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OZ CELİK İS 7. DONEM TİS 01.07.2021-31.12.2023","TUR Turk Hava Yollari AO (THY A.O.) - 2021","Turkey - TUR Turk Hava Yollari AO (THY A.O.) - 2021","TUR Turk Hava Yollari AO (THY A.O.) - 2021 - Trade, fuelling and repair of motor vehicles",{"name":41,"data":42},"THY TEKNİK A.Ş. ÖZ ÇELİK  İŞ 7. DÖNEM TOPLU İŞ SÖZLEŞMESİ.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BİRİNCİ BÖLÜM \u003C\u002Fh2>\n\n\u003Ch2>Genel Hükümler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 1 : AMAÇ\u003C\u002Fh3>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi’nin amacı, şirketin rekabet\ngücünü, verimliliğini ve üretimi artırmak, işyerinde çalışan sendika\nüyesi işçilere çağdaş hak ve yararlar sağlamak, ücretlerini ve\nçalışma koşullarını iyileştirmek, iş sağlığı ve güvenliği ile\nilgili önlemleri almak, işverenlerin ve işçilerin hak ve menfaatlerini\ndengelemek, karşılıklı iyi niyet ve güvenle taraflar arasında\ndoğabilecek farklılıkları uzlaştırıcı yollarla kotarmaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 2 : TARAFLAR VE TANIMLAR\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignsingle\">\u003Cp>A- TARAFLAR\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi’nin tarafları; Türk Hava Yolları\nTeknik Anonim Şirketi ile Özdemir, Çelik, Metal ve Metal Mamulleri\nİşçileri Sendikası’dır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- TANIMLAR\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi’nde geçen; “Şirket”, “THY\nTeknik A.Ş.” veya “İşveren” ibareleri Türk Hava Yolları Teknik\nAnonim şirketini, “Sendika” veya “ÖZÇELİK-İŞ” ibareleri Özdemir,\nÇelik, Metal ve Metal Mamulleri İşçileri Sendikası’nı tanımlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountry\">\u003Ch3>Madde 3 : UYGULAMA ALANI\u003C\u002Fh3>\n\n\u003Cp>A- Yer Bakımından :\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi, Şirketin bugün var olan ve\nyürürlük içerisinde işletmeye bağlı olarak yeni kurulacak olan bütün\nişyerleri ile bunlara bağlı veya bunları tamamlayan eklenti, bağlantı ve\naraçları kapsamı içine alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunionsign\">\u003Cp>B- Kişi Bakımından:\u003C\u002Fp>\n\n\u003Cp>6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’na göre işçi\nsayılıp da Sendika üyesi bulunan tüm personel Toplu İş Sözleşmesi’nin\nkapsamındadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak;\u003C\u002Fp>\n\n\u003Cp>a)Aşağıda unvanları yazılı bulunanlar ve 6356 Sayılı Kanunu’nun\n39\u002F7 Maddesi’nin hükmüne uygun olarak; işveren vekilleri ile Toplu İş\nSözleşmesi görüşmelerine işvereni temsilen katılanlar, Toplu İş\nSözleşmesinden yararlanamaz.\u003C\u002Fp>\n\n\u003Cp>b)Müfettişler, Kontrolörler, Müdürler, 50. iş grubu ve bunların üst\nkademelerindeki diğer yöneticiler ile Müfettiş Yardımcıları, Hukuk\nMüşavirleri, Avukatlar, İş Uzmanlan, Analist Programcıları, Sistem\nProgramcıları, Uygulama Programcıları, Güvenlik Şefi, İşyeri Hekimleri,\nSağlık Memurları;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-part_time_excluded\">\u003Cp>c) Haftalık çalışma süresi en çok otuz saat ve bir takvim yılında en\nçok altı ay (öğrenci ve stajyerler için dokuz ay olmak üzere)\nçalıştırılmak kaydıyla kısmi süreli iş sözleşmesiyle\nçalıştırılan personel, bu Toplu İş Sözleşmesi’nin kapsamı\ndışındadır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Kısmi Süreli İş Sözleşmesiyle çalıştırılan personel, en fazla iki\ndefa (iki dönem) yukarıda belirlenen şartlarla çalıştırılabilir. Kısmi\nsüreli personel sayısı, toplam personelin %5’ini geçemez. İkinci dönem\nsonunda çalıştırılmaya devam edilmesi halinde iş sözleşmesi, Belirsiz\nSüreli İş Sözleşmesine dönüşür.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, bir re-organizasyon durumunda unvanlar değişecek olursa,\nyukarıda sayılan görevlerin fonksiyonel karşılığı olan görevlere\natananlar yeni unvanları ne olursa olsun kapsam dışı sayılırlar.\u003C\u002Fp>\n\n\u003Cp>C- Bu Toplu İş Sözleşmesi’nin :\u003C\u002Fp>\n\n\u003Cp>a)İşverenin yurtdışındaki işyerlerinde çalıştırdığı sadece\nmerkez tayinli sendika üyesi personele aynen uygulanacak, değişik\nuygulanacak, ek olarak uygulanacak, uygulanmayacak hükümleri bu sözleşmenin\n\"Yurtdışı Merkez Tayinli Sendikalı Personele Ait Hükümler\" bölümündeki\nmaddelerde gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>b)15.06.1999 tarihinden itibaren, Şirkete belirli süreli iş\nsözleşmesiyle alınan (önceki tarihlerde kısmi süreli iş sözleşmesiyle\nçalıştırılıp, iş sözleşmeleri sonradan belirli süreli sözleşmeye\ndönüştürülenler dahil) ve halen çalıştırılan personelin iş\nsözleşmeleri, belirsiz süreli iş sözleşmesine dönüştürülmüş ve bu\nişçilerle işbu Toplu İş Sözleşmesi’nin başlangıcından itibaren\nŞirkete ilk defa işe alınacak personele farklı uygulanacak hükümler\nilgili maddelerde gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 4 : TARAFLARIN TEMSİL YETKİSİ\u003C\u002Fh3>\n\n\u003Cp>A- İşverenin Temsil Yetkisi:\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi’nin uygulanması ile ilgili konularda işvereni\nTürk Hava Yolları Teknik A.Ş. Genel Müdürü veya yetkilendireceği\nkişiler temsil eder.\u003C\u002Fp>\n\n\u003Cp>B- Sendikanın Temsil Yetkisi:\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nde ÖZÇELİK-İŞ Sendikasını, Sendika\nGenel Başkanı, Genel Merkez Yönetim Kurulu ya da bu Kurulca yetkili\nkılınanlar temsil eder.\u003C\u002Fp>\n\n\u003Cp>C- Bu Toplu İş Sözleşmesi’nin yürürlüğe girmesinden başlayarak 15\ngün içinde taraflar yetkililerinin isimlerini birbirlerine bildirirler.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin uygulanmasından doğacak uyuşmazlıklarda\nbu yetkililer öncelikle görüşme yaparlar. Görüşme sonucu dilenirse\ntutanağa bağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 5 : SÖZLEŞMEDEN YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>Bu konuda 6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun\n39. Maddesi uygulanır. Atıfta bulunulan mevzuat neticesinde yararlananlara,\nbunlardan ölenlerin kanuni mirasçılarına işten ayrılma veya ölüm\ntarihine kadar olan süre için ve iş sözleşmesi devri ile THY Teknik A.Ş.\niştiraki olan şirketler ile THY A.O.’ya nakledilenlere (her iki durumda da\nnakil tarihine kadar hak edilmiş olanlarla sınırlı kalmak kaydı ile)\nmünhasıran kıdem ücretleri ve iş tazminatları farkları ödenir. Kıdem\nve ihbar tazminatları ile diğer ödemelerle ilgili her hangi bir fark\nödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 6 : ÜYELERE EŞİT İŞLEM YAPILMASI\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin yürürlük süresi içerisinde personele\nbu Toplu İş Sözleşmesi ile tespit edilen hak ve menfaatleri dışında\nişverence tek taraflı hak ve menfaat sağlamamak esastır. Ancak, iş icap ve\nzaruretler nedeniyle yeni hak ve menfaat sağlanması gerekirse konu ile ilgili\nÖZÇELİK-İŞ Sendikasının yazılı görüşü alınır. Sendika\ngörüşünü en geç 15 gün içinde işverene bildirir. Sendikanın olumlu\ngörüş vermemesi durumunda uygulama yapılamaz. Sendikanın yazılı\nmuvafakat vermemesine rağmen uygulamaya geçilmesi halinde sağlanan menfaat\ntüm sendika üyelerine de uygulanır.\u003C\u002Fp>\n\n\u003Cp>Kapsam dışı personele veya aynı işi yapan personelin tamamına\nsağlanabilecek hak ve menfaatler bu hükmün dışındadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 7 : SENDİKA İŞYERİ TEMSİLCİSİ VE YÖNETİCİLERİNİN\nGÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda 6356 Sayılı Kanunu’nun 23 ve 24. Maddeleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 8 : SENDİKA ÜYELİĞİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A- İşveren bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, işin sevk ve\ndağıtımında, işçinin mesleki ilerlemesinde, işçinin ücret, ikramiye ve\nprimlerinde, sosyal yardım ve disiplin hükümlerinde ve diğer hususlara\nilişkin hükümlerin uygulanması veya çalıştırmaya son verilmesi\nbakımından herhangi bir ayırım yapamaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri\ndışında veya işverenin rızası ile iş saatleri içinde, işçi sendikası\nveya konfederasyonlarının faaliyetlerine katılmalarından dolayı işten\nçıkarılamaz veya herhangi bir nedenle farklı muameleye tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>İşverenin, yukarıdaki hükümlere aykırı hareket etmesi halinde,\nişçinin ücretinin bir yıllık tutarından az olmamak ve diğer yasalardaki\nhaklarla mükerrer olmamak üzere bir tazminata hükmedilir. İşçinin İş\nKanunları ve diğer Kanunlara göre haiz olduğu bütün hakları saklıdır.\nAncak, bu fıkraya göre tazminata hükmedilmesi halinde, İş Kanunlarındaki\nkötü niyet tazminatı uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>B- Sendika üyesi personelin; çalıştığı iş yerinin kısmen veya\ntamamen kapanması halinde veya iş yerinin başka bir işverene devredilmesi\nhalinde, işveren, işçiyi işletmenin başka işyeri veya bölümlerinde\nistihdam eder.\u003C\u002Fp>\n\n\u003Cp>İşverenin, yukarıdaki hallerde ve bunlarla sınırlı olmadan genel\nolarak sendika üyesi personel ile ilgili, görev değişikliği yapması veya\ngörev yaptığı il sınırları dışında bir başka iş yerine nakletmesi\nhalinde;\u003C\u002Fp>\n\n\u003Cp>Personel, görev değişikliği veya nakil evrakının kendisine\ntebliğinden itibaren 6 işgünü içerisinde, iş sözleşmesinin; ihbar ve\nkıdem tazminatları ile 6 aylık ücreti tutarında iş güvencesi tazminatı\nödenmek suretiyle ikale yolu ile sona erdirilmesini isteyebilir. İşveren, bu\ntalebi uygun bulması durumunda talep doğrultusunda işlem yapabilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin işe iade davası açması ve kazanması halinde, ikale\nsözleşmesi gereği yapılan ödemeler mahkeme kararı gereği yapılacak\nödemelerden mahsup edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 9 : SENDİKA TEMSİLCİLERİNİN GÖREV VE YETKİLERİ\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcileri, sendika tarafından 6356 sayılı Yasa uyarınca\nişyerinde çalışan üyeler arasından aşağıda belirtilen dağılıma\nuygun olarak atanır ve durum bir yazı ile işverene bildirilir. İşveren, bu\nbildiriyi ilgili işyerlerine ivedi yazı ile duyurur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sabiha Gökçen Havalimanı Lokasyonu              ;\nBaştemsilci Sayısı 1, Temsilci Sayısı 6,\u003C\u002Fp>\n\n\u003Cp>Atatürk Havalimanı Lokasyonu\n(İSL-1)                         : Baştemsilci\nSayısı 1, Temsilci    Sayısı 3,\u003C\u002Fp>\n\n\u003Cp>Atatürk Havalimanı Lokasyonu\n(İSL-2)                         : Baştemsilci\nSayısı 1, Temsilci    Sayısı 1,\u003C\u002Fp>\n\n\u003Cp>İstanbul Havalimanı Lokasyonu (CD Hangarı)              :\nBaştemsilci Sayısı 1, Temsilci   Sayısı 3,\u003C\u002Fp>\n\n\u003Cp>İstanbul Havalimanı Lokasyonu (LMH - Hat Bakım): Baştemsilci\nSayısı      1, Temsilci   Sayısı 3,\u003C\u002Fp>\n\n\u003Cp>Esenboğa Havalimanı Lokasyonu_____________ ;________________ Temsilci\nSayısı 1,\u003C\u002Fp>\n\n\u003Cp>Toplam                                                                    \n: Baştemsilci Sayısı 5, Temsilci Sayısı 17\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baştemsilci, baştemsilcinin bulunmadığı işyerlerinde temsilci;\nkendilerinin görev ve yetkileri içinde bulundukları işyerlerinin yetkili\namiri ile gerekli temasları yaparak görüşürler. Yazılı görüşme istemi\nen geç 5 gün içinde kabul edilir.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcileri bu Toplu İş Sözleşmesi, Yasalar, Tüzüklerle\nkendilerine verilen görev ve yetkileri mevzuat hükümleri içinde yerine\ngetirirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 10 : SENDİKA BAŞTEMSİLCİLİK ODALARI\u003C\u002Fh3>\n\n\u003Cp>İşveren, İşletmede sendika işlemleri için ikisi Atatürk\nHavalimanı’nda, biri Sabiha Gökçen Havalimam’nda, biri Esenboğa\nHavalimam’nda, biri İstanbul Havalimanında olmak üzere beş ayrı yerde\ntemsilcilik odaları tahsis eder. Bu temsilcilik odaları için dahili telefon,\nbilgisayar, internet ve büro malzemeleri işverence temin edilir. Bu yerler\ndışındaki işyerlerinde işveren, imkanları ölçüsünde bir oda teminine\nçalışır. Oda temin edemediği yerlerde sendikaya bir dolap temin edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Madde 11 : SENDİKAL İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A-Baştemsilci İzni:\u003C\u002Fp>\n\n\u003Cp>Sendika Baştemsilcisi, temsilcilik görevlerini işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda yazılı\nsürelerde yerine getirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri İşçi\nMevcudu                                       \nHaftalık Ücretli İzin Süresi\u003C\u002Fp>\n\n\u003Cp>01-50 işçi çalıştırılan\nişyerinde                              4 saat\u003C\u002Fp>\n\n\u003Cp>51-200 işçi çalıştırılan\nişyerinde                           6 saat\u003C\u002Fp>\n\n\u003Cp>201-500 işçi çalıştırılan\nişyerinde                         8 saat\u003C\u002Fp>\n\n\u003Cp>500'den fazla işçi çalıştırılan\nişyerinde                10 saat\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baştemsilci atandığı tarihteki çalışma düzeninde çalışır.\nÇalışma düzeni rızası alınarak değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin izin süresini işyerinde geçirmesi asildir. Ancak, sendika\nmerkezinin işverene yapacağı yazılı veya sonradan yazı ile doğrulamak\nkoşuluyla sözlü çağrısı üzerine bu süreyi çağrı yapılan yerde de\ngeçirebilir.\u003C\u002Fp>\n\n\u003Cp>B-Temsilci İzinleri:\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda\nyazılı sürelerde yerine getirirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri İşçi\nMevcudu                                       \nHaftalık Ücretli İzin Süresi\u003C\u002Fp>\n\n\u003Cp>01-50 işçi çalıştırılan\nişyerinde                              2 saat\u003C\u002Fp>\n\n\u003Cp>51-200 işçi çalıştırılan işyerinde                     \n      3 saat\u003C\u002Fp>\n\n\u003Cp>201-500 işçi çalıştırılan işyerinde                     \n    4 saat\u003C\u002Fp>\n\n\u003Cp>. 500'den fazla işçi çalıştırılan işyerinde                5\nsaat\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C-Diğer İzinler:\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, onur kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenen şekle göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"text-decoration: underline;\">İşyeri İşçi Mevcudu\u003C\u002Fspan> \n                     \u003Cspan style=\"text-decoration: underline;\">Yıllık Toplam Ücretli İzin\nSüresi\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>01-50 işçi çalıştırılan işyerinde                       \n20 gün\u003Cbr>\n51-100 işçi çalıştırılan işyerinde                      30\ngün\u003Cbr>\n101-200 işçi çalıştırılan işyerinde                    40\ngün\u003Cbr>\n201-500 işçi çalıştırılan işyerinde                    60\ngün\u003Cbr>\n501-1000 işçi çalıştırılan işyerinde                  80\ngün \u003Cbr>\n1000'den fazla işçi çalıştırılan işyerinde          İşçi\nsayısının %10'u kadar gün.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler, her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5'inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir. Ancak, genel kurullar için bu %\n5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Cp>Sendika merkezi bu maddede yer alan izinlere ilişkin taleplerini, ayrıca\nelektronik posta ile de işverene iletecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 12 : SENDİKA AİDATI\u003C\u002Fh3>\n\n\u003Cp>İşveren, yasalar gereğince kesmeye mecbur olduğu aidatı her ay keserek,\nişçi ücretlerinin ödendiği günü takip eden 10 gün içinde sendikanın\nbildireceği banka hesabına yatırmakla yükümlüdür. İşveren, bu\nişlemler için sendikadan herhangi bir masraf isteyemez. İşveren, bu madde\nuyarınca yapılan kesintiyi gösteren bir listeyi sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 13 : İŞVERENİN CEVAPLAMA ZORUNLULUĞU\u003C\u002Fh3>\n\n\u003Cp>A- Sendika üyeleri, Toplu İş Sözleşmesi, Şirket Yönetmelikleri,\nYasalar ve Mevzuatın kendilerine tanıdığı hak ve yararlarla ilgili olarak\nişverene, Şirket yöntemlerine göre yazılı biçimde başvurma hakkına\nsahiptirler. İşveren bu madde gereğince üye başvurusunu en geç 1 ay\niçinde cevaplamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>B- THY Teknik A.Ş. ve ÖZÇELİK-İŞ, Toplu İş Sözleşmesi, Şirket\nYönetmelikleri, Yasalar ve Mevzuatın kendilerine tanıdığı hak ve\nyararlarla ilgili olarak birbirleriyle yaptıkları yazışmaları en geç 1 ay\niçinde cevaplamak zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 14 : GENELGELERİN GÖNDERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinin uygulanmasına ilişkin olarak işverence\nçıkarılan Yönetmelik, Genelge ve Genel Müdürlük emirlerinden birer suret\nen geç bir hafta içinde sendikaya gönderilir ve dağıtımına\nÖZÇELİK-İŞ kaydı konur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 15 : DUYURU TAHTASI\u003C\u002Fh3>\n\n\u003Cp>İşveren sendikanın Yasalar ve Toplu İş Sözleşmesi gereğince\nyapacağı bildiri ve duyurular ile sendikal çalışmalarını belirten tüm\nyazılarını üyelerine duyurabilmesi için işyerlerinde, işverenin duyuru\ntahtalarının yanına sendika duyuru tahtaları koymayı, işveren duyuru\ntahtası olmadığı işyerlerinde sendika, işverence uygun görülen yerlere\nsendika duyuru tahtaları koymayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>Sendikanın bu surette yapacağı imzalı ve mühürlü duyuru yayını,\nbildiri, talimat ve benzerlerinden doğacak sorumluluklar ÖZÇELİK-İŞ\nSendikasına aittir.\u003C\u002Fp>\n\n\u003Cp>Duyuru tahtalarının bir kilidi bulunur. Kilidin anahtarlarından biri\nişveren vekilinde, diğeri işyeri temsilcisinde bulunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 16 : SALON VE DERSHANELERDEN YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>Sendika, çalışmalarını duyurmak, seminerler düzenlemek ve yasal\ntoplantılarını yapmak için işyerlerindeki salon ve dershaneler ile eğitim\naraç ve gereçlerinden işverenin olurunu alarak yararlanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 17 : SENDİKA ÜYESİ HAKKINDA BİLGİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, her ay yeni işe girişleri ve işten ayrılanları sendikaya\nbildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 18 : UYUŞMAZLIKLARIN ÇÖZÜMÜ\u003C\u002Fh3>\n\n\u003Cp>A- Bu Toplu İş Sözleşmesi’nin uygulanması ve yorumu ile ortaya\nçıkabilecek uyuşmazlıkları veya İş Yasası, Sosyal Sigortalar Yasası,\nBorçlar Yasası, Emekli Sandığı Yasası ve diğer yasalarla tanınan bir\nhakkın ihlali veya yorumlanmasından doğan sorunları çözüme bağlamak\nüzere taraflar, \"Uyuşmazlıkları Çözüm Kurulu\" kurulmasını kabul\nederler.\u003C\u002Fp>\n\n\u003Cp>B- Uyuşmazlıkları Çözüm Kurulu, işverenin en yüksek düzeyde 3\nyetkili temsilcisi ile ÖZÇELİK-İŞ Sendikasının en yüksek düzeyde 3\nyetkili temsilcisinden oluşur.\u003C\u002Fp>\n\n\u003Cp>Kurul Başkanı, işveren temsilcilerinden biridir ve işverence seçilir.\nKurul oy çokluğu ile karar alır. Yorum uyuşmazlığı dışındaki\nkonularda oyların eşitliği halinde başkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>C- Kurul, taraflardan birinin diğerine uyuşmazlık konusunu yazılı\nolarak bildirilmesini izleyen 6 işgünü içinde toplanmak zorundadır.\nTaraflar, uyuşmazlık konusu ile birlikte kuruldaki temsilcilerini ve\nyedeklerini, toplantı yeri ve zamanını birbirlerine bildirirler. Bu yazılı\nşekilde bildirme gerekçeli olmalıdır.\u003C\u002Fp>\n\n\u003Cp>Kurulda konuşulan konularla ilgili veya başka bir uyuşmazlığın gelmesi\nhalinde yeni bir prosedür işletilmeden bu uyuşmazlığın da aynı kurulda\nçözümü cihetine gidilmesini taraflar kabul eder.\u003C\u002Fp>\n\n\u003Cp>D- Kurul, ilk toplantısını izleyen 10 işgünü içinde uyuşmazlığı\nbir karara bağlamak zorundadır. Bu süre içinde karar verilmezse\ngörüşmeler tarafların anlaşması ile en çok 6 işgünü daha\nuzatılabilir.\u003C\u002Fp>\n\n\u003Cp>E- Uyuşmazlıkları Çözüm Kurulu bir karara varamazsa veya varılan\nkararlar taraflarca uygun görülmezse taraflar, yasa hükümlerinden\nyararlanmakta serbesttirler. Uyuşmazlıkları Çözüm Kurulu'nun her türlü\ngörüşme, işlem ve kararları yazılı şekle bağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 19 : SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin yürürlük tarihine kadar işçilere iş sözleşmesi veya\nsair şekilde tanınmış bulunan haklardan bu sözleşme ile yeniden\ndüzenlenmemiş, değiştirilmemiş veya çıkarılmamış bulunan hususlarda\nyasal mevzuatla bağdaştığı ölçüde işçi lehine olanlar saklıdır.\u003C\u002Fp>\n\n\u003Cp>İşveren, bu Toplu İş Sözleşmesi’nin yürürlük süresi içinde\npersonelin çalışma koşulları ile ilgili olarak yapacağı\ndeğişikliklerde sendikanın görüşünü alır. Sendika görüşünü 15\ngün içinde bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch3>Madde 20 : BU TOPLU İŞ SÖZLEŞMESİNDE DÜZENLENMEYEN KONULAR\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nde düzenlenmeyen konularda bu Toplu İş\nSözleşmesi’nin imza tarihinde yürürlükte olan Şirket yönetmelik \u002F\nprosedür hükümleri ve mevzuat hükümleri uygulanır. Personelin\nyönetmeliklerle \u002F prosedürlerle belirlenmiş özlük haklarında aleyhte\ndüzenleme yapılmaması esastır. Personelin hak ve menfaatlerini doğrudan\nilgilendiren Şirket yönetmeliklerinde \u002F prosedürlerinde yapılacak\ndeğişiklikler veya yeni yönetmelikler \u002F prosedürler, uygulamaya konulmadan\nönce sendikaya alındı belgesi veya kayıt karşılığı gönderilir.\nSendika konuya ilişkin görüşünü 15 gün içinde işverene yazılı olarak\nbildirir. Sendikanın olumsuz görüş bildirdiği konular, en geç 3 gün\niçinde işverenin en üst düzeyde 2, sendikanın en üst düzeyde 2\nyetkilisinin bir araya geleceği toplantıda görüşülür. Bu toplantı\nsonucunda uzlaşma sağlanırsa durum tutanakla tespit edilir. Bu toplantıda\nsendikanın olumsuz görüş bildirdiği konular üzerinde uzlaşma\nsağlanmazsa değişiklikler tarafların hukuki hakları saklı kalmak\nkaydıyla yürürlüğe konabilir. Bu süreç (15+3=18 gün) tamamlanmadan\nyürürlüğe konan sendikanın olumsuz görüş bildirdiği değişiklikler\nÖZÇELİK-İŞ üyesi çalışanları bağlamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İKİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İşe Başlama ve İş Sözleşmesinin Feshi\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 21 : İŞE BAŞLAMA VE İSTİHDAM İÇİN GENEL ŞARTLAR\u003C\u002Fh3>\n\n\u003Cp>A)T.C. Vatandaşı olmak şartıyla, İş Kanunu ve buna göre\nçıkartılmış yönetmelik hükümlerine uygun olarak başvurmak kaydıyla\nişverenin işe alınış usulüne göre yapılan değerlendirme sonucu eşit\ndurumda olan adaylar arasında işyerinde çalışırken iş kazası veya eceli\nile ölen veya meslek hastalığı nedeniyle malul kalarak çalışamaz durumda\nolan personelin çocuklarından biri veya eşi tercihen işe alınır.\u003C\u002Fp>\n\n\u003Cp>B)İşveren ihtiyaç duyması halinde Şirkette çalışan toplam personel\nsayısının %1’ini aşmamak üzere T.C. Vatandaşı olmayan personel\nçalıştırabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Madde 22 : YENİ ALINACAK PERSONELİN ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Şirkete alınan yeni personelin ücreti aşağıdaki şekilde\nhesaplanır:\u003C\u002Fp>\n\n\u003Cp>A-Kıdem ücreti, yeni personelin görev aldığı iş grubuna\nbakılmaksızın öğrenim durumuna göre aşağıda belirtilen kademelerden\nverilir,\u003C\u002Fp>\n\n\u003Cp>a)İlkokul mezunları 1. kademe,\u003C\u002Fp>\n\n\u003Cp>b)Ortaokul mezunları 2. kademe,\u003C\u002Fp>\n\n\u003Cp>c)Lise mezunları 4. kademe,\u003C\u002Fp>\n\n\u003Cp>d)2 ve 3 yıllık yüksek okul mezunları 6. kademe,\u003C\u002Fp>\n\n\u003Cp>e)4 ve 5 yıllık yüksek okul mezunları 8. kademe,\u003C\u002Fp>\n\n\u003Cp>f)6 ve üzeri yıllık yüksek okul mezunları veya yüksek lisans yapmış\nolanlar\u003C\u002Fp>\n\n\u003Cp>10. kademe.\u003C\u002Fp>\n\n\u003Cp>g)Bilim doktorası yapmış olanlar 12. kademe\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B-Yeni işe alınan personel, hangi iş grubunda görev yapacaksa o grubun\nbaşlangıç iş tazminatını alır.\u003C\u002Fp>\n\n\u003Cp>C-Halen çalışmakta olan personelden, mezun oldukları okulun bir üst\nderecesindeki tahsilini tamamlayıp bu yeni tahsiline dair diploma ibraz\nedenlere, mezuniyet belgesi veya diploma ibraz ettiği tarihte her iki tahsil\nderecesi arasında mevcut olan giriş kademe farkı kadar kademesi\nyükseltilerek intibakı yapılır.\u003C\u002Fp>\n\n\u003Cp>Ç-Lisanslı Teknisyen, Mühendis, Uzman olarak, temininde güçlük\nçekilen personel alınırken, görev yapacağı iş grubundaki işlerde\nçalıştığını sertifika, lisans, çalışma belgesi ve Sosyal Güvenlik\nKurumu kayıtları ile belgelenmesi koşulu ile bu belgelerle belirlenen süre\ndikkate alınarak, işverenin takdirine bağlı olarak ilgili iş grubunda\nuygun görülen kademeye intibak ettirilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 23 : ENGELLİ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>İşveren, bu Toplu İş Sözleşmesi’nin \"İŞ KAZASI, MALULİYET VE\nÖLÜM\" başlıklı 81. maddesi kapsamındaki personel sayısını da dikkate\nalarak 4857 sayılı İş Kanunu'nun engelli çalıştırılması ile ilgili\n30. madde hükümlerini uygulamayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Madde 24 : DENEME SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>İşe alınan işçiler, üç aylık deneme süresine bağlıdır. Bu süre\niçinde gerek işçi gerek işveren sözleşmeyi bildirimsiz ve tazminatsız\nsona erdirebilir. İşçinin çalıştığı günler için ücret hakkı\nsaklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 25 : HAKLI NEDENLE FESİH\u003C\u002Fh3>\n\n\u003Cp>Personelin iş sözleşmesinin bildirimsiz feshedilmek suretiyle bir daha\nŞirkete alınmamak üzere Şirketle ilişkisinin kesilmesidir. İş\nKanunu’nun 25\u002FH maddesinde sayılan haller saklı kalmak kaydıyla,\naşağıda sayılan hallerde de işten çıkarma cezası verilir.\u003C\u002Fp>\n\n\u003Cp>1.Şirketin veya Şirket personeli yahut bunların aile üyelerinden birinin\nşeref ve namusuna dokunacak sözler sarf etmek veya davranışlarda bulunmak,\nŞirket veya Şirket personeli hakkında şeref ve haysiyet kırıcı asılsız\nihbar ve isnatlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>2.İşyerinde kumar oynamak veya oynatmak,\u003C\u002Fp>\n\n\u003Cp>3.Şirket personeline sataşmak veya müessir fiil işlemek (tahrik halinde\nbir alt ceza verilebilir),\u003C\u002Fp>\n\n\u003Cp>4.Şirket veya müşterilerine ait araç ve gereçleri veya makinaları\nbilerek zarara uğratmak,\u003C\u002Fp>\n\n\u003Cp>5.Kaçakçılık yapmak veya bu gibi fiilleri işleyenlere yataklık yapmak,\nteşvik etmek,\u003C\u002Fp>\n\n\u003Cp>6.Şirket personeline veya müşterilere ahlak ve adaba aykırı hal ve\nhareketler veya tekliflerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>7.Kıymetli evrakta veya resmi belgelerde veya Şirket kıymetli\nformlarında veya diğer belgelerde tahrifat yapmak, kullanılmış kıymetli\nevrak ve pulları menfaat kastıyla tekrar kullanmak,\u003C\u002Fp>\n\n\u003Cp>8.Yukarıda sayılanlara benzer ölçüde davranışlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 26 : İŞTEN ÇIKARMA CEZASINDA USUL\u003C\u002Fh3>\n\n\u003Cp>İşten çıkarma cezasını vermeye Genel Müdürlük yetkilidir.\u003C\u002Fp>\n\n\u003Cp>İşten çıkarma cezası Disiplin Kurulu Kararıyla verilir. Personelin\nişten çıkarmayı gerektiren bir fiil işlemesi durumunda, fiili öğrenen\nBaşkanlar, Genel Müdür ve Genel Müdür Yardımcılıklarına doğrudan\nbağlı ünite amirleri en geç 15 işgünü içinde Genel Müdür Mali ve\nİdari İşler Yardımcılığı kanalıyla Genel Müdürlüğe durumu yazılı\nolarak bildirir. Genel Müdürlük araştırmaya gerek gördüğünde,\nyetkilinin bildiriminden engeç 15 işgünü içinde araştırmayı başlatır.\nAraştırmanın tamamlanmasından başlayarak 15 işgünü içinde Genel\nMüdürlük Disiplin Kurulunun olayı görüşmesini isteyebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 27 : İŞ SÖZLEŞMESİNİN SONA ERME ŞEKLİ (SÜRELİ FESİH)\u003C\u002Fh3>\n\n\u003Cp>Süreli fesihlerde, sendika üyesi tüm personele 4857 sayılı Yasa\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 28 : TUTUKLULUK, GÖZALTINA ALINMA VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLATMA\u003C\u002Fh3>\n\n\u003Cp>1)Gözaltına alınan işçiler bunu belgeledikleri takdirde yasal gözaltı\nsüresinde ücretsiz izinli addedilir. Ancak gözaltında geçen süre sonunda\ntutuklanan işçiler hakkında 2. fıkra uygulanır.\u003C\u002Fp>\n\n\u003Cp>2)İşçi, herhangi bir suçla tutuklandığı ve tutukluluğu 30 günü\naştığı takdirde, iş sözleşmesi münfesih sayılır. 30 güne kadar (30.\ngün dahil) süren tutukluluk hallerinde, tutuklu kalınan süreler kadar\nişçi ücretsiz izinli kabul edilir. Ancak, işçinin kıdemine göre tabi\nolduğu bildirim süresi 30 günden fazla ise fazla olan süre uygulanır.\u003C\u002Fp>\n\n\u003Cp>3)Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması, nedenlerinden biri ile\n90 gün içinde son bulması ve işçinin bu tarihten itibaren bir hafta\niçinde işine dönmeyi talep etmesi halinde işveren tarafından emsallerinin\nhakları ile işe alınır. 90 gün sonunda yapılan başvuru halinde boş yer\nvarsa işe alınırlar. Bu halde işe tekrar alınan işçinin eski kıdem\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4)Adi suçlardan (bu maddenin 6. bendindeki suçlamalar hariç)\nyargılanmaları tutuklu olarak devam ederken 90 gün içinde tahliye\nedilenlerin bir hafta içinde başvurması ve işyerinde durumuna uygun münhal\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde işveren tarafından\ntekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare hüküm giymeleri halinde iş sözleşmeleri münfesih sayılır.\nŞu kadar ki, 5. fıkranın (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 veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza aldığı halde cezası ertelenen, paraya çevrilen\nveya af ile sonuçlanan veya iyi hali nedeniyle 6 aydan önce tahliye edilen\nişçiler, bir hafta içinde başvurması ve işyerinde durumuna uygun münhal\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde işverenin takdiri\nile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6)Yüz kızartıcı suçlar ile sabotaj, devletin ülke ve milleti ile\nbölünmez bütünlüğüne, milli güvenliğe, kamu düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler cezanın ertelenmesi,\nhükmün açıklanmasının geriye bırakılması, paraya çevrilmesi veya affa\nuğraması hallerinde dahi hiçbir suretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7)işverene ait herhangi bir aracı görevi veya işi gereği kullanırken\ntrafik kazası yapmaları nedeniyle veya iş kazası sonucu tutuklanan veya\nhüküm giyen personel 90 gün içinde hükümlülük veya tutukluluk hali sona\nermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 iş günü\niçinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 iş günü içinde başvurmaları halinde eski\nişlerine alınır.\u003C\u002Fp>\n\n\u003Cp>Bu bent kapsamına giren personele, tutuklanma gününden başlayarak 30\ngüne kadarki ücretlerinin (kıdem ve iş tazminatları) ödenmesine devam\nolunur.\u003C\u002Fp>\n\n\u003Cp>90 günden fazla süren hükümlülük veya tutukluluk halinde tekrar işe\nbaşlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 29 : İHBAR ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>A- Toplu İş Sözleşmesi kapsamında sendika üyesi tüm personele 4857\nsayılı İş Kanunu’nun ihbar tazminatına ilişkin hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>B- Personelin THY A.O.da çalıştığı süreler, THY Teknik A.Ş’de\ngeçmiş kabul edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>Madde 30 : KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Kıdem tazminatı konusunda sendika üyesi tüm personele 4857 sayılı yasa\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Personelin THY A.O.da çalıştığı süreler, THY Teknik A.Ş.’de\ngeçmiş kabul edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 31 : İHBAR VE KIDEM TAZMİNATININ HESAPLANMASI\u003C\u002Fh3>\n\n\u003Cp>Bu konuda sendika üyesi tüm personele yasa hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>ÜÇÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>Ücret\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 32 : ÜCRET VE ÜCRET ZAMLARI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>A- Ücret Zammı Uygulaması\u003C\u002Fp>\n\n\u003Cp>BİRİNCİ YIL;\u003C\u002Fp>\n\n\u003Cp>a)Birinci Altı Ay:\u003C\u002Fp>\n\n\u003Cp>30.06.2021tarihindeki ücretlere, 01.07.2021 tarihinden geçerli olmak\nüzere Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Haziran 2021 indeks sayısının Aralık 2020 indeks\nsayısına göre değişim oranında % 8,45 olarak ücret zammı\nyapılmıştır.\u003C\u002Fp>\n\n\u003Cp>Buna göre, EK-1, EK-2, EK-3 cetvelleri oluşturulmuştur.\u003C\u002Fp>\n\n\u003Cp>b)İkinci Altı Ay:\u003C\u002Fp>\n\n\u003Cp>31.12.2021tarihindeki ücretlere, 01.01.2022 tarihinden geçerli olmak\nüzere Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Aralık 2021 indeks sayısının Haziran 2021 indeks\nsayısına göre değişim oranına ilave olarak %60 (yüzde altmış) ücret\nzammı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>İKİNCİ YIL;\u003C\u002Fp>\n\n\u003Cp>a)Birinci Altı Ay:\u003C\u002Fp>\n\n\u003Cp>30.06.2022tarihindeki ücretlere,01.07.2022 tarihinden geçerli olmak\nüzere,Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Haziran 2022 indeks sayısının Aralık 2021 indeks\nsayısına göre değişim oranına ilave olarak %5 (yüzde beş) ücret zammı\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>b)İkinci Altı Ay:\u003C\u002Fp>\n\n\u003Cp>31.12.2022tarihindeki ücretlere,01.01.2023tarihinden geçerli olmak\nüzere,Türkiye\u003C\u002Fp>\n\n\u003Cp>İstatistik Kurumunun 2003=100 Temel Yılı Tüketici Fiyatları Türkiye\nGeneli Aralık 2022 indeks sayısının Haziran 2022 indeks sayısına göre\ndeğişim oranına ilave olarak % 1 (yüzde 1) ücret zammı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ÜÇÜNCÜ YIL;\u003C\u002Fp>\n\n\u003Cp>a)Birinci Altı Ay:\u003C\u002Fp>\n\n\u003Cp>30.06.2023tarihindeki ücretlere,01.07.2023 tarihinden geçerli olmak\nüzere,Türkiye\u003C\u002Fp>\n\n\u003Cp>İstatistik Kurumunun 2003=100 Temel Yılı Tüketici Fiyatları Türkiye\nGeneli Haziran 2023 indeks sayısının Aralık 2022 indeks sayısına göre\ndeğişim oranına ilave olarak % 1 (yüzde bir) ücret zammı\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>B-Vardiya Primleri Zammı Uygulaması:\u003C\u002Fp>\n\n\u003Cp>Birinci Yıl Birinci Altı Aylık dönem için düzenlenen Vardiya primleri\ncetveli Ek-3’teki\u003C\u002Fp>\n\n\u003Cp>gibidir.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinin diğer dönemleri için vardiya primleri, “A-\nÜcret Zammı Uygulaması” fıkrasında belirtilen şekilde\narttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>C- Ek Yetki Primi Zammı Uygulaması:\u003C\u002Fp>\n\n\u003Cp>10-3 iş grubuna ilişkin İş Tazminatları Cetveli’nde (EK-2) tanımı\nyapılan ve Birinci Yıl Birinci Altı Aylık dönemde; Temmuz 2021 - Eylül\n2021 dönemi için brüt 520 TL. (beşyüzyirmi), Ekim 2021 - Aralık 2021\ndönemi için brüt 624 TL. (altıyüzyirmidört) olarak uygulanan Ek Yetki\nPrimi, birinci yıl ikinci altı aydan itibaren toplu iş sözleşmesi indeks\nsayısına göre değişim oranında arttırılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 33 : VARDİYA (VEYA POSTA) PRİMİ\u003C\u002Fh3>\n\n\u003Cp>İşveren vardiya (veya posta) ile çalışan işçilerine;\u003C\u002Fp>\n\n\u003Cp>1. 2'li vardiya ile çalışan işçilere EK-3 cetvelindeki kıdem ücreti\nkademesinin sırasındaki 2'li vardiya primini,\u003C\u002Fp>\n\n\u003Cp>2. 3'lü vardiya ile çalışan işçilere EK-3 cetvelindeki kıdem ücreti\nkademesinin sırasındaki 3'lü vardiya primini vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>3.Personel, çalıştığı vardiyanın primini alır. Ancak, bulunduğu\nilin dışında geçici görevle başka bir ile giden veya geçici görevle\nbaşka bir çalışma düzenine geçen personele;\u003C\u002Fp>\n\n\u003Cp>a)3'lü vardiyadan 2'li veya normal düzende bir çalışmaya gidiyor ise\n3'lü vardiya primi verilmeye devam edilir.\u003C\u002Fp>\n\n\u003Cp>b)2'li vardiyadan normal düzende bir çalışmaya gidiyor ise 2’li\nvardiya primi verilmeye devam edilir.\u003C\u002Fp>\n\n\u003Cp>c)Normal düzenden, vardiyalı bir göreve veya 2'li vardiyadan 3'lü\nvardiyalı bir göreve giden personele ise gittiği vardiyanın primi\nödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu geçici görev süresi bir seferde en fazla 30 günü ve en az 90\ngün aralıklarla yılda 75 günü geçemez. (Eğitim görevi hariç)\u003C\u002Fp>\n\n\u003Cp>Vardiya primi, aylık fiili çalışma karşılığı verilir. Hafta tatil\n(vardiya gereği kullanılan tatil), genel tatil, ulusal bayram, erkek\npersonelin kullandığı babalık izni, tüm personelin evlenme izni, ölüm\nizni ve yıllık ücretli izinler dışındaki işe gelememe hallerinde vardiya\nprimi ödenmez.\u003C\u002Fp>\n\n\u003Cp>4.Vardiya (veya posta) ile çalışan işyerlerinde personelin bir kısmı\nveya tamamı, olağanüstü hallerde veya zorlayıcı sebeplerin ortaya\nçıkmasında veya hemen yapılması gereken acil işlerde, ilgili ünitenin\nteklifi Genel Müdürlüğün onayı ile, 3'lü vardiyadan 2'li vardiyaya veya\nnormal düzende bir çalışmaya veyahut 2'li vardiyadan normal düzende bir\nçalışmaya geçirilebilir.\u003C\u002Fp>\n\n\u003Cp>Bu durumda personele, esas vardiya primi verilmeye devam olunur.\u003C\u002Fp>\n\n\u003Cp>5.Şirkette vardiyalı düzende çalışan personele, planlanan sayıda\nhafta tatilinde (Pazar günü) fiilen çalışmaları karşılığında iş\ntazminatlarının % 25'i tutarında Ek Vardiya Primi (Pazarlı Vardiya Primi)\nödenir.\u003C\u002Fp>\n\n\u003Cp>\"Uçak Revizyon Primi (Pazarsız Vardiya Primi)\" alanlara ayrıca Ek Vardiya\nPrimi (Pazarlı Vardiya Primi) ödenmez.\u003C\u002Fp>\n\n\u003Cp>Ek Vardiya Primi (Pazarlı Vardiya Primi), yıllık izin hariç her türlü\nizinler ile gerekçesiz olarak işe gelmeme durumlarında kıstelyevm usulü\nödenir.\u003C\u002Fp>\n\n\u003Cp>Personelin yıllık izin kullanması, geçici görevle görevlendirilmesi,\nvardiya değişimi ve eğitime katılması halinde ek vardiya (pazarlı\nvardiya) ücretinden kesinti yapılmaz. Belirtilen hallerde aylık Pazar\nçalışması cetvelinde planlanan Pazar günlerine ait fiili çalışma\nyapılamasa bile ek vardiya (pazarlı vardiya) primi ödenmeye devam edilir.\u003C\u002Fp>\n\n\u003Cp>Ek vardiya primine esas Pazar mesaisi planlanabilecek personele fazla\nmesaiye esas olacak pazar mesaisi planlanmaz.\u003C\u002Fp>\n\n\u003Cp>6.Hafta tatilini (pazar günü) kapsamayan ikili veya üçlü vardiyalı\ndüzende çalışan personel, bu vardiyalı çalışmalar devam ettiği\nsürece, iş tazminatlarının % 17'si kadar ilave iş tazminatı “Revizyon\nPrimi (Pazarsız Vardiya Primi)” alırlar. Bu tazminatı alan personele\nayrıca ek vardiya (pazarlı vardiya) primi ödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Madde 34 : İKRAMİYE (EK AYLIK ÜCRET)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdays1\">\u003Cp>İşveren, sendika üyesi personele, her yıl Mart, Haziran, Eylül ve\nAralık aylarında her biri, belirtilen ayın maaş ödemesi ile birlikte\nödenmek şartıyla; bu toplu iş sözleşmesinin, Ek-\u003C\u002Fp>\n\n\u003Cp>1’deki Kıdem Ücret cetvelindeki aylık ücret ile, Ek-2’deki İş\nTazminat Cetvelindeki aylık ücretlerinin toplamı üzerinden, dört adet\nikramiyeyi (ek aylık ücret) ödemeyi kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 35 : YILLIK KIDEM VE İŞ TAZMİNATI KADEME TERFİİ\u003C\u002Fh3>\n\n\u003Cp>a)Kıdem Terfii:\u003C\u002Fp>\n\n\u003Cp>ÖZÇELİK-İŞ üyesi personele her yıl Ağustos ayının 1. günü kıdem\nücret cetvelinde bir kademe ilerlemesi verilir. Yıllık kıdem terfii, 30\ngünden fazla ücretsiz izin alan personel ile kıdem terfiinin durdurulması\ncezası alanlara uygulanmaz. Ancak bir defada 30 günden fazla ücretsiz izin\nkullanan personele, bu izin süresinin Ağustos ayının 1. gününü\nkapsaması halinde sadece 1 kıdem terfii uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak bedelli askerlik yapılması halinde 30 günlük ücretsiz izin\nsüresi 35 gün olarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İş Tazminatı Kademelerinde Terfii:\u003C\u002Fp>\n\n\u003Cp>İşçiler, bulundukları iş grubunun AO ve A1 kademelerinde iki buçuk\nyıllarını, sonraki kademelerde iki yıllarını tamamladıkça iş\ntazminatları cetvelindeki bir sonraki kademeye terfi ederler.\u003C\u002Fp>\n\n\u003Cp>İş tazminatı kademe ilerlemesi; kademe ilerlemesi hak edişi ayın ilk\ngününe denk gelenlerin ilgili ayın ilk günü, kademe ilerlemesi hak edişi\nayın diğer günlerine denk gelenlerin ise takip eden ayın ilk günü\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Kademe terfii, 30 günden fazla ücretsiz izin alanlara kullandıkları izin\nsüresi kadar çalıştıktan, kıdem terfiinin durdurulması cezası alanlara\n1 yıl sonra kademe ilerlemesi hak edilen ayı takip eden ayın ilk günü\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 36 : FAZLA ÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Personelin fazla çalışma ücretinin ödenmesine temel olacak saat\nbaşına birim ücreti, ilgili personelin EK-Tdeki aylık kıdem ücreti ile\nEK-2 veya EK-3'deki iş\u002Fuçuş tazminatları toplamının 180'e bölünmesi\nsuretiyle bulunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Madde 37 : FAZLA ÇALIŞMANIN SAAT ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesiyle tesbit edilen normal çalışma süresinden\nsonra yapılacak fazla çalışmaların karşılığı olan ücret, \"FAZLA\nÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\" başlıklı maddede personelin\nunvanına göre tanımlanan birim saat ücretlerinin %75 yükseltilmesiyle\nbulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>Madde 38 : GECE ÇALIŞMASINDA, HAFTA TATİLİNDE VE GENEL TATİLLERDE\nFAZLA ÇALIŞMA SAAT ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Pazar, Bayram ve saat 20.—den sonra yapılacak fazla çalışmaların\nkarşılığı olan ücret, \"FAZLA ÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\"\nbaşlıklı maddede personelin unvanına göre tanımlanan birim saat\nücretlerinin % 150 yükseltilmesiyle bulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Madde 39 : HAFTA TATİLİNDE ÇALIŞANLARIN ÜCRETİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancedays1\">\u003Cp>Hafta tatilinde personel çalışmazsa bir iş karşılığı olmaksızın o\ngünkü ücretini tam olarak alır. Tatil yapmayarak çalışırsa 3 kat ücret\nödenir. (Hafta tatili olan Pazar günü ücreti + çalışmanın\nkarşılığı olan ücret + bir yevmiye tutarında tatil günü ilave\nücreti). Ayrıca, çalışılan hafta tatili günü karşılığında bir gün\nücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vardiyası gereği pazar günü çalışan personele, pazar günü için\nayrıca hafta tatili ücreti ödenmez.\u003C\u002Fp>\n\n\u003Cp>Bu madde gereğince ödenecek ücret, personelin kıdem ücreti ve\niş\u002Fuçuş tazminatı toplamı üzerinden hesaplanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 40 : ULUSAL BAYRAM VE GENEL TATİL GÜNÜ ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Ulusal bayram ve genel tatil günlerinde personel çalışmaz ise o günün\nücretleri tam olarak, tatil yapmayarak çalışır ise ücreti 3 katı olarak\nödenir. (Bir iş karşılığı olmayan tatil günü ücreti + çalışmanın\nkarşılığı ücreti + bir yevmiye tutarındaki tatil günü ilave ücreti).\nHafta tatiline rastlayan bayram ve genel tatil günlerinde çalışılmış ise\nayrıca bir gün ücretli izin verilir. Ancak, bu halde sadece hafta\ntatilindeki çalışmaya ilişkin ücret düzenlenmesine göre ödeme\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Günlük çalışma saatinin yarısı veya yarıdan fazlası genel tatil\nveya ulusal bayrama rastlayan personele genel tatil veya ulusal bayram günü\nücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu madde gereğince ödenecek ücret, personelin EK-1'deki kıdem ücreti\nile EK-2 veya EK-3'deki iş\u002Fuçuş tazminatı toplamı üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 41 : FAZLA ÇALIŞMA ÜCRETİNİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>Bütün fazla çalışma ücretleri, çalışmanın yapıldığı ayın\nmaaşı ile birlikte ödenir. Şu kadar ki son ödeme gününün tatile\nrastlaması halinde önceki işgününde ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 42 : YILLIK İZİNDE ÜCRETİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, yıllık ücretli iznini kullanacak personelin yıllık izin\nsüresine ait ücretlerini, personelin yazılı isteği halinde iznin\nbaşlamasından en az 1 hafta önce peşin olarak ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Yazılı istek, iznin başlama tarihinden en az iki hafta önce yapılmak\nzorundadır. Ancak, yıllık izin süresine ait ücretler, iznin bittiği\ntarihi takip eden bir sonraki aylık ücretten kesilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DÖRDÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İşin Düzenlenmesi\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>Madde 43 : ÇALIŞMA SÜRELERİ\u003C\u002Fh3>\n\n\u003Cp>A)İş süresi haftada en çok 45 saattir. Bu süre, haftada 6 işgünü\nçalışılan işyerlerinde günde 7,5 saati geçmemek üzere ve Cumartesi\ngünleri kısmen veya tamamen tatil eden işyerlerinde haftanın çalışılan\ngünlerine eşit ölçüde bölünerek uygulanır.\u003C\u002Fp>\n\n\u003Cp>B)Engelli \u002F gebe personelin işe giriş ve çıkış saatlerinde 15’er\ndakika tolerans tanınır. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Madde 44 : ÇALIŞMALAR ARASI SÜRE\u003C\u002Fh3>\n\n\u003Cp>Herhangi bir işte çalışan personelin ertesi gün yeniden işyerine\ngelmesi için, personel o gün fazla çalışma yapmamışsa görevi bitirdiği\nandan başlayarak 15 saat geçmesi zorunludur. Personel fazla çalışma\nyapmışsa, yaptığı fazla çalışmaya karşılık olan süre bu süreden\ndüşürülür, ancak bu süre, hiçbir zaman 12 saatten az olamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 45 : GÜNDÜZ VE GECE ÇALIŞMALARI\u003C\u002Fh3>\n\n\u003Cp>Sabah saat 06.00'dan akşam saat 20.00'ye kadar geçen sürede yapılan\nçalışmalar, gündüz çalışmasıdır. Akşam saat 20.00'den sabah 06.00'ya\nkadar geçen sürede yapılan çalışmalar gece çalışmasıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 46 : YEMEK PAYDOSU\u003C\u002Fh3>\n\n\u003Cp>İşveren günlük çalışma süresinin ortalama bir zamanında işçilere\nİş Yasası'nın 68. maddesine uygun olarak, 7.5 saat veya daha az süreli\nişlerde yarım saat, 7.5 saatten fazla süreli işlerde 1 saat, kesintisiz\nyemek ve dinlenme paydosu vermeyi kabul eder. Bu saatler, aylık vardiya\nçizelgelerinde gösterilir. Bu çizelgedeki yemek ve dinlenme paydosu\nbaşlangıç ve bitiş saatleri, tarife değişikliği ve zorunlu nedenlerden\nhariç değiştirilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 47: ÇALIŞMALARIN BAŞLAMA VE BİTİŞ SAATİNİN\nDEĞİŞTİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>Günlük çalışma saatlerinin başlama ve bitimini tesbit işverene\naittir. Personelin çalışma başlangıç ve bitiş saatlerini gösteren\nçizelgeler aylık çalışma düzenine göre ay başında ilan edilir. İlan\nedilen bu çizelgelerdeki işe başlangıç ve bitiş saatleri, tarife\nyapısının değişmesi ve olağanüstü haller dışında ay içinde\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Ch3>Madde 48 : İŞYERLERİNDE VARDİYA (VEYA POSTALAR) HALİNDE ÇALIŞACAK\nPERSONELİN TESBİTİ VE DÜZENLENMESİ\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde vardiya veya postalar halinde çalışacak personelin tesbiti\nile vardiya veya postaların işe başlama-bitiş saatleri aylık çalışma\ndüzenine göre ay başında işverence ilan edilir. İlan edilen bu\nçizelgelerdeki işçilerin işe başlangıç ve bitiş saatleri, tarife\nyapısının değişmesi ve olağanüstü haller dışında ay içinde\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 49 : VARDİYA DEĞİŞİMİ\u003C\u002Fh3>\n\n\u003Cp>Gece ve gündüz vardiya usulü çalışılan işlerde, gece vardiyasında\nçalışan personel, en geç 7 günde değiştirilmek suretiyle vardiyalar\nsıraya konur. Gece vardiyasından gündüz vardiyasına geçen personel\ngündüz vardiyasında en az 15 gün çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>İstisnai ve acil haller hariç, yapılacak değişikliklerde sendikanın\ngörüşü alınır. Sendika, görüşünü 7 gün içinde verir. Vardiya\ndeğişikliklerinde de 54. madde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşin niteliği ve yürütümü, iş sağlığı ve güvenliği göz\nönünde tutularak, gece ve gündüz postalarında iki haftalık nöbetleşme\nesası da uygulanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 50 : KADRO POZİSYONUNDA ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>A-THY Teknik A.Ş. personeli, ancak ehliyetli olduğu kadro pozisyonuna\natanır. Personel, durum fişi ile atandığı kadro pozisyonu dışında,\naynı veya başka bir iş grubundaki diğer bir unvanda çalıştırılamaz.\nGereken biçimde onaylanmış bir personel durum fişi olmadıkça hiçbir\nkimse kadro pozisyonundan başka bir kadroya nakledilemez. Durum fişi\ndüzenlenerek yeni bir işe atanan personele, bu kadro karşılığı ücreti\nvermeyi işveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinin yürürlük süresi içinde personelin\natandığı, ehliyetli olduğu kadro pozisyonunun temel görev tanımı\ndeğişikliklerinde Sendikanın görüşü alınır. Personelin\nuzmanlaştırılması amacı ile bu kurala uymak zorunludur.\u003C\u002Fp>\n\n\u003Cp>B- Geçici vekalet durumunda, vekaletin o işyerindeki vekalet edilen\nkadroya en yakın kadrodaki personel arasından 1 kişiye verilmesini işveren\nkabul eder. Vekalet süresi, vekalet edilen kadro boş ise hiçbir şekilde\naltı ayı geçemez. Altı ayın bitiminde, işveren, asaleten atama için\ngereken işlemlere başlar. Vekalet süresince işveren vekalet eden personele,\nvekalet ettiği pozisyonun ücreti ile personelin kendi ücreti arasındaki\nfarkı üç aydan sonra ücretine ek olarak ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Vekaletler yazılı olarak verilir.\u003C\u002Fp>\n\n\u003Cp>C- Boş olmayan kadrolardaki personelin hastalık, ücretsiz izin ve benzeri\ngerekçelerle sürekli veya kısa süreli, üç aydan fazla yokluğu halinde\nyerine yukarıdaki (B) bendine göre vekalet eden personele vekalet ettiği\nsürece kendi ücreti ile vekalet ettiği kadro arasındaki ücret farkını\nüç aydan sonra ücretine ek vekalet ücreti olarak ödemeyi işveren kabul\neder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 51 : FAZLA ÇALIŞMANIN ÖNCEDEN BİLDİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>İlgili yasa ve Toplu İş Sözleşmesi’nde kabul edilen normal çalışma\nsürelerinin dışındaki fazla çalışmalar personele en az üç gün\nönceden bildirilerek yaptırılabilir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, önceden programlanması mümkün olmayan arızi fazla\nçalışma ihtiyaçları için 3 gün önceden bildirme şartı aranmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 52 : NORMAL ÇALIŞMA DIŞINDA FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>Normal çalışma saatleri dışında, çalışma devamı olarak fazla\nçalışmaya kalan personel, yaptığı fazla çalışma saati kadar fazla\nçalışma ücretine hak kazanır. Evinden çağrılan personel (3) saatlik\ndondurulmuş fazla çalışma ücretine hak kazanır. Ancak, çalışma süresi\ndaha fazla ise fiili çalışma kadar fazla çalışma ücreti alır.\u003C\u002Fp>\n\n\u003Cp>İşveren, evinden çağırılan personeli işyerine getirip götürür.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, Genel Müdürlük ve Atatürk Havalimanı, Sabiha Gökçen\nHavalimanı, İstanbul Havalimanı işyerleri ile Esenboğa, Adnan Menderes\nHavalimanı işyerlerinde çalışan personelin fazla mesaiye bırakılması\nhalinde, servis güzergâhından götürülmesi işverence sağlanır. Diğer\nişyerlerinde meri uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 53 : ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>İşin gereği olarak, çalışması programlanan personel dışında,\nbayram ve genel tatil günlerinde çalıştırılacak personelin görüşü\nalınarak 2 tam gün önce yazılı bildirimde bulunulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 54 : GEÇİCİ GÖREV VE GEÇİCİ GÖREVDE FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>İşveren, personeli yurtiçinde bir seferinde en fazla 30 gün ve en az 90\ngün aralıklarla, yılda 75 günü geçmemek koşuluyla geçici göreve\ngönderebilir. (Görev yapılan meydanın hava trafiğine kapanması hali ve\neğitim hariç olmak üzere) Geçici görev duyurusu personele en az üç gün\nönce yazılı yapılır. Ancak acil arıza durumlarında bu süre aranmaz.\nİşveren, yurt içinde ve yurt dışında geçici görevle görevlendirdiği\nişçilere, bu Toplu İş Sözleşmesi ile saptanan normal çalışma\nsürelerinden fazla yaptırdığı çalışmalar için yolluklardan ayrı\nolarak fazla çalışma hükümlerini uygular. Yurtdışında yapılacak bu\ngibi fazla çalışmalar, yurda dönüşte Türk Lirası olarak ödenir.\nYurtdışında görevin ulusal bayram ve genel tatil günlerine rastlaması\ndurumunda \"ULUSAL BAYRAM VE GENEL TATİL GÜNÜ ÜCRETİ\" başlıklı maddeye\ngöre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>Tatil günlerinde yapılan bu çalışmaların saptanmasında işçinin, ilk\namirinden onaylı bildirimi esas alınır.\u003C\u002Fp>\n\n\u003Cp>Personel esas işyerinde çalışmaya başladıktan sonra geçici görevle\nşehir dışındaki bir işyerine gönderilmesi halinde geçici göreve gitmesi\niçin yolda geçecek süre iş süresinden sayılır. Geçici görevde fiili\nçalışma süresinin bitimi, esas çalıştığı işyerindeki çalışma\nsüresine göre değerlendirilir. Bu durumdaki personele; geçici görevdeki\nfiili çalışmasının bitimi, esas işyerinde normal günlük\nçalışmasının sona ermesi gereken saati aşması halinde aşan süre için\nfazla çalışma ücreti ödenir. Geçici görevin bitiminden sonra araç\nbeklemek ya da dönüş yolunda geçecek süre için bir ödeme yapılmaz.\nAncak, ayrıca harcırah yevmiyesi ödenir.\u003C\u002Fp>\n\n\u003Cp>Personelin önceden (esas işyerinde günlük mesaisine başlamadan) geçici\ngörevle işyeri dışına gönderilmesi halinde çalışmasının başlaması\nve sona ermesi gittiği işyerindeki çalışma düzenine göre\ndeğerlendirilir. Bu durumda gidiş-dönüş ve araç beklerken geçecek\nsüreler iş süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BEŞİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İş Sağlığı ve Güvenliği\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 55 : SAĞLIK ÜNİTELERİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda İşyeri Sağlık Birimleri ve İşyeri Hekimlerinin Görevleri\nile Çalışma Usul ve Esasları Hakkında Yönetmelik hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, elli ve daha fazla işçi çalıştırılan işyerlerinde bu\nyönetmelik çerçevesinde bir sağlık birimi kurar. Mevcut THY Teknik A.Ş.\nsağlık birimi hizmetini yukarıdaki yönetmelik çervesinde sürdürür.\u003C\u002Fp>\n\n\u003Cp>İşyeri hekimliği bulunan yerlerde işveren normal ve vardiyalı\nçalışmalar esnasında personele hizmet verilmesi tıbbi olarak gerekli\ndurumlarda kullanılmak üzere, Sağlık Bakanlığı Ambulans Hizmetleri\nYönetmeliğine uygun ambulans ve personel bulundurmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch3>Madde 56 : İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda İş Sağlığı ve Güvenliği Yönetmeliği ile diğer yasa ve\ntüzük hükümleri uygulanır. Şirkette yönetmeliğe uygun olarak kurulan\nİş Sağlığı ve Güvenliği Kurulu çalışmalarına eski şekliyle devam\neder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Madde 57 : DUŞ VE GİYİNME YERİ SAĞLANMASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, İşçi Sağlığı ve İş güvenliği Kurulları Hakkındaki\nTüzük hükümlerine göre kurulacak kurulca verilecek karara göre, işin\nözelliği bakımından yalnız el ve yüz temizliğinin yeterli olmadığı\nhallerde veya kirli, tozlu ve yorucu işlerden sonra işçilerin\nyıkanmalarını, temizlenmelerini sağlamak için gerekli gördüğü yerlerde\nduş tertibatı yapmayı, duşların bakım ve temizliği ile ilgili sendika\nişyeri temsilcisinin önerilerini yerine getirmeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Teknik birimlerde özel iş kıyafeti ile çalışmak durumunda olan\npersonele, mevzuata uygun giyinme yeri düzenlemeyi işveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 58 : GÖREV BEKLEME YERLERİ\u003C\u002Fh3>\n\n\u003Cp>Bir büroya bağlı olmadan ve aralıklı çalışıp toplu olarak görev\nbekleyen personel için yeterli büyüklükte, nitelikte ve hijyen\nkoşullarına uygun görev bekleme yerlerinin yapılmasını işveren\nsağlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ALTINCI BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İzinler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Madde 59 : YILLIK ÜCRETLİ İZİNLERİN SAPTANMASI VE DÜZENLENMESİ\u003C\u002Fh3>\n\n\u003Cp>Yıllık ücretli izinlerin düzenlenmesinde İş Yasası ve Yıllık\nÜcretli İzin Yönetmeliği hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İzin Yönetmeliği hükümlerine göre oluşturulacak İzin Kurulu,\nİşçiler tarafından verilip, işveren veya işveren vekili tarafından İzin\nKuruluna iletilecek izin isteklerine göre hazırlayacağı izin çizelgelerini\nişverenin onayına sunar. Çalışanların izin haklarını onaylanan izin\nçizelgelerinde belirlenen tarihlerde kullanmaları esastır.\u003C\u002Fp>\n\n\u003Cp>Personelin yıllık ücretli izine hak kazanması için İş Yasasının\nyıllık ücretli izin hakkının belirtilmesi ile ilgili hükümleri saklı\nkalmak suretiyle işverenin hizmetinde bir yıl çalışmış olması\ngereklidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 60 : YILLIK ÜCRETLİ İZİN SÜRELERİ\u003C\u002Fh3>\n\n\u003Cp>A- 15.06.1999 tarihinden itibaren işe giren personelin yıllık ücretli\nizin süresi 01.01.2011 tarihinden geçerli olmak ve üzere aşağıdaki\ngibidir;\u003C\u002Fp>\n\n\u003Cp>a)Bir yıldan beş yıla kadar (beş yıl dahil) hizmet süresi olanların\nyirmi işgünü,\u003C\u002Fp>\n\n\u003Cp>b)Beş yıldan fazla on beş yıldan az hizmet süresi olanların yirmi\naltı işgünü,\u003C\u002Fp>\n\n\u003Cp>c)On beş yıl (dahil) ve daha fazla hizmet süresi olanların otuz\nişgünü.\u003C\u002Fp>\n\n\u003Cp>Kısmi süreli iş sözleşmesiyle bir süre çalışıp fasılasız olarak\nbelirli süreliye geçen personelin kısmi süreli çalışması yıllık\nücretli izin hesabında göz önüne alınır.\u003C\u002Fp>\n\n\u003Cp>15.06.1999 tarihinden önce işe girmiş personelin yıllık ücretli izin\nsüresi hizmet süresine bakılmaksızın otuz işgünüdür.\u003C\u002Fp>\n\n\u003Cp>B- Yıllık izin süresine rastlayan hafta tatili, genel tatil, ulusal\nbayram günleri yıllık izin süresine eklenir.\u003C\u002Fp>\n\n\u003Cp>C- Cumartesi, yıllık izinlerin hesabında işgünü olarak hesap\nedilir.\u003C\u002Fp>\n\n\u003Cp>D- Yıllık ücretli izin süreleri tarafların anlaşması ile bir\nbölümü on günden aşağı olmamak üzere bölümler hâlinde\nkullanılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 61 : MAZERET İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personele meşru mazeretleri ve yazılı olarak talepleri halinde\nbir takvim yılı içinde 10 güne kadar ücretli mazeret izni verir. Acil ve\nzorunlu hallerde amirine haber vermek suretiyle mazeret izni kullanılır ve\nyazılı talep sonradan tamamlanır. Ancak, 15.06.1999 tarihinden sonra işe\ngiren personele (15.06.1999 tarihinden önce kısmi süreli çalışıp\nsonradan belirli süreliye geçen personel dahil), yukarıda belirlenen\nusullerle bir takvim yılında 7 güne kadar mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Ch3>Madde 62 : EVLENME İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personeline evlenmesi halinde 8 takvim günü ücretli evlenme\nizni verir. Bu izin evlenmeyi izleyen 30 takvim günü içinde; eş tayini\ngereksinimi belgelenmesi halinde 6 aylık süre içinde başlatılarak tek\nparça halinde kullanılır.”\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>Madde 63 : DOĞUM \u002F BABALIK İZNİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>İşveren, erkek personeline eşinin doğum yapması halinde 6 takvim günü\nücretli doğum izni verir. Bu izin doğumdan başlayarak 30 takvim günü\niçinde başlatılarak tek parça halinde kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>İşveren, doğum yapan kadın personele doğumdan önce 8 hafta, doğumdan\nsonra 12 hafta ücretli doğum izni verir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çoğul gebelik halinde doğumdan önce çalıştırılmayacak süreye iki\nhafta süre eklenir. Ancak sağlık durumu uygun olduğu takdirde, doktorun\nonayı ile kadın işçi isterse doğumdan önceki üç haftaya kadar\nişyerinde çalışabilir. Bu durumda kadın işçinin çalıştığı süreler\ndoğum sonrası sürelere eklenir.\u003C\u002Fp>\n\n\u003Cp>İsteği halinde kadın işçiye 20 haftalık ücretli doğum izin\nsüresinin tamamlanmasından veya çoğul gebelik halinde 22 haftalık ücretli\ndoğum izin süresinden sonra altı aya kadar ücretsiz izin verilir. Bu süre\nyıllık ücretli izin hakkının hesabında dikkate alınmaz. Yıllık izin\nhakediş tarihi kullanılan ücretsiz izin süresince ötelenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>Hamile personel, hamileliğinin 6. ayından itibaren talebi halinde\nvardiyasız sistemde çalıştırılır. Bu durumda vardiya primi ödenmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Kadın işçiye, 4857 sayılı İş Kanunu’nda belirtilen şekilde süt\nizni kullandırılır.\u003C\u002Fp>\n\n\u003Cp>İşveren, bu sürenin bitiminde iş icaplarını ve gereklerini dikkate\nalarak yeniden vardiyalı sistemde çalıştırabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelatives\">\u003Ch3>Madde 64 : ÖLÜM İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personele eşinin, çocuklarının, anne veya babasının veya\nkardeşlerinin ölümü halinde 7 takvim günü ücretli izin verir. Bu izin\nolaydan itibaren 30 takvim günü içinde başlatılarak tek parça halinde\nkullanılır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, personelin eşinin annesi, babası veya kardeşlerinin ölümünde;\nçalışanın yıllık izin hakkının doğmamış veya yıllık ve mazeret\nizni hakkının tamamının kullanılmış olması durumunda 2 gün ücretli\nizin verilir. Bu izin olaydan başlayarak 1 aylık sürede kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 65 : DOĞAL AFETLER İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personelin kendisinin, eşinin veya bunların birinci derecedeki\nakrabalarının bulunduğu yörelerde doğal afetler olduğunda çalışanın\nisteği halinde ücretli izin verir. İznin süresi doğal afetin niteliği ve\nişyerinden uzaklığına göre 5-12 gündür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 66 : ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A- İşçinin yazılı başvurusu durumunda işveren personeline işi\naksatmamak koşulu ile yılda 90 güne kadar ücretsiz izin verebilir. Ancak,\nbu izin 5 günden az istenemez.\u003C\u002Fp>\n\n\u003Cp>B- İşveren, yurtiçi ve yurtdışında lisan bilgisini veya mesleki\ntecrübesini artırmak amacıyla yazılı olarak başvuran personele işi\naksatmamak ve belgelemek koşulu ile 1 yıla kadar ücretsiz izin verebilir.\u003C\u002Fp>\n\n\u003Cp>C- İşveren, eşi yurtdışına tayin edilen personele Şirkette\nçalışması koşulu ile ve yazılı istemi üzerine, eşinin yurtdışında\ndaimi görevli kaldığı sürece ücretsiz izin verebilir. Ücretsiz iznin\nsonunda dönen personel eski görev yerine veya görevine bağlı olmaksızın\nbaşka bir göreve atanabilir.\u003C\u002Fp>\n\n\u003Cp>D- Personel ücretsiz iznini kullanmadan önce, zorunlu haller dışında,\nhak etmiş olduğu yıllık izinlerin tamamını kullanmış olmalıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 67 : YOL İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, bu Toplu İş Sözleşmesi’nin evlenme, doğum, ölüm ve\ndoğal afetler izinleri ile ilgili maddelerine göre izin verdiği personelden\nbu izinleri nedeni ile görev gördükleri şehir dışına çıkmak zorunda\nolanlara gidiş dönüşte üç güne kadar ücretsiz yol izni verir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 68 : NAKİL İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, Şirketin başka illerdeki veya ülkelerdeki işyerlerine\nsürekli görevle atanan personeline, fiili yol süresine ek olarak 15 takvim\ngünü nakil izni vermeyi kabul eder. İşçinin talebi halinde, bu izin tayin\ntarihinden itibaren 6 aylık süre içinde en fazla ikiye bölünerek\nkullanılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 69 : HASTALIK İZİNLERİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personeline hastalıkları durumunda aşağıdaki esaslara uygun\nolarak ücretli hastalık izni verir:\u003C\u002Fp>\n\n\u003Cp>A- Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatları halinde 120 güne kadar ücretli izinli sayılırlar.\nAncak, bir takvim yılı içinde toplam 120 günü geçen veya takvim yılı\nile sınırlı olmadan süresi 120 günü geçen sürekli (devamlı) istirahat\nhallerinde personele herhangi bir ödeme yapılamaz.\u003C\u002Fp>\n\n\u003Cp>B- Kanser, verem ve akıl hastalıkları gibi belirli ve uzun süreli\nhastalıklara yakalanan personele 12 aya kadar ücretli hastalık izni verilir.\n12 aylık sürenin sonunda hastalıklarının devam ettiği resmi sağlık\nkurulu raporu ile belgelenen personelin izinleri 12 aya kadar daha\nuzatılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Cp>C- İş kazasına uğrayan veya meslek hastalığına tutulan personele,\niyileşinceye kadar, malullüğü resmi sağlık raporu ile kesinleşinceye\nveya ölüm tarihine kadar, raporlu bulunduğu süre içinde ücretli hastalık\nizni verilir. Ancak, bu süre hiçbir zaman 24 ayı geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D- Yukarıda A, B ve C fıkralarında öngörülen ücretli hastalık\nizinlerinden yararlanan personelin Türk Hava Yolları Teknik A.Ş.’deki\nücreti, işveren tarafından tam olarak ödenir. Ancak, personelin medeni\ndurumu ve tedavi biçimine göre Sosyal Güvenlik Kurumunca işlem yapılan\nmiktar personelce ilgili kurumdan tahsil edilir. Personel, tahsil ettiği bu\nmeblağ ile istirahatli olduğuna ilişkin belgeleri en geç 2 ay içinde\nilgili bölüme iletilmek üzere ilk amirine veya İnsan Kaynakları\nBaşkanlığının ilgili birimine vermeye zorunludur. Bu işlemi yapmayan\npersonelin (5510 sayılı Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu’na göre ücretinden hastalık sigortası primi kesilemeyen personel\nhariç) ücretinden ilgili miktar kesilir.\u003C\u002Fp>\n\n\u003Cp>E- Şirket personelinin yukarıda belirtilen hastalık izinlerinden\nyararlanabilmesi için, Sosyal Güvenlik Kurumu tarafından yetkilendirilmiş\ntabipler yelve ya kurumlar tarafından usulüne uygun olarak düzenlenmiş olan\nistirahat raporunu işverene vermesi zorunludur. Sağlık raporları\nalındığı tarihten itibaren en geç 3 gün içerisinde işverene\nbildirilmelidir. Ay sonuna denk gelen izinlerde en geç ayın son günü\nbildirilmelidir.\u003C\u002Fp>\n\n\u003Cp>F- (B) ve (C) fıkralarına göre işverenin tedavi için yurtdışına\ngönderdiği personelin ücretli izin sürelerinin bitimi yurtdışı\ntedavisine rastlarsa, bu süreler 6 ay daha uzatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 70 : MANEVRA VE SİLAH ALTINA ALINMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, muvazzaflık hizmeti dışında manevra veya herhangi bir nedenle\nsilah altına alınan personeline silah altına alındığı süre için\nücretli izin vermeyi kabul eder. Ancak ücretli izin süresinde Milli Savunma\nBakanlığı tarafından maaş verilen personelin aldığı maaş, THY Teknik\nA.Ş.'den aldığı maaştan az ise aradaki fark şirket tarafından ödenir.\nBu amaçla verilen izinler yıllık ücretli izin sayılmaz.\u003C\u002Fp>\n\n\u003Cp>Kıdem tazminatı almadan muvazzaf olarak askere giden personel, askerlik\ngörevinin bitiminden başlayarak iki ay içinde işe dönmek istedikleri\ntakdirde işverence eski işine alınır. Eski işinde ihtiyaç olmaması\nhalinde, askerlik öncesi çalıştığı ilde iş grubu ve bunun\nkarşılığı ücreti korunarak işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Madde 71 : HAFTA TATİLİNDE ÇALIŞANLARA VERİLECEK İZİN\u003C\u002Fh3>\n\n\u003Cp>Vardiyasız çalışılan birimlerde Pazar günü çalıştırılan\npersonele bir sonraki hafta içinde bir gün ücretli izin verilir. Vardiyalı\nçalışılan birimlerde hafta tatili son izin günü kabul edilerek bu izin\ngününde çalıştırılan personele takip eden 7 gün içerisinde bir gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izin pazar ve yasaların saptadığı ulusal bayram ve genel tatil\ngünlerine rastlatılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Madde 72 : ULUSAL BAYRAM VE GENEL TATİLLER\u003C\u002Fh3>\n\n\u003Cp>Ulusal bayram ve genel tatiller konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YEDİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>Sosyal Haklar ve Yardımlar\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>Madde 73 : YEMEK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, personele çalıştıkları günlerde bir öğün 3 kap 2000\nkalorili doyurucu yemek verir.\u003C\u002Fp>\n\n\u003Cp>İstanbul, Ankara, İzmir ve Antalya işyerlerinde çalışan personelin\ngünlük çalışma süresi dışında 2 saatten fazla çalışması ve bu\nçalışmanın yemek verilen saatlere denk gelmesi halinde personele ayrıca 3\nkap 2000 kalorili yemek verilir.\u003C\u002Fp>\n\n\u003Cp>İşverenin yemek veremediği personel ile oruçlular ve hastalıkları\nnedeniyle yemek yemeyen personele çalışılan her gün için 193 sayılı\nGelir Vergisi Kanunu’nun 23\u002F8 maddesinde belirtilen tutarda bir öğün yemek\nbedeli ödenir.\u003C\u002Fp>\n\n\u003Cp>Hastalıkları nedeniyle yemek yiyemeyen personel, THY Teknik A.Ş.\ndoktorlarından veya THY Teknik A.Ş. doktoru olmayan yerlerde resmi sağlık\nkuruluşu doktorlarından alacakları rapor ile hastalıklarını belgelemek\nzorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Yemek ihalesinin yenilenmesi esnasında aday firmaların üretim\ntesislerinin tetkik gezilerine sendikadan bir temsilci iştirak eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 74 : EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, evlenen personeline bir defaya mahsus olmak üzere 01.07.2021 -\n31.12.2021 tarihleri arasında geçerli olmak üzere\n2.475.-(ikibindörtyüzyetmişbeş) TL evlenme yardımı yapmayı kabul\neder.\u003C\u002Fp>\n\n\u003Cp>Bu rakam takip eden dönemlerde, toplu iş sözleşmesinin ilgili\ndönemlerinin indeks sayısına göre hesaplanan değişim oranında\narttırılır.\u003C\u002Fp>\n\n\u003Cp>Eşler THY Teknik A.Ş. personeli ise bu yardım ikisine de ayrı ayrı\nyapılır. Bu yardımdan yararlanmak için personelin evliliğini belgelemesi\nzorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 75 : SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>İşbu Toplu iş Sözleşmesi kapsamında bulunan işçilere sosyal yardım\nolarak her ay,\u003C\u002Fp>\n\n\u003Cp>01.07.2021- 31.12.2021 tarihleri arasında geçerli olmak üzere\n1.125.-(binyüzyirmibeş)TL\u002FAy ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nhastalık istirahatı hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Madde 76 : İŞYERİNE GETİRİP GÖTÜRME\u003C\u002Fh3>\n\n\u003Cp>A- Sendikanın görüşü alınarak işverence tespit edilecek güzergahlar\nüzerinden İstanbul, Ankara, İzmir, Adana, Antalya, Aydın ve Trabzon’daki\npersonel işyerlerine getirip götürülür. Ancak, İstanbul, Ankara, İzmir,\nAdana, Antalya, Aydın, Trabzon ve diğer işyerlerinde çalışıp da bu\nimkanlardan sürekli olarak yararlanamayan personele çalıştığı her gün\niçin mahalli belediye otobüs aylık toplu taşıma kartı rayicinden az\nolmamak kaydıyla ödeme yapılır. İşverenin servis temin edemediği\nişyerlerinde, personelin görevlendirildiği her bir gün için 10 kilometre\nbaşına 1 litre benzin olmak üzere taşıma ücreti ödenecek ve\nuygulamasına yönelik hususlar işveren tarafından yönetmelik ile\ndüzenlenecektir.\u003C\u002Fp>\n\n\u003Cp>B- İşyerine getirip götürme konusunda yapılacak hizmet alımlarının\nön çalışmalarına Sendikanın belirleyeceği bir gözlemci katılır. Bu\nkonularda yapılan ihaleler sonrası ilgili teknik şartnamenin bir nüshası\nSendikaya gönderilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Ch3>Madde 77 : KREŞ YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, 4857 sayılı İş Yasasının 88. maddesi hükümlerine\nistinaden çıkartılan “Gebe ve Emziren Kadınların Çalıştırılma\nŞartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına Dair Yönetmelik”\nhükümlerini yerine getirmeyi kabul eder. Bu hükümler uygulamaya konuluncaya\nkadar bu kapsamdaki personele, ilgili yönetmelikte belirlenen yaştaki her\nçocuğu için 193 sayılı Gelir Vergisi Kanunu’nun 23\u002F1 maddesi ve\n05.05.2018 tarih ve 2018\u002F11674 sayılı Bakanlar Kurulu kararının 3. maddesi\ndoğrultusunda, asgari ücret aylık brüt tutarının %50’si tutarında,\nkreş yardımı işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 78 : DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Doğum yapan kadın personel veya eşi doğum yapan erkek personele doğan\nçocuğun yaşadığını belgeleyen doğum raporuna dayanılarak bir defada\nödenmek üzere her bir çocuk için\u003C\u002Fp>\n\n\u003Cp>01.07.2021- 31.12.2021 tarihleri arasında geçerli olmak üzere\n1.130.-(binyüzotuz) TL doğum yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 79 : SEYAHAT YARDIMI\u003C\u002Fh3>\n\n\u003Cp>THY Teknik A.Ş. personeline, Ana Grup THY A.O. personeline pas bilet\nkonusunda yapılan uygulamalar aynı usu! ve esaslar dâhilinde tatbik\nedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Ch3>Madde 80 : ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikalı personelin; eşinin, anne veya babasının veya\nbakmakla yükümlü bulunduğu çocuklarının ölümleri halinde 01.07.2021 -\n31.12.2021 tarihleri arasında geçerli olmak üzere\n2.970.-(ikibindokuzyüzyetmiş) TL ölüm yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımı alabilmek için personel ölümü işverene belgelemek\nzorundadır. THY Teknik A.Ş.'de çalışan eşlerin çocuklarının ölümü\nhalinde bu yardım eşlerden yalnız birine yapılır. Bu yardım, personelin\nisteği halinde bağlı bulunduğu müdürlük muhasebesinden avans olarak\nderhal yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 81 : İŞ KAZASI, MALULİYET VE ÖLÜM\u003C\u002Fh3>\n\n\u003Cp>1.İş kazası, aşağıdaki hal ve durumlardan birinde meydana gelen hemen\nveya sonradan bedence ve ruhça arızaya uğratan olaydır;\u003C\u002Fp>\n\n\u003Cp>a)İşverene ait veya işverence sağlanan bir taşıtla toplu veya bireysel\nolarak işyerine getirilip ve götürülmelerde,\u003C\u002Fp>\n\n\u003Cp>b)Personelin, kendi imkanları ile makul ve trafikçe mutad güzergahtan\nİşyerine gidip dönmeleri sırasında,\u003C\u002Fp>\n\n\u003Cp>c)İşveren tarafından verilen göreve gidiş ve dönüşlerde,\u003C\u002Fp>\n\n\u003Cp>d)İşyerlerinde bulunduğu sırada,\u003C\u002Fp>\n\n\u003Cp>e)Görev emirli pas bileti ile uçuş sırasında,\u003C\u002Fp>\n\n\u003Cp>f)Emzikli kadının çocuğuna süt vermek için ayrılan zamanda.\u003C\u002Fp>\n\n\u003Cp>2.Birinci bentteki hallerin doğumunda işverence ödenecek tazminat\ntutarları, aşağıdaki şekilde olacaktır:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a) İşveren, çalışanlarının iş kazası yaşaması halinde ilgili\nbulunduğu sosyal güvenlik kurumu mevzuatına göre malul sayılması ve\nçalışamaz durumunun raporla belgelenmesi koşuluyla kasıtlı veya ağır\nkusur halleri hariç kendisine 01.07.2021 -\u003C\u002Fp>\n\n\u003Cp>31.12.2021tarihleri arasında geçerli olmak üzere net 13.780.-\n(onüçbinyediyüzseksen) TL olarak öder.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, çalışanlarının iş kazası sonucu ölümü halinde kasıt\nveya ağır kusur hali aranmaksızın yasal mirasçılarına 01.07.2021 -\n31.12.2021 tarihleri arasında geçerli olmak üzere net\n13.780.-(onüçbinyediyüzseksen) TL öder.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>3.İşveren, kasıtlı veya ağır kusur halleri hariç personelin\ngeçirdiği iş kazası, meslek hastalığı veya herhangi bir kaza sonucu asli\ngörevini yapamaz hale gelmesi durumunda;\u003C\u002Fp>\n\n\u003Cp>a)2 yıl asli görevindeki aylık ücretini (kıdem ücreti + iş\ntazminatı) aynen öder.\u003C\u002Fp>\n\n\u003Cp>b)Yukarıdaki durumlara uyan personel (a) fıkrasında belirtilen süre\niçinde asil görevini yapabilecek biçimde iyileşmezse, durumuna uygun bir\niş verilir. Bu durumda eski ücretinde bir değişiklik yapılmaz. Yeni\nişindeki yan ödemeler ayrıca verilir.\u003C\u002Fp>\n\n\u003Cp>4.İşveren, personelin eceli ile ölümü halinde kasıt veya ağır kusur\nhali aranmaksızın yasal mirasçılarına 01.07.2021 - 31.12.2021 tarihleri\narasında geçerli olmak üzere net 13.780.- (onüçbinyediyüzseksen) TL\nöder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch3>Madde 82 : SAĞLIK YARDIMLARI\u003C\u002Fh3>\n\n\u003Cp>Personel ve bakmakla yükümlü olduğu eş, çocuk, anne ve babası, 5510\nsayılı Sosyal Sigortalar ve Genel Sağlık Sigortası Kanunu hükümleri\nçerçevesinde sağlık hizmetlerinden faydalanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>Madde 83 : TÜM PERSONELİN SAĞLIK YARDIMLARI\u003C\u002Fh3>\n\n\u003Cp>(05.02.2020 Tarihli Protokol İle İptal Edilmiştir)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 84 : GEÇİCİ GÖREVLE YURT DIŞINA GÖNDERİLEN PERSONELİN\nHASTALANMASI\u003C\u002Fh3>\n\n\u003Cp>Geçici görevle yurtdışına gönderilen personelin yurtdışında\nhastalanmaları halinde, sağlık giderleri Şirket tarafından\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 85 : HASTALIK HALİNDE NAKİL\u003C\u002Fh3>\n\n\u003Cp>Personelin kendisinin, eş ve çocuklarının, bakmakla yükümlü\nbulunduğu ve çalışılan ilde ikamet eden anne babasının çalışılan\nilin dışında tedavi olmalarına resmi hastanece tıbbi zorunluk gösterilen\ndurumlarda adı geçen kişilere gidiş-dönüş hastalık pası (pass 1)\nverilir. Resmi devlet hastanelerinden alacakları raporla hastalıklarının\nyurtiçinde tedavisi mümkün olmadığı belgelendirilen personele, Ana Grup\nTHY A.O. dış hatlar için pass 1 hakkı tanınır veya yabancı\nhavayollarından pass isteğinde bulunulur. Personelin aynı durumdaki eş ve\nçocukları ile bakmakla yükümlü bulunduğu ve çalışılan ilde ikamet\neden anne babasına da aynı hak tanınır. Bu durumda olan hastayı sevk eden\nresmi hastanece refakat zorunluluğu istendiği ve bu durum belgelendiği\ntakdirde hastaya refakat edecek bir kişiye aynı şekilde pass hakkı\ntanınır. Yukarıda belirtilenlerin yurtdışında ölümü halinde, ölenin\nyakınlarından 2 kişiye naaşın nakli için yurtdışı gidiş-dönüş pass\n1 verilir. Yurtdışında görevli personelin eşinin, çocuklarının,\nbakmakla yükümlü olduğu anne ve babasının ölümü halinde THY A.O.'nın\nseferi olmadığı veya seferinin iptali halinde yabancı havayolu şirketi ile\nnaaşın getirilmesi sağlanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>Madde 86: NAÂŞLAR1N NAKLİ\u003C\u002Fh3>\n\n\u003Cp>A- İşveren, vefat eden THY Teknik A.Ş. Personelinin naaşım ailesinin\nveya ÖZÇELİK-İŞ Sendikasının isteği halinde memleketine göndermeyi ve\ncenazeye katılacak THY Teknik A.Ş. personeline cenazenin bulunduğu şehirde\notobüs tahsisini ve vefat edenin anne, baba, eş ve çocuklarını naaşın\ntoprağa verileceği yere kadar götürüp getirmeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>B- İşveren, personelinin eş veya çocuklarının ölümü halinde (A)\nfıkrasındaki hükümleri aynen uygulamayı kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 87 : YOLLUK\u003C\u002Fh3>\n\n\u003Cp>Yolluk konusunda mer'i mevzuat çerçevesinde Şirket Yönetim Kurulu\nKararları uygulanır. Bulunduğu merkezden dış göreve gönderilen\npersonele, mücbir sebep dışında geçici görevleri ile ilgili yolluk\navansları peşin olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Madde 88 : PERSONELE VERİLECEK ÜNİFORMA, İŞ ELBİSESİ VE KORUYUCU\nMALZEME\u003C\u002Fh3>\n\n\u003Cp>Bu konuda işveren yönetmelikleri uygulanır. Personele verilecek\nüniforma, iş elbisesi ve koruyucu malzeme ile ilgili yapılacak ihale ön\nçalışmalarında sendikanın görevlendireceği iki temsilci bulunur.\u003C\u002Fp>\n\n\u003Cp>İş elbisesi ve koruyucu malzemenin geçerlilik süresi, verileceği\nunvanlar, miktar ve mevsimsel koşullara göre niteliği yasadaki iş\nsağlığı ve güvenliği kurulunca belirlenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SEKİZİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İdari Ceza Hükümleri\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 89 : DİSİPLİN CEZALARI\u003C\u002Fh3>\n\n\u003Cp>Disiplin suçu işleyen personel hakkında, aşağıdaki cezalardan biri\nuygulanır. Ancak, uçucu personel için işten çıkarma cezası hariç\nŞirket ilgili Yönetmelikleri de uygulanır.\u003C\u002Fp>\n\n\u003Cp>A) Uyarma, B) Kınama, C) Ücret kesilmesi, D) Kıdem terfiinin\ndurdurulması, E) İşten çıkarma.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 90 : UYARMA VE KINAMA\u003C\u002Fh3>\n\n\u003Cp>A- Uyarma\u003C\u002Fp>\n\n\u003Cp>Personele görevinde ve davranışlarında daha dikkatli davranması\ngerektiğinin yazılı bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>Uyarma cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>1.Şirketçe verilen giyim eşyasını, Şirketin onuruna yakışmayacak\nbiçimde giymek veya görev başında giymesi gerektiği halde giymemek,\u003C\u002Fp>\n\n\u003Cp>2.Görevinde dikkatsizlik ve düzensizlik göstermek,\u003C\u002Fp>\n\n\u003Cp>3.Görev başında işle ilişkisi olmayanlarla görüşmeyi alışkanlık\nhaline getirmek,\u003C\u002Fp>\n\n\u003Cp>4.Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B- Kınama\u003C\u002Fp>\n\n\u003Cp>Personele görevinde ve davranışlarında kusurlu sayıldığının\nyazılı olarak bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>Kınama cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>1.Göreve özürsüz olarak bir ayda üç defa geç gelmek,\u003C\u002Fp>\n\n\u003Cp>2.Dikkatsizlik ve düzensizlik göstermek suretiyle görevini zamanında\nsonuçlandırmamak,\u003C\u002Fp>\n\n\u003Cp>3.işbaşında terbiye dışı söz söylemek veya terbiye dışı\nhareketlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>4.İşbaşında uyumak,\u003C\u002Fp>\n\n\u003Cp>5.Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 91: ÜCRET KESME\u003C\u002Fh3>\n\n\u003Cp>Personelin ücretinin bir günlükten iki günlüğe kadar kesilmesidir.\u003C\u002Fp>\n\n\u003Cp>Personelin ücretinden yapılacak kesintiler, bir ayda iki gündelikten\nfazla olamaz.\u003C\u002Fp>\n\n\u003Cp>1.Bir günlük ücret kesimi cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>a)Işgüvenliği ilkelerine uymamak, iş güvenliği ve işçi sağlığı\nile ilgili koruyucu malzemeyi gereken şekilde ve yerde kullanmamak veya\nkullandırmamak,\u003C\u002Fp>\n\n\u003Cp>b)Görevi ile ilgili olmayan eşyayı, makinayı veya herhangi bir gereci\nkarıştırmak veya kullanmak,\u003C\u002Fp>\n\n\u003Cp>c)Zorlayıcı nedenler dışında devam cetvellerini saptanan saatlerde\nimzalamamak veya devam kartını basmamak,\u003C\u002Fp>\n\n\u003Cp>d)Şirket personelini, işlerini yapmaktan alıkoymak,\u003C\u002Fp>\n\n\u003Cp>e)Sebepsiz merci tecavüzünde bulunmak,\u003C\u002Fp>\n\n\u003Cp>f)Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Cp>2.İki günlük ücret kesimi cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>a) Şirket zararına bir yolsuzluktan haberi olduğu halde amirlerine ve\nilgili mercilere haber vermemek,\u003C\u002Fp>\n\n\u003Cp>b)İş disiplinini ve çalışma düzenini bozucu davranışlarda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>c)Görevli bulunduğu şehirden habersiz ayrılarak başka şehire\ngitmek,\u003C\u002Fp>\n\n\u003Cp>d)Zorlayıcı nedenler dışında bir gün işe gelmemek veya zorlayıcı\nsebepler dışında amirlerinden izin almaksızın işyerinden ayrılmak,\u003C\u002Fp>\n\n\u003Cp>e)Verilen işi, dikkatsizlik sonucu işverenin zararına neden olacak\nbiçimde yapmak,\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde Şirket personeli veya onların yakınları hakkında\nasılsız şikayetlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>g)Yolculara, müşterilere ve Şirket personeline kötü davranışlarda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>h)Yetkililerin izni dışında Şirketle ilgili beyanat vermek,\u003C\u002Fp>\n\n\u003Cp>ı) Görevini ihmal etmek ve zamanında sonuçlandırmamak,\u003C\u002Fp>\n\n\u003Cp>j) Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 92 : KIDEM TERFİİNİN DURDURULMASI\u003C\u002Fh3>\n\n\u003Cp>Bir yıl süre ile personelin kıdem terfiinin durdurulmasıdır.\u003C\u002Fp>\n\n\u003Cp>Kıdem terfiinin durdurulması cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>1.Personelin çalışma saatleri içinde amirlerinin emirleri dışında\nbaşka bir şirketin veya kişilerin işlerini yapmak,\u003C\u002Fp>\n\n\u003Cp>2.İşyerinde özel işler yapmak,\u003C\u002Fp>\n\n\u003Cp>3.Zorunlu haller dışında raporlu bulunduğu sırada görevli bulunduğu\nşehirden ayrılıp başka bir şehre gitmek,\u003C\u002Fp>\n\n\u003Cp>4.Hasta olduğunu bildirdiği halde doktor muayenesinde hastalığı\ntahakkuk etmemek veya hastalık bahanesiyle vazifesinden ayrılmak, doktor\nistediği halde evinde bulunmamak,\u003C\u002Fp>\n\n\u003Cp>5.Şirket dışına şikayet veya ihbar anlamında yazılı veya sözlü\nmüracaatta bulunmak,\u003C\u002Fp>\n\n\u003Cp>6.Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 93: CEZALARIN TEKERRÜRÜ, HAFİFLETİLMESİ VE\nBİRLEŞTİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>A- Cezaların Tekerrürü\u003C\u002Fp>\n\n\u003Cp>Disiplin cezasını gerektiren aynı derecedeki fiil ve hareketlerin\ntekerrürü halinde, bir derece daha ağır olan ceza verilir.\u003C\u002Fp>\n\n\u003Cp>B- Cezaların Hafifletilmesi\u003C\u002Fp>\n\n\u003Cp>Geçmiş hizmetleri sırasındaki çalışmaları olumlu ve iyi veya çok\niyi derece sicili olan personel için verilecek cezalar bir derece\nhafifletilebilir.\u003C\u002Fp>\n\n\u003Cp>C- Cezaların Birleştirilmesi\u003C\u002Fp>\n\n\u003Cp>Bir olayda aynı cezayı gerektiren çeşitli suçların birleşmesi halinde\nceza vermeye yetkili makamlar, takdir haklarını kullanarak her suç için\nayrı ceza verebilecekleri gibi, suçlara karşılık olan cezayı\nşiddetlendirmek suretiyle bir üst derece cezayı da verebilirler.\u003C\u002Fp>\n\n\u003Cp>Cezaların ayrı ayrı veya aynı anda verilmesi cezaların tekerrürü\nhükümlerinin uygulanmasını önlemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 94 : DİSİPLİN KURULUNUN OLUŞMASI VE ÇALIŞMASI\u003C\u002Fh3>\n\n\u003Cp>A- Disiplin Kurulu işveren tarafından atanacak 3 temsilci ile sendika\ntarafından atanacak 3 temsilciden oluşur. Disiplin Kurulunun Başkanı\nİşveren temsilcilerinden, yazmanı ise sendika temsilcilerinden biridir.\nİşveren, Başkan ve Üyeleri, sendika ise yazman ve üyeyi yedekleri ile\nbirlikte Toplu İş Sözleşmesi’nin işyerine tebliğini izleyen 15 gün\niçinde birbirlerine bildirir. Disiplin Kurulu, 3 gün önceden olmak şartı\nile başkanın yazılı çağırışı üzerine, üye tam sayısının\nkatılmasıyla toplanır. Toplantının, üyelerin tamamının katılması ile\nyapılması temel ilkedir. Asil üyelerin özürleri varsa yerlerine yedek\nüyeler katılırlar. Asil ve yedek üyelerin çağrıya rağmen toplantıya\nkatılmamaları durumunda kurul, 3 gün içerisinde çoğunluğun\nkatılmasıyla bir sonraki toplantıyı yapar. Disiplin Kurulu kendisine gelen\nkonuyu ilk toplantısından başlayarak 15 gün içinde karara bağlar.\nTahkikatın selameti bakımından bu süre kurul kararı ile uzatılabilir.\nKurul, karar verebilmek için her türlü kanıtları toplar ve gerekirse\nilgili personelin yazılı savunmasını da alır.\u003C\u002Fp>\n\n\u003Cp>B- Disiplin Kurulunda işten çıkarma kararının alınabilmesi için oy\nçokluğu gereklidir. Disiplin Kurulunda oyların eşit çıkması durumunda\nbaşkanın oyu iki oy sayılır. Genel Müdürün Disiplin Kurulunun verdiği\nişten çıkarma cezasını onayladığı tarihten itibaren 6 işgünü içinde\nbu ceza personele uygulanır. Bu süre geçtikten sonra işten çıkarma\ncezası uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 95 : DİSİPLİN CEZASI VERİLMESİ VE CEZAYA İTİRAZ\u003C\u002Fh3>\n\n\u003Cp>Personelin görev yaptığı ünitenin Müdürü ve daha üst düzeydeki\namirleri, uyarma, kınama ve ücret kesme cezalarını vermeye yetkilidir.\nÖzel durumlarda İnsan Kaynakları Başkanlığı bu yetkiyi birim amirine\nbilgi vermek kaydı ile doğrudan kullanabilir.\u003C\u002Fp>\n\n\u003Cp>İsnat olunan suç, yazılı olarak personele bildirilerek yazılı savunma\nistenir. Bu savunma alındıktan sonra ceza verilebilir. Personel iddianın\nkendisine bildiriminden başlayarak 5 işgünü içinde yazılı savunmasını\nvermezse, iddiayı kabul etmiş sayılır. Uçucu personelin görevli\nbulunması hali ile geçici görevle işyeri dışında bulunan personelde bu\nsüre görevin hitamından itibaren başlar.\u003C\u002Fp>\n\n\u003Cp>Personelin görev yaptığı ünitenin Müdürü ve daha üst düzeydeki\namirlerin yetkisinde kalan cezalar, savunmanın verildiği veya verilmesi\ngereken tarihten itibaren 20 işgünü içinde ve her fiilin vukuundan itibaren\nen geç 4 ay içinde verilir. Teftiş Kurulu Başkanlığına intikal eden\nkonularda bu süreler nazarı itibara alınmaz\u003C\u002Fp>\n\n\u003Cp>Uyarma cezaları kesindir ve itiraz edilemez. Kendisine daha yukarı\ndisiplin cezası verilen personel, cezanın kendisine tebliğinden başlayarak\n20 işgünü içinde bağlı bulunduğu ünite yetkilisi vasıtasıyla bir üst\namire yazılı itirazda bulunabilir. İkinci Amirinin vereceği karar kesindir.\nCeza kesinleşmeden personelin sicil dosyasına işlenmez. Süresi içinde\nitiraz edilmeyen disiplin cezaları kesinleşmiş olur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DOKUZUNCU BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>Uçucu Personel İle İlgili Hükümler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 96 : UÇUŞ EKİBİNE DAHİL EDİLEN PERSONEL\u003C\u002Fh3>\n\n\u003Cp>İşverence uçuş ekibine dahil edilen Lisanslı Uçak Teknisyeni ile\nilgili, iş ve işyeri gereklilikleri elverdiği ölçüde görevlendirmede\neşit dağılım yapılması esastır.\u003C\u002Fp>\n\n\u003Cp>Uçuş ekibine dahil edilen personelin görevlendirme usul ve esasları\n“Bakım Prosedürleri El Kitabı \u002F Uçuşa Dahil Edilen Teknisyenlerin\nBelirlenmesi ve Görevlendirilmesi Prosedürü (L1.3)” uyarınca\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, THY A.O. uçuş ekibine dahil edilecek Şirket personeline,\n“Uçucu Personel Ücret Prosedürü” uyarınca uçuş ücreti ödemeyi\nkabul eder.\u003C\u002Fp>\n\n\u003Cp>Bu prosedürlerde belirtilmeyen konular TİS imza tarihinden itibaren 6 ay\niçerisinde sendika ve işveren temsilcilerince müştereken düzenlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ONUNCU BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>Çeşitli ve Geçici Hükümler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 97 : HİZMET ROZETİ VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda Şirket yönetmelikleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 98 : SPOR ÇALIŞMALARI VE TESİSLERİ\u003C\u002Fh3>\n\n\u003Cp>Spor çalışmaları konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Madde 99 : EĞİTİM\u003C\u002Fh3>\n\n\u003Cp>Eğitim çalışmaları konusunda Şirket yönetmelik hükümleri\nuygulanır. Ancak, yıllık eğitim programı sendikaya da gönderilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 100 : ÖDÜLLENDİRME\u003C\u002Fh3>\n\n\u003Cp>İşveren, işinde başarı gösterenleri yazılı teşekkür, açık\nteşekkür ve takdirname ile ödüllendirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 101 :10.0.TEKNİSYEN İŞ GRUBUNA İNTİBAK\u003C\u002Fh3>\n\n\u003Cp>Personel, SHGM veya EASA onaylı A \u002FB1\u002FB2 kategori uçak bakım lisansı\naldığında veya işverence belirlenen koşulları sağlaması ve yapılacak\nsınavlarda başarılı olması durumunda 10.0. iş grubuna intibak\nettirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 102 : TOPLU İŞ SÖZLEŞMESİNİN SÜRESİ VE YÜRÜRLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 2 yıl 6 ay sürelidir. 01.07.2021 tarihinde\nyürürlüğe girer,\u003C\u002Fp>\n\n\u003Cp>31.12.2023tarihinde sona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 103 : SABİT ŞEFLİK TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinin 2021 yılı Temmuz - Aralık dönemi ile 2022\nyılında aşağıdaki tabloda gösterildiği şekilde ilgili iş grubu\nkarşılığında yer alan brüt şeflik tazminatı ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>İş Grubu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>2021 Temmuz - Aralık Dönemi Şeflik Tazminatı\n        (TL.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>2022 Yılı Şeflik Tazminatı (TL.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>01.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>700\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>900\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>03.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>790\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.100\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>04.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>955\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.250\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>05.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>1.340\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.700\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>07.2\u002F07.3.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>1.950\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>2.500\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>09.2.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>2.200\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>2.850\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>10.0.A&B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>1.900\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>2.450\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>10.3.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>3.275\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4.500\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>14.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>3.850\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>5.100\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sabit şeflik tazminatı tutarı 2023 yıllının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Şeflik Tazminatı bu unvanda kalındığı sürece personelin devam\ndurumuna göre kıstelyevm yapılarak ödenecek olup, ikramiye, fazla mesai ve\nvardiya primlerinin hesaplamalarına dahil edilir. Lisan tazminatı hesabına\ndahil edilmez.\u003C\u002Fp>\n\n\u003Cp>Şef unvanı ile görev yapmakta iken yukarıda belirtilen iş grupları\niçerisinde yer alan başka bir iş grubuna şef olarak atanan personelin\nşeflik tazminatı tutarının düşmesi halinde şeflik tazminatı müktesep\nolarak ödenmez. Yeni iş grubuna ait şeflik tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>Şefliğe vekalet edilmesi durumunda personele üç aydan sonra kendi iş\ngrubu için belirlenen brüt şeflik tazminatı tutarı vekalet ücreti olarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Geçici Madde 1 : FARKLARIN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>İşveren iş bu Toplu İş Sözleşmesinin yürürlük tarihi ile imza\ntarihi arasında oluşacak ücret farklarını, üye işçilere, imza\ntarihinden sonra bir ay içinde defaten öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Geçici Madde 2 : SENDİKA AİDAT FARKI\u003C\u002Fh3>\n\n\u003Cp>İşveren iş bu Toplu İş Sözleşmesi yürürlük başlangıç tarihi\nitibarı ile ücret zammı uygulaması nedeni ile doğan aidat farklarını\nüye işçilerin ücretlerinden keserek, imza tarihinden sonra bir ay içinde\ndefaten öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ON BİRİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>YURTDIŞI MERKEZ TAYİNLİ SENDİKALI\u003C\u002Fh2>\n\n\u003Ch2>PERSONELE AİT HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin merkezden tayin edilen yurtdışında\ngörevli Sendika üyesi personele aynen uygulanacak, değişik uygulanacak ve\nuygulanmayacak maddeleri aşağıdaki bölümlerde gösterilmiş olup, bu Toplu\nİş Sözleşmesi mahallinden tayin edilen T.C. uyruklu ve yabancı personele\nuygulanmayacaktır.\u003C\u002Fp>\n\n\u003Cp>A- Bu Toplu İş Sözleşmesi’nin aşağıdaki madde hükümleri THY\nTeknik A.Ş: yurtdışı teşkilatında çalışan merkez tayinli sendikalı\npersonele aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>1,2, 3, 4, 5, 6, 8\u002FA, 9, 12, 13, 15, 16, 17, 18, 19, 20, 24, 25, 26, 27, 28,\n36, 41,42, 43, 46, 47, 53, 54, 57, 59, 60, 61, 62, 63, 64, 65, 66, 67, 68, 70,\n71, 79, 87, 88, 89, 90, 91, 92, 93, 94, 95, 96, 97, 100, 102, Geçici 1. Madde\nve Geçici 2, Madde.\u003C\u002Fp>\n\n\u003Cp>B- Bu Toplu İş Sözleşmesi’nîn THY Teknik A.Ş. yurtdışı\nteşkilatında çalışan merkez tayinli sendikalı personele değişik olarak\nuygulanacak maddeleri aşağıda belirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 7 : SENDİKA TEMSİLCİSİ VE GÖREVLİLERİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda 6356 Sayılı Kanunu’nun 23 ve 24. Maddeleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Yasaya göre tazminat ödenmesi gerektiğinde bu tazminat Türkiye'de Türk\nLirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 29-30-31\u003C\u002Fh3>\n\n\u003Cp>Bu madde hükümleri Türkiye’de Türk Lirası olarak ödenir. Şu kadar\nki, bu ödemelerde yurt dışına tayin edilmeden önce THY Teknik A.Ş.'de\nalmakta olduğu son maaşa (kıdem ücreti + iş tazminatı) yurtdışında\ngeçirdiği sürelere taalluk eden kıdem terfileri de katılmak suretiyle\nalması lazım gelen maaş üzerinden yurt içinde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 34 : İKRAMİYE (EK AYLIK ÜCRET)\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika üyesi personele, her yıl Mart, Haziran, Eylül ve\nAralık aylarında her biri, belirtilen ayın maaş ödemesi ile birlikte\nödenmek şartıyla; bu toplu iş sözleşmesinin, Ek- 1’deki Kıdem Ücret\ncetvelindeki aylık ücret ile, Ek-2’deki İş Tazminat Cetvelindeki aylık\nücretlerinin toplamı üzerinden, dört adet ikramiyeyi (ek aylık ücret)\nödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu ücretler Türkiye'deki kadrosu üzerinden hesaplanarak,\nTürkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 35 : YILLIK KIDEM VE İŞ TAZMİNATI KADEME TERFİİ\u003C\u002Fh3>\n\n\u003Cp>Bu madde merkez tayinli personele Türkiye'deki kadrosu için uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 52 : NORMAL ÇALIŞMA DIŞINDA FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>Normal çalışma saatleri dışında, çalışma devamı olarak fazla\nçalışmaya kalan personel, yaptığı fazla çalışma saati kadar fazla\nçalışma ücretine hak kazanır. Evinden çağırılan personel (3) saatlik\ndondurulmuş fazla çalışma ücretine hak kazanır. Ancak, çalışma süresi\ndaha fazla ise fiili çalışma kadar fazla çalışma ücreti alır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yukarıdaki fıkra gereğince işe çağırılan personeli 22.00\n- 07.00 saatleri arasında evinden işyerine ve işyerinden evine getirip\ngötürür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 69 : HASTALIK İZİNLERİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personeline hastalıkları durumunda aşağıdaki esaslara uygun\nolarak ücretli hastalık izni verir:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>A-Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatları halinde 120 güne kadar ücretli izinli sayılırlar.\nAncak, bir takvim yılı içinde toplam 120 günü geçen veya takvim yılı\nile sınırlı olmadan süresi 120 günü geçen sürekli (devamlı) istirahat\nhallerinde personele herhangi bir ödeme yapılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B-Kanser, verem ve akıl hastalıkları gibi belirli ve uzun süreli\nhastalıklara yakalanan personele 12 aya kadar ücretli hastalık izni verilir.\n12 aylık sürenin sonunda hastalıklarının devam ettiği resmi sağlık\nkurulu raporu ile belgelenen personelin izinleri 12 aya kadar daha\nuzatılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C-İş kazasına uğrayan veya meslek hastalığına tutulan personele,\niyileşinceye kadar malullüğü resmi sağlık raporu ile kesinleşinceye veya\nölüm tarihine kadar, raporlu bulunduğu süre içinde ücretli hastalık izni\nverilir. Ancak, bu süre hiçbir zaman 24 ayı geçemez.\u003C\u002Fp>\n\n\u003Cp>D-Yukarıda A, B ve C fıkralarında öngörülen ücretli hastalık\nizinlerinden yararlanan personelin Türk Hava Yolları Teknik A.Ş.deki\nücreti, işveren tarafından tam olarak ödenir. Ancak, personelin medeni\ndurumu ve tedavi biçimine göre Sosyal Güvenlik Kurumunca işlem yapılan\nmiktar personelce ilgili kurumdan tahsil edilir. Personel, tahsil ettiği bu\nmeblağ ile istirahatli olduğuna ilişkin belgeleri en geç 2 ay içinde\nilgili bölüme iletilmek üzere ilk amirine veya İnsan Kaynakları\nBaşkanlığının ilgili birimine vermeye zorunludur. Bu işlemi yapmayan\npersonelin (5510 sayılı Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu’na göre ücretinden hastalık sigortası primi kesilemeyen personel\nhariç) ücretinden ilgili miktar kesilir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu fıkrada mahalli kanunlar uygulanır.\u003C\u002Fp>\n\n\u003Cp>E-THY Teknik A.Ş. personelinin yukarıda belirtilen hastalık izinlerinden\nyararlanabilmesi için, Sosyal Güvenlik Kurumu tarafından yetkilendirilmiş\ntabipler ve\u002Fveya kurumlar tarafından usulüne uygun olarak düzenlenmiş olan\nistirahat raporunu işverene vermesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu fıkrada mahalli kanunlar uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 72 : ULUSAL BAYRAM VE GENEL TATİLLER\u003C\u002Fh3>\n\n\u003Cp>01.08.2003 tarihinden geçerli olmak üzere, personel, çalıştığı\nülkenin ulusal bayram ve genel tatillerine tabi olur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 74 : EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, evlenen personeline bir defaya mahsus olmak üzere 01.07.2021 -\n31.12.2021 tarihleri arasında geçerli olmak üzere\n2.475.-(ikibindörtyüzyetmişbeş) TL evlenme yardımı yapmayı kabul\neder.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Eşler THY Teknik A.Ş. personeli ise bu yardım ikisine de ayrı ayrı\nyapılır. Bu yardımdan yararlanmak için personelin evliliğini belgelemesi\nzorunludur.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>Madde 75 : SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>İşbu Toplu iş Sözleşmesi kapsamında bulunan işçilere sosyal yardım\nolarak her ay, 01.07.2021 - 31.12.2021 tarihleri arasında geçerli olmak\nüzere 1.125.-(binyüzyirmibeş)TL\u002FAy ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nhastalık istirahatı hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 78 : DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Doğum yapan kadın personel veya eşi doğum yapan erkek personele doğan\nçocuğun yaşadığını belgeleyen doğum raporuna dayanılarak bir defada\nödenmek üzere her bir çocuk için 01.07.2021 - 31.12.2021 tarihleri\narasında geçerli olmak üzere 1.130.~(binyüzotuz) TL doğum yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 80 : ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikalı personelin; eşinin, anne veya babasının veya\nbakmakla yükümlü bulunduğu çocuklarının ölümleri halinde 01.07.2021 -\n31.12.2021 tarihleri arasında geçerli olmak üzere\n2.970.-(ikibindokuzyüzyetmiş) TL ölüm yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımı alabilmek için personel ölümü işverene belgelemek\nzorundadır. THY Teknik A.Ş.'de çalışan eşlerin çocuklarının ölümü\nhalinde bu yardım eşlerden yalnız birine yapılır. Bu yardım, personelin\nisteği halinde bağlı bulunduğu müdürlük muhasebesinden avans olarak\nderhal yapılır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 81 : İŞ KAZASI, MALULİYET VE ÖLÜM\u003C\u002Fh3>\n\n\u003Cp>1. İş kazası, aşağıdaki hal ve durumlardan birinde meydana gelen hemen\nveya sonradan bedence ve ruhça arızaya uğratan olaydır;\u003C\u002Fp>\n\n\u003Cp>a)İşverene ait veya işverence sağlanan bir taşıtla toplu veya bireysel\nolarak işyerine getirilip ve götürülmelerde,\u003C\u002Fp>\n\n\u003Cp>b)Personelin, kendi imkanları ile makul ve trafikçe mutad güzergahtan\nİşyerine gidip dönmeleri sırasında,\u003C\u002Fp>\n\n\u003Cp>c)İşveren tarafından verilen göreve gidiş ve dönüşlerde,\u003C\u002Fp>\n\n\u003Cp>d)İşyerlerinde bulunduğu sırada,\u003C\u002Fp>\n\n\u003Cp>e)Görev emirli pas bileti ile uçuş sırasında,\u003C\u002Fp>\n\n\u003Cp>f)Emzikli kadının çocuğuna süt vermek için ayrılan zamanda.\u003C\u002Fp>\n\n\u003Cp>2.Birinci bentteki hallerin doğumunda işverence ödenecek tazminat\ntutarları, aşağıdaki şekilde olacaktır:\u003C\u002Fp>\n\n\u003Cp>a)İşveren, çalışanlarının iş kazası yaşaması halinde ilgili\nbulunduğu sosyal güvenlik kurumu mevzuatına göre malul sayılması ve\nçalışamaz durumunun raporla belgelenmesi koşuluyla kasıtlı veya ağır\nkusur halleri hariç kendisine 01.07.2021 - 31.12.2021 tarihleri arasında\ngeçerli olmak üzere net 13.780.-(onüçbinyediyüzseksen) TL olarak öder.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, çalışanlarının iş kazası sonucu ölümü halinde kasıt\nveya ağır kusur hali aranmaksızın yasal mirasçılarına 01.07.2021 -\n31.12.2021 tarihleri arasında geçerli olmak üzere net\n13.780.-(onüçbinyediyüzseksen) TL öder.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu para Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>3.İşveren, kasıtlı veya ağır kusur halleri hariç personelin\ngeçirdiği iş kazası, meslek hastalığı veya herhangi bir kaza sonucu asli\ngörevini yapamaz hale gelmesi durumunda;\u003C\u002Fp>\n\n\u003Cp>a)2 yıl asli görevindeki aylık ücretini (kıdem ücreti + iş\ntazminatı) aynen öder.\u003C\u002Fp>\n\n\u003Cp>b)Yukarıdaki durumlara uyan personel (a) fıkrasında belirtilen süre\niçinde asil görevini yapabilecek biçimde iyileşmezse, durumuna uygun bir\niş verilir. Bu durumda eski ücretinde bir değişiklik yapılmaz. Yeni\nişindeki yan ödemeler ayrıca verilir.\u003C\u002Fp>\n\n\u003Cp>4.İşveren, personelin eceli ile ölümü halinde kasıt veya ağır kusur\nhali aranmaksızın yasal mirasçılarına 01.07.2021 - 31.12.2021 tarihleri\narasında geçerli olmak üzere net 13.780.- (onüçbinyediyüzseksen) TL\nöder.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu para Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 82-83-84-85-86\u003C\u002Fh3>\n\n\u003Cp>Bu madde hükümleri yurtdışı THY Teknik A.Ş. Personeline uygulanır.\nŞu kadar ki, Türk Parasının kıymetini koruma hakkındaki hükümler\nçerçevesinde uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>C-Münhasıran yurtdışmda çalışan merkez tayinli sendika üyesi\npersonele uygulanacak hükümler:\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin aşağıdaki madde hükümleri THY Teknik\nA.Ş. yurtdışı teşkilatında çalışan merkez tayinli sendika üyesi\npersonele;\u003C\u002Fp>\n\n\u003Cp>a)Yurtdışında çalışan merkez tayinli sendikalı personelin konut\nihtiyacına karşılık (1.000 $) Dolar avans verilir ve avans miktarı Maliye\nBakanlığının belirttiği sürede eşit taksitlerle kesilir.\u003C\u002Fp>\n\n\u003Cp>b)Yurtdışı teşkilatında çalışan merkez tayinli sendikalı personele\nödenen aylık ücretler 202 sayılı yasa gereğince vergilendirilerek\nödenir. Şu kadar ki, halen yapılan uygulamada izlenen usul personelin lehine\nbir durum yaratıyorsa, bu usul uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)Dış bürolarda görevli bulunan merkez tayinli sendikalı personel,\ngörevlerini layıkıyla ifa ederek tayin edildikleri müddetin sonunda yurda\ndöndüklerinde, THY Teknik A.Ş. teşkilatında yurtdışına tayin edilmeden\nönceki kıdem ücreti ve iş grubuyla ve bu müddet zarfında kıdem ücret\nilerlemesi almış olan münasip görülecek herhangi bir vazifede\ngörevlendirilirler.\u003C\u002Fp>\n\n\u003Cp>d)İşveren, THY Teknik A.Ş. (D) kadrosuna dahil merkez tayinli personele\nödemekte bulunan ücretlerin hesaplanmasında kullanılan katsayının ilgili\nmemleketlerde Türk Dışişleri Memurlarına tatbik edilen katsayı seviyesine\nçıkartılması için yapılmakta olan çalışmalar, bu Toplu İş\nSözleşmesi süresi içinde devam eder.\u003C\u002Fp>\n\n\u003Cp>e)Ulusal bayram ve genel tatil günlerinde çalıştırılan merkez tayinli\nsendika üyesi personele, bu günler için bir ilave yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>D-Bu Toplu İş Sözleşmesi’nin aşağıdaki madde hükümleri\nyurtdışı teşkilatında çalışan merkez tayinli sendika üyesi personele\nuygulanmayacaktır.\u003C\u002Fp>\n\n\u003Cp>8\u002FB, 10, 11, 14, 21, 22, 23, 32, 33, 37, 38, 39, 40, 44, 45, 48, 49, 50, 51,\n55, 56, 58, 73, 76, 77, 81\u002F2-a, 96, 98, 99\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"116\">\u003Cp>KIDEM\u003C\u002Fp>\n\n        \u003Cp>BASAMAĞI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>01.07.2021 -31.12.2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"176\">\u003Cp>KIDEM ÜCRETİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>2.602\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>02\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>2.683\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>03\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>2.756\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>04\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>2.820\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>05\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>2.912\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>06\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>2.980\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>07\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.053\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>08\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.142\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.212\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.295\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.370\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.438\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.526\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.604\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.668\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.742\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.823\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.908\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>3.974\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.055\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.135\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.212\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4,292\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.366\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.435\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.523\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.602\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.672\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.745\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.832\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.906\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>4.980\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>5.071\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>5.136\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"176\">\u003Cp>5.219\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Ch4>7. DÖNEM T.İ.S. İŞ TAZMİNATLARI CETVELİ (EK-2\u003C\u002Fh4>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"70\">\u003Cp>GRUP 01.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>c\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>J\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>O\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"70\">\u003Cp>01.01.22 iş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1.462\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1.852\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.110\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.189\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.272\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.356\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.444\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.536\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.628\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.728\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.832\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>2.940\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.053\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.172\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.220\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3.338\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3.467\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>01-1: Destek personeli\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"72\">\u003Cp>GRUP 03.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"32\">\u003Cp>j\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>0\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"72\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>1.639\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.083\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.378\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.472\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.563\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.656\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.760\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.864\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.971\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.086\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.204\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"32\">\u003Cp>3.326\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.446\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.582\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.641\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3.781\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3.926\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>03-1: Teknik Destek Personeli, Büro Destek Personeli, Lojistik Personeli,\nDepo Personeli, Tesellüm Personeli, Takımhane Personeli * Bu gruptaki\npersonele, Kalite Güvence ve Kurumsal Emniyet Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>GRUP 04.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>J\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>0\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>01.01.22 iş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.550\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.908\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.017\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.128\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.246\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.360\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.487\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.618\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.752\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.895\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>4.038\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.190\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>4.345\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.417\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>4.590\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.762\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>04-1: Uçak Boya Personeli\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personele, Kalite Güvence ve Kurumsal Emniyet\nBaşkanlığınca kısmi yetki verildiğinde iş tazminatının %5’i kadar\n\"kısmi yetki\" tazminatı alır. Söz konusu tazminat yetki süresince ödenir.\nYönetici tazminatı alanlara bu ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"70\">\u003Cp>GRUP 05.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>j\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>0\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"70\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.459\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.945\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.909\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.034\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.143\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.261\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.390\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.510\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.646\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.767\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.915\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>6.055\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.200\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.364\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.454\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>6.523\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.680\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>05-1: Operatör, Tekniker\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"70\">\u003Cp>GRUP 07.2.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>j\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>0\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"70\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.690\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.778\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.390\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.564\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.773\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.986\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.199\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.428\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.662\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.918\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.162\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>7.451\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.721\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.014\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.138\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>8.447\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>8.778\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>07-2: Memur\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"70\">\u003Cp>GRUP 07.3.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>J\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>O\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"70\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.902\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.061\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.804\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.022\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.239\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.464\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.715\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.956\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.216\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.483\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.759\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>8.071\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.380\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.706\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.834\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>9.193\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>9.547\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>07-3: Memur\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"72\">\u003Cp>GRUP 09.2.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A0\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>c\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"32\">\u003Cp>j\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\">\u003Cp>0\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"72\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.701\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.405\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.734\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.989\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.252\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.522\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.823\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.114\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.412\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.746\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>9.092\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"32\">\u003Cp>9.440\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>9.810\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>10.201\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"36\">\u003Cp>10.372\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>10.795\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\">\u003Cp>11.220\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>09-2: Uzman, Öğretmen\u003C\u002Fp>\n\n\u003Cp>* Uzmanlar için 4 yıllık yüksek öğrenim şartı aranır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"53\">\u003Cp>GRUP 10.0. A&B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\">\u003Cp>J\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>O\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"14\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"53\">\u003Cp>01.01.22 İsTazm.- 10.0A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.101\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.653\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.469\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.915\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.248\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>5.502\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.771\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.053\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.348\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.656\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.986\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\">\u003Cp>7.325\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.686\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.060\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.272\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>8.680\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>9.107\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"14\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"53\">\u003Cp>01.01.22 İş Tazm.- 10.0.B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>2.434\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3.098\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.469\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.915\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.248\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>5.502\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5.771\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.053\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.348\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.656\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.986\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\">\u003Cp>7.325\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.686\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.060\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.272\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>8.680\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>0,107\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"14\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.0.A Teknisyen (Meslek Yüksek Okulları Mezunları, Uçak\u002FHavacılık\nLiseleri Mezunları)\u003C\u002Fp>\n\n\u003Cp>10.0.B: Teknisyen (Sivil Havacılık Yüksek Okulları ve Teknik Eğitim\nFakülteleri Mezunları)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi“ni yapan\npersonel;\u003C\u002Fp>\n\n\u003Cp>\"Başteknisyen\" unvanı aldığında İş Tazminatının % 10’u kadar\nayrıca İş Tazminatı alırlar. Söz konusu tazminat, bu unvanlarda\nkaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>A B1, B2 kategori uçak bakım lisansını aldı klan nda; iş\nTazminatının % 10'u kadar \"lisans tazminatı\" alırlar.\u003C\u002Fp>\n\n\u003Cp>Kalite Güvence ve Kurumsal Emniyet Başkanlığı'nca kısmi yetki verdiği\npersonel İş Tazminatının %5'i kadar kısmi yetki tazminatı alır. Söz\nkonusu tazminat yetki süresince ödenir.\u003C\u002Fp>\n\n\u003Cp>A kategori uçak bakım lisansına sahip olan ve bağlı bulunduğu\nünitenin talebi ile Kalite Güvence ve Kurumsal Emniyet Başkanlığı'nca \"A\nkategori onaylayıcı personel\" (A C\u002FS) yetkisi verilen teknisyenler,\n\"Kalibrasyon Kapsam Sorumlusu\" yetkisi verilen teknisyenler yetki süresi\nboyunca İş Tazminatının; % 20’si ”A Kategori\u002FKalibrasyon Kapsam\nSorumlusu Yetki Tazminatı\" alırlar.\u003C\u002Fp>\n\n\u003Cp>Söz konusu tazminat yetki.süresince ödenir.\u003C\u002Fp>\n\n\u003Cp>** Bu gruptaki personele Lisans, Kısmı Yetki ve A Kategori ve Kalibrasyon\nKapsam Sorumlusu Yetki tazminatlarının yalnızca birinden ödeme.yapilabilir;\ndiğerlerine göre daha yüksek oranlı tazminat söz konusu olduğunda\ndüşük oranlı ödeme iptal edilir. Yönetici tazminatı alanlara bu\nödemeler yapılmaz.\u003C\u002Fp>\n\n\u003Cp>*** Yukarıda belirtilen personel; Kalite Güvence ve Kurumsal Emniyet\nBaşkanlığı, AR-G E Başkanlığı.ve Eğitim Başkanlığımda görev\nyaptığı süre boyunca, iş Tazminatının %10'u kadar ayrıca (iş\nTazminatı alır. 10 kıdem yılını dolduran ve fonksiyonel olarak\nteknisyenlik görevini yapan personele İş Tazminatının %3'üoranında\nayrıca \"Ek.Tazminat” ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"57\">\u003Cp>GRUP 10.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"32\">\u003Cp>J\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"43\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>O\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"57\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3.330\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>5.322\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>6.659\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>7.0.06\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>7.380\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.776\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>8.221\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>8.681\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>9.173\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>9.689\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>10:238\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"32\">\u003Cp>10.823\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>11.461\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>12.116\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>12.558\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"43\">\u003Cp>13.296\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>14.086\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.1; Teknisyenler\u003C\u002Fp>\n\n\u003Cp>’ Bu grupta belirtilen personel içerisinde fonksiyonel olarak\n\"teknisyenlik görevi\"ni yapan;\u003C\u002Fp>\n\n\u003Cp>Şirkette uçak bakım lisansına sahip olan, \"onaylayıcı personer(ÜS)\"\nveya \"destekleyici personel (S\u002FS)\" olarak adlandınlan tümteknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü’nün yetki onayını müteakip, İş Tazminatının %5’i\noranında \"Ek Yetki Tazminatı\" ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında iş\nTazminatının0\u002F» 10'u kadar ayrıca iş Tazminatı .alır. Söz konusu\ntazminat bu unvanda kaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>** 10 kıdem yılını dolduran ve fonksiyonel olarak teknisyenlik görevini\nyapan personele İş Tazminatının %3'ü oranında ayrıca \"EkTazminat\"\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"59\">\u003Cp>GRUP 10.2.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>J\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>O\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"59\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>3.913\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>5.693\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7:116\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>7.502\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>7.910\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.342\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.830\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>9.314\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>9.844\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>10.415\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>11.004\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>11.653\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>12.334\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>13.058\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>13.522\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>14.327\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>15.180\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.2.: Şirketimizin lisans gerektirmeyen bölümlerinde görev yapan \"firma\nlisanslı teknisyenler\", 'firma lisanslı bilgisayar operatörleri\".\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan;\u003C\u002Fp>\n\n\u003Cp>Şirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (ÜS)\"\nveya \"destekleyici personel (S\u002FS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü'nün yetki onayını müteakip, İş Tazminatının %5'i\noranında \"Ek Yetki Tazminatı\" ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında İş\nTazminatının % 10'u kadar ayrıca İş Tazminatı alır. Söz konusu tazminat\nbu unvanda kaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>10 kıdem yılını dolduran ve fonksiyonel olarak teknisyenlik görevini\nyapan personele İş Tazminatının %3'ü oranında ayrıca \"Ek Tazminat\"\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>EK-2 İŞ TAZM.CETV. (devamı)\u003C\u002Fh4>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>GRUP 10.3.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>J\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"43\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"32\">\u003Cp>O\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"60\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4.325\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>7.622\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.038\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.482\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>8.966\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>9.462\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>10.015\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>10.579\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>11.197\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>11.848\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"31\">\u003Cp>12.538\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>13.270\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>14.077\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>14.561\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"43\">\u003Cp>15.448\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"32\">\u003Cp>16.364\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3.: B1\u002FB2\u002FC Kategori onaylayıcı (CS\u002FSS) yetkili teknisyen, B1\u002FB2 uçak\nbakım lisansına sahip Teknik Öğretmen, NDT Level 2 veya Level 3\nsertifikasına sahip NDT onaylayıcı yetkili Teknisyen, B1\u002FB2 uçak bakım\nlisansına sahip Kalite teknisyeni, Komponent Onaylayıcı Personel (CS\u002FSS)\n(B1, B3, Cx, D1 Rating) yetkisine sahip teknisyen * Komponent Onaylayıcı\n(CS\u002FSS) teknisyenlerde lisans şartı aranmaz.\u003C\u002Fp>\n\n\u003Cp>** Yukarıda belirtilen ve fonksiyonel olarak teknisyenlik görevini\nyapan;\u003C\u002Fp>\n\n\u003Cp>Şirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nGüvence ve Kurumsal Emniyet Başkanlığınca yetki verilmesini müteakip iş\nTazminatının %5'i oranında \"Ek Yetki Tazminatı\" ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında İş\nTazminatının % 10'u kadar ayrıca iş Tazminatı alır. Söz konusu tazminat\nbu unvanda kaldıkları sürece ödenir. Başteknisyen ve Şef unvan grubundaki\npersonele ayrıca C Kategori ek tazminatı ödenmez.\u003C\u002Fp>\n\n\u003Cp>Bu iş grubunda bulunan B1\u002FB2 uçak bakım lisansına sahip\nteknisyenler,Kalite Güvence ve Kurumsal Emniyet Başkanlığı ve Eğitim\nBaşkanlığında görev yaptıkları süre boyunca iş Tazminatının %10'u\nkadar ayrıca iş Tazminatı alır. Söz konusu tazminat bu unvanda\nkaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>*** \"C Kategori (Teknik Kontrol) teknisyenleri\" bu görevde kaldıkları ve\nC Kategori onaylayıcı yetkileri devam ettiği sürece iş tazminatlarının %\n10'u kadar ayrıca iş tazminatı alırlar.\u003C\u002Fp>\n\n\u003Cp>***10 kıdem yılını dolduran ve fonksiyonel olarak teknisyenlik görevini\nyapan personele İş Tazminatının %3'ü oranında ayrıca \"Ek Tazminat\"\nödenir.\u003C\u002Fp>\n\n\u003Cp>***** Şirketimizin bakım yetkisine sahip olduğu; uçak gövde, motor\ntiplerinden üç ve üçten fazla kategoride yetkisi bulunan (aynı tip\naileleri tek sayılır) ve fonksiyonel olarak teknisyenlik görevi yapan\npersonele iş tazminatının %2'si oranında ayrıca \"Tip Tazminatı\"\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu tazminatın alınması için fonksiyonel olarak teknisyenlik görevi\nyapılması gerekmektedir.\u003C\u002Fp>\n\n\u003Cp>***** Bu iş grubunda B1 ve B2 uçak bakım lisansına sahip olup, Uçak\nBakım Başkanlıkları, Hat Bakım Başkanlığı ve Kabin içi Bakım\nBaşkanlığı bünyesinde (C\u002FS) onaylayıcı olarak çalışan\nteknisyenlere\u003C\u002Fp>\n\n\u003Cp>her ay maaş ödemesi ile \"Ek Yetki Primi\" ödenir.\u003C\u002Fp>\n\n\u003Cp>******* Bu gruptaki personel yukarıda belirtilen şartları sağladığı\nsürece bu iş grubunda kalır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp>GRUP 14.1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>AO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>H\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>J\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>L\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>M\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>N\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>O\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp>01.01.22 İş Tazm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>5.404\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>8.770\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>9.754\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>10.303\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>10.900\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>11.526\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>12.203\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>12.922\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>13.680\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>14.509\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>15.356\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>16.288\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>17.286\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>18.316\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>18.997\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>20.164\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>21.391\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>14-1.: Mühendis, Mimar\u003C\u002Fp>\n\n\u003Cp>* Yukarıda belirtilen ve fonksiyonel olarak mühendislik görevlerinde\nbulunan personel, \"Kıdemli Mühendis\" unvanı aldığında İş Tazminatının\n%10'u, \"Başmühendis\" ve \"Proje Mühendisi\" unvanını aldığında iş\ntazminatlarının %20'si kadar ayrıca İş Tazminatı alırlar. Söz konusu\ntazminat bu unvanlarda kaldıkları sürece ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>EK - 3 VARDİYA PRİMİ CETV.\u003C\u002Fh4>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"89\">\u003Cp>KIDEM\u003C\u002Fp>\n\n        \u003Cp>BASAMAĞ\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"321\">\u003Cp>01.07.2021 -31.12.2021\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"158\">\u003Cp>İKİLİ VARDİYA PRİMİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>ÜÇLÜ VARDİYA PRİMİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>390\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>781\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>02\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>402\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>805\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>03\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>413\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>827\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>04\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>423\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>846\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>05\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>437\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>874\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>06\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>447\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>894\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>07\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>458\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>916\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>08\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>471\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>943\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>482\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>964\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>494\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>989\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>506\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.011\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>516\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.031\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>529\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.058\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>541\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.081\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>550\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.100\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>561\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.123\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>573\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.147\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>586\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.172\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>596\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.192\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>608\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.217\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>620\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.241\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>632\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.264\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>644\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.288\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>655\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.310\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>665\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.331\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>678\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.357\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>690\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.381\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>701\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.402\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>712\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.424\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>725\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.450\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>736\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.472\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>747\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.494\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>761\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.521\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>770\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.541\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"89\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>783\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\">\u003Cp>1.566\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbasignsingle":44,"jobclassifaction1_txt":48,"trainingprogrammes":52,"contracttrial":56,"contractseverancepay":60,"part_time_excluded":64,"sicknesspaytxt":68,"sicknessmaxdaysnr":72,"disabilitypay":75,"disabilitypaytxt":79,"MEDICAL_trigger":83,"healthcareaccess":87,"healthandsafetypolicy":91,"protectiveclothing":95,"code_application":99,"funeralpay":103,"funeralpaytype":107,"paidmaternityleave":111,"paidmaternityleaveduration":115,"alternatives":119,"paidpaternityleave":123,"deathrelatives":127,"marriage":131,"childcaresubsidy":135,"WORKHOURS_trigger":139,"PAIDLEAV_trigger":143,"bankholidays1":147,"SCHEDULE_trigger":151,"schedulesrestpw":155,"TRADEUNLEAV_trigger":159,"WAGES_trigger":163,"PAYSCALES_trigger":167,"STRUCINCR_trigger":171,"ONCERISE_trigger":175,"incidentalbonusdays1":179,"ONCERISE2_trigger":183,"NOCTPREM_trigger":187,"OVERTIME_trigger":191,"SUNDAY_trigger":195,"sundayallowancedays1":199,"COMMUTE_trigger":203,"SENIOR_trigger":207,"MEALALL_trigger":210,"strikes_trigger":214,"covercountry":218,"coverunion_trigger":222,"coverunionsign":226},{"bindId":45,"name":46,"text":47},"cbasignsingle","A- TARAFLAR Bu İşletme Toplu İş Sözleşme","A- TARAFLAR\n\nBu İşletme Toplu İş Sözleşmesi’nin tarafları; Türk Hava Yolları\nTeknik Anonim Şirketi ile Özdemir, Çelik, Metal ve Metal Mamulleri\nİşçileri Sendikası’dır.",{"bindId":49,"name":50,"text":51},"jobclassifaction1_txt","7. DÖNEM T.İ.S. İŞ TAZMİNATLARI CETVELİ ","7. DÖNEM T.İ.S. İŞ TAZMİNATLARI CETVELİ (EK-2\n\n\n  \n    \n      GRUP 01.1.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      c\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      J\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      O\n      \n    \n    \n      01.01.22 iş Tazm.\n      \n      1.462\n      \n      1.852\n      \n      2.110\n      \n      2.189\n      \n      2.272\n      \n      2.356\n      \n      2.444\n      \n      2.536\n      \n      2.628\n      \n      2.728\n      \n      2.832\n      \n      2.940\n      \n      3.053\n      \n      3.172\n      \n      3.220\n      \n      3.338\n      \n      3.467\n      \n    \n  \n\n\n01-1: Destek personeli\n\n\n\n\n  \n    \n      GRUP 03.1.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      j\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      0\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      1.639\n      \n      2.083\n      \n      2.378\n      \n      2.472\n      \n      2.563\n      \n      2.656\n      \n      2.760\n      \n      2.864\n      \n      2.971\n      \n      3.086\n      \n      3.204\n      \n      3.326\n      \n      3.446\n      \n      3.582\n      \n      3.641\n      \n      3.781\n      \n      3.926\n      \n    \n  \n\n\n03-1: Teknik Destek Personeli, Büro Destek Personeli, Lojistik Personeli,\nDepo Personeli, Tesellüm Personeli, Takımhane Personeli * Bu gruptaki\npersonele, Kalite Güvence ve Kurumsal Emniyet Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n\n\n\n  \n    \n      GRUP 04.1.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      J\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      0\n      \n    \n    \n      01.01.22 iş Tazm.\n      \n      2.012\n      \n      2.550\n      \n      2.908\n      \n      3.017\n      \n      3.128\n      \n      3.246\n      \n      3.360\n      \n      3.487\n      \n      3.618\n      \n      3.752\n      \n      3.895\n      \n      4.038\n      \n      4.190\n      \n      4.345\n      \n      4.417\n      \n      4.590\n      \n      4.762\n      \n    \n  \n\n\n04-1: Uçak Boya Personeli\n\n* Bu gruptaki personele, Kalite Güvence ve Kurumsal Emniyet\nBaşkanlığınca kısmi yetki verildiğinde iş tazminatının %5’i kadar\n\"kısmi yetki\" tazminatı alır. Söz konusu tazminat yetki süresince ödenir.\nYönetici tazminatı alanlara bu ödeme yapılmaz.\n\n\n\n\n  \n    \n      GRUP 05.1.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      j\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      0\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      2.459\n      \n      2.945\n      \n      4.909\n      \n      5.034\n      \n      5.143\n      \n      5.261\n      \n      5.390\n      \n      5.510\n      \n      5.646\n      \n      5.767\n      \n      5.915\n      \n      6.055\n      \n      6.200\n      \n      6.364\n      \n      6.454\n      \n      6.523\n      \n      6.680\n      \n    \n  \n\n\n05-1: Operatör, Tekniker\n\n\n\n\n  \n    \n      GRUP 07.2.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      j\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      0\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      2.690\n      \n      3.778\n      \n      5.390\n      \n      5.564\n      \n      5.773\n      \n      5.986\n      \n      6.199\n      \n      6.428\n      \n      6.662\n      \n      6.918\n      \n      7.162\n      \n      7.451\n      \n      7.721\n      \n      8.014\n      \n      8.138\n      \n      8.447\n      \n      8.778\n      \n    \n  \n\n\n07-2: Memur\n\n\n\n\n  \n    \n      GRUP 07.3.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      J\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      O\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      2.902\n      \n      4.061\n      \n      5.804\n      \n      6.022\n      \n      6.239\n      \n      6.464\n      \n      6.715\n      \n      6.956\n      \n      7.216\n      \n      7.483\n      \n      7.759\n      \n      8.071\n      \n      8.380\n      \n      8.706\n      \n      8.834\n      \n      9.193\n      \n      9.547\n      \n    \n  \n\n\n07-3: Memur\n\n\n\n\n  \n    \n      GRUP 09.2.\n      \n      A0\n      \n      A1\n      \n      A\n      \n      B\n      \n      c\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      j\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      0\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      3.701\n      \n      5.405\n      \n      6.734\n      \n      6.989\n      \n      7.252\n      \n      7.522\n      \n      7.823\n      \n      8.114\n      \n      8.412\n      \n      8.746\n      \n      9.092\n      \n      9.440\n      \n      9.810\n      \n      10.201\n      \n      10.372\n      \n      10.795\n      \n      11.220\n      \n    \n  \n\n\n09-2: Uzman, Öğretmen\n\n* Uzmanlar için 4 yıllık yüksek öğrenim şartı aranır.\n\n\n\n\n  \n    \n      GRUP 10.0. A&B\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      J\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      O\n      \n      \n      \n    \n    \n      01.01.22 İsTazm.- 10.0A\n      \n      2.101\n      \n      2.653\n      \n      4.469\n      \n      4.915\n      \n      5.248\n      \n      5.502\n      \n      5.771\n      \n      6.053\n      \n      6.348\n      \n      6.656\n      \n      6.986\n      \n      7.325\n      \n      7.686\n      \n      8.060\n      \n      8.272\n      \n      8.680\n      \n      9.107\n      \n       \n      \n    \n    \n      01.01.22 İş Tazm.- 10.0.B\n      \n      2.434\n      \n      3.098\n      \n      4.469\n      \n      4.915\n      \n      5.248\n      \n      5.502\n      \n      5.771\n      \n      6.053\n      \n      6.348\n      \n      6.656\n      \n      6.986\n      \n      7.325\n      \n      7.686\n      \n      8.060\n      \n      8.272\n      \n      8.680\n      \n      0,107\n      \n      \n      \n    \n  \n\n\n10.0.A Teknisyen (Meslek Yüksek Okulları Mezunları, Uçak\u002FHavacılık\nLiseleri Mezunları)\n\n10.0.B: Teknisyen (Sivil Havacılık Yüksek Okulları ve Teknik Eğitim\nFakülteleri Mezunları)\n\n\n\nYukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi“ni yapan\npersonel;\n\n\"Başteknisyen\" unvanı aldığında İş Tazminatının % 10’u kadar\nayrıca İş Tazminatı alırlar. Söz konusu tazminat, bu unvanlarda\nkaldıkları sürece ödenir.\n\nA B1, B2 kategori uçak bakım lisansını aldı klan nda; iş\nTazminatının % 10'u kadar \"lisans tazminatı\" alırlar.\n\nKalite Güvence ve Kurumsal Emniyet Başkanlığı'nca kısmi yetki verdiği\npersonel İş Tazminatının %5'i kadar kısmi yetki tazminatı alır. Söz\nkonusu tazminat yetki süresince ödenir.\n\nA kategori uçak bakım lisansına sahip olan ve bağlı bulunduğu\nünitenin talebi ile Kalite Güvence ve Kurumsal Emniyet Başkanlığı'nca \"A\nkategori onaylayıcı personel\" (A C\u002FS) yetkisi verilen teknisyenler,\n\"Kalibrasyon Kapsam Sorumlusu\" yetkisi verilen teknisyenler yetki süresi\nboyunca İş Tazminatının; % 20’si ”A Kategori\u002FKalibrasyon Kapsam\nSorumlusu Yetki Tazminatı\" alırlar.\n\nSöz konusu tazminat yetki.süresince ödenir.\n\n** Bu gruptaki personele Lisans, Kısmı Yetki ve A Kategori ve Kalibrasyon\nKapsam Sorumlusu Yetki tazminatlarının yalnızca birinden ödeme.yapilabilir;\ndiğerlerine göre daha yüksek oranlı tazminat söz konusu olduğunda\ndüşük oranlı ödeme iptal edilir. Yönetici tazminatı alanlara bu\nödemeler yapılmaz.\n\n*** Yukarıda belirtilen personel; Kalite Güvence ve Kurumsal Emniyet\nBaşkanlığı, AR-G E Başkanlığı.ve Eğitim Başkanlığımda görev\nyaptığı süre boyunca, iş Tazminatının %10'u kadar ayrıca (iş\nTazminatı alır. 10 kıdem yılını dolduran ve fonksiyonel olarak\nteknisyenlik görevini yapan personele İş Tazminatının %3'üoranında\nayrıca \"Ek.Tazminat” ödenir.\n\n\n\n\n\n\n  \n    \n      GRUP 10.1.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      J\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      O\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      3.330\n      \n      5.322\n      \n      6.659\n      \n      7.0.06\n      \n      7.380\n      \n      7.776\n      \n      8.221\n      \n      8.681\n      \n      9.173\n      \n      9.689\n      \n      10:238\n      \n      10.823\n      \n      11.461\n      \n      12.116\n      \n      12.558\n      \n      13.296\n      \n      14.086\n      \n    \n  \n\n\n10.1; Teknisyenler\n\n’ Bu grupta belirtilen personel içerisinde fonksiyonel olarak\n\"teknisyenlik görevi\"ni yapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personer(ÜS)\"\nveya \"destekleyici personel (S\u002FS)\" olarak adlandınlan tümteknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü’nün yetki onayını müteakip, İş Tazminatının %5’i\noranında \"Ek Yetki Tazminatı\" ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş\nTazminatının0\u002F» 10'u kadar ayrıca iş Tazminatı .alır. Söz konusu\ntazminat bu unvanda kaldıkları sürece ödenir.\n\n** 10 kıdem yılını dolduran ve fonksiyonel olarak teknisyenlik görevini\nyapan personele İş Tazminatının %3'ü oranında ayrıca \"EkTazminat\"\nödenir.\n\n\n\n\n  \n    \n      GRUP 10.2.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      J\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      O\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      3.913\n      \n      5.693\n      \n      7:116\n      \n      7.502\n      \n      7.910\n      \n      8.342\n      \n      8.830\n      \n      9.314\n      \n      9.844\n      \n      10.415\n      \n      11.004\n      \n      11.653\n      \n      12.334\n      \n      13.058\n      \n      13.522\n      \n      14.327\n      \n      15.180\n      \n    \n  \n\n\n10.2.: Şirketimizin lisans gerektirmeyen bölümlerinde görev yapan \"firma\nlisanslı teknisyenler\", 'firma lisanslı bilgisayar operatörleri\".\n\nYukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (ÜS)\"\nveya \"destekleyici personel (S\u002FS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü'nün yetki onayını müteakip, İş Tazminatının %5'i\noranında \"Ek Yetki Tazminatı\" ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında İş\nTazminatının % 10'u kadar ayrıca İş Tazminatı alır. Söz konusu tazminat\nbu unvanda kaldıkları sürece ödenir.\n\n10 kıdem yılını dolduran ve fonksiyonel olarak teknisyenlik görevini\nyapan personele İş Tazminatının %3'ü oranında ayrıca \"Ek Tazminat\"\nödenir.\n\n\n\nEK-2 İŞ TAZM.CETV. (devamı)\n\n\n  \n    \n      GRUP 10.3.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      J\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      O\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      4.325\n      \n      7.100\n      \n      7.622\n      \n      8.038\n      \n      8.482\n      \n      8.966\n      \n      9.462\n      \n      10.015\n      \n      10.579\n      \n      11.197\n      \n      11.848\n      \n      12.538\n      \n      13.270\n      \n      14.077\n      \n      14.561\n      \n      15.448\n      \n      16.364\n      \n    \n  \n\n\n\n\n10.3.: B1\u002FB2\u002FC Kategori onaylayıcı (CS\u002FSS) yetkili teknisyen, B1\u002FB2 uçak\nbakım lisansına sahip Teknik Öğretmen, NDT Level 2 veya Level 3\nsertifikasına sahip NDT onaylayıcı yetkili Teknisyen, B1\u002FB2 uçak bakım\nlisansına sahip Kalite teknisyeni, Komponent Onaylayıcı Personel (CS\u002FSS)\n(B1, B3, Cx, D1 Rating) yetkisine sahip teknisyen * Komponent Onaylayıcı\n(CS\u002FSS) teknisyenlerde lisans şartı aranmaz.\n\n** Yukarıda belirtilen ve fonksiyonel olarak teknisyenlik görevini\nyapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nGüvence ve Kurumsal Emniyet Başkanlığınca yetki verilmesini müteakip iş\nTazminatının %5'i oranında \"Ek Yetki Tazminatı\" ödenir.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında İş\nTazminatının % 10'u kadar ayrıca iş Tazminatı alır. Söz konusu tazminat\nbu unvanda kaldıkları sürece ödenir. Başteknisyen ve Şef unvan grubundaki\npersonele ayrıca C Kategori ek tazminatı ödenmez.\n\nBu iş grubunda bulunan B1\u002FB2 uçak bakım lisansına sahip\nteknisyenler,Kalite Güvence ve Kurumsal Emniyet Başkanlığı ve Eğitim\nBaşkanlığında görev yaptıkları süre boyunca iş Tazminatının %10'u\nkadar ayrıca iş Tazminatı alır. Söz konusu tazminat bu unvanda\nkaldıkları sürece ödenir.\n\n*** \"C Kategori (Teknik Kontrol) teknisyenleri\" bu görevde kaldıkları ve\nC Kategori onaylayıcı yetkileri devam ettiği sürece iş tazminatlarının %\n10'u kadar ayrıca iş tazminatı alırlar.\n\n***10 kıdem yılını dolduran ve fonksiyonel olarak teknisyenlik görevini\nyapan personele İş Tazminatının %3'ü oranında ayrıca \"Ek Tazminat\"\nödenir.\n\n***** Şirketimizin bakım yetkisine sahip olduğu; uçak gövde, motor\ntiplerinden üç ve üçten fazla kategoride yetkisi bulunan (aynı tip\naileleri tek sayılır) ve fonksiyonel olarak teknisyenlik görevi yapan\npersonele iş tazminatının %2'si oranında ayrıca \"Tip Tazminatı\"\nödenir.\n\nBu tazminatın alınması için fonksiyonel olarak teknisyenlik görevi\nyapılması gerekmektedir.\n\n***** Bu iş grubunda B1 ve B2 uçak bakım lisansına sahip olup, Uçak\nBakım Başkanlıkları, Hat Bakım Başkanlığı ve Kabin içi Bakım\nBaşkanlığı bünyesinde (C\u002FS) onaylayıcı olarak çalışan\nteknisyenlere\n\nher ay maaş ödemesi ile \"Ek Yetki Primi\" ödenir.\n\n******* Bu gruptaki personel yukarıda belirtilen şartları sağladığı\nsürece bu iş grubunda kalır.\n\n\n\n\n  \n    \n      GRUP 14.1.\n      \n      AO\n      \n      A1\n      \n      A\n      \n      B\n      \n      C\n      \n      D\n      \n      E\n      \n      F\n      \n      G\n      \n      H\n      \n      I\n      \n      J\n      \n      K\n      \n      L\n      \n      M\n      \n      N\n      \n      O\n      \n    \n    \n      01.01.22 İş Tazm.\n      \n      5.404\n      \n      8.770\n      \n      9.754\n      \n      10.303\n      \n      10.900\n      \n      11.526\n      \n      12.203\n      \n      12.922\n      \n      13.680\n      \n      14.509\n      \n      15.356\n      \n      16.288\n      \n      17.286\n      \n      18.316\n      \n      18.997\n      \n      20.164\n      \n      21.391\n      \n    \n  \n\n\n14-1.: Mühendis, Mimar\n\n* Yukarıda belirtilen ve fonksiyonel olarak mühendislik görevlerinde\nbulunan personel, \"Kıdemli Mühendis\" unvanı aldığında İş Tazminatının\n%10'u, \"Başmühendis\" ve \"Proje Mühendisi\" unvanını aldığında iş\ntazminatlarının %20'si kadar ayrıca İş Tazminatı alırlar. Söz konusu\ntazminat bu unvanlarda kaldıkları sürece ödenir.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","Madde 99 : EĞİTİM Eğitim çalışmaları kon","Madde 99 : EĞİTİM\n\nEğitim çalışmaları konusunda Şirket yönetmelik hükümleri\nuygulanır. Ancak, yıllık eğitim programı sendikaya da gönderilir.",{"bindId":57,"name":58,"text":59},"contracttrial","Madde 24 : DENEME SÜRESİ İşe alınan işçi","Madde 24 : DENEME SÜRESİ\n\nİşe alınan işçiler, üç aylık deneme süresine bağlıdır. Bu süre\niçinde gerek işçi gerek işveren sözleşmeyi bildirimsiz ve tazminatsız\nsona erdirebilir. İşçinin çalıştığı günler için ücret hakkı\nsaklıdır.",{"bindId":61,"name":62,"text":63},"contractseverancepay","Madde 30 : KIDEM TAZMİNATI Kıdem tazmina","Madde 30 : KIDEM TAZMİNATI\n\nKıdem tazminatı konusunda sendika üyesi tüm personele 4857 sayılı yasa\nhükümleri uygulanır.\n\nPersonelin THY A.O.da çalıştığı süreler, THY Teknik A.Ş.’de\ngeçmiş kabul edilir.\n\n\n\nMadde 31 : İHBAR VE KIDEM TAZMİNATININ HESAPLANMASI\n\nBu konuda sendika üyesi tüm personele yasa hükümleri uygulanır.",{"bindId":65,"name":66,"text":67},"part_time_excluded","c) Haftalık çalışma süresi en çok otuz s","c) Haftalık çalışma süresi en çok otuz saat ve bir takvim yılında en\nçok altı ay (öğrenci ve stajyerler için dokuz ay olmak üzere)\nçalıştırılmak kaydıyla kısmi süreli iş sözleşmesiyle\nçalıştırılan personel, bu Toplu İş Sözleşmesi’nin kapsamı\ndışındadır.",{"bindId":69,"name":70,"text":71},"sicknesspaytxt","A-Meslek hastalığı ve iş kazası dışındak","A-Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatları halinde 120 güne kadar ücretli izinli sayılırlar.\nAncak, bir takvim yılı içinde toplam 120 günü geçen veya takvim yılı\nile sınırlı olmadan süresi 120 günü geçen sürekli (devamlı) istirahat\nhallerinde personele herhangi bir ödeme yapılamaz.\n\nB-Kanser, verem ve akıl hastalıkları gibi belirli ve uzun süreli\nhastalıklara yakalanan personele 12 aya kadar ücretli hastalık izni verilir.\n12 aylık sürenin sonunda hastalıklarının devam ettiği resmi sağlık\nkurulu raporu ile belgelenen personelin izinleri 12 aya kadar daha\nuzatılır.",{"bindId":73,"name":70,"text":74},"sicknessmaxdaysnr","A-Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatları halinde 120 güne kadar ücretli izinli sayılırlar.\nAncak, bir takvim yılı içinde toplam 120 günü geçen veya takvim yılı\nile sınırlı olmadan süresi 120 günü geçen sürekli (devamlı) istirahat\nhallerinde personele herhangi bir ödeme yapılamaz.",{"bindId":76,"name":77,"text":78},"disabilitypay","a) İşveren, çalışanlarının iş kazası yaş","a) İşveren, çalışanlarının iş kazası yaşaması halinde ilgili\nbulunduğu sosyal güvenlik kurumu mevzuatına göre malul sayılması ve\nçalışamaz durumunun raporla belgelenmesi koşuluyla kasıtlı veya ağır\nkusur halleri hariç kendisine 01.07.2021 -\n\n31.12.2021tarihleri arasında geçerli olmak üzere net 13.780.-\n(onüçbinyediyüzseksen) TL olarak öder.\n\nBu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\n\nb) İşveren, çalışanlarının iş kazası sonucu ölümü halinde kasıt\nveya ağır kusur hali aranmaksızın yasal mirasçılarına 01.07.2021 -\n31.12.2021 tarihleri arasında geçerli olmak üzere net\n13.780.-(onüçbinyediyüzseksen) TL öder.\n\nBu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\n\n3.İşveren, kasıtlı veya ağır kusur halleri hariç personelin\ngeçirdiği iş kazası, meslek hastalığı veya herhangi bir kaza sonucu asli\ngörevini yapamaz hale gelmesi durumunda;\n\na)2 yıl asli görevindeki aylık ücretini (kıdem ücreti + iş\ntazminatı) aynen öder.\n\nb)Yukarıdaki durumlara uyan personel (a) fıkrasında belirtilen süre\niçinde asil görevini yapabilecek biçimde iyileşmezse, durumuna uygun bir\niş verilir. Bu durumda eski ücretinde bir değişiklik yapılmaz. Yeni\nişindeki yan ödemeler ayrıca verilir.\n\n4.İşveren, personelin eceli ile ölümü halinde kasıt veya ağır kusur\nhali aranmaksızın yasal mirasçılarına 01.07.2021 - 31.12.2021 tarihleri\narasında geçerli olmak üzere net 13.780.- (onüçbinyediyüzseksen) TL\nöder.",{"bindId":80,"name":81,"text":82},"disabilitypaytxt","C- İş kazasına uğrayan veya meslek hasta","C- İş kazasına uğrayan veya meslek hastalığına tutulan personele,\niyileşinceye kadar, malullüğü resmi sağlık raporu ile kesinleşinceye\nveya ölüm tarihine kadar, raporlu bulunduğu süre içinde ücretli hastalık\nizni verilir. Ancak, bu süre hiçbir zaman 24 ayı geçemez.",{"bindId":84,"name":85,"text":86},"MEDICAL_trigger","Madde 82 : SAĞLIK YARDIMLARI Personel ve","Madde 82 : SAĞLIK YARDIMLARI\n\nPersonel ve bakmakla yükümlü olduğu eş, çocuk, anne ve babası, 5510\nsayılı Sosyal Sigortalar ve Genel Sağlık Sigortası Kanunu hükümleri\nçerçevesinde sağlık hizmetlerinden faydalanır.\n\n\n\nMadde 83 : TÜM PERSONELİN SAĞLIK YARDIMLARI\n\n(05.02.2020 Tarihli Protokol İle İptal Edilmiştir)\n\n\n\nMadde 84 : GEÇİCİ GÖREVLE YURT DIŞINA GÖNDERİLEN PERSONELİN\nHASTALANMASI\n\nGeçici görevle yurtdışına gönderilen personelin yurtdışında\nhastalanmaları halinde, sağlık giderleri Şirket tarafından\nkarşılanır.\n\n\n\nMadde 85 : HASTALIK HALİNDE NAKİL\n\nPersonelin kendisinin, eş ve çocuklarının, bakmakla yükümlü\nbulunduğu ve çalışılan ilde ikamet eden anne babasının çalışılan\nilin dışında tedavi olmalarına resmi hastanece tıbbi zorunluk gösterilen\ndurumlarda adı geçen kişilere gidiş-dönüş hastalık pası (pass 1)\nverilir. Resmi devlet hastanelerinden alacakları raporla hastalıklarının\nyurtiçinde tedavisi mümkün olmadığı belgelendirilen personele, Ana Grup\nTHY A.O. dış hatlar için pass 1 hakkı tanınır veya yabancı\nhavayollarından pass isteğinde bulunulur. Personelin aynı durumdaki eş ve\nçocukları ile bakmakla yükümlü bulunduğu ve çalışılan ilde ikamet\neden anne babasına da aynı hak tanınır. Bu durumda olan hastayı sevk eden\nresmi hastanece refakat zorunluluğu istendiği ve bu durum belgelendiği\ntakdirde hastaya refakat edecek bir kişiye aynı şekilde pass hakkı\ntanınır. Yukarıda belirtilenlerin yurtdışında ölümü halinde, ölenin\nyakınlarından 2 kişiye naaşın nakli için yurtdışı gidiş-dönüş pass\n1 verilir. Yurtdışında görevli personelin eşinin, çocuklarının,\nbakmakla yükümlü olduğu anne ve babasının ölümü halinde THY A.O.'nın\nseferi olmadığı veya seferinin iptali halinde yabancı havayolu şirketi ile\nnaaşın getirilmesi sağlanır.",{"bindId":88,"name":89,"text":90},"healthcareaccess","Madde 83 : TÜM PERSONELİN SAĞLIK YARDIML","Madde 83 : TÜM PERSONELİN SAĞLIK YARDIMLARI\n\n(05.02.2020 Tarihli Protokol İle İptal Edilmiştir)\n\n\n\nMadde 84 : GEÇİCİ GÖREVLE YURT DIŞINA GÖNDERİLEN PERSONELİN\nHASTALANMASI\n\nGeçici görevle yurtdışına gönderilen personelin yurtdışında\nhastalanmaları halinde, sağlık giderleri Şirket tarafından\nkarşılanır.\n\n\n\nMadde 85 : HASTALIK HALİNDE NAKİL\n\nPersonelin kendisinin, eş ve çocuklarının, bakmakla yükümlü\nbulunduğu ve çalışılan ilde ikamet eden anne babasının çalışılan\nilin dışında tedavi olmalarına resmi hastanece tıbbi zorunluk gösterilen\ndurumlarda adı geçen kişilere gidiş-dönüş hastalık pası (pass 1)\nverilir. Resmi devlet hastanelerinden alacakları raporla hastalıklarının\nyurtiçinde tedavisi mümkün olmadığı belgelendirilen personele, Ana Grup\nTHY A.O. dış hatlar için pass 1 hakkı tanınır veya yabancı\nhavayollarından pass isteğinde bulunulur. Personelin aynı durumdaki eş ve\nçocukları ile bakmakla yükümlü bulunduğu ve çalışılan ilde ikamet\neden anne babasına da aynı hak tanınır. Bu durumda olan hastayı sevk eden\nresmi hastanece refakat zorunluluğu istendiği ve bu durum belgelendiği\ntakdirde hastaya refakat edecek bir kişiye aynı şekilde pass hakkı\ntanınır. Yukarıda belirtilenlerin yurtdışında ölümü halinde, ölenin\nyakınlarından 2 kişiye naaşın nakli için yurtdışı gidiş-dönüş pass\n1 verilir. Yurtdışında görevli personelin eşinin, çocuklarının,\nbakmakla yükümlü olduğu anne ve babasının ölümü halinde THY A.O.'nın\nseferi olmadığı veya seferinin iptali halinde yabancı havayolu şirketi ile\nnaaşın getirilmesi sağlanır.",{"bindId":92,"name":93,"text":94},"healthandsafetypolicy","Madde 57 : DUŞ VE GİYİNME YERİ SAĞLANMAS","Madde 57 : DUŞ VE GİYİNME YERİ SAĞLANMASI\n\nİşveren, İşçi Sağlığı ve İş güvenliği Kurulları Hakkındaki\nTüzük hükümlerine göre kurulacak kurulca verilecek karara göre, işin\nözelliği bakımından yalnız el ve yüz temizliğinin yeterli olmadığı\nhallerde veya kirli, tozlu ve yorucu işlerden sonra işçilerin\nyıkanmalarını, temizlenmelerini sağlamak için gerekli gördüğü yerlerde\nduş tertibatı yapmayı, duşların bakım ve temizliği ile ilgili sendika\nişyeri temsilcisinin önerilerini yerine getirmeyi kabul eder.\n\nTeknik birimlerde özel iş kıyafeti ile çalışmak durumunda olan\npersonele, mevzuata uygun giyinme yeri düzenlemeyi işveren kabul eder.\n\n\n\nMadde 58 : GÖREV BEKLEME YERLERİ\n\nBir büroya bağlı olmadan ve aralıklı çalışıp toplu olarak görev\nbekleyen personel için yeterli büyüklükte, nitelikte ve hijyen\nkoşullarına uygun görev bekleme yerlerinin yapılmasını işveren\nsağlar.",{"bindId":96,"name":97,"text":98},"protectiveclothing","Madde 88 : PERSONELE VERİLECEK ÜNİFORMA,","Madde 88 : PERSONELE VERİLECEK ÜNİFORMA, İŞ ELBİSESİ VE KORUYUCU\nMALZEME\n\nBu konuda işveren yönetmelikleri uygulanır. Personele verilecek\nüniforma, iş elbisesi ve koruyucu malzeme ile ilgili yapılacak ihale ön\nçalışmalarında sendikanın görevlendireceği iki temsilci bulunur.\n\nİş elbisesi ve koruyucu malzemenin geçerlilik süresi, verileceği\nunvanlar, miktar ve mevsimsel koşullara göre niteliği yasadaki iş\nsağlığı ve güvenliği kurulunca belirlenir.",{"bindId":100,"name":101,"text":102},"code_application","Madde 56 : İŞ SAĞLIĞI VE GÜVENLİĞİ Bu ko","Madde 56 : İŞ SAĞLIĞI VE GÜVENLİĞİ\n\nBu konuda İş Sağlığı ve Güvenliği Yönetmeliği ile diğer yasa ve\ntüzük hükümleri uygulanır. Şirkette yönetmeliğe uygun olarak kurulan\nİş Sağlığı ve Güvenliği Kurulu çalışmalarına eski şekliyle devam\neder.",{"bindId":104,"name":105,"text":106},"funeralpay","Madde 86: NAÂŞLAR1N NAKLİ A- İşveren, ve","Madde 86: NAÂŞLAR1N NAKLİ\n\nA- İşveren, vefat eden THY Teknik A.Ş. Personelinin naaşım ailesinin\nveya ÖZÇELİK-İŞ Sendikasının isteği halinde memleketine göndermeyi ve\ncenazeye katılacak THY Teknik A.Ş. personeline cenazenin bulunduğu şehirde\notobüs tahsisini ve vefat edenin anne, baba, eş ve çocuklarını naaşın\ntoprağa verileceği yere kadar götürüp getirmeyi kabul eder.\n\nB- İşveren, personelinin eş veya çocuklarının ölümü halinde (A)\nfıkrasındaki hükümleri aynen uygulamayı kabul eder.",{"bindId":108,"name":109,"text":110},"funeralpaytype","Madde 80 : ÖLÜM YARDIMI İşveren, sendika","Madde 80 : ÖLÜM YARDIMI\n\nİşveren, sendikalı personelin; eşinin, anne veya babasının veya\nbakmakla yükümlü bulunduğu çocuklarının ölümleri halinde 01.07.2021 -\n31.12.2021 tarihleri arasında geçerli olmak üzere\n2.970.-(ikibindokuzyüzyetmiş) TL ölüm yardımı yapar.\n\nBu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\n\nBu yardımı alabilmek için personel ölümü işverene belgelemek\nzorundadır. THY Teknik A.Ş.'de çalışan eşlerin çocuklarının ölümü\nhalinde bu yardım eşlerden yalnız birine yapılır. Bu yardım, personelin\nisteği halinde bağlı bulunduğu müdürlük muhasebesinden avans olarak\nderhal yapılır.",{"bindId":112,"name":113,"text":114},"paidmaternityleave","Madde 63 : DOĞUM \u002F BABALIK İZNİ İşveren,","Madde 63 : DOĞUM \u002F BABALIK İZNİ\n\nİşveren, erkek personeline eşinin doğum yapması halinde 6 takvim günü\nücretli doğum izni verir. Bu izin doğumdan başlayarak 30 takvim günü\niçinde başlatılarak tek parça halinde kullanılır.\n\nİşveren, doğum yapan kadın personele doğumdan önce 8 hafta, doğumdan\nsonra 12 hafta ücretli doğum izni verir.\n\nÇoğul gebelik halinde doğumdan önce çalıştırılmayacak süreye iki\nhafta süre eklenir. Ancak sağlık durumu uygun olduğu takdirde, doktorun\nonayı ile kadın işçi isterse doğumdan önceki üç haftaya kadar\nişyerinde çalışabilir. Bu durumda kadın işçinin çalıştığı süreler\ndoğum sonrası sürelere eklenir.\n\nİsteği halinde kadın işçiye 20 haftalık ücretli doğum izin\nsüresinin tamamlanmasından veya çoğul gebelik halinde 22 haftalık ücretli\ndoğum izin süresinden sonra altı aya kadar ücretsiz izin verilir. Bu süre\nyıllık ücretli izin hakkının hesabında dikkate alınmaz. Yıllık izin\nhakediş tarihi kullanılan ücretsiz izin süresince ötelenir.\n\nHamile personel, hamileliğinin 6. ayından itibaren talebi halinde\nvardiyasız sistemde çalıştırılır. Bu durumda vardiya primi ödenmez.\n\nKadın işçiye, 4857 sayılı İş Kanunu’nda belirtilen şekilde süt\nizni kullandırılır.\n\nİşveren, bu sürenin bitiminde iş icaplarını ve gereklerini dikkate\nalarak yeniden vardiyalı sistemde çalıştırabilir.",{"bindId":116,"name":117,"text":118},"paidmaternityleaveduration","İşveren, doğum yapan kadın personele doğ","İşveren, doğum yapan kadın personele doğumdan önce 8 hafta, doğumdan\nsonra 12 hafta ücretli doğum izni verir.",{"bindId":120,"name":121,"text":122},"alternatives","Hamile personel, hamileliğinin 6. ayında","Hamile personel, hamileliğinin 6. ayından itibaren talebi halinde\nvardiyasız sistemde çalıştırılır. Bu durumda vardiya primi ödenmez.",{"bindId":124,"name":125,"text":126},"paidpaternityleave","İşveren, erkek personeline eşinin doğum ","İşveren, erkek personeline eşinin doğum yapması halinde 6 takvim günü\nücretli doğum izni verir. Bu izin doğumdan başlayarak 30 takvim günü\niçinde başlatılarak tek parça halinde kullanılır.",{"bindId":128,"name":129,"text":130},"deathrelatives","Madde 64 : ÖLÜM İZNİ İşveren, personele ","Madde 64 : ÖLÜM İZNİ\n\nİşveren, personele eşinin, çocuklarının, anne veya babasının veya\nkardeşlerinin ölümü halinde 7 takvim günü ücretli izin verir. Bu izin\nolaydan itibaren 30 takvim günü içinde başlatılarak tek parça halinde\nkullanılır.\n\nAyrıca, personelin eşinin annesi, babası veya kardeşlerinin ölümünde;\nçalışanın yıllık izin hakkının doğmamış veya yıllık ve mazeret\nizni hakkının tamamının kullanılmış olması durumunda 2 gün ücretli\nizin verilir. Bu izin olaydan başlayarak 1 aylık sürede kullanılır.",{"bindId":132,"name":133,"text":134},"marriage","Madde 62 : EVLENME İZNİ İşveren, persone","Madde 62 : EVLENME İZNİ\n\nİşveren, personeline evlenmesi halinde 8 takvim günü ücretli evlenme\nizni verir. Bu izin evlenmeyi izleyen 30 takvim günü içinde; eş tayini\ngereksinimi belgelenmesi halinde 6 aylık süre içinde başlatılarak tek\nparça halinde kullanılır.”",{"bindId":136,"name":137,"text":138},"childcaresubsidy","Madde 77 : KREŞ YARDIMI İşveren, 4857 sa","Madde 77 : KREŞ YARDIMI\n\nİşveren, 4857 sayılı İş Yasasının 88. maddesi hükümlerine\nistinaden çıkartılan “Gebe ve Emziren Kadınların Çalıştırılma\nŞartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına Dair Yönetmelik”\nhükümlerini yerine getirmeyi kabul eder. Bu hükümler uygulamaya konuluncaya\nkadar bu kapsamdaki personele, ilgili yönetmelikte belirlenen yaştaki her\nçocuğu için 193 sayılı Gelir Vergisi Kanunu’nun 23\u002F1 maddesi ve\n05.05.2018 tarih ve 2018\u002F11674 sayılı Bakanlar Kurulu kararının 3. maddesi\ndoğrultusunda, asgari ücret aylık brüt tutarının %50’si tutarında,\nkreş yardımı işverence ödenir.",{"bindId":140,"name":141,"text":142},"WORKHOURS_trigger","Madde 43 : ÇALIŞMA SÜRELERİ A)İş süresi ","Madde 43 : ÇALIŞMA SÜRELERİ\n\nA)İş süresi haftada en çok 45 saattir. Bu süre, haftada 6 işgünü\nçalışılan işyerlerinde günde 7,5 saati geçmemek üzere ve Cumartesi\ngünleri kısmen veya tamamen tatil eden işyerlerinde haftanın çalışılan\ngünlerine eşit ölçüde bölünerek uygulanır.\n\nB)Engelli \u002F gebe personelin işe giriş ve çıkış saatlerinde 15’er\ndakika tolerans tanınır. ",{"bindId":144,"name":145,"text":146},"PAIDLEAV_trigger","Madde 59 : YILLIK ÜCRETLİ İZİNLERİN SAPT","Madde 59 : YILLIK ÜCRETLİ İZİNLERİN SAPTANMASI VE DÜZENLENMESİ\n\nYıllık ücretli izinlerin düzenlenmesinde İş Yasası ve Yıllık\nÜcretli İzin Yönetmeliği hükümleri uygulanır.\n\nİzin Yönetmeliği hükümlerine göre oluşturulacak İzin Kurulu,\nİşçiler tarafından verilip, işveren veya işveren vekili tarafından İzin\nKuruluna iletilecek izin isteklerine göre hazırlayacağı izin çizelgelerini\nişverenin onayına sunar. Çalışanların izin haklarını onaylanan izin\nçizelgelerinde belirlenen tarihlerde kullanmaları esastır.\n\nPersonelin yıllık ücretli izine hak kazanması için İş Yasasının\nyıllık ücretli izin hakkının belirtilmesi ile ilgili hükümleri saklı\nkalmak suretiyle işverenin hizmetinde bir yıl çalışmış olması\ngereklidir.\n\n\n\nMadde 60 : YILLIK ÜCRETLİ İZİN SÜRELERİ\n\nA- 15.06.1999 tarihinden itibaren işe giren personelin yıllık ücretli\nizin süresi 01.01.2011 tarihinden geçerli olmak ve üzere aşağıdaki\ngibidir;\n\na)Bir yıldan beş yıla kadar (beş yıl dahil) hizmet süresi olanların\nyirmi işgünü,\n\nb)Beş yıldan fazla on beş yıldan az hizmet süresi olanların yirmi\naltı işgünü,\n\nc)On beş yıl (dahil) ve daha fazla hizmet süresi olanların otuz\nişgünü.\n\nKısmi süreli iş sözleşmesiyle bir süre çalışıp fasılasız olarak\nbelirli süreliye geçen personelin kısmi süreli çalışması yıllık\nücretli izin hesabında göz önüne alınır.\n\n15.06.1999 tarihinden önce işe girmiş personelin yıllık ücretli izin\nsüresi hizmet süresine bakılmaksızın otuz işgünüdür.\n\nB- Yıllık izin süresine rastlayan hafta tatili, genel tatil, ulusal\nbayram günleri yıllık izin süresine eklenir.\n\nC- Cumartesi, yıllık izinlerin hesabında işgünü olarak hesap\nedilir.\n\nD- Yıllık ücretli izin süreleri tarafların anlaşması ile bir\nbölümü on günden aşağı olmamak üzere bölümler hâlinde\nkullanılabilir.",{"bindId":148,"name":149,"text":150},"bankholidays1","Madde 72 : ULUSAL BAYRAM VE GENEL TATİLL","Madde 72 : ULUSAL BAYRAM VE GENEL TATİLLER\n\nUlusal bayram ve genel tatiller konusunda yasa hükümleri uygulanır.",{"bindId":152,"name":153,"text":154},"SCHEDULE_trigger","Madde 44 : ÇALIŞMALAR ARASI SÜRE Herhang","Madde 44 : ÇALIŞMALAR ARASI SÜRE\n\nHerhangi bir işte çalışan personelin ertesi gün yeniden işyerine\ngelmesi için, personel o gün fazla çalışma yapmamışsa görevi bitirdiği\nandan başlayarak 15 saat geçmesi zorunludur. Personel fazla çalışma\nyapmışsa, yaptığı fazla çalışmaya karşılık olan süre bu süreden\ndüşürülür, ancak bu süre, hiçbir zaman 12 saatten az olamaz.",{"bindId":156,"name":157,"text":158},"schedulesrestpw","Madde 71 : HAFTA TATİLİNDE ÇALIŞANLARA V","Madde 71 : HAFTA TATİLİNDE ÇALIŞANLARA VERİLECEK İZİN\n\nVardiyasız çalışılan birimlerde Pazar günü çalıştırılan\npersonele bir sonraki hafta içinde bir gün ücretli izin verilir. Vardiyalı\nçalışılan birimlerde hafta tatili son izin günü kabul edilerek bu izin\ngününde çalıştırılan personele takip eden 7 gün içerisinde bir gün\nücretli izin verilir.\n\nBu izin pazar ve yasaların saptadığı ulusal bayram ve genel tatil\ngünlerine rastlatılmaz.",{"bindId":160,"name":161,"text":162},"TRADEUNLEAV_trigger","Madde 11 : SENDİKAL İZİNLER A-Baştemsilc","Madde 11 : SENDİKAL İZİNLER\n\nA-Baştemsilci İzni:\n\nSendika Baştemsilcisi, temsilcilik görevlerini işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda yazılı\nsürelerde yerine getirir.\n\n\n\nİşyeri İşçi\nMevcudu                                       \nHaftalık Ücretli İzin Süresi\n\n01-50 işçi çalıştırılan\nişyerinde                              4 saat\n\n51-200 işçi çalıştırılan\nişyerinde                           6 saat\n\n201-500 işçi çalıştırılan\nişyerinde                         8 saat\n\n500'den fazla işçi çalıştırılan\nişyerinde                10 saat\n\n\n\nBaştemsilci atandığı tarihteki çalışma düzeninde çalışır.\nÇalışma düzeni rızası alınarak değiştirilebilir.\n\nBaştemsilcinin izin süresini işyerinde geçirmesi asildir. Ancak, sendika\nmerkezinin işverene yapacağı yazılı veya sonradan yazı ile doğrulamak\nkoşuluyla sözlü çağrısı üzerine bu süreyi çağrı yapılan yerde de\ngeçirebilir.\n\nB-Temsilci İzinleri:\n\nİşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda\nyazılı sürelerde yerine getirirler.\n\n\n\nİşyeri İşçi\nMevcudu                                       \nHaftalık Ücretli İzin Süresi\n\n01-50 işçi çalıştırılan\nişyerinde                              2 saat\n\n51-200 işçi çalıştırılan işyerinde                     \n      3 saat\n\n201-500 işçi çalıştırılan işyerinde                     \n    4 saat\n\n. 500'den fazla işçi çalıştırılan işyerinde                5\nsaat\n\n\n\nC-Diğer İzinler:\n\nSendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, onur kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenen şekle göre ücretli izin verilir.\n\n\n\nİşyeri İşçi Mevcudu \n                     Yıllık Toplam Ücretli İzin\nSüresi\n\n01-50 işçi çalıştırılan işyerinde                       \n20 gün\n51-100 işçi çalıştırılan işyerinde                      30\ngün\n101-200 işçi çalıştırılan işyerinde                    40\ngün\n201-500 işçi çalıştırılan işyerinde                    60\ngün\n501-1000 işçi çalıştırılan işyerinde                  80\ngün \n1000'den fazla işçi çalıştırılan işyerinde          İşçi\nsayısının %10'u kadar gün.\n\n\n\nBu izinler, her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5'inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir. Ancak, genel kurullar için bu %\n5 oranı aranmaz.\n\nSendika merkezi bu maddede yer alan izinlere ilişkin taleplerini, ayrıca\nelektronik posta ile de işverene iletecektir.",{"bindId":164,"name":165,"text":166},"WAGES_trigger","ÜÇÜNCÜ BÖLÜM Ücret Madde 32 : ÜCRET VE Ü","ÜÇÜNCÜ BÖLÜM\n\nÜcret\n\n\n\nMadde 32 : ÜCRET VE ÜCRET ZAMLARI\n\nA- Ücret Zammı Uygulaması\n\nBİRİNCİ YIL;\n\na)Birinci Altı Ay:\n\n30.06.2021tarihindeki ücretlere, 01.07.2021 tarihinden geçerli olmak\nüzere Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Haziran 2021 indeks sayısının Aralık 2020 indeks\nsayısına göre değişim oranında % 8,45 olarak ücret zammı\nyapılmıştır.\n\nBuna göre, EK-1, EK-2, EK-3 cetvelleri oluşturulmuştur.\n\nb)İkinci Altı Ay:\n\n31.12.2021tarihindeki ücretlere, 01.01.2022 tarihinden geçerli olmak\nüzere Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Aralık 2021 indeks sayısının Haziran 2021 indeks\nsayısına göre değişim oranına ilave olarak %60 (yüzde altmış) ücret\nzammı yapılacaktır.\n\nİKİNCİ YIL;\n\na)Birinci Altı Ay:\n\n30.06.2022tarihindeki ücretlere,01.07.2022 tarihinden geçerli olmak\nüzere,Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Haziran 2022 indeks sayısının Aralık 2021 indeks\nsayısına göre değişim oranına ilave olarak %5 (yüzde beş) ücret zammı\nyapılacaktır.\n\nb)İkinci Altı Ay:\n\n31.12.2022tarihindeki ücretlere,01.01.2023tarihinden geçerli olmak\nüzere,Türkiye\n\nİstatistik Kurumunun 2003=100 Temel Yılı Tüketici Fiyatları Türkiye\nGeneli Aralık 2022 indeks sayısının Haziran 2022 indeks sayısına göre\ndeğişim oranına ilave olarak % 1 (yüzde 1) ücret zammı yapılacaktır.\n\nÜÇÜNCÜ YIL;\n\na)Birinci Altı Ay:\n\n30.06.2023tarihindeki ücretlere,01.07.2023 tarihinden geçerli olmak\nüzere,Türkiye\n\nİstatistik Kurumunun 2003=100 Temel Yılı Tüketici Fiyatları Türkiye\nGeneli Haziran 2023 indeks sayısının Aralık 2022 indeks sayısına göre\ndeğişim oranına ilave olarak % 1 (yüzde bir) ücret zammı\nyapılacaktır.\n\nB-Vardiya Primleri Zammı Uygulaması:\n\nBirinci Yıl Birinci Altı Aylık dönem için düzenlenen Vardiya primleri\ncetveli Ek-3’teki\n\ngibidir.\n\nToplu İş Sözleşmesinin diğer dönemleri için vardiya primleri, “A-\nÜcret Zammı Uygulaması” fıkrasında belirtilen şekilde\narttırılacaktır.\n\nC- Ek Yetki Primi Zammı Uygulaması:\n\n10-3 iş grubuna ilişkin İş Tazminatları Cetveli’nde (EK-2) tanımı\nyapılan ve Birinci Yıl Birinci Altı Aylık dönemde; Temmuz 2021 - Eylül\n2021 dönemi için brüt 520 TL. (beşyüzyirmi), Ekim 2021 - Aralık 2021\ndönemi için brüt 624 TL. (altıyüzyirmidört) olarak uygulanan Ek Yetki\nPrimi, birinci yıl ikinci altı aydan itibaren toplu iş sözleşmesi indeks\nsayısına göre değişim oranında arttırılacaktır.",{"bindId":168,"name":169,"text":170},"PAYSCALES_trigger"," KIDEM BASAMAĞI 01.07.2021 -31.12.2021 K","\n  \n    \n      KIDEM\n\n        BASAMAĞI\n      \n      01.07.2021 -31.12.2021\n      \n    \n    \n      KIDEM ÜCRETİ\n      \n    \n    \n      01\n      \n      2.602\n      \n    \n    \n      02\n      \n      2.683\n      \n    \n    \n      03\n      \n      2.756\n      \n    \n    \n      04\n      \n      2.820\n      \n    \n    \n      05\n      \n      2.912\n      \n    \n    \n      06\n      \n      2.980\n      \n    \n    \n      07\n      \n      3.053\n      \n    \n    \n      08\n      \n      3.142\n      \n    \n    \n      09\n      \n      3.212\n      \n    \n    \n      10\n      \n      3.295\n      \n    \n    \n      11\n      \n      3.370\n      \n    \n    \n      12\n      \n      3.438\n      \n    \n    \n      13\n      \n      3.526\n      \n    \n    \n      14\n      \n      3.604\n      \n    \n    \n      15\n      \n      3.668\n      \n    \n    \n      16\n      \n      3.742\n      \n    \n    \n      17\n      \n      3.823\n      \n    \n    \n      18\n      \n      3.908\n      \n    \n    \n      19\n      \n      3.974\n      \n    \n    \n      20\n      \n      4.055\n      \n    \n    \n      21\n      \n      4.135\n      \n    \n    \n      22\n      \n      4.212\n      \n    \n    \n      23\n      \n      4,292\n      \n    \n    \n      24\n      \n      4.366\n      \n    \n    \n      25\n      \n      4.435\n      \n    \n    \n      26\n      \n      4.523\n      \n    \n    \n      27\n      \n      4.602\n      \n    \n    \n      28\n      \n      4.672\n      \n    \n    \n      29\n      \n      4.745\n      \n    \n    \n      30\n      \n      4.832\n      \n    \n    \n      31\n      \n      4.906\n      \n    \n    \n      32\n      \n      4.980\n      \n    \n    \n      33\n      \n      5.071\n      \n    \n    \n      34\n      \n      5.136\n      \n    \n    \n      35\n      \n      5.219\n      \n    \n  \n",{"bindId":172,"name":173,"text":174},"STRUCINCR_trigger","A- Ücret Zammı Uygulaması BİRİNCİ YIL; a","A- Ücret Zammı Uygulaması\n\nBİRİNCİ YIL;\n\na)Birinci Altı Ay:\n\n30.06.2021tarihindeki ücretlere, 01.07.2021 tarihinden geçerli olmak\nüzere Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Haziran 2021 indeks sayısının Aralık 2020 indeks\nsayısına göre değişim oranında % 8,45 olarak ücret zammı\nyapılmıştır.\n\nBuna göre, EK-1, EK-2, EK-3 cetvelleri oluşturulmuştur.\n\nb)İkinci Altı Ay:\n\n31.12.2021tarihindeki ücretlere, 01.01.2022 tarihinden geçerli olmak\nüzere Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Aralık 2021 indeks sayısının Haziran 2021 indeks\nsayısına göre değişim oranına ilave olarak %60 (yüzde altmış) ücret\nzammı yapılacaktır.\n\nİKİNCİ YIL;\n\na)Birinci Altı Ay:\n\n30.06.2022tarihindeki ücretlere,01.07.2022 tarihinden geçerli olmak\nüzere,Türkiye İstatistik Kurumunun 2003=100 Temel Yılı Tüketici\nFiyatları Türkiye Geneli Haziran 2022 indeks sayısının Aralık 2021 indeks\nsayısına göre değişim oranına ilave olarak %5 (yüzde beş) ücret zammı\nyapılacaktır.\n\nb)İkinci Altı Ay:\n\n31.12.2022tarihindeki ücretlere,01.01.2023tarihinden geçerli olmak\nüzere,Türkiye\n\nİstatistik Kurumunun 2003=100 Temel Yılı Tüketici Fiyatları Türkiye\nGeneli Aralık 2022 indeks sayısının Haziran 2022 indeks sayısına göre\ndeğişim oranına ilave olarak % 1 (yüzde 1) ücret zammı yapılacaktır.\n\nÜÇÜNCÜ YIL;\n\na)Birinci Altı Ay:\n\n30.06.2023tarihindeki ücretlere,01.07.2023 tarihinden geçerli olmak\nüzere,Türkiye\n\nİstatistik Kurumunun 2003=100 Temel Yılı Tüketici Fiyatları Türkiye\nGeneli Haziran 2023 indeks sayısının Aralık 2022 indeks sayısına göre\ndeğişim oranına ilave olarak % 1 (yüzde bir) ücret zammı\nyapılacaktır.\n\nB-Vardiya Primleri Zammı Uygulaması:\n\nBirinci Yıl Birinci Altı Aylık dönem için düzenlenen Vardiya primleri\ncetveli Ek-3’teki\n\ngibidir.\n\nToplu İş Sözleşmesinin diğer dönemleri için vardiya primleri, “A-\nÜcret Zammı Uygulaması” fıkrasında belirtilen şekilde\narttırılacaktır.\n\nC- Ek Yetki Primi Zammı Uygulaması:\n\n10-3 iş grubuna ilişkin İş Tazminatları Cetveli’nde (EK-2) tanımı\nyapılan ve Birinci Yıl Birinci Altı Aylık dönemde; Temmuz 2021 - Eylül\n2021 dönemi için brüt 520 TL. (beşyüzyirmi), Ekim 2021 - Aralık 2021\ndönemi için brüt 624 TL. (altıyüzyirmidört) olarak uygulanan Ek Yetki\nPrimi, birinci yıl ikinci altı aydan itibaren toplu iş sözleşmesi indeks\nsayısına göre değişim oranında arttırılacaktır.",{"bindId":176,"name":177,"text":178},"ONCERISE_trigger","Madde 34 : İKRAMİYE (EK AYLIK ÜCRET) İşv","Madde 34 : İKRAMİYE (EK AYLIK ÜCRET)\n\nİşveren, sendika üyesi personele, her yıl Mart, Haziran, Eylül ve\nAralık aylarında her biri, belirtilen ayın maaş ödemesi ile birlikte\nödenmek şartıyla; bu toplu iş sözleşmesinin, Ek-\n\n1’deki Kıdem Ücret cetvelindeki aylık ücret ile, Ek-2’deki İş\nTazminat Cetvelindeki aylık ücretlerinin toplamı üzerinden, dört adet\nikramiyeyi (ek aylık ücret) ödemeyi kabul eder.",{"bindId":180,"name":181,"text":182},"incidentalbonusdays1","İşveren, sendika üyesi personele, her yı","İşveren, sendika üyesi personele, her yıl Mart, Haziran, Eylül ve\nAralık aylarında her biri, belirtilen ayın maaş ödemesi ile birlikte\nödenmek şartıyla; bu toplu iş sözleşmesinin, Ek-\n\n1’deki Kıdem Ücret cetvelindeki aylık ücret ile, Ek-2’deki İş\nTazminat Cetvelindeki aylık ücretlerinin toplamı üzerinden, dört adet\nikramiyeyi (ek aylık ücret) ödemeyi kabul eder.",{"bindId":184,"name":185,"text":186},"ONCERISE2_trigger","Madde 75 : SOSYAL YARDIM İşbu Toplu iş S","Madde 75 : SOSYAL YARDIM\n\nİşbu Toplu iş Sözleşmesi kapsamında bulunan işçilere sosyal yardım\nolarak her ay, 01.07.2021 - 31.12.2021 tarihleri arasında geçerli olmak\nüzere 1.125.-(binyüzyirmibeş)TL\u002FAy ödenir.\n\nBu ödeme tutarı 2022 ve 2023 yıllarının ilgili altışar aylık\ndönemlerinde Ücret ve Ücret zamları maddesindeki (Madde 32) indeks\nsayısına göre hesaplanan değişim oranında (ilave hariç) arttırılarak\nödenir.\n\nBu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nhastalık istirahatı hallerinde kıstelyevm yapılmaz.\n\nŞu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.",{"bindId":188,"name":189,"text":190},"NOCTPREM_trigger","Madde 38 : GECE ÇALIŞMASINDA, HAFTA TATİ","Madde 38 : GECE ÇALIŞMASINDA, HAFTA TATİLİNDE VE GENEL TATİLLERDE\nFAZLA ÇALIŞMA SAAT ÜCRETİ\n\nPazar, Bayram ve saat 20.—den sonra yapılacak fazla çalışmaların\nkarşılığı olan ücret, \"FAZLA ÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\"\nbaşlıklı maddede personelin unvanına göre tanımlanan birim saat\nücretlerinin % 150 yükseltilmesiyle bulunur.",{"bindId":192,"name":193,"text":194},"OVERTIME_trigger","Madde 37 : FAZLA ÇALIŞMANIN SAAT ÜCRETİ ","Madde 37 : FAZLA ÇALIŞMANIN SAAT ÜCRETİ\n\nBu Toplu İş Sözleşmesiyle tesbit edilen normal çalışma süresinden\nsonra yapılacak fazla çalışmaların karşılığı olan ücret, \"FAZLA\nÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\" başlıklı maddede personelin\nunvanına göre tanımlanan birim saat ücretlerinin %75 yükseltilmesiyle\nbulunur.",{"bindId":196,"name":197,"text":198},"SUNDAY_trigger","Madde 39 : HAFTA TATİLİNDE ÇALIŞANLARIN ","Madde 39 : HAFTA TATİLİNDE ÇALIŞANLARIN ÜCRETİ\n\nHafta tatilinde personel çalışmazsa bir iş karşılığı olmaksızın o\ngünkü ücretini tam olarak alır. Tatil yapmayarak çalışırsa 3 kat ücret\nödenir. (Hafta tatili olan Pazar günü ücreti + çalışmanın\nkarşılığı olan ücret + bir yevmiye tutarında tatil günü ilave\nücreti). Ayrıca, çalışılan hafta tatili günü karşılığında bir gün\nücretli izin verilir.\n\nVardiyası gereği pazar günü çalışan personele, pazar günü için\nayrıca hafta tatili ücreti ödenmez.\n\nBu madde gereğince ödenecek ücret, personelin kıdem ücreti ve\niş\u002Fuçuş tazminatı toplamı üzerinden hesaplanır.",{"bindId":200,"name":201,"text":202},"sundayallowancedays1","Hafta tatilinde personel çalışmazsa bir ","Hafta tatilinde personel çalışmazsa bir iş karşılığı olmaksızın o\ngünkü ücretini tam olarak alır. Tatil yapmayarak çalışırsa 3 kat ücret\nödenir. (Hafta tatili olan Pazar günü ücreti + çalışmanın\nkarşılığı olan ücret + bir yevmiye tutarında tatil günü ilave\nücreti). Ayrıca, çalışılan hafta tatili günü karşılığında bir gün\nücretli izin verilir.",{"bindId":204,"name":205,"text":206},"COMMUTE_trigger","Madde 76 : İŞYERİNE GETİRİP GÖTÜRME A- S","Madde 76 : İŞYERİNE GETİRİP GÖTÜRME\n\nA- Sendikanın görüşü alınarak işverence tespit edilecek güzergahlar\nüzerinden İstanbul, Ankara, İzmir, Adana, Antalya, Aydın ve Trabzon’daki\npersonel işyerlerine getirip götürülür. Ancak, İstanbul, Ankara, İzmir,\nAdana, Antalya, Aydın, Trabzon ve diğer işyerlerinde çalışıp da bu\nimkanlardan sürekli olarak yararlanamayan personele çalıştığı her gün\niçin mahalli belediye otobüs aylık toplu taşıma kartı rayicinden az\nolmamak kaydıyla ödeme yapılır. İşverenin servis temin edemediği\nişyerlerinde, personelin görevlendirildiği her bir gün için 10 kilometre\nbaşına 1 litre benzin olmak üzere taşıma ücreti ödenecek ve\nuygulamasına yönelik hususlar işveren tarafından yönetmelik ile\ndüzenlenecektir.\n\nB- İşyerine getirip götürme konusunda yapılacak hizmet alımlarının\nön çalışmalarına Sendikanın belirleyeceği bir gözlemci katılır. Bu\nkonularda yapılan ihaleler sonrası ilgili teknik şartnamenin bir nüshası\nSendikaya gönderilir.",{"bindId":208,"name":62,"text":209},"SENIOR_trigger","Madde 30 : KIDEM TAZMİNATI\n\nKıdem tazminatı konusunda sendika üyesi tüm personele 4857 sayılı yasa\nhükümleri uygulanır.\n\nPersonelin THY A.O.da çalıştığı süreler, THY Teknik A.Ş.’de\ngeçmiş kabul edilir.",{"bindId":211,"name":212,"text":213},"MEALALL_trigger","Madde 73 : YEMEK YARDIMI İşveren, person","Madde 73 : YEMEK YARDIMI\n\nİşveren, personele çalıştıkları günlerde bir öğün 3 kap 2000\nkalorili doyurucu yemek verir.\n\nİstanbul, Ankara, İzmir ve Antalya işyerlerinde çalışan personelin\ngünlük çalışma süresi dışında 2 saatten fazla çalışması ve bu\nçalışmanın yemek verilen saatlere denk gelmesi halinde personele ayrıca 3\nkap 2000 kalorili yemek verilir.\n\nİşverenin yemek veremediği personel ile oruçlular ve hastalıkları\nnedeniyle yemek yemeyen personele çalışılan her gün için 193 sayılı\nGelir Vergisi Kanunu’nun 23\u002F8 maddesinde belirtilen tutarda bir öğün yemek\nbedeli ödenir.\n\nHastalıkları nedeniyle yemek yiyemeyen personel, THY Teknik A.Ş.\ndoktorlarından veya THY Teknik A.Ş. doktoru olmayan yerlerde resmi sağlık\nkuruluşu doktorlarından alacakları rapor ile hastalıklarını belgelemek\nzorundadırlar.\n\nYemek ihalesinin yenilenmesi esnasında aday firmaların üretim\ntesislerinin tetkik gezilerine sendikadan bir temsilci iştirak eder.",{"bindId":215,"name":216,"text":217},"strikes_trigger","Madde 20 : BU TOPLU İŞ SÖZLEŞMESİNDE DÜZ","Madde 20 : BU TOPLU İŞ SÖZLEŞMESİNDE DÜZENLENMEYEN KONULAR\n\nBu Toplu İş Sözleşmesi’nde düzenlenmeyen konularda bu Toplu İş\nSözleşmesi’nin imza tarihinde yürürlükte olan Şirket yönetmelik \u002F\nprosedür hükümleri ve mevzuat hükümleri uygulanır. Personelin\nyönetmeliklerle \u002F prosedürlerle belirlenmiş özlük haklarında aleyhte\ndüzenleme yapılmaması esastır. Personelin hak ve menfaatlerini doğrudan\nilgilendiren Şirket yönetmeliklerinde \u002F prosedürlerinde yapılacak\ndeğişiklikler veya yeni yönetmelikler \u002F prosedürler, uygulamaya konulmadan\nönce sendikaya alındı belgesi veya kayıt karşılığı gönderilir.\nSendika konuya ilişkin görüşünü 15 gün içinde işverene yazılı olarak\nbildirir. Sendikanın olumsuz görüş bildirdiği konular, en geç 3 gün\niçinde işverenin en üst düzeyde 2, sendikanın en üst düzeyde 2\nyetkilisinin bir araya geleceği toplantıda görüşülür. Bu toplantı\nsonucunda uzlaşma sağlanırsa durum tutanakla tespit edilir. Bu toplantıda\nsendikanın olumsuz görüş bildirdiği konular üzerinde uzlaşma\nsağlanmazsa değişiklikler tarafların hukuki hakları saklı kalmak\nkaydıyla yürürlüğe konabilir. Bu süreç (15+3=18 gün) tamamlanmadan\nyürürlüğe konan sendikanın olumsuz görüş bildirdiği değişiklikler\nÖZÇELİK-İŞ üyesi çalışanları bağlamaz.",{"bindId":219,"name":220,"text":221},"covercountry","Madde 3 : UYGULAMA ALANI A- Yer Bakımınd","Madde 3 : UYGULAMA ALANI\n\nA- Yer Bakımından :\n\nBu İşletme Toplu İş Sözleşmesi, Şirketin bugün var olan ve\nyürürlük içerisinde işletmeye bağlı olarak yeni kurulacak olan bütün\nişyerleri ile bunlara bağlı veya bunları tamamlayan eklenti, bağlantı ve\naraçları kapsamı içine alır.",{"bindId":223,"name":224,"text":225},"coverunion_trigger","B- Kişi Bakımından: 6356 Sayılı Sendikal","B- Kişi Bakımından:\n\n6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’na göre işçi\nsayılıp da Sendika üyesi bulunan tüm personel Toplu İş Sözleşmesi’nin\nkapsamındadır.\n\nAncak;\n\na)Aşağıda unvanları yazılı bulunanlar ve 6356 Sayılı Kanunu’nun\n39\u002F7 Maddesi’nin hükmüne uygun olarak; işveren vekilleri ile Toplu İş\nSözleşmesi görüşmelerine işvereni temsilen katılanlar, Toplu İş\nSözleşmesinden yararlanamaz.\n\nb)Müfettişler, Kontrolörler, Müdürler, 50. iş grubu ve bunların üst\nkademelerindeki diğer yöneticiler ile Müfettiş Yardımcıları, Hukuk\nMüşavirleri, Avukatlar, İş Uzmanlan, Analist Programcıları, Sistem\nProgramcıları, Uygulama Programcıları, Güvenlik Şefi, İşyeri Hekimleri,\nSağlık Memurları;\n\nc) Haftalık çalışma süresi en çok otuz saat ve bir takvim yılında en\nçok altı ay (öğrenci ve stajyerler için dokuz ay olmak üzere)\nçalıştırılmak kaydıyla kısmi süreli iş sözleşmesiyle\nçalıştırılan personel, bu Toplu İş Sözleşmesi’nin kapsamı\ndışındadır.",{"bindId":227,"name":224,"text":228},"coverunionsign","B- Kişi Bakımından:\n\n6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’na göre işçi\nsayılıp da Sendika üyesi bulunan tüm personel Toplu İş Sözleşmesi’nin\nkapsamındadır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR Turk Hava Yollari AO (THY A.O.) - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2021-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-12-31\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: → Trade, fuelling and repair of motor vehicles\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Motorlu taşıtların bakım ve onarımı\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                        Turk Hava Yollari AO (THY A.O.)\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                        ÖZÇELİK-İŞ Özdemir, Çelik, Metal ve Metal Mamulleri 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        \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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 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: → 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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\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 2970.0\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: → 20 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Evet\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 6 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 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: → 4.0 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: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2021-07\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: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\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                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[234],{"title":37,"slug":33},[236],{"type":237,"data":238},"call_to_action_body_block",{"title":239,"description":240,"variant":241,"link":242},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":239,"url":243,"description":239,"rel":244,"type":245},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[247],{"type":237,"data":248},{"title":239,"description":240,"variant":241,"link":249},{"title":239,"url":243,"description":239,"rel":244,"type":245},[],{"title":17,"seo_title":252,"description":7,"path":253,"redirect_url":7,"locale":18,"children":254},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[255,336,365],{"title":20,"seo_title":256,"description":7,"path":257,"redirect_url":7,"locale":18,"children":258},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[259,263,267,283,332],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":18,"children":262},"Asgari 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