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İŞVEREN; Thomson Reuters Haber Ajansı Anonim Şirketi\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C. İŞÇİ; İşverenin işyerlerinde çalışan işçilerden TGS üyesi\nolanları\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; TGS üyelerinin ekonomik, sosyal durumlarını ve mesleki\nbecerilerini geliştirmeyi, huzurlu bir çalışma ortamı oluşturmayı;\nişyerinde demokratik katılımcılığın ve işçi sağlığı ve\ngüvenliğini sağlayacak 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\u003Cp>C. Sendika, işverenin işletmeyi ve çalışanlarını idare etme ve\nyönetme ve özellikle değişiklik getirme ve uygulama koyma hakkı olduğunu\ntanır ve İşveren ile yapıcı bir şekilde ve işbirliği içerisinde\nçalışmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>D. İşveren ve Sendika, Gazetecilik Rehberi’nde ve özellikle Reuters\nGazeteciliği’nin 10 Temel İlkesi ile İlkeler ve Değerler bölümünde yer\nalan hükümlere bağlı olduklarını kabul ederler. Özellikle, editoryal iş\nyapan çalışanlar doğruluk, bağımsızlık, tarafsızlık, gerçeklik ve\ninternet üzerinden habercilik ve sosyal medya kullanımına ilişkin İşveren\nilkelerine uygun hareket edecektir.\u003C\u002Fp>\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. İnsan kaynakları müdürü, büro\nşefi ve işletme müdürü bu toplu iş sözleşmesi yönünden kapsam dışı\npersoneldir.\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. Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında\niş sözleşmesi sona eren üyeler de imzalanan yeni toplu iş sözleşmesinden\nbireysel iş sözleşmelerinin sona erdiği tarihe kadar çalışılan süre\noranınca diğer üyeler gibi yararlanırlar.\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’NİN 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, işletmeyi veya işyerlerinden birini veya birkaçını başka\nbir gerçek veya tüzel kişiye devrettiği, gerçek veya tüzel bir üçüncü\nşahısla ortak olduğu veya işletme veya işyerlerinde yapılan işlerin bir\nbölümünü veya tamamını gerçek veya tüzel bir üçüncü şahsa\nyaptırdığı takdirde, bu TİS süresi sonuna kadar (en fazla 2 yıl)\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 veya 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 üye\nlistesine göre brüt ücretlerinin %2’si oranında kesip Sendika’nın\nbildireceği TGS Banka Hesabına en geç 15 gün içinde yatırır.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TİS’ten yararlanmak isteyen diğer işçilerin dayanışma\naidatlarını da brüt ücretlerinin %2’si oranında kesip Sendika’nın\nbildireceği TGS Banka Hesabına en geç 15 gün içinde yatırır ve\ndayanışma 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 miktarda 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 14 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 seçilenleri\nişverene, Sendika İşyeri Temsilcisi vasıtasıyla yazılı olarak\nbildirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- DANIŞMA KURULU\u003C\u002Fh3>\n\n\u003Cp>İşyerinde, işçilerin toplu iş sözleşmesinin uygulama ve yorumundan\nkaynaklanan işyeri temsilcisi ve\u002Fveya işveren tarafından bildirilen\nuyuşmazlıklar, talepler ve şikayetlerle ilgili olarak görüşmek üzere\nDanışma Kurulu oluşturulur. Danışma Kurulu, 1 kişisi TGS, 2 Kişisi\nişveren tarafından belirlenen 3 üyeden oluşur. Kurul, kararlarının oy\nçokluğu ile alır. Taraflar dilerse, önceden diğer tarafa bildirmek\nsuretiyle, avukatlarının da toplantılara katılmasını sağlarlar.\u003C\u002Fp>\n\n\u003Cp>Kurul, taraflardan birinin daveti üzerine toplanır. Kurul görüşmeleri\ngizlidir. Hizmet Akitlerinin, ikale yoluyla sona ermesi, Danışma Kurulu’nun\ngörev alanının dışındadır. İşveren ve Sendika herhangi bir\nuyuşmazlığın resmi uyuşmazlık çözüm yollarına başvurulmaksızın\nçözülmesi için gerekli her türlü makul çabayı sarf edeceklerini kabul\nederler.\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 tanımı ve çalıştığı pozisyon kapsamına\ngiren işlerde çalıştırmaya özen gösterecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, genç, yaşlı, göçmen ve engelli işçilerin ayrımcılığa\nuğramaması için gerekli tedbirleri alır. Engelli işçilerin rahat,\nsağlıklı ve güvenli çalışabilmeleri için, yasal mevzuat çerçevesinde\ngerekli düzenlemeler yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\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>\n\n\u003Ch3>MADDE 14- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>Her bir TGS üyesi yönünden ilgili kanun hükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 4\u003C\u002Fh2>\n\n\u003Ch2>İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\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>\u003C\u002Fdiv>\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>Sendika üyesinin, işveren tarafından yayımlanmış bir haber veya\nThomson Reuters Güven İlkerlerine uygun şekilde yürütülen bir faaliyet\nsebebiyle hapis cezasına çarptırılması veya idari para cezası ödemek\ndurumunda kalması halinde, işveren ilgili Sendika üyesini koruma\nyükümlülüğünü yerine getirecektir. Kanun hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 5\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL HAKLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 17- EMEKLİLİK POLİTİKASI, SAĞLIK VE HAYAT SİGORTALARI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>A. İşverenin küresel çapta uyguladığı emeklilik politikası aynen\ndevam eder, küresel çapta yapılan değişiklikler Türkiye’de de aynen\nuygulanır. Yasal ve idari zorunluluklar gerekli şekilde uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>B. Mevcut Sigorta şirketi veya işveren tarafından seçilen eşdeğer\nayarda bir sigorta şirketine yaptırılan Özel Sağlık Sigortası ve Diş\nSigortası, çalışanlar ile ailelerini de (eş ve çocukları) kapsayacak\nşekilde devam eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C. Şirketin Hayat Sigortası politikası aynen uygulanmaya devam eder,\nküresel çapta yapılan değişiklikler Türkiye’de de aynen uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18- PERFORMANS UYGULAMASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, şirkette 10 yılını dolduran çalışanlara 2 adet beşi bir\nyerde altın, sonraki 5 yıllarda 1 adet beşi bir yerde altın ödül verme\nuygulamasına devam eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Ch3>MADDE 19- YEMEK ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Sendika üyelerine, 01.01.2024 tarihinden itibaren geçerli olmak üzere net\n7000 TL yemek ücreti ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 20- GÖZLÜK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Şirket, yıllık 100 ABD doları kadar olan gözlük harcamalarını,\nödeme günündeki TCMB efektif döviz satış kuru üzerinden öder. Bu\nharcamalar için çalışanlar, sağlık raporu, reçete ve fatura sunmak\nzorundadırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 21- SPOR YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyelerine, harcamayı belgelemesi koşuluyla, yıllık net\n1000 ABD dolarına kadar ödeme yapar. Ödeme, ödemenin yapılacağı günkü\nTCMB efektif döviz satış kuru üzerinden yapılır. Yapılacak bu ödemenin\nkapsamına online spor dersi, spor ekipmanlarının temini ve dans gibi\nharekete teşvik eden hobilerin gerçekleştirilmesi için yapılan giderler\ndahildir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 22- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>TGS üyesinin ölümü durumunda yapılacak yardımlar konusunda mevcut\nişyeri uygulaması aynen devam eder. Bu konu da globalde yapılan değişiklik\nTürkiye’de de uygulanır.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 6\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 23-ÜCRETLİ VE ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A. Ücretli yıllık izin uygulaması, mevcut haliyle devam eder. Yıllık\nücretli izin uygulamalarında, 5953 sayılı Kanun’un 21. ve 29. Maddeleri\ndikkate alınır. Hak edilmiş olan yıllık izinler aynı takvim yılı\niçinde kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. İşverenin onayı ile TGS’nin talebi halinde, sendikal faaliyetler\niçin;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Sendika genel merkez ve şube yöneticilerine, yılda 22 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcilerine yılda 10 gün izin verilir. Sendika temsilcileri ve\ngörevlileri ile üyelere, Kongre günlerinde, Sendika’nın en geç 7 gün\nönceden bildirmesi halinde, Kongre’ye katılım ve gidiş-geliş için\ngerekli yol süresince ücretli izin verilir. Ayrıca, 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. Bu süre, yıllık\nizinden 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\u003Cp>D. TGS üyesinin hastalanması veya yaralanması durumunda mevcut işyeri\nuygulaması devam eder.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 7\u003C\u002Fh2>\n\n\u003Ch2>AKÇALI KONULAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 24- MASRAFLAR\u003C\u002Fh3>\n\n\u003Cp>TGS üyesinin görevini yürütebilmesi için yaptığı belgelendirilmiş\nve makul masraflar (yol, yemek, vb) işveren tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 25- KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Kıdem tazminatı konusunda mevcut uygulama devam eder. 4857 sayılı\nYasa’ya tabi çalışanlar için bu Kanun hükümleri uygulanır. Talep\nhalinde askerlik, evlenme ve emeklilik durumunda kıdem tazminatı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 26- İHBAR TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Bu konuda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 27- YILLIK İKRAMİYE\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika üyelerine yılda iki defa, Haziran ve Eylül aylarında\nolmak üzere, ücret zammı maddesinde düzenlenen geçici ödeme de dahil\nolmak üzere birer aylık net ücretleri tutarında ikramiye öder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 28- FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>Haftalık çalışma süresi 40 saattir. 40 saatten fazla çalışan süre\nkarşılığında TGS üyelerine yaptıkları fazla mesai karşılığında\nserbest zaman kullandırılır. Resmi tatil günlerinde çalışan TGS\nüyelerine günlük ücretlerinin iki katı kadar ücret verilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 29- ÜCRET ZAMLARI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>İşveren, TGS üyelerinin halihazırda almakta oldukları yüzde 10’luk\nCOLA ödemesini baz ücretlere yansıttıktan sonra brüt ücretlerine %37,5\nzam yapar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren ayrıca işbu TİS süresi boyunca devam edecek şekilde her ay,\nişbu maddenin ilk fıkrasında belirtilen artışlar yapıldıktan sonra\nulaşılan rakamın %40’ı tutarında geçici bir ek ödeme yapmayı taahhüt\neder. Yapılacak ek ödeme oranı, her 3 ayda bir İşveren tarafından gözden\ngeçirilecektir. Ancak İşveren bu oranın, işbu TİS dönemi boyunca\n%40’ın aşağısına düşmeyeceğini taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>İşbu ücret artışları ve ek ödeme, 01.01.2024 tarihinden itibaren\ngeçerli olacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, 05.04.2024 tarihinde imzalanmış olup 01.04.2024\ntarihinden itibaren 1(bir) yıl süreyle yürürlüktedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"CBA_MNCOMPA_1":45,"CBA_MEMTRAD4_1":49,"trainingprogrammes":53,"pensionfund":57,"healthinsurance":61,"healthandsafetypolicy":65,"deathrelatives":69,"discrimination":73,"WORKHOURS_trigger":77,"PAIDLEAV_trigger":81,"TRADEUNLEAV_trigger":85,"STRUCINCR_trigger":89,"ONCERISE_trigger":93,"OVERTIME_trigger":97,"SENIOR_trigger":99,"mealvouchersamount":103,"strikes_trigger":107},{"bindId":43,"name":44,"text":44},"cbadate_start","01.04.2024-01.04.2025",{"bindId":46,"name":47,"text":48},"CBA_MNCOMPA_1","A. İŞVEREN; Thomson Reuters Haber Ajansı","A. İŞVEREN; Thomson Reuters Haber Ajansı Anonim Şirketi",{"bindId":50,"name":51,"text":52},"CBA_MEMTRAD4_1","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},"pensionfund","A. İşverenin küresel çapta uyguladığı em","A. İşverenin küresel çapta uyguladığı emeklilik politikası aynen\ndevam eder, küresel çapta yapılan değişiklikler Türkiye’de de aynen\nuygulanır. Yasal ve idari zorunluluklar gerekli şekilde uygulanır.",{"bindId":62,"name":63,"text":64},"healthinsurance","B. Mevcut Sigorta şirketi veya işveren t","B. Mevcut Sigorta şirketi veya işveren tarafından seçilen eşdeğer\nayarda bir sigorta şirketine yaptırılan Özel Sağlık Sigortası ve Diş\nSigortası, çalışanlar ile ailelerini de (eş ve çocukları) kapsayacak\nşekilde devam eder.",{"bindId":66,"name":67,"text":68},"healthandsafetypolicy","MADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ A. İ","MADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\n\nA. 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.",{"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 İ","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\n\nİşveren, genç, yaşlı, göçmen ve engelli işçilerin ayrımcılığa\nuğramaması için gerekli tedbirleri alır. Engelli işçilerin rahat,\nsağlıklı ve güvenli çalışabilmeleri için, yasal mevzuat çerçevesinde\ngerekli düzenlemeler yapılır.",{"bindId":78,"name":79,"text":80},"WORKHOURS_trigger","MADDE 28- FAZLA ÇALIŞMA Haftalık çalışma","MADDE 28- FAZLA ÇALIŞMA\n\nHaftalık çalışma süresi 40 saattir. 40 saatten fazla çalışan süre\nkarşılığında TGS üyelerine yaptıkları fazla mesai karşılığında\nserbest zaman kullandırılır. Resmi tatil günlerinde çalışan TGS\nüyelerine günlük ücretlerinin iki katı kadar ücret verilir.",{"bindId":82,"name":83,"text":84},"PAIDLEAV_trigger","A. Ücretli yıllık izin uygulaması, mevcu","A. Ücretli yıllık izin uygulaması, mevcut haliyle devam eder. Yıllık\nücretli izin uygulamalarında, 5953 sayılı Kanun’un 21. ve 29. Maddeleri\ndikkate alınır. Hak edilmiş olan yıllık izinler aynı takvim yılı\niçinde kullanılır.",{"bindId":86,"name":87,"text":88},"TRADEUNLEAV_trigger","Sendika genel merkez ve şube yöneticiler","Sendika genel merkez ve şube yöneticilerine, yılda 22 gün izin\nverilir.\n\nSendika temsilcilerine yılda 10 gün izin verilir. Sendika temsilcileri ve\ngörevlileri ile üyelere, Kongre günlerinde, Sendika’nın en geç 7 gün\nönceden bildirmesi halinde, Kongre’ye katılım ve gidiş-geliş için\ngerekli yol süresince ücretli izin verilir. Ayrıca, 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. Bu süre, yıllık\nizinden sayılmaz.",{"bindId":90,"name":91,"text":92},"STRUCINCR_trigger","İşveren, TGS üyelerinin halihazırda alma","İşveren, TGS üyelerinin halihazırda almakta oldukları yüzde 10’luk\nCOLA ödemesini baz ücretlere yansıttıktan sonra brüt ücretlerine %37,5\nzam yapar.",{"bindId":94,"name":95,"text":96},"ONCERISE_trigger","MADDE 27- YILLIK İKRAMİYE İşveren, sendi","MADDE 27- YILLIK İKRAMİYE\n\nİşveren, sendika üyelerine yılda iki defa, Haziran ve Eylül aylarında\nolmak üzere, ücret zammı maddesinde düzenlenen geçici ödeme de dahil\nolmak üzere birer aylık net ücretleri tutarında ikramiye öder.",{"bindId":98,"name":79,"text":80},"OVERTIME_trigger",{"bindId":100,"name":101,"text":102},"SENIOR_trigger","MADDE 25- KIDEM TAZMİNATI Kıdem tazminat","MADDE 25- KIDEM TAZMİNATI\n\nKıdem tazminatı konusunda mevcut uygulama devam eder. 4857 sayılı\nYasa’ya tabi çalışanlar için bu Kanun hükümleri uygulanır. Talep\nhalinde askerlik, evlenme ve emeklilik durumunda kıdem tazminatı ödenir.",{"bindId":104,"name":105,"text":106},"mealvouchersamount","MADDE 19- YEMEK ÜCRETİ Sendika üyelerine","MADDE 19- YEMEK ÜCRETİ\n\nSendika üyelerine, 01.01.2024 tarihinden itibaren geçerli olmak üzere net\n7000 TL yemek ücreti ödenir.",{"bindId":108,"name":109,"text":110},"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 Thomson Reuters Haber Ajansı Anonim Şirketi Arasında Yapılan Toplu İş Sözleşmesi 01.04.2024-01.04.2025 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-04-01\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: → Evet\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: → Evet\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: → Hayır\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \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: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \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: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → -10.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -10.0 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: → 37.5 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2024-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 7000.0 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",[116],{"title":35,"slug":31},[118],{"type":119,"data":120},"call_to_action_body_block",{"title":121,"description":122,"variant":123,"link":124},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":121,"url":125,"description":121,"rel":126,"type":127},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[129],{"type":119,"data":130},{"title":121,"description":122,"variant":123,"link":131},{"title":121,"url":125,"description":121,"rel":126,"type":127},[],{"title":15,"seo_title":134,"description":7,"path":135,"redirect_url":7,"locale":16,"children":136},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[137,218,247],{"title":18,"seo_title":138,"description":7,"path":139,"redirect_url":7,"locale":16,"children":140},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[141,145,149,165,214],{"title":142,"seo_title":8,"description":7,"path":143,"redirect_url":7,"locale":16,"children":144},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":146,"seo_title":8,"description":7,"path":147,"redirect_url":7,"locale":16,"children":148},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":150,"seo_title":8,"description":7,"path":151,"redirect_url":7,"locale":16,"children":152},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[153,157,161],{"title":154,"seo_title":8,"description":7,"path":155,"redirect_url":7,"locale":16,"children":156},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":158,"seo_title":8,"description":7,"path":159,"redirect_url":7,"locale":16,"children":160},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":162,"seo_title":8,"description":7,"path":163,"redirect_url":7,"locale":16,"children":164},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":166,"seo_title":167,"description":7,"path":168,"redirect_url":7,"locale":16,"children":169},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[170,174,178,182,186,190,194,198,202,206,210],{"title":171,"seo_title":8,"description":7,"path":172,"redirect_url":7,"locale":16,"children":173},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":175,"seo_title":8,"description":7,"path":176,"redirect_url":7,"locale":16,"children":177},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":179,"seo_title":8,"description":7,"path":180,"redirect_url":7,"locale":16,"children":181},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":183,"seo_title":8,"description":7,"path":184,"redirect_url":7,"locale":16,"children":185},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":187,"seo_title":8,"description":7,"path":188,"redirect_url":7,"locale":16,"children":189},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":191,"seo_title":8,"description":7,"path":192,"redirect_url":7,"locale":16,"children":193},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":195,"seo_title":8,"description":7,"path":196,"redirect_url":7,"locale":16,"children":197},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":199,"seo_title":8,"description":7,"path":200,"redirect_url":7,"locale":16,"children":201},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":203,"seo_title":8,"description":7,"path":204,"redirect_url":7,"locale":16,"children":205},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":207,"seo_title":8,"description":7,"path":208,"redirect_url":7,"locale":16,"children":209},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":7,"locale":16,"children":213},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":215},[216],{"title":121,"seo_title":8,"description":7,"path":125,"redirect_url":7,"locale":16,"children":217},[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":16,"children":221},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[222,226,232,237,242],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":16,"children":225},"Veri ve 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