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MİLLİ EĞİTİM BAKANLIĞI VE BAĞLI İŞYERLERİ TUHİS  KOOP İS TİS 01.01.2021-31.12.2022","TUR T.C. Millî Eğitim Bakanlığı - 2021","Turkey - TUR T.C. Millî Eğitim Bakanlığı - 2021","TUR T.C. Millî Eğitim Bakanlığı - 2021 - Education, research",{"name":39,"data":40},"T.C. MİLLİ EĞİTİM BAKANLIĞI MERKEZ VE TAŞRA TEŞKİLATLARINA BAĞLI (10 NO’LU İŞKOLUNDA FAALİYET GÖSTEREN) İŞYERLERİ İŞLETME TOPLU İŞ SÖZLEŞMESİ ( KOOP-İŞ).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>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>T.C. MİLLİ EĞİTİM BAKANLIĞI VE BAĞLI (10 NO’LU İŞKOLUNDA\nFAALİYET GÖSTEREN) İŞYERLERİ ADINA TÜHİS TÜRK AĞIR SANAYİİ VE\nHİZMET SEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI İLE KOOP-İŞ TÜRKİYE\nKOOPERATİF, TİCARET, EĞİTİM VE BÜRO İŞÇİLERİ SENDİKASI ARASINDA\nAKDEDİLEN İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch2>YÜRÜRLÜK TARİHİ\u003C\u002Fh2>\n\n\u003Ch2>01.01.2021-31.12.2022\u003C\u002Fh2>\n\n\u003Ch2>İMZA TARİHİ: 16.09.2021\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 1: SÖZLEŞMENİN AMACI\u003C\u002Fh3>\n\n\u003Cp>Bu işletme Toplu İş Sözleşmesinin amacı, iş sözleşmesinin\nyapılması, muhtevası, yürütümü ve sona ermesi ile ilgili hususları\ndüzenlemek, işyerinde düzenli ve verimli çalışmayı sağlamak, üretimi\nartırmak, işverenin ve işçilerin hak ve menfaatlerini dengelemek,\nkarşılıklı iyi niyet ve güvenle iş barışını sağlamak, taraflar\narasında doğabilecek farklılıkları uzlaştırıcı yollarla\nçözümlemektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2:TARAFLAR VE TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları, T.C. Milli Eğitim Bakanlığının\nüyesi bulunduğu Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri\nSendikası (TÜHIS) 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(TÜHIS) \"İŞVEREN SENDİKASI\",\u003C\u002Fp>\n\n\u003Cp>d)Türkiye Kooperatif, Ticaret, Eğitim ve Büro İşçileri Sendikası\n(KOOP-İŞ) \"İŞÇİ SENDİKASI\",\u003C\u002Fp>\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\nadlandırılmışlar dır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 3: SÖZLEŞMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>Sözleşmenin imzası tarihinde sendika üyesi bulunanlar yürürlük\ntarihinden, imza tarihinden sonra üye olanlar üyeliklerinin sendikaca\nişverene bildirilme tarihinden itibaren sözleşmeden yararlanırlar,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>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 îş 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4: SÖZLEŞMENİN HÜKMÜ\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu iş\nsözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine\naylan bükümlerinin yerini toplu iş sözleşmesindeki hükümler alır. Toplu\niş 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 5: SENDİKA AİDATLARI\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikanın yazılı isteği ve aidat kesilecek üye işçilerin\nlistesini vermesi üzerine, yasal üyelik ve dayanışma aidatlarım işçilere\nyapacağı ücret ödemesinden kesip, Sendikalım göstereceği Banka hesabına\nen geç 30 gün içinde yatırır. İşveren, aidat kesilen üyelerin listesini\nposta veya e-posta yolu ile Sendikanın muhasebe@koopis.org.tr adresine\ngönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6: SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>İşyeri Sendika temsilcilerinin atanması ve görevleri konusunda yasa\nhükümleri uygulanır. Ancak kapsam işyerlerinin tamamında atanacak temsilci\nsayısı baştemsilciler dâhil 450’nin 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 yollarım 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\nhulunmamak,\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 konulan görüşüp karara varmak üzere\nişyerinde yetkili olan işveren temsilcileri ile toplantı yaparlar. Bu\ntoplantı tarafların gerek gördüğü gün ve saatte yapılır.\nGörüşmelerin gündemi ve alınan kararlar üç nüsha tutanakla tespit\nedilir. Tutanağın bir nüshası işveren vekiline, bir nüshası sendika\nşube başkanlığına, bir nüshası da işyeri sendika baş temsilcisine\nverilir. İşyeri sendika baş temsilcisine verilen nüsha sendika temsilcilik\nodasında muhafaza edilir. Periyodik toplantılar dışında lüzumlu hallerde\nyapılacak toplantılarda da aynı uygulama yapılır.\u003C\u002Fp>\n\n\u003Cp>Temsilciler, temsilcilik görevlerini iş saatleri dışında veya işveren\nya da işveren vekilinden izin almak şartıyla iş saatleri içinde\ngerçekleştirirler. Bu görevleri dolayısıyla asıl işlerini\naksatamazlar.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>MADDE 7: SENDİKAL TEMİNATLAR\u003C\u002Fh3>\n\n\u003Cp>A- İşçi kuruluşu yöneticiliğinin güvencesi\u003C\u002Fp>\n\n\u003Cp>İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır.\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>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 başvurulan 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 haklan esas alınır. İşçinin iş\nkanunlarından doğan haklan saklıdır.\u003C\u002Fp>\n\n\u003Cp>B- İşyeri sendika temsilciliğinin güvencesi\u003C\u002Fp>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini haklı bir\nneden olmadıkça ve nedenini yazılı olarak açık ve kesin şekilde\nbelirtmedikçe feshedemez. Fesih bildiriminin tebliği tarihinden itibaren bir\nay içinde, temsilci veya üyesi bulunduğu sendika dava açabilir.\u003C\u002Fp>\n\n\u003Cp>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\ntariki arasındaki ücret ve diğer haklan ödenir. Kararın kesinleşmesinden\nitibaren altı iş günü içinde temsilcinin işe başvurması şartıyla,\naltı iş günü içinde işe başlatılmaması hâlinde, iş ilişkisinin\ndevam ettiği kabul edilerek ücreti ve diğer hakları temsilcilik süresince\nödenmeye devam edilir. Bu hüküm yeniden temsilciliğe atanma hâlinde de\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yazılı nzası 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\u003Cp>C- Sendika özgürlüğünün güvencesi\u003C\u002Fp>\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\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartlan veya çalıştırmaya son verilmesi bakımından herhangi bir aynm\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.n \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri dışmda\nveya işverenin izni ile iş saatleri içinde işçi kuruluşlarının\nfaaliyetlerine katılmaları veya sendikal faaliyette bulunmalarından dolayı\nişten çıkarılamaz veya farklı işleme tabi tutulamaz.\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 nedenle feshedildiğinin tespit\nedilmesi hâlinde, 4857 sayılı Kanunun 21 inci maddesine göre işçinin\nbaşvurusu, işverenin işe başlatması veya başlatmaması şartına bağlı\nolmaksızın sendikal tazminata karar verilir. Ancak işçinin işe\nbaşlatılmaması hâlinde, ayrıca 4857 sayılı Kanunun 21 inci maddesinin\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 dayanmadığım iddia eden işçi, feshin\nsendikal nedene dayandığını ispatla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>Fesih dışmda işverenin sendikal ayrancılık yaptığı iddiasını\nişçi ispat etmekle yükümlüdür. Ancak işçi sendikal ayrımcılık\nyapıldığım 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 haklan\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 8: İLAN TAHTASI YE TEMSİLCİ ODASI\u003C\u002Fh3>\n\n\u003Cp>Fiilen eğitim ve öğretim yapılan işyerleri dışmda kalan ve temsilci\natanmasına esas alınan işyerlerinde; işçilerin görebilecekleri yerlere\nyeteri kadar camlı ve kilitli ilan tahtası konur. Bildiri veya bültenlerde\nyer alan konulardan doğacak sorumluluk sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerine belge, evrak ve kayıtlarım\nmuhafaza edebilmeleri ve çalışmalarım kolaylaştırmaları için fiilen\neğitim ve öğretim yapılan işyerleri dışmda 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 izinler maddesinde yer alan Baştemsilci izin\nsürelerini %50 artırımlı olarak kullanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 9: SENDİKAL İZİNLER\u003C\u002Fh3>\n\n\u003Cp>1-Sendika Baştemsilcisi ve işyeri sendika temsilcilerine asıl işlerim\naksatmamak ve iş disiplinine aykırı olmamak şartıyla temsilcilik\ngörevinin gerektirdiği faaliyetlerde bulunabilmeleri için işverenin izni\nile aşağıda yazılı sürelerde izin verilir.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>A - BASTEMSİLCİ İZNİ:\u003C\u002Fp>\n\n\u003Cp>İl lenelindeki veva isletme merkezindeki İsçi Mevcudu Haftalık Ücretli\nİzin Süresi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>01 - 50 işçi çalıştırılan İşyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>51- 200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>6 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>201- 500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>8 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>500'den fazla işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>10 saat\u003C\u002Fp>\n      \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\nsüresim işyerinde geçirmesi asildir. Ancak, Sendika Merkezi veya Şubesinin\nişverene yapacağı yazılı veya sonradan yazıyla doğrulamak koşulu ile\nsözlü çağrısı üzerine bu süreyi çağrı yapılan yerde de\ngeçirebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B - TEMSİLCİ İZNİ:\u003C\u002Fp>\n\n\u003Cp>II çenelindeki veva isletme merkezindeki İşçi Mevcudu Haftalık Ücretli\nİzin Süresi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>01- 50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>2 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>51- 200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>3 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>201-500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>500'den fazla işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>5 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C-DİĞER İZİNLER:\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, seminer, Yönetim, Denetim,\nDisiplin Kurulu, Genel Kurul ve Temsilciler Meclisi gibi toplantılara\nkatılmaları için Sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenmiş şekline göre ücretli izin verilir. \u003C\u002Fp>\n\n\u003Cp>İl Genelindeki veva İşletme Merkezindeki İsçi Mevcudu Süresi Yıllık\nToplam Ücretli İzin\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>01 - 5 0 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>20 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>51- 100 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>30 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>101- 200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>40 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>201- 500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>60 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>501-1000 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>80 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable style=\"height: 64px; width: 439px;\" border=\"1\" width=\"439\">\n  \u003Ctbody>\n    \u003Ctr style=\"height: 64px;\">\n      \u003Ctd style=\"height: 64px; width: 429px;\">\u003Cp>1000'den fazla işçi\n        çalıştırılan işyerinde İşçi sayısının %10'u kadar gün.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayn 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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 10: YAZIŞMALAR\u003C\u002Fh3>\n\n\u003Cp>Taraflar birimleriyle olan her türlü yazışmalarda, en geç 15 işgünü\niçinde cevap vermeyi kabul ederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11: SENDİKA YÖNETİCİLERİNİN GÖRÜŞME İSTEKLERİ\u003C\u002Fh3>\n\n\u003Cp>Sendika yöneticileri; işveren veya vekillerine önceden haber vermek\nşartı ile işyerine giderek; üyelerle öğle paydosunda görüşme\nyapabilirler. Keza Sendika yöneticileri işveren veya vekillerine haber vermek\nşartıyla mesai saatleri içinde de üyelerle görüşebilirler. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 12: DENEME SÜRESİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Deneme süresi 30 gündür. Bu süre içinde taraflar iş sözleşmelerini\nbildirimsiz ve tazminatsız feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 13: GÖZALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLATMA\u003C\u002Fh3>\n\n\u003Cp>1-Gözaltına alman işçiler bunu belgeledikleri takdirde kanuni gözaltı\nsüresince 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 karan 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 alman\nişçinin eski kıdem haklan saklıdır. \u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç) yargılanmalan\ntutuklu olarak devam ederken doksan gün, içinde tahliye edilenlerin bir hafta\niçinde başvurması halinde işveren tarafından tekrar işe alınırlar.\nBilahare hüküm giymeleri halinde hizmet akitleri münfesih sayılır.\nŞukadarki 5. fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5- Adi suçlardan yargılanmaları tutuklu olarak dev am 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\nsuretle 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>\u003C\u002Fp>\n\n\u003Ch3>MADDE 14: İŞ SÖZLEŞMESİNİN FESHEDİLEMEYECEĞİ HALLER\u003C\u002Fh3>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15: İHBAR ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>İhbar önelleri konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 16: KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cp>Kıdem tazminatı konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 17: HAFTALIK ÇALIŞMA SÜRESİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>İşyerinde haftalık çalışma süresi toplam 45 saattir. Bu süre beş\ngün üzerinden düzenlenir. Pazar günü hafta tatilidir. Cumartesi günü\nişçiler dinlendirilir. Ancak,haftalık çalışma süresi in 6 işgününe\nbölünerek uygulandığı işyerlerinde bu uygulamaya devam edilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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, Hizmet\nİçi Eğitim Enstitüleri\u002FASO ile Halk Eğitim Merkezleri\u002FASO’da ilgili\nmevzuat çerçevesinde Bakanlık tarafından yerine getirilmesi gereken\ngörevlerden olan kurs, eğitim, sınav ve 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' sözleşmenin\nbirinci yılı birinci altı ayında 123,20 TL; sözleşmenin birinci yılı\nikinci altı ayında 129,36 TL ödenir. Bu ödeme, toplu iş sözleşmesinin\nikinci yılı birinci ve ikinci altı aylarında ücret zammı oranında ve\nücretin zamlandığı tarih itibariyle artırılarak uygulanacaktır. Ayrıca,\nbu maddenin birinci paragrafında belirtilen haftalık çalışma süresinin\ngerek beş, gerekse altı güne bölünerek uygulandığı iş yerlerinden\nkömür kalorifer sistemi ile ısıtılan okullar ile üç öğün yemek\nverilen yatılı eğitim kuramlarına münhasır olmak kaydıyla; bu\nişyerlerinde tüm çalışma sistemlerinin uygulanmasına rağmen personel\nyetersizliğinden dolayı işçilerin dinlenme günlerinde kaloriferci ve\naşçı olarak çalışanlardan her bir meslekten bir, ancak ihtiyaç olması\nhalinde sadece aşçı sayısı toplam iki ile sınırlı olmak üzere,\nişveren tarafından göreve çağrılan; mesleği icra edebileceğine dair\nehliyet veya belgeye sahip aşçı ve kaloriferci işçiye, fiilen kalorifer\nyaktıkları ve yemek pişirdikleri bu günler için de aynı ödeme\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu işçilere ayrıca fazla mesai ücreti tahakkuk ettirilmez. Bu ödeme\nsosyal yardım farkının hesabında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 18: FAZLA ÇALIŞMA VE FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Haftalık 45 saati aşan çalışmalar fazla çalışmadır. İşçilere\nkanuni süreleri aşmamak üzere fazla çalışma yaptırılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>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>\n\n\u003Cp>Fazla çalışma yapan işçi isterse, bu çalışmalar karşılığı\nzamlı ücret yerine, fazla çalıştığı her saat karşılığında bir saat\nelli dakikayı; fazla çalışmanın %100 olarak uygulandığı durumlarda ise\niki saati serbest zaman olarak kullanabilir.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışmalım hesabında yarım saatten az olan süreler yarım saat,\nyarım saati aşan süreler ise bir saat sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>MADDE 19: ULUSAL BAYRAM - GENEL TATİL VE HAFTA TATİLİ GÜNLERİ VE\nÖDENECEK ÜCRETLER\u003C\u002Fh3>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil günleri yasalarda belirtilen günlerdir.\nİşçilerin bu günlerde çalışmalarına ihtiyaç duyulması halinde,\nolağanüstü durumlar hariç önceden haber verilir. \u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil günlerinde çalıştırılmasına lüzum\ngörülmeyen işçilere o gün için 1 yevmiye, çalıştırılan işçilere\nise o gün için toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye\ndâhil) ödenir.\u003C\u002Fp>\n\n\u003Cp>Hafta tatiline hak kazanan, işçilerden, hafta tatili günlerinde\nçalışmayıp izin yapanlara her hafta tatili günü için bir iş\nkarşılığı olmaksızın bir yevmiye ödenir. Hafta tatili günü tam\nçalıştırılan işçilere, çalıştırıldıkları hafta tatili günleri\niçin toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye dâhil)\nödenir.\u003C\u002Fp>\n\n\u003Cp>Hafta tatili gününün Ulusal Bayram ve Genel Tatil gününe rastlaması\nve' işçinin 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\noram %100 olarak uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 20: İŞÇİNİN ÇALIŞIP ÇALIŞMADIĞINDA İHTİLAFLAR\u003C\u002Fh3>\n\n\u003Cp>İşçinin çalışma- süresim tevsik edecek belge, kendisine ait imza\ncetveli veya puantaj cetvelidir. Her işçi, işe haşladığı ve işten\nçıktığı saat için, kendisine ait imza cetvelini1 usulüne göre\nimzalamakla görevlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 21: YILLIK ÜCRETLİ İZİN\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaystxt\">\u003Cp>Kamu işyerlerindeki hizmet süresi;\u003C\u002Fp>\n\n\u003Cp>a)1 yıl ile 5 yıl arasında hizmeti olan üyelere (20),\u003C\u002Fp>\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>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, 18 ve daha küçük yaştaki işçilerle 50 ve daha yukan yaştaki\nişçilere verilecek\u003C\u002Fp>\n\n\u003Cp>yıllık 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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 22: DİĞER İZİNLER \u003C\u002Fh3>\n\n\u003Cp>A-Ücretli izinler\u003C\u002Fp>\n\n\u003Cp>1)İşçiye, işverence uygun görülmek kaydıyla yılda 6 güne kadar\nücretli mazeret izni verilebilir. Bu izinlerin kullanılması, bir defada bir\nsaatten az, bir günden fazla olamaz.\u003C\u002Fp>\n\n\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-paidpaternityleavetxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3)İşçinin eşinin doğum yapması halinde 5 gün,evlat edinmesi halinde 3\ngün,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>4)İşçinin ana, baba, eş, çocuk veya kardeşinin ölümü halinde 5\ngün, kayınvalide veya kayınpeder ölümü halinde 3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5)İşçilerin yangın, su baskım, deprem gibi doğal afetlere maruz\nkalmaları halinde 7 güne kadar, ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yukarıda sayılan olayların ortaya çıkmasından itibaren bir\nhafta iç'nde (belgelendirmek kaydıyla) kullanılır. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>6)Analık izinleri konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>7)Üyenin eş, çocuk, ana ve babasının kanser, verem gibi ağır ve acil\ntedavi gerektiren hastalığa maruz kalmalarında ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde, başka bir\nrefakatçi olmadığı durumlarda üyeye, yılda 10 güne kadar ücretli\nrefakat izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B-Ücretsiz İzin\u003C\u002Fp>\n\n\u003Cp>İşçinin geçerli olabilecek mazereti olması durumunda işverenin de\nuygun görmesi halinde yılda 3 (üç) aya kadar ücretsiz izin verilebilir. Bu\nizinlerin kullanılması bir defada 10 günden az olamaz.\u003C\u002Fp>\n\n\u003Cp>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 bu\nsüre bir katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 23: ASKERLİK İZNİ\u003C\u002Fh3>\n\n\u003Cp>Askerlik ve Kanundan doğan çalışma konusunda, 4857 Sayılı Kanunun\n31.maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24: ÜCRETİN TARİKİ VE ÜCRET HESAP PUSULASI\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamında çalışan işçiler günlük ücret\nprensibi ile çalıştadırlar. Ücretin tahakkuk ve ödenmesinde mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, personel kimlik kartı de işyerinde veya bankaya yaptığı\nödemelerde ücret hesabım gösterir imzalı veya işyerinin özel işaretini\ntaşıyan bir ücret hesap pusulasım işçiye vermek zorundadır.\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 asd\nücrete yapılan her çeşit eklemeler tutannın ve vergi, sigorta primi, avans\nmahsubu, nafaka ve icra gibi her çeşit kesintilerin ayrı ayrı gösterilmesi\ngerekir.\u003C\u002Fp>\n\n\u003Cp>Promosyonlar konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 25: ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>A- TABAN ÜCRET:\u003C\u002Fp>\n\n\u003Cp>01.01.2021tarihinde günlük brüt çıplak ücretleri; 136,67 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 136,67TL’ye\nçekilecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>B- BİRİNCİ YIL BİRİNCİ ALTI AY ZAMMI:\u003C\u002Fp>\n\n\u003Cp>01.01.2021tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(A) fıkrasındaki taban ücrete çekildikten sonra 01.01.2021 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.01.2021 tarihinden geçerli olmak\nüzere birinci yd birinci altı ay için % 12 (Yüzde On İki) oranında zam\nyapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C- BİRİNCİ YIL İKİNCİ ALTI AY ZAMMI:\u003C\u002Fp>\n\n\u003Cp>01.07.2021tarihinde işyerlerinde çalışmakta olan işçilerin, 30.06.2021\ntarihindeki günlük brüt çıplak ücretlerine 01.07.2021 tarihinden geçerli\nolmak üzere birinci yd ikinci altı ay için % 5 (Yüzde beş) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumu’nun 2003—100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2021 İndeks sayısının, Haziran 2021\nİndeks sayısma göre değişim oranının % S (Yüzde beş)’i aşması\nhalinde aşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı\noranına ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>D- İKİNCİ YIL BİRİNCİ ALTI AY ZAMMI:\u003C\u002Fp>\n\n\u003Cp>01.01.2022tarihinde işyerlerinde çalışmakta olan işçilerin, 31.12.2021\ntarihindeki günlük brüt çıplak ücretlerine 01.01.2022 tarihinden geçerli\nolmak üzere ikinci yıl birinci altı ay için % 5 (Yüzde beş) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2022 İndeks sayısının, Aralık 2021\nİndeks sayısına göre değişim oranının % 5’i (Yüzde beş) aşması\nhalinde aşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı\noranına ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>E- İKİNCİ YIL İKİNCİ ALTI AY ZAMMI:\u003C\u002Fp>\n\n\u003Cp>01.07.2022tarihinde işyerlerinde çalışmakta olan işçilerin 30.06.2022\ntarihindeki günlük brüt çıplak ücretlerine 01.07.2022 tarihinden geçerli\nolmak üzere ikinci yıl ikinci altı ay için % 5 (Yüzde beş) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak Türkiye İstatistik Kurumu’nun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2022 İndeks sayısının, Haziran 2022\nİndeks sayısına göre değişim oranının % 5’i (Yüzde Beş) aşması\nhalinde aşması halinde aşan kısmın tamamı, ikinci yıl ikinci altı\nayının son günündeki ücrete takip eden ayın birinci gününden geçerli\nolmak üzere (01.01.2023 tarihinden geçerli olmak üzere işçilerin\n31.12.2022 tarihindeki günlük brüt çıplak ücretlerine) ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>F- Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra,\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları ve sendikaya üye olmaları kaydıyla, üyeliklerinin işverene\nbildirildiği tarihi takip eden aybaşından geçerli olmak üzere, günlük\nbrüt çıplak ücretleri; sözleşmenin birinci yılı birinci alü ayında\nişe başlayanlar için 140,00 TL\u002FGün, sözleşmenin birinci yılı ikinci\naltı ayında işe başlayanlar için 147,00 TL\u002FGün olarak uygulanacaktır. Bu\nişe giriş ücreti sözleşmenin ikinci yılında ise ücret zammı oranında\nve ücretin zamlandığı tarih itibariyle artırılarak uygulanır. İlk defa\nişe alman bu işçilere işe alındıkları dönem için öngörülen ücret\nzamları ayrıca uygulanmaz, ancak takip eden dönemlerin ücret zaml arından\nyararlandırılırlar. (Örneğin; sözleşmenin birinci yılı ikinci altı\nayında ilk defa işe alınacak işçinin yukarıdaki esaslara göre 147,00\nTL\u002FGün olarak tespit edilen işe giriş ücretine işe almdığı döneme ait\nücret zammı uygulanmayacak, takip eden dönemlerin ücret zamları\nuygulanacaktır). Ancak, bu uygulama sebebiyle sonradan işe alınan\nişçilerin ücretleri hiç bir şekilde kendinden kıdemli işçilerin\nücretini geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük başlangıç tarihinden\nitibaren kapsam işyerlerine devren gelecek işçilerden, toplu iş\nsözleşmesinden yararlanmaya başlayanların fiili günlük ücretleri; ilk\ndefa işe alınacak işçinin işe giriş ücretinin altında kalır ise toplu\niş sözleşmesinden yararlanma tarihini takip eden aybaşından geçerli\nolarak mevcut günlük ücretleri işe giriş ücretine yükseltilir, üstünde\nise fiili günlük ücretini almaya devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly2_trigger\">\u003Ch3>MADDE 26: İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh3>\n\n\u003Cp>A)İLAVE TEDİYE:\u003C\u002Fp>\n\n\u003Cp>İşçilere, 6772 sayılı kanun esaslarına göre ilave tediye ödenir.\u003C\u002Fp>\n\n\u003Cp>B)İKRAMİYE:\u003C\u002Fp>\n\n\u003Cp>her sözleşme yılının Mart ve Eylül aylarının ilk haftası içinde\n30’ ücretleri tutarında iki ikramiye ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu ikramiyelerin ödenmesinde, işverence verilen her türlü ücretli\nizinler ile 4857 sayılı Kanunun 55.maddesinde sayılan süreler\nçalışılmış gibi dikkate alınır. İkramiyeler, çalışılan süre ile\norantılı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 27: SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere her ay için sözleşmenin birinci yılı birinci\naltı ayında 476,03 TL\u002FAy, sözleşmenin birinci yılı ikinci altı aymda\n499,83 TL\u002FAy Sosyal Yardım 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\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MÂDDE 28- HİZMET ZAMMI:\u003C\u002Fh3>\n\n\u003Cp>Taraf sendika üyesi işçilere çahşüklan Kamu Kurum veya\nKuruluşlarında geçirdikleri her tam hizmet -yılı için hiçbir ödemeyi\netkilememek ve müktesep hak sayılmamak kaydıyla 01.01.2021 tarihinden\nitibaren uygulanmak üzere brüt 7,00 TL\u002FAy hizmet zammı verilir. 696 sayılı\nKHK ile sürekti işçiliğe geçen işçiler için kıdeme esas yıl\nbaşlangıcı sürekli işçiliğe geçilen 02.042018 tarihidir. Hizmet zammı\nsosyal yardım farkının hesabında dikkate alınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 29: YEMEK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşçilere; işyerinde fiilen çalıştıktan günlerde bir öğün, 2000\nkalorilik doyurucu yemek, ücretsiz verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, yemek saatinde işyeri dışında görevli olanlara, Ramazan ayında\noruç tutanlara, sağlık kurulu raporu ile perhizli olduğunu belgeleyenlere\nve yemek çıkarılması veya verilmesi mümkün olmayan işyerlerinde\nçalışan işçilere fiilen çalıştıkları her gün için sözleşmenin\nbirinci yılı birinci altı aymda 14,54 TL\u002FGün, sözleşmenin birinci yılı\nikinci altı ayında 15,27 TL\u002FGün yemek yardımı 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\nartırılarak uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 30: VASITA YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere; işe geliş ve gidişlerini temin, etmek\namacıyla, fiilen çalıştıkları her gün sözleşmenin birinci yılı\nbirinci altı aymda 15,29 TL\u002FGün, sözleşmenin birinci yılı ikinci altı\naymda 16,05 TL\u002FGün vasıta yardımı öder.\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\u003Cp>İşveren vasıtaları ile taşımalarda ve işletme içindeki lojmanlarda\noturanlara vasıta yardımı ödenmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 31: GİYİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, sözleşmenin\nbirinci yıb birinci altı aymda her ay 27,56 TL\u002FAy, sözleşmenin birinci\nyılı ikinci altı aymda her ay 28,94 TL\u002FAy giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oramnda ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>MADDE 32: EYLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin birinci yılı birinci altı ayında evlenenlere 269,35 TL,\nsözleşmenin birinci yılı ikinci altı ayında evlenenlere 282,82 TL evlenme\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, sözleşmenin ikinci yılı birinci ve ikinci altı aylarında\niicret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılacak ve evlenme olayının olduğu sözleşme dilimine tekabül eden\ntutarlar üzerinden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 33: DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşçinin eşinin veya kendisinin; sözleşmenin birinci yılı birinci\naltı ayında doğum yapması halinde 134,75 TL, sözleşmenin birinci yılı\nikinci altı ayında doğum yapması halinde 141,49 TL doğum yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, sözleşmenin ikinci yılı birinci ve ikinci altı aylarında\nücret 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. Bıryardım çocuğun ölü doğması halinde de yapılır, bu\ndurumda işçiye ayrıca ölüm yardımı ödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 34: ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>1)Üyenin eşi, çocuğu, ana ve babasının ölümü halinde kendisine\nsözleşmenin birinci yılı birinci altı ayında 404,06 TL, sözleşmenin\nbirinci yılı ikinci altı ayında ölümü halinde kendisine 424,26 TL,\u003C\u002Fp>\n\n\u003Cp>2)Üyenin ölümü halinde kanuni mirasçılarına sözleşmenin birinci\nyılı birinci altı ayında\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Cp>3)Üyenin iş kazası sonucu ölümü halinde kanuni mirasçılarına\nsözleşmenin birinci yılı birinci altı ayında ölümü halinde 1.077,20\nTL, sözleşmenin birinci yılı ikinci altı ayında ölümü halinde kanuni\nmirasçılar',na 1.131,06 TL, ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödemeler, sözleşmenin ikinci yılı birinci ve ikinci altı aylarında\nücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılacak ve ölüm olayının olduğu sözleşme dilimine tekabül eden\ntutarlar üzerinden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Ancak yukarıda belirtilen ödemelerin yapılabilmesi için işçi veya\nkanuni varisleri ölüm olayım belgelendirmek mecburiyetindedirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch3>MADDE 35: EK ÖDEME\u003C\u002Fh3>\n\n\u003Cp>İşçilere, müktesep bak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, toplu iş sözleşmesinin birinci yılında yılda bir defa ve\nTemmuz ayında brüt 1.164,60 (Binyüzaltmışdörtliraaltmışkuruş) TL ek\nödeme yapılacaktır.\u003C\u002Fp>\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 %12 ve\nikinci altı ay zammı olan %5 hariç) oranında arttırılarak ödenecektir.\nEk ödemenin ödendiği tarihten sonraki ücret zamları yeni dönem ek ödeme\nmiktarına yansıtılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.Ek\nödeme sosyal yardım farkının hesabında dikkate alınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 36: HARCIRAH\u003C\u002Fh3>\n\n\u003Cp>Bütçe Kanunu ve Harcırah Kanunu Hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 37: ENGELLİ İŞÇİLER İLE İLGİLİ HUSUSLAR\u003C\u002Fh3>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır. Ancak, engelli işçilerin\nçalıştırılmalarına yönelik süreler, çalışürılacaklan işler ve bu\nişlere ilişkin işyerlerinin engellerine uygun hale getirilmesi için,\nişverence gerekli tedbirler alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>MADDE 38: İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cp>İşveren, iş sağlığım korumak ve iş güvenliğini sağlamak amacıyla\nişyerinde “îş Sağlığı ve Güvenliği Mevzuatı” hükümlerine uygun\nolarak 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 çahştınlmaması gibi).v\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Bu toplu iş sözleşmesinden yararlanan işçilere “İş Sağlığı ve\nGüvenliği Mevzuatı” nm ilgili hükümleri uyarınca işverence koruyucu\ngiyim eşyası verilir. İşçiler iş esnasında bu eşyaları giymeye özen\ngösterir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39: İŞ VE İŞYERİ DEĞİŞİKLİĞİ VE NAKİLLER\u003C\u002Fh3>\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 bağh 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 bağh il veya ilçe hudutlan 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 işçimn 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 hudutlan dışındaki bir işyerine nakledilen işçiler 6 iş günü\niçinde yeni işyerlerinde göreve başlarlar ve bu sürelerde ücretli izinli\nsayılırlar.\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\nkurumları mezunlan, kurumda ihtiyaç duyulan mesleki işlerde veya\neğitimlerine uygun işlerde görülen hizmetlerin aksamasına meydan\nvermeyecek şekilde görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-TRAINING_trigger\">\u003Ch3>MADDE 40: EĞİTİM\u003C\u002Fh3>\n\n\u003Cp>T.C. Milli Eğitim Bakanlığı ile KOOP-İŞ Sendikası birlikte Merkez ve\nTaşra teşkilatında çalışan işçi ve işveren vekillerine yönelik olarak\neğitim programlan düzenler. Talep edilmesi halinde TÜHİS eğitici desteği\nsağlayabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Ch3>MADDE 41: HASTALIK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Hastalık yardımı konusunda Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu hükümleri uygulanır. Üyenin Sosyal Güvenlik Kurumunca ödenmeyen\nilk iki günlük ücreti işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>3713 sayılı Terörle Mücadele Yasası hükümlerine göre sosyal\ngüvenlik destek primi ödeyerek işyerinde çalışmakta olan vazife malulü\nişçilerin Sosyal Güvenlik Mevzuatına uygun hastanelerden aldıkları\nistirahat raporları ile muayene ve tedavide kaldıkları süreler için\nücretlerinden herhangi bir kesinti yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 42: HASAR VE ZARAR TESPİTİ\u003C\u002Fh3>\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\nmiktarım tespit eder.\u003C\u002Fp>\n\n\u003Cp>c)Komisyonun karan 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 İş Kanunundan doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 43: İŞE BAŞLAMA VE GEÇ GELMELER\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 44: MAKİNE - ARAÇ VE GEREÇ BAKIMI\u003C\u002Fh3>\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 bakımlarım yapmakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 45: DİSİPLİN KURULU VE DİSİPLİN CEZALARI I- DİSİPLİN\nKURULUNUN KURULUŞU VE ÇALIŞMA ŞEKLİ:\u003C\u002Fh3>\n\n\u003Cp>A)Kuruluşu:\u003C\u002Fp>\n\n\u003Cp>a)Bakanlık Merkez Teşkilatında sözleşmenin imza tarihinden itibaren 30\ngün içinde bir İşçi Merkez Disiplin Kurulu teşekkül ettirilir. Bakanlık\nMerkez Teşkilatı dışındaki birimlerin iş yoğunluğu dikkate alınarak,\nişçi sendikası ile konuyu görüşerek aşağıdaki esaslar dâhilinde\nDöner Sermayeler ve İl Müdürlükleri bazında olmak kaydıyla bir veya\nbirden çok Disiplin Kurulu kurulabilir. Bu Disiplin Kurulları yaptıkları\ninceleme neticesinde “işten çıkarma” cezasını gerektirdiğini\ndüşündüğü fiillerde karar verilebilmesi için olayı, belgeleri ile\nbirlikte İşçi Merkez Disiplin Kuruluna intikal ettirir. Ancak, işbu toplu\niş sözleşmesinin “Disiplin Cezalan” başlıklı II numaralı alt\nbendinin 1. fıkrasında işverene resen (Disiplin Kuruluna intikal ettirmeden)\nfesih yetkisi verilen hallerde (Tutukluluk, Gözaltına alınma halleri dâhil)\nkonu hiçbir şekilde Merkez Disiplin Kuruluna intikal ettirilmez.\u003C\u002Fp>\n\n\u003Cp>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\u003C\u002Fp>\n\n\u003Cp>zaman değiştirme hakkına sahiptir. Taraflar kurul üyelerini ve yapılan\ndeğişikliği diğer tarafa yazı ile yedi gün içerisinde bildirir.r\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\u003Cp>B)Çalışma Şekli:\u003C\u002Fp>\n\n\u003Cp>Olayın disiplin kurulunca ele alınması ve incelenmesi aşağıdaki\nşekilde yapılır.\u003C\u002Fp>\n\n\u003Cp>a)Disiplin kurulundan geçirilecek olay, işveren vekili tarafından\ndisiplin kuruluna bir yazı ile intikal ettirilir. Bu yazıya; varsa olayla\nilgili belge, bilgi ve tutanaklar eklenir, işveren vekilince gerek görülmesi\nhalinde olay, müfettiş veya muhakkik ön incelemesine tabi tutulabilir. Bu\ndurumda teklif içermeyen müfettiş veya muhakkik raporu disiplin kuruluna\nsunulur.\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 ilgililerin savunmasını alarak, savunmadan imtina edenler olur ise\nbu durumu bir tutanağa bağlayarak altı işgünü içinde sonuçlandırır ve\nsonucu işveren vekiline bildirir. Olayın özelliği icabı altı işgünlük\nsüre içinde sonuçlanmayacağı anlaşılır ise bu süreye en çok üç\nişgünü ilave yapılır, işçi Merkez Disiplin Kuruluna intikal eden ve\nyerinde inceleme veya tahkikat yapılmasını gerektiren olaylarda; (a)\nbendindeki müfettiş veya muhakkik incelemesi dahil yerinde yapılan inceleme\nve tahkikat süresi bu süreye ilave edilir.\u003C\u002Fp>\n\n\u003Cp>d)Disiplin Kurulu; kararlarım çoğunlukla verir. Oy eşitliği halinde,\nbaşkanın oyunun tarafı çoğunluğu sağlamış sayılır. Kurul tarafından\nalınan kararlara ilişkin imzalı karar tutanağı; karara ilişkin evrak,\nbelge, bilgi ve varsa ifade tutanakları ile birlikte işyeri idaresine\nverilir.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin Kurulu kararlan işverenin onayı ile uygulamaya konulur ve\nnetice tebligat hükümlerine göre işçiye tebliğ edilir, işveren, Disiplin\nKurulunca verilmiş olunan kararlan işçi lehine değiştirebilir.\u003C\u002Fp>\n\n\u003Cp>II- DİSİPLİN CEZALARI:\u003C\u002Fp>\n\n\u003Cp>1.işveren 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 cezalarım\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\ntanıdığı fesih yetkisini kullanabilir. İşverenin bu şekilde fesih\nyetkisini kullanması halinde, feshin sebebim de belirten bir yazıyı\nsendikaya gönderir.\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 yazalı disiplin kovuşturmasının yapılmış oLması, fiilin\ngenel hükümler kapsamına girmesi halinde, sanık hakkında ayrıca ceza\nkovuşturması açılmasına ve oluşmuş bir işyeri ya da kamu zararı var\nise bu zararın tahsiline yönelik işlemlerin yürütülmesine engel teşkil\netmez.\u003C\u002Fp>\n\n\u003Cp>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 aym olaydan dolayı tekrar Disiplin\nKuruluna gelen üyeye bir üst ceza uygulanır. İşçilere aynı fiillerinden\ndolayı iki ceza verilmez. Ancak işledikleri suçlar iki ayrı cezayı\ngerektiriyorsa sadece en ağır olan suçun cezası verilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin cezasım gerektiren fiil ve haller ve bunların cezalan aşağıda\ngösterilmiştir:\u003C\u002Fp>\n\n\u003Cp>A) İhtar: 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)Borçlarım 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 dışmda iş yapmak,\u003C\u002Fp>\n\n\u003Cp>ı) Çalışma saatlerinde iş arkadaşlarım ve iş araçlarını işlerini\naksatmaya sebep olacak şekilde meşgul\u002Fişgal etmek,\u003C\u002Fp>\n\n\u003Cp>j)Kendisi ile ilgili hastalık belgelerini vc 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\u003Cp>B) Ücret Kesintisini Gerektiren Haller: İşçiden. 1 ile 3 günlüğe\nkadar 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 kuramca belirlenen usul ve esasların yerine getirilmesinde,\ngörevle ilgili resmi belge, araç ve gereçlerin korunması, kullanılması ve\nbakmamdan kusurlu davranmak,\u003C\u002Fp>\n\n\u003Cp>b)Otuz gün içinde İzinsiz ve mazeretsiz bir gün işe gelmemek,\u003C\u002Fp>\n\n\u003Cp>c)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\nen-yakın amirlerine\u003C\u002Fp>\n\n\u003Cp>veya ilgili birimlere bildirmemek,r\u003C\u002Fp>\n\n\u003Cp>g)Yetkili-.olmadığı halde basma, haber ajanslarına veya-radyo ve\ntelevizyon kuramlarına 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>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>c)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 sınırlan 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 taralından verilen işleri yapmamak suretiyle kamu hizmetinin\naksamasına yol\u003C\u002Fp>\n\n\u003Cp>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,\nbakımım yapmamak, hor kullanmak,\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde dikkatsizliği ve tedbirsizliği yüzünden yangına sebep\nolmak,\u003C\u002Fp>\n\n\u003Cp>c)İşe gelmeyen işçinin yerine imza atmak, kartım 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\u003Cp>C ) İşten çıkarma: İşçinin iş akdinin işveren tarafından\nfeshedilmesidir.\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>c)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\nsırlan ifşa\u003C\u002Fp>\n\n\u003Cp>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 esasb\nnoktalanndan birine müteallik\u003C\u002Fp>\n\n\u003Cp>vasıflar veya şartlar kendisinde bulunmadığı halde haiz olduğunu ileri\nsürmek veyahut hakikate uygun olm’ayan bilgi vermek ve beyanda bulunmak\nsuretiyle işçinin işvereni veya işveren vekilini yanıltması,r\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 hırsızbğa 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 bnbınmak,\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\u003Cp>D) Kıyas: İşbu maddede sayılan ve disiplin cezası verilmesini\ngerektiren fiil ve hallere nitelik ve ağırlıkları itibariyle benzer\neylemlerde bulunanlar hakkında, disiplin kurulu; bu madde ile İş Kanununun\nilgili maddeleri ve konuya ilişkin genel mevzuat hükümleri doğrultusunda\ndeğerlendirme yaparak, verilecek cezayı kıyas yoluyla takdir ve tayin\neder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 46: UYUŞMAZLIKLARI VE MÜRACAATLARI DEĞERLENDİRME YÖNTEMİ\u003C\u002Fh3>\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 İl\nMüdürü veya bunların yetkilendireceği işveren vekili ile çözülmeye\nçakşılır.\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 47: YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2021 tarihinden itibaren yürürlüğe\ngirmek ve 31.12.2022 tarihinde sona ermek üzere 24 Ay sürelidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK MADDE: ÖZEL HÜKÜMLER\u003C\u002Fh3>\n\n\u003Cp>A) DEVREN GELEN İŞÇİLERİN SOSYAL YARDIM FARKI\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden önce\nkapsam işyerlerine çeşitli kanunlar ile devren gelen işçilerden 31.12.2020\ntarihinde sona eren toplu iş sözleşmesinin “Devren Gelen İşçilerin\nSosyal Yardım Farkı” başlıklı Ek Maddesinin (A) bendi uygulananlara\n31.12.2020 tarihi itibariyle lehlerine oluşmuş olan “Sosyal Yardım\nFarktan” 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\ntutamnm 850.- TL olduğunu varsayalım. Bu işçinin 01.01.2021 tarihinden\ngeçerli işbu toplu iş sözleşmesi ile belirtilen EK maddedeki esas ve\nusuller çerçevesinde ödenmesi gereken yeni sosyal yardımlar tutan\nvarsayalım ki 700.- TL olsun. Bu örnek işçiye, 01.01.2021 tarihinden\nitibaren ödenmesi gereken 150.- TL Tık “ Sosyal Yardım Farkı” % 5\noranında artış ile 157,50 - TL olarak ödenecektir. Aynı işçinin 700.- TL\nolarak hesaplanmış olan sosyal yardımlar toplamının 01.07.2021 tarihinden\nitibaren 750.-TL cye yükseldiğini varsayalım. Bu durumda 01.07.2021\ntarihinden geçerli olarak ödenmesi gereken 100.- TL (dondurularak ödenen\nsosyal yardım tutan:850 TL- iş bu toplu iş sözleşmesi gereği yeni artış\nile ödenmesi gereken sosyal yardımlar tutan: 750 TL = ödenmesi gereken\nsosyal yardım farkı: 100.-TL) tutarındaki “sosyal yardım farkı” % 5\nartış ile 105 TL olarak ödenecektir. “Sosyal Yardım Farkı” her\ndeğiştiğinde, işbu örnekte yer verilen hesaplamalım esas ve usulleri\ndikkate 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\u003Cp>B)MEB DÖŞE İŞLETMESİ MÜDÜRLÜĞÜ İŞYERLERİNE İLİŞKİN ÖZEL\nHÜKÜMLER\u003C\u002Fp>\n\n\u003Cp>1) MEB Döner Sermaye İşletmesi (DÖŞE) Müdürlüğü 10 no Tu\nişkolunda faaliyet gösteren işyerlerinde işin gereği olarak kapalı devre\nçalışması yapılması halinde, hizmetine ihtiyaç duyulan işçiler bu\nçalışma sistemine uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>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 ayn 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 Karan 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 olduklan tahakkuk kuralları dikkate alınmak suretiyle aynı esas ve\nusuller çerçevesinde Ödenir. Bu hüküm kapsamında ödeme yapılan\nişçilere; çıplak ücretleri ve toplu iş sözleşmesi ile öşgörülen\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 kararlan gereğince fazla\nçalışma ve tatil ücretine hükmedildiğinde ya da herhangi bir mevzuata\ndayanarak farklı bir ödeme öngörüldüğünde, bu madde gereğince yapılan\nödemeye son verilir, yapılmış ödemeler var ise yapılacak ödemelerden\nmahsup edilir. Yapılan ödeme yapılacak ödemelerden fazla ise yapıldığı\nay sayısı kadar taksitlendirme ile işçiden tahsil edilir..Aynca 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’lu\nişkolunda faaliyet gösteren işyerlerinde çalışan işçilere başka bir\nödemeyi etkilememek kaydıyla her ay için tahakkuk ettirilen çıplak\nücretleri tutarının yüzde 10’unun prim olarak ödenmesi uygulaması ile\nsöz konusu 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.r\u003C\u002Fp>\n\n\u003Cp>C)HAYAT BOYU ÖĞRENME GENEL MÜDÜRLÜĞÜ İŞYERLERİNE İLİŞKİN ÖZEL\nHÜKÜMLER (SURİYELİ ÇOCUKLARIN TÜRK EĞİTİM SİSTEMİNE ENTEGRASYONUNUN\nDESTEKLENMESİ PROJESİ (PİKTES 2) KAPSAMINDA ÇALIŞAN ÖĞRETİCİLER\nİÇİN)\u003C\u002Fp>\n\n\u003Cp>Bu proje (PİKTES) kapsamında çalışan sendika üyesi öğreticilere bu\ntoplu iş sözleşmesinin tüm hükümleri uygulanacaktır. Ancak; toplu iş\nsözleşmesinin “İlave Tediye ve İkramiye” başlıklı 26. maddesinin\n“İkramiye” başlıklı “B” bendi uygulanmayacaktır. İlave Tediye”\nbaşlıklı “A” bendi ise uygulanacaktır. Yürürlükte bulunan toplu iş\nsözleşmesinin “Hastalık Yardımı” başlıklı 41 ncı maddesi, “İş\nve İşyeri Değişikliği ve Nakiller” başlıklı 39. maddesi ile\n“Ücretin Tarifi ve Ücret Hesap Pusulası” başlıklı 24. maddesinin ilk\nparagrafının ilk cümlesi yerine (PİKTES) projesi kapsamında, öğreticiler\nile yapılan iş sözleşmelerinde yer alan hükümler geçerli olacaktır.\nAyrıca, yürürlükte bulunan toplu iş sözleşmesinin “EK MADDE: ÖZEL\nE1ÜKUMLER” başlıklı maddesinin “A” ve “B” bentleri uygulama\ndışı tutulacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE: 1- FARKLARI ÖDEME ZAMANI\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar, kurumun\nbütçe imkanları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE-.2\u003C\u002Fh3>\n\n\u003Cp>11.08.2021 tarihinde imzalanan 2021 Yılı Kamu Toplu İş Sözleşmeleri\nÇerçeve Anlaşma Protokolünün 8.maddesinde yer alan “Kamu kurum ve\nkuruluşlarında çalıştırılan geçici işçiler kanuni düzenleme\nyapılarak daimi işçi kadrolarına geçirilmesi yönünde gerekli yasal\ndüzenleme çalışmaları başlatılacaktır” hükmü taraflarca dikkate\nalınacaktır.\u003C\u002Fp>\n\n\u003Cp>MEB BÜRO TOPLU İŞ SÖZLEŞMESİ SOSYAL YARDIM SEYRİ\u003C\u002Fp>\n\n\u003Cp>01.01.2021\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable style=\"width: 0px;\" border=\"1\" width=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>01.01.2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>YEMEK YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>14,54\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>SOSYAL YARDIM\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>476,03\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>VASITA YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>15,29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>GİYİM YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>27,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>EVLENME YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>269,35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>DOĞUM YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>134,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>ÖLÜM YARDIMI (Ana-Baba-Eş)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>404,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>ÖLÜM YARDIMI (İşçi)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>673,30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 196.516px;\">\u003Cp>ÖLÜM YARDIMI (İş Kazası)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 58.5625px;\">\u003Cp>12,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 87.2188px;\">\u003Cp>1.077,20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3125px;\">\u003C\u002Ftd>\n      \u003Ctd style=\"width: 68.3594px;\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>01.07.2021\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>01.07.2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>YEMEK YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>15,27\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>SOSYAL YARDIM\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>499,83\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>VASITA YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>16,05\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>GİYİM YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>28,94\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>EVLENME YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>282,82\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>DOĞUM YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>141,49\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>ÖLÜM YARDIMI (Ana-Baba-Eş)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>424,26\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>ÖLÜM YARDIMI (İşçi)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>706,97\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"235\">\u003Cp>ÖLÜM YARDIMI (İş Kazası)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>5,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>1.131,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>%01.07.2021\u003C\u002Fp>\n\n\u003Cp>Ek Ödeme:1.109,14 (Temmuz 2021)\u003C\u002Fp>\n\n\u003Cp>TOPLAM SOSYAL YARDIMLAR {Sosyal Yardım, Yemek, Vasıta, Giyim)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp>01.01.2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>01.07.2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp>1.159,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>1.217,81\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":42,"contracttrial":46,"contracttrialperiod":50,"contractseverancepay":54,"severance_number":58,"sicknesspaytxt":62,"disabilitypaytxt":66,"healthandsafetypolicy":70,"healthandsafetyext":73,"protectiveclothing":77,"paidmaternityleave":81,"paidmaternityleaveduration":85,"paidpaternityleave":87,"paidpaternityleavetxt":91,"childcare":93,"deathrelatives":97,"marriage":101,"discrimination":104,"sexualhar":108,"violence":112,"hourspweek_select":114,"dayspweek_select":118,"MAXHOURS_trigger":120,"PAIDLEAV_trigger":124,"bankholidays1":128,"holidaystxt":132,"SCHEDULE_trigger":136,"schedulesrestpw":140,"TRADEUNLEAV_trigger":142,"LOWWAGE_trigger":146,"wageincreaseperc1":150,"ONCEONLY_trigger":154,"onceonly2_trigger":158,"OVERTIME_trigger":162,"COMMUTE_trigger":166,"SENIOR_trigger":170,"MEALALL_trigger":173,"coverunion_trigger":177},{"bindId":43,"name":44,"text":45},"TRAINING_trigger","MADDE 40: EĞİTİM T.C. Milli Eğitim Bakan","MADDE 40: EĞİTİM\n\nT.C. Milli Eğitim Bakanlığı ile KOOP-İŞ Sendikası birlikte Merkez ve\nTaşra teşkilatında çalışan işçi ve işveren vekillerine yönelik olarak\neğitim programlan düzenler. Talep edilmesi halinde TÜHİS eğitici desteği\nsağlayabilir.",{"bindId":47,"name":48,"text":49},"contracttrial","MADDE 12: DENEME SÜRESİ Deneme süresi 30","MADDE 12: DENEME SÜRESİ\n\nDeneme süresi 30 gündür. Bu süre içinde taraflar iş sözleşmelerini\nbildirimsiz ve tazminatsız feshedebilirler.",{"bindId":51,"name":52,"text":53},"contracttrialperiod","Deneme süresi 30 gündür. Bu süre içinde ","Deneme süresi 30 gündür. Bu süre içinde taraflar iş sözleşmelerini\nbildirimsiz ve tazminatsız feshedebilirler.",{"bindId":55,"name":56,"text":57},"contractseverancepay","MADDE 16: KIDEM TAZMİNATI Kıdem tazminat","MADDE 16: KIDEM TAZMİNATI\n\nKıdem tazminatı konusunda mevzuat hükümleri uygulanır.",{"bindId":59,"name":60,"text":61},"severance_number","Kıdem tazminatı konusunda mevzuat hüküml","Kıdem tazminatı konusunda mevzuat hükümleri uygulanır.",{"bindId":63,"name":64,"text":65},"sicknesspaytxt","MADDE 41: HASTALIK YARDIMI Hastalık yard","MADDE 41: HASTALIK YARDIMI\n\nHastalık yardımı konusunda Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu hükümleri uygulanır. Üyenin Sosyal Güvenlik Kurumunca ödenmeyen\nilk iki günlük ücreti işveren tarafından ödenir.\n\n3713 sayılı Terörle Mücadele Yasası hükümlerine göre sosyal\ngüvenlik destek primi ödeyerek işyerinde çalışmakta olan vazife malulü\nişçilerin Sosyal Güvenlik Mevzuatına uygun hastanelerden aldıkları\nistirahat raporları ile muayene ve tedavide kaldıkları süreler için\nücretlerinden herhangi bir kesinti yapılmaz.",{"bindId":67,"name":68,"text":69},"disabilitypaytxt","3)Üyenin iş kazası sonucu ölümü halinde ","3)Üyenin iş kazası sonucu ölümü halinde kanuni mirasçılarına\nsözleşmenin birinci yılı birinci altı ayında ölümü halinde 1.077,20\nTL, sözleşmenin birinci yılı ikinci altı ayında ölümü halinde kanuni\nmirasçılar',na 1.131,06 TL, ölüm yardımı yapılır.",{"bindId":71,"name":72,"text":72},"healthandsafetypolicy","MADDE 38: İŞ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":74,"name":75,"text":76},"healthandsafetyext","İşveren, iş sağlığım korumak ve iş güven","İşveren, iş sağlığım korumak ve iş güvenliğini sağlamak amacıyla\nişyerinde “îş Sağlığı ve Güvenliği Mevzuatı” hükümlerine uygun\nolarak gerekli tedbirleri alır.",{"bindId":78,"name":79,"text":80},"protectiveclothing","Bu toplu iş sözleşmesinden yararlanan iş","Bu toplu iş sözleşmesinden yararlanan işçilere “İş Sağlığı ve\nGüvenliği Mevzuatı” nm ilgili hükümleri uyarınca işverence koruyucu\ngiyim eşyası verilir. İşçiler iş esnasında bu eşyaları giymeye özen\ngösterir.",{"bindId":82,"name":83,"text":84},"paidmaternityleave","6)Analık izinleri konusunda mevzuat hükü","6)Analık izinleri konusunda mevzuat hükümleri uygulanır.",{"bindId":86,"name":83,"text":84},"paidmaternityleaveduration",{"bindId":88,"name":89,"text":90},"paidpaternityleave","3)İşçinin eşinin doğum yapması halinde 5","3)İşçinin eşinin doğum yapması halinde 5 gün,evlat edinmesi halinde 3\ngün,",{"bindId":92,"name":89,"text":90},"paidpaternityleavetxt",{"bindId":94,"name":95,"text":96},"childcare","7)Üyenin eş, çocuk, ana ve babasının kan","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.",{"bindId":98,"name":99,"text":100},"deathrelatives","4)İşçinin ana, baba, eş, çocuk veya kard","4)İşçinin ana, baba, eş, çocuk veya kardeşinin ölümü halinde 5\ngün, kayınvalide veya kayınpeder ölümü halinde 3 gün,",{"bindId":102,"name":103,"text":103},"marriage","2)İşçiye evlenme halinde 5 gün,",{"bindId":105,"name":106,"text":107},"discrimination","İşveren, bir sendikaya üye olan işçilerl","İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartlan veya çalıştırmaya son verilmesi bakımından herhangi bir aynm\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.n ",{"bindId":109,"name":110,"text":111},"sexualhar","j)Her ne şekilde olursa olsun fiziksel ş","j)Her ne şekilde olursa olsun fiziksel şiddet, cinsel taciz, tehdit\niçeren fiil ve eylemlerde bnbınmak,",{"bindId":113,"name":110,"text":111},"violence",{"bindId":115,"name":116,"text":117},"hourspweek_select","İşyerinde haftalık çalışma süresi toplam","İşyerinde haftalık çalışma süresi toplam 45 saattir. Bu süre beş\ngün üzerinden düzenlenir. Pazar günü hafta tatilidir. Cumartesi günü\nişçiler dinlendirilir. Ancak,haftalık çalışma süresi in 6 işgününe\nbölünerek uygulandığı işyerlerinde bu uygulamaya devam edilir.",{"bindId":119,"name":116,"text":117},"dayspweek_select",{"bindId":121,"name":122,"text":123},"MAXHOURS_trigger","Haftalık 45 saati aşan çalışmalar fazla ","Haftalık 45 saati aşan çalışmalar fazla çalışmadır. İşçilere\nkanuni süreleri aşmamak üzere fazla çalışma yaptırılabilir.",{"bindId":125,"name":126,"text":127},"PAIDLEAV_trigger","MADDE 21: YILLIK ÜCRETLİ İZİN Kamu işyer","MADDE 21: YILLIK ÜCRETLİ İZİN\n\nKamu işyerlerindeki hizmet süresi;\n\na)1 yıl ile 5 yıl arasında hizmeti olan üyelere (20),\n\nb)5 yıl ile 10 yıl arasında hizmeti olan üyelere (28),\n\nc)10 yıldan fazla hizmeti olan üyelere (30) gün üzerinden yıllık\nücretli izin verilir.\n\nAncak, 18 ve daha küçük yaştaki işçilerle 50 ve daha yukan yaştaki\nişçilere verilecek\n\nyıllık ücretli izin süresi 20 günden az olamaz.\n\nYıllık ücretli izin günlerine rastlayan hafta tatili, ulusal bayram ve\ngenel tatil günleri izine ilave edilir. Ücretli yıllık izinlerin işyerinin\nbulunduğu il sınırı dışında kullanılması ve isteği halinde işçiye 4\ngüne kadar ücretsiz yol izni verilebilir.\n\nYıllık ücretli izin hakkından vazgeçilemez. Yukarıda gösterilen izin\nsüreleri tarafların anlaşması ile, bir bölümü 10 günden aşağı\nolmamak üzere bölümler halinde kullanılabilir. Eğitim-öğretim\nbirimlerinde görevli olan işçilerin yıllık izinleri;zorunlu haller\ndışında eğitim- öğretime ara verilen dönemlerde kullanılacak şekilde\nprogramlanır.",{"bindId":129,"name":130,"text":131},"bankholidays1","MADDE 19: ULUSAL BAYRAM - GENEL TATİL VE","MADDE 19: ULUSAL BAYRAM - GENEL TATİL VE HAFTA TATİLİ GÜNLERİ VE\nÖDENECEK ÜCRETLER\n\nUlusal Bayram ve Genel Tatil günleri yasalarda belirtilen günlerdir.\nİşçilerin bu günlerde çalışmalarına ihtiyaç duyulması halinde,\nolağanüstü durumlar hariç önceden haber verilir. \n\nUlusal Bayram ve Genel Tatil günlerinde çalıştırılmasına lüzum\ngörülmeyen işçilere o gün için 1 yevmiye, çalıştırılan işçilere\nise o gün için toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye\ndâhil) ödenir.\n\nHafta tatiline hak kazanan, işçilerden, hafta tatili günlerinde\nçalışmayıp izin yapanlara her hafta tatili günü için bir iş\nkarşılığı olmaksızın bir yevmiye ödenir. Hafta tatili günü tam\nçalıştırılan işçilere, çalıştırıldıkları hafta tatili günleri\niçin toplam 3 yevmiye (çalışmadan hak ettikleri 1 yevmiye dâhil)\nödenir.\n\nHafta tatili gününün Ulusal Bayram ve Genel Tatil gününe rastlaması\nve' işçinin bu günlerde çalıştırılması halinde de toplam 3 yevmiye\n(çalışmadan hak ettikleri 1 yevmiye dâhil) ödenir.\n\nHafta Tatili, Ulusal Bayram ve Genel Tatil günlerinde işçinin tam günü\naşan çalışmalarında çalıştığı her bir saat için, fazla çalışma\noram %100 olarak uygulanacaktır.",{"bindId":133,"name":134,"text":135},"holidaystxt","Kamu işyerlerindeki hizmet süresi; a)1 y","Kamu işyerlerindeki hizmet süresi;\n\na)1 yıl ile 5 yıl arasında hizmeti olan üyelere (20),\n\nb)5 yıl ile 10 yıl arasında hizmeti olan üyelere (28),\n\nc)10 yıldan fazla hizmeti olan üyelere (30) gün üzerinden yıllık\nücretli izin verilir.",{"bindId":137,"name":138,"text":139},"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":141,"name":116,"text":117},"schedulesrestpw",{"bindId":143,"name":144,"text":145},"TRADEUNLEAV_trigger","MADDE 9: SENDİKAL İZİNLER 1-Sendika Başt","MADDE 9: SENDİKAL İZİNLER\n\n1-Sendika Baştemsilcisi ve işyeri sendika temsilcilerine asıl işlerim\naksatmamak ve iş disiplinine aykırı olmamak şartıyla temsilcilik\ngörevinin gerektirdiği faaliyetlerde bulunabilmeleri için işverenin izni\nile aşağıda yazılı sürelerde izin verilir.\n\n \n\nA - BASTEMSİLCİ İZNİ:\n\nİl lenelindeki veva isletme merkezindeki İsçi Mevcudu Haftalık Ücretli\nİzin Süresi\n\n\n\n\n  \n    \n      01 - 50 işçi çalıştırılan İşyerinde\n      \n      4 saat\n      \n    \n    \n      51- 200 işçi çalıştırılan işyerinde\n      \n      6 saat\n      \n    \n    \n      201- 500 işçi çalıştırılan işyerinde\n      \n      8 saat\n      \n    \n    \n      500'den fazla işçi çalıştırılan işyerinde\n      \n      10 saat\n      \n    \n  \n\n\n\n\nBaştemsilci gündüz vardiyasında çalıştırılır. Baştemsilcinin izin\nsüresim işyerinde geçirmesi asildir. Ancak, Sendika Merkezi veya Şubesinin\nişverene yapacağı yazılı veya sonradan yazıyla doğrulamak koşulu ile\nsözlü çağrısı üzerine bu süreyi çağrı yapılan yerde de\ngeçirebilir.\n\n\n\nB - TEMSİLCİ İZNİ:\n\nII çenelindeki veva isletme merkezindeki İşçi Mevcudu Haftalık Ücretli\nİzin Süresi\n\n\n\n\n  \n    \n      01- 50 işçi çalıştırılan işyerinde\n      \n      2 saat\n      \n    \n    \n      51- 200 işçi çalıştırılan işyerinde\n      \n      3 saat\n      \n    \n    \n      201-500 işçi çalıştırılan işyerinde\n      \n      4 saat\n      \n    \n    \n      500'den fazla işçi çalıştırılan işyerinde\n      \n      5 saat\n      \n    \n  \n\n\n\n\nC-DİĞER İZİNLER:\n\nSendika temsilcisi ve görevlilerine kongre, seminer, Yönetim, Denetim,\nDisiplin Kurulu, Genel Kurul ve Temsilciler Meclisi gibi toplantılara\nkatılmaları için Sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenmiş şekline göre ücretli izin verilir. \n\nİl Genelindeki veva İşletme Merkezindeki İsçi Mevcudu Süresi Yıllık\nToplam Ücretli İzin\n\n\n\n\n  \n    \n      01 - 5 0 işçi çalıştırılan işyerinde\n      \n      20 gün\n      \n    \n    \n      51- 100 işçi çalıştırılan işyerinde\n      \n      30 gün\n      \n    \n    \n      101- 200 işçi çalıştırılan işyerinde\n      \n      40 gün\n      \n    \n    \n      201- 500 işçi çalıştırılan işyerinde\n      \n      60 gün\n      \n    \n    \n      501-1000 işçi çalıştırılan işyerinde\n      \n      80 gün\n      \n    \n  \n\n\n\n  \n    \n      1000'den fazla işçi\n        çalıştırılan işyerinde İşçi sayısının %10'u kadar gün.\n      \n    \n  \n\n\n \n\n\n\nBu izinler her üye için ayn 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.",{"bindId":147,"name":148,"text":149},"LOWWAGE_trigger","F- Bu toplu iş sözleşmesinin yürürlük ba","F- Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra,\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları ve sendikaya üye olmaları kaydıyla, üyeliklerinin işverene\nbildirildiği tarihi takip eden aybaşından geçerli olmak üzere, günlük\nbrüt çıplak ücretleri; sözleşmenin birinci yılı birinci alü ayında\nişe başlayanlar için 140,00 TL\u002FGün, sözleşmenin birinci yılı ikinci\naltı ayında işe başlayanlar için 147,00 TL\u002FGün olarak uygulanacaktır. Bu\nişe giriş ücreti sözleşmenin ikinci yılında ise ücret zammı oranında\nve ücretin zamlandığı tarih itibariyle artırılarak uygulanır. İlk defa\nişe alman bu işçilere işe alındıkları dönem için öngörülen ücret\nzamları ayrıca uygulanmaz, ancak takip eden dönemlerin ücret zaml arından\nyararlandırılırlar. (Örneğin; sözleşmenin birinci yılı ikinci altı\nayında ilk defa işe alınacak işçinin yukarıdaki esaslara göre 147,00\nTL\u002FGün olarak tespit edilen işe giriş ücretine işe almdığı döneme ait\nücret zammı uygulanmayacak, takip eden dönemlerin ücret zamları\nuygulanacaktır). Ancak, bu uygulama sebebiyle sonradan işe alınan\nişçilerin ücretleri hiç bir şekilde kendinden kıdemli işçilerin\nücretini geçemez.",{"bindId":151,"name":152,"text":153},"wageincreaseperc1","B- BİRİNCİ YIL BİRİNCİ ALTI AY ZAMMI: 01","B- BİRİNCİ YIL BİRİNCİ ALTI AY ZAMMI:\n\n01.01.2021tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(A) fıkrasındaki taban ücrete çekildikten sonra 01.01.2021 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.01.2021 tarihinden geçerli olmak\nüzere birinci yd birinci altı ay için % 12 (Yüzde On İki) oranında zam\nyapılacaktır.",{"bindId":155,"name":156,"text":157},"ONCEONLY_trigger","MADDE 35: EK ÖDEME İşçilere, müktesep ba","MADDE 35: EK ÖDEME\n\nİşçilere, müktesep bak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, toplu iş sözleşmesinin birinci yılında yılda bir defa ve\nTemmuz ayında brüt 1.164,60 (Binyüzaltmışdörtliraaltmışkuruş) TL ek\nödeme yapılacaktır.\n\nBu 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 %12 ve\nikinci altı ay zammı olan %5 hariç) oranında arttırılarak ödenecektir.\nEk ödemenin ödendiği tarihten sonraki ücret zamları yeni dönem ek ödeme\nmiktarına yansıtılacaktır.",{"bindId":159,"name":160,"text":161},"onceonly2_trigger","MADDE 26: İLAVE TEDİYE VE İKRAMİYE A)İLA","MADDE 26: İLAVE TEDİYE VE İKRAMİYE\n\nA)İLAVE TEDİYE:\n\nİşçilere, 6772 sayılı kanun esaslarına göre ilave tediye ödenir.\n\nB)İKRAMİYE:\n\nher sözleşme yılının Mart ve Eylül aylarının ilk haftası içinde\n30’ ücretleri tutarında iki ikramiye ödenir.\n\n\n\nBu 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.",{"bindId":163,"name":164,"text":165},"OVERTIME_trigger","MADDE 18: FAZLA ÇALIŞMA VE FAZLA ÇALIŞMA","MADDE 18: FAZLA ÇALIŞMA VE FAZLA ÇALIŞMA ÜCRETİ\n\nHaftalık 45 saati aşan çalışmalar fazla çalışmadır. İşçilere\nkanuni süreleri aşmamak üzere fazla çalışma yaptırılabilir.\n\nFazla 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.\n\nFazla çalışma yapan işçi isterse, bu çalışmalar karşılığı\nzamlı ücret yerine, fazla çalıştığı her saat karşılığında bir saat\nelli dakikayı; fazla çalışmanın %100 olarak uygulandığı durumlarda ise\niki saati serbest zaman olarak kullanabilir.\n\nFazla çalışmalım hesabında yarım saatten az olan süreler yarım saat,\nyarım saati aşan süreler ise bir saat sayılır.",{"bindId":167,"name":168,"text":169},"COMMUTE_trigger","MADDE 30: VASITA YARDIMI Sendika üyesi i","MADDE 30: VASITA YARDIMI\n\nSendika üyesi işçilere; işe geliş ve gidişlerini temin, etmek\namacıyla, fiilen çalıştıkları her gün sözleşmenin birinci yılı\nbirinci altı aymda 15,29 TL\u002FGün, sözleşmenin birinci yılı ikinci altı\naymda 16,05 TL\u002FGün vasıta yardımı öder.\n\nBu ödeme, toplu iş sözleşmesinin ikinci yılı birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak uygulanacaktır.\n\nİşveren vasıtaları ile taşımalarda ve işletme içindeki lojmanlarda\noturanlara vasıta yardımı ödenmez.",{"bindId":171,"name":172,"text":172},"SENIOR_trigger","MADDE 16: KIDEM TAZMİNATI",{"bindId":174,"name":175,"text":176},"MEALALL_trigger","MADDE 29: YEMEK YARDIMI İşçilere; işyeri","MADDE 29: YEMEK YARDIMI\n\nİşçilere; işyerinde fiilen çalıştıktan günlerde bir öğün, 2000\nkalorilik doyurucu yemek, ücretsiz verilir.\n\nAncak, yemek saatinde işyeri dışında görevli olanlara, Ramazan ayında\noruç tutanlara, sağlık kurulu raporu ile perhizli olduğunu belgeleyenlere\nve yemek çıkarılması veya verilmesi mümkün olmayan işyerlerinde\nçalışan işçilere fiilen çalıştıkları her gün için sözleşmenin\nbirinci yılı birinci altı aymda 14,54 TL\u002FGün, sözleşmenin birinci yılı\nikinci altı ayında 15,27 TL\u002FGün yemek yardımı yapılır.\n\nBu ödeme, toplu iş sözleşmesinin ikinci yılı birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak uygulanacaktır.",{"bindId":178,"name":179,"text":180},"coverunion_trigger","Sözleşmenin imzası tarihinde sendika üye","Sözleşmenin imzası tarihinde sendika üyesi bulunanlar yürürlük\ntarihinden, imza tarihinden sonra üye olanlar üyeliklerinin sendikaca\nişverene bildirilme tarihinden itibaren sözleşmeden yararlanırlar,","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR T.C. Millî Eğitim Bakanlığı - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2021-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2021-09-16\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        T.C. Millî Eğitim Bakanlığı\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        KOOP-İŞ Türkiye Kooperatif, Ticaret ve Büro İşçileri Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 30 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → -10.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 20.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 12.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2021-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 180 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY  per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 14.54 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",[186],{"title":35,"slug":31},[188],{"type":189,"data":190},"call_to_action_body_block",{"title":191,"description":192,"variant":193,"link":194},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":191,"url":195,"description":191,"rel":196,"type":197},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[199],{"type":189,"data":200},{"title":191,"description":192,"variant":193,"link":201},{"title":191,"url":195,"description":191,"rel":196,"type":197},[],{"title":15,"seo_title":204,"description":7,"path":205,"redirect_url":7,"locale":16,"children":206},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[207,288,317],{"title":18,"seo_title":208,"description":7,"path":209,"redirect_url":7,"locale":16,"children":210},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[211,215,219,235,284],{"title":212,"seo_title":8,"description":7,"path":213,"redirect_url":7,"locale":16,"children":214},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":216,"seo_title":8,"description":7,"path":217,"redirect_url":7,"locale":16,"children":218},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":220,"seo_title":8,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[223,227,231],{"title":224,"seo_title":8,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":232,"seo_title":8,"description":7,"path":233,"redirect_url":7,"locale":16,"children":234},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":236,"seo_title":237,"description":7,"path":238,"redirect_url":7,"locale":16,"children":239},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[240,244,248,252,256,260,264,268,272,276,280],{"title":241,"seo_title":8,"description":7,"path":242,"redirect_url":7,"locale":16,"children":243},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":245,"seo_title":8,"description":7,"path":246,"redirect_url":7,"locale":16,"children":247},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":249,"seo_title":8,"description":7,"path":250,"redirect_url":7,"locale":16,"children":251},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":7,"locale":16,"children":255},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":7,"locale":16,"children":259},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":7,"locale":16,"children":263},"Annelik ve 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