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Kültür ve Turizm Bakanlığı - 2025","Turkey - TUR T.C. Kültür ve Turizm Bakanlığı - 2025","TUR T.C. Kültür ve Turizm Bakanlığı - 2025 - Education, research",{"name":39,"data":40},"Öz Büro İş 137837,toplu-sozlesme-son.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Öz Büro İş 137837,toplu-sozlesme-son\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>T.C. KÜLTÜR VE TURİZM BAKANLIĞI VE BAĞLI İŞYERLERİ İLİŞKİN\nOLARAK\u003C\u002Fh1>\n\n\u003Ch1>TÜRK AĞIR SANAYİİ VE HİZMET SEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI\n(TÜHİS)\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>BÜRO, EĞİTİM, GÜZEL SANATLAR, TİCARET VE KOOPERATİF İŞÇİLERİ\nSENDİKASI (ÖZ BÜRO-İŞ)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>ARASINDA İMZALANAN\u003C\u002Fh1>\n\n\u003Ch1>İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK SÜRESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.01.2025-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi: 01.09.2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>T.C. KÜLTÜR VE TURİZM BAKANLIĞINA\u003C\u002Fp>\n\n\u003Cp>Bakanlığınızın 10 no’lu “Ticaret, büro, eğitim ve güzel\nsanatlar” işkolunda faaliyet gösteren işyerlerine ilişkin olarak\nSendikamız ile ÖZ BÜRO-İŞ Sendikası arasında yürütülen\n01.01.2025-31.12.2026 yürürlük süreli işletme toplu iş sözleşmesinde\nmutabakata varılmış ve toplu iş sözleşmesi 01.09.2025 tarihinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>Ekte bir nüshası gönderilen toplu iş sözleşmesinin\nçalışanlarınıza, Bakanlığınıza ve ülkemize hayırlı olmasını\ndilerim.\u003C\u002Fp>\n\n\u003Cp>Gereğini bilgilerinize arz ederim.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BİRİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1- SÖZLEŞMENİN AMACI\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesinin amacı, iş sözleşmesinin\nyapılması, muhtevası, yürütümü ve sona ermesi ile ilgili hususları\ndüzenlemek, iş yerinde düzenli ve verimli çalışmayı sağlamak, üretimi\narttırmak, işverenin ve işçilerin hak ve menfaatlerini korumak,\nkarşılıklı iyi niyet ve güvenle iş barışım sağlamak, taraflar\narasında doğabilecek ihtilafları mevzuat ve bu sözleşmede belirlenmiş\nprensiplerle çözümlemektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 2 - TARAFLAR VE TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları T.C. Kültür ve Turizm\nBakanlığının üyesi bulunduğu TÜHİS (Türk Ağır Sanayii ve Hizmet\nSektörü Kamu İşverenleri Sendikası) ile ÖZ BÜRO-İŞ (Büro, Eğitim,\nGüzel Sanatlar, Ticaret ve Kooperatif İşçileri Sendikasızdır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1 - Büro, Eğitim, Güzel Sanatlar, Ticaret ve Kooperatif İşçileri\nSendikası “ÖZ BÜRO-İŞ” veya “İŞÇİ SENDİKASI”, Türk Ağır\nSanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası “TÜHİS” veya\n“İŞVEREN SENDİKASI”,\u003C\u002Fp>\n\n\u003Cp>2-T.C. Kültür ve Turizm Bakanlığı “İŞVEREN”,\u003C\u002Fp>\n\n\u003Cp>3-İşletmenin bütününü sevk ve idareye yetkili olanlarla işyerinde\nişveren adına hareket eden ile işin ve işyerinin yönetiminde görev alan\nkimselere “İŞVEREN VEKİLİ”,\u003C\u002Fp>\n\n\u003Cp>4-İşletme düzeyinde bağıtlanan bu toplu iş sözleşmesi\n“SÖZLEŞME” veya “TİS”,\u003C\u002Fp>\n\n\u003Cp>5-Bu toplu iş sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerler “İŞYERİ”,\u003C\u002Fp>\n\n\u003Cp>6-Bu toplu iş sözleşmesinin tarafı olan işverenin iş organizasyonu\nkapsamındaki bütün işyerlerinde çalışan ÖZ BÜRO-İŞ (Büro, Eğitim,\nGüzel Sanatlar, Ticaret ve Kooperatif İşçileri Sendikası) üyeleri\n“ÜYE”,\u003C\u002Fp>\n\n\u003Cp>7-Bu toplu iş sözleşmesinin kapsadığı tüm işçiler “İŞÇİ”\nolarak tanımlanmıştır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- SÖZLEŞMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh3>\n\n\u003Ch4>A-KAPSAM\u003C\u002Fh4>\n\n\u003Cp>1-Yer olarak; İş bu toplu iş sözleşmesi “ toplu iş sözleşmesine\nesas” yetki belgesinde sayılan 10 numaralı Ticaret, Büro, Eğitim ve\nGüzel Sanatlar işkolunda faaliyet gösteren Kültür ve Turizm Bakanlığı\nve bağlı işyerlerini kapsar.\u003C\u002Fp>\n\n\u003Cp>2-Şahıs olarak; İşverenin iş organizasyonu kapsamındaki 1. fıkrada\nbelirtilen işyerlerinde çalışan veya sözleşme süresi içinde işe\nalınan ÖZ BÜRO-İŞ Sendikası üyelerini kapsar.\u003C\u002Fp>\n\n\u003Ch4>B- YARARLANMA\u003C\u002Fh4>\n\n\u003Cp>Bu toplu iş sözleşmesinden, taraf işçi sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinden, sözleşmenin imzalanması tarihinde taraf\nsendikaya üye olanlar yürürlük tarihinden, imza tarihinden sonra üye\nolanlar ise üyeliklerinin taraf işçi sendikasınca işverene bildirildiği\ntarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nolmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye olup da ayrılanlar veya çıkarılanların\ntoplu iş sözleşmesinden yararlanabilmeleri, toplu iş sözleşmesinin\ntarafı olan işçi sendikasına dayanışma aidatı ödemesine bağlıdır.\nBunun için işçi sendikasının onayı aranmaz.\u003C\u002Fp>\n\n\u003Cp>Dayanışma aidatı ödemek suretiyle toplu iş sözleşmesinden yararlanma\nkonusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu kanun anlamında işveren vekilleri ile toplu iş sözleşmesi\ngörüşmelerine işvereni temsilen katılanlar, toplu iş sözleşmesinden\nyararlanamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 4- TOPLU İS SÖZLEŞMESİNİN HÜKMÜ\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu\niş sözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş\nsözleşmesine aykırı hükümlerinin yerini toplu iş sözleşmesindeki\nhükümler alır. Toplu iş sözleşmesinde iş sözleşmelerine aykırı\nhükümlerin bulunması halinde ise iş sözleşmesinin işçi yararına olan\nhükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>Sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin hükümleri\nyenisi yürürlüğe girinceye kadar, iş sözleşmesi hükmü olarak devam\neder.\u003C\u002Fp>\n\n\u003Ch2>İKİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>TARAFLARIN HAK VE BORÇLARI \u003C\u002Fh2>\n\n\u003Ch3>MADDE 5- SENDİKA AİDATLARI\u003C\u002Fh3>\n\n\u003Cp>Yetkili işçi sendikasının işverene yapacağı yazılı talebi ve\naidatı kesilecek sendika üyesi işçilerin listesini vermesi üzerine,\nayrıca bildirim şartı aramaksızın işveren üyelik aidatını veya\ndayanışma aidatını işçilerin ücretlerinden keserek bir ay içerisinde\nsendikanın bildireceği banka hesabına yatırmak ve kesinti listesini\nsendikaya göndermekle yükümlüdür. Üyelik ve dayanışma aidatı\ndışında sosyal ve sportif faaliyetler ve kooperatifler için yapılacak\nkesintiler işçinin yazılı rızasına bağlıdır.\u003C\u002Fp>\n\n\u003Cp>Sendikanın yazılı talebi üzerine yılda bir defa ile sınırlı olmak\nkaydıyla kapsam işyerlerinde çalışan işçilere ilişkin bilgiler\nBakanlıkça sendikaya gönderilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, sendikadan üyelik ve dayanışma aidatı işlemleri için\nherhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- İŞYERİ SENDİKA TEMSİLCİSİNİN ATANMASI VE GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>1-Toplu iş sözleşmesi yapmak üzere yetkisi kesinleşen sendika;\nişyerinde işçi sayısı elli’ye kadar ise bir, ellibir ile yüz arasında\nise en çok iki, yüz bir ile beş yüz arasında ise en çok üç, beş yüz\nbir ile bin arasında ise en çok dört, bin bir ile iki bin arasında ise en\nçok altı, iki binden fazla ise en çok sekiz işyeri sendika temsilcisini\nişyerinde çalışan üyeleri arasından atayarak on beş gün içinde\nkimliklerini işverene bildirir. Bunlardan biri baş temsilci olarak\ngörevlendirilebilir. Ancak, işletme kapsamına dahil işyerlerinin tamamı\niçin atanacak temsilci sayısı baş temsilci de dahil 130’u geçemez.\nTemsilcilerin görevi sendikanın yetkisi süresince devam eder.\u003C\u002Fp>\n\n\u003Cp>2-İşyeri sendika temsilcileri ve baş temsilcisi; işyeri ile sınırlı\nolmak kaydıyla işçilerin dileklerini dinlemek ve şikâyetlerini\nçözümlemek, işçi ve işveren arasındaki işbirliğini, çalışma\nbarışını ve uyumunu sağlamak, işçilerin hak ve çıkarlarını gözetmek\nve îş Kanunları ile toplu iş sözleşmelerinde öngörülen çalışma\nşartlarının uygulamasına yardımcı olmakla görevlidir.\u003C\u002Fp>\n\n\u003Cp>3-İşyeri sendika temsilcileri, işyerindeki işlerini aksatmamak ve iş\ndisiplinine aykırı olmamak şartıyla görevlerini yerine getirir.\nİşyerlerinde sendika temsilcilerine görevlerini hızlı ve etkili biçimde\nyapmalarına imkan verecek kolaylıklar sağlanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 7- SENDİKA TEMSİLCİ VE YÖNETİCİLERİN TEMİNATI\u003C\u002Fh3>\n\n\u003Ch4>A)İşçi kuruluşu yöneticiliğinin güvencesi\u003C\u002Fh4>\n\n\u003Cp>1-İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır. Yönetici, yöneticilik süresi içerisinde iş sözleşmesini\nfeshederse kıdem tazminatı fesih tarihindeki emsal ücreti üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>2-İş sözleşmesi askıya alman yönetici; sendikanın tüzel\nkişiliğinin sona ermesi, seçime girmemek, yeniden seçilmemek veya kendi\nisteği ile çekilmek suretiyle görevinin sona ermesi halinde, sona erme\ntarihinden itibaren bir ay içinde ayrıldığı işyerinde işe başlatılmak\nüzere işverene başvurabilir. İşveren, talep tarihinden itibaren bir ay\niçinde bu kişileri o andaki şartlarla eski işlerine veya eski işlerine\nuygun bir diğer işe başlatmak zorundadır. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde, iş sözleşmeleri işverence feshedilmiş\nsayılır.\u003C\u002Fp>\n\n\u003Cp>3-Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvuruları halinde işveren tarafından kıdem\ntazminatı ödenir. Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch4>B)İşyeri sendika temsilciliğinin güvencesi\u003C\u002Fh4>\n\n\u003Cp>1-İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini haklı bir\nneden olmadıkça ve nedenini yazılı olarak açık ve kesin şekilde\nbelirtmedikçe feshedemez. Fesih bildiriminin tebliği tarihinden itibaren bir\nay içinde, temsilci veya üyesi bulunduğu sendika dava açabilir.\u003C\u002Fp>\n\n\u003Cp>2-Dava basit yargılama usulüne göre sonuçlandırılır. Mahkemece\nverilen kararın temyizi halinde Yargıtay kesin olarak karar verir.\u003C\u002Fp>\n\n\u003Cp>3-Temsilcinin işe iadesine karar verilirse fesih geçersiz sayılarak\ntemsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın kesinleşme\ntarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı işgünü içinde işe başlatılmaması halinde\niş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer hakları\ntemsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden temsilciliğe\natanma halinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>4-İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin\nişyerini değiştiremez veya işinde esaslı tarzda değişiklik yapamaz. Aksi\nhalde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>5-Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Ch4>C)Sendika özgürlüğünün güvencesi\u003C\u002Fh4>\n\n\u003Cp>1-İşçilerin işe alınmaları; belli bir sendikaya girmeleri veya\ngirmemeleri, belli bir sendikadaki üyeliği sürdürmeleri veya üyelikten\nçekilmeleri veya herhangi bir sendikaya üye olmaları veya olmamaları\nşartına bağlı tutulamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>2-İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartları veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3-İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri\ndışında veya işverenin izni ile iş saatleri içinde işçi\nkuruluşlarının faaliyetlerine katılmaları veya sendikal faaliyette\nbulunmalarından dolayı işten çıkarılamaz veya farklı işleme tabi\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>4-İşverenin yukarıdaki fıkralara aykırı hareket etmesi halinde\nişçinin bir yıllık ücret tutarından az olmamak üzere sendikal tazminata\nhükmedilir.\u003C\u002Fp>\n\n\u003Cp>5-Sendikal bir nedenle iş sözleşmesinin feshi halinde işçi, 4857\nsayılı Kanunun 20 ve 21 inci madde hükümlerine göre dava açma hakkına\nsahiptir. İş sözleşmesinin sendikal nedenle feshedildiğinin tespit\nedilmesi halinde, 4857 sayılı Kanunun 21 inci maddesine göre işçinin\nbaşvurusu; işverenin işe başlatması veya başlatmaması şartına bağlı\nolmaksızın sendikal tazminata karar verilir. Ancak, işçinin işe\nbaşlatılmaması halinde, ayrıca 4857 sayılı Kanunun 21 inci maddesinin\nbirinci fıkrasında belirtilen tazminata hükmedilmez. İşçinin 4857\nsayılı Kanunun yukarıdaki hükümlerine göre dava açmaması ayrıca\nsendikal tazminat talebini engellemez.\u003C\u002Fp>\n\n\u003Cp>6-İş sözleşmesinin sendikal nedenle feshedildiği iddiası ile\naçılacak davada, feshin nedenini ispat yükümlülüğü işverene aittir.\nFeshin işverenin ileri sürdüğü nedene dayanmadığını iddia eden işçi,\nfeshin sendikal nedene dayandığını ispatla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>7-Fesih dışında işverenin sendikal ayrımcılık yaptığı iddiasını\nişçi ispat etmekle yükümlüdür. Ancak işçi sendikal ayrımcılık\nyapıldığını güçlü biçimde gösteren bir durumu ortaya koyduğunda,\nişveren davranışının nedenini ispat etmekle yükümlü olur.\u003C\u002Fp>\n\n\u003Cp>8-İşçinin iş kanunları ve diğer kanunlara göre sahip olduğu hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE 8- SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A- İşyeri sendika baş temsilcisi ve temsilcilerine asıl işlerini\naksatmamak ve iş disiplinine aykırı olmamak koşulu ile temsilcilik\ngörevinin gerektirdiği faaliyetlerde bulunabilmeleri için, sendika baş\ntemsilcilerine haftada dört saat, temsilcilerine ise haftada iki saatten fazla\nolmamak üzere ücretli izin verilir. İşçi sayısı 51 ve üzerinde olan\nişyerlerinde baş temsilciye haftada 6 saatten, temsilciye ise 3 saatten fazla\nolmamak üzere izin verilir. Baş temsilcinin ve temsilcinin bu izni işyerinde\ngeçirmesi asildir. Sendika genel merkezi veya şubesinin işverene yapacağı\nyazılı veya sonradan yazılı doğrulamasıyla, bu izin süresini çağrı\nyapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Cp>B- Sendika üye, temsilci ve yöneticilerine, kongre, konferans, seminer,\nyönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi\ntoplantılara katılmaları için sendikanın yazılı talebi üzerine, bir\nyıllık süre içinde toplam işçi sayısının % 10'u kadar gün ücretli\nizin verilir. Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler\niçindir. Bir seferde işyeri işçi sayısının % 5’inden fazla sayıda\nüyenin birden bu izni kullanması işverenin onayına tabidir. Ancak, genel\nkurullar için bu % 5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9- YAZIŞMALAR\u003C\u002Fh3>\n\n\u003Cp>Taraflar birbirleriyle olan her türlü yazışmalarda, en geç 20 işgünü\niçinde cevap vermeyi kabul ederler.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- İLAN TAHTASI VE TEMSİLCİLİK ODASI\u003C\u002Fh3>\n\n\u003Ch4>A- İlan Tahtası:\u003C\u002Fh4>\n\n\u003Cp>Bakanlık merkezi, Kültür varlıkları ve Müzeler Genel Müdürlüğü\nile DÖSÎMM merkezinde işçilerin görebileceği bir yerde, sendika\ntoplantıları ve faaliyetleri ile ilgili bildirilerin işçilere duyurulması\namacı ile camekanlı bir ilan tahtası (İl Kültür ve Turizm Müdürlükleri\nhizmet binalarında imkanlar ölçüsünde) bulundurulur. İlan tahtasına\nasılacak sendika toplantı ve faaliyetleri ile ilgili yazı ve bildirilerin\naltı en az bir sendika yöneticisi tarafından imzalanıp mühürlenir ve bir\nsureti işverene verilir. İlan tahtasının kilidi sendika temsilcisinde\nbulunacak, bildiri ve yazılardan doğacak sorumluluk sendikaya ait\nolacaktır.\u003C\u002Fp>\n\n\u003Ch4>B- Temsilcilik Odası:\u003C\u002Fh4>\n\n\u003Cp>İşyeri sendika temsilcilerinin sendikal faaliyetlerini yürütebilmesi\niçin Bakanlık Merkez Teşkilatında, İstanbul İşletme Müdürlüğünde ve\nek binada (eski Turizm Bakanlığı binası) bir temsilcilik odası tahsis\nedilir. Ayrıca işverenin imkanlarının uygun olması halinde diğer İl\nKültür ve Turizm Müdürlüklerinde de temsilcilik odası temin edilir.\u003C\u002Fp>\n\n\u003Ch2>ÜÇÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞ SÖZLEŞMESİNE İLİŞKİN HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 11- TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE TEKRAR İSE\nBAŞLATMA\u003C\u002Fh3>\n\n\u003Cp>1-Gözaltına alınan işçiler bunu belgeledikleri takdirde kanuni\ngözaltı süresince ücretsiz izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>2-İşçi herhangi bir suçla tutuklandığında, gözaltında ve tutuklu\nkaldığı süreler toplamı, İş Kanunundaki bildirim sürelerini aştığı\ntakdirde iş sözleşmesi münfesih sayılır. Bu sürelerin İş Kanunundaki\nbildirim süresini aşmaması hallerinde, işçi bu süreler için ücretsiz\nizinli sayılır.\u003C\u002Fp>\n\n\u003Cp>3-Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biriyle 90 gün içinde son bulması ve işçinin bu tarihten\nitibaren bir hafta içinde işine dönmeyi talep etmesi halinde işveren\ntarafından emsallerinin hakları ile işe alınır. 90 gün sonunda yapılan\nbaşvuru halinde boş yer varsa işe alınır. Bu halde işe tekrar alman\nişçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4-Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç) yargılanmaları\ntutuklu olarak devam ederken doksan gün içinde tahliye edilenlerin bir hafta\niçinde başvurması ve işyerinde durumuna uygun münhal kadro bulunması ve\nhizmetine ihtiyaç duyulması halinde işveren tarafından tekrar işe\nalınırlar. Bilahare hüküm giymeleri halinde hizmet akitleri münfesih\nsayılır. Şu kadarki 5. fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5-Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeni ile, 6 aydan fazla ceza aldığı halde 6\naydan önce tahliye edilen işçiler, bir hafta içinde başvurması ve\nişyerinde durumuna uygun münhal kadro bulunması ve hizmetine ihtiyaç\nduyulması halinde işverenin takdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6-Yüz kızartıcı suçlar ile sabotaj, Devletin Ülke ve Milleti ile\nbütünlüğüne, Milli güvenliğe, Kamu düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler, cezanın\nertelenmesi, paraya çevrilmesi veya affa uğraması hallerinde dahi hiç bir\nsuretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7-İşverene ait herhangi bir aracı görevli olarak kullanırken, Trafik\nkazası yapan şoförler ve iş makineleri operatörleri, bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde 90 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde, başvurmaları halinde eski\nişlerine alınırlar. 90 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 12- KIDEM TAZMİNATI VE BİLDİRİM SÜRELERİ\u003C\u002Fh3>\n\n\u003Cp>Kıdem tazminatı ve bildirim süreleri konusunda mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A- İş yerinde yeni işe alınacak işçiler için mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>B- İşe yeni alman işçiler için deneme süresi bir aydır. Deneme\nsüresi sonunda yeterli görülmeyenlerin iş sözleşmeleri bildirimsiz ve\ntazminatsız olarak feshedilir. Çalıştıkları süreye ait ücretleri ve her\ntürlü hak edişleri ödenir. Bu deneme süresi sonunda yeterli görülenlerin\niş sözleşmeleri onaylanır ve bunlar işe başladıkları tarihten itibaren\nişe girmiş sayılırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE 14- ÇALIŞMA SÜRELERİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>İşyerlerinde haftalık çalışma süresi 45 saattir. Çalışma şekli ve\nsürelerinin günlere dağılımı, mesainin başlama ve bitiş saatleri İş\nKanunu hükümlerine göre işverence tespit edilir. Ancak, haftalık\nçalışma süresi konusunda; işin ve işyerinin özelliklerinden kaynaklı\nvarsa arızi işveren uygulamalarına devam olunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşverence gerekli görülmesi halinde mevzuata uyulmak kaydıyla postalar\nhalinde çalışma yaptırılabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 15- FAZLA ÇALISMA HAFTA TATİLİ-ULUSAL BAYRAM ÇALIŞMASI VE\nÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A- Fazla Çalışma:\u003C\u002Fh4>\n\n\u003Cp>İşyerlerinde, bu toplu iş sözleşmesinde yazılı normal çalışma\nsüresinin dışında işverence fazla çalışma yaptırılabilir. Ancak\nmazereti işverence uygun görülenler fazla çalışmadan istisna edilir.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışmaya bırakılacak işçilere bu durum bir gün önceden\nbildirilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Her bir fazla saat çalışma için, işçinin saat ücreti % 70 zamlı\nolarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Ch4>B- Hafta Tatili Çalışması:\u003C\u002Fh4>\n\n\u003Cp>İşçilerin hafta tatilinde çalıştırılmaları halinde, çalışılan\nbu güne ait ücretleri mevzuat hükümlerine göre çalışmadan hak ettikleri\nde dahil toplam 3 yevmiye olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch4>C- Ulusal Bayram, Genel Tatil Günleri:\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>İşçilere, Ulusal Bayram ve Genel Tatil günlerinde çalıştırılmaları\nhalinde, çalışılan o güne ait ücreti dahil toplam 3 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>D- Bu maddede düzenlenmeyen diğer hususlarda kanun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>DÖRDÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 16- YILLIK ÜCRETLİ İZİN\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşyerinde fiili çalışması sonucunda bir yılını dolduran işçilere\naşağıdaki süreler kadar yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Hizmet Süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)1 yıldan 5 yıla kadar olanlara yılda 18 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)5 yıldan fazla 15 yıldan az olanlara 22 gün,\u003C\u002Fp>\n\n\u003Cp>c)15 yıl ve daha fazla olanlara 28 gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nUlusal Bayram ve Genel Tatil Günleri ile Hafta Tatilleri izin süresine ilave\nedilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinlerin kullandırılması konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Yıllık izinlerin hak edilmesinde, çalışan işçilerin aynı işyerinde\ngeçirdiği çalışma süreleri toplamı dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>Aşağıdaki hallerde işçilere, belgelemek kaydıyla ücretli mazeret izni\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)İşçinin evlenmesi halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b)Eşinin doğum yapması halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c)Eş, çocuk, ana, baba, kardeşinin ölümü halinde 5 gün, kayınvalide\nve kayınpeder ölümü halinde 3 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Yangın, su baskını, deprem vb. doğal afetlere uğrayan işçilere 7\ngüne kadar ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yukarıda sayılan olayların ortaya çıkmasından itibaren bir\nhafta içinde (belgelendirmek kaydıyla) kullanılır.\u003C\u002Fp>\n\n\u003Cp>e)İşverence işçiye uygun görülmek kaydıyla yılda toplam 6 güne\nkadar mazeret izni verilebilir. Bu izinlerin kullanılması bir defada 1\nsaatten az, 1 günden fazla olamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>f)Üyenin eş, çocuk, ana ve babasının kanser, verem gibi ağır veya\nacil tedavi gerektiren hastalığa maruz kalmalarında ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde, başka bir\nrefakatçi olmadığı durumlarda üyeye, yılda 10 güne kadar ücretli\nrefakat izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g)Engellilik konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>h)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde 10 güne kadar ücretli mazeret\nizni verilir. Bu süre her bir engelli çocuk için ayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18- ÜCRETSİZ MAZERET İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşyerinde çalışan sendika üyesi işçilerin talepleri ve\nmazeretlerinin işverence kabulü halinde yılda altmış güne kadar ücretsiz\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayati 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 katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 19- HASTALIK VE ANALIK HALİNDE ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch4>A)Hastalık Hali:\u003C\u002Fh4>\n\n\u003Cp>İşçilerin SGK mevzuatına uygun olarak istirahat almaları durumunda\nSosyal Güvenlik Kurumunca ödenmeyen ilk iki güne ait ücretleri Kurumca tam\nolarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch4>B)Analık Hali:\u003C\u002Fh4>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 20- ASKERLİK VE KANUNDAN DOĞAN ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>Bu konuda İş Kanunu hükümleri uygulanır. Muvazzaf askerlik hizmeti\nsonunda yasal süresi içinde işe girmek için müracaat eden işçiler, eski\nişlerine veya benzeri işlere emsallerinin ücreti ile başlatılırlar.\nAncak, muvazzaf askerlik hizmeti dışında manevra veya herhangi bir sebeple\nsilah altına alınan veyahut kanundan doğan çalışma ödevi yüzünden\nişinden ayrılan işçiye bu süre içinde devletçe ödeme yapılmaması\nhalinde ücreti tam olarak ödenir. Ancak, aynı süre için devlet tarafından\nücret ödenmesi ve bu ücretin işyerinden aldığı ücretten az olması\nhalinde\u003C\u002Fp>\n\n\u003Ch2>BEŞİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÜCRETLER VE SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 21- ÜCRET ÖDEME SEKLİ VE ÜCRET HESAP PUSULASI\u003C\u002Fh3>\n\n\u003Cp>İşyerinde, işçi ücretleri yevmiye esasına göre hesaplanıp, ay\nüzerinden mer'i mevzuata göre ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren yaptığı ödemelerde işçiye ücret hesabını gösterir\nimzalı veya işyerinin özel işaretini taşıyan bir pusula vermek\nzorundadır. İnternet ortamında kişiye özel şifre ile bordronun\nyayınlanması yeterlidir.\u003C\u002Fp>\n\n\u003Cp>Bu pusulada ödemenin günü ve ilişkin olduğu dönem ile fazla\nçalışma, hafta tatili, bayram ve genel tatil ücretleri gibi asıl ücrete\nyapılan her çeşit eklemeler tutarının ve vergi, sigorta primi, avans\nmahsubu, nafaka ve icra gibi her çeşit kesintilerin ayrı ayrı gösterilmesi\ngerekir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 22- ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Ch4>1-TABAN ÜCRET VE SEYYANEN ZAM:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>\u003Cstrong>a)Taban Ücret:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>b)Seyyanen Zam:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.01.2025tarihi itibariyle günlük brüt çıplak ücretleri 1.400,00 TL\nve üzerinde olan işçilerin günlük brüt çıplak ücretlerine 40,00\nTL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu maddenin (a) fıkrasından yararlanan işçiler (b) fıkrasından\nayrıca yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch4>2-ÜCRET ZAMLARI:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.01.2025 tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten ve taban ücret dışında kalan\nişçilere ise seyyanen zam yapıldıktan sonra,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.01.2025 tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>b)Birinci Yıl İkinci Altı Ay Seyyanen Zam ve Ücret\nZammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>i)Birinci Yıl İkinci Altı Ay Seyyanen Zam:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2025 tarihinden\ngeçerli olmak üzere 50,00 TL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ii)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine seyyanen zam yapıldıktan\nsonra, 01.07.2025 tarihindeki günlük brüt çıplak ücretlerine, 01.07.2025\ntarihinden geçerli olmak üzere %11 (Onbir) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2025 indeks sayısının, Haziran 2025\nindeks sayısına göre değişim oranının %11 (Onbir)’i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.01.2026tarihinde işyerlerinde çalışmakta olan işçilerin 01.01.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2026 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 2026 indeks sayısının, Aralık 2025\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\u003Cp>\u003Cstrong>d)ikinci Yıl ikinci Altı Ay Zammı:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>01.07.2026tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2026 tarihinden\ngeçerli olmak üzere %6 (Altı) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2026 indeks sayısının, Haziran 2026\nindeks sayısına göre değişim oranının %6 (Altı)’yı aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ayının son günündeki\nücrete takip eden ayın birinci gününden geçerli olmak üzere (01.01.2027\ntarihinden geçerli olmak üzere işçilerin 31.12.2026 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>e)İşbu toplu iş sözleşmesinin yürürlük süresi içinde işe yeni\nalınacak işçiye kanuni asgari ücret ödenir. Bu işçinin deneme süresini\nbaşarı ile tamamlaması ve taraf işçi sendikasına üye olması halinde,\nüyeliğinin sendikaca işverene bildirildiği tarihi takip eden aybaşından\ngeçerli olmak üzere ücreti; öğrenim durumu ile verilecek görev dikkate\nalınmak suretiyle işe ilk defa Kültür ve Turizm Bakanlığında başlamış\nbulunan aynı öğrenim ve görevde olan işçilerden bir önceki dönemde işe\nalınmış ve halen çalışmakta olan kıdemi en az işçiye ödenen ücretin\n%95’ ini aşmamak kaydıyla işverence belirlenir. Bir önceki dönemde işe\nalınmış işçinin olmaması halinde ise öğrenim ve görev durumu\nitibariyle halen çalışmakta olan ve yine işe ilk defa T.C. Kültür ve\nTurizm Bakanlığında başlamış bulunan en düşük kıdemdeki işçiye\nödenmekte olan ücretin %95’i dikkate alınır. İşveren tarafından\nöğrenim durumu ve görevi itibariyle belirlenen işe giriş ücreti, işe\ngirilen ücret zammı uygulama dönemi için sabit olup, bu işçilere ayrıca\nişe alındıkları dönemin ücret zammı uygulanmaz. Bu işçiler takip eden\ndönemlerin ücret zamlarından yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Ancak bu uygulama sebebiyle işe yeni girenlerin ücreti, aynı nitelikteki\nkıdemli işçinin ücretini geçemez.\u003C\u002Fp>\n\n\u003Cp>Sanatsal İşler Yönetmeni, Teknik İşler Yönetmeni, Sanatsal ve Teknik\nİşler Görevlilerinin bu toplu iş sözleşmesinin “Ücret Zammı\nbaşlıklı 22. maddesinin “e” fıkrası uygulanmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 23- İLAVE TEDİYE VE İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise2_detail\">\u003Cp>İşçilere 6772 sayılı Kanun hükümlerine göre Cumhurbaşkanı Kararı\nile belirlenen tarihlerde ilave tediye ödenir. Ayrıca, her toplu iş\nsözleşme yılında 60 günlük çıplak ücretleri tutarında ikramiye Nisan\nve Eylül ayları içinde 2 eşit taksit halinde ödenir. İkramiyeler\nişçilerin çalıştıkları süre ile orantılı olarak tahakkuk\nettirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 24- BİRLEŞTİRİLMİŞ SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere, toplu iş\nsözleşmesinin birinci yıl birinci altı ayında her ay brüt 3.977,20 TL\u002FAy,\nikinci altı ayında 4.414,69 TL\u002FAy birleştirilmiş sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nistirahat hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 25- YEMEK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere fiilen\nçalıştıkları her gün için toplu iş sözleşmesinin birinci yıl birinci\naltı ayında net 235,02 TL\u002FGün, ikinci altı ayında net 260,87 TL\u002FGün yemek\nparası ödenir. Ancak işverence yemek verilen işçilere yemek bedeli\nödenmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Günlük ara dinlenmesi dahil 12 saat çalışanlara ise 2 öğün yemek\nyardımı yapılır. Ancak işverence yemek verilen işçilere yemek bedeli\nödenmez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 26- VASITA YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden işverence\ntaşınmayan veya işverenin taşıma imkânlarından yararlanamayanlara fiilen\nçalıştıkları her gün için toplu iş sözleşmesinin birinci yıl birinci\naltı ayında 120,18 TL\u002FGün ikinci altı ayında 133,40 TL\u002FGün Vasıta\nYardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin birinci yıl ikinci altı ayı ile\nikinci yıl birinci ve ikinci altı aylarında ücret zammı oranında ve\nücretin zamlandığı tarih itibariyle artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE 27- GECE ZAMMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Kapsamdaki işçilerden 20.00-06.00 saatleri arasında çalışanlara, bu\nsaatler arasında yaptıkları her bir saatlik çalışmalarının ücreti %10\nzamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch3>MADDE 28- EK ÖDEME\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 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 %24 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 29- DİĞER SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Ch4>A)Evlenme Yardımı:\u003C\u002Fh4>\n\n\u003Cp>İşçilere evlenmeleri halinde belgesi ile tevsik edilmek kaydıyla evlenme\nolayının sözleşmenin birinci yıl birinci altı ayında olması halinde\n2.018,97 TL, ikinci altı ayında 2.241,06TL evlenme yardımı\nyapılacaktır.\u003C\u002Fp>\n\n\u003Ch4>B)Doğum Yardımı:\u003C\u002Fh4>\n\n\u003Cp>İşçinin veya eşinin doğum yapması halinde belgesi ile tevsik edilmek\nkaydıyla doğum olayının sözleşmenin birinci yıl birinci altı ayında\nolması halinde 1.009,83 TL, ikinci altı ayında 1.120,91 TL doğum yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch4>C)Ölüm Yardımı:\u003C\u002Fh4>\n\n\u003Cp>a)İşçinin bakmakla yükümlü olduğu ana, baba, eş ve çocuklarının\nölümü halinde ölüm olayının sözleşmenin birinci yıl birinci altı\nayında olması halinde 3.029,28 TL, ikinci altı ayında 3.362,50 TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşçinin ölümü halinde kanuni mirasçılarına ölüm olayının\nsözleşmenin birinci yıl birinci altı ayında olması halinde 5.047,61 TL,\nikinci altı ayında 5.602,85 TL,\u003C\u002Fp>\n\n\u003Cp>c)İşçinin İş Kazası ve Meslek Hastalığı sonucu ölümü halinde\nkanuni mirasçılarına, ölüm olayının sözleşmenin birinci yıl birinci\naltı ayında olması halinde 8.075,36 TL, ikinci altı ayında 8.963,65 TL\nölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- GİYİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere her ay toplu iş\nsözleşmesinin birinci yıl birinci altı ayında her ay brüt 210,91 TL\u002FAy,\nikinci altı ayında brüt 234,11 TL\u002FAy Giyim Yardımı ödenir. Bir ayı aşan\nizin ve istirahat hallerinde bu yardım ödenmez.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\nartırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ALTINCI BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>NAKİLLER VE HARCIRAH\u003C\u002Fh2>\n\n\u003Ch3>MADDE 31- İS VE İŞYERİ DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşçilerin iş sözleşmelerinde belirtilen işlerde ve yerlerde\nçalıştırılmaları esastır. Ancak, işçiler gerektiği takdirde,\nişyerinde bir başka işte veya işverene bağlı diğer işyerlerinde\nişveren tarafından görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>A)İşveren; çalışma programı gereğince işyerleri arasında işin\ngereklerinden kaynaklanan nedenlerin meydana gelmesi durumunda, işçi\nfazlalığı olan işyerlerinden işçi ihtiyacı duyulan işyerlerine işçi\nnakledebilir. Bu naklin işçinin halen çalışmakta olduğu il hudutları\ndışına olması halinde, nakle istekli olanlardan durumu işverenlikçe uygun\ngörülenlere öncelik verilir. İstekli çıkmaması veya il hudutları\ndışına nakle rıza gösterilmemesi durumunda İş Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>B)İşyerinde çalışan işçilerden mesleki eğitimlere katılmış ve\ngeçerli sertifika almış olanlar işverenin ihtiyaç duyması ve talep etmesi\nhalinde, sertifikalarında belirtilen mesleklerde görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>C)Bu sözleşme kapsamındaki işçiler gördükleri işler bakımından\naynı şartlarda olmak kaydıyla karşılıklı yer değiştirme talebinde\nbulunabilirler. İşçilerin bu talepleri Bakanlık tarafından\ndeğerlendirilir.\u003C\u002Fp>\n\n\u003Cp>D)İller arası işyeri değişikliklerinde ve nakillerde DÖSİMM’in\nişyeri uygulamasına devam olunur.\u003C\u002Fp>\n\n\u003Cp>E)İş ve işyeri değişikliği ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 32- HARCIRAH\u003C\u002Fh3>\n\n\u003Cp>6245 sayılı Harcırah Kanunu ve Bütçe Kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>YEDİNCİ BÖLÜM DİĞER HUSUSLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 33- ENGELLİ İŞÇİLER İLE İLGİLİ HUSUSLAR\u003C\u002Fh3>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır. Ancak, engelli işçilerin\nçalıştırılmalarına yönelik süreler, çalıştırılacakları işler ve\nbu işlere ilişkin işyerlerinin engellerine uygun hale getirilmesi için,\nişverence gerekli tedbirler alınır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 34- İS SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda, Mevzuat hükümleri uygulanır. 5188 sayılı kanuna tabi\nçalışan güvenlik\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE 35- EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>T.C. Kültür ve Turizm Bakanlığı ile ÖZ BÜRO-İŞ ve TÜHİS\nSendikaları birlikte Merkez ve Taşra Teşkilatında çalışan işçi ve\nişveren vekillerine yönelik olarak eğitim programları düzenlerler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Ch3>MADDE 36- SOSYAL TESİSLERDEN YARARLANMA VE KREŞ\u003C\u002Fh3>\n\n\u003Cp>Kapsamda bulunan işçiler ve çocukları sosyal tesislerden ve kreşlerden\nimkânlar ölçüsünde yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>Sendika, işçileri eğitmek amacıyla yapacağı faaliyetlerde kullanması\nve işverence uygun görülmesi kaydıyla işyerinin salon, araç ve\ngereçlerinden imkânlar nispetinde ücretsiz yararlandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SEKİZİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 37- DİSİPLİN KURULU VE DİSİPLİN CEZALARI\u003C\u002Fh3>\n\n\u003Ch4>I- DİSİPLİN KURULUNUN KURULUŞU VE ÇALIŞMA ŞEKLİ\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>A)Kuruluşu:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Bakanlık Merkez Teşkilatında sözleşmenin imza tarihinden itibaren 30\ngün içinde bir Merkez Disiplin Kurulu teşekkül ettirilir. İşveren\ntarafından lüzum görülmesi halinde; Bakanlık Merkez Teşkilatı\ndışındaki birimlerin işçi yoğunluğu ve bölgeler dikkate alınarak,\nişçi sendikası ile konuyu görüşerek aşağıdaki esaslar dâhilinde bir\nveya birden çok Disiplin Kurulu kurulabilir. Ancak bu Disiplin Kurulları\n“işten çıkarma” cezasını gerektiren fiillerde karar verilebilmesi\niçin olayı Merkez Disiplin Kuruluna intikal ettirir.\u003C\u002Fp>\n\n\u003Cp>b)Bu kurul işveren vekili tarafından tayin edilecek, iki asıl, bir yedek\nüye ile sendikanın tayin edeceği, iki asıl bir yedek üyeden teşekkül\neder. Taraflar kurul üyelerini istediği zaman değiştirme hakkına sahiptir.\nTaraflar kurul üyelerini ve yapılan değişikliği diğer tarafa yazı ile\nyedi gün içerisinde bildirir.\u003C\u002Fp>\n\n\u003Cp>c)Kurul başkanı, işveren temsilcileri arasından, işveren vekilince\ntayin olunur.\u003C\u002Fp>\n\n\u003Cp>d)Toplantı, üyelerin tamamının iştiraki ile yapılır. Üyelere\ntoplantıya katılmaları için en az bir gün önceden başkanlıkça çağrı\nyazısı gönderilir. Kurul üyelerinin asillerinin mazereti halinde, yedekleri\ntoplantıya çağrılır.\u003C\u002Fp>\n\n\u003Cp>Bu toplantıda çoğunluk sağlanmaz ise müteakip toplantı üç gün sonra\nkatılan üyeler ile yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Çalışma Şekli:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Olayın disiplin kurulunca ele alınması ve incelenmesi aşağıdaki\nşekilde yapılır.\u003C\u002Fp>\n\n\u003Cp>a)Disiplin kurulundan geçirilecek olay, İşveren vekili tarafından\ndisiplin kuruluna bir yazı ile intikal ettirilir.\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Kurulu olayı altı işgünü içinde lüzum görüldüğü\nşekilde tetkik ve tahkik ederek sonuçlandırır ve sonucu işveren vekiline\nbildirir.\u003C\u002Fp>\n\n\u003Cp>c)Başkan ve kurul üyeleri karar hakkındaki oylarını gizli verirler. Oy\neşitliği halinde, başkanın tuttuğu taraf çoğunluğu almış olur. Kurul\nbaşkan tarafından tayin edilen gün ve saatlerde toplanır.\u003C\u002Fp>\n\n\u003Cp>d)Disiplin Kurulu tarafından alınan kararlar karar defterine veya karar\ndosyasına geçirilir. Kararın verilmesinde dikkate alınan bütün evrak ve\nbelgeler karar sureti ile birlikte işyeri idaresine verilir.\u003C\u002Fp>\n\n\u003Cp>e)İşyeri idaresi Disiplin Kurulu kararını tebligat hükümlerine göre\nişçiye tebliğ eder.\u003C\u002Fp>\n\n\u003Ch4>II-DİSİPLİN CEZALARI:\u003C\u002Fh4>\n\n\u003Cp>1.İşveren vekili, işçiye ihtar cezasını resen verebilir. Bunların\ndışındaki cezalar disiplin kurulu kararı ile verilir. Ancak 4857 sayılı\nİş Kanununun işverene tanıdığı haklar saklıdır.\u003C\u002Fp>\n\n\u003Cp>2.6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu, 4857 sayılı\nİş Kanunu ile çalışma hayatını ilgilendiren sair mevzuatın işverene,\nsendikaya ve işçiye tanıdığı hakların kullanılmasına karşı mahkeme\nyolu açıktır.\u003C\u002Fp>\n\n\u003Cp>Aşağıda yazılı disiplin kovuşturmasının yapılmış olması, fiilin\ngenel hükümler kapsamına girmesi halinde, sanık hakkında ayrıca ceza\nkovuşturması açılmasına ve oluşmuş bir kamu zararı var ise bu zararın\ntahsiline yönelik işlemlerin yürütülmesine engel teşkil etmez.\u003C\u002Fp>\n\n\u003Cp>3.İşyeri disiplin kurulu işçinin suçunun nev’ine ve ağırlık\nderecesine göre: ihtar, 1 ila 3 yevmiye ye kadar para kesintisi ve İşten\nçıkarma cezalarından birini verir. Disiplin cezasını gerektiren fiil ve\nhaller ve bunların cezaları aşağıda gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>A) İhtar: İşçiye, görevinde ve davranışlarında daha dikkatli olması\ngerektiğinin yazı ile bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İhtar cezasını gerektiren fiil ve haller şunlardır:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Verilen emir ve görevlerin tam ve zamanında yapılmasında, görev\nmahallinde Kurumca belirlenen usul ve esasların yerine getirilmesinde,\ngörevle ilgili resmi belge, araç ve gereçlerin korunması, kullanılması ve\nbakımında kayıtsızlık göstermek veya düzensiz davranmak,\u003C\u002Fp>\n\n\u003Cp>b)İş kazaları dâhil işyerinde meydana gelen her türlü kazayı ilgili\nve resmi makamlara zamanında bildirmemek,\u003C\u002Fp>\n\n\u003Cp>c)Borçlarını kasten ödemeyerek hakkında yasal yollara başvurulmasına\nneden olmak,\u003C\u002Fp>\n\n\u003Cp>d)Özürsüz veya izinsiz olarak göreve geç gelmek, erken ayrılmak,\ngörev mahallini terk etmek,\u003C\u002Fp>\n\n\u003Cp>e)İşin yapılmasında amirlerine veya kendisi ile birlikte çalışanlara\nişi aksatacak şekilde zorluk göstermek,\u003C\u002Fp>\n\n\u003Cp>f)İş saatinde yapması gereken işi yapmayarak özel işlerle meşgul\nolmak,\u003C\u002Fp>\n\n\u003Cp>g)Görevine karşı kayıtsızlık göstermek, ilgisiz kalmak ve kendisine\nverilen işin bittiğini işi veren amirine bildirmemek,\u003C\u002Fp>\n\n\u003Cp>h)Kendisine verilen yetki dışında iş yapmak,\u003C\u002Fp>\n\n\u003Cp>i)Çalışma saatlerinde iş arkadaşlarını ve iş araçlarını işlerini\naksatmaya sebep olacak şekilde meşgul\u002Fişgal etmek,\u003C\u002Fp>\n\n\u003Cp>j)Kendisi ile ilgili hastalık belgelerini ve mevzuatın işverene\nverilmesini mecbur kıldığı evrak ve sair belge ve bilgileri işverence\nbelirlenmiş birimlere süresi içinde vermemek veya bildirmemek,\u003C\u002Fp>\n\n\u003Cp>k)Çalışma arkadaşlarını yukarıda belirtilen suçlardan herhangi\nbirisini işlemesi için teşvik ve tahrik etmek.\u003C\u002Fp>\n\n\u003Cp>l)İşverence tespit edilmiş usul ve esaslar veyahut genel kabul görmüş\nteamüllerde belirlenen yöntem ve sırayı atlayarak şikayet ve müracaatta\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>B) Yevmiye Kesintisini Gerektiren Haller: İşçiden 1 ile 3 yevmiye\ntutarında para kesintisi yapılmasıdır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1) Bir yevmiye para kesintisi cezasını gerektiren fiil ve haller\nşunlardır\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Verilen emir ve görevlerin tam ve zamanında yapılmasında, görev\nmahallinde kurumca belirlenen usul ve esasların yerine getirilmesinde,\ngörevle ilgili resmi belge, araç ve gereçlerin korunması, kullanılması ve\nbakımından kusurlu davranmak,\u003C\u002Fp>\n\n\u003Cp>b)İzinsiz ve mazeretsiz bir 2,ün işe gelmemek,\u003C\u002Fp>\n\n\u003Cp>c)İşyerinin huzur, sükûn ve çalışma düzenini bozmak,\u003C\u002Fp>\n\n\u003Cp>d)Kendisine verilen işi yapmadığı halde yapmış gibi göstermek,\u003C\u002Fp>\n\n\u003Cp>e)İş arkadaşlarına ve mahiyetindekilere söz veya hareketle\nsataşmak.\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde gördüğü tehlike oluşturma ihtimali bulunan bir durumu en\nyakın amirlerine veya ilgili birimlere bildirmemek,\u003C\u002Fp>\n\n\u003Cp>g)İş kazaları dâhil işyerinde meydana gelen her türlü kazayı ilgili\nve resmi makamlara kusuru olmaksızın bildirmemek,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2)İki yevmiye para kesintisi cezasını gerektiren fiil ve haller\nşunlardır\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Kendisine teslim edilen ve müze ve ören yerlerinde girişe olanak\nsağlayan kart, bilet vs. malzemeyi iyi koruyamayarak çalınmasına,\nkaybedilmesine sebep olmak,\u003C\u002Fp>\n\n\u003Cp>b)Yetkili olmadığı halde basma, haber ajanslarına veya radyo ve\ntelevizyon kurumlarına bilgi veya demeç vermek,\u003C\u002Fp>\n\n\u003Cp>e)Görev sırasında amirine sözle saygısızlık etmek,\u003C\u002Fp>\n\n\u003Cp>d)İşyerine ait resmi belge, araç, malzeme, vasıta, alet veya materyali\nizinsiz olarak özel işlerinde kullanmak,\u003C\u002Fp>\n\n\u003Cp>e)Görev yeri sınırları içerisinde her hangi bir yerin toplantı, tören\nve benzeri amaçlarla izinsiz olarak kullanılmasına yardımcı olmak.\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde kavga çıkarmak veya çıkmasına sebebiyet vermek.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3)Üç yevmiye para kesintisi cezasını gerektiren fiil ve haller\nşunlardır\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Kasıtlı olarak; verilen emir ve görevleri tam ve zamanında yapmamak,\ngörev mahallinde kurumca belirlenen usul ve esasları yerine getirmemek,\ngörevle ilgili resmi belge, araç ve gereçleri korumamak, bakımını\nyapmamak, hor kullanmak,\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde dikkatsizliği ve tedbirsizliği yüzünden yangına sebep\nolmak,\u003C\u002Fp>\n\n\u003Cp>c)İşe gelmeyen işçinin yerine imza atmak, kartını bastırmak veya\nişçiyi işe gelmiş gibi göstermek,\u003C\u002Fp>\n\n\u003Cp>d)Görevle ilgili konularda yükümlü olduğu kişilere yalan ve yanlış\nbeyanda bulunmak,\u003C\u002Fp>\n\n\u003Cp>e)Amirine, maiyetindekilere, iş arkadaşlarına karşı herhangi bir\nşekilde küçük düşürücü veya aşağılayıcı fiil ve hareketlerde\nbulunmak, hakaret etmek,\u003C\u002Fp>\n\n\u003Cp>f)Görev mahallinde genel ahlak ve edep dışı davranışlarda bulunmak ve\nbu tür yazı yazmak, işaret, resim ve benzeri şekiller çizmek ve yapmak,\u003C\u002Fp>\n\n\u003Cp>g)Amirleri tarafından verilen işleri yapmamak suretiyle kamu hizmetinin\naksamasına yol açmak.\u003C\u002Fp>\n\n\u003Cp>h)İnternet ve benzeri bilgi teknolojileri vasıtasıyla işyeri, iş\narkadaşları ve amirleri hakkında yanlış bilgiler vermek, gerçeğe\naykırı suçlamalar yapmak ve kanunların suç saydığı hakaret edici ve\naşağılayıcı ifadelerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C) İşten çıkarma: İşçinin iş akdinin işveren tarafından\nfeshedilmesidir.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşten çıkarma cezasını gerektiren fiil ve haller şunlardır\u003C\u002Fp>\n\n\u003Cp>a)İşçinin işverenden izin almaksızın veya haklı bir sebebe\ndayanmaksızın ardı ardına iki işgünü veya bir ay içinde iki defa\nherhangi bir tatil gününden sonraki işgünü yahut bir ayda üç işgünü\nişine devam etmemesi,\u003C\u002Fp>\n\n\u003Cp>b)İşyerine sarhoş gelmek, işyerinde veya iş esnasında alkollü içki\niçmek, uyuşturucu madde kullanmak, kumar oynamak veya oynatmak,\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde işi kısmen veya tamamen durdurmak amacı ile sabotaja\nteşvik etmek veya sabotaj yapmak,\u003C\u002Fp>\n\n\u003Cp>d)Emniyeti kötüye kullanmak, gizli tutulması gereken göreve müteallik\nsırları ifşa etmek,\u003C\u002Fp>\n\n\u003Cp>e)İşçinin, işyerinde yedi günden fazla hapisle cezalandırılan ve\ncezası ertelenmeyen bir suç işlemesi; işçinin gözaltına alınması veya\ntutuklanması halinde devamsızlığın 4857 sayılı İş Kanununun 17.\nmaddesindeki bildirim sürelerini aşması,\u003C\u002Fp>\n\n\u003Cp>f)İş sözleşmesi yapıldığı sırada bu sözleşmenin esaslı\nnoktalarından birine müteallik vasıflar veya şartlar kendisinde\nbulunmadığı halde haiz olduğunu ileri sürmek veyahut hakikate uygun\nolmayan bilgi vermek ve beyanda bulunmak suretiyle işçinin işvereni veya\nişveren vekilini yanıltması,\u003C\u002Fp>\n\n\u003Cp>g)Resmi belgeler üzerinde tahrifat yapmak, sahte belge düzenlemek,\u003C\u002Fp>\n\n\u003Cp>h)Rüşvet almak, rüşvet vermek veya bunlara teşebbüs etmek,\u003C\u002Fp>\n\n\u003Cp>ı) Hırsızlık yapmak veya hırsızlığa teşebbüs etmek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>j)Her ne şekilde olursa olsun fiziksel şiddet, cinsel taciz, tehdit\niçeren fiil ve eylemlerde bulunmak,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>k)İdeolojik ve siyasi amaçlarla işyerinin huzur, sükûn ve düzenini\nbozmak, boykot, işgal, kamu hizmetlerinin yürütülmesini engellemeye\nyönelik fiil ve davranışlarda bulunmak, bunları tahrik ve teşvik etmek,\u003C\u002Fp>\n\n\u003Cp>l)Kendisine teslim edilen müze ve ören yerlerinde girişe olanak sağlayan\nkart, bilet vs. malzemeyi kendi menfaatleri doğrultusunda kullanmaya\nteşebbüs etmek ve\u002Fveya bu kart, bilet vs. malzemeyi kullanarak çıkar elde\netmek,\u003C\u002Fp>\n\n\u003Cp>m)İş kazaları dâhil işyerinde meydana gelen her türlü kazayı ilgili\nve resmi makamlara kasten bildirmemek,\u003C\u002Fp>\n\n\u003Cp>n)Üç yıl içerisinde; aynı veya farklı fiil ve haller nedeniyle\ndisiplin kurulu kararıyla üçüncü kez disiplin cezası verilmesine sebep\nolmak,\u003C\u002Fp>\n\n\u003Cp>III-Disiplin cezası verilmesini gerektiren fiil ve halin ağırlığına\ngöre disiplin kurulu bir derece hafif veya bir derece ağır cezaya karar\nverebilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>IV-Tekerrür Hali:\u003C\u002Fstrong> Üç yıllık dönem içinde; Disiplin\ncezası verilmesine sebep olmuş bir fiil veya halin tekerrüründe bir derece\nağır ceza uygulanır. Aynı derecede cezayı gerektiren fakat ayrı fiil ve\nhaller nedeniyle verilen disiplin cezalarının üçüncü uygulamasında bir\nderece ağır ceza verilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>V-Kıyas:\u003C\u002Fstrong> İşbu maddede sayılan ve disiplin cezası\nverilmesini gerektiren fiil ve hallere nitelik ve ağırlıkları itibariyle\nbenzer eylemlerde bulunanlar hakkında, disiplin kurulu; bu madde ile 4857\nsayılı İş Kanununun ilgili maddeleri ve konuya ilişkin genel mevzuat\nhükümleri doğrultusunda değerlendirme yaparak verilecek cezayı kıyas\nyoluyla takdir ve tayin eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 38- İŞ PRİMİ\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden, aşağıdaki\nişlerde görevlendirilenlere müktesep hak olmamak ve diğer ödemeleri\netkilememek kaydıyla fiilen çalıştıkları her gün için;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>\u003Cstrong>I.GRUP:\u003C\u002Fstrong> Mağaza sorumlusu, sanatçı, arkeolog, sümerolog,\nfilolog, restaratör, yönetmen, avukat, makam şoförü, operatör, bilgi\nsistemleri personeli, mühendis, tekniker, teknisyen, elektrikçi, güvenlik\namiri, laborant, aşçı ve muhasebecilere günlük brüt çıplak ücretinin\n%9’u,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II.GRUP:\u003C\u002Fstrong> Büro işleri personeli, güvenlik görevlisi,\nşoför, marangoz, matbaa ustası, ambar personeli, eski eser mezat işçisi,\nyemekhane personeli, kuaför ve sekreterlere günlük brüt çıplak ücretinin\n%8’i,\u003C\u002Fp>\n\n\u003Cp>\u003Cem>III.GRUP:\u003C\u002Fem> Teşrifatçı, kaloriferci, diğer işçilere ise\ngünlük brüt çıplak ücretinin %7’si, oranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alınan işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatları\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 39- 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 birinci yılı\nbirinci altı ayında brüt 18,60 TL\u002FAy, ikinci altı ayında 20,65 TL\u002FAy\nhizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yılının birinci ve ikinci\naltı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>696 sayılı KHK ile sürekli işçiliğe geçen işçiler için kıdeme\nesas yıl başlangıcı sürekli işçiliğe geçilen 02.04.2018 tarihidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 40- ENDÜSTRİYEL KURUL\u003C\u002Fh3>\n\n\u003Cp>İşçi ile işveren arasındaki diyalogu geliştirmek, zaman içerisinde\nortaya çıkacak sorunları çözümlemek, işyerinde huzurlu, verimli ve\nbarış içinde bir çalışma ortamı oluşturmak, çalışma hayatı ile\nilgili yenilikleri analiz etmek amacına yönelik olarak istişari mahiyette\nbir endüstriyel kurul oluşturulacaktır.\u003C\u002Fp>\n\n\u003Cp>Endüstriyel kurul işlev olarak işyerinde sosyal barışın gelişimini\nsağlamak, işçilerin motivasyonlarını arttırmak, işçilerin işyerine ve\nişine aidiyet duygusunu güçlendirmek üzere çalışmalar yapar.\nEndüstriyel kurul işverenin tayin edeceği üç, Sendikanın tayin edeceği\nüç üye olmak üzere altı kişiden oluşur. Kurula işveren veya vekili\nbaşkanlık eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Ch3>MADDE 41- İS TANIMLARI\u003C\u002Fh3>\n\n\u003Cp>İşçilerin iş sözleşmelerindeki işlerin tanımları aşağıda\nbelirtildiği şekildedir.\u003C\u002Fp>\n\n\u003Cp>a)Büro çalışanları: Odacı, evrakçı, sekreter, dağıtıcı, yazı\nişleri, turizm danışma, kütüphaneciler, müze çalışanları,\nenformasyon, salon görevlisi, gişe izleme.\u003C\u002Fp>\n\n\u003Cp>b)Saha çalışanları: Ören yeri çalışanları, bahçıvan, ambar depo\npersoneli, arşivci.\u003C\u002Fp>\n\n\u003Cp>c)Teknik işlerde çalışanlar: Kaloriferci, yemekhaneci, elektrikçi,\nsantralci, tesisatçı, bilgi işlem, matbaacı, şoför, sahneci,\nfotoğrafçı-kameraman, marangoz, semahçı\u002Fpervaneci, müzisyen,\nsanatçı.\u003C\u002Fp>\n\n\u003Cp>d)Koordinatörler\u002Fuzmanlar:Birim koordinatörü, mağaza sorumlusu,\nyemekhane\u003C\u002Fp>\n\n\u003Cp>sorumlusu, mühendis, mimar, şehir plancısı, laborant, Sümerolog,\nmütercim, restoratör, gıda teknikeri, öğretmen, diğer teknikerler.\u003C\u002Fp>\n\n\u003Cp>e)Mali işlerde çalışanlar: Mutemet, satın alma, ayniyatçı.\u003C\u002Fp>\n\n\u003Cp>İşçiler iş tanımlarında belirtilen işleri ve işin gereği işverence\nverilen diğer işleri yaparlar. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 42- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesi 01.01.2025 tarihinde yürürlüğe girmek ve\n31.12.2026 tarihinde sona ermek üzere iki yıl sürelidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 43- EK PRİM\u003C\u002Fh3>\n\n\u003Cp>Gazi, terör mağduru ve şehit yakınlarına toplu iş sözleşmesinin\nyürürlük süresince günlük çıplak ücretinin %10’u (Yüzde on)\ntutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE -1: FARKLARI ÖDEME ZAMANI\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar, kurumun\nbütçe imkanları göz önüne alınarak gecikmeden ödenecektir.\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbamemtrad":45,"JOBTYPE_descriptions":49,"jobclassifaction1":53,"trainingprogrammes":57,"trainingfund":60,"contracttrialperiod":64,"sicknesspay":68,"healthandsafetypolicy":72,"funeralpay":76,"paidmaternityleave":80,"paidpaternityleave":84,"childcare":87,"deathrelatives":91,"marriage":95,"childcareprovision":98,"discrimination":102,"sexualhar":106,"violence":110,"WORKHOURS_trigger":112,"hourspweek_select":115,"PAIDLEAV_trigger":119,"holidaysdays":122,"bankholidays1":126,"TRADEUNLEAV_trigger":129,"LOWWAGE_trigger":132,"STRUCINCR_trigger":136,"ONCERISE_trigger":140,"oncerise2_detail":143,"NOCTPREM_trigger":147,"shiftallowancetype":150,"ONCEONLY_trigger":154,"onceonlytype2":157,"OVERTIME_trigger":161,"overtimeallowancetype_general":165,"sundayallowancetype":169,"COMMUTE_trigger":173,"commutingallowancetype":176,"SENIOR_trigger":180,"MEALALL_trigger":184,"mealvouchersamount":187},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2025-31.12.2026",{"bindId":46,"name":47,"text":48},"cbamemtrad","BÜRO, EĞİTİM, GÜZEL SANATLAR, TİCARET VE","BÜRO, EĞİTİM, GÜZEL SANATLAR, TİCARET VE KOOPERATİF İŞÇİLERİ\nSENDİKASI (ÖZ BÜRO-İŞ)",{"bindId":50,"name":51,"text":52},"JOBTYPE_descriptions","MADDE 41- İS TANIMLARI İşçilerin iş sözl","MADDE 41- İS TANIMLARI\n\nİşçilerin iş sözleşmelerindeki işlerin tanımları aşağıda\nbelirtildiği şekildedir.\n\na)Büro çalışanları: Odacı, evrakçı, sekreter, dağıtıcı, yazı\nişleri, turizm danışma, kütüphaneciler, müze çalışanları,\nenformasyon, salon görevlisi, gişe izleme.\n\nb)Saha çalışanları: Ören yeri çalışanları, bahçıvan, ambar depo\npersoneli, arşivci.\n\nc)Teknik işlerde çalışanlar: Kaloriferci, yemekhaneci, elektrikçi,\nsantralci, tesisatçı, bilgi işlem, matbaacı, şoför, sahneci,\nfotoğrafçı-kameraman, marangoz, semahçı\u002Fpervaneci, müzisyen,\nsanatçı.\n\nd)Koordinatörler\u002Fuzmanlar:Birim koordinatörü, mağaza sorumlusu,\nyemekhane\n\nsorumlusu, mühendis, mimar, şehir plancısı, laborant, Sümerolog,\nmütercim, restoratör, gıda teknikeri, öğretmen, diğer teknikerler.\n\ne)Mali işlerde çalışanlar: Mutemet, satın alma, ayniyatçı.\n\nİşçiler iş tanımlarında belirtilen işleri ve işin gereği işverence\nverilen diğer işleri yaparlar. ",{"bindId":54,"name":55,"text":56},"jobclassifaction1","I.GRUP: Mağaza sorumlusu, sanatçı, arkeo","I.GRUP: Mağaza sorumlusu, sanatçı, arkeolog, sümerolog,\nfilolog, restaratör, yönetmen, avukat, makam şoförü, operatör, bilgi\nsistemleri personeli, mühendis, tekniker, teknisyen, elektrikçi, güvenlik\namiri, laborant, aşçı ve muhasebecilere günlük brüt çıplak ücretinin\n%9’u,\n\nII.GRUP: Büro işleri personeli, güvenlik görevlisi,\nşoför, marangoz, matbaa ustası, ambar personeli, eski eser mezat işçisi,\nyemekhane personeli, kuaför ve sekreterlere günlük brüt çıplak ücretinin\n%8’i,\n\nIII.GRUP: Teşrifatçı, kaloriferci, diğer işçilere ise\ngünlük brüt çıplak ücretinin %7’si, oranında iş primi ödenir.\n\nİlk defa işe alınan işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatları\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.",{"bindId":58,"name":59,"text":59},"trainingprogrammes","MADDE 35- EĞİTİM",{"bindId":61,"name":62,"text":63},"trainingfund","T.C. Kültür ve Turizm Bakanlığı ile ÖZ B","T.C. Kültür ve Turizm Bakanlığı ile ÖZ BÜRO-İŞ ve TÜHİS\nSendikaları birlikte Merkez ve Taşra Teşkilatında çalışan işçi ve\nişveren vekillerine yönelik olarak eğitim programları düzenlerler.",{"bindId":65,"name":66,"text":67},"contracttrialperiod","B- İşe yeni alman işçiler için deneme sü","B- İşe yeni alman işçiler için deneme süresi bir aydır. Deneme\nsüresi sonunda yeterli görülmeyenlerin iş sözleşmeleri bildirimsiz ve\ntazminatsız olarak feshedilir. Çalıştıkları süreye ait ücretleri ve her\ntürlü hak edişleri ödenir. Bu deneme süresi sonunda yeterli görülenlerin\niş sözleşmeleri onaylanır ve bunlar işe başladıkları tarihten itibaren\nişe girmiş sayılırlar.",{"bindId":69,"name":70,"text":71},"sicknesspay","A)Hastalık Hali: İşçilerin SGK mevzuatın","A)Hastalık Hali:\n\nİşçilerin SGK mevzuatına uygun olarak istirahat almaları durumunda\nSosyal Güvenlik Kurumunca ödenmeyen ilk iki güne ait ücretleri Kurumca tam\nolarak ödenir.",{"bindId":73,"name":74,"text":75},"healthandsafetypolicy","Ancak, iş icap ve zaruretleri ile İş Sağ","Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.",{"bindId":77,"name":78,"text":79},"funeralpay","C)Ölüm Yardımı: a)İşçinin bakmakla yüküm","C)Ölüm Yardımı:\n\na)İşçinin bakmakla yükümlü olduğu ana, baba, eş ve çocuklarının\nölümü halinde ölüm olayının sözleşmenin birinci yıl birinci altı\nayında olması halinde 3.029,28 TL, ikinci altı ayında 3.362,50 TL,",{"bindId":81,"name":82,"text":83},"paidmaternityleave","B)Analık Hali: Bu konuda mevzuat hükümle","B)Analık Hali:\n\nBu konuda mevzuat hükümleri uygulanır.",{"bindId":85,"name":86,"text":86},"paidpaternityleave","b)Eşinin doğum yapması halinde 5 gün,",{"bindId":88,"name":89,"text":90},"childcare","f)Üyenin eş, çocuk, ana ve babasının kan","f)Üyenin eş, çocuk, ana ve babasının kanser, verem gibi ağır veya\nacil tedavi gerektiren hastalığa maruz kalmalarında ilgili mevzuatın\nöngördüğü belgelere istinaden refakat gerektiği hallerde, başka bir\nrefakatçi olmadığı durumlarda üyeye, yılda 10 güne kadar ücretli\nrefakat izni verilir.",{"bindId":92,"name":93,"text":94},"deathrelatives","c)Eş, çocuk, ana, baba, kardeşinin ölümü","c)Eş, çocuk, ana, baba, kardeşinin ölümü halinde 5 gün, kayınvalide\nve kayınpeder ölümü halinde 3 gün,",{"bindId":96,"name":97,"text":97},"marriage","a)İşçinin evlenmesi halinde 5 gün,",{"bindId":99,"name":100,"text":101},"childcareprovision","MADDE 36- SOSYAL TESİSLERDEN YARARLANMA ","MADDE 36- SOSYAL TESİSLERDEN YARARLANMA VE KREŞ\n\nKapsamda bulunan işçiler ve çocukları sosyal tesislerden ve kreşlerden\nimkânlar ölçüsünde yararlandırılır.\n\nSendika, işçileri eğitmek amacıyla yapacağı faaliyetlerde kullanması\nve işverence uygun görülmesi kaydıyla işyerinin salon, araç ve\ngereçlerinden imkânlar nispetinde ücretsiz yararlandırılır.",{"bindId":103,"name":104,"text":105},"discrimination","2-İşveren, bir sendikaya üye olan işçile","2-İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartları veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.",{"bindId":107,"name":108,"text":109},"sexualhar","j)Her ne şekilde olursa olsun fiziksel ş","j)Her ne şekilde olursa olsun fiziksel şiddet, cinsel taciz, tehdit\niçeren fiil ve eylemlerde bulunmak,",{"bindId":111,"name":108,"text":109},"violence",{"bindId":113,"name":114,"text":114},"WORKHOURS_trigger","MADDE 14- ÇALIŞMA SÜRELERİ",{"bindId":116,"name":117,"text":118},"hourspweek_select","İşyerlerinde haftalık çalışma süresi 45 ","İşyerlerinde haftalık çalışma süresi 45 saattir. Çalışma şekli ve\nsürelerinin günlere dağılımı, mesainin başlama ve bitiş saatleri İş\nKanunu hükümlerine göre işverence tespit edilir. Ancak, haftalık\nçalışma süresi konusunda; işin ve işyerinin özelliklerinden kaynaklı\nvarsa arızi işveren uygulamalarına devam olunur.",{"bindId":120,"name":121,"text":121},"PAIDLEAV_trigger","MADDE 16- YILLIK ÜCRETLİ İZİN",{"bindId":123,"name":124,"text":125},"holidaysdays","a)1 yıldan 5 yıla kadar olanlara yılda 1","a)1 yıldan 5 yıla kadar olanlara yılda 18 gün,",{"bindId":127,"name":128,"text":128},"bankholidays1","C- Ulusal Bayram, Genel Tatil Günleri:",{"bindId":130,"name":131,"text":131},"TRADEUNLEAV_trigger","MADDE 8- SENDİKAL İZİNLER",{"bindId":133,"name":134,"text":135},"LOWWAGE_trigger","a)Taban Ücret: 01.01.2025tarihinde günlü","a)Taban Ücret:\n\n01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.",{"bindId":137,"name":138,"text":139},"STRUCINCR_trigger","01.01.2025 tarihindeki günlük brüt çıpla","01.01.2025 tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.",{"bindId":141,"name":142,"text":142},"ONCERISE_trigger","MADDE 23- İLAVE TEDİYE VE İKRAMİYE",{"bindId":144,"name":145,"text":146},"oncerise2_detail","İşçilere 6772 sayılı Kanun hükümlerine g","İşçilere 6772 sayılı Kanun hükümlerine göre Cumhurbaşkanı Kararı\nile belirlenen tarihlerde ilave tediye ödenir. Ayrıca, her toplu iş\nsözleşme yılında 60 günlük çıplak ücretleri tutarında ikramiye Nisan\nve Eylül ayları içinde 2 eşit taksit halinde ödenir. İkramiyeler\nişçilerin çalıştıkları süre ile orantılı olarak tahakkuk\nettirilir.",{"bindId":148,"name":149,"text":149},"NOCTPREM_trigger","MADDE 27- GECE ZAMMI",{"bindId":151,"name":152,"text":153},"shiftallowancetype","Kapsamdaki işçilerden 20.00-06.00 saatle","Kapsamdaki işçilerden 20.00-06.00 saatleri arasında çalışanlara, bu\nsaatler arasında yaptıkları her bir saatlik çalışmalarının ücreti %10\nzamlı olarak ödenir.",{"bindId":155,"name":156,"text":156},"ONCEONLY_trigger","MADDE 28- EK ÖDEME",{"bindId":158,"name":159,"text":160},"onceonlytype2","İşçilere müktesep hak sayılmamak ve başk","İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL Ek ödeme yapılacaktır.",{"bindId":162,"name":163,"text":164},"OVERTIME_trigger","MADDE 15- FAZLA ÇALISMA HAFTA TATİLİ-ULU","MADDE 15- FAZLA ÇALISMA HAFTA TATİLİ-ULUSAL BAYRAM ÇALIŞMASI VE\nÜCRETİ",{"bindId":166,"name":167,"text":168},"overtimeallowancetype_general","Her bir fazla saat çalışma için, işçinin","Her bir fazla saat çalışma için, işçinin saat ücreti % 70 zamlı\nolarak ödenir.",{"bindId":170,"name":171,"text":172},"sundayallowancetype","B- Hafta Tatili Çalışması: İşçilerin haf","B- Hafta Tatili Çalışması:\n\nİşçilerin hafta tatilinde çalıştırılmaları halinde, çalışılan\nbu güne ait ücretleri mevzuat hükümlerine göre çalışmadan hak ettikleri\nde dahil toplam 3 yevmiye olarak ödenir.",{"bindId":174,"name":175,"text":175},"COMMUTE_trigger","MADDE 26- VASITA YARDIMI",{"bindId":177,"name":178,"text":179},"commutingallowancetype","Bu toplu iş sözleşmesinin kapsamında bul","Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden işverence\ntaşınmayan veya işverenin taşıma imkânlarından yararlanamayanlara fiilen\nçalıştıkları her gün için toplu iş sözleşmesinin birinci yıl birinci\naltı ayında 120,18 TL\u002FGün ikinci altı ayında 133,40 TL\u002FGün Vasıta\nYardımı yapılır.",{"bindId":181,"name":182,"text":183},"SENIOR_trigger","MADDE 12- KIDEM TAZMİNATI VE BİLDİRİM SÜ","MADDE 12- KIDEM TAZMİNATI VE BİLDİRİM SÜRELERİ\n\nKıdem tazminatı ve bildirim süreleri konusunda mevzuat hükümleri\nuygulanır.",{"bindId":185,"name":186,"text":186},"MEALALL_trigger","MADDE 25- YEMEK YARDIMI",{"bindId":188,"name":178,"text":189},"mealvouchersamount","Bu toplu iş sözleşmesinin kapsamında bulunan işçilere fiilen\nçalıştıkları her gün için toplu iş sözleşmesinin birinci yıl birinci\naltı ayında net 235,02 TL\u002FGün, ikinci altı ayında net 260,87 TL\u002FGün yemek\nparası ödenir. Ancak işverence yemek verilen işçilere yemek bedeli\nödenmez.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR T.C. Kültür ve Turizm Bakanlığı - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\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: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        T. C. Kültür ve Turizm Bakanlığı\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                        ÖZ BÜRO İŞ Öz Büro İş Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → 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: → 2 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 3029.28\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 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: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → 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: → 30 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 1400.0\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: → 24.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: 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