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DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>İMZA TARİHİ\u003C\u002Fh1>\n\n\u003Ch1>09.06.2023\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>(01.01.2023-31.12.2024)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch2>BİRİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 1: SÖZLEŞMENİN AMACI VE TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin amacı; iş sözleşmesinin yapılması, içeriği ve sona\nermesi ile ilgili konuları düzenlemek, İşçi-İşveren ilişkilerini\nilgilendiren diğer konular ile tarafların karşılıklı hak ve borçlarını\nbelirlemek, bunların uygulanmasını sağlamak ve taraflar arasında\nçıkabilecek uyuşmazlıkların uzlaşma yolu ile çözüm ve yöntemlerini\ngöstermektir. Bütün bu konular üzerinde, Toplu İş Sözleşmesinde\nanlaşmaya varıldığı biçimde İşveren ve vekilleri ile onun\nçalıştırdığı işçiler ve İşçi Sendikası arasındaki iş uyumunu ve\nçalışma barışını sağlamak, işçilerin ve işverenin ekonomik ve sosyal\ndurumlarını düzenlemek, işçilerin ekonomik güçlerini arttırmak,\nüretimi sağlıklı ve güvenli iş, işyeri ve çalışma koşullarında en\niyi biçimde gerçekleştirmektir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmedeki;\u003C\u002Fp>\n\n\u003Cp>TİS: Toplu İş Sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>İŞÇİ SENDİKASI: Genel Maden İşçileri Sendikası’nı (GENEL\nMADEN-İŞ),\u003C\u002Fp>\n\n\u003Cp>SENDİKA ŞUBESİ: Genel Maden İşçileri Sendikasının Amasra,Armutçuk,\nKaradon, Kozlu, Üzülmez ve Merkez Servisleri Şubelerini,\u003C\u002Fp>\n\n\u003Cp>İŞVEREN SENDİKASI: Türk Ağır Sanayii ve Hizmet Sektörü Kamu\nİşverenleri Sendikası’nı (TÜHİS),\u003C\u002Fp>\n\n\u003Cp>İŞVEREN: Türkiye Taşkömürü Kurumu Genel Müdürlüğü’nü\n(TTK),\u003C\u002Fp>\n\n\u003Cp>MÜESSESE: Türkiye Taşkömürü Kurumu Genel Müdürlüğünün; Amasra,\nArmutçuk, Karadon, Kozlu, Üzülmez Müessese Müdürlükleri’ni,\u003C\u002Fp>\n\n\u003Cp>İŞLETME: Türkiye Taşkömürü Kurumu Genel Müdürlüğü ve\nMüesseseleri bünyesindeki İşletme Müdürlüklerini,\u003C\u002Fp>\n\n\u003Cp>PDKS: Personel Devam Kontrol Sistemini,\u003C\u002Fp>\n\n\u003Cp>DAİMİ İŞÇİ: Sürekli işlerde, süresi belirli olmayan iş\nsözleşmesi ile işe alınan ve devamlı olarak çalışan işçileri,\u003C\u002Fp>\n\n\u003Cp>MÜNAVEBELİ İŞÇİ: Sürekli işlerde, süresi belirli olmayan iş\nsözleşmesi ile işe alınan Zonguldak, Bartın ve Karabük yöresi halkından\nolup, belirlenmiş işyerlerinde, genellikle gruplar halinde her yıl\ntaraflarca hazırlanan özel programında belirtildiği şekilde, genellikle\niki aya kadar işyerlerinde çalışan, bir ayda akdi ilişiği devam etmek\nkaydı ile ikametgahlarında istirahat eden işçileri,\u003C\u002Fp>\n\n\u003Cp>SGK : Sosyal Güvenlik Kurumu’nu,\u003C\u002Fp>\n\n\u003Cp>Tanımlamaktadır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 2 : TOPLU İŞ SÖZLEŞMESİNİN KAPSAMI VE UYGULANMASI\u003C\u002Fh3>\n\n\u003Ch4>A - KAPSAM\u003C\u002Fh4>\n\n\u003Cp>TİS kapsamına giren TTK ve bağlı Müesseseleri, TİS’in uygulanması\nbakımından bütünü ile tek işyeri sayılır.\u003C\u002Fp>\n\n\u003Cp>TİS; TTK, bağlı Müesseseleri, İşletmeleri ile Kuruma bağlı olarak\naçılacak yeni işyerlerini ve bu işyerlerinde çalışan bütün işçileri\nkapsar.\u003C\u002Fp>\n\n\u003Cp>Avukatlar, Doktorlar, Başmühendisler, Stajyerler ve çıraklar bu\nTİS’in kapsamı dışında olup, haklarında bağlı oldukları mevzuat\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch4>B - UYGULAMA\u003C\u002Fh4>\n\n\u003Cp>TİS taraf İşçi Sendikasına üye olanlara uygulanır.\u003C\u002Fp>\n\n\u003Cp>Üye olmayanların TİS’den yararlandırılmaları konusunda ilgili Yasa\nhükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>TİS’in imzalandığı tarihte işçi sendikası üyesi olanlar\nyürürlük tarihinden itibaren, imza tarihinden sonra üye olanlar ise,\nüyeliklerinin işçi sendikasınca işverene bildirildiği tarihten itibaren,\nTİS’in hak ve menfaat sağlayan hükümlerinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>TİS’in yürürlüğe girdiği tarihten sonra İşçi Sendikası\nüyeliğinden çekilen veya çıkarılan işçilerin;\u003C\u002Fp>\n\n\u003Cp>a)E-devlet kapısı üzerinden üyelikten çekildiğini sendikaya bildirim\ntarihinden itibaren bir ay sonra,\u003C\u002Fp>\n\n\u003Cp>b)Çıkarılma kararının kesinleştiği tarihten itibaren TİS’den elde\nedilen hak ve menfaatleri sona erer.\u003C\u002Fp>\n\n\u003Ch4>C- SÖZLEŞMENİN YÜRÜTÜMÜ VE DENETİMİ\u003C\u002Fh4>\n\n\u003Cp>TİS kapsamına giren konularda, TİS’in yürürlük tarihinden itibaren\nuygulanmasında, yürütümünde, yasalar ve TİS’in öngördüğü esaslar\niçerisinde denetiminde, yalnız taraflar yetkilidirler.\u003C\u002Fp>\n\n\u003Cp>D- 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\u003Ch3>MADDE - 3 : İŞ SÖZLEŞMELERİ\u003C\u002Fh3>\n\n\u003Cp>İş Sözleşmeleri TİS’e aykırı olamaz. İş Sözleşmelerinin\nTİS’e aykırı hükümlerinin yerini TİS’deki hükümler alır.\u003C\u002Fp>\n\n\u003Cp>İş Sözleşmesinde düzenlenmeyen konularda da, TİS’deki hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 4 : KAPSAM İÇİNDEKİ İŞÇİLERE EŞİT İŞLEM YAPILMASI\u003C\u002Fh3>\n\n\u003Cp>TİS’in kapsamına giren işçilere, gerek ferden ve gerekse gruplar\nhalinde, TİS’in getirdiği hak ve menfaatlerin dışında hiçbir hak ve\nmenfaat tanınmaz. Tanındığı takdirde, uyarı üzerine düzeltilir.\nDüzeltilmediği takdirde, TİS’in kapsamına giren işçilerin tümüne\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Yanılma ve hataya dayanan konular bu hükmün dışında olup, tarafların\nuyarısı üzerine düzeltilir.\u003C\u002Fp>\n\n\u003Cp>Yapılan fazla ödemeler bir gündeliğe kadar (bir gündelik dahil) bir\nkerede, bir gündeliği geçtiği takdirde en çok dört taksitle geri\nalınır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 5 : TİS’DE DÜZENLENMEYEN KONULAR\u003C\u002Fh3>\n\n\u003Cp>TİS’de yer almayan ve fakat TİS kapsamındaki işçiler lehine\nuygulanmakta olan bütün hak ve menfaatlerin, yasaların emredici kurallarına\naykırı olmamak koşulu ile saklı olduğunu taraflar kabul ederler.\u003C\u002Fp>\n\n\u003Ch2>İKINCİBÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞE ALMA-DENEME SÜRESİ - İŞÇİ EĞİTİMİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 6 : İŞE ALMADA SINAV VE TERCİH\u003C\u002Fh3>\n\n\u003Cp>Yeni işe alınacak işçilerin ve iş kazalarında ölen işçilerin\nçocuğunun, yoksa kardeşinin işe alınması hususunda “Kamu Kurum ve\nKuruluşlarına İşçi Alınmasında Uygulanacak Usul ve Esaslar Hakkında\nYönetmelik” ve diğer ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Mevzuata aykırı olmamak kaydıyla; işveren yeni işe alınan işçilerden\ndeneme süresi içerisinde çeşitli nedenlerle işlerinden ayrılanların\nyerine yedeklerini işe alır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 7 : ASKERDEN DÖNENLERİN TEKRAR İŞE ALINMASI BUNLARA VERİLECEK\nÜCRET\u003C\u002Fh3>\n\n\u003Cp>Muvazzaf askerlik ödevi dolayısıyla işten ayrılan işçilerden bu\nödevlerinin sona ermesinden itibaren iki ay içinde başvuranlar\nayrıldıkları sanatlardaki prevü boş olduğu takdirde eski işyerlerindeki\nsanatına, prevü olmadığı takdirde rızaları alınmak koşulu ile eski\nişyerlerindeki boş olan bir prevüye veya o da olmadığı takdirde prevüsü\nuygun olan başka işyerinde işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bu işçiler kendi sanatlarında işe alındıkları takdirde sınava tabi\ntutulmazlar.\u003C\u002Fp>\n\n\u003Cp>Terhis niteliğinde süresiz izinli bırakılanlar da izinli\nbırakıldıkları tarihten itibaren iki ay içinde başvurdukları takdirde\nyukarıdaki koşullarla işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik ödevi dışında herhangi bir yasal yükümlülük\ndolayısıyla işyerlerinden ayrılan işçilerin iş sözleşmeleri,\nyükümlülüklerinin bitim tarihinden itibaren iki ay geçmedikçe işverence\nfeshedilemez (44. maddenin ilgili hükmü uygulanır).\u003C\u002Fp>\n\n\u003Cp>Asker dönüşü iş başvuruları varsa sanat durumları belirtilerek\nyazılı olarak yapılır. Başvurunun yapıldığına dair işveren başvurana\nbir belge verir.\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik hizmeti sonunda yasal süresi içinde iş için\nbaşvuranlardan bu maddeye göre işe tertip edilenlerin ücretleri\naşağıdaki esaslara göre belirlenir.\u003C\u002Fp>\n\n\u003Cp>a)Eski sanatına tertip edilenlerin, ayrılışlarındaki ehliyet dereceleri\nkarşılığı olan gündelikleri verilir.\u003C\u002Fp>\n\n\u003Cp>b)Prevü (kadro) olmaması nedeniyle eski sanatına tertip edilemeyenler ile\nBeden Gücü Yönergesine göre herhangi bir hastalık nedeni ile eski\nsanatını yapamayacak olanlardan sınavsız veya sınavla yapabilecekleri\nbaşka sanata tertip edilenlere, yeni sanatının ehliyeti için baremde\nbelirtilen gündelik verilir.\u003C\u002Fp>\n\n\u003Cp>c)(a) ve (b) fıkralarındaki çıplak gündeliklerine ilaveten\nyürürlükteki sözleşmeye göre Tahlisiyecilik yapabilecek işçilere\ntahlisiyecilik ücreti verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 8 : BELGELER\u003C\u002Fh3>\n\n\u003Cp>İşçilere, 4857 sayılı İş Kanunu ve diğer mevzuat hükümleri\ngereğince işveren tarafından verilmesi öngörülen belgeler düzenlenerek\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE - 9 : DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşe yeni alınan işçilerin deneme süresi dört aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE - 10 : İŞE ALINANLARIN-DEĞİŞİMLERİN VE AYRILANLARIN\nBİLDİRİMİ\u003C\u002Fh3>\n\n\u003Cp>İşe alma işlemleri bitip işyerlerine tertip edilenlerle, herhangi bir\nnedenle işyeri veya sanatı değiştirilen veya işten ayrılan\nişçilerin;\u003C\u002Fp>\n\n\u003Cp>-Sicil numaralarını,\u003C\u002Fp>\n\n\u003Cp>-Ad ve soyadlarını,\u003C\u002Fp>\n\n\u003Cp>-Sınıflarını,\u003C\u002Fp>\n\n\u003Cp>-Eski ve yeni sanatlarını,\u003C\u002Fp>\n\n\u003Cp>-Gündeliklerini,\u003C\u002Fp>\n\n\u003Cp>-İşe alınış biçimlerini,\u003C\u002Fp>\n\n\u003Cp>-İşyerlerini,\u003C\u002Fp>\n\n\u003Cp>-İşten ayrılma tarih ve nedenlerini,\u003C\u002Fp>\n\n\u003Cp>İçeren İşçilik Bilgi Bankası bilgilerini İşveren en az ayda bir kere\nbilgisayar ortamında veya yazılı talep halinde liste biçiminde İşçi\nSendikasına veya ilgili Şubesine vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE - 11 : UYUM EĞİTİMİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>a)İşveren, işe aldığı işçilerin iş sağlığı ve güvenliği ve\nişe uyumlarını sağlamak bakımından, mevzuattaki düzenlemelerde dikkate\nalınarak;\u003C\u002Fp>\n\n\u003Cp>1)İşveren, ilk defa yeraltı iş yerlerinde çalışacak işçileri en az\n20 en çok 40 gün, Yeraltı işinden ayrılışından 2 yıl ve daha fazla\nsüre sonra tekrar yeraltı işine dönecek işçileri en az 10 en fazla 20\ngün, ocak uyum eğitimine tabi tutar. Eğitimler, teorik ve pratik olarak\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>2)Bu eğitim, ilgili birimce deneyimli bir maden mühendisi nezaretinde,\nyetkili elemanlarca yürütülür. Uyum eğitimi süresince haftada üç ders\nsaati olmak üzere, çalışma hayatı ile ilgili konularda ders verilir.\nProgramı ve konuları İşveren tarafından hazırlanacak bu derslerin iki\nsaati İşveren bir saati İşçi Sendikasının görevlendireceği eleman\ntarafından verilecektir. Programın hazırlanmasından İşçi Sendikasının\nda görüşü alınacaktır.\u003C\u002Fp>\n\n\u003Cp>3)Bu eğitim süresince işçiler, iş sağlığı ve güvenliği ve işe\nuyabilmeleri ile ilgili pratik çalışmalar dışında hiçbir şekilde\nüretim ve hizmet işlerinde çalıştırılamazlar.\u003C\u002Fp>\n\n\u003Cp>4)Eğitime tabi tutulan işçilere, bu eğitimleri süresince ücret\ntablosunda gösterilen gündelikleri ödenir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, ilk defa yerüstü işyerlerinde çalışacak işçileri, uygun\ngördüğü sürede uyum eğitimine tabi tutar.\u003C\u002Fp>\n\n\u003Cp>c)Yer üstünde çalışan işçilerden devamlı veya geçici olarak yer\naltında çalıştırılacak olanlara bu eğitim süresince mesleki eğitime\ntabi tutulanlar gibi ücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>d)Uyum eğitimine tabi tutulanlara, bu eğitime katıldıklarına dair bir\nsertifika verilir ve bu sertifikaların birer örneği işçinin kişisel\ndosyasına da konur.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 12: MESLEKİ EĞİTİM\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>İşveren, 3308 sayılı “Meslek Eğitimi” kanunu gereklerine uyar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE - 13 : YERALTI MADEN NEZARETÇİ KURSU\u003C\u002Fh3>\n\n\u003Cp>İşveren, 5544 sayılı “Mesleki Yeterlilik Kurumu Kanunu” hükümleri\ngereğince yer altı maden nezaretçisi yetiştirmek amacıyla ihtiyaç\nduyduğu zamanlarda nezaretçi kursu açar ve bu amaçla açılan kurslara\neleman gönderir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 14: TERFİ ESAS VE USÛLLERİ\u003C\u002Fh3>\n\n\u003Cp>İş (sanat) ve İşyeri Değişimleri Yönergesi ve ücret tablosu\nesasları dahilinde kalmak koşulu ile işçilerin ehliyet dereceleri veya\nkademelerine terfileri yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>Terfi süreleri dolduğu halde grev, lokavt dışında yönergesinde\nbelirtilen zamanda sınav yapılmaması nedeniyle terfileri geciktirilenlerden\nsınavı kazananlara, sınav sonuçlarının yürürlüğe girdiği tarihe\nkadarki ücret farkları ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçilikten ustalığa, ustalıktan uzmanlığa, uzmanlıktan\nnezaretçiliğe ve nezaret kademeleri arasındaki terfilerin yapılabilmesi\niçin prevünün (kadronun) boş olması şarttır. Yüz kızartıcı suçtan\ndolayı ceza alanlar terfi ettirilemez.\u003C\u002Fp>\n\n\u003Cp>Ehliyet ve Liyakat tespitlerinde, sanat değişimlerinde ve terfilerde her\nsanat için sınava gireceklerin niteliklerini, hangi konularda ve hangi bilgi\nseviyesinde sorular sorulacağını belirten ve taraflarca birlikte\nhazırlanmış bulunan sınav kılavuzu kullanılır.\u003C\u002Fp>\n\n\u003Cp>Sınav Kurulları sınavı yapılacak işçilerin branşları ile ilgili\nelemanlardan kurulur.\u003C\u002Fp>\n\n\u003Cp>Sınav Kurullarına İşçi Sendikası temsilcisi de üye olarak katılır.\nBunun için sınava gireceklerin isim listeleri ve sınav tarihi en az 3 gün\nönce yazılı olarak İşçi Sendikası ve ilgili Şubesine\nbildirilecektir(Sağlık nedeni ile sanat değişimi sınavına girecekler\nhariç).\u003C\u002Fp>\n\n\u003Cp>TİS İş (sanat) ve İşyeri Değişimleri Yönergesi esasları dışında\nhiç kimse terfi ettirilemez ve gündeliklerine zam yapılamaz. Ancak,\nyeraltında iş ve işletme faaliyetleri gereği işçilikten ustalığa terfi\nettirilmeleri gerekenlerin kendi sanatlarının işçilik ehliyet derecesinde\nen az 6 ay fiilen çalışmış olması yeterlidir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3>MADDE - 15: GELİŞTİRME KURSLARI - İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\nEĞİTİMİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1-a) İşveren, işyerlerinde çalışan her kademedeki işçinin gelişen\nteknolojilere ve geliştirilen iş usullerine uyumlarını sağlama\nbakımından geliştirme kursları açar.\u003C\u002Fp>\n\n\u003Cp>b)İşverence iş sağlığı ve güvenliği yönünden daimi eğitim\nyapılır. Yeraltında çalışan Nezaret, Pano Ayak Üretim, Hazırlık,\nElektro-Mekanik, Barutçu ve Sondaj sınıflarında çalışanlarla en çok\nkaza tekrarlanan işlerde çalışanlar, kendi sanatlarında yılda en az 2 iş\ngünü bu eğitime tabi tutulurlar.\u003C\u002Fp>\n\n\u003Cp>c)Sanatı değiştirilecek işçiler sınava tabi tutulmadan önce 1 gün\nteorik, 2 gün pratik eğitime tabi tutulurlar. Ancak Sağlık Kurulu kararı\ngereği geçici bir süre için başka sanatlara nakilleri yapılan ve kontrol\nmuayenesi neticesinde eski sanatlarına dönebileceklerine karar verilen\nişçiler hakkında eski sanatlarından ayrılmaları 2 yıldan az sürenlere\nbu eğitim ve sınav uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>İş kazası geçiren veya meslek hastalığına yakalanan çalışana işe\nbaşlamadan önce, söz konusu kazanın veya meslek xx sebepleri, korunma\nyollaxrı ve güvenli çalışma yöntemleri ile ilgili ilave eğitim verilir.\nAyrıca, herhangi bir sebeple altı aydan fazla süreyle işten uzak kalanlara,\ntekrar işe başlatılmadan önce bilgi yenileme eğitimi verilir.\u003C\u002Fp>\n\n\u003Cp>d)İşveren bu eğitimleri yapmak, işçiler de katılmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>2-İşçi Sendikası 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu uyarınca üyelerinin mesleki bilgi ve tecrübelerini geliştirmek için\neğitim yapar.\u003C\u002Fp>\n\n\u003Cp>3-İşverence kurs ve eğitime tabi tutulan işçilerin gündelikleri aynen\nödenir. Eğitim konusunda taraflar birbirlerine gereken kolaylığı\ngösterirler.\u003C\u002Fp>\n\n\u003Cp>4-Süresi 2 (iki) iş günü ve daha fazla olan kurslarda, iki ders saati\n5510, 6331, 4857, 6356 ve 2429 (233 sayılı Kanun Hükmünde Kararname)\nsayılı Yasalar ve bu TİS süresince bu yasaların yerini alacak yeni\nYasalarla, çalışma hayatı ile ilgili konularda da ders verilir ve bu husus\nkurs programlarında belirtilir.\u003C\u002Fp>\n\n\u003Cp>5-İşveren tarafından mesleki geliştirme kurs ve seminerlerine tabi\ntutulan ve gönderilenlere (6 ayı geçen kurs ve seminerler hariç) kurs ve\neğitim süresince Yönetmeliğine göre eğitimi teşvik edici ve başarıyı\nödüllendirici nitelikte prim ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu madde uyarınca yapılan kurs ve seminerlere tabi tutulan elemanlara\nbirer sertifika verilir.\u003C\u002Fp>\n\n\u003Ch2>ÜÇÜNCÜ BOLUM\u003C\u002Fh2>\n\n\u003Ch2>İŞ SÜRELERİ - İŞ ANALİZİ VE ZAMAN ETÜDÜ İŞİN TANZİMİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE - 16: İŞ SÜRELERİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Kurum işyerlerinde normal mesai haftada en çok 45 (kırk beş) saattir.\nAncak yer altı maden işlerinde çalışan işçilerin çalışma süresi\ngünde 7,5 saat, haftada 37,5 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Mevzuat ve bu TİS’de gösterilen istisnalar dışında; İşveren bu\nsaatler üzerinde işçi çalıştıramaz.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde işe başlangıç ve bitiş saatleri, TRT’nin saat ayarı\nile düzenlenir.\u003C\u002Fp>\n\n\u003Cp>İş Kanununun 66. maddesinde belirtilen süreler iş süresinden\nsayılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 17: İŞ ANALİZİ VE ZAMAN ETÜDÜ\u003C\u002Fh3>\n\n\u003Cp>İşyeri şartları, teknolojik ilerleme, genel ve mesleki eğitim,\nekonomik, sosyal, beşeri ve fizyolojik koşul ve niteliklerdeki\ndeğişiklikler sonucu, günlük normal çalışma süresinde yapılabilecek\nişlerin miktarını, iş gücünü istismar etmemek ve atıl bırakmamak\namacıyla konunun gerektirdiği tercih sırasına göre, bütün işyerlerinde\niş analizi ve zaman etütlerinin yapılabilmesi için taraflarca\nhazırlanmış olan İş Analizi ve Zaman Etüdü Yönetmeliği aynen ve\neksiksiz olarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Üretim ve verimliliğin takip edilebilmesi için çalışan ayaklarla\nilgili olarak hazırlanan bilgi çizelgeleri ile lağım-taban ilerlemeleri\nişverence altı ayda bir düzenli olarak işçi sendikasına gönderilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 18: İŞİN DÜZENLENMESİ\u003C\u002Fh3>\n\n\u003Cp>İşe alınan işçiler, İşveren veya İşveren Vekilleri tarafından\nbelirlenmiş yerlerde ve saatlerde sicil kayıtlarındaki, taraflarca birlikte\nhazırlanmış bulunan “TTK İŞ TANIMLARI“ nda belirlenen işleri yapmak\nzorundadırlar.\u003C\u002Fp>\n\n\u003Cp>İşveren ve İşveren vekilleri, TİS’in “İş ve İşyeri\nDeğişimleri” başlıklı maddesinin (a) fıkrasında belirtilen durumlar\nhariç işçileri sicil kayıtlarındaki sanatlarda ve iş tanımlarında\nbelirtilen işler dışında çalışmaya zorlayamazlar.\u003C\u002Fp>\n\n\u003Cp>İşveren doğal afetler ve TİS’in “İş ve İşyeri Değişimleri”\nbaşlıklı maddesinin (b) fıkrasında belirtilen durumlar dışında\nTTK’nın işyerleri haricinde işçi çalıştıramaz.\u003C\u002Fp>\n\n\u003Cp>İşverene bağlı işyerlerinde “ DAİMİ İŞÇİ” ve “MÜNAVEBELİ\nİŞÇİ” ler çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Münavebeli işçi veren köylerin halen çalıştıkları işyerinden\nbaşka bir İşletme veya Müesseseye nakillerine gerek ve zorunluluk\ngörülmesi durumunda konu İşçi Sendikası ile İşveren ve ilgili\nMüesseselerce birlikte karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, ihtiyaç ve işin gereği olmak kaydıyla münavebeli işçilerin\ntamamını daimi olarak çalıştırmayı kabul eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 19: İŞ VE İŞYERİ DEĞİŞİMLERİ\u003C\u002Fh3>\n\n\u003Cp>İşverence; aşağıdaki durumlar dışında, hiçbir işçinin işi ve\nişyeri değiştirilemez.\u003C\u002Fp>\n\n\u003Cp>a)İş Etüdü yapılarak işin gereği olmak kaydıyla, gereklilik ve\nzorunluluk durumunda, iyi niyet kurallarına bağlı kalmak, cezai nitelikte\nuygulanmamak koşulu ile işçilerin iş ve işyerleri ile vardiyaları geçici\nveya daimi olarak değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>b)Grizu, su baskını, yangın, sel, göçük veya bunlara benzer olaylarda,\nİşveren sanat ve mesleği ile ilgili olmaksızın o işyerinde çalışan\nişçilerin işlerini, vardiyalarını ve işyerlerini geçici olarak\ndeğiştirebilir. Bu geçici sürede işçilerin gündelikleri aynen\nödenir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki olaylarda, bu olayların giderilmesi için tertip edilen\nişçiler; sanat, vardiya ve işlerine bakılmaksızın, bu işlerin bitimine\nkadar bu işlerde çalıştırılabilirler. Bu sürede işçinin gelirinde bir\nindirim yapılamaz.\u003C\u002Fp>\n\n\u003Cp>İşçinin bu çalışma süresine ait geliri bir önceki çalışma\ndevresinde veya ayındaki geliri dikkate alınarak bir güne isabet eden gelir\nmiktarı bulunur. Bu miktar çalıştığı gün adedi ile çarpılarak\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>c)Yeraltı çalışmalarında pano, kartiye, lağım, taban, baca, kelebe,\nayak, kuyu kazı ve benzeri işyerlerinde çalışan ekiplerin işyeri\ndeğişimi o yerdeki işin bitimine bağlıdır. Bu takdirde işçilerin\nrızaları aranmaz.\u003C\u002Fp>\n\n\u003Cp>Ekiplerin çalıştıkları yerdeki işleri bitmeden, işin gereği başka\nyere geçici olarak tertip edildikleri durumlarda, ekibin yeni işyerindeki\nkazancının eski işyerindeki kazancından az olması halinde, bu geçici\nsürede eski işyerindeki gelirleri (gündelik-her türlü primler) işçiye\naynen ödenir. Geçici işin bitiminde de eski işyerine iade edilir.\u003C\u002Fp>\n\n\u003Cp>d)En az 15 yıl veya 40 yaşına kadar Pano Ayak Üretim İşçiliği ve\nHazırlık İşçiliği sanatlarında işçi ve usta olarak çalışanlar\nistekleri halinde prevü olduğu takdirde yeraltında başka bir sanata\nnakledilirler. Bu durumda olanların talepleri yerine getirilmeden TTK İş\nSağlığı Şube Müdürlüğü Sağlık Kurulunca verilecek raporlar\ndışında daha az kıdemli olanların bu tip işlere nakli yapılamaz.\u003C\u002Fp>\n\n\u003Cp>e)İş bitimlerinde (Yeraltı çalışmalarında “c“ fıkrasında\nbelirtilen durumlar iş bitimi kabul edilemez.) bu işyerinde çalışan\nişçiler sanat ve pozisyonlarına uygun işlere veya işyerlerine\nnakledilirler.\u003C\u002Fp>\n\n\u003Cp>Ancak; işçinin önerilen yeni işyerinde çalışmayı kabul etmemesi\ndurumunda hakkında İş Kanunu’nun 24. ve 1475\u002F14. maddeleri ve bu\nmaddelerle ilgili TİS hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu fıkradaki işverenin yeni bir iş temin etme yükümlülüğü, süresi\nbelirli iş sözleşmesi ile çalışanlara uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>f)Yerüstünden yeraltına yapılan daimi değişikliklerde işçinin\nyazılı rızasının alınması ve gerekli sağlık muayenelerinden\ngeçirilmesi şarttır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE - 20: VARDİYALI İŞLER VE GECE ÇALIŞMALARI\u003C\u002Fh3>\n\n\u003Cp>Vardiyalar halinde çalışılan işlerde; işçilerin vardiyaları, gece ve\ngündüz çalışmaları, işin niteliğine göre ve İş Kanunu hükümleri ve\nT.C. Çalışma ve Sosyal Güvenlik Bakanlığınca çıkartılan Postalar\nHalinde İşçi Çalıştırılarak Yürütülen İşlerde Çalışmalara\nİlişkin Özel Usul ve Kurallar Hakkında Yönetmelik hükümleri uyarınca\ndüzenlenir.\u003C\u002Fp>\n\n\u003Cp>Gece çalışma süresi 20.00’de başlayarak sabah saat 07.00’ye kadar\ngeçen 11 saatlik zaman bölümüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE - 21: ÇALIŞMA, DİNLENME SAATLERİ VE ARA DİNLENMELERİ\u003C\u002Fh3>\n\n\u003Cp>A)İşçilerin çalışma, dinlenme, işe başlama ve bitirme saatleri ile\nvardiyaların başlama ve bitme saatleri, vardiya adetleri ve ara dinlenmeleri,\nişin ve işyerinin özellikleri göz önünde tutulmak suretiyle işçi\nsendikasının görüşü de alınarak işyerinde ilan olunur.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmeleri İş Kanununda belirtilen sürelerin altında olmayacağı\ngibi, bu ara dinlenmeleri işyerinin özellikleri göz önünde tutularak,\nişçi sendikası veya ilgili şubesi ile anlaşmak suretiyle aralıklı olarak\nda kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>B)İşveren, yeraltı ve yerüstündeki bütün işyerlerinde, mevzuatına\ngöre dinlenme yerleri yapmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>C)İşçiler, işyerlerinde yemeklerini ancak iş amirlerinin tahsis ve izin\nverdiği yerlerde yerler. Buralar yemek yemeye uygun nitelikte olacaktır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yerüstü işçileri için yemek yeme yerlerinde, yeraltı\nişçileri için ise yerüstü tertip yerlerinde veya kuyu başlarında\niçilebilir nitelikte su bulundurmak zorundadır.\u003C\u002Fp>\n\n\u003Ch2>DÖRDÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞYERİ DİSİPLİN VE İNZİBATI\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 22: İŞÇİLERİN UYMAK ZORUNDA OLDUĞU HUSUSLAR\u003C\u002Fh3>\n\n\u003Cp>İşçiler, işyerinin düzeni bakımından;\u003C\u002Fp>\n\n\u003Cp>a)İş hayatı ile ilgili kanun, kararname, yönetmelik ve TİS hükümleri\nile bunlara uygun İşveren veya vekilleri tarafından uygulamaya konulacak\ngenelge, bildiri veya ilan edilecek emir ve yönergelere uygun hareket\netmek,\u003C\u002Fp>\n\n\u003Cp>b)İşveren veya vekilleri tarafından iş veya istihdam koşulları ile\nilgili olarak istenecek her türlü bilgiyi vermek ve her ne nedenle olursa\nolsun gerçeğe uygun beyanda bulunmak,\u003C\u002Fp>\n\n\u003Cp>c)İşyerlerine giriş ve çıkışlara ilişkin olarak işveren tarafından\nkonulan kurallara ve yasaklara uymak,\u003C\u002Fp>\n\n\u003Cp>d)İşyerinde ve çalışma saatleri içinde iş amirine karşı nezaket ve\nterbiye kuralları çerçevesinde davranmak, iş arkadaşlarıyla işyerinin\ndisiplinini ve iş uyumunu bozmayacak şekilde hareket etmek,\u003C\u002Fp>\n\n\u003Cp>e)İş sırasında, iş arkadaşlarını her ne şekilde olursa olsun\ngereksiz yere meşgul edecek davranışlardan kaçınmak,\u003C\u002Fp>\n\n\u003Cp>f)Görevini yapmada kayıtsızlık ve düzensizlik göstermemek ve tam\nverimle çalışmak,\u003C\u002Fp>\n\n\u003Cp>g)Kendisine verilen işi sebepsiz yere geciktirecek davranışlardan\nkaçınmak,\u003C\u002Fp>\n\n\u003Cp>h)İşin yapılmasında amirleri ve birlikte çalıştığı kişilerle uyum\niçinde çalışmak,\u003C\u002Fp>\n\n\u003Cp>i)Yanında çalışan işçi ve çırakları kişisel hizmetlerinde\nkullanmaktan kaçınmak,\u003C\u002Fp>\n\n\u003Cp>j)Söylediği veya iddia ettiği hastalığı geçerli olmadığı halde,\nhastalığını beyan ederek işini savsaklamaktan kaçınmak,\u003C\u002Fp>\n\n\u003Cp>k)İşyerleri ile bu yerlere bağlı ortak kullanım alanlarına giriş ve\nçıkışlarda; itişip kakışmak, birbirlerinin rahat ve huzurunu bozacak\nşekilde gürültü yapmak, üstlerine ve amirlerine tecavüz ve hakarette\nbulunmak, kavga etmek, edebe aykırı hareketlerde bulunmak ve dışarıdan\nmisafir getirmek gibi davranışlardan kaçınmak,\u003C\u002Fp>\n\n\u003Cp>l)İşyerlerinde işçileri İşverene karşı kışkırtacak ve\ngücendirecek hareketlerden kaçınmak,\u003C\u002Fp>\n\n\u003Cp>Ayrıca;\u003C\u002Fp>\n\n\u003Cp>m)Çalıştıkları işyerleri ile bu yerlere bağlı ortak kullanım\nalanlarını temiz tutmak, buralarda kumar oynamamak, içki içmemek, silah\ntaşımamak ve bunları bulundurmamak,\u003C\u002Fp>\n\n\u003Cp>n)Ocak içinde veya patlayıcı ve yanıcı maddelerin kullanıldığı ve\nyapıldığı veya patlama ve yanmaya elverişli maddelerin bulunduğu diğer\nişyerlerinde sigara, çakmak, kibrit gibi kullanılmaları halinde tehlikeli\nolabilecek maddeleri taşımamak ve kullanmamak,\u003C\u002Fp>\n\n\u003Cp>o)PDKS Genelgesine aykırı hareket etmemek, zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki kurallara uymayan işçiler hakkında disiplin hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 23: PUANTE ZORUNLULUĞU\u003C\u002Fh3>\n\n\u003Cp>İşçilerin çalışma süresini tespit edecek belge bilgisayardan alınan\nPDKS çıktılarıdır. İşçilerin bu çıktılara itirazı halinde ilgili\nGenelge hükümleri uygulanır. Gündeliği (0) sıfır olarak kesinleşen\nişçilerin listesi 3 gün içerisinde ilan edilir,\u003C\u002Fp>\n\n\u003Cp>Genelge gereği el puantajı yapılması durumunda aynı esaslar\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 24: İŞE GELİŞTE GECİKME\u003C\u002Fh3>\n\n\u003Cp>İşçilerin belirli işbaşı saatinde barkotlu kimlik kartını okutmuş\nolarak kendi kısımlarında hizmete hazır bulunmaları şarttır.\u003C\u002Fp>\n\n\u003Cp>Bir ayda iki ve Toplu İş Sözleşmesinin yürürlüğe girdiği tarihten\nitibaren bir yılda altı defayı geçmemek kayıt ve şartıyla 15 dakikaya\nkadar geç kalanlar o gün için işyeri amirlerine haber vermek suretiyle\nişbaşı yaptırılırlar.\u003C\u002Fp>\n\n\u003Cp>Belirli tarifeli trenlerle işe gelişlerde; bu trenlerin işçiden\nkaynaklanmayan zorunlu nedenlerle en çok 4 saate kadar gecikmelerde işçi\nişbaşı yaptırılır ve o güne ait ücretinden bir kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Aynı trenin 4 saati aşan gecikmelerinde ise işçi 4 saat ücretli izinli\nsayılır ve o gün işbaşı yaptırılmaz.\u003C\u002Fp>\n\n\u003Cp>Bu hükmün uygulanması nedeniyle hafta tatili ücretinden kesinti\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>Bu hükümden yararlanabilmek için gecikme nedeninin belgelenmesi\nzorunludur.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 25: İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>İşçiler amirlerinden izin kağıdı almadan ve personel devam izleme\nsistemi olan yerlerde özel neden kartlarını okutmadan belirli dinlenme ve\npaydos saatlerinden evvel işyerlerini terk edemezler.\u003C\u002Fp>\n\n\u003Cp>Terk edenler hakkında yürürlükteki Genelge hükümleri gereği işlem\nyapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 26: ARAMA\u003C\u002Fh3>\n\n\u003Cp>Mevzuatla yasaklanmış olan fiillerin işlenmesinin önlenmesi ve\nişyerlerinin güvenliğinin sağlanması amacı ile ve tedbir mahiyetinde\nolmak üzere, İşveren görevlendireceği elemanları aracılığı ile\nişyerlerini ve ocağa giren ve çıkanların üzerlerini ve eşyalarını\narattırabilir.\u003C\u002Fp>\n\n\u003Cp>İşveren ayrıca işyerlerinde, misafirhanelerde, ortak istirahat\nyerlerinde de aramalar yaptırılabilir. Ancak, bu aramalarda aranılan yerin\nsahibi işçinin ve İşçi Sendikası Temsilcisinin, işçinin bulunmaması\nhalinde ise, İşçi Sendikası Temsilcisinin bulunması şarttır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 27: İŞYERİNE GİRME YASAĞI\u003C\u002Fh3>\n\n\u003Cp>İşyeri ile ilgili bulunmayan ve İşçi Sendikasında görevli olmayan\nkişilerin; Kurum mensubu olsalar bile işyerine yetkili amirlerden izin\nalmadan girmeleri kesinlikle yasaktır. Bu gibi kişilerin izin alarak\nişyerine girmeleri halinde dahi, o işyerinin huzur ve sükununu bozan ve suç\nteşkil eden fiilleri görüldüğü veya İşçi Sendikası görevlilerince\nhaber verildiği takdirde, işveren bu gibi kişilerin işyerlerinden\nçıkarılmaları için gerekli işleme başvurur ve neden olanları da\ncezalandırır.\u003C\u002Fp>\n\n\u003Cp>Seçimle gelmiş İşçi Sendikası veya sendika şube yetkilileri\ndışında iş yerine girecek işçi sendikası görevlilerinin yetkili\namirlere (İşletme Müdürlerine veya daha üst makamlara, şubelerde Şube\nmüdürlüklerine) haber vermeleri esastır.\u003C\u002Fp>\n\n\u003Ch2>BEŞİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞ SAĞLIĞI VEGÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE - 28: MEVZUATA UYMA YÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İşveren; İş Sağlığı ve İş Güvenliğini koruma yönünden\nAnayasanın ve konu ile ilgili bütün Yasa, Yönetmelik ve Talimatnamelerin\nilgili hükümlerine koşulsuz uymak ve uygulamak zorundadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren; mevzuat hükümleri gereğince her işyerinde işçilerin\nsağlığı ve güvenliğini korumak için gerekli tedbirleri almak,\nliteratürün ve teknolojik gelişme düzeyine uygun bir biçimde işyeri ve\nçalışma koşulları da göz önüne alınarak “Korunma Teçhizatı\nYönergesi” inde belirtilen korunma araç ve gereçlerini bulundurmak ve\nvermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşçiler, iş sağlığı ve güvenliği bakımından yürürlükteki\nmevzuata uygun olarak kendilerine duyurulmuş bütün karar, bildiri ve\nemirlere uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Korunma Teçhizatının iş başında ve işyerinde giyilip kullanılması\nzorunlu olup, bu kurala uymayanlar hakkında disiplin hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren makine, alet ve teçhizat kullanılmasından doğacak tehlikeleri\nve bu konuda önceden alınabilecek tedbirleri işçilere uygun bir şekilde\nduyurmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Gerek yurt dışı ve gerekse yurt içinden temin edilmiş ve edilecek olan\nveya Kurumca imal edilerek kullanıma tahsis edilen makine, gereç ve\nmalzemenin kullanma ve bakım talimatlarının, (yabancı dilden olanlar\nTürkçeleştirilerek) ilgili her işçiye broşür halinde zimmet\nkarşılığında verilmesini, aynı zamanda bunların işyerlerinde\nçalışanların görebilecekleri yerlere asılmasını işveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>İşveren 6331 sayılı İş Sağlığı ve Güvenliği Kanunu’nun 4, 19,\n30. maddelerinde belirtilen konularda gerekli önlemleri almak zorundadır.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulları konusunda ilgili mevzuat\nhükümlerinin gereği yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 29: İLK YARDIM - KORUYUCU HEKİMLİK\u003C\u002Fh2>\n\n\u003Cp>a)İlk yardım bakımından; en kısa zamanda müdahaleyi ve en yakın\nsağlık kuruluşlarına nakledilinceye kadar yapılacak ilk tedaviyi temin\nbakımından, işverenin belirleyeceği ve Sendikanın da uygun göreceği\nyerlerde gereği gibi tedbirler alınır.\u003C\u002Fp>\n\n\u003Cp>b)Koruyucu hekimlik yönünden; Müessese Merkezlerinde her işletmede veya\nbunların yerini alacak ünitelerde birer işyeri hekimi ve yeterli sayıda\nsağlık personeli bulundurulur. Gerekli araç ve tesis işverence sağlanır.\nBu hekimler yeterli elemanlarla birlikte işyerlerini işçi sağlığı ve\ngüvenliği yönünden periyodik olarak kontrol ederler ve bu konuları içeren\nraporlarını hazırlayarak yetkililere verirler.\u003C\u002Fp>\n\n\u003Cp>Bu raporlara göre, soruna çözüm bulabilmek için işverence idari,\nteknik ve sosyal bakımdan gerekli önlemler alınır. Bu raporların birer\nsureti işçi sendikasına ve ilgili şubesine gönderilir.\u003C\u002Fp>\n\n\u003Cp>c)İşçilerin sağlık ve güvenliğini en yüksek düzeye çıkarmayı ve\nbunu devam ettirmeyi, çalışma koşulları nedeniyle işçilerin\nsağlığının bozulmasını önlemeyi, işçiyi işi ile ilgili tehlikelerden\nkorumayı, iş çevresine fizyolojik ve psiko-sosyal bakımdan uyarlamayı,\nişçiyi işine, işi işçiye uydurmayı, hiç kimseyi yaşına, gücüne ve\ncinsiyetine uygun olmayan işlerde çalıştırmamayı, işçilere gücünün\nüstünde iş yüklememeyi, çalışma süresinin sonunda kuyu diplerine ve\ndiğer nakil araçlarının olduğu yere gelen işçileri buralarda bekletmeden\nderhal nakletmeyi, yıkanma tesislerine uzak olan baca ağzı çıkışlarına\nişçilerin soğuktan korunabilecekleri ve yıkanabilecekleri tesisler kurmayı\nişveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>d)Bundan sonra yeni açılacak işyerinde, işyerinin ve yapılacak işin\nniteliğine ve gelişmesine göre 6331 sayılı İş Sağlığı ve Güvenliği\nKanununa uygun gerekli tesisler kurulmadan işe başlanamaz.\u003C\u002Fp>\n\n\u003Cp>e)Bu madde de belirtilen konuların yerine getirilmesini teminen işverence,\niş programlarına gerekli ödenek konacak ve harcanacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 30: GÜVENLİK ÖNLEMLERİNİN ALINMASI\u003C\u002Fh3>\n\n\u003Cp>Bütün işyerlerinde, Beden Gücü Yönergesinde belirtilen hastalık ve\narızaların meydana gelmesini önleyecek şekilde sağlık ve güvenlik\nönlemleri alınarak bu husustaki Yönetmelik hükümlerine aynen\nuyulacaktır.\u003C\u002Fp>\n\n\u003Cp>Bütün işyerlerinde iş güvenliğini ve işçi sağlığını sağlamak\niçin “Maden İşyerlerinde İş Sağlığı ve Güvenliği Yönetmeliği”\nile bu yönetmelik hükümlerine göre işyerlerinde yapılacak denetim ve\ngözetim işlemlerinde uygulanacak “Yönergeler” ve diğer mevzuat\nhükümlerine mükerrer olmamak kaydıyla aynen uyulacaktır.\u003C\u002Fp>\n\n\u003Cp>İş Güvenliği açısından işverence hazırlanacak yönergelerin\ndüzenlenmesinde Sendika ile işbirliği yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Yeraltı çalışmalarında, İşveren veya vekillerince; çalışmaların\nher aşamasında gerekli olan tahkimat malzemeleri, çalışmanın\nyapıldığı yere kadar taşıttırılacaktır. Tarama- Söküm ve Bakım,\nHazırlık işçileri için kartiyenin uygun yerlerine, kazı işleri için\nayağın güvenliğini zedelemeyecek şekilde ayağın uygun yerine de\nişçiler işbaşı yapmadan önce malzeme stoku yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Kendi kendine yanma özelliği olan kömür damarlarında çalışırken\npanolar yangın başlamadan toplanıp bitirilecek büyüklükte hazırlanacak;\nbu tip panolarda uzun ayak çalışmalarında ilerletimli sistemle\nçalışılmayacak, bunu teminen işletme metotları düzeltilecek veya\ndeğiştirilecek, yangına elverişli damarlarda pano hazırlanırken panoya\nrekup lağımları ile girilecek, üretim çalışmalarına başlamadan\nhazırlık bekleme barajları yapılacak, panoların giriş ve\nçıkışlarında barajları kapatıcı malzemeler barajın yanında\nhazırlanmadan üretim çalışmalarına geçilmeyecektir.\u003C\u002Fp>\n\n\u003Cp>Grizulu yerlerde veya eski işlenmiş yerlerde sürülen galerilerde\nsondajsız çalışma yapılmayacak, çalışmakta olan yerler yakınında su\ntoplanmaları, eski işlenmiş yerler ve sularda zehirli gazların olmasından\nşüphelenilen yerlerde 25 m’lik çevreyi tanıyabilecek şekilde sondajlar\nyapılacak, yangın veya duman tehlikesi tespit edilen bütün işyerlerinde\niş hemen durdurulacak, bu işyerlerinde çalışanlar derhal boşaltılacak,\nburalara girmeye engel olunacak önlemler alınacaktır.\u003C\u002Fp>\n\n\u003Cp>Grizu çok olan yerlere sırası ile metan drenajı yapılacak, ayrıca\ngerek grizu, gerekse yangına karşı erken uyarı sistemleri temin edilecek\nbunlar yeteri kadar çoğaltılacak ve uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Ocaklarda kullanılan lambalar en az 10 saatlik iş süresine dayanacak\nyanma yeteneğine göre ayarlanacaktır.\u003C\u002Fp>\n\n\u003Cp>İşveren, ocak içinde uygun göreceği yerlere martopikör gibi\ntaşınması zor malzemelerin teslim edileceği ambarları tesis edecektir.\u003C\u002Fp>\n\n\u003Cp>TTK, Sendikanın bildireceği gürültünün fazla veya toz\nkonsantrasyonunun yüksek olması muhtemel işyerlerinde yaptığı ölçüm\nsonuçlarını Sendikaya 15 gün içinde bildirecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Ch3>MADDE - 31: ÇOCUK BAKIM YURDU (KREŞ)\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>İşveren, emzirme odası ve çocuk bakım yurdu (kreş) hususlarında\nilgili mevzuat hükümlerine göre işlem yapar.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE - 32: ÇALIŞMA SÜRESİ İÇİNDE SAĞLIK MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>İşçilerin çalışma süreleri içinde sağlık durumlarının tespiti\niçin aşağıdaki hususlar uygulanır.\u003C\u002Fp>\n\n\u003Cp>Tıbbi korunma yanında, tozlu ortamda çalışan işçiler sürekli olarak\ntaramaya tabi tutulacaktır. Bu işlem süresi tozlu yerlerde çalışan\nişçiler için en çok iki yıl olacak, geri kalan işçilerin tarama süresi\n6331 sayılı İş Sağlığı ve Güvenliği Kanunu ile yürürlükte olan\nİşyeri Beden Gücü Yönergesinde belirtilen sürelere göre olacaktır.\nİşçilerin Spirometrik cihazları ile solunum testleri yapılacak, akciğer\ngrafileri 35x35 boyutunda standart filmlerle alınacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Gerek periyodik kontrollerde, gerekse diğer muayenelerde TTK İş\nSağlığı Şube Müdürlüğü veya İşyeri Hekimlerince haklarında\nçalışmakta oldukları işlerini yapamayacaklarına veya eski işlerinde\nçalışabileceklerine karar verilenlerin bu karara itirazları halinde 6331\nsayılı İş Sağlığı ve Güvenliği Kanunu 15. maddesine göre işlem\nyapılacaktır. 6331 sayılı İş Sağlığı ve Güvenliği Kanunu 15.\nmaddesine işçi tarafından İlgili Sosyal Güvenlik Kurumunun Sözleşmeli \u002F\nAnlaşmalı Sağlık Kurum ve Kuruluşlarına yapılan itiraz üzerine,\nitirazları uygun bulunan işçilerin sağlık kurumlarınca düzenlenen makbuz\nveya fatura bedelleri işverence ilgili işçiye ödenecektir.\u003C\u002Fp>\n\n\u003Cp>TTK İş Sağlığı Şube Müdürlüğü veya İşyeri hekimlerinin gerekli\ngörmesine, işyerlerinde listeler asılmak suretiyle alışıla gelmiş\nyollarla yapılacak duyuruya rağmen periyodik muayenelerini (istirahatlı,\nizinli, görevli olarak işyerlerinden başka bir yerde bulunmak gibi durumlar\nhariç) yaptırmayanlara, bu muayenelerini yaptırmaları için yazılı\nbildirim yapılmasına ve bildirim yapılanların listesinin İşçi Sendikası\nŞubesine verilmesine rağmen muayenelerini yaptırmayanlar, muayenelerini\nyaptırıncaya kadar işe tertip edilmezler.\u003C\u002Fp>\n\n\u003Cp>Ancak, muayene olmak üzere TTK İş Sağlığı Şube Müdürlüğü veya\nbu işle görevli doktorlara başvurup da muayenesi yapılmayanlar yukarıdaki\nhükmün dışında olup, kendilerine işyeri amirliğine sunulmak üzere\nilgili doktor tarafından bir belge verilir.\u003C\u002Fp>\n\n\u003Cp>İşbaşında iken bu muayenelere gönderilenlerin gündelikleri işyerinde\nçalışıyormuş gibi ödenir. Bu periyodik muayenelerin işçilerin kendi\nvardiyalarında yapılması için işveren gerekli tedbirleri alır.\u003C\u002Fp>\n\n\u003Cp>Periyodik kontrollerde mesleki hastalığa yakalandığından şüphe edilen\nişçilerin durumu derhal Sosyal Güvenlik Kurumuna ihbar edilecek ve bu\nişçilere, yazılan yazının tarih ve numarası verilerek anılan Kuruma\nbaşvurmaları hususu bildirilecektir. Aynı zamanda bu işçilerin listesi\naylık periyotlar halinde İşçi Sendikasına da gönderilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşverenin yeraltı işyerleri ile özellikle lavvarlar da yoğun kömür\ntozuna maruz işyerlerinde çalışan işçilerin, yaşlılık aylığından\nyararlanmak amacı ile iş sözleşmesinin sona ermesini talep etmeleri\nhalinde, meslek hastalıkları bakımından radyolojik ve klinik muayeneleri\nyapılarak akciğer grafileri alınacak, bunlardan meslek hastalığına\nyakalanmış olduğundan şüphe edilenlerin de Sosyal Güvenlik Kurumuna\ngerekli ihbarları yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>TTK bu muayeneleri yapmak, işten ayrılan işçiler de bu muayenelerini\nyaptırmak zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Bu durumda olanların ihbarları yapılırken, ilgili işçinin\nçalıştığı yıllar, çalışma gün sayıları ve sanatlarını gösterir\nmesai cetveli de mutlaka birlikte Sosyal Güvenlik Kurumuna\ngönderilecektir.\u003C\u002Fp>\n\n\u003Cp>İşçi sağlığı bakımından yapılan işlemler hakkında İşçi\nSendikası, belirlediği noksanlık ve aksaklıkları İşverene yazılı\nolarak bildirir. İşveren bunlardan uygulamadıklarını gerekçeleri ile\nyazılı olarak cevaplandırır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 33: ÇALIŞMAKTA OLDUĞU İŞİNİ YAPAMAZ RAPORU ALAN\nİŞÇİLER\u003C\u002Fh3>\n\n\u003Cp>TTK işyeri hekimleri veya Sosyal Güvenlik Kurumunun Sözleşmeli \u002F\nAnlaşmalı Sağlık Kurum ve Kuruluşlarınca çalışmakta olduğu işini\nyapamaz kesin raporu verilen işçilerden; yaşlılık aylığı almaya hak\nkazananların iş sözleşmeleri fesih edilebilir.\u003C\u002Fp>\n\n\u003Cp>1-İş Kazası ve Meslek hastalığı nedeniyle çalışmakta olduğu işini\nyapamaz kesin raporu verilen işçilerden yaşlılık aylığı almaya hak\nkazanmamış olanlardan;\u003C\u002Fp>\n\n\u003Cp>a)TTK Sağlık Birimince raporlarına itirazı veya başka hastanede\ntetkikine gerek görülmeyenlerin Beden Gücü Yönergesine göre\nyapabilecekleri başka işlerde çalıştırılmalarını işveren kabul\neder.\u003C\u002Fp>\n\n\u003Cp>b)TTK Sağlık Birimince başka bir hastanede teşhis ve tetkiki uygun\ngörülenler hakkında hastane raporlarına göre Beden Gücü Yönergesi\nesasları çerçevesinde işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>c)TTK Sağlık Birimince raporlarına karşı Sosyal Güvenlik Kurumunun\nYüksek Sağlık Kuruluna itirazı gerekli görülenler hakkında itiraz sonucu\nverilen Yüksek Sağlık Kurulu raporuna göre Beden Gücü Yönergesi\nesasları çerçevesinde işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>2-İş kazası veya meslek hastalığı dışında başka nedenlerle\nçalışmakta olduğu işini yapamaz raporu verilen işçilerin;\u003C\u002Fp>\n\n\u003Cp>a)Kurumda boş prevü bulunması halinde Beden Gücü Yönergesine göre\nyapabilecekleri başka işlerde çalıştırılmasını işveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>b)Kurumda boş prevü bulunmaması halinde iş sözleşmeleri fesih\nedilir.\u003C\u002Fp>\n\n\u003Cp>3-Raporuna ve mesleğine uygun işverence verilecek işi ve işyerini kabul\netmeyen veya sağlığı gereği hiçbir işte çalışamayacağı Sosyal\nGüvenlik Kurumunun sigortalı adına sağlık hizmeti satın aldığı kurum\nve kuruluşlar Sağlık Kurullarınca verilen kati raporunda belirtilen\nişçilerin Yasa’da ve bu Toplu iş Sözleşmesinde belirtilen hakları\nödenmek şartıyla iş sözleşmeleri işveren tarafından feshedilir.\u003C\u002Fp>\n\n\u003Cp>4-Nakil işlemleri tamamlanıncaya kadar geçen sürede işçi raporuna\nuygun bir işte çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>5-Sağlık durumu nedeniyle geçici bir süre için ocak içinde veya\ndışında başka bir işe nakledilen işçilerin prevüleri raporlarında\nbelirtilen süre kadar kapatılmaz, sonradan yapılan muayenesinde eski işini\ngörebileceğine dair rapor alanlar, derhal esas görevlerine nakledilirler.\u003C\u002Fp>\n\n\u003Cp>Ocak içinde çalışmakta iken, daimi olarak ocak dışında başka bir\nişe nakledilen işçiler, iyileştiklerini beyan ile muayeneye tabi\ntutulmalarını talep etmeleri halinde, yeniden muayeneye tabi tutulacaklar,\nbunlardan ocak içinde eski işlerinde veya başka bir işte\nçalışabileceklerine dair rapor alanlar ocak içinde raporuna uygun, varsa\nmünhal işlere nakledileceklerdir.\u003C\u002Fp>\n\n\u003Cp>6-Sağlık durumu nedeniyle sanatı değiştirilecek işçilerin raporuna\nuygun yeni sanata nakillerinde tahsil şartı aranmayacaktır.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki esaslara göre kendilerine yeni iş verilenlerin terfileriyle bu\nterfilerden sonraki bareme intibaklarının yapılma şekli, Terfi, İş\n(sanat) ve İşyeri Değişimleri Yönergesine göre yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>7-Sağlık durumunun çalışabilmesine engel olduğunu işverenin sağlık\nteşkilatı dışında, Sosyal Güvenlik Kurumunun Sözleşmeli\u002FAnlaşmalı\nSağlık Kurum ve Kuruluşlarının Sağlık Kurullarından getirilecek bir\nraporla belgeleyen işçiler hakkında da bu madde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 34: SAĞLIK NEDENİ İLE İŞTEN AYRILANLARIN YENİDEN İŞE\nALINMALARI\u003C\u002Fh3>\n\n\u003Cp>33. maddeye göre İşverence iş sözleşmeleri feshedilenlerden (Kıdem\ntazminatı almış olsun veya olmasın).\u003C\u002Fp>\n\n\u003Cp>a)Hastalığının çalışmasına engel olmadığını Sosyal Güvenlik\nKurumunun Sözleşmeli \u002F Anlaşmalı Sağlık Kurum ve Kuruluşlarının\nSağlık Kurullarınca verilen bir raporla tespit ettiren,\u003C\u002Fp>\n\n\u003Cp>b)Raporuna uygun olarak verilen işi kabul etmeyip iş sözleşmeleri\nfeshedilen, ancak, kendilerine Sosyal Güvenlik Kurumunca en az yaşlılık\naylığının altında gelir bağlanan veya Sosyal Güvenlik Kurumunca\nbağlanan bu gelirleri sonradan en az yaşlılık aylığının altına\ndüşürülen, eski işçilerden işe girmek için başvuranlar;\u003C\u002Fp>\n\n\u003Cp>Eski işlerine veya yapabilecekleri uygun işlere “Kamu Kurum ve\nKuruluşlarına İşçi Alınmasında Uygulanacak Usul ve Esaslar Hakkında\nYönetmelik” hükümleri dahilinde öncelikle işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bunlardan eski işlerine alınanlara, ayrıldıkları pozisyonlarına\nkarşılık gelen gündelikleri, başka bir işe tertip edilenlere ise,\nalındıkları işin gündeliği verilir.\u003C\u002Fp>\n\n\u003Ch2>ALTINCI BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞ KAZALARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 35: İŞ KAZALARINI BİLDİRİM\u003C\u002Fh3>\n\n\u003Cp>a)İşyerlerinde meydana gelen iş kazaları, kaza olur olmaz, derhal\nİşçi Sendikası Şube Başkanlığına bildirilir.\u003C\u002Fp>\n\n\u003Cp>b)Ölümle sonuçlanan iş kazaları, en kısa zamanda adli ve idari\nmakamlarla birlikte İşçi Sendikası Şube Başkanlığına ve Sendika\nBaşkanına da bildirilecektir. İşçi Sendikası Şube ve Sendika Merkezine\nçalışma saati dışındaki bildirimler, İşçi Sendikası Şube\nBaşkanının ve Sendika Başkanının evlerine yapılacaktır. Başkanların\nişyerlerinde veya evlerinde bulunmamaları halinde bildirim Şube veya Sendika\nYönetim Kurulu Üyelerinden birisine yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>c)İş kazasına uğrayan işçilerin sigorta kaza bildirim kağıtlarının\ndüzenlenmesinde İşçi Sendikası görevlisi de bulunacaktır. Bulunamaması\ndurumunda kaza bildirim kağıtları sonradan imza ettirilecektir. Kaza\nbildirimi kağıtlarının bir kopyası İşçi Sendikası görevlisine\nverilecektir.\u003C\u002Fp>\n\n\u003Cp>d)İşveren iş kazalarını ve bu nedenle meydana gelen kayıp\nişgünlerini de içeren ve aylık olarak düzenlenen istatistikî tablolardan\nbirer örneği her ay düzenli olarak İşçi Sendikasına da\ngönderecektir.\u003C\u002Fp>\n\n\u003Cp>e)Ölümlü ve ağır yaralanmalar hariç işçinin iş kazası geçirmesi\nhalinde işçiye ilk yardım yapılabilmesi, kaza kaydı ve bildirim formunun\ndoldurulabilmesi için kaza geçiren işçinin durumunu derhal sıhhiyeye\n(işyeri sağlık görevlisine) bildirmesi zorunludur.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 36: KAZA YERİNDEKİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>Kazanın olduğu yerde görev başında bulunan İşçi Sendikası\nTemsilcisi hariç olmak üzere, İşçi Sendikasınca görevlendirilen diğer\nbir temsilci veya sendikada daimi görevli teknik eleman, İşverence\nbelirlenecek elemanlarla birlikte kaza yerine gider.\u003C\u002Fp>\n\n\u003Cp>Görev başında bulunan İşçi Sendikası temsilcisi kaza ile ilgili ise\nkazanın olduğu yere en yakın görevli İşçi Sendikası temsilcisi veya\nİşçi Sendikasınca görevlendirilen başka bir temsilci veya sendika da\ndaimi görevli teknik eleman kaza yerine gider.\u003C\u002Fp>\n\n\u003Cp>İş kazasından sorumlu ve görevli temsilci hariç olmak üzere İşçi\nSendikası temsilcisi kaza yerinde kurtarma faaliyetlerine fiilen veya sözle\nherhangi bir şekilde ve surette karışamaz.\u003C\u002Fp>\n\n\u003Cp>Savcı gelinceye kadar, taraflar kaza yerinde bulunanları tesir ve\ntelkinleri altına alacak şekilde konuşamayacakları gibi, kaza hakkında\nsoruşturma da yapamazlar.\u003C\u002Fp>\n\n\u003Cp>İş kazasının olduğu işyerinde, yukarıdaki paragraflarda yazılı\ngörevliler dışında getirilecek temsilcinin kaza yerine gitmek için o yere\ngiriş ve çıkışında o işyerindeki incelemeleri sırasında uğrayacağı\nkaza ve zarardan işverenin sorumlu tutulamayacağını İşçi Sendikası ve\nTemsilcisi kabul eder.\u003C\u002Fp>\n\n\u003Ch2>YEDİNCİ BOLUM\u003C\u002Fh2>\n\n\u003Ch2>CEZALAR - HASAR TAZMİNATI- CEZA İTİRAZLARINI İNCELEME KURULU GENEL\nMÜDÜRLÜK VE MÜESSESE İŞÇİ DİSİPLİN KURULU\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 37: İŞÇİLERE VERİLECEK CEZALAR VE CEZA VERMEYE\nYETKİLİLER\u003C\u002Fh3>\n\n\u003Cp>TİS’in dördüncü ve beşinci bölümlerinde uymak zorunda oldukları\naçıklanan hükümlere aykırı harekette bulunan işçilerin; Yetkili amirler\ntarafından ilkinde yazılı ihtar yapılmak suretiyle dikkatleri çekilebilir.\nTekrarı halinde fiil ve hareketlerinin ağırlık derecesine göre bir ila\nüç gündelikleri kesilmek suretiyle cezalandırılmaları yoluna\ngidilebilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, işçilerin bu fiil ve hareketleri maddi bir zarar doğurmuş veya\nüretim, güvenlik ve disipline herhangi bir şekilde etki yapmış ise,\nyazılı ihtar yapılmaksızın, doğrudan doğruya gündelik kesimi cezası\nuygulanabilir.\u003C\u002Fp>\n\n\u003Cp>İşçilerin bu fiil ve hareketleri bir zarar doğurmuş olsun veya\nolmasın, İş Kanunu’nun 25. maddesinin II. bendi hükümleri kapsamında\nise ilgili İşçi Disiplin Kurulu aracılığı ile işyerleri\ndeğiştirilebilir veya iş sözleşmeleri feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>Sanat değişimi işlemleri tamamlanmadan kayıtlı bulundukları sanattan\nbaşka bir sanatta çalıştırılan işçilere, verilen işi yapamadıkları\ngerekçesi ile herhangi bir ceza verilemez ve iş sözleşmeleri\nfeshedilemez.\u003C\u002Fp>\n\n\u003Cp>İşveren veya vekilleri, TİS’de veya kanunda gösterilen nedenler\ndışında işçiye hiçbir ceza veremez.\u003C\u002Fp>\n\n\u003Cp>İşçiler hakkında verilen ceza ihbarlarının bir kopyası aynı tarihte\nİşçi Sendikası’nın ilgili şubesine gönderilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Bu Cezalardan:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>a)Yazılı İhtar\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Bu ceza yeraltı işçilerine, bağlı bulunduğu mühendis veya daha üst\nmakamlar, yerüstü işçilerine servis şefleri, servis mühendisleri veya\ndaha üst makamlar tarafından verilir. Yazılı ihtar cezası amir takdir\nkatsayısı hariç hesabi primleri etkilemez.\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>b)Gündelik Kesimi\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Bir ayda iki gündeliği geçmemek koşulu ile verilecek olan gündelik\nkesimi cezası, yeraltı işçilerine bağlı bulundukları başmühendis veya\ndaha üst makamlar, yerüstü işçilerine de müstakil ünitelerde servis\nşefleri, şubelerde şube müdürleri veya daha üst makamlar tarafından\nverilir.\u003C\u002Fp>\n\n\u003Ch4>c)İş (sanat) ve\u002Fveya İşyeri Değişimi\u003C\u002Fh4>\n\n\u003Cp>İşyerinin idare ve inzibatının işçi tarafından bozulması hallerinde,\nİşverenin teklifi üzerine yapılacak daimi veya geçici iş ve işyeri\ndeğişiklikleri ilgili İşçi Disiplin Kurulunca karara bağlanır.\u003C\u002Fp>\n\n\u003Ch4>d)İş Sözleşmelerinin Feshi\u003C\u002Fh4>\n\n\u003Cp>İşçilerin 4857 sayılı İş Kanunu’nun 25.maddesinin II. bendinde\nyazılı hususlara aykırı hareketlerde bulunmaları halinde iş\nsözleşmelerinin feshine ilişkin İşveren teklifi, ilgili İşçi Disiplin\nKurulunca karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işçinin İş Kanununun 25\u002FII- g (Mazeretsiz işi terk) bendinde\nbelirtilen hallerde ilgili Sendika Şube Başkanlığına haber vermek\nkaydıyla Disiplin Kurulu Kararı olmaksızın iş sözleşmeleri fesih\nedilebilir.\u003C\u002Fp>\n\n\u003Cp>İlgili İşçi Disiplin Kuruluna işyeri değişimi veya iş\nsözleşmelerinin feshi talebi ile sevk edilen işçi hakkında karar\nverilinceye kadar işin sağlıklı yürütümü ve işyerinin huzurunu\nsağlamak amacıyla işçinin işyeri, işyeri amirinin teklifi üzerine ilgili\nGenel Müdür Yardımcısı veya Müessese Müdürünce cezai nitelikte olmamak\nüzere, geçici olarak değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>Geçici işyeri değişikliğine karar verilmesi halinde işçinin geçici\nolarak verileceği yeni işyeri konusunda İşçi Sendikasının ilgili Şube\nBaşkanının görüşü alınır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 38: HASAR VE ZARAR TESPİTİ - ÖDETİLMESİ-HASAR TESPİT\nKOMİSYONU\u003C\u002Fh3>\n\n\u003Cp>a)İş Kanununun ilgili maddesinde belirtilen azami gündeliğe kadar olan\nhasar ve zarar bedellerinin ödetilmesi kararı yeraltı işçilerine,\nişçilerin bağlı bulunduğu Müstakil Başmühendislik İşletme\nMüdürlüğü veya daha üst makamlar, yerüstü işçilerine de bağlı\nbulundukları İşletme veya Şube Müdürlükleri ile Müstakil\nBaşmühendislikler veya daha üst makamlar tarafından verilir. Bu karar\nalınmadan önce, işçinin çalıştığı işyerindeki İşçi Sendikası\nŞubesi ile görüşülür.\u003C\u002Fp>\n\n\u003Cp>b)İş Kanununun ilgili maddesinde belirtilen azami gündelik tutarını\naşan; her türlü hasar ve zararın tespiti için olay hakkında derhal yeter\nniteliğe sahip, ikisi İşveren, ikisi İşçi Sendikası temsilcilerinden\noluşan dört kişilik Hasar Tespit Komisyonu oluşturulur.\u003C\u002Fp>\n\n\u003Cp>Bu komisyonun başkanı İşverence atanır. Oyların eşitliği halinde\nbaşkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>İşçi Sendikası temsilcilerinin yazılı davete rağmen hasar ve zarar\ntespitine katılmamaları halinde, tespit İşverence yapılır.\u003C\u002Fp>\n\n\u003Cp>Hasara uğrayan malzeme veya malın zarar miktarı o günkü niteliğe\ngöre, oluşan komisyon tarafından saptanır.\u003C\u002Fp>\n\n\u003Cp>Bu komisyon, olayın oluş şeklini, hasar ve zarara sebebiyet verenlerin\nihmal, dikkatsizlik, kusur ve kasıtlarının olup olmadığını, hasar ve\nzarar bedelini bu TİS’de belirtilen esaslara göre tespit ederek\ndüzenleyeceği raporunu karar makamına verir.\u003C\u002Fp>\n\n\u003Cp>İş Kanununun ilgili maddesinde belirtilen azami gündelik tutarını aşan\nhasar ve zarar bedellerinin ödetilmesi kararı, Hasar Tespit Komisyonunun\nraporuna dayanılarak ilgili Müessese Müdürü veya daha üst makamlar\ntarafından verilir.\u003C\u002Fp>\n\n\u003Cp>İşçiler kullandıkları araç, gereç ve makineleri devamlı kontrol\netmek ve bunların arızalanmaları halinde arızalarının giderilmesi için\nen yakın amirlerini haberdar etmek zorundadırlar. Bu arızaların giderilmesi\nesastır. Ancak bu arızaların giderilmeden çalıştırılmasına emir\nverilmesi halinde, beyan edilen arıza nedeni ile doğacak hasarlardan ilgili\nişçiler sorumlu tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>İşverene ait herhangi bir araçla görevli olarak trafiğe çıkacak olan\nşoförler ve iş makineleri operatörleri; göreve çıkmadan önce\nkullanacakları aracın gerekli kontrolünü yapacaklardır. Bu araçlarda\ntrafik kurallarına aykırı gördükleri noksanlık ve arızaları yazılı\nolarak ilgililere duyuracaklar ve bu noksanlık ve arızaların giderilmesi\ntalebinde bulunacaklardır. Ancak, şoför ve iş makineleri operatörlerinin\nbu beyanı işyerinin ilgili ünitesince kontrol edildiğinde uygun bulunması\nesastır.\u003C\u002Fp>\n\n\u003Cp>Şoförün veya iş makinesi operatörünün yazılı başvurusundaki arıza\nve noksanlık, işyerindeki ilgili ünitece uygun bulunmasına rağmen noksanı\ntamamlanmayan veya arızası giderilmeyen araçla göreve gönderilmesi ve\nbildirdiği noksanlık veya arıza yüzünden trafikçe para cezasına\nçarptırılması veya aracın aynı arızalar nedeniyle kaza yapması veya\nkazaya uğraması durumlarında para cezaları ve ödenen hasar bedellerinin\naracı kullanan şoför veya iş makinesi operatöründen alınması yoluna\ngidilmez. Hasar tespit komisyonunca işçinin ihmal, dikkatsizlik, kusur ve\nkastının bulunmadığının saptanması hallerinde herhangi bir ödetme\nkararı söz konusu olamaz.\u003C\u002Fp>\n\n\u003Cp>Hasara uğrayan madde ve malzemelerin İşverence kabul edilecek şekilde\ntamir edildiği veya aynı nitelikte bir yenisi yerine konulduğu takdirde,\nişçiden madde ve malzemelerin hasar ve zararı için ayrıca başka bir\ntazminat istenemez.\u003C\u002Fp>\n\n\u003Cp>İhmal, dikkatsizlik ve kusurdan (kasıt hariç) doğan ve İş Kanunun\nilgili maddesinde belirtilen azami gündelik tutarını aşan miktarda hasara\nneden olan işçi bu zararı ödemeyi kabul ettiği takdirde İşveren ilgili\nişçinin iş sözleşmelerinin feshi talebinde bulunmamayı kabul eder.Tüm\nhasar bedeli ilgili işçiden uygun taksitlerle (aylık istihkakının 1\u002F8ini\naşmamak kaydıyla) tahsil olunur.\u003C\u002Fp>\n\n\u003Cp>Hasar veya zarar karşılığı işçiden tahsil edilmekle birlikte daha\nsonra aynı amaçla İşverene bir sigorta şirketinden de ödeme yapıldığı\ntakdirde, bu sigorta şirketinden alınan meblağ saptanan hasar ve zararın\ntamamını karşılıyorsa, işçiden yapılan tahsilatın tamamı;\nkarşılamıyorsa sigorta şirketinden yapılan tahsilat kadar kısmı,\nmasraflar düşülmek kaydı ile ilgili işçiye iade edilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 39: İŞÇİ İŞVEREN İLİŞKİLERİNDEKİ YASAKLAR\u003C\u002Fh3>\n\n\u003Cp>TİS kapsamına giren işyerlerinde işveren ve 4857 sayılı İş Kanununun\n2.maddesinde tanımlanan İşveren Vekillerinin, iş amirliği otoritesinden\nyararlanmak suretiyle 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu hükümlerine aykırı olarak İşçi Sendikası aleyhine faaliyette\nbulunmaları ve İşçi Sendikasının iç bünyesine ilişkin hususlara\nkarışmaları yasaktır.\u003C\u002Fp>\n\n\u003Cp>Bu gibi hallerde, İşçi Sendikasının isteği üzerine İşverence\ngerekli soruşturma yapılır. Soruşturma sonucuna göre gerekli işlem\nyapılarak İşçi Sendikasına bildirilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 40: CEZA İTİRAZLARINI İNCELEME KURULU\u003C\u002Fh3>\n\n\u003Cp>İşçiler hakkında verilmiş olan işyeri değişiklikleri ile iş\nsözleşmesinin feshi talebi dışındaki yazılı ihtar, gündelik kesimi\ncezaları ile her türlü hesabi prim kesintileri ve bilumum hasar tazmin\nkararlarının yerinde verilmiş olup olmadığını; ihtar, ceza, her türlü\nhesabi prim kesintileri ve tazmin kararlarının işçiye imza mukabilinde\ntebliğinden itibaren 6 iş günü içerisinde vaki olacak yazılı\nmüracaatlarına istinaden tetkik edip karara bağlamak üzere Genel\nMüdürlük ve her Müessese bünyesinde, birer ceza itirazlarını inceleme\nkurulu oluşturulur. Ceza itirazlarını inceleme kurulunun 3 asıl, 3 yedek\nüyesi işveren tarafından, 3 asıl, 3 yedek işçi üyesi de olayın vuku\nbulduğu yerde faaliyette bulunan işçi sendikası şubesinden olmak üzere\nişçi sendikasınca atanır. Kurul başkanı işverence, işveren üyelerinden\natanır. Oyların eşitliği halinde başkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>Bu üyeler, toplu iş sözleşmesi süresi için atanırlar. Ancak, zaruret\nhalinde kurul üyeleri taraflarca değiştirilebilirler eski temsilciler\nyeniden atanabilirler.\u003C\u002Fp>\n\n\u003Cp>a)Ceza İtirazlarını İnceleme Kurulu, konunun kendisine intikal ettiği\ntarihten itibaren bir hafta içinde ilk toplantısını yapar, en geç 15 gün\niçinde kararını verir. Bu fıkradaki intikal tarihi konunun kurul\nraportörlüğüne verildiği tarihtir.\u003C\u002Fp>\n\n\u003Cp>Ceza İtirazlarını İnceleme Kurulu İşveren Temsilcileri cezayı veren\nbirim amirlerinden birisi ise bunlar konunun görüşüldüğü oturumlara\nkatılamazlar, yerlerine başka bir birimden olan yedek üye katılır. Ceza\nitirazlarını inceleme kurulu kararları, işçinin çalıştığı ünitenin\nbağlı bulunduğu Genel Müdürlükte ilgili Daire Başkanı veya İşletme\nMüdürü, Müesseselerde Müessese Müdür Yardımcılarının onayı ile\ntamamlanır.\u003C\u002Fp>\n\n\u003Cp>b)Bu kurula intikal ettikten sonra işçi sendikası temsilcilerinin\niştirak etmemeleri nedeniyle 15 gün zarfında karara bağlanamayan itirazlara\nait cezalar aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu kurula intikal ettikten sonra işveren temsilcilerinin iştirak\netmemeleri nedeniyle 15 gün zarfında karara bağlanamayan itirazlara ait\ncezalar uygulanmaz ve konu gündemden çıkarılır.\u003C\u002Fp>\n\n\u003Cp>c)Ceza itirazlarını inceleme kurulunun raportörü işverence\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>Kurul kararları asgari 5 nüsha olarak yazılır, bir nüshası kurul\ndosyasına konulur, bir nüshası servisine, bir nüshası işçi sendikası\nşubesine, bir nüshası muhasebe servisine gönderilir, bir nüshası da\nilgili işçiye tebliğ edilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 41: İTİRAZLARIN KURULA İNTİKALİ\u003C\u002Fh3>\n\n\u003Cp>Hangi makamca verilirse verilsin, işçi; hakkında verilen ceza ve ödetme\nkararlarına itiraz etmek istediği takdirde, fiilen çalıştığı işyerinde\nfaaliyette bulunan işçi sendikası şube yönetim kuruluna başvurur.\u003C\u002Fp>\n\n\u003Cp>Şube yöneticileri, bu cezanın ve ödetme kararlarının kaldırılması\nhususunda iş amirleri nezdinde girişimlerde bulunurlar. Olumlu bir sonuca\nvarılamadığı ve işçi itirazında direndiği takdirde İşçi Sendikası\nŞube Yöneticileri İşçinin bu itirazını yazılı olarak ceza\nitirazlarını inceleme kuruluna aksettirir ve bu konu burada karara\nbağlanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu işlemler TİS’in “Ceza İtirazlarını İnceleme Kurulu”\nbaşlıklı maddesine göre yapılacak başvurunun 6 iş günlük süresini\ndeğiştirmez.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 42: GENEL MÜDÜRLÜK VE MÜESSESE İŞÇİ DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>4857 sayılı İş Kanununun 25. maddesinin II. bendinde (25 \u002F Il-g hariç)\nyazılı hususlara aykırı harekette bulunmaları nedeniyle işyeri amirleri\ntarafından iş sözleşmelerinin feshi veya 37.maddenin (c) fıkrası\nuyarınca iş (sanat) ve işyerlerinin değişimi talep ve teklif edilen\nişçilerle, 39.maddeye dayanılarak İşçi Sendikasının isteği ile sevk\nedilen işçi statüsüne tabi olanların durumlarını inceleyip karara\nbağlamak üzere, Genel Müdürlük ve her Müessese bünyesinde birer İşçi\nDisiplin Kurulu oluşturulur. Bu kurul; 3’ü İşverenden, 3’üde olayın\nmeydana geldiği yerde faaliyette bulunan İşçi Sendikası Şubesinden olmak\nüzere 6 asıl üyeden oluşur. Taraflar ayrıca üçer yedek üye de\nbelirlerler.\u003C\u002Fp>\n\n\u003Cp>İşçi Disiplin Kurulu üyeleri TİS süresi için görevlendirilirler.\nAncak, zorunluluk halinde kurul üyeleri taraflarca değiştirilebilir. Bu\ndeğişiklikler taraflarca Kurul Başkanlığına yazılı olarak bildirilir.\nEski üyeler yeniden görevlendirilebilir.\u003C\u002Fp>\n\n\u003Cp>Genel Müdürlük ve Müessese İşçi Disiplin Kurullarında Genel\nMüdürlük ve Müesseseyi temsil edecek olanlar ile Kurula İşveren\ntemsilcilerinden kimin başkanlık edeceği Genel Müdürlükte ilgili Genel\nMüdür Yardımcısı, Müesseselerde Müessese Müdürü tarafından\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>Kurul çoğunlukla toplanır. Kurul üyelerinin birer oyu vardır. Ancak,\noyların eşitliği halinde başkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>Kurul üyelerinden olayla ilgili bulunanlar konunun görüşüldüğü\noturumlara katılamazlar.\u003C\u002Fp>\n\n\u003Cp>Başkanlığa ulaşan işyeri değişimi veya iş sözleşmelerinin feshi\ntaleplerini görüşmek üzere Kurul, başkan tarafından en geç 6 iş günü\niçinde toplantıya çağırılır. Kurul, taraflardan birinin gerekçeli\ntaleplerine dayanılarak yapılacak soruşturmanın tamamlanmasından sonra en\nfazla üç oturumda kararını verir.\u003C\u002Fp>\n\n\u003Cp>Kurula ulaştırıldıktan ve konuyu görüşmek üzere Başkanın\nçağrısından sonra gerek ilk toplantıya, gerekse ilk toplantı tarihini\ntakip eden 15 işgünü içinde yapılacak ikinci toplantıya İşçi\nSendikası Temsilcilerinin katılmamaları halinde ceza aynen uygulanır ve\nkonu kurul gündeminden çıkarılır.\u003C\u002Fp>\n\n\u003Cp>Kurula ulaştırıldıktan ve konuyu görüşmek üzere Başkanın\nçağrısından sonra gerek ilk toplantıya, gerekse ilk toplantı tarihini\ntakip eden 15 iş günü içinde yapılacak ikinci toplantıya Genel\nMüdürlükte ilgili Daire Başkanı veya İşletme Müdürlüğü veya\nMüessese Temsilcilerinin katılmamaları halinde ise konu Kurul gündeminden\nçıkarılır ve ilgililer hakkında hiç bir işlem yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Kurul, gerekli gördüğünde veya üyelerden birinin talebi halinde\ntarafları ve tanıkları dinler, konu ile ilgili gerekli soruşturma ve\nincelemeyi yerinde de yapabilir.\u003C\u002Fp>\n\n\u003Cp>İşçi Disiplin Kurullarının Genel Müdürlükte veya Müessese içi ve\nMüesseseler arası işyeri değişimi veya iş sözleşmesinin feshine dair\nkararları, kararın Genel Müdürlükte ilgili Daire Başkanı veya İşletme\nMüdürü, Müesseselerde Müessese Müdürünün bilgisine sunulmasından\nitibaren 6 iş günlük süre içinde onaylanarak uygulanır. Ancak\nMüesseseler arası işyeri değişimi kararları Genel Müdürlük Makamının\nbilgisine sunulduğu tarihten itibaren 6 işgünü içinde onaylanarak\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Kurulca iş sözleşmesinin feshine ve müesseseler arası işyeri\ndeğişimine çoğunlukla karar verilemeyen hallerde (başkanın çift oy\nkullanma hali) konu ile ilgili evrakın Genel Müdürlükte İlgili Daire\nBaşkanı veya İşletme Müdürlüğüne, Müesseselerde Müessese\nMüdürlüğüne sunulduğu tarihten itibaren 6 iş günü içinde Genel\nMüdürlükte ilgili Daire Başkanı veya İşletme Müdürü veya vekilinin\nMüesseselerde Müessese Müdürü veya vekilinin, İşçi Sendikası Şube\nBaşkanı veya vekili ile istişare ettikten sonra vereceği karar kesindir.\u003C\u002Fp>\n\n\u003Cp>Bu kurulun raportörü işverence belirlenir.\u003C\u002Fp>\n\n\u003Cp>Müessese İşçi Disiplin Kurulu başkanlığına atanan eleman aynı\nzamanda Müessese Müdürlüğüne de vekalet ediyorsa, Kurul Başkanı yeniden\natanır.\u003C\u002Fp>\n\n\u003Cp>Kurula ulaşan konu ile ilgili yazı ve tutanakların birer kopyası konunun\ngörüşüleceği günden en az kırk sekiz saat önce, raportörce kurul\nüyelerine verilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulunca işyeri değiştirilen işçiler üç yıl geçmedikçe\ntekrar eski iş yerlerine verilemezler.\u003C\u002Fp>\n\n\u003Ch2>SEKİZİNCİ BOLUM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 43: ÜCRETLİ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>İşyerinde çalışan bütün işçilerin 4857sayılı İş Yasası, özel\nnot, genel not ve tamimlerle kabul edilmiş olan hakları saklı tutulmakla\nberaber, izin süreleri içine rastlayan Ulusal Bayram, Genel ve Hafta Tatili\nGünleri, Toplu İş sözleşmesi ile kabul edilen ücretli mazeret izinleri ve\nİşçi Sendikasınca istenilen ücretli izin günleri, yıllık ücretli izin\nsüresinden sayılmayıp ayrıca izine ilave edilerek ücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>28 Ekim ve Dini Bayramların arife günlerine isabet eden yarım günlük\ngenel tatiller yıllık ücretli izine rastlarsa yıllık ücretli izin\nmüddeti bir gün uzatılır ve sigorta günü hanesine tam gün olarak\nişlenir.\u003C\u002Fp>\n\n\u003Cp>Ücretli izinde iken usulüne uygun olarak istirahat alan veya hastaneye\nyatan işçilerin bu günleri yıllık ücretli izin süresinden sayılmaz ve\nbu süre kadar izin günlerine eklenir.\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a)1 yıldan 5 yıla kadar (5 yıl dahil) olanlara 18 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)5 yıldan fazla 15 yıldan az olanlara 25 gün,\u003C\u002Fp>\n\n\u003Cp>c)15 yıl (15 yıl dahil) ve daha fazla olanlara 30 gün,\u003C\u002Fp>\n\n\u003Cp>Bunlardan münhasıran hizmet süresi yeraltında 15 yıl ve daha fazla olan\nişçilere ise 33 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>18 ve daha küçük yaştaki işçilere verilecek yıllık ücretli izin 24\ngünden az olamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren bu izinleri kullandırmak, işçilerde kullanmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşbu izinler, tarafların anlaşmaları ile bir bölümü 10 günden\naşağı olmamak üzere bölümler halinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>İşçilerin ne kadar süre yıllık ücretli izin kullanacakları, izne hak\nkazandıkları tarihteki kıdemlerine göre hesaplanır.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinde iken işveren tarafından yapılan işe\nçağrılmada, işçinin iznini geçireceğini belirttiği yerden işyerine\nkadar geliş ve dönüşlerinde Harcırah Yasası hükümlerine göre işlem\nyapılır. İzin, işçinin iznini kullandığı yerden işyerine hareket\ntarihi esas alınarak kesilir. Kullandırılmayan izin süresi, işçinin yeni\nbir izne hak kazanma tarihinden önce kullandırılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca tespit edilen bu yıllık ücretli izin süreleri dışında 3153\nsayılı yasa kapsamında çalışmakta olan işçilere, tüzüğünde\nbelirtilen süre ve şekilde ücretli izinleri kullandırılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 44: ÜCRETLİ MAZERET İZİNLERİ\u003C\u002Fh3>\n\n\u003Cp>İşçilerin;\u003C\u002Fp>\n\n\u003Cp>a)Evlenmelerinde 7 gün, çocuklarının evlenmesinde 2 gün,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b)Eşlerinin doğum yapmaları halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Anne veya babalarının, eşlerinin, kardeş veya çocuklarının ölümü\nhalinde 5 gün,\u003C\u002Fp>\n\n\u003Cp>d)İşyerinin bulunduğu ilçe hudutları içinde defnedilen kayınpeder,\nkayınvalide, amca, dayı, teyze, hala, dede ve ninelerinin cenazelerine\niştirak etmek üzere bir gün, aynı akrabalarının işyerinin bulunduğu\nilçe sınırları dışında defnedilmeleri halinde cenazelerine katılmak\nüzere 2 gün,\u003C\u002Fp>\n\n\u003Cp>e)İşçilerin en az %70 (yüzdeyetmiş) 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 ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>f)Sosyal Güvenlik Kurumuna hizmet veren sağlık kuruluşlarına muayeneye,\nlaboratuar testine gitmeleri halinde (1. ve 2. günde yapılan sağlık\nişlemleri belgelenmek kaydıyla) 2 güne kadar,\u003C\u002Fp>\n\n\u003Cp>g)Bakmakla yükümlü olduğu eşi, çocuğu, annesi, babası veya\nkardeşlerinin belgelenen bir kazaya uğramaları halinde 3 gün,\u003C\u002Fp>\n\n\u003Cp>h)Bakmakla yükümlü olduğu eşi, çocuğu, annesi, babası veya\nkardeşlerinin yangın, sel, deprem gibi doğal felaketlere uğramaları\nhalinde 6 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>i)Ocakta göçükte kalan ve bir süre sonra kurtarılan işçilere doktor\nraporu ile verilecek istirahat günleri dışında olayın önemine göre\nilgili Müessese Müdürünce 10 güne kadar ücretli moral izni\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>j)Sosyal Güvenlik Kurumunun Sözleşmeli \u002F Anlaşmalı Sağlık Kurum ve\nKuruluşlarının raporu ile işyerinin kurulu bulunduğu yer dışındaki\nhastanelerde muayene ve tedavisi öngörülen eş, çocuk, ana ve babasına\nrefakat etmesine karar verilen işçilere refakat süresince ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>İşçinin eşinin 5510 sayılı Sosyal Sigortalar ve Genel Sağlık\nSigortası Kanunu’nun 4. Maddesinin (b) ve (c) bentlerine tabi bulunması\nhalinde Sağlık Kurulunca verilecek refakat raporları için de aynı\nişlemler yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>k)TTK İş Sağlığı Şube Müdürlüğünce mesleki hastalığa\ntutulduğu Sosyal Güvenlik Kurumuna ihbar olunanlardan bu hastalıkları\nanılan Kurumca mesleki kabul edilen veya edilmeyen işçilerle, Sosyal\nGüvenlik Kurumunun Sözleşmeli \u002F Anlaşmalı Sağlık Kurum ve\nKuruluşlarınca mesleki hastalığa tutulduğu tespit edilen ve bu nedenlerle\nSosyal Güvenlik Kurumunun Sözleşmeli\u002FAnlaşmalı Sağlık Kurum ve\nKuruluşlarınca tetkik ve kontrole tabi tutulan işçilerden; hastaneye\nyatırılmayan, istirahatlı sayılmayan ve bu nedenlerle geçici iş\ngörmezlik ödeneği verilmeyenler bu tetkik ve kontrollerde kaldıkları\ngünleri de ilgili hastanelerden alacakları belgelerle kanıtlamak şartı ile\nücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Meslek hastalığına yakalanmış olduğu yukarıda belirtilen mercilerce\nbelirtilmediği halde, kendileri meslek hastalığı bakımından tetkike tabi\ntutulmasını isteyen işçiler bu fıkra hükmünden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>Bu maddede belirtilen olayların münavebeli işçilerin iş programı\ngereğince çalıştırılmayacakları tarihlere rastlayan kısımda kalan\ngünleri ile daimi veya münavebeli işçilerin doktor raporu ile istirahatlı\nbulundukları zamana rastlaması halinde ücretli izin verilmez. Yıllık izin\nzamanına rastlaması halinde ise, izinleri yukarıda belirtilen süreler kadar\nuzatılır.\u003C\u002Fp>\n\n\u003Cp>Bu maddenin (a, b, c, d,e, f, g, h) Fıkralarında belirtilen izinlerin\nkullanılmadan önce işyerine bildirilmemesi ve amacına uygun olarak\nkullanıldığının ilk işe geldiği gün içinde belgelenmemesi halinde\nverilen bu izinlere ait ödemeler işçinin ilk çıkacak istihkakından\nkesilir ve işçiler o gün için ücretsiz izinli sayılırlar. İşçinin\nbeyanının fiili duruma aykırı olduğunun işverence saptanması halinde,\nkullanılan bu izinlere ait ödemeler işçinin ilk çıkacak istihkakından\ntahsil edileceği gibi, ayrıca haklarında disiplin cezaları uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu izinlerin ne şekilde verileceği yönergesinde belirtilir.\u003C\u002Fp>\n\n\u003Cp>l)Muvazzaf askerlik ödevi dışında manevra veya herhangi bir nedenle\nsilah altına alınan işçiler bu yükümlülükleri süresince en çok 30\ngün ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 45: YURT DIŞINA GİDECEKLERE VERİLECEK İZİNLER\u003C\u002Fh3>\n\n\u003Cp>İşçi Sendikası veya bağlı bulunduğu Konfederasyon tarafından dış\nülkelerdeki iş ve çalışma hayatı ile ilgili kurs ve seminerlere,\nkonferans ve kongrelere katılmak veya staj yapmak üzere gönderileceklerle\naynı amaçlarla İşveren Sendikası veya Konfederasyonunca yurt dışına\ngönderilecek işçilere, İşverence aşağıdaki kayıt ve şartlarla, işte\nçalışıyormuş gibi sosyal yardımları ve ücretleri ödenmek suretiyle en\nçok bir seneye kadar izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>Bu iznin verilebilmesi için;\u003C\u002Fp>\n\n\u003Cp>a)İşçi Sendikası veya bağlı bulunduğu Konfederasyon, İşveren\nSendikası veya Konfederasyonu tarafından, dış ülkelere gönderileceklerin\ntahmini olarak ne kadar süre için, ne sebeple gönderileceklerinin İşverene\nbildirilmesi, \u003C\u002Fp>\n\n\u003Cp>b)Üç ay ve daha fazla sürecek bu tür seyahatler için dış ülkelere\ngideceklerin seyahatte geçen süresinin iki katı hizmet göreceğini kabul\nettiğine ilişkin, seyahate çıkmadan önce taahhütname vermesi ve maddi\ntutarı içeren kefaletnameyi ortak kefillerinin imza etmiş bulunmaları\nşarttır.\u003C\u002Fp>\n\n\u003Cp>İşçi Sendikası veya bağlı bulunduğu Konfederasyon tarafından bu\nsebeple dış ülkelere gönderilmiş bulunanların yurda dönüşlerinde,\nİşçi Sendikasında, Şubelerinde veya bağlı bulunduğu Konfederasyonda\nprofesyonel olarak görev alanlar hakkında, görevde kaldıkları sürece\nmecburi hizmet hükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, İşveren Sendikası ve Konfederasyonunca aynı amaçlarla dış\nülkelere gönderilenler hakkında da bu madde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Teknik gelişme, mesleki bilgilerini artırma amacı ile (Yabancı\nfirmaların davetlisi olarak veya Müessesece doğrudan doğruya gönderilenler\nhariç) taraflar yurt dışına işçi, idari ve teknik eleman göndermek için\nimkanlar aramayı ve yılda asgari 50 işçi, 10 idareci ve 10 teknik eleman\ngöndermeyi kabul ederler.\u003C\u002Fp>\n\n\u003Cp>Bunların da sosyal yardım ve ücretleri işyerinde çalışıyormuş gibi\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE - 46: SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A - Baştemsilci İzni:\u003C\u002Fh4>\n\n\u003Cp>Sendika Baştemsilcisine, temsilcilik görevlerinin gerektirdiği\nfaaliyetlerde bulunabilmesi için aşağıda düzenlenen şekilde ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01 - 50 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51 - 200 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201 - 500 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500’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>Baştemsilci gündüz vardiyasında çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin izin süresini işyerinde geçirmesi asıldır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Sendika Merkezi veya Şubesinin İşverene yapacağı yazılı veya\nsonradan yazı ile doğrulamak koşulu ile sözlü çağrısı üzerine bu\nsüreyi çağrı yapılan yerde de geçirilebilir.\u003C\u002Fp>\n\n\u003Ch4>B- Temsilci izinleri:\u003C\u002Fh4>\n\n\u003Cp>Sendika İşyeri Temsilcileri, bu görevlerini yerine getirirken asıl\nişlerini aksatmamak zorundadırlar. Ancak, Sendika Temsilcilerine aralarında\ntoplantı yapabilmeleri için aşağıda düzenlenen şekilde ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01 - 50 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51 - 200 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201 - 500 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500’den fazla işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch4>C ) Eğitim ve Diğer izinler:\u003C\u002Fh4>\n\n\u003Cp>Sendika Temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için Sendikanın yazılı talebi üzerine aşağıda\ndüzenlenmiş şekline göre ücretli izinverilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01 - 50 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51 - 100 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>30 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101 - 200 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201 - 500 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501 - 1000 İşçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>80 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1000’den fazla işçi çalıştıran işyerinde işçi\n      sayısının\u003C\u002Ftd>\n      \u003Ctd>% 10’u kadar gün,\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp üyeler içindir. Bir\nseferde, işyeri işçi sayısının % 5’inden fazla sayıda üyenin birden\neğitim izni kullanması İşverenin onayına tabidir. Genel Kurullar için bu\n% 5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 47: SENDİKAL TEMİNATLAR\u003C\u002Fh3>\n\n\u003Cp>İşçi Sendikası veya bu Sendikaya bağlı olan Şubelerde veya\nSendikanın bağlı olduğu Konfederasyon Yönetim Kurullarında veya\nBaşkanlığında halen seçilmek suretiyle görevli olanların, bu\ngörevlerinin seçime girmemek, yeniden seçilmemek veya kendi istekleri ile\nçekilmek suretiyle son bulma tarihine kadar iş sözleşmeleri askıda\nkalır.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki fıkra gereğince, iş sözleşmesi askıda kalanlara bu sürede\nişverence hiç bir ücret veya sosyal yardım ödenmez. Bunlar işverenin\nsosyal tesislerinden ve vasıtalarından işte çalışan işçiler gibi\nçalışanlara uygulanan esaslar dairesinde yararlandırılırlar.\u003C\u002Fp>\n\n\u003Cp>Bunların görevlerinin seçime girmeme, yeniden seçilmeme veya kendi\narzularıyla sona ermesinden itibaren en geç 1 ay içinde müracaatları\nhalinde müracaat tarihinden itibaren bir ay içinde o andaki şartlarla eski\nişlerine veyahut eski işlerine uygun diğer bir işe alınırlar. Bu takdirde\nişçinin eski kıdem hakları saklıdır. Sendika Tüzüğü gereğince\nprofesyonel görevi son bulan sendika yöneticileri de bu haklardan\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticilerine ise başvuruları halinde kıdem tazminatı ödenir.\nÖdenecek tazminatın hesabında, işyerinde çalışılmış süreler göz\nönünde bulundurulur ve fesih anında emsalleri için geçerli olan ücret ve\ndiğer hakları esas alınır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 48: İŞÇİLERE VERİLECEK ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>İşçilere istekleri halinde mazeretine dayalı olarak ve işin\naksatılmaması koşuluyla senede daimi işçilere 60 günü, münavebeli\nişçilere ise 30 günü geçmemek üzere iş amirince ücretsiz izin\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>İşçiler bu izinlerini ait olduğu yılı içinde bir defada\nkullanabilecekleri gibi on iki defadada kullanabilirler (32.madde gereğince\nverilen ücretsiz izinlerle, mahkemede bulunabilmek için verilen ücretsiz\nizinler, yıllık ücretli izin sonrası kullanılan ücretsiz yol izinleri ve\n44.madde gereğince ücretli izin alanlardan bu izinleri ücretsize dönüşen\nizinler hariç).\u003C\u002Fp>\n\n\u003Cp>Bu izinlerdeki yılın hesabında takvim yılı esas alınır.\u003C\u002Fp>\n\n\u003Cp>Gerek senelik izinden sonraki yol iznini alıp da bir kısmını veya\ntamamını kullanmayan, gerekse aldıkları izin süresinden önce\nmazeretlerinin sona ermesi nedeni ile bu izinlerinin tamamını kullanmak\nistemeyen işçiler, izinlerinin bitim tarihinden önce de işe\nbaşlatılırlar.\u003C\u002Fp>\n\n\u003Cp>Kamu kurum ve kuruluşlarında sürekli işçi kadrolarında çalışan\nişçilere; 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\u003Cp>Bu maddede düzenlenmeyen konularda PDKS Genelgesi hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-49:GÖZALTINA ALINMA, TUTUKLULUK VE MAHKUMİYETHALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA\u003C\u002Fh3>\n\n\u003Cp>1-Gözetim altına alınan işçiler, bunu belgeledikleri takdirde, kanuni\ngözaltı süresi içerisinde ücretsiz izinli addedilir.\u003C\u002Fp>\n\n\u003Cp>2-İşçi herhangi bir suçtan tutuklandığı ve tutukluluğu İş\nKanunundaki bildirim sürelerini aştığı takdirde, iş sözleşmesi\nmünfesih sayılır. Bildirim süresi kadar süren tutukluluk hallerinde\ntutuklu kalınan süreler kadar işçi ücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>3-Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmaması,\u003C\u002Fp>\n\n\u003Cp>b)Kamu davasının açılmasına gerek duyulmaması,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması, \u003C\u002Fp>\n\n\u003Cp>nedenlerinden biri ile 90 gün içinde son bulması veya adi suçlardan\nyargılanmaları devam ederken 90 gün içinde tahliye edilmesi hallerinde\nişçinin bu tarihten itibaren bir hafta içinde işe dönmeyi talep etmesi\nhalinde İşveren tarafından emsallerinin hakları ile tekrar işe alınır.\nBu halde işe alınan işçilerin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>Tutukluluğu 90 günü aşan ve sonunda salıverilenler ise bu tarihten bir\nhafta içinde başvurmaları halinde de İşverenin takdiri ile işe\nalınırlar.\u003C\u002Fp>\n\n\u003Cp>4-Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden 6 ay veya\ndaha az ceza alan, 6 aydan fazla ceza alıp cezası ertelenen, paraya çevrilen\nveya af ile sonuçlanan veya iyi hali nedeni ile 6 aydan fazla ceza aldığı\nhalde 6 aydan önce tahliye edilen işçilerin tekrar işe başlatılmaları\nişverenin takdiri ile mümkündür. Bu takdirde bunların eski kıdem hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>5-Yargılanmaları tutuklu olarak devam edenlerden, 6 aydan fazla hüküm\ngiyen işçiler 4.fıkradaki haller hariç işe alınmazlar.\u003C\u002Fp>\n\n\u003Cp>6-Yüz kızartıcı suçlar ve sabotaj, Devletin Ülkesi ve Milleti ile\nBütünlüğüne, Milli Güvenliğe, Kamu Düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler; cezasının\nertelenmesi, paraya çevrilmesi veya affa uğraması hallerinde dahi, hiç bir\nsurette tekrar işe alınmazlar.\u003C\u002Fp>\n\n\u003Cp>7-İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde, 90 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınırlar. 90 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma İşverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Ch2>DOKUZUNCU BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>MALİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 50: ÜCRETLER\u003C\u002Fh3>\n\n\u003Cp>A)Nezaretçilik sanatlarının iş değerlemesi sonucu tespit edilen iş\ndeğer puanlarına göre düzenlenmiş bulunan ücret grupları ve ücret\ngruplarına giren sanat unvanları; ekli “Nezaretçilik Unvanları Terfi\nSüreleri, Ehliyet Dereceleri Tabloları”nda gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>B)Nezaretçiler dışında kalan işçilik sanatlarının ücret gruplarına\ngiren, sanat unvanları bu sözleşmeye ekli “Yeraltı ve Yerüstü\nİşçilik Unvanları ve Terfi Süreleri Tabloları”’nda\ngösterilmiştir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch4>C)TABAN ÜCRET:\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>01.01.2023tarihinde günlük brüt çıplak ücretleri; 500,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 500,00 TL’ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Ch4>D)BİRİNCİ YIL BİRİNCİ ALTI AY ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>01.01.2023tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(C) fıkrasındaki taban ücrete çekildikten sonra, 01.01.2023 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.01.2023 tarihinden geçerli olmak\nüzere birinci yıl birinci altı ay için Refah Payı dahil % 45 (Kırkbeş)\noranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2023 indeks sayısının, Aralık 2022\nindeks sayısına göre değişim oranının % 45 (Kırkbeş)’i aşması\nhalinde aşan kısmın tamamı, birinci yıl ikinci altı ay ücret zammı\noranına ilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>E)BİRİNCİ YIL İKİNCİ ALTI AY ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>01.07.2023tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2023\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2023 tarihinden\ngeçerli olmak üzere % 15 (Onbeş) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2023 indeks sayısının, Haziran 2023\nindeks sayısına göre değişim oranının % 15 (Onbeş)’i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>F)İKİNCİ YIL BİRİNCİ ALTI AY ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>01.01.2024tarihinde işyerlerinde çalışmakta olan işçilerin 01.01.2024\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2024 tarihinden\ngeçerli olmak üzere % 10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2024 indeks sayısının, Aralık 2023\nindeks sayısına göre değişim oranının % 10 (On)’u aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>G)İKİNCİ YIL İKİNCİ ALTI AY ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>01.07.2024tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2024\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2024 tarihinden\ngeçerli olmak üzere % 10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2024 indeks sayısının, Haziran 2024\nindeks sayısına göre değişim oranının % 10 (On)’u aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ayının son günündeki\nücrete takip eden ayın birinci gününden geçerli olmak üzere (01.01.2025\ntarihinden geçerli olmak üzere işçilerin 31.12.2024 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>H)(C) ve (D) fıkraları uygulandıktan sonra oluşan birinci yıl birinci\naltı ay ücretleri, “Ücret Skalaları” başlıklı EK-8’de\ngösterilmiştir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 51: GİRİŞ ÜCRETLERİ\u003C\u002Fh3>\n\n\u003Cp>a)İşbu Toplu İş Sözleşmesi’nin yürürlük başlangıç tarihinden\nsonra ilk defa işe alınacak işçiler, Kanuni Asgari Ücretlerle işe\nbaşlatılırlar. Bu işçilerin, taraf sendikaya üye olduklarının İşçi\nSendikası’nca İşverene bildirildiği tarihi takip eden aybaşından\ngeçerli olmak üzere günlük ücretleri; Ek-8’de belirtilen “Giriş\nÜcretleri” skalasındaki, işe alındıkları ücret grubu ve ehliyetteki\nyevmiyeye yükseltilir.\u003C\u002Fp>\n\n\u003Cp>Ancak bu uygulama nedeniyle yeni işe giren işçinin ücreti kendinden\nönce işe girmiş kendi ehliyet derecesindeki ve gurubundaki en son işçinin\nücretini geçemez.\u003C\u002Fp>\n\n\u003Cp>b)İşçilerin terfi etmeleri ancak kendisinin tabi olduğu skala içinde\nolur. Bu halde terfi eden işçilerin gündelikleri, terfi ettikleri tarihi\ntakip eden aybaşından geçerli olmak üzere, terfi ettikleri unvanın kendi\nskalasındaki ücret grubundaki ücretine yükseltilir. Toplu İş\nSözleşmesinin Ek’i “İş (Sanat) ve İşyeri Değişimleri\nYönergesi”nin ilgili hükümleri bu kurala göre uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)Kuruma yeni işçi alınması halinde işveren ve işçi sendikası\ntarafından gerektiğinde yukarıda tespit edilen oranların altında işe\ngiriş ücreti belirlenebilir.\u003C\u002Fp>\n\n\u003Cp>d)Kuruma yeni işe başlayan ve bu madde hükümlerine göre ücreti\nbelirlenen yeraltı ve yerüstü işçilerinin ücretleri; işe girdikleri\nyıl, giriş tarihlerine bakılmaksızın tam yıl kabul edilip her yıl Ocak\nayındaki duruma göre, 5 takvim yılını dolduranlar “Ücret Tabloları”\nbaşlıklı Ek-8’ de bulunan C Skalasına, 10 takvim yılını dolduranlar B\nSkalasına, 15 takvim yılını dolduranlar ise A Skalasına\nyükseltilecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 52: ÜCRET ÖDEMELERİ\u003C\u002Fh3>\n\n\u003Cp>a)İşçilerin istihkaklarına karşılık olan ücret, fazla çalışma,\nher türlü prim (hesabi primler hariç olmak üzere) ve buna benzer\nistihkakları ayda bir olmak üzere, çalışılan ayın on beş ila yirminci\ngünleri arasında tedavüldeki Türk parası ile ATM’lerden ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Nezaretçi ve işçilerin primleri ile işçilerin hesabi primleri takip\neden ay istihkakları ile birlikte, ödenir. Tahakkuk eden hesabi primler cezai\nnitelikteki bir nedenle kesilemez.\u003C\u002Fp>\n\n\u003Cp>c)İşletme tevkifatı nedeni ile işçi istihkaklarından yapılan kesinti\nsonucu ortaya çıkan vergi ve sigorta primi farklarına ait her türlü\nişlemler ödemeyi takip eden oniş günü içinde yapılarak, alacakları\nfarklar işçilere ödenecektir. Ancak, yasal süresi içinde bu işlemler\nyapılmadığından dolayı Maliyeye ve SGK’na yatırılmış olmaları\nnedeni ile Müessesece işçilere ödenmeyen vergi ve sigorta prim farkları\nişçiye ödenerek kusurlu görülenler hakkında gerekli işlemler\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Zorunluluk olmadıkça istihkak ödemeleri iş günlerinde yapılır.\nİşbaşındaki işçilerin istihkak almadaki geçen zamanları normal\nçalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 53: İŞTEN AYRILANLARIN ALACAKLARI\u003C\u002Fh3>\n\n\u003Cp>Ayın herhangi bir gününde, her ne suretle olursa olsun işinden ayrılan\nişçinin bütün istihkak ve hakları, varsa işverene olan borçları\nkesilerek derhal ödenir(Hesabi primler ve ilave tediyeler daha sonra ödenmek\nüzere).\u003C\u002Fp>\n\n\u003Cp>Kanuna göre ödenmesi gerekli kıdem tazminatı ödemeleri akdin sona\nermesinden itibaren en geç bir ay içinde yapılır. Bu bir aylık süre\nmuvazzaf askere gidenler için kendilerinin veya yasal vekillerinin, ölenler\niçin mirasçılarının başvuru tarihinden başlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 54: İŞÇİ ÜCRETLERİNDEN YAPILACAK KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>a)İşçilerin istihkaklarından, yazılı anlaşma ve rızaları\nolmadıkça (yanılgıya düşülerek veya işletme kesintisi usulünün\nuygulanması nedeniyle yapılan fazla ödemeler, işverence ücreti\nkarşılığı yapılan hizmet ve mal karşılığı alacaklarla, kesinleşmiş\nhasar ve zararın bedelinin kesilmesi hariç) TİS hükümleri dışında hiç\nbir yetkili, iş amiri veya İşveren vekili tarafından herhangi bir kesinti\nyaptırılamaz (4.madde hükümleri saklıdır).\u003C\u002Fp>\n\n\u003Cp>b)İşçi, işin yürütümü gereği kendisine verilen her türlü malzeme\nve işletme teçhizatını işinden ayrıldığı takdirde işverene geri\nvermekle yükümlüdür. Geri vermediği her türlü malzeme ve teçhizatın\nyerine koyma bedeli işverence kendisinden tahsil olunur.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 55: ÜCRET HESAP PUSULASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, ücret ödeme günlerinden bir gün önce (teknik arızalar\ndışında) o ay ki çalışma durumlarını içeren istihkak, her türlü\ntahakkuk ve bütün kesintileri gösterir bir ücret hesap pusulasını\nişçilere verir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, 6772 sayılı Yasa konusu ilave tediye ve bu TİS ile kabul\nedilmiş diğer ikramiyeler için ayrı ayrı olmak üzere düzenlenecek kesin\nhesap pusulaları da işçilere ödeme yapılmadan önce verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 56: AVANS ÖDEMELERİ\u003C\u002Fh3>\n\n\u003Cp>İşçilere çalıştıkları ay içerisinde, istekleri halinde\nistihkaklarına sayılmak üzere avans verilir. Bu avans ödemeleri ayda bir\ndefa, işçinin kanundan ve taahhüdünden doğan borçları düşüldükten\nsonra o ay hak kazanacağı toplam net istihkakının % 60’ını geçmemek\nkaydıyla yapılır. Münavebeli işçilere avans tediyesi gruplarının işe\nbaşladığı tarihten itibaren on gün içinde yapılacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 57: HARCIRAH\u003C\u002Fh3>\n\n\u003Cp>İşverence geçici görevle gerek yurtiçi ve gerekse yurtdışına\ngönderilen işçilere 6245 sayılı Harcırah Kanunu ve Cari Bütçe Kanunu\nhükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 58: PRİMLER VE MUHTELİF ÜCRETLER\u003C\u002Fh3>\n\n\u003Cp>a)Her türlü hesabi ve takdiri primler Yönergeleri uyarınca ödenir. Prim\nyönergeleri günün şartlarına uyum sağlayacak şekilde, İşçi\nSendikasının da görüşü alınarak işveren tarafından hazırlanır veya\ndeğiştirilir.\u003C\u002Fp>\n\n\u003Cp>b)Tahlisiyecilik kursu görüp kendi mesleklerinde çalışanlar ile merkez\nve diğer ünitelerde tahlisiye istasyonlarında çalışanların herhangi bir\nolağanüstü halde tahlisiyeci olarak her an işverenin emrine hazır olarak\nbekleyen işçilere ücret aldıkları her gün için diğer bütün hakları\nsaklı kalmak koşulu ile sözleşmenin birinci yılının birinci altı\nayında 1,25 TL\u002FGün, tahlisiyecilik ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>Yangın, göçük, su baskını, grizu ve önemli mekanik arızalardan\ndoğan olağanüstü hallerde de bu gibi olaylarda görevlendirilenlere, bu\nolaylarda çalıştıkları her gün için sözleşmenin birinci yılının\nbirinci altı ayında 69,02 TL\u002FGün, tahlisiyecilik ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu gibi olaylarda tahlisiyecilik kursu görmemiş olan işçilerde\nçalıştırılabilir.\u003C\u002Fp>\n\n\u003Cp>c)Usta öğreticilik kursu görmüş olup, Endüstri Meslek veya Ticaret\nLisesi gibi okul öğrencilerine kurum, tesis, atölye veya bürolarında kendi\nişleri dışında öğretmenlik yapan işçilere cari mevzuat hükümlerine\ngöre ders ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>d)Çalışmaları akşam saat 20.00’den başlayarak, sabah 07.00’ye\nkadar geçen gün dönemine rastlayan işçilere çalıştıkları bu sürede,\nsaat ücreti %8 zamlı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Yeraltında çalışan tüm işçi, usta, uzman ve nezaretçilere fiilen\nyeraltında çalıştıkları günlere münhasır olmak ve başkaca herhangi\nbir ödemeyi etkilememek kaydıyla günlük; çıplak ücretlerinin % 15’i\n(yüzdeonbeş) oranında tazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, aynı esaslarla; Pano Ayak Üretim işçilerine (0201) sözleşmenin\nbirinci yılının birinci altı ayında 65,48 TL\u002FGün, Pano Ayak Üretim Usta,\nUzmanları ile Üretimde çalışan Nezaretçi, Tekniker ve Mühendislere\nsözleşmenin birinci yılının birinci altı ayında 91,92 TL\u002FGün,\nHazırlık işçiliği (0301) sanatlarının işçi, usta ve uzman ehliyet\ndereceleri ile yeraltında çalışan diğer nezaretçi, tekniker ve\nmühendislere sözleşmenin birinci yılının birinci altı ayında 26,38\nTL\u002FGün tazminata ilave olarak ödenecektir. Mekanize kazı işinde çalışan\nMekanizasyon İşçiliği (0605) sanatında çalışanlara, pano ayak üretim\nişçilerine (0201) ödenmekte olan miktarın yarısı aynı esaslarla\nödenir.\u003C\u002Fp>\n\n\u003Cp>f)Bu maddedeki yukarıda yer alan maktu ödemeler toplu iş sözleşmesinin\nbirinci yılının ikinci altı ayı ile ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibarıyla artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>g)Yer üstünde çalışan işçilere, fiilen çalıştıkları günlere\nmünhasır olmak ve başka bir ödemeyi etkilememek kaydıyla, 01.01.2023\ntarihinden geçerli olmak üzere; EK-6-A ve EK-7-A tablolardaki ücret grubu 1\nile 4 arasındaki sanatlarda çalışan işçilere brüt çıplak ücretlerinin\n% 6’ sı, ücret grubu 5 ile 7 arasında olan sanatlarda çalışan\nişçilere brüt çıplak ücretlerinin % 5’ i tutarında iş primi\nödenir\u003C\u002Fp>\n\n\u003Cp>h)Gazi, terör mağduru ve şehit yakınlarına günlük çıplak ücretinin\n%10’u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 59: İŞİN GEREĞİ YERALTINDAÇALIŞTIRILACAKLARAVERİLEN\nÜCRETLER\u003C\u002Fh3>\n\n\u003Cp>Yerüstünde puantajı yapılıp da iş icabı yeraltında çalıştırılan\nişçiler yeraltında fiilen çalıştıkları süreler için yeraltı işçisi\nsayılarak;\u003C\u002Fp>\n\n\u003Cp>a)Lehindeki grup ücret farklarından,\u003C\u002Fp>\n\n\u003Cp>b)İlave tediye ve ek ikramiyelerden,\u003C\u002Fp>\n\n\u003Cp>c)Sosyal haklardan ve katık ücretinden,\u003C\u002Fp>\n\n\u003Cp>d)Varsa bedelsiz yakımlık kömür farkından,\u003C\u002Fp>\n\n\u003Cp>e)Primlerden,\u003C\u002Fp>\n\n\u003Cp>f)Yürürlükteki Yasalara göre vergi bağışıklığından,\u003C\u002Fp>\n\n\u003Cp>g)Yeraltı korunma malzemeleri ile bunlara benzer yeraltı işçilerine\nsağlanacak olan diğer hak ve menfaatlerden,\u003C\u002Fp>\n\n\u003Cp>h)58. maddenin (e) bendine göre yeraltı işçilerine ödenmekte olan\ntazminattan yararlandırılırlar.\u003C\u002Fp>\n\n\u003Cp>Bu gibi işçiler hafta tatili gününden önce bütün hafta devamlı\nolarak yeraltında çalıştırılmış ise bunların hafta tatili ücretleri\nde yeraltı gündelikleri üzerinden ödenir ve vergi bağışıklığından\nyararlandırılırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE - 60: FAZLA ÇALIŞMALAR\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>a) Fazla çalışma yaptırılması işçinin muvafakati ile olur. Fazla\nçalışma süresini gösterir belgenin bir nüshası ilgili işçiye en geç 3\ngün içinde verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, olağanüstü haller, zorunlu nedenler veya teknik arızalardan\ndoğacak aksaklıkların giderilmesi için o branştaki işçiler bu hüküm\ndışındadırlar.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma yaptırılan işlerde çalıştırılan işçilere, beher\nfazla çalışma saati için verilecek ücret normal çalışma ücretinin saat\nbaşına düşen miktarına % 100 eklenmesi suretiyle ödenir (65.madde\nhükümleri saklıdır).\u003C\u002Fp>\n\n\u003Cp>Normal günlük iş müddetinin devamı şeklinde olmamak koşulu ile\ndinlenme halinde iken arızi nedenlerle işe çağrılanların yaptığı bu\nfazla çalışma üç saatten az olsa dahi üç saat üzerinden fazla\nçalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren tarafından görevle işyerinden başka bir işyerine veya yurt\niçinde göreve gönderilen işçilere, görevli olarak bulundukları ve normal\nçalışma süresinin dışında görev yaparak geçirdikleri zamanlar ile\nişveren tarafından her ne nedenle olursa olsun, İşverenin emrinde hazır\nolarak normal çalışma süresinin dışında bekletildikleri süreler de\nfazla çalışma kabul edilerek (a) fıkrası hükümlerine göre fazla\nçalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesinin “İş Süreleri”ni düzenleyen\nmaddesinde belirtilen haftalık çalışma süresini aşan çalışmalar fazla\nçalışma olup, bu süreler için fazla çalışma ücreti işverence\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE - 61: İKRAMİYELER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>a)6772 sayılı Kanun hükümlerine göre işçilere verilmekte olan ilave\ntediyelerinin, bu yasa hükümlerine göre tediyesine devam olunur.\u003C\u002Fp>\n\n\u003Cp>b)İlave tediyelerden ayrı olarak, bütün işçilere 30’ar günlük\nücretleri tutarında yılda iki ikramiye daha ödenecektir. Bu ikramiyelerin\nbirincisi OCAK ayının sonuna, ikincisi MART ayının sonuna kadar ödendiği\ntarihteki ücretler üzerinden ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ikramiyelerin süresinin hesaplanmasında 6772 sayılı kanun hükümleri\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 62: SOSYAL ÖDEMELER\u003C\u002Fh3>\n\n\u003Ch4>1-YEMEK VE KURU KATIK BEDELİ:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>İşyerlerinde çalışmakta olan işçilere fiilen çalıştıkları her\ngün için toplu iş sözleşmesinin birinci yılının birinci altı ayında\nnet 94,25 TL\u002FGün yemek bedeli ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yeraltında çalışan işçilere yemek bedeline ilave olarak fiilen\nçalıştıkları her gün için Toplu İş Sözleşmesinin birinci yılının\nbirinci altı ayında 5,86 TL\u002FGün kuru katık bedeli ödenir.\u003C\u002Fp>\n\n\u003Ch4>2-EVLENME YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>İşyerlerinde çalışan ve iş sözleşmesi devam ederken sözleşmenin\nbirinci yılının birinci altı ayında evlenen işçilere net 828,83 TL\nevlenme yardımı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımdan TTK ve bağlı Müesseselerde çalıştıkları sırada\nevlenen bay ve bayan her iki işçi de ayrı ayrı yararlanırlar.\u003C\u002Fp>\n\n\u003Ch4>3-DOĞUM YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>İşyerlerinde çalışan ve iş sözleşmesi devam eden işçilerin\neşlerinin, işçi bayan ise kendisinin toplu iş sözleşmesinin birinci\nyılının birinci altı ayında doğum yapması halinde her çocuk için\n414,66 TL doğum yardımı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Çocukların ölü doğması halinde sadece bu maddenin 5. numaralı\nfıkrasında belirtilen ölüm yardımı ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch4>4-HASTALIK YARDIMI:\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>İş kazası veya meslek hastalığı sonucu geçici işgöremezliğe\nuğrayan işçilerin bu geçici işgöremezlik sürelerine ait gündelikleri\n(Çıplak gündelik, varsa tahlisiyecilik ücreti dahil) tutarı, işçilerin\nSosyal Güvenlik Kurumundan aldıkları geçici işgöremezlik belgelerini\nişverene ibraz etmeleri üzerine işyerinde çalışıyormuş gibi tam olarak\ntahakkuk ettirilecek ve Sosyal Güvenlik Kurumundan aldıkları geçici\nişgöremezlik ödeneği tutarı düşüldükten sonra farkı, tediye\nolunacaktır. Bunu teminen işçiler Sosyal Güvenlik Kurumundan aldıkları\ngeçici işgöremezliğe ait belgeleri işverene ibraz etmek zorundadırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>5-ÖLÜM YARDIMI:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>a)İşyerlerinde çalışmakta olan ve iş sözleşmesi devam etmekte\nbulunan işçinin eşi veya çocuklarının toplu iş sözleşmesinin birinci\nyılının birinci altı ayında ölümü halinde net 1.243,35 TL işçinin\nkendisine ölüm yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşyerlerinde çalışmakta olan ve iş sözleşmesi devam etmekte\nbulunan işçinin; iş kazası ve meslek hastalığı dışında bir nedenle\nToplu İş Sözleşmesinin birinci yılının birinci altı ayında ölümü\nhalinde net 2.071,86 TL yasal mirasçılarına ölüm yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin iş kazası veya meslek hastalığı sonucu toplu iş\nsözleşmesinin birinci yılının birinci altı ayında ölümü halinde net\n3.314,70 TL ölüm yardımı yasal mirasçılarına ödenir. Kanundan doğan\nhaklar saklıdır.\u003C\u002Fp>\n\n\u003Ch4>6-TAŞIT YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>Fiilen işyerlerinde çalışan işçilere işe gelip gittikleri her gün\niçin toplu iş sözleşmesinin birinci yılının birinci altı ayında 17,12\nTL\u002FGün taşıt yardımı ödenecektir.\u003C\u002Fp>\n\n\u003Ch4>7-CENAZE NAKLİ:\u003C\u002Fh4>\n\n\u003Cp>a)İş sözleşmesi devam etmekte iken, herhangi bir nedenle, nerede olursa\nolsun ölen işçilerin cenazeleri, aile bireylerinden birisinin veya İşçi\nSendikasının veya ilgili Şubesinin talebi üzerine vasıtaların\ngidebileceği yere kadar nakledilir. İlgili doktorların lüzum göstereceği\nformalitelerin tamamlanmasından doğacak masraflar, İşverence\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinin bulunduğu il hudutları dışında vefat eden işçinin\ngeçindirmekle yükümlü bulunduğu aile bireylerinin cenazeleri işçinin\nveya İşçi Sendikasının veyahut ilgili Sendika Şubesinin talebi üzerine\nişçinin işyerinin bulunduğu İl hudutları içinde gösterilecek ve\nvasıtaların gidebileceği yere kadar nakledilir. Aynı zamanda ilgili\ndoktorların lüzum göstereceği formalitelerin yerine getirilmesinden\ndoğacak masraflar işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin çalışmakta olduğu işyerinin bulunduğu İl hudutları\niçinde vefat eden işçinin geçindirmekle yükümlü bulunduğu aile\nbireylerinin cenazeleri işyerinin bulunduğu il ile Bartın ve Karabük\nhudutları içinde vasıtaların gidebileceği yere kadar nakledilir. Ancak,\nbunlar için ayrıca herhangi bir masraf ödenmez.\u003C\u002Fp>\n\n\u003Cp>d)Zonguldak, Bartın ve Karabük İli hudutları içinde oturup, iş kazası\nnedeniyle ölen işçilerin cenazelerine katılmak üzere cenazenin\ndefnedileceği köye gidecek aynı köy halkından işçileri götürüp, aynı\ngün defni müteakip getirmek için araçların gidebileceği yere kadar\nyeterince araç işverence sağlanır.\u003C\u002Fp>\n\n\u003Cp>e)(a) ve (b) fıkralarında belirtilen cenazelerin işveren vasıtaları ile\nnakledilmesinin mümkün olmaması halinde cenaze nakil ve formalite\nmasrafları ibraz edilecek faturalar mukabilinde hak sahiplerine ödenir.\u003C\u002Fp>\n\n\u003Ch4>8-YAKIMLIK KÖMÜR YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>İşverence bütün işyerlerinde iş sözleşmesi devam eden işçilere\nsözleşmeye ekli bedelsiz yakımlık kömür yönergesinde belirtilen esaslar\nçerçevesinde; 18\u002F50, 10\u002F18 karışımı LAVE Taşkömürü her türlü yasal\nkesintileri Kurumca (TTK) karşılanmak kaydıyla bedelsiz olarak\nverilecektir.\u003C\u002Fp>\n\n\u003Cp>Isıtılan ve sıcak suyu olan Kurum konutlarında oturmakta olan işçiler\nbedelsiz yakımlık kömür yardımından yararlanamazlar. Ancak bu konutlar\niçin kesilecek kira bedeline ısınma karşılığı dahil edilmez.\u003C\u002Fp>\n\n\u003Ch4>9-SOSYAL YARDIM:\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan ve iş sözleşmesi devam eden işçilerden daimi\nişçilere her ay, münavebeli iki grup esasına göre çalışan işçilere\nkendi gruplarında çalıştıkları her dönem için toplu iş sözleşmesinin\nbirinci yılının birinci altı ayında 1.595,00 TL\u002FAy sosyal yardım\nödenir.\u003C\u002Fp>\n\n\u003Cp>Münavebeli olarak üç grup esasına göre iki aylık dönemler halinde\nçalışan işçilere, her ayın bir dönem olarak kabulü suretiyle Sosyal\nYardım ödenir. Bu esasa göre çalışan işçilere, çalıştıkları\ndöneme ait aydan artan süreleri 15 günden az ise, aydan artan bu süreler\niçin Sosyal Yardım ödenmez.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalığı sebebiyle istirahat halleri ve 1 ayı aşmayan istirahat\nhallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak, boş gruplarında çalışan münavebeli işçilere bir tahakkuk\ndöneminde 15 günden az çalışmaları halinde bu yardım ödenmez.\u003C\u002Fp>\n\n\u003Ch4>10-GİYİM YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yıl birinci altı ayında\nher ay brüt 84,58 TL\u002FAy giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>11-Bu maddede yer alan ödemeler toplu iş sözleşmesinin birinci yıl\nikinci altı ay ile ikinci yıl birinci ve ikinci altı aylarında ücret\nzammı oranında ve ücretin zamlandığı tarih itibariyle artırılarak\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Doğum, Evlenme ve Ölüm Yardımlarında olayın vuku bulduğu döneme\nilişkin rakam ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 63: TATİL GÜNLERİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Ulusal Bayram ve genel tatil günleri hakkında Kanun hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>MADDE - 64: HAFTA TATİLİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1-Bu TİS’in “İş Süreleri” başlıklı maddesi ile düzenlenen iş\nsürelerine uygun olarak çalıştırılan yerüstü işçilerine hafta sonunda\nbir gün ücretli hafta tatili yaptırılır. Bugünkü yevmiyesi (Çıplak\nyevmiye varsa tahlisiyecilik ücreti) ile o güne ait sosyal yardımları\nödenir.\u003C\u002Fp>\n\n\u003Cp>Yeraltında çalışan işçiler bu TİS’in “İş Süreleri”\nbaşlıklı maddesi ile düzenlenen haftalık çalışma süresini 5\nişgününde tamamlar. Haftalık 5 gün 37,5 saat çalışan işçilere 6 ncı\ngün izin yaptırılır ve çalışmış gibi sayılır, o günkü yevmiyesi\nkesilmez. 7. Gün hafta tatilidir. Bugünkü çıplak yevmiye varsa\ntahlisiyecilik ücreti ve o güne ait sosyal yardımları ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçinin hafta tatili ücretine hak kazanabilmesi için hafta içinde\nçalışılması gereken altı günün (yeraltında beş günün) hesabında,\n4857 sayılı İş Kanunu’nda ve aşağıdaki çalışılmış gibi\nsayılması kabul edilen günler de dikkate alınır:\u003C\u002Fp>\n\n\u003Cp>a)İş kazaları nedeniyle verilen istirahatların tamamı,\u003C\u002Fp>\n\n\u003Cp>b)Hekim raporuyla verilen ve yedi günü aşmayan iş kazası dışındaki\nhastalıklar nedeniyle verilen istirahatlar,\u003C\u002Fp>\n\n\u003Cp>c)Yıllık ücretli izin günlerinin tamamı,\u003C\u002Fp>\n\n\u003Cp>d)İş amirince verilen ve yedi günü aşmayan ücretsiz izinler,\u003C\u002Fp>\n\n\u003Cp>e)Yıllık ücretli izinlerin sonunda dört güne kadar verilen ücretsiz\nyol izinleri (4 gün),\u003C\u002Fp>\n\n\u003Cp>f)Münavebeli işçilerin kendi çalışma devrelerindeki ilk hafta tatili\ngünü için iş programı icabı köylerinde geçen sürelerin tamamı.\u003C\u002Fp>\n\n\u003Cp>İstirahat veya ücretsiz izinler içine giren hafta tatili ücreti\nödenmez.\u003C\u002Fp>\n\n\u003Cp>2 - İşveren, işçileri iş gereği hafta tatili günlerinde\nçalıştırılabilir. Hafta tatili günlerinde çalıştırılan işçilere\ntakip eden hafta içinde, işçinin istediği günde, 24 saatten az olmamak\nüzere ücretli izin verilir. İzin verilmediği takdirde 65. maddeye göre\nücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>Geçici görevle yurt içinde seyahate gönderilen işçilerin fiilen görev\nyaptıkları hafta tatili günlerindeki süreler çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-65: ULUSALBAYRAM - GENEL VE HAFTA TATİLİ GÜNLERİNDE ÖDENECEK\nÜCRETLER\u003C\u002Fh3>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günleri ile Hafta Tatili Günlerinde\nçalıştırılan işçilerin gündelikleri ve fazla çalışma ücretleri\naşağıda gösterildiği şekilde ödenir.\u003C\u002Fp>\n\n\u003Cp>a)Cumhuriyet Bayramı olan 29 Ekim günü çalıştırılmayan işçilere\nhiç bir iş karşılığı olmaksızın bir yevmiye, aynı gün\nçalıştırılanlara üç yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Genel tatil günlerinde çalıştırılmayan işçilere, hiç bir iş\nkarşılığı olmaksızın bir yevmiye, çalıştıkları takdirde üç\nyevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçilerin Ulusal Bayram ve Genel Tatil Günlerinden evvel ve sonra\nçalışılmamış günü olsa dahi bu bayram ve genel tatil günlerine ait\nücretleri ödenir.\u003C\u002Fp>\n\n\u003Cp>c)28 Ekim günü ile Dini Bayramların arife günlerine isabet eden yarım\ngünlük genel tatiller için;\u003C\u002Fp>\n\n\u003Cp>-08.00-16.00 (P2) Postasında;\u003C\u002Fp>\n\n\u003Cp>-08.00.-13.00 saatleri arasında çalışanlara bir yevmiye,\u003C\u002Fp>\n\n\u003Cp>-08.00.-13.00 saatleri arasında çalışmayanlara yarım yevmiye,\u003C\u002Fp>\n\n\u003Cp>-08.00.-16.00 saatleri arasında çalışanlara 1,5 yevmiye,\u003C\u002Fp>\n\n\u003Cp>-16.00-24.00 (P3) Postasında çalışanlara 2 yevmiye, çalışmayanlara 1\nyevmiye ödenir.”\u003C\u002Fp>\n\n\u003Cp>d)4857 sayılı İş Kanununun 63.maddesine istinaden normal günlerde eşit\nölçülere bölünerek fazla çalıştırılıp Cumartesi günleri yarım gün\nçalışan işyerlerinde çalışanların; 28 Ekim ve Dini Bayramların arife\ngünleri Cumartesi günlerine tesadüf edip tatil saatine kadar\nçalıştıkları takdirde normal gündeliğine ilaveten hiç bir iş\nkarşılığı olmaksızın bir gündelik, o gün hiç işe gelmemiş olanlara\nise hiç bir iş karşılığı olmaksızın öğleden sonraki tatil için bir\ngündelik ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Ulusal Bayram ve Genel Tatil Günleri hafta tatiline rastlayıp ta\nçalıştırılan işçilere dört yevmiye ödenir. Hafta tatili ücretini\nkaybedenlerin bu günleri Ulusal Bayram ve Genel Tatil günlerine rastlarsa o\ngüne ait bayram ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>f)Hafta tatili günlerinde çalışmayıp izin yapan işçilere hiç bir iş\nkarşılığı olmaksızın bir yevmiye, hafta tatili günü çalıştırılıp\nda müteakip hafta içinde izin verilen işçilere çalıştırıldığı hafta\ntatili günü ücreti fazla çalışma addolunup % 100 zamlı, izin\nyaptırıldığı gün içinde hiç bir iş karşılığı olmaksızın bir\nyevmiye ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Hafta tatili günü çalıştırılıp da müteakip hafta izin verilmeyip\nçalıştırılan işçilere, hafta tatili günü ücreti fazla çalışma\naddolunup % 100 zamlı, izin verilmeyip de çalıştırıldığı müteakip\nhaftadaki gün içinde normal yevmiye ödenir. Bunlara ilaveten ayrıca hiç\nbir iş karşılığı olmaksızın alması gereken hafta tatili ücreti olarak\nbir yevmiye daha ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin hafta tatiline isabet eden günlerde fazla çalışma yapan\nişçilere tek yevmiyesinin saat başına isabet eden miktarının % 100\nilavesi suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>g)Hafta Tatili ücretini kaybetmiş olanlar, ücretini kaybettiği bu hafta\ntatili günü çalıştırılırsa normal yevmiyesi ödenir. Ayrıca herhangi\nbir ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Ch2>ONUNCU BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>AKDİN FESHİNDE BİLDİRİM ÖNELLERİ-BUÖNELLERE AİT ÜCRET VE KIDEM\nTAZMİNATI\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 66: BİLDİRİMÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>İş Kanunu’nda belirtilen bildirim önelleri aşağıdaki şekilde tespit\nolunmuştur.\u003C\u002Fp>\n\n\u003Cp>A)a-İşi 6 aydan az sürmüş olan işçi için bildirimin diğer tarafa\nyapılmasından başlayarak 3 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b- İşi 6 aydan 1,5 yıla kadar sürmüş olan işçi için, bildirimin\ndiğer tarafa yapılmasından başlayarak 5 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c- İşi 1,5 yıldan 3 yıla kadar sürmüş olan işçi için, bildirimin\ndiğer tarafa yapılmasından başlayarak 7 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d- İşi 3 yıldan fazla sürmüş olan işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak 10 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi feshedilmiş olur.\u003C\u002Fp>\n\n\u003Cp>e- İşveren, İş Kanunu’nun ilgili maddesi hükümlerine uygun olarak\nişçinin bu müddetlere ait ücretini peşin ödemek suretiyle iş\nsözleşmesini feshedebilir.\u003C\u002Fp>\n\n\u003Cp>f- 05.05.1997 tarihinden sonra işe girenlere yasadaki süreler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>B)Çalışmakta iken;\u003C\u002Fp>\n\n\u003Cp>a- Yüksek tahsile gidecek işçilerin okula kaydolduklarını\nbelgelendirmeleri ve bu durumu işten ayrılacakları tarihten en az bir hafta\nönce bildirmeleri;\u003C\u002Fp>\n\n\u003Cp>b- Kadın işçilerin evlenmeleri nedeni ile işten ayrılacaklarım;\nevlenecekleri tarihten en az bir hafta önce, evlendikten sonraki bir sene\niçinde ise işten ayrılacakları tarihten en az bir hafta önce\nbildirmeleri;\u003C\u002Fp>\n\n\u003Cp>c-SGK’dan yaşlılık aylığı almaya hak kazandıklarından iş\nsözleşmesini feshedeceğini en az bir hafta önce bildirmeleri;\u003C\u002Fp>\n\n\u003Cp>halinde bu işçiler hakkında iş amirinin teklifi, Genel Müdürlükte\nİşletme Müdürünün, Müesseselerde Müessese Müdürünün onayı ile\nbildirim önellerine ait hükümler uygulanmayacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE - 67: KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem Tazminatı Kanun Hükümlerine göre ödenir. Bu hükümler\nçerçevesinde her hizmet yılı için süre 45 gündür. Ancak 21.11.1984\ntarihinden sonra işe giren işçilere yasal süre uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ONBİRİNCİ BOLUM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKA AİDATLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 68: SENDİKA AİDATLARI\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde uygulanan Toplu İş Sözleşmesinin tarafı olan İşçi\nSendikasının yazılı talebi ve aidatı kesilecek Sendika Üyesi işçilerin\ndeğişiklik listesini vermesi üzerine İşveren, Sendika tüzüğü uyarınca\nüyelerin sendikaya ödemeyi kabul ettikleri üyelik aidatını ve 6356\nsayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu gereğince Sendikaya\nödenmesi gerekli dayanışma aidatını, işçilere yapacağı ücret\nödemesinden kesmeye ve kestiği aidat nev’ini belirterek tutarını ilgili\nSendikaya vermeye ve kesinti listesini sendikaya göndermeye mecburdur.\nİşveren aidat kesintisinden dolayı banka masrafları dışında bir masraf\ntalep edemez.\u003C\u002Fp>\n\n\u003Cp>Askerden dönen işçilerin işe başladıkları tarihten itibaren İşçi\nSendikası üyelik aidatları işverence istihkaklarından kesilerek sendikaya\nödenir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki fıkralar gereğince İşçi Sendikası Tüzüğüne uygun\nolarak kesilmesi gereken aidatların kesilmemesi veya kesilmesine rağmen bir\nay içinde sendikaya yatırılmaması halinde, aidatlar sendika hesabına\nyatırılıncaya kadar, bankalarca işletme kredilerine uygulanan en yüksek\nfaiz işverence ödenir.\u003C\u002Fp>\n\n\u003Ch2>ONİKİNCİ BOLUM\u003C\u002Fh2>\n\n\u003Ch2>İŞÇİ SENDİKASI İŞYERİ TEMSİLCİLİĞİ TEMİNATI VE\nGÖREVLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 69: İŞYERİ SENDİKA TEMSİLCİLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilci sayısı, 6356 sayılı Kanunun 27. maddesinde\nbelirtilen adette olacaktır.\u003C\u002Fp>\n\n\u003Cp>İşyeri Temsilcisi atanması bakımından kurum bazında her müstakil\nBaşmühendislik ve muadil birimler ayrı bir işyeri kabul edilerek Sendikaca\nen fazla 90 işyeri temsilcisi atanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 70:TEMSİLCİLERE YER TAHSİSİ VE TEMSİLCİLERİN YETKİLERİ\u003C\u002Fh3>\n\n\u003Cp>A)İşveren, İşçi Sendikası işyeri temsilciliklerine çalışmak üzere\nyer gösterir ve temsilcilerin görevlerini yapabilmeleri bakımından her\ntürlü kolaylık ve yardımda bulunur. Aynı zamanda bu yerlere Müessese\nsantralına bağlı bir dahili telefon konulur.\u003C\u002Fp>\n\n\u003Cp>Temsilcilere tahsis edilen bu yerler sendikal faaliyetler dışında\nkullanılamaz.\u003C\u002Fp>\n\n\u003Cp>B)İşçi Sendikası işyeri temsilcileri kendi işyerlerinde gerek işin\ngereğinden ve gerekse TİS’in uygulanmasından doğacak sınırlı\nanlaşmazlıkları ve işçilerin başvurularını İşçi Sendikası adına\nişyeri amirleri ile görüşerek sonuçlandırmaya yetkilidirler.\u003C\u002Fp>\n\n\u003Cp>C)İşçi Sendikası İşyeri Temsilcileri hakkında, TİS’e ekli İşyeri\nTemsilciliği Yönergesi uygulanır. Temsilciler ve taraflar bu yönerge\nhükümlerine uymak zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>İşçi Sendikası İşyeri Temsilcileri, kendilerine verilmiş olan\ngörevleri anılan Yönerge hükümlerine göre, gereği gibi yapmamak ve yasak\nfaaliyetlerde bulunmak suretiyle görevlerini kötüye kullandıkları\ntakdirde, İşveren durumu delilleri ve görüşü ile birlikte gereği\nyapılmak üzere İşçi Sendikasına bildirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 71: SENDİKA TEMSİLCİSİ VE YÖNETİCİLERİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde çalışan işçi sendikası yönetim, denetim, disiplin\nkurulları başkan ve üyeleri ile işyeri sendika temsilcileri sırf sendikal\nfaaliyetleri nedeni ile cezalandırılamaz ve iş sözleşmeleri bu nedenle\nbozulamaz. Bu yönetici ve temsilciler rızaları dışında meslekleri ile\nilgili olmayan bir işe nakledilemezler.\u003C\u002Fp>\n\n\u003Cp>Yönetici ve temsilcilerin teminatı ile iş sözleşmelerinin feshi\nkonusunda Yasal Hükümler uygulanır.\u003C\u002Fp>\n\n\u003Ch2>ONÜÇÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SÖZLEŞMENİN UYGULAMA VE DENETİMİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 72: UYGULAMA DENETLEME VE UYUŞMAZLIKLARI ÇÖZME KURULU\u003C\u002Fh3>\n\n\u003Cp>1-TİS ve yürürlükteki mevzuat ile taraflara sağlanmış olan hakların\nihlalini, bunların uygulanmasından doğacak aksaklık ve noksanlıkları\ngidermek, yürürlükteki mevzuat ve TİS kapsamına giren ve bunların\nuygulanması ile ilgili konularda işveren tarafından çıkarılmış ve\nyürürlükte bulunan veya yeniden çıkarılacak olan her türlü genelge,\ntamim, yönetmelik, genel not, özel not, prim formülleri ile iş ve\nçalışma hayatını ilgilendiren genel nitelikteki her türlü yazılarla\nilgili hususların uygulanmasından doğacak aksaklık ve noksanlıkları\ngidermek ve daha evvel görüşülmüş olsalar dahi, taraflardan birinin\nisteği ile konuyu karara bağlamak üzere Kurum Merkezinde bir uygulama\nDenetleme ve Uyuşmazlıkları Çözme Kurulu oluşturulur.\u003C\u002Fp>\n\n\u003Cp>2-Kurulun Oluşması:\u003C\u002Fp>\n\n\u003Cp>Kurul; üçü İşveren, üçü İşçi Sendikasınca görevlendirilecek\naltı üyeden oluşur. Taraflar ayrıca üçer yedek üye de belirlerler.\nTarafların görevlendirdikleri üyelerini her zaman değiştirmeleri\nmümkündür. Üyelerden birinin toplantıya katılmaması halinde yerine\nyedeği katılır. Kurulun asıl ve yedek üyelerinin herhangi bir nedenle\ntoplantıya katılmaması halinde yerlerine mutlak suretle yetkili başka bir\ntemsilci katılır. Kurul toplantılarına taraflarca gerek görüldüğü\ntakdirde görüşülecek konu ile ilgili Müesseseler ve İşçi Sendikası\nŞubeleri Yetkilileri ile ihtisas sahibi elemanlar oy hakkı olmamak üzere\ndanışman olarak iştirak ettirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Kurul Başkanı İşveren Temsilcileri arasından Genel Müdürce\natanır.\u003C\u002Fp>\n\n\u003Cp>Taraflar kurulda görevlendirecekleri asıl ve yedek üyelerini, TİS’in\nimzalandığı tarihten itibaren 1 ay içerisinde birbirlerine bildirirler.\u003C\u002Fp>\n\n\u003Cp>3-Konuların Kurula Gelmesi:\u003C\u002Fp>\n\n\u003Cp>1. Fıkrada belirtilen yorum ve uygulamadan doğan uyuşmazlıkların\nçözümü İşçi Sendikası veya işveren tarafından istenebilir.\u003C\u002Fp>\n\n\u003Cp>Yorumu gerektiren ya da uygulamadan doğan uyuşmazlığın çıktığı\nişyerlerinde, TİS’de belirlendiği şekilde çözümlenmediği durumlarda,\nkonu gerekçesi ve varsa belgeleri ile birlikte yazılı olarak Kurul\nBaşkanına ulaştırılır.\u003C\u002Fp>\n\n\u003Cp>Taraflar, kurula anlaşmazlıkla ilgili istenecek evrak ve belgeleri vermek\nzorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Taraflar gereklilik ve zorunluluk durumunda yorum ve uygulama ile ilgili\nuyuşmazlıkları doğrudan doğruya Kurul Başkanlığına\nulaştırabilirler.\u003C\u002Fp>\n\n\u003Cp>4-Kurulun çalışması:\u003C\u002Fp>\n\n\u003Cp>Başkan, Kurula ulaşan konuları görüşmek üzere konunun Başkanlığa\nulaştığı tarihten itibaren 6 iş günü içinde Kurulu toplantıya\nçağırır.\u003C\u002Fp>\n\n\u003Cp>Kurul, anlaşmazlıkları ilk toplantı gününden itibaren en geç 10 iş\ngünü içinde karara bağlar. Ancak, gereklilik ve zorunluluk durumunda Kurul\nkararı ile bu süre uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>Kurul, kendisine ulaşan konuları gerekli görmesi durumunda, taraf\ntemsilcilerinden oluşacak bir komisyona da incelettirebilir. Bu komisyonun\nkurulması, çalışma şekli, komisyonun kuruluş kararında belirtilir.\u003C\u002Fp>\n\n\u003Cp>Kurul, üye tam sayısı ile toplanır. Kurul kararları tarafların oy\nçokluğu ile alınır. Kurul Başkanı dahil üyelerin birer oy hakkı\nvardır. Kararda çekimser kalınamaz. Karşı oy veren gerekçesini yazmak\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>Kurul kararları kesin olup, taraflar bu kararlara uymak zorundadırlar.\nAncak, kurul kararları özel hakem kararları niteliğini taşımadığı\ngibi, kurul çalışmaları da tahkim Müessesesi niteliğinde değildir.\u003C\u002Fp>\n\n\u003Cp>Kurul süresi içinde toplantıya çağrılmadığı, çağrılmasına\nrağmen 6 işgünü içinde toplanamadığı veya toplanıp da süresi içinde\nanlaşmazlığı gideremediği takdirde taraflar yasal yollara\nbaşvurabilirler.\u003C\u002Fp>\n\n\u003Cp>TIS kapsamına giren ve sözleşmenin uygulanması ile ilgili olarak\nİşverence çıkarılan Genelge, Yönetmelik, Genel Not, Özel Not, Prim\nFormülleri ile iş ve çalışma hayatını ilgilendiren genel nitelikteki\nyazıların birer kopyası ilgili birimlerle birlikte İşçi Sendikasına da\ngönderilir.\u003C\u002Fp>\n\n\u003Cp>Kurul Kararları 5 kopya olarak yazılır. Bir kopyası kurul dosyasına\nkonulur, ikişer kopyası da beş iş günü içinde taraflara yazılı olarak\nbildirilir.\u003C\u002Fp>\n\n\u003Cp>Genel nitelikteki kararlar tüm Müesseselere duyurulur.\u003C\u002Fp>\n\n\u003Cp>Kurul Raportörlüğü İşverence yürütülür.\u003C\u002Fp>\n\n\u003Ch2>ONDÖRDÜNCÜBÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞÇİLERİN DİLEK VE ŞİKÂYETLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 73: İŞÇİLERİN SÖZLEŞME İLE İLGİLİ BAŞVURULARI VE\nŞEKLİ\u003C\u002Fh3>\n\n\u003Cp>A)İşçi Sendikası üyesi olan işçilerin TİS’in uygulanması ile\nilgili başvuruları, işçinin kendisi, İşçi Sendikası veya Şube\naracılığı ile yapılır.\u003C\u002Fp>\n\n\u003Cp>B)İşçiler, TİS dışında kalan her türlü şikâyet ve dilekleri\nbildirmek için yazılı veya sözlü olarak, önce çalıştığı işyerinin\nvarsa başvuru bürosuna, yoksa bağlı bulundukları en yakın iş amirine\nveya sırası ile üst makamlara başvururlar. Yazılı başvurulara\nilgililerce 15 işgünü içinde yine yazılı olarak cevap verilmesi\nşarttır.\u003C\u002Fp>\n\n\u003Cp>Yazılı başvurularda, başvuru sahibinin kimliğini, SGK sicil numarası\nile açık işyeri veya ikametgâh adresini belirtmesi gereklidir. Kimliği\naçıkça belirli olmayan veya sonradan değişik kimlik yazılarak\nyapıldığı anlaşılan başvurular hakkında işlem yapılmaz.\u003C\u002Fp>\n\n\u003Cp>İşçi Sendikasının veya Şubelerinin TİS’in uygulanması ile ilgili\nkonular ile üyelerinin Sendikaya veya Şubelerine başvuruları üzerine\nişveren veya ilgili müesseselere aktarılan konuların da incelenmesi\ntamamlanarak, olumlu veya olumsuz onbeş gün içinde cevaplandırılması\nzorunludur.\u003C\u002Fp>\n\n\u003Ch2>ONBEŞİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÇEŞİTLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE- 74: HASAR VE ZARARDA RÜCU\u003C\u002Fh3>\n\n\u003Cp>İşveren çalıştırdığı işçilerin kusurlu hareketleri sonucu meydana\ngelen iş kazalarından dolayı hak sahiplerine ödediği tazminat miktarının\nkusur oranına göre işçiler veya varisleri aleyhine rücu davası açmadan\nönce konuyu İşverence görevlendirilecek üç, İşçi Sendikasınca\ngörevlendirilecek iki, toplam beş elemandan oluşan komisyona\nincelettirir.\u003C\u002Fp>\n\n\u003Cp>Rücu davası açılıp açılmaması hakkında bu komisyonca verilecek\nraporun tetkikinden sonra karar verilir.\u003C\u002Fp>\n\n\u003Cp>Komisyon incelemesini konunun intikalinden itibaren en geç iki ay içinde\ntamamlar.\u003C\u002Fp>\n\n\u003Cp>İş kazasının meydana gelmesinde kasıt hali hariç aynı iş kazası\nsonucu ölen işçinin hak sahiplerine kurumca rücu edilmez.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 75: SOSYAL TESİSLER\u003C\u002Fh3>\n\n\u003Cp>İşveren, işletme bünyesindeki mevcut ve daha sonra açılacak lokal,\ndinlenme yerleri, misafirhaneler ve dinlenme kampları gibi tesislerden sendika\nüyesi işçilerin yararlanmaları için sendikanın da görüşü alınarak,\nimkanlar nispetinde gerekli kolaylıkları sağlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 76: HASTA TAŞIMA\u003C\u002Fh3>\n\n\u003Cp>İşyerinde çalışmakta iken hastalanan işçilerden SGK’nun hizmet\nsatın aldığı sağlık kurumlarına götürülmesi gerekenleri, SGK’nun\nhizmet satın aldığı sağlık kurumlarına götürmeyi ve bu amaçla\nMüessese ve işletmelerde üç vardiya vasıta bulundurmayı işveren kabul\neder.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 77: EĞİTİM\u003C\u002Fh3>\n\n\u003Cp>a)İşveren, işçilerin çalışma güçlerinin arttırılmasını\nsağlamak, beden eğitimi çalışmaları yapmaları ve boş zamanları sporla\ndeğerlendirmeleri için 3289 sayılı Yasa Hükümlerine uyar.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, Maden İşçileri Eğitim ve Spor Vakfı amaçları için\nkullanmak ve hukuki ve mali tüm sorumluluk işçi sendikasına ait olmak\nüzere muvafakat eden işçiden, her ay için toplu iş sözleşmesinin birinci\nyılında 40,00 TL\u002FAY, ikinci yılında ise 50,00 TL\u002FAY kesmeyi ve en geç 5\nişgünü içinde “Maden İşçileri Eğitim ve Spor Vakfı“ hesabına\nyatırmayı kabul eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 78: İŞÇİ İFADELERİNİN ALINMASINDA UYGULANACAK YÖNTEM\u003C\u002Fh3>\n\n\u003Cp>İşçilerin Müessesenin veya bağlı bulunduğu üst kuruluşun herhangi\nbir makamı tarafından ifadeler alınırken (Genel Müdürlük Teftiş\nKurulunca alınacak ifadeler hariç) işçi sendikası şube yöneticilerinden\nveya işyeri temsilcilerinden birisi gözlemci olarak bulunur ve tutanakları\nimza eder.\u003C\u002Fp>\n\n\u003Cp>İşçi Sendikası Şube Yöneticisinin veya işyeri temsilcisinin\ntutanağı imza etmemesi halinde, gerekçelerini belirtmesi zorunludur.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 79: SÖZLEŞMENİN EKLERİ\u003C\u002Fh3>\n\n\u003Cp>Aşağıda belirtilen;\u003C\u002Fp>\n\n\u003Cp>1-İş (Sanat) ve İşyeri Değişimleri Yönergesi,\u003C\u002Fp>\n\n\u003Cp>2-İşçilere Verilecek Kişisel Koruyucu Donanımı Yönergesi,\u003C\u002Fp>\n\n\u003Cp>3-Ücretli Mazeret İzinleri Yönergesi,\u003C\u002Fp>\n\n\u003Cp>4-Bedelsiz Yakımlık Kömür Yönergesi,\u003C\u002Fp>\n\n\u003Cp>5-İşçi Sendikası İşyeri Temsilciliği Yönergesi,\u003C\u002Fp>\n\n\u003Cp>6-Yeraltı ve Yerüstü İşçilik Unvanları ve Terfi Süreleri Tablosu,\u003C\u002Fp>\n\n\u003Cp>7-Nezaretçilik Unvanları, Terfi Süreleri, Ehliyet Dereceleri Tablosu,\u003C\u002Fp>\n\n\u003Cp>8-Ücret Skalaları\u003C\u002Fp>\n\n\u003Cp>işbu Toplu İş Sözleşmesinin ekidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 80: HİZMET ZAMMI:\u003C\u002Fh3>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum ve Kuruluşunda\ngeçirdikleri her tam hizmet yılı için hiçbir ödemeyi etkilememek ve\nmüktesep hak sayılmamak kaydıyla toplu iş sözleşmesinin yürürlük\nsüresince brüt 15,00 TL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch3>MADDE-81: EK ÖDEME\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlyamount1\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 3.625,00 TL ek ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ek ödeme, toplu iş sözleşmesinin ikinci yılının Mayıs ayında ve bir\nkez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları (toplu iş\nsözleşmesinin birinci yılının birinci altı ay zammı olan %45 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>ONALTINCI BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>YÜRÜRLÜK VE GEÇİCİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 82: SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 01.01.2023 tarihinden başlamak ve 31.12.2024\ntarihinde sona ermek üzere 24 ay süre ile yürürlükte kalacaktır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1: FARKLARI ÖDEME ZAMANI\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin yürürlük tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar\nişverenin bütçe imkanları göz önüne alınarak gecikmeden\nödenecektir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 2:\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-İş ve Hak-İş Konfederasyonları ile Kamu İşveren\nSendikası (TÜHİS) arasında 09.05.2023 tarihinde imzalanan “2023 Yılı\nKamu Toplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü” nün 6.\nmaddesine istinaden 24.05.2023 tarihinde Hükümet ve Türk-İş Konfederasyonu\nile Kamu İşveren Sendikası (TÜHİS) arasında imzalanan “Ek Çerçeve\nAnlaşma Protokolü” nün (a) fıkrasına istinaden “Giriş Ücretleri”\nbaşlıklı 51. Maddesinde düzenleme yapılmıştır. Bu düzenleme\nçerçevesinde yapılan değişiklikler, 2023 yılı öncesi işe girmiş\nmevcut çalışanları da kapsamak üzere 01.01.2023 tarihi itibariyle\nuygulanacak olup; 2023 yılı ve sonrası işe giren işçiler TİS ekindeki\nGiriş Skalalarına tabi olarak işe başlamış olacaklardır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 3:\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-İş ve Hak-İş Konfederasyonları ile Kamu İşveren\nSendikası (TÜHİS) arasında 09.05.2023 tarihinde imzalanan “2023 Yılı\nKamu Toplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü” nün 11.\nmaddesinin (e) fıkrası hükmü gereği, süresi sona eren toplu iş\nsözleşmesinin “PRİMLER ve MUHTELİF ÜCRETLER” başlıklı 58.\nMaddesinin (d) fıkrasındaki Gece Zammı ile (e) fıkrasındaki yerüstünde\nçalışan işçilere verilen maktu prim de 01.01.2023 tarihinden geçerli\nolmak üzere düzenleme yapılmıştır. Düzenlenen maktu gece zammı ve maktu\nprim işbu protokolün imza tarihinden itibaren ödenmeyecek olup geriye\ndönük mahsuplaşma işlemi yapılacaktır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 4:\u003C\u002Fh3>\n\n\u003Cp>Hükümet, Türk-İş ve Hak-İş Konfederasyonları ile Kamu İşveren\nSendikası (TÜHİS) arasında 09.05.2023 tarihinde imzalanan “2023 Yılı\nKamu Toplu İş Sözleşmeleri Çerçeve Anlaşma Protokolü” nün 6.\nmaddesine istinaden 24.05.2023 tarihinde Hükümet ve Türk-İş Konfederasyonu\nile Kamu İşveren Sendikası (TÜHİS) arasında imzalanan “Ek Çerçeve\nAnlaşma Protokolü” nün (b) fıkrasına istinaden bu toplu iş\nsözleşmesinin 62. maddesine “Giyim Yardımı” başlıklı 10. fıkra\neklenmiştir.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 82 Asıl, 4 Geçici Madde ve 8 Ek’ten ibaret\nolup 09.06.2023 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">İŞVERENTEMSİLCİLERİ\u003C\u002Ftd>\n      \u003Ctd>İŞÇİ TEMSİLCİLERİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>TTK; TÜRKİYE TAŞKÖMÜRÜ KURUMU GENEL MÜDÜRLÜĞÜ\u003C\u002Ftd>\n      \u003Ctd>TÜHİS TEMSİLCİLERİ\u003C\u002Ftd>\n      \u003Ctd>GENEL MADEN-İŞTEMSİLCİLERİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ercan GEBEŞ\n\n        \u003Cp>Gürsel Şenler ÇEBİ\u003C\u002Fp>\n\n        \u003Cp>Akşin KAYMAK\u003C\u002Fp>\n\n        \u003Cp>Elmas BAHADIR\u003C\u002Fp>\n\n        \u003Cp>Av. Köksal OĞUZ\u003C\u002Fp>\n\n        \u003Cp>Aslan YAZICI\u003C\u002Fp>\n\n        \u003Cp>Atila YILDIRIM\u003C\u002Fp>\n\n        \u003Cp>Orhan ÖN\u003C\u002Fp>\n\n        \u003Cp>İsmail ASİL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Adnan ÇİÇEK\n\n        \u003Cp>Hasan YILMAZ\u003C\u002Fp>\n\n        \u003Cp>Dr. Şerefettin GÜLER\u003C\u002Fp>\n\n        \u003Cp>Hasan TÜRK\u003C\u002Fp>\n\n        \u003Cp>İpek ÇAKAL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Hakan YEŞİL\n\n        \u003Cp>İsa MUTLU\u003C\u002Fp>\n\n        \u003Cp>Yener ARSLANBUĞA\u003C\u002Fp>\n\n        \u003Cp>Yalçın YİĞİT\u003C\u002Fp>\n\n        \u003Cp>Tayfun DEMİR\u003C\u002Fp>\n\n        \u003Cp>Kemalettin KARATAŞ\u003C\u002Fp>\n\n        \u003Cp>Sefer KARAKABAK\u003C\u002Fp>\n\n        \u003Cp>Dursun BAŞBAKICI\u003C\u002Fp>\n\n        \u003Cp>Aysel YAMAN KOCABAŞ\u003C\u002Fp>\n\n        \u003Cp>Şanver TURAN\u003C\u002Fp>\n\n        \u003Cp>Ümit ÇINAR\u003C\u002Fp>\n\n        \u003Cp>Mustafa Sait CİNBİR\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>EK - 1\u003C\u002Fh2>\n\n\u003Ch2>İŞ (SANAT) VE İŞYERİ DEĞİŞİMLERİ YÖNERGESİ\u003C\u002Fh2>\n\n\u003Ch3>1.BÖLÜM GENEL HÜKÜMLER\u003C\u002Fh3>\n\n\u003Ch4>MADDE - 1: AMAÇ VE KAPSAM\u003C\u002Fh4>\n\n\u003Cp>İş bu yönerge, işe alınacak işçilerin Ehliyet-Liyakat Tespiti ile TTK\nişyerlerinde çalışan işçilerin Terfi, İş (sanat) ve İşyeri\ndeğişimlerinin düzenli bir şekilde yapılmasına ilişkin esas ve\nişlemleri kapsar.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 2: TANIMLAR VE KISALTMALAR\u003C\u002Fh4>\n\n\u003Cp>Bu yönergede adı geçen tanımlar,\u003C\u002Fp>\n\n\u003Cp>EHLİYET DERECESİ: Bir işin icrası sırasında belirli dönemler\nitibariyle kişilerin, kazandıkları bilgi ve beceri düzeylerini belirleyen\nve ücretini farklılaştıran statülerden (durumlardan ) her biri,\u003C\u002Fp>\n\n\u003Cp>Örneğin; İşçi, usta, uzman, nezaretçi gibi.\u003C\u002Fp>\n\n\u003Cp>TERFİ: Aynı iş (sanat) içersinde kişilerin, bir alt ehliyet\nderecesinden, bir üst ehliyet derecesine geçmesidir.\u003C\u002Fp>\n\n\u003Cp>Örneğin; Bir işte işçi, usta, uzman, nezaretçi gibi ehliyet dereceleri\nvarsa yükselen sırada bu ehliyet dereceleri arasındaki geçişler gibi.\u003C\u002Fp>\n\n\u003Cp>İŞ GEREKLERİ:\u003C\u002Fp>\n\n\u003Cp>TTK iş tanımlarında mevcut işleri icra edecek personelde bulunması\ngereken nitelikler olup, iş tanımlarında genel nitelikler eğitim, tecrübe,\ninisiyatif ve karar verme, fiziksel özellikler, zihni çaba, dikkat ve\npsikolojik özellikler ile diğer nitelikler başlıkları altında belirtilen\nhususlardır.\u003C\u002Fp>\n\n\u003Cp>İŞ (SANAT) DEĞİŞİMİ:\u003C\u002Fp>\n\n\u003Cp>İşçilerin TTK iş tanımlarında ayrı ayrı tanımlanmış olan işler\n(sanatlar) arasındaki değişimleridir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 3: SINAV KURULLARI\u003C\u002Fh4>\n\n\u003Cp>a)Kurum Sınav Kurulu:\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı, Güvenliği ve Eğitim Daire Başkanı veya Eğitim Şube\nMüdürünün başkanlığında İş ve İşçi İlişkileri Şube Müdürü,\nsınavı yapılacak işçinin İşyeri Amiri, Kurul Başkanı tarafından\nseçilecek olan sınavı yapılacak işçinin branşı ile ilgili bir elemanla\nbir raportör ve işçi sendikasından bir temsilciden oluşur.\u003C\u002Fp>\n\n\u003Cp>Bu kurulda maden nezaretçiliği gibi uzun süreli yetiştirme kursları ile\nbarutçu, kalorifer ateşçiliği, işyeri sağlık görevlisi ve iş\nmakineleri operatörü yetiştirme kursları gibi kısa süreli yetiştirme\nkursları sonundaki ehliyet - sertifika sınavları ile Genel Müdürlüğe\ndoğrudan bağlı birimlerin terfi, iş (sanat) ve işyeri değişimleri\nsınavları ve hizmet içi geliştirme kursları sonundaki sınavlar\nyapılır.\u003C\u002Fp>\n\n\u003Cp>b)Müessese Sınav Kurulu:\u003C\u002Fp>\n\n\u003Cp>Müessese Müdürü veya görevlendireceği Müessese Müdür Yardımcısı\nbaşkanlığında Personel Şube Müdürü, İş Güvenliği Şube Müdürü,\nEğitim Baş Mühendisi ve sınavı yapılacak işçinin işyeri amiri ile\nKurul Başkanı tarafından seçilecek olan sınavı yapılacak işçinin\nbranşı ile ilgili bir elemanla bir raportör ve işçi sendikasından bir\ntemsilciden oluşur. Bu kurulda terfi, iş (sanat) ve işyeri değişimleri\nsınavları ile Müessese hizmet içi geliştirme kursları sonundaki sınavlar\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Sınav sonuçları TTK eğitim programına uygun olarak İş Sağlığı\nGüvenliği ve Eğitim Daire Başkanlığına gönderilir.\u003C\u002Fp>\n\n\u003Ch3>II.BÖLÜM\u003C\u002Fh3>\n\n\u003Ch3>TERFİ KOŞULLARI VE SINAVLARI\u003C\u002Fh3>\n\n\u003Ch4>MADDE - 4: TERFİ ESAS VE KOŞULLARI\u003C\u002Fh4>\n\n\u003Cp>TTK ve bağlı Müesseselerindeki tüm işçiliklerde ve nezaretçiliklerde;\nehliyet dereceleri arası terfilerin ehliyet derecesi atlamadan ve sınavla\nyapılması esastır. Ancak yeraltında ustalıktan uzmanlığa terfiler\nsınavsız yapılır.\u003C\u002Fp>\n\n\u003Cp>Ehliyet dereceleri arasındaki terfilerde aşağıdaki koşullar aranır.\u003C\u002Fp>\n\n\u003Cp>1-Terfi edilecek ehliyet derecesinde boş prevü (Kadro) olması (\nSınavsız terfiler hariç).\u003C\u002Fp>\n\n\u003Cp>2-Terfi edilecek ehliyet derecesinin TTK İş Tanımlarında belirtilen iş\ngereklerine sahip olmak. (İş gerekleri tamamlanıncaya kadar bu Toplu İş\nSözleşmesi ekindeki terfi süreleri konusunda belirtilen nitelikler\naranır.).\u003C\u002Fp>\n\n\u003Cp>3-Yüz kızartıcı suçtan dolayı ceza almamış olmak.\u003C\u002Fp>\n\n\u003Cp>4-Bulunulan ehliyet derecesinde en az Toplu İş Sözleşmesi ekindeki\n“Terfi Süreleri Tablosu”nda belirtilen süre kadar çalışmış olmak.\u003C\u002Fp>\n\n\u003Cp>Ancak;\u003C\u002Fp>\n\n\u003Cp>a)Yeraltında İşletme faaliyetleri gereği işçilikten ustalığa terfi\nettirilmeleri gerekenlerin kendi sanatlarının işçilik ehliyet derecesinde\nen az 6 ay fiilen çalışmış olması yeterlidir.\u003C\u002Fp>\n\n\u003Cp>b)Nezaretçiye ihtiyaç duyulduğunda; o nezaretçiliğe gelinebilecek\nişçiliklerden ilk kademe nezaretçiliğe terfilerde, işin sahip olduğu son\nehliyet derecesi uzmanlık ise Toplu İş Sözleşmesi ekindeki Terfi Süreleri\ntablosunda belirtilen süre kadar çalışmış olma şartı aranmaz. Son\nehliyet derecesi uzmanlık olmayan işlerde ise son ehliyet derecesinde bir\nyıl çalışmış olma şartı aranır.\u003C\u002Fp>\n\n\u003Cp>c)Ayak Nezaretçiliğinden madenciliğe kadar (madencilik dahil) terfilerde\nalacakları altışar aylık sicil puanlarının en az 32, Madencilikten Baş\nMadenciliğe terfilerde ise alacakları altışar aylık sicil puanlarının en\naz 36 olması şarttır. (Puan cetveli bu yönerge ekindedir.)\u003C\u002Fp>\n\n\u003Cp>d)İlk kademe nezaretçiliğe ve nezaretçilikler arası terfilerde, iş\ngerekleri tamamlanıncaya kadar terfi edeceklerde en az ilkokul mezunu olma\nşartı aranır.\u003C\u002Fp>\n\n\u003Cp>e)TTK’da çalışan mühendisler kendi branşlarında mühendis olarak\nçalıştırılabilecekleri gibi, en az 5 yıl çalışanlar en yakın iş\namirinin teklifi ve ilgili işletme müdürünün, şube müdürünün veya\nmüstakil servis başmühendislerinin onayı ile ocak veya servis\nmühendisliğine atanabilirler. Bunun için boş kadro bulunması şarttır. Bu\natama kazanılmış bir hak teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>TTK’da çalışan Tekniker ve Yüksek Teknikerler kendi branşlarında\nteknik eleman olarak çalıştırılabilecekleri gibi, en az iki yıl Tekniker\nveya Yüksek Tekniker olarak çalışanlar en yakın iş amirinin teklifi ve\nilgili işletme, şube veya müstakil servis Başmühendisliğinin onayı ile\nşefliğe atanabilirler. Bunun için boş şeflik prevüsü (Kadrosu)\nbulunması ve ilgililerin yapılacak sınavı başarmaları şarttır.\u003C\u002Fp>\n\n\u003Cp>5-Yapılacak terfi sınavında başarılı olmak.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 5: TERFİ SINAVLARININ YAPILACAĞI ZAMANLAR\u003C\u002Fh4>\n\n\u003Cp>Madde 4’de belirtilen koşulları haiz olanların terfi sınavlarının\nher yıl Ocak ayı içerisinde yapılması esas olmakla birlikte ihtiyaç\nduyulan zamanlarda da yapılabilir. Maden nezaretçilerinin terfi Sınavları\nise Eylül ayında yapılır.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 6: SINAVA KİMLERİN GÖNDERİLECEĞİ\u003C\u002Fh4>\n\n\u003Cp>Bir ünitenin prevüsünde (Kadrosunda) belirtilen en alt nezaret ehliyet\nderecesine ve en alt nezaret ehliyet derecesinden en üst nezaret ehliyet\nderecesine kadar terfilerde o ünitede madde 4’deki koşulları haiz\nolanların tümü sınava gönderilir. Ancak, aynı ünitede terfi ettirilecek\neleman bulunmadığı takdirde aynı Şubenin uygun diğer ünitelerinden\nelemanlar sınava gönderilebilirler.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 7: SINAVLARIN DUYURULMASI\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>Terfi sınavları, sınav aylarından en az bir ay önce Genel Müdürlükte\nGenel Müdürlüğe bağlı İşletme Müdürlüğünce, Müesseselerde ilgili\nMüessese Şube Müdürlüğünce ilgili Şube ve Servisler uyarılarak\nişçilerin terfilerinin zamanında yapılması sağlanır.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 8: TERFİ SINAV KURULUNUN ÇALIŞMA ESASLARI\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>Tüm işçilere ait terfi sınavları; Genel Müdürlüğe bağlı\nbirimlerde Kurum Sınav Kurulunca, Müesseselerde ise Müessese Sınav Kurulu\ntarafından yapılır. Sınavlara ilişkin tüm işlemler Genel Müdürlükte\nPersonel Daire Başkanı ile İş Sağlığı Güvenliği ve Eğitim Daire\nBaşkanlığınca, Müesseselerde Personel Şube Müdürlüğü ile İş\nSağlığı Güvenliği ve Eğitim Şube Müdürlüğünce yürütülür.\u003C\u002Fp>\n\n\u003Cp>Sınav kurulu kurul başkanı tarafından tespit edilen gün ve saatlerde\ntoplanır. Sınav kurulu’nda görevli kişilerin iş icabı veya izin,\nistirahat veya benzeri nedenlerle kurula katılamamaları halinde bunların\nyardımcıları katılırlar.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 9: SINAVLARIN YAPILIŞI VE DEĞERLENDİRME\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>Terfi sınavları, TTK İş tanımlarında belirlenen görevler\nçerçevesinde iş gerekleri dikkate alınarak, sınav kurullarının takdiri\ndahilinde; yazılı, sözlü veya işbaşında uygulamalı yapılabilir.\u003C\u002Fp>\n\n\u003Cp>Sınavlar, taraflarca müştereken hazırlanmış bulunan soru-cevap\nkılavuzu kullanılarak yapılır.\u003C\u002Fp>\n\n\u003Cp>Sınava giren her işçi için kurul üyelerinin ayrı ayrı verdikleri\npuanların ortalaması dikkate alınır. Raportör ve işçi sendikası\ngözlemcilerinin puan verme hakkı yoktur.\u003C\u002Fp>\n\n\u003Cp>İş gereklerine haiz olmayan ve\u002Fveya yapılan sınavda 100 üzerinden\nortalama 50’nin altında puan alanlar başarısız, en az 50 veya daha fazla\npuan alanlar ise başarılı sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Yapılan sınavlarda başarı gösterenler, en yüksek puan alandan itibaren\no ehliyet için boş prevü sayısı dolduruluncaya kadar sırayla terfi\nettirilirler.\u003C\u002Fp>\n\n\u003Cp>Sınavı kazananlardan prevü yetersizliği nedeniyle terfi edemeyenlerin bu\nsınav sonuçları, sınav tarihinden itibaren bir yıl için geçerli olup,\nbunlar bir yıl zarfında prevü boşaldığı takdirde sınavda aldıkları\npuan sıralamasına göre terfi ettirilirler.\u003C\u002Fp>\n\n\u003Cp>Sınav puanları eşit olanlar için ise sınav kurulları öncelikle bu\ntoplu iş sözleşmesinde belirtilen esaslar dahilinde olmak üzere tercih\nhakkını kullanır.\u003C\u002Fp>\n\n\u003Cp>Terfi için sınava girenlerden başarı gösteremeyenler ile\nçağrıldıkları halde meşru mazeretsiz olarak sınava gelmeyenler sınav\ntarihinden itibaren bir yıl geçmedikçe yeni bir sınava giremezler.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 10: SINAVLARA YAPILACAK İTİRAZLAR\u003C\u002Fh4>\n\n\u003Cp>Sınav kurulunda yapılan sınav sonuçlarına, gerek işveren gerekse\nİşçi Sendikası temsilcilerinin (İşçi Sendikası dahil) üç iş günü\niçinde gerekçeli olarak itiraz hakkı vardır. Bu itirazlar sınav kurulu\nbaşkanlığına yapılır.\u003C\u002Fp>\n\n\u003Cp>Sınav kuruluna öyle bir itiraz vuku bulunduğu takdirde keyfiyet kurul\nBaşkanlığı’nca İş Sağlığı Güvenliği ve Eğitim Daire\nBaşkanlığına, Sendika temsilcileri veya gözlemcilerince İşçi Sendikası\nBaşkanlığına intikal ettirilir. Konu İş Sağlığı Güvenliği ve\nEğitim Daire Başkanı ile İşçi Sendikası Başkanlığı arasında üç\niş günü içinde karara bağlanır.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 11: TERFİDE ÜCRET TESBİTİ\u003C\u002Fh4>\n\n\u003Cp>Terfiye hak kazananlara bulundukları işte terfi ettikleri ehliyet\nderecesinin toplu iş sözleşmesin de belirtilen ücreti verilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 12: TERFİ USUL VE İŞLEMLERİ\u003C\u002Fh4>\n\n\u003Cp>a)Terfi teklifleri, işyerlerince “Sınav istem sonuç çizelgeleri” 3\nkopya olarak tanzim edildikten sonra bir yazı ile Genel Müdürlükte Personel\nDaire Başkanlığına, Müesseselerde Personel Şube Müdürlüğü’ne\ngönderilir.\u003C\u002Fp>\n\n\u003Cp>b)Bu birimlerce, işçilerin durumları toplu iş sözleşmesi ile bu\nyönerge hükümleri çerçevesinde tetkik edildikten sonra Genel Müdürlük\nbirimlerinde Kurum Sınav Kuruluna, Müesseselerde Müessese Sınav Kuruluna\nintikal ettirilir.\u003C\u002Fp>\n\n\u003Cp>c)Sınav Kurulları sınav sonuçlarını ilgili birimler ile sınavı takip\neden 15 gün içinde İşçi Sendikası Başkanlığı’na gönderir.\u003C\u002Fp>\n\n\u003Cp>d)İlgili birimler bu sonuçlara göre, sınavı kazananların tescil\nişlemlerini yapmak ve işçilik bilgi bankasını güncellemek üzere gerekli\nişlemleri tamamlar.\u003C\u002Fp>\n\n\u003Cp>e)Genel Müdürlüğe bağlı birimlerde Personel Daire Başkanlığı,\nMüesseselerde Personel Şube Müdürlüğü kanalıyla gelmeyen hiç bir terfi\nteklifi işleme konulmaz.\u003C\u002Fp>\n\n\u003Cp>Bunlar ilgili birime iade edilir.\u003C\u002Fp>\n\n\u003Cp>f)İşçilerin terfileri, sınavı takip eden aybaşından itibaren\nyürürlük kazanır. Ancak, ilgili birimlerce tescil işlemleri tamamlanmadan\npuantajlara intikal ettirilmez.\u003C\u002Fp>\n\n\u003Cp>g)Terfi koşullarına haiz oldukları halde birimlerince terfi teklifleri\nyapılmamış olan işçilerin müracaatları halinde durumları tetkik\nedilerek, hak kazanmış olanlar ayrıca sınava gönderilirler.\u003C\u002Fp>\n\n\u003Cp>Terfi süreleri dolduğu halde grev, lokavt, TTK’nın bağlı bulunduğu\nüst makamların idari tasarrufu dışında 5.maddede belirtilen zamanda,\nsınav yapılmaması nedeniyle terfileri geciktirilenlerden sınavı\nkazananlara sınav sonuçlarının yürürlüğe girdiği tarihe kadar ki\nücret farkları ödenir.\u003C\u002Fp>\n\n\u003Ch3>III.BOLUM\u003C\u002Fh3>\n\n\u003Ch3>İŞ, İŞYERİ DEĞİŞİMLERİ VE SINAVLARI\u003C\u002Fh3>\n\n\u003Ch4>MADDE - 13: DAİMİ İŞ DEĞİŞİMLERİ\u003C\u002Fh4>\n\n\u003Cp>Daimi iş değişimleri, aşağıda belirtilen haller ve koşullarda\nyapılır.\u003C\u002Fp>\n\n\u003Cp>1-İşverence, lüzum ve zorunluluk hallerinde (İşletme gereği, personel\nihtiyacı vb. hallerde) iyi niyet kaidelerine bağlı kalmak ve cezai nitelikte\nuygulanmamak üzere:\u003C\u002Fp>\n\n\u003Cp>a)Değişim yapılacak işte boş prevü olması,\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, değişim yapılacağı işin TTK iş tanımlarında\nbelirtilen iş gereklerine uygun olması koşullarıyla bir işçinin işi\ndaimi olarak sınavla değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>2-İşçinin kendi yazılı istemi ve işyeri amirinin kabul hallerinde:\u003C\u002Fp>\n\n\u003Cp>a)Değişim yapılacak işte boş prevü olması,\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, değişim yapılacağı işin TTK iş tanımlarında\nbelirtilen, iş gereklerine uygun olması,\u003C\u002Fp>\n\n\u003Cp>3-01.01.1996 tarihinden sonra TTK işyeri hekimleri veya SGK’nun\nsigortalı adına sağlık hizmeti satın aldığı kurum ve kuruluşlar\nSağlık Kurulunca çalışmakta olduğu işini yapamaz kesin raporu verilen\nişçilerden; yaşlılık aylığı almaya hak kazananların iş sözleşmeleri\nfesh edilebilir.\u003C\u002Fp>\n\n\u003Cp>1-İş Kazası ve Meslek hastalığı nedeniyle çalışmakta olduğu işini\nyapamaz kesin raporu verilen işçilerden yaşlılık aylığı almaya hak\nkazanmamış olanlardan;\u003C\u002Fp>\n\n\u003Cp>a)TTK Sağlık Birimince raporlarına itirazı veya başka hastanede\ntetkikine gerek görülmeyenlerin Beden Gücü Yönergesine göre\nyapabilecekleri başka işlerde çalıştırılmalarını işveren kabul\neder.\u003C\u002Fp>\n\n\u003Cp>b)TTK Sağlık Birimince başka bir hastanede teşhis ve tetkiki uygun\ngörülenler hakkında hastane raporlarına göre Beden Gücü Yönergesi\nesaslarına göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>c)TTK Sağlık Birimince raporlarına karşı SGK Yüksek Sağlık Kuruluna\nitirazı gerekli görülenler hakkında itiraz sonucu verilen Yüksek Sağlık\nKurulu raporuna göre Beden Gücü Yönergesi esaslarında işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>2-İş kazası veya meslek hastalığı dışında başka nedenlerle\nçalışmakta olduğu işini yapamaz raporu verilen işçilerin;\u003C\u002Fp>\n\n\u003Cp>a) Kurumda boş prevü bulunması halinde Beden Gücü Yönergesine göre\nyapabilecekleri başka işlerde çalıştırılmasını işveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>b) Kurumda boş prevü bulunmaması halinde iş sözleşmeleri fesh\nedilir.\u003C\u002Fp>\n\n\u003Cp>3-Raporuna ve mesleğine uygun işverence verilecek işi ve işyerini kabul\netmeyen veya sağlığı gereği hiçbir işte çalışamayacağı SGK’nun\nsigortalı adına sağlık hizmeti satın aldığı kurum ve kuruluşların\nSağlık Kurulunca verilen kati raporunda belirtilen işçilerin kanunda ve bu\nToplu iş Sözleşmesinde belirtilen hakları ödenmek şartıyla iş\nsözleşmeleri işveren tarafından fesh edilir.\u003C\u002Fp>\n\n\u003Cp>4-İş bitimi nedeniyle (yeraltı çalışmalarında bu Toplu İş\nSözleşmesinin “İş ve İşyeri Değişimleri” \u002Fc fıkrasında haller ile\nbelirli süreli iş sözleşmesi ile çalışan işçiler hariç) bu işyerinde\nçalışan işçiler sanat ve pozisyonlarına uygun münhal işlere\nnakledilirler.\u003C\u002Fp>\n\n\u003Cp>Ancak, işçinin teklif edilen yeni işyerinde çalışmayı kabul etmemesi\nhalinde hakkında İş Yasasının 17. ve 1475\u002F14. maddeleri ve bu maddelerle\nilgili Toplu İş Sözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>5-En az 15 yıl veya 40 yaşına kadar Pano Ayak Üretim İşçiliği,\nHazırlık İşçiliği işçi ve ustası olarak çalışanlar istekleri\nhalinde prevü olduğu takdirde yeraltında başka bir işe (sanat)\nnakledilirler. Bu durumda olanların talepleri yerine getirilmeden daha az\nkıdemli olanların bu tip işlere nakli yapılamaz.\u003C\u002Fp>\n\n\u003Cp>6-Sanat değiştirecek işçiler sınava tabi tutulmadan önce 1 gün\nteorik, 2 gün pratik eğitime tabi tutulurlar.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 14\u003C\u002Fh4>\n\n\u003Cp>Yerüstünden yeraltına yapılan daimi iş değişimleri işçinin yazılı\nmuvafakatının alınması ve gerekli sağlık muayenelerinin tamamlanmasından\nsonra yapılır\u003C\u002Fp>\n\n\u003Ch4>MADDE - 15\u003C\u002Fh4>\n\n\u003Cp>Yeraltında çalışan işçilerden sağlık nedeniyle daimi olarak\nyerüstünde başka bir işe nakledilenler, iyileştikleri beyanları üzerine\nyeniden muayeneleri yapıldıktan sonra bunlardan ocak içinde eski işlerine\nveya başka bir işte çalışabileceklerine dair rapor alanların, yeraltında\nraporuna uygun varsa münhal işlere değişimleri yapılır.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 16\u003C\u002Fh4>\n\n\u003Cp>Sağlık nedenleri dışında yeraltından yerüstüne daimi iş\ndeğişimleri Genel Müdürün muvafakati ile yapılır.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 17: DAİMİ İŞ DEĞİŞİMİNDE SINAV KURULUNUN OLUŞUMU\u003C\u002Fh4>\n\n\u003Cp>Daimi iş değişimlerinde sınavlar “Kurum ve Müessese Sınav\nKurulunca” yapılır. Ancak bu kurullardaki ilgili iş amiri işçinin yeni\ngeçeceği işyerinin amiridir.\u003C\u002Fp>\n\n\u003Ch4>MADDE- 18: DAİMİ İŞ DEĞİŞİMLERİNDE SINAVLAR VE DEĞERLENDİRME\u003C\u002Fh4>\n\n\u003Cp>Sınavla yapılacak daimi iş değişimlerinde sınava gireceklerin TTK İş\nTanımlarında belirtilen iş gereklerine uygunluğu işçiyi çalıştıracak\nolan iş amirince ön mülakat yapılarak belirlenir. Bu mülakat sonucu\nsınava girmeye hak kazananların sınavları, sınav Kurulunca yazılı\nsözlü ve \u002F veya uygulamalı olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>Sınavlar taraflarca müştereken hazırlanmış bulunan soru cevap\nkılavuzu kullanılarak yapılır.\u003C\u002Fp>\n\n\u003Cp>Sınava giren her işçi için Kurul Üyelerinin ayrı ayrı verdikleri\npuanların ortalaması dikkate alınır. Raportör ve İşçi Sendikası\ngözlemcilerinin puan verme hakkı yoktur. Ortalama 50’nin altında puan\nalanlar başarısız en az 50 veya daha fazla puan alanlar ise başarılı\nsayılarak iş değişimi yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu sınavlara yapılacak itirazlarda, madde 10’da terfiler için\nbelirtilen itirazlardaki usul geçerlidir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 19: DAİMİ İŞ DEĞİŞİMİNDE ÜCRET TESBİTİ\u003C\u002Fh4>\n\n\u003Cp>a)Sınavla yapılacak daimi iş değişimlerinde ehliyet derecesi sınav\nkurulunca tespit edilir ve işçiye tespit edilecek bu ehliyetin ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>b)Sınavla yapılan daimi iş değişimleri sınav kurulu kararlarını\ntakip eden aybaşından itibaren yürürlük kazanır. Ancak, Genel\nMüdürlüğe bağlı İşletmelerde Personel Daire Başkanlığınca,\nMüesseselerde Personel Şube Müdürlüğünce gerekli tescil işlemleri\ntamamlanmadan puantajlara intikal ettirilmez.\u003C\u002Fp>\n\n\u003Cp>c)Değişimi yapılan işçiye, geçtiği sanatta aynı ehliyet derecesi\nbulunduğu takdirde uhdesindeki ehliyet derecesinden aşağı bir ehliyet\nderecesinde ücret verilemez.\u003C\u002Fp>\n\n\u003Cp>d)01.01.1996 tarihinden itibaren sağlık durumu nedeniyle daimi olarak\nsanatı değiştirilecek olan işçiler, yeni görevlendirildikleri sanatın\nücretini alırlar.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 20: DAİMİ İŞ DEĞİŞİKLİKLERİNDE USUL VE İŞLEMLER\u003C\u002Fh4>\n\n\u003Cp>a)Daimi iş değişimi tekliflerini işçinin çalışmakta olduğu işyeri,\nbir yazıyla (şayet sağlık nedeni ile değişim söz konusu ise raporunu da\nekleyerek) Genel Müdürlüğe bağlı birimlerde Personel Daire\nBaşkanlığına, Müesseselerde Personel Şube Müdürlüğüne bildirir.\u003C\u002Fp>\n\n\u003Cp>b)Bu birimlerce, işçilerin durumları toplu iş sözleşmesi ile bu\nyönerge hükümleri çerçevesinde tetkik edildikten sonra Genel müdürlükte\nKurum Sınav Kuruluna, Müesseselerde Müessese Sınav Kurullarına intikal\nettirilir.\u003C\u002Fp>\n\n\u003Cp>c)Sınav Kurulları sınav sonuçlarını ilgili birimler ile sınavı takip\neden 15 gün içinde İşçi Sendikası Başkanlığı’na gönderir.\u003C\u002Fp>\n\n\u003Cp>d)Genel Müdürlüğe bağlı birimlerde Personel Daire Başkanlığı,\nMüesseselerde Personel Şube Müdürlüğü bu sonuçlara göre, sınavı\nkazananların tescil işlemlerini yapmak ve işçilik bilgi bankasını\ngüncellemek üzere gerekli işlemleri tamamlar.\u003C\u002Fp>\n\n\u003Cp>e)Genel Müdürlüğe bağlı birimlerde Personel Daire Başkanlığı,\nMüesseselerde Personel Şube Müdürlüğü kanalıyla gelmeyen hiçbir iş\ndeğişimi teklifi Kurum Sınav Kurulu ve Müessese Sınav Kurulunca işleme\nkonulmaz. Bunlar ilgili birime iade edilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 21: DAİMİ İŞ - İŞYERİ VE VARDİYA DEĞİŞİMİ\u003C\u002Fh4>\n\n\u003Cp>a)İş etüdü yapılarak işin gereği olmak kaydıyla, lüzum ve\nzorunluluk hallerinde (işletme gereği, personel ihtiyacı vb.) iyi niyet\nkaidelerine bağlı kalmak cezai nitelikte uygulanmamak koşuluyla işçilerin\niş ve işyerleri ve\u002Fveya vardiyaları da daimi olarak değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>b)Daimi iş değişimlerinin aynı işyerlerinde yapılması zorunlu\nolmayıp işçilerin yazılı rızası alınarak işleri ile birlikte\nişyerleri de değiştirilebilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 22 : GEÇİCİ İŞ - İŞYERİ VE VARDİYA DEĞİŞİMLERİ ESAS\nVE KOŞULLARI\u003C\u002Fh4>\n\n\u003Cp>İş etüdü yapılarak işin gereği olmak kaydıyla lüzum ve zorunluluk\nhallerinde (işletme gereği, personel ihtiyacı vb.) iyi niyet kaidelerine\nbağlı kalmak, cezai nitelikte uygulanmamak koşuluyla işçilerin iş (sanat)\nve işyerleri ve\u002Fveya vardiyaları geçici olarak değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>İşçilerin İş (Sanat)’leri, Genel Müdürlük Makamından önceden\nizin alınmak koşulu ile Müesseselerde Müessese Müdürü, Genel Müdürlük\nbirimlerinde birim amirlerince en az bir çalışma dönemi (1 ay) için\ngeçici olarak değiştirilir. Bu işçilerin geçici değişiminin\nyapılacağı sanatta eğitimi verilir, sınavları yapılır vegeçici\ndeğişim belgeleri düzenlenir. Yapılan geçici İş (sanat) ve İşyeri\nDeğişimleri en geç 3 gün içinde izlenmesi açısından İşletmeler Daire\nBaşkanlığına gönderilir. Çalışmakta olduğu işini yapamaz geçici\nraporu alan işçilerin değişimlerinde de aynı esaslar uygulanır.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 23\u003C\u002Fh4>\n\n\u003Cp>Grizu, su baskını, yangın, sel, göçük veya bunlara benzer hallerde\nişveren iş ve mesleği ile ilgili olmaksızın, o iş yerinde çalışan\nişçilerin işlerini, vardiyalarını ve işyerlerini bu işlerin devamı\nsüresince geçici olarak değiştirebilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 24\u003C\u002Fh4>\n\n\u003Cp>Yeraltı çalışmalarında pano, kartiye, lağım, taban, baca, kelebe,\nayak, kuyukazı ve benzeri işyerlerinde çalışan ekiplerin geçici işyeri\ndeğişimleri, işletme müdürlerinin müsaadesine bağlıdır. Geçici işin\nbitiminde ekipler eski işlerine iade edilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 25\u003C\u002Fh4>\n\n\u003Cp>Sağlık durumu nedeni ile iki yıldan az bir süre için ocak içinde veya\ndışında başka bir işe nakledilen işçilerin prevüleri raporlarında\nbelirtilen süre kadar kapatılamaz. Sonradan yapılan muayenesinde eski işini\nyapabileceğine dair rapor alanlar eğitime ve sınava tabi tutulmaksızın\nderhal eski işlerine nakledilirler.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 26: GEÇİCİ İŞYERİ VE VARDİYA DEĞİŞİMLERİNDE ÜCRET\nTESBİTİ\u003C\u002Fh4>\n\n\u003Cp>22.maddeye göre yapılan geçici iş (sanat) değişimlerinde işçiler\ngeçici değişimin yapıldığı işin ücretini alır. Geçici işyeri\ndeğişimlerinde ise işçinin eski işyerindeki ücretinden bir indirim\nyapılmaz. Tescilli olduğu işin ücretini alır. Geçici işyeri\ndeğişimleri işçinin harcırah kanunundan doğan haklarını bertara etmek\nmaksadıyla yapılamaz.\u003C\u002Fp>\n\n\u003Cp>23.maddeye göre yapılan geçici değişimlerde işçinin gelirinde\nherhangi bir indirim yapılamaz. İşçinin bu çalışma süresine ait\ngelirleri bir önceki çalışma devresinde veya ayındaki gelirleri dikkate\nalınarak bir güne isabet eden gelir miktarı bulunur. Bu miktar\nçalıştığı gün adedi ile çarpılarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>24.maddeye göre yapılan geçici ekip değişimlerinde ekip yeni gittiği\nişin puantajına girer ve o günler için işin primini alır.\u003C\u002Fp>\n\n\u003Cp>25.maddeye göre yapılan geçici iş değişimlerinde değişim işlemi\ntamamlanıncaya kadar geçen sürede işçi raporuna uygun bir işte\nçalıştırılır. Çalıştırılmaması halinde ücretsiz izinli\nsayılır.\u003C\u002Fp>\n\n\u003Ch3>IV.BOLÜM DİĞER HÜKÜMLER\u003C\u002Fh3>\n\n\u003Ch4>MADDE - 27\u003C\u002Fh4>\n\n\u003Cp>Bütün işçiler sicil kayıtlarındaki işlerde çalıştırılır. Bu\nyönerge hükümleri gereğince sınavları ve tescil işlemleri\ntamamlanmadıkça başka işlerde çalıştırılamazlar. (madde 19\u002Fa gereği\nhariç)\u003C\u002Fp>\n\n\u003Cp>Bütün işçiler tescilli oldukları işin ve ehliyet derecesinin toplu iş\nsözleşmesi ücret tablolarında belirtilen ücretini alırlar.\u003C\u002Fp>\n\n\u003Cp>İş bu yönerge dahilindeki işlemlerin yönerge hükümlerine uygun bir\nşekilde yürütümünden adı geçen birimler ve kurullar sorumludur.\u003C\u002Fp>\n\n\u003Cp>Terfi işlemlerinin iş bu yönerge hükümlerine uygun olup olmadığı\nhususu Teftiş Kurulu Başkanlığının senelik periyodik kontrol programında\nözellikle dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>YERALTI MADEN NEZARETÇİLERİ SİCİL PUANLARI\nESASLARI:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1-Meslek bilgisi (azami puan 3 tür)\u003C\u002Fp>\n\n\u003Cp>2-İşe bağlılığı\u003C\u002Fp>\n\n\u003Cp>3-Emniyet kaidelerine riayeti\u003C\u002Fp>\n\n\u003Cp>4-Emirleri zamanında takip ve ifası\u003C\u002Fp>\n\n\u003Cp>5-İşçisine sözünü dinletme ve görev yaptırma kabiliyeti\u003C\u002Fp>\n\n\u003Cp>6-İşçiyi yetiştirme kabiliyeti\u003C\u002Fp>\n\n\u003Cp>7-Malzeme ve teçhizatı koruması\u003C\u002Fp>\n\n\u003Cp>8-İş terbiyesi ve amirlerine karşı itaati\u003C\u002Fp>\n\n\u003Cp>9-Disiplin kurma kabiliyeti\u003C\u002Fp>\n\n\u003Cp>10-Ahlaki durumu\u003C\u002Fp>\n\n\u003Cp>11-İşçiye karşı davranışı durumu\u003C\u002Fp>\n\n\u003Cp>12-Adam kayırma adeti\u003C\u002Fp>\n\n\u003Cp>13-Ocak mühendisinin takdiri (azami puan 4 tür)\u003C\u002Fp>\n\n\u003Cp>14-İşletme Başmühendisinin takdiri (azami puan 4 tür)\u003C\u002Fp>\n\n\u003Cp>15-İşletme Müdür takdiri (azami puan 4 tür)\u003C\u002Fp>\n\n\u003Cp>Her faktöre verilecek puan 0, 1, 2, 3,4 tür.\u003C\u002Fp>\n\n\u003Cp>Bu şekilde verilecek azami puan tutarı 40’tır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK-2\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>İSÇİLERE VERİLECEK KİŞİSEL KORUYUCU DONANIMI YÖNERGESİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-1: AMAÇ VE KAPSAM\u003C\u002Fh3>\n\n\u003Cp>Bu yönerge, İş Yasası, Maden İşyerlerinde İş Sağlığı ve İş\nGüvenliği Yönetmeliği ile yürürlükteki Toplu İş Sözleşmesinin amir\nhükümleri gereğince, iş ve işyerlerinin özelliklerine uyularak, kurum\nbünyesinde çalışan işçilere mülkiyeti Türkiye Taşkömürü Kurumuna\nait olmak üzere verilecek olan kişisel koruyucu donanımı ile bunlara\nilişkin tedarik, dağıtım, miad vb. işlemlerin ne şekilde\nyürütüleceğini kapsar.\u003C\u002Fp>\n\n\u003Cp>İŞÇİLERE VERİLECEK KİŞİSEL KORUYUCU DONANIMI VE MİADLARI\u003C\u002Fp>\n\n\u003Ch4>MADDE: 2-1- Baret:\u003C\u002Fh4>\n\n\u003Cp>Yeraltına giren herkese, yerüstünde Çevre ve Hizmet İşçileri, lavvar\nİşçileri ile Mad. Mak. Fab. İşlt. Md.de Mekanizasyon, Döküm İşçileri,\nşantiye tipi işyerleri ile gerektiğinde işin gereği diğer yerlerde, EN\nstandardına uygun CE-belgeli plastik ve benzeri mamullerden, elektrik\ngeçirgenliği olmayan, her büyüklükteki başa ayarlanabilir başlık,\nkafesli, darbelere karşı esnek ve dayanıklı madenci şapkası Kaynak\nİşçilerine kaynak başlığı olarak verilir. Bazı yerüstünde\nişyerlerinde, işin niteliğine göre Vizör Baret verilebilir.\u003C\u002Fp>\n\n\u003Cp>Baret beş sene miatlıdır. Eskidiğinde yenisi ile değiştirilir.\u003C\u002Fp>\n\n\u003Cp>2-2- Toz Gözlüğü:\u003C\u002Fp>\n\n\u003Cp>Yer altında hava akımının hızlı, tozun yoğun olduğu işyerlerinde\nçalışanlara EN standardına uygun CE-belgeli, PVC malzemeden yapılmış,\nbaşa takılabilir ve ayarlanabilir özellikte koruyucu gözlük verilir.\nEskidiğinde yenisi ile değiştirilir.\u003C\u002Fp>\n\n\u003Cp>2-3- Meşin Eldiven:\u003C\u002Fp>\n\n\u003Cp>Yer altı ve yerüstü işyerlerinde işin özelliği ve riskine göre\nsürtünme, ezilme, çizilme, ısı, su, mazot, yağ ve kimyasallara karşı\nelleri ve parmakları koruyan tek ve beş parmaklı, kısa ve\u002Fveya uzun konçlu\nEN standartlarına uygun CE-belgeli el koruyucularıdır. Eskidiğinde yenisi\nile değiştirilir.\u003C\u002Fp>\n\n\u003Cp>2-4- Amyant-Alüminize Eldiven:\u003C\u002Fp>\n\n\u003Cp>Yerüstü işyerlerinde, Döküm İşçisi ile Kaynak İşçisine, işin\nözelliği ve riskine göre sürtünme, ezilme, çizilme, ısı, su, mazot,\nyağ ve kimyasallara karşı elleri ve parmakları koruyan tek ve beş\nparmaklı, kısa ve\u002Fveya uzun konçlu EN standartlarına uygun CE-belgeli el\nkoruyucularıdır. Döküm İşçisine döküm yapılırken kullanılmak üzere\nAlüminize Eldiven verilir. Eskidiğinde yenisi ile değiştirilir.\u003C\u002Fp>\n\n\u003Cp>2-5- Kulak Tıkacı-Muf’u:\u003C\u002Fp>\n\n\u003Cp>Gürültü tespiti yapılan işyerlerinde sürekli çalışmayı engelleyici\nişlerde çalışanlara tıkaç veya muf şeklinde ferdi koruyucu olarak\nverilir.\u003C\u002Fp>\n\n\u003Cp>2-6- Ayakkabı (Emniyetli-İzole-Yanmaz-Deri):\u003C\u002Fp>\n\n\u003Cp>Mad.Mak.Fab.İşlt.Müd. işçilerine, Mak.İkmal D.Bşk. Kara Nakliyatta\nçalışanlara, Lavuar Elektro-Mek, Demiryolu Bak. işçilerine Emniyetli\nAyakkabı; Mad.Mak.Fab.İşlt.Müd. Döküm işçilerine Yanmaz Ayakkabı ve\nTozluk; Elektrik Atölyesi ve Yüksek Gerilim işçilerine izole Ayakkabı ile\nİzole Bot; yerüstü işyerlerinde 5005 Nakliyat İşçiliği sanatında\nkayıtlı olup şoför olarak çalışan işçiler ile 7725 Çevre ve Hizmet\nİşçiliği sanatında çalışan işçilere işin ve işyerinin gereğine\ngöre EN standardına uygun CE-belgeli Emniyetli Ayakkabı veya Deri\nAyakkabıdan birisi en az bir yıl miadlı olarak verilir.\u003C\u002Fp>\n\n\u003Cp>2-7- Madenci Çizmesi:\u003C\u002Fp>\n\n\u003Cp>Yeraltında çalışan tüm işçilere, yerüstünde çalışanlara işyeri\nçalışma şartları ve risklerine göre EN standardına uygun CE-belgeli en\naz bir yıl miadla verilir. Eskidiğinde yenisi ile değiştirilir.\u003C\u002Fp>\n\n\u003Cp>2-8- Sosyal Tesis Kıyafeti:\u003C\u002Fp>\n\n\u003Cp>İşverenin sosyal tesislerinde çalışanlara, tesis sorumlusunun uygun\ngördüğü özelliklerde, iki yazlık iki kışlık kıyafet ile bir yazlık\nbir kışlık ayakkabı 1 yıl miatla verilir.\u003C\u002Fp>\n\n\u003Cp>2-9- Kot İş Elbisesi:\u003C\u002Fp>\n\n\u003Cp>Bir ceket ve bir pantolondan ibaret iş yeri çalışma şartları ve\nrisklerine uygun kot kumaştan olacaktır. Bu tip elbiseler, merkez ve\nişletmelerde mevcut bilumum imalat, bakım ve tamir atölyeleri ile lambahane\nişçilerine, yerüstünde çalışan (7725) Çevre ve Hizmet İşçilerine bir\nyıl miadla verilir.\u003C\u002Fp>\n\n\u003Cp>2-10- Uzun İş Gömleği:\u003C\u002Fp>\n\n\u003Cp>Pardesü şeklinde, iş yeri çalışma şartları ve risklerine uygun\nkumaştan olacaktır. Ambar, depo, arşiv personeli ile nezaret ve kalite\nkontrol, tahlisiye, alev sızdırmazlık, toz-gaz laboratuvarları, fiziki\naraştırma ve deney yapılan laboratuvar işçileri ile Teknik Ressamlara iş\nelbisesi olarak bir yıl miadla verilir.\u003C\u002Fp>\n\n\u003Cp>2-11- Su Geçirmez Elbise:\u003C\u002Fp>\n\n\u003Cp>İyi kalite su geçirmez kumaştan mamul takım elbise olarak, demiryolu\nişçilerine, Makinistlere, Yüksek gerilim elektrikçilerine iki yıl miadla\nkışlık iş elbisesi olarak verilir. Makinistlere ayrıca bir yazlık elbise\nverilecektir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca Lokomotif Makinistlerine, 5235 Demiryolu İşçilerine yazlık\nelbise 2 yıl miatla verilir.\u003C\u002Fp>\n\n\u003Cp>2-12- Madenci Elbisesi:\u003C\u002Fp>\n\n\u003Cp>Yer altında üretim ve hazırlık, nakliyat, elektro-mekanik işyerlerinde\nçalışan işçilere bir ceket, bir pantolondan ibaret iş yeri çalışma\nşartları ve koşulları göz önünde tutularak EN standardına uygun olarak\nbir yıl miatla verilir.\u003C\u002Fp>\n\n\u003Cp>(0201) ile (0301) sanatlarında çalışan işçilerle bunların\nnezaretçilerine pantolon yılda 2 adet verilir.\u003C\u002Fp>\n\n\u003Cp>2-13- Reflektörlü Yelek:\u003C\u002Fp>\n\n\u003Cp>Yer altında nakliyat işçileri ile yer üstünde kara nakliyatta\nçalışan işçilere iş yeri çalışma şartları ve koşulları göz\nönünde tutularak EN standardına uygun olarak bir yıl miatla verilir.\u003C\u002Fp>\n\n\u003Cp>2-14- Deri Ceket:\u003C\u002Fp>\n\n\u003Cp>Karayolu ve garaj personelinden idareci, Nakliyat İşçilerine, yüksek\ngerilim işçilerine üç yıl miatlı olarak verilir. Ayrıca, yüksek gerilim\nişçilerine; Deri Yelek dört yıl, Deri Başlık (içi müflonlu) iki yıl\nmiatla verilir. Ayrıca 5235 Demiryolu İşçilerine ve Şef Tren’e Deri\nYelek dört yıl miatla verilir.\u003C\u002Fp>\n\n\u003Cp>2-15- Mont (Kırmızı ve Turuncu Reflektörlü)-Pantolon ve Tişört:\u003C\u002Fp>\n\n\u003Cp>İyi kalite lacivert renkli gabardin kumaştan mamul mont ve pantolon\nkışlık olarak, Lokomotif Makinistine (5210), Şef tren (hareket) (1529),\nMekanizasyon İşçilerine (6005), Yüksek Gerilim çalışanlarına kırmızı\nreflektörlü; Demiryolu İşçilerine (5235) işin niteliğine göre\nkırmızı ya da turuncu reflektörlü olarak 1 yıl miatla verilir. Ayrıca bu\nişçilere yazlık iyi kalite kumaştan mamul Reflektörlü kısa kollu\ntişört yıllık 2 adet verilir.\u003C\u002Fp>\n\n\u003Cp>2-16- Sanayi Tipi Lastik Eldiveni:\u003C\u002Fp>\n\n\u003Cp>Yeraltı ve yerüstü M.Mak.Fab. Resimhane-Laboratuvar, Oksiasetilen\nişyerlerinde işin özelliğine göre asitbaz ve benzeri kimyevi yakıcı ve\ntahriş edici işlerde çalışanlara, EN standardına uygun CE-belgeli\nözelikle beş parmaklı ve uzun konçlu olmak üzere verilen ferdi\nkoruyuculardır.\u003C\u002Fp>\n\n\u003Cp>2-17- Adi Lastik Eldiven:\u003C\u002Fp>\n\n\u003Cp>Sosyal, idare ve sağlık işlerinde, çamaşırhane, mutfak ve bulaşık\nhanelerde çalışanlara verilir.\u003C\u002Fp>\n\n\u003Cp>2-18- Madenci Kemeri:\u003C\u002Fp>\n\n\u003Cp>Yeraltı işyerlerinde çalışanlara, lamba ve gaz maskesi takmak amacıyla\n5 yıl miatla verilir.\u003C\u002Fp>\n\n\u003Cp>2-19- Sağlık Görevlileri Kıyafeti:\u003C\u002Fp>\n\n\u003Cp>Yeraltı ve yerüstü işyerlerinde çalışan Sağlık Görevlilerine ve\n(5005) Nakliyat İşçiliği sanatında olup Ambulansta Şoförlük yapanlara;\nsağlık personeline verilmekte olan kıyafetler verilir. Eskidiğinde yenisi\nile değiştirilir.\u003C\u002Fp>\n\n\u003Cp>2-20- Tişört:\u003C\u002Fp>\n\n\u003Cp>Kurum yerüstü işyerlerinde çalışan işçilere (madde 2.15’ e göre\nalanlar hariç) yazlık kısa kollu tişört yıllık 2 adet olarak verilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE-3:SERVİS DEMİRBAŞI OLARAK VERİLECEK KİŞİSEL KORUYUCU\nDONANIMI\u003C\u002Fh4>\n\n\u003Cp>Aşağıda belirtilen servis demirbaşı olarak verilecek kişisel\nkoruyucuların yıllık ihtiyaç miktarları işverence tespit edilir.\u003C\u002Fp>\n\n\u003Cp>3-1- Dizlik:\u003C\u002Fp>\n\n\u003Cp>Alçak damarlarda çalışan Pano Ayak Üretim işçileri ile zaman zaman\ndizi üstünde çalışması gereken işyerlerinde çalışan işçilere ferdi\nkoruyucu olarak verilir.\u003C\u002Fp>\n\n\u003Cp>3-2- Koruyucu Gözlük (Şeffaf Mikalı Yüz Maskeli):\u003C\u002Fp>\n\n\u003Cp>Daha çok çapak sıçratan, talaş kaldıran ve benzeri işyerlerinde\ngözü veya yüzü korumak üzere EN standardına uygun CE-belgeli, PVC-\nmalzemeden yapılmış, başa takılabilir ve ayarlanabilir özellikte koruyucu\ngözlük ile Döküm İşçisi sanatında çalışanlara Dökümcü\nGözlüğü, Kaynak İşçisi sanatında çalışanlara Kaynakçı\nMaskesi-Gözlüğü servis demirbaşı olarak verilir.\u003C\u002Fp>\n\n\u003Cp>3-3- Lastik Elektrikçi İzole Eldiveni:\u003C\u002Fp>\n\n\u003Cp>İş ve işyerinin özelliğine göre, cereyanlı bir ortam içinde\nçalışılması gerektiğinde, delinme gerilimleri EN standardına uygun\nCE-belgeli, özellikle beş parmaklı ve uzun konçlu ferdi koruyuculardır.\u003C\u002Fp>\n\n\u003Cp>Servis demirbaşı olarak izolasyon direncini muhafaza ettiği müddetçe\nmiatlı olmak üzere, bir yıl miatla, M. Mak. Elektrik Atölyesi ile yüksek\ngerilimde çalışanlar için 15.000 Volt., 3300\u002F550 V. şebekelerde\nçalışanlar için 5000 Volt., 550 V. şebekede çalışanlar için 1000 Volt.\nüzerinden verilirler.\u003C\u002Fp>\n\n\u003Cp>3-4- Koruyucu Önlük:\u003C\u002Fp>\n\n\u003Cp>Yerüstü işyerlerinde işyeri çalışma şartları ve risklerine göre EN\nstandardına uygun CE- belgeli servis demirbaşı olarak amyant, alüminize\nve\u002Fveya kösele-meşin-vinleks önlük verilir.\u003C\u002Fp>\n\n\u003Cp>3-5- Koruyucu Kulaklık:\u003C\u002Fp>\n\n\u003Cp>Gürültü tespiti yapılan tüm işyerlerinde çalışanlara kulak koruyucu\nolarak EN standartlarına uygun CE-belgeli normal ve\u002Fveya barete sabitlenmiş\nkoruyucu kulaklık verilir.\u003C\u002Fp>\n\n\u003Cp>3-6- Toz Maskesi:\u003C\u002Fp>\n\n\u003Cp>Müessesenin tozla çalışma mücadeleleri ile toz konsantrasyonunun\nfazlalığı dolayısıyla çalışmayı engelleyici işlerde geçici olarak\nçalışacak işçiler ile Çevre ve Hizmet, Lavuar İşletme, Elektro-Mek.,\nDemiryolu, M.Mak.Fab.İşl.Müd. Talaşlı İmalat, Mekanizasyon, Döküm\nişçilerine EN standardına uygun CE-belgeli verilecek toz maskeleri servis\ndemirbaşı niteliğinde verilir.\u003C\u002Fp>\n\n\u003Cp>3-7- Gaz Maskesi:\u003C\u002Fp>\n\n\u003Cp>İş ve İşyerinin özelliğine göre yer altında Üretim ve Hazırlık,\nNakliyat İşçileri, Elektro- Mekanik İşçileri ile M.Mak.Fab. Elektrik\nAtölyesinde çalışanlara toz maskesi ile birlikte, asit-baz ve benzeri\nkimyevi, zehirleyici, tahriş edici ve boğucu gazlı ortamda çalışanlara,\nEN standardına uygun CE-belgeli servis demirbaşı niteliğinde ferdi koruyucu\nolarak verilirler.\u003C\u002Fp>\n\n\u003Cp>Kulak muhafaza tıkaç ve mufları ile toz, gaz maskelerinin yıllık\nihtiyaç miktarları işverence tespit edilir.\u003C\u002Fp>\n\n\u003Cp>3-8- Alüminize Tozluk:\u003C\u002Fp>\n\n\u003Cp>Yerüstü işyerlerinde dökümhaneler ve benzeri yerlerde, EN standardına\nuygun CE- belgeli işyeri demirbaşı niteliğinde ferdi koruyucu olarak\nverilirler.\u003C\u002Fp>\n\n\u003Cp>3-9- Muşamba Yağmurluk-Muşamba Pantolon:\u003C\u002Fp>\n\n\u003Cp>Yağış altında, çamurlu ve\u002Fveya sulu yerlerde çalışan yer altı ve\nyerüstü işçilerine diğer giyim eşyalarına ilaveten EN Standardına uygun\nCE-Belgeli yağmurluk servis demirbaşı olarak verilir.\u003C\u002Fp>\n\n\u003Cp>3-10- Emniyet Kemeri:\u003C\u002Fp>\n\n\u003Cp>Kuyu bakım, yüksek gerilim servislerinde çalışanlara EN standardına\nuygun CE-belgeli servis demirbaşı olarak verilir.\u003C\u002Fp>\n\n\u003Cp>3-11- Suni Deri Gocuk :\u003C\u002Fp>\n\n\u003Cp>Yer altı işçilerinden kazı sınıfı çalışanlarına gerektiğinde\nkullanılmak üzere servis demirbaşı niteliğinde 3 yıl miadlı ferdi\nkoruyucu olarak verilir.\u003C\u002Fp>\n\n\u003Cp>3-12- Deri Gocuk (Miflonlu)\u003C\u002Fp>\n\n\u003Cp>İş makineleri operatörü ve Şoför olarak çalışan Nakliyat\nişçilerine, vinç operatörlerine, yağcılara, yüksek gerilim\nelektrikçilerine gerektiğinde kullanılmak üzere servis demirbaşı olarak\nverilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 4: KİŞİSEL KORUYUCULARIN DEĞİŞTİRİLMESİ\u003C\u002Fh4>\n\n\u003Cp>2. ve 3. maddelerde sayılan kişisel koruyuculardan kullanan işçinin\nkendi kusuru olmaksızın miadı içersinde yanma, yırtılma, parçalanma ve\nkoruyucu özelliğini kaybetme gibi nedenlerle kullanılmaz hale geldiği\ntespit edilenler yenisi ile değiştirilirler. Ancak, durumun bir tutanakla\nbelirtilerek işyeri amirince onaylanması gerekir.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 5: KİŞİSEL KORUYUCULARIN DAĞITIM ZAMANI\u003C\u002Fh4>\n\n\u003Cp>a)Kışlık kişisel koruyucu her yıl kasım ayında,\u003C\u002Fp>\n\n\u003Cp>b)Yazlık kişisel koruyucu her yıl mayıs ayında,\u003C\u002Fp>\n\n\u003Cp>c)Bir yıllık miada tabi kişisel koruyucu ocak ayı başı ile nisan ayı\nsonu arasında,\u003C\u002Fp>\n\n\u003Cp>d)Altı aylık miada tabi kişisel koruyucu ocak ve temmuz aylarında,\u003C\u002Fp>\n\n\u003Cp>e)Dört aylık miada tabi kişisel koruyucu ocak, mayıs, eylül\naylarında,\u003C\u002Fp>\n\n\u003Cp>f)İşyeri demirbaşı olarak müştereken kullanılan kişisel koruyucu da\nher yıl ocak ayı başında veya yıl içersinde ihtiyaç durumuna göre\ndağıtılacak veya servise konacaktır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen zamanlarda işbaşında olmayan münavebeli işçilere\ndağıtımı takip eden ay içindeki kendi çalışma devresinde\nyapılacaktır.\u003C\u002Fp>\n\n\u003Ch4>MADDE - 6: DAĞITIMIN UYGULANMASI VE ŞEKLİ\u003C\u002Fh4>\n\n\u003Cp>Kişisel koruyucuların ölçüleri kullanacak kişinin fiziksel\nölçülerine uygun olarak sicil bilgilerine girilir.\u003C\u002Fp>\n\n\u003Cp>Kişisel koruyucu işçilere imzaları karşılığında işyerinde\ndağıtılır. Dağıtım anında işyerinde olmayan işçinin hak etmiş\nolduğu malzemeler saklanır ve işine başladığı zaman kendisine\nverilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE-7: DAĞITIMDAN SONRA İŞE YENİ BAŞLAYANLARA VERİLECEK KİŞİSEL\nKORUYUCULAR\u003C\u002Fh4>\n\n\u003Cp>Dağıtımdan sonra işe yeni başlayanlara o iş yerinde çalışan diğer\nişçilere verilen EN standardına uygun CE-belgeli kişisel koruyucuların\naynısı verilir.\u003C\u002Fp>\n\n\u003Ch4>MADDE- 8: İŞYERLERİ DEĞİŞEN PERSONEL HAKKINDA YAPILACAK İŞLEM\u003C\u002Fh4>\n\n\u003Cp>İşyerlerini değiştiren personelin nakil sebebiyle korunma teçhizatı\ngeri alınmayacak ve durum çalıştığı servis tarafından nakil evrakına\nşerh verilmek suretiyle yeni servisine bildirilecektir. Ancak, personelin yeni\nişi korunma teçhizatı alınmasını gerektiriyorsa eşyalar verilecektir.\u003C\u002Fp>\n\n\u003Cp>İşyeri demirbaşı mahiyetinde olan korunma teçhizatı, ise geri\nalınacaktır.\u003C\u002Fp>\n\n\u003Ch4>MADDE- 9: KİŞİSEL KORUYUCUNUN KULLANILMASI\u003C\u002Fh4>\n\n\u003Cp>Kişisel koruyucunun yalnızca işbaşında ve işyerinde giyilip\nkullanılması zorunludur. Buna uymayan işçilerin işyerine girmeleri ve\nçalıştırılmaları yasaktır. Kişisel koruyucu, işyeri dışında hususi\nmaksatlar için kullanılmaz.\u003C\u002Fp>\n\n\u003Ch4>MADDE- 10: KİŞİSEL KORUYUCUNUN MİAT İŞLEMLERİ\u003C\u002Fh4>\n\n\u003Cp>a)Kişisel koruyucunun miatları bu yönergede belirtilmiş olup, her\neşyanın bu sürelere göre hizmete sunulması şarttır.\u003C\u002Fp>\n\n\u003Cp>b)Miadını doldurmayan kişisel koruyucunun yerine yenisi verilmeyecektir.\n(4. Madde hariç)\u003C\u002Fp>\n\n\u003Cp>c)Miadırn doldurdukları halde giyilir durumda oldukları görülen\nkişisel koruyucunun miatlarının uzatılmasına işyeri amiri ile işçi\nsendikası şube başkanı birlikte karar verirler. (4.madde hükmü\nsaklıdır.)\u003C\u002Fp>\n\n\u003Ch4>MADDE-11: İADE EDİLMEYEN KİŞİSEL KORUYUCULAR HAKKINDA YAPILACAK\nİŞLEM\u003C\u002Fh4>\n\n\u003Cp>a)Ölen işçilerin, emekliye ayrılan veya sağlık sebebiyle işten\nçıkarılan işçilerden, üzerinde bulunan kişisel koruyucuları geri\nalınmayacağı gibi bedelleri de talep edilmeyecek, işyeri demirbaşı olarak\nverilmiş bulunan kişisel koruyucuları ise geriye alınacaktır.\u003C\u002Fp>\n\n\u003Cp>b)(a) fıkrası dışındaki sebeplerle işten ayrılanlar, üzerindeki bu\nyönerge konusu eşyaları geri vermekle yükümlüdürler. Bu eşyaları kısa\nzaman içerisinde iade etmeyenlerin, kişisel koruyucu eşyasının kalan miat\nsüresi üzerinden bakiye bedeli hesaplanarak alakalılardan ayrıca tahsili\nyoluna gidilecektir.\u003C\u002Fp>\n\n\u003Cp>Miat bakiyesinin hesabında on beş günü geçen ay küsuratı bir ay\naddolunur.\u003C\u002Fp>\n\n\u003Cp>On beş veya daha noksan ay küsuratı hesaba alınmaz.\u003C\u002Fp>\n\n\u003Cp>c)İşi terk edip eşyalarını da birlikte götürenlerin, işletmede\nistihkakları varsa eşyaların bedelleri bu istihkaklarından mahsup edilecek,\nistihkak tutarı eşya bedelini karşılamadığı takdirde fark miktarı\nödetilmeden yeniden işbaşı yaptırılmayacaktır.\u003C\u002Fp>\n\n\u003Ch4>MADDE -12: MALİYET BEDELLERİ\u003C\u002Fh4>\n\n\u003Cp>İşveren her sene kişisel koruyucu maliyet bedellerini tesbit edecek ve\nişçi sendikasına da bildirecektir. Kişisel koruyucu bedellerinin tazmini ve\nbunlara ait kesintiler bu tespitlere göre yapılacaktır.\u003C\u002Fp>\n\n\u003Ch4>MADDE-13: MÜKERRER KİŞİSEL KORUYUCU VERİLMEYECEĞİ\u003C\u002Fh4>\n\n\u003Cp>2. ve 3. Maddelerde belirtildiği şekilde kendilerine gördüğü iş\nicabı belirli kişisel koruyucu verilmesi gereken işçilere miatları\nzarfında, aynı amaca hizmet eden eşyalardan ancak bir tipi verilecektir.\u003C\u002Fp>\n\n\u003Ch4>MADDE-14:KİŞİSEL KORUYUCUYU KAYBEDEN VEYA SATANLAR HAKKINDA YAPILACAK\nİŞLEM\u003C\u002Fh4>\n\n\u003Cp>a)Kişisel koruyucunun her ne sebeple olursa olsun kaybetmiş olanlardan, bu\neşyaların maliyet bedellerinin tamamı kesilerek kendilerine yenileri\nverilecektir.\u003C\u002Fp>\n\n\u003Cp>b)Kişisel koruyucuyu sattıkları tespit olunan işçilere, İş Yasası ve\nToplu İş Sözleşmesinin cezai hükümleri tatbik edilmekle beraber kişisel\nkoruyucu maliyet bedellerinin tamamı da istihkaklarından kesilecektir.\u003C\u002Fp>\n\n\u003Ch4>MADDE-15:KİŞİSEL KORUYUCUNUN İŞLEM VE DAĞITIMINDAN DOĞACAK\nSORUMLULUK\u003C\u002Fh4>\n\n\u003Cp>İş bu yönerge ile uhdesine verilen işlerin yerine getirilmesinden ve\nişçilere yönerge uyarınca dağıtılmasından ve bunların dağıtımına\nait işlemlerin takibinden işveren sorumludur.\u003C\u002Fp>\n\n\u003Ch4>MADDE- 16: YÜRÜRLÜKTEN KALDIRILAN MEVZUAT\u003C\u002Fh4>\n\n\u003Cp>İşçilere verilecek kişisel koruyucu ile ilgili daha evvel\nçıkarılmış tüm mevzuat yürürlükten kaldırılmıştır.\u003C\u002Fp>\n\n\u003Ch4>MADDE- 17: YÜRÜRLÜK\u003C\u002Fh4>\n\n\u003Cp>İş bu yönerge, toplu iş sözleşmesinin yürürlüğe girdiği tarihten\nitibaren geçerlidir.\u003C\u002Fp>\n\n\u003Ch2>EK – 3\u003C\u002Fh2>\n\n\u003Ch2>ÜCRETLİ MAZERET İZİNLERİ YÖNERGESİ\u003C\u002Fh2>\n\n\u003Cp>TTK İşyerlerinde çalışan işçilere, bu toplu iş sözleşmesinin\n“Ücretli Mazeret İzinleri” başlıklı maddesi gereğince verilecek\nücretli izin ve bu izinlerin veriliş şekli bu yönerge ile\ndüzenlenmiştir.\u003C\u002Fp>\n\n\u003Ch3>VERİLECEK ÜCRETLİ İZİNLER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Ch4>1- Evlenme izni\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>İşçilere; kendilerinin evlenmeleri halinde 7 gün, çocuklarının\nevlenmesi halinde 2 gün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu izin, nikah ve düğün tarihini içine alacak şekilde kullanılır.\u003C\u002Fp>\n\n\u003Cp>Evlenen erkek veya kadının her ikisi de TTK da çalışıyorsa bu izin her\nikisine de verilir.\u003C\u002Fp>\n\n\u003Cp>Nikah veya düğün yapacak olanlar iznini hangi tarihte kullanacaklarını\nbelirtir dilekçe ile iş amirine müracaat ederek izin kağıdı tanzim\nettirmek üzere ilgili memurlara verirler.\u003C\u002Fp>\n\n\u003Cp>Düğün sebebi ile bu iznin verilmesi için, nikah yapılırken işçinin\nT.T.K. da çalışmakta olması ve iznin tamamının nikahta kullanılmamış\nolması şarttır. İznin bir kısmı nikahta kullanıldığı takdirde\nişçiler geri kalan kısmını düğünde kullanabilirler. Her halükarda bu\nizin kendisi evlenenler için 7, çocuğunu evlendirenler için 2 günü\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>İşçiler evlenme olayını evlenme cüzdanı, veya düğün tarihini\nbelirtir bir belge ile belgelemek zorundadırlar.\u003C\u002Fp>\n\n\u003Ch4>2- Doğum izni\u003C\u002Fh4>\n\n\u003Cp>İşçinin eşinin doğum yapması halinde 5 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>İşçiler, verilecek bu 5 günlük izinlerini doğumun olduğu günden\nitibaren kullanabilecekleri gibi, doğumdan evvel bir hafta veya doğumdan\nsonra bir hafta içinde de kullanmaya başlayabilirler.\u003C\u002Fp>\n\n\u003Cp>Doğumu hastanede olması halinde, hastanede yatış bir haftalık müddeti\naşarsa bu izin eşinin hastaneden taburcu olduğu tarihten itibaren de\nkullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Bu izni kullananlar doğum olayını belgelemek zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Çocuğun ölü doğması halinde doğum izni verilir, ayrıca ölüm izni\nverilmez.\u003C\u002Fp>\n\n\u003Cp>Doğum izni kullanılırken doğan çocuk bu izin bitmeden önce ölürse\nölüm tarihinde doğum izni kesilir, yerine ölüm izni başlar.\u003C\u002Fp>\n\n\u003Ch4>3- Ölüm izni\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>İşçilere; anne, baba, eş, kardeş veya çocuklarının ölümü halinde\n5 gün, ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu izin vefatın olduğu günden itibaren kullanılır. Vefatın işçilerin\nçalıştığı yerden başka bir yerde olması ve olayın geç öğrenilmesi\nhalinde ise, vefatın öğrenildiği tarihten itibaren en geç on beş gün\niçinde kullanılmaya başlanılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu izni kullanacak olanlar yazılı olarak iş amirine müracaat ederek\ndurumu bildirmek ve ölüm olayını bu yönergede belirtilen süre içinde\nbelgelemek zorundadırlar.\u003C\u002Fp>\n\n\u003Ch4>4- Akraba ölümlerinde izin\u003C\u002Fh4>\n\n\u003Cp>İşçilerin; işyerinin bulunduğu ilçe hudutları içinde defnedilen\nkayınpeder, kayınvalide, amca, teyze, dayı, hala, dede ve ninelerinin\ncenazelerine iştirak etmek üzere 1 gün, aynı akraba ve hısımlarının\nişyerlerinin bulunduğu ilçe hudutları dışında defnedilmeleri halinde\ncenazelerine iştirak etmek üzere 2 gün, Ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izin cenazelerin defin günü kullanılır. Bu izinleri kullananlar\ndurumlarını belgelemek zorundadırlar.\u003C\u002Fp>\n\n\u003Ch4>5- Muayene, laboratuar testi izni\u003C\u002Fh4>\n\n\u003Cp>İşçiler, SGK’na hizmet veren sağlık kuruluşlarına muayene\nolmaları, laboratuar tahlillerini yaptırmaları halinde iki güne kadar\nücretli izinli sayılırlar. 1. ve 2. günde yapılan sağlık işlemleri\nbelgelendirilmediği takdirde belgelendirilmeyen günler için ücretsiz izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Ancak; İşçiler muayene olduktan, laboratuar tahlillerini yaptırdıktan\nsonra işleri başına dönmek zorundadırlar. Bunlar işyerlerine\ndöndüklerinde derhal işbaşı yaptırılırlar.\u003C\u002Fp>\n\n\u003Cp>Bu fıkra gereğince izinli sayılanlar, muayene olduğuna ve laboratuar\ntesti yaptırdıklarına dair doktorun vereceği belgeyi iş amirine ibraz\netmekle yükümlüdürler.\u003C\u002Fp>\n\n\u003Cp>İşçilerin SGK’na hizmet veren sağlık kuruluşlarına geliş ve\nişlerinin bitiminden sonra ayrılışlarının ne şekilde takip ve kontrol\nedileceği TTK’ca tayin ve tespit olunur.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki olaylar sebebi ile izinli sayılan işçilere aynı günler\niçin istirahat verildiği takdirde, bu günler için izin ücreti\nödenmeyecektir.\u003C\u002Fp>\n\n\u003Ch4>6- Kaza izni\u003C\u002Fh4>\n\n\u003Cp>İşçilere, bakmakla yükümlü olduğu eşi, çocuğu, annesi, babası\nveya kardeşlerinin trafik veya hastane raporu gibi resmi olarak belgelenen bir\nkazaya uğraması halinde üç gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izni kullanan işçinin, kazanın olduğu yer trafik şubesinden polis\nveya Jandarma karakolundan veyahut hastaneden kaza ile ilgili alacağı onaylı\nbir belgeyi iş amirine vermesi gereklidir.\u003C\u002Fp>\n\n\u003Ch4>7- Doğal afet izni\u003C\u002Fh4>\n\n\u003Cp>İşçiye, kendisinin veya bakmakla yükümlü olduğu eşi, çocuğu,\nannesi, babası veya kardeşlerinin doğal afetlere (yangın, sel, deprem gibi)\nuğraması halinde 6 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izni kullanan işçi, olayın olduğu mahallin mülki amirliği veya\nbelediyeden alacağı olayla ilgili belgeyi ve olay yerine gittiğini tevsik\nedeceği bir belgeyi iş amirine vermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>6 ve 7 numaralı fıkralarda belirtilen izinler, olayın vuku bulduğu\ntarihten itibaren kullanılır. Kazanın veya doğal afetin işçinin\nçalıştığı yerden başka bir mahalde olması ve bu nedenle olayın geç\nöğrenilmesi halinde ise, olayın öğrenildiği tarihten itibaren ve her\nhalükarda olayın meydana gelişinden itibaren on beş gün içinde\nkullanılmaya başlanılacaktır.\u003C\u002Fp>\n\n\u003Ch4>8- Refakat izni\u003C\u002Fh4>\n\n\u003Cp>İlgili Sosyal Güvenlik Kurumunun Sözleşmeli \u002F Anlaşmalı Sağlık Kurum\nve Kuruluşlarının raporu ile işyerinin kurulu bulunduğu yer dışındaki\nhastanelerde muayene ve tedavisi öngörülen eş, çocuk, ana ve babasına\nrefakat etmesine karar verilen işçilere refakat süresince ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin eşinin 5510 sayılı Kanunun 4\u002Fb veya 4\u002Fc maddesine tabi\nbulunması halinde Sosyal Güvenlik Kurumunun hizmet satın aldığı sağlık\nkuruluşlarının sağlık kurulunca verilecek refakat raporları için de\naynı işlemler yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu izinden yararlanacak olanlar, ilgili sağlık kurulu veya doktordan\nalacakları raporu iş amirine vermek zorundadırlar.\u003C\u002Fp>\n\n\u003Ch4>9- Mesleki Hastalık Kontrol izni\u003C\u002Fh4>\n\n\u003Cp>İşverenin sağlık teşkilatınca mesleki hastalığa tutulduğu Sosyal\nGüvenlik Kurumuna ihbar olunanlardan bu hastalıkları anılan kurumca mesleki\nkabul edilen veya edilmeyen işçilere, Sosyal Güvenlik Kurumunca mesleki\nhastalığa tutulduğu tespit edilen ve bu nedenle kurum hastanelerinde tetkik\nve kontrole tabi tutulan işçilerden; hastaneye yatırılmayan, istirahatlı\nsayılmayan ve bu nedenlerle geçici iş göremezlik ödeneği verilmeyenler bu\ntetkik ve kontrolde kaldıkları günleri ilgili hastaneden alacakları\nbelgelerle kanıtlamak şartı ile ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Meslek hastalığına yakalanmış olduğu yukarıda belirtilen mercilerce\nbelirtilmediği halde, kendileri meslek hastalığı bakımından tetkike tabi\ntutulmasını isteyen işçiler bu izin hakkından yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch4>10- Genel Hükümler\u003C\u002Fh4>\n\n\u003Cp>Toplu İş Sözleşmesinin “Ücretli Mazeret İzinleri” başlıklı\nmaddesinde ve bu yönergede belirtilen izinlerin kullanılmasının suiistimali\nhalinde toplu iş sözleşmesinin ceza hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu yönergede belirtilen izinlerin, münavebeli işçilerin iş programı\ngereğince çalıştırılmayacakları tarihlere rastlayan kısmında kalan\ngünleri ile daimi veya münavebeli işçilerin, belirli süreli iş\nsözleşmesi ile çalışan işçilerin doktor raporu ile istirahatlı\nbulundukları zamana rastlaması halinde ücretli izin verilmez. Ücretsiz\nizinli bulundukları zamana rastlaması halinde ücretleri ödenir. Yıllık\nücretli izin içine rastlaması halinde ise, ücretli izinleri yukarıda\nbelirtilen günler kadar uzatılır.\u003C\u002Fp>\n\n\u003Cp>Bu yönergenin 1 ile 7. fıkralarında belirtilen izinlerin kullanılmadan\nönce işyerine bildirilmemesi ve amacına uygun olarak kullanıldığının\nilk işe geldiği gün içinde belgelenmemesi halinde kullanılan izinlere ait\nyapılan ödemeler işçinin ilk çıkacak istihkaklarından kesilir ve\nişçiler o günler için ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>İşçinin beyanının fiili duruma aykırı olduğunun işyerince tespit\nedilmesi halinde ise kullanılan bu izinlere ait yapılan ödemeler de\nişçinin ilk çıkacak istihkakından tahsil edileceği gibi, ayrıca\nhaklarında disiplin cezaları uygulanır.\u003C\u002Fp>\n\n\u003Ch4>11- Muvazzaf Askerlik dışında görevlendirileceklere verilecek izin\u003C\u002Fh4>\n\n\u003Cp>Muvazzaf askerlik hizmeti dışında manevra veya herhangi bir nedenle silah\naltına alınan işçiler bu yükümlülükleri süresince en çok 30 gün\nücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Bunlar ilgili askerlik şubesinden alacakları hareket ve dönüş\ngünlerini belirten belgeyi iş amirine vermekle yükümlüdürler.\u003C\u002Fp>\n\n\u003Cp>-Hükümlülüğün 30 günden az olması halinde, getirilen belgedeki gün\nkadar ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>-Yolda geçen süreler izin süresinden sayılırlar.\u003C\u002Fp>\n\n\u003Cp>-Ücretli izinli sayılmanın başlangıcı işyerinden ayrıldığı\ntarihtir.\u003C\u002Fp>\n\n\u003Cp>-İzin ücreti askerlik belgesindeki mükellefiyete göre işyerinden\nayrılırken ve her halükarda en çok 30 günlük tahakkuk ettirilir.\u003C\u002Fp>\n\n\u003Ch2>EK – 4\u003C\u002Fh2>\n\n\u003Ch2>BEDELSİZ YAKIMLIK KÖMÜR YÖNERGESİ\u003C\u002Fh2>\n\n\u003Cp>TTK İşyerlerinde çalışmakta olan işçilere, Toplu İş sözleşmesinin\n62\u002F8 maddesi gereğince verilecek bedelsiz yakımlık kömür hak ediş ve\ndağıtım şekli bu yönerge ile düzenlenmiştir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 1: DAĞITIMDAN YARARLANACAKLAR\u003C\u002Fh3>\n\n\u003Cp>TTK ve bağlı işyerlerinde iş sözleşmesi devam eden 2. maddede\nbelirtilenler dışında kalan tüm daimi ve münavebeli işçiler ile en az\nüç ay belirli süreli iş sözleşmesi ile çalışan işçiler, bedelsiz\nyakımlık kömürden yararlanacaklardır.\u003C\u002Fp>\n\n\u003Cp>MADDE - 2: DAĞITIMDAN YARARLANAMAYACAK OLANLAR\u003C\u002Fp>\n\n\u003Cp>a)Otel, misafirhane, pansiyon ve işçi yurtlarında ikamet eden daimi\nişçiler,\u003C\u002Fp>\n\n\u003Cp>b)Toplu İş Sözleşmesinin “Sendikal Teminatlar” başlıklı maddesine\ngöre iş sözleşmeleri askıya alınmış olanlar,\u003C\u002Fp>\n\n\u003Cp>c)Herhangi bir nedenle iş sözleşmesi askıda kalan işçiler,\u003C\u002Fp>\n\n\u003Cp>d)Isıtılan ve sıcak suyu olan TTK Lojmanlarında oturmakta olan\nişçiler,\u003C\u002Fp>\n\n\u003Cp>Bedelsiz yakımlık kömürden yararlanamayacaklardır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 3: AYNI EVDE VEYA AYNI DAİREDE OTURANLAR HAKKINDA YAPILACAK\nİŞLEM\u003C\u002Fh3>\n\n\u003Cp>Aynı evde veya aynı dairede oturup geçimleri müşterek olan işçilerden\nyalnız birisine bedelsiz yakımlık kömür verilecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 4: VERİLECEK YAKIMLIK KÖMÜRÜN MİKTARI\u003C\u002Fh3>\n\n\u003Cp>a)Yeraltında çalışan daimi işçilerden her ay için 300 kg hesabı ile\nyılda 3600 kg,\u003C\u002Fp>\n\n\u003Cp>b)Yerüstünde çalışan daimi işçilerle, en az üç ay belirli süreli\niş sözleşmesi ile yerüstünde çalışan işçilere her ay için 250 kg\nhesabı ile yılda 3000 kg,\u003C\u002Fp>\n\n\u003Cp>c)Münavebeli işçilere çalıştıkları her ay için 300 kg hesabı ile\nçalıştıkları süre ile orantılı olarak (iş programında daha az\nçalışma öngörülmesi halinde verilecek kömür yılda 2000 kg’ın\naltında olmayacaktır).\u003C\u002Fp>\n\n\u003Cp>Yakımlık kömür bedelsiz verilecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE- 5: YAKIMLIK KÖMÜRÜN DAĞITIM ZAMANI VE İŞTEN AYRILANLARIN\nKÖMÜR İSTİHKAKLARI\u003C\u002Fh3>\n\n\u003Cp>a)İşçiler bedelsiz yakımlık kömür istihkaklarını üç aylık veya\naltı aylık periyotlarla alabilecekleri gibi bir defada da alabileceklerdir.\nKömürün alındığı tarihte hak edilmiş istihkak dışında takvim yılı\nesasına göre, yılsonuna kadar olan miktar avans olarak verilecektir.\u003C\u002Fp>\n\n\u003Cp>İşçiler kömür istihkaklarını müteakip yılın mayıs ayı sonuna\nkadar almak mecburiyetindedir.\u003C\u002Fp>\n\n\u003Cp>Kömür dağıtımından sonra işe gireceklerin cari takvim yılına ait\nkömür istihkakları ise müteakip yıldaki tevziatla yeni yıl kömürü ile\nbirlikte verilecektir.\u003C\u002Fp>\n\n\u003Cp>b)Stok azlığı nedeniyle istihkakların işverence verilmemesi hallerine\nmünhasır olmak üzere istihkakların alım süresi Genel Maden İşçileri\nSendikası’nın müracaatı sonucu TTK Genel Müdürü’nün onayı ile\nuzatılabilecektir.\u003C\u002Fp>\n\n\u003Cp>c)Ölüm, emeklilik, yaş haddi veya sağlık nedenleri gereğince havzada\nçalışamaz kararı almış olmaları nedeniyle iş sözleşmesi fesih edilen\nveya başka bir nedenle iş sözleşmesi fesih edilen işçilerin bedelsiz\nyakımlık kömür istihkakları kesilecektir.\u003C\u002Fp>\n\n\u003Cp>Bu şekilde işten ayrılmış olanlardan, hak kazanmadıkları halde\nyılsonuna kadar avans olarak verilmiş olan kömürün bedeli kendilerinden\ntahsil olunacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak iş kazası veya meslek hastalığı, ölüm nedeniyle iş\nsözleşmesi sona eren işçilerden avans olarak verilen kömür bedeli tahsil\nolunmayacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 6: BEYANNAME VERİLMESİ ZORUNLULUĞU\u003C\u002Fh3>\n\n\u003Cp>İşçiler, bedelsiz yakımlık kömür dağıtımından yararlanabilmeleri\niçin TTK tarafından hazırlatılmış matbu “Bedelsiz Yakımlık Kömür\nBeyannamesi”ni doldurup yetkili iş amirine onaylatacak ve ilgili\nMüessesenin yakımlık kömür dağıtımı ile ilgili ünitesine\nvereceklerdir.\u003C\u002Fp>\n\n\u003Cp>Beyanname veren işçilere aynı gün beyannamenin alındığına dair bir\nbelge verilecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 7: BEDELSİZ YAKIMLIK KÖMÜRE HAK KAZANILMASI\u003C\u002Fh3>\n\n\u003Cp>Yeni işe giren işçinin işe başlayışı ayın on beşinden önce ve\nişten ayrılışı ayın on beşinden sonra ise; işçinin işe girdiği veya\nayrıldığı ay için bedelsiz yakımlık kömürü tam olarak\nverilecektir.\u003C\u002Fp>\n\n\u003Cp>İşçinin işe girişi ayın on beşinden sonra ve işten ayrılışı\nayın on beşinden önce ise, işe girdiği veya ayrıldığı ay için\nbedelsiz yakımlık kömür verilmeyecektir.\u003C\u002Fp>\n\n\u003Cp>Münavebeli işçilerde devrelerin ilk veya ikinci yarıları nazari dikkate\nalınacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 8: DEĞİŞİKLİĞİN BİLDİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>İşçiler, ikametgâh adresleri, işyeri değişiklikleri ve bu yönergeye\ngöre kömür alma hakkını etkileyen her türlü durum değişikliği halinde\non beş gün içinde beyanname vermek veya yenilemek zorundadır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 9: BEYANNAMELERİN İNCELETTİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>Bedelsiz yakımlık kömür beyannamelerinin doğruluk derecesi ilgili\nMüessesenin kömür dağıtımı ile ilgili birimlerinin isteği üzerine\npersonel veya savunma servislerince incelettirilebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 10: BEDELSİZ YAKIMLIK KÖMÜRÜN TAŞINMASI\u003C\u002Fh3>\n\n\u003Cp>5. maddenin (a) fıkrasında belirtilen daimi işçilerin bedelsiz\nyakımlık kömürleri, bedeli karşılığında ve imkânlar nispetinde ilgili\nMüessesece taşınacaktır.\u003C\u002Fp>\n\n\u003Cp>Mümkün olmaması veya avans olarak verilme halinde, istihkak sahiplerinin\nkömürlerini kendilerinin taşıması esastır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 11: TAŞIMA BEDELİ VE ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>Bedelsiz yakımlık kömürün taşınma ücreti ilgili Müessesece tespit\nolunur.\u003C\u002Fp>\n\n\u003Cp>Kömürlerini ilgili Müessese araçları ile taşıtmak isteyenler taşıma\nücretlerini her ayın onuncu günü akşamına kadar ilgili mutemetlerine\nmakbuz karşılığı yatırmak zorundadırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 12: MÜNAVEBELİ İŞÇİLERLE HER GÜN İŞYERLERİNE GELİP\nGİDENLERİN KÖMÜRÜNÜN TAŞINMASI\u003C\u002Fh3>\n\n\u003Cp>5. maddenin (b) fıkrasında belirtilen, ikametgâhlarından işyerlerine\nher gün gidip gelmekte olan daimi veya münavebeli işçilerle, işçi\nyurtlarında ikamet eden münavebeli işçiler bedelsiz yakımlık\nkömürlerini kendileri nakledeceklerdir.\u003C\u002Fp>\n\n\u003Cp>Bu gibiler kömürlerini kendileri alabilecekleri gibi, mutemetleri\naracılığı ile toplu olarak da alabileceklerdir.\u003C\u002Fp>\n\n\u003Cp>İşçiler bedelsiz yakımlık kömürlerini işverenin tespit ederek\nduyuracağı tevzii mahallinden alacaklardır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 13: BEDELSİZ YAKIMLIK KÖMÜRÜN NAKLİ\u003C\u002Fh3>\n\n\u003Cp>Bu yönergeye göre bedelsiz yakımlık kömürlerini almaya hak kazanan,\nişyerleri civarında oturmakta olan işçilerin herhangi bir nedenle\nikametgâhlarını işyerleri dışına nakletmeleri halinde, hak kazanmış\noldukları kömürlerini yeni ikametgâhlarına nakletmek üzere başvuranlara\nilgili Müessesenin ilgili birimlerince bir nakil belgesi verilecektir.\u003C\u002Fp>\n\n\u003Ch2>EK – 5\u003C\u002Fh2>\n\n\u003Ch2>İŞÇİ SENDİKASI İŞYERİ TEMSİLCİLİĞİ YÖNERGESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE - 1: AMAÇ VE KAPSAM\u003C\u002Fh3>\n\n\u003Cp>6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun 27., Toplu\nİş Sözleşmesinin “İşyeri Sendika Temsilciliği” başlıklı maddesi\ngereğince işçi sendikası işyeri temsilcileri, Toplu İş Sözleşmesinin\n70. maddesi gereğince tanzim edilen iş bu yönergedeki esaslara göre vazife\ngörürler.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 2: İŞÇİ SENDİKASI İŞYERİ TEMSİLCİLERİNİN\nNİTELİKLERİ\u003C\u002Fh3>\n\n\u003Cp>İşçi sendikası işyeri temsilciliğine veya baş temsilciliğine\natanacakların, 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu’nun kurucu olabilmek hususunda 6. maddede belirtilen şartlara haiz ve\nsendika üyesi olması şarttır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 3: İŞYERİ TEMSİLCİLERİNİN ATANMALARI\u003C\u002Fh3>\n\n\u003Cp>2. maddedeki nitelikleri haiz olanlar, İşçi Sendikasınca işyeri sendika\ntemsilciliğine atanabilirler.\u003C\u002Fp>\n\n\u003Cp>Temsilcilerin görevi, sendikanın yetki süresince devam eder. Ancak, bu\ntemsilcilerin İşçi Sendikasınca her zaman değiştirilmeleri mümkündür.\nSüreleri bitmiş olan temsilcilerin yeniden atanmaları caizdir.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi yapmak üzere yetkisi kesinleşen sendika, on beş\ngün içinde baştemsilci ve temsilcilerin kimliklerini işverene bildirir.\u003C\u002Fp>\n\n\u003Cp>Temsilcilerin her ne sebeple olursa olsun değiştirilmesi halinde de aynı\nşekilde bildiride bulunulur.\u003C\u002Fp>\n\n\u003Cp>İşveren’e süresi içinde bildirilmeyen temsilciler, bu sıfatla\nherhangi bir faaliyette bulunamazlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE -4:İŞYERİ SENDİKASI TEMSİLCİLERİNİN GÖREV VE YETKİLERİ\u003C\u002Fh3>\n\n\u003Cp>İşçi Sendikası temsilcileri, 6356 sayılı Sendikalar ve Toplu İş\nSözleşmesi Kanunu’na göre işyerinde İşçi Sendikasının yasal\ntemsilcilik ve sözcülük hakkına sahip olup, görev ve yetkileri şunlardır\n:\u003C\u002Fp>\n\n\u003Cp>a)İşçiler ile işveren ve vekilleri arasındaki işbirliği ve çalışma\nahengi ile çalışma barışını devam ettirmek,\u003C\u002Fp>\n\n\u003Cp>b)İşçiler ile işveren ve vekilleri arasında çıkacak ihtilafların\ndostane şekilde halline çalışmak,\u003C\u002Fp>\n\n\u003Cp>c)Toplu İş Sözleşmesinin hükümleri ile ilgili hususlarda çıkacak\nihtilafları önlemek ve çözüm yolları bulmak, icap ederse işçilerle\nistişare ettikten sonra, meseleyi işveren vekilleri ile görüşmek ve\nkotarmak,\u003C\u002Fp>\n\n\u003Cp>d)Toplu İş Sözleşmesinin işyerindeki uygulamasını takip etmek ve\nilgili hükümlere her iki tarafın riayet edip etmediğini izlemek ve\nişçiler ile işyeri amirleri arasında gerekli ilişkileri kurmak,\u003C\u002Fp>\n\n\u003Cp>e)Kanun dışı teşebbüs ve hareketleri önlemek için bütün tedbirleri\nalmak ve her nevi kanun dışı teşebbüs ve hareketlerde yer almamak,\u003C\u002Fp>\n\n\u003Cp>f)İşyeri amirleri ile İşçi Sendikası ve işçiler arasındaki sendikal\nmünasebetlerde işbirliği sağlamak,\u003C\u002Fp>\n\n\u003Cp>g)İşçilerin bilgi ve maharetlerini artırmak ve onların\nyetiştirilmelerini sağlamak amacıyla işveren ve işyeri amirlerince\nyapılacak bilcümle faaliyetlere katılmalarını sağlamak.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 5: TEMSİLCİLERİN İZİNLERİ\u003C\u002Fh3>\n\n\u003Cp>İşçi Sendikası baştemsilcisi ve temsilcilerine yukarıda belirtilen\ngörevlerini mesai saatleri dahilinde yapabilmeleri için, Toplu İş\nSözleşmesinin 46. maddesinde belirtilen süreler kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 6: TEMSİLCİLERE YER TAHSİSİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, işçi sendikası temsilcilerinin vazifelerini ifa edebilmeleri\niçin işyerinde yer tahsis eder ve her türlü kolaylık ve müzaherette\nbulunur.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 7: İŞÇİ SENDİKASI TEMSİLCİLERİNİN UYMAK ZORUNDA OLDUĞU\nHUSUSLAR\u003C\u002Fh3>\n\n\u003Cp>İşçi Sendikası Temsilcilerinin:\u003C\u002Fp>\n\n\u003Cp>a)Gerek işyeri amirlerine, gerekse işyerinde bulunan bilumum personele\nkarşı hürmet ve nezaket kaideleri dışında hareket ve muamelelerde\nbulunmaları,\u003C\u002Fp>\n\n\u003Cp>b)İşyerinin ve işin emniyetini, intizam ve inzibatını bozacak şekilde\nhareket etmeleri,\u003C\u002Fp>\n\n\u003Cp>c)Temsilcilik vazifelerini bahane ederek işyerindeki asıl işlerini\nsavsaklamaları,\u003C\u002Fp>\n\n\u003Cp>d)İşçileri, işveren ve işyeri amirleri aleyhine teşvik etmeleri veya\naynı maksatla işçi sendikasına veya alakalı makamlara hilafı hakikat\nşikayet ve ihbarda bulunmaları,\u003C\u002Fp>\n\n\u003Cp>e)İşyeri amiri ile mutabakata varmadan işyerlerini terk etmeleri,\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde, işverenin veya vekillerinin aleyhine propaganda yapmaları,\nbu maksatla broşür, gazete veya el ilanları dağıtmaları, hangi konuda\nolursa olsun işverenin veya vekillerinin rızası olmadıkça konferans veya\nsöylev vermeleri “Sendikanın her türlü yayınları hariç“\u003C\u002Fp>\n\n\u003Cp>Yasaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak; bu kabil yayınlar işçi sendikasınca işverene gönderilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 8: İŞYERİ TEMSİLCİLERİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>Temsilcilerin teminatı ile iş sözleşmelerinin feshi konusunda yasal\nhükümler uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 9: TEMSİLCİLERİN İŞYERİNİN DEĞİŞTİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>İşçi Sendikası işyeri temsilcilerinin işyerleri, rızaları dışında\ndeğiştirilemez. Ancak; işin gereğine göre işyerinin değiştirilmesi icap\nettiği takdirde, işverenin teklifi ve işçi sendikasının mutabakatı ile\ndeğiştirilebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE - 10: TEMSİLCİLİK SIFATININ KALDIRILMASI\u003C\u002Fh3>\n\n\u003Cp>İşçi Sendikası Temsilcilerinin görevlerini layıkı ile yapmamaları\nveya yasak olan faaliyetlerde bulunmaları halinde işveren, keyfiyeti\ndelilleri ile birlikte İşçi Sendikasına bildirmek şartı ile İşçi\nSendikası işyeri temsilcilerinin bu sıfatının kaldırılmasını\nisteyebilir.\u003C\u002Fp>\n\n\u003Cp>İşçi Sendikası konuyu tetkik ederek gereğini ifa eder ve neticesini\nişverene bildirir.\u003C\u002Fp>\n\n\u003Cp>10 maddeden ibaret olan işbu yönerge, işveren ve işçi sendikasınca\nyürütülür.\u003C\u002Fp>\n\n\u003Ch2>EK – 6\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch2>YERALTI İŞÇİLİK ÜNVANLARI VE TERFİ SÜRELERİ TABLOSU\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"71\">\u003Cp>ÜCRET\u003C\u002Fp>\n\n        \u003Cp>GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"90\">\u003Cp>SANAT\u003C\u002Fp>\n\n        \u003Cp>KODU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"232\">\u003Cp>SANAT ÜNVANI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"3\" width=\"243\">\u003Cp>EHLİYET DERECELERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"62\">\u003Cp>İŞÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>USTA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0201\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Pano Ayak Üretim İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0301\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Hazırlık İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0303\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Barutçu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0415\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Tarama-Söküm ve Bakım İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0605\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Mekanizasyon İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0621\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Elektrik ve Elektronik İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0727\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Sondaj İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0505\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Nakliyat İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0731\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>İşyeri Sağlık Görevlisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\">\u003Cp>0779\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\">\u003Cp>Tulumba İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK – 6 - A\u003C\u002Fh2>\n\n\u003Ch2>YER ÜSTÜ İŞÇİLİK ÜNVANLARI VE TERFİ SÜRELERİ TABLOSU\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"71\">\u003Cp>ÜCRET\u003C\u002Fp>\n\n        \u003Cp>GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"85\">\u003Cp>SANAT\u003C\u002Fp>\n\n        \u003Cp>KODU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"250\">\u003Cp>SANAT ÜNVANI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>EH]\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>LİYET DEJ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>IECELERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"48\">\u003Cp>İŞÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>USTA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>5060\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Kuyu Vinç İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>2015\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Lavuar İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>5210\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Lokomotif Makinisti\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>6005\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Mekanizasyon İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>6210\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Elektrik İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>6310\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Talaşlı İmalat İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>6320\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Kaynak İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>6340\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Döküm İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>6400\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Motor Tamircisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>7020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Bilgi İşlemci\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>4120\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Ağaç İşleri İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>5005\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Nakliyat İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>5235\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Demiryolu İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>6390\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Kalite Kont.Malzeme İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>6705\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Kompresör- Cihaz Kullanım- Bakım ve Tamir\n        İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>7210\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Teknik Ressam\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>7360\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Rontgen İşçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>7420\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Aşçı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>7725\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Çevre ve Hizmet İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>7225\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Laboratuvar İşçiliği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"71\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>7310\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>İşyeri Sağlık Görevlisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>Süresiz - E\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK – 7\u003C\u002Fh2>\n\n\u003Ch2>ÜCRET GRUPLARINA GÖRE YERALTI NEZARETÇİLİK ÜNVANLARI VE TERFİ\nSÜRELERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>ÜCRET\u003C\u002Fp>\n\n        \u003Cp>GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>SANAT\u003C\u002Fp>\n\n        \u003Cp>KODU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>SANAT ÜNVANI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>TERFİ\u003C\u002Fp>\n\n        \u003Cp>SÜRESİ (YIL)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"584\">\u003Cp>YER ALTI MADEN MÜHENDİS VE TEKNİKER\n        NEZARETÇİLERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0101\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Vardiya Mühendisi (Maden)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0191\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Vardiya Teknikeri (Maden)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"584\">\u003Cp>YERALTI ELEKTRO-MEKANİK MÜHENDİS VE\n        TEKNİKER\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>NEZARETÇİLERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0106\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Vardiya Mühendisi (Elek.Mek.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0196\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Vardiya Teknikeri (Elek.Mek.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"584\">\u003Cp>YERALTI MADEN NEZARETÇİLERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0121\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Baş Madenci\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0122\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Madenci\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0123\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Ast Madenci\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0124\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Ayak Nezaretçisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"584\">\u003Cp>YERALTI ELEKTRO-MEKANİK\n        NEZARETÇİLERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>0161\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp>Nezaretçi (Elek.Mek.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"324\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOT\u003C\u002Fp>\n\n\u003Cp>1.Yer altı Maden “Şef Yardımcılığı” (Vardiya Sorumlusu) görevini\nyürüten nezaretçilere, anılan görevleri yürüttükleri müddetçe; toplu\niş sözleşmesinin birinci yılının birinci altı ayında 15,54 TL\u002FGün,\u003C\u002Fp>\n\n\u003Cp>“Mesul Şeflik” görevini yürüten nezaretçilere, anılan görevi\nyürüttükleri müddetçe; toplu iş sözleşmesinin birinci yılının\nbirinci altı ayında 16,14 TL\u002FGün Mesuliyet Zammı verilir.\u003C\u002Fp>\n\n\u003Cp>“Mesul Şeflik”, en az 2 yıllık Baş Madenciler arasından veya\nTekniker Nezaretçilerden, ocak idaresince seçilecektir. İşveren gerekli\ngörüldüğü takdirde diğer maden nezaretçilerinden de görevlendirme\nyapabilir. Bu kazanılmış bir hak teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>Yeraltı Elektro-Mekanik Nezaretçileri ile Yeraltı Elektro-Mekanik\nTekniker Nezaretçilerinden herhangi birini İşveren, vardiya sorumlusu veya\nmesul şef olarak görevlendirebilir. Bu görevlendirmeler kazanılmış hak\nteşkil etmez. Bu nezaretçilere anılan görevi yürüttükleri müddetçe;\nmaden nezaretçilerine verilen miktar verilir.\u003C\u002Fp>\n\n\u003Cp>“Ocak Mühendisliği ve Servis Mühendisliği” en az 5 yıllık vardiya\nmühendislerinden, ocak idaresince seçilecektir. Bu kazanılmış bir hak\nteşkil etmez.\u003C\u002Fp>\n\n\u003Cp>Bu maddede yer alan ödemeler toplu iş sözleşmesinin birinci yılının\nikinci altı ayı ile ikinci yılının birinci ve ikinci altı aylarında\nücret zammı oranında ve ücretin zamlandığı tarih itibarıyla\nartırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>2.0122 Madenci, 0123 Ast Madenci ve 0124 Ayak Nezaretçisi sanatında 2\nyıllık terfilerini tamamlayan nezaretçilere, toplu iş sözleşmesi\ndöneminde 15 Krş\u002FGün Terfi Zammı verilir. Bu terfi zammı 01.01.2023\ntarihinden itibaren belirtilen nezaretçilere terfi edecekleri, terfi\ntarihinden itibaren ödenir.\u003C\u002Fp>\n\n\u003Ch2>EK-7 -A\u003C\u002Fh2>\n\n\u003Ch2>ÜCRET GRUPLARINA GÖRE YERÜSTÜ NEZARETÇİLİK ÜNVANLARI VE TERFİ\nSÜRELERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>ÜCRET\u003C\u002Fp>\n\n        \u003Cp>GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>SANAT\u003C\u002Fp>\n\n        \u003Cp>KODU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>SANAT ÜNVANI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>TERFİ\u003C\u002Fp>\n\n        \u003Cp>SÜRESİ\u003C\u002Fp>\n\n        \u003Cp>(YIL)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1010\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>Vardiya Mühendisi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1910\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>Vardiya Teknikeri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1915\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>Bilgi İşlem Şefi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1302\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>Baş Topograf\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1610\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>Nezaretçi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1303\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>Maden Topografı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1526\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>Baş Makinist\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Süresiz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1528\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>İstasyon Şefi (Hareket)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1529\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"372\">\u003Cp>Şef tren (Hareket)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOT\u003C\u002Fp>\n\n\u003Cp>1.Yerüstü Elektro-Mekanik Nezaretçileri ile Yerüstü Elektro-Mekanik\nTekniker Nezaretçilerinden herhangi birini İşveren, vardiya sorumlusu veya\nmesul şef olarak görevlendirebilir. Bu görevlendirmeler kazanılmış hak\nteşkil etmez. Bu nezaretçilere anılan görevi yürüttükleri müddetçe;\nmaden nezaretçilerine verilen miktarın yarısı verilir.\u003C\u002Fp>\n\n\u003Cp>“Servis Mühendisliği” en az 5 yıllık vardiya mühendislerinden, ocak\nidaresince seçilecektir. Bu kazanılmış bir hak teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>2.Başka herhangi bir ödemeyi etkilememek kaydıyla ve (A) Skalasına tabi\nçalışmakta olanlar hariç olmak üzere;\u003C\u002Fp>\n\n\u003Cp>2006 yılı ve sonrası işe giren vardiya mühendislerine (1010) toplu iş\nsözleşmesinin birinci yılının birinci altı ayında 1.692,19 TL\u002FAy, 2001\nyılı ve sonrası işe giren vardiya teknikerleri (1910) ile 2001 yılı ve\nsonrası Engelli kadrosundan işe giren vardiya teknikerlerine toplu iş\nsözleşmesinin birinci yılının birinci altı ayında 1.015,30 TL\u002FAy\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin birinci yılının ikinci altı ayı\nile ikinci yılının birinci ve ikinci altı aylarında ücret zammı\noranında ve ücretin zamlandığı tarih itibarıyla artırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Ch2>EK-8\u003C\u002Fh2>\n\n\u003Ch2>ÜCRET SKALALARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"11\" width=\"661\">\u003Cp>30. DÖNEM TİS' İN\n        01\u002F01\u002F2023-30\u002F06\u002F2023 TARİHLERİ ARASINDA UYGULANACAK ÜCRET TABLOSU\n        (TL\u002FGÜN)\u003C\u002Fp>\n\n        \u003Cp>YERÜSTÜ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\" width=\"310\">\u003Cp>(A) SKALASI\u003C\u002Fp>\n\n        \u003Cp>(% 100’ lük - 2008 Arası İse Girenler )\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"9\" width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"318\">\u003Cp>(B) SKALASI\u003C\u002Fp>\n\n        \u003Cp>(2009 - 2013 Arası İse Girenler)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>Ücret\u003C\u002Fp>\n\n        \u003Cp>Grubu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İŞÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>USTA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>Ücret\u003C\u002Fp>\n\n        \u003Cp>Grubu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>İŞÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>USTA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>764,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>798,67\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>803,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>829,05\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>728,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>730,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>731,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>733,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>754,16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>786,57\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>791,93\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>811,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>728,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>729,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>731,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>733,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>745,45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>775,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>779,74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>804,74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>727,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>729,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>731,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>733,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>737,48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>765,03\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>769,65\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>788,15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>727,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>729,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>731,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>732,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>730,66\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>755,83\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>760,09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>777,10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>727,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>729,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>730,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>732,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>728,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>746,72\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>751,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>768,91\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>727,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>728,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>730,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>732,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>728,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>739,17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>742,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>760,09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>726,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>728,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>730,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>732,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"11\" width=\"661\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\" width=\"310\">\u003Cp>(C) SKALASI\u003C\u002Fp>\n\n        \u003Cp>(2014 - 2022 Arası İse Girenler)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"9\" width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"318\">\u003Cp>GİRİŞ SKALASI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>Ücret\u003C\u002Fp>\n\n        \u003Cp>Grubu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İŞÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>USTA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>Ücret\u003C\u002Fp>\n\n        \u003Cp>Grubu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>İŞÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>USTA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>726,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>728,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>730,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>731,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>703,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>706,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>710,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>713,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>726,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>728,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>729,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>731,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>702,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>706,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>709,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>713,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>726,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>727,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>729,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>731,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>702,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>705,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>709,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>712,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>725,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>727,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>729,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>731,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>701,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>705,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>708,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>712,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>725,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>727,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>729,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>730,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>701,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>704,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>708,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>711,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>725,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>727,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>728,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>730,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>700,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>704,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>707,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>711,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>725,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>726,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>728,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>730,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>700,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>703,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>707,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>710,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"11\" width=\"661\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"11\" rowspan=\"2\" width=\"101\">\u003Cp>30. DÖNEM TİS' İN\n        01\u002F01\u002F2023-30\u002F06\u002F2023 TARİHLERİ ARASINDA UYGULANACAK ÜCRET TABLOSU\n        (TL\u002FGÜN)\u003C\u002Fp>\n\n        \u003Cp>YERALTI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\" width=\"310\">\u003Cp>(A) SKALASI\u003C\u002Fp>\n\n        \u003Cp>(% 100’ lük - 2022 Arası İse Girenler )\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"9\" width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"318\">\u003Cp>GİRİŞ SKALASI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>Ücret\u003C\u002Fp>\n\n        \u003Cp>Grubu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İŞÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>USTA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>Ücret\u003C\u002Fp>\n\n        \u003Cp>Grubu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>İŞÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>USTA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>968,94\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>970,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>972,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>975,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>803,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>806,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>810,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>813,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>968,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>970,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>972,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>974,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>802,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>806,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>809,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>813,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>968,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>970,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>971,94\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>974,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>802,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>805,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>809,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>812,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>968,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>969,94\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>971,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>973,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>801,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>805,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>808,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>812,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>967,94\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>969,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>971,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>973,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>801,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>804,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>808,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>811,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>967,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>969,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>971,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>972,94\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>800,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>804,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>807,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>811,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>967,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>969,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>970,94\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>972,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"47\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\">\u003Cp>800,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>803,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>807,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>810,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"cbamemtrad":47,"jobclassifaction1":51,"trainingprogrammes":55,"trainingfund":58,"contracttrial":62,"contracttrialperiod":65,"sicknesspay":69,"sicknessmaxdays":72,"healthinsurance":76,"healthandsafetypolicy":80,"code_application":83,"protectiveclothing":87,"healthandsafetytraining":91,"hivpolicy":95,"funeralpay":99,"strikes_trigger":103,"paidpaternityleave":107,"pregnancy":111,"childcareprovision":115,"childcaresubsidy":118,"deathrelatives":120,"marriage":124,"marriageleave":127,"WORKHOURS_trigger":131,"hourspweek_select":134,"PAIDLEAV_trigger":138,"bankholidays1":142,"schedulesrestpw":146,"TRADEUNLEAV_trigger":149,"tradeunleavdays":152,"ONCEONLY_trigger":156,"onceonlyamount1":159,"LOWWAGE_provision":163,"lowwageamount":166,"wageincreasetype2":170,"ONCERISE_trigger":174,"incidentalbonustype2":177,"NOCTPREM_trigger":181,"OVERTIME_trigger":185,"SUNDAY_trigger":188,"SENIOR_trigger":192,"longserviceallowancetype":195,"MEALALL_trigger":199},{"bindId":45,"name":46,"text":46},"cbadate_start_date","(01.01.2023-31.12.2024)",{"bindId":48,"name":49,"text":50},"cbamemtrad","GENEL MADEN İŞÇİLERİ SENDİKASI (GENEL MA","GENEL MADEN İŞÇİLERİ SENDİKASI (GENEL MADEN-İŞ) ",{"bindId":52,"name":53,"text":54},"jobclassifaction1","YERALTI İŞÇİLİK ÜNVANLARI VE TERFİ SÜREL","YERALTI İŞÇİLİK ÜNVANLARI VE TERFİ SÜRELERİ TABLOSU",{"bindId":56,"name":57,"text":57},"trainingprogrammes","MADDE - 11 : UYUM EĞİTİMİ",{"bindId":59,"name":60,"text":61},"trainingfund","İşveren, 3308 sayılı “Meslek Eğitimi” ka","İşveren, 3308 sayılı “Meslek Eğitimi” kanunu gereklerine uyar.",{"bindId":63,"name":64,"text":64},"contracttrial","MADDE - 9 : DENEME SÜRESİ",{"bindId":66,"name":67,"text":68},"contracttrialperiod","İşe yeni alınan işçilerin deneme süresi ","İşe yeni alınan işçilerin deneme süresi dört aydır.",{"bindId":70,"name":71,"text":71},"sicknesspay","4-HASTALIK YARDIMI:",{"bindId":73,"name":74,"text":75},"sicknessmaxdays","İş kazası veya meslek hastalığı sonucu g","İş kazası veya meslek hastalığı sonucu geçici işgöremezliğe\nuğrayan işçilerin bu geçici işgöremezlik sürelerine ait gündelikleri\n(Çıplak gündelik, varsa tahlisiyecilik ücreti dahil) tutarı, işçilerin\nSosyal Güvenlik Kurumundan aldıkları geçici işgöremezlik belgelerini\nişverene ibraz etmeleri üzerine işyerinde çalışıyormuş gibi tam olarak\ntahakkuk ettirilecek ve Sosyal Güvenlik Kurumundan aldıkları geçici\nişgöremezlik ödeneği tutarı düşüldükten sonra farkı, tediye\nolunacaktır. Bunu teminen işçiler Sosyal Güvenlik Kurumundan aldıkları\ngeçici işgöremezliğe ait belgeleri işverene ibraz etmek zorundadırlar.",{"bindId":77,"name":78,"text":79},"healthinsurance","İşçinin eşinin 5510 sayılı Sosyal Sigort","İşçinin eşinin 5510 sayılı Sosyal Sigortalar ve Genel Sağlık\nSigortası Kanunu’nun 4. Maddesinin (b) ve (c) bentlerine tabi bulunması\nhalinde Sağlık Kurulunca verilecek refakat raporları için de aynı\nişlemler yapılacaktır.",{"bindId":81,"name":82,"text":82},"healthandsafetypolicy","İŞ SAĞLIĞI VEGÜVENLİĞİ",{"bindId":84,"name":85,"text":86},"code_application","İşveren; İş Sağlığı ve İş Güvenliğini ko","İşveren; İş Sağlığı ve İş Güvenliğini koruma yönünden\nAnayasanın ve konu ile ilgili bütün Yasa, Yönetmelik ve Talimatnamelerin\nilgili hükümlerine koşulsuz uymak ve uygulamak zorundadır.",{"bindId":88,"name":89,"text":90},"protectiveclothing","İSÇİLERE VERİLECEK KİŞİSEL KORUYUCU DONA","İSÇİLERE VERİLECEK KİŞİSEL KORUYUCU DONANIMI YÖNERGESİ",{"bindId":92,"name":93,"text":94},"healthandsafetytraining","MADDE - 15: GELİŞTİRME KURSLARI - İŞÇİ S","MADDE - 15: GELİŞTİRME KURSLARI - İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\nEĞİTİMİ",{"bindId":96,"name":97,"text":98},"hivpolicy","Gerek periyodik kontrollerde, gerekse di","Gerek periyodik kontrollerde, gerekse diğer muayenelerde TTK İş\nSağlığı Şube Müdürlüğü veya İşyeri Hekimlerince haklarında\nçalışmakta oldukları işlerini yapamayacaklarına veya eski işlerinde\nçalışabileceklerine karar verilenlerin bu karara itirazları halinde 6331\nsayılı İş Sağlığı ve Güvenliği Kanunu 15. maddesine göre işlem\nyapılacaktır. 6331 sayılı İş Sağlığı ve Güvenliği Kanunu 15.\nmaddesine işçi tarafından İlgili Sosyal Güvenlik Kurumunun Sözleşmeli \u002F\nAnlaşmalı Sağlık Kurum ve Kuruluşlarına yapılan itiraz üzerine,\nitirazları uygun bulunan işçilerin sağlık kurumlarınca düzenlenen makbuz\nveya fatura bedelleri işverence ilgili işçiye ödenecektir.\n\nTTK İş Sağlığı Şube Müdürlüğü veya İşyeri hekimlerinin gerekli\ngörmesine, işyerlerinde listeler asılmak suretiyle alışıla gelmiş\nyollarla yapılacak duyuruya rağmen periyodik muayenelerini (istirahatlı,\nizinli, görevli olarak işyerlerinden başka bir yerde bulunmak gibi durumlar\nhariç) yaptırmayanlara, bu muayenelerini yaptırmaları için yazılı\nbildirim yapılmasına ve bildirim yapılanların listesinin İşçi Sendikası\nŞubesine verilmesine rağmen muayenelerini yaptırmayanlar, muayenelerini\nyaptırıncaya kadar işe tertip edilmezler.\n\nAncak, muayene olmak üzere TTK İş Sağlığı Şube Müdürlüğü veya\nbu işle görevli doktorlara başvurup da muayenesi yapılmayanlar yukarıdaki\nhükmün dışında olup, kendilerine işyeri amirliğine sunulmak üzere\nilgili doktor tarafından bir belge verilir.\n\nİşbaşında iken bu muayenelere gönderilenlerin gündelikleri işyerinde\nçalışıyormuş gibi ödenir. Bu periyodik muayenelerin işçilerin kendi\nvardiyalarında yapılması için işveren gerekli tedbirleri alır.\n\nPeriyodik kontrollerde mesleki hastalığa yakalandığından şüphe edilen\nişçilerin durumu derhal Sosyal Güvenlik Kurumuna ihbar edilecek ve bu\nişçilere, yazılan yazının tarih ve numarası verilerek anılan Kuruma\nbaşvurmaları hususu bildirilecektir. Aynı zamanda bu işçilerin listesi\naylık periyotlar halinde İşçi Sendikasına da gönderilecektir.",{"bindId":100,"name":101,"text":102},"funeralpay","a)İşyerlerinde çalışmakta olan ve iş söz","a)İşyerlerinde çalışmakta olan ve iş sözleşmesi devam etmekte\nbulunan işçinin eşi veya çocuklarının toplu iş sözleşmesinin birinci\nyılının birinci altı ayında ölümü halinde net 1.243,35 TL işçinin\nkendisine ölüm yardımı ödenir.",{"bindId":104,"name":105,"text":106},"strikes_trigger","Terfi süreleri dolduğu halde grev, lokav","Terfi süreleri dolduğu halde grev, lokavt dışında yönergesinde\nbelirtilen zamanda sınav yapılmaması nedeniyle terfileri geciktirilenlerden\nsınavı kazananlara, sınav sonuçlarının yürürlüğe girdiği tarihe\nkadarki ücret farkları ödenir.",{"bindId":108,"name":109,"text":110},"paidpaternityleave","b)Eşlerinin doğum yapmaları halinde 5 gü","b)Eşlerinin doğum yapmaları halinde 5 gün,",{"bindId":112,"name":113,"text":114},"pregnancy","İşveren, emzirme odası ve çocuk bakım yu","İşveren, emzirme odası ve çocuk bakım yurdu (kreş) hususlarında\nilgili mevzuat hükümlerine göre işlem yapar.",{"bindId":116,"name":117,"text":117},"childcareprovision","MADDE - 31: ÇOCUK BAKIM YURDU (KREŞ)",{"bindId":119,"name":113,"text":114},"childcaresubsidy",{"bindId":121,"name":122,"text":123},"deathrelatives","İşçilere; anne, baba, eş, kardeş veya ço","İşçilere; anne, baba, eş, kardeş veya çocuklarının ölümü halinde\n5 gün, ücretli izin verilir.",{"bindId":125,"name":126,"text":126},"marriage","1- Evlenme izni",{"bindId":128,"name":129,"text":130},"marriageleave","İşçilere; kendilerinin evlenmeleri halin","İşçilere; kendilerinin evlenmeleri halinde 7 gün, çocuklarının\nevlenmesi halinde 2 gün ücretli izin verilir.",{"bindId":132,"name":133,"text":133},"WORKHOURS_trigger","MADDE - 16: İŞ SÜRELERİ",{"bindId":135,"name":136,"text":137},"hourspweek_select","Kurum işyerlerinde normal mesai haftada ","Kurum işyerlerinde normal mesai haftada en çok 45 (kırk beş) saattir.\nAncak yer altı maden işlerinde çalışan işçilerin çalışma süresi\ngünde 7,5 saat, haftada 37,5 saattir.",{"bindId":139,"name":140,"text":141},"PAIDLEAV_trigger","a)1 yıldan 5 yıla kadar (5 yıl dahil) ol","a)1 yıldan 5 yıla kadar (5 yıl dahil) olanlara 18 gün,",{"bindId":143,"name":144,"text":145},"bankholidays1","Ulusal Bayram ve genel tatil günleri hak","Ulusal Bayram ve genel tatil günleri hakkında Kanun hükümleri\nuygulanır.",{"bindId":147,"name":148,"text":148},"schedulesrestpw","MADDE - 64: HAFTA TATİLİ",{"bindId":150,"name":151,"text":151},"TRADEUNLEAV_trigger","MADDE - 46: SENDİKAL İZİNLER",{"bindId":153,"name":154,"text":155},"tradeunleavdays","C ) Eğitim ve Diğer izinler: Sendika Tem","C ) Eğitim ve Diğer izinler:\n\nSendika Temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için Sendikanın yazılı talebi üzerine aşağıda\ndüzenlenmiş şekline göre ücretli izinverilir.\n\n\n  \n  \n  \n  \n    \n      İşyeri İşçi Mevcudu\n      Yıllık Toplam Ücretli İzin Süresi\n    \n    \n      01 - 50 İşçi çalıştıran işyerinde\n      20 gün\n    \n    \n      51 - 100 İşçi çalıştıran işyerinde\n      30 gün\n    \n    \n      101 - 200 İşçi çalıştıran işyerinde\n      40 gün\n    \n    \n      201 - 500 İşçi çalıştıran işyerinde\n      60 gün\n    \n    \n      501 - 1000 İşçi çalıştıran işyerinde\n      80 gün\n    \n    \n      1000’den fazla işçi çalıştıran işyerinde işçi\n      sayısının\n      % 10’u kadar gün,",{"bindId":157,"name":158,"text":158},"ONCEONLY_trigger","MADDE-81: EK ÖDEME",{"bindId":160,"name":161,"text":162},"onceonlyamount1","İşçilere müktesep hak sayılmamak ve başk","İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 3.625,00 TL ek ödeme yapılacaktır.",{"bindId":164,"name":165,"text":165},"LOWWAGE_provision","C)TABAN ÜCRET:",{"bindId":167,"name":168,"text":169},"lowwageamount","01.01.2023tarihinde günlük brüt çıplak ü","01.01.2023tarihinde günlük brüt çıplak ücretleri; 500,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 500,00 TL’ye\nçekilecektir.",{"bindId":171,"name":172,"text":173},"wageincreasetype2","D)BİRİNCİ YIL BİRİNCİ ALTI AY ZAMMI: 01.","D)BİRİNCİ YIL BİRİNCİ ALTI AY ZAMMI:\n\n01.01.2023tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(C) fıkrasındaki taban ücrete çekildikten sonra, 01.01.2023 tarihindeki\ngünlük brüt çıplak ücretlerine, 01.01.2023 tarihinden geçerli olmak\nüzere birinci yıl birinci altı ay için Refah Payı dahil % 45 (Kırkbeş)\noranında zam yapılacaktır.",{"bindId":175,"name":176,"text":176},"ONCERISE_trigger","MADDE - 61: İKRAMİYELER",{"bindId":178,"name":179,"text":180},"incidentalbonustype2","a)6772 sayılı Kanun hükümlerine göre işç","a)6772 sayılı Kanun hükümlerine göre işçilere verilmekte olan ilave\ntediyelerinin, bu yasa hükümlerine göre tediyesine devam olunur.\n\nb)İlave tediyelerden ayrı olarak, bütün işçilere 30’ar günlük\nücretleri tutarında yılda iki ikramiye daha ödenecektir. Bu ikramiyelerin\nbirincisi OCAK ayının sonuna, ikincisi MART ayının sonuna kadar ödendiği\ntarihteki ücretler üzerinden ödenecektir.",{"bindId":182,"name":183,"text":184},"NOCTPREM_trigger","MADDE - 20: VARDİYALI İŞLER VE GECE ÇALI","MADDE - 20: VARDİYALI İŞLER VE GECE ÇALIŞMALARI\n\nVardiyalar halinde çalışılan işlerde; işçilerin vardiyaları, gece ve\ngündüz çalışmaları, işin niteliğine göre ve İş Kanunu hükümleri ve\nT.C. Çalışma ve Sosyal Güvenlik Bakanlığınca çıkartılan Postalar\nHalinde İşçi Çalıştırılarak Yürütülen İşlerde Çalışmalara\nİlişkin Özel Usul ve Kurallar Hakkında Yönetmelik hükümleri uyarınca\ndüzenlenir.\n\nGece çalışma süresi 20.00’de başlayarak sabah saat 07.00’ye kadar\ngeçen 11 saatlik zaman bölümüdür.",{"bindId":186,"name":187,"text":187},"OVERTIME_trigger","MADDE - 60: FAZLA ÇALIŞMALAR",{"bindId":189,"name":190,"text":191},"SUNDAY_trigger","Hafta tatili günü çalıştırılıp da müteak","Hafta tatili günü çalıştırılıp da müteakip hafta izin verilmeyip\nçalıştırılan işçilere, hafta tatili günü ücreti fazla çalışma\naddolunup % 100 zamlı, izin verilmeyip de çalıştırıldığı müteakip\nhaftadaki gün içinde normal yevmiye ödenir. Bunlara ilaveten ayrıca hiç\nbir iş karşılığı olmaksızın alması gereken hafta tatili ücreti olarak\nbir yevmiye daha ödenir.",{"bindId":193,"name":194,"text":194},"SENIOR_trigger","MADDE - 67: KIDEM TAZMİNATI",{"bindId":196,"name":197,"text":198},"longserviceallowancetype","Kıdem Tazminatı Kanun Hükümlerine göre ö","Kıdem Tazminatı Kanun Hükümlerine göre ödenir. Bu hükümler\nçerçevesinde her hizmet yılı için süre 45 gündür. Ancak 21.11.1984\ntarihinden sonra işe giren işçilere yasal süre uygulanır.",{"bindId":200,"name":201,"text":202},"MEALALL_trigger","İşyerlerinde çalışmakta olan işçilere fi","İşyerlerinde çalışmakta olan işçilere fiilen çalıştıkları her\ngün için toplu iş sözleşmesinin birinci yılının birinci altı ayında\nnet 94,25 TL\u002FGün yemek bedeli ödenecektir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TÜHİS GENEL MADEN-İŞ 01.01.2023-31.12.2024 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Extraction, mining, quarrying\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diğer demir dışı metal cevherlerin madenciliği  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks, The relationship between work and health, Musculoskeletal solicitation of workstations\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 1243.35\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Evet\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 500.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 45.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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            \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            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