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DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ (THY Teknik A.Ş. ve ÖZÇELİK-İŞ) Collective Agreement Between 01.07.2018 and 30.06.2021 ","TUR Turk Hava Yollari AO (THY A.O.) - 2018","Turkey - TUR Turk Hava Yollari AO (THY A.O.) - 2018","TUR Turk Hava Yollari AO (THY A.O.) - 2018 - Trade, fuelling and repair of motor vehicles",{"name":41,"data":42},"TÜRK HAVA YOLLARI TEKNİK ANONİM ŞİRKETİ 6. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ.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>New1\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>TÜRK HAVA YOLLARI TEKNİK ANONİM ŞİRKETİ 6. DÖNEM İŞLETME TOPLU\nİŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BİRİNCİ BÖLÜM Genel Hükümler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 1 : AMAÇ\u003C\u002Fh3>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi’nin amacı, şirketin rekabet\ngücünü, verimliliğini ve üretimi artırmak, işyerinde çalışan sendika\nüyesi işçilere çağdaş hak ve yararlar sağlamak, ücretlerini ve\nçalışma koşullarım iyileştirmek, iş sağlığı ve güvenliği ile\nilgili önlemleri almak, işverenlerin ve işçilerin hak ve menfaatlerini\ndengelemek, karşılıklı iyi niyet ve güvenle taraflar arasında\ndoğabilecek farklılıkları uzlaştırıcı yollarla kotarmaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 2 : TARAFLAR VE TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>A- TARAFLAR\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi’nin tarafları; Türk Hava Yolları\nTeknik Anonim Şirketi ile Özdemir, Çelik, Metal ve Metal Mamulleri\nİşçileri Sendikası’dır.\u003C\u002Fp>\n\n\u003Cp>B- TANIMLAR\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi’nde geçen; \"Şirket”, \"THY Teknik\nA.Ş.” veya \"İşveren” ibareleri Türk Hava Yolları Teknik Anonim\nşirketini, \"Sendika” veya \"ÖZÇELİK-İŞ” ibareleri Özdemir, Çelik,\nMetal ve Metal Mamulleri İşçileri Sendikası’nı tanımlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountryregion_comments\">\u003Ch3>Madde 3 : UYGULAMA ALANI\u003C\u002Fh3>\n\n\u003Cp>A- Yer Bakımından :\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi, Şirketin 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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunionsign\">\u003Cp>B- Kişi Bakımından:\u003C\u002Fp>\n\n\u003Cp>6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’na göre işçi\nsayılıp da Sendika üyesi bulunan tüm personel Toplu İş Sözleşmesi’nin\nkapsamındadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak;\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) Aşağıda unvanları yazılı bulunanlar ve 6356 Sayılı\n Kanunu’nun 39\u002F7 Maddesi’nin hükmüne uygun olarak; işveren vekilleri\n ile Toplu İş Sözleşmesi görüşmelerine işvereni temsilen\n katılanlar, Toplu İş Sözleşmesinden yararlanamaz.\u003C\u002Fli>\n \u003Cli>b) Müfettişler, Kontrolörler, Müdürler, 50. iş grubu ve bunların\n üst kademelerindeki diğer yöneticiler ile Müfettiş Yardımcıları,\n Hukuk Müşavirleri, Avukatlar, İş Uzmanları, Analist Programcıları,\n Sistem Programcıları, Uygulama Programcıları, Güvenlik Şefi, İşyeri\n Hekimleri, Sağlık Memurları;\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-part_time_excluded\">\u003Cli>c) Haftalık çalışma süresi en çok otuz saat ve bir takvim yılında\n en çok altı ay (öğrenci ve stajyerler için dokuz ay olmak üzere)\n çalıştırılmak kaydıyla kısmi süreli iş sözleşmesiyle\n çalıştırılan personel, bu Toplu İş Sözleşmesi’nin kapsamı\n dışındadır.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col>\n\u003C\u002Fol>\n\n\u003Cp>Kısmi Süreli İş Sözleşmesiyle çalıştırılan personel, en fazla iki\ndefa (iki dönem) yukarıda belirlenen şartlarla çalıştırılabilir. Kısmi\nsüreli personel sayısı, toplam personelin %5’ini geçemez. İkinci dönem\nsonunda çalıştırılmaya devam edilmesi halinde iş sözleşmesi, Belirsiz\nSüreli İş Sözleşmesine dönüşür.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, bir re-organizasyon durumunda unvanlar değişecek olursa,\nyukarıda sayılan görevlerin fonksiyonel karşılığı olan görevlere\natananlar yeni unvanları ne olursa olsun kapsam dışı sayılırlar.\u003C\u002Fp>\n\n\u003Cp>C- Bu Toplu İş Sözleşmesi’nin :\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) İşverenin yurtdışındaki işyerlerinde çalıştırdığı sadece\n merkez tayinli sendika üyesi personele aynen uygulanacak, değişik\n uygulanacak, ek olarak uygulanacak, uygulanmayacak hükümleri bu\n sözleşmenin \"Yurtdışı Merkez Tayinli Sendikalı Personele Ait\n Hükümler\" bölümündeki maddelerde gösterilmiştir.\u003C\u002Fli>\n \u003Cli>b) 06.1999 tarihinden itibaren, Şirkete belirli süreli iş\n sözleşmesiyle alınan (önceki tarihlerde kısmi süreli iş\n sözleşmesiyle çalıştırılıp, iş sözleşmeleri sonradan belirli\n süreli sözleşmeye dönüştürülenler dahil) ve halen çalıştırılan\n personelin iş sözleşmeleri, belirsiz süreli iş sözleşmesine\n dönüştürülmüş ve bu işçilerle işbu Toplu İş Sözleşmesi’nin\n başlangıcından itibaren Şirkete ilk defa işe alınacak personele\n farklı uygulanacak hükümler ilgili maddelerde gösterilmiştir.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 4 : TARAFLARIN TEMSİL YETKİSİ\u003C\u002Fh3>\n\n\u003Cp>A- İşverenin Temsil Yetkisi :\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi’nin uygulanması ile ilgili konularda işvereni\nTürk Hava Yolları Teknik A.Ş. Genel Müdürü veya yetkilendireceği\nkişiler temsil eder.\u003C\u002Fp>\n\n\u003Cp>B- Sendikanın Temsil Yetkisi :\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nde ÖZÇELİK-İŞ Sendikasını, Sendika\nGenel Başkanı, Genel Merkez Yönetim Kurulu ya da bu Kurulca yetkili\nkılınanlar temsil eder.\u003C\u002Fp>\n\n\u003Cp>C- Bu Toplu İş Sözleşmesi’nin yürürlüğe girmesinden başlayarak 15\ngün içinde taraflar yetkililerinin isimlerini birbirlerine bildirirler.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin uygulanmasından doğacak uyuşmazlıklarda\nbu yetkililer öncelikle görüşme yaparlar. Görüşme sonucu dilenirse\ntutanağa bağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 5 : SÖZLEŞMEDEN YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>Bu konuda 6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun\n39. Maddesi uygulanır. Atıfta bulunulan mevzuat neticesinde yararlananlara,\nbunlardan ölenlerin kanuni mirasçılarına işten ayrılma veya ölüm\ntarihine kadar olan süre için ve iş sözleşmesi devri ile THY Teknik A.Ş.\niştiraki olan şirketler ile THY A.O.’ya nakledilenlere (her iki durumda da\nnakil tarihine kadar hak edilmiş olanlarla sınırlı kalmak kaydı ile)\nmünhasıran kıdem ücretleri ve iş tazminatları farkları ödenir. Kıdem\nve ihbar tazminatları ile diğer ödemelerle ilgili her hangi bir fark\nödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 6 : ÜYELERE EŞİT İŞLEM YAPILMASI\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin yürürlük süresi içerisinde personele\nbu Toplu 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\nÖZÇELİK-İŞ Sendikasının yazılı görüşü alınır. Sendika\ngörüşünü en geç 15 gün içinde işverene bildirir. Sendikanın olumlu\ngörüş vermemesi durumunda uygulama yapılamaz. Sendikanın yazılı\nmuvafakat vermemesine rağmen uygulamaya geçilmesi halinde sağlanan menfaat\ntüm sendika üyelerine de uygulanır.\u003C\u002Fp>\n\n\u003Cp>Kapsam dışı personele veya aynı işi yapan personelin tamamına\nsağlanabilecek hak ve menfaatler bu hükmün dışındadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 7 : SENDİKA İŞYERİ TEMSİLCİSİ VE YÖNETİCİLERİNİN\nGÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda 6356 Sayılı Kanunu’nun 23 ve 24. Maddeleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 8 : SENDİKA ÜYELİĞİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A- 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 diğer yasalardaki\nhaklarla mükerrer olmamak üzere bir tazminata hükmedilir. İşçinin İş\nKanunları ve diğer Kanunlara göre haiz olduğu bütün hakları saklıdır.\nAncak, bu fıkraya göre tazminata hükmedilmesi halinde, İş Kanunlarındaki\nkötü niyet tazminatı uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>B- Sendika üyesi personelin; çalıştığı iş yerinin kısmen veya\ntamamen kapanması halinde veya iş yerinin başka bir işverene devredilmesi\nhalinde, işveren, işçiyi işletmenin başka işyeri veya bölümlerinde\nistihdam eder.\u003C\u002Fp>\n\n\u003Cp>İşverenin, yukarıdaki hallerde ve bunlarla sınırlı olmadan genel\nolarak sendika üyesi personel ile ilgili, görev değişikliği yapması veya\ngörev yaptığı il sınırları dışında bir başka iş yerine nakletmesi\nhalinde;\u003C\u002Fp>\n\n\u003Cp>Personel, görev değişikliği veya nakil evrakının kendisine\ntebliğinden itibaren 6 işgünü içerisinde, iş sözleşmesinin; ihbar ve\nkıdem tazminatları ile 6 aylık ücreti tutarında iş güvencesi tazminatı\nödenmek suretiyle ikale yolu ile sona erdirilmesini isteyebilir. İşveren, bu\ntalebi uygun bulması durumunda talep doğrultusunda işlem yapabilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin işe iade davası açması ve kazanması halinde, ikale\nsözleşmesi gereği yapılan ödemeler mahkeme kararı gereği yapılacak\nödemelerden mahsup edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 9 : SENDİKA TEMSİLCİLERİNİN GÖREV VE YETKİLERİ\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcileri sendika tarafından 6356 sayılı Yasanın 27.\nmaddesine göre, toplamda 12 temsilci olarak atanırlar. Bu temsilcilerden;\nAtatürk Hava Limanı ve Sabiha Gökçen Hava Limanı'nda birer tanesi\nBaştemsilci olarak atanır. Bu atamalar ve atamalarla ilgili her türlü\ndeğişiklik yazılı olarak işverene bildirilir. İşveren, bu bildiriyi\nilgili işyerlerine ivedi yazı ile duyurur. Sendika temsilcileri bu Toplu İş\nSözleşmesi, Yasalar, Tüzüklerle kendilerine verilen görev ve yetkileri\nmevzuat hükümleri içinde yerine getirirler.\u003C\u002Fp>\n\n\u003Cp>İstanbul Havalimanı’nın devreye girmesi ile üyelerimizin çalışmaya\nbaşlamasından itibaren, burada görev yapacak sendika temsilci sayısı\ntaraflarca değerlendirilerek belirlenir.\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 10 : SENDİKA BAŞTEMSİLCİLİK ODALARI\u003C\u002Fh3>\n\n\u003Cp>İşveren, İşletmede sendika işlemleri için ikisi Atatürk\nHavalimanı’nda, biri Sabiha Gökçen Havalimanı’nda, biri Esenboğa\nHavalimanı’nda, biri İstanbul Havalimanı’nda olmak üzere beş ayrı\nyerde temsilcilik odaları tahsis eder. Bu temsilcilik odaları için dahili\ntelefon, bilgisayar, internet ve büro malzemeleri işverence temin edilir. Bu\nyerler dışındaki işyerlerinde işveren, imkanları ölçüsünde bir oda\nteminine çalışır. Oda temin edemediği yerlerde sendikaya bir dolap temin\nedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Madde 11 : SENDİKAL İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A-Baştemsilci İzni:\u003C\u002Fp>\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\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>Haftalık Ücretli İzin Süresi\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>01-50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>4 saat\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>51-200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>6 saat\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>201-500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>8 saat\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>500'den fazla işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>10 saat\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\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 çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Cp>B-Temsilci İzinleri:\u003C\u002Fp>\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\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>Haftalık Ücretli İzin Süresi\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>01-50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>2 saat\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>51-200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>3 saat\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>201-500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>4 saat\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>500'den fazla işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>5 saat\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>C-Diğer İzinler:\u003C\u002Fp>\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\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>İşyeri İşçi Mevcudu\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>01-50 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>20 gün\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>51-100 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>30 gün\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>101-200 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>40 gün\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>201- 500 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>60 gün\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>501- 100 işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>80 gün\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"302\">\u003Cp>1000'den fazla işçi çalıştırılan işyerinde\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"302\">\u003Cp>işçi sayısının % 10'u kadar gün.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler, her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5'inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir. Ancak, genel kurullar için bu %\n5 oranı aranmaz.\u003C\u002Fp>\n\n\u003Cp>Sendika merkezi bu maddede yer alan izinlere ilişkin taleplerini, ayrıca\nelektronik posta ile de işverene iletecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 12 : SENDİKA AİDATI\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 13 : İŞVERENİN CEVAPLAMA ZORUNLULUĞU\u003C\u002Fh3>\n\n\u003Cp>A- Sendika üyeleri, Toplu İş Sözleşmesi, Şirket Yönetmelikleri,\nYasalar ve Mevzuatın kendilerine tanıdığı hak ve yararlarla ilgili olarak\nişverene, Şirket 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 Teknik A.Ş. ve ÖZÇELİK-İŞ, Toplu İş Sözleşmesi, Şirket\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 14 : GENELGELERİN GÖNDERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>Toplu İş Sözleşmesi’nin uygulanmasına ilişkin olarak işverence\nçıkarılan Yönetmelik, Genelge ve Genel Müdürlük emirlerinden birer suret\nen geç bir hafta içinde sendikaya gönderilir ve dağıtımına\nÖZÇELİK-İŞ kaydı konur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 15 : DUYURU TAHTASI\u003C\u002Fh3>\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 ÖZÇELİK-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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 16 : SALON VE DERSHANELERDEN YARARLANMA\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 17 : SENDİKA ÜYESİ HAKKINDA BİLGİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, her ay yeni işe girişleri ve işten ayrılanları sendikaya\nbildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 18 : UYUŞMAZLIKLARIN ÇÖZÜMÜ\u003C\u002Fh3>\n\n\u003Cp>A- Bu Toplu İş Sözleşmesi’nin 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 en yüksek düzeyde 3\nyetkili temsilcisi ile ÖZÇELİK-İŞ Sendikasının en yüksek düzeyde 3\nyetkili 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 19 : SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmenin yürürlük tarihine kadar işçilere iş sözleşmesi veya\nsair şekilde tanınmış bulunan haklardan bu sözleşme ile yeniden\ndüzenlenmemiş, değiştirilmemiş veya çıkarılmamış bulunan hususlarda\nyasal mevzuatla bağdaştığı ölçüde işçi lehine olanlar saklıdır.\u003C\u002Fp>\n\n\u003Cp>İşveren, bu Toplu İş Sözleşmesi’nin yürürlük süresi içinde\npersonelin çalışma koşulları ile ilgili olarak yapacağı\ndeğişikliklerde sendikanın görüşünü alır. Sendika görüşünü 15\ngün içinde bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch3>Madde 20 : BU TOPLU İŞ SÖZLEŞMESİNDE DÜZENLENMEYEN KONULAR\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nde düzenlenmeyen konularda bu Toplu İş\nSözleşmesi’nin imza tarihinde yürürlükte olan Şirket yönetmelik \u002F\nprosedür hükümleri ve mevzuat hükümleri uygulanır. Personelin\nyönetmeliklerle \u002F prosedürlerle belirlenmiş özlük haklarında aleyhte\ndüzenleme yapılmaması esastır. Personelin hak ve menfaatlerini doğrudan\nilgilendiren Şirket yönetmeliklerinde \u002F prosedürlerinde yapılacak\ndeğişiklikler veya yeni yönetmelikler \u002F prosedürler, uygulamaya konulmadan\nönce sendikaya alındı belgesi veya kayıt karşılığı gönderilir.\nSendika konuya ilişkin görüşünü 15 gün içinde işverene yazılı olarak\nbildirir. Sendikanın olumsuz görüş bildirdiği konular, en geç 3 gün\niçinde işverenin en üst düzeyde 2, sendikanın en üst düzeyde 2\nyetkilisinin bir araya geleceği toplantıda görüşülür. Bu toplantı\nsonucunda uzlaşma sağlanırsa durum tutanakla tespit edilir. Bu toplantıda\nsendikanın olumsuz görüş bildirdiği konular üzerinde uzlaşma\nsağlanmazsa değişiklikler tarafların hukuki hakları saklı kalmak\nkaydıyla yürürlüğe konabilir. Bu süreç (15+3=18 gün) tamamlanmadan\nyürürlüğe konan sendikanın olumsuz görüş bildirdiği değişiklikler\nÖZÇELİK-İŞ üyesi çalışanları bağlamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İKİNCİ BÖLÜM İşe Başlama ve İş Sözleşmesinin Feshi\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 21 : İŞE BAŞLAMA VE İSTİHDAM İÇİN GENEL ŞARTLAR\u003C\u002Fh3>\n\u003Col>\n \u003Cli>A) C. Vatandaşı olmak şartıyla, İş Kanunu ve buna göre\n çıkartılmış yönetmelik hükümlerine uygun olarak başvurmak\n kaydıyla işverenin işe alınış usulüne göre yapılan değerlendirme\n sonucu eşit durumda olan adaylar arasında işyerinde çalışırken iş\n kazası veya eceli ile ölen veya meslek hastalığı nedeniyle malul\n kalarak çalışamaz durumda olan personelin çocuklarından biri veya eşi\n tercihen işe alınır.\u003C\u002Fli>\n \u003Cli>B) İşveren ihtiyaç duyması halinde Şirkette çalışan toplam\n personel sayısının %1’ini aşmamak üzere T.C. Vatandaşı olmayan\n personel çalıştırabilir.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 22 : YENİ ALINACAK PERSONELİN ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Şirkete 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\u003Col>\n \u003Cli>a) İlkokul mezunları 1. kademe,\u003C\u002Fli>\n \u003Cli>b) Ortaokul mezunları 2. kademe,\u003C\u002Fli>\n \u003Cli>c) Lise mezunları 4. kademe,\u003C\u002Fli>\n \u003Cli>d) 2 ve 3 yıllık yüksek okul mezunları 6. kademe,\u003C\u002Fli>\n \u003Cli>e) 4 ve 5 yıllık yüksek okul mezunları 8. kademe,\u003C\u002Fli>\n \u003Cli>f) 6 ve üzeri yıllık yüksek okul mezunları, bilim doktorası veya\n master yapmış\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>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\u003Cp>Ç-Lisanslı Teknisyen, Mühendis, Uzman olarak, temininde güçlük\nçekilen personel alınırken, görev yapacağı iş grubundaki işlerde\nçalıştığını sertifika, lisans, çalışma belgesi ve Sosyal Güvenlik\nKurumu kayıtları ile belgelenmesi koşulu ile bu belgelerle belirlenen süre\ndikkate alınarak, işverenin takdirine bağlı olarak ilgili iş grubunda\nuygun görülen kademeye intibak ettirilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 23 : ENGELLİ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>İşveren, bu Toplu İş Sözleşmesi’nin \"İŞ KAZASI, MALULİYET VE\nÖLÜM\" başlıklı 81. maddesi kapsamındaki personel sayısını da dikkate\nalarak 4857 sayılı İş Kanunu‘nun engelli çalıştırılması ile ilgili\n30. madde hükümlerini uygulamayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Madde 24 : DENEME SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>İşe alınan işçiler, üç 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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 25 : HAKLI NEDENLE FESİH\u003C\u002Fh3>\n\n\u003Cp>Personelin iş sözleşmesinin bildirimsiz feshedilmek suretiyle bir daha\nŞirkete alınmamak üzere Şirketle ilişkisinin kesilmesidir. İş\nKanunu’nun 25\u002Fll maddesinde sayılan haller saklı kalmak kaydıyla,\naşağıda sayılan hallerde de işten çıkarma cezası verilir.\u003C\u002Fp>\n\u003Col>\n \u003Cli>Şirketin veya Şirket personeli yahut bunların aile üyelerinden\n birinin şeref ve namusuna dokunacak sözler sarf etmek veya\n davranışlarda bulunmak, Şirket veya Şirket personeli hakkında şeref\n ve haysiyet kırıcı asılsız ihbar ve isnatlarda bulunmak,\u003C\u002Fli>\n \u003Cli>İşyerinde kumar oynamak veya oynatmak,\u003C\u002Fli>\n \u003Cli>Şirket personeline sataşmak veya müessir fiil işlemek (tahrik halinde\n bir alt ceza verilebilir),\u003C\u002Fli>\n \u003Cli>Şirket veya müşterilerine ait araç ve gereçleri veya makinaları\n bilerek zarara uğratmak,\u003C\u002Fli>\n \u003Cli>Kaçakçılık yapmak veya bu gibi fiilleri işleyenlere yataklık\n yapmak, teşvik etmek,\u003C\u002Fli>\n \u003Cli>Şirket personeline veya müşterilere ahlak ve adaba aykırı hal ve\n hareketler veya tekliflerde bulunmak,\u003C\u002Fli>\n \u003Cli>Kıymetli evrakta veya resmi belgelerde veya Şirket kıymetli\n formlarında veya diğer belgelerde tahrifat yapmak, kullanılmış\n kıymetli evrak ve pulları menfaat kastıyla tekrar kullanmak,\u003C\u002Fli>\n \u003Cli>Yukarıda sayılanlara benzer ölçüde davranışlar.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 26 : İŞTEN ÇIKARMA CEZASINDA USUL\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 27 : İŞ SÖZLEŞMESİNİN SONA ERME ŞEKLİ (SÜRELİ FESİH)\u003C\u002Fh3>\n\n\u003Cp>Süreli fesihlerde, sendika üyesi tüm personele 4857 sayılı Yasa\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 28 : TUTUKLULUK, GÖZETİM ALTINA ALINMA VE MAHKUMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLATMA\u003C\u002Fh3>\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. fıkra uygulanır.\u003C\u002Fp>\n\n\u003Cp>2) İşçi, herhangi bir suçla tutuklandığı ve tutukluluğu 30 günü\naştığı takdirde, iş sözleşmesi münfesih sayılır. 30 güne kadar (30.\ngün dahil) süren tutukluluk hallerinde, tutuklu kalınan süreler kadar\nişçi ücretsiz izinli kabul edilir. Ancak, işçinin kıdemine gore tabi\nolduğu bildirim süresi 30 günden fazla ise fazla olan süre uygulanır.\u003C\u002Fp>\n\n\u003Cp>3) Tutukluluğun;\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) Kovuşturmaya yer olmadığı,\u003C\u002Fli>\n \u003Cli>b) Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fli>\n \u003Cli>c) Beraat kararı verilmesi,\u003C\u002Fli>\n \u003Cli>d) Kamu davasının düşmesi veya ortadan kalkması, nedenlerinden biri\n ile 90 gün içinde son bulması ve işçinin bu tarihten itibaren bir\n hafta içinde işine dönmeyi talep etmesi halinde işveren tarafından\n emsallerinin hakları ile işe alınır. 90 gün sonunda yapılan başvuru\n halinde boş yer varsa işe alınırlar. Bu halde işe tekrar alınan\n işçinin eski kıdem hakları saklıdır.\u003C\u002Fli>\n\u003C\u002Fol>\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 iş sözleşmeleri münfesih sayılır.\nŞu kadar ki, 5. fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5) Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) 6 ay veya daha az ceza alan,\u003C\u002Fli>\n \u003Cli>b) 6 aydan fazla ceza aldığı halde cezası ertelenen, paraya çevrilen\n veya af ile sonuçlanan veya iyi hali nedeniyle 6 aydan önce tahliye\n edilen işçiler, bir hafta içinde başvurması ve işyerinde durumuna\n uygun münhal kadro bulunması ve hizmetine ihtiyaç duyulması halinde\n işverenin takdiri ile tekrar işe alınabilirler.\u003C\u002Fli>\n\u003C\u002Fol>\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,\nhükmün açıklanmasının geriye bırakılması, paraya çevrilmesi veya affa\nuğraması hallerinde dahi hiçbir suretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7) İşverene ait herhangi bir aracı görevi veya işi gereği kullanırken\ntrafik kazası yapmaları nedeniyle veya iş kazası sonucu tutuklanan veya\nhüküm giyen personel 90 gün içinde hükümlülük veya tutukluluk hali sona\nermek şartıyla;\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 iş günü\n içinde,\u003C\u002Fli>\n \u003Cli>b) Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin\n iade edildiği tarihten itibaren 7 iş günü içinde başvurmaları\n halinde eski işlerine alınır.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>Bu bent kapsamına giren personele, tutuklanma gününden başlayarak 30\ngüne kadarki 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 29 : İHBAR ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>İş yasasının 17. maddesindeki ihbar süreleri sendika üyesi tüm\npersonele bu Toplu İş Sözleşmesi’nin 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\u003Cp>F- Personelin THY A.O.da çalıştığı süreler, THY Teknik A.Ş.’de\ngeçmiş kabul edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>Madde 30 : KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatı konusunda sendika üyesi tüm personele 4857 sayılı yasa\nhükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu çerçevede gün sayısı;\u003C\u002Fp>\n\n\u003Cp>A-Hizmeti, 15 (15 dahil) yıl hizmeti olanlara 41 gün,\u003C\u002Fp>\n\n\u003Cp>B-Hizmeti, 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\u003Cp>D- Personelin THY A.O.da çalıştığı süreler, THY Teknik A.Ş.’de\ngeçmiş kabul edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 31 : İHBAR VE KIDEM TAZMİNATININ HESAPLANMASI\u003C\u002Fh3>\n\n\u003Cp>Bu konuda sendika üyesi tüm personele yasa hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>ÜÇÜNCÜ BÖLÜM Ücret\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 32 : ÜCRET VE ÜCRET ZAMLARI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>A- Ücret Zammı Uygulaması\u003C\u002Fp>\n\n\u003Cp>BİRİNCİ YIL;\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) Birinci Altı Ay:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>01.07.2018 tarihinden geçerli olmak üzere düzenlenen ücret cetvelleri\n(EK-1a, EK-2a) ekteki gibidir.\u003C\u002Fp>\n\n\u003Cp>2018 yılı Ekim, Kasım ve Aralık aylarına münhasır olmak üzere\nuygulanacak olan ücret cetvelleri (EK-1b, EK-2b) ekteki gibidir.\u003C\u002Fp>\n\u003Col>\n \u003Cli>b) İkinci Altı Ay:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>01.07.2018 tarihindeki ücretlere, 01.01.2019 tarihinden geçerli olmak\nüzere; 01.07.2018 ile 31.12.2018 tarihleri arasındaki enflasyon oranında\n(T.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli Aralık 2018 indeks sayısının Haziran\n2018 indeks sayısına göre değişim oranında) ücret zammı\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>İKİNCİ YIL;\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) Birinci Altı Ay:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>30.06.2019 tarihindeki ücretlere, 01.07.2019 tarihinden geçerli olmak\nüzere; 01.01.2019 ile\u003C\u002Fp>\n\n\u003Cp>30.06.2019 tarihleri arasındaki enflasyon oranında (T.C. Başbakanlık\nTürkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli Haziran 2019 indeks sayısının Ocak 2019 indeks sayısına\ngöre değişim oranında) ücret zammı yapılacaktır.\u003C\u002Fp>\n\u003Col>\n \u003Cli>b) İkinci Altı Ay:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>31.12.2019 tarihindeki ücretlere, 01.01.2020 tarihinden geçerli olmak\nüzere, 01.07.2019 ile 31.12.2019 tarihleri arasındaki enflasyon oranında\n(T.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli Aralık 2019 indeks sayısının Haziran\n2019 indeks sayısına göre değişim oranında) ücret zammı\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ÜÇÜNCÜ YIL;\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) Birinci Altı Ay:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>30.06.2020 tarihindeki ücretlere, 01.07.2020 tarihinden geçerli olmak\nüzere; 01.01.2020 ile\u003C\u002Fp>\n\n\u003Cp>30.06.2020 tarihleri arasındaki enflasyon oranına (T.C. Başbakanlık\nTürkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli Haziran 2020 indeks sayısının Ocak 2020 indeks sayısına\ngöre değişim oranına) 1 puan eklenerek ücret zammı yapılacaktır.\u003C\u002Fp>\n\u003Col>\n \u003Cli>b) İkinci Altı Ay:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>31.12.2020 tarihindeki ücretlere, 01.01.2021 tarihinden geçerli olmak\nüzere, 01.07.2020 ile 31.12.2020 tarihleri arasındaki enflasyon oranında\n(T.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli Aralık 2020 indeks sayısının Haziran\n2020 indeks sayısına göre değişim oranında) ücret zammı\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>B- Vardiya Primleri Zammı Uygulaması:\u003C\u002Fp>\n\n\u003Cp>Vardiya primleri, “A- Ücret Zammı Uygulaması” fıkrasında belirtilen\nşekilde arttırılacaktır. (Ek-3a, Ek-3b)\u003C\u002Fp>\n\n\u003Cp>C- Ek Yetki Primi Zammı Uygulaması:\u003C\u002Fp>\n\n\u003Cp>10-3 iş grubuna ilişkin İş Tazminatları Cetveli’nde (EK-2a\u002Fb)\ntanımı yapılan ve brüt 439.TL (dörtyüzotuzdokuztürklirası) olarak\nbelirlenen Ek Yetki Primi; birinci yıl ikinci altı aydan itibaren “A-\nÜcret Zammı Uygulaması” fıkrasında belirtilen şekilde\narttırılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 33 : VARDİYA (VEYA POSTA) PRİMİ\u003C\u002Fh3>\n\n\u003Cp>İşveren vardiya (veya posta) ile çalışan işçilerine;\u003C\u002Fp>\n\u003Col>\n \u003Cli>2'li vardiya ile çalışan işçilere EK-3a\u002Fb cetvelindeki kıdem\n ücreti kademesinin sırasındaki 2'li vardiya primini,\u003C\u002Fli>\n \u003Cli>3'lü vardiya ile çalışan işçilere EK-3a\u002Fb cetvelindeki kıdem\n ücreti kademesinin sırasındaki 3'lü vardiya primini vermeyi kabul\n eder.\u003C\u002Fli>\n \u003Cli>Personel, çalıştığı vardiyanın primini alır. Ancak, bulunduğu\n ilin dışında geçici görevle başka bir ile giden veya geçici görevle\n başka bir çalışma düzenine geçen personele;\u003C\u002Fli>\n \u003Cli>a) 3'lü vardiyadan 2'li veya normal düzende bir çalışmaya gidiyor\n ise 3'lü vardiya primi verilmeye devam edilir.\u003C\u002Fli>\n \u003Cli>b) 2'li vardiyadan normal düzende bir çalışmaya gidiyor ise 2'li\n vardiya primi verilmeye devam edilir.\u003C\u002Fli>\n \u003Cli>c) Normal düzenden, vardiyalı bir göreve veya 2'li vardiyadan 3'lü\n vardiyalı bir göreve giden personele ise gittiği vardiyanın primi\n ödenir.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>Ancak, bu geçici görev süresi bir seferde en fazla 30 günü ve en az 90\ngün aralıklarla yılda 75 günü geçemez. (Eğitim görevi hariç)\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\u003Col start=\"4\">\n \u003Cli>Vardiya (veya posta) ile çalışan işyerlerinde personelin bir kısmı\n veya tamamı, olağanüstü hallerde veya zorlayıcı sebeplerin ortaya\n çıkmasında veya hemen yapılması gereken acil işlerde, ilgili\n ünitenin teklifi Genel Müdürlüğün onayı ile, 3'lü vardiyadan 2'li\n vardiyaya veya normal düzende bir çalışmaya veyahut 2'li vardiyadan\n normal düzende bir çalışmaya geçirilebilir.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>Bu durumda personele, esas vardiya primi verilmeye devam olunur.\u003C\u002Fp>\n\u003Col start=\"5\">\n \u003Cli>Şirkette vardiyalı düzende çalışan personele, planlanan sayıda\n hafta tatilinde (Pazar günü) fiilen çalışmaları karşılığında iş\n tazminatlarının % 25'i tutarında Ek Vardiya Primi (Pazarlı Vardiya\n Primi) ödenir.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\"Uçak Revizyon Primi (Pazarsız Vardiya Primi)\" alanlara ayrıca Ek Vardiya\nPrimi (Pazarlı Vardiya Primi) ödenmez.\u003C\u002Fp>\n\n\u003Cp>Ek Vardiya Primi (Pazarlı Vardiya Primi), yıllık izin hariç her türlü\nizinler ile gerekçesiz olarak işe gelmeme durumlarında kıstelyevm usulü\nödenir.\u003C\u002Fp>\n\n\u003Cp>Personelin yıllık izin kullanması, geçici görevle görevlendirilmesi,\nvardiya değişimi ve eğitime katılması halinde ek vardiya (pazarlı\nvardiya) ücretinden kesinti yapılmaz. Belirtilen hallerde aylık Pazar\nçalışması cetvelinde planlanan Pazar günlerine ait fiili çalışma\nyapılamasa bile ek vardiya (pazarlı vardiya) primi ödenmeye devam edilir.\u003C\u002Fp>\n\n\u003Cp>Ek vardiya primine esas Pazar mesaisi planlanabilecek personele fazla\nmesaiye esas olacak pazar mesaisi planlanmaz.\u003C\u002Fp>\n\u003Col start=\"6\">\n \u003Cli>Hafta tatilini (pazar günü) kapsamayan ikili veya üçlü vardiyalı\n düzende çalışan personel, bu vardiyalı çalışmalar devam ettiği\n sürece, iş tazminatlarının % 17'si kadar ilave tazminatı \"Revizyon\n Primi (Pazarsız Vardiya Primi)” alırlar. Bu tazminatı alan personele\n ayrıca ek vardiya (pazarlı vardiya) primi ödenmez.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Madde 34 : İKRAMİYE (EK AYLIK ÜCRET)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdays1\">\u003Cp>İşveren, sendika üyesi personele, her yıl Mart, Haziran, Eylül ve\nAralık aylarında her biri, belirtilen ayın maaş ödemesi ile birlikte\nödenmek şartıyla; bu toplu iş sözleşmesinin, Ek-1’deki Kıdem Ücret\ncetvelindeki aylık ücret ile, Ek-2’deki İş Tazminat Cetvelindeki veya\nEk-3’deki Uçuş Tazminat Cetvelindeki aylık ücretlerinin toplamı\nüzerinden, dört adet ikramiyeyi (ek aylık ücret) ödemeyi kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 35 : YILLIK KIDEM VE İŞ TAZMİNATI KADEME TERFİİ\u003C\u002Fh3>\n\u003Col>\n \u003Cli>a) Kıdem Terfii:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>ÖZÇELİK-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\u003Col>\n \u003Cli>b) İş Tazminatı Kademelerinde Terfii:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>İşçiler, bulundukları iş grubunun A0 ve A1 kademelerinde iki buçuk\nyıllarını, sonraki kademelerde iki yıllarını tamamladıkça iş\ntazminatları cetvelindeki bir sonraki kademeye terfi ederler.\u003C\u002Fp>\n\n\u003Cp>01 Temmuz 2011 tarihinden sonra iş tazminatı kademe ilerlemesi; 1 Ocak, 1\nNisan, 1 Temmuz ve 1 Ekim tarihlerinde 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 terfi döneminin başında uygulanır.\u003C\u002Fp>\n\u003Col start=\"6\">\n \u003Cli>Dönem Toplu İş Sözleşmesi’nin imza tarihinden sonra A0\n kademesinden istihdam edilen personelin A1 kademesine geçiş işlemleri\n iki buçuk yılını doldurduğu tarihi takip eden dönemde yapılır.\n (Dönemler; 1 Ocak, 1 Nisan, 1 Temmuz ve 1 Ekim’dir.)\u003C\u002Fli>\u003C\u002Fol>\u003Col start=\"6\">\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 36 : FAZLA ÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Madde 37 : FAZLA ÇALIŞMANIN SAAT ÜCRETİ\u003C\u002Fh3>\n\n\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\nunvanına göre tanımlanan birim saat ücretlerinin %75 yükseltilmesiyle\nbulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>Madde 38 : GECE ÇALIŞMASINDA, HAFTA TATİLİNDE VE GENEL TATİLLERDE\nFAZLA ÇALIŞMA SAAT ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Pazar, Bayram ve saat 20.—den sonra yapılacak fazla çalışmaların\nkarşılığı olan ücret, \"FAZLA ÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\"\nbaşlıklı maddede personelin unvanına göre tanımlanan birim saat\nücretlerinin % 150 yükseltilmesiyle bulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Madde 39 : HAFTA TATİLİNDE ÇALIŞANLARIN ÜCRETİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowancedays1\">\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>\u003C\u002Fdiv>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 40 : ULUSAL BAYRAM VE GENEL TATİL GÜNÜ ÜCRETİ\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 41 : FAZLA ÇALIŞMA ÜCRETİNİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>Bütün fazla çalışma ücretleri, çalışmanın yapıldığı ayın\nmaaşı ile birlikte ödenir. Şu kadar ki son ödeme gününün tatile\nrastlaması halinde önceki işgününde ödeme yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 42 : YILLIK İZİNDE ÜCRETİN ÖDENMESİ\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DÖRDÜNCÜ BÖLÜM İşin Düzenlenmesi\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>Madde 43 : ÇALIŞMA SÜRELERİ\u003C\u002Fh3>\n\u003Col>\n \u003Cli>A) İş süresi haftada en çok 45 saattir. Bu süre, haftada 6 işgünü\n çalışılan işyerlerinde günde 7,5 saati geçmemek üzere ve Cumartesi\n günleri kısmen veya tamamen tatil eden işyerlerinde haftanın\n çalışılan günlerine eşit ölçüde bölünerek uygulanır.\u003C\u002Fli>\n \u003Cli>B) Engelli personelin işe giriş ve çıkış saatlerinde 15’er dakika\n tolerans tanınır.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Madde 44 : ÇALIŞMALAR ARASI SÜRE\u003C\u002Fh3>\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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 45 : GÜNDÜZ VE GECE ÇALIŞMALARI\u003C\u002Fh3>\n\n\u003Cp>Sabah saat 06.00'dan akşam saat 20.00'ye kadar geçen sürede yapılan\nçalışmalar, gündüz çalışmasıdır. Akşam saat 20.00'den sabah 06.00'ya\nkadar geçen sürede yapılan çalışmalar gece çalışmasıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 46 : YEMEK PAYDOSU\u003C\u002Fh3>\n\n\u003Cp>İşveren günlük çalışma süresinin ortalama bir zamanında işçilere\nİş Yasası'nın 68. maddesine uygun olarak, 7.5 saat veya daha az süreli\nişlerde yarım saat, 7.5 saatten fazla süreli işlerde 1 saat, kesintisiz\nyemek ve dinlenme paydosu vermeyi kabul eder. Bu saatler, aylık vardiya\nçizelgelerinde gösterilir. Bu çizelgedeki yemek ve dinlenme paydosu\nbaşlangıç ve bitiş saatleri, tarife değişikliği ve zorunlu nedenlerden\nhariç değiştirilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 47: ÇALIŞMALARIN BAŞLAMA VE BİTİŞ SAATİNİN\nDEĞİŞTİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>Günlük çalışma saatlerinin başlama ve bitimini tesbit işverene\naittir. Personelin çalışma başlangıç ve bitiş saatlerini gösteren\nçizelgeler aylık çalışma düzenine göre ay başında ilan edilir. İlan\nedilen bu çizelgelerdeki işe başlangıç ve bitiş saatleri, tarife\nyapısının değişmesi ve olağanüstü haller dışında ay içinde\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 48 : İŞYERLERİNDE VARDİYA (VEYA POSTALAR) HALİNDE ÇALIŞACAK\nPERSONELİN TESBİTİ VE DÜZENLENMESİ\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde vardiya veya postalar halinde çalışacak personelin tesbiti\nile vardiya veya postaların işe başlama-bitiş saatleri aylık çalışma\ndüzenine göre ay başında işverence ilan edilir. İlan edilen bu\nçizelgelerdeki işçilerin işe başlangıç ve bitiş saatleri, tarife\nyapısının değişmesi ve olağanüstü haller dışında ay içinde\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 49 : VARDİYA DEĞİŞİMİ\u003C\u002Fh3>\n\n\u003Cp>Gece ve gündüz vardiya usulü çalışılan işlerde, gece vardiyasında\nçalışan personel, en geç 7 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\u003Cp>İşin niteliği ve yürütümü, iş sağlığı ve güvenliği göz\nönünde tutularak, gece ve gündüz postalarında iki haftalık nöbetleşme\nesası da uygulanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 50 : KADRO POZİSYONUNDA ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>A- THY Teknik A.Ş. personeli, ancak ehliyetli olduğu kadro pozisyonuna\natanır. Personel, durum fişi ile atandığı kadro pozisyonu dışında,\naynı veya başka bir iş grubundaki diğer bir unvanda çalıştırılamaz.\nGereken biçimde onaylanmış bir personel durum fişi olmadıkça hiçbir\nkimse 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>Toplu İş Sözleşmesi’nin yürürlük süresi içinde personelin\natandığı, ehliyetli olduğu kadro pozisyonunun temel görev tanımı\ndeğişikliklerinde Sendikanın görüşü alınır. Personelin\nuzmanlaştırılması 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. Altı ayın bitiminde, işveren, asaleten atama için\ngereken işlemlere başlar. Vekalet süresince işveren vekalet eden personele,\nvekalet ettiği pozisyonun ücreti ile personelin kendi ücreti arasındaki\nfarkı üç aydan sonra ücretine ek olarak ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 51 : FAZLA ÇALIŞMANIN ÖNCEDEN BİLDİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>İlgili yasa ve Toplu İş Sözleşmesi’nde 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 52 : 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 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, Sabiha Gökçen\nHavalimanı işyerleri ile Esenboğa, Adnan Menderes Havalimanı işyerlerinde\nçalışan personelin fazla mesaiye bırakılması halinde, servis\ngüzergâhından götürülmesi işverence sağlanır. Diğer işyerlerinde\nmeri uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 53 : ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE FAZLA ÇALIŞMA\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 54 : GEÇİCİ GÖREV VE GEÇİCİ GÖREVDE FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>İşveren, personeli yurtiçinde bir seferinde en fazla 30 gün ve en az 90\ngün aralıklarla, yılda 75 günü geçmemek koşuluyla geçici göreve\ngönderebilir. (Görev yapılan meydanın hava trafiğine kapanması hali ve\neğitim hariç olmak üzere) Geçici görev duyurusu personele en az üç gün\nönce yazılı yapılır. Ancak acil arıza durumlarında bu süre aranmaz.\nİşveren, yurt içinde ve yurt dışında 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 ve 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\u003Cp>Personel esas işyerinde çalışmaya başladıktan sonra geçici görevle\nşehir dışındaki bir işyerine gönderilmesi halinde geçici göreve gitmesi\niçin yolda geçecek süre iş süresinden sayılır. Geçici görevde fiili\nçalışma süresinin bitimi, esas çalıştığı işyerindeki çalışma\nsüresine göre değerlendirilir. Bu durumdaki personele; geçici görevdeki\nfiili çalışmasının bitimi, esas işyerinde normal günlük\nçalışmasının sona ermesi gereken saati aşması halinde aşan süre için\nfazla çalışma ücreti ödenir. Geçici görevin bitiminden sonra araç\nbeklemek ya da dönüş yolunda geçecek süre için bir ödeme yapılmaz.\nAncak, ayrıca harcırah yevmiyesi ödenir.\u003C\u002Fp>\n\n\u003Cp>Personelin önceden (esas işyerinde günlük mesaisine başlamadan) geçici\ngörevle işyeri dışına gönderilmesi halinde çalışmasının başlaması\nve sona ermesi gittiği işyerindeki çalışma düzenine göre\ndeğerlendirilir. Bu durumda gidiş-dönüş ve araç beklerken geçecek\nsüreler iş süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BEŞİNCİ BÖLÜM İş Sağlığı ve Güvenliği\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 55 : SAĞLIK ÜNİTELERİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda İşyeri Sağlık Birimleri ve İşyeri Hekimlerinin Görevleri\nile Çalışma Usul ve Esasları Hakkında Yönetmelik hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, elli ve daha fazla işçi çalıştırılan işyerlerinde bu\nyönetmelik çerçevesinde bir sağlık birimi kurar. Mevcut THY Teknik A.Ş.\nsağlık birimi hizmetini yukarıdaki yönetmelik çervesinde sürdürür.\u003C\u002Fp>\n\n\u003Cp>İşyeri hekimliği bulunan yerlerde işveren normal ve vardiyalı\nçalışmalar esnasında personele hizmet verilmesi tıbbi olarak gerekli\ndurumlarda kullanılmak üzere, Sağlık Bakanlığı Ambulans Hizmetleri\nYönetmeliğine uygun ambulans ve personel bulundurmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch3>Madde 56 : İŞ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda İş Sağlığı ve Güvenliği Yönetmeliği ile diğer yasa ve\ntüzük hükümleri uygulanır. Şirkette yönetmeliğe uygun olarak kurulan\nİş Sağlığı ve Güvenliği Kurulu çalışmalarına eski şekliyle devam\neder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Madde 57 : DUŞ VE GİYİNME YERİ SAĞLANMASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, İşçi Sağlığı ve İş güvenliği Kurulları Hakkındaki\nTüzük hükümlerine göre kurulacak kurulca verilecek karara göre, işin\nözelliği bakımından yalnız el ve yüz temizliğinin yeterli olmadığı\nhallerde veya kirli, tozlu ve yorucu işlerden sonra işçilerin\nyıkanmalarını, temizlenmelerini sağlamak için gerekli gördüğü yerlerde\nduş tertibatı yapmayı, duşların bakım ve temizliği ile ilgili sendika\nişyeri temsilcisinin önerilerini yerine getirmeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Teknik birimlerde özel iş kıyafeti ile çalışmak durumunda olan\npersonele, mevzuata uygun giyinme yeri düzenlemeyi işveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 58 : GÖREV BEKLEME YERLERİ\u003C\u002Fh3>\n\n\u003Cp>Bir büroya bağlı olmadan ve aralıklı çalışıp toplu olarak görev\nbekleyen personel için yeterli büyüklükte, nitelikte ve hijyen\nkoşullarına uygun görev bekleme yerlerinin yapılmasını işveren\nsağlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ALTINCI BÖLÜM İzinler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Madde 59 : YILLIK ÜCRETLİ İZİNLERİN SAPTANMASI VE DÜZENLENMESİ\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 60 : YILLIK ÜCRETLİ İZİN SÜRELERİ\u003C\u002Fh3>\n\n\u003Cp>A- 15.06.1999 tarihinden itibaren işe giren personelin yıllık ücretli\nizin süresi 01.01.2011 tarihinden geçerli olmak ve üzere aşağıdaki\ngibidir;\u003C\u002Fp>\n\u003Col>\n \u003Cli>a) Bir yıldan beş yıla kadar (beş yıl dahil) hizmet süresi\n olanların yirmi işgünü,\u003C\u002Fli>\n \u003Cli>b) Beş yıldan fazla on beş yıldan az hizmet süresi olanların yirmi\n altı işgünü,\u003C\u002Fli>\n \u003Cli>c) On beş yıl (dahil) ve daha fazla hizmet süresi olanların otuz\n işgünü.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>Kısmi süreli iş sözleşmesiyle bir süre çalışıp fasılasız olarak\nbelirli süreliye geçen personelin kısmi süreli çalışması yıllık\nücretli izin hesabında göz önüne alınır.\u003C\u002Fp>\n\n\u003Cp>15.06.1999 tarihinden önce işe girmiş personelin yıllık ücretli izin\nsüresi hizmet süresine bakılmaksızın otuz işgünüdür.\u003C\u002Fp>\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 anlaşması ile bir\nbölümü on günden aşağı olmamak üzere bölümler hâlinde\nkullanılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 61 : MAZERET İZNİ\u003C\u002Fh3>\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. Ancak, 15.06.1999 tarihinden sonra işe\ngiren personele (15.06.1999 tarihinden önce kısmi süreli çalışıp\nsonradan belirli süreliye geçen personel dahil), yukarıda belirlenen\nusullerle bir takvim yılında 7 güne kadar mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Ch3>Madde 62 : EVLENME İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personeline evlenmesi halinde 8 takvim günü ücretli evlenme\nizni verir. Bu izin evlenmeyi izleyen 3 aylık; eş tayini gereksinimi\nbelgelenmesi halinde 6 aylık sürede, tek parça halinde kullanılır.”\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>Madde 63 : DOĞUM \u002F BABALIK İZNİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>İşveren, erkek personeline eşinin doğum yapması halinde 6 takvim günü\nücretli doğum izni verir. Bu izin doğumdan başlayarak 1 haftalık süre\niçinde başlatılarak tek parça halinde 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.\u003C\u002Fp>\n\n\u003Cp>Ancak sağlık durumu uygun olduğu takdirde, doktorun onayı ile kadın\nişçi isterse doğumdan önceki üç haftaya kadar işyerinde çalışabilir.\nBu durumda kadın işçinin çalıştığı süreler doğum sonrası sürelere\neklenir.\u003C\u002Fp>\n\n\u003Cp>İsteği halinde kadın işçiye 20 haftalık ücretli doğum izin\nsüresinin tamamlanmasından veya çoğul gebelik halinde 22 haftalık ücretli\ndoğum izin süresinden sonra altı aya kadar ücretsiz izin verilir. Bu süre\nyıllık ücretli izin hakkının hesabında dikkate alınmaz. Yıllık izin\nhakediş tarihi kullanılan ücretsiz izin süresince ötelenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>Hamile personel, hamileliğinin 6. ayından itibaren talebi halinde\nvardiyasız sistemde çalıştırılır. Bu durumda vardiya primi ödenmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, bu sürenin bitiminde iş icaplarını ve gereklerini dikkate\nalarak yeniden vardiyalı sistemde çalıştırabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>Madde 64 : ÖLÜM İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personele eşinin, çocuklarının, anne veya babasının veya\nkardeşlerinin ölümü halinde 7 takvim günü ücretli izin verir. Bu izin\nolaydan başlayarak 1 aylık sürede kullanılır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, personelin eşinin annesi, babası veya kardeşlerinin ölümünde;\nçalışanın yıllık izin hakkının doğmamış veya yıllık ve mazeret\nizni hakkının tamamının kullanılmış olması durumunda 2 gün ücretli\nizin verilir. Bu izin olaydan başlayarak 1 aylık sürede kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 65 : DOĞAL AFETLER İZNİ\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 66 : ÜCRETSİZ İZİNLER\u003C\u002Fh3>\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 Şirkette\nçalışması koşulu ile ve yazılı istemi üzerine, eşinin yurtdışında\ndaimi görevli kaldığı sürece ücretsiz izin verebilir. Ücretsiz iznin\nsonunda dönen personel eski görev yerine veya görevine bağlı olmaksızın\nbaşka bir göreve atanabilir.\u003C\u002Fp>\n\n\u003Cp>D- Personel ücretsiz iznini kullanmadan önce, zorunlu haller dışında,\nhak etmiş olduğu yıllık izinlerin tamamını kullanmış olmalıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 67 : YOL İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, bu Toplu İş Sözleşmesi’nin evlenme, doğum, ölüm ve\ndoğal afetler izinleri ile ilgili maddelerine göre izin verdiği personelden\nbu izinleri nedeni ile görev gördükleri şehir dışına çıkmak zorunda\nolanlara gidiş dönüşte üç güne kadar ücretsiz yol izni verir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 68 : NAKİL İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, Şirketin başka illerdeki veya ülkelerdeki işyerlerine\nsürekli görevle atanan personeline, fiili yol süresine ek olarak 15 takvim\ngünü nakil izni vermeyi kabul eder. İşçinin talebi halinde, bu izin tayin\ntarihinden itibaren 6 aylık süre içinde en fazla ikiye bölünerek\nkullanılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 69 : HASTALIK İZİNLERİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, personeline hastalıkları durumunda aşağıdaki esaslara uygun\nolarak ücretli hastalık izni verir:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Cp>A- Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatları 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>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\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>\u003C\u002Fdiv>\n\n\u003Cp>D- Yukarıda A, B ve C fıkralarında öngörülen ücretli hastalık\nizinlerinden yararlanan personelin Türk Hava Yolları Teknik A.Ş.’deki\nücreti, işveren tarafından tam olarak ödenir. Ancak, personelin medeni\ndurumu ve tedavi biçimine göre Sosyal Güvenlik Kurumunca işlem yapılan\nmiktar personelce ilgili kurumdan tahsil edilir. Personel, tahsil ettiği bu\nmeblağ ile istirahatli olduğuna ilişkin belgeleri en geç 2 ay içinde\nilgili bölüme iletilmek üzere ilk amirine veya İnsan Kaynakları\nBaşkanlığı’nın ilgili birimine vermeye zorunludur. Bu işlemi yapmayan\npersonelin (5510 sayılı Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu’na göre ücretinden hastalık sigortası primi kesilemeyen personel\nhariç) ücretinden ilgili miktar kesilir.\u003C\u002Fp>\n\n\u003Cp>E- Şirket personelinin yukarıda belirtilen hastalık izinlerinden\nyararlanabilmesi için, Sosyal Güvenlik Kurumu tarafından yetkilendirilmiş\ntabipler ve\u002Fveya kurumlar tarafından usulüne uygun olarak düzenlenmiş olan\nistirahat raporunu işverene vermesi zorunludur. Sağlık raporları\nalındığı tarihten itibaren en geç 3 gün içerisinde işverene\nbildirilmelidir. Ay sonuna denk gelen izinlerde en geç ayın son günü\nbildirilmelidir.\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 70 : MANEVRA VE SİLAH ALTINA ALINMA İZNİ\u003C\u002Fh3>\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 Teknik\nA.Ş.'den aldığı maaştan az ise aradaki fark şirket tarafından ödenir.\nBu amaçla verilen izinler yıllık ücretli izin sayılmaz.\u003C\u002Fp>\n\n\u003Cp>Kıdem tazminatı almadan muvazzaf olarak askere giden personel, askerlik\ngörevinin bitiminden başlayarak iki ay içinde işe dönmek istedikleri\ntakdirde işverence eski işine alınır. Eski işinde ihtiyaç olmaması\nhalinde, askerlik öncesi çalıştığı ilde iş grubu ve bunun\nkarşılığı ücreti korunarak işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Madde 71 : HAFTA TATİLİNDE ÇALIŞANLARA VERİLECEK İZİN\u003C\u002Fh3>\n\n\u003Cp>Vardiyasız çalışılan birimlerde Pazar günü çalıştırılan\npersonele bir sonraki hafta içinde bir gün ücretli izin verilir. Vardiyalı\nçalışılan birimlerde hafta tatili son izin günü kabul edilerek bu izin\ngününde çalıştırılan personele takip eden 7 gün içerisinde bir gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Bu izin pazar ve yasaların saptadığı ulusal bayram ve genel tatil\ngünlerine rastlatılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Madde 72 : ULUSAL BAYRAM VE GENEL TATİLLER\u003C\u002Fh3>\n\n\u003Cp>Ulusal bayram ve genel tatiller konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YEDİNCİ BÖLÜM Sosyal Haklar ve Yardımlar\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>Madde 73 : YEMEK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, personele çalıştıkları günlerde bir öğün 3 kap 2000\nkalorili doyurucu yemek verir.\u003C\u002Fp>\n\n\u003Cp>İstanbul, Ankara, İzmir ve Antalya işyerlerinde çalışan personelin\ngünlük çalışma 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>İşverenin yemek veremediği personel ile oruçlular ve hastalıkları\nnedeniyle yemek yemeyen personele çalışılan her gün için 193 sayılı\nGelir Vergisi Kanunu’nun 23\u002F8 maddesinde belirtilen tutarda bir öğün yemek\nbedeli ödenir.\u003C\u002Fp>\n\n\u003Cp>Hastalıkları nedeniyle yemek yiyemeyen personel, THY Teknik A.Ş.\ndoktorlarından veya THY Teknik A.Ş. doktoru olmayan yerlerde resmi sağlık\nkuruluşu doktorlarından alacakları rapor ile hastalıklarını belgelemek\nzorundadırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 74 : EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, evlenen personeline bir defaya mahsus olmak üzere 01.07.2018 -\n30.06.2019 tarihleri arasında geçerli olmak üzere 1750.-(binyediyüzelli) TL\nevlenme yardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>Bu rakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye\nİstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye\nGeneli yıllık endeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>Eşler THY Teknik A.Ş. personeli ise bu yardım ikisine de ayrı ayrı\nyapılır. Bu yardımdan yararlanmak için personelin evliliğini belgelemesi\nzorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>Madde 75 : SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>İşbu Toplu iş Sözleşmesi kapsamında bulunan işçilere sosyal yardım\nolarak her ay olmak üzere Toplu İş Sözleşmesinin birinci yılında\n800.-(sekizyüz)TL\u002FAy ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işbu Toplu İş Sözleşmesi’nin ikinci yılının birinci\naltı ayından itibaren “A- Ücret Zammı Uygulaması” fıkrasında\nbelirtilen şekilde, altı aylık dönemlerde, artırılacaktır.\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 istirahatı hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Madde 76 : İŞYERİNE GETİRİP GÖTÜRME\u003C\u002Fh3>\n\n\u003Cp>A- Sendikanın görüşü alınarak işverence tespit edilecek güzergahlar\nüzerinden İstanbul, Ankara, İzmir, Adana, Antalya, Aydın ve Trabzon’daki\npersonel işyerlerine getirip götürülür. Ancak, İstanbul, Ankara, İzmir,\nAdana, Antalya, Aydın, Trabzon ve diğer işyerlerinde çalışıp da bu\nimkanlardan sürekli olarak yararlanamayan personele çalıştığı her gün\niçin mahalli belediye otobüs aylık toplu taşıma kartı rayicinden az\nolmamak kaydıyla ödeme yapılır. İşverenin servis temin edemediği\nişyerlerinde, personelin görevlendirildiği her bir gün için 10 kilometre\nbaşına 1 litre benzin olmak üzere taşıma ücreti ödenecek ve\nuygulamasına yönelik hususlar işveren tarafından yönetmelik ile\ndüzenlenecektir.\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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Ch3>Madde 77 : KREŞ YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, 4857 sayılı İş Yasasının 88. maddesi hükümlerine\nistinaden çıkartılan “Gebe ve Emziren Kadınların Çalıştırılma\nŞartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına Dair Yönetmelik”\nhükümlerini yerine getirmeyi kabul eder. Bu hükümler uygulamaya konuluncaya\nkadar personele ilgili yönetmelikte belirlenen yaştaki her çocuğu için\nbelge karşılığı ayda 1040.-(binkırk) (KDV Dahil).-TL işverence\nödenir.\u003C\u002Fp>\n\n\u003Cp>Kreş yardımı 01.01.2019 tarihinden itibaren,193 sayılı Gelir Vergisi\nKanunu’nun 23\u002F1 maddesi ve 05.05.2018 tarih ve 2018\u002F11674 sayılı Bakanlar\nKurulu kararının 3.maddesi doğrultusunda, Asgari ücret aylık brüt\ntutarının %50’si tutarında ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 78 : DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Doğum yapan kadın personel veya eşi doğum yapan erkek personele doğan\nçocuğun yaşadığını belgeleyen doğum raporuna dayanılarak bir defada\nödenmek üzere her bir çocuk için 01.07.2018 - 30.06.2019 tarihleri\narasında geçerli olmak üzere 800.-(sekizyüz) TL doğum yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu rakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye\nİstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye\nGeneli yıllık endeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 79 : SEYAHAT YARDIMI\u003C\u002Fh3>\n\n\u003Cp>THY Teknik A.Ş. personeline, Ana Grup THY A.O. personeline pas bilet\nkonusunda yapılan uygulamalar aynı usul ve esaslar dâhilinde tatbik\nedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Ch3>Madde 80 : ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikalı personelin eşinin veya bakmakla yükümlü bulunduğu\nçocukları ile anne ve babasının ölümleri halinde 01.07.2018 - 30.06.2019\ntarihleri arasında geçerli olmak üzere 2.100.-(ikibinyüz) TL ölüm\nyardımı yapar. Bu rakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık\nTürkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli yıllık endeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımı alabilmek için personel ölümü işverene belgelemek\nzorundadır. THY Teknik A.Ş.'de çalışan eşlerin çocuklarının ölümü\nhalinde bu yardım eşlerden yalnız birine yapılır. Bu yardım, personelin\nisteği halinde bağlı bulunduğu müdürlük muhasebesinden avans olarak\nderhal yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 81 : 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a)İşveren, çalışanlarının iş kazası yaşaması halinde ilgili\nbulunduğu sosyal güvenlik kurumu mevzuatına göre malul sayılması ve\nçalışamaz durumunun raporla belgelenmesi koşuluyla kasıtlı veya ağır\nkusur halleri hariç kendisine 01.07.2018 - 30.06.2019 tarihleri arasında\ngeçerli olmak üzere net 9750.-(dokuzbinyediyüzelli) TL olarak öder. Bu\nrakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye İstatistik\nKurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli yıllık\nendeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, çalışanlarının iş kazası sonucu ölümü halinde kasıt\nveya ağır kusur hali aranmaksızın yasal mirasçılarına 01.07.2018 -\n30.06.2019 tarihleri arasında geçerli olmak üzere net\n9750.-(dokuzbinyediyüzelli) TL öder. Bu rakam, ikinci ve üçüncü yıllarda\nT.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli yıllık endeksleri baz alınarak\nartırılır.\u003C\u002Fp>\n\n\u003Cp>3.İşveren, kasıtlı veya ağır kusur halleri hariç personelin\ngeçirdiği iş kazası, meslek hastalığı veya herhangi bir kaza sonucu asli\ngörevini 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 asil görevini yapabilecek biçimde iyileşmezse, durumuna uygun bir\niş verilir. Bu durumda eski ücretinde bir değişiklik yapılmaz. Yeni\nişindeki yan ödemeler ayrıca verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.İşveren, personelin eceli ile ölümü halinde kasıt veya ağır kusur\nhali aranmaksızın yasal mirasçılarına 01.07.2018 - 30.06.2019 tarihleri\narasında geçerli olmak üzere net 9750.-(dokuzbinyediyüzelli) TL öder. Bu\nrakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye İstatistik\nKurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli yıllık\nendeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch3>Madde 82 : SAĞLIK YARDIMLARI\u003C\u002Fh3>\n\n\u003Cp>Personel ve bakmakla yükümlü olduğu eş, çocuk, anne ve babası, 5510\nsayılı Sosyal Sigortalar ve Genel Sağlık Sigortası Kanunu hükümleri\nçerçevesinde sağlık hizmetlerinden faydalanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>Madde 83 : TÜM PERSONELİN SAĞLIK YARDIMLARI\u003C\u002Fh3>\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 Şirket tarafından ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>2. Personelin kendisi veya eş ve çocuklarının geceleri ani\nrahatsızlanmaları sebebiyle (senelik izin, hafta tatili ve bayram dâhil)\nözel bir tabibe muayene olmaları halinde, muayene ücreti ve tabib\ntarafından yazılan reçete bedelinin personelin katılım payı dışındaki\nmiktarı Şirket tarafından ödenir. Şu kadar ki; personelin aldığı\nistirahat geçerlidir.\u003C\u002Fp>\u003C\u002Fdiv>\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 - 06.30 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 Şirket tabibi\n(Şirket tabibi bulunmayan yerlerde resmi tabib) tarafından geçerli sayılıp\nonaylanması şarttır.\u003C\u002Fp>\n\n\u003Cp>e)Hasta daha fazla istirahate muhtaç ise, T.C. Emekli Sandığına bağlı\npersonel Şirket tabiblerine (Şirket tabibi olmayan yerlerde resmi tabiblere)\nbaşvuracak, sigortalı personel ise SGK kuruluşlarındaki sigorta tabiblerine\nmüracaat edeceklerdir.\u003C\u002Fp>\n\n\u003Cp>f)2 günden fazla istirahat verilmiş ise, personelin Sosyal Güvenlik\nKurumu mevzuatına göre raporunu onaylatacak ve işverene verecektir.\u003C\u002Fp>\n\n\u003Cp>3.Hastaneye yatırılan personel ile eş ve çocukları için refakat\nzorunluluğu hastane başhekimliğince belgelendiği takdirde bir kişilik\nrefakatçi ücreti Şirket tarafından 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 gerekli\nmuayene ve tedavi masrafları, cari, resmi sağlık ve kambiyo mevzuatı\nkapsamı dahilinde Şirket tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 84 : GEÇİCİ GÖREVLE YURT DIŞINA GÖNDERİLEN PERSONELİN\nHASTALANMASI\u003C\u002Fh3>\n\n\u003Cp>Geçici görevle yurtdışına gönderilen personelin yurtdışında\nhastalanmaları halinde, sağlık giderleri Şirket tarafından\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 85 : HASTALIK HALİNDE NAKİL\u003C\u002Fh3>\n\n\u003Cp>Personelin kendisinin, eş ve çocuklarının, bakmakla yükümlü\nbulunduğu ve çalışılan ilde ikamet eden anne babasının çalışılan\nilin dışında tedavi olmalarına resmi hastanece tıbbi zorunluk gösterilen\ndurumlarda adı geçen kişilere gidiş-dönüş hastalık pası (pass 1)\nverilir. Resmi devlet hastanelerinden alacakları raporla hastalıklarının\nyurtiçinde tedavisi mümkün olmadığı belgelendirilen personele, Ana Grup\nTHY A.O. dış hatlar için pass 1 hakkı tanınır veya yabancı\nhavayollarından pass isteğinde bulunulur. Personelin aynı durumdaki eş ve\nçocukları ile bakmakla yükümlü bulunduğu ve çalışılan ilde ikamet\neden anne babasına da aynı hak tanınır. Bu durumda olan hastayı sevk eden\nresmi hastanece refakat zorunluluğu istendiği ve bu durum belgelendiği\ntakdirde hastaya refakat edecek bir kişiye aynı şekilde pass hakkı\ntanınır. 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>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>Madde 86: NAAŞLARIN NAKLİ\u003C\u002Fh3>\n\n\u003Cp>A- İşveren, vefat eden THY Teknik A.Ş. Personelinin naaşını ailesinin\nveya ÖZÇELİK-İŞ Sendikasının isteği halinde memleketine göndermeyi ve\ncenazeye katılacak THY Teknik A.Ş. personeline cenazenin bulunduğu şehirde\notobüs tahsisini ve vefat edenin anne, baba, eş ve çocuklarını naaşın\ntoprağa verileceği yere 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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 87 : YOLLUK\u003C\u002Fh3>\n\n\u003Cp>Yolluk konusunda mer'i mevzuat çerçevesinde Şirket 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\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Madde 88 : PERSONELE VERİLECEK ÜNİFORMA, İŞ ELBİSESİ VE KORUYUCU\nMALZEME\u003C\u002Fh3>\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>\n\n\u003Cp>İş elbisesi ve koruyucu malzemenin geçerlilik süresi, verileceği\nunvanlar, miktar ve mevsimsel koşullara göre niteliği yasadaki iş\nsağlığı ve güvenliği kurulunca belirlenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SEKİZİNCİ BÖLÜM İdari Ceza Hükümleri\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 89 : DİSİPLİN CEZALARI\u003C\u002Fh3>\n\n\u003Cp>Disiplin suçu işleyen personel hakkında, aşağıdaki cezalardan biri\nuygulanır. Ancak, uçucu personel için işten çıkarma cezası hariç\nŞirket 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 90 : UYARMA VE KINAMA\u003C\u002Fh3>\n\n\u003Cp>A- Uyarma\u003C\u002Fp>\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.Şirketçe verilen giyim eşyasını, Şirketin onuruna yakışmayacak\nbiçimde giymek veya görev başında giymesi gerektiği halde giymemek,\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\u003Cp>B- Kınama\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 91: ÜCRET KESME\u003C\u002Fh3>\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)Şirket 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)Şirket 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 Şirket personeli veya onların yakınları hakkında\nasılsız şikayetlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>g)Yolculara, müşterilere ve Şirket personeline kötü davranışlarda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>h)Yetkililerin izni dışında Şirketle 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 92 : KIDEM TERFİİNİN DURDURULMASI\u003C\u002Fh3>\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.Şirket 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 93: CEZALARIN TEKERRÜRÜ, HAFİFLETİLMESİ VE\nBİRLEŞTİRİLMESİ\u003C\u002Fh3>\n\n\u003Cp>A- Cezaların Tekerrürü\u003C\u002Fp>\n\n\u003Cp>Disiplin cezasını gerektiren aynı derecedeki fiil ve hareketlerin\ntekerrürü halinde, bir derece daha ağır olan ceza verilir.\u003C\u002Fp>\n\n\u003Cp>B- Cezaların Hafifletilmesi\u003C\u002Fp>\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\u003Cp>C- Cezaların Birleştirilmesi\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 94 : DİSİPLİN KURULUNUN OLUŞMASI VE ÇALIŞMASI\u003C\u002Fh3>\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 İş Sözleşmesi’nin işyerine tebliğini izleyen 15 gün\niçinde birbirlerine bildirir. Disiplin Kurulu, 3 gün önceden olmak şartı\nile başkanın 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 95 : DİSİPLİN CEZASI VERİLMESİ VE CEZAYA İTİRAZ\u003C\u002Fh3>\n\n\u003Cp>İşyerindeki Müdür ve daha üst düzeydeki amirler, uyarma, kınama ve\nücret kesme cezalarını vermeye yetkilidir. Özel durumlarda İnsan\nKaynakları Başkanlığı bu yetkiyi birim amirine bilgi vermek kaydı ile\ndoğrudan kullanabilir.\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 hali ile geçici görevle işyeri dışında bulunan personelde bu\nsüre 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 20\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 cezaları kesindir ve itiraz edilemez. Kendisine daha yukarı\ndisiplin cezası verilen personel, cezanın kendisine tebliğinden başlayarak\n20 işgünü içinde bağlı bulunduğu ünite yetkilisi vasıtasıyla bir üst\namire yazılı itirazda bulunabilir. İkinci Amirinin vereceği karar kesindir.\nCeza kesinleşmeden personelin sicil dosyasına işlenmez. Süresi içinde\nitiraz edilmeyen disiplin cezaları kesinleşmiş olur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DOKUZUNCU BÖLÜM Uçucu Personel ile İlgili Hükümler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 96 : UÇUŞ EKİBİNE DAHİL EDİLEN PERSONEL\u003C\u002Fh3>\n\n\u003Cp>İşverence uçuş ekibine dahil edilen Lisanslı Uçak Teknisyeni ile\nilgili, iş ve işyeri gereklilikleri elverdiği ölçüde görevlendirmede\neşit dağılım yapılması esastır.\u003C\u002Fp>\n\n\u003Cp>Uçuş ekibine dahil edilen personelin görevlendirme usul ve esasları\n\"Bakım Prosedürleri El Kitabı \u002F Uçuşa Dahil Edilen Teknisyenlerin\nBelirlenmesi ve Görevlendirilmesi Prosedürü (L1.3)” uyarınca\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, THY A.O. uçuş ekibine dahil edilecek Şirket personeline,\n\"Uçucu Personel Ücret Prosedürü” uyarınca uçuş ücreti ödemeyi kabul\neder.\u003C\u002Fp>\n\n\u003Cp>Bu prosedürlerde belirtilmeyen konular T.İ.S imza tarihinden itibaren 6 ay\niçerisinde sendika ve işveren temsilcilerince müştereken düzenlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ONUNCU BÖLÜM Çeşitli ve Geçici Hükümler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 97 : HİZMET ROZETİ VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda Şirket yönetmelikleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 98 : SPOR ÇALIŞMALARI VE TESİSLERİ\u003C\u002Fh3>\n\n\u003Cp>Spor çalışmaları konusunda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Madde 99 : EĞİTİM\u003C\u002Fh3>\n\n\u003Cp>Eğitim çalışmaları konusunda Şirket yönetmelik hükümleri\nuygulanır. Ancak, yıllık eğitim programı sendikaya da gönderilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 100 : ÖDÜLLENDİRME\u003C\u002Fh3>\n\n\u003Cp>İşveren, işinde başarı gösterenleri yazılı teşekkür, açık\nteşekkür ve takdirname ile ödüllendirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 101 : 10.0.TEKNİSYEN İŞ GRUBUNA İNTİBAK\u003C\u002Fh3>\n\n\u003Cp>Personel, A\u002FB1\u002FB2 kategori uçak bakım lisansı aldığında veya\nişverence belirlenen koşulları sağlaması ve yapılacak sınavlarda\nbaşarılı olması durumunda 10.0. iş grubuna intibak ettirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 102 : TOPLU İŞ SÖZLEŞMESİNİN SÜRESİ VE YÜRÜRLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 3 (üç) yıl sürelidir. 01.07.2018 tarihinde\nyürürlüğe girer, 30.06.2021 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Geçici Madde 1 : FARKLARIN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>İşveren iş bu Toplu İş Sözleşmesinin yürürlük tarihi ile imza\ntarihi arasında oluşacak ücret farklarını, üye işçilere, imza\ntarihinden sonra bir ay içinde defaten öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Geçici Madde 2 : SENDİKA AİDAT FARKI\u003C\u002Fh3>\n\n\u003Cp>İşveren iş bu Toplu İş Sözleşmesi yürürlük başlangıç tarihi\nitibarı ile ücret zammı uygulaması nedeni ile doğan aidat farklarını\nüye işçilerin ücretlerinden keserek, imza tarihinden sonra bir ay içinde\ndefaten öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ON BİRİNCİ BÖLÜM YURTDIŞI MERKEZ TAYİNLİ SENDİKALI PERSONELE AİT\nHÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin merkezden tayin edilen yurtdışında\ngörevli Sendika 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\u003Cp>A- Bu Toplu İş Sözleşmesi’nin aşağıdaki madde hükümleri THY\nTeknik A.Ş: yurtdışı teşkilatında çalışan merkez tayinli sendikalı\npersonele aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>1, 2, 3, 4, 5, 6, 8\u002FA, 9, 12, 13, 15, 16, 17, 18, 19, 20, 24, 25, 26, 27,\n28, 36, 41, 42, 43, 46, 47, 53, 54, 57, 59, 60, 61, 62, 63, 64, 65, 66, 67, 68,\n70, 71, 79, 87, 88, 89, 90, 91, 92, 93, 94, 95, 96, 97, 100, 102, Geçici 1.\nMadde ve Geçici 2. Madde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B- Bu Toplu İş Sözleşmesi’nin THY Teknik A.Ş. yurtdışı\nteşkilatında çalışan merkez tayinli sendikalı personele değişik olarak\nuygulanacak maddeleri aşağıda belirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 7 : SENDİKA TEMSİLCİSİ VE GÖREVLİLERİNİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda 6356 Sayılı Kanunu’nun 23 ve 24. Maddeleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Yasaya göre tazminat ödenmesi gerektiğinde bu tazminat Türkiye'de Türk\nLirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Madde 29-30-31\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri Türkiye’de Türk Lirası olarak ödenir. Şu kadar\nki, bu ödemelerde yurt dışına tayin edilmeden önce THY Teknik A.Ş.'de\nalmakta olduğu son maaşa (kıdem ücreti + iş tazminatı) yurtdışında\ngeçirdiği sürelere taalluk eden kıdem terfileri de katılmak suretiyle\nalması lazım gelen maaş üzerinden yurt içinde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 34 : İKRAMİYE (EK AYLIK ÜCRET)\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika üyesi personele, her yıl Mart, Haziran, Eylül ve\nAralık aylarında her biri, belirtilen ayın maaş ödemesi ile birlikte\nödenmek şartıyla; bu toplu iş sözleşmesinin, Ek-1’deki Kıdem Ücret\ncetvelindeki aylık ücret ile, Ek-2’deki İş Tazminat Cetvelindeki aylık\nücretlerinin toplamı üzerinden, dört adet ikramiyeyi (ek aylık ücret)\nödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu ücretler Türkiye'deki kadrosu üzerinden hesaplanarak,\nTürkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 35 : 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 52 : 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 69 : HASTALIK İZİNLERİ\u003C\u002Fh3>\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 istirahatları 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\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 veya\nölüm tarihine kadar, raporlu bulunduğu süre içinde ücretli hastalık izni\nverilir. 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 personelin Türk Hava Yolları Teknik A.Ş.deki\nücreti, işveren tarafından tam olarak ödenir. Ancak, personelin medeni\ndurumu ve tedavi biçimine göre Sosyal Güvenlik Kurumunca işlem yapılan\nmiktar personelce ilgili kurumdan tahsil edilir. Personel, tahsil ettiği bu\nmeblağ ile istirahatli olduğuna ilişkin belgeleri en geç 2 ay içinde\nilgili bölüme iletilmek üzere ilk amirine veya İnsan Kaynakları\nBaşkanlığı’nın ilgili birimine vermeye zorunludur. Bu işlemi yapmayan\npersonelin (5510 sayılı Sosyal Sigortalar ve Genel Sağlık Sigortası\nKanunu’na göre ücretinden hastalık sigortası primi kesilemeyen personel\nhariç) ücretinden ilgili miktar kesilir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu fıkrada mahalli kanunlar uygulanır.\u003C\u002Fp>\n\n\u003Cp>E-THY Teknik A.Ş. personelinin yukarıda belirtilen hastalık izinlerinden\nyararlanabilmesi için, Sosyal Güvenlik Kurumu tarafından yetkilendirilmiş\ntabipler ve\u002Fveya kurumlar tarafından usulüne uygun olarak düzenlenmiş olan\nistirahat raporunu işverene vermesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu fıkrada mahalli kanunlar uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 72 : 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 74 : EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, evlenen personeline bir defaya mahsus olmak üzere 01.07.2018 -\n30.06.2019 tarihleri arasında geçerli olmak üzere 1750.-(binyediyüzelli) TL\nevlenme yardımı yapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>Bu rakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye\nİstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye\nGeneli yıllık endeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>Eşler THY Teknik A.Ş. personeli ise bu yardım ikisine de ayrı ayrı\nyapılır. Bu 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 75 : SOSYAL YARDIM\u003C\u002Fh3>\n\n\u003Cp>İşbu Toplu iş Sözleşmesi kapsamında bulunan işçilere sosyal yardım\nolarak her ay olmak üzere Toplu İş Sözleşmesinin birinci yılında\n800.-(sekizyüz)TL\u002FAy ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işbu Toplu İş Sözleşmesi’nin ikinci yılının birinci\naltı ayından itibaren “A- Ücret Zammı Uygulaması” fıkrasında\nbelirtilen şekilde, altı aylık dönemlerde, artırılacaktır.\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 istirahatı hallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 78 : DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Doğum yapan kadın personel veya eşi doğum yapan erkek personele doğan\nçocuğun yaşadığını belgeleyen doğum raporuna dayanılarak bir defada\nödenmek üzere her bir çocuk için 01.07.2018 - 30.06.2019 tarihleri\narasında geçerli olmak üzere 800.-(sekizyüz) TL doğum yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu rakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye\nİstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye\nGeneli yıllık endeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 80 : ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendikalı personelin eşinin veya bakmakla yükümlü bulunduğu\nçocukları ile anne ve babasının ölümleri halinde 01.07.2018 - 30.06.2019\ntarihleri arasında geçerli olmak üzere 2.100.-(ikibinyüz) TL ölüm\nyardımı yapar. Bu rakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık\nTürkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli yıllık endeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımı alabilmek için personel ölümü işverene belgelemek\nzorundadır. THY Teknik A.Ş.'de çalışan eşlerin çocuklarının ölümü\nhalinde bu yardım eşlerden yalnız birine yapılır. Bu yardım, personelin\nisteği halinde bağlı bulunduğu müdürlük muhasebesinden avans olarak\nderhal yapılır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu yardım Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 81 : 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>a)İşveren, çalışanlarının iş kazası yaşaması halinde ilgili\nbulunduğu sosyal güvenlik kurumu mevzuatına göre malul sayılması ve\nçalışamaz durumunun raporla belgelenmesi koşuluyla kasıtlı veya ağır\nkusur halleri hariç kendisine 01.07.2018 - 30.06.2019 tarihleri arasında\ngeçerli olmak üzere net 9750.-(dokuzbinyediyüzelli) TL olarak öder. Bu\nrakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye İstatistik\nKurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli yıllık\nendeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, çalışanlarının iş kazası sonucu ölümü halinde kasıt\nveya ağır kusur hali aranmaksızın yasal mirasçılarına 01.07.2018 -\n30.06.2019 tarihleri arasında geçerli olmak üzere net\n9750.-(dokuzbinyediyüzelli) TL öder. Bu rakam, ikinci ve üçüncü yıllarda\nT.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli yıllık endeksleri baz alınarak\nartırılır.\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 hariç personelin\ngeçirdiği iş kazası, meslek hastalığı veya herhangi bir kaza sonucu asli\ngörevini 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 asil 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, personelin eceli ile ölümü halinde kasıt veya ağır kusur\nhali aranmaksızın yasal mirasçılarına 01.07.2018 - 30.06.2019 tarihleri\narasında geçerli olmak üzere net 9750.-(dokuzbinyediyüzelli) TL öder. Bu\nrakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye İstatistik\nKurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli yıllık\nendeksleri baz alınarak artırılır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, bu para Türkiye'de Türk Lirası olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Madde 82-83-84-85-86\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri yurtdışı THY Teknik A.Ş. Personeline uygulanır.\nŞu kadar ki, Türk Parasının kıymetini koruma hakkındaki hükümler\nçerçevesinde uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>C-Münhasıran yurtdışında çalışan merkez tayinli sendika üyesi\npersonele uygulanacak hükümler:\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi’nin aşağıdaki madde hükümleri THY Teknik\nA.Ş. yurtdışı teşkilatında çalışan merkez tayinli sendika üyesi\npersonele;\u003C\u002Fp>\n\n\u003Cp>a)Yurtdışında çalışan merkez tayinli sendikalı personelin konut\nihtiyacına karşılık (1.000 $) 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 Teknik A.Ş. teşkilatında yurtdışına tayin edilmeden\nönceki kıdem ücreti ve iş grubuyla ve bu müddet zarfında kıdem ücret\nilerlemesi almış olan münasip görülecek herhangi bir vazifede\ngörevlendirilirler.\u003C\u002Fp>\n\n\u003Cp>d)İşveren, THY Teknik A.Ş. (D) kadrosuna dahil merkez tayinli personele\nödemekte bulunan 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\u003Cp>D-Bu Toplu İş Sözleşmesi’nin aşağıdaki madde hükümleri\nyurtdışı teşkilatında çalışan merkez tayinli sendika üyesi personele\nuygulanmayacaktır.\u003C\u002Fp>\n\n\u003Cp>8\u002FB, 10, 11, 14, 21, 22, 23, 32, 33, 37, 38, 39, 40, 44, 45, 48, 49, 50, 51,\n55, 56, 58,73, 76, 77, 81\u002F2-a, 96, 98, 99\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>EKLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK- 1(a) KIDEM ÜCRET CETVELİ\u003C\u002Fh3>\n\n\u003Cp>(TL.-)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" width=\"117\">\u003Cp>\u003Cstrong>KIDEM\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>BASAMAĞI\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>1.07.2018 - 30.09.2018\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>KIDEM ÜCRETİ\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003C\u002Ftd>\u003Ctd width=\"117\">\u003C\u002Ftd>\u003Ctd width=\"117\">\u003Cp>\u003Cstrong>01\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>1.834\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"176\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>02\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>1.892\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>03\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>1.943\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>04\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>1.988\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>05\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.054\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>06\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.100\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>07\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.153\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>08\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.214\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>09\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.265\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>10\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.322\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>11\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.375\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>12\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.424\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>13\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.484\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>14\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.541\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>15\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.586\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>16\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.638\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>17\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.694\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>18\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.756\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>19\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.801\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>20\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.860\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>21\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"176\">\u003Cp>\u003Cstrong>2.915\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd 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width=\"159\">\u003Cp>\u003Cstrong>3.791\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"125\">\u003Cp>\u003Cstrong>33\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>3.862\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"125\">\u003Cp>\u003Cstrong>34\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>3.911\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"125\">\u003Cp>\u003Cstrong>35\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>3.973\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Ch3>6. DÖNEM T.İ.S. İŞ TAZMİNATLARI CETVELİ (EK-2a)\u003C\u002Fh3>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>GRUP 01.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>962\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.218\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.388\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.440\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>1.495\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.549\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.608\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.668\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.729\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.795\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.863\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>1.934\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.008\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.086\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.119\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.198\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>2.281\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>01-1: Destek personeli\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>GRUP 03.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.078\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.371\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.565\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.627\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>1.686\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.748\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.816\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.884\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.955\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.029\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.108\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>2.187\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.268\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.357\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.396\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.488\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>2.583\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>03-1: Teknik destek personeli\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>*** Bu gruptaki personele uygulanmak üzere tanımlanan \"kısmi yetki\"\ntazminatı 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>GRUP 04.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.325\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.677\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.913\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.984\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>2.058\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.135\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.211\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.293\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.380\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.469\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.563\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>2.657\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.757\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.859\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.907\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.020\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.132\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>04-1: Uçak boya personeli, mefruşatçı\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>GRUP 05.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.733\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.076\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.461\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.549\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.626\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.708\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.799\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.886\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.980\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.067\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.170\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>4.268\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.371\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.487\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.487\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.598\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.710\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>05-1: Operatör\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>GRUP 07.2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.897\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.664\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.799\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.923\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.069\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.220\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.370\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.533\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.697\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.876\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.049\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>5.253\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.443\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.650\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.738\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.955\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.188\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>07-2: Memurlar\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>GRUP 07.3.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.045\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.863\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.093\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.245\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.398\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.557\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.734\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.904\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.087\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.275\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.470\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>5.689\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.909\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.137\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.228\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.481\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.730\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>07-3: Memurlar\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>GRUP 09.2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"112\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.610\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.799\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.748\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.926\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.113\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.303\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.515\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.720\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.932\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.167\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.411\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>6.656\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.917\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.192\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.311\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.611\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>7.909\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>09-2: Uzmanlar, öğretmenler\u003C\u002Fp>\n\n\u003Cp>** Uzmanlar için 4 yıllık yüksek öğrenim şartı aranır.\u003C\u002Fp>\n\n\u003Cp>*** Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"113\">\u003Cp>GRUP 10.0. a&b\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"113\">\u003Cp>01.07.18 İş Tazm. - 10.0.a\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>1.481\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>1.871\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.465\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.700\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.879\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.068\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.266\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.475\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.693\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.924\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>5.164\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.418\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.683\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.832\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.118\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.421\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"113\">\u003Cp>01.07.18 İş Tazm -10.0.b\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>1.715\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>2.184\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.150\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.465\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.700\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.879\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.068\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.266\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.475\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.693\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.924\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>5.164\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.418\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.683\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.832\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.118\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.421\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.0. a: Teknisyenler (meslek yüksek okulları mezunları,\nuçak\u002Fhavacılık liseleri mezunları)\u003C\u002Fp>\n\n\u003Cp>10.0. b: Teknisyenler (sivil havacılık yüksek okulları ve teknik eğitim\nfakülteleri mezunları)\u003C\u002Fp>\n\n\u003Cp>* Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan\npersonel;\u003C\u002Fp>\n\n\u003Cp>\"Başteknisyen\" unvanı aldığında iş Tazm.nın % 10'u, \"teknisyen şef\"\nunvanı aldığında iş tazminatlarının % 20'si kadar ayrıca iş Tazm.\nalırlar.\u003C\u002Fp>\n\n\u003Cp>Söz konusu tazminatlar, bu unvanlarda kaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>A, B1, B2 kategori uçak bakım lisansını aldıklarında; iş Tazm.nın %\n10'u kadar \"lisans tazminatı\" alırlar.\u003C\u002Fp>\n\n\u003Cp>Kalite Güvence Başkanlığınca kısmi yetki verdiği personel iş\nTazm.nın %5'i kadar kısmi yetki tazminatı alır. Söz konusu tazminat yetki\nsüresince ödenir.\u003C\u002Fp>\n\n\u003Cp>A kategori uçak bakım lisansına sahip olan ve bağlı bulunduğu\nünitenin talebi ile Kalite Güvence Başkanlığınca \"A kategori onaylayıcı\npersonel\" (A C\u002FS) yetkisi verilen teknisyenler, \"kalibrasyon kapsam sorumlusu\"\nyetkisi verilen teknisyenler yetki süresi boyunca iş Tazm.nın; % 20'si \"A\nkategori\u002FKalibrasyon Kapsam Sorumlusu yetki tazminatı\" alırlar. Söz konusu\ntazminat yetki süresince ödenir.\u003C\u002Fp>\n\n\u003Cp>***** Bu gruptaki personele Lisans, Kısmı Yetki ve A Kategori ve\nKalibrasyon Kapsam Sorumlusu Yetki tazminatlarının yalnızca birinden ödeme\nyapılabilir; diğerlerine göre daha yüksek oranlı tazminat söz konusu\nolduğunda düşük oranlı ödeme iptal edilir. Yönetici tazminatı alanlara\nbu ödemeler yapılmaz.\u003C\u002Fp>\n\n\u003Cp>****** Yukarıda belirtilen personel; Kalite Güvence Başkanlığı, AR-GE\nBaşkanlığı ve Eğitim Başkanlığında görevyaptığı süre boyunca, iş\nTazm.nın %10'u kadar ayrıca iş Tazm. alır.\u003C\u002Fp>\n\n\u003Cp>******* 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\u003C\u002Fp>\n\n\u003Cp>********Bu gruptaki personele uygulanmak üzere tanımlanan \"Kalibrasyon\nKapsam Sorumlusu\" yetki tazminatı 1 Kasım 2018'den itibaren geçerli\nolacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"113\">\u003Cp>GRUP 10.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"113\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>2.348\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.753\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.695\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.939\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.203\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.481\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.795\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.119\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.467\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.830\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.218\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>7.630\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>8.080\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>8.542\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>8.854\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>9.374\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>9.931\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.1.: Teknisyenler\u003C\u002Fp>\n\n\u003Cp>* Bu grupta belirtilen personel içerisinde fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan;\u003C\u002Fp>\n\n\u003Cp>Şirkette uçak bakım lisansına sahip olan “onaylayıcı personel\n(C\u002FS)” veya “destekleyici personel (S\u002FS)” olarak adlandırılan tüm\nteknisyen ve başteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve\nKalite Müdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i\noranında \"ek yetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\u003C\u002Fp>\n\n\u003Cp>**10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"113\">\u003Cp>GRUP 10.2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"113\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>2.759\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>4.013\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.016\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.288\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.576\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.882\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.224\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.567\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.939\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>7.342\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.758\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>8.215\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>8.696\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>9.206\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>9.533\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>10.100\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>10.702\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.2.: Şirketimizin lisans gerektirmeyen bölümlerinde görev yapan \"firma\nlisanslı teknisyenler\", \"firma lisanslı bilgisayar operatörleri\". *\nYukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan;\u003C\u002Fp>\n\n\u003Cp>Şirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i oranında \"ek\nyetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu ödeme\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\u003C\u002Fp>\n\n\u003Cp>10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat' ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"114\">\u003Cp>GRUP 10.3.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"114\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.050\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.006\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.374\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.667\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>5.979\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.321\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.670\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>7.061\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>7.458\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>7.894\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>8.352\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>8.840\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>9.356\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>9.925\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>10.265\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>10.891\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>11.536\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.3.: B1\u002FB2\u002FC Kategori onaylayıcı (CS\u002FSS) yetkili teknisyenler, B1\u002FB2\nuçak bakım lisansına sahip teknik öğretmenler, NDT Level 2 veya Level 3\nsertifikasına sahip NDT onaylayıcı yetkili teknisyenler. B1\u002FB2 uçak bakım\nlisansına sahip Kalite teknisyenleri, Komponent Onaylayıcı Personel (CS\u002FSS)\n(B1, B3, Cx, D1 Rating) yetkisine sahip teknisyenler * Komponent Onaylayıcı\n(CS\u002FSS) teknisyenlerde lisans şartı aranmaz.\u003C\u002Fp>\n\n\u003Cp>** Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan;\u003C\u002Fp>\n\n\u003Cp>Şirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nGüvence Başkanlığınca yetki verilmesini müteakip iş Tazm.nın %5'i\noranında \"ek yetki tazminatı\" ödenir.\u003C\u002Fp>\n\n\u003Cp>Yönetici tazminatı alanlara bu ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece ödenir.\nBaşteknisyen ve Şef unvan grubundaki personele ayrıca C Kategori ek\ntazminatı ödenmez.\u003C\u002Fp>\n\n\u003Cp>Bu iş grubunda bulunan B1\u002FB2 uçak bakım lisansına sahip teknisyenler,\nKalite Güvence Başkanlığı ve Eğitim Başkanlığında görev yaptıkları\nsüre boyunca iş Tazm.nın %10'u kadar ayrıca iş Tazm. alır. Söz konusu\ntazminat bu unvanda kaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>**** \"C Kategori (Teknik kontrol) teknisyenleri\" bu görevde kaldıkları ve\nC Kategori onaylayıcı yetkileri devam ettiği sürece iş tazminatlarının %\n10'u kadar ayrıca iş tazminatı alırlar.\u003C\u002Fp>\n\n\u003Cp>***** 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\u003C\u002Fp>\n\n\u003Cp>***** Şirketimizin bakım yetkisine sahip olduğu; uçak gövde, motor\ntiplerinden üç ve üçten fazla kategoride yetkisi bulunan (aynı tip\naileleri tek sayılır) ve fonksiyonel olarak teknisyenlik görevi yapan\npersonele iş Tazm.nın % 2'si oranında ayrıca \"tip tazminatı\" ödenir.\u003C\u002Fp>\n\n\u003Cp>****** Bu iş grubunda B1 ve B2 uçak bakım lisansına sahip olup, Uçak\nBakım Başkanlıkları, Hat Bakım Başkanlığı ve Kabin içi Bakım\nBaşkanlığı bünyesinde (C\u002FS) onaylayıcı olarak çalışan teknisyenlere\nher ay maaş ödemesi ile birlikte brüt 439.TL\n(dörtyüzotuzdokuztürklirası) \"ek yetki primi\" ödenir.\u003C\u002Fp>\n\n\u003Cp>******* Bu gruptaki personel yukarıda belirtilen şartları sağladığı\nsürece bu iş grubunda kalır.\u003C\u002Fp>\n\n\u003Cp>******** Bu iş grubu kapsam tanımına yeni eklenen yetki türlerine\nilişkin ödemeler 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"114\">\u003Cp>GRUP 14.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"114\">\u003Cp>01.07.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>3.810\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.183\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>6.876\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>7.264\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>7.685\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>8.126\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>8.602\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>9.110\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>9.645\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>10.230\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>10.827\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"42\">\u003Cp>11.483\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>12.186\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>12.913\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>13.394\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"46\">\u003Cp>14.215\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>15.080\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>14-1.: Mühendislik gerektiren bölümlerde görevyapan; mühendis ve\nmimarlar, işletme ve endüstri mühendisi olarak görev yapanlar.\u003C\u002Fp>\n\n\u003Cp>* Yukarıda belirtilen ve fonksiyonel olarak mühendislik görevlerinde\nbulunan personel, \"kıdemli mühendis\" unvanı aldığında iş Tazm.nın\n%10'u, \"şef\", \"başmühendis\" ve \"proje mühendisi\" unvanını aldığında\niş tazminatlarının %20'si kadar ayrıca \"iş Tazm.\" alırlar. Söz konusu\ntazminat bu unvanlarda kaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 01.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.031\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.308\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.491\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.547\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.607\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.665\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.728\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.794\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.859\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.931\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.004\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>2.080\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.161\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.244\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.284\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>2.369\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2.460\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>01-1: Destek personeli\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 03.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.156\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.473\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.682\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.749\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.813\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.880\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>1.953\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.027\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.104\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.184\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.269\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>2.354\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.441\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.537\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.584\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>2.683\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>2.786\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>03-1: Teknik destek personeli\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>*** Bu gruptaki personele uygulanmak üzere tanımlanan \"kısmi yetki\"\ntazminatı 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 04.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.418\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.799\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.054\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.130\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.211\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.293\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.376\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.465\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.558\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.654\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.756\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>2.857\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.965\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.076\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>3.132\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>3.255\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>3.376\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>04-1: Uçak boya personeli, mefruşatçı\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 05.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.871\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.242\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.737\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>3.833\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.916\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.005\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.103\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.197\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.299\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.392\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.504\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>4.610\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.720\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.845\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.853\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>4.974\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>5.096\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>05-1: Operatör\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 07.2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.048\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.877\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.103\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.237\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.395\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.557\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.719\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.895\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.073\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.266\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.453\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>5.673\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.878\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.102\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.207\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>6.443\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>6.694\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>07-2: Memurlar\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 07.3.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.209\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>3.092\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.420\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.584\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.749\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.922\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.113\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.296\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.494\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.697\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.907\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>6.144\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.381\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.628\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.738\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>7.011\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>7.280\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>07-3: Memurlar\u003C\u002Fp>\n\n\u003Cp>* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 09.2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.819\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.103\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.127\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.320\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.522\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.728\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.956\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.177\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.407\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.661\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.924\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>7.188\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>7.470\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.767\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>7.909\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>8.234\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>8.556\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>09-2: Uzmanlar, öğretmenler\u003C\u002Fp>\n\n\u003Cp>** Uzmanlar için 4 yıllık yüksek öğrenim şartı aranır.\u003C\u002Fp>\n\n\u003Cp>*** Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 10.0. a&b\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"59\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İşTazm. - 10.0.a\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.587\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.009\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>3.394\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>3.734\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.988\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.181\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.385\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.599\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.825\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.061\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.310\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>5.569\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.843\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.130\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.301\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"59\">\u003Cp>6.610\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>6.938\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İşTazm. - 10.0.b\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>1.840\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.347\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>3.394\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>3.734\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.988\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.181\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.385\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>4.599\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.825\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.061\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.310\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>5.569\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.843\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.130\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.301\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"59\">\u003Cp>6.610\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>6.938\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.0. a: Teknisyenler (meslek yüksek okulları mezunları,\nuçak\u002Fhavacılık liseleri mezunları)\u003C\u002Fp>\n\n\u003Cp>10.0. b: Teknisyenler (sivil havacılık yüksek okulları ve teknik eğitim\nfakülteleri mezunları)\u003C\u002Fp>\n\n\u003Cp>* Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan\npersonel;\u003C\u002Fp>\n\n\u003Cp>\"Başteknisyen\" unvanı aldığında iş Tazm.nın % 10'u, \"teknisyen şef\"\nunvanı aldığında iş tazminatlarının % 20'si kadar ayrıca iş Tazm.\nalırlar.\u003C\u002Fp>\n\n\u003Cp>Söz konusu tazminatlar, bu unvanlarda kaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>A, B1, B2 kategori uçak bakım lisansını aldıklarında; iş Tazm.nın %\n10'u kadar \"lisans tazminatı\" alırlar.\u003C\u002Fp>\n\n\u003Cp>Kalite Güvence Başkanlığınca kısmi yetki verdiği personel iş\nTazm.nın %5'i kadar kısmi yetki tazminatı alır. Söz konusu tazminat yetki\nsüresince ödenir.\u003C\u002Fp>\n\n\u003Cp>A kategori uçak bakım lisansına sahip olan ve bağlı bulunduğu\nünitenin talebi ile Kalite Güvence Başkanlığınca \"A kategori onaylayıcı\npersonel\" (A C\u002FS) yetkisi verilen teknisyenler, \"kalibrasyon kapsam sorumlusu\"\nyetkisi verilen teknisyenler yetki süresi boyunca iş Tazm.nın; % 20'si \"A\nkategori\u002FKalibrasyon Kapsam Sorumlusu yetki tazminatı\" alırlar. Söz konusu\ntazminat yetki süresince ödenir.\u003C\u002Fp>\n\n\u003Cp>***** Bu gruptaki personele Lisans, Kısmı Yetki ve A Kategori ve\nKalibrasyon Kapsam Sorumlusu Yetki tazminatlarının yalnızca birinden ödeme\nyapılabilir; diğerlerine göre daha yüksek oranlı tazminat söz konusu\nolduğunda düşük oranlı ödeme iptal edilir. Yönetici tazminatı alanlara\nbu ödemeler yapılmaz.\u003C\u002Fp>\n\n\u003Cp>****** Yukarıda belirtilen personel; Kalite Güvence Başkanlığı, AR-GE\nBaşkanlığı ve Eğitim Başkanlığında görevyaptığı süre boyunca, iş\nTazm.nın %10'u kadar ayrıca iş Tazm. alır.\u003C\u002Fp>\n\n\u003Cp>******* 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\u003C\u002Fp>\n\n\u003Cp>******** Bu gruptaki personele uygulanmak üzere tanımlanan \"Kalibrasyon\nKapsam Sorumlusu\" yetki tazminatı 1 Kasım 2018'den itibaren geçerli\nolacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 10.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"59\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.536\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.053\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.070\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.334\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.619\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.919\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.258\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.608\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.984\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>7.376\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>7.795\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>8.240\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>8.726\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>9.225\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>9.578\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"59\">\u003Cp>10.141\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>10.743\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.1.: Teknisyenler\u003C\u002Fp>\n\n\u003Cp>* Bu grupta belirtilen personel içerisinde fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan;\u003C\u002Fp>\n\n\u003Cp>Şirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i oranında \"ek\nyetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu ödeme\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\u003C\u002Fp>\n\n\u003Cp>**10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\u003C\u002Fp>\n\n\u003Cp>*** Bu gruptaki kısmi yetkili teknisyenler kısmi yetki süreleri boyunca\nbu iş grubunda kalırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>GRUP 10.2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"59\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>2.979\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.334\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.418\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>5.711\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.022\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.352\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>6.721\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>7.092\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.494\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>7.929\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>8.379\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>8.872\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>9.392\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"44\">\u003Cp>9.942\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>10.313\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"59\">\u003Cp>10.927\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>11.578\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.2.: Şirketimizin lisans gerektirmeyen bölümlerinde görev yapan \"firma\nlisanslı teknisyenler\", \"firma lisanslı bilgisayar operatörleri\". *\nYukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan;\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\u003C\u002Fp>\n\n\u003Cp>10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat' ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"102\">\u003Cp>GRUP 10.3.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"102\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.294\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.407\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>5.804\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.120\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.458\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.827\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.204\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.625\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>8.054\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>8.526\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>9.020\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>9.547\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>10.104\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>10.719\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>11.105\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>11.782\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>12.480\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10.3.: B1\u002FB2\u002FC Kategori onaylayıcı (CS\u002FSS) yetkili teknisyenler, B1\u002FB2\nuçak bakım lisansına sahip teknik öğretmenler, NDT Level 2 veya Level 3\nsertifikasına sahip NDT onaylayıcı yetkili teknisyenler. B1\u002FB2 uçak bakım\nlisansına sahip Kalite teknisyenleri, Komponent Onaylayıcı Personel (CS\u002FSS)\n(B1, B3, Cx, D1 Rating) yetkisine sahip teknisyenler * Komponent Onaylayıcı\n(CS\u002FSS) teknisyenlerde lisans şartı aranmaz.\u003C\u002Fp>\n\n\u003Cp>** Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan;\u003C\u002Fp>\n\n\u003Cp>Şirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nGüvence Başkanlığınca yetki verilmesini müteakip iş Tazmnın %5'i\noranında \"ek yetki tazminatı\" ödenir.\u003C\u002Fp>\n\n\u003Cp>Yönetici tazminatı alanlara bu ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Sözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazmnın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece ödenir.\nBaşteknisyen ve Şef unvan grubundaki personele ayrıca C Kategori ek\ntazminatı ödenmez.\u003C\u002Fp>\n\n\u003Cp>Bu iş grubunda bulunan B1\u002FB2 uçak bakım lisansına sahip teknisyenler,\nKalite Güvence Başkanlığı ve Eğitim Başkanlığında görevyaptıkları\nsüre boyunca iş Tazmnın %10'u kadar ayrıca iş Tazm. alır. Söz konusu\ntazminat bu unvanda kaldıkları sürece ödenir.\u003C\u002Fp>\n\n\u003Cp>**** \"C Kategori (Teknik kontrol) teknisyenleri\" bu görevde kaldıkları ve\nC Kategori onaylayıcı yetkileri devam ettiği sürece iş tazminatlarının %\n10'u kadar ayrıca iş tazminatı alırlar.\u003C\u002Fp>\n\n\u003Cp>***** 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\u003C\u002Fp>\n\n\u003Cp>***** Şirketimizin bakım yetkisine sahip olduğu; uçak gövde, motor\ntiplerinden üç ve üçten fazla kategoride yetkisi bulunan (aynı tip\naileleri tek sayılır) ve fonksiyonel olarak teknisyenlik görevi yapan\npersonele iş Tazm.nın % 2'si oranında ayrıca \"tip tazminatı\" ödenir.\u003C\u002Fp>\n\n\u003Cp>****** Bu iş grubunda B1 ve B2 uçak bakım lisansına sahip olup, Uçak\nBakım Başkanlıkları, Hat Bakım Başkanlığı ve Kabin içi Bakım\nBaşkanlığı bünyesinde (C\u002FS) onaylayıcı olarak çalışan teknisyenlere\nher ay maaş ödemesi ile birlikte brüt 439.TL\n(dörtyüzotuzdokuztürklirası) \"ek yetki primi\" ödenir.\u003C\u002Fp>\n\n\u003Cp>******* Bu gruptaki personel yukarıda belirtilen şartları sağladığı\nsürece bu iş grubunda kalır.\u003C\u002Fp>\n\n\u003Cp>******** Bu iş grubu kapsam tanımına yeni eklenen yetki türlerine\nilişkin ödemeler 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"102\">\u003Cp>GRUP 14.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A0\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>D\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>E\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>F\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>G\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>H\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>J\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>K\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>L\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>M\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>N\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>O\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"102\">\u003Cp>01.10.18 İş Tazm.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.110\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>6.678\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.426\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>7.845\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>8.300\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>8.776\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>9.290\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>9.839\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>10.416\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>11.048\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>11.693\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"41\">\u003Cp>12.402\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>13.161\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>13.946\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>14.489\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"60\">\u003Cp>15.378\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"57\">\u003Cp>16.314\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>14-1Mühendislik gerektiren bölümlerde görev yapan; mühendis ve\nmimarlar, işletme ve endüstri mühendisi olarak görev yapanlar.\u003C\u002Fp>\n\n\u003Cp>* Yukarıda belirtilen ve fonksiyonel olarak mühendislik görevlerinde\nbulunan personel, \"kıdemli mühendis\" unvanı aldığında İş Tazm.nın\n%10'u, \"şef\", \"başmühendis\" ve \"proje mühendisi\" unvanını aldığında\niş tazminatlarının %20'si kadar ayrıca \"İş Tazm.\" alırlar. Söz konusu\ntazminat bu unvanlarda kaldıkları sürece ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK - 3(a) VARDİYA PRİMİ CETV\u003C\u002Fh3>\n\n\u003Cp>(TL. -)\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" width=\"90\">\u003Cp>\u003Cstrong>KIDEM\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>BASAMAĞI\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>01.07.2018\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>- 30.09.2018\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>İKİLİ VARDİYA PRİMİ\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>ÜÇLÜ VARDİYA PRİMİ\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>01\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>275\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>550\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>02\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>284\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>568\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>03\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>291\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>583\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>04\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>298\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>596\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>05\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>308\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>616\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>06\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>315\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>630\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>07\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>323\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>646\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>08\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>332\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>664\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>09\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>340\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>679\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>10\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>348\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>697\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>11\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>356\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>712\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>12\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>364\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>727\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>13\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>373\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>745\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>14\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>381\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>762\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>15\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>388\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>776\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>16\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>396\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>791\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>17\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>404\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>808\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>18\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>413\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>827\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>19\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>420\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>840\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>20\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>429\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>858\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>21\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>437\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>874\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>22\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>445\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>891\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>23\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>454\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"160\">\u003Cp>\u003Cstrong>908\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"90\">\u003Cp>\u003Cstrong>24\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"155\">\u003Cp>\u003Cstrong>462\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd 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\u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>20\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>463\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>927\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>21\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>472\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>944\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>22\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>481\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>962\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n 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\u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>26\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>516\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.033\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>27\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>526\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.051\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>28\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>533\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.067\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>29\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>542\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.083\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>30\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>552\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.104\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>31\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>560\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.120\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>32\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>569\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.137\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>33\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>579\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.159\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>34\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>587\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.173\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"88\">\u003Cp>\u003Cstrong>35\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>596\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"164\">\u003Cp>\u003Cstrong>1.192\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK-4 DİŞ VE DİŞ TEDAVİSİ KONUSU\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 Şirketçe 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>(102) Asıl, (2) Geçici Madde ve (4) ek ile \"Yurtdışı Merkez Tayinli\nPersonel” ile ilgili bölümü ihtiva eden işbu İşletme Toplu İş\nSözleşmesi, 20.12.2018 günü taraflarca imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"covercountryregion_comments":44,"coverunion_trigger":48,"coverunionsign":52,"jobclassifaction1_txt":55,"trainingprogrammes":59,"contracttrial":63,"contractseverancepay":67,"part_time_excluded":71,"sicknesspaytxt":75,"sicknessmaxdaysnr":79,"disabilitypaytxt":81,"disabilitypay":85,"healthcareaccessrelatives":89,"MEDICAL_trigger":93,"healthcareaccess":97,"healthandsafetypolicy":101,"protectiveclothing":105,"code_application":109,"funeralpaytype":113,"funeralpay":117,"paidmaternityleaveduration":121,"paidmaternityleave":125,"alternatives":129,"paidpaternityleave":133,"deathrelatives":137,"marriage":141,"childcaresubsidy":145,"WORKHOURS_trigger":149,"PAIDLEAV_trigger":153,"bankholidays1":157,"schedulesrestpw":161,"SCHEDULE_trigger":165,"TRADEUNLEAV_trigger":169,"WAGES_trigger":173,"PAYSCALES_trigger":177,"PAYSCALES_table_selection_txt":181,"STRUCINCR_trigger":185,"ONCERISE_trigger":189,"ONCERISE2_trigger":193,"NOCTPREM_trigger":197,"OVERTIME_trigger":201,"SUNDAY_trigger":205,"sundayallowancedays1":209,"COMMUTE_trigger":213,"longserviceallowancetype":217,"MEALALL_trigger":221,"incidentalbonusdays1":225,"strikes_trigger":229,"SENIOR_trigger":233},{"bindId":45,"name":46,"text":47},"covercountryregion_comments","Madde 3 : UYGULAMA ALANI A- Yer Bakımınd","Madde 3 : UYGULAMA ALANI\n\nA- Yer Bakımından :\n\nBu İşletme Toplu İş Sözleşmesi, Şirketin 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.",{"bindId":49,"name":50,"text":51},"coverunion_trigger","B- Kişi Bakımından: 6356 Sayılı Sendikal","B- Kişi Bakımından:\n\n6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’na göre işçi\nsayılıp da Sendika üyesi bulunan tüm personel Toplu İş Sözleşmesi’nin\nkapsamındadır.\n\nAncak;\n\n a) Aşağıda unvanları yazılı bulunanlar ve 6356 Sayılı\n Kanunu’nun 39\u002F7 Maddesi’nin hükmüne uygun olarak; işveren vekilleri\n ile Toplu İş Sözleşmesi görüşmelerine işvereni temsilen\n katılanlar, Toplu İş Sözleşmesinden yararlanamaz.\n b) Müfettişler, Kontrolörler, Müdürler, 50. iş grubu ve bunların\n üst kademelerindeki diğer yöneticiler ile Müfettiş Yardımcıları,\n Hukuk Müşavirleri, Avukatlar, İş Uzmanları, Analist Programcıları,\n Sistem Programcıları, Uygulama Programcıları, Güvenlik Şefi, İşyeri\n Hekimleri, Sağlık Memurları;\n\n\n c) Haftalık çalışma süresi en çok otuz saat ve bir takvim yılında\n en çok altı ay (öğrenci ve stajyerler için dokuz ay olmak üzere)\n çalıştırılmak kaydıyla kısmi süreli iş sözleşmesiyle\n çalıştırılan personel, bu Toplu İş Sözleşmesi’nin kapsamı\n dışındadır.",{"bindId":53,"name":50,"text":54},"coverunionsign","B- Kişi Bakımından:\n\n6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’na göre işçi\nsayılıp da Sendika üyesi bulunan tüm personel Toplu İş Sözleşmesi’nin\nkapsamındadır.",{"bindId":56,"name":57,"text":58},"jobclassifaction1_txt","6. DÖNEM T.İ.S. İŞ TAZMİNATLARI CETVELİ ","6. DÖNEM T.İ.S. İŞ TAZMİNATLARI CETVELİ (EK-2a)\n\n \n\n\n \n \n GRUP 01.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 962\n \n 1.218\n \n 1.388\n \n 1.440\n \n 1.495\n \n 1.549\n \n 1.608\n \n 1.668\n \n 1.729\n \n 1.795\n \n 1.863\n \n 1.934\n \n 2.008\n \n 2.086\n \n 2.119\n \n 2.198\n \n 2.281\n \n \n \n\n\n01-1: Destek personeli\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 03.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 1.078\n \n 1.371\n \n 1.565\n \n 1.627\n \n 1.686\n \n 1.748\n \n 1.816\n \n 1.884\n \n 1.955\n \n 2.029\n \n 2.108\n \n 2.187\n \n 2.268\n \n 2.357\n \n 2.396\n \n 2.488\n \n 2.583\n \n \n \n\n\n03-1: Teknik destek personeli\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n*** Bu gruptaki personele uygulanmak üzere tanımlanan \"kısmi yetki\"\ntazminatı 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\n\n\n\n\n \n \n GRUP 04.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 1.325\n \n 1.677\n \n 1.913\n \n 1.984\n \n 2.058\n \n 2.135\n \n 2.211\n \n 2.293\n \n 2.380\n \n 2.469\n \n 2.563\n \n 2.657\n \n 2.757\n \n 2.859\n \n 2.907\n \n 3.020\n \n 3.132\n \n \n \n\n\n04-1: Uçak boya personeli, mefruşatçı\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n\n\n\n \n \n GRUP 05.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 1.733\n \n 2.076\n \n 3.461\n \n 3.549\n \n 3.626\n \n 3.708\n \n 3.799\n \n 3.886\n \n 3.980\n \n 4.067\n \n 4.170\n \n 4.268\n \n 4.371\n \n 4.487\n \n 4.487\n \n 4.598\n \n 4.710\n \n \n \n\n\n05-1: Operatör\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 07.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 1.897\n \n 2.664\n \n 3.799\n \n 3.923\n \n 4.069\n \n 4.220\n \n 4.370\n \n 4.533\n \n 4.697\n \n 4.876\n \n 5.049\n \n 5.253\n \n 5.443\n \n 5.650\n \n 5.738\n \n 5.955\n \n 6.188\n \n \n \n\n\n07-2: Memurlar\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 07.3.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 2.045\n \n 2.863\n \n 4.093\n \n 4.245\n \n 4.398\n \n 4.557\n \n 4.734\n \n 4.904\n \n 5.087\n \n 5.275\n \n 5.470\n \n 5.689\n \n 5.909\n \n 6.137\n \n 6.228\n \n 6.481\n \n 6.730\n \n \n \n\n\n07-3: Memurlar\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 09.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 2.610\n \n 3.799\n \n 4.748\n \n 4.926\n \n 5.113\n \n 5.303\n \n 5.515\n \n 5.720\n \n 5.932\n \n 6.167\n \n 6.411\n \n 6.656\n \n 6.917\n \n 7.192\n \n 7.311\n \n 7.611\n \n 7.909\n \n \n \n\n\n09-2: Uzmanlar, öğretmenler\n\n** Uzmanlar için 4 yıllık yüksek öğrenim şartı aranır.\n\n*** Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 10.0. a&b\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm. - 10.0.a\n \n 1.481\n \n 1.871\n \n 3.150\n \n 3.465\n \n 3.700\n \n 3.879\n \n 4.068\n \n 4.266\n \n 4.475\n \n 4.693\n \n 4.924\n \n 5.164\n \n 5.418\n \n 5.683\n \n 5.832\n \n 6.118\n \n 6.421\n \n \n \n 01.07.18 İş Tazm -10.0.b\n \n 1.715\n \n 2.184\n \n 3.150\n \n 3.465\n \n 3.700\n \n 3.879\n \n 4.068\n \n 4.266\n \n 4.475\n \n 4.693\n \n 4.924\n \n 5.164\n \n 5.418\n \n 5.683\n \n 5.832\n \n 6.118\n \n 6.421\n \n \n \n\n\n10.0. a: Teknisyenler (meslek yüksek okulları mezunları,\nuçak\u002Fhavacılık liseleri mezunları)\n\n10.0. b: Teknisyenler (sivil havacılık yüksek okulları ve teknik eğitim\nfakülteleri mezunları)\n\n* Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan\npersonel;\n\n\"Başteknisyen\" unvanı aldığında iş Tazm.nın % 10'u, \"teknisyen şef\"\nunvanı aldığında iş tazminatlarının % 20'si kadar ayrıca iş Tazm.\nalırlar.\n\nSöz konusu tazminatlar, bu unvanlarda kaldıkları sürece ödenir.\n\nA, B1, B2 kategori uçak bakım lisansını aldıklarında; iş Tazm.nın %\n10'u kadar \"lisans tazminatı\" alırlar.\n\nKalite Güvence Başkanlığınca kısmi yetki verdiği personel iş\nTazm.nın %5'i kadar kısmi yetki tazminatı alır. Söz konusu tazminat yetki\nsüresince ödenir.\n\nA kategori uçak bakım lisansına sahip olan ve bağlı bulunduğu\nünitenin talebi ile Kalite Güvence Başkanlığınca \"A kategori onaylayıcı\npersonel\" (A C\u002FS) yetkisi verilen teknisyenler, \"kalibrasyon kapsam sorumlusu\"\nyetkisi verilen teknisyenler yetki süresi boyunca iş Tazm.nın; % 20'si \"A\nkategori\u002FKalibrasyon Kapsam Sorumlusu yetki tazminatı\" alırlar. Söz konusu\ntazminat yetki süresince ödenir.\n\n***** Bu gruptaki personele Lisans, Kısmı Yetki ve A Kategori ve\nKalibrasyon Kapsam Sorumlusu Yetki tazminatlarının yalnızca birinden ödeme\nyapılabilir; diğerlerine göre daha yüksek oranlı tazminat söz konusu\nolduğunda düşük oranlı ödeme iptal edilir. Yönetici tazminatı alanlara\nbu ödemeler yapılmaz.\n\n****** Yukarıda belirtilen personel; Kalite Güvence Başkanlığı, AR-GE\nBaşkanlığı ve Eğitim Başkanlığında görevyaptığı süre boyunca, iş\nTazm.nın %10'u kadar ayrıca iş Tazm. alır.\n\n******* 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\n\n********Bu gruptaki personele uygulanmak üzere tanımlanan \"Kalibrasyon\nKapsam Sorumlusu\" yetki tazminatı 1 Kasım 2018'den itibaren geçerli\nolacaktır.\n\n\n\n\n \n \n GRUP 10.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 2.348\n \n 3.753\n \n 4.695\n \n 4.939\n \n 5.203\n \n 5.481\n \n 5.795\n \n 6.119\n \n 6.467\n \n 6.830\n \n 7.218\n \n 7.630\n \n 8.080\n \n 8.542\n \n 8.854\n \n 9.374\n \n 9.931\n \n \n \n\n\n10.1.: Teknisyenler\n\n* Bu grupta belirtilen personel içerisinde fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan;\n\nŞirkette uçak bakım lisansına sahip olan “onaylayıcı personel\n(C\u002FS)” veya “destekleyici personel (S\u002FS)” olarak adlandırılan tüm\nteknisyen ve başteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve\nKalite Müdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i\noranında \"ek yetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\n\n**10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\n\n\n\n\n \n \n GRUP 10.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 2.759\n \n 4.013\n \n 5.016\n \n 5.288\n \n 5.576\n \n 5.882\n \n 6.224\n \n 6.567\n \n 6.939\n \n 7.342\n \n 7.758\n \n 8.215\n \n 8.696\n \n 9.206\n \n 9.533\n \n 10.100\n \n 10.702\n \n \n \n\n\n10.2.: Şirketimizin lisans gerektirmeyen bölümlerinde görev yapan \"firma\nlisanslı teknisyenler\", \"firma lisanslı bilgisayar operatörleri\". *\nYukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i oranında \"ek\nyetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu ödeme\nyapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\n\n10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat' ödenir.\n\n\n\n\n \n \n GRUP 10.3.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 3.050\n \n 5.006\n \n 5.374\n \n 5.667\n \n 5.979\n \n 6.321\n \n 6.670\n \n 7.061\n \n 7.458\n \n 7.894\n \n 8.352\n \n 8.840\n \n 9.356\n \n 9.925\n \n 10.265\n \n 10.891\n \n 11.536\n \n \n \n\n\n10.3.: B1\u002FB2\u002FC Kategori onaylayıcı (CS\u002FSS) yetkili teknisyenler, B1\u002FB2\nuçak bakım lisansına sahip teknik öğretmenler, NDT Level 2 veya Level 3\nsertifikasına sahip NDT onaylayıcı yetkili teknisyenler. B1\u002FB2 uçak bakım\nlisansına sahip Kalite teknisyenleri, Komponent Onaylayıcı Personel (CS\u002FSS)\n(B1, B3, Cx, D1 Rating) yetkisine sahip teknisyenler * Komponent Onaylayıcı\n(CS\u002FSS) teknisyenlerde lisans şartı aranmaz.\n\n** Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nGüvence Başkanlığınca yetki verilmesini müteakip iş Tazm.nın %5'i\noranında \"ek yetki tazminatı\" ödenir.\n\nYönetici tazminatı alanlara bu ödeme yapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece ödenir.\nBaşteknisyen ve Şef unvan grubundaki personele ayrıca C Kategori ek\ntazminatı ödenmez.\n\nBu iş grubunda bulunan B1\u002FB2 uçak bakım lisansına sahip teknisyenler,\nKalite Güvence Başkanlığı ve Eğitim Başkanlığında görev yaptıkları\nsüre boyunca iş Tazm.nın %10'u kadar ayrıca iş Tazm. alır. Söz konusu\ntazminat bu unvanda kaldıkları sürece ödenir.\n\n**** \"C Kategori (Teknik kontrol) teknisyenleri\" bu görevde kaldıkları ve\nC Kategori onaylayıcı yetkileri devam ettiği sürece iş tazminatlarının %\n10'u kadar ayrıca iş tazminatı alırlar.\n\n***** 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\n\n***** Şirketimizin bakım yetkisine sahip olduğu; uçak gövde, motor\ntiplerinden üç ve üçten fazla kategoride yetkisi bulunan (aynı tip\naileleri tek sayılır) ve fonksiyonel olarak teknisyenlik görevi yapan\npersonele iş Tazm.nın % 2'si oranında ayrıca \"tip tazminatı\" ödenir.\n\n****** Bu iş grubunda B1 ve B2 uçak bakım lisansına sahip olup, Uçak\nBakım Başkanlıkları, Hat Bakım Başkanlığı ve Kabin içi Bakım\nBaşkanlığı bünyesinde (C\u002FS) onaylayıcı olarak çalışan teknisyenlere\nher ay maaş ödemesi ile birlikte brüt 439.TL\n(dörtyüzotuzdokuztürklirası) \"ek yetki primi\" ödenir.\n\n******* Bu gruptaki personel yukarıda belirtilen şartları sağladığı\nsürece bu iş grubunda kalır.\n\n******** Bu iş grubu kapsam tanımına yeni eklenen yetki türlerine\nilişkin ödemeler 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\n\n\n\n\n \n \n GRUP 14.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 3.810\n \n 6.183\n \n 6.876\n \n 7.264\n \n 7.685\n \n 8.126\n \n 8.602\n \n 9.110\n \n 9.645\n \n 10.230\n \n 10.827\n \n 11.483\n \n 12.186\n \n 12.913\n \n 13.394\n \n 14.215\n \n 15.080\n \n \n \n\n\n14-1.: Mühendislik gerektiren bölümlerde görevyapan; mühendis ve\nmimarlar, işletme ve endüstri mühendisi olarak görev yapanlar.\n\n* Yukarıda belirtilen ve fonksiyonel olarak mühendislik görevlerinde\nbulunan personel, \"kıdemli mühendis\" unvanı aldığında iş Tazm.nın\n%10'u, \"şef\", \"başmühendis\" ve \"proje mühendisi\" unvanını aldığında\niş tazminatlarının %20'si kadar ayrıca \"iş Tazm.\" alırlar. Söz konusu\ntazminat bu unvanlarda kaldıkları sürece ödenir.\n\n\n\n\n \n \n GRUP 01.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 1.031\n \n 1.308\n \n 1.491\n \n 1.547\n \n 1.607\n \n 1.665\n \n 1.728\n \n 1.794\n \n 1.859\n \n 1.931\n \n 2.004\n \n 2.080\n \n 2.161\n \n 2.244\n \n 2.284\n \n 2.369\n \n 2.460\n \n \n \n\n\n01-1: Destek personeli\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 03.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 1.156\n \n 1.473\n \n 1.682\n \n 1.749\n \n 1.813\n \n 1.880\n \n 1.953\n \n 2.027\n \n 2.104\n \n 2.184\n \n 2.269\n \n 2.354\n \n 2.441\n \n 2.537\n \n 2.584\n \n 2.683\n \n 2.786\n \n \n \n\n\n03-1: Teknik destek personeli\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n*** Bu gruptaki personele uygulanmak üzere tanımlanan \"kısmi yetki\"\ntazminatı 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\n\n\n\n\n \n \n GRUP 04.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 1.418\n \n 1.799\n \n 2.054\n \n 2.130\n \n 2.211\n \n 2.293\n \n 2.376\n \n 2.465\n \n 2.558\n \n 2.654\n \n 2.756\n \n 2.857\n \n 2.965\n \n 3.076\n \n 3.132\n \n 3.255\n \n 3.376\n \n \n \n\n\n04-1: Uçak boya personeli, mefruşatçı\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n\n\n\n \n \n GRUP 05.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 1.871\n \n 2.242\n \n 3.737\n \n 3.833\n \n 3.916\n \n 4.005\n \n 4.103\n \n 4.197\n \n 4.299\n \n 4.392\n \n 4.504\n \n 4.610\n \n 4.720\n \n 4.845\n \n 4.853\n \n 4.974\n \n 5.096\n \n \n \n\n\n05-1: Operatör\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 07.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.048\n \n 2.877\n \n 4.103\n \n 4.237\n \n 4.395\n \n 4.557\n \n 4.719\n \n 4.895\n \n 5.073\n \n 5.266\n \n 5.453\n \n 5.673\n \n 5.878\n \n 6.102\n \n 6.207\n \n 6.443\n \n 6.694\n \n \n \n\n\n07-2: Memurlar\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 07.3.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.209\n \n 3.092\n \n 4.420\n \n 4.584\n \n 4.749\n \n 4.922\n \n 5.113\n \n 5.296\n \n 5.494\n \n 5.697\n \n 5.907\n \n 6.144\n \n 6.381\n \n 6.628\n \n 6.738\n \n 7.011\n \n 7.280\n \n \n \n\n\n07-3: Memurlar\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 09.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.819\n \n 4.103\n \n 5.127\n \n 5.320\n \n 5.522\n \n 5.728\n \n 5.956\n \n 6.177\n \n 6.407\n \n 6.661\n \n 6.924\n \n 7.188\n \n 7.470\n \n 7.767\n \n 7.909\n \n 8.234\n \n 8.556\n \n \n \n\n\n09-2: Uzmanlar, öğretmenler\n\n** Uzmanlar için 4 yıllık yüksek öğrenim şartı aranır.\n\n*** Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 10.0. a&b\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İşTazm. - 10.0.a\n \n 1.587\n \n 2.009\n \n 3.394\n \n 3.734\n \n 3.988\n \n 4.181\n \n 4.385\n \n 4.599\n \n 4.825\n \n 5.061\n \n 5.310\n \n 5.569\n \n 5.843\n \n 6.130\n \n 6.301\n \n 6.610\n \n 6.938\n \n \n \n 01.10.18 İşTazm. - 10.0.b\n \n 1.840\n \n 2.347\n \n 3.394\n \n 3.734\n \n 3.988\n \n 4.181\n \n 4.385\n \n 4.599\n \n 4.825\n \n 5.061\n \n 5.310\n \n 5.569\n \n 5.843\n \n 6.130\n \n 6.301\n \n 6.610\n \n 6.938\n \n \n \n\n\n10.0. a: Teknisyenler (meslek yüksek okulları mezunları,\nuçak\u002Fhavacılık liseleri mezunları)\n\n10.0. b: Teknisyenler (sivil havacılık yüksek okulları ve teknik eğitim\nfakülteleri mezunları)\n\n* Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan\npersonel;\n\n\"Başteknisyen\" unvanı aldığında iş Tazm.nın % 10'u, \"teknisyen şef\"\nunvanı aldığında iş tazminatlarının % 20'si kadar ayrıca iş Tazm.\nalırlar.\n\nSöz konusu tazminatlar, bu unvanlarda kaldıkları sürece ödenir.\n\nA, B1, B2 kategori uçak bakım lisansını aldıklarında; iş Tazm.nın %\n10'u kadar \"lisans tazminatı\" alırlar.\n\nKalite Güvence Başkanlığınca kısmi yetki verdiği personel iş\nTazm.nın %5'i kadar kısmi yetki tazminatı alır. Söz konusu tazminat yetki\nsüresince ödenir.\n\nA kategori uçak bakım lisansına sahip olan ve bağlı bulunduğu\nünitenin talebi ile Kalite Güvence Başkanlığınca \"A kategori onaylayıcı\npersonel\" (A C\u002FS) yetkisi verilen teknisyenler, \"kalibrasyon kapsam sorumlusu\"\nyetkisi verilen teknisyenler yetki süresi boyunca iş Tazm.nın; % 20'si \"A\nkategori\u002FKalibrasyon Kapsam Sorumlusu yetki tazminatı\" alırlar. Söz konusu\ntazminat yetki süresince ödenir.\n\n***** Bu gruptaki personele Lisans, Kısmı Yetki ve A Kategori ve\nKalibrasyon Kapsam Sorumlusu Yetki tazminatlarının yalnızca birinden ödeme\nyapılabilir; diğerlerine göre daha yüksek oranlı tazminat söz konusu\nolduğunda düşük oranlı ödeme iptal edilir. Yönetici tazminatı alanlara\nbu ödemeler yapılmaz.\n\n****** Yukarıda belirtilen personel; Kalite Güvence Başkanlığı, AR-GE\nBaşkanlığı ve Eğitim Başkanlığında görevyaptığı süre boyunca, iş\nTazm.nın %10'u kadar ayrıca iş Tazm. alır.\n\n******* 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\n\n******** Bu gruptaki personele uygulanmak üzere tanımlanan \"Kalibrasyon\nKapsam Sorumlusu\" yetki tazminatı 1 Kasım 2018'den itibaren geçerli\nolacaktır.\n\n\n\n\n \n \n GRUP 10.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.536\n \n 4.053\n \n 5.070\n \n 5.334\n \n 5.619\n \n 5.919\n \n 6.258\n \n 6.608\n \n 6.984\n \n 7.376\n \n 7.795\n \n 8.240\n \n 8.726\n \n 9.225\n \n 9.578\n \n 10.141\n \n 10.743\n \n \n \n\n\n10.1.: Teknisyenler\n\n* Bu grupta belirtilen personel içerisinde fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i oranında \"ek\nyetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu ödeme\nyapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\n\n**10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\n\n*** Bu gruptaki kısmi yetkili teknisyenler kısmi yetki süreleri boyunca\nbu iş grubunda kalırlar.\n\n\n\n\n \n \n GRUP 10.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.979\n \n 4.334\n \n 5.418\n \n 5.711\n \n 6.022\n \n 6.352\n \n 6.721\n \n 7.092\n \n 7.494\n \n 7.929\n \n 8.379\n \n 8.872\n \n 9.392\n \n 9.942\n \n 10.313\n \n 10.927\n \n 11.578\n \n \n \n\n\n10.2.: Şirketimizin lisans gerektirmeyen bölümlerinde görev yapan \"firma\nlisanslı teknisyenler\", \"firma lisanslı bilgisayar operatörleri\". *\nYukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan;\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\n\n10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat' ödenir.\n\n\n\n\n \n \n GRUP 10.3.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 3.294\n \n 5.407\n \n 5.804\n \n 6.120\n \n 6.458\n \n 6.827\n \n 7.204\n \n 7.625\n \n 8.054\n \n 8.526\n \n 9.020\n \n 9.547\n \n 10.104\n \n 10.719\n \n 11.105\n \n 11.782\n \n 12.480\n \n \n \n\n\n10.3.: B1\u002FB2\u002FC Kategori onaylayıcı (CS\u002FSS) yetkili teknisyenler, B1\u002FB2\nuçak bakım lisansına sahip teknik öğretmenler, NDT Level 2 veya Level 3\nsertifikasına sahip NDT onaylayıcı yetkili teknisyenler. B1\u002FB2 uçak bakım\nlisansına sahip Kalite teknisyenleri, Komponent Onaylayıcı Personel (CS\u002FSS)\n(B1, B3, Cx, D1 Rating) yetkisine sahip teknisyenler * Komponent Onaylayıcı\n(CS\u002FSS) teknisyenlerde lisans şartı aranmaz.\n\n** Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nGüvence Başkanlığınca yetki verilmesini müteakip iş Tazmnın %5'i\noranında \"ek yetki tazminatı\" ödenir.\n\nYönetici tazminatı alanlara bu ödeme yapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazmnın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece ödenir.\nBaşteknisyen ve Şef unvan grubundaki personele ayrıca C Kategori ek\ntazminatı ödenmez.\n\nBu iş grubunda bulunan B1\u002FB2 uçak bakım lisansına sahip teknisyenler,\nKalite Güvence Başkanlığı ve Eğitim Başkanlığında görevyaptıkları\nsüre boyunca iş Tazmnın %10'u kadar ayrıca iş Tazm. alır. Söz konusu\ntazminat bu unvanda kaldıkları sürece ödenir.\n\n**** \"C Kategori (Teknik kontrol) teknisyenleri\" bu görevde kaldıkları ve\nC Kategori onaylayıcı yetkileri devam ettiği sürece iş tazminatlarının %\n10'u kadar ayrıca iş tazminatı alırlar.\n\n***** 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\n\n***** Şirketimizin bakım yetkisine sahip olduğu; uçak gövde, motor\ntiplerinden üç ve üçten fazla kategoride yetkisi bulunan (aynı tip\naileleri tek sayılır) ve fonksiyonel olarak teknisyenlik görevi yapan\npersonele iş Tazm.nın % 2'si oranında ayrıca \"tip tazminatı\" ödenir.\n\n****** Bu iş grubunda B1 ve B2 uçak bakım lisansına sahip olup, Uçak\nBakım Başkanlıkları, Hat Bakım Başkanlığı ve Kabin içi Bakım\nBaşkanlığı bünyesinde (C\u002FS) onaylayıcı olarak çalışan teknisyenlere\nher ay maaş ödemesi ile birlikte brüt 439.TL\n(dörtyüzotuzdokuztürklirası) \"ek yetki primi\" ödenir.\n\n******* Bu gruptaki personel yukarıda belirtilen şartları sağladığı\nsürece bu iş grubunda kalır.\n\n******** Bu iş grubu kapsam tanımına yeni eklenen yetki türlerine\nilişkin ödemeler 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\n\n\n\n\n \n \n GRUP 14.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 4.110\n \n 6.678\n \n 7.426\n \n 7.845\n \n 8.300\n \n 8.776\n \n 9.290\n \n 9.839\n \n 10.416\n \n 11.048\n \n 11.693\n \n 12.402\n \n 13.161\n \n 13.946\n \n 14.489\n \n 15.378\n \n 16.314\n \n \n \n\n\n14-1Mühendislik gerektiren bölümlerde görev yapan; mühendis ve\nmimarlar, işletme ve endüstri mühendisi olarak görev yapanlar.\n\n* Yukarıda belirtilen ve fonksiyonel olarak mühendislik görevlerinde\nbulunan personel, \"kıdemli mühendis\" unvanı aldığında İş Tazm.nın\n%10'u, \"şef\", \"başmühendis\" ve \"proje mühendisi\" unvanını aldığında\niş tazminatlarının %20'si kadar ayrıca \"İş Tazm.\" alırlar. Söz konusu\ntazminat bu unvanlarda kaldıkları sürece ödenir.",{"bindId":60,"name":61,"text":62},"trainingprogrammes","Madde 99 : EĞİTİM Eğitim çalışmaları kon","Madde 99 : EĞİTİM\n\nEğitim çalışmaları konusunda Şirket yönetmelik hükümleri\nuygulanır. Ancak, yıllık eğitim programı sendikaya da gönderilir.",{"bindId":64,"name":65,"text":66},"contracttrial","Madde 24 : DENEME SÜRESİ İşe alınan işçi","Madde 24 : DENEME SÜRESİ\n\nİşe alınan işçiler, üç aylık deneme süresine bağlıdır. Bu süre\niçinde gerek işçi gerek işveren sözleşmeyi bildirimsiz ve tazminatsız\nsona erdirebilir. İşçinin çalıştığı günler için ücret hakkı\nsaklıdır.",{"bindId":68,"name":69,"text":70},"contractseverancepay","Madde 30 : KIDEM TAZMİNATI Kıdem tazmina","Madde 30 : KIDEM TAZMİNATI\n\nKıdem tazminatı konusunda sendika üyesi tüm personele 4857 sayılı yasa\nhükümleri uygulanır.\n\nBu çerçevede gün sayısı;\n\nA-Hizmeti, 15 (15 dahil) yıl hizmeti olanlara 41 gün,\n\nB-Hizmeti, 15 yıldan fazla hizmeti olanlara 42 gündür.\n\nC-Ancak, 11.5.1980 tarihinden sonra işe giren personele yasadaki gün\nsayısı uygulanır.\n\nD- Personelin THY A.O.da çalıştığı süreler, THY Teknik A.Ş.’de\ngeçmiş kabul edilir.\n\n\n\nMadde 31 : İHBAR VE KIDEM TAZMİNATININ HESAPLANMASI\n\nBu konuda sendika üyesi tüm personele yasa hükümleri uygulanır.",{"bindId":72,"name":73,"text":74},"part_time_excluded","c) Haftalık çalışma süresi en çok otuz s","c) Haftalık çalışma süresi en çok otuz saat ve bir takvim yılında\n en çok altı ay (öğrenci ve stajyerler için dokuz ay olmak üzere)\n çalıştırılmak kaydıyla kısmi süreli iş sözleşmesiyle\n çalıştırılan personel, bu Toplu İş Sözleşmesi’nin kapsamı\n dışındadır.",{"bindId":76,"name":77,"text":78},"sicknesspaytxt","A- Meslek hastalığı ve iş kazası dışında","A- Meslek hastalığı ve iş kazası dışındaki haller dolayısıyla\npersonelin istirahatları 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":80,"name":77,"text":78},"sicknessmaxdaysnr",{"bindId":82,"name":83,"text":84},"disabilitypaytxt","C- İş kazasına uğrayan veya meslek hasta","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.",{"bindId":86,"name":87,"text":88},"disabilitypay","a)İşveren, çalışanlarının iş kazası yaşa","a)İşveren, çalışanlarının iş kazası yaşaması halinde ilgili\nbulunduğu sosyal güvenlik kurumu mevzuatına göre malul sayılması ve\nçalışamaz durumunun raporla belgelenmesi koşuluyla kasıtlı veya ağır\nkusur halleri hariç kendisine 01.07.2018 - 30.06.2019 tarihleri arasında\ngeçerli olmak üzere net 9750.-(dokuzbinyediyüzelli) TL olarak öder. Bu\nrakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık Türkiye İstatistik\nKurumunun 2003=100 Temel Yıllı Tüketici Fiyatları Türkiye Geneli yıllık\nendeksleri baz alınarak artırılır.\n\nb)İşveren, çalışanlarının iş kazası sonucu ölümü halinde kasıt\nveya ağır kusur hali aranmaksızın yasal mirasçılarına 01.07.2018 -\n30.06.2019 tarihleri arasında geçerli olmak üzere net\n9750.-(dokuzbinyediyüzelli) TL öder. Bu rakam, ikinci ve üçüncü yıllarda\nT.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli yıllık endeksleri baz alınarak\nartırılır.\n\n3.İşveren, kasıtlı veya ağır kusur halleri hariç personelin\ngeçirdiği iş kazası, meslek hastalığı veya herhangi bir kaza sonucu asli\ngörevini yapamaz hale gelmesi durumunda;\n\na)2 yıl asli görevindeki aylık ücretini (kıdem ücreti + iş\ntazminatı) aynen öder.\n\nb)Yukarıdaki durumlara uyan personel (a) fıkrasında belirtilen süre\niçinde asil görevini yapabilecek biçimde iyileşmezse, durumuna uygun bir\niş verilir. Bu durumda eski ücretinde bir değişiklik yapılmaz. Yeni\nişindeki yan ödemeler ayrıca verilir.",{"bindId":90,"name":91,"text":92},"healthcareaccessrelatives","2. Personelin kendisi veya eş ve çocukla","2. Personelin kendisi veya eş ve çocuklarının geceleri ani\nrahatsızlanmaları sebebiyle (senelik izin, hafta tatili ve bayram dâhil)\nözel bir tabibe muayene olmaları halinde, muayene ücreti ve tabib\ntarafından yazılan reçete bedelinin personelin katılım payı dışındaki\nmiktarı Şirket tarafından ödenir. Şu kadar ki; personelin aldığı\nistirahat geçerlidir.",{"bindId":94,"name":95,"text":96},"MEDICAL_trigger","Madde 82 : SAĞLIK YARDIMLARI Personel ve","Madde 82 : SAĞLIK YARDIMLARI\n\nPersonel ve bakmakla yükümlü olduğu eş, çocuk, anne ve babası, 5510\nsayılı Sosyal Sigortalar ve Genel Sağlık Sigortası Kanunu hükümleri\nçerçevesinde sağlık hizmetlerinden faydalanır.\n\n\n\nMadde 83 : TÜM PERSONELİN SAĞLIK YARDIMLARI\n\n1.Personelin resmi tatil, izin ve istirahat günlerinde mevzuata uygun\nolarak aldığı enjektabl ilaçların uygulama bedelleri, personelin katılma\npayı dışında, rayiç bedel üzerinden Şirket tarafından ödenir.\n\n2. Personelin kendisi veya eş ve çocuklarının geceleri ani\nrahatsızlanmaları sebebiyle (senelik izin, hafta tatili ve bayram dâhil)\nözel bir tabibe muayene olmaları halinde, muayene ücreti ve tabib\ntarafından yazılan reçete bedelinin personelin katılım payı dışındaki\nmiktarı Şirket tarafından ödenir. Şu kadar ki; personelin aldığı\nistirahat geçerlidir.\n\na)Hastalığın acillik durumu ile muayene tarih ve saati özel tabib\ntarafından açıkça belirtilecektir.\n\nb)Tabibe müracaat saat 22.00 - 06.30 arasında olacaktır. Verilmiş olan\nreçete, aynı gün ve saatler içinde yaptırılmış olacaktır.\n\nc)Ödenecek muayene ücreti, mahalli tabip odasının saptadığı miktarı\naşamaz.\n\nd)Verilmiş olan istirahat 2 günü aşamaz. Bu istirahatin Şirket tabibi\n(Şirket tabibi bulunmayan yerlerde resmi tabib) tarafından geçerli sayılıp\nonaylanması şarttır.\n\ne)Hasta daha fazla istirahate muhtaç ise, T.C. Emekli Sandığına bağlı\npersonel Şirket tabiblerine (Şirket tabibi olmayan yerlerde resmi tabiblere)\nbaşvuracak, sigortalı personel ise SGK kuruluşlarındaki sigorta tabiblerine\nmüracaat edeceklerdir.\n\nf)2 günden fazla istirahat verilmiş ise, personelin Sosyal Güvenlik\nKurumu mevzuatına göre raporunu onaylatacak ve işverene verecektir.\n\n3.Hastaneye yatırılan personel ile eş ve çocukları için refakat\nzorunluluğu hastane başhekimliğince belgelendiği takdirde bir kişilik\nrefakatçi ücreti Şirket tarafından ödenir.\n\n4.Sağlık Bakanlığınca kambiyo mevzuatı yönünden görevlendirilmiş\nDevlet Hastanelerinden alacakları raporla \"hastalıklarının yurtiçinde\ntedavisinin mümkün olmadığı\" belgelenen personelin, yurtdışında gerekli\nmuayene ve tedavi masrafları, cari, resmi sağlık ve kambiyo mevzuatı\nkapsamı dahilinde Şirket tarafından ödenir.\n\n\n\nMadde 84 : GEÇİCİ GÖREVLE YURT DIŞINA GÖNDERİLEN PERSONELİN\nHASTALANMASI\n\nGeçici görevle yurtdışına gönderilen personelin yurtdışında\nhastalanmaları halinde, sağlık giderleri Şirket tarafından\nkarşılanır.\n\n\n\nMadde 85 : HASTALIK HALİNDE NAKİL\n\nPersonelin kendisinin, eş ve çocuklarının, bakmakla yükümlü\nbulunduğu ve çalışılan ilde ikamet eden anne babasının çalışılan\nilin dışında tedavi olmalarına resmi hastanece tıbbi zorunluk gösterilen\ndurumlarda adı geçen kişilere gidiş-dönüş hastalık pası (pass 1)\nverilir. Resmi devlet hastanelerinden alacakları raporla hastalıklarının\nyurtiçinde tedavisi mümkün olmadığı belgelendirilen personele, Ana Grup\nTHY A.O. dış hatlar için pass 1 hakkı tanınır veya yabancı\nhavayollarından pass isteğinde bulunulur. Personelin aynı durumdaki eş ve\nçocukları ile bakmakla yükümlü bulunduğu ve çalışılan ilde ikamet\neden anne babasına da aynı hak tanınır. Bu durumda olan hastayı sevk eden\nresmi hastanece refakat zorunluluğu istendiği ve bu durum belgelendiği\ntakdirde hastaya refakat edecek bir kişiye aynı şekilde pass hakkı\ntanınır. 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.",{"bindId":98,"name":99,"text":100},"healthcareaccess","Madde 83 : TÜM PERSONELİN SAĞLIK YARDIML","Madde 83 : TÜM PERSONELİN SAĞLIK YARDIMLARI\n\n1.Personelin resmi tatil, izin ve istirahat günlerinde mevzuata uygun\nolarak aldığı enjektabl ilaçların uygulama bedelleri, personelin katılma\npayı dışında, rayiç bedel üzerinden Şirket tarafından ödenir.\n\n2. Personelin kendisi veya eş ve çocuklarının geceleri ani\nrahatsızlanmaları sebebiyle (senelik izin, hafta tatili ve bayram dâhil)\nözel bir tabibe muayene olmaları halinde, muayene ücreti ve tabib\ntarafından yazılan reçete bedelinin personelin katılım payı dışındaki\nmiktarı Şirket tarafından ödenir. Şu kadar ki; personelin aldığı\nistirahat geçerlidir.\n\na)Hastalığın acillik durumu ile muayene tarih ve saati özel tabib\ntarafından açıkça belirtilecektir.\n\nb)Tabibe müracaat saat 22.00 - 06.30 arasında olacaktır. Verilmiş olan\nreçete, aynı gün ve saatler içinde yaptırılmış olacaktır.\n\nc)Ödenecek muayene ücreti, mahalli tabip odasının saptadığı miktarı\naşamaz.\n\nd)Verilmiş olan istirahat 2 günü aşamaz. Bu istirahatin Şirket tabibi\n(Şirket tabibi bulunmayan yerlerde resmi tabib) tarafından geçerli sayılıp\nonaylanması şarttır.\n\ne)Hasta daha fazla istirahate muhtaç ise, T.C. Emekli Sandığına bağlı\npersonel Şirket tabiblerine (Şirket tabibi olmayan yerlerde resmi tabiblere)\nbaşvuracak, sigortalı personel ise SGK kuruluşlarındaki sigorta tabiblerine\nmüracaat edeceklerdir.\n\nf)2 günden fazla istirahat verilmiş ise, personelin Sosyal Güvenlik\nKurumu mevzuatına göre raporunu onaylatacak ve işverene verecektir.\n\n3.Hastaneye yatırılan personel ile eş ve çocukları için refakat\nzorunluluğu hastane başhekimliğince belgelendiği takdirde bir kişilik\nrefakatçi ücreti Şirket tarafından ödenir.\n\n4.Sağlık Bakanlığınca kambiyo mevzuatı yönünden görevlendirilmiş\nDevlet Hastanelerinden alacakları raporla \"hastalıklarının yurtiçinde\ntedavisinin mümkün olmadığı\" belgelenen personelin, yurtdışında gerekli\nmuayene ve tedavi masrafları, cari, resmi sağlık ve kambiyo mevzuatı\nkapsamı dahilinde Şirket tarafından ödenir.\n\n\n\nMadde 84 : GEÇİCİ GÖREVLE YURT DIŞINA GÖNDERİLEN PERSONELİN\nHASTALANMASI\n\nGeçici görevle yurtdışına gönderilen personelin yurtdışında\nhastalanmaları halinde, sağlık giderleri Şirket tarafından\nkarşılanır.\n\n\n\nMadde 85 : HASTALIK HALİNDE NAKİL\n\nPersonelin kendisinin, eş ve çocuklarının, bakmakla yükümlü\nbulunduğu ve çalışılan ilde ikamet eden anne babasının çalışılan\nilin dışında tedavi olmalarına resmi hastanece tıbbi zorunluk gösterilen\ndurumlarda adı geçen kişilere gidiş-dönüş hastalık pası (pass 1)\nverilir. Resmi devlet hastanelerinden alacakları raporla hastalıklarının\nyurtiçinde tedavisi mümkün olmadığı belgelendirilen personele, Ana Grup\nTHY A.O. dış hatlar için pass 1 hakkı tanınır veya yabancı\nhavayollarından pass isteğinde bulunulur. Personelin aynı durumdaki eş ve\nçocukları ile bakmakla yükümlü bulunduğu ve çalışılan ilde ikamet\neden anne babasına da aynı hak tanınır. Bu durumda olan hastayı sevk eden\nresmi hastanece refakat zorunluluğu istendiği ve bu durum belgelendiği\ntakdirde hastaya refakat edecek bir kişiye aynı şekilde pass hakkı\ntanınır. 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.",{"bindId":102,"name":103,"text":104},"healthandsafetypolicy","Madde 57 : DUŞ VE GİYİNME YERİ SAĞLANMAS","Madde 57 : DUŞ VE GİYİNME YERİ SAĞLANMASI\n\nİşveren, İşçi Sağlığı ve İş güvenliği Kurulları Hakkındaki\nTüzük hükümlerine göre kurulacak kurulca verilecek karara göre, işin\nözelliği bakımından yalnız el ve yüz temizliğinin yeterli olmadığı\nhallerde veya kirli, tozlu ve yorucu işlerden sonra işçilerin\nyıkanmalarını, temizlenmelerini sağlamak için gerekli gördüğü yerlerde\nduş tertibatı yapmayı, duşların bakım ve temizliği ile ilgili sendika\nişyeri temsilcisinin önerilerini yerine getirmeyi kabul eder.\n\nTeknik birimlerde özel iş kıyafeti ile çalışmak durumunda olan\npersonele, mevzuata uygun giyinme yeri düzenlemeyi işveren kabul eder.\n\n\n\nMadde 58 : GÖREV BEKLEME YERLERİ\n\nBir büroya bağlı olmadan ve aralıklı çalışıp toplu olarak görev\nbekleyen personel için yeterli büyüklükte, nitelikte ve hijyen\nkoşullarına uygun görev bekleme yerlerinin yapılmasını işveren\nsağlar.",{"bindId":106,"name":107,"text":108},"protectiveclothing","Madde 88 : PERSONELE VERİLECEK ÜNİFORMA,","Madde 88 : 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.\n\nİş elbisesi ve koruyucu malzemenin geçerlilik süresi, verileceği\nunvanlar, miktar ve mevsimsel koşullara göre niteliği yasadaki iş\nsağlığı ve güvenliği kurulunca belirlenir.",{"bindId":110,"name":111,"text":112},"code_application","Madde 56 : İŞ SAĞLIĞI VE GÜVENLİĞİ Bu ko","Madde 56 : İŞ SAĞLIĞI VE GÜVENLİĞİ\n\nBu konuda İş Sağlığı ve Güvenliği Yönetmeliği ile diğer yasa ve\ntüzük hükümleri uygulanır. Şirkette yönetmeliğe uygun olarak kurulan\nİş Sağlığı ve Güvenliği Kurulu çalışmalarına eski şekliyle devam\neder.",{"bindId":114,"name":115,"text":116},"funeralpaytype","Madde 80 : ÖLÜM YARDIMI İşveren, sendika","Madde 80 : ÖLÜM YARDIMI\n\nİşveren, sendikalı personelin eşinin veya bakmakla yükümlü bulunduğu\nçocukları ile anne ve babasının ölümleri halinde 01.07.2018 - 30.06.2019\ntarihleri arasında geçerli olmak üzere 2.100.-(ikibinyüz) TL ölüm\nyardımı yapar. Bu rakam, ikinci ve üçüncü yıllarda T.C. Başbakanlık\nTürkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli yıllık endeksleri baz alınarak artırılır.\n\nBu yardımı alabilmek için personel ölümü işverene belgelemek\nzorundadır. THY Teknik A.Ş.'de çalışan eşlerin çocuklarının ölümü\nhalinde bu yardım eşlerden yalnız birine yapılır. Bu yardım, personelin\nisteği halinde bağlı bulunduğu müdürlük muhasebesinden avans olarak\nderhal yapılır.",{"bindId":118,"name":119,"text":120},"funeralpay","Madde 86: NAAŞLARIN NAKLİ A- İşveren, ve","Madde 86: NAAŞLARIN NAKLİ\n\nA- İşveren, vefat eden THY Teknik A.Ş. Personelinin naaşını ailesinin\nveya ÖZÇELİK-İŞ Sendikasının isteği halinde memleketine göndermeyi ve\ncenazeye katılacak THY Teknik A.Ş. personeline cenazenin bulunduğu şehirde\notobüs tahsisini ve vefat edenin anne, baba, eş ve çocuklarını naaşın\ntoprağa verileceği yere kadar götürüp getirmeyi kabul eder.\n\nB- İşveren, personelinin eş veya çocuklarının ölümü halinde (A)\nfıkrasındaki hükümleri aynen uygulamayı kabul eder.",{"bindId":122,"name":123,"text":124},"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":126,"name":127,"text":128},"paidmaternityleave","Madde 63 : DOĞUM \u002F BABALIK İZNİ İşveren,","Madde 63 : DOĞUM \u002F BABALIK İZNİ\n\nİşveren, erkek personeline eşinin doğum yapması halinde 6 takvim günü\nücretli doğum izni verir. Bu izin doğumdan başlayarak 1 haftalık süre\niçinde başlatılarak tek parça halinde kullanılır.\n\nİşveren, doğum yapan kadın personele doğumdan önce 8 hafta, doğumdan\nsonra 12 hafta ücretli doğum izni verir.\n\nÇoğul gebelik halinde doğumdan önce çalıştırılmayacak süreye iki\nhafta süre eklenir.\n\nAncak sağlık durumu uygun olduğu takdirde, doktorun onayı ile kadın\nişçi isterse doğumdan önceki üç haftaya kadar işyerinde çalışabilir.\nBu durumda kadın işçinin çalıştığı süreler doğum sonrası sürelere\neklenir.\n\nİsteği halinde kadın işçiye 20 haftalık ücretli doğum izin\nsüresinin tamamlanmasından veya çoğul gebelik halinde 22 haftalık ücretli\ndoğum izin süresinden sonra altı aya kadar ücretsiz izin verilir. Bu süre\nyıllık ücretli izin hakkının hesabında dikkate alınmaz. Yıllık izin\nhakediş tarihi kullanılan ücretsiz izin süresince ötelenir.\n\nHamile personel, hamileliğinin 6. ayından itibaren talebi halinde\nvardiyasız sistemde çalıştırılır. Bu durumda vardiya primi ödenmez.\n\nİşveren, bu sürenin bitiminde iş icaplarını ve gereklerini dikkate\nalarak yeniden vardiyalı sistemde çalıştırabilir.",{"bindId":130,"name":131,"text":132},"alternatives","Hamile personel, hamileliğinin 6. ayında","Hamile personel, hamileliğinin 6. ayından itibaren talebi halinde\nvardiyasız sistemde çalıştırılır. Bu durumda vardiya primi ödenmez.",{"bindId":134,"name":135,"text":136},"paidpaternityleave","İşveren, erkek personeline eşinin doğum ","İşveren, erkek personeline eşinin doğum yapması halinde 6 takvim günü\nücretli doğum izni verir. Bu izin doğumdan başlayarak 1 haftalık süre\niçinde başlatılarak tek parça halinde kullanılır.",{"bindId":138,"name":139,"text":140},"deathrelatives","Madde 64 : ÖLÜM İZNİ İşveren, personele ","Madde 64 : ÖLÜM İZNİ\n\nİşveren, personele eşinin, çocuklarının, anne veya babasının veya\nkardeşlerinin ölümü halinde 7 takvim günü ücretli izin verir. Bu izin\nolaydan başlayarak 1 aylık sürede kullanılır.\n\nAyrıca, personelin eşinin annesi, babası veya kardeşlerinin ölümünde;\nçalışanın yıllık izin hakkının doğmamış veya yıllık ve mazeret\nizni hakkının tamamının kullanılmış olması durumunda 2 gün ücretli\nizin verilir. Bu izin olaydan başlayarak 1 aylık sürede kullanılır.",{"bindId":142,"name":143,"text":144},"marriage","Madde 62 : EVLENME İZNİ İşveren, persone","Madde 62 : EVLENME İZNİ\n\nİşveren, personeline evlenmesi halinde 8 takvim günü ücretli evlenme\nizni verir. Bu izin evlenmeyi izleyen 3 aylık; eş tayini gereksinimi\nbelgelenmesi halinde 6 aylık sürede, tek parça halinde kullanılır.”",{"bindId":146,"name":147,"text":148},"childcaresubsidy","Madde 77 : KREŞ YARDIMI İşveren, 4857 sa","Madde 77 : KREŞ YARDIMI\n\nİşveren, 4857 sayılı İş Yasasının 88. maddesi hükümlerine\nistinaden çıkartılan “Gebe ve Emziren Kadınların Çalıştırılma\nŞartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına Dair Yönetmelik”\nhükümlerini yerine getirmeyi kabul eder. Bu hükümler uygulamaya konuluncaya\nkadar personele ilgili yönetmelikte belirlenen yaştaki her çocuğu için\nbelge karşılığı ayda 1040.-(binkırk) (KDV Dahil).-TL işverence\nödenir.\n\nKreş yardımı 01.01.2019 tarihinden itibaren,193 sayılı Gelir Vergisi\nKanunu’nun 23\u002F1 maddesi ve 05.05.2018 tarih ve 2018\u002F11674 sayılı Bakanlar\nKurulu kararının 3.maddesi doğrultusunda, Asgari ücret aylık brüt\ntutarının %50’si tutarında ödenecektir.",{"bindId":150,"name":151,"text":152},"WORKHOURS_trigger","Madde 43 : ÇALIŞMA SÜRELERİ A) İş süresi","Madde 43 : ÇALIŞMA SÜRELERİ\n\n A) İş süresi haftada en çok 45 saattir. Bu süre, haftada 6 işgünü\n çalışılan işyerlerinde günde 7,5 saati geçmemek üzere ve Cumartesi\n günleri kısmen veya tamamen tatil eden işyerlerinde haftanın\n çalışılan günlerine eşit ölçüde bölünerek uygulanır.\n B) Engelli personelin işe giriş ve çıkış saatlerinde 15’er dakika\n tolerans tanınır.",{"bindId":154,"name":155,"text":156},"PAIDLEAV_trigger","Madde 59 : YILLIK ÜCRETLİ İZİNLERİN SAPT","Madde 59 : YILLIK ÜCRETLİ İZİNLERİN SAPTANMASI VE DÜZENLENMESİ\n\nYıllık ücretli izinlerin düzenlenmesinde İş Yasası ve Yıllık\nÜcretli İzin Yönetmeliği hükümleri uygulanır.\n\nİzin 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.\n\nPersonelin 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.\n\n\n\nMadde 60 : YILLIK ÜCRETLİ İZİN SÜRELERİ\n\nA- 15.06.1999 tarihinden itibaren işe giren personelin yıllık ücretli\nizin süresi 01.01.2011 tarihinden geçerli olmak ve üzere aşağıdaki\ngibidir;\n\n a) Bir yıldan beş yıla kadar (beş yıl dahil) hizmet süresi\n olanların yirmi işgünü,\n b) Beş yıldan fazla on beş yıldan az hizmet süresi olanların yirmi\n altı işgünü,\n c) On beş yıl (dahil) ve daha fazla hizmet süresi olanların otuz\n işgünü.\n\n\nKısmi süreli iş sözleşmesiyle bir süre çalışıp fasılasız olarak\nbelirli süreliye geçen personelin kısmi süreli çalışması yıllık\nücretli izin hesabında göz önüne alınır.\n\n15.06.1999 tarihinden önce işe girmiş personelin yıllık ücretli izin\nsüresi hizmet süresine bakılmaksızın otuz işgünüdür.\n\nB- Yıllık izin süresine rastlayan hafta tatili, genel tatil, ulusal\nbayram günleri yıllık izin süresine eklenir.\n\nC- Cumartesi, yıllık izinlerin hesabında işgünü olarak hesap\nedilir.\n\nD- Yıllık ücretli izin süreleri tarafların anlaşması ile bir\nbölümü on günden aşağı olmamak üzere bölümler hâlinde\nkullanılabilir.",{"bindId":158,"name":159,"text":160},"bankholidays1","Madde 72 : ULUSAL BAYRAM VE GENEL TATİLL","Madde 72 : ULUSAL BAYRAM VE GENEL TATİLLER\n\nUlusal bayram ve genel tatiller konusunda yasa hükümleri uygulanır.",{"bindId":162,"name":163,"text":164},"schedulesrestpw","Madde 71 : HAFTA TATİLİNDE ÇALIŞANLARA V","Madde 71 : HAFTA TATİLİNDE ÇALIŞANLARA VERİLECEK İZİN\n\nVardiyasız çalışılan birimlerde Pazar günü çalıştırılan\npersonele bir sonraki hafta içinde bir gün ücretli izin verilir. Vardiyalı\nçalışılan birimlerde hafta tatili son izin günü kabul edilerek bu izin\ngününde çalıştırılan personele takip eden 7 gün içerisinde bir gün\nücretli izin verilir.\n\nBu izin pazar ve yasaların saptadığı ulusal bayram ve genel tatil\ngünlerine rastlatılmaz.",{"bindId":166,"name":167,"text":168},"SCHEDULE_trigger","Madde 44 : ÇALIŞMALAR ARASI SÜRE Herhang","Madde 44 : ÇALIŞMALAR ARASI SÜRE\n\nHerhangi 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.",{"bindId":170,"name":171,"text":172},"TRADEUNLEAV_trigger","Madde 11 : SENDİKAL İZİNLER A-Baştemsilc","Madde 11 : SENDİKAL İZİNLER\n\nA-Baştemsilci İzni:\n\nSendika Baştemsilcisi, temsilcilik görevlerini işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda yazılı\nsürelerde yerine getirir.\n\n\n \n \n İşyeri İşçi Mevcudu\n \n Haftalık Ücretli İzin Süresi\n \n \n \n 01-50 işçi çalıştırılan işyerinde\n \n 4 saat\n \n \n \n 51-200 işçi çalıştırılan işyerinde\n \n 6 saat\n \n \n \n 201-500 işçi çalıştırılan işyerinde\n \n 8 saat\n \n \n \n 500'den fazla işçi çalıştırılan işyerinde\n \n 10 saat\n \n \n \n\n\nBaştemsilci atandığı tarihteki çalışma düzeninde çalışır.\nÇalışma düzeni rızası alınarak değiştirilebilir.\n\nBaştemsilcinin izin süresini işyerinde geçirmesi asıldır. Ancak,\nsendika merkezinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşuluyla sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilir.\n\nB-Temsilci İzinleri:\n\nİşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda\nyazılı sürelerde yerine getirirler.\n\n\n \n \n İşyeri İşçi Mevcudu\n \n Haftalık Ücretli İzin Süresi\n \n \n \n 01-50 işçi çalıştırılan işyerinde\n \n 2 saat\n \n \n \n 51-200 işçi çalıştırılan işyerinde\n \n 3 saat\n \n \n \n 201-500 işçi çalıştırılan işyerinde\n \n 4 saat\n \n \n \n 500'den fazla işçi çalıştırılan işyerinde\n \n 5 saat\n \n \n \n\n\nC-Diğer İzinler:\n\nSendika 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.\n\n\n \n \n İşyeri İşçi Mevcudu\n \n Yıllık Toplam Ücretli İzin Süresi\n \n \n \n 01-50 işçi çalıştırılan işyerinde\n \n 20 gün\n \n \n \n 51-100 işçi çalıştırılan işyerinde\n \n 30 gün\n \n \n \n 101-200 işçi çalıştırılan işyerinde\n \n 40 gün\n \n \n \n 201- 500 işçi çalıştırılan işyerinde\n \n 60 gün\n \n \n \n 501- 100 işçi çalıştırılan işyerinde\n \n 80 gün\n \n \n \n 1000'den fazla işçi çalıştırılan işyerinde\n \n işçi sayısının % 10'u kadar gün.\n \n \n \n\n\nBu 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. Ancak, genel kurullar için bu %\n5 oranı aranmaz.\n\nSendika merkezi bu maddede yer alan izinlere ilişkin taleplerini, ayrıca\nelektronik posta ile de işverene iletecektir.",{"bindId":174,"name":175,"text":176},"WAGES_trigger","ÜÇÜNCÜ BÖLÜM Ücret Madde 32 : ÜCRET VE Ü","ÜÇÜNCÜ BÖLÜM Ücret\n\n\n\nMadde 32 : ÜCRET VE ÜCRET ZAMLARI",{"bindId":178,"name":179,"text":180},"PAYSCALES_trigger","EKLER EK- 1(a) KIDEM ÜCRET CETVELİ (TL.-","EKLER\n\n\n\nEK- 1(a) KIDEM ÜCRET CETVELİ\n\n(TL.-)\n\n\n \n \n KIDEM\n\n BASAMAĞI\n \n 1.07.2018 - 30.09.2018\n \n \n \n KIDEM ÜCRETİ\n \n \n \n 01\n \n 1.834\n \n \n \n 02\n \n 1.892\n \n \n \n 03\n \n 1.943\n \n \n \n 04\n \n 1.988\n \n \n \n 05\n \n 2.054\n \n \n \n 06\n \n 2.100\n \n \n \n 07\n \n 2.153\n \n \n \n 08\n \n 2.214\n \n \n \n 09\n \n 2.265\n \n \n \n 10\n \n 2.322\n \n \n \n 11\n \n 2.375\n \n \n \n 12\n \n 2.424\n \n \n \n 13\n \n 2.484\n \n \n \n 14\n \n 2.541\n \n \n \n 15\n \n 2.586\n \n \n \n 16\n \n 2.638\n \n \n \n 17\n \n 2.694\n \n \n \n 18\n \n 2.756\n \n \n \n 19\n \n 2.801\n \n \n \n 20\n \n 2.860\n \n \n \n 21\n \n 2.915\n \n \n \n 22\n \n 2.969\n \n \n \n 23\n \n 3.027\n \n \n \n 24\n \n 3.077\n \n \n \n 25\n \n 3.126\n \n \n \n 26\n \n 3.188\n \n \n \n 27\n \n 3.245\n \n \n \n 28\n \n 3.293\n \n \n \n 29\n \n 3.344\n \n \n \n 30\n \n 3.408\n \n \n \n 31\n \n 3.458\n \n \n \n 32\n \n 3.510\n \n \n \n 33\n \n 3.576\n \n \n \n 34\n \n 3.621\n \n \n \n 35\n \n 3.679\n \n \n \n\n\n\n\nEK- 1(b) KIDEM ÜCRET CETVELİ\n\n(TL.-)\n\n\n \n \n KIDEM\n\n BASAMAĞI\n \n 1.10.2018 - 31.12.2018\n \n \n \n KIDEM ÜCRETİ\n \n \n \n 01\n \n 1.980\n \n \n \n 02\n \n 2.044\n \n \n \n 03\n \n 2.098\n \n \n \n 04\n \n 2.147\n \n \n \n 05\n \n 2.219\n \n \n \n 06\n \n 2.268\n \n \n \n 07\n \n 2.326\n \n \n \n 08\n \n 2.391\n \n \n \n 09\n \n 2.446\n \n \n \n 10\n \n 2.508\n \n \n \n 11\n \n 2.565\n \n \n \n 12\n \n 2.618\n \n \n \n 13\n \n 2.683\n \n \n \n 14\n \n 2.745\n \n \n \n 15\n \n 2.793\n \n \n \n 16\n \n 2.849\n \n \n \n 17\n \n 2.910\n \n \n \n 18\n \n 2.977\n \n \n \n 19\n \n 3.025\n \n \n \n 20\n \n 3.089\n \n \n \n 21\n \n 3.148\n \n \n \n 22\n \n 3.206\n \n \n \n 23\n \n 3.270\n \n \n \n 24\n \n 3.323\n \n \n \n 25\n \n 3.376\n \n \n \n 26\n \n 3.443\n \n \n \n 27\n \n 3.504\n \n \n \n 28\n \n 3.556\n \n \n \n 29\n \n 3.611\n \n \n \n 30\n \n 3.680\n \n \n \n 31\n \n 3.735\n \n \n \n 32\n \n 3.791\n \n \n \n 33\n \n 3.862\n \n \n \n 34\n \n 3.911\n \n \n \n 35\n \n 3.973\n \n \n \n\n\n\n\n6. DÖNEM T.İ.S. İŞ TAZMİNATLARI CETVELİ (EK-2a)\n\n \n\n\n \n \n GRUP 01.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 962\n \n 1.218\n \n 1.388\n \n 1.440\n \n 1.495\n \n 1.549\n \n 1.608\n \n 1.668\n \n 1.729\n \n 1.795\n \n 1.863\n \n 1.934\n \n 2.008\n \n 2.086\n \n 2.119\n \n 2.198\n \n 2.281\n \n \n \n\n\n01-1: Destek personeli\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 03.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 1.078\n \n 1.371\n \n 1.565\n \n 1.627\n \n 1.686\n \n 1.748\n \n 1.816\n \n 1.884\n \n 1.955\n \n 2.029\n \n 2.108\n \n 2.187\n \n 2.268\n \n 2.357\n \n 2.396\n \n 2.488\n \n 2.583\n \n \n \n\n\n03-1: Teknik destek personeli\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n*** Bu gruptaki personele uygulanmak üzere tanımlanan \"kısmi yetki\"\ntazminatı 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\n\n\n\n\n \n \n GRUP 04.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 1.325\n \n 1.677\n \n 1.913\n \n 1.984\n \n 2.058\n \n 2.135\n \n 2.211\n \n 2.293\n \n 2.380\n \n 2.469\n \n 2.563\n \n 2.657\n \n 2.757\n \n 2.859\n \n 2.907\n \n 3.020\n \n 3.132\n \n \n \n\n\n04-1: Uçak boya personeli, mefruşatçı\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n\n\n\n \n \n GRUP 05.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 1.733\n \n 2.076\n \n 3.461\n \n 3.549\n \n 3.626\n \n 3.708\n \n 3.799\n \n 3.886\n \n 3.980\n \n 4.067\n \n 4.170\n \n 4.268\n \n 4.371\n \n 4.487\n \n 4.487\n \n 4.598\n \n 4.710\n \n \n \n\n\n05-1: Operatör\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 07.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 1.897\n \n 2.664\n \n 3.799\n \n 3.923\n \n 4.069\n \n 4.220\n \n 4.370\n \n 4.533\n \n 4.697\n \n 4.876\n \n 5.049\n \n 5.253\n \n 5.443\n \n 5.650\n \n 5.738\n \n 5.955\n \n 6.188\n \n \n \n\n\n07-2: Memurlar\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 07.3.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 2.045\n \n 2.863\n \n 4.093\n \n 4.245\n \n 4.398\n \n 4.557\n \n 4.734\n \n 4.904\n \n 5.087\n \n 5.275\n \n 5.470\n \n 5.689\n \n 5.909\n \n 6.137\n \n 6.228\n \n 6.481\n \n 6.730\n \n \n \n\n\n07-3: Memurlar\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 09.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 2.610\n \n 3.799\n \n 4.748\n \n 4.926\n \n 5.113\n \n 5.303\n \n 5.515\n \n 5.720\n \n 5.932\n \n 6.167\n \n 6.411\n \n 6.656\n \n 6.917\n \n 7.192\n \n 7.311\n \n 7.611\n \n 7.909\n \n \n \n\n\n09-2: Uzmanlar, öğretmenler\n\n** Uzmanlar için 4 yıllık yüksek öğrenim şartı aranır.\n\n*** Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 10.0. a&b\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm. - 10.0.a\n \n 1.481\n \n 1.871\n \n 3.150\n \n 3.465\n \n 3.700\n \n 3.879\n \n 4.068\n \n 4.266\n \n 4.475\n \n 4.693\n \n 4.924\n \n 5.164\n \n 5.418\n \n 5.683\n \n 5.832\n \n 6.118\n \n 6.421\n \n \n \n 01.07.18 İş Tazm -10.0.b\n \n 1.715\n \n 2.184\n \n 3.150\n \n 3.465\n \n 3.700\n \n 3.879\n \n 4.068\n \n 4.266\n \n 4.475\n \n 4.693\n \n 4.924\n \n 5.164\n \n 5.418\n \n 5.683\n \n 5.832\n \n 6.118\n \n 6.421\n \n \n \n\n\n10.0. a: Teknisyenler (meslek yüksek okulları mezunları,\nuçak\u002Fhavacılık liseleri mezunları)\n\n10.0. b: Teknisyenler (sivil havacılık yüksek okulları ve teknik eğitim\nfakülteleri mezunları)\n\n* Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan\npersonel;\n\n\"Başteknisyen\" unvanı aldığında iş Tazm.nın % 10'u, \"teknisyen şef\"\nunvanı aldığında iş tazminatlarının % 20'si kadar ayrıca iş Tazm.\nalırlar.\n\nSöz konusu tazminatlar, bu unvanlarda kaldıkları sürece ödenir.\n\nA, B1, B2 kategori uçak bakım lisansını aldıklarında; iş Tazm.nın %\n10'u kadar \"lisans tazminatı\" alırlar.\n\nKalite Güvence Başkanlığınca kısmi yetki verdiği personel iş\nTazm.nın %5'i kadar kısmi yetki tazminatı alır. Söz konusu tazminat yetki\nsüresince ödenir.\n\nA kategori uçak bakım lisansına sahip olan ve bağlı bulunduğu\nünitenin talebi ile Kalite Güvence Başkanlığınca \"A kategori onaylayıcı\npersonel\" (A C\u002FS) yetkisi verilen teknisyenler, \"kalibrasyon kapsam sorumlusu\"\nyetkisi verilen teknisyenler yetki süresi boyunca iş Tazm.nın; % 20'si \"A\nkategori\u002FKalibrasyon Kapsam Sorumlusu yetki tazminatı\" alırlar. Söz konusu\ntazminat yetki süresince ödenir.\n\n***** Bu gruptaki personele Lisans, Kısmı Yetki ve A Kategori ve\nKalibrasyon Kapsam Sorumlusu Yetki tazminatlarının yalnızca birinden ödeme\nyapılabilir; diğerlerine göre daha yüksek oranlı tazminat söz konusu\nolduğunda düşük oranlı ödeme iptal edilir. Yönetici tazminatı alanlara\nbu ödemeler yapılmaz.\n\n****** Yukarıda belirtilen personel; Kalite Güvence Başkanlığı, AR-GE\nBaşkanlığı ve Eğitim Başkanlığında görevyaptığı süre boyunca, iş\nTazm.nın %10'u kadar ayrıca iş Tazm. alır.\n\n******* 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\n\n********Bu gruptaki personele uygulanmak üzere tanımlanan \"Kalibrasyon\nKapsam Sorumlusu\" yetki tazminatı 1 Kasım 2018'den itibaren geçerli\nolacaktır.\n\n\n\n\n \n \n GRUP 10.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 2.348\n \n 3.753\n \n 4.695\n \n 4.939\n \n 5.203\n \n 5.481\n \n 5.795\n \n 6.119\n \n 6.467\n \n 6.830\n \n 7.218\n \n 7.630\n \n 8.080\n \n 8.542\n \n 8.854\n \n 9.374\n \n 9.931\n \n \n \n\n\n10.1.: Teknisyenler\n\n* Bu grupta belirtilen personel içerisinde fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan;\n\nŞirkette uçak bakım lisansına sahip olan “onaylayıcı personel\n(C\u002FS)” veya “destekleyici personel (S\u002FS)” olarak adlandırılan tüm\nteknisyen ve başteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve\nKalite Müdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i\noranında \"ek yetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\n\n**10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\n\n\n\n\n \n \n GRUP 10.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 2.759\n \n 4.013\n \n 5.016\n \n 5.288\n \n 5.576\n \n 5.882\n \n 6.224\n \n 6.567\n \n 6.939\n \n 7.342\n \n 7.758\n \n 8.215\n \n 8.696\n \n 9.206\n \n 9.533\n \n 10.100\n \n 10.702\n \n \n \n\n\n10.2.: Şirketimizin lisans gerektirmeyen bölümlerinde görev yapan \"firma\nlisanslı teknisyenler\", \"firma lisanslı bilgisayar operatörleri\". *\nYukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i oranında \"ek\nyetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu ödeme\nyapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\n\n10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat' ödenir.\n\n\n\n\n \n \n GRUP 10.3.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 3.050\n \n 5.006\n \n 5.374\n \n 5.667\n \n 5.979\n \n 6.321\n \n 6.670\n \n 7.061\n \n 7.458\n \n 7.894\n \n 8.352\n \n 8.840\n \n 9.356\n \n 9.925\n \n 10.265\n \n 10.891\n \n 11.536\n \n \n \n\n\n10.3.: B1\u002FB2\u002FC Kategori onaylayıcı (CS\u002FSS) yetkili teknisyenler, B1\u002FB2\nuçak bakım lisansına sahip teknik öğretmenler, NDT Level 2 veya Level 3\nsertifikasına sahip NDT onaylayıcı yetkili teknisyenler. B1\u002FB2 uçak bakım\nlisansına sahip Kalite teknisyenleri, Komponent Onaylayıcı Personel (CS\u002FSS)\n(B1, B3, Cx, D1 Rating) yetkisine sahip teknisyenler * Komponent Onaylayıcı\n(CS\u002FSS) teknisyenlerde lisans şartı aranmaz.\n\n** Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nGüvence Başkanlığınca yetki verilmesini müteakip iş Tazm.nın %5'i\noranında \"ek yetki tazminatı\" ödenir.\n\nYönetici tazminatı alanlara bu ödeme yapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece ödenir.\nBaşteknisyen ve Şef unvan grubundaki personele ayrıca C Kategori ek\ntazminatı ödenmez.\n\nBu iş grubunda bulunan B1\u002FB2 uçak bakım lisansına sahip teknisyenler,\nKalite Güvence Başkanlığı ve Eğitim Başkanlığında görev yaptıkları\nsüre boyunca iş Tazm.nın %10'u kadar ayrıca iş Tazm. alır. Söz konusu\ntazminat bu unvanda kaldıkları sürece ödenir.\n\n**** \"C Kategori (Teknik kontrol) teknisyenleri\" bu görevde kaldıkları ve\nC Kategori onaylayıcı yetkileri devam ettiği sürece iş tazminatlarının %\n10'u kadar ayrıca iş tazminatı alırlar.\n\n***** 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\n\n***** Şirketimizin bakım yetkisine sahip olduğu; uçak gövde, motor\ntiplerinden üç ve üçten fazla kategoride yetkisi bulunan (aynı tip\naileleri tek sayılır) ve fonksiyonel olarak teknisyenlik görevi yapan\npersonele iş Tazm.nın % 2'si oranında ayrıca \"tip tazminatı\" ödenir.\n\n****** Bu iş grubunda B1 ve B2 uçak bakım lisansına sahip olup, Uçak\nBakım Başkanlıkları, Hat Bakım Başkanlığı ve Kabin içi Bakım\nBaşkanlığı bünyesinde (C\u002FS) onaylayıcı olarak çalışan teknisyenlere\nher ay maaş ödemesi ile birlikte brüt 439.TL\n(dörtyüzotuzdokuztürklirası) \"ek yetki primi\" ödenir.\n\n******* Bu gruptaki personel yukarıda belirtilen şartları sağladığı\nsürece bu iş grubunda kalır.\n\n******** Bu iş grubu kapsam tanımına yeni eklenen yetki türlerine\nilişkin ödemeler 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\n\n\n\n\n \n \n GRUP 14.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.07.18 İş Tazm.\n \n 3.810\n \n 6.183\n \n 6.876\n \n 7.264\n \n 7.685\n \n 8.126\n \n 8.602\n \n 9.110\n \n 9.645\n \n 10.230\n \n 10.827\n \n 11.483\n \n 12.186\n \n 12.913\n \n 13.394\n \n 14.215\n \n 15.080\n \n \n \n\n\n14-1.: Mühendislik gerektiren bölümlerde görevyapan; mühendis ve\nmimarlar, işletme ve endüstri mühendisi olarak görev yapanlar.\n\n* Yukarıda belirtilen ve fonksiyonel olarak mühendislik görevlerinde\nbulunan personel, \"kıdemli mühendis\" unvanı aldığında iş Tazm.nın\n%10'u, \"şef\", \"başmühendis\" ve \"proje mühendisi\" unvanını aldığında\niş tazminatlarının %20'si kadar ayrıca \"iş Tazm.\" alırlar. Söz konusu\ntazminat bu unvanlarda kaldıkları sürece ödenir.\n\n\n\n\n \n \n GRUP 01.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 1.031\n \n 1.308\n \n 1.491\n \n 1.547\n \n 1.607\n \n 1.665\n \n 1.728\n \n 1.794\n \n 1.859\n \n 1.931\n \n 2.004\n \n 2.080\n \n 2.161\n \n 2.244\n \n 2.284\n \n 2.369\n \n 2.460\n \n \n \n\n\n01-1: Destek personeli\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 03.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 1.156\n \n 1.473\n \n 1.682\n \n 1.749\n \n 1.813\n \n 1.880\n \n 1.953\n \n 2.027\n \n 2.104\n \n 2.184\n \n 2.269\n \n 2.354\n \n 2.441\n \n 2.537\n \n 2.584\n \n 2.683\n \n 2.786\n \n \n \n\n\n03-1: Teknik destek personeli\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n*** Bu gruptaki personele uygulanmak üzere tanımlanan \"kısmi yetki\"\ntazminatı 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\n\n\n\n\n \n \n GRUP 04.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 1.418\n \n 1.799\n \n 2.054\n \n 2.130\n \n 2.211\n \n 2.293\n \n 2.376\n \n 2.465\n \n 2.558\n \n 2.654\n \n 2.756\n \n 2.857\n \n 2.965\n \n 3.076\n \n 3.132\n \n 3.255\n \n 3.376\n \n \n \n\n\n04-1: Uçak boya personeli, mefruşatçı\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n** Bu gruptaki personele, Kalite Güvence Başkanlığınca kısmi yetki\nverildiğinde iş tazminatının %5'i kadar \"kısmi yetki\" tazminatı alır.\nSöz konusu tazminat yetki süresince ödenir. Yönetici tazminatı alanlara bu\nödeme yapılmaz.\n\n\n\n\n \n \n GRUP 05.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 1.871\n \n 2.242\n \n 3.737\n \n 3.833\n \n 3.916\n \n 4.005\n \n 4.103\n \n 4.197\n \n 4.299\n \n 4.392\n \n 4.504\n \n 4.610\n \n 4.720\n \n 4.845\n \n 4.853\n \n 4.974\n \n 5.096\n \n \n \n\n\n05-1: Operatör\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 07.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.048\n \n 2.877\n \n 4.103\n \n 4.237\n \n 4.395\n \n 4.557\n \n 4.719\n \n 4.895\n \n 5.073\n \n 5.266\n \n 5.453\n \n 5.673\n \n 5.878\n \n 6.102\n \n 6.207\n \n 6.443\n \n 6.694\n \n \n \n\n\n07-2: Memurlar\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 07.3.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.209\n \n 3.092\n \n 4.420\n \n 4.584\n \n 4.749\n \n 4.922\n \n 5.113\n \n 5.296\n \n 5.494\n \n 5.697\n \n 5.907\n \n 6.144\n \n 6.381\n \n 6.628\n \n 6.738\n \n 7.011\n \n 7.280\n \n \n \n\n\n07-3: Memurlar\n\n* Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 09.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.819\n \n 4.103\n \n 5.127\n \n 5.320\n \n 5.522\n \n 5.728\n \n 5.956\n \n 6.177\n \n 6.407\n \n 6.661\n \n 6.924\n \n 7.188\n \n 7.470\n \n 7.767\n \n 7.909\n \n 8.234\n \n 8.556\n \n \n \n\n\n09-2: Uzmanlar, öğretmenler\n\n** Uzmanlar için 4 yıllık yüksek öğrenim şartı aranır.\n\n*** Bu gruptaki personel; şef unvanı aldığında iş Tazm.nın % 20'si\nkadar ayrıca iş Tazm. alır. Söz konusu tazminat, bu unvanda kaldığı\nsürece ödenir.\n\n\n\n\n \n \n GRUP 10.0. a&b\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İşTazm. - 10.0.a\n \n 1.587\n \n 2.009\n \n 3.394\n \n 3.734\n \n 3.988\n \n 4.181\n \n 4.385\n \n 4.599\n \n 4.825\n \n 5.061\n \n 5.310\n \n 5.569\n \n 5.843\n \n 6.130\n \n 6.301\n \n 6.610\n \n 6.938\n \n \n \n 01.10.18 İşTazm. - 10.0.b\n \n 1.840\n \n 2.347\n \n 3.394\n \n 3.734\n \n 3.988\n \n 4.181\n \n 4.385\n \n 4.599\n \n 4.825\n \n 5.061\n \n 5.310\n \n 5.569\n \n 5.843\n \n 6.130\n \n 6.301\n \n 6.610\n \n 6.938\n \n \n \n\n\n10.0. a: Teknisyenler (meslek yüksek okulları mezunları,\nuçak\u002Fhavacılık liseleri mezunları)\n\n10.0. b: Teknisyenler (sivil havacılık yüksek okulları ve teknik eğitim\nfakülteleri mezunları)\n\n* Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan\npersonel;\n\n\"Başteknisyen\" unvanı aldığında iş Tazm.nın % 10'u, \"teknisyen şef\"\nunvanı aldığında iş tazminatlarının % 20'si kadar ayrıca iş Tazm.\nalırlar.\n\nSöz konusu tazminatlar, bu unvanlarda kaldıkları sürece ödenir.\n\nA, B1, B2 kategori uçak bakım lisansını aldıklarında; iş Tazm.nın %\n10'u kadar \"lisans tazminatı\" alırlar.\n\nKalite Güvence Başkanlığınca kısmi yetki verdiği personel iş\nTazm.nın %5'i kadar kısmi yetki tazminatı alır. Söz konusu tazminat yetki\nsüresince ödenir.\n\nA kategori uçak bakım lisansına sahip olan ve bağlı bulunduğu\nünitenin talebi ile Kalite Güvence Başkanlığınca \"A kategori onaylayıcı\npersonel\" (A C\u002FS) yetkisi verilen teknisyenler, \"kalibrasyon kapsam sorumlusu\"\nyetkisi verilen teknisyenler yetki süresi boyunca iş Tazm.nın; % 20'si \"A\nkategori\u002FKalibrasyon Kapsam Sorumlusu yetki tazminatı\" alırlar. Söz konusu\ntazminat yetki süresince ödenir.\n\n***** Bu gruptaki personele Lisans, Kısmı Yetki ve A Kategori ve\nKalibrasyon Kapsam Sorumlusu Yetki tazminatlarının yalnızca birinden ödeme\nyapılabilir; diğerlerine göre daha yüksek oranlı tazminat söz konusu\nolduğunda düşük oranlı ödeme iptal edilir. Yönetici tazminatı alanlara\nbu ödemeler yapılmaz.\n\n****** Yukarıda belirtilen personel; Kalite Güvence Başkanlığı, AR-GE\nBaşkanlığı ve Eğitim Başkanlığında görevyaptığı süre boyunca, iş\nTazm.nın %10'u kadar ayrıca iş Tazm. alır.\n\n******* 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\n\n******** Bu gruptaki personele uygulanmak üzere tanımlanan \"Kalibrasyon\nKapsam Sorumlusu\" yetki tazminatı 1 Kasım 2018'den itibaren geçerli\nolacaktır.\n\n\n\n\n \n \n GRUP 10.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.536\n \n 4.053\n \n 5.070\n \n 5.334\n \n 5.619\n \n 5.919\n \n 6.258\n \n 6.608\n \n 6.984\n \n 7.376\n \n 7.795\n \n 8.240\n \n 8.726\n \n 9.225\n \n 9.578\n \n 10.141\n \n 10.743\n \n \n \n\n\n10.1.: Teknisyenler\n\n* Bu grupta belirtilen personel içerisinde fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nMüdürlüğü'nün yetki onayını müteakip, iş Tazm.nın %5'i oranında \"ek\nyetki tazminatı\" ödenir. Yönetici tazminatı alanlara bu ödeme\nyapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\n\n**10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat'\nödenir.\n\n*** Bu gruptaki kısmi yetkili teknisyenler kısmi yetki süreleri boyunca\nbu iş grubunda kalırlar.\n\n\n\n\n \n \n GRUP 10.2.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 2.979\n \n 4.334\n \n 5.418\n \n 5.711\n \n 6.022\n \n 6.352\n \n 6.721\n \n 7.092\n \n 7.494\n \n 7.929\n \n 8.379\n \n 8.872\n \n 9.392\n \n 9.942\n \n 10.313\n \n 10.927\n \n 11.578\n \n \n \n\n\n10.2.: Şirketimizin lisans gerektirmeyen bölümlerinde görev yapan \"firma\nlisanslı teknisyenler\", \"firma lisanslı bilgisayar operatörleri\". *\nYukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni yapan;\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef unvanı aldığında iş Tazm.nın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece\nödenir.\n\n10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat' ödenir.\n\n\n\n\n \n \n GRUP 10.3.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 3.294\n \n 5.407\n \n 5.804\n \n 6.120\n \n 6.458\n \n 6.827\n \n 7.204\n \n 7.625\n \n 8.054\n \n 8.526\n \n 9.020\n \n 9.547\n \n 10.104\n \n 10.719\n \n 11.105\n \n 11.782\n \n 12.480\n \n \n \n\n\n10.3.: B1\u002FB2\u002FC Kategori onaylayıcı (CS\u002FSS) yetkili teknisyenler, B1\u002FB2\nuçak bakım lisansına sahip teknik öğretmenler, NDT Level 2 veya Level 3\nsertifikasına sahip NDT onaylayıcı yetkili teknisyenler. B1\u002FB2 uçak bakım\nlisansına sahip Kalite teknisyenleri, Komponent Onaylayıcı Personel (CS\u002FSS)\n(B1, B3, Cx, D1 Rating) yetkisine sahip teknisyenler * Komponent Onaylayıcı\n(CS\u002FSS) teknisyenlerde lisans şartı aranmaz.\n\n** Yukarıda belirtilen ve fonksiyonel olarak \"teknisyenlik görevi\"ni\nyapan;\n\nŞirkette uçak bakım lisansına sahip olan, \"onaylayıcı personel (C\u002FS)\"\nveya \"destekleyici personel (SIS)\" olarak adlandırılan tüm teknisyen ve\nbaşteknisyenlere; bağlı bulunduğu ünitenin talebi üzerine ve Kalite\nGüvence Başkanlığınca yetki verilmesini müteakip iş Tazmnın %5'i\noranında \"ek yetki tazminatı\" ödenir.\n\nYönetici tazminatı alanlara bu ödeme yapılmaz.\n\nSözkonusu personel; \"başteknisyen\" unvanı aldığında iş Tazm.nın %\n10'u, \"teknisyen şef\" unvanı aldığında iş Tazmnın % 20'si kadar ayrıca\niş Tazm. alır. Söz konusu tazminat bu unvanda kaldıkları sürece ödenir.\nBaşteknisyen ve Şef unvan grubundaki personele ayrıca C Kategori ek\ntazminatı ödenmez.\n\nBu iş grubunda bulunan B1\u002FB2 uçak bakım lisansına sahip teknisyenler,\nKalite Güvence Başkanlığı ve Eğitim Başkanlığında görevyaptıkları\nsüre boyunca iş Tazmnın %10'u kadar ayrıca iş Tazm. alır. Söz konusu\ntazminat bu unvanda kaldıkları sürece ödenir.\n\n**** \"C Kategori (Teknik kontrol) teknisyenleri\" bu görevde kaldıkları ve\nC Kategori onaylayıcı yetkileri devam ettiği sürece iş tazminatlarının %\n10'u kadar ayrıca iş tazminatı alırlar.\n\n***** 10 kıdem yılını dolduran ve fonksiyonel olarak \"teknisyenlik\ngörevi\"ni yapan personele iş Tazm.nın %3'ü oranında ayrıca \"ek tazminat\"\nödenir.\n\n***** Şirketimizin bakım yetkisine sahip olduğu; uçak gövde, motor\ntiplerinden üç ve üçten fazla kategoride yetkisi bulunan (aynı tip\naileleri tek sayılır) ve fonksiyonel olarak teknisyenlik görevi yapan\npersonele iş Tazm.nın % 2'si oranında ayrıca \"tip tazminatı\" ödenir.\n\n****** Bu iş grubunda B1 ve B2 uçak bakım lisansına sahip olup, Uçak\nBakım Başkanlıkları, Hat Bakım Başkanlığı ve Kabin içi Bakım\nBaşkanlığı bünyesinde (C\u002FS) onaylayıcı olarak çalışan teknisyenlere\nher ay maaş ödemesi ile birlikte brüt 439.TL\n(dörtyüzotuzdokuztürklirası) \"ek yetki primi\" ödenir.\n\n******* Bu gruptaki personel yukarıda belirtilen şartları sağladığı\nsürece bu iş grubunda kalır.\n\n******** Bu iş grubu kapsam tanımına yeni eklenen yetki türlerine\nilişkin ödemeler 1 Kasım 2018 tarihinden itibaren uygulanacaktır.\n\n\n\n\n \n \n GRUP 14.1.\n \n A0\n \n A1\n \n A\n \n B\n \n C\n \n D\n \n E\n \n F\n \n G\n \n H\n \n I\n \n J\n \n K\n \n L\n \n M\n \n N\n \n O\n \n \n \n 01.10.18 İş Tazm.\n \n 4.110\n \n 6.678\n \n 7.426\n \n 7.845\n \n 8.300\n \n 8.776\n \n 9.290\n \n 9.839\n \n 10.416\n \n 11.048\n \n 11.693\n \n 12.402\n \n 13.161\n \n 13.946\n \n 14.489\n \n 15.378\n \n 16.314\n \n \n \n\n\n14-1Mühendislik gerektiren bölümlerde görev yapan; mühendis ve\nmimarlar, işletme ve endüstri mühendisi olarak görev yapanlar.\n\n* Yukarıda belirtilen ve fonksiyonel olarak mühendislik görevlerinde\nbulunan personel, \"kıdemli mühendis\" unvanı aldığında İş Tazm.nın\n%10'u, \"şef\", \"başmühendis\" ve \"proje mühendisi\" unvanını aldığında\niş tazminatlarının %20'si kadar ayrıca \"İş Tazm.\" alırlar. Söz konusu\ntazminat bu unvanlarda kaldıkları sürece ödenir.",{"bindId":182,"name":183,"text":184},"PAYSCALES_table_selection_txt","01 1.834","01\n \n 1.834",{"bindId":186,"name":187,"text":188},"STRUCINCR_trigger","A- Ücret Zammı Uygulaması BİRİNCİ YIL; a","A- Ücret Zammı Uygulaması\n\nBİRİNCİ YIL;\n\n a) Birinci Altı Ay:\n\n\n01.07.2018 tarihinden geçerli olmak üzere düzenlenen ücret cetvelleri\n(EK-1a, EK-2a) ekteki gibidir.\n\n2018 yılı Ekim, Kasım ve Aralık aylarına münhasır olmak üzere\nuygulanacak olan ücret cetvelleri (EK-1b, EK-2b) ekteki gibidir.\n\n b) İkinci Altı Ay:\n\n\n01.07.2018 tarihindeki ücretlere, 01.01.2019 tarihinden geçerli olmak\nüzere; 01.07.2018 ile 31.12.2018 tarihleri arasındaki enflasyon oranında\n(T.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli Aralık 2018 indeks sayısının Haziran\n2018 indeks sayısına göre değişim oranında) ücret zammı\nyapılacaktır.\n\nİKİNCİ YIL;\n\n a) Birinci Altı Ay:\n\n\n30.06.2019 tarihindeki ücretlere, 01.07.2019 tarihinden geçerli olmak\nüzere; 01.01.2019 ile\n\n30.06.2019 tarihleri arasındaki enflasyon oranında (T.C. Başbakanlık\nTürkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli Haziran 2019 indeks sayısının Ocak 2019 indeks sayısına\ngöre değişim oranında) ücret zammı yapılacaktır.\n\n b) İkinci Altı Ay:\n\n\n31.12.2019 tarihindeki ücretlere, 01.01.2020 tarihinden geçerli olmak\nüzere, 01.07.2019 ile 31.12.2019 tarihleri arasındaki enflasyon oranında\n(T.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli Aralık 2019 indeks sayısının Haziran\n2019 indeks sayısına göre değişim oranında) ücret zammı\nyapılacaktır.\n\nÜÇÜNCÜ YIL;\n\n a) Birinci Altı Ay:\n\n\n30.06.2020 tarihindeki ücretlere, 01.07.2020 tarihinden geçerli olmak\nüzere; 01.01.2020 ile\n\n30.06.2020 tarihleri arasındaki enflasyon oranına (T.C. Başbakanlık\nTürkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici Fiyatları\nTürkiye Geneli Haziran 2020 indeks sayısının Ocak 2020 indeks sayısına\ngöre değişim oranına) 1 puan eklenerek ücret zammı yapılacaktır.\n\n b) İkinci Altı Ay:\n\n\n31.12.2020 tarihindeki ücretlere, 01.01.2021 tarihinden geçerli olmak\nüzere, 01.07.2020 ile 31.12.2020 tarihleri arasındaki enflasyon oranında\n(T.C. Başbakanlık Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı\nTüketici Fiyatları Türkiye Geneli Aralık 2020 indeks sayısının Haziran\n2020 indeks sayısına göre değişim oranında) ücret zammı\nyapılacaktır.\n\nB- Vardiya Primleri Zammı Uygulaması:\n\nVardiya primleri, “A- Ücret Zammı Uygulaması” fıkrasında belirtilen\nşekilde arttırılacaktır. (Ek-3a, Ek-3b)\n\nC- Ek Yetki Primi Zammı Uygulaması:\n\n10-3 iş grubuna ilişkin İş Tazminatları Cetveli’nde (EK-2a\u002Fb)\ntanımı yapılan ve brüt 439.TL (dörtyüzotuzdokuztürklirası) olarak\nbelirlenen Ek Yetki Primi; birinci yıl ikinci altı aydan itibaren “A-\nÜcret Zammı Uygulaması” fıkrasında belirtilen şekilde\narttırılacaktır.",{"bindId":190,"name":191,"text":192},"ONCERISE_trigger","Madde 34 : İKRAMİYE (EK AYLIK ÜCRET) İşv","Madde 34 : İKRAMİYE (EK AYLIK ÜCRET)\n\nİşveren, sendika üyesi personele, her yıl Mart, Haziran, Eylül ve\nAralık aylarında her biri, belirtilen ayın maaş ödemesi ile birlikte\nödenmek şartıyla; bu toplu iş sözleşmesinin, Ek-1’deki Kıdem Ücret\ncetvelindeki aylık ücret ile, Ek-2’deki İş Tazminat Cetvelindeki veya\nEk-3’deki Uçuş Tazminat Cetvelindeki aylık ücretlerinin toplamı\nüzerinden, dört adet ikramiyeyi (ek aylık ücret) ödemeyi kabul eder.",{"bindId":194,"name":195,"text":196},"ONCERISE2_trigger","Madde 75 : SOSYAL YARDIM İşbu Toplu iş S","Madde 75 : SOSYAL YARDIM\n\nİşbu Toplu iş Sözleşmesi kapsamında bulunan işçilere sosyal yardım\nolarak her ay olmak üzere Toplu İş Sözleşmesinin birinci yılında\n800.-(sekizyüz)TL\u002FAy ödenir.\n\nBu ödeme işbu Toplu İş Sözleşmesi’nin ikinci yılının birinci\naltı ayından itibaren “A- Ücret Zammı Uygulaması” fıkrasında\nbelirtilen şekilde, altı aylık dönemlerde, artırılacaktır.\n\nBu yardımın ödenmesinde her türlü ücretli izinler ile iş kazası ve\nmeslek hastalıkları sebebiyle istirahat halleri ve bir ayı aşmayan diğer\nhastalık istirahatı hallerinde kıstelyevm yapılmaz.",{"bindId":198,"name":199,"text":200},"NOCTPREM_trigger","Madde 38 : GECE ÇALIŞMASINDA, HAFTA TATİ","Madde 38 : GECE ÇALIŞMASINDA, HAFTA TATİLİNDE VE GENEL TATİLLERDE\nFAZLA ÇALIŞMA SAAT ÜCRETİ\n\nPazar, Bayram ve saat 20.—den sonra yapılacak fazla çalışmaların\nkarşılığı olan ücret, \"FAZLA ÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\"\nbaşlıklı maddede personelin unvanına göre tanımlanan birim saat\nücretlerinin % 150 yükseltilmesiyle bulunur.",{"bindId":202,"name":203,"text":204},"OVERTIME_trigger","Madde 37 : FAZLA ÇALIŞMANIN SAAT ÜCRETİ ","Madde 37 : FAZLA ÇALIŞMANIN SAAT ÜCRETİ\n\nBu Toplu İş Sözleşmesiyle tesbit edilen normal çalışma süresinden\nsonra yapılacak fazla çalışmaların karşılığı olan ücret, \"FAZLA\nÇALIŞMANIN SAAT BAŞINA BİRİM ÜCRETİ\" başlıklı maddede personelin\nunvanına göre tanımlanan birim saat ücretlerinin %75 yükseltilmesiyle\nbulunur.",{"bindId":206,"name":207,"text":208},"SUNDAY_trigger","Madde 39 : HAFTA TATİLİNDE ÇALIŞANLARIN ","Madde 39 : 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":210,"name":211,"text":212},"sundayallowancedays1","Hafta tatilinde personel çalışmazsa bir ","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.",{"bindId":214,"name":215,"text":216},"COMMUTE_trigger","Madde 76 : İŞYERİNE GETİRİP GÖTÜRME A- S","Madde 76 : İŞYERİNE GETİRİP GÖTÜRME\n\nA- Sendikanın görüşü alınarak işverence tespit edilecek güzergahlar\nüzerinden İstanbul, Ankara, İzmir, Adana, Antalya, Aydın ve Trabzon’daki\npersonel işyerlerine getirip götürülür. Ancak, İstanbul, Ankara, İzmir,\nAdana, Antalya, Aydın, Trabzon ve diğer işyerlerinde çalışıp da bu\nimkanlardan sürekli olarak yararlanamayan personele çalıştığı her gün\niçin mahalli belediye otobüs aylık toplu taşıma kartı rayicinden az\nolmamak kaydıyla ödeme yapılır. İşverenin servis temin edemediği\nişyerlerinde, personelin görevlendirildiği her bir gün için 10 kilometre\nbaşına 1 litre benzin olmak üzere taşıma ücreti ödenecek ve\nuygulamasına yönelik hususlar işveren tarafından yönetmelik ile\ndüzenlenecektir.\n\nB- 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.",{"bindId":218,"name":219,"text":220},"longserviceallowancetype","Kıdem tazminatı konusunda sendika üyesi ","Kıdem tazminatı konusunda sendika üyesi tüm personele 4857 sayılı yasa\nhükümleri uygulanır.",{"bindId":222,"name":223,"text":224},"MEALALL_trigger","Madde 73 : YEMEK YARDIMI İşveren, person","Madde 73 : YEMEK YARDIMI\n\nİşveren, personele çalıştıkları günlerde bir öğün 3 kap 2000\nkalorili doyurucu yemek verir.\n\nİstanbul, Ankara, İzmir ve Antalya işyerlerinde çalışan personelin\ngünlük çalışma süresi dışında 2 saatten fazla çalışması ve bu\nçalışmanın yemek verilen saatlere denk gelmesi halinde personele ayrıca 3\nkap 2000 kalorili yemek verilir.\n\nİşverenin yemek veremediği personel ile oruçlular ve hastalıkları\nnedeniyle yemek yemeyen personele çalışılan her gün için 193 sayılı\nGelir Vergisi Kanunu’nun 23\u002F8 maddesinde belirtilen tutarda bir öğün yemek\nbedeli ödenir.\n\nHastalıkları nedeniyle yemek yiyemeyen personel, THY Teknik A.Ş.\ndoktorlarından veya THY Teknik A.Ş. doktoru olmayan yerlerde resmi sağlık\nkuruluşu doktorlarından alacakları rapor ile hastalıklarını belgelemek\nzorundadırlar.",{"bindId":226,"name":227,"text":228},"incidentalbonusdays1","İşveren, sendika üyesi personele, her yı","İşveren, sendika üyesi personele, her yıl Mart, Haziran, Eylül ve\nAralık aylarında her biri, belirtilen ayın maaş ödemesi ile birlikte\nödenmek şartıyla; bu toplu iş sözleşmesinin, Ek-1’deki Kıdem Ücret\ncetvelindeki aylık ücret ile, Ek-2’deki İş Tazminat Cetvelindeki veya\nEk-3’deki Uçuş Tazminat Cetvelindeki aylık ücretlerinin toplamı\nüzerinden, dört adet ikramiyeyi (ek aylık ücret) ödemeyi kabul eder.",{"bindId":230,"name":231,"text":232},"strikes_trigger","Madde 20 : BU TOPLU İŞ SÖZLEŞMESİNDE DÜZ","Madde 20 : BU TOPLU İŞ SÖZLEŞMESİNDE DÜZENLENMEYEN KONULAR\n\nBu Toplu İş Sözleşmesi’nde düzenlenmeyen konularda bu Toplu İş\nSözleşmesi’nin imza tarihinde yürürlükte olan Şirket yönetmelik \u002F\nprosedür hükümleri ve mevzuat hükümleri uygulanır. Personelin\nyönetmeliklerle \u002F prosedürlerle belirlenmiş özlük haklarında aleyhte\ndüzenleme yapılmaması esastır. Personelin hak ve menfaatlerini doğrudan\nilgilendiren Şirket yönetmeliklerinde \u002F prosedürlerinde yapılacak\ndeğişiklikler veya yeni yönetmelikler \u002F prosedürler, uygulamaya konulmadan\nönce sendikaya alındı belgesi veya kayıt karşılığı gönderilir.\nSendika konuya ilişkin görüşünü 15 gün içinde işverene yazılı olarak\nbildirir. Sendikanın olumsuz görüş bildirdiği konular, en geç 3 gün\niçinde işverenin en üst düzeyde 2, sendikanın en üst düzeyde 2\nyetkilisinin bir araya geleceği toplantıda görüşülür. Bu toplantı\nsonucunda uzlaşma sağlanırsa durum tutanakla tespit edilir. Bu toplantıda\nsendikanın olumsuz görüş bildirdiği konular üzerinde uzlaşma\nsağlanmazsa değişiklikler tarafların hukuki hakları saklı kalmak\nkaydıyla yürürlüğe konabilir. Bu süreç (15+3=18 gün) tamamlanmadan\nyürürlüğe konan sendikanın olumsuz görüş bildirdiği değişiklikler\nÖZÇELİK-İŞ üyesi çalışanları bağlamaz.",{"bindId":234,"name":69,"text":235},"SENIOR_trigger","Madde 30 : KIDEM TAZMİNATI\n\nKıdem tazminatı konusunda sendika üyesi tüm personele 4857 sayılı yasa\nhükümleri uygulanır.\n\nBu çerçevede gün sayısı;\n\nA-Hizmeti, 15 (15 dahil) yıl hizmeti olanlara 41 gün,\n\nB-Hizmeti, 15 yıldan fazla hizmeti olanlara 42 gündür.\n\nC-Ancak, 11.5.1980 tarihinden sonra işe giren personele yasadaki gün\nsayısı uygulanır.\n\nD- Personelin THY A.O.da çalıştığı süreler, THY Teknik A.Ş.’de\ngeçmiş kabul edilir.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>TUR Turk Hava Yollari AO (THY A.O.) - 2018\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2018-07-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2021-06-30\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: → Trade, fuelling and repair of motor vehicles\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Motorlu taşıtların bakım ve onarımı\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 Turk Hava Yollari AO (THY A.O.)\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 ÖZÇELİK-İŞ Özdemir, Çelik, Metal ve Metal Mamulleri İşçileri Sendikası\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \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: → Hayır\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n \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: → Hayır\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\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 2100.0\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 \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: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\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 \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: → 90 days\n \u003C\u002Fdiv>\n \n \n\u003Cdiv id=\"display-severance_number\">\n Severance pay after 5 years of service (number of days' wages): → 205 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Severance pay after one year of service ((number of days' wages): → 41 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-hourspday\">\n Working hours per day: → 7.5\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Working hours per week: → 45.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-dayspweek\">\n Working days per week: → 6.0\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 20.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → -9.0 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: → 4.0 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: → Yes, in more than one table\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \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 \n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2018-07\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 \u003Cdiv id=\"display-shiftallowanceperc1\">\n Premium for evening or night work: → 150 % of basic 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