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İŞVEREN; Agence France-Presse Merkezi Fransa İstanbul Merkez\nŞubesi’ni (AFP),\u003C\u002Fp>\n\n\u003Cp>B. SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS),\u003C\u002Fp>\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 işyerini ve çalışanlarını idare etme ve\nyönetme ve özellikle değişiklik getirme ve uygulama koyma hakkı olduğunu\ntanır ve işveren ile yapıcı bir şekilde ve işbirliği içerisinde\nçalışmayı kabul eder.\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.\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 tarihinden sonraki zam\ndöneminde 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’nin\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. İşyerinde çalışan TGS üyelerinin iş tanımları, ücretleri ve\nçalışma koşullarında meydana gelecek esaslı değişiklikler, yukarıda\nbelirtilen süre içinde yazılı olarak sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Cp>D. Bu TİS’nin 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 (en\nfazla 2 yıl) TİS’nin TGS üyelerine tanıdığı haklardan, yeni işveren\nüçüncü şahıs ile birlikte müştereken ve müteselsilen sorumludur.\u003C\u002Fp>\n\n\u003Cp>B. Sözleşmeye taraf olan sendikanın kendini feshi, infisahı,\nçalışmadan yasaklı olması bu TİS’nin uygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch3>BÖLÜM 2\u003C\u002Fh3>\n\n\u003Ch3>SENDİKAL HAKLAR VE GÜVENCESİ\u003C\u002Fh3>\n\n\u003Ch3>MADDE 7- SENDİKA GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. İşyerinde çalışan Türkiye Gazeteciler Sendikası üyelerinin, TGS\nmerkez ve şube yöneticileri olarak seçilmeleri ve profesyonel yöneticilik\nyapmayıp işyerinde 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 kesinleşmiş yargı kararı ile tespit edilmesi halinde, bu\nkişilere yasalardan ve TİS’den doğan haklarını öder.\u003C\u002Fp>\n\n\u003Cp>C. İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin ve\nişyerinde çalışmaya devam eden sendika yöneticilerinin bağlı oldukları\nişyerini değiştiremez (aynı il sınırlarında kalmak üzere, işyerinin\nadresinde yapılan değişiklikler bu madde kapsamında değildir) veya mevcut\niş tanımı ve pozisyonunu düşüren esaslı tarzda değişiklik yapamaz.\nAksi hâlde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>D. TGS üyesinin askerlik nedeniyle veya askerliği sırasında iş\nsözleşmesi feshedilemez ve bu süre zarfında TGS üyesine son aldığı\nücret yarı oranında ödenmeye devam edilir. Askerlik süresinin sona\nermesiyle işyerindeki eski işine dönen TGS üyesi, işe döndüğü tarihten\nitibaren TİS kapsamındaki tüm haklardan, hakların ulaştığı seviye\nitibarıyla yararlanmaya devam eder. TGS üyesi dilerse, askerlik hizmeti\nbaşlamadan önce bu nedenle iş akdini feshederek, kıdem tazminatı ve feshe\nbağlı haklarının 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. Temsilciler,\nTİS 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 15 gün içinde yazılı olarak yanıt vermelidir. Bu süre\niçerisinde çözülemeyen konular sendikaya yazılı olarak bildirilir.\nİşyerinde üyelerle yapılacak toplantıların mesai saatleri dışında\nyapılmasına özen gösterilir ve mesai saatlerine denk gelmesi durumunda\nişverenden yazılı 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, toplu iş sözleşmesinin uygulama ve yorumundan kaynaklanan\nuyuşmazlıklar, talepler ve şikayetleri görüşmek üzere, amaca mahsus bir\nDanışma Kurulu oluşturulabilir. Danışma Kurulu, işyeri temsilcisi ve\u002Fveya\nişverenin diğer tarafa yazılı çağrısı ile kurulur. Amaca mahsus kurulan\nDanışma Kurulu’nun 1 kişisi TGS, 2 kişisi işveren tarafından belirlenen\n3 üyeden oluşur. Üyeler şirket içi veya dışından, gelecek kişilerden\nseçilebilir. Kurul, kararlarını oy çokluğu ile alır. Taraflar dilerse,\nönceden diğer tarafa bildirmek suretiyle, yukarıdaki sayı\nsınırlamalarına uygun bir şekilde avukatlarının da toplantılara\nkatılmasını sağlarlar. Kurul, taraflardan birinin daveti üzerine\ntoplanır. Kurul görüşmeleri gizlidir. Hizmet Akitlerinin, ikale yoluyla\nsona ermesi, Danışma Kurulu ‘nun görev alanının dışındadır.\nİşveren ve Sendika herhangi bir uyuşmazlığın resmi uyuşmazlık çözüm\nyollarına başvurulmaksızın çözülmesi için gerekli her türlü makul\nçabayı sarf edeceklerini kabul ederler. Kurul prosedürünün işletilmesi\nbir feshin ön koşulu olmadığı gibi, kurul kararının mahkeme önünde\nbağlayıcılığı yoktur.\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>A. İşveren, TGS üyesini, iş tanımı ve çalıştığı pozisyon\nkapsamına giren işlerde çalıştırmaya özen gösterir.\u003C\u002Fp>\n\n\u003Cp>B. İşveren AFP çalışanlarının kariyer gelişimlerini desteklemeye ve\nileriye dönük mobilite taleplerini karşılamaya çalışır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch3>MADDE 12- UZAKTAN ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>TGS üyeleri talep etmeleri halinde Türkiye büro şefi ile planlamak\nüzere haftada iki gün uzaktan çalışma yapabilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 13- ADİL ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyelerinin aşırı çalışma ve zihinsel yük altında\nkalmamaları için nöbetlerin eşit dağıtımı ve vardiya sistemi de dahil\nçeşitli çözüm yollarını çalışanlarla ortak kararlaştırır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>MADDE 14- 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>MADDE 15-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 16- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin işten çıkartılmasına ilişkin olarak ilgili kanun\nhükümleri uygulanır.\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-violence\">\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 en az 2 gün\nişe gelmeyenlerin iş sözleşmeleri, tazminatsız olarak feshedilebilir.\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 17- 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 18- GÖZALTINA ALINMA, TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesi gazeteci; AFP’de yayınlanan bir yayından ya da AFP adına\nyürüttüğü bir faaliyetten ötürü özgürlüğü kısıtlanırsa, bu\nsürede ücretini bütün haklarıyla birlikte işverenden almaya devam eder ve\niş sözleşmesi hiçbir şekilde feshedilemez.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyesi gazetecinin, AFP’de yayınlanan bir yayını ya da AFP\nadına yürüttüğü bir faaliyet nedeniyle para cezasına mahkum olması\nhalinde, 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. TGS üyesi, işyeri ve işverenle ilgisi olmayan, ancak düşünce ve\nifade özgürlüğü, demokratik hak ve özgürlüklerin ihlali olarak\ndeğerlendirilebilecek bir nedenle özgürlüğü kısıtlanan bir yaptırıma\nmaruz kalmışsa, iş sözleşmesi 1 yıl süreyle feshedilmez. 1 yıllık\nsüre boyunca her ay yarım maaş tutarında ücret alır.\u003C\u002Fp>\n\n\u003Cp>D. A, B ve C maddesindeki hükümler, TGS üyesi gazetecinin, AFP’nin Etik\nKuralları’na uygun hareket etmesi koşuluyla uygulanır.\u003C\u002Fp>\n\n\u003Cp>E. TGS üyesi, bu maddenin A, B ve C fıkrası kapsamına giren durumlar\nharicinde, herhangi bir suçtan dolayı tutuklanırsa ücretsiz izinli\nsayılır. Tutukluluğu 3 ayı aştığı takdirde iş akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>F. 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-healthinsurance\">\u003Ch3>MADDE 19- SAĞLIK SİGORTASI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>TGS üyelerinin, eş ve çocuklarını da kapsayacak şekilde yapılan\nsağlık sigortası devam eder. Sigorta poliçelerinin 2024 yılı Kasım\nayında yenilenecek olması nedeniyle taraflar, bu maddeyi 2024 yılı Ekim\nayında yeniden müzakere edecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 20- YEMEK ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>İşverence, sendika üyelerinin yemek kartlarına aylık net 6.000 TL yemek\nücreti yüklenir. Sözleşmenin ikinci döneminde yemek ücretine yapılacak\nolan artış, TİS’in 32. maddesinde düzenlenmiştir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 21- GÖZLÜK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, yıllık 50 EURO kadar olan gözlük harcamalarını, ödeme\ngünündeki TCMB efektif döviz satış kuru üzerinden öder. Bu harcamalar\niçin çalışanlar, sağlık raporu, reçete ve fatura sunmak\nzorundadırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 22- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Chubb European Group SE ve AFP arasında akdedilen sigorta sözleşmesi\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 23- YOL ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, İstanbul’da yaşayarak İstanbul’daki ofisten fiziken\nçalışan ve basın kartı olmayan TGS üyelerine aylık net 2.000 TL yol\nücreti öder. Sözleşmenin ikinci döneminde yol ücretine yapılacak olan\nartış, TİS’in 32. maddesinde düzenlenmiştir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 24- FATURA DESTEĞİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, ilgili şehirde AFP ofisi bulunmaması nedeniyle sürekli olarak\nevden çalışmak zorunda olan TGS üyelerine aylık net 2.000 TL fatura\ndesteği sağlar. Sözleşmenin ikinci döneminde fatura desteğine yapılacak\nolan artış, TİS’in 32. maddesinde düzenlenmiştir.\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\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.\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 24 gün izin verilir.\nAynı şartlarda, sendika temsilcilerine yılda 12 gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcileri ile üyelere, Kongre günlerinde, Sendika’nın en\ngeç 7 gün önceden yazılı olarak bildirmesi halinde, Kongre’ye katılım\nve gidiş-geliş için gerekli yol süresince ücretli izin verilir. Ayrıca,\nSendika’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\u003Ch2>BÖLÜM 7\u003C\u002Fh2>\n\n\u003Ch2>AKÇALI KONULAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 26- MASRAFLAR\u003C\u002Fh3>\n\n\u003Cp>TGS üyesinin görevini yürütebilmesi için yaptığı belgelendirilmiş\nve makul masraflar (yol, yemek vb.) işveren tarafından karşılanır. Ayrıca\nTGS üyesine olağanüstü durumlardaki yurt içi görevlendirmelerde günlük\nnet 30 Euro harcırah verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 27- KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Kıdem tazminatı konusunda 5953 sayılı Kanun hükümleri uygulanır.\nAskerlik ve emeklilik sebeplerine dayanarak (belgelendirilmiş olmak\nkoşuluyla) iş sözleşmesinin çalışan tarafından feshedilmesi halinde\nkıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 28-İHBAR TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>İhbar tazminatı konusunda 5953 sayılı Kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 29- YILLIK İKRAMİYE\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyelerine Aralık 2024 ve Aralık 2025’te birer aylık\nücretleri tutarında ikramiye öder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 30- FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Haftalık çalışma süresi 40 saattir. Haftalık 40 saati aşan çalışma\nsüreleri için TGS üyelerine fazla mesai ücreti ödenir. Fazla çalışma\nücretleri ile ilgili olarak ilgili mevzuat hükümleri uygulanır. Hafta\ntatili iki gündür.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>İşveren mesai saatleri dışında TGS üyelerinin ulaşılmama hakkını\ntanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE 31- ÜCRET ZAMLARI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>TGS üyelerinin 29 Şubat 2024 tarihinde almakta oldukları brüt\nücretlerine (bu ücrete, Euro’nun yükselişi nedeniyle yapılan ilave zam\ndahildir) 1 Mart 2024’ten itibaren geçerli olmak üzere yüzde 65 oranında\nartış yapılır. 1 Mart 2025 – 1 Mart 2026’yı kapsayan ikinci dönem\niçin ise, TGS üyelerinin 1 Mart 2024’ten itibaren geçerli olan, ilk\nfıkrada belirtilen artırılmış ücretlerine TÜİK’in yayımladığı\ntüketici fiyat endeksinin on iki aylık ortalamalara göre değişim oranı +\n2 puanlık refah payı oranında ücret artışı yapılır. İkinci döneme\nilişkin ücret artışı şu şekilde uygulanacaktır: TGS üyelerinin 1 Mart\n2025 ücretleri, 1 Şubat 2025 ücreti tutarında ödenir. İşveren, TÜİK\ntarafından Nisan 2025’te yayımlanan Mart 2025 tüketici fiyat endeksinin on\niki aylık ortalamalara göre değişim oranı + 2 puanlık refah payı\noranında artışı, 1 Mart 2025’ten itibaren geçerli olmak üzere uygular.\nBu doğrultuda, 1 Mart 2025’te ödenen ücret ile artırılmış ücret\narasındaki fark, TGS üyelerine geriye dönük olarak Nisan 2025 ücreti ile\nbirlikte ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 32- YEMEK ÜCRETİ, YOL ÜCRETİ VE FATURA DESTEĞİNE İLİŞKİN\nİKİNCİ DÖNEM ARTIŞI\u003C\u002Fh3>\n\n\u003Cp>Madde 20, Madde 23 ve Madde 24’te yer alan yemek ücreti, yol ücreti ve\nfatura desteğine ilişkin tutarlara, Mart 2025 – Mart 2026’yı kapsayan\nikinci dönemde, TÜİK’in yayımladığı tüketici fiyat endeksinin on iki\naylık ortalamalara göre değişim oranında artış yapılır. Bu artış,\nşu şekilde uygulanacaktır: TGS üyelerinin 1 Mart 2025 yemek ücreti, yol\nücreti ve fatura desteği, 1 Şubat 2025’te ödenen tutarda ödenir.\nİşveren, TÜİK tarafından Nisan 2025’te yayımlanan Mart 2025 tüketici\nfiyat endeksinin on iki aylık ortalamalara göre değişim oranında\nartışı, 1 Mart 2025’ten itibaren geçerli olmak üzere bu ücretlere ve\ndesteğe uygular. Bu doğrultuda, 1 Mart 2025’te ödenen yemek ücreti, yol\nücreti ve fatura desteği ile artırılmış yemek ücreti, yol ücreti ve\nfatura desteği farkı, TGS üyelerine geriye dönük olarak Nisan 2025’te\nödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 33- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, 4 Haziran 2024 tarihinde imzalanmış olup, 1\nMart 2024 tarihinden itibaren 2 (iki) yıl süreyle yürürlüktedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"trainingprogrammes":45,"healthinsurance":49,"healthinsurancerelatives":52,"healthandsafetypolicy":56,"deathrelatives":60,"violence":64,"discrimination":68,"equalitymonitoring":72,"hourspday_select":76,"PAIDLEAV_trigger":80,"TRADEUNLEAV_trigger":84,"FLEXWORK_trigger":88,"STRUCINCR_trigger":92,"wageincreasetype2":95,"ONCERISE_trigger":99,"OVERTIME_trigger":103,"COMMUTE_trigger":105,"MEALALL_trigger":109,"strikes_trigger":113},{"bindId":43,"name":44,"text":44},"cbadate_start","01.03.2024-01.03.2026",{"bindId":46,"name":47,"text":48},"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":50,"name":51,"text":51},"healthinsurance","MADDE 19- SAĞLIK SİGORTASI",{"bindId":53,"name":54,"text":55},"healthinsurancerelatives","TGS üyelerinin, eş ve çocuklarını da kap","TGS üyelerinin, eş ve çocuklarını da kapsayacak şekilde yapılan\nsağlık sigortası devam eder. Sigorta poliçelerinin 2024 yılı Kasım\nayında yenilenecek olması nedeniyle taraflar, bu maddeyi 2024 yılı Ekim\nayında yeniden müzakere edecektir.",{"bindId":57,"name":58,"text":59},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ MADDE 17- İŞÇİ","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\n\nMADDE 17- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":61,"name":62,"text":63},"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":65,"name":66,"text":67},"violence","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 en az 2 gün\nişe gelmeyenlerin iş sözleşmeleri, tazminatsız olarak feshedilebilir.",{"bindId":69,"name":70,"text":71},"discrimination","MADDE 14- POZİTİF AYRIMCILIK ÖNLEMLERİ İ","MADDE 14- 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":73,"name":74,"text":75},"equalitymonitoring","MADDE 15-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN ","MADDE 15-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":77,"name":78,"text":79},"hourspday_select","Haftalık çalışma süresi 40 saattir. Haft","Haftalık çalışma süresi 40 saattir. Haftalık 40 saati aşan çalışma\nsüreleri için TGS üyelerine fazla mesai ücreti ödenir. Fazla çalışma\nücretleri ile ilgili olarak ilgili mevzuat hükümleri uygulanır. Hafta\ntatili iki gündür.",{"bindId":81,"name":82,"text":83},"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.",{"bindId":85,"name":86,"text":87},"TRADEUNLEAV_trigger","Sendika genel merkez ve şube yöneticiler","Sendika genel merkez ve şube yöneticilerine, yılda 24 gün izin verilir.\nAynı şartlarda, sendika temsilcilerine yılda 12 gün izin verilir.\n\nSendika temsilcileri ile üyelere, Kongre günlerinde, Sendika’nın en\ngeç 7 gün önceden yazılı olarak bildirmesi halinde, Kongre’ye katılım\nve gidiş-geliş için gerekli yol süresince ücretli izin verilir. Ayrıca,\nSendika’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":89,"name":90,"text":91},"FLEXWORK_trigger","MADDE 12- UZAKTAN ÇALIŞMA TGS üyeleri ta","MADDE 12- UZAKTAN ÇALIŞMA\n\nTGS üyeleri talep etmeleri halinde Türkiye büro şefi ile planlamak\nüzere haftada iki gün uzaktan çalışma yapabilirler.",{"bindId":93,"name":94,"text":94},"STRUCINCR_trigger","MADDE 31- ÜCRET ZAMLARI",{"bindId":96,"name":97,"text":98},"wageincreasetype2","TGS üyelerinin 29 Şubat 2024 tarihinde a","TGS üyelerinin 29 Şubat 2024 tarihinde almakta oldukları brüt\nücretlerine (bu ücrete, Euro’nun yükselişi nedeniyle yapılan ilave zam\ndahildir) 1 Mart 2024’ten itibaren geçerli olmak üzere yüzde 65 oranında\nartış yapılır. 1 Mart 2025 – 1 Mart 2026’yı kapsayan ikinci dönem\niçin ise, TGS üyelerinin 1 Mart 2024’ten itibaren geçerli olan, ilk\nfıkrada belirtilen artırılmış ücretlerine TÜİK’in yayımladığı\ntüketici fiyat endeksinin on iki aylık ortalamalara göre değişim oranı +\n2 puanlık refah payı oranında ücret artışı yapılır. İkinci döneme\nilişkin ücret artışı şu şekilde uygulanacaktır: TGS üyelerinin 1 Mart\n2025 ücretleri, 1 Şubat 2025 ücreti tutarında ödenir. İşveren, TÜİK\ntarafından Nisan 2025’te yayımlanan Mart 2025 tüketici fiyat endeksinin on\niki aylık ortalamalara göre değişim oranı + 2 puanlık refah payı\noranında artışı, 1 Mart 2025’ten itibaren geçerli olmak üzere uygular.\nBu doğrultuda, 1 Mart 2025’te ödenen ücret ile artırılmış ücret\narasındaki fark, TGS üyelerine geriye dönük olarak Nisan 2025 ücreti ile\nbirlikte ödenir.",{"bindId":100,"name":101,"text":102},"ONCERISE_trigger","MADDE 29- YILLIK İKRAMİYE İşveren, TGS ü","MADDE 29- YILLIK İKRAMİYE\n\nİşveren, TGS üyelerine Aralık 2024 ve Aralık 2025’te birer aylık\nücretleri tutarında ikramiye öder.",{"bindId":104,"name":78,"text":79},"OVERTIME_trigger",{"bindId":106,"name":107,"text":108},"COMMUTE_trigger","MADDE 23- YOL ÜCRETİ İşveren, İstanbul’d","MADDE 23- YOL ÜCRETİ\n\nİşveren, İstanbul’da yaşayarak İstanbul’daki ofisten fiziken\nçalışan ve basın kartı olmayan TGS üyelerine aylık net 2.000 TL yol\nücreti öder. Sözleşmenin ikinci döneminde yol ücretine yapılacak olan\nartış, TİS’in 32. maddesinde düzenlenmiştir.",{"bindId":110,"name":111,"text":112},"MEALALL_trigger","MADDE 20- YEMEK ÜCRETİ İşverence, sendik","MADDE 20- YEMEK ÜCRETİ\n\nİşverence, sendika üyelerinin yemek kartlarına aylık net 6.000 TL yemek\nücreti yüklenir. Sözleşmenin ikinci döneminde yemek ücretine yapılacak\nolan artış, TİS’in 32. maddesinde düzenlenmiştir.",{"bindId":114,"name":115,"text":116},"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) ve Agence France-Presse Merkezi Fransa İstanbul Merkez Şubesi (AFP) Arasında Yapılan Toplu İş Sözleşmesi 01.03.2024-01.03.2026 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-03-01\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: → 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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → 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: → 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\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            \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            \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: → 65.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2024-03\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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                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