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DÖNEM TOPLU İŞ SÖZLEŞMESİ 01.05.2021-30.04.2023","TÜRKİYE VAKIFLAR BANKASI T.A.O. 25. DÖNEM TOPLU İŞ SÖZLEŞMESİ 01.05.2021-30.04.2023 - 2021","Turkey - TÜRKİYE VAKIFLAR BANKASI T.A.O. 25. DÖNEM TOPLU İŞ SÖZLEŞMESİ 01.05.2021-30.04.2023 - 2021","TÜRKİYE VAKIFLAR BANKASI T.A.O. 25. DÖNEM TOPLU İŞ SÖZLEŞMESİ 01.05.2021-30.04.2023 - 2021 - Financial services, banking, insurance",{"name":39,"data":40},"25.-Donem-Toplu-Is-Sozlesmesi-.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>25.-Donem-Toplu-Is-Sozlesmesi-\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TÜRKİYE VAKIFLAR BANKASI T.A.O.\u003C\u002Fh1>\n\n\u003Ch1>25. DÖNEM TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>TARAFLAR:\u003C\u002Fh1>\n\n\u003Ch1>İşveren : Türkiye Vakıflar Bankası T.A.O.\u003C\u002Fh1>\n\n\u003Ch1>İş Sendikası : Banka Finans ve Sigorta İşçileri Sendikası (BASS)\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>Yürürlük : 01.05.2021 – 30.04.2023\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi : 12.03.2021\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bölüm I\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>Madde 1: TARAFLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>Bu işletme Toplu İş Sözleşmesinin tarafları, TÜRKİYE VAKIFLAR\nBANKASI T.A.O. ile BANKA FİNANS VE SİGORTA İŞÇİLERİ SENDİKASI\n(BASS)'dır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 2: SÖZLEŞMENİN AMACI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin amacı; hizmet sözleşmesinin yapılması,\niçeriği ve sona ermesi ile ilgili hususları düzenlemek, işyerinde düzenli\nve verimli çalışmayı sağlamak, üretimi arttırmak, işverenin ve\nişçilerin hak ve çıkarlarını dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını ve iş güvencesini sağlamak, işçi ve işveren\narasında sözleşmenin uygulanmasından doğacak uyuşmazlıkları\nuzlaştırıcı yollarla çözmektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 3: KAPSAM VE YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi yer olarak, Türkiye Vakıflar Bankası\nT.A.O. Genel Müdürlüğü, şubeleri ile tüm işyerleri ve eklentilerini\nkapsar.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinden, taraf İşçi Sendikasına üye işçiler\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Toplu iş sözleşmesi hükümleri, sendika üyelerine cinsiyet ayrımı\ngözetilmeksizin eşit şekilde uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sendika üyesi olmayanlar toplu iş sözleşmesinden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>Genel Müdür, Genel Müdür Yardımcıları, Teftiş Kurulu Başkanı, Baş\nHukuk Danışmanı, Başkanlar, Bölge Müdürleri, Koordinatörler, Baş Hukuk\nDanışman Yardımcısı, Teftiş Kurulu Başkan Yardımcıları, Müdürler\nveya Müdürlük görevini yürütmek üzere görevlendirilenler, Hukuk\nDanışmanları, Baş Müfettiş, Müfettiş ve Müfettiş Yardımcıları,\nTeknik Müdür, Bağlı Şube Müdürlüğü görevi verilenler, Hukuk\nDanışman Yardımcıları, Danışmanlar, yurtdışı şubelerde\nçalışanlar, Avukatlar ve Sağlık Görevlileri (hemşire unvanlılar hariç)\nile Bilişim Teknolojileri (BT) Görevlileri unvan grubunda çalışan tüm\npersonel bu sözleşmenin kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 4: SENDİKA ÇALIŞMALARININ İŞYERİNDE ÜYELERE DUYURULMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikanın, çalışmalarıyla ilgili olarak üyelerini bilgilendirmesini\nsağlamak amacıyla; işveren, personelin Bankada kullandığı elektronik\nposta adreslerini Sendikaya bildirir.\u003C\u002Fp>\n\n\u003Cp>Sendikanın bu adresleri kullanarak üyelerine ulaşabileceği koşulları\nsağlar. Ayrıca işveren, Bölge Müdürlüklerinde üyelerin görebileceği\nuygun bir yerde sendikal faaliyetlerin duyurulacağı bir pano hazırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bölüm II\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞANLARIN İŞ GÜVENCESİ VE GENEL HAKLAR \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 5: İŞTEN ÇIKARILMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Süresi belirli olmayan sürekli hizmet akitlerinin feshinde, 4857\nsayılı Kanunun 17, 18, 19, 20 ve 21'inci madde hükümleri uygulanır. (Bu\nTİS'in \"FESİH İHBAR SÜRELERİ\" başlıklı madde hükmü saklıdır.)\u003C\u002Fp>\n\n\u003Cp>2)Toplu işçi çıkarma, 4857 sayılı Kanunun 29'uncu maddesi esaslarına\ngöre yapılabilir. İşçinin, 4857 sayılı Kanuna göre dava açma hakkı\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 6: İŞYERİ SENDİKA TEMSİLCİLERİ, GÖREVLERİ, TEMSİLCİLİK\nTEMİNATI VE TEMSİLCİLİK ODASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>(A)İşyeri Sendika Temsilcilerinin Bildirilmesi\u003C\u002Fh4>\n\n\u003Cp>İşyeri sendika temsilcilerinin isimleri, atamayı takip eden 15 gün\niçinde sendika tarafından işverene bildirilir.\u003C\u002Fp>\n\n\u003Ch4>(B)Görevleri\u003C\u002Fh4>\n\n\u003Cp>İşyeri sendika temsilcileri işyerlerinde Sendika üyeleri ile ilgili\nyasaların, yürürlükteki Toplu İş Sözleşmesinin, amaçlarına uygun bir\nbiçimde uygulanıp, uygulanmadığını izlemek, bu konularda saptadıkları\neksiklik ve aksaklıkları sözlü veya yazılı olarak işyeri yöneticisine\nbildirmek, gerekli önlemlerin alınmasını önermekle görevlidirler.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri bu görevlerini yerine getirmek ve daha\nverimli bir çalışma düzeni sağlamak amacıyla, işyeri yöneticileriyle\nçalışma saatleri içinde, haftalık görüşmeler yapabilirler.\u003C\u002Fp>\n\n\u003Ch4>(C)Teminatı\u003C\u002Fh4>\n\n\u003Cp>İşveren, sendikanın yasa çerçevesi içinde, işyerlerine atayacağı\nişyeri Sendika temsilcilerinin hizmet akitlerini, haklı bir sebep\nolmadıkça, sebebini kesin ve açık bir şekilde belirtmedikçe\nfeshedemez.\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika temsilcilerinin, işyerleri değiştirilemez; şu kadar ki,\nİşverence, ihtiyaç belirtilmesi halinde, işyeri, Sendikanın rızası\nalınarak değiştirilebilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcilerinin yasalardan doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch4>(D)Temsilcilik Odası\u003C\u002Fh4>\n\n\u003Cp>İşveren, imkânları dâhilinde Genel Müdürlük ve Bölgelerinde bir\nsendika temsilcilik odası temin etmeye gayret eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 7: SENDİKA YÖNETİCİLİĞİNİN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Sendika yönetim ve denetim kurullarında veya başkanlığında görev\naldığı için kendi isteği ile çalıştıkları işyerinden ayrılan\nişçilerin hizmet akdi askıda kalır. Bu işçiler Sendikadaki görevlerinin\nseçime girmemek, yeniden seçilmemek veya kendi istekleri ile çekilmek\nsuretiyle son bulması halinde ayrıldıkları işyerinde işe yeniden alınmak\nüzere başvurabilirler. Bu başvuru, sendikada yöneticilik görevinin sona\nermesinden başlayarak üç ay içinde kullanılabilir. İşveren talep\ntarihinden itibaren en geç bir ay içinde bu işçileri o andaki şartlarla\neski işlerine veya aynı bölgede eski işlerine uygun bir diğer işe almak\nzorundadır. İşveren ilgili yönetmeliklerde yer alan yükselme esaslarına\ngöre değerlendirme yapar. Bu durumda başta kıdem tazminatı olmak üzere,\ntazminatların hesabında işçinin işyerinde çalıştığı süreler göz\nönünde tutulur ve fesih anında emsalleri için geçerli ücret ve iş\nşartları esas alınır.\u003C\u002Fp>\n\n\u003Cp>2)Birinci fıkra uyarınca işbaşı yaptırılan işçiye, atandığı\ngöreve daha önceki toplu iş sözleşmesi ile sağlanmış olan hak ve\nçıkarlar aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>3)Birinci fıkra uyarınca Sendika Başkanlığında, Yönetim veya Denetim\nKurulu üyeliklerinde görev alması nedeniyle işyerinden ayrılan\nişçilerden 1 'inci fıkra çerçevesinde yeniden işe alınma hakkını\nkullanmak istemeyenlere başvurusu halinde, başvuru tarihindeki emsallerine\nödenen son ücret ve parayla ölçülmesi mümkün toplu iş sözleşmesinden\nve kanundan doğan menfaatler de göz önünde tutularak akdi tazminat ödenir.\nBu tazminat ödeme tarihindeki kıdem tazminatı tavanını aşamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Madde 8: BANKAYA ALINAN PERSONELİN DENEME SÜRELERİ İLE BU SÜRE\nİÇERİSİNDE HİZMET SÖZLEŞMESİ FESİHLERİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Bankaya ataması yapılan personel, üç aylık deneme süreli ve geçici\nolarak atanır. Deneme süresi içinde, karakteri, çalışkanlığı, işe\nuyumu ve ahlakı itibariyle bankacılık mesleğine ve\u002Fveya Bankanın kurumsal\nilke ve anlayışlarına uygun olmadığı anlaşılanlar, atandıkları yerin\nen üst düzeydeki yöneticisi tarafından İnsan Kaynakları Başkanlığına\nbir yazıyla bildirilir. Başarısız olan personelin iş akdi, deneme süresi\niçinde feshedilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, herhangi bir unvana hariçten ilk defa atama yapılması halinde,\nüç aylık deneme süreli olarak atama yapılır ve üçüncü ayın sonunda\nbaşarısız bulunarak çalışması uygun görülmeyenlerin iş akitleri\nfeshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 9: KARİYER PLANLAMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Personelin kariyer planlaması ile tayin, terfi vb. süreçleri;\nçalışanın performans, yetkinlik, yeterlilik vb. özellikleri dikkate\nalınarak Bankanın mevzuat ve düzenlemelerine uygun olarak yürütülür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 10: TRAFİK KAZALARI VE CEZALARINDA SÜRÜCÜNÜN SORUMLULUĞU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Görevlerini yerine getirirken kullandıkları araçla trafik kazalarına\nmaruz kalan personel araçlarda meydana gelen hasarlardan kusursuz veya hafif\nkusurlu ise sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>B)Grup nakli ve diğer görevlerin yerine getirilmesi sırasında işveren\nya da vekillerince verilen talimatların yerine getirilmesi, zaman\nyetersizliği ve benzeri hallerle kaçınılmaz olarak trafik kurallarının\nihlaline ve ceza tertibine yol açmışsa, trafik cezası, ilgili müdürün,\nzamanın kısıtlı olduğu ve benzeri halleri doğrulayan yazılı görüşü\nile işveren tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>C)(A) ve (B) fıkralarındaki hallerde ve bu fıkralardaki yaralanmalı\nkazalarda işveren hukuki giderleri karşılar ve ilgiliye bir avukat temin\neder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 11: TUTUKLULUK GÖZETİM ALTINA ALINMAK VE MAHKÛMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLATMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) Sendika üyesi işçi, herhangi bir suçla tutuklandığı ve\u002Fveya\ngözetim altına alındığı ve gözetim altına alınma ve\u002Fveya tutukluluk\nhali 6 ayı aştığı takdirde hizmet akdi işveren tarafından feshedilir. 6\naya kadar süren gözetim altına alınma ve\u002Fveya tutukluluk hallerinde,\ntutuklu kalınan ve\u002Fveya gözetim altına alınan süreler kadar işçi\nücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2)Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>(a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>(b)Son tahkikatın açılmasına gerek olmadığı,\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 biri ile 6 ay içinde son bulması ve işçinin bu tarihten\nitibaren 1 hafta içinde işe dönmeyi talep etmesi halinde işveren\ntarafından emsallerinin hakları ile işe alınır. 6 ay sonunda yapılan\nbaşvuru halinde boş yer varsa işe alınır. Bu halde işe tekrar alınan\nişçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>3)Adi suçlardan (bu maddenin 5'inci bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken hizmet akitleri feshedilen\nsendika üyelerinden 6 ay içinde tahliye edilenler, bir hafta içinde\nbaşvurması halinde işveren tarafından tekrar işe alınırlar. Bilahare\nhüküm giymeleri halinde hizmet akitleri feshedilir. Şu kadar ki, 6'ıncı\nfıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>4)Adi suçlardan yargılanmaları tutuklu olarak devam eden ve hizmet\nakitleri feshedilen sendika üyelerinden;\u003C\u002Fp>\n\n\u003Cp>a)Altı ay veya daha az ceza alanlar,\u003C\u002Fp>\n\n\u003Cp>b)Altı aydan daha fazla ceza alıp, cezası ertelenen, paraya çevrilen\nveya af ile sonuçlanan veya iyi hali nedeniyle altı aydan fazla ceza\naldığı halde altı aydan önce tahliye edilenler,\u003C\u002Fp>\n\n\u003Cp>bir hafta içinde başvurmaları halinde işverenin takdiri ile tekrar işe\nalınabilirler.\u003C\u002Fp>\n\n\u003Cp>5)Yüz kızartıcı suçlar ile zimmet, emniyeti suiistimal, sabotaj,\ndevletin ülke ve milleti ile bütünlüğüne, milli güvenliğe, kamu\ndüzenine, Türk Silahlı Kuvvetlerine karşı işlenen suçlardan hüküm\ngiyenler, cezanın ertelenmesi, hükmün açıklanmasının ertelenmesi, paraya\nçevrilmesi veya affa uğraması hallerinde dahi hiçbir surette tekrar işe\nalınamazlar.\u003C\u002Fp>\n\n\u003Cp>6)İşverene ait herhangi bir aracı görevli olarak kullanırken, trafik\nkazası yapan şoförler bu nedenle tutuklandıkları veya hüküm giydikleri\ntakdirde altı ay içinde hükümlülük veya tutukluluk hali sona erme şartı\nile işçiler;\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonundan itibaren yedi gün\niçinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren yedi gün içinde,\u003C\u002Fp>\n\n\u003Cp>başvurmaları halinde eski işlerine alınırlar. Altı aydan fazla süren\nhükümlülük veya tutukluluk halinde tekrar işe başlatma işverenin\ntakdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>7)Bankada yaptığı görev nedeniyle ve fiilen yürüttüğü iş\nkapsamında, haksız bir suçlamaya maruz kalan, bu haksız suçlama nedeniyle\nişinden uzaklaştırılan ve adli soruşturma kapsamında gözetim altına\nalınan veya tutuklanan işçilerden, Banka tarafından yapılan soruşturma\nsonucunda suçlu bulunmayanların ve haklarında herhangi bir şekilde mali\nsorumluluk kararı verilmeyenlerin, işten ayrı kaldıkları altı aylık\nsüreyle sınırlı olarak alamadıkları maddi hakları ve sair hakları\nbakımından uğradıkları mağduriyetleri Banka tarafından giderilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bölüm III\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>ÇALIŞMA KOŞULLARI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>İşyerinde çalışma saatleri sabah 9.00 -12.30, öğleden sonra 13.30 -\n18.00'dir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu uygulama haftanın ilk beş günü devam eder.\u003C\u002Fp>\n\n\u003Cp>Öğle dinlenmesi bir saat olup çalışma saatlerine dâhil değildir.\u003C\u002Fp>\n\n\u003Cp>Gişe ve veznesi bulunan işyerlerinde, gişe ve vezneler sabah 9.00 ila\n12.30, öğleden sonra 13.30 - 17.00 saatleri arasında açık bulundurulur.\nGişe ve veznelerin kapanış saatinde işyerinin giriş kapısı da\nkapatılır.\u003C\u002Fp>\n\n\u003Cp>Bakanlar Kurulu veya Bankalar Birliği tarafından ülke genelindeki\nbankacılık sektöründe faaliyet gösteren bankaların çalışma saatlerinde\nyeni bir düzenlemeye gidilmesi durumunda, buna paralel düzenlemeler İşveren\nve Sendika tarafından yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 13: ÇALIŞILMIŞ GİBİ SAYILAN HALLER VE SÜRELER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4857 sayılı İş Kanununun 66. maddesinde sayılan süreler ile bir işi\nyapmak üzere aynı şehir içinde bir işyerine ve\u002Fveya şehrin il sınırı\ndışındaki bir işyerine gönderilme halinde yolda geçen ve işin\ngörülmesi için geçen süreler, işçinin çocuğunu emzirmesi için geçen\nsüreler, çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 14: FAZLA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bankacılık mesleğinin gerekleri, kamusal işlerle görevlendirilmiş\nolması ve genel olarak bankanın yararı gibi nedenlerle normal çalışma\nsaatleri dışında aşağıda sıralanan koşullarda sendika üyesi Banka\npersoneline fazla çalışma yaptırılır.\u003C\u002Fp>\n\n\u003Cp>Birim yöneticileri yılbaşlarında ve fazla çalışma yaptırılmasını\ngerekli gördükleri zamanlarda Bölge Çalışma Müdürlüklerinden ve Genel\nMüdürlük ve Bölge Müdürlüklerinden yaptırılacak fazla çalışma için\nizin alırlar.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma işyerlerindeki birim yöneticilerinin veya\ngörevlendireceği bir yetkilinin denetimi altında yapılır. Sendika işyeri\ntemsilcisi denetim görevinde bu yetkiliye yardımcı olur.\u003C\u002Fp>\n\n\u003Cp>Haftanın ilk beş günü mesai bitiminden sonra yapılacak fazla çalışma\ngünde üç saati geçemez.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma süresinin toplamı bir yılda 270 saatten fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>Sendika üyeleri fazla çalışmayı önceden kabul etmiş sayılırlar ve\nbu kapsamda kabul ettiklerine dair işverene yazılı olarak beyanda\nbulunurlar. Fazla çalışmanın uygulanmasında üyenin haklı görülecek\nözürleri göz önünde tutulur.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışmanın başlama ve bitiş saatleri günlük olarak sistem\nkayıtları üzerinden takip edilir. Fazla çalışmadan sorumlu yöneticiler\nkayıtları denetleyerek fazla çalışmayı sistem üzerinden onaylar.\nİşyeri Sendika temsilcisi fazla çalışmaya ilişkin bilgileri aylık olarak\nBanka'dan isteyebilir.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma süresinin hesaplanmasında sistem kayıtları (Bilgisayar\noturum açılış kapanış kayıtları, log kayıtları, fazla çalışma\ntalebi vb.) ve\u002Fveya görev yeri giriş-çıkış kayıtları esastır.\u003C\u002Fp>\n\n\u003Cp>Sistem üzerinden takibi mümkün olmayan fazla çalışma hallerinde ise\n(sistemsel takibi yapılıncaya kadar) fazla çalışma yapan çalışan\ntarafından fazla çalışma çizelgesi hazırlanarak yönetici onayına\nsunulur.\u003C\u002Fp>\n\n\u003Cp>Bu çizelgeler fazla çalışmayı denetleyen ve kendisine bu görevinde\nyardımcı olan kişilerce düzenlenir ve imzalanır. Bu çizelgeler fazla\nçalışmayı denetleyen ve kendisine bu görevinde yardımcı olan kişilerce\ndüzenlenir ve imzalanır\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Madde 15: FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma hesabına esas saat ücreti BASS üyesinin aylık\nücretinin 174'e bölünmesi yoluyla bulunacak miktarın % 50 fazlasıdır.\nAncak hesaplanan fazla çalışmaya esas saat ücreti 35,00.-TL den az olamaz.\nSaat kesirleri için de aynı esaslar uygulanır. Saat başına düşen\nücretin kuruş kesirleri liraya tamamlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Bu sözleşmenin 17. maddesinde belirtilen günlerde yapılan\nçalışmalarda fazla çalışma ücreti, yukarıdaki fıkrada bulunan\nmiktarın % 100 fazlasıdır; 17. madde ile belirli günlerde yapılan\nçalışmalarda iki saatin altındaki süreler için iki saat karşılığı;\niki saatin üzerindeki çalışmalarda ise tam gün karşılığı fazla mesai\nücreti ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla çalışma ücretleri, fazla çalışmanın yapıldığı ayın\ntamamlanmasını takip eden ay içerisinde ödenir.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma yapan personel, isterse çalışma süresi karşılığı\nfazla çalışma ücreti yerine, fazla çalıştığı her saat\nkarşılığında 1,5 saat serbest zaman olarak izin kullanabilir. Çalışan,\nserbest zaman izni kullanma talebini bağlı olduğu yönetici aracılığı\nile İnsan Kaynakları Başkanlığı'na iletir. Banka, çalışanın bu\ntalebini fazla çalışma yapıldığı tarihten itibaren 6 ay içinde işin ve\nişyerinin gereklerine uygun olarak belirlediği tarihte kullandırır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 16: HAFTA TATİLİ, ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Ulusal bayram ve genel tatil günleri yasada belirlenen günlerdir. Hafta\ntatili cumartesi ve pazar günüdür.Š\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Madde 17: ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ulusal bayram ve genel tatil günlerinde çalışma yapılması halinde\nçalışanlara, çalıştıkları günlerin ücretleri bir kat fazlasıyla\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 18: TAYİN\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışanların, bulundukları şehirdeki işyerleri arasındaki tayini ile\nşehirlerarası tayinleri, işin gereklerine ve ihtiyaçlara göre işveren\nBanka tarafından yapılır.\u003C\u002Fp>\n\n\u003Cp>Görev yaptığı ilden farklı bir ile tayini çıkan personel, mevcut\ngörev yerinden ayrıldığı tarihten sonraki ilk iş gününden başlamak\nüzere en fazla 6 iş günü işe başlama izni kullanabilir. Personel yeni\ngörev yerinde 6. iş gününden sonraki ilk iş günü (Cumartesi iş gününe\ndâhil değildir) başlamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Görev yaptığı il sınırları içerisinde tayini çıkan personelin,\ngörev yaptığı yer ile atandığı yer merkez ilçede ise yeni görev yerine\nmevcut görev yerinden ayrılışını takip eden ilk iş günü, merkez ilçe\ndışında ise 2 iş günü içerisinde başlaması gerekir.\u003C\u002Fp>\n\n\u003Cp>Şehirlerarası tayinlerde kendi isteği ile gitmek isteyenler ile eş,\nsağlık ve ailevi durumu uygun olanlara kadro durumuna göre öncelik\ntanınır. Bu yapılırken, aile birliğinin ve bütünlüğünün korunmasına\nözen gösterilir.\u003C\u002Fp>\n\n\u003Cp>Banka personelinin herhangi bir nedenle bulundukları yerlerden başka bir\nyere tayin talepleri, her yılın ocak ve temmuz aylarında değerlendirmeye\nalınır. Bu nedenle nakil talebi olan personel mazeretlerini \u002F gerekçelerini\nve nakil istediği yerleri açıkça belirtmek suretiyle talebini İnsan\nKaynakları sistemi üzerinden giriş yapmak ve\u002Fveya dilekçe vermek suretiyle\niletmek zorundadır. Belirtilen aylar dışında kalan dönemlerde zorunlu\nhaller nedeniyle (eş durumu, sağlık vb.) sonradan gelen taleplerin\ndeğerlendirilmesinde İşveren Banka yetkilidir. Bankaca tayinlerde, zorunlu\nhaller hariç olmak üzere, belirtilen dönemlere uyulması esastır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 19: GEÇİCİ GÖREVLENDİRME\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşin gereği açısından zorunluluk duyulan hallerde, bulunduğu ilin\ndışındaki farklı ile üç ayı geçmemek üzere geçici görevlendirme\nyapılabilir. Bu şekilde görevlendirilen üyeye, geçici görevli olduğu\nsürece, Bankanın Harcırah Yönetmeliği hükümlerine göre yevmiye\nödenir.\u003C\u002Fp>\n\n\u003Cp>Görev yaptığı ilden farklı bir ilde geçici olarak görevlendirilen\npersonel, yeni görev yerine en geç 3 iş günü içerisinde başlamak\nzorundadır. Bu süre, görev yeri değişen personelin ayrıldığı tarihten\nsonraki iş günü itibariyle başlar. Geçici görevlendirmenin akabinde kesin\ntayini yapılan ve ilk görevlendirmeye istinaden 3 iş günü işe başlama\nizni kullanan personel ayrıca bu sürenin dışında işe başlama izni\nkullanamaz.\u003C\u002Fp>\n\n\u003Cp>Görev yaptığı il sınırları içerisinde geçici olarak\ngörevlendirilen personelin, görev yaptığı yer ile görevlendirildiği yer\nmerkez ilçede ise yeni görev yerine mevcut görev yerinden ayrılışını\ntakip eden ilk iş günü, merkez ilçe dışında ise 2 iş günü içerisinde\nbaşlaması gerekir. (Banka ihtiyaçları kapsamında yapılan\ngörevlendirmeler hariç.)\u003C\u002Fp>\n\n\u003Cp>Sendikanın, Genel Yönetim Kurulu, Denetleme Kurulu, Disiplin Kurulu, Şube\nYönetim Kurulu, Şube Denetleme Kurulu ile Şube Disiplin Kurulunun\nyöneticileri geçici olarak görevlendirilemezler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 20: İŞTİRAKLERDE GÖREVLENDİRME\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>İşveren Bankaca, Bankanın ve\u002Fveya Türkiye Vakıflar Bankası T.A.O.\nMemur ve Hizmetlileri Emekli ve Sağlık Yardım Sandığı Vakfı ve\u002Fveya\nVakıfbank Personeli Özel Sosyal Güvenlik Vakfı iştiraklerinde geçici\nolarak görevlendirilen kapsam içi personelin hakları İşveren banka\ntarafından belirlenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sendika üyelerinin, bu toplu iş sözleşmesi ile sağlanan hakları aynen\nBankada çalışıyormuş gibi devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 21: TAYİN VE GÖREV SEYAHAT YEVMİYESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Personelin tayin ve görev seyahatlerinde ödenecek harcırah ve yevmiyeleri\nBanka Yönetim Kurulunca tespit edilir. Görev seyahatinde ödenecek yevmiye,\nsöz konusu görev mesai saatleri içinde bitse bile bir tam gün olarak\nödenir. Grup nakillerinde bu hüküm uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Tayin edilen ya da görev seyahatine gönderilen üyelere buna ilişkin\nyazılı emrin tebliğ edilmesini takiben, dilediklerinde, harcırah ve yol\ngiderlerini karşılamak amacıyla avans verilir. Avans, şubelerde birim\namirlerinin, Genel Müdürlükte ise işverenin belirleyeceği koşullarda\ngörevli kılınan birim amirinin onayı ile ödenir.\u003C\u002Fp>\n\n\u003Cp>Avans, görev seyahatlerinde seyahatin bitimini takip eden hafta içinde;\ntayinlerde yeni göreve başlamayı takip eden 15 gün içinde hazırlanacak\nbeyannamelerinin onayını takip eden 15 gün içinde kapatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 22: İŞE GİRİŞ ÜCRETİ VE AYLIK ÜCRET TANIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşletmede, bu Toplu İş Sözleşmesi süresi içinde işe giriş ücreti,\nyasal asgari ücretin altında olmamak koşuluyla işverence tespit edilip\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Uygulama ve işe giriş ücreti sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi kapsamında 01.05.2021 tarihinden sonra\nyürürlüğe girmek üzere uygulanacak \"ücret” kavramları aşağıda\nbelirtilmiş ve tanımlanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Esas Ücret;\u003C\u002Fstrong> Çalışanın her türlü tazminat, tahsisat,\nödenek, yardım vb. yan ödemeleri hariç olmak üzere almakta olduğu temel\nücrettir.\u003C\u002Fp>\n\n\u003Cp>Bu kapsamda hâlihazırda Bankada çalışmakta olan personelin esas\nücretinin belirlenmesinde; 30.04.2021 tarihindeki kök, görev pozisyonu ve\nvarsa dönüşüm tazminatı tutarları dikkate alınacak ve esas ücret\nyalnızca bu tutarların toplamından oluşacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Taban Ücret;\u003C\u002Fstrong> işveren banka tarafından unvan bazında\nbelirlenen en düşük esas ücrettir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Yöneticilik Kıdem Ücreti;\u003C\u002Fstrong> Müdür Yardımcısı ve dengi\nunvanda yer alan personel için, belirlenen taban ücretin her yıl için %1'i\noranında hesaplanarak ödenen ücrettir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Yöneticilik Kıdem Süresi;\u003C\u002Fstrong> çalışanın Müdür\nyardımcılığı ve dengi unvanda fiilen 1 tam yılını doldurduğu tarihi\ntakip eden Mayıs ayı itibariyle hesaplanarak bu tarihten itibaren ödenmeye\nbaşlanır.\u003C\u002Fp>\n\n\u003Cp>Yöneticilik kıdem ücreti ödenmesinde dikkate alınacak azami süreler\nbankaca belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Brüt Ücret;\u003C\u002Fstrong> \"Esas Ücret” ve varsa \"Yöneticilik Kıdem\nÜcreti (Müdür Yardımcısı ve dengi unvanlar için)” toplamından oluşan\nücrettir. Çalışanın Yöneticilik Kıdem Ücreti bulunmuyorsa, brüt\nücreti yalnızca esas ücretinden oluşacaktır.\u003C\u002Fp>\n\n\u003Cp>Önceki dönem Toplu iş Sözleşmelerinde ve sair tadil protokollerinde\nücret tanımı olarak nitelendirilen \"Kök Ücret”, \"Görev Pozisyon\nÜcreti” ve varsa \"Dönüşüm Tazminatı” kavramları, işbu Toplu iş\nSözleşmesinin yürürlük tarihi itibarı ile kullanılmayacaktır\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 23: YILLIK ÜCRETLİ İZİN\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren bankaca verilecek yılık izin, sağlık izni ve mazeret\nizinlerinde bu toplu iş sözleşmesindeki hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>01.01.2010 tarihinden itibaren geçerli olmak üzere; 01.05.2009 tarihinden\nönce Bankada işe başlamış olan personel için, Bankada bir tam hizmet\nyılını dolduranlara, doldurdukları tarihten başlamak üzere, o takvim\nyılı içinde yirmi altı iş günü ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>01.05.2009 ve sonrasında Bankada işe başlamış veya başlayacak olan\npersonel için; Bankada bir tam hizmet yılını dolduranlara, doldurdukları\ntarihten başlamak üzere, o takvim yılı içinde 4857 sayılı İş\nKanunu'nun 53'üncü maddesinde belirtilen süreler kadar ücretli izin\nverilir. Buna göre;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a)Hizmet süresi bir yıldan beş yıla kadar (beş yıl dâhil) olanlara on\naltı iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Hizmet süresi beş yıldan fazla on beş yıldan az olanlara yirmi iş\ngünü,\u003C\u002Fp>\n\n\u003Cp>c)Hizmet süresi on beş yıl (dâhil) ve daha fazla olanlara yirmi altı\niş günü,\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, bankada yeni işe başlayan personelden fiilen altı hizmet ayını\ndolduranlara, bir tam hizmet yılını doldurdukları tarihte hak edecekleri\nyıllık izne mahsuben, en fazla, bir yılın sonunda hak edecekleri iznin\nyarısı kadar izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, personel bir tam hizmet yılını doldurmadan Bankadan ayrılırsa\nveya iş akdi feshedilirse, son aldığı ücret üzerinden ve kullanmış\nolduğu izin gün sayısına göre hesaplanacak ücret kendisinden tahsil\nedilir.\u003C\u002Fp>\n\n\u003Cp>Ücretsiz izin kullanan veya hizmet akdi askıya alınan personelin izin hak\nediş tarihleri fiilen çalışmadıkları süre kadar ötelenir.\u003C\u002Fp>\n\n\u003Cp>Yıllık izin sürelerinin hesabında, 4857 sayılı İş Kanunu'na uygun\nolarak, cumartesi iş gününden sayılır.\u003C\u002Fp>\n\n\u003Cp>Yıllık izinlerin kullanılması zorunlu olup, yıllık izinlerin tamamı\nbir defada veya uygun görülmesi halinde bir bölümü on gün den az olmamak\nüzere bölümler halinde kullanılabilir. Yılık izinden vazgeçmek\nolanaksızdır.\u003C\u002Fp>\n\n\u003Cp>Eşlere talepleri halinde aynı dönemde izin kullandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 24: MAZERET İZİNLERİ, İDARİ İZİNLER VE EĞİTİM\nİZİNLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışanlara, aşağıdaki hallerde karşılarında belirtilen sürelerde\nücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>-Evlenme halinde beş iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>-Eşinin doğum yapması halinde beş iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-Çocuğunun evlenmesi halinde iki iş günü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>-Annesinin, babasının, kardeşlerinin, eşinin, çocuklarının,\ntorunlarının ya da eşinin annesinin veya babasının ölümü halinde beş\niş günü, bunların kazaya uğraması veya ağır hasta olması halinde iki\niş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-Ev veya mallarının yangın, su baskını, yer sarsıntısı sonucu zarara\nuğraması veya bulunduğu bölgede genel bir doğal afetin baş göstermesi\nhalinde, olayın durumu ve sonucunun ağırlığına göre on işgününe\nkadar,\u003C\u002Fp>\n\n\u003Cp>-Aynı il sınırlarında ev değiştirme halinde iki işgünü,\u003C\u002Fp>\n\n\u003Cp>-3 Aralık Dünya Engelliler gününde, tüm engelli çalışanlara 1\nişgünü,\u003C\u002Fp>\n\n\u003Cp>-Zorunlu sebepler dolayısıyla çalışanlara yukarıda sayılan izinler\narasında bulunmayan ve bizzat kendilerince yapılması gereken hallerde,\nmüdürleri tarafından bir defada 2 iş gününü geçmemek üzere bir yılda\ntoplam on işgününe kadar,\u003C\u002Fp>\n\n\u003Cp>ücretli idari izin verilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Bankamız tarafından personele atanmış olan eğitimlerin, sistem\nüzerinden eğitim süresi kadar Banka İçi Eğitim İzni olarak girilmesi\ngerekmektedir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Mazeret ve İdari izinler yarım gün olarak kullandırılamaz. Ayrıca\nmazeret izinleri parçalı olacak şekilde bölümler halinde kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>Mazeret izinleri yılık izinlerden mahsup edilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3>Madde 25: DOĞUM, EMZİRME ve GEBELİK İZNİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Kadın işçilerin doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam on altı haftalık süre için çalıştırılmamaları\nesastır. Çoğul gebelik halinde doğumdan önce çalıştırılmayacak sekiz\nhaftalık süreye iki hafta süre eklenir. Ancak, sağlık durumu uygun olduğu\ntakdirde, doktorun onayı ile kadın işçi isterse doğumdan önceki üç\nhaftaya kadar işyerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası sürelere eklenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu süreler personelin sağlık durumuna ve işin özelliğine göre\ndoğumdan önce ve sonra gerekirse artırılabilir. Bu süreler hekim raporu\nile belirtilir.\u003C\u002Fp>\n\n\u003Cp>Doğumda veya doğum sonrasında annenin ölümü halinde, doğum sonrası\nkullanılamayan süreler babaya kullandırılır. Üç yaşını doldurmamış\nçocuğu evlat edinen eşlerden birine veya evlat edinene çocuğun aileye\nfiilen teslim edildiği tarihten itibaren sekiz hafta analık hali izni\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>Kadın işçinin erken doğum yapması halinde ise doğumdan önce\nkullanamadığı çalıştırılmayacak süreler, doğum sonrası sürelere\neklenmek suretiyle kullandırılır. Ancak geç doğum yapması halinde ise\nmevcut doğum tarihi ile gerçekleşmesi gereken doğum tarihi arasındaki\nsüre için miad aşım raporu almalıdır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>Kadın işçilere çocuklarını emzirmeleri için doğumdan itibaren bir\nyıl süreyle, günde toplam bir buçuk saat süt izni verilir. Bu sürenin\nhangi saatler arasında ve kaça bölünerek kullanılacağını işçi kendisi\nbelirler. Bu süre günlük çalışma süresinden sayılır. Ancak süt izni\ntoplu olarak kullandırılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Doğum sonrası analık hâli izninin bitiminden itibaren çocuğunun\nbakımı ve yetiştirilmesi amacıyla ve çocuğun hayatta olması kaydıyla\nkadın işçi ile üç yaşını doldurmamış çocuğu evlat edinen kadın\nveya erkek işçiye istekleri hâlinde birinci doğumda altmış gün, ikinci\ndoğumda yüz yirmi gün, sonraki doğumlarda ise yüz seksen gün süreyle\nhaftalık çalışma süresinin yarısı kadar ücretsiz izin verilir. Çoğul\ndoğum hâlinde bu sürelere otuzar gün eklenir. Çocuğun engelli doğması\nhâlinde bu süre üç yüz altmış gün olarak uygulanır. Personel bu\nhakları kullanırken süt iznine ilişkin hakkını kullanamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İsteği halinde kadın personele, on altı haftalık sürenin\ntamamlanmasından veya çoğul gebelik halinde on sekiz haftalık süreden\nsonra altı aya kadar ücretsiz izin verilir. Bu izin, üç yaşını\ndoldurmamış çocuğu evlat edinme halinde eşlerden birine veya evlat edinene\nverilir. Bu süre, yıllık ücretli izin hakkının hesabında dikkate\nalınmaz.\u003C\u002Fp>\n\n\u003Cp>Personel, doğum izninin bitiminden sonra ya 6 aya kadar ücretsiz izin ya\nda analık hâli izninin bitiminden itibaren yarı zamanlı çalışmayı talep\nedebilecektir. Bu iki izin birlikte kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>Çocuğun ilkokula başladığı yılın Ekim ayı başına kadar kadın\nveya erkek personelden biri kısmi süreli çalışma talebinde bulunabilir.\nEbeveynlerden birinin çalışmaması hâlinde, çalışan eş kısmi süreli\nçalışma talebinde bulunamaz. Üç yaşını doldurmamış bir çocuğu\neşiyle birlikte veya münferiden evlat edinenler de çocuğun fiilen teslim\nedildiği tarihten itibaren bu haktan faydalanır. Kısmi süreli çalışmaya\nbaşlayan personel, aynı çocuk için bir daha bu haktan faydalanmamak üzere\ntam zamanlı çalışmaya dönebilir. Personel bu hakları kullanırken süt\niznine ilişkin hakkını kullanamaz.\u003C\u002Fp>\n\n\u003Cp>Yarım çalışma ve kısmi süreli çalışma esas ve usulleri ilgili\nyönetmelik ve mevzuat kapsamında Banka tarafından düzenlenir. Gebe veya\nemziren kadın günde yedi buçuk saatten fazla çalıştırılamaz.\u003C\u002Fp>\n\n\u003Cp>Gebelik, doğum ve emzirme izinleri konusunda bu sözleşmenin yürürlük\nsüresi içinde gerçekleşebilecek mevzuat değişikliklerini n işçi lehine\nhükümleri üyelere uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>Madde 26: SAĞLIK İZNİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Çalışanların hastalanmaları halinde kendilerine, ilgili sağlık kurumu\nve kuruluşları veya doktorlar tarafından üç ay içerisinde bir defada on\ngüne kadar, ikinci defada on güne kadar verilen sağlık izinleri işverence\naynen sağlık izni şeklinde kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Üç aylık sürenin hesaplanmasında sağlık izninin başladığı gün\n(hastanede yatarak tedavi görülmesi halinde hastaneye yatış günü) dikkate\nalınır. Yirmi günden sonra hastalığı nedeniyle rapor almak zorunluluğu\ndoğarsa, bu raporun devlet hastaneleri veya devlet üniversitesi\nhastanelerinden heyet raporu şeklinde olması gerekir, (Özel hastanelerde\nveya özel üniversite hastanelerinde ameliyat olan çalışana bu hastaneler\ntarafından verilecek olan heyet raporu da geçerli sayılacaktır.) Personel\nheyet raporu alırsa sağlık izinli sayılır, aksi halde hakkında ücretsiz\nizin hükümleri uygulanır. İstirahat raporunun bitim tarihinden önce işe\nbaşlanması durumunda ilgili hekimden işe başlayabilir raporu alınması\ngerekmektedir.\u003C\u002Fp>\n\n\u003Cp>İşveren, sözleşme kapsamındaki her işyerinde ilkyardım için gerekli\nsağlık malzemelerini bulundurur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 27: ÜCRETSİZ İZİN\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışanlara, aşağıda belirtilen hallerde ve yazılı başvuru\nüzerine, gerektiğinde durumu belgelemek ve Genel Müdürlükçe uygun\nbulunmak kaydıyla;\u003C\u002Fp>\n\n\u003Cp>a)Doğum sonrası sendika üyelerinden isteyenlere doğum sonrası\nizinlerinin bitiminden sonra bir yıla kadar,\u003C\u002Fp>\n\n\u003Cp>b)Çalışanların eş ve bakmakla yükümlü oldukları çocukları ile ana\nya da babasının ağır ve uzun süreli hastalığı halinde bir yıla\nkadar,\u003C\u002Fp>\n\n\u003Cp>c)Bankacılık meslek bilgi ve kültürünü geliştirmek, bu konuda\naraştırmalar yapmak veya yabancı dil bilgisini geliştirmek, artırmak için\nyurt dışında sağladığı imkânların değerlendirilmesi amacıyla bir\nyıla kadar,\u003C\u002Fp>\n\n\u003Cp>d)Eşin yurtdışında görevlendirilmesi halinde her defasında bir yıldan\nçok olmamak üzere iki yıla kadar;\u003C\u002Fp>\n\n\u003Cp>e)Genel Müdürlüğün takdirine bağlı olarak kişiye özgü sair\nhallerde takdir edilecek süre kadar, ücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>Ücretsiz izin kullanan personele aynı şartların tekrarı halinde yeniden\nücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>Ücretsiz izin talebi yazılı olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>Ücretsiz izne ayrılanlara ücret, ikramiye, tazminat ve sosyal\nyardımları ödenmez.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesi dönemi içinde altı aya kadar olan ücretsiz izin\nsüreleri için toplu iş sözleşmesi ile kararlaştırılan ücret zamları\nyapılır. Ücretsiz iznin altı ayı aşan bölümü için ise ücret\nzamlarında kıstelyevm uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşverence talepleri üzerine ücretsiz izin verilenler, şartları\nuygunsa, yükselme sınavlarına girebilirler; başarılı oldukları takdirde\nücretsiz iznin bitiminden itibaren yeni unvanları geçerli olur. Ancak\nyükselme için gerekli olan sürelerden ücretsiz izin süreleri\ndüşülür.\u003C\u002Fp>\n\n\u003Cp>Ücretsiz izne ayrılan personel, izin bitiminden itibaren on beş gün\niçinde göreve başlamak için Bankaya müracaat etmezse görevi terk etmiş\nsayılarak iş akdi fesih edilir. Ücretsiz izin dönüşü göreve başlayacak\npersonel, İşveren tarafından öncelikle eski işyerinde, uygun olmaması\nhalinde Banka ihtiyaçları doğrultusunda Bankaca uygun görülen\nişyerlerinden birisinde göreve başlatılabilir. Ancak, görev verilmesine\nrağmen, tebligatın yapılmasından itibaren 15 gün içinde göreve başlamaz\nise iş akdi feshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Madde 28: SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikaca isimleri ve işyerleri en az dört gün önce işverene yazılı\nolarak bildirilmek kaydıyla;\u003C\u002Fp>\n\n\u003Cp>1)Sendikanın ve sendika şubelerinin yönetim, denetim ve disiplin kurulu\nüyelerine toplantıları süresince,\u003C\u002Fp>\n\n\u003Cp>2) Yurt içinde ve\u002Fveya dışında sendika konuları ile ilgili seminer,\nkonferans ve genel kurula katılmaları istenecek sendika üyelerine işin\ndurumu ve olanaklar göz önünde bulundurularak yönetim kurulu, seminer,\nkonferans ve genel kurul toplantıları süresince,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>en çok otuz güne kadar ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sendikanın bütün üyelerine verilecek izinlerin toplamı bir takvim\nyılında 450 gün\u002Fişçiyi geçemez; şu kadar ki, sendika ve sendika\nşubeleri genel kurullarının toplanabilmesi için katılacak yönetici ve\ndelegeler bakımından \"bir takvim yılında 450 gün \u002Fişçiyi geçemez\"\nkuralı uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 29: ASKERLİK GÖREVİ NEDENİYLE SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Niteliği ne olursa olsun askerlik görevinin yerine getirilmesi sebebiyle\ngörevinden ayrılmak zorunda bulunan çalışanların kendi arzularını\nyazılı olarak bildirmek suretiyle;\u003C\u002Fp>\n\n\u003Cp>a)Askerlik görevini tamamladıktan sonra yine bankadaki görevine devam\netmek isteyenlerin askerlikten terhis tarihinden itibaren bir ay içinde\nişverene müracaatları halinde bu istekleri, askerlik görevi süresince\nhizmet akdi askıya alınarak ve kıdem tazminatı askerlikten sonraki\nhizmetleri ile birleştirilerek yerine getirilir.\u003C\u002Fp>\n\n\u003Cp>Bunların ücret ve diğer ödemeleri askerlik sonrası emsallerinin\nseviyesine çıkarılır. Ancak askerlik süresi içinde verilen bilcümle\nikramiyelerden kambiyo, mevduat ve sigorta primlerinden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>Askerlik görevini tamamladıktan sonra bankadaki görevine devam etmek\nistemeyenlerden, iş akitleri İş Kanununun 14'üncü maddesi, 1'inci bendi, 3\nno.lu hükmü uyarınca askerlik görevine başlayacakları tarih itibariyle\nfesih ettiklerini yazılı olarak bildirenlerin kıdem tazminatı ödenir. Bu\nkişilerin her ne nam altında olursa olsun bankaya olan borçları ödenecek\ntazminattan mahsup edilir. Bunlardan askerlik dönüşü bankaya girmek\nisteyenleri işe alıp almamakta işveren serbesttir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 30: TALİM VE MANEVRA İÇİN ASKERE ALINMA HALİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik görevi dışında her ne nedenle olursa olsun askere\nalınanlar bu durumlarını tevsik etmek kaydıyla ücretli izinli\nsayılırlar. Bu süre içinde Milli Savunma Bakanlığı'nca ücret ödenmesi\nhalinde bu ücret ile Bankaca ödenmesi gereken ücret arasındaki fark\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bölüm IV\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 31: DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>(a)Disiplin Kurulu'nun Oluşumu\u003C\u002Fh4>\n\n\u003Cp>Disiplin Kurulu İşveren Banka tarafından bankada çalışan personel\narasından atanacak bir başkan ve iki üye ile sendikanın, sendika\nyöneticileri veya bankada çalışan üyeleri arasından atayacağı üç\nüyeden oluşur.\u003C\u002Fp>\n\n\u003Cp>Taraflar atadıkları üye kadar yedek üye de atarlar. Üyelerin özürleri\nhalinde toplantıya yedekleri katılır.\u003C\u002Fp>\n\n\u003Cp>Kurulda her üyenin bir oyu vardır. Kurul kararları oy çokluğu ile\nalır. Oyların eşitliği halinde başkanın bulunduğu taraf ekseriyeti temin\netmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından seçilen üyeler, sendika üyesi iseler, bunların\nsendika üyeliği sıfatı askıya alınır ve kurulda işvereni temsil\neder.\u003C\u002Fp>\n\n\u003Ch4>(b)Çalışma Şekli\u003C\u002Fh4>\n\n\u003Cp>Disiplin Kurulu, Başkanın daveti üzerine en az dört üye ile\ntoplanır.\u003C\u002Fp>\n\n\u003Cp>Kurula sevk edilen sendika üyelerine ait müfettiş soruşturma raporları\nveya sair soruşturma evrakı ile sicil dosyası ve kendisine isnat olunan\nsuçla ilgili tüm belgeler İnsan Kaynakları Başkanlığınca kurula\nverilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu incelemelerini yaparken, kurula sevk edilmiş olan sendika\nüyesini isteği halinde kendisini dinleyebilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu, gerekli gördüğünde soruşturmanın genişletilmesine\nkarar verebilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu kararları gizlidir. Disiplin Kurulu'nda görüşülen tüm\nhususlarda Disiplin Kurulu üyeleri bu ilkeye uyarak hiçbir şekilde\naçıklamada bulunamazlar.\u003C\u002Fp>\n\n\u003Ch4>(c)Büro ve sekreterlik hizmetleri\u003C\u002Fh4>\n\n\u003Cp>Disiplin Kurulu çalışmalarında gerekli büro ve sekreterlik hizmetleri\nİnsan Kaynakları Başkanlığı'nca görevlendirilecek personel tarafından\nyürütülür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 32: DİSİPLİN KOVUŞTURMASINA İLİŞKİN GENEL İLKE VE\nESASLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-Disiplin Kurulu kararı Genel Müdür veya Banka Yönetim Kurulunca üye\naleyhine değiştirilemez. Şu kadar ki, Disiplin Kurulu'nun oybirliği ile\nverdiği kararları dışında kalan kararların Genel Müdür veya Yönetim\nKurulu tarafından, gerekçesi belirtilerek, tekrar görüşülmesinin\nistenmesi ve Kurulun önceki kararında ısrar etmesi halinde Genel Müdür\nveya Banka Yönetim Kurulu, Disiplin Kurulunca tertip edilen cezayı\ndeğiştirebilir.\u003C\u002Fp>\n\n\u003Cp>2-Disiplin Kurulunca verilecek İşten Çıkarma haricindeki cezalar Genel\nMüdürün onayı ile İşten Çıkarma cezası ise Yönetim Kurulu Kararı ile\nyürürlüğe girer.\u003C\u002Fp>\n\n\u003Cp>3-Uyarma cezası, müfettiş soruşturmasına gerek duyulmaksızın\nbirim\u002Fşubenin en üst düzeydeki yöneticisi veya Genel Müdür\nYardımcılarının teklifi ve Genel Müdürün Onayı ile resen\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>4-Fiil, suç teşkil eden ve ilgili maddelerde sayılan fiillerden herhangi\nbirisine tam olarak uymadığı takdirde Banka menfaatleri ile doğmuş veya\ndoğması muhtemel Banka zararları da göz önüne alınarak personel en\nyakın fiile verilen ceza ile cezalandırılır.\u003C\u002Fp>\n\n\u003Cp>5-Hakkında verilen cezanın kesinleştiği tarihten itibaren bir yıl\niçinde aynı cezayı gerektiren yeni bir fiili işleyen personelin yeni fiili\niçin bu fiilin gerektirdiği cezanın bir derece ağırı olan ceza\nverilir.\u003C\u002Fp>\n\n\u003Cp>6-Personele fiiline uygun veya en yakın cezanın verilmesi esas olmakla\nbirlikte, sonradan meydana gelen olumlu gelişmeler personel lehine dikkate\nalınarak, Disiplin Kurulu tarafından üç alt cezaya kadar öneride\nbulunulabilir.\u003C\u002Fp>\n\n\u003Cp>7-Aynı soruşturma raporunda cezayı gerektiren birden fazla fiil\nbelirtilmiş ve bu fiiller Disiplin Kurulu'nca sabit görülmüş ise, personel\nbu fiillerin gerektirdiği cezaların en ağırı ile cezalandırılır.\u003C\u002Fp>\n\n\u003Cp>8-Sendika üyesinin disiplin cezası ile cezalandırılmış olması\nBankanın uğramış olduğu zararın tazminini isteme veya suç işleyen\nhakkında genel ceza kovuşturması açılması için ilgili kamu makamlarına\nbaşvurma haklarını ortadan kaldırmaz.\u003C\u002Fp>\n\n\u003Cp>9-Yetki veya unvan indirilmesi cezası gerektiren fiilleri 3 yıl\niçerisinde ikinci defa işleyen çalışana bu ceza yerine işten çıkarma\ncezası uygulanır.\u003C\u002Fp>\n\n\u003Cp>10-Uyarma cezasından daha ağır bir ceza verilen sendika üyesi, cezanın\nkendisine tebliğ edildiği tarihten itibaren on gün içinde, hakkında\nverilen cezaya, onay makamı nezdinde bir kez itiraz edebilir. Onay makamı\nnezdinde yapılan itiraz, 4857 sayılı İş Kanunun 20'nci maddesindeki dava\naçma süresini durdurmaz. İtiraz hakkında verilen karar ilgiliye yazılı\nolarak bildirilir. Bu karar kesindir. Uyarma cezasına ise itiraz edilemez.\u003C\u002Fp>\n\n\u003Cp>11-Kesinleşen disiplin cezaları ilgiliye yazılı olarak ve imzası\nkarşılığında tebliğ edilir. İlgili tebellüğden imtina eder ve\nbildirimi imzalamaz ise durum o yerde tutanakla tespit edilir. Bu halde\ntebligat yapılmış sayılır. Bunların dışında tebligat 7201 sayılı\nTebligat Kanunu hükümlerine göre de yapılabilir.\u003C\u002Fp>\n\n\u003Cp>12-Disiplin kovuşturmasında cezalandırmaya konu eylem sonucu meydana\ngelen zararın maddi veya manevi önem derecesi, suçu işleyenin kusur\nderecesi ve kasıt unsuru göz önünde bulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 33: DİSİPLİN CEZALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>UYARMA;\u003C\u002Fstrong> Üyelere, görevinde veya davranışında daha\ndikkatli olması gerektiğinin yazı ile bildirilmesidir. Yükselmeyi\ndurdurmaz.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>KINAMA;\u003C\u002Fstrong> Üyelere, görevinde veya davranışlarında\nkusurlu görüldüğünün yazı ile bildirilmesidir. Yükselmeyi durdurmaz.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>YÜKSELMENİN DURDURULMASI;\u003C\u002Fstrong> Üyenin, bulunduğu unvan\nbakımından yükselmesinin bir yıldan iki yıla kadar durdurulmasıdır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>YETKİ VEYA UNVAN İNDİRİLMESİ;\u003C\u002Fstrong> Yetkili üyenin\nyetkisinin veya unvanının veya her ikisinin birden indirilmesi veya tamamen\nkaldırılmasıdır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İŞTEN ÇIKARMA;\u003C\u002Fstrong> Üyenin bir daha görev verilmemek\nkaydıyla Disiplin Kurulu Kararına istinaden Yönetim Kurulu onayı ile Banka\nile ilişiğinin kesilmesidir. Bu cezayı alan üye cezanın kesinleştiği\ntarihi takiben çalıştığı dönemle ilişkili olarak ödenecek temettü,\njestiyon ve sair ödemelerden yararlandırılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 34: DİSİPLİN KURULU KARARLARINA KARŞI İTİRAZ YOLLARI VE\nKARARLARIN KESİNLEŞMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hakkında uyarma cezasından daha ağır bir ceza uygulanan sendika\nüyesinin Disiplin Kurulu kararına karşı itiraz hakkı vardır. Bu hak\ncezanın ilgiliye tebliğinden itibaren on gün içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>İtiraz mercii ilgili Disiplin Kuruludur, onay makamı İşten Çıkarma\ncezalarında Yönetim Kurulu, diğer cezalarda ise Genel Müdürlük\nMakamıdır.\u003C\u002Fp>\n\n\u003Cp>İtiraz sonucu ilgiliye yazılı olarak bildirilir. Onay makamının itiraz\nüzerine vereceği karar kesindir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 35: DİSİPLİN CEZASINI GEREKTİREN EYLEM VE DAVRANIŞLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)UYARMA\u003C\u002Fh4>\n\n\u003Cp>1-Görevin yerine getirilmesinde kayıtsızlık veya düzensizlik\ngöstermek,\u003C\u002Fp>\n\n\u003Cp>2-Görev yerini temiz ve düzenli tutmamak,\u003C\u002Fp>\n\n\u003Cp>3-Ağırbaşlılığa uymayan hareketlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>4-İş arkadaşlarına veya emri altındakilere kaba veya nezakete aykırı\ndavranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>5-Özürsüz veya izinsiz ayda iki kez göreve geç gelmek veya erken\nayrılmak,\u003C\u002Fp>\n\n\u003Cp>6-Görev ile ilgili evrak ve dosyaların korunmasına dikkat etmemek,\u003C\u002Fp>\n\n\u003Cp>7-İş saatlerinde iş arkadaşlarını gereksiz yere işten alıkoymak veya\niş saatlerinde arkadaş ziyaretinde bulunmak,\u003C\u002Fp>\n\n\u003Cp>8-Kılık kıyafetine görevinin gerektirdiği itinayı göstermemek veya bu\nhususta belirtilen mevzuat hükümlerine aykırı hareket etmek,\u003C\u002Fp>\n\n\u003Cp>9-İşi uzatacak veya israfa neden olacak yazışmalar yapmak,\u003C\u002Fp>\n\n\u003Cp>10-İş sahipleri dışında gelen kişilerle iş saatleri içinde\ngörüşmeyi alışkanlık haline getirmek,\u003C\u002Fp>\n\n\u003Cp>11-Mazereti olmaksızın görev alanındaki yazışmaları imzalamaktan\nkaçınmak.\u003C\u002Fp>\n\n\u003Ch4>B)KINAMA\u003C\u002Fh4>\n\n\u003Cp>1-Usulüne göre başvurulması gereken makamı sebepsiz aşmak,\u003C\u002Fp>\n\n\u003Cp>2-Görevi ile ilgili yazışmalarda saygısız ifade kullanmak,\u003C\u002Fp>\n\n\u003Cp>3-Banka binalarının pis ve çirkin görünmesine sebebiyet vermek veya\nbunları denetlemede ihmal göstermek,\u003C\u002Fp>\n\n\u003Cp>4-Müşterilerle yeterince ilgilenmemek, geçerli bir sebep olmaksızın\nmüşterileri bekletmek,\u003C\u002Fp>\n\n\u003Cp>5-Birlikte çalışılması gereken hallerde özürsüz olarak\nçalışmalara katılmamak veya katıldığı çalışmalarda işbirliğini ve\nahenkli çalışmayı bozacak veya aksatacak davranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>6-Özürsüz veya izinsiz ayda dört kez göreve geç gelmek veya\ngörevinden erken ayrılmak veya ay içinde bir gün göreve gelmemek,\u003C\u002Fp>\n\n\u003Cp>7-Kasıtlı olmasa bile Bankaya ait defter, kayıt ve belgeleri kaybetmek\nveya kaybına sebebiyet vermek,\u003C\u002Fp>\n\n\u003Cp>8-İş arkadaşları ve mahiyetindekilerle geçimsizlik etmek yahut\nastları, üstleri veya iş arkadaşları hakkında yersiz eleştirilerde\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>9-Hizmet dışında Banka mensupluğunun gerektirdiği itibar ve güven\nduygusunu sarsacak durum, tutum ve davranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>10-Banka menfaatlerini korumak amacıyla gerekli emniyet tedbirlerini\nalmamak veya bu husustaki mevzuat hükümlerine aykırı hareket etmek,\u003C\u002Fp>\n\n\u003Cp>11-Tespit edilmesi kaydıyla Bankaya ait taşınır veya taşınmaz malları\nkaybetmek, korunması, kullanılması ve bakımında kayıtsızlık göstermek\nveya düzensiz davranmak,\u003C\u002Fp>\n\n\u003Cp>12-Yer değiştirme, atama, yükselme gibi özlük hakları ile ilgili\nkonularda aracı kullanmak,\u003C\u002Fp>\n\n\u003Cp>13-Onur kırıcı ve çevresinin eleştirisine konu olacak davranışlarda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>14-Genel Müdürlükçe veya mevzuata uygun resmi makamlarca istenilen\nbilgileri zamanında vermemek,\u003C\u002Fp>\n\n\u003Cp>15-Mizanlar, otomasyon günlük vaziyet cetvelleri ve diğer dokümanları\nrisk ve kontrol cetvelleri ve bu gibi müddetli evrakları zamanında\ngöndermemek,\u003C\u002Fp>\n\n\u003Cp>16-Bekçinin görev başında uyuduğunun tespit edilmesi,\u003C\u002Fp>\n\n\u003Cp>17-Hasta olmadığı halde görevinden kaçınmak maksadıyla rapor\nalmak,\u003C\u002Fp>\n\n\u003Cp>18-Şube plasman limitinde, limitin %5'ine kadar (% 5 dahil) veya firma\nkredisinde kredi miktarının % 5'ine kadar (% 5 dahil) depasman yapmak,\u003C\u002Fp>\n\n\u003Cp>19-Çeşitli kurum ve kuruluşlara veya üçüncü kişilere görevi gereği\nsahip olduğu bilgileri Bankanın piyasa değerini olumlu ya da olumsuz yönde\netkileyecek şekilde herhangi bir art niyet ve menfaat temini olmadan\nbilmeyerek açıklamalarda bulunmak, ayrıca gerekli bildirimlerin, herhangi\nbir kasıt olmaksızın zamanında ve doğru olarak yapılamaması nedeniyle\nyetkili kurullar (SPK, Borsa İstanbul A.Ş. vb.) tarafından Banka aleyhine\nbir cezanın verilmesine neden olmak.\u003C\u002Fp>\n\n\u003Cp>20-Bankamız müşterilerinin bilgilerinin yetkisiz kişilerle\npaylaşıldığı yönünde şikayette bulunmaları halinde, Bankamız\npersonelinin söz konusu bilgileri yetkisiz kişilerle paylaştığı hususunda\ntespit yapılamasa dahi, ilgili müşterinin talebi ya da Bankamız mevzuatı\nveya yasal mevzuat gibi geçerli bir gerekçe olmaksızın sorguladığının\ntespit edilmesi,\u003C\u002Fp>\n\n\u003Cp>21-Müşterilerin sadece Banka personelinin girebileceği ya da\nbulunabileceği alanlara girmelerine veya bu alanları ihlal etmelerine\nmüsaade ederek Banka riskine sebebiyet vermek.\u003C\u002Fp>\n\n\u003Cp>22-Bankanın limit, faiz, masraf, komisyon ve benzeri hususlarda yalnızca\nmensuplarına sağladığı imkan, indirim veya avantajlarından başkalarını\nyararlandırmak.\u003C\u002Fp>\n\n\u003Ch4>C)YÜKSELMENİN DURDURULMASI\u003C\u002Fh4>\n\n\u003Cp>1-Görevli olduğu birimin çalışma ahengini bozacak şekilde\narkadaşları ile geçimsizlik çıkarmak veya iş arkadaşlarına karşı\nsuçlamalarda bulunmak ve iddialarınıispatlayamamak veya haksız\nşikâyetlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>2-Üstlerine karşı kaba ve nezakete aykırı davranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>3-İstirahat raporundan yararlanarak işyerinin bulunduğu yerden izinsiz\nayrılmak yahut istirahat raporunda yazılı hastalıkla bağdaşmayacak\nfaaliyetlerde bulunmak ya da yaşantı sürdürmek,\u003C\u002Fp>\n\n\u003Cp>4-Şikâyet ve ihbarları saklamak veya Banka mevzuatına göre gereğini\nyapmamak,\u003C\u002Fp>\n\n\u003Cp>5-Üstleri tarafından verilen usul ve mevzuata uygun emirleri veya mevzuata\ngöre yapılması gereken görevleri haklı bir neden olmaksızın yerine\ngetirmemek,\u003C\u002Fp>\n\n\u003Cp>6-Genel Müdürlüğe bilerek yanlış bilgi vermek veya yalan beyanda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>7-Maksatlı tezkiye vermek,\u003C\u002Fp>\n\n\u003Cp>8-Soruşturma sırasında haklı bir nedene dayanmaksızın tanık\nsıfatıyla ifade vermekten kaçınmak veya kendisinden istenilen belge ve\nvesikaları ibraz etmemek ya da saklamak yahut hangi şekilde olursa olsun\nsoruşturmayı güçleştirmek,\u003C\u002Fp>\n\n\u003Cp>9-Astları veya iş arkadaşlarına karşı onur kırıcı davranışlarda\nbulunmak,\u003C\u002Fp>\n\n\u003Cp>10-Eğlence sınırını aşacak şekilde kumar oynamak,\u003C\u002Fp>\n\n\u003Cp>11-Yalan dolana veya toplum kurallarına aykırı davranışlara başvurarak\nüst, ast ve iş arkadaşlarını maddi ve manevi zarara sokmak veya\nhuzursuzluğa itmek yahut bu tür davranışlarla çalışma ahengini\nbozmak,\u003C\u002Fp>\n\n\u003Cp>12-Saklanması ve müşterilere verilmesi Banka mevzuatı ile özel\nhükümlere bağlanmış çek karnesi ve sair belgeleri gereği gibi saklamamak\nveya bunları yetkisiz kişilere vermek ya da müşterilere usulüne uymadan\nvermek,\u003C\u002Fp>\n\n\u003Cp>13-Ayda iki günden çok dört günden az izinsiz ve özürsüz göreve\ngelmemek,\u003C\u002Fp>\n\n\u003Cp>14-Emri altındakilerden borç almayı alışkanlık haline getirmek,\u003C\u002Fp>\n\n\u003Cp>15-Masraf limitlerinde aşım yapmak veya yetkisiz mubayaada bulunmak,\u003C\u002Fp>\n\n\u003Cp>16-Banka içindeki ve dışındaki yaşantısıyla veya çıkardığı\nolaylarla Banka itibarına gölge düşürmek,\u003C\u002Fp>\n\n\u003Cp>17-Müşterilere karşı, kaba ve saygısız davranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>18-Harp, ihtilal, ayaklanma, yangın gibi olağanüstü hallerde emir\nalmaksızın veya zorunlu bir sebep olmaksızın görevinden ayrılmak,\u003C\u002Fp>\n\n\u003Cp>19-Şube plasman limitinde, limitin % 10'una kadar (% 10 dahil) depasman\nyapmak veya firma kredisinde, kredi miktarının % 10'una kadar (%10 dahil)\ndepasman yapmak,\u003C\u002Fp>\n\n\u003Cp>20-Görev yerinde gerçekleşen suiistimali veya engellenmediği takdirde\nBankamız zararına sebebiyet verecek olan hatalı bir işlemi bildiğinin\nkanıtlanması halinde bunu amirlerine veya ilgili birime bildirmemek.\u003C\u002Fp>\n\n\u003Cp>21-Banka ödüllendirme uygulamalarından yararlanmak amacıyla, gerçeği\nyansıtmayan bilgilerle Genel Müdürlüğü yanıltmaya yönelik işlem yapmak\nveya eylemlerde bulunmak.\u003C\u002Fp>\n\n\u003Ch4>D)YETKİ VEYA UNVAN İNDİRİLMESİ\u003C\u002Fh4>\n\n\u003Cp>1-Müşterilerden doğrudan veya dolaylı olarak iş ve insan ilişkilerinin\ngereği olan hediye ölçüsünü açıkça aşan hediye kabul etmek,\u003C\u002Fp>\n\n\u003Cp>2-Hesapları tutturmak veya bir işlemi gizlemek maksadıyla gerçek dışı\nkayıtlar tesis etmek veya ettirmek,\u003C\u002Fp>\n\n\u003Cp>3-Üstlerine karşı onur kırıcı veya amirlik otoritesini sarsıcı\ndavranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>4-Göreve sarhoş gelmek,\u003C\u002Fp>\n\n\u003Cp>5-Siyasal düşüncelerini işine yansıtmak veya görevin yerine\ngetirilmesinde siyasal düşünce, kişisel yakınlık, antipati, garez veya\nbunlara benzer nedenlerle müşteriler veya Banka mensupları arasında ayrım\nyapmak,\u003C\u002Fp>\n\n\u003Cp>6-Kasten yanlış istihbarat vermek suretiyle Genel Müdürlüğü kredi\nverdirmeye yöneltici tekliflerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>7-Şube plasman limitinde, limitinin % 20'sine kadar (% 20 dahil) depasman\nyapmak veya firma kredisinde, kredi miktarının % 20'sine kadar (% 20 dahil)\ndepasman yapmak,\u003C\u002Fp>\n\n\u003Cp>8-Plasman yönetiminde ileride risk yaratabilecek nitelikte işlemler\nyapmak,\u003C\u002Fp>\n\n\u003Cp>9-Banka bilgi işlem sisteminde kendisine ait kullanıcı kodu ve şifresini\nbaşkasına söylemek, kullandırmak veya dikkatsizlik ve basiretsizlik\ngöstererek yetkisiz kişilerin öğrenmesine neden olmak suretiyle banka\nzararına sebebiyet vermek veya risk doğurucu işlemlere zemin hazırlamak.\u003C\u002Fp>\n\n\u003Cp>10-Görevin ifasında basiretli ve tedbirli hareket etmemek,\u003C\u002Fp>\n\n\u003Cp>11-Banka genelinde duyurulan hırsızlık, dolandırıcılık ve sahtecilik\nolaylarına karşı yayınlanan mevzuat doğrultusunda hareket etmeyerek veya\nalınması gereken tedbirlere aykırı hareket ederek Banka riskine sebebiyet\nvermek,\u003C\u002Fp>\n\n\u003Cp>12-Kasıtlı olarak Bankamız skor sistemlerine yanlış bilgiler girmek\nveya bu bilgileri onaylamak suretiyle müşterilere ödeme gücü üzerinde\nkredi kullandırımına sebebiyet vermek.\u003C\u002Fp>\n\n\u003Ch4>E)İŞTEN ÇIKARMA\u003C\u002Fh4>\n\n\u003Cp>1-Bankanın yetkili organları tarafından verilen görev ve izinler\ndışında her türlü şirket veya ticaret ve sanayi müesseselerinde yahut\nsair resmi veya özel kuruluşlarda görev almak,\u003C\u002Fp>\n\n\u003Cp>2-Bankadan karşılığını istemek üzere gerçek dışı fatura veya\nmasraf belgesi almak,\u003C\u002Fp>\n\n\u003Cp>3-Göreve içkili gelmeyi alışkanlık haline getirmek, görevi başında\niçki içmek ya da görev sırasında uyuşturucu madde kullanmak,\u003C\u002Fp>\n\n\u003Cp>4-Ayda dört gün veya yılda on gün izinsiz veya özürsüz göreve\ngelmemek,\u003C\u002Fp>\n\n\u003Cp>5-Banka müşterileriyle doğrudan veya dolaylı olarak açık veya gizli\nortaklık kurmak,\u003C\u002Fp>\n\n\u003Cp>6-Banka veya müşterilerle ilgili sırları, bilgileri veya belgeleri\nbasına veya yetkili olmayan kişilere vermek.\u003C\u002Fp>\n\n\u003Cp>7-Bankaya ait olan veya Bankaya vedia olarak bırakılmış rehin edilmiş\npara, mal veya kıymetleri zimmetine geçirmek veya bunları çıkar\nsağlayarak ya da sağlamadan başkalarına vermek yahut sair suretlerle Banka\nveya müşterileri aleyhine kendisine çıkar sağlayacak şekilde görevini\nkötüye kullanmak,\u003C\u002Fp>\n\n\u003Cp>8-Banka ile ilgili belge, evrak ve kayıtları herhangi bir maksatla yok\netmek, değiştirmek veya sahte belge düzenlemek\u003C\u002Fp>\n\n\u003Cp>9-Müşterilerden borç para almak,\u003C\u002Fp>\n\n\u003Cp>10-Mevzuata aykırı eylem veya işlemleriyle Bankanın veya herhangi bir\nşubenin bankacılık faaliyetleriyle ilgili yetkilerinin kaldırılmasına\nveya kısıtlanmasına neden olmak,\u003C\u002Fp>\n\n\u003Cp>11-Yasa dışı örgütlere üye olmak veya toplumun genel huzurunu\nkaçıracak yasa dışı faaliyetlere katılmak,\u003C\u002Fp>\n\n\u003Cp>12-Görev ve yetkilerini kötüye kullanarak her ne nam altında olursa\nolsun menfaat sağlamak,\u003C\u002Fp>\n\n\u003Cp>13-Bankaca alacağın tahsili dolayısıyla satılığa çıkarılan\nmalların artırılmasına gerek doğrudan gerekse dolaylı olarak\nkatılmak,\u003C\u002Fp>\n\n\u003Cp>14-Hırsızlık, dolandırıcılık, sahtekârlık yapmak, ırza geçmek\nveya kasten adam öldürmek, zimmet, ihtilas, irtikâp, inancı kötüye\nkullanmak suçlarından birisini işlemiş olmak,\u003C\u002Fp>\n\n\u003Cp>15-Kanuni grev hali dışında hangi amaç, hangi sıfat ve hangi suretle\nolursa olsun, işyerlerinde işi durdurmak veya yavaşlatmak yahut diğer\nçalışanları bu eylemlere teşvik etmek ya da diğer çalışanların\nçalışmalarını engellemek,\u003C\u002Fp>\n\n\u003Cp>16-Bankaya giriş esnasında ya da görev yaptığı süre içerisinde\ngerçeğe uygun olmayan belge veya bilgi vererek Bankayı yanıltmak,\u003C\u002Fp>\n\n\u003Cp>17-Üstlerine, astlarına ve müşterilere karşı fiili tecavüzde veya\nağır hakarette bulunmak ya da silahla tehdit etmek,\u003C\u002Fp>\n\n\u003Cp>18-Kumar oynatmak,\u003C\u002Fp>\n\n\u003Cp>19-Bankacılık Kanunu'nun ilgili maddesinde belirtilen sınırlara kadar\nborçlanılabilmesi dışında Bankadan doğrudan veya dolaylı yollarla\nherhangi bir şekilde usulsüz para almak,\u003C\u002Fp>\n\n\u003Cp>20-Astlarına veya üstlerine karşı ahlak dışı davranışlarda bulunmak\nveya sarkıntılık etmek,\u003C\u002Fp>\n\n\u003Cp>21-Karşılıksız çek, provizyon, havale emri vermek veya karşılığı\nbulunmayan çekleri muameleye kabul etmek suretiyle usulsüz kredi\nkullandırarak Banka zararına sebebiyet vermek,\u003C\u002Fp>\n\n\u003Cp>22-Mevzuatın ve emirlerin öngördüğü yeterli ve geçerli teminat\nsağlanmadan veya Bankanın kredi kullandırma konusundaki usul ve mevzuatına\nuyulmadan, teminat, kefalet, aval, kabul taahhüdü, nakit veya diğer\nşekillerde kredi kullandırmak,\u003C\u002Fp>\n\n\u003Cp>a)Miktarı ne olursa olsun kayıtlara uğratmadan teminat ve kefalet mektubu\nveya kabul taahhüdü vermek, nakden ödemede bulunmak,\u003C\u002Fp>\n\n\u003Cp>b)Şube plasman limitinde, limitin % 20'sini aşan miktarda depasman yapmak\nveya firma kredisinde kredi miktarının % 20'sini aşan miktarda depasman\nyapmak, depasmanın sorumlusu kişiden, yaptığı depasmanın miktar ve\nsüresi ile orantılı olarak cari faiz oranı üzerinden faiz alınabilir.\u003C\u002Fp>\n\n\u003Cp>23-Bilgisayar ve iletişim teknolojilerini kullanarak verilerin alınması,\ngirilmesi, değiştirilmesi ve silinmesi yoluyla, dijital ortamda tutulan\nbelgeler üzerinde değişiklik yapılması, bilgilerin kopyalanması, sisteme\nerişim bilgilerinin ele geçirilmesi suretiyle kendisine çıkar sağlamak\nveya bunları üçüncü kişilere vermek,\u003C\u002Fp>\n\n\u003Cp>24-Bilgisayar ya da iletişim sistemine görev ve yetkisi olmadan erişerek\nsistemi bozmak, yok etmek, değiştirmek veya erişilmez kılmak, sisteme veri\nyerleştirmek, var olan verileri başka bir yere göndermek ve sair yollarla\nzarar vermek,\u003C\u002Fp>\n\n\u003Cp>25- Banka bilgi işlem sistemi, network ağı, telefon santrali, kamera\nsistemleri, her türlü elektronik sistemler ve iletişim araçlarını\nkullanarak çalışma arkadaşlarının, müşterilerin veya 3.şahısların\nözel hayatının gizliliğine müdahale etmek, söz konusu iletişim\naraçlarını Bankamız personelinin, müşterilerin veya 3.şahısların\nkişilik haklarına zarar vermek amacıyla kullanmak ya da internet sayfaları\ne-mail vb. bilgisayar iletişim kanallarıyla üstlerine ya da astlarına\nkarşı hakaret etmek suretiyle çalışma ahengini bozmak veya banka\nitibarını zedelemek,\u003C\u002Fp>\n\n\u003Cp>26-Çeşitli kurum ve kuruluşlara veya üçüncü kişilere görevi gereği\nsahip olduğu bilgileri Bankanın piyasa değerini olumlu ya da olumsuz yönde\netkileyecek şekilde herhangi bir menfaat karşılığında açıklamalarda\nbulunmak ve bilgi vermek, ayrıca gerekli bildirimleri zamanında ve doğru\nolarak yapmayarak yetkili kurullar (SPK, Borsa İstanbul A.Ş. vb.) tarafından\nBanka aleyhine bir cezanın verilmesine neden olmak,\u003C\u002Fp>\n\n\u003Cp>27-Banka bilgi işlem sisteminde başkasına ait kullanıcı kodu ve\nşifresini herhangi bir şekilde öğrenerek, bu kullanıcı kodu ve şifresini\nkullanmak suretiyle Banka zararına sebebiyet vermek veya risk doğurucu\nişlemler yapmak,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>28-Çalışma arkadaşlarına ya da 3.şahıslara cinsel tacizde bulunmak\nveya Banka içi veya dışındaki gayri ahlaki yaşantısı ile Bankamız\nimajının zedelenmesine sebebiyet vermek.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yukarıdaki fıkralarda sayılmayan haller dışında suç teşkil eden bir\nfiilin işlenmesi halinde DİSİPLİN KURULU kıyasen yukarıda belirtilen\ncezalardan birini verebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM V\u003C\u002Fh2>\n\n\u003Ch2>PARASAL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işletmede Toplu İş Sözleşmesiyle belirlenen ücret ve diğer\nödemeler, (aksi bu ödemeleri düzenleyen hükümlerde belirtilmemişse) her\nayın ilk günü ödenir.\u003C\u002Fp>\n\n\u003Cp>Banka, sendika üyesinin talep etmesi halinde, üyeye yaptığı her\nödemenin, miktarını ve kesintilerini gösteren bir ücret pusulasını,\nimzalı veya işverenin işaretini taşıyan bir belge vererek tevsik eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>Madde 37: ÜCRET ZAMMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>A)Birinci yıl 1. 6 Aylık dönem:\u003C\u002Fh4>\n\n\u003Cp>Bankada çalışan personelin Esas Ücretine 01.05.2021 tarihinden geçerli\nolmak üzere unvan bazında ekte (Ek 1) yer alan tutarlarda seyyanen artış\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Yapılacak artış sonrası personelin esas ücretinin unvan bazında\nbelirlenen taban ücretin altında kalması halinde çalışanın esas ücreti\ntaban ücret tutarına yükseltilecektir.\u003C\u002Fp>\n\n\u003Ch4>B)Birinci yıl 2. 6 Aylık dönem:\u003C\u002Fh4>\n\n\u003Cp>01.11.2021tarihinde Bankada çalışan personelin 31.10.2021 tarihindeki\nEsas Ücretine, unvan bazında belirlenen ekte (Ek 1) yer alan tutarlarda\nseyyanen artış yapılacaktır.\u003C\u002Fp>\n\n\u003Ch4>C)İkinci yıl 1. 6 aylık dönem:\u003C\u002Fh4>\n\n\u003Cp>01.05.2022tarihinde Bankamızda çalışan personelin 30.04.2022 tarihindeki\nesas ücretlerine, Türkiye İstatistik Kurumu'nun 2003\u002F100 Temel Yılı\nKentsel Tüketici Fiyatları Türkiye Geneli Nisan 2022 indeksinin Ekim 2021\nayı indeks sayısına göre değişimi oranının (Bu verinin açıklanmaması\nhalinde buna denk gelecek veriler kullanılacaktır.); üzerine +1,5 puan ilave\nedilerek belirlenecek oranda; hesaplanacak bu oranın %3'ten az olması halinde\nise %3 oranında zam uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Unvan bazında belirlenmiş taban ücretlere 01.05.2022 tarihinden itibaren\nikinci yıl 1. 6 aylık dönem için belirlenen ücret zammı oranında zam\nuygulanır.\u003C\u002Fp>\n\n\u003Ch4>D)İkinci yıl 2. 6 aylık dönem:\u003C\u002Fh4>\n\n\u003Cp>01.11.2022tarihinde Bankamızda çalışan personelin 31.10.2022 tarihindeki\nücretlerine, Türkiye İstatistik Kurumu'nun 2003\u002F100 Temel Yılı Kentsel\nTüketici Fiyatları Türkiye Geneli Ekim 2022 indeksinin Nisan 2022 ayı\nindeks sayısına göre değişimi oranının (Bu verinin açıklanmaması\nhalinde buna denk gelecek veriler kullanılacaktır.); üzerine +1,5 puan ilave\nedilerek belirlenecek oranda; hesaplanacak bu oranın %3'ten az olması halinde\nise %3 oranında zam uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Madde 38: İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cp>a)Her işçiye (Ocak, Nisan, Temmuz, Ekim aylarının en geç 15. günü\nödenmek üzere) aylık brüt ücreti (Esas Ücreti ve varsa Yöneticilik\nKıdem Ücreti toplamı dikkate alınarak) tutarında yılda dört ikramiye\nverilir.\u003C\u002Fp>\n\n\u003Cp>b)Üç aylık ikramiye döneminin tamamını çalışmamış olanlara\nikramiyeleri çalıştıkları süre ile orantılı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Ölen üyelerin eş ve çocuklarına ölüm tarihini izleyen ilk ikramiye\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 39: TAZMİNATLAR VE TAZMİNAT ZAMLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Personele 01.05.2021 tarihinden itibaren ekli listede gösterilen tutarlarda\ntazminat ödenir. (Ek:2)\u003C\u002Fp>\n\n\u003Cp>01.05.2022tarihinden itibaren yabancı dil ve lisanslama tazminatları\nhariç olmak üzere tazminatlara ücret zamlarına esas enflasyon oranında ve\nücretin zamlandığı tarih itibari ile zam uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 40: KASA TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren bankada para ödeme veya para tahsil işlerini fiilen yapan ve\nşubelerde bir kişi olarak belirlenen personele, bu göreve baktıkları\nsürece bu görevi üstlendikleri süreyle sınırlı olmak kaydıyla, esas\nücretin %10'u oranında kasa tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>27.12.2017 tarihi itibariyle Bankada \"Para ve Kıymetlerden Sorumlu Memur'\nolarak görev yapan personele bu işleri fiilen yapsalar dahi kasa tazminatı\nödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 41: SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Personele 01.05.2021 tarihinden itibaren ekli listede gösterilen tutarlarda\nödenir. (Ek:2)\u003C\u002Fp>\n\n\u003Cp>Söz konusu sosyal yardımlara 01.05.2022 tarihinden itibaren ücret\nzamlarına esas enflasyon oranında ve ücretin zamlandığı tarih itibari ile\nzam uygulanacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch4>I) Yemek Yardımı \u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>01.05.2021-31.12.2021 tarihleri arasında tüm illerde çalışan personele\nfiilen çalışılan her iş günü için 25 TL üzerinden,\u003C\u002Fp>\n\n\u003Cp>01.01.2022tarihi itibarıyla tüm illerde çalışan personele fiilen\nçalışılan her iş günü için \"193 Sayılı Gelir Vergisi Kanunu' nun 23\u002F8\ninci maddesinde yer alan hizmet erbabına işyeri ve işyeri müştemilatı\ndışında kalan yerlerde yemek verilmek suretiyle sağlanan menfaatlere\nilişkin istisna tutarı\" üzerinden yemek kartı verilmesi suretiyle\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch4>II) Denge Ödeneği\u003C\u002Fh4>\n\n\u003Cp>Personele müktesap hak sayılmamak ve başka bir ödemeyi etkilememek ve\nödeme tarihi itibariyle Bankada çalışmak kaydıyla yılda bir defa Temmuz\n2021 ayında brüt 1.000-TL ve Temmuz 2022 ayında brüt 1.000-TL denge\nödeneği ödenecek olup, yıl içinde ücretsiz izin, sağlık izni, doğum\nraporu, yeni işe başlama vb. nedenlerle çalışmamış olanlara fiili olarak\nçalıştıkları süre ile orantılı olarak kıstelyevm ödeme\nyapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 42: GİYİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Güvenlik şefi, güvenlik görevlisi, bekçi, hizmetli, garaj yetkilisi,\nşoför, aşçı, başgarson, garson, başteknisyen ve teknisyen unvanlı\npersonel ile hukuk müdürlüklerinde dava ve icra takibi yürüten takip\namiri, takip şefi ve takip memuru unvanındaki personel veya unvanı yukarıda\nbelirtilenler olmamakla birlikte fiilen bu işleri yapan personele, işverenin\nbelirleyeceği şartlar ve miktarlarda yılda iki kez giyim yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 43: TEMETTÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Personele, Bankanın kuruluş yasası ve ana sözleşmesi hükümlerine\ngöre her yıl kârından ayrılacak miktarda temettü hissesi ödenir.\nTemettü ödemeleri, personelin aylık brüt ücreti (Esas Ücreti ve varsa\nYöneticilik Kıdem Ücreti toplamı) esas alınarak yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 44: TEŞVİK VE PERFORMANS PRİMİ ÖDEMELERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, çalışanlara Banka Yönetiminin saptayacağı koşullarda,\nperformans primi, jestiyon, sigorta vb. teşvik primi ödeyebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 45: SÜREKLİ ÇALIŞMAYI ÖZENDİRİCİ ÖDÜLLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverence, Bankanın kuruluş günü olan 13 Nisan tarihinde düzenlenecek\nbir tören ile Türkiye Vakıflar Bankasında geçen ve kıdem tazminatı\nsüresine esas olan;\u003C\u002Fp>\n\n\u003Cp>a) 15 yıl hizmeti tamamlamış bulunanlara 10 gr. altın,\u003C\u002Fp>\n\n\u003Cp>b) 20 yıl hizmeti tamamlamış bulunanlara 50 gr. altın, \u003C\u002Fp>\n\n\u003Cp>ödül olarak verilir.\u003C\u002Fp>\n\n\u003Cp>Diğer hallerde ödüllendirme ve\u002Fveya takdirname verilmesinde Ödül ve\nTeşvik Sistemi Yönetmeliği hükümleri uygulanır. 13 Nisan tarihinden sonra\nyukarıda belirlenen süreleri tamamlayanların ödülleri bir sonraki yılda\nverilir. Hizmet süresini arada tamamlayıp vefat edenlere ait ödüller yasal\nmirasçılarına verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 46: KREDİ VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere kredi, Bankacılık Kanunu hükümlerine göre işveren\ntarafından düzenlenecek yönetmelikteki esaslara göre verilebilir.\u003C\u002Fp>\n\n\u003Cp>İkraz kredisi faiz oranı, % 20'den fazla olamaz. Toplu İş Sözleşmesi\ndönemi içerisinde faiz oranlarının düşmesi halinde tekrar görüşülerek\nfaiz oranı yeniden belirlenebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>Madde 47: KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere, İş Kanunu'nda belirtilen \"kıdem tazminatına hak\nkazandıran\" hallerin ortaya çıkmasında her yıl için 40 günlük ücreti\nüzerinden (yasal kıdem tazminatı tavanını aşmamak üzere) yasa\nhükümlerine göre kıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>Hak edilmiş kıdem tazminatının ödenmesinin geciktirilmesi halinde\nmevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 48: FESİH İHBAR SÜRELERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Süreli fesihlerde, 4857 Sayılı İş Kanununun 17'nci maddesinin 2'nci\nfıkrasının (b), (c) ve (d) bentlerindeki bildirim süreleri birer hafta\nartırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 49: ÇALIŞMA BELGESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Banka, işinden ayrılan işçiye yaptığı işi, süresini ve işin\nniteliğini gösterir bir belge verir, bu belgede işten ayrılma ve\u002Fveya\nçıkarma nedenleri de gösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 50: SENDİKA AİDAT KESİNTİSİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üyelerin, Sendika ana tüzüğüne göre ödemekle yükümlü oldukları\naidat miktarı Sendikaca işverene bildirilir.\u003C\u002Fp>\n\n\u003Cp>İşveren herhangi bir ücret talep etmeksizin, Sendikaca bildirilen aidat\ntutarlarını üyelere yapılacak aylık Brüt Ücret toplamından keserek,\nSendikanın göstereceği hesaba yatırır. Kesintileri gösterir liste her\nayın en geç 10'uncu gününe kadar Sendikaya gönderilir.\u003C\u002Fp>\n\n\u003Cp>Sendikaca istenilen yasal aidat ve kesintileri işveren aynen yerine\ngetirmekle yükümlü olup, sorumluluk Sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 51: İŞÇİLERLE İLGİLİ YAYINLARIN SENDİKAYA GÖNDERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerle ilgili konularda çıkardığı genelge, tebliğ,\nsirküler ve tayin ve terfi çizelgeleri gibi yayınlarını Sendikaya\ngöndermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 52: YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi; elli iki madde ve altı ek maddeden\nibaret olup, 01.05.2021 tarihinden itibaren yürürlüğe girer. İki yıl\nsürelidir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ek Madde 1:\u003C\u002Fstrong> Bu sözleşmenin imza tarihi ile yürürlük\ntarihi arasında Bankadan ayrılmış olanlar ve vefatları halinde kanuni\nmirasçıları Sözleşme ile kararlaştırılan parasal haklardan aynen\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ek Madde 2:\u003C\u002Fstrong> İşveren, yaşlılık aylığı almaya hak\nkazanmadan vefat eden üyenin okuyan çocuklarına banka yönetiminin\nbelirleyeceği miktarda öğrenim bursu verir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ek Madde 3:\u003C\u002Fstrong> İşveren, işe almada, hizmet ilişkisi devam\nederken vefat eden üyenin çocuklarına öncelik tanır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ek Madde 4:\u003C\u002Fstrong> Çalışan personelden uyumsuz, verimsiz,\nsürekli rapor alan, işe geç gelip erken ayrılan, ortaklaşa yapılması\ngereken çalışmalara katılmayan vb. davranışları ile huzursuzluk yaratan\npersonelin Bankamıza kazandırılması, iş barışı ve verimi ile personel\narasında çalışma uyumunun artırılması, Bankamız imajına yakışır\nörnek personel yetiştirilmesi amacıyla o birimin ya da şubenin en üst\nyöneticisi ile Müdür Yardımcısı, (yoksa Üst Yetkili, Yetkili, Yetkili\nYrd.) çalıştığı servisin üst unvanında olan personel ile sendika\nişyeri temsilcisi olmak üzere en az dört üyeden oluşan Personel\nDeğerlendirme Komitesi kurulur. Personel Değerlendirme Komitesi, personel\nhakkında olumsuz hareketlerin ne olduğunu belirten bir tutanak düzenleyerek,\nkişiyi yazılı olarak uyarır. Uyarılan personelin durumunda bir düzelme\nolmaz ise tekrar bir tutanak düzenleyerek konuyu Genel Müdürlüğe (İnsan\nKaynakları Başkanlığına) iletir.\u003C\u002Fp>\n\n\u003Cp>Diğer taraftan görevlerinde olağanüstü çaba ve başarı gösteren,\nmüşterilere örnek olacak şekilde iyi davranan, arkadaşlarıyla iyi\ngeçinmeyi ve ekip çalışmalarında istekli ve başarılı olmayı\nalışkanlık haline getiren, banka gelirlerini önemli ölçüde artıracak\nveya masraflardan tasarruf sağlayacak yeni önerilerde bulunan, tahsili\ntehlikeye düşen banka alacaklarını üstün çaba ve gayretle koruyarak,\nzarar ve ziyanı önleyen personele de bu komite tarafından teşekkür\nyazısı verilir ve durum Genel Müdürlüğe iletilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ek Madde 5:\u003C\u002Fstrong> Bu sözleşmenin yürürlük süresi içinde\ngerçekleşebilecek mevzuat değişikliklerinin işçi lehine hükümleri\nüyelere uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>6331 Sayılı İş Sağlığı ve Güvenliği Kanunu'nda belirlenen\nhükümler doğrultusunda; işyerindeki sendika üyelerinin çalışma\nkoşulları ile ilgili olarak taraflar bir araya gelir ve çözüm yolu\nbulur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Ek Madde 6:\u003C\u002Fstrong> Bankanın ihtiyaç duyduğu birim ve şubelerde\nyeterli personel istihdam edilebilmesi ve kurulacak bölge sistemi içerisinde\npersonelin eğitim, tayin ve terfilerinin kurallara bağlanabilmesi için Banka\nYönetimi ile Sendika arasında bir çalışma yapılarak sonucunda yönetmelik\nhazırlanması, çıkan yönetmeliğin de Toplu İş Sözleşmesinin eki\nolması ve Yönetim Kurulu Kararı ile yürürlüğe girmesi konularında\nmutabakata varılmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EK 1\u003C\u002Fh2>\n\n\u003Ch3>MESLEK MEMURLARI GRUBUNDA YER ALAN PERSONEL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>\u003Cstrong>UNVAN\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>\u003Cstrong>01.05.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>\u003Cstrong>01.11.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>MÜDÜR YARDIMCISI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>530 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>830 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>ÜST YETKİLİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>690 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>720 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>UZMAN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>650 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>690 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>YETKİLİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>590 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>620 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>UZMAN YARDIMCISI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>470 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>490 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>YETKİLİ YARDIMCISI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>460 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>480 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>MEMUR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>370 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>390 TL\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\u003Ch3>HUKUK MEMURLARI GRUBUNDA YER ALAN PERSONEL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>\u003Cstrong>UNVAN\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>\u003Cstrong>01.05.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>\u003Cstrong>01.11.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>TAKİP AMİRİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>650 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>680 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>TAKİP ŞEFİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>530 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>550 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>TAKİP MEMURU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>370 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>390 TL\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\u003Ch3>DENETİM GRUBUNDA YER ALAN İÇ KONTROL MÜDÜRLÜĞÜ PERSONEL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>\u003Cstrong>UNVAN\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>\u003Cstrong>01.05.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>\u003Cstrong>01.11.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>YÖNETİCİ KONTROLÖR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>670 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>830 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>KONTROLÖR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>660 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>700 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>KONTROLÖR YARDIMCISI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>510 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>530 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TEKNİK GÖREVLİLER GRUBUNDA YER ALAN PERSONEL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>\u003Cstrong>UNVAN\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>\u003Cstrong>01.05.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>\u003Cstrong>01.11.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>MİMAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>560 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>590 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>MÜHENDİS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>580 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>610 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>BAŞ TEKNİSYEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>650 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>670 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>BAŞ TEKNİKER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>650 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>670 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>TEKNİKER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>400 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>410 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>TEKNİSYEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>620 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>630 TL\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\u003Ch3>SAĞLIK İŞLERİ GÖREVLİLERİ GRUBUNDA YER ALAN PERSONEL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>\u003Cstrong>UNVAN\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>\u003Cstrong>01.05.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>\u003Cstrong>01.11.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>HEMŞİRE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>720 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>740 TL\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\u003Ch3>HİZMET GÖREVLİLERİ GRUBUNDA YER ALAN PERSONEL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>\u003Cstrong>UNVAN\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>\u003Cstrong>01.05.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>\u003Cstrong>01.11.2021 TARİHİNDEN İTİBAREN ESAS\n        ÜCRETLERE UYGULANACAK BRÜT MAKTU ZAM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>GARAJ YETKİLİSİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>690 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>710 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>BAŞ GARSON\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>670 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>690 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>GÜVENLİK ŞEFİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>690 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>710 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>AŞÇI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>710 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>730 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>ŞOFÖR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>660 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>680 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>GARSON\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>370 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>390 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>BEKÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>670 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>690 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>GÜVENLİK GÖREVLİSİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>580 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>600 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"246\">\u003Cp>HİZMETLİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>650 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>670 TL\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>TAZMİNAT VE SOSYAL YARDIM TUTARLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>\u003Cstrong>LİSANSLAMA TAZMİNATLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>\u003Cstrong>TUTAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>TÜREV ARAÇLAR LİSANSI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>303 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>KREDİ DERECELENDİRME UZMANLIĞI LİSANSI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>303 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>SERMAYE PİYASASI FAALİYETLERİ DÜZEY 3 LİSANSI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>240 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>SERMAYE PİYASASI FAALİYETLERİ DÜZEY 2 LİSANSI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>180 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>SERMAYE PİYASASI FAALİYETLERİ DÜZEY 1 LİSANSI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>120 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>\u003Cstrong>\u003Cspan style=\"color:#ffffff\">**************************\u003C\u002Fspan>YABANCI DİL\n        TAZMİNATLARI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>\u003Cstrong>TUTAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"664\">\u003Cp>\u003Cstrong>\u003Cspan style=\"color:#ffffff\">*********************************\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>**\u003C\u002Fspan>İNGİLİZCE\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>A SEVİYESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>1.258 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>B SEVİYESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>785 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>C SEVİYESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>632 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"664\">\u003Cp>\u003Cspan style=\"color:#ffffff\">*******************************\u003Cstrong>*\u003C\u002Fstrong>\u003C\u002Fspan>\u003Cstrong>ALMANCA\n        - FRANSIZCA\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>A SEVİYESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>785 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>B SEVİYESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>551 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>C SEVİYESİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>476 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>\u003Cspan style=\"color:#ffffff\">********************************\u003C\u002Fspan>\u003Cstrong>SOSYAL\n        YARDIMLAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>\u003Cstrong>TUTAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"664\">\u003Cp>\u003Cspan style=\"color:#ffffff\">***********************************\u003C\u002Fspan>\u003Cstrong>MESKEN\n        TAZMİNATI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>İSTANBUL (GEBZE-DİLOVASI DAHİL)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>1.931 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>BÜYÜKŞEHİR BELEDİYE STATÜSÜ KAZANMIŞ OLAN\n        İLLERDE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>722 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>DİĞER İLLERDE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>555 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>\u003Cstrong>DOĞUM YARDIMI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>690 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>\u003Cstrong>EVLENME YARDIMI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>1.101 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"664\">\u003Cp>\u003Cspan style=\"color:#ffffff\">************************\u003Cstrong>*\u003C\u002Fstrong>\u003C\u002Fspan>\u003Cstrong>ÖLÜM\n        VE MALULLÜK YARDIMI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>ÖLEN PERSONELİN KANUNİ MİRASÇILARINA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>2.048 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>EŞİ, ÇOCUK VE BAKMAKLA YÜKÜMLÜ OLDUĞU ANA VE\n        BABASI ÖLEN PERSONELE\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cp>1.640 TL\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>MALÜL KALANLARA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>1.640 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>\u003Cstrong>AFET YARDIMI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>1.640 TL\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\n",{"cbadate_start":42,"cbamemtrad":45,"trainingprogrammes":49,"pensionfund":53,"disabilityfund":57,"contracttrial":60,"sicknesspay":64,"healthandsafetypolicy":68,"funeralpay":72,"funeralpayamount":76,"paidmaternityleave":79,"WORKFAM_trigger":83,"pregnancy":86,"nursingmothers":90,"marriage":93,"deathrelatives":96,"paidpaternityleave":100,"discrimination":104,"sexualhar":108,"WORKHOURS_trigger":112,"hourspday_select":115,"PAIDLEAV_trigger":119,"schedulesrestpw":123,"TRADEUNLEAV_trigger":127,"tradeunleavdays":130,"PAYSCALES_trigger":134,"STRUCINCR_trigger":137,"ONCEONLY_trigger":141,"ONCERISE_trigger":145,"incidentalbonusdate":148,"OVERTIME_trigger":152,"overtimeallowanceperc1_general":155,"SUNDAY_trigger":159,"SENIOR_trigger":163,"MEALALL_trigger":166},{"bindId":43,"name":44,"text":44},"cbadate_start","Yürürlük : 01.05.2021 – 30.04.2023",{"bindId":46,"name":47,"text":48},"cbamemtrad","Bu işletme Toplu İş Sözleşmesinin tarafl","Bu işletme Toplu İş Sözleşmesinin tarafları, TÜRKİYE VAKIFLAR\nBANKASI T.A.O. ile BANKA FİNANS VE SİGORTA İŞÇİLERİ SENDİKASI\n(BASS)'dır.",{"bindId":50,"name":51,"text":52},"trainingprogrammes","Bankamız tarafından personele atanmış ol","Bankamız tarafından personele atanmış olan eğitimlerin, sistem\nüzerinden eğitim süresi kadar Banka İçi Eğitim İzni olarak girilmesi\ngerekmektedir.",{"bindId":54,"name":55,"text":56},"pensionfund","İşveren Bankaca, Bankanın ve\u002Fveya Türkiy","İşveren Bankaca, Bankanın ve\u002Fveya Türkiye Vakıflar Bankası T.A.O.\nMemur ve Hizmetlileri Emekli ve Sağlık Yardım Sandığı Vakfı ve\u002Fveya\nVakıfbank Personeli Özel Sosyal Güvenlik Vakfı iştiraklerinde geçici\nolarak görevlendirilen kapsam içi personelin hakları İşveren banka\ntarafından belirlenecektir.",{"bindId":58,"name":59,"text":59},"disabilityfund","Madde 26: SAĞLIK İZNİ",{"bindId":61,"name":62,"text":63},"contracttrial","Madde 8: BANKAYA ALINAN PERSONELİN DENEM","Madde 8: BANKAYA ALINAN PERSONELİN DENEME SÜRELERİ İLE BU SÜRE\nİÇERİSİNDE HİZMET SÖZLEŞMESİ FESİHLERİ",{"bindId":65,"name":66,"text":67},"sicknesspay","Çalışanların hastalanmaları halinde kend","Çalışanların hastalanmaları halinde kendilerine, ilgili sağlık kurumu\nve kuruluşları veya doktorlar tarafından üç ay içerisinde bir defada on\ngüne kadar, ikinci defada on güne kadar verilen sağlık izinleri işverence\naynen sağlık izni şeklinde kullandırılır.",{"bindId":69,"name":70,"text":71},"healthandsafetypolicy","6331 Sayılı İş Sağlığı ve Güvenliği Kanu","6331 Sayılı İş Sağlığı ve Güvenliği Kanunu'nda belirlenen\nhükümler doğrultusunda; işyerindeki sendika üyelerinin çalışma\nkoşulları ile ilgili olarak taraflar bir araya gelir ve çözüm yolu\nbulur.",{"bindId":73,"name":74,"text":75},"funeralpay","EŞİ, ÇOCUK VE BAKMAKLA YÜKÜMLÜ OLDUĞU AN","EŞİ, ÇOCUK VE BAKMAKLA YÜKÜMLÜ OLDUĞU ANA VE\n        BABASI ÖLEN PERSONELE",{"bindId":77,"name":78,"text":78},"funeralpayamount","1.640 TL",{"bindId":80,"name":81,"text":82},"paidmaternityleave","Kadın işçilerin doğumdan önce sekiz ve d","Kadın işçilerin doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam on altı haftalık süre için çalıştırılmamaları\nesastır. Çoğul gebelik halinde doğumdan önce çalıştırılmayacak sekiz\nhaftalık süreye iki hafta süre eklenir. Ancak, sağlık durumu uygun olduğu\ntakdirde, doktorun onayı ile kadın işçi isterse doğumdan önceki üç\nhaftaya kadar işyerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası sürelere eklenir.",{"bindId":84,"name":85,"text":85},"WORKFAM_trigger","Madde 25: DOĞUM, EMZİRME ve GEBELİK İZNİ",{"bindId":87,"name":88,"text":89},"pregnancy","Kadın işçilere çocuklarını emzirmeleri i","Kadın işçilere çocuklarını emzirmeleri için doğumdan itibaren bir\nyıl süreyle, günde toplam bir buçuk saat süt izni verilir. Bu sürenin\nhangi saatler arasında ve kaça bölünerek kullanılacağını işçi kendisi\nbelirler. Bu süre günlük çalışma süresinden sayılır. Ancak süt izni\ntoplu olarak kullandırılamaz.\n\nDoğum sonrası analık hâli izninin bitiminden itibaren çocuğunun\nbakımı ve yetiştirilmesi amacıyla ve çocuğun hayatta olması kaydıyla\nkadın işçi ile üç yaşını doldurmamış çocuğu evlat edinen kadın\nveya erkek işçiye istekleri hâlinde birinci doğumda altmış gün, ikinci\ndoğumda yüz yirmi gün, sonraki doğumlarda ise yüz seksen gün süreyle\nhaftalık çalışma süresinin yarısı kadar ücretsiz izin verilir. Çoğul\ndoğum hâlinde bu sürelere otuzar gün eklenir. Çocuğun engelli doğması\nhâlinde bu süre üç yüz altmış gün olarak uygulanır. Personel bu\nhakları kullanırken süt iznine ilişkin hakkını kullanamaz.",{"bindId":91,"name":88,"text":92},"nursingmothers","Kadın işçilere çocuklarını emzirmeleri için doğumdan itibaren bir\nyıl süreyle, günde toplam bir buçuk saat süt izni verilir. Bu sürenin\nhangi saatler arasında ve kaça bölünerek kullanılacağını işçi kendisi\nbelirler. Bu süre günlük çalışma süresinden sayılır. Ancak süt izni\ntoplu olarak kullandırılamaz.",{"bindId":94,"name":95,"text":95},"marriage","-Evlenme halinde beş iş günü,",{"bindId":97,"name":98,"text":99},"deathrelatives","-Annesinin, babasının, kardeşlerinin, eş","-Annesinin, babasının, kardeşlerinin, eşinin, çocuklarının,\ntorunlarının ya da eşinin annesinin veya babasının ölümü halinde beş\niş günü, bunların kazaya uğraması veya ağır hasta olması halinde iki\niş günü,",{"bindId":101,"name":102,"text":103},"paidpaternityleave","-Eşinin doğum yapması halinde beş iş gün","-Eşinin doğum yapması halinde beş iş günü,",{"bindId":105,"name":106,"text":107},"discrimination","Toplu iş sözleşmesi hükümleri, sendika ü","Toplu iş sözleşmesi hükümleri, sendika üyelerine cinsiyet ayrımı\ngözetilmeksizin eşit şekilde uygulanır.",{"bindId":109,"name":110,"text":111},"sexualhar","28-Çalışma arkadaşlarına ya da 3.şahısla","28-Çalışma arkadaşlarına ya da 3.şahıslara cinsel tacizde bulunmak\nveya Banka içi veya dışındaki gayri ahlaki yaşantısı ile Bankamız\nimajının zedelenmesine sebebiyet vermek.",{"bindId":113,"name":114,"text":114},"WORKHOURS_trigger","ÇALIŞMA KOŞULLARI",{"bindId":116,"name":117,"text":118},"hourspday_select","İşyerinde çalışma saatleri sabah 9.00 -1","İşyerinde çalışma saatleri sabah 9.00 -12.30, öğleden sonra 13.30 -\n18.00'dir.",{"bindId":120,"name":121,"text":122},"PAIDLEAV_trigger","a)Hizmet süresi bir yıldan beş yıla kada","a)Hizmet süresi bir yıldan beş yıla kadar (beş yıl dâhil) olanlara on\naltı iş günü,",{"bindId":124,"name":125,"text":126},"schedulesrestpw","Ulusal bayram ve genel tatil günleri yas","Ulusal bayram ve genel tatil günleri yasada belirlenen günlerdir. Hafta\ntatili cumartesi ve pazar günüdür.Š",{"bindId":128,"name":129,"text":129},"TRADEUNLEAV_trigger","Madde 28: SENDİKAL İZİNLER",{"bindId":131,"name":132,"text":133},"tradeunleavdays","en çok otuz güne kadar ücretli izin veri","en çok otuz güne kadar ücretli izin verilir.",{"bindId":135,"name":136,"text":136},"PAYSCALES_trigger","Madde 37: ÜCRET ZAMMI",{"bindId":138,"name":139,"text":140},"STRUCINCR_trigger","A)Birinci yıl 1. 6 Aylık dönem: Bankada ","A)Birinci yıl 1. 6 Aylık dönem:\n\nBankada çalışan personelin Esas Ücretine 01.05.2021 tarihinden geçerli\nolmak üzere unvan bazında ekte (Ek 1) yer alan tutarlarda seyyanen artış\nyapılacaktır.\n\nYapılacak artış sonrası personelin esas ücretinin unvan bazında\nbelirlenen taban ücretin altında kalması halinde çalışanın esas ücreti\ntaban ücret tutarına yükseltilecektir.\n\nB)Birinci yıl 2. 6 Aylık dönem:\n\n01.11.2021tarihinde Bankada çalışan personelin 31.10.2021 tarihindeki\nEsas Ücretine, unvan bazında belirlenen ekte (Ek 1) yer alan tutarlarda\nseyyanen artış yapılacaktır.\n\nC)İkinci yıl 1. 6 aylık dönem:\n\n01.05.2022tarihinde Bankamızda çalışan personelin 30.04.2022 tarihindeki\nesas ücretlerine, Türkiye İstatistik Kurumu'nun 2003\u002F100 Temel Yılı\nKentsel Tüketici Fiyatları Türkiye Geneli Nisan 2022 indeksinin Ekim 2021\nayı indeks sayısına göre değişimi oranının (Bu verinin açıklanmaması\nhalinde buna denk gelecek veriler kullanılacaktır.); üzerine +1,5 puan ilave\nedilerek belirlenecek oranda; hesaplanacak bu oranın %3'ten az olması halinde\nise %3 oranında zam uygulanacaktır.\n\nUnvan bazında belirlenmiş taban ücretlere 01.05.2022 tarihinden itibaren\nikinci yıl 1. 6 aylık dönem için belirlenen ücret zammı oranında zam\nuygulanır.\n\nD)İkinci yıl 2. 6 aylık dönem:\n\n01.11.2022tarihinde Bankamızda çalışan personelin 31.10.2022 tarihindeki\nücretlerine, Türkiye İstatistik Kurumu'nun 2003\u002F100 Temel Yılı Kentsel\nTüketici Fiyatları Türkiye Geneli Ekim 2022 indeksinin Nisan 2022 ayı\nindeks sayısına göre değişimi oranının (Bu verinin açıklanmaması\nhalinde buna denk gelecek veriler kullanılacaktır.); üzerine +1,5 puan ilave\nedilerek belirlenecek oranda; hesaplanacak bu oranın %3'ten az olması halinde\nise %3 oranında zam uygulanacaktır.",{"bindId":142,"name":143,"text":144},"ONCEONLY_trigger","II) Denge Ödeneği Personele müktesap hak","II) Denge Ödeneği\n\nPersonele müktesap hak sayılmamak ve başka bir ödemeyi etkilememek ve\nödeme tarihi itibariyle Bankada çalışmak kaydıyla yılda bir defa Temmuz\n2021 ayında brüt 1.000-TL ve Temmuz 2022 ayında brüt 1.000-TL denge\nödeneği ödenecek olup, yıl içinde ücretsiz izin, sağlık izni, doğum\nraporu, yeni işe başlama vb. nedenlerle çalışmamış olanlara fiili olarak\nçalıştıkları süre ile orantılı olarak kıstelyevm ödeme\nyapılacaktır.",{"bindId":146,"name":147,"text":147},"ONCERISE_trigger","Madde 38: İKRAMİYE",{"bindId":149,"name":150,"text":151},"incidentalbonusdate","a)Her işçiye (Ocak, Nisan, Temmuz, Ekim ","a)Her işçiye (Ocak, Nisan, Temmuz, Ekim aylarının en geç 15. günü\nödenmek üzere) aylık brüt ücreti (Esas Ücreti ve varsa Yöneticilik\nKıdem Ücreti toplamı dikkate alınarak) tutarında yılda dört ikramiye\nverilir.\n\nb)Üç aylık ikramiye döneminin tamamını çalışmamış olanlara\nikramiyeleri çalıştıkları süre ile orantılı olarak ödenir.",{"bindId":153,"name":154,"text":154},"OVERTIME_trigger","Madde 15: FAZLA ÇALIŞMA ÜCRETİ",{"bindId":156,"name":157,"text":158},"overtimeallowanceperc1_general","Bu sözleşmenin 17. maddesinde belirtilen","Bu sözleşmenin 17. maddesinde belirtilen günlerde yapılan\nçalışmalarda fazla çalışma ücreti, yukarıdaki fıkrada bulunan\nmiktarın % 100 fazlasıdır; 17. madde ile belirli günlerde yapılan\nçalışmalarda iki saatin altındaki süreler için iki saat karşılığı;\niki saatin üzerindeki çalışmalarda ise tam gün karşılığı fazla mesai\nücreti ödenir.",{"bindId":160,"name":161,"text":162},"SUNDAY_trigger","Madde 17: ULUSAL BAYRAM VE GENEL TATİL G","Madde 17: ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE ÇALIŞMA\n\n\n\nUlusal bayram ve genel tatil günlerinde çalışma yapılması halinde\nçalışanlara, çalıştıkları günlerin ücretleri bir kat fazlasıyla\nödenir.",{"bindId":164,"name":165,"text":165},"SENIOR_trigger","Madde 47: KIDEM TAZMİNATI",{"bindId":167,"name":168,"text":168},"MEALALL_trigger","I) Yemek Yardımı ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TÜRKİYE VAKIFLAR BANKASI T.A.O. 25. DÖNEM TOPLU İŞ SÖZLEŞMESİ 01.05.2021-30.04.2023 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2021-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-04-30\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: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Bankalar\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → 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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \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: → 80 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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\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 1640.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\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: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → 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: → Evet\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 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: → 30.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2021-05\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                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