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NECMETTİN ERBAKAN ÜNİVERSİTESİ REKTÖRLÜĞÜ TÜHİS TEZKOOP İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ YÜRÜRLÜK SÜRESİ 01.11.2023-30.04.2025","T.C. NECMETTİN ERBAKAN ÜNİVERSİTESİ REKTÖRLÜĞÜ TÜHİS TEZKOOP İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ YÜRÜRLÜK SÜRESİ 01.11.2023-30.04.2025 - 2023","Turkey - T.C. NECMETTİN ERBAKAN ÜNİVERSİTESİ REKTÖRLÜĞÜ TÜHİS TEZKOOP İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ YÜRÜRLÜK SÜRESİ 01.11.2023-30.04.2025 - 2023","T.C. NECMETTİN ERBAKAN ÜNİVERSİTESİ REKTÖRLÜĞÜ TÜHİS TEZKOOP İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ YÜRÜRLÜK SÜRESİ 01.11.2023-30.04.2025 - 2023 - Education, research",{"name":39,"data":40},"10 Nolu İş Kolu (1).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>10 Nolu İş Kolu\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C. NECMETTİN ERBAKAN ÜNİVERSİTESİ REKTÖRLÜĞÜ (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-cbamemtrad\">\u003Ch1>TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI (TEZ-KOOP-İŞ)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>ARASINDA İMZALANAN 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>01.11.2023-30.04.2025\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi: 23.02.2024\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1- SÖZLEŞMENİN AMACI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\nbarışını sağlamak, taraflar arasında doğabilecek farklılıkları\nuzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- TARAFLAR VE TANIMLAR:\u003C\u002Fh2>\n\n\u003Ch3>A) Taraflar:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde taraflar, T.C. Necmettin Erbakan Üniversitesi\nRektörlüğü'nün üyesi bulunduğu, Türk Ağır Sanayii ve Hizmet Sektörü\nKamu İşverenleri Sendikası (TÜHİS) ile Türkiye Ticaret, Kooperatif,\nEğitim, Büro ve Güzel Sanatlar İşçileri Sendikası (TEZ-KOOP-İŞ)\ndır.\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. Necmettin Erbakan Üniversitesi Rektörlüğünde yer alan 10 no'lu\n\"ticaret, büro, eğitim ve güzel sanatlar\" iş koluna giren işyerleri ayrı\nayrı \"İŞYERİ\", bütünü \"İŞLETME\",\u003C\u002Fp>\n\n\u003Cp>b- T.C. Necmettin Erbakan Üniversitesi Rektörlüğü \"İŞVEREN\",\u003C\u002Fp>\n\n\u003Cp>c- T.C. Necmettin Erbakan Üniversitesi Rektörlüğüne 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\"\u003C\u002Fp>\n\n\u003Cp>g- İşyerlerinde çalışan ve kanunen işçi sayılan TEZ-KOOP-İŞ\nüyeleri, \"ÜYE\",\u003C\u002Fp>\n\n\u003Cp>h- Bu işletme toplu iş sözleşmesi, \"SÖZLEŞME\". diye\ntanımlanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 3- KAPSAM VE YARARLANMA:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>A) Kapsam:\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi T.C. Necmettin Erbakan Üniversitesi\nRektörlüğü ve bağlı 10 no'lu \"ticaret, büro, eğitim ve güzel sanatlar\"\nişkolundaki işyerleri ile bu işyerlerine bağlı eklentilerde çalışan\ntaraf 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. Üye olmayanların yararlanmaları hakkında 6356 sayılı\nSendikalar ve Toplu İş Sözleşmesi Kanunhükümleri 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- TOPLU İŞ SÖZLEŞMESİNİN HÜKMÜ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu iş\nsözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini toplu iş sözleşmesindeki hükümler alır.\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. Sona eren toplu iş sözleşmesinin iş sözleşmesine\nilişkin hükümleri yenisi yürürlüğe girinceye kadar iş sözleşmesi\nhükmü olarak devam eder.\u003C\u002Fp>\n\n\u003Cp>Sözleşmede belirtilmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- İŞYERİ SENDİKA TEMSİLCİLERİ:\u003C\u002Fh2>\n\n\u003Ch3>A) Atanması\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika, işyerlerinde çalışan ve bu toplu iş sözleşmesi kapsamına\ngiren işçilerden olmak kaydıyla 6356 sayılı Sendikalar ve Toplu İş\nSözleşmesi Kanununun 27. maddesi hükümleri uyarınca işyeri sendika\ntemsilci\u002Ftemsilcilerini seçer ve seçtiği temsilcilerin listesini, varsa\nbaştemsilciyi ayrıca belirtmek suretiyle on beş gün içinde işverene yazı\nile bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B) Görevleri\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilci\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, 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\nmüracaatlarını dinlemek,\u003C\u002Fp>\n\n\u003Cp>Üye ve işveren arasındaki uyuşmazlıkların çözümünde çalışmakla\ngörevlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- SENDİKA ÜYELİĞİNİN, TEMSİLCİLİĞİNİN VE\nYÖNETİCİLİĞİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanununun 23, 24 ve 25,\nmadde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>Sendika baştemsilci veya temsilcileri işyerindeki temsilcilik görevlerini\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartı ile işverenin\nde uygun göreceği zamanlarda aşağıdakı yazılı sürelerde yerine\ngetirirler.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin bu izin süresini işyerinde geçirmesi asıldır. 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\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"593\">\u003Cp>\u003Cstrong>HAFTALIK İZİN\n        SÜRESİ\u003C\u002Fstrong>\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=\"160\">\u003Cp>Temsilci\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Baş Temsilci\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=\"160\">\u003Cp>1 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>-\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=\"160\">\u003Cp>2 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>3 saat\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=\"160\">\u003Cp>3 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"300\">\u003Cp>501 ve daha fazla işçi çalıştırılan\n        işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>5 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\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\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"593\">\u003Cp>\u003Cstrong>YILLIK TOPLAM ÜCRETLİ İZİN\n        SÜRESİ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"286\">\u003Cp>Sendika Temsilcisi ve Görevlileri\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>01-50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"286\">\u003Cp>10 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>51 - 200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"286\">\u003Cp>15 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>201 - 500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"286\">\u003Cp>20 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>501 - 1000 işçi çalıştırılan işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"286\">\u003Cp>25 Gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"307\">\u003Cp>1001 ve daha fazla işçi çalıştırılan\n        işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"286\">\u003Cp>işçi sayısının % 10 ’ u kadar gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5' inden fazla sayıda üyenin birden\neğitim izni kullanması işverenin onayına tabidir. \u003C\u002Fp>\n\n\u003Cp>Ancak Genel Kurullar için bu %5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 8- SENDİKA İLAN TAHTASI VE TEMSİLCİ ODASI:\u003C\u002Fh2>\n\n\u003Ch3>A) İLAN TAHTASI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika haberlerinin işçilere duyurulması için işyerinde\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 asılamaz.\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- SENDİKA YÖNETİCİ VE TEMSİLCİLERİNİN ÜYE VE İŞVERENLE\nGÖRÜŞMESİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- SENDİKA AİDATI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, kanun gereği kesmesi gereken üyelik aidatını veya dayanışma\naidatını işçilerin ücretlerinden keserek bir ay içinde sendikanın\nbildireceği banka hesabına yatırmak ve kesinti listesini sendikaya\ngöndermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 - İŞE ALMADA USUL:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşe alınacak işçiler hakkında, işveren \"Kamu Kurum ve Kuruluşlarına\nİşçi Alınmasında Uygulanacak Usul ve Esaslar Hakkında Yönetmelik\"\nesaslarına göre hareket eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 12- DENEME SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Deneme süresi 2 aydır. Deneme süresi içinde taraflar iş sözleşmesini\nbildirim süresine gerek olmaksızın tazminatsız feshedebilirler. İşçinin\nçalıştığı günler için ücret ve diğer hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 13- İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 14- ASKERLİK VE KANUNDAN DOĞAN ÇALIŞMA:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 15- YENİ İŞ ARAMA İZNİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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.\nİşveren 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\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>MADDE 16- HAFTALIK ÇALIŞMA SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>İşyerinde 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 17- ARA DİNLENMESİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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 on beş dakika,\u003C\u002Fp>\n\n\u003Cp>b- Dört saatten fazla ve yedi buçuk saate kadar (yedi buçuk saat dahil)\nsüreli işlerde yarım saat,\u003C\u002Fp>\n\n\u003Cp>c- Yedi buçuk 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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>MADDE 18- FAZLA ÇALIŞMA VE ÜCRETÍ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Haftalık 45 saatin üzerinde yapılan çalışmalar fazla\nçalışmadır.\u003C\u002Fp>\n\n\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>\n\n\u003Cp>c). Fazla çalışma yapan işçi isterse, bu çalışma karşılığı\nzamı ücret yerine, fazla çalıştığı her saat karşılığında iki saati\nserbest zaman olarak kullanabilir.\u003C\u002Fp>\n\n\u003Cp>\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\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>İşçilere, işyerinde belirlenen çalışma günlerinde çalışmış\nolmaları koşulu ile yedi günlük bir zaman dilimi içinde kesintisiz en az\n24 saat dinlenme (hafta tatili) verilir. \u003C\u002Fp>\u003C\u002Fdiv>\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-sundayallowanceperc1\">\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 20- ULUSAL BAYRAM - GENEL TATİL GÜNLERİ VE ÜCRETLERİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>4857 sayılı İş Kanununun 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\u003Cp>İşçilere verilecek yıllık ücretli izin süresi, hizmet süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a- Bir yıldan beş yıla kadar (beş yıl dahil) olanlara 16 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b- Beş yıldan fazla on beş yıldan az olanlara 23 gün,\u003C\u002Fp>\n\n\u003Cp>c- On beş yıl (dahil) ve daha fazla olanlara 28 gün, ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayari\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 22- ÜCRETLİ MAZERET İZİNLERİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>c- İşçinin eşinin doğum yapması halinde 5 gün, e\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d- İşçinin evlat edinmesi halinde 5 gün,\u003C\u002Fp>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\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>\u003C\u002Fdiv>\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\u003Ch3>MADDE 23- ÜCRETSİZ MAZERET İZNİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a- İşyerinde 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>b- İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği\ntakdirde hayatı tehlikeye girecek anne, baba, eş ve çocukları ile\nkardeşlerinden birinin ağır kaza geçirmesi veya önemli bir hastalığa\ntutulmuş olması hallerinde bu hallerin hekim raporu ile belgelendirilmesi\nşartıyla, istekleri üzerine en çok 6 (altı) aya kadar ücretsiz izin\nverilebilir. Aynı şartlarda bu süre işverenin onayı ile bir katına kadar\nuzatılabilir.\u003C\u002Fp>\n\n\u003Cp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- GÖZALTINA ALINMA TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLATMA:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Gözaltına alınan işçiler bunu belgeledikleri takdirde kanuni\ngözaltı süresince ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>2- İşçi herhangi bir suçla tutuklandığı, gözaltına alındığı ve\ntutuklu kaldığı sürelerin toplamı, İş 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 kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d) Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biriyle 90 gün içinde son bulması ve işçinin bu tarihten\nitibaren bir hafta içinde işine dönmeyi talep etmesi halinde işveren\ntarafından emsallerinin hakları ile işe alınır. 90 gün sonunda yapılan\nbaşvuru halinde boş yer varsa işe alınır. Bu halde işe tekrar alınan\nişçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken 90 gün içinde tahliye\nedilenlerin bir hafta içinde işe başvurması halinde münhal kadro\nbulunması ve ihtiyaç duyulması halinde işveren tarafından tekrar işe\nalınırlar. Bilahare hüküm giymeleri halinde hizmet akitleri münfesih\nsayılır. Şu kadar 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\niade edildiği tarihten itibaren 7 gün içinde, başvurmaları halinde eski\nişlerine alınırlar. 90 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 26- BİLDİRİM SÜRELERİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bildirim süreleri hakkında 4857 sayılı İş Kanununun 17. madde\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 27- KIDEM TAZMİNATI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kıdem tazminatı konusunda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 28- HARCIRAH:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Harcırah konusunda 6245 sayılı Harcırah Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch2>MADDE 29- İŞ GÖREMEZLİK HALİ VE HASTALIK YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 30- ÜCRET VE ÖDEME ZAMANI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>MADDE 31- ÜCRET ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1) Birinci Dönem Ücret Zammı (01.11.2023-30.04.2024):\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>01.11.2023 tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n01.11.2023 tarihinden geçerli olmak üzere 839,90TL\u002FGün olarak\nuygulanacaktır(Süresi sona eren toplu iş sözleşmesinin son gün enflasyon\nfarkı olan %29,54 oranı ile iyileştirme ve Birinci Dönem Ücret Zammı olan\n%45 oranı işçilerin 01.07.2023 tarihindeki ücretleri esas alınarak\nyansıtılmış olup, mükerrer uygulama yapılmayacaktır. Ayrıca, toplu iş\nsözleşmesinde ücret zammı oranında artırılması öngörülen diğer\nilgili ödemelerde de süresi sona eren toplu iş sözleşmesinin son gün\nenflasyon farkı dikkate alınarak yeniden düzenlenmiştir).\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Nisan 2024 indeks sayısının, Ekim 2023 indeks\nsayısına göre değişim oranının % 45 (Kırkbeş)'i aşması halinde aşan\nkısmın tamamı, ikinci dönem ücret zammı oranına ilave edilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2) 02.03.2024-30.04.2024 Tarihleri Arası İyileştirme:\u003C\u002Fh3>\n\n\u003Cp>01.03.2024 tarihinde işyerlerinde çalışmakta olan işçilerin 01.03.2024\ntarihindeki ücretleri 02.03.2024 tarihinden geçerli olmak üzere\n1.000,00TL\u002FGün'e yükseltilecektir.\u003C\u002Fp>\n\n\u003Ch3>3) İkinci Dönem Ücret Zammı (01.05.2024-31.10.2024):\u003C\u002Fh3>\n\n\u003Cp>01.05.2024 tarihinde işyerlerinde çalışmakta olan işçilerin 01.05.2024\ntarihindeki günlük brüt çıplak ücretlerine, 01.05.2024 tarihinden\ngeçerli olmak üzere % 15 (Onbeş) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Ekim 2024 indeks sayısının, Nisan 2024 indeks\nsayısına göre değişim oranının % 15 (Onbeş)'i aşması halinde aşan\nkısmın tamamı, üçüncü dönem ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Ch3>4) Üçüncü Dönem Ücret Zammı (01.11.2024-30.04.2025):\u003C\u002Fh3>\n\n\u003Cp>01.11.2024 tarihinde işyerlerinde çalışmakta olan işçilerin 01.11.2024\ntarihindeki günlük brüt çıplak ücretlerine, 01.11.2024 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 Nisan 2025 indeks sayısının, Ekim 2024 indeks\nsayısına göre değişim oranının % 10(on)'u aşması halinde aşan\nkısmın tamamı, üçüncü dönemin son günündeki ücrete takip eden ayın\nbirinci gününden geçerli olmak üzere (01.05.2025 tarihinden geçerli olmak\nüzere işçilerin 30.04.2025 tarihindeki günlük brüt çıplak ücretlerine)\nilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>5) Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları kaydıyla, sendikaca üyeliklerinin işverene bildirildiği\ntarihi takip eden aybaşından geçerli olmak üzere toplu iş sözleşmesinin\n\"İş Primi\" başlıklı 37. maddesindeki gruplar esas alınmak kaydıyla\naşağıdaki tespit edilen brüt işe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"331\">\u003Cp>GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"283\">\u003Cp>01.11.2023-30.04.2024\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"331\">\u003Cp>I. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"283\">\u003Cp>710,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"331\">\u003Cp>2. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"283\">\u003Cp>705,00 TL\u002FGün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"331\">\u003Cp>3. GRUP\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"283\">\u003Cp>700,00 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 işe giriş ücretleri sözleşmenin ikinci ve üçüncü dönemlerinde\nücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak uygulanır. Toplu iş sözleşmesinin birinci döneminde\nyukarıdaki işe giriş ücretiyle işe başlayan işçiler takip eden\ndönemlerin ücret zamlarından yararlandırılırlar. Ayrıca, bu uygulama\nsebebiyle sonradan işe alınan işçilerin ücretleri hiçbir şekilde emsali\nkıdemli işçilerin ücretini geçemez. İşverence ilgili dönemde, işe\ngiriş ücretinden daha yüksek bir ücretle işe alınan işçilerin\nücretinden indirim yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>MADDE 32- İLAVE TEDİYE VE İKRAMİYE:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşçilere, 6772 sayılı Kanun Hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdays1\">\u003Cp>b) Ayrıca işçilere, toplu iş sözleşmesinin birinci ve ikinci\ndöneminde yer alan 01.11.2023-31.10.2024 tarihleri arasında 60 günlük\nücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30 günü\nNisan ayında, 30 günü ise Eylül ayında ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin üçüncü döneminde yer alan\n01.11.2024-30.04.2025 tarihleri arasında ise işçilerin 30 günlük\nücretleri tutarında yapılır. Bu ikramiye Nisan ayında ödenir.\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 33- YEMEK YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Işçilere; işyerinde fiilen çalıştıkları günlerde bir öğün\nücretsiz yemek verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Ancak, yemek yemeyerek ücretini almak istediğini yazılı dilekçe ile\nbildiren işçilere fiilen çalıştıkları her gün için sözleşmenin\nbirinci döneminde net 148,45 TL\u002FGün yemek yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu yardım, toplu iş sözleşmesinin ikinci ve üçüncü dönemlerinde\nücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak ödenecektir. Günlük çalışma süresi ara dinlenme dahil 12\nsaat olan işçilere, iki öğün yemek bedeli ödenir. Ancak bir öğün yemek\nyiyen işçiye sadece ikinci öğün yemek parası ödenir. İşverenin her iki\nöğünde de ayni olarak yemek vermesi halinde nakdi ödeme ayrıca\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 34- BİRLEŞTİRİLMİŞ SOSYAL YARDIM:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, toplu iş\nsözleşmesinin birinci döneminde her ay brüt 1.603,24 TL\u002FAy birleştirilmiş\nsosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci ve üçüncü dönemlerinde\nücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 35- VASITA YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin, işyerine gelip gitmelerini temin için işverence servis\nsağlanır. Servis güzergahı, işyeri sendika temsilcilerinin de görüşü\nalınarak işverence tespit edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>İşyerlerinde servis uygulaması olmayan yahut servisten yararlanamayan\nişçilere, fiilen çalıştıkları her gün için işverence iki adet,işe\ngeliş-gidişten sadece birinde servisten yararlanan işçilere ise bir adet\nbüyükşehir belediyesi otobüs bileti rayiç bedeli net olarak ödenir.\nUlaşım durumları dikkate alınarak çift vasıta kullananlara dört adet\nbüyükşehir belediyesi otobüsü bilet bedeli net olarak ödenir. Ancak işe\ngeliş-gidişten sadece birinde servisten yararlanan bu durumdaki işçilere\nise iki adet büyükşehir belediyesi otobüs bileti rayiç bedeli net olarak\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşverence yapılacak incelemede, ulaşım bilgilerini yanlış beyan\nedenlerin tespiti halinde disiplin hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- GİYİM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci döneminde her ay brüt 87,58\nTL\u002FAy giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci ve üçüncü dönemlerinde\nücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, iş icap ve zaruretleri (iş elbisesi gibi) ile İş Sağlığı ve\nGüvenliği mevzuatı gereğince verilmesi gereken koruyucu giyim malzemesi\nayrıca verilmeye devam edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 37- İŞ PRİMİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden, aşağıdaki\nişleri fiilen yapanlara müktesep hak olmamak ve diğer ödemeleri etkilememek\nkaydıyla fiilen çalıştıkları her gün için;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I. GRUP:\u003C\u002Fstrong> Mimar, mühendis, öğretmen\u002Fokutman, elektrikçi,\ndiyetisyen, tekniker, teknisyen, güvenlik amiri, grafiker, kasap ve aşçıya\ngünlük brüt çıplak ücretinin %6'sı,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II. GRUP:\u003C\u002Fstrong> Büro personeli, sekreter, sıhhi tesisatçı,\ngüvenlik görevlisi, garson, kart satış personeli, şoför, aşçı\nyardımcısı, temizlik şefi ve kaloriferciye günlük brüt çıplak\nücretinin %5'i,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>III. GRUP:\u003C\u002Fstrong> Diğer işçilere günlük brüt çıplak\nücretinin %4'ü, oranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alınan işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 38- EK ÖDEME:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, toplu iş sözleşmesinin birinci ve ikinci döneminde yer alan\n01.11.2023-31.10.2024 tarihleri arasında ve Mayıs ayında 3.649,20 TL'nin\nikinci dönem ücret zammı oranında arttırılması ile bulunan miktarda ek\nödeme yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ek ödemenin ödendiği tarihten sonraki ücret zamları yeni dönem ek\nödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 39- HİZMET ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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 yürürlük\nsüresince brüt 15,00 TL\u002FAy hizmet zammı verilir. 696 sayılı KHK ile\nsürekli işçiliğe geçen işçiler için kıdeme esas yıl başlangıcı\nsürekli işçiliğe geçilen 02.04.2018 tarihidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 40- EK PRİM:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 41-GECE ZAMMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 42- EVLENME YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere, sözleşmenin birinci döneminde evlenmeleri halinde brüt\n1.110,48 TL evlenme yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Evlenme olayının toplu iş sözleşmesinin ikinci ve üçüncü\ndönemlerinde 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\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2>MADDE 43- DOĞUM YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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 bu toplu iş sözleşmesinin ölüm yardımı maddesinde\nçocuk ölümü için belirlenen miktar işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 44- ÖLÜM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşçinin, sözleşmenin birinci döneminde ölümü halinde kanuni\nmirasçılarına brüt 1.665,85 TL,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>b)) İşçinin eş, çocuk, ana veya babasının sözleşmenin birinci\ndöneminde ölümü halinde kendisine brüt 2.775,91 TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) İşçinin iş kazası sonucu sözleşmenin birinci döneminde ölümü\nhalinde kanuni mirasçılarına brüt 4.441,09 TL tutarında ölüm yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımlar, toplu iş sözleşmesinin ikinci ve üçüncü dönemlerinde\nücret zammı oranında ve ücretin zamlandığı tarih itibarıyla\narttırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 45- İŞ SAĞLIĞI VE GÜVENLİĞİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır. 5188 sayılı kanununa tabi çalışan güvenlik görevlilerine\nilişkin işyeri uygulamalarına (kıyafet vb.) devam edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 46- DİSİPLİN KURULU VE HÜKÜMLERİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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 ėdilen\nüyelerden biri Kurulun başkanıdır. Oyların eşitliği halinde kurul\nbaşkanının oyu iki oy sayılır.\u003C\u002Fp>\n\n\u003Cp>2- Taraflar bu kurula seçecekleri asil ve yedek temsilcilerini\nsözleşmenin imzalanmasından itibaren 1 ay içinde birbirlerine yazılı\nolarak bildirirler, değişiklik halinde de aynı şekilde hareket edilir.\nÜyeliği sona eren üyenin yerine yenisi 1 ay içinde bildirilir.\u003C\u002Fp>\n\n\u003Cp>3- Disiplin Kurulu kararı 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 taktir de suçun niteliği ve işleniş biçimi\ngöz önüne alınarak ekli ceza cetveline göre kararını verir. Kurul\nkararı işveren veya işveren vekili tarafından işçiye bildirilir. İş\nsözleşmenin feshini gerektiren hallerde 4857 sayılı İş Kanununun 26.madde\nhükümleri 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 47- UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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. Necmettin Erbakan 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 olmadığını, 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 48- HASAR VE ZARAR TESPİTİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kusurları dolayısıyla kullandıkları araç, makine, alet ve edevatı\nhasara uğratan veya imal ettiği malı bozan, hatalı yapan işçilerden,\nmeydana gelen zararın tazmini için şu şekilde hareket edilir;\u003C\u002Fp>\n\n\u003Cp>a- Olayın vuku bulduğu işyerinde, işveren vekilinin görevlendireceği 2\nkişi (bir tanesi hasar konusunda uzman kişi olmak üzere) ile sendikanın\nseçeceği bir kişi olmak üzere 3 kişiden oluşan bir komisyon kurulur. \u003C\u002Fp>\n\n\u003Cp>b- Komisyon, işçinin savunmasını da alarak, zararın hangi sebepten\nmeydana geldiğini, işçinin zarardaki rolünü ve ödeyeceği tazminatın\nmiktarını tespit eder.\u003C\u002Fp>\n\n\u003Cp>c- Komisyonun kararı işveren vekilinin onayından sonra işçiye tebliğ\nedilir. Kararın tebliğ tarihinden itibaren 6 iş günü içinde taraflar\nmahkemeye itiraz edebilirler. Bu süre içinde itiraz edilmemişse karar\nkesinleşir. İtiraz yapılmışsa karar mahkeme sonucunda kesinleşir. \u003C\u002Fp>\n\n\u003Cp>d- Kesinleşen hasar veya zarar bedeli işçinin ücretinin 1\u002F4'ü\nnispetinde olmak üzere her ay ücretinden muntazaman kesilerek tazmin\nedilir.\u003C\u002Fp>\n\n\u003Cp>e- İşverenin İş Kanunundan doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 49- SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.11.2023 tarihinde yürürlüğe girer ve\n30.04.2025 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch3>EK MADDE 1:\u003C\u002Fh3>\n\n\u003Cp>696 sayılı Kanun Hükmünde Kararnamenin 127 nci maddesiyle 375 sayılı\nKanun Hükmünde Kararnameye eklenen Geçici 23 üncü madde kapsamında\nsürekli işçi kadrolarına geçirilen işçilerin kıdem tazminatı gün\nsayısı, bu işçilerin şahıslarına bağlı olmak kaydıyla 12.04.2018\ntarihinde T.C. Aile, Çalışma ve Sosyal Hizmetler Bakanlığınca yayımlanan\ntoplu iş sözleşmesindeki gün sayısı dikkate alınacaktır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE-1: FARKLARIN ÖDENME ZAMANI\u003C\u002Fh3>\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\u003Ch3>GEÇİCİ MADDE -2:\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-İş ve Hak-İş Konfederasyonları ile Kamu İşveren\nSendikası (TÜHIS) arasında 09.05.2023 tarihinde imzalanan \"2023 Yılı Kamu\nToplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü\" nün 6. maddesine\nistinaden 24.05.2023 tarihinde Hükümet ve Türk-İş Konfederasyonu ile Kamu\nİşveren Sendikası (TÜHİS) arasında imzalanan \"Ek Çerçeve Anlaşma\nProtokolü'ne istinaden bu toplu iş sözleşmesinin \"Yemek Yardımı\"\nbaşlıklı 33. maddesinin dördüncü fıkrasındaki düzenleme\nyapılmıştır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -3:\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-İş ve Hak-İş Konfederasyonları ile Kamu İşveren\nSendikası (TÜHIS) arasında 09.05.2023 tarihinde imzalanan \"2023 Yılı Kamu\nToplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü\" nün 11. maddesinin\n(e) fıkrası hükmü gereği toplu iş sözleşmesinin \"İş Primi\"\nbaşlıklı 37. maddesindeki maktu olarak uygulanan \"İş Primi\" yerine\n01.11.2023 tarihinden geçerli olmak üzere yüzdeli olarak düzenlenen \"İş\nPrimi\" uygulanacaktır. Ayrıca, süresi sona eren toplu iş sözleşmesinin\n37. maddesindeki maktu prim yeni dönemde ödenmeyecek olup mahsuplaşma\nişlemi yapılacaktır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -4:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinin İlave Tediye ve İkramiye başlıklı 32.\nmaddesinin, \"Bu ödeme, toplu iş sözleşmesinin üçüncü döneminde yer\nalan 01.11.2024-30.04.2025 tarihleri arasında ise işçilerin 30 günlük\nücretleri tutarında yapılır. Bu ikramiye Nisan ayında ödenir\" hükmü iş\nbu toplu iş sözleşmesinin yürürlük süresinin kısaltılmasından\nkaynaklı olup, yeni dönem toplu iş sözleşmesinde İkramiye gün sayısı\n60 gün olarak, ödeme zamanları Eylül ve Nisan ayı olarak\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -5:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinin \"Yemek Yardımı\" başlıklı 33. maddesinde \"bir\nöğün ücretsiz yemek verilen ancak yemek yemeyerek ücretini almak\nistediğini yazılı dilekçe ile bildiren\" işçilere yönelik olarak yapılan\ndeğişikliğin uygulamasına toplu iş sözleşmesinin imza tarihinden\nitibaren başlanacak, süresi sona eren toplu iş sözleşmesinde yemek bedeli\nödenen işçilere ise yürürlük başlangıç tarihinden itibaren\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -6:\u003C\u002Fh3>\n\n\u003Cp>29.01.2024 tarihinde Hükümet, Kamu İşveren Sendikası (TÜHİS) ve\nİşçi Sendikaları Konfederasyonları arasında imzalanan \"Ek Çerçeve\nAnlaşma Protokolü\" hükmüne istinaden, iş bu toplu iş sözleşmesinin\n\"Ücret Zammı başlıklı 31. maddesinin 2. fıkrasındaki düzenleme\nyapılmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -7:\u003C\u002Fh3>\n\n\u003Cp>29.01.2024 tarihinde Hükümet, Kamu İşveren Sendikası (TÜHİS) ve\nİşçi Sendikaları Konfederasyonları arasında imzalanan \"Ek Çerçeve\nAnlaşma Protokolü\" hükmüne istinaden iş bu toplu iş sözleşmesinin\n\"Ücret Zammı\" başlıklı 31. maddesinin \"İkinci Dönem Ücret Zamı\"\nbaşlıklı 3. fıkrasında yapılacak düzenlemenin uygulanmasına ilişkin\nolarak, ücret zammının uygulama tarihinde sözleşme tarafları ile protokol\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CEZA CETVELİ EK - 1\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"331\">\u003Cp>\u003Cstrong>CEZALAR\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>(TEKERRÜR SAYISINA GÖRE)\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>\u003Cstrong>CEZAYI GEREKTİREN HALLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>7- işyerine ait malzeme, vasıta, alet veya\n        şahıslan özel işlerinde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>9- İş saatinde etrafını 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=\"66\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>10-İş saatinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>11- İşyerinde veya iş esnasmda amirlerine hakaret\n        etmek veya amirlerini tehdit etmek ve iş esnasmda amirlerine fiziksel\n        saldında bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>14- Amirleri tarafından işçi sağlığını 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=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>'15- Kendisine verilen işi yapmadığı halde\n        yapmış gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>1G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>21- Kendisine teslim edilen malzeme ve vasıtayı iyi\n        korumayarak kaybına, bozulmasına sebebiyet vermek (hasarın 30 (otuz)\n        gündelik tutarını aşmaması halinde)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a)      İhmal halinde\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \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=\"369\">\u003Cp>22-İşyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden bir yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>23- İşyerini, kısmen veya tamamen durdurma amacı\n        ile sabotaja teşvik etmek veya sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>24- Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İG.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>25- Vasıta kullananlar için trafik kuralarına\n        riayetsizlik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İG.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>26-İşyerinde kumar oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>27- İşin yapılmasında amirlerine veya kendisi ile\n        birlikte çalışanlara işi aksatacak şekilde zorluk göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>28-: İşyerinde işlediği suçtan dolayı 7 günden\n        az hapse mahkum olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>29- İşyerinde, 7 günden fazla hapisle\n        cezalandırılan ve cezası ertelenmeyen bir suç işlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>31- Zaruret olmadıkça iş münasebetlerinde merci\n        tecavüzünde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>33- Resmi belgeler üzerinde tahrifat yapmak, sahte\n        belge düzenlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>3G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>35- İşgünü bittikten sonra, izinsiz olarak\n        işyerine girmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\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=\"66\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>37- Rüşvet almak, rüşvet vermek veya bunlara\n        teşebbüs etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"369\">\u003Cp>38- Toplu iş sözleşmesinin 35. maddesine aykırı\n        beyanda bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">-Ayrıca ceza cetveli ve İş Kanununda hüküm\n        bulunmayan hallerde disiplin kurulu, fiilin niteliğine göre\n        cetveldeki müeyyidelerden birine kıyasen değerlendirme yapar ve buna\n        göre,karar alır.\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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbamemtrad":45,"disabilityfund":49,"contracttrial":53,"maxsicknesspay":56,"sicknessmaxdays":58,"healthandsafetypolicy":62,"protectiveclothing":65,"funeralpay":69,"paidmaternityleave":73,"paidmaternityleaveduration":76,"paidpaternityleave":79,"childcare":83,"deathrelatives":87,"marriageleave":91,"WORKHOURS_trigger":94,"hourspweek_select":97,"PAIDLEAV_trigger":101,"schedulesrestpw":104,"holidaysdays":108,"bankholidays1":112,"TRADEUNLEAV_trigger":116,"STRUCINCR_trigger":119,"wageincreaseperc1":123,"ONCERISE_trigger":127,"incidentalbonusdays1":130,"NOCTPREM_trigger":134,"shiftallowanceperc1":137,"OVERTIME_trigger":141,"SUNDAY_trigger":144,"sundayallowanceperc1":148,"COMMUTE_trigger":152,"commutingallowancetype":155,"SENIOR_trigger":159,"MEALALL_trigger":162,"mealvouchersamount":165},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.11.2023-30.04.2025",{"bindId":46,"name":47,"text":48},"cbamemtrad","TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜR","TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI (TEZ-KOOP-İŞ)",{"bindId":50,"name":51,"text":52},"disabilityfund","MADDE 29- İŞ GÖREMEZLİK HALİ VE HASTALIK","MADDE 29- İŞ GÖREMEZLİK HALİ VE HASTALIK YARDIMI:",{"bindId":54,"name":55,"text":55},"contracttrial","MADDE 12- DENEME SÜRESİ:",{"bindId":57,"name":51,"text":52},"maxsicknesspay",{"bindId":59,"name":60,"text":61},"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":63,"name":64,"text":64},"healthandsafetypolicy","MADDE 45- İŞ SAĞLIĞI VE GÜVENLİĞİ:",{"bindId":66,"name":67,"text":68},"protectiveclothing","İş sağlığı ve güvenliği konusunda ilgili","İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır. 5188 sayılı kanununa tabi çalışan güvenlik görevlilerine\nilişkin işyeri uygulamalarına (kıyafet vb.) devam edilir.",{"bindId":70,"name":71,"text":72},"funeralpay","b)) İşçinin eş, çocuk, ana veya babasını","b)) İşçinin eş, çocuk, ana veya babasının sözleşmenin birinci\ndöneminde ölümü halinde kendisine brüt 2.775,91 TL,",{"bindId":74,"name":75,"text":75},"paidmaternityleave","MADDE 43- DOĞUM YARDIMI:",{"bindId":77,"name":78,"text":78},"paidmaternityleaveduration","Bu konuda mevzuat hükümleri uygulanır.",{"bindId":80,"name":81,"text":82},"paidpaternityleave","c- İşçinin eşinin doğum yapması halinde ","c- İşçinin eşinin doğum yapması halinde 5 gün, e",{"bindId":84,"name":85,"text":86},"childcare","g- İşçilerin en az yüzde yetmiş oranında","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.",{"bindId":88,"name":89,"text":90},"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,",{"bindId":92,"name":93,"text":93},"marriageleave","a- İşçinin evlenmesi halinde 5 gün,",{"bindId":95,"name":96,"text":96},"WORKHOURS_trigger","MADDE 16- HAFTALIK ÇALIŞMA SÜRESİ:",{"bindId":98,"name":99,"text":100},"hourspweek_select","İşyerinde çalışma süresi haftada en çok ","İşyerinde çalışma süresi haftada en çok 45 saattir.",{"bindId":102,"name":103,"text":103},"PAIDLEAV_trigger","MADDE 21 - YILLIK ÜCRETLİ İZİNLER:",{"bindId":105,"name":106,"text":107},"schedulesrestpw","İşçilere, işyerinde belirlenen çalışma g","İşçilere, işyerinde belirlenen çalışma günlerinde çalışmış\nolmaları koşulu ile yedi günlük bir zaman dilimi içinde kesintisiz en az\n24 saat dinlenme (hafta tatili) verilir. ",{"bindId":109,"name":110,"text":111},"holidaysdays","a- Bir yıldan beş yıla kadar (beş yıl da","a- Bir yıldan beş yıla kadar (beş yıl dahil) olanlara 16 gün,",{"bindId":113,"name":114,"text":115},"bankholidays1","Ulusal Bayram ve Genel Tatil Günleri kan","Ulusal Bayram ve Genel Tatil Günleri kanunda belirtilen günlerdir.",{"bindId":117,"name":118,"text":118},"TRADEUNLEAV_trigger","MADDE 7-SENDİKAL İZİNLER:",{"bindId":120,"name":121,"text":122},"STRUCINCR_trigger","MADDE 31- ÜCRET ZAMMI: 1) Birinci Dönem ","MADDE 31- ÜCRET ZAMMI:\n\n\n\n1) Birinci Dönem Ücret Zammı (01.11.2023-30.04.2024):",{"bindId":124,"name":125,"text":126},"wageincreaseperc1","01.11.2023 tarihinde işyerlerinde çalışm","01.11.2023 tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n01.11.2023 tarihinden geçerli olmak üzere 839,90TL\u002FGün olarak\nuygulanacaktır(Süresi sona eren toplu iş sözleşmesinin son gün enflasyon\nfarkı olan %29,54 oranı ile iyileştirme ve Birinci Dönem Ücret Zammı olan\n%45 oranı işçilerin 01.07.2023 tarihindeki ücretleri esas alınarak\nyansıtılmış olup, mükerrer uygulama yapılmayacaktır. Ayrıca, toplu iş\nsözleşmesinde ücret zammı oranında artırılması öngörülen diğer\nilgili ödemelerde de süresi sona eren toplu iş sözleşmesinin son gün\nenflasyon farkı dikkate alınarak yeniden düzenlenmiştir).\n\nAncak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Nisan 2024 indeks sayısının, Ekim 2023 indeks\nsayısına göre değişim oranının % 45 (Kırkbeş)'i aşması halinde aşan\nkısmın tamamı, ikinci dönem ücret zammı oranına ilave edilecektir.",{"bindId":128,"name":129,"text":129},"ONCERISE_trigger","MADDE 32- İLAVE TEDİYE VE İKRAMİYE:",{"bindId":131,"name":132,"text":133},"incidentalbonusdays1","b) Ayrıca işçilere, toplu iş sözleşmesin","b) Ayrıca işçilere, toplu iş sözleşmesinin birinci ve ikinci\ndöneminde yer alan 01.11.2023-31.10.2024 tarihleri arasında 60 günlük\nücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30 günü\nNisan ayında, 30 günü ise Eylül ayında ödenir.",{"bindId":135,"name":136,"text":136},"NOCTPREM_trigger","MADDE 41-GECE ZAMMI:",{"bindId":138,"name":139,"text":140},"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":142,"name":143,"text":143},"OVERTIME_trigger","MADDE 18- FAZLA ÇALIŞMA VE ÜCRETÍ:",{"bindId":145,"name":146,"text":147},"SUNDAY_trigger","MADDE 19- HAFTA TATİLİ ÇALIŞMASI VE ÜCRE","MADDE 19- HAFTA TATİLİ ÇALIŞMASI VE ÜCRETİ:",{"bindId":149,"name":150,"text":151},"sundayallowanceperc1","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":153,"name":154,"text":154},"COMMUTE_trigger","MADDE 35- VASITA YARDIMI:",{"bindId":156,"name":157,"text":158},"commutingallowancetype","İşyerlerinde servis uygulaması olmayan y","İşyerlerinde servis uygulaması olmayan yahut servisten yararlanamayan\nişçilere, fiilen çalıştıkları her gün için işverence iki adet,işe\ngeliş-gidişten sadece birinde servisten yararlanan işçilere ise bir adet\nbüyükşehir belediyesi otobüs bileti rayiç bedeli net olarak ödenir.\nUlaşım durumları dikkate alınarak çift vasıta kullananlara dört adet\nbüyükşehir belediyesi otobüsü bilet bedeli net olarak ödenir. Ancak işe\ngeliş-gidişten sadece birinde servisten yararlanan bu durumdaki işçilere\nise iki adet büyükşehir belediyesi otobüs bileti rayiç bedeli net olarak\nödenir.",{"bindId":160,"name":161,"text":161},"SENIOR_trigger","MADDE 27- KIDEM TAZMİNATI:",{"bindId":163,"name":164,"text":164},"MEALALL_trigger","MADDE 33- YEMEK YARDIMI:",{"bindId":166,"name":167,"text":168},"mealvouchersamount","Ancak, yemek yemeyerek ücretini almak is","Ancak, yemek yemeyerek ücretini almak istediğini yazılı dilekçe ile\nbildiren işçilere fiilen çalıştıkları her gün için sözleşmenin\nbirinci döneminde net 148,45 TL\u002FGün yemek yardımı ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>T.C. NECMETTİN ERBAKAN ÜNİVERSİTESİ REKTÖRLÜĞÜ TÜHİS TEZKOOP İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ YÜRÜRLÜK SÜRESİ 01.11.2023-30.04.2025 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-04-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-casignemployees\">\n                Name other signatories from employees' side: → \n            \u003C\u002Fdiv>\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: → Evet\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: → Insufficient data\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 2775.91\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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → \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        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