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DÖNEM\u003C\u002Fh1>\n\n\u003Ch1>İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.03.2021-28.02.2023\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch1>İMZA TARİHİ: 20.09.2021\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1- TARAFLAR\u003C\u002Fh3>\n\n\u003Cp>İşletme düzeyindeki bu Toplu İş Sözleşmesinin tarafları Türkiye\nBilimsel ve Teknolojik Araştırma Kurumu (TÜBİTAK) Başkanlığının üyesi\nbulunduğu Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri\nSendikası (TÜHIS) ile Türkiye Ticaret, Kooperatif, Eğitim. Büro ve Güzel\nSanatlar İşçileri Sendikası (TEZ-KOOP-IŞ) dır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 2-TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>a) Türkiye Bilimsel ve Teknolojik Araştırma Kurumu Başkanlığı\n(İŞVEREN)\u003C\u002Fp>\n\n\u003Cp>b) İşletmenin veya işyerinin bütününü sevk ve idareye yetkili olanlar\n(İŞVEREN VEKİLİ)\u003C\u002Fp>\n\n\u003Cp>c) Sözleşmeye taraf olan Türk Ağır Sanayii ve Hizmet Sektörü Kamu\nİşverenleri Sendikası (TÜHIS) (İŞVEREN SENDİKASI)\u003C\u002Fp>\n\n\u003Cp>d) Türkiye Ticaret, Kooperatif. Eğitim, Büro ve Güzel Sanatlar\nİşçileri Sendikası (TEZ-KOOP-İŞ) (İŞÇİ SENDİKASI)\u003C\u002Fp>\n\n\u003Cp>e) Bu Toplu İş Sözleşmesinin kapsamında bulunan esas işin\nyapıldığı yerlerle, işin niteliği ve yürütümü bakımından işyerine\nbağlı her türlü eklenti, araç ve tamamlayıcılar (İŞYERİ)\u003C\u002Fp>\n\n\u003Cp>f) İşyerlerinin tamamı (İŞLETME)\u003C\u002Fp>\n\n\u003Cp>g) İşyerlerinde TEZ-KOOP-İŞ Sendikasına kayıtlı işçiler (ÜYE)\u003C\u002Fp>\n\n\u003Cp>h) Bu Toplu İş Sözleşmesi ekleriyle birlikte (SÖZLEŞME)\u003C\u002Fp>\n\n\u003Cp>i) Çalışma yaşamına ilişkin her türlü yasa, kararname, tüzük,\nyönetmelik ve genelge vb. (MEVZUAT) olarak tanımlanmıştır..\u003C\u002Fp>\n\n\u003Cp>j) Bu sözleşmede geçen işveren deyimi işveren vekilini de kapsar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- SÖZLEŞMENİN AMACI\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin amacı; iş sözleşmesinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek, işyerinde\ndüzenli ve verimli çalışmayı sağlamak, üretimi artırmak, işverenin ve\nişçilerin hak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını sağlamak, taraflar arasında doğabilecek\nfarklılıkları uzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Cp>İşveren ve işçiler kurumun kuruluş yasasında belirlenmiş olan Kurum\namaçlarının etkin bir biçimde gerçekleştirilmesi yolunda karşılıklı\nanlayış ve işbirliği içinde çaba gösterirler. \u003C\u002Fp>\n\n\u003Ch3>MADDE 4- KAPSAM\u003C\u002Fh3>\n\n\u003Ch4>A) Yer İtibariyle:\u003C\u002Fh4>\n\n\u003Cp>Bu toplu iş sözleşmesi, Türkiye Bilimsel ve Teknolojik Araştırma\nKurumu Başkanlığı ve Başkanlığa bağlı işyerlerini kapsar.\u003C\u002Fp>\n\n\u003Ch4>B) Çalışan İtibariyle:\u003C\u002Fh4>\n\n\u003Cp>Bu toplu iş sözleşmesi. Sendika üyesi işçileri kapsar. Ancak,\naşağıda belirtilen unvanlarda çalışanlar bu toplu iş sözleşmesinin\nkapsamı dışındadırlar.\u003C\u002Fp>\n\n\u003Cp>-Başkan,\u003C\u002Fp>\n\n\u003Cp>- Yönetim Kurulu Üyeleri,\u003C\u002Fp>\n\n\u003Cp>- Danışma Kurulu Üyeleri, Merkez ve Enstitülerde görev yapan Yönetim\nKurulu, Akademik ve Teknik Komisyon Başkan ve Üyeleri,\u003C\u002Fp>\n\n\u003Cp>-Başkan Yardımcıları, Genel Sekreter ve Yardımcıları,\u003C\u002Fp>\n\n\u003Cp>-Danışmanlar,\u003C\u002Fp>\n\n\u003Cp>-Hukuk Hizmetleri Başkanı. Hukuk Müşavirleri, Avukatlar\u003C\u002Fp>\n\n\u003Cp>-Merkez Başkanları, Merkez Başkan Yardımcıları.\u003C\u002Fp>\n\n\u003Cp>- ULAKBİM Müdürü ve Yardımcıları.\u003C\u002Fp>\n\n\u003Cp>-Enstitü Müdürleri, Enstitü Müdür Yardımcıları,\u003C\u002Fp>\n\n\u003Cp>-Grup Koordinatörleri ve Üyeleri,\u003C\u002Fp>\n\n\u003Cp>-Daire Başkanları,\u003C\u002Fp>\n\n\u003Cp>-İç Denetim Birimi Başkanı ve Yardımcısı. İç Denetçiler,\nEditörler\u003C\u002Fp>\n\n\u003Cp>-Müdürler,\u003C\u002Fp>\n\n\u003Cp>-Kurum Doktorları, İşyeri Hekimleri,\u003C\u002Fp>\n\n\u003Cp>- Araştırma Gruplarına bağlı Ünite ve Projelerde çalışanlar,\u003C\u002Fp>\n\n\u003Cp>-Asli görevi başka kuruluşta olanlar,\u003C\u002Fp>\n\n\u003Cp>-Destek Programları Başkanı ve Yardımcıları,\u003C\u002Fp>\n\n\u003Cp>- Gemi Adamları.\u003C\u002Fp>\n\n\u003Cp>-Kısmi Süreli İş Sözleşmesi ile çalışanlar.\u003C\u002Fp>\n\n\u003Cp>Avrupa Birliği Çerçeve Programları kapsamındaki projelerde\nçalışanlar kapsam dışıdır.\u003C\u002Fp>\n\n\u003Cp>C- Dış destekli projelerde süresi belirli iş sözleşmesiyle çalışan\nAraştırmacılar ile Araştırma Teknisyenlerinden, toplu iş sözleşmesi\nkapsamında bulunanlara ilgili projenin ödeneğinde yeterli ödenek bulunması\nkaydıyla bu toplu iş sözleşmesi ile belirlenen emsali işçinin üzerinde\nücret tespit edilebilir. Bu tür personele ödenecek ücretler kurum\ntarafından karşılanmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- SÖZLEŞMENİN HÜKMÜ\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri, Toplu\nİş Sözleşmesine aykırı olamaz. İş sözleşmelerinin Toplu İş\nSözleşmesine aykırı hükümlerinin yerini, Toplu İş Sözleşmesindeki\nhükümler alır. İş sözleşmesinde düzenlenmeyen hususlarda Toplu İş\nSözleşmesindeki hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinde, iş sözleşmelerine aykırı hükümlerin\nbulunması halinde iş sözleşmesinin işçi lehindeki hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>Her ne sebeple olursa olsun, süresi sona eren Toplu İş Sözleşmesinin\niş sözleşmesine ilişkin hükümleri, yenisi yürürlüğe girinceye kadar\niş sözleşmesi hükmü olarak devam eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 01.03.2021 tarihinde yürürlüğe girmek ve\n28.02.2023 tarihinde sona ermek üzere 2 yıl sürelidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 7-YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>1- Toplu iş sözleşmesinden taraf işçi sendikasının üyeleri\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>2- Toplu iş sözleşmesinden, sözleşmenin imzalanması tarihinde taraf\nsendikaya üye olanlar yürürlük tarihinden, imza tarihinden sonra üye\nolanlar ise üyeliklerinin taraf işçi sendikasınca işverene bildirildiği\ntarihten itibaren yararlanır.\u003C\u002Fp>\n\n\u003Cp>3- Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında\niş sözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği\ntarihe kadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>4- Toplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına\nüye olmayanlar, sonradan işyerine girip de üye olmayanlar veya imza\ntarihinde taraf işçi sendikasına üye olup da ayrılanlar veya\nçıkarılanların toplu iş sözleşmesinden yararlanabilmeleri, toplu iş\nsözleşmesinin tarafı olan işçi sendikasına dayanışma aidatı\nödemelerine bağlıdır. Bunun için işçi sendikasının onayı aranmaz.\nDayanışma aidatı ödemek suretiyle toplu iş sözleşmesinden yararlanma,\ntalep tarihinden geçerlidir. Diğer hususlarda kanun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>01.01.2016 tarihinden itibaren TARAL projelerinde çalışmak üzere\nistihdam edilen fakat kendi istekleri ile taraf sendikaya üye olmamak\nsuretiyle toplu iş sözleşmesinden yararlanmak istemeyen işçilerden,\nbilahare Sendikaya üye olarak veya dayanışma aidatı ödeyerek toplu iş\nsözleşmesinden yararlanmak isteyenler: Sendikaca üyeliklerinin işverene\nbildirildiği veya dayanışma aidatı ödemek suretiyle yararlanma talep\ntarihini takip eden aybaşından itibaren bu toplu iş sözleşmesinin tüm\nhükümlerine tabi olurlar, bu işçilere mükerrer olmamak kaydıyla toplu iş\nsözleşmesi kapsamında bulunan emsali işçilere yapılan uygulama yapılır.\nBu işçiler için önceki dönemlerinde uygulanmakta olan hükümler müktesep\nhak oluşturmaz.\u003C\u002Fp>\n\n\u003Ch2>II. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>TARAF İLİŞKİLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 8- İŞYERİNDE SENDİKAL ÇALIŞMALAR\u003C\u002Fh3>\n\n\u003Cp>A) Sendika yöneticisi ve işyeri sendika temsilcileri üyelerin\nsorunlarıyla ilgilenmek amacıyla; yer ve zaman bakımından işverenle uyum\nsağlayarak çalışma düzenini bozmaksızın işyerlerinde sendikal\nçalışmalar yapabilir. Çalışma yaşamı ve işçi-işveren sendika\nilişkileriyle ilgili konuları görüşmek üzere işverenin göstereceği\nuygun bir yerde işçilerle toplu görüşme yapabilir. Gerektiğinde önceden\nhaber vererek işverenle görüşebilir.\u003C\u002Fp>\n\n\u003Cp>B) İşçi, sendika veya ilgili şube tarafından, tarafları ve işçiyi\nilgilendiren konularda işveren ve işveren vekillerine yazılı olarak\nyapılacak müracaatlar, (30) gün içinde cevaplandırılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9- AİDATLARIN KESİMİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikanın yazılı talebi üzerine üyelik ve dayanışma\naidatlarını işçilere yapacağı ücret ödemelerinden kesip sendikanın\ngöstereceği banka hesabına en geç 10 gün içinde yatırır. Gecikmelerde\n6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu hükümleri\nuygulanır. Kimlerden ne miktarda aidat kesildiğini, ayrılan, işten\nçıkarılan veya emekli olanları bildiren listelerden bir suret Sendika Genel\nMerkezine, bir suret de Şube adresine gönderilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, bu konuda yaptığı çalışma karşılığını ve giderlerini\nsendikadan istemez.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- SENDİKA ÜYELİĞİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>1)İşçilerin işe alınmaları; belli bir sendikaya girmeleri veya\ngirmemeleri, belli bir sendikadaki üyeliği sürdürmeleri veya üyelikten\nçekilmeleri veya herhangi bir sendikaya üye olmaları veya olmamaları\nşartına bağlı tutulamaz.\u003C\u002Fp>\n\n\u003Cp>2) İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartları veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>3) İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri\ndışında veya işverenin izni ile iş saatleri içinde işçi\nkuruluşlarının faaliyetlerine katılmaları veya sendikal faaliyette\nbulunmalarından dolayı işten çıkarılamaz veya farklı işleme tabi\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>4) İşverenin yukarıdaki fıkralara aykırı hareket etmesi halinde\nişçinin bir yıllık ücret tutarından az olmamak üzere sendikal tazminata\nhükmedilir.\u003C\u002Fp>\n\n\u003Cp>5) İşçinin iş kanunları ve diğer kanunlara göre sahip olduğu\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 11-SENDİKA TEMSİLCİLİĞİ VE GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>1) Sendika 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanununun 27\ninci maddesine göre işyerinde çalışan üyeleri arasından seçeceği\nişyeri sendika temsilcilerinin isimlerini 15 gün içinde işverene bildirir.\nBunlardan biri baş temsilci olarak görevlendirilir.\u003C\u002Fp>\n\n\u003Cp>2) İşyeri Sendika Temsilcilerinin Görevleri:\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri ve baş temsilci, işyerine münhasır kalmak\nkaydıyla işçilerin dileklerini dinlemek ve şikâyetlerini çözümlemek,\nişçi-işveren arasındaki işbirliği ve çalışma ahengi ile çalışma\nbarışını devam ettirmek, işçilerin hak ve menfaatlerini gözetmek. İş\nKanunları ile Toplu İş Sözleşmesinde öngörülen çalışma\nşartlarının uygulanmasına yardımcı olmakla görevlidirler.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri bu görevlerini, işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartı ile yerine\ngetirirler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 12-SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A) Baş temsilci İzni:\u003C\u002Fp>\n\n\u003Cp>Sendika Baş temsilcisine, temsilcilik görevinin gerektirdiği\nfaaliyetlerde bulunabilmesi için aşağıda düzenlenen şekilde ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501'den fazla işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>10 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baş temsilci gündüz vardiyasında çalıştırılır. Baş temsilcinin\nizin süresini işyerinde geçirmesi asıldır. Ancak sendika merkezi veya\nşube veya bölge temsilciliğinin işverene yapacağı yazılı veya sonradan\nyazı ile doğrulamak koşulu ile sözlü çağrısı üzerine, bu süreyi\nçağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch4>B) Temsilci İzinleri:\u003C\u002Fh4>\n\n\u003Cp>Sendika temsilcileri gündüz vardiyasında çalıştırılır. Bu\ngörevlerini yerine getirirken asıl işlerini aksatmamak zorundadırlar. Ancak\nSendika temsilcilerine aralarında toplantı yapabilmeleri için aşağıda\ndüzenlenen şekilde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501'den fazla işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch4>C) Diğer İzinler:\u003C\u002Fh4>\n\n\u003Cp>Sendika temsilci ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi ve benzeri\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine\naşağıdaki düzenlenmiş şekline göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>90 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>120 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>160 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1001'den fazla işçi çalıştıran işyerinde işçi\n        sayısının % 10'u kadar gün.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5'inden fazla sayıda üyenin birden\neğitim izni kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak Genel Kurullar için bu % 5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 13- SENDİKANIN YARARLANACAĞI TEMSİLCİ ODASI, ARAÇ VE\nGEREÇLER\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin sendikal çalışmalarını\nyürütmek amacıyla. elverişli sendika temsilci odası tahsis etmeyi, büro\naraç ve gereçlerini sağlamayı kabul eder. Oda tahsisi mümkün olmayan\nişyerlerinde, toplantılar için işveren elverişli bir oda önermeyi kabul\neder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 14- SENDİKA DUYURU TAHTASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerinde işçilerin görebileceği bir yerde ilan tahtası\nbulundurur. Ilan tahtasında bu sözleşmenin hüküm ve ilkelerine ve ilgili\nmevzuata aykırı olmamak şartıyla, sendikal çalışmalar ve\nsendikacılıkla ilgili her türlü haber ve ilan ile kanunen yapılması\ngereken ilan ve tebliğler asılır.\u003C\u002Fp>\n\n\u003Cp>Asılan ilanlarda işyeri baştemsilcisinin, onun yokluğunda vekalet eden\ntemsilcinin, ilan sendika şubesi ve genel merkeze ait ise, şube ve genel\nmerkez yetkililerinin imzaları bulunacaktır.\u003C\u002Fp>\n\n\u003Cp>İlanlardan dolayı sendikanın ve temsilcinin sorumluluğu vardır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 15- TEMSİLCİLERİN VE İŞYERİNDE ÇALIŞAN SENDİKA\nYÖNETİCİLERİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini haklı bir\nneden olmadıkça ve nedenini yazılı olarak açık ve kesin şekilde\nbelirtmedikçe feshedemez. Fesih bildiriminin tebliği tarihinden itibaren bir\nay içinde, temsilci veya üyesi bulunduğu sendika dava açabilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin\nişyerini değiştiremez veya işinde esaslı tarzda değişiklik yapamaz. Aksi\nhâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16-SENDİKA YÖNETİCİLERİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır. Yönetici, yöneticilik süresi içerisinde iş sözleşmesini\nfeshederse kıdem tazminatı fesih tarihindeki emsal ücret üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi askıya alınan yönetici; sendikanın tüzel\nkişiliğinin sona ermesi, seçime girmemek, yeniden seçilmemek veya kendi\nisteği ile çekilmek suretiyle görevinin sona ermesi hâlinde, sona erme\ntarihinden itibaren bir ay içinde ayrıldığı işyerinde işe başlatılmak\nüzere işverene başvurabilir. İşveren, talep tarihinden itibaren bir ay\niçinde bu kişileri o andaki şartlarla eski işlerine veya eski işlerine\nuygun bir diğer işe başlatmak zorundadır. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde, iş sözleşmeleri işverence feshedilmiş\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvuruları hâlinde işveren tarafından kıdem\ntazminatı ödenir. Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 17- UYUŞMAZLIKLARI GİDERME KURULU\u003C\u002Fh3>\n\n\u003Ch4>a) Amaç:\u003C\u002Fh4>\n\n\u003Cp>İşçi ve işveren münasebetlerini düzenlemek, çalışma barışını\nsağlamak, Toplu Iş Sözleşmesinin uygulanmasına uyum sağlamak,\nuygulanmasından doğan anlaşmazlıkları çözmek amacıyla Uyuşmazlıkları\nGiderme Kurulu kurulmuştur. Sözleşmenin yorum ve uygulamasından doğan ve\nişyeri baştemsilcisinin işveren ya da vekili ile görüşerek\nçözümleyemediği konular bu kurulda görüşülür.\u003C\u002Fp>\n\n\u003Ch4>b) Kuruluşu:\u003C\u002Fh4>\n\n\u003Cp>Kurul iki işveren, iki sendika temsilcisinden oluşur. Taraflar asıl ve\naynı sayıdaki yedek temsilcilerini sözleşmenin imza tarihinden itibaren bir\nay içinde birbirine yazılı olarak bildirirler.\u003C\u002Fp>\n\n\u003Ch4>c) Çalışma:\u003C\u002Fh4>\n\n\u003Cp>1. Kurul taraflardan birinin gündem ve toplantı gününü belirten\nyazılı istemini izleyen üçüncü iş günü içinde toplanır. Toplantıya\ntaraflardan birinin katılmaması durumunda. toplantı gününü izleyen 15\nişgünü içinde toplantı yapılır. Toplantı yapılmaz ise, gündem\nmaddeleri veya istem konusunda uyuşmazlık doğmuş olur ve yasal yollarla\nçözüm aranır. Ancak toplantıyı isteyen tarafın toplantıya gelmemesi\nnedeni ile toplantı yapılmamışsa uyuşmazlık doğmuş olmaz.\u003C\u002Fp>\n\n\u003Cp>2. Kurul salt çoğunlukla toplanır. İlk toplantısında işveren\ntemsilcilerinden birini başkan, işçi temsilcilerinden birini sekreter\nseçer. Başkan dahil her üyenin bir oy hakkı vardır. Tüm toplantılarda\ngündemdeki konular en geç 3 işgünü içinde sonuca bağlanır. Bu süre.\ntarafların oy birliği ile uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>3. Toplantılar Başkan tarafından, o yoksa sekreter tarafından\ndüzenlenip yönetilir. Toplantıda; gündem, taraf önerileri ve sonuçlar bir\ntutanakla saptanır. Tutanağın bir nüshası duyuru tahtasına asılır.\nBirer nüshası taraflara verilir.\u003C\u002Fp>\n\n\u003Cp>4. Kararlar oy çokluğuyla alınır. Oy çokluğu ile karara bağlanmayan\nkonularda uyuşmazlık doğmuş olur ve yasal yollarla çözümlenir.\u003C\u002Fp>\n\n\u003Ch2>III. BÖLÜM ÇALIŞMA ŞARTLARI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 18- İŞE ALMA, DENEME VE DERECE-KADEME İLERLEMESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Kurumun tabi olduğu genel mevzuata aykırı olmamak kaydıyla işveren,\nişe alacağı işçilerin görevin gerektirdiği niteliklere sahip olup\nolmadıklarını, İnsan Kaynakları Yönetmeliği esaslarına göre tespit\neder. Eleman gereksinimi kurum personeline de duyurulur ve niteliğine göre\nkurum içi personele öncelik tanınır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşçilerin deneme süresi dört aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşverenin belirlediği usul ve esaslara göre derece ve kademe ilerlemesi\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE 19- ÇALIŞMA SÜRELERİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>İşçinin haftalık çalışma süresi 40 saattir. Bu süre haftanın\nçalışılan 5 işgününe eşit olarak bölünerek uygulanır. İşyerinde\ngünlük çalışma saatinin başlangıç ve bitiminin tek tip olarak\nsaptanması esastır. Ancak, hizmetli, koruma memuru, teknisyenler ve sosyal\ntesislerde çalışan işçiler ve diğer işçilerin devamlı\nçalışmasının zorunlu olması hallerinde çalışma saatleri başlangıç\nve bitim saatlerinden farklı düzenlenebilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Aşağıda belirtilen süreler çalışma saatlerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a) Bir iş yapmak üzere görevli olarak işyeri dışına gönderilmede\ngidiş geliş ve işin yapımı için geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b) İşçinin işyerinde bulunmasıyla birlikte, bir iş yapmaksızın\nboşta geçen süreler.\u003C\u002Fp>\n\n\u003Cp>e) İşçinin çocuğunu emzirmekle geçirdiği süreler\u003C\u002Fp>\n\n\u003Cp>d) İşçinin vizite ve muayene için işyerinden ayrılıp, dönüşüne\nkadar geçen süreler\u003C\u002Fp>\n\n\u003Cp>e) Matbaa makineleri, torna, tesviye, freze gibi atölye makineleri ve\nbenzeri işlerde sürekli çalışan işçilere öğleden evvel ve öğleden\nsonra verilen dinlenme süreleri.\u003C\u002Fp>\n\n\u003Ch3>MADDE 20- ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>1) İşçiler gerektiği takdirde işyeri içinde unvanı ve niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde muvafakat\naramaksızın geçici veya devamlı olarak işveren tarafından\ngörevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak şartı ile işçilerin aynı\nişverene bağlı ve Belediye (Büyükşehir Belediyesi olan yerlerde\nBüyükşehir Belediyesi) hudutları içindeki bir başka işyerine işverence\nnakledilmeleri mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı işverene bağlı ve Büyükşehir Belediye hudutları\ndışındaki işyerlerine daimi olarak nakledilmeleri, yazılı rızaya\nbağlıdır. Geçici süre ile nakillerde işçinin rızası alınmaz, ancak bu\nsüre yılda 3 ayı geçemez. Görevlendirme ilgiliye yazılı olarak tebliğ\nedilir.\u003C\u002Fp>\n\n\u003Cp>İşyerinin il hudutları dışına nakli halinde işçinin nakil\nmasrafları işverence ödenir. Il hudutları dışındaki işyerlerine\nnakledilen işçilerin nakle rıza göstermemeleri halinde iş sözleşmeleri\nbildirimli olarak feshedilir. İş ve işyeri değişikliği hiçbir zaman ceza\nmahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>2) İşveren, sendika ile birlikte tarafların ortaklaşa kabul edecekleri\nbilimsel bir iş ve görev değerlendirmesi yapma ve uygulama konusunda çaba\nsarf etmeyi kabul eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>3) Iş hayatında gece, en geç saat 20.00'de başlayarak, en erken sabah\nsaat 06.00'ya kadar geçen ve en çok 11 saat süren dönemdir. Bu süreler\niçinde geçen çalışmalar gece işi sayılır.\u003C\u002Fp>\n\n\u003Cp>İşçilerin gece çalışması 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cp>İşçi, yazılı izni olmadan üst üste 7 günden çok gece işinde\nçalıştırılamaz. Gece işi gören işçilere, çalışılan gecenin\ngündüzünde, gündüz işi görenlere de izleyen gecede iş verilemez.\u003C\u002Fp>\n\n\u003Cp>Bu paragraf koruma ve güvenlik personelini kapsamaz.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamında gece döneminde çalışan işçilere\n(koruma memurları dahil) gece döneminde çalıştığı her saat için\nBirinci Altı Ay 1,60 TL\u002FGün, İkinci Altı Ay ise 1,68 TL\u002FGün olarak\nödenir. Bu ödeme, sözleşmenin İkinci Yılı Birinci ve İkinci Altı\nAylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4) Vardiyalı Çalışma:\u003C\u002Fp>\n\n\u003Cp>İşveren, işin yürütümü bakımından \"Postalar Halinde İşçi\nÇalıştırılarak Yürütülen İşlerde Çalışmalara İlişkin Bazı Özel\nUsul ve Kurallar Hakkında Yönetmelik\" hükümlerine göre yardiyalı\nçalışma yaptırabilir. Vardiyalı çalışmada işçiler arasında ayırım\nyapılamaz..\u003C\u002Fp>\n\n\u003Cp>Ancak, işyeri sendika temsilcileri ile gece çalışma yasağına girenler\nbu hükmün dışındadır.\u003C\u002Fp>\n\n\u003Cp>Vardiyalı çalışmalarda başlangıç ve bitim saatleri birbiri içine\ngiremez. Vardiyaların postaları birer haftalık, işin gerektirdiği hallerde\niki haftalık olmak üzere en az 15 gün önceden belirlenip düzenlenerek\nvardiyalı nöbet çizelgeleriyle işçilere duyurulur ve işçilerin haklı ve\nmakul değişiklik önerileri dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>5) Nöbet:\u003C\u002Fp>\n\n\u003Cp>Nöbet, işyerinin güvenliğinin sağlanması amacıyla, asli görevi\ngüvenlikten sorumlu personel tarafından tutulur. Nöbet listesi 1 ay önce\nhazırlanarak ilgililere duyurulur. Nöbet listesi hazırlanırken, bütün\ngörevlilere eşit oranda, dönüşümlü ve tüm nöbet yerlerini kapsayacak\nşekilde düzenlenir.\u003C\u002Fp>\n\n\u003Cp>Mazereti bulunan işçi, bir gün öncesine kadar idareye haber vermek\nkoşuluyla nöbetini devredebilir.\u003C\u002Fp>\n\n\u003Cp>6) İşyerlerinde hazırlama, tamamlama, temizleme işlerini de yapan asıl\nişçilere bu işlerde geçirdikleri sürenin her bir saati için ödenecek\nücret, o işyerindeki asıl işlerine ait normal çalışma ücretinin saat\nbaşına düşen tutarının % 50 yükseltilmesi suretiyle verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 21- ÇALIŞILMAYAN GÜNLER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Ch4>1) Ulusal Bayram Günü:\u003C\u002Fh4>\n\n\u003Cp>Ulusal Bayram 29 Ekim günüdür. 28 Ekim günü saat 13.00' ten itibaren\nbaşlar ve 29 Ekim günü devam eder.\u003C\u002Fp>\n\n\u003Ch4>2) Resmi Bayram Günleri:\u003C\u002Fh4>\n\n\u003Cp>a-23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>b-19 Mayıs günü Atatürk'ü Anma ve Gençlik ve Spor Bayramı\ngünüdür.\u003C\u002Fp>\n\n\u003Cp>e-30 Ağustos günü Zafer Bayramıdır.\u003C\u002Fp>\n\n\u003Ch4>3) Dini Bayram Günleri:\u003C\u002Fh4>\n\n\u003Cp>a- Ramazan Bayramı; Arefe günü saat 13.00'ten itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>b- Kurban Bayramı; Arefe günü saat 13.00'ten itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Ch4>4) Genel Tatil Günleri:\u003C\u002Fh4>\n\n\u003Cp>a- 1 Ocak günü yılbaşı tatili günüdür.\u003C\u002Fp>\n\n\u003Cp>b-1 Mayıs günü Emek ve Dayanışma Günü tatilidir.\u003C\u002Fp>\n\n\u003Cp>e-15 Temmuz günü Demokrasi ve Milli Birlik Günü tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 22- HAFTA TATİLİ\u003C\u002Fh3>\n\n\u003Cp>Pazar günü hafta tatilidir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 23- FAZLA ÇALIŞMA\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Memleketin genel yararları ya da işin niteliği, üretimin arttırılması\ngibi nedenlerle günlük normal çalışma süresinin dışında fazla\nçalışma yapılabilir.\u003C\u002Fp>\n\n\u003Cp>a) Fazla çalışma süresi günde üç saati geçemez.\u003C\u002Fp>\n\n\u003Cp>b) Fazla çalışma süresinin toplamı bir yılda 270 saatten fazla\nolamaz.\u003C\u002Fp>\n\n\u003Cp>c) Fazla çalışma için işçinin muvafakatinin alınması gerekir.\u003C\u002Fp>\n\n\u003Cp>d) Fazla çalışma için kalacak işçilere üstlerince bir gün önceden\nduyurulması gerekir.\u003C\u002Fp>\n\n\u003Cp>e) Sağlık Kuralları bakımından günde ancak 7,5 saat ya da daha az\nçalışılması gereken işlerde fazla çalışma yapılamaz.\u003C\u002Fp>\n\n\u003Cp>f) Zorunlu nedenlerle yasal sürelerin üzerinde fazla çalışma\nyaptırılmışsa ücreti de ödenecektir.\u003C\u002Fp>\n\n\u003Cp>g) Bir günde yapılan fazla çalışma süresinin bir saatten az olması\ndurumunda ücreti bir saat olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>h) Fazla çalışmaların ücreti %75 (yüzde yetmiş beş) zamlı\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>i) Koruma ve güvenlik personeli ve vardiyalı çalışanlar dışında,\nişçilere tatil günlerinde istekleri dışında çalışma yaptırılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Ulusal bayram, genel tatil, cumartesi ve hafta tatili günlerinde\nçalıştırılan işçiye, çalıştığı her gün için iki gündelik\ntutarında ücret ayrıca ödenir. Bu günlerde yapılacak. çalışmalar 8\nsaatten fazla olamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tüm bu çalışmalarda saat ücretinin hesaplanmasında Yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>MADDE 24- İŞ SAĞLIĞI VE GÜVENLİĞİ - SAĞLIK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch4>A) Genel Hükümler:\u003C\u002Fh4>\n\n\u003Cp>İş sağlığı ve güvenliği konusunda 6331 Sayılı İş Sağlığı ve\nGüvenliği Kanunu ve bu Kanuna göre çıkarılmış ilgili diğer mevzuat\nhükümleri uygulanır. İşyerlerinde bu mevzuatın öngördüğü esaslarda\nİş Sağlığı ve Güvenliği konusunda faaliyette bulunmak üzere kurullar\noluşturulur. Bu mevzuat ile mükerrerlik ve aykırılık oluşturmamak\nkaydıyla aşağıdaki hükümlere uyulur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) TÜBİTAK Başkanlığı ve bağlı işyerlerinde sağlık odası, MAM ve\nSAGE' de ayrıca devamlı sağlık memuru veya hemşire bulundurulur.\u003C\u002Fp>\n\n\u003Cp>b) Her işgünü TÜBİTAK Başkanlığı, MAM, BİLGEM, UME ve SAGE' de tam\ngün, diğer işyerlerinde günün belli saatlerinde işyeri hekimi istihdam\nedilir. TÜBİTAK Gebze yerleşkesindeki işyeri hekimlerinin görev alanları,\nsevk ve yönetimleri bu yerleşkedeki Genel Sekreter Yardımcısınca\nyürütülür.\u003C\u002Fp>\n\n\u003Cp>c) Kapsama dahil işyerlerinde çalışan şoförlere, koruma memurlarına\nimkanlar ölçüsünde ihtiyaca uygun bir oda verilebilir.\u003C\u002Fp>\n\n\u003Cp>d) İşçilerin, özel doktor veya SGK dışı sağlık kuruluşlarına\nmuayene olmak istemeleri halinde, muayene olduklarını daha sonra belgelemek\nkoşulu ile muayene için gerekli izin verilir ve özür izninden sayılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>e) İşin devamı süresince, çalışanın ve işin niteliği ile\nişyerinin tehlike sınıfına göre Bakanlıkça belirlenen düzenli\naralıklarla mevzuata göre periyodik kontroller işverence yaptırılır\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>B) Sağlık Nedeniyle İş Değişimi\u003C\u002Fh4>\n\n\u003Cp>Görevde iken malullük ve iş hastalığı sonucunda yetkili sağlık\nkurumu raporu ile engelli işçi durumuna düşenler ve bu nedenle görevinde\nverimli olmayan veya o görevde çalışması tıbben sakıncalı bulunan\nişçi, durumuna uygun bir işte tüm kazanılmış hakları sürdürülerek\nçalıştırılır.\u003C\u002Fp>\n\n\u003Ch4>C) Sağlık Yardımı\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>Geçici iş göremezlik halinde, hasta işçilerin ücreti işverence tam\nolarak ödenir. SGK'ca işçiye yapılan geçici iş göremezlik yardımları\nişverene aynen geri verilir. Gerekli belgeler ibraz edilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch4>D) Yorucu İş Dinlenmesi\u003C\u002Fh4>\n\n\u003Cp>Matbaa makineleri, torna, freze gibi atölye makineleri ve benzeri işlerde\nsürekli çalışan işçilere, çalışmanın uygun zamanlarında iki kez\n20'şer dakikalık dinlenme izni verilir.\u003C\u002Fp>\n\n\u003Cp>E) X-Işınlarıyla çalışanlar günde 5 saatten fazla X-ışınlarına\nmaruz olarak çalıştırılamazlar.\u003C\u002Fp>\n\n\u003Ch2>IV. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÜCRET VE ÜCRETLE İLGİLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 25- ÜCRETİN TANIMI\u003C\u002Fh3>\n\n\u003Cp>Ücret; işçilere yaptıkları iş karşılığında işveren tarafından\nsağlanan ve nakden ödenen meblağları kapsar.\u003C\u002Fp>\n\n\u003Cp>İşçilere ücretleri aylık ve işlemiş olarak her ayın son işgünü\nödenir.\u003C\u002Fp>\n\n\u003Cp>Ödemenin yapılacağı gün tatile rastlıyorsa, ödemeler tatilden önceki\nişgünü yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 26- ÜCRET HESAP PUSULASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, yaptığı ödemede, işçiye ücret hesabını gösteren imzalı\nveya işyerinin özel işaretini taşıyan bir pusula vermek zorundadır. Bu\npusula isteyen işçilere elektronik ortamda verilebilir.\u003C\u002Fp>\n\n\u003Cp>Pusulada, ödemenin günü ve ilişkin olduğu dönem ile fazla çalışma,\nhafta tatili, ulusal bayram ve genel tatil ücretleri gibi asıl ücrete\nyapılan her çeşit eklemeler tutarının ve vergi ile ilgili bütün\nbilgiler, sigorta primi, avans mahsubu, nafaka ve icra gibi her çeşit\nkesintilerin ayrı ayrı gösterilmesi gerekir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 27- İZİN ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, yıllık ücretli iznini kullanan her işçiye, yıllık izin\ndönemine ilişkin ücretini; ilgili işçinin izne başlamasından önce\npeşin ödemek ya da avans olarak vermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>Ödemeler; ilgili birimlerce yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 28- ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch4>1- TABAN ÜCRET:\u003C\u002Fh4>\n\n\u003Cp>01.03.2021 tarihinde aylık brüt çıplak ücretleri; 4.100,00 TL\u002FAy'ın\naltında olan işçilerin, aylık brüt çıplak ücretleri 4.100,00 TL\u002FAy'a\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>II- ÜCRET ZAMLARI:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>A) Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.03.2021 tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fikradaki taban ücrete çekildikten sonra, 01.03.2021 tarihindeki aylık\nbrüt çıplak ücretlerine, 01.03.2021. tarihinden geçerli olmak üzere\nbirinci yıl birinci altı ay için % 12 (On iki) oranında zam\nyapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>B) Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.09.2021 tarihinde işyerlerinde çalışmakta olan işçilerin 31.08.2021\ntarihindeki aylık brüt çıplak ücretlerine, 01.09.2021 tarihinden geçerli\nolmak üzere birinci yıl ikinci altı ay için %5 (Bes) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Şubat 2022 indeks sayısının, Ağustos 2021\nindeks sayısına göre değişim oranının %5 (Beş)'i aşması halinde aşan\nkısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C) İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.03.2022 tarihinde işyerinde çalışmakta olan işçilerin 28.02.2022\ntarihindeki aylık brüt çıplak ücretlerine, 01.03.2022 tarihinden geçerli\nolmak üzere ikinci yıl birinci altı ay için %5 (Beş) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Ağustos 2022 indeks sayısının, Şubat 2022\nindeks sayısına göre değişim oranının %5 (Beş)'i aşması halinde aşan\nkısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D) İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.09.2022 tarihinde işyerlerinde çalışmakta olan işçilerin 31.08.2022\ntarihindeki aylık brüt çıplak ücretlerine, 01.09.2022 tarihinden geçerli\nolmak üzere ikinci yıl ikinci altı ay için %5 (Beş) oranında zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003-100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Şubat 2023 indeks sayısının, Ağustos 2022\nindeks sayısına göre değişim oranının %5 (Beş)'i aşması halinde aşan\nkısımın tamamı, ikinci yıl ikinci altı ayının son günündeki ücrete\ntakip eden ayın birinci gününden geçerli olmak üzere (01.03.2023\ntarihinden geçerli olmak üzere işçilerin 28.02.2023 tarihindeki aylık\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>III- Bu sözleşmenin yürürlük süresi içinde işe yeni alınacak\nişçilerin ücretleri, 18. madde esasları göz önüne alınarak, aynı\nnitelikteki kıdemli işçilerin ücretlerini geçmemek üzere işverence\nbelirlenir.\u003C\u002Fp>\n\n\u003Ch2>V. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İKRAMİYE, SOSYAL YARDIM VE DİĞER ÖDEMELER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 29- İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdays1\">\u003Cp>İşçilere, her yıl 6772 Sayılı Kanun gereğince ödenecek olan İlave\nTediye'den ayrı olarak Mart ve Eylül aylarının ilk haftasında 30 ar\ngünlük iki ikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Bu öderneler, bir tam yıllık çalışma karşılığı olup, giriş\ntarihi itibariyle orantılı olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>Ödeme yapıldıktan sonra iş sözleşmesi sona erenlere, Insan Kaynakları\nYönetmeliği gereğince uygulama yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin kapsamında bulunan işçilere her ay toplu\niş sözleşmenin Birinci Yılı Birinci Altı Ayında 480,44 TL\u002FAy, İkinci\nAltı Ayında 504,46 TL\u002FAy Sosyal Yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme sözleşmenin İkinci Yılının Birinci ve İkinci Altı\nAylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde, her türlü ücretli izinler ile iş kazası\nveya meslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan\ndiğer istirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 31- PRİM VE TAZMİNATLAR\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında bulunan işçilerden prim ve tazminat\nödenecek olanlar ile bu ödemelerin miktar ve esasları Yönetim Kurulu'nca\ntespit edilir.\u003C\u002Fp>\n\n\u003Cp>Yapılacak bu ödemeler, başka hiçbir ödemeyi etkilemeyeceği gibi\nmüktesep hak da teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki fikra gereğince yapılacak ödemelerden ayrı olarak kapsamda\nbulunan işçilere işbu toplu iş sözleşmesi gereğince; başka hiçbir\nödemeyi etkilememek kaydıyla; toplu iş sözleşme yılı itibariyle\nçalıştıkları süre ile orantılı olarak her yıl Ekim ayında 8 günlük\nçıplak ücretleri tutarında ayrıca tazminat ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 32-YEMEK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşveren, işçilere çalıştıkları her gün için üç kap üzerinden\n2000 kaloriden az olmamak üzere öğle yemeği verir. İşçilere öğle\nyemeği ile birlikte 100 gramlık kase yoğurt verilir. Görevi gereği yemekte\nbulunmayanlara. Ramazan ayında oruç tutanlara, gece görev yapanlara ya da\nSosyal Güvenlik Kurumunun sözleşmeli\u002Fanlaşmalı sağlık kurum ve\nkuruluşlarından verilecek rapor ile diyet yemeği yemek zorunda olanlara\ndurumlarını belgelemek kaydıyla her çalışma günü için, sözleşmenin\nBirinci Yıl Birinci Altı Ayında 14,77 TL\u002FGün, İkinci Altı Ayında 15,51\nTL\u002FGün yemek yardımı ödenir. Esnek\u002Fuzaktan çalışmaya tabi tutulan\nişçilere de fiili olarak çalıştıkları günlere münhasır olmak üzere\nyemek yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin İkinci Yılının Birinci ve İkinci\nAltı Aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle arttırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Her ne nedenle olursa olsun yemek çıkartılmaması durumunda bu ödeme\nbütün işçilere yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 33- TAŞIT YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>İşçinin işe gidiş ve gelişini sağlamak için işveren servis arabası\nbulundurur. Servisin izleyeceği yol işveren tarafından belirlenir ve bu\nbelirlemede işçiler imkan olduğu oranda en yakından alınır. Ancak,\npersonelin ikameti ile servis noktası arasında ulaşım aracına binilmesi\nhalinde fiilen çalışılan her gün için vasıta ücreti olarak iki belediye\notobüs bilet bedeli her ay net olarak ödenir. Çalışma saatleri nedeniyle\nservisten yararlanamayanlara ve servis tahsis edilmemesi hallerinde,\nişçilere; fiilen çalıştıkları her gün için işyeri ile ikametleri\narasındaki gerçek ulaşım durumu dikkate alınarak tek vasıta ile gelenlere\nişyerinin bulunduğu ilde uygulanan iki belediye otobüs bilet bedeli, çift\nvasıta ile gelenlere dört belediye otobüs bilet bedeli her ay net olarak\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Engelinden dolayı toplu ulaşım araçlarından yararlanamayan sendika\nüyesi işçilere, fiilen çalıştıkları her gün için dört bilet bedeli\nher ay net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Büyükşehir Belediyesi mücavir alan sınırları dışından\ngeliş-gidiş yapanlara ise; çift vasıta (dört bilet bedeli) üzerinden\ntaşıt yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>İşyerinin içinde bulunan lojmanlarda oturanlar ile işverence tahsis\nedilen servislerden istifade edenlere taşıt yardımı yapılmaz. Lojmanlardan\nişyerine servis konması halinde işçiden herhangi bir ücret talep\nedilmez.\u003C\u002Fp>\n\n\u003Cp>İşverence gerçek dışı beyanda bulunduğu tespit edilenler hakkında\ndisiplin hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Mesai saatleri dışında veya ücretli izin hallerinde olağanüstü\ndurumlara, doğal afet veya işyerinin acil ihtiyaçlarına münhasır olmak\nkaydıyla, işverence işçi göreve çağrıldığında. görev yapmasına\nmani olacak şekilde hastalık hali hariç işbaşı yapmak zorundadır. Bu\ndurumda işbaşı yapan işçinin mutat ulaşım giderleri işverence\nkarşılanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE 34- GİYİM YARDIMI VE İŞ ELBİSESİ\u003C\u002Fh3>\n\n\u003Cp>İşçilere, işverence hazırlanan esas ve usullere göre ayni ve nakdi\ngiyim yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Toplu İş Sözleşmesinin Birinci Yılında bu yardımın Mart 2021 taksit\ntutarı; süresi sona eren Toplu İş Sözleşmesinin son yılında yapılmış\nbulunan yıllık toplam net giyim yardımı tutarının yarısının % 12\nartırılması suretiyle, Eylül 2021 taksiti ise Mart 2021 tarihinde\nyapılmış bulunan ödemenin % 5 artırılması suretiyle hesaplanacaktır.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinin İkinci Yılında bu yardımın Mart 2022 taksit\ntutarı; Toplu İş Sözleşmesinin Birinci Yılında yapılmış bulunan\nyıllık toplam net giyim yardımı tutarının yarısının İkinci Yıl\nBirinci Altı Ay Ücret Zammı oranında artırılması suretiyle, Eylül 2022\ntaksiti ise Mart 2022 tarihinde yapılmış bulunan ödemenin İkinci Yıl\nİkinci Altı Ay Ücret Zammı oranında artırılması suretiyle\nhesaplanacaktır.\u003C\u002Fp>\n\n\u003Cp>TÜSSİDE İşyeri iken TÜBİTAK'a bağlı işyeri haline dönüşen ancak\nTÜSSİDE İşyeri iken uygulanmış olan son toplu iş sözleşmesinden\nyararlanan ve halen çalışmakta olan bu durumdaki işçilere Toplu iş\nsözleşmesinin Birinci Yılının Mayıs ayında 273,31 TL. Giyim yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin İkinci Yılında Mayıs ayına kadar\nolan ücret zamları (toplu iş sözleşmesinin birinci yılının birinci\naltı ay zammı olan %12 hariç) oranında artırılarak belirlenecektir. Giyim\nyardımının ödendiği tarihten sonraki ücret zamları yeni dönem giyim\nyardımı miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca 5188 sayılı yasa kapsamı dışında çalışan koruma memuru,\nteknisyen, garson, aşçı, depocu ve hizmetlilere yaptıkları işin\nniteliğine uygun özel kıyafet ve teçhizat verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 35- KASA VE MALİ SORUMLULUK TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>İşverence hazırlanacak esasa göre kasa ve mali sorumluluk tazminatı\nödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 36-YOLLUK\u003C\u002Fh3>\n\n\u003Cp>İşverence hazırlanacak esaslara göre yolluk ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 37-DİĞER SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>a) İşveren sendika üyesi işçilerden sözleşmenin Birinci Yıl Birinci\nAltı Ayında evlenenlere net 283,77 TL, İkinci Altı Ayında evlenenlere net\n297,96 TL evlenme yardımı verir.\u003C\u002Fp>\n\n\u003Cp>Gerekirse bu yardımı avans olarak da verebilir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, sendika üyesi işçilerden sözleşmenin Birinci Yıl Birinci\nAltı Ayında çocuğu doğanlara net 141,85 TL, İkinci Altı Ayında çocuğu\ndoğanlara net 148,94 TL doğum yardımı verir.\u003C\u002Fp>\n\n\u003Cp>Eşlerin her ikisinin de kurumda çalışması halinde bu ödeme birine\nyapılır.\u003C\u002Fp>\n\n\u003Cp>c) İşveren, üyenin sözleşmenin Birinci Yıl Birinci Altı Ayında\nölümü halinde kanuni mirasçılarına net 709,53 TL, İkinci Altı Ayında\nölümü halinde kanuni mirasçılarına net 745,01 TL ölüm yardımı\nverir.\u003C\u002Fp>\n\n\u003Cp>d) İşveren, üyenin iş kazası sonucu sözleşmenin Birinci Yıl Birinci\nAltı Ayında ölümü halinde kanuni mirasçılarına net 1.135,25 TL, İkinci\nAltı Ayında ölümü halinde kanuni mirasçılarına net 1.192,01 TL\ntalepleri halinde ölüm yardımı verir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>e) İşveren, üyenin eşi, çocukları, ana, baba ve kardeşlerinin\nsözleşmenin Birinci Yıl Birinci Altı Ayında ölümü halinde net 425,81\nTL. İkinci Altı Ayında ölümü halinde net 447,10 TL ölüm yardımı\nverir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f) Yangın, sel, deprem veya herhangi bir nedenle konutsuz kalma durumunda,\nzarar gören işçilere ilgili makamlardan alınan belgelerle kanıtlanması\nüzerine işverence, doğal afetin sözleşmenin Birinci Altı Ayında olması\nhalinde net 42,53 TL, İkinci Altı Ayında olması halinde net 44,66 TL afet\nparası ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler, toplu iş sözleşmesinin İkinci Yılının Birinci ve\nİkinci Altı Aylarında ücret zammı oranında ve ücretin zamlandığı\ntarih itibariyle artırılacak ve evlenme, doğum, ölüm veya doğal afetin\nolduğu sözleşme dilimine tekabül eden tutar üzerinden ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>VI. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 38-YILLIK İZİN\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşyerinde bir hizmet yılını doldurmuş işçiye 30 gün ücretli izin\nverilir. Yıllık izin kullanma ve verme şekilleri Toplu İş Sözleşmesi eki\nEK-l' de belirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>Ancak 01.01.1996 tarihinden sonra işe yeni giren işçilere.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a ) 1 yıldan 5 yıla kadar (5 yıl dahil) hizmeti olanlara 20 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) 5 yıldan fazla, 15 yıldan az hizmeti olanlara 24 gün,\u003C\u002Fp>\n\n\u003Cp>c) 15 yıl (dahil) ve daha fazla hizmeti olanlara 30 gün,\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 39- DİĞER İZİNLER\u003C\u002Fh3>\n\n\u003Ch4>1) Mazeret İzinleri:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a) Kadın işçilerin doğum ve emzirme izinleri ile ilgili hükümlerde\nyürürlükteki mevzuat uygulanır. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b) Erkek işçiye, eşinin doğum yapması halinde 5 gün, evlat edinmesi\nhalinde 3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>c) Evlenen işçilere 6 gün, işçinin kendisinin veya eşinin 1. derecede\nakrabalarının ve kardeşlerinin evlenmesinde 2 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>d) Kendisinin veya eşinin 1. derecede akrabalarının ve kardeşlerinin\nölümü halinde 4 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) Yangın, deprem, sel ve benzeri durumlarda 10 güne kadar,\u003C\u002Fp>\n\n\u003Cp>f) İkametgahını değiştiren işçiye, belgelemek koşulu ile 1 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>g) İzin almayı gerektiren olay işçinin çalıştığı ilin sınırları\ndışında olur ve yolda geçecek süre 2 günden çok ise, işçiye burada\nbelirlenen izin ile birlikte 10 güne kadar,\u003C\u002Fp>\n\n\u003Cp>h) İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler halinde 10 güne kadar,\u003C\u002Fp>\n\n\u003Cp>ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>Mazeret izinlerinin belgelenmesi zorunludur.\u003C\u002Fp>\n\n\u003Ch4>2) Diğer Mazeret ve Sağlık İzinleri:\u003C\u002Fh4>\n\n\u003Cp>a) Birim amirlerince mazeretin uygun görülmesi halinde ayda 8 saate kadar\nmazeret izni verilebilir. Geçici işgöremezlik ödeneğinin bizzat işçi\ntarafından alınması gereken haller için birim amirlerince verilecek izin,\nbu iznin dışındadır.\u003C\u002Fp>\n\n\u003Cp>İşçinin anne, baba, eş ve çocuklarının hastalanması hallerinde,\nİşverenin uygun görmesi ve belgelenmek kaydıyla diğer ayın mazeret izni\nde (iki aylık bir arada) kullanılabilir. Bu durumda olan işçilere, takip\neden ayda da mazeret iznine ihtiyaç duyulması halinde işverenin uygun\ngörmesi ve mazeret izninin kalması şartıyla bir sonraki ayın izni\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>b) İşyerinde çalışmakta olan işçinin eş, çocuk, anne, baba ve\nbekår kardeşinin kanser, diyaliz, MS, Down Sendromu gibi süreklilik arz eden\nhastalıklara maruz kalması halinde; bu hastalıkların tetkik ve tedavileri\nile Otistik hastaların rehabilitasyonu sırasında hastanın yakınının\nrefakatinin zorunlu olması ve bu durumun ilgili sağlık kuruluşundan\nalınacak belge ile tevsik edilmesi ve uygun başka bir yakınının olmaması\nkaydıyla refakat edecek işçi refakat süresince ücretli izinli sayılır.\nAncak bu süre yılda toplam 30 günü geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin bu yakınlarının diğer hastalıklarının il sınırları\ndışında yatarak tedavi görmeleri gerektiğinde, bir yakınının\nrefakatinin tıbben zorunlu olması ve bununla ilgili sağlık kuruluşundan\nalınacak belgeyle tevsik edilmesi ve uygun başka bir yakınının olmaması\nkaydıyla refakat edecek olan işçi, refakat süresince ücretli izinli\nsayılır. Ancak bu izin her bir vaka başına beş günü, yılda ise dört\nvakayı geçemez.\u003C\u002Fp>\n\n\u003Cp>c) Gemide görevlendirilmiş olup gemi adamları dışında kalan üyelere,\nlimandan ayrıldığı ve limana döndüğü güne kadar kesintisiz (sürekli)\nolmak üzere denizde geçirilen her yedi gün için lirnana döndüğü günü\ntakip eden ilk iş günü bir gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ch4>3) Ücretsiz İzin:\u003C\u002Fh4>\n\n\u003Cp>İşveren, uygun görülecek ve kabul edilebilecek sebeplerle işçilere 12\naya kadar ücretsiz izin verebilir.\u003C\u002Fp>\n\n\u003Ch4>4) Ücretsiz Refakat İzni:\u003C\u002Fh4>\n\n\u003Cp>İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek anne, baba, eş ve çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde bu hallerin hekim raporu ile belgelendirilmesi şartıyla istekleri\nüzerine en çok 6 (altı) aya kadar ücretsiz izin verilebilir. Aynı\nşartlarda bu süre bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 40-NAKİL DURUMUNDA ÜCRETLİ İZİN\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika üyesi işçilere, il içi nakiller nedeniyle 1 gün, il\nsınırları dışındaki nakilleri nedeniyle 15 gün, işten ayrılış ve\nbaşlayış için ücretli izin verir.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin Çalıştırma başlıklı 20. maddesi\ngereğince Büyükşehir Belediye hudutları dışındaki işyerlerine geçici\ngörevlendirmelerin başında ve sonunda birer gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ch2>VII. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞİN SON BULMASI VE DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 41- FERDİ VEYA TOPLU İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 42- KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Kıdem tazminatı konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatına esas gün sayısı 40 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>01.03.1989 tarihinden itibaren işe girenlere kıdem tazminatına esas gün\nsayısı kanunda yazılı süredir.\u003C\u002Fp>\n\n\u003Cp>Kıdem tazminatı işin son bulmasından ve hak sahipleri tarafından\ngerekli belgelerin ibrazından başlayarak en geç 10 gün içinde Türk\nLirası olarak toptan ödenir. Kıdem tazminatı, işçi ölmüş ise yasal\nmirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 43- BİLDİRİM SÜRELERİ\u003C\u002Fh3>\n\n\u003Cp>Bildirim süreleri konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bildirim sürelerine esas gün sayısı yasadaki bildirim sürelerinin birer\nhafta fazlasıdır.\u003C\u002Fp>\n\n\u003Cp>01.03.1989 tarihinden sonra işe girenlere yasadaki bildirim süreleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Bildirim süreleri içinde işveren, işçiye yeni bir iş bulması için\ngerekli olan iş arama süresini iş saatleri içinde ve ücret kesintisi\nyapmadan vermeye mecburdur. Bu iş arama izninin süresi günde 3 saatten az\nolamaz ve işçi isterse iş arama izin saatlerini birleştirerek topluca\nkullanabilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 44- İŞYERİNİN TASFİYESİ NEDENİYLE İŞ SÖZLEŞMESİNİN\nFESHİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, kendisine bağlı bir işyerinin ya da tüm işyerlerinin tamamen\ntasfiyesi nedeniyle, işçilerin iş sözleşmelerini feshetmeyi\nkararlaştırdığında, durumu 30 işgünü önceden yazılı olarak sendikaya\nbildirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 45 TUTUKLULUK-GÖZETİM ALTINA ALINMA VE MAHKUMİYET HALİNDE FESİH\nVE TEKRAR İŞE BAŞLATMA\u003C\u002Fh3>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 46- ASKERLİK DURUMUNDA TEKRAR İŞE ALMA\u003C\u002Fh3>\n\n\u003Cp>Muvazzaf askerlik nedeniyle işyerinden ayrılmak zorunda kalan işçi,\nmuvazzaf askerlik süresinin bitiminden itibaren iki ay içinde, işe alınmak\niçin başvurması halinde eski işine veya eş değerli bir işe alınır.\nMuvazzaf askerlik görevi nedeniyle işten ayrılacak olan işçiye muvazzaf\naskerlik görevinin başlamasından önce yıllık izninin hak edip de\nkullanmadığı kısmı kullandırılır. Kullandırılmayan izinlerin ücreti\naskere gittiği tarihte ödenir. İzin ve terfi yönünden askere gitmeden\nönceki hizmetlerin dikkate alınmasında, Insan Kaynakları Yönetmeliği\ngereğince uygulama yapılır.\u003C\u002Fp>\n\n\u003Cp>Seferberlik hali hariç, talim, manevra, sivil savunma gibi kısa süreli\naskerlik hizmeti için, silah altına alınan sendika üyesi işçiler,\nücretli izinli sayılırlar. Bu işçiler, Toplu İş Sözleşmesi ile\nsağlanmış olan tüm haklardan yararlanırlar. Bu konuda 4857 sayılı\nyasanın 55. maddesi geçerlidir.\u003C\u002Fp>\n\n\u003Cp>MSB'ce ücret ödendiği taktirde bu ücret tama iblağ edilir. Bakanlıkça\nücret ödenmemesi durumunda işçilerin bugünlere ait ücretleri tam olarak\nödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 47- DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>Disiplin Kurulu, İstanbul ve Kocaeli'ndeki işyerleri için, Gebze Genel\nSekreter Yardımcılığında, diğer işyerleri için ise Başkanlıkta\noluşturulur. Disiplin kurulu, 3 işveren, 1 sendika yetkilisi ve 2 sendika\ntemsilcisinden oluşur. Uyarma cezası dışında, disiplin cezası vermeye\nyalnız disiplin kurulu yetkilidir. İşveren temsilcilerinden biri kurula\nbaşkanlık eder. Taraflar bu sözleşmenin imza tarihinden itibaren 15 gün\niçinde asil ve bir o kadar da yedek üyelerini seçerek karşı tarafa\nbildirirler.\u003C\u002Fp>\n\n\u003Cp>TÜBİTAK Başkanı veya Gebze Genel Sekreter Yardımcısı tarafından\nyazılı olarak bir olayın disiplin kuruluna iletilmesi üzerine, kurul\nbaşkanı 5 işgünü içinde disiplin kurulunu gününü belirterek yazılı\nolarak toplantıya çağırır. Belirtilen günde disiplin kurulu tam sayı ile\ntoplanamazsa, başkan 3 işgünü içinde asil ve yedek üyelerle toplantıya\ndevam eder.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulu kendine iletilen konu ile ilgili gerekli incelemeleri yapar\nve işçiye 3 işgünü süre tanıyarak yazılı savunmasını alır. Kurul,\ngerek görürse, işçiyi dinler ve tutanakla ifadesini tespit eder. Kurul,\nolayla ilgili tanık dinleyebileceği gibi her türlü delilleri toplayabilir.\nOlayda hafifletici sebepler değerlendirilir. Kurul çoğunlukla karar verir.\nOyların eşitliği durumunda başkanın katıldığı taraf çoğunluk\nsayılır. Gerektiğinde kararlar için gizli oylama yapılır.\u003C\u002Fp>\n\n\u003Cp>Haklarında yürütülen soruşturma neticesinde işçilerin görev yerleri;\naynı il içerisinde unvan ve yapmakta oldukları işe uygun olarak, Disiplin\nKurulu önerisi neticesinde işveren onayı ile değiştirilebilir. Bu işlem\nceza mahiyetinde olmayıp çalışılan yerde oluşabilecek olumsuz durumu\nönlemeye yönelik idari bir tedbirdir. Zorunlu ve acil durumlarda işçinin\ngeçici olarak görev yeri değiştirilebilir. Ancak soruşturma sonucu böyle\nbir idari tedbire gerek duyulmaz ise işçi eski görev yerine iade edilir.\u003C\u002Fp>\n\n\u003Cp>Karar 5 işgünü içinde ilgiliye yazı ile tebliğ edilir. İlgili bu\nkarara karşı 6 işgünü içinde yazılı olarak itiraz edebilir. 6 işgünü\niçinde itiraz edilmemesi halinde, karar onay için TÜBİTAK Başkanına veya\nGebze Genel Sekreter Yardımcısına sunulur. Onaylanması halinde karar\nkesinleşir. Onay makamı kararı hafifletebilir veya tamamen kaldırabilir. 6\nişgünü içinde itiraz olduğu takdirde disiplin kurulu 5 işgünü içinde\ntekrar toplanarak itirazı inceler, vereceği kararı onay makamına bildirir.\nMakamın onayından sonra karar kesinleşir. Bu karar da ilgiliye tebliğ\nedilir.\u003C\u002Fp>\n\n\u003Cp>Kurul üyeleri, soruşturma ile bizzat ilgilendikleri işlerde, hakkında\nkarar alınacak işçiyle akrabalıklar bulunduğu yahut konu kendileri ile\nilgili olduğunda toplantıya katılamazlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 48-SUÇ VE CEZA\u003C\u002Fh3>\n\n\u003Cp>Disipline uymayan haller bu sözleşmenin eki Suç ve Ceza Cetvelinde\nbelirlenmiş ve cezaları saptanmıştır. (EK-II)\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmede belirtilen disiplin kurulu kararı olmadıkça, işçi\nuyarma cezası dışında cezalandırılamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 49- İHALELİ İŞLERDE ÇALIŞAN İŞÇİLER\u003C\u002Fh3>\n\n\u003Cp>Bu konuda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 50-SOSYAL FAALİYETLER\u003C\u002Fh3>\n\n\u003Cp>Sendika tarafından işyerinde düzenlenen bilimsel, sosyal ve kültürel\nfaaliyetlere işveren imkânlar ölçüsünde yardımda bulunmaya gayret\neder.\u003C\u002Fp>\n\n\u003Cp>İşveren işçilerin sıcak içecek ve su ihtiyaçlarını imkanlar\nölçüsünde ve belirlediği koşullarda sağlamaya gayret eder.\u003C\u002Fp>\n\n\u003Cp>Ayrıca işveren, belirlediği şartlarda işverene ait sportif amaçlı\nmekan ve imkanlardan işçilerin mesai saatleri dışında yararlanmalarını\nsağlamaya gayret eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 51- TARAFLARIN İŞBİRLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşyerini yaşatmak, istihdamı kolaylaştırmak ve artırmak amacıyla\nçalışma hayatımızı düzenleyen mevzuatta esneklik sağlayacak\ndüzenlemeler gerektiği konusunda taraflar mutabıktırlar.\u003C\u002Fp>\n\n\u003Cp>Bu nedenle taraflar, bu toplu iş sözleşmesinin yürürlük süresi\niçinde esneklik konusunda birlikte çalışmayı planlı bir şekilde\nsürdüreceklerdir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 52- ENGELLİLER İLE İLGİLİ DÜZENLEMELER\u003C\u002Fh3>\n\n\u003Cp>Engelli işçiler hakkında mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch3>MADDE 53- EK ÖDEME\u003C\u002Fh3>\n\n\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 1.113,49 TL Ek Ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ek ödeme, toplu iş sözleşmesinin ikinci yılının Mayıs ayında ve bir\nkez ödenmek kaydıyla ödendiği döneme kadarki ücret zamları (toplu iş\nsözleşmesinin birinci yılının birinci altı ay zammı olan %12 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 54-HİZMET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum ve Kuruluşunda\ngeçirdikleri her tam hizmet yılı için hiçbir ödemeyi etkilememek ve\nmüktesep hak sayılmamak kaydıyla 01.03.2021 tarihinden itibaren uygulanmak\nüzere brüt 7,00 TL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>696 sayılı KHK ile sürekli işçiliğe geçen işçiler için kıdeme\nesas yıl başlangıcı sürekli işçiliğe geçilen 02.04.2018 tarihidir.\u003C\u002Fp>\n\n\u003Ch2>VIII. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GEÇİCİ MADDELER\u003C\u002Fh2>\n\n\u003Ch3>GEÇİCİ MADDE 1: FARKLARIN ÖDEME ZAMANI\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük başlangıç tarihi ile imza\ntarihi arasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar\nişverenin bütçe imkanları göz önüne alınarak geciktirilmeden\nödenecektir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 2:\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinin \"KAPSAM\" başlıklı 4 üncü maddesinde kısmi\nsüreli çalışanlara yönelik yapılan düzenleme imza tarihinden itibaren\nuygulamaya konulacaktır.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 54 asıl, 2 geçici madde ve iki ekten ibaret\nolup; taraflarca 20.09.2021 tarihinde tanzim ve imza edilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK-I\u003C\u002Fh2>\n\n\u003Ch2>YILLIK ÜCRETLİ İZİN KULLANMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1- AMAÇ\u003C\u002Fh3>\n\n\u003Cp>Bu esaslar, Türkiye Bilimsel ve Teknolojik Araştırma Kurumu'nda\nçalışan sendika üyesi işçilerin yıllık ücretli izin kullanma biçimini\nve süresini belirler. Bu esaslarda düzenlenmemiş hususlarda 4857 sayılı\nKanunu'nun 60'ıncı maddesi gereğince çıkartılmış bulunan Yıllık\nÜcretli İzin Yönetmeliği hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 2- KAPSAM\u003C\u002Fh3>\n\n\u003Cp>Türkiye Bilimsel ve Teknolojik Araştırma Kurumu Başkanlığı ve bağlı\nişyerlerinde çalışan sendika üyesi işçileri kapsar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- İZİN SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>Kapsam maddesinde belirlenen elemanlara, işinde 1 (bir) yılını\ndoldurmuş olmak kaydıyla senede 30 gün ücretli izin verilir. Ancak,\n01.01.1996 tarihinden sonra işe yeni giren işçilere bu sözleşmenin 38.\nMaddesindeki izin süreleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Kamu kurumları ve bunlara bağlı birlik, işletme ve benzeri kuruluşlarda\nherhangi bir kadro veya pozisyonda fiilen çalışarak her ne suretle olursa\nolsun ayrılıp Kurumda göreve başlayanların çalıştıkları süreler\nyıllık ücretli izin sürelerinin hesabında dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>İznin kullanıldığı döneme rastlayan yasal hafta tatili ile Ulusal\nBayram ve Genel Tatil günleri izin süresine eklenir. İzinin her yıl\nkullanılması zorunludur.\u003C\u002Fp>\n\n\u003Ch3>MADDE 4- İZNİN UYGULANMASI\u003C\u002Fh3>\n\n\u003Cp>Yıllık ücretli izin işveren tarafından bölünemez. Bu iznin 38 inci\nmaddede gösterilen süreler içinde işveren tarafından sürekli bir şekilde\nverilmesi zorunludur. Ancak, 38 inci maddede öngörülen izin süreleri,\ntarafların anlaşması ile bir bölümü on günden aşağı olmamak üzere\nbölümler halinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından yıl içinde verilmiş bulunan diğer ücretli ve\nücretsiz izinler veya dinlenme ve hastalık izinleri yıllık izne mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cp>Yılık ücretli izin günlerinin hesabında izin süresine rastlayan ulusal\nbayram, hafta tatili ve genel tatil günleri izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>İzinler, işyerindeki işleri aksatmayacak şekilde ilgili yıl içerisinde\nveya onay makamından iznin erteleme onayı alınmak kaydıyla, iznin hak ediş\ntarihini takip eden en geç 2 yıl içinde işveren tarafından\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, Başkanın uygun görmesi halinde Temmuz-Ağustos ayları içinde\nayrılmak ve Pazartesi gününden itibaren başlatılmak üzere yılda 20 güne\nkadar toplu izin kullandırılır. Bu durum en geç Ocak ayı sonuna kadar\npersonele duyurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- İZİN İSTEĞİ VE VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>İzine ayrılacak olan eleman, ayrılma tarihinden 15 gün (Acil durumlarda\nbu süre aranmaz) önce form izin dilekçesini usulüne uygun doldurarak birim\namirine verir. Amir, ayrılmasında sakınca görmediği taktirde, izin\ndilekçesini gerekli işlemleri yapmak ve onaylatmak üzere İnsan Kaynakları\nMüdürlüğü Birimine gönderir. İnsan Kaynakları Müdürlüğü \u002F Birimine\ngerekli işlemleri yaparak izini onay'a sunar. İzini onaylanan eleman izine\nayrılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- İZİN ONAY MAKAMI\u003C\u002Fh3>\n\n\u003Cp>TÜBİTAK Başkanınca yetki verilen işveren vekilleridir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 7- İZİN DEFTERİ\u003C\u002Fh3>\n\n\u003Cp>Başkanlık, Enstitüler ve MAM'nde 4857 sayılı İş Kanununun ilgili\nhükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca birimler, elemanları için izin karteksi tutarlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- İZİN ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Izine ayrılan elemanın izin dönemine ait ücreti ile aynı süre içine\nrastlayan diğer ücret ve ücret niteliğindeki hakları peşin olarak ödenir\nveya avans olarak verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9- BAŞKA İZİNLERİN MAHSUP EDİLEMEZLİĞİ\u003C\u002Fh3>\n\n\u003Cp>Başkanlıkta Başkan, Enstitülerde Enstitü Müdürü ve MAM' da Merkez\nMüdürü tarafından, yıl içerisinde verilmiş bulunan başka ücretli ve\nücretsiz izinler (mazeret izinleri) ile dinlenme ve hastalık izinleri\nyıllık izine mahsup edilemez.\u003C\u002Fp>\n\n\u003Ch2>EK-II\u003C\u002Fh2>\n\n\u003Ch2>SUÇ VE CEZA CETVELİ\u003C\u002Fh2>\n\n\u003Cp>İşçinin, kusurlu davranışları halinde uygulanabilecek cezalar\naşağıda gösterilmiştir:\u003C\u002Fp>\n\n\u003Cp>A- Uyarma,\u003C\u002Fp>\n\n\u003Cp>B- Kınama,\u003C\u002Fp>\n\n\u003Cp>C- Ücret Kesimi,\u003C\u002Fp>\n\n\u003Cp>D- Kademe İlerlemesinin Durdurulması.\u003C\u002Fp>\n\n\u003Cp>E- Işe Son Verilmesi.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A) Uyarma:\u003C\u002Fstrong> Personele işlerinde ve davranışlarında daha\ndikkatli olmasının yazı ile bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>Uyarma cezası verilmesini gerektiren fiil ve davranışlar şunlardır:\u003C\u002Fp>\n\n\u003Cp>1- Görevini yaparken kayıtsız, dikkatsiz ve özensiz davranmak,\u003C\u002Fp>\n\n\u003Cp>2- Özürsüz ve izinsiz olarak göreve geç gelmeyi, erken ayrılmayı\nalışkanlık haline getirmek,\u003C\u002Fp>\n\n\u003Cp>3- İşle ilgili konularda yöneticilerine, iş arkadaşlarına ve iş\nsahiplerine eksik bilgi vermek.\u003C\u002Fp>\n\n\u003Cp>4- Kılık ve kıyafet konusunda yürürlükte bulunan Yönetmelik ve\nGenelgelere uymamak,\u003C\u002Fp>\n\n\u003Cp>5- İşyerinin huzur ve çalışma düzenine ve saygınlığına uymayan\ntutum ve davranışlarda bulunmak, belirlenen kurallara uymamak,\u003C\u002Fp>\n\n\u003Cp>6- Usulsüz başvuru ve şikayette bulunmak,\u003C\u002Fp>\n\n\u003Cp>7- Bu sözleşmenin 24\u002FD maddesi gereğince geçici iş göremezlik\nödeneğini rapor bitimi tarihinden itibaren en geç bir ay içerisinde tahsil\netmemek (Kurum'dan ödeme yapılmaması hali hariç) ve tahsil edildikten sonra\nen geç 5 iş günü (Cumartesi hariç) içerisinde işverene ödememek,\u003C\u002Fp>\n\n\u003Cp>8- Yöneticilerinin uyarılarına rağmen göreviyle ilgisi olmayan işler\nyapmak,\u003C\u002Fp>\n\n\u003Cp>9- Mevzuatı gereğince vermesi gereken bildirimleri vermemek,\u003C\u002Fp>\n\n\u003Cp>10- Resmi yazılara süresi içinde cevap vermemek.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B) Kınama:\u003C\u002Fstrong> Personele, görevinde ve davranışlarında\nkusurlu olduğunun yazı ile bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>Kınama cezası verilmesini gerektiren fiil ve davranışlar şunlardır:\u003C\u002Fp>\n\n\u003Cp>1- Görev sırasında yöneticilerine tutum ve davranışı ile\nsaygısızlık etmek,\u003C\u002Fp>\n\n\u003Cp>2- İş arkadaşlarına, mahiyetindeki personele ve iş sahiplerine kötü\nmuamelede bulunmak,\u003C\u002Fp>\n\n\u003Cp>3- Görevin yerine getirilmesinde kusurlu davranmak,\u003C\u002Fp>\n\n\u003Cp>4- Kurumun itibar ve güvenini sarsacak nitelikte davranışlarda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>5- Kuruma ait araç, gereç ve benzeri eşyayı özel işlerinde\nkullanmak.\u003C\u002Fp>\n\n\u003Cp>6- Dikkatsizlik ve tedbirsizlikle Kurumun zararına yol açabilecek\nhareketlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>7- Verilen emirlere itiraz etmeyi alışkanlık haline getirmek ve bu\nsuretle işin aksamasına neden olmak,\u003C\u002Fp>\n\n\u003Cp>8- Görevi gereği aldığı avansı kasten süresinde kapatmamak,\u003C\u002Fp>\n\n\u003Cp>9- Yöneticileri ve iş arkadaşları hakkında küçültücü, yalan veya\nyanıltıcı haberler yaymak,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C) Ücret Kesimi:\u003C\u002Fstrong> Ücret kesimi ilgilinin ücretinin en\nfazla 3 günlük brüt ücretinin kesilmesidir. (Bu kesinti bir ayda 2 günlük\nbrüt ücreti geçecek şekilde uygulanamaz.)\u003C\u002Fp>\n\n\u003Cp>Ücret kesimi cezası verilebilecek haller şunlardır:\u003C\u002Fp>\n\n\u003Cp>1- Kredi çekerek veya herhangi bir nedenle işyerindeki arkadaşlarını\nkefil yapıp ödemernek suretiyle arkadaşlarını zarara uğratmak veya haklı\nsebepler dışında devamlı icra işlemleri ile kurumu küçük düşürücü\ndavranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>2- Bir ayda, 1(bir) gün izinsiz ve mazeretsiz göreve gelmemek,\u003C\u002Fp>\n\n\u003Cp>3- Resmi evrakı kaybetmek, kanun, tüzük ve yönetmeliklere göre gereken\nbilgi ve belgeleri yetkili mercilere süresinde vermemek,\u003C\u002Fp>\n\n\u003Cp>4- Görevle ilgili konularda yalan ve yanlış beyanda bulunmak,\u003C\u002Fp>\n\n\u003Cp>5- Görev ile ilgili resmi belge, araç ve gereçleri görevin sona ermesine\nrağmen geri vermemek, izin almadan ve devir teslim yapmadan görev yaptığı\nyeri terketmek suretiyle hizmetin durmasına veya aksamasına sebebiyet\nvermek,\u003C\u002Fp>\n\n\u003Cp>6- Kuruma ait resmi belge, araç, gereç ve benzerlerini kendisine veya\nüçüncü kişilere menfaat sağlamak amacıyla kullanmak.\u003C\u002Fp>\n\n\u003Cp>7- Kurumun iletişim ağının güvenliğini tehlikeye düşürecek\ndavranışlarda bulunmak. bu hususlarda düzenlenmiş kurallara uymamak.\u003C\u002Fp>\n\n\u003Cp>8- Kurumun zararına yol açacak bir yolsuzluğu bildiği halde\nyöneticilerine haber vermemek, yetkili olduğu halde önleyici tedbir\nalmamak,\u003C\u002Fp>\n\n\u003Cp>9- Nöbet için görevlendirildiği halde, geçerli bir özrü olmaksızın\ngörevine gelmemek veya geç gelmek.\u003C\u002Fp>\n\n\u003Cp>10- Kurumla iş ilişkisi bulunan kişi, kurum ve kuruluşlardan doğrudan\nveya aracı eli ile menfaat sağlamak.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D) Kademe İlerlemesinin Durdurulması:\u003C\u002Fstrong> Kademe\nilerlemesinin durdurulması. ilgilinin yalnız kademe ilerlemesine tesir etmek\nüzere usulsüz iş ve davranışlarından dolayı, 3 aydan 1 yıla kadar\nkademe ilerlemesinin durdurulmasıdır.\u003C\u002Fp>\n\n\u003Cp>Kademenin ilerlemesi cezası verilecek haller şunlardır:\u003C\u002Fp>\n\n\u003Cp>1- Verilen görevleri kendisine yazılı hatırlatılmasına rağmen\nyapmamakta ısrar etmek.\u003C\u002Fp>\n\n\u003Cp>2- Yöneticisine ya da çalışma arkadaşlarına sataşmak, hakaret\netmek.\u003C\u002Fp>\n\n\u003Cp>3- Gerçeğe aykırı rapor ve belge düzenlemek veya bu tür belgeleri\nyarar sağlamak amacıyla kullanmak,\u003C\u002Fp>\n\n\u003Cp>4- Yetkili olmadığı halde, basına ve haber ajanslarına bilgi ve demeç\nvermek, açıklanması yasaklanan bilgileri açıklamak,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>5- Görevin yerine getirilmesinde dil, din, ırk, cinsiyet, siyasi\ndüşünce ve felsefi inanç, mezhep, milliyet ve meslek ayrımı yapmak,\nkişilerin yarar veya zararını hedef alan davranışlarda bulunmak,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6- Ticaret yapmak veya yasaklanan diğer kazanç getirici faaliyetlerde\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>7- Görev yerinde genel ahlak ve edep dışı davranışlarda bulunmak, bu\ntürlü yazı yazmak, işaret, resim ve benzeri şekiller çizmek ve yapmak,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>E) İşe Son Verilmesi:\u003C\u002Fstrong> 4857 sayılı İş Kanununun 25\u002F11\nmaddesinde sayılan hallerde uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bir fiilin iki ayrı cezayı gerektirmesi durumunda üst ceza uygulanır.\u003C\u002Fp>\n\n\u003Cp>Disiplin cezası verilmesine sebep olmuş bir fiil ve halin, üç yıl\niçinde tekrarında bir derece ağır ceza uygulanır.\u003C\u002Fp>\n\n\u003Cp>Aynı derecede cezayı gerektiren fakat ayrı fiiller ile işlenen disiplin\nsuçlarında üç yıl içerisinde üçüncü kez ceza uygulamasında, bir\nderece ağır ceza uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":45,"cbamemtrad":47,"disabilityfund":51,"contracttrial":55,"contracttrialperiod":59,"sicknesspay":62,"healthandsafetypolicy":64,"code_application":68,"hivpolicy":72,"protectiveclothing":76,"funeralpay":80,"paidmaternityleave":84,"nursingmothers":88,"paidpaternityleave":90,"childcare":94,"deathrelatives":98,"marriage":102,"discrimination":106,"WORKHOURS_trigger":110,"hourspday_select":113,"dayspweek_select":117,"PAIDLEAV_trigger":119,"holidaysdays":122,"bankholidays2":126,"TRADEUNLEAV_trigger":130,"LOWWAGE_trigger":133,"STRUCINCR_trigger":137,"ONCEONLY_trigger":141,"ONCERISE_trigger":145,"incidentalbonusdays1":148,"ONCERISE2_trigger":152,"NOCTPREM_trigger":154,"OVERTIME_trigger":158,"overtimeallowanceperc1_general":161,"SUNDAY_trigger":165,"COMMUTE_trigger":169,"commutingallowancetype":172,"SENIOR_trigger":176,"longserviceallowancetype":179,"MEALALL_trigger":183,"mealvouchersamount":186},{"bindId":43,"name":44,"text":44},"cbadate_start","01.03.2021-28.02.2023",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":50},"cbamemtrad","TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜR","TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR\nİŞÇİLERİ SENDİKASI (TEZ KOOP - İŞ)",{"bindId":52,"name":53,"text":54},"disabilityfund","Geçici iş göremezlik halinde, hasta işçi","Geçici iş göremezlik halinde, hasta işçilerin ücreti işverence tam\nolarak ödenir. SGK'ca işçiye yapılan geçici iş göremezlik yardımları\nişverene aynen geri verilir. Gerekli belgeler ibraz edilir.",{"bindId":56,"name":57,"text":58},"contracttrial","MADDE 18- İŞE ALMA, DENEME VE DERECE-KAD","MADDE 18- İŞE ALMA, DENEME VE DERECE-KADEME İLERLEMESİ",{"bindId":60,"name":61,"text":61},"contracttrialperiod","İşçilerin deneme süresi dört aydır.",{"bindId":63,"name":53,"text":54},"sicknesspay",{"bindId":65,"name":66,"text":67},"healthandsafetypolicy","MADDE 24- İŞ SAĞLIĞI VE GÜVENLİĞİ - SAĞL","MADDE 24- İŞ SAĞLIĞI VE GÜVENLİĞİ - SAĞLIK YARDIMI",{"bindId":69,"name":70,"text":71},"code_application","A) Genel Hükümler: İş sağlığı ve güvenli","A) Genel Hükümler:\n\nİş sağlığı ve güvenliği konusunda 6331 Sayılı İş Sağlığı ve\nGüvenliği Kanunu ve bu Kanuna göre çıkarılmış ilgili diğer mevzuat\nhükümleri uygulanır. İşyerlerinde bu mevzuatın öngördüğü esaslarda\nİş Sağlığı ve Güvenliği konusunda faaliyette bulunmak üzere kurullar\noluşturulur. Bu mevzuat ile mükerrerlik ve aykırılık oluşturmamak\nkaydıyla aşağıdaki hükümlere uyulur.",{"bindId":73,"name":74,"text":75},"hivpolicy","e) İşin devamı süresince, çalışanın ve i","e) İşin devamı süresince, çalışanın ve işin niteliği ile\nişyerinin tehlike sınıfına göre Bakanlıkça belirlenen düzenli\naralıklarla mevzuata göre periyodik kontroller işverence yaptırılır",{"bindId":77,"name":78,"text":79},"protectiveclothing","MADDE 34- GİYİM YARDIMI VE İŞ ELBİSESİ İ","MADDE 34- GİYİM YARDIMI VE İŞ ELBİSESİ\n\nİşçilere, işverence hazırlanan esas ve usullere göre ayni ve nakdi\ngiyim yardımı yapılır.",{"bindId":81,"name":82,"text":83},"funeralpay","e) İşveren, üyenin eşi, çocukları, ana, ","e) İşveren, üyenin eşi, çocukları, ana, baba ve kardeşlerinin\nsözleşmenin Birinci Yıl Birinci Altı Ayında ölümü halinde net 425,81\nTL. İkinci Altı Ayında ölümü halinde net 447,10 TL ölüm yardımı\nverir.",{"bindId":85,"name":86,"text":87},"paidmaternityleave","a) Kadın işçilerin doğum ve emzirme izin","a) Kadın işçilerin doğum ve emzirme izinleri ile ilgili hükümlerde\nyürürlükteki mevzuat uygulanır. ",{"bindId":89,"name":86,"text":87},"nursingmothers",{"bindId":91,"name":92,"text":93},"paidpaternityleave","b) Erkek işçiye, eşinin doğum yapması ha","b) Erkek işçiye, eşinin doğum yapması halinde 5 gün, evlat edinmesi\nhalinde 3 gün,",{"bindId":95,"name":96,"text":97},"childcare","b) İşyerinde çalışmakta olan işçinin eş,","b) İşyerinde çalışmakta olan işçinin eş, çocuk, anne, baba ve\nbekår kardeşinin kanser, diyaliz, MS, Down Sendromu gibi süreklilik arz eden\nhastalıklara maruz kalması halinde; bu hastalıkların tetkik ve tedavileri\nile Otistik hastaların rehabilitasyonu sırasında hastanın yakınının\nrefakatinin zorunlu olması ve bu durumun ilgili sağlık kuruluşundan\nalınacak belge ile tevsik edilmesi ve uygun başka bir yakınının olmaması\nkaydıyla refakat edecek işçi refakat süresince ücretli izinli sayılır.\nAncak bu süre yılda toplam 30 günü geçemez.",{"bindId":99,"name":100,"text":101},"deathrelatives","d) Kendisinin veya eşinin 1. derecede ak","d) Kendisinin veya eşinin 1. derecede akrabalarının ve kardeşlerinin\nölümü halinde 4 gün,",{"bindId":103,"name":104,"text":105},"marriage","c) Evlenen işçilere 6 gün, işçinin kendi","c) Evlenen işçilere 6 gün, işçinin kendisinin veya eşinin 1. derecede\nakrabalarının ve kardeşlerinin evlenmesinde 2 gün,",{"bindId":107,"name":108,"text":109},"discrimination","5- Görevin yerine getirilmesinde dil, di","5- Görevin yerine getirilmesinde dil, din, ırk, cinsiyet, siyasi\ndüşünce ve felsefi inanç, mezhep, milliyet ve meslek ayrımı yapmak,\nkişilerin yarar veya zararını hedef alan davranışlarda bulunmak,",{"bindId":111,"name":112,"text":112},"WORKHOURS_trigger","MADDE 19- ÇALIŞMA SÜRELERİ",{"bindId":114,"name":115,"text":116},"hourspday_select","İşçinin haftalık çalışma süresi 40 saatt","İşçinin haftalık çalışma süresi 40 saattir. Bu süre haftanın\nçalışılan 5 işgününe eşit olarak bölünerek uygulanır. İşyerinde\ngünlük çalışma saatinin başlangıç ve bitiminin tek tip olarak\nsaptanması esastır. Ancak, hizmetli, koruma memuru, teknisyenler ve sosyal\ntesislerde çalışan işçiler ve diğer işçilerin devamlı\nçalışmasının zorunlu olması hallerinde çalışma saatleri başlangıç\nve bitim saatlerinden farklı düzenlenebilir.",{"bindId":118,"name":115,"text":116},"dayspweek_select",{"bindId":120,"name":121,"text":121},"PAIDLEAV_trigger","MADDE 38-YILLIK İZİN",{"bindId":123,"name":124,"text":125},"holidaysdays","a ) 1 yıldan 5 yıla kadar (5 yıl dahil) ","a ) 1 yıldan 5 yıla kadar (5 yıl dahil) hizmeti olanlara 20 gün,",{"bindId":127,"name":128,"text":129},"bankholidays2","1) Ulusal Bayram Günü: Ulusal Bayram 29 ","1) Ulusal Bayram Günü:\n\nUlusal Bayram 29 Ekim günüdür. 28 Ekim günü saat 13.00' ten itibaren\nbaşlar ve 29 Ekim günü devam eder.\n\n2) Resmi Bayram Günleri:\n\na-23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramıdır.\n\nb-19 Mayıs günü Atatürk'ü Anma ve Gençlik ve Spor Bayramı\ngünüdür.\n\ne-30 Ağustos günü Zafer Bayramıdır.\n\n3) Dini Bayram Günleri:\n\na- Ramazan Bayramı; Arefe günü saat 13.00'ten itibaren 3,5 gündür.\n\nb- Kurban Bayramı; Arefe günü saat 13.00'ten itibaren 4,5 gündür.\n\n4) Genel Tatil Günleri:\n\na- 1 Ocak günü yılbaşı tatili günüdür.\n\nb-1 Mayıs günü Emek ve Dayanışma Günü tatilidir.\n\ne-15 Temmuz günü Demokrasi ve Milli Birlik Günü tatilidir.",{"bindId":131,"name":132,"text":132},"TRADEUNLEAV_trigger","MADDE 12-SENDİKAL İZİNLER",{"bindId":134,"name":135,"text":136},"LOWWAGE_trigger","1- TABAN ÜCRET: 01.03.2021 tarihinde ayl","1- TABAN ÜCRET:\n\n01.03.2021 tarihinde aylık brüt çıplak ücretleri; 4.100,00 TL\u002FAy'ın\naltında olan işçilerin, aylık brüt çıplak ücretleri 4.100,00 TL\u002FAy'a\nçekilecektir.",{"bindId":138,"name":139,"text":140},"STRUCINCR_trigger","01.03.2021 tarihinde işyerlerinde çalışm","01.03.2021 tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fikradaki taban ücrete çekildikten sonra, 01.03.2021 tarihindeki aylık\nbrüt çıplak ücretlerine, 01.03.2021. tarihinden geçerli olmak üzere\nbirinci yıl birinci altı ay için % 12 (On iki) oranında zam\nyapılacaktır.",{"bindId":142,"name":143,"text":144},"ONCEONLY_trigger","MADDE 53- EK ÖDEME İşçilere müktesep hak","MADDE 53- EK ÖDEME\n\nİşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 1.113,49 TL Ek Ödeme yapılacaktır.",{"bindId":146,"name":147,"text":147},"ONCERISE_trigger","MADDE 29- İLAVE TEDİYE VE İKRAMİYE",{"bindId":149,"name":150,"text":151},"incidentalbonusdays1","İşçilere, her yıl 6772 Sayılı Kanun gere","İşçilere, her yıl 6772 Sayılı Kanun gereğince ödenecek olan İlave\nTediye'den ayrı olarak Mart ve Eylül aylarının ilk haftasında 30 ar\ngünlük iki ikramiye ödenir.",{"bindId":153,"name":150,"text":151},"ONCERISE2_trigger",{"bindId":155,"name":156,"text":157},"NOCTPREM_trigger","3) Iş hayatında gece, en geç saat 20.00'","3) Iş hayatında gece, en geç saat 20.00'de başlayarak, en erken sabah\nsaat 06.00'ya kadar geçen ve en çok 11 saat süren dönemdir. Bu süreler\niçinde geçen çalışmalar gece işi sayılır.\n\nİşçilerin gece çalışması 7,5 saati geçemez.\n\nİşçi, yazılı izni olmadan üst üste 7 günden çok gece işinde\nçalıştırılamaz. Gece işi gören işçilere, çalışılan gecenin\ngündüzünde, gündüz işi görenlere de izleyen gecede iş verilemez.\n\nBu paragraf koruma ve güvenlik personelini kapsamaz.\n\nBu toplu iş sözleşmesi kapsamında gece döneminde çalışan işçilere\n(koruma memurları dahil) gece döneminde çalıştığı her saat için\nBirinci Altı Ay 1,60 TL\u002FGün, İkinci Altı Ay ise 1,68 TL\u002FGün olarak\nödenir. Bu ödeme, sözleşmenin İkinci Yılı Birinci ve İkinci Altı\nAylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak ödenecektir.",{"bindId":159,"name":160,"text":160},"OVERTIME_trigger","MADDE 23- FAZLA ÇALIŞMA",{"bindId":162,"name":163,"text":164},"overtimeallowanceperc1_general","h) Fazla çalışmaların ücreti %75 (yüzde ","h) Fazla çalışmaların ücreti %75 (yüzde yetmiş beş) zamlı\nödenir.",{"bindId":166,"name":167,"text":168},"SUNDAY_trigger","Ulusal bayram, genel tatil, cumartesi ve","Ulusal bayram, genel tatil, cumartesi ve hafta tatili günlerinde\nçalıştırılan işçiye, çalıştığı her gün için iki gündelik\ntutarında ücret ayrıca ödenir. Bu günlerde yapılacak. çalışmalar 8\nsaatten fazla olamaz.",{"bindId":170,"name":171,"text":171},"COMMUTE_trigger","MADDE 33- TAŞIT YARDIMI",{"bindId":173,"name":174,"text":175},"commutingallowancetype","İşçinin işe gidiş ve gelişini sağlamak i","İşçinin işe gidiş ve gelişini sağlamak için işveren servis arabası\nbulundurur. Servisin izleyeceği yol işveren tarafından belirlenir ve bu\nbelirlemede işçiler imkan olduğu oranda en yakından alınır. Ancak,\npersonelin ikameti ile servis noktası arasında ulaşım aracına binilmesi\nhalinde fiilen çalışılan her gün için vasıta ücreti olarak iki belediye\notobüs bilet bedeli her ay net olarak ödenir. Çalışma saatleri nedeniyle\nservisten yararlanamayanlara ve servis tahsis edilmemesi hallerinde,\nişçilere; fiilen çalıştıkları her gün için işyeri ile ikametleri\narasındaki gerçek ulaşım durumu dikkate alınarak tek vasıta ile gelenlere\nişyerinin bulunduğu ilde uygulanan iki belediye otobüs bilet bedeli, çift\nvasıta ile gelenlere dört belediye otobüs bilet bedeli her ay net olarak\nödenir.",{"bindId":177,"name":178,"text":178},"SENIOR_trigger","MADDE 42- KIDEM TAZMİNATI",{"bindId":180,"name":181,"text":182},"longserviceallowancetype","Kıdem tazminatına esas gün sayısı 40 gün","Kıdem tazminatına esas gün sayısı 40 gündür.",{"bindId":184,"name":185,"text":185},"MEALALL_trigger","MADDE 32-YEMEK YARDIMI",{"bindId":187,"name":188,"text":189},"mealvouchersamount","İşveren, işçilere çalıştıkları her gün i","İşveren, işçilere çalıştıkları her gün için üç kap üzerinden\n2000 kaloriden az olmamak üzere öğle yemeği verir. İşçilere öğle\nyemeği ile birlikte 100 gramlık kase yoğurt verilir. Görevi gereği yemekte\nbulunmayanlara. Ramazan ayında oruç tutanlara, gece görev yapanlara ya da\nSosyal Güvenlik Kurumunun sözleşmeli\u002Fanlaşmalı sağlık kurum ve\nkuruluşlarından verilecek rapor ile diyet yemeği yemek zorunda olanlara\ndurumlarını belgelemek kaydıyla her çalışma günü için, sözleşmenin\nBirinci Yıl Birinci Altı Ayında 14,77 TL\u002FGün, İkinci Altı Ayında 15,51\nTL\u002FGün yemek yardımı ödenir. Esnek\u002Fuzaktan çalışmaya tabi tutulan\nişçilere de fiili olarak çalıştıkları günlere münhasır olmak üzere\nyemek yardımı ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TÜBİTAK; TÜRKİYE BİLİMSEL VE TEKNOLOJİK ARAŞTIRMA KURUMU BAŞKANLIĞININ ÜYESİ BULUNDUĞU TÜRK AĞIR SANAYİİ VE HİZMET SEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI (TÜHİS) İLE TÜRKİYE TİCARET, KOOPERATİF, EĞİTİM, BÜRO VE GÜZEL SANATLAR İŞÇİLERİ SENDİKASI (TEZ KOOP - İŞ 01.03.2021-28.02.2023 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2021-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-02-28\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TEZ-KOOP-İŞ - Türkiye Ticaret, Kooperatif, Eğitim, Büro ve Güzel Sanatlar İşçileri Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 425.81\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 30 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 4 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 120 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\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: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Ulusal Egemenlik veÇocuk Bayramı(23 Nisan), Yılbaşı(1 Ocak), Emek ve Dayanışma Günü\u002F 1Mayıs Günü (1 Mayıs), Zafer Bayramı(30 Ağustos)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 4.1\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 12.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2021-03\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                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → TRY  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 14.77 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",[195],{"title":35,"slug":31},[197],{"type":198,"data":199},"call_to_action_body_block",{"title":200,"description":201,"variant":202,"link":203},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":200,"url":204,"description":200,"rel":205,"type":206},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[208],{"type":198,"data":209},{"title":200,"description":201,"variant":202,"link":210},{"title":200,"url":204,"description":200,"rel":205,"type":206},[],{"title":15,"seo_title":213,"description":7,"path":214,"redirect_url":7,"locale":16,"children":215},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[216,297,326],{"title":18,"seo_title":217,"description":7,"path":218,"redirect_url":7,"locale":16,"children":219},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[220,224,228,244,293],{"title":221,"seo_title":8,"description":7,"path":222,"redirect_url":7,"locale":16,"children":223},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":225,"seo_title":8,"description":7,"path":226,"redirect_url":7,"locale":16,"children":227},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":229,"seo_title":8,"description":7,"path":230,"redirect_url":7,"locale":16,"children":231},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[232,236,240],{"title":233,"seo_title":8,"description":7,"path":234,"redirect_url":7,"locale":16,"children":235},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":237,"seo_title":8,"description":7,"path":238,"redirect_url":7,"locale":16,"children":239},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":241,"seo_title":8,"description":7,"path":242,"redirect_url":7,"locale":16,"children":243},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":245,"seo_title":246,"description":7,"path":247,"redirect_url":7,"locale":16,"children":248},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[249,253,257,261,265,269,273,277,281,285,289],{"title":250,"seo_title":8,"description":7,"path":251,"redirect_url":7,"locale":16,"children":252},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":254,"seo_title":8,"description":7,"path":255,"redirect_url":7,"locale":16,"children":256},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":258,"seo_title":8,"description":7,"path":259,"redirect_url":7,"locale":16,"children":260},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":262,"seo_title":8,"description":7,"path":263,"redirect_url":7,"locale":16,"children":264},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":266,"seo_title":8,"description":7,"path":267,"redirect_url":7,"locale":16,"children":268},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":270,"seo_title":8,"description":7,"path":271,"redirect_url":7,"locale":16,"children":272},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":274,"seo_title":8,"description":7,"path":275,"redirect_url":7,"locale":16,"children":276},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":278,"seo_title":8,"description":7,"path":279,"redirect_url":7,"locale":16,"children":280},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":282,"seo_title":8,"description":7,"path":283,"redirect_url":7,"locale":16,"children":284},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":286,"seo_title":8,"description":7,"path":287,"redirect_url":7,"locale":16,"children":288},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":290,"seo_title":8,"description":7,"path":291,"redirect_url":7,"locale":16,"children":292},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":294},[295],{"title":200,"seo_title":8,"description":7,"path":204,"redirect_url":7,"locale":16,"children":296},[],{"title":298,"seo_title":8,"description":7,"path":299,"redirect_url":7,"locale":16,"children":300},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[301,305,311,316,321],{"title":302,"seo_title":8,"description":7,"path":303,"redirect_url":7,"locale":16,"children":304},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":306,"seo_title":8,"description":7,"path":307,"redirect_url":308,"locale":309,"children":310},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":312,"seo_title":8,"description":7,"path":313,"redirect_url":314,"locale":309,"children":315},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":317,"seo_title":8,"description":7,"path":318,"redirect_url":319,"locale":309,"children":320},"Haberler ve Hikâyeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fhaberler-ve-hikayeler","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":322,"seo_title":8,"description":7,"path":323,"redirect_url":324,"locale":309,"children":325},"Yayınlar","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fyayinlar","\u002Fwhat-we-do\u002Fpublications",[],{"title":327,"seo_title":8,"description":7,"path":328,"redirect_url":7,"locale":16,"children":329},"Hakkımızda","\u002Ftr-tr\u002Fhakkimizda",[330,352,357,362,367,372],{"title":331,"seo_title":8,"description":7,"path":332,"redirect_url":7,"locale":16,"children":333},"Biz Kimiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz",[334,339,344,348],{"title":335,"seo_title":8,"description":7,"path":336,"redirect_url":337,"locale":309,"children":338},"Bizimle Çalışın","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fbizimle-calisin","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":340,"seo_title":8,"description":7,"path":341,"redirect_url":342,"locale":309,"children":343},"Stajlar","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fstajlar","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":345,"seo_title":8,"description":7,"path":346,"redirect_url":7,"locale":16,"children":347},"Tarihçemiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Ftarihcemiz",[],{"title":349,"seo_title":8,"description":7,"path":350,"redirect_url":7,"locale":16,"children":351},"Veri 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