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GENEL MÜDÜRLÜĞÜ İLE İLETİŞİM İŞÇİLERİ SENDİKASI (ÖZ İLETİŞİM-İŞ) ARASINDA İMZALANAN 4. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ(TÜRKSAT A.Ş. ve ÖZ İletişim-İş) Collective Agreement Between 01.01.2019 and 31.12.2021","TUR Türksat A.Ş. - 2019","Turkey - TUR Türksat A.Ş. - 2019","TUR Türksat A.Ş. - 2019 - Transport, logistics, communication, ICT services",{"name":39,"data":40},"TRKSAT~1.HTM","\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>New1\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TÜRKSAT UYDU HABERLEŞME KABLO TV ve İŞLETME A.Ş. GENEL MÜDÜRLÜĞÜ\nİLE İLETİŞİM İŞÇİLERİ SENDİKASI (ÖZ İLETİŞİM-İŞ) ARASINDA\nİMZALANAN 4. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ (01.01.2019 -\n31.12.2021) 07 OCAK 2019\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BİRİNCİ BÖLÜM GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 1- TARAFLAR VE TANIMLAR\u003C\u002Fh4>\n\n\u003Cp>1.1.İşbu Toplu İş Sözleşmesinin tarafları TÜRKSAT Uydu Haberleşme\nKablo TV ve İşletme A.Ş. ile İletişim İşçileri Sendikası’dır.\u003C\u002Fp>\n\n\u003Cp>1.2. İletişim İşçileri Sendikası (Öz İletişim-İş Sendikası\nve\u002Fveya SENDİKA) ve TÜRKSAT Uydu Haberleşme Kablo TV ve İşletme A.Ş.\n(TÜRKSAT A.Ş. ve\u002Fveya İŞVEREN) bundan böyle tek başına kısaca\n“TARAF”, birlikte kısaca “TARAFLAR” olarak da anılabilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.3.Öz İletişim-İş’e ait iletişim bilgileri aşağıdaki gibidir;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"167\">\u003Cp>Tebligat Adresi\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"20\">\u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>G.M.K. Bulvarı No:45\u002F10 Maltepe \u002F ANKARA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"167\">\u003Cp>Telefon \u002F Faks Numarası\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"20\">\u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>0 312 804 69 00 \u002F 0 312 804 69 01\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"167\">\u003Cp>Elektronik Posta\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"20\">\u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>\u003Ca href=\"mailto:info@oziletisimis.org.tr\">info@oziletisimis.org.tr\u003C\u002Fa>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.4.TÜRKSAT A.Ş.’ye ait iletişim bilgileri aşağıdaki gibidir;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"167\">\u003Cp>Tebligat Adresi\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"20\">\u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>Yağlıpınar Mahallesi Küme Evleri No: 1 Gölbaşı\n \u002F ANKARA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"167\">\u003Cp>Telefon \u002F Faks Numarası\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"20\">\u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>0 312 615 30 00 \u002F 0 312 499 51 15\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"167\">\u003Cp>Elektronik Posta\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"20\">\u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>\u003Ca href=\"mailto:info@turksat.com.tr\">info@turksat.com.tr\u003C\u002Fa>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.5.Taraflar, 1.3 ve 1.4 maddelerinde belirtilen adreslerini tebligat adresi\nolarak kabul etmişlerdir. Adres değişiklikleri, adres değişikliği yapan\ntarafça diğer tarafa en geç 7 (yedi) gün içinde, yazılı olarak\nbildirilecektir. Aksi halde en son bildirilen adrese yapılacak tebligat ilgili\ntarafa yapılmış sayılacaktır.\u003C\u002Fp>\n\n\u003Cp>1.6.Bu Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1.6.1.Ekleri (varsa) ile birlikte bu toplu iş sözleşmesi “SÖZLEŞME”\nve\u002Fveya “TİS”\u003C\u002Fp>\n\n\u003Cp>1.6.2.Toplu iş sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerleri “İŞYERİ” ve\u002Fveya\n“ŞİRKET”\u003C\u002Fp>\n\n\u003Cp>1.6.3.Toplu iş sözleşmesinin tarafı olan işverenin iş organizasyonu\nkapsamındaki bütün işyerlerinde çalışan İletişim İşçileri\nSendikası (Öz İletişim-İş Sendikası) üyeleri “ÜYE”\u003C\u002Fp>\n\n\u003Cp>1.6.4.Toplu iş sözleşmesinin kapsadığı tüm işçiler “İŞÇİ”\nolarak anılacaktır.\u003C\u002Fp>\n\n\u003Cp>1.7.İşveren, Sendika’yı, işyerindeki tüm çalışanların tek\ntemsilcisi olarak tanır. Sendika, üyelerinin her türlü hak ve\nçıkarlarını savunmaya tek yetkili sendikadır. Sendika sözleşmenin\nuygulanmasında İşveren’i tek yetkili olarak tanır.\u003C\u002Fp>\n\n\u003Cp>1.8.İşbu toplu iş sözleşmesinin görüşülmesi ve imzalanmasında\nişvereni, yetkili kılınan işveren vekilleri, uygulanmasında ise Genel\nMüdür temsil eder. Bu toplu iş sözleşmesinin görüşülmesi ve\nimzalanmasında Sendikayı, Sendika Genel Başkanı ve Sendika Genel Yönetim\nKurulu’nun yetkili kıldığı kişiler temsil eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 2- YÜRÜRLÜK SÜRESİ\u003C\u002Fh4>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin yürürlük süresi 3 (üç) yıl olup,\n01.01.2019 tarihinde yürürlüğe girip 31.12.2021 tarihi mesai bitiminde sona\nerer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountryregion_comments\">\u003Ch4>MADDE 3- SÖZLEŞMENİN KAPSAMI\u003C\u002Fh4>\n\n\u003Cp>3.1.Yer olarak; İŞVEREN’in işlerinde\u002Fişyerlerinde çalışan sendika\nüyesi işçiler ile işçilerin bu işleri yaptıkları işverenin iş\norganizasyonu kapsamındaki işyerlerini kapsar.\u003C\u002Fp>\n\n\u003Cp>3.2.Kişi olarak; İŞVEREN’in işyerlerinde çalışan ve\u002Fveya sözleşme\n(TİS) süresi içinde işe alınan Öz İletişim-İş Sendikası üyelerini\nve üye olmayıp Dayanışma Aidatı ödeyen işçileri kapsar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup_comments\">\u003Cp>3.3.İşletmenin bütününü sevk ve idare eden; Genel Müdür, Genel\nMüdür Yardımcıları, Teftiş Kurulu Başkanı ve Hukuk Müşaviri iş bu\ntoplu iş sözleşmesinin kapsamı dışındadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_comments\">\u003Ch4>MADDE 4- TOPLU İŞ SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh4>\n\n\u003Cp>4.1.Toplu iş sözleşmesinden Öz İletişim-İş Sendikası’nın\nüyeleri ile üye olmayıp dayanışma aidatı ödeyen işçiler\nyararlanırlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.2.Toplu iş sözleşmesinin imzalandığı tarihte Öz İletişim-İş\nSendikası’na üye olanlar yürürlük tarihinden, imza tarihinden sonra üye\nolanlar ise üyelik başvuru tarihlerinden itibaren yararlanırlar. Şu kadar\nki; Sendikaya üyelikleri sözleşmenin yürürlük tarihinden sonra\ngerçekleşen işçiler için, toplu iş sözleşmesi ile kazanılan tüm\nhaklarda kıstelyevm usulü uygulanır. Bu işçiler toplu iş sözleşmesi ile\nkazanılan tüm haklardan; sözleşmenin yürürlük tarihi ile sendikaya\nüyelik başvuru tarihleri arasında geçen süre kadar eksik oranda\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>4.3. Toplu iş sözleşmesinin imza tarihinde Öz İletişim-İş\nSendikası’na üye bulunmayanlar, sonradan işe girip de üye olmayanlar veya\nimza tarihinde Öz İletişim-İş Sendikasına üye bulunup da ayrılanların\ntoplu iş sözleşmesinden yararlanmaları, Öz İletişim-İş Sendikasına\ndayanışma aidatı ödemelerine bağlıdır. Dayanışma aidatı ile toplu iş\nsözleşmesinden yararlanma, sözleşmenin imza tarihinden sonra\nmümkündür.\u003C\u002Fp>\n\n\u003Cp>4.4.Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında\niş sözleşmesi sona eren üyeler, toplu iş sözleşmesinin yürürlük\nbaşlangıç tarihinden iş sözleşmelerinin sona erdiği tarihe kadar toplu\niş sözleşmesi ile sağlanan haklardan kıdem tazminatı farkı dâhil,\nçalıştıkları süre ile orantılı olarak sendika üyelik aidatını\nödemek kaydıyla yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 5- TOPLU İŞ SÖZLEŞMESİNİN AMACI\u003C\u002Fh4>\n\n\u003Cp>İş bu sözleşmenin amacı;\u003C\u002Fp>\n\n\u003Cp>5.1.Toplu iş sözleşmesinin yapılması, muhtevası ve sona ermesi ile\nilgili hususları düzenlemek,\u003C\u002Fp>\n\n\u003Cp>5.2.İşyerinde düzenli ve verimli çalışmayı sağlamak, üretimi\nartırmak, ahlaki ilkeleri ve hakka bağlılığı da gözeterek işçiler ile\nişverenin karşılıklı hak ve menfaatlerini dengelemek,\u003C\u002Fp>\n\n\u003Cp>5.3.Taraflar arasında çıkabilecek uyuşmazlıkların uzlaşma yolunu ve\nçözüm şekillerini göstermek,\u003C\u002Fp>\n\n\u003Cp>5.4.İşveren ile işçi ve sendika arasındaki ilişkileri düzenleyip, iş\nahengi ve çalışma barışını adil bir şekilde korumak,\u003C\u002Fp>\n\n\u003Cp>5.5. İstikrarsız ve güvencesiz istihdamı ortadan kaldırmak, meslek ile\naile yaşantısını uyumlaştırmayı desteklemek,\u003C\u002Fp>\n\n\u003Cp>5.6.Sunulan hizmetten faydalananların, çalışanların ve onların\ntemsilcilerinin katılımını, demokratik kontrolü, şeffaflığı, iyi\nyönetimi cesaretlendirmek ve yeteneklerin gelişmesini sağlamak,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>5.7.Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, herkes için eşit işe eşit ücret verilmesini\nsağlamak,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.8.Düzgün iş, iyi ücret düzeyleri ve yeterli çalışma koşulları\nile çalışanların yaşam kalitesi arasında birebir bir ilişki olduğu\ngerçeğini teşvik etmek,\u003C\u002Fp>\n\n\u003Cp>5.9.Çalışma saatleri, iş ve özel hayatın uyumlaştırılması, iş\nkalitesi, becerilerin geliştirilmesi ve yeni beceriler kazandırılması,\nçalışma hayatı boyunca öğrenme ve kariyer fırsatları sağlamak ve iş\nyerinde her türlü ayrımcılık, ırk ve yabancı düşmanlığı ile\nmücadele etmek,\u003C\u002Fp>\n\n\u003Cp>5.10.Öz İletişim-İş Sendikası üyelerinin ve işçilerin\nsosyo-ekonomik, moral ve kültürel gelişmelerini sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İKİNCİ BÖLÜM ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 6- İŞYERİ DEĞİŞİKLİĞİ VE BRANŞTA ÇALIŞMA\u003C\u002Fh4>\n\n\u003Cp>6.1.Her işçi kural olarak branşına uygun işte çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>6.2.Aynı iş kapsamındaki işyerleri arasındaki nakillerde işçinin\nikametgâhına yakın işyerinde çalıştırılması tercih edilir. İşçinin\ntalebi üzerine işyerinde uygun pozisyon var ise doğrudan, yok ise\nişçilerin karşılıklı talebi halinde becayiş yapılabilir.\u003C\u002Fp>\n\n\u003Cp>İşveren; işçinin işi, işyeri değişikliği ve çalışma alanları\nile ilgili işveren tarafından bütün çalışanları kapsayan, işyerinde\nverimliliğin sağlanması, ihtiyacın bulunması gibi objektif uygulamalar\niçeren düzenleme yapabilir. Bu uygulamalar ferdi cezalandırma amaçlı\nkullanılamaz. İşçinin işi, işyeri değişikliği ve çalışma\nalanlarıyla ilgili işveren tarafından değişiklik yapılması ve işçinin\nbu değişikliği kabul etmemesi halinde İş Kanunu hükümleri uygulanır.\nAksi durumda işçi için haklı fesih nedeni sayılır.\u003C\u002Fp>\n\n\u003Cp>6.3.Yangın, sel ve deprem gibi doğal afet hallerinde işçinin rızasına\nbakılmaksızın geçici sürelerde işçiler fazla mesai kapsamında\nçalıştırılabilir. Bu durumlarda iş ve işyeri değişikliği nedeniyle\nişçi ücretlerinden herhangi bir indirim yapılamayacağı gibi, anılan\nsebeplerle çalışan işçilere geçici görevdeki işin niteliğine göre\nsağlanan ek haklar da ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch4>MADDE 7- DENEME SÜRESİ\u003C\u002Fh4>\n\n\u003Cp>7.1.İşçiler işe alındıkları tarihten itibaren 2 (iki) aylık deneme\nsüresine tabi tutulur. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilir.\u003C\u002Fp>\n\n\u003Cp>7.2.Önceden işyerinde çalışırken işyerinden ayrılmış olan\nişçilerin tekrar işe alımlarında ve\u002Fveya süreli sözleşmeli çalışan\nişçilerin sözleşme yenilenmesinde ikinci bir deneme süresine tabi\ntutulmazlar.\u003C\u002Fp>\n\n\u003Cp>7.3.Şirket iştiraklerinden ve\u002Fveya altyüklenicilerden doğrudan şirket\nbünyesinde hizmet sunanlardan yapılan işe alımlar dışardan işe alınma\nsayılmaz ve bu alımlar için deneme süresi uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 8- ASKERLİK HİZMETİ\u003C\u002Fh4>\n\n\u003Cp>8.1.Askerlik hizmeti nedeniyle silâh altına alınan işçi, bu hizmeti\nsüresince isterse ücretsiz izinli sayılır ve iznini askerlik hizmeti için\nkullanacağı bilgisini işyerine bildirir. Askerlik hizmetini yaptıktan sonra\n2 (iki) ay içinde işe dönmek isteyen işçi, ayrıldığı derecedeki\nmüktesep haklarına ek olarak işbu sözleşme ile sağlanan haklardan\nyararlandırılarak eski işine ve\u002Fveya benzer nitelikteki farklı bir işe\nbaşlatılır.\u003C\u002Fp>\n\n\u003Cp>8.2.Silahaltına alınan işçiler, askerlik hizmeti nedeni ve kendi\ntalebiyle işten ayrılması halinde işçiye her kıdem yılı için kıdem\ntazminatı tavanını aşmamak kaydıyla, 50 (elli) günlük ücreti tutarında\nkıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>8.3.Askerlik hizmeti nedeniyle; işyerinden ücretsiz izin alan veya işten\nayrılan işçiye askerlik süresi baz alınarak aylık askerlik yardımı\nyapılır. Bu tutar sözleşmenin birinci yılında net 1000 TL\u002Fay’dır. Bu\ntutar işçinin işten ayrılmadan önceki son maaşına eklenerek ödenir. Bu\nyardım yedek subay olarak askere sevk edilen işçiye askeri eğitim süresi\nbaz alınarak hesaplanıp ödenir. İşçiye bu yardımın yapılabilmesi için\nişçinin işverenin emrinde en az bir yıl hizmetinin olması gerekir.\u003C\u002Fp>\n\n\u003Cp>8.4.Zorunlu askerlik hizmeti dışında veya herhangi bir nedenle silâh\naltına alınan işçi, bu hizmeti süresince ücretli izinli sayılır. Bu\nişçiye; Milli Savunma Bakanlığı tarafından ödenen ücret işyerinde\nçalışırken aldığı ücretten az ise aradaki fark işveren tarafından\nödenir. Milli Savunma Bakanlığı’nca işçiye hiç bir ücret ödenmemesi\nhalinde görev süresi boyunca ücretleri tam olarak işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch4>MADDE 9- VARDİYA \u002F NÖBET USULÜ ÇALIŞTIRMA\u003C\u002Fh4>\n\n\u003Cp>9.1.İşin gerektirdiği hallerde işçiler 2 (iki) veya 3 (üç)\nvardiya\u002Fnöbetli halinde çalıştırabilir. Bir işçi üst üste 2 (iki)\nhafta gece vardiyasında\u002Fnöbetinde çalıştırılamaz. Vardiya\u002Fnöbet\ndeğişiminde işçiler sürekli olarak en az 11 (onbir) saat dinlendirilmeden\nçalıştırılamaz. Vardiya\u002Fnöbet cetvelleri her ay liste halinde işyerinde\nilan olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2.Vardiyalı\u002Fnöbetli olarak yürütülen işlerde çalışılan\nişçilere başkaca ödemeleri etkilememek kaydıyla Vardiya\u002FNöbet Primi,\nçalıştığı vardiya\u002Fnöbet saati üzerinden hesaplanır. Vardiya\u002FNöbet\nPrimi, saat başına 2019 yılı için 3,80 TL, 2020 yılı için 3,90 TL, 2021\nyılı için 4,00 TL’dir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 10- ÇALIŞMA SÜRESİ\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>10.1. Haftalık çalışma süresi 40 (kırk) saattir. Bu süre, haftada 5\n(beş) işgünü ve günlük 8 (sekiz) saat olarak uygulanır. Günlük\nçalışma süresinin ortalama bir zamanında 1 (bir) saatten az olmamak üzere\nara dinlenmesi verilmek suretiyle çalışma saatleri işin icabına göre\nişverence tanzim edilir. Bu süreler, engelli çalışanlar ve ailesinde\nbakmakla yükümlü olduğu engelli bulunanlar lehine işveren tarafından\nesnetilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>10.2.Cuma günlerinde Cuma Namazı için işverence gerekli kolaylık\nsağlanır.\u003C\u002Fp>\n\n\u003Cp>10.3.İşveren, yaz saati ve kış saati uygulamasında ve Ramazan ayında\nişe giriş ve çıkış saatlerini işçi lehine olmak kaydıyla\ndüzenleyebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 11- ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh4>\n\n\u003Cp>İşyerlerinde çalışan işçilerin aşağıda belirtilen şekilde\ngeçirdikleri süreler ile kanunlarda belirtilen süreler çalışma\nsürelerinden sayılır;\u003C\u002Fp>\n\n\u003Cp>11.1.İşveren tarafından işçinin görevli olarak işyerinden başka bir\nyere gönderilmesi esnasında yolda geçen süreler,\u003C\u002Fp>\n\n\u003Cp>11.2.İşçinin, işverenin her an emrinde hazır bulunması halinde\nçalıştırılmaksızın ve verilecek işi bekleyerek geçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>11.3.İşçinin işveren tarafından başka yere gönderilmesi veya işveren\nbürosunda yahut işverenle ilgili herhangi bir yerde meşgul edilmesi\nsuretiyle asıl işini yapmaksızın geçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>11.4.İşveren tarafından yapılan hizmet içi eğitimlerde geçen süreler\nve işverenin izniyle üçüncü taraflarca verilen eğitimlerde geçen\nsüreler,\u003C\u002Fp>\n\n\u003Cp>11.5.Yağmur, sel, kar yağışı ve elektrik kesilmesi ile malzeme ve araç\nyokluğu nedeniyle işbaşında bulunup çalışılamayan süreler,\u003C\u002Fp>\n\n\u003Cp>11.6.Sendika tarafından mesai saatleri içerisinde yapılacak toplantı ve\nsendikal görevlerde geçen süreler,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>11.7.Çocuk emziren kadın işçilerin çocuklarına süt vermek için\ngeçirdiği süreler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 12- TUTUKLULUK HALİ ve İŞE DÖNME HAKKI\u003C\u002Fh4>\n\n\u003Cp>12.1.İş ve işyeri ile alakalı olmamak kaydıyla herhangi bir suç\nsebebiyle gözaltına alınan ve\u002Fveya tutuklanan işçinin iş sözleşmesi bu\nsüre zarfında askıya alınır ve ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>12.2.Gözaltına alma ve\u002Fveya tutuklanma hallerinin iş ve\u002Fveya işyeri ile\nalakalı olması durumunda işyeri genel mevzuat hükümleri yanında, işçi 1\n(bir) yıla kadar ücretli izinli sayılır. Yüz kızartıcı suçlar\nneticesinde oluşan gözaltına alma ve\u002Fveya tutuklanma halleri bu kapsam\ndışındadır.\u003C\u002Fp>\n\n\u003Cp>12.3.Yargılanan işçi hakkında mahkûmiyet kararının; 2 (iki) yıldan\nfazla olması, milli güvenlik, meşru egemenlik organını devirmeye ve\u002Fveya\notoritesini yıkmaya, bağlı olduğu devlete karşı savaşmaya ve\u002Fveya\ndüşmanla işbirliği etmeye ve\u002Fveya yüz kızartıcı bir suçtan olması\ndurumları hariç tutulmak kaydıyla mahkumiyet süresince işçinin iş\nsözleşmesi askıya alınır. Serbest bırakılan işçi, serbest\nbırakıldıktan sonraki 1 (bir) ay içinde işverene başvurması halinde eski\nişine ve\u002Fveya benzeri bir işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>12.4.Her hâlükârda, yüz kızartıcı suçlar ile devlete karşı\nişlenen suçlardan yargılanıp mahkûmiyet alan ve\u002Fveya cezasını\ntamamlayan, cezası ertelenen, paraya çevrilen, affa uğrayan ve\u002Fveya tahliye\nedilen işçi, hiçbir şekilde işe başlatılmayacağı gibi herhangi bir hak\ntalebinde de bulunamaz.\u003C\u002Fp>\n\n\u003Cp>12.5.İşverene ait herhangi bir aracı kullanırken trafik kazası yapan\nişçiler bu nedenle tutuklandıkları ve\u002Fveya hüküm giydikleri takdirde;\u003C\u002Fp>\n\n\u003Cp>12.5.1. Tutuklu ve\u002Fveya hükümlü kaldıkları sürenin sonunda 15 (onbeş)\nişgünü içinde,\u003C\u002Fp>\n\n\u003Cp>12.5.2.Alkol ve narkotik madde kullanmadan kaynaklı durumlar hariç\n(reçeteli ilaçlar hariç) olmak üzere ehliyetlerinin mahkemece geri\nalınmış olması durumunda, ehliyetin iade edildiği tarihten itibaren 15\n(onbeş) işgünü içinde başvurmaları halinde başvuru tarihindeki eski\nhakları ile işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 13- ENGELLİ İŞÇİLERİN ÇALIŞTIRILMASI\u003C\u002Fh4>\n\n\u003Cp>13.1.İşyerinde çalışırken; iş kazası, meslek hastalığı, hastalık\nya da herhangi bir nedenle Sağlık Bakanlığı’na bağlı sağlık\nkuruluşlarından veya S.G.K.’nın anlaşmalı olduğu sağlık\nkuruluşlarından “hafif işlerde çalışabilir” veya “ağır işlerde\nçalıştırılamaz” raporu alanlar, istekleri üzerine işyerinde\ndurumlarına uygun bir işte ücretlerinden bir indirim yapılmaksızın\nçalıştırılır.\u003C\u002Fp>\n\n\u003Cp>13.2.İşveren, engelli işçi için işyeri çalışma koşullarında ve\nfiziki ortamda gerekli düzenlemeleri yapar.\u003C\u002Fp>\n\n\u003Cp>13.3.İşveren, işyerlerinin engelliler açısından yasal düzenlemelere\nuygun olarak “erişilebilir” hale getirilmesinde Dünya Engelliler\nBirliği’nin sağladığı Evrensel Standartlar (USTAD) ve Yapı Erişim\nSertifikasyonu (YES) kıstaslarını esas alır.\u003C\u002Fp>\n\n\u003Cp>13.4.Kamu genelinde engelli çalışanlar için uygulanan idari izinler\nherhangi bir ön izine gerek kalmaksızın TÜRKSAT A.Ş’de de aynen\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>13.5.Mesai saatleri, engelli çalışanlar için işveren tarafından işçi\nlehine farklı uygulanabilir.\u003C\u002Fp>\n\n\u003Cp>13.6.Engelli çalışanlar için servis araçları, işyeri ve yemekhane\ngiriş ve çıkışları, çalıştığı ortamın engeline uygun olarak\ndüzenlenmesi işveren tarafından temin edilir.\u003C\u002Fp>\n\n\u003Cp>13.7.Dünya Engelliler Günü (3 Aralık) ve Engelliler Haftası’nın\n(10-16 Mayıs) ilk gününde engelli işçiler ve ailesinde bakmakla yükümlü\nolduğu kişilere ait engelli raporu bulunan işçiler ayrıca bir izne gerek\nkalmaksızın bu günlerde ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>13.8.İşçinin kendisinin veya birlikte yaşadığı, hayatını\nbaşkasının yardım veya bakımı olmadan devam ettiremeyecek derecede\nengelli olduğu sağlık kurulu raporu ile tespit edilen, engelli raporuna\nistinaden bakmakla yükümlü olduğu ana, baba, eş ve çocukları ile\nkardeşlerinin engellilik durumunun tedavisi, bakımı veya eğitimi sebebiyle\nyer değişikliğini talep eden işçinin bu talebine uygun hizmet biriminde\ngörevlendirilmesi esastır. Engellilik durumu devam ettiği sürece işçinin\nisteği dışında yer değişikliği yapılamaz. Engellilik durumu ortadan\nkalkan işçi hakkında İnsan Kaynakları Yönergesinde yer alan hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ÜÇÜNCÜ BÖLÜM İŞ SÖZLEŞMESİNİN SONA ERMESİ VE SONUÇLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 14- İŞ SÖZLEŞMESİNİN FESHİ\u003C\u002Fh4>\n\n\u003Cp>14.1.İş sözleşmesinin feshinde İş Kanunu hükümleri uygulanır.\nİşçinin; kanunlar, iş sözleşmesi ve toplu iş sözleşmesinden doğan\ntazminat hakları ile diğer hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>14.2.İşten çıkartılma zarureti olan işçilerin yeniden işe\nalınmalarında, son işten çıkarılan önce işe alınır kuralına uyulur.\nToplu işten çıkarmadan sonra 12 (oniki) ay içinde yeniden işçi alma\ndurumu doğarsa, işten çıkarılanlara taahhütlü olarak davetiye\ngönderilir. Bildirim gününden başlayarak 15 (onbeş) gün içinde başvuran\nişçiye, işin ve günün şartlarına uygun iş verilir.\u003C\u002Fp>\n\n\u003Cp>14.3.İş bu toplu iş sözleşmesi süresince, 01.02.2019 tarihi ve\nsonrasında SGK’dan yaşlılık aylığı almaya hak kazanan işçiler bu\nhakkı kazandığı tarihten itibaren 3 (üç) ay içerisinde emeklilik\nnedeniyle işten ayrılması durumunda, diğer hak ve alacaklarıyla birlikte 8\n(sekiz) aylık net ücreti tutarında Emeklilik Teşvik İkramiyesi verilir.\u003C\u002Fp>\n\n\u003Cp>14.4.İş bu toplu iş sözleşme süresince, doğum yapan işçinin,\ndoğumdan itibaren 6 (altı) ay içerisinde işten ayrılması halinde 8\n(sekiz) aylık net ücreti tutarında Annelik Teşvik İkramiyesi ödenir. Bu\ntazminatın hak edilmesi için, işçinin işyerinde en az 3 (üç) yıl süre\nile çalışmış olması gerekir.\u003C\u002Fp>\n\n\u003Cp>14.5.Emeklilik Teşvik İkramiyesi veya Annelik Teşvik İkramiyesi alarak\nişten ayrılan işçinin beş yıl içerisinde tekrar işe başlatılması\nhalinde, ödenen teşvik ikramiyesi ödendiği tarihten itibaren işleyecek\nyasal faizi ile birlikte işçiden defaten alınır. İşçi, bu tutar\nödenmeden işe başlatılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 15- BİLDİRİM SÜRELERİ\u003C\u002Fh4>\n\n\u003Cp>15.1.İş sözleşmesinin feshinden önce durumun işçiye yazılı\nbildirilmesi gerekir. İş sözleşmesi;\u003C\u002Fp>\n\n\u003Cp>15.1.1.İşi 6 (altı) aydan az sürmüş işçi için, bildirimin\nyapılmasından başlayarak 4 (dört) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>15.1.2.İşi 6 (altı) aydan 18 (onsekiz) aya kadar sürmüş işçi için,\nbildirimin yapılmasından başlayarak 6 (altı) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>15.1.3.İşi 18 (onsekiz) aydan 3 (üç) yıla kadar sürmüş işçi için,\nbildirimin yapılmasından başlayarak 8 (sekiz) hafta sonra,\u003C\u002Fp>\n\n\u003Cp>15.1.4.İşi 3 (üç) yıldan fazla sürmüş işçi için, bildirimin\nyapılmasından başlayarak 10 (on) hafta sonra\u003C\u002Fp>\n\n\u003Cp>fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>15.2.İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>15.3.İşçi bildirim sürelerinde işveren tarafından\nçalıştırıldığı takdirde bildirim süresi içerisinde ücret ve tüm\nhaklardan aynen yararlanır.\u003C\u002Fp>\n\n\u003Cp>15.4.Bildirim sürelerine ilişkin ücret ve\u002Fveya kıdem tazminatı nakden\nve defaten en geç 10 (on) iş günü içinde ödenir. Ödeme; işçinin\nkendisine, işçi ölmüş ise yasal mirasçılarına yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 16- YENİ İŞ ARAMA İZNİ\u003C\u002Fh4>\n\n\u003Cp>İşverenin yazılı ihbarı veya işçinin dilekçesiyle iş sözleşmesi\nihbar sürelerine uyulmak suretiyle feshedildiğinde, ihbar süreleri\nsırasında işçiye çalışma saatleri içinde günde 3 (üç) saat ücretli\nyeni iş arama izni verir. İşçi talep ettiğinde iş sözleşmesinin son\nbulacağı zamandan önceki günlere rastlamak üzere bu izinler topluca\nverilebilir. Yeni iş arama iznini kullanan işçi, ücret ve tüm haklardan\ndiğer çalışanlar gibi aynen yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch4>MADDE 17- KIDEM TAZMİNATININ HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh4>\n\n\u003Cp>17.1.İşçilerin iş sözleşmelerinin, İş Kanunundaki Kıdem\nTazminatının ödenmesini gerektiren hallerden birisi ile sona ermesi halinde,\nişçiye her tam hizmet yılı için Kıdem Tazminatı tavanını aşmamak\nkaydıyla 50 (elli) günlük ücretleri tutarında Kıdem Tazminatı ödenir. 1\n(bir) yıldan artan süreler için de aynı oran üzerinden ödeme yapılır.\nVefat hallerinde tazminat, kanuni mirasçılarına verilir. İş kazası\nnedeniyle ölen işçinin mirasçılarına kıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>17.2.Kendi isteği ile işten ayrılan işçiye, şirkette çalıştığı\nsürelere ilişkin İş Sonu Tazminatı ödenir. Bu tazminatın\nbelirlenmesinde, kıdem tazminatının hesaplanmasına dair hükümler\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DÖRDÜNCÜ BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 18- İZİNLER\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>18.1.Yıllık ücretli izinler;\u003C\u002Fp>\n\n\u003Cp>18.1.1.Toplu iş sözleşmesi kapsamında çalışan işçiler;\u003C\u002Fp>\n\n\u003Cp>SGK’lı hizmeti 1 (bir) yıldan 5 (beş) yıla kadar (beşinci yıl\ndâhil) olanlara 18 (onsekiz) işgünü, SGK’lı hizmeti 5 (beş) yıldan\nfazla 15 (onbeş) yıldan az olanlara 22 (yirmiiki) işgünü,\u003C\u002Fp>\n\n\u003Cp>SGK’lı hizmeti 15 (onbeş) yıl (dâhil) ve daha fazla olanlara 26\n(yirmialtı) işgünü yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>18.1.2.Ücretli izine rastlayan akdi tatil, hafta tatili, ulusal bayram ve\ngenel tatil günlerinde geçirilen süreler izin sürelerinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>18.1.3.Yıllık ücretli iznini kullananlar, ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>18.1.4.Bu sözleşmede hüküm bulunmayan hallerde, TÜRKSAT A.Ş. İnsan\nKaynakları Yönergesi ve eki usul ve esaslar uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>18.2.Ücretli Mazeret İzni; TÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ve\neki usul ve esaslar uygulanır.\u003C\u002Fp>\n\n\u003Cp>18.3.Ücretli Sosyal İzinler; Toplu iş sözleşmesi kapsamında çalışan\nişçilere sosyal durumlarına göre aşağıda esaslar dâhilinde ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>18.3.1.Evlenen işçilere isteği üzerine nikâh merasimi ve\u002Fveya düğün\ntöreninden önce 2 (iki) işgünü,\u003C\u002Fp>\n\n\u003Cp>18.3.2.Evlenen işçilere isteği üzerine nikâh merasimi ve\u002Fveya düğün\ntöreninden sonra 5 (beş) işgünü,\u003C\u002Fp>\n\n\u003Cp>18.3.3.İşçinin öz veya üvey çocuklarının evlenme törenlerinde 3\n(üç) işgünü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>18.3.4.Eşi doğum yapan işçiye 5 (beş) işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>18.3.5.Ana, baba, eş ile öz veya bakımları kendine ait olan üvey\nçocuklarının vefatı halinde 10 (on) işgünü; kardeşi, kayınpederi ve\nkayınvalidesinin vefatı halinde 5 (beş) işgünü,\u003C\u002Fp>\n\n\u003Cp>18.3.6.İşyerinde çalışan işçilerden birinin vefatı halinde cenaze\nhazırlıklarını yapmak veya cenaze törenine katılmak üzere yeteri kadar\nişçiye 5 (beş) iş gününe kadar,\u003C\u002Fp>\n\n\u003Cp>18.3.7.İşçinin kendisinin, eşinin, ana ve babasının ikametinde olan\nyerlerde, yangın, su baskını, deprem gibi doğal afetlere maruz kalan\nişçiye veya salgın hastalık halinde o bölgede oturan işçilere 10 (on)\nişgünü,\u003C\u002Fp>\n\n\u003Cp>18.3.8.Bulunduğu il içinde evini taşıyan işçilere 1 (bir) iş günü\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>18.3.9.İşçinin; bakmakla yükümlü olduğu ve refakat edilmediği\ntakdirde hayatı tehlikeye girecek ana, baba, eş ve çocukları ile\nkardeşlerinden birinin ağır bir kaza geçirmesi, tedavisi uzun süren bir\nhastalığının ortaya çıkması veya engelli halinin ortaya çıkması, bu\nhâllerin sağlık kurulu raporuyla belgelendirilmesi şartıyla (“bir\nkişinin sürekli bakımına muhtaçtır, engelli veya hayati öneme haizdir”\nibareleri olan) aylık ve özlük hakları korunarak, 3 (üç) aya kadar\nücretsiz izin verilebilecek ve gerektiğinde bu süre 1 (bir) katına kadar\nuzatılabilecektir.\u003C\u002Fp>\n\n\u003Cp>18.3.10.İşçinin; ana, baba, eş, öz veya üvey çocuğu ile yasal olarak\nbakmakla yükümlü olduğu kişilerin engelliliği veya refakatini gerektiren\nağır hastalığı halinde, işçinin sağlık kuruluşlarındaki veya evdeki\nrefakatçi olarak geçirdiği sürenin her bir rapor durumuna göre refakatçi\nolduğunu belgelemek kaydıyla 1 (bir) yıl içinde toptan veya bölümler\nhâlinde en fazla 45 (kırkbeş) güne kadar olan süreler ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>18.3.11.İşçi, bakmakla yükümlü bulunduğu eş, çocuk, ana ve\nbabasının ağır hastalığı halinde sağlık kuruluşundaki veya evdeki\ntedavisi (hastaya refakat etmesine karar verilmesi ve refakatin\nbelgelendirilmesi halinde) için aylık 8 (sekiz) saat ücretli izinli\nsayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>18.3.12.İşçiye; kendisi, bakmakla yükümlü olduğu eşi ve çocuğunun\ndüzenli periyodik tedavi veya muayene gerektiren rahatsızlıklarını (fizik\ntedavi, tüp bebek tedavisi vb.) sağlık kuruluşlarından belgelendirmesi\nkaydıyla, izin hususunda işveren tarafından kolaylık sağlanır.\u003C\u002Fp>\n\n\u003Cp>18.3.13.Yukarıda belirtilen olayların vukuu anında işçinin yıllık\nücretli izinde olması halinde bu izinler yıllık ücretli izne ilave\nedilir.\u003C\u002Fp>\n\n\u003Cp>18.4.Bu süreler dahilinde, ücretli iznini kullanan işçiler ücret ve\ntüm haklardan (yol ve yemek hariç) çalışanlar gibi yararlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>18.5.Doğumla ilgili olarak kadın işçiye verilecek izinlerde ilgili kanun\nve mevzuat hükümleri uygulanır. Kadın işçilere 24 (yirmidört) aydan\nküçük çocuklarını emzirmeleri için günde toplam 3 (üç) saat süt izni\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>18.6.Analık izni sonrası yapılacak kısmi çalışmalarda, talep edilmesi\nhalinde yasal süreye bir yıl ilave edilir.\u003C\u002Fp>\n\n\u003Cp>18.7.İşçinin ders programlarını veya ders dönemlerini belgelendirmesi\nşartıyla yüksek lisans öğrenimi için haftada en fazla 6 (altı) saat,\ndoktora öğrenimi için ise haftada en fazla 8 (sekiz) saat öğrenim izni\nverilir. Bu izinler tek parça ve\u002Fveya bölünerek kullanılabilir. Gölbaşı\nAna Kampüste çalışanlar için bu izinlere birer saat yol izni ilave\nedilir.\u003C\u002Fp>\n\n\u003Cp>18.8.Bu maddede bahsedilen izinler yukarıda belirtilen durumların\ndoğmasından ve\u002Fveya ilgili izin sürelerinin bitmesinden sonraki 7 (yedi) iş\ngünü içinde talep edilmesi ve sonradan tevsik edilmesi halinde\nkullanılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>MADDE 19- SENDİKAL İZİNLER\u003C\u002Fh4>\n\n\u003Cp>19.1.Yönetici İzinleri; Profesyonel olmayan Sendika Genel Yönetim Kurulu\nüyelerine ve Genel Başkan Yardımcılarına sendikal faaliyetleri ifa\nedebilmeleri için her birine ayrı ayrı yılda 15 (onbeş) işgününe kadar\nsendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>19.1.1.Sendika Denetleme Kurulu üyelerine, Sendika Disiplin Kurulu\nüyelerine, Sendika Bölge Başkanlarına, Sendika Şube Başkanlarına,\nSendika İl Başkanlarına sendikal faaliyetleri ifa edebilmeleri için\nSendika’nın işverene yazılı ve\u002Fveya e-mail aracılığıyla bildirmesiyle\nyılda 5 (beş) işgününe kadar sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>19.1.2.Toplu iş sözleşmesinin sona ermesi halinde sona eren toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden toplu iş\nsözleşmesi yapma yetkisi verilmişse, yukarıda unvanı belirtilenlerin\nsendikal izinli sayılması hali devam eder.\u003C\u002Fp>\n\n\u003Cp>19.2.İşyeri Sendika Baştemsilcisi ve Temsilci İzinleri; İşyeri Sendika\nBaştemsilcileri ve Temsilcilerine işyerindeki işlerini aksatmamak, işyeri\ndisiplinine aykırı olmamak şartıyla ve Sendika’nın işverene yazılı\nve\u002Fveya e-mail aracılığıyla bildirmesiyle; haftada 5 (beş) saat sendikal\nfaaliyetleri ifa edebilmeleri için izin verilir. Temsilcilerin izin\nsürelerini işyerinde geçirmeleri asıldır. Ancak sendika yöneticilerinin\ntalebi üzerine bu izinleri işyeri dışında da kullanmaları\nmümkündür.\u003C\u002Fp>\n\n\u003Cp>19.3.Komite Üyeleri İzni; Sendika bünyesindeki komiteler için Sendika\nGenel Yönetim Kurulu tarafından komite üyeleri belirlenerek işverene\nyazılı ve\u002Fveya e-mail aracılığıyla bildirilir. Bu komitelerin başkan ve\nyardımcılarına ayda 1 (bir) işgünü sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>19.4.Diğer İzinler;\u003C\u002Fp>\n\n\u003Cp>19.4.1.Sendika tarafından belirlenecek görevlilere kongre, konferans,\nseminer, yönetim, denetim, disiplin kurulu ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nengellilerle ilgili etkinlik ve engelliler komitesi toplantıları vb.\ntoplantılara katılmaları için sendikanın yazılı ve\u002Fveya e-mail ile\nbildirimi üzerine ilgili tarihler için 3 (üç) güne kadar sendikal izin\nverilir. Bir defada işyeri işçi sayısının %5’inden (yüzdebeş)\nfazlasının sendikal izin kullanması işverenin onayına bağlıdır.\u003C\u002Fp>\n\n\u003Cp>19.4.2.Konfederasyon ve\u002Fveya sendika merkez genel kurulu delegelerine genel\nkurul faaliyetleri için 3 (üç) işgünü, şube genel kurul delegelerine 1\n(bir) işgünü sendikal izin verilir. Genel kurullar için %5 (yüzdebeş)\noranı şartı aranmaz. Ancak, her iki durumda da sendika delege isim listesini\nişverene yazılı ve\u002Fveya e-mail ile bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>19.4.3.Dünya Kadınlar Günü ve Engelliler Haftası vb. etkinliklere\nkatılmak üzere işyerinde işi aksatmayacak şekilde işveren ve sendikanın\nortaklaşa belirleyeceği sayıda üye ilgili günlerde sendikal izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>19.5.Sendikal izinli geçirilen süreler iş süresinden sayılır. Sendikal\nizin kullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal izin\nkullananlar ücret ve sosyal yardımlarını işyerinde çalışmış gibi\naynen alırlar. Sendikal izin yıllık ücretli izinden mahsup edilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BEŞİNCİ BÖLÜM SOSYAL YARDIMLAR VE ÜCRETLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. KISIM - SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 20- AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>20.1.Yemek Yardımı: İşçilere, iş başı yaptığı günler için\ngünlük yemek ihtiyacını karşılamak üzere en az bir öğün doyurucu\nyemek verilmesi esastır. Yemek hizmeti verilmeyen yerlerde bu hizmetten\nfaydalanmayan işçilere her iş günü için yemek yardımı yapılır. Bu\nyardım sözleşmenin birinci yılında net 30,00 TL\u002Fgün’dür. Yapılan\nyardım, işçi için tahsis edilen yemek kartına yüklenir ve\u002Fveya nakdi\nolarak ödenir. İşverence işyerinde çalışan işçiye öğle yemeği,\nfazla mesai yapılması halinde de ayrıca akşam yemeği verilebilir.\nHastalık nedeniyle perhiz yemeği yemek zorunda olduğu resmi sağlık kurulu\nraporuyla belgeleyenler ile yemek hizmeti verilen yerlerde Ramazan ayında\nyemek hizmetinden faydalanmayan işçiye yemek yardımı verilir.\u003C\u002Fp>\n\n\u003Cp>20.2.Kantin Yardımı: İşveren, işçilere kantin alışverişinde\nkullanılmak üzere her ay kantin yardımı yapar. Bu yardım sözleşmenin\nbirinci yılında, net 65,00 TL\u002Fay’dır. İşçinin o ay içerisinde\nkullanmadığı kantin yardımı maaş hesabına dâhil edilmez. Kantin hizmeti\nverilmeyen işyerlerinde kantin yardımı yemek kartına yüklenir ve\u002Fveya\nnakdi olarak ödenir. İşveren, işin yerine getirilmesi esnasında tüketilen\ndemleme çaydan ücret almaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>20.3.Yol Yardımı: İşveren tarafından servis hizmeti verilmek suretiyle\nişçilerin iş yerine gidiş-gelişlerinde ulaşım hizmeti sağlanır.\nİşverenin servis hizmeti veremediği veya servis güzergâhına 800\n(sekizyüz) metreden daha uzak yerlerde oturan işçilere, binmek zorunda\noldukları toplu taşıma vasıtası sayısına göre yol yardımı yapılır.\nBuna göre; belediyelerce toplu taşıma vasıtası işletilen veya\nbelediyelerin gözetim ve denetiminde özel toplu taşıma vasıtası\nişletilen mahallerde bulunan işyerlerinde çalışan işçilerin işbaşı\nyaptıkları her gün için, işçinin kullandığı toplu taşıma\nvasıtalarının (otobüs, dolmuş, tramvay, metro, vapur vb.) ücreti, en uzak\ntarife üzerinden net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu Ücret;\u003C\u002Fp>\n\n\u003Cp>İstanbul ilindeki işyerlerinde çalışan işçi için 3 (üç) geliş ve\n3 (üç) gidiş,\u003C\u002Fp>\n\n\u003Cp>Ankara ve İzmir ilindeki işyerlerinde çalışan işçi için 2 (iki)\ngeliş ve 2 (iki) gidiş,\u003C\u002Fp>\n\n\u003Cp>Diğer illerdeki işyerlerinde çalışan işçi için 1 (bir) geliş ve 1\n(bir) gidiş,\u003C\u002Fp>\n\n\u003Cp>Toplu taşıma ücretini geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>20.4.Kira Yardımı: İşveren, işverene ait olan lojmanı kullanmayan\nişçilere her ay kira yardımı verir. Bu yardım sözleşmenin birinci\nyılında;\u003C\u002Fp>\n\n\u003Cp>İstanbul, Ankara ve İzmir ilinde çalışan işçi için net 675,00 TL,\u003C\u002Fp>\n\n\u003Cp>Diğer büyükşehirlerde çalışan işçi için net 525,00 TL,\u003C\u002Fp>\n\n\u003Cp>Diğer illerde çalışan işçi için net 450,00 TL’dir.\u003C\u002Fp>\n\n\u003Cp>20.4.1.Kira yardımı işçinin aylık ücreti ile birlikte ödenir. Bu\nyardım, Şirkette birbiri ile evli olan işçilerden birine veya istekleri\nhalinde 1\u002F2 (birbölüiki) oranında her iki eşe ödenir. İşverene ait olan\nlojmanı kullanan işçiye kira yardımı yapılmaz. İşverene ait olan\nlojmanın tahsisinde engelli işçiye ve bakmakla yükümlü olduğu engelli\nyakını olan işçiye, şehit yakınlarına ve gazilere lojman talebinde\nbulunması halinde lojman tahsisinde öncelik verilir.\u003C\u002Fp>\n\n\u003Cp>20.4.2.Şirkette, birbiri ile evli olan işçilerin uzaklaştırma,\nayrılık ya da boşanma davası nedeniyle aynı konutta oturmamaları halinde\nher bir işçiye ayrı ayrı kira yardımı yapılır. Bu durumun mahkeme\nkararı ve ikametgâh belgesi ile tevsik edilmesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 21- YILLIK ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>21.1.Öğrenim Yardımı: İşverence, işçilere Eylül ayında ücretiyle\nbirlikte öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım sözleşmenin birinci yılında;\u003C\u002Fp>\n\n\u003Cp>Okul öncesi eğitimine devam eden her bir çocuk için net 225,00 TL\u003C\u002Fp>\n\n\u003Cp>İlk ve orta öğrenimine devam eden her bir çocuk için net 300,00 TL\u003C\u002Fp>\n\n\u003Cp>Lise ve dengi okullarda öğrenimine devam eden her bir çocuk için net\n375,00 TL\u003C\u002Fp>\n\n\u003Cp>Yüksekokul ve üniversitede öğrenimine devam eden her bir çocuk için\nnet 500,00 TL’dir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>21.2.Engelli Yardımı: Şirket bünyesinde çalışan engelli işçiye veya\nbakmakla yükümlü olduğu engelli yakını olan işçiye (eş, çocuk, ana,\nbaba) engel oranına göre, tedavi, eğitim, beslenme ve medikal malzeme\nihtiyaçlarının karşılanması için yılda bir defa ve sadece Mart ayı\nücretiyle engelli yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım sözleşmenin birinci yılında;\u003C\u002Fp>\n\n\u003Cp>Engellilik oranı 3. derece (%40-%59) olana net 1.500,00 TL Engellilik\noranı 2. Derece (%60-%79) olana net 3.000,00 TL Engellilik oranı 1. Derece\n(%80 ve üzeri) olana net 4.000,00 TL’dir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>21.3.Giyim Yardımı: İş sağlığı ve Güvenliği Kanunu’nun ön\ngördüğü yükümlülüklerin dışında, Büro Personeli, Destek Personeli,\nBT Proje Asistanı ve Teknik Destek Personeline yılda bir defa Mart ayı\nücretiyle birlikte giyim yardım yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım sözleşmenin birinci yılında;\u003C\u002Fp>\n\n\u003Cp>Büro Personeli, Destek Personeli ve BT Proje Asistanlarına net 1.000,00\nTL,\u003C\u002Fp>\n\n\u003Cp>Teknik Destek Personeline net 750,00 TL’dir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 22- DİĞER SOSYAL YARDIMLAR\u003C\u002Fh4>\n\n\u003Cp>22.1. Evlenme Yardımı: Toplu iş sözleşmesi kapsamında çalışan\nişçilerin evlenmeleri halinde, 2019 yılı için net 7.500,00 TL, 2020 yılı\niçin net 8.250,00 TL, 2021 yılı için net 9.000,00 TL evlenme yardımı\nyapılır. Evlenen işçiler, aynı işverenin emrinde çalışıyorsa bu\nyardım; kadın işçi için tam, erkek işçi için ise 'A (birbölüiki)\noranında yapılır. Evlenen işçinin engelli olması durumunda ödenecek\nevlenme yardımı tutarı % (birbölüdört) oranında artırılır. Bu yardım\nişçinin evlilik belgesi ile birlikte talepte bulunma tarihinden itibaren 7\n(yedi) gün içerisinde ödenir.\u003C\u002Fp>\n\n\u003Cp>22.2. Doğum Yardımı: Toplu iş sözleşmesi kapsamında çalışan\nişçinin eşinin doğum yapması veya işçi kadın ise kendisinin doğum\nyapması halinde doğum belgesini ibraz etmesi şartı ile 2019 yılı için\nnet 7.500,00 TL, 2020 yılı için net 8.250,00 TL, 2021 yılı için net\n9.000,00 TL doğum yardımı yapılır. Çoğul doğum halinde her bir çocuk\niçin ayrı ayrı doğum yardımı yapılır. 3 (üç) ay ve üzeri\ngebeliklerde oluşacak düşüklerde de doğum yardımı yapılır. Ayrıca bu\ndurumlarda ölüm yardımı yapılmaz. Bu yardımlar işçinin doğum belgesi\nile birlikte talepte bulunduğu tarihten itibaren 7 (yedi) gün içerisinde\nödenir. Ebeveynler aynı işverenin emrinde çalışıyorsa bu yardım\neşlerden birine yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>22.3.Ölüm Yardımı: İşçinin eşi, çocukları, anne ve babasının\nvefat etmesi halinde, vefat yardımı kapsamında, 2019 yılı için net\n7.500,00 TL, 2020 yılı için net 8.250,00 TL, 2021 yılı için net 9.000,00\nTL ölüm yardımı yapılır. İşçinin kendisinin vefatı halinde ise vefat\nyardımı kapsamında mirasçılarına bu tutarların 4 (dört) katı kadar\nödeme yapılır. Bu yardımlardan faydalanmak için işçinin kendi\nyakınlarının vefatını belgelendirerek talepte bulunmasıyla en geç 7\n(yedi) gün içinde, işçinin vefatı durumunda da mirasçılarının\nbaşvurmasına müteakip en geç 7 (yedi) gün içinde ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>22.4.Tüm sosyal yardımlardan yaralanabilmek için işçinin ilgili olayın\nvuku bulmasını takiben en geç 3 (üç) ay içerisinde belgelendirme şartı\nile müracaatı esastır.\u003C\u002Fp>\n\n\u003Cp>22.5. Mesleki ve Mali Sorumluluk: İşçinin çıplak ücretinin % 0,5’i\n(bindebeş) oranına karşılık gelen miktarın %90’ı (yüzdedoksan)\nişveren, %10’u (yüzdeon) işçi tarafından karşılanacak şekilde ayrı\nbir hesaba şirket tarafından fon ayrılır. Ayrılan bu fon, işçinin kastı\nbulunmaksızın görev ifası sırasında şirket aleyhine ortaya çıkan\nzararların karşılanması için kullanılır.\u003C\u002Fp>\n\n\u003Cp>22.6.İşverence Sağlanacak Diğer Sosyal Haklar:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cp>22.6.1.İşveren işçilerinin menfaatine uygun olarak akaryakıt firması,\naraç kiralama, otel, sigorta firmaları, otomobil satış firmaları, lokanta,\nokul, kreş, market, eczane, hastane, kargo vb. firmalarla anlaşmalar yaparak\nişçilerinin de bu imkândan faydalanmasını sağlayabilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>22.6.2.İşçiler, bakmakla yükümlü bulundukları eş, çocuk, ana ve\nbabalarının ağır hastalıkları halinde sağlık kuruluşlarına\ngötürülüp getirilmeleri için işverenin varsa kendi ve\u002Fveya sağlayacağı\nambulansından ücretsiz yararlanabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>2.KISIM - ÜCRETLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 23- ÜCRETLERİN ÖDENMESİ\u003C\u002Fh4>\n\n\u003Cp>23.1.Ücret, işverenin işyerlerine bağlı olarak çalışanlara hizmet\nkarşılığı verilen para ve ayınlar ile sağlanan ve para ile temsil\nedilebilen menfaatlerdir.\u003C\u002Fp>\n\n\u003Cp>23.2.İşveren her ödeme döneminde işçiye ücretini gösterir bir ücret\ntediye pusulası verir. Bu pusulada tahakkuk eden her türlü ücret ve\nkesintiler ayrı ayrı gösterilir.\u003C\u002Fp>\n\n\u003Cp>23.3.Ücret ödemelerinde 4857 sayılı İş Kanununun 5’inci maddesi\nesasları uygulanır.\u003C\u002Fp>\n\n\u003Cp>23.4.İşçilerin toplu iş sözleşmesinin yürürlük tarihinden önceki\nsözleşmelerden ve geçmişteki işyeri uygulamalarından doğmuş bulunan\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>MADDE 24- ÜCRET ZAMMI\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>24.1.İşçilerin aldıkları ücret net ücret olup, hesaplamalar bunun\nüzerinden yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>24.2.Türksat A.Ş. İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalası ile Bilişim Usul Esası ekinde uygulanan Ücret Skalasının her\nkademesine, 31.12.2018 tarihindeki tutarlara; sözleşmenin birinci yılında\n(01.01.2019-31.12.2019) %18 oranında ücret zammı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>24.3.Türksat A.Ş. İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalası ile Bilişim Usul Esası ekinde uygulanan Ücret Skalasının her\nkademesine, 31.12.2019 tarihindeki tutarlara; sözleşmenin ikinci yılında\n(01.01.2020-31.12.2020) Hazine ve Maliye Bakanlığının yeni ekonomik program\n(YEP) uyarıca 2019yılı enflasyon hedefi olan %15,90 oranı baz alınarak %16\noranında ücret zammı yapılır. 2019 yılı Aralık dönemi için TÜİK\ntarafından bir önceki yılın Aralık ayına göre ilan edilen TÜFE oranı,\n%15 ile %18 oranı aralığında gerçekleşmesi halinde, ilan edilen TÜFE\noranında ücret zammı yapılır. İlan edilen TÜFE oranının bu aralığın\ndışında gerçekleşmesi halinde, TARAFLAR ek protokol ile yeni bir zam\noranı belirleyebilir.\u003C\u002Fp>\n\n\u003Cp>24.4.Türksat A.Ş. İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalası ile Bilişim Usul Esası ekinde uygulanan Ücret Skalasının her\nkademesine, 31.12.2020 tarihindeki tutarlara; sözleşmenin üçüncü\nyılında (01.01.2021-31.12.2021) Hazine ve Maliye Bakanlığının yeni\nekonomik program (YEP) uyarıca 2020yılı enflasyon hedefi olan %9,80 oranı\nbaz alınarak %10 oranında ücret zammı yapılır. 2020 yılı Aralık\ndönemi için TÜİK tarafından bir önceki yılın Aralık ayına göre ilan\nedilen TÜFE oranı, %9 ile %12 oranı aralığında gerçekleşmesi halinde\nilan edilen TÜFE oranında ücret zammı yapılır. İlan edilen TÜFE\noranının bu aralığın dışında gerçekleşmesi halinde, TARAFLAR ek\nprotokol ile yeni bir zam oranı belirleyebilir.\u003C\u002Fp>\n\n\u003Cp>24.5.İş bu toplu iş sözleşmesi süresince her iki ücret skalasında\nkendi kademe ücretinin üzerinde ücret alan işçinin aylık ücretine,\n(kendi kademesine yerleşene kadar) belirlenen yıllık ücret zammının\n1\u002F3’ü oranında ücret zammı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>24.6. İş bu toplu iş sözleşmesindeki; Yemek Yardımı, Kantin\nYardımı, Kira Yardımı, Öğrenim Yardımı, Engelli Yardımı, Askerlik\nYardımı ve Giyim Yardımı tutarlarına, sözleşmenin ikinci yılı için\n24.3. ve sözleşmenin üçüncü yılı için 24.4. maddesinde\nbelirlenen\u002Fbelirlenecek olan zam oranında artış yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch4>MADDE 25- İKRAMİYE\u003C\u002Fh4>\n\n\u003Cp>25.1.İşçilere, ikramiye ödeme günündeki net ücretinin 1,075 katı\ntutarında ve yılda 3 (üç) defa Nisan, Ağustos ve Aralık aylarında\nücretleriyle birlikte net olarak ikramiye ödemesi yapılır. Yönetim ve\ndenetim tazminatı alan işçiler için ayrıca bu tazminat tutarlarının\nüçte ikisi her ikramiye tutarına net olarak eklenir.\u003C\u002Fp>\n\n\u003Cp>25.2.İşten ayrılan işçiye ayrıldığı gün itibariye kıstelyevm\nusulü uygulanarak ikramiye ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>25.3.İşyeri ile ilişkileri devam eden SGK’dan iş göremezlik ödeneği\nalan hasta raporlu işçiler bu ikramiyelerden işyerinde çalışmış gibi\naynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>25.4.İşyeri uygulaması haline gelmiş olan Tediyeler, Bakanlar\nKurulu’nun tespit ettiği tarihlerde ve miktarda 4.7.1956 tarihli ve 6772\nsayılı Kanun gereğince ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch4>MADDE 26- FAZLA SÜRELERLE ÇALIŞMA ve FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh4>\n\n\u003Cp>TÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ve eki usul ve esaslar ve İş\nKanunundaki hükümler uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 27- HARCIRAH\u003C\u002Fh4>\n\n\u003Cp>TÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ile Harcırah Usul ve Esası\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch4>MADDE 28- TATİLDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh4>\n\n\u003Cp>TÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ve eki usul ve esaslar ve İş\nKanunundaki hükümler uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ALTINCI BÖLÜM SENDİKAL FAALİYETLER VE TEMİNATI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 29- SENDİKAL FAALİYETLER\u003C\u002Fh4>\n\n\u003Cp>29.1.Sendika yöneticileri ile işyeri sendika temsilcileri, sendika veya\nişçiyi ilgilendiren konularda gerektiğinde işveren ve işveren\ntemsilcileriyle çalışma saatleri içinde veya dışında doğrudan\niletişime geçebilir.\u003C\u002Fp>\n\n\u003Cp>29.2.İşveren, sendikanın işyerinde mesai saatleri içinde veya\ndışında tayin ettiği temsilcilerine, ilgili yetkililer nezdinde sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne izin\nverir. Yetkili sendikanın faaliyetleri işveren tarafından engellenemez.\nİşveren, yetkili sendikanın dışındaki sendikalara işyerlerinde sendikal\nfaaliyetlere izin vermez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 30- İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh4>\n\n\u003Cp>30.1.Öz İletişim-İş Sendikasınca, işyerinde çalışan üyeleri\narasından aşağıda gösterilen esaslar dâhilinde her Genel Müdür\nYardımcılığından en az 1 (bir) temsilci olmak şartıyla;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"51\">\u003Cp>30.1.1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>1-50 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"34\">\u003Cp>: 1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"51\">\u003Cp>30.1.2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>51-100 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"34\">\u003Cp>: 2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"51\">\u003Cp>30.1.3.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>101-500 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"34\">\u003Cp>: 3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"51\">\u003Cp>30.1.4.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>501-1000 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"34\">\u003Cp>: 4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"51\">\u003Cp>30.1.5.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>1001-2000 işçiye kadar\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"34\">\u003Cp>: 5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işyeri sendika temsilcisi atanır ve\u002Fveya seçilir.\u003C\u002Fp>\n\n\u003Cp>30.2.Temsilciler arasından bir temsilci sendika tarafından baş temsilci\nolarak atanır.\u003C\u002Fp>\n\n\u003Cp>30.3.İşyerlerinin birleştirilmesi veya isimlerinin değiştirilmesi\nmevcut temsilci sayısını değiştirmez. Ancak işyerlerinin bölünmesi\nve\u002Fveya ayrılması halinde, temsilci sayısı yeni duruma göre sendika\ntarafından yeniden belirlenebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 31- SENDİKADA GÖREV ALANLARIN İŞ GÜVENCESİ\u003C\u002Fh4>\n\n\u003Cp>31.1.Öz İletişim-İş Sendikasının bütün kademelerinde görevli;\ngenel başkan, yönetim kurulu üyeleri, genel başkan yardımcıları ile\nyönetim kurulu yedek üyeleri, denetim kurulu ve disiplin kurullarının tüm\nasil ve yedek üyeleri, işyeri sendika baştemsilcisi ile temsilcileri, kurul\nve komite başkan ve yardımcıları ile ilgili görevlilerin sendikanın\nyetkisi devam ettiği sürece sendikal faaliyetlerinden dolayı rızası\nalınmadan işi ve işyeri değiştirilemez, iş sözleşmesi fesih edilemez.\nToplu iş sözleşmesine bağlı çalışmaları yüzünden\ncezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>31.2.Öz İletişim-İş Sendikasının Genel Yönetim Kurulunda ve Genel\nBaşkan Yardımcılıklarında görev alanlardan, sendikadaki görevi için\nkendi isteği ile işyerinden sendikaya geçen işçilerin iş sözleşmesi\naskıda kalır. İş bu işçiler;\u003C\u002Fp>\n\n\u003Cp>31.2.1.Dilerlerse iş sözleşmeleri askıya alındığı tarihte işten\nayrılıp bu tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin feshederek kıdem tazminatına hak\nkazanırlar. Yine isterlerse sendikadaki görev yaptıkları süresi\niçerisinde iş sözleşmesini feshederek kıdem tazminatına hak kazanırlar.\nHer iki halde de kıdem tazminatında bu fesih tarihindeki toplu iş\nsözleşmesinden yararlanmakta olan emsal kıdemde ve durumda olan işçinin\nalmakta olduğu aylık brüt ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>31.2.2.Sendikadaki görevlerinin seçime girmemek, seçilememek, çekilmek\nveya her ne sebeple olursa olsun son bulması yâda profesyonel sendika\nyöneticiliğinin sona ermesi üzerine işverenden işe alınmalarım\nistedikleri takdirde işveren, talep tarihinden itibaren 10 (on) iş günü\niçinde o andaki şartlarla eski işlerine veya eski işlerine uygun başka bir\nişe almak zorundadır. Bu takdirde işçinin ücret ve eski kıdem hakları\nsaklı tutularak sözleşme ile getirilen haklar ücretine ilave edilir. Bu hak\ngörevin ya da profesyonelliğinin sona ermesinden başlayarak 6 (altı) ay\niçinde kullanılabilir. Bu maddenin hilafına işçinin işinin\u002Fişyerinin\ndeğiştirilmesi halinde, işi ve\u002Fveya işyeri değiştirilen işçiye,\nişinden ve\u002Fveya işyerinden ayrı kaldığı her gün için 1 (bir) günlük\nbrüt ücreti tutarında ilave ücret ödenir. İşi\u002Fişyeri değiştirilen\nişçinin, işveren tarafından 15 (onbeş) gün içinde işine ve\u002Fveya\nişyerine iade edilmemesi halinde, ödenmesi gereken ücret miktarı her\nhâlükârda işçinin 12 (oniki) aylık net ücreti tutarından az olamaz.\u003C\u002Fp>\n\n\u003Cp>31.2.3.(31.1.) bendi hilafına işçinin iş sözleşmesinin feshi halinde\nişyerinde çalışan işçi sayısına ve kıdemine bakılmaksızın 6356\nsayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun 24 üncü maddesi\nhükmü uygulanır.\u003C\u002Fp>\n\n\u003Cp>31.2.4.İşverenin (31.2.2.) bendi hilafına sendika yöneticisini işe\nbaşlatmaması veya işe başlatıp uygun iş vermemesi halinde ayrıca cezai\nşart olarak 2 (iki) yıllık net ücreti tutarında tazminat öder. Ayrıca\nişçinin kanunlar, iş sözleşmeleri ve toplu iş sözleşmesinden doğan\ntazminat hakları ile diğer hakları saklıdır. Sendika yöneticilerinin işe\nbaşlatılmasında ve kıdem tazminatı ve cezai şart olarak ödenecek\ntazminatın tespitinde halen toplu iş sözleşmesinden yararlanmakta olan\nemsal kıdemde ve durumda olan işçinin almakta olduğu aylık ortalama net\nücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>31.2.5.Malullük, yaşlılık aylığı almaya hak kazandığı için veya\nherhangi bir sebeple işe dönmek istemeyen yahut da verilecek işi kabul\netmeyen sendika yöneticisinin isteği halinde halen toplu iş sözleşmesinden\nyararlanmakta olan emsal bir işçinin aldığı ücret ve tüm haklar\nüzerinden kıdem tazminatı ödenmek şartı ile iş sözleşmesi\nfeshedilebilir.\u003C\u002Fp>\n\n\u003Cp>31.2.6.Yukarıdaki maddelerde belirtilen ücret kapsamı içerisine iş bu\ntoplu iş sözleşmesi ile kazandırılmış maddi hakların tamamı dâhil\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 32- SENDİKA ÜYELİĞİNİN GÜVENCESİ, İŞYERLERİNDE\nPSİKOLOJİK TACİZİN (MOBBİNG) ÖNLENMESİ VE EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh4>\n\n\u003Cp>32.1.Sendika Üyeliğinin Güvencesi: İşçiler, Öz İletişim-İş\nSendikasına üye olmaları, Öz İletişim-İş Sendikasının veya bağlı\nbulunduğu konfederasyonun etkinliklerine katılmaları veya çalışma\nilişkisinden doğan diğer haklarını kullanmaları dolayısıyla işten\nçıkarılamaz, işi değiştirilemez ve farklı bir işleme tabi tutulamazlar.\nKeza işveren, Öz İletişim-İş Sendikasına üye olan işçilerle\ndayanışma aidatı ödeyen sendikasız işçiler arasında, işin sevk ve\ndağıtımında, işçinin mesleki ilerlemesinde, çalışma süresinin\nbelirlenmesinde, ücret, ikramiye ve primlerinde, sosyal haklarında, disiplin\nhükümlerinin ve diğer konulara ilişkin hükümlerin uygulanmasında ya da\nçalıştırmaya son verilmesi konusunda herhangi bir ayrım yapamaz. Toplu iş\nsözleşmesi ile üye işçiye sağlanan her türlü haklar bu ayrım\nyasağının dışındadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>32.2.İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi: 19.03.2011\ntarih ve 27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2 sayılı\nBaşbakanlık “İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi”\nGenelgesi kapsamında işverence gerekli tedbirler alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>32.3.Eşit Davranma Yükümlülüğü: İş ilişkisinde dil, ırk, renk,\ncinsiyet, siyasal düşünce, felsefi inanç, din ve mezhep ve benzeri\nsebeplere dayalı ayrım yapılamaz. İşveren, esaslı sebepler olmadıkça\ntam süreli çalışan işçi karşında kısmi süreli çalışan işçiye,\nbelirsiz süreli çalışan işçi karşısında belirli süreli çalışan\nişçiye, daimi işçi karşısında geçici işçiye farklı işlem yapamaz.\nİşveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet ve gebelik\nnedeniyle doğrudan veya dolaylı farklı davranış sergileyemez.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>32.4.Bu madde hükümlerine göre iş akdinin fesih edilmesi halinde\nişyerinde çalışan işçi sayısına bakılmaksızın 4857 sayılı İş\nKanunun 18 inci, 19 uncu, 20 nci ve 21 inci madde hükümleri uygulanır. Yine\nbu maddenin 32.1. bendine aykırı olarak; işçinin iş\u002Fişyeri\ndeğişikliğine gidildiğinde, işçi eski iş\u002Fişyerine iade edilir ve 2\n(iki) aylık net ücreti tutarında tazminat cezai şart olarak ödenir.\nAyrıca, 32.1. ve 32.3 bendinde belirtilen haller ve benzeri hallere maruz\nkalan işçinin kendi iş sözleşmesini fesih etmesi halinde işverence\nişçiye 4 (dört) aylık net ücreti tutarında maddi tazminat ödenir.\nİşçi, yine bu maddenin 32.2. bendine aykırı olarak davranılması halinde\nEtik Kuruluna müracaat edebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 33- SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh4>\n\n\u003Cp>33.1.Öz İletişim-İş Sendikası üyeleriyle ve işçilerle iletişim\nkurma, konferans, eğitim semineri ve benzeri sosyal içerikli toplantılar\niçin işverenin salon, araç ve gereçlerinden en az 1 (bir) gün önceden\nhaber vermek kaydıyla ücretsiz olarak yararlanır.\u003C\u002Fp>\n\n\u003Cp>33.2.İşyerinden geçici olarak ayrılan işçi ve yöneticiler de servis\naraçlarından işyerinde çalışanlar gibi ücretsiz olarak\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 34- TEMSİLCİ ODASI ve İLAN TAHTASI\u003C\u002Fh4>\n\n\u003Cp>34.1.Temsilci Odası: İşveren, Öz İletişim-İş Sendikası işyeri\nsendika temsilcilerine belge, evrak ve kayıtlarını muhafaza edebilmeleri ve\nçalışmalarını kolaylaştırmaları için sendikanın talep ettiği\nişyerlerinde elverişli bir temsilcilik odası tahsis eder. Bu odanın\nmefruşat ve malzemeleri işverence temin edilir.\u003C\u002Fp>\n\n\u003Cp>34.2.İlan Tahtası: İşveren, işyerlerinde işçilerin kolayca\ngörebilecekleri elverişli bir yerde Öz İletişim-İş Sendikasının ilan,\ntebliğ ve bültenlerini asmak için bir ilan tahtası koymayı kabul eder. Bu\nilan tahtasına başka sendikaların ilan, tebliğ ve bültenleri\nasılamayacağı gibi işyerinde başka sendikalar içinde ayrıca ilan\ntahtası bulundurulamaz. İşveren, sendikanın işçiler ile iletişim\nkanallarından olan e-posta imkânını sağlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 35- AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh4>\n\n\u003Cp>35.1.İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18 inci maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma\naidatlarını, Sendikanın Vakıf Katılım \u002F Ankara şubesi nezdindeki TR78\n0021 0000 0001 9695 2000 01 nolu hesabına veya daha sonra bildireceği başka\nbir banka hesabına her ay aylık ücretlerinden keserek işçi aylık\nücretlerinin ödendiği günü takip eden 10 (on) gün içinde herhangi bir\nihtara lüzum kalmaksızın yatırır ve kesinti listesini sendikanın e-posta\nadresine (info@oziletisimis.org.tr) mail olarak ve her sayfası onaylı ve\nimzalı aslını Sendika Genel Merkezine gönderir. T.C. Aile, Çalışma ve\nSosyal Hizmetler Bakanlığı tarafından yeni dönem için yetki verilmesi\nhalinde, sendikanın yazılı talebi aranmaksızın işveren tarafından\nüyelik aidat kesintileri yapılarak yukarıda belirtilen usul çerçevesinde\nsendikaya ödenir. İşveren bu işlemler için sendikadan havale, eft vb. gibi\nherhangi bir masraf talebinde bulunmaz.\u003C\u002Fp>\n\n\u003Cp>35.2.İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını keser ve herhangi bir\nihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına 10\n(on) gün içerisinde yatırır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 36- ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh4>\n\n\u003Cp>36.1.İşveren, sendikanın talebi üzerine bütün işçilerin isim ve\niletişim bilgilerini 6698 sayılı Kanun muvacehesince sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>36.2.Sendika, İşverenin talebi üzerine Sendika kurullarının asil ve\nyedek üyeleri, genel başkan yardımcıları, komite üyeleri ve İşverenin\nişçisi olan işyeri temsilcileri ile delegelerin isim listesini 6698 sayılı\nKanun muvacehesince işverene verir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YEDİNCİ BÖLÜM DİĞER HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch4>MADDE 37- İŞ SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh4>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliği mevzuatı ve uluslararası\nnormlarının gerektiği tüm tedbirleri alır ve gerekli çalışmaları yapar\nve ilgili kurulların vereceği raporlarının gereğini yerine getirir.\nİşveren, iş sağlığı ve güvenliği mevzuat hükümlerini eksiksiz\nuygulamayı kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Ch4>MADDE 38- İŞ KAZALARI\u003C\u002Fh4>\n\n\u003Cp>İş kazaları, en uygun sağlık kurum ve kuruluşuna geciktirilmeksizin\nbildirilir. Hayati önem arz eden iş kazaları nedeniyle yapılan müdahale ve\ntedavi bedelinin SGK’ca ödenmeyen bölümü işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 39- DİSİPLİN KURULU\u003C\u002Fh4>\n\n\u003Cp>TÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ve eki Disiplin Cezalarına\nİlişkin Usul ve Esas’ındaki hükümler uygulanır. Sendika üyesi\nişçilerle ilgili alınacak kararlarda Disiplin Kurulu’nun 3 (üç) üyesi\nsendika tarafından tayin edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 40- ETİK KURULU\u003C\u002Fh4>\n\n\u003Cp>40.1.Gerek bu sözleşmenin 32.2. maddesinde ifade edilen haller ve benzer\nhallerin engellenmesi, sözleşmenin 5.1 maddesindeki amaçların\ngerçekleşmesi, TÜRKSAT A.Ş. Usul ve Esasları ve Yönergeleriyle ilgili\nolarak işçi ve\u002Fveya işveren tarafından şirketin ve çalışanların lehine\ngetirilen iyileştirici önerilerin görüşülerek taraflara tavsiye\nniteliğinde kararların alındığı Etik Kurul oluşturulur. Bu kurul\nsözleşme imzalanmasını müteakip 2 (iki) ay içerisinde kurulur.\u003C\u002Fp>\n\n\u003Cp>40.2.Kurul 4 (dört) üyeden oluşur. Bu üyelerden 2’si (iki) sendika\ntarafından 2’si (iki) de işveren tarafından belirlenir. Ayrıca taraflarca\n2’ şer (iki) kişi yedek üye belirlenir. Kurul kararları oy çokluğu ile\nalınır. Etik Kurulun sekretarya işleri kurulun sendika üyeleri tarafından\nyapılır.\u003C\u002Fp>\n\n\u003Cp>40.3.Kurul, toplantılarını işyerlerinde ve\u002Fveya sendikanın genel\nmerkezinde yapar.\u003C\u002Fp>\n\n\u003Cp>40.4.Etik Kuruluna sözleşmenin 32.2. madde kapsamında başvuru söz\nkonusu olduğunda, bu toplantıya kendisine mobbing uygulandığı iddiasında\nbulunan şikâyetçi ve gerekli görülmesi halinde şikâyet edilen de\nkatılır. Şikâyetçinin ve şikâyet edilenin Ankara dışından gelecek\nolması halinde, masrafları (yol, konaklama, yemek) işverence belirlenen\nuzman kadrosundaki personel harcırah miktarı kadar işveren tarafından\nkarşılanır. Kurul 10 (on) gün içerisinde kararını taraflara bildirir.\u003C\u002Fp>\n\n\u003Cp>40.5.Kurula geliş gidiş süreleri izin sürelerinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>40.6.Kurul üyelerine yapılan çalışmalardan dolayı herhangi bir ek\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch4>MADDE 41- EĞİTİM\u003C\u002Fh4>\n\n\u003Cp>41.1.Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını korumak için\nbelirli zamanlarda işverenle mutabakat sağlayarak eğitim toplantıları\ndüzenler.\u003C\u002Fp>\n\n\u003Cp>41.2.Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer\nfaaliyetleri için gerekli salon araç ve gereçleri imkân dâhilinde işveren\ntarafından ücretsiz olarak temin edilir.\u003C\u002Fp>\n\n\u003Cp>41.3.İşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurabilir, ilgili kişi ve\nkurumlarla anlaşma yaparak işçinin yararlanmasını sağlayabilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 42- SÖZLEŞMEDE HÜKÜM BULUNMAYAN KONULAR\u003C\u002Fh4>\n\n\u003Cp>42.1.Sözleşmede yer verilmemiş yahut sözleşme imzasından sonra\ngündeme gelecek olan konularda İş bu Toplu İş Sözleşmesi, TÜRKSAT A.Ş.\nşirket içi mevzuatı, İş Kanunu ve diğer İş Hukuku mevzuatı hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>42.2.Sözleşmede atıf yapılan ve sözleşmenin imza tarihi itibariyle\nyürürlükte bulunan TÜRKSAT A.Ş. Usul ve Esasları ve Yönergeleri\nsözleşmenin eki niteliğindedir.\u003C\u002Fp>\n\n\u003Cp>42.3.TÜRKSAT A.Ş. şirket içi mevzuatında yapılacak değişiklikler ile\nyeni çıkartılan düzenlemeler 7 (yedi) iş günü içinde sendikaya\nbildirilir.\u003C\u002Fp>\n\n\u003Cp>42.4.İşveren, bu sözleşmeye aykırı olmamak ve işçi yararına olmak\nkaydıyla ekonomik kurallara uygun verimlilik sağlayacak her türlü tedbiri\nalır. Yeni ve daha verimli hizmet sistem ve yöntemlerini uygulayabilir.\u003C\u002Fp>\n\n\u003Cp>42.5.Taraflar karşılıklı anlaşarak iş bu toplu iş sözleşmesinde ek\nprotokollerle değişiklik yapabilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>MADDE 43- SÖZLEŞMENİN İMZASI\u003C\u002Fh4>\n\n\u003Cp>İş bu toplu iş sözleşmesi; 43 (kırküç) asıl, 1 (bir) geçici madde\nve 23 (yirmiüç) sayfadan oluşmaktadır. 07\u002F01\u002F2019 tarihinde 5 (beş) kopya\nolarak aşağıda imzası bulunan yetkililer tarafından imza altına\nalınmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>GEÇİCİ MADDE 1- FARKLARIN ÖDENMESİ\u003C\u002Fh4>\n\n\u003Cp>Yürürlük tarihi ile imza tarihi arasında oluşacak toplu iş\nsözleşmesi farkları, sendika üyesi işçilere imza tarihinden itibaren en\ngeç 1 (bir) ay içerisinde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":42,"trainingprogrammes":46,"contracttrial":48,"contractseverancepay":52,"paidmaternityleaveduration":56,"paidpaternityleaveduration":60,"childcare":64,"maternity_nursing_breaks_length":68,"childcaresubsidy":70,"breastfeeding_workingtime":74,"educationtuition":78,"eqpay":82,"discrimination":86,"contracttrialperiod":90,"healthcareaccessrelatives":92,"funeralpay":96,"maternitydiscrimination":100,"nursingmothers":102,"sexualhar":104,"hourspday":108,"hoursovertimemax":112,"TRADEUNLEAV_trigger":116,"WAGES_trigger":120,"WAGES_determined":123,"STRUCINCR_trigger":127,"ONCERISE_trigger":130,"SUNDAY_trigger":134,"OVERTIME_trigger":138,"COMMUTE_trigger":140,"SENIOR_trigger":144,"mealvouchers":146,"covercountryregion_comments":150,"coveroccup_comments":154,"coverunion_comments":158,"disabilitypaytxt":162,"hourspweek_select":166,"dayspweek":168,"PAIDLEAV_trigger":170,"SCHEDULE_trigger":174,"healthandsafetypolicy":176,"code_application":180,"PAYSCALES_trigger":182,"ONCERISE2_trigger":185,"NOCTPREM_trigger":189},{"bindId":43,"name":44,"text":45},"TRAINING_trigger","MADDE 41- EĞİTİM 41.1.Sendika, işçilerin","MADDE 41- EĞİTİM\n\n41.1.Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını korumak için\nbelirli zamanlarda işverenle mutabakat sağlayarak eğitim toplantıları\ndüzenler.\n\n41.2.Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer\nfaaliyetleri için gerekli salon araç ve gereçleri imkân dâhilinde işveren\ntarafından ücretsiz olarak temin edilir.\n\n41.3.İşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurabilir, ilgili kişi ve\nkurumlarla anlaşma yaparak işçinin yararlanmasını sağlayabilir.",{"bindId":47,"name":44,"text":45},"trainingprogrammes",{"bindId":49,"name":50,"text":51},"contracttrial","MADDE 7- DENEME SÜRESİ 7.1.İşçiler işe a","MADDE 7- DENEME SÜRESİ\n\n7.1.İşçiler işe alındıkları tarihten itibaren 2 (iki) aylık deneme\nsüresine tabi tutulur. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilir.\n\n7.2.Önceden işyerinde çalışırken işyerinden ayrılmış olan\nişçilerin tekrar işe alımlarında ve\u002Fveya süreli sözleşmeli çalışan\nişçilerin sözleşme yenilenmesinde ikinci bir deneme süresine tabi\ntutulmazlar.\n\n7.3.Şirket iştiraklerinden ve\u002Fveya altyüklenicilerden doğrudan şirket\nbünyesinde hizmet sunanlardan yapılan işe alımlar dışardan işe alınma\nsayılmaz ve bu alımlar için deneme süresi uygulanmaz.",{"bindId":53,"name":54,"text":55},"contractseverancepay","MADDE 17- KIDEM TAZMİNATININ HESAPLANMAS","MADDE 17- KIDEM TAZMİNATININ HESAPLANMASI ve ÖDENMESİ\n\n17.1.İşçilerin iş sözleşmelerinin, İş Kanunundaki Kıdem\nTazminatının ödenmesini gerektiren hallerden birisi ile sona ermesi halinde,\nişçiye her tam hizmet yılı için Kıdem Tazminatı tavanını aşmamak\nkaydıyla 50 (elli) günlük ücretleri tutarında Kıdem Tazminatı ödenir. 1\n(bir) yıldan artan süreler için de aynı oran üzerinden ödeme yapılır.\nVefat hallerinde tazminat, kanuni mirasçılarına verilir. İş kazası\nnedeniyle ölen işçinin mirasçılarına kıdem tazminatı ödenir.\n\n17.2.Kendi isteği ile işten ayrılan işçiye, şirkette çalıştığı\nsürelere ilişkin İş Sonu Tazminatı ödenir. Bu tazminatın\nbelirlenmesinde, kıdem tazminatının hesaplanmasına dair hükümler\nuygulanır.",{"bindId":57,"name":58,"text":59},"paidmaternityleaveduration","18.5.Doğumla ilgili olarak kadın işçiye ","18.5.Doğumla ilgili olarak kadın işçiye verilecek izinlerde ilgili kanun\nve mevzuat hükümleri uygulanır. Kadın işçilere 24 (yirmidört) aydan\nküçük çocuklarını emzirmeleri için günde toplam 3 (üç) saat süt izni\nverilir.",{"bindId":61,"name":62,"text":63},"paidpaternityleaveduration","18.3.4.Eşi doğum yapan işçiye 5 (beş) iş","18.3.4.Eşi doğum yapan işçiye 5 (beş) işgünü,",{"bindId":65,"name":66,"text":67},"childcare","18.3.9.İşçinin; bakmakla yükümlü olduğu ","18.3.9.İşçinin; bakmakla yükümlü olduğu ve refakat edilmediği\ntakdirde hayatı tehlikeye girecek ana, baba, eş ve çocukları ile\nkardeşlerinden birinin ağır bir kaza geçirmesi, tedavisi uzun süren bir\nhastalığının ortaya çıkması veya engelli halinin ortaya çıkması, bu\nhâllerin sağlık kurulu raporuyla belgelendirilmesi şartıyla (“bir\nkişinin sürekli bakımına muhtaçtır, engelli veya hayati öneme haizdir”\nibareleri olan) aylık ve özlük hakları korunarak, 3 (üç) aya kadar\nücretsiz izin verilebilecek ve gerektiğinde bu süre 1 (bir) katına kadar\nuzatılabilecektir.\n\n18.3.10.İşçinin; ana, baba, eş, öz veya üvey çocuğu ile yasal olarak\nbakmakla yükümlü olduğu kişilerin engelliliği veya refakatini gerektiren\nağır hastalığı halinde, işçinin sağlık kuruluşlarındaki veya evdeki\nrefakatçi olarak geçirdiği sürenin her bir rapor durumuna göre refakatçi\nolduğunu belgelemek kaydıyla 1 (bir) yıl içinde toptan veya bölümler\nhâlinde en fazla 45 (kırkbeş) güne kadar olan süreler ücretli izinli\nsayılır.\n\n18.3.11.İşçi, bakmakla yükümlü bulunduğu eş, çocuk, ana ve\nbabasının ağır hastalığı halinde sağlık kuruluşundaki veya evdeki\ntedavisi (hastaya refakat etmesine karar verilmesi ve refakatin\nbelgelendirilmesi halinde) için aylık 8 (sekiz) saat ücretli izinli\nsayılır.",{"bindId":69,"name":58,"text":59},"maternity_nursing_breaks_length",{"bindId":71,"name":72,"text":73},"childcaresubsidy","22.6.1.İşveren işçilerinin menfaatine uy","22.6.1.İşveren işçilerinin menfaatine uygun olarak akaryakıt firması,\naraç kiralama, otel, sigorta firmaları, otomobil satış firmaları, lokanta,\nokul, kreş, market, eczane, hastane, kargo vb. firmalarla anlaşmalar yaparak\nişçilerinin de bu imkândan faydalanmasını sağlayabilecektir.",{"bindId":75,"name":76,"text":77},"breastfeeding_workingtime","11.7.Çocuk emziren kadın işçilerin çocuk","11.7.Çocuk emziren kadın işçilerin çocuklarına süt vermek için\ngeçirdiği süreler.",{"bindId":79,"name":80,"text":81},"educationtuition","21.1.Öğrenim Yardımı: İşverence, işçiler","21.1.Öğrenim Yardımı: İşverence, işçilere Eylül ayında ücretiyle\nbirlikte öğrenim yardımı yapılır.\n\nBu yardım sözleşmenin birinci yılında;\n\nOkul öncesi eğitimine devam eden her bir çocuk için net 225,00 TL\n\nİlk ve orta öğrenimine devam eden her bir çocuk için net 300,00 TL\n\nLise ve dengi okullarda öğrenimine devam eden her bir çocuk için net\n375,00 TL\n\nYüksekokul ve üniversitede öğrenimine devam eden her bir çocuk için\nnet 500,00 TL’dir.",{"bindId":83,"name":84,"text":85},"eqpay","5.7.Çalışanlar için çalışma koşulları ve","5.7.Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, herkes için eşit işe eşit ücret verilmesini\nsağlamak,",{"bindId":87,"name":88,"text":89},"discrimination","32.3.Eşit Davranma Yükümlülüğü: İş ilişk","32.3.Eşit Davranma Yükümlülüğü: İş ilişkisinde dil, ırk, renk,\ncinsiyet, siyasal düşünce, felsefi inanç, din ve mezhep ve benzeri\nsebeplere dayalı ayrım yapılamaz. İşveren, esaslı sebepler olmadıkça\ntam süreli çalışan işçi karşında kısmi süreli çalışan işçiye,\nbelirsiz süreli çalışan işçi karşısında belirli süreli çalışan\nişçiye, daimi işçi karşısında geçici işçiye farklı işlem yapamaz.\nİşveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet ve gebelik\nnedeniyle doğrudan veya dolaylı farklı davranış sergileyemez.",{"bindId":91,"name":50,"text":51},"contracttrialperiod",{"bindId":93,"name":94,"text":95},"healthcareaccessrelatives","22.6.2.İşçiler, bakmakla yükümlü bulundu","22.6.2.İşçiler, bakmakla yükümlü bulundukları eş, çocuk, ana ve\nbabalarının ağır hastalıkları halinde sağlık kuruluşlarına\ngötürülüp getirilmeleri için işverenin varsa kendi ve\u002Fveya sağlayacağı\nambulansından ücretsiz yararlanabilir.",{"bindId":97,"name":98,"text":99},"funeralpay","22.3.Ölüm Yardımı: İşçinin eşi, çocuklar","22.3.Ölüm Yardımı: İşçinin eşi, çocukları, anne ve babasının\nvefat etmesi halinde, vefat yardımı kapsamında, 2019 yılı için net\n7.500,00 TL, 2020 yılı için net 8.250,00 TL, 2021 yılı için net 9.000,00\nTL ölüm yardımı yapılır. İşçinin kendisinin vefatı halinde ise vefat\nyardımı kapsamında mirasçılarına bu tutarların 4 (dört) katı kadar\nödeme yapılır. Bu yardımlardan faydalanmak için işçinin kendi\nyakınlarının vefatını belgelendirerek talepte bulunmasıyla en geç 7\n(yedi) gün içinde, işçinin vefatı durumunda da mirasçılarının\nbaşvurmasına müteakip en geç 7 (yedi) gün içinde ödeme yapılır.",{"bindId":101,"name":88,"text":89},"maternitydiscrimination",{"bindId":103,"name":58,"text":59},"nursingmothers",{"bindId":105,"name":106,"text":107},"sexualhar","32.2.İşyerlerinde Psikolojik Tacizin (Mo","32.2.İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi: 19.03.2011\ntarih ve 27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2 sayılı\nBaşbakanlık “İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi”\nGenelgesi kapsamında işverence gerekli tedbirler alınır.",{"bindId":109,"name":110,"text":111},"hourspday","10.1. Haftalık çalışma süresi 40 (kırk) ","10.1. Haftalık çalışma süresi 40 (kırk) saattir. Bu süre, haftada 5\n(beş) işgünü ve günlük 8 (sekiz) saat olarak uygulanır. Günlük\nçalışma süresinin ortalama bir zamanında 1 (bir) saatten az olmamak üzere\nara dinlenmesi verilmek suretiyle çalışma saatleri işin icabına göre\nişverence tanzim edilir. Bu süreler, engelli çalışanlar ve ailesinde\nbakmakla yükümlü olduğu engelli bulunanlar lehine işveren tarafından\nesnetilebilir.",{"bindId":113,"name":114,"text":115},"hoursovertimemax","MADDE 26- FAZLA SÜRELERLE ÇALIŞMA ve FAZ","MADDE 26- FAZLA SÜRELERLE ÇALIŞMA ve FAZLA ÇALIŞMA ÜCRETİ\n\nTÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ve eki usul ve esaslar ve İş\nKanunundaki hükümler uygulanır.",{"bindId":117,"name":118,"text":119},"TRADEUNLEAV_trigger","MADDE 19- SENDİKAL İZİNLER 19.1.Yönetici","MADDE 19- SENDİKAL İZİNLER\n\n19.1.Yönetici İzinleri; Profesyonel olmayan Sendika Genel Yönetim Kurulu\nüyelerine ve Genel Başkan Yardımcılarına sendikal faaliyetleri ifa\nedebilmeleri için her birine ayrı ayrı yılda 15 (onbeş) işgününe kadar\nsendikal izin verilir.\n\n19.1.1.Sendika Denetleme Kurulu üyelerine, Sendika Disiplin Kurulu\nüyelerine, Sendika Bölge Başkanlarına, Sendika Şube Başkanlarına,\nSendika İl Başkanlarına sendikal faaliyetleri ifa edebilmeleri için\nSendika’nın işverene yazılı ve\u002Fveya e-mail aracılığıyla bildirmesiyle\nyılda 5 (beş) işgününe kadar sendikal izin verilir.\n\n19.1.2.Toplu iş sözleşmesinin sona ermesi halinde sona eren toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden toplu iş\nsözleşmesi yapma yetkisi verilmişse, yukarıda unvanı belirtilenlerin\nsendikal izinli sayılması hali devam eder.\n\n19.2.İşyeri Sendika Baştemsilcisi ve Temsilci İzinleri; İşyeri Sendika\nBaştemsilcileri ve Temsilcilerine işyerindeki işlerini aksatmamak, işyeri\ndisiplinine aykırı olmamak şartıyla ve Sendika’nın işverene yazılı\nve\u002Fveya e-mail aracılığıyla bildirmesiyle; haftada 5 (beş) saat sendikal\nfaaliyetleri ifa edebilmeleri için izin verilir. Temsilcilerin izin\nsürelerini işyerinde geçirmeleri asıldır. Ancak sendika yöneticilerinin\ntalebi üzerine bu izinleri işyeri dışında da kullanmaları\nmümkündür.\n\n19.3.Komite Üyeleri İzni; Sendika bünyesindeki komiteler için Sendika\nGenel Yönetim Kurulu tarafından komite üyeleri belirlenerek işverene\nyazılı ve\u002Fveya e-mail aracılığıyla bildirilir. Bu komitelerin başkan ve\nyardımcılarına ayda 1 (bir) işgünü sendikal izin verilir.\n\n19.4.Diğer İzinler;\n\n19.4.1.Sendika tarafından belirlenecek görevlilere kongre, konferans,\nseminer, yönetim, denetim, disiplin kurulu ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nengellilerle ilgili etkinlik ve engelliler komitesi toplantıları vb.\ntoplantılara katılmaları için sendikanın yazılı ve\u002Fveya e-mail ile\nbildirimi üzerine ilgili tarihler için 3 (üç) güne kadar sendikal izin\nverilir. Bir defada işyeri işçi sayısının %5’inden (yüzdebeş)\nfazlasının sendikal izin kullanması işverenin onayına bağlıdır.\n\n19.4.2.Konfederasyon ve\u002Fveya sendika merkez genel kurulu delegelerine genel\nkurul faaliyetleri için 3 (üç) işgünü, şube genel kurul delegelerine 1\n(bir) işgünü sendikal izin verilir. Genel kurullar için %5 (yüzdebeş)\noranı şartı aranmaz. Ancak, her iki durumda da sendika delege isim listesini\nişverene yazılı ve\u002Fveya e-mail ile bildirmek zorundadır.\n\n19.4.3.Dünya Kadınlar Günü ve Engelliler Haftası vb. etkinliklere\nkatılmak üzere işyerinde işi aksatmayacak şekilde işveren ve sendikanın\nortaklaşa belirleyeceği sayıda üye ilgili günlerde sendikal izinli\nsayılır.\n\n19.5.Sendikal izinli geçirilen süreler iş süresinden sayılır. Sendikal\nizin kullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal izin\nkullananlar ücret ve sosyal yardımlarını işyerinde çalışmış gibi\naynen alırlar. Sendikal izin yıllık ücretli izinden mahsup edilemez.",{"bindId":121,"name":122,"text":122},"WAGES_trigger","2.KISIM - ÜCRETLER",{"bindId":124,"name":125,"text":126},"WAGES_determined","24.2.Türksat A.Ş. İnsan Kaynakları Yöner","24.2.Türksat A.Ş. İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalası ile Bilişim Usul Esası ekinde uygulanan Ücret Skalasının her\nkademesine, 31.12.2018 tarihindeki tutarlara; sözleşmenin birinci yılında\n(01.01.2019-31.12.2019) %18 oranında ücret zammı yapılır.",{"bindId":128,"name":129,"text":129},"STRUCINCR_trigger","MADDE 24- ÜCRET ZAMMI",{"bindId":131,"name":132,"text":133},"ONCERISE_trigger","MADDE 25- İKRAMİYE 25.1.İşçilere, ikrami","MADDE 25- İKRAMİYE\n\n25.1.İşçilere, ikramiye ödeme günündeki net ücretinin 1,075 katı\ntutarında ve yılda 3 (üç) defa Nisan, Ağustos ve Aralık aylarında\nücretleriyle birlikte net olarak ikramiye ödemesi yapılır. Yönetim ve\ndenetim tazminatı alan işçiler için ayrıca bu tazminat tutarlarının\nüçte ikisi her ikramiye tutarına net olarak eklenir.\n\n25.2.İşten ayrılan işçiye ayrıldığı gün itibariye kıstelyevm\nusulü uygulanarak ikramiye ödemesi yapılır.\n\n25.3.İşyeri ile ilişkileri devam eden SGK’dan iş göremezlik ödeneği\nalan hasta raporlu işçiler bu ikramiyelerden işyerinde çalışmış gibi\naynen yararlanırlar.\n\n25.4.İşyeri uygulaması haline gelmiş olan Tediyeler, Bakanlar\nKurulu’nun tespit ettiği tarihlerde ve miktarda 4.7.1956 tarihli ve 6772\nsayılı Kanun gereğince ödenir.",{"bindId":135,"name":136,"text":137},"SUNDAY_trigger","MADDE 28- TATİLDE ÇALIŞMA ve ÜCRETİ TÜRK","MADDE 28- TATİLDE ÇALIŞMA ve ÜCRETİ\n\nTÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ve eki usul ve esaslar ve İş\nKanunundaki hükümler uygulanır.",{"bindId":139,"name":114,"text":115},"OVERTIME_trigger",{"bindId":141,"name":142,"text":143},"COMMUTE_trigger","20.3.Yol Yardımı: İşveren tarafından ser","20.3.Yol Yardımı: İşveren tarafından servis hizmeti verilmek suretiyle\nişçilerin iş yerine gidiş-gelişlerinde ulaşım hizmeti sağlanır.\nİşverenin servis hizmeti veremediği veya servis güzergâhına 800\n(sekizyüz) metreden daha uzak yerlerde oturan işçilere, binmek zorunda\noldukları toplu taşıma vasıtası sayısına göre yol yardımı yapılır.\nBuna göre; belediyelerce toplu taşıma vasıtası işletilen veya\nbelediyelerin gözetim ve denetiminde özel toplu taşıma vasıtası\nişletilen mahallerde bulunan işyerlerinde çalışan işçilerin işbaşı\nyaptıkları her gün için, işçinin kullandığı toplu taşıma\nvasıtalarının (otobüs, dolmuş, tramvay, metro, vapur vb.) ücreti, en uzak\ntarife üzerinden net olarak ödenir.\n\nBu Ücret;\n\nİstanbul ilindeki işyerlerinde çalışan işçi için 3 (üç) geliş ve\n3 (üç) gidiş,\n\nAnkara ve İzmir ilindeki işyerlerinde çalışan işçi için 2 (iki)\ngeliş ve 2 (iki) gidiş,\n\nDiğer illerdeki işyerlerinde çalışan işçi için 1 (bir) geliş ve 1\n(bir) gidiş,\n\nToplu taşıma ücretini geçemez.",{"bindId":145,"name":54,"text":55},"SENIOR_trigger",{"bindId":147,"name":148,"text":149},"mealvouchers","20.1.Yemek Yardımı: İşçilere, iş başı ya","20.1.Yemek Yardımı: İşçilere, iş başı yaptığı günler için\ngünlük yemek ihtiyacını karşılamak üzere en az bir öğün doyurucu\nyemek verilmesi esastır. Yemek hizmeti verilmeyen yerlerde bu hizmetten\nfaydalanmayan işçilere her iş günü için yemek yardımı yapılır. Bu\nyardım sözleşmenin birinci yılında net 30,00 TL\u002Fgün’dür. Yapılan\nyardım, işçi için tahsis edilen yemek kartına yüklenir ve\u002Fveya nakdi\nolarak ödenir. İşverence işyerinde çalışan işçiye öğle yemeği,\nfazla mesai yapılması halinde de ayrıca akşam yemeği verilebilir.\nHastalık nedeniyle perhiz yemeği yemek zorunda olduğu resmi sağlık kurulu\nraporuyla belgeleyenler ile yemek hizmeti verilen yerlerde Ramazan ayında\nyemek hizmetinden faydalanmayan işçiye yemek yardımı verilir.\n\n20.2.Kantin Yardımı: İşveren, işçilere kantin alışverişinde\nkullanılmak üzere her ay kantin yardımı yapar. Bu yardım sözleşmenin\nbirinci yılında, net 65,00 TL\u002Fay’dır. İşçinin o ay içerisinde\nkullanmadığı kantin yardımı maaş hesabına dâhil edilmez. Kantin hizmeti\nverilmeyen işyerlerinde kantin yardımı yemek kartına yüklenir ve\u002Fveya\nnakdi olarak ödenir. İşveren, işin yerine getirilmesi esnasında tüketilen\ndemleme çaydan ücret almaz.",{"bindId":151,"name":152,"text":153},"covercountryregion_comments","MADDE 3- SÖZLEŞMENİN KAPSAMI 3.1.Yer ola","MADDE 3- SÖZLEŞMENİN KAPSAMI\n\n3.1.Yer olarak; İŞVEREN’in işlerinde\u002Fişyerlerinde çalışan sendika\nüyesi işçiler ile işçilerin bu işleri yaptıkları işverenin iş\norganizasyonu kapsamındaki işyerlerini kapsar.\n\n3.2.Kişi olarak; İŞVEREN’in işyerlerinde çalışan ve\u002Fveya sözleşme\n(TİS) süresi içinde işe alınan Öz İletişim-İş Sendikası üyelerini\nve üye olmayıp Dayanışma Aidatı ödeyen işçileri kapsar.",{"bindId":155,"name":156,"text":157},"coveroccup_comments","3.3.İşletmenin bütününü sevk ve idare ed","3.3.İşletmenin bütününü sevk ve idare eden; Genel Müdür, Genel\nMüdür Yardımcıları, Teftiş Kurulu Başkanı ve Hukuk Müşaviri iş bu\ntoplu iş sözleşmesinin kapsamı dışındadır.",{"bindId":159,"name":160,"text":161},"coverunion_comments","MADDE 4- TOPLU İŞ SÖZLEŞMESİNDEN YARARLA","MADDE 4- TOPLU İŞ SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\n\n4.1.Toplu iş sözleşmesinden Öz İletişim-İş Sendikası’nın\nüyeleri ile üye olmayıp dayanışma aidatı ödeyen işçiler\nyararlanırlar.",{"bindId":163,"name":164,"text":165},"disabilitypaytxt","MADDE 38- İŞ KAZALARI İş kazaları, en uy","MADDE 38- İŞ KAZALARI\n\nİş kazaları, en uygun sağlık kurum ve kuruluşuna geciktirilmeksizin\nbildirilir. Hayati önem arz eden iş kazaları nedeniyle yapılan müdahale ve\ntedavi bedelinin SGK’ca ödenmeyen bölümü işverence ödenir.",{"bindId":167,"name":110,"text":111},"hourspweek_select",{"bindId":169,"name":110,"text":111},"dayspweek",{"bindId":171,"name":172,"text":173},"PAIDLEAV_trigger","18.1.Yıllık ücretli izinler; 18.1.1.Topl","18.1.Yıllık ücretli izinler;\n\n18.1.1.Toplu iş sözleşmesi kapsamında çalışan işçiler;\n\nSGK’lı hizmeti 1 (bir) yıldan 5 (beş) yıla kadar (beşinci yıl\ndâhil) olanlara 18 (onsekiz) işgünü, SGK’lı hizmeti 5 (beş) yıldan\nfazla 15 (onbeş) yıldan az olanlara 22 (yirmiiki) işgünü,\n\nSGK’lı hizmeti 15 (onbeş) yıl (dâhil) ve daha fazla olanlara 26\n(yirmialtı) işgünü yıllık ücretli izin verilir.\n\n18.1.2.Ücretli izine rastlayan akdi tatil, hafta tatili, ulusal bayram ve\ngenel tatil günlerinde geçirilen süreler izin sürelerinden sayılmaz.\n\n18.1.3.Yıllık ücretli iznini kullananlar, ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\n\n18.1.4.Bu sözleşmede hüküm bulunmayan hallerde, TÜRKSAT A.Ş. İnsan\nKaynakları Yönergesi ve eki usul ve esaslar uygulanır.",{"bindId":175,"name":110,"text":111},"SCHEDULE_trigger",{"bindId":177,"name":178,"text":179},"healthandsafetypolicy","MADDE 37- İŞ SAĞLIĞI ve GÜVENLİĞİ İşvere","MADDE 37- İŞ SAĞLIĞI ve GÜVENLİĞİ\n\nİşveren, iş sağlığı ve güvenliği mevzuatı ve uluslararası\nnormlarının gerektiği tüm tedbirleri alır ve gerekli çalışmaları yapar\nve ilgili kurulların vereceği raporlarının gereğini yerine getirir.\nİşveren, iş sağlığı ve güvenliği mevzuat hükümlerini eksiksiz\nuygulamayı kabul eder.",{"bindId":181,"name":178,"text":179},"code_application",{"bindId":183,"name":125,"text":184},"PAYSCALES_trigger","24.2.Türksat A.Ş. İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalası ile Bilişim Usul Esası ekinde uygulanan Ücret Skalasının her\nkademesine, 31.12.2018 tarihindeki tutarlara; sözleşmenin birinci yılında\n(01.01.2019-31.12.2019) %18 oranında ücret zammı yapılır.\n\n24.3.Türksat A.Ş. İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalası ile Bilişim Usul Esası ekinde uygulanan Ücret Skalasının her\nkademesine, 31.12.2019 tarihindeki tutarlara; sözleşmenin ikinci yılında\n(01.01.2020-31.12.2020) Hazine ve Maliye Bakanlığının yeni ekonomik program\n(YEP) uyarıca 2019yılı enflasyon hedefi olan %15,90 oranı baz alınarak %16\noranında ücret zammı yapılır. 2019 yılı Aralık dönemi için TÜİK\ntarafından bir önceki yılın Aralık ayına göre ilan edilen TÜFE oranı,\n%15 ile %18 oranı aralığında gerçekleşmesi halinde, ilan edilen TÜFE\noranında ücret zammı yapılır. İlan edilen TÜFE oranının bu aralığın\ndışında gerçekleşmesi halinde, TARAFLAR ek protokol ile yeni bir zam\noranı belirleyebilir.\n\n24.4.Türksat A.Ş. İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalası ile Bilişim Usul Esası ekinde uygulanan Ücret Skalasının her\nkademesine, 31.12.2020 tarihindeki tutarlara; sözleşmenin üçüncü\nyılında (01.01.2021-31.12.2021) Hazine ve Maliye Bakanlığının yeni\nekonomik program (YEP) uyarıca 2020yılı enflasyon hedefi olan %9,80 oranı\nbaz alınarak %10 oranında ücret zammı yapılır. 2020 yılı Aralık\ndönemi için TÜİK tarafından bir önceki yılın Aralık ayına göre ilan\nedilen TÜFE oranı, %9 ile %12 oranı aralığında gerçekleşmesi halinde\nilan edilen TÜFE oranında ücret zammı yapılır. İlan edilen TÜFE\noranının bu aralığın dışında gerçekleşmesi halinde, TARAFLAR ek\nprotokol ile yeni bir zam oranı belirleyebilir.\n\n24.5.İş bu toplu iş sözleşmesi süresince her iki ücret skalasında\nkendi kademe ücretinin üzerinde ücret alan işçinin aylık ücretine,\n(kendi kademesine yerleşene kadar) belirlenen yıllık ücret zammının\n1\u002F3’ü oranında ücret zammı yapılır.",{"bindId":186,"name":187,"text":188},"ONCERISE2_trigger","21.3.Giyim Yardımı: İş sağlığı ve Güvenl","21.3.Giyim Yardımı: İş sağlığı ve Güvenliği Kanunu’nun ön\ngördüğü yükümlülüklerin dışında, Büro Personeli, Destek Personeli,\nBT Proje Asistanı ve Teknik Destek Personeline yılda bir defa Mart ayı\nücretiyle birlikte giyim yardım yapılır.\n\nBu yardım sözleşmenin birinci yılında;\n\nBüro Personeli, Destek Personeli ve BT Proje Asistanlarına net 1.000,00\nTL,\n\nTeknik Destek Personeline net 750,00 TL’dir.",{"bindId":190,"name":191,"text":192},"NOCTPREM_trigger","MADDE 9- VARDİYA \u002F NÖBET USULÜ ÇALIŞTIRM","MADDE 9- VARDİYA \u002F NÖBET USULÜ ÇALIŞTIRMA\n\n9.1.İşin gerektirdiği hallerde işçiler 2 (iki) veya 3 (üç)\nvardiya\u002Fnöbetli halinde çalıştırabilir. Bir işçi üst üste 2 (iki)\nhafta gece vardiyasında\u002Fnöbetinde çalıştırılamaz. Vardiya\u002Fnöbet\ndeğişiminde işçiler sürekli olarak en az 11 (onbir) saat dinlendirilmeden\nçalıştırılamaz. Vardiya\u002Fnöbet cetvelleri her ay liste halinde işyerinde\nilan olunur.\n\n\n\n9.2.Vardiyalı\u002Fnöbetli olarak yürütülen işlerde çalışılan\nişçilere başkaca ödemeleri etkilememek kaydıyla Vardiya\u002FNöbet Primi,\nçalıştığı vardiya\u002Fnöbet saati üzerinden hesaplanır. Vardiya\u002FNöbet\nPrimi, saat başına 2019 yılı için 3,80 TL, 2020 yılı için 3,90 TL, 2021\nyılı için 4,00 TL’dir.\n\n\n\nMADDE 10- ÇALIŞMA SÜRESİ","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>TUR Türksat A.Ş. - 2019\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2019-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2021-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Name industry: → Transport, logistics, communication, ICT services\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Kablolu telekomünikasyon faaliyetleri  , Diĝer\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Public\u002Fprivate sector: → Semi-public\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Name company: → \n Türksat A.Ş.\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Names trade unions: → \n\n \n \n \u003Cspan>\n ÖZ İLETİŞİM-İŞ Öz İletişim-iş Sendikası\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \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: → Hayır\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maximum for sickness pay (for 6 months): → Not specified %\n \u003C\u002Fdiv>\n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Evet\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: → No clear provision\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpayamount\">\n Minimum company contribution to funeral\u002Fburial expenses: → TRY 7500.0\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Maternity paid leave: → -10 weeks\n \u003C\u002Fdiv>\n\n \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: → Evet\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: → Evet\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: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Evet\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Paid leave per year in case of caring for relatives: → 45 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: → 10 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: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-gender\">\n Special reference to gender for pay equality: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → 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: → 60 days\n \u003C\u002Fdiv>\n \n \n\u003Cdiv id=\"display-severance_number\">\n Severance pay after 5 years of service (number of days' wages): → 250 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Severance pay after one year of service ((number of days' wages): → 50 days\n \u003C\u002Fdiv>\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 \u003Cdiv id=\"display-hoursovertimemax\">\n Maximum overtime hours: → -10.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 18.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → -9.0 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: →  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: → Yes, but there are only indices (no wages)\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: → 18.0 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2019-01\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n \u003Cdiv id=\"display-incidentalbonusperc1\">\n Once only extra payment: → 1 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-shiftallowanceamount1\">\n Premium for evening or night work: → TRY  per month\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\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 \u003Cdiv id=\"display-mealvouchers\">\n Meal vouchers provided: → Evet\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-mealvouchersamount\">\n → 30.0 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",[198],{"title":35,"slug":31},[200],{"type":201,"data":202},"call_to_action_body_block",{"title":203,"description":204,"variant":205,"link":206},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":203,"url":207,"description":203,"rel":208,"type":209},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[211],{"type":201,"data":212},{"title":203,"description":204,"variant":205,"link":213},{"title":203,"url":207,"description":203,"rel":208,"type":209},[],{"title":15,"seo_title":216,"description":7,"path":217,"redirect_url":7,"locale":16,"children":218},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[219,300,329],{"title":18,"seo_title":220,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[223,227,231,247,296],{"title":224,"seo_title":8,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":232,"seo_title":8,"description":7,"path":233,"redirect_url":7,"locale":16,"children":234},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[235,239,243],{"title":236,"seo_title":8,"description":7,"path":237,"redirect_url":7,"locale":16,"children":238},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":7,"locale":16,"children":242},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":244,"seo_title":8,"description":7,"path":245,"redirect_url":7,"locale":16,"children":246},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":248,"seo_title":249,"description":7,"path":250,"redirect_url":7,"locale":16,"children":251},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[252,256,260,264,268,272,276,280,284,288,292],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":7,"locale":16,"children":255},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":7,"locale":16,"children":259},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":7,"locale":16,"children":263},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":265,"seo_title":8,"description":7,"path":266,"redirect_url":7,"locale":16,"children":267},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":269,"seo_title":8,"description":7,"path":270,"redirect_url":7,"locale":16,"children":271},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":273,"seo_title":8,"description":7,"path":274,"redirect_url":7,"locale":16,"children":275},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":277,"seo_title":8,"description":7,"path":278,"redirect_url":7,"locale":16,"children":279},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":281,"seo_title":8,"description":7,"path":282,"redirect_url":7,"locale":16,"children":283},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":285,"seo_title":8,"description":7,"path":286,"redirect_url":7,"locale":16,"children":287},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":289,"seo_title":8,"description":7,"path":290,"redirect_url":7,"locale":16,"children":291},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":293,"seo_title":8,"description":7,"path":294,"redirect_url":7,"locale":16,"children":295},"Sendikal 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