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MİLLİ EĞİTİM BAKANLIĞI VE BAĞLI (10 NO’LU İŞKOLUNDA FAALİYET GÖSTEREN) İŞYERLERİ ADINA TİS TÜHİS KOOP-İŞ 01.01.2025-31.12.2026","TUR T.C. Millî Eğitim Bakanlığı - 2025","Turkey - TUR T.C. Millî Eğitim Bakanlığı - 2025","TUR T.C. Millî Eğitim Bakanlığı - 2025 - Education, research",{"name":39,"data":40},"KOOP-İŞ MEB 01.01.2025 31.12.2026.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>KOOP-İŞ MEB 01.01.2025 31.12.2026\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 VE BAĞLI (10 NO’LU İŞKOLUNDA\nFAALİYET GÖSTEREN) İŞYERLERİ ADINA\u003C\u002Fh1>\n\n\u003Ch1>(TÜHİS) TÜRK AĞIR SANAYİİ VE HİZMET SEKTÖRÜ KAMU İŞVERENLERİ\nSENDİKASI\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>(KOOP-İŞ) TÜRKİYE KOOPERATİF, TİCARET, EĞİTİM VE BÜRO\nİŞÇİLERİ SENDİKASI\u003C\u002Fh1>\n\n\u003Ch1>ARASINDA AKDEDİLEN İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK TARİHİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2025-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İMZA TARİHİ: 15.08.2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1: SÖZLEŞMENİN AMACI\u003C\u002Fh2>\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\u003Ch2>MADDE 2:TARAFLAR VE TANIMLAR\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları, T.C. Milli Eğitim Bakanlığının\nüyesi bulunduğu Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri\nSendikası (TÜHİS) ile Türkiye Kooperatif, Ticaret, Eğitim ve Büro\nİşçileri Sendikası (KOOP-İŞ) dır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi metni içinde,\u003C\u002Fp>\n\n\u003Cp>a)T.C. Millî Eğitim Bakanlığı \"İŞVEREN\",\u003C\u002Fp>\n\n\u003Cp>b)İşveren adına hareket eden işin, işyerinin ve işletmenin\nyönetiminde görev alan kişiler \"İŞVEREN VEKİLİ\".\u003C\u002Fp>\n\n\u003Cp>c)Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TÜHİS) \"İŞVEREN SENDİKASI\",\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>d)Türkiye Kooperatif, Ticaret, Eğitim ve Büro İşçileri Sendikası\n(KOOP-İŞ) \"İŞÇİ SENDİKASI\",\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)T.C. Milli Eğitim Bakanlığı ve bağlı 10 no Tu “Ticaret, Büro,\nEğitim ve Güzel Sanatlar” işkolunda faaliyet gösteren işyerleri\n\"İŞYERİ\",\u003C\u002Fp>\n\n\u003Cp>f)(e) fıkrasındaki işyerlerinde 4857 sayılı kanuna göre bir iş\nsözleşmesine dayanarak çalışanlar \"İŞÇİ\",\u003C\u002Fp>\n\n\u003Cp>g)(e) fıkrasındaki işyerlerinde çalışan KOOP-İŞ üyesi işçiler\n\"ÜYE\",\u003C\u002Fp>\n\n\u003Cp>h)Bu İşletme Toplu İş Sözleşmesi \"SÖZLEŞME\", diye\nadlandırılmışlardır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3: SÖZLEŞMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>Bu Sözleşme, T.C. Milli Eğitim Bakanlığı ve bağlı 10\nno.lu“Ticaret, Büro, Eğitim ve Güzel Sanatlar” işkolunda sözleşmenin\nimzası tarihinde faaliyet gösteren bütün işyerlerini ve bu işyerlerinde\nçalışan taraf Sendika üyesi işçileri kapsar.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imzası tarihinde sendika üyesi bulunanlar yürürlük\ntarihinden, imza tarihinden sonra üye olanlar üyeliklerinin sendikaca\nişverene bildirilme tarihinden itibaren sözleşmeden yararlanırlar.\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>Üye olmayanların yararlanmaları hakkında 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunu hükümleri uygulanır.\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\u003Ch2>MADDE 4: SÖZLEŞMENİN HÜKMÜ\u003C\u002Fh2>\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>Sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin hükümleri\nyenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü olarak devam\neder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5: SENDİKA AİDATLARI\u003C\u002Fh2>\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. İşveren, aidat kesilen\nüyelerin listesini posta veya e-posta yolu ile Sendikanın\nmuhasebe@koopis.org.tr adresine gönderir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6: SENDİKA TEMSİLCİLERİ\u003C\u002Fh2>\n\n\u003Cp>İşyeri Sendika temsilcilerinin atanması ve görevleri konusunda yasa\nhükümleri uygulanır. Ancak kapsam işyerlerinin tamamında atanacak temsilci\nsayısı baştemsilciler dâhil 610’un 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>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>a)İşyerinde, üyeler ve işveren arasında işbirliği ve çalışma\nbarışını sağlamak,\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>c)Üyeler ile işveren arasında çıkacak uyuşmazlıkların dostça\nçözümlenmesine çalışmak,\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>e)Kanuna aykırı teşebbüs ve davranışları kendi yetkileri dâhilinde\nönlemeye çalışmak ve kanuna aykırı teşebbüs ve davranışlarda\nbulunmamak,\u003C\u002Fp>\n\n\u003Cp>f)Sözleşmenin eksiksiz ve aksaksız uygulanmasını sağlamak, işyeri\nsendika temsilcilerinin görevidir.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri lüzum gördükleri zamanda veya belli\nzamanlarda işyeri ile ilgili konuları görüşüp karara varmak üzere\nişyerinde yetkili olan işveren temsilcileri ile toplantı yaparlar. Bu\ntoplantı tarafların gerek gördüğü gün ve saatte yapılır.\nGörüşmelerin gündemi ve alman kararlar üç nüsha tutanakla tespit edilir.\nTutanağın bir nüshası işveren vekiline, bir nüshası sendika şube\nbaşkanlığına, bir nüshası da işyeri sendika baş temsilcisine verilir.\nİşyeri sendika baş temsilcisine verilen nüsha sendika temsilcilik odasında\nmuhafaza edilir. Periyodik toplantılar dışında lüzumlu hallerde yapılacak\ntoplantılarda da aynı uygulama yapılır.\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\u003Ch2>MADDE 7: SENDİKAL TEMİNATLAR \u003C\u002Fh2>\n\n\u003Ch3>A- İşçi kuruluşu yöneticiliğinin güvencesi\u003C\u002Fh3>\n\n\u003Cp>İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır.\u003C\u002Fp>\n\n\u003Cp>Yönetici, yöneticilik süresi içerisinde iş sözleşmesini feshederse\nkıdem tazminatı fesih tarihindeki emsal ücret üzerinden hesaplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi askıya alman yönetici; sendikanın tüzel kişiliğinin\nsona ermesi, seçime girmemek, yeniden seçilmemek veya kendi isteği ile\nçekilmek suretiyle görevinin sona ermesi hâlinde, sona erme tarihinden\nitibaren bir ay içinde ayrıldığı işyerinde işe başlatılmak üzere\nişverene başvurabilir. İşveren, talep tarihinden itibaren bir ay içinde bu\nkişileri o andaki şartlarla eski işlerine veya eski işlerine uygun bir\ndiğer işe başlatmak zorundadır. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde, iş sözleşmeleri işverence feshedilmiş\nsayılır.\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\u003Ch3>B- İşyeri sendika temsilciliğinin güvencesi\u003C\u002Fh3>\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>Dava basit yargılama usulüne göre sonuçlandırılır. Mahkemece verilen\nkarar hakkında istinaf yoluna başvurulması halinde bölge adliye mahkemesi\nkesin olarak karar verir.\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 ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma hâlinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin\nişyerini değiştiremez veya işinde esaslı tarzda değişiklik yapamaz. Aksi\nhâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Ch3>C- Sendika özgürlüğünün güvencesi\u003C\u002Fh3>\n\n\u003Cp>İşçilerin 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>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>\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>İşverenin yukarıdaki fıkralara aykırı hareket etmesi hâlinde\nişçinin bir yıllık ücret tutarından az olmamak üzere sendikal tazminata\nhükmedilir.\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 nederrie 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\nbirinci fıkrasında belirtilen tazminata hükmedilmez. İşçinin 4857\nsayılı Kanunun yukarıdaki hükümlerine göre dava açmaması ayrıca\nsendikal tazminat talebini engellemez.\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>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>Yukarıdaki hükümlere aykırı olan toplu iş sözleşmesi ve iş\nsözleşmesi hükümleri geçersizdir.\u003C\u002Fp>\n\n\u003Cp>İşçinin iş kanunları ve diğer kanunlara göre sahip olduğu hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8: İLAN TAHTASI VE TEMSİLCİ ODASI\u003C\u002Fh2>\n\n\u003Cp>Fiilen eğitim ve öğretim yapılan işyerleri dışında kalan ve temsilci\natanmasına esas alman 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>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>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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 9: SENDİKAL İZİNLER\u003C\u002Fh2>\u003C\u002Fdiv>\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\u003Ch3>A - BAŞTEMSİLCİ İZNİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İl genelindeki veya işletme merkezindeki İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01- 50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51 - 200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201- 500 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500'den fazla işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>10 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>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\u003Ch3>B - TEMSİLCİ İZNİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İl genelindeki veya isletme merkezindeki İsçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01- 50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51 - 200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500'den fazla işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>C - DİĞER İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\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\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İl Genelindeki veya İsletme Merkezindeki İsçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01- 50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51 - 100 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>30 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101- 200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201- 500 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>80 gün\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1000'den fazla işçi çalıştırılan işyerinde\n        İşçi sayısının %10'u kadar gün.\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 %\n5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10: YAZIŞMALAR\u003C\u002Fh2>\n\n\u003Cp>Taraflar birbirleriyle olan her türlü yazışmalarda, en geç 15 işgünü\niçinde cevap vermeyi kabul ederler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11: SENDİKA YÖNETİCİLERİNİN GÖRÜŞME İSTEKLERİ\u003C\u002Fh2>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 12: DENEME SÜRESİ\u003C\u002Fh2>\u003C\u002Fdiv>\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>\n\n\u003Ch2>MADDE 13: GÖZALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLATMA\u003C\u002Fh2>\n\n\u003Cp>1-Gözaltına alınan işçiler bunu belgeledikleri takdirde kanuni\ngözaltı süresince ücretsiz izinli sayılırlar.\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>3-Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden 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 hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken doksan gün içinde tahliye\nedilenlerin bir hafta içinde 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>5- Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali 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>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 hiç bir\nsüretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7- İşverene ait herhangi bir aracı görevli olarak kullanırken, Trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde 90 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde, başvurmaları halinde eski\nişlerine alınırlar. 90 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>8- Güvenlik görevlisi olarak görev yapan işçinin herhangi bir sebeple\nistihdamına esas güvenlik kartının yetkili ve görevli makam olan emniyet\nteşkilatınca iptal edilmesi halinde kartını geri alabilme ihtimali göz\nönüne alınarak mağduriyete sebebiyet vermemek açısından işçinin\nsözleşmesi en fazla 90 güne kadar hiçbir mali ve özlük hakkı\nödenmeksizin askıya alınır. Bu süre bir defaya mahsus olmak üzere 90 gün\ndaha uzatılır. Ancak, yüz kızartıcı suçlar sebebiyle kartın geri\nalınması işlemi tesis edilmiş ise askıya alma işlemi uygulanmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14: İŞ SÖZLEŞMESİNİN FESHEDİLEMEYECEĞİ HALLER\u003C\u002Fh2>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15: İHBAR ÖNELLERİ\u003C\u002Fh2>\n\n\u003Cp>İhbar önelleri konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 16: KIDEM TAZMİNATI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatı konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch2>MADDE 17: HAFTALIK ÇALIŞMA SÜRESİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_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 MEB DÖSE işyerlerinde mevcut uygulamaya devam\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Çalışma saatlerinin başlama ve bitme zamanları işyerinin niteliği\ngözönünde 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>Bakanlığa bağlı okullarda, Turizm Otelcilik Meslek Liselerinde, Eğitim\nve Uygulama Merkezleri , Bilim-Sanat Merkezleri, Tarım Meslek Liseleri ile\nHalk Eğitim Merkezleri\u002F ASO’da ilgili mevzuat çerçevesinde Bakanlık\ntarafından yerine getirilmesi gereken görevlerden olan kurs, eğitim, sınav,\ntarım ve hayvancılık faaliyetleri ile turizm faaliyetleri nedeniyle\nçalışma yapılması gereken durumlara münhasır olmak kaydıyla Cumartesi\ngünü işçiler çalıştırılabilir. Bu şekildeki çalışma durumunda\nhaftalık 45 saatlik çalışma süresi 6 güne bölünmek suretiyle\nuygulanır. İşveren yukarıdaki çalışmalara katılacak olan işçilerden\nher sözleşme yılının başında yazılı muvafakat almak zorundadır.\nİlgili birimde çalışan işçilerin ihtiyacı karşılayacak sayıda\nolanların yazılı muvafakat vermemesi halinde, ihtiyaç duyulan işçi,\ndiğer okullardan talep edilen okula, muvafakati olanlar arasından temin\nedilir.\u003C\u002Fp>\n\n\u003Cp>Bu kapsamda çalıştırılan işçilere fiilen çalıştıkları her\nCumartesi günü için çalıştığı süreye bakılmaksızın toplu iş\nsözleşmesinin birinci yılı birinci altı ayında 945,35 TL, ikinci altı\nayında 1.049,34 TL ödenir. Bu ödeme, toplu iş sözleşmesinin ikinci yılı\nbirinci ve ikinci altı aylarında ücret zammı oranında ve ücretin\nzamlandığı tarih itibariyle artırılarak uygulanacaktır. 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 işyerlerinde tüm\nçalışma sistemlerinin uygulanmasına rağmen personel yetersizliğinden\ndolayı işçilerin dinlenme günlerinde kaloriferci, aşçı ve temizlik\ngörevlisi olarak çalışanlardan kaloriferci bir, temizlik görevlisi iki ve\naşçı sayısı iki ile sınırlı olmak üzere, işveren tarafından göreve\nçağrılan; mesleği icra edebileceğine dair ehliyet veya belgeye sahip\naşçı, kaloriferci işçi ile temizlik görevlisi işçiye, fiilen kalorifer\nyaktıkları, yemek pişirdikleri ve temizlik yaptıkları bu günler için de\naynı ödeme yapılır.\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>5188 sayılı kanuna göre çalıştırılan güvenlik görevlilerinin\nçalışma süreleri ve şekilleri konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>MADDE 18: FAZLA ÇALIŞMA VE FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Haftalık 45 saati aşan çalışmalar fazla çalışmadır. İşçilere\nkanuni süreleri aşmamak üzere fazla çalışma yaptırılabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Fazla çalışma ücreti, normal çalışma ücretinin saat başına düşen\nmiktarının %80 yükseltilmesi suretiyle ödenir. Haftada beş gün çalışan\nişçilerin Cumartesi günleri yaptığı fazla çalışmalarda ise bu oran\n%100 olarak uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla çalışma yapan işçi isterse, bu çalışmalar karşılığı\nzamlı ücret yerine, fazla çalıştığı her saat karşılığında iki\nsaati serbest zaman olarak kullanabilir.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 19- GECE ZAMMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre, gece\ndönemidir. 20.00-06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %8 (Yüzde sekiz) zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 20: ULUSAL BAYRAM - GENEL TATİL VE HAFTA TATİLİ GÜNLERİ VE\nÖDENECEK ÜCRETLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\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>\u003C\u002Fdiv>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\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\nçalıştırılan işçilere, çalıştırıldıkları hafta tatili günleri\niçin toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye dâhil)\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\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>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>\n\n\u003Ch2>MADDE 21: İŞÇİNİN ÇALIŞIP ÇALIŞMADIĞINDA İHTİLAFLAR\u003C\u002Fh2>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>MADDE 22: YILLIK ÜCRETLİ İZİN\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Kamu işyerlerindeki hizmet süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)1 yıl ile 5 yıl arasında hizmeti olan üyelere (20),\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)5 yıl ile 10 yıl arasında hizmeti olan üyelere (28),\u003C\u002Fp>\n\n\u003Cp>c)10 yıldan fazla hizmeti olan üyelere (30) gün üzerinden yıllık\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, 18 ve daha küçük yaştaki işçilerle 50 ve daha yukarı yaştaki\nişçilere verilecek yıllık\u003C\u002Fp>\n\n\u003Cp>ücretli izin süresi 20 günden az olamaz.\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>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>\n\n\u003Ch2>MADDE 23: DİĞER İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>A-Ücretli izinler\u003C\u002Fh3>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>2)İşçiye evlenme halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3)İşçinin eşinin doğum yapması halinde 5 gün, evlat edinmesi halinde\n5gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>4)İşçinin ana, baba veya kardeşinin ölümü halinde 5 gün, eş veya\nçocuğunun ölümü halinde 6 gün, kayınvalide veya kayınpeder ölümü\nhalinde 3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5)İşçilerin yangın, su baskını, deprem gibi doğal afetlere maruz\nkalmaları halinde 10 güne kadar,\u003C\u002Fp>\n\n\u003Cp>ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yukarıda sayılan olayların ortaya çıkmasından itibaren bir\nhafta içinde (belgelendirmek kaydıyla) kullanılır.\u003C\u002Fp>\n\n\u003Cp>6)Analık izinleri konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\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\nrefakat izni verilir.\u003C\u002Fp>\n\n\u003Cp>8)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde 10 güne kadar ücretli mazeret\nizni verilir. Bu izin her bir çocuk için ayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Ch3>B-Ücretsiz İzin\u003C\u002Fh3>\n\n\u003Cp>1)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>2)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 izin verilebilir. Aynı şartlarda\nbu süre bir katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>3)İşçilere, 10 hizmet yılını tamamlamış olmaları ve istekleri\nhalinde işçilik süreleri boyunca ve bir defada kullanılmak üzere altı aya\nkadar ücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>4)Yetiştirilmek üzere (burslu veya kendi imkânlarıyla gidenler dâhil)\nyurt dışına Devlet tarafından gönderilen öğrenci ve memurlarla, yurt\niçine ve yurt dışına sürekli görevle atanan memurların işçi olan\neşlerine işçilik süresince her defasında bir yıldan az olmamak üzere en\nçok sekiz yıla kadar ücretsiz izin verilebilir. Ücretsiz izin süresinin\nbitiminden önce mazeretini gerektiren sebebin kalkması halinde, işçi derhal\ngörevine dönmek zorundadır. Mazeret sebebinin kalkması halinde veya\nücretsiz izin süresinin bitiminden itibaren 10 gün içinde görevine\ndönmeyenler, işçilikten istifa etmiş sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24: ASKERLİK İZNİ\u003C\u002Fh2>\n\n\u003Cp>Askerlik ve Kanundan doğan çalışma konusunda, 4857 Sayılı Kanunun\n31.maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25: ÜCRETİN TARİFİ VE ÜCRET HESAP PUSULASI\u003C\u002Fh2>\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>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>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>Promosyonlar konusunda mevzuat hükümleri uygulanır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 26: ÜCRET ZAMMI\u003C\u002Fh2>\n\n\u003Ch3>1-TABAN ÜCRET VE SEYYANEN ZAM:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch4>a)Taban Ücret:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Seyyanen Zam:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihi itibariyle günlük brüt çıplak ücretleri 1.400,00 TL\nve üzerinde olan işçilerin günlük brüt çıplak ücretlerine 40,00\nTL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu maddenin (a) fıkrasından yararlanan işçiler (b) fıkrasından\nayrıca yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch3>2-ÜCRET ZAMLARI:\u003C\u002Fh3>\n\n\u003Ch4>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten ve taban ücret dışında kalan\nişçilere ise seyyanen zam yapıldıktan sonra,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Birinci Yıl ikinci Altı Ay Seyyanen Zam ve Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>i)Birinci Yıl İkinci Altı Ay Seyyanen Zam:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2025 tarihinden\ngeçerli olmak üzere 50,00 TL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ii)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine seyyanen zam yapıldıktan\nsonra, 01.07.2025 tarihindeki günlük brüt çıplak ücretlerine, 01.07.2025\ntarihinden geçerli olmak üzere %11 (Onbir) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2025 indeks sayısının, Haziran 2025\nindeks sayısına göre değişim oranının %11 (Onbir)’i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave\u003C\u002Fp>\n\n\u003Ch4>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2026tarihinde işyerlerinde çalışmakta olan işçilerin 01.01.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2026 tarihinden\ngeçerli olmak üzere %10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2026 indeks sayısının, Aralık 2025\nindeks sayısına göre değişim oranının %10 (On)’u aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>d)İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.07.2026tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2026 tarihinden\ngeçerli olmak üzere %6 (Altı) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2026 indeks sayısının, Haziran 2026\nindeks sayısına göre değişim oranının %6 (altı)'yı aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ayının son günündeki\nücrete takip eden ayın birinci gününden geçerli olmak üzere (01.01.2027\ntarihinden geçerli olmak üzere işçilerin 31.12.2026 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>e)Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları kaydıyla, sendikaca üyeliklerinin işverene bildirildiği\ntarihi takip eden aybaşından geçerli olmak üzere toplu iş sözleşmesinin\n“İş Primi” başlıklı 29. maddesindeki gruplar esas alınmak kaydıyla\naşağıdaki tespit edilen işe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I. YIL İŞE GİRİŞ ÜCRETLERİ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"177\">\u003Cp>GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>01.01.2025-30.06.2025\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>01.07.2025-31.12.2025\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"177\">\u003Cp>I. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>1.835,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>2.090,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"177\">\u003Cp>2. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>1.830,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>2.085,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"177\">\u003Cp>3. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>1.825,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>2.080,00 TL\u002FGün\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>Bu işçiler, işe girdikleri dönemin ücret zamlarından ayrıca\nyararlanamazlar, takip eden dönemlerin ücret zamlarından yararlanırlar. Bu\nişe giriş ücretleri sözleşmenin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak uygulanır. Ancak, toplu iş sözleşmesi zamlarını almalarına\nrağmen işe giriş ücretinin altında kalan işçilerin ücretleri o dönemin\nişe giriş ücreti seviyesine yükseltilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>MADDE 27: İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>A)İLAVE TEDİYE:\u003C\u002Fh3>\n\n\u003Cp>İşçilere, 6772 sayılı kanun esaslarına göre ilave tediye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Ch3>B)İKRAMİYE:\u003C\u002Fh3>\n\n\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>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\u003Ch2>MADDE 28- HİZMET ZAMMI\u003C\u002Fh2>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum veya\nKuruluşlarında geçirdikleri her tam hizmet yılı için hiçbir ödemeyi\netkilememek ve müktesep hak sayılmamak kaydıyla toplu iş sözleşmesinin\nbirinci yılı birinci altı ayında 18,60 TL\u002FAy, ikinci altı ayında 20,65\nTL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>696 KHK ile sürekli işçiliğe geçen işçiler için kıdeme esas yıl\nbaşlangıcı sürekli işçiliğe geçilen 02.04.2018 tarihidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29- İŞ PRİMİ\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden, aşağıdaki\nişleri fiilen yapanlara müktesep hak olmamak ve diğer ödemeleri etkilememek\nkaydıyla fiilen çalıştıkları her gün için;\u003C\u002Fp>\n\n\u003Cp>I.GRUP: Mühendis, mimar, öğretmen, rehber öğretmen\u002Fpsikolojik\ndanışman, veteriner, yazılım ve veri tabanı uzmanı, yazılım\ngeliştirici, güvenlik amiri-sorumlusu-şefı-müdürü, satınalma personeli,\nbilgi işlem destek uzmanı, muhasebeci-mutemet, tekniker ve teknisyen, usta,\nistatistikçi, aşçıbaşı-aşçı, şef garson, kütüphaneci,\nbilgisayar-telefon-makine operatörü, makam şoförü, makam sekreteri,\nkameraman, ambar sorumlularına günlük brüt çıplak ücretinin %9’u,\u003C\u002Fp>\n\n\u003Cp>II.GRUP: Büro işçisi, adalet meslek elemanı, zabıt katibi, aşçı\nyardımcısı, temizlik şefi, güvenlik görevlisi(silahlı silahsız),\nmarangoz, bekçi, boyacı, camcı, destek personel (yardımcı hizmetler),\ndokumacı (el tezgâhı), garson, depocu, kaynakçı (oksijen ve elektrik),\nresepsiyon görevlisi, sekreter, sıhhi tesisatçı, bakım-onarım işçisi,\nteknik servis elemanı, şoför, telefon santral işçisi, telefon-\ntelgraf-elektrik tesisatçısı ve kalorifercilere günlük brüt çıplak\nücretinin %8’i,\u003C\u002Fp>\n\n\u003Cp>III.GRUP: Diğer işçilere ise günlük brüt çıplak ücretinin %7’si,\noranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alınan işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30: SOSYAL YARDIM\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilere her ay için sözleşmenin birinci yılı birinci\naltı ayında 3.977,20 TL\u002FAy, ikinci altı ayında 4.414,69 TL\u002FAy Sosyal\nYardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 31: YEMEK YARDIMI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İşçilere; işyerinde fiilen çalıştıkları günlerde bir öğün, 2000\nkalorilik doyurucu yemek, ücretsiz verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\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 yılı birinci altı ayında net 235,02 TL\u002FGün, ikinci\naltı ayında net 260,87 TL\u002FGün yemek yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin, yemek için başka bir işyerine yönlendirilmesi halinde yemek\nücreti talep etme hakkı saklıdır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>İşçinin yemek için başka bir işyerine yönlendirilmesi ya da\nişyerinde 2000 kalorilik yemek verilemediğinin diyetisyen tarafından tespit\nedilmesi hallerinde, yazılı talep etmesi şartıyla işçiye yemek ücreti\nödenir. Yemek ücretini aldığı halde yemek yediği tespit edilen işçiye\nise disiplin hükümleri ayrıca uygulanır.\u003C\u002Fp>\n\n\u003Cp>Günlük çalışma süresi ara dinlenme dâhil 12 saat olan işçilere, iki\nöğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen işçiye sadece\nikinci öğün yemek parası ödenir. İşverenin her iki öğünde de ayni\nolarak yemek vermesi halinde nakdi ödeme ayrıca yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 32: VASITA YARDIMI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowanceamount1\">\u003Cp>Sendika üyesi işçilere; işe geliş ve gidişlerini temin etmek\namacıyla, fiilen çalıştıkları her gün için toplu iş sözleşmesinin\nbirinci yılı birinci altı ayında brüt 117,30 TL\u002FGün, ikinci altı ayında\nbrüt 130,20 TL\u002FGün vasıta yardımı öder.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanacaktır. \u003C\u002Fp>\n\n\u003Cp>İşveren vasıtaları ile taşımalarda ve işletme içindeki lojmanlarda\noturanlara vasıta yardımı ödenmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 33: GİYİM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, sözleşmenin\nbirinci yılı birinci altı ayında her ay brüt 211,48 TL\u002FAy. ikinci altı\nayında her ay brüt 234,74 TL\u002FAy giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılı birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34- EK PRİM:\u003C\u002Fh2>\n\n\u003Cp>Gazi, terör mağduru ve şehit yakınlarına günlük çıplak ücretinin\n%10’u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 35: EVLENME YARDIMI\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin birinci yılı birinci altı ayında evlenenlere\nbrüt 2.066,71 TL, ikinci altı ayında evlenenlere brüt 2.294,05 TL evlenme\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılı birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılacak ve evlenme olayının olduğu sözleşme dilimine tekabül eden\ntutarlar üzerinden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Evlenen işçilerin her ikisinin de aynı işyerinde çalışmaları halinde\nbu yardım her ikisine de ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36: DOĞUM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşçinin eşinin veya kendisinin; toplu iş sözleşmesinin birinci yılı\nbirinci altı ayında doğum yapması halinde brüt 1.033,97 TL, ikinci altı\nayında doğum yapması halinde brüt 1.147,71 TL doğum yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılı birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılacak ve doğum olayının olduğu sözleşme dilimine tekabül eden\ntutarlar üzerinden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>İşçinin eşi de işyerinde çalışıyorsa doğum yardımı anneye\nyapılır. Bu yardım çocuğun ölü doğması halinde de yapılır, bu\ndurumda işçiye ayrıca ölüm yardımı ödenmez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 37: ÖLÜM YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>1) İşçinin eşi, çocuğu, ana ve babasının, toplu iş sözleşmesinin\nbirinci yılı birinci altı ayında ölümü halinde kendisine brüt\n3.100,33TL, ikinci altı ayında ölümü halinde kendisine brüt\n3.441,37TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)İşçinin, toplu iş sözleşmesinin birinci yılı birinci altı ayında\nölümü halinde kanuni mirasçılarına brüt 5.166,27TL, ikinci altı ayında\nölümü halinde kanuni mirasçılarına brüt 5.734,56TL,\u003C\u002Fp>\n\n\u003Cp>3)İşçinin iş kazası sonucu toplu iş sözleşmesinin birinci yılı\nbirinci altı ayında ölümü halinde kanuni mirasçılarına brüt\n8.265,34TL, ikinci altı ayında ölümü halinde kanuni mirasçılarına brüt\n9.174,53TL, ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler, toplu iş sözleşmesinin ikinci yılı birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılacak ve ölüm olayının olduğu sözleşme dilimine\ntekabül eden tutarlar üzerinden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Ancak yukarıda belirtilen ödemelerin yapılabilmesi için işçi veya\nkanuni varisleri ölüm olayını belgelendirmek mecburiyetindedirler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>MADDE 38: EK ÖDEME\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>İşçilere, müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, toplu iş sözleşmesinin birinci yılında yılda bir defa ve\nTemmuz ayında brüt 10.033,38TL ek ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılında ise, Temmuz ayında ve\nbir kez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları (toplu\niş sözleşmesinin birinci yılının birinci altı ay zammı olan %24 ve\nikinci altı ay zammı olan %11 hariç) oranında arttırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>Ek ödemenin ödendiği tarihten sonraki ücret zamları yeni dönem ek\nödeme miktarına yansıtılacaktır.\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\u003Ch2>MADDE 39: HARCIRAH\u003C\u002Fh2>\n\n\u003Cp>Bütçe Kanunu ve Harcırah Kanunu Hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40: ENGELLİ İŞÇİLER İLE İLGİLİ HUSUSLAR\u003C\u002Fh2>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 41: İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İşveren, iş sağlığını korumak ve iş güvenliğini sağlamak\namacıyla işyerinde “İş Sağlığı ve Güvenliği Mevzuatı”\nhükümlerine uygun olarak gerekli tedbirleri alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Bu toplu iş sözleşmesinden yararlanan işçilere “İş Sağlığı ve\nGüvenliği Mevzuatı” nın ilgili hükümleri uyarınca işverence koruyucu\ngiyim eşyası verilir. İşçiler iş esnasında bu eşyaları giymeye özen\ngösterir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 42: İŞ VE İŞYERİ DEĞİŞİKLİĞİ VE NAKİLLER\u003C\u002Fh2>\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>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>3-İşçilerin aynı işverene bağlı il veya ilçe hudutları dışındaki\nişyerlerine daimi olarak nakledilebilmeleri yazılı rızaya bağlıdır.\nDaimi nakle rıza göstermeyenlerin iş sözleşmeleri işveren tarafından\nbildirimli olarak feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>Geçici süreli nakillerde işçinin rızası aranmaz. Ancak bu süre (3)\nayı geçemez.\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>Yukarıdaki fıkralarda öngörülen nakillerde, işçinin ücretinde bir\nazaltma yapılamaz.\u003C\u002Fp>\n\n\u003Cp>4-İş ve işyeri değişikliği hiçbir zaman ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>5-Sağlık ve eş durumu öncelikli olmak kaydıyla işçinin isteği,\nçalıştığı yer işveren vekilinin uygun bulması ve talebin Bakanlıkça\nonaylanması halinde işçinin başka bir işyerine nakli yapılabilir.\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme kapsamındaki işçiler, aynı şartlarda olmak kaydıyla\nkarşılıklı yer değiştirme talebinde bulunabilir.\u003C\u002Fp>\n\n\u003Cp>Bu bent hükümlerinin uygulanmasına ilişkin esas ve usuller Milli Eğitim\nBakanlığınca belirlenir.\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>7-İşçiler, Milli Eğitim Bakanlığına bağlı işyerleri dışındaki\nişyerlerine rızaları alınmadan geçici dahi olsa görevlendirilemezler.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch2>MADDE 43: EĞİTİM\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>T.C. Milli Eğitim Bakanlığı ile KOOP-İŞ Sendikası birlikte Merkez ve\nTaşra teşkilatında çalışan işçi ve işveren vekillerine yönelik olarak\neğitim programları düzenler. Talep edilmesi halinde TÜHİS eğitici\ndesteği sağlayabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 44: HASTALIK YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\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>\u003C\u002Fdiv>\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\u003Ch2>MADDE 45: HASAR VE ZARAR TESPİTİ\u003C\u002Fh2>\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>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>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>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>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>e)İşverenin îş Kanunundan doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 46: İŞE BAŞLAMA VE GEÇ GELMELER\u003C\u002Fh2>\n\n\u003Cp>İşçilerin, işbaşı saatinde görev yerlerinde hazır bulunmaları\nşarttır.\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>b)İşe geç gelmeyi ve işyerini erken terk etmeyi alışkanlık haline\ngetirenler hakkında disiplin hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47: MAKİNE - ARAÇ VE GEREÇ BAKIMI\u003C\u002Fh2>\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>MADDE 48: DİSİPLİN KURULU VE DİSİPLİN CEZALARI\u003C\u002Fh2>\n\n\u003Ch3>I- DİSİPLİN KURULUNUN KURULUŞU VE ÇALIŞMA ŞEKLİ:\u003C\u002Fh3>\n\n\u003Ch4>A)Kuruluşu:\u003C\u002Fh4>\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 İşçi Merkez Disiplin Kuruluna intikal ettirir. Ancak, işbu toplu\niş sözleşmesinin “Disiplin Cezaları” 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>b)Disiplin Kurulu; işveren vekili tarafından tayin edilecek iki asıl, iki\nyedek 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>c)Kurul başkam, işveren temsilcileri arasından, işveren vekilince tayin\nolunur.\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>Bu toplantıda çoğunluk sağlanmaz ise müteakip toplantı üç gün sonra\nkatılan üyeler ile yapılır.\u003C\u002Fp>\n\n\u003Ch4>B)Çalışma Şekli:\u003C\u002Fh4>\n\n\u003Cp>Olayın disiplin kurulunca ele alınması ve incelenmesi aşağıdaki\nşekilde yapılır.\u003C\u002Fp>\n\n\u003Cp>a)Disiplin kurulundan geçirilecek olay, İşveren 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>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>c)Disiplin Kurulu; olayı lüzum gördüğü şekilde tetkik ve tahkik\nederek ve ilgilileri 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. İşçi 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>d)Disiplin Kurulu; kararlarını çoğunlukla verir. Oy eşitliği halinde,\nbaşkanın oyunun tarafı çoğunluğu sağlamış sayılır. Kurul tarafından\nalman kararlara ilişkin imzalı karar tutanağı; karara ilişkin evrak,\nbelge, bilgi ve varsa ifade tutanakları ile birlikte işyeri idaresine\nverilir.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin Kurulu kararları işverenin onayı ile uygulamaya konulur ve\nnetice tebligat hükümlerine göre işçiye tebliğ edilir. İşveren,\nDisiplin Kurulunca verilmiş olunan kararları işçi lehine\ndeğiştirebilir.\u003C\u002Fp>\n\n\u003Ch3>II- DİSİPLİN CEZALARI:\u003C\u002Fh3>\n\n\u003Cp>1.İşveren veya vekili; disiplin cezasını öngören hükümlerde yer alan\nolayların tetkik ve tahkiki icap ettirmeyecek şekilde açıkça meydana\ngeldiği hallerde; işçiye ihtar ve bir günlük ücret kesimi cezalarını\nresen verebilir. İşçi, 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 tamdığı\nfesih yetkisini kullanabilir. İşverenin bu şekilde fesih yetkisini\nkullanması halinde, feshin sebebini de belirten bir yazıyı sendikaya\ngönderir.\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>Aşağıda yazılı disiplin kovuşturmasının yapılmış olması, fiilin\ngenel hükümler kapsamına girmesi halinde, samk 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>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>Disiplin cezasını gerektiren fiil ve haller ve bunların cezaları\naşağıda gösterilmiştir:\u003C\u002Fp>\n\n\u003Ch4>A) İhtar: \u003C\u002Fh4>\n\n\u003Cp>İşçiye, görevinde ve davranışlarında daha dikkatli olması\ngerektiğinin yazı ile bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>İhtar cezasını gerektiren fiil ve haller şunlardır:\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>b)Bilgisi dâhilinde meydana gelmiş bulunan, İş kazaları dâhil\nişyerinde meydana gelen her türlü kazayı ilgili ve resmi makamlara\nzamanında bildirmemek,\u003C\u002Fp>\n\n\u003Cp>c)Borçlarını kasten ödemeyerek hakkında yasal yollara başvurulmasına\nneden olmak,\u003C\u002Fp>\n\n\u003Cp>d)Bir ay içinde üç defadan fazla 10 dakikayı aşacak şekilde özürsüz\nveya izinsiz olarak göreve geç gelmek, erken ayrılmak, görev mahallini terk\netmek,\u003C\u002Fp>\n\n\u003Cp>e)İşin yapılmasında amirlerine veya kendisi ile birlikte çalışanlara\nişi aksatacak şekilde zorluk göstermek,\u003C\u002Fp>\n\n\u003Cp>f)İş saatinde yapması gereken işi yapmayarak özel işlerle meşgul\nolmak,\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>h)Kendisine verilen yetki dışında iş yapmak,\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>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>k)Çalışma arkadaşlarını yukarıda belirtilen suçlardan herhangi\nbirisini işlemesi için teşvik ve tahrik etmek.\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>m)Çalışma saatleri içinde sosyal medya kullanımı nedeniyle asli\ngörevini aksatmak, bu konuda dikkat ve özeni göstermemek,\u003C\u002Fp>\n\n\u003Ch4>B) Ücret Kesintisini Gerektiren Haller: \u003C\u002Fh4>\n\n\u003Cp>İşçiden 1 ile 3 günlüğe kadar ücret kesintisi yapılmasıdır.\u003C\u002Fp>\n\n\u003Cp>1.Bir günlük ücret kesintisi cezasını gerektiren fiil ve haller\nşunlardır:\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>b)Otuz gün içinde İzinsiz ve mazeretsiz bir gün işe gelmemek,\u003C\u002Fp>\n\n\u003Cp>e)İşyerinin huzur, sükûn ve çalışma düzenini bozmak,\u003C\u002Fp>\n\n\u003Cp>d)Kendisine verilen işi yapmadığı halde yapmış gibi göstermek,\u003C\u002Fp>\n\n\u003Cp>e)İş arkadaşlarına ve mahiyetindekilere söz veya hareketle\nsataşmak.\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>g)Yetkili olmadığı halde basma, haber ajanslarına veya radyo ve\ntelevizyon kurumlarına bilgi veya demeç vermek,\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>ı) Yemek ücretini aldığı halde yemek yediği tespit edilmek\u003C\u002Fp>\n\n\u003Cp>2.İki günlük ücret kesintisi cezasını gerektiren fiil ve haller\nşunlardır:\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>b)Görev sırasında amirine sözle saygısızlık etmek,\u003C\u002Fp>\n\n\u003Cp>e) İşyerine ait resmi belge, araç, malzeme, vasıta, alet veya materyali\nizinsiz olarak özel işlerinde kullanmak,\u003C\u002Fp>\n\n\u003Cp>d)Görevle ilgili konularda yükümlü olduğu kişilere yalan ve yanlış\nbeyanda bulunmak,\u003C\u002Fp>\n\n\u003Cp>e)Görev yeri sınırları içerisinde her hangi bir yerin toplantı, tören\nve benzeri amaçlarla izinsiz olarak kullanılmasına yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde kavga çıkarmak veya çıkmasına sebebiyet vermek.\u003C\u002Fp>\n\n\u003Cp>g)Amirleri tarafından verilen işleri yapmamak suretiyle kamu hizmetinin\naksamasına yol açmak,\u003C\u002Fp>\n\n\u003Cp>3.Üç günlük para kesintisi cezasını gerektiren fiil ve haller\nşunlardır:\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>b)İşyerinde dikkatsizliği ve tedbirsizliği yüzünden yangına sebep\nolmak,\u003C\u002Fp>\n\n\u003Cp>e) İşe gelmeyen işçinin yerine imza atmak, kartını bastırmak veya\nişçiyi işe gelmiş gibi göstermek,\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>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>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\u003Ch4>C ) İşten çıkarma:\u003C\u002Fh4>\n\n\u003Cp>İşçinin iş akdinin işveren tarafından feshedilmesidir.\u003C\u002Fp>\n\n\u003Cp>İşten çıkarma cezasını gerektiren fiil ve haller şunlardır:\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>b)İşyerine sarhoş gelmek, işyerinde veya iş esnasında alkollü içki\niçmek, uyuşturucu madde kullanmak, kumar oynamak veya oynatmak,\u003C\u002Fp>\n\n\u003Cp>e) İşyerini kısmen veya tamamen durdurmak amacı ile sabotaja teşvik\netmek veya sabotaj yapmak,\u003C\u002Fp>\n\n\u003Cp>d)Emniyeti kötüye kullanmak, gizli tutulması gereken göreve müteallik\nsırları ifşa etmek,\u003C\u002Fp>\n\n\u003Cp>e)İşçinin, işyerinde yedi günden fazla hapisle cezalandırılan ve\ncezası ertelenmeyen bir suç işlemesi;\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>g)Resmi belgeler üzerinde tahrifat yapmak, sahte belge düzenlemek,\u003C\u002Fp>\n\n\u003Cp>h)Rüşvet almak, rüşvet vermek veya bunlara teşebbüs etmek,\u003C\u002Fp>\n\n\u003Cp>ı) Hırsızlık yapmak veya hırsızlığa teşebbüs etmek,\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>\u003C\u002Fdiv>\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>\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>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\u003Ch4>D) Kıyas: \u003C\u002Fh4>\n\n\u003Cp>İşbu maddede sayılan ve disiplin cezası verilmesini gerektiren fiil ve\nhallere nitelik ve ağırlıkları itibariyle benzer eylemlerde bulunanlar\nhakkında, disiplin kurulu; bu madde ile İş Kanununun ilgili maddeleri ve\nkonuya ilişkin genel mevzuat hükümleri doğrultusunda değerlendirme\nyaparak, verilecek cezayı kıyas yoluyla takdir ve tayin eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 49: UYUŞMAZLIKLARI VE MÜRACAATLARI DEĞERLENDİRME YÖNTEMİ\u003C\u002Fh2>\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>b)(a) bendine göre yapılan müracaatla çözüm bulunamaması halinde\nkonu, Sendika şubesince işletme merkezlerinde Merkez Müdürü, illerde Î1\nMüdürü veya bunların yetkilendireceği işveren vekili ile çözülmeye\nçalışılır.\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>d)Milli Eğitim Bakanlığı nezdinde biri TÜHİS ‘ten olmak üzere iki\nişveren 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\u003Ch2>MADDE 50: YÜRÜRLÜK VE SÜRE\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2025 tarihinden itibaren yürürlüğe\ngirmek ve 31.12.2026 tarihinde sona ermek üzere 24 Ay sürelidir.\u003C\u002Fp>\n\n\u003Ch2>EK MADDE 1: ÖZEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>A) DEVREN GELEN İŞÇİLERİN SOSYAL YARDIM FARKI\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden önce\nkapsam işyerlerine çeşitli kanunlar ile devren gelen işçilerden 31.12.2022\ntarihinde sona eren toplu iş sözleşmesinin “Devren Gelen İşçilerin\nSosyal Yardım Farkı” başlıklı Ek Maddesinin (A) bendi uygulananlara\n31.12.2022 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 altında her ay işçilere ödenir.\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 1.850.- TL olduğunu varsayalım. Bu işçinin 01.01.2025\ntarihinden geçerli işbu toplu iş sözleşmesi ile belirtilen EK maddedeki\nesas ve usuller çerçevesinde ödenmesi gereken yeni sosyal yardımlar tutarı\nvarsayalım ki 1.700.- TL olsun. Bu örnek işçiye, 01.01.2025 tarihinden\nitibaren ödenmesi gereken 150.- TLTık “ Sosyal Yardım Farkı” % 5\noranında artış ile 157,50 - TL olarak ödenecektir. Aynı işçinin 1.700.-\nTL olarak hesaplanmış olan sosyal yardımlar toplamının 01.07.2025\ntalihinden itibaren 1.750.-TL ‘ye yükseldiğini varsayalım. Bu durumda\n01.07.2025 tarihinden geçerli olarak ödenmesi gereken 100.- TL (dondurularak\nödenen sosyal yardım tutarı: 1.850 TL- iş bu toplu iş sözleşmesi gereği\nyeni artış ile ödenmesi gereken sosyal yardımlar tutarı: 1.750 TL =\nödenmesi gereken sosyal yardım farkı: 100.-TL) tutarındaki “sosyal\nyardım farkı” % 5 artış ile 105 TL olarak ödenecektir. “Sosyal Yardım\nFarkı” her değiştiğinde, bu örnekte yer verilen hesaplamanın esas ve\nusulleri dikkate alınarak uygulamaya devam edilecektir).\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\u003Ch3>B)MEB DÖŞE İŞLETMESİ MÜDÜRLÜĞÜ İŞYERLERİNE İLİŞKİN ÖZEL\nHÜKÜMLER\u003C\u002Fh3>\n\n\u003Cp>1)MEB Döner Sermaye İşletmesi (DÖŞE) Müdürlüğü 10 no Tu işkolunda\nfaaliyet gösteren işyerlerinde işin gereği olarak kapalı devre\nçalışması yapılması halinde, hizmetine ihtiyaç duyulan işçiler bu\nçalışma sistemine uymak zorundadır.\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>Ancak, bu düzenlemeye rağmen; maddeden yararlanan işçilere bu\nçalışmaları gerekçe gösterilerek; yargı kararları 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.Ayrıca 29.12.2015\ntarihinden sonra geçmiş yıllara dönük olarak Kapalı Devre Çalışması\nile ilgili (kapalı devredeki fazla çalışma ve tatil ücretleri dahil) dava\naçanlar bu madde hükümlerinden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>2)MEB Döner Sermaye İşletmesi (DÖŞE) Müdürlüğü 10 no Tu işkolunda\nfaaliyet gösteren işyerlerinde çalışan işçilere başka bir ödemeyi\netkilememek kaydıyla her ay için tahakkuk ettirilen çıplak ücretleri\ntutarının yüzde 13’ünün prim olarak ödenmesi uygulaması ile söz\nkonusu işyerlerinde vasıta yardımında uygulanmakta olan çalışmakta\nolduğu ilin 60 bilet bedelinin net olarak ödenmesi uygulamasına devam\nedilecektir. Ancak, vasıta yardımında bir ayı aşan izin ve istirahat\nhallerinde bu ödeme yapılmaz. Bu işçilere toplu iş sözleşmesinin İş\nPrimi başlıklı 29.maddesi uygulanmaz.\u003C\u002Fp>\n\n\u003Ch3>C)HAYAT BOYU ÖĞRENME GENEL MÜDÜRLÜĞÜ İŞYERLERİNE İLİŞKİN\nÖZEL HÜKÜMLER (SURİYELİ ÇOCUKLARIN TÜRK EĞİTİM SİSTEMİNE\nENTEGRASYONUNUN DESTEKLENMESİ PROJESİ (PİKTES) KAPSAMINDA ÇALIŞAN\nÖĞRETİCİLER İÇİN)\u003C\u002Fh3>\n\n\u003Cp>Bu proje (PİKTES) kapsamında çalışan sendika üyesi öğreticilere bu\ntoplu iş sözleşmesinin tüm hükümleri uygulanacaktır. Ancak; toplu iş\nsözleşmesinin “İş ve İşyeri Değişikliği ve Nakiller” başlıklı\n42. maddesi ile “Ücretin Tarifi ve Ücret Hesap Pusulası” başlıklı 25.\nmaddesinin ilk paragrafının ilk cümlesi yerine (PİKTES) projesi\nkapsamında, öğreticiler ile yapılan iş sözleşmelerinde yer alan\nhükümler geçerli olacaktır. Ayrıca, yürürlükte bulunan toplu iş\nsözleşmesinin “EK MADDE 1: ÖZEL HÜKÜMLER” başlıklı maddesinin\n“A” ve “B” bentleri uygulama dışı tutulacaktır.\u003C\u002Fp>\n\n\u003Ch2>EK MADDE: 2\u003C\u002Fh2>\n\n\u003Cp>4857 sayılı İş Kanununa tabii işçi kadrolarında (sürekli işçi, 696\nKHK geçici işçi vb.) görev yapan personele, ilgili mevzuat hükümlerince\nMilli Eğitim Bakanlığı tarafından yapılan özel motorlu taşıt\nsürücüleri kursları direksiyon eğitimi dersi uygulama sınavları, özel\nulaştırma hizmetleri mesleki eğitim ve geliştirme kursları, özel iş\nmakineleri sürücü (operatörlük) eğitim\u002F kursları ve çeşitli kurs\nsınavları ile merkezi sistem sınavlarında (e-sınav merkezlerinde\nyapılanlar dahil) ilgili sınav mevzuatlarında belirlenen şartları\ntaşıyanlara değerlendirme komisyonu üyesi veya diğer personel olarak\nCumartesi ve\u002Fveya Pazar günü sınav görevi verilebilir.\u003C\u002Fp>\n\n\u003Cp>Sınav görevi verilen işçilere ilgili sınav bütçesinden karşılanmak\nüzere yalnızca sınav görev ücreti ödenir. Ayrıca toplu iş\nsözleşmesinde yer alan hafta tatili ücreti veya cumartesi çalışma ücreti\nödenmez.\u003C\u002Fp>\n\n\u003Cp>Sınav görevi verilen işçilerin, 5510 sayılı Sosyal Sigortalar ve Genel\nSağlık Sigortası Kanununun 86'ncı maddesine göre yapılacak işlemleri\nsınav görevi veren birim tarafından yürütülür.\u003C\u002Fp>\n\n\u003Cp>Sınav görevi, işçilerin istihdam edildikleri asıl işlerinden sayılmaz\nve nitelikli iş değişikliğine sebep olmaz.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1: FARKLARIN ÖDENME ZAMANI\u003C\u002Fh2>\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\u003Ch2>GEÇİCİ MADDE 2:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin Haftalık Çalışma Süresi başlıklı\n17.maddesinde yapılan değişikliklerin uygulanmasına toplu iş\nsözleşmesinin imzası tarihinden itibaren başlanılacaktır.\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"CBA_MEMTRAD4_1":45,"trainingprogrammes":49,"trainingfund":52,"contracttrial":56,"contracttrialperiod":59,"sicknesspay":63,"healthinsurance":67,"healthandsafetypolicy":70,"protectiveclothing":73,"code_application":77,"funeralpay":81,"paidpaternityleave":85,"marriage":89,"deathrelatives":92,"sexualhar":96,"violence":100,"hourspweek_select":102,"hourspday_select":105,"PAIDLEAV_trigger":109,"holidaysdays":112,"bankholidays1":116,"SCHEDULE_trigger":120,"TRADEUNLEAV_trigger":124,"tradeunleavdays":127,"STRUCINCR_trigger":131,"LOWWAGE_trigger":135,"ONCEONLY_trigger":139,"onceonlytype2":142,"ONCERISE_trigger":146,"incidentalbonustype2":149,"ONCERISE2_trigger":153,"NOCTPREM_trigger":157,"shiftallowancetype":160,"OVERTIME_trigger":164,"overtimeallowancetype_general":168,"SUNDAY_trigger":172,"COMMUTE_trigger":176,"commutingallowanceamount1":179,"MEALALL_trigger":183,"mealvouchersamount":186,"SENIOR_trigger":190,"longserviceallowancetype":193},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.01.2025-31.12.2026",{"bindId":46,"name":47,"text":48},"CBA_MEMTRAD4_1","d)Türkiye Kooperatif, Ticaret, Eğitim ve","d)Türkiye Kooperatif, Ticaret, Eğitim ve Büro İşçileri Sendikası\n(KOOP-İŞ) \"İŞÇİ SENDİKASI\",",{"bindId":50,"name":51,"text":51},"trainingprogrammes","MADDE 43: EĞİTİM",{"bindId":53,"name":54,"text":55},"trainingfund","T.C. Milli Eğitim Bakanlığı ile KOOP-İŞ ","T.C. Milli Eğitim Bakanlığı ile KOOP-İŞ Sendikası birlikte Merkez ve\nTaşra teşkilatında çalışan işçi ve işveren vekillerine yönelik olarak\neğitim programları düzenler. Talep edilmesi halinde TÜHİS eğitici\ndesteği sağlayabilir.",{"bindId":57,"name":58,"text":58},"contracttrial","MADDE 12: DENEME SÜRESİ",{"bindId":60,"name":61,"text":62},"contracttrialperiod","Deneme süresi 30 gündür. Bu süre içinde ","Deneme süresi 30 gündür. Bu süre içinde taraflar iş sözleşmelerini\nbildirimsiz ve tazminatsız feshedebilirler.",{"bindId":64,"name":65,"text":66},"sicknesspay","Hastalık yardımı konusunda Sosyal Sigort","Hastalık yardımı konusunda Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu hükümleri uygulanır. Üyenin Sosyal Güvenlik Kurumunca ödenmeyen\nilk iki günlük ücreti işveren tarafından ödenir.\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":68,"name":65,"text":69},"healthinsurance","Hastalık yardımı konusunda Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu hükümleri uygulanır. Üyenin Sosyal Güvenlik Kurumunca ödenmeyen\nilk iki günlük ücreti işveren tarafından ödenir.",{"bindId":71,"name":72,"text":72},"healthandsafetypolicy","MADDE 41: İŞ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":74,"name":75,"text":76},"protectiveclothing","Bu toplu iş sözleşmesinden yararlanan iş","Bu toplu iş sözleşmesinden yararlanan işçilere “İş Sağlığı ve\nGüvenliği Mevzuatı” nın ilgili hükümleri uyarınca işverence koruyucu\ngiyim eşyası verilir. İşçiler iş esnasında bu eşyaları giymeye özen\ngösterir.",{"bindId":78,"name":79,"text":80},"code_application","İşveren, iş sağlığını korumak ve iş güve","İşveren, iş sağlığını korumak ve iş güvenliğini sağlamak\namacıyla işyerinde “İş Sağlığı ve Güvenliği Mevzuatı”\nhükümlerine uygun olarak gerekli tedbirleri alır.",{"bindId":82,"name":83,"text":84},"funeralpay","1) İşçinin eşi, çocuğu, ana ve babasının","1) İşçinin eşi, çocuğu, ana ve babasının, toplu iş sözleşmesinin\nbirinci yılı birinci altı ayında ölümü halinde kendisine brüt\n3.100,33TL, ikinci altı ayında ölümü halinde kendisine brüt\n3.441,37TL,",{"bindId":86,"name":87,"text":88},"paidpaternityleave","3)İşçinin eşinin doğum yapması halinde 5","3)İşçinin eşinin doğum yapması halinde 5 gün, evlat edinmesi halinde\n5gün,",{"bindId":90,"name":91,"text":91},"marriage","2)İşçiye evlenme halinde 5 gün,",{"bindId":93,"name":94,"text":95},"deathrelatives","4)İşçinin ana, baba veya kardeşinin ölüm","4)İşçinin ana, baba veya kardeşinin ölümü halinde 5 gün, eş veya\nçocuğunun ölümü halinde 6 gün, kayınvalide veya kayınpeder ölümü\nhalinde 3 gün,",{"bindId":97,"name":98,"text":99},"sexualhar","j)Her ne şekilde olursa olsun fiziksel ş","j)Her ne şekilde olursa olsun fiziksel şiddet, cinsel taciz, tehdit\niçeren fiil ve eylemlerde bulunmak,",{"bindId":101,"name":98,"text":99},"violence",{"bindId":103,"name":104,"text":104},"hourspweek_select","MADDE 17: HAFTALIK ÇALIŞMA SÜRESİ",{"bindId":106,"name":107,"text":108},"hourspday_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 MEB DÖSE işyerlerinde mevcut uygulamaya devam\nedilir.",{"bindId":110,"name":111,"text":111},"PAIDLEAV_trigger","MADDE 22: YILLIK ÜCRETLİ İZİN",{"bindId":113,"name":114,"text":115},"holidaysdays","a)1 yıl ile 5 yıl arasında hizmeti olan ","a)1 yıl ile 5 yıl arasında hizmeti olan üyelere (20),",{"bindId":117,"name":118,"text":119},"bankholidays1","Ulusal Bayram ve Genel Tatil günleri yas","Ulusal Bayram ve Genel Tatil günleri yasalarda belirtilen günlerdir.\nİşçilerin bu günlerde çalışmalarına ihtiyaç duyulması halinde,\nolağanüstü durumlar hariç önceden haber verilir.",{"bindId":121,"name":122,"text":123},"SCHEDULE_trigger","Çalışma saatlerinin başlama ve bitme zam","Çalışma saatlerinin başlama ve bitme zamanları işyerinin niteliği\ngözönünde 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":125,"name":126,"text":126},"TRADEUNLEAV_trigger","MADDE 9: SENDİKAL İZİNLER",{"bindId":128,"name":129,"text":130},"tradeunleavdays","Sendika temsilcisi ve görevlilerine kong","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.\n\n\n  \n  \n  \n  \n    \n      İl Genelindeki veya İsletme Merkezindeki İsçi Mevcudu\n      Yıllık Toplam Ücretli İzin Süresi\n    \n    \n      01- 50 işçi çalıştırılan işyerinde\n      20 gün\n    \n    \n      51 - 100 işçi çalıştırılan işyerinde\n      30 gün\n    \n    \n      101- 200 işçi çalıştırılan işyerinde\n      40 gün\n    \n    \n      201- 500 işçi çalıştırılan işyerinde\n      60 gün\n    \n    \n      501-1000 işçi çalıştırılan işyerinde\n      80 gün",{"bindId":132,"name":133,"text":134},"STRUCINCR_trigger","01.01.2025tarihindeki günlük brüt çıplak","01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.",{"bindId":136,"name":137,"text":138},"LOWWAGE_trigger","a)Taban Ücret: 01.01.2025tarihinde günlü","a)Taban Ücret:\n\n01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.",{"bindId":140,"name":141,"text":141},"ONCEONLY_trigger","MADDE 38: EK ÖDEME",{"bindId":143,"name":144,"text":145},"onceonlytype2","İşçilere, müktesep hak sayılmamak ve baş","İşçilere, müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, toplu iş sözleşmesinin birinci yılında yılda bir defa ve\nTemmuz ayında brüt 10.033,38TL ek ödeme yapılacaktır.",{"bindId":147,"name":148,"text":148},"ONCERISE_trigger","MADDE 27: İLAVE TEDİYE VE İKRAMİYE",{"bindId":150,"name":151,"text":152},"incidentalbonustype2","B)İKRAMİYE: İşçilere her sözleşme yılını","B)İKRAMİYE:\n\nİşçilere her sözleşme yılının Mart ve Eylül aylarının ilk\nhaftası içinde 30’ar günlük çıplak ücretleri tutarında iki ikramiye\nödenir.",{"bindId":154,"name":155,"text":156},"ONCERISE2_trigger","A)İLAVE TEDİYE: İşçilere, 6772 sayılı ka","A)İLAVE TEDİYE:\n\nİşçilere, 6772 sayılı kanun esaslarına göre ilave tediye ödenir.",{"bindId":158,"name":159,"text":159},"NOCTPREM_trigger","MADDE 19- GECE ZAMMI:",{"bindId":161,"name":162,"text":163},"shiftallowancetype","Akşam saat 20.00'den sabah saat 06.00'ya","Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre, gece\ndönemidir. 20.00-06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %8 (Yüzde sekiz) zamlı olarak ödenir.",{"bindId":165,"name":166,"text":167},"OVERTIME_trigger","MADDE 18: FAZLA ÇALIŞMA VE FAZLA ÇALIŞMA","MADDE 18: FAZLA ÇALIŞMA VE FAZLA ÇALIŞMA ÜCRETİ",{"bindId":169,"name":170,"text":171},"overtimeallowancetype_general","Fazla çalışma ücreti, normal çalışma ücr","Fazla çalışma ücreti, normal çalışma ücretinin saat başına düşen\nmiktarının %80 yükseltilmesi suretiyle ödenir. Haftada beş gün çalışan\nişçilerin Cumartesi günleri yaptığı fazla çalışmalarda ise bu oran\n%100 olarak uygulanır.",{"bindId":173,"name":174,"text":175},"SUNDAY_trigger","Hafta tatiline hak kazanan işçilerden, h","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\nçalıştırılan işçilere, çalıştırıldıkları hafta tatili günleri\niçin toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye dâhil)\nödenir.",{"bindId":177,"name":178,"text":178},"COMMUTE_trigger","MADDE 32: VASITA YARDIMI",{"bindId":180,"name":181,"text":182},"commutingallowanceamount1","Sendika üyesi işçilere; işe geliş ve gid","Sendika üyesi işçilere; işe geliş ve gidişlerini temin etmek\namacıyla, fiilen çalıştıkları her gün için toplu iş sözleşmesinin\nbirinci yılı birinci altı ayında brüt 117,30 TL\u002FGün, ikinci altı ayında\nbrüt 130,20 TL\u002FGün vasıta yardımı öder.\n\nBu ödeme, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanacaktır. \n\nİşveren vasıtaları ile taşımalarda ve işletme içindeki lojmanlarda\noturanlara vasıta yardımı ödenmez.",{"bindId":184,"name":185,"text":185},"MEALALL_trigger","MADDE 31: YEMEK YARDIMI",{"bindId":187,"name":188,"text":189},"mealvouchersamount","Ancak, yemek saatinde işyeri dışında gör","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 yılı birinci altı ayında net 235,02 TL\u002FGün, ikinci\naltı ayında net 260,87 TL\u002FGün yemek yardımı yapılır.",{"bindId":191,"name":192,"text":192},"SENIOR_trigger","MADDE 16: KIDEM TAZMİNATI",{"bindId":194,"name":195,"text":196},"longserviceallowancetype","Kıdem tazminatı konusunda mevzuat hüküml","Kıdem tazminatı konusunda mevzuat hükümleri uygulanır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR T.C. Millî Eğitim Bakanlığı - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 3100.33\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → 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\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 20.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 1400.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 24.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 108 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY -9.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \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                 → 235.02 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",[202],{"title":35,"slug":31},[204],{"type":205,"data":206},"call_to_action_body_block",{"title":207,"description":208,"variant":209,"link":210},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma 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