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charset=UTF-8\">\n \u003Ctitle>TÜRK DENİZ İŞ - ZONGULDAK LİMAN İŞLETMESİ 2025-2026\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TÜRKİYE TAŞKÖMÜRÜ KURUMU GENEL MÜDÜRLÜĞÜ LİMAN VE DEMİRYOLU\nİŞLETME MÜDÜRLÜĞÜ DENİZ İŞLERİ BAŞMÜHENDİSLİĞİ\u003C\u002Fh1>\n\n\u003Ch1>(16 NO’LU İŞKOLUNDA FAALİYET GÖSTEREN) İŞYERİNE İLİŞKİN\nOLARAK\u003C\u002Fh1>\n\n\u003Ch1>TÜRK AĞIR SANAYİİ VE HİZMET SEKTÖRÜ KAMU İŞVERENLERİ SENDİKASI\n(TÜHİS)\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>TÜRK DENİZ-İŞ SENDİKASI \u003C\u002Fh1>\n\n\u003Ch1>ARASINDA İMZALANAN İŞYERİ TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK SÜRESİ \u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2025-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İMZA TARİHİ\u003C\u002Fh1>\n\n\u003Ch1>02.09.2025\u003C\u002Fh1>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>BİRİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1- SÖZLEŞMENİN AMACI VE TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Tarafların amacı; iş sözleşmesinin yapılması, muhtevası ve sona\nermesi ile ilgili hususları düzenlemek ve işçi-işveren ilişkilerini\nilgilendiren diğer hususlar ile tarafların karşılıklı hak ve\nborçlarını tespit, bunların uygulanmasını sağlamak ve taraflar arasında\nçıkabilecek uyuşmazlıkların uzlaşma yoluyla hal ve şekillerini\ngöstermek ve bütün bu hususlar üzerinde işbu toplu iş sözleşmesinde\nanlaşmaya varıldığı şekilde işveren ve vekilleriyle onun\nçalıştırdığı işçiler ve işçi sendikası arasındaki iş ahengi ve\nçalışma barışını sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>İşbu sözleşmedeki;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>İŞÇİ SENDİKASI:\u003C\u002Ftd>\n \u003Ctd>Türkiye Denizciler Sendikası,\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>İŞVEREN SENDİKASI:\u003C\u002Ftd>\n \u003Ctd>Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri\n Sendikası’nı (TÜHİS),\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>İŞVEREN: \u003C\u002Ftd>\n \u003Ctd>TTK Genel Müdürlüğü Liman ve Demiryolu İşletme Müdürlüğü\n Deniz İşleri Başmühendisliği (Zonguldak Liman İşletmesi\n işyeri)\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>ÜYE:\u003C\u002Ftd>\n \u003Ctd>Bu sözleşme kapsamına giren işyerlerinde çalıştırılan ve\n Türkiye Denizciler Sendikasına üye olan gemi adamlarını,\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>PDKS: \u003C\u002Ftd>\n \u003Ctd>Personel Devam Kontrol Sistemi, tanımlamaktadır.\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2- SÖZLEŞMENİN KAPSAMI VE UYGULAMA ALANI\u003C\u002Fh3>\n\n\u003Cp>A- İşbu toplu iş sözleşmesi yer itibariyle TTK Genel Müdürlüğü\nLiman ve Demiryolu İşletme Müdürlüğü Deniz İşleri Başmühendisliği\nemrinde çalışan Gemi Adamlarını kapsar,\u003C\u002Fp>\n\n\u003Cp>B- Bu toplu iş sözleşmesi taraf işçi sendikasına üye olanlara\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Üye olmayanların toplu iş sözleşmesinden yararlandırılmaları ilgili\nKanun Hükümlerine tabidir.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin imzalanması tarihinde işçi sendikasına üye\nolanlar, yürürlük tarihinden itibaren, imza tarihinden sonra üye olanlar\nise, üyeliklerinin taraf işçi sendikasınca işverene bildirildiği tarihten\nitibaren bu toplu iş sözleşmesinin hak ve menfaat sağlayan hükümlerinden\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten sonra işçi\nsendikası üyeliğinden çekilen veya çıkarılan işçilerin;\u003C\u002Fp>\n\n\u003Cp>a)E-devlet kapısı üzerinden üyelikten çekildiğini sendikaya bildirim\ntarihinden itibaren 1 ay sonra.\u003C\u002Fp>\n\n\u003Cp>b)Çıkarılma kararının kesinleştiği tarihten itibaren, toplu iş\nsözleşmesinden elde edilen hak ve menfaatleri kesilir.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- İŞ SÖZLEŞMESİ\u003C\u002Fh3>\n\n\u003Cp>a)Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu\niş sözleşmesine aykırı olamaz. İş sözleşmelerinin toplu iş\nsözleşmesine aykırı hükümlerinin yerini toplu iş sözleşmesindeki\nhükümler alır. Toplu iş sözleşmesinde iş sözleşmelerine aykırı\nhükümlerin bulunması halinde ise iş sözleşmesinin işçi yararına olan\nhükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>b)İş sözleşmesi işveren veya işveren vekiliyle işbu sözleşme\nkapsamına girenler arasında yazılı olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>c)Gemi adamları iş sözleşmesiyle bağlı bulundukları süre içinde\nişverenin bütün işyerlerinde sahip olduğu veya olacağı her çeşit\ngemide haiz oldukları yeterlik belgesine göre gemi adamı cüzdanına uygun\nolarak gösterilecek hizmetlerde çalışma zorunluluğundadır. İş\nsözleşmesi iki kopya olarak düzenlenir, birinci kopya gemi adamının\nişverendeki dosyasında saklanır, ikinci kopya imza karşılığı gemi\nadamına verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 4- KAPSAM İÇİNDEKİ İŞÇİLERE EŞİT İŞLEM YAPILMASI\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin kapsamına giren gemi adamlarından\nherhangi birine gerek ferden gerekse gruplar halinde bu toplu iş\nsözleşmesinin getirdiği hak ve menfaatlerin dışında hiç bir hak ve\nmenfaat tanınmaz. Tanındığı takdirde ikaz üzerine düzeltilir.\nDüzeltilmediği takdirde bu sözleşmenin kapsamına giren işçilerin\ntümüne uygulanır.\u003C\u002Fp>\n\n\u003Cp>Yanılma ve hataya dayanan hususlar bu hükmün dışında olup, tarafların\nikazı üzerine düzeltilir.\u003C\u002Fp>\n\n\u003Cp>Yapılan fazla ödemeler bir gündeliğe kadar (bir gündelik dahil) bir\nkerede, bir gündeliği geçtiği takdirde en çok 4 taksitte geri alınır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- GEMİ ADAMLARININ TERFİLERİ\u003C\u002Fh3>\n\n\u003Cp>A- İşbu sözleşmenin bağıtlanmasından sonra sözleşmenin kapsamı\ndahilinde açılacak görev ve kadrolarına ihtiyaç vukuunda yeterlik belgesi\nve liyakatları uygun olanlar tercihen ve terfiyen bu kadroya geçirilir.\u003C\u002Fp>\n\n\u003Cp>B- Üst görevlere terfi edecek olan aynı derecede yeterlik belgesi ve\nliyakati birden fazla personelden birinin terfi ettirilmesi gerektiğinde önce\nkıdem bilahare tahsil durumu nazarı itibara alınır. Kıdem süresi gemi\nadamı olarak işbu toplu iş sözleşmesi kapsamındaki işyerinde\nçalıştığı süredir. Liyakat gizli tezkiye ile tespit edilir.\u003C\u002Fp>\n\n\u003Cp>C- Bir üst görev ve kadroya terfi ettirilenler tescili takip eden\naybaşından itibaren o kadro ve görev ücretine hak kazanırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- ÜST GÖREVDE ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>Deniz Vasıtaları, “Gemi Adamları ve Kılavuz Kaptanlar\nYönetmeliği”ne ve “Gemilerin Gemi Adamları İle Donatılmasına\nİlişkin Yönerge” ye göre donatılırlar.\u003C\u002Fp>\n\n\u003Cp>Gemi adamlarının yeterlik belgeleri müsait olması kaydıyla işin\ngerektirdiği durumlarda yılda en çok üç ay süreyle bir üst görevde\nçalıştırılabilirler.\u003C\u002Fp>\n\n\u003Ch3>MADDE 7- GEMİ ADAMLARININ GÖREV DEĞİŞİKLİKLERİ\u003C\u002Fh3>\n\n\u003Cp>İşveren veya vekili gemi adamı olarak istihdam etmek üzere iş\nsözleşmesi imzaladığı gemi adamını, başka bir iş kolunda rızası\ndışında çalıştırmamayı kabul ve taahhüt eder. Ancak, gerekli hallerde\nişveren veya vekili gemi adamını herhangi bir gemisinde yeterlik belgesine\nuygun bir işte istihdam edebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde yer almayan fakat toplu iş sözleşmesinde\nişçiler lehine tatbik edilmekte olan bütün hak ve menfaatlerin, Kanunların\nemredici kurallarına aykırı olmamak şartıyla saklı olduğunu taraflar\nkabul eder.\u003C\u002Fp>\n\n\u003Ch2>İKİNCİ BOLUM\u003C\u002Fh2>\n\n\u003Ch2>İŞE ALMA\u003C\u002Fh2>\n\n\u003Ch3>MADDE 9- İŞE ALMADA SINAV VE TERCİH\u003C\u002Fh3>\n\n\u003Cp>Yeni işe alınacak işçilerin ve iş kazalarında ölen işçilerin\nçocuğunun, yoksa kardeşinin işe alınması hususunda “Kamu Kurum ve\nKuruluşlarına İşçi alınmasında Uygulanacak Usul ve Esaslar Hakkında\nYönetmelik” ve diğer ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu yönetmelik hükümlerine göre açılan sınavda başarı gösterenler\nyazılı olarak yapılan davete rağmen 15 gün içinde göreve başlamazlar\nise, hakları düşer. Yeni işe alınacak işçiler, yukarıda belirtilen\nYönetmelik hükümlerine uygun olarak yapılan seçme sınavlarına\ngirenlerden başarı dereceleri ve diğer işe alma şartları eşit olanlar\niçin seçme sınav kurulu tercih hakkını kullanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- ASKERLİK DÖNÜŞÜ İŞE ALMA\u003C\u002Fh3>\n\n\u003Cp>A- İşyerlerinden muvazzaf askerlik sebebiyle ayrılan daimi kadrolu\nişçilerden askerlik ödevinin bitimini belgelemek koşulu ile iki ay içinde\nyeniden iş için başvuranlar, prevü var ise ayrıldığı işlerine gerekli\ninceleme ve resmi makamlarca yaptırılacak soruşturmanın tamamlanmasını\ntakiben bir ay içinde daimi kadrolu olarak işe alınırlar. Terhis\nmahiyetinde süresiz izinli bırakılanlar da, izine başladıkları tarihten\nitibaren 2 ay içinde başvurdukları takdirde haklarında aynı şekilde\nişlem yapılır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde çalışmakta iken, muvazzaf askerlik ödevi dışında\nmanevra veya herhangi bir sebeple silah altına alınan veyahut herhangi bir\nKanundan doğan çalışma ödevi yüzünden işinden ayrılan işçiler\nhakkında yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>B- Muvazzaf askerlik hizmeti sonunda süresi içinde iş için müracaat\nederek askerlik dönüşü işe alınma maddesine göre işe tertip edilenlerin\ngündelikleri, ayrılışlarındaki pozisyonlarına tekabül eden ve toplu iş\nsözleşmeleri ile tanınmış olan haklar göz önünde tutularak tespit\nedilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- BELGELER\u003C\u002Fh2>\n\n\u003Cp>İşçilere, 854 sayılı Deniz İş Kanunu ve diğer mevzuat hükümleri\ngereğince işveren tarafından verilmesi öngörülen belgeler düzenlenerek\nverilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 12-ÇALIŞMAKTA OLDUĞU İŞİNİ YAPAMAZ RAPORU ALAN İŞÇİLER VE\nBUNLARIN YENİDEN İŞE ALINMALARI\u003C\u002Fh3>\n\n\u003Cp>Gemi adamlarından devre muayeneleri sonunda gemi adamlığı\nyapamayacağına dair rapor alanlardan, bu raporları TTK Sağlık Kurulu'nca\nkabul edilenler ile TTK Sağlık Kurulu raporu ile geçici veya daimi olarak\nçalışmakta olduğu işi yapamaz raporu alan gemi adamlarını prevü varsa\n(Beden gücü Yönergesine göre) yapabilecekleri başka işlere nakletmeyi\nişveren kabul eder.\u003C\u002Fp>\n\n\u003Cp>Bu durumda olanlar nakil işlemleri tamamlanıncaya kadar ücretsiz izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki esaslara göre kendilerine yeni iş verilenlere gittikleri işin\nücreti verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, verilen raporuna uygun ve mesleği ile mütenasip işverence verilen\nişi kabul etmeyen veya sağlığı gereği hiç bir işte çalışamayacağı\nSosyal Güvenlik Kurumu’nun anlaşmalı\u002Fsözleşmeli olduğu sağlık kurum\nve kuruluşlarının Sağlık Kurullarınca verilen kati raporunda belirtilen\nişçilerin Kanunda ve toplu iş sözleşmesinde belirtilen hakları ödenmek\nşartı ile iş sözleşmeleri işveren tarafından feshedilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 13- GÖZALTINA ALINMA - TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İSE BAŞLATMA\u003C\u002Fh3>\n\n\u003Cp>1-Gözaltına alınan işçiler, bunu belgeledikleri takdirde, kanuni\ngözaltı süresi içerisinde ücretsiz izinli addedilir. Ancak gözaltında\ngeçen süre sonunda tutuklanan işçilerin gözaltında geçen süre ile\ntutukluluk süresi toplamı kanuni bildirim süresini aştığı takdirde iş\nsözleşmeleri münfesih sayılır.\u003C\u002Fp>\n\n\u003Cp>2-İşçi herhangi bir suçtan tutuklandığı ve tutukluluğu İş\nKanunundaki bildirim sürelerini aştığı takdirde, iş sözleşmesi\nmünfesih sayılır. Bildirim süresi kadar süren tutukluluk hallerinde\ntutuklu kalınan süreler kadar işçi ücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>3-Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek duyulmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biriyle 90 gün içinde son bulması veya adi suçlardan\nyargılanmaları devam ederken 90 gün içinde tahliye edilmesi hallerinde\nişçinin bu tarihten itibaren bir hafta içinde işine dönmeyi talep etmesi\nhalinde işveren tarafından emsallerinin hakları ile tekrar işe alınır. Bu\nhalde işe alınan işçilerin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>Tutukluluğu 90 günü aşan ve sonunda salıverilenlerin ise bu tarihten\nbir hafta içinde başvurmaları halinde de işverenin takdiri ile işe\nalınırlar.\u003C\u002Fp>\n\n\u003Cp>4-Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden 6 ay veya\ndaha az ceza alan, 6 aydan fazla ceza alıp cezası ertelenen, paraya çevrilen\nveya af ile sonuçlanan veya iyi hali nedeni ile 6 aydan fazla ceza aldığı\nhalde 6 aydan önce tahliye edilen işçilerin tekrar işe başlatılmaları\nişverenin takdiri ile mümkündür. Bu takdirde bunların eski kıdem hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>5-Yargılanmaları tutuklu olarak devam edenlerden 6 aydan fazla hüküm\ngiyen işçiler 4. fıkradaki haller hariç işe alınmazlar.\u003C\u002Fp>\n\n\u003Cp>6-Yüz kızartıcı suçlar ve sabotaj, Devletin Ülke ve Milleti ile\nBütünlüğüne, Milli Güvenliğe, Kamu Düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler; cezasının\nertelenmesi, paraya çevrilmesi veya affa uğraması hallerinde dahi hiç bir\nsurette tekrar işe alınmazlar.\u003C\u002Fp>\n\n\u003Cp>7-İşverene ait herhangi bir deniz aracını görevli olarak kullanırken\ndeniz kazası yapan gemi adamları bu nedenle tutuklandıkları veya hüküm\ngiydikleri takdirde 90 gün içinde hükümlülük veya tutukluluk hali sona\nermek şartı ile, tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün\niçinde başvurmaları halinde eski işlerine alınırlar. 90 günden fazla\nsüren hükümlülük veya tutukluluk halinde tekrar işe başlatma işverenin\ntakdirine bağlıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 14- İŞE GİREN VE ÇIKANLARIN BİLDİRİMİ\u003C\u002Fh3>\n\n\u003Cp>İşe alma işlemleri tamamlanarak işe tertip edilenlerle, işten\nayrılanların sigorta sicil numaraları, açık kimlikleri, gündelikleri,\nişe başlama veya işten ayrılma tarih ve nedenleri Sosyal Güvenlik Kurumuna\nbildirilirken bu bilgilerin birer nüshası da işçi sendikasına\ngönderilir.\u003C\u002Fp>\n\n\u003Ch2>ÜÇÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞİN DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 15- İŞ SÜRELERİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Bu toplu iş sözleşmesinin uygulandığı işyerinde haftalık çalışma\nsüresi en çok 45 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçilerin çalışma, dinlenme, işe başlama ve bitirme saatleri ile\nvardiyaların başlama ve bitme saatleri, vardiya adetleri ve ara dinlenmeleri\nişin ve işyerinin özellikleri göz önünde tutulmak suretiyle işçi\nsendikasının da görüşü alınarak işyerinde ilan olunur.\u003C\u002Fp>\n\n\u003Cp>Mevzuat ve toplu iş sözleşmesinde gösterilen istisnalar dışında\nişveren bu saatler üzerinde işçi çalıştıramaz. İşyerinde işe\nbaşlama ve paydos saatleri devlet radyosu saat ayarı ile düzenlenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16- VARDİYALAR HAKKINDA GENEL HÜKÜMLER\u003C\u002Fh3>\n\n\u003Cp>Gemi adamlarına vardiya çalışmaları ile ilgili işyerlerindeki\ntatbikata devam edilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 17- HAFTA TATİLİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>Bu toplu iş sözleşmesinin 15. maddesinde düzenlenen iş sürelerine\ngöre, hafta içinde 6 gün çalıştırılan işçilere hafta sonunda 1 gün\nücretli hafta tatili yaptırılır. Bu günkü yevmiyesi ile o güne ait\nsosyal yardımları (yemek bedeli hariç) ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hafta tatili ücretine hak kazanılabilmesi için hafta içinde\nçalıştırılması gereken altı günün hesabında, 854 sayılı Deniz İş\nKanununda ve aşağıdaki çalışılmış gibi sayılması kabul edilen\ngünler de nazara alınır.\u003C\u002Fp>\n\n\u003Cp>a)İş kazaları dolayısıyla verilen istirahatlerin tamamı,\u003C\u002Fp>\n\n\u003Cp>b)Hekim raporuyla verilen ve yedi günü aşmayan iş kazası dışındaki\nhastalıktan dolayı verilecek istirahatlar,\u003C\u002Fp>\n\n\u003Cp>c)Yıllık ücretli izinlerin sonunda bir haftaya kadar verilen ücretsiz\nyol izinleri (7 gün)\u003C\u002Fp>\n\n\u003Cp>İstirahat veya ücretsiz izinler içine giren hafta tatili ücreti\nödenmez.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçileri iş gereği hafta tatili günlerinde\nçalıştırabilir. Hafta tatili günlerinde çalıştırılan işçilere takip\neden hafta içinde, işçinin istediği günde, 24 saatten az olmamak üzere\nücretli izin verilir. İzin verilmediği takdirde 18. maddeye göre ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>Geçici görevle yurt içinde seyahate gönderilen işçilerin, fiilen\ngörev yaptıkları hafta tatili günlerindeki süreler çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18-ULUSAL BAYRAM, GENEL TATİL VE HAFTA TATİLİ GÜNLERİNDE\nÖDENECEK ÜCRETLER\u003C\u002Fh3>\n\n\u003Cp>Ulusal bayram ve Genel Tatil günleri ile hafta tatili günlerinde\nçalıştırılan işçilerin gündelikleri ve fazla çalışma ücretleri\naşağıdaki gösterildiği şekilde ödenir.\u003C\u002Fp>\n\n\u003Cp>a)Cumhuriyet Bayramı olan 29 Ekim günü çalıştırılmayan işçilere\nhiç bir iş karşılığı olmaksızın bir yevmiye, aynı gün\nçalıştırılanlara 3 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Genel Tatil günlerinde çalıştırılmayan işçilere hiç bir iş\nkarşılığı olmaksızın 1 yevmiye, çalıştırıldıkları takdirde 3\nyevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>c)28 Ekim günü ile Dini Bayramların arife günlerine isabet eden yarım\ngünlük genel tatiller için;\u003C\u002Fp>\n\n\u003Cp>-08.00-16.00 (P2) Vardiyasında;\u003C\u002Fp>\n\n\u003Cp>-08.00-13.00 saatleri arasında çalışanlara bir yevmiye,\u003C\u002Fp>\n\n\u003Cp>-08.00-13.00 saatleri arasında çalışmayanlara yarım yevmiye,\u003C\u002Fp>\n\n\u003Cp>-08.00-16.00 saatleri arasında çalışanlara 1,5 yevmiye,\u003C\u002Fp>\n\n\u003Cp>-16.00-24.00 (P3) Vardiyasında çalışanlara 2 yevmiye, çalışmayanlara\n1 yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>d)Normal günlerde eşit ölçülere bölünerek fazla çalıştırılıp\nCumartesi günleri yarım gün çalışan işyerlerinde çalışanların; 28\nEkim ve dini bayramların arife günleri Cumartesi günlerine tesadüf edip\ntatil saatine kadar çalıştıkları takdirde normal gündeliğine ilaveten\nhiçbir iş karşılığı olmaksızın bir gündelik, o gün hiç işe\ngelmemiş olanlara ise, hiçbir iş karşılığı olmaksızın öğleden\nsonraki tatil için bir gündelik ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Ulusal bayram ve genel tatil günleri hafta tatiline rastlayıp da\nçalıştırılan işçilere dört yevmiye ödenir. Hafta tatili ücretini\nkaybedenlerin bu günleri ulusal bayram ve genel tatil günlerine rastlarsa o\ngüne ait bayram ücreti ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>f)Hafta tatili günlerinde çalışmayıp izin yapan işçilere hiç bir iş\nkarşılığı olmaksızın bir yevmiye, hafta tatili günü çalıştırılıp\nta müteakip hafta içinde izin verilen işçilere çalıştırıldığı hafta\ntatili günü ücreti fazla çalışma addolunup % 100 zamlı, izin\nyaptırılmadığı gün için de hiçbir iş karşılığı olmaksızın bir\nyevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hafta tatili günü çalıştırılıp da müteakip hafta izin verilmeyip\nçalıştırılan işçilere, hafta tatili günü ücreti fazla çalışma\naddolunup % 100 zamlı, izin verilmeyip de çalıştırıldığı müteakip\nhaftadaki gün için de normal yevmiye ödenir. Bunlara ilaveten ayrıca\nhiçbir iş karşılığı olmaksızın alması gereken hafta tatili ücreti\nolarak bir yevmiye daha ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçinin hafta tatiline isabet eden günlerde fazla çalışma yapan\nişçilere tek yevmiyesinin saat başına isabet eden miktarının % 100\nilavesi suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>g)Hafta tatili ücretini kaybetmiş olanlar, ücretini kaybettiği bu hafta\ntatili günü çalıştırılırsa normal yevmiyesi ödenir. Ayrıca herhangi\nbir ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE 19- GİYİM EŞYASI\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">KILAVUZ\n KAPTAN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Yazlık\u003C\u002Ftd>\n \u003Ctd>Gömlek-Pantolon\u003C\u002Ftd>\n \u003Ctd>1 yıl miatla\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">Kışlık\u003C\u002Ftd>\n \u003Ctd>Kazak-Pantolon\u003C\u002Ftd>\n \u003Ctd>1 yıl miatla\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Mont \u002F Kaban\u003C\u002Ftd>\n \u003Ctd>3 yıl miatla\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En az 150 kg. yüzdürme yeteneği olan su geçirmez tulum, yazlık ve\nkışlık tabanı kaymaz petrol türevlerine ve ısıya dayanıklı koruyucu\nözellikli ayakkabı, suya düşünce kendiliğinden şişebilen ışıklı ve\ndüdüklü can yeleği ve benzeri kişisel emniyet teçhizatları verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"387\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">SINIRLI\n KAPTAN, SINIRLI VARDİYA ZABİTİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\" width=\"142\">\u003Cp>Yazlık\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"245\">\u003Cp>Kargo Pantolon\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"245\">\u003Cp>Polo Yaka Apoletli Tişört\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla (2 Adet)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"245\">\u003Cp>Ayakkabı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla-(İSG özelliğinde)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\" width=\"142\">\u003Cp>Kışlık\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"245\">\u003Cp>Softshell Pantolon-Polar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"245\">\u003Cp>Mont \u002F Kaban\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>3 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"245\">\u003Cp>Ayakkabı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla-(İSG özelliğinde)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"605\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">DENİZ\n MOTOR MAKİNİSTİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\" width=\"142\">\u003Cp>Yazlık\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"246\">\u003Cp>Kargo Pantolon-Tulum\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"246\">\u003Cp>Polo Yaka Apoletli Tişört\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla (2 Adet)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"246\">\u003Cp>Ayakkabı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla-(İSG özelliğinde)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\" width=\"142\">\u003Cp>Kışlık\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"246\">\u003Cp>Softshell Pantolon-Polar-Tulum\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"246\">\u003Cp>Mont \u002F Kaban\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>3 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"246\">\u003Cp>Ayakkabı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"218\">\u003Cp>1 yıl miatla-(İSG özelliğinde)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"388\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">GEMİCİ\n - YAĞCI - ELEKTRİKÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\" width=\"142\">\u003Cp>Yazlık\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"247\">\u003Cp>Kargo Pantolon-Tulum\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>1 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"247\">\u003Cp>Polo Yaka Apoletli Tişört\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>1 yıl miatla (2 Adet)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"247\">\u003Cp>Ayakkabı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>1 yıl miatla-(İSG özelliğinde)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\" width=\"142\">\u003Cp>Kışlık\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"247\">\u003Cp>Softshell Pantolon-Yağmurluk\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>1 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"247\">\u003Cp>Tulum-Polar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>1 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"247\">\u003Cp>Mont \u002F Kaban\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>3 yıl miatla\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"247\">\u003Cp>Ayakkabı-Çizme\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"217\">\u003Cp>1 yıl miatla-(İSG özelliğinde)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ayrıca; İşverence belirlenecek tören ekibine beyaz renkli pantolon,\ngömlek, ayakkabı, kemer ve şapkadan oluşan tören kıyafeti servis\ndemirbaşı olarak 5 yıl miatla verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DÖRDÜNCÜ BOLUM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 20- ÜCRETLİ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A- En az 6 ay çalışmış olan gemi adamı yıllık ücretli izine hak\nkazanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>İzin süresi 6 aydan 1 yıla kadar hizmeti olan gemi adamları için 15\ngün ve 1 yıldan daha fazla hizmeti olan gemi adamları için 30 takvim\ngünüdür. İzin işverenin uygun göreceği bir zamanda kullanılır. Bu\nhaktan feragat edilemez. Gemi adamı yıllık ücretli izini iş sözleşmesini\nyapmış bulunduğu mahalden gayri bir yerde kullanmaya zorlanamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nUlusal Bayram ve Genel Tatil Günleri izin süresinden sayılmaz. (İznini\nvilayet hududu haricinde geçirecek gemi adamlarına talepleri halinde\nişverence 7 güne kadar ücretsiz yol izni verilir.)\u003C\u002Fp>\n\n\u003Cp>C- Yıllık ücretli iznini kullanmaya başladıktan sonra işçinin\nölümü halinde izin parası ödenmemişse kanuni varislerine ödenir.\u003C\u002Fp>\n\n\u003Cp>D- Yıllık ücretli izin içerisine rastlayan hafta tatili, ulusal bayram\nve genel tatil yevmiyelerinin ödenmesine devam olunur.\u003C\u002Fp>\n\n\u003Cp>E- Bir aylık izin, tarafların rızası ile aynı yıl içinde kullanılmak\nsuretiyle ikiye bölünebilir.\u003C\u002Fp>\n\n\u003Cp>F- Personele verilecek yıllık izinlerin tespitinde işin aksamaması\nesastır.\u003C\u002Fp>\n\n\u003Cp>G- İzine ayrılmada usul ve izin listelerinin düzenlenmesi hususunda\nişyerindeki tatbikata devam olunur.\u003C\u002Fp>\n\n\u003Ch3>MADDE 21- ÜCRETLİ VE ÜCRETSİZ MAZERET İZİNLERİ\u003C\u002Fh3>\n\n\u003Ch4>A- ÜCRETLİ MAZERET İZİNLERİ :\u003C\u002Fh4>\n\n\u003Cp>İşçilerin;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)Evlenmelerinde 7 gün, çocuklarının evlenmesinde 2 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b)Eşlerinin doğum yapmaları halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c)Anne ve babalarının, eşlerinin, kardeş veya çocuklarının ölümü\nhalinde 5 gün, kayınpeder veya kayınvalidelerinin ölümü halinde 1\ngün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)İşyerinin bulunduğu il hudutları dahilinde ölen amca, dayı, teyze,\ndede, hala veya ninelerinin cenazelerine iştirak etmek üzere 1 gün,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>e)Hastane veya dispansere muayeneye, laboratuar testine gitmeleri halinde\n(1.ve 2.günde yapılan sağlık işlemleri belgelenmek kaydıyla ) 2 güne\nkadar,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f)Bakmakla yükümlü olduğu eşi, çocuğu, annesi, babası ve\nkardeşlerinin herhangi bir kazaya uğramaları halinde 3 gün,\u003C\u002Fp>\n\n\u003Cp>g)Bakmakla yükümlü olduğu eşi, çocuğu, annesi, babası ve\nkardeşlerinin yangın, sel, deprem gibi doğal felaketlere uğramaları\nhalinde 6 gün, ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>h)Sosyal Güvenlik Kurumu’nun anlaşmalı\u002Fsözleşmeli olduğu sağlık\nkurum ve kuruluşların raporu ile işyerinin kurulu bulunduğu yer\ndışındaki hastanelerde muayene ve tedavisi öngörülen eş, çocuk, ana ve\nbabasına refakat etmesine karar verilen işçilere refakat süresince ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin eşinin Emekli Sandığı Kanunu'na veya Bağ-Kur Kanunu'na tabi\nbulunması halinde Devlet Hastanesi Sağlık Kurulunca verilecek refakat\nraporları için de aynı işlemler yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ı)Sağlık Kurum veya kuruluşlarınca meslek hastalığına tutulduğu\nSosyal Güvenlik Kurumu'na ihbar olunanlardan bu hastalıkları anılan kurumca\nmesleki kabul edilen veya edilmeyen işçilerle, Sosyal Güvenlik Kurumu’nca\nmesleki hastalığa tutulduğu tespit edilen ve bu nedenlerle hastanelerde\ntetkik ve kontrole tabi tutulan işçilerden; hastaneye yatırılmayan,\nistirahatli sayılmayan ve bu nedenlerle geçici iş göremezlik ödeneği\nverilmeyenler bu tetkik ve kontrollerde kaldıkları günleri ilgili\nhastanelerden alacakları belgelerle kanıtlamak şartı ile ücretli izinli\nsayılırlar.\u003C\u002Fp>\n\n\u003Cp>Meslek hastalığına yakalanmış olduğu yukarıda belirtilen mercilerce\nbelirtilmediği halde, kendileri meslek hastalığı bakımından tetkike tabi\ntutulmasını isteyen işçiler bu fıkra hükmünden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>j)Muvazzaf askerlik ödevi dışında manevra veya herhangi bir nedenle\nsilah altına alınan işçiler bu yükümlülükleri süresinde en çok 15\ngün ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Bu maddede belirtilen olayların işçilerin doktor raporu ile istirahatli\nbulundukları zamana rastlaması halinde ücretleri ödenir. Yıllık izin\nzamanına rastlaması halinde ise, izinleri yukarıda belirtilen süreler kadar\nuzatılır.\u003C\u002Fp>\n\n\u003Cp>Bu maddenin (a, b, c, d, e, f, g, h) fıkralarında belirtilen izinlerin\nkullanılmadan önce işyerine bildirilmemesi ve amacına uygun olarak\nkullanıldığının ilk işe geldiği gün içinde belgelenmemesi halinde\nverilen bu izinlere ait ödemeler işçinin ilk çıkacak istihkakından\nkesilir ve işçiler o günler için ücretsiz izinli sayılırlar. İşçinin\nbeyanının fiili duruma aykırı olduğunun işverence saptanması halinde,\nkullanılan bu izinlere ait ödemeler işçinin ilk çıkacak istihkakından\ntahsil edileceği gibi, ayrıca haklarında disiplin cezaları uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu izinlerin ne şekilde verileceği mevcut usule göre uygulanır.\u003C\u002Fp>\n\n\u003Ch4>B- ÜCRETSİZ MAZERET İZNİ:\u003C\u002Fh4>\n\n\u003Cp>Geçerli mazereti nedeniyle ücretsiz izin talebinde bulunan gemi\nadamlarına işverenin uygun görmesi ile 90 güne kadar ücretsiz mazeret izni\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>Kamu kurum ve kuruluşlarında sürekli işçi kadrolarında çalışan\nişçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek anne, baba, eş ve çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde bu hallerin Hekim raporu ile belgelendirilmesi şartıyla istekleri\nüzerine en çok 6 (altı) aya kadar ücretsiz izin verilebilir. Aynı\nşartlarda bu süre bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 22- YURT DIŞINA GİDECEKLERE VERİLECEK İZİNLER\u003C\u002Fh3>\n\n\u003Cp>İşçi sendikası ve bağlı bulunduğu Konfederasyon tarafından dış\nülkelerdeki iş ve çalışma hayatı ile ilgili kurs ve seminerlere,\nkonferans ve kongrelere katılmak veya staj yapmak üzere gönderileceklerle,\naynı gayelerle işveren sendikası ve Konfederasyonca yurtdışına\ngönderilecek elemanlara, işverence aşağıdaki kayıt ve şartlarla, işte\nçalışıyormuş gibi sosyal yardımları ve ücretleri ödenmek suretiyle\nazami 1 seneye kadar izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>Bu iznin verilebilmesi için; \u003C\u002Fp>\n\n\u003Cp>a)İşçi sendikası veya bağlı bulunduğu Konfederasyon; işveren\nsendikası veya konfederasyon tarafından, dış ülkelere gönderileceklerin\ntahmini olarak ne kadar süre için, ne sebeple gönderileceklerinin işverene\nbildirilmesi,\u003C\u002Fp>\n\n\u003Cp>b)Üç ay ve daha fazla sürecek bu kabil seyahatler için dış ülkelere\ngideceklerin seyahatte geçen süresinin iki katı hizmet göreceğini kabul\nettiğine dair, seyahate çıkmadan evvel taahhütname vermesi ve maddi\nmeblağı ihtiva eden kefaletnameyi müşterek kefillerinin imza etmiş\nbulunmaları şarttır.\u003C\u002Fp>\n\n\u003Cp>İşçi sendikası veya bağlı bulunduğu Konfederasyon tarafından bu\nsebeple dış ülkelere gönderilmiş bulunanların yurda dönüşlerinde,\nişçi sendikasında veya bağlı bulunduğu Konfederasyonda profesyonel olarak\ngörev alanlar hakkında görevde kaldıkları sürece mecburi hizmet\nhükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 23- SENDİKAL İZİNLER\u003C\u002Fh3>\n\n\u003Ch4>A)Baş temsilci İzni:\u003C\u002Fh4>\n\n\u003Cp>Sendika Baş temsilcisine, temsilcilik görevlerinin gerektirdiği\nfaaliyetlerde bulunabilmeleri için aşağıda düzenlenen şekilde ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>01 - 50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>4 saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>51 - 200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>6 saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>201- 500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>8 saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baş temsilci gündüz vardiyasında çalıştırılır. Baş temsilcinin\nizin süresini işyerinde geçirmesi asıldır. Ancak, sendika merkezi veya\nbölge temsilciliği işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşulu ile sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch4>B)Temsilci İzinleri:\u003C\u002Fh4>\n\n\u003Cp>Sendika işyeri temsilcileri, bu görevlerini yerine getirirken asıl\nişlerini aksatmamak zorundadırlar. Ancak, sendika temsilcilerine aralarında\ntoplantı yapabilmeleri için aşağıda düzenlenen şekilde ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n \u003Ctd>Haftalık İzin Süresi\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>01 - 50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>2 saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>51 - 200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>3 saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>201- 500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>4 saat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>C)Eğitim İzinleri:\u003C\u002Fh4>\n\n\u003Cp>Sendika Temsilci ve Görevlilerine Kongre, Konferans, Seminer, Yönetim,\nDenetim, Disiplin Kurulu, Genel Kurul ve Temsilciler Meclisi gibi toplantılara\nkatılmaları için Sendikanın yazılı talebi üzerine aşağıda\ndüzenlenmiş şekline göre ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n \u003Ctd>Yıllık Toplam Ücr. İzin Süresi\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>01 - 50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>20 gün\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>51 - 200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>30 gün\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>201- 500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n \u003Ctd>40 gün\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının % 5'inden fazla sayıda işçinin birden\neğitim izni kullanması işverenin onayına tabidir. Genel Kurullar için bu %\n5 oranı aranmaz. \u003C\u002Fp>\n\n\u003Ch2>BEŞİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞYERİ DİSİPLİN VE İNZİBATI\u003C\u002Fh2>\n\n\u003Ch3>MADDE 24- İSÇİLERİN UYMAK ZORUNDA OLDUKLARI HUSUSLAR\u003C\u002Fh3>\n\n\u003Cp>İşçiler, işyerinin inzibatı bakımından;\u003C\u002Fp>\n\n\u003Cp>a- İş hayatı ile ilgili Kanun, Kararname ve Yönetmelikler ile bu toplu\niş sözleşmesinde yazılı olan hususlara Kanun, Yönetmelik, Talimatname ve\nbu toplu iş sözleşmesi hükümlerine uygun işveren veya vekilleri\ntarafından tamim, tebliğ veya ilan edilecek emir ve talimatlara uygun hareket\netmek,\u003C\u002Fp>\n\n\u003Cp>b-İşveren veya vekilleri tarafından iş veya istihdam şartları ile\nilgili olarak istenecek her türlü bilgiyi vermek ve her ne nedenle olursa\nolsun hakikate uymayan beyanda bulunmamak,\u003C\u002Fp>\n\n\u003Cp>c-İşyerinde ve çalışma saatleri içinde iş amirine karşı nezaket ve\nterbiye kaideleri ile bağdaştırılmayacak tavır ve hareketlerde bulunmamak,\niş arkadaşlarıyla işyerinin disiplinini ve ahengini bozacak şekilde\ngeçimsizlik çıkarmamak,\u003C\u002Fp>\n\n\u003Cp>d-İş sırasında iş arkadaşlarını her ne şekilde olursa olsun\ngereksiz yere meşgul etmemek,\u003C\u002Fp>\n\n\u003Cp>e-Görevini yapmada kayıtsızlık ve düzensizlik göstermemek ve tam\nverimle çalışmak, f-Kendisine verilen işi sebepsiz yere geciktirmemek,\nkendi işinden başka işlerle oyalanmamak,\u003C\u002Fp>\n\n\u003Cp>g-İşin yapılmasında amirlerine veya kendisi ile çalışanlara zorluk\ngöstermemek, h-Yanında çalışan işçi ve çırakları kişisel\nhizmetlerinde kullanmamak, i-Söylediği veya iddia ettiği hastalığı sabit\nolmadığı halde, hastalığını beyan ederek işini yapmaktan\nkaçınmamak,\u003C\u002Fp>\n\n\u003Cp>j-Bilfiil çalıştıkları işyeriyle bu yerlere bağlı bulunan yemekhane,\nyatakhane, banyo, avlu, istirahat, muayene ve bakım yerlerini temiz tutmak,\nburalarda kumar oynamamak, içki içmemek, silah taşımamak ve bunları\nbulundurmamak,\u003C\u002Fp>\n\n\u003Cp>k-Bu gibi yerlere girer ve çıkarken itişip kakışmamak, birbirlerinin\nrahat ve huzurunu bozacak şekilde gürültü yapmaktan, üstlerine ve\namirlerine sözlü yada fiili saldırı ve hakarette bulunmaktan veya kavga\netmekten, edebe aykırı hareketlerde bulunmaktan kaçınmak ve bu yerlere\nhariçten misafir getirmemek,\u003C\u002Fp>\n\n\u003Cp>l-İşyerlerinde işçileri işverene karşı kışkırtacak ve\ngücendirecek hareketlerden kaçınmak,\u003C\u002Fp>\n\n\u003Cp>m- İşçiler, işyerine kendilerine ayrılan yerlerden girip çıkmak\nzorundadırlar. Kimlik kartlarını yanlarında bulundurmak ve istendiğinde\ngöstermek, n) PDKS Genelgesine aykırı hareket etmemek, zorundadırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 25- PUANTAJ ZORUNLULUĞU\u003C\u002Fh3>\n\n\u003Cp>İşçilerin çalışma süresini tespit edecek belge bilgisayardan alınan\nPDKS çıktılarıdır. İşçilerin bu çıktılara itirazı halinde ilgili\nGenelge hükümleri uygulanır. Gündeliği (0) sıfır olarak kesinleşen\nişçilerin listesi 3 gün içerisinde ilan edilir,\u003C\u002Fp>\n\n\u003Cp>Genelge gereği el puantajı yapılması durumunda aynı esaslar\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 26- İŞE GELİŞ GİDİŞTE GECİKME\u003C\u002Fh3>\n\n\u003Cp>İşçilerin, belirli işbaşı saatinde kendi kısımlarında hizmete\nhazır bulunmaları şarttır.\u003C\u002Fp>\n\n\u003Cp>Bir ayda iki ve toplu iş sözleşmesinin yürürlüğe girdiği tarihten\nitibaren bir yılda altı defayı geçmemek kayıt ve şartı ile on beş\ndakikaya kadar geç kalanlar o gün içinde işyeri amirlerine haber vermek\nsuretiyle iş başı yaptırılırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 27- İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>İşçiler, amirlerinden izin kağıdı almadan belirli dinlenme ve paydos\nsaatlerinden evvel işyerlerini terk edemezler.\u003C\u002Fp>\n\n\u003Cp>İş bitimi saatinden evvel işyeri amirinden izin kağıdı almadan\nişyerini terk edenler hakkında o güne ait ücretleri çalışmadığı\nsaatlerle mütenasip olarak kesilerek ödenir ve ayrıca disiplin hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İzinli çıkacaklar iş amirinin tayin edeceği usullere uymakla\nyükümlüdürler.\u003C\u002Fp>\n\n\u003Ch3>MADDE 28- İŞYERİNE GİRME YASAĞI\u003C\u002Fh3>\n\n\u003Cp>İşyerleri ile ilgili bulunmayan ve işçi sendikasında görevli olmayan\nkişilerin işletme mensubu olsalar bile, işyerine yetkili amirlerinden izin\nalmadan girmeleri kesinlikle yasaktır. Bu gibi işçilerin izin alarak\nişyerlerine girmeleri halinde dahi, o işyerinin huzur ve sükununu ve suç\nteşkil eden fiilleri görüldüğü veya işçi sendikası görevlilerince\nhaber verildiği takdirde, işveren bu gibi kişilerin işyerlerinden\nçıkarılmaları için gerekli işleme başvurur ve neden olanları da\ncezalandırır.\u003C\u002Fp>\n\n\u003Cp>Seçimle gelmiş işçi sendikası yetkilileri dışında işyerlerine\ngirecek işçi sendikası görevlilerinin yetkili amirlere (Başmühendise,\nişletme müdürüne veya daha üst makamlara) haber vermesi esastır.\u003C\u002Fp>\n\n\u003Ch2>ALTINCI BÖLÜM MALİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 29- GİRİŞ ÜCRETLERİ\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\n“işçi” ehliyet derecesinde işe alınacak sendikasız işçilere\n“Asgari Ücret Tespit Komisyonu’nca” belirlenen gündelik asgari ücret\nverilecek, bunların sendikaya üye olduklarının işçi sendikasınca\nişverene bildirildiği tarihi takip eden aybaşından geçerli olmak üzere\nücretleri; Ek-2’ de belirtilen “Giriş Ücretleri” skalasındaki, işe\nalındıkları sanat ve ehliyetteki yevmiyeye yükseltilir. Ancak bu uygulama\nnedeniyle yeni işe giren işçinin ücreti kendinden önce işe girmiş kendi\nehliyet derecesindeki ve grubundaki en son işçinin ücretini geçemez.\u003C\u002Fp>\n\n\u003Cp>Kuruma vasıflı yeni işçi alınması halinde; işçi sendikası ve\nişveren tarafından gerektiğinde yukarıda tespit edilen oranların\ndışında işe giriş ücreti belirlenebilir.\u003C\u002Fp>\n\n\u003Cp>Kuruma yeni işe başlayan ve bu madde hükümlerine göre ücreti\nbelirlenen işçilerinin ücretleri; işe girdikleri yıl, giriş tarihlerine\nbakılmaksızın tam yıl kabul edilip her yıl Ocak ayındaki duruma göre, 5\ntakvim yılını dolduranlar “Ücret Tabloları” başlıklı Ek-2’ de\nbulunan C Skalasına, 10 takvim yılını dolduranlar B Skalasına, 15 takvim\nyılını dolduranlar ise A Skalasına yükseltilecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- ÜCRET ÖDEME İŞLEMLERİ\u003C\u002Fh3>\n\n\u003Cp>a)İşçilerin istihkaklarına karşılık olan ücret, fazla çalışma,\nprim ve buna benzer istihkakları ayda bir olmak üzere çalışılan ayın\niçinde, ayın on beşinci ila yirminci günleri arasında, tedavüldeki Türk\nparası ile ATM’den ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>b)İşletme tevkifatı nedeni ile işçi istihkaklarında yapılan kesinti\nsonucu husule gelen vergi ve sigorta primi farklarına ait her türlü\nişlemler tediyeyi takip eden on işgünü içinde yapılarak fark alacakları\nişçilere ödenecektir. Ancak, yasal süresi içerisinde bu işlemler\nyapılmadığından dolayı Maliyeye ve Sosyal Güvenlik Kurumu'na\nyatırılmış olmaları nedeni ile işverence, işçilere ödenmeyen vergi ve\nsigorta prim farkları işçiye ödenerek kusurlu görülenler hakkında\ngerekli işlemler yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 31- İSTEN AYRTLANLARTN ALACAKLARI\u003C\u002Fh3>\n\n\u003Cp>Ayın herhangi bir gününde, her ne suretle olursa olsun, işinden ayrılan\nişçinin, bütün istihkak ve hakları varsa işverene olan borçları\nkesilerek derhal ödenir. (Primler ve ilave tediyeler ile ikramiyeler bilahare\nödenmek üzere)\u003C\u002Fp>\n\n\u003Cp>Kanuna göre ödenmesi gerekli kıdem tazminatı ödemeleri akdin sona\nermesinden itibaren en geç bir ay içinde yapılır. Bu bir aylık müddet\nmuvazzaf askere gidenler için kendilerinin veya kanuni vekillerinin, ölenler\niçin varislerinin müracaat tarihinden başlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 32- İŞÇİ ÜCRETLERİNDEN YAPILACAK KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>a)İşçilerin istihkaklarından, yazılı muvafakat ve mutabakatları\nolmadıkça (yanılgıya düşülerek veya işletme kesintisi usulünün\nuygulanması nedeni ile yapılan fazla ödemeler, işverence ücreti\nkarşılığı yapılan hizmet ve mal karşılığı alacaklarla, kesinleşmiş\nhasar veya zararın kesilmesi müstesna) işbu toplu iş sözleşmesi\nhükümleri dışında hiçbir idareci, iş amiri veya işveren vekili\ntarafından her ne suretle olursa olsun herhangi bir kesinti yaptırılamaz. 4.\nmadde hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi, Giyim Eşyası ve Korunma Teçhizatı Yönergesi uyarınca\nkendisine verilecek giyim eşyası ve korunma teçhizatını ve işin\nyürütümü gereği kendisine verilen her türlü malzeme ve işletme\nteçhizatını, işinden ayrıldığı takdirde işverene geri vermekle\nyükümlüdür. Geri vermediği giyim eşyasının kullanma süresi üzerinden\nartan bedeli diğer her türlü işletmeye ait malzeme ve teçhizatın ise\nikame bedeli kendisinden tahsil olunur.\u003C\u002Fp>\n\n\u003Cp>Ancak, ölen işçilerle, emeklilik, yaş haddi dolayısıyla ve sağlık\nnedenleri ile işten çıkan veya çıkarılan işçilerden, üzerlerinde\nbulunan iş elbisesi, iş ayakkabısı ve iş gömleği geri alınmayacağı\ngibi bedelleri de talep edilemez.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 33- ÜCRET HESAP PUSULASI\u003C\u002Fh3>\n\n\u003Cp>İşverence, ücret ödeme günlerinden bir gün evvel (teknik arızalar\ndışında) o ay ki çalışma durumlarını içeren istihkak, her türlü\ntahakkuk ve bütün kesintileri gösterir bir ücret hesap pusulası işçilere\nverilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, 6772 sayılı kanun konusu ilave tediye ve bu toplu iş\nsözleşmesi ile kabul edilmiş diğer ikramiyeler için ayrı ayrı olmak\nüzere düzenlenecek kati hesap pusulaları da işçilere ödeme yapılmadan\nönce verilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, bu hesap pusulalarını elektronik ileti olarak veya mobil\nortamda işçilere iletebileceği gibi talep eden işçilere basılı olarak da\nverebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 34- PRİMLER- MUHTELİF ÜCRETLER\u003C\u002Fh3>\n\n\u003Cp>a)Her türlü hesabi ve takdiri Primler Yönergeleri uyarınca ödenir. Prim\nyönergeleri günün şartlarına uyum sağlayacak şekilde, İşçi\nSendikasının da görüşü alınarak işveren tarafından hazırlanır veya\ndeğiştirilir.\u003C\u002Fp>\n\n\u003Cp>b)Fiilen çalışılan günlere münhasır olmak ve başkaca bir ödemeyi\netkilememek kaydıyla sözleşmenin birinci yıl birinci altı ayında\nKaptanlara, Yakın yol Makine Zabitlerine ve Makinistlere 119,70 TL\u002FGün,\nbirinci yıl ikinci altı ayında ise 132,87 TL\u002FGün diğer işçilere\nsözleşmenin birinci yıl birinci altı ayında 94,75 TL\u002FGün birinci yıl\nikinci altı ayında ise 105,17 TL\u002FGün deniz tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler toplu iş sözleşmesinin birinci yılının ikinci altı ayı\nile ikinci yılının birinci ve ikinci altı aylarında ücret zammı\noranında ve ücretin zamlandığı tarih itibariyle artırılarak\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>c)İşçilere ayrıca Fiilen çalışılan günlere münhasır olmak ve\nbaşkaca bir ödemeyi etkilememek kaydıyla günlük brüt ücretlerinin\n%7’si oranında prim verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>d)Gemi adamlarının akşam saat 20.00'den başlayarak sabah 07.00'ye kadar\ngeçen gün dönemine rastlayan süredeki çalışmalarına, karşılık\nçalıştıkları her saat başına gece çalışma ücreti olarak, saat\nücreti %8 zamlı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Gazi, terör mağduru ve şehit yakınlarına günlük çıplak ücretinin\n%10’u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 35- SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Ch4>A)EVLENME YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan ve iş sözleşmesi devam ederken sözleşmenin\nbirinci yıl birinci altı ayında evlenen işçilere net 2.066,71 TL birinci\nyıl ikinci altı ayında evlenen işçilere ise net 2.294,05 TL evlenme\nyardımı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımdan TTK ve bağlı müesseselerde çalıştıkları sırada\nevlenen bay ve bayan her iki işçi de ayrı ayrı yararlanırlar.\u003C\u002Fp>\n\n\u003Ch4>B)DOĞUM YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan ve iş sözleşmeleri devam eden işçinin veya\neşinin sözleşmenin birinci yıl birinci altı ayında doğum yapması\nhalinde doğan her çocuk için net 1.033,97 TL birinci yıl ikinci altı\nayında doğum yapması halinde doğan her çocuk için ise net 1.147,71 TL\ndoğum yardımı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Çocukların ölü doğması halinde sadece bu maddenin (D) fıkrasında\nbelirtilen ölüm yardımı verilecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch4>C)HASTALIK YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>İş kazası veya meslek hastalığı sonucu geçici iş göremezliğe\nuğrayan işçilerin, bu geçici iş göremezlik sürelerine ait gündelikleri,\nişçilerin Sosyal Güvenlik Kurumu'ndan aldıkları geçici iş göremezlik\nbelgelerini işverene ibraz etmeleri üzerine işyerinde çalışıyormuş gibi\ntam olarak tahakkuk ettirilecek ve Sosyal Güvenlik Kurumu'ndan aldıkları\ngeçici iş göremezlik ödeneği tutarı düşüldükten sonra farkı tediye\nolunacaktır. Bunu teminen işçiler Sosyal Güvenlik Kurumu'ndan aldıkları\ngeçici iş göremezliğe ait belgeleri işverene ibraz etmek\nzorundadırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch4>D)ÖLÜM YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>a)İşyerinde çalışmakta olan ve iş sözleşmesi devam etmekte bulunan\nişçinin eşi veya çocuklarının ölümü halinde sözleşmenin birinci yıl\nbirinci altı ayında net 3.100,33 TL birinci yıl ikinci altı ayında ise net\n3.441,37 TL işçinin kendisine ölüm yardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşyerinde çalışmakta olan ve iş sözleşmesi devam etmekte bulunan\nişçinin iş kazası veya meslek hastalığı dışında bir nedenle ölümü\nhalinde sözleşmenin birinci yıl birinci altı ayında net 5.166,27 TL\nbirinci yıl ikinci altı ayında ise net 5.734,56 TL yasal mirasçılarına\nölüm yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin, iş kazası veya meslek hastalığı sonucu ölümü halinde\nsözleşmenin birinci yıl birinci altı ayında net 8.265,34 TL birinci yıl\nikinci altı ayında ise net 9.174,53 TL yasal mirasçılarına ölüm\nyardımı ödenir. (Kanundan doğan hakları saklıdır.)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch4>E)TAŞIT YARDIMI :\u003C\u002Fh4>\n\n\u003Cp>Fiilen işyerinde çalışan işçilere işe gelip gittikleri her gün için\nsözleşmenin birinci yıl birinci altı ayında 42,68 TL\u002FGün birinci yıl\nikinci altı ayında ise 47,37 TL\u002FGün taşıt yardımı ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>F)CENAZE NAKLİ :\u003C\u002Fh4>\n\n\u003Cp>a)İş sözleşmesi devam etmekte iken herhangi bir nedenle nerede olursa\nolsun ölen işçilerin cenazeleri aile bireylerinden birisinin veya işçi\nsendikasının talebi üzerine vasıtaların gidebileceği yere kadar\nnakledilir. İlgili doktorların lüzum göstereceği formalitelerin\ntamamlanmasından doğacak masraflar işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinin bulunduğu il hudutları dışında vefat eden işçinin\ngeçindirmekle yükümlü bulunduğu aile bireylerinin cenazeleri işçinin\nveya işçi sendikasının talebi üzerine, işçinin işyerinin bulunduğu il\nhudutları içinde gösterilecek ve vasıtaların gidebileceği yere kadar\nnakledilir. Aynı zamanda ilgili doktorların lüzum göstereceği\nformalitelerin yerine getirilmesinden doğacak masraflar işverence\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin çalışmakta olduğu işyerinin bulunduğu il hudutları\niçinde vefat eden işçinin geçindirmekle yükümlü bulunduğu aile\nbireylerinin cenazeleri işyerinin bulunduğu il ile Bartın ve Karabük\nhudutları içinde vasıtaların gidebileceği yere kadar nakledilir. Ancak,\nbunlar için ayrıca herhangi bir masraf ödenmez.\u003C\u002Fp>\n\n\u003Cp>d)Zonguldak ili hudutları içinde oturup, iş kazası nedeniyle ölen\nişçilerin cenazelerine katılmak üzere cenazenin defnedileceği köye\ngidecek aynı köy halkından işçilerin götürüp, aynı gün defni\nmüteakip getirmek için araçların gidebileceği yere kadar yeterince araç\nişverence sağlanır.\u003C\u002Fp>\n\n\u003Cp>e)(a) ve (b) fıkralarında belirtilen cenazelerin işveren vasıtaları ile\nnakledilmesinin mümkün olmaması halinde cenaze nakil ve formalite\nmasrafları ibraz edilecek faturalar mukabilinde hak sahiplerine ödenir.\u003C\u002Fp>\n\n\u003Ch4>G)YAKIMLIK KÖMÜR YARDIMI :\u003C\u002Fh4>\n\n\u003Cp>İşveren işyerinde iş sözleşmesi devam eden gemi adamlarına her\ntürlü kanuni kesintileri kurumca karşılanmak kaydıyla 18\u002F50, 10\u002F18\nkarışımı 3.000 kg. LAVE Taşkömürü bedelsiz olarak verecektir.\u003C\u002Fp>\n\n\u003Ch4>H)SOSYAL YARDIM :\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan ve iş sözleşmesi devam eden gemi adamlarına\nsözleşmenin birinci yıl birinci altı ayında 3.977,20 TL\u002FAy birinci yıl\nikinci altı ayında ise 4.414,69 TL\u002FAy sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardımın ödenmesinde, her türlü ücretli izinler ile iş kazası ve\nmeslek hastalığı sebebiyle istirahat halleri ve bir ayı aşmayan istirahat\nhallerinde kıstelyevm yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak, işe giren ve işten ayrılan işçilere 15 günden az\nçalışmaları halinde bu yardım ödenmez.\u003C\u002Fp>\n\n\u003Ch4>İ)GİYİM YARDIMI:\u003C\u002Fh4>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yıl birinci altı ayında\nher ay brüt 210,91 TL\u002FAy birinci yıl ikinci altı ayında ise her ay brüt\n234,11 TL\u002FAy Giyim Yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu maddede yer alan ödemeler toplu iş sözleşmesinin ikinci yılının\nbirinci ve ikinci altı aylarında ücret zammı oranında ve ücretin\nzamlandığı tarih itibarıyla artırılarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Doğum, Evlenme ve Ölüm Yardımlarında olayın vuku bulduğu döneme\nilişkin rakam ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 36 - ÜCRET ZAMMI:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch4>1-TABAN ÜCRET VE SEYYANEN ZAM:\u003C\u002Fh4>\n\n\u003Cp>a) Taban Ücret:\u003C\u002Fp>\n\n\u003Cp>01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Seyyanen Zam:\u003C\u002Fp>\n\n\u003Cp>01.01.2025tarihi itibarıyla günlük brüt çıplak ücretleri 1.400,00 TL\nve üzerinde olan işçilerin günlük brüt çıplak ücretlerine 40,00\nTL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu maddenin (a) fıkrasından yararlanan işçiler (b) fıkrasından\nayrıca yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch4>2-ÜCRET ZAMLARI:\u003C\u002Fh4>\n\n\u003Cp>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.01.2025tarihinde işyerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten ve taban ücret dışında kalan\nişçilere ise seyyanen zam yapıldıktan sonra,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Birinci Yıl İkinci Altı Ay Seyyanen Zam ve Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>i)Birinci Yıl İkinci Altı Ay Seyyanen Zam:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2025 tarihinden\ngeçerli olmak üzere 50,00 TL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ii)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine seyyanen zam yapıldıktan\nsonra, 01.07.2025 tarihindeki günlük brüt çıplak ücretlerine, 01.07.2025\ntarihinden geçerli olmak üzere %11 (Onbir) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2025 indeks sayısının, Haziran 2025\nindeks sayısına göre değişim oranının %11 (Onbir)’i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.01.2026tarihinde işyerinde çalışmakta olan işçilerin 01.01.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2026 tarihinden\ngeçerli olmak üzere %10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2026 indeks sayısının, Aralık 2025\nindeks sayısına göre değişim oranının %10 (On)’u aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>d)İkinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.07.2026tarihinde işyerinde çalışmakta olan işçilerin 01.07.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2026 tarihinden\ngeçerli olmak üzere %6 (Altı) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2026 indeks sayısının, Haziran 2026\nindeks sayısına göre değişim oranının %6 (Altı)’yı aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ayının son günündeki\nücrete takip eden ayın birinci gününden geçerli olmak üzere (01.01.2027\ntarihinden geçerli olmak üzere işçilerin 31.12.2026 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>F- 1. fıkra ve 2. Fıkranın (a) ve (b) bentleri uygulandıktan sonra\noluşan birinci yıl birinci altı ay ve birinci yıl ikinci altı ay\nücretleri, “Ücret Skalaları” başlıklı EK-2’de gösterilmiştir.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 37- FAZLA ÇALIŞMALAR\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>a)Fazla çalışma yaptırılan hallerde çalıştırılan işçilere beher\nfazla çalışma saati için verilecek ücret, normal çalışma ücretinin\nsaat başına düşen miktarına % 100 eklenmesi suretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Normal günlük iş müddetinin devamı şeklinde olmamak koşulu ile\ndinlenme halinde iken arıza nedeniyle işe çağrılanların yaptığı bu\nfazla çalışma 3 saatten az olsa dahi 3 saat üzerinden fazla çalışma\nücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren tarafından görevle işyerinden başka bir işyerine\ngönderilen işçilere, görevli olarak bulundukları ve normal çalışma\nsüresinin dışında görev yaparak geçirdikleri zamanlar ile işveren\ntarafından her ne nedenle olursa olsun, işverenin emrinde hazır olarak\nnormal çalışma süresinin dışında bekletildikleri sürelerde fazla\nçalışma kabul edilerek (a) fıkrası hükümlerine göre fazla çalışma\nücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi ile belirlenen haftalık çalışma\nsürelerinin üzerindeki çalışmalar fazla çalışma olup, bu süreler için\nfazla çalışma ücreti işverence ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 38- İAŞE\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesi kapsamına giren gemi adamlarının gemilerde\naynen iaşesi zorunlu bulunmadığından gemi adamları iaşe bedeli tespit\nkurulu kararına göre iaşe bedeli nakden ve net olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 39- HARCIRAH\u003C\u002Fh3>\n\n\u003Cp>Geçici görevle başka yerlere gönderilen işçilere 6245 sayılı\nHarcırah Kanunu ve Cari Bütçe Kanunları Hükümlerine göre işlem\nyapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 40- AVANS ÖDEMELERİ\u003C\u002Fh3>\n\n\u003Cp>İşçilere çalıştıkları ay içerisinde, istekleri halinde\nistihkaklarına sayılmak üzere avans verilir. Bu avans ödemeleri ayda bir\ndefa, işçinin kanundan ve taahhüdünden doğan borçları düşüldükten\nsonra o ay hak kazanacağı toplam net istihkakının % 60'ını geçmemek\nkaydı ile yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 41- İKRAMİYELER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise2_detail\">\u003Cp>a)6772 sayılı Kanun Hükümlerine göre işçilere verilmekte olan ilave\ntediyelerin bu yasa hükümlerine göre tediyesine devam olunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>b)İlave tediyelerden ayrı olarak bütün işçilere 30'ar günlük\nücretleri tutarında yılda iki ikramiye daha ödenecektir. Bu ikramiyelerin\nbirincisi Ocak ayı sonuna, ikincisi Mart ayı sonuna kadar, ödendiği\ntarihteki ücretler üzerinden ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ikramiyelerin ödenmesinde 6772 sayılı Kanun esasları\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Ch2>YEDİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>AKDİN FESHİ-KIDEM TAZMİNATI VE CEZALAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE: 42- AKDİN FESHİNDE BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>854 sayılı İş Yasası'nın 16. maddesinde belirtilen bildirim önelleri\naşağıdaki şekilde Tespit olunmuştur.\u003C\u002Fp>\n\n\u003Cp>a)İşi 6 aydan az sürmüş olan işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak 3 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b)İşi 6 aydan 1,5 yıla kadar sürmüş olan işçi için, bildirimin\ndiğer tarafa yapılmasından başlayarak 5 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c)İşi 1,5 yıldan 3 yıla kadar sürmüş olan işçi için, bildirimin\ndiğer tarafa yapılmasından başlayarak 7 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d)İşi 3 yıldan fazla sürmüş olan işçi için bildirimin diğer tarafa\nyapılmasından başlayarak 10 hafta sonra, hizmet akdi feshedilmiş olur.\nAncak, 21.11.1984'den sonra işe giren gemi adamlarına yasal süre\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>e)İşveren işçinin bu müddetlerine ait ücretlerini 854 sayılı Kanunun\nilgili madde hükümlerine uygun olarak peşin ödemek suretiyle akdini\nfeshedebilir.\u003C\u002Fp>\n\n\u003Cp>Çalışmakta iken yüksek tahsile gidecek işçilerin, okula\nkaydolduklarını belgelendirmeleri ve bu durumu işten ayrılacakları\ntarihten en az bir hafta önce bildirmeleri,\u003C\u002Fp>\n\n\u003Cp>Sosyal Güvenlik Kurumu’ndan yaşlılık aylığı almaya hak\nkazandıklarından hizmet akdini feshedeceğini en az bir hafta önce bildiren\nişçiler, hakkında iş amirinin teklifi, ilgili makamın onayı ile bildirim\nönellerine ait hükümler uygulanmayacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE: 43- KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatı Kanun hükümlerine göre ödenir. Bu hükümler\nçerçevesinde her hizmet yılı için süre 45 gündür. Ancak, 21.11.1984\ntarihinden sonra işe giren işçilere yasal süre uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE: 44- İSÇİLERE VERİLECEK CEZALAR VE CEZA VERMEYE YETKİLİLER\u003C\u002Fh3>\n\n\u003Cp>Gemilerdeki iş sürelerinde işyeri disiplin ve inzibatına ve iş\ngüvenliğine aykırı harekette bulunan gemi adamlarının işveren ve\nişveren vekili tarafından ilk defasında yazılı ihtar yapılmak suretiyle\ndikkati çekilir. Tekrarı halinde 1 gündelik ücret kesimi cezası verilir. 3\nyıl içinde tekerrüründe fiilin ağırlığına göre 2 ila 3 gündelik\nücret kesintisi cezası verilebilir.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, 854 sayılı Yasanın (14) maddesi hükmü gereğince İşçi\nDisiplin Kurulu aracılığı ile iş akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>Gemi adamlarının görevleri dışında çalıştırılması halinde\nverilen işi yapamadıkları gerekçesiyle herhangi bir ceza verilemez ve iş\nsözleşmeleri feshedilemez. İşveren veya vekilleri toplu iş sözleşmesi\nveya Kanunda gösterilen nedenler dışında işçiye hiçbir ceza veremez.\nİşçi hakkında verilen ceza ihbarlarının bir kopyası aynı tarihte işçi\nsendikasına gönderilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 45- CEZA İTİRAZLARINI İNCELEME KURULU\u003C\u002Fh3>\n\n\u003Cp>İş sözleşmesinin feshi talebi dışında işçiler hakkında verilmiş\nolan, gündelik kesimi cezaları ile bilumum hasar tazmin kararlarının\nyerinde verilmiş olup olmadığını tetkik edip karara bağlamak üzere; Ceza\nve tazmin kararlarının işçiye imza mukabilinde tebliğinden itibaren 6\nişgünü içerisinde yapılacak yazılı müracaatları üzerine ceza\nitirazlarını inceleme kurulu oluşturulur.\u003C\u002Fp>\n\n\u003Cp>İşbu ceza itirazlarım inceleme kurulu üçü asıl, üçü yedek\nişveren; üçü asıl, üçü yedek taraf yetkili işçi sendikasınca\natanacak temsilcilerden olmak üzere altı kişiden oluşur. Kurul başkanı\nişverence, işveren üyelerinden atanır. Oyların eşitliği halinde\nbaşkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>Ceza İtirazları İnceleme Kurulunun görevi, taraf İşçi Sendikasının\nyetkisi var olduğu sürece devam eder. Zaruret halinde kurul üyeleri\ntaraflarca değiştirilebilir ve Kurul Başkanlığına yazılı olarak\nbildirilir. Eski üyeler yeniden görevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>a)Ceza itirazlarını inceleme kurulu, konunun kendisine intikal ettiği\ntarihten itibaren bir hafta içinde ilk toplantısını yapar, en geç 15 gün\niçerisinde kararını verir. Bu fıkradaki intikal tarihi konunun kurul\nraportörlüğüne verildiği tarihtir.\u003C\u002Fp>\n\n\u003Cp>Ceza itirazlarını inceleme kurulu işveren temsilcileri ceza veren birim\namirlerinden birisi ise, bunlar konunun görüşüldüğü oturumlara\nkatılamazlar. Yerlerine başka birimde olan yedek üye katılır.\u003C\u002Fp>\n\n\u003Cp>Ceza itirazlarını inceleme kurulu kararları işçinin çalıştığı\nünitenin bağlı bulunduğu ilgili makamın onayı ile tamamlanır.\u003C\u002Fp>\n\n\u003Cp>b)Bu kurula intikal ettikten sonra işçi sendikası temsilcilerinin\niştirak edememeleri nedeni ile on beş gün zarfında karara bağlanamayan\nitirazlara ait cezalar aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu kurula intikal ettikten sonra, işveren temsilcilerinin iştirak\nedememeleri nedeni ile on beş gün zarfında karara bağlanamayan itirazlara\nait cezalar uygulanmaz ve konu gündemden çıkarılır.\u003C\u002Fp>\n\n\u003Cp>c)Ceza itirazlarını inceleme kurulunun raportörü işverence\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>Kurul kararları asgari beş nüsha olarak yazılır. Bir nüshası kurul\ndosyasına konur. Bir nüshası servisine, bir nüshası işçi sendikasına,\nbir nüshası muhasebe servisine gönderilir. Bir nüshası da ilgili işçiye\ntebliğ edilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE: 46- İTİRAZLARIN KURULA İNTİKALİ\u003C\u002Fh3>\n\n\u003Cp>Hangi makamca verilirse verilsin, işçi; hakkında verilen ceza ve ödetme\nkararlarına itiraz etmek istediği takdirde, fiilen çalıştığı işyerinde\nfaaliyette bulunan işçi sendikası yönetim kuruluna başvurur.\u003C\u002Fp>\n\n\u003Cp>Sendika yöneticileri, bu cezanın ve ödetme kararlarının kaldırılması\nhususunda iş amirleri nezdinde girişimlerde bulunurlar. Olumlu bir sonuca\nvarılamadığı ve işçi itirazında direndiği takdirde işçi sendikası\nyöneticileri işçinin bu itirazını yazılı olarak ceza itirazlarını\ninceleme kuruluna aksettirir ve konu burada karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu işlemler, 45. maddeye göre yapılacak başvurunun altı\nişgünlük süresini değiştirmez.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 47- İSÇİ DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>44. maddenin 2. fıkrası uyarınca 854 sayılı İş Kanunu'nun 14.\nmaddesinde yazılı hususlara aykırı harekette bulunmaları nedeni ile\nişveren tarafından iş sözleşmelerinin feshi talep ve teklif edilen\nişçilerle, işçi sendikasının talebiyle kurula sevk edilen işçi\nstatüsüne tabi olanların durumlarını inceleyip karara bağlamak üzere\nişletme işçi disiplin kurulu oluşturulur. Bu kurul, üçü işverenden,\nüçü taraf yetkili işçi sendikasından olmak üzere altı asil üyeden\nteşekkül eder. Taraflar ayrıca üçer yedek üye atarlar.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulunun görevi, taraf İşçi Sendikasının yetkisi var olduğu\nsürece devam eder, aksi durumda disiplin hükümleri işveren tarafından\nkarara bağlanır. Zaruret halinde kurul üyeleri taraflarca değiştirilebilir\nve Kurul Başkanlığına yazılı olarak bildirilir. Eski üyeler yeniden\ngörevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>İşçi disiplin kurulunda kurumu temsil edecek olanlar ile kurula işveren\ntemsilcilerinden kimin başkanlık edeceği işletme müdürü tarafından\ntespit olunur.\u003C\u002Fp>\n\n\u003Cp>Kurul ekseriyetle toplanır. Kurul üyelerinin birer oyu vardır. Ancak\noyların eşitliği halinde başkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>Kurul üyelerinden olayla ilgili bulunanlar, konunun müzakere edildiği\noturumlara katılamazlar.\u003C\u002Fp>\n\n\u003Cp>Başkanlığa intikal eden iş sözleşmelerinin feshi taleplerini\ngörüşmek üzere kurul, başkan tarafından en geç altı işgünü\niçerisinde toplantıya çağrılır. Kurul, taraflardan birinin gerekçeli\ntaleplerine istinaden yapılacak tahkikatın tamamlanmasından sonra, en geç\nüç oturumda kararını verir.\u003C\u002Fp>\n\n\u003Cp>Kurula intikal ettirildikten ve konuyu görüşmek üzere başkanın\nçağrısından sonra gerek ilk toplantıya, gerekse ilk toplantı tarihini\nmüteakip on beş işgünü içinde yapılacak ikinci toplantıya işçi\nsendikası temsilcilerinin iştirak etmemeleri halinde ceza aynen uygulanır ve\nkonu kurul gündeminden çıkarılır.\u003C\u002Fp>\n\n\u003Cp>Keza, kurula intikal ettirildikten ve konuyu görüşmek üzere başkanın\nçağrısından sonra gerek ilk toplantıya, gerekse ilk toplantı tarihini\nmüteakip on beş işgünü içinde yapılacak ikinci toplantıya kurum\ntemsilcilerinin iştirak etmemeleri halinde ise konu kurul gündeminden\nçıkarılır ve ilgililer hakkında hiçbir işlem yapılmaz.\u003C\u002Fp>\n\n\u003Cp>Kurul, lüzumu veya üyelerden birinin talebi halinde tarafları ve\ntanıkları dinler, konu ile ilgili gerekli tahkikat ve tetkikat mahallinde de\nyapılabilir.\u003C\u002Fp>\n\n\u003Cp>İşçi disiplin kurulunun iş sözleşmesinin feshine ilişkin kararları,\nkararın ilgili makamın bilgisine sunulmasından itibaren altı işgünlük\nsüre içinde tetkik ve tasdik olunmakla kesinleşir ve aynı süre içinde\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Kurulca iş sözleşmesinin feshine ekseriyetle karar verilemeyen hallerde\n(Başkanın çift oyu kullanması hali) konu ile ilgili evrakın ilgili makama\nsunulduğu tarihten itibaren altı işgünü içinde İşçi Sendikası\nBaşkanı veya yetki vereceği ile istişare ettikten sonra vereceği karar\nkesindir.\u003C\u002Fp>\n\n\u003Cp>İşçi Disiplin Kurulunca, işçinin iş sözleşmesinin feshine mahal\nbulunmadığı hakkında karar verilmesi halinde, kurul gündelik kesimi\ncezası da verebilir.\u003C\u002Fp>\n\n\u003Cp>Bu kurulun raportörü işverence atanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 48- HASAR VE ZARARIN TESPÎTÎ-TAZMÎNÎ-HASAR TESPİT\nKOMİSYONU\u003C\u002Fh3>\n\n\u003Cp>a)30 gündeliğe kadar olan hasar ve zarar bedellerinin tazmini kararı\nşube müdürleri veya daha üst makamlar tarafından verilir. Bu karar\nalınmadan önce, işçi sendikası ile istişare edilir.\u003C\u002Fp>\n\n\u003Cp>b)30 gündelik tutarını aşan; her türlü hasar ve zararın tespiti için\nolay hakkında derhal yeter niteliğe haiz, ikisi işveren, ikisi işçi\nsendikası temsilcilerinden oluşan dört kişilik hasar tespit komisyonu\nkurulur.\u003C\u002Fp>\n\n\u003Cp>Bu komisyonun başkanı işverence atanır.\u003C\u002Fp>\n\n\u003Cp>İşçi sendikası temsilcilerinin yazılı davete rağmen hasar ve zarar\ntespitine katılmamaları halinde, tespit işverence yapılır.\u003C\u002Fp>\n\n\u003Cp>Hasara uğrayan malzeme veya malın zarar miktarı, o günkü niteliğine\ngöre o komisyon tarafından saptanır.\u003C\u002Fp>\n\n\u003Cp>Bu komisyon, olayın oluş şeklini, hasara ve zarara sebebiyet verenlerin\nihmal, dikkatsizlik, kusur ve kasıtlarının olup olmadığını, hasar ve\nzarar bedelinin bu toplu iş sözleşmesinde belirtilen esaslara göre tespit\nederek tanzim edeceği raporunu karar merciine verir.\u003C\u002Fp>\n\n\u003Cp>Otuz gündelik tutarını aşan hasar ve zarar bedellerinin tazmin kararı\nhasar tespit komisyonunun raporuna istinaden ilgili makam tarafından\nverilir.\u003C\u002Fp>\n\n\u003Cp>İşçiler, kullandıkları araç, gereç ve makinaları devamlı kontrol\netmekle bunların arızalanmaları halinde arızalarının giderilmesi için en\nyakın amirlerini haberdar etmek zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Hasar Tespit komisyonunca işçinin ihmal, dikkatsizlik kusur ve kastının\nbulunmadığının saptanması hallerinde, herhangi bir tazmin kararı bahis\nkonusu olamaz.\u003C\u002Fp>\n\n\u003Cp>Hasara uğrayan madde ve malzemelerin işverence kabul edilecek şekilde\ntamir edildiği veya aynı nitelikte bir yenisi yerine konulduğu takdirde,\nişçiden madde ve malzemelerin hasar ve zararı için ayrıca başka bir\ntazminat istenemez.\u003C\u002Fp>\n\n\u003Cp>İhmal, dikkatsizlik ve kusurdan (kasıt hariç) doğan ve on gündelik\ntutarını aşan miktarda hasara neden olan işçi bu zararı ödemeyi kabul\nettiği takdirde işveren, ilgili işçinin iş sözleşmesinin feshi talebinde\nbulunmamayı kabul eder. Tüm hasar bedeli ilgili işçiden münasip\ntaksitlerle (aylık istihkakının 1\u002F8'ini aşmamak kaydı ile) tahsil\nolunur.\u003C\u002Fp>\n\n\u003Cp>Hasar ve zarar karşılığı işçiden tahsil edilmekle birlikte bilahare\naynı maksatla işverene bir sigorta şirketinden de ödeme yapıldığı\ntakdirde bu sigorta şirketinden alınan meblağ saptanan hasar ve zararın\ntamamını karşılıyorsa, işçiden yapılan tahsilatın tamamı;\nkarşılamıyorsa sigorta şirketinde yapılan tahsilat kadar kısmı,\nmasraflar düşülmek kaydı ile ilgili işçiye iade edilir.\u003C\u002Fp>\n\n\u003Ch2>SEKİZİNCİ BOLUM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKA VE İŞVEREN İLİŞKİLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE: 49- UYGULAMA DENETLEME VE UYUŞMAZLIKLARI ÇÖZME KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)İşbu toplu iş sözleşmesi ve yürürlükteki mevzuat ile taraflara\nsağlanmış olan hakların ihlalini bunların uygulanmasından doğacak\naksaklık ve noksanlıkları gidermek, yürürlükteki mevzuat ve toplu iş\nsözleşmeleri kapsamına giren ve bunların uygulanması ile ilgili konularda\nişveren tarafından çıkarılmış yürürlükte bulunan veya yeniden\nçıkarılacak olan her türlü genelge tamim, yönetmelik, genel not, özel\nnot, prim formülleri ile iş ve çalışma hayatını ilgilendiren genel\nnitelikteki her türlü yazılarla ilgili hususların uygulanmasından doğacak\naksaklık ve noksanlıkları gidermek ve daha evvel görülmüş olsalar dahi,\ntaraflardan birinin isteği ile konuyu karara bağlamak üzere Kurum Merkezinde\nbir uygulama denetleme ve uyuşmazlıkları çözme kurulu oluşturulur.\u003C\u002Fp>\n\n\u003Cp>2-Kurulun Oluşması:\u003C\u002Fp>\n\n\u003Cp>Kurul; üçü işveren, üçü işçi sendikasınca görevlendirilecek altı\nüyeden oluşur. Taraflar ayrıca üçer yedek üyede tespit ederler.\nTarafların görevlendirdikleri üyelerini her zaman değiştirmeleri\nmümkündür. Üyelerden birinin toplantıya katılmaması halinde yerine\nyedeği katılır. Kurulun asıl ve yedek üyelerinin herhangi bir nedenle\ntoplantıya katılmaması halinde yerlerine yetkili mutlak surette başka bir\ntemsilci katılır. Kurul toplantılarına taraflarca lüzum görüldüğü\ntakdirde görüşülecek konu ile ilgili işletme ve işçi sendikası\nyetkilileri ile ihtisas sahibi elemanlar oy hakkı olmamak üzere danışman\nolarak iştirak ettirilirler.\u003C\u002Fp>\n\n\u003Cp>Kurul başkanı işveren temsilcileri arasından Genel müdürce atanır.\u003C\u002Fp>\n\n\u003Cp>Taraflar kurullarda görevlendirecekleri asıl ve yedek üyelerini, bu toplu\niş sözleşmesinin imzalandığı tarihten itibaren 1 ay içerisinde\nbirbirlerine bildirirler.\u003C\u002Fp>\n\n\u003Cp>3-Konuların Kurula Gelmesi:\u003C\u002Fp>\n\n\u003Cp>1. fıkrada belirtilen yorum ve uygulamadan doğan uyuşmazlıkların\nçözümü işçi sendikası veya işveren tarafından talep edilebilir.\u003C\u002Fp>\n\n\u003Cp>Yorumu gerektiren ya da uygulamadan doğan uyuşmazlığın çıktığı\nişyerlerinde, bu toplu iş sözleşmesinde belirlendiği şekilde\nçözümlenemediği hallerde, konu gerekçesi ve varsa belgeleri ile birlikte\nyazılı olarak kurul başkanına intikal ettirilir.\u003C\u002Fp>\n\n\u003Cp>Taraflar, kurula anlaşmazlıkla ilgili istenecek evrak ve belgeleri vermek\nzorundadırlar. Taraflar lüzum ve zaruret halinde yorum ve uygulama ile ilgili\nuyuşmazlıkları doğrudan doğruya da kurul başkanlığına intikal\nettirebilirler.\u003C\u002Fp>\n\n\u003Cp>4)Kurulun Çalışması:\u003C\u002Fp>\n\n\u003Cp>Başkan, kurula intikal eden konuları görüşmek üzere konunun\nbaşkanlığa intikal ettiği tarihten itibaren 6 işgünü içinde kurulu\ntoplantıya çağırır.\u003C\u002Fp>\n\n\u003Cp>Kurul anlaşmazlıkları ilk toplantı gününden itibaren en geç 10\nişgünü içinde karara bağlar. Ancak, lüzum ve ihtiyaç halinde kurul\nkararı ile bu süre uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>Kurul kendisine intikal eden konuları lüzum halinde taraf temsilcilerinden\noluşacak bir komisyona da incelettirebilir. Komisyonun kurulması, çalışma\nşekli, komisyonun kuruluş kararında belirtilir.\u003C\u002Fp>\n\n\u003Cp>Kurul üye tam sayısı ile toplanır. Kurul kararları tarafların oy\nçokluğu ile alınır. Kurul başkanı dahil üyelerin birer oy hakkı\nvardır. Kararda çekimser kalınamaz. Karşı oy veren gerekçesini yazmak\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>Kurul kararları kesin olup, taraflar bu kararlara uymak zorundadırlar.\nAncak, kurul kararları özel hakem kararları niteliğini taşımadığı\ngibi, kurul çalışmaları da tahkim müessesesi niteliğinde değildir.\u003C\u002Fp>\n\n\u003Cp>Kurul süresi içinde toplantıya çağrılmadığı, çağrılmasına\nrağmen 6 işgünü içinde toplanamadığı veya toplanıpta süresi içinde\nanlaşmazlığı gideremediği takdirde, taraflar yasal işlemlere\nbaşvurabilirler.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamına giren ve sözleşmenin uygulanması ile\nilgili olarak işverence çıkarılan genelge, yönetmelik, genel not, özel\nnot, prim formülleri ile iş ve çalışma hayatını ilgilendiren genel\nnitelikteki yazıların birer nüshası bir hafta içinde işçi sendikasına\nda gönderilir.\u003C\u002Fp>\n\n\u003Cp>Kurul kararları beş nüsha olarak yazılır, bir nüshası kurul\ndosyasına konulur, ikişer nüshası da beş işgünü içinde taraflara\ntebliğ edilir.\u003C\u002Fp>\n\n\u003Cp>Kurul raportörlüğü işverence temin edilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 50- İSÇİLERİN SÖZLEŞME İLE İLGİLİ BAŞVURULARI VE\nSEKLİ\u003C\u002Fh3>\n\n\u003Cp>İşçi sendikası üyesi olan işçilerin bu toplu iş sözleşmesinin\nuygulanması ile ilgili müracaatları, işçinin bizzat kendisi, işçi\nsendikası aracılığı ile yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu konularda bir başka işçi teşekkülü aracılığı ile yapılan\nmüracaatlar dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler, toplu iş sözleşmesi dışında kalan her türlü şikayet ve\ndileklerini bildirmek için önce yazılı veya sözlü olarak varsa başvuru\nbürosuna, yoksa bağlı bulundukları en yakın iş amirine veya sırası ile\nüst makamlara başvururlar. Yazılı başvurulara on beş gün içinde cevap\nverilmesi şarttır.\u003C\u002Fp>\n\n\u003Cp>Yazılı başvurularda, başvuru sahibinin kimliğini, sicil numarası ile\naçık adresini belirtmesi gereklidir. Kimliği açıkça belirli olmayan veya\nsonradan değişik kimlik yazılarak yapıldığı anlaşılan başvurular\nhakkında hiçbir işlem yapılmaz.\u003C\u002Fp>\n\n\u003Cp>İşçi sendikasının bu toplu iş sözleşmesinin uygulanması ile ilgili\nhususlar ile üyelerinin sendikaya başvuruları üzerine ilgili makama\naktarılan konuların da tetkikinin tamamlanarak olumlu veya olumsuz on beş\ngün içinde cevaplandırılması zorunludur.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 51- SENDİKA TEMSİLCİSİ VE YÖNETİCİLERİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde çalışan işçi sendikası yönetim, denetim, disiplin\nkurulları başkan ve üyeleri ile işyeri sendika temsilcileri sırf sendikal\nfaaliyetleri nedeni ile cezalandırılamaz ve hizmet akitleri bu nedenle\nbozulamaz. Bu yönetici ve temsilcilerin rızaları dışında meslekleri ile\nilgili olmayan bir işe nakledilemezler.\u003C\u002Fp>\n\n\u003Cp>Yönetici, temsilcilerin teminatı ile iş sözleşmelerinin feshi konusunda\nyasal hükümler uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 52- TEMSİLCİLERİN YETKİLERİ VE YER TAHSİSİ\u003C\u002Fh3>\n\n\u003Cp>İşçi sendikası işyeri temsilcileri kendi işyerlerinde gerek işin\nicabından ve gerekse işbu toplu iş sözleşmesinin uygulanmasından doğacak\nmevzii anlaşmazlıkları ve işçilerin müracaatlarını işçi sendikası\nadına işyeri amirleriyle görüşerek sonuçlandırmaya yetkilidirler.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçi sendikası işyeri temsilcilerine çalışmak üzere yer\ngösterir ve temsilcilerin vazifelerini görebilmeleri bakımından her türlü\nkolaylık ve müzaherette bulunur. Ancak, bu yerler sendikal faaliyetler\ndışında kullanılamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 53- SENDİKA AİDATI\u003C\u002Fh3>\n\n\u003Cp>İşyerinde uygulanan toplu iş sözleşmesinin tarafı olan işçi\nsendikasının yazılı talebi ve aidatı kesilecek sendika üyesi işçilerin\nlistesini vermesi üzerine işveren, sendika tüzüğü uyarınca üyelerin\nsendikaya ödemeyi kabul ettikleri üyelik aidatını ve 6356 sayılı Kanun\ngereğince sendikaya ödemesi gerekli dayanışma aidatını, işçilere\nyapacağı ücret ödemesinden kesmeye ve kestiği aidat nevini belirterek\ntutarını ilgili sendikaya vermeye ve kesinti listesini sendikaya göndermeye\nmecburdur. Bu aidat dışında sendikaya ödenmek üzere kesinti yapılmaz.\nİşveren işbu kesintisinden dolayı hiçbir masraf talep edemez.\u003C\u002Fp>\n\n\u003Cp>Askerden dönen işçilerin işe başladıkları tarihten itibaren sendika\nüyelik aidatları işverence istihkaklarından kesilerek sendikaya ödenir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki fıkralar gereğince işçi sendikası tüzüğüne uygun olarak\nkesilmesi gereken aidatların kesilmemesi veya kesilmesine rağmen bir ay\niçinde sendikaya yatırılmaması halinde aidatlar sendikaya yatırılıncaya\nkadar, bankalarca işletme kredilerine uygulanan en yüksek faiz işverence\nödenir.\u003C\u002Fp>\n\n\u003Ch2>DOKUZUNCU BÖLÜM ÇEŞİTLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE :54- İŞÇİLERİN PERSONEL YASASI KAPSAMINA ALINMAYACAĞI\u003C\u002Fh3>\n\n\u003Cp>Yasal hükümler saklı kalmak kaydı ile bu toplu iş sözleşmesinin\nkapsamına giren işçiler istekleri dışında personel yasası ve bununla\nilgili yasa hükmündeki kararnameler kapsamına alınamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 55- ZARAR VE HASARDA RÜCU\u003C\u002Fh3>\n\n\u003Cp>İşveren, çalıştırdığı işçilerin kusurlu hareketleri sonucu\nmeydana gelen iş kazalarından dolayı, rızaen veya mahkeme kararlarına\ndayanılarak hak sahiplerine ödediği tazminat miktarının kusur oranına\ngöre işçiler veya varisleri aleyhine rücu davası açmadan önce konuyu\nişçi sendikasınca görevlendirilecek bir temsilcinin de katılması ile\noluşan iş kazaları tahkik ve Tespit komisyonuna incelettirir.\u003C\u002Fp>\n\n\u003Cp>İş kazasının meydana gelmesinde kasıt hali hariç aynı iş kazası\nsonucu ölen işçinin hak sahiplerine kurumca rücu edilmez.\u003C\u002Fp>\n\n\u003Cp>Rücu davası açılıp açılmaması hakkında karar verme yetkisi ilgili\nmakamındır.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 56- HASTA TAŞIMA\u003C\u002Fh3>\n\n\u003Cp>İşyerinde çalışmakta iken hastalanan işçilerden Sosyal Güvenlik\nKurumu’nun sözleşmeli\u002Fanlaşmalı olduğu sağlık kurum ve kuruluşlarına\ngötürülmesi gerekenleri, bu kurumlara götürmeyi ve bu amaçla üç vardiya\nvasıta bulundurmayı işveren kabul eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 57- İSÇİ İFADELERİNİN ALINMASINDA UYGULANACAK YÖNTEM\u003C\u002Fh3>\n\n\u003Cp>İşçilerin; herhangi bir makam tarafından ifadeleri alınırken (Genel\nMüdürlük Teftiş Kurulu'nca alınacak ifadeler hariç) işçi sendikası\nyöneticilerinden veya işyeri temsilcilerinden birisi gözlemci olarak bulunur\nve tutanakları imza eder.\u003C\u002Fp>\n\n\u003Cp>İşçi sendikası yöneticisinin veya işyeri temsilcisinin tutanağı imza\netmemesi halinde, gerekçelerini belirtmesi zorunludur.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 58- SOSYAL TESİSLER\u003C\u002Fh3>\n\n\u003Cp>İşveren, işletme bünyesindeki mevcut ve daha sonra açılacak lokal,\ndinlenme yerleri, misafirhaneler ve dinlenme kampları gibi tesislerden sendika\nüyesi işçilerin yararlanmaları için sendikanın da görüşü alınarak,\nimkanlar nispetinde gerekli kolaylıkları sağlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 59- BİLDİRİM ESASLARI\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşmede söz konusu edilen ve özel olarak bildirim şekli\nbelirtilmeyen konularda ihbar ve bildirimlerin ilgili personele işyerlerinde\nveya gemilerde imza karşılığı yapılması zorunludur. Personelin kendisine\nyapılacak bildirimi imzalamaması halinde durum o yerde iki imzalı tutanakla\nbelgelenir. Bu durumda bildirim, iş sözleşmesinde gösterdiği ikamet\nadresine (personelin evine yapılacak ihbarlarda personelin Zonguldak haricinde\nvazifeli, seferde veya ikametgahının bulunduğu şehir dışında olmaması\ngereklidir.) İadeli - taahhütlü postalanmasıyla yapılmış sayılır. Bu\nadrese yapılacak bildirimin personel tarafından alınıp alınmaması bu\ndurumu değiştirmez.\u003C\u002Fp>\n\n\u003Ch3>MADDE 60- EK ÖDEME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL ek ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ek ödeme, toplu iş sözleşmesinin ikinci yılının Mayıs ayında ve bir\nkez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları (toplu iş\nsözleşmesinin birinci yılının birinci altı ay zammı olan %24 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme yıl içinde çalışılan süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 61- HİZMET ZAMMI:\u003C\u002Fh3>\n\n\u003Cp>Taraf sendika üyesi işçilere çalıştıkları Kamu Kurum ve Kuruluşunda\ngeçirdikleri her tam hizmet yılı için hiçbir ödemeyi etkilememek ve\nmüktesep hak sayılmamak kaydıyla toplu iş sözleşmesinin birinci yıl\nbirinci altı ayında brüt 18,60 TL\u002FAy, birinci yıl ikinci altı ayında\n20,65 TL\u002FAy hizmet zammı verilir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE : 62- SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2025 tarihinden başlamak ve 31.12.2026\ntarihinde sona ermek üzere 24 ay süre ile yürürlüktedir.\u003C\u002Fp>\n\n\u003Ch3>EK MADDE : 1- TARAFLARIN İŞBİRLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşyerini yaşatmak, istihdamı kolaylaştırmak ve artırmak amacıyla\nçalışma hayatımızı düzenleyen mevzuatta esneklik sağlayacak\ndüzenlemeler gerektiği konusunda taraflar mutabıktırlar.\u003C\u002Fp>\n\n\u003Cp>Bu nedenle taraflar, bu toplu iş sözleşmesinin yürürlük süresi\niçinde esneklik konusunda birlikte çalışmayı planlı bir şekilde\nsürdüreceklerdir.\u003C\u002Fp>\n\n\u003Ch3>EK MADDE: 2\u003C\u002Fh3>\n\n\u003Cp>Gemi adamları “İşçilik Unvanları ve Terfi Süresi Tablosu” ile\n“Nezaretçilik Unvanları ve Terfi Süresi Tablosu” (EK: 1) de, “Ücret\nSkalası” EK-2’ de gösterilmiştir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmelerinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer tüm ödemelere ilişkin farklar kurumun\nbütçe imkânları göz önüne alınarak geciktirilmeden ödenecektir.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 2:\u003C\u002Fh3>\n\n\u003Cp>İşbu toplu iş sözleşmesinin “ÜCRET HESAP PUSULASI” başlıklı 33.\nmaddesi ile “İŞÇİLERE VERİLECEK CEZALAR VE CEZA VERMEYE YETKİLİLER”\nbaşlıklı 44. maddesinde yapılan değişiklikler 01.01.2026 tarihinden\nitibaren uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>62 Asıl Madde, 2 Ek Madde ve 2 Geçici Madde ve 2 EK’den oluşan işbu\ntoplu iş sözleşmesi taraflarca 02.09.2025 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK : 1\u003C\u002Fh2>\n\n\u003Ch3>İŞÇİLİK ÜNVANLARI VE TERFİ SÜRESİ TABLOSU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" width=\"100\">\u003Cp>SANAT\u003C\u002Fp>\n\n \u003Cp>KODU\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd rowspan=\"2\" width=\"142\">\u003Cp>ÜNVANI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"4\" width=\"407\">\u003Cp>Ehliyet Derece ve Süresi (YIL)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"85\">\u003Cp>İŞÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"114\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"209\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>5310\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"142\">\u003Cp>Gemicilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"85\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"114\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>Süresiz\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>Ehliyetli\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>6193\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"142\">\u003Cp>Yağcı (Gemi)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"85\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"114\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp>Süresiz\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp>Ehliyetli\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"142\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"142\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"142\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"105\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>NEZARETÇİLİK ÜNVANLARI VE TERFİ SÜRESİ TABLOSU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>SANAT\u003C\u002Fp>\n\n \u003Cp>KODU\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>ÜNVANLARI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp>TERFİ SÜRESİ (YIL)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>1530\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Kıdemli Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>1531\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>1532\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Yakın Yol Makine Zabiti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>1533\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Kıyı Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>1534\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Deniz Motor Makinisti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>1535\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Liman Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp>6220\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp>Elektrikçilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"100\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"198\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"351\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK-2:\u003C\u002Fh2>\n\n\u003Ch3>ÜCRET SKALALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"10\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">20. DÖNEM\n TİS' İN 01\u002F01\u002F2025-30\u002F06\u002F2025 TARİHLERİ ARASINDA UYGULANACAK +40 TL\n + % 24 ZAMLI ÜCRET TABLOSU (TL\u002FGÜN)\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"199\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"235\">\u003Cp>(A) SKALASI\u003C\u002Fp>\n\n \u003Cp>(% 100' lük - 2010 Arası İşe Girenler)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\">\u003Cp>(2011\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"171\">\u003Cp>(B) SKALASI - 2015 Arası İşe\n Girenler)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>SANAT\u003C\u002Fp>\n\n \u003Cp>KODU\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>UNVANI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1530\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Kıdemli Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>3.156,73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>3.156,73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1531\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>3.125,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>3.125,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1532\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Yakın Yol Makine Zabiti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.056,24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.864,90\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1533\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Kıyı Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.014,88\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.864,27\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1534\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Deniz Motor Makinisti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.014,88\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.864,27\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1535\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Liman Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.966,91\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.863,67\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>5310\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Gemicilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.911,58\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.922,24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>1.861,77\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.862,39\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>6193\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Yağcı (Gemici)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.911,58\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.922,24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>1.861,77\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.862,39\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>6220\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Elektrikçilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.944,90\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.863,04\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"199\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"235\">\u003Cp>(C) SKALASI\u003C\u002Fp>\n\n \u003Cp>(2016 - 2022 Arası İşe Girenler)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"4\" width=\"236\">\u003Cp>İŞE GİRİŞ SKALASI (2023 ve Sonrası\n İçin)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>SANAT\u003C\u002Fp>\n\n \u003Cp>KODU\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>UNVANI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1530\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Kıdemli Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>3.156,73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>3.156,73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1531\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>3.125,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>3.125,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1532\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Yakın Yol Makine Zabiti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.861,18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.835,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1533\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Kıyı Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.860,53\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.833,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1534\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Deniz Motor Makinisti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.860,53\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.833,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1535\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Liman Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.859,91\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.831,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>5310\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Gemicilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.858,05\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.858,67\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>1.825,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.827,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>6193\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Yağcı (Gemici)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.858,05\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.858,67\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>1.825,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.827,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>6220\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"152\">\u003Cp>Elektrikçilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>1.859,27\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\" width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1.829,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"9\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">20. DÖNEM\n TİS' İN 01\u002F07\u002F2025-31\u002F12\u002F2025 TARİHLERİ ARASINDA UYGULANACAK + 50\n TL + % 11 ZAMLI ÜCRET TABLOSU (TL\u002FGÜN)\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"180\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"235\">\u003Cp>(A) SKALASI\u003C\u002Fp>\n\n \u003Cp>(% 100' lük - 2010 Arası İşe Girenler)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"236\">\u003Cp>(B) SKALASI\u003C\u002Fp>\n\n \u003Cp>(2011 - 2015 Arası İşe Girenler)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>SANAT\u003C\u002Fp>\n\n \u003Cp>KODU\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>UNVANI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1530\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Kıdemli Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>3.559,47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>3.559,47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1531\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>3.524,64\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>3.524,64\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1532\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Yakın Yol Makine Zabiti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.337,93\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.125,54\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1533\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Kıyı Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.292,02\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.124,84\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1534\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Deniz Motor Makinisti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.292,02\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.124,84\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1535\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Liman Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.238,77\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.124,17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>5310\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Gemicilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.177,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.189,19\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.122,06\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.122,75\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>6193\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Yağcı (Gemici)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.177,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.189,19\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.122,06\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.122,75\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>6220\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Elektrikçilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.214,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.123,47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"180\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"235\">\u003Cp>(C) SKALASI\u003C\u002Fp>\n\n \u003Cp>(2016 - 2022 Arası İşe Girenler)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"236\">\u003Cp>İŞE GİRİŞ SKALASI (2023 ve Sonrası\n İçin)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>SANAT\u003C\u002Fp>\n\n \u003Cp>KODU\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>UNVANI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>USTA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>UZMAN\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>NEZARETÇİ\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1530\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Kıdemli Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>3.559,47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>3.559,47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1531\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Kılavuz Kaptan\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>3.524,64\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>3.524,64\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1532\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Yakın Yol Makine Zabiti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.121,41\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.092,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1533\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Kıyı Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.120,69\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.090,13\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1534\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Deniz Motor Makinisti\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.120,69\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.090,13\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>1535\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Liman Kaptanı\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.120,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.087,91\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>5310\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Gemicilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.117,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.118,62\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.081,25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.083,47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>6193\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Yağcı (Gemici)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.117,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.118,62\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.081,25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>2.083,47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"47\">\u003Cp>6220\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"133\">\u003Cp>Elektrikçilik\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.119,29\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"12\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"78\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"79\">\u003Cp>2.085,69\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbamemtrad":45,"disabilityfund":49,"sicknesspay":53,"healthinsurance":57,"funeralpay":61,"paidpaternityleave":65,"marriage":69,"deathrelatives":73,"hourspweek_select":77,"dayspweek_select":81,"PAIDLEAV_trigger":85,"TRADEUNLEAV_trigger":89,"LOWWAGE_trigger":93,"STRUCINCR_trigger":97,"ONCERISE_trigger":101,"oncerise2_detail":105,"ONCEONLY_trigger":109,"NOCTPREM_trigger":113,"OVERTIME_trigger":117,"SUNDAY_trigger":121,"COMMUTE_trigger":125,"SENIOR_trigger":129,"longserviceallowancetype":132,"protectiveclothing":136},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.01.2025-31.12.2026",{"bindId":46,"name":47,"text":48},"cbamemtrad","İŞÇİ SENDİKASI: Türkiye Denizciler Sendi","İŞÇİ SENDİKASI:\n Türkiye Denizciler Sendikası,",{"bindId":50,"name":51,"text":52},"disabilityfund","C)HASTALIK YARDIMI: İş kazası veya mesle","C)HASTALIK YARDIMI:\n\nİş kazası veya meslek hastalığı sonucu geçici iş göremezliğe\nuğrayan işçilerin, bu geçici iş göremezlik sürelerine ait gündelikleri,\nişçilerin Sosyal Güvenlik Kurumu'ndan aldıkları geçici iş göremezlik\nbelgelerini işverene ibraz etmeleri üzerine işyerinde çalışıyormuş gibi\ntam olarak tahakkuk ettirilecek ve Sosyal Güvenlik Kurumu'ndan aldıkları\ngeçici iş göremezlik ödeneği tutarı düşüldükten sonra farkı tediye\nolunacaktır. Bunu teminen işçiler Sosyal Güvenlik Kurumu'ndan aldıkları\ngeçici iş göremezliğe ait belgeleri işverene ibraz etmek\nzorundadırlar.",{"bindId":54,"name":55,"text":56},"sicknesspay","e)Hastane veya dispansere muayeneye, lab","e)Hastane veya dispansere muayeneye, laboratuar testine gitmeleri halinde\n(1.ve 2.günde yapılan sağlık işlemleri belgelenmek kaydıyla ) 2 güne\nkadar,",{"bindId":58,"name":59,"text":60},"healthinsurance","b)İşletme tevkifatı nedeni ile işçi isti","b)İşletme tevkifatı nedeni ile işçi istihkaklarında yapılan kesinti\nsonucu husule gelen vergi ve sigorta primi farklarına ait her türlü\nişlemler tediyeyi takip eden on işgünü içinde yapılarak fark alacakları\nişçilere ödenecektir. Ancak, yasal süresi içerisinde bu işlemler\nyapılmadığından dolayı Maliyeye ve Sosyal Güvenlik Kurumu'na\nyatırılmış olmaları nedeni ile işverence, işçilere ödenmeyen vergi ve\nsigorta prim farkları işçiye ödenerek kusurlu görülenler hakkında\ngerekli işlemler yapılır.",{"bindId":62,"name":63,"text":64},"funeralpay","D)ÖLÜM YARDIMI: a)İşyerinde çalışmakta o","D)ÖLÜM YARDIMI:\n\na)İşyerinde çalışmakta olan ve iş sözleşmesi devam etmekte bulunan\nişçinin eşi veya çocuklarının ölümü halinde sözleşmenin birinci yıl\nbirinci altı ayında net 3.100,33 TL birinci yıl ikinci altı ayında ise net\n3.441,37 TL işçinin kendisine ölüm yardımı ödenir.",{"bindId":66,"name":67,"text":68},"paidpaternityleave","b)Eşlerinin doğum yapmaları halinde 5 gü","b)Eşlerinin doğum yapmaları halinde 5 gün,",{"bindId":70,"name":71,"text":72},"marriage","a)Evlenmelerinde 7 gün, çocuklarının evl","a)Evlenmelerinde 7 gün, çocuklarının evlenmesinde 2 gün,",{"bindId":74,"name":75,"text":76},"deathrelatives","c)Anne ve babalarının, eşlerinin, kardeş","c)Anne ve babalarının, eşlerinin, kardeş veya çocuklarının ölümü\nhalinde 5 gün, kayınpeder veya kayınvalidelerinin ölümü halinde 1\ngün,",{"bindId":78,"name":79,"text":80},"hourspweek_select","Bu toplu iş sözleşmesinin uygulandığı iş","Bu toplu iş sözleşmesinin uygulandığı işyerinde haftalık çalışma\nsüresi en çok 45 saattir.",{"bindId":82,"name":83,"text":84},"dayspweek_select","Bu toplu iş sözleşmesinin 15. maddesinde","Bu toplu iş sözleşmesinin 15. maddesinde düzenlenen iş sürelerine\ngöre, hafta içinde 6 gün çalıştırılan işçilere hafta sonunda 1 gün\nücretli hafta tatili yaptırılır. Bu günkü yevmiyesi ile o güne ait\nsosyal yardımları (yemek bedeli hariç) ödenir.",{"bindId":86,"name":87,"text":88},"PAIDLEAV_trigger","İzin süresi 6 aydan 1 yıla kadar hizmeti","İzin süresi 6 aydan 1 yıla kadar hizmeti olan gemi adamları için 15\ngün ve 1 yıldan daha fazla hizmeti olan gemi adamları için 30 takvim\ngünüdür. İzin işverenin uygun göreceği bir zamanda kullanılır. Bu\nhaktan feragat edilemez. Gemi adamı yıllık ücretli izini iş sözleşmesini\nyapmış bulunduğu mahalden gayri bir yerde kullanmaya zorlanamaz.",{"bindId":90,"name":91,"text":92},"TRADEUNLEAV_trigger","C)Eğitim İzinleri: Sendika Temsilci ve G","C)Eğitim İzinleri:\n\nSendika Temsilci ve Görevlilerine Kongre, Konferans, Seminer, Yönetim,\nDenetim, Disiplin Kurulu, Genel Kurul ve Temsilciler Meclisi gibi toplantılara\nkatılmaları için Sendikanın yazılı talebi üzerine aşağıda\ndüzenlenmiş şekline göre ücretli izin verilir.\n\n\n \n \n \n \n \n İşyeri İşçi Mevcudu\n Yıllık Toplam Ücr. İzin Süresi\n \n \n 01 - 50 işçi çalıştıran işyerinde\n 20 gün\n \n \n 51 - 200 işçi çalıştıran işyerinde\n 30 gün\n \n \n 201- 500 işçi çalıştıran işyerinde\n 40 gün",{"bindId":94,"name":95,"text":96},"LOWWAGE_trigger","1-TABAN ÜCRET VE SEYYANEN ZAM: a) Taban ","1-TABAN ÜCRET VE SEYYANEN ZAM:\n\na) Taban Ücret:\n\n01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.",{"bindId":98,"name":99,"text":100},"STRUCINCR_trigger","01.01.2025tarihindeki günlük brüt çıplak","01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.",{"bindId":102,"name":103,"text":104},"ONCERISE_trigger","b)İlave tediyelerden ayrı olarak bütün i","b)İlave tediyelerden ayrı olarak bütün işçilere 30'ar günlük\nücretleri tutarında yılda iki ikramiye daha ödenecektir. Bu ikramiyelerin\nbirincisi Ocak ayı sonuna, ikincisi Mart ayı sonuna kadar, ödendiği\ntarihteki ücretler üzerinden ödenecektir.",{"bindId":106,"name":107,"text":108},"oncerise2_detail","a)6772 sayılı Kanun Hükümlerine göre işç","a)6772 sayılı Kanun Hükümlerine göre işçilere verilmekte olan ilave\ntediyelerin bu yasa hükümlerine göre tediyesine devam olunur.",{"bindId":110,"name":111,"text":112},"ONCEONLY_trigger","İşçilere müktesep hak sayılmamak ve başk","İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL ek ödeme yapılacaktır.",{"bindId":114,"name":115,"text":116},"NOCTPREM_trigger","d)Gemi adamlarının akşam saat 20.00'den ","d)Gemi adamlarının akşam saat 20.00'den başlayarak sabah 07.00'ye kadar\ngeçen gün dönemine rastlayan süredeki çalışmalarına, karşılık\nçalıştıkları her saat başına gece çalışma ücreti olarak, saat\nücreti %8 zamlı ödenir.",{"bindId":118,"name":119,"text":120},"OVERTIME_trigger","a)Fazla çalışma yaptırılan hallerde çalı","a)Fazla çalışma yaptırılan hallerde çalıştırılan işçilere beher\nfazla çalışma saati için verilecek ücret, normal çalışma ücretinin\nsaat başına düşen miktarına % 100 eklenmesi suretiyle ödenir.",{"bindId":122,"name":123,"text":124},"SUNDAY_trigger","f)Hafta tatili günlerinde çalışmayıp izi","f)Hafta tatili günlerinde çalışmayıp izin yapan işçilere hiç bir iş\nkarşılığı olmaksızın bir yevmiye, hafta tatili günü çalıştırılıp\nta müteakip hafta içinde izin verilen işçilere çalıştırıldığı hafta\ntatili günü ücreti fazla çalışma addolunup % 100 zamlı, izin\nyaptırılmadığı gün için de hiçbir iş karşılığı olmaksızın bir\nyevmiye ödenir.",{"bindId":126,"name":127,"text":128},"COMMUTE_trigger","E)TAŞIT YARDIMI : Fiilen işyerinde çalış","E)TAŞIT YARDIMI :\n\nFiilen işyerinde çalışan işçilere işe gelip gittikleri her gün için\nsözleşmenin birinci yıl birinci altı ayında 42,68 TL\u002FGün birinci yıl\nikinci altı ayında ise 47,37 TL\u002FGün taşıt yardımı ödenecektir.",{"bindId":130,"name":131,"text":131},"SENIOR_trigger","MADDE: 43- KIDEM TAZMİNATI",{"bindId":133,"name":134,"text":135},"longserviceallowancetype","Kıdem tazminatı Kanun hükümlerine göre ö","Kıdem tazminatı Kanun hükümlerine göre ödenir. Bu hükümler\nçerçevesinde her hizmet yılı için süre 45 gündür. Ancak, 21.11.1984\ntarihinden sonra işe giren işçilere yasal süre uygulanır.",{"bindId":137,"name":138,"text":139},"protectiveclothing","MADDE 19- GİYİM EŞYASI KILAVUZ KAPTAN Ya","MADDE 19- GİYİM EŞYASI\n\n\n \n \n \n \n \n \n KILAVUZ\n KAPTAN\n \n \n Yazlık\n Gömlek-Pantolon\n 1 yıl miatla\n \n \n Kışlık\n Kazak-Pantolon\n 1 yıl miatla\n \n \n Mont \u002F Kaban\n 3 yıl miatla\n \n \n\n\n\n\nEn az 150 kg. yüzdürme yeteneği olan su geçirmez tulum, yazlık ve\nkışlık tabanı kaymaz petrol türevlerine ve ısıya dayanıklı koruyucu\nözellikli ayakkabı, suya düşünce kendiliğinden şişebilen ışıklı ve\ndüdüklü can yeleği ve benzeri kişisel emniyet teçhizatları verilir.\n\n\n\n\n\n\n \n \n SINIRLI\n KAPTAN, SINIRLI VARDİYA ZABİTİ\n \n \n \n Yazlık\n \n Kargo Pantolon\n \n 1 yıl miatla\n \n \n \n Polo Yaka Apoletli Tişört\n \n 1 yıl miatla (2 Adet)\n \n \n \n Ayakkabı\n \n 1 yıl miatla-(İSG özelliğinde)\n \n \n \n Kışlık\n \n Softshell Pantolon-Polar\n \n 1 yıl miatla\n \n \n \n Mont \u002F Kaban\n \n 3 yıl miatla\n \n \n \n Ayakkabı\n \n 1 yıl miatla-(İSG özelliğinde)\n \n \n \n\n\n\n\n\n\n\n \n \n DENİZ\n MOTOR MAKİNİSTİ\n \n \n \n Yazlık\n \n Kargo Pantolon-Tulum\n \n 1 yıl miatla\n \n \n \n Polo Yaka Apoletli Tişört\n \n 1 yıl miatla (2 Adet)\n \n \n \n Ayakkabı\n \n 1 yıl miatla-(İSG özelliğinde)\n \n \n \n Kışlık\n \n Softshell Pantolon-Polar-Tulum\n \n 1 yıl miatla\n \n \n \n Mont \u002F Kaban\n \n 3 yıl miatla\n \n \n \n Ayakkabı\n \n 1 yıl miatla-(İSG özelliğinde)\n \n \n \n\n\n\n\n\n\n\n \n \n GEMİCİ\n - YAĞCI - ELEKTRİKÇİ\n \n \n \n Yazlık\n \n Kargo Pantolon-Tulum\n \n 1 yıl miatla\n \n \n \n Polo Yaka Apoletli Tişört\n \n 1 yıl miatla (2 Adet)\n \n \n \n Ayakkabı\n \n 1 yıl miatla-(İSG özelliğinde)\n \n \n \n Kışlık\n \n Softshell Pantolon-Yağmurluk\n \n 1 yıl miatla\n \n \n \n Tulum-Polar\n \n 1 yıl miatla\n \n \n \n Mont \u002F Kaban\n \n 3 yıl miatla\n \n \n \n Ayakkabı-Çizme\n \n 1 yıl miatla-(İSG özelliğinde)\n \n \n \n\n\n\n\nAyrıca; İşverence belirlenecek tören ekibine beyaz renkli pantolon,\ngömlek, ayakkabı, kemer ve şapkadan oluşan tören kıyafeti servis\ndemirbaşı olarak 5 yıl miatla verilir.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>TÜRKİYE TAŞKÖMÜRÜ KURUMU GENEL MÜDÜRLÜĞÜ LİMAN VE DEMİRYOLU İŞLETME MÜDÜRLÜĞÜ DENİZ İŞLERİ BAŞMÜHENDİSLİĞİ TİS TÜHİS TÜRK DENİZ-İŞ SENDİKASI 01.01.2025-31.12.2026 - 2025\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\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: → Transport, logistics, communication\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Diĝer\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: → Evet\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: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\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 \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maximum for sickness pay (for 6 months): → 100 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maximum days for paid sickness leave: → 2 days\n \u003C\u002Fdiv>\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: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\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 3100.33\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 \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Paternity paid leave: → 5 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Leave duration in days in case of death of a relative: → 5 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: → Hayır\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 \u003Cdiv id=\"display-hourspday\">\n Working hours per day: → 7.5\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: → 6.0\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 15.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → 2.0 weeks\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n \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: → 20.0 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: → \n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Agreed lowest wage per: → Days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Lowest wage: → TRY 1400.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Wage increase: → 24.0 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2025-01\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 \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n \u003Cdiv id=\"display-shiftallowanceperc1\">\n Premium for evening or night work: → 108 % of basic wage\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n \u003C\u002Fdiv>\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 \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-commutingallowanceamount1\">\n Allowance for commuting work: → TRY -9.0 per month\n \u003C\u002Fdiv>\n 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