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(DİKEN) Yapılan Toplu İş Sözleşmesi 18.12.2023-18.12.2025","Türkiye Gazeteciler Sendikası (TGS) ile Keskin Kalem Yayıncılık ve Ticaret A.Ş. (DİKEN) Yapılan Toplu İş Sözleşmesi 18.12.2023-18.12.2025 - 2023","Turkey - Türkiye Gazeteciler Sendikası (TGS) ile Keskin Kalem Yayıncılık ve Ticaret A.Ş. (DİKEN) Yapılan Toplu İş Sözleşmesi 18.12.2023-18.12.2025 - 2023","Türkiye Gazeteciler Sendikası (TGS) ile Keskin Kalem Yayıncılık ve Ticaret A.Ş. (DİKEN) Yapılan Toplu İş Sözleşmesi 18.12.2023-18.12.2025 - 2023 - Publishing, printing, media",{"name":39,"data":40},"Diken 1.Dönem TİS (18.12.2023-18.12.2025).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>Diken 1.Dönem TİS (18.12.2023-18.12.2025)\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Türkiye Gazeteciler Sendikası (TGS) ile Keskin Kalem Yayıncılık ve\nTicaret A.Ş. (DİKEN) Yapılan Toplu İş Sözleşmesi\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>18.12.2023-18.12.2025\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 1\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1- TARAFLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, merkezi İstanbul’da bulunan Türkiye\nGazeteciler Sendikası (TGS) ve merkezi İstanbul’da bulunan Keskin Kalem\nYayıncılık ve Ticaret A.Ş. arasında, tarafların hak, görev ve\nsorumluluklarını düzenlemek amacıyla, işyerinin özellikleri ve\nolanakları dikkate alınarak, işyeri düzeyinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 2- TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>A. İŞVEREN; Keskin Kalem Yayıncılık ve Ticaret A.Ş’yi (DİKEN),\u003C\u002Fp>\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\nitibaren bir sonraki zam dönemine üç aydan az kalması halinde sonraki zam\ndöneminde ücret zammı alırlar.\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. Genel müdür,\nreklam ve pazarlama personeli bu maddenin kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TİS’İN HÜKMÜ VE YORUMU\u003C\u002Fh3>\n\n\u003Cp>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\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>A. İşletmede 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\nyöneticileri yönünden de geçerli olacağı taraflarca\nkararlaştırılmıştır.\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 üyesini, iş tanımını ve işyerindeki pozisyonunu\nyazılı ve net bir şekilde kendisine bildirir. TGS üyesi, kendisinin de\nyazılı olarak kabul ettiği iş tanımı ve pozisyondaki işlerde\nçalıştırılır. TGS üyesine iş tanımı dışında ilave bir iş\nverilmesi ve üyenin de bunu kabul etmesi durumunda, yapılan işin ücreti\nayrıca ödenir, ancak, üyenin kendi talebi ile ek iş yaptığı hallerde bu\nhüküm uygulanmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, genç, yaşlı, kadın, göçmen, LGBTİ+ ve engelli işçilerin\nayrımcılığa uğramaması için gerekli pozitif ayrımcı tedbirleri alır.\nEngelli işçilerin rahat, sağlıklı ve güvenli çalışabilmeleri için,\nyasal mevzuat çerçevesinde gerekli düzenlemeler yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cp>MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>İşveren işyerinde Uluslararası Çalışma Örgütü’nün 190 sayılı\nŞiddet ve Taciz Sözleşmesi (ILO 190) ve 206 sayılı Tavsiye Kararı başta\nolmak üzere uluslararası sözleşmeler, Anayasa ve ilgili düzenlemeler\nçerçevesinde, toplumsal cinsiyet eşitliğinin yaşama geçirilmesi için\ngerekli önlemleri alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 14- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. Geçerli veya 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. 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>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\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; DİKEN’de yayınlanan bir yayından ya da DİKEN\nadına yürüttüğü bir faaliyetten ötürü özgürlüğü kısıtlanırsa,\nbu sürede ücretini bütün haklarıyla birlikte işverenden almaya devam eder\nve iş sözleşmesi hiçbir şekilde feshedilemez. Ancak, TGS üyesi gazeteci,\nDİKEN’in yayın politikası gereği, doğrudan bir alıntı içeren bir\nhaberi yazılı, görsel, işitsel kaydı olmaksızın yazı işlerine sunamaz.\nAksi halde ilgili haberden dolayı bu bent hükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyesi gazetecinin, DİKEN’de yayınlanan bir yayını ya da DİKEN\nadına yürüttüğü bir faaliyet nedeniyle para cezasına veya tazminata\nmahkum olması halinde, bu adli para cezası veya tazminat işveren tarafından\nkarşılanır. Hapis cezasının paraya dönüştürülmesi olanağı var ise\nişveren bu miktarı karşılamakla yükümlüdür. Ancak, TGS üyesi gazeteci,\nDİKEN’in yayın politikası gereği, doğrudan bir alıntı içeren bir\nhaberi yazılı, görsel, işitsel kaydı olmaksızın yazı işlerine sunamaz.\nAksi halde ilgili haberden dolayı bir ceza veya tazminat ödenirse, bu durumda\npara cezası veya tazminattan kaynaklı sorumluluk sadece TGS üyesi gazeteciye\nait olur.\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 üyelerine 01.12.2023 itibariyle başlamak üzere aylık net 4.000 TL\nyemek ücreti verilir. Yemek ücretlerine 01.07.2024 ve sonrasındaki ücret\nzam dönemlerinde en az yüzde 15 oranında zam yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 18- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin görev başındayken ölümü durumunda, birinci dereceden\nyakınının (anne, baba, kardeş, çocuk, eş) net 50.000 TL ölüm yardımı\nyapılır. Görev dışında ölümü durumunda ise, birinci dereceden\nyakınının (anne, baba, kardeş, çocuk, eş) net 10.000 TL ölüm yardımı\nyapılır. Eş veya çocuğun hayatta olduğu hallerde söz konusu ödeme\nbunlara yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>B. TGS üyelerine birinci dereceden yakınının (anne, baba, çocuk, eş)\nölmesi durumunda net 10.000 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 7.500\nTL ödenir. Partneri ile yaşamaya karar verenler için bu ödeme, durumun\nyazı işleri müdürü ve işyeri sendika temsilcisi tarafından onaylanması\nkoşuluyla ve iş akdi süresince bir kez yapılır.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyelerinin çocuğunun doğumu için net 10.000 TL ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 20- GÖZLÜK-LENS YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyelerine belgelenmek koşuluyla ve toplu iş sözleşmesi\nsüresi boyunca bir kereye mahsus olmak üzere net 1.500 TL’ye kadar\ngözlük-lens yardımında bulunur.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 6\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 21- ÜCRETLİ VE ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyelerinin ücretli yıllık toplam izin süreleri şu\nşekildedir:\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde bir yılını dolduranlar için on dört günden,\u003C\u002Fp>\n\n\u003Cp>b) İşyerinde ikinci yılını dolduranlar için on beş günden,\u003C\u002Fp>\n\n\u003Cp>c) İşyerinde üçüncü yılını dolduranlar için on altı günden,\u003C\u002Fp>\n\n\u003Cp>d) İşyerinde beşinci yılını dolduranlar için yirmi üç günden,\u003C\u002Fp>\n\n\u003Cp>e) İşyerinde onuncu yılını dolduranlar için yirmi beş günden,\u003C\u002Fp>\n\n\u003Cp>f) On beş yıl (dahil) ve daha fazla olanlara otuz üç günden az olamaz.\nYıllık izin planlaması yapıldıktan sonra değişiklik ancak üyenin ve\nişverenin ortak mutabakatı ile olur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. 8 Mart Dünya Emekçi Kadınlar Günü’nde TGS üyesi kadın\nçalışanlar, ücretli izinli sayılırlar. 8 Mart tarihinde çalışmaları\nhalinde ya fazla mesai ücreti alırlar ya da bu izin haklarını başka bir\ntarihte kullanırlar.\u003C\u002Fp>\n\n\u003Cp>C. İşverenin onayı ile TGS’nin talebi halinde, sendikal faaliyetler\niçin;\u003C\u002Fp>\n\n\u003Cp>a. Sendika genel merkez ve şube yöneticilerine, yılda 12 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika temsilcilerine işverenle yapılacak toplu iş sözleşmesi\ngörüşmelerine katıldığı çalışma saatlerine ek olarak yılda 5 gün\nizin 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\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>d. Sendika temsilcileri ve görevlileri ile üyelere, Sendika’nın\ndüzenleyeceği etkinliklere katılmaları ve sendikal görevlerini yerine\ngetirebilmeleri için bir seferinde, işyerindeki üye sayısının yüzde\n30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu süreler, yıllık izinden sayılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>D. 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\u003Cp>E. İşveren, her ay kadın üyelere üyenin ihtiyacı ve talebi halinde 1\ngün ücretli regl izni verir.\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 22- 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 dışında riskli bölgelere veya\nmahrumiyet bölgelerine gönderildikleri takdirde, bölgenin şartları\nsebebiyle belgelenemeyecek masraflar dikkate alınarak her gece için net 500\nTL, yurt dışında görevlendirilmeleri durumunda her gece için brüt 50 Euro\nharcırah ödenir. Görevli olarak bulundukları süre boyunca yaptıkları\nsair yol, konaklama ve yemek masrafları da, belge karşılığında işveren\ntarafından ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-commutingallowancetype\">\u003Cp>C. İşveren, TGS üyelerine 01.12.2023 tarihinden itibaren aylık net 1.177\nTL yol yardımı ödemesi yapar. Yol yardımı İETT’nin yaptığı zamma\ngöre yükseltilir. Sürekli evden çalışana yol yardımı ödemesi\nyapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 23- KIDEM VE İHBAR TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Kıdem ve ihbar tazminatları konusunda kanun hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE 24- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>A. Haftalık çalışma süresi 45 saattir. Sürekli gece çalışanlar\niçin çalışma süresi haftalık 40 saattir. Sürekli gece çalışanlar\niçin 40, gündüz çalışanlar için 45 saatten fazla çalışan süre\nkarşılığında fazla mesai ücreti ödenir. Fazla mesai sürelerine her saat\niçin verilecek ücret, normal saat ücretinin %50 fazlasıdır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>B. Resmi tatil günlerinde çalışan TGS üyelerine günlük ücretlerinin\niki katı ücret ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>MADDE 25- ÜCRET ZAMLARI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cp>İşverence, 01.11.2023’ten itibaren TGS üyelerinin taban ücretleri net\n20.000 TL’ye çekilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Ardından, 01.01.2024 tarihinde TGS üyelerinin ücretlerine yüzde 10\nartış yapılır. Devam eden 6 aylarda yani 01.07.2024, 01.01.2025 ve\n01.07.2025 tarihlerinde, TGS üyelerinin belirtilen tarihlerde almakta\noldukları ücretlerine her defasında ve yüzde 15’ten az olmamak üzere\nartış yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu madde uyarınca yapılacak 2023 yılı Kasım ayına ait maaş farkı\nödemesi, 15-22 Ocak 2024 tarihlerinde gerçekleştirilecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 26- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, 18.12.2023 tarihinde imzalanmış olup, Madde 17\nYemek Ücreti ile Madde 22 Masraflar (C) bendinde düzenlenen yol yardımı\nödemesi için yürürlük tarihi 01.12.2023 olmak üzere ve Madde 25\nhükmünde düzenlenen 01.11.2023 tarihli taban ücret artışı düzenlemesi\nsaklı kalmak üzere, 18.12.2023 tarihinden itibaren iki yıl\nyürürlüktedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbamemtrad":45,"trainingprogrammes":49,"healthandsafetypolicy":53,"funeralpay":56,"deathrelatives":60,"equalitymonitoring":64,"discrimination":68,"sexualhar":71,"violence":75,"WORKHOURS_trigger":79,"hourspweek_select":82,"PAIDLEAV_trigger":86,"TRADEUNLEAV_trigger":90,"WAGES_trigger":94,"lowwageperiod":97,"STRUCINCR_trigger":101,"OVERTIME_trigger":105,"SENIOR_trigger":109,"commutingallowancetype":113,"MEALALL_trigger":117,"strikes_trigger":121},{"bindId":43,"name":44,"text":44},"cbadate_start_date","18.12.2023-18.12.2025",{"bindId":46,"name":47,"text":48},"cbamemtrad","B. SENDİKA; Türkiye Gazeteciler Sendikas","B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS),",{"bindId":50,"name":51,"text":52},"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":54,"name":55,"text":55},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":57,"name":58,"text":59},"funeralpay","B. TGS üyelerine birinci dereceden yakın","B. TGS üyelerine birinci dereceden yakınının (anne, baba, çocuk, eş)\nölmesi durumunda net 10.000 TL ölüm yardımı yapılır.",{"bindId":61,"name":62,"text":63},"deathrelatives","D. TGS üyesinin birinci dereceden yakını","D. 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":65,"name":66,"text":67},"equalitymonitoring","MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN ","MADDE 13-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI",{"bindId":69,"name":70,"text":70},"discrimination","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ",{"bindId":72,"name":73,"text":74},"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":76,"name":77,"text":78},"violence","İşveren işyerinde Uluslararası Çalışma Ö","İşveren işyerinde Uluslararası Çalışma Örgütü’nün 190 sayılı\nŞiddet ve Taciz Sözleşmesi (ILO 190) ve 206 sayılı Tavsiye Kararı başta\nolmak üzere uluslararası sözleşmeler, Anayasa ve ilgili düzenlemeler\nçerçevesinde, toplumsal cinsiyet eşitliğinin yaşama geçirilmesi için\ngerekli önlemleri alır.",{"bindId":80,"name":81,"text":81},"WORKHOURS_trigger","MADDE 24- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ",{"bindId":83,"name":84,"text":85},"hourspweek_select","A. Haftalık çalışma süresi 45 saattir. S","A. Haftalık çalışma süresi 45 saattir. Sürekli gece çalışanlar\niçin çalışma süresi haftalık 40 saattir. Sürekli gece çalışanlar\niçin 40, gündüz çalışanlar için 45 saatten fazla çalışan süre\nkarşılığında fazla mesai ücreti ödenir. Fazla mesai sürelerine her saat\niçin verilecek ücret, normal saat ücretinin %50 fazlasıdır.",{"bindId":87,"name":88,"text":89},"PAIDLEAV_trigger","MADDE 21- ÜCRETLİ VE ÜCRETSİZ İZİNLER A.","MADDE 21- ÜCRETLİ VE ÜCRETSİZ İZİNLER\n\nA. TGS üyelerinin ücretli yıllık toplam izin süreleri şu\nşekildedir:\n\na) İşyerinde bir yılını dolduranlar için on dört günden,\n\nb) İşyerinde ikinci yılını dolduranlar için on beş günden,\n\nc) İşyerinde üçüncü yılını dolduranlar için on altı günden,\n\nd) İşyerinde beşinci yılını dolduranlar için yirmi üç günden,\n\ne) İşyerinde onuncu yılını dolduranlar için yirmi beş günden,\n\nf) On beş yıl (dahil) ve daha fazla olanlara otuz üç günden az olamaz.\nYıllık izin planlaması yapıldıktan sonra değişiklik ancak üyenin ve\nişverenin ortak mutabakatı ile olur.",{"bindId":91,"name":92,"text":93},"TRADEUNLEAV_trigger","d. Sendika temsilcileri ve görevlileri i","d. Sendika temsilcileri ve görevlileri ile üyelere, Sendika’nın\ndüzenleyeceği etkinliklere katılmaları ve sendikal görevlerini yerine\ngetirebilmeleri için bir seferinde, işyerindeki üye sayısının yüzde\n30’unu ve 1 günü aşmamak üzere ücretli izin verilir.",{"bindId":95,"name":96,"text":96},"WAGES_trigger","MADDE 25- ÜCRET ZAMLARI",{"bindId":98,"name":99,"text":100},"lowwageperiod","İşverence, 01.11.2023’ten itibaren TGS ü","İşverence, 01.11.2023’ten itibaren TGS üyelerinin taban ücretleri net\n20.000 TL’ye çekilir.",{"bindId":102,"name":103,"text":104},"STRUCINCR_trigger","Ardından, 01.01.2024 tarihinde TGS üyele","Ardından, 01.01.2024 tarihinde TGS üyelerinin ücretlerine yüzde 10\nartış yapılır. Devam eden 6 aylarda yani 01.07.2024, 01.01.2025 ve\n01.07.2025 tarihlerinde, TGS üyelerinin belirtilen tarihlerde almakta\noldukları ücretlerine her defasında ve yüzde 15’ten az olmamak üzere\nartış yapılır.",{"bindId":106,"name":107,"text":108},"OVERTIME_trigger","MADDE 24- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ ","MADDE 24- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ\n\nA. Haftalık çalışma süresi 45 saattir. Sürekli gece çalışanlar\niçin çalışma süresi haftalık 40 saattir. Sürekli gece çalışanlar\niçin 40, gündüz çalışanlar için 45 saatten fazla çalışan süre\nkarşılığında fazla mesai ücreti ödenir. Fazla mesai sürelerine her saat\niçin verilecek ücret, normal saat ücretinin %50 fazlasıdır.",{"bindId":110,"name":111,"text":112},"SENIOR_trigger","MADDE 23- KIDEM VE İHBAR TAZMİNATI Kıdem","MADDE 23- KIDEM VE İHBAR TAZMİNATI\n\nKıdem ve ihbar tazminatları konusunda kanun hükümleri uygulanır.",{"bindId":114,"name":115,"text":116},"commutingallowancetype","C. İşveren, TGS üyelerine 01.12.2023 tar","C. İşveren, TGS üyelerine 01.12.2023 tarihinden itibaren aylık net 1.177\nTL yol yardımı ödemesi yapar. Yol yardımı İETT’nin yaptığı zamma\ngöre yükseltilir. Sürekli evden çalışana yol yardımı ödemesi\nyapılmaz.",{"bindId":118,"name":119,"text":120},"MEALALL_trigger","MADDE 17- YEMEK ÜCRETİ TGS üyelerine 01.","MADDE 17- YEMEK ÜCRETİ\n\nTGS üyelerine 01.12.2023 itibariyle başlamak üzere aylık net 4.000 TL\nyemek ücreti verilir. Yemek ücretlerine 01.07.2024 ve sonrasındaki ücret\nzam dönemlerinde en az yüzde 15 oranında zam yapılır.",{"bindId":122,"name":123,"text":124},"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.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Türkiye Gazeteciler Sendikası (TGS) ile Keskin Kalem Yayıncılık ve Ticaret A.Ş. (DİKEN) Yapılan Toplu İş Sözleşmesi 18.12.2023-18.12.2025 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-12-18\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-12-18\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: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → 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 10.0\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: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → 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: → 14.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 2.0 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            \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: → Evet\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 20.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY 1.177 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 4.0 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",[130],{"title":35,"slug":31},[132],{"type":133,"data":134},"call_to_action_body_block",{"title":135,"description":136,"variant":137,"link":138},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":135,"url":139,"description":135,"rel":140,"type":141},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[143],{"type":133,"data":144},{"title":135,"description":136,"variant":137,"link":145},{"title":135,"url":139,"description":135,"rel":140,"type":141},[],{"title":15,"seo_title":148,"description":7,"path":149,"redirect_url":7,"locale":16,"children":150},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[151,232,261],{"title":18,"seo_title":152,"description":7,"path":153,"redirect_url":7,"locale":16,"children":154},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[155,159,163,179,228],{"title":156,"seo_title":8,"description":7,"path":157,"redirect_url":7,"locale":16,"children":158},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":160,"seo_title":8,"description":7,"path":161,"redirect_url":7,"locale":16,"children":162},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":164,"seo_title":8,"description":7,"path":165,"redirect_url":7,"locale":16,"children":166},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[167,171,175],{"title":168,"seo_title":8,"description":7,"path":169,"redirect_url":7,"locale":16,"children":170},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":172,"seo_title":8,"description":7,"path":173,"redirect_url":7,"locale":16,"children":174},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":176,"seo_title":8,"description":7,"path":177,"redirect_url":7,"locale":16,"children":178},"Unlülerin 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