[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Fturkiye-vakiflar-bankasi-t-a-o-banka-finans-ve-sigorta-iscileri-sendikasi-bass-01-05-2023-30-04-2025":3,"menu:\u002Ftr-tr:":197,"sites:htmlblocks":362,"subsites":1801,"footer:root":5364,"cite-subsites":5462,"suggested:root":5939,"cite-footer:root":5943},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":177,"content_type_view":178,"extra_breadcrumbs":179,"body":181,"body_blocks":192,"related_pages":196},3647,"toplu-is-sozlesmesi","Toplu İş Sözleşmeleri",null,"","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi","collective_agreements.collectiveagreementoverview","tr_TR","\u002Fcms\u002Fpages\u002F3647\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Türkiye","tr-tr",{"title":18,"slug":19},"Türkiye’de Çalışmak","turkiye-de-calismak",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002F","index, follow","website","summary_large_image","2025-08-14T08:35:38.214461+02:00","2026-04-02T13:36:54.349979+02:00",{"cba":30,"clauses":41,"details":175,"translations":176},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"turkiye-vakiflar-bankasi-t-a-o-banka-finans-ve-sigorta-iscileri-sendikasi-bass-01-05-2023-30-04-2025","378bc876-5efe-11ef-8f6b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fturkiye\u002Fturkiye-vakiflar-bankasi-t-a-o-banka-finans-ve-sigorta-iscileri-sendikasi-bass-01-05-2023-30-04-2025\u002Fturkiye-vakiflar-bankasi-t-a-o-banka-finans-ve-sigorta-iscileri-sendikasi-bass-01-05-2023-30-04-2025\u002F","Türkiye Vakıflar Bankası T.A.O.  Banka Finans ve Sigorta İşçileri Sendikası (BASS)  01.05.2023 – 30.04.2025","Türkiye Vakıflar Bankası T.A.O. Banka Finans ve Sigorta İşçileri Sendikası (BASS) 01.05.2023 – 30.04.2025 - 2023","Turkey - Türkiye Vakıflar Bankası T.A.O. Banka Finans ve Sigorta İşçileri Sendikası (BASS) 01.05.2023 – 30.04.2025 - 2023","Türkiye Vakıflar Bankası T.A.O. Banka Finans ve Sigorta İşçileri Sendikası (BASS) 01.05.2023 – 30.04.2025 - 2023 - Financial services, banking, insurance",{"name":39,"data":40},"26.-DONEM-TOPLU-IS-SOZLESMESI.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>26.-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. 26. 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>İş Sendikası : Banka Finans ve Sigorta İşçileri Sendikası (BASS)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>Yürürlük : 01.05.2023 – 30.04.2025\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi : 27.04.2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bölüm I GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>Madde 1: TARAFLAR\u003C\u002Fh3>\n\n\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>\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. Toplu iş sözleşmesinden, taraf işçi 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, Yönetici Hukuk Danışmanı, Hukuk Danışmanları,\nHukuk Danışman Yardımcıları, Müdürler veya Müdürlük görevini\nyürütmek üzere görevlendirilenler, Bağlı Şube Müdürlüğü görevi\nverilenler, Teftiş Kurulu Başkan Yardımcıları, Baş Müfettiş, BT Baş\nMüfettişi, Müfettiş, BT Müfettişi, Müfettiş Yardımcıları, BT\nMüfettiş Yardımcısı, Teknik Müdür, Yurtdışı şubelerde çalışanlar,\nAvukatlar ve Sağlık Görevlileri (hemşire unvanlılar hariç) ile Bilişim\nTeknolojileri (BT) Görevlileri unvan grubunda çalışan tüm personel bu\nsözleşmenin 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\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\u003Ch3>Madde 6: İŞYERİ SENDİKA TEMSİLCİLERİ, GÖREVLERİ, TEMSİLCİLİK\nTEMİNATI VE TEMSİLCİLİK ODASI\u003C\u002Fh3>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\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>\u003C\u002Fdiv>\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, b) Ehliyetlerinin mahkemece geri alınmış olması durumunda,\nehliyetin iade edildiği tarihten itibaren yedi gün içinde, başvurmaları\nhalinde eski işlerine alınırlar. Altı aydan fazla süren hükümlülük\nveya tutukluluk halinde tekrar işe başlatma işverenin takdirine\nbağlıdır.\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>\n\n\u003Ch3>Madde 12: ÇALIŞMA SAATLERİ\u003C\u002Fh3>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>Bu uygulama haftanın ilk beş günü devam eder.\u003C\u002Fp>\u003C\u002Fdiv>\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>Cumhurbaşkanlığı Kabinesi veya Bankalar Birliği tarafından ülke\ngenelindeki bankacılık sektöründe faaliyet gösteren bankaların çalışma\nsaatlerinde yeni bir düzenlemeye gidilmesi durumunda, buna paralel\ndüzenlemeler İşveren ve Sendika tarafından yapılır.\u003C\u002Fp>\n\n\u003Cp>Yarım çalışma, kısmi süreli çalışma, uzaktan çalışma modeli ve\nhibrit çalışma modeli ile ilgili yapılacak çalışma düzenlemelerinde\nesas ve usullerle ilgili yönetmelik ve mevzuat Sendika görüşü alınarak,\nBanka tarafından düzenlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 13: ÇALIŞILMIŞ GİBİ SAYILAN HALLER VE SURELER\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\u003Ch2>Madde 14: FAZLA ÇALIŞMA\u003C\u002Fh2>\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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" 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 130,00.-TL den az olamaz.\nSaat kesirleri için de aynı esaslar uygulanır. Saat başına düşen\nücretin kuruş kesirleri liraya tamamlanır.\u003C\u002Fp>\n\n\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>\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-SCHEDULE_trigger\">\u003Cp>Ulusal bayram ve genel tatil günleri yasada belirlenen günlerdir.\nCumartesi günü akdi tatildir, pazar günü hafta tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Madde 17: ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE ÇALIŞMA\u003C\u002Fh3>\u003C\u002Fdiv>\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>\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 başlamak\nzorundadır.\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 isteyenlerden 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 yıl Bankanın belirlediği dönemlerde\ndeğerlendirmeye alınır. Bu nedenle nakil talebi olan personel mazeretlerini\n\u002F gerekçelerini ve nakil istediği yerleri belirterek İnsan Kaynakları\nsistemi üzerinden giriş yapmak suretiyle tayin talebini iletebilir.\nBelirtilen dönemler dışında kalan zamanlarda zorunlu haller nedeniyle (eş\ndurumu, sağlık vb.) sonradan gelen taleplerin değerlendirilmesinde İşveren\nBanka yetkilidir. Bankaca tayinlerde, zorunlu haller hariç olmak üzere,\nbelirtilen 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\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>\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>İş bu Toplu İş Sözleşmesi kapsamında 01.05.2023 tarihinden sonra\nyürürlüğe girmek üzere uygulanacak \"ücret” kavramları aşağıda\nbelirtilmiş ve tanımlanmıştır.\u003C\u002Fp>\n\n\u003Cp>Esas Ücret: Çalışanın her türlü tazminat, tahsisat, ödenek, yardım\nvb. yan ödemeleri hariç olmak üzere almakta olduğu temel ücrettir. Unvan\nKıdemi Taban Ücreti: Çalışanın unvan ve unvanda bekleme sürelerine göre\nbelirlenen en düşük esas ücrettir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Madde 23: YILLIK ÜCRETLİ İZİN\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren bankaca verilecek yıllık 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; 01.01.2023 tarihinden itibaren geçerli olmak üzere, Bankada\nbir tam hizmet yılını dolduranlara, doldurdukları tarihten başlamak\nüzere, o takvim yılı içinde 4857 sayılı İş Kanunu'nun 53'üncü maddesi\ndoğrultusunda ücretli izin verilir. Buna göre;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\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 iki\niş günü,\u003C\u002Fp>\n\n\u003Cp>c)Hizmet süresi on beş yıl (dâhil) ve daha fazla olanlara yirmi altı\niş günü yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>01.01.2023 tarihinden itibaren geçerli olmak üzere, ücretli izine\nrastlayan genel tatil, akdi tatil, hafta tatili, ulusal bayram ve dini bayram\ngünleri izin sürelerinden sayılmaz.\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 izinlerin kullanılması zorunlu olup, yıllık izinlerin tamamı\nbir defada veya uygun görülmesi halinde bir bölümü on günden az olmamak\nüzere bölümler halinde kullanılabilir. Yıllık 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-marriageleave\">\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\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>-Annesinin, babasının, kardeşlerinin, eşinin, çocuklarının,\ntorunlarının vefatı halinde yedi iş günü, bunların kazaya uğraması\nveya ağır hasta olması halinde iki iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>-Eşinin annesinin veya babasının vefatı halinde üç iş günü,\nbunların kazaya uğraması veya ağır hasta olması halinde iki iş\ngünü,\u003C\u002Fp>\n\n\u003Cp>-Büyükanne ve Büyükbabasının vefatı halinde üç iş günü,\u003C\u002Fp>\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 iş gününe\nkadar,\u003C\u002Fp>\n\n\u003Cp>-Aynı il sınırlarında ev değiştirme halinde iki iş günü,\u003C\u002Fp>\n\n\u003Cp>-3 Aralık Dünya Engelliler gününde, tüm engelli çalışanlara 1 iş\ngünü,\u003C\u002Fp>\n\n\u003Cp>Ücretli idari izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>-Çalışanların belgelendirmesi kaydıyla, yetkili makamlarca\nuluslararası spor müsabakalarında sporcu olarak görevlendirilen\nçalışanlar, görev yaptıkları birimin onayı ile bu süreler içerisinde\n(herhangi bir ücret, gündelik konaklama, yol gideri ödenmemek kaydıyla)\ngörevli sayılır. Bu süreler yıllık ücretli izinlerinden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cp>- Olumsuz hava koşulları nedeni ile ayrıca bir talimat ve talebe gerek\nkalmadan, bulundukları ilin valisi tarafından açıklanan kararlar\ndoğrultusunda, tüm engelli ve hamile çalışanlar ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>-Şehit dul ve yetimleri ile anne, baba ve kardeşleri 18 Mart Şehitler\nGününde, malul gaziler ve eşleri ise 19 Eylül Gaziler gününde ücretli\nizinli sayılır.\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 iş gününe kadar 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.\nMazeret izinleri yıllık izinlerden mahsup edilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\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-paidmaternityleaveduration\">\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-maternity_nursing_breaks_duration\">\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>\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.\u003C\u002Fp>\n\n\u003Cp>Gebe veya emziren kadın günde yedi buçuk saatten fazla\nçalıştırılamaz.\u003C\u002Fp>\n\n\u003Cp>Gebelik, doğum ve emzirme izinleri konusunda bu sözleşmenin yürürlük\nsüresi içinde gerçekleşebilecek mevzuat değişikliklerinin işçi lehine\nhükümleri üyelere uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>Madde 26: SAĞLIK İZNİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\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>\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 heyet raporu veya en az 3 farklı doktor imzalı sağlık\nraporu şeklinde olması gerekir. Personel heyet raporu alırsa sağlık izinli\nsayılır, aksi halde hakkında ücretsiz izin hükümleri uygulanır.\nİstirahat raporunun bitim tarihinden önce işe başlanması durumunda ilgili\nhekimden işe başlayabilir raporu alınması gerekmektedir.\u003C\u002Fp>\n\n\u003Cp>İşveren, sözleşme kapsamındaki her işyerinde ilk yardım için gerekli\nsağlık malzemelerini bulundurur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 27: REFAKATÇİ SAĞLIK İZNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışana, bakmakla yükümlü olduğu anne, baba, eş ve\nçocukları\u002Fevlatlıkları ile kardeşlerinden birinin ağır kaza geçirmesi\nveya önemli bir hastalığa yakalanması halinde, bunlardan birinin hastanede\ntedavi edilmesi ve refakat edilmediği takdirde hayatının tehlikeye girecek\nolması durumunda ve bu durum doktor raporuyla belgelendirildiği takdirde, 1\ntakvim yılı içinde toplam yirmi gün refakatçi sağlık izni\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>18 yaşını doldurmamış çocuklar için refakatçi kalınmasının\ntıbben lüzum görülmesi şartı aranmaz.\u003C\u002Fp>\n\n\u003Cp>Ancak bu haktan faydalanabilmek için refakat edilen çocuğun hastanede\nkaldığı tedavi tarihlerini bildiren belge\u002Fraporun ibraz edilmesi\ngerekmektedir.\u003C\u002Fp>\n\n\u003Cp>7 yaşın altındaki çocukları bu durumda olan Banka çalışanı anne ve\nbabanın her ikisine de ayrı ayrı veya birlikte refakatçi sağlık izni\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 28: 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\u003C\u002Fp>\n\n\u003Cp>f)Bedelli askerlik hizmetini yerine getiren çalışanlara askerlik süresi\nkadar, 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>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, ücretsiz izin bitiş tarihinden itibaren 15 gün içinde göreve\nbaşlamaz ise iş akdi feshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Madde 29: 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\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, en çok otuz güne kadar\nücretli 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 30: 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>Askerlik görevini tamamladıktan sonra yine bankadaki görevine devam etmek\nisteyenlerin askerlikten terhis tarihinden itibaren bir ay içinde işverene\nmüracaatları halinde bu istekleri, askerlik görevi süresince hizmet akdi\naskıya alınarak ve kıdem tazminatı askerlikten sonraki hizmetleri ile\nbirleştirilerek 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 31: 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\u003Ch3>Madde 32: 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 33: 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 34: DİSİPLİN CEZALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UYARMA; Üyelere, görevinde veya davranışında daha dikkatli olması\ngerektiğinin yazı ile bildirilmesidir. Yükselmeyi durdurmaz.\u003C\u002Fp>\n\n\u003Cp>KINAMA; Üyelere, görevinde veya davranışlarında kusurlu\ngörüldüğünün yazı ile bildirilmesidir. Yükselmeyi durdurmaz.\u003C\u002Fp>\n\n\u003Cp>YÜKSELMENİN DURDURULMASI; Üyenin, bulunduğu unvan bakımından\nyükselmesinin bir yıldan iki yıla kadar durdurulmasıdır.\u003C\u002Fp>\n\n\u003Cp>YETKİ VEYA UNVAN İNDİRİLMESİ; Yetkili üyenin yetkisinin veya\nunvanının veya her ikisinin birden indirilmesi veya tamamen\nkaldırılmasıdır.\u003C\u002Fp>\n\n\u003Cp>İŞTEN ÇIKARMA; Üyenin bir daha görev verilmemek kaydıyla Disiplin\nKurulu Kararına istinaden Yönetim Kurulu onayı ile Banka ile ilişiğinin\nkesilmesidir. Bu cezayı alan üye cezanın kesinleştiği tarihi takiben\nçalıştığı dönemle ilişkili olarak ödenecek temettü, jestiyon ve sair\nödemelerden yararlandırılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 35: 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 36: 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 iddialarını ispatlayamamak 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 yetkinlik değerlendirmesi yapmak,\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 suistimali 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-Üstlerine karşı onur kırıcı veya amirlik otoritesini sarsıcı\ndavranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>3-Göreve sarhoş gelmek,\u003C\u002Fp>\n\n\u003Cp>4-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>5-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>6-Plasman yönetiminde ileride risk yaratabilecek nitelikte işlemler\nyapmak,\u003C\u002Fp>\n\n\u003Cp>7-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>8-Görevin ifasında basiretli ve tedbirli hareket etmemek,\u003C\u002Fp>\n\n\u003Cp>9-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\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\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>\u003C\u002Fdiv>\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-Çalışma arkadaşlarına 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>29-Hesapları tutturmak veya bir işlemi gizlemek maksadıyla;\u003C\u002Fp>\n\n\u003Cp>a)Gerçek dışı kayıtlar tesis etmek veya ettirmek,\u003C\u002Fp>\n\n\u003Cp>b)Mevzuata göre yapılması gereken gerçek bir kaydı tesis etmemek veya\nettirmemek,\u003C\u002Fp>\n\n\u003Cp>30-Kasten yanlış istihbarat vermek suretiyle Genel Müdürlüğü kredi\nverdirmeye yöneltici tekliflerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>31-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\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\u003Ch2>BÖLÜM V\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>PARASAL HÜKÜMLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 37: PARASAL HAKLARIN ÖDEME ŞEKLİ\u003C\u002Fh3>\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\u003Ch3>Madde 38: ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>A)Birinci yıl 1. 6 Aylık dönem:\u003C\u002Fh4>\n\n\u003Cp>01.05.2023tarihinde Bankamızda görev yapan çalışanın 30.04.2023\ntarihindeki esas ücretine en az %20 oranında olmak üzere, Türkiye\nİstatistik Kurumu'nun 2003\u002F100 Temel Yılı Kentsel Tüketici Fiyatları\nTürkiye Geneli Nisan 2023 indeksinin Ekim 2022 ayı indeks sayısına göre\ndeğişimi oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yapılacak artış sonrası esas ücreti ekte yer alan \"Unvan Kıdemi Taban\nÜcreti\" skalasının altında kalan çalışanın esas ücreti, unvan kıdemi\ntaban ücreti tutarına yükseltilecektir. (Ek:1)\u003C\u002Fp>\n\n\u003Ch4>B)Birinci yıl 2. 6 Aylık dönem:\u003C\u002Fh4>\n\n\u003Cp>01.11.2023tarihinde Bankamızda görev yapan çalışanın 31.10.2023\ntarihindeki esas ücretine, Türkiye İstatistik Kurumu'nun 2003\u002F100 Temel\nYılı Kentsel Tüketici Fiyatları Türkiye Geneli Ekim 2023 indeksinin Nisan\n2023 ayı indeks sayısına göre değişim oranına (Bu verinin\naçıklanmaması halinde buna denk gelecek veriler kullanılacaktır.) ilave\nolarak değişim oranının %10'u nispetinde (bu oranın %2'den az olması\nhalinde ise %2 oranında) refah payı eklenerek belirlenecek oranda zam\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Unvan bazında belirlenmiş \"Unvan Kıdemi Taban Ücretleri\"ne 01.11.2023\ntarihinden itibaren birinci yıl 2. 6 aylık dönem için belirlenen ücret\nzammı oranında zam uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch4>C)İkinci yıl 1. 6 aylık dönem:\u003C\u002Fh4>\n\n\u003Cp>01.05.2024tarihinde Bankamızda görev yapan çalışanın 30.04.2024\ntarihindeki esas ücretine, Türkiye İstatistik Kurumu'nun 2003\u002F100 Temel\nYılı Kentsel Tüketici Fiyatları Türkiye Geneli Nisan 2024 indeksinin Ekim\n2023 ayı indeks sayısına göre değişim oranına (Bu verinin\naçıklanmaması halinde buna denk gelecek veriler kullanılacaktır.) ilave\nolarak değişim oranının %10'u nispetinde (bu oranın %2'den az olması\nhalinde ise %2 oranında) refah payı eklenerek belirlenecek oranda zam\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Unvan bazında belirlenmiş \"Unvan Kıdemi Taban Ücretleri\"ne 01.05.2024\ntarihinden itibaren ikinci yıl 1. 6 aylık dönem için belirlenen ücret\nzammı oranında zam uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch4>D)İkinci yıl 2. 6 aylık dönem:\u003C\u002Fh4>\n\n\u003Cp>01.11.2024tarihinde Bankamızda görev yapan çalışanın 31.10.2024\ntarihindeki esas ücretine, Türkiye İstatistik Kurumu'nun 2003\u002F100 Temel\nYılı Kentsel Tüketici Fiyatları Türkiye Geneli Ekim 2024 indeksinin Nisan\n2024 ayı indeks sayısına göre değişim oranına (Bu verinin\naçıklanmaması halinde buna denk gelecek veriler kullanılacaktır.) ilave\nolarak değişim oranının %10'u nispetinde (bu oranın %2'den az olması\nhalinde ise %2 oranında) refah payı eklenerek belirlenecek oranda zam\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>Unvan bazında belirlenmiş \"Unvan Kıdemi Taban Ücretlerine 01.11.2024\ntarihinden itibaren ikinci yıl 2. 6 aylık dönem için belirlenen ücret\nzammı oranında zam uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Madde 39: İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Her çalışana (Ocak, Nisan, Temmuz, Ekim aylarının en geç 15. günü\nödenmek üzere) aylık esas ücreti 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>\n\n\u003Cp>c)Vefat eden üyelerin eş ve çocuklarına ölüm tarihini izleyen ilk\nikramiye ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 40: TAZMİNATLAR VE TAZMİNAT ZAMLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışana 01.05.2023 tarihinden itibaren ekli listede gösterilen\ntutarlarda ödenir. (Ek:2)\u003C\u002Fp>\n\n\u003Cp>01.11.2023 tarihinden itibaren; görev yeri tazminatına ücretlere\nuygulanan zam oranında, bu sözleşme kapsamında diğer tazminatlara ve\nsosyal yardımlara ücret zamlarına esas enflasyon oranında ve ücretin\nzamlandığı tarih itibari ile zam uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 41: KASA TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren bankada para ödeme veya para tahsil işlerini fiilen yapan\nşubelerde ve bağlı şubelerde bir kişi olarak belirlenen çalışana, bu\ngöreve baktıkları sürece bu görevi üstlendikleri süreyle sınırlı\nolmak kaydıyla, esas ücretin %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 çalışana bu işleri fiilen yapsalar dahi kasa tazminatı\nödenmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 42: SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışana 01.05.2023 tarihinden itibaren ekli listede gösterilen\ntutarlarda ödenir. (Ek:2)\u003C\u002Fp>\n\n\u003Cp>Söz konusu sosyal yardımlara 01.11.2023 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>01.05.2023- 31.12.2023 tarihleri arasında tüm illerde görev yapan\nçalışanlara fiilen çalışılan her iş günü için net 125 TL yemek\nyardımı yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Mevcut yemek yardımı tutarından düşük olmamak kaydıyla,\u003C\u002Fp>\n\n\u003Cp>01.01.2024- 31.12.2024 tarihleri arasında tüm illerde görev yapan\nçalışana her iş günü için en az 2024 takvim yılında uygulanacak olan\n\"193 Sayılı Gelir Vergisi Kanunu' nun 23\u002F8 inci maddesinde yer alan hizmet\nerbabına işyeri ve işyeri müştemilatı dışında kalan yerlerde yemek\nverilmek suretiyle sağlanan menfaatlere ilişkin istisna tutarı\" üzerinden\nyemek yardımı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>01.01.2025- 30.04.2025 tarihleri arasında tüm illerde görev yapan\nçalışana her iş günü için en az 2025 takvim yılında uygulanacak olan\n\"193 Sayılı Gelir Vergisi Kanunu' nun 23\u002F8 inci maddesinde yer alan hizmet\nerbabına işyeri ve işyeri müştemilatı dışında kalan yerlerde yemek\nverilmek suretiyle sağlanan menfaatlere ilişkin istisna tutarı” üzerinden\nyemek yardımı yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ücretsiz izinde, doğum izninde, sağlık izninde ve izinde olan\nçalışana ilgili günler için yemek yardımı yapılmayacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch4>II) Denge Ödeneği\u003C\u002Fh4>\n\n\u003Cp>Çalışana müktesep hak sayılmamak ve başka bir ödemeyi etkilememek ve\nödeme tarihi itibarıyla Bankada çalışmak kaydıyla yılda bir defa Temmuz\n2023 ayında brüt 1.250-TL ve Temmuz 2024 ayında brüt 1.500-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 43: 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, teknisyen ve tekniker\nunvanlı çalışan ile hukuk müdürlüklerinde dava ve icra takibi yürüten\ntakip amiri, takip şefi ve takip memuru unvanındaki çalışan veya unvanı\nyukarıda belirtilenler olmamakla birlikte fiilen bu işleri yapan çalışana,\nişverenin belirleyeceği şartlar ve miktarlarda yılda iki kez giyim\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 44: TEMETTÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışana, Bankanın kuruluş yasası ve ana sözleşmesi hükümlerine\ngöre her yıl kârından ayrılacak miktarda temettü hissesi ödenir.\nTemettü ödemeleri, çalışanın aylık esas ücreti esas alınarak\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 45: 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 46: 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 47: KREDİ VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışanlara 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 48: KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Çalışanlara, 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>\u003C\u002Fdiv>\n\n\u003Cp>Hak edilmiş kıdem tazminatının ödenmesinin geciktirilmesi halinde\nmevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 49: 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 50: ÇALIŞMA BELGESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Banka, işinden ayrılan çalışana 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 51: 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 Esas Ücret tutarından 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 52: İŞÇİLERLE İLGİLİ YAYINLARIN SENDİKAYA GÖNDERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, çalışanlarla 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 53: YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi; elli üç madde ve altı ek maddeden\nibaret olup, 01.05.2023 tarihinden itibaren yürürlüğe girer. İki yıl\nsürelidir.\u003C\u002Fp>\n\n\u003Ch4>Ek Madde 1:\u003C\u002Fh4>\n\n\u003Cp>Bu sözleşmenin imza tarihi ile yürürlük tarihi arasında Bankadan\nayrılmış olanlar ve vefatları halinde kanuni mirasçıları Sözleşme ile\nkararlaştırılan parasal haklardan aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Ch4>Ek Madde 2:\u003C\u002Fh4>\n\n\u003Cp>İşveren, yaşlılık aylığı almaya hak kazanmadan vefat eden üyenin\nokuyan çocuklarına banka yönetiminin belirleyeceği miktarda öğrenim bursu\nverir.\u003C\u002Fp>\n\n\u003Ch4>Ek Madde 3: \u003C\u002Fh4>\n\n\u003Cp>İşveren, işe almada, hizmet ilişkisi devam ederken vefat eden üyenin\nçocuklarına öncelik tanır.\u003C\u002Fp>\n\n\u003Ch4>Ek Madde 4: \u003C\u002Fh4>\n\n\u003Cp>Çalışan personelden uyumsuz, verimsiz, sürekli rapor alan, işe geç\ngelip erken ayrılan, ortaklaşa yapılması gereken çalışmalara katılmayan\nvb. davranışları ile huzursuzluk yaratan personelin Bankamıza\nkazandırılması, iş barışı ve verimi ile personel arasında çalışma\nuyumunun artırılması, Bankamız imajına yakışır örnek personel\nyetiştirilmesi amacıyla o birimin ya da şubenin en üst yöneticisi ile\nMüdür Yardımcısı, (yoksa Üst Yetkili, Yetkili, Yetkili Yrd.)\nçalıştığı servisin üst unvanında olan personel ile sendika işyeri\ntemsilcisi olmak üzere en az dört üyeden oluşan Personel Değerlendirme\nKomitesi kurulur. Personel Değerlendirme Komitesi, personel hakkında olumsuz\nhareketlerin ne olduğunu belirten bir tutanak düzenleyerek, kişiyi yazılı\nolarak uyarır. Uyarılan personelin durumunda bir düzelme olmaz ise tekrar\nbir tutanak düzenleyerek konuyu Genel Müdürlüğe (İnsan Kaynakları\nBaşkanlığına) 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\u003Ch4>Ek Madde 5: \u003C\u002Fh4>\n\n\u003Cp>Bu sözleşmenin yürürlük süresi içinde gerçekleşebilecek mevzuat\ndeğişikliklerinin çalışan lehine hükümleri üyelere 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\u003Ch4>Ek Madde 6: \u003C\u002Fh4>\n\n\u003Cp>Bankanın ihtiyaç duyduğu birim ve şubelerde yeterli personel istihdam\nedilebilmesi ve kurulacak bölge sistemi içerisinde personelin eğitim, tayin\nve terfilerinin kurallara bağlanabilmesi için Banka Yönetimi ile Sendika\narasında bir çalışma yapılarak sonucunda yönetmelik hazırlanması,\nçıkan yönetmeliğin de Toplu İş Sözleşmesinin eki olması ve Yönetim\nKurulu Kararı ile yürürlüğe girmesi konularında mutabakata\nvarılmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>MÜDÜR\n        YARDIMCISI\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>36.000 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>36.540 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>37.080 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>37.620 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>38.160 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"704\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>YÖNETİCİ\n        KONTROLÖR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>36.300 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>36.845 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>37.389 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>37.934 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>38.478 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"704\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>BT\n        YÖNETİCİ KONTROLÖR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>43.350 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>44.000 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>44.651 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>45.301 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>45.951 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\u003Cp>\u003Cstrong>KIDEMLİ UZMAN\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"width: 109px;\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 136px;\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 127px;\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 128px;\">\u003Cp>2 - ...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width: 109px;\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 136px;\">\u003Cp>33.000 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 127px;\">\u003Cp>33.495 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width: 128px;\">\u003Cp>33.990 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>UZMAN\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>30.300 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>30.755 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>31.209 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>31.664 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>32.118 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>KONTROLÖR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>2 - ...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>31.800 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>32.277 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>32.754 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>BT KONTROLÖR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>2 - ...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>36.100 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>36.642 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>37.183 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ÜST YETKİLİ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>3 -...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>30.300 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>30.755 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>31.209 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>31.664 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\u003Cp>\u003Cstrong>YETKİLİ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>3 -...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>25.200 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>25.578 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>25.956 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>26.334 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>UZMAN\n        YARDICISI\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>21.600 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>21.924 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>22.248 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>22.572 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>22.896 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"704\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>KONTROLÖR\n        YARDIMCISI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4 -...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>21.900 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>22.229 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>22.557 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>22.886 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>23.214 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\" width=\"704\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>BT\n        KONTROLÖR YARDIMCISI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4 -...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>28.000 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>28.420 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>28.840 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>29.260 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>29.680 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\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\" width=\"597\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>YETKİLİ\n        YARDIMCISI\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"103\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>3 -...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"103\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>21.600 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>21.924 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>22.248 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>22.572 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>MEMUR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"103\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>3 -...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"103\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>17.400 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>17.661 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>17.922 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>18.183 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\u003Cp>\u003Cstrong>KIDEMLİ MİMAR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>25.200 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>25.578 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>25.956 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>26.334 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>26.712 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>KIDEMLİ MÜHENDİS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>25.200 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>25.578 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>25.956 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>26.334 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>26.712 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\u003Cp>\u003Cstrong>MİMAR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>22.200 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>22.533 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>22.866 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>23.199 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>23.532 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>MÜHENDİS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>22.200 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>22.533 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>22.866 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>23.199 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>23.532 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TAKİP AMİRİ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-...\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>17.400 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>17.661 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>17.922 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>18.183 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>18.444 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TAKİP ŞEFİ\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>15.000 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>15.225 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>15.450 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>15.675 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>15.900 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TAKİP MEMURU\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>KIDEM YILI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>0 - 1\u003C\u002Fp>\n\n        \u003Cp>(Taban Ücret)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 - 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3 -4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>4-.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"102\">\u003Cp>ÜCRET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>10.158 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>10.308 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>10.458 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>10.608 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>\u003Cstrong>UNVAN\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>\u003Cstrong>TABAN ÜCRET\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>AŞÇI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>BAŞGARSON\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>BAŞTEKNİSYEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>BEKÇİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>GARAJ YETKİLİSİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>GARSON\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>HEMŞİRE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>HİZMETLİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>ŞOFÖR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>TEKNİKER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>TEKNİSYEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"168\">\u003Cp>10.008 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TAZMİNAT VE SOSYAL YARDIM TUTARLARI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>LİSANSLAMA TAZMİNATLARI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>TUTAR\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>482 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>482 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>382 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>287 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>192 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>YABANCI DİL TAZMINATLARI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>TUTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"664\">\u003Cp>İNGİLİZCE\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>1.998 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>1.247 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>1.004 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"664\">\u003Cp>ALMANCA - FRANSIZCA\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>1.247 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>875 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>757 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>ATM TAZMİNATI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>1.123 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>SOSYAL YARDIMLAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>TUTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"664\">\u003Cp>GÖREV YERİ TAZMİNATI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>İSTANBUL (GEBZE-DİLOVASI-ÇAYIROVA-DARICA DAHİL)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>7.000 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>2.000 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>1.500 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>DOĞUM YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>1.698 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>EVLENME YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>2.708 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"664\">\u003Cp>ÖLÜM VE MALULLÜK YARDIMI\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>5.036 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>EŞİ, ÇOCUK VE BAKMAKLA YÜKÜMLÜ OLDUĞU ANA VE\n        BABASI ÖLEN PERSONELE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>4.033 TL\u003C\u002Fp>\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>4.033 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"516\">\u003Cp>AFET YARDIMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>4.033 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_date":42,"cbadate_end_date":45,"cbamemtrad":47,"trainingprogrammes":51,"contracttrial":55,"contracttrialperiod":59,"sicknesspay":63,"sicknessmaxdays":66,"healthandsafetypolicy":70,"paidmaternityleave":74,"paidmaternityleaveduration":77,"maternity_nursing_breaks_duration":81,"paidpaternityleave":85,"childcare":89,"deathrelatives":93,"marriageleave":95,"sexualhar":98,"discrimination":102,"WORKHOURS_trigger":106,"hourspday_select":110,"dayspweek_select":114,"PAIDLEAV_trigger":118,"holidaysdays":121,"SCHEDULE_trigger":125,"TRADEUNLEAV_trigger":129,"tradeunleavdays":132,"strikes_trigger":136,"WAGES_trigger":140,"STRUCINCR_trigger":143,"ONCEONLY_trigger":147,"ONCERISE_trigger":151,"OVERTIME_trigger":154,"SUNDAY_trigger":157,"SENIOR_trigger":161,"longserviceallowancetype":164,"MEALALL_trigger":168,"mealvouchersamount":171},{"bindId":43,"name":44,"text":44},"cbadate_start_date","Yürürlük : 01.05.2023 – 30.04.2025",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":50},"cbamemtrad","İş Sendikası : Banka Finans ve Sigorta İ","İş Sendikası : Banka Finans ve Sigorta İşçileri Sendikası (BASS)",{"bindId":52,"name":53,"text":54},"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":56,"name":57,"text":58},"contracttrial","Madde 8: BANKAYA ALINAN PERSONELİN DENEM","Madde 8: BANKAYA ALINAN PERSONELİN DENEME SÜRELERİ İLE BU SÜRE\nİÇERİSİNDE HİZMET SÖZLEŞMESİ FESİHLERİ",{"bindId":60,"name":61,"text":62},"contracttrialperiod","Bankaya ataması yapılan personel, üç ayl","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.",{"bindId":64,"name":65,"text":65},"sicknesspay","Madde 26: SAĞLIK İZNİ",{"bindId":67,"name":68,"text":69},"sicknessmaxdays","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.\n\nÜç 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 heyet raporu veya en az 3 farklı doktor imzalı sağlık\nraporu şeklinde olması gerekir. Personel heyet raporu alırsa sağlık izinli\nsayılır, aksi halde hakkında ücretsiz izin hükümleri uygulanır.\nİstirahat raporunun bitim tarihinden önce işe başlanması durumunda ilgili\nhekimden işe başlayabilir raporu alınması gerekmektedir.\n\nİşveren, sözleşme kapsamındaki her işyerinde ilk yardım için gerekli\nsağlık malzemelerini bulundurur.",{"bindId":71,"name":72,"text":73},"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":75,"name":76,"text":76},"paidmaternityleave","Madde 25: DOĞUM, EMZİRME ve GEBELİK İZNİ",{"bindId":78,"name":79,"text":80},"paidmaternityleaveduration","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":82,"name":83,"text":84},"maternity_nursing_breaks_duration","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.",{"bindId":86,"name":87,"text":88},"paidpaternityleave","-Eşinin doğum yapması halinde beş iş gün","-Eşinin doğum yapması halinde beş iş günü,",{"bindId":90,"name":91,"text":92},"childcare","-Annesinin, babasının, kardeşlerinin, eş","-Annesinin, babasının, kardeşlerinin, eşinin, çocuklarının,\ntorunlarının vefatı halinde yedi iş günü, bunların kazaya uğraması\nveya ağır hasta olması halinde iki iş günü,",{"bindId":94,"name":91,"text":92},"deathrelatives",{"bindId":96,"name":97,"text":97},"marriageleave","-Evlenme halinde beş iş günü,",{"bindId":99,"name":100,"text":101},"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":103,"name":104,"text":105},"discrimination","Toplu iş sözleşmesi hükümleri, sendika ü","Toplu iş sözleşmesi hükümleri, sendika üyelerine cinsiyet ayrımı\ngözetilmeksizin eşit şekilde uygulanır.",{"bindId":107,"name":108,"text":109},"WORKHOURS_trigger","ÇALIŞMA KOŞULLARI Madde 12: ÇALIŞMA SAAT","ÇALIŞMA KOŞULLARI\n\nMadde 12: ÇALIŞMA SAATLERİ",{"bindId":111,"name":112,"text":113},"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":115,"name":116,"text":117},"dayspweek_select","Bu uygulama haftanın ilk beş günü devam ","Bu uygulama haftanın ilk beş günü devam eder.",{"bindId":119,"name":120,"text":120},"PAIDLEAV_trigger","Madde 23: YILLIK ÜCRETLİ İZİN",{"bindId":122,"name":123,"text":124},"holidaysdays","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":126,"name":127,"text":128},"SCHEDULE_trigger","Ulusal bayram ve genel tatil günleri yas","Ulusal bayram ve genel tatil günleri yasada belirlenen günlerdir.\nCumartesi günü akdi tatildir, pazar günü hafta tatilidir.",{"bindId":130,"name":131,"text":131},"TRADEUNLEAV_trigger","Madde 29: SENDİKAL İZİNLER",{"bindId":133,"name":134,"text":135},"tradeunleavdays","2)Yurt içinde ve\u002Fveya dışında sendika ko","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, en çok otuz güne kadar\nücretli izin verilir.",{"bindId":137,"name":138,"text":139},"strikes_trigger","15-Kanuni grev hali dışında hangi amaç, ","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,",{"bindId":141,"name":142,"text":142},"WAGES_trigger","PARASAL HÜKÜMLER",{"bindId":144,"name":145,"text":146},"STRUCINCR_trigger","A)Birinci yıl 1. 6 Aylık dönem: 01.05.20","A)Birinci yıl 1. 6 Aylık dönem:\n\n01.05.2023tarihinde Bankamızda görev yapan çalışanın 30.04.2023\ntarihindeki esas ücretine en az %20 oranında olmak üzere, Türkiye\nİstatistik Kurumu'nun 2003\u002F100 Temel Yılı Kentsel Tüketici Fiyatları\nTürkiye Geneli Nisan 2023 indeksinin Ekim 2022 ayı indeks sayısına göre\ndeğişimi oranında zam yapılacaktır.",{"bindId":148,"name":149,"text":150},"ONCEONLY_trigger","II) Denge Ödeneği Çalışana müktesep hak ","II) Denge Ödeneği\n\nÇalışana müktesep hak sayılmamak ve başka bir ödemeyi etkilememek ve\nödeme tarihi itibarıyla Bankada çalışmak kaydıyla yılda bir defa Temmuz\n2023 ayında brüt 1.250-TL ve Temmuz 2024 ayında brüt 1.500-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":152,"name":153,"text":153},"ONCERISE_trigger","Madde 39: İKRAMİYE",{"bindId":155,"name":156,"text":156},"OVERTIME_trigger","Madde 15: FAZLA ÇALIŞMA ÜCRETİ",{"bindId":158,"name":159,"text":160},"SUNDAY_trigger","Madde 17: ULUSAL BAYRAM VE GENEL TATİL G","Madde 17: ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE ÇALIŞMA",{"bindId":162,"name":163,"text":163},"SENIOR_trigger","Madde 48: KIDEM TAZMİNATI",{"bindId":165,"name":166,"text":167},"longserviceallowancetype","Çalışanlara, İş Kanunu'nda belirtilen \"k","Çalışanlara, 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.",{"bindId":169,"name":170,"text":170},"MEALALL_trigger","I) Yemek Yardımı",{"bindId":172,"name":173,"text":174},"mealvouchersamount","01.05.2023- 31.12.2023 tarihleri arasınd","01.05.2023- 31.12.2023 tarihleri arasında tüm illerde görev yapan\nçalışanlara fiilen çalışılan her iş günü için net 125 TL yemek\nyardımı yapılacaktır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Türkiye Vakıflar Bankası T.A.O. Banka Finans ve Sigorta İşçileri Sendikası (BASS) 01.05.2023 – 30.04.2025 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-04-30\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: → Kamuda\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            \u003Cdiv id=\"display-casignemployees\">\n                Name other signatories from employees' side: → \n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \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: → 20 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: → Hayır\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 2 days\n            \u003C\u002Fdiv>\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: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → 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: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \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                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 20.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-05\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                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 125.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[180],{"title":35,"slug":31},[182],{"type":183,"data":184},"call_to_action_body_block",{"title":185,"description":186,"variant":187,"link":188},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":185,"url":189,"description":185,"rel":190,"type":191},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[193],{"type":183,"data":194},{"title":185,"description":186,"variant":187,"link":195},{"title":185,"url":189,"description":185,"rel":190,"type":191},[],{"title":15,"seo_title":198,"description":7,"path":199,"redirect_url":7,"locale":16,"children":200},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[201,282,311],{"title":18,"seo_title":202,"description":7,"path":203,"redirect_url":7,"locale":16,"children":204},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[205,209,213,229,278],{"title":206,"seo_title":8,"description":7,"path":207,"redirect_url":7,"locale":16,"children":208},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":210,"seo_title":8,"description":7,"path":211,"redirect_url":7,"locale":16,"children":212},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":214,"seo_title":8,"description":7,"path":215,"redirect_url":7,"locale":16,"children":216},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[217,221,225],{"title":218,"seo_title":8,"description":7,"path":219,"redirect_url":7,"locale":16,"children":220},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":222,"seo_title":8,"description":7,"path":223,"redirect_url":7,"locale":16,"children":224},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":226,"seo_title":8,"description":7,"path":227,"redirect_url":7,"locale":16,"children":228},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":230,"seo_title":231,"description":7,"path":232,"redirect_url":7,"locale":16,"children":233},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[234,238,242,246,250,254,258,262,266,270,274],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":7,"locale":16,"children":237},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":239,"seo_title":8,"description":7,"path":240,"redirect_url":7,"locale":16,"children":241},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":243,"seo_title":8,"description":7,"path":244,"redirect_url":7,"locale":16,"children":245},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":247,"seo_title":8,"description":7,"path":248,"redirect_url":7,"locale":16,"children":249},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":251,"seo_title":8,"description":7,"path":252,"redirect_url":7,"locale":16,"children":253},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":255,"seo_title":8,"description":7,"path":256,"redirect_url":7,"locale":16,"children":257},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":259,"seo_title":8,"description":7,"path":260,"redirect_url":7,"locale":16,"children":261},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":263,"seo_title":8,"description":7,"path":264,"redirect_url":7,"locale":16,"children":265},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":267,"seo_title":8,"description":7,"path":268,"redirect_url":7,"locale":16,"children":269},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":271,"seo_title":8,"description":7,"path":272,"redirect_url":7,"locale":16,"children":273},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":275,"seo_title":8,"description":7,"path":276,"redirect_url":7,"locale":16,"children":277},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":279},[280],{"title":185,"seo_title":8,"description":7,"path":189,"redirect_url":7,"locale":16,"children":281},[],{"title":283,"seo_title":8,"description":7,"path":284,"redirect_url":7,"locale":16,"children":285},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[286,290,296,301,306],{"title":287,"seo_title":8,"description":7,"path":288,"redirect_url":7,"locale":16,"children":289},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":291,"seo_title":8,"description":7,"path":292,"redirect_url":293,"locale":294,"children":295},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":297,"seo_title":8,"description":7,"path":298,"redirect_url":299,"locale":294,"children":300},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":302,"seo_title":8,"description":7,"path":303,"redirect_url":304,"locale":294,"children":305},"Haberler ve Hikâyeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fhaberler-ve-hikayeler","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":307,"seo_title":8,"description":7,"path":308,"redirect_url":309,"locale":294,"children":310},"Yayınlar","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fyayinlar","\u002Fwhat-we-do\u002Fpublications",[],{"title":312,"seo_title":8,"description":7,"path":313,"redirect_url":7,"locale":16,"children":314},"Hakkımızda","\u002Ftr-tr\u002Fhakkimizda",[315,337,342,347,352,357],{"title":316,"seo_title":8,"description":7,"path":317,"redirect_url":7,"locale":16,"children":318},"Biz Kimiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz",[319,324,329,333],{"title":320,"seo_title":8,"description":7,"path":321,"redirect_url":322,"locale":294,"children":323},"Bizimle Çalışın","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fbizimle-calisin","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":325,"seo_title":8,"description":7,"path":326,"redirect_url":327,"locale":294,"children":328},"Stajlar","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fstajlar","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":330,"seo_title":8,"description":7,"path":331,"redirect_url":7,"locale":16,"children":332},"Tarihçemiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Ftarihcemiz",[],{"title":334,"seo_title":8,"description":7,"path":335,"redirect_url":7,"locale":16,"children":336},"Veri 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