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TEKİRDAĞ NAMIK KEMAL ÜNİVERSİTESİ REKTÖRLÜĞÜ  İLE SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ) ARASINDA 01.01.2025-31.12.2026","T.C. TEKİRDAĞ NAMIK KEMAL ÜNİVERSİTESİ REKTÖRLÜĞÜ İLE SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ) ARASINDA 01.01.2025-31.12.2026 - 2025","Turkey - T.C. TEKİRDAĞ NAMIK KEMAL ÜNİVERSİTESİ REKTÖRLÜĞÜ İLE SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ) ARASINDA 01.01.2025-31.12.2026 - 2025","T.C. TEKİRDAĞ NAMIK KEMAL ÜNİVERSİTESİ REKTÖRLÜĞÜ İLE SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ) ARASINDA 01.01.2025-31.12.2026 - 2025 - Education, research",{"name":39,"data":40},"Namık Kemal Üniversitesi ÖZ-SAĞLIK TOPLU SÖZLEŞME 01_01_2025-31_12_2026.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Namık Kemal Üniversitesi ÖZ-SAĞLIK TOPLU SÖZLEŞME\n  01_01_2025-31_12_2026\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch2>T.C. TEKİRDAĞ NAMIK KEMAL ÜNİVERSİTESİ REKTÖRLÜĞÜ (17 NO’LU\nİŞKOLUNDA FAALİYET GÖSTEREN) İŞYERLERİNE İLİŞKİN OLARAK\u003C\u002Fh2>\n\n\u003Ch2>İLE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Ch2>SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ)\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh2>\n\n\u003Ch2>YÜRÜRLÜK SÜRESİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch2>01.01.2025-31.12.2026\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>İmza Tarihi: 06.05.2025\u003C\u002Fh2>\n\n\u003Ch2>MADDE 1- TARAFLAR VE TANIMLAR\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>Taraflar:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin tarafları; Tekirdağ Namık Kemal\nÜniversitesi Rektörlüğü ile Öz Sağlık ve Sosyal Hizmet İşçileri\nSendikası (Öz Sağlık-İş)’dır.\u003C\u002Fp>\n\n\u003Ch3>Tanımlar:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi metni içinde;\u003C\u002Fp>\n\n\u003Cp>a)Öz Sağlık ve Sosyal Hizmet İşçileri Sendikası (Öz Sağlık-İş)\nişçi sendikası,\u003C\u002Fp>\n\n\u003Cp>b)Tekirdağ Namık Kemal Üniversitesi Rektörlüğü İşveren,\u003C\u002Fp>\n\n\u003Cp>c)Sözleşme kapsamına giren işyerlerini sevk ve idareye yetkili olanlar\nİşveren Vekili,\u003C\u002Fp>\n\n\u003Cp>d)İşletme Toplu İş Sözleşmesi ekleri ile birlikte Sözleşme,\u003C\u002Fp>\n\n\u003Cp>e)İşyerinde çalışan ve kanunen işçi sayılan Öz Sağlık-İş\nüyeleri Üye,\u003C\u002Fp>\n\n\u003Cp>f)Belirtilen işyerlerinde işçi statüsünde çalışanlar\n“İşçi”,\u003C\u002Fp>\n\n\u003Cp>g)Tekirdağ Namık Kemal Üniversitesi Rektörlüğü iş yerlerinin her\nbiri eklentileri ile beraber \"İşyeri\" bunların bütünü \"İşletme\" diye\ntanımlanmıştır.\u003C\u002Fp>\n\n\u003Cp>h)Kanun, Kararname, Tüzük, Yönetmelik vb. “Mevzuat” olarak\nanılacaktır.\u003C\u002Fp>\n\n\u003Cp>ı) Baş Temsilci; Yetkili Sendikanın işyeri temsilcileri arasından\nbelirleyip işverene bildirdiği, işyerinde çalışan sendika üyesini ifade\neder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- SÖZLEŞMENİN AMACI\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin amacı; iş sözleşmesinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek, işyerinde\ndüzenli ve verimli çalışmayı sağlamak, işverenin ve işçilerin hak ve\nmenfaatlerini dengelemek, karşılıklı iyi niyet ve güvenle iş barışını\nsağlamak, taraflar arasında doğabilecek ihtilafları uzlaştırıcı\nyollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3- TOPLU İŞ SÖZLEŞMESİNİN HÜKMÜ\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri Toplu\nİş Sözleşmesine aykırı olamaz. İş sözleşmelerinin Toplu İş\nSözleşmesine aykırı hükümlerinin yerini Toplu İş Sözleşmesindeki\nhükümler alır. İş sözleşmesinde düzenlenmeyen hususlarda Toplu İş\nSözleşmesindeki hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinde iş sözleşmesine aykırı hükümlerin\nbulunması halinde iş sözleşmesinin işçi lehindeki hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>Her ne sebeple olursa olsun sona eren Toplu İş Sözleşmesinin İş\nSözleşmesine ilişkin hükümleri yenisi yürürlüğe girinceye kadar iş\nsözleşmesi hükmü olarak devam eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- KAPSAM VE YARARLANMA\u003C\u002Fh2>\n\n\u003Ch3>a)Kapsam:\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi, 17 no.lu Sağlık ve sosyal hizmetler\nişkolundaki işverene bağlı bulunan işyerleri ve eklentilerinde çalışan\nÖz Sağlık-İş Sendikası üyelerini kapsar.\u003C\u002Fp>\n\n\u003Ch3>b)Yararlanma:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinden, imza tarihinde taraf sendikaya üye olanlar\nyürürlük tarihinden, imza tarihinden sonra sendikaya üye olanlar ise, üye\noldukları tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler, iş sözleşmelerinin sona erdiği tarihe kadar\ntoplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nbulunmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye bulunup da ayrılanlar veya çıkarılanların\ntoplu iş sözleşmesinden yararlanabilmeleri, toplu iş\nsözleşmesinin tarafı işçi sendikasına dayanışma aidatı ödemelerine\nbağlıdır. Dayanışma aidatı ödemek suretiyle toplu iş sözleşmesinden\nyararlanma talep tarihinden geçerlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- TEMSİLCİLERİN GÖREVLERİ\u003C\u002Fh2>\n\n\u003Cp>İşyeri sendika temsilcileri yürürlükteki mevzuat ve Toplu İş\nSözleşmesinin özel suretle kendilerine tahmil ettiği görevlerine\nilaveten;\u003C\u002Fp>\n\n\u003Cp>a)Bu Toplu İş Sözleşmesinin veya iş mevzuatının uygulanmasından\ndoğan işçi veya işveren tarafından kendilerine intikal ettirilen ihtilaf\nve şikâyetleri ilgililer arasında aracı olmak suretiyle mahallinde\nmüzakere edip sonuçlandırmaya çalışmak.\u003C\u002Fp>\n\n\u003Cp>b)Toplu iş Sözleşmesinin uygulanmasını, yakından takip ve işçi ile\nişveren arasında devamlı surette teması muhafaza ederek doğması muhtemel\nuyuşmazlıkların ve şikâyetlerin başlangıcında önlemeye çalışmak,\u003C\u002Fp>\n\n\u003Cp>c)İşçilerin bu Sözleşme ve mevzuat ile işverene tanınmış olan\nhaklarına riayetkâr olmalarını sağlamaya çalışmak,\u003C\u002Fp>\n\n\u003Cp>d)İşçilerin ilgili maharetlerinin arttırılıp yetiştirilmesi gayesiyle\nişverence Rektörlük içinde veya dışında girişilecek teşebbüslerde\nişverene yardımcı olmaya ve işçilerin bu gibi faaliyetlere iştiraklerini\nsağlamaya çalışmak,\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Temsilcileri, görevlerini ciddiyet ve ehemmiyetle\nbenimsemek, gereği gibi ifa etmek ve bağlı bulunduğu ünite amirlerine\nhaber vermek suretiyle görev icabı her toplantıda hazır bulunmakla\nmükelleftir. Baş temsilciler gündüz vardiyasında çalıştırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- SENDİKA TEMSİLCİLERİ:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesi yapmak üzere yetkisi kesinleşen sendika bu maddede\nbelirtilen oranlara uygun olarak her işyeri için sendika temsilcilerini tayin\neder.\u003C\u002Fp>\n\n\u003Cp>a)İşçi sayısı 50’ye kadar olan işyerlerinde 1,\u003C\u002Fp>\n\n\u003Cp>b)İşçi sayısı 51 ile 100 arasında olan işyerlerinde en çok 2,\u003C\u002Fp>\n\n\u003Cp>c)İşçi sayısı 101 ile 500 arasında olan işyerlerinde en çok 3,\u003C\u002Fp>\n\n\u003Cp>d)İşçi sayısı 501 ile 1000 arasında olan işyerlerinde en çok 4,\u003C\u002Fp>\n\n\u003Cp>e)İşçi sayısı 1001 ile 2000 arasında olan işyerlerinde en çok 6\ntemsilcisini, işyerinde çalışan üyeleri arasından atayarak 15 gün\niçinde işverene bildirir, b, c, d ve e fıkralarına göre atanan\ntemsilcilerden birisi, sendika tarafından baş temsilci olarak\ngörevlendirilebilir.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin birleştirilmesi, isimlerinin değiştirilmesi, bölünmesi\nveya ayrılması halinde, temsilci sayısı, yeni işçi sayısına göre\nsendika tarafından yeniden belirlenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7- SENDİKA TEMSİLCİLİK ODASI VE İLAN PANOSU\u003C\u002Fh2>\n\n\u003Cp>a)İşveren, işyeri sendika temsilcilerinin, belge ve kayıtlarını\nmuhafaza edebilmeleri ve sendikal faaliyetlerine yardımcı olmak amacıyla bir\ntemsilcilik odası tahsis eder. İşveren temsilci odasında masa, sandalye,\nbilgisayar, yazıcı ve dolap vb. bulundurabilir. Sendika temsilcisi\nolağanüstü bir sebep olmadıkça ve temsilci işverene karşı asıl işini\naksatmamak koşuluyla hafta içi her gün 12:00-13:00 ve 17:00-18:00 saatleri\narasında temsilci odasını birer saat açabilir. Gereği halinde işverenin\nbilgisi ve yazılı onayı dahilinde hafta sonu toplantıları\ndüzenleyebilir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, işyerinde işçilerin kolayca görebilecekleri elverişli bir\nyerde camlı ve kilitli sendika ilan panosu bulundurur. İlan, bildirim ve\nyazılar sendika yetkilileri tarafından imzalanacaktır. Sendika ilanları\nişyeri sendika temsilcilerince önceden bir sureti işverene verilmek ve\nmutabakat sağlamak kaydıyla ilan panosuna asılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 8- SENDİKAL İZİNLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch4>a)Bas temsilcilik İzni:\u003C\u002Fh4>\n\n\u003Cp>Sendika yöneticileri ve baş temsilcileri, temsilcilik görevlerini\nişyerindeki işlerini aksatmamak ve iş disiplinine aykırı olmamak\nşartıyla aşağıdaki yazılı sürelerde yerine getirir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>İşyeri İşçi Sayısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>Haftalık Ücretli İzin Süresi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>01-50 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>51 - 200 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>6 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>201 - 500 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>8 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>500’den fazla işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>10 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baş temsilcinin izin süresini işyerinde geçirmesi asildir. Sendika\nmerkezinin işverene yapacağı yazılı veya sonradan yazı ile doğrulamak\nşartıyla sözlü çağrısı üzerine bu süreyi çağrı yapılan yerde de\ngeçirebilir.\u003C\u002Fp>\n\n\u003Ch3>b)Temsilci İzinleri:\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilcileri, temsilcilik görevlerini işyerindeki\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda\nyazılı sürelerde yerine getirirler.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"257\">\u003Cp>İşyeri İşçi Sayısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\">\u003Cp>Haftalık Ücretli İzin Süresi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"257\">\u003Cp>01-50 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\">\u003Cp>2 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"257\">\u003Cp>51 - 200 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\">\u003Cp>3 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"257\">\u003Cp>201 - 500 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\">\u003Cp>4 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"257\">\u003Cp>500’den fazla işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\">\u003Cp>8 saat\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B) Diğer İzinler:\u003C\u002Fh3>\n\n\u003Cp>Sendika yönetici, temsilci ve görevlilerine kongre, konferans, seminer,\nyönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine\naşağıdaki düzenlenmiş şekline göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>İşyeri İşçi Sayısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"266\">\u003Cp>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>01-50 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"266\">\u003Cp>20 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>51-100 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"266\">\u003Cp>30 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>101 - 200 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"266\">\u003Cp>40 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>201 - 500 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"266\">\u003Cp>60 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"275\">\u003Cp>501 - 1000 işçi çalıştıran işyerinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"266\">\u003Cp>80 gün\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"540\">\u003Cp>1000’den fazla işçi çalıştıran\n        işyerinde 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 bu\nizni kullanması işverenin onayına tabidir. Genel kurullar için bu %5 oranı\naranmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- SENDİKA YÖNETİCİ VE TEMSİLCİLERİNİN ÜYELER VE İŞVERENLE\nGÖRÜŞMESİ\u003C\u002Fh2>\n\n\u003Cp>a)Münferit Görüşme: Sendika yöneticilerinden veya temsilcilerinden\nbiri, işçi şikâyet ve dileklerini tespit etmek üzere işveren vekilinden\nizin almak şartıyla işyerine gidip işçilerle görüşür. Bu görüşme,\nişi aksatmayacak şekilde iş saatleri içerisinde de yapılabilir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren Vekili ile Görüşme: Sendika yöneticilerinden veya\ntemsilcilerinden biri veya birkaçı önceden randevu almak şartıyla işveren\nvekili ile görüşebilir.\u003C\u002Fp>\n\n\u003Cp>e) İşçilerle Toplu Halde Görüşme: Sendika yöneticileri, önceden izin\nalmak ve işyerindeki işleri aksatmamak kaydıyla işyerinde işçilerle toplu\nhalde görüşür.\u003C\u002Fp>\n\n\u003Cp>Toplantı, toplantı salonu yoksa toplu halde görüşülebilecek uygun bir\nyerde yapılır. Toplu görüşmelerde genel olarak iş disiplini, iş verimi,\nsendika-işveren ilişkileri, sendika çalışmaları ve benzeri konulara\ndeğinilir.\u003C\u002Fp>\n\n\u003Cp>İşveren vekili veya yetkili kılacağı kişiler, toplantıya katılıp\nkonuşma yapabilir. Sendika yöneticileri toplantıda politik, ideolojik,\nüyeleri işveren aleyhine kışkırtıcı, iş ahengini ve huzuru bozucu\nkonuşma yapamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- SENDİKA AİDATI\u003C\u002Fh2>\n\n\u003Cp>a)işveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18.maddesi gereği kesmeye mecbur olduğu aidatları her ay keserek işçi\nücretlerinin ödendiği günü takip eden en geç 10 iş Günü içerisinde,\nsendikanın bildireceği banka hesabına, banka adı ve hesap numarası\nyazılı olarak bildirilmediği durumlarda, 333 10 02 32 Maliye Hesap Kodu ile\nbağlı banka hesabına herhangi bir ihtara lüzum kalmaksızın yatırmak ve\nkesinti listeleri ile banka dekontlarının bir nüshasını\n(muhasebe@ozsaglikis.org) e-posta adresine göndermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>T.C. Çalışma ve Sosyal Güvenlik Bakanlığı tarafından yeni dönem\niçin yetki verilmesi halinde, sendikanın yazılı talebi aranmaksızın\nişveren tarafından üyelik aidat kesintileri yapılarak yukarıda belirtilen\nusul çerçevesinde sendikaya ödenir, işveren bu işlemler için üyeden ve\nsendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b)işveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına,\nbanka adı ve hesap numarası yazılı olarak bildirilmediği durumlarda, 333\n10 02 32 Maliye Hesap Kodu ile bağlı banka hesabına on gün içerisinde\nyatırmak zorundadır. İşveren bu işlemler için üyeden ve sendikadan\nherhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>c)Ödenmesi gereken aidatı kesmeyen veya kesmesine süresi içerisinde\nsendikaya ödemeyen işveren, bildirim şartı aranmaksızın aidat\nmiktarını, bankalarca işletme kredilerine uygulanan en yüksek faizi ile\nbirlikte ödemekle yükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- İŞYERİ SENDİKA TEMSİLCİLERİ VE YÖNETİCİLERİNİN\nTEMİNATI\u003C\u002Fh2>\n\n\u003Ch3>İşçi Kuruluşu Yöneticiliğinin Güvencesi: \u003C\u002Fh3>\n\n\u003Cp>İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır.\u003C\u002Fp>\n\n\u003Cp>Yönetici, yöneticilik süresi içerisinde iş sözleşmesini feshederse\nkıdem tazminatı fesih tarihindeki emsal ücret üzerinden hesaplanır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi askıya alınan yönetici; sendikanın tüzel\nkişiliğinin sona ermesi, seçime girmemek, yeniden seçilmemek veya kendi\nisteği ile çekilmek suretiyle görevinin sona ermesi hâlinde, sona erme\ntarihinden itibaren bir ay içinde ayrıldığı işyerinde işe başlatılmak\nüzere işverene başvurabilir. İşveren, talep tarihinden itibaren bir ay\niçinde bu kişileri o andaki şartlarla eski işlerine veya eski işlerine\nuygun bir diğer işe başlatmak zorundadır. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde, iş sözleşmeleri işverence feshedilmiş\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvuruları hâlinde işveren tarafından kıdem\ntazminatı ödenir. Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch3>İşyeri Sendika Temsilciliğinin Güvencesi:\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini haklı bir\nneden olmadıkça ve nedenini yazılı olarak açık ve kesin şekilde\nbelirtmedikçe feshedemez. Fesih bildiriminin tebliği tarihinden itibaren bir\nay içinde, temsilci veya üyesi bulunduğu sendika dava açabilir.\u003C\u002Fp>\n\n\u003Cp>Dava basit yargılama usulüne göre sonuçlandırılır. Mahkemece verilen\nkarar hakkında istinaf yoluna başvurulması hâlinde bölge adliye mahkemesi\nkesin olarak karar verir.\u003C\u002Fp>\n\n\u003Cp>Temsilcinin işe iadesine karar verilirse fesih geçersiz sayılarak\ntemsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın kesinleşme\ntarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhâlinde, iş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma hâlinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin\nişyerini değiştiremez veya işinde esaslı tarzda değişiklik yapamaz. Aksi\nhâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12- TOPLU İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>1-İşveren, İşletmenin veya işyerinin ekonomik veya teknolojik durumu,\nişin, işyerinin ve işletmenin gerekleri bakımından zorunluluk olmadıkça\nişçileri toplu halde işten çıkaramaz.\u003C\u002Fp>\n\n\u003Cp>2-Toplu işçi çıkarmanın zorunlu olduğu hallerde, işveren durumu taraf\nişçi sendikasına bildirir. İşveren ve sendika yetkilileri bir araya\ngelerek, işten çıkarma esaslarını, işten çıkarılacak işçi sayısı,\nişten çıkarma tarihi ve çıkarılacak işçilerin ünitelere göre\ndağılımını karara bağlar.\u003C\u002Fp>\n\n\u003Cp>3-İşveren 1. fıkrada sayılan sebepler olmaksızın veya 2. fıkrada\nöngörülen bildirimde bulunmaksızın işçileri toplu işten\nçıkardığında işten çıkardığı her işçiye yasalardan ve toplu iş\nsözleşmesinden doğan hakları uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından öncelikle işbu toplu iş sözleşmesi Ek-1 Ceza\nCetveli hükümlerine göre veya yasaların kabul ettiği haklı bir sebebe\ndayanarak hizmet akdi fesih edilen, işçilere kıdem tazminatı ödenmez.\u003C\u002Fp>\n\n\u003Cp>4-Diğer konularda mevzuat ve yasa hükümleri uygulanır. \u003C\u002Fp>\n\n\u003Ch2>MADDE 13- ASKERLİK DURUMU\u003C\u002Fh2>\n\n\u003Cp>a)İşveren, muvazzaf askerlik hizmeti dışında manevra veya herhangi bir\nnedenle silahaltına alman üyeye, silahaltına alındığı süre için\nücretli izin vermeyi kabul eder. Bu süre 90 günü geçemez.\u003C\u002Fp>\n\n\u003Cp>Üyenin bu haktan yararlanabilmesi için o işte en az 1 yıl çalışmış\nolması şarttır. Ücretli izin süresince Millî Savunma Bakanlığı\ntarafından maaş verilen üyenin aldığı maaş, işyerinden aldığı\nmaaştan az ise, aradaki fark işveren tarafından üyeye ödenir. Bu amaçla\nverilen izinler yıllık ücretli izinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik nedeniyle işten ayrılan işçilere bu ödevin\nbitiminden itibaren iki ay içinde başvurmaları halinde işveren başvuru\ntarihini izleyen iki ay içinde boş kadro var ise eski unvanları ile işe\nalır. Diğer konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)Askere giden işçiye, brüt 3.500,00 TL askerlik yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işletme toplu iş sözleşmesinin ücret zamları oranında ve\nücretin zamlandığı tarih itibariyle artırılarak ödenecektir. (01.01.2025\nücret zamları dahil)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 14-YENİ İŞÇİ ALINMASI VE DENEME SÜRESİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İşletme bünyesinde işçi kadrolarının tespiti ve uygulanması, iş\nprogramlarının tanzim ve tadili, çalışma şekli, işin icap ettirdiği\nmiktar ve nitelikte işçi istihdam etmek, yeni işçi alımı veya boşalan\nkadroların doldurulması gibi işin ve işyerinin idaresine müteallik\nyetkiler mevzuata aykırı olmamak şartıyla sadece işverene aittir. Boşalan\nkadroların doldurulması sırasında işyerinde çalışmakta olan ve\nniteliği bu işe uygun olan işçilere işçinin daha önceki verimliliği de\ngöz önünde bulundurularak öncelik tanınır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Deneme süresi 1 (bir) aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren deneme süresinde işçinin çalışmasını yeterli bulduğunda,\nsürenin sonucunu beklemeksizin yeterliliğini onaylayıp sürekli\nişçiliğini kesinleştirebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>MADDE 15- ÇALIŞMA SÜRELERİ, ÇALIŞMA SÜRESİNDEN SAYILAN HALLER ve\nARA DİNLENMESİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>1-Bu işletme toplu iş sözleşmesi kapsamındaki işçilerin haftalık\nçalışma süresi en çok 45 saattir. İşveren, bu 45 saatlik haftalık\nçalışma süresini işyerinin özelliklerine göre haftada 5 gün veya 6 gün\nolarak düzenlemeye, sonradan iş icap ve zaruretlerine göre değiştirmeye\nyetkilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Radyoloji Hizmetleri Yönetmeliğine göre İyonlaştırıcı radyasyonla\nteşhis, tedavi veya araştırmanın yapıldığı yerler ile bu iş veya\nişlemlerde çalışan personelin haftalık çalışma süresi 35 saattir.\u003C\u002Fp>\n\n\u003Cp>2-Aşağıdaki süreler veya benzeri haller işçinin günlük çalışma\nsürelerinden sayılır:\u003C\u002Fp>\n\n\u003Cp>a)İşçilerin işveren tarafından işyerlerinden başka bir yerde\nçalıştırılmak üzere gönderilmeleri halinde yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin işinde ve her an iş görmeye hazır bir halde bulunmakla\nberaber çalıştırılmaksam ve çıkacak işi bekleyerek boş geçirdiği\nsüreler.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin işveren tarafından başka bir yere gönderilmesi veya\nişverenle ilgili herhangi bir yerde meşgul edilmesi suretiyle asıl işini\nyapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>d)Çocuk emziren işçilerin çocuklarını emzirmekle geçirdiği süreler.\n(Süt izni)\u003C\u002Fp>\n\n\u003Cp>e)Vardiya sistemi uygulanan yerlerde, işin ortalama bir zamanında verilen\nara dinlenmeler.\u003C\u002Fp>\n\n\u003Cp>f)İşveren veya işveren vekili tarafından yapılan görevlendirmeler ve\ndüzenlenen faaliyetler ile işveren\u002Fsendika tarafından ortak düzenlenen\neğitim, çalıştay, vb. geçirilen süreler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>3) Ara dinlenmesi\u003C\u002Fh3>\n\n\u003Cp>Günlük çalışma süresinin ortalama bir zamanında işin gereğine göre\nayarlanmak suretiyle işçilere ara dinlenmesi verilir. İşin niteliği, bir\nişyerinin aynı bölümündeki bütün işçilere aynı saatte ara dinlenmesi\nverilmesine olanak bırakmıyorsa, bu dinlenme, işçilere, gruplar halinde\narka arkaya çalışma süresinin ortalarından başlayarak kullandırılır.\nAra dinlenme kullanması mümkün olmayan birimlerde, ara dinlenmenin\nkullanılmadığı birim sorumlusunun gerekçeli önerisi ve hastane\nyönetiminin onayı ile ara dinlenme süresi çalışma süresinden\nsayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>MADDE 16- FAZLA ÇALIŞMA, GENEL TATİL GÜNLERİNDE ÇALIŞMA VE\nÜCRETİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İşçiler bu günlerde rızaları ile çalıştırılabilirler. İşveren,\nişyerlerinde işin özelliği bu günlerde çalışmayı gerektiriyorsa en az\n3 iş günü önceden işçiye bildirilir bu durumda işçinin rızası\naranmaz. İşyerinde oluşabilecek acil durum halinde zaman şartı\naranmaksızın başhekimin talimatı (sözlü-yazılı) ile göreve\nçağırılabilir.\u003C\u002Fp>\n\n\u003Cp>Haftalık çalışma süresini aşan çalışmalar fazla çalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>a)Hizmetin zorunlu kıldığı hallerde yaptırılan fazla çalışmanın\nücreti %70 (2025-2026 Yılı Kamu Çerçeve Protokolü ile belirlenecek oranda\ngüncelleme yapılacaktır.) Saat ücreti, günlük brüt çıplak ücretin 7,5\nsaate bölünmesiyle elde edilen ücrettir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Zorunlu hallerde yeniden çağrılan işçilere yolda geçen süreler\ndahil 2 saatten az olmamak üzere ve çalışılan süre kadar fazla çalışma\nücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>c)İşverence yaptırılan fazla çalışmaların ücreti müteakip ayın\nücret ödeme döneminde işçiye ücreti ile birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>d)Fazla çalışma yaptırılan üyelerin 23:00-05:30 saatleri işe gidiş\ndönüşleri işveren tarafından sağlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>e)İşin özelliği ulusal bayram, genel tatil, hafta tatili ve ulusal\nçapta uygulanan idari izinli sayılan günlerde çalışmayı gerektiriyorsa,\nişçiye çalışılan her gün için normal yevmiyesinin dışında 2 (iki)\nyevmiye daha ödenir. Bu ödemenin hesabında günlük çalışma süresi\nşartı aranmaz. Genel tatil ve ulusal bayram, hafta tatili hafta tatili ve\nulusal çapta uygulanan idari izinli sayılan günlerindeki çalışma süresi\ngünlük çalışma süresini (7,5 saat) aştığı takdirde aşan kısım\niçin fazla çalışma ücreti ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu günlerde yapılan fazla çalışmalar karşılığında izin talep\nedilmesi halinde “f ’ fıkrasına göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>f)İşbu toplu iş sözleşmesi kapsamında, 24 saatin tek posta\u002Fvardiya\nolarak çalışıldığı iş yerlerinde ara dinlenme süresinin idari amirin\nkontrolünde personel şefleri tarafından kullandırılması sağlanır.\nHaftalık en çok 45 saat çalışma süresinin aşılması durumunda ise\n‘a’ bendine göre fazla çalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>g)İşin gereği işveren tarafından yaptırılan yıllık 270 saati aşan\nçalışmalarda, Yargıtay kararları doğrultusunda fazla çalışma ücreti\nödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17- VARDİYALI ÇALIŞMA:\u003C\u002Fh2>\n\n\u003Cp>a) İşveren veya işveren vekili işçileri, 24 saatlik süre içinde iki\nveya üç posta\u002Fvardiya şeklinde çalıştırılabilir. Vardiya postalarının\nsayısına işveren veya işveren vekilince karar verilir. Üçlü vardiya\nsistemi uygulanan yerlerde; işçinin vardiyalı çalışma saatleri arasında\nen az 16 saat zaman aralığı bulundurulur.\u003C\u002Fp>\n\n\u003Cp>İkili vardiya sistemi uygulanan yerlerde; vardiya değişiminde işçiler\nkesintisiz olarak en az 11 saat dinlendirilmeden çalıştırılamaz. \u003C\u002Fp>\n\n\u003Cp>Vardiya dönüşlerinde veya sair zaruri sebeplerle yukarıda belirlenen\ndinlenme süresi kullandırılmadan işe çağrılan işçinin çalıştığı\nsüreler fazla çalışma sayılır.\u003C\u002Fp>\n\n\u003Cp>Vardiyaların düzenlenmesinde işçiler arasında ayrıcalık\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşverence belirlenen aylık vardiya cetvelleri hakkında önceden\nişyeri sendika baş temsilcisine (Baş temsilcinin bulunmadığı yerlerde\nişyeri temsilcine) bilgi verilir.\u003C\u002Fp>\n\n\u003Cp>c)Postalar halinde işçi çalıştırılarak yürütülen işlerde,\nişçilere, haftanın herhangi bir gününde 24 saatten az olmamak üzere (tam\ngün) ve nöbetleşme yolu ile hafta tatili verilmesi zorunludur. Bu\nişçilerin hafta tatili; ikili vardiya sisteminde çalışan işçinin 11\nsaat, üçlü vardiya sisteminde çalışan işçinin 16 saatlik dinlenmesinden\nsonra başlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18- ÜCRETLİ İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>a)Yıllık İzin:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşbu toplu iş sözleşmesinin imza tarihinden geçerli olmak üzere\nişçilere aşağıda belirtilen sürelerde yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>1)Hizmet süreleri 1 yıldan 5 yıla kadar (5. yıl dâhil) olanlara 16\ngün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)Hizmet süreleri 6 yıldan 10 yıla kadar (10. yıl dâhil) olanlara 23\ngün\u003C\u002Fp>\n\n\u003Cp>3)Hizmet süreleri 10 yıldan fazla olanlara 30 gün ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık izinlerin ne şekilde kullanılacağı İş Kanunu’na göre\nkurulacak komisyonca düzenlenir. İşçiler, kendi aralarında anlaşmak ve\nişveren vekilinin yazılı onayını almak şartıyla izin aylarını\ndeğiştirebilirler. Yıllık ücretli izinlerin tamamının bir kerede\nverilmesi esastır. Bu süreler, tarafların anlaşması ile bir bölümü 10\ngünden aşağı olmamak üzere bölümler hâlinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık izin süresini işyerinin bağlı bulunduğu il dışında\ngeçirecek olan işçilere bu durumu belgelemeleri halinde 657 sayılı devlet\nmemurlarının ücretli yol iznine ilişkin mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, hafta tatili ve genel tatil günleri izin süresinden sayılmaz.\nYıllık izin süresi bakımından cumartesi iş günüdür.\u003C\u002Fp>\n\n\u003Cp>İzinlerin ait olduğu yıl içinde kullandırılması esastır. İşlerin\nyoğunluğu nedeniyle kullanılamayan\u002Fkullandırılamayan yıllık ücretli\nizinlerin ücreti, hizmet akdinin herhangi bir nedenle sona ermesi durumunda,\nhizmet akdinin sona erdiği tarihteki ücreti üzerinden işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü halinde\nkanuni varislerine kullanmadığı yıllık izinlerinin ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>Hak edilen iznin ait olduğu yıl\u002Fdönemde işveren tarafından\nkullandırılmaması halinde, geçmiş yıllara ait kullandırılmayan izin,\nİşçinin yazılı müracaatı ile sonraki yıllarda kullandırılabilir.\u003C\u002Fp>\n\n\u003Ch3>b)Şua İzni:\u003C\u002Fh3>\n\n\u003Cp>Röntgen mahalli olarak tecrit edilen yerlerle radyum ve radyoterapi\nhizmetlerinde çalışanlara yıllık izinlerinden ayrı olarak ilgili yasal\nmevzuat çerçevesinde ücretli şua izni verilir.\u003C\u002Fp>\n\n\u003Ch3>c)Haftalık İzin:\u003C\u002Fh3>\n\n\u003Cp>1 - İşçilere haftada bir gün ücretli hafta tatili verilir.\u003C\u002Fp>\n\n\u003Cp>2-İzin hakkı cezalandırma amacıyla kısıtlanamaz. Vardiya ve nöbet\ndeğişimi gibi hallerde verilen dinlenmeler işçinin haftalık izin hakkını\nortadan kaldırmaz.\u003C\u002Fp>\n\n\u003Ch3>d)Mazeret İzni:\u003C\u002Fh3>\n\n\u003Cp>Mazeretlerini belgelemek kaydıyla; aşağıda yazılı sürelerde ve\nolayın vukuundan itibaren 7 gün içerisinde başvuran işçilere aşağıda\nbelirtilen ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>1-Eşi doğum yapan ve evlat edinen işçiye 10,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>2-Kendisi evlenen işçiye 10, çocuğu evlenen işçiye 7,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3-Yangın, sel, deprem veya benzeri doğal afetlere uğraması halinde 15\ngüne kadar,\u003C\u002Fp>\n\n\u003Cp>4-Çocuğunun sünnet düğününde işçiye 2,\u003C\u002Fp>\n\n\u003Cp>5-Yıllık izni olmayan işçilere zorunlu ihtiyaçlarını\nkarşılamalarını teminen yılda 10 güne kadar işverenin uygun görmesi\nhalinde ücretli mazeret izini verilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>6-Ana, baba, eş, çocuk, kardeş veya bakmakla yükümlü olduğu birisinin\nölümü halinde 5 işgünü, kayınvalide veya kayınpederinin ölümü\nhalinde ise 2 işgünü ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7-Çocuğun ölü doğması veya anne kamında gerçekleşen çocuk\nölümlerinden resmî belge ile belgeleyen kadın işçiye olayın vukuu\nbulduğu tarihten itibaren 5 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>8-Engelli personellere 10-16 Mayıs Engelliler Haftası’nın ilk iş\ngünü ile 3 Aralık Dünya Engelliler Günü’nde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Mazeret izni almayı gerektiren olay, işçinin çalıştığı ilin\nhudutları dışında vaki olup, yolda geçecek süre bir günden fazla olursa,\nişçiye mazeret izni ile birlikte 10 güne kadar izin verilir ve bu süre\nsenelik izninden mahsup edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>İşçilerin en az yüzde altmış oranında engelli veya süreğen\nhastalığı olan eşi ve çocuğunun tedavisinde, hastalık raporuna dayalı\nolarak ve çalışan ebeveynden sadece biri tarafından kullanılması\nkaydıyla, bir yıl içinde toptan veya bölümler hâlinde on beş güne kadar\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Ch3>e)İdari İzin:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Yukarıdaki mazeret durumları dışında işçilerin zorunlu nedenlerin\nvarlığı halinde kısa sürelerle verilen izindir. İdare amirleri\ntarafından bir yıl içinde toptan veya parça parça olarak zorunlu\nnedenlerin varlığı halinde yıllık izni bulunmayan işçilere 10 güne\nkadar idari izin verilebilir. Zaruret halinde 10 gün daha aynı usulle idari\nizin verilebilir. Bu takdirde ikinci defa verilen izin, işçinin müteakip\nyıldaki izninden mahsup edilir.\u003C\u002Fp>\n\n\u003Ch3>f)Saatlik İzin:\u003C\u002Fh3>\n\n\u003Cp>İşçiye resmi dairelerdeki işleriyle, çocuğunun eğitim ve okulu ile\nilgili işlerde halinde günde dört, ayda toplam 8 saati geçmemek üzere\nücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>g)Ulusal Bayram ile Genel Tatil Günleri İzni:\u003C\u002Fh3>\n\n\u003Cp>Ulusal bayram ve genel tatil günleri hakkında yasa hükümleri uygulanır.\nRamazan ve Kurban bayramlarında işin özelliği çalışmayı gerektirse\ndahi, her işçiye en az birer gün ücretli izin kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 19- ÜCRETSİZ İZİNLER\u003C\u002Fh2>\n\n\u003Cp>a)İşçilere talepleri halinde meşru mazeretlerine istinaden bir takvim\nyılında 45 güne kadar ücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>b)Kamu kurum ve kuruluşlarında sürekli işçi kadrolarında çalışan\nişçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek, anne, baba, eş ve çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde bu hallerin heyet raporu ile belgelendirilmesi şartıyla istekleri\nüzerine en çok 6 (altı) aya kadar ücretsiz izin verilebilir. Aynı\nşartlarda bu süre bir katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>Kadın işçilere 4857 Sayılı îş Kanunu’nun 74’üncü maddesine\ngöre 6 aya kadar ücretsiz izin verilir. İşçinin talebi halinde bu süre 6\nay daha uzatılır.\u003C\u002Fp>\n\n\u003Cp>İşçilere, 5 hizmet yılını tamamlamış olmaları ve istekleri halinde\nişçilik süreleri boyunca ve bir defada kullanılmak üzere altı aya kadar\nücretsiz izin verilebilir. Amirin uygun görmesi durumunda bir altı aya kadar\nücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20-GÖZALTINA ALINMA, TUTUKLUKLUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLATMA\u003C\u002Fh2>\n\n\u003Cp>1-Gözaltına alman işçiler bunu belgeledikleri takdirde, yasal gözaltı\nsüresinde ücretsiz izinli addedilir.\u003C\u002Fp>\n\n\u003Cp>2-İşçinin tutukluluğu halinde devamsızlığı 4857 sayılı İş\nKanunu’nun 17. maddesindeki bildirim önellerini aştığı takdirde iş\nsözleşmesi münfesih sayılır. 4857\u002F17. maddesinde sayılan süreler kadar\ntutukluluk hallerinde ise tutuklu kalınan süreler kadar işçi ücretsiz\nizinli kabul edilir.\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\n180 gün içinde son bulması ve işçinin bu tarihten itibaren bir hafta\niçinde işine dönmeyi talep etmesi halinde, işveren tarafından emsallerinin\nhakları ile işe alınır. 180 gün sonunda yapılan başvuru halinde boş yer\nvarsa işe alınırlar. Bu halde işe tekrar alınan işçinin, eski kıdem\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>Tutukluğun 180. günden sonra sona ermesi ve fakat yargılamanın devam\netmesi halinde işçinin işe iadesi il derece mahkemesi veya savcılık\nkararının kişiye tebliği tarihinden itibaren bir hafta içinde idareye\nbaşvurması üzerine ceza mahkemesi veya savcılık kararma göre taktir\nyetkisi kapsamında idarece değerlendirilir.\u003C\u002Fp>\n\n\u003Cp>4-Adi suçlardan (Bu sözleşme kapsamında hangi suçların adi suç olarak\ndeğerlendirileceği her olaya özgü bir şekilde idarece belirlenecektir.)\nyargılanmaları tutuklu olarak devam ederken 180 gün içinde tahliye\nedilenlerin bir hafta içinde başvurması ve işyerinde durumuna uygun münhal\nkadro bulunması, hizmetine ihtiyaç duyulması halinde işveren tarafından\ntekrar işe alınırlar. \u003C\u002Fp>\n\n\u003Cp>Bilahare hüküm giymeleri halinde hizmet akitleri münfesih sayılır. Şu\nkadar ki, 5.fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5-Adi suçlardan dolayı yapılan yargılanma neticesinde;\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, af ile\nsonuçlanan veya iyi hali nedeniyle 6 aydan fazla ceza aldığı halde 6 aydan\nönce tahliye edilen işçiler bir hafta içinde başvurması ve işyerinde\ndurumuna uygun münhal kadro bulunması ve hizmetine ihtiyaç duyulması\nhalinde işverenin takdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6-Bu sözleşme kapsamında adi suç sayılmayan suçlar ile sabotaj,\ndevletin ülke ve milleti ile bütünlüğüne, milli güvenliğe, kamu\ndüzenine, Türk Silahlı Kuvvetlerine karşı işlenen suçlardan hüküm\ngiyenler cezanın ertelenmesi, paraya çevrilmesi veya affa uğraması\nhallerinde dahi hiçbir suretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7-İşverene ait herhangi bir aracın görevli olarak kullanırken taksirli\neylemleri ile trafik kazası yapan görevliler bu nedenle tutuklandıkları\nveya hüküm giydikleri takdirde 1 (bir) yıl içinde hükümlülük veya\ntutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınır. 1 (bir) yıldan fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 21- KIDEM TAZMİNATI VE İHBAR ÖNELLERİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancedays1\">\u003Cp>a)Kıdem Tazminatı hesabında işçinin 35 günlük ücret tutan esas\nalınır. İş kazası ve meslek hastalığı nedeniyle vefat eden işçinin\nkıdem tazminatı 40 günlük ücreti üzerinden hesaplanır. Bu hüküm\nsendika üyesi işçiler için iş sözleşmesi hükmü olarak devam eder.\nİhbar süreleri hususunda 4857 sayılı kanunun 17. Maddesinde belirtilen\nsüreler birer hafta arttırılarak uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Emekliliği onaylanan işçiye yol harcırahı 375 sayılı kanun\nhükmünde kararnamenin 1. maddesinin d bendine göre verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22- EĞİTİM YARDIMI\u003C\u002Fh2>\n\n\u003Cp>Sözleşme kapsamında sendika üyesi olarak çalışan işçilerden;\u003C\u002Fp>\n\n\u003Cp>İlk ve ortaöğretim mezunlarına, 200,59 TL\u002FAy\u003C\u002Fp>\n\n\u003Cp>Lise ve dengi okul mezunlarına 316,71 TL\u002FAy\u003C\u002Fp>\n\n\u003Cp>Ön lisans mezunlarına, 401,19 \u002FAy\u003C\u002Fp>\n\n\u003Cp>Lisans mezunlarına, 475,07 \u002FAy\u003C\u002Fp>\n\n\u003Cp>Yüksek lisans mezunlarına, 633,44 TL\u002FAy eğitim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Sözleşme yürürlük süresinde mezun olan işçinin ilgili gruba\nintibakı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin (01.01.2025 dahil) ücret zammı\noranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23- GÜVENLİK GÖREVLİLERİNİN SERTİFİKA YENİLEME ÜCRETİ,\nSERTİFİKA YENİLEME İŞLEMLERİNE İLİŞKİN DÜZENLEMELER\u003C\u002Fh2>\n\n\u003Cp>a) Özel güvenlik hizmetlerine dair kanunu uygulanmasına ilişkin\nyönetmeliğin 41. Maddesine istinaden “Özel güvenlik temel eğitimi ve\nözel güvenlik yenileme eğitimi sertifikaları 5 yıl sürekle\ngeçerlidir.” Hükmü gereğince işbu sözleşme kapsamında belirli\ndönemlerde yenilemek zorunda oldukları sertifikaların tüm ücretleri fatura\nibraz etme şartı ile işveren tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>b)Güvenlik kimlik kartını yenilemeyen Güvenlik Görevlisi 1 yıl\niçerisinde idarenin mevzuatta uygun görmesi halinde başka bir işte\ngörevlendirilir veya kadrosu askıya alınarak ücretsiz izinli sayılır. 1\nyıl içerisinde güvenlik kimlik kartının geri alınması durumunda eski\nişi yapmaya devam edebilir.\u003C\u002Fp>\n\n\u003Cp>Sürekli işçi statüsünde görev yapan Güvenlik görevlisi personel (696\nKHK ile çalışan işçiler hariç), 5188 sayılı Özel Güvenlik\nHizmetlerine Dair Kanunun 10. Maddesinde Özel Güvenlik Görevlilerinde\naranacak şartlar arasında sayılan “...f) Görevin yapılmasına engel\nolabilecek vücut ve akıl sağlığı ile engeli bulunmamak.,.”\nşartlarından vücut bütünlüğünün kaybedilmesi halinde buna ilişkin\nengelli sağlık kurulu raporunu dilekçesi ile birlikte idareye ibraz etmek\nsuretiyle müracaat etmesi durumunda, 4857 sayılı İş Kanunun 22’ci\nve\u002Fveya 30’uncu madde hükümleri gereğince personelin iş tanımında\ndeğişikliğe gidilmek suretiyle istihdam edilmesi idarenin taktirindedir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24- GEÇİCİ GÖREV VE DAİMİ GÖREV YOLLUĞU\u003C\u002Fh2>\n\n\u003Cp>a)Bulunduğu mahallin dışına geçici göreve, işverence tertiplenen\nkursa veya seminere gönderilen ve nakledilen işçilere, Bütçe ve Harcırah\nKanunu hükümlerine göre ödeme yapılır. Geçici görev süresinin\ndeğerlendirilmesinde ve yol masraflarının hesaplanmasında ilgili mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b)Geçici görevle kurs veya seminerlere gönderilen (giden) işçinin\nsözleşme ile sağlanan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 25-GECE DÖNEMİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Saat 20.00’den sabah saat 06.00’ya kadar geçen nöbet süre gece\ndönemidir. Gece döneminde çalışan işçilerin (güvenlik görevlileri de\ndahil), çalıştıkları sürelere ait ücretleri %15 (Yüzde on beş) zamlı\nolarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışma süresinin yarısından çoğu gece dönemine rastlayan bir\npostanın çalışmasının tamamı gece çalışması sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26- İCAPCILIK\u003C\u002Fh2>\n\n\u003Cp>a)İşçiye, icap listesinde bulunmasına rağmen göreve çağırılmaması\nhalinde 1,5 saatlik fazla çalışma ücreti, göreve çağırılması halinde\n3 saatten az olmamak kaydı ile çalışılan süre kadar fazla mesai ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>b)Uzaktan bağlantı yapan yazılımcı vb. personelin işveren tarafından\ngörevlendirildiği süreyi bir tutanak ile bildirmesi suretiyle (a) fıkrası\naynen uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27- GÖREV TANIMI\u003C\u002Fh2>\n\n\u003Cp>Görev tanımı; işçilere fiilen yürüttükleri işler göz önünde\nbulundurularak tahsis edilerek tebliğ edilen görev tanımlamaları işveren\ntarafından yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28- KIDEMLİ İŞÇİLİĞİ TEŞVİK PRİMİ\u003C\u002Fh2>\n\n\u003Cp>Kurumda bilfiil 15 hizmet yılını tamamlayan işçilere, müteakip ay bir\naylık brüt ücretleri tutarında teşvik primi ve bir hizmet plaketi\nverilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29- HASTALIK DURUMU VE SİGORTA ÖDEMELERİNİ TAMAMLAMA\u003C\u002Fh2>\n\n\u003Ch3>A- Sendika üyesi İşçilerin Hastalığı veya Herhangi Bir Sağlık\nEngeli Halinde:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>1 - İşveren hastalıkları nedeniyle Sağlık Bakanlığına bağlı\nkuruluşlardan hekim raporu ile istirahat alan üyelerin ücretlerini tam\nolarak ödemeyi kabul eder. Sosyal Güvenlik Kurumu’nca üyeye verilecek\ngeçici iş göremezlik ödenekleri hakkında Kurum ile SGK arasında\nmahsuplaşma işlemi gerçekleştirilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2-Kapsama dahil işyerlerinde çalışmakta olan işçilerin; yatarak tedavi\ngördükleri veya istirahatli bulundukları sürelere ait ücretleri tam olarak\nödenir. Bu durumda olan işçiler istirahatin sona erdiği tarihten itibaren\nen geç bir ay içerisinde ilgili Sosyal Güvenlik Kurumundan kendi adına\ntahakkuk ettirilen geçici iş görmezlik ödeneğini alır en geç üç\nişgünü içinde belgesiyle birlikte işverene öder. İşverence kabul\nedilebilir mazereti dışında bu ödemeyi süresinde yapmayan işçinin ilk\nücretinden, bu ödemeler mahsup edilir.\u003C\u002Fp>\n\n\u003Cp>3-İşçinin iş sözleşmesi, Sosyal Güvenlik Kurumunun sağlık yardımı\nyapmakla yükümlü olduğu süre içinde fesih edilemez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>4-İşveren işçilerin periyodik sağlık kontrollerini yaptırır.\u003C\u002Fp>\n\n\u003Cp>5-İşçinin birinci derece yakınlarının tedavisi için 657 sayılı\ndevlet memurlarının refakat iznine ilişkin yönetmelik maddeleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>B- Sağlık Tesislerinden Yararlanma ve İşçilerin Genel Muayenesi:\u003C\u002Fh3>\n\n\u003Cp>1-İşyerinde çalışan bütün işçiler 6331 sayılı kanun gereğince\nyılda en az 1 (bir) kez muayenesine tabi tutulur.\u003C\u002Fp>\n\n\u003Cp>2-Toplu İş Sözleşmesi kapsamındaki işyerlerinde, ameliyathane, acil\nservis, enfeksiyon hastalıkları, radyasyona tabi bölümler, laboratuvarlar,\nyoğun bakım, nükleer tıp, kemoterapi alanlarında çalışan işçilerin en\naz 6 (Altı) ayda bir olmak üzere periyodik sağlık kontrolleri işverence\nyaptırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3-İşveren veya İşveren vekili tarafından kurulmuş bulunan Sosyal ve\nEğitim Tesislerinden işyerinde çalışan Öz Sağlık-İş Sendikası\nüyeleri de faydalanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30- ANALIK YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a)4857 sayılı İş Kanunu’nun öngördüğü esaslar dâhilinde ücretli\nizin verilir. (Bu süreler doktor raporuyla artırılabilir.)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Kadın çalışanlar, gebe olduklarının sağlık raporuyla tespitinden\nitibaren doğuma kadar geçen sürede yazılı rızaları olmadıkça gece\nçalışmaya zorlanamazlar.\u003C\u002Fp>\n\n\u003Cp>Yeni doğum yapmış çalışanın doğumu izleyen bir yıl boyunca gece\nçalıştırılması yasaktır. Bu sürenin sonunda sağlık ve güvenlik\naçısından sakıncalı olduğunun sağlık raporu ile belirlendiği dönem\nboyunca gece çalıştırılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>c)Kadın işçilere çocuğunu emzirmesi için doğum sonrası analık\nizninin bitiminden itibaren ilk altı ayda günde 3 (üç) saat, ikinci altı\nayda günde 2 (iki) saat süt izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Çalışan emzikli kadınlara çocuğu 1 (bir) yaşına gelene kadar\nbrüt 2.650,00 TL\u002F Ay süt parası ödenir. Resmi doğum izni bittikten sonra\nişçinin yazılı beyanda bulundukları tarihi takip eden ayda ödenmeye\nbaşlanacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin (01.01.2025 dahil) ücret zammı\noranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>e)Kadın işçilerin (b) fıkrasında belirtilen süreler içerisinde\nrızası olmadıkça işleri ve işyerleri değiştirilemez. Geçici görevle\nbulundukları mahal dışına gönderilemezler.\u003C\u002Fp>\n\n\u003Cp>f)Doğum nedeniyle ücretli izne ayrılanlara ikramiye ve giyim yardımları\nherhangi bir kesinti yapılmaksızın ödenir.\u003C\u002Fp>\n\n\u003Cp>g)Üç yaşını doldurmamış çocuğu evlat edinen eşlerden birine veya\nevlat edinene çocuğun aileye fiilen teslim edildiği tarihten itibaren sekiz\nhafta analık hâli izni kullandırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31- KREŞ VE ÇOCUK BAKIM YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cp>a)50 veya daha fazla kadın işçi çalıştırılan her işyeri için bir\nkreş açılır\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşyerinde kadın işçi sayısının (a) fıkrasındaki orandan az\nolması halinde emzirme odası açılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İşyerinde daha önce açılmış kreş var ise, işçi çocukları da\ndiğer kurum personeli ile aynı şartlarda yararlandırılırlar. Kreş\nyardımından faydalanmak isteyen işçilerin 57 aylığa kadar olan\nçocukları için idarenin belirlediği\u002Filan ettiği kayıt döneminde başvuru\nyapmak zorundadır, bu dönemden sonra yapılan başvurular imkanlar\nölçüsünde değerlendirilir.\u003C\u002Fp>\n\n\u003Cp>d)(a) fıkrasında yer alan esaslar dâhilinde açılması öngörülen\nkreşler açılmadığı takdirde ya da kontenjanın dolu olduğuna dair durumu\nbelgelemeleri halinde, 57 aylığa kadar olan çocukları için başka bir\nkreşe kayıt belgesi sunulduğu tarihi takip eden ayda işçilere brüt\n4.750,00 \u002FAy kreş yardımı yapılır. (Kurs, etkinlik vb. katılımlar hariç\nAnne ve baba aynı işyerinde işe kreş yardımı anneye verilir.\u003C\u002Fp>\n\n\u003Cp>Kreşin yıl sonunda, ödemelerin yıl boyunca yapıldığı ve kreşe devam\nettiği beyan edilmeli, kreş ödemelerinde eksik ay ve devam edilememe durumu\nvar ise kreş ücreti geri talep edilecektir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin (01.01.2025 dahil) ücret zammı\noranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32 - DİSİPLİN KURULU\u003C\u002Fh2>\n\n\u003Ch3>İŞYERİ DİSİPLİN KURULU:\u003C\u002Fh3>\n\n\u003Cp>İşçilere verilecek disiplin cezaları hafifinden ağıra doğru; ihtar, 1\nyevmiye kesme cezası, 3 yevmiye kesme cezası, 5 yevmiye kesme cezası, 6\nyevmiye kesme cezası ve işten çıkarma cezasıdır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde 2 işveren ve 2 sendika temsilcisinden oluşan işyeri\ndisiplin kurulu kurulur. Taraflar kurula asıl üye kadar da yedek üye\nbelirlerler. Sözleşmenin imza tarihinden itibaren bir ay içerisinde taraflar\nasıl ve yedek üyelerini yazılı olarak birbirlerine bildirirler.\u003C\u002Fp>\n\n\u003Cp>Asıl üyelerin mazereti halinde yerine yedekleri katılır. Sendika\ntemsilcisi olarak kurula katılan üyelerden birinin disiplin kuruluna sevk\nedilmesi halinde yerine yedek üye katılır. Şayet işçiye ihtar veya\nyevmiye kesme cezalarını veren disiplin amiri ile işçinin eşi veya ikinci\ndereceye kadar (bu derece dahil) kan ve sihri hısımları kurul üyesi ise\nyerine yedek üye katılır. Kurula işveren temsilcileri arasından işveren\nveya işveren vekilinin tayin edeceği biri başkanlık eder. Başkanın tensip\nedeceği bir üye, aynı zamanda kurulun raportörlüğünü ifa eder. Disiplin\ncezası verilmesini gerektiren bir fiil veya hal meydana geldiğinde Rektör\ntarafından disiplin kurulu dışından olmak kaydı ile bir muhakkik atanır.\nAtanan muhakkik olay ile ilgili gerekli araştırmaları ve incelemeleri 2547\nsayılı Kanunun 53\u002FA maddesi çerçevesinde yürüterek olayın kendisine\nintikalinden itibaren 1 2 ay içerisinde tamamlar. Tamamlayamadığı hallerde\n1 ay ek süre talep edebilir. Tamamlandığında soruşturma evraklarını\nkurum amirine iki suret dizi pusulasına bağlı dosya halinde iletir. Kurum\namiri dosya ve eklerinin kendisine intikalinden itibaren 3 (üç) iş günü\niçerisinde işyeri disiplin kuruluna gönderir. İşyeri disiplin kurulu\ndosyanın kendisine intikalinden itibaren 10 (on) iş günü içerisinde\ntoplanarak karar verir.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulunun uhdesinde bulunan ihtar, 1 yevmiye kesme cezası, 3\nyevmiye kesme 6 yevmiye kesme cezalarının Tekirdağ Namık Kemal\nÜniversitesi Hastanesi bünyesinde oluşturulacak işyeri disiplin kurulu\ntarafınca değerlendirilecektir.\u003C\u002Fp>\n\n\u003Cp>İşverenin 4857 sayılı İş Kanunu’nun 25\u002F11 maddesindeki hakları\nsaklı kalmak kaydıyla disiplin cezaları EK-1 Disiplin Ceza Cetvelinde\nbelirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>Disiplin cezası verilmesini gerektiren fiil ve halleri işleyen işçiler\nhakkında, bu fiile ve hallerin işlendiğinin öğrenildiği tarihten itibaren\n3 (üç) ay içinde disiplin soruşturması ya da kovuşturmasına\nbaşlanmadığı takdirde disiplin cezası verme yetkisi zamanaşımına\nuğrar. Disiplin cezası verilmesini gerektiren fiil ve hallerin işlendiği\ntarihten itibaren nihayet 2 (iki) yıl içinde disiplin cezası verilmediği\ntakdirde ceza verme yetkisi zamanaşımına uğrar. Bir fiilden dolayı ilgili\nhakkında ceza soruşturması veya kovuşturması yapılıyor olması, aynı\nfiilden dolayı disiplin soruşturması yapılmasına, ceza verilmesine ve bu\ncezanın yerine getirilmesine engel değildir. Gerektiğinde ceza\nkovuşturması bekletici mesele yapılabilir. Bu durumda disiplin\nsoruşturmasına ilişkin zamanaşımı süreleri durur.\u003C\u002Fp>\n\n\u003Cp>Belli bir disiplin cezası verilmesi gereken fiil ve hallerden dolayı ceza\nalan işçiye, aynı fiili ve hali 5 yıl içerisinde yeniden işlemesi halinde\nbu cezanın bir yukarı derecedeki cezası uygulanır. Bu fiil ve halden\ndolayı ceza alan işçi, 5 yıl içerisinde aynı fiil ve halden ceza\nalmaması durumunda, bu cezanın son tekerrürü silinir.\u003C\u002Fp>\n\n\u003Cp>EK-1 Disiplin Ceza Cetvelinde sayılan ve disiplin cezası verilmesini\ngerektiren fiil ve hallere nitelik ve ağırlıkları itibarıyla benzer\neylemlerde bulunanlar hakkında İş Kanunu’nun ilgili maddeleri ve konuya\nilişkin genel mevzuat hükümleri doğrultusunda değerlendirme yapılarak,\nverilecek ceza kıyas yoluyla takdir ve tayin edilir. İşçi, verilen cezalara\nkarşı bir üst disiplin kuruluna itiraz edebilir. İtirazda süre, işlenilen\nfiil ve hale karşılık gelen disiplin cezasının işçiye tebliğinden\nitibaren 7 (Yedi) gündür. Süresi içinde itiraz edilmeyen disiplin cezaları\nkesinleşir ve işçiye tebliğ edilerek kararın bir örneği işçinin\nözlük dosyasında saklanır.\u003C\u002Fp>\n\n\u003Cp>Son Savunması alınarak işçiye disiplin cezası verilmesi esastır.\nİşçi, 7 (yedi) gün içinde savunmasını Kurum Amirine verir. Verilen süre\niçinde savunmasını yapmayan işçi, savunma hakkından vazgeçmiş\nsayılır.\u003C\u002Fp>\n\n\u003Ch3>ÜST DİSİPLİN KURULU:\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde 2 işveren ve 2 sendika temsilcisinden oluşan işyeri\ndisiplin kurulu üyelerinden farklı üst disiplin kurulu kurulur. Taraflar\nkurula asıl üye kadar da yedek üye belirlerler. Sözleşmenin imza\ntarihinden itibaren bir ay içerisinde taraflar asıl ve yedek üyelerini\nyazılı olarak birbirlerine bildirirler.\u003C\u002Fp>\n\n\u003Cp>Asıl üyelerin mazereti halinde yerine yedekleri katılır. Sendika\ntemsilcisi olarak kurula katılan üyelerden birinin disiplin kuruluna sevk\nedilmesi halinde yerine yedek üye katılır. Şayet işçiye ihtar veya\nyevmiye kesme cezalarını veren disiplin amiri ile işçinin eşi veya ikinci\ndereceye kadar (bu derece dahil) kan ve sihri hısımları kurul üyesi ise\nyerine yedek üye katılır. Kurula işveren temsilcileri arasından işveren\nveya işveren vekilinin tayin edeceği biri başkanlık eder. Başkanın tensip\nedeceği bir üye, aynı zamanda kurulun raportörlüğünü ifa eder. Üst\ndisiplin kurulu, işyeri disiplin kurulunca karara varılamayan hususları,\nişyeri disiplin kurulunda verilen cezalara yapılan itirazları, ihraç\nkararlarını ve iş yerinde çalışan sendika yönetici ve temsilcileri\nhakkında verilen disiplin cezalarını görüşüp karara bağlar. Kararlar\ntoplantıya katılanların çoğunluğu ile alınır. Oyların eşitliği\nhalinde başkanın bulunduğu taraf çoğunluğu sağlamış sayılır.\u003C\u002Fp>\n\n\u003Cp>Kurul ihtiyaç halinde ceza istenen işçi\u002Fişçileri veya tanıkları\ndinleyebilir. Üst disiplin kurulu dosyanın kendisine intikalinden itibaren 15\n(on beş) gün içerisinde kesin karar verir. Kararın bir örneği işçinin\nözlük dosyasında saklanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 33- İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>a)İşveren, iş sağlığı ve güvenliği ile ilgili konularda mevzuatın\nkendisine yüklediği gerekli tedbirleri alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Röntgen mahalli olarak tecrit edilen yerlerde, çalışanlara, fiilen\nçalıştıkları günlerde 1\u002F2 kg süt verilir. Süt verilmediği durumlarda,\nbrüt 45 TL\u002FGün, süt parası ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işletme toplu iş sözleşmesinin (01.01.2025 dahil) ücret\nzamları oranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34-ÜCRET ZAMMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh3>\n\n\u003Cp>İşbu sözleşme kapsamındaki işçilerin, toplu iş sözleşmesinin\nyürürlük başlangıç tarihindeki (01.01.2025) günlük brüt çıplak\nücretlerine, %5 oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, 2025-2026 Yılı Kamu Çerçeve Anlaşma Protokolünde birinci yıl\nbirinci altı ay dönemi içim ücret zamlarının bu fıkradaki zamdan yüksek\nolması halinde Kamu Çerçeve Anlaşma Protokolündeki zammın %5’i aşan\nkısmı yürürlük başlangıç tarihinden (01.01.2025) geçerli olmak üzere\nuygulanır. Kamu Çerçeve Anlaşma Protokolündeki oranın ücret zammı\noranından düşük olması halinde mahsup edilir.\u003C\u002Fp>\n\n\u003Ch3>b)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh3>\n\n\u003Cp>2025-2026 Yılı Kamu Çerçeve Anlaşma Protokolü ile belirlenecektir.\u003C\u002Fp>\n\n\u003Ch3>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh3>\n\n\u003Cp>2025-2026 Yılı Kamu Çerçeve Anlaşma Protokolü ile belirlenecektir.\u003C\u002Fp>\n\n\u003Ch3>d)İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh3>\n\n\u003Cp>2025-2026 Yılı Kamu Çerçeve Anlaşma Protokolü ile belirlenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 35- ÜCRETİN ÖDENMESİ\u003C\u002Fh2>\n\n\u003Cp>a)Mevzuat ve toplu iş sözleşmesi gereğince hak edilen ücretler her\nayın 15’inde işlemiş olarak ödenir. İşçilerin ücret ödemeleri aylık\nolarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>b)İşveren bankaya yaptığı ödemelerde işçiye ücret hesabını\ngösterir imzalı veya işyerinin özel işaretini taşıyan bir pusula (ücret\nbordrosu) vermek zorundadır. Bu pusulada ödemenin günü ve dönemi ile asıl\nücrete yapılan eklemeler tutarının ve her çeşit kesintinin ayrı ayrı\ngösterilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>c)Kanuni kesintiler dışında işçinin aylık istihkakından yazılı\nrızası olmadıkça hiçbir surette kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>d)Ücretlerin puantaj hesaplaması ya da tahakkuku ile ilgili\nyanlışlıklar, bu yanlışlıkların tespit edildiği ayı takip eden\naybaşında karşılıklı mahsup edilir. Ödemesi taksitler halinde yapılan\nyanlışlığın mahsubu, aynı yöntemle taksitler halinde gerçekleştirilir.\nMahsuplaşmada işçilere faiz yansıtılamaz. İşçi beyanına dayalı\nyapılan yanlış ödemeler hariç.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>A- İlave Tediye:\u003C\u002Fh3>\n\n\u003Cp>İşçilere 6772 sayılı Kanun hükümlerine göre tespit edilen günlerde\nilave tediyede ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>B- İkramiye:\u003C\u002Fh3>\n\n\u003Cp>a)İşverence, sendika üyesi işçilere her yıl biri 15 Mart’ta, diğeri\nise 15 Eylül’de olmak üzere 30’ar günlük ücretleri tutarında 2\nikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Bu ikramiyelerin ödenmesinde işverence verilen her türlü ücretli\nizinler ile Kanunda çalışılmış gibi sayılan sürelere ilişkin kesinti\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>c)(b) fıkrasındaki süreler dışında, ikramiyeler çalışılan süre\nile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Uzun süreli sağlık raporu alan işçiye; İş Kanunun 17. Maddesinde\ndüzenlenen bildirim süresi artı altı haftalık döneme kadar ki sürelerde\nikramiye ve tediye ödenecek, aşan süreler ikramiye ve tediye ödemesinin\nhesabında dikkate alınmayacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 37- YEMEK YARDIMI VE KORUYUCU GIDA\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşveren, işyerinde çalışan işçilere çalışılan günlerde\nvardiya\u002Fposta sistemine göre aşağıda ki şekliyle en az bir öğün yemek\nverir.\u003C\u002Fp>\n\n\u003Cp>Ramazan ayı başında oruç tutacağını yazılı olarak bildiren\nişçilere iftar ve sahur vakitlerinde yemek verilir.\u003C\u002Fp>\n\n\u003Cp>Perhizli olduğunu doktor raporuyla bildiren işçilere perhiz durumuna\ngöre yemek verilir. 375 Sayılı Kanun Hükmünde Kararname ile başka kurum\nveya birimde kendi isteği ile görevlendirilen işçilere yemek ücreti\nödenmeyecektir. Kuruma bağlı hastane dışında görevlendirilen diğer\nişçilere yemek hakkında istifade edemedikleri sürede net 199,01 TL \u002Föğün\nyemek bedeli ödenir. (Vardiyalı çalışan işçi personele yemek hizmeti\nsunulmayan saatlerde net 199,01 TL \u002Föğün yemek bedeli ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihinden geçerli olmak üzere günlük 8\nsaate kadar çalışma yapılan iş yerlerinde 1 öğün, ikili vardiya\u002Fposta\nşeklinde çalışanlara (günlük 12 saat çalışanlara) 2 öğün, 24 saatin\ntek vardiya olarak çalışıldığı durumlarda ise 3 öğün yemek\nverilir.\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamında sendika üyesi olarak çalışan Özel Güvenlik\nGörevlisi işçi personelin yemek ücretleri aylık çalıştığı gün kadar\nnet olarak ödenir. (Yıllık izin, sağlık raporu, mazeret izni, yol izni vb.\nizinli günler hariç)\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işletme toplu iş sözleşmesinin (01.01.2025 dahil) ücret\nzamları oranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>MADDE 38- GİYİM VE KORUMA MALZEMESİ YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşçilere, iş sağlığı ve güvenliği mevzuatı çerçevesinde,\nişyerinde yaptıkları işin niteliğine uygun iş elbisesi ve koruyucu\nmalzemeleri (Yazlık\u002FKışlık) her yıl Nisan ve Ekim ayları içerisinde\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 39- SERVİS VE TAŞIT YARDIMI\u003C\u002Fh2>\n\n\u003Cp>a) İşyerinde servis uygulaması varsa işveren imkânlar ölçüsünde\nişçileri servis araçlarından yararlandırır. Servis uygulaması olmayan\nişyerlerinde yahut servis uygulamasından yararlanamayan işçilere ise\nişyerine gidiş ve gelişlerini temin etmek üzere, fiilen çalıştıkları\nher gün için, bir gidiş bir geliş olmak üzere günlük toplam iki adet\nBüyükşehir Belediyesi\u002FBelediye otobüsü biletini bedeli net olarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>b) Servisten yararlanan işçilere ayrıca yol ücreti ödenmeyecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 40- EVLENME- DOĞUM- ÖLÜM VE DOĞAL AFET YARDIMI\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi bütün işçilere uygulanmak üzere;\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesi yürürlük tarihleri içerisinde evlenmeleri\nhalinde bir defaya mahsus olmak üzere belgelendirmesi halinde brüt 15.000,00\nTL evlenme yardımı yapılır. Eşler bu toplu iş sözleşmesinden istifade\nediyorlarsa bu yardım ikisine de yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>b)Toplu iş sözleşmesi yürürlük tarihleri içerisinde işçinin ana,\nbaba, eş ve çocuğunun vefatı halinde belgelendirilmesi halinde brüt\n10.000,00 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Toplu iş sözleşmesi yürürlük tarihleri içerisinde işçinin normal\nölümü veya iş kazası\u002F meslek hastalığı nedeniyle ölümü halinde\nmirasçıların halinde yasal mirasçılarına toplam 2 (iki) aylık brüt\nmaaşı tutarında ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>d)Toplu iş sözleşmesi yürürlük tarihleri içerisinde işçinin\nyangın, sel, deprem veya benzeri doğal afetlere uğraması halinde zarar\nmiktarını belgelemek koşulu ile doğal afete uğraması halinde en fazla\nbrüt 10.054,59 TL kadar (sigorta kapsamı değilse) doğal afet yardımı\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işletme toplu iş sözleşmesinin (01.01.2025 dahil) ücret\nzamları oranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin anılan yardımlardan yararlanabilmeleri için\ndurumlarını belge ile kanıtlamak zorundadırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41- SOSYAL YARDIM, ÖĞRENİM YARDIMI, BAYRAM HARÇLIĞI ve ÇOCUK\nYARDIMI\u003C\u002Fh2>\n\n\u003Cp>a)Sendika üyesi işçilere brüt 703,82 TL\u002FAy konut yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Sendika üyesi işçilere brüt 603,27 TL\u002FAy yakacak yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Sendika üyesi işçilere brüt 2.010,92 TL\u002FAy sosyal yardımı\nödenir.\u003C\u002Fp>\n\n\u003Cp>d)Sendika üyesi işçilere brüt 808,47 TL\u002FAy denge tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Dini bayramlarda, işçilere her yıl bayramlardan önceki ilk maaş\nödemesinde brüt 1.200,00 TL bayram harçlığı verilir.\u003C\u002Fp>\n\n\u003Cp>f) Öğrenim Yardımı:\u003C\u002Fp>\n\n\u003Cp>İşveren işçinin öğrenim gören her çocuğu için (belge ibraz etmek\nşartı ile) ve yılda bir kez Eylül\u002FEkim\u002FKasım ayında ödenmek\nüzere. \u003C\u002Fp>\n\n\u003Cp>- Okul öncesi, İlköğretim, Ortaöğretim öğrencileri için, brüt\n1.020,55 TL\u003C\u002Fp>\n\n\u003Cp>-Lise ve dengi okullar için brüt 1.166,33 TL.\u003C\u002Fp>\n\n\u003Cp>-Yüksekokul ve Fakülte için (okulun normal eğitim süresi artı bir yıl\nsüreyle sınırlı olmak üzere) 1.457,04 TL öğrenim yardımı yapılır. Bu\nyardım 25 yaşını aşan öğrenciler için ödenmez.\u003C\u002Fp>\n\n\u003Cp>g) İşveren tarafından sendika üyesi işçilere her ay;\u003C\u002Fp>\n\n\u003Cp>-0 ile 6 yaş çocuk için, brüt 436,05 TL\u002FAy\u003C\u002Fp>\n\n\u003Cp>-6 yaş üzeri çocuk için, brüt 291,58 TL\u002FAy çocuk yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>•Eşlerden her ikisi de aynı toplu iş sözleşmesine tabi ise çocuk\nyardımı yalnız birine ödenir.\u003C\u002Fp>\n\n\u003Cp>•Evlenenler için çocuk yardımı ödenmez.\u003C\u002Fp>\n\n\u003Cp>•25 yaşını dolduranlar için çocuk yardımı ödenmez. (25 yaşını\nbitirdiği halde evlenmemiş kız çocukları ile çalışamayacak derecede\nmalullükleri resmi sağlık kurulu raporuyla tespit edilenler için çocuk\nyardımı ödenmeye devam edilir)\u003C\u002Fp>\n\n\u003Cp>•Kendileri adına ticaret yapan, gerçek veya tüzel kişiler yanında her\nne şekilde olursa olsun menfaat karşılığı çalışanlar için çocuk\nyardımı ödenmez. (Öğrenim yapmakta iken tatil devresinde çalışanlar\nhariç)\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler işletme toplu iş sözleşmesinin (01.01.2025 dahil) ücret\nzamları oranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 42- SAĞLIK VE ENFEKSİYON RİSKİ TAZMİNATI\u003C\u002Fh2>\n\n\u003Cp>İşveren, bu sözleşme kapsamındaki istidam şekline bakılmaksızın\nhastanede fiilen çalışan işçilere brüt 3.886,31 TL\u002FAy Sağlık ve\nEnfeksiyon Riski Tazminatı öder.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işletme toplu iş sözleşmesinin (01.01.2025 dahil) ücret\nzamları oranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43-TARAFLARIN İŞ BİRLİĞİ\u003C\u002Fh2>\n\n\u003Cp>İşyerini yaşatmak, istihdamı kolaylaştırmak ve arttırmak amacıyla,\nçalışma hayatımızı düzenleyen mevzuata esneklik sağlayacak\ndüzenlemeler gerektiği konusunda taraflar mutabıktırlar.\u003C\u002Fp>\n\n\u003Cp>Bu nedenle taraflar, bu toplu iş sözleşmesinin yürürlük süresi\niçinde esneklik konusunda birlikte çalışmayı planlı bir şekilde\nsürdüreceklerdir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44- SENDİKA ÜYELİĞİNİN GÜVENCESİ, MOBBİNG, BEYAZ KOD ve\nEŞİT DAVRANMA YÜKÜMLÜLÜĞÜ\u003C\u002Fh2>\n\n\u003Ch3>a) Sendika Üyeliğinin Güvencesi:\u003C\u002Fh3>\n\n\u003Cp>6356 sayılı Kanunun 25. maddesi gereğince, işçiler sendikaya üye\nolmaları, sendikanın veya bağlı bulunduğu konfederasyonların\netkinliklerine katılmaları veya üye olmaktan doğan diğer haklarını\nkullanmaları dolayısıyla işten çıkarılamaz, işi veya işyeri\ndeğiştirilemez ve farklı bir işleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, işçi Sendikasına üye olan işçilerle sendikasız\nişçiler arasında, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde, uygulanmasında ya da\nçalıştırmaya son verilmesi konusunda herhangi bir ayrım yapamaz.\nSözleşme ile işçiye sağlanan haklar bu ayrım yasağının\ndışındadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>b)Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi:\u003C\u002Fh3>\n\n\u003Cp>Kasıtlı ve sistematik olarak belirli bir süre işçinin aşağılanması,\nküçümsenmesi, dışlanması kişiliğinin ve saygınlığının zedelenmesi,\nkötü muameleye tabi tutulması, yıldırılması halinde bu ve benzeri\nfiilleri uygulayanlar hakkında ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>c)Eşit Davranma Yükümlülüğü:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefi inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrım yapılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşısında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimî işçi\nkarşısında geçici işçiye ya da fiilen aynı işi yürüten başka\nstatüdeki personellerle farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet veya gebelik\nnedeniyle doğrudan veya dolaylı farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Ch3>d)Beyaz Kod:\u003C\u002Fh3>\n\n\u003Cp>31.08.2022 tarihli Resmi Gazetede yayımlanan “Yükseköğretim\nKurumlarına Ait Birimlerde Görevli Sağlık Çalışanlarına Karşı\nİşlenen Suçlar Nedeniyle Yapılacak Hukuki Yardımın Usul Ve Esasları\nHakkında Yönetmelik” kapsamında beyaz kod uygulanmasına devam\nedilecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 45- İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>İşçiler genel olarak istihdamına esas olan işinde ve branşında\nçalıştırılır.\u003C\u002Fp>\n\n\u003Cp>İşçi iş icap ve zaruretlerine göre işyerinde unvan veya niteliği\nbenzer başka işlerde geçici olarak 3 aya kadar işveren tarafından\nçalıştırılabilir.\u003C\u002Fp>\n\n\u003Cp>İşçiye yapılan esaslı değişikliklerin 6 ayı geçmesi halinde,4857\nsayılı iş kanununun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşçiye, yaptıkları işin karşılığı haklar verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 46- KIDEM ZAMMI\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilere çalıştıkları kamu kurum ve kuruluşunda\ngeçirdikleri her tam hizmet yılı için brüt 26,24 TL\u002FAy kıdem zammı\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işletme toplu iş sözleşmesinin (01.01.2025 dahil) ücret\nzamları oranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47- MESLEK TAZMİNATI\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen meslek ve görev tazminatları bulundukları kadroda\nolmak şartıyla işçiye ödenecektir. İşçiye birden fazla görev ve\nsorumluluğu olması halinde fiilen yapılan görevlerin, görev unvanı\ntazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işletme toplu iş sözleşmesinin (01.01.2025 dahil) ücret\nzamları oranında ve ücretin zamlandığı tarih itibariyle artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>\u003Cstrong>ÜNVANLAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>\u003Cstrong>KADRO ÜNVANI TAZMİNATI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>\u003Cstrong>GÖREV ÜNVANI TAZMİNATI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Elektrik Teknisyeni\u002FTeknikeri-Teknik Personel\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,72 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>4.250,00 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Bilgi İşlem Teknik Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,72 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>4.250,00 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Gıda Teknikeri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>369,51 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>3.167,20 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Aşçı Yardımcısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>422,29 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>3.695,06 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Aşçı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>475,08 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>4.222,93 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Personel Sorumluları (Temizlik Pers. Şefi, Veri\n        Giriş Personel Şefi, Hasta ve Yaşlı Bakım Personel Şefi, Teknik\n        Personel Sorumlusu\u002FBilgi İşlem Teknik Personel Sorumlusu)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93 \u002F316,72 TL\u002FAY\u003C\u002Fp>\n\n        \u003Cp>(Kadrosuna göre)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>4.011,78 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Şef\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,72 TL\u002F AY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>4.011,78 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Güvenlik Sorumlusu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>2.639,33 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Güvenlik Şefi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>2.639,33 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Güvenlik Vardiya Amiri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>1.055,73 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Güvenlik Devriye\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>844,59 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Güvenlik Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>527,87 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Mutfak Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>1.055,73 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Vezne Görevlisi\u002FDöner Sermaye\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,72 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>2.744,90 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Acil Vezne Görevlisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,72 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>950,16 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Ayniyat Depo Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>1.900,32 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Veri Giriş\u002FTeknik Personeli (Taşınır Kayıt\n        Yetkilisi)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,72 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>1.900,32 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Temizlik Personeli (Taşınır Kayıt Yetkilisi)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>1.900,32 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Temizlik- Hastabakıcı \u002FKan Bankası\u002FEeg\u002FEmg\u002F\u003C\u002Fp>\n\n        \u003Cp>Diyaliz\u002FPatoloji\u002FUyku\u002FSft\u002FFototerapi\u002FAmeliyathane\u002FYoğun\u003C\u002Fp>\n\n        \u003Cp>bakım\u002F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>1.055,73 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Veri Giriş\u002F Kan Bankası\u002FEeg\u002FEmg\u002F\n        Diyaliz\u002FPatoloji\u002FUyku\u002F Sft\u002FFototerapi\u002F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,72 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>1.055,73 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"388\">\u003Cp>Temizlik\u002F Hastabakıcı\u002F \u002FVeri Giriş \u002FTıbbi\n        Atık\u002FÇamaşırhane\u002FTerzi\u002F Eczane\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93\u002F316,72\u003C\u002Fp>\n\n        \u003Cp>TL\u002FAY\u003C\u002Fp>\n\n        \u003Cp>(Kadrosuna göre)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>1.055,73 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>Temizlik Acil- Hasta Bakıcı Acil \u002F Makam Sekreteri\u002F\n        Makam Yardımcı Sekreteri\u002FFaturalama \u002FÖzlük\u002FYazı İşleri\u002F\n        Mikrobiyoloji\u002FTıbbi Sarf\u002FAyniyat\u003C\u002Fp>\n\n        \u003Cp>Arşiv\u002FSağlık Kurulu\u002FHasta Hakları\u002FRandevu\u002FAdli Vaka\u002FKlinik\n        Araştırma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>844,59 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>Veri Giriş Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,71 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>844,59 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>Yardımcı Sağlık Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>316,71 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>2.639,33 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>Temizlik\u002F Hasta Bakıcı\u002FŞoför\u002F Diğerleri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"134\">\u003Cp>263,93 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp>633,44 TL\u002FAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 48- SAĞLIKLA İLGİLİ GÖREV YERİ DEĞİŞİMİ\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışan işçilerin görevi sırasında iş kazası\ngeçirmesi ve geçirdiği iş kazası kaynaklı sağlık durumu nedeniyle\nçalıştırıldığı işte çalışamayacağı SGK mevzuatının\nöngördüğü sağlık kuruluşlarından aldığı Sağlık Kurulu raporu ile\ntespit edilen işçiler, iş yerinin imkanları nispetinde sağlık\ndurumlarına uygun başka bir işe nakledilebilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 49 - TEŞVİK ÖDEMESİ\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilerin iş yerinde başarı gayret gösteren, hastanenin\nkaynaklarını etkin ve verimli kullanan işçiye hastane yönetim kurulunun\nonayı ile aylık çıplak ücretinin %5 ‘ini aşmamak kaydı ile teşvik\nödemesi verilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 50- YÜRÜRLÜK VE SÜRE\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 01\u002F01\u002F2025 tarihinde yürürlüğe girer\n31\u002F12\u002F2026 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1-FARKLARIN ÖDENMESİ ve KÇP’ye UYARLAMA\u003C\u002Fh2>\n\n\u003Cp>a)İş bu Toplu İş sözleşmenin imza ve yürürlük tarihi arasında\noluşacak ücret ve diğer tüm ödemelere ilişkin farkların tamamı veya bir\nbölümü, imza tarihini müteakip en geç 1 ay içerisinde defaten\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>b)İş bu sözleşme kapsamındaki işçilerin ücretleri toplu iş\nsözleşmesinin yürürlük başlangıç tarihindeki (01.01.2025) günlük\nbrüt çıplak ücretlerine, %5 oranında zam yapılacaktır. Ancak bu\nsözleşme 2025-2026 yılı Kamu Çerçeve Anlaşma Protokolüne atıfta\nbulunan maddeler Kamu Çerçevesine göre revize edilecek, Kamu Çevresinde\nçıkacak ek maddeler var ise taraflar arasında mutabakat sağlandığı\ntaktirde ek protokol ile eklenecektir. Bu çerçevede, protokolün birinci yıl\nbirinci altı ay dönemi için belirlenen ücret zamlarının %5’den yüksek\nolması halinde Kamu Çerçeve Anlaşma Protokolündeki zammın %5‘i aşan\nkısmı yürürlük başlangıç tarihinden (01.01.2025) geçerli olmak üzere\niş bu sözleşme kapsamındaki günlük ücret ve mali hükümlere uygulanır.\nKamu Çerçeve Anlaşma Protokolündeki oranın ücret zammı oranından\ndüşük olması halinde mahsup edilir.\u003C\u002Fp>\n\n\u003Cp>işbu toplu iş sözleşmesi 50 Asıl Madde, Geçici Madde ile Ek-1 Ceza\nCetvelinden ibaret olup taraflarca 06.05.2025 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(EK-l)-DİSİPLİN KURULU CEZA CETVELİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"434\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" colspan=\"3\">\u003Cp>TEKERÜRÜR\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>NO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İŞ DİSİPLİNİNE UYMAYAN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>LDEFA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>2.DEFA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3.DEFA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>1-a\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Mazeretsiz olarak ayda toplam 3 defa 10 dk.-30 dk.\n        arası Aşan sürelerde mesaiye geç gelmek veya mesaiden erken\n        ayrılmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>1-b\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Mazeretsiz olarak ayda 1 kez 30 dk. üzeri aşan\n        sürelerde mesaiye geç gelmek veya mesaiden erken ayrılmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>2 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>1-c\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Mazeretsiz olarak ayda 1 kez 30 dk. üzeri aşan\n        sürelerde mesaiye geç gelmek veya mesaiden erken ayrılmayı\n        alışkanlık haline getirmek (3 aydan uzun süreli)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>4 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>6 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>i.ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Mazeretsiz ayda bir işgünü işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Personel Takip Kontrol sisteminde ayda en az 3 gün\n        kart okutmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Personel Takip Kontrol sisteminde ayda en az 3 gün\n        kart okutmamak son tekerrürden sonra devam etmesi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İÇ-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Personel Takip Kontrol sisteminde başkasının\n        kartını okutmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Personel Takip Kontrol sisteminde başkasının\n        kartını okutmak son tekerrürden sonra devam etmesi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İÇ-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Mazeretsiz herhangi bir tatil gününü takip eden bir\n        işgünü veya ardı ardına iki işgünü işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Mazeretsiz herhangi bir tatil gününü takip eden 2\n        işgünü veya ardı ardına 3 işgünü işe gelmemek veya yılda 10\n        işgünü işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İş saati bitmeden izinsiz olarak işi terk etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>4 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Göreve sarhoş gelmek veya yanında alkollü içki\n        getirmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>îş esnasında uyuşturucu madde kullanmak veya\n        bulundurmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İş arkadaşlarına gayri ahlaki hakarette\n        bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İşyerinin emniyetiyle görevli olanların görevleri\n        esnasında uyuması,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Amirine hakaret etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Amirine tehditte bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Amirine fiili saldırıda bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İş arkadaşlarına fiili saldırıda bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İş arkadaşlarına tehditte bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İş arkadaşlarına veya hizmet verilenlere fiziki ve\n        kaba muamelede bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>4 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Rüşvet almak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İşyerinde kavga çıkarılmasına sebebiyet\n        vermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Hırsızlık yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İÇ-\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 rowspan=\"4\" width=\"47\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İşyerinde mücbir ve tehlike durumlarında görevi\n        dahilinde müdahalede bulunmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Şahsi koruma tedbirlerine uymamak, koruyucu\n        malzemeleri korumamak veya kullanmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İş kıyafetini giymemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İş kıyafetini mevzuat dışında giyinmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Görevini ihmal etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"14\" width=\"47\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Görevini ihmalin son tekerrürden sonra devam etmesi\n        halinde,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Resmî belgelerde tahrifat yapmak, sahte belge\n        düzenlemek ve kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\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    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İşçileri kendileri ile ilgili olmayan demek ve\n        kuruluşlara kayıt ve teberru vermeye zorlamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Görevin yapılmasında dil, din, ırk, cinsiyet,\n        siyasal düşünce ve siyasi parti gözetmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İşçiye asli görevi ile ilgili yazılı talimat\n        verilmesine rağmen görevi yerine getirmemekte ısrar etmek (acil\n        durumlarda sonradan yazı ile doğrulanmak kaydıyla verilen sözlü\n        görevlerde dahil)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İdeolojik veya siyasi amaçlarla kurumların huzur,\n        sukun ve çalışma düzenini bozmak, boykot, işgal, kamu\n        hizmetlerinin yürütülmesini engelleme ve işi yavaşlatma gibi\n        eylemlere katılmak veya bu amaçlarla toplu olarak göreve gelmemek,\n        bunları tahrik ve teşvik etmek veya yardımda bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\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    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Savaş, olağanüstü hal veya genel afetlere ilişkin\n        konularda amirlerin verdiği görev veya emirleri yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\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    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Terör örgütleriyle eylem birliği içerisinde\n        olmak, bu örgütlere yardım etmek, kamu imkan ve kaynaklarını bu\n        örgütleri desteklemeye yönelik kullanmak yada kullandırmak, bu\n        örgütleri propagandasını yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\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    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Kendi görev tanımı dışında hastanın hayati\n        tehlike riski oluşmasına sebebiyet verecek şekilde eylemde\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Dikkatsizliği ve tedbirsizliği yüzünden zarara\n        sebep olmak (Kamu zararı durumunda, kamu zararlarının tahsiline\n        ilişkin usul ve esaslar hakkında yönetmeliği ayrıca\n        uygulanır.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İşyerinde mesai saati içerisinde kumar \u002F sanal\n        kumar oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>4 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İş güvenliği kurallarına uymamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>İşçinin kendi görevi ile ilgili iş ve işlemleri\n        kendisine hatırlatıldığı halde yerine getirmemekte ısrar etmek\n        veya savsaklamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>4 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Yetkili olmadığı halde basına, haber ajanslarına,\n        radyo- televizyon kurumlarına ve sosyal medya platformlarına bilgi ve\n        paylaşım yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Görevi ile ilgili kasten yanlış bilgi vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Otomasyon şifresini başkasına vermek ve başka\n        personelin otomasyon şifresini kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Yemek kartını başkasına vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>6698 Sayılı Kişisel Verilerin Korunması Kanunu ve\n        Hasta Hakları Yönetmeliğindeki Hasta Mahremiyeti ile ilgili Kurum\n        tarafından yapılan gizlilik sözleşmesine uyulmaması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Çağrıldığı veya görevlendirildiği\n        toplantılara ve eğitimlere kabul edilebilir özrü olmaksızın\n        katılım sağlamamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>İş yerinde cinsel tacizde bulunmak.\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç\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=\"46\">\u003Cp>48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>Fenne ve usule uygunsuz sağlık raporu aldığı\n        tespit edilen ve alışkanlık haline getirmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"388\">\u003Cp>a)   Bir yıl içerisinde üçüncü tekrarı\n        halinde bir sonraki ceza kurulca belirlenir.\u003C\u002Fp>\n\n        \u003Cp>b) Mazeretsiz üst üste 3 gün işe gelmeyen işçinin sözleşmesi\n        kovuşturması sonuçlana kadar askıya alınır.\u003C\u002Fp>\n\n        \u003Cp>c)   TİS süresince cetvelde sayılan disiplin suçları\n        açısından işten çıkarma cezası öngörülmeyen hallerde\n        altıncı tekrarı halinde işten çıkarma cezası uygulanır.\u003C\u002Fp>\n\n        \u003Cp>d)      Adli ve İdare soruşturmaların süresince personelin\n        görevde kalması sakıncalı olduğunun anlaşılır durumlarda\n        işçinin sözleşmesi askıya alınır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\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 colspan=\"5\" width=\"636\">\u003Cp>Bu cetveldeki kısaltmalar (Yev.) Yevmiye\n        kesimini, (İ.Ç.) İşten Çıkarmayı göstermektedir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"CBA_MEMTRAD4_1":45,"disabilityfund":49,"contracttrial":53,"contracttrialperiod":57,"sicknesspay":60,"healthandsafetypolicy":62,"code_application":65,"protectiveclothing":69,"hivpolicy":73,"funeralpay":77,"paidmaternityleave":81,"paidpaternityleave":85,"childcare":89,"deathrelatives":93,"marriage":97,"maternity_nursing_breaks_duration":101,"nursingfacilities":105,"childcareprovision":109,"discrimination":112,"equalitymonitoring":116,"sexualhar":120,"WORKHOURS_trigger":123,"hourspweek_select":127,"PAIDLEAV_trigger":131,"holidaysdays":134,"bankholidays1":138,"SCHEDULE_trigger":142,"TRADEUNLEAV_trigger":146,"STRUCINCR_trigger":149,"ONCERISE_trigger":153,"ONCERISE2_trigger":157,"NOCTPREM_trigger":161,"shiftallowancetype":164,"OVERTIME_trigger":168,"overtimeallowancetype_general":172,"SUNDAY_trigger":176,"COMMUTE_trigger":180,"SENIOR_trigger":184,"longserviceallowancedays1":188,"MEALALL_trigger":192,"mealvouchersamount":195},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2025-31.12.2026",{"bindId":46,"name":47,"text":48},"CBA_MEMTRAD4_1","SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKA","SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ)",{"bindId":50,"name":51,"text":52},"disabilityfund","1 - İşveren hastalıkları nedeniyle Sağlı","1 - İşveren hastalıkları nedeniyle Sağlık Bakanlığına bağlı\nkuruluşlardan hekim raporu ile istirahat alan üyelerin ücretlerini tam\nolarak ödemeyi kabul eder. Sosyal Güvenlik Kurumu’nca üyeye verilecek\ngeçici iş göremezlik ödenekleri hakkında Kurum ile SGK arasında\nmahsuplaşma işlemi gerçekleştirilir.",{"bindId":54,"name":55,"text":56},"contracttrial","MADDE 14-YENİ İŞÇİ ALINMASI VE DENEME SÜ","MADDE 14-YENİ İŞÇİ ALINMASI VE DENEME SÜRESİ",{"bindId":58,"name":59,"text":59},"contracttrialperiod","Deneme süresi 1 (bir) aydır.",{"bindId":61,"name":51,"text":52},"sicknesspay",{"bindId":63,"name":64,"text":64},"healthandsafetypolicy","MADDE 33- İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ",{"bindId":66,"name":67,"text":68},"code_application","a)İşveren, iş sağlığı ve güvenliği ile i","a)İşveren, iş sağlığı ve güvenliği ile ilgili konularda mevzuatın\nkendisine yüklediği gerekli tedbirleri alır.",{"bindId":70,"name":71,"text":72},"protectiveclothing","MADDE 38- GİYİM VE KORUMA MALZEMESİ YARD","MADDE 38- GİYİM VE KORUMA MALZEMESİ YARDIMI\n\nİşçilere, iş sağlığı ve güvenliği mevzuatı çerçevesinde,\nişyerinde yaptıkları işin niteliğine uygun iş elbisesi ve koruyucu\nmalzemeleri (Yazlık\u002FKışlık) her yıl Nisan ve Ekim ayları içerisinde\nverilir.",{"bindId":74,"name":75,"text":76},"hivpolicy","4-İşveren işçilerin periyodik sağlık kon","4-İşveren işçilerin periyodik sağlık kontrollerini yaptırır.\n\n5-İşçinin birinci derece yakınlarının tedavisi için 657 sayılı\ndevlet memurlarının refakat iznine ilişkin yönetmelik maddeleri\nuygulanır.\n\nB- Sağlık Tesislerinden Yararlanma ve İşçilerin Genel Muayenesi:\n\n1-İşyerinde çalışan bütün işçiler 6331 sayılı kanun gereğince\nyılda en az 1 (bir) kez muayenesine tabi tutulur.\n\n2-Toplu İş Sözleşmesi kapsamındaki işyerlerinde, ameliyathane, acil\nservis, enfeksiyon hastalıkları, radyasyona tabi bölümler, laboratuvarlar,\nyoğun bakım, nükleer tıp, kemoterapi alanlarında çalışan işçilerin en\naz 6 (Altı) ayda bir olmak üzere periyodik sağlık kontrolleri işverence\nyaptırılır.",{"bindId":78,"name":79,"text":80},"funeralpay","b)Toplu iş sözleşmesi yürürlük tarihleri","b)Toplu iş sözleşmesi yürürlük tarihleri içerisinde işçinin ana,\nbaba, eş ve çocuğunun vefatı halinde belgelendirilmesi halinde brüt\n10.000,00 TL ölüm yardımı yapılır.",{"bindId":82,"name":83,"text":84},"paidmaternityleave","a)4857 sayılı İş Kanunu’nun öngördüğü es","a)4857 sayılı İş Kanunu’nun öngördüğü esaslar dâhilinde ücretli\nizin verilir. (Bu süreler doktor raporuyla artırılabilir.)",{"bindId":86,"name":87,"text":88},"paidpaternityleave","1-Eşi doğum yapan ve evlat edinen işçiye","1-Eşi doğum yapan ve evlat edinen işçiye 10,",{"bindId":90,"name":91,"text":92},"childcare","İşçilerin en az yüzde altmış oranında en","İşçilerin en az yüzde altmış oranında engelli veya süreğen\nhastalığı olan eşi ve çocuğunun tedavisinde, hastalık raporuna dayalı\nolarak ve çalışan ebeveynden sadece biri tarafından kullanılması\nkaydıyla, bir yıl içinde toptan veya bölümler hâlinde on beş güne kadar\nücretli izin verilir.\n\ne)İdari İzin:",{"bindId":94,"name":95,"text":96},"deathrelatives","6-Ana, baba, eş, çocuk, kardeş veya bakm","6-Ana, baba, eş, çocuk, kardeş veya bakmakla yükümlü olduğu birisinin\nölümü halinde 5 işgünü, kayınvalide veya kayınpederinin ölümü\nhalinde ise 2 işgünü ücretli izin verilir.",{"bindId":98,"name":99,"text":100},"marriage","2-Kendisi evlenen işçiye 10, çocuğu evle","2-Kendisi evlenen işçiye 10, çocuğu evlenen işçiye 7,",{"bindId":102,"name":103,"text":104},"maternity_nursing_breaks_duration","c)Kadın işçilere çocuğunu emzirmesi için","c)Kadın işçilere çocuğunu emzirmesi için doğum sonrası analık\nizninin bitiminden itibaren ilk altı ayda günde 3 (üç) saat, ikinci altı\nayda günde 2 (iki) saat süt izni verilir.",{"bindId":106,"name":107,"text":108},"nursingfacilities","a)50 veya daha fazla kadın işçi çalıştır","a)50 veya daha fazla kadın işçi çalıştırılan her işyeri için bir\nkreş açılır\n\nb)İşyerinde kadın işçi sayısının (a) fıkrasındaki orandan az\nolması halinde emzirme odası açılır.",{"bindId":110,"name":107,"text":111},"childcareprovision","a)50 veya daha fazla kadın işçi çalıştırılan her işyeri için bir\nkreş açılır",{"bindId":113,"name":114,"text":115},"discrimination","İş ilişkisinde dil, ırk, cinsiyet, siyas","İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefi inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrım yapılamaz.",{"bindId":117,"name":118,"text":119},"equalitymonitoring","b)Mobbing-İşyerlerinde Psikolojik Tacizi","b)Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi:\n\nKasıtlı ve sistematik olarak belirli bir süre işçinin aşağılanması,\nküçümsenmesi, dışlanması kişiliğinin ve saygınlığının zedelenmesi,\nkötü muameleye tabi tutulması, yıldırılması halinde bu ve benzeri\nfiilleri uygulayanlar hakkında ilgili mevzuat hükümleri uygulanır.",{"bindId":121,"name":122,"text":122},"sexualhar","İş yerinde cinsel tacizde bulunmak.",{"bindId":124,"name":125,"text":126},"WORKHOURS_trigger","MADDE 15- ÇALIŞMA SÜRELERİ, ÇALIŞMA SÜRE","MADDE 15- ÇALIŞMA SÜRELERİ, ÇALIŞMA SÜRESİNDEN SAYILAN HALLER ve\nARA DİNLENMESİ",{"bindId":128,"name":129,"text":130},"hourspweek_select","1-Bu işletme toplu iş sözleşmesi kapsamı","1-Bu işletme toplu iş sözleşmesi kapsamındaki işçilerin haftalık\nçalışma süresi en çok 45 saattir. İşveren, bu 45 saatlik haftalık\nçalışma süresini işyerinin özelliklerine göre haftada 5 gün veya 6 gün\nolarak düzenlemeye, sonradan iş icap ve zaruretlerine göre değiştirmeye\nyetkilidir.",{"bindId":132,"name":133,"text":133},"PAIDLEAV_trigger","a)Yıllık İzin:",{"bindId":135,"name":136,"text":137},"holidaysdays","1)Hizmet süreleri 1 yıldan 5 yıla kadar ","1)Hizmet süreleri 1 yıldan 5 yıla kadar (5. yıl dâhil) olanlara 16\ngün",{"bindId":139,"name":140,"text":141},"bankholidays1","g)Ulusal Bayram ile Genel Tatil Günleri ","g)Ulusal Bayram ile Genel Tatil Günleri İzni:\n\nUlusal bayram ve genel tatil günleri hakkında yasa hükümleri uygulanır.\nRamazan ve Kurban bayramlarında işin özelliği çalışmayı gerektirse\ndahi, her işçiye en az birer gün ücretli izin kullandırılır.",{"bindId":143,"name":144,"text":145},"SCHEDULE_trigger","3) Ara dinlenmesi Günlük çalışma süresin","3) Ara dinlenmesi\n\nGünlük çalışma süresinin ortalama bir zamanında işin gereğine göre\nayarlanmak suretiyle işçilere ara dinlenmesi verilir. İşin niteliği, bir\nişyerinin aynı bölümündeki bütün işçilere aynı saatte ara dinlenmesi\nverilmesine olanak bırakmıyorsa, bu dinlenme, işçilere, gruplar halinde\narka arkaya çalışma süresinin ortalarından başlayarak kullandırılır.\nAra dinlenme kullanması mümkün olmayan birimlerde, ara dinlenmenin\nkullanılmadığı birim sorumlusunun gerekçeli önerisi ve hastane\nyönetiminin onayı ile ara dinlenme süresi çalışma süresinden\nsayılır.",{"bindId":147,"name":148,"text":148},"TRADEUNLEAV_trigger","MADDE 8- SENDİKAL İZİNLER",{"bindId":150,"name":151,"text":152},"STRUCINCR_trigger","a)Birinci Yıl Birinci Altı Ay Zammı: İşb","a)Birinci Yıl Birinci Altı Ay Zammı:\n\nİşbu sözleşme kapsamındaki işçilerin, toplu iş sözleşmesinin\nyürürlük başlangıç tarihindeki (01.01.2025) günlük brüt çıplak\nücretlerine, %5 oranında zam yapılacaktır.",{"bindId":154,"name":155,"text":156},"ONCERISE_trigger","B- İkramiye: a)İşverence, sendika üyesi ","B- İkramiye:\n\na)İşverence, sendika üyesi işçilere her yıl biri 15 Mart’ta, diğeri\nise 15 Eylül’de olmak üzere 30’ar günlük ücretleri tutarında 2\nikramiye ödenir.",{"bindId":158,"name":159,"text":160},"ONCERISE2_trigger","A- İlave Tediye: İşçilere 6772 sayılı Ka","A- İlave Tediye:\n\nİşçilere 6772 sayılı Kanun hükümlerine göre tespit edilen günlerde\nilave tediyede ödenir.",{"bindId":162,"name":163,"text":163},"NOCTPREM_trigger","MADDE 25-GECE DÖNEMİ",{"bindId":165,"name":166,"text":167},"shiftallowancetype","Saat 20.00’den sabah saat 06.00’ya kadar","Saat 20.00’den sabah saat 06.00’ya kadar geçen nöbet süre gece\ndönemidir. Gece döneminde çalışan işçilerin (güvenlik görevlileri de\ndahil), çalıştıkları sürelere ait ücretleri %15 (Yüzde on beş) zamlı\nolarak ödenir.",{"bindId":169,"name":170,"text":171},"OVERTIME_trigger","MADDE 16- FAZLA ÇALIŞMA, GENEL TATİL GÜN","MADDE 16- FAZLA ÇALIŞMA, GENEL TATİL GÜNLERİNDE ÇALIŞMA VE\nÜCRETİ",{"bindId":173,"name":174,"text":175},"overtimeallowancetype_general","a)Hizmetin zorunlu kıldığı hallerde yapt","a)Hizmetin zorunlu kıldığı hallerde yaptırılan fazla çalışmanın\nücreti %70 (2025-2026 Yılı Kamu Çerçeve Protokolü ile belirlenecek oranda\ngüncelleme yapılacaktır.) Saat ücreti, günlük brüt çıplak ücretin 7,5\nsaate bölünmesiyle elde edilen ücrettir.",{"bindId":177,"name":178,"text":179},"SUNDAY_trigger","e)İşin özelliği ulusal bayram, genel tat","e)İşin özelliği ulusal bayram, genel tatil, hafta tatili ve ulusal\nçapta uygulanan idari izinli sayılan günlerde çalışmayı gerektiriyorsa,\nişçiye çalışılan her gün için normal yevmiyesinin dışında 2 (iki)\nyevmiye daha ödenir. Bu ödemenin hesabında günlük çalışma süresi\nşartı aranmaz. Genel tatil ve ulusal bayram, hafta tatili hafta tatili ve\nulusal çapta uygulanan idari izinli sayılan günlerindeki çalışma süresi\ngünlük çalışma süresini (7,5 saat) aştığı takdirde aşan kısım\niçin fazla çalışma ücreti ödenir.",{"bindId":181,"name":182,"text":183},"COMMUTE_trigger","MADDE 39- SERVİS VE TAŞIT YARDIMI a) İşy","MADDE 39- SERVİS VE TAŞIT YARDIMI\n\na) İşyerinde servis uygulaması varsa işveren imkânlar ölçüsünde\nişçileri servis araçlarından yararlandırır. Servis uygulaması olmayan\nişyerlerinde yahut servis uygulamasından yararlanamayan işçilere ise\nişyerine gidiş ve gelişlerini temin etmek üzere, fiilen çalıştıkları\nher gün için, bir gidiş bir geliş olmak üzere günlük toplam iki adet\nBüyükşehir Belediyesi\u002FBelediye otobüsü biletini bedeli net olarak\nödenir.\n\nb) Servisten yararlanan işçilere ayrıca yol ücreti ödenmeyecektir.",{"bindId":185,"name":186,"text":187},"SENIOR_trigger","MADDE 21- KIDEM TAZMİNATI VE İHBAR ÖNELL","MADDE 21- KIDEM TAZMİNATI VE İHBAR ÖNELLERİ",{"bindId":189,"name":190,"text":191},"longserviceallowancedays1","a)Kıdem Tazminatı hesabında işçinin 35 g","a)Kıdem Tazminatı hesabında işçinin 35 günlük ücret tutan esas\nalınır. İş kazası ve meslek hastalığı nedeniyle vefat eden işçinin\nkıdem tazminatı 40 günlük ücreti üzerinden hesaplanır. Bu hüküm\nsendika üyesi işçiler için iş sözleşmesi hükmü olarak devam eder.\nİhbar süreleri hususunda 4857 sayılı kanunun 17. Maddesinde belirtilen\nsüreler birer hafta arttırılarak uygulanır.",{"bindId":193,"name":194,"text":194},"MEALALL_trigger","MADDE 37- YEMEK YARDIMI VE KORUYUCU GIDA",{"bindId":196,"name":197,"text":198},"mealvouchersamount","İşveren, işyerinde çalışan işçilere çalı","İşveren, işyerinde çalışan işçilere çalışılan günlerde\nvardiya\u002Fposta sistemine göre aşağıda ki şekliyle en az bir öğün yemek\nverir.\n\nRamazan ayı başında oruç tutacağını yazılı olarak bildiren\nişçilere iftar ve sahur vakitlerinde yemek verilir.\n\nPerhizli olduğunu doktor raporuyla bildiren işçilere perhiz durumuna\ngöre yemek verilir. 375 Sayılı Kanun Hükmünde Kararname ile başka kurum\nveya birimde kendi isteği ile görevlendirilen işçilere yemek ücreti\nödenmeyecektir. Kuruma bağlı hastane dışında görevlendirilen diğer\nişçilere yemek hakkında istifade edemedikleri sürede net 199,01 TL \u002Föğün\nyemek bedeli ödenir. (Vardiyalı çalışan işçi personele yemek hizmeti\nsunulmayan saatlerde net 199,01 TL \u002Föğün yemek bedeli ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>T.C. TEKİRDAĞ NAMIK KEMAL ÜNİVERSİTESİ REKTÖRLÜĞÜ İLE SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (ÖZ SAĞLIK-İŞ) ARASINDA 01.01.2025-31.12.2026 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \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                        HAK-İŞ - Türkiye Hak Isçi Sendikalari Konfederasyonu\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: → 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            \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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 10.0\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: → 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: → Evet\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: → 15 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 10 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → 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: → Evet\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 30 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → -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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 115 % 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                 → 199.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[204],{"title":35,"slug":31},[206],{"type":207,"data":208},"call_to_action_body_block",{"title":209,"description":210,"variant":211,"link":212},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":209,"url":213,"description":209,"rel":214,"type":215},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[217],{"type":207,"data":218},{"title":209,"description":210,"variant":211,"link":219},{"title":209,"url":213,"description":209,"rel":214,"type":215},[],{"title":15,"seo_title":222,"description":7,"path":223,"redirect_url":7,"locale":16,"children":224},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[225,306,335],{"title":18,"seo_title":226,"description":7,"path":227,"redirect_url":7,"locale":16,"children":228},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[229,233,237,253,302],{"title":230,"seo_title":8,"description":7,"path":231,"redirect_url":7,"locale":16,"children":232},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":234,"seo_title":8,"description":7,"path":235,"redirect_url":7,"locale":16,"children":236},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":238,"seo_title":8,"description":7,"path":239,"redirect_url":7,"locale":16,"children":240},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[241,245,249],{"title":242,"seo_title":8,"description":7,"path":243,"redirect_url":7,"locale":16,"children":244},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":246,"seo_title":8,"description":7,"path":247,"redirect_url":7,"locale":16,"children":248},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":250,"seo_title":8,"description":7,"path":251,"redirect_url":7,"locale":16,"children":252},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":254,"seo_title":255,"description":7,"path":256,"redirect_url":7,"locale":16,"children":257},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[258,262,266,270,274,278,282,286,290,294,298],{"title":259,"seo_title":8,"description":7,"path":260,"redirect_url":7,"locale":16,"children":261},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":263,"seo_title":8,"description":7,"path":264,"redirect_url":7,"locale":16,"children":265},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":267,"seo_title":8,"description":7,"path":268,"redirect_url":7,"locale":16,"children":269},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":271,"seo_title":8,"description":7,"path":272,"redirect_url":7,"locale":16,"children":273},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":275,"seo_title":8,"description":7,"path":276,"redirect_url":7,"locale":16,"children":277},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":279,"seo_title":8,"description":7,"path":280,"redirect_url":7,"locale":16,"children":281},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":283,"seo_title":8,"description":7,"path":284,"redirect_url":7,"locale":16,"children":285},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":287,"seo_title":8,"description":7,"path":288,"redirect_url":7,"locale":16,"children":289},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":291,"seo_title":8,"description":7,"path":292,"redirect_url":7,"locale":16,"children":293},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":295,"seo_title":8,"description":7,"path":296,"redirect_url":7,"locale":16,"children":297},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":299,"seo_title":8,"description":7,"path":300,"redirect_url":7,"locale":16,"children":301},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":303},[304],{"title":209,"seo_title":8,"description":7,"path":213,"redirect_url":7,"locale":16,"children":305},[],{"title":307,"seo_title":8,"description":7,"path":308,"redirect_url":7,"locale":16,"children":309},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[310,314,320,325,330],{"title":311,"seo_title":8,"description":7,"path":312,"redirect_url":7,"locale":16,"children":313},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":315,"seo_title":8,"description":7,"path":316,"redirect_url":317,"locale":318,"children":319},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":321,"seo_title":8,"description":7,"path":322,"redirect_url":323,"locale":318,"children":324},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":326,"seo_title":8,"description":7,"path":327,"redirect_url":328,"locale":318,"children":329},"Haberler ve Hikâyeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fhaberler-ve-hikayeler","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":331,"seo_title":8,"description":7,"path":332,"redirect_url":333,"locale":318,"children":334},"Yayınlar","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fyayinlar","\u002Fwhat-we-do\u002Fpublications",[],{"title":336,"seo_title":8,"description":7,"path":337,"redirect_url":7,"locale":16,"children":338},"Hakkımızda","\u002Ftr-tr\u002Fhakkimizda",[339,361,366,371,376,381],{"title":340,"seo_title":8,"description":7,"path":341,"redirect_url":7,"locale":16,"children":342},"Biz Kimiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz",[343,348,353,357],{"title":344,"seo_title":8,"description":7,"path":345,"redirect_url":346,"locale":318,"children":347},"Bizimle Çalışın","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fbizimle-calisin","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":349,"seo_title":8,"description":7,"path":350,"redirect_url":351,"locale":318,"children":352},"Stajlar","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fstajlar","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":354,"seo_title":8,"description":7,"path":355,"redirect_url":7,"locale":16,"children":356},"Tarihçemiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Ftarihcemiz",[],{"title":358,"seo_title":8,"description":7,"path":359,"redirect_url":7,"locale":16,"children":360},"Veri 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