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EGE ÜNİVERSİTESİ REKTÖRLÜĞÜ VE BAĞLI (17 NO’LU İŞKOLUNDA\nFAALİYET GÖSTEREN) İŞYERLERİNE İLİŞKİN OLARAK\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>TÜRKİYE SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (TÜRKİYE\nSAĞLIK-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: 28\u002F08\u002F2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1- TOPLU İŞ SÖZLEŞMESİNİN AMACI:\u003C\u002Fh2>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi; üyelerin sosyal, ekonomik ve kültürel\ndüzeylerini yükseltmeyi, çalışanların insanlık onuruna yaraşır ve\nçağın gereklerine uygun yaşayış düzeyine ulaşmaları için yeterli\nücret almalarını, işyerlerinde sosyal güvenliğin, iş ve işçi\nsağlığının gerçekleştirilmesi için gerekli önlemlerin alınmasını,\nher işçinin gücüne uygun bir işte çalıştırılmasını, işçilerin\nişsizlik korkusundan uzak geleceğe güvenle bakmalarını, sevgi ve saygıya\ndayalı disiplin anlayışı içinde en iyi ve en güzel hizmeti vermeyi,\nişyerinde düzenli ve verimli çalışmayı teşvik etmeyi, üretimi\narttırmayı, taraflar arasında doğabilecek farklılıkları uzlaştırıcı\nyollarla çözümlemeyi ve demokratik katılımcı düzenlemeyi amaç\nedinir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- TARAFLAR VE TANIMLAR:\u003C\u002Fh2>\n\n\u003Ch3>A)Taraflar:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde taraflar, T.C. Ege Üniversitesi\nRektörlüğü’nün üyesi bulunduğu, Türk Ağır Sanayii ve Hizmet\nSektörü Kamu İşverenleri Sendikası (TÜHİS) ile Türkiye Sağlık ve\nSosyal Hizmet İşçileri Sendikası (TÜRKİYE SAĞLIK-İŞ’dır.\u003C\u002Fp>\n\n\u003Ch3>B)Tanımlar:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi metninde,\u003C\u002Fp>\n\n\u003Cp>a- T.C. Ege Üniversitesi Rektörlüğünde yer alan 17 no’lu “Sağlık\nve sosyal hizmetler” iş koluna giren işyerleri ayrı ayrı “İŞYERİ”,\nbütünü “İŞLETME”,\u003C\u002Fp>\n\n\u003Cp>b-T.C. Ege Üniversitesi Rektörlüğü “İŞVEREN”,\u003C\u002Fp>\n\n\u003Cp>c-T.C. Ege Üniversitesi Rektörlüğü ve bağlı işyerlerini sevk ve\nidareye yetkili olanlar, “İŞVEREN VEKİLİ”,\u003C\u002Fp>\n\n\u003Cp>d- Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TÜHİS), “KAMU İŞVEREN SENDİKASI”,\u003C\u002Fp>\n\n\u003Cp>e- Türkiye Sağlık ve Sosyal Hizmet İşçileri Sendikası (TÜRKİYE\nSAĞLIK-İŞ); “SENDİKA”,\u003C\u002Fp>\n\n\u003Cp>f- İş sözleşmesine dayanarak çalışan gerçek kişiler,\n“İŞÇİ”\u003C\u002Fp>\n\n\u003Cp>g-İşyerlerinde çalışan ve kanunen işçi sayılan TÜRKİYE\nSAĞLIK-İŞ üyeleri, “ÜYE”,\u003C\u002Fp>\n\n\u003Cp>h- Bu işletme toplu iş sözleşmesi, “SÖZLEŞME”. diye\ntanımlanmıştır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3- SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2025 tarihinde yürürlüğe girer ve\n31.12.2026 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4-SÖZLEŞMENİN KAPSAMI VE YARARLANMA KOŞULLARI:\u003C\u002Fh2>\n\n\u003Ch3>A)Sözleşmenin Kapsamı\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu iş Sözleşmesi;\u003C\u002Fp>\n\n\u003Cp>a)Yer olarak; İşverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içerisinde İş Kolları Yönetmeliğine göre Sağlık ve Sosyal\nHizmetler İş koluna giren, idari ve mali yönden işverene bağlı olarak\nkurulan yeni işyerleri ve bağlı tüm işyerleri ile bu işyerlerinin\nbağlantı ve eklentilerini kapsar.\u003C\u002Fp>\n\n\u003Cp>b)Şahıs olarak da; 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu göre Türkiye Sağlık İşçileri Sendikası üyesi bulunan tüm\nişçiler bu toplu iş sözleşmesi kapsamı içindedir.\u003C\u002Fp>\n\n\u003Ch3>B)Yararlanma Koşulları\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesinden Türkiye Sağlık İşçileri\nSendikası üyeleri yararlanırlar. Bu işletme toplu iş sözleşmesinin\nimzalanması tarihinde taraf sendikaya üye olanlar yürürlük tarihinden\nitibaren, imza tarihinden sonra üye olanlar ise; üyeliklerinin taraf işçi\nsendikasınca işverene yazı ile bildirildiği tarihten itibaren toplu iş\nsözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nbulunmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye bulunup da ayrılanlar veya sendikadan\nçıkarılanların toplu iş sözleşmesinden yararlanabilmeleri, toplu iş\nsözleşmesine taraf işçi sendikasına dayanışma aidatı ödemelerine\nbağlıdır. Bunun için işçi sendikasının onayı aranmaz. Dayanışma\naidatı ödemek suretiyle toplu iş sözleşmesinden yararlanma, talep\ntarihinden geçerlidir.\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 yararlanır.\u003C\u002Fp>\n\n\u003Cp>Taraf sendikanın toplu iş sözleşmesinin yürürlüğü bitmeden önce\nyetki belgesi alması şartıyla sözleşmede belirtilmiş bütün kurulların\nve temsilcilerin yetki ve görevleri yeni toplu iş sözleşmesi imzalanıncaya\nkadar devam eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- SÖZLEŞMENİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>A)İşveren; hiçbir şekilde bu Toplu İş Sözleşmesi hükümlerini\nkısmen veya tamamen, doğrudan doğruya veya dolaylı yollarla 6356 sayılı\nKanunun 39. maddesine göre yararlanma koşullarını sağlamayanlara\nuygulayamaz.\u003C\u002Fp>\n\n\u003Cp>B)İşveren tarafından, 6356 sayılı Kanunun 39. maddesine göre\nyararlanma koşullarını sağlamayan işçilere bu toplu iş sözleşmesiyle\nsağlanan haklar verildiği veya her ne ad altında olursa olsun bu hakların\nve yararların daha üstünde hak ve yararlar sağlandığı takdirde\nsendikanın işverene bildirdiği anda işveren yanlış uygulamaya son verir.\nSendikanın yazılı bildiriminin üzerinden 1 ay geçmesine rağmen uygulamaya\nson verilmezse, bu uygulama, münhasıran o işverenin işyerinde çalışan\nsendikalı işçilere de uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- TOPLU İŞ SÖZLEŞMESİNİN İŞ SÖZLEŞMELERİNE ETKİSİ:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasında mevcut olan iş sözleşmelerinin, işçi aleyhine olan\nhükümlerinin yerini bu toplu iş sözleşmesinin hükümleri alır. İş bu\ntoplu iş sözleşmesinde düzenlenmeyen hususlar hakkında yürürlükteki\nyasalara aykırı olmamak kaydıyla iş sözleşmeleri her türlü hükümleri\nihtiva eder. Sözleşmede yasa hükümlerine yapılan atıflar, toplu iş\nsözleşmesinde yer almasa bile hükümlerin sözleşme hükmü niteliğinde\nolduğunu gösterir.\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesinde düzenlenmeyen hususlar hakkında\nyürürlükteki yasa, tüzük, yönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlük tarihinden önce işçi lehine\ndüzenlenmiş ve verilmiş haklar saklıdır ve uygulamasına devam olunur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 7- SENDİKAL FAALİYETLERE OLANAK SAĞLAMAK:\u003C\u002Fh2>\n\n\u003Cp>A)Sendika yöneticileri ve şube yöneticileri, baştemsilciler ve işyeri\ntemsilcileri iş saatleri içerisinde işçiyi ve sendikayı ilgilendiren\nkonularda, haber vererek işyeri yetkilileri ile görüşürler.\u003C\u002Fp>\n\n\u003Cp>B)Sendika ve şube yöneticileri ile baştemsilciler önceden işverene\nhaber vermek ve işi aksatmamak kaydı ile iş saatleri içerisinde işçilerle\ngörüşebilirler. Bu konuda işveren yöneticileri her türlü kolaylığı\ngösterir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 8- GÖREV BÖLÜMÜ:\u003C\u002Fh2>\n\n\u003Cp>a)Görev bölümü, hizmet dalları ve kadrolara göre işveren veya\nişveren vekili tarafından yapılır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi, kalite yönetim sistemi kapsamında belirlenen görevlerle,\nişveren veya işveren vekili tarafından verilecek tüm işleri yapmakla\nyükümlüdür. Ancak işçinin görevi devam ederken yeni bir görev\ndeğişikliği yapılabilir. Bu değişikliklerde mali hakları bulunduğu\nçalışma grubu üzerinden verilir.\u003C\u002Fp>\n\n\u003Cp>c)Güvenlik görevlisi olarak çalışan personeller 5188 Sayılı Özel\nGüvenlik Hizmetlerine Dair Kanun ve 4857 sayılı İş Kanunu’na uygun\nolarak çalışma saatleri öngörülmüştür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- İŞYERİ SENDİKA T1AISİICİIJRİ. TEMSİLCİ ODASI VE İLAN\nTAHTASI: \u003C\u002Fh2>\n\n\u003Ch3>A)Temsilcilerin Görevleri:\u003C\u002Fh3>\n\n\u003Cp>-İşyeri sendika temsilcisi, yetkisi dahilinde kendisine intikal ettirilen\nuyuşmazlık ve şikayetleri tarafsız bir açıdan değerlendirip\nçözümlenmesine çalışır.\u003C\u002Fp>\n\n\u003Cp>-Uyuşmazlıkların büyümesine engel olmaya gayret eder. İşçileri\nhizmeti en iyi bir şekilde yerine getirmeye ve iş disiplinine uymaya davet\neder, gerekli çalışmada bulunur.\u003C\u002Fp>\n\n\u003Cp>-İşyerinde huzurun devamlılığı ve çalışma barışının\nkorunmasına yardımcı olur. Sendikaca verilen bilgileri işçilere\nulaştırır. İzah eder. İşçilerin şikâyet ve dileklerini ilgililere\nbildirir.\u003C\u002Fp>\n\n\u003Cp>-Temsilcilik sıfatı; bu sıfatı taşıyana, gerek hizmetin yerine\ngetirilmesi, gerekse iş disiplinine uyması bakımından bir üstünlük\nsağlamaz. Baştemsilciler işveren vekilinin bulunduğu merkez binada\nçalıştırılır.\u003C\u002Fp>\n\n\u003Cp>-İşyeri baştemsilcisine bu maddede belirtilen görevlerini yerine\ngetirebilmesi için gerekli kolaylık sağlanır.\u003C\u002Fp>\n\n\u003Cp>-Sendika, 6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu\ngereğince birisi baş temsilci olmak üzere yeteri kadar sendika temsilcisini\natar. Bu konuda yapılacak olan atamalar işverene ve ilgili mercilere yazılı\nolarak bildirilir\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 50’ye kadar ise 1,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 51-100 arasında 2,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 101-500 arasında 3,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 501-1000 arasında 4,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 1001-2000 arasında 6,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 2000’den fazla ise 8,\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcisinin belirsiz süreli hizmet akdinin işveren\ntarafından feshinde İş Kanununun ilgili hükümleri uygulanır. İşveren,\nyazılı rızası olmadıkça işyeri temsilcisinin çalıştığı işyerini\ndeğiştiremez veya işinde esaslı bir tarzda değişiklik yapamaz.\u003C\u002Fp>\n\n\u003Ch3>B)Temsilci Odası:\u003C\u002Fh3>\n\n\u003Cp>-Her işyerinde temsilcilerin evrak ve kayıtlarını muhafaza etme ve\nçalışmalarını yürütmek amacıyla bir temsilcilik odası verilir.\nİşverence temsilci odasında bir masa, yeteri kadar sandalye, telefon,\nbilgisayar, duvar gazetesi için pano kitaplık ve gerekli kırtasiye\nmalzemeleri bulundurulur.\u003C\u002Fp>\n\n\u003Ch3>C)İlan Tahtası:\u003C\u002Fh3>\n\n\u003Cp>-Sözleşmenin kapsadığı işyerinde işçilerin görebilecekleri uygun\nyerlere işverence camlı ve kilitli ilan tahtası konur. İlan tahtasının\niki kilidi bulunur. Kilitlerden birinin anahtarı işveren veya vekilinde,\ndiğerininki ise sendika temsilcisinde bulunur.\u003C\u002Fp>\n\n\u003Cp>-Bu ilan tahtalarına tarafların işçileri ilgilendiren bildirileri,\ntamim, bülten vs’ler asılır. Sendika ilan tahtasına asılmasını\nistediği bildirileri bir yazı ile işverene gönderir. Bildiriler\nalındığı tarihten itibaren üç gün içinde ve 15 gün süre ile ilan\ntahtasına asılır. İlan tahtasına asılacak bildiriler, hiçbir surette\nsiyasi yahut kanunlarca yasaklanmış veya işvereni küçük düşürücü\nmahiyette kanunen suç teşkil eden konuları ihtiva edemez.\u003C\u002Fp>\n\n\u003Cp>-Sendika Genel Merkezinin yazılı istemi olmadan, sendika adına ilan\ntahtasına bildiri asılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- SENDİKA TEMSİLCİ. YÖNETİCİ VE ÜYELERİNE TANINAN ÜCRETLİ\nİZİNLER:\u003C\u002Fh2>\n\n\u003Ch3>A)Baştemsilci İzni:\u003C\u002Fh3>\n\n\u003Cp>Sendika Baştemsilcisine, temsilcilik görevlerini yerine getirebilmesi\niçin haftada 8 saat izin verilir. Baş temsilciler bu izni işyerindeki esas\nişini aksatmamak şartı ile kullanırlar. Baştemsilciler seçildikleri veya\natandıkları işyerinde ve devamlı gündüz vardiyasında\nçalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin izin süresini işyerinde geçirmesi asıldır. Ancak,\nsendika veya şubesinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşulu ile sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilirler. \u003C\u002Fp>\n\n\u003Cp>Baştemsilci mühim ve acil vakalarda günün her saatinde işyerine gelerek\nkonuyla ilgilenebilirler, bu uygulama vardiyalı çalışmalarda da\nyapılabilir. Şu kadar ki olay yerine gelen Baştemsilcide, iş disiplininin\ngerektirdiği tutum ve davranış içinde olmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Sendikada Yönetici olarak görev alan işçilere de yukarıdaki\nbaştemsilciye verilen hak ve izinler aynen uygulanır.\u003C\u002Fp>\n\n\u003Ch3>B)Temsilci İzinleri:\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak şartı ile toplamda aşağıda yazılı sürelerde yerine\ngetirirler.\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>İŞYERİ İŞÇİ MEVCUDU\u003C\u002Ftd>\n      \u003Ctd>HAFTALIK ÜCRETLİ İZİN SÜRESİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500’den fazla işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>C)DİĞER İZİNLER:\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, genel kurul ve temsilciler meclisi gibi toplantılara katılmaları\niçin sendikanın yazılı talebi üzerine aşağıdaki düzenlenen şekle\ngöre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İŞYERİ İŞÇİ MEVCUDU\u003C\u002Ftd>\n      \u003Ctd>YILLIK TOPLAM ÜCRETLİ İZİN SÜRESİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde \u003C\u002Ftd>\n      \u003Ctd>25 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 işçi çalıştıran işyerinde \u003C\u002Ftd>\n      \u003Ctd>35 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>45 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde \u003C\u002Ftd>\n      \u003Ctd>65 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>85 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1000’den fazla işçi çalıştıran işyerinde işçi\n        sayısının %5’i kadar gün.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %3’ünden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak, genel kurullar için bu%3oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- SENDİKADA GÖREV ALANLARIN GÜVENCELERİ:\u003C\u002Fh2>\n\n\u003Cp>A)Sendikanın bütün kademelerinde görevli yöneticiler, işyeri\nbaştemsilcileri ve temsilcileri sendikal faaliyetleri nedeni ile işten\nçıkarılamaz. Rızaları dışında fiilen çalıştığı işi ve işyeri\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Cp>B)Sendikanın merkez ve şube yönetim kurulunda ve başkanlıklarında\ngörev alarak kendi istekleri ile işyerinden ayrılan işçiler teşekküldeki\ngörevlerinin seçime girmemek, seçilmemek veya çekilmek suretiyle son\nbulması üzerine işe alınmalarını istedikleri takdirde, işveren istek\ntarihinden itibaren en geç bir ay içinde o andaki şartlarla eski veya eski\nişlerine uygun başka bir işe almaya mecburdur. (Kıdem tazminatını\nalanlara bu hüküm uygulanmaz.) Bu takdirde ücret ve eski kıdem hakları\nsaklı kalmak kaydıyla işine iade edilen işçiye toplu iş sözleşmesi ile\ngetirilen tüm haklar da verilir. Bu hakkın kullanılması teşekküldeki\ngörevin sona ermesinden başlayarak üç ay içinde geçerlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12- SENDİKANIN YARARLANABİLECEĞİ SALON, ARAÇ VE GEREÇLERİ:\u003C\u002Fh2>\n\n\u003Cp>Sendika; eğitim, seminer, konferans ve benzeri sosyal, eğitsel\ntoplantıları için işverenin salon ile araç ve gereçlerinden işverenle\nanlaşma sağlayarak ücretsiz yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13- SENDİKA AİDATI VE ÇALIŞAN İŞÇİLERİN LİSTESİNİN\nVERİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>A) İşveren 6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu\nhükümlerine uygun olarak sendikaca bildirilecek üyelerden aidat keserek\nişçi aylık ücretlerinin ödendiği günü izleyen 15 gün içinde\nsendikanın bildireceği banka hesabına yatırmakla yükümlüdür. Ayrıca,\nhangi işçilerden ne kadar kesinti yapıldığını gösterir listeyi de aynı\nsüre içerisinde sendikaya göndermekle yükümlüdür. İşveren bu\nyükümlülüklerini yerine getirmek için sendikadan herhangi bir ücret talep\netmez. İşçilerden kesilecek dayanışma aidatı içinde aynı esaslar\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>B)İşveren, yukarıda belirtilen süre içerisinde sendika üyelerinden\nkesmediği veya kesmesine rağmen, sendikanın hesabına yatırmadığı\naidatları bankalarca işletme kredilerine uygulanan en yüksek faiz\nmiktarları ile birlikte ödemekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C)Yetkili sendika dışında başka bir sendika adına ve hesabına aidat\nkesintisi yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14- SENDİKA ÜYELERİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>Anayasa ve diğer mevzuat hükümleri ile işçilere tanınmış bulunan\nhaklar, gerek doğrudan doğruya ve gerekse dolaylı olarak ihlal olunamaz.\nİşçilerin hak etmiş olduğu ücretlerinden her ne sebeple olursa olsun bir\nindirim yapılamaz. İşçinin ücret statüsünde, ödeme şeklinde, unvanı\nvs. şartlarında işçi aleyhine bir değişiklik yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15- İSÇİNİN ZORLANAMAYACAĞI GÖREVLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>İşveren işçiye, yasalara, toplu iş sözleşmesine, iş sağlığı ve\ngüvenliği yönetmeliğine aykırı iş yaptıramaz. İşçi kendisine verilen\nemri, yasa ve toplu iş sözleşmesine aykırı görürse bizzat veya işyeri\ntemsilcisi aracılığıyla görevin yasaya ve sözleşmeye aykırılığını\ngörev veren yetkiliye derhal bildirir. Yetkili bu görevin yapılmasında\nısrar ederse emir yerine getirilir. İşçinin veya temsilcinin uyarısına\nrağmen yaptırılan işten veya sonucundan işçi sorumlu tutulamaz. İşçi\nveya temsilci olayı en kısa sürede emri verenin bir üst amirine yazılı\nolarak bildirmek zorundadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 16- ASKERE GİDEN İŞÇİLERE ASKERLİK YARDIMI YAPILMASI VE TEKRAR\nİŞE ALINMASI:\u003C\u002Fh2>\n\n\u003Cp>Muvazzaf askerlik görevi sebebi ile iş sözleşmesi askıya alınan\nişçiye (bedelli hariç) toplu iş sözleşmesinin birinci yılı birinci\naltı ayında 4.314,37 TL, birinci yılı ikinci altı ayında 4.788,95 TL\naskerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik hizmeti dışında, herhangi bir nedenle silahaltına\nalınan işçinin hizmet akdinin askıya alındığı süre içerisinde ücret\nve sosyal haklarının tamamı ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçinin, muvazzaf askerlik hizmeti dışında, manevra veya herhangi bir\nnedenle silahaltına alınması nedeniyle işinden ayrılması halinde bu\nkonuya ilişkin olarak 4857 sayılı İş Kanunu’nun 31. madde hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 17- DENEME SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşçiler işe alındıkları tarihten itibaren 2 ay deneme süresine tabi\ntutulurlar. Deneme süresi içerisinde başarı gösteremeyenlerin ilişkileri\nihbar önellerine uymaksızın kesilebilir. Deneme süresi sonunda işçinin\nilişkisi kesilmemişse, artık daimi işçi vasfını kazanmış olur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 18- İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>İşçiler genel olarak istihdamına esas olan işinde ve branşında\nçalıştırılır. Ancak iş icap ve zaruretlerine göre işçiler işyeri\niçinde veya Ege Üniversitesi Rektörlüğü’ne bağlı 17 nolu Sağlık ve\nSosyal Hizmetler İşkolunda bulunan işyerlerinde işçinin rızası\nalınarak, işyerinde unvan veya niteliği benzer yahut birbirine yakın başka\nişlerde veya yerlerde geçici olarak işveren tarafından\nçalıştırılabilir. Ancak bu süre bir ayı geçemez.\u003C\u002Fp>\n\n\u003Cp>İşçinin kuruma bağlı 17 nolu Sağlık ve Sosyal Hizmetler İşkolunda\nbulunan iş yerlerinde işçi talebi halinde unvan ve niteliğine uygun ve\u002Fveya\neğitim sertifika ve benzeri belgelerle yetkinlik kazandığı bir üst kadroya\ngeçişi işverenin uygun görmesi halinde yapılabilir.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak kaydı ile yapılacak devamlı\nnakillerde disiplin kurulu kararı alınır.\u003C\u002Fp>\n\n\u003Cp>İş ve İşyeri değişikliği ceza mahiyetinde olamaz. İşçiler,\ndevamlı olarak kadro unvanları dışındaki işlerde\nçalıştırılamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 19- VARDİYA USULÜ ÇALIŞTIRMA:\u003C\u002Fh2>\n\n\u003Cp>Vardiya cetvelleri her ay liste halinde işyerinde ilan olunur. Vardiyalı\nişçiler 12 saat dinlendirilmeden önce işe çağrılamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20- ÇALIŞMA SÜRESİNDEN SAYILAN HALLER:\u003C\u002Fh2>\n\n\u003Cp>A)İşçinin işveren tarafından işyerinden başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>B)İşçinin, işveren tarafından işiyle ilgili başka bir yere\ngönderilmesi veya işverenle ilgili başka bir yerde meşgul edilmesi\nnedeniyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>C)Yağmur, sel, elektrik ve su akımının kesilmesi, malzeme araç ve\nkoruyucu eşyanın olmaması nedeniyle işbaşında olup da çalışmadığı\nsüreler işçinin yasal iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>D)İşçinin, işverenin işini yaparken meydana gelen olaydan dolayı\nmahkemede, karakolda ve hastanede geçen süreleri belgeleme koşuluyla iş\nsüresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>E)İşverenin araç ve gerecinde meydana gelen arıza nedeniyle gecikilen\nsüreler de çalışmış gibi sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 21- İŞE GEÇ GELME:\u003C\u002Fh2>\n\n\u003Cp>İşçinin saatinde işe gelmesi esastır. Yangın, deprem, su baskını,\nyoğun kar yağışı gibi nedenlerle mahalli vasıtaların gecikmeye\nuğradığı hallerde o gün işine geç gelen işçi işe başlatılır. Geç\nkaldığı saatler ücretli izinli sayılır. Bunun dışında birim amirince\nkabul edilen meşru mazeretlerinden dolayı işe geç gelenler geç\nkaldıkları sürelerce ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>MADDE 22- NORMAL ÇALIŞMA SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Bu işletme toplu iş sözleşmesi kapsamındaki işçilerin haftalık\nçalışma süresi 45 saattir. Bu süre haftanın çalışılan günlerine\neşit şekilde bölünerek uygulanır. Ancak 45 saatlik haftalık normal\nçalışma süresi, işveren tarafından gerekli görüldüğünde;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a)Haftanın çalışılan günlerine, günde 11 saati aşmamak koşulu ile\nfarklı şekillerde dağıtılabilir. Ayrıca işin niteliği ve şartlarına\ngöre, işe başlama ve bitiş saatleri de işçiler için farklı şekillerde\ndüzenlenebilir ve gerektiğinde değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>b)Ara dinlenme zamanları işveren tarafından belirlenir ve çalışma\nsüresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>c)İşçi, işveren tarafından belirlenerek ilan edilen günlük, haftalık\nve aylık çalışma programları ile ara dinlenmeleri ve saatleri ile ilgili\ndüzenlemelere uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>d)İşçi bu maddede yer alan çalışma şekil ve şartlarını peşinen\nkabul eder.\u003C\u002Fp>\n\n\u003Cp>e)Radyasyon alanı olarak tecrit edilen yerler ile skopi, kan ışınlama\nodası, radyum, radyoterapi ve benzeri hizmetlerinde çalışanlar ile ilgili\nkanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch2>MADDE 23- ARA DİNLENMESİ:\u003C\u002Fh2>\n\n\u003Cp>İşyerinde ara dinlenmesi 1 saattir. Ara dinlenmesi, işçilere nöbetleşe\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmesi içinde işçinin çalıştırılması halinde veya ara\ndinlenmesi kullanmaları mümkün olmayan birimlerde çalışanlar için bu\nsürelerdeki çalışmaları normal çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışmakta olan işçileri günlük çalışma süreleri\niçinde öğlenden önce ve öğlenden sonra olmak üzere işin ortalama bir\nyerinde 15’er dakikalık mola verilir.\u003C\u002Fp>\n\n\u003Cp>Bu süreleri sağlık hizmetlerinde çalışanlar nöbetleşe kullanırlar.\nBu süreler iş süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 24- GÖZALTINA ALINMA - TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLATMA:\u003C\u002Fh2>\n\n\u003Cp>1)İşçi, herhangi bir suçla tutuklandığı ve tutukluluğu İş\nkanununun 25.maddesinin IV. bendinde belirtilen bildirim sürelerini aştığı\ntakdirde, iş sözleşmesi münfesih sayılır. Belirlenen bildirim süreleri\nkadar süren tutukluluk hallerinde, tutuklu kalınan süreler kadar işçi\nücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2)Gözetim altına alınan işçiler bunu belgeledikleri takdirde yasal\ngözaltı süresinde ücretli izinli addedilir. Ancak, gözaltında geçen\nsüre sonunda tutuklanan işçilerin hizmet akitleri münfesih sayılır. (1.\nbent hükmü saklıdır.)\u003C\u002Fp>\n\n\u003Cp>3)Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\n90 gün içinde son bulması ve işçinin bu tarihten itibaren 15 gün içinde\nişine dönmeyi talep etmesi halinde işveren tarafından emsallerin hakları\nile işe alınır. 90 gün sonunda yapılan başvuru halinde boş yer varsa\nişe alınırlar. Bu halde işe tekrar alınan işçinin eski kıdem hakları\nsaklıdır. Ancak, beraat eden işçi 90 günle sınırlı olmaksızın\nişbaşı yaptırılır. Bu süre sonunda tahliye veya tutukluluğunun bitmesi\nhalinde işe başlatılıp başlatılmama hususu işverenin takdirine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>4)Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç) yargılanmaları\ntutuklu olarak devam ederken 90 gün içinde tahliye edilenlerin 1 hafta\niçinde başvurması ve işyerinde durumuna uygun münhal kadro bulunması\nhalinde işveren tarafından tekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare, hüküm giymeleri halinde iş sözleşmeleri münfesih sayılır.\nŞu kadar ki 5. fıkranın (a), (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5)Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan daha fazla ceza aldığı halde cezası ertelenen, paraya\nçevrilen veya af ile sonuçlanan veya iyi hali nedeniyle 6 aydan önce tahliye\nedilen işçiler 1 hafta içinde başvurması ve işyerinde durumuna uygun\nmünhal kadro bulunması ve hizmetine ihtiyaç bulunması halinde işverenin\ntakdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6)Yüz kızartıcı suçlardan hüküm giyenler cezanın ertelenmesi, paraya\nçevrilmesi veya affa uğraması halinde dahi hiçbir suretle tekrar işe\nalınamazlar.\u003C\u002Fp>\n\n\u003Cp>7)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinesi operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde, 1 yıl içinde\nhükümlülük veya tutukluluk hali sona ermek şartı ile,\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7gün 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 alınır.\u003C\u002Fp>\n\n\u003Cp>1 yıldan fazla süren hükümlülük veya tutukluluk halinde tekrar işe\nbaşlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>8)Güvenlik görevlisi olarak görev yapan işçinin herhangi bir sebeple\nistihdamına esas güvenlik kartının yetkili ve görevli makam olan emniyet\nteşkilatınca iptal edilmesi halinde kartını geri alabilme ihtimali göz\nönüne alınarak mağduriyete sebebiyet vermemek açısından işçinin\nsözleşmesi en fazla 90 güne kadar hiçbir mali ve özlük hakkı\nödenmeksizin askıya alınır.\u003C\u002Fp>\n\n\u003Cp>Bu süre işverenin uygun görmesi halinde bir defaya mahsus olmak üzere 90\ngün daha uzatılabilir. Ancak, yüz kızartıcı suçlar sebebiyle kartın\ngeri alınması işlemi tesis edilmiş ise askıya alma işlemi uygulanmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- İSE ALMADA USUL:\u003C\u002Fh2>\n\n\u003Cp>Yasal Mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>MADDE 26- YILLIK ÜCRETLİ İZİNLER:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>A) Hizmeti 1-5 yıl olanlar için (5 yıl dahil) 18 iş günü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 5-10 yıl olanlar için (10 yıl dahil) 23 iş günü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 10-15 yıl olanlar için (15 yıl dahil) 25 iş günü\u003C\u002Fp>\n\n\u003Cp>Hizmeti 15 yıldan fazla olanlar için 30 işgünü ücretli izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Yıllık ücretli izin hakkından vazgeçilemez ve ücreti ödenerek izin\nhakkı kaldırılamaz. (İşçinin, zorunlu hallerde yıllık ücretli iznine\nmahsuben izin kullanması mümkündür. Bu hüküm asgari 1 yıl çalışmış\nişçilere uygulanır.)\u003C\u002Fp>\n\n\u003Cp>C)Ücretli izine rastlayan pazar günleri ile ulusal bayram ve genel tatil\ngünleri izin süresinden sayılmaz, ücretli izine ilave edilir. Bu izin\nsüreleri tarafların anlaşması ile bir bölümü 10 günden aşağı olmamak\nüzere bölümler halinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinleri işyerinin kurulu bulunduğu yerden başka bir\nyerde geçirecek olanlara istemde bulunmaları ve bu hususu belgelemeleri\nkoşulu ile gidiş ve dönüşlerinde yolda geçecek süreleri karşılamak\nüzere işveren toplam dört güne kadar ücretsiz izin verir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27- ÜCRETLİ SOSYAL İZİNLER:\u003C\u002Fh2>\n\n\u003Cp>İşçilere aşağıdaki esaslar dâhilinde sosyal durumlarına göre izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>A)Evlenen işçilere yazılı isteği üzerine 7 gün, çocuğu evlenen\nişçilere yazılı isteği üzerine 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>B)Eşi doğum yapan işçiye 7 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>C)İşçinin ve eşinin anne, baba, eş ve kardeşiyle çocukların ölümü\nhalinde 7 gün, kayın valide ve kayın babanın ölümü halinde 5 gün izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D)Askerlik işlemleri için 1 işgünü,\u003C\u002Fp>\n\n\u003Cp>E)Yangın, deprem, su baskını ve benzeri felaketlerde kazaya uğrayanlara\n10 işgünü,\u003C\u002Fp>\n\n\u003Cp>F)İşçilerin ana, baba, eş ve çocuklarından birinin hastaneye yatması\nhalinde doktor raporu ile belgelemek kaydıyla işçiye 3 aya kadar refakat\nizni verilir. Mevcut durumun devam etmesi halinde ayrıca 3 aya kadar refakat\nizni işveren tarafından verilebilir.\u003C\u002Fp>\n\n\u003Cp>G)Sosyal izin kullananlar, işe dönüşünde mazeretlerini evlenme\ncüzdanı, doğum ve ölüm belgesi, afetlerde belgelenmesi şartıyla,\nkazalarda doktor raporu veya kaza tutanağı, hastalık vizite kâğıdıgibi\nbelgelerle en geç 15 (on beş) gün içinde kanıtlamak zorundadırlar. Aksi\nhalde haklarında nedensiz işe gelmemek işlemi uygulanır.\u003C\u002Fp>\n\n\u003Cp>H)Evlilik izinleri olayın oluşundan itibaren 15 gün içinde kullanılır.\nŞu kadar ki işçi izinli ve raporlu ise ücretli sosyal iznini rapor ve iznin\nbitiminden itibaren aynı sürelerde kullanır.\u003C\u002Fp>\n\n\u003Cp>İ)Bu maddede tespit edilen sosyal izinler birden çok kişiyi\nilgilendirirse izinlerden ilgili işçiler ayrı ayrı yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>İ)Radyasyon alanı olarak tecrit edilen yerlerle, Skopi, kan ışınlama,\nradyum, radyoterapi ve benzeri hizmetlerinde çalışan kadın işçiler,\nhamileliğini tespit eden doktor raporu ibrazı tarihinden itibaren hamileliği\nsüresince branşlarına yakın başka bir işte çalıştırılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>J)Hamile işçilere; SGK mevzuatına göre doğum öncesi 8 hafta, doğum\nsonrası 8 hafta olarak verilen raporlu süreler için ödenen iş göremezlik\nödenekleri, işverence tama iblağ edilir. Çoğul gebelik halinde doğumdan\nönce çalıştırılamayacak sekiz haftalık süreye iki hafta süre eklenir.\nAncak sağlık durumu uygun olduğu takdirde, doktorun onayı ile kadın işçi\nisterse doğumdan önceki üç haftaya kadar işyerinde çalışabilir. Bu\ndurumda, kadın işçinin çalıştığı süreler doğum sonrası sürelere\neklenir. Bu gibilere talepleri halinde doğum sonrası izni takiben altı ay\nücretsiz izin verilir. Ancak, işverenin uygun görmesi halinde bu süre 2\nyıla kadar uzatılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>K)Doğum yapan kadın işçilere 6 aya kadar öğleden önce 1,5 saat,\nöğleden sonra 1,5 saat olmak üzere günde 3 saat, 6 aydan bir yıla kadar\nöğleden önce 1 saat öğleden sonra 1 saat olmak üzere günde 2 saat\nemzirme izni verilir. Bu izinler istenirse günlük topluca kullanılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>L)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 on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-bankholidays1\">\u003Ch2>MADDE 28- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ: \u003C\u002Fh2>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günleri aşağıda belirtilen günlerdir.\nUlusal Bayram 29 Ekim günüdür. 28 Ekim günü saat: 13.00’de başlar, 29\nEkim günü devam eder.\u003C\u002Fp>\n\n\u003Ch3>Resmi Bayram ve Genel Tatil Günleri:\u003C\u002Fh3>\n\n\u003Cp>1-1 Ocak günü Yılbaşı Tatilidir\u003C\u002Fp>\n\n\u003Cp>2-23 Nisan: Ulusal Egemenlik ve Çocuk Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>3-19 Mayıs: Atatürk'ü Anma, Gençlik ve Spor Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>4-1 Mayıs: Emek ve Dayanışma Günü.\u003C\u002Fp>\n\n\u003Cp>5-15 Temmuz: Demokrasi ve Milli Birlik Günü.\u003C\u002Fp>\n\n\u003Cp>6-30 Ağustos: Zafer Bayramıdır.\u003C\u002Fp>\n\n\u003Ch3>Dini Bayramlar:\u003C\u002Fh3>\n\n\u003Cp>1-Ramazan Bayramı: Arife günü saat: 13.00 den itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>2-Kurban Bayramı: Arife günü saat: 13.00 den itibaren 4,5 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 29- ÜCRETSİZ MAZERET İZNİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi kapsamındaki işçiye müracaatı üzerine\nmazeretine binaen 6 aya kadar ücretsiz mazeret izni verilebilir. Bu süre\ngerekirse ve işverenin uygun görmesi halinde ve yine işverenin onayıyla 6\naya kadar daha uzatılabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30- İS GÜVENCESİ VE İSÇİ ÇIKARTILMAMASI:\u003C\u002Fh2>\n\n\u003Cp>a)İşveren, ilgili mevzuata ve bu toplu iş sözleşmesi hükümlerine\naykırı olarak işçilerin iş akitlerini sona erdiremez.\u003C\u002Fp>\n\n\u003Cp>b)İş akdinin fesih edildiği durumlarda 4857 sayılı İş Kanunu’nun\niş güvencesine ilişkin hükümleri (4857\u002F18-19-20-21-22) uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)İşveren tarafından, 4857 sayılı İş Kanunu’nun 25’nci maddesi\ndışında keyfi ve haksız bir sebeple işten çıkarmalarda, Mahkeme\ntarafından feshin geçersizliğine karar verildiğinde, Kararın\nkesinleşmesine kadar çalıştırılmadığı süre için işçiye, dört aya\nkadar doğmuş bulunan ücret ve diğer tüm sosyal hakları ödenir.\u003C\u002Fp>\n\n\u003Cp>d)İşveren, 4857 sayılı İş Kanunu’nun 25’nci maddesi dışında\nkeyfi ve haksız bir sebeple işten çıkarmalarda, Mahkeme veya Özel Hakem\ntarafından feshin geçersizliğine karar verildiğinde, işçinin müracaatı\nhalinde 30 gün içinde işe başlatılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31- BİLDİRİM ÖNELLERİ VE İS SÖZLEŞMELERİNİN FESHİ:\u003C\u002Fh2>\n\n\u003Cp>a) Hizmet akitleri, bu sözleşme hükümlerine uygun olarak işveren\ntarafından önceden karşı tarafa yazılı bildirimde bulunmak koşulu ile\nbildirim tarihinden itibaren;\u003C\u002Fp>\n\n\u003Cp>6 aydan az süre ile çalışan işçilere 3 hafta\u003C\u002Fp>\n\n\u003Cp>6 ile 18 ay süre ile çalışan işçilere 5 hafta\u003C\u002Fp>\n\n\u003Cp>18 ay ile 3 yıla kadar çalışan işçilere 8 hafta\u003C\u002Fp>\n\n\u003Cp>3 yıldan fazla süre ile kadar çalışan işçilere 10 hafta\u003C\u002Fp>\n\n\u003Cp>İş akdi feshedilmiş sayılır. Hizmet akdini işçinin feshetmesi\ndurumunda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) İşçi, bildirim önellerinde işveren tarafından\nçalıştırıldığı takdirde, bildirim öneli içerisinde tüm haklardan\nyararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32- YENİ İS ARAMA İZNİ:\u003C\u002Fh2>\n\n\u003Cp>İşverenin yazılı ihbarı ile veya işçinin dilekçesi ile iş\nsözleşmesi ihbar önellerine uyulmak suretiyle fesih edildiğinde işveren,\nişçiye talebi halinde, çalışma saatleri içinde günde 2 saat ücretli iş\narama izni verir. İşçi talep ettiğinde sözleşmenin son bulacağı\nzamandan önceki günlere rastlamak üzere bu izinler topluca verilir. \u003C\u002Fp>\n\n\u003Ch2>MADDE 33- KIDEM ZAMMINA ESAS KIDEM TARİFİ:\u003C\u002Fh2>\n\n\u003Cp>Kıdem, hizmet akdinin aralıklarla devam etmiş ve yeniden akdedilmiş\nolmasına bakılmaksızın aynı işverenin bir veya değişik işyerlerinde\nçalışılan bütün hizmetlerinin toplamıdır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 34- KIDEM TAZMİNATI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>İşçilerin iş sözleşmelerinin iş yasasındaki kıdem tazminatı\nödenmesini gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 40 günlük ücreti tutarında kıdem tazminatı ödenir. 1\nyıldan artan süreler içinde aynı oran üzerinden ödeme yapılır. Ölüm\nhallerinde tazminat, yasal mirasçılarına verilir, iş kazası nedeniyle\nölen işçinin kıdem tazminatı 60 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 35- KIDEM TAZMİNATININ HESAPLANMASI VE ÖDENMESİ:\u003C\u002Fh2>\n\n\u003Cp>A)Kıdem Tazminatına esas olan ücret, işçinin en son aldığı günlük\nücretine bu toplu iş sözleşmesiyle kazanılan ve devamlılık arz eden ayni\nve nakdi yardımların toplamının ilavesi ile bulunacak ücrettir.\u003C\u002Fp>\n\n\u003Cp>B)İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>C)Emekliliğe hak kazanıp Sosyal Güvenlik Kurumundan emekli olabilir\nbelgesi alan işçiler, işverene emeklilik dilekçesini verdiği tarihten\nitibaren işveren işçinin hesaplanacak kıdem tazminatını bir seferde\nödemek zorundadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- HASTALIK YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilerin hastalığı veya herhangi bir sağlık engeli\nhalinde;\u003C\u002Fp>\n\n\u003Cp>1-Hastalığın, Sosyal Güvenlik Kurumu’nca ödenek verilmeyen ilk iki\nişgünü için, normal günlük ücreti yılda 5 defayı geçmemek üzere\nişverence tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>2-Kapsama dâhil işyerlerinde çalışmakta olan işçilerin; yatarak\ntedavi gördükleri veya istirahatlı bulundukları sürelere ait ücretleri\ntam olarak ödenir. Bu durumda olan işçiler, istirahatın sona erdiği\ntarihten itibaren en geç bir ay içerisinde, Sosyal Güvenlik Kurumundan kendi\nadına tahakkuk ettirilen geçici iş göremezlik ödeneğini alır, en geç\nüç işgünü içinde belgesiyle birlikte işverene öder. İşverence kabul\nedilebilir mazereti dışında, bu ödemeyi süresinde yapmayan işçinin ilk\nücretinden, bu ödemeler mahsup edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3-İşçinin, işverenin bulunduğu mahal veya başka bir mahalle sevk\nsuretiyle viziteye çıkması halinde işyerinden ayrı kalacağı zamanlarda\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntakdirde geçirdiği süreler için ücretinden kesinti yapılamaz ve bu\nzamanlar için işçi ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>4-İşçinin hizmet sözleşmesi, Sosyal Güvenlik Kurumunun sağlık\nyardımı yapmakla yükümlü olduğu süre içinde feshedilemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 37- İS PİRİMİ:\u003C\u002Fh2>\n\n\u003Ch3>İş Primi:\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>a)Teknik Hizmetlerde çalışanlar; Demirci, Elektrikçi, İnşaat,\nKaloriferci, Sıhhi Tesisat ve İklimlendirme, Boyacı, Marangoz, Fiilen Klinik\nMühendislikte görev yapan Biyomedikal Teknikeri ve Teknisyeni, Donanım\nbirimi çalışanları, Yazılım Biriminde fiili olarak yazılım yapan\nçalışanlar, Tıbbi atık, Depo görevlileri, Para ve mal sorumluluğu olan\nbüro görevlileri, Birim sorumluları, Biyolog, Kimyager, Laboratuarda\nçalışan teknik personeller, eczane çalışanları, sterilizasyon\nçalışanları, çamaşırhane çalışanları, Diyalizde fiilen çalışan\nteknisyen ve tekniker, Aşçı, Güvenlik Amiri, Mühendis ve Hemşireye\ngünlük brüt çıplak ücretinin %9’u,\u003C\u002Fp>\n\n\u003Cp>b)Büro personeli, Güvenlik Görevlisi, Şoför ve (a) grubu dışında\nkalan diğer teknik hizmetlerde çalışan işçilere günlük brüt çıplak\nücretinin %8’i,\u003C\u002Fp>\n\n\u003Cp>c)Yardımcı Hizmetlerde çalışan işçiler, temizlik ve bahçe işleri\nyapan işçiler ile hasta bakımına destek personellerine günlük brüt\nçıplak ücretinin %7’si,\u003C\u002Fp>\n\n\u003Cp>oranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Ch2>MADDE 38- UZUN SÜRELİ HASTALIK HALİ:\u003C\u002Fh2>\n\n\u003Cp>Uzun süreli hastalık halinde iş yasası ile ilgili mevzuat hükümleri\nsaklı kalmak üzere 5510 sayılı yasa hükümlerine göre işlem\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 39- DİSİPLİN KURULLARI:\u003C\u002Fh2>\n\n\u003Ch3>A- İşyeri Disiplin Kurulu:\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde 3 işveren, 3 sendika temsilcisinden oluşan işyeri disiplin\nkurulu kurulur. Taraflar kurula asıl üye kadar da yedek üye belirlerler.\nSözleşmenin imza tarihinden itibaren bir ay içerisinde taraflar asıl ve\nyedek üyelerini yazılı olarak birbirlerine bildirirler. Sendika temsilcisi\nolarak kurula katılan üyelerden birinin disiplin kuruluna sevk edilmesi\nhalinde yerine yedek üye katılır.\u003C\u002Fp>\n\n\u003Cp>Kurulun başkanlığını işveren temsilcilerinden biri yapar. Başkanın\ntensip edeceği bir üye, aynı zamanda kurulun raportörlüğünü ifa eder.\nLüzumu halinde, taraflardan birinin yazılı müracaatı ile kurul, kurul\nbaşkanı tarafından toplantıya çağrılır. Kurulun gündemi üç işgünü\niçinde kurul üyelerine gönderilir. Kararlar ekseriyetle alınır. Oyların\neşitliği halinde başkanın bulunduğu taraf çoğunluğu sağlamış olur.\nKurul, gündemindeki maddeleri ilk toplantı tarihinden itibaren beş işgünü\niçinde karara bağlar. Lüzum görüldüğü takdirde bu süre 15 güne kadar\nuzatılabilir. Kurulda anlaşmaya varılamayan hususlar bir tutanakla tespit\nedilerek ilgili evrakı müsbite ile birlikte üst disiplin kuruluna intikal\nettirilir. Kurul kararlarına, karar tarihinden itibaren 5 işgünü içinde\nitiraz edilebilir.\u003C\u002Fp>\n\n\u003Cp>Bu sürenin sonunda yapılan itirazlar geçerli değildir.\u003C\u002Fp>\n\n\u003Ch3>B- Üst Disiplin Kurulu:\u003C\u002Fh3>\n\n\u003Cp>Üst Disiplin Kurulu; Ege Üniversitesi Rektörlüğünde 3 işveren ve 3\nsendika temsilcisinden oluşan Üst Disiplin Kurulu Kurulur. Taraflar kurula\nasıl üye kadar da yedek üye belirlerler. Sözleşmenin imza tarihinden\nitibaren bir ay içerisinde taraflar asıl ve yedek üyelerini yazılı olarak\nbirbirlerine bildirirler.\u003C\u002Fp>\n\n\u003Cp>Kurulun Başkanlığını işveren temsilcilerinden biri yapar. Başkanın\ntensip edeceği bir üye aynı zamanda kurulun raportörlüğünü de ifa eder.\nMazereti dolayısıyla toplantıya katılamayan asıl üye yerine yedek üye\nçağrılır. Toplantı gündemi, toplantı tarihinden 5 (beş) işgünü\nönceden üyelere yazılı olarak bildirilir. Üst Disiplin Kurulu, İşyeri\nDisiplin Kurulunca karara varılamayan hususları, ihraç kararlarını ve\nişyerlerinde çalışan sendika yönetici ve temsilcileri hakkında verilen\ndisiplin cezalarına karşı yapılacak itirazları, görüşüp karara\nbağlar. Kararlar, toplantıya katılanların çoğunluğuyla alınır.\nOyların eşitliği halinde başkanın bulunduğu taraf çoğunluğu\nsağlamış olur.\u003C\u002Fp>\n\n\u003Cp>Disiplin cezaları ekte belirtilmiştir. Cetvelde bulunmayan suçlar için\nkurul kıyasen karar verir.\u003C\u002Fp>\n\n\u003Cp>Ceza cetveli EK-1 de gösterilmiştir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40- UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin uygulanması ile hükümlerinin yorumu konusunda\nçıkacak uyuşmazlıkların ilk kademe olarak işyerindeki işveren vekilleri\nile sendika temsilcileri arasında çözümü esastır. Bu şekilde çözümü\nmümkün olmayan uyuşmazlıklar T.C. Ege Üniversitesi Rektörlüğünde\noluşturulan Uyuşmazlıkları Çözüm Kurulu'nda incelenir.\u003C\u002Fp>\n\n\u003Cp>Uyuşmazlıkları Çözüm Kurulu, biri TÜHİS'den olmak üzere 3 işveren\ntemsilcisi ile 3 sendika temsilcisinden oluşur. Ayrıca, 3'er adet yedek\ntemsilci de seçilir. Asil temsilcilerin katılamadığı durumlarda yerine\nyedek temsilcilerden katılım sağlanır. Kurula işveren temsilcilerinden\nbiri başkanlık eder. Taraflar kurula girecek üyelerini toplu iş\nsözleşmesinin imzasından itibaren 1 ay içinde karşı tarafa\nbildirirler.\u003C\u002Fp>\n\n\u003Cp>Kurul ihtiyaç duyulması halinde toplanır. Toplantı için çağrı\nyapılır. Kurul, daveti müteakip 3 işgünü içinde toplanarak uyuşmazlık\nkonusunun gerçek olup olmadığını, gerçek ise giderilmesi çarelerini\naraştırır ve 15 gün içinde karara bağlar. Toplantı sonunda anlaşmaya\nvarılmış ise anlaşma tutanağı sözleşme hükmü olarak uygulanır.\nAnlaşmaya varılmamış ise, tarafların yasal yollara başvurma hakları\nsaklıdır. Taraflar kurul kararlarına uymak zorundadırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41- İS SAĞLIĞI VE GÜVENLİĞİ KURULUNUN GÖREVLERİ:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda 6331 sayılı Kanun ve bu konudaki Mevzuat hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 42- KAZALARIN BİLDİRİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>İşyerinde meydana gelen bir kaza sonucunda yaralanan işçinin durumu\nderhal yetkiliye bildirilir. İşçinin durumu buna olanak vermeyecek kadar\nağır ise yaralanmasının bildirilmesi, yanında bulunan işçi\narkadaşlarına düşer. Kazaya uğrayan işçi, yetkili tarafından\ndoldurulacak kaza raporu ile birlikte veya buna olanak yoksa hemen işçinin\nbakılacağı sağlık teşkilatına bildirilir. Durum derhal işveren vekiline\nve sendika temsilcisine duyurulur. İşyerinde meydana gelen en küçük\nyaralanma olayları bile işçi tarafından yetkiliye bildirilir. Kendilerini\ntedavi etmeye veya yetkili olmayan kimselere tedavi ettirmeye çalışanlara\nkarşı işveren vekili bir sorumluluk kabul etmez. İşveren hayati önem arz\neden kazalarda, işçinin Kamu hastanelerine götürülmesi kaydı aramaz. En\nyakın hastaneye veya Sağlık kuruluşuna götürülür. Bu kuruluşlarda\nyapılan müdahale ve tedavi bedelinin Sosyal Sigortalar Kurumunca ödenmeyen\nbölümü işverence ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43-KREŞ ve ANAOKULU ÖDENEĞİ:\u003C\u002Fh2>\n\n\u003Cp>Kurum tarafından kreş hizmeti verilmektedir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44- SOSYAL YARDIM ÖDEMELERİ:\u003C\u002Fh2>\n\n\u003Ch3>A)Öğrenim Yardımı:\u003C\u002Fh3>\n\n\u003Cp>İşveren işçinin öğrenim gören her çocuğu için toplu iş\nsözleşmesinin birinci yılının Eylül ayı içinde ödenmek üzere;\u003C\u002Fp>\n\n\u003Cp>İlkokul için 1.197,20 TL,\u003C\u002Fp>\n\n\u003Cp>Ortaokul için 1.436,70 TL,\u003C\u002Fp>\n\n\u003Cp>Lise ve dengi okullar için 1.676,07 TL,\u003C\u002Fp>\n\n\u003Cp>Yüksekokul ve Üniversite öğrenimi için 1.915,56 TL, öğrenim yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Öğrenim Yardımı, toplu iş sözleşmesinin ikinci yılının Eylül\nayında ve bir kez ödenmek kaydıyla ödendiği döneme kadar ki ücret\nzamları (toplu iş sözleşmesinin birinci yılının birinci altı ay zammı\nolan %24 ve birinci yılının ikinci altı ay zammı olan %11 hariç)\noranında arttırılarak ödenecektir. Öğrenim Yardımının ödendiği\ntarihten sonraki ücret zamları yeni dönem öğrenim yardımı miktarına\nyansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>İşçiler bu haklardan belge karşılığı yararlandırılırlar. Bu\nhaklardan, öğrenim gören işçiler de gördüğü öğrenim durumuna göre\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>B)Yemek Yardımı:\u003C\u002Fh3>\n\n\u003Cp>İşçilere; çalıştıkları süre ile orantılı olarak işyerinde\nkaldıkları sürece yemek verilir ve mevcut uygulamaya devam edilir. Ancak\nyemek verilmediği takdirde fiilen çalıştıkları her gün için\nsözleşmenin birinci yılı birinci altı ayında net 235,02 TL\u002FGün, birinci\nyılı ikinci altı ayında net 260,87 TL\u002FGün yemek yardımı 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>Günlük çalışma süresi ara dinlenme dahil 12 saat olan işçilere, iki\nöğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen işçiye sadece\nikinci öğün yemek parası ödenir. İşverenin her iki öğünde de ayni\nolarak yemek vermesi halinde nakdi ödeme ayrıca yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>C)Aile ve Çocuk Yardımı:\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinden yararlanan işçilere toplu iş sözleşmesinin\nbirinci yılı birinci altı ayında her bir çocuk için 345,14 TL\u002FAy, birinci\nyılı ikinci altı ayında her bir çocuk için 383,11 TL\u002FAy çocuk yardımı\nödenir.\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\u003Ch3>D)Yakacak Yardımı:\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinden yararlanan işçilere toplu iş sözleşmesinin\nbirinci yılı birinci altı ayında 431,40 TL\u002FAy, birinci yılı ikinci altı\nayında 478,85 TL\u002FAy yakacak yardımı yapılır.\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\u003Ch3>E)Bayram Yardımı:\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinden yararlanan işçilere Ramazan ve Kurban\nBayramlarından 10 gün önce olmak üzere sözleşmenin birinci yılı birinci\naltı ayında 862,84 TL, birinci yılı ikinci altı ayında 957,75 TL\u002FAy\nbayram harçlığı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yılı Ramazan ve Kurban\nBayramlarında ödendiği döneme kadar ki ücret zamları (toplu iş\nsözleşmesinin birinci yılının birinci altı ay zammı olan %24 hariç)\noranında arttırılarak ödenecektir. Bayram yardımının ödendiği tarihten\nsonraki ücret zamları yeni dönem bayram yardımı miktarına\nyansıtılacaktır.\u003C\u002Fp>\n\n\u003Ch3>F)Sosyal Yardım:\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinden yararlanan işçilere sosyal harcamalarını\nkarşılamak amacı ile toplu iş sözleşmesinin birinci yılı birinci altı\nayında her ay brüt 3.977,20 TL\u002FAy, birinci yılı ikinci altı ayında her ay\nbrüt 4.414,69 TL\u002FAy 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\u003Ch3>G)Evlenme Yardımı:\u003C\u002Fh3>\n\n\u003Cp>Sendika üyesi işçilere toplu iş sözleşmesinin birinci yılı birinci\naltı ayında evlenmeleri halinde 4.314,37 TL, birinci yılı ikinci altı\nayında evlenmeleri halinde 4.788,95 TL evlenme yardımı 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\u003Ch3>H)Doğum Yardımı:\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika üyesi işçinin veya eşinin doğum yapması halinde\ntoplu iş sözleşmesinin birinci yılı birinci altı ayında 2.608,28 TL,\nbirinci yılı ikinci altı ayında 2.895,19 TL doğum yardımı yapar.\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>Çocuğun ölü doğması halinde ölüm yardımını da birlikte öder.\u003C\u002Fp>\n\n\u003Ch3>İ)Ölüm Yardımı:\u003C\u002Fh3>\n\n\u003Cp>İşçilerin iş kazası sonucu ölümü halinde yasal mirasçılarına 2\n(iki) çıplak ücreti tutarı brüt olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçinin normal ölümü halinde yasal mirasçılarına veya cenazeyi\nkaldıran yakınlarına 1 (bir) çıplak ücreti tutarı brüt olarak\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Ana, baba, eş ve çocuklarının ölümü halinde ölüm olayının raporla\nbelgelenmesi veya yasal mirasçılığın ise veraset ilamı ile belgelenmesi\nşarttır. İşçinin ana, baba, eş ve çocuklarının ölümü halinde toplu\niş sözleşmesinin birinci yılı birinci altı ayında 4.347,11 TL, birinci\nyılı ikinci altı ayında 4.825,29 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch3>İ) Doğal Afet Yardımı:\u003C\u002Fh3>\n\n\u003Cp>İşçinin sel, yangın, deprem gibi doğal afetlere uğraması halinde\nuğradığı zarar miktarını belgelenmek koşulu ile toplu iş\nsözleşmesinin birinci yılı birinci altı ayında 10.786,05 TL, birinci\nyılı ikinci altı ayında 11.972,52 TL doğal afet yardımı 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\u003Ch3>J)Giyim Yardımı ve Koruyucu Eşya:\u003C\u002Fh3>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yılı birinci altı ayında\nher ay brüt 210,91 TL\u002FAy, birinci yılı ikinci altı ayında her ay brüt\n234,11 TL\u002FAy Giyim Yardımı 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\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>MADDE 45- ÜCRET ZAMMI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>1-TABAN ÜCRET VE SEYYANEN ZAM:\u003C\u002Fh3>\n\n\u003Ch4>a)Taban Ücret:\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\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>\u003C\u002Fdiv>\n\n\u003Ch4>b)Seyyanen Zam:\u003C\u002Fh4>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Ch3>2-ÜCRET ZAMLARI:\u003C\u002Fh3>\n\n\u003Ch4>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde 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\u003Cp>01.01.2025tarihindeki 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\u003Ch4>b)Birinci Yıl İkinci Altı Ay Seyyanen Zam ve Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>i)Birinci Yıl İkinci Altı Ay Seyyanen Zam:\u003C\u002Fstrong>\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>\u003Cstrong>ii)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fstrong>\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\u003Ch4>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\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\u003Ch4>d)İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fh4>\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)Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları kaydıyla, sendikaca üyeliklerinin işverene bildirildiği\ntarihi takip eden aybaşından geçerli olmak üzere toplu iş sözleşmesinin\n“İş Primi” başlıklı 37. maddesindeki gruplar esas alınmak kaydıyla\naşağıdaki tespit edilen işe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I. YIL İŞE GİRİŞ ÜCRETLERİ\u003C\u002Fstrong>\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>GRUP\u003C\u002Ftd>\n      \u003Ctd>01.01.2025-30.06.2025\u003C\u002Ftd>\n      \u003Ctd>01.07.2025-31.12.2025\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A. GRUBU\u003C\u002Ftd>\n      \u003Ctd>1.835,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.090,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B. GRUBU\u003C\u002Ftd>\n      \u003Ctd>1.830,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.085,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C. GRUBU\u003C\u002Ftd>\n      \u003Ctd>1.825,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.080,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işçiler, işe girdikleri dönemin ücret zamlarından ayrıca\nyararlanamazlar. Bu işe giriş ücretleri sözleşmenin ikinci yıl birinci ve\nikinci altı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanır. Ancak, toplu iş sözleşmesi zamlarını\nalmalarına rağmen işe giriş ücretinin altında kalan işçilerin\nücretleri o dönemin işe giriş ücreti seviyesine yükseltilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>MADDE 46- İLAVE TEDİYE VE İKRAMİYE:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise2_detail\">\u003Cp>a)İşçilere, 6772 sayılı Kanun Hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Cp>b)Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda 60\ngünlük ücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30\ngünü Mart ayında, 30 günü ise Eylül ayında ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İkramiyelerin ödenmesinde kıstelyevm usulü uygulanır ve ücretsiz\nizin günleri hesaba katılmaz. Yıl içinde ödenen ikramiyeler, ikramiyelerin\nödeme tarihlerinde işçinin çalıştığı süreyle orantılı olarak\nhesaplanıp ödenir. Ancak işten ayrıldığı tarihte ikramiye ödemesi\nyapılmayan çalışma süresi varsa, bu çalışmasına tekabül eden ikramiye\nde kıstelyevm usulü ile ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47- HİZMET (KIDEM) ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilere hiçbir ödemeyi\netkilememek ve müktesep hak sayılmamak kaydıyla Kamu Kurum ve Kuruluşunda\ngeçirdikleri her tam hizmet yılı için işyerinde ilk çalışmaya\nbaşladıkları (taşeron şirketler dahil) tarih dikkate alınarak\nçalıştıkları her tam hizmet yılı için toplu iş sözleşmesinin birinci\nyılı birinci altı ayında 18,60 TL\u002FAy, birinci yılı ikinci altı ayında\n20,65 TL\u002FAy hizmet zammı verilir.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 48- GECE ZAMMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre gece\ndönemidir. Gece döneminde çalışan işçilerin, çalıştıkları sürelere\nait ücretleri %10 zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch2>MADDE 49- TATİLDE ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cp>A)Vardiyalı çalışan işçilerin hafta tatili 6 işgünü\nçalışmasından sonraki gündür. Ancak, çalışılmayan Cumartesi günü\nveya onun yerini alan çalışılmayan gün 6 işgünün hesabında\nçalışılmış gün gibi sayılır. Normal çalışma yapılan yerlerde hafta\ntatili Pazar günüdür. İşyeri hizmetlerinin özelliği itibariyle, işveren\nzaruri gördüğü hallerde ve işin gereği hafta tatili günlerinde\nçalıştırılan işçilere müteakip hafta içinde 1 gün izin vermezse,\nkendi yevmiyesine ilaveten (2) iki yevmiye daha öder.\u003C\u002Fp>\n\n\u003Cp>B)Ulusal bayram ve genel tatil günlerinde çalışan işçilere her gün\niçin ilave 2 yevmiye (1+2=3) ödenir.\u003C\u002Fp>\n\n\u003Cp>C)Vardiyalı işçi, kendi hafta tatilinde çalıştırıldığı takdirde 1\nilave yevmiye (1+1=2) ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>MADDE 50- FAZLA ÇALIŞMA ÜCRETİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Günlük 7,5 saati ve haftada 45 saati aşan (Cumartesi ile hafta tatili ve\nUlusal Bayram ve genel tatil günlerinde yapılan 7,5 saatlik çalışmalar\nhariç) çalışmalar fazla çalışma olarak kabul edilir ve bu tür\nyaptırılacak her bir saatlik fazla çalışma için ödenecek ücret, saatlik\nnormal çalışma ücretinin %70 zamlısı olarak ödenir. Bu hüküm\nvardiyalı vardiyasız tüm işçileri kapsar. İşçilere önceden haber\nvermek kaydı ile fazla çalışma yaptırılabilir. Meşru mazeretleri olan\nişçiler fazla çalışmaya zorlanamaz. Meşru mazeretin raporla tevsiki\nistenemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Cumartesi, hafta tatili, bayram tatili ve fazla çalışma işin\ngerektirdiği işçi ve vasıf ihtiyacı dikkate alınarak işçiler arasında\neşitlik esasına göre yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 51- NÖBET VE İCAPÇILIK:\u003C\u002Fh2>\n\n\u003Cp>a)İcapçı olarak görevlendirilmiş olanlara, icapçı kaldıkları her\ngün için 2 saatlik fazla çalışmaya tekabül eden ücreti ödenir.\nİcapçılık esnasında göreve çağrılanlara ayrıca 50. maddeye göre\nfazla çalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>b)İşçilere normal çalışma saatlerinin dışında nöbet tutturulması\nhalinde, nöbet tutulan süre kadar, fazla çalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 52- İŞE GİDİŞ-DÖNÜŞÜN SAĞLANMASI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilere, toplu iş sözleşmesinin birinci yılı birinci\naltı ayında 3.624,14 TL\u002FAy, birinci yılı ikinci altı ayında 4.022,80\nTL\u002FAy ulaşım yardımı 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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>MADDE 53- EK ÖDEME:\u003C\u002Fh2>\n\n\u003Cp>İşçilere müktesep hak sayılmak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL Ek ödeme yapılacaktır. ödeme, toplu iş\nsözleşmesinin ikinci yılının Mayıs ayında ve bir kez ödenmek kaydıyla\nödendiği döneme kadar ki ücret zamları (toplu iş sözleşmesinin birinci\nyılının birinci altı ay zammı olan %24 hariç) oranında arttırılarak\nödenecektir. Ek ödemenin ödendiği tarihten sonraki ücret zamları yeni\ndönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 54- ÜCRET ÖDEMELERİNİN YAPILMASI:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin ücretleri, hak kazanılan günü izleyen ilk işgünü\nödenir. Ödemede gecikme 3 iş gününü geçemez. Ücretlerin ödendiği\nayın ilk Pazartesi gününe kadar yapılan fazla mesai, hafta tatili ve genel\ntatil günleri çalışmalarına ait ücret ödemeleri, maaş ile birlikte\naynı günde yapılır.\u003C\u002Fp>\n\n\u003Cp>Ödemeye ilişkin 3 günden fazla süreli gecikmelerde, gecikilen süreler\niçin bankalarca işletme kredilerine uygulanan en yüksek faiz oranında\ngecikme faizi işverence ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 55- HARCIRAHLAR:\u003C\u002Fh2>\n\n\u003Cp>Harcırahlar konusunda 6245 sayılı Harcırah Kanunu hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 56-BANKA PROMOSYONLARI:\u003C\u002Fh2>\n\n\u003Cp>Ege Üniversitesi ile banka arasında personeller adına imzalanan promosyon\nsözleşmesi gereğince ödenmesi gereken her türlü hak sendika üyesi\nişçilere de aynen ödenir.\u003C\u002Fp>\n\n\u003Cp>Banka Promosyon İhalesi için oluşturulacak komisyona işçi personelleri\ntemsilen Sendika tarafından belirlenecek temsilci de çağrılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 57- GİYİNME ODASI:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin, işyerinde giyinebilmeleri ve elbiselerinin muhafaza\nedebilmeleri için giyinme odası ve bir kilitli dolap tahsis edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch2>MADDE 58- MOBBİNG- İŞYERİNDE TACİZİN ÖNLENMESİ:\u003C\u002Fh2>\n\n\u003Cp>19\u002F03\u002F2011 tarih 27879 sayılı resmi gazetede yayınlanan 2011\u002F2 sayılı\nBaşbakanlığın “İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi”\ngenelgesine göre; işyerinde gerçekleşen psikolojik taciz, çalışanların\nitibarını ve onurunu zedelemekte, kişinin verimliliğini azaltmakta ve\nsağlığını kaybetmesine neden olmakta ve bu nedenle çalışma hayatını\nolumsuz etkilemektedir. Kasıtlı ve sistematik olarak belirli bir süre\nçalışanın aşağılanması, küçümsenmesi, dışlanması, kişiliğinin\nve saygınlığının zedelenmesi, kötü muameleye tabi tutulması,\nyıldırılması vb... şekillerde ortaya çıkan psikolojik tacizin önlenmesi\naçısından işçi ve işveren tarafından kurulacak olan komisyonda sendika\ntemsilcileri de görev alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 59- EK PRİM:\u003C\u002Fh2>\n\n\u003Cp>Gazi, terör mağduru ve şehit yakınlarına günlük çıplak ücretinin\n%10’u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1- FARKLARIN ÖDENME ZAMANI:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlük tarihi ile imza tarihi arasında\noluşacak ücret ve diğer tüm ödemelere ilişkin farklar Kurumun bütçe\nimkanları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 2- MESLEK KODU:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin Fiilen görev yaptığı işe uygun meslek kodları Sosyal\nGüvenlik Kurumuna bildirilir.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi 59 Asıl, 2 Geçici Madde ile Ek Ceza\nCetvelinden ibaret olup taraflarca 28\u002F08\u002F2025 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK DİSİPLİN CEZA CETVELİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>\u003Cstrong>EYLEM TÜRLERİ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"213\">\u003Cp>\u003Cstrong>CEZALARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>\u003Cstrong>İŞE GEÇ GELMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"213\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>1. Bir saate kadar geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>2. Bir saati aşan süre ile gecikmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>3. Devamlı geç gelmeyi alışkanlık haline getirmek\n        (Altı ay içersinde geç gelmek suçundan dört defa disiplin\n        suçundan ceza almış olmak kaydıyla)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>\u003Cstrong>GÖREVE GELMEMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"213\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>4. Bir gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>5. İki gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>6. Üç gün ve daha fazla göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>7. Görevi yetersiz yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>8. Verilen görevi yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>9. Verilen görevi yapmamakta direnmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>10. Görev saatinde özel işlerle uğraşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>11. Disiplinsiz davranmak, işçi sağlığı ve iş\n        güvenliğini, iş verimini aksatmak ve iş barışını bozmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>\u003Cstrong>GÖREV YERİNİ TERK ETMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"213\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>12. İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>13. İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmeyi alışkanlık haline getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>14. İşyerinin korunması ile ilgili olanların\n        görev yerinde bulunmaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>15. İş saatlerinde gereksiz yere arkadaşlarını\n        meşgul etmek ve görev başında uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>16. İş başında, iş saatlerinde ve görev\n        başında uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>17. İşyerinde kavga etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>18. İmza cetvelini imzalamamayı alışkanlık haline\n        getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>19. Yönetimindeki aracı idareden izin almaksızın\n        başkalarına kullandırmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>20. Göreve sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>21. İşyerinde alkollü içki kullanmak, kumar\n        oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>22. İşyerinde uyuşturucu madde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>\u003Cstrong>İŞ ARKADAŞLARINA KARŞI TUTUMU\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"213\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>23. Amirlerine karşı küfür ve saldırıda\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>24. İş arkadaşlarına küfür veya saldırıda\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>25. Gerektiği halde iş arkadaşlarına yardımcı\n        olmamak ve yardımcı olmamayı alışkanlık haline getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>\u003Cstrong>İŞYERİ VE ARAÇLARINA ZARAR\n        VERMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"213\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>26. Yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>27. İşyerine sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>28. Araç ve gereçleri kontrol etmeden göreve\n        çıkmak ve bunlarla ilgili bozuklukları zamanında yetkili kişiye\n        duyurmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>29. Yönetimindeki araç, gereçlerin bakımı ve\n        temizliğine özen göstermemek ve hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>30. Teslim edilen araç ve gereçlerin yitirilmesine\n        yada bozulmasına, hasarına neden olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>a) İhmal\u003C\u002Fp>\n\n        \u003Cp>b) Ağır ihmal\u003C\u002Fp>\n\n        \u003Cp>c) Kasıt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n\n        \u003Cp>3G\u003C\u002Fp>\n\n        \u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n\n        \u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>31. İçkili araç kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>\u003Cstrong>ÇALIŞMA AHLAKINA UYMAYAN\n        DAVRANIŞLAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"213\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>32. İşyerine ait araç ve gereçleri görevi\n        dışındaki işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>33. Amir durumunda olup, çalıştığı işçileri\n        özel işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>34. Kendisine verilen yetki dışında iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>35. Görevi ile ilgili kasten yanlış bilgi vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>36. Hasta olmadığı halde kendisini hasta\n        göstererek işi aksatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>37. Sınav sırasında kopya çekmek, yardım almak,\n        yardım etmek, soru çalmak, sınav kağıt ve tutanaklarında\n        değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>38. Verilen görevi yapmadığı halde yapmış gibi\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>39. Sahte belge düzenlemek, resmi belgelerde\n        değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>40. Görevine ilişkin ve gizli kalması gerekli\n        sırları açıklamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>41. Görevine ilişkin ve gizli kalması gerekli\n        sırları açıklayarak çıkar sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>42. Hırsızlığa tam teşebbüs\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>43. Hırsızlık yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>44. Rüşvet almak yada vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>45. Rüşvet almaya yada vermeye tam teşebbüs\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>46. İşe girmeyen işçiyi girmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>47. Yerine imza atmak yada kartını bastırmak\n        suretiyle işe gelmeyen işçiyi gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>48. İşyerinde propaganda yapmak suretiyle siyasi\n        faaliyette bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>49. Amirlerine, arkadaşlarına, öğrencilere, diğer\n        personellere ya da hastalara sarkıntılık yapmak ve tecavüzde\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>50. Görev mahallinde genel ahlak ve edep dışı\n        davranışlarda bulunmak, bu tür yazı yazmak, işaret, resim ve\n        benzeri şekilleri çizmek veya yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>51. Amirleri, arkadaşları veya mahiyeti hakkında\n        yalan ve yanlış şaiyalar çıkarma, yanlış ihbar veya\n        şikayetlerde bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>8G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>52. İş yerinde veya bağlı yerlerde arama, herhangi\n        bir kimsenin eşyalarına izinsiz el koyma, bilerek postalarını açma\n        ve benzeri eylemleri düzenleme, başkalarını bu yolda kışkırtmak\n        veya bu gibi eylemlerde görev almak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>8G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>53. İşçinin, işveren yahut bunların aile\n        üyelerinden birinin şeref ve namusun dokunacak sözler sarf etmesi\n        veya davranışlarda bulunması yahut işveren hakkında şeref ve\n        haysiyet kırıcı asılsız ihbar ve isnatlarda bulunması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İÇ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>54. İşverenin iş yönetmeliği ve iş\n        sözleşmesinin şartları gereğince yapmakla mükellef bulunduğu\n        ödevleri ifadan, kendisine ihtara rağmen imtina etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>55. İşçiler aldıkları istirahat raporlarını\n        rapor süresi içerisinde çalıştığı kuruma en kısa sürede bilgi\n        vermemesi ve raporu ibraz etmemesi. Ayrıca mesai saatleri içerisinde\n        kendi kurumumun sağlık hizmetlerinden faydalanmadan başka sağlık\n        kuramlarında iş göremezlik raporu alması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>8G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"414\">\u003Cp>56. Hasta olmadığı halde kendisini hasta gibi\n        göstermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"627\">\u003Cp>57. Yukarıda sayılan eylemler dışında\n        kalıp suç sayılan ve cezalandırılması gereken fiillerde\n        bulunanlara, olayın önemine göre ihtardan işten çıkarmaya kadar\n        olan ceza disiplin kurulunca verilir\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"627\">\u003Cp>58. İş Kanunun 25. maddesinin II.\n        bendinde belirtilen suçları işleyen işçiler disiplin kuruluna sevk\n        edilebileceği gibi, işveren ilgili kanun hükmünü resen de\n        uygulayabilir. Ancak işçinin veya sendikanın resen feshe itirazı\n        halinde konu, Disiplin Kurulunda 15 gün içerisinde görüşülerek\n        karar verilir ve verilen karar uygulanır\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\n",{"cbadate_start":42,"cbamemtrad":45,"jobclassifaction1":49,"disabilityfund":53,"contracttrial":57,"contracttrialperiod":60,"longtermillness":64,"sicknesspay":68,"healthandsafetypolicy":72,"protectiveclothing":76,"funeralpay":80,"paidmaternityleave":84,"pregnancy":88,"paidpaternityleave":92,"deathrelatives":95,"marriage":99,"nursingmothers":103,"sexualhar":105,"WORKHOURS_trigger":109,"hourspweek_select":112,"PAIDLEAV_trigger":116,"holidaysdays":119,"bankholidays1":123,"SCHEDULE_trigger":127,"TRADEUNLEAV_trigger":131,"LOWWAGE_trigger":135,"lowwageperiod":139,"wageincreasetype2":143,"ONCERISE_trigger":147,"oncerise_detail":150,"oncerise2_detail":154,"NOCTPREM_trigger":158,"shiftallowancetype":161,"OVERTIME_trigger":165,"overtimeallowancetype_general":168,"ONCEONLY_trigger":172,"SENIOR_trigger":176,"longserviceallowancetype":179,"SUNDAY_trigger":183,"COMMUTE_trigger":187,"MEALALL_trigger":191},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2025-31.12.2026",{"bindId":46,"name":47,"text":48},"cbamemtrad","TÜRKİYE SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ","TÜRKİYE SAĞLIK VE SOSYAL HİZMET İŞÇİLERİ SENDİKASI (TÜRKİYE\nSAĞLIK-İŞ)",{"bindId":50,"name":51,"text":52},"jobclassifaction1","İlk defa işe alınan işçiler ile yukarıda","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.",{"bindId":54,"name":55,"text":56},"disabilityfund","2-Kapsama dâhil işyerlerinde çalışmakta ","2-Kapsama dâhil işyerlerinde çalışmakta olan işçilerin; yatarak\ntedavi gördükleri veya istirahatlı bulundukları sürelere ait ücretleri\ntam olarak ödenir. Bu durumda olan işçiler, istirahatın sona erdiği\ntarihten itibaren en geç bir ay içerisinde, Sosyal Güvenlik Kurumundan kendi\nadına tahakkuk ettirilen geçici iş göremezlik ödeneğini alır, en geç\nüç işgünü içinde belgesiyle birlikte işverene öder. İşverence kabul\nedilebilir mazereti dışında, bu ödemeyi süresinde yapmayan işçinin ilk\nücretinden, bu ödemeler mahsup edilir.",{"bindId":58,"name":59,"text":59},"contracttrial","MADDE 17- DENEME SÜRESİ:",{"bindId":61,"name":62,"text":63},"contracttrialperiod","İşçiler işe alındıkları tarihten itibare","İşçiler işe alındıkları tarihten itibaren 2 ay deneme süresine tabi\ntutulurlar. Deneme süresi içerisinde başarı gösteremeyenlerin ilişkileri\nihbar önellerine uymaksızın kesilebilir. Deneme süresi sonunda işçinin\nilişkisi kesilmemişse, artık daimi işçi vasfını kazanmış olur.",{"bindId":65,"name":66,"text":67},"longtermillness","MADDE 38- UZUN SÜRELİ HASTALIK HALİ: Uzu","MADDE 38- UZUN SÜRELİ HASTALIK HALİ:\n\nUzun süreli hastalık halinde iş yasası ile ilgili mevzuat hükümleri\nsaklı kalmak üzere 5510 sayılı yasa hükümlerine göre işlem\nyapılır.",{"bindId":69,"name":70,"text":71},"sicknesspay","L)İşçilerin en az yüzde yetmiş oranında ","L)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 on güne kadar ücretli izin\nverilir.",{"bindId":73,"name":74,"text":75},"healthandsafetypolicy","İşveren işçiye, yasalara, toplu iş sözle","İşveren işçiye, yasalara, toplu iş sözleşmesine, iş sağlığı ve\ngüvenliği yönetmeliğine aykırı iş yaptıramaz. İşçi kendisine verilen\nemri, yasa ve toplu iş sözleşmesine aykırı görürse bizzat veya işyeri\ntemsilcisi aracılığıyla görevin yasaya ve sözleşmeye aykırılığını\ngörev veren yetkiliye derhal bildirir. Yetkili bu görevin yapılmasında\nısrar ederse emir yerine getirilir. İşçinin veya temsilcinin uyarısına\nrağmen yaptırılan işten veya sonucundan işçi sorumlu tutulamaz. İşçi\nveya temsilci olayı en kısa sürede emri verenin bir üst amirine yazılı\nolarak bildirmek zorundadır.",{"bindId":77,"name":78,"text":79},"protectiveclothing","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":81,"name":82,"text":83},"funeralpay","Ana, baba, eş ve çocuklarının ölümü hali","Ana, baba, eş ve çocuklarının ölümü halinde ölüm olayının raporla\nbelgelenmesi veya yasal mirasçılığın ise veraset ilamı ile belgelenmesi\nşarttır. İşçinin ana, baba, eş ve çocuklarının ölümü halinde toplu\niş sözleşmesinin birinci yılı birinci altı ayında 4.347,11 TL, birinci\nyılı ikinci altı ayında 4.825,29 TL ölüm yardımı yapılır.",{"bindId":85,"name":86,"text":87},"paidmaternityleave","J)Hamile işçilere; SGK mevzuatına göre d","J)Hamile işçilere; SGK mevzuatına göre doğum öncesi 8 hafta, doğum\nsonrası 8 hafta olarak verilen raporlu süreler için ödenen iş göremezlik\nödenekleri, işverence tama iblağ edilir. Çoğul gebelik halinde doğumdan\nönce çalıştırılamayacak sekiz haftalık süreye iki hafta süre eklenir.\nAncak sağlık durumu uygun olduğu takdirde, doktorun onayı ile kadın işçi\nisterse doğumdan önceki üç haftaya kadar işyerinde çalışabilir. Bu\ndurumda, kadın işçinin çalıştığı süreler doğum sonrası sürelere\neklenir. Bu gibilere talepleri halinde doğum sonrası izni takiben altı ay\nücretsiz izin verilir. Ancak, işverenin uygun görmesi halinde bu süre 2\nyıla kadar uzatılabilir.",{"bindId":89,"name":90,"text":91},"pregnancy","K)Doğum yapan kadın işçilere 6 aya kadar","K)Doğum yapan kadın işçilere 6 aya kadar öğleden önce 1,5 saat,\nöğleden sonra 1,5 saat olmak üzere günde 3 saat, 6 aydan bir yıla kadar\nöğleden önce 1 saat öğleden sonra 1 saat olmak üzere günde 2 saat\nemzirme izni verilir. Bu izinler istenirse günlük topluca kullanılabilir.",{"bindId":93,"name":94,"text":94},"paidpaternityleave","B)Eşi doğum yapan işçiye 7 işgünü,",{"bindId":96,"name":97,"text":98},"deathrelatives","C)İşçinin ve eşinin anne, baba, eş ve ka","C)İşçinin ve eşinin anne, baba, eş ve kardeşiyle çocukların ölümü\nhalinde 7 gün, kayın valide ve kayın babanın ölümü halinde 5 gün izin\nverilir.",{"bindId":100,"name":101,"text":102},"marriage","A)Evlenen işçilere yazılı isteği üzerine","A)Evlenen işçilere yazılı isteği üzerine 7 gün, çocuğu evlenen\nişçilere yazılı isteği üzerine 5 işgünü,",{"bindId":104,"name":90,"text":91},"nursingmothers",{"bindId":106,"name":107,"text":108},"sexualhar","MADDE 58- MOBBİNG- İŞYERİNDE TACİZİN ÖNL","MADDE 58- MOBBİNG- İŞYERİNDE TACİZİN ÖNLENMESİ:\n\n19\u002F03\u002F2011 tarih 27879 sayılı resmi gazetede yayınlanan 2011\u002F2 sayılı\nBaşbakanlığın “İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi”\ngenelgesine göre; işyerinde gerçekleşen psikolojik taciz, çalışanların\nitibarını ve onurunu zedelemekte, kişinin verimliliğini azaltmakta ve\nsağlığını kaybetmesine neden olmakta ve bu nedenle çalışma hayatını\nolumsuz etkilemektedir. Kasıtlı ve sistematik olarak belirli bir süre\nçalışanın aşağılanması, küçümsenmesi, dışlanması, kişiliğinin\nve saygınlığının zedelenmesi, kötü muameleye tabi tutulması,\nyıldırılması vb... şekillerde ortaya çıkan psikolojik tacizin önlenmesi\naçısından işçi ve işveren tarafından kurulacak olan komisyonda sendika\ntemsilcileri de görev alır.",{"bindId":110,"name":111,"text":111},"WORKHOURS_trigger","MADDE 22- NORMAL ÇALIŞMA SÜRESİ:",{"bindId":113,"name":114,"text":115},"hourspweek_select","Bu işletme toplu iş sözleşmesi kapsamınd","Bu işletme toplu iş sözleşmesi kapsamındaki işçilerin haftalık\nçalışma süresi 45 saattir. Bu süre haftanın çalışılan günlerine\neşit şekilde bölünerek uygulanır. Ancak 45 saatlik haftalık normal\nçalışma süresi, işveren tarafından gerekli görüldüğünde;",{"bindId":117,"name":118,"text":118},"PAIDLEAV_trigger","MADDE 26- YILLIK ÜCRETLİ İZİNLER:",{"bindId":120,"name":121,"text":122},"holidaysdays","A) Hizmeti 1-5 yıl olanlar için (5 yıl d","A) Hizmeti 1-5 yıl olanlar için (5 yıl dahil) 18 iş günü\n\nHizmeti 5-10 yıl olanlar için (10 yıl dahil) 23 iş günü\n\nHizmeti 10-15 yıl olanlar için (15 yıl dahil) 25 iş günü\n\nHizmeti 15 yıldan fazla olanlar için 30 işgünü ücretli izin\nverilir.",{"bindId":124,"name":125,"text":126},"bankholidays1","MADDE 28- ULUSAL BAYRAM VE GENEL TATİL G","MADDE 28- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ: \n\nUlusal Bayram ve Genel Tatil Günleri aşağıda belirtilen günlerdir.\nUlusal Bayram 29 Ekim günüdür. 28 Ekim günü saat: 13.00’de başlar, 29\nEkim günü devam eder.\n\nResmi Bayram ve Genel Tatil Günleri:\n\n1-1 Ocak günü Yılbaşı Tatilidir\n\n2-23 Nisan: Ulusal Egemenlik ve Çocuk Bayramıdır.\n\n3-19 Mayıs: Atatürk'ü Anma, Gençlik ve Spor Bayramıdır.\n\n4-1 Mayıs: Emek ve Dayanışma Günü.\n\n5-15 Temmuz: Demokrasi ve Milli Birlik Günü.\n\n6-30 Ağustos: Zafer Bayramıdır.\n\nDini Bayramlar:\n\n1-Ramazan Bayramı: Arife günü saat: 13.00 den itibaren 3,5 gündür.\n\n2-Kurban Bayramı: Arife günü saat: 13.00 den itibaren 4,5 gündür.",{"bindId":128,"name":129,"text":130},"SCHEDULE_trigger","MADDE 23- ARA DİNLENMESİ: İşyerinde ara ","MADDE 23- ARA DİNLENMESİ:\n\nİşyerinde ara dinlenmesi 1 saattir. Ara dinlenmesi, işçilere nöbetleşe\nkullandırılabilir.\n\nAra dinlenmesi içinde işçinin çalıştırılması halinde veya ara\ndinlenmesi kullanmaları mümkün olmayan birimlerde çalışanlar için bu\nsürelerdeki çalışmaları normal çalışma süresinden sayılır.\n\nİşyerinde çalışmakta olan işçileri günlük çalışma süreleri\niçinde öğlenden önce ve öğlenden sonra olmak üzere işin ortalama bir\nyerinde 15’er dakikalık mola verilir.\n\nBu süreleri sağlık hizmetlerinde çalışanlar nöbetleşe kullanırlar.\nBu süreler iş süresinden sayılır.",{"bindId":132,"name":133,"text":134},"TRADEUNLEAV_trigger","MADDE 7- SENDİKAL FAALİYETLERE OLANAK SA","MADDE 7- SENDİKAL FAALİYETLERE OLANAK SAĞLAMAK:\n\nA)Sendika yöneticileri ve şube yöneticileri, baştemsilciler ve işyeri\ntemsilcileri iş saatleri içerisinde işçiyi ve sendikayı ilgilendiren\nkonularda, haber vererek işyeri yetkilileri ile görüşürler.\n\nB)Sendika ve şube yöneticileri ile baştemsilciler önceden işverene\nhaber vermek ve işi aksatmamak kaydı ile iş saatleri içerisinde işçilerle\ngörüşebilirler. Bu konuda işveren yöneticileri her türlü kolaylığı\ngösterir.",{"bindId":136,"name":137,"text":138},"LOWWAGE_trigger","1-TABAN ÜCRET VE SEYYANEN ZAM: a)Taban Ü","1-TABAN ÜCRET VE SEYYANEN ZAM:\n\na)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":140,"name":141,"text":142},"lowwageperiod","01.01.2025tarihinde günlük brüt çıplak ü","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.",{"bindId":144,"name":145,"text":146},"wageincreasetype2","2-ÜCRET ZAMLARI: a)Birinci Yıl Birinci A","2-ÜCRET ZAMLARI:\n\na)Birinci Yıl Birinci Altı Ay Zammı:\n\n01.01.2025tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten ve taban ücret dışında kalan\nişçilere ise seyyanen zam yapıldıktan sonra,\n\n01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.",{"bindId":148,"name":149,"text":149},"ONCERISE_trigger","MADDE 46- İLAVE TEDİYE VE İKRAMİYE:",{"bindId":151,"name":152,"text":153},"oncerise_detail","b)Ayrıca işçilere, toplu iş sözleşmesini","b)Ayrıca işçilere, toplu iş sözleşmesinin her yılı için yılda 60\ngünlük ücretleri tutarında ikramiye ödemesi yapılır. Bu ikramiyelerin 30\ngünü Mart ayında, 30 günü ise Eylül ayında ödenir.",{"bindId":155,"name":156,"text":157},"oncerise2_detail","a)İşçilere, 6772 sayılı Kanun Hükümlerin","a)İşçilere, 6772 sayılı Kanun Hükümlerine göre Cumhurbaşkanının\ntespit ettiği günlerde ilave tediye ödenir.",{"bindId":159,"name":160,"text":160},"NOCTPREM_trigger","MADDE 48- GECE ZAMMI:",{"bindId":162,"name":163,"text":164},"shiftallowancetype","Akşam saat 20.00'den sabah saat 06.00'ya","Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre gece\ndönemidir. Gece döneminde çalışan işçilerin, çalıştıkları sürelere\nait ücretleri %10 zamlı olarak ödenir.",{"bindId":166,"name":167,"text":167},"OVERTIME_trigger","MADDE 50- FAZLA ÇALIŞMA ÜCRETİ:",{"bindId":169,"name":170,"text":171},"overtimeallowancetype_general","Günlük 7,5 saati ve haftada 45 saati aşa","Günlük 7,5 saati ve haftada 45 saati aşan (Cumartesi ile hafta tatili ve\nUlusal Bayram ve genel tatil günlerinde yapılan 7,5 saatlik çalışmalar\nhariç) çalışmalar fazla çalışma olarak kabul edilir ve bu tür\nyaptırılacak her bir saatlik fazla çalışma için ödenecek ücret, saatlik\nnormal çalışma ücretinin %70 zamlısı olarak ödenir. Bu hüküm\nvardiyalı vardiyasız tüm işçileri kapsar. İşçilere önceden haber\nvermek kaydı ile fazla çalışma yaptırılabilir. Meşru mazeretleri olan\nişçiler fazla çalışmaya zorlanamaz. Meşru mazeretin raporla tevsiki\nistenemez.",{"bindId":173,"name":174,"text":175},"ONCEONLY_trigger","MADDE 53- EK ÖDEME: İşçilere müktesep ha","MADDE 53- EK ÖDEME:\n\nİşçilere müktesep hak sayılmak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL Ek ödeme yapılacaktır. ödeme, toplu iş\nsözleşmesinin ikinci yılının Mayıs ayında ve bir kez ödenmek kaydıyla\nödendiği döneme kadar ki ücret zamları (toplu iş sözleşmesinin birinci\nyılının birinci altı ay zammı olan %24 hariç) oranında arttırılarak\nödenecektir. Ek ödemenin ödendiği tarihten sonraki ücret zamları yeni\ndönem ek ödeme miktarına yansıtılacaktır.\n\nBu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.",{"bindId":177,"name":178,"text":178},"SENIOR_trigger","MADDE 34- KIDEM TAZMİNATI:",{"bindId":180,"name":181,"text":182},"longserviceallowancetype","İşçilerin iş sözleşmelerinin iş yasasınd","İşçilerin iş sözleşmelerinin iş yasasındaki kıdem tazminatı\nödenmesini gerektiren hallerden birisi ile feshi halinde, işçiye her tam\nhizmet yılı için 40 günlük ücreti tutarında kıdem tazminatı ödenir. 1\nyıldan artan süreler içinde aynı oran üzerinden ödeme yapılır. Ölüm\nhallerinde tazminat, yasal mirasçılarına verilir, iş kazası nedeniyle\nölen işçinin kıdem tazminatı 60 gündür.",{"bindId":184,"name":185,"text":186},"SUNDAY_trigger","MADDE 49- TATİLDE ÇALIŞMA VE ÜCRETİ: A)V","MADDE 49- TATİLDE ÇALIŞMA VE ÜCRETİ:\n\nA)Vardiyalı çalışan işçilerin hafta tatili 6 işgünü\nçalışmasından sonraki gündür. Ancak, çalışılmayan Cumartesi günü\nveya onun yerini alan çalışılmayan gün 6 işgünün hesabında\nçalışılmış gün gibi sayılır. Normal çalışma yapılan yerlerde hafta\ntatili Pazar günüdür. İşyeri hizmetlerinin özelliği itibariyle, işveren\nzaruri gördüğü hallerde ve işin gereği hafta tatili günlerinde\nçalıştırılan işçilere müteakip hafta içinde 1 gün izin vermezse,\nkendi yevmiyesine ilaveten (2) iki yevmiye daha öder.\n\nB)Ulusal bayram ve genel tatil günlerinde çalışan işçilere her gün\niçin ilave 2 yevmiye (1+2=3) ödenir.\n\nC)Vardiyalı işçi, kendi hafta tatilinde çalıştırıldığı takdirde 1\nilave yevmiye (1+1=2) ödenir.",{"bindId":188,"name":189,"text":190},"COMMUTE_trigger","MADDE 52- İŞE GİDİŞ-DÖNÜŞÜN SAĞLANMASI: ","MADDE 52- İŞE GİDİŞ-DÖNÜŞÜN SAĞLANMASI:\n\nSendika üyesi işçilere, toplu iş sözleşmesinin birinci yılı birinci\naltı ayında 3.624,14 TL\u002FAy, birinci yılı ikinci altı ayında 4.022,80\nTL\u002FAy ulaşım yardımı ödenir.\n\nBu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.",{"bindId":192,"name":193,"text":194},"MEALALL_trigger","B)Yemek Yardımı: İşçilere; çalıştıkları ","B)Yemek Yardımı:\n\nİşçilere; çalıştıkları süre ile orantılı olarak işyerinde\nkaldıkları sürece yemek verilir ve mevcut uygulamaya devam edilir. Ancak\nyemek verilmediği takdirde fiilen çalıştıkları her gün için\nsözleşmenin birinci yılı birinci altı ayında net 235,02 TL\u002FGün, birinci\nyılı ikinci altı ayında net 260,87 TL\u002FGün yemek yardımı ödenir.\n\nBu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\n\nGünlük çalışma süresi ara dinlenme dahil 12 saat olan işçilere, iki\nöğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen işçiye sadece\nikinci öğün yemek parası ödenir. İşverenin her iki öğünde de ayni\nolarak yemek vermesi halinde nakdi ödeme ayrıca yapılmaz.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TÜHİS TÜRKİYE SAĞLIK-İŞ ARASINDA İMZALANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 01.01.2025-31.12.2026 - 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                        \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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 10 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → 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: → Hayır\u003C\u002Fdiv>\n        \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: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \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: → Evet\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: → 60 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            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → KurbanBayramı, RamazanBayramı, Ulusal Egemenlik veÇocuk Bayramı(23 Nisan), Yılbaşı(1 Ocak), Emek ve Dayanışma Günü\u002F 1Mayıs Günü (1 Mayıs)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → 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: → 2025-01\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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY 3624.14 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 235.02 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[200],{"title":35,"slug":31},[202],{"type":203,"data":204},"call_to_action_body_block",{"title":205,"description":206,"variant":207,"link":208},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":205,"url":209,"description":205,"rel":210,"type":211},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[213],{"type":203,"data":214},{"title":205,"description":206,"variant":207,"link":215},{"title":205,"url":209,"description":205,"rel":210,"type":211},[],{"title":15,"seo_title":218,"description":7,"path":219,"redirect_url":7,"locale":16,"children":220},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[221,302,331],{"title":18,"seo_title":222,"description":7,"path":223,"redirect_url":7,"locale":16,"children":224},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[225,229,233,249,298],{"title":226,"seo_title":8,"description":7,"path":227,"redirect_url":7,"locale":16,"children":228},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":230,"seo_title":8,"description":7,"path":231,"redirect_url":7,"locale":16,"children":232},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":234,"seo_title":8,"description":7,"path":235,"redirect_url":7,"locale":16,"children":236},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[237,241,245],{"title":238,"seo_title":8,"description":7,"path":239,"redirect_url":7,"locale":16,"children":240},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":242,"seo_title":8,"description":7,"path":243,"redirect_url":7,"locale":16,"children":244},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":246,"seo_title":8,"description":7,"path":247,"redirect_url":7,"locale":16,"children":248},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":250,"seo_title":251,"description":7,"path":252,"redirect_url":7,"locale":16,"children":253},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[254,258,262,266,270,274,278,282,286,290,294],{"title":255,"seo_title":8,"description":7,"path":256,"redirect_url":7,"locale":16,"children":257},"İş ve 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