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TRAKYA ÜNİVERSİTESİ REKTÖRLÜĞÜ VE TEZ-KOOP-İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ   01.01.2025-31.12.2026","T.C. TRAKYA ÜNİVERSİTESİ REKTÖRLÜĞÜ VE TEZ-KOOP-İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.01.2025-31.12.2026 - 2025","Turkey - T.C. TRAKYA ÜNİVERSİTESİ REKTÖRLÜĞÜ VE TEZ-KOOP-İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.01.2025-31.12.2026 - 2025","T.C. TRAKYA ÜNİVERSİTESİ REKTÖRLÜĞÜ VE TEZ-KOOP-İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.01.2025-31.12.2026 - 2025 - Education, research",{"name":41,"data":42},"Trakya Üniversitesi 2025-26 Tez-Koop-is.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>Trakya Üniversitesi 2025-26 Tez-Koop-is\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C. TRAKYA ÜNİVERSİTESİ REKTÖRLÜĞÜ VE (10 NO'LU İŞKOLUNDA\nFAALİYET GÖSTEREN) BAĞLI İŞYERLERİNE İLİŞKİN OLARAK\u003C\u002Fh1>\n\n\u003Ch1>TÜRK AĞIR SANAYİİ VE HİZMET SEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI\n(TÜHİS)\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Ch1>TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI (TEZ-KOOP-İŞ)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>ARASINDA İMZALANAN\u003C\u002Fh1>\n\n\u003Ch1>İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK SÜRESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2025-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi: 27.08.2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BİRİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>1 - GENEL VE TANITICI HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1 - TARAFLAR VE TANIMLAR\u003C\u002Fh3>\n\n\u003Ch4>A)TARAFLAR\u003C\u002Fh4>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde taraflar, Trakya Üniversitesi\nRektörlüğü’nün üyesi bulunduğu, Türk Ağır Sanayii ve Hizmet\nSektörü Kamu İşverenleri Sendikası (TÜHİS) ile Türkiye Ticaret,\nKooperatif, Eğitim, Büro ve Güzel Sanatlar İşçileri Sendikası (TEZ-KOOP-\nİŞ)’dır.\u003C\u002Fp>\n\n\u003Ch4>B)TANIMLAR\u003C\u002Fh4>\n\n\u003Cp>Bu toplu iş sözleşmesinin metni içinde;\u003C\u002Fp>\n\n\u003Cp>a)Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar\nİşçileri Sendikası (TEZ- KOOP-İŞ); “İŞÇİ SENDİKASI”\u003C\u002Fp>\n\n\u003Cp>b)T.C Trakya Üniversitesi; “İŞVEREN”, sözleşme kapsamına giren\nişyerlerini sevk ve idareye yetkili olanlar; “İŞVEREN VEKİLİ”\u003C\u002Fp>\n\n\u003Cp>c)Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TUHIS); “KAMU İŞVEREN SENDİKASI”\u003C\u002Fp>\n\n\u003Cp>d)Bu işletme toplu iş sözleşmesi; “SÖZLEŞME”\u003C\u002Fp>\n\n\u003Cp>e)İşyerinde çalışan ve Kanunen işçi sayılan “TEZ-KOOP-İŞ\nüyeleri; “ÜYE ,\u003C\u002Fp>\n\n\u003Cp>f)Bu sözleşmede taraf olan Türk Ağır Sanayii ve Hizmet Sektörü Kamu\nİşverenleri Sendikası (TÜHİS) ile TEZ-KOOP-İŞ; “TARAFLAR”\u003C\u002Fp>\n\n\u003Cp>g)Bu toplu iş sözleşmesinin kapsamında bulunan esas işin yapıldığı\nyerlerle, işin niteliği ve yürütümü bakımından işyerlerinde bağlı\nher türlü eklenti, araç tamamlayıcılar, bunların bütünü 10 nolu iş\nkoluna giren iş yerleri için; İŞLETME,\u003C\u002Fp>\n\n\u003Cp>h)İşyerinde bir iş sözleşmesine dayanarak çalışanlar; İŞÇİ,\u003C\u002Fp>\n\n\u003Cp>ı) Bu toplu iş sözleşmesinde adı geçen disiplin ve izin kurulları;\nKURUL, olarak tanımlanmıştır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 2 - SÖZLEŞMENİN AMACI\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı, iş sözleşmesinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek, işyerinde\ndüzenli ve verimli çalışmayı sağlamak, üretimi arttırmak, işverenin ve\nişçilerin hak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve\ngüvenle, iş barışını sağlamak, taraflar arasında doğabilecek\nfarklılıkları uzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3 - TOPLU İŞ SÖZLEŞMESİNİN HÜKMÜ\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirlenmedikçe iş sözleşmeleri toplu iş\nsözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini toplu iş sözleşmesindeki hükümler alır.\nİş sözleşmesinde düzenlenemeyen hususlarda toplu iş sözleşmesindeki\nhükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinde iş sözleşmelerine aykırı hükümlerin\nbulunması halinde iş sözleşmesinin işçi lehindeki hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>Her ne sebeple olursa olsun sona eren toplu iş sözleşmesinin iş\nsözleşmesine ilişkin hükümleri yenisi yürürlüğe girinceye kadar, iş\nsözleşmesi hükmü olarak devam eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 4 - KAPSAM VE YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>A- Bu toplu iş sözleşmesi: Trakya Üniversitesi Rektörlüğüne bağlı\n10 nolu iş kolunda faaliyet gösteren işyerleri ile bu işyerlerine ait\neklentilerin bütününü kapsamına alır.\u003C\u002Fp>\n\n\u003Cp>B- Bu toplu iş sözleşmesinden taraf sendika üyesi işçiler\nyararlanırlar. Üye olmayanların yararlanmaları hakkında 6356 sayılı\nkanunun 39.maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5 - SÖZLEŞMENİN UYGULANMASI\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanmasında işvereni; işveren vekili veya\nyetkili kılacağı kişiler, sendikayı; sendika genel merkezi, Edime Şubesi\nYönetim Kumlu, işyeri sendika temsilcileri ile yetkili kılman diğer\nkişiler temsil eder.\u003C\u002Fp>\n\n\u003Ch2>İKİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>TARAFLARIN HAK VE HÜKÜMLÜLÜKLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 6 - SENDİKA - İŞVEREN İLİŞKİLERİ\u003C\u002Fh3>\n\n\u003Cp>Genel olarak işçi işveren ilişkileri işyeri sendika temsilciliği\naracılığı ile düzenlenir. Ancak, işyeri sendika temsilcileri tarafından\nçözümlenemeyen sorunlar, taraflardan birinin yazılı isteği üzerine\nilgili mevzuat çerçevesinde işveren yetkilileri ile 10 (on) işgünü\niçerisinde görüşülür.\u003C\u002Fp>\n\n\u003Ch3>MADDE 7 - İŞYERİNDE SENDİKAL ÇALIŞMALAR\u003C\u002Fh3>\n\n\u003Cp>Sendika yöneticileri ve işyeri sendika temsilcileri işverenden önceden\nyazılı izin almak, zaman ve yer bakımından uyum sağlamak, işyerinin\nçalışma düzenini bozmamak koşulu ile Sendikal çalışmalarda bulunabilir\nve yukarıda belirtilen kurallara uymak kaydıyla üyeleriyle dilek ve\nuyuşmazlıkları görüşmek için işyerine gidebilirler.\u003C\u002Fp>\n\n\u003Cp>Yine bu kişiler, işveren veya yetkili kıldığı kişilerin onayı ile\ngösterilecek yerde toplu görüşme yapabilirler.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8 - YÖNETİM\u003C\u002Fh3>\n\n\u003Cp>İşin ve işyerinin yönetimi işverene aittir. İşveren bu yetkisini\nkullanırken toplu iş sözleşmesi hükümlerini zedelememek ve mevzuat ile\nişçiye ve sendikaya tanınmış hakları bozmamak kaydıyla işyerinin\ngüvenliği ve veriminin arttırılmasını sağlamak ve işi rasyonel\nyöntemler çerçevesinde yürütmek amacıyla gerekli tedbirleri alır.\nSendika; işin ve işyerinin, işçilerin güvenliğinin sağlanması,\nveriminin arttırılması ve rasyonel esaslar çerçevesinde işin\nyürütülmesi konularında işveren tarafından alınan tedbirlere\nuyulmasını sağlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9 - İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Ch4>A)GÖREVLERİ:\u003C\u002Fh4>\n\n\u003Cp>İşyeri sendika temsilcileri kanunlarda ve bu sözleşmede kendilerine\nverilen görevlerinden başka;\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri ve baş temsilcisi; işyeri ile sınırlı\nolmak kaydı ile işçilerin dileklerini dinlemek ve şikâyetlerini\nçözümlemek, işçi ve işveren arasındaki iş birliğini, çalışma\nbarışını ve uyumunu sağlamak, işçilerin hak ve çıkarlarını gözetmek\nve iş kanunları ile toplu iş sözleşmelerinde öngörülen çalışma\nşartlarının uygulanmasına yardımcı olmakla görevlidir. İşyeri sendika\ntemsilcileri, işyerindeki işlerini aksatmamak ve iş disiplinine aykırı\nolmamak şartı ile görevlerini yerine getirir. İşyerlerinde, sendika\ntemsilcilerine görevlerini hızlı ve etkili biçimde yapmalarına imkân\nverecek kolaylıklar sağlanır.\u003C\u002Fp>\n\n\u003Ch4>B)ÇALIŞMA TARZLARI\u003C\u002Fh4>\n\n\u003Cp>İşyeri sendika temsilcileri, kendi görevlerine giren konuları\ngörüşmek üzere, işveren veya vekillerinden, toplantı talebinde\nbulunabilirler. Olağanüstü bir sebep olmadıkça bu istekleri, toplantı\nnedenlerini belirtmek suretiyle yazılı olarak başvurdukları tarihten\nitibaren 5 (beş) iş günü içinde yerine getirilir.\u003C\u002Fp>\n\n\u003Cp>Baş temsilcinin görevlerini, kendisi bulunmadığı durumlarda diğer\nişyeri sendika temsilcilerinden biri yerine getirir. \u003C\u002Fp>\n\n\u003Ch3>MADDE 10 - İŞYERİ SENDİKA TEMSİLCİLERİ VE YÖNETİCİLERİNİN\nTEMİNATI\u003C\u002Fh3>\n\n\u003Cp>6356 Sayılı Kanun’un 23, 24 ve 25. maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 11 - SENDİKAL İZİNLER \u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A) Baştemsilci İzni\u003C\u002Fh4>\n\n\u003Cp>Sendika baştemsilcisine, temsilcilik görevlerinin gerektirdiği\nfaaliyetlerde bulunabilmesi için talenbi halinde aşağıda düzenlenmiş\nşekilde izin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu \u003C\u002Ftd>\n      \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201 -500 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501’den fazlaİşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>10 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin izin süresini işyerinde geçirmesi asildir. Ancak, sendika\nmerkezi ve şube veya bölge temsilciliğinin işverene yapacağı yazılı\nveya sonradan yazıyla doğrulamak şartıyla sözlü çağrısı üzerine bu\nsüreyi çağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch4>B)Temsilci İzinleri\u003C\u002Fh4>\n\n\u003Cp>Sendika işyeri temsilcileri bu görevlerini yerine getirirken asıl\nişlerini aksatmamak zorundadırlar. Ancak, sendika temsilcilerine aralarında\ntoplantı yapabilmeleri için talepleri halinde aşağıda düzenlenen şekilde\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu \u003C\u002Ftd>\n      \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201 -500 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501’den fazlaİşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, genel kurul ve temsilciler meclisi gibi toplantılara katılmaları\niçin sendikanın yazılı talebi üzerine aşağıdaki gibi düzenlenmiş,\nhizmeti aksatmayacak şekilde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51 - 100 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>30 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101 -200 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201 -500 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501 - 1000 İşçi çalıştıran işyerlerinde\u003C\u002Ftd>\n      \u003Ctd>80 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1001’den fazlaİşçi çalıştıran\n        işyerlerindeİşçi sayısının %10’u kadar gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\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\nbu izni kullanması işverenin onayına tabidir. Ancak genel kurullar için bu\n% 5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 12- SENDİKA İLAN TAHTASI VE TEMSİLCİ ODASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, işçilerin kolayca görebilecekleri uygun bir yere sendika ilan\ntahtası koyacaktır.\u003C\u002Fp>\n\n\u003Cp>Sendika ilanları, işyeri sendika temsilcilerince önceden bir suret de\nişverene verilmek ve mutabakat sağlanmak kaydıyla, ilan tahtasına\nasılır.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcilerin evrak ve kayıtlarını muhafaza etme ve\nçalışmalarını yürütmek amacıyla bir temsilcilik odası bulunur.\nTemsilcilik odası için gerekli olan malzeme işverence sağlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13- SENDİKA AİDATI VE SENDİKANIN DİĞER HAKLARI\u003C\u002Fh2>\n\n\u003Cp>İşveren kanunlar gereği kesilmesi gereken aidatları, her ay keserek,\nişçi ücretlerinin ödendiği günü takip eden 30 (otuz) gün içinde,\nsendikanın bildireceği bir banka hesabına yatırmakla yükümlüdür.\nİşveren bu işlemler için, sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>Bu madde uyarınca yapılan kesintileri gösterir listeyi, işveren,\nsendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca işveren, Sendikamın talebi halinde işletmenin tümünde\nçalışan işçi ve üye işçi sayısını bildirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 14 - FERDİ VEYA TOPLU İSTEN ÇIKARMA VE İS GÜVENCESİ\u003C\u002Fh3>\n\n\u003Ch4>A- FERDİ İŞTEN ÇIKARMA:\u003C\u002Fh4>\n\n\u003Cp>a)İşyerinde en az altı ay kıdemi olan işçinin belirsiz süreli iş\nsözleşmesini fesheden işveren, bu fesih işlemini işçinin yeterliliğinden\nveya davranışlarından ya da işletmenin, işyerinin veya işin gereklerinden\nkaynaklanan geçerli bir sebebe dayandırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Altı aylık kıdem hesabında 4857 sayılı kanunun 66. maddesindeki\nsüreler dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>Özellikle aşağıdaki hususlar fesih için geçerli bir sebep\noluşturmaz.\u003C\u002Fp>\n\n\u003Cp>I-Sendika üyeliği veya çalışma saatleri dışında veya işverenin\nrızası ile çalışma saatleri içinde sendikal faaliyetlere katılmak\u003C\u002Fp>\n\n\u003Cp>II-İşyeri sendika temsilciliği yapmak.\u003C\u002Fp>\n\n\u003Cp>III-Mevzuattan veya sözleşmeden doğan haklarını takip için işveren\naleyhine idari veya adli makamlara başvurmak veya bu hususta başlatılmış\nsürece katılmak.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>IV-Irk, renk, cinsiyet, medeni hal, aile yükümlülükleri, hamilelik,\ndoğum, din, siyasi görüş ve benzeri nedenler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>V-4857 sayılı kanunun 74. maddesinde öngörülen ve kadın işçilerin\nçalıştırılmasının yasak olduğu sürelerde işe gelmemek.\u003C\u002Fp>\n\n\u003Cp>VI-Hastalık veya kaza nedeniyle 4857 sayılı kanunun 25. maddesinin (I)\nnumaralı bendinin (b) alt bendinde öngörülen bekleme süresinde işe\ngeçici devamsızlık.\u003C\u002Fp>\n\n\u003Cp>b)İşveren fesih bildirimini yazılı olarak yapmak ve fesih sebebini\naçık ve kesin bir şekilde belirtmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>Hakkındaki iddialara karşı savunmasını almadan bir işçinin belirsiz\nsüreli iş sözleşmesi, o işçinin davranışı veya verimi ile ilgili\nnedenlerle feshedilemez.\u003C\u002Fp>\n\n\u003Cp>c)Yukarıda sayılan şartları yerine getirmeksizin iş sözleşmesi\nfeshedilen işçinin; 4857 sayılı kanundaki hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch4>B- TOPLU İŞTEN ÇIKARMA:\u003C\u002Fh4>\n\n\u003Cp>İşveren; ekonomik, teknolojik, yapısal ve benzeri işletme, işyeri veya\nişin gerekleri sonucu toplu işçi çıkarmak istediğinde, bunu en az otuz\ngün önceden bir yazı ile, işyeri sendika temsilcilerine, Edime Çalışma\nve İş Kurumu İl Müdürlüğüne bildirir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan işçi sayısı:\u003C\u002Fp>\n\n\u003Cp>a)20 ile 100 işçi arasında ise, en az 10 işçinin,\u003C\u002Fp>\n\n\u003Cp>b)101 ile 300 işçi arasında ise, en az yüzde on oranında işçinin,\u003C\u002Fp>\n\n\u003Cp>c)301 ve daha fazla ise, en az 30 işçinin,\u003C\u002Fp>\n\n\u003Cp>İşine 17. madde uyarınca ve bir aylık süre içinde aynı tarihte veya\nfarklı tarihlerde son verilmesi toplu işçi çıkarmak sayılır.\u003C\u002Fp>\n\n\u003Cp>Bildirimden sonra işyeri sendika temsilcileri ile işveren arasında\nyapılacak görüşmelerde, toplu işçi çıkarmanın önlenmesi ya da\nçıkarılacak işçi sayısının azaltılması yahut çıkarmanın işçiler\naçısından olumsuz etkilerinin en aza indirilmesi konuları ele alınır.\nGörüşmelerin sonunda, toplantının yapıldığını gösteren bir belge\ndüzenlenir.\u003C\u002Fp>\n\n\u003Cp>C- Bu maddede düzenlenmeyen hususlarda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 15- UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinin uygulanması ile hükümlerinin yorumu konusunda\nçıkacak uyuşmazlıkların ilk kademe olarak işyerindeki işveren vekilleri\nile sendika temsilcileri arasında çözümü esastır. Bu şekilde çözümü\nmümkün olmayan uyuşmazlıklar, T.C. Trakya Üniversitesi Rektörlüğünde\noluşturulan Uyuşmazlıkları Çözüm Kurulu'nda incelenir.\u003C\u002Fp>\n\n\u003Cp>Uyuşmazlıkları Çözüm Kurulu, biri TÜHİS'den olmak üzere 3 işveren\ntemsilcisi ile 3 sendika temsilcisinden oluşur. Ayrıca, 3'er adet yedek\ntemsilci de seçilir. Asil temsilcilerin katılamadığı durumlarda yerine\nyedek temsilcilerden katılım sağlanır. Kurula işveren temsilcilerinden\nbiri başkanlık eder. Taraflar kurula girecek üyelerini toplu iş\nsözleşmesinin imzasından itibaren 1 ay içinde karşı tarafa\nbildirirler.\u003C\u002Fp>\n\n\u003Cp>Kurul ihtiyaç duyulması halinde toplanır. Toplantı için çağrı\nyapılır. Kurul, daveti müteakip 3 işgünü içinde toplanarak uyuşmazlık\nkonusunun gerçek olup olmadığını, gerçek ise giderilmesi çarelerini\naraştırır ve 15 gün içinde karara bağlar. Toplantı sonunda anlaşmaya\nvarılmış ise anlaşma tutanağı sözleşme hükmü olarak uygulanır.\nAnlaşmaya varılmamış ise, tarafların yasal yollara başvurma hakları\nsaklıdır. Taraflar kurul kararlarına uymak zorundadırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16 - İŞYERİNDE ÇALIŞMA SEKLİ VE İSE ALMA\u003C\u002Fh3>\n\n\u003Cp>1)İşletme bünyesinde işçi kadrolarının tespiti ve uygulanması iş\nprogramlarının tanzim ve tadili, çalışma şekli, işin icap ettirdiği\nmiktar ve nitelikte işçi istidam etmek, yeni işçi alımı veya boşalan\nkadroların doldurulması gibi işin ve işyerinin idaresine müteallik\nyetkiler mevzuata aykırı olmamak şartıyla sadece işverene aittir.\u003C\u002Fp>\n\n\u003Cp>2)Yeni iş dönemi başladığında, işe başlatmada 4857 sayılı yasa\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>3)Şoför olarak çalışan Sendika Üyesi işçiler göreve 237 Sayılı\nTaşıt Kanunu’nun ilgili hükümlerine göre gönderilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>4)Güvenlik Görevlisi olarak çalışan işçilerin 5188 sayılı yasa\ngereği alması gereken yenileme eğitimi ücreti ile kimlik kartı ücretleri\nişveren tarafından karşılanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 17 - ASKERLİK DURUMU\u003C\u002Fh3>\n\n\u003Cp>4857 Sayılı Kanunun 31. maddesindeki hükmü uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 18 - DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Deneme süresi bir aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE 19 - İŞ SÜRELERİ\u003C\u002Fh3>\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 süresinin özelliklerine göre haftada 5 gün veya 6 gün olarak\ndüzenlemeye, sonradan iş icap ve zarurilerine göre değiştirmeye\nyetkilidir.\u003C\u002Fp>\u003C\u002Fdiv>\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 her türlü faaliyetler ile İşveren\u002Fsendika tarafından ortak\ndüzenlenen eğitim, çalıştay, vb. geçirilen süreler.\u003C\u002Fp>\n\n\u003Cp>3-Ara dinlenmesi\u003C\u002Fp>\n\n\u003Cp>Günlük çalışma süresinin ortalama bir zamanında işin gereğine göre\nayarlanmak suretiyle işçilere ara dinlenmesi verilir. Ancak, işin niteliği,\nbir işyerinin aynı bölümündeki bütün işçilere aynı saatte ara\ndinlenmesi verilmesine olanak bırakmıyorsa, bu dinlenme, işçilere, gruplar\nhalinde arka arkaya çalışma süresinin ortalarından başlayarak\nkullandırılır. Ara dinlenmesinin kullandırılmanın mümkün olmadığı\ndurumlarda bu süre çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>4-Gece Dönemi\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>a) Saat 20:00’ dan sabah saat 06:00’ a kadar geçen süre gece\ndönemidir. Güvenlik görevlileri hariç gece döneminde çalışan\nişçilerin, çalıştıkları sürelere ait ücretleri %15 (yüzde onbeş)\nzamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Güvenlik görevlilerine ise gece dönemine rastlayan çalışmaları\niçin çalıştıkları sürelere ait ücretleri %8 (Yüzde sekiz) zamlı\nolarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 20- HAFTA TATİLİ VE FAZLA ÇALIŞMA\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşçiler bu günlerde rızaları ile çalışılabilirler. Ancak, işveren\nişyerlerinde işin özelliği bu günlerde çalışmayı gerektiriyorsa en az\n3 işgünü önceden işçiye bildirilir bu durumda işçinin rızası aranmaz.\nAncak işyerinde oluşabilecek mücbir sebepler nedeniyle 3 iş günü şartı\naranmaksızın işveren, işveren vekili tarafından yazılı olarak göreve\nçağrılabilir.\u003C\u002Fp>\n\n\u003Cp>Haftalık çalışma süresini aşan çalışmalar fazla çalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>a)Hizmetin zorunlu kıldığı hallerde yaptırılan fazla çalışmanın\nücreti %70 (yüzde yetmiş) zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Saat ücreti, günlük brüt çıplak ücretin 7,5 saate bölünmesiyle elde\nedilen ücrettir.\u003C\u002Fp>\n\n\u003Cp>b)Zorunlu hallerde yeniden çağrılan isçilere yolda geçen süreler\ndâhil 3 saatten az olmamak üzere ve çalışılan süre kadar fazla\nçalışma ücreti 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)İşveren tarafından fazla çalışma yaptırılan üyelere dönüşleri\niçin vasıta sağlamr.\u003C\u002Fp>\n\n\u003Cp>e)İşbu toplu iş sözleşmesi kapsamında, 24 saatin tek posta\u002Fvardiya\nolarak çalışıldığı iş yerlerinde ara dinlenme süresinin\nkullandırılmadığı\u002Fkullandırılamadığı durumlarda bu süreler günlük\nçalışma süresinden sayılır. Haftalık en çok 45 saat çalışma\nsüresinin aşılması durumunda denkleştirme işleminden sonra “a”\nbendine göre fazla çalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 21 - DEVAM DURUMU - ÇALIŞILAN GÜNLER VE FAZLA ALIŞMANIN\nTESBİTİ\u003C\u002Fh3>\n\n\u003Cp>İşçiler, işyerine giriş ve çıkışta imza föyünü imzalar. Bu\nföyleri idare amirleri devamlı kontrol ederler.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde; hafta tatili günü, Ulusal Bayram ve genel tatil\ngünlerinde çalışma yaptırılması halinde, çalışmanın yapılacağı\ngünden 3 (üç) gün önce işçilere haber verilir. Bu çalışmalar bölüm\namirinin yazılı isteği ile yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 22 - YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Yıllık ücretli izinler konusunda yasa hükümleri uygulanır. Ancak\nhizmet süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>-Bir yıldan on yıla kadar olanlara yılda 20 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-On yıldan fazla hizmeti olanlara 30 gün\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinleri işyerinin kurulu bulunduğu yerden başka bir\nyerde geçirecek olanlara istemde bulunmaları ve bu hususu belgelemeleri\nkoşulu ile gidiş ve dönüşlerinde yolda geçecek süreleri karşılamak\nüzere işveren toplam dört güne kadar ücretsiz izin verir. \u003C\u002Fp>\n\n\u003Ch3>MADDE 23 - MAZERET İZİNLERİ\u003C\u002Fh3>\n\n\u003Ch4>A - Ücretli Mazeret İzinleri\u003C\u002Fh4>\n\n\u003Cp>Önceden veya sonradan mazeretlerini belgelemek kaydıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)İşçinin evlenmesi durumunda 7 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>b)İşçinin eş ve çocukları ile işçinin veya eşinin ana, baba veya\nkardeşinin ölümü halinde 7 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>c)İşçinin eşinin doğum yapması halinde 10 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Yangın sel, deprem gibi doğal afetlere uğrayan işçilere 10 gün,\u003C\u002Fp>\n\n\u003Cp>e)İşçinin çocuklarının evlenmesi veya sünneti halinde 2 gün,\nücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>f)İşçinin yıllık askerlik yoklaması halinde 1 işgünü, ücretli\nmazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>g)İşçilere zorunlu ihtiyaçlarını karşılamalarını teminen yılda 10\ngüne kadar işverenin uygun görmesi halinde ücretli mazeret izini\nverilebilir.\u003C\u002Fp>\n\n\u003Ch4>B - Diğer izinler:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a)Kadın işçilerin doğumdan önce ve sonrası izni olarak toplam 4 aylık\nsüreyle çalıştırılmamaları esastır. (Bu süreler doktor raporu ile\narttırılabilir.) Bu iznin kullanılmasında; 4857 sayılı yasanın 74.\nmaddesindeki esaslar uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>Kadın personelin doğum sonrası izninin bitiminde çocukları 1 yaşını\ndolduruncaya kadar çalışılan her gün için, yol dahil toplam 2 saatlik\nücretli emzirme izni verilir. Bu sürenin hangi saatler arasında ve kaça\nbölünerek kullanılacağını işçi kendisi belirler. Bu süre günlük\nçalışma süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşveren, işçinin mesleki kurs, staj, seminer ve benzeri etkinliklere\nkatılmasını teşvik eder. Üniversite içi kurslara katılan işçiler, kurs\nsüresince ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Ch4>C- Ücretsiz Mazeret izinleri\u003C\u002Fh4>\n\n\u003Cp>İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek ana, baba, eş ve çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde, bu hallerin raporla belgelendirilmesi şartıyla, istekleri\nüzerine en çok üç aya kadar ücretsiz izin verilebilir. Aynı şartlarla bu\nsüre bir katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 24 - ULUSAL BAYRAM VE GENEL TATİLLER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>A- Ulusal bayram ve genel tatil günleri hakkında kanun hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- İşçiler, bugünlerde rızaları ile çalıştırılabilirler. Ancak\nişyerinde işin özelliği bu günlerde çalışmayı gerektiriyorsa işçinin\nrızası aranmaz.\u003C\u002Fp>\n\n\u003Cp>C- Bu günlerde, çalışmayarak izin yapan işçilere bir iş\nkarşılığı olmaksızın ücretleri tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>D- İşin özelliği hafta tatili, ulusal bayram ve genel tatil günlerinde\nçalışmayı gerektiriyorsa, işçiye çalışılan her gün için normal\nyevmiyesinin dışında 2 (iki) yevmiye daha ödenir. Bu ödemenin hesabında\ngünlük çalışma süresi şartı aranmaz. Hafta tatili, genel tatil ve\nulusal bayram günlerindeki çalışma süresi günlük çalışma süresini\naştığı takdirde aşan kısım için ayrıca fazla çalışma ücreti\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Genel tatil günlerine denk gelen vardiyalarda yapılan çalışmalar için\nkanunda belirtilen şekilde ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>Genel tatil günlerinde yapılan çalışmalar, haftalık veya aylık\nçalışma süresinden düşülemez.\u003C\u002Fp>\n\n\u003Ch3>MADDE 25 - BİLDİRİM SÜRELERİ VE KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Bildirim sürelerinde 4857 sayılı iş kanununda yer alan hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Cp>Kıdem Tazminatı konusunda yasa hükümleri uygulanır. Her tam hizmet\nyılı için 35 gün, işçinin işini yaparken iş kazası veya meslek\nhastalığı sonucu ölümü halinde ise 40 günlük ücreti tutarında kıdem\ntazminatı ödenir. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 26- HASTALIK HALİ VE SİGORTA ÖDEMELERİNİ TAMAMLAMA\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilerin hastalığı veya herhangi bir sağlık engeli\nhalinde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>1-Hastalığın sigortaca ödenek verilmeyen ilk iki işgünü için normal\ngünlük ücreti tam olarak, işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2-İşçinin iş sözleşmesi, Sosyal Sigortalar Kurumunun sağlık\nyardımı yapmakla yükümlü olduğu süre içinde feshedilemez.\u003C\u002Fp>\n\n\u003Cp>3-İşveren tarafından acil vakalar için mümkün olan süratle hastanın\nnaklini sağlayan bir vasıta tahsis edilir.\u003C\u002Fp>\n\n\u003Cp>4857 sayılı İş Kanununun 61. maddesi paralelinde uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 27 - DİSİPLİN KURULU, GÖREVİ VE ÇALIŞMA DÜZENİ\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 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. İhtar\ncezaları disiplin kuruluna götürülmeksizin Kurum amiri sıfatıyla Genel\nSekreter tarafından doğrudan verilir.\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 cezası\nveren Kurum amiri Genel Sekreter ile işçinin eşi veya ikinci dereceye kadar\n(bu derece dahil) kan ve sihri hısımları kurul üyesi ise yerine yedek üye\nkatılır. Kurula işveren temsilcileri arasından işveren veya işveren\nvekilinin tayin edeceği biri başkanlık eder. Oyların eşitliği halinde\nbaşkanın bulunduğu taraf çoğunluğu sağlamış sayılır. Başkanın\ntensip edeceği bir üye, aynı zamanda kurulun raportörlüğünü ifa eder.\nDisiplin cezası verilmesini gerektiren bir fiil veya hal meydana geldiğinde\nKurum amiri sıfatıyla Genel Sekreter tarafından disiplin kurulu dışından\nolmak kaydı ile muhakkik atanır. Atanan muhakkik olay ile ilgili gerekli\naraştırmaları ve incelemeleri olayın kendisine intikalinden itibaren 1 ay\niçerisinde tamamlar. Tamamlayamadığı hallerde 2 ay ek süre talep edebilir.\nTamamlandığında soruşturma evraklarım kurum amirine dizi pusulası ile\nbirlikte teslim eder.\u003C\u002Fp>\n\n\u003Cp>Kurum amiri disiplin soruşturması evraklarını kendisine intikalinden\nitibaren 3 (üç) iş günü içerisinde işyeri disiplin kuruluna gönderir.\nKurul ihtiyaç halinde ceza istenen işçi\u002Fişçileri veya tanıkları\ndinleyebilir. iş yeri disiplin kurulu dosyanın kendisine intikalinden\nitibaren 10 (on) iş günü içerisinde toplanarak karar verir.\u003C\u002Fp>\n\n\u003Cp>İşverenin 4857 sayılı İş Kanunu’nun 25\u002F11 maddesindeki haklan saklı\nkalmak kaydıyla disiplin cezalan 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. \u003C\u002Fp>\n\n\u003Cp>Bu fiil ve halden dolayı ceza alan işçi, 5 yıl içerisinde aynı fiil ve\nhalden ceza almaması 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 Kanunumun ilgili maddeleri ve konuya\nilişkin genel mevzuat hükümleri doğrultusunda değerlendirme yapılarak,\nverilecek ceza kıyas yoluyla takdir ve tayin edilir.\u003C\u002Fp>\n\n\u003Cp>İşçi verilen cezalara karşı Disiplin Kuruluna itiraz edebilir.\nİtirazda süre, disiplin cezasının işçiye tebliğinden itibaren 7 (yedi)\ngündür. Süresi içinde itiraz edilmeyen disiplin cezaları kesinleşir ve\nişçiye tebliğ edilerek kararın bir örneği isçinin özlük dosyasında\nsaklanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 28 - İZİN KURULU\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamında yer alan her işyerinde; 4857 sayılı\nYasanın 60’mcı maddesi uyarınca hazırlanan Yıllık Ücretli izin\nYönetmeliğinin 15’inci maddesine göre, izin kurulları oluşturulur.\u003C\u002Fp>\n\n\u003Cp>İzin Kurulları toplu iş sözleşmesi ve yönetmelik hükümlerine uygun\nolarak yıllık ücretli izinleri düzenler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE 29- KORUYUCU MALZEME VE İS KIYAFETİ\u003C\u002Fh3>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yıl birinci altı ayında\nher ay brüt 210,91 TL\u002FAy birinci yıl ikinci altı ayında her ay brüt 234,11\nTL\u002FAy Giyim Yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ÜÇÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÜCRET VE ÜCRETLE İLGİLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 30 - ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Ch4>1-TABAN ÜCRET VE SEYYANEN ZAM:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>\u003Cstrong>a)Taban Ücret:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL'nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>b)Seyyanen Zam:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.01.2025tarihi itibariyle günlük brüt çıplak ücretleri 1.400,00 TL\nve üzerinde olan işçilerin günlük brüt çıplak ücretlerine 40,00\nTL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu maddenin (a) fıkrasından yararlanan işçiler (b) fıkrasından\nayrıca yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch4>2-ÜCRET ZAMLARI:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.01.2025tarihinde işyerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten ve taban ücret dışında kalan\nişçilere ise seyyanen zam yapıldıktan sonra,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>b)Birinci Yıl İkinci Altı Ay Seyyanen Zam ve Ücret\nZammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>i) Birinci Yıl İkinci Altı Ay Seyyanen Zam:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2025 tarihinden\ngeçerli olmak üzere 50,00 TL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ii) Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine seyyanen zam yapıldıktan\nsonra, 01.07.2025 tarihindeki günlük brüt çıplak ücretlerine, 01.07.2025\ntarihinden geçerli olmak üzere %11 (Onbir) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2025 indeks sayısının, Haziran 2025\nindeks sayısına göre değişim oranının %11 (Onbir)’i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.01.2026tarihinde işyerinde çalışmakta olan işçilerin 01.01.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2026 tarihinden\ngeçerli olmak üzere %10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2026 indeks sayısının. Aralık 2025\nindeks sayısına göre değişim oranının %10 (On)’u aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>d)İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.07.2026 tarihinde işyerinde çalışmakta olan işçilerin 01.07.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2026 tarihinden\ngeçerli olmak üzere %6 (Altı) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2026 indeks sayısının, Haziran 2026\nindeks sayısına göre değişim oranının %6 (Altı)’yı aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ayının son günündeki\nücrete takip eden ayın birinci gününden geçerli olmak üzere (01.01.2027\ntarihinden geçerli olmak üzere işçilerin 31.12.2026 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>e)Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\nkapsam işyerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları kaydıyla, sendikaca üyeliklerinin işverene bildirildiği\ntarihi takip eden aybaşından geçerli olmak üzere toplu iş sözleşmesinin\n“İş Primi’' başlıklı 36. maddesindeki gruplar esas alınmak kaydıyla\naşağıdaki tespit edilen işe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I. YIL İŞE GİRİŞ ÜCRETLERİ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRUP\u003C\u002Ftd>\n      \u003Ctd>01.01.2025-30.06.2025\u003C\u002Ftd>\n      \u003Ctd>01.07.2025-31.12.2025\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.835,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.090,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.830,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.085,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.825,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.080,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu işçiler, işe girdikleri dönemin ücret zamlarından ayrıca\nyararlanamazlar. Bu işe giriş ücretleri sözleşmenin ikinci yıl birinci ve\nikinci altı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanır. Ancak, toplu iş sözleşmesi zamlarını\nalmalarına rağmen işe giriş ücretinin altında kalan işçilerin\nücretleri o dönemin işe giriş ücreti seviyesine yükseltilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 31 - İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch4>A-İIave Tediye:\u003C\u002Fh4>\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\">\u003Ch4>B- İkramiye:\u003C\u002Fh4>\n\n\u003Cp>İşverence, sendika üyesi işçilere, toplu iş sözleşmesinin her yılı\niçin yılda 60 günlük ücretleri tutarında ikramiye ödemesi yapılır. Bu\nikramiyelerin 30 günü Haziran ayında. 30 günü ise Kasım ayında\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İkramiyeler çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 32 - YEMEK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilere fiilen çalıştıkları her gün için bir öğün ücretsiz yemek\nverilir, ücretsiz yemek verilememesi durumunda sözleşmenin birinci yıl\nbirinci altı ayında net 235,02 TL\u002FGün, birinci yıl ikinci altı ayında ise\nnet 260,87 TL\u002FGün yemek yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Günlük çalışma süresi ara dinlenme dahil 12 saat olan işçilere, iki\nöğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen işçiye sadece\nikinci öğün yemek parası ödenir. İşverenin her iki öğünde de ayni\nolarak yemek yenmesi halinde nakdi ödeme ayrıca yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 33 - SERVİS VE TAŞIT YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, üye işçilere işe gidiş ve gelişlerini (ücretsiz olarak)\ntemin maksadıyla yeterli miktarda servis aracı sağlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>İşyerinde servis uygulaması olmayan yahut servisten yararlanamayan\nişçilere fiilen çalıştıkları her gün için işverence iki adet;\nbelediye otobüs bileti rayiç bedeli net olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 34 - SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, toplu iş\nsözleşmesinin birinci yıl birinci altı ayında her ay brüt 3.977,20 TL\u002FAy,\nbirinci yıl ikinci altı ayında her ay brüt 4.414,69 TL\u002FAy sosyal yardım\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 35 - DİĞER SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Ch4>A- ÖĞRENİM YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>Kapsamdaki sendika üyesi işçilerin, her yıl belgelenmesi koşuluyla\nöğrenim gören çocukları için (belge ibraz etmek şartı ile) ve yılda\nbir kez eylül ayında ödenmek üzere sözleşmenin birinci yılında;\u003C\u002Fp>\n\n\u003Cp>a- İlköğretimde okuyan çocukları için net 4.769,47 TL.\u003C\u002Fp>\n\n\u003Cp>b- Lise ve dengi okullarda okuyan çocukları için net 5.246,50 TL,\u003C\u002Fp>\n\n\u003Cp>c- Yüksek öğrenim gören çocukları için net 5.723,46\u003C\u002Fp>\n\n\u003Cp>öğrenim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında (toplu iş sözleşmesinin birinci yıl\nbirinci altı ay zammı olan %24 ile birinci yıl ikinci altı ay zammı olan\n%11 hariç) artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 36-İS PRİMİ:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden, aşağıdaki\nişlerde fiilen çalışanlara müktesep hak olmamak ve diğer ödemeleri\netkilememek kavdıyla fiilen çalıştıkları her gün için;\u003C\u002Fp>\n\n\u003Cp>I.GRUP: Analistlere günlük brüt çıplak ücretinin %9’u, \u003C\u002Fp>\n\n\u003Cp>II.GRUP: Marangoz, Özel Güvenlik ve Koruma Personellerine günlük brüt\nçıplak ücretinin %8’i,\u003C\u002Fp>\n\n\u003Cp>III.GRUP: Diğer işçilere ise günlük brüt çıplak ücretinin %7’si,\noranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alman işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatları\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 37- EĞİTİM FARKI. ASKERDİK, YAKACAK VE BAYRAMYARDIMI\u003C\u002Fh3>\n\n\u003Cp>a)Sözleşme kapsamında sendika üyesi olarak çalışan işçilerden;\u003C\u002Fp>\n\n\u003Cp>Lise ve dengi okul mezunlarının, günlük brüt çıplak ücretlerine\n1,00TL\u002FGün\u003C\u002Fp>\n\n\u003Cp>Ön lisans Mezunlarının, günlük brüt çıplak ücretlerine\n1,50TL\u002FGün\u003C\u002Fp>\n\n\u003Cp>Lisans Mezunlarının, günlük brüt çıplak ücretlerine 2,00TL\u002FGün\u003C\u002Fp>\n\n\u003Cp>Yüksek Lisans ya da Doktorasını tamamlayanların, günlük brüt çıplak\nücretlerine 2,50 TL\u002FGün eğitim zammı yapılır. Sözleşme yürürlük\nsüresinde mezun olan işçinin ilgili gruba intibakı yapılır.\u003C\u002Fp>\n\n\u003Cp>b)Sözleşme kapsamındaki işçilere sözleşmesinin birinci yıl birinci\naltı ayında 257,86 TL\u002FAy, birinci yıl ikinci altı ayında 286,22 TL\u002FAy\nyakacak yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)Dini bayramlarda, işçilere her yıl bayramlarda en az bir hafta önce\ntoplu iş sözleşmesinin birinci yıl birinci altı ayında 451,97 TL, birinci\nyıl ikinci altı ayında 501,69 TL bayram harçlığı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>d)Muvazzaf askerlik hizmeti nedeniyle ayrılan işçiye (bedelli askerlik\nyapanlar hariç) toplu iş sözleşmesinin birinci yıl birinci altı ayında\n2.578,12 TL, birinci yıl ikinci altı ayında 2.861,71 TL askerlik yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 38- ÇOCUK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>657 Sayılı Devlet Memurları Kanunu kapsamında bulunan personele ödenen\nçocuk yardımı miktarı sendika üyesi işçilere de her ay ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 39 - HARCIRAH\u003C\u002Fh3>\n\n\u003Cp>Bu konuda Bütçe ve Harcırah Kanunu Hükümleri Uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 40 - DOĞUM - EVLENME - ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere uygulanmak üzere, üyenin;\u003C\u002Fp>\n\n\u003Cp>a)Evlenmesi halinde bir kez sözleşmesinin birinci yıl birinci altı\nayında net 4.726,58 TL, birinci yıl ikinci altı ayında net 5.246,50 TL\nevlenme yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>b)Kadın üyenin kendisinin, erkek üyenin eşinin doğum yapması halinde\nsözleşmesinin birinci yıl birinci altı ayında net 4.726,58 TL, birinci\nyıl ikinci altı ayında net 5.246,50 TL doğum yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>c)Ana, baba, eş ve çocuklarının birinin ölümü halinde sözleşmesinin\nbirinci yıl birinci altı ayında net 8.593,73 TL, birinci yıl ikinci altı\nayında net 9.539,04 TL ölüm yapılır\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu yardımlar toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>d)İşçinin kendisinin ölümü halinde yasal mirasçılarına işçinin 1\n(bir) aylık ücreti tutarında, iş kazası ve meslek hastalığı sonucu\nölümü halinde yasal mirasçılarına (yasal tazminat dışında) 2 (iki)\naylık ücreti tutarında ölüm,\u003C\u002Fp>\n\n\u003Cp>e)Yangın, sel, deprem veya benzeri doğal afetlere uğraması halinde\nsözleşme dönemi boyunca bir maaş tutarında doğal afet, yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Sendika üyeleri, anılan yardımlardan yararlanabilmek için durumu belge\nile kanıtlamak zorundadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch3>MADDE 41- EK ÖDEME:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL ek ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ek ödeme, toplu iş sözleşmesinin ikinci yılının Mayıs ayında ve bir\nkez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları (toplu iş\nsözleşmesinin birinci yılının birinci altı ay zammı olan %24 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 42- HİZMET ZAMMI:\u003C\u002Fh3>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum ve Kuruluşunda\ngeçirdikleri her tam hizmet yılı için hiçbir ödemeyi etkilememek ve\nmüktesep hak sayılmamak kaydıyla toplu iş sözleşmesinin birinci yıl\nbirinci altı ayında brüt 18,60 TL\u002FAy, birinci yıl ikinci altı ayında\n20,65 TL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>696 sayılı KHK ile sürekli işçiliğe geçen işçiler için kıdeme\nesas yıl başlangıcı sürekli işçiliğe geçilen 02.04.2018 tarihidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 43- EK PRİM\u003C\u002Fh3>\n\n\u003Cp>Gazi, terör mağduru ve şehit yakınlarına olmak üzere günlük çıplak\nücretinin %10’u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 44- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2025 tarihinde yürürlüğe girer ve\n31.12.2026 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE - 1\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmelerinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar kurumun\nbütçe imkânları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 44 asıl, 1 geçici madde, 1 ek madde ve 1 ekten\nibaret olup, 27.08.2025 tarihinde işveren ve sendika yetkililerince\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"285\">\u003Cp>(EK-l)-DİSİPLİN KURULU CEZA CETVELİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"378\">\u003Cp>TEKERRÜR\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>NO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İŞ DİSİPLİNİNE UYMAYAN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>I.DEFA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2.DEFA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3.DEFA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>4. DEFA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>5. DEFA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>l\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Mazeretsiz olarak ayda toplam 5 defa 10 dk. Aşan\n        sürelerde mesaiye geç gelmek veya mesaiden erken ayrılmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Mazeretsiz ayda bir işgünü işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>l Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\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=\"76\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Mazeretsiz herhangi bir tatil gününü takip eden 2\n        işgünü veya ardı ardına 3 işgünü işe gelmemek veya yılda 5\n        işgünü işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İş saati bitmeden izinsiz olarak işi terk etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>l Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>2 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Göreve sarhoş gelmek veya yanında alkollü içki\n        getirmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İş esnasında uyuşturucu madde kullanmak veya\n        bulundurmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İş arkadaşlarına gayri ahlaki hakarette\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İşyerinin emniyetiyle görevli olanların görevleri\n        esnasında uyuması,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>ıo\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Amirine hakaret etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>İl\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Amirine tehditte bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Amirine fiili saldırıda bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İş arkadaşlarına fiili saldırıda bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İş arkadaşlarına tehditte bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İş arkadaşlarına veya hizmet verilenlere kaba\n        muamelede bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Rüşvet almak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İşyerinde kavga çıkarılmasına sebebiyet\n        vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Hırsızlık yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İşyerinde mücbir ve tehlike durumlarında görevi\n        dahilinde müdahalede bulunmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Şahsi koruma tedbirlerine uymamak, koruyucu\n        malzemeleri korumamak veya kullanmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Görevini ihmal etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Görevini ihmalin son tekerrürden sonra devam etmesi\n        halinde,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Resmî belgelerde tahrifat yapmak, sahte belge\n        düzenlemek ve kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İşçileri kendileri ile ilgili olmayan demek ve\n        kuruluşlara kayıt ve teberru vermeye zorlamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Görevin yapılmasında dil, din, ırk, cinsiyet,\n        siyasal düşünce ve siyasi parti gözetmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İşçiye asli görevi ile ilgili yazılı talimat\n        verilmesine rağmen görevi yerine getirmemekte ısrar etmek (acil\n        dummlarda sonradan yazı ile doğrulanmak kaydıyla verilen sözlü\n        görevlerde dahil)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>İdeolojik veya siyasi amaçlarla kurumlarm 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=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\u003Cp>Savaş, olağanüstü hal veya genel afetlere ilişkin\n        konularda amirlerin verdiği görev veya emirleri yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\">\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=\"76\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"7\" width=\"511\">\u003Cp>Bu cetveldeki kısaltmalar (Yev.) Yevmiye\n        kesimini, (İ.Ç.) İşten Çıkarmayı göstermektedir.\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"CBA_MEMTRAD4_1":47,"trainingfund":51,"contracttrial":55,"contracttrialperiod":58,"sicknesspay":61,"healthandsafetypolicy":65,"protectiveclothing":69,"funeralpay":73,"paidmaternityleave":77,"paidpaternityleave":81,"maternity_nursing_breaks_duration":85,"marriage":89,"deathrelativesleave":92,"discrimination":96,"WORKHOURS_trigger":100,"hourspweek_select":103,"PAIDLEAV_trigger":107,"holidaysdays":110,"bankholidays1":114,"TRADEUNLEAV_trigger":118,"LOWWAGE_trigger":121,"STRUCINCR_trigger":125,"ONCEONLY_trigger":129,"onceonlytype2":132,"ONCERISE_trigger":136,"ONCERISE2_trigger":140,"NOCTPREM_trigger":144,"shiftallowanceperc1":147,"OVERTIME_trigger":151,"overtimeallowanceperc1_general":154,"SUNDAY_trigger":158,"COMMUTE_trigger":162,"commutingallowancetype":165,"SENIOR_trigger":169,"MEALALL_trigger":173,"mealvouchersamount":176},{"bindId":45,"name":46,"text":46},"cbadate_start_date","01.01.2025-31.12.2026",{"bindId":48,"name":49,"text":50},"CBA_MEMTRAD4_1","TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜR","TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI (TEZ-KOOP-İŞ)",{"bindId":52,"name":53,"text":54},"trainingfund","4)Güvenlik Görevlisi olarak çalışan işçi","4)Güvenlik Görevlisi olarak çalışan işçilerin 5188 sayılı yasa\ngereği alması gereken yenileme eğitimi ücreti ile kimlik kartı ücretleri\nişveren tarafından karşılanır.",{"bindId":56,"name":57,"text":57},"contracttrial","MADDE 18 - DENEME SÜRESİ",{"bindId":59,"name":60,"text":60},"contracttrialperiod","Deneme süresi bir aydır.",{"bindId":62,"name":63,"text":64},"sicknesspay","1-Hastalığın sigortaca ödenek verilmeyen","1-Hastalığın sigortaca ödenek verilmeyen ilk iki işgünü için normal\ngünlük ücreti tam olarak, işverence ödenir.",{"bindId":66,"name":67,"text":68},"healthandsafetypolicy","Ancak, iş icap ve zaruretleri ile İş Sağ","Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.",{"bindId":70,"name":71,"text":72},"protectiveclothing","MADDE 29- KORUYUCU MALZEME VE İS KIYAFET","MADDE 29- KORUYUCU MALZEME VE İS KIYAFETİ\n\nİşçilere, toplu iş sözleşmesinin birinci yıl birinci altı ayında\nher ay brüt 210,91 TL\u002FAy birinci yıl ikinci altı ayında her ay brüt 234,11\nTL\u002FAy Giyim Yardımı ödenir.",{"bindId":74,"name":75,"text":76},"funeralpay","c)Ana, baba, eş ve çocuklarının birinin ","c)Ana, baba, eş ve çocuklarının birinin ölümü halinde sözleşmesinin\nbirinci yıl birinci altı ayında net 8.593,73 TL, birinci yıl ikinci altı\nayında net 9.539,04 TL ölüm yapılır",{"bindId":78,"name":79,"text":80},"paidmaternityleave","a)Kadın işçilerin doğumdan önce ve sonra","a)Kadın işçilerin doğumdan önce ve sonrası izni olarak toplam 4 aylık\nsüreyle çalıştırılmamaları esastır. (Bu süreler doktor raporu ile\narttırılabilir.) Bu iznin kullanılmasında; 4857 sayılı yasanın 74.\nmaddesindeki esaslar uygulanır.",{"bindId":82,"name":83,"text":84},"paidpaternityleave","c)İşçinin eşinin doğum yapması halinde 1","c)İşçinin eşinin doğum yapması halinde 10 gün,",{"bindId":86,"name":87,"text":88},"maternity_nursing_breaks_duration","Kadın personelin doğum sonrası izninin b","Kadın personelin doğum sonrası izninin bitiminde çocukları 1 yaşını\ndolduruncaya kadar çalışılan her gün için, yol dahil toplam 2 saatlik\nücretli emzirme izni verilir. Bu sürenin hangi saatler arasında ve kaça\nbölünerek kullanılacağını işçi kendisi belirler. Bu süre günlük\nçalışma süresinden sayılır.",{"bindId":90,"name":91,"text":91},"marriage","a)İşçinin evlenmesi durumunda 7 gün,",{"bindId":93,"name":94,"text":95},"deathrelativesleave","b)İşçinin eş ve çocukları ile işçinin ve","b)İşçinin eş ve çocukları ile işçinin veya eşinin ana, baba veya\nkardeşinin ölümü halinde 7 gün,",{"bindId":97,"name":98,"text":99},"discrimination","IV-Irk, renk, cinsiyet, medeni hal, aile","IV-Irk, renk, cinsiyet, medeni hal, aile yükümlülükleri, hamilelik,\ndoğum, din, siyasi görüş ve benzeri nedenler.",{"bindId":101,"name":102,"text":102},"WORKHOURS_trigger","MADDE 19 - İŞ SÜRELERİ",{"bindId":104,"name":105,"text":106},"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 süresinin özelliklerine göre haftada 5 gün veya 6 gün olarak\ndüzenlemeye, sonradan iş icap ve zarurilerine göre değiştirmeye\nyetkilidir.",{"bindId":108,"name":109,"text":109},"PAIDLEAV_trigger","MADDE 22 - YILLIK ÜCRETLİ İZİNLER",{"bindId":111,"name":112,"text":113},"holidaysdays","-Bir yıldan on yıla kadar olanlara yılda","-Bir yıldan on yıla kadar olanlara yılda 20 gün,",{"bindId":115,"name":116,"text":117},"bankholidays1","A- Ulusal bayram ve genel tatil günleri ","A- Ulusal bayram ve genel tatil günleri hakkında kanun hükümleri\nuygulanır.",{"bindId":119,"name":120,"text":120},"TRADEUNLEAV_trigger","MADDE 11 - SENDİKAL İZİNLER ",{"bindId":122,"name":123,"text":124},"LOWWAGE_trigger","a)Taban Ücret: 01.01.2025tarihinde günlü","a)Taban Ücret:\n\n01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL'nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.",{"bindId":126,"name":127,"text":128},"STRUCINCR_trigger","01.01.2025tarihindeki günlük brüt çıplak","01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.",{"bindId":130,"name":131,"text":131},"ONCEONLY_trigger","MADDE 41- EK ÖDEME:",{"bindId":133,"name":134,"text":135},"onceonlytype2","İşçilere müktesep hak sayılmamak ve başk","İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL ek ödeme yapılacaktır.",{"bindId":137,"name":138,"text":139},"ONCERISE_trigger","B- İkramiye: İşverence, sendika üyesi iş","B- İkramiye:\n\nİşverence, sendika üyesi işçilere, toplu iş sözleşmesinin her yılı\niçin yılda 60 günlük ücretleri tutarında ikramiye ödemesi yapılır. Bu\nikramiyelerin 30 günü Haziran ayında. 30 günü ise Kasım ayında\nödenir.",{"bindId":141,"name":142,"text":143},"ONCERISE2_trigger","A-İIave Tediye: İşçilere 6772 sayılı Kan","A-İIave Tediye:\n\nİşçilere 6772 sayılı Kanun hükümlerine göre tespit edilen günlerde\nilave tediyede ödenir.",{"bindId":145,"name":146,"text":146},"NOCTPREM_trigger","4-Gece Dönemi",{"bindId":148,"name":149,"text":150},"shiftallowanceperc1","a) Saat 20:00’ dan sabah saat 06:00’ a k","a) Saat 20:00’ dan sabah saat 06:00’ a kadar geçen süre gece\ndönemidir. Güvenlik görevlileri hariç gece döneminde çalışan\nişçilerin, çalıştıkları sürelere ait ücretleri %15 (yüzde onbeş)\nzamlı olarak ödenir.",{"bindId":152,"name":153,"text":153},"OVERTIME_trigger","MADDE 20- HAFTA TATİLİ VE FAZLA ÇALIŞMA",{"bindId":155,"name":156,"text":157},"overtimeallowanceperc1_general","a)Hizmetin zorunlu kıldığı hallerde yapt","a)Hizmetin zorunlu kıldığı hallerde yaptırılan fazla çalışmanın\nücreti %70 (yüzde yetmiş) zamlı olarak ödenir.",{"bindId":159,"name":160,"text":161},"SUNDAY_trigger","D- İşin özelliği hafta tatili, ulusal ba","D- İşin özelliği hafta tatili, ulusal bayram ve genel tatil günlerinde\nçalışmayı gerektiriyorsa, işçiye çalışılan her gün için normal\nyevmiyesinin dışında 2 (iki) yevmiye daha ödenir. Bu ödemenin hesabında\ngünlük çalışma süresi şartı aranmaz. Hafta tatili, genel tatil ve\nulusal bayram günlerindeki çalışma süresi günlük çalışma süresini\naştığı takdirde aşan kısım için ayrıca fazla çalışma ücreti\nödenir.",{"bindId":163,"name":164,"text":164},"COMMUTE_trigger","MADDE 33 - SERVİS VE TAŞIT YARDIMI",{"bindId":166,"name":167,"text":168},"commutingallowancetype","İşyerinde servis uygulaması olmayan yahu","İşyerinde servis uygulaması olmayan yahut servisten yararlanamayan\nişçilere fiilen çalıştıkları her gün için işverence iki adet;\nbelediye otobüs bileti rayiç bedeli net olarak ödenir.",{"bindId":170,"name":171,"text":172},"SENIOR_trigger","Kıdem Tazminatı konusunda yasa hükümleri","Kıdem Tazminatı konusunda yasa hükümleri uygulanır. Her tam hizmet\nyılı için 35 gün, işçinin işini yaparken iş kazası veya meslek\nhastalığı sonucu ölümü halinde ise 40 günlük ücreti tutarında kıdem\ntazminatı ödenir. ",{"bindId":174,"name":175,"text":175},"MEALALL_trigger","MADDE 32 - YEMEK YARDIMI",{"bindId":177,"name":178,"text":179},"mealvouchersamount","Bu toplu iş sözleşmesi kapsamına giren i","Bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilere fiilen çalıştıkları her gün için bir öğün ücretsiz yemek\nverilir, ücretsiz yemek verilememesi durumunda sözleşmenin birinci yıl\nbirinci altı ayında net 235,02 TL\u002FGün, birinci yıl ikinci altı ayında ise\nnet 260,87 TL\u002FGün yemek yardımı ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>T.C. TRAKYA ÜNİVERSİTESİ REKTÖRLÜĞÜ VE TEZ-KOOP-İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 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                        TEZ-KOOP-İŞ - Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar İşçileri Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 2 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 8593.73\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: → 16 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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 10 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → 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: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 1400.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 24.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 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                 → 235.02 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",[185],{"title":37,"slug":33},[187],{"type":188,"data":189},"call_to_action_body_block",{"title":190,"description":191,"variant":192,"link":193},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":190,"url":194,"description":190,"rel":195,"type":196},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[198],{"type":188,"data":199},{"title":190,"description":191,"variant":192,"link":200},{"title":190,"url":194,"description":190,"rel":195,"type":196},[],{"title":17,"seo_title":203,"description":7,"path":204,"redirect_url":7,"locale":18,"children":205},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[206,287,316],{"title":20,"seo_title":207,"description":7,"path":208,"redirect_url":7,"locale":18,"children":209},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[210,214,218,234,283],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":7,"locale":18,"children":213},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":18,"children":217},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":18,"children":221},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[222,226,230],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":18,"children":225},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":18,"children":229},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":18,"children":233},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":235,"seo_title":236,"description":7,"path":237,"redirect_url":7,"locale":18,"children":238},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[239,243,247,251,255,259,263,267,271,275,279],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":7,"locale":18,"children":242},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":244,"seo_title":8,"description":7,"path":245,"redirect_url":7,"locale":18,"children":246},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":18,"children":250},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":7,"locale":18,"children":254},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":256,"seo_title":8,"description":7,"path":257,"redirect_url":7,"locale":18,"children":258},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":18,"children":262},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":264,"seo_title":8,"description":7,"path":265,"redirect_url":7,"locale":18,"children":266},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":268,"seo_title":8,"description":7,"path":269,"redirect_url":7,"locale":18,"children":270},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":272,"seo_title":8,"description":7,"path":273,"redirect_url":7,"locale":18,"children":274},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":7,"locale":18,"children":278},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":280,"seo_title":8,"description":7,"path":281,"redirect_url":7,"locale":18,"children":282},"Sendikal 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