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DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ İmza Tarihi 18.08.2003","TUR Türk Hava Yolları Teknik A.Ş. - 2003","Turkey - TUR Türk Hava Yolları Teknik A.Ş. - 2003","TUR Türk Hava Yolları Teknik A.Ş. - 2003 - Transport, logistics, communication",{"name":39,"data":40},"Hava İş THY -19-donem-tis-1464947474.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Hava İş THY -19-donem-tis-1464947474\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>19. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>Türk Hava Yolları A.O.'nun üyesi bulunduğu Türk Ağır Sanayii ve\nHizmet Sektörü Kamu İşverenleri Sendikası (TÜHİS)\u003C\u002Fh1>\n\n\u003Ch1>ile\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>Türkiye Sivil Havacılık Sendikası (HAVA-İŞ)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>ARASINDA İMZALANAN 19. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>İmza Tarihi\u003C\u002Fh1>\n\n\u003Ch1>18.08.2003\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Madde 1: AMAÇ\u003C\u002Fh2>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesinin amacı, şirketin rekabet gücünü,\nverimliliğini ve üretimi artırmak, işyerinde çalışan sendika üyesi\nişçilere çağdaş hak ve yararlar sağlamak, ücretlerini ve çalışma\nkoşullarını iyileştirmek, iş sağlığı ve güvenliği ile ilgili\nönlemleri almak, işverenlerin ve işçilerin hak ve menfaatlerini dengelemek,\nkarşılıklı iyi niyet ve güvenle taraflar arasında doğabilecek\nfarklılıkları uzlaştırıcı yollarla kotarmaktır.\u003C\u002Fp>\n\n\u003Ch2>Madde 2 : TARAFLAR\u003C\u002Fh2>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesinin tarafları; Türk Hava Yolları\nA.O.'nun üyesi bulunduğu Türk Ağır Sanayii ve Hizmet Sektörü Kamu\nİşverenleri Sendikası (TÜHİS) ile Türkiye Sivil Havacılık Sendikası\n(HAVA-İŞ)'dir.\u003C\u002Fp>\n\n\u003Ch2>Madde 3 : UYGULAMA ALANI\u003C\u002Fh2>\n\n\u003Ch3>A- Yer Bakımından :\u003C\u002Fh3>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi, Ortaklığın bugün var olan ve\nyürürlük içerisinde işletmeye bağlı olarak yeni kurulacak olan bütün\nişyerleri ile bunlara bağlı veya bunları tamamlayan eklenti, bağlantı ve\naraçları kapsamı içine alır.\u003C\u002Fp>\n\n\u003Ch3>B- Kişi Bakımından :\u003C\u002Fh3>\n\n\u003Cp>2821 sayılı Sendikalar Kanununun 2. maddesinin bütün fıkralarına göre\nişçi sayılıp da Sendika üyesi bulunan tüm personel bu Toplu İş\nSözleşmesinin kapsamındadır. Ancak,\u003C\u002Fp>\n\n\u003Cp>a)2821 sayılı Kanunun 21. maddesinde sayılan kişiler ile aşağıda\nünvanları yazılı bulunanlar ve 2822 sayılı Kanunun 62\u002F2 maddesinin\nhükmüne uygun olarak bu Toplu İş Sözleşmesinin yapımında Temsilci\nsıfatıyla da olsa görüşmelere katılmış bulunanlar,\u003C\u002Fp>\n\n\u003Cp>b)Müfettişler, Kontrolörler, Müdürler, 50. iş grubu ve bunların üst\nkademelerindeki diğer yöneticiler ile Müfettiş Yardımcıları, Hukuk\nMüşavirleri, Avukatlar, İş Uzmanları, Analist Programcıları, Sistem\nProgramcıları, Uygulama Programcıları.\u003C\u002Fp>\n\n\u003Cp>c)Halen işyerinde çalışmakta olan Kısmi Süreli Hizmet Akdiyle\nçalışan personel işe girdiği tarihten itibaren 2 yıl süre ile, imza\ntarihinden sonra işe alınacak Kısmi Süreli Hizmet Akdiyle çalışan\npersonel ise işe başlama tarihinden itibaren 9 ay süreyle,\u003C\u002Fp>\n\n\u003Cp>bu Toplu İş Sözleşmesinin kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>Kısmi Süreli Hizmet Akdiyle çalışan personel, yukarıdaki sürelerin\nbitiminde çalışması devam ediyor ise bu sıfatı sona erer, Toplu İş\nSözleşmesinin \"Belirli Süreli Sözleşmeli Sendikalı Personele Ait\nHükümler”ine tabi olur.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, bir re-organizasyon durumunda ünvanlar değişecek olursa,\nyukarıda sayılan görevlerin fonksiyonel karşılığı olan görevlere\natananlar yeni ünvanları ne olursa olsun kapsam dışı sayılırlar.\u003C\u002Fp>\n\n\u003Ch3>C- Bu Toplu İş Sözleşmesinin :\u003C\u002Fh3>\n\n\u003Cp>a)İşverenin yurtdışındaki işyerlerinde çalıştırdığı sadece\nmerkez tayinli Sendika Üyesi personele aynen uygulanacak, değişik\nuygulanacak, ek olarak uygulanacak, uygulanmayacak hükümleri bu sözleşmenin\n\"Yurtdışı Merkez Tayinli Sendikalı Personele Ait Hükümler”\nbölümündeki maddelerde gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>b)İşverenin işyerlerinde çalıştırdığı \"Belirli Süreli Hizmet\nAkdiyle Çalışan Personel”e aynen uygulanacak, değişik uygulanacak, ek\nolarak uygulanacak, uygulanmayacak hükümleri bu sözleşmenin \"Belirli\nSüreli Sözleşmeli Sendikalı Personele Ait Hükümler” bölümündeki\nmaddelerde gösterilmiştir.\u003C\u002Fp>\n\n\u003Ch2>Madde 4 : SÖZLEŞMEDEN YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>A- Bu Toplu İş Sözleşmesinden taraf İşçi Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>B- Toplu İş Sözleşmesinin imzalanması tarihinde taraf Sendikaya üye\nolanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin taraf İşçi Sendikasınca işverene bildirildiği tarihten\nitibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>C- Toplu İş Sözleşmesinin imzası sırasında taraf İşçi Sendikasına\nüye bulunmayanlar, sonradan işyerine girip de üye olmayanlar veya imza\ntarihinde taraf İşçi Sendikasına üye bulunup da ayrılanlar veya\nçıkarılanların Toplu İş Sözleşmesinden yararlanabilmeleri, Toplu İş\nSözleşmesinin tarafı HAVA-İŞ Sendikasına dayanışma aidatı ödemelerine\nbağlıdır.\u003C\u002Fp>\n\n\u003Ch2>Madde 5 : TARAFLARIN TEMSİL YETKİSİ\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>A- İşverenin Temsil Yetkisi :\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesinin uygulanması ile ilgili konularda TÜHİS'in\ntaraf olma hakkı saklı kalmak kaydı ile işvereni Türk Hava Yolları A.O.\nGenel Müdürü veya yetkilendireceği kişiler temsil eder.\u003C\u002Fp>\n\n\u003Ch3>B- Sendikanın Temsil Yetkisi :\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde HAVA-İŞ Sendikasını, Sendika Genel\nBaşkanı, Genel Merkez Yönetim Kurulu ya da bu Kurulca yetkili kılınanlar\ntemsil eder.\u003C\u002Fp>\n\n\u003Cp>C- Bu Toplu İş Sözleşmesinin yürürlüğe girmesinden başlayarak 15\ngün içinde taraflar yetkililerinin isimlerini birbirlerine bildirirler.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin uygulanmasından doğacak uyuşmazlıklarda bu\nyetkililer öncelikle görüşme yaparlar. Görüşme sonucu dilenirse\ntutanağa bağlanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 6 : ÜYELERE EŞİT İŞLEM YAPILMASI\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin yürürlük süresi içerisinde personele bu\nToplu İş Sözleşmesi ile tespit edilen hak ve menfaatleri dışında\nişverence tek taraflı hak ve menfaat sağlamamak esastır. Ancak, iş icap ve\nzaruretler nedeniyle yeni hak ve menfaat sağlanması gerekirse konu ile ilgili\nHAVA-İŞ Sendikasının yazılı görüşü alınır. Sendika görüşünü en\ngeç 15 gün içinde işverene bildirir.\u003C\u002Fp>\n\n\u003Ch2>Madde 7 : İŞVERENİN CEVAPLAMA ZORUNLULUĞU\u003C\u002Fh2>\n\n\u003Cp>A- Sendika üyeleri, Toplu İş Sözleşmesi, Ortaklık Yönetmelikleri,\nYasalar ve Mevzuatın kendilerine tanıdığı hak ve yararlarla ilgili olarak\nişverene, Ortaklık yöntemlerine göre yazılı biçimde başvurma hakkına\nsahiptirler. İşveren bu madde gereğince üye başvurusunu en geç 1 ay\niçinde cevaplamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>B- THY A.O., HAVA-İŞ ve TÜHİS, Toplu İş Sözleşmesi, Ortaklık\nYönetmelikleri, Yasalar ve Mevzuatın kendilerine tanıdığı hak ve\nyararlarla ilgili olarak birbirleriyle yaptıkları yazışmaları en geç 1 ay\niçinde cevaplamak zorundadırlar.\u003C\u002Fp>\n\n\u003Ch2>Madde 8 : SENDİKA ÜYELİĞİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, işin sevk ve\ndağıtımında, işçinin mesleki ilerlemesinde, işçinin ücret, ikramiye ve\nprimlerinde, sosyal yardım ve disiplin hükümlerinde ve diğer hususlara\nilişkin hükümlerin uygulanması veya çalıştırmaya son verilmesi\nbakımından herhangi bir ayırım yapamaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri\ndışında veya işverenin rızası ile iş saatleri içinde, işçi sendikası\nveya konfederasyonlarının faaliyetlerine katılmalarından dolayı işten\nçıkarılamaz veya herhangi bir nedenle farklı muameleye tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>İşverenin, yukarıdaki hükümlere aykırı hareket etmesi halinde,\nişçinin ücretinin bir yıllık tutarından az olmamak ve 4773 Sayılı\nYasadaki haklarla mükerrer olmamak üzere bir tazminata hükmedilir.\nİşçinin İş Kanunları ve diğer Kanunlara göre haiz olduğu bütün\nhakları saklıdır. Ancak, bu fıkraya göre tazminata hükmedilmesi halinde,\nİş Kanunlarındaki kötü niyet tazminatı uygulanmaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 9 : SENDİKA TEMSİLCİSİ VE GÖREVLİLERİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, sendikaca kurulmuş ve sendikalar yasasına göre yeni kurulacak\norganlarda görev alacak yönetici ve sendika işyeri temsilcilerinin hizmet\nakitlerini haklı bir sebep olmadıkça ve sebebini açık ve kesin şekilde\nbelirtmedikçe feshedemez ve sendikal faaliyetlerinden dolayı işyerlerini\ndeğiştiremez.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, sendika temsilcisi ve görevlilerinin teminatı konusunda 2821\nsayılı Sendikalar Kanununun 29. ve 30. maddeleri saklıdır.\u003C\u002Fp>\n\n\u003Ch2>Madde 10 : SENDİKA TEMSİLCİLERİNİN GÖREV VE YETKİLERİ\u003C\u002Fh2>\n\n\u003Cp>Sendika temsilcileri sendikaca 2821 sayılı Yasanın 34. maddesine göre\natanırlar. Bu atamalar ve atamalarla ilgili her türlü değişiklik yazılı\nolarak işverene bildirilir. İşveren; bu bildiriyi ilgili işyerlerine ivedi\nyazı ile duyurur. Sendika temsilcileri; bu Toplu İş Sözleşmesi, Yasalar,\nTüzüklerle kendilerine verilen görev ve yetkileri mevzuat hükümleri\niçinde yerine getirirler.\u003C\u002Fp>\n\n\u003Cp>Baştemsilci, baştemsilcinin bulunmadığı işyerlerinde temsilci;\nkendilerinin görev ve yetkileri içinde bulundukları işyerlerinin yetkili\namiri ile gerekli temasları yaparak görüşürler. Yazılı görüşme istemi\nen geç 5 gün içinde kabul edilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 11 : SENDİKA BAŞTEMSİLCİLİK ODALARI\u003C\u002Fh2>\n\n\u003Cp>İşveren HAVA-İŞ Sendikasına tahsis edilen Atatürk Havalimanındaki\nGenel Müdürlük, İstasyon Müdürlüğü, Genel Müdür Teknik\nYardımcılığı, Uçuş İşletme Başkanlığı, Yer İşletme\nBaşkanlığı, İstanbul Kargo Müdürlüğü, Ebi ve Rezervasyon\nBaşkanlığı, Ankara İstasyon Müdürlüğü, Ankara Satış Müdürlüğü\n(Şehir Kargo), İzmir İstasyon Müdürlüğü, Adana İstasyon Müdürlüğü\nve Antalya İstasyon Müdürlüğü temsilcilik odalarını ve dahili\ntelefonlarını muhafaza eder. Bu yerler dışındaki işyerlerinde işveren,\nimkanları ölçüsünde bir oda teminine çalışır. Oda temin edemediği\nyerlerde sendikaya bir dolap temin eder.\u003C\u002Fp>\n\n\u003Cp>Yer İşletme Başkanlığı ve Uçuş İşletme Başkanlığı Genel\nMüdürlük binasına taşındığı takdirde bunlar için ayrıca temsilcilik\nodası verilmeyecektir. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>Madde 12 : SENDİKAL İZİNLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>A- Baştemsilci İzni:\u003C\u002Fh3>\n\n\u003Cp>Sendika Baştemsilcisi, temsilcilik görevlerini işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda yazılı\nsürelerde yerine getirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500'den fazla işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>10 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baştemsilci atandığı tarihteki çalışma düzeninde çalışır.\nÇalışma düzeni rızası alınarak değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>Baştemsilcinin izin süresini işyerinde geçirmesi asıldır. Ancak,\nsendika merkezinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşuluyla sözlü çağırısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch3>B- Temsilci İzinleri :\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda\nyazılı sürelerde yerine getirirler.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>500'den fazla işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>5 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>C- Diğer İzinler :\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, onur kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine aşağıdaki\ndüzenlenen şekle göre ücretli izin verilir. \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>30 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-200 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 işçi çalıştırılan işyerinde\u003C\u002Ftd>\n      \u003Ctd>80 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1000'den fazla işçi çalıştırılan işyerinde işçi\n        sayısının % 10'u kadar gün.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler, her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5'inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak, genel kurullar için bu % 5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 13 : SALON VE DERSHANELERDEN YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>Sendika, çalışmalarını duyurmak, seminerler düzenlemek ve yasal\ntoplantılarını yapmak için işyerlerindeki salon ve dershaneler ile eğitim\naraç ve gereçlerinden işverenin olurunu alarak yararlanabilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 14 : SENDİKA AİDATI\u003C\u002Fh2>\n\n\u003Cp>İşveren, yasalar gereğince kesmeye mecbur olduğu aidatı her ay keserek,\nişçi ücretlerinin ödendiği günü takip eden 10 gün içinde sendikanın\nbildireceği banka hesabına yatırmakla yükümlüdür. İşveren, bu\nişlemler için sendikadan herhangi bir masraf isteyemez. İşveren, bu madde\nuyarınca yapılan kesintiyi gösteren bir listeyi sendikaya gönderir.\u003C\u002Fp>\n\n\u003Ch2>Madde 15 : GENELGELERİN GÖNDERİLMESİ\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmesinin uygulanmasına ilişkin olarak işverence\nçıkarılan Yönetmelik, Genelge ve Genel Müdürlük emirlerinden birer suret\nsendikaya gönderilir ve dağıtımına HAVA-İŞ kaydı konur.\u003C\u002Fp>\n\n\u003Ch2>Madde 16 : DUYURU TAHTASI\u003C\u002Fh2>\n\n\u003Cp>İşveren sendikanın Yasalar ve Toplu İş Sözleşmesi gereğince\nyapacağı bildiri ve duyurular ile sendikal çalışmalarını belirten tüm\nyazılarını üyelerine duyurabilmesi için işyerlerinde, işverenin duyuru\ntahtalarının yanına sendika duyuru tahtaları koymayı, işveren duyuru\ntahtası olmadığı işyerlerinde sendika, işverence uygun görülen yerlere\nsendika duyuru tahtaları koymayı kabul eder. \u003C\u002Fp>\n\n\u003Cp>Sendikanın bu surette yapacağı imzalı ve mühürlü duyuru yayını,\nbildiri, talimat ve benzerlerinden doğacak sorumluluklar HAVA-İŞ\nSendikasına aittir.\u003C\u002Fp>\n\n\u003Cp>Duyuru tahtalarının bir kilidi bulunur. Kilidin anahtarlarından biri\nişveren vekilinde, diğeri işyeri temsilcisinde bulunur.\u003C\u002Fp>\n\n\u003Ch2>Madde 17: UYUŞMAZLIKLARIN ÇÖZÜMÜ\u003C\u002Fh2>\n\n\u003Cp>A- Bu Toplu İş Sözleşmesinin uygulanması ve yorumu ile ortaya\nçıkabilecek uyuşmazlıkları veya İş Yasası, Sosyal Sigortalar Yasası,\nBorçlar Yasası, Emekli Sandığı Yasası ve diğer yasalarla tanınan bir\nhakkın ihlali veya yorumlanmasından doğan sorunları çözüme bağlamak\nüzere taraflar, \"Uyuşmazlıkları Çözüm Kurulu” kurulmasını kabul\nederler.\u003C\u002Fp>\n\n\u003Cp>B- Uyuşmazlıkları Çözüm Kurulu, işverenin biri TÜHİS'den olmak\nüzere en yüksek düzeyde 3 yetkili temsilcisi ile HAVA-İŞ Sendikasının en\nyüksek düzeyde 3 yetkili temsilcisinden oluşur.\u003C\u002Fp>\n\n\u003Cp>Kurul Başkanı, işveren temsilcilerinden biridir ve işverence seçilir.\nKurul oy çokluğu ile karar alır. Yorum uyuşmazlığı dışındaki\nkonularda oyların eşitliği halinde başkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>C- Kurul, taraflardan birinin diğerine uyuşmazlık konusunu yazılı\nolarak bildirilmesini izleyen 6 işgünü içinde toplanmak zorundadır.\nTaraflar, uyuşmazlık konusu ile birlikte kuruldaki temsilcilerini ve\nyedeklerini, toplantı yeri ve zamanını birbirlerine bildirirler. Bu yazılı\nşekilde bildirme gerekçeli olmalıdır.\u003C\u002Fp>\n\n\u003Cp>Kurulda konuşulan konularla ilgili veya başka bir uyuşmazlığın gelmesi\nhalinde yeni bir prosedür işletilmeden bu uyuşmazlığın da aynı kurulda\nçözümü cihetine gidilmesini taraflar kabul eder.\u003C\u002Fp>\n\n\u003Cp>D- Kurul, ilk toplantısını izleyen 10 işgünü içinde uyuşmazlığı\nbir karara bağlamak zorundadır. Bu süre içinde karar verilmezse\ngörüşmeler tarafların anlaşması ile en çok 6 işgünü daha\nuzatılabilir.\u003C\u002Fp>\n\n\u003Cp>E- Uyuşmazlıkları Çözüm Kurulu bir karara varamazsa veya varılan\nkararlar taraflarca uygun görülmezse taraflar, yasa hükümlerinden\nyararlanmakta serbesttirler. Uyuşmazlıkları Çözüm Kurulu'nun her türlü\ngörüşme, işlem ve kararları yazılı şekle bağlanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 18 : SAKLI HAKLAR\u003C\u002Fh2>\n\n\u003Cp>Bu sözleşmenin yürürlük tarihine kadar işçilere hizmet akdi veya sair\nşekilde tanınmış bulunan haklardan bu sözleşme ile yeniden\ndüzenlenmemiş, değiştirilmemiş veya çıkarılmamış bulunan hususlarda\nemredici kurallarla bağdaştığı ölçüde işçi lehine olanlar\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>İşveren, bu toplu iş sözleşmesinin yürürlük süresi içinde\npersonelin çalışma koşulları ile ilgili olarak yapacağı\ndeğişikliklerde sendikanın görüşünü alır. Sendika görüşünü 15\ngün içinde bildirir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2>Madde 19 : ULUSAL BAYRAM VE GENEL TATİLLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal bayram ve genel tatiller konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 20: YILLIK ÜCRETLİ İZİNLERİN SAPTANMASI VE DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Cp>Yıllık ücretli izinlerin düzenlenmesinde İş Yasası ve Yıllık\nÜcretli İzin Yönetmeliği hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İzin Yönetmeliği hükümlerine göre oluşturulacak İzin Kurulu,\nİşçiler tarafından verilip, işveren veya işveren vekili tarafından İzin\nKuruluna iletilecek izin isteklerine göre hazırlayacağı izin çizelgelerini\nişverenin onayına sunar. Çalışanların izin haklarını onaylanan izin\nçizelgelerinde belirlenen tarihlerde kullanmaları esastır.\u003C\u002Fp>\n\n\u003Cp>Personelin yıllık ücretli izine hak kazanması için İş Yasasının\nyıllık ücretli izin hakkının belirtilmesi ile ilgili hükümleri saklı\nkalmak suretiyle işverenin hizmetinde bir yıl çalışmış olması\ngereklidir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>Madde 21 : YILLIK ÜCRETLİ İZİN SÜRELERİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>A- İşyerinde bir yıl hizmet süresini doldurmuş sendika üyelerine 30\nişgünü yıllık ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- Yıllık izin süresine rastlayan hafta tatili, genel tatil, ulusal\nbayram günleri yıllık izin süresine eklenir.\u003C\u002Fp>\n\n\u003Cp>C- Cumartesi, yıllık izinlerin hesabında işgünü olarak hesap\nedilir.\u003C\u002Fp>\n\n\u003Cp>D- Yıllık ücretli izin süreleri tarafların rızası ile bir bölümü\n12 günden aşağı olmamak üzere ikiye bölünebilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 22 : YILLIK İZİNDE ÜCRETİN ÖDENMESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, yıllık ücretli iznini kullanacak personelin yıllık izin\nsüresine ait ücretlerini, personelin yazılı isteği halinde iznin\nbaşlamasından en az 1 hafta önce peşin olarak ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Yazılı istek, iznin başlama tarihinden en az iki hafta önce yapılmak\nzorundadır. Ancak, yıllık izin süresine ait ücretler, iznin bittiği\ntarihi takip eden bir sonraki aylık ücretten kesilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 23 : MANEVRA VE SİLAH ALTINA ALINMA İZNİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, muvazzaflık hizmeti dışında manevra veya herhangi bir nedenle\nsilah altına alınan personeline silah altına alındığı süre için\nücretli izin vermeyi kabul eder. Ancak ücretli izin süresinde Milli Savunma\nBakanlığı tarafından maaş verilen personelin aldığı maaş, THY A.O.'dan\naldığı maaştan az ise aradaki fark THY A.O. tarafından ödenir. Bu amaçla\nverilen izinler yıllık ücretli izin sayılmaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 24 : MAZERET İZNİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, personele meşru mazeretleri ve yazılı olarak talepleri halinde\nbir takvim yılı içinde 10 güne kadar ücretli mazeret izni verir. Acil ve\nzorunlu hallerde amirine haber vermek suretiyle mazeret izni kullanılır ve\nyazılı talep sonradan tamamlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Ch2>Madde 25 : EVLENME İZNİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>İşveren, personeline evlenmesi halinde 8 gün ücretli evlenme izni verir.\nBu izin evlenmeyi izleyen 3 aylık sürede kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2>Madde 26 : DOĞUM İZNİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>İşveren, erkek personeline eşinin doğum yapması halinde 6 gün ücretli\ndoğum izni verir. Bu izin doğumdan başlayarak 1 haftalık süre içinde\nbaşlatılarak kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>İşveren, doğum yapan kadın personele doğumdan önce 8 hafta, doğumdan\nsonra 12 hafta ücretli doğum izni verir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çoğul gebelik halinde doğumdan önce çalıştırılmayacak süreye iki\nhafta süre eklenir. Ancak sağlık durumu uygun olduğu takdirde, doktorun\nonayı ile kadın işçi isterse doğumdan önceki üç haftaya kadar\nişyerinde çalışabilir. Bu durumda kadın işçinin çalıştığı süreler\ndoğum sonrası sürelere eklenir.\u003C\u002Fp>\n\n\u003Cp>İsteği halinde kadın işçiye 20 haftalık sürenin tamamlanmasından\nveya çoğul gebelik halinde 22 haftalık süreden sonra altı aya kadar\nücretsiz izin verilir. Bu süre yıllık ücretli izin hakkının hesabında\ndikkate alınmaz\u003C\u002Fp>\n\n\u003Cp>Hamile personel, hamileliğinin 6. ayından itibaren talebi halinde\nvardiyasız sistemde çalıştırılır. Bu durumda vardiya primi ödenmez.\u003C\u002Fp>\n\n\u003Cp>İşveren, bu sürenin bitiminde iş icaplarını ve gereklerini dikkate\nalarak yeniden vardiyalı sistemde çalıştırabilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 27 : ÖLÜM İZNİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>İşveren, personele eşinin, çocuklarının, anne veya babasının veya\nkardeşlerinin ölümü halinde 7 gün ücretli izin verir. Bu izin olaydan\nbaşlayarak 1 aylık sürede kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 28 : DOĞAL AFETLER İZNİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, personelin kendisinin, eşinin veya bunların birinci derecedeki\nakrabalarının bulunduğu yörelerde doğal afetler olduğunda çalışanın\nisteği halinde ücretli izin verir. İznin süresi doğal afetin niteliği ve\nişyerinden uzaklığına göre 5-12 gündür.\u003C\u002Fp>\n\n\u003Ch2>Madde 29 : ÜCRETSİZ İZİNLER\u003C\u002Fh2>\n\n\u003Cp>A- İşçinin yazılı başvurusu durumunda işveren personeline işi\naksatmamak koşulu ile yılda 90 güne kadar ücretsiz izin verebilir. Ancak,\nbu izin 5 günden az istenemez.\u003C\u002Fp>\n\n\u003Cp>B- İşveren, yurtiçi ve yurtdışında lisan bilgisini veya mesleki\ntecrübesini artırmak amacıyla yazılı olarak başvuran personele işi\naksatmamak ve belgelemek koşulu ile 1 yıla kadar ücretsiz izin verebilir.\u003C\u002Fp>\n\n\u003Cp>C- İşveren, eşi yurtdışına tayin edilen personele THY'de çalışması\nkoşulu ile ve yazılı istemi üzerine, eşinin yurtdışında daimi görevli\nkaldığı sürece ücretsiz izin verebilir. Ücretsiz iznin sonunda dönen\npersonel eski görev yerine veya görevine bağlı olmaksızın başka bir\ngöreve atanabilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 30: TUTUKLULUK, GÖZETİM ALTINA ALINMA VE MAHKUMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLATMA\u003C\u002Fh2>\n\n\u003Cp>1)Gözetim altına alınan işçiler bunu belgeledikleri takdirde yasal\ngözaltı süresinde ücretsiz izinli addedilir. Ancak gözaltında geçen\nsüre sonunda tutuklanan işçiler hakkında 2. madde uygulanır.\u003C\u002Fp>\n\n\u003Cp>2)İşçi, herhangi bir suçla tutuklandığı ve tutukluluğu 30 günü\naştığı takdirde, hizmet akdi münfesih sayılır. 30 güne kadar süren\ntutukluluk hallerinde, tutuklu kalınan süreler kadar işçi ücretsiz izinli\nkabul edilir.\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) Kamudavasının düşmesi veya ortadan kalkması, nedenlerinden biri ile\n90 gün içinde son bulması ve işçinin bu tarihten itibaren bir hafta\niçinde işine dönmeyi talep etmesi halinde işveren tarafından emsallerinin\nhakları ile işe alınır. 90 gün sonunda yapılan başvuru halinde boş yer\nvarsa işe alınırlar. Bu halde işe tekrar alınan işçinin eski kıdem\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4)Adi suçlardan (bu maddenin 6. bendindeki suçlamalar hariç)\nyargılanmaları tutuklu olarak devam ederken 90 gün içinde tahliye\nedilenlerin bir hafta içinde başvurması ve işyerinde durumuna uygun münhal\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde işveren tarafından\ntekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare hüküm giymeleri halinde hizmet akitleri münfesih sayılır. Şu\nkadar ki, 5. fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5)Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza aldığı halde cezası ertelenen, paraya çevrilen\nveya af ile sonuçlanan veya iyi hali nedeniyle 6 aydan önce tahliye edilen\nişçiler, bir hafta içinde başvurması ve işyerinde durumuna uygun münhal\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde işverenin takdiri\nile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6)Yüz kızartıcı suçlar ile sabotaj, devletin ülke ve milleti ile\nbölünmez bütünlüğüne, milli güvenliğe, kamu düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler cezanın ertelenmesi,\nparaya çevrilmesi veya affa uğraması hallerinde dahi hiçbir suretle tekrar\nişe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinaları operatörleri ile ünvanı şoför\nyada iş makinası operatörü olmamakla birlikte işi gereği araç\nkullandırılanlar, bu nedenle tutuklandıkları veya hüküm giydikleri\ntakdirde 90 gün içinde hükümlülük veya tutukluluk hali sona ermek\nşartıyla;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınır.\u003C\u002Fp>\n\n\u003Cp>Bu bent kapsamına giren Şoförlere, İş Makinası Operatörlerine ve işi\ngereği araç kullandırılanlara, tutuklanma gününden başlayarak 30 güne\nkadarki ücretlerinin (kıdem ve iş tazminatları) ödenmesine devam\nolunur.\u003C\u002Fp>\n\n\u003Cp>90 günden fazla süren hükümlülük veya tutukluluk halinde tekrar işe\nbaşlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Ch2>Madde 31 : YOL İZNİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, bu Toplu İş Sözleşmesinin evlenme, doğum, ölüm ve doğal\nafetler izinleri ile ilgili maddelerine göre izin verdiği personelden bu\nizinleri nedeni ile görev gördükleri şehir dışına çıkmak zorunda\nolanlara gidiş dönüşte üç güne kadar ücretsiz yol izni verir.\u003C\u002Fp>\n\n\u003Ch2>Madde 32 : NAKİL İZNİ\u003C\u002Fh2>\n\n\u003Cp>İşveren THY A.O.'nın başka illerdeki veya ülkelerdeki işyerlerine\nsürekli görevle atanan personeline, fiili yol süresine ek olarak 15 gün,\nbir defada en az üç ay süre ile geçici göreve gidenlere (1 gün gidiş, 1\ngün geliş) 2 gün ücretli nakil izni vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>Madde 33 : HASTALIK İZİNLERİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, personeline hastalıkları durumunda aşağıdaki esaslara uygun\nolarak ücretli hastalık izni verir:\u003C\u002Fp>\n\n\u003Cp>A- Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatleri halinde 120 güne kadar ücretli izinli sayılırlar.\nAncak, bir takvim yılı içinde toplam 120 günü geçen veya takvim yılı\nile sınırlı olmadan süresi 120 günü geçen sürekli (devamlı) istirahat\nhallerinde personele herhangi bir ödeme yapılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- Kanser, verem ve akıl hastalıkları gibi belirli ve uzun süreli\nhastalıklara yakalanan personele 12 aya kadar ücretli hastalık izni verilir.\n12 aylık sürenin sonunda hastalıklarının devam ettiği resmi sağlık\nkurulu raporu ile belgelenen personelin izinleri 12 aya kadar daha\nuzatılır.\u003C\u002Fp>\n\n\u003Cp>C- İş kazasına uğrayan veya meslek hastalığına tutulan personele,\niyileşinceye kadar, malullüğü resmi sağlık raporu ile kesinleşinceye\nveya ölüm tarihine kadar, raporlu bulunduğu süre içinde ücretli hastalık\nizni verilir. Ancak, bu süre hiçbir zaman 24 ayı geçemez.\u003C\u002Fp>\n\n\u003Cp>D- Yukarıda (A, B ve C) fıkralarında öngörülen ücretli hastalık\nizinlerinden yararlanan Sosyal Sigortaya bağlı personelin Türk Hava\nYollarındaki ücreti, işveren tarafından tam olarak ödenir. Ancak,\npersonelin medeni durumu ve tedavi biçimine göre adı geçen kurumca gerekli\nişlem yapılan miktar personelce ilgili kurumdan tahsil edilir. Personel,\ntahsil ettiği bu meblağ ile istirahatli olduğuna ilişkin belgeleri en geç\n2 ay içinde ilgili bölüme iletilmek üzere ilk amirine vermeye zorunludur.\nBu işlemi yapmayan personelin ücretinden ilgili miktar kesilir.\u003C\u002Fp>\n\n\u003Cp>E- THY A.O. personelinin yukarıda belirtilen hastalık izinlerinden\nyararlanabilmesi için Sosyal Sigortaya bağlı personelin Sosyal Sigortalar\nKurumu Tabiplerinden veya Sosyal Sigortalar Kurumunca yetkili kılınmış\nTürk Hava Yolları Tabiplerinden, diğer personelin de Türk Hava Yolları\u003C\u002Fp>\n\n\u003Cp>Tabiplerinden (THY Tabibi bulunmayan yerlerde resmi bir tabipten)\nalacakları raporu işverene vermesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>F- (B) ve (C) fıkralarına göre işverenin tedavi için yurtdışına\ngönderdiği personelin ücretli izin sürelerinin bitimi yurtdışı\ntedavisine rastlarsa, bu süreler 6 ay daha uzatılır.\u003C\u002Fp>\n\n\u003Ch2>Madde 34 : HAFTA TATİLİNDE ÇALIŞANLARA VERİLECEK İZİN\u003C\u002Fh2>\n\n\u003Cp>Vardiyasız işyerinde Pazar günü çalıştırılan personele bir sonraki\nhafta içinde bir gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izin pazar ve yasaların saptadığı ulusal bayram ve genel tatil\ngünlerine rastlatılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch2>Madde 35 : YEMEK YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşveren, personele çalıştıkları günlerde bir öğün 3 kap 2000\nkalorili doyurucu yemek verir.\u003C\u002Fp>\n\n\u003Cp>İstanbul, Ankara ve İzmir işyerlerinde çalışan personelin günlük\nçalışma süresi dışında 2 saatten fazla çalışması ve bu\nçalışmanın yemek verilen saatlere denk gelmesi halinde personele ayrıca 3\nkap 2000 kalorili yemek verilir.\u003C\u002Fp>\n\n\u003Cp>Gece nöbetinde olan ve yemek verilmeyen bekçiler, oruçlular ve\nhastalıkları nedeniyle yemek yemeyen personele çalışılan her gün için\nbir öğün yemek bedeli ödenir.\u003C\u002Fp>\n\n\u003Cp>Hastalıkları nedeniyle yemek yiyemeyen personel, THY A.O. doktorlarından\nveya THY A.O. doktoru olmayan yerlerde resmi sağlık kuruluşu doktorlarından\nalacakları rapor ile hastalıklarını belgelemek zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>İstanbul yemek ihalesinin yenilenmesi esnasında aday firmaların üretim\ntesislerinin tetkik gezilerine sendikadan bir temsilci iştirak eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 36 : EVLENME YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşveren, evlenen personeline bir defaya mahsus olmak üzere sözleşmenin\nbirinci altı ayında 39.000.000.-TL., sözleşmenin ikinci altı ayında\nevlenenler için ise 43.000.000.-TL., evlenme yardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>Evlenme olayı toplu iş sözleşmesinin üçüncü ve dördüncü altı\naylarında olmuş ise o döneme ait ücret zammı oranında ve ücretin\nzamlandığı tarih itibariyle artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Eşler THY A.O. personeli ise bu yardım ikisine de ayrı ayrı yapılır.\nBu yardımdan yararlanmak için personelin evliliğini belgelemesi\nzorunludur.\u003C\u002Fp>\n\n\u003Ch2>Madde 37 : SOSYAL YARDIM\u003C\u002Fh2>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi kapsamında bulunan işçilere sosyal yardım\nolarak her ay olmak üzere toplu iş sözleşmesinin birinci altı ayında\n40.000.000.-TL\u002FAy., ikinci altı ayında ise 45.000.000.-TL\u002FAy ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin üçüncü ve dördüncü altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nhastalık istirahati hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 38 : İŞYERİNE GETİRİP GÖTÜRME\u003C\u002Fh2>\n\n\u003Cp>A- Sendikanın görüşü alınarak işverence tespit edilecek güzergahlar\nüzerinden İstanbul, Ankara, İzmir, Adana, Antalya ve Trabzon’daki personel\nişyerlerine getirip götürülür. Ancak, İstanbul, Ankara, İzmir, Adana,\nAntalya, Trabzon ve diğer işyerlerinde çalışıp da bu imkanlardan sürekli\nolarak yararlanamayan personele çalıştığı her gün için belediye otobüs\naylık toplu taşıma kartı rayici üzerinden ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>B- İşyerine getirip götürme konusunda yapılacak hizmet alımlarının\nön çalışmalarına Sendikanın belirleyeceği bir gözlemci katılır. Bu\nkonularda yapılan ihaleler sonrası ilgili teknik şartnamenin bir nüshası\nSendikaya gönderilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Ch2>Madde 39 : KREŞ YARDIMI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>İşveren, 1475 sayılı İş Yasasının 81. maddesi hükümlerine\nistinaden çıkartılan \"Gebe veya Emzikli Kadınların Çalıştırılma\nKoşulları ile Emzirme Odaları ve Çocuk Bakım Yurtları (Kreş) Hakkında\nTüzük\" hükümlerini yerine getirmeyi kabul eder. Bu hükümler\nuygulanıncaya kadar işveren, kreş konusunda; mer'i uygulama kapsamında, THY\nA.O. Personeli Sosyal Yardımlaşma Vakfı Kreşinin aylık kreş ücreti esas\nalınarak, THY A.O. Yönetim Kurulunca belirlenecek miktarda yardım yapmayı\nkabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 40 : EMZİRME YARDIMI\u003C\u002Fh2>\n\n\u003Cp>Doğum yapan kadın personel veya eşi doğum yapan erkek personele doğan\nçocuğun yaşadığını belgeleyen doğum raporuna dayanılarak 6 aylık\nsüre için bir defada ödenmek üzere sözleşmenin\u003C\u002Fp>\n\n\u003Cp>birinci altı ayında 39.000.000.-TL emzirme yardımı yapılır. Bu yardım\nsözleşmenin ikinci altı ayında doğanlar için 43.000.000.TL olarak\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Doğum olayı toplu iş sözleşmesinin üçüncü ve dördüncü altı\naylarında olmuş ise o döneme ait ücret zammı oranında ve ücretin\nzamlandığı tarih itibariyle artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>Madde 41 : SEYAHAT YARDIMI\u003C\u002Fh2>\n\n\u003Cp>Bu konuda Ortaklık yönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 42 : ÖLÜM YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>İşveren, sendikalı personelin eşinin veya bakmakla yükümlü bulunduğu\nçocukları ile anne ve babasının ölümleri halinde sözleşmenin birinci\naltı ayında 98.000.000.-TL ölüm yardımı yapar. Bu yardım sözleşmenin\nikinci altı ayında ölenler için ise 107.000.000.-TL. olarak uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ölüm olayı toplu iş sözleşmesinin üçüncü ve dördüncü altı\naylarında olmuş ise o döneme ait ücret zammı oranında ve ücretin\nzamlandığı tarih itibariyle artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımı alabilmek için personel ölümü işverene belgelemek\nzorundadır. THY A.O.'nda çalışan eşlerin çocuklarının ölümü halinde\nbu yardım eşlerden yalnız birine yapılır. Bu yardım, personelin isteği\nhalinde bağlı bulunduğu müdürlük muhasebesinden avans olarak derhal\nyapılır.\u003C\u002Fp>\n\n\u003Ch2>Madde 43 : İŞ KAZASI, MALULİYET VE ÖLÜM\u003C\u002Fh2>\n\n\u003Cp>1.İş kazası, aşağıdaki hal ve durumlardan birinde meydana gelen hemen\nveya sonradan bedence ve ruhça arızaya uğratan olaydır;\u003C\u002Fp>\n\n\u003Cp>a)İşverene ait veya işverence sağlanan bir taşıtla toplu veya bireysel\nolarak işyerine getirilip ve götürülmelerde,\u003C\u002Fp>\n\n\u003Cp>b)Personelin, kendi imkanları ile makul ve trafikçe mutad güzergahtan\nİşyerine gidip dönmeleri sırasında,\u003C\u002Fp>\n\n\u003Cp>c)İşveren tarafından verilen göreve gidiş ve dönüşlerde,\u003C\u002Fp>\n\n\u003Cp>d)İşyerlerinde bulunduğu sırada,\u003C\u002Fp>\n\n\u003Cp>e)Görev emirli pas bileti ile uçuş sırasında,\u003C\u002Fp>\n\n\u003Cp>f)Emzikli kadının çocuğuna süt vermek için ayrılan zamanda.\u003C\u002Fp>\n\n\u003Cp>2.Birinci bentteki hallerin doğumunda işverence ödenecek tazminat\ntutarları, aşağıdaki şekilde olacaktır:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a)İşveren, kokpit personeli, kabin personeli ile uçuş ekibine katılan\nuçuş görevlisinin uçak kazası sonucu, ilgili bulunduğu sosyal güvenlik\nkurumu mevzuatına göre malul sayılması halinde, çalışamaz durumunun\nraporla belgelenmesi şartıyla personelin kendisine, ölümü halinde yasal\nmirasçılarına net 242.000.000.-TL. tazminat ödemeyi kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşveren, görev emirli pas bileti ile uçan personeli ile uçuş ekibine\nkatılan uçuş görevlisinin uçak kazası sonucu, ilgili bulunduğu sosyal\ngüvenlik kurumu mevzuatına göre malul sayılması durumunda, çalışamaz\ndurumunun raporla tevsiki halinde personelin kendisine, ölümü halinde yasal\nmirasçılarına net 242.000.000.-TL. tazminat ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Ancak, personelin pas biletini haiz olması sebebiyle, sigortadan\nalabileceği tazminat bu tutara ulaşmadığı takdirde, işveren tarafından\nnet 242.000.000.-TL'sına tamamlanır.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, toplu veya bireysel olarak personelin işyerine götürülüp\ngetirilmesinde veya işveren tarafından verilen görev gidiş ve\ndönüşlerinde veya görev başında veya personelin kendi imkanları ile\nmakul güzergah üzerinden işe gidip gelmeleri durumunda bir kazaya\nuğramaları halinde kasıtlı veya ağır kusur (ağır kusur 8\u002F8 ve 7\u002F8'dir)\nhalleri hariç ilgili bulunduğu sosyal güvenlik kurumu mevzuatına göre\nmalul sayılması halinde, çalışamaz durumunun raporla tevsiki koşuluyla\nkendisine, ölümü halinde yasal mirasçılarına net 242.000.000.-TL'sı\nöder.\u003C\u002Fp>\n\n\u003Cp>3.İşveren, kasıtlı veya ağır kusur halleri (ağır kusur 8\u002F8 ve 7\u002F8'\ndir) hariç personelin geçirdiği iş kazası, meslek hastalığı veya\nherhangi bir kaza sonucu asli görevini yapamaz hale gelmesi durumunda;\u003C\u002Fp>\n\n\u003Cp>a)2 yıl asli görevindeki aylık ücretini (kıdem ücreti + iş\ntazminatı) aynen öder.\u003C\u002Fp>\n\n\u003Cp>b)Yukarıdaki durumlara uyan personel (a) fıkrasında belirtilen süre\niçinde asli görevini yapabilecek biçimde iyileşmezse, durumuna uygun bir\niş verilir. Bu durumda eski ücretinde bir değişiklik yapılmaz. Yeni\nişindeki yan ödemeler ayrıca verilir.\u003C\u002Fp>\n\n\u003Cp>4.İşveren, bu maddenin 2. bendinde sayılan ölüm ve maluliyet\n(görevlerini yapamayacak ve sürekli tam iş göremezlik durumuna düşen ve\nbağlı bulundukları sağlık kurumlarının sağlık kurullarından alınacak\nraporla tevsik edilmek şartıyla) durumları ile personelin eceli ile\nölümü, kasıtlı ve ağır kusurlu (ağır kusur 8\u002F8 ve 7\u002F8'dir) durumları\ndışında olmak üzere personelin yukarıda belirtilen maluliyeti durumunda\nkendisine, ölümü durumunda yasal mirasçılarına net 242.000.000.-TL.\nöder.\u003C\u002Fp>\n\n\u003Cp>5.İşveren, bu maddenin bütün bentlerinde belirtilen tazminatları, THY\nA.O. Personel Sosyal Yardım Vakfından karşılayamaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 44 : NAAŞLARIN NAKLİ\u003C\u002Fh2>\n\n\u003Cp>A- İşveren, vefat eden THY A.O. Personelinin naaşını ailesinin veya\nHAVA-İŞ Sendikasının isteği halinde memleketine göndermeyi ve cenazeye\nkatılacak THY A.O. Personeline cenazenin bulunduğu şehirde otobüs tahsisini\nve vefat edenin anne, baba, eş ve çocuklarını naaşın toprağa verileceği\nyere kadar götürüp getirmeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>B- İşveren, personelinin eş veya çocuklarının ölümü halinde (A)\nfıkrasındaki hükümleri aynen uygulamayı kabul eder.\u003C\u002Fp>\n\n\u003Ch2>Madde 45 : SAĞLIK YARDIMLARI\u003C\u002Fh2>\n\n\u003Cp>Sosyal Sigortalara bağlı personelin sağlık yardımları:\u003C\u002Fp>\n\n\u003Ch3>A- Sigortalı personelin kendisi:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Sosyal Sigortalar Kurumuna bağlı personele 506 sayılı Sosyal Sigortalar\nKanunu uygulanır.\u003C\u002Fp>\n\n\u003Cp>1.506 sayılı yasaya göre sigortalılara yapılmakta olan sağlık\nyardımlarının dışında, sigortaca yapılmayan fakat Ortaklığımızca\nT.C. Emekli Sandığına bağlı personele yapılan sağlık yardımları veya\ngerekli sağlık ödemeleri aynı esaslar dahilinde sigortalı personele de\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Sosyal Sigortalar Kurumuna bağlı personelin resmi tatil ve izinli\ngünlerinde hastalanmaları durumunda varsa Sosyal Sigortalar Kurumuna bağlı\nkuruluşlar, yoksa resmi hastane veya resmi tabib, bunlar da yoksa özel\ntabiblerce yatırılarak veya ayakta yapılan bütün tedavi, muayene, tetkik\nve yatak giderleri (Sosyal Sigortalar Kurumunca ödenmediği takdirde)\nOrtaklıkça ödenir. (Bu giderlerin içindeki ilaç bedellerinin 506 sayılı\nyasaca düzenlenen katılma payı personel tarafından ödenecektir.) 2 günü\ngeçmeyen istirahatlar (özel tabiblerce veya özel sağlık kuruluşu\ntabiblerince verilen) geçerli olup, bu durum yıllık ücretli izin süresinde\nortaya çıkmış ise verilen bu istirahat süresi yıllık ücretli izin\nsüresinden sayılmaz. Ancak 2 günü geçen istirahatlerin Sosyal Sigortalar\nKurumu tarafından onaylı olması gerekir.\u003C\u002Fp>\n\n\u003Cp>3.SSK'na bağlı personele Ortaklığımız tabibleri tarafından yazılan\nve SSK ilaç listesinde bulunduğu halde SSK eczanesinde bulunmayan ilaçların\npersonel tarafından SSK anlaşmalı eczanelerinden temini için (506 sayılı\nyasa uyarınca personel tarafından katılma payı\u003C\u002Fp>\n\n\u003Cp>ödenecektir.) SSK kuruluşları nezdindeki gerekli işlemler Ortaklıkça\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Ch3>B- Sigortalı personelin eş ve çocukları :\u003C\u002Fh3>\n\n\u003Cp>Sigortalı personelin eş ve çocuklarına 506 sayılı yasaya göre\nyapılmakta olan sağlık yardımlarının dışında, sigortanın yapmadığı\nfakat Ortaklığın T.C. Emekli Sandığına bağlı personelin eş ve\nçocuklarına yaptığı sağlık yardımları veya gerekli sağlık ödemeleri\naynı esaslar dahilinde yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>C- Sigortalı personelin anne ve babası :\u003C\u002Fh3>\n\n\u003Cp>Sigortalı personelin geçimi ile yükümlü bulunduğunu belgelediği ve\nbaşka bir kuruluştan sağlık yardımı görmeyen anne ve babasına;\u003C\u002Fp>\n\n\u003Cp>Sosyal Sigortalar Kurumunun, anne ve babayı sağlık yardımı kapsamı\niçine almadığı illerde Ortaklık tabibi ve resmi tabib veya resmi\nhastanelerde muayenesi, (Ortaklık sağlık servislerine gelemeyecek derecede\nhasta olmaları halinde muayeneleri evlerinde) Ortaklık tabiblerince\nyapılacaktır. Ortaklık tabibleri tarafından ve Ortaklık tabibi olmayan\nyerlerde resmi tabibler tarafından yazılacak reçete kapsamlı ilaçların\npersonelce ödenecek katılma payı dışındaki kısmını, resmi hastanelere\nsevk edilmeleri durumunda resmi hastanelerce ayakta veya yatırılarak yapılan\nmuayene tetkik ve tüm tedavi giderlerini (personelin ilaç bedellerine\nyapacağı katkı payı hariç) Ortaklık öder. Resmi hastanelerde döner\nsermaye için alınan özel muayene ücretleri de Ortaklıkça ödenir.\u003C\u002Fp>\n\n\u003Cp>Resmi hastanelere sevk edilmelerine rağmen özel hastanelerde muayene,\ntetkik ve tedavi olmak isteyenlerin yaptıkları masraflar (ilaç bedellerinin\npersonelce ödenecek kısmı hariç) İstanbul Tıp Fakülteleri, Ankara Tıp\nFakülteleri ve SSYB'nın o yıl ilan edilmiş olan tarifelerinin ortalaması\nüzerinden ödenir.\u003C\u002Fp>\n\n\u003Ch2>Madde 46 : T.C. EMEKLİ SANDIĞINA BAĞLI PERSONELİN SAĞLIK\nYARDIMLARI\u003C\u002Fh2>\n\n\u003Ch3>A- T.C. Emekli Sandığına bağlı personelin kendisi:\u003C\u002Fh3>\n\n\u003Cp>1.Emekli Sandığına bağlı personelin hastalıkları halinde kendileri,\nOrtaklık tabiblerince işbaşında veya evlerinde muayene edilirler. Ortaklık\ntabibleri bulunmayan yerlerde resmi tabib olarak hükümet veya belediye\ntabibleri tarafından yazılacak reçete kapsamlı ilaçlar sağlanır veya\nyukarıda adı geçen tabiblerce ve Ortaklık tabibi bulunmayan yerlerde\npersonelin bağlı bulunduğu büro müdürlüğünce sevk edilmek koşulu ile\nresmi hastaneler olarak Sağlık Bakanlığına bağlı hastaneler, üniversite\nhastaneleri, belediye hastaneleri ve SSK'na bağlı hastanelerde ayakta veya\nyatırılarak yapılacak muayene, tetkik, tedavi ve yatak masrafları\nOrtaklıkça ödenir.\u003C\u002Fp>\n\n\u003Cp>Yukarıda adı geçen resmi hastanelerde döner sermaye için alınan özel\nmuayene ücretleri de Ortaklıkça ödenir. Adı geçen resmi hastanelere sevk\nedilmelerine rağmen özel hastanelerde muayene, tetkik ve tedavi olmak\nisteyenlerin yaptıkları harcamalar, İstanbul Tıp Fakülteleri ve Ankara\nTıp Fakülteleri ile Sağlık ve Sosyal Yardım Bakanlığının o yıl ilan\nedilmiş olan tarifelerinin ortalaması üzerinden ödenir. İlaçların\nyaptırılacağı eczaneler Ortaklıkça saptanır. Hastanelerde personelin\nyatırılacağı yatak 1. sınıf olacaktır.\u003C\u002Fp>\n\n\u003Cp>2.Bu personelin resmi tatillerde veya izinde bulundukları sürede\nhastalanmaları halinde resmi tabiblikler veya resmi hastaneler tarafından,\nbunlar yoksa özel tabiblerce ayakta veya yatırılarak yaptırılan muayene,\ntetkik, tedavi ve yatak giderleri Ortaklıkça ödenir. İki günü geçmeyen\nistirahatler (özel tabiblerce veya özel sağlık kurulu tabiblerince verilen)\ngeçerli olup, bu durum yıllık ücretli izin süresinde ortaya çıkmış ise\nverilen bu istirahat süresi yıllık ücretli izin süresinden sayılmaz.\nAncak, 2 günü geçen istirahatlerin özel tabiblerce veya özel sağlık\nkuruluşu tabiblerince verilmesi halinde, bu istirahatlerin resmi sağlık\nkuruluşlarınca onaylı olması gerekir.\u003C\u002Fp>\n\n\u003Cp>3.Ortaklıkça, ilaçların kolay sağlanması amacıyla gerekli yerlerde\nyeterli sayıda eczane ile anlaşma yapılır.\u003C\u002Fp>\n\n\u003Cp>4.T.C. Emekli Sandığına bağlı personelin Ortaklık tabibleri\ntarafından, Ortaklık tabibi bulunmayan yerlerde ise resmi tabib tarafından\nsevk edilmek gerek ve yeter koşulu ile reçete karşılığı ve numara\ndeğişikliğinde alınan numaralı cam bedelleri aynen, en az iki yıl süreli\ngözlük çerçevesi bedelleri ise 506 sayılı Kanuna tabi personele SSK'ca\nyapılan miktar net olarak ve bir yıl süreli ortopedik malzeme bedelleri\naynen Ortaklıkça ödenir.\u003C\u002Fp>\n\n\u003Cp>5.Resmi hastanelerin Sağlık Kurulu Raporu ile kaplıca tedavisine gerek\ngörülen T.C. Emekli Sandığına bağlı personele sağlık kurulunca\nsaptanan yer ve süre için Yolluk Yönetmeliği esasları doğrultusunda\nyolluk verilir. Ayrıca, sağlık kurulunda gerekli görülmesi durumunda banyo\ndışı uygulanacak fizik tedavi ücretleri de Ortaklıkça ödenir.\u003C\u002Fp>\n\n\u003Cp>6.Bu personelin tedavisinde sürat sağlamak amacıyla Ortaklıkça özel\nröntgen, biyokimya laboratuvarları ve özel diş poliklinikleri ile\nanlaşmalar yapılır. Özel diş tedavilerinde (EK-5)'deki listede belirtilen\ntedaviler yaptırılır. Anlaşmalı özel diş poliklinikleri bulunmayan\nillerde çalışan personelin diş ve diş tedavileri masrafları ile 2 yıl\nsüreli normal bütün protez bedelleri, İstanbul'daki özel diş\npoliklinikleri ile yapılan son anlaşmalardaki miktarlar üzerinden\nödenir.\u003C\u002Fp>\n\n\u003Cp>7.Hastanelerde doğum yapan T.C. Emekli Sandığına bağlı kadın personel\nile eşi doğum yapan T.C. Emekli Sandığına bağlı erkek personelin resmi\nhastanelerdeki doğum masrafları Ortaklıkça ödenir. Bunlardan özel\nhastanelerde doğum yapmak isteyenlerin harcamaları İstanbul Tıp\nFakülteleri, Ankara Tıp Fakülteleri ve SSYB'nın o yıl ilan edilmiş\ntarifelerinin ortalaması üzerinden ödenir.\u003C\u002Fp>\n\n\u003Cp>8.İstanbul ve Ankara dışındaki işyerlerinde çalışan personele, eş\nve çocukları ile başka bir kuruluştan sağlık yardımı görmeyen ve\nbakmakla yükümlü bulunduğu anne ve babasına, resmi tabib ve kuruluşlarca\nyazılacak reçete kapsamlı ilaç bedelleri personelin bağlı bulunduğu\nbüro müdürlüklerinde ödenir.\u003C\u002Fp>\n\n\u003Cp>9.Yapılacak protezlerin belirtilebilmesi için Sağlık Müdürlüğünce\nbir \"Ağız Diş Formu” hazırlanır (Altın malzeme hariç).\u003C\u002Fp>\n\n\u003Ch3>B- T.C. Emekli Sandığına bağlı personelin eş ve çocukları:\u003C\u002Fh3>\n\n\u003Cp>1.T.C. Emekli Sandığına bağlı personelin eş ve çocuklarının,\nOrtaklık Sağlık Servislerine gelemeyecek derecede hasta olmaları durumunda\nmuayeneleri evlerinde yaptırılır. Ortaklık tabibi bulunmayan yerlerde resmi\ntabibler tarafından yazılacak reçete kapsamlı ilaçlar sağlanır veya\nbedelleri ödenir. Yukarıda adı geçen tabibler veya Ortaklık tabibi\nbulunmayan yerlerde personelin bağlı olduğu büro yetkililerince sevk\nedilmek gerek ve yeter koşulu ile resmi hastanelere sevk edilmeleri durumunda\nayakta ve yatırılarak yapılan muayene, tetkik, yatak ve tedavi giderlerini\nOrtaklık öder. Resmi hastanelerde döner sermaye için alınan özel muayene\nücretleri de Ortaklıkça ödenir.\u003C\u002Fp>\n\n\u003Cp>Resmi hastanelere sevk edilmelerine rağmen özel hastanelerde muayene,\ntetkik, tedavi olmak isteyenlerin masrafları İstanbul Tıp Fakülteleri,\nAnkara Tıp Fakülteleri ve SSYB'nın o yıl için ilan edilmiş olan\ntarifelerinin ortalaması üzerinden ödenir. Hastanelerde yatırılacak yatak\n1. sınıf olacaktır.\u003C\u002Fp>\n\n\u003Cp>2.Anlaşmalı özel röntgen, biyokimya laboratuvarları ile özel diş\npoliklinikleri hakkında T.C. Emekli Sandığına bağlı personele uygulanan\nhükümler aynen personelin eş ve çocuklarına da uygulanır.\u003C\u002Fp>\n\n\u003Ch3>C- T.C. Emekli Sandığına bağlı personelin anne ve babası :\u003C\u002Fh3>\n\n\u003Cp>1. T.C. Emekli Sandığına bağlı personelin bakmakla yükümlü\nbulunduğunu belgelediği ve başka kuruluştan sağlık yardımı görmeyen\nanne ve babasının THY A.O. tabibleri veya resmi tabib veya resmi hastanelerde\nmuayenesi (Ortaklık sağlık servislerine gelemeyecek derecede hasta olmaları\nhalinde muayeneleri evlerinde) Ortaklık tabiblerince yapılır. Ortaklık\ntabibleri tarafından (Ortaklık tabibi olmayan yerlerde resmi tabiblerce)\nyazılacak reçete kapsamlı ilaçlar Ortaklıkça sağlanır veya bedelleri\nödenir. Ortaklık tabibleri veya resmi tabiblerce resmi hastanelere sevk\nedilmeleri durumunda, resmi hastanelerce ayakta veya yatırılarak yapılan\nmuayene tetkik, tedavi ve yatak giderleri Ortaklıkça ödenir. Yukarıda adı\ngeçen hastanelerde döner sermaye için alınan özel muayene ücretleri de\nOrtaklıkça ödenir.\u003C\u002Fp>\n\n\u003Cp>2. Resmi hastanelere sevk edilmelerine rağmen özel hastanelerde muayene,\ntetkik ve tedavi olmak isteyenlerin yaptıkları masraflar İstanbul Tıp\nFakülteleri, Ankara Tıp Fakülteleri ve SSYB'nın o yıl ilan edilmiş olan\ntarifelerinin ortalaması üzerinden ödenir.\u003C\u002Fp>\n\n\u003Ch2>D- İlaç bedelleri :\u003C\u002Fh2>\n\n\u003Cp>T.C. Emekli Sandığına tabi personel ile bunların eşi, çocukları, anne\nve babaları için yukarıdaki tüm bentlerde belirtilen durumlarda verilecek,\nsağlanacak veya bedeli ödenecek ilaç masraflarına, SSK'na bağlı\npersonelin ilaç masrafına katkısı oranında, T.C. Emekli Sandığına\nbağlı personel de katkıda bulunacaktır.\u003C\u002Fp>\n\n\u003Ch2>Madde 47 : TÜM PERSONELİN SAĞLIK YARDIMLARI\u003C\u002Fh2>\n\n\u003Cp>1.Personelin resmi tatil, izin ve istirahat günlerinde mevzuata uygun\nolarak aldığı enjektabl ilaçların uygulama bedelleri, personelin katılma\npayı dışında, rayiç bedel üzerinden Ortaklıkça ödenir.\u003C\u002Fp>\n\n\u003Cp>2.Personelin kendisi veya eş ve çocuklarının geceleri ani\nrahatsızlanmaları sebebiyle (senelik izin, hafta tatili ve bayram dahil)\nözel bir tabibe muayene olmaları halinde, muayene ücreti ve tabib\ntarafından yazılan reçete bedelinin personelin katılım payı dışındaki\nmiktarı Ortaklıkça ödenir. Şu kadar ki; personelin aldığı istirahat\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>a)Hastalığın acillik durumu ile muayene tarih ve saati özel tabib\ntarafından açıkça belirtilecektir.\u003C\u002Fp>\n\n\u003Cp>b)Tabibe müracaat saat 22.00 - 06— arasında olacaktır. Verilmiş olan\nreçete, aynı gün ve saatler içinde yaptırılmış olacaktır.\u003C\u002Fp>\n\n\u003Cp>c)Ödenecek muayene ücreti, mahalli tabip odasının saptadığı miktarı\naşamaz.\u003C\u002Fp>\n\n\u003Cp>d)Verilmiş olan istirahat 2 günü aşamaz. Bu istirahatin Ortaklık tabibi\n(Ortaklık tabibi bulunmayan yerlerde resmi tabib) tarafından geçerli\nsayılıp onaylanması şarttır.\u003C\u002Fp>\n\n\u003Cp>e)Hasta daha fazla istirahate muhtaç ise, T.C. Emekli Sandığına bağlı\npersonel Ortaklık tabiblerine (Ortaklık tabibi olmayan yerlerde resmi\ntabiblere) başvuracak, sigortalı personel ise SSK kuruluşlarındaki sigorta\ntabiblerine müracaat edeceklerdir.\u003C\u002Fp>\n\n\u003Cp>3.Hastaneye yatırılan personel ile eş ve çocukları için refakat\nzorunluluğu hastane başhekimliğince belgelendiği takdirde bir kişilik\nrefakatçi ücreti Ortaklıkça ödenir.\u003C\u002Fp>\n\n\u003Cp>4.Sağlık Bakanlığınca kambiyo mevzuatı yönünden görevlendirilmiş\nDevlet Hastanelerinden alacakları raporla \"hastalıklarının yurtiçinde\ntedavisinin mümkün olmadığı” belgelenen personelin, yurtdışında\ngerekli muayene ve tedavi masrafları, cari, resmi sağlık ve kambiyo\nmevzuatı kapsamı dahilinde Ortaklıkça ödenir.\u003C\u002Fp>\n\n\u003Ch2>Madde 48:GEÇİCİ GÖREVLE YURTDIŞINA GÖNDERİLEN PERSONELİN\nHASTALANMASI\u003C\u002Fh2>\n\n\u003Cp>Geçici görevle yurtdışına gönderilen personelin yurtdışında\nhastalanmaları halinde, kendilerine yürürlükteki kambiyo mevzuatı ile\nilgili Bakanlıkların bu konudaki karar ve genelgeleri doğrultusunda sağlık\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Ch2>Madde 49 : HASTALIK HALİNDE NAKİL\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Personelin kendisinin, eş ve çocuklarının çalışılan ilin dışında\ntedavi olmalarına resmi hastanece tıbbi zorunluluk gösterilen durumlarda\nadı geçen kişilere gidiş-dönüş hastalık pası (pass 1) verilir.\u003C\u002Fp>\n\n\u003Cp>Resmi devlet hastanelerinden alacakları raporla hastalıklarının\nyurtiçinde tedavisi mümkün olmadığı belgelendirilen personele, THY A.O.\ndış hatlar için pass 1 hakkı tanınır veya yabancı havayollarından pass\nisteğinde bulunulur. Personelin aynı durumdaki eş ve çocuklarına da aynı\nhak tanınır.\u003C\u002Fp>\n\n\u003Cp>Bu durumda olan hastayı sevk eden resmi hastanece refakat zorunluluğu\nistendiği ve bu durum belgelendiği takdirde hastaya refakat edecek bir\nkişiye aynı şekilde pass hakkı tanınır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilenlerin yurtdışında ölümü halinde, ölenin\nyakınlarından 2 kişiye naaşın nakli için yurtdışı gidiş-dönüş pass\n1 verilir. Yurtdışında görevli personelin eşinin, çocuklarının,\nbakmakla yükümlü olduğu anne ve babasının ölümü halinde THY A.O.'nın\nseferi olmadığı veya seferinin iptali halinde yabancı havayolu şirketi ile\nnaaşın getirilmesi sağlanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 50 : SAĞLIK ÜNİTELERİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, THY A.O. Sağlık Müdürlüğüne bağlı olarak THY A.O. Genel\nMüdür Teknik Yardımcılığı Yeni Bakım Üssünde, Genel Müdür İşletme\nYardımcılığı, Atatürk Havalimanı, Esenboğa Havalimanı ve Adnan\nMenderes Havalimanı İstasyon Müdürlüklerinde uygulanan çalışma düzeni\nparalelinde görev yapacak doktor ve sağlık personeli ile ambulans bulunacak\nşekilde sağlık üniteleri kurar. İşçi Sağlığı ve İş Güvenliği\nTüzüğüne uygun olarak tedavi ve koruyucu hekimlik ünitesinde çalışacak\nyeterince sağlık personeli bulundurur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>Madde 51 : İŞ SAĞLIĞI VE İŞ GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>A- Bu konuda İşçi Sağlığı ve İş Güvenliği Tüzüğü ile diğer\nyasa ve tüzük hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- THY A.O.'nun tüm işyerlerinin İşçi Sağlığı ve İş Güvenliği\nbakımından tetkiki ve alınacak tedbirlerinin tespiti amacı ile bir kurul\noluşturulur. Bu kurul Toplu Sözleşmenin imzasından itibaren en geç 3 ay\niçinde çalışmalarını tamamlayarak raporunu taraflara tevdi eder.\u003C\u002Fp>\n\n\u003Cp>C- 2 İşveren ve 2 Sendika temsilcisinden oluşan kurul, bu konuda\nuzmanlaşmış kişi veya kuruluşlarla da işbirliği yaparak rapor\nhazırlatabilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 52 : SU SOĞUTMA CİHAZI VE DUŞ SAĞLANMASI\u003C\u002Fh2>\n\n\u003Cp>İşveren, işyerlerinin gerekli olan ve uygun görülen bölümlerinde su\nsoğutma cihazı bulundurmayı, İşçi Sağlığı ve İş güvenliği\nKurulları Hakkındaki Tüzük hükümlerine göre kurulacak kurulca verilecek\nkarara göre, işin özelliği bakımından yalnız el ve yüz temizliğinin\nyeterli olmadığı hallerde veya kirli, tozlu ve yorucu işlerden sonra\nişçilerin yıkanmalarını, temizlenmelerini sağlamak için gerekli\ngördüğü yerlerde duş tertibatı yapmayı, duşların bakım ve temizliği\nile ilgili sendika işyeri temsilcisinin önerilerini yerine getirmeyi kabul\neder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>Madde 53 : ÇALIŞMA SÜRELERİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>İş süresi haftada en çok 45 saattir. Bu süre, haftada 6 işgünü\nçalışılan işyerlerinde günde 7.5 saati geçmemek üzere ve Cumartesi\ngünleri kısmen veya tamamen tatil eden işyerlerinde haftanın çalışılan\ngünlerine eşit ölçüde bölünerek uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 54 : ÇALIŞMALAR ARASI SÜRE\u003C\u002Fh2>\n\n\u003Cp>Herhangi bir işte çalışan personelin ertesi gün yeniden işyerine\ngelmesi için, personel o gün fazla çalışma yapmamışsa görevi bitirdiği\nandan başlayarak 15 saat geçmesi zorunludur. Personel fazla çalışma\nyapmışsa, yaptığı fazla çalışmaya karşılık olan süre bu süreden\ndüşürülür, ancak bu süre, hiçbir zaman 12 saatten az olamaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 55 : GÜNDÜZ VE GECE ÇALIŞMALARI\u003C\u002Fh2>\n\n\u003Cp>Sabah saat 06—'dan akşam saat 20.—'ye kadar geçen sürede yapılan\nçalışmalar, gündüz çalışmasıdır. Akşam saat 20.— den sabah\n06.00'ya kadar geçen sürede yapılan çalışmalar gece çalışmasıdır.\u003C\u002Fp>\n\n\u003Ch2>Madde 56: YEMEK PAYDOSU\u003C\u002Fh2>\n\n\u003Cp>İşveren günlük çalışma süresinin ortalama bir zamanında işçilere\nİş Yasası'nın 64. maddesine göre yemek paydosu vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Ch2>Madde 57:ÇALIŞMALARIN BAŞLAMA VE BİTİŞ SAATİNİN\nDEĞİŞTİRİLMESİ\u003C\u002Fh2>\n\n\u003Cp>Günlük çalışma saatlerinin başlama ve bitimini tesbit işverene\naittir.\u003C\u002Fp>\n\n\u003Cp>İstisnai ve acil haller hariç yapılacak değişikliklerde sendikanın\ngörüşü alınır. İstisnai ve acil hallerde yapılan değişiklikler de\nsendikaya sonradan bildirilir, bu durumda da sendika görüş bildirebilir.\nSendika görüşünü yedi gün içinde verir.\u003C\u002Fp>\n\n\u003Ch2>Madde 58 : İŞYERLERİNDE VARDİYA (VEYA POSTALAR) HALİNDE ÇALIŞACAK\nPERSONELİN TESBİTİ VE DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Cp>İşyerlerinde vardiya veya postalar halinde çalışacak personelin tespiti\nile vardiya veya postaların işe başlama-bitiş saatlerinin ve yemek paydosu\nsaatlerinin tespiti işverene aittir.\u003C\u002Fp>\n\n\u003Cp>İstisnai ve acil haller hariç yapılacak değişikliklerde sendikanın\ngörüşü alınır. İstisnai ve acil hallerde yapılan değişiklikler de\nsendikaya sonradan bildirilir, bu durumda da sendika görüş bildirebilir.\nSendika görüşünü yedi gün içinde verir.\u003C\u002Fp>\n\n\u003Ch2>Madde 59 : VARDİYA DEĞİŞİMİ\u003C\u002Fh2>\n\n\u003Cp>Gece ve gündüz vardiya usulü çalışılan işlerde, gece vardiyasında\nçalışan personel, en geç 15 günde değiştirilmek suretiyle vardiyalar\nsıraya konur. Gece vardiyasından gündüz vardiyasına geçen personel\ngündüz vardiyasında en az 15 gün çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>İstisnai ve acil haller hariç, yapılacak değişikliklerde sendikanın\ngörüşü alınır. Sendika, görüşünü 7 gün içinde verir. Vardiya\ndeğişikliklerinde de 54. madde hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 60 : FAZLA ÇALIŞMANIN ÖNCEDEN BİLDİRİLMESİ\u003C\u002Fh2>\n\n\u003Cp>İlgili yasa ve toplu iş sözleşmesinde kabul edilen normal çalışma\nsürelerinin dışındaki fazla çalışmalar personele en az üç gün\nönceden bildirilerek yaptırılabilir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, önceden programlanması mümkün olmayan arızi fazla\nçalışma ihtiyaçları için 3 gün önceden bildirme şartı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 61 : NORMAL ÇALIŞMA DIŞINDA FAZLA ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cp>Normal çalışma saatleri dışında, çalışma devamı olarak fazla\nçalışmaya kalan personel, yaptığı fazla çalışma saati kadar fazla\nçalışma ücretine hak kazanır. Evinden çağrılan personel (3) saatlik\ndondurulmuş fazla çalışma ücretine hak kazanır. Ancak, çalışma süresi\ndaha fazla ise fiili çalışma kadar fazla çalışma ücreti alır.\u003C\u002Fp>\n\n\u003Cp>İşveren, evinden çağırılan personeli işyerine getirip götürür.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, Genel Müdürlük ve Atatürk Havalimanı işyerleri ile Esenboğa\nve Adnan Menderes Havalimanı işyerlerinde çalışan personelin fazla mesaiye\nbırakılması halinde, servis güzergahından götürülmesi işverence\nsağlanır. Diğer işyerlerinde mer'i uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 62 : ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE FAZLA ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cp>İşin gereği olarak, çalışması programlanan personel dışında,\nbayram ve genel tatil günlerinde çalıştırılacak personelin görüşü\nalınarak 2 tam gün önce yazılı bildirimde bulunulur.\u003C\u002Fp>\n\n\u003Ch2>Madde 63 : GEÇİCİ GÖREVDE FAZLA ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cp>İşveren, yurtiçinde ve yurtdışında geçici görevle görevlendirdiği\nişçilere, bu Toplu İş Sözleşmesi ile saptanan normal çalışma\nsürelerinden fazla yaptırdığı çalışmalar için yolluklardan ayrı\nolarak fazla çalışma hükümlerini uygular. Yurtdışında yapılacak bu\ngibi fazla çalışmalar, yurda dönüşte Türk Lirası olarak ödenir.\nYurtdışında görevin \"Ulusal Bayram” genel tatil günlerine rastlaması\ndurumunda \"ULUSAL BAYRAM VE GENEL TATİL GÜNÜ ÜCRETİ\" başlıklı maddeye\ngöre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>Tatil günlerinde yapılan bu çalışmaların saptanmasında işçinin, ilk\namirinden onaylı bildirimi esas alınır.\u003C\u002Fp>\n\n\u003Ch2>Madde 64 : GÖREV BEKLEME YERLERİ\u003C\u002Fh2>\n\n\u003Cp>A- Bir büroya bağlı olmadan ve aralıklı çalışıp toplu olarak görev\nbekleyen personel için yeterli büyüklükte görev bekleme yerlerinin\nyapılmasını işveren sağlar.\u003C\u002Fp>\n\n\u003Cp>B- Uçak Atelyesinde çalışan personele, mevzuata uygun giyinme yeri\ndüzenlemeyi işveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>C- Yeşilköy'deki yeni bakım üssü içindeki personel lokali işveren\ntarafından yönetilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 65 : DİSİPLİN CEZALARI\u003C\u002Fh2>\n\n\u003Cp>Disiplin suçu işleyen personel hakkında, aşağıdaki cezalardan biri\nuygulanır. Ancak, uçucu personel için işten çıkarma cezası hariç\nOrtaklık ilgili Yönetmelikleri de uygulanır.\u003C\u002Fp>\n\n\u003Cp>A) Uyarma, B) Kınama, C) Ücret kesilmesi, D) Kıdem terfiinin\ndurdurulması, E) İşten çıkarma.\u003C\u002Fp>\n\n\u003Ch2>Madde 66 : UYARMA VE KINAMA\u003C\u002Fh2>\n\n\u003Ch3>A- Uyarma\u003C\u002Fh3>\n\n\u003Cp>Personele görevinde ve davranışlarında daha dikkatli davranması\ngerektiğinin yazılı bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>Uyarma cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>1.Ortaklıkça verilen giyim eşyasını, Ortaklığın onuruna\nyakışmayacak biçimde giymek veya görev başında giymesi gerektiği halde\ngiymemek,\u003C\u002Fp>\n\n\u003Cp>2.Görevinde dikkatsizlik ve düzensizlik göstermek,\u003C\u002Fp>\n\n\u003Cp>3.Görev başında işle ilişkisi olmayanlarla görüşmeyi alışkanlık\nhaline getirmek,\u003C\u002Fp>\n\n\u003Cp>4.Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Ch3>B- Kınama\u003C\u002Fh3>\n\n\u003Cp>Personele görevinde ve davranışlarında kusurlu sayıldığının\nyazılı olarak bildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>Kınama cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>1 .Göreve özürsüz olarak bir ayda üç defa geç gelmek,\u003C\u002Fp>\n\n\u003Cp>2.Dikkatsizlik ve düzensizlik göstermek suretiyle görevini zamanında\nsonuçlandırmamak,\u003C\u002Fp>\n\n\u003Cp>3.İşbaşında terbiye dışı söz söylemek veya terbiye dışı\nhareketlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>4.İşbaşında uyumak,\u003C\u002Fp>\n\n\u003Cp>5.Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Ch2>Madde 67 : ÜCRET KESME\u003C\u002Fh2>\n\n\u003Cp>Personelin ücretinin bir günlükten iki günlüğe kadar kesilmesidir.\u003C\u002Fp>\n\n\u003Cp>Personelin ücretinden yapılacak kesintiler, bir ayda iki gündelikten\nfazla olamaz.\u003C\u002Fp>\n\n\u003Cp>1.Bir günlük ücret kesimi cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>a)İşgüvenliği ilkelerine uymamak, iş güvenliği ve işçi sağlığı\nile ilgili koruyucu malzemeyi gereken şekilde ve yerde kullanmamak veya\nkullandırmamak,\u003C\u002Fp>\n\n\u003Cp>b)Görevi ile ilgili olmayan eşyayı, makinayı veya herhangi bir gereci\nkarıştırmak veya kullanmak,\u003C\u002Fp>\n\n\u003Cp>c)Zorlayıcı nedenler dışında devam cetvellerini saptanan saatlerde\nimzalamamak veya devam kartını basmamak,\u003C\u002Fp>\n\n\u003Cp>d)Ortaklık personelini, işlerini yapmaktan alıkoymak,\u003C\u002Fp>\n\n\u003Cp>e)Sebepsiz merci tecavüzünde bulunmak,\u003C\u002Fp>\n\n\u003Cp>f)Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Cp>2.İki günlük ücret kesimi cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>a) Ortaklık zararına bir yolsuzluktan haberi olduğu halde amirlerine ve\nilgili mercilere haber vermemek,\u003C\u002Fp>\n\n\u003Cp>b) İş disiplinini ve çalışma düzenini bozucu davranışlarda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>c)Görevli bulunduğu şehirden habersiz ayrılarak başka şehire\ngitmek,\u003C\u002Fp>\n\n\u003Cp>d)Zorlayıcı nedenler dışında bir gün işe gelmemek veya zorlayıcı\nsebepler dışında amirlerinden izin almaksızın işyerinden ayrılmak,\u003C\u002Fp>\n\n\u003Cp>e)Verilen işi, dikkatsizlik sonucu işverenin zararına neden olacak\nbiçimde yapmak,\u003C\u002Fp>\n\n\u003Cp>f)İşyerinde Ortaklık personeli veya onların yakınları hakkında\nasılsız şikayetlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>g)Yolculara, müşterilere ve Ortaklık personeline kötü davranışlarda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>h)Yetkililerin izni dışında Ortaklıkla ilgili beyanat vermek,\u003C\u002Fp>\n\n\u003Cp>ı) Görevini ihmal etmek ve zamanında sonuçlandırmamak,\u003C\u002Fp>\n\n\u003Cp>j) Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Ch2>Madde 68 : KIDEM TERFİİNİN DURDURULMASI\u003C\u002Fh2>\n\n\u003Cp>Bir yıl süre ile personelin kıdem terfiinin durdurulmasıdır.\u003C\u002Fp>\n\n\u003Cp>Kıdem terfiinin durdurulması cezası aşağıdaki hallerde verilir:\u003C\u002Fp>\n\n\u003Cp>1.Personelin çalışma saatleri içinde amirlerinin emirleri dışında\nbaşka bir şirketin veya kişilerin işlerini yapmak,\u003C\u002Fp>\n\n\u003Cp>2.İşyerinde özel işler yapmak,\u003C\u002Fp>\n\n\u003Cp>3.Zorunlu haller dışında raporlu bulunduğu sırada görevli bulunduğu\nşehirden ayrılıp başka bir şehre gitmek,\u003C\u002Fp>\n\n\u003Cp>4.Hasta olduğunu bildirdiği halde doktor muayenesinde hastalığı\ntahakkuk etmemek veya hastalık bahanesiyle vazifesinden ayrılmak, doktor\nistediği halde evinde bulunmamak,\u003C\u002Fp>\n\n\u003Cp>5.Ortaklık dışına şikayet veya ihbar anlamında yazılı veya sözlü\nmüracaatta bulunmak,\u003C\u002Fp>\n\n\u003Cp>6.Yukarıda sayılanlara benzer ölçüde disiplin bozucu tutum ve\ndavranışlar.\u003C\u002Fp>\n\n\u003Ch2>Madde 69 : İŞTEN ÇIKARMA\u003C\u002Fh2>\n\n\u003Cp>Personelin hizmet akdinin bildirimsiz feshedilmek suretiyle bir daha\nOrtaklığa alınmamak üzere Ortaklıkla ilişkisinin kesilmesidir. İş\nKanununun 25\u002Fll maddesinde sayılan haller saklı kalmak kaydıyla, işten\nçıkarma cezası aşağıdaki hallerde verilir.\u003C\u002Fp>\n\n\u003Cp>1.Hizmet akdi yapıldığı sırada, bu akdin esaslı noktalarından biri\niçin gerekli vasıflar veya şartlar kendisinde bulunmadığı halde bunların\nkendisinde bulunduğunu ileri sürerek yahut gerçeğe uygun olmayan bilgiler\nveya sözler söyleyerek Ortaklığı yanıltmak,\u003C\u002Fp>\n\n\u003Cp>2.Ortaklığın veya Ortaklık personeli yahut bunların aile üyelerinden\nbirinin şeref ve namusuna dokunacak sözler sarfetmek veya davranışlarda\nbulunmak, Ortaklık veya Ortaklık personeli hakkında şeref ve haysiyet\nkırıcı asılsız ihbar ve isnatlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>3.İşyerine sarhoş gelmek, işyerlerinde içki içmek, kumar oynamak veya\noynatmak,\u003C\u002Fp>\n\n\u003Cp>4.Ortaklığın güvenini kötüye kullanmak, hırsızlık yapmak,\nOrtaklığın meslek sırlarını ortaya atmak gibi doğruluk ve bağlılığa\nuymayan davranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>5.Ortaklık personeline sataşmak veya müessir fiil işlemek (tahrik\nhalinde bir alt ceza verilebilir),\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>6.İşçinin işverenin başka bir işçisine cinsel tacizde bulunması.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.Personelin işyerlerinde yedi günden fazla hapisle cezalandırılan ve\nertelenmeyen bir suç işlemek,\u003C\u002Fp>\n\n\u003Cp>8.Personelin amirinden izin almaksızın veya haklı bir sebebe\ndayanmaksızın ardı ardına iki gün veya bir ay içinde iki defa herhangi\nbir tatil gününden sonraki işgünü yahut bir ayda üç işgünü işine\ndevam etmemek,\u003C\u002Fp>\n\n\u003Cp>9.Personelin yapmakla ödevli bulunduğu görevleri kendisine\nhatırlatıldığı halde yapmamak,\u003C\u002Fp>\n\n\u003Cp>10.Ortaklık veya müşterilerine ait araç ve gereçleri veya makinaları\nbilerek zarara uğratmak,\u003C\u002Fp>\n\n\u003Cp>11.Personelin kendi isteği veya ihmali yüzünden işin güvenliğini\ntehlikeye düşürmesi, Ortaklık malı olan veya malı olmayıp da eli\naltında bulunan makinaları, tesisat veya başka eşya ve makinaları on\ngünlük ücretinin tutarı ile ödeyemeyecek derecede hasara veya kayba\nuğratmak,\u003C\u002Fp>\n\n\u003Cp>12.Kaçakçılık yapmak veya bu gibi fiilleri işleyenlere yataklık\nyapmak, teşvik etmek,\u003C\u002Fp>\n\n\u003Cp>13.Ortaklık personeline veya müşterilere ahlak ve adaba aykırı hal ve\nhareketler veya tekliflerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>14.Kıymetli evrakı veya resmi belgelerde veya Ortaklık kıymetli\nformlarında veya diğer belgelerde tahrifat yapmak, kullanılmış kıymetli\nevrak ve pulları menfaat kasdıyla tekrar kullanmak,\u003C\u002Fp>\n\n\u003Cp>15.Yukarıda sayılanlara benzer ölçüde davranışlar.\u003C\u002Fp>\n\n\u003Ch2>Madde 70: CEZALARIN TEKERRÜRÜ, HAFİFLETİLMESİ VE\nBİRLEŞTİRİLMESİ\u003C\u002Fh2>\n\n\u003Ch3>A- Cezaların Tekerrürü\u003C\u002Fh3>\n\n\u003Cp>Disiplin cezasını gerektiren aynı derecedeki fiil ve hareketlerin\ntekerrürü halinde, bir derece daha ağır olan ceza verilir.\u003C\u002Fp>\n\n\u003Ch3>B- Cezaların Hafifletilmesi\u003C\u002Fh3>\n\n\u003Cp>Geçmiş hizmetleri sırasındaki çalışmaları olumlu ve iyi veya çok\niyi derece sicili olan personel için verilecek cezalar bir derece\nhafifletilebilir.\u003C\u002Fp>\n\n\u003Ch3>C- Cezaların Birleştirilmesi\u003C\u002Fh3>\n\n\u003Cp>Bir olayda aynı cezayı gerektiren çeşitli suçların birleşmesi halinde\nceza vermeye yetkili makamlar, takdir haklarını kullanarak her suç için\nayrı ceza verebilecekleri gibi, suçlara karşılık olan cezayı\nşiddetlendirmek suretiyle bir üst derece cezayı da verebilirler.\u003C\u002Fp>\n\n\u003Cp>Cezaların ayrı ayrı veya aynı anda verilmesi cezaların tekerrürü\nhükümlerinin uygulanmasını önlemez.\u003C\u002Fp>\n\n\u003Ch2>Madde 71 : DİSİPLİN KURULUNUN OLUŞMASI VE ÇALIŞMASI\u003C\u002Fh2>\n\n\u003Cp>A- Disiplin Kurulu işveren tarafından atanacak 3 temsilci ile sendika\ntarafından atanacak 3 temsilciden oluşur. Disiplin Kurulunun Başkanı\nİşveren temsilcilerinden, yazmanı ise sendika temsilcilerinden biridir.\nİşveren, Başkan ve Üyeleri, sendika ise yazman ve üyeyi yedekleri ile\nbirlikte toplu iş sözleşmesinin işyerine tebliğini izleyen 15 gün içinde\nbirbirlerine bildirir. Disiplin Kurulu, 3 gün önceden olmak şartı ile\nbaşkanın yazılı çağırısı üzerine, üye tam sayısının\nkatılmasıyla toplanır. Toplantının, üyelerin tamamının katılması ile\nyapılması temel ilkedir. Asil üyelerin özürleri varsa yerlerine yedek\nüyeler katılırlar. Asil ve yedek üyelerin çağrıya rağmen toplantıya\nkatılmamaları durumunda kurul, 3 gün içerisinde çoğunluğun\nkatılmasıyla bir sonraki toplantıyı yapar. Disiplin Kurulu kendisine gelen\nkonuyu ilk toplantısından başlayarak 15 gün içinde karara bağlar.\nTahkikatın selameti bakımından bu süre kurul kararı ile uzatılabilir.\nKurul, karar verebilmek için her türlü kanıtları toplar ve gerekirse\nilgili personelin yazılı savunmasını da alır.\u003C\u002Fp>\n\n\u003Cp>B- Disiplin Kurulunda işten çıkarma kararının alınabilmesi için oy\nçokluğu gereklidir. Disiplin Kurulunda oyların eşit çıkması durumunda\nbaşkanın oyu iki oy sayılır. Genel Müdürün Disiplin Kurulunun verdiği\nişten çıkarma cezasını onayladığı tarihten itibaren 6 işgünü içinde\nbu ceza personele uygulanır. Bu süre geçtikten sonra işten çıkarma\ncezası uygulanmaz.\u003C\u002Fp>\n\n\u003Ch2>Madde 72 : DİSİPLİN CEZASI VERİLMESİ VE CEZAYA İTİRAZ\u003C\u002Fh2>\n\n\u003Cp>İşyerindeki Müdür ve daha üst düzeydeki amirler, uyarma, kınama ve\nücret kesme cezalarını vermeye yetkilidir.\u003C\u002Fp>\n\n\u003Cp>İsnat olunan suç, yazılı olarak personele bildirilerek yazılı savunma\nistenir. Bu savunma alındıktan sonra ceza verilebilir. Personel iddianın\nkendisine bildiriminden başlayarak 5 işgünü içinde yazılı savunmasını\nvermezse, iddiayı kabul etmiş sayılır. Uçucu personelin görevli\nbulunması halinde, bu süre görevin hitamından itibaren başlar.\u003C\u002Fp>\n\n\u003Cp>İşyerindeki Müdür ve daha üst düzeydeki amirlerin yetkisinde kalan\ncezalar, savunmanın verildiği veya verilmesi gereken tarihten itibaren 10\nişgünü içinde ve her fiilin vukuundan itibaren en geç 4 ay içinde\nverilir. Teftiş Kurulu Başkanlığına intikal eden konularda bu süreler\nnazarı itibare alınmaz.\u003C\u002Fp>\n\n\u003Cp>Uyarma ve kınama cezaları kesindir ve itiraz edilemez. Kendisine daha\nyukarı disiplin cezası verilen personel, cezanın kendisine tebliğinden\nbaşlayarak 10 işgünü içinde bağlı bulunduğu ünite yetkilisi\nvasıtasıyla bir üst amire yazılı itirazda bulunabilir. İkinci Amirinin\nvereceği karar kesindir. Ceza kesinleşmeden personelin sicil dosyasına\nişlenmez. Süresi içinde itiraz edilmeyen disiplin cezaları kesinleşmiş\nolur.\u003C\u002Fp>\n\n\u003Ch2>Madde 73 : İŞTEN ÇIKARMADA USUL\u003C\u002Fh2>\n\n\u003Cp>İşten çıkarma cezasını vermeye Genel Müdürlük yetkilidir.\u003C\u002Fp>\n\n\u003Cp>İşten çıkarma cezası Disiplin Kurulu Kararıyla verilir. Personelin\nişten çıkarmayı gerektiren bir fiil işlemesi durumunda, fiili öğrenen\nBaşkanlar, Genel Müdür ve Genel Müdür Yardımcılıklarına doğrudan\nbağlı ünite amirleri en geç 15 işgünü içinde Genel Müdür İnsan\nKaynakları Yardımcılığı kanalıyla Genel Müdürlüğe durumu yazılı\nolarak bildirir. Genel Müdürlük araştırmaya gerek gördüğünde,\nyetkilinin bildiriminden en geç 15 işgünü içinde araştırmayı\nbaşlatır. Araştırmanın tamamlanmasından başlayarak 15 işgünü içinde\nGenel Müdürlük Disiplin Kurulunun olayı görüşmesini isteyebilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 74 : HİZMET AKDİNİN SONA ERME ŞEKLİ (BİLDİRİMLİ FESİH)\u003C\u002Fh2>\n\n\u003Cp>Bildirimli fesihlerde, sendika üyesi tüm personele 4773 ve 4857 sayılı\nyasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 75 : İHBAR ÖNELLERİ\u003C\u002Fh2>\n\n\u003Cp>İş yasasının 17. maddesindeki ihbar süreleri sendika üyesi tüm\npersonele bu Toplu İş Sözleşmesinin tatbiki sırasında aşağıdaki\nşekilde uygulanır.\u003C\u002Fp>\n\n\u003Cp>A- İşi 6 aydan az sürmüş olanlar hakkında ihbarın diğer tarafa\nbildirilmesinden sonra gelecek 6 hafta nihayetinde,\u003C\u002Fp>\n\n\u003Cp>B- İşi 6 aydan 1,5 yıla kadar sürmüş olanlar hakkında ihbarın diğer\ntarafa bildirilmesinden sonra gelecek 9 hafta nihayetinde,\u003C\u002Fp>\n\n\u003Cp>C- İşi 1,5 yıldan 3 yıla kadar sürmüş olanlar hakkında ihbarın\ndiğer tarafa bildirilmesinden sonra gelecek 12 hafta nihayetinde,\u003C\u002Fp>\n\n\u003Cp>D- İşi 3 yıldan fazla sürmüş olanlar hakkında ihbarın diğer tarafa\nbildirilmesinden sonra gelecek 15 hafta nihayetinde muteber olur,\u003C\u002Fp>\n\n\u003Cp>E- Ancak, 11.5.1980 tarihinden sonra işe giren personele yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>Madde 76 : KIDEM TAZMİNATI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Kıdem tazminatı konusunda sendika üyesi tüm personele 4857 sayılı yasa\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu çerçevede gün sayısı;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>A- THY A.O.'nda 15 (15 dahil) yıl hizmeti olanlara 41 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- THY A.O.'nda 15 yıldan fazla hizmeti olanlara 42 gündür.\u003C\u002Fp>\n\n\u003Cp>C- Ancak, 11.5.1980 tarihinden sonra işe giren personele yasadaki gün\nsayısı uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 77 : İHBAR VE KIDEM TAZMİNATININ HESAPLANMASI\u003C\u002Fh2>\n\n\u003Cp>Bu konuda sendika üyesi tüm personele yasa hükümleri uygulanır. \u003C\u002Fp>\n\n\u003Ch2>Madde 78 : İŞE BAŞLAMA VE İSTİHDAM İÇİN GENEL ŞARTLAR\u003C\u002Fh2>\n\n\u003Cp>Kamu Kurum ve Kuruluşlarının daimi kadrolarına ilk defa işçi olarak\nalınacaklar hakkında uygulanacak sınav yönetmeliği esasları dahilinde,\nTürk Hava Yolları A.O.'na bu Toplu İş Sözleşmesinin imza tarihinden\nbaşlayarak alınacak personelde bulunması gerekli en az özellikler\nşunlardır:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>A- T.C. Vatandaşı olmak,\u003C\u002Fp>\n\n\u003Cp>B- Sağlık durumunun \"sağlam\" olduğu hususunu bir resmi hastane sağlık\nkurulu raporu ile belgelemek (kokpit personeli için Sivil Havacılık Genel\nMüdürlüğü tarafından yetkili kılınan öncelik İstanbul olmak üzere\nsayısı birden fazla hastanelerin herhangi birinin sağlık kurulundan \"ICAO -\nEK-1'e\" göre havayolu nakliye pilotluğuna elverişli raporu almak ve\nperiyodik muayenelerini de aynı biçimde raporla belgelemek).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C- Başvuru tarihinde 18 yaşını bitirmiş ve 40 yaşından gün almamış\nolmak (kokpit personeli hariç). Başvuru tarihinden önceki 2 yıl içinde\nyapılan yaş düzeltmeleri dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>D- Doktora yapmış olanlarla yüksek öğrenim görmüş ve kendi dalında\n15 yıllık meslek tecrübesi olanlar ile teknik branşlarda en az 15 yıllık\nmeslek tecrübesi olanlar 50 yaşını aşmamak şartı ile işe\nalınabilirler.\u003C\u002Fp>\n\n\u003Cp>E- Askerlik görevini yapmış veya 2 yıl süre ile tecil ettirmiş\nolmak.\u003C\u002Fp>\n\n\u003Cp>F- En az lise ve eşdeğer bir okul mezunu olmak.\u003C\u002Fp>\n\n\u003Cp>G- İlkokul mezunu olanlar, odacı, bekçi, itfaiyeci, ikram, mutfak, apron,\nmeydan kargo, uçak yükleme, hangar, depo yükleme, döşeme, boya, saç,\nmarangoz, şoförlük, operatörlük, temizlik ve parça yıkama gibi bedeni\nözelliği ağır olan işlere alınabilir ve çalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cp>H- Ortaokul mezunu olanlar, yabancı dil veya daktilo veya steno bilmeleri\nveya alınacağı görevle ilgili en az üç yıl fiili iş tecrübesine sahip\nolduklarını belgelemeleri şartı ile işe alınabilir ve\nçalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cp>İ- Ortaokula eş değerli meslek okullarından mezun olanlar, kendi\nmeslekleri ile ilgili olmak şartıyla (H) fıkrasındaki nitelik ve\ntecrübeler aranmaksızın uygun işlere alınabilirler.\u003C\u002Fp>\n\n\u003Cp>J- İş Kanunu ve buna göre çıkartılmış yönetmelik hükümlerine\nuygun olarak başvurmak kaydıyla işverenin işe alınış usulüne göre\nyapılan değerlendirme sonucu eşit durumda olan adaylar arasında işyerinde\nçalışırken iş kazası veya eceli ile ölen veya meslek hastalığı\nnedeniyle malul kalarak çalışamaz durumda olan personelin çocuklarından\nbiri veya eşi tercihan işe alınır.\u003C\u002Fp>\n\n\u003Cp>K- İşyerlerinde halen belirli süreli iş sözleşmesi ile çalışan\nsözleşmeli personel, şartlarının uygun olması halinde, işletmeye daimi\nkadrolu personel ihtiyacı nedeniyle yeni işçi alımında öncelikle tercih\nedilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 79 : YENİ ALINACAK PERSONELİN ÜCRETİ\u003C\u002Fh2>\n\n\u003Cp>Ortaklığa alınan yeni personelin ücreti aşağıdaki şekilde\nhesaplanır:\u003C\u002Fp>\n\n\u003Cp>A- Kıdem ücreti, yeni personelin görev aldığı iş grubuna\nbakılmaksızın öğrenim durumuna göre aşağıda belirtilen kademelerden\nverilir,\u003C\u002Fp>\n\n\u003Cp>a)İlkokul mezunları 1. kademe,\u003C\u002Fp>\n\n\u003Cp>b)Ortaokul mezunları 2. kademe,\u003C\u002Fp>\n\n\u003Cp>c)Lise mezunları 4. kademe,\u003C\u002Fp>\n\n\u003Cp>d)2 ve 3 yıllık yüksek okul mezunları 6. kademe,\u003C\u002Fp>\n\n\u003Cp>e)4 ve 5 yıllık yüksek okul mezunları 8. kademe,\u003C\u002Fp>\n\n\u003Cp>f)6 ve üzeri yıllık yüksek okul mezunları, bilim doktorası veya master\nyapmış olanlar 10. kademe.\u003C\u002Fp>\n\n\u003Cp>B- Yeni işe alınan personel, hangi iş grubunda görev yapacaksa o grubun\nbaşlangıç iş tazminatını alır.\u003C\u002Fp>\n\n\u003Cp>C- Halen çalışmakta olan personelden, mezun oldukları okulun bir üst\nderecesindeki tahsilini tamamlayıp bu yeni tahsiline dair diploma ibraz\nedenlere, mezuniyet belgesi veya diploma ibraz ettiği tarihte her iki tahsil\nderecesi arasında mevcut olan giriş kademe farkı kadar kademesi\nyükseltilerek intibakı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>Madde 80 : DENEME SÜRESİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>İşe alınan işçiler, iki aylık deneme süresine bağlıdır. Bu süre\niçinde gerek işçi gerek işveren sözleşmeyi bildirimsiz ve tazminatsız\nsona erdirebilir. İşçinin çalıştığı günler için ücret hakkı\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch2>Madde 81 : ÖZÜRLÜ, ESKİ HÜKÜMLÜ VE TERÖR MAĞDURU ÇALIŞTIRMA\u003C\u002Fh2>\n\n\u003Cp>İşveren, bu Toplu İş Sözleşmesinin ”İŞ KAZASI, MALULİYET VE\nÖLÜM” başlıklı maddesi 3. fıkrası kapsamındaki personel sayısını\nda dikkate alarak 4857 sayılı kanunun özürlü, eski hükümlü ve terör\nmağduru çalıştırılması ile ilgili 30. madde hükümlerini uygulamayı\nkabul eder.\u003C\u002Fp>\n\n\u003Ch2>Madde 82 : KADRO POZİSYONUNDA ÇALIŞTIRMA\u003C\u002Fh2>\n\n\u003Cp>A- THY A.O. Personeli, ancak ehliyetli olduğu kadro pozisyonuna atanır.\nPersonel, atandığı kadro pozisyonundan başka bir yerde çalıştırılamaz.\nGereken biçimde onaylanmış bir personel durum fişi (07-001) olmadıkça\nhiçbir kimse kadro pozisyonundan başka bir kadroya nakledilemez. Durum fişi\ndüzenlenerek yeni bir işe atanan personele, bu kadro karşılığı ücreti\nvermeyi işveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>Personelin uzmanlaştırılması amacı ile bu kurala uymak zorunludur.\u003C\u002Fp>\n\n\u003Cp>B- Geçici vekalet durumunda, vekaletin o işyerindeki vekalet edilen\nkadroya en yakın kadrodaki personel arasından 1 kişiye verilmesini işveren\nkabul eder. Vekalet süresi, vekalet edilen kadro boş ise hiçbir şekilde\naltı ayı geçemez. Vekalet süresince işveren vekalet eden personele,\nvekalet ettiği yerin ücreti ile personelin kendi ücreti arasındaki farkı\nüç aydan sonra ücretine ek olarak ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Bir aydan uzun süreli vekaletler yazılı olarak verilir.\u003C\u002Fp>\n\n\u003Cp>C- Boş olmayan kadrolardaki personelin hastalık, ücretsiz izin ve benzeri\ngerekçelerle sürekli veya kısa süreli, üç aydan fazla yokluğu halinde\nyerine yukarıdaki (B) bendine göre vekalet eden personele vekalet ettiği\nsürece kendi ücreti ile vekalet ettiği kadro arasındaki ücret farkını\nüç aydan sonra ücretine ek vekalet ücreti olarak ödemeyi işveren kabul\neder.\u003C\u002Fp>\n\n\u003Ch2>Madde 83 : ÜCRET VE ÜCRET ZAMLARI\u003C\u002Fh2>\n\n\u003Cp>A- THY A.O.'nda genel anlamda ücret, EK-1 cetvelindeki kıdem ücreti ile\nEK-2 cetvelindeki iş tazminatı veya EK-3 cetvelindeki uçuş\ntazminatlarının toplamından oluşur.\u003C\u002Fp>\n\n\u003Ch3>B- Ücret Zammı Uygulaması:\u003C\u002Fh3>\n\n\u003Ch4>1 .Birinci Altı Ay Zammı\u003C\u002Fh4>\n\n\u003Cp>İş bu toplu iş sözleşmesi kapsamında bulunan personelin\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>01.01.2003tarihi itibariyle almakta oldukları kıdem ücreti ile iş ve\nuçuş tazminatlarına 01.01.2003 tarihinden geçerli olmak üzere %5 (yüzde\nbeş), altına düşmemek üzere seyyanen 55.000.000.-TL\u002FAy ücret zammı\nyapılarak, (Ek-1), (Ek-2), ve (Ek-3) sayılı cetvellerde gösterilmiştir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>2.İkinci Altı Ay Zammı\u003C\u002Fh4>\n\n\u003Cp>30.06.2003tarihindeki ücretlere 01.07.2003 tarihinden geçerli olmak\nüzere, %9 oranında ücret zammı yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>3.Üçüncü Altı Ay Zammı\u003C\u002Fh4>\n\n\u003Cp>31.12.2003tarihindeki ücretlere 01.01.2004 tarihinden geçerli olmak üzere\n%5 oranında ücret zammı yapılacaktır. Ancak T.C. Başbakanlık Devlet\nİstatistik Enstitüsü’nün 1994=100 Temel Yıllı Kentsel Yerler Tüketici\nFiyatları Türkiye Geneli Haziran 2004 indeks sayısının, Aralık 2003\nindeks sayısına göre değişim oranının %5’i aşması halinde, aşan\nkısmın 0.80’i dördüncü altı ay ücret zammı oranına ilave\nedilecektir.\u003C\u002Fp>\n\n\u003Ch4>4.Dördüncü Altı Ay Zammı\u003C\u002Fh4>\n\n\u003Cp>30.06.2004tarihindeki ücretlere 01.07.2004 tarihinden geçerli olmak üzere\n%5 oranında ücret zammı yapılacaktır. Ancak T.C. Başbakanlık Devlet\nİstatistik Enstitüsü’nün 1994=100 Temel Yıllı\u003C\u002Fp>\n\n\u003Cp>Kentsel Yerler Tüketici Fiyatları Türkiye Geneli Aralık 2004 indeks\nsayısının, Haziran 2004 indeks sayısına göre değişim oranının %5’i\naşması halinde, aşan kısmı işçilerin 31.12.2004 tarihindeki ücretlerine\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch3>C- Vardiya Primleri Zammı Uygulaması:\u003C\u002Fh3>\n\n\u003Cp>01.01.2003 - 30.06.2003 tarihleri arasında uygulanacak olan vardiya\nprimleri Ek-4 sayılı cetvelde gösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme takip eden altışar aylık dönemlerde işbu toplu iş\nsözleşmesinin ücret zammı maddesine göre artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 84 : VARDİYA (VEYA POSTA) PRİMİ\u003C\u002Fh2>\n\n\u003Cp>İşveren vardiya (veya posta) ile çalışan işçilerine;\u003C\u002Fp>\n\n\u003Cp>1.2'li vardiya ile çalışan işçilere EK-4 cetvelindeki kıdem ücreti\nkademesinin sırasındaki 2'li vardiya primini,\u003C\u002Fp>\n\n\u003Cp>2.3'lü vardiya ile çalışan işçilere EK-4 cetvelindeki kıdem ücreti\nkademesinin sırasındaki 3'lü vardiya primini vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>3.Personel, çalıştığı vardiyanın primini alır. Ancak, geçici\ngörevle bulunduğu ilin dışında başka bir ile giden personele;\u003C\u002Fp>\n\n\u003Cp>a)3'lü vardiyadan 2'li veya normal düzende bir çalışmaya gidiyor ise\n3'lü vardiya primi verilmeye devam edilir.\u003C\u002Fp>\n\n\u003Cp>b)2'li vardiyadan normal düzende bir çalışmaya gidiyor ise 2'li vardiya\nprimi verilmeye devam edilir.\u003C\u002Fp>\n\n\u003Cp>c)Normal düzenden, vardiyalı bir göreve veya 2'li vardiyadan 3'lü\nvardiyalı bir göreve giden personele ise gittiği vardiyanın primi\nödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu geçici görev süresi 3 ayı geçemez.\u003C\u002Fp>\n\n\u003Cp>Vardiya primi, aylık fiili çalışma karşılığı verilir. Hafta tatil\n(vardiya gereği kullanılan tatil), genel tatil, ulusal bayram ve yıllık\nücretli izin dışındaki işe gelememe hallerinde vardiya primi ödenmez.\u003C\u002Fp>\n\n\u003Cp>4.Vardiya (veya posta) ile çalışan işyerlerinde personelin bir kısmı\nveya tamamı, olağanüstü hallerde veya zorlayıcı sebeplerin ortaya\nçıkmasında veya hemen yapılması gereken acil işlerde, ilgili ünitenin\nteklifi Genel Müdürlüğün onayı ile, 3'lü vardiyadan 2'li vardiyaya veya\nnormal düzende bir çalışmaya veyahut 2'li vardiyadan normal düzende bir\nçalışmaya geçirilebilir.\u003C\u002Fp>\n\n\u003Cp>Bu durumda personele, esas vardiya primi verilmeye devam\u003C\u002Fp>\n\n\u003Cp>olunur.\u003C\u002Fp>\n\n\u003Cp>5.Ortaklıkta vardiyalı düzende çalışan personele, planlanan sayıda\nhafta tatilinde (Pazar günü) fiilen çalışmaları karşılığında Ek\nVardiya Primi olarak iş tazminatlarının % 25'i tutarında Ek Vardiya Primi\nödenir.\u003C\u002Fp>\n\n\u003Cp>\" Uçak Revizyon Primi\" alanlara ayrıca Ek Vardiya Primi ödenmez.\u003C\u002Fp>\n\n\u003Cp>Ek Vardiya Primi, her türlü izinler ile her ne sebeple olursa olsun işe\ngelmeme durumlarında kıstelyevm usulü ile ödenir.\u003C\u002Fp>\n\n\u003Ch2>Madde 85 : EK AYLIK ÜCRETLER\u003C\u002Fh2>\n\n\u003Cp>A- İşveren, 6772 sayılı yasa gereğince verilmekte olan 13. ve 14. ek\naylık ücretlerin her birini, kıdem ücret cetvelindeki aylık ücret ve iş\n(kabin ve kokpit personelinin uçuş) tazminatları toplamı üzerinden öder.\n(13. ek aylık ücret Mart, 14. ek aylık ücret Haziran ayında ödenir.)\u003C\u002Fp>\n\n\u003Cp>B- Bütün personele (A) fıkrasındaki esaslar ile Eylül ve Aralık\naylarında olmak üzere 15. ve 16. ek aylık ücret olarak iki ek ödeme daha\nyapılacaktır.\u003C\u002Fp>\n\n\u003Ch2>Madde 86 : ULUSAL BAYRAM VE GENEL TATİL GÜNÜ ÜCRETİ\u003C\u002Fh2>\n\n\u003Cp>Ulusal bayram ve genel tatil günlerinde personel çalışmaz ise o günün\nücretleri tam olarak, tatil yapmayarak çalışır ise ücreti 3 katı olarak\nödenir. (Bir iş karşılığı olmayan tatil günü ücreti + çalışmanın\nkarşılığı ücreti + bir yevmiye tutarındaki tatil günü ilave ücreti).\nHafta tatiline rastlayan bayram ve genel tatil günlerinde çalışılmış ise\nayrıca bir gün ücretli izin verilir. Ancak, bu halde sadece hafta\ntatilindeki çalışmaya ilişkin ücret düzenlenmesine göre ödeme\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Günlük çalışma saatinin yarısı veya yarıdan fazlası genel tatil\nveya ulusal bayrama rastlayan personele genel tatil veya ulusal bayram günü\nücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu madde gereğince ödenecek ücret, personelin EK-1'deki kıdem ücreti\nile EK-2 veya EK-3'deki iş\u002Fuçuş tazminatı toplamı üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch2>Madde 87 : HAFTA TATİLİNDE ÇALIŞANLARIN ÜCRETİ\u003C\u002Fh2>\n\n\u003Cp>Hafta tatilinde personel çalışmazsa bir iş karşılığı olmaksızın o\ngünkü ücretini tam olarak alır. Tatil yapmayarak çalışırsa 3 kat ücret\nödenir. (Hafta tatili olan Pazar günü ücreti + çalışmanın\nkarşılığı olan ücret + bir yevmiye tutarında tatil günü ilave\nücreti). Ayrıca, çalışılan hafta tatili günü karşılığında bir gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Vardiyası gereği pazar günü çalışan personele, pazar günü için\nayrıca hafta tatili ücreti ödenmez.\u003C\u002Fp>\n\n\u003Cp>Bu madde gereğince ödenecek ücret, personelin kıdem ücreti ve\niş\u002Fuçuş tazminatı toplamı üzerinden hesaplanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 88 : FAZLA ÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\u003C\u002Fh2>\n\n\u003Cp>Personelin fazla çalışma ücretinin ödenmesine temel olacak saat\nbaşına birim ücreti, ilgili personelin EK-1'deki aylık kıdem ücreti ile\nEK-2 veya EK-3'deki iş\u002Fuçuş tazminatları toplamının 180'e bölünmesi\nsuretiyle bulunur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>Madde 89 : GECE ÇALIŞMASINDA; HAFTA TATİLİNDE VE GENEL TATİLLERDE\nFAZLA ÇALIŞMA SAAT ÜCRETİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Pazar, Bayram ve saat 20.00den sonra yapılacak fazla çalışmaların\nkarşılığı olan ücret, \"FAZLA ÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\"\nbaşlıklı maddede personelin ünvanına göre tanımlanan birim saat\nücretlerinin % 150 yükseltilmesiyle bulunur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>Madde 90 : FAZLA ÇALIŞMANIN SAAT ÜCRETİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Bu Toplu İş Sözleşmesiyle tesbit edilen normal çalışma süresinden\nsonra yapılacak fazla çalışmaların karşılığı olan ücret, ”FAZLA\nÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\" başlıklı maddede personelin\nünvanına göre tanımlanan birim saat ücretlerinin %75 yükseltilmesiyle\nbulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 91 : FAZLA ÇALIŞMA ÜCRETİNİN ÖDENMESİ\u003C\u002Fh2>\n\n\u003Cp>Bütün fazla çalışma ücretleri, çalışmanın yapıldığı ayı\nizleyen ayın en geç 25. gününe kadar ödenir. Şu kadar ki son ödeme\ngününün tatile rastlaması halinde önceki işgününde ödeme yapılır.\u003C\u002Fp>\n\n\u003Ch2>Madde 92 : HİZMET ROZETİ VERİLMESİ\u003C\u002Fh2>\n\n\u003Cp>Bu konuda Ortaklık yönetmelikleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 93 : YILLIK KIDEM VE İŞ TAZMİNATI KADEME TERFİİ\u003C\u002Fh2>\n\n\u003Ch3>a) Kıdem Terfii:\u003C\u002Fh3>\n\n\u003Cp>HAVA-İŞ üyesi personele her yıl Ağustos ayının 1. günü kıdem\nücret cetvelinde bir kademe ilerlemesi verilir. Yıllık kıdem terfii, 30\ngünden fazla ücretsiz izin alan personel ile kıdem terfiinin durdurulması\ncezası alanlara uygulanmaz. Ancak bir defada 30 günden fazla ücretsiz izin\nkullanan personele, bu izin süresinin Ağustos ayının 1. gününü\nkapsaması halinde sadece 1 kıdem terfii uygulanmaz.\u003C\u002Fp>\n\n\u003Ch3>b) İş Tazminatı Kademelerinde Terfii :\u003C\u002Fh3>\n\n\u003Cp>İşçiler, bulundukları iş grubunun kademelerinde, her iki yıllarını\ntamamladıkça bir sonraki kademeye terfi ederler.\u003C\u002Fp>\n\n\u003Cp>İş Tazminatı kademe ilerlemesi; 15 Nisan, 15 Temmuz, 15 Ekim ve 15 Ocak\ntarihlerinde olmak üzere yılda 4 defa yapılır.\u003C\u002Fp>\n\n\u003Cp>İşe yeni giren personelin kademe ilerlemesi, bu tarihi kapsayan dönemin\nsonunda yapılır.\u003C\u002Fp>\n\n\u003Cp>Kademe terfii, 30 günden fazla ücretsiz izin alanlara kullandıkları izin\nsüresi kadar çalıştıktan, kıdem terfiinin durdurulması cezası alanlara\n1 yıl sonra takip eden terfii döneminin başında uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 94 : SOSYAL KURULUŞLARIN KESİNTİLERİ\u003C\u002Fh2>\n\n\u003Cp>HAVA-İŞ öncülüğünde kurulmuş bulunan kooperatifler için gerekli\nolan kesintiler, ilgilinin muvafakatına istinaden ücret bordrosundan kıdem\nücreti + iş (uçuş) tazminatından tahsil edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, yapılan bu tahsilatı gösteren bir listeyi ilgili kooperatife\ngönderir. İşveren, bu işlemler için herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Ch2>Madde 95 : TÜKETİM KOOPERATİFLERİ VE KANTİNLER\u003C\u002Fh2>\n\n\u003Cp>Bu konuda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 96 : SPOR ÇALIŞMALARI VE TESİSLERİ\u003C\u002Fh2>\n\n\u003Cp>Spor çalışmaları konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch2>Madde 97 : EĞİTİM\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Eğitim çalışmaları konusunda Ortaklık yönetmelik hükümleri\nuygulanır. Ancak, yıllık eğitim programı sendikaya da gönderilir.\u003C\u002Fp>\n\n\u003Ch2>Madde 98 : ÖDÜLLENDİRME\u003C\u002Fh2>\n\n\u003Cp>İşveren, işinde başarı gösterenleri yazılı teşekkür, açık\nteşekkür ve takdirname ile ödüllendirir.\u003C\u002Fp>\n\n\u003Ch2>Madde 99 : YOLLUK\u003C\u002Fh2>\n\n\u003Cp>Yolluk konusunda mer'i mevzuat çerçevesinde Ortaklık Yönetim Kurulu\nKararları uygulanır. Bulunduğu merkezden dış göreve gönderilen\npersonele, mücbir sebep dışında geçici görevleri ile ilgili yolluk\navansları peşin olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>Madde 100 : SENDİKA ÜYESİ HAKKINDA BİLGİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, her ay yeni işe girişleri ve işten ayrılanları sendikaya\u003C\u002Fp>\n\n\u003Cp>bildirir.\u003C\u002Fp>\n\n\u003Ch2>Madde 101 : BU TOPLU İŞ SÖZLEŞMESİNDE DÜZENLENMEYEN KONULAR\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde düzenlenmeyen konularda, Ortaklık\nyönetmelikleri ve mevzuat hükümleri uygulanır. Ortaklık yönetmeliklerinde\nyapılacak değişikliklerde yönetmelik hazırlık çalışmalarında\nsendikadan bir gözlemci de çalışmalara katılır, yönetmelik taslağı\nyürürlüğe girmeden 15 gün önce sendikaya gönderilir. Sendika\ngörüşünü 10 gün içinde işverene bildirir. Sendikanın aksi görüş\nbildirdiği konular en geç 3 gün içinde sendikanın en üst düzeyde 2 ve\nişverenin en üst düzeyde 2 yetkilisinin bir araya geleceği toplantıda\ngörüşülür. Bu toplantıda sendikanın aksi görüş bildirdiği maddeler\nüzerinde uzlaşma sağlanamaz ise yönetmelikler tarafların hukuki hakları\nsaklı kalmak kaydıyla işverence yürürlüğe konabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>Madde 102 : PERSONELE VERİLECEK ÜNİFORMA, İŞ ELBİSESİ VE KORUYUCU\nMALZEME\u003C\u002Fh2>\n\n\u003Cp>Bu konuda işveren yönetmelikleri uygulanır. Personele verilecek\nüniforma, iş elbisesi ve koruyucu malzeme ile ilgili yapılacak ihale ön\nçalışmalarında sendikanın görevlendireceği iki gözlemci bulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Madde 103 : KAZA VE SAĞLIK NEDENLERİ İLE LİSANS KAYBI\u003C\u002Fh2>\n\n\u003Cp>Bu konuda Ortaklık Yönetmelikleri uygulanır. Lisans kaybı sigorta\nprimleri konusunda yapılacak ihale ön çalışmalarında sendikanın\ngörevlendireceği bir gözlemci bulunur.\u003C\u002Fp>\n\n\u003Ch2>Madde 104 : UÇUŞ YIPRANMA TAZMİNATI\u003C\u002Fh2>\n\n\u003Cp>Bu konuda Ortaklık Yönetmelikleri uygulanır. Personele verilecek\nüniforma, iş elbisesi ve koruyucu malzeme ile ilgili yapılacak ihale ön\nçalışmalarında sendikanın görevlendireceği iki gözlemci bulunur.\u003C\u002Fp>\n\n\u003Ch2>Madde 105 : KOKPİT VE KABİN PERSONELİ İLE İLGİLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>Bu konuda Ortaklık Yönetmelikleri uygulanır. Söz konusu yönetmeliklerde\nyapılacak değişiklikler ile ilgili sendikanın görevlendireceği 5,\nişverenin görevlendireceği 5 kişiden oluşacak teknik komisyon\noluşturulur. Bu komisyon değişiklikleri en geç 2004 yaz tarifesi başına\nkadar tamamlar.\u003C\u002Fp>\n\n\u003Cp>Söz konusu yönetmeliklerde aşağıdaki ilkeler uygulanır;\u003C\u002Fp>\n\n\u003Cp>a-07-040 sayılı yönetmelikte kıdem sıralarının belirlenmesinde,\nOrtaklığımızda P\u002FT kabin memuru olarak görev yapan personelin fiili uçuş\nhizmet sürelerinin % 70’i dikkate alınır.\u003C\u002Fp>\n\n\u003Cp>b-01.08.2003 tarihinden geçerli olmak üzere, 07-025 sayılı yönetmelik\nhükümlerince kredili ek aylık uçuş tazminatından uçucu ekip üyesinin\nherhangi bir nedenle (iş kazası ve asgari uçuş yükümlülüğünün\naranmadığı durumlar hariç) katılamadığı uçuş görevlerinde günlük\nen az 6 saat olmak kaydıyla kesinti yapılır, bunun dışında göreve\ngelmediği gün için uçuş planlansın veya planlanmasın herhangi bir\nkesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Stand-by (SB) görevine gelmeyenden 8 saat kredili ek uçuş tazminatından,\nRezerve (RZV) görevini yapmayandan 6 saat kredili ek aylık uçuş\ntazminatından kesinti yapılır.\u003C\u002Fp>\n\n\u003Cp>c-07-024 sayılı THY A.O uçucu personelin uçuştan ayrılma yönetmeliği\nkapsamında Kabin memurları için uçuculuk yaş haddi 50 yaşın\ntamamlandığı tarihtir. Ancak personelin bağlı bulunduğu sosyal güvenlik\nkurumu kapsamında emekli olma yaşı 50 yaşın üstünde ise uçuculuk yaş\nhaddinde bu farklılık göz önüne alınır.\u003C\u002Fp>\n\n\u003Ch2>Madde 106 : UÇUŞ EKİBİNE DAHİL EDİLEN PERSONEL\u003C\u002Fh2>\n\n\u003Cp>İşveren, Ortaklıkça uçuş ekibine dahil edilecek diğer Ortaklık\npersoneline, uçakta görev yapmaları şartıyla yapmış oldukları herbir\nuçuş saati için, gündüz 1 saatlik pilot taban uçuş ücretinin %70'ini, 1\nsaatlik uçuş ücreti olarak ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Ch2>Madde 107 : UÇUCU PERSONEL İLE İLGİLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesi ile kokpit ve kabin personeline sağlanmış\nbulunan haklar, Ortaklık Yönetmelikleri ve Yönetim Kurulu Kararları ile\nmükerrer hak ve menfaat teşkil etmemek üzere uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Madde 108 : TOPLU İŞ SÖZLEŞMESİNİN SÜRESİ VE YÜRÜRLÜĞÜ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Bu Toplu İş Sözleşmesi 01.01.2003 tarihinde yürürlüğe girer ve\n31.12.2004 tarihinde sona erer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Geçici Madde 1 : YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>Yürürlük (Başlangıç) tarihi ile bu Toplu İş Sözleşmesinin imza\ntarihi arasında taraf işçi sendikası üyesi olup da işyerlerinden bağlı\noldukları kanunla kurulu kurum ve sandıklardan yaşlılık, malüllük veya\nemeklilik aylığı almak veya toptan ödeme almak amacı ile ayrılanlara\nyahut muvazzaf askerlik ve evlilik nedeniyle ayrılanlara veya 4857 sayılı\nKanununun 17. maddesi gereğince aynı kanunun 25. maddesi II. bendinde\ngösterilen haller dışında işveren tarafından iş akdi feshedilenlere,\naynı yasanın 24. maddesi gereğince hizmet akdini fesheden işçilerin\nkendilerine, ölenlerin kanuni mirasçılarına yürürlük tarihi ile işten\nayrıldığı veya ölüm tarihine kadar olan süre için münhasıran kıdem\nücretleri ile iş tazminatları farkları ödenir. Kıdem ve ihbar\ntazminatları ile diğer ödemelerle ilgili herhangi bir fark ödenmez.\u003C\u002Fp>\n\n\u003Ch2>Geçici Madde 2 : FARKLARIN ÖDENMESİ\u003C\u002Fh2>\n\n\u003Cp>İşbu toplu iş sözleşmesinin birinci altı aylık döneminde oluşacak\nücret ve diğer tüm ödemelere ilişkin farklar dönem içinde ödenmeyecek;\nbu farklar toplu iş sözleşmesinin onüçüncü ayının sonunda\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>Ancak, Geçici 1. maddeden yararlananlar ile sözleşmenin imzası\ntarihinden sonra herhangi bir nedenle hizmet akdi sona erenlere, varsa\nsözleşme farkları onüçüncü ayın sonunu beklemeksizin hizmet akdinin\nsona erdiği tarih esas alınarak kendilerine veya kanuni mirasçılarına\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YURTDIŞI MERKEZ TAYİNLİ SENDİKALI PERSONELE AİT HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin merkezden tayin edilen yurtdışında görevli\nSendika üyesi personele aynen uygulanacak, değişik uygulanacak ve\nuygulanmayacak maddeleri aşağıdaki bölümlerde gösterilmiş olup, bu Toplu\nİş Sözleşmesi mahallinden tayin edilen T.C. uyruklu ve yabancı personele\nuygulanmayacaktır.\u003C\u002Fp>\n\n\u003Ch3>A- Bu Toplu İş Sözleşmesinin aşağıdaki madde hükümleri THY A.O.\nyurtdışı teşkilatında çalışan merkez tayinli sendikalı personele aynen\nuygulanır.\u003C\u002Fh3>\n\n\u003Cp>1,2, 3, 4, 5, 6, 7, 8, 10, 13, 14, 16, 17, 18, 20, 21,22, 23, 24, 25, 26,\n27, 28, 29, 30, 31, 32, 34, 41, 52, 53, 56, 57, 62, 63, 65, 66, 67, 68, 69, 70,\n71, 72, 73, 74, 80, 88, 92, 98, 99, 100, 101, 102, 108, Geçici 1. ve Geçici\n2. Madde.\u003C\u002Fp>\n\n\u003Ch3>Madde 9 : SENDİKA TEMSİLCİSİ VE GÖREVLİLERİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikaca kurulmuş ve sendikalar yasasına göre yeni kurulacak\norganlarda görev alacak yönetici ve sendika işyeri temsilcilerinin hizmet\nakitlerini haklı bir sebep olmadıkça ve sebebini açık ve kesin şekilde\nbelirtmedikçe feshedemez ve sendikal faaliyetlerinden dolayı işyerlerini\ndeğiştiremez.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, sendika temsilcisi ve görevlilerinin teminatı konusunda 2821\nsayılı Sendikalar Kanununun 29. ve 30. maddeleri saklıdır. Yasaya göre\ntazminat ödenmesi gerektiğinde bu tazminat Türkiye'de Türk Lirası olarak\nödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 19: ULUSAL BAYRAM VE GENEL TATİLLER\u003C\u002Fh3>\n\n\u003Cp>01.08.2003 tarihinden geçerli olmak üzere, personel, çalıştığı\nülkenin ulusal bayram ve genel tatillerine tabi olur.\u003C\u002Fp>\n\n\u003Ch2>Madde 33 : HASTALIK İZİNLERİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, personeline hastalıkları durumunda aşağıdaki esaslara uygun\nolarak ücretli hastalık izni verir:\u003C\u002Fp>\n\n\u003Cp>A- Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatleri halinde 120 güne kadar ücretli izinli sayılırlar.\nAncak, bir takvim yılı içinde toplam 120 günü geçen veya takvim yılı\nile sınırlı olmadan süresi 120 günü geçen sürekli (devamlı) istirahat\nhallerinde personele herhangi bir ödeme yapılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>B- Kanser, verem ve akıl hastalıkları gibi belirli ve uzun süreli\nhastalıklara yakalanan personele 12 aya kadar ücretli hastalık izni\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12 aylık sürenin sonunda hastalıklarının devam ettiği resmi sağlık\nkurulu raporu ile belgelenen personelin izinleri 12 aya kadar daha\nuzatılır.\u003C\u002Fp>\n\n\u003Cp>C- İş kazasına uğrayan veya meslek hastalığına tutulan personele,\niyileşinceye kadar veya malüllüğü resmi sağlık raporu ile\nkesinleşinceye veya ölüm tarihine kadar raporlu bulunduğu süre içinde\nücretli hastalık izni verilir. Ancak, bu süre hiçbir zaman 24 ayı\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>D- Yukarıda (A, B ve C) fıkralarında öngörülen ücretli hastalık\nizinlerinden yararlanan Sosyal Sigortaya bağlı personelin Türk Hava\nYollarındaki ücreti, işveren tarafından tam olarak ödenir. Ancak,\npersonelin medeni durumu ve tedavi biçimine göre adı geçen kurumca gerekli\nişlem yapılan miktar personelce ilgili kurumdan tahsil edilir. Personel,\ntahsil ettiği bu meblağ ile istirahatli olduğuna ilişkin belgeleri en geç\n2 ay içinde ilgili bölüme iletilmek üzere ilk amirine vermeye zorunludur.\nBu işlemi yapmayan personelin ücretinden ilgili miktar kesilir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu fıkrada mahalli kanunlar uygulanır.\u003C\u002Fp>\n\n\u003Cp>E- THY A.O. Personelinin yukarıda belirtilen hastalık izinlerinden\nyararlanabilmesi için Sosyal Sigortaya bağlı personelin Sosyal Sigortalar\nKurumu Tabiplerinden veya Sosyal Sigortalar Kurumunca yetkili kılınmış THY\nA.O. Tabiblerinden (THY A.O. Tabibi bulunmayan yerlerde resmi bir tabibten)\nalacakları raporu işverene vermesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu fıkrada mahalli kanunlar uygulanır.\u003C\u002Fp>\n\n\u003Ch3>Madde 36 : EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, evlenen personeline bir defaya mahsus olmak üzere sözleşmenin\nbirinci altı ayında 39.000.000.-TL., sözleşmenin ikinci altı ayında\nevlenenler için ise 43.000.000.-TL., evlenme yardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>Evlenme olayı toplu iş sözleşmesinin üçüncü ve dördüncü altı\naylarında olmuş ise o döneme ait ücret zammı oranında ve ücretin\nzamlandığı tarih itibariyle artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Eşler THY A.O. personeli ise bu yardım ikisine de ayrı ayrı yapılır.\nBu yardımdan yararlanmak için personelin evliliğini belgelemesi\nzorunludur.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 37: SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi kapsamında bulunan işçilere sosyal yardım\nolarak her ay olmak üzere toplu iş sözleşmesinin birinci altı\u003C\u002Fp>\n\n\u003Cp>ayında 40.000.000.-TL\u002FAy., ikinci altı ayında ise 45.000.000.-TL\u002FAy\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin üçüncü ve dördüncü altı\naylarında ücret zammı oranında ve ücretin zamlandığı tarih itibariyle\narttırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nhastalık istirahati hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 42 : ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikalı personelin eşinin veya bakmakla yükümlü bulunduğu\nçocukları ile anne ve babasının ölümleri halinde sözleşmenin birinci\naltı ayında 98.000.000.-TL ölüm yardımı yapar. Bu yardım sözleşmenin\nikinci altı ayında ölenler için ise 107.000.000.-TL. olarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ölüm olayı toplu iş sözleşmesinin üçüncü ve dördüncü altı\naylarında olmuş ise o döneme ait ücret zammı oranında ve ücretin\nzamlandığı tarih itibariyle artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımı alabilmek için personel ölümü işverene belgelemek\nzorundadır. THY A.O.'nda çalışan eşlerin çocuklarının ölümü halinde\nbu yardım eşlerden yalnız birine yapılır. Bu yardım, personelin isteği\nhalinde bağlı bulunduğu müdürlük muhasebesinden avans olarak derhal\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 43 : İŞ KAZASI, MALULİYET VE ÖLÜM\u003C\u002Fh3>\n\n\u003Cp>1.İş kazası, aşağıdaki hal ve durumlardan birinde meydana gelen hemen\nveya sonradan bedence ve ruhça arızaya uğratan olaydır;\u003C\u002Fp>\n\n\u003Cp>a)İşverene ait veya işverence sağlanan bir taşıtla toplu veya bireysel\nolarak işyerine getirilip ve götürülmelerde,\u003C\u002Fp>\n\n\u003Cp>b)Personelin, kendi imkanları ile makul ve trafikçe mutad güzergahtan\nİşyerine gidip dönmeleri sırasında,\u003C\u002Fp>\n\n\u003Cp>c)İşveren tarafından verilen göreve gidiş ve dönüşlerde,\u003C\u002Fp>\n\n\u003Cp>d)İşyerlerinde bulunduğu sırada,\u003C\u002Fp>\n\n\u003Cp>e)Görev emirli pas bileti ile uçuş sırasında,\u003C\u002Fp>\n\n\u003Cp>f)Emzikli kadının çocuğuna süt vermek için ayrılan zamanda.\u003C\u002Fp>\n\n\u003Cp>2.Birinci bentteki hallerin doğumunda işverence ödenecek tazminat\ntutarları, aşağıdaki şekilde olacaktır:\u003C\u002Fp>\n\n\u003Cp>b)İşveren, görev emirli pas bileti ile uçan personeli ile uçuş ekibine\nkatılan uçuş görevlisinin uçak kazası sonucu, ilgili bulunduğu sosyal\ngüvenlik kurumu mevzuatına göre malul sayılması durumunda, çalışamaz\ndurumunun raporla tevsiki halinde personelin kendisine, ölümü halinde yasal\nmirasçılarına net 242.000.000.-TL. tazminat ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Ancak, personelin pas biletini haiz olması sebebiyle, sigortadan\nalabileceği tazminat bu tutara ulaşmadığı takdirde, işveren tarafından\nnet 242.000.000.-TL'sına tamamlanır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu para Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, toplu veya bireysel olarak personelin işyerine götürülüp\ngetirilmesinde veya işveren tarafından verilen görev gidiş ve\ndönüşlerinde veya görev başında veya personelin kendi imkanları ile\nmakul güzergah üzerinden işe gidip gelmeleri durumunda bir kazaya\nuğramaları halinde kasıtlı veya ağır kusur (ağır kusur 8\u002F8 ve 7\u002F8'dir)\nhalleri hariç ilgili bulunduğu sosyal güvenlik kurumu mevzuatına göre\nmalul sayılması halinde, çalışamaz durumunun raporla tevsiki koşuluyla\nkendisine, ölümü halinde yasal mirasçılarına net 242.000.000.-TL'sı\nöder.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu para Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>3.İşveren, kasıtlı veya ağır kusur halleri (ağır kusur 8\u002F8 ve 7\u002F8'\ndir) hariç personelin geçirdiği iş kazası, meslek hastalığı veya\nherhangi bir kaza sonucu asli görevini yapamaz hale gelmesi durumunda;\u003C\u002Fp>\n\n\u003Cp>a)2 yıl asli görevindeki aylık ücretini (kıdem ücreti + iş\ntazminatı) aynen öder.\u003C\u002Fp>\n\n\u003Cp>b)Yukarıdaki durumlara uyan personel (a) fıkrasında belirtilen süre\niçinde asli görevini yapabilecek biçimde iyileşmezse, durumuna uygun bir\niş verilir. Bu durumda eski ücretinde bir değişiklik yapılmaz. Yeni\nişindeki yan ödemeler ayrıca verilir. Personel merkeze getirilerek\nTürkiye'deki ücreti üzerinden uygulanır.\u003C\u002Fp>\n\n\u003Cp>4.İşveren, bu maddenin 2. bendinde sayılan ölüm ve maluliyet\n(görevlerini yapamayacak ve sürekli tam iş göremezlik durumuna düşen ve\nbağlı bulundukları sağlık kurumlarının sağlık kurullarından alınacak\nraporla tevsik edilmek şartıyla) durumları ile personelin eceli ile\nölümü, kasıtlı ve ağır kusurlu (ağır kusur 8\u002F8 ve 7\u002F8'dir) durumları\ndışında olmak üzere personelin yukarıda belirtilen maluliyeti durumunda\nkendisine, ölümü durumunda yasal mirasçılarına net 242.000.000.-TL.\nöder.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu para Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>5.İşveren, bu maddenin bütün bentlerinde belirtilen tazminatları, THY\nA.O. Personel Sosyal Yardım Vakfından karşılayamaz.\u003C\u002Fp>\n\n\u003Ch3>Madde 44-45-46-47-48-49\u003C\u002Fh3>\n\n\u003Cp>Bu madde hükümleri yurtdışı THY A.O. Personeline uygulanır. Şu kadar\nki, Türk Parasının kıymetini koruma hakkındaki hükümler çerçevesinde\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Ch3>Madde 61 : NORMAL ÇALIŞMA DIŞINDA FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>Normal çalışma saatleri dışında, çalışma devamı olarak fazla\nçalışmaya kalan personel, yaptığı fazla çalışma saati kadar fazla\nçalışma ücretine hak kazanır. Evinden çağırılan personel (3) saatlik\ndondurulmuş fazla çalışma ücretine hak kazanır. Ancak, çalışma süresi\ndaha fazla ise fiili çalışma kadar fazla çalışma ücreti alır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yukarıdaki fıkra gereğince işe çağırılan personeli 22.00\n- O7.00 saatleri arasında evinden işyerine ve işyerinden evine getirip\ngötürür.\u003C\u002Fp>\n\n\u003Ch3>Madde 75-76-77\u003C\u002Fh3>\n\n\u003Cp>Bu madde hükümleri Türkiye'de Türk Lirası olarak ödenir. Şu kadar ki,\nbu ödemelerde yurtdışına tayin edilmeden önce THY A.O.'nda almakta olduğu\nson maaşa (kıdem ücreti + iş tazminatı) yurtdışında geçirdiği\nsürelere taalluk eden kıdem terfileri de katılmak suretiyle alması lazım\ngelen maaş üzerinden yurtiçinde ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Madde 85 : EK AYLIK ÜCRETLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>a)İşveren, 6772 sayılı Yasa gereğince verilmekte olan 13. ve 14. ek\naylık ücretlerin her birini, kıdem ücret cetvelindeki aylık ücret ve iş\n(kabin ve kokpit personelinin uçuş) tazminatları toplamı üzerinden öder.\n(13. ek aylık ücret Mart, 14. ek aylık ücret Haziran ayında ödenir.)\u003C\u002Fp>\n\n\u003Cp>b)Bütün personele (A) fıkrasındaki esaslar ile Eylül ve Aralık\naylarında olmak üzere 15. ve 16. ek aylık ücret olarak iki ek ödeme daha\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu ücretler Türkiye'deki kadrosu üzerinden hesaplanarak,\nTürkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 91 : FAZLA ÇALIŞMA ÜCRETİNİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>Bütün fazla çalışma ücretleri, çalışmanın yapıldığı ayı\nizleyen ayın en geç 30. gününe kadar ödenir. Şu kadar ki, son ödeme\ngününün tatile rastlaması halinde önceki işgününde ödeme yapılır.\u003C\u002Fp>\n\n\u003Ch3>Madde 93 : YILLIK KIDEM VE İŞ TAZMİNATI KADEME TERFİİ\u003C\u002Fh3>\n\n\u003Cp>Bu madde merkez tayinli personele Türkiye'deki kadrosu için uygulanır.\u003C\u002Fp>\n\n\u003Ch4>B- Yurtdışında çalışan merkez tayinli sendika üyesi personel için\nhükümler:\u003C\u002Fh4>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin aşağıdaki madde hükümleri THY A.O.\nyurtdışı teşkilatında çalışan merkez tayinli sendika üyesi\npersonele;\u003C\u002Fp>\n\n\u003Cp>a)Yurtdışında çalışan merkez tayinli sendikalı personelin konut\nihtiyacına karşılık (I.0O0 $) Dolar avans verilir ve avans miktarı Maliye\nBakanlığının belirttiği sürede eşit taksitlerle kesilir.\u003C\u002Fp>\n\n\u003Cp>b)Yurtdışı teşkilatında çalışan merkez tayinli sendikalı personele\nödenen aylık ücretler 202 sayılı yasa gereğince vergilendirilerek\nödenir. Şu kadar ki, halen yapılan uygulamada izlenen usul personelin lehine\nbir durum yaratıyorsa, bu usul uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)Dış bürolarda görevli bulunan merkez tayinli sendikalı personel,\ngörevlerini layıkıyla ifa ederek tayin edildikleri müddetin sonunda yurda\ndöndüklerinde, THY A.O. teşkilatında yurtdışına tayin edilmeden önceki\nkıdem ücreti ve iş grubuyla ve bu müddet zarfında kıdem ücret ilerlemesi\nalmış olan münasip görülecek herhangi bir vazifede görevlendirilirler.\u003C\u002Fp>\n\n\u003Cp>d)İşveren, THY A.O. (D) kadrosuna dahil merkez tayinli personele ödemekte\nbulunan ücretlerin hesaplanmasında kullanılan katsayının ilgili\nmemleketlerde Türk Dışişleri Memurlarına tatbik edilen katsayı seviyesine\nçıkartılması için yapılmakta olan çalışmalar, bu Toplu İş\nSözleşmesi süresi içinde devam eder.\u003C\u002Fp>\n\n\u003Cp>e)Ulusal bayram ve genel tatil günlerinde çalıştırılan merkez tayinli\nsendika üyesi personele, bu günler için bir ilave yevmiye ödenir.\u003C\u002Fp>\n\n\u003Ch4>C- Bu Toplu İş Sözleşmesinin aşağıdaki madde hükümleri yurtdışı\nteşkilatında çalışan merkez tayinli sendika üyesi personele\nuygulanmayacaktır.\u003C\u002Fh4>\n\n\u003Cp>11, 12, 15, 35, 38, 39, 43-2\u002Fa, 50, 51, 54, 55, 58, 59, 60, 64, 78, 79, 81,\n82, 83, 84, 86, 87, 89, 90, 94, 95, 96, 97, 103, 104, 105, 106, 107.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>BELİRLİ SÜRELİ SÖZLEŞMELİ SENDİKALI PERSONELE AİT HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>Bu bölümdeki hükümler, belirli süreli sözleşmeli personel ile\nsözleşmesi belirsiz süreli sözleşmeye dönüşen personele\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Her yıl 15 Ocak, 15 Nisan, 15 Temmuz ve 15 Ekim tarihlerinde halen\nçalışmakta olan Kısmi Süreli personel 2 yılını (Kabin Memurları 1\nyılını), imza tarihinden sonra işe başlayacak Kısmi Süreli personel 9\nayını doldurduğunda Belirli Süreli Sözleşmeli personel statüsüne\ngeçirilir.\u003C\u002Fp>\n\n\u003Cp>İş yerinde en fazla 7 ay süreyle belirli süreli iş sözleşmesiyle\npersonel istihdam edilebilir.\u003C\u002Fp>\n\n\u003Cp>Bu 7 aylık sürenin dolması ile birlikte veya daha az süreli sözleşme\nile istihdam halinde, sözleşmenin yenilenmesi ile birlikte, sözleşme\nbaşlangıçtan itibaren belirsiz süreliye dönüşür.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin imza tarihinden sonra işe alınan belirli\nsüreli hizmet akdiyle çalışan personel;\u003C\u002Fp>\n\n\u003Cp>bu toplu iş sözleşmesinin görev yaptığı iş grubundaki (Ek-1), (Ek-\n2), (Ek-3) ve (EK-4)’de düzenlenen cetvellerdeki giriş kademesi\nücretlerinin en az %60’ını en çok 7 ay süreyle ilk sözleşme\nmüddetince, en az %70’ini 2,5 yıldan arda kalan süreyle alır. Ancak hangi\ntarihte işe alınırsa alınsın aynı iş grubu içinde farklı oran\nuygulanmaz. Bu sürenin sonunda 15 Ocak, 15 Nisan, 15 Temmuz ve 15 Ekim\ndönemlerinde görev yaptığı iş grubundaki (Ek-1), (Ek-2), (Ek-3) ve\n(EK-4)’de düzenlenen cetvellerdeki giriş kademesi ücretlerinin\n%100’ünü alır.\u003C\u002Fp>\n\n\u003Cp>15.07.2003 tarihinden geçerli olmak üzere, bu toplu iş sözleşmesinin\nimza tarihi itibarıyla çalışmakta olan ve bu statüdeki çalışması 2,5\nyılı doldurmayan personel 2,5 yılını dolduruncaya kadar, görev\nyaptığıiş grubundaki(Ek-1),(Ek-2),(Ek-3) ve(EK-4)’de\u003C\u002Fp>\n\n\u003Cp>düzenlenen cetvellerdeki giriş kademesi ücretlerinin en az %70’ini\nalır.\u003C\u002Fp>\n\n\u003Cp>2,5 yılını dolduran ve bu toplu iş sözleşmesinin imza tarihi\nitibarıyla çalışmakta olan bu statüdeki personel , 15.07.2003 tarihinden\ngeçerli olmak üzere, görev yaptığı iş grubundaki (Ek-1), (Ek-2), (Ek-3)\nve (EK-4)’de düzenlenen cetvellerdeki giriş kademesi ücretlerinin\n%100’ünü alır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin imza tarihi itibarıyla çalışmakta olan ve\nbu statüde 2,5 yılını doldurmayan personel 15 Aralık 2004 itibarıyla\ngörev yaptığıiş grubundaki(Ek-1),(Ek-2),(Ek-3) ve(EK-4)’de\u003C\u002Fp>\n\n\u003Cp>düzenlenen cetvellerdeki giriş kademesi ücretlerinin %100’ünü\nalır.\u003C\u002Fp>\n\n\u003Cp>01.01.2003 ile 15.07.2003 dönemi arasındaki farklar; 18. Dönem Toplu iş\nsözleşmesi Belirli Süreli Sözleşmeli Sendikalı personele ait hükümler\nkapsamında hesaplanır.\u003C\u002Fp>\n\n\u003Ch3>A- Bu Toplu İş Sözleşmesinin aşağıdaki madde hükümleri THY A.O. da\nçalışan bu statdeki personele aynen uygulanır.\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin değişik olarak düzenlenen 21., 24. ve 82.\nmaddeleri ile hiç uygulanmayacak 79. maddesi dışındaki tüm maddeleri bu\nstatüdeki personele aynen uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch3>B- Bu Toplu İş Sözleşmesinin aşağıdaki madde hükümleri THY A.O. da\nçalışan bu statüdeki personele değiştirilerek uygulanır.\u003C\u002Fh3>\n\n\u003Ch3>Madde 21 : YILLIK ÜCRETLİ İZİN SÜRELERİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerinde bir yıl hizmet süresini doldurmuş sendika üyesi\nbelirli süreli sözleşmeli personele İş Kanunu’nun 53. maddesinde\nbelirtilen izin sürelerine 4 işgünü ilave ederek aşağıdaki şekilde\nyıllık ücretli izin verir;\u003C\u002Fp>\n\n\u003Cp>1-5 yıl arası : 18 işgünü \u003C\u002Fp>\n\n\u003Cp>5-15 yıl arası : 24 işgünü \u003C\u002Fp>\n\n\u003Cp>15 yıl ve fazlası : 30 işgünü\u003C\u002Fp>\n\n\u003Ch3>Madde 24 : MAZERET İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personele meşru mazeretleri ve yazılı olarak talepleri halinde\nbir takvim yılı içinde 5 güne kadar ücretli mazeret izni verir. Acil ve\nzorunlu hallerde amirine haber vermek suretiyle mazeret izni kullanılır ve\nyazılı talep sonradan tamamlanır.\u003C\u002Fp>\n\n\u003Ch3>Madde 82 : SÖZLEŞME POZİSYONUNDA ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>T.H.Y A.O belirli süreli sözleşmeli personeli ancak sözleşmesinde\nyazılı pozisyonda çalışır. Bu personel sözleşmesinde yazılı\npozisyondan başka bir yerde çalıştırılamaz. Gereken biçimde onaylanmış\nbir durum fişi (07-001) olmadıkça hiçbir kimse sözleşmesindeki\npozisyondan başka bir pozisyona nakledilemez.\u003C\u002Fp>\n\n\u003Cp>Personelin uzmanlaştırılması amacıyla bu kurala uymak zorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EKLER\u003C\u002Fh2>\n\n\u003Ch3>EK-5 DİŞ VE DİŞ TEDAVİSİ KONUSU ( HAVA-İŞ ÜYESİ TÜM PERSONEL\nİÇİN )\u003C\u002Fh3>\n\n\u003Cp>A- Protez ve briç iki yıl miadlıdır. ( Bu süreden sonra yenilenmesi\nhekimin lüzum görmesine bağlıdır.)\u003C\u002Fp>\n\n\u003Cp>B- Protez malzemesi ve protez işçiliği Türk Tabibler Birliği asgari\nücret tarifesi üzerinden ödenir.\u003C\u002Fp>\n\n\u003Cp>C- Altın malzeme masrafı Ortaklıkça ödenmez.\u003C\u002Fp>\n\n\u003Cp>Türk Tabibler Birliği asgari ücret tarifesinde yer alan çekim, tedavi ve\nprotez aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>(108) Asıl,(2)Geçici Madde ve (6) ek le \"Yurtdışı Merkez Tayinli\nPersonel” ve”Belirli Süreli Sözleşmeli Personel” ile ilgili\nbölümleri ihtiva eden işbu İşletme Toplu iş Sözleşmesi 18.08.2003\ngünü taraflarca imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbamemtrad":46,"trainingprogrammes":50,"healthinsurance":53,"healthandsafetypolicy":57,"code_application":60,"protectiveclothing":64,"hivpolicy":68,"funeralpay":72,"contracttrial":76,"longtermillness":79,"sicknesspay":83,"disabilitypay":87,"paidmaternityleave":91,"paidmaternityleaveduration":94,"pregnancy":98,"paidpaternityleave":102,"healthinsurancerelatives":106,"deathrelatives":110,"marriage":114,"marriageleave":117,"maternity_nursing_breaks_duration":121,"nursingfacilities":123,"childcareprovision":126,"sexualhar":130,"WORKHOURS_trigger":134,"hourspweek_select":137,"PAIDLEAV_trigger":141,"holidaysdays":144,"bankholidays1":148,"TRADEUNLEAV_trigger":152,"LOWWAGE_provision":155,"STRUCINCR_trigger":159,"NOCTPREM_trigger":163,"ONCERISE_trigger":167,"oncerise_detail":170,"ONCERISE2_trigger":174,"OVERTIME_trigger":176,"overtimeallowancetype_general":179,"SUNDAY_trigger":183,"mealvouchers":187,"SENIOR_trigger":191,"longserviceallowancetype":194},{"bindId":43,"name":44,"text":45},"cbadate_start","Bu Toplu İş Sözleşmesi 01.01.2003 tarihi","Bu Toplu İş Sözleşmesi 01.01.2003 tarihinde yürürlüğe girer ve\n31.12.2004 tarihinde sona erer.",{"bindId":47,"name":48,"text":49},"cbamemtrad","Türkiye Sivil Havacılık Sendikası (HAVA-","Türkiye Sivil Havacılık Sendikası (HAVA-İŞ)",{"bindId":51,"name":52,"text":52},"trainingprogrammes","Madde 97 : EĞİTİM",{"bindId":54,"name":55,"text":56},"healthinsurance","Sosyal Sigortalar Kurumuna bağlı persone","Sosyal Sigortalar Kurumuna bağlı personele 506 sayılı Sosyal Sigortalar\nKanunu uygulanır.\n\n1.506 sayılı yasaya göre sigortalılara yapılmakta olan sağlık\nyardımlarının dışında, sigortaca yapılmayan fakat Ortaklığımızca\nT.C. Emekli Sandığına bağlı personele yapılan sağlık yardımları veya\ngerekli sağlık ödemeleri aynı esaslar dahilinde sigortalı personele de\nyapılır.",{"bindId":58,"name":59,"text":59},"healthandsafetypolicy","Madde 51 : İŞ SAĞLIĞI VE İŞ GÜVENLİĞİ",{"bindId":61,"name":62,"text":63},"code_application","A- Bu konuda İşçi Sağlığı ve İş Güvenliğ","A- Bu konuda İşçi Sağlığı ve İş Güvenliği Tüzüğü ile diğer\nyasa ve tüzük hükümleri uygulanır.",{"bindId":65,"name":66,"text":67},"protectiveclothing","Madde 102 : PERSONELE VERİLECEK ÜNİFORMA","Madde 102 : PERSONELE VERİLECEK ÜNİFORMA, İŞ ELBİSESİ VE KORUYUCU\nMALZEME\n\nBu konuda işveren yönetmelikleri uygulanır. Personele verilecek\nüniforma, iş elbisesi ve koruyucu malzeme ile ilgili yapılacak ihale ön\nçalışmalarında sendikanın görevlendireceği iki gözlemci bulunur.",{"bindId":69,"name":70,"text":71},"hivpolicy","A- T.C. Vatandaşı olmak, B- Sağlık durum","A- T.C. Vatandaşı olmak,\n\nB- Sağlık durumunun \"sağlam\" olduğu hususunu bir resmi hastane sağlık\nkurulu raporu ile belgelemek (kokpit personeli için Sivil Havacılık Genel\nMüdürlüğü tarafından yetkili kılınan öncelik İstanbul olmak üzere\nsayısı birden fazla hastanelerin herhangi birinin sağlık kurulundan \"ICAO -\nEK-1'e\" göre havayolu nakliye pilotluğuna elverişli raporu almak ve\nperiyodik muayenelerini de aynı biçimde raporla belgelemek).",{"bindId":73,"name":74,"text":75},"funeralpay","İşveren, sendikalı personelin eşinin vey","İşveren, sendikalı personelin eşinin veya bakmakla yükümlü bulunduğu\nçocukları ile anne ve babasının ölümleri halinde sözleşmenin birinci\naltı ayında 98.000.000.-TL ölüm yardımı yapar. Bu yardım sözleşmenin\nikinci altı ayında ölenler için ise 107.000.000.-TL. olarak uygulanır.",{"bindId":77,"name":78,"text":78},"contracttrial","Madde 80 : DENEME SÜRESİ",{"bindId":80,"name":81,"text":82},"longtermillness","B- Kanser, verem ve akıl hastalıkları gi","B- Kanser, verem ve akıl hastalıkları gibi belirli ve uzun süreli\nhastalıklara yakalanan personele 12 aya kadar ücretli hastalık izni\nverilir.",{"bindId":84,"name":85,"text":86},"sicknesspay","Madde 33 : HASTALIK İZİNLERİ İşveren, pe","Madde 33 : HASTALIK İZİNLERİ\n\nİşveren, personeline hastalıkları durumunda aşağıdaki esaslara uygun\nolarak ücretli hastalık izni verir:\n\nA- Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatleri halinde 120 güne kadar ücretli izinli sayılırlar.\nAncak, bir takvim yılı içinde toplam 120 günü geçen veya takvim yılı\nile sınırlı olmadan süresi 120 günü geçen sürekli (devamlı) istirahat\nhallerinde personele herhangi bir ödeme yapılamaz.",{"bindId":88,"name":89,"text":90},"disabilitypay","a)İşveren, kokpit personeli, kabin perso","a)İşveren, kokpit personeli, kabin personeli ile uçuş ekibine katılan\nuçuş görevlisinin uçak kazası sonucu, ilgili bulunduğu sosyal güvenlik\nkurumu mevzuatına göre malul sayılması halinde, çalışamaz durumunun\nraporla belgelenmesi şartıyla personelin kendisine, ölümü halinde yasal\nmirasçılarına net 242.000.000.-TL. tazminat ödemeyi kabul eder.",{"bindId":92,"name":93,"text":93},"paidmaternityleave","Madde 26 : DOĞUM İZNİ",{"bindId":95,"name":96,"text":97},"paidmaternityleaveduration","İşveren, doğum yapan kadın personele doğ","İşveren, doğum yapan kadın personele doğumdan önce 8 hafta, doğumdan\nsonra 12 hafta ücretli doğum izni verir.",{"bindId":99,"name":100,"text":101},"pregnancy","İşveren, 1475 sayılı İş Yasasının 81. ma","İşveren, 1475 sayılı İş Yasasının 81. maddesi hükümlerine\nistinaden çıkartılan \"Gebe veya Emzikli Kadınların Çalıştırılma\nKoşulları ile Emzirme Odaları ve Çocuk Bakım Yurtları (Kreş) Hakkında\nTüzük\" hükümlerini yerine getirmeyi kabul eder. Bu hükümler\nuygulanıncaya kadar işveren, kreş konusunda; mer'i uygulama kapsamında, THY\nA.O. Personeli Sosyal Yardımlaşma Vakfı Kreşinin aylık kreş ücreti esas\nalınarak, THY A.O. Yönetim Kurulunca belirlenecek miktarda yardım yapmayı\nkabul eder.",{"bindId":103,"name":104,"text":105},"paidpaternityleave","İşveren, erkek personeline eşinin doğum ","İşveren, erkek personeline eşinin doğum yapması halinde 6 gün ücretli\ndoğum izni verir. Bu izin doğumdan başlayarak 1 haftalık süre içinde\nbaşlatılarak kullanılır.",{"bindId":107,"name":108,"text":109},"healthinsurancerelatives","B- Sigortalı personelin eş ve çocukları ","B- Sigortalı personelin eş ve çocukları :\n\nSigortalı personelin eş ve çocuklarına 506 sayılı yasaya göre\nyapılmakta olan sağlık yardımlarının dışında, sigortanın yapmadığı\nfakat Ortaklığın T.C. Emekli Sandığına bağlı personelin eş ve\nçocuklarına yaptığı sağlık yardımları veya gerekli sağlık ödemeleri\naynı esaslar dahilinde yapılır.",{"bindId":111,"name":112,"text":113},"deathrelatives","İşveren, personele eşinin, çocuklarının,","İşveren, personele eşinin, çocuklarının, anne veya babasının veya\nkardeşlerinin ölümü halinde 7 gün ücretli izin verir. Bu izin olaydan\nbaşlayarak 1 aylık sürede kullanılır.",{"bindId":115,"name":116,"text":116},"marriage","Madde 25 : EVLENME İZNİ",{"bindId":118,"name":119,"text":120},"marriageleave","İşveren, personeline evlenmesi halinde 8","İşveren, personeline evlenmesi halinde 8 gün ücretli evlenme izni verir.\nBu izin evlenmeyi izleyen 3 aylık sürede kullanılır.",{"bindId":122,"name":100,"text":101},"maternity_nursing_breaks_duration",{"bindId":124,"name":125,"text":125},"nursingfacilities","Madde 39 : KREŞ YARDIMI",{"bindId":127,"name":128,"text":129},"childcareprovision","Madde 39 : KREŞ YARDIMI İşveren, 1475 sa","Madde 39 : KREŞ YARDIMI\n\nİşveren, 1475 sayılı İş Yasasının 81. maddesi hükümlerine\nistinaden çıkartılan \"Gebe veya Emzikli Kadınların Çalıştırılma\nKoşulları ile Emzirme Odaları ve Çocuk Bakım Yurtları (Kreş) Hakkında\nTüzük\" hükümlerini yerine getirmeyi kabul eder. Bu hükümler\nuygulanıncaya kadar işveren, kreş konusunda; mer'i uygulama kapsamında, THY\nA.O. Personeli Sosyal Yardımlaşma Vakfı Kreşinin aylık kreş ücreti esas\nalınarak, THY A.O. Yönetim Kurulunca belirlenecek miktarda yardım yapmayı\nkabul eder.",{"bindId":131,"name":132,"text":133},"sexualhar","6.İşçinin işverenin başka bir işçisine c","6.İşçinin işverenin başka bir işçisine cinsel tacizde bulunması.",{"bindId":135,"name":136,"text":136},"WORKHOURS_trigger","Madde 53 : ÇALIŞMA SÜRELERİ",{"bindId":138,"name":139,"text":140},"hourspweek_select","İş süresi haftada en çok 45 saattir. Bu ","İş süresi haftada en çok 45 saattir. Bu süre, haftada 6 işgünü\nçalışılan işyerlerinde günde 7.5 saati geçmemek üzere ve Cumartesi\ngünleri kısmen veya tamamen tatil eden işyerlerinde haftanın çalışılan\ngünlerine eşit ölçüde bölünerek uygulanır.",{"bindId":142,"name":143,"text":143},"PAIDLEAV_trigger","Madde 21 : YILLIK ÜCRETLİ İZİN SÜRELERİ",{"bindId":145,"name":146,"text":147},"holidaysdays","A- İşyerinde bir yıl hizmet süresini dol","A- İşyerinde bir yıl hizmet süresini doldurmuş sendika üyelerine 30\nişgünü yıllık ücretli izin verilir.",{"bindId":149,"name":150,"text":151},"bankholidays1","Madde 19 : ULUSAL BAYRAM VE GENEL TATİLL","Madde 19 : ULUSAL BAYRAM VE GENEL TATİLLER",{"bindId":153,"name":154,"text":154},"TRADEUNLEAV_trigger","Madde 12 : SENDİKAL İZİNLER",{"bindId":156,"name":157,"text":158},"LOWWAGE_provision","01.01.2003tarihi itibariyle almakta oldu","01.01.2003tarihi itibariyle almakta oldukları kıdem ücreti ile iş ve\nuçuş tazminatlarına 01.01.2003 tarihinden geçerli olmak üzere %5 (yüzde\nbeş), altına düşmemek üzere seyyanen 55.000.000.-TL\u002FAy ücret zammı\nyapılarak, (Ek-1), (Ek-2), ve (Ek-3) sayılı cetvellerde gösterilmiştir.",{"bindId":160,"name":161,"text":162},"STRUCINCR_trigger","2.İkinci Altı Ay Zammı 30.06.2003tarihin","2.İkinci Altı Ay Zammı\n\n30.06.2003tarihindeki ücretlere 01.07.2003 tarihinden geçerli olmak\nüzere, %9 oranında ücret zammı yapılacaktır.",{"bindId":164,"name":165,"text":166},"NOCTPREM_trigger","Madde 89 : GECE ÇALIŞMASINDA; HAFTA TATİ","Madde 89 : GECE ÇALIŞMASINDA; HAFTA TATİLİNDE VE GENEL TATİLLERDE\nFAZLA ÇALIŞMA SAAT ÜCRETİ",{"bindId":168,"name":169,"text":169},"ONCERISE_trigger","Madde 85 : EK AYLIK ÜCRETLER",{"bindId":171,"name":172,"text":173},"oncerise_detail","a)İşveren, 6772 sayılı Yasa gereğince ve","a)İşveren, 6772 sayılı Yasa gereğince verilmekte olan 13. ve 14. ek\naylık ücretlerin her birini, kıdem ücret cetvelindeki aylık ücret ve iş\n(kabin ve kokpit personelinin uçuş) tazminatları toplamı üzerinden öder.\n(13. ek aylık ücret Mart, 14. ek aylık ücret Haziran ayında ödenir.)\n\nb)Bütün personele (A) fıkrasındaki esaslar ile Eylül ve Aralık\naylarında olmak üzere 15. ve 16. ek aylık ücret olarak iki ek ödeme daha\nyapılacaktır.\n\nŞu kadar ki, bu ücretler Türkiye'deki kadrosu üzerinden hesaplanarak,\nTürkiye'de Türk Lirası olarak ödenir.",{"bindId":175,"name":172,"text":173},"ONCERISE2_trigger",{"bindId":177,"name":178,"text":178},"OVERTIME_trigger","Madde 90 : FAZLA ÇALIŞMANIN SAAT ÜCRETİ",{"bindId":180,"name":181,"text":182},"overtimeallowancetype_general","Bu Toplu İş Sözleşmesiyle tesbit edilen ","Bu Toplu İş Sözleşmesiyle tesbit edilen normal çalışma süresinden\nsonra yapılacak fazla çalışmaların karşılığı olan ücret, ”FAZLA\nÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\" başlıklı maddede personelin\nünvanına göre tanımlanan birim saat ücretlerinin %75 yükseltilmesiyle\nbulunur.",{"bindId":184,"name":185,"text":186},"SUNDAY_trigger","Madde 87 : HAFTA TATİLİNDE ÇALIŞANLARIN ","Madde 87 : HAFTA TATİLİNDE ÇALIŞANLARIN ÜCRETİ\n\nHafta tatilinde personel çalışmazsa bir iş karşılığı olmaksızın o\ngünkü ücretini tam olarak alır. Tatil yapmayarak çalışırsa 3 kat ücret\nödenir. (Hafta tatili olan Pazar günü ücreti + çalışmanın\nkarşılığı olan ücret + bir yevmiye tutarında tatil günü ilave\nücreti). Ayrıca, çalışılan hafta tatili günü karşılığında bir gün\nücretli izin verilir.\n\nVardiyası gereği pazar günü çalışan personele, pazar günü için\nayrıca hafta tatili ücreti ödenmez.\n\nBu madde gereğince ödenecek ücret, personelin kıdem ücreti ve\niş\u002Fuçuş tazminatı toplamı üzerinden hesaplanır.",{"bindId":188,"name":189,"text":190},"mealvouchers","Madde 35 : YEMEK YARDIMI İşveren, person","Madde 35 : YEMEK YARDIMI\n\nİşveren, personele çalıştıkları günlerde bir öğün 3 kap 2000\nkalorili doyurucu yemek verir.\n\nİstanbul, Ankara ve İzmir işyerlerinde çalışan personelin günlük\nçalışma süresi dışında 2 saatten fazla çalışması ve bu\nçalışmanın yemek verilen saatlere denk gelmesi halinde personele ayrıca 3\nkap 2000 kalorili yemek verilir.\n\nGece nöbetinde olan ve yemek verilmeyen bekçiler, oruçlular ve\nhastalıkları nedeniyle yemek yemeyen personele çalışılan her gün için\nbir öğün yemek bedeli ödenir.\n\nHastalıkları nedeniyle yemek yiyemeyen personel, THY A.O. doktorlarından\nveya THY A.O. doktoru olmayan yerlerde resmi sağlık kuruluşu doktorlarından\nalacakları rapor ile hastalıklarını belgelemek zorundadırlar.\n\nİstanbul yemek ihalesinin yenilenmesi esnasında aday firmaların üretim\ntesislerinin tetkik gezilerine sendikadan bir temsilci iştirak eder.",{"bindId":192,"name":193,"text":193},"SENIOR_trigger","Madde 76 : KIDEM TAZMİNATI",{"bindId":195,"name":196,"text":197},"longserviceallowancetype","A- THY A.O.'nda 15 (15 dahil) yıl hizmet","A- THY A.O.'nda 15 (15 dahil) yıl hizmeti olanlara 41 gün,","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR Türk Hava Yolları Teknik A.Ş. - 2003\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2003-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2004-12-31\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: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Havayolu ile yolcu taşımacılığı  \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                        Türk Hava Yolları Teknik A.Ş.\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                        HAVA-İŞ Türkiye Sivil Havacılık Sendikası\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 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: → Evet\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 107.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 20 weeks\n            \u003C\u002Fdiv>\n\n            \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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Evet\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 6 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \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: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 55.0\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: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2003-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \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            \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            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Evet\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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