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DÖNEM İŞLETME TOPLU İŞ\nSÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>Yürürlük Süresi : 01.01.2023-31.12.2024\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi : 13.06.2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1 - SÖZLEŞMENİN AMACI :\u003C\u002Fh2>\n\n\u003Cp>Bu işletme toplu iş sözleşmesinin amacı, işyerlerinde düzenli ve\nverimli çalışmayı sağlamak, üretimi arttırmak, işverenin ve işçilerin\nhak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve güvenle iş\nbarışını sağlamak, taraflar arasında doğabilecek farklılıkları\nuzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2 - TARAFLAR VE TANIMLAR :\u003C\u002Fh2>\n\n\u003Ch3>A)Taraflar :\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde taraflar, Türkiye Enerji, Nükleer ve Maden\nAraştırma Kurumu (TENMAK)'nun üyesi bulunduğu, Türk Ağır Sanayii ve\nHizmet Sektörü Kamu İşverenleri Sendikası (TÜHİS) ile Türkiye Enerji,\nSu ve Gaz İşçileri Sendikasının (TES-İŞ)'dır.\u003C\u002Fp>\n\n\u003Ch3>B)Tanımlar :\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi metninde,\u003C\u002Fp>\n\n\u003Cp>a)Türkiye Enerji, Nükleer ve Maden Araştırma Kurumu (TENMAK) ve bağlı\n14 no.lu \"Enerji\" iş koluna giren işyerleri ayrı ayrı \"İŞYERİ\",\nbütünü \"İŞLETME\",\u003C\u002Fp>\n\n\u003Cp>b)Türkiye Enerji, Nükleer ve Maden Araştırma Kurumu (TENMAK) ,\n\"İŞVEREN\",\u003C\u002Fp>\n\n\u003Cp>c)Türkiye Enerji, Nükleer ve Maden Araştırma Kurumu (TENMAK) ve bağlı\nişyerlerini sevk ve idareye yetkili olanlar, \"İŞVEREN VEKİLİ\",\u003C\u002Fp>\n\n\u003Cp>d)Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TÜHİS), \"KAMU İŞVEREN SENDİKASI\",\u003C\u002Fp>\n\n\u003Cp>e)Türkiye Enerji, Su ve Gaz İşçileri Sendikasının (TES-İŞ),\n\"SENDİKA\", \u003C\u002Fp>\n\n\u003Cp>f)İş sözleşmesine dayanarak çalışan gerçek kişiler, \"İŞÇİ\"\u003C\u002Fp>\n\n\u003Cp>g)İşyerlerinde çalışan ve kanunen işçi sayılan TES-İŞ üyeleri,\n\"ÜYE\",\u003C\u002Fp>\n\n\u003Cp>h)Bu işletme toplu iş sözleşmesi, \"SÖZLEŞME\". diye\ntanımlanmıştır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 - KAPSAM VE YARARLANMA :\u003C\u002Fh2>\n\n\u003Ch3>A)Kapsam :\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi Türkiye Enerji, Nükleer ve Maden\nAraştırma Kurumu (TENMAK) ve bağlı 14 no.lu \"Enerji\" iş kolundaki\nişyerleri ile bu işyerlerine bağlı eklentilerde çalışan taraf sendika\nüyesi işçileri kapsar.\u003C\u002Fp>\n\n\u003Ch3>B)Yararlanma :\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinden taraf sendika üyesi işçiler\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinden, imza tarihinde taraf sendikaya üye olanlar\nyürürlük tarihinden, imza tarihinden sonra sendikaya üye olanlar ise\nüyeliklerinin sendikaca işverene bildirildiği tarihten itibaren\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Üye olmayanların yararlanmaları hakkında 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - TOPLU İŞ SÖZLEŞMESİNİN HÜKMÜ :\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu iş\nsözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini toplu iş sözleşmesindeki hükümler alır.\nİş sözleşmesinde düzenlenmeyen hususlarda toplu iş sözleşmesindeki\nhükümler uygulanır. Toplu iş sözleşmesinde iş sözleşmelerine aykırı\nhükümlerin bulunması halinde iş sözleşmesinin işçi yararına olan\nhükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>Sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin hükümleri\nyenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü olarak devam\neder.\u003C\u002Fp>\n\n\u003Cp>Sözleşmede belirtilmeyen konularda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 - İŞYERİ SENDİKA TEMSİLCİLERİ :\u003C\u002Fh2>\n\n\u003Ch3>A)Atanması :\u003C\u002Fh3>\n\n\u003Cp>Sendika, işyerinde çalışan ve bu toplu iş sözleşmesi kapsamına giren\nişçilerden olmak kaydıyla 6356 sayılı Sendikalar ve Toplu İş\nSözleşmesi Kanununun 27. maddesi hükümleri uyarınca işyeri sendika\ntemsilci\u002Ftemsilcilerini seçer ve seçtiği temsilcilerin listesini, varsa\nbaştemsilciyi ayrıca belirtmek suretiyle on beş gün içinde işverene yazı\nile bildirir.\u003C\u002Fp>\n\n\u003Ch3>B)Görevleri :\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilci\u002Ftemsilcileri kanunlarda ve bu toplu iş\nsözleşmesinde kendilerine verilen görevlerden başka;\u003C\u002Fp>\n\n\u003Cp>İşyerinde, üyelerle işveren arasında ilişkiyi ve çalışma huzurunu\nsağlamak,\u003C\u002Fp>\n\n\u003Cp>Sendika ile üyeler arasında bağları güçlendirmek,\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışma saatleri içinde asıl işini aksatmamak ve iş\ndisiplinine aykırı davranmamak kaydıyla üyelerin şikâyet ve\nmüracaatlarını dinlemek,\u003C\u002Fp>\n\n\u003Cp>Üye ve işveren arasındaki uyuşmazlıkların çözümünde çalışmakla\ngörevlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 - SENDİKA ÜYELİĞİNİN, TEMSİLCİLİĞİNİN VE\nYÖNETİCİLİĞİN GÜVENCESİ :\u003C\u002Fh2>\n\n\u003Cp>6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanununun 23, 24 ve 25.\nmadde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 7 - SENDİKAL İZİNLER :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>A) Temsilci İzinleri :\u003C\u002Fh3>\n\n\u003Cp>Sendika baştemsilci veya temsilcileri işyerindeki temsilcilik görevlerini\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartı ile işverenin\nde uygun göreceği zamanlarda aşağıdaki yazılı sürelerde yerine\ngetirirler.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin bu izin süresini işyerinde geçirmesi asıldır. Ancak,\nBaştemsilci izin süresini, Sendika merkezi, şube veya bölge\ntemsilciliğinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşulu ile sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\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 colspan=\"3\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">Haftalık\n        İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Temsilci\u003C\u002Ftd>\n      \u003Ctd>Baş Temsilci\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>1 Saat\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 Saat\u003C\u002Ftd>\n      \u003Ctd>3 Saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 Saat\u003C\u002Ftd>\n      \u003Ctd>4 Saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501 ve daha fazla işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 Saat\u003C\u002Ftd>\n      \u003Ctd>5 Saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B) Diğer İzinleri :\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcileri ile görevlilerine kongre, konferans, se-miner,\nyönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi\ntoplantılara katılmaları için Sendikanın yazılı talebi üzerine\naşağıdaki düzenlenmiş şekle göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">Yıllık\n        Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Sendika Temsilcisi ve Görevlileri\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>10 Gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>15 Gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>20 Gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>25 Gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1001 ve daha fazla işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>işçi sayısının %10' u kadar gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5' inden fazla sayıda üyenin birden\neğitim izni kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak Genel Kurullar için bu %5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - SENDİKA İLAN TAHTASI VE TEMSİLCİ ODASI :\u003C\u002Fh2>\n\n\u003Ch3>A) İlan Tahtası :\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika haberlerinin işçilere duyurulması için işyerinde\nişçilerin kolayca görebilecekleri uygun bir yere ilan tahtası konulmasını\nsağlar.\u003C\u002Fp>\n\n\u003Cp>Sendika ilanları, işyeri sendika temsilcilerince önceden bir sureti\nişverene verilmek ve mutabakat sağlamak kaydıyla, ilan tahtasına asılır.\nYetkili imza ve mühürleri taşımayan duyuru ve bildiriler ile işveren\naleyhine olan ve suç teşkil eden ilanlar ilan tahtasına asılamaz.\u003C\u002Fp>\n\n\u003Ch3>B) Temsilci Odası :\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerinde imkanlar dahilinde işyeri sendika temsilcilerinin\ntemsilcilik görevlerini yapabilecekleri ve evraklarını muhafaza\nedebilecekleri bir odayı sendikaya temsilcilik odası olarak tahsis\nedebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 - SENDİKA YÖNETİCİ VE TEMSİLCİLERİNİN UYE VE İŞVERENLE\nGÖRÜŞMESİ :\u003C\u002Fh2>\n\n\u003Cp>Sendika yöneticileri, işveren veya vekillinden izin almak şartıyla\nişverenin göstereceği yerde ve işi aksatmayacak şekilde üyelerle\ngörüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>Sendika yöneticileri ve işyeri sendika temsilcileri, işyeriyle ilgili\nkonular hakkında önceden randevu almak şartıyla işveren veya vekilleriyle\ngörüşebilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- SENDİKA AİDATI\u003C\u002Fh2>\n\n\u003Cp>İşveren, kanun gereği kesmesi gereken üyelik aidatını veya dayanışma\naidatını işçilerin ücretlerinden keserek bir ay içinde sendikanın\nbildireceği banka hesabına yatırmak ve kesinti listesini sendikaya\ngöndermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 - İŞE ALMADA USUL :\u003C\u002Fh2>\n\n\u003Cp>İşe alınacak işçiler hakkında, işveren \"Kamu Kurum ve Kuruluşlarına\nİşçi Alınmasında Uygulanacak Usul ve Esaslar Hakkında Yönetmelik\"\nesaslarına göre hareket eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 12 - DENEME SURESİ :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Deneme süresi 2 aydır. Deneme süresi içinde taraflar iş sözleşmesini\nbildirim süresine gerek olmaksızın tazminatsız feshedebilirler.\u003C\u002Fp>\n\n\u003Cp>İşçinin çalıştığı günler için ücret ve diğer hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 - İŞ VE İŞYERİ DEĞİŞİKLİĞİ :\u003C\u002Fh2>\n\n\u003Cp>İşçilerin tabi oldukları mevzuat hükümleri saklı kalmak kaydıyla;\u003C\u002Fp>\n\n\u003Cp>İşçiler gerektiği takdirde, işyeri içinde unvanı veya niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde muvafakat\naranmaksızın geçici olarak işveren tarafından görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak şartı ile işçilerin, aynı\nişverene bağlı ve belediye hudutları içindeki bir başka işyerine\nişverence nakledilmeleri mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı işverene bağlı ve belediye hudutları dışındaki\nişyerlerine daimi olarak nakledilmeleri yazılı rızaya bağlıdır. Geçici\nsüre ile nakillerde işçinin rızası aranmaz. Ancak bu süre 3 ayı\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - ASKERLİK VE KANUNDAN DOĞAN ÇALIŞMA :\u003C\u002Fh2>\n\n\u003Cp>İşçinin, muvazzaf askerlik hizmeti dışında, manevra veya herhangi bir\nnedenle silah altına alınması nedeniyle işinden ayrılması halinde bu\nkonuya ilişkin olarak 4857 sayılı İş Kanunu'nun 31. madde hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - YENİ İŞ ARAMA İZNİ :\u003C\u002Fh2>\n\n\u003Cp>Bildirim süreleri içinde işveren, işçiye yeni bir iş bulması için\ngerekli olan iş arama iznini iş saatleri içinde ve ücret kesintisi yapmadan\nvermeye mecburdur. İş arama izin süresi günde iki saattir. İşçi isterse\niş arama izin saatlerini birleştirerek toplu kullanabilir. Ancak iş arama\niznini toplu kullanmak isteyen işçi, bunu işten ayrılacağı günden\nevvelki günlere rastlatmak ve bu durumu işverene bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşveren yeni iş arama iznini vermez veya eksik kullandırırsa o süreye\nilişkin ücret işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren, iş arama izni esnasında işçiyi çalıştırır ise işçinin\nizin kullanarak bir çalışma karşılığı olmaksızın alacağı ücrete\nilaveten, çalıştırdığı sürenin ücretini yüzde yüz zamlı öder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16 - HAFTALIK ÇALIŞMA SÜRESİ :\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a)İşyerinde çalışma süresi haftada en çok 45 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Çalışma süresinin günlere göre dağılımı, mesai başlama ve\nbitiş süreleri işin gereğine ve işyerinin özelliklerine göre mevzuat\nhükümlerine uygun olarak işverence tespit edilir ve işyerinde ilan\nedilir.\u003C\u002Fp>\n\n\u003Cp>c)Vardiyalı çalışılan işlerde mevcut uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 - ARA DİNLENMESİ :\u003C\u002Fh2>\n\n\u003Cp>Günlük çalışma süresinin ortalama bir zamanında o yerin gelenekleri\nve işin gereğine göre ayarlanmak suretiyle işçilere;\u003C\u002Fp>\n\n\u003Cp>a)Dört saat veya daha kısa süreli işlerde onbeş dakika,\u003C\u002Fp>\n\n\u003Cp>b)Dört saatten fazla ve yedibuçuk saate kadar (yedibuçuk saat dahil)\nsüreli işlerde yarım saat,\u003C\u002Fp>\n\n\u003Cp>c)Yedibuçuk saatten fazla süreli işlerde bir saat, ara dinlenmesi\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu dinlenme süreleri en az olup aralıksız verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak bu süreler, iklim, mevsim, o yerdeki gelenekler ve işin niteliği\ngöz önünde tutularak sözleşmeler ile aralı olarak kullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Dinlenmeler bir işyerinde işçilere aynı veya değişik saatlerde\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmeleri çalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-OVERTIME_trigger\">\u003Ch2>MADDE 18 - FAZLA ÇALIŞMA VE ÜCRETİ :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>a)Haftalık 45 saatin üzerinde yapılan çalışmalar fazla çalışma\nmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>b)Fazla çalışmalarda her bir saat fazla çalışma için verilecek\nücret, normal çalışma ücretinin saat başına düşen miktarının % 70\nyükseltilmesi suretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Fazla çalışma yapan işçi isterse, bu çalışma karşılığı zamlı\nücret yerine, fazla çalıştığı her saat karşılığında iki saati\nserbest zaman olarak kullanabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch2>MADDE 19 - HAFTA TATİLİ ÇALIŞMASI VE ÜCRETİ :\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>İşçilere, işyerinde belirlenen çalışma günlerinde çalışmış\nolmaları koşulu ile yedi günlük bir zaman dilimi içinde kesintisiz en az\n24 saat dinlenme (hafta tatili) verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışılmayan hafta tatili günü için işveren tarafından bir iş\nkarşılığı olmaksızın o günün ücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Hafta tatili günü çalıştırılan işçilere, çalışmadan alacakları\nücretleri ile birlikte bu gün için toplam 3 (üç) günlük ücret\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 20 - ULUSAL BAYRAM - GENEL TATİL GÜNLERİ VE ÜCRETLERİ :\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Ulusal Bayram ve Genel Tatil Günleri kanunda belirtilen günlerdir. Ulusal\nBayram ve Genel Tatil Günlerinde çalıştırılan işçilere, bir iş\nkarşılığı olmaksızın alacakları ücretleri ile birlikte bu gün için\ntoplam 3 (üç) günlük ücret ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>MADDE 21 - YILLIK ÜCRETLİ İZİNLER :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>4857 sayılı İş Kanununun 53. maddesi gereğince; işyerinde işe\nbaşladığı günden itibaren, deneme süresi de içinde olmak üzere, en az\nbir yıl çalışmış olan işçilere yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>İşçilere verilecek yıllık ücretli izin süresi, hizmet süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Bir yıldan beş yıla kadar (beş yıl dahil) olanlara 16 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Beş yıldan fazla onbeş yıldan az olanlara 23 gün,\u003C\u002Fp>\n\n\u003Cp>c)Onbeş yıl (dahil) ve daha fazla olanlara 28 gün,\u003C\u002Fp>\n\n\u003Cp>ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, hafta tatili ve genel tatil günleri izin süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak yıllık izin süresi bakımından cumartesi günleri iş günü\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda gösterilen izin süreleri tarafların anlaşması ile bir\nbölümü 10 günden aşağı olmamak üzere bölümler halinde\nkullanılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 22 - ÜCRETLİ MAZERET İZİNLERİ :\u003C\u002Fh2>\n\n\u003Cp>İşçilere aşağıdaki halleri belgelendirmek ve olayın vukuundan\nitibaren 10 gün içerisinde kullanmak kaydıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)İşçinin evlenmesi halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b)İşçinin ana, baba veya kardeşinin ölümü halinde 5 gün, eş veya\nçocuğunun ölümü halinde 6 gün, kayınvalide veya kayınpederinin ölümü\nhalinde 2 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>c)İşçinin eşinin doğum yapması halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)İşçinin evlat edinmesi halinde 5 gün,\u003C\u002Fp>\n\n\u003Cp>e)Yangın, sel, deprem gibi doğal afetlere uğrayan işçilere 10 gün,\u003C\u002Fp>\n\n\u003Cp>ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>f)İşçilere işverence mazeretleri uygun görülmesi kaydıyla, yılda 4\ngüne kadar ücretli mazeret izni verilebilir. Bu izinlerin kullanılması bir\ndefada bir saatten az, bir günden fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>g)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde 10 güne kadar ücretli mazeret\nizni verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>h)İşçinin eş, çocuk, ana veya babasının kanser, verem gibi ağır ve\nacil tedavi gerektiren hastalığa maruz kalmalarında, ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde işçiye, yılda\n10 güne kadar ücretli refakat izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ı) Şua izni konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23 - ÜCRETSİZ MAZERET İZNİ :\u003C\u002Fh2>\n\n\u003Cp>a)İşyerinde çalışan sendika üyesi işçilerin talepleri ve\nmazeretlerinin işverence kabulü halinde yılda 45 güne kadar ücretsiz izin\nverilebilir. Bu izin süresi işverence uygun görülmesi halinde aynı\nşartlarla 45 gün daha uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>b)İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek anne, baba, eş ve çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde bu hallerin hekim raporu ile belgelendirilmesi şartıyla, istekleri\nüzerine en çok 6 (altı) aya kadar ücretsiz izin verilebilir. Aynı\nşartlarda bu süre işverenin onayı ile bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 - ANALIK HALİNDE ÇALIŞMA VE SÜT İZNİ :\u003C\u002Fh2>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25 - GÖZALTINA ALINMA - TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLATMA :\u003C\u002Fh2>\n\n\u003Cp>1.Gözaltına alınan işçiler bunu belgeledikleri takdirde kanuni\ngözaltı süresince ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>2.İşçi herhangi bir suçla tutuklandığı, gözaltına alındığı ve\ntutuklu kaldığı sürelerin toplamı, İş Kanunundaki bildirim sürelerini\naştığı takdirde iş sözleşmesi münfesih sayılır. Bu sürelerin İş\nKanunundaki bildirim süresini aşmaması hallerinde, işçi bu süreler için\nücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>3.Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biriyle 90 gün içinde son bulması ve işçinin bu tarihten\nitibaren bir hafta içinde işine dönmeyi talep etmesi halinde işveren\ntarafından emsallerinin hakları ile işe alınır. 90 gün sonunda yapılan\nbaşvuru halinde boş yer varsa işe alınır. Bu halde işe tekrar alınan\nişçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4.Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç) yargılanmaları\ntutuklu olarak devam ederken doksan gün içinde tahliye edilenlerin bir hafta\niçinde işe başvurması halinde münhal kadro bulunması ve ihtiyaç\nduyulması halinde işveren tarafından tekrar işe alınırlar. Bilahare\nhüküm giymeleri halinde hizmet akitleri münfesih sayılır. Şu kadar ki 5.\nfıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5.Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeni ile, 6 aydan fazla ceza aldığı halde 6\naydan önce tahliye edilen işçiler, bir hafta içinde başvurması ve\nişyerinde durumuna uygun münhal kadro bulunması ve hizmetine ihtiyaç\nduyulması halinde işverenin takdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6.Yüz kızartıcı suçlar ile sabotaj, Devletin Ülke ve Milleti ile\nbütünlüğüne, Milli güvenliğe, Kamu düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler, cezanın\nertelenmesi, paraya çevrilmesi veya affa uğraması hallerinde dahi hiç bir\nsuretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7.İşverene ait herhangi bir aracı görevli olarak kullanırken, trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde 90 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde, başvurmaları halinde eski\nişlerine alınırlar. 90 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26 - BİLDİRİM SURELERİ :\u003C\u002Fh2>\n\n\u003Cp>Bildirim süreleri hakkında 4857 sayılı İş Kanunun 17. madde\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 27 - KIDEM TAZMİNATI :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatı konusunda kanun hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 28 - HARCIRAH :\u003C\u002Fh2>\n\n\u003Cp>Harcırah konusunda 6245 sayılı Harcırah Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>MADDE 29 - İŞ GÖREMEZLİK HALİ VE HASTALIK YARDIMI :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda 4 defayı geçmemek üzere işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 30 - ÜCRET VE ÖDEME ZAMANI :\u003C\u002Fh2>\n\n\u003Cp>Ücret, işçilere yaptıkları iş karşılığında işveren tarafından\nsağlanan ve para ile ödenen tutardır.\u003C\u002Fp>\n\n\u003Cp>İşçi ücretleri mevzuat gereği Türk Parası ile işçilerin banka\nhesaplarına yatırılmak suretiyle ödenir. İşveren yaptığı her ödemede\nişçiye ücret hesabını gösterir imzalı veya işyerinin özel işaretini\ntaşıyan bir ücret pusulası verir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31 - ÜCRET ZAMMI :\u003C\u002Fh2>\n\n\u003Ch3>1-TABAN ÜCRET :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>01.01.2023tarihinde günlük brüt çıplak ücretleri; 500,00 TL'nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 500,00 TL'ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2-ÜCRET ZAMLARI :\u003C\u002Fh3>\n\n\u003Ch4>a)Birinci Yıl Birinci Altı Ay Zammı :\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.01.2023tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten sonra, 01.01.2023 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.01.2023 tarihinden geçerli olmak\nüzere birinci yıl birinci altı ay için Refah Payı dahil % 45 (Kırkbeş)\noranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2023 indeks sayısının, Aralık 2022\nindeks sayısına göre değişim oranının % 45 (Kırkbeş)'i aşması\nhalinde aşan kısmın tamamı, birinci yıl ikinci altı ay ücret zammı\noranına ilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>b)Birinci Yıl İkinci Altı Ay Zammı :\u003C\u002Fh4>\n\n\u003Cp>01.07.2023tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2023\ntarihindeki günlük brüt çıplak ücretlerine,\u003C\u002Fp>\n\n\u003Cp>01.07.2023tarihinden geçerli olmak üzere % 15 (Onbeş) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2023 indeks sayısının, Haziran 2023\nindeks sayısına göre değişim oranının % 15 (Onbeş)'i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>c)İkinci Yıl Birinci Altı Ay Zammı :\u003C\u002Fh4>\n\n\u003Cp>01.01.2024 tarihinde işyerlerinde çalışmakta olan işçilerin 01.01.2024\ntarihindeki günlük brüt çıplak ücretlerine,\u003C\u002Fp>\n\n\u003Cp>01.01.2024tarihinden geçerli olmak üzere % 10 (On) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2024 indeks sayısının, Aralık 2023\nindeks sayısına göre değişim oranının % 10 (On)'u aşması halinde aşan\nkısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Ch4>d)İkinci Yıl İkinci Altı Ay Zammı :\u003C\u002Fh4>\n\n\u003Cp>01.07.2024 tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2024\ntarihindeki günlük brüt çıplak ücretlerine,\u003C\u002Fp>\n\n\u003Cp>01.07.2024tarihinden geçerli olmak üzere % 10 (On) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2024 indeks sayısının, Haziran 2024\nindeks sayısına göre değişim oranının % 10 (On)'u aşması halinde aşan\nkısmın tamamı, ikinci yıl ikinci altı ayının son günündeki ücrete\ntakip eden ayın birinci gününden geçerli olmak üzere (01.01.2025\ntarihinden geçerli olmak üzere işçilerin 31.12.2024 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>e)Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları kaydıyla, sendikaca üyeliklerinin işverene bildirildiği\ntarihi takip eden aybaşından geçerli olmak üzere toplu iş sözleşmesinin\n\"İş Primi\" başlıklı 37. maddesindeki gruplar esas alınmak kaydıyla\naşağıdaki tespit edilen brüt işe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRUP\u003C\u002Ftd>\n      \u003Ctd>01.01.2023-30.06.2023\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. GRUP\u003C\u002Ftd>\n      \u003Ctd>710,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. GRUP\u003C\u002Ftd>\n      \u003Ctd>705,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. GRUP\u003C\u002Ftd>\n      \u003Ctd>700,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işe giriş ücretleri sözleşmenin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında ve\nücretin zamlandığı tarih itibariyle artırılarak uygulanır. Toplu iş\nsözleşmesinin birinci yılının birinci altı ayında yukarıdaki işe\ngiriş ücretiyle işe başlayan işçilere birinci yılının birinci altı ay\nzammı olan % 45 ayrıca uygulanmaz, ancak takip eden dönemlerin ücret\nzamları uygulanır. Ayrıca, bu uygulama sebebiyle sonradan işe alınan\nişçilerin ücretleri hiçbir şekilde emsali kıdemli işçilerin ücretini\ngeçemez. İşverence ilgili dönemde, işe giriş ücretinden daha yüksek bir\nücretle işe alınan işçilerin ücretinden indirim yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>MADDE 32 - İLAVE TEDİYE VE İKRAMİYE :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>a) İşçilere, 6772 sayılı Kanun Hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda 60\ngünlük ücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30\ngünü Şubat ayında, 30 günü ise Temmuz ayında ödenir.\u003C\u002Fp>\n\n\u003Cp>c)İkramiyelerin ödenmesinde kıstelyevm usulü uygulanır ve ücretsiz\nizin günleri hesaba katılmaz. Yıl içinde ödenen ikramiyeler, ikramiyelerin\nödeme tarihlerinde işçinin çalıştığı süreyle orantılı olarak\nhesaplanıp ödenir. Ancak işten ayrıldığı tarihte ikramiye ödemesi\nyapılmayan çalışma süresi varsa, bu çalışmasına tekabül eden ikramiye\nde kıstelyevm usulü ile ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 33 - YEMEK YARDIMI :\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşçilere; işyerinde fiilen çalıştıkları günlerde bir öğün\nücretsiz yemek verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, Ramazan ayında oruç tutanlara, sağlık kurulu raporu ile perhizli\nolduğunu belgeleyenlere ve yemek çıkarılması veya verilmesi mümkün\nolmayan işyerlerinde çalışan işçilere sözleşmenin birinci yıl birinci\naltı ayında net 94,25 TL\u002FGün; yemek yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ayrıca, kurum tarafından altı ayda bir güncellenen işyerinde verilen\nyemek bedelinin, toplu iş sözleşmesi ile belirlenen yemek bedelinden az\nolması halinde aradaki fark işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Günlük çalışma süresi ara dinlenme dahil 12 saat olan işçilere, iki\nöğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen işçiye sadece\nikinci öğün yemek parası ödenir. İşverenin her iki öğünde de ayni\nolarak yemek vermesi halinde nakdi ödeme ayrıca yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak, bir öğün yemek bedeli kısmi olarak ödenen ve günlük çalışma\nsüresi ara dinlenme dahil 12 saat olan işçilere ikinci öğün için de\nişverence kısmi ödeme yapılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34 - BİRLEŞTİRİLMİŞ SOSYAL YARDIM :\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, toplu iş\nsözleşmesinin birinci yıl birinci altı ayında her ay brüt\u003C\u002Fp>\n\n\u003Cp>1.595,00 TL\u002FAy birleştirilmiş sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş ka- ***|2s\nzası ve meslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan\ndiğer istirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 35 - VASITA YARDIMI :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>İşçilerin, işyerine gelip gitmelerini temin için işverence servis\nsağlanır. Servis güzergahı, işyeri sendika temsilcilerinin de görüşü\nalınarak işverence tespit edilir.\u003C\u002Fp>\n\n\u003Cp>Servisten yararlanamayan işçilere gerçek ulaşım durumları dikkate\nalınarak, ikametgâhlarından işyerine gidiş ve gelişlerini temin etmek\nüzere, fiilen çalıştıkları her gün için, tek vasıta kullananlara iki,\nçift vasıta kullananlara dört adet büyükşehir belediyesi\u002Fbelediye\notobüsü bilet bedeli net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, belediyelerin teknolojik bakımdan daha gelişmiş ve bilet\nuygulamasına nazaran daha ekonomik ulaşım sağlayıcı sistem uygulamaya\nkoyması halinde, dört bilet bedeli yerine, bu sistemden yararlanmayı\nsağlayacak rayiç bedel ödenir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde uygulanan mevcut tutarlar, yukarıda bahsi geçen rayiç\nbedellerden yüksek ise işverenin ödemiş olduğu tutarlar dikkate\nalınacaktır.\u003C\u002Fp>\n\n\u003Cp>İşverence yapılacak incelemede, ikametgâhları veya gerçek ulaşım\nbilgilerini yanlış beyan edenlerin tespiti halinde disiplin hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 36 - GİYİM YARDIMI :\u003C\u002Fh2>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yıl birinci altı ayında\nher ay brüt 84,58 TL\u002FAy Giyim Yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Ancak, iş icap ve zaruretleri (iş elbisesi gibi) ile İş Sağlığı ve\nGüvenliği mevzuatı gereğince verilmesi gereken koruyucu giyim malzemesi\nayrıca verilmeye devam edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 37 - İŞ PRİMİ :\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden, aşağıdaki\nişlerde görevlendirilenlere müktesep hak olmamak ve diğer ödemeleri\netkilememek kaydıyla fiilen çalıştıkları her gün için;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>\u003Cstrong>I.GRUP :\u003C\u002Fstrong> Tercüman, fizikçi, kimyager, biyolog,\nprogramcı, güvenlik birimi sorumlusu, mali birimlerde çalışan işçi ve\naşçıya günlük brüt çıplak ücretinin % 6'sı,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II.GRUP :\u003C\u002Fstrong> Teknisyen yardımcısı, tekniker yardımcısı,\naşçı yardımcısı, temizlik şefi, depo görevlisi, yapı bakım onarım\nustası, güvenlik görevlisi, genel evrak dağıtıcısı, garson (yemek sunum\nelemanı) ve kaloriferciye (kazan ateşçisi) günlük brüt çıplak\nücretinin % 5'i,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>III.GRUP :\u003C\u002Fstrong> Diğer işçilere günlük brüt çıplak\nücretinin % 4'ü oranında iş primi ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alınan işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçiler sahip oldukları ehliyet ve liyakatleri dikkate\nalınarak ait oldukları gruplara işveren tarafından yerleştirilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>MADDE 38 - EK ÖDEME :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 3.625,00 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 %45 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39 - HİZMET ZAMMI :\u003C\u002Fh2>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum ve Kuruluşunda\ngeçirdikleri her tam hizmet yılı için hiçbir ödemeyi etkilememek ve\nmüktesep hak sayılmamak kaydıyla toplu iş sözleşmesinin yürürlük\nsüresince brüt 15,00 TL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>696 sayılı KHK ile sürekli işçiliğe geçen işçiler için kıdeme\nesas yıl başlangıcı sürekli işçiliğe geçilen 02.04.2018 tarihidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 - EK PRİM :\u003C\u002Fh2>\n\n\u003Cp>Gazi, terör mağduru ve şehit yakınlarına günlük çıplak ücretinin\n%10'u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 41 - GECE ZAMMI :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre, gece\ndönemidir. 20.00-06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %8 (Yüzde sekiz) zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 42 - EVLENME YARDIMI :\u003C\u002Fh2>\n\n\u003Cp>İşçilere, sözleşmenin birinci yılı birinci altı ayında evlenmeleri\nhalinde brüt 828,83 TL, birinci evlenme yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Evlenme olayının toplu iş sözleşmesinin birinci yıl ikinci altı ayı\nile ikinci yıl birinci ve ikinci altı aylarında gerçekleşmesi halinde bu\nyardım ücret zammı oranında ve ücretin zamlandığı tarih itibarıyla\nartırılarak ödenecektir. Evlenen işçilerin her ikisinin de aynı\nişyerinde çalışmaları halinde bu yardım her ikisine de ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43 - DOĞUM YARDIMI :\u003C\u002Fh2>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Eşi doğum yapan işçiye veya işçinin kendisine, çocuğun ölü\ndoğması halinde bu toplu iş sözleşmesinin Ölüm Yardımı maddesinde\nçocuk ölümü için belirlenen miktar işverence ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44 - OLUM YARDIMI :\u003C\u002Fh2>\n\n\u003Cp>a)İşçinin, sözleşmenin birinci yılı birinci altı ayında ölümü\nhalinde kanuni mirasçılarına brüt 2.071,86 TL,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>b)İşçinin eş, çocuk, ana veya babasının sözleşmenin birinci yılı\nbirinci altı ayında ölümü halinde kendisine brüt 1.243,35 TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İşçinin iş kazası sonucu sözleşmenin birinci yılı birinci altı\nayında ölümü halinde kanuni mirasçılarına brüt 3.314,70 TL,\u003C\u002Fp>\n\n\u003Cp>tutarında ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımlar, toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında gerçekleşmesi halinde bu\nyardımlar ücret zammı oranında ve ücretin zamlandığı tarih itibarıyla\nartırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 45 - İŞ SAĞLIĞI VE GÜVENLİĞİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>5188 sayılı kanununa tabi çalışan güvenlik görevlilerine ilişkin\nişyeri uygulamalarına (belge-kıyafet, eğitim vb.) devam edilir\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 46 - DİSİPLİN KURULU VE HÜKÜMLERİ :\u003C\u002Fh2>\n\n\u003Cp>1. İşyerinde disipline ilişkin konularda gerekli soruşturmaları\nyaptıktan sonra karar vermek üzere, ikisi işveren, ikisi sendika tarafından\nbelirlenen 4 üyeden oluşan bir disiplin kurulu kurulur. Taraflar asil üye\nsayısı kadar yedek üye belirlerler. İşveren tarafından tayin edilen\nüyelerden biri Kurulun başkanıdır. Oyların eşitliği halinde kurul\nbaşkanının oyu iki oy sayılır.\u003C\u002Fp>\n\n\u003Cp>2.Taraflar bu kurula seçecekleri asil ve yedek temsilcilerini sözleşmenin\nimzalanmasından itibaren 1 ay içinde birbirlerine yazılı olarak\nbildirirler, değişiklik halinde de aynı şekilde hareket edilir. Üyeliği\nsona eren üyenin yerine yenisi 1 ay içinde bildirilir.\u003C\u002Fp>\n\n\u003Cp>3.Disiplin Kurulu kararı olmadıkça işçiye disiplin ceza cetvelinde\nbelirtilen cezalardan ihtar cezası hariç diğerleri verilemez.\u003C\u002Fp>\n\n\u003Cp>4.Disiplin hükümlerine uymayan işçi, işveren veya işveren vekili\ntarafından işlenen fiilin niteliği veya delilleriyle birlikte disiplin\nkuruluna sevk edilir. Kurul, başkanın yazılı çağrısı üzerine\ntoplanır. Her üye kendisine yapılan çağrıya uymak zorundadır. Mazereti\ndolayısıyla toplantıya katılmayan asil üye yerine yedek üye çağrılır.\nSendikanın süresi içinde disiplin kurulu üyesini seçerek işyerine\nbildirmediği haller dahil her ne sebeple olursa olsun sendika disiplin kurulu\nüyelerinin, yapılan çağrıya rağmen toplantıya katılmamaları veya\ntoplantıya katılacak üyenin belli olmaması hallerinde de kurul başkan ve\ndiğer üyeleri ile toplanarak karar verir.\u003C\u002Fp>\n\n\u003Cp>5.Disipline konu olayın disiplin kuruluna intikalinden sonra kurul 15 gün\niçinde toplanır. Kurul, ilgili işçinin yazılı savunmasını alır; gerek\ngörürse işçiyi dinler. 6 işgünü içinde savunmasını yapmayan işçi,\nbu hakkından vazgeçmiş sayılır. Kurul, ilk toplantı tarihinden itibaren\n15 gün içinde karar verir. Bu süre gerektiğinde 15 gün daha uzatılabilir.\nKurul, işçiyi suçlu bulduğu taktirde suçun niteliği ve işleniş biçimi\ngöz önüne alınarak ekli ceza cetveline göre kararını verir. Kurul\nkararı işveren veya işveren vekili tarafından işçiye bildirilir. İş\nsözleşmenin feshini gerektiren hallerde 4857 sayılı İş Kanunun 26. madde\nhükümleri saklıdır. \u003C\u002Fp>\n\n\u003Cp>6.Sözleşme eki ceza cetvelindeki fiillere uyan ihtar cezasını, işveren\nveya işveren vekili gerekçe göstererek re'sen verebilir. Ücret kesme\ncezası, her ay için 2 günlük ücretten fazla olmamak üzere işçinin\nücretinden kesilerek T.C. Çalışma ve Sosyal Güvenlik Bakanlığının\nilgili hesabına yatırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47 - UYUŞMAZLIKLARI ÇOZUM KURULU :\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin uygulanması ile hükümlerinin yorumu konusunda\nçıkacak uyuşmazlıkların ilk kademe olarak işyerindeki işveren vekilleri\nile sendika temsilcileri arasında çözümü esastır.\u003C\u002Fp>\n\n\u003Cp>Bu şekilde çözümü mümkün olmayan uyuşmazlıklar Türkiye Enerji,\nNükleer ve Maden Araştırma Kurumunda (TENMAK) oluşturulan Uyuşmazlıkları\nÇözüm 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\u003Ch2>MADDE 48 - HASAR VE ZARAR TESPİTİ :\u003C\u002Fh2>\n\n\u003Cp>Kusurları dolayısıyla kullandıkları araç, makine, alet ve edevatı\nhasara uğratan veya imal ettiği malı bozan, hatalı yapan işçilerden,\nmeydana gelen zararın tazmini için şu şekilde hareket edilir;\u003C\u002Fp>\n\n\u003Cp>a)Olayın vuku bulduğu işyerinde, işveren vekilinin görevlendireceği 2\nkişi ( bir tanesi hasar konusunda uzman kişi olmak üzere) ile sendikanın\nseçeceği bir kişi olmak üzere 3 kişiden oluşan bir komisyon kurulur.\u003C\u002Fp>\n\n\u003Cp>b)Komisyon, işçinin savunmasını da alarak, zararın hangi sebepten\nmeydana geldiğini, işçinin zarardaki rolünü ve ödeyeceği tazminatın\nmiktarını tespit eder.\u003C\u002Fp>\n\n\u003Cp>c)Komisyonun kararı işveren vekilinin onayından sonra işçiye tebliğ\nedilir. Kararın tebliğ tarihinden itibaren 6 iş günü içinde taraflar\nmahkemeye itiraz edebilirler. Bu süre içinde itiraz edilmemişse karar\nkesinleşir. İtiraz yapılmışsa karar mahkeme sonucunda kesinleşir.\u003C\u002Fp>\n\n\u003Cp>d)Kesinleşen hasar veya zarar bedeli işçinin ücretinin 1\u002F4'ü nispetinde\nolmak üzere her ay ücretinden muntazaman kesilerek tazmin edilir.\u003C\u002Fp>\n\n\u003Cp>e)İşverenin İş Kanunundan doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 49 - SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ :\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2023 tarihinde yürürlüğe girer ve\n31.12.2024 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch3>EK MADDE 1 :\u003C\u002Fh3>\n\n\u003Cp>696 sayılı Kanun Hükmünde Kararnamenin 127 nci maddesiyle 375 sayılı\nKanun Hükmünde Kararnameye eklenen geçici 23 üncü madde kapsamında\nsürekli işçi kadrolarına geçirilen işçilerin kıdem tazminatı gün\nsayısı, bu işçilerin şahıslarına bağlı olmak kaydıyla 12.04.2018\ntarihinde T.C. Aile, Çalışma ve Sosyal Hizmetler Bakanlığınca yayımlanan\ntoplu iş sözleşmesindeki gün sayısı dikkate alınacaktır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1 - FARKLARIN ÖDENME ZAMANI :\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmelerinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar kurumun\nbütçe imkânları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 2 :\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-İş ve Hak-İş Konfederasyonları ile Kamu İş-veren\nSendikası (TÜHİS) arasında 09.05.2023 tarihinde imzalanan \"2023 Yılı Kamu\nToplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü\" nün 6. maddesine\nistinaden 24.05.2023 tarihinde Hükümet ve Türk-İş Konfederasyonu ile Kamu\nİşveren Sendikası (TÜHİS) arasında imzalanan \"Ek Çerçeve Anlaşma\nProtokolü\" nün (a) fıkrasına istinaden bu toplu iş sözleşmesinin \"Yemek\nYardımı\" başlıklı 33. maddesinin ikinci fıkrasındaki düzenleme\nyapılmıştır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 3 :\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-İş ve Hak-İş Konfederasyonları ile Kamu İş-veren\nSendikası (TÜHİS) arasında 09.05.2023 tarihinde imzalanan \"2023 Yılı Kamu\nToplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü\" nün 11. maddesinin\n(e) fıkrası hükmü gereği toplu iş sözleşmesinin \"İş Primi\"\nbaşlıklı 37. maddesindeki maktu olarak uygulanan \"İş Primi\" yerine\n01.01.2023 tarihinden geçerli olmak üzere yüzdeli olarak düzenlenen \"İş\nPrimi\" uygulanacaktır. Ayrıca, süresi sona eren toplu iş sözleşmesinin\n37. maddesindeki maktu prim yeni dönemde ödenmeyecek olup mahsuplaşma\nişlemi yapılacaktır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 4 :\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin \"Yemek Yardımı\" başlıklı 33. Maddesinin\nüçüncü ve altıncı fıkrasındaki düzenleme toplu iş sözleşmesinin\nimza tarihinden ileriye doğru uygulanacaktır. \u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 49 Asıl Madde, 1 Ek Madde, 4 Geçici Madde\nile Ek-1 Ceza Cetvelinden ibaret olup taraflarca 13.06.2023 tarihinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"199\">\u003Cp>CEZAYI GEREKTİREN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"197\">\u003Cp>CEZALARIN TEKERRÜR SAYISI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"39\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>30 gün içinde izinsiz ve mazeretsiz bir gün işe\n        gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İzinsiz ve mazeretsiz ardı ardına iki gün veya 1\n        ay içinde iki defa herhangi bir tatil gününden sonraki işgünü\n        işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İş saati bitmeden izinsiz gitmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Hasta olmadığı halde kendisini hasta göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerine sarhoş gelmek, işyerinde veya iş\n        esnasında alkollü içki veya uyuşturucu madde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İş yapması gereken işi yapmayarak özel işlerle\n        meşgul olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerine ait malzeme, vasıta, alet veya\n        şahısları özel işlerinde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İş saatinde özel ziyaretlerde bulunmak veya izin\n        almadan ziyaretçi kabul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İş saatinde etrafını rahatsız edecek şekilde\n        bağırarak konuşmak veya şarkı söylemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İş saatinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerinde veya iş esnasında amirlerine hakaret\n        etmek veya amirlerini tehdit etmek ve iş esnasında amirlerine\n        fiziksel saldırıda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\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=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"199\">\u003Cp>CEZAYI GEREKTİREN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"197\">\u003Cp>CEZALARIN TEKERRÜR SAYISI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerinde veya iş esnasında işyeri mensuplarına\n        veya iş sahiplerine kaba muamelede bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Amirleri tarafından verilen işleri yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Amirleri tarafından işçi sağlığını ve iş\n        emniyetini ihlal etmemek kaydıyla verilen görevle ilgili emir ve\n        işleri yapmamaya arkadaşlarını kışkırtma ve yaptırmama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Kendisine verilen işi yapmadığı halde yapmış\n        gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Gizli tutulması gereken göreve müteallik sırları\n        ifşa etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerinde kavga çıkarmak veya kavga çıkmasına\n        sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İş esnasında siyasi propaganda yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Hırsızlık ve hırsızlığa teşebbüs etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerine ait alet, malzeme veya vasıtaların bakım\n        ve temizliğini ihmal etmek malzemeyi ve kırtasiyeyi hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"6\" width=\"396\">\u003Cp>Kendisine teslim edilen malzeme ve\n        vasıtayı iyi korumayarak kaybına, bozulmasına sebebiyet vermek\n        (hasarın 30 (otuz) gündelik tutarını aşmaması halinde)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>a) İhmal halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>b) Ağır ihmalinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>c) Kastı halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\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 rowspan=\"2\" width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"199\">\u003Cp>CEZAYI GEREKTİREN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"197\">\u003Cp>CEZALARIN TEKERRÜR SAYISI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"39\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden bir yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerini, kısmen veya tamamen durdurma amacı ile\n        sabotaja teşvik etmek veya sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Vasıta kullananlar için trafik kuralarına\n        riayetsizlik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerinde kumar oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşin yapılmasında amirlerine veya kendisi ile\n        birlikte çalışanlara işi aksa­tacak şekilde zorluk göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerinde işlediği suçtan dolayı 7 günden az\n        hapse mahkum olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşyerinde, 7 günden fazla hapisle cezalandırılan\n        ve cezası ertelenmeyen bir suç işlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İş akdi yapıldığı sırada bu akdin esaslı\n        noktalarından birine müteallik vasıflar veya şartlar kendisinde\n        bulunmadığı halde haiz olduğunu ileri sürmek veyahut hakikate\n        uygun olmayan bilgi vermek ve beyanda bulunmak sureti ile işçinin\n        işvereni veya işveren vekilini yanıltması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Zaruret olmadıkça iş münasebetlerinde merci\n        tecavüzünde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\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\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"36\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"199\">\u003Cp>CEZAYI GEREKTİREN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"197\">\u003Cp>CEZALARIN TEKERRÜR SAYISI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"39\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşçinin yapmakla mükellef bulunduğu ödevleri\n        işin ifası sırasında amiri tarafından yapması lüzumu ikaz ve\n        ihtar edilmesine rağmen yapmamakta direnmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Resmi belgeler üzerinde tahrifat yapmak, sahte belge\n        düzenlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşe gelmeyen işçinin yerine imza atmak, kartını\n        bastırmak veya işçiyi işe gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>İşgünü bittikten sonra, izinsiz olarak işyerine\n        girmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>30 gün içinde 3 defadan fazla 10 dakikayı aşan\n        yarım saate kadar olan gecikmeler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Rüşvet almak, rüşvet vermek veya bunlara\n        teşebbüs etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>—\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Toplu iş sözleşmesinin 35. maddesine aykırı\n        beyanda bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>2 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3 G.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İhraç\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\n",{"cbadate_start":42,"CBA_MEMTRAD4_1":45,"jobclassifaction1":49,"trainingprogrammes":53,"contracttrial":57,"sicknesspay":60,"sicknessmaxdays":64,"funeralpay":68,"healthandsafetypolicy":72,"code_application":75,"protectiveclothing":79,"paidpaternityleave":83,"deathrelatives":87,"marriage":91,"childcare":94,"hourspweek_select":98,"PAIDLEAV_trigger":102,"holidaysdays":105,"bankholidays1":109,"schedulesrestpw":113,"TRADEUNLEAV_trigger":117,"lowwageamount":120,"STRUCINCR_trigger":124,"ONCERISE_trigger":128,"ONCEONLY_trigger":131,"onceonlytype2":134,"NOCTPREM_trigger":138,"shiftallowanceperc1":141,"OVERTIME_trigger":145,"overtimeallowanceperc1_general":148,"SUNDAY_trigger":152,"COMMUTE_trigger":156,"commutingallowancetype":159,"MEALALL_trigger":163,"mealvouchersamount":166,"SENIOR_trigger":170,"longserviceallowancetype":173},{"bindId":43,"name":44,"text":44},"cbadate_start","Yürürlük Süresi : 01.01.2023-31.12.2024",{"bindId":46,"name":47,"text":48},"CBA_MEMTRAD4_1","TES-İŞ TÜRKİYE ENERJİ, SU VE GAZ İŞÇİLER","TES-İŞ TÜRKİYE ENERJİ, SU VE GAZ İŞÇİLERİ SENDİKASI",{"bindId":50,"name":51,"text":52},"jobclassifaction1","I.GRUP : Tercüman, fizikçi, kimyager, bi","I.GRUP : Tercüman, fizikçi, kimyager, biyolog,\nprogramcı, güvenlik birimi sorumlusu, mali birimlerde çalışan işçi ve\naşçıya günlük brüt çıplak ücretinin % 6'sı,\n\nII.GRUP : Teknisyen yardımcısı, tekniker yardımcısı,\naşçı yardımcısı, temizlik şefi, depo görevlisi, yapı bakım onarım\nustası, güvenlik görevlisi, genel evrak dağıtıcısı, garson (yemek sunum\nelemanı) ve kaloriferciye (kazan ateşçisi) günlük brüt çıplak\nücretinin % 5'i,\n\nIII.GRUP : Diğer işçilere günlük brüt çıplak\nücretinin % 4'ü oranında iş primi ödenir.",{"bindId":54,"name":55,"text":56},"trainingprogrammes","5188 sayılı kanununa tabi çalışan güvenl","5188 sayılı kanununa tabi çalışan güvenlik görevlilerine ilişkin\nişyeri uygulamalarına (belge-kıyafet, eğitim vb.) devam edilir",{"bindId":58,"name":59,"text":59},"contracttrial","MADDE 12 - DENEME SURESİ :",{"bindId":61,"name":62,"text":63},"sicknesspay","MADDE 29 - İŞ GÖREMEZLİK HALİ VE HASTALI","MADDE 29 - İŞ GÖREMEZLİK HALİ VE HASTALIK YARDIMI :",{"bindId":65,"name":66,"text":67},"sicknessmaxdays","Hastalık nedeniyle geçici iş göremezliğe","Hastalık nedeniyle geçici iş göremezliğe uğrayan işçilerin, T.C.\nSosyal Güvenlik Kurumunca ödeme yapılmayan günlere ait ücretlerinin\ntamamı yılda 4 defayı geçmemek üzere işverence ödenir.",{"bindId":69,"name":70,"text":71},"funeralpay","b)İşçinin eş, çocuk, ana veya babasının ","b)İşçinin eş, çocuk, ana veya babasının sözleşmenin birinci yılı\nbirinci altı ayında ölümü halinde kendisine brüt 1.243,35 TL,",{"bindId":73,"name":74,"text":74},"healthandsafetypolicy","MADDE 45 - İŞ SAĞLIĞI VE GÜVENLİĞİ:",{"bindId":76,"name":77,"text":78},"code_application","İş sağlığı ve güvenliği konusunda ilgili","İş sağlığı ve güvenliği konusunda ilgili mevzuat hükümleri\nuygulanır.",{"bindId":80,"name":81,"text":82},"protectiveclothing","Ancak, iş icap ve zaruretleri (iş elbise","Ancak, iş icap ve zaruretleri (iş elbisesi gibi) ile İş Sağlığı ve\nGüvenliği mevzuatı gereğince verilmesi gereken koruyucu giyim malzemesi\nayrıca verilmeye devam edilir.",{"bindId":84,"name":85,"text":86},"paidpaternityleave","c)İşçinin eşinin doğum yapması halinde 5","c)İşçinin eşinin doğum yapması halinde 5 gün,",{"bindId":88,"name":89,"text":90},"deathrelatives","b)İşçinin ana, baba veya kardeşinin ölüm","b)İşçinin ana, baba veya kardeşinin ölümü halinde 5 gün, eş veya\nçocuğunun ölümü halinde 6 gün, kayınvalide veya kayınpederinin ölümü\nhalinde 2 gün,",{"bindId":92,"name":93,"text":93},"marriage","a)İşçinin evlenmesi halinde 5 gün,",{"bindId":95,"name":96,"text":97},"childcare","h)İşçinin eş, çocuk, ana veya babasının ","h)İşçinin eş, çocuk, ana veya babasının kanser, verem gibi ağır ve\nacil tedavi gerektiren hastalığa maruz kalmalarında, ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde işçiye, yılda\n10 güne kadar ücretli refakat izni verilir.",{"bindId":99,"name":100,"text":101},"hourspweek_select","a)İşyerinde çalışma süresi haftada en ço","a)İşyerinde çalışma süresi haftada en çok 45 saattir.",{"bindId":103,"name":104,"text":104},"PAIDLEAV_trigger","MADDE 21 - YILLIK ÜCRETLİ İZİNLER :",{"bindId":106,"name":107,"text":108},"holidaysdays","a)Bir yıldan beş yıla kadar (beş yıl dah","a)Bir yıldan beş yıla kadar (beş yıl dahil) olanlara 16 gün,",{"bindId":110,"name":111,"text":112},"bankholidays1","Ulusal Bayram ve Genel Tatil Günleri kan","Ulusal Bayram ve Genel Tatil Günleri kanunda belirtilen günlerdir. Ulusal\nBayram ve Genel Tatil Günlerinde çalıştırılan işçilere, bir iş\nkarşılığı olmaksızın alacakları ücretleri ile birlikte bu gün için\ntoplam 3 (üç) günlük ücret ödenir.",{"bindId":114,"name":115,"text":116},"schedulesrestpw","İşçilere, işyerinde belirlenen çalışma g","İşçilere, işyerinde belirlenen çalışma günlerinde çalışmış\nolmaları koşulu ile yedi günlük bir zaman dilimi içinde kesintisiz en az\n24 saat dinlenme (hafta tatili) verilir.",{"bindId":118,"name":119,"text":119},"TRADEUNLEAV_trigger","MADDE 7 - SENDİKAL İZİNLER :",{"bindId":121,"name":122,"text":123},"lowwageamount","01.01.2023tarihinde günlük brüt çıplak ü","01.01.2023tarihinde günlük brüt çıplak ücretleri; 500,00 TL'nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 500,00 TL'ye\nçekilecektir.",{"bindId":125,"name":126,"text":127},"STRUCINCR_trigger","01.01.2023tarihinde işyerlerinde çalışma","01.01.2023tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten sonra, 01.01.2023 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.01.2023 tarihinden geçerli olmak\nüzere birinci yıl birinci altı ay için Refah Payı dahil % 45 (Kırkbeş)\noranında zam yapılacaktır.",{"bindId":129,"name":130,"text":130},"ONCERISE_trigger","MADDE 32 - İLAVE TEDİYE VE İKRAMİYE :",{"bindId":132,"name":133,"text":133},"ONCEONLY_trigger","MADDE 38 - EK ÖDEME :",{"bindId":135,"name":136,"text":137},"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 3.625,00 TL Ek ödeme yapılacaktır.",{"bindId":139,"name":140,"text":140},"NOCTPREM_trigger","MADDE 41 - GECE ZAMMI :",{"bindId":142,"name":143,"text":144},"shiftallowanceperc1","Akşam saat 20.00'den sabah saat 06.00'ya","Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre, gece\ndönemidir. 20.00-06.00 saatleri arasında çalışılan süre kadar gece\nzammı ödenir. Gece döneminde çalışan işçilerin, çalıştıkları\nsürelere ait ücretleri %8 (Yüzde sekiz) zamlı olarak ödenir.",{"bindId":146,"name":147,"text":147},"OVERTIME_trigger","MADDE 18 - FAZLA ÇALIŞMA VE ÜCRETİ :",{"bindId":149,"name":150,"text":151},"overtimeallowanceperc1_general","b)Fazla çalışmalarda her bir saat fazla ","b)Fazla çalışmalarda her bir saat fazla çalışma için verilecek\nücret, normal çalışma ücretinin saat başına düşen miktarının % 70\nyükseltilmesi suretiyle ödenir.",{"bindId":153,"name":154,"text":155},"SUNDAY_trigger","MADDE 19 - HAFTA TATİLİ ÇALIŞMASI VE ÜCR","MADDE 19 - HAFTA TATİLİ ÇALIŞMASI VE ÜCRETİ :\n\nİşçilere, işyerinde belirlenen çalışma günlerinde çalışmış\nolmaları koşulu ile yedi günlük bir zaman dilimi içinde kesintisiz en az\n24 saat dinlenme (hafta tatili) verilir.\n\nÇalışılmayan hafta tatili günü için işveren tarafından bir iş\nkarşılığı olmaksızın o günün ücreti tam olarak ödenir.\n\nHafta tatili günü çalıştırılan işçilere, çalışmadan alacakları\nücretleri ile birlikte bu gün için toplam 3 (üç) günlük ücret\nödenir.",{"bindId":157,"name":158,"text":158},"COMMUTE_trigger","MADDE 35 - VASITA YARDIMI :",{"bindId":160,"name":161,"text":162},"commutingallowancetype","İşçilerin, işyerine gelip gitmelerini te","İşçilerin, işyerine gelip gitmelerini temin için işverence servis\nsağlanır. Servis güzergahı, işyeri sendika temsilcilerinin de görüşü\nalınarak işverence tespit edilir.\n\nServisten yararlanamayan işçilere gerçek ulaşım durumları dikkate\nalınarak, ikametgâhlarından işyerine gidiş ve gelişlerini temin etmek\nüzere, fiilen çalıştıkları her gün için, tek vasıta kullananlara iki,\nçift vasıta kullananlara dört adet büyükşehir belediyesi\u002Fbelediye\notobüsü bilet bedeli net olarak ödenir.\n\nAncak, belediyelerin teknolojik bakımdan daha gelişmiş ve bilet\nuygulamasına nazaran daha ekonomik ulaşım sağlayıcı sistem uygulamaya\nkoyması halinde, dört bilet bedeli yerine, bu sistemden yararlanmayı\nsağlayacak rayiç bedel ödenir.\n\nİşyerinde uygulanan mevcut tutarlar, yukarıda bahsi geçen rayiç\nbedellerden yüksek ise işverenin ödemiş olduğu tutarlar dikkate\nalınacaktır.\n\nİşverence yapılacak incelemede, ikametgâhları veya gerçek ulaşım\nbilgilerini yanlış beyan edenlerin tespiti halinde disiplin hükümleri\nuygulanır.",{"bindId":164,"name":165,"text":165},"MEALALL_trigger","MADDE 33 - YEMEK YARDIMI :",{"bindId":167,"name":168,"text":169},"mealvouchersamount","İşçilere; işyerinde fiilen çalıştıkları ","İşçilere; işyerinde fiilen çalıştıkları günlerde bir öğün\nücretsiz yemek verilir.\n\nAncak, Ramazan ayında oruç tutanlara, sağlık kurulu raporu ile perhizli\nolduğunu belgeleyenlere ve yemek çıkarılması veya verilmesi mümkün\nolmayan işyerlerinde çalışan işçilere sözleşmenin birinci yıl birinci\naltı ayında net 94,25 TL\u002FGün; yemek yardımı ödenir.",{"bindId":171,"name":172,"text":172},"SENIOR_trigger","MADDE 27 - KIDEM TAZMİNATI :",{"bindId":174,"name":175,"text":176},"longserviceallowancetype","Kıdem tazminatı konusunda kanun hükümler","Kıdem tazminatı konusunda kanun hükümleri uygulanır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TES-İŞ ile TUHİS 01.01.2023-31.12.2024 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-12-31\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: → Waste treatment, sanitation, supply of electricity, gas and water\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                        TES-İŞ - Türkiye Enerji, Su ve Gaz 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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 8 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\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 1243.35\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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -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 500.0\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: → 45.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 108 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: →  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: 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