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İŞVEREN; Medya Araştırmaları Derneği İktisadi İşletmesi (Dokuz8\nHaber)’ni,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>B. SENDİKA; Türkiye Gazeteciler Sendikası(TGS)’nı,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C. İŞÇİ \u002F ÜYE \u002F TGS ÜYESİ \u002F ÇALIŞAN; İşverenin işyerinde\nçalışan işçilerden TGS üyesi olanları,\u003C\u002Fp>\n\n\u003Cp>D. TARAFLAR; işveren ve sendikayı,\u003C\u002Fp>\n\n\u003Cp>E. TİS; bu toplu iş sözleşmesini\u003C\u002Fp>\n\n\u003Cp>ifade eder.\u003C\u002Fp>\n\n\u003Cp>\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\u003Cp>\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 veya üye olduğu tarihten\nsonraki zam döneminde ücret zammı alırlar.\u003C\u002Fp>\n\n\u003Cp>c. Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\naskerlik, emeklilik ve diğer nedenlerle hizmet akdi sona eren üye işçiler,\ntüm haklardan, işbu yürürlük tarihi ile imza tarihinde çalışılan süre\noranınca diğer üyeler gibi yararlanırlar. Ölen üye işçilerin\nvarislerine, kıdem tazminatı ve ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch4>B. Sendika üyesi olmayanların yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. Sendika üyesi olmayanlar veya sendika üyeliğinden ayrılanlar ya da\nüyelikten çıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Ancak TİS’in\nimzalandığı tarihten önceki talepler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika üyeleri ile sendika üyesi olmadan dayanışma aidatı ödeyerek\nbu TİS’ten yararlananlar dışında kalan işçilere, bu TİS kısmen veya\ntamamen uygulanamaz. Bu hükme rağmen uygulanması durumunda, uygulanan tüm\nparasal haklar, sendika üyelerine ilave olarak uygulanır. Ayrıca işveren,\nbu konumdaki işçiler için, TİS’i uyguladığı her işçi için ödenen\nüyelik aidatı tutarı kadar tazminatı, her ay sendikaya ödemeyi kabul ve\ntaahhüt eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TİS’İN HÜKMÜ VE YORUMU\u003C\u002Fh3>\n\n\u003Cp>A. İşveren ile TGS üyeleri arasında yapılması zorunlu olan hizmet\nakitlerinin yazılı olması ve işbu TİS’in tanıdığı hakları\nazaltıcı, kısıtlayıcı ve bozucu hükümler taşımaması şarttır. Bu\nhizmet akitlerinin TİS’e aykırı hükümlerinin yerini, bu TİS’teki\nhükümler alır.\u003C\u002Fp>\n\n\u003Cp>B. Hizmet akitlerinde belirtilmeyen konuda bu TİS’in hükümleri\nuygulanır. Bu hizmet akitlerinin bir örneği, imzalandıkları tarihten\nsonraki 15 iş günü içerisinde işveren tarafından TGS’ye gönderilir.\u003C\u002Fp>\n\n\u003Cp>C. İşyerinde çalışan TGS üyelerinin iş tanımları, ücretleri ve\nçalışma koşullarında meydana gelecek her türlü değişiklik, yukarıda\nbelirtilen süre içinde yazılı olarak sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Cp>D. Bu TİS’in yürürlüğe girdiği tarihten önce TGS üyelerine\nsağlanan ve bu TİS’te değiştirici ya da yok edici hüküm bulunmayan\nişçi lehine hak ve menfaatler, kazanılmış hak olarak aynen devam eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- TARAFLARIN DURUMUNDA DEĞİŞİKLİK\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, işyerini başka bir gerçek veya tüzel kişiye devrettiği,\ngerçek veya tüzel bir üçüncü şahısla ortak olduğu veya işyerinde\nyapılan işlerin bir bölümünü veya tamamını gerçek veya tüzel bir\nüçüncü şahsa yaptırdığı takdirde, bu TİS süresi sonuna kadar\nTİS’in TGS üyelerine tanıdığı haklardan, yeni işveren (üçüncü\nşahıs ile birlikte) müştereken ve müteselsilen sorumludur.\u003C\u002Fp>\n\n\u003Cp>B. Sözleşmeye taraf olan sendikanın kendini feshi, infisahı,\nçalışmadan yasaklı olması bu TİS’in uygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 2\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL HAKLAR VE GÜVENCESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 7- SENDİKA GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. İşyerinde çalışan Türkiye Gazeteciler Sendikası üyelerinin, TGS\nmerkez ve şube yöneticileri olarak seçilmeleri ve profesyonel yöneticilik\nyapmayıp işletmede çalışmaya devam etmeleri halinde; İşveren, bu\nTİS’in taraflarından biri olan TGS’nin merkez ve şubelerinin yönetim\nkurulu üyeleri ile işyeri temsilcilerini sendikal görevlerini yapmalarından\nötürü işten çıkaramaz, bu kişilere ceza veremez, bu kişilerin sendikal\ngörevlerini yapmalarına hiçbir şekilde engel olamaz. 6356 sayılı\nSendikalar ve Toplu İş Sözleşmesi Kanunu’nun Sendika İşyeri\nTemsilcilerine tanıdığı güvenceler, önceki cümlede tanımlanan TGS\nmerkez ve şubelerinin yönetim kurulu üyeleri yönünden de aynen\ngeçerlidir. Bu anlamda, 6356 Sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanunu’nun 24. maddesi başta olmak üzere sendika işyeri temsilcilerine\nhaklar tanıyan tüm maddelerinin, TGS Merkez ve Şube yönetim, denetleme ve\ndisiplin kurulu üyeleri 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 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 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’nin uygulama ve yorumundan kaynaklanan\nuyuşmazlıklar ile Sendika İşyeri Temsilcisi ve\u002Fveya işveren tarafından\nbildirilen talep ve şikayetleri görüşmek üzere, Danışma Kurulu\noluşturur. Danışma Kurulu, 1 kişisi TGS, 2 Kişisi işveren tarafından\nbelirlenen 3 üyeden oluşur. Kurul, kararlarını oy çokluğu ile alır.\nTaraflar dilerse, önceden diğer tarafa bildirmek suretiyle, avukatlarının\nda toplantılara katılmasını sağlarlar. Kurul, taraflardan birinin daveti\nüzerine toplanır. Kurul görüşmeleri gizlidir. Hizmet Akitlerinin, ikale\nyoluyla sona ermesi, Danışma Kurulu’nun görev alanının\ndışındadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 3\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA KOŞULLARININ DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>MADDE 11- POZİTİF AYRIMCILIK ÖNLEMLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\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,\nfiziksel koşulların elverdiği ölçüde yasal mevzuat çerçevesinde gerekli\ndüzenlemeler yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>MADDE 12-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 13- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. İşin ve işyerinin ekonomik durumu ve gerekleri bakımından zorunluluk\nolmadıkça hiçbir TGS üyesi işten çıkartılamaz.\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 bu işleme tabi tutulurlar.\u003C\u002Fp>\n\n\u003Cp>Zorunlu işten çıkarmalarda cinsiyet ayrımcılığının yaşanmaması\niçin İşveren 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 işledikleri, çalıştığı\nişyerini alet etmek suretiyle maddi menfaat sağladıkları kesinleşmiş\nyargı kararı ile sabit olanlar ile bir ay içinde mazeretsiz olarak üst\nüste 2 gün ve fazla işe gelmeyenlerin iş sözleşmeleri, tazminatsız\nolarak feshedilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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 14- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15- GÖZALTINA ALINMA, TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesi gazeteci; Dokuz8 Haber’de yayınlanan bir yayından ya da\nDokuz8 Haber adına yürüttüğü bir faaliyetten ötürü özgürlüğü\nkısıtlanırsa, bu sürede ücretini bütün haklarıyla birlikte İşverenden\nalmaya devam eder ve iş sözleşmesi hiçbir şekilde feshedilemez.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyesi gazetecinin, Dokuz8 Haber’de yayınlanan bir yayını ya da\nDokuz8 Haber adına yürüttüğü bir faaliyet nedeniyle para cezasına mahkum\nolması halinde, bu adli para cezası İşveren tarafından karşılanır.\nHapis cezasının paraya dönüştürülmesi olanağı var ise İşveren bu\nmiktarı karşılamakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C. Çalışan, işyeri ve İşverenle 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 askıya alınır.\u003C\u002Fp>\n\n\u003Cp>D. 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\u003Ch3>MADDE 16- BAYRAM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşverence, Ramazan ve Kurban bayramlarında TGS üyelerine, net 1000’er\nTL bayram yardımı ödemesi yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 17-PERFORMANS UYGULAMASI\u003C\u002Fh3>\n\n\u003Cp>İşverence, işyerinde 5 yılını doldurup çalışmaya devam eden TGS\nüyelerine 1 adet yarım altın hediye edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 18- YEMEK ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>TGS üyelerine işverence İstanbul ofisinde her iş gününde yemek\nverilir. İstanbul ofisi dışında çalışan TGS üyelerine aylık net 4000\nTL yemek ücreti ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 19- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin görev başındayken ölümü durumunda ailesine 30.000 TL\nölüm yardımı yapılır. İşyerinde çalışanın görev dışında\nölümü durumunda ise ailesine net 10.000 TL ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>B. Çalışanlara birinci dereceden yakınının (anne, baba, kardeş,\nçocuk, eş) ölmesi durumunda net 2500 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 20- EVLENME VE DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. Evlenen ya da partneri ile birlikte yaşama kararı alan TGS üyelerine\nbir defaya mahsus olmak üzere 5000 TL net ödenir.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyelerinin çocuğunun doğumu için net 5000 TL ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 21- KREŞ VE\u002FVEYA EĞİTİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşverence, çocuğu olan TGS üyelerine yıllık 2500 TL kreş ya da\neğitim yardımı yapılır. İşyerinde çalışmaya devam ederken\neğitim-öğretim hayatını sürdüren üyeler de eğitim yardımından\nyararlanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 22-GÖZLÜK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşverence, TGS üyelerine belgelenmek koşuluyla 2000 TL gözlük\nyardımında bulunulur.\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, 5953 sayılı Kanuna göre verilir.\nYıllık izin planlaması yapıldıktan sonra değişiklik ancak üyenin onayı\nile olur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. 8 Mart Dünya Emekçi Kadınlar Gününde TGS üyesi kadın çalışanlar\nücretli izinli sayılır. Çalışmaları durumunda ya fazla mesai ücreti\nalır ya da başka bir tarihte izin alır.\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 24 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>b. Sendika temsilcilerine yılda 12 gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>c. Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>E. Kadın üyelere üyenin ihtiyacı ve talebi halinde her ay 1 gün\nücretli regl izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>F. Dini bayram ve resmi tatil günlerinin ilan edilmesinden sonraki 5 gün\niçinde işveren, sendika işyeri temsilcisi ile koordineli bir şekilde bu\ntarihlerde üyelere verilecek izin günleri konusunda gerekli düzenlemeyi\nyapar.\u003C\u002Fp>\n\n\u003Cp>G. TGS üyelerine doğum günlerinde 1 gün ücretli izin verilir.\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>A. TGS üyesinin görevini yürütebilmesi için yaptığı\nbelgelendirilmiş masraflar (yol, yemek vb.) işveren tarafından\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>B. Sarı basın kartı olmayan TGS üyelerine işe gelmek için toplu\ntaşıma kullanmaları durumunda aylık 1488 TL yol yardımı yapılır. Bu\nmiktar, üyenin görev yaptığı şehirdeki ulaşım şirketinin ulaşıma\nyıllık yaptığı zam oranına eşit şekilde düzenlenir.\u003C\u002Fp>\n\n\u003Cp>C. Sürekli evden çalışan TGS üyelerine yıllık 3000 TL evden\nçalışma desteği verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 25- KIDEM TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Kıdem tazminatı konusunda mevcut uygulama devam eder. TGS üyesi gazeteci,\nişyerinde 5 yıllık kıdeme sahip olması halinde istifa ederse de kıdem\ntazminatını alır.\u003C\u002Fp>\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\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE 27- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi 45 saattir. 45 saatten fazla çalışan süre\nkarşılığında fazla mesai ücreti ödenir. TGS üyelerinin hafta tatili iki\ngündür. Çalışılmayan cumartesi günleri hafta tatili sayılır. Bayram ve\nresmi tatil günlerinde çalışan TGS üyelerine çalışılan her gün için\niki günlük ücreti tutarında fazla mesai ücreti ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 28- ÜCRET ZAMLARI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>İşverence, 01.01.2024 tarihinden itibaren geçerli olmak üzere, TGS\nüyelerinin 31.12.2023 tarihinde almakta oldukları brüt ücretlerine yüzde\n65 zam yapılır. Bu artışa rağmen ücreti net 22.000 TL’nin altında\nkalanların ücretleri net 22.000 TL’ye yükseltilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu artışların ardından, sözleşmenin ikinci yılı için, 01.01.2025\ntarihinden itibaren geçerli olmak üzere, TGS üyelerinin 31.12.2024 tarihinde\nalmakta oldukları brüt ücretlerine yıllık enflasyon artı 3 puan refah\npayı eklenerek zam yapılır.\u003C\u002Fp>\n\n\u003Cp>TİS’te düzenlenen zam dönemleri dışında asgari ücrete zam gelmesi\ndurumunda, TGS üyelerinin ücretlerine asgari ücrete gelecek zam oranındaki\nartış ayrıca yansıtılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 29- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesi, 18.04.2024 tarihinde imzalanmış olup\n01.02.2024 tarihinden itibaren 23 ay süreyle (01.02.2024-31.12.2025 tarihleri\narasında) yürürlüktedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"CBA_MNCOMPA_1":45,"cbamemtrad":49,"trainingprogrammes":53,"menstruationleave":57,"healthandsafetypolicy":61,"healthandsafetytraining":65,"funeralpay":69,"deathrelatives":73,"discrimination":77,"sexualhar":81,"equalitymonitoring":85,"WORKHOURS_trigger":89,"hourspweek_select":92,"PAIDLEAV_trigger":96,"TRADEUNLEAV_trigger":100,"wageincreasetype2":104,"OVERTIME_trigger":108,"MEALALL_trigger":110,"strikes_trigger":114},{"bindId":43,"name":44,"text":44},"cbadate_start","01.02.2024-31.12.2025",{"bindId":46,"name":47,"text":48},"CBA_MNCOMPA_1","A. İŞVEREN; Medya Araştırmaları Derneği ","A. İŞVEREN; Medya Araştırmaları Derneği İktisadi İşletmesi (Dokuz8\nHaber)’ni,",{"bindId":50,"name":51,"text":52},"cbamemtrad","B. SENDİKA; Türkiye Gazeteciler Sendikas","B. SENDİKA; Türkiye Gazeteciler Sendikası(TGS)’nı,",{"bindId":54,"name":55,"text":56},"trainingprogrammes","B. İşveren, işçi sağlığı ve güvenliği ko","B. İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, “sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında\nçalışma, çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik\nsorunlar” başta olmak üzere işin yürütümü sırasında, işçi\nsağlığı ve güvenliği bakımından temel konular öncelikle dikkate\nalınır.",{"bindId":58,"name":59,"text":60},"menstruationleave","E. Kadın üyelere üyenin ihtiyacı ve tale","E. Kadın üyelere üyenin ihtiyacı ve talebi halinde her ay 1 gün\nücretli regl izni verilir.",{"bindId":62,"name":63,"text":64},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ MADDE 14- İŞÇİ","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\n\nMADDE 14- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":66,"name":67,"text":68},"healthandsafetytraining","A. İşyerinde hizmetin yürütümü sırasında","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.",{"bindId":70,"name":71,"text":72},"funeralpay","B. Çalışanlara birinci dereceden yakının","B. Çalışanlara birinci dereceden yakınının (anne, baba, kardeş,\nçocuk, eş) ölmesi durumunda net 2500 TL ölüm yardımı yapılır.",{"bindId":74,"name":75,"text":76},"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":78,"name":79,"text":80},"discrimination","MADDE 11- POZİTİF AYRIMCILIK ÖNLEMLERİ İ","MADDE 11- POZİTİF AYRIMCILIK ÖNLEMLERİ\n\n\n\nİşveren, genç, yaşlı, kadın, göçmen, LGBTİ+ ve engelli işçilerin\nayrımcılığa uğramaması için gerekli pozitif ayrımcı tedbirleri alır.\nEngelli işçilerin rahat, sağlıklı ve güvenli çalışabilmeleri için,\nfiziksel koşulların elverdiği ölçüde yasal mevzuat çerçevesinde gerekli\ndüzenlemeler yapılır.",{"bindId":82,"name":83,"text":84},"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 işledikleri, çalıştığı\nişyerini alet etmek suretiyle maddi menfaat sağladıkları kesinleşmiş\nyargı kararı ile sabit olanlar ile bir ay içinde mazeretsiz olarak üst\nüste 2 gün ve fazla işe gelmeyenlerin iş sözleşmeleri, tazminatsız\nolarak feshedilebilir.",{"bindId":86,"name":87,"text":88},"equalitymonitoring","MADDE 12-TOPLUMSAL CİNSİYET EŞİTLİĞİNİN ","MADDE 12-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":90,"name":91,"text":91},"WORKHOURS_trigger","MADDE 27- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ",{"bindId":93,"name":94,"text":95},"hourspweek_select","Haftalık çalışma süresi 45 saattir. 45 s","Haftalık çalışma süresi 45 saattir. 45 saatten fazla çalışan süre\nkarşılığında fazla mesai ücreti ödenir. TGS üyelerinin hafta tatili iki\ngündür. Çalışılmayan cumartesi günleri hafta tatili sayılır. Bayram ve\nresmi tatil günlerinde çalışan TGS üyelerine çalışılan her gün için\niki günlük ücreti tutarında fazla mesai ücreti ödenir.",{"bindId":97,"name":98,"text":99},"PAIDLEAV_trigger","A. Ücretli yıllık izin uygulaması, 5953 ","A. Ücretli yıllık izin uygulaması, 5953 sayılı Kanuna göre verilir.\nYıllık izin planlaması yapıldıktan sonra değişiklik ancak üyenin onayı\nile olur.",{"bindId":101,"name":102,"text":103},"TRADEUNLEAV_trigger","b. Sendika temsilcilerine yılda 12 gün i","b. Sendika temsilcilerine yılda 12 gün izin verilir.\n\nc. Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.",{"bindId":105,"name":106,"text":107},"wageincreasetype2","İşverence, 01.01.2024 tarihinden itibare","İşverence, 01.01.2024 tarihinden itibaren geçerli olmak üzere, TGS\nüyelerinin 31.12.2023 tarihinde almakta oldukları brüt ücretlerine yüzde\n65 zam yapılır. Bu artışa rağmen ücreti net 22.000 TL’nin altında\nkalanların ücretleri net 22.000 TL’ye yükseltilir.",{"bindId":109,"name":94,"text":95},"OVERTIME_trigger",{"bindId":111,"name":112,"text":113},"MEALALL_trigger","MADDE 18- YEMEK ÜCRETİ TGS üyelerine işv","MADDE 18- YEMEK ÜCRETİ\n\nTGS üyelerine işverence İstanbul ofisinde her iş gününde yemek\nverilir. İstanbul ofisi dışında çalışan TGS üyelerine aylık net 4000\nTL yemek ücreti ödenir.",{"bindId":115,"name":116,"text":117},"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 Medya Araştırmaları Derneği İktisadi İşletmesi (Dokuz8 Haber) Arasında İmzalana Toplu İş Sözleşmesi 01.02.2024-31.12.2025 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-02-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Gazetelerin basımı  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 2500.0\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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 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            \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: → 65.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2024-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 4000.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[123],{"title":35,"slug":31},[125],{"type":126,"data":127},"call_to_action_body_block",{"title":128,"description":129,"variant":130,"link":131},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":128,"url":132,"description":128,"rel":133,"type":134},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[136],{"type":126,"data":137},{"title":128,"description":129,"variant":130,"link":138},{"title":128,"url":132,"description":128,"rel":133,"type":134},[],{"title":15,"seo_title":141,"description":7,"path":142,"redirect_url":7,"locale":16,"children":143},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[144,225,254],{"title":18,"seo_title":145,"description":7,"path":146,"redirect_url":7,"locale":16,"children":147},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[148,152,156,172,221],{"title":149,"seo_title":8,"description":7,"path":150,"redirect_url":7,"locale":16,"children":151},"Asgari 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