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ÖZ İLETİSİM İS TİS 01.01.2022-31.12.2024","TUR Türksat A.Ş. - 2022","Turkey - TUR Türksat A.Ş. - 2022","TUR Türksat A.Ş. - 2022 - Transport, logistics, communication, ICT services",{"name":39,"data":40},"TURKSAT UYDU HABERLEŞME KABLO TV ve İŞLETME A.Ş. İLE İLETİŞİM İŞÇİLERİ SENDİKASI (ÖZ İLETİŞİM-İŞ) ARASINDA İMZALANAN 5. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New2\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TURKSAT UYDU HABERLEŞME KABLO TV ve İŞLETME A.Ş. İLE İLETİŞİM\nİŞÇİLERİ SENDİKASI (ÖZ İLETİŞİM-İŞ) ARASINDA İMZALANAN 5. DÖNEM\nİŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜLÜK SÜRESİ\u003C\u002Fh1>\n\n\u003Ch1>(01.01.2022-31.12.2024)\u003C\u002Fh1>\n\n\u003Ch1>İMZA TARİHİ: 05.01.2022\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BİRİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 1- TARAFLAR VE TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>1.1.İşbu Toplu İş Sözleşmesinin tarafları TÜRKSAT Uydu Haberleşme\nKablo TV ve İşletme A.Ş. ile İletişim İşçileri Sendikasıdır.\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 başlarına kısaca\n“TARAF”, birlikte kısaca “TARAFLAR” olarak da anılabilecektir.\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\">\u003Cp>:\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>Varlık Mah. Yalova Sok. No: 12 Yenimahalle \u002F\n 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\">\u003Cp>:\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>0 312 804 69 00\u002F0 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\">\u003Cp>\u003Csub>:\u003C\u002Fsub>\u003C\u002Fp>\n \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>\u003C\u002Fp>\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\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\">\u003Cp>:\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>Varlık Mah. Yalova Sok. No: 12 Yenimahalle \u002F\n 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\">\u003Cp>:\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"406\">\u003Cp>0 312 804 69 00\u002F0 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\">\u003Cp>\u003Csub>:\u003C\u002Fsub>\u003C\u002Fp>\n \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>1.5.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 Başkanı ve Sendika Yönetim Kurulu ile\nbunların yetkili kıldığı kişiler temsil eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 2- YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin yürürlük süresi 3 (üç) yıl olup,\n01.01.2022 tarihinde yürürlüğe girip 31.12.2024 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountry\">\u003Ch3>MADDE 3- SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\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 alman Öz İletişim-İş Sendikası üyelerini ve\nüye olmayıp Dayamşma Aidatı ödeyen işçileri kapsar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup_comments\">\u003Cp>3.3.Türksat A.Ş. Yönetim Kurulu tarafından atanan ve imza yetkisi\nverilen tüm yöneticiler ile Danışmanlar iş bu toplu iş sözleşmesinin\nkapsamı dışındadır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.4.Bu Toplu İş Sözleşmesi İşletme düzeyindedir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 4- TOPLU İŞ SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>4.1.Toplu iş sözleşmesinden Sendika’nın üyeleri ile üye olmayıp\ndayanışma aidatı ödeyen işçiler yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>4.2.Toplu iş sözleşmesinin imza tarihinde Sendika’ya üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar veya imza tarihinde\nSendikaya üye bulunup da aynlanların toplu iş sözleşmesinden\nyararlanmaları, Sendikaya dayanışma aidatı ödemelerine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>4.3.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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TOPLU İŞ SÖZLEŞMESİNİN AMACI\u003C\u002Fh3>\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.îstikrarsız 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.Sendika üyelerinin ve işçilerin sosyo-ekonomik, moral ve kültürel\ngelişmelerini sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İKİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- İŞYERİ DEĞİŞİKLİĞİ VE BRANŞTA ÇALIŞMA\u003C\u002Fh3>\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>6.3.İşveren; işçinin işi, işyeri değişikliği ve çalışma\nalanları ile ilgili işveren işyerinde verimliliğin sağlanması, ihtiyacın\nbulunması gibi objektif uygulamalar içeren düzenleme yapabilir. Bu\nuygulamalar ferdi cezalandırma amaçlı kullanılamaz. İşçinin işi,\nişyeri değişikliği ve çalışma alanlarıyla ilgili işveren tarafından\ndeğişiklik yapılması ve işçinin bu değişikliği kabul etmemesi halinde\nİş Kanunu hükümleri uygulanır. Aksi durumda işçi için haklı fesih\nnedeni sayılır.\u003C\u002Fp>\n\n\u003Cp>6.4.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\">\u003Ch3>MADDE 7- DENEME SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>7.1.İşçiler işe alındıkları tarihten itibaren 3 (üç) 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 alımlarmda 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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- ASKERLİK HİZMETİ\u003C\u002Fh3>\n\n\u003Cp>8.1.Askerlik hizmeti nedeniyle silâh altına alman 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 durumdaki\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.Askerlik hizmeti nedeni ve kendi talebiyle işten ayrılması halinde\nişçiye her kıdem yılı için kıdem tazminatı tavanını aşmamak\nkaydıyla, 50 (elli) günlük ücreti tutarında kıdem 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 2000 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 Bakanlığınca 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\">\u003Ch3>MADDE 9- VARDİYA \u002F NÖBET USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\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. Vardiya\u002Fnöbet cetvellerinde belirtilen çalışma süreleri\ndışında çalışma yapan işçilere haftalık çalışma süresini\ndoldurmasına bakılmaksızın fazla çalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>9.2.Bu madde kapsamındaki çalışmaların Ulusal Bayram ve Genel Tatil\ngünlerine rastlaması halinde de bu çalışmalar vardiyali\u002Fnöbetli\nçalışma olarak değerlendirilir.\u003C\u002Fp>\n\n\u003Cp>9.3.Vardiyalı\u002Fnöbetli olarak yürütülen işlerde çalışılan\nişçilere başkaca ödemeleri etkilememek kaydıyla Vardiya\u002FNöbet Primi,\nçalıştığı vardiya\u002Fnöbet saati üzerinden hesaplanarak ödenir.\nVardiya\u002FNöbet Primi, saat başına 2022 yılı için 5 (beş) 2023 yılı\niçin 5,5 (beş buçuk), 2024 yılı için 6 (altı)TL’dir.\u003C\u002Fp>\n\n\u003Cp>9.4.Hafta sonu ve gece vardiyasına gelen işçilere günlük yemek\nyardımının 1,5 (birbuçuk) katı oranında yemek yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch3>MADDE 10- ÇALIŞMA SÜRESİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\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. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu süreler, engelli çalışanlar ve ailesinde bakmakla yükümlü olduğu\nengelli bulunanlar lehine işveren tarafından esnetilebilir.\u003C\u002Fp>\n\n\u003Cp>10.2.Cuma günlerinde Cuma Namazı için işverence işçiye gerekli\nkolaylık sağlanır.\u003C\u002Fp>\n\n\u003Cp>10.3.İşveren, işe giriş ve çıkış saatlerini işçi lehine olmak\nkaydıyla düzenleyebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 11- ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\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\nçalıştırılmaksızm 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\u003Ch3>MADDE 12- TUTUKLULUK HALİ ve İŞE DÖNME HAKKI\u003C\u002Fh3>\n\n\u003Cp>12.1.îş 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; kasıtlı\nsuçlarda 2 (iki) yıldan, taksirli suçlarda 5 yıldan fazla olması, milli\ngüvenlik, meşru egemenlik organını devirmeye ve\u002Fveya otoritesini yıkmaya,\nbağlı olduğu devlete karşı savaşmaya ve\u002Fveya düşmanla işbirliği\netmeye ve\u002Fveya yüz kızartıcı bir suçtan olması durumları hariç tutulmak\nkaydıyla mahkumiyet süresince işçinin iş sözleşmesi askıya alınır.\nSerbest bırakılan işçi, serbest bırakıldıktan sonraki 1 (bir) ay içinde\nişverene başvurması halinde eski işine ve\u002Fveya benzeri bir işe\nbaşlatılır. \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.İşverence tahsis edilen herhangi bir aracı kullanırken trafik\nkazası yapan işçiler bu nedenle tutuklandıkları ve\u002Fveya hüküm giydikleri\ntakdirde;\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\u003Ch3>MADDE 13- ENGELLİ İŞÇİLERİN ÇALIŞTIRILMASI\u003C\u002Fh3>\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.’nm 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ÜÇÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÎŞ SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 14- İŞ SÖZLEŞMESİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>14.1.İş sözleşmesinin feshinde İş Kanunu hükümleri uygulanır.\nİşçinin; kanunlar, iş sözleşmesi ve toplu iş sözleşmesinden doğan\ntazminat haklan ile diğer hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>14.2.İşten çıkartılma zanıreti olan durumlarda ve toplu işten\nçıkarma durumlarında işçilerin yeniden işe almmalannda, nitelikleri uygun\nolanlar önce işe alınır. Toplu işten çıkarmadan sonra 12 (oniki) ay\niçinde yeniden işçi alma durumu doğarsa, işten çıkarılanlara\ntaahhütlü olarak davetiye gönderilir. Bildirim gününden başlayarak 15\n(onbeş) gün içinde başvuran işçiye, işin ve günün şartlarına uygun\niş verilir.\u003C\u002Fp>\n\n\u003Cp>14.3.İş bu toplu iş sözleşmesi süresince, 01.02.2022 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. îşçi, bu tutar\nödenmeden işe başlatılmaz.\u003C\u002Fp>\n\n\u003Cp>14.6.Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel şiddet olayı\nnedeniyle hayati tehlikesi olduğu belgelenen, kendisini korumaya yönelik\nözel koruma tedbiri bulunan veya lehine uzaklaştırma kararı alan işçinin\niş sözleşmesini bildirimsiz olarak derhal feshetme hakkı vardır. Bu\nşekilde yapılacak fesihlerde işçinin kıdem tazminatı tam olarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15- BİLDİRİM SÜRELERİ\u003C\u002Fh3>\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\u003Ch3>MADDE 16- YENİ İŞ ARAMA İZNİ\u003C\u002Fh3>\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\">\u003Ch3>MADDE 17- KIDEM TAZMİNATININ HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh3>\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>DÖRDÜNCÜ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 18- İZİNLER\u003C\u002Fh3>\n\n\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,\u003C\u002Fp>\n\n\u003Cp>SGK’h hizmeti 5 (beş) yıldan fazla 15 (onbeş) yıldan az olanlara 22\n(yirmiiki) işgünü,\u003C\u002Fp>\n\n\u003Cp>SGK’h hizmeti 15 (onbeş) yıl (dâhil) ve daha fazla olanlara 26\n(yirmialtı) işgünü\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.Ücretli izine rastlayan akdi tatil, hafta\ntatili, ulusal bayram ve genel tatil günlerinde geçirilen süreler izin\nsürelerinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>18.1.2.Yıllık ücretli iznini kullananlar, ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>18.1.3.Zorunlu izin uygulaması, birikmiş yıllık izinleri 40 gün ve\nüstü izni olan işçiye uygulanabilir.\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. İşverene ait Gölbaşı Ana Kampüste\nçalışan işçilere mazeret izinlerinde 1 (bir) saat yol izni ilave\nedilir.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\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>\u003C\u002Fdiv>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\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, kendi ve\u002Fveya eşinin\ndede ve babaanne\u002Fanneannesinin vefatı halinde 2(iki) işgünü, \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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 ikamet ettiği\ntaşınmazlarda, yangın, su baskını, deprem gibi doğal afetlere maruz kalan\nişçiye 10 (on) işgünü,\u003C\u002Fp>\n\n\u003Cp>18.3.8.Bulunduğu il içinde evini taşıyan işçilere 2 (iki) 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) katma 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.İşçiye; ana, baba, eş, öz veya üvey çocuğu ile yasal olarak\nbakmakla yükümlü olduğu kişiler bulunması halinde, haftalık 6 (altı)\nsaate kadar ücretli mazeret izni talep ettiği günlerde kullandırılır.\nPersonelin bu izni kullanabilmesi için ilgili resmi evrakı İnsan\nKaynaklarına ibrazı zorunludur.\u003C\u002Fp>\n\n\u003Cp>18.3.12.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 mazeret izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>18.3.13.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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covid\">\u003Cp>18.3.14.Çocuğu ilköğretimde olan kadın işçi veya çocuğunun velayeti\nkendisine bırakılan erkek işçi, resmi kar tatillerinde veya Covid -19\nnedeniyle çocuğu karantinada olduğu sürelerde uzaktan\nçalıştırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>18.3.15.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 yararlamr.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\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. Bu kapsamdaki emziren kadın işçiler bu süre içerisinde uzaktan\nçalıştırılabilir. Uzaktan çalışmalarda süt izni İş Kanundaki\nbelirtildiği şekilde günlük l,5(birbuçuk) saat kullanılır. İşveren\ngerekli gördüğü durumlarda işçiyi işyerine çağırabilir.\u003C\u002Fp>\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>18.9.Kendisine yönelmiş veya yönelmesi kuvvetle muhtemel şiddet olayı\nnedeniyle hayati tehlikesi olduğu belgelenen, kendisini korumaya yönelik\nözel koruma tedbiri bulunan veya lehine uzaklaştırma kararı alan işçiye\naltı aya kadar ücretsiz izin verilir. Bu süre işçinin talebi halinde iki\nyıla kadar uzatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavtxt\">\u003Ch3>MADDE 19- SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>19.1.Profesyonel olmayan Sendika Yönetim Kurulu üyelerine ve Genel Başkan\nYardımcılarına sendikal faaliyetleri ifa edebilmeleri için her birine ayrı\nayrı yılda 36 (otuzaltı) işgününe kadar sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>19.1.1.Sendika Denetleme Kurulu üyelerine, Sendika Disiplin Kurulu\nüyelerine, Sendika Bölge Başkanlarına, Sendika Şube Başkanlarma, Sendika\nİl Başkanlarma sendikal faaliyetleri ifa edebilmeleri için Sendika’nın\nişverene yazılı ve\u002Fveya e-mail aracılığıyla bildirmesiyle yılda 5\n(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 verilmesi halinde, yukarıda unvanı belirtilenlerin\nsendikal izinli sayılması hali devam eder.\u003C\u002Fp>\n\n\u003Cp>19.2.İşyeri Sendika Baştemsilcileri ve Temsilcilerine işyerindeki\nişlerini aksatmamak, işyeri disiplinine aykırı olmamak şartıyla ve\nSendika’nın işverene yazılı ve\u002Fveya e-mail aracılığıyla\nbildirmesiyle; haftada 5 (beş) saat sendikal faaliyetleri ifa edebilmeleri\niçin izin verilir. Temsilcilerin izin sürelerini işyerinde geçirmeleri\nasildir. Ancak sendika yöneticilerinin talebi üzerine bu izinleri işyeri\ndışında da kullanmaları mümkündür.\u003C\u002Fp>\n\n\u003Cp>19.3.Sendika bünyesindeki komiteler için Sendika Genel Yönetim Kurulu\ntarafından komite üyeleri belirlenerek işverene yazılı ve\u002Fveya e-mail\naracılığıyla bildirilir. Bu komitelerin başkan ve yardımcılarına ayda 1\n(bir) işgünü sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>19.4.1.Sendika tarafından belirlenecek görevlilere kongre, konferans,\neğitim, seminer, 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.\nSendikal izin kullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal\nizin kullananlar 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\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>1.KISIM - SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 20- AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh3>\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 55,00 TL\u002Fgün’dür. Yapılan\nyardım, işçi için tahsis edilen yemek kartına yüklenir. İşverence\nişyerinde çalışan işçiye öğle yemeği, fazla mesai yapılması halinde\nde ayrıca akşam yemeği verilebilir. Hastalık nedeniyle perhiz yemeği yemek\nzorunda olduğu resmi sağlık kurulu raporuyla belgeleyenler ile yemek hizmeti\nverilen yerlerde Ramazan ayında yemek hizmetinden faydalanmayan işçiye yemek\nyardımı 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 130,00 TL\u002Fay’dır. İşçinin o ay içerisinde\nkullanmadığı kantin yardımı maaş hesabına dâhil edilmez. Kantin hizmeti\nverilmeyen işyerlerinde veya görevlendirme nedeniyle ve\u002Fveya proje\nkapsamında Şirket dışı Kurumlarda çalışan işçilerin kantin yardımı\nyemek kartına yüklenir. İşveren, işin yerine getirilmesi esnasında\ntüketilen demleme 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>\u003C\u002Fdiv>\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>Büyükşehirlerde bulunan 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, toplu taşıma ücretini geçemez.\u003C\u002Fp>\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 ilinde çalışan işçi için net 1.800,00 TL,\u003C\u002Fp>\n\n\u003Cp>Ankara ve İzmir illerinde çalışan işçi için net 1.400 TL Diğer\nBüyükşehirlerde çalışan işçi için net 1.200,00 TL,\u003C\u002Fp>\n\n\u003Cp>Diğer illerde çalışan işçi için net 1.000,00 TL’dir.\u003C\u002Fp>\n\n\u003Cp>Lojmanda oturan işçiler için 400 TL’dir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.4.1.Kira yardımı işçinin aylık ücreti ile birlikte ödenir. Bu\nyardım, Şirkette birbiri ile evli olan işçilerden herbirine!\u002F2\n(birbölüiki) oranında ödenir. İşverene ait olan lojmanın tahsisinde\nengelli işçiye ve bakmakla yükümlü olduğu engelli yakını olan işçiye,\nşehit yakınlarına ve gazilere lojman talebinde bulunması halinde lojman\ntahsisinde 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 ayn kira yardımı yapılır. Bu durumun mahkeme kararı\nve ikametgâh belgesi ile tevsik edilmesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 21- YILLIK ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>21.1.Öğrenim Yardımı: İşverence, işçilere Eylül ayında ücretiyle\nbirlikte öğrenim yardımı yapılır. Bu yardım sözleşmenin birinci\nyılında;\u003C\u002Fp>\n\n\u003Cp>Okul öncesi eğitimine devam eden her bir çocuk için net 450,00 TL\u003C\u002Fp>\n\n\u003Cp>İlk ve orta öğrenimine devam eden her bir çocuk için net 600,00 TL\u003C\u002Fp>\n\n\u003Cp>Lise ve dengi okullarda öğrenimine devam eden her bir çocuk için net\n750,00 TL\u003C\u002Fp>\n\n\u003Cp>Yüksekokul ve üniversitede öğrenimine devam eden her bir çocuk için\nnet 1000,00 TL’dir.\u003C\u002Fp>\n\n\u003Cp>Özel Gereksinimli Çocuk (Çocuklar İçin Özel Gereksinim Raporu)\neğitimi için net 1.000TL ödenir.\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 3.000,00 TL Engellilik\noranı 2. Derece (%60-%79) olana net 6.000,00 TL Engellilik oranı 1. Derece\n(%80 ve üzeri) olana net 8.000,00 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, C Kategorisinde Personele yılda\nbir defa Mart ayı ücretiyle birlikte 1.600,00 TL giyim yardım yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>MADDE 22- DİĞER SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>22.1.Evlenme Yardımı: Toplu iş sözleşmesi kapsamında çalışan\nişçilerin evlenmeleri halinde, 2022 yılı için net 10.000,00 TL, 2023\nyılı için net 11.000,00 TL, 2024 yılı için net 12.000,00 TL evlenme\nyardımı yapılır. Evlenen işçinin engelli olması durumunda ödenecek\nevlenme yardımı tutarı % (birbölüdört) oranında artırılır.\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 2022 yılı için\nnet 10.000,00 TL, 2023 yılı için net 11.000,00 TL, 2024 yılı için net\n12.000,00 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. Ebeveynler aynı işverenin emrinde\nçalışıyorsa bu yardım anneye 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, 2022 yılı için net\n10.000,00 TL, 2023 yılı için net 11.000,00 TL, 2024 yılı için net\u003C\u002Fp>\n\n\u003Cp>12.0,00 TL ölüm yardımı yapılır. İşçinin kendisinin vefatı halinde\nise vefat yardımı kapsamında mirasçılarına bu tutarların 4 (dört) katı\nkadar ödeme yapılır. Aynı işverenin emrinde çalışanlara bu yardım\neşit olarak paylaştırılarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>22.4.Tüm sosyal yardımlardan yaralanabilmek için ilgili olayın vuku\nbulmasını takiben en geç 3 (üç) ay içerisinde belgeleri ile\nbaşvurulması şarttır. Başvurudan itibaren en geç 7(yedi) gün içerisinde\nödeme yapılır. Bu süre içerisinde müracaat edilmemesi halinde ödeme\nyapılmaz.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>22.6.Sağlık Sigortası: İşçilere kendileri ve ailesinden (eş veya\nçocuk) bir kişi için Türksat tarafından Sözleşme sonuna kadar her yıl\niçin Tamamlayıcı Sağlık Sigortası yaptırılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>22.7.İşverence Sağlanacak Diğer Sosyal Haklar:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cp>22.7.1.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>22.7.2.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\">\u003Ch2>2.KISIM-ÜCRETLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 23- ÜCRETLERİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>23.1.Ücret, işverenin işyerlerine bağlı olarak çalışanlara hizmet\nkarşılığı verilen para ve aymlar 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>23.5.25 Aralık 2021 tarihli 31700 sayılı resmi gazetede yayınlanan 7349\nSayılı kanun ile ücretlilere sağlanan vergi istisna ilişkin Tebliğ\nyayınlanmasına müteakip Ek Protokol ile vergi istisnasının işçi\nmaaşlarına eklenmesi hususu düzenlenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE 24- ÜCRET ZAMMI\u003C\u002Fh3>\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 tarafından, işçiler mevcut ücretlerinden aşağı\nolmamak kaydıyla, İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalasındaki uygun kademelere yerleştirilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>24.3.31.12.2021 tarihi itibariyle yürürlükte olan Türksat A.Ş. İnsan\nKaynakları Yönergesi ekinde uygulanan Ücret Skalasınm her kademesinde yer\nalan tutarlara; sözleşmenin birinci yılında (01.01.2022-31.12.2022) %40\n(yüzde kırk) oranında ücret zammı yapılır.\u003C\u002Fp>\n\n\u003Cp>24.4.Türksat A.Ş. İnsan Kaynakları Yönergesi ekindeki Ücret Skalasınm\nher kademesinde yer alan 31.12.2022 tarihindeki tutarlara; sözleşmenin ikinci\nyılında (01.01.2023-31.12.2023) TÜİK tarafından bir önceki yılın\nAralık ayma göre ilan edilen TÜFE oranına bir puan ilave edilmek suretiyle\nhesaplanan oranda ücret zammı yapılır.\u003C\u002Fp>\n\n\u003Cp>24.5.Türksat A.Ş. İnsan Kaynakları Yönergesi ekindeki Ücret Skalasınm\nher kademesinde yer alan 31.12.2023 tarihindeki tutarlara; sözleşmenin\nüçüncü yılında (01.01.2024-31.12.2024) TÜİK tarafından bir önceki\nyılın Aralık ayma göre ilan edilen TÜFE oranına bir puan ilave edilmek\nsuretiyle hesaplanan oranda ücret zammı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>24.6.İş bu toplu iş sözleşmesindeki; Yemek Yardımı, Kantin Yardımı,\nKira Yardımı, Öğrenim Yardımı, Engelli Yardımı, Askerlik Yardımı ve\nGiyim Yardımı tutarlarına, sözleşmenin ikinci yılı için 24.4. ve\nsözleşmenin üçüncü yılı için 24.5. maddesinde belirlenen olan zam\noranında artış yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 25- İKRAMİYE\u003C\u002Fh3>\n\n\u003Cp>25.1.İşçilere, ikramiye ödeme günündeki net ücretinin 1,15 katı\ntutarında ve yılda 3 (üç) defa Nisan, Ağustos ve Aralık aylarında\nücretleriyle birlikte net olarak ikramiye ödemesi yapılır. \u003C\u002Fp>\n\n\u003Cp>Yönetim ve denetim tazminatı alan işçiler için ayrıca bu tazminat\ntutarları, 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\">\u003Ch3>MADDE 26- FAZLA SÜRELERLE ÇALIŞMA ve FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh3>\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\u003Ch3>MADDE 27- HARCIRAH\u003C\u002Fh3>\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\">\u003Ch3>MADDE 28- TATİLDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>28.1.TÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ve eki usul ve esaslar ve\nİş Kanunundaki hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>28.2.Ulusal bayram\u002FGenel Tatil ile Dini Bayramlarda, çalışılmayan\nsürelerde işveren tarafından gerekli durumlarda çağrılmak üzere evinde\nhazır vaziyette beklediği icap nöbetçisi işçiye günlük 200 TL net\nödeme yapılır. Bu durumdaki işçinin işe çağrılması halinde ayrıca\nçalışılan süre ile orantılı olarak fazla mesai ödemesi yapılır. Bu\nhususa ilişkin ayrıntılar Türksat Ücret Maaş Usul Esasında\ndüzenlenir. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ALTINCI BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL FAALİYETLER ve TEMİNATI \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 29- SENDİKAL FAALİYETLER\u003C\u002Fh3>\n\n\u003Cp>29.1Sendika 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>29.2İşveren, sendikanın işyerinde mesai saatleri içinde veya dışında\ntayin ettiği temsilcilerine, ilgili yetkililer nezdinde sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne izin\nverir. Yetkili sendikanın faaliyetleri işveren tarafından engellenemez.\nİşveren vekilleri veya belirleyeceği kişiler, işyerinde iş verimini ve\niş barışını güçlendirmek adına Ankara’da bulunan iş yeri\ntemsilcileri veya Sendikanın belirleyeceği kişilerle üç ayda bir toplantı\ngerçekleştirir. Toplantı ile ilgili tutulan tutanaklar taraflara birer suret\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>30.1 Sendika, işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde;\u003C\u002Fp>\n\n\u003Cp>30.1.11-50 işçiye kadar : 1\u003C\u002Fp>\n\n\u003Cp>30.1.251-100 işçiye kadar : 2\u003C\u002Fp>\n\n\u003Cp>30.1.3.101-500 işçiye kadar : 3\u003C\u002Fp>\n\n\u003Cp>30.1.4.501-1000 işçiye kadar : 4\u003C\u002Fp>\n\n\u003Cp>30.1.5 1001-2000 işçiye kadar : 5\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\u003Ch3>MADDE 31- SENDİKADA GÖREV ALANLARIN İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>31.1.Sendikanın bütün kademelerinde görevli; genel başkan, yönetim\nkurulu üyeleri, genel başkan yardımcıları ile yönetim kurulu yedek\nüyeleri, denetim kurulu ve disiplin kurullarının tüm asil ve yedek\nüyeleri, işyeri sendika baştemsilcisi ile temsilcileri, kurul ve komite\nbaşkan ve yardımcıları ile ilgili görevlilerin sendikanın yetkisi devam\nettiği sürece sendikal faaliyetlerinden dolayı rızası alınmadan işi ve\nişyeri değiştirilemez, iş sözleşmesi fesih edilemez. Toplu iş\nsözleşmesine bağlı çalışmaları yüzünden cezalandırılamaz. Aksi\nhalde 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun 24.maddesi\nhükmü uygulanır.Bu madde hilafına işçinin işinin\u002Fişyerinin\ndeğiştirilmesi halinde, işi ve\u002Fveya işyeri değiştirilen işçiye,\nişinden ve\u002Fveya işyerinden ayrı kaldığı her gün için 1 günlük ücreti\ntutarında tazminat ödenir, îşi\u002Fişyeri değiştirilen işçinin, işveren\ntarafından 15 gün içinde işine ve\u002Fveya işyerine iade edilmemesi halinde,\nödenmesi gereken tazminat miktarı herhalükarda işçinin 12 aylık ücreti\ntutarından az olamaz.\u003C\u002Fp>\n\n\u003Cp>31.2.Öz İletişim-İş Sendikasının yönetim kurullarında veya\nbaşkanlığında görev alarak, kendi isteği ile işyerinden ayrılan\nişçiler iş sözleşmesi askıda kalır. 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 alınmalarını\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.\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 3 (üç) 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\u003Ch3>MADDE 32- SENDİKA ÜYELİĞİNİN GÜVENCESİ, İŞYERLERİNDE\nPSİKOLOJİK TACİZİN (MOBBİNG) ÖNLENMESİ VE EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\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-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\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\u003Ch3>MADDE 33- SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>33.1.Öz Îletişim-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>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 odamn mefruşat\nve 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\u003Ch3>MADDE 35- AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\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 bildireceği bir banka hesabına her ay aylık\nücretlerinden keserek işçi aylık ücretlerinin ödendiği günü takip eden\n10 (on) gün içinde herhangi bir ihtara lüzum kalmaksızın yatırır ve\nkesinti listesini sendikanın e-posta adresine (info@oziletisimis.org.tr) mail\nolarak ve her sayfası onaylı ve imzalı aslını Sendika Genel Merkezine\ngönderir. T.C. Çalışma ve Sosyal Güvenlik Bakanlığı tarafından yeni\ndönem için yetki verilmesi halinde, sendikanın yazılı talebi\naranmaksızın işveren tarafından üyelik aidat kesintileri yapılarak\nyukarıda belirtilen usul çerçevesinde sendikaya ödenir. İşveren bu\nişlemler için sendikadan havale, eft vb. gibi herhangi bir masraf talebinde\nbulunmaz.\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\u003Ch3>MADDE 36- ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>36.1.İşveren, sendikanın talebi üzerine üye 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 Türksat çalışanı delegelerin isim\nlistesini 6698 sayılı Kanun muvacehesince işverene verir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YEDİNCİ BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>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\">\u003Ch3>MADDE 37- İŞ SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\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-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Ch3>MADDE 38- İŞ KAZALARI\u003C\u002Fh3>\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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 39- DİSİPLİN KURULU\u003C\u002Fh3>\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\u003Ch3>MADDE 40- ETİK KURULU\u003C\u002Fh3>\n\n\u003Cp>40.1.İşyerinde işveren ve işçi arasında sürekli ve kurumsal bir\ndiyalog, bilgi akışı ve iletişimi icra etmek suretiyle iyi ve dengeli\nçalışma koşulları sağlanması, çalışanların huzur ve güvenliklerinin\nartırılması, fiziksel, ekonomik, siber, ısrarlı takip vs tüm şiddet ve\nişyerlerinde Psikolojik Tacizin (Mobbing) önlenmesi, iş veriminin\narttırılması ve çalışma barışının sağlanması, toplu iş\nsözleşmesinin uygulanmasının sağlanması, işyeri hizmetlerinin daha iyi\nyürütülebilmesi ve karşılıklı sorumluluk üstlenilmesine katkıda\nbulunulması, sözleşmenin 5.1 maddesindeki amaçların gerçekleştirilmesi,\nTÜRKSAT A.Ş. Usul ve Esasları ve Yönergeleriyle ilgili olarak işçi\nve\u002Fveya işveren tarafından şirketin ve çalışanların lehine getirilen\niyileştirici önerilerin görüşülerek taraflara tavsiye niteliğinde\nkararların alınması için Etik Kurul oluşturulur. Bu kurul sözleşme\nimzalanmasını müteakip 2 (iki) ay içerisinde kurulur.\u003C\u002Fp>\n\n\u003Cp>40.2.Kurul 6 (altı) üyeden oluşur. Bu üyelerden 3’ü (üç) sendika\ntarafından 3’ü (üç) de işveren tarafından belirlenir. Ayrıca\ntaraflarca 2’şer (iki) kişi yedek üye belirlenir. Kurulun\nBaşkanlığını Genel Müdür veya onun belirleyeceği birisi yapar. Kurul\nsekretaryası sendika tarafından yürütülür. Kurul oy çoğunluğu ile\nkarar verir. Oyların eşit olması halinde kurul başkanın oyu çift\nsayılır.\u003C\u002Fp>\n\n\u003Cp>40.3.Etik Kuruluna mobbing ve\u002Fveya psikolojik taciz, şiddet konularında\nbaşvuru söz konusu olduğunda, bu toplantıya kendisine mobbing\nuygulandığı iddiasında bulunan şikâyetçi ve gerekli görülmesi halinde\nşikâyet edilen de katılır. Şikâyetçinin ve şikâyet edilenin Ankara\ndışından gelecek olması halinde, masrafları (yol, konaklama, yemek)\nişveren tarafından karşılanır. Kurul 1 (bir) ay içerisinde kararını\nalır ve taraflara bildirir.\u003C\u002Fp>\n\n\u003Cp>40.4.Kurul üyelerine yapılan çalışmalardan dolayı herhangi bir ek\nödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>40.5.Kurul üç ayda bir defa periyodik olarak sekretaryanın\nhazırladığı gündemi görüşmek üzere sekretaryanm belirleyeceği günde\ntoplanır. Ayrıca Kurul başkanı, sekreteri veya iki üyenin istemi ile\nolağan üstü olarak toplanır. Bu Kurul gerektiğinde ve ihtiyaç olduğunda,\nişyerinde\u002Fişletmede konunun uzmanı olan çalışanlardan, işyeri sendika\ntemsilcilerinden, sendika yöneticilerinden ve işveren yetkililerinden\ngörüşlerini alabilir.\u003C\u002Fp>\n\n\u003Cp>40.6.Toplantı, Kurul üyelerin çoğunluğu ile yapılır. Çoğunluğun\nsağlanmaması halinde toplantı bir hafta içinde çoğunluk aranmaksızın\nyapılır.\u003C\u002Fp>\n\n\u003Cp>40.7.Kurulun Sekretarya Görevi; Kurulun günlük idaresinden ve işlerin\ngenel olarak planlanmasından sorumludur.\u003C\u002Fp>\n\n\u003Cp>40.7.1.Toplantıda ele alman konulara ilişkin olarak karara varılan\nhususları tutanak altına almak, Kurul üyelerine imzalatmak ve ilgililerin\nbilgisine sunmak,\u003C\u002Fp>\n\n\u003Cp>40.7.2.Kurul üyelerinden her biri tarafından toplantı gündemine alınmak\nüzere Kurulun görevleri dâhilindeki konulara ilişkin Kurulun sekretaryasma\nen geç toplantı gününden 15 gün önce sunulan yazılı tekliflerden Kurul\ngündemini oluşturmak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE 41- EĞİTİM\u003C\u002Fh3>\n\n\u003Cp>41.1.Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığım korumak için belirli\nzamanlarda 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>\n\n\u003Cp>41.4.İşyerinde şiddet ve tacizi önlemek, karşılıklı saygı ve insan\nonuruna dayanan bir çalışma kültürünü sağlamak için işyerinde\nçalışan ve yöneticilere bu konuda farkındalık eğitimi düzenlenir. \u003C\u002Fp>\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.TÜRKSAT A.Ş. şirket içi mevzuatında yapılacak değişiklikler ile\nyeni çıkartılan düzenlemeleri 7 (yedi) iş günü içinde sendikaya\nbildirir. Bu değişiklikler ile ilgili Sendika, Etik Kurulu’nda gündeme\nalınması için başvuru hakkına sahiptir. Bu konuda Etik Kurul tarafından\nalman karar Türksat tarafından uygulanır.\u003C\u002Fp>\n\n\u003Cp>42.3.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>42.4.Taraflar karşılıklı anlaşarak iş bu toplu iş sözleşmesinde ek\nprotokollerle değişiklik yapabilirler.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 43- SÖZLEŞMENİN İMZASI\u003C\u002Fh3>\n\n\u003Cp>İş bu toplu iş sözleşmesi; 43 (kırküç) madde ve 26 (yirmialtı)\nsayfadan oluşmaktadır. 05.01.2022 tarihinde 5 (beş) kopya olarak aşağıda\nimzası bulunan yetkililer tarafından imza altına alınmıştır.\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,"disabilitypay":56,"disabilitypaytxt":60,"healthcareaccess":62,"healthcareaccessrelatives":66,"healthinsurancerelatives":70,"healthandsafetypolicy":72,"code_application":76,"covid":78,"funeralpay":82,"paidmaternityleaveduration":86,"maternitydiscrimination":90,"paidpaternityleaveduration":94,"childcare":98,"deathrelativesleave":102,"deathrelatives":106,"marriage":108,"nursingmothers":112,"breastfeeding_workingtime":114,"childcaresubsidy":118,"educationtuition":122,"eqpay":126,"discrimination":130,"sexualhar":132,"hourspday":136,"hoursovertimemax":140,"PAIDLEAV_trigger":144,"schedulesrestpw":148,"TRADEUNLEAV_trigger":152,"tradeunleavtxt":156,"WAGES_trigger":159,"WAGES_determined":162,"PAYSCALES_trigger":166,"STRUCINCR_trigger":169,"ONCERISE_trigger":172,"ONCERISE2_trigger":176,"NOCTPREM_trigger":180,"OVERTIME_trigger":184,"SUNDAY_trigger":186,"COMMUTE_trigger":190,"SENIOR_trigger":194,"mealvouchers":196,"covercountry":200,"coveroccup_comments":204},{"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 sağlığım korumak için belirli\nzamanlarda 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.\n\n41.4.İşyerinde şiddet ve tacizi önlemek, karşılıklı saygı ve insan\nonuruna dayanan bir çalışma kültürünü sağlamak için işyerinde\nçalışan ve yöneticilere bu konuda farkındalık eğitimi düzenlenir. \n\n42.1.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.\n\n42.2.TÜRKSAT A.Ş. şirket içi mevzuatında yapılacak değişiklikler ile\nyeni çıkartılan düzenlemeleri 7 (yedi) iş günü içinde sendikaya\nbildirir. Bu değişiklikler ile ilgili Sendika, Etik Kurulu’nda gündeme\nalınması için başvuru hakkına sahiptir. Bu konuda Etik Kurul tarafından\nalman karar Türksat tarafından uygulanır.\n\n42.3.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.\n\n42.4.Taraflar karşılıklı anlaşarak iş bu toplu iş sözleşmesinde ek\nprotokollerle değişiklik yapabilirler.",{"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 3 (üç) 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 alımlarmda 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.",{"bindId":57,"name":58,"text":59},"disabilitypay","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":61,"name":58,"text":59},"disabilitypaytxt",{"bindId":63,"name":64,"text":65},"healthcareaccess","22.6.Sağlık Sigortası: İşçilere kendiler","22.6.Sağlık Sigortası: İşçilere kendileri ve ailesinden (eş veya\nçocuk) bir kişi için Türksat tarafından Sözleşme sonuna kadar her yıl\niçin Tamamlayıcı Sağlık Sigortası yaptırılacaktır.",{"bindId":67,"name":68,"text":69},"healthcareaccessrelatives","22.7.2.İşçiler, bakmakla yükümlü bulundu","22.7.2.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":71,"name":64,"text":65},"healthinsurancerelatives",{"bindId":73,"name":74,"text":75},"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":77,"name":74,"text":75},"code_application",{"bindId":79,"name":80,"text":81},"covid","18.3.14.Çocuğu ilköğretimde olan kadın i","18.3.14.Çocuğu ilköğretimde olan kadın işçi veya çocuğunun velayeti\nkendisine bırakılan erkek işçi, resmi kar tatillerinde veya Covid -19\nnedeniyle çocuğu karantinada olduğu sürelerde uzaktan\nçalıştırılır.",{"bindId":83,"name":84,"text":85},"funeralpay","22.3.Ölüm Yardımı: İşçinin eşi, çocuklar","22.3.Ölüm Yardımı: İşçinin eşi, çocukları, anne ve babasının\nvefat etmesi halinde, vefat yardımı kapsamında, 2022 yılı için net\n10.000,00 TL, 2023 yılı için net 11.000,00 TL, 2024 yılı için net\n\n12.0,00 TL ölüm yardımı yapılır. İşçinin kendisinin vefatı halinde\nise vefat yardımı kapsamında mirasçılarına bu tutarların 4 (dört) katı\nkadar ödeme yapılır. Aynı işverenin emrinde çalışanlara bu yardım\neşit olarak paylaştırılarak ödenir.",{"bindId":87,"name":88,"text":89},"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. Bu kapsamdaki emziren kadın işçiler bu süre içerisinde uzaktan\nçalıştırılabilir. Uzaktan çalışmalarda süt izni İş Kanundaki\nbelirtildiği şekilde günlük l,5(birbuçuk) saat kullanılır. İşveren\ngerekli gördüğü durumlarda işçiyi işyerine çağırabilir.",{"bindId":91,"name":92,"text":93},"maternitydiscrimination","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":95,"name":96,"text":97},"paidpaternityleaveduration","18.3.4.Eşi doğum yapan işçiye 5 (beş) iş","18.3.4.Eşi doğum yapan işçiye 5 (beş) işgünü,",{"bindId":99,"name":100,"text":101},"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) katma 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.İşçiye; ana, baba, eş, öz veya üvey çocuğu ile yasal olarak\nbakmakla yükümlü olduğu kişiler bulunması halinde, haftalık 6 (altı)\nsaate kadar ücretli mazeret izni talep ettiği günlerde kullandırılır.\nPersonelin bu izni kullanabilmesi için ilgili resmi evrakı İnsan\nKaynaklarına ibrazı zorunludur.\n\n18.3.12.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 mazeret izinli\nsayılır.\n\n18.3.13.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.",{"bindId":103,"name":104,"text":105},"deathrelativesleave","18.3.5.Ana, baba, eş ile öz veya bakımla","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, kendi ve\u002Fveya eşinin\ndede ve babaanne\u002Fanneannesinin vefatı halinde 2(iki) işgünü, ",{"bindId":107,"name":104,"text":105},"deathrelatives",{"bindId":109,"name":110,"text":111},"marriage","18.3.1.Evlenen işçilere isteği üzerine n","18.3.1.Evlenen işçilere isteği üzerine nikâh merasimi ve\u002Fveya düğün\ntöreninden önce 2 (iki) işgünü,\n\n18.3.2.Evlenen işçilere isteği üzerine nikâh merasimi ve\u002Fveya düğün\ntöreninden sonra 5 (beş) işgünü,",{"bindId":113,"name":88,"text":89},"nursingmothers",{"bindId":115,"name":116,"text":117},"breastfeeding_workingtime","11.7.Çocuk emziren kadın işçilerin çocuk","11.7.Çocuk emziren kadın işçilerin çocuklarına süt vermek için\ngeçirdiği süreler.",{"bindId":119,"name":120,"text":121},"childcaresubsidy","22.7.1.İşveren işçilerinin menfaatine uy","22.7.1.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":123,"name":124,"text":125},"educationtuition","21.1.Öğrenim Yardımı: İşverence, işçiler","21.1.Öğrenim Yardımı: İşverence, işçilere Eylül ayında ücretiyle\nbirlikte öğrenim yardımı yapılır. Bu yardım sözleşmenin birinci\nyılında;\n\nOkul öncesi eğitimine devam eden her bir çocuk için net 450,00 TL\n\nİlk ve orta öğrenimine devam eden her bir çocuk için net 600,00 TL\n\nLise ve dengi okullarda öğrenimine devam eden her bir çocuk için net\n750,00 TL\n\nYüksekokul ve üniversitede öğrenimine devam eden her bir çocuk için\nnet 1000,00 TL’dir.\n\nÖzel Gereksinimli Çocuk (Çocuklar İçin Özel Gereksinim Raporu)\neğitimi için net 1.000TL ödenir.",{"bindId":127,"name":128,"text":129},"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":131,"name":92,"text":93},"discrimination",{"bindId":133,"name":134,"text":135},"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":137,"name":138,"text":139},"hourspday","MADDE 10- ÇALIŞMA SÜRESİ 10.1.Haftalık ç","MADDE 10- ÇALIŞMA SÜRESİ\n\n10.1.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. \n\nBu süreler, engelli çalışanlar ve ailesinde bakmakla yükümlü olduğu\nengelli bulunanlar lehine işveren tarafından esnetilebilir.\n\n10.2.Cuma günlerinde Cuma Namazı için işverence işçiye gerekli\nkolaylık sağlanır.\n\n10.3.İşveren, işe giriş ve çıkış saatlerini işçi lehine olmak\nkaydıyla düzenleyebilir.",{"bindId":141,"name":142,"text":143},"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":145,"name":146,"text":147},"PAIDLEAV_trigger","MADDE 18- İZİNLER 18.1.Yıllık ücretli iz","MADDE 18- İZİNLER\n\n18.1.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,\n\nSGK’h hizmeti 5 (beş) yıldan fazla 15 (onbeş) yıldan az olanlara 22\n(yirmiiki) işgünü,\n\nSGK’h hizmeti 15 (onbeş) yıl (dâhil) ve daha fazla olanlara 26\n(yirmialtı) işgünü\n\nyıllık ücretli izin verilir.Ücretli izine rastlayan akdi tatil, hafta\ntatili, ulusal bayram ve genel tatil günlerinde geçirilen süreler izin\nsürelerinden sayılmaz.\n\n18.1.2.Yıllık ücretli iznini kullananlar, ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\n\n18.1.3.Zorunlu izin uygulaması, birikmiş yıllık izinleri 40 gün ve\nüstü izni olan işçiye uygulanabilir.\n\n18.1.4.Bu sözleşmede hüküm bulunmayan hallerde, TÜRKSAT A.Ş. İnsan\nKaynakları Yönergesi ve eki usul ve esaslar uygulanır.",{"bindId":149,"name":150,"text":151},"schedulesrestpw","10.1.Haftalık çalışma süresi 40 (kırk) s","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. ",{"bindId":153,"name":154,"text":155},"TRADEUNLEAV_trigger","MADDE 19- SENDİKAL İZİNLER 19.1.Profesyo","MADDE 19- SENDİKAL İZİNLER\n\n19.1.Profesyonel olmayan Sendika Yönetim Kurulu üyelerine ve Genel Başkan\nYardımcılarına sendikal faaliyetleri ifa edebilmeleri için her birine ayrı\nayrı yılda 36 (otuzaltı) işgününe kadar sendikal izin verilir.\n\n19.1.1.Sendika Denetleme Kurulu üyelerine, Sendika Disiplin Kurulu\nüyelerine, Sendika Bölge Başkanlarına, Sendika Şube Başkanlarma, Sendika\nİl Başkanlarma sendikal faaliyetleri ifa edebilmeleri için Sendika’nın\nişverene yazılı ve\u002Fveya e-mail aracılığıyla bildirmesiyle yılda 5\n(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 verilmesi halinde, yukarıda unvanı belirtilenlerin\nsendikal izinli sayılması hali devam eder.\n\n19.2.İşyeri Sendika Baştemsilcileri ve Temsilcilerine işyerindeki\nişlerini aksatmamak, işyeri disiplinine aykırı olmamak şartıyla ve\nSendika’nın işverene yazılı ve\u002Fveya e-mail aracılığıyla\nbildirmesiyle; haftada 5 (beş) saat sendikal faaliyetleri ifa edebilmeleri\niçin izin verilir. Temsilcilerin izin sürelerini işyerinde geçirmeleri\nasildir. Ancak sendika yöneticilerinin talebi üzerine bu izinleri işyeri\ndışında da kullanmaları mümkündür.\n\n19.3.Sendika bünyesindeki komiteler için Sendika Genel Yönetim Kurulu\ntarafından komite üyeleri belirlenerek işverene yazılı ve\u002Fveya e-mail\naracılığıyla bildirilir. Bu komitelerin başkan ve yardımcılarına ayda 1\n(bir) işgünü sendikal izin verilir.\n\n19.4.1.Sendika tarafından belirlenecek görevlilere kongre, konferans,\neğitim, seminer, 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.\nSendikal izin kullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal\nizin kullananlar ücret ve sosyal yardımlarını işyerinde çalışmış gibi\naynen alırlar. Sendikal izin yıllık ücretli izinden mahsup edilemez.",{"bindId":157,"name":158,"text":158},"tradeunleavtxt","MADDE 19- SENDİKAL İZİNLER",{"bindId":160,"name":161,"text":161},"WAGES_trigger","2.KISIM-ÜCRETLER",{"bindId":163,"name":164,"text":165},"WAGES_determined","24.2.Türksat A.Ş tarafından, işçiler mev","24.2.Türksat A.Ş tarafından, işçiler mevcut ücretlerinden aşağı\nolmamak kaydıyla, İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalasındaki uygun kademelere yerleştirilecektir.",{"bindId":167,"name":164,"text":168},"PAYSCALES_trigger","24.2.Türksat A.Ş tarafından, işçiler mevcut ücretlerinden aşağı\nolmamak kaydıyla, İnsan Kaynakları Yönergesi ekinde uygulanan Ücret\nSkalasındaki uygun kademelere yerleştirilecektir.\n\n24.3.31.12.2021 tarihi itibariyle yürürlükte olan Türksat A.Ş. İnsan\nKaynakları Yönergesi ekinde uygulanan Ücret Skalasınm her kademesinde yer\nalan tutarlara; sözleşmenin birinci yılında (01.01.2022-31.12.2022) %40\n(yüzde kırk) oranında ücret zammı yapılır.\n\n24.4.Türksat A.Ş. İnsan Kaynakları Yönergesi ekindeki Ücret Skalasınm\nher kademesinde yer alan 31.12.2022 tarihindeki tutarlara; sözleşmenin ikinci\nyılında (01.01.2023-31.12.2023) TÜİK tarafından bir önceki yılın\nAralık ayma göre ilan edilen TÜFE oranına bir puan ilave edilmek suretiyle\nhesaplanan oranda ücret zammı yapılır.\n\n24.5.Türksat A.Ş. İnsan Kaynakları Yönergesi ekindeki Ücret Skalasınm\nher kademesinde yer alan 31.12.2023 tarihindeki tutarlara; sözleşmenin\nüçüncü yılında (01.01.2024-31.12.2024) TÜİK tarafından bir önceki\nyılın Aralık ayma göre ilan edilen TÜFE oranına bir puan ilave edilmek\nsuretiyle hesaplanan oranda ücret zammı yapılır.",{"bindId":170,"name":171,"text":171},"STRUCINCR_trigger","MADDE 24- ÜCRET ZAMMI",{"bindId":173,"name":174,"text":175},"ONCERISE_trigger","MADDE 25- İKRAMİYE 25.1.İşçilere, ikrami","MADDE 25- İKRAMİYE\n\n25.1.İşçilere, ikramiye ödeme günündeki net ücretinin 1,15 katı\ntutarında ve yılda 3 (üç) defa Nisan, Ağustos ve Aralık aylarında\nücretleriyle birlikte net olarak ikramiye ödemesi yapılır. \n\nYönetim ve denetim tazminatı alan işçiler için ayrıca bu tazminat\ntutarları, 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":177,"name":178,"text":179},"ONCERISE2_trigger","21.3.Giyim Yardımı: İş sağlığı ve Güvenl","21.3.Giyim Yardımı: İş sağlığı ve Güvenliği Kanunu’nun ön\ngördüğü yükümlülüklerin dışında, C Kategorisinde Personele yılda\nbir defa Mart ayı ücretiyle birlikte 1.600,00 TL giyim yardım yapılır.",{"bindId":181,"name":182,"text":183},"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. Vardiya\u002Fnöbet cetvellerinde belirtilen çalışma süreleri\ndışında çalışma yapan işçilere haftalık çalışma süresini\ndoldurmasına bakılmaksızın fazla çalışma ücreti ödenir.\n\n9.2.Bu madde kapsamındaki çalışmaların Ulusal Bayram ve Genel Tatil\ngünlerine rastlaması halinde de bu çalışmalar vardiyali\u002Fnöbetli\nçalışma olarak değerlendirilir.\n\n9.3.Vardiyalı\u002Fnöbetli olarak yürütülen işlerde çalışılan\nişçilere başkaca ödemeleri etkilememek kaydıyla Vardiya\u002FNöbet Primi,\nçalıştığı vardiya\u002Fnöbet saati üzerinden hesaplanarak ödenir.\nVardiya\u002FNöbet Primi, saat başına 2022 yılı için 5 (beş) 2023 yılı\niçin 5,5 (beş buçuk), 2024 yılı için 6 (altı)TL’dir.\n\n9.4.Hafta sonu ve gece vardiyasına gelen işçilere günlük yemek\nyardımının 1,5 (birbuçuk) katı oranında yemek yardımı yapılır.",{"bindId":185,"name":142,"text":143},"OVERTIME_trigger",{"bindId":187,"name":188,"text":189},"SUNDAY_trigger","MADDE 28- TATİLDE ÇALIŞMA ve ÜCRETİ 28.1","MADDE 28- TATİLDE ÇALIŞMA ve ÜCRETİ\n\n28.1.TÜRKSAT A.Ş. İnsan Kaynakları Yönergesi ve eki usul ve esaslar ve\nİş Kanunundaki hükümler uygulanır.\n\n28.2.Ulusal bayram\u002FGenel Tatil ile Dini Bayramlarda, çalışılmayan\nsürelerde işveren tarafından gerekli durumlarda çağrılmak üzere evinde\nhazır vaziyette beklediği icap nöbetçisi işçiye günlük 200 TL net\nödeme yapılır. Bu durumdaki işçinin işe çağrılması halinde ayrıca\nçalışılan süre ile orantılı olarak fazla mesai ödemesi yapılır. Bu\nhususa ilişkin ayrıntılar Türksat Ücret Maaş Usul Esasında\ndüzenlenir. ",{"bindId":191,"name":192,"text":193},"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.",{"bindId":195,"name":54,"text":55},"SENIOR_trigger",{"bindId":197,"name":198,"text":199},"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 55,00 TL\u002Fgün’dür. Yapılan\nyardım, işçi için tahsis edilen yemek kartına yüklenir. İşverence\nişyerinde çalışan işçiye öğle yemeği, fazla mesai yapılması halinde\nde ayrıca akşam yemeği verilebilir. Hastalık nedeniyle perhiz yemeği yemek\nzorunda olduğu resmi sağlık kurulu raporuyla belgeleyenler ile yemek hizmeti\nverilen yerlerde Ramazan ayında yemek hizmetinden faydalanmayan işçiye yemek\nyardımı verilir.\n\n20.2.Kantin Yardımı: İşveren, işçilere kantin alışverişinde\nkullanılmak üzere her ay kantin yardımı yapar. Bu yardım sözleşmenin\nbirinci yılında, net 130,00 TL\u002Fay’dır. İşçinin o ay içerisinde\nkullanmadığı kantin yardımı maaş hesabına dâhil edilmez. Kantin hizmeti\nverilmeyen işyerlerinde veya görevlendirme nedeniyle ve\u002Fveya proje\nkapsamında Şirket dışı Kurumlarda çalışan işçilerin kantin yardımı\nyemek kartına yüklenir. İşveren, işin yerine getirilmesi esnasında\ntüketilen demleme çaydan ücret almaz.",{"bindId":201,"name":202,"text":203},"covercountry","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 alman Öz İletişim-İş Sendikası üyelerini ve\nüye olmayıp Dayamşma Aidatı ödeyen işçileri kapsar.\n\n3.3.Türksat A.Ş. Yönetim Kurulu tarafından atanan ve imza yetkisi\nverilen tüm yöneticiler ile Danışmanlar iş bu toplu iş sözleşmesinin\nkapsamı dışındadır.\n\n3.4.Bu Toplu İş Sözleşmesi İşletme düzeyindedir.",{"bindId":205,"name":206,"text":207},"coveroccup_comments","3.3.Türksat A.Ş. Yönetim Kurulu tarafınd","3.3.Türksat A.Ş. Yönetim Kurulu tarafından atanan ve imza yetkisi\nverilen tüm yöneticiler ile Danışmanlar iş bu toplu iş sözleşmesinin\nkapsamı dışındadır.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>TUR Türksat A.Ş. - 2022\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2022-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2024-12-31\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 \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: → Evet\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: → Evet\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 10000.0\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: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → 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: → 90 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: → 40.0 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2022-01\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 → 55.0 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",[213],{"title":35,"slug":31},[215],{"type":216,"data":217},"call_to_action_body_block",{"title":218,"description":219,"variant":220,"link":221},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma 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