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No:\n36\u002F16 Kızılay \u002F ANKARA)\u003C\u002Fp>\n\n\u003Cp>B) Uluslararası Af Örgütü Türkiye Şubesi (Hacımimi Mah. Kemeraltı\nCad. Adahan No: 31 Kat: 2 Beyoğlu-İSTANBUL)\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- TANIMLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>A) İŞVEREN; Uluslararası Af Örgütü Türkiye Şubesi Derneği ve\nUluslararası Af Örgütü Türkiye Şubesi Derneği İktisadi\nİşletmesi’ni,\u003C\u002Fp>\n\n\u003Cp>B) SENDİKA; Türkiye Sosyal Sigortalar, Eğitim, Büro, Ticaret, Kooperatif\nve Güzel Sanatlar İşçileri Sendikası’nı ( SOSYAL-İŞ),\u003C\u002Fp>\n\n\u003Cp>C) İŞYERİ; İşyeri kapsamında olan işyerlerini ve eklentilerini,\u003C\u002Fp>\n\n\u003Cp>D) İŞÇİ; İşyerinde çalışan işçilerden Sosyal-İş üyesi\nbulunanları,\u003C\u002Fp>\n\n\u003Cp>E) TARAFLAR; İşveren ve Sendikayı,\u003C\u002Fp>\n\n\u003Cp>F) SÖZLEŞME; Ekleri ile birlikte bu toplu iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>G) MEVZUAT; Uluslararası Çalışma Örgütü Sözleşmeleri, Anayasa,\nyasa, tüzük, yönetmelik, vs.’yi,\u003C\u002Fp>\n\n\u003Cp>H) SGK; Sosyal Güvenlik Kurumu’nu ifade eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 - AMAÇ:\u003C\u002Fh2>\n\n\u003Cp>A) Bu toplu iş sözleşmesi; çalışanların ekonomik ve sosyal\ndurumlarını geliştirmeyi, üyelerinin insanca yaşaması için gerekli ve\nyeterli koşullara sahip olmalarını, işyerinde işçi sağlığı ve iş\ngüvenliğinin gerçekleştirilerek güvenli bir çalışma ortamının\nyaratılmasıyla ilgili tüm önlemlerin alınmasını ve çalışma hakkının\nsağlanarak sosyal güvenceye kavuşturulmalarının sağlanmasını;\nsürdürülebilir insan kaynakları politikaları oluşturmayı, işyerinde\nüretkenliği azami düzeye çıkartmayı, emeğin niteliklerini geliştirmeyi\nve katılımcılığın işyerinden başlatılarak demokratikleşmeye katkıda\nbulunmayı, tarafların hak ve yükümlülükleri ile çıkabilecek\nuyuşmazlıkların çözüm yollarını göstermeyi amaçlamaktadır.\u003C\u002Fp>\n\n\u003Cp>B) Bu toplu iş sözleşmesi; Uluslararası sözleşmeler ve Anayasa ile\ngüvence altına alınmış olan örgütlenme, özgür toplu pazarlık ve\nsözleşme hakkı ile grev hakkının çalışanların en temel insan hakkı\nolarak kabul ederek çalışma yaşamının demokratikleşmesine katkıda\nbulunmayı bu amaçla ILO sözleşmelerini asgari standart olarak kabul ederek\nbu sözleşmedeki düzenlemeleri çalışanların lehine gözetip geliştirmeyi\namaçlamaktadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - KAPSAM VE YARARLANMA:\u003C\u002Fh2>\n\n\u003Cp>A) Kapsam;\u003C\u002Fp>\n\n\u003Cp>a) Bu toplu iş sözleşmesi yer olarak, Uluslararası Af Örgütü Türkiye\nŞubesi kapsamındaki işyeri ve eklentilerini; kişi olarak işyerinde\nçalışan Sosyal-İş üyelerini kapsar. Ancak UAÖ Türkiye Şubesi Bölüm\nYöneticisi ve üzerinde görevinde çalışan ve çalışacak olan kişi işbu\nsözleşme kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>b) Part Time çalışanlar, bu sözleşmenin parasal hükümlerinden\nçalıştıkları süre ile orantılı olarak yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>B) Sözleşmeden Yararlanma:\u003C\u002Fp>\n\n\u003Cp>a) Sendika Üyelerinin Yararlanması:\u003C\u002Fp>\n\n\u003Cp>1. Sözleşmenin imzası tarihinde işyerinde çalışmakta olan ve sendika\nüyesi bulunanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar,\nüyeliklerinin sendikaca işverene bildirilme tarihinden itibaren sözleşmenin\nsağladığı haklardan yararlanabilirler. Toplu iş sözleşmesinin\nimzalanmasından sonra işe giren işçilerden sendikaya üye olanlar\nTİS’nin tüm haklarından, sendika üyesi olduğu tarih itibariyle\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>2. Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\naskerlik, emeklilik ve diğer nedenlerle hizmet akdi sona eren üye işçiler\nile ölen üye işçilerin varisleri, sözleşmenin sağladığı tüm hak ve\nyararlardan çalıştığı süre oranınca diğer işçiler gibi\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b) Sendika Üyesi Olmayanların Yararlanması:\u003C\u002Fp>\n\n\u003Cp>1. Sendika üyesi olmayan ya da sendika üyeliğinden ayrılan veya\nçıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Ancak toplu iş\nsözleşmesinin imzasından önceki talepler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>2. Sendika üyeleri ile sendika üyesi olmadan dayanışma aidatı ödeyerek\nbu toplu iş sözleşmesinden yararlananlar dışında kalan işçilere bu\ntoplu iş sözleşmesi kısmen veya tamamen uygulanamaz. Uygulanması durumunda\nuygulanan tüm parasal haklar sendika üyelerine ilave olarak uygulanır.\nAyrıca, işveren, sözleşmeyi uyguladığı her işçi için üyelik aidatı\ntutarı kadar tazminatı her ay sendikaya ödemeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>3. UAÖ Türkiye Şubesi tüm çalışanlarının sendika üyesi olması ve\nsendikal haklar mücadelesini desteklemesini teşvik eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 – SÖZLEŞMENİN HÜKMÜ ve KAZANILMIŞ HAKLAR:\u003C\u002Fh2>\n\n\u003Cp>A) Bu toplu iş sözleşmesinin yasal dayanağı Uluslararası Çalışma\nÖrgütü Sözleşmeleri, Anayasa, Sendikalar ve Toplu İş İlişkileri\nYasası ile çalışma yaşamını ilgilendiren diğer mevzuat hükümleridir.\nBuradaki düzenlemelerin birbirleriyle çelişmesi durumunda, Anayasa ve\nevrensel hukuk ilkeleri gereği Uluslararası sözleşmeler esas\nalınacaktır.\u003C\u002Fp>\n\n\u003Cp>B) Bu toplu iş sözleşmesinde aksi belirtilmedikçe, hizmet akitleri toplu\niş sözleşmesine aykırı olamaz. Hizmet akitlerinin toplu iş sözleşmesine\naykırı hükümlerinin yerini, bu toplu iş sözleşmesindeki hükümler yer\nalır. Hizmet akdinde belirtilmeyen konuda bu toplu iş sözleşmesinin\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>C) Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten önce\nişçilere sağlanan ve bu toplu iş sözleşmesinde değiştirici ya da yok\nedici hüküm bulunmayan işçi lehine hak ve menfaatler kazanılmış hak\nolarak aynen devam eder.\u003C\u002Fp>\n\n\u003Cp>D) Toplu İş Sözleşmesi, mevzuat ile işçi yararına tanınmış ve\ntanınacak hakların uygulanmasına engel olamaz. Bu toplu iş sözleşmesinden\ndaha fazla hak sağlayan yasalar çıkarsa, bu sözleşme hükümlerinin yerini\nalır.\u003C\u002Fp>\n\n\u003Cp>E) Nedeni ne olursa olsun, süresi sona eren toplu iş sözleşmesinin\nhizmet akdine ilişkin hükümleri, yenisi yürürlüğe girene kadar hizmet\nakdi hükmü olarak geçerliliğini sürdürür.\u003C\u002Fp>\n\n\u003Cp>F) Sözleşmede belirtilmeyen konularda sözleşmenin 2\u002Fg maddesinde\ntanımı yapılmış mevzuat hükümleri ve UAÖ tarafından kabul edilen iç\npolitika belgeleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 – SÖZLEŞMENİN YORUMU ve UYGULANMASI:\u003C\u002Fh2>\n\n\u003Cp>A) Sözleşmenin hükümleri, amaca aykırı ve işçi aleyhine\nyorumlanamaz. Sözleşme, gerek maddelerinin açık anlamları ve gerekse özü\nile bir bütündür; bölüm ve madde başlıkları maddelerin anlamlarını\ntamamlar.\u003C\u002Fp>\n\n\u003Cp>B) Taraflar, sözleşmenin uygulanmasından doğan anlaşmazlıkları bizzat\nveya görevlendirecekleri temsilcileri aracılığı ile ortaklaşa\nçözümlerler ve sonuç bir tutanakla tespit edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7 - TARAFLARIN DURUMUNDA DEĞİŞİKLİK:\u003C\u002Fh2>\n\n\u003Cp>Sözleşmeye taraf olan sendikanın kendini feshi, infisahı, çalışmadan\nyasaklı olması v.s. gibi durumlar ile sözleşmenin uygulandığı işyerleri\nve eklentilerinde işverenin değişmesi, bu sözleşmenin uygulanmasını\nengellemez.\u003C\u002Fp>\n\n\u003Cp>BÖLÜM 2\u003C\u002Fp>\n\n\u003Cp>TARAF İLİŞKİLERİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - TARAFLARIN TEMSİLİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanmasında sendikayı Genel Yönetim\nKurulu veya görevlendireceği kimseler ile sendika şubesi; işvereni,\nUluslararası Af Örgütü Türkiye Şubesi Yönetim Kurulu veya\ngörevlendireceği kimseler temsil eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 - İŞVERENİN SORUMLULUKLARI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, bu sözleşme hükümlerini zamanında ve eksiksiz olarak\nuygulamak; işyerlerinde iş güvenliği ve işçi sağlığı bakımından\ngereken önlemleri almak, işçi hak ve alacaklarının zamanında ve\nnoksansız olarak ellerine geçmesini sağlamak, sendika ve işçilere karşı\ngerek mevzuat, gerekse bu sözleşmeden doğan yükümlülüklerini yerine\ngetirmekle görevlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10 - İŞYERİNDE SENDİKAL ÇALIŞMALAR:\u003C\u002Fh2>\n\n\u003Cp>Sendikanın genel yönetim kurulu üyeleri ya da görevlendireceği kişiler\nile şube yöneticileri işçilerle her zaman görüşebilirler. Yine bu\nkişiler işveren veya yetkili kıldığı kişilerin onayı ile işverenin\ngöstereceği yerde işçilerle toplu görüşme yapabilirler. Sendika bu\nhakkı kullanırken çalışmaların aksamaması için azami özen\ngösterir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 - İŞYERİ SENDİKA TEMSİLCİLİĞİ ve SENDİKAL İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>A) Bu sözleşmenin uygulanmasını izlemek, işçilerle işveren\narasındaki uygar ilişki ve iletişimi koruyarak doğabilecek uyuşmazlık ve\nşikâyetleri o işyerindeki yetkili işveren temsilcisi ile görüşerek\nçözümlemeye çalışmak ve mevzuattan doğan diğer görevleri yapmak\nüzere; sendikanın, işyerleri için yasada öngörülen sayıda belirleyip\nişverene bildirdiği işyeri sendika temsilcilerine sendikal çalışmaları\nişyerinde yürütebilmeleri için haftada 5 (beş) saat ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>B) Sendika Organlarında Görev Alan Üyelerin İzinleri: Sendikanın\nyazılı başvurusu üzerine;\u003C\u002Fp>\n\n\u003Cp>a) Sendikanın yönetim kurullarında görev alan üyelerden genel yönetim\nkuruluna seçilenlere, her toplantı için gidiş-geliş yol süreleri hariç 2\n(iki) tam gün; şube yönetim kuruluna seçilenlere, her toplantı için 1\n(bir) tam gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>b) Sendika Disiplin Kurulları’nda görev alan üyelere gidiş-geliş yol\nsüreleri hariç 1 (bir) tam gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>c) Sendika denetim kurullarında görev alan üyelerden genel merkez denetim\nkurulu üyelerine her toplantı için maksimum 6 ayda bir 4 (Dört) tam gün\nücretli izin verilir. Şube denetim kurulu üyelerine her toplantı için 1\n(bir) tam gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>C) Sendikal Toplantı ve Eğitim İzinleri:\u003C\u002Fp>\n\n\u003Cp>a) Sendika temsilcileri ve görevlileri ile ilgili genel kurul delegelerine,\ngenel kurula katılmaları için sendikanın en geç 10 gün önceden\nbildirmesi halinde, genel kurul çalışmaları ve gidiş-geliş için gerekli\nyol süresince ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>b) Ayrıca sendikanın düzenleyeceği eğitim, konferans, seminer ve\nbenzeri etkinlikler için bir seferinde işyeri üye sayısının %20’sini ve\nher seferinde 1 günü aşmamak üzere ücretli izin verilir. Genel kurullar\niçin bu onay aranmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 12 - SENDİKA ÜYELERİNİN VE SENDİKA ZORUNLU ORGANLARINDA GÖREV\nALANLAR İLE İŞYERİ SENDİKA TEMSİLCİLERİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>A) İşçinin işe alınması, sendikaya üye olması veya sendika\nüyeliğinden ayrılması koşuluna bağlı tutulamaz. İşveren bu sözleşme\nhükümleri ile bağlı kalmak kaydı ile sendikaya üye olan işçiler ile\nsendika üyesi olmayan işçiler arasında sırf bu nedenle, işin sevk ve\ndağıtımında, işçinin mesleki ilerlemesine ilişkin uygulamada herhangi\nbir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>B) İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin ve\nişyerinde çalışmaya devam eden sendika yöneticilerinin işyerini\ndeğiştiremez veya işinde esaslı tarzda değişiklik yapamaz. Aksi hâlde\ndeğişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>C) İşveren, işyerinde çalışan sendika ya da sendika şubelerinin\nzorunlu organlarında görev alanlarla işyeri sendika temsilcilerinin sendikal\ngörevlerinin gereği yaptıkları çalışmalardan dolayı haklı bir neden\nolmadıkça ve sebebi açık ve kesinlikle belirlenmeyen nedenlerle iş\nakitlerini bozamaz. Fesih halinde temsilci ya da yönetici işe iade davası\naçabilir.Temsilcinin işe iadesine karar verilirse fesih geçersiz sayılarak\ntemsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın kesinleşme\ntarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhâlinde, iş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma hâlinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>D) Sendikanın yönetici veya işyeri sendika temsilcileri hakkında 6356\nsayılı yasanın 23., 24. ve 25. maddeleri ile diğer mevzuat hükümleri bu\nsözleşmede belirtilen güvencelere ek olarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 - SENDİKA ÇALIŞMALARININ DUYURULMASI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, işyerlerinde işçilerin kolaylıkla görebilecekleri yerlere\nsendikanın yazı, duyuru, bülten, genelge ve çağrı gibi yazılarının\nasılması için panolar koyar. Bu panoların anahtarı işyeri sendika\ntemsilcisinde bulunur. Sendikanın imza ve mührünü taşıyan her türlü\nbelgenin ve sendika yayınlarının sorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ VE YAYINLARIN\nGÖNDERİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşveren, işyerinde çalışan tüm işçilerin isimlerini mevcut\nbelgelere dayanarak işveren veya vekilince onaylanmış olarak, sözleşmenin\nbağıtlanması tarihinden itibaren 15 gün içinde sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, mevcut işçilerden ölen, emekli olan veya kendi isteği ile\nişten ayrılanlar ile işe yeni giren işçilerin isimlerini aidat kesinti\nlistesinde her ayın 25’ine kadar sendikaya bildirir.\u003C\u002Fp>\n\n\u003Cp>c) İşveren, işçilerle ilgili yayınlayacağı sirküler ve genelgelerin\nbir nüshasını en geç bir hafta içinde sendikaya gönderir ve bir\nnüshasını işyeri sendika temsilcisine verir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 – SENDİKA TEMSİLCİLİK ODASI:\u003C\u002Fh2>\n\n\u003Cp>Temsilcilik için gerekli faks, masa, sandalye, büro malzemesi, telefon vb.\nihtiyaçlar imkânlar ölçüsünde işverence sağlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16 - SENDİKAL ÖDENTİLER:\u003C\u002Fh2>\n\n\u003Cp>İşveren, sendika anatüzüğü hükümlerine uygun olarak, sendikaca\nbildirilecek üyelerinden talep ettiği aidatı yürürlük süresi itibariyle,\ndayanışma aidatını ise toplu iş sözleşmesinin imza tarihinden önce\nolmamak üzere talep tarihi itibariyle keserek, sendikaca gösterilen banka\nhesabına her ay işçi ücretlerinin ödendiği günü izleyen en geç 10 iş\ngünü içerisinde sendika hesabına yatırır. Kesinti listesinin\ngönderilmemesi veya eksik kesinti yapılmasının sorumluluğu işverene\naittir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 - ŞİKÂYET VE UYUŞMAZLIK:\u003C\u002Fh2>\n\n\u003Cp>İşçiler bireysel ve bu sözleşmeden doğan şikâyetlerini yazılı\nolarak işyeri sendika temsilcisine yaparlar. İşyeri sendika temsilcisi\nduruma göre işçinin ilk bölüm\u002Fbirim amiri ya da işveren vekili ile\ngörüşerek sorunu çözümlemeye çalışır. Genellik gösteren ve bu\nsözleşmenin uygulanmasından doğan aksaklıkların çözümünde de aynı\nyol izlenir. İşyeri sendika temsilcisi aynı zamanda Personel Ombudsmanı\ngörevini görür.\u003C\u002Fp>\n\n\u003Cp>Çözülemeyen konular, temsilci tarafından sendikaya ve işyeri kuruluna\nbildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 - İŞYERİ KURULU:\u003C\u002Fh2>\n\n\u003Cp>İşyerinde işçilerin disiplin uygulamaları ile iş akitlerinin sona\nerdirilmesini karara bağlamak, işin verimliliği için gerekli düzenlemeleri\nyapmak, İzin Kurulu, İşçi Sağlığı ve İş Güvenliği Kurulu olarak\ngörev yapmak ve TİS’nin uygulama ve yorumundan kaynaklanan\nuyuşmazlıkları görüşüp karara bağlamak üzere aşağıdaki koşullarla\nişyerinde bir İşyeri Kurulu oluşturulur.\u003C\u002Fp>\n\n\u003Cp>A) Kuruluşu:\u003C\u002Fp>\n\n\u003Cp>Kurul, tarafların belirleyeceği 5 asil ve 4 yedek üyeden oluşur. İki\n(2) işveren, iki (2) sendika temsilcisi ve yedekleri ile her iki tarafın\nüzerinde anlaştığı bir (1) kişiden oluşur. Asil ve yedek üyeler\nsözleşmenin imza tarihinden itibaren en geç 1 ay içinde bildirilir.\nTarafların üzerinde anlaştığı kişi aynı zamanda Kurul Başkanıdır.\u003C\u002Fp>\n\n\u003Cp>B) Görev ve Yetkileri:\u003C\u002Fp>\n\n\u003Cp>Kurul;\u003C\u002Fp>\n\n\u003Cp>a) İşyerlerinin verimli çalışması, iş ve işyerlerinin planlanması,\nişçi sağlığı ve iş güvenliği, işgücünün eğitimi ve niteliklerinin\ngeliştirilmesi için taraflarca kendisine getirilecek konularda görüş ve\nöneriler belirler.\u003C\u002Fp>\n\n\u003Cp>b) Kurul, İşyerinde yeni bir kadroya ihtiyaç duyulduğunda toplanarak\nişe alım koşullarını ve tanımlarını yaparak karara bağlar.\u003C\u002Fp>\n\n\u003Cp>c) Kurul, İzin Kurulu, İşçi Sağlığı ve İş Güvenliği Kurulu\ngörevini de yapar.\u003C\u002Fp>\n\n\u003Cp>d) İşçilerin iş disiplini ile bağdaşmayan fiillerini Disiplin Kurulu\nsıfatı ile görüşerek suçlu bulduğu işçiye uygun göreceği cezayı\nverir. Disiplin Kurulu sıfatıyla tarafların şikâyetlerini, şikâyetlere\nilişkin belgeleri inceler, işçinin savunmasını alır.\u003C\u002Fp>\n\n\u003Cp>e) Sözleşmenin uygulanmasından doğan ve sendika ya da işverence kurula\ngetirilen uyuşmazlık konularını karara bağlar.\u003C\u002Fp>\n\n\u003Cp>f) İşçiye dair eldeki tüm veriler değerlendirilerek iş akitlerinin\ntazminatlı ya da tazminatsız sona erdirilmesini karara bağlar.\u003C\u002Fp>\n\n\u003Cp>g) İş değerlendirmesi, tek taraflı olarak amirler tarafından yapılır.\nİşçinin değerlendirme içeriği ya da kriterleriyle ilgili itirazı\ndurumunda işyerindeki personel ombudsmanı devreye girerek itirazı işyeri\nkuruluna bildirmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C) Çalışma Yöntemi:\u003C\u002Fp>\n\n\u003Cp>a) Kurul, tarafların talebi halinde toplanır. Toplantı istemi, toplantı\nisteyen tarafça kurul başkanına yazılı olarak yapılır. Kurul başkanı,\nistemden itibaren 10 gün içinde toplanmak üzere en geç 3 işgünü\niçerisinde haber vererek kurul üyelerini toplantıya çağırmak zorundadır.\nKurul salt çoğunluk ile toplanır. Kurulun sekreteryası, ilk toplantısında\nbelirleyeceği yöntem ve kişilerce yürütülür.\u003C\u002Fp>\n\n\u003Cp>b) Kurul üyelerinin bir oy hakkı vardır. Kurul kararlarını oy çokluğu\nile alır. İlk toplantıda karar alınamadığı takdirde, ikinci toplantı en\ngeç 3 işgünü içerisinde yapılır. Kararlar gerekçeli olarak yazılarak\nkurul üyelerince imzalanır ve ilgili işçi ile sendikaya ve işverene\ntebliğ edilir. Kurul kararlarının işverene tebliği ile yasada haklı fesih\niçin öngörülen 6 işgünlük süre başlar ve kurul kararının işveren\ntarafından işleme konulması ile hukuki sonuçlarını doğurur.\u003C\u002Fp>\n\n\u003Cp>c) Kurulun, (B) bendinin (d) fıkrası uyarınca alacağı kararlarda\ntarafların mutabakatı şarttır. Mutabakat sağlama aşamasında TİS ile\nbirlikte UAÖ’nün politika ve usullerini belirleyen belgeler de dikkate\nalınır. Mutabakat sağlanmış konularda sorun çözümlenmiş sayılır.\nMutabakat sağlanamayan konularda tarafların yargı yoluna başvurma hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 19 – İŞTEN ÇIKARMA VE İŞ GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşin ve işyerinin ekonomik durumu, işin gerekleri bakımından\nzorunluluk olmadıkça işçi çıkartılamaz. İşveren, çalışanın işine\ndair şikâyetleri, iş değerlendirme raporuyla beraber belgeleyerek İşyeri\nKuruluna iletir.\u003C\u002Fp>\n\n\u003Cp>b) İşçi çıkarmanın zorunlu olduğu hallerde işveren, işçi çıkarma\nnedenleri ve çıkarılacak işçi sayısını, İşyeri Kuruluna intikal\nettirir ve taraf işçi sendikasına bildirir. Kurul sorunu görüşür, başka\nçözüm olanakları bulunup bulunmadığını araştırır. Sorunu çözmeye\nelverişli ve işletme gereklerine uygun bir yol bulunamaz ise, işten\nçıkarma esaslarını, çıkarılacak işçi sayısı, işten çıkarma tarihi\nile ünitelere dağılımını karara bağlarlar.\u003C\u002Fp>\n\n\u003Cp>Bu halde sırası ile;\u003C\u002Fp>\n\n\u003Cp>1. Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>2. Deneme süresi içinde olanlar,\u003C\u002Fp>\n\n\u003Cp>3. En çok disiplin cezası almış olanlar,\u003C\u002Fp>\n\n\u003Cp>4. Bir Sosyal Güvenlik Kuruluşundan emekli olanlar,\u003C\u002Fp>\n\n\u003Cp>5. İşe son giren işçiler,\u003C\u002Fp>\n\n\u003Cp>6. Emekliliğini hak kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>7. Sendika üyesi bulunmayanlar,\u003C\u002Fp>\n\n\u003Cp>8. Aynı durumda olanlar arasında son giren ilk çıkar,\u003C\u002Fp>\n\n\u003Cp>bu işleme tabi tutulurlar.\u003C\u002Fp>\n\n\u003Cp>c) İşveren 18. madde ile bu maddenin (a) ve (b) bentlerinde sayılan\nkurallara uymaksızın işçi çıkardığında, işten çıkardığı her\nişçi bakımından aşağıda (d) ve (e) bentlerinde yazılı kural ve\nyaptırımları kabul ve taahhüt eder. Bu kabul ve taahhüt tazminatsız\nişçi çıkarmalarda da Mahkemece çıkarmanın tazminatlı yapılmasına\nkarar verilmesi hallerini de kapsar.\u003C\u002Fp>\n\n\u003Cp>d) Bu maddeye göre işten çıkarılanların yerine 6 ay içerisinde yeni\nişçi ihtiyacı duyulur ise, işten çıkarılan işçiler tekrar işe\nçağrılırlar.\u003C\u002Fp>\n\n\u003Cp>e) İşletmenin bütününde bir defada 3 veya daha fazla sayıda işçi\nçıkarma toplu işçi çıkarma sayılır ve bu madde hükmüne tabi tutulur.\nToplu işçi çıkarma işlemi yapıldıktan sonra 3 ay geçmedikçe yeni toplu\nişçi çıkarma yapılamaz.\u003C\u002Fp>\n\n\u003Cp>f) Kapasitesi daraltılan veya kapatılan işyeri veya bölümündeki asıl\nve sürekli işlerde geçici işçi çalıştırılamaz. Ancak 3 ay ve üzeri\nizin kullanılması durumunda işin sürekliliğinin sağlanması ve işin\naksamaması için asıl çalışanın işine döneceği zaman arasında geçici\nişçi çalıştırılır. Taşeron eliyle iş gördürülemez.\u003C\u002Fp>\n\n\u003Cp>g) Tazminatlı veya tazminatsız işten çıkarma kararlarının\ngerekçesinin kararda açık ve somut olarak gösterilmesi şarttır.\nİşveren, işyerinde çalışan işçi sayısına bakmaksızın işten\nçıkarma istemini kurula getirmeden önce 3999 sayılı yasa ile onaylanmış\nbulunan Uluslararası Çalışma Örgütü’nün 158 sayılı sözleşmesinde\nöngörülen danışma ve diğer mekanizmaları işletir. Sözleşmede\nöngörülen işten çıkarma nedenleri dışında bir neden, çıkarma için\ngerekçe olarak ileri sürülemez. Emekliliğine 2 yıldan az kalmış olan\nişçiler için işten çıkarma kararı disiplin suçları hariç yukarıdaki\ngerekçelerle de olsa uygulanamaz.\u003C\u002Fp>\n\n\u003Cp>h) İşveren ayrıca 3999 sayılı yasa ile onaylanmış bulunan 158\nsayılı sözleşmenin öngördüğü yargı ve tazminat yollarını kabul\neder. İşveren 4857 sayılı yasanın işgüvencesi ile ilgili hükümlerini,\nişçi sayısı ile bağlı olmaksızın ve madde hükümleri çerçevesinde\nuygulamayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>ı) Bu madde hükümlerine uygun olmaksızın işe son verme işlemlerine\nkarşı üyenin işten çıkarılma işleminin kendisine tebliğinden itibaren\nçıkarılma işleminin bu sözleşme hükümlerine aykırı olduğunun\nsaptanması gerekçesi ile ilgili mahkemeye başvurarak durumunun ve işten\nçıkartma işleminin geçersizliğinin saptanmasını isteyebilir.\u003C\u002Fp>\n\n\u003Cp>i) Mahkemece, işten çıkartma işleminin geçersizliğinin saptanması\ndurumunda işveren, işçiyi işten çıkartılmamış gibi tüm haklarını\nödeyerek bir ay içinde eski görev ve işyerine başlatır. İşveren,\nişçiyi mahkeme kararına rağmen işe başlatmazsa, ayrıca 4857 sayılı\nİş Kanununun 21. maddesi esasları doğrultusunda mahkemece verilecek İş\nGüvencesi Tazminatını ödemeyi kabul eder. Mahkeme kararının 3 ay içinde\nsonuçlanması durumunda bu süreye ilişkin boşta geçen tüm özlük\nhaklarını da öder.\u003C\u002Fp>\n\n\u003Cp>j) UAÖ Türkiye Şubesi’nin çalışanlarına tebliğ ettiği aşağıda\nyer alan ve zaman içinde tebliğ edeceği ve uluslararası sekreteryasının\nzorunlu tutacağı diğer belgelerde çalışanların ihmal ve kusurundan\nkaynaklanan sorunlar İşyeri Kurulu’nda görüşülüp karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>1. Görev Çatışması ve Çıkar Çatışması Politikalar ve Kurallar\u003C\u002Fp>\n\n\u003Cp>2. UAÖ'ne Ait Eşyaların Sorumluluğuyla İlgili Kurallar\u003C\u002Fp>\n\n\u003Cp>3. İnsan Kaynakları Yönetim Standartları ve İdari Usuller\u003C\u002Fp>\n\n\u003Cp>4. İş Yerinde Tacizi ve Baskıcı Davranışları Önleme Politikası\u003C\u002Fp>\n\n\u003Cp>5. Satın Alma Prosedürü\u003C\u002Fp>\n\n\u003Cp>6. Uluslararası Af Örgütü Türkiye Şubesi Toplumsal Cinsiyet ve\nEşitlik Bildirgesi\u003C\u002Fp>\n\n\u003Cp>7. Seyahat Masraflarının Karşılanmasına İlişkin Kurallar\u003C\u002Fp>\n\n\u003Cp>8. Yüzyüze Projesi Genel Çalışma İlkeleri\u003C\u002Fp>\n\n\u003Cp>BÖLÜM 3\u003C\u002Fp>\n\n\u003Cp>ÇALIŞMA ESASLARI\u003C\u002Fp>\n\n\u003Cp>İŞ AKDİNE İLİŞKİN HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 20 - İŞE ALMA VE DENEME SÜRESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşveren yeni işe alacağı işçilerin, görevin gerektirdiği\nniteliklere sahip olup olmadıklarını kendi mevzuatına göre belirler.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, yeni işe almada varsa, işyerinden son 6 ay içerisinde\nişten çıkarılmış olan işçilerden, (yüz kızartıcı suç işleyerek\nişten ayrılmış olanlar ve işyeri kurulu kararı ile işten çıkarılmış\nolanlar hariç) alınacak kadro için gereken nitelikleri taşıyanlara, noter\naracılığı ile çağrı yapar. Çağrı adresi, işçinin çalışırken\nişverene bildirdiği en son adrestir. Çağrının tebellüğ tarihinden\nitibaren 10 gün içinde başvuran işçiler işe alınırlar. Bu yolla\ndoldurulamayan işçi alımlarında işveren istediği işçiyi almakta\nserbesttir.\u003C\u002Fp>\n\n\u003Cp>c) İşçinin herhangi bir nedenle ölümü halinde boşalan kadroya 4857\nsayılı iş yasasının 30. maddesinde doğan yükümlülüğün yerine\ngetirilmesinde evvelce işyerinde sakatlanmış işçilere, işe alınmada\nöncelik tanınır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>d) Deneme süresi 60 (altmış) gündür. Bu süre içinde gerek işçi,\ngerekse işveren önceden haber vermeden akitlerine son verebilirler. Bu\ndurumda işçiye çalıştığı sürenin ücreti ödenir. Deneme süresi\nsonunda çalışması devam eden işçi artık sürekli \"İŞÇİ\"\nsayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 21 - İŞYERİNDE ÇALIŞMA ESASLARI:\u003C\u002Fh2>\n\n\u003Cp>a) Yetkili sağlık kurulunca işçilere branşı ile ilgili “işini\nyapamaz” raporu verilmesi halinde, işçinin yeni görev yeri, İşyeri\nKurulu tarafından belirlenir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren üye işçilere Disiplin Hükümleri dışında disiplin\ncezası veremez.\u003C\u002Fp>\n\n\u003Cp>c) İşçi işe alınırken asıl işi ve kadrosu belirlenir. İşçinin\nişi, işyeri, bölümü ve görevi, işçinin yazılı rızası alınmadan\ndeğiştirilemez. Bununla birlikte iş yükünü önemli ölçüde\nağırlaştırmamak kaydıyla işveren tarafından geçici görevlendirmeler\nyapılabilir. Geçici görevlendirme süresinin 3 ayı geçmesi halinde\nişçinin yazılı rızası alınır. Uzman danışmanlık hizmeti alınacak\nkonularda İşyeri Kurulu toplanıp konuyu görüşüp karara bağlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22 – GÜNLÜK ve HAFTALIK ÇALIŞMA SÜRELERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Normal çalışma süresi günde 8 (sekiz) saat, Cumartesi ve Pazar hariç\nolmak üzere haftada 5 (beş) gün, toplam 40 (kırk) saattir. (tam zamanlı\nçalışanlar için günlük çalışma süresine 1 saatlik yemek ve dinlenme\nsüresi dâhildir).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 23 - İŞ SÜRESİNDEN SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, fiilen çalışılmamış dahi olsa,\nçalışılmış gibi iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde ya da işverence işyeri dışında görevlendirildiği\ndurumlarda işverenden iş beklemekle geçen süreler,\u003C\u002Fp>\n\n\u003Cp>b) İşçinin işveren tarafından işyerlerinden başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler,\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 - ÇALIŞILMIŞ GİBİ SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, yıllık ücretli izin hesabında ve\nişyerindeki kıdem tazminatı süresi bakımından çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a) İşçinin uğradığı kaza ya da yakalandığı hastalıktan ötürü\nişine gelemediği günler,\u003C\u002Fp>\n\n\u003Cp>b) Cinsiyetine bakılmaksızın tüm işçilerin bu sözleşmeye göre\nbelirlenmiş doğumdan önce ve doğumdan sonra çalıştırılmadıkları\ngünler (Ancak doğumdan sonraki ücretli izin süresini izleyen 1 yıla kadar\nverilebilecek ücretsiz izin süresi yıllık ücretli izin hakkının\nhesabında dikkate alınmaz.),\u003C\u002Fp>\n\n\u003Cp>c) İşçinin muvazzaf askerlik hizmeti dışında manevra ya da herhangi\nbir yasadan dolayı görevlendirilmesi sonucu işine gidemediği günler,\u003C\u002Fp>\n\n\u003Cp>d) Çalışmakta olduğu işyerlerinde geçici nedenlerden dolayı işin\ntatil edilmesinden kaynaklanan çalışmadan geçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>e) Bu sözleşme ile işçiye tanınan tüm izinler.\u003C\u002Fp>\n\n\u003Cp>f) 4857 Sayılı Yasanın 55. maddesinde yer alan durumlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25 - ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI:\u003C\u002Fh2>\n\n\u003Cp>a) Muvazzaf askerlik görevi dışında herhangi bir nedenle silah altına\nalınan üyeye, Milli Savunma Bakanlığı’nca ücret ödeniyorsa ve bu\nücret üyenin işyerinden aldığı ücretinden az ise üyenin ücreti\nişyerindeki aylık ücretine tamamlanır. Fazla ise ayrıca bir ücret\nödenmez. Milli Savunma Bakanlığı’nca hiçbir ücret ödenmemesi halinde\ngörev süresi boyunca üyeye ücretleri tam olarak ödenir. Bu süre her\ntakvim yılı için 30 günü geçemez.\u003C\u002Fp>\n\n\u003Cp>b) Süresi belirsiz hizmet akdi ile çalışan işçilerden, muvazzaf\naskerlik görevini yapmak için işyerinden ayrılan işçinin, çalıştığı\ndönemlere ait kıdem tazminatı ile birlikte tüm yasal hakları ödenir.\nTerhisi izleyen iki ay içinde işyerine başvurması halinde, işveren\nbunları eski işleri veya benzeri işlerde boş yer varsa derhal, yoksa\nboşalacak ilk işe başka isteklilere tercih ederek, o andaki şartlarla işe\nalmak zorundadır. Aranan şartlar bulunduğu halde işveren iş sözleşmesi\nyapma yükümlülüğünü yerine getirmezse, işe alınma isteğinde bulunan\neski işçiye üç aylık ücret tutarında tazminat öder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26 - ENGELLİ İŞÇİ ÇALIŞTIRILMASI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak, işyerinde çalışmakta iken iş kazası sebebiyle çalışmakta\nolduğu işini fiilen yapamayacak durumda olan işçiyi, işveren durumuna\nuygun yeni bir işte çalıştırır. Engelli işçiler için yasa\nçerçevesinde makul uyumlaştırma ilkesi doğrultusunda gerekli düzenlemeler\nyapılır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan engelli işçiler Engelliler Haftası’nın ilk\ngünü olan 10 Mayıs ve 3 Aralık Dünya Engelliler günü tarihlerinde en az\nbir hafta öncesinden katılacağı etkinliği yazılı olarak bildirmeleri ve\nkatılımı belgeleme koşulu ile idari izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Olumsuz hava şartları sebebiyle iş gelişinde ve çıkışında zorluk\nyaşaması muhtemel olan engelli personele gerekli kolaylık sağlanır.\nİşyerinde çalışan engelli işçiler, kamu çalışanı engellilere verilen\ntüm idari izinlerden aynı şekilde yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27 - ANALIK DURUMU:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>Kadın işçilerin doğumdan önce 8 ve doğumdan sonra 12 hafta olmak\nüzere toplam 20 haftalık süre için çalıştırılmamaları esastır.\nAncak, sağlık durumu uygun olduğu takdirde, doktorun onayı ile kadın\nişçi isterse doğumdan önceki 3 haftaya kadar işyerinde çalışabilir. Bu\ndurumda, kadın işçinin çalıştığı süreleri toplam ücretli izin\nsüresi 20 haftayı geçmeyecek şekilde doğum sonrası sürelere eklenir.\nKadın işçinin erken doğum yapması halinde ise doğumdan önce\nkullanamadığı çalıştırılmayacak süreler, doğum sonrası sürelere\neklenmek suretiyle kullandırılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>İsteği halinde kadın işçiye, 20 haftalık sürenin tamamlanmasından\nveya çoğul gebelik halinde 22 haftalık süreden sonra 6 aya kadar ücretsiz\nizin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu izin üç yaşını doldurmamış çocuğu evlat edinme halinde eşlerden\nbirine veya evlat edinene verilir. Bu süre yıllık ücretli izin hakkının\nhesabında dikkate alınmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 28 - ÖZÜRÜ BİLDİRME:\u003C\u002Fh2>\n\n\u003Cp>Beklenmedik bir sebepten dolayı işe zamanında gelmesine engel geçerli\nbir özrü çıkan işçi bizzat kendisi, buna olanak olmadığı takdirde\ntelefonla veya başka bir araçla işe başlama saatinden önce amirine\nözrünü bildirerek izin almak zorundadır. İşbaşında çalışırken acil\nbir özrü çıkanlar, izin almak suretiyle işyerinden ayrılabilirler. Özrü\nbildirerek izin kullanan çalışanların, daha sonra amirlerinden aldığı\nizni belgelendirerek işyerindeki sorumlu kişilere takdim etmesi\ngereklidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 - FAZLA ÇALIŞMALARIN DÜZENLENMESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Haftalık normal iş süresi olan 40 saatin üstünde yapılan her türlü\nçalışma fazla mesai sayılır.\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde fazla çalışma yapılabilir ancak çalışanların fazla\nmesai ortaya çıkarmayacak şekilde planlama yapmaları ve çalışmaları\nesastır. Hafta sonu, bayram ve genel tatillerde fazla çalışma gerektiği\nhallerde işçinin ve işverenini yazılı onayı alınır.\u003C\u002Fp>\n\n\u003Cp>b) Fazla mesai süresi Time Tracker mesai kaydı sistemi üzerinden tespit\nedilir. Fazla mesai hafta içi günlerde gerçekleşiyorsa, işçiye her\nçalıştığı fazla mesai saati kadar ücretli izin kullandırılır. Eğer,\nfazla mesai Cumartesi dört saat üzerindeki çalışmalarla ve Pazar günü\ngerçekleşiyorsa, işçiye her çalıştığı 1 saate karşılık 1,5 saat\nücretli izin kullandırılır. Fazla mesai ulusal bayram ve genel tatil\ngünleri gerçekleşiyorsa, işçiye her çalıştığı 1 saate karşılık 2\nsaat ücretli izin kullandırılır.\u003C\u002Fp>\n\n\u003Cp>c) Fazla mesailerden kaynaklı ücretli izin kullanımı için en az iki iş\ngünü öncesinde bölüm yöneticisi ya da direktörün yazılı onayı\nalınır. İzinler kesinleştiği gün ortak takvime işlenir. Fazla\nmesailerden kaynaklı ücretli izinler, yılda iki kez olmak üzere her yılın\nMart ve Eylül ayında sıfırlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 30 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>A) Ulusal Bayram:\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram 29 Ekim günüdür. 28 Ekim saat 13.00'den itibaren başlar ve\n29 Ekim gününü kapsar.\u003C\u002Fp>\n\n\u003Cp>B) Genel Tatil Günleri:\u003C\u002Fp>\n\n\u003Cp>Resmi bayram günleri:\u003C\u002Fp>\n\n\u003Cp>23 Nisan Ulusal Egemenlik ve Çocuk Bayramı, 19 Mayıs Atatürk'ü Anma\nGençlik ve Spor Bayramı, 30 Ağustos Zafer Bayramı, Dini Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>Ramazan Bayramı: Arife günü saat 13.00' den itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>Kurban Bayramı: Arife günü saat 13.00 'den itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Cp>A) Yılbaşı Tatili: 1 Ocak günü yılbaşı tatilidir. Ayrıca 31 Aralık\ngünü saat 13.00’dan itibaren tatil sayılır.\u003C\u002Fp>\n\n\u003Cp>B) 1 Mayıs İşçi Bayramı: 1 Mayıs; işçi sınıfının birlik,\nmücadele, dayanışma günü tatilidir.\u003C\u002Fp>\n\n\u003Cp>C) 8 Mart Dünya Kadınlar Günü’nde, düzenlenen etkinliğe katılan\ncinsiyetine bakılmaksızın sendika üyesi tüm işçiler en az bir hafta\nönceden katılacağı etkinliği yazılı olarak bildirmek ve katılımı\nbelgelendirmek koşuluyla ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>D) 17 Mayıs LGBT gününde düzenlenen etkinliğe katılan cinsiyetine\nbakılmaksızın sendika üyesi tüm işçiler en az bir hafta önceden\nkatılacağı etkinliği yazılı olarak bildirmek ve katılımı\nbelgelendirmek koşuluyla ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>E) 15 Temmuz günü Demokrasi ve Milli Birlik Günü tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 31 - İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A) Yıllık Ücretli İzin:\u003C\u002Fp>\n\n\u003Cp>a) İşyerine girdiği günden başlayarak deneme süresi de içinde olmak\nüzere en az 1 yıl çalışmış olan üyenin yıllık ücretli izin hakkı\nvardır.\u003C\u002Fp>\n\n\u003Cp>b) İşyerine girdiği günden başlayarak (deneme süresi dâhil) üyeye\nizin hakkının doğmasından önce işveren tarafından hak edeceği ilk\nyıllık izninden düşülmek üzere avans olarak yıllık izin\nkullandırılabilir. Ancak üyenin yıllık ücretli izne hak kazanmaksızın\niş sözleşmesinin sona ermesi halinde, avans olarak kullandığı sürelere\nilişkin ücreti istihkakından mahsup edilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Hizmet süresi 1-3 yıl (dâhil) olanlara\u003C\u002Ftd>\n \u003Ctd>15\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Hizmet süresi 4-5 yıl (dâhil) olanlara\u003C\u002Ftd>\n \u003Ctd>20\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Hizmet süresi 6-14 yıl (dâhil) olanlara\u003C\u002Ftd>\n \u003Ctd>25\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Hizmet süresi 15 yıldan fazla olanlara\u003C\u002Ftd>\n \u003Ctd>30 işgünü yıllık ücretli izin verilir.\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve\nsosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu raporuyla\nbelirlenmiş istirahat günleri, izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b) Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü\nhalinde yasal mirasçılarına hak edip de kullanmadığı izninin ücreti\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) İşveren tarafından yıl içinde verilmiş bulunan başka ücretli ve\nücretsiz izinler veya dinlenme, hastalık izinleri yıllık izinden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cp>d) Yıllık ücretli izinleri düzenleyen kurul, işçilere bir bölümü 10\ngünden az olmamak koşulu ile parçalı olarak izin kullandırabilir.\u003C\u002Fp>\n\n\u003Cp>e) Yıllık iznin hak edişten itibaren bir yıl içinde kullanılması\ngerekmektedir. Bir yıl içinde kullanılmayan yıllık izinler her\nçalışanın kendi izin hakediş tarihinden itibaren en geç altı ay içinde\nkullanılmalıdır. Direktör tarafından onay alınarak uygun başka bir tarih\nbelirlenebilir.\u003C\u002Fp>\n\n\u003Cp>f) İlk 6 ayını dolduran işçinin talebi halinde ve işverenin onayı\ndoğrultusunda hak kazanacağı yıllık izin süresinden mahsup edilmek üzere\n7 işgünü yıllık ücretli izin hakkı doğar.\u003C\u002Fp>\n\n\u003Cp>g) Sözleşme kapsamına giren işyerlerinde çalışan işçilerin yıllık\nücretli izinleri, İşyeri İzin Kurulu tarafından düzenlenir.\u003C\u002Fp>\n\n\u003Cp>h) Yıllık ücretli iznini il dışında geçirecek Sendika üyesi\nişçilere yazılı talepleri ve belgelendirmesi halinde, yılda 1 kez 4 gün\nücretsiz yol izni verilir. Çalışan bu izni, 4 günü geçmeyecek şekilde\nparçalı olarak kullanabilir.\u003C\u002Fp>\n\n\u003Cp>B) Zorunlu Sosyal İzinler:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>a) Doğum sonrası cinsiyetine bakılmaksızın ilgili tüm çalışanlar,\n16 hafta tam maaşlı ebeveynlik iznine sahiptir. Buna ek olarak işçinin\nilave izin ihtiyacı halinde 16 haftalık süreyle izin hakkı olmakla beraber,\n16 haftadan sonra Direktör’ün onayı halinde bir yıl ücretsiz izin hakkı\nvardır.\u003C\u002Fp>\n\n\u003Cp>b) Evlenen veya partneriyle birlikte yaşama kararı alan çalışanlara, bu\nTİS’in yürürlük süresinde bir defa olmak üzere 5 (beş) iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c) Ana, baba, eş, partner, çocuk veya üyenin bakmakla yükümlü olduğu\naileden birisinin ölümünde 10 (on) iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Üyenin torunu, büyükanne, büyükbaba, kayınvalide, kayınpeder\nve\u002Fveya yakının ölümü halinde beyan ve iyi niyet esasına dayalı olarak\nşehir içi 2 (iki) işgünü, şehir dışı (biletin ibrazı ile) 5 (beş)\nişgünü,\u003C\u002Fp>\n\n\u003Cp>e) İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler halinde toplam on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>f) Üyenin çocuğunu evlendirmesi halinde 3 (üç) iş günü,\u003C\u002Fp>\n\n\u003Cp>g) Yılda bir kez olmak üzere işçinin evini taşıması halinde 3\ngün,\u003C\u002Fp>\n\n\u003Cp>h) Üyenin ikamet ettiği veya kendisinin veya eşinin anne ve babasının\nmülkiyetinde olan gayrimenkullerin, yangın, sel, deprem ve diğer doğal\nafetlere uğraması nedeniyle 7 (yedi) iş günü ücretli izin verilir.\nİhtiyaç duyulan sürenin 7 günü aşması halinde bu süre yeniden\nuzatılabilir.\u003C\u002Fp>\n\n\u003Cp>ı) Taşınma, dışarıda halledilmesi gereken bir işin olması vs\ndurumlar için mazerete göre her çalışanın ayda 1 gün mazeret izni\nvardır. Bu mazaret izni gerektiği hallerde 2 yarım güne bölünebilir.\u003C\u002Fp>\n\n\u003Cp>i) Zorunlu izinler haricinde her türlü izinler yöneticinin yazılı\nonayına bağlıdır.\u003C\u002Fp>\n\n\u003Cp>C) Emzirme izni:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>İşveren doğum yapmış işçiye yasal sınırları içinde, doğum\ntarihinden itibaren 1 yıl süre ile günde iki saat emzirme izni vermeyi kabul\neder. Bu sürenin hangi saatler arasında ve kaça bölünerek\nkullanılacağını işçi kendisi belirler. Bu süre günlük çalışma\nsüresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>D) Ücretsiz İzin:\u003C\u002Fp>\n\n\u003Cp>En az 5 (beş) yılını doldurmuş sendika üyesi işçilerin talebi\nhalinde işin yürütülmesinde aksamaya yer vermemek üzere 90 gün önceden\nhaber vermek ve iş sorumluluğunu diğer çalışanlara devretmek koşulu ile\nyılda toplam 6 ay ücretsiz izin verilir. İşin yürütülmesinde bir aksama\nolacağı durumlarda ise işveren bu süre için geçici personel istihdam\nedebilir.\u003C\u002Fp>\n\n\u003Cp>E) Öğrenim İzni:\u003C\u002Fp>\n\n\u003Cp>Ön lisans, lisans, yüksek lisans ve doktora eğitimi (ve işyerindeki\npozisyonunu destekleyecek mesleki\u002Fkariyer kursları da dâhil olmak üzere)\nalan öğrenci çalışanların çalışma saatleri, okudukları okulların\nkoşullarına göre işi aksatmayacak şekilde, uygun görüldüğü takdirde\nilgili bölüm yöneticisi ya da direktör tarafından belirlenebilir veya\ngerekli görülürse ücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32 - HASTALIK:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>a) Çalışanlar 2 (iki) güne kadar rapor getirmeksizin Direktörü\nbilgilendirerek ücretli izin alabilirler. Rapor aranmaksızın kullanılan\nhastalık izinleri senenin ilk altı ayı için 3 (üç) gün, ikinci altı\nayı için 3 (üç) gün olmak üzere 6 günü geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Çalışanların bundan fazla istirahat gerektiren halleri bulunduğu\ndurumlarda, hastane tarafından verilecek raporlar UAÖ Türkiye Şubesince\ngeçerli sayılacaktır. Ancak, özel hastaneler tarafından verilecek raporlar\niçin Başhekim onayı şarttır. Çalışanın hizmet akdi istirahatlı\nkılındığı sürece feshedilemez. Kronik hastalığı olan çalışanların;\nhastalığın sürekliliğine dair yılda bir kereye mahsus heyet rapor\ngetirmeleri yeterlidir. Kronik hastalık nedeniyle kullanılan izinler ücretli\nizin sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Üyelere hastanelerce verilecek 2 günden fazla istirahat hallerinde,\nistirahata başladıkları gün ile istirahatlarının sonunda işe\nbaşladıkları gün arasına rastlayan hafta ve genel tatil ücretleri bir iş\nkarşılığı olmaksızın ödenir.\u003C\u002Fp>\n\n\u003Cp>d) Sendika üyesi işçilerin hastalığı ve herhangi bir sağlık engeli\nhalinde; hastalığın devamı süresince; işçinin ücretinden herhangi bir\nkesinti yapılamaz, işçinin ücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, işçinin Sosyal Güvenlik Kurumu'ndan alacağı geçici iş\ngöremezlik ödeneği işçi tarafından işverenin kasasına yatırılır.\nİş kazası durumunda; Sosyal Güvenlik Kurumu tarafından verilen geçici iş\ngöremezlik ödeneğini de işçi alır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 - GÖZETİM ALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLAMA:\u003C\u002Fh2>\n\n\u003Cp>a) Gözetim altına alınan işçiler gözetim süresince ücretli izinli\nsayılırlar. Bu süre 60 günü geçemez. İşçi, işyeri ve işverenle\nilgisi olmayan herhangi bir suçtan dolayı tutuklandığı ve tutukluluğu 6\nayı aştığı takdirde, hizmet akdi feshedilir (6 ay süre ile işçi\nücretsiz izinli sayılır).\u003C\u002Fp>\n\n\u003Cp>Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>1. Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>2. Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>3. Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>4. Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\n6 ay içinde son bulması ve işçinin işe dönmeyi talep etmesi halinde\nişveren tarafından emsallerinin hakları ile işe alınır.\u003C\u002Fp>\n\n\u003Cp>b) Yargılanmaları tutuklu olarak devam ederken, 6 ay içinde tahliye\nedilenlerin 2 hafta içinde başvurmaları ve işyerinde durumuna uygun boş\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde, tekrar işe\nalınırlar. Sonradan hüküm giyenlerin hizmet akitleri münfesih sayılır.\nYargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>1. 6 ay ve daha az ceza alanlar,\u003C\u002Fp>\n\n\u003Cp>2. 6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeni ile 6 aydan fazla ceza aldığı halde tahliye\nedilenler,\u003C\u002Fp>\n\n\u003Cp>2 hafta içinde başvurmaları ve işyerinde durumuna uygun kadro bulunması\nve hizmetine ihtiyaç duyulması halinde işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>c) Yüz kızartıcı suçlardan hüküm giyenler, cezalarının ertelenmesi\nya da affa uğraması halinde dahi bu madde hükmünden yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>UAÖ faaliyetleri kapsamındaki eylem ve etkinliklerinde yaptıkları\ngörevler nedeniyle gözetim altına alınan işçilere, tutuklanmaları\nhalinde, hükümlülük süreleri boyunca ödenecek sosyal yardım miktarı\nTİS imza tarihinden sonra yapılacak Protokol ile düzenlenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34 – BİLDİRİM ÖNELLERİ VE İŞ AKİTLERİNİN FESHİ:\u003C\u002Fh2>\n\n\u003Cp>İş akitleri tazminatlı olarak feshedilen işçilere aşağıdaki bildirim\nönelleri işverence uygulanır. Bildirim önelleri tutarı peşin olarak da\nödenebilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>ÇALIŞMA SÜRESİ\u003C\u002Ftd>\n \u003Ctd>İHBAR SÜRESİ:\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6 aydan az sürmüş\u003C\u002Ftd>\n \u003Ctd>22 gün\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6 aydan 18 aya kadar\u003C\u002Ftd>\n \u003Ctd>37 gün\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18 aydan 36 aya kadar\u003C\u002Ftd>\n \u003Ctd>52 gün\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>36 aydan fazla süreler için\u003C\u002Ftd>\n \u003Ctd>62 gün\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki önellere uymayan taraf, belirtilen önellere ilişkin ücret\ntutarında tazminat öder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 35 - KIDEMİN TANIMI:\u003C\u002Fh2>\n\n\u003Cp>Kıdem, hizmet akdinin aralıklarla devam etmiş veya yeniden akdedilmiş\nolmasına bakılmaksızın, aynı işverenin bir veya değişik işyerlerinde\nçalışılan bütün hizmetlerinin toplamıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 - İHBAR VE KIDEM TAZMİNATI ÖDEME ŞEKLİ VE ZAMANI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>İşçilerin hizmet akitlerini bu sözleşme hükümleri ve iş yasasındaki\nkıdem tazminatı ödenmesi gerektiren hallerden herhangi biri yoluyla feshi\nhalinde işçiye her hizmet yılı için 30 günlük brüt ücreti tutarında\nkıdem tazminatı ödenir. Bir yıldan artan süreler kıdem tazminatının\nhesaplanmasında dikkate alınır. İş kazası veya işçinin ölümü\nhalinde, kıdem tazminatı yılda 45 gün olarak hesaplanır. Kıdem\ntazminatına esas ücretin hesabında yasa hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Kıdem tazminatı ve ihbar tazminatı işin son bulmasıyla birlikte nakden\nve peşin olarak toptan ödenir. Ödeme üyenin kendisine, üye ölmüşse\nyasada belirlenen mirasçılarına yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>BÖLÜM 4\u003C\u002Fp>\n\n\u003Cp>PARASAL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 37 -ÜCRETİN ÖDEME ŞEKLİ VE ZAMANI:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin ücreti her ayın ilk işgünü ödenir. Ücretler mutemet\ntarafından veya banka hesaplarına yatırılmak suretiyle ödenir. Her iki\nhalde de işveren aylık ödeme dönemine ilişkin hakediş ve kesintileri\ngösteren bir ücret pusulasını işçilere verir. Ödemenin yapılacağı\ngün genel tatil ve ulusal bayram ile hafta tatillerine rastlıyorsa ödemeler\nbir gün önceden yapılır. Uluslararası Af Örgütü Yönetim Kurulu,\nişveren sıfatıyla, yıllık planı hazırlarken çalışanların\nücretlerini ödeyebileceği bir planlama getirmek ve gerekli fonların\nbulunmasından sorumludur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_period\">\u003Ch2>MADDE 38 - İŞ GRUPLAMASI, ÜCRET ZAMMI VE UYGULAMASI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>İŞ GRUPLAMASI\u003C\u002Ftd>\n \u003Ctd>TABAN ÜCRET\u003C\u002Ftd>\n \u003Ctd>TAVAN ÜCRET\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwagetxt\">\u003Ctd>Yüzyüzeci saatlik ücret-Primli çalışan baz ücret\u003C\u002Ftd>\n \u003Ctd>10,00 TL\u003C\u002Ftd>\n \u003Ctd>15,00 TL\u003C\u002Ftd>\u003C\u002Fdiv>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Tele KG Tam Zamanlı-Primli çalışan baz maaş\u003C\u002Ftd>\n \u003Ctd>2.084,00 TL\u003C\u002Ftd>\n \u003Ctd>2.758,00 TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Yüzyüze Takım Lideri-Primli çalışan baz maaş\u003C\u002Ftd>\n \u003Ctd>2.211,00 TL\u003C\u002Ftd>\n \u003Ctd>2.926,00 TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Çalışan\u003C\u002Ftd>\n \u003Ctd>3.639,00 TL\u003C\u002Ftd>\n \u003Ctd>4.887,00 TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Sorumlu\u003C\u002Ftd>\n \u003Ctd>4.809,00 TL\u003C\u002Ftd>\n \u003Ctd>6.365,00 TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Koordinatör\u003C\u002Ftd>\n \u003Ctd>6.280,00 TL\u003C\u002Ftd>\n \u003Ctd>8.434,00 TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Bölüm Yöneticisi\u003C\u002Ftd>\n \u003Ctd>7.125,00 TL\u003C\u002Ftd>\n \u003Ctd>9.431,00 TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Bölüm Direktörü\u003C\u002Ftd>\n \u003Ctd>9.013,00 TL\u003C\u002Ftd>\n \u003Ctd>11.930,00 TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Direktör Yardımcısı\u003C\u002Ftd>\n \u003Ctd>10.238,00 TL\u003C\u002Ftd>\n \u003Ctd>13.552,00 TL\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Ücret Zammı:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_comments_txt\">\u003Cp>A) Birinci Yıl Ücret Zammı:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>31.12.2018 tarihinde aylık net ücreti yukarıdaki grup taban ücretinin\naltında olan sendika üyesi işçilerin net ücretleri 01.01.2019 tarihinden\nitibaren belirlenen bu grup taban ücretlerine yükseltilir. Bu yükseltme\nişlemi yapıldıktan sonra;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Aynı pozisyonda 1-5 derece arasında olanlara + (artı) 4 puan,\u003C\u002Fp>\n\n\u003Cp>Aynı pozisyonda 6-10 derece arasında olanlara + (artı) 2,5 puan refah\npayı uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>B) İkinci Yıl Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 31.12.2019 tarihinde almakta oldukları\nücretlerine 01.01.2020 tarihinden geçerli olmak üzere 01.01.2019 –\n31.12.2019 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\nTÜFE artış oranı kadar zam,\u003C\u002Fp>\n\n\u003Cp>Aynı pozisyonda 1-5 derece arasında olanlara + (artı) 4 puan,\u003C\u002Fp>\n\n\u003Cp>Aynı pozisyonda 6-10 derece arasında olanlara + (artı) 2,5 puan refah\npayı uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>C) Üçüncü Yıl Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 31.12.2020 tarihinde almakta oldukları\nücretlerine 01.01.2021 tarihinden geçerli olmak üzere 01.01.2020 –\n31.12.2020 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\nTÜFE artış oranı kadar zam,\u003C\u002Fp>\n\n\u003Cp>Aynı pozisyonda 1-5 derece arasında olanlara + (artı) 4 puan,\u003C\u002Fp>\n\n\u003Cp>Aynı pozisyonda 6-10 derece arasında olanlara + (artı) 2,5 puan refah\npayı uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 39 - SOSYAL ÖDEMELER:\u003C\u002Fh2>\n\n\u003Cp>A) Çocuk Ödeneği:\u003C\u002Fp>\n\n\u003Cp>657 Sayılı Yasa uyarınca belirlenen ölçütler çerçevesinde\nödenir.\u003C\u002Fp>\n\n\u003Cp>B) Doğum Ödeneği:\u003C\u002Fp>\n\n\u003Cp>Üyenin veya eşinin doğum yapması halinde belgelemek koşuluyla işçiye\n4.331,00 TL tutarında doğum ödeneği yapılır. Çocuğun ölü doğması\nhalinde doğum ödeneğine ek olarak bir maaş tutarında ölüm ödeneği\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>C) Ölüm Ödeneği:\u003C\u002Fp>\n\n\u003Cp>a) İşveren, işyerinde çalışan sendika üyesi işçinin ölümü\nhalinde yasal mirasçılarına 1 maaş tutarında ölüm yardımı yapar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) İşveren, işçinin iş kazası sonucu ölmesi halinde yasal\nmirasçılarına 5 maaş tutarında ölüm yardımı yapar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D) Öğrenim Ödeneği:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>a) Her yılın Eylül ayında üyenin;\u003C\u002Fp>\n\n\u003Cp>Anaokulu ve kreşe giden her çocuğu için net……388,00 TL\u003C\u002Fp>\n\n\u003Cp>İlköğretime giden her çocuğu için net.................. 517,00 TL\u003C\u002Fp>\n\n\u003Cp>Liseye giden her çocuğu için net.......................... 646,00 TL\u003C\u002Fp>\n\n\u003Cp>Önlisans, lisans, yüksek lisans ve doktora öğrenime devam eden her\nçocuğu için net 776,00 TL yıllık öğrenim ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>b) İşyerinde çalışarak okula devam eden sendika üyesi işçiler de bu\nödemeden ayrıca yararlanırlar. Çalışanın kendisinin eğitime devam\netmesi durumunda her yıl 30 Eylül’e kadar yazılı talebi halinde,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Lisansa devam eden çalışan için toplam dört yılı aşmamak koşuluyla\nyıllık 776,00 TL\u003C\u002Fp>\n\n\u003Cp>Yüksek lisansa devam eden çalışan için toplam iki yılı aşmamak\nkoşuluyla yıllık 776,00 TL\u003C\u002Fp>\n\n\u003Cp>Doktora programına devam eden çalışan için toplam dört yılı aşmamak\nkoşuluyla yıllık 776,00 TL öğrenim ödeneği verilir.\u003C\u002Fp>\n\n\u003Cp>c) Öğrenim ödeneği sadece örgün öğretime devam eden çalışanlar\niçin geçerlidir. UAÖ' de çalışmaya başlamadan önce bunlardan birini\nbitiren çalışan aynı öğrenim kategorisinden tekrar öğrenim ödeneği\nalamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>E) Yemek Yardımı:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere, sözleşmenin çalıştıkları her gün için,\ngünlük net 25,00 TL tutarında yemek çeki veya kartı sağlanır. Satın\nAlma ve Seyahat Masraflarının Karşılanmasına İlişkin Kurallar Belgesi\ngereği; iş nedeniyle şehir dışında olan çalışanların işyeri\ntarafından karşılanacak masraflarının bu bedelin üstünde olması halinde\ngene harcama formu ekinde sunulan mali belgeler karşılığı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>F) Ulaşım Ödeneği:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere işe geliş gidişlerini sağlamak üzere her ay\naylık akbil bedeli tutarında ulaşım ödemesi verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>G) Sosyal yardımlar ve ödenekler sözleşmenin ikinci ve üçüncü\nyılında ücretlere gelen zam oranında artırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 – KASA TAZMİNATI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Sendika üyesi kasa sorumlusuna her ay net 91,00 TL tutarında kasa\ntazminatı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>BÖLÜM 5\u003C\u002Fp>\n\n\u003Cp>İŞÇİ SAĞLIĞI ve İŞ GÜVENLİĞİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 41 - İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) İşyerinde hizmetin yürütümü sırasında işçilerin sağlığının\nve güvenliğinin korunması ve geliştirilmesi, işçilerin kendi sağlık ve\ngüvenlikleri ile ilgili süreçlere aktif katılımı esastır. İşveren,\nişçi sağlığı ve güvenliği ile ilgili tüm çalışmaları sendika ile\neşgüdüm içinde yürütür.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, \"sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında çalışma\nve çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik sorunlar\"\nbaşta olmak üzere büro ve bilişim hizmetlerinde işçi sağlığı ve\ngüvenliği bakımından temel konular öncelikle dikkate alınır. İş ve\nişyeri değişikliklerinde işçi sağlığı ve güvenliği tedbirleri göz\nönünde bulundurulur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>c) İşyerinde İş Yasası'nın 81. maddesi uyarınca, işyerinde işveren,\nsendika ve işçi temsilcileri ile diğer ilgililerin katılımıyla İşyeri\nSağlık Güvenlik Birimi oluşturulur ve işyerinde \"işçi sağlığı ve\ngüvenliği\" konusunda alınacak önlem ve yapılacak çalışmalar, İşyeri\nSağlık Güvenlik Birimi'nce belirlenerek, uygulanmak üzere işverene\nsunulur. Ayrıca Tamamlayıcı Sağlık Sigortası veya Özel Sağlık\nSigortası yaptırıp poliçesini işyerine ibraz eden sendika üyelerine\nyılda bir kez olmak üzere 400,00 TL katkı payı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) İşyerinde ilkyardım araç ve gereçleri bulundurulur. Her işçi\nişyeri tarafından ilan edilecek sağlık ve iş güvenliği kurallarına\nuymakla yükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>MADDE 42 - SAĞLIK NEDENİYLE İŞ DEĞİŞİMİ:\u003C\u002Fp>\n\n\u003Cp>Sağlık durumu nedeniyle görevinde verimli olamayan üye niteliklerine ve\nsağlığına uygun bir işte çalıştırılır. Ancak, sağlık durumunun\nelvermesi halinde, üye eski işe iade edilebilir.\u003C\u002Fp>\n\n\u003Cp>BÖLÜM 6\u003C\u002Fp>\n\n\u003Cp>YÜRÜRLÜK VE GEÇİCİ HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 43 - YÜRÜRLÜK VE SÜRE:\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 01.01.2019 tarihinden itibaren geçerli olmak\nüzere 12.03.2019 tarihinde imzalanmış olup, yürürlük tarihinden itibaren\n36 ay sürelidir. Süresi sonunda taraflarca ayrıca bildirime gerek\nolmaksızın son bulur. Yenisi yapılıncaya kadar eski sözleşme işçilerin\nferdi iş akdi olarak devam eder.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE-1:\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin yürürlük tarihinden itibaren meydana gelen tüm artış\nfarkları ve birikmiş alacaklar sözleşmenin imza tarihinden itibaren en geç\nbir ay içinde işçilere ödenir.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE-2:\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin aidatları yürürlük süresi itibariyle kesilerek\nsendika hesabına yatırılır. İşveren, imza tarihi ile yürürlük süresi\narasındaki aylara ilişkin sendika aidat farklarını, birikmiş toplu\nsözleşme farklarının toptan ödenmesi sırasında farklardan keserek\nkesinti listesi ile birlikte sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>ULUSLARARASI AF ÖRGÜTÜ TÜRKİYE ŞUBESİ YETKİLİLERİ\u003C\u002Ftd>\n \u003Ctd>SOSYAL-İŞ SENDİKASI YETKİLİLERİ\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kerem DİKMEN\u003C\u002Ftd>\n \u003Ctd>Metin EBETÜRK\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Andrew GARDNER\u003C\u002Ftd>\n \u003Ctd>Mustafa AĞUŞ\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Emek EREN\u003C\u002Ftd>\n \u003Ctd>Cenk ERDEN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>Burcu GÜLTEN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>Fatih EKİNCİ\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n \n ",{"hourspday_select":42,"maternity_nursing_breaks_length":46,"ONCERISE2_trigger":50,"maternity_nursing_breaks_duration":54,"hourspweek_select":56,"childcare":58,"STRUCINCR_trigger":62,"nursingmothers":66,"funeralpay":68,"MEALALL_trigger":72,"maternityotherclause":76,"OVERTIME_trigger":80,"educationtuition":84,"COMMUTE_trigger":88,"sicknessmaxdays":92,"funeralpaytype":96,"healthandsafetypolicy":99,"contracttrial":103,"dayspweek_select":107,"TRADEUNLEAV_trigger":109,"SICDIS_trigger":113,"breastfeeding_workingtime":116,"LOWWAGE_trigger":118,"code_application":122,"contractseverancepay1":126,"bankholidays1":130,"disabilityfund":134,"paidmaternityleave":138,"contractseverancepay":142,"PAIDLEAV_trigger":145,"deathrelatives":149,"PAYSCALES_period":153,"WAGES_payscale1_start":157,"WAGES_payscale1_end":160,"WAGES_payscale1_year":163,"PAYSCALES_comments_txt":167,"lowwageamount":169,"lowwagetxt":173},{"bindId":43,"name":44,"text":45},"hourspday_select","Normal çalışma süresi günde 8 (sekiz) sa","Normal çalışma süresi günde 8 (sekiz) saat, Cumartesi ve Pazar hariç\nolmak üzere haftada 5 (beş) gün, toplam 40 (kırk) saattir. (tam zamanlı\nçalışanlar için günlük çalışma süresine 1 saatlik yemek ve dinlenme\nsüresi dâhildir).",{"bindId":47,"name":48,"text":49},"maternity_nursing_breaks_length","İşveren doğum yapmış işçiye yasal sınırl","İşveren doğum yapmış işçiye yasal sınırları içinde, doğum\ntarihinden itibaren 1 yıl süre ile günde iki saat emzirme izni vermeyi kabul\neder. Bu sürenin hangi saatler arasında ve kaça bölünerek\nkullanılacağını işçi kendisi belirler. Bu süre günlük çalışma\nsüresinden sayılır.",{"bindId":51,"name":52,"text":53},"ONCERISE2_trigger","Sendika üyesi kasa sorumlusuna her ay ne","Sendika üyesi kasa sorumlusuna her ay net 91,00 TL tutarında kasa\ntazminatı ödenir.",{"bindId":55,"name":48,"text":49},"maternity_nursing_breaks_duration",{"bindId":57,"name":44,"text":45},"hourspweek_select",{"bindId":59,"name":60,"text":61},"childcare","a) Doğum sonrası cinsiyetine bakılmaksız","a) Doğum sonrası cinsiyetine bakılmaksızın ilgili tüm çalışanlar,\n16 hafta tam maaşlı ebeveynlik iznine sahiptir. Buna ek olarak işçinin\nilave izin ihtiyacı halinde 16 haftalık süreyle izin hakkı olmakla beraber,\n16 haftadan sonra Direktör’ün onayı halinde bir yıl ücretsiz izin hakkı\nvardır.\n\nb) Evlenen veya partneriyle birlikte yaşama kararı alan çalışanlara, bu\nTİS’in yürürlük süresinde bir defa olmak üzere 5 (beş) iş günü,",{"bindId":63,"name":64,"text":65},"STRUCINCR_trigger","A) Birinci Yıl Ücret Zammı: 31.12.2018 t","A) Birinci Yıl Ücret Zammı:\n\n31.12.2018 tarihinde aylık net ücreti yukarıdaki grup taban ücretinin\naltında olan sendika üyesi işçilerin net ücretleri 01.01.2019 tarihinden\nitibaren belirlenen bu grup taban ücretlerine yükseltilir. Bu yükseltme\nişlemi yapıldıktan sonra;\n\nAynı pozisyonda 1-5 derece arasında olanlara + (artı) 4 puan,\n\nAynı pozisyonda 6-10 derece arasında olanlara + (artı) 2,5 puan refah\npayı uygulanacaktır.\n\nB) İkinci Yıl Ücret Zammı:\n\nSendika üyesi işçilerin 31.12.2019 tarihinde almakta oldukları\nücretlerine 01.01.2020 tarihinden geçerli olmak üzere 01.01.2019 –\n31.12.2019 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\nTÜFE artış oranı kadar zam,\n\nAynı pozisyonda 1-5 derece arasında olanlara + (artı) 4 puan,\n\nAynı pozisyonda 6-10 derece arasında olanlara + (artı) 2,5 puan refah\npayı uygulanacaktır.\n\nC) Üçüncü Yıl Ücret Zammı:\n\nSendika üyesi işçilerin 31.12.2020 tarihinde almakta oldukları\nücretlerine 01.01.2021 tarihinden geçerli olmak üzere 01.01.2020 –\n31.12.2020 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\nTÜFE artış oranı kadar zam,\n\nAynı pozisyonda 1-5 derece arasında olanlara + (artı) 4 puan,\n\nAynı pozisyonda 6-10 derece arasında olanlara + (artı) 2,5 puan refah\npayı uygulanacaktır.",{"bindId":67,"name":48,"text":49},"nursingmothers",{"bindId":69,"name":70,"text":71},"funeralpay","C) Ölüm Ödeneği: a) İşveren, işyerinde ç","C) Ölüm Ödeneği:\n\na) İşveren, işyerinde çalışan sendika üyesi işçinin ölümü\nhalinde yasal mirasçılarına 1 maaş tutarında ölüm yardımı yapar.\n\nb) İşveren, işçinin iş kazası sonucu ölmesi halinde yasal\nmirasçılarına 5 maaş tutarında ölüm yardımı yapar.",{"bindId":73,"name":74,"text":75},"MEALALL_trigger","E) Yemek Yardımı: Sendika üyesi işçilere","E) Yemek Yardımı:\n\nSendika üyesi işçilere, sözleşmenin çalıştıkları her gün için,\ngünlük net 25,00 TL tutarında yemek çeki veya kartı sağlanır. Satın\nAlma ve Seyahat Masraflarının Karşılanmasına İlişkin Kurallar Belgesi\ngereği; iş nedeniyle şehir dışında olan çalışanların işyeri\ntarafından karşılanacak masraflarının bu bedelin üstünde olması halinde\ngene harcama formu ekinde sunulan mali belgeler karşılığı ödenir.",{"bindId":77,"name":78,"text":79},"maternityotherclause","İsteği halinde kadın işçiye, 20 haftalık","İsteği halinde kadın işçiye, 20 haftalık sürenin tamamlanmasından\nveya çoğul gebelik halinde 22 haftalık süreden sonra 6 aya kadar ücretsiz\nizin verilir.",{"bindId":81,"name":82,"text":83},"OVERTIME_trigger","Haftalık normal iş süresi olan 40 saatin","Haftalık normal iş süresi olan 40 saatin üstünde yapılan her türlü\nçalışma fazla mesai sayılır.\n\na) İşyerinde fazla çalışma yapılabilir ancak çalışanların fazla\nmesai ortaya çıkarmayacak şekilde planlama yapmaları ve çalışmaları\nesastır. Hafta sonu, bayram ve genel tatillerde fazla çalışma gerektiği\nhallerde işçinin ve işverenini yazılı onayı alınır.\n\nb) Fazla mesai süresi Time Tracker mesai kaydı sistemi üzerinden tespit\nedilir. Fazla mesai hafta içi günlerde gerçekleşiyorsa, işçiye her\nçalıştığı fazla mesai saati kadar ücretli izin kullandırılır. Eğer,\nfazla mesai Cumartesi dört saat üzerindeki çalışmalarla ve Pazar günü\ngerçekleşiyorsa, işçiye her çalıştığı 1 saate karşılık 1,5 saat\nücretli izin kullandırılır. Fazla mesai ulusal bayram ve genel tatil\ngünleri gerçekleşiyorsa, işçiye her çalıştığı 1 saate karşılık 2\nsaat ücretli izin kullandırılır.\n\nc) Fazla mesailerden kaynaklı ücretli izin kullanımı için en az iki iş\ngünü öncesinde bölüm yöneticisi ya da direktörün yazılı onayı\nalınır. İzinler kesinleştiği gün ortak takvime işlenir. Fazla\nmesailerden kaynaklı ücretli izinler, yılda iki kez olmak üzere her yılın\nMart ve Eylül ayında sıfırlanır.",{"bindId":85,"name":86,"text":87},"educationtuition","a) Her yılın Eylül ayında üyenin; Anaoku","a) Her yılın Eylül ayında üyenin;\n\nAnaokulu ve kreşe giden her çocuğu için net……388,00 TL\n\nİlköğretime giden her çocuğu için net.................. 517,00 TL\n\nLiseye giden her çocuğu için net.......................... 646,00 TL\n\nÖnlisans, lisans, yüksek lisans ve doktora öğrenime devam eden her\nçocuğu için net 776,00 TL yıllık öğrenim ödemesi yapılır.\n\nb) İşyerinde çalışarak okula devam eden sendika üyesi işçiler de bu\nödemeden ayrıca yararlanırlar. Çalışanın kendisinin eğitime devam\netmesi durumunda her yıl 30 Eylül’e kadar yazılı talebi halinde,",{"bindId":89,"name":90,"text":91},"COMMUTE_trigger","F) Ulaşım Ödeneği: Sendika üyesi işçiler","F) Ulaşım Ödeneği:\n\nSendika üyesi işçilere işe geliş gidişlerini sağlamak üzere her ay\naylık akbil bedeli tutarında ulaşım ödemesi verilir.",{"bindId":93,"name":94,"text":95},"sicknessmaxdays","a) Çalışanlar 2 (iki) güne kadar rapor g","a) Çalışanlar 2 (iki) güne kadar rapor getirmeksizin Direktörü\nbilgilendirerek ücretli izin alabilirler. Rapor aranmaksızın kullanılan\nhastalık izinleri senenin ilk altı ayı için 3 (üç) gün, ikinci altı\nayı için 3 (üç) gün olmak üzere 6 günü geçemez.",{"bindId":97,"name":70,"text":98},"funeralpaytype","C) Ölüm Ödeneği:\n\na) İşveren, işyerinde çalışan sendika üyesi işçinin ölümü\nhalinde yasal mirasçılarına 1 maaş tutarında ölüm yardımı yapar.",{"bindId":100,"name":101,"text":102},"healthandsafetypolicy","a) İşyerinde hizmetin yürütümü sırasında","a) İşyerinde hizmetin yürütümü sırasında işçilerin sağlığının\nve güvenliğinin korunması ve geliştirilmesi, işçilerin kendi sağlık ve\ngüvenlikleri ile ilgili süreçlere aktif katılımı esastır. İşveren,\nişçi sağlığı ve güvenliği ile ilgili tüm çalışmaları sendika ile\neşgüdüm içinde yürütür.\n\nb) İşveren, işçi sağlığı ve güvenliği konusunda mevzuatta\nöngörülen tedbirleri ve gerekli önlemleri alır ve eğitimleri verir.\nİşyerinin niteliği gereğince, \"sağlıklı çalışma mekânı, ofis\nergonomisi, iş hijyeni, aydınlatma, havalandırma, ekran başında çalışma\nve çalışma süreçlerinde ortaya çıkan çatışma ve psikolojik sorunlar\"\nbaşta olmak üzere büro ve bilişim hizmetlerinde işçi sağlığı ve\ngüvenliği bakımından temel konular öncelikle dikkate alınır. İş ve\nişyeri değişikliklerinde işçi sağlığı ve güvenliği tedbirleri göz\nönünde bulundurulur.\n\nc) İşyerinde İş Yasası'nın 81. maddesi uyarınca, işyerinde işveren,\nsendika ve işçi temsilcileri ile diğer ilgililerin katılımıyla İşyeri\nSağlık Güvenlik Birimi oluşturulur ve işyerinde \"işçi sağlığı ve\ngüvenliği\" konusunda alınacak önlem ve yapılacak çalışmalar, İşyeri\nSağlık Güvenlik Birimi'nce belirlenerek, uygulanmak üzere işverene\nsunulur. Ayrıca Tamamlayıcı Sağlık Sigortası veya Özel Sağlık\nSigortası yaptırıp poliçesini işyerine ibraz eden sendika üyelerine\nyılda bir kez olmak üzere 400,00 TL katkı payı ödenir.\n\nd) İşyerinde ilkyardım araç ve gereçleri bulundurulur. Her işçi\nişyeri tarafından ilan edilecek sağlık ve iş güvenliği kurallarına\nuymakla yükümlüdür.",{"bindId":104,"name":105,"text":106},"contracttrial","d) Deneme süresi 60 (altmış) gündür. Bu ","d) Deneme süresi 60 (altmış) gündür. Bu süre içinde gerek işçi,\ngerekse işveren önceden haber vermeden akitlerine son verebilirler. Bu\ndurumda işçiye çalıştığı sürenin ücreti ödenir. Deneme süresi\nsonunda çalışması devam eden işçi artık sürekli \"İŞÇİ\"\nsayılır.",{"bindId":108,"name":44,"text":45},"dayspweek_select",{"bindId":110,"name":111,"text":112},"TRADEUNLEAV_trigger","A) Bu sözleşmenin uygulanmasını izlemek,","A) Bu sözleşmenin uygulanmasını izlemek, işçilerle işveren\narasındaki uygar ilişki ve iletişimi koruyarak doğabilecek uyuşmazlık ve\nşikâyetleri o işyerindeki yetkili işveren temsilcisi ile görüşerek\nçözümlemeye çalışmak ve mevzuattan doğan diğer görevleri yapmak\nüzere; sendikanın, işyerleri için yasada öngörülen sayıda belirleyip\nişverene bildirdiği işyeri sendika temsilcilerine sendikal çalışmaları\nişyerinde yürütebilmeleri için haftada 5 (beş) saat ücretli izin\nverilir.\n\nB) Sendika Organlarında Görev Alan Üyelerin İzinleri: Sendikanın\nyazılı başvurusu üzerine;\n\na) Sendikanın yönetim kurullarında görev alan üyelerden genel yönetim\nkuruluna seçilenlere, her toplantı için gidiş-geliş yol süreleri hariç 2\n(iki) tam gün; şube yönetim kuruluna seçilenlere, her toplantı için 1\n(bir) tam gün ücretli izin verilir.\n\nb) Sendika Disiplin Kurulları’nda görev alan üyelere gidiş-geliş yol\nsüreleri hariç 1 (bir) tam gün ücretli izin verilir.\n\nc) Sendika denetim kurullarında görev alan üyelerden genel merkez denetim\nkurulu üyelerine her toplantı için maksimum 6 ayda bir 4 (Dört) tam gün\nücretli izin verilir. Şube denetim kurulu üyelerine her toplantı için 1\n(bir) tam gün ücretli izin verilir.\n\nC) Sendikal Toplantı ve Eğitim İzinleri:\n\na) Sendika temsilcileri ve görevlileri ile ilgili genel kurul delegelerine,\ngenel kurula katılmaları için sendikanın en geç 10 gün önceden\nbildirmesi halinde, genel kurul çalışmaları ve gidiş-geliş için gerekli\nyol süresince ücretli izin verilir.\n\nb) Ayrıca sendikanın düzenleyeceği eğitim, konferans, seminer ve\nbenzeri etkinlikler için bir seferinde işyeri üye sayısının %20’sini ve\nher seferinde 1 günü aşmamak üzere ücretli izin verilir. Genel kurullar\niçin bu onay aranmaz.",{"bindId":114,"name":94,"text":115},"SICDIS_trigger","a) Çalışanlar 2 (iki) güne kadar rapor getirmeksizin Direktörü\nbilgilendirerek ücretli izin alabilirler. Rapor aranmaksızın kullanılan\nhastalık izinleri senenin ilk altı ayı için 3 (üç) gün, ikinci altı\nayı için 3 (üç) gün olmak üzere 6 günü geçemez.\n\nb) Çalışanların bundan fazla istirahat gerektiren halleri bulunduğu\ndurumlarda, hastane tarafından verilecek raporlar UAÖ Türkiye Şubesince\ngeçerli sayılacaktır. Ancak, özel hastaneler tarafından verilecek raporlar\niçin Başhekim onayı şarttır. Çalışanın hizmet akdi istirahatlı\nkılındığı sürece feshedilemez. Kronik hastalığı olan çalışanların;\nhastalığın sürekliliğine dair yılda bir kereye mahsus heyet rapor\ngetirmeleri yeterlidir. Kronik hastalık nedeniyle kullanılan izinler ücretli\nizin sayılır.",{"bindId":117,"name":48,"text":49},"breastfeeding_workingtime",{"bindId":119,"name":120,"text":121},"LOWWAGE_trigger"," İŞ GRUPLAMASI TABAN ÜCRET TAVAN ÜCRET Y","\n \n \n \n \n \n \n İŞ GRUPLAMASI\n TABAN ÜCRET\n TAVAN ÜCRET\n \n \n Yüzyüzeci saatlik ücret-Primli çalışan baz ücret\n 10,00 TL\n 15,00 TL\n \n \n Tele KG Tam Zamanlı-Primli çalışan baz maaş\n 2.084,00 TL\n 2.758,00 TL\n \n \n Yüzyüze Takım Lideri-Primli çalışan baz maaş\n 2.211,00 TL\n 2.926,00 TL\n \n \n Çalışan\n 3.639,00 TL\n 4.887,00 TL\n \n \n Sorumlu\n 4.809,00 TL\n 6.365,00 TL\n \n \n Koordinatör\n 6.280,00 TL\n 8.434,00 TL\n \n \n Bölüm Yöneticisi\n 7.125,00 TL\n 9.431,00 TL\n \n \n Bölüm Direktörü\n 9.013,00 TL\n 11.930,00 TL\n \n \n Direktör Yardımcısı\n 10.238,00 TL\n 13.552,00 TL\n \n \n\n\nÜcret Zammı:",{"bindId":123,"name":124,"text":125},"code_application","c) İşyerinde İş Yasası'nın 81. maddesi u","c) İşyerinde İş Yasası'nın 81. maddesi uyarınca, işyerinde işveren,\nsendika ve işçi temsilcileri ile diğer ilgililerin katılımıyla İşyeri\nSağlık Güvenlik Birimi oluşturulur ve işyerinde \"işçi sağlığı ve\ngüvenliği\" konusunda alınacak önlem ve yapılacak çalışmalar, İşyeri\nSağlık Güvenlik Birimi'nce belirlenerek, uygulanmak üzere işverene\nsunulur. Ayrıca Tamamlayıcı Sağlık Sigortası veya Özel Sağlık\nSigortası yaptırıp poliçesini işyerine ibraz eden sendika üyelerine\nyılda bir kez olmak üzere 400,00 TL katkı payı ödenir.",{"bindId":127,"name":128,"text":129},"contractseverancepay1","İşçilerin hizmet akitlerini bu sözleşme ","İşçilerin hizmet akitlerini bu sözleşme hükümleri ve iş yasasındaki\nkıdem tazminatı ödenmesi gerektiren hallerden herhangi biri yoluyla feshi\nhalinde işçiye her hizmet yılı için 30 günlük brüt ücreti tutarında\nkıdem tazminatı ödenir. Bir yıldan artan süreler kıdem tazminatının\nhesaplanmasında dikkate alınır. İş kazası veya işçinin ölümü\nhalinde, kıdem tazminatı yılda 45 gün olarak hesaplanır. Kıdem\ntazminatına esas ücretin hesabında yasa hükümleri uygulanır.",{"bindId":131,"name":132,"text":133},"bankholidays1","A) Ulusal Bayram: Ulusal Bayram 29 Ekim ","A) Ulusal Bayram:\n\nUlusal Bayram 29 Ekim günüdür. 28 Ekim saat 13.00'den itibaren başlar ve\n29 Ekim gününü kapsar.\n\nB) Genel Tatil Günleri:\n\nResmi bayram günleri:\n\n23 Nisan Ulusal Egemenlik ve Çocuk Bayramı, 19 Mayıs Atatürk'ü Anma\nGençlik ve Spor Bayramı, 30 Ağustos Zafer Bayramı, Dini Bayram Günleri:\n\nRamazan Bayramı: Arife günü saat 13.00' den itibaren 3,5 gündür.\n\nKurban Bayramı: Arife günü saat 13.00 'den itibaren 4,5 gündür.\n\nA) Yılbaşı Tatili: 1 Ocak günü yılbaşı tatilidir. Ayrıca 31 Aralık\ngünü saat 13.00’dan itibaren tatil sayılır.\n\nB) 1 Mayıs İşçi Bayramı: 1 Mayıs; işçi sınıfının birlik,\nmücadele, dayanışma günü tatilidir.\n\nC) 8 Mart Dünya Kadınlar Günü’nde, düzenlenen etkinliğe katılan\ncinsiyetine bakılmaksızın sendika üyesi tüm işçiler en az bir hafta\nönceden katılacağı etkinliği yazılı olarak bildirmek ve katılımı\nbelgelendirmek koşuluyla ücretli izinli sayılırlar.\n\nD) 17 Mayıs LGBT gününde düzenlenen etkinliğe katılan cinsiyetine\nbakılmaksızın sendika üyesi tüm işçiler en az bir hafta önceden\nkatılacağı etkinliği yazılı olarak bildirmek ve katılımı\nbelgelendirmek koşuluyla ücretli izinli sayılırlar.\n\nE) 15 Temmuz günü Demokrasi ve Milli Birlik Günü tatilidir.",{"bindId":135,"name":136,"text":137},"disabilityfund","Engelli işçi çalıştırılması konusunda ya","Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.",{"bindId":139,"name":140,"text":141},"paidmaternityleave","Hamilelik süresince kadın işçiye periyod","Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\n\nKadın işçilerin doğumdan önce 8 ve doğumdan sonra 12 hafta olmak\nüzere toplam 20 haftalık süre için çalıştırılmamaları esastır.\nAncak, sağlık durumu uygun olduğu takdirde, doktorun onayı ile kadın\nişçi isterse doğumdan önceki 3 haftaya kadar işyerinde çalışabilir. Bu\ndurumda, kadın işçinin çalıştığı süreleri toplam ücretli izin\nsüresi 20 haftayı geçmeyecek şekilde doğum sonrası sürelere eklenir.\nKadın işçinin erken doğum yapması halinde ise doğumdan önce\nkullanamadığı çalıştırılmayacak süreler, doğum sonrası sürelere\neklenmek suretiyle kullandırılır.\n\nİsteği halinde kadın işçiye, 20 haftalık sürenin tamamlanmasından\nveya çoğul gebelik halinde 22 haftalık süreden sonra 6 aya kadar ücretsiz\nizin verilir.\n\nBu izin üç yaşını doldurmamış çocuğu evlat edinme halinde eşlerden\nbirine veya evlat edinene verilir. Bu süre yıllık ücretli izin hakkının\nhesabında dikkate alınmaz.",{"bindId":143,"name":128,"text":144},"contractseverancepay","İşçilerin hizmet akitlerini bu sözleşme hükümleri ve iş yasasındaki\nkıdem tazminatı ödenmesi gerektiren hallerden herhangi biri yoluyla feshi\nhalinde işçiye her hizmet yılı için 30 günlük brüt ücreti tutarında\nkıdem tazminatı ödenir. Bir yıldan artan süreler kıdem tazminatının\nhesaplanmasında dikkate alınır. İş kazası veya işçinin ölümü\nhalinde, kıdem tazminatı yılda 45 gün olarak hesaplanır. Kıdem\ntazminatına esas ücretin hesabında yasa hükümleri uygulanır.\n\nKıdem tazminatı ve ihbar tazminatı işin son bulmasıyla birlikte nakden\nve peşin olarak toptan ödenir. Ödeme üyenin kendisine, üye ölmüşse\nyasada belirlenen mirasçılarına yapılır.",{"bindId":146,"name":147,"text":148},"PAIDLEAV_trigger","A) Yıllık Ücretli İzin: a) İşyerine gird","A) Yıllık Ücretli İzin:\n\na) İşyerine girdiği günden başlayarak deneme süresi de içinde olmak\nüzere en az 1 yıl çalışmış olan üyenin yıllık ücretli izin hakkı\nvardır.\n\nb) İşyerine girdiği günden başlayarak (deneme süresi dâhil) üyeye\nizin hakkının doğmasından önce işveren tarafından hak edeceği ilk\nyıllık izninden düşülmek üzere avans olarak yıllık izin\nkullandırılabilir. Ancak üyenin yıllık ücretli izne hak kazanmaksızın\niş sözleşmesinin sona ermesi halinde, avans olarak kullandığı sürelere\nilişkin ücreti istihkakından mahsup edilir.\n\n\n \n \n \n \n \n Hizmet süresi 1-3 yıl (dâhil) olanlara\n 15\n \n \n Hizmet süresi 4-5 yıl (dâhil) olanlara\n 20\n \n \n Hizmet süresi 6-14 yıl (dâhil) olanlara\n 25\n \n \n Hizmet süresi 15 yıldan fazla olanlara\n 30 işgünü yıllık ücretli izin verilir.\n \n \n\n\n\n\na) Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve\nsosyal güvenlik kurumunca yetkilendirilmiş sağlık kuruluşu raporuyla\nbelirlenmiş istirahat günleri, izin süresinden sayılmaz.\n\nb) Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü\nhalinde yasal mirasçılarına hak edip de kullanmadığı izninin ücreti\nödenir.",{"bindId":150,"name":151,"text":152},"deathrelatives","c) Ana, baba, eş, partner, çocuk veya üy","c) Ana, baba, eş, partner, çocuk veya üyenin bakmakla yükümlü olduğu\naileden birisinin ölümünde 10 (on) iş günü,",{"bindId":154,"name":155,"text":156},"PAYSCALES_period","MADDE 38 - İŞ GRUPLAMASI, ÜCRET ZAMMI VE","MADDE 38 - İŞ GRUPLAMASI, ÜCRET ZAMMI VE UYGULAMASI:",{"bindId":158,"name":159,"text":159},"WAGES_payscale1_start","2.084,00 TL",{"bindId":161,"name":162,"text":162},"WAGES_payscale1_end","13.552,00 TL",{"bindId":164,"name":165,"text":166},"WAGES_payscale1_year","31.12.2018 tarihinde aylık net ücreti yu","31.12.2018 tarihinde aylık net ücreti yukarıdaki grup taban ücretinin\naltında olan sendika üyesi işçilerin net ücretleri 01.01.2019 tarihinden\nitibaren belirlenen bu grup taban ücretlerine yükseltilir. Bu yükseltme\nişlemi yapıldıktan sonra;",{"bindId":168,"name":64,"text":65},"PAYSCALES_comments_txt",{"bindId":170,"name":171,"text":172},"lowwageamount","Tele KG Tam Zamanlı-Primli çalışan baz m","Tele KG Tam Zamanlı-Primli çalışan baz maaş\n 2.084,00 TL",{"bindId":174,"name":175,"text":176},"lowwagetxt","Yüzyüzeci saatlik ücret-Primli çalışan b","Yüzyüzeci saatlik ücret-Primli çalışan baz ücret\n 10,00 TL\n 15,00 TL","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>TUR ULUSLARARASI AF ÖRGÜTÜ TÜRKİYE - 2019\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2019-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2021-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratified by: → Diĝer\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratified on: → 2019-03-12\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Name industry: → Healthcare, caring services, social work, personal services\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Saĝlık, bakım hizmetleri, sosyal hizmetler\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Public\u002Fprivate sector: → Ozel sektorde\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Name company: → \n ULUSLARARASI AF ÖRGÜTÜ TÜRKİYE\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maximum for sickness pay (for 6 months): → 100 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maximum days for paid sickness leave: → 180 days\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpayamount\">\n Minimum company contribution to funeral\u002Fburial expenses: → TRY -9.0\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: → 20 weeks\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n Maternity paid leave restricted to 100 % of basic wage\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \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: → Hayır\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: → 5 days\n \u003C\u002Fdiv>\n\n \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 \n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Trial period duration: → 60 days\n \u003C\u002Fdiv>\n \n \n\u003Cdiv id=\"display-severance_number\">\n Severance pay after 5 years of service (number of days' wages): → 150 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Severance pay after one year of service ((number of days' wages): → 30 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 \n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 15.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → -10.0 weeks\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-bankholidays2\">\n Paid bank holidays: → RamazanBayramı\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n \n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Paid leave for trade union activities: → 10.0 days\n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Wages determined by means of pay scales: → Yes, in one table\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Agreed lowest wage per: → Months\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Lowest wage: → TRY 2084.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n \n \n \n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n \u003Cdiv id=\"display-mealvouchersamount\">\n →  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",[182],{"title":35,"slug":31},[184],{"type":185,"data":186},"call_to_action_body_block",{"title":187,"description":188,"variant":189,"link":190},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":187,"url":191,"description":187,"rel":192,"type":193},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[195],{"type":185,"data":196},{"title":187,"description":188,"variant":189,"link":197},{"title":187,"url":191,"description":187,"rel":192,"type":193},[],{"title":15,"seo_title":200,"description":7,"path":201,"redirect_url":7,"locale":16,"children":202},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[203,284,313],{"title":18,"seo_title":204,"description":7,"path":205,"redirect_url":7,"locale":16,"children":206},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[207,211,215,231,280],{"title":208,"seo_title":8,"description":7,"path":209,"redirect_url":7,"locale":16,"children":210},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":212,"seo_title":8,"description":7,"path":213,"redirect_url":7,"locale":16,"children":214},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":216,"seo_title":8,"description":7,"path":217,"redirect_url":7,"locale":16,"children":218},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[219,223,227],{"title":220,"seo_title":8,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":224,"seo_title":8,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":232,"seo_title":233,"description":7,"path":234,"redirect_url":7,"locale":16,"children":235},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[236,240,244,248,252,256,260,264,268,272,276],{"title":237,"seo_title":8,"description":7,"path":238,"redirect_url":7,"locale":16,"children":239},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":241,"seo_title":8,"description":7,"path":242,"redirect_url":7,"locale":16,"children":243},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":245,"seo_title":8,"description":7,"path":246,"redirect_url":7,"locale":16,"children":247},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":249,"seo_title":8,"description":7,"path":250,"redirect_url":7,"locale":16,"children":251},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":7,"locale":16,"children":255},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":7,"locale":16,"children":259},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":7,"locale":16,"children":263},"İş Sağlığı ve 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