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Şti. arasında imzalanan toplu iş sözleşmesi\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>(01.01.2025-01.01.2027)\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 1\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1-TARAFLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, merkezi İstanbul’da bulunan Türkiye\nGazeteciler Sendikası (TGS) ve merkezi İstanbul’da bulunan Bülten Basın\nYayın Reklamcılık Ticaret Ltd. Şti. (işveren) arasında, tarafların hak,\ngörev ve sorumluluklarını düzenlemek, politik ve etik olarak sorumlu\nhabercilik anlayışı ve pratiğini ileriye taşımak üzere, işyerinin\nözellikleri ve olanakları dikkate alınarak işletme düzeyinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 2-TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>A. İŞVEREN; Bülten Basın Yayın Reklamcılık Ticaret Ltd. Şti.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C. İŞÇİ; İşverenin işyerlerinde çalışan işçilerden TGS üyesi\nolanları\u003C\u002Fp>\n\n\u003Cp>D. TARAFLAR; işveren ve sendikayı,\u003C\u002Fp>\n\n\u003Cp>E. TİS; bu toplu iş sözleşmesini ifade eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- AMAÇ\u003C\u002Fh3>\n\n\u003Cp>A. Bu TİS, her türlü güç odaklarından bağımsız olarak halkın haber\nalma ve gazetecinin haber verme\u002Fyapma özgürlüğü temelinde editoryal\nbağımsızlığı korumayı ve geliştirmeyi garanti altına alır.\nHabercilikte eril\u002Fseksist, ayrımcı, nefret söylemi içeren, şiddet\nkışkırtıcılığı yapan, taraflı, baskından yana ve baskın olanı\nyeniden üreten kutuplaştırıcı, militarist yaklaşım ve dili reddeder.\nHak, yurttaş ve barış odaklı habercilik anlayışını korumayı ve\ngeliştirmeyi garanti altına alır. Demokratik katılımcı habercilik\nmodelini işyeri özelinde geliştirmeyi ve model olarak genel habercilik\nortamında yaymayı teşvik eder.\u003C\u002Fp>\n\n\u003Cp>B. İşyerinin ekonomik yönden sürdürülebilirliğini, ayakta\nkalmasını, verimli şekilde işletilmesini; TGS üyelerinin ekonomik, sosyal\ndurumlarını ve mesleki becerilerini geliştirmeyi, işçilerin insanlık\nonuruna yaraşır şekilde işsizlik korkusundan uzak, geleceğe güvenle\nbakabilecekleri, huzurlu bir çalışma ortamı oluşturmayı; işyerinde\ndemokratik katılımcılığın ve işçilerin sosyal güvenceye\nkavuşturulmalarının sağlanmasını, işçi sağlığı ve güvenliğini\nsağlayacak önlemlerin alınmasını amaç edinir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>C. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının işçilerin en temel hakkı olduğunu kabul ederek, çalışma\nyaşamının demokratikleşmesine, genişlemesine\u002Fzenginleşmesine katkıda\nbulunmayı, toplumdaki inanç\u002Finançsızlık, kültürel, etnik her alandaki\nfarklılıkların işyerindeki temsilini gözetmeyi, toplumsal cinsiyet\neşitsizliğinin giderilmesi ve işyerinde kadın-erkek eşitliğinin\nsağlanmasını, kadın, genç, yaşlı, göçmen, engelli ve LGBTİ\nişçilerin hiçbir şekilde ayrımcılığa uğramaması için gerekli pozitif\nayrımcı tedbirlerin alınmasını amaçlar.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>D. İşveren, Uluslararası Çalışma Örgütü’nün 190 sayılı Şiddet\nve Taciz Sözleşmesi (ILO 190) ve 206 sayılı Tavsiye Kararı başta olmak\nüzere uluslararası sözleşmeler, Anayasa ve diğer mevzuat hükümleri\nçerçevesinde toplumsal cinsiyet eşitliğinin yaşama geçirilmesi, iş\nyaşamında şiddet ve tacizin önlenmesi için gerekli tüm önlemleri\nalır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 4-TİS’TEN YARARLANMA\u003C\u002Fh3>\n\n\u003Ch4>A. Sendika üyelerinin yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. TİS’in imzalandığı tarihte işyerinde çalışmakta olan ve sendika\nüyesi bulunanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar,\nüyeliklerinin sendikaca işverene bildirilme tarihinden itibaren sözleşmenin\nsağladığı haklardan yararlanabilirler. TİS’in imzalanmasından sonra\nişe giren işçilerden sendikaya üye olanlar TİS’in tüm haklarından,\nsendika üyesi olduğu tarih itibariyle yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b. Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\naskerlik, emeklilik ve diğer nedenlerle hizmet akdi sona eren üye işçiler\nile ölen üye işçilerin varisleri, sözleşmenin sağladığı tüm hak ve\nyararlardan çalıştığı süre oranınca diğer işçiler gibi\nyararlanırlar.\u003C\u002Fp>\n\n\u003Ch4>B. Sendika üyesi olmayanların yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. Sendika üyesi olmayan ya da sendika üyeliğinden ayrılan veya\nçıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Ancak TİS’in\nimzasından önceki talepler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika üyeleri ile sendika üyesi olmadan dayanışma aidatı ödeyerek\nbu TİS’ten yararlananlar dışında kalan işçilere bu TİS kısmen veya\ntamamen uygulanamaz. Uygulanması durumunda uygulanan tüm parasal haklar\nsendika üyelerine ilave olarak uygulanır. Ayrıca, işveren, TİS’in\nuyguladığı her işçi için üyelik aidatı tutarı kadar tazminatı her ay\nsendikaya ödemeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>c. İşveren, tüm çalışanlarının sendika üyesi olması ve sendikal\nhaklar mücadelesini desteklemesini teşvik eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TİS’İN HÜKMÜ, YORUMU VE KAZANILMIŞ HAKLAR\u003C\u002Fh3>\n\n\u003Cp>A. İşveren ile TGS üyeleri arasında yapılması zorunlu olan kişisel\nanlaşmaların yazılı olması ve işbu TİS’in tanıdığı hakları\nazaltıcı, kısıtlayıcı ve bozucu hükümler taşımaması şarttır. Bu\nkişisel anlaşmaların TİS’e aykırı hükümlerinin yerini, bu TİS’teki\nhükümler alır.\u003C\u002Fp>\n\n\u003Cp>B. Kişisel anlaşmalarda belirtilmeyen konuda bu TİS’in hükümleri\nuygulanır. Bu anlaşmaların bir örneği, imzalandıkları tarihten sonraki\n15 iş günü içerisinde işveren tarafından TGS’ye gönderilir.\u003C\u002Fp>\n\n\u003Cp>C. İşyerinde çalışan TGS üyelerinin iş tanımları, ücretleri ve\nçalışma koşullarında meydana gelecek her türlü değişiklik, yukarıda\nbelirtilen süre içinde yazılı olarak sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Cp>D. Bu TİS’in yürürlüğe girdiği tarihten önce işçilere sağlanan\nve bu TİS’te değiştirici ya da yok edici hüküm bulunmayan işçi lehine\nhak ve menfaatler, kazanılmış hak olarak aynen devam eder.\u003C\u002Fp>\n\n\u003Cp>E. TİS’in hükümleri, amaca aykırı ve işçi aleyhine yorumlanamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6-TARAFLARIN DURUMUNDA DEĞİŞİKLİK\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, işyerini başka bir gerçek veya tüzel kişiye devrettiği,\ngerçek veya tüzel bir üçüncü şahısla ortak olduğu veya işyerinde\nyapılan işlerin bir bölümünü veya tamamını gerçek veya tüzel bir\nüçüncü şahsa yaptırdığı takdirde, bu TİS süresi sonuna kadar\nTİS’in TGS üyelerine tanıdığı haklardan, yeni işveren ile (üçüncü\nşahıs ile birlikte) zincirleme sorumludur.\u003C\u002Fp>\n\n\u003Cp>B. Sözleşmeye taraf olan sendikanın kendini feshi, infisahı,\nçalışmadan yasaklı olması vb. durumlar bu TİS’in uygulanmasını\nengellemez.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 2\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL HAKLAR VE GÜVENCESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 7-SENDİKA GÜVENCESİ VE SENDİKAL İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A. İşletmede çalışan Türkiye Gazeteciler Sendikası üyelerinin, TGS\nmerkez ve şube yöneticileri olarak seçilmeleri ve profesyonel yöneticilik\nyapmayıp işletmede çalışmaya devam etmeleri halinde; İşveren, bu\nTİS’in taraflarından biri olan TGS’nin merkez ve şubelerinin yönetim,\ndenetleme ve disiplin kurulu üyeleri ile işyeri temsilcilerini sendikal\ngörevlerini yapmalarından ötürü işten çıkaramaz, bu kişilere ceza\nveremez, bu kişilerin sendikal görevlerini yapmalarına hiçbir şekilde\nengel olamaz. 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun\nSendika İşyeri Temsilcilerine tanıdığı güvenceler, önceki cümlede\ntanımlanan TGS merkez ve şubelerinin yönetim, denetleme ve disiplin kurulu\nüyeleri yönünden de aynen geçerlidir. Bu anlamda, 6356 Sayılı Sendikalar\nve Toplu İş Sözleşmesi Kanunu’nun 24. maddesi başta olmak üzere sendika\nişyeri temsilcilerine haklar tanıyan tüm maddelerinin, TGS Merkez ve Şube\nyöneticileri yönünden de geçerli olacağı taraflarca\nkararlaştırılmıştır.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TGS üyelerinin sendikal görevlerini yerine getirmelerinden\nötürü iş sözleşmesini feshedemez. İşveren buna aykırı hareket\nettiğinin yargı kararı ile tespit edilmesi halinde, bu kişilere yasalardan\nve TİS’ten doğan haklarını öder.\u003C\u002Fp>\n\n\u003Cp>C. İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin ve\nişyerinde çalışmaya devam eden sendika yöneticilerinin işyerini\ndeğiştiremez veya mevcut iş tanımı ve pozisyonunu düşüren esaslı\ntarzda değişiklik yapamaz. Aksi hâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>D. TGS üyesinin askerlik nedeniyle ve askerliği sırasında iş\nsözleşmesi feshedilemez, askıya alınır. TGS üyesi askerlik süresinin\nsona ermesiyle, işyerindeki eski işine döner ve işe döndüğü tarihten\nitibaren işyerindeki sözleşmenin tüm haklarından, hakların ulaştığı\nseviye itibarıyla yararlanmaya devam eder. TGS üyesi dilerse, askerlik\nnedeniyle iş akdini feshederek, kıdem tazminatı ve feshe bağlı\nhaklarının ödenmesini talep edebilir.\u003C\u002Fp>\n\n\u003Cp>E. İşveren, talep halinde;\u003C\u002Fp>\n\n\u003Cp>a. Sendika yöneticilerine yılda 24 gün izin verir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika temsilcilerine yılda 12 gün izin verir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>c. Sendika temsilcileri ve görevlileri ile üyelere, kongre günlerinde\nsendikanın en geç 7 gün önceden bildirmesi halinde, kongreye katılım ve\ngidiş-geliş için gerekli yol süresince ücretli izin verir. Ayrıca\nsendikanın düzenleyeceği etkinliklere katılmaları ve sendikal görevlerini\nyerine getirebilmeleri için bir seferinde işyerindeki üye sayısının\nyüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir. Bu süre\nyıllık izinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 8- SENDİKA AİDATI\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyelerinin aidatlarını, TGS’nin göndereceği üye\nlistesine göre brüt ücretlerinin %2’si oranında kesip Sendika’nın\nbildireceği TGS banka hesabına en geç bir ay içinde yatırır. İşveren,\nTİS’ten yararlanmak isteyen diğer işçilerin dayanışma aidatlarını da\nbrüt ücretlerinin %2’si oranında kesip Sendika’nın bildireceği TGS\nbanka hesabına en geç bir ay içinde yatırır ve dayanışma aidatı ödeyen\nişçi listesini TGS’ye aynı süre içinde gönderir. İşveren, işyerine\ngiren ve işten çıkanlarla emekli olanları TGS’ye yazılı olarak aynı\nsüre içinde bildirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9-TEMSİLCİLERİN GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>TGS, işyerlerine yasada belirlenen miktarda sendika temsilcisi atar.\nAtanacak temsilciler özel durumlar ve acil ihtiyaçlar dışında demokratik\nyöntemle belirlenir. Temsilciler, TİS hükümlerinin uygulanmasını sağlar.\nSendika temsilcileri şu şekilde çalışırlar: TGS üyesi ya da üyeleri,\nşikâyet ve taleplerini TGS temsilcisine bildirir. TGS temsilcisi, konuyu\nyetkili kişilerle görüşür, gerekirse yazılı olarak bildirir. İşveren,\nişveren vekili ya da ilgili kişi, TGS temsilcisinin yazılı başvurusuna 7\ngün içinde yazılı olarak yanıt vermek durumundadır. Çözülemeyen\nkonular, temsilci tarafından sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10-İŞYERİ KOMİTESİ\u003C\u002Fh3>\n\n\u003Cp>İşyerinin yönetiminde çalışanlar birinci dereceden sorumludur.\nİşçiler arasından seçimle belirlenecek kişilerin oluşturduğu komite\nişyerini yönetir. İşçilerin disiplin uygulamaları ile iş akitlerinin\nsona erdirilmesini karara bağlamak, işin verimliliği için gerekli\ndüzenlemeleri yapmak, İşçi Sağlığı ve İş Güvenliği Kurulu olarak\ngörev yapmak ve TİS’in uygulama ve yorumundan kaynaklanan uyuşmazlıkları\ngörüşüp karara bağlamak üzere işyerinde bir İşyeri Komitesi\noluşturulur.\u003C\u002Fp>\n\n\u003Cp>İşyeri Komitesi işçilerin iş disiplini ile bağdaşmayan fiillerini\nDisiplin Kurulu sıfatı ile görüşerek suçlu bulduğu işçiye uygun\ngöreceği cezayı verir. Disiplin Kurulu sıfatıyla tarafların\nşikâyetlerini, şikâyetlere ilişkin belgeleri inceler, işçinin\nsavunmasını alır. İşçiye dair eldeki tüm veriler değerlendirilerek iş\nakitlerinin tazminatlı ya da tazminatsız sona erdirilmesini karara\nbağlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 11- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. İşin ve işyerinin ekonomik durumu, işin gerekleri bakımından\nzorunluluk olmadıkça hiçbir TGS üyesi işten çıkartılamaz.\u003C\u002Fp>\n\n\u003Cp>B. İşçi çıkarmanın zorunlu olduğu hallerde işveren, işçi çıkarma\nnedenleri ve çıkarılacak işçi sayısını, İşyeri Komitesine intikal\nettirir. Komite sorunu görüşür, başka çözüm olanakları bulunup\nbulunmadığını araştırır. Sorunu çözmeye elverişli ve işletme\ngereklerine uygun bir yol bulunamaz ise, işten çıkarma esaslarını,\nçıkarılacak işçi sayısı, işten çıkarma tarihi ile ünitelere\ndağılımını karara bağlarlar.\u003C\u002Fp>\n\n\u003Cp>Bu halde sırası ile;\u003C\u002Fp>\n\n\u003Cp>a. Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>b. Deneme süresi içinde olanlar,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c. Bir Sosyal Güvenlik Kuruluşundan emekli olanlar,\u003C\u002Fp>\n\n\u003Cp>d. İşe son giren işçiler,\u003C\u002Fp>\n\n\u003Cp>e. Emekliliğine hak kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>f. Sendika üyesi olmayanlar bu işleme tabi tutulurlar.\u003C\u002Fp>\n\n\u003Cp>Zorunlu işten çıkarmalarda cinsiyet ayrımcılığının yaşanmaması\niçin işveren gerekli tüm önlemleri almakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C. Hırsızlık, dolandırıcılık, güvenliği tehdit, taciz, tecavüz,\nkadına yönelik şiddet, şantaj gibi suçları işleyenler, üstlerine fiili\ntecavüzde bulunanlar, bir ay içinde beş günden fazla mazeretsiz üst üste\nişe gelmeyenler, çalıştığı gazeteyi alet etmek suretiyle maddi menfaat\nsağlayanların iş sözleşmeleri feshedilebilir. İşveren, bu şikâyetleri\nyazılı olarak İşyeri Komitesine iletir. Komitenin kararıyla sözleşmesi\nbu gerekçelerle feshedilen kişi, ihbar ve kıdem tazminatı isteğinde\nbulunamaz. Ancak adli makamlara müracaat yolu açıktır.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 3\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA KOŞULLARININ DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 12- İŞ TANIMI DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, yazılı rızası olmayan TGS üyesinin unvanında ve iş\ntanımında değişiklik yapamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 13- DEZAVANTAJLI İŞÇİLER\u003C\u002Fh3>\n\n\u003Cp>İşveren, genç, yaşlı, göçmen, engelli işçiler gibi dezavantajlı\ngrupların hiçbir şekilde ayrımcılığa uğramaması için gerekli pozitif\nayrımcı tedbirleri alır. Engelli işçilerin rahat, sağlıklı ve güvenli\nçalışabilmeleri için işyeri ortamında, yasal mevzuat çerçevesinde\ngerekli düzenlemeler yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 14-İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A. Ücretli izinler şu şekilde kullandırılır:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>a. TGS üyesi, haftada bir gün izin yapar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>b. TGS üyelerinin yıllık ücretli izinleri Basın İş Kanunu’na göre\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>B. Ebeveyn izni: Doğum öncesi ve sonrası kadın işçiler toplam 18 hafta\nücretli ebeveynlik iznine sahiptir. Ancak, bu süreler işçinin sağlık\ndurumuna ve işin özelliğine göre doğumdan önce ve sonra, gerekirse hekim\nraporuna göre artırılabilir. Buna ek olarak işçiye, talep etmesi halinde\nücretli iznin bitiminden itibaren 6 ay ücretsiz izin verilir. Ebeveyn izni\nkullanan işçiler izin sonrası işyerindeki eski işine döner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>C. Hamilelik durumu ve emzirme izni: Hamilelik süresince kadın işçiye\nperiyodik kontroller için ücretli izin verilir. İşveren doğum yapmış\nişçiye, doğum tarihinden itibaren 1 yıl süre ile günde iki saat emzirme\nizni verir. Bu sürenin hangi saatler arasında ve kaça bölünerek\nkullanılacağını işçi kendisi belirler. Bu süre günlük çalışma\nsüresinden sayılır. İşveren hamile kadın işçinin sağlığını ve\ngüvenliğini gözeterek talebi doğrultusunda işçiye, görev tanımı ve\nyeri değişikliği de dahil olmak üzere, gerekli her türlü kolaylığı\nsağlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D. Öğrenim İzni: Ön lisans, lisans, yüksek lisans ve doktora eğitimi\n(ve işyerindeki pozisyonunu destekleyecek mesleki\u002Fkariyer kursları da dâhil\nolmak üzere) alan öğrenci işçilerin çalışma saatleri, okudukları\nokulların koşullarına göre işi aksatmayacak şekilde İşyeri Kurulu\ntarafından belirlenir.\u003C\u002Fp>\n\n\u003Cp>E. 8 Mart Dünya Emekçi Kadınlar Günü’nde kadın işçilere tam gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>F. Hastalık izni: Sendika üyesi işçilerin hastalığı ve herhangi bir\nsağlık engeli halinde; hastalığın (18 aya kadar) devamı süresince;\nişçinin ücretinden herhangi bir kesinti yapılmaz, işçinin ücreti tam\nolarak ödenir. Ancak bu durumda işçinin Sosyal Güvenlik Kurumu’ndan\nalacağı geçici iş göremezlik ödeneği işçi tarafından işverenin\nkasasına yatırılır. İş kazası durumunda; Sosyal Güvenlik Kurumu\ntarafından verilen geçici iş göremezlik ödeneğini de işçi alır. TGS\nüyesinin hastalık süresi 18 ayı aştığı takdirde işveren, İşyeri\nKomitesinin kararıyla iş sözleşmesini feshedebilir. Bu halde iş\nsözleşmesi feshedilen TGS üyesine yasalardan ve TİS’ten doğan hakları\ntek seferde ödenir. Bu nedenle işinden çıkarılan TGS üyesi, azami üç\nyıl içinde iyileştiği takdirde işine tekrar ve tercihen geri alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>G. Askerlik izni: TGS üyesinin askerliği sırasında iş sözleşmesi\nfeshedilemez. TGS üyesi askerlik süresinin sona ermesiyle, işyerindeki eski\nişine döner ve işe döndüğü tarihten itibaren işyerindeki sözleşmenin\ntüm haklarından yararlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>Ğ. Regl döneminde kadın işçilere talep etmeleri halinde bir gün\nücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>BÖLÜM 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>A. İşyerinde hizmetin yürütümü sırasında işçilerin sağlığının\nve güvenliğinin korunması ve geliştirilmesi, işçilerin kendi sağlık ve\ngüvenlikleri ile ilgili süreçlere aktif katılımı ve işçilerin işçi\nsağlığı ve güvenliği önlemlerine uyması esastır. İşveren, işçi\nsağlığı ve güvenliği ile ilgili tüm çalışmaları sendika ile\neşgüdüm içinde yürütür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>B. İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, “sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında\nçalışma, çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik\nsorunlar” başta olmak üzere büro hizmetlerinde işçi sağlığı ve\ngüvenliği bakımından temel konular öncelikle dikkate alınır. İş ve\nişyeri değişikliklerinde işçi sağlığı ve güvenliği tedbirleri göz\nönünde bulundurulur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C. İşyerinde ilkyardım araç ve gereçleri bulundurulur. Her işçi,\nişyeri tarafından ilan edilecek sağlık ve iş güvenliği kurallarına\nuymakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>D. İşyerinde ya da özellikle alanda gece saatlerinde çalışmak\ndurumunda olan işçilerin güvenli şekilde çalışmaları ve evlerine\ndönmeleri için gerekli önlemler (güvenlik görevlisi, kamera tesisatı,\ntaksi parası vb.) işveren tarafından alınır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>E. TGS üyesi, görevli olarak gönderileceği yer veya izleyeceği olayın\nçıktığı çevreye göre işverence donatılır. İşveren, muhabir olarak\nçalışan TGS üyelerine toplumsal olaylarda kendilerini korumaları için\nbaret, gaz maskesi vb. ekipmanları sağlamak durumundadır. Aksi halde, TGS\nüyesi, görev yapmaktan imtina edebilir. Görev sırasında bu donatımın ve\nkullanılan malzemenin –işçinin kusuru olmaksızın- hasara uğramasından,\nTGS üyesi sorumlu tutulamaz. Bu donanım ve malzeme TGS üyesinin ise hasar\nişverence karşılanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>F. Taraflar, TGS üyesi gazetecilerin can güvenliğini tehdit eden\nkoşullarda (savaş, silahlı çatışma, deprem bölgesi vb.), güvenli ve\nsağlıklı şekilde çalışabilmesi için henüz uygulaması olmayan riskli\nbölgeler sigortasının hayata geçirilmesi amacıyla çalışmalar\nyürütür.\u003C\u002Fp>\n\n\u003Cp>G. Sağlık durumu nedeniyle görevinde verimli olamayan işçi,\nniteliklerine ve sağlığına uygun bir işte çalıştırılır. Ancak,\nsağlık durumunun elvermesi halinde, eski işine iade edilebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16- GÖZALTINA ALINMA, TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesi gazetecinin, gazetede yayınlanan bir yayından ya da gazete\nadına yürüttüğü bir faaliyetten ötürü özgürlüğü kısıtlanırsa,\nbu sürede ücretini bütün haklarıyla birlikte işverenden almaya devam eder\nve iş sözleşmesi hiçbir şekilde feshedilemez.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyesi gazetecinin, gazetede yayınlanan bir yayını ya da gazetede\nadına yürüttüğü bir faaliyet nedeniyle para cezasına mahkum olması\nhalinde, bu adli para cezası işveren tarafından karşılanır. Hapis\ncezasının paraya dönüştürülmesi olanağı var ise işveren bu miktarı\nkarşılamakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C. İşçi, işyeri ve işverenle ilgisi olmayan, ancak düşünce ve ifade\nözgürlüğü, demokratik hak ve özgürlüklerin ihlali olarak\ndeğerlendirilebilecek bir nedenle özgürlüğü kısıtlanan bir yaptırıma\nmaruz kalmışsa, iş sözleşmesi 1 yıl süreyle feshedilmez. 1 yıllık\nsüre boyunca her ay yarım maaş tutarında ücret alır.\u003C\u002Fp>\n\n\u003Cp>D. İşçi, bu maddenin A, B ve C fıkrası kapsamına giren durumlar\nharicinde, herhangi bir suçtan dolayı tutuklanırsa ücretsiz izinli\nsayılır. Tutukluluğu 6 ayı aştığı takdirde iş akdi feshedilebilir.\nTutuklanan TGS üyesinin tutukluluğunun,\u003C\u002Fp>\n\n\u003Cp>a. Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b. Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c. Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d. Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biriyle,\n6 ay içinde son bulması halinde işine son verilemez. Ancak yüz kızartıcı\nsuçlardan hüküm giyenlerin, cezalarının ertelenmesi ya da affa uğraması\nhalinde dahi iş akitleri feshedilir.\u003C\u002Fp>\n\n\u003Cp>E. İşçinin işverenin maddi çıkarlarını ve itibarını zarara\nuğratacak ve suç teşkil eden fiilleri bu madde kapsamında değildir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 5\u003C\u002Fh2>\n\n\u003Ch2>AKÇALI KONULAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 17- ARAÇ-GEREÇ SAĞLANMASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, olanakları ölçüsünde TGS üyelerinin görevini yapabilmesi\niçin gerekli araç-gereçleri (ses kayıt cihazı vb.) sağlar. TGS\nüyelerinin görevde kullandıkları ekipmanlar kendilerine ait ise bunların\nbakım ve onarımları işverence yaptırılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18- MASRAFLAR\u003C\u002Fh3>\n\n\u003Cp>TGS üyesinin görevini yürütebilmesi için yaptığı masraflar (yol,\nyemek vb.) işveren tarafından karşılanır. TGS üyeleri, bulundukları ilin\nsınırları dışına görevli olarak gönderilirlerse, yol, otel, haberleşme\nve yemek masrafları belge karşılığı işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 19-ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. İşyerinde işçinin ölümü durumunda cenaze masraflarının işveren\ntarafından karşılanır, ailesine net 50000 TL ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>B. İşçilere birinci dereceden yakınının (anne, baba, kardeş, çocuk,\neş) ölmesi durumunda net 5000 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 20-EVLENME, BOŞANMA VE DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. Evlenen ve boşanan işçilere net 5000 TL ödenir.\u003C\u002Fp>\n\n\u003Cp>B. Çocuğu yeni dünyaya gelen işçilere net 5000 TL ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 21-YEMEK\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İstanbul dışındaki bürolarda çalışan işçilerin yemek ihtiyacı\nişverence karşılanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 22-YILLIK İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusamount1\">\u003Cp>İşveren, her yıl İşçilerin Uluslararası Birlik Mücadele Dayanışma\ngünü olan 1 Mayıs tarihinde sendika üyelerine net 5000 TL ikramiye\nöder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 23-ÜCRET ZAMLARI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>İşveren, 1 Ocak 2025’ten itibaren geçerli olmak üzere birinci yıl\niçin tüm işçilerin ücretine yüzde 30 oranında artış yapar,\nsözleşmenin ikinci yılında da asgari ücrete yapılacak zam oranı kadar\nartış yapılır. Ayrıca TİS süresi içerisinde zam dönemleri dışında\nasgari ücrete zam gelmesi durumunda aynı oranda çalışanların ücretleri\nde arttırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 24- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi 07.02.2025 tarihinde imzalanmış olup, 01.01.2025\ntarihinden itibaren 2 yıl yürürlüktedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":45,"cbamemtrad":47,"trainingprogrammes":51,"contracttrial":55,"sicknesspay":58,"menstruationleave":62,"healthandsafetypolicy":66,"funeralpay":69,"paidmaternityleave":73,"maternity_nursing_breaks_duration":77,"discrimination":81,"sexualhar":85,"protectiveclothing":89,"strikes_trigger":93,"dayspweek_select":95,"PAIDLEAV_trigger":99,"TRADEUNLEAV_trigger":103,"wageincreasetype2":107,"ONCERISE_trigger":111,"incidentalbonusamount1":114,"MEALALL_trigger":118},{"bindId":43,"name":44,"text":44},"cbadate_start","(01.01.2025-01.01.2027)",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":50},"cbamemtrad","B. SENDİKA; Türkiye Gazeteciler Sendikas","B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS)",{"bindId":52,"name":53,"text":54},"trainingprogrammes","B. İşveren, işçi sağlığı ve güvenliği ko","B. İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, “sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında\nçalışma, çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik\nsorunlar” başta olmak üzere büro hizmetlerinde işçi sağlığı ve\ngüvenliği bakımından temel konular öncelikle dikkate alınır. İş ve\nişyeri değişikliklerinde işçi sağlığı ve güvenliği tedbirleri göz\nönünde bulundurulur.",{"bindId":56,"name":57,"text":57},"contracttrial","b. Deneme süresi içinde olanlar,",{"bindId":59,"name":60,"text":61},"sicknesspay","F. Hastalık izni: Sendika üyesi işçileri","F. Hastalık izni: Sendika üyesi işçilerin hastalığı ve herhangi bir\nsağlık engeli halinde; hastalığın (18 aya kadar) devamı süresince;\nişçinin ücretinden herhangi bir kesinti yapılmaz, işçinin ücreti tam\nolarak ödenir. Ancak bu durumda işçinin Sosyal Güvenlik Kurumu’ndan\nalacağı geçici iş göremezlik ödeneği işçi tarafından işverenin\nkasasına yatırılır. İş kazası durumunda; Sosyal Güvenlik Kurumu\ntarafından verilen geçici iş göremezlik ödeneğini de işçi alır. TGS\nüyesinin hastalık süresi 18 ayı aştığı takdirde işveren, İşyeri\nKomitesinin kararıyla iş sözleşmesini feshedebilir. Bu halde iş\nsözleşmesi feshedilen TGS üyesine yasalardan ve TİS’ten doğan hakları\ntek seferde ödenir. Bu nedenle işinden çıkarılan TGS üyesi, azami üç\nyıl içinde iyileştiği takdirde işine tekrar ve tercihen geri alınır.",{"bindId":63,"name":64,"text":65},"menstruationleave","Ğ. Regl döneminde kadın işçilere talep e","Ğ. Regl döneminde kadın işçilere talep etmeleri halinde bir gün\nücretli izin verilir.",{"bindId":67,"name":68,"text":68},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":70,"name":71,"text":72},"funeralpay","B. İşçilere birinci dereceden yakınının ","B. İşçilere birinci dereceden yakınının (anne, baba, kardeş, çocuk,\neş) ölmesi durumunda net 5000 TL ölüm yardımı yapılır.",{"bindId":74,"name":75,"text":76},"paidmaternityleave","B. Ebeveyn izni: Doğum öncesi ve sonrası","B. Ebeveyn izni: Doğum öncesi ve sonrası kadın işçiler toplam 18 hafta\nücretli ebeveynlik iznine sahiptir. Ancak, bu süreler işçinin sağlık\ndurumuna ve işin özelliğine göre doğumdan önce ve sonra, gerekirse hekim\nraporuna göre artırılabilir. Buna ek olarak işçiye, talep etmesi halinde\nücretli iznin bitiminden itibaren 6 ay ücretsiz izin verilir. Ebeveyn izni\nkullanan işçiler izin sonrası işyerindeki eski işine döner.",{"bindId":78,"name":79,"text":80},"maternity_nursing_breaks_duration","C. Hamilelik durumu ve emzirme izni: Ham","C. Hamilelik durumu ve emzirme izni: Hamilelik süresince kadın işçiye\nperiyodik kontroller için ücretli izin verilir. İşveren doğum yapmış\nişçiye, doğum tarihinden itibaren 1 yıl süre ile günde iki saat emzirme\nizni verir. Bu sürenin hangi saatler arasında ve kaça bölünerek\nkullanılacağını işçi kendisi belirler. Bu süre günlük çalışma\nsüresinden sayılır. İşveren hamile kadın işçinin sağlığını ve\ngüvenliğini gözeterek talebi doğrultusunda işçiye, görev tanımı ve\nyeri değişikliği de dahil olmak üzere, gerekli her türlü kolaylığı\nsağlar.",{"bindId":82,"name":83,"text":84},"discrimination","C. Bu TİS; uluslararası sözleşmeler ve A","C. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının işçilerin en temel hakkı olduğunu kabul ederek, çalışma\nyaşamının demokratikleşmesine, genişlemesine\u002Fzenginleşmesine katkıda\nbulunmayı, toplumdaki inanç\u002Finançsızlık, kültürel, etnik her alandaki\nfarklılıkların işyerindeki temsilini gözetmeyi, toplumsal cinsiyet\neşitsizliğinin giderilmesi ve işyerinde kadın-erkek eşitliğinin\nsağlanmasını, kadın, genç, yaşlı, göçmen, engelli ve LGBTİ\nişçilerin hiçbir şekilde ayrımcılığa uğramaması için gerekli pozitif\nayrımcı tedbirlerin alınmasını amaçlar.",{"bindId":86,"name":87,"text":88},"sexualhar","D. İşveren, Uluslararası Çalışma Örgütü’","D. İşveren, Uluslararası Çalışma Örgütü’nün 190 sayılı Şiddet\nve Taciz Sözleşmesi (ILO 190) ve 206 sayılı Tavsiye Kararı başta olmak\nüzere uluslararası sözleşmeler, Anayasa ve diğer mevzuat hükümleri\nçerçevesinde toplumsal cinsiyet eşitliğinin yaşama geçirilmesi, iş\nyaşamında şiddet ve tacizin önlenmesi için gerekli tüm önlemleri\nalır.",{"bindId":90,"name":91,"text":92},"protectiveclothing","E. TGS üyesi, görevli olarak gönderilece","E. TGS üyesi, görevli olarak gönderileceği yer veya izleyeceği olayın\nçıktığı çevreye göre işverence donatılır. İşveren, muhabir olarak\nçalışan TGS üyelerine toplumsal olaylarda kendilerini korumaları için\nbaret, gaz maskesi vb. ekipmanları sağlamak durumundadır. Aksi halde, TGS\nüyesi, görev yapmaktan imtina edebilir. Görev sırasında bu donatımın ve\nkullanılan malzemenin –işçinin kusuru olmaksızın- hasara uğramasından,\nTGS üyesi sorumlu tutulamaz. Bu donanım ve malzeme TGS üyesinin ise hasar\nişverence karşılanır.",{"bindId":94,"name":83,"text":84},"strikes_trigger",{"bindId":96,"name":97,"text":98},"dayspweek_select","a. TGS üyesi, haftada bir gün izin yapar","a. TGS üyesi, haftada bir gün izin yapar.",{"bindId":100,"name":101,"text":102},"PAIDLEAV_trigger","b. TGS üyelerinin yıllık ücretli izinler","b. TGS üyelerinin yıllık ücretli izinleri Basın İş Kanunu’na göre\nverilir.",{"bindId":104,"name":105,"text":106},"TRADEUNLEAV_trigger","c. Sendika temsilcileri ve görevlileri i","c. Sendika temsilcileri ve görevlileri ile üyelere, kongre günlerinde\nsendikanın en geç 7 gün önceden bildirmesi halinde, kongreye katılım ve\ngidiş-geliş için gerekli yol süresince ücretli izin verir. Ayrıca\nsendikanın düzenleyeceği etkinliklere katılmaları ve sendikal görevlerini\nyerine getirebilmeleri için bir seferinde işyerindeki üye sayısının\nyüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir. Bu süre\nyıllık izinden sayılmaz.",{"bindId":108,"name":109,"text":110},"wageincreasetype2","İşveren, 1 Ocak 2025’ten itibaren geçerl","İşveren, 1 Ocak 2025’ten itibaren geçerli olmak üzere birinci yıl\niçin tüm işçilerin ücretine yüzde 30 oranında artış yapar,\nsözleşmenin ikinci yılında da asgari ücrete yapılacak zam oranı kadar\nartış yapılır. Ayrıca TİS süresi içerisinde zam dönemleri dışında\nasgari ücrete zam gelmesi durumunda aynı oranda çalışanların ücretleri\nde arttırılır.",{"bindId":112,"name":113,"text":113},"ONCERISE_trigger","MADDE 22-YILLIK İKRAMİYE",{"bindId":115,"name":116,"text":117},"incidentalbonusamount1","İşveren, her yıl İşçilerin Uluslararası ","İşveren, her yıl İşçilerin Uluslararası Birlik Mücadele Dayanışma\ngünü olan 1 Mayıs tarihinde sendika üyelerine net 5000 TL ikramiye\nöder.",{"bindId":119,"name":120,"text":120},"MEALALL_trigger","MADDE 21-YEMEK","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TGS ve Bülten Basın Yayın Reklamcılık TİS 01.01.2025-01.01.2027 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2027-01-01\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: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Gazetelerin basımı  \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                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → 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: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 540 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Evet\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 5.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 18 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Evet\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → Not specified 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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → -10.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -10.0 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            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 1.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n      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