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MİLLİ EĞİTİM BAKANLIĞI MERKEZ VE TAŞRA TEŞKİLATLARINA BAĞLI (10 NO’LU İŞKOLUNDA FAALİYET GÖSTEREN) İŞYERLERİ İŞLETME TOPLU İŞ SÖZLEŞMESİ ( KOOP-İŞ ve KAMU-İŞ) Collective Agreement Between 01.08.2018 and  31.12.2020","TUR T.C. Millî Eğitim Bakanlığı - 2018","Turkey - TUR T.C. Millî Eğitim Bakanlığı - 2018","TUR T.C. Millî Eğitim Bakanlığı - 2018 - Education, research",{"name":39,"data":40},"New.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>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C. MİLLİ EĞİTİM BAKANLIĞI MERKEZ VE TAŞRA TEŞKİLATLARINA BAĞLI\n(10 NO’LU İŞKOLUNDA FAALİYET GÖSTEREN) İŞYERLERİ İŞLETME TOPLU İŞ\nSÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YÜRÜRLÜK TARİHİ: 01.07.2018- 31.12.2020\u003C\u002Fh2>\n\n\u003Ch2>İMZA TARİHİ: 18.01.2019\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SÖZLEŞMENİN AMACI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 1:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işletme Toplu İş Sözleşmesi’nin amacı, iş sözleşmesinin\nyapılması, muhtevası, yürütümü ve sona ermesi ile ilgili hususları\ndüzenlemek, işyerinde düzenli ve verimli çalışmayı sağlamak, üretimi\nartırmak, işverenin ve işçilerin hak ve menfaatlerini dengelemek,\nkarşılıklı iyi niyet ve güvenle iş barışını sağlamak, taraflar\narasında doğabilecek farklılıkları uzlaştırıcı yollarla\nçözümlemektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TARAFLAR VE TANIMLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları T.C. Milli Eğitim Bakanlığının\nüyesi bulunduğu Kamu işletmeleri İşverenleri Sendikası (KAMU-İŞ) ile\nTürkiye Kooperatif, Ticaret, Eğitim ve Büro İşçileri Sendikası\n(KOOP-İŞ) dır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi metni içinde,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) T.C. Milli Eğitim Bakanlığı \"İŞVEREN\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşveren adına hareket eden isin, işyerinin ve işletmenin\nyönetiminde görev alan kişiler \"İŞVEREN VEKİLİ\".\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Kamu işletmeleri İşverenleri Sendikası (KAMU-İŞ) \"İŞVEREN\nSENDİKASI\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Türkiye Kooperatif, Ticaret, Eğitim ve Büro isçileri Sendikası\n(KOOP-İŞ) \"İSÇİ SENDİKASI\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) T.C. Milli Eğitim Bakanlığına bağlı Merkez ve Taşra\nTeşkilatlarında yer alan Ticaret, Büro, Eğitim ve Güzel Sanatlar (10\nno’lu) işkolunda faaliyet gösteren işyerleri \"İŞYERİ\",’’\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) (e) fıkrasındaki işyerlerinde 4857 sayılı kanuna göre bir iş\nsözleşmesine dayanarak çalışanlar \"İŞÇİ\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) (e) fıkrasındaki işyerlerinde çalışan KOOP-İŞ üyesi işçiler\n\"ÜYE\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Bu İşletme Toplu İş Sözleşmesi \"SÖZLEŞME\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>diye adlandırılmışlardır.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>SÖZLEŞMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 3:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Sözleşme, T.C. Milli Eğitim Bakanlığına bağlı Merkez ve Taşra\nTeşkilatlarında yer alan Ticaret, Büro, Eğitim ve Güzel Sanatlar (10\nno’lu) işkolunda sözleşmenin imzası tarihinde faaliyet gösteren bütün\nişyerlerini ve bu işyerlerinde çalışan taraf Sendika üyesi işçileri\nkapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>Sözleşmenin imzası tarihinde sendika üyesi bulunanlar yürürlük\ntarihinden, imza tarihinden sonra üye olanlar üyeliklerinin sendikaca\nişverene bildirilme tarihinden itibaren sözleşmeden yararlanırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinin imza tarihi ile yürürlük başlangıç tarihi\narasında iş sözleşmesi sona eren üye işçiler, iş sözleşmelerinin sona\nerdiği tarihe kadar toplu iş sözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üye olmayanların yararlanmaları hakkında 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikalar ve Toplu İş Sözleşmesi Kanunu kapsamındaki işveren\nvekilleri ile toplu iş sözleşmesi görüşmelerine işvereni temsilen\nkatılanlar bu toplu iş sözleşmesinden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SÖZLEŞMENİN HÜKMÜ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu iş\nsözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini toplu iş sözleşmesindeki hükümler alır.\nToplu iş sözleşmesinde iş sözleşmelerine aykırı hükümlerin bulunması\nhâlinde ise iş sözleşmesinin işçi yararına olan hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin hükümleri\nyenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü olarak devam\neder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SENDİKA AİDATLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 5:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, sendikanın yazılı isteği ve aidat kesilecek üye işçilerin\nlistesini vermesi üzerine, yasal üyelik ve dayanışma aidatlarını\nişçilere yapacağı ücret ödemesinden kesip, Sendikanın göstereceği\nBanka hesabına en geç 30 gün içinde yatırır, işveren, aidat kesilen\nüyelerin listesini posta veya e-posta yolu ile Sendikanın\nmuhasebe@koopis.org.tr adresine gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SENDİKA TEMSİLCİLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika temsilcilerinin atanması ve görevleri konusunda yasa\nhükümleri uygulanır. Ancak kapsam işyerlerinin tamamında atanacak temsilci\nsayısı baştemsilciler dâhil 300’ün üzerinde olamaz. Taraf sendikaca\nbirden çok temsilci atanan yerlerde temsilcilerin arasından biri baştemsilci\nolarak atanabilir. Atanan ve görevden alınan temsilci veya baş temsilci\nlistesi sendikaca işverene gönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri, yürürlükteki mevzuat ve Toplu İş\nSözleşmesinin diğer maddelerinde kendilerine verilen görevlerinin yanında\nişyerindeki sendika üyesi işçilerin yasal temsilcisi ve sözcüsü olup,\ngörev ve yetkileri aşağıda belirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşyerinde, üyeler ve işveren arasında işbirliği ve çalışma\nbarışını sağlamak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Üyeler tarafından yapılan talep ve şikâyetleri tetkik ederek, makul\nolmayan talep ve şikâyetlerde üyeyi ikna ederek, kendi takdirine göre makul\nbulduğu talep ve şikâyetleri işverene intikal ettirmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Üyeler ile işveren arasında çıkacak uyuşmazlıkların dostça\nçözümlenmesine çalışmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)Sözleşmenin uygulanması ile ilgili konularda çıkabilecek\nuyuşmazlıkların çözüm yollarını bulmak ve gerekirse konuyu sendikaya ve\nişverene intikal ettirmek.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e)Kanuna aykırı teşebbüs ve davranışları kendi yetkileri dâhilinde\nönlemeye çalışmak ve kanuna aykırı teşebbüs ve davranışlarda\nbulunmamak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f)Sözleşmenin eksiksiz ve aksaksız uygulanmasını sağlamak, işyeri\nsendika temsilcilerinin görevidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri lüzum gördükleri zamanda veya belli\nzamanlarda işyeri ile ilgili konuları görüşüp karara varmak üzere\nİşyerinde yetkili olan işveren temsilcileri ile toplantı yaparlar. Bu\ntoplantı tarafların gerek gördüğü gün ve saatte yapılır.\nGörüşmelerin gündemi ve alınan kararlar üç nüsha tutanakla tespit\nedilir. Tutanağın bir nüshası işveren vekiline, bir nüshası sendika\nşube başkanlığına, bir nüshası da işyeri sendika baş temsilcisine\nverilir, işyeri sendika baş temsilcisine verilen nüsha sendika temsilcilik\nodasında muhafaza edilir. Periyodik toplantılar dışında lüzumlu hallerde\nyapılacak toplantılarda da aynı uygulama yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Temsilciler, temsilcilik görevlerini iş saatleri dışında veya işveren\nya da işveren vekilinden izin almak şartıyla iş saatleri içinde\ngerçekleştirirler. Bu görevleri dolayısıyla asıl işlerini\naksatamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SENDİKAL TEMİNATLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 7:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A- İşçi kuruluşu yöneticiliğinin güvencesi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır. Yönetici, yöneticilik süresi içerisinde iş sözleşmesini\nfeshederse kıdem tazminatı fesih tarihindeki emsal ücret üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi askıya alınan yönetici; sendikanın tüzel\nkişiliğinin sona ermesi, seçime girmemek, yeniden seçilmemek veya kendi\nisteği ile çekilmek suretiyle görevinin sona ermesi hâlinde, sona erme\ntarihinden itibaren bir ay içinde ayrıldığı işyerinde işe başlatılmak\nüzere işverene başvurabilir. İşveren, talep tarihinden itibaren Bir ay\niçinde bu kişileri o andaki şartlarla eski işlerine veya eski islerine\nuygun bir diğer işe başlatmak zorundadır. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde, iş sözleşmeleri işverence feshedilmiş\nsayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvuruları hâlinde işveren tarafından kıdem\ntazminatı ödenir. Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B- İşyeri sendika temsilciliğinin güvencesi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini haklı bir\nneden olmadıkça ve nedenini yazılı olarak açık ve kesin şekilde\nbelirtmedikçe feshedemez. Fesih bildiriminin tebliği tarihinden itibaren bir\nay içinde, temsilci veya üyesi bulunduğu sendika dava açabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dava basit yargılama usulüne göre sonuçlandırılır. Mahkemece verilen\nkararın temyizi hâlinde Yargıtay kesin olarak karar verir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Temsilcinin işe iadesine karar verilirse fesih geçersiz sayılarak\ntemsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın kesinleşme\ntarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhâlinde, iş ilişkisinin devam ettiği kabul edilerek ücret ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma hâlinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin\nişyerini değiştiremez veya isinde esaslı tarzda değişiklik yapamaz. Aksi\nhâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C- Sendika özgürlüğünün güvencesi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İsçilerin işe alınmaları; belli bir sendikaya girmeleri veya\ngirmemeleri, belli bir sendikadaki üyeliği sürdürmeleri veya üyelikten\nçekilmeleri veya herhangi bir sendikaya üye olmaları veya olmamaları\nşartına bağlı tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartları veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri\ndışında veya işverenin izni ile iş saatleri içinde işçi\nkuruluşlarının faaliyetlerine katılmaları veya sendikal faaliyette\nbulunmalarından dolayı işten çıkarılamaz veya farklı işleme tabi\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin yukarıdaki fıkralara aykırı hareket etmesi hâlinde\nişçinin bir yıllık ücret tutarından az olmamak üzere sendikal tazminata\nhükmedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikal bir nedenle iş sözleşmesinin feshi hâlinde işçi, 4857\nsayılı Kanunun 20 ve 21 inci madde hükümlerine göre dava açma hakkına\nsahiptir. İş sözleşmesinin sendikal nedenle feshedildiğinin tespit\nedilmesi hâlinde, 4857 sayılı Kanunun 21 inci maddesine göre işçinin\nbaşvurusu, işverenin işe başlatması veya başlatmaması şartına bağlı\nolmaksızın sendikal tazminata karar verilir. Ancak işçinin işe\nbaşlatılmaması hâlinde, ayrıca 4857 sayılı Kanunun 21 inci maddesinin\n6irinci fıkrasında belirtilen tazminata hükmedilmez. İşçinin 4857\nsayılı Kanunun yukarıdaki hükümlerine göre dava açmaması ayrıca\nsendikal tazminat talebini engellemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesinin sendikal nedenle feshedildiği iddiası ile açılacak\ndavada, feshin nedenini ispat’ yükümlülüğü işverene aittir. Feshin\nişverenin ileri sürdüğü nedene dayanmadığını iddia eden işçi, feshin\nsendikal nedene dayandığını ispatla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fesih dışında işverenin sendikal ayrımcılık yaptığı iddiasını\nişçi ispat etmekle yükümlüdür. Ancak işçi sendikal ayrımcılık\nyapıldığını güçlü biçimde gösteren bir durumu ortaya koyduğunda,\nişveren davranışının nedenini ispat etmekle yükümlü olur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki hükümlere aykırı olan toplu iş sözleşmesi ve iş\nsözleşmesi hükümleri geçersizdir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçinin iş kanunları ve diğer kanunlara göre sahip olduğu hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İLAN TAHTASI VE TEMSİLCİ ODASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 8:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fiilen eğitim ve öğretim yapılan işyerleri dışında kalan ve temsilci\natanmasına esas alınan işyerlerinde; işçilerin görebilecekleri yerlere\nyeteri kadar camlı ve kilitli ilan tahtası konur. Bildiri veya bültenlerde\nyer alan konulardan doğacak sorumluluk sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerine belge, evrak ve kayıtlarını\nmuhafaza edebilmeleri ve çalışmalarını kolaylaştırmaları için fiilen\neğitim ve öğretim yapılan işyerleri dışında kalan ve il geneli veya\nişletme merkezinde toplam 50 ile 100 arasında işçi sayısı olanlara\nimkânlar ölçüsünde; il geneli veya işletme merkezinde toplam 100’ün\nüzerinde işçi sayısı olan işyerlerinin merkez biriminde, merkez biriminde\nuygun yer olmaması halinde bağlı birimlerin birinde oda tahsis eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Temsilcilik odasına haiz olunan yerlerde görevli Baştemsilciler, işbu\nsözleşmenin Sendikal İzinler maddesinde yer alan Baştemsilci izin\nsürelerini %50 artırımlı olarak kullanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>SENDİKAL İZİNLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 9:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Sendika Baştemsilcisi ve işyeri sendika temsilcilerine asıl işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla temsilcilik\ngörevinin gerektirdiği faaliyetlerde bulunabilmeleri için işverenin izni\nile aşağıda yazılı sürelerde izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A- BAŞTEMSİLCİ İZNİ:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;padding:   0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">İl\n        genelindeki veya işletme merkezindeki İsçi Mevcudu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-left:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">Haftalık\n        Ücretli İzin Süresi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">01-\n        50 işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">4\n        Saat\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">51-\n        200 işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">6\n        Saat\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">201-500\n        işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">8\n        Saat\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">500’den\n        fazla işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">10\n        Saat\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baştemsilci gündüz vardiyasında çalıştırılır. Baştemsilcinin izin\nsüresini işyerinde geçirmesi asildir. Ancak, Sendika Merkezi veya Şubesinin\nişverene yapacağı yazılı veya sonradan yazıyla doğrulamak koşulu ile\nsözlü çağrısı üzerine bu süreyi çağrı yapılan yerde de\ngeçirebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B - TEMSİLCİ İZNİ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;padding:   0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">İl\n        genelindeki veya işletme merkezindeki İsçi Mevcudu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-left:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">Haftalık\n        Ücretli İzin Süresi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">01-\n        50 işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">2\n        Saat\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">51-\n        200 işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">3\n        Saat\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">201-500\n        işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">4\n        Saat\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">500’den\n        fazla işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"302\" valign=\"top\" style=\"width:226.5pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">5\n        Saat\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C- DİĞER İZİNLER:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, seminer, Yönetim, Denetim,\nDisiplin Kurulu, Genel Kurul ve Temsilciler Meclisi gibi toplantılara\nkatılmaları için Sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenmiş şekline göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border:inset 1.0pt;padding:   0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">İl\n        genelindeki veya işletme merkezindeki İsçi Mevcudu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border:inset 1.0pt;border-left:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">Yıllık\n        Toplam Ücretli İzin Süresi\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">01-\n        50 işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">20\n        gün\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">51-\n        100 işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">30\n        gün\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">101-200\n        işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">40\n        gün\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">201-\n        500 işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">60\n        gün\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">501-1000\n        işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">80\n        gün\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border:inset 1.0pt;border-top:   none;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">1000’den\n        fazla işçi çalıştırılan işyerinde\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"301\" valign=\"top\" style=\"width:225.75pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;padding:0cm 0cm 0cm 0cm\">\u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:black\">İşçi\n        sayısının %10’u kadar gün\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5'inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir. Ancak, Genel Kurullar için bu %5\noranı aranmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YAZIŞMALAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 10:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraflar birbirleriyle olan her türlü yazışmalarda, en geç 15 işgünü\niçinde cevap vermeyi kabul ederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SENDİKA YÖNETİCİLERİNİN GÖRÜŞME İSTEKLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika yöneticileri; işveren veya vekillerine önceden haber vermek\nşartı ile işyerine giderek; üyelerle öğle paydosunda görüşme\nyapabilirler. Keza Sendika yöneticileri işveren veya vekillerine haber vermek\nşartıyla mesai saatleri içinde de üyelerle görüşebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>DENEME SÜRESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 12:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Deneme süresi 30 gündür. Bu süre içinde taraflar iş sözleşmelerini\nbildirimsiz ve tazminatsız feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GÖZALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE FESİH VE TEKRAR\nİŞE BAŞLATMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 13:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Gözaltına alınan işçiler bunu belgeledikleri takdirde kanuni\ngözaltı süresince ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- İşçi herhangi bir suçla tutuklandığında, gözaltında ve tutuklu\nkaldığı süreler toplamı, İş Kanunundaki bildirim sürelerini aştığı\ntakdirde iş sözleşmesi münfesih sayılır. Bu sürelerin İş Kanunundaki\nbildirim süresini aşmaması hallerinde, işçi bu süreler için ücretsiz\nizinli sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3- Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biriyle 90 gün içinde son bulması ve işçinin bu tarihten\nitibaren bir hafta içinde işine dönmeyi talep etmesi halinde işveren\ntarafından emsallerinin hakları ile işe alınır. 90 gün sonunda yapılan\nbaşvuru halinde boş yer varsa işe alınır. Bu halde işe tekrar alınan\nişçinin eski kıdem haklan saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken doksan gün içinde tahliye\nedilenlerin bir hafta içinde başvurması halinde işveren tarafından tekrar\nişe alınırlar. Bilahare hüküm giymeleri halinde hizmet akitleri münfesih\nsayılır. Şu kadarki 5. fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5- Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeni ile, 6 aydan fazla ceza aldığı halde 6\naydan önce tahliye edilen işçiler, bir hafta içinde başvurması ve\nişyerinde durumuna uygun münhal kadro bulunması ve hizmetine ihtiyaç\nduyulması halinde işverenin takdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6- Yüz kızartıcı suçlar ile sabotaj, Devletin Ülke ve Milleti ile\nbütünlüğüne, Milli güvenliğe, Kamu düzenine, Türk Silahlı\nKuvvetlerine, karşı işlenen suçlardan Hüküm giyenler, cezanın\nertelenmesi, paraya çevrilmesi veya affa uğraması hallerinde dahi hiçbir\nsüretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7- İşverene ait herhangi bir aracı görevli olarak kullanırken, Trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde 90 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin\niade edildiği tarihten itibaren 7 gün içinde, başvurmaları halinde eski\nişlerine alınırlar. 90 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İŞ SÖZLEŞMESİNİN FESHEDİLEMEYECEĞİ HALLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 14:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İHBAR ÖNELLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İhbar önelleri konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>KIDEM TAZMİNATI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 16:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cp>Kıdem tazminatı konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>HAFTALIK ÇALIŞMA SÜRESİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 17:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>İşyerinde haftalık çalışma süresi toplam 45 saattir. Bu süre beş\ngün üzerinden düzenlenir. Pazar günü hafta tatilidir. Cumartesi günü\nişçiler dinlendirilir. Ancak, haftalık çalışma süresinin 6 işgününe\nbölünerek uygulandığı işyerlerinde bu uygulamaya devam edilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Çalışma saatlerinin başlama ve bitme zamanları işyerinin niteliği\ngöz önünde tutularak işveren veya vekillerince tespit olunur ve işyerinde\nilan edilir. Üyelere çalışma süresinin ortalama bir zamanında, bir saat\nara dinlenmesi verilir. Ara dinlenmeleri çalışma süresinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bakanlığa bağlı okullarda ilgili mevzuat çerçevesinde Bakanlık\ntarafından yerine getirilmesi gereken görevlerden olan kurs, eğitim ve\nsınav faaliyetleri nedeniyle çalışma yapılması gereken durumlara\nmünhasır olmak kaydıyla Cumartesi günü işçiler çalıştırılabilir. Bu\nşekildeki çalışma durumunda haftalık 45 saatlik çalışma süresi 6 güne\nbölünmek suretiyle uygulanır. İşveren yukarıdaki çalışmalara\nkatılacak olan işçilerden her sözleşme yılının başında yazılı\nmuvafakat almak zorundadır. İlgili birimde çalışan işçilerin ihtiyacı\nkarşılayacak sayıda olanların yazılı muvafakat vermemesi halinde,\nihtiyaç duyulan işçi, diğer okullardan talep edilen okula, muvafakati\nolanlar arasından temin edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu kapsamda çalıştırılan işçilere fiilen çalıştıkları her\nCumartesi günü için çalıştığı süreye bakılmaksızın\n01.07.2018-30.06.2019 tarihleri arasındaki dönem için 100,00 TL;\n01.07.2019-31.12.2020 arasındaki dönem için de 110,00TL ödenir. Ayrıca, bu\nmaddenin birinci paragrafında belirtilen haftalık çalışma süresinin gerek\nbeş, gerekse altı güne bölünerek uygulandığı iş yerlerinden kömür\nkalorifer sistemi ile ısıtılan okullar ile üç öğün yemek verilen\nyatılı eğitim kurumlarına münhasır olmak kaydıyla; bu iş yerlerinde\ntüm çalışma sistemlerinin uygulanmasına rağmen personel yetersizliğinden\ndolayı işçilerin dinlenme günlerinde kaloriferci ve aşçı olarak\nçalışanlardan her bir meslekten bir işçi ile sınırlı olmak kaydıyla,\nişveren tarafından göreve çağrılan; mesleği icra edebileceğine dair\nehliyet veya belgeye sahip aşçı ve kaloriferci işçiye, fiilen kalorifer\nyaktıkları ve yemek pişirdikleri bu günler için de aynı ödeme\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işçilere ayrıca fazla mesai ücreti tahakkuk ettirilmez. Bu ödeme\nsosyal yardım farkının hesabında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>FAZLA ÇALIŞMA VE FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 18:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Haftalık 45 saati aşan çalışmalar fazla çalışmadır. İşçilere\nkanuni süreleri aşmamak üzere fazla çalışma yaptırılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Fazla çalışma ücreti, normal çalışma ücretinin saat başına düşen\nmiktarının % 80 yükseltilmesi suretiyle ödenir. Haftada beş gün\nçalışan işçilerin Cumartesi günleri yaptığı fazla çalışmalarda ise\nbu oran %100 olarak uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma yapan işçi isterse, bu çalışmalar karşılığı\nzamlı ücret yerine, fazla çalıştığı her saat karşılığında bir saat\nelli dakikayı; fazla çalışmanın %100 olarak uygulandığı durumlarda ise\niki saati serbest zaman olarak kullanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fazla çalışmanın hesabında yarım saatten az olan süreler yarım saat,\nyarım saati aşan süreler ise bir saat sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2>ULUSAL BAYRAM- GENEL TATİL VE HAFTA TATİLİ GÜNLERİ VE ÖDENECEK\nÜCRETLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 19:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil günleri yasalarda belirtilen günlerdir.\nİşçilerin bu günlerde çalışmalarına ihtiyaç duyulması halinde,\nolağanüstü durumlar hariç önceden haber verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil günlerinde çalıştırılmasına lüzum\ngörülmeyen işçilere o gün için 1 yevmiye, çalıştırılan işçilere\nise o gün için toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye\ndâhil) ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hafta tatiline hak kazanan işçilerden, hafta tatili günlerinde\nçalışmayıp izin yapanlara her hafta tatili günü için bir iş\nkarşılığı olmaksızın bir yevmiye ödenir. Hafta tatili günü tam\nçalıştırılan işçilere, çalıştırıldıkları hafta tatili günleri\niçin toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye dâhil)\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hafta tatili gününün Ulusal Bayram ve Genel Tatil gününe rastlaması ve\nişçinin bu günlerde çalıştırılması halinde de toplam 3 yevmiye\n(çalışmadan hak ettikleri 1 yevmiye dâhil) ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hafta Tatili, Ulusal Bayram ve Genel Tatil günlerinde işçinin tam günü\naşan çalışmalarında çalıştığı her bir saat için, fazla çalışma\noranı %100 olarak uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İŞÇİNİN ÇALIŞIP ÇALIŞMADIĞINDA İHTİLAFLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 20:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçinin çalışma süresini tevsik edecek belge, kendisine ait imza\ncetveli veya puantaj cetvelidir. Her işçi işe başladığı ve işten\nçıktığı saat için, kendisine ait imza cetvelini usulüne göre\nimzalamakla görevlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>YILLIK ÜCRETLİ İZİN\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 21:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kamu işyerlerindeki hizmet süresi;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaystxt\">\u003Cp>a) 1 yıl ile 5 yıl arasında hizmeti olan üyelere (20),\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) 5 yıl ile 10 yıl arasında hizmeti olan üyelere (28),\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) 10 yıldan fazla hizmeti olan üyelere (30) gün üzerinden yıllık\nücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ancak,18 ve daha küçük yaştaki işçilerle 50 ve daha yukarı yaştaki\nişçilere verilecek yıllık ücretli izin süresi 20 günden az olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerine rastlayan hafta tatili, ulusal bayram ve\ngenel tatil günleri izine ilave edilir. Ücretli yıllık izinlerin işyerinin\nbulunduğu il sınırı dışında kullanılması ve isteği halinde işçiye 4\ngüne kadar ücretsiz yol izni verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin hakkından vazgeçilemez. Yukarıda gösterilen izin\nsüreleri tarafların anlaşması ile, bir bölümü 10 günden aşağı\nolmamak üzere bölümler halinde kullanılabilir. Eğitim-öğretim\nbirimlerinde görevli olan işçilerin yıllık izinleri; zorunlu haller\ndışında eğitim-öğretime ara verilen dönemlerde kullanılacak şekilde\nprogramlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DİĞER İZİNLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 22:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A-Ücretli izinler\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) İşçiye, işverence uygun görülmek kaydıyla yılda 6 güne kadar\nücretli mazeret izni verilebilir. Bu izinlerin kullanılması, bir defada bir\nsaatten az, bir günden fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>2) İşçiye evlenme halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavetxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3) İşçinin eşinin doğum yapması halinde 5 gün,evlat edinmesi halinde\n3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelatives\">\u003Cp>4) İşçinin ana, baba, eş, çocuk, kardeşinin ölümü halinde 5 gün,\nkayınvalide ve kayınpeder ölümü halinde 3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5) İşçilerin yangın, su baskını, deprem gibi doğal afetlere maruz\nkalmaları halinde 7 güne kadar,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler yukarıda sayılan olayların ortaya çıkmasından itibaren bir\nhafta içinde (belgelendirmek kaydıyla) kullanılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>6) Analık izinleri konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>7) Üyenin eş, çocuk, ana ve babasının kanser, verem gibi ağır ve acil\ntedavi gerektiren hastalığa maruz kalmalarında ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde, başka bir\nrefakatçi olmadığı durumlarda üyeye, yılda 10 güne kadar ücretli izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B-Ücretsiz İzin\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçinin geçerli olabilecek mazereti olması durumunda işverenin de\nuygun görmesi halinde yılda 3 (üç) aya kadar ücretsiz izin verilebilir. Bu\nizinlerin kullanılması bir defada 10 günden az olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek anne, baba, eş ve çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde bu hallerin hekim raporu ile belgelendirilmesi şartıyla istekleri\nüzerine en çok altı aya kadar ücretsiz İzin verilebilir. Aynı şartlarda\nbu süre bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ASKERLİK İZNİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 23:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Askerlik ve Kanundan doğan çalışma konusunda, 4857 Sayılı Kanunun\n31.maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ÜCRETİN TARİFİ VE ÜCRET HESAP PUSULASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamında çalışan işçiler günlük ücret\nprensibi ile çalıştırılırlar. Ücretin tahakkuk ve ödenmesinde mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, personel kimlik kartı ile işyerinde veya bankaya yaptığı\nödemelerde ücret hesabını gösterir imzalı veya işyerinin özel\nişaretini taşıyan bir ücret hesap pusulasını işçiye vermek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu pusulada ödemenin günü ve ilişkin olduğu dönem ile fazla\nçalışma, hafta tatili, ulusal bayram ve genel tatil ücretleri gibi asıl\nücrete yapılan her çeşit eklemeler tutarının ve vergi, sigorta primi,\navans mahsubu, nafaka ve icra gibi her çeşit kesintilerin ayrı ayrı\ngösterilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Promosyonlar konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ÜCRET ZAMMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 25:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A- BİRİNCİ DÖNEM ZAMMI (01.07.2018-31.12.2018):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.07.2018 tarihinde işyerinde çalışmakta olan işçilerin, 30.06.2018\ntarihi itibariyle almakta oldukları günlük brüt çıplak ücretlerine\n01.07.2018 tarihinden geçerli olmak üzere % 3,5 (Yüzde Üç virgül Beş)\noranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Türkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2018 İndeks sayısının, Haziran 2018\nİndeks sayısına göre değişim oranının birinci dönem ücret zammı olan\n% 3,5’i (Yüzde Üç virgül Beş) aşan kısmın tamamı olan %6,69 ;\n01.01.2019 tarihinden geçerli olmak üzere işçilerin 31.12.2018 tarihindeki\ngünlük brüt çıplak ücretlerine zam olarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B- 01.01.2019 TARİHİNDEN İTİBAREN UYGULANACAK ÜCRET ZAMLARI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kapsam işyerlerinde çalışan işçilere 01.01.2019-31.12.2020 dönemine\nmünhasır olmak kaydıyla, 01.01.2019 tarihinden itibaren uygulanacak ücret\nzamları konusunda “2019 Yılı Kamu Toplu İş Sözleşmeleri Çerçeve\nAnlaşma Protokolü” ile öngörülecek ücret zamları ve buna ilişkin\nesaslar; zamların uygulama tarihlerinde ve her halükarda işbu sözleşmenin\nyürürlük tarihi ile sınırlı olarak aynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>C- 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 ve sendikaya üye olmaları kaydıyla, üyeliklerinin işverene\nbildirildiği tarihi takip eden aybaşından geçerli olmak üzere, günlük\nbrüt çıplak ücretleri;01.07.2018-31.12.2018 dönemi için 78,00\nTL\u002FGün’e, 31.12.2018 tarihinde 01.01.2019 tarihinden geçerli olmak üzere\n88,00 TL\u002FGün’e yükseltilir. Bu işe giriş ücreti, 01.01.2019-30.06.2019\ntarihleri arasındaki dönemde 90,00 TL\u002FGün; 01.07.2019-31.12.2019 tarihleri\narasındaki dönemde 92,00 TL\u002FGün; 01.01.2020-30.06.2020 tarihleri arasındaki\ndönemde 94,00 TL\u002FGün; 01.07.2020-31.12.2020 tarihleri arasındaki dönemde\n96,00 TL\u002FGün olarak uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işçilere işe alındıkları dönem için öngörülen ücret zamları\nayrıca uygulanmaz, ancak takip eden dönemlerin ücret zamlarından\nyararlandırılırlar. (Örneğin; 01.01.2019- 30.06.2019 tarihleri arasında\nilk defa işe alınacak işçinin yukarıdaki esaslara göre 90,00 TL\u002FGün\nolarak tespit edilen işe giriş ücretine işe alındığı döneme ait ücret\nzamları uygulanmayacak, takip eden dönemlerin ücret zamları\nuygulanacaktır.) Ancak, bu uygulama sebebiyle sonradan işe alınan\nişçilerin ücretleri hiç bir şekilde kendinden kıdemli işçilerin\nücretini geçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük başlangıç tarihinden\nitibaren kapsam işyerlerine devren gelecek işçilerden, toplu iş\nsözleşmesinden yararlanmaya başlayanların fiili günlük ücretleri; ilk\ndefa işe alınacak işçinin işe giriş ücretinin altında kalır ise toplu\niş sözleşmesinden yararlanma tarihini takip eden aybaşından geçerli\nolarak mevcut günlük ücretleri işe giriş ücretine yükseltilir, üstünde\nise fiili günlük ücretini almaya devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D- Bu maddedeki uygulamalar sonucu oluşan yarım kuruşa kadar olan\nkesirler dikkate alınmaz, yarım kuruş ve üzeri kesirler bir kuruşa\ntamamlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 26;\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A) İLAVE TEDİYE;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere, 6772 sayılı kanun esaslarına göre ilave tediye ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) İKRAMİYE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>İşçilere her sözleşme yılının Mart ve Eylül aylarının ilk\nhaftası içinde 30’ar günlük çıplak ücretleri tutarında iki ikramiye\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu ikramiyelerin ödenmesinde, işverence verilen her türlü ücretli\nizinler ile 4857 sayılı Kanunun 55.maddesinde sayılan süreler\nçalışılmış gibi dikkate alınır. İkramiyeler, çalışılan süre ile\norantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SOSYAL YARDIM\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 27:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi kapsamında bulunan sendika üyesi işçilere\ntoplu iş sözleşmesinin birinci döneminde (01.07.2018-31.12.2018) her ay\n301,71 TL\u002FAy sosyal yardım ödenir. Bu ödeme 31.12.2018 tarihinde 01.01.2019\ntarihinden geçerli olmak üzere 321,89 TL\u002FAy’a yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.01.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek miktarlar\n(oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve esaslara göre\nve her halükarda işbu sözleşmenin yürürlük tarihi ile sınırlı olarak\naynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde, her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>YEMEK YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 28:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere; işyerinde fiilen çalıştıkları günlerde bir öğün, 2000\nkalorilik doyurucu yemek, ücretsiz verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ancak, yemek saatinde işyeri dışında görevli olanlara, Ramazan ayında\noruç tutanlara, sağlık kurulu raporu ile perhizli olduğunu belgeleyenlere\nve yemek çıkarılması veya verilmesi mümkün olmayan işyerlerinde\nçalışan işçilere fiilen çalıştıkları her gün için toplu iş\nsözleşmesinin birinci döneminde (01.07.2018-31.12.2018) 9,21 TL\u002FGün yemek\nyardımı yapılır. Bu yardım 31.12.2018 tarihinde 01.01.2019 tarihinden\ngeçerli olmak üzere 9,83 TL\u002FGün’e yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.01.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek miktarlar\n(oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve esaslara göre\nve her halükarda işbu sözleşmenin yürürlük tarihi ile sınırlı olarak\naynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>VASITA YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere; işe geliş ve gidişlerini temin etmek\namacıyla, fiilen çalıştıkları her gün için 01.07.2018-30.06.2019\ntarihleri arasında 10,68 TL\u002FGün vasıta yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu yardım, 01.07.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu\nToplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek\nmiktarlar (oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve\nesaslara göre ve her halükarda işbu sözleşmenin yürürlük tarihi ile\nsınırlı olarak aynen uygulanacaktır. (Ancak “2019 Yılı Kamu Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile 01.01.2019 tarihinden\ngeçerli ücret zammının 10,33 rakamına uygulanması sonucu hesaplanacak\nrakamın 10,68 TL’nin üzerinde çıkması halinde, 01.07.2019 tarihindeki\nücret zammı hesaplanan bu yeni rakama uygulanacaktır. Ayrıca, 01.01.2019 -\n30.06.2019 dönemi için fark ödenmeyecektir)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren vasıtaları ile taşımalarda ve işletme içindeki lojmanlarda\noturanlara vasıta yardımı ödenmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>GİYİM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 30:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, sözleşmenin\nbirinci döneminde uygulanmak üzere her ay 17,47 TL\u002FAy Giyim Yardımı\nödenir. Bu yardım 31.12.2018 tarihinde 01.01.2019 tarihinden geçerli olmak\nüzere 18,64 TL\u002FGün’e yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.01.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek miktarlar\n(oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve esaslara göre\nve her halükarda işbu sözleşmenin yürürlük tarihi ile sınırlı olarak\naynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>EVLENME YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 31:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan işçilerden sözleşmenin birinci döneminde\nevlenenlere 170,71 TL evlenme yardımı yapılır. Bu yardım 31.12.2018\ntarihinde 01.01.2019 tarihinden geçerli olmak üzere 182,13 TL\u002FGün’e\nyükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.01.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek miktarlar\n(oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve esaslara göre\nve her halükarda işbu sözleşmenin yürürlük tarihi ile sınırlı olarak\naynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DOĞUM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 32:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan işçiye, doğan her bir çocuğu için (doğumun\nbelgelendirilmesi şartıyla) sözleşmenin birinci döneminde 85,40.- TL\ndoğum yardımı yapılır. Bu yardım 31 12,2018 tarihinde 01.01.2019\ntarihinden geçerli olmak üzere 91,11 TL\u002FGün’e yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.01.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu Toplu İs\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek miktarlar\n(oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve esaslara göre\nve her halükarda işbu sözleşmenin yürürlük tarihi ile sınırlı olarak\naynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üyenin eşi çalışıyorsa doğum yardımı anneye yapılır. Bu yardım\nçocuğun ölü doğması halinde de yapılır, bu durumda işçiye ayrıca\nölüm yardımı ödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ÖLÜM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 33:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) Üyenin eşi, çocuğu, ana ve babasının ölümü halinde, ölümün\nsözleşmenin birinci döneminde olması halinde 256,09 TL,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) Üyenin ölümü halinde kanuni mirasçılarına, ölümün sözleşmenin\nbirinci döneminde olması halinde 426,73 TL,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Cp>3) Üyenin iş kazası sonucu ölümü halinde kanuni mirasçılarına,\nölümün sözleşmenin birinci döneminde olması halinde 682,73 TL,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu yardımlar, 31.12.2018 tarihinde 01.01.2019 tarihinden geçerli olmak\nüzere;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. fıkradaki rakam 273,22 TL’ye,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. fıkradaki rakam 455,28 TL’ye,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. fıkradaki rakam 728,40 TL’ye yükseltilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.01.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek miktarlar\n(oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve esaslara göre\nve her halükarda işbu sözleşmenin yürürlük tarihi ile sınırlı olarak\naynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ancak yukarıda belirtilen ödemelerin yapılabilmesi için işçi veya\nkanuni varisleri ölüm olayını belgelendirmek mecburiyetindedirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK ÖDEME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 34:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, 01.07.2018-30.06.2019 dönemi için 2018 yılı Temmuz ayında brüt\n750,00 TL Ek Ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.07.2019 tarihi ve sonraki dönemlerde ise Temmuz ayında ödenmek üzere\n“2019 Yılı Kamu Toplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü”\nile öngörülecek miktarlar (oran olarak belirlenmiş ise bu oranlar kadar\nartırılarak) ve esaslara göre aynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir. Ek\nödeme sosyal yardım farkının hesabında dikkate alınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>HARCIRAH\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 35:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bütçe Kanunu ve Harcırah Kanunu Hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ENGELLİ İSÇİLER İLE İLGİLİ HUSUSLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 36:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır. Ancak, engelli işçilerin\nçalıştırılmalarına yönelik süreler, çalıştırılacakları işler ve\nbu işlere ilişkin işyerlerinin engellerine uygun hale getirilmesi için,\nişverence gerekli tedbirler alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 37:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cp>İşveren, iş sağlığını korumak ve iş güvenliğini sağlamak\namacıyla işyerinde “iş Sağlığı ve Güvenliği Mevzuatı”\nhükümlerine uygun olarak gerekli tedbirleri alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işveren, işin ve işyerinin gereklerini göz önünde bulundurmak, iş\nsağlığı ve güvenliği mevzuatı hükümlerine uygun olmak şartıyla\nişçi çalıştırır (Örneğin, kalorifer yakan işçilerin “ateşleyici\nyeterlilik belgesi” olmadan çalıştırılmaması gibi).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Bu toplu iş sözleşmesinden yararlanan işçilere “İş Sağlığı ve\nGüvenliği Mevzuatı” nın ilgili hükümleri uyarınca koruyucu giyim\neşyası verilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İS VE İŞYERİ DEĞİŞİKLİĞİ VE NAKİLLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 38:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- İşçiler gerektiği takdirde işyeri içinde unvanı veya niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde ya da işçinin\nsahip olduğu ehliyet veya belgeye uygun diğer işlerde muvafakat\naranmaksızın geçici veya devamlı olarak işveren tarafından\ngörevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- Görülen işin niteliğinde benzerlik veya işçinin sahip olduğu\nehliyet veya belgeye uygun diğer işlerden olmak şartı ile işçilerin aynı\nişverene bağlı ilçe hudutları içindeki bir başka işyerine, işverence\ngeçici veya daimi olarak nakledilmeleri mümkündür. Bu nakil ve yapacağı\nişle ilgili hususlar, yazı ile işçiye tebliğ edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3- İşçilerin aynı işverene bağlı il veya ilçe hudutları\ndışındaki işyerlerine daimi olarak nakledilebilmeleri yazılı rızaya\nbağlıdır. Daimi nakle rıza göstermeyenlerin iş sözleşmeleri işveren\ntarafından bildirimli olarak feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Geçici süreli nakillerde işçinin rızası aranmaz. Ancak bu süre (3)\nayı geçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, işverenin kapsama giren işyerlerinde işçinin sahip olduğu\nehliyet veya belgeye uygun işlerde işçi ihtiyacı olması halinde bu\nişlere; öncelikle istekli olanlar nakledilirler. İstekli olmaması halinde\nihtiyaç fazlası olan veya kapanan işyerlerinden işverence rıza\naranmaksızın işçi nakli yapılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki fıkralarda öngörülen nakillerde, işçinin ücretinde bir\nazaltma yapılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4- İş ve işyeri değişikliği hiçbir zaman ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5- Sağlık ve eş durumu öncelikli olmak kaydıyla İşçinin isteği,\nçalıştığı yer işveren vekilinin uygun bulması ve talebin Bakanlıkça\nonaylanması halinde işçinin başka bir işyerine nakli yapılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme kapsamındaki işçiler, aynı şartlarda olmak kaydıyla\nkarşılıklı yer değiştirme talebinde bulunabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu bent hükümlerinin uygulanmasına ilişkin esas ve usuller Milli Eğitim\nBakanlığınca belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6- İl hudutları dışındaki bir işyerine nakledilen işçiler 6 iş\ngünü içinde yeni işyerlerinde göreve başlarlar ve bu sürelerde ücretli\nizinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7- İşçiler, Milli Eğitim Bakanlığına bağlı işyerleri dışındaki\nişyerlerine rızaları alınmadan geçici dahi olsa görevlendirilemezler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8- İşçilerden mesleki eğitimlere katılmış ve onaylı sertifika sahibi\nolanlar, meslek lisesi, meslek yüksekokulu, lisans ve lisansüstü eğitim\nkurumlan mezunları, kurumda ihtiyaç duyulan mesleki işlerde veya\neğitimlerine uygun işlerde görülen hizmetlerin aksamasına meydan\nvermeyecek şekilde görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>EĞİTİM\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>T.C. Milli Eğitim Bakanlığı ile Koop-iş Sendikası birlikte Merkez ve\nTaşra teşkilatında çalışan işçi ve işveren vekillerine yönelik olarak\neğitim programları düzenler. Talep edilmesi halinde KAMU-İŞ eğitici\ndesteği sağlayabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Ch2>HASTALIK YARDIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 40:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hastalık yardımı konusunda Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu hükümleri uygulanır. Üyenin Sosyal Güvenlik Kurumunca ödenmeyen\nilk iki günlük ücreti işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3713 sayılı Terörle Mücadele Yasası hükümlerine göre sosyal\ngüvenlik destek primi ödeyerek işyerinde çalışmakta olan vazife malulü\nişçilerin Sosyal Güvenlik Mevzuatına uygun hastanelerden aldıkları\nistirahat raporları ile muayene ve tedavide kaldıkları süreler için\nücretlerinden herhangi bir kesinti yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>HASAR VE ZARAR TESPİTİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 41:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kusurları dolayısıyla kullandıkları araç, makine, alet ve edevatı\nhasara uğratan veya imal ettiği malı bozan, hatalı yapan işçilerden,\nmeydana gelen zararın tazmini için şu şekilde hareket edilir;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Olayın vuku bulduğu işyerinde, işveren vekilinin görevlendireceği 2\nkişi ( bir tanesi hasar konusunda uzman kişi olmak üzere) ile sendikanın\nseçeceği bir kişi olmak üzere 3 kişiden oluşan bir komisyon kurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Komisyon, işçinin savunmasını da alarak, zararın hangi sebepten\nmeydana geldiğini, işçinin zarardaki rolünü ve ödeyeceği tazminatın\nmiktarını tespit eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Komisyonun kararı işveren vekilinin onayından sonra işçiye tebliğ\nedilir. Kararın tebliğ tarihinden itibaren 6 iş günü içinde taraflar\nmahkemeye itiraz edebilirler. Bu süre içinde itiraz edilmemişse karar\nkesinleşir. İtiraz yapılmışsa karar mahkeme sonucunda kesinleşir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Kesinleşen hasar veya zarar bedeli işçinin ücretinin 1\u002F5’i\nnispetinde olmak üzere her ay ücretinden muntazaman kesilerek tazmin\nedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşverenin iş Kanunundan doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İŞE BAŞLAMA VE GEÇ GELMELER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 42:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin, işbaşı saatinde görev yerlerinde hazır bulunmaları\nşarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Bir ayda üç defa 10’ar dakikaya kadar geç kalmalarda işçinin\nücretinden bir kesinti yapılmaz ve herhangi bir ceza verilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşe geç gelmeyi ve işyerini erken terk etmeyi alışkanlık haline\ngetirenler hakkında disiplin hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MAKİNE - ARAÇ VE GEREÇ BAKIMI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 43:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçinin kullandığı münhasıran işyerinde bulunan araba, makine,\naraç gereç ve avadanlıkların bakımları ve temizlenmesi için mesai\nbitimine on beş dakika kala işveren veya işveren vekili, gerekli uygun\nzamanı ayırır. İşçiler de bu zaman içinde yukarıda belirtilen makine ve\navadanlıkların günlük ve haftalık bakımlarını yapmakla\nyükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN KURULU VE DİSİPLİN CEZALARI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 44:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I- DİSİPLİN KURULUNUN KURULUŞU VE ÇALIŞMA ŞEKLİ:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A) Kuruluşu:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Bakanlık Merkez Teşkilatında sözleşmenin imza tarihinden itibaren 30\ngün içinde bir İşçi Merkez Disiplin Kurulu teşekkül ettirilir. Bakanlık\nMerkez Teşkilatı dışındaki birimlerin iş yoğunluğu dikkate alınarak,\nişçi sendikası ile konuyu görüşerek aşağıdaki esaslar dâhilinde\nDöner Sermayeler ve İl Müdürlükleri bazında olmak kaydıyla bir veya\nbirden çok Disiplin Kurulu kurulabilir. Bu Disiplin Kurulları yaptıkları\ninceleme neticesinde “işten çıkarma” cezasını gerektirdiğini\ndüşündüğü fiillerde karar verilebilmesi için olayı, belgeleri ile\nbirlikte işçi Merkez Disiplin Kuruluna intikal ettirir. Ancak, işbu toplu\niş sözleşmesinin “Disiplin Cezalan” başlıklı II numaralı alt\nbendinin 1. fıkrasında işverene resen (Disiplin Kuruluna intikal ettirmeden)\nfesih yetkisi verilen hallerde (Tutukluluk, Gözaltına alınma halleri dâhil)\nkonu hiçbir şekilde Merkez Disiplin Kuruluna intikal ettirilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Disiplin Kurulu; işveren vekili tarafından tayin edilecek iki asıl,\niki yedek üye ile sendikanın tayin edeceği iki asıl, iki yedek üyeden\nteşekkül eder. Taraflar kurul üyelerini istediği zaman değiştirme\nhakkına sahiptir. Taraflar kurul üyelerini ve yapılan değişikliği diğer\ntarafa yazı ile yedi gün içerisinde bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Kurul başkanı, işveren temsilcileri arasından, işveren vekilince\ntayin olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Toplantı, asıl üyelerin tamamının iştiraki ile yapılır. Üyelere\ntoplantıya katılmaları için en az üç gün önceden başkanlıkça\nçağrı yazısı gönderilir. Bu çağrı yazısına toplantının gündemi ve\nsair belgeler eklenir. Asıl üyelerin mazereti halinde, yedekleri toplantıya\nçağrılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplantıda çoğunluk sağlanmaz ise müteakip toplantı üç gün sonra\nkatılan üyeler ile yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) Çalışma Şekli:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Olayın disiplin kurulunca ele alınması ve incelenmesi aşağıdaki\nşekilde yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Disiplin kurulundan geçirilecek olay, işveren vekili tarafından\ndisiplin kuruluna bir yazı ile intikal ettirilir. Bu yazıya; varsa olayla\nilgili belge, bilgi ve tutanaklar eklenir. İşveren vekilince gerek\ngörülmesi halinde olay, müfettiş veya muhakkik ön incelemesine tabi\ntutulabilir. Bu durumda teklif içermeyen müfettiş veya muhakkik raporu\ndisiplin kuruluna sunulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Disiplin Kurulu; işverence intikal ettirilen olayları mevzuat, tamim ve\nemirler ile işbu sözleşme hükümleri uyarınca inceleyerek karar alır.\nKurul; üyelerin de görüşleri alınarak, başkan tarafından tayin edilen\nyer, gün ve saatte toplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Disiplin Kurulu; olayı lüzum gördüğü şekilde tetkik ve tahkik\nederek ve ilgililerin savunmasını alarak, savunmadan imtina edenler olur ise\nbu durumu bir tutanağa bağlayarak altı işgünü içinde sonuçlandırır ve\nsonucu işveren vekiline bildirir. Olayın özelliği icabı altı işgünlük\nsüre içinde sonuçlanmayacağı anlaşılır ise bu süreye en çok üç\nişgünü ilave yapılır, işçi Merkez Disiplin Kuruluna intikal eden ve\nyerinde inceleme veya tahkikat yapılmasını gerektiren olaylarda;(a)\nbendindeki müfettiş veya muhakkik incelemesi dahil yerinde yapılan inceleme\nve tahkikat süresi bu süreye ilave edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Disiplin Kurulu; kararlarını çoğunlukla verir. Oy eşitliği halinde,\nbaşkanın oyunun tarafı çoğunluğu sağlamış sayılır. Kurul tarafından\nalınan kararlara ilişkin imzalı karar tutanağı; karara ilişkin evrak,\nbelge, bilgi ve varsa ifade tutanakları ile birlikte işyeri idaresine\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Disiplin Kurulu kararlan işverenin onayı ile uygulamaya konulur ve\nnetice tebligat hükümlerine göre işçiye tebliğ edilir, işveren, Disiplin\nKurulunca verilmiş olunan kararları işçi lehine değiştirebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II- DİSİPLİN CEZALARI:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. İşveren veya vekili; disiplin cezasını öngören hükümlerde yer\nalan olayların tetkik ve tahkiki icap ettirmeyecek şekilde açıkça meydana\ngeldiği hallerde; işçiye ihtar ve bir günlük ücret kesimi cezalarını\nresen verebilir, işçi, işverence kendisine uygulanan bir günlük ücret\nkesimi cezasına altı işgünü içinde Disiplin Kurulu nezdinde itirazda\nbulunabilir. Ayrıca işveren; İş Kanununun, işverene haklı nedenle derhal\nfesih yetkisi tanıyan hususlara münhasır vakalarda, tahkik ve tetkiki icap\nettirmeyen somut belge ve bilgilerin varlığı ya da suçüstü hallerinde,\nkonuyu disiplin kuruluna intikal ettirmeksizin, mevzuatın kendisine\ntanıdığı fesih yetkisini kullanabilir. İşverenin bu şekilde fesih\nyetkisini kullanması halinde, feshin sebebini de belirten bir yazıyı\nsendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Sendikalar ve Toplu İş Sözleşmesi Kanunu, İş Kanunu ile çalışma\nhayatını ilgilendiren sair mevzuatın işverene, sendikaya ve işçiye\ntanıdığı hakların kullanılmasına karşı mahkeme yolu açıktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Aşağıda yazılı disiplin kovuşturmasının yapılmış olması, fiilin\ngenel hükümler kapsamına girmesi halinde, sanık hakkında ayrıca ceza\nkovuşturması açılmasına ve oluşmuş bir işyeri ya da kamu zararı var\nise bu zararın tahsiline yönelik işlemlerin yürütülmesine engel teşkil\netmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. İşveren veya işveren vekilince resen verilecek ihtar ve bir günlük\nücret kesimi cezası ile yukarıdaki hallerde yapacağı uygulamalar\ndışında Disiplin Kuruluna intikal ettirilen durumlara münhasır olmak\nkaydıyla, Disiplin Kurulu; işçinin suçunun nevine ve ağırlık derecesine\ngöre; ihtar, 1 ila 3 günlüğe kadar ücret kesintisi (Bu ceza işçinin bir\nayda iki günlük ücretini geçmeyecek şekilde, aylara yansıtılarak\nkesilir) ve işten çıkarma cezalarından birini verir. Cezaların hafiften\nağıra doğru sıralanış biçimi; ihtar, 1, 2, 3 günlük ücret kesimi ve\nişten çıkarmadır. Bir Yıllık sürede aynı olaydan dolayı tekrar\nDisiplin Kuruluna gelen üyeye bir üst ceza uygulanır, İşçilere aynı\nfiillerinden dolayı iki ceza verilmez. Ancak işledikleri suçlar iki ayrı\ncezayı gerektiriyorsa sadece en ağır olan suçun cezası verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disiplin cezasını gerektiren fiil ve haller ve bunların cezaları\naşağıda gösterilmiştir:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A) İhtar: İşçiye, görevinde ve davranışlarında daha dikkatli olması\ngerektiğinin yazı ile bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İhtar cezasını gerektiren fiil ve haller şunlardır:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Verilen emir ve görevlerin tam ve zamanında yapılmasında, görev\nmahallinde işverence belirlenen usul ve esasların yerine getirilmesinde,\ngörevle ilgili resmi belge, araç ve gereçlerin korunması, kullanılması ve\nbakımında kayıtsızlık göstermek veya düzensiz davranmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Bilgisi dâhilinde meydana gelmiş bulunan, [ş kazaları dâhil\nişyerinde meydana gelen her türlü kazayı ilgili ve resmi makamlara\nzamanında bildirmemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Borçlarını kasten ödemeyerek hakkında yasal yollara başvurulmasına\nneden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>olmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Bir ay içinde üç defadan fazla 10 dakikayı aşacak şekilde\nözürsüz veya izinsiz olarak göreve geç gelmek, erken ayrılmak, görev\nmahallini terk etmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşin yapılmasında amirlerine veya kendisi ile birlikte çalışanlara\nişi aksatacak şekilde zorluk göstermek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İş saatinde yapması gereken işi yapmayarak özel işlerle meşgul\nolmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Görevine karşı kayıtsızlık göstermek, ilgisiz kalmak ve kendisine\nverilen işin bittiğini işi veren amirine bildirmemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Kendisine verilen yetki dışında iş yapmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ı) Çalışma saatlerinde iş arkadaşlarını ve iş araçlarını\nişlerini aksatmaya sebep olacak şekilde meşgul\u002Fişgal etmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Kendisi ile ilgili hastalık belgelerini ve mevzuatın işverene\nverilmesini mecbur kıldığı evrak ve sair belge ve bilgileri işverence\nbelirlenmiş birimlere süresi içinde vermemek veya bildirmemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) Çalışma arkadaşlarını yukarıda belirtilen suçlardan herhangi\nbirisini işlemesi için teşvik ve tahrik etmek.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l) İşverence tespit edilmiş usul ve esaslar veyahut genel kabul görmüş\nteamüllerde belirlenen yöntem ve sırayı atlayarak şikâyet ve müracaatta\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>m) Çalışma saatleri içinde sosyal medya kullanımı nedeniyle asli\ngörevini aksatmak, bu konuda dikkat ve özeni göstermemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) Ücret Kesintisini Gerektiren Haller: İşçiden 1 ile 3 günlüğe kadar\nücret kesintisi yapılmasıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Bir günlük ücret kesintisi cezasını gerektiren fiil ve haller\nşunlardır:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Verilen emir ve görevlerin tam ve zamanında yapılmasında, görev\nmahallinde kurumca belirlenen usul ve esasların yerine getirilmesinde,\ngörevle ilgili resmi belge, araç ve gereçlerin korunması, kullanılması ve\nbakımından kusurlu davranmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Otuz gün içinde izinsiz ve mazeretsiz bir gün işe gelmemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşyerinin huzur, sükûn ve çalışma düzenini bozmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Kendisine verilen işi yapmadığı halde yapmış gibi göstermek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İş arkadaşlarına ve mahiyetindekilere söz veya hareketle\nsataşmak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşyerinde gördüğü tehlike oluşturma ihtimali bulunan bir durumu en\nyakın amirlerine veya ilgili birimlere bildirmemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Yetkili olmadığı halde basına, haber ajanslarına veya radyo ve\ntelevizyon kurumlarına bilgi veya demeç vermek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Bilgisi dâhilinde meydana gelmiş bulunan, iş kazaları dâhil\nişyerinde meydana gelen her türlü kazayı ilgili ve resmi makamlara kusuru\nolmaksızın bildirmemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. İki günlük ücret kesintisi cezasını gerektiren fiil ve haller\nşunlardır:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Kendisine teslim edilen resmi belge, araç ve gereçleri işverenin\ntalimatı olmaksızın işyeri dışına çıkarmak, bunların tahrip\nolmasına, çalınmasına ve kaybedilmesine sebep olmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Görev sırasında amirine sözle saygısızlık etmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşyerine ait resmi belge, araç, malzeme, vasıta, alet veya materyali\nizinsiz olarak özel işlerinde kullanmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Görevle ilgili konularda yükümlü olduğu kişilere yalan ve yanlış\nbeyanda bulunmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Görev yeri sınırları içerisinde her hangi bir yerin toplantı,\ntören ve benzeri amaçlarla izinsiz olarak kullanılmasına yardımcı\nolmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İşyerinde kavga çıkarmak veya çıkmasına sebebiyet vermek.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Amirleri tarafından verilen işleri yapmamak suretiyle kamu hizmetinin\naksamasına yol açmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Üç günlük para kesintisi cezasını gerektiren fiil ve haller\nşunlardır:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Kasıtlı olarak; verilen emir ve görevleri tam ve zamanında yapmamak,\ngörev mahallinde işveren veya işveren vekilince belirlenen usul ve esasları\nyerine getirmemek, görevle ilgili resmi belge, araç ve gereçleri korumamak,\nbakımını yapmamak, hor kullanmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşyerinde dikkatsizliği ve tedbirsizliği yüzünden yangına sebep\nolmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşe gelmeyen işçinin yerine imza atmak, kartını bastırmak veya\nişçiyi işe gelmiş gibi göstermek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Amirine, maiyetindekilere, iş arkadaşlarına karşı herhangi bir\nşekilde küçük düşürücü veya aşağılayıcı fiil ve hareketlerde\nbulunmak, hakaret etmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Görev mahallinde genel ahlak ve edep dışı davranışlarda bulunmak ve\nbu tür yazı yazmak, işaret, resim ve benzeri şekiller çizmek ve yapmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İnternet, sosyal medya ve benzeri bilgi teknolojileri vasıtasıyla\nişyeri, iş arkadaşları ve amirleri hakkında yanlış bilgiler vermek,\ngerçeğe aykırı suçlamalar yapmak ve kanunların suç saydığı hakaret\nedici ve aşağılayıcı ifadelerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C) İşten çıkarma; İşçinin iş akdinin işveren tarafından\nfeshedilmesidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşten çıkarma cezasını gerektiren fiil ve haller şunlardır:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşçinin işverenden izin almaksızın veya haklı bir sebebe\ndayanmaksızın ardı ardına iki işgünü veya bir ay içinde iki defa\nherhangi bir tatil gününden sonraki işgünü yahut bir ayda üç işgünü\nişine devam etmemesi,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) İşyerine sarhoş gelmek, işyerinde veya iş esnasında alkollü içki\niçmek, uyuşturucu madde kullanmak, kumar oynamak veya oynatmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) İşyerini kısmen veya tamamen durdurmak amacı ile sabotaja teşvik\netmek veya sabotaj yapmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Emniyeti kötüye kullanmak, gizli tutulması gereken göreve müteallik\nsırları ifşa etmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) İşçinin, işyerinde yedi günden fazla hapisle cezalandırılan ve\ncezası ertelenmeyen bir suç işlemesi;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) İş sözleşmesi yapıldığı sırada bu sözleşmenin esaslı\nnoktalarından birine müteallik vasıflar veya şartlar kendisinde\nbulunmadığı halde haiz olduğunu ileri sürmek veyahut hakikate uygun\nolmayan bilgi vermek ve beyanda bulunmak suretiyle işçinin işvereni veya\nişveren vekilini yanıltması,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Resmi belgeler üzerinde tahrifat yapmak, sahte belge düzenlemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Rüşvet almak, rüşvet vermek veya bunlara teşebbüs etmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ı) Hırsızlık yapmak veya hırsızlığa teşebbüs etmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>j) Her ne şekilde olursa olsun fiziksel şiddet, cinsel taciz, tehdit\niçeren fiil ve eylemlerde bulunmak,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>k) İdeolojik ve siyasi amaçlarla işyerinin huzur, sükûn ve düzenini\nbozmak, boykot, işgal, kamu hizmetlerinin yürütülmesini engellemeye\nyönelik fiil ve davranışlarda bulunmak, bunları tahrik ve teşvik etmek,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l) Kendisine verilen görevle ilgili yetkileri veya araç ve gereçleri\nkendisine çıkar sağlayacak şekilde kullanmak veya kullanmaya teşebbüs\netmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>m) Bilgisi dâhilinde meydana gelmiş bulunan İş kazaları dâhil\nişyerinde meydana gelen her türlü kazayı ilgili ve resmi makamlara kasten\nbildirmemek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D) Kıyas: İşbu maddede sayılan ve disiplin cezası verilmesini\ngerektiren fiil ve hallere nitelik ve ağırlıkları itibariyle benzer\neylemlerde bulunanlar hakkında, disiplin kurulu; bu madde ile İş Kanununun\nilgili maddeleri ve konuya ilişkin genel mevzuat hükümleri doğrultusunda\ndeğerlendirme yaparak, verilecek cezayı kıyas yoluyla takdir ve tayin\neder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>UYUŞMAZLIKLARI VE MÜRACAATLARI DEĞERLENDİRME YÖNTEMİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 45:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Bu sözleşmenin uygulanmasından veya çalışma ilişkilerinden\nkaynaklı sıkıntıların olması halinde konu sendika temsilcisince en yakın\nişveren vekiline intikal ettirilerek çözülmeye çalışılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) (a) bendine göre yapılan müracaatla çözüm bulunamaması halinde\nkonu, Sendika şubesince işletme merkezlerinde Merkez Müdürü, illerde İl\nMüdürü veya bunların yetkilendireceği işveren vekili ile çözülmeye\nçalışılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Yapılan müracaatın (b) bendine göre de çözüme kavuşturulmaması\nhalinde, konu taraflarca belgeleri ile birlikte Müracaatları Değerlendirme\nKuruluna intikal ettirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Milli Eğitim Bakanlığı nezdinde biri KAMU-İŞ ‘ten olmak üzere\niki işveren temsilcisi ile Sendika Genel Merkezinin seçeceği iki temsilciden\noluşan “ Müracaatları Değerlendirme Kurulu” na intikal eden\nmüracaatlar 15 gün içinde değerlendirilir. Kurula işveren temsilcilerinden\nbiri başkanlık yapar. Bu kurul, bu toplu iş sözleşmesinin imza tarihinden\nitibaren 30 gün içerisinde taraflarca oluşturulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YÜRÜRLÜK VE SÜRE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 46:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.07.2018 tarihinden itibaren yürürlüğe\ngirmek ve 31.12.2020 tarihinde sona ermek üzere 30 Ay sürelidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK MADDE: ÖZEL HÜKÜMLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A) DEVREN GELEN İŞÇİLERİN SOSYAL YARDIM FARKI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden önce\nkapsam işyerlerine çeşitli kanunlar ile devren gelen işçilerden 30.06.2018\ntarihinde sona eren toplu iş sözleşmesinin “Devren Gelen İşçilerin\nSosyal Yardım Farkı\" başlıklı Ek Maddesinin (A) bendi uygulananlara\n30.06.2018 tarihi itibariyle lehlerine oluşmuş olan “Sosyal Yardım\nFarkları” iş bu toplu iş sözleşmesi ile oluşan sosyal yardım mahiyetli\nödemeler ile söz konusu Ek Maddedeki aynı esas ve usullerle\nkarşılaştırılarak varsa işçi lehine fark, sıfırlanacağı tarihe kadar\n“Sosyal Yardım Farkı” adı altındaki her ay işçilere ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu esaslara göre dönemler itibariyle veya yeni hesaplama yapılmasını\ngerekli kılan değişiklik üzerine belirlenen “Sosyal Yardım Farkı”\nişçiye % 5 (Yüzde beş) artış yapılarak ödenir. (Örnek: Bu\ndüzenlemenin kapsamına dahil olan işçinin; maddede yer verilen esas ve\nusuller gereği devir sözleşmesinde yer alıp ta uygulamasına son verilen\nhükümlere göre bir defaya mahsus olarak hesaplanmış olan sosyal yardım\ntutarının 750.- TL olduğunu varsayalım. Bu işçinin 01.07.2018 tarihinden\ngeçerli işbu toplu iş sözleşmesi ile belirtilen EK maddedeki esas ve\nusuller çerçevesinde ödenmesi gereken yeni sosyal yardımlar tutarı\nvarsayalım ki 700.- TL olsun. Bu örnek işçiye, 01.07.2018 tarihinden\nitibaren ödenmesi gereken 50.- TL’lık “ Sosyal Yardım Farkı” % 5\noranında artış ile 52,50 - TL olarak ödenecektir. Aynı işçinin 700.- TL\nolarak hesaplanmış olan sosyal yardımlar toplamının 01.01.2019 tarihinden\nitibaren 725.-TL ‘ye yükseldiğini varsayalım. Bu durumda 01.01.2019\ntarihinden geçerli olarak ödenmesi lazım gelen 25.- TL (dondurularak ödenen\nsosyal yardım tutarı:750 TL- iş bu toplu iş sözleşmesi gereği yeni\nartış ile ödenmesi gereken sosyal yardımlar tutarı : 725 TL = ödenmesi\ngereken sosyal yardım farkı: 25.-TL) tutarındaki “sosyal yardım farkı”\n% 5 artış ile 26,25 TL olarak ödenecektir. “Sosyal Yardım Farkı” her\ndeğiştiğinde, işbu örnekte yer verilen hesaplamanın esas ve usulleri\ndikkate alınarak uygulamaya devam edilecektir).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük süresi içinde çeşitli\nkanunlarla kapsam işyerlerine devren gelecek olan işçilere; yararlanma\ntarihini takip eden aybaşından geçerli olmak üzere yukarıdaki esas ve\nusuller çerçevesinde uygulama yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) DEVLET KİTAPLARI DÖNER SERMAYE İŞLETMESİ (DÖSE) MÜDÜRLÜĞÜ İLE\nMEB DÖSE İŞLETMESİ MÜDÜRLÜĞÜ İŞYERLERİNE İLİŞKİN ÖZEL\nHÜKÜMLER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) MEB Döner Sermaye İşletmesi (DÖSE) Müdürlüğü 10 no’lu\nişkolunda faaliyet gösteren işyerlerinde işin gereği olarak kapalı devre\nçalışması yapılması halinde hizmetine ihtiyaç duyulan işçiler bu\nçalışma sistemine uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kapsam işyerinde çalışanlardan “ kapalı dönem” de görevlendirilen\nişçilere; her bir kapalı dönemde yaptıkları fazla çalışmalar ve tatil\nçalışmaları karşılığında ve çalıştıkları sürelerin tamamı için\nolmak üzere; günlük brüt çıplak ücretlerinden ayrı şekilde; 17.02.2011\ntarihli ve 6114 sayılı Ölçme, Seçme ve Yerleştirme Merkezi\nBaşkanlığının Teşkilat ve Görevleri Hakkında Kanunun 6 ncı maddesinin\nonüçüncü fıkrasına dayanılarak hazırlanan “Sınav Ücretlerine\nİlişkin Usul ve Esaslar” konulu Bakanlar Kurulu Kararı ve bu Karara\naykırılık teşkil etmeyen Milli Eğitim Bakanlığı iç mevzuatı\ngereğince “kapalı dönem” de görevlendirilen işçi dışındaki\npersonele ödenmesi öngörülen ücretler; emsali görevi yürüten işçilere\nde tabi oldukları tahakkuk kuralları dikkate alınmak suretiyle aynı esas ve\nusuller çerçevesinde ödenir. Bu hüküm kapsamında ödeme yapılan\nişçilere; çıplak ücretleri ve toplu iş sözleşmesi ile öngörülen\nödemelerden başka kapalı devre çalışması için fazla çalışma ve tatil\nücreti dahil hiç bir ek ödeme yapılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ancak, bu düzenlemeye rağmen; maddeden yararlanan işçilere bu\nçalışmaları gerekçe gösterilerek; yargı kararlan gereğince fazla\nçalışma ve tatil ücretine hükmedildiğinde ya da herhangi bir mevzuata\ndayanarak farklı bir ödeme öngörüldüğünde, bu madde gereğince yapılan\nödemeye son verilir, yapılmış ödemeler var ise yapılacak ödemelerden\nmahsup edilir. Yapılan ödeme yapılacak ödemelerden fazla ise yapıldığı\nay sayısı kadar taksitlendirme ile işçiden tahsil edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ayrıca 29.12.2015 tarihinden sonra geçmiş yıllara dönük olarak Kapalı\nDevre Çalışması ile ilgili (kapalı devredeki fazla çalışma ve tatil\nücretleri dahil) dava açanlar bu madde hükümlerinden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) Devlet Kitapları Döner Sermaye İşletmesi (DÖSE) Müdürlüğü 10\nno’lu işkolunda faaliyet gösteren işyerleri ile MEB Döner Sermaye\nİşletmesi (DÖŞE) Müdürlüğü 10 no’lu işkolunda faaliyet gösteren\nişyerlerinde çalışan işçilere başka bir ödemeyi etkilememek kaydıyla\nher ay için tahakkuk ettirilen çıplak ücretleri tutarının yüzde\n10’unun prim olarak ödenmesi uygulaması ile söz konusu işyerlerinde\nvasıta yardımında uygulanmakta olan çalışmakta olduğu ilin 60 bilet\nbedelinin net olarak ödenmesi uygulamasına devam edilecektir. Ancak, vasıta\nyardımında bir ayı aşan izin ve istirahat hallerinde bu ödeme\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3) İşverence, Devlet Kitapları Döner Sermaye işletmesi (DÖSE)\nMüdürlüğü 10 no’lu işkolunda faaliyet gösteren işyerlerinde\nçalışan işçilerin, çalışma günlerinde ihtiyaçlarını gidermeleri\namacıyla sabah ve öğleden sonra olmak üzere 15 (Onbeş)'er dakika ara\ndinlenmesi verilebilir. Bu durumda verilen ara dinlenmesi çalışma\nsüresinden sayılır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>GEÇİCİ MADDE : 1- FARKLARI ÖDEME ZAMANI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar, kurumun\nbütçe imkanları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Doğum Yardımı, Evlenme Yardımı, Ölüm Yardımı, Haftalık Çalışma\nSüresi maddelerinde belirlenen yeni miktarlar ile Haftalık Çalışma Süresi\nbaşlıklı maddedeki ilave hükmün uygulamasına 15.01.2019 tarihinden\nitibaren başlanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin Ek Ödeme başlıklı 34.maddesindeki\ndüzenlemeye göre, 2018 Temmuz ayında ödenmesi gereken 750,00 TL'lik Ek\nÖdeme; 2018 yılı içinde sehven mükerrer ödeme yapılan işçilere\nödenmeyecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 46 Asıl, 1 Ek, 3 Geçici Maddeden ibaret\nolup, taraflarca 18\u002F01\u002F 2019 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":42,"contracttrial":46,"contracttrialperiod":50,"contractseverancepay":54,"severance_number":58,"sicknesspaytxt":62,"disabilitypaytxt":66,"healthandsafetypolicy":70,"healthandsafetyext":74,"protectiveclothing":78,"paidmaternityleave":82,"paidmaternityleaveduration":86,"paidpaternityleave":88,"paidpaternityleavetxt":92,"childcare":94,"deathrelatives":98,"discrimination":102,"sexualhar":106,"violence":110,"hourspweek_select":113,"dayspweek_select":117,"MAXHOURS_trigger":119,"PAIDLEAV_trigger":123,"bankholidays1":127,"holidaystxt":131,"SCHEDULE_trigger":135,"schedulesrestpw":139,"TRADEUNLEAV_trigger":141,"LOWWAGE_trigger":145,"LOWWAGE_government":149,"ONCERISE_trigger":151,"ONCERISE2_trigger":155,"OVERTIME_trigger":159,"COMMUTE_trigger":163,"SENIOR_trigger":167,"MEALALL_trigger":169,"coverunion_trigger":173,"marriage":177},{"bindId":43,"name":44,"text":45},"TRAINING_trigger","EĞİTİM MADDE 39: T.C. Milli Eğitim Bakan","EĞİTİM\n\n\n\nMADDE 39:\n\n\n\nT.C. Milli Eğitim Bakanlığı ile Koop-iş Sendikası birlikte Merkez ve\nTaşra teşkilatında çalışan işçi ve işveren vekillerine yönelik olarak\neğitim programları düzenler. Talep edilmesi halinde KAMU-İŞ eğitici\ndesteği sağlayabilir.",{"bindId":47,"name":48,"text":49},"contracttrial","DENEME SÜRESİ MADDE 12: Deneme süresi 30","DENEME SÜRESİ\n\n\n\nMADDE 12:\n\n\n\nDeneme süresi 30 gündür. Bu süre içinde taraflar iş sözleşmelerini\nbildirimsiz ve tazminatsız feshedebilirler.",{"bindId":51,"name":52,"text":53},"contracttrialperiod","Deneme süresi 30 gündür. Bu süre içinde ","Deneme süresi 30 gündür. Bu süre içinde taraflar iş sözleşmelerini\nbildirimsiz ve tazminatsız feshedebilirler.",{"bindId":55,"name":56,"text":57},"contractseverancepay","KIDEM TAZMİNATI MADDE 16: Kıdem tazminat","KIDEM TAZMİNATI\n\n\n\nMADDE 16:\n\n\n\nKıdem tazminatı konusunda mevzuat hükümleri uygulanır.",{"bindId":59,"name":60,"text":61},"severance_number","Kıdem tazminatı konusunda mevzuat hüküml","Kıdem tazminatı konusunda mevzuat hükümleri uygulanır.",{"bindId":63,"name":64,"text":65},"sicknesspaytxt","HASTALIK YARDIMI MADDE 40: Hastalık yard","HASTALIK YARDIMI\n\n\n\nMADDE 40:\n\n\n\nHastalık yardımı konusunda Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu hükümleri uygulanır. Üyenin Sosyal Güvenlik Kurumunca ödenmeyen\nilk iki günlük ücreti işveren tarafından ödenir.\n\n\n\n3713 sayılı Terörle Mücadele Yasası hükümlerine göre sosyal\ngüvenlik destek primi ödeyerek işyerinde çalışmakta olan vazife malulü\nişçilerin Sosyal Güvenlik Mevzuatına uygun hastanelerden aldıkları\nistirahat raporları ile muayene ve tedavide kaldıkları süreler için\nücretlerinden herhangi bir kesinti yapılmaz.",{"bindId":67,"name":68,"text":69},"disabilitypaytxt","3) Üyenin iş kazası sonucu ölümü halinde","3) Üyenin iş kazası sonucu ölümü halinde kanuni mirasçılarına,\nölümün sözleşmenin birinci döneminde olması halinde 682,73 TL,\n\n\n\nölüm yardımı yapılır.",{"bindId":71,"name":72,"text":73},"healthandsafetypolicy","İŞ SAĞLIĞI VE GÜVENLİĞİ MADDE 37: İşvere","İŞ SAĞLIĞI VE GÜVENLİĞİ\n\n\n\nMADDE 37:\n\n\n\nİşveren, iş sağlığını korumak ve iş güvenliğini sağlamak\namacıyla işyerinde “iş Sağlığı ve Güvenliği Mevzuatı”\nhükümlerine uygun olarak gerekli tedbirleri alır.\n\n\n\nişveren, işin ve işyerinin gereklerini göz önünde bulundurmak, iş\nsağlığı ve güvenliği mevzuatı hükümlerine uygun olmak şartıyla\nişçi çalıştırır (Örneğin, kalorifer yakan işçilerin “ateşleyici\nyeterlilik belgesi” olmadan çalıştırılmaması gibi).\n\n\n\nBu toplu iş sözleşmesinden yararlanan işçilere “İş Sağlığı ve\nGüvenliği Mevzuatı” nın ilgili hükümleri uyarınca koruyucu giyim\neşyası verilir.",{"bindId":75,"name":76,"text":77},"healthandsafetyext","İşveren, iş sağlığını korumak ve iş güve","İşveren, iş sağlığını korumak ve iş güvenliğini sağlamak\namacıyla işyerinde “iş Sağlığı ve Güvenliği Mevzuatı”\nhükümlerine uygun olarak gerekli tedbirleri alır.",{"bindId":79,"name":80,"text":81},"protectiveclothing","Bu toplu iş sözleşmesinden yararlanan iş","Bu toplu iş sözleşmesinden yararlanan işçilere “İş Sağlığı ve\nGüvenliği Mevzuatı” nın ilgili hükümleri uyarınca koruyucu giyim\neşyası verilir.",{"bindId":83,"name":84,"text":85},"paidmaternityleave","6) Analık izinleri konusunda mevzuat hük","6) Analık izinleri konusunda mevzuat hükümleri uygulanır.",{"bindId":87,"name":84,"text":85},"paidmaternityleaveduration",{"bindId":89,"name":90,"text":91},"paidpaternityleave","3) İşçinin eşinin doğum yapması halinde ","3) İşçinin eşinin doğum yapması halinde 5 gün,evlat edinmesi halinde\n3 gün,",{"bindId":93,"name":90,"text":91},"paidpaternityleavetxt",{"bindId":95,"name":96,"text":97},"childcare","7) Üyenin eş, çocuk, ana ve babasının ka","7) Üyenin eş, çocuk, ana ve babasının kanser, verem gibi ağır ve acil\ntedavi gerektiren hastalığa maruz kalmalarında ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde, başka bir\nrefakatçi olmadığı durumlarda üyeye, yılda 10 güne kadar ücretli izin\nverilir.",{"bindId":99,"name":100,"text":101},"deathrelatives","4) İşçinin ana, baba, eş, çocuk, kardeşi","4) İşçinin ana, baba, eş, çocuk, kardeşinin ölümü halinde 5 gün,\nkayınvalide ve kayınpeder ölümü halinde 3 gün,",{"bindId":103,"name":104,"text":105},"discrimination","İşveren, bir sendikaya üye olan işçilerl","İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartları veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.",{"bindId":107,"name":108,"text":109},"sexualhar","j) Her ne şekilde olursa olsun fiziksel ","j) Her ne şekilde olursa olsun fiziksel şiddet, cinsel taciz, tehdit\niçeren fiil ve eylemlerde bulunmak,",{"bindId":111,"name":108,"text":112},"violence","j) Her ne şekilde olursa olsun fiziksel şiddet, cinsel taciz, tehdit\niçeren fiil ve eylemlerde bulunmak,\n\n\n\nk) İdeolojik ve siyasi amaçlarla işyerinin huzur, sükûn ve düzenini\nbozmak, boykot, işgal, kamu hizmetlerinin yürütülmesini engellemeye\nyönelik fiil ve davranışlarda bulunmak, bunları tahrik ve teşvik etmek,",{"bindId":114,"name":115,"text":116},"hourspweek_select","İşyerinde haftalık çalışma süresi toplam","İşyerinde haftalık çalışma süresi toplam 45 saattir. Bu süre beş\ngün üzerinden düzenlenir. Pazar günü hafta tatilidir. Cumartesi günü\nişçiler dinlendirilir. Ancak, haftalık çalışma süresinin 6 işgününe\nbölünerek uygulandığı işyerlerinde bu uygulamaya devam edilir.",{"bindId":118,"name":115,"text":116},"dayspweek_select",{"bindId":120,"name":121,"text":122},"MAXHOURS_trigger","Haftalık 45 saati aşan çalışmalar fazla ","Haftalık 45 saati aşan çalışmalar fazla çalışmadır. İşçilere\nkanuni süreleri aşmamak üzere fazla çalışma yaptırılabilir.",{"bindId":124,"name":125,"text":126},"PAIDLEAV_trigger","YILLIK ÜCRETLİ İZİN MADDE 21: Kamu işyer","YILLIK ÜCRETLİ İZİN\n\n\n\nMADDE 21:\n\n\n\nKamu işyerlerindeki hizmet süresi;\n\n\n\na) 1 yıl ile 5 yıl arasında hizmeti olan üyelere (20),\n\n\n\nb) 5 yıl ile 10 yıl arasında hizmeti olan üyelere (28),\n\n\n\nc) 10 yıldan fazla hizmeti olan üyelere (30) gün üzerinden yıllık\nücretli izin verilir.\n\n\n\nAncak,18 ve daha küçük yaştaki işçilerle 50 ve daha yukarı yaştaki\nişçilere verilecek yıllık ücretli izin süresi 20 günden az olamaz.\n\n\n\nYıllık ücretli izin günlerine rastlayan hafta tatili, ulusal bayram ve\ngenel tatil günleri izine ilave edilir. Ücretli yıllık izinlerin işyerinin\nbulunduğu il sınırı dışında kullanılması ve isteği halinde işçiye 4\ngüne kadar ücretsiz yol izni verilebilir.\n\n\n\nYıllık ücretli izin hakkından vazgeçilemez. Yukarıda gösterilen izin\nsüreleri tarafların anlaşması ile, bir bölümü 10 günden aşağı\nolmamak üzere bölümler halinde kullanılabilir. Eğitim-öğretim\nbirimlerinde görevli olan işçilerin yıllık izinleri; zorunlu haller\ndışında eğitim-öğretime ara verilen dönemlerde kullanılacak şekilde\nprogramlanır.",{"bindId":128,"name":129,"text":130},"bankholidays1","ULUSAL BAYRAM- GENEL TATİL VE HAFTA TATİ","ULUSAL BAYRAM- GENEL TATİL VE HAFTA TATİLİ GÜNLERİ VE ÖDENECEK\nÜCRETLER\n\n\n\nMADDE 19:\n\n\n\nUlusal Bayram ve Genel Tatil günleri yasalarda belirtilen günlerdir.\nİşçilerin bu günlerde çalışmalarına ihtiyaç duyulması halinde,\nolağanüstü durumlar hariç önceden haber verilir.\n\n\n\nUlusal Bayram ve Genel Tatil günlerinde çalıştırılmasına lüzum\ngörülmeyen işçilere o gün için 1 yevmiye, çalıştırılan işçilere\nise o gün için toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye\ndâhil) ödenir.\n\n\n\nHafta tatiline hak kazanan işçilerden, hafta tatili günlerinde\nçalışmayıp izin yapanlara her hafta tatili günü için bir iş\nkarşılığı olmaksızın bir yevmiye ödenir. Hafta tatili günü tam\nçalıştırılan işçilere, çalıştırıldıkları hafta tatili günleri\niçin toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye dâhil)\nödenir.\n\n\n\nHafta tatili gününün Ulusal Bayram ve Genel Tatil gününe rastlaması ve\nişçinin bu günlerde çalıştırılması halinde de toplam 3 yevmiye\n(çalışmadan hak ettikleri 1 yevmiye dâhil) ödenir.\n\n\n\nHafta Tatili, Ulusal Bayram ve Genel Tatil günlerinde işçinin tam günü\naşan çalışmalarında çalıştığı her bir saat için, fazla çalışma\noranı %100 olarak uygulanacaktır.",{"bindId":132,"name":133,"text":134},"holidaystxt","a) 1 yıl ile 5 yıl arasında hizmeti olan","a) 1 yıl ile 5 yıl arasında hizmeti olan üyelere (20),\n\n\n\nb) 5 yıl ile 10 yıl arasında hizmeti olan üyelere (28),\n\n\n\nc) 10 yıldan fazla hizmeti olan üyelere (30) gün üzerinden yıllık\nücretli izin verilir.",{"bindId":136,"name":137,"text":138},"SCHEDULE_trigger","Çalışma saatlerinin başlama ve bitme zam","Çalışma saatlerinin başlama ve bitme zamanları işyerinin niteliği\ngöz önünde tutularak işveren veya vekillerince tespit olunur ve işyerinde\nilan edilir. Üyelere çalışma süresinin ortalama bir zamanında, bir saat\nara dinlenmesi verilir. Ara dinlenmeleri çalışma süresinden sayılmaz.",{"bindId":140,"name":115,"text":116},"schedulesrestpw",{"bindId":142,"name":143,"text":144},"TRADEUNLEAV_trigger","SENDİKAL İZİNLER MADDE 9: 1- Sendika Baş","SENDİKAL İZİNLER\n\n\n\nMADDE 9:\n\n\n\n1- Sendika Baştemsilcisi ve işyeri sendika temsilcilerine asıl işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla temsilcilik\ngörevinin gerektirdiği faaliyetlerde bulunabilmeleri için işverenin izni\nile aşağıda yazılı sürelerde izin verilir.\n\n\n\nA- BAŞTEMSİLCİ İZNİ:\n\n\n\n\n  \n    \n      İl\n        genelindeki veya işletme merkezindeki İsçi Mevcudu\n      \n      Haftalık\n        Ücretli İzin Süresi\n      \n    \n    \n      01-\n        50 işçi çalıştırılan işyerinde\n\n         \n      \n      4\n        Saat\n      \n    \n    \n      51-\n        200 işçi çalıştırılan işyerinde\n\n         \n      \n      6\n        Saat\n      \n    \n    \n      201-500\n        işçi çalıştırılan işyerinde\n\n         \n      \n      8\n        Saat\n      \n    \n    \n      500’den\n        fazla işçi çalıştırılan işyerinde\n      \n      10\n        Saat\n      \n    \n  \n\n\n\n\n\n\nBaştemsilci gündüz vardiyasında çalıştırılır. Baştemsilcinin izin\nsüresini işyerinde geçirmesi asildir. Ancak, Sendika Merkezi veya Şubesinin\nişverene yapacağı yazılı veya sonradan yazıyla doğrulamak koşulu ile\nsözlü çağrısı üzerine bu süreyi çağrı yapılan yerde de\ngeçirebilir.\n\n\n\nB - TEMSİLCİ İZNİ;\n\n\n\n\n  \n    \n      İl\n        genelindeki veya işletme merkezindeki İsçi Mevcudu\n      \n      Haftalık\n        Ücretli İzin Süresi\n      \n    \n    \n      01-\n        50 işçi çalıştırılan işyerinde\n\n         \n      \n      2\n        Saat\n      \n    \n    \n      51-\n        200 işçi çalıştırılan işyerinde\n\n         \n      \n      3\n        Saat\n      \n    \n    \n      201-500\n        işçi çalıştırılan işyerinde\n\n         \n      \n      4\n        Saat\n      \n    \n    \n      500’den\n        fazla işçi çalıştırılan işyerinde\n      \n      5\n        Saat\n      \n    \n  \n\n\n\n\nC- DİĞER İZİNLER:\n\n\n\nSendika temsilcisi ve görevlilerine kongre, seminer, Yönetim, Denetim,\nDisiplin Kurulu, Genel Kurul ve Temsilciler Meclisi gibi toplantılara\nkatılmaları için Sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenmiş şekline göre ücretli izin verilir.\n\n\n\n\n  \n    \n      İl\n        genelindeki veya işletme merkezindeki İsçi Mevcudu\n      \n      Yıllık\n        Toplam Ücretli İzin Süresi\n      \n    \n    \n      01-\n        50 işçi çalıştırılan işyerinde\n\n         \n      \n      20\n        gün\n      \n    \n    \n      51-\n        100 işçi çalıştırılan işyerinde\n\n         \n      \n      30\n        gün\n      \n    \n    \n      101-200\n        işçi çalıştırılan işyerinde\n\n         \n      \n      40\n        gün\n      \n    \n    \n      201-\n        500 işçi çalıştırılan işyerinde\n      \n      60\n        gün\n\n         \n      \n    \n    \n      501-1000\n        işçi çalıştırılan işyerinde\n\n         \n      \n      80\n        gün\n      \n    \n    \n      1000’den\n        fazla işçi çalıştırılan işyerinde\n\n         \n      \n      İşçi\n        sayısının %10’u kadar gün\n      \n    \n  \n\n\n\n\nBu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5'inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir. Ancak, Genel Kurullar için bu %5\noranı aranmaz.",{"bindId":146,"name":147,"text":148},"LOWWAGE_trigger","C- Bu toplu iş sözleşmesinin yürürlük ba","C- 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 ve sendikaya üye olmaları kaydıyla, üyeliklerinin işverene\nbildirildiği tarihi takip eden aybaşından geçerli olmak üzere, günlük\nbrüt çıplak ücretleri;01.07.2018-31.12.2018 dönemi için 78,00\nTL\u002FGün’e, 31.12.2018 tarihinde 01.01.2019 tarihinden geçerli olmak üzere\n88,00 TL\u002FGün’e yükseltilir. Bu işe giriş ücreti, 01.01.2019-30.06.2019\ntarihleri arasındaki dönemde 90,00 TL\u002FGün; 01.07.2019-31.12.2019 tarihleri\narasındaki dönemde 92,00 TL\u002FGün; 01.01.2020-30.06.2020 tarihleri arasındaki\ndönemde 94,00 TL\u002FGün; 01.07.2020-31.12.2020 tarihleri arasındaki dönemde\n96,00 TL\u002FGün olarak uygulanacaktır.",{"bindId":150,"name":147,"text":148},"LOWWAGE_government",{"bindId":152,"name":153,"text":154},"ONCERISE_trigger","İşçilere her sözleşme yılının Mart ve Ey","İşçilere her sözleşme yılının Mart ve Eylül aylarının ilk\nhaftası içinde 30’ar günlük çıplak ücretleri tutarında iki ikramiye\nödenir.",{"bindId":156,"name":157,"text":158},"ONCERISE2_trigger","İşçilere müktesep hak sayılmamak ve başk","İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, 01.07.2018-30.06.2019 dönemi için 2018 yılı Temmuz ayında brüt\n750,00 TL Ek Ödeme yapılacaktır.",{"bindId":160,"name":161,"text":162},"OVERTIME_trigger","Fazla çalışma ücreti, normal çalışma ücr","Fazla çalışma ücreti, normal çalışma ücretinin saat başına düşen\nmiktarının % 80 yükseltilmesi suretiyle ödenir. Haftada beş gün\nçalışan işçilerin Cumartesi günleri yaptığı fazla çalışmalarda ise\nbu oran %100 olarak uygulanır.",{"bindId":164,"name":165,"text":166},"COMMUTE_trigger","VASITA YARDIMI MADDE 29: Sendika üyesi i","VASITA YARDIMI\n\n\n\nMADDE 29:\n\n\n\nSendika üyesi işçilere; işe geliş ve gidişlerini temin etmek\namacıyla, fiilen çalıştıkları her gün için 01.07.2018-30.06.2019\ntarihleri arasında 10,68 TL\u002FGün vasıta yardımı ödenir.\n\n\n\nBu yardım, 01.07.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu\nToplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek\nmiktarlar (oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve\nesaslara göre ve her halükarda işbu sözleşmenin yürürlük tarihi ile\nsınırlı olarak aynen uygulanacaktır. (Ancak “2019 Yılı Kamu Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile 01.01.2019 tarihinden\ngeçerli ücret zammının 10,33 rakamına uygulanması sonucu hesaplanacak\nrakamın 10,68 TL’nin üzerinde çıkması halinde, 01.07.2019 tarihindeki\nücret zammı hesaplanan bu yeni rakama uygulanacaktır. Ayrıca, 01.01.2019 -\n30.06.2019 dönemi için fark ödenmeyecektir)\n\n\n\nBu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.\n\n\n\nİşveren vasıtaları ile taşımalarda ve işletme içindeki lojmanlarda\noturanlara vasıta yardımı ödenmez.",{"bindId":168,"name":56,"text":57},"SENIOR_trigger",{"bindId":170,"name":171,"text":172},"MEALALL_trigger","YEMEK YARDIMI MADDE 28: İşçilere; işyeri","YEMEK YARDIMI\n\n\n\nMADDE 28:\n\n\n\nİşçilere; işyerinde fiilen çalıştıkları günlerde bir öğün, 2000\nkalorilik doyurucu yemek, ücretsiz verilir.\n\n\n\nAncak, yemek saatinde işyeri dışında görevli olanlara, Ramazan ayında\noruç tutanlara, sağlık kurulu raporu ile perhizli olduğunu belgeleyenlere\nve yemek çıkarılması veya verilmesi mümkün olmayan işyerlerinde\nçalışan işçilere fiilen çalıştıkları her gün için toplu iş\nsözleşmesinin birinci döneminde (01.07.2018-31.12.2018) 9,21 TL\u002FGün yemek\nyardımı yapılır. Bu yardım 31.12.2018 tarihinde 01.01.2019 tarihinden\ngeçerli olmak üzere 9,83 TL\u002FGün’e yükseltilecektir.\n\n\n\n01.01.2019 tarihi ve sonraki dönemlerde ise “2019 Yılı Kamu Toplu İş\nSözleşmeleri Çerçeve Anlaşma Protokolü” ile öngörülecek miktarlar\n(oran olarak belirlenmiş ise bu oranlar kadar artırılarak) ve esaslara göre\nve her halükarda işbu sözleşmenin yürürlük tarihi ile sınırlı olarak\naynen uygulanacaktır.\n\n\n\nBu uygulama sonucu oluşan yarım kuruşa kadar olan kesirler dikkate\nalınmaz, yarım kuruş ve üzeri kesirler bir kuruşa tamamlanır.",{"bindId":174,"name":175,"text":176},"coverunion_trigger","Sözleşmenin imzası tarihinde sendika üye","Sözleşmenin imzası tarihinde sendika üyesi bulunanlar yürürlük\ntarihinden, imza tarihinden sonra üye olanlar üyeliklerinin sendikaca\nişverene bildirilme tarihinden itibaren sözleşmeden yararlanırlar.",{"bindId":178,"name":179,"text":179},"marriage","2) İşçiye evlenme halinde 5 gün,","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR T.C. Millî Eğitim Bakanlığı - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \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                        T.C. Millî Eğitim Bakanlığı\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                        KOOP-İŞ Türkiye Kooperatif, Ticaret ve Büro 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        \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            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 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: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 30 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → -10.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 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            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 3.5 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2018-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TRY  %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Evet\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 180 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY  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                 →  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",[185],{"title":35,"slug":31},[187],{"type":188,"data":189},"call_to_action_body_block",{"title":190,"description":191,"variant":192,"link":193},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":190,"url":194,"description":190,"rel":195,"type":196},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[198],{"type":188,"data":199},{"title":190,"description":191,"variant":192,"link":200},{"title":190,"url":194,"description":190,"rel":195,"type":196},[],{"title":15,"seo_title":203,"description":7,"path":204,"redirect_url":7,"locale":16,"children":205},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[206,287,316],{"title":18,"seo_title":207,"description":7,"path":208,"redirect_url":7,"locale":16,"children":209},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[210,214,218,234,283],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":7,"locale":16,"children":213},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":16,"children":217},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":16,"children":221},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[222,226,230],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":16,"children":225},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":16,"children":229},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":16,"children":233},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":235,"seo_title":236,"description":7,"path":237,"redirect_url":7,"locale":16,"children":238},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[239,243,247,251,255,259,263,267,271,275,279],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":7,"locale":16,"children":242},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":244,"seo_title":8,"description":7,"path":245,"redirect_url":7,"locale":16,"children":246},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":16,"children":250},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":7,"locale":16,"children":254},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":256,"seo_title":8,"description":7,"path":257,"redirect_url":7,"locale":16,"children":258},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":16,"children":262},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":264,"seo_title":8,"description":7,"path":265,"redirect_url":7,"locale":16,"children":266},"İş Sağlığı ve 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