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TEB. BİRİNCİ BÖLGE İSTANBUL ECZACI ODASI İLE SOSYAL-İŞ SENDİKASI 01.01.2019- 31.12.2020","T.C. TEB. BİRİNCİ BÖLGE İSTANBUL ECZACI ODASI İLE SOSYAL-İŞ SENDİKASI 01.01.2019- 31.12.2020 - 2019","Turkey - T.C. TEB. BİRİNCİ BÖLGE İSTANBUL ECZACI ODASI İLE SOSYAL-İŞ SENDİKASI 01.01.2019- 31.12.2020 - 2019","T.C. TEB. BİRİNCİ BÖLGE İSTANBUL ECZACI ODASI İLE SOSYAL-İŞ SENDİKASI 01.01.2019- 31.12.2020 - 2019 - Manufacturing",{"name":39,"data":40},"ist_eczaci_odasi.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>ist_eczaci_odasi\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C. TEB. BİRİNCİ BÖLGE İSTANBUL ECZACI ODASI\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>SOSYAL-İŞ SENDİKASI\u003C\u002Fh1>\n\n\u003Ch1>ARASINDA BAĞITLANAN\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2019- 31.12.2020 YÜRÜRLÜK SÜRELİ\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>4.DÖNEM TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1 - TARAFLAR:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin İşveren tarafı, İstanbul Eczacı Odası\nYönetim Kurulu (Mecidiyeköy Mah. Atakan Sok. No:14 Kat:2 (Escort Bilgisayar\nBinası) Mecidiyeköy - Şişli-İSTANBUL); İşçi tarafı, üyeleri adına\nSOSYAL-İŞ Türkiye Sosyal Sigortalar, Eğitim, Büro, Ticaret, Kooperatif ve\nGüzel Sanatlar İşçileri Sendikası (Ziya Gökalp Cad. Gonca Apartmanı No:\n36\u002F16 Kızılay- ANKARA’dır.)\u003C\u002Fp>\n\n\u003Ch3>MADDE 2 - TANIMLAR:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>a)İŞVEREN; İstanbul Eczacı Odası Yönetim Kurulu’nu,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>b)SENDİKA; (SOSYAL-İŞ) Türkiye Sosyal Sigortalar, Eğitim, Büro,\nTicaret, Kooperatif ve Güzel Sanatlar İşçileri Sendikası’nı,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İŞLETME; İstanbul Eczacı Odası ve bağlı işyerlerinin\nbütününü,\u003C\u002Fp>\n\n\u003Cp>d)İŞYERİ; İşletme kapsamında olan işyerlerini ve eklentilerini,\u003C\u002Fp>\n\n\u003Cp>e)İŞÇİ; İşyerinde çalışan işçilerden Sosyal-İş üyesi\nbulunanları,\u003C\u002Fp>\n\n\u003Cp>f)TARAFLAR; İşveren ve Sendikayı,\u003C\u002Fp>\n\n\u003Cp>g)SÖZLEŞME; ekleri ile birlikte bu toplu iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>h)MEVZUAT; yasa, tüzük, yönetmelik, v.s.’yi ifade eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3 - AMAÇ:\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin amacı; işçilerin ekonomik, sosyal ve kültürel\ndüzeylerini yükseltmek, onların insan onuruna yaraşır ve çağın\ngereklerine uygun bir yaşam düzeyine ulaşmalarını sağlamak, işyerinde\nverimliliği artırmak, işçilerin kendi yaptıkları işle ilgili karar alma\nsürecine katılmalarını sağlamak ve yönetme yeteneklerini geliştirmek,\nişçi-işveren arasında doğabilecek uyuşmazlıkları karşılıklı iyi\nniyet ve güven ortamı içinde ve bu sözleşmede belirlenen yollarla\nçözümleyerek iş barışını egemen kılmaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>Taraflar; işçinin, üretimin temeli olduğunun bilinci içinde;\nuluslararası antlaşmalar ve sözleşmeler ile Uluslararası Çalışma\nÖrgütü'nün kararlarına dayalı \"Sendika Hakkı\", \"Toplu Sözleşme ve Grev\nHakkı\"nı sahiplenerek, bu temel hak ve özgürlükleri çağdaş ve\ndemokratik dünyadaki uygulamalarının öz ve düzeyine kavuşturmayı\namaçlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 4 - SÖZLEŞMENİN KAPSAMI VE YARARLANMA:\u003C\u002Fh3>\n\n\u003Ch4>A - KAPSAM:\u003C\u002Fh4>\n\n\u003Cp>a)Yer itibariyle; Bu toplu iş sözleşmesi, İstanbul Eczacı Odası\nişletmesi kapsamındaki işyerlerini kapsar.\u003C\u002Fp>\n\n\u003Cp>b)Şahıs İtibariyle; Bu sözleşme, İstanbul Eczacı Odası işletmesinde\nçalışan ve Sosyal-İş Sendikasına üye bulunan işçileri kapsar.\u003C\u002Fp>\n\n\u003Ch4>B - Sözleşmeden Yararlanma:\u003C\u002Fh4>\n\n\u003Cp>a)Sendika Üyelerinin Yararlanmaları:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imzası tarihinde sendika üyesi bulunanlar, yürürlük\ntarihinden itibaren; imza tarihinden sonra üye olanlar, üyeliklerinin\nsendikaca işverene bildirildiği tarihten itibaren sözleşmeden\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\nhizmet akdi kıdem tazminatına hak kazandıracak bir neden ile sona eren üye\nişçiler ile ölen üye işçilerin varisleri, sözleşmenin sağladığı\ntüm hak ve yararlardan çalıştıkları süre oranında yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Sendika Üyesi Olmayanların Yararlanmaları:\u003C\u002Fp>\n\n\u003Cp>Hukuk Müşavirleri (Avukatlar) ve Personel Müdürü bu toplu iş\nsözleşmesinin kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olmayan ya da sendika üyeliğinden ayrılan veya\nçıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Toplu İş\nSözleşmesinin imza tarihinden önceki talepler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>c)Bu sözleşmeyle belirlenen ayni ve parasal haklar, bu bendin (a ve b)\nfıkraları dışında kalan işçilere uygulanmaz. Uygulandığı takdirde\ndurum sendikanın yazılı uyarısı üzerine bir ay içinde düzeltilemez ise,\naynı miktar sendikalı tüm işçilere de ek olarak uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5 - TARAFLARIN TEMSİLİ:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanmasında sendikayı, Genel Yönetim\nKurulu veya görevlendireceği kimseler ile sendika şubesi; İşvereni, Oda\nYönetimi veya görevlendireceği kimseler temsil eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6 - SÖZLEŞMENİN HÜKMÜ:\u003C\u002Fh3>\n\n\u003Cp>a)Bu toplu iş sözleşmesinde aksi belirtilmedikçe, hizmet akitleri toplu\niş sözleşmesine aykırı olamaz. Hizmet akitlerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini, bu toplu iş sözleşmesindeki hükümler\nalır. Hizmet akdinde belirtilmeyen konularda bu toplu iş sözleşmesinin\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b)Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten önce\nişçilere sağlanan ve bu toplu iş sözleşmesinde değiştirici ya da yok\nedici hüküm bulunmayan işçi lehine hak ve menfaatler kazanılmış hak\nolarak aynen devam eder.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesi, mevzuat ile işçi yararına tanınmış ve\ntanınacak hakların uygulanmasına engel olamaz. Bu toplu iş sözleşmesinden\ndaha fazla hak sağlayan yasalar çıkarsa, bu sözleşme hükümlerinin yerini\nalır.\u003C\u002Fp>\n\n\u003Cp>d)Nedeni ne olursa olsun, süresi sona eren toplu iş sözleşmesinin hizmet\nakdine ilişkin hükümleri, yenisi yürürlüğe girene kadar hizmet akdi\nhükmü olarak geçerliliğini sürdürür.\u003C\u002Fp>\n\n\u003Cp>e)Sözleşmede belirtilmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 7 - SÖZLEŞMENİN YORUMU ve UYGULANMASI:\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin hükümleri, amaca aykırı yorumlanamaz. Sözleşme, gerek\nmaddelerinin açık anlamları ve gerekse özü ile bir bütündür; bölüm ve\nmadde başlıkları maddelerin anlamlarını tamamlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8 - TARAFLARIN DURUMUNDA DEĞİŞİKLİK:\u003C\u002Fh3>\n\n\u003Cp>Sözleşmeye taraf olan sendikanın kendini feshi, infisahı, çalışmadan\nyasaklı olması v.s. gibi durumlar ile sözleşmenin uygulandığı işletme,\nişyerleri ve eklentilerinde işverenin değişmesi, bu sözleşmenin\nuygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch2>2.BOLUM TARAF İLİŞKİLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 9 - İŞVERENİN SORUMLULUKLARI:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>İşveren, bu sözleşme hükümlerini zamanında ve eksiksiz olarak\nuygulamak, işyerinde iş güvenliği ve işçi sağlığı bakımından\ngereken önlemleri almak, işçi hak ve alacaklarının zamanında ve\nnoksansız olarak ellerine geçmesini sağlamak, sendika ve işçilere karşı\ngerek mevzuat, gerekse bu sözleşmeden doğan yükümlülüklerini yerine\ngetirmekle görevlidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 10 - SENDİKANIN SORUMLULUĞU:\u003C\u002Fh3>\n\n\u003Cp>Sendika, işçilerin temsilcisi olarak bu sözleşme ile kendisine yüklenen\ngörevleri en iyi şekilde yapar ve işçilerin haklı gördüğü\nşikayetlerini ilgili mevzuat çerçevesinde işverenle görüşerek çözmeye\nçalışır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 11 - İŞYERİNDE SENDİKAL ÇALIŞMALAR:\u003C\u002Fh3>\n\n\u003Cp>Sendikanın genel yönetim kurulu üyeleri ya da görevlendireceği kişiler\nile şube yöneticileri, işveren veya yetkili kıldığı kişilerle önceden\nrandevulaşarak her zaman görüşebilirler. Yine bu kişiler, işveren veya\nyetkili kıldığı kişilerin onayı ile iş düzenini aksatmayacak şekilde\nişverenin göstereceği yerde işçilerle toplu görüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>İşçiler, mevzuat hükümlerine uygun şekilde yapmış oldukları\nsendikal faaliyetlerinden ötürü hiçbir ceza ve farklı uygulamaya tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 12 - İŞYERİ SENDİKA TEMSİLCİLİĞİ:\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin uygulanmasını izlemek, işçilerle işveren arasındaki\nuygar ilişki ve iletişimi koruyarak doğabilecek uyuşmazlık ve\nşikâyetleri o işyerindeki yetkili işveren temsilcisi ile görüşerek\nçözümlemeye çalışmak ve mevzuattan doğan diğer görevleri yapmak\nüzere; sendikanın, işyerleri için yasada öngörülen sayıda belirleyip\nişverene bildirdiği her İşyeri Sendika Temsilcisinin sendikal\nçalışmaları yürütebilmeleri için haftada 5 saat ücretli izin hakları\nvardır.\u003C\u002Fp>\n\n\u003Cp>Temsilciler, bu izinlerini işverene önceden haber vermek koşuluyla\nkullanırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 13 - SENDİKA ÜYELERİNİN VE SENDİKA ZORUNLU ORGANLARINDA GÖREV\nALANLAR İLE İŞYERİ SENDİKA TEMSİLCİLERİNİN GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>a)İşçinin işe alınması, sendikaya üye olması ya da sendika\nüyeliğini koruması veya sendika üyeliğinden ayrılması koşuluna bağlı\ntutulamaz. İşveren bu sözleşme hükümleri ile bağlı kalmak kaydı ile\nsendikaya üye olan işçiler ile sendika üyesi olmayan işçiler arasında\nsırf bu nedenle, işin sevk ve dağıtımında, işçinin mesleki ilerlemesine\nilişkin uygulamada herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, işyerinde çalışan sendika ya da sendika şubelerinin\nzorunlu organlarında görev alanlarla işyeri sendika temsilcilerinin sendikal\ngörevlerinin gereği yaptıkları çalışmalardan dolayı ve sebebi açık ve\nkesinlikle belirlenmeyen nedenlerle iş akitlerini bozamaz. Fesih halinde\ntemsilci ya da yönetici işe iade davası açabilir.\u003C\u002Fp>\n\n\u003Cp>Temsilcinin işe iadesine karar verilirse fesih geçersiz sayılarak\ntemsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın kesinleşme\ntarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhâlinde, iş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma hâlinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)İşyeri sendika temsilcilerinin ve sendika yöneticilerinin işyerleri,\nsendikanın onayı olmaksızın değiştirilemez. Keza işleri kendilerinin\nonayı olmaksızın esaslı olarak değiştirilemez. Ancak, işyerinin veya bir\nbölümünün kapanması halinde, o işyerinde veya kapanan bölümde\nçalışan temsilciler ve yöneticiler, başka işyerine nakledilebilirler.\u003C\u002Fp>\n\n\u003Cp>d)Sendika veya bağlı bulunduğu konfederasyonun yöneticiliğinde görev\naldığı için kendi isteği ile işyerinden ayrılan işçilerin hizmet\nakitleri askıya alınır. Bu görevliler, görevlerinin (seçime girmemek,\nseçilememek veya kendi istekleriyle çekilmek sureti ile) son bulması\nüzerine, üç ay içinde işe alınmalarını istedikleri takdirde işveren,\nistek tarihinden itibaren en geç bir ay içinde bu işçileri emsallerine\nuygun koşullarla eski işlerine almak zorundadır. Bu durumda, işçinin eski\nkıdem hakları ve sözleşmelerle emsallerine sağlanmış tüm haklar\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>e)Sendikanın yönetici veya işyeri sendika temsilcileri hakkında 6356\nsayılı yasanın 23., 24. ve 25. maddeleri ile diğer mevzuat hükümleri bu\nsözleşmede belirtilen güvencelere ek olarak uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 14 - SENDİKA ÇALIŞMALARININ DUYURULMASI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerlerinde işçilerin kolaylıkla görebileceği yerlere\nsendikanın yazı, duyuru, bülten, genelge ve çağrı gibi yazılarının\nasılması için pano koyar. Bu pano anahtarı işyeri sendika temsilcisinde\nbulunur. Sendikanın imza ve mührünü taşıyan her türlü belgenin ve\nsendika yayınlarının sorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 15 - ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ VE YAYINLARIN\nGÖNDERİLMESİ:\u003C\u002Fh3>\n\n\u003Cp>a)İşveren, işyerinde çalışan tüm işçilerin isimlerini mevcut\nbelgelere dayanarak işveren veya vekilince onaylanmış olarak, sözleşmenin\nbağıtlanması tarihinden itibaren 15 gün içinde sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, mevcut işçilerden ölen, emekli olan veya kendi isteği ile\nişten ayrılanlar ile işe yeni giren işçilerin isimlerini aidat kesinti\nlistesinde her ay sendikaya bildirir.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, işçilerle ilgili yayınlayacağı sirküler ve genelgelerin\nbir nüshasını en geç bir hafta içinde sendikaya gönderir ve bir\nnüshasını sendika temsilcisine verir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16- İŞYERİ SENDİKA TEMSİLCİLERİNE SAĞLANACAK KOLAYLIKLAR VE\nTEMSİLCİLİK ODASI:\u003C\u002Fh3>\n\n\u003Cp>İşveren, İşyeri Sendika Temsilcilerince kullanılmak üzere, bir oda\ntahsis eder. Bu odada bir evrak dolabı, masa, sandalye, telefon, kırtasiye\nmalzemeleri v.s. bulundurur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 17 - SENDİKAL İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A)Sendika Organlarında Görev Alan Üyelerin İzinleri: Sendikanın\nyazılı başvurusu üzerine:\u003C\u002Fp>\n\n\u003Cp>a)Sendikanın yönetim kurullarında görev alan üyelerden genel yönetim\nkuruluna seçilenlere, her toplantı için gidiş-geliş yol süreleri hariç 1\n(bir) tam gün; şube yönetim kuruluna seçilenlere, her toplantı için 1\n(bir) tam gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>b) Sendika Disiplin Kurulları’nda görev alan üyelere gidiş-geliş yol\nsüreleri hariç 1 (bir) tam gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>c)Sendika denetim kurullarında görev alan üyelerden genel merkez denetim\nkurulu üyelerine her toplantı için 6 ayda bir 2 (iki) tam gün ücretli izin\nverilir. Şube denetim kurulu üyelerine her toplantı için 1 (bir) tam gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>B)Sendikal Toplantı ve Eğitim İzinleri:\u003C\u002Fp>\n\n\u003Cp>a)Sendika temsilcileri ve görevlileri ile genel kurul delegelerine, genel\nkurullara katılmaları için sendikanın en az 3 gün önceden bildirmesi\nhalinde, genel kurul çalışmaları ve gidiş-geliş için gerekli yol\nsüresince ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>b)Sendikanın işçiler ile ilgili düzenleyeceği eğitim, konferans ve\nbenzeri etkinlikler için sendikaca 3 gün önceden bildirilmesi koşulu ile\nsendika üyesi işçilere ücretli izin verilir. Sendikaca bildirilen\nisimlerden görevi gereği o tarihler için işyerinden ayrılamayacakların\nsendikaya işveren tarafından bildirilmeleri durumunda yerlerine başka\nişçiler çağrılır. Bir seferde sendikalı işçi sayısının %5’inden\nfazla sayıda üyenin topluca izin kullanması, işverenin onayına\nbağlıdır. Bu izinlerin bir kişi için yılda 15 günü geçmesi işverenin\nonayına bağlıdır. Genel Kurullar için bu oran aranmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18 - SENDİKAL ÖDENTİLER:\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika anatüzüğü hükümlerine uygun olarak, sendikaca\nbildirilecek üyelerinden talep ettiği aidatı yürürlük süresi itibariyle,\ndayanışma aidatını ise talep tarihi itibariyle keserek, sendikaca\ngösterilen banka hesabına her ay işçi ücretlerinin ödendiği günü\nizleyen en geç 10 iş günü içerisinde sendika hesabına yatırır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 19 - ŞİKÂYET VE UYUŞMAZLIK:\u003C\u002Fh3>\n\n\u003Cp>İşçiler bireysel ve bu sözleşmeden doğan şikâyetlerini işyeri\nsendika temsilcisine yaparlar.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcisi duruma göre işçinin ilk amiri ya da işveren\nvekili ile görüşerek sorunu çözümlemeye çalışır. Çözülemeyen\nkonular, temsilci tarafından sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 20 - İŞYERİ KURULU:\u003C\u002Fh3>\n\n\u003Cp>İşyerinde işçilerin disiplin uygulamaları ile iş akitlerinin sona\nerdirilmesini görüşmek, işin verimliliği için gerekli düzenlemeleri\nyapmak, iş ve işyeri değişikliklerini kararlaştırmak, İzin Kurulu,\nİşçi Sağlığı ve İş Güvenliği Kurulu olarak görev yapmak ve\nTİS’in uygulama ve yorumundan kaynaklanan uyuşmazlıkları görüşüp\nkotarmak üzere aşağıdaki koşullarla işyerinde bir İşyeri Kurulu\noluşturulur.\u003C\u002Fp>\n\n\u003Ch4>A)Kuruluşu:\u003C\u002Fh4>\n\n\u003Cp>Kurul tarafların belirleyeceği 2’şer kişiden oluşur. Kurulun\nbaşkanlığını işverenin belirlediği üyelerden birisi yapar. Taraflar,\nyukarıdaki usul ile 2’şer de yedek üye belirlerler. Asıl ve yedek\nüyeler, sözleşmenin imzası tarihinden itibaren en geç 15 gün içinde\nbildirilir.\u003C\u002Fp>\n\n\u003Ch4>B)Görev ve Yetkileri:\u003C\u002Fh4>\n\n\u003Cp>Kurul;\u003C\u002Fp>\n\n\u003Cp>a)İşçilerin, iş disiplini ile bağdaşmayan fiillerini Disiplin Kurulu\nsıfatı ile görüşerek, bu suça uygun bulacağı cezayı verir.\u003C\u002Fp>\n\n\u003Cp>b)Sözleşmenin uygulamasından doğan ve sendika ya da işverence kurula\ngetirilen uyuşmazlık konularını karara bağlar.\u003C\u002Fp>\n\n\u003Cp>c)İş akitlerinin tazminatlı ve tazminatsız sona erdirilmesini karara\nbağlar.\u003C\u002Fp>\n\n\u003Ch4>C)Çalışma Yöntemi:\u003C\u002Fh4>\n\n\u003Cp>a)Toplantı istemi toplantı isteyen tarafça kurul başkanına yazılı\nolarak yapılır. Kurul başkanı, istemden itibaren en geç 10 işgünü\niçerisinde gerekli çağrıyı yaparak toplantıyı gerçekleştirmek\nzorundadır. Kurul, çağrıdan sonra katılan üyelerin sayısı ne olursa\nolsun toplanır ve kararını alır. Kurulun sekreteryası, ilk toplantısında\nbelirleyeceği yöntem ve kişilerce yürütülür. Kurumların kendilerini\nilgilendiren toplantılar nedeniyle 3 gün önceden bildirmeleri halinde\nİşyeri Kurulu toplantısı sözü edilen toplantı sonuna ertelenir.\u003C\u002Fp>\n\n\u003Cp>b)Kurul kararlarını oy çokluğu ile alır. İlk toplantıda karar\nalınamadığı takdirde, ikinci toplantı en geç 7 işgünü içerisinde\nyapılır. Yapılan bu ikinci toplantıda da oyların eşitliği halinde\nbaşkanın oyu iki sayılır. İşten çıkarmalarda ilk toplantıda iş\nakdinin feshi yönünde bir karar çıkarsa 7 işgünü içinde ikinci\ntoplantı yapılır. Aksi halde iş akdi feshedilmemiş sayılır. İşten\nçıkarmalarda iki toplantıda da iş akdinin feshi yönünde bir karar\nçıkması durumunda fesih işlemi gerçekleştirilir. Dosyası görüşülen\nişçi, iki toplantı arasında ücretli izinli sayılır. Kararlar gerekçeli\nolarak yazılarak kurul üyelerince imzalanır ve ilgili işçi ile sendikaya\nve işverene tebliğ edilir. Oyların eşitliği sonucu başkanın iki oyu ile\nalınan kararlarda tarafların görüşleri tutanak haline getirilerek tüm\nkurul üyelerince imzalanır ve ilgili işçi ile sendikaya ve işverene\ntebliğ edilir.\u003C\u002Fp>\n\n\u003Cp>c)Kurulun, (B) bendinin (b) fıkrası uyarınca alacağı kararlarda\ntarafların mutabakatı şarttır. Mutabakat sağlanmış konularda sorun\nçözümlenmiş sayılır. Mutabakat sağlanamayan konularda tarafların yargı\nyoluna başvurma hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 21- İŞ GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>a)İşyerinin ekonomik ya da teknolojik durumu, işin veya işyerinin\ngerekleri bakımından zorunluluk olmadıkça ve işyeri veya bir bölümü\nkapatılmadıkça işçi çıkartılamaz. Sıralı Reçete Dağılımı\nfaaliyetinin durması, kesintiye uğraması, çalışma alanının daralması\nya da ortadan kalkması nedenleri işveren açısından ekonomik ve zorlayıcı\nneden olarak kabul edilir. Bu nedenlerden dolayı personel istihdamında\nazalmaya gidilmesi durumunda kapasitesi daraltılan işyerlerinde çalışan\nsendika üyesi işçilere öncelikli olarak İstanbul Eczacı Odası’na\nbağlı işyerleri bünyesinde uygun bir iş olanağının bulunup\nbulunmadığı araştırılır. Uygun pozisyonların olması durumunda bu\nkişilerin istihdamı sağlanır. Uygun pozisyonların olmadığı durumlarda\nzorunlu toplu çıkarma esasları sırasına göre işlem yapılır. Sıralı\nReçete Dağıtımı faaliyeti, kapasitenin genişlemesi veya faaliyetlerine\ndevam etmesi durumunda iş akitleri sona erdirilmek zorunda bırakılan\nişçiler öncelikli olarak işe alınır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi çıkarmanın zorunlu olduğu hallerde işveren, işçi çıkarma\nnedenleri ve çıkarılacak işçi sayısını taraf işçi sendikasına\nbildirir.\u003C\u002Fp>\n\n\u003Cp>Taraflar sorunu görüşür, başka bir çözüm olanakları bulunup\nbulunmadığını araştırır.\u003C\u002Fp>\n\n\u003Cp>Sorunu çözmeye elverişli ve işletme gereklerine uygun başka bir yol\nbulunamaz ise, işten çıkarma esaslarını, çıkarılacak işçi sayısı,\nişten çıkartma tarihi ile ünitelere dağılımı karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>Bu halde sırası ile;\u003C\u002Fp>\n\n\u003Cp>1.Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>2.Deneme süresi içinde olanlar,\u003C\u002Fp>\n\n\u003Cp>3.Sendika üyesi bulunmayanlar,\u003C\u002Fp>\n\n\u003Cp>4.En fazla disiplin cezası almış olanlar,\u003C\u002Fp>\n\n\u003Cp>5.Bir sosyal güvenlik kuruluşundan emekli olanlar,\u003C\u002Fp>\n\n\u003Cp>6.Emekliliğe hak kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>7.Aynı durumda olanlar arasında son giren ilk çıkar,\u003C\u002Fp>\n\n\u003Cp>Bu işleme tabi tutulurlar.\u003C\u002Fp>\n\n\u003Cp>c)İşveren 19. madde ile bu maddenin (a) ve (b) bentlerinde sayılan\nkurallara uymaksızın işçi çıkardığında, işten çıkardığı her\nişçi bakımından aşağıda (d) ve (e) bentlerinde yazılı kural ve\nyaptırımları kabul ve taahhüt eder. Bu kabul ve taahhüt tazminatsız\nişçi çıkarmalarda da Mahkemece çıkarmanın tazminatlı yapılmasına\nkarar verilmesi hallerini de kapsar.\u003C\u002Fp>\n\n\u003Cp>Bu maddelere göre işten çıkarılanların yerine 6 ay içerisinde yeni\nişçi ihtiyacı duyulur ise, işten çıkarılan işçiler tekrar işe\nçağrılırlar.\u003C\u002Fp>\n\n\u003Cp>İşletmenin bütününde bir defada 5 veya daha fazla sayıda işçi\nçıkarma toplu işçi çıkarma sayılır ve bu madde hükmüne tabi\ntutulur.\u003C\u002Fp>\n\n\u003Cp>İEO’nın esas faaliyet alanı ile ilgili, kapasitesi daraltılan veya\nkapatılan bölümlerde asıl ve sürekli işlerde geçici işçi\nçalıştırılamaz. Taşeron eliyle iş gördürülemez. Böyle bir ihtiyacın\noluşması durumunda konu İşyeri Kurulu’nda görüşülür.\u003C\u002Fp>\n\n\u003Cp>d)Tazminatlı veya tazminatsız işten çıkarma kararlarının\ngerekçesinin kararda açık ve somut olarak gösterilmesi şarttır.\nİşveren, işyerinde çalışan işçi sayısına bakmaksızın işten\nçıkarma istemini kurula getirmeden önce 3999 sayılı yasa ile onaylanmış\nbulunan Uluslararası Çalışma Örgütü’nün 158 sayılı sözleşmesinde\nöngörülen danışma ve diğer mekanizmaları işletir. Sözleşmede Yasada\nöngörülen işten çıkarma nedenleri dışında bir neden, çıkarma için\ngerekçe olarak ileri sürülemez. Emekliliğine 2 yıldan az kalmış olan\nişçiler için işten çıkarma kararı disiplin suçları hariç yukarıdaki\ngerekçelerle de olsa uygulanamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren ayrıca 3999 sayılı yasa ile onaylanmış bulunan 158 sayılı\nsözleşmenin öngördüğü yargı ve tazminat yollarını kabul eder.\nİşveren 4857 sayılı yasanın iş güvencesi ile ilgili hükümlerini,\nişçi sayısı ile bağlı olmaksızın ve madde hükümleri çerçevesinde\nuygulamayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>e)Bu madde hükümlerine uygun olmaksızın işe son verme işlemlerine\nkarşı üyenin işten çıkarılma işleminin kendisine tebliğinden itibaren\nçıkarılma işleminin bu sözleşme hükümlerine aykırı olduğunun\nsaptanması gerekçesi ile ilgili mahkemeye başvurarak durumunun ve işten\nçıkartma işleminin geçersizliğinin saptanmasını isteyebilir.\u003C\u002Fp>\n\n\u003Cp>Mahkemece, işten çıkartma işleminin geçersizliğinin saptanması\ndurumunda işveren, işçiyi işten çıkartılmamış gibi tüm haklarını\nödeyerek bir ay içinde eski görev ve işyerine başlatır. İşveren,\nişçiyi mahkeme kararına rağmen işe başlatmazsa, 4857 sayılı İş\nKanununun 21. maddesi esasları doğrultusunda mahkemece verilecek İş\nGüvencesi Tazminatını ve ayrıca 8 aylık ücreti tutarında tazminatı\nödemeyi taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>f)Yeni İş Arama İzni:\u003C\u002Fp>\n\n\u003Cp>Gerek işçinin gerekse işverenin bildirimli olarak hizmet akdini\nfeshettiği durumlarda, işveren işçiye bildirim önelleri sırasında ve\nçalışma saatleri içinde, günde 2 saat yeni iş arama izni verir. İşçi\nisterse, işten ayrılacağı günden önceki günlere rastlatmak kaydıyla,\niş arama iznini topluca kullanabilir.\u003C\u002Fp>\n\n\u003Ch2>3.BOLUM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI VE İŞ AKDİNE İLİŞKİN HÜKÜMLER \u003C\u002Fh2>\n\n\u003Ch3>MADDE 22 - İŞE ALMA:\u003C\u002Fh3>\n\n\u003Cp>a)İşveren işe alacağı işçilerin, görevin gerektirdiği niteliklere\nsahip olup olmadıklarını kendi mevzuatına göre tespit eder.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin herhangi bir nedenle ölümü halinde, durumu işe girmeye\nelverişli çocuklarından biri veya eşine,\u003C\u002Fp>\n\n\u003Cp>c)4857 sayılı iş yasasının 30. maddesinden doğan yükümlülüğün\nyerine getirilmesinde evvelce işyerinde sakatlanmış işçilere, işe almada\nöncelik tanınır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 23 - DENEME SÜRESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşçiler, işe alındıkları tarihten itibaren üç (3) aylık deneme\nsüresine tabi tutulurlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Deneme süresinin ilk iki (2) ayı içinde karşılıklı uyum\nsağlanamaması durumunda ihbar önellerine uyulmaksızın, deneme süresi iki\n(2) ayı aşmış ise ihbar önellerine uyularak iş akdi sona\nerdirilebilir.\u003C\u002Fp>\n\n\u003Cp>Evvelce işyerinde çalışırken ayrılmış olanların işe\nalınmalarında, yeni bir deneme süresi uygulanmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 24 - İŞYERİNDE ÇALIŞMA ESASLARI:\u003C\u002Fh3>\n\n\u003Cp>a)Yetkili sağlık kurulunca işçilere branşı ile ilgili “işini\nyapamaz” raporu verilmesi halinde, işçinin yeni görev yeri işyeri kurulu\ntarafından belirlenir.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin görev yeri, işinin niteliği ve ücretinde bir düşürme\nyapılmaksızın işverenlikçe geçici olarak değiştirilebilir. Geçici\nsüreli iş değişiklikleri yılda toplam altı ayı geçemez. Aksi uygulama\niçin işçinin rızası ve işyeri kurulu onayı şarttır. Daimi süreli iş\ndeğişikliklerinde işçinin onayının olması şarttır. Bu değişiklikler\nSendikaya, 10 işgünü içerisinde gerekçesi ile yazılı olarak\nbildirilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 25 - HAFTALIK VE GÜNLÜK ÇALIŞMA SÜRESİ:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>İşyerinde normal günlük çalışma süresi sabah günde 9 saat,\nhaftalık çalışma süresi ise 45 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE 26 - GECE ÇALIŞMASI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İş hayatında gece saat 20.00’de başlayarak sabah saat 06.00’ya kadar\ngeçen ve her halde 11 saat süren gün dönemi, gece süresidir.\u003C\u002Fp>\n\n\u003Cp>a)İşçilerin gece çalışmaları 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>b)Gece süresinde normal çalışma saatleri dışında yapılan\nçalışmalar, fazla çalışma saatleri hükümlerine tabidir. Gece yapılan\nfazla çalışma saat ücreti, normal fazla çalışma saat ücretinin % 10\nfazlasıdır. Fazla çalışma izinle takas edilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 27 - İŞ SÜRESİNDEN SAYILAN DURUMLAR:\u003C\u002Fh3>\n\n\u003Cp>Aşağıda belirtilen süreler, fiilen çalışılmamış dahi olsa,\nçalışılmış gibi iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşyerinde ya da dışında işverenden iş beklemekle geçen\nsüreler,\u003C\u002Fp>\n\n\u003Cp>b)İşçilerin işveren tarafından, işyerlerinden başka bir yerde\nçalıştırılmak üzere gönderilmeleri halinde yolda geçen süreler,\u003C\u002Fp>\n\n\u003Cp>c)İşçinin, işinde ve işverenin her an buyruğuna hazır bir halde\nbulunmakla beraber çalıştırılmaksızın ve çıkacak işi bekleyerek\nboşta geçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>d)Hastalanan işçinin muayene ve tedavi için gidip gelmelerinde veya\nvizitede geçirdikleri zamana ilişkin süreler,\u003C\u002Fp>\n\n\u003Cp>e)4857 sayılı yasanın 66. maddesinde yer alan diğer durumlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 28 - ÇALIŞILMIŞ GİBİ SAYILAN DURUMLAR:\u003C\u002Fh3>\n\n\u003Cp>Aşağıda belirtilen süreler, yıllık ücretli izin hakkının hesabında\nve işyerindeki kıdem tazminatına esas bakımından çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşçinin uğradığı kaza ya da yakalandığı hastalıktan ötürü\nişine gelemediği günler,\u003C\u002Fp>\n\n\u003Cp>b)Kadın işçilerin bu sözleşmeye göre belirlenmiş doğumdan önce ve\ndoğumdan sonra çalıştırılmadıkları günler (Ancak doğumdan sonraki\nücretli izin süresini izleyen 6 aya kadar verilecek ücretsiz izin süresi,\nyıllık ücretli izin ve kıdem tazminatı hakkının hesabında dikkate\nalınmaz.),\u003C\u002Fp>\n\n\u003Cp>c)İşçinin muvazzaf askerlik hizmeti dışında manevra ya da her hangi\nbir yasadan dolayı görevlendirilmesi sonucu yılda 90 günden fazlasını\naşmayacak şekilde işine gidemediği günler,\u003C\u002Fp>\n\n\u003Cp>d)İşveren tarafından işçiye verilen diğer izinler,\u003C\u002Fp>\n\n\u003Cp>e)4857 sayılı yasanın 55. maddesinde yer alan durumlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 29 - ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI:\u003C\u002Fh3>\n\n\u003Cp>a)Muvazzaf askerlik hizmeti dışında talim, manevra ve sivil savunma\neğitimlerine ilgili makamlarca çağrılan işçilerin, bu görevlerde geçen\nsüreleri kıdemden sayılır. Bu görevlere çağrılan işçilere,\ndönüşünde işbaşı yaptırılır.\u003C\u002Fp>\n\n\u003Cp>b)Süresi belirsiz hizmet akdi ile çalışan işçilerden, muvazzaf\naskerlik görevini yapmak için işyerinden ayrılan işçi, terhisi izleyen\n(iki) ay içinde işyerine başvurması ve ihtiyaç duyulması halinde,\nemsallerine ve kıdemine uygun bir ücretle eski işine veya eski işine uygun\nbir işe alınır. Bu durumda (bir) ay içinde işe başlamayan işçi bu\nhakkını kullanamaz. Bu süre içerisinde işe dönmek için başvurup\nişlerine başlatılmayan işçilere 4 aylık ücretleri tutarında tazminat\nödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 30 - ENGELLİ İŞÇİ ÇALIŞTIRILMASI:\u003C\u002Fh3>\n\n\u003Cp>Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerinde çalışmakta iken iş kazası sebebi ile çalışmakta\nolduğu işini fiilen yapamayacak durumda olan işçiyi, işveren, İşyeri\nKurulu tarafından belirlenen durumuna uygun yeni bir işte çalıştırır.\u003C\u002Fp>\n\n\u003Cp>Olumsuz hava şartları sebebiyle iş gelişinde ve çıkışında zorluk\nyaşaması muhtemel olan engelli personele gerekli kolaylık sağlanır.\nİşyerinde çalışan engelli işçiler, kamu çalışanı engellilere verilen\ntüm idari izinlerden aynı şekilde yararlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>MADDE 31 - ANALIK DURUMU:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Kadın işçilerin doğumdan önce 8 ve doğumdan sonra 10 hafta olmak\nüzere toplam 18 haftalık süre için çalıştırılmamaları esastır.\nÇoğul gebelik halinde doğumdan önce çalıştırılmayacak 8 haftalık\nsüreye 2 hafta süre eklenir. Ancak, sağlık durumu uygun olduğu takdirde,\ndoktorun onayı ile kadın işçi isterse doğumdan önceki 3 haftaya kadar\nişyerinde çalışabilir. Bu durumda, kadın işçinin çalıştığı\nsüreler doğum sonrası sürelere eklenir. Kadın işçinin erken doğum\nyapması halinde ise doğumdan önce kullanamadığı çalıştırılmayacak\nsüreler, doğum sonrası sürelere eklenmek suretiyle kullandırılır.\nDoğumda veya doğum sonrasında annenin ölümü hâlinde, doğum sonrası\nkullanılamayan süreler babaya kullandırılır. Üç yaşını doldurmamış\nçocuğu evlat edinen eşlerden birine veya evlat edinene çocuğun aileye\nfiilen teslim edildiği tarihten itibaren 8 hafta analık hâli izni\nkullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Birinci fıkra uyarınca kullanılan doğum sonrası analık hâli izninin\nbitiminden itibaren çocuğunun bakımı ve yetiştirilmesi amacıyla ve\nçocuğun hayatta olması kaydıyla kadın işçi ile 3 yaşını doldurmamış\nçocuğu evlat edinen kadın veya erkek işçilere istekleri hâlinde birinci\ndoğumda 60 gün, ikinci doğumda 120 gün, sonraki doğumlarda ise 180 gün\nsüreyle haftalık çalışma süresinin yarısı kadar ücretsiz izin verilir.\nÇoğul doğum hâlinde bu sürelere 30’ar gün eklenir. Çocuğun engelli\ndoğması hâlinde bu süre 360 gün olarak uygulanır. Bu fıkra\nhükümlerinden yararlanılan süre içerisinde süt iznine ilişkin hükümler\nuygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Yukarıda öngörülen süreler işçinin sağlık durumuna ve işin\nözelliğine göre doğumdan önce ve sonra gerekirse artırılabilir. Bu\nsüreler hekim raporu ile belirtilir.\u003C\u002Fp>\n\n\u003Cp>Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>Hekim raporu ile gerekli görüldüğü takdirde, hamile kadın işçi\nsağlığına uygun daha hafif işlerde çalıştırılır. Bu halde işçinin\nücretinde bir indirim yapılmaz.\u003C\u002Fp>\n\n\u003Cp>İsteği halinde kadın işçiye, 18 haftalık sürenin tamamlanmasından\nveya çoğul gebelik halinde 18 haftalık süreden sonra 6 aya kadar ücretsiz\nizin verilir. Bu izin, üç yaşını doldurmamış çocuğu evlat edinme\nhâlinde eşlerden birine veya evlat edinene verilir. Bu süre, yıllık\nücretli izin hakkının hesabında dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>Bu maddede öngörülen izinlerin bitiminden sonra mecburi ilköğretim\nçağının başladığı tarihi takip eden ay başına kadar bu maddeye göre\nebeveynlerden biri kısmi süreli çalışma talebinde bulunabilir. Bu talep\nişveren tarafından karşılanır ve geçerli fesih nedeni sayılmaz. Bu\nfıkra kapsamında kısmi süreli çalışmaya başlayan işçi, aynı çocuk\niçin bir daha bu haktan faydalanmamak üzere tam zamanlı çalışmaya\ndönebilir. Kısmi süreli çalışmaya geçen işçinin tam zamanlı\nçalışmaya başlaması durumunda yerine işe alınan işçinin iş\nsözleşmesi kendiliğinden sona erer. Bu haktan faydalanmak veya tam zamanlı\nçalışmaya geri dönmek isteyen işçi işverene bunu en az bir ay önce\nyazılı olarak bildirir. Ebeveynlerden birinin çalışmaması hâlinde,\nçalışan eş kısmi süreli çalışma talebinde bulunamaz. Üç yaşını\ndoldurmamış bir çocuğu eşiyle birlikte veya münferiden evlat edinenler de\nçocuğun fiilen teslim edildiği tarihten itibaren bu haktan faydalanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 32 - ÖZÜR BİLDİRME:\u003C\u002Fh3>\n\n\u003Cp>a)Beklenmedik bir sebepten dolayı işe zamanında gelmesine engel, geçerli\nbir özrü çıkan işçi bizzat kendisi, buna olanak olmadığı takdirde\ntelefonla veya başka bir araçla işe başlama saatinden önce amirine\nözrünü bildirerek izin almak zorundadır.\u003C\u002Fp>\n\n\u003Cp>b)İş başında çalışırken acil bir özrü çıkanlar, izin almak\nsuretiyle işyerinden ayrılabilirler.\u003C\u002Fp>\n\n\u003Cp>c)Mazeret bildirmeksizin işe geç gelme ayda iki defadan fazla on beş\ndakikayı aştığı takdirde, gelmediği süreye ilişkin ücret kesintisi\nyapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 33 - FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh3>\n\n\u003Cp>a)Günlük iş süresinin üstünde yaptırılan her türlü çalışma\nfazla çalışmadır.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde fazla çalışma yapılabilir. Genel sebeplerle fazla\nçalışma gerektiği hallerde işçinin muvafakati alınır.\u003C\u002Fp>\n\n\u003Cp>c)Hafta tatili, genel tatil ve ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine çalışma yapılabilir.\u003C\u002Fp>\n\n\u003Cp>d)Fazla çalışma veya fazla sürelerle çalışma sürelerinin hesabında\nyarım saatten az olan süreler yarım saat, yarım saati aşan süreler ise\nbir saat sayılır. Bu kural çıkış saati olan 18:00 ile 18:30 arasında\ngeçen süre için uygulanmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>e)Günlük ve haftalık normal çalışma sürelerinin üzerinde yapılan\nçalışmalar, fazla çalışma kabul edilir. Fazla çalışmalarda saat\nücreti, işçinin normal saat ücretinin %50 zamlı tutarıdır. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f)Günlük çalışma süresi bittikten sonra 1,5 saat veya üzerinde fazla\nçalışma yapılması durumunda işçinin yemek ihtiyacı işveren tarafından\nkarşılanır. Yemek verilemediği durumlarda bu sözleşmede belirlenen yemek\nbedeli işçiye ayrıca ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 34 - İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A) Yıllık Ücretli İzin:\u003C\u002Fh4>\n\n\u003Cp>İşyerine girdiği günden başlayarak deneme süresi de içinde olmak\nüzere en az bir yıl çalışmış olan işçinin yıllık ücretli izin\nhakkı vardır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Hizmet Süresi 1–5 yıl (dâhil) olanlara, 16 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet Süresi 5–10 yıl (dâhil) olanlara, 23 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmet Süresi 10–15 yıl (dâhil) olanlara, 26 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmet Süresi 15 yıldan fazla olanlara, 29 işgünü,\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>a)Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan,\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve\nsosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu raporuyla\nbelirlenmiş istirahat günleri, izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b)Sözleşme kapsamına giren işyerlerinde çalışan işçilerin yıllık\nücretli izinleri İşyeri Kurulu’nca düzenlenir.\u003C\u002Fp>\n\n\u003Cp>c)Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü\nhalinde yasal mirasçılarına, hak edipte de kullanmadığı izninin ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>d)İşveren tarafından yıl içinde verilmiş bulunan başka ücretli ve\nücretsiz izinler veya dinlenme, hastalık izinleri, yıllık izninden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cp>e)Yıllık ücretli izinleri düzenleyen kurul, işçilerin izinlerinin bir\nbölümü 10 günden az olmamak koşulu ile parçalı olarak\nkullandırabilir.\u003C\u002Fp>\n\n\u003Cp>f)Yıllık izne ayrılan işçiye, izin süresinin ücreti, izne\nçıkmasından önce ödenir.\u003C\u002Fp>\n\n\u003Cp>g)Yıllık izin hakkını elde edememiş işçiye talebi halinde, bir\nsonraki dönem izninden mahsup edilmek üzere beş (5) işgünü ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Ch4>B) Diğer Sosyal İzinler:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>1)İşçinin evlenmesi halinde 7 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>2)İşçinin eşinin ve işçinin veya eşinin ana, baba, kardeş ve\nçocuğunun ölümünde 7 işgünü, işçinin veya eşinin anneanne, babaanne,\ndede, hala, amca, teyze, dayı ve çocuklarının ölümünde 1 işgünü,\ndiğer akrabalarının ölümü halinde 1 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3)Erkek üyeye eşinin doğum yapması halinde 5 (beş) işgünü, ancak\ndoğum ve sonrasında yaşanabilecek özel sağlık problemleri hallerinde\nbelgelendirmesi kaydıyla bu izin 10 (on) işgününe kadar artırılabilir.\nİki eşin de işyerinde çalışması durumunda ve kadın işçinin onayı\nhalinde, erkek işçi doğum sonrası izni tam olarak veya kadın ve erkek\nişçi dönüşümlü olarak kullanabilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4)İşçinin çocuğunu evlendirmesi halinde 2 işgünü, sünnet ettirmesi\nhalinde 2 işgünü,\u003C\u002Fp>\n\n\u003Cp>5)Yılda bir kez olmak üzere işçinin evini taşıması halinde 3\nişgünü, askerlik yoklaması gibi durumlarda 1 işgünü,\u003C\u002Fp>\n\n\u003Cp>6)Üyenin ikamet ettiği veya kendisinin veya eşinin anne ve babasının\nmülkiyetinde olan gayrimenkulların, yangın, sel, deprem ve diğer doğal\nafetlere uğraması nedeniyle 7 (yedi) işgünü ücretli izin verilir.\nİhtiyaç duyulan sürenin 7 işgününü aşması halinde bu süre yeniden\nişverenin onayı ile arttırılarak, ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>7)İşçilerin zorunlu ihtiyaçlarını karşılamaları için yılda 10\ngüne kadar ücretli mazeret izni verilir. Mazeret izni 1 defada 1 günü\ngeçemez ve toplu halde kullanılamaz. Mazeret durumu geçerli nedenler ile\nbelgelendirildiği takdirde 1 günden fazla mazeret izni kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki izinler, izin sebebi olan olayı kapsayacak şekilde verilir. Bu\nizinler istendiğinde, olayın işçi tarafından belgelenmesi zorunludur.\nBelgelenmeyen olaylarda, işçi özürsüz olarak işe gelmemiş sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch4>C)Emzirme İzni:\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>İşveren doğum yapmış işçiye yasal sınırları içinde, doğum\ntarihinden itibaren 1 yıl süreyle günde iki saat emzirme izni vermeyi kabul\neder. İşçi isterse bu iznini sabah geç gelmek, akşam paydos saatinden\nönce çıkmak suretiyle veya toplu olarak da kullanabilir. Bu süre günlük\nçalışma süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>D)Öğrenim izni:\u003C\u002Fh4>\n\n\u003Cp>Çalışarak okuyan (lisans, yüksek lisans ve doktora eğitimi de dâhil\nolmak üzere) öğrenci üyelerin çalışma saatleri, okudukları okulların\nkoşullarına göre işi aksatmayacak şekilde işverence uygun görüldüğü\ntakdirde belirlenir. Sınav süresince, sınav saati ve yol süresi için\nüyelere ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık ücretli izne mahsup edilemez ve mazeret izni\nsayılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE 35- HAFTA TATİLİ:\u003C\u002Fh3>\n\n\u003Cp>Hafta tatili Cumartesi ve Pazar günüdür.\u003C\u002Fp>\n\n\u003Cp>Hafta tatilinde yapılan çalışmalarda işçiye 1 + 1 günlük ücreti\ntutarında ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>MADDE 36- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Ch4>A- Ulusal Bayram:\u003C\u002Fh4>\n\n\u003Cp>Ulusal Bayram 29 Ekim günüdür. 28 Ekim saat: 13.00'dan itibaren başlar\nve 29 Ekim gününü kapsar.\u003C\u002Fp>\n\n\u003Ch4>B- Genel Tatil Günleri:\u003C\u002Fh4>\n\n\u003Cp>1)Resmi Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a)23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramı,\u003C\u002Fp>\n\n\u003Cp>b)1 Mayıs Emek ve Dayanışma günü,\u003C\u002Fp>\n\n\u003Cp>c)19 Mayıs günü Atatürk’ü Anma ve Gençlik ve Spor Bayramı,\u003C\u002Fp>\n\n\u003Cp>d)30 Ağustos günü Zafer Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>e)15 Temmuz Demokrasi ve Şehitler günüdür.\u003C\u002Fp>\n\n\u003Cp>2)Dini Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a)Ramazan Bayramı; Arife günü saat 13.00’den itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>b)Kurban Bayramı; Arife günü saat 13.00’den itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Cp>3)Yılbaşı Tatili;\u003C\u002Fp>\n\n\u003Cp>1 Ocak günü Yılbaşı tatilidir.\u003C\u002Fp>\n\n\u003Cp>4)8 Mart Dünya Emekçi Kadınlar günüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Dünya Emekçi Kadınlar Günü kapsamında düzenlenen etkinliklere iş\ndüzenini aksatmayacak şekilde katılan personel, ücretli izinli sayılır.\nT.C. TEB Birinci Bölge İstanbul Eczacı Odası yöneticileri ve personelinin\nortak bir hassasiyetle yaklaştığı bir gün olması nedeniyle, gerek Oda ve\nSendikanın gerek diğer örgütlerin düzenlediği etkinliklerde yeterli\ndüzeyde temsiliyet esastır.\u003C\u002Fp>\n\n\u003Ch4>C- Tatil Ücretleri:\u003C\u002Fh4>\n\n\u003Cp>Ulusal bayram ve genel tatil günleri çalıştırılan işçiye, toplam net\n2,5 yevmiyesi tutarında ücret ödenir.\u003C\u002Fp>\n\n\u003Cp>D- Kamu işyerlerinde bayram tatilleri arasında kalan işgünlerinin\nBakanlar Kurulu kararı ile akdi tatil olarak ilan edilmesi durumunda bu\nsüreler Oda çalışanları için de idari tatil olarak ilan edilir.\u003C\u002Fp>\n\n\u003Cp>E- Sözleşme imza tarihinden sonra Bakanlar Kurulu kararıyla genel tatil\nolarak ilan edilen günler, Oda çalışanları için de genel tatil olarak\nilan edilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 37 - GÖZETİM ALTINA ALINMA, TUTUKLULUK VE MAHKUMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLAMA:\u003C\u002Fh3>\n\n\u003Cp>1)Gözetim altına alınan işçiler gözetim süresince ücretli izinli\nsayılırlar.\u003C\u002Fp>\n\n\u003Cp>2)İşçi, işyeri ve işverenle ilgisi olmayan herhangi bir suçtan dolayı\ntutuklandığı ve tutukluluğu 6 ayı aştığı takdirde, hizmet akdi\nfeshedilir (6 ay süre ile işçi ücretsiz 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, nedenlerinden biri ile\n6 ay içinde son bulması ve işçinin işe dönmeyi talep etmesi halinde işe\nbaşlar.\u003C\u002Fp>\n\n\u003Cp>4)Yargılanmaları tutuklu olarak devam ederken, 6 ay içinde tahliye\nedilenlerin 2 hafta içinde başvurmaları ve işyerinde durumuna uygun boş\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde, tekrar işe\nalınırlar. Sonradan hüküm giyenlerin hizmet akitleri münfesih\nsayılır.\u003C\u002Fp>\n\n\u003Cp>5)Yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay veya daha az ceza alanlar,\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 tahliye\nedilenler, 2 hafta içinde başvurmaları ve işyerinde durumuna uygun kadro\nbulunması ve hizmetine ihtiyaç duyulması ile işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Yüz kızartıcı suçlardan hüküm giyenler, cezalarının ertelenmesi,\nhükmün açıklanmasının geri bırakılması ya da affa uğraması halinde\ndahi bu madde hükmünden yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 38 - BİLDİRİM ÖNELLERİ VE İŞ AKİTLERİNİN FESHİ:\u003C\u002Fh3>\n\n\u003Cp>1)İş akitlerinin bildirimli feshinde karşı tarafa yazılı olarak\nbildirmek koşuluyla;\u003C\u002Fp>\n\n\u003Cp>a)İşi 6 aydan az sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak (2) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b)İşi 6 ay ile 1,5 yıl sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak (4) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c)İşi 1,5 yıl ile 3 yıl sürmüş işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak (6) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d)İşi 3 yıl ve daha fazla sürmüş işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak (8) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>feshedilmiş olur. \u003C\u002Fp>\n\n\u003Cp>2)İşçi, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde, bildirim önelleri içerisinde tüm haklarından yararlanır.\u003C\u002Fp>\n\n\u003Cp>3)Bildirim koşuluna uymayan taraf, yukarıda yazılı önellere ilişkin\nücreti tutarında ihbar tazminatı öder.\u003C\u002Fp>\n\n\u003Cp>4)İşçinin bildirim önellerine ait ücreti peşin verilmek suretiyle de\nhizmet akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 39 - KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Kıdem tazminatı, 4857 sayılı yasanın Geçici 6. maddesi gereğince,\n1475 sayılı İş Kanunu hükümleri çerçevesinde kıdem tazminatına hak\nkazanan üyeye her kıdem yılı için 31 günlük yevmiyesi üzerinden\nhesaplanarak ödenir. İşçinin ölümü halinde bu ödeme her yıl için 50\ngün üzerinden hak sahiplerine yapılır.\u003C\u002Fp>\n\n\u003Ch2>4. BOLUM\u003C\u002Fh2>\n\n\u003Ch2>PARASAL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 40- ÜCRET ÖDEME ZAMANI VE BİÇİMİ:\u003C\u002Fh3>\n\n\u003Cp>İşçilerin ücreti her ayın son işgünü, banka hesaplarına\nyatırılmak üzere ödenir. İşveren, aylık ödeme dönemine ilişkin\nhakediş ve kesintileri gösteren bir ücret pusulasını işçilere verir.\nİşçilere istemleri ve işverenin onayı halinde her ayın 15-20’nci günü\naylık net ücretlerinin 1\u002F2’si oranında ücret avansı verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>MADDE 41- TABAN ÜCRET ve ÜCRET ZAMMI: \u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A) Taban Ücret:\u003C\u002Fh4>\n\n\u003Cp>a) İş Grupları ve Taban Ücretler:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İş Grupları\u003C\u002Ftd>\n      \u003Ctd>Net Taban Ücret\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hizmetli\u003C\u002Ftd>\n      \u003Ctd>1.845,41 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Büro Personeli\u003C\u002Ftd>\n      \u003Ctd>2.097,06 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Teknik\u003C\u002Ftd>\n      \u003Ctd>3.198,92 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Şef\u003C\u002Ftd>\n      \u003Ctd>3.198,92 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Uzman\u003C\u002Ftd>\n      \u003Ctd>3.858,57 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Yönetici\u003C\u002Ftd>\n      \u003Ctd>4.194,10 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imza tarihinde işyerinde çalışan ve net ücreti grup taban\nücretinin altında olan sendika üyesi işçilerin net ücretleri 01.01.2019\ntarihinden itibaren belirlenen bu grup taban ücretlerine yükseltilir. Ücreti\ntaban ücretten daha yüksek olan sendika üyesi işçilerin mevcut ücretleri\nkendi taban ücreti olarak kabul edilir.\u003C\u002Fp>\n\n\u003Cp>b) İşe Alımlarda Taban Ücret Uygulaması:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imza tarihinden sonra işe yeni giren işçilerin aylık net\nücretleri yukarıda belirlenen emsal grup taban ücretinden fazla olamaz.\nSendikalı işçilere zam yapılan tarihlerde taban ücretler, belirlenen zam\noranında arttırılır. \u003C\u002Fp>\n\n\u003Cp>c)İş Grubu Tanımları:\u003C\u002Fp>\n\n\u003Cp>Hizmetli: Mutfak, temizlik, lojistik ve ulaştırma işlerinde görevli\npersonellerdir. Genel koordinatöre bağlı çalışırlar.\u003C\u002Fp>\n\n\u003Cp>Büro Personeli: Üye hizmetleri, muhasebe, sıralı dağıtım ve santralde\ngörevli personellerdir. Bankoda ya da telefon ile eczacı ile iletişim\nkurarak görevlerini yerine getirirler. Yöneticisi olan birimlerde birim\nyöneticisine, yöneticisi olmayan birimlerde genel koordinatöre bağlı\nçalışırlar.\u003C\u002Fp>\n\n\u003Cp>Teknik: Bilgi işlem birimi bünyesinde çalışırlar. Sunucu, ağ\ncihazları, bilgisayarlar, çevresel donanımlar, elektronik büro makineleri,\ntelefon gibi cihazların çalışma devamlılığını sağlamak, bakım ve\nkontrollerini yapmak ya da yaptırmak, değişmesi gereken cihazları\nraporlamak ve birim yöneticisinin vereceği işleri yapmakla görevlidirler.\nBirim yöneticisine bağlı çalışırlar.\u003C\u002Fp>\n\n\u003Cp>Şef: Birimde çalışan büro personellerinin yaptığı işlerin\ndenetimini yapar ve bağlı bulunduğu yöneticiye rapor verir. Birimdeki\npersoneller üzerinde sevk ve idare yetkisi yoktur. Yöneticisi olan birimlerde\nbirim yöneticisine, yöneticisi olmayan birimlerde genel koordinatöre bağlı\nçalışırlar. Yöneticisi olmayan irtibat bürolarında en fazla 1 personel,\nOda Merkezinde yer alan muhasebe, sıralı dağıtım ve üye hizmetleri\nbirimlerinde en fazla 2 personel şef olarak görevlendirilebilir. Toplu iş\nsözleşmesinin imza tarihinde işyerinde çalışmakta olan Şef unvanlı\nişçiler ve çalıştıkları birim listesi toplu sözleşme eki olarak (Ek)de\nbelirtilmiştir. Uzman: İşyerinde yaptığı işin eğitimini üniversitede\nalmış, en az 4 yıllık lisans diploması sahibi, yaptığı iş ile ilgili\ndanışmanlık yapabilecek yeterliliğe sahip personellerdir. Yöneticisi olan\nbirilerde birim yöneticisine, yöneticisi olmayan birimlerde genel\nkoordinatöre bağlı çalışırlar.\u003C\u002Fp>\n\n\u003Cp>Yönetici: Uzman yeterliliğine sahip, biriminin sevk ve idaresinden sorumlu\npersonellerdir. Genel koordinatöre bağlı çalışırlar ve Eczacı Odası\nYönetimi’ne karşı sorumludurlar.\u003C\u002Fp>\n\n\u003Cp>d)İş Gruplarında Düzenleme Yetkisi:\u003C\u002Fp>\n\n\u003Cp>Halen işyerinde uygulanmakta olan bu iş gruplamaları ile ilgili\ndüzenlemeler İşyeri Kurulu’nda görüşülerek karara bağlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>B- Birinci Yıl Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>a)31.12.2018 tarihinde net ücreti 2.500,00 TL’nin altında olan ve\nişyerinde 1 tam yılını doldurmuş, emekliliği hak etmemiş sendika üyesi\nişçilere 01.01.2019 tarihinden itibaren geçerli olmak üzere seyyanen 150,00\nTL iyileştirme zammı uygulandıktan sonra oluşan bu ücretlere % 11 zam\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)31.12.2018 tarihinde net ücreti 2.500,00 - 3.000,00 TL arasında olan ve\nişyerinde 1 tam yılını doldurmuş, emekliliği hak etmemiş sendika üyesi\nişçilere 01.01.2019 tarihinden itibaren geçerli olmak üzere seyyanen 100,00\nTL iyileştirme zammı uygulandıktan sonra oluşan bu ücretlere % 11 zam\nyapılır.\u003C\u002Fp>\n\n\u003Cp>c)31.12.2018 tarihinde net ücreti 3.000,00 TL’nin üzerinde olan sendika\nüyesi işçilere 01.01.2019 tarihinden itibaren geçerli olmak üzere % 11 zam\nyapılır.\u003C\u002Fp>\n\n\u003Ch4>C- İkinci Yıl Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 31.12.2019 tarihinde almakta oldukları\nücretlerine 01.01.2020 tarihinden itibaren geçerli olmak üzere % 15 zam\nyapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 42- KIDEM ZAMMI\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere işyerinde çalıştıkları her hizmet yılı\niçin net 5,00 TL, her ay kıdem zammı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 43- GEÇİCİ GÖREVLENDİRME:\u003C\u002Fh3>\n\n\u003Cp>İşin gereği olarak işyeri dışına veya şehir dışına çıkmasını\ngerektiren, maddi sorumluluk içeren veya amirlik konumunda sayılabilecek bir\nişte geçici olarak görevlendirme yapılabilir. Geçici görev süresi 3 ayı\ngeçemez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 44- İKRAMİYE:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Sendika üyesi işçilere her yıl Ocak, Nisan, Temmuz ve Ekim ayı\nmaaşlarıyla birlikte yarımşar maaş tutarında toplam 2 maaş olmak üzere\n4 ikramiye verilir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçinin analık durumu nedeniyle izne ayrılması veya iş\ngörmez raporu ile uzun süreli istirahatte olması ikramiye hak edişine engel\ndeğildir. Bu durumda olan işçilere ikramiyeleri işveren tarafından\nödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 45- TAZMİNATLAR:\u003C\u002Fh3>\n\n\u003Cp>a)İşveren, sendika üyesi işçilerden veznedar ve mutemet olarak\nçalışanlara her ay net 200,00 TL kasa tazminatı öder.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, sendika üyesi işçilerden yüksekokul ve üniversite mezunu\nolan işçilere aylık ücretlerinin %1’i oranında eğitim tazminatı\nöder.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, sendika üyesi işçilerden Çapa Ofisinde mesai ve nöbet\ndışı ilaç temini sorumluluğu da bulunan çalışanlara her ay net 150,00\nTL sorumluluk tazminatı öder.\u003C\u002Fp>\n\n\u003Cp>d)İşveren, sendika üyesi işçilerden araç takip sorumluluğu bulunan\nçalışanlara her ay net 150,00 TL araç takip sorumluluğu tazminatı\nöder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 46- YOLLUK:\u003C\u002Fh3>\n\n\u003Cp>İşçinin geçici olarak bulunduğu ilin dışında görevlendirilmesi\nhalinde, ulaşım ve konaklama giderleri ile yemek parası, ibraz edeceği\nfaturalar karşılığı kendisine ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 47- SOSYAL ÖDENEKLER:\u003C\u002Fh3>\n\n\u003Cp>Paraya karşılık gelen sosyal ödenekler sözleşmenin ikinci yılında %\n5 oranında zam yapılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch4>1)Yemek Ödeneği:\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşveren işçilere her gün için net 25,00 TL yemek ödemesi verir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch4>2)Ulaşım Yardımı:\u003C\u002Fh4>\n\n\u003Cp>İşveren, işçilerin işyerine gidiş-gelişlerini sağlamak için aylık\nMavi Kart bedeli tutarında ödeme yapar (Aylık Mavi Kart bedeline gelen zam\naynı oranda uygulanır).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>3)Hastalık Ödeneği:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Hastalık sigortası uygulamasında Sosyal Güvenlik Kurumu’nca ödenmeyen\nilk iki günü dâhil olmak üzere: İşçinin hastalık, iş kazası, meslek\nhastalıkları ve analık nedeniyle geçici iş göremez durumunda bulunduğu\nsürede, Sosyal Güvenlik Kurumu’nca ödenen geçici iş göremezlik\nödeneği ile günlük ücreti arasındaki fark, işveren tarafından\n“hastalık yardımı” olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>4)Öğrenim Yardımı:\u003C\u002Fh4>\n\n\u003Cp>İşçilere her yıl Eylül ayında; (belgelendirilmek koşuluyla)\u003C\u002Fp>\n\n\u003Cp>Okul öncesi ve ilköğretimde okuyan her çocuğu için net 209,00 TL,\u003C\u002Fp>\n\n\u003Cp>Lise ve dengi okullarda okuyan her çocuk için net 418,00 TL,\u003C\u002Fp>\n\n\u003Cp>Yüksekokul ve üniversitede okuyan her çocuk için net 627,00 TL öğrenim\nyardımı verilir.\u003C\u002Fp>\n\n\u003Ch4>5)Yakacak Yardımı:\u003C\u002Fh4>\n\n\u003Cp>İşveren sendika üyesi işçilere her yıl Ekim ayında net 454,00 TL\nyakacak yardımı yapar.\u003C\u002Fp>\n\n\u003Ch4>6)Bayram ve Yılbaşı Harçlığı:\u003C\u002Fh4>\n\n\u003Cp>İşveren, dini bayramlardan ve yılbaşından önce sendika üyesi\nişçilere net 454,00 TL bayram ve yılbaşı ödemesi yapar.\u003C\u002Fp>\n\n\u003Ch4>7)Doğum Ödeneği:\u003C\u002Fh4>\n\n\u003Cp>İşçinin eşinin veya kendisinin doğum yapması halinde (belgelemek\nkoşuluyla) 1 adet tam altın doğum yardımı yapılır. Bebeğin ölü\ndoğması halinde doğum ve ölüm yardımlarının her ikisi de ödenir.\u003C\u002Fp>\n\n\u003Ch4>8)Evlilik Ödeneği:\u003C\u002Fh4>\n\n\u003Cp>İşçinin evlenmesi halinde (belgelemek koşuluyla) 1 adet tam altın\nevlilik yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch4>9)Giyim Yardımı:\u003C\u002Fh4>\n\n\u003Cp>İşyerinde kat hizmetlerinde görevli çalışanlara her yıl Nisan ve Ekim\naylarında ödenmek üzere yılda iki defa net 150,00 TL giyim yardımı\nverilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 48- YÜRÜRLÜK VE SÜRE:\u003C\u002Fh3>\n\n\u003Cp>48 esas ve 2 Geçici madde ile eklerden oluşan ve taraflarca 25.01.2019\ntarihinde imzalanan bu toplu iş sözleşmesi 01.01.2019 tarihinde\nyürürlüğe girer; 31.12.2020 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Cp>Her ne suretle olursa olsun sona eren bu sözleşmenin hükümleri yenisi\nyürürlüğe girinceye kadar devam eder.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE - 1:\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin yürürlük tarihinden itibaren meydana gelen tüm artış\nfarkları ve birikmiş alacaklar sözleşmenin imza tarihinden itibaren en geç\nbir ay içinde işçilere ödenir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE - 2:\u003C\u002Fh3>\n\n\u003Cp>Sendika üyelerinin aidatları yürürlük süresi itibari ile kesilerek\nsendika hesabına yatırılır. İşveren, imza tarihi ile yürürlük süresi\narasındaki aylara ilişkin sendika aidat farklarını, birikmiş toplu\nsözleşme farklarının toptan ödenmesi sırasında farklardan keserek\nkesinti listesi ile birlikte sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>TEB 1. BÖLGE İSTANBUL ECZACI ODASI YETKİLİLERİ\u003C\u002Ftd>\n      \u003Ctd>SENDİKA YETKİLİLERİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Z. Cenap SARİALİOĞLU\n\n        \u003Cp>Ecz. Serdar GÖKSAN\u003C\u002Fp>\n\n        \u003Cp>Ecz. Şeker Pınar ÖZCAN\u003C\u002Fp>\n\n        \u003Cp>Ecz. Zehra Zeynep AYNA\u003C\u002Fp>\n\n        \u003Cp>Ecz. Zozan PADEL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Metin EBETÜRK\n\n        \u003Cp>Mustafa AĞUŞ\u003C\u002Fp>\n\n        \u003Cp>Cenk ERDEN\u003C\u002Fp>\n\n        \u003Cp>Tufan Cevdet KAYA\u003C\u002Fp>\n\n        \u003Cp>İzzet Necati HENDEN\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\n",{"cbadate_start_date":42,"cbamemtrad":45,"contracttrial":49,"contracttrialperiod":52,"sicknesspay":56,"healthandsafetypolicy":60,"paidmaternityleave":64,"paidmaternityleaveduration":67,"pregnancy":71,"paidpaternityleave":74,"deathrelatives":78,"marriage":82,"nursingmothers":85,"hourspday":89,"hourspweek":93,"PAIDLEAV_trigger":95,"holidaysdays":98,"bankholidays1":102,"bankholidays2":106,"TRADEUNLEAV_trigger":110,"strikes_trigger":113,"PAYSCALES_trigger":117,"lowwageperiod":120,"STRUCINCR_trigger":123,"ONCERISE_trigger":127,"NOCTPREM_trigger":130,"shiftallowanceperc1":133,"OVERTIME_trigger":137,"SUNDAY_trigger":141,"COMMUTE_trigger":145,"MEALALL_trigger":149,"mealvouchersamount":152,"SENIOR_trigger":156},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.01.2019- 31.12.2020 YÜRÜRLÜK SÜRELİ",{"bindId":46,"name":47,"text":48},"cbamemtrad","b)SENDİKA; (SOSYAL-İŞ) Türkiye Sosyal Si","b)SENDİKA; (SOSYAL-İŞ) Türkiye Sosyal Sigortalar, Eğitim, Büro,\nTicaret, Kooperatif ve Güzel Sanatlar İşçileri Sendikası’nı,",{"bindId":50,"name":51,"text":51},"contracttrial","MADDE 23 - DENEME SÜRESİ:",{"bindId":53,"name":54,"text":55},"contracttrialperiod","İşçiler, işe alındıkları tarihten itibar","İşçiler, işe alındıkları tarihten itibaren üç (3) aylık deneme\nsüresine tabi tutulurlar.",{"bindId":57,"name":58,"text":59},"sicknesspay","Hastalık sigortası uygulamasında Sosyal ","Hastalık sigortası uygulamasında Sosyal Güvenlik Kurumu’nca ödenmeyen\nilk iki günü dâhil olmak üzere: İşçinin hastalık, iş kazası, meslek\nhastalıkları ve analık nedeniyle geçici iş göremez durumunda bulunduğu\nsürede, Sosyal Güvenlik Kurumu’nca ödenen geçici iş göremezlik\nödeneği ile günlük ücreti arasındaki fark, işveren tarafından\n“hastalık yardımı” olarak ödenir.",{"bindId":61,"name":62,"text":63},"healthandsafetypolicy","İşveren, bu sözleşme hükümlerini zamanın","İşveren, bu sözleşme hükümlerini zamanında ve eksiksiz olarak\nuygulamak, işyerinde iş güvenliği ve işçi sağlığı bakımından\ngereken önlemleri almak, işçi hak ve alacaklarının zamanında ve\nnoksansız olarak ellerine geçmesini sağlamak, sendika ve işçilere karşı\ngerek mevzuat, gerekse bu sözleşmeden doğan yükümlülüklerini yerine\ngetirmekle görevlidir.",{"bindId":65,"name":66,"text":66},"paidmaternityleave","MADDE 31 - ANALIK DURUMU:",{"bindId":68,"name":69,"text":70},"paidmaternityleaveduration","Kadın işçilerin doğumdan önce 8 ve doğum","Kadın işçilerin doğumdan önce 8 ve doğumdan sonra 10 hafta olmak\nüzere toplam 18 haftalık süre için çalıştırılmamaları esastır.\nÇoğul gebelik halinde doğumdan önce çalıştırılmayacak 8 haftalık\nsüreye 2 hafta süre eklenir. Ancak, sağlık durumu uygun olduğu takdirde,\ndoktorun onayı ile kadın işçi isterse doğumdan önceki 3 haftaya kadar\nişyerinde çalışabilir. Bu durumda, kadın işçinin çalıştığı\nsüreler doğum sonrası sürelere eklenir. Kadın işçinin erken doğum\nyapması halinde ise doğumdan önce kullanamadığı çalıştırılmayacak\nsüreler, doğum sonrası sürelere eklenmek suretiyle kullandırılır.\nDoğumda veya doğum sonrasında annenin ölümü hâlinde, doğum sonrası\nkullanılamayan süreler babaya kullandırılır. Üç yaşını doldurmamış\nçocuğu evlat edinen eşlerden birine veya evlat edinene çocuğun aileye\nfiilen teslim edildiği tarihten itibaren 8 hafta analık hâli izni\nkullandırılır.",{"bindId":72,"name":73,"text":73},"pregnancy","C)Emzirme İzni:",{"bindId":75,"name":76,"text":77},"paidpaternityleave","3)Erkek üyeye eşinin doğum yapması halin","3)Erkek üyeye eşinin doğum yapması halinde 5 (beş) işgünü, ancak\ndoğum ve sonrasında yaşanabilecek özel sağlık problemleri hallerinde\nbelgelendirmesi kaydıyla bu izin 10 (on) işgününe kadar artırılabilir.\nİki eşin de işyerinde çalışması durumunda ve kadın işçinin onayı\nhalinde, erkek işçi doğum sonrası izni tam olarak veya kadın ve erkek\nişçi dönüşümlü olarak kullanabilirler.",{"bindId":79,"name":80,"text":81},"deathrelatives","2)İşçinin eşinin ve işçinin veya eşinin ","2)İşçinin eşinin ve işçinin veya eşinin ana, baba, kardeş ve\nçocuğunun ölümünde 7 işgünü, işçinin veya eşinin anneanne, babaanne,\ndede, hala, amca, teyze, dayı ve çocuklarının ölümünde 1 işgünü,\ndiğer akrabalarının ölümü halinde 1 işgünü,",{"bindId":83,"name":84,"text":84},"marriage","1)İşçinin evlenmesi halinde 7 işgünü,",{"bindId":86,"name":87,"text":88},"nursingmothers","İşveren doğum yapmış işçiye yasal sınırl","İşveren doğum yapmış işçiye yasal sınırları içinde, doğum\ntarihinden itibaren 1 yıl süreyle günde iki saat emzirme izni vermeyi kabul\neder. İşçi isterse bu iznini sabah geç gelmek, akşam paydos saatinden\nönce çıkmak suretiyle veya toplu olarak da kullanabilir. Bu süre günlük\nçalışma süresinden sayılır.",{"bindId":90,"name":91,"text":92},"hourspday","İşyerinde normal günlük çalışma süresi s","İşyerinde normal günlük çalışma süresi sabah günde 9 saat,\nhaftalık çalışma süresi ise 45 saattir.",{"bindId":94,"name":91,"text":92},"hourspweek",{"bindId":96,"name":97,"text":97},"PAIDLEAV_trigger","MADDE 34 - İZİNLER:",{"bindId":99,"name":100,"text":101},"holidaysdays","Hizmet Süresi 1–5 yıl (dâhil) olanlara, ","Hizmet Süresi 1–5 yıl (dâhil) olanlara, 16 işgünü,",{"bindId":103,"name":104,"text":105},"bankholidays1","MADDE 36- ULUSAL BAYRAM VE GENEL TATİL G","MADDE 36- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:",{"bindId":107,"name":108,"text":109},"bankholidays2","A- Ulusal Bayram: Ulusal Bayram 29 Ekim ","A- Ulusal Bayram:\n\nUlusal Bayram 29 Ekim günüdür. 28 Ekim saat: 13.00'dan itibaren başlar\nve 29 Ekim gününü kapsar.\n\nB- Genel Tatil Günleri:\n\n1)Resmi Bayram Günleri:\n\na)23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramı,\n\nb)1 Mayıs Emek ve Dayanışma günü,\n\nc)19 Mayıs günü Atatürk’ü Anma ve Gençlik ve Spor Bayramı,\n\nd)30 Ağustos günü Zafer Bayramıdır.\n\ne)15 Temmuz Demokrasi ve Şehitler günüdür.\n\n2)Dini Bayram Günleri:\n\na)Ramazan Bayramı; Arife günü saat 13.00’den itibaren 3,5 gündür.\n\nb)Kurban Bayramı; Arife günü saat 13.00’den itibaren 4,5 gündür.\n\n3)Yılbaşı Tatili;\n\n1 Ocak günü Yılbaşı tatilidir.\n\n4)8 Mart Dünya Emekçi Kadınlar günüdür.",{"bindId":111,"name":112,"text":112},"TRADEUNLEAV_trigger","MADDE 17 - SENDİKAL İZİNLER:",{"bindId":114,"name":115,"text":116},"strikes_trigger","Taraflar; işçinin, üretimin temeli olduğ","Taraflar; işçinin, üretimin temeli olduğunun bilinci içinde;\nuluslararası antlaşmalar ve sözleşmeler ile Uluslararası Çalışma\nÖrgütü'nün kararlarına dayalı \"Sendika Hakkı\", \"Toplu Sözleşme ve Grev\nHakkı\"nı sahiplenerek, bu temel hak ve özgürlükleri çağdaş ve\ndemokratik dünyadaki uygulamalarının öz ve düzeyine kavuşturmayı\namaçlar.",{"bindId":118,"name":119,"text":119},"PAYSCALES_trigger","MADDE 41- TABAN ÜCRET ve ÜCRET ZAMMI: ",{"bindId":121,"name":122,"text":122},"lowwageperiod","1.845,41 TL",{"bindId":124,"name":125,"text":126},"STRUCINCR_trigger","B- Birinci Yıl Ücret Zammı: a)31.12.2018","B- Birinci Yıl Ücret Zammı:\n\na)31.12.2018 tarihinde net ücreti 2.500,00 TL’nin altında olan ve\nişyerinde 1 tam yılını doldurmuş, emekliliği hak etmemiş sendika üyesi\nişçilere 01.01.2019 tarihinden itibaren geçerli olmak üzere seyyanen 150,00\nTL iyileştirme zammı uygulandıktan sonra oluşan bu ücretlere % 11 zam\nyapılır.",{"bindId":128,"name":129,"text":129},"ONCERISE_trigger","MADDE 44- İKRAMİYE:",{"bindId":131,"name":132,"text":132},"NOCTPREM_trigger","MADDE 26 - GECE ÇALIŞMASI:",{"bindId":134,"name":135,"text":136},"shiftallowanceperc1","b)Gece süresinde normal çalışma saatleri","b)Gece süresinde normal çalışma saatleri dışında yapılan\nçalışmalar, fazla çalışma saatleri hükümlerine tabidir. Gece yapılan\nfazla çalışma saat ücreti, normal fazla çalışma saat ücretinin % 10\nfazlasıdır. Fazla çalışma izinle takas edilemez.",{"bindId":138,"name":139,"text":140},"OVERTIME_trigger","e)Günlük ve haftalık normal çalışma süre","e)Günlük ve haftalık normal çalışma sürelerinin üzerinde yapılan\nçalışmalar, fazla çalışma kabul edilir. Fazla çalışmalarda saat\nücreti, işçinin normal saat ücretinin %50 zamlı tutarıdır. ",{"bindId":142,"name":143,"text":144},"SUNDAY_trigger","MADDE 35- HAFTA TATİLİ: Hafta tatili Cum","MADDE 35- HAFTA TATİLİ:\n\nHafta tatili Cumartesi ve Pazar günüdür.\n\nHafta tatilinde yapılan çalışmalarda işçiye 1 + 1 günlük ücreti\ntutarında ödeme yapılır.",{"bindId":146,"name":147,"text":148},"COMMUTE_trigger","2)Ulaşım Yardımı: İşveren, işçilerin işy","2)Ulaşım Yardımı:\n\nİşveren, işçilerin işyerine gidiş-gelişlerini sağlamak için aylık\nMavi Kart bedeli tutarında ödeme yapar (Aylık Mavi Kart bedeline gelen zam\naynı oranda uygulanır).",{"bindId":150,"name":151,"text":151},"MEALALL_trigger","1)Yemek Ödeneği:",{"bindId":153,"name":154,"text":155},"mealvouchersamount","İşveren işçilere her gün için net 25,00 ","İşveren işçilere her gün için net 25,00 TL yemek ödemesi verir.",{"bindId":157,"name":158,"text":159},"SENIOR_trigger","MADDE 39 - KIDEM TAZMİNATI HESAPLANMASI ","MADDE 39 - KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ:","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>T.C. TEB. BİRİNCİ BÖLGE İSTANBUL ECZACI ODASI İLE SOSYAL-İŞ SENDİKASI 01.01.2019- 31.12.2020 - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        SOSYAL-İŞ SENDİKASI\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → Hayır\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: → Hayır\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 18 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % 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: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Emek ve Dayanışma Günü\u002F 1Mayıs Günü (1 Mayıs), Ulusal Egemenlik veÇocuk Bayramı(23 Nisan), Zafer Bayramı(30 Ağustos), Atatürk’üAnma,GençlikveSpor Bayramı(19 Mayıs), Women's Day (8th March)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \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: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 1845.41\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2019-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 25.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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