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MUĞLA SITKI KOÇMAN ÜNİVERSİTESİ REKTÖRLÜĞÜNÜN TÜHİS TEZ-KOOP-İŞ 01.01.2025-31.12.2026","T.C. MUĞLA SITKI KOÇMAN ÜNİVERSİTESİ REKTÖRLÜĞÜNÜN TÜHİS TEZ-KOOP-İŞ 01.01.2025-31.12.2026 - 2025","Turkey - T.C. MUĞLA SITKI KOÇMAN ÜNİVERSİTESİ REKTÖRLÜĞÜNÜN TÜHİS TEZ-KOOP-İŞ 01.01.2025-31.12.2026 - 2025","T.C. MUĞLA SITKI KOÇMAN ÜNİVERSİTESİ REKTÖRLÜĞÜNÜN TÜHİS TEZ-KOOP-İŞ 01.01.2025-31.12.2026 - 2025 - Healthcare, caring services, social work, personal services",{"name":41,"data":42},"TEZ KOOP İŞ - MUĞLA SITKI KOÇMAN ÜNİ 2025-2026.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>TEZ KOOP İŞ - MUĞLA SITKI KOÇMAN ÜNİ 2025-2026\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C. MUĞLA SITKI KOÇMAN ÜNİVERSİTESİ REKTÖRLÜĞÜNÜN (10 NO’LU\nİŞKOLUNDA FAALİYET GÖSTEREN) İŞYERLERİNE İLİŞKİN OLARAK\u003C\u002Fh1>\n\n\u003Ch1>TÜRK AĞIR SANAYİİ VE HİZMET SEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI\n(TÜHİS)\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Ch1>TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI (TEZ-KOOP-İŞ)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>ARASINDA İMZALANAN 3. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK SÜRESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2025-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi: 15.08.2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1- SÖZLEŞMENİN AMACI:\u003C\u002Fh2>\n\n\u003Cp>Bu işletme toplu iş sözleşmesinin amacı, işyerlerinde düzenli ve\nverimli çalışmayı sağlamak, üretimi arttırmak, işverenin ve işçilerin\nhak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve güvenle iş\nbarışım sağlamak, taraflar arasında doğabilecek farklılıkları\nuzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- TARAFLAR VE TANIMLAR:\u003C\u002Fh2>\n\n\u003Ch3>A)Taraflar:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu iş Sözleşmesinde taraflar, T.C. Muğla Sıtkı Koçman\nÜniversitesi Rektörlüğü’nün üyesi bulunduğu, Türk Ağır Sanayii ve\nHizmet Sektörü Kamu İşverenleri Sendikası (TÜHİS) ile Türkiye Ticaret,\nKooperatif, Eğitim, Büro ve Güzel Sanatlar İşçileri Sendikası\n(TEZ-KOOP-İŞ)’dır.\u003C\u002Fp>\n\n\u003Ch3>B)Tanımlar:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi metninde,\u003C\u002Fp>\n\n\u003Cp>a- T.C. Muğla Sıtkı Koçman Üniversitesi Rektörlüğünde yer alan 10\nno Tu “Ticaret, büro, eğitim ve güzel sanatlar” iş koluna giren\nişyerleri ayrı ayrı “İŞYERİ”, bütünü “İŞLETME”,\u003C\u002Fp>\n\n\u003Cp>b- T.C. Muğla Sıtkı Koçman Üniversitesi Rektörlüğü “İŞVEREN”,\nc- T.C. Muğla Sıtkı Koçman Üniversitesi Rektörlüğü ve bağlı\nişyerlerini sevk ve idareye yetkili olanlar, “İŞVEREN VEKİLİ”,\u003C\u002Fp>\n\n\u003Cp>d- Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TÜHİS), “KAMU İŞVEREN SENDİKASI”,\u003C\u002Fp>\n\n\u003Cp>e- Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar\nİşçileri Sendikası (TEZ- KOOP-İŞ), “SENDİKA”,\u003C\u002Fp>\n\n\u003Cp>f- İş sözleşmesine dayanarak çalışan gerçek kişiler, “İŞÇİ”\ng- İşyerlerinde çalışan ve kanunen işçi sayılan TEZ-KOOP-İŞ üyeleri,\n“ÜYE”, h- Bu işletme toplu iş sözleşmesi, “SÖZLEŞME”, diye\ntanımlanmıştır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3- KAPSAM VE YARARLANMA:\u003C\u002Fh2>\n\n\u003Ch3>A)Kapsam:\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi T.C. Muğla Sıtkı Koçman Üniversitesi\nRektörlüğü ve bağlı 10 no lu “Ticaret, büro, eğitim ve güzel\nsanatlar” işkolundaki işyerleri ile bu işyerlerine bağlı eklentilerde\nçalışan taraf sendika üyesi işçileri kapsar.\u003C\u002Fp>\n\n\u003Ch3>B)Yararlanma:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinden taraf sendika üyesi işçiler\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinden, imza tarihinde taraf sendikaya üye olanlar\nyürürlük tarihinden, imza tarihinden sonra sendikaya üye olanlar ise\nüyeliklerinin sendikaca işverene bildirildiği tarihten itibaren\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Üye olmayanların yararlanmaları hakkında 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- TOPLU İS SÖZLEŞMESİNİN HÜKMÜ:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu iş\nsözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini toplu iş sözleşmesindeki hükümler alır.\nİş sözleşmesinde düzenlenmeyen hususlarda toplu iş sözleşmesindeki\nhükümler uygulanır. Toplu iş sözleşmesinde iş sözleşmelerine aykırı\nhükümlerin bulunması halinde iş sözleşmesinin işçi yararına olan\nhükümleri geçerlidir.\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>Sözleşmede belirtilmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- İŞYERİ SENDİKA TEMSİLCİLERİ:\u003C\u002Fh2>\n\n\u003Ch3>A)Atanması\u003C\u002Fh3>\n\n\u003Cp>Sendika, işyerinde çalışan ve bu toplu iş sözleşmesi kapsamına giren\nişçilerden olmak kaydıyla 6356 sayılı Sendikalar ve Toplu İş\nSözleşmesi Kanununun27. maddesi hükümleri uyarınca işyeri sendika\ntemsilcisi\u002Ftemsilcilerini seçer ve seçtiği temsilcilerin listesini, varsa\nbaştemsilciyi ayrıca belirtmek suretiyle on beş gün içinde işverene yazı\nile bildirir.\u003C\u002Fp>\n\n\u003Ch3>B)Görevleri\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilcisi\u002Ftemsilcileri kanunlarda ve bu toplu iş\nsözleşmesinde kendilerine verilen görevlerden başka;\u003C\u002Fp>\n\n\u003Cp>İşyerinde, üyelerle işveren arasında ilişkiyi ve çalışma huzurunu\nsağlamak,\u003C\u002Fp>\n\n\u003Cp>Sendika ile üyeler arasında bağları güçlendirmek,\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışma saatleri içinde asıl işini aksatmamak ve iş\ndisiplinine aykırı davranmamak kaydıyla üyelerin şikâyet ve\nmüracaatlarım dinlemek,\u003C\u002Fp>\n\n\u003Cp>Üye ve işveren arasındaki uyuşmazlıkların çözümünde çalışmakla\ngörevlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- SENDİKA ÜYELİĞİNİN. TEMSİLCİLİĞİNİN VE\nYÖNETİCİLİĞİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanununun 23, 24 ve 25.\nmadde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 7- SENDİKAL İZİNLER:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>A) TEMSİLCİ İZİNLERİ:\u003C\u002Fh3>\n\n\u003Cp>Sendika baştemsilci veya temsilcileri işyerindeki temsilcilik görevlerini\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartı ile işverenin\nde uygun göreceği zamanlarda aşağıdaki yazılı sürelerde yerine\ngetirirler.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin bu izin süresini işyerinde geçirmesi asildir. Ancak,\nBaştemsilci izin süresini, Sendika merkezi, şube veya bölge\ntemsilciliğinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşulu ile sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilir\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"575\">\u003Cp>HAFTALIK İZİN SÜRESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"293\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>Temsilci\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>Baş Temsilci\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"293\">\u003Cp>01- 50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>1 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"293\">\u003Cp>51- 200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>2 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>3 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"293\">\u003Cp>201- 500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>3 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"293\">\u003Cp>501 ve daha fazla işçi çalıştırılan\n        işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>5 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch3>B)DİĞER İZİNLER:\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcileri ile görevlilerine kongre, konferans, seminer,\nyönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi\ntoplantılara katılmaları için Sendikanın yazılı talebi üzerine\naşağıdaki düzenlenmiş şekle göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"575\">\u003Cp>YILLIK TOPLAM ÜCRETLİ İZİN SÜRESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"276\">\u003Cp>Sendika Temsilcisi ve Görevlileri\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>01 - 50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"276\">\u003Cp>10 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>51 - 200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"276\">\u003Cp>15 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>201 - 500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"276\">\u003Cp>20 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>501 - 1000 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"276\">\u003Cp>25 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>1001 ve daha fazla işçi çalıştırılan\n        işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"276\">\u003Cp>İşçi sayısının %10\u003Csup>'\u003C\u002Fsup> u kadar gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5' inden fazla sayıda üyenin birden\neğitim izni kullanması işverenin onayına tabidir. Ancak Genel Kurullar\niçin bu %5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8- SENDİKA İLAN TAHTASI VE TEMSİLCİ ODASI:\u003C\u002Fh2>\n\n\u003Ch3>A)İLAN TAHTASI:\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika haberlerinin işçilere duyurulması için işyerlerinde\nişçilerin kolayca görebilecekleri uygun bir yere ilan tahtası konulmasını\nsağlar.\u003C\u002Fp>\n\n\u003Cp>Sendika ilanları, işyeri sendika temsilcilerince önceden bir sureti\nişverene verilmek ve mutabakat sağlamak kaydıyla, ilan tahtasına asılır.\nYetkili imza ve mühürleri taşımayan duyuru ve bildiriler ile işveren\naleyhine olan ve suç teşkil eden ilanlar ilan tahtasına aşılamaz.\u003C\u002Fp>\n\n\u003Ch3>B)TEMSİLCİ ODASI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerinde imkanlar dahilinde işyeri sendika temsilcilerinin\ntemsilcilik görevlerini yapabilecekleri ve evraklarını muhafaza\nedebilecekleri bir odayı sendikaya temsilcilik odası olarak tahsis\nedebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- SENDİKA YÖNETİCİ VE TEMSİLCİLERİNİN ÜYE VE İŞVERENLE\nGÖRÜŞMESİ:\u003C\u002Fh2>\n\n\u003Cp>Sendika yöneticileri, işveren veya vekillinden izin almak şartıyla\nişverenin göstereceği yerde ve işi aksatmayacak şekilde üyelerle\ngörüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>Sendika yöneticileri ve işyeri sendika temsilcileri, işyeriyle ilgili\nkonular hakkında önceden randevu almak şartıyla işveren veya vekilleriyle\ngörüşebilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- SENDİKA AİDATI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, kanun gereği kesmesi gereken üyelik aidatını veya dayanışma\naidatım işçilerin ücretlerinden keserek bir ay içinde sendikanın\nbildireceği banka hesabına yatırmak ve kesinti listesini sendikaya\ngöndermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 - İSE ALMADA USUL:\u003C\u002Fh2>\n\n\u003Cp>İşe alınacak işçiler hakkında, işveren “Kamu Kurum ve\nKuruluşlarına İşçi Alınmasında Uygulanacak Usul ve Esaslar Hakkında\nYönetmelik” esaslarına göre hareket eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 12- DENEME SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Deneme süresi 2 aydır. Deneme süresi içinde taraflar iş sözleşmesini\nbildirim süresine gerek olmaksızın tazminatsız feshedebilirler. İşçinin\nçalıştığı günler için ücret ve diğer haklan saklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 13- İS VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin tabi oldukları mevzuat hükümleri saklı kalmak kaydıyla;\u003C\u002Fp>\n\n\u003Cp>İşçiler gerektiği takdirde, işyeri içinde unvanı veya niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde muvafakat\naranmaksızın geçici olarak işveren tarafından görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak şartı ile işçilerin, aynı\nişverene bağlı ve belediye hudutları içindeki bir başka işyerine\nişverence nakledilmeleri mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı işverene bağlı ve belediye hudutları dışındaki\nişyerlerine daimi olarak nakledilmeleri yazılı rızaya bağlıdır. Geçici\nsüre ile nakillerde işçinin rızası aranmaz. Ancak bu süre 3 ayı\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14- ASKERLİK VE KANUNDAN DOĞAN ÇALIŞMA:\u003C\u002Fh2>\n\n\u003Cp>İşçinin, muvazzaf askerlik hizmeti dışında, manevra veya herhangi bir\nnedenle silah altına alınması nedeniyle işinden ayrılması halinde bu\nkonuya ilişkin olarak 4857 sayılı İş Kanunu’nun 31. madde hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15- YENİ İS ARAMA İZNİ:\u003C\u002Fh2>\n\n\u003Cp>Bildirim süreleri içinde işveren, işçiye yeni bir iş bulması için\ngerekli olan iş arama iznini iş saatleri içinde ve ücret kesintisi yapmadan\nvermeye mecburdur. İş arama izin süresi günde iki saattir. İşçi isterse\niş arama izin saatlerini birleştirerek toplu kullanabilir. Ancak iş arama\niznini toplu kullanmak isteyen işçi, bunu işten ayrılacağı günden\nevvelki günlere rastlatmak ve bu durumu işverene bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşveren yeni iş arama iznini vermez veya eksik kullandırırsa o süreye\nilişkin ücret işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren, iş arama izni esnasında işçiyi çalıştırır ise işçinin\nizin kullanarak bir çalışma karşılığı olmaksızın alacağı ücrete\nilaveten, çalıştırdığı sürenin ücretini yüzde yüz zamlı öder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16- HAFTALIK ÇALIŞMA SÜRESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>İşyerlerinde çalışma süresi haftada en çok 45 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışma süresinin günlere göre dağılımı, mesai başlama ve bitiş\nsüreleri işin gereğine ve işyerinin özelliklerine göre mevzuat\nhükümlerine uygun olarak işverence tespit edilir ve işyerinde ilan\nedilir.\u003C\u002Fp>\n\n\u003Cp>Vardiyalı çalışılan işlerde mevcut uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch2>MADDE 17- ARA DİNLENMESİ:\u003C\u002Fh2>\n\n\u003Cp>Günlük çalışma süresinin ortalama bir zamanında o yerin gelenekleri\nve işin gereğine göre ayarlanmak suretiyle işçilere;\u003C\u002Fp>\n\n\u003Cp>a- Dört saat veya daha kısa süreli işlerde onbeş dakika,\u003C\u002Fp>\n\n\u003Cp>b- Dört saatten fazla ve yedibuçuk saate kadar (yedibuçuk saat dahil)\nsüreli işlerde yarım saat,\u003C\u002Fp>\n\n\u003Cp>c-Yedibuçuk saatten fazla süreli işlerde bir saat, ara dinlenmesi\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu dinlenme süreleri en az olup aralıksız verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak bu süreler, iklim, mevsim, o yerdeki gelenekler ve işin niteliği\ngöz önünde tutularak sözleşmeler ile aralı olarak kullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Dinlenmeler bir işyerinde işçilere aynı veya değişik saatlerde\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmeleri çalışma süresinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 18- FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cp>a)Haftalık 45 saatin üzerinde yapılan çalışmalar fazla\nçalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>b)Fazla çalışmalarda her bir saat fazla çalışma için verilecek\nücret, normal çalışma ücretinin saat başına düşen miktarının %70\nyükseltilmesi suretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Fazla çalışma yapan işçi isterse, bu çalışma karşılığı zamlı\nücret yerine, fazla çalıştığı her saat karşılığında iki saat\nserbest zaman olarak kullanabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch2>MADDE 19- HAFTA TATİLİ ÇALIŞMASI VE ÜCRETİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İşçilere, işyerlerinde belirlenen çalışma günlerinde çalışmış\nolmaları koşulu ile yedi günlük bir zaman dilimi içinde kesintisiz en az\n24 saat dinlenme (hafta tatili) verilir.\u003C\u002Fp>\n\n\u003Cp>Çalışılmayan hafta tatili günü için işveren tarafından bir iş\nkarşılığı olmaksızın o günün ücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>Hafta tatili günü çalıştırılan işçilere, çalışmadan alacakları\nücretleri ile birlikte bu gün için toplam 3 (üç) günlük ücret\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 20- ULUSAL BAYRAM - GENEL TATİL GÜNLERİ VE ÜCRETLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Ulusal Bayram ve Genel Tatil Günleri kanunda belirtilen günlerdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günlerinde çalıştırılan işçilere, bir\niş karşılığı olmaksızın alacakları ücretleri ile birlikte bu gün\niçin toplam 3 (üç) günlük ücret ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>MADDE 21 - YILLIK ÜCRETLİ İZİNLER:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>4857 sayılı İş Kanunu’nun 53, maddesi gereğince; işyerinde işe\nbaşladığı günden itibaren, deneme süresi de içinde olmak üzere, en az\nbir yıl çalışmış olan işçilere yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>İşçilere verilecek yıllık ücretli izin süresi, hizmet süresi; a- Bir\nyıldan beş yıla kadar (beş yıl dahil) olanlara 16 gün, b- Beş yıldan\nfazla onbeş yıldan az olanlara 23 gün, c-Onbeş yıl (dahil) ve daha fazla\nolanlara 28 gün, ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, hafta tatili ve genel tatil günleri izin süresinden sayılmaz.\nAncak yıllık izin süresi bakımından cumartesi günleri iş günü\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda gösterilen izin süreleri tarafların anlaşması ile bir\nbölümü 10 günden aşağı olmamak üzere bölümler halinde\nkullanılabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22- ÜCRETLİ MAZERET İZİNLERİ:\u003C\u002Fh2>\n\n\u003Cp>İşçilere aşağıdaki halleri belgelendirmek ve olayın vukuundan\nitibaren 10 gün içerisinde kullanmak kaydıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a- İşçinin evlenmesi halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b- İşçinin ana, baba veya kardeşinin ölümü halinde 5 gün, eş veya\nçocuğunun ölümü halinde 6 gün, kayınvalide veya kayınpederinin ölümü\nhalinde 2 gün, c- İşçinin eşinin doğum yapması halinde 5 gün,\nd-İşçinin evlat edinmesi halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e- Yangın, sel, deprem gibi doğal afetlere uğrayan işçilere 10 gün,\nücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>f-İşçilere işverence mazeretleri uygun görülmesi kaydıyla, yılda 4\ngüne kadar ücretli mazeret izni verilebilir. Bu izinlerin kullanılması bir\ndefada bir saatten az, bir günden fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>g- İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde 10 güne kadar ücretli mazeret\nizni verilir..\u003C\u002Fp>\n\n\u003Cp>h- İşçinin eş, çocuk, ana veya babasının kanser, verem gibi ağır ve\nacil tedavi gerektiren hastalığa maruz kalmalarında, ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde işçiye, yılda\n10 güne kadar ücretli refakat izni verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 23- ÜCRETSİZ MAZERET İZNİ:\u003C\u002Fh2>\n\n\u003Cp>a-İşyerlerinde çalışan sendika üyesi işçilerin talepleri ve\nmazeretlerinin işverence kabulü halinde yılda 45 güne kadar ücretsiz izin\nverilebilir. Bu izin süresi işverence uygun görülmesi halinde aynı\nşartlarla 45 gün daha uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>girecek anne, baba, eş ve çocukları ile kardeşlerinden birinin ağır\nkaza geçirmesi veya önemli bir hastalığa tutulmuş olması hallerinde bu\nhallerin hekim raporu ile belgelendirilmesi şartıyla, işverenin onayı ile\nbir katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24- ANALIK HALİNDE ÇALIŞMA VE SÜT İZNİ:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- GÖZALTINA ALINMA - TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İSE BAŞLATMA:\u003C\u002Fh2>\n\n\u003Cp>1-Gözaltına alman işçiler bunu belgeledikleri takdirde kanuni gözaltı\nsüresince ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>2-îşçi herhangi bir suçla tutuklandığı, gözaltına alındığı ve\ntutuklu kaldığı süreler toplamı, îş Kanunundaki bildirim sürelerini\naştığı takdirde iş sözleşmesi münfesih sayılır. Bu sürelerin İş\nKanunundaki bildirim süresini aşmaması hallerinde, işçi bu süreler için\nücretsiz izinli 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 İşe alınır. Bu halde işe tekrar alman\nişçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken doksan gün içinde tahliye\nedilenlerin bir hafta içinde başvurması halinde münhal kadro bulunması ve\nihtiyaç duyulması halinde işveren tarafından tekrar işe alınırlar.\nBilahare hüküm giymeleri halinde hizmet akitleri münfesih sayılır. Şu\nkadar ki 5. fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5- Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeni ile, 6 aydan fazla ceza aldığı halde 6\naydan önce tahliye edilen işçiler, bir hafta içinde başvurması ve\nişyerinde durumuna uygun münhal kadro bulunması ve hizmetine ihtiyaç\nduyulması halinde işverenin takdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6-Yüz kızartıcı suçlar ile sabotaj, Devletin Ülke ve Milleti ile\nbütünlüğüne, Milli güvenliğe, Kamu düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler, cezanın\nertelenmesi, paraya çevrilmesi veya affa uğraması hallerinde dahi hiç bir\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>8- Güvenlik görevlisi olarak görev yapan işçinin herhangi bir sebeple\nistihdamına esas güvenlik kartının yetkili ve görevli makam olan emniyet\nteşkilatınca iptal edilmesi halinde kartım geri alabilme ihtimali göz\nönüne alınarak mağduriyete sebebiyet vermemek açısından işçinin\nsözleşmesi en fazla 90 güne kadar hiçbir mali ve özlük hakkı\nödenmeksizin askıya alınır. Bu süre işverenin uygun görmesi halinde bir\ndefaya mahsus olmak üzere 90 gün daha uzatılabilir. Ancak, yüz kızartıcı\nsuçlar sebebiyle kartın geri alınması işlemi tesis edilmiş ise askıya\nalma işlemi uygulanmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26- BİLDİRİM SÜRELERİ:\u003C\u002Fh2>\n\n\u003Cp>Bildirim süreleri hakkında 4857 sayılı İş Kanunu’nun 17. maddesi\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 27- KIDEM TAZMİNATI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatı konusunda kanun hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 28-HARCIRAH:\u003C\u002Fh2>\n\n\u003Cp>Harcırah konusunda 6245 sayılı Harcırah Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>MADDE 29- İS GÖREMEZLİK HALİ VE HASTALIK YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda 4 defayı geçmemek üzere işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 30- ÜCRET VE ÖDEME ZAMANI:\u003C\u002Fh2>\n\n\u003Cp>Ücret, işçilere yaptıkları iş karşılığında işveren tarafından\nsağlanan ve para ile ödenen tutardır.\u003C\u002Fp>\n\n\u003Cp>İşçi ücretleri mevzuat gereği Türk Parası ile işçilerin banka\nhesaplarına yatırılmak suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren yaptığı her ödemede işçiye ücret hesabını gösterir\nimzalı veya işyerinin özel işaretini taşıyan bir ücret pusulası\nverir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31- ÜCRET ZAMMI:\u003C\u002Fh2>\n\n\u003Ch3>1-TABAN ÜCRET VE SEYYANEN ZAM:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch4>a)Taban Ücret:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Seyyanen Zam:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihi itibariyle günlük brüt çıplak ücretleri 1.400,00 TL\nve üzerinde olan işçilerin günlük brüt çıplak ücretlerine 40,00\nTL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu maddenin (a) fıkrasından yararlanan işçiler (b) fıkrasından\nayrıca yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch3>2-ÜCRET ZAMLARI:\u003C\u002Fh3>\n\n\u003Ch4>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten ve taban ücret dışında kalan\nişçilere ise seyyanen zam yapıldıktan sonra,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Birinci Yıl İkinci Altı Ay Seyyanen Zam ve Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>i)Birinci Yıl İkinci Altı Ay Seyyanen Zam:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2025 tarihinden\ngeçerli olmak üzere 50,00 TL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ii)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine seyyanen zam yapıldıktan\nsonra, 01.07,2025 tarihindeki günlük brüt çıplak ücretlerine, 01,07.2025\ntarihinden geçerli olmak üzere %11 (Onbir) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2025 indeks sayısının, Haziran 2025\nindeks sayısına göre değişim oranının %11 (Onbir)’i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2026tarihinde işyerlerinde çalışmakta olan işçilerin 01.01.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2026 tarihinden\ngeçerli olmak üzere %10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2026 indeks sayısının, Aralık 2025\nindeks sayısına göre değişim oranının %10 (On)’u aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>d)İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.07.2026tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2026\ntarihindeki , günlük brüt çıplak ücretlerine, 01.07.2026 tarihinden\ngeçerli olmak üzere %6 (Altı) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2026 indeks sayısının, Haziran 2026\nindeks sayısına göre değişim oranının %6 (Altı)’yı aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ayının son günündeki\nücrete takip eden ayın birinci gününden geçerli olmak üzere (01.01.2027\ntarihinden geçerli olmak üzere işçilerin 31.12.2026 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>e)Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden soma\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları kaydıyla, sendikaca üyeliklerinin işverene bildirildiği\ntarihi takip eden aybaşından geçerli olmak üzere toplu iş sözleşmesinin\n“îş Primi” başlıklı 37. maddesindeki gruplar esas alınmak kaydıyla\naşağıdaki tespit edilen işe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I. YIL İŞE GİRİŞ ÜCRETLERİ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRUP\u003C\u002Ftd>\n      \u003Ctd>01.01.2025-30.06.2025\u003C\u002Ftd>\n      \u003Ctd>01.07.2025-31.12.2025\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.835,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.090,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.830,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.085,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.825,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>2.080,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işçiler, işe girdikleri dönemin ücret zamlarından ayrıca\nyararlanamazlar. Bu işe giriş ücretleri sözleşmenin ikinci yıl birinci ve\nikinci altı aylarında ücret zammı oranında ve ücretin zamlandığı\ntarih, itibariyle artırılarak uygulanır. Ancak, toplu iş sözleşmesi\nzamlarını almalarına rağmen işe giriş ücretinin altında kalan\nişçilerin ücretleri o dönemin işe giriş ücreti seviyesine\nyükseltilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32- İLAVE TEDİYE VE İKRAMİYE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>a)İşçilere, 6772 sayılı Kanun Hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>b)Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda 60\ngünlük ücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30\ngünü Şubat ayında, 30 günü ise Temmuz ayında ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İkramiyelerin ödenmesinde kıstelyevm usulü uygulanır ve ücretsiz\nizin günleri hesaba katılmaz. Yıl içinde ödenen ikramiyeler, ikramiyelerin\nödeme tarihlerinde işçinin çalıştığı süreyle orantılı olarak\nhesaplanıp ödenir. Ancak işten ayrıldığı tarihte ikramiye ödemesi\nyapılmayan çalışma süresi varsa, bu çalışmasına tekabül eden ikramiye\nde kıstelyevm usulü ile ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 33- YEMEK YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşçilere; işyerlerinde fiilen çalıştıkları günlerde bir öğün\nücretsiz yemek verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, Ramazan ayında oruç tutanlara, sağlık kurulu raporu ile perhizli\nolduğunu belgeleyenlere ve yemek çıkarılması veya verilmesi mümkün\nolmayan işyerlerinde çalışan işçilere fiilen çalıştıkları her gün\niçin sözleşmenin birinci yılı birinci altı ayında net 235,02 TL\u002FGün,\nbirinci yılı ikinci altı ayında net 260,87 TL\u002FGün yemek yardımı\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı, oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Günlük çalışma süresi ara dinlenme dahil 12 saat olan işçilere, iki\nöğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen işçiye sadece\nikinci öğün yemek parası ödenir. İşverenin her iki öğünde de ayni\nolarak yemek vermesi halinde nakdi ödeme ayrıca yapılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34-BİRLESTİRİLMİS SOSYAL YARDIM:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, toplu iş\nsözleşmesinin birinci yılı birinci altı ayında her ay brüt 3.977,20\nTL\u002FAy, birinci yılı ikinci altı ayında her ay brüt 4.414,69 TL\u002FAy\nbirleştirilmiş sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 35- VASITA YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin, işyerlerine gelip gitmelerini temin için işverence servis\nsağlanır. Servis güzergahı, işyeri sendika temsilcilerinin görüşü de\nalınarak işverence tespit edilir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde servis uygulaması olmayan yahut servisten yararlanamayan\nişçilere, gerçek ulaşım durumları dikkate alınarak, işyerine gidiş ve\ngelişlerini temin etmek üzere, fiilen çalıştıkları her gün için, tek\nvasıta kullananlara iki, çift vasıta kullananlara dört adet büyükşehir\nbelediyesi\u002Fbelediye otobüsü bilet bedeli net olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 36- GİYİM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yılı birinci altı ayında\nher ay brüt 210,91 TL\u002FAy, birinci yılı ikinci altı ayında her ay brüt\n234,11 TL\u002FAy Giyim Yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 37-İS PRİMİ\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden, aşağıdaki\nişlerde görevlendirilenlere müktesep hak olmamak ve diğer Ödemeleri\netkilememek kaydıyla fiilen çalıştıkları her gün için;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>I.GRUP: Tekniker, teknisyen, kaptan, güvenlik amiri ve genel alan\nsorumlusuna günlük brüt çıplak ücretinin %9’u,\u003C\u002Fp>\n\n\u003Cp>II.GRUP: Güvenlik görevlisi, temizlik şefi, bakım onarım personeli,\nbüro personeli park\u002Fbahçe çalışanları, bakım onarım personeli ve\nşoföre günlük brüt çıplak ücretinin %8’i,\u003C\u002Fp>\n\n\u003Cp>III.GRUP: Diğer işçilere ise günlük brüt çıplak ücretinin %7’si,\noranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alman işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>MADDE 38- EK ÖDEME:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL Ek ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ek ödeme, toplu iş sözleşmesinin ikinci yılının Mayıs ayında ve bir\nkez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları (toplu iş\nsözleşmesinin birinci yılı birinci altı ay zammı olan %24 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39- HİZMET ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum ve Kuruluşunda\ngeçirdikleri her tam hizmet yılı için hiçbir ödemeyi etkilememek ve\nmüktesep hak sayılmamak kaydıyla toplu iş sözleşmesinin birinci yılı\nbirinci altı ayında 18,60 TL\u002FAy, birinci yılı ikinci altı ayında 20,65\nTL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>696 sayılı KHK ile sürekli işçiliğe geçen işçiler için kıdeme\nesas yıl başlangıcı sürekli işçiliğe geçilen 02.04.2018 tarihidir. \u003C\u002Fp>\n\n\u003Ch2>MADDE 40- EK PRİM:\u003C\u002Fh2>\n\n\u003Cp>Gazi, terör mağduru ve şehit yakınlarına günlük çıplak ücretinin\n%10’u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 41- GECE ZAMMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre, gece\ndönemidir. 20.00- 06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %8 (Yüzde sekiz) zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 42- EVLENME YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşçilere, sözleşmenin birinci yılı birinci altı ayında evlenmeleri\nhalinde brüt 2.066,71 TL, birinci yılı ikinci altı ayında evlenmeleri\nhalinde brüt 2.294,05 TL evlenme yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Evlenme olayının toplu iş sözleşmesinin ikinci yıl birinci ve ikinci\naltı aylarında gerçekleşmesi halinde bu yardım ücret zammı oranında ve\nücretin zamlandığı tarih itibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Evlenen işçilerin her ikisinin de aynı işyerinde çalışmaları halinde\nbu yardım her ikisine de ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2>MADDE 43- DOĞUM YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Eşi doğum yapan işçiye veya işçinin kendisine, çocuğun ölü\ndoğması halinde işbu toplu iş sözleşmesinin Ölüm Yardımı maddesinde\nçocuk ölümü için belirlenen miktar işverence ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44- ÖLÜM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>a- İşçinin, sözleşmenin birinci yılı birinci altı ayında ölümü\nhalinde kanuni mirasçılarına brüt 5.166,27 TL, birinci yılı ikinci altı\nayında ölümü halinde kanuni mirasçılarına brüt 5.734,56 TL,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>b- İşçinin eş, çocuk, ana veya babasının sözleşmenin birinci yılı\nbirinci altı ayında ölümü halinde kendisine brüt 3.100,33 TL, birinci\nyılı ikinci altı ayında ölümü halinde kendisine brüt 3.441,37 TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c- İşçinin iş kazası sonucu sözleşmenin birinci yılı birinci altı\nayında ölümü halinde kanuni mirasçılarına brüt 8.265,34 TL, birinci\nyılı ikinci altı ayında ölümü halinde kanuni mirasçılarına brüt\n9.174,53 TL, tutarında ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Ölüm olayının toplu iş sözleşmesinin ikinci yıl birinci ve ikinci\naltı aylarında gerçekleşmesi halinde bu yardımlar ücret zammı oranında\nve ücretin zamlandığı tarih itibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 45- İS SAĞLIĞI VE GÜVENLİĞİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 46- DİSİPLİN KURULU VE HÜKÜMLERİ:\u003C\u002Fh2>\n\n\u003Cp>1- İşyerinde disipline ilişkin konularda gerekli soruşturmaları\nyaptıktan sonra karar vermek üzere, ikisi işveren, ikisi sendika tarafından\nbelirlenen 4 üyeden oluşan bir disiplin kurulu kurulur. Taraflar asil üye\nsayısı kadar yedek üye belirlerler. İşveren tarafından tayin edilen\nüyelerden biri Kurulun başkanıdır. Oyların eşitliği halinde kurul\nbaşkanının oyu iki oy sayılır. \u003C\u002Fp>\n\n\u003Cp>3-Disiplin Kurulu karan olmadıkça işçiye disiplin ceza cetvelinde\nbelirtilen cezalardan ihtar cezası hariç diğerleri verilemez.\u003C\u002Fp>\n\n\u003Cp>4-Disiplin hükümlerine uymayan işçi, işveren veya işveren vekili\ntarafından işlenen fiilin niteliği veya delilleriyle birlikte disiplin\nkuruluna sevk edilir. Kurul, başkanın yazılı çağrısı üzerine\ntoplanır. Her üye kendisine yapılan çağrıya uymak zorundadır. Mazereti\ndolayısıyla toplantıya katılmayan asil üye yerine yedek üye çağrılır.\nSendikanın süresi içinde disiplin kurulu üyesini seçerek işyerine\nbildirmediği haller dahil her ne sebeple olursa olsun sendika disiplin kurulu\nüyelerinin, yapılan çağrıya rağmen toplantıya katılmamaları veya\ntoplantıya katılacak üyenin belli olmaması hallerinde de kurul, başkan ve\ndiğer üyeleri ile toplanarak karar verir.\u003C\u002Fp>\n\n\u003Cp>5-Disipline konu olayın disiplin kuruluna intikalinden sonra kurul 15 gün\niçinde toplanır. Kurul, ilgili işçinin yazılı savunmasını alır, gerek\ngörürse işçiyi dinler. 6 işgünü içinde savunmasını yapmayan işçi,\nbu hakkından vazgeçmiş sayılır. Kurul, ilk toplantı tarihinden itibaren\n15 gün içinde karar verir. Bu süre gerektiğinde 15 gün daha uzatılabilir.\nKurul, işçiyi suçlu bulduğu taktirde suçun niteliği ve işleniş biçimi\ngöz önüne alınarak ekli ceza cetveline göre kararım verir. Kurul kararı\nişveren veya işveren vekili tarafından işçiye bildirilir. İş\nsözleşmenin feshini gerektiren hallerde 4857 sayılı İş Kanunu’nun\n26.madde hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>6-Sözleşme eki ceza cetvelindeki fiillere uyan ihtar cezasını, işveren\nveya işveren vekili gerekçe göstererek re’sen verebilir. Ücret kesme\ncezası, her ay için 2 günlük ücretten fazla olmamak üzere işçinin\nücretinden kesilerek T.C. Çalışma ve Sosyal Güvenlik Bakanlığının\nilgili hesabına yatırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47- UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin uygulanması ile hükümlerinin yorumu konusunda\nçıkacak uyuşmazlıkların ilk kademe olarak işyerindeki işveren vekilleri\nile sendika temsilcileri arasında çözümü esastır. Bu şekilde çözümü\nmümkün olmayan uyuşmazlıklar, T.C. Muğla Sıtkı Koçman Üniversitesi\nRektörlüğünde oluşturulan Uyuşmazlıkları Çözüm Kurulu'nda\nincelenir.\u003C\u002Fp>\n\n\u003Cp>Uyuşmazlıkları Çözüm Kurulu, biri TÜHİS'den olmak üzere 3 işveren\ntemsilcisi ile 3 sendika temsilcisinden oluşur. Ayrıca, 3'er adet yedek\ntemsilci de seçilir. Asil temsilcilerin katılamadığı durumlarda yerine\nyedek temsilcilerden katılım sağlanır. Kurula işveren temsilcilerinden\nbiri başkanlık eder. Taraflar kurula girecek üyelerini toplu iş\nsözleşmesinin imzasından itibaren 1 ay içinde karşı tarafa\nbildirirler.\u003C\u002Fp>\n\n\u003Cp>Kurul ihtiyaç duyulması halinde toplanır. Toplantı için çağrı\nyapılır. Kurul, daveti müteakip 3 işgünü içinde toplanarak uyuşmazlık\nkonusunun gerçek olup olmadığım, gerçek ise giderilmesi çarelerini\naraştırır ve 15 gün içinde karara bağlar. Toplantı sonunda anlaşmaya\nvarılmış ise anlaşma tutanağı sözleşme hükmü olarak uygulanır.\nAnlaşmaya varılmamış ise, tarafların yasal yollara başvurma hakları\nsaklıdır. Taraflar kurul kararlarına uymak zorundadırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 48- SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2025 tarihinde yürürlüğe girer ve\n31.12.2026 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch2>EK MADDE 1:\u003C\u002Fh2>\n\n\u003Cp>696 sayılı Kanun Hükmünde Kararnamenin 127 nci maddesiyle 375 sayılı\nKanun Hükmünde Kararnameye eklenen geçici 23üncü madde kapsamında\nsürekli işçi kadrolarına geçirilen işçilerin kıdem tazminatı gün\nsayısı, bu işçilerin şahıslarına bağlı olmak kaydıyla 12.04.2018\ntarihinde T.C. Aile, Çalışma ve Sosyal Hizmetler Bakanlığınca yayımlanan\ntoplu iş sözleşmesindeki gün sayısı dikkate alınacaktır. \u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmelerinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar kurumun\nbütçe imkânları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 2:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin “Vasıta Yardımı” başlıklı 35. maddesinde\nyapılan değişiklikler imza tarihinden ileriye doğru uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 48 Asıl Madde, 1 Ek Madde, 2 Geçici Madde\nile Ek-1 Ceza Cetvelinden ibaret olup taraflarca 15.08.2025 tarihinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CEZA CETVELİ EK -1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" colspan=\"5\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">CEZALAR\n        TEKERRÜR SAYISINA GÖRE\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>CEZAYI GEREKTİREN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>1-30 gün içinde izinsiz ve mazeretsiz bir gün işe\n        gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>2- İzinsiz ve mazeretsiz ardı ardına iki gün veya\n        1 ay içinde iki defa herhangi bir tatil gününden sonraki işgünü\n        işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>3- İş saati bitmeden izinsiz gitmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>4-Hasta olmadığı halde kendisini hasta\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>5- İşyerine sarhoş gelmek, işyerinde veya iş\n        esnasında alkollü içki veya uyuşturucu madde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>6- İş saatinde yapması gereken işi yapmayarak\n        özel işlerle meşgul olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>7- İşyerine ait malzeme, vasıta, alet veya\n        şahısları özel işlerinde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>8- İş saatinde özel ziyaretlerde bulunmak veya izin\n        almadan ziyaretçi kabul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>9- İş saatinde etrafım rahatsız edecek şekilde\n        bağırarak konuşmak veya şarkı söylemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>10- İş saatinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>11- İşyerinde veya iş esnasında amirlerine hakaret\n        etmek veya amirlerini tehdit etmek ve iş esnasında amirlerine\n        fiziksel saldırıda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>12- İşyerinde veya iş esnasında işyeri\n        mensuplarına veya iş sahiplerine kaba muamelede bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>13- Amirleri tarafından verilen işleri yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>14- Amirleri tarafından işçi sağlığım ve iş\n        emniyetini ihlal etmemek kaydıyla verilen görevle ilgili emir ve\n        işleri yapmamaya arkadaşlarını kışkırtma ve yaptırmama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>15- Kendisine verilen işi yapmadığı halde yapmış\n        gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>16- Gizli tutulması gereken göreve müteallik\n        sırları ifşa etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>17- İşyerinde kavga çıkarmak veya kavga\n        çıkmasına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>18- İş esnasında siyasi propaganda yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>19- Hırsızlık ve hırsızlığa teşebbüs etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>20- İşyerine ait alet, malzeme veya vasıtaların\n        bakım ve temizliğini ihmal etmek malzemeyi ve kırtasiyeyi hor\n        kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>21- Kendisine teslim edilen malzeme ve vasıtayı iyi\n        korumayarak kaybına, bozulmasına sebebiyet vermek (hasarın 30 (otuz)\n        gündelik tutarım aşmaması halinde)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a)       İhmal halinde\u003C\u002Ftd>\n      \u003Ctd>2G.\u003C\u002Ftd>\n      \u003Ctd>3G.\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b)      Ağır ihmalinde\u003C\u002Ftd>\n      \u003Ctd>3G.\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c)       Kastı halinde\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>22-îşyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden bir yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"126\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>23- İşyerini, kısmen veya tamamen durdurma amacı\n        ile sabotaja teşvik etmek veya sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>24- Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>25- Vasıta kullananlar için trafik kuralarına\n        riayetsizlik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>26- İşyerinde kumar oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>27- İşin yapılmasında amirlerine veya kendisi ile\n        birlikte çalışanlara işi aksatacak şekilde zorluk göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>28- İşyerinde işlediği suçtan dolayı 7 günden\n        az hapse mahkum olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>29- İşyerinde, 7 günden fazla hapisle\n        cezalandırılan ve cezası ertelenmeyen bir suç işlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>30- İş akdi yapıldığı sırada bu akdin esaslı\n        noktalarından birine müteallik vasıflar veya şartlar kendisinde\n        bulunmadığı halde haiz olduğunu ileri sürmek veyahut hakikate\n        uygun olmayan bilgi vermek ve beyanda bulunmak sureti ile işçinin\n        işvereni veya işveren vekilini yanıltması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>31- Zaruret olmadıkça iş münasebetlerinde merci\n        tecavüzünde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>32- İşçinin yapmakla mükellef bulunduğu ödevleri\n        işin ifası sırasında amiri tarafından yapması lüzumu ikaz ve\n        ihtar edilmesine rağmen yapmamakta direnmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>33- Resmi belgeler üzerinde tahrifat yapmak, sahte\n        belge düzenlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>34- İşe gelmeyen işçinin yerine imza atmak,\n        kartım bastırmak veya işçiyi işe gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>35- İşgünü bittikten sonra, izinsiz olarak\n        işyerine girmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>36- 30 gün içinde 3 defadan fazla 10 dakikayı aşan\n        yarım saate kadar olan gecikmeler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"360\">\u003Cp>37- Rüşvet almak, rüşvet vermek veya bunlara\n        teşebbüs etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"551\">\u003Cp>-   Ayrıca ceza cetveli ve İş\n        Kanunumda hüküm bulunmayan hallerde disiplin kurulu, fiilin\n        niteliğine göre cetveldeki müeyyidelerden birine kıyasen\n        değerlendirme yapar ve buna göre karar alır.\u003C\u002Fp>\n\n        \u003Cp>-  G: Gündelik (yevmiye) kesimini ifade eder.\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\n",{"cbadate_start_date":44,"CBA_MEMTRAD4_1":47,"jobclassifaction1":51,"contracttrial":55,"contracttrialperiod":58,"sicknesspay":62,"sicknessmaxdays":66,"healthandsafetypolicy":70,"code_application":73,"protectiveclothing":77,"funeralpay":81,"paidmaternityleave":85,"paidmaternityleaveduration":88,"deathrelatives":91,"marriageleave":95,"hourspweek_select":98,"PAIDLEAV_trigger":102,"holidaysdays":105,"bankholidays1":109,"SCHEDULE_trigger":113,"TRADEUNLEAV_trigger":117,"tradeunleavdays":120,"LOWWAGE_trigger":124,"STRUCINCR_trigger":128,"ONCEONLY_trigger":132,"onceonlytype2":135,"ONCERISE_trigger":139,"ONCERISE2_trigger":143,"NOCTPREM_trigger":147,"shiftallowanceperc1":150,"OVERTIME_trigger":154,"SUNDAY_trigger":158,"sundayallowancetype":162,"COMMUTE_trigger":166,"SENIOR_trigger":170,"longserviceallowancetype":173,"MEALALL_trigger":177,"mealvouchersamount":180},{"bindId":45,"name":46,"text":46},"cbadate_start_date","01.01.2025-31.12.2026",{"bindId":48,"name":49,"text":50},"CBA_MEMTRAD4_1","TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜR","TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI (TEZ-KOOP-İŞ)",{"bindId":52,"name":53,"text":54},"jobclassifaction1","I.GRUP: Tekniker, teknisyen, kaptan, güv","I.GRUP: Tekniker, teknisyen, kaptan, güvenlik amiri ve genel alan\nsorumlusuna günlük brüt çıplak ücretinin %9’u,\n\nII.GRUP: Güvenlik görevlisi, temizlik şefi, bakım onarım personeli,\nbüro personeli park\u002Fbahçe çalışanları, bakım onarım personeli ve\nşoföre günlük brüt çıplak ücretinin %8’i,\n\nIII.GRUP: Diğer işçilere ise günlük brüt çıplak ücretinin %7’si,\noranında iş primi ödenir.\n\nİlk defa işe alman işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.",{"bindId":56,"name":57,"text":57},"contracttrial","MADDE 12- DENEME SÜRESİ:",{"bindId":59,"name":60,"text":61},"contracttrialperiod","Deneme süresi 2 aydır. Deneme süresi içi","Deneme süresi 2 aydır. Deneme süresi içinde taraflar iş sözleşmesini\nbildirim süresine gerek olmaksızın tazminatsız feshedebilirler. İşçinin\nçalıştığı günler için ücret ve diğer haklan saklıdır.",{"bindId":63,"name":64,"text":65},"sicknesspay","MADDE 29- İS GÖREMEZLİK HALİ VE HASTALIK","MADDE 29- İS GÖREMEZLİK HALİ VE HASTALIK YARDIMI:",{"bindId":67,"name":68,"text":69},"sicknessmaxdays","Hastalık nedeniyle geçici iş göremezliğe","Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda 4 defayı geçmemek üzere işverence ödenir.",{"bindId":71,"name":72,"text":72},"healthandsafetypolicy","MADDE 45- İS SAĞLIĞI VE GÜVENLİĞİ:",{"bindId":74,"name":75,"text":76},"code_application","İş sağlığı ve güvenliği konusunda ilgili","İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır.",{"bindId":78,"name":79,"text":80},"protectiveclothing","Ancak, iş icap ve zaruretleri ile İş Sağ","Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.",{"bindId":82,"name":83,"text":84},"funeralpay","b- İşçinin eş, çocuk, ana veya babasının","b- İşçinin eş, çocuk, ana veya babasının sözleşmenin birinci yılı\nbirinci altı ayında ölümü halinde kendisine brüt 3.100,33 TL, birinci\nyılı ikinci altı ayında ölümü halinde kendisine brüt 3.441,37 TL,",{"bindId":86,"name":87,"text":87},"paidmaternityleave","MADDE 43- DOĞUM YARDIMI:",{"bindId":89,"name":90,"text":90},"paidmaternityleaveduration","Bu konuda mevzuat hükümleri uygulanır.",{"bindId":92,"name":93,"text":94},"deathrelatives","b- İşçinin ana, baba veya kardeşinin ölü","b- İşçinin ana, baba veya kardeşinin ölümü halinde 5 gün, eş veya\nçocuğunun ölümü halinde 6 gün, kayınvalide veya kayınpederinin ölümü\nhalinde 2 gün, c- İşçinin eşinin doğum yapması halinde 5 gün,\nd-İşçinin evlat edinmesi halinde 5 gün,",{"bindId":96,"name":97,"text":97},"marriageleave","a- İşçinin evlenmesi halinde 5 gün,",{"bindId":99,"name":100,"text":101},"hourspweek_select","İşyerlerinde çalışma süresi haftada en ç","İşyerlerinde çalışma süresi haftada en çok 45 saattir.",{"bindId":103,"name":104,"text":104},"PAIDLEAV_trigger","MADDE 21 - YILLIK ÜCRETLİ İZİNLER:",{"bindId":106,"name":107,"text":108},"holidaysdays","İşçilere verilecek yıllık ücretli izin s","İşçilere verilecek yıllık ücretli izin süresi, hizmet süresi; a- Bir\nyıldan beş yıla kadar (beş yıl dahil) olanlara 16 gün, b- Beş yıldan\nfazla onbeş yıldan az olanlara 23 gün, c-Onbeş yıl (dahil) ve daha fazla\nolanlara 28 gün, ücretli izin verilir.",{"bindId":110,"name":111,"text":112},"bankholidays1","Ulusal Bayram ve Genel Tatil Günleri kan","Ulusal Bayram ve Genel Tatil Günleri kanunda belirtilen günlerdir.",{"bindId":114,"name":115,"text":116},"SCHEDULE_trigger","MADDE 17- ARA DİNLENMESİ: Günlük çalışma","MADDE 17- ARA DİNLENMESİ:\n\nGünlük çalışma süresinin ortalama bir zamanında o yerin gelenekleri\nve işin gereğine göre ayarlanmak suretiyle işçilere;\n\na- Dört saat veya daha kısa süreli işlerde onbeş dakika,\n\nb- Dört saatten fazla ve yedibuçuk saate kadar (yedibuçuk saat dahil)\nsüreli işlerde yarım saat,\n\nc-Yedibuçuk saatten fazla süreli işlerde bir saat, ara dinlenmesi\nverilir.\n\nBu dinlenme süreleri en az olup aralıksız verilir.\n\nAncak bu süreler, iklim, mevsim, o yerdeki gelenekler ve işin niteliği\ngöz önünde tutularak sözleşmeler ile aralı olarak kullandırılabilir.\n\nDinlenmeler bir işyerinde işçilere aynı veya değişik saatlerde\nkullandırılabilir.\n\nAra dinlenmeleri çalışma süresinden sayılmaz.",{"bindId":118,"name":119,"text":119},"TRADEUNLEAV_trigger","MADDE 7- SENDİKAL İZİNLER:",{"bindId":121,"name":122,"text":123},"tradeunleavdays","B)DİĞER İZİNLER: Sendika temsilcileri il","B)DİĞER İZİNLER:\n\nSendika temsilcileri ile görevlilerine kongre, konferans, seminer,\nyönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi\ntoplantılara katılmaları için Sendikanın yazılı talebi üzerine\naşağıdaki düzenlenmiş şekle göre ücretli izin verilir.\n\n\n\n\n  \n    \n      YILLIK TOPLAM ÜCRETLİ İZİN SÜRESİ\n      \n    \n    \n      İşyeri İşçi Mevcudu\n      \n      Sendika Temsilcisi ve Görevlileri\n      \n    \n    \n      01 - 50 işçi çalıştırılan işyerinde\n      \n      10 Gün\n      \n    \n    \n      51 - 200 işçi çalıştırılan işyerinde\n      \n      15 Gün\n      \n    \n    \n      201 - 500 işçi çalıştırılan işyerinde\n      \n      20 Gün\n      \n    \n    \n      501 - 1000 işçi çalıştırılan işyerinde\n      \n      25 Gün\n      \n    \n    \n      1001 ve daha fazla işçi çalıştırılan\n        işyerinde\n      \n      İşçi sayısının %10' u kadar gün\n      \n    \n  \n",{"bindId":125,"name":126,"text":127},"LOWWAGE_trigger","a)Taban Ücret: 01.01.2025tarihinde günlü","a)Taban Ücret:\n\n01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.",{"bindId":129,"name":130,"text":131},"STRUCINCR_trigger","01.01.2025tarihindeki günlük brüt çıplak","01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır,",{"bindId":133,"name":134,"text":134},"ONCEONLY_trigger","MADDE 38- EK ÖDEME:",{"bindId":136,"name":137,"text":138},"onceonlytype2","İşçilere müktesep hak sayılmamak ve başk","İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL Ek ödeme yapılacaktır.",{"bindId":140,"name":141,"text":142},"ONCERISE_trigger","a)İşçilere, 6772 sayılı Kanun Hükümlerin","a)İşçilere, 6772 sayılı Kanun Hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.",{"bindId":144,"name":145,"text":146},"ONCERISE2_trigger","b)Ayrıca işçilere, toplu iş sözleşmesini","b)Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda 60\ngünlük ücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30\ngünü Şubat ayında, 30 günü ise Temmuz ayında ödenir.",{"bindId":148,"name":149,"text":149},"NOCTPREM_trigger","MADDE 41- GECE ZAMMI:",{"bindId":151,"name":152,"text":153},"shiftallowanceperc1","Akşam saat 20.00'den sabah saat 06.00'ya","Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre, gece\ndönemidir. 20.00- 06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %8 (Yüzde sekiz) zamlı olarak ödenir.",{"bindId":155,"name":156,"text":157},"OVERTIME_trigger","b)Fazla çalışmalarda her bir saat fazla ","b)Fazla çalışmalarda her bir saat fazla çalışma için verilecek\nücret, normal çalışma ücretinin saat başına düşen miktarının %70\nyükseltilmesi suretiyle ödenir.",{"bindId":159,"name":160,"text":161},"SUNDAY_trigger","MADDE 19- HAFTA TATİLİ ÇALIŞMASI VE ÜCRE","MADDE 19- HAFTA TATİLİ ÇALIŞMASI VE ÜCRETİ:",{"bindId":163,"name":164,"text":165},"sundayallowancetype","Hafta tatili günü çalıştırılan işçilere,","Hafta tatili günü çalıştırılan işçilere, çalışmadan alacakları\nücretleri ile birlikte bu gün için toplam 3 (üç) günlük ücret\nödenir.",{"bindId":167,"name":168,"text":169},"COMMUTE_trigger","MADDE 35- VASITA YARDIMI: İşçilerin, işy","MADDE 35- VASITA YARDIMI:\n\nİşçilerin, işyerlerine gelip gitmelerini temin için işverence servis\nsağlanır. Servis güzergahı, işyeri sendika temsilcilerinin görüşü de\nalınarak işverence tespit edilir.\n\nİşyerinde servis uygulaması olmayan yahut servisten yararlanamayan\nişçilere, gerçek ulaşım durumları dikkate alınarak, işyerine gidiş ve\ngelişlerini temin etmek üzere, fiilen çalıştıkları her gün için, tek\nvasıta kullananlara iki, çift vasıta kullananlara dört adet büyükşehir\nbelediyesi\u002Fbelediye otobüsü bilet bedeli net olarak ödenir.",{"bindId":171,"name":172,"text":172},"SENIOR_trigger","MADDE 27- KIDEM TAZMİNATI:",{"bindId":174,"name":175,"text":176},"longserviceallowancetype","Kıdem tazminatı konusunda kanun hükümler","Kıdem tazminatı konusunda kanun hükümleri uygulanır.",{"bindId":178,"name":179,"text":179},"MEALALL_trigger","MADDE 33- YEMEK YARDIMI:",{"bindId":181,"name":182,"text":183},"mealvouchersamount","İşçilere; işyerlerinde fiilen çalıştıkla","İşçilere; işyerlerinde fiilen çalıştıkları günlerde bir öğün\nücretsiz yemek verilir.\n\nAncak, Ramazan ayında oruç tutanlara, sağlık kurulu raporu ile perhizli\nolduğunu belgeleyenlere ve yemek çıkarılması veya verilmesi mümkün\nolmayan işyerlerinde çalışan işçilere fiilen çalıştıkları her gün\niçin sözleşmenin birinci yılı birinci altı ayında net 235,02 TL\u002FGün,\nbirinci yılı ikinci altı ayında net 260,87 TL\u002FGün yemek yardımı\nödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>T.C. MUĞLA SITKI KOÇMAN ÜNİVERSİTESİ REKTÖRLÜĞÜNÜN TÜHİS TEZ-KOOP-İŞ 01.01.2025-31.12.2026 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TEZ-KOOP-İŞ - Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar İşçileri Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 8 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 3100.33\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 10.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 1400.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 24.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 108 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 260.87 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[189],{"title":37,"slug":33},[191],{"type":192,"data":193},"call_to_action_body_block",{"title":194,"description":195,"variant":196,"link":197},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma 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