükmünde Kararnameye eklenen geçici 23 üncü madde kapsamında\nsürekli işçi kadrolarına geçirilen işçilerin kıdem tazminatı gün\nsayısı, bu işçilerin şahıslarına bağlı olmak kaydıyla 12.04.2018\ntarihinde T.C. Aile, Çalışma ve Sosyal Hizmetler Bakanlığınca yayımlanan\ntoplu iş sözleşmesindeki gün sayısı dikkate alınacaktır.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmelerinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar kurumun\nbütçe imkânları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 2:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin “ Mazeret İzinleri” başlıklı 19.\nmaddesinin (b), (f) ve (h) bentlerinde yapılan değişiklikler ile\n“Hastalık ve Geçici İş Göremezlik Hali” başlıklı 23. maddesinde\nyapılan değişiklik bu işletme toplu iş sözleşmesinin imza tarihinden\nileriye doğru uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 43 Asıl Madde, 1 Ek Madde, 2 Geçici Madde\nile Ek-1 Ceza\u003C\u002Fp>\n\n\u003Cp>Cetvelinden ibaret olup taraflarca 08.08.2025 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"116\" colspan=\"5\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\"> EK\n        DİSİPLİN CEZALARI CETVELİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"330\">\u003Cp>Disiplin suçunu oluşturan\n        DAVRANIŞLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"4\" width=\"353\">\u003Cp>HER TEKRARINDA VERİLECEK CEZA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp>1. Kerede\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>2. Kerede\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>3. Kerede\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>4. Kerede\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Üniversitece belirlenen tasarruf tedbirlerine riayet\n        etmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Hizmetlerin kurallara uygun olarak yürütülmesi\n        bakımından, yetkili makamlarca alman kararlara, verilen emir ve\n        talimatlara riayet etmemek veya itiraz etmek, sorumlusu olduğu iş\n        veya iş yerinde görevle ilgili resmi belge, araç ve gereçlerin\n        korunması kullanılması ve bakımında kayıtsızlık, göstermek\n        veya düzensiz davranmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>işçinin, sorumlu olduğu yerde verimli veya huzurlu\n        çalışmayı sağlamak için gerekli önlemleri almaması veya huzuru\n        bozacak hareketlere göz yumması veya bu çeşit hareketleri tahrik ve\n        teşvik etmesi veya desteklemesi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Uyarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Çağırıldığı veya görevlendirildiği\n        toplantılara kabul edilir bir mazereti olmaksızın katılmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Görevle ilgili resmi belge, araç ve gereçleri,\n        laboratuvar malzemesini görevin sona ermesine veya Üniversitece yazı\n        ile istenmesine rağmen geri vermemek veya devir teslim işlemini\n        zamanında yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Özürsüz ve mazeretsiz olarak göreve geç gelmek,\n        görevden erken ayrılmak ve görev mahallini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Mevzuata uygun olmayan şekilde toplu şikâyet veya\n        usulsüz müracaatta bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>İtibar ve güven duygusunu sarsacak nitelikte\n        davranışlar içinde olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>Belirlenen kılık davranmak ve kıyafet hükümlerine\n        aykırı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Uyarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Mesai saatleri dışında veya izinde işveren\n        tarafından göreve davet edilmesine rağmen geçerli sebep ya da\n        mazeret olmaksızın görev yerine gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Üniversite yerleşkelerinde kanun dışı\n        kuruluşlarla ilgili fiilen faaliyette bulunmak, bunlara yardım\n        toplamak, bu amaçlarla Üniversite yerleşkelerinde afiş, pankart ve\n        benzerlerini basmak, çoğaltmak, dağıtmak teşhir etmek veya sözlü\n        ideolojik propaganda yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>İşten çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Yüz kızartıcı veya utanç verici hareketlerde\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>İşten çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Üniversite yerleşkesinde herhangi bir siyasi\n        partinin açık propagandasını yapmak, yapanlara destek olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Görevin işbirliği içinde yapılması ilkesine\n        aykırı davranışlarda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Uyarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Öğrencilerle olan ilişkilerinde, kamu görevlisi\n        saygınlığına aykırı davranışlarda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>İş arkadaşlarına veya maiyetindeki personele, iş\n        sahiplerine veya öğrencilere kötü muamelede bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Görev sırasında amire hal ve hareketi ile\n        saygısız davranmak. İş arkadaşlarına ve iş sahiplerine söz ve\n        hareketle sataşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Görev sırasında amirini, iş sahiplerini ve iş\n        arkadaşlarını açık biçimde tehdit etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Görevin yerine getirilmesinde dil, ırk, cinsiyet,\n        siyasi düşünce, felsefi inanç, din ve mezhep ayırımı yapmak,\n        kişilerin yarar ve zararını hedef tutan davranışlarda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Söz ve davranışlarıyla Atatürk'e hakarette\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Yetkili bulunmadığı halde, Üniversite\n        organlarında yapılan konuşmaları, alman kararları, Kanuni\n        nedenlerle resmi mercilere yapılacak başvurular hariç, organ\n        dışına yaymak veya sızdırmak veya bu nedenle organ üyelerinin leh\n        veya aleyhinde davranışlara yol açmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Çalışma saatleri içinde görevi dışında başka\n        işlerle meşgul olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Uyarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>işten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Üniversite yerleşkelerinde ücret karşılığı\n        özel ders vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Üniversiteye ait motorlu taşıt araçların, resmi\n        belge, araç, gereç ve benzerlerini özel işlerde kullanmak,\n        kullanılmasına yardımcı olmak veya kullanılmasına göz yummak\n        veya özel menfaat sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Doğrudan doğruya veya aracı eliyle hediye istemek\n        ve görev sırasında olmasa dahi menfaat sağlamak amacıyla hediye\n        kabul etmek veya iş sahiplerinden veya öğrenciden borç istemek veya\n        almak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Görev mahallinde genel ahlak ve edep dışı\n        davranışlarda bulunmak ve bu tür yazı yazmak, işaret, resim ve\n        benzeri şekiller çizmek veya iletişim araçları ile bahsi geçen\n        fiilleri yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Üniversite çalışmalarını sekteye uğratacak\n        nitelikte bir disiplin suçuna üniversite öğrencilerini veya\n        mensuplarım teşvik veya tahrik etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>İşverenin talimatı olmadan işyerinde veya bağlı\n        yerlerde kişilerin üzerlerini veya eşyalarını aramak, her hangi\n        bir kimsenin eşyasına el koymak, bilerek başkalarına ait dolap ve\n        çekmeceler ile postaları açmak ve benzen eylemler içinde olmak,\n        başkalarını bu tür eylemlere kışkırtmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>İşyerinde meydana gelen tanık olduğu olayları\n        (Yangın, hastalık, iş kazası, hırsızlık, gasp vs) en yakın\n        amirine ve ilgili birimlere bildirmemek veya bu konularda eksik ya da\n        yanlış bilgi vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Kınama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Görevle ilgili konularda amirlerine veya sair\n        ilgililere yalan veya yanlış beyanda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Görevi gereği verilen belgelerde tahrifat yapmak,\n        tahrif edilmiş belgeleri kullanmak veya başkalarına kullandırmak,\n        gerçeğe aykırı rapor ve belge düzenlemek ve idareye sunmak\n        suretiyle menfaat temin etmek veya bu yolla Üniversiteyi zarara\n        uğratmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Görev yeri sınırları içinde her hangi bir yeri\n        yetkili birimlerin izni olmadan hizmetin amaçları dışında\n        kullanmak veya kullanılmasına yardımcı olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>Göreve sarhoş gelmek veya görev yerinde alkollü\n        içki içmek, uyuşturucu madde kullanmak ya da temin etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"329\">\u003Cp>İşyerinde başkalarına ait elektronik iletişim\n        araçlarını (Bilgisayar vb) izinsiz kullanmak, internet araçları\n        üzerinden veya sosyal paylaşım sitelerinden işverene, işveren\n        vekillerine veya çalışma arkadaşlarına asılsız suçlamalarda\n        bulunmak ve hakaret etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>2 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>3 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>İşten\u003C\u002Fp>\n\n        \u003Cp>Çıkarma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbamemtrad":45,"jobclassifaction1":49,"contracttrial":53,"contracttrialperiod":56,"sicknesspay":60,"sicknessmaxdays":64,"funeralpay":68,"healthandsafetypolicy":72,"code_application":75,"protectiveclothing":78,"paidmaternityleave":82,"alternatives":86,"timeoff":90,"paidpaternityleaveduration":94,"deathrelatives":97,"marriage":101,"nursingmothers":104,"hourspweek_select":108,"PAIDLEAV_trigger":112,"holidaysdays":115,"bankholidays1":119,"TRADEUNLEAV_trigger":123,"tradeunleavdays":126,"LOWWAGE_provision":130,"STRUCINCR_trigger":134,"ONCEONLY_trigger":138,"onceonlytype2":141,"oncerise_detail":145,"ONCERISE2_trigger":149,"NOCTPREM_trigger":153,"OVERTIME_trigger":156,"overtimeallowanceperc1_general":159,"SUNDAY_trigger":163,"COMMUTE_trigger":167,"MEALALL_trigger":170,"mealvouchersamount":173,"SENIOR_trigger":177,"longserviceallowancetype":180},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2025-31.12.2026",{"bindId":46,"name":47,"text":48},"cbamemtrad","TEZ KOOP-İŞ TÜRKİYE TİCARET, KOOPERATİF,","TEZ KOOP-İŞ\n\nTÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI",{"bindId":50,"name":51,"text":52},"jobclassifaction1","I.GRUP: Mühendis, tekniker, grafiker ve ","I.GRUP: Mühendis, tekniker, grafiker ve güvenlik amirine günlük brüt\nçıplak ücretinin % 9’u,\n\nII.GRUP: Güvenlik görevlisi ve şoföre günlük brüt çıplak ücretinin\n% 8'i,\n\nIII.GRUP: Diğer işçilere ise günlük brüt çıplak ücretinin %\n7’si,\n\noranında iş primi ödenir.\n\nİlk defa işe alınan işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.",{"bindId":54,"name":55,"text":55},"contracttrial","MADDE 13- DENEME SÜRESİ",{"bindId":57,"name":58,"text":59},"contracttrialperiod","a)İşe yeni alman işçilerin deneme süresi","a)İşe yeni alman işçilerin deneme süresi iki (2) aydır.",{"bindId":61,"name":62,"text":63},"sicknesspay","MADDE 23- HASTALIK VE GEÇİCİ İŞ GÖREMEZL","MADDE 23- HASTALIK VE GEÇİCİ İŞ GÖREMEZLİK HALİ",{"bindId":65,"name":66,"text":67},"sicknessmaxdays","Hastalık nedeniyle geçici iş göremezliğe","Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda 4 defayı geçmemek üzere işverence ödenir.",{"bindId":69,"name":70,"text":71},"funeralpay","c)İşçinin eş, çocuk, ana veya babasının ","c)İşçinin eş, çocuk, ana veya babasının ölümü halinde kendisine\nsözleşmenin birinci yıl birinci altı ayında 3.029,28 TL, ikinci altı\nayında 3.362,50 TL ölüm yardımı,",{"bindId":73,"name":74,"text":74},"healthandsafetypolicy","MADDE 39- İŞ SAĞLIĞI VE İŞ GÜVENLİĞİ",{"bindId":76,"name":77,"text":77},"code_application","a)Bu konuda mevzuat hükümleri uygulanır.",{"bindId":79,"name":80,"text":81},"protectiveclothing","b)Koruyucu Malzeme ve Giyim Eşyası İşver","b)Koruyucu Malzeme ve Giyim Eşyası\n\nİşveren işin niteliğine göre mevzuat hükümlerince zorunlu kılınan\niş giysilerini ve koruyucu malzemeyi işçilere eksiksiz vermeyi kabul\neder.",{"bindId":83,"name":84,"text":85},"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":87,"name":88,"text":89},"alternatives","Hekim raporu ile gerekli görüldüğü takdi","Hekim raporu ile gerekli görüldüğü takdirde, hamile kadın işçi\nsağlığına uygun daha hafif işlerde çalıştırılır. Bu halde işçinin\nücretinde bir indirim yapılmaz.",{"bindId":91,"name":92,"text":93},"timeoff","Hamilelik süresince kadın işçiye periyod","Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.",{"bindId":95,"name":96,"text":96},"paidpaternityleaveduration","c)Eşinin doğum yapması halinde 5 gün,",{"bindId":98,"name":99,"text":100},"deathrelatives","b)İşçinin ana, baba veya kardeşinin ölüm","b)İşçinin ana, baba veya kardeşinin ölümü halinde 5 gün, eş veya\nçocuğunun ölümü halinde 6 gün, kayınvalide veya kayınpederinin ölümü\nhalinde 2 gün",{"bindId":102,"name":103,"text":103},"marriage","a)İşçinin evlenmesi halinde 3 gün,",{"bindId":105,"name":106,"text":107},"nursingmothers","Kadın işçilere bir yaşından küçük çocukl","Kadın işçilere bir yaşından küçük çocuklarını emzirmeleri için\ngünde toplam bir buçuk saat emzirme izni verilir. Bu sürenin hangi saatler\narasında ve kaça bölünerek kullanılacağını işçi kendisi belirler. Bu\nsüre günlük çalışma süresinden sayılır. Gebe, yeni doğum yapmış ve\nemziren işçiler günde 7,5 saatten fazla çalıştırılamaz.",{"bindId":109,"name":110,"text":111},"hourspweek_select","a)İşyerlerinde haftalık çalışma süresi e","a)İşyerlerinde haftalık çalışma süresi en çok 45 saattir. Hafta\ntatili Pazar günüdür.",{"bindId":113,"name":114,"text":114},"PAIDLEAV_trigger","MADDE 18- YILLIK ÜCRETLİ İZİN",{"bindId":116,"name":117,"text":118},"holidaysdays","a)Bir yıldan beş yıla kadar (beş yıl dah","a)Bir yıldan beş yıla kadar (beş yıl dahil) olanlara 18 (onsekiz)\ngün,",{"bindId":120,"name":121,"text":122},"bankholidays1","MADDE 16- ULUSAL BAYRAM, GENEL TATİL, HA","MADDE 16- ULUSAL BAYRAM, GENEL TATİL, HAFTA TATİLİ VE ÜCRETİ",{"bindId":124,"name":125,"text":125},"TRADEUNLEAV_trigger","MADDE 7- SENDİKAL İZİNLER",{"bindId":127,"name":128,"text":129},"tradeunleavdays","c)Diğer Sendikal İzinler: Sendika temsil","c)Diğer Sendikal İzinler:\n\nSendika temsilci ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi ve benzeri\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine\naşağıda düzenlenmiş şekilde ücretli izin verilir.\n\n\n\n\n  \n  \n  \n  \n    \n      İşyeri İşçi Mevcudu\n      Yıllık Toplam Ücretli İzin\n    \n    \n      1-50 işçi çalıştıran işyerinde\n      20 gün\n    \n    \n      51 -100 işçi çalıştıran işyerinde\n      \n      30 gün\n    \n    \n      101- 200 işçi çalıştıran işyerinde\n      40 gün\n    \n    \n      201-500 işçi çalıştıran işyerinde\n      60 gün\n    \n    \n      501 - 1000 işçi çalıştıran işyerinde\n      80 gün\n    \n    \n      1000'den fazla işçi çalıştıran işyerinde işçi\n        sayısının %10'u kadar gün",{"bindId":131,"name":132,"text":133},"LOWWAGE_provision","a)Taban Ücret: 01.01.2025tarihinde günlü","a)Taban Ücret:\n\n01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.",{"bindId":135,"name":136,"text":137},"STRUCINCR_trigger","01.01.2025tarihindeki günlük brüt çıplak","01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.",{"bindId":139,"name":140,"text":140},"ONCEONLY_trigger","MADDE 32 - EK ÖDEME",{"bindId":142,"name":143,"text":144},"onceonlytype2","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 9.039,08 TL Ek ödeme yapılacaktır.",{"bindId":146,"name":147,"text":148},"oncerise_detail","İşçilere her yıl 6772 Sayılı Kanun hüküm","İşçilere her yıl 6772 Sayılı Kanun hükümlerine göre belirlenen\ntarihlerde ilave tediye ödenir.",{"bindId":150,"name":151,"text":152},"ONCERISE2_trigger","Ayrıca işçilere, toplu iş sözleşmesinin ","Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda 60\ngünlük ücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30\ngünü Nisan ayında, 30 günü ise Ağustos ayında ödenir.",{"bindId":154,"name":155,"text":155},"NOCTPREM_trigger","MADDE 35- GECE ZAMMI:",{"bindId":157,"name":158,"text":158},"OVERTIME_trigger","B- Fazla Çalışma",{"bindId":160,"name":161,"text":162},"overtimeallowanceperc1_general","Üye, istenildiğinde fazla çalışma yapmay","Üye, istenildiğinde fazla çalışma yapmayı kabul eder. Her bir fazla\nsaat çalışma için verilecek ücret, normal çalışma ücretinin saat\nbaşına düşen miktarının %70 yükseltilmesi suretiyle ödenir.",{"bindId":164,"name":165,"text":166},"SUNDAY_trigger","Hafta tatili günlerinde çalışma yapılmas","Hafta tatili günlerinde çalışma yapılması durumunda çalışılan her\nsaat için çalışmaksızın hak ettiği de dâhil olmak üzere toplam 2,5\nsaatlik ücret ödenir.",{"bindId":168,"name":169,"text":169},"COMMUTE_trigger","MADDE 31-TAŞIMA YARDIMI",{"bindId":171,"name":172,"text":172},"MEALALL_trigger","MADDE 30-YEMEK YARDIMI",{"bindId":174,"name":175,"text":176},"mealvouchersamount","Bu toplu iş sözleşmesinin kapsamında bul","Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, fiilen\nçalıştıkları günlerde toplu iş sözleşmenin birinci yıl birinci altı\nayında net 235,02 TL\u002FGün, ikinci altı ayında net 260,87 TL\u002FGün yemek\nyardımı yapılır.",{"bindId":178,"name":179,"text":179},"SENIOR_trigger","MADDE 22- KIDEM TAZMİNATI",{"bindId":181,"name":182,"text":183},"longserviceallowancetype","Kıdem tazminatı konusunda mevzuat hüküml","Kıdem tazminatı konusunda mevzuat hükümleri uygulanır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>T.C. KASTAMONU ÜNİVERSİTESİ REKTÖRLÜĞÜ ADINA TÜHİS TEZ KOOP-İŞ 01.01.2025-31.12.2026 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        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            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 8 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 3029.28\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: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 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: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 1400.0\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: → 24.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\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: → 108 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 50 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY -9.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 260.87 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[189],{"title":35,"slug":31},[191],{"type":192,"data":193},"call_to_action_body_block",{"title":194,"description":195,"variant":196,"link":197},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":194,"url":198,"description":194,"rel":199,"type":200},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[202],{"type":192,"data":203},{"title":194,"description":195,"variant":196,"link":204},{"title":194,"url":198,"description":194,"rel":199,"type":200},[],{"title":15,"seo_title":207,"description":7,"path":208,"redirect_url":7,"locale":16,"children":209},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[210,291,320],{"title":18,"seo_title":211,"description":7,"path":212,"redirect_url":7,"locale":16,"children":213},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[214,218,222,238,287],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":16,"children":217},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":16,"children":221},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":16,"children":225},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[226,230,234],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":16,"children":229},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":16,"children":233},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":7,"locale":16,"children":237},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":239,"seo_title":240,"description":7,"path":241,"redirect_url":7,"locale":16,"children":242},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[243,247,251,255,259,263,267,271,275,279,283],{"title":244,"seo_title":8,"description":7,"path":245,"redirect_url":7,"locale":16,"children":246},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":16,"children":250},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":7,"locale":16,"children":254},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":256,"seo_title":8,"description":7,"path":257,"redirect_url":7,"locale":16,"children":258},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":16,"children":262},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":264,"seo_title":8,"description":7,"path":265,"redirect_url":7,"locale":16,"children":266},"Annelik ve 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