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İŞVEREN; Har Medya Yapım Tanıtım Organizasyon ve Ticaret Limited\nŞirketi’yi (Har Medya),\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS),\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C. İŞÇİ \u002F ÜYE \u002F TGS ÜYESİ; işverenin işyerinde çalışan\nişçilerden TGS üyesi olanları,\u003C\u002Fp>\n\n\u003Cp>D. TARAFLAR; işveren ve sendikayı,\u003C\u002Fp>\n\n\u003Cp>E. TİS; bu toplu iş sözleşmesini ifade eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- AMAÇ\u003C\u002Fh3>\n\n\u003Cp>A. İşyerinin ekonomik yönden sürdürülebilirliğini, ayakta\nkalmasını, verimli şekilde işletilmesini; TGS üyelerinin ekonomik, sosyal\ndurumlarını ve mesleki becerilerini geliştirmeyi, çalışanların insanlık\nonuruna yaraşır şekilde işsizlik korkusundan uzak, geleceğe güvenle\nbakabilecekleri, huzurlu bir çalışma ortamı oluşturmayı; işyerinde\ndemokratik katılımcılığın ve çalışanların sosyal güvenceye\nkavuşturulmalarının sağlanmasını, işçi sağlığı ve güvenliğini\nsağlayacak önlemlerin alınmasını amaç edinir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>B. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının çalışanların en temel hakkı olduğunu kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 4- TİS’TEN YARARLANMA\u003C\u002Fh3>\n\n\u003Ch4>A. Sendika üyelerinin yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. TİS’in imzalandığı tarihte işyerinde çalışmakta olan ve sendika\nüyesi bulunanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar,\nüyeliklerinin sendikaca işverene bildirilme tarihinden itibaren sözleşmenin\nsağladığı haklardan yararlanabilirler.\u003C\u002Fp>\n\n\u003Cp>b. TİS’in imzalanmasından sonra işe giren ve yeni üye olan işçiler,\nücret zammı hariç TİS’in tüm haklarından, sendika üyesi olduğu tarih\nitibariyle yararlanırlar. Bu kişiler, işe giriş veya üye olduğu tarihten\nsonraki zam döneminde ücret zammı alırlar.\u003C\u002Fp>\n\n\u003Cp>c. Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\naskerlik, emeklilik ve diğer nedenlerle hizmet akdi sona eren üye işçiler,\ntüm haklardan, işbu yürürlük tarihi ile imza tarihinde çalışılan süre\noranınca diğer üyeler gibi yararlanırlar. Ölen üye işçilerin\nvarislerine, kıdem tazminatı ve ölüm yardımı ödemesi yapılır.\u003C\u002Fp>\n\n\u003Ch4>B. Sendika üyesi olmayanların yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. Sendika üyesi olmayanlar veya sendika üyeliğinden ayrılanlar ya da\nüyelikten çıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Ancak TİS’in\nimzalandığı tarihten önceki talepler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika üyeleri ile sendika üyesi olmadan dayanışma aidatı ödeyerek\nbu TİS’ten yararlananlar dışında kalan işçilere, bu TİS kısmen veya\ntamamen uygulanamaz. Bu hükme rağmen uygulanması durumunda, uygulanan tüm\nparasal haklar, sendika üyelerine ilave olarak uygulanır. Ayrıca işveren,\nbu konumdaki işçiler için, TİS’i uyguladığı her işçi için ödenen\nüyelik aidatı tutarı kadar tazminatı, her ay sendikaya ödemeyi kabul ve\ntaahhüt eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TİS’İN HÜKMÜ VE YORUMU\u003C\u002Fh3>\n\n\u003Cp>A. İşveren ile TGS üyeleri arasında yapılması zorunlu olan hizmet\nakitlerinin yazılı olması ve işbu TİS’in tanıdığı hakları\nazaltıcı, kısıtlayıcı ve bozucu hükümler taşımaması şarttır. Bu\nhizmet akitlerinin TİS’e aykırı hükümlerinin yerini, bu TİS’teki\nhükümler alır.\u003C\u002Fp>\n\n\u003Cp>B. Hizmet akitlerinde belirtilmeyen konuda bu TİS’in hükümleri\nuygulanır. Bu Hizmet akitlerinin bir örneği, imzalandıkları tarihten\nsonraki 15 iş günü içerisinde işveren tarafından TGS’ye gönderilir.\u003C\u002Fp>\n\n\u003Cp>C. İşletmede çalışan TGS üyelerinin iş tanımları, ücretleri ve\nçalışma koşullarında meydana gelecek her türlü değişiklik, yukarıda\nbelirtilen süre içinde yazılı olarak sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Cp>D. Bu TİS’in yürürlüğe girdiği tarihten önce TGS üyelerine\nsağlanan ve bu TİS’te değiştirici ya da yok edici hüküm bulunmayan\nişçi lehine hak ve menfaatler, kazanılmış hak olarak aynen devam eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- TARAFLARIN DURUMUNDA DEĞİŞİKLİK\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, işyerini başka bir gerçek veya tüzel kişiye devrettiği,\ngerçek veya tüzel bir üçüncü şahısla ortak olduğu veya işyerinde\nyapılan işlerin bir bölümünü veya tamamını gerçek veya tüzel bir\nüçüncü şahsa yaptırdığı takdirde, bu TİS süresi sonuna kadar\nTİS’in TGS üyelerine tanıdığı haklardan, yeni işveren (üçüncü\nşahıs ile birlikte) müştereken ve müteselsilen sorumludur.\u003C\u002Fp>\n\n\u003Cp>B. Sözleşmeye taraf olan sendikanın kendini feshi, infisahı,\nçalışmadan yasaklı olması bu TİS’in uygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 2\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL HAKLAR VE GÜVENCESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 7- SENDİKA GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. İşyerinde çalışan Türkiye Gazeteciler Sendikası üyelerinin, TGS\nmerkez ve şube yöneticileri olarak seçilmeleri ve profesyonel yöneticilik\nyapmayıp işletmede çalışmaya devam etmeleri halinde; İşveren, bu\nTİS’in taraflarından biri olan TGS’nin merkez ve şubelerinin yönetim,\ndenetleme ve disiplin kurulu üyeleri ile işyeri temsilcilerini sendikal\ngörevlerini yapmalarından ötürü işten çıkaramaz, bu kişilere ceza\nveremez, bu kişilerin sendikal görevlerini yapmalarına hiçbir şekilde\nengel olamaz. 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun\nSendika İşyeri Temsilcilerine tanıdığı güvenceler, önceki cümlede\ntanımlanan TGS merkez ve şubelerinin yönetim, denetleme ve disiplin kurulu\nüyeleri yönünden de aynen geçerlidir. Bu anlamda, 6356 Sayılı Sendikalar\nve Toplu İş Sözleşmesi Kanunu’nun 24. maddesi başta olmak üzere sendika\nişyeri temsilcilerine haklar tanıyan tüm maddelerinin, TGS Merkez ve Şube\nyönetim, denetleme ve disiplin kurulu üyeleri yönünden de geçerli\nolacağı taraflarca kararlaştırılmıştır.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TGS üyelerinin sendikal görevlerini yerine getirmelerinden\nötürü iş sözleşmesini feshedemez. İşveren buna aykırı hareket\nettiğinin yargı kararı ile tespit edilmesi halinde, bu kişilere yasalardan\nve TİS’ten doğan haklarını öder.\u003C\u002Fp>\n\n\u003Cp>C. İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin ve\nişyerinde çalışmaya devam eden sendika yöneticilerinin işyerini\ndeğiştiremez veya mevcut iş tanımı ve pozisyonunu düşüren esaslı\ntarzda değişiklik yapamaz. Aksi hâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>D. TGS üyesinin askerlik nedeniyle ve askerliği sırasında iş\nsözleşmesi feshedilemez, askıya alınır. TGS üyesi askerlik süresinin\nsona ermesiyle, işyerindeki eski işine döner ve işe döndüğü tarihten\nitibaren işyerindeki sözleşmenin tüm haklarından, hakların ulaştığı\nseviye itibarıyla yararlanmaya devam eder. TGS üyesi dilerse, askerlik\nnedeniyle iş akdini feshederek, kıdem tazminatı ve feshe bağlı\nhaklarının ödenmesini talep edebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- SENDİKA AİDATI\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, TGS üyelerinin aidatlarını, TGS’nin göndereceği sendika\nüye listesine göre brüt ücretlerinin %2’si oranında kesinti yaparak\nsendikanın bildireceği TGS banka hesabına en geç 15 gün içinde\nyatırır.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TİS’ten yararlanmak isteyen diğer işçilerin dayanışma\naidatlarını da, brüt ücretlerinin %2’si oranında kesinti yaparak\nsendikanın bildireceği TGS banka hesabına en geç 15 gün içinde yatırır\nve dayanışma aidatı ödeyen işçi listesini TGS’ye aynı süre içinde\ngönderir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9- TEMSİLCİLERİN GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>A. TGS, yasada belirlenen sayıda sendika temsilcisi atar. Atanacak\ntemsilciler özel durumlar ve acil ihtiyaçlar dışında demokratik yöntemle\nbelirlenir. Temsilciler, TİS hükümlerinin uygulanmasını sağlar.\u003C\u002Fp>\n\n\u003Cp>B. Sendika temsilcileri şu şekilde çalışırlar: TGS üyesi ya da\nüyeleri, şikâyet ve taleplerini TGS temsilcisine bildirir. TGS temsilcisi,\nkonuyu yetkili kişilerle görüşür, gerekirse yazılı olarak bildirir.\nİşveren, İşveren vekili ya da ilgili kişi, TGS temsilcisinin yazılı\nbaşvurusuna 7 gün içinde yazılı olarak yanıt vermelidir. Çözülemeyen\nkonular sendikaya bildirilir. İşyeri temsilcileri ve sendika yöneticileri\nüyeler ile yapacağı görüşme ve toplantılar için mesai saatleri\ndışını tercih eder. Ancak mesai saatleri içinde yapılacak toplantılar\niçin işveren yetkililerinden izin alınır.\u003C\u002Fp>\n\n\u003Cp>C. TGS, işyerinde çalışan üyeler arasından delege seçilenlerle ilgili\nişvereni Sendika İşyeri Temsilcisi vasıtasıyla yazılı olarak\nbilgilendirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- DANIŞMA KURULU\u003C\u002Fh3>\n\n\u003Cp>İşyerinde, işçilerin disiplin uygulamaları ile iş akitlerinin sona\nerdirilmesi hakkında görüş bildirmek, işin verimliliği için gerekli\nönerileri yapmak, TİS’in uygulama ve yorumundan kaynaklanan uyuşmazlıklar\nile Sendika İşyeri Temsilcisi ve\u002Fveya işveren tarafından bildirilen talep\nve şikayetleri görüşmek üzere, Danışma Kurulu oluşturur. Danışma\nKurulu, 1 kişisi TGS, 2 kişisi işveren tarafından belirlenen 3 üyeden\noluşur. Kurul, kararlarını oyçokluğu ile alır. Taraflar dilerse, önceden\ndiğer tarafa bildirmek suretiyle, avukatlarının da toplantılara\nkatılmasını sağlarlar. Kurul, taraflardan birinin daveti üzerine\ntoplanır. Kurul görüşmeleri gizlidir. Hizmet akitlerinin ikale yoluyla sona\nermesi, Danışma Kurulu’nun görev alanının dışındadır.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 3\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA KOŞULLARININ DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 11- İŞ TANIMI DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyesi gazetecileri basın iş kanununa tabi çalıştırır.\nTGS üyesini, iş tanımını ve işyerindeki pozisyonunu yazılı ve net bir\nşekilde kendisine bildirir. TGS üyesi, kendisinin de yazılı olarak kabul\nettiği iş tanımı ve pozisyondaki işlerde çalıştırılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\u003C\u002Fh3>\n\n\u003Cp>A. İşveren işyerinde Uluslararası Çalışma Örgütü’nün 190\nsayılı Şiddet ve Taciz Sözleşmesi (ILO 190) ve 206 sayılı Tavsiye\nKararı başta olmak üzere uluslararası sözleşmeler, Anayasa ve ilgili\ndüzenlemeler çerçevesinde, toplumsal cinsiyet eşitliğinin yaşama\ngeçirilmesi için gerekli önlemleri alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. İşveren, genç, yaşlı, kadın, göçmen, LGBTİ+ ve engelli\nişçilerin ayrımcılığa uğramaması için gerekli pozitif ayrımcı\ntedbirleri alır. Engelli işçilerin rahat, sağlıklı ve güvenli\nçalışabilmeleri için, yasal mevzuat çerçevesinde gerekli düzenlemeler\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerinde çalışan TGS üyelerinin, uluslararası\nsözleşmeler, Anayasa ve ilgili düzenlemeler çerçevesinde, toplumsal\ncinsiyet eşitliğinin yaşama geçirilmesi ve kadın olmaktan ve\u002Fveya çocuğu\nolmasından kaynaklı ayrımcılığa uğramamaları için gerekli önlemleri\nalır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 14- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. Haklı fesih nedeni olmadıkça hiçbir TGS üyesi işten\nçıkartılamaz.\u003C\u002Fp>\n\n\u003Cp>B. İşçi çıkarmanın zorunlu olduğu hallerde ise sırasıyla;\u003C\u002Fp>\n\n\u003Cp>a. Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>b. Deneme süresi içinde olanlar,\u003C\u002Fp>\n\n\u003Cp>c. Bir Sosyal Güvenlik Kuruluşundan emekli olanlar,\u003C\u002Fp>\n\n\u003Cp>d. Emekliliğine hak kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>e. Sendika üyesi olmayanlar\u003C\u002Fp>\n\n\u003Cp>f. İşe son girenler bu işleme tabi tutulurlar.\u003C\u002Fp>\n\n\u003Cp>Zorunlu işten çıkarmalarda cinsiyet ayrımcılığının yaşanmaması\niçin işveren gerekli tüm önlemleri almakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>C. 4857 Sayılı İş Kanunu’nun 25. maddesinde sıralanan nedenlerin\nyanı sıra hırsızlık, dolandırıcılık, cinsel taciz, tecavüz, kadına\nyönelik şiddet, şantaj gibi suçları işleyenler, çalıştığı işyerini\nalet etmek suretiyle maddi menfaat sağladıkları kesinleşmiş yargı kararı\nile sabit olanlar ile bir ay içinde mazeretsiz olarak üst üste 2 gün ve\nfazla işe gelmeyenlerin iş sözleşmeleri, tazminatsız olarak\nfeshedilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>BÖLÜM 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A. İşyerinde hizmetin yürütümü sırasında çalışanların\nsağlığının ve güvenliğinin korunması ve geliştirilmesi,\nçalışanların kendi sağlık ve güvenlikleri ile ilgili süreçlere aktif\nkatılımı ve çalışanların işçi sağlığı ve güvenliği önlemlerine\nuyması esastır. İşveren, işçi sağlığı ve güvenliği ile ilgili tüm\nçalışmaları sendika ile eşgüdüm içinde yürütür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>B. İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, “sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında\nçalışma, çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik\nsorunlar” başta olmak üzere işin yürütümü sırasında, işçi\nsağlığı ve güvenliği bakımından temel konular öncelikle dikkate\nalınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 16- GÖZALTINA ALINMA, TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesi gazeteci; Har Medya tarafından yayınlanan bir yayından ya\nda Har Medya adına yürüttüğü bir faaliyetten ötürü özgürlüğü\nkısıtlanırsa, bu sürede ücretini bütün haklarıyla birlikte işverenden\nalmaya devam eder ve iş sözleşmesi hiçbir şekilde feshedilemez.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyesi gazetecinin, Har Medya tarafından yayınlanan bir yayını ya\nda Har Medya adına yürüttüğü bir faaliyet nedeniyle para cezasına mahkum\nolması halinde, bu adli para cezası işveren tarafından karşılanır. Hapis\ncezasının paraya dönüştürülmesi olanağı var ise işveren bu miktarı\nkarşılamakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C. Çalışanın, işverenin maddi çıkarlarını ve itibarını zarara\nuğratacak ve suç teşkil eden fiilleri bu madde kapsamında değildir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 5\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL HAKLAR\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 17- YEMEK ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>TGS üyelerinden İstanbul ofisinde çalışanlara doyurucu yemek verilir.\nİstanbul dışındaki TGS üyelerine ise aylık net 4000 TL yemek ücreti\nödenir. Sürekli evden çalışan TGS üyelerine ise aylık net 2000 TL yemek\nücreti ödenir. Yemek ücreti, ücretlere gelecek zam oranında\narttırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 18- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin görev başındayken ölümü durumunda, ailesine net 50\nbin TL ölüm yardımı yapılır. Görev dışında ölümü durumunda ise,\nailesine net 4000 TL ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>B. TGS üyelerine birinci dereceden yakınının (anne, baba, kardeş,\nçocuk, eş) ölmesi durumunda net 4000 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 19- EVLİLİK VE DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. Evlenen ya da partneri ile yaşamaya karar veren TGS üyelerine net 7500\nTL ödenir. Partneri ile yaşamaya karar verenler için bu ödeme, durumun\nyazı işleri müdürü ve işyeri sendika temsilcisi tarafından onaylanması\nkoşuluyla ve bir kez yapılır.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyelerinin çocuğunun doğumu için net 7500 TL ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 20- FATURA DESTEĞİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, sürekli evden çalışan TGS üyelerine aylık net 1000 TL\nfatura desteği sağlar. Bu miktar sözleşmenin ikinci yılında 2000 TL’ye\nyükseltilir. Bu destek büro olmayan illerdeki TGS üyeleri için de\ngeçerlidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 21- GİYİM DESTEĞİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, ekran önüne çıkan çalışanlara her yıl eylül ayında\nyılda bir defaya mahsus net 5000 TL giyim desteği verir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 22- KREŞ VE\u002FVEYA EĞİTİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşverence, on sekiz yaşından küçük çocuğu olan TGS üyelerine\nyıllık toplam net 5000 TL kreş ya da eğitim yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 23- GÖZLÜK-LENS YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren TGS üyelerine belgelemek koşuluyla bir kereye mahsus net 2000 TL\ngözlük-lens yardımında bulunur.\u003C\u002Fp>\n\n\u003Ch3>MADDE 24- BAYRAM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, 8 Mart Dünya Emekçi Kadınlar gününde TGS üyesi kadın\nçalışanlara net 1000 TL yardımda bulunur.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, 1 Mayıs Birlik, Mücadele ve Dayanışma gününde tüm TGS\nüyelerine net 1000 TL yardımda bulunur.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 6\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 25-ÜCRETLİ VE ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyelerinin ücretli yıllık toplam izin süreleri şu\nşekildedir:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a. İşyerinde kıdemi bir yıldan üç yıla kadar olanların on altı iş\ngünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. İşyerinde kıdemi üç yıldan (üç yıl dahil) beş yıla kadar\nolanların on dokuz iş günü,\u003C\u002Fp>\n\n\u003Cp>c. İşyerinde kıdemi beş yıldan (beş yıl dahil) on beş yıla kadar\nolanlara yirmi iki iş günü,\u003C\u002Fp>\n\n\u003Cp>d. İşyerinde kıdemi on beş yıl ve daha fazla olanlara yirmi yedi iş\ngünüdür.\u003C\u002Fp>\n\n\u003Cp>Yıllık izin planlaması yapıldıktan sonra değişiklik ancak üyenin\nonayı ile olur.\u003C\u002Fp>\n\n\u003Cp>B. İşverenin onayı ile TGS’nin talebi halinde, sendikal faaliyetler\niçin;\u003C\u002Fp>\n\n\u003Cp>a. Sendika genel merkez ve şube yöneticilerine, yılda 24 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>b. Sendika temsilcilerine yılda 12 gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>c. Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>C. TGS üyesinin birinci dereceden yakınının ölümü durumunda, 3 gün\nücretli izin verilir. Bu izin süresi, gideceği yerin uzaklığına göre\nartırılabilir. TGS üyesinin, ikinci dereceden akrabasının ölümü\ndurumunda, 1 gün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>D. İşveren, her ay kadın üyelere üyenin ihtiyacı ve talebi halinde 1\ngün ücretli regl izni verir. Regl izni talebi, iş akışında aksaklığa\nneden olmaması için üye tarafından en az 2 gün önce işverene\nbildirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>E. Ulusal bayram ve resmi tatil günlerinin idari izinler de dahil olmak\nüzere resmi olarak ilan edilmesinden sonraki 5 gün içinde işveren, sendika\nişyeri temsilcisi ile koordineli bir şekilde bu tarihlerde üyelere verilecek\nizin günleri konusunda gerekli düzenlemeyi yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 7\u003C\u002Fh2>\n\n\u003Ch2>AKÇALI KONULAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 26- MASRAFLAR\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin görevini yürütebilmesi için yaptığı\nbelgelendirilmiş masraflar (yol, yemek vb.) işveren tarafından\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyeleri bulundukları il dışına gönderildikleri takdirde, her\ngece için net 500 TL, yurt dışında görevlendirilmeleri durumunda her gece\niçin brüt 50 Euro ücret ödenir. Görevli olarak bulundukları süre boyunca\nyaptıkları yol, konaklama ve yemek masrafları da belge karşılığında\nişveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>C. İşveren, 01.04.2024 tarihinden itibaren geçerli olmak üzere, TGS\nüyelerine (sürekli evden çalışanlar hariç olmak üzere) aylık net 1388\nTL yol yardımında bulunur. Yol yardımı İETT’nin yaptığı zamma göre\nyükseltilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 27- KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Kıdem tazminatı konusunda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 28-İHBAR TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Bu konuda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 29- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>A. Haftalık çalışma süresi 45 saattir. 45 saatten fazla çalışan\nsüre karşılığında fazla mesai ücreti ödenir. Fazla mesai sürelerine\nher saat için verilecek ücret, normal saat ücretinin %50 fazlasıdır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>B. Resmi tatil günlerinde çalışan TGS üyelerine günlük ücretlerinin\niki katı ücret ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 30- ÜCRET ZAMLARI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>İşverence, TGS üyelerinin 31.12.2023 tarihinde almakta oldukları net\nücretlerine 01.01.2024 tarihinden itibaren geçerli olmak üzere yüzde 25 ila\nyüzde 75 oranında zam yapılır. TGS üyelerinin ücretlerine 01.07.2024\ntarihinde yapılacak olan artış oranı, taraflarca 2024 yılı Haziran\nayında müzakere edilecektir. 01.01.2025 tarihinde yapılacak olan artış\noranı, taraflarca 2024 yılı Aralık ayında müzakere edilecektir.\n01.07.2025 tarihinde yapılacak olan artış oranı, taraflarca 2025 yılı\nHaziran ayında müzakere edilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 31- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, 24.01.2024 tarihinde imzalanmış olup,\n01.01.2024 tarihinden itibaren 2 yıl yürürlüktedir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1\u003C\u002Fh3>\n\n\u003Cp>TGS üyelerinin hafta tatili hakkı ve yıllık ikramiye ödemeleri, 2024\nyılı Haziran ayında taraflarca tekrar müzakere edilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"CBA_MNCOMPA_1":45,"cbamemtrad":49,"trainingprogrammes":53,"menstruationleave":57,"healthandsafetypolicy":61,"funeralpay":65,"deathrelatives":69,"discrimination":73,"sexualhar":77,"equalitymonitoring":81,"hourspweek_select":85,"holidaysdays":89,"tradeunleavdays":93,"strikes_trigger":97,"STRUCINCR_trigger":101,"OVERTIME_trigger":105,"SUNDAY_trigger":107,"MEALALL_trigger":111},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2024-01.01.2026",{"bindId":46,"name":47,"text":48},"CBA_MNCOMPA_1","A. İŞVEREN; Har Medya Yapım Tanıtım Orga","A. İŞVEREN; Har Medya Yapım Tanıtım Organizasyon ve Ticaret Limited\nŞirketi’yi (Har Medya),",{"bindId":50,"name":51,"text":52},"cbamemtrad","B. SENDİKA; Türkiye Gazeteciler Sendikas","B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS),",{"bindId":54,"name":55,"text":56},"trainingprogrammes","B. İşveren, işçi sağlığı ve güvenliği ko","B. İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, “sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında\nçalışma, çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik\nsorunlar” başta olmak üzere işin yürütümü sırasında, işçi\nsağlığı ve güvenliği bakımından temel konular öncelikle dikkate\nalınır.",{"bindId":58,"name":59,"text":60},"menstruationleave","D. İşveren, her ay kadın üyelere üyenin ","D. İşveren, her ay kadın üyelere üyenin ihtiyacı ve talebi halinde 1\ngün ücretli regl izni verir. Regl izni talebi, iş akışında aksaklığa\nneden olmaması için üye tarafından en az 2 gün önce işverene\nbildirilir.",{"bindId":62,"name":63,"text":64},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ MADDE 15- İŞÇİ","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\n\nMADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":66,"name":67,"text":68},"funeralpay","B. TGS üyelerine birinci dereceden yakın","B. TGS üyelerine birinci dereceden yakınının (anne, baba, kardeş,\nçocuk, eş) ölmesi durumunda net 4000 TL ölüm yardımı yapılır.",{"bindId":70,"name":71,"text":72},"deathrelatives","C. TGS üyesinin birinci dereceden yakını","C. TGS üyesinin birinci dereceden yakınının ölümü durumunda, 3 gün\nücretli izin verilir. Bu izin süresi, gideceği yerin uzaklığına göre\nartırılabilir. TGS üyesinin, ikinci dereceden akrabasının ölümü\ndurumunda, 1 gün ücretli izin verilir.",{"bindId":74,"name":75,"text":76},"discrimination","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ A","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\n\nA. İşveren işyerinde Uluslararası Çalışma Örgütü’nün 190\nsayılı Şiddet ve Taciz Sözleşmesi (ILO 190) ve 206 sayılı Tavsiye\nKararı başta olmak üzere uluslararası sözleşmeler, Anayasa ve ilgili\ndüzenlemeler çerçevesinde, toplumsal cinsiyet eşitliğinin yaşama\ngeçirilmesi için gerekli önlemleri alır.",{"bindId":78,"name":79,"text":80},"sexualhar","C. 4857 Sayılı İş Kanunu’nun 25. maddesi","C. 4857 Sayılı İş Kanunu’nun 25. maddesinde sıralanan nedenlerin\nyanı sıra hırsızlık, dolandırıcılık, cinsel taciz, tecavüz, kadına\nyönelik şiddet, şantaj gibi suçları işleyenler, çalıştığı işyerini\nalet etmek suretiyle maddi menfaat sağladıkları kesinleşmiş yargı kararı\nile sabit olanlar ile bir ay içinde mazeretsiz olarak üst üste 2 gün ve\nfazla işe gelmeyenlerin iş sözleşmeleri, tazminatsız olarak\nfeshedilebilir.",{"bindId":82,"name":83,"text":84},"equalitymonitoring","MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN ","MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI\n\nİşveren, işyerinde çalışan TGS üyelerinin, uluslararası\nsözleşmeler, Anayasa ve ilgili düzenlemeler çerçevesinde, toplumsal\ncinsiyet eşitliğinin yaşama geçirilmesi ve kadın olmaktan ve\u002Fveya çocuğu\nolmasından kaynaklı ayrımcılığa uğramamaları için gerekli önlemleri\nalır.",{"bindId":86,"name":87,"text":88},"hourspweek_select","A. Haftalık çalışma süresi 45 saattir. 4","A. Haftalık çalışma süresi 45 saattir. 45 saatten fazla çalışan\nsüre karşılığında fazla mesai ücreti ödenir. Fazla mesai sürelerine\nher saat için verilecek ücret, normal saat ücretinin %50 fazlasıdır.",{"bindId":90,"name":91,"text":92},"holidaysdays","a. İşyerinde kıdemi bir yıldan üç yıla k","a. İşyerinde kıdemi bir yıldan üç yıla kadar olanların on altı iş\ngünü,",{"bindId":94,"name":95,"text":96},"tradeunleavdays","b. Sendika temsilcilerine yılda 12 gün i","b. Sendika temsilcilerine yılda 12 gün izin verilir.\n\nc. Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.",{"bindId":98,"name":99,"text":100},"strikes_trigger","B. Bu TİS; uluslararası sözleşmeler ve A","B. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının çalışanların en temel hakkı olduğunu kabul eder.",{"bindId":102,"name":103,"text":104},"STRUCINCR_trigger","İşverence, TGS üyelerinin 31.12.2023 tar","İşverence, TGS üyelerinin 31.12.2023 tarihinde almakta oldukları net\nücretlerine 01.01.2024 tarihinden itibaren geçerli olmak üzere yüzde 25 ila\nyüzde 75 oranında zam yapılır. TGS üyelerinin ücretlerine 01.07.2024\ntarihinde yapılacak olan artış oranı, taraflarca 2024 yılı Haziran\nayında müzakere edilecektir. 01.01.2025 tarihinde yapılacak olan artış\noranı, taraflarca 2024 yılı Aralık ayında müzakere edilecektir.\n01.07.2025 tarihinde yapılacak olan artış oranı, taraflarca 2025 yılı\nHaziran ayında müzakere edilecektir.",{"bindId":106,"name":87,"text":88},"OVERTIME_trigger",{"bindId":108,"name":109,"text":110},"SUNDAY_trigger","B. Resmi tatil günlerinde çalışan TGS üy","B. Resmi tatil günlerinde çalışan TGS üyelerine günlük ücretlerinin\niki katı ücret ödenir.",{"bindId":112,"name":113,"text":114},"MEALALL_trigger","MADDE 17- YEMEK ÜCRETİ TGS üyelerinden İ","MADDE 17- YEMEK ÜCRETİ\n\nTGS üyelerinden İstanbul ofisinde çalışanlara doyurucu yemek verilir.\nİstanbul dışındaki TGS üyelerine ise aylık net 4000 TL yemek ücreti\nödenir. Sürekli evden çalışan TGS üyelerine ise aylık net 2000 TL yemek\nücreti ödenir. Yemek ücreti, ücretlere gelecek zam oranında\narttırılır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Türkiye Gazeteciler Sendikası (TGS) ile Har Medya Yapım Tanıtım Organizasyon ve Ticaret Limited Şirketi Arasında Yapılan Toplu İş Sözleşmesi 01.01.2024-01.01.2026 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-01-01\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: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Gazetelerin basımı  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \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: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 4000.0\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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Evet\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 1.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 25.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2024-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 4000.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[120],{"title":35,"slug":31},[122],{"type":123,"data":124},"call_to_action_body_block",{"title":125,"description":126,"variant":127,"link":128},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma 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