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DÖNEM TOPLU İŞ SÖZLEŞMESİ_1427705050_20220309081724.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>YAPI VE KREDİ BANKASI 19. DÖNEM TOPLU İŞ\n  SÖZLEŞMESİ_1427705050_20220309081724\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Yapı ve Kredi Bankası A.Ş\u003C\u002Fh1>\n\n\u003Ch1>ile\u003C\u002Fh1>\n\n\u003Ch1>Banka- Finans ve Sigorta İşçileri Sendikası\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.04.2021-31.03.2023\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM I\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>TARAFLAR: Madde 1-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi içinde taraflar, bir yanda Levent,\nÇamlık Sokak, Yapı Kredi Plaza D Blok’ta bulunan “Yapı ve Kredi\nBankası A.Ş.”, diğer yanda; Üsküdar, Altunizade Mab, Kuşbakışı Cad.\nNo.l3’de bulunan “Banka- Finans ve Sigorta İşçileri Sendikası”\nBASİSEN’dir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>AMAÇ: Madde 2- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin amacı, Bankada çalışan Sendika üyelerinin hizmet\nsözleşmelerinin içeriği ve sona ermesi ile ilgili konulan ve Sendika\nüyeleri ile İşveren ilişkilerini ilgilendiren diğer konularda tarafların\nhak ve görevlerini saptamak, uygu-lanmasını sağlamak ve taraflar arasında\nçıkabilecek anlaşmazlıkların çözüm yollanın göstermektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Taraflar, bu Toplu İş Sözleşmesi ile işyerlerinde karşılıklı iyi\niliş-kileri, çalışma barışını, huzur ve iş güvenliğini\nsağlayacaklardır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tarafların amacı, Atatürk ilkeleri doğrultusunda, Anayasal\nÖz-gürlükler, İnsan Haklan, Hukukun Üstünlüğü, Sosyal Adalet ve\nÖzgürlükçü Demokratik Düzen anlayışı içinde iş barışını\nkurabilmektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TANIMLAR: Madde 3- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi içinde,\u003C\u002Fp>\n\n\u003Cp>-Sözleşmeye taraf olan BASİSEN Sendikası.........SENDİKA\u003C\u002Fp>\n\n\u003Cp>-Sözleşmeye taraf olan Yapı ve Kredi Bankası A.Ş......... İŞVEREN\u003C\u002Fp>\n\n\u003Cp>-Sözleşmeye taraf olan BASİSEN Sendikası ile Yapı ve Kredi Bankası\nA.Ş.........TARAFLAR\u003C\u002Fp>\n\n\u003Cp>-Toplu İş Sözleşmesi.........SÖZLEŞME\u003C\u002Fp>\n\n\u003Cp>-Disiplin Kurulu.........KURUL\u003C\u002Fp>\n\n\u003Cp>-BASİSEN üyeleri.........SENDİKAÜYESİ veya ÜYE\u003C\u002Fp>\n\n\u003Cp>-Sendika üyelerine her ay ödenen aylık ücret.........AYLIK veya ÜCRET\nolarak anılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN KAPSAMI: Madde 4-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> a) İşletme yönünden, Sendikanın yetkili olduğu tüm Genel Müdürlük\nbirimleri ve yurt içindeki bütün şubeleri,\u003C\u002Fp>\n\n\u003Cp>b) Şahıs yönünden, İşverenin tüm Genel Müdürlük birimleri ve yurt\niçindeki bütün şubelerinde kapsam içi statüde görev yapan Sendika\nüyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>Ancak, İşveren Bankanın tüm Genel Müdürlük birimlerinde ve yurt\niçindeki bütün şubelerinde kapsam içi statüde olması gereken görevleri,\nİşveren Banka ve Sendika protokolle belirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞVERENİN TEMSİLİ: Madde 5-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin uygulanmasında esas olarak İşvereni Genel Müdürlük\ntemsil eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKANIN TANINMASI VE TEMSİLİ: Madde 6-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, BASİSEN’i, İşverenin bütün işyerleri ile bu işyerlerinin\neklentilerinde çalışan Sendika üyelerinin tek temsilcisi olarak tanır.\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin uygulanmasında Sendikayı, Genel Başkan, Merkez Yönetim\nKurulu Üyeleri genelde, Şube Başkanı ve Şube Yönetim Kurulu Üyeleri\nşubeye bağlı işyerlerinde ve İşyeri Sendika Temsilcileri de bulundukları\nişyerlerinde temsil eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMEDEN YARARLANMA: Madde 7-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Bu sözleşme ile sağlanan sosyal ve ekonomik hak-lardan yararlanma\nyalnız Sendika üyelerine tanınmıştır. Sözleşmenin imzası tarihinden\nsonra üye olanlar, üyeliklerinin Sendikaca İşverene bildirildiği tarihten\nitibaren yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>b)Üye olmayanların ve üyelikten ayrılanların sözleşmeden\nyararlanmaları hakkında yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, Sendika üyeleri arasında her ne sebeple olursa olsun bu Toplu\nİş Sözleşmesi ile elde edilen ekonomik ve sosyal hakların uygulanmasında\nayırım yapamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MEVZUATTAN DOĞAN HAKLARIN SAKLILIĞI: Madde 8-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmede yer almayan konularda, çalışma mevzuatında ve Banka\nyönetmeliklerinde yer alan Sendika üyeleri yararına olan haklar\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>Hizmet sözleşmeleri Toplu İş Sözleşmesine aykırı olamaz, aykırı\nhükümlerin yerini sözleşmedeki hükümler alır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÜCRETİN ÖDENME ŞEKLİ: Madde 9-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan Sendika üyelerine maktu aylık ücret ödenir.\nÜcret her ayın son işgünü işlemiş olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>ÇALIŞANLARIN SOSYAL GÜVENLİĞİ: Madde 10-\u003C\u002Fh3>\n\n\u003Cp>İşveren, Yapı ve Kredi Bankası A.Ş. Mensuplar Yardım ve Emekli\nSandığı Vakfı fiilen Sosyal Sigortalar Kurumu’na devredilinceye kadar\nVakfa karşı mevcut taahhütlerini ifaya devam eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>KISIM II\u003C\u002Fh2>\n\n\u003Ch2>HİZMET SÖZLEŞMESİNİN YAPILMASI \u003C\u002Fh2>\n\n\u003Ch3>İŞE ALINMADA ÖNCELİK: Madde 11- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşe alınmada, Bankada çalışanların, Bankada çalışırken ölen veya\nemekli olan Sendika üyelerinin eş ve çocuklan nitelikleri uyuyorsa öncelik\ntanınarak işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bu uygulama nitelikleri uyuyorsa yukarıda sayılanların engelli\nçocukları için de geçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>DENEME SÜRESİ: Madde 12-\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin yürürlük tarihinden sonra işe alınan Sendika üyeleri\niçin deneme süresi dört aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ASKERLİK DÖNÜŞÜ İŞE ALINMA: Madde 13-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, muvazzaf askerlik nedeniyle ayrılan Sendika üyelerinden bu\nödevin bitiminden sonra 2 ay içinde başvuranlara, Disiplin Kurulu\ntarafından verilen ihtar veya kınama cezası olmaması durumunda işe almada\nöncelik verir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÇALIŞABİLİR DURUMA GELEN MALÛLLERİN İŞE ALINMASI: Madde 14-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Maluliyet nedeniyle Bankadan ayrılanlardan, Sağlık Kurulu Raporu ile\nyeniden çalışabilir duruma geldiği belgelenen Sendika üyeleri, işe\nalınmalarım istedikleri takdirde müracaatlarından itibaren en geç 2 ay\niçinde eski işine veya eski işine uygun diğer bir işe daha önce\nçalıştığı işyerinde veya ikametgâhına yakın diğer bir işyerinde\nişe alınırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EMEKLİLERİN ÇALIŞTIRILMAMASI: Madde 15- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Banka, başka kuruluşlardan emekli olmuş kişileri istihdam etmemeye\ngayret edecektir. Ancak, ihtiyaç halinde işin ve görevin gereğine uygun\nolarak özel bilgi ve tecrübe isteyen konularda başka kuruluşlardan emekli\nolan kişilerin istihdamı yoluna gidebilecektir.\u003C\u002Fp>\n\n\u003Cp>Yaş haddi veya çalışma yılı açısından normal emeklilik hakkım\nkazananlar, emeklilik hakkım kazandıktan tarihten itibaren emekliye sevk\nedilebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM III\u003C\u002Fh2>\n\n\u003Ch2>HİZMET SÖZLEŞMESİNİN KAPSAMI\u003C\u002Fh2>\n\n\u003Ch3>KADROLARIN DÜZENLENMESİ: Madde 16- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin kadro düzenlemesi, günlük ve haftalık çalışma\nsüreleri dikkate alınarak sürekli fazla çalışmayı gerektirmeyecek\nşekilde İşverence yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>ÇALIŞMA İLKELERİ: Madde 17-\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>Sendika üyelerinin çalışma saatleri, günlük 8 saat olmak üzere\nhaftada 5 gün ve 40 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren Banka, iş yerinin özelliği gereği haftalık normal çalışma\nsüresini, haftanın çalışılan günlerine, 40 saati aşmamak kaydıyla\nfarklı şekilde dağıtabilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, işe giriş işten çıkış ve gişeleri açık bulundurma\nsaatlerini İşveren banka Sendikanın görüşünü alarak önceden ilgililere\nbildirmek suretiyle saptar ve uygular.\u003C\u002Fp>\n\n\u003Cp>Günlük çalışmanın bitimine bir saat kala şubelerin giriş\nkapılarının kapatılması esastır. İşveren, işe giriş ve çıkış\nsaatlerini gösteren devam cetvellerini imzalatmak, Sendika üyeleri de\nimzalamak zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Günlük dinlenme süresi aralıksız olarak bir saattir. Bu süre günlük\nçalışma saatlerine dahil değildir. Ancak bu süre, Sendikanın görüşü\nalınarak mevsim, örf ve gelenek ve işin niteliğinin gereği, bir saatten\ndaha fazla süreye de çıkarılabilir. Önceden ilgililere bildirilmek\nsuretiyle işin gereğine göre aynı süreler içinde nö-betleşe dinlenme de\nuygulanabilir.\u003C\u002Fp>\n\n\u003Cp>İşyerinin ve işin özelliği gereği cumartesi veya pazar günü\nçalıştırılan Sendika üyesinin hafta tatili, çalıştığı günü takip\neden hafta içinde herhangi bir gün olabilir. Bu izin hafta içinde\nkullandırılamazsa 26. madde hükümlerine göre ücretlendirilir.\u003C\u002Fp>\n\n\u003Cp>Gece çalışmalarında yasal düzenleme içinde vardiya uygulaması\nyapılır.\u003C\u002Fp>\n\n\u003Cp>îşin veya işyerinin gereklilikleri, hizmet ve işin devamlılığı,\nişin aciliyeti ve\u002Fveya fazla çalışmaya ilişkin yasal ve sözleşmesel\ndüzenlemeler saklı kalmak kaydıyla, sendika üyelerinin belir-lenen\nçalışma saatleri dışında bağlantıya geçmeme hakkım kullanarak telefon\ngörüşmeleri yapma, e-postaları veya mesajları yanıtlama yükümlülüğü\nbulunmamaktadır.\u003C\u002Fp>\n\n\u003Cp>Uzaktan çalıştırılacak personel ile ilgili iş koşulları, süreleri\nile sosyal haklan yasa ve yayınlanan yönetmelik hükümlerine aykırı\nolmamak üzere sendika ve işveren arasında yapılacak bir protokol ile\ndüzenlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>OPERASYON MERKEZLERİNİN ÇALIŞMA KOŞULLARI: Madde 18-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sürekli olarak sekiz saat bilgi girişi yapılan birimler-de\nçalışanlara, çalışmanın ortalama bir zamanında öğleden önce ve sonra\n20’şer dakika ara dinlenmesi verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>YILLIK ÜCRETLİ İZİNLER: Madde 19- \u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde, İşyeri Sendika Temsilcileri ile biri başkan olmak üzere\nişyeri yetkililerinden iki kişinin katılacağı izin Kurulu her yıl Ocak\nayında oluşturulur.\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin izin süreleri,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>-1-5 yıl (5 yıl dahil) ...............15 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-6-10 yıl (10 yıl dahil) ...............18 iş günü,\u003C\u002Fp>\n\n\u003Cp>-10 yıldan fazla çalışanlar için ...............24 iş günüdür.\u003C\u002Fp>\n\n\u003Cp>İzin süresine rastlayan Cumartesi, Pazar, Ulusal Bayram ve genel tatil\ngünleri izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinlerin bölünmeden kullanılması esastır. Ancak izin\nkullanan ilgili yöneticisiyle uyuşarak ve işyeri izin kuruluna süresinde\nbildirerek, yıllık iznini, bir bölümü 10 iş gününden az olmamak üzere\nbölümler halinde kullanabilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Temsilcisi, Sendika üyelerinin yıllık ücretli izin\nplanlamalarım ve kullanımlarını elektronik ortamda izler.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinlerin, izin Kurulu, ilgili yönetici ve üyenin ortak\nbelirlediği tarihler arasında kullandırılması esastır. İzinlerin\nkullanılması zorunlu olup, izin kullanmaktan vazgeçilemez.\u003C\u002Fp>\n\n\u003Cp>İsteyen üyelere 4 günü aşmamak üzere ücretsiz yol izni verilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinlerin tamamının işyeri gerekleri de dikkate\nalınarak yıl içinde kullandırılması esastır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÜCRETSİZ İZİN: Madde 20- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin, eş, ana, baba veya çocuğunun refakat gerektiren\nbakım veya ağır hastalığı halinde en çok altı aya kadar ücretsiz izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Doğum yapan üyelere, doğum tarihinden itibaren 30 gün içinde yazılı\nizin talebini bildirmeleri kaydıyla 24'üncü maddede belirtilen ücretli izin\nsüresine ilave olarak doğum sonrası en çok altı aya kadar ücretsiz izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesinin mevcut yıllık izni var ise yıllık izin sonrası\nücretsiz izin süresi başlar.\u003C\u002Fp>\n\n\u003Cp>İzin döneminde, sendika üyelerine yapılan ücret zammı uygulaması\ngereği oluşan zam miktarı, üyenin işe başlaması sonrasında belirlenerek\nücretine ilave edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren Bankaca kabul edilebilecek haklı bir neden olmaksızın göreve\nbaşlamayanlar, ücretsiz izne ayrılış tarihi itibariyle istifa etmiş\nsayılırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TUTUKLULUK HALİ: Madde 21- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) Sendika üyeleri, işyeri dışında ve işle ilgisi olma-yan bir suçtan\nötürü gözaltına alındığı ve\u002Fveya tutuklandığı ve gözaltına alma\nve\u002Fveya tutukluluk hali 90 günü aştığı takdirde, hizmet sözleşmeleri\nmünfesih sayılır. 90 güne kadar gözaltına alma ve\u002Fveya tutuklu kalınan\nsüre kadar, Sendika üyesi ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>2)Hizmet sözleşmesi münfesih olan Sendika üyesinin tutukluluk\nhalinin,\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat karan verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\n150 gün içinde son bulması ve üyenin bu tarihten itibaren bir hafta içinde\nişine dönmeyi talep etmesi halinde İşveren tarafından emsallerinin haklan\nile işe alınır. 150 gün sonunda yapılan başvuru halinde boş yer varsa\nişe alınır.\u003C\u002Fp>\n\n\u003Cp>3)Adi suçlardan yargılanmaları tutuklu olarak devam ederken, hizmet\nsözleşmeleri münfesih olan Sendika üyelerinden 150 gün içinde tahliye\nedilenler bir hafta içinde başvurmaları halinde İşveren tarafından tekrar\nişe alınırlar.\u003C\u002Fp>\n\n\u003Cp>4)Adi suçlardan yargılanmaları tutuklu olarak devam eden ve hizmet\nsözleşmeleri münfesih sayılan Sendika üyelerinden,\u003C\u002Fp>\n\n\u003Cp>a)6 ay ve daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeni ile 6 aydan daha fazla ceza aldığı halde 6\naydan önce tahliye edilen Sendika üyelerinin tekrar işe başlatılmaları\nİşverenin takdiri ile mümkündür.\u003C\u002Fp>\n\n\u003Cp>5)Yüz kızartıcı suçlar ile sabotaj, Devletin Ülke ve Milleti ile\nBütünlüğüne, Milli Güvenliğine, Kamu Düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler; cezanın\nertelenmesi, paraya çevrilmesi veya affa uğraması hallerinde dahi hiçbir\nsuretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>6)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler, bu nedenle tutuklanmalarını müteakip hizmet\nsözleşmelerinin münfesih sayılmasından sonra, 150 gün içinde\nhükümlülük veya tutukluluk hali sona ermek şartıyla,\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınırlar. 150 günden fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatılma İşverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÖZÜR İZİNLERİ: Madde 22-\u003C\u002Fh3>\n\n\u003Cp> Sendika üyelerinin,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>-Evlenmesi halinde...............5 işgünü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>-Eşinin doğum yapması halinde...............5 işgünü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>-Eş veya çocuğunun ölümü halinde...............7 işgünü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-Üyenin ve eşinin anne, baba veya kardeşlerinin ölümü\nhalinde...............4 işgünü\u003C\u002Fp>\n\n\u003Cp>-Üyenin ve eşinin büyük ana, büyük baba veya torununun ölümü\nhalinde...............2 İşgünü\u003C\u002Fp>\n\n\u003Cp>-Ev veya mallarının doğal afetlerden etkilenmesi halinde...............4\nişgünü\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>- Eş, çocuklar, anne, baba veya kardeşlerinden birinin kaza sonucu ağır\nyaralanması, ameliyat veya ağır hastalığı halinde veya hekimleri\ntarafından gerekli görülmesi kaydıyla bakmakla yükümlü olduğu\nçocuğunun bakımı nedeniyle hastanede refakatçi kalması durumunda (Her\nikisi de sendika üyesi ise ebeveynlerden birine verilir.)...............3\nişgünü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>- Şehir içi ev değiştirmesi halinde...............1 işgünü\u003C\u002Fp>\n\n\u003Cp>- Şehirlerarası ev değiştirmesi halinde...............2 işgünü\u003C\u002Fp>\n\n\u003Cp>- Evlat edinilmesi halinde...............3 İş günü\u003C\u002Fp>\n\n\u003Cp>- Üyenin en az yüzde yetmiş oranında engelli veya süreğen hastalığı\nolan çocuğunun tedavisinde, hastalık raporuna dayalı olarak kullanılması\nkaydıyla, bir yıl içinde (her ikisi de sendika üyesi ise ebeveynlerden\nbirine verilir.)...............10 İş gününe kadar ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>Doğum yapan kadınlara sözleşmenin 24’üncü maddesinde belirtilen\nsüre kadar dinlenmelerini müteakip işe başladıktan sonra çocuk 1\nyaşında oluncaya kadar, çocuğunu emzirmek üzere her gün öğleden önce\nve sonra mesai saati bitiminden önce birer saatten günde 2 saat veya üyeye\nistediği takdirde sabah veya öğleden sonra bir defada iki saat kullanmak\nüzere ücretli emzirme izni verilir. Ve süt izni hiçbir şekilde\nbirleştirilerek kullanılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Özür izinleri, evlenme izni hariç mazeretin gerçekleşme tarihi\nitibariyle kullanılır. Evlenme izni nikah tarihini takip eden bir aya kadar\nkullanılır.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli iznin kullanılması sırasında evlenme ve I. Derecede\nakrabaların (eş, çocuk, anne, baba, kardeş) ölümü veya doğal afet\nsebebiyle özür iznine hak kazanılması halinde, bu özür izinleri yıllık\nücreti i izne eklenir\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TALİM VE MANEVRA İÇİN GÖREV ALTINA ALINMA: Madde 23-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Seferberlik, talim, manevra, pasif korunma gibi hizmetler için göreve\nçağrılan Sendika üyesi 3 ay ücretli izinli sayılır. İlgili Bakanlıkça\nsöz konusu üyeye Bankada aldığı ücretten az ücret ödenmiş ise\nyalnızca aradaki fark İşverence ödenir. Yukarıda yazılı süre 3 ayı\naşarsa 13’üncümadde hükmü uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>DOĞUM İZNİ SÜRESİ: Madde 24- \u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Doğum yapan sendika üyelerine doğumdan önce sekiz ve doğumdan sonra\nsekiz hafta olmak üzere toplam onaltı haftalık doğum izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çoğul gebelik halinde doğumdan önce çalıştırılmayacak sekiz\nhaftalık süreye iki hafta süre eklenir.\u003C\u002Fp>\n\n\u003Cp>Sağlık durumu uygun olduğu takdirde, doktorun onayı ile sendika üyesi\nisterse doğumdan önceki üç haftaya kadar işyerinde çalışabilir. Bu\ndurumda, sendika üyesinin çalıştığı süreler doğum sonrası sürelere\neklenir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi kadının, erken doğum yapması halinde ise doğumdan önce\nkullanamadığı çalıştırılmayacak süreler de doğum sonrası sürelere\neklenmek suretiyle kullandırılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki süreler üyenin devamlı gittiği doktor veya doğum yaptığı\nhastanedeki doktordan alacağı rapor ile arttırılabilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinlerini doğum öncesi veya doğum sonrası kullanmak\nisteyenlerin talepleri öncelikle yerine getirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>FAZLA ÇALIŞMA İLKELERİ: Madde 25- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşin veya işyerinin gerekleri gibi nedenlerle sendika üyelerine fazla\nçalışma yaptırılabilir. Haftalık çalışma süresi olan 40 saati aşan\nçalışmalar fazla çalışma olarak kabul edilir.\u003C\u002Fp>\n\n\u003Cp>Üye fazla çalışma yaptığı süreyi, isterse izin olarak\nkullanabilir.\u003C\u002Fp>\n\n\u003Cp>Ancak sendika üyesine, yasa gereği yılda 270 saat üzerinde fazla\nçalışma yaptırılamaz. Cumartesi, Pazar, Ulusal Bayram ve genel tatil\ngünlerinde yapılan çalışmalar bu süreye dâhil değildir.\u003C\u002Fp>\n\n\u003Cp>Kimlerin ne süre ile ne zaman fazla mesai yapacaklarım saptamak ve\nuygulatmak o işyerindeki yetkilinin görevi ve sorumluluğu içindedir.\u003C\u002Fp>\n\n\u003Cp>Yapılan fazla çalışmanın saptanmasında işyeri devam cetvelleri esas\nalınır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde iş hacminin artması veya diğer nedenlerle sürekli fazla\nçalışma yapıldığının tespiti halinde, söz konusu işyerinin kadrosu\nfazla çalışmayı gerektirmeyecek şekilde işverence düzenlenir.\u003C\u002Fp>\n\n\u003Cp>Şubenin kapanış saatlerinin kontrol altına alınması, fazla çalışma\nsürelerinin azaltılması ve işlerin mümkün olduğunca mesai saatleri\niçerisinde bitirilmesi için şubelerde saat 18.15 itibariyle kurulan\ngüvenlik alarmının kontrolü tüm yöneticiler ve üyeler tarafından\nsağlanmalıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-OVERTIME_trigger\">\u003Ch3>FAZLA ÇALIŞMA ÜCRETİ: Madde 26-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerine yaptıkları fazla çalışmalar karşılığında her\nbir saat ve artığı için aylık ücretlerinin ikiyüzyirmibeşte birinin %50\n(yüzde elli) fazlası ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Cumartesi, pazar, ulusal bayram ve genel tatil günlerinde yaptırılan\nfazla çalışmalar % 100 (Yüzde yüz) zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>EĞİTİM VE SEMİNERLER: Madde 27- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üyeler, halen yapmakta oldukları işleri daha iyi yapabilmek veya\nhazırlandıkları üst görevlerin gerektirdiği nitelikleri kazanabilmek\niçin Genel Müdürlükçe fırsat eşitliği ilkelerine uygun olarak kurs ve\nseminerlere çağrılırlar. Üyelerin, ilgili kurs ve seminerlere\ngönderilmesi esastır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YÜKSELMENİN KOŞULLARI VE İLKELERİ: Madde 28-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin yükselme koşullan; üyeler arasında ayırım\ngözetmeksizin fırsat eşitliği sağlayacak ve en layık olanı tespit edecek\nmahiyette, Sendikanın görüşü alınmak suretiyle işverence belirlenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>NAKİLLERDE GÖZÖNÜNDE TUTULACAK İLKELER: Madde 29-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Sendika üyelerinin şehirlerarası nakillerinde yazılı rızaları\naranır. Ancak, iş kademesi Uzman 1 ve üstü olan sendika üyelerinin\nnakilleri rızaları aranmaksızın yapılır.\u003C\u002Fp>\n\n\u003Cp>b)Üyelerin tayin talebi girebilmeleri için bankada çalışma süresi 3\nyıldır. (Sağlık nedenli tayin talepleri hariçtir.)\u003C\u002Fp>\n\n\u003Cp>Tayin talepleri 4 konu başlığında sürece alınır:\u003C\u002Fp>\n\n\u003Cp>1-Sağlık (Üyenin, eş ve çocuklarının Sistemden doktor raporu\neklenmelidir.)\u003C\u002Fp>\n\n\u003Cp>2-Öğrenim (İlköğretim ve ortaöğretimde okuyan çocuğunun Sistemden\nöğrenim belgesi eklenmelidir. Gideceği yerde öğrenim olanaklarının\nbulunup bulunulmadığı göz önünde tutulur.)\u003C\u002Fp>\n\n\u003Cp>3-Eş Durumu (üyenin eşinin çalışma belgesi & atama belgesi sisteme\neklenmelidir. Kan kocanın her ikisi de bankada görevli ise eşlerden birinin\nbaşka şehre atanması halinde eşinin de aynı şehre nakli yapılır.)\u003C\u002Fp>\n\n\u003Cp>4-Ulaşım (Büyükşehir için geçerlidir. Sistemden ikametgâh belgesi\neklenmelidir.)\u003C\u002Fp>\n\n\u003Cp>İnsan Kaynakları Yönetimi, yukarıda belirtilen nedenlerden dolayı gelen\ntayin taleplerini öncelikli olarak uygun pozisyonlar için değerlendirir.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen 4 ana neden dışındaki talepler için üyeler ilan\nedilen “Açık Pozisyonlan” takip etmelidir.\u003C\u002Fp>\n\n\u003Cp>Uygulama kuralları haricinde özel durumlu tayin talepleri Bölge\nyönetimleri aracılığıyla İnsan Kaynaklan Yönetimine iletebilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, 01.07.1995 tarihinden itibaren çalışmaya başlayanlar ile bu\ntarihten sonra sendika üyesi olanlara 22.6.1995 tarihli protokol hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM IV\u003C\u002Fh2>\n\n\u003Ch2>PARASAL HAKLAR \u003C\u002Fh2>\n\n\u003Ch3>İŞE GİRİŞ ÜCRETİ: Madde 30- \u003C\u002Fh3>\n\n\u003Cp>İşe giriş ücreti İşverence saptanır. Ancak bu konuda yapılacak\ndeğişiklikler Sendikaya bildirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>ÜCRET ZAMLARI: Madde 31\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Ch4>A)I. YIL ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>a)Birinci altı ay için; Bu toplu iş sözleşmesinin imzalandığı\ntarihte Bankada çalışan Sendika Üyelerinin 31.03.2021 tarihindeki aylık\nücretlerine, 01.04.2021 tarihinden geçerli olarak %11,75 oranında zam\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ancak bu zam brüt 500.-TL’ den az olamaz.\u003C\u002Fp>\n\n\u003Cp>b)ikinci altı ay için; 01.10.2021 tarihinde Bankada çalışan Sendika\nÜyelerinin 30.09.2021 tarihindeki aylık ücretlerine, 01.10.2021tarihinden\ngeçerli olarak Türkiye İstatistik Kurumu tarafından ilan edilen ve\n31.03.2021-30.09.2021 tarihlerini içeren (2003=100) Temel Yıllı Tüketici\nFiyatları Türkiye Genel Endeksinde belirlenecek olan fiyat artış oranına\n(0,25) puan ilavesiyle zam yapılır.\u003C\u002Fp>\n\n\u003Ch4>B)II,YIL ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>a)Birinci altı ay için; 01.04.2022 tarihinde Bankada çalışan Sendika\nÜyelerinin 31.03.2022 tarihindeki aylık ücretlerine,\u003C\u002Fp>\n\n\u003Cp>01.04.2022tarihinden geçerli olarak Türkiye İstatistik Kurumu tarafından\nilan edilen ve 30.09.2021-31.03.2022 tarihlerini içeren (2003=100) Temel\nYıllı Tüketici Fiyatları Türkiye Genel Endeksinde belirlenecek olan fiyat\nartış oranına (0,75) puan ilavesiyle zam yapılır.\u003C\u002Fp>\n\n\u003Cp>b)İkinci altı ay için; 01.10.2022 tarihinde Bankada çalışan Sendika\nÜyelerinin 30.09.2022 tarihindeki aylık ücretlerine, 01.10.2022tarihinden\ngeçerli olarak Türkiye İstatistik Kurumu tarafından ilan edilen ve\n31.03.2022-30.09.2022 tarihlerini içeren (2003=100) Temel Yıllı Tüketici\nFiyatları Türkiye Genel Endeksinde belirlenecek olan fiyat artış oranına\n(0,75) puan ilavesiyle zam yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KASA ÖDENEĞİ: Madde 32- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Şube nakit işlemler Gişe Hattında nakit işlem yapanlara kasa açtığı\ngün ile orantılı olarak ve Anakasa Uzmanı, Anakasa Yetkilisi, Mobil\nŞubeler Yetkilisi, Nakit Destek İşlemleri Uzmanı, Nakit Destek İşlemleri\nYetkilisi, Senet Giriş İşlemleri Uzmanı, Senet Giriş İşlemleri\nYetkilisi, Senet Saklama İşlemleri Uzmanı, Senet Saklama İşlemleri\nYetkilisi, TL Çek Giriş İşlemleri Uzmanı, TL Çek Giriş İşlemleri\nYetkilisi, TL Çek Provizyon İşlemleri Uzmanı, YP Çek Senetler Uzmanı, YP\nÇek Senetler Yetkilisi görevini yürütenlere her ay çalıştıkları\nsüreyle orantılı (yıllık izin günleri hariç) olarak aşağıda\ngösterilen miktarlarda Kasa Ödeneği verilir.\u003C\u002Fp>\n\n\u003Cp>1. Yıl\u003C\u002Fp>\n\n\u003Cp>-Şube nakit işlemler gişe hattında nakit işlem\nyapanlara...............470.-TL\u003C\u002Fp>\n\n\u003Cp>-Anakasa Uzmanı, Anakasa Yetkilisi, Mobil Şubeler Yetkilisi, Nakit Destek\nİşlemleri Uzmanı, Nakit Destek İşlemleri Yetkilisi, Senet Giriş\nİşlemleri Uzmanı, Senet Giriş İşlemleri Yetkilisi, Senet Saklama\nİşlemleri Uzmanı, Senet Saklama İşlemleri Yetkilisi, TL Çek Giriş\nİşlemleri Uzmanı, TL Çek Giriş İşlemleri Yetkilisi, TL Çek Provizyon\nİşlemleri Uzmanı, YP Çek Senetler Uzmanı, YP Çek Senetler Yetkilisi\ngörevini yürütenlere............... 390.- TL\u003C\u002Fp>\n\n\u003Cp>II. Yıl\u003C\u002Fp>\n\n\u003Cp>Kasa ödeneğine 01.04.2022 tarihinden geçerli olarak, Türkiye istatistik\nKurumu tarafından ilan edilen ve 31.03.2021- 31.03.2022 tarihlerini içeren\n(2003=100) Temel Yıllı Tüketici Fiyatları Türkiye Genel Endeksinde\nbelirlenecek olan fiyat artış oranında zam yapılır.\u003C\u002Fp>\n\n\u003Cp>Kasa Ödeneği’nde, IK Yönetimine başvuru tarihinden itibaren en fazla 1\nay geriye dönük olarak ödeme yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>SERVİS ARACI TAHSİSİ: Madde 33- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren mevcut uygulama koşullan çerçevesinde İstanbul, Ankara, İzmir\nşehirlerinde üyelerin yoğun olduğu semtlere talebi karşılayacak sayıda\nservis aracı tahsisine gayret eder.\u003C\u002Fp>\n\n\u003Cp>Yukarıda anılan şehirlerde, oturduğu yer itibariyle ancak vasıta ile\nişe gelmek durumunda olup, Bankaca sağlanan servis aracından\nyararlanamayanlara, sendikanın da görüşü alınmak suretiyle işverenin\nbelirleyeceği bir miktar üzerinden her ay ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>ÖLÜM VE YARALANMA TAZMİNATI: Madde 34-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Görevin yerine getirilmesi sırasında meydana gelecek her türlü kaza\nsonucu (trafik kazaları dâhil) veya silahlı soygun ve saldırılarda,\nİşverence tahsis olunan vasıtalarla işyerine gidiş ve gelişlerde meydana\ngelecek trafik kazalarında hiçbir işte çalışamayacak kadar yaralananlara\nveya ölenlerin mirasçılarına yasal haklarından ayrı olarak\n25.000.-TL’den az olmamak üzere İşverence saptanacak miktarda tazminat\nödenir. Yaralanma hali tam teşekküllü sağlık kurulunun raporu ile tespit\nedilir. Kısmi maluliyet halinde tazminat çalışma oranındaki kayba göre\nhesap edilerek en geç bir ay içinde ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YOLLUKLAR: Madde 35\u003C\u002Fh3>\n\n\u003Cp>Yolluklar, Sendikanın görüşü de alınarak günün koşullarına göre\nİşverence belirlenir.\u003C\u002Fp>\n\n\u003Ch3>GÖÇ ÖDENEĞİ: Madde 36-\u003C\u002Fh3>\n\n\u003Cp>Sendika üyelerinin bir şehirden diğer bir şehire nakilleri halinde\n3.250.-TL, “Göç Ödeneği” verilir. Bu ödenekten yararlanmak için\neşyanın nakledilmiş olmasının belgelenmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>En son çalıştığı şehire nakli işverenin talebi üzerine\ngerçekleşen ya da terfi amacıyla nakil talebi kabul edilen ve daha sonra bu\nşehirden emekli olmak suretiyle ayrılan üyelere veya ölenlerin ailelerine\nbir yıl içinde ev eşyalarım başka bir şehire taşımaları halinde de\nyukarıdaki esaslara göre ve aynı miktarda göç ödeneği ve nakil\nmasrafları ödenir. İşe başladıkları şehirde emekli olan Sendika\nüyelerine başka bir şehire taşınmaları halinde göç ödeneği ve nakil\nmasrafları ödenmez.\u003C\u002Fp>\n\n\u003Cp>Hastalık veya çocuklarının tahsil durumu nedeniyle hasıl olacak zaruri\nmazeretlerden dolayı bu bir yıllık süre dolmadan önce İşveren Banka\nGenel Müdürlüğüne bildirilmek kaydıyla nakillerini mazeretlerinin sona\nereceği tarihe kadar erteleme isteminde bulunabilirler. Ancak bu süre iki\nyılı geçemez.\u003C\u002Fp>\n\n\u003Cp>Kendi istekleri ile başka bir şehire nakledilenlere göç ödeneği ve\nnakil masrafları ödenmez. Ancak, Sendika üyesinin veya bakmakla yükümlü\nolduğu aile bireylerinin sağlık, eşinin zorunlu görevi nedeni ile evrak\ngöstermesi halinde (üyenin eşinin taşınma belgesi ve çalışma belgesi\nşartıyla) veya çocuklarının öğrenim durumları nedeniyle nakil\nisteğinde bulunup da bu istekleri yerine getirilenlere göç ödeneği ve\nnakil masrafları ödenir.\u003C\u002Fp>\n\n\u003Cp>Bir şehirden başka bir şehire nakil halinde nakliye giderleri fatura\nkarşılığında İşverence ödenir. (Yükleme, boşaltma, eşya sigortası\nve ambalaj bedelleri dahil)\u003C\u002Fp>\n\n\u003Ch2>KISIM V\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>SAĞLIK YARDIMI: Madde 37- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyeleri yürürlükteki “Yapı ve Kredi Bankası A.Ş. Sağlık\nYönetmeliği”ndeki esaslar uyarınca sağlık yardımlarından\nyararlanırlar. Yönetmelikte yapılacak değişikliklerde Sendikanın yazılı\ngörüşü alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>YEMEK PARASI: Madde 38-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Bankaca öğle yemeği konusundaki akıllı kart sistemi ile\nilgili uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Cp>Akıllı karta yüklenecek beher günlük yemek parasının miktarı her\nyıl Ocak ayında İşveren Banka ve Sendika ile birlikte protokol ile\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>Normal günlerde, genel tatil ve hafta tatili günlerinde yapılan fazla\nçalışmalar yemek saatleri içine rastladığı takdirde işveren yemek\nvermeyi kabul eder. Yemek verilmez ise yemek parası ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>KREŞ YARDIMI: Madde 39- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin açmış olduğu kreşlerden yararlanamayan 0-6 yaş arası\nçocuğu olan kadın üyelere her bir çocuk için ayda 260.-TL Kreş Yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Ayrılma veya boşanma gibi durumlarda velayet hakkım kullanan veya\nkarısı ölen erkek üyenin tekrar evlenmediği sürece 0-6 yaşlarındaki (6\nyaş dahil) çocukları da, mevcut kreşlerden yararlanırlar. Bu üyelere\nçocuklarının kreşten yararlanamaması halinde her bir çocuğu için aynı\ntutarda Kreş Yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım en fazla iki çocuk için yapılır.\u003C\u002Fp>\n\n\u003Cp>İlköğretime başlayan çocukların kreş yardımı kesilir.\u003C\u002Fp>\n\n\u003Cp>Doğum izinleri ve ücretsiz izin süresince bu yardım yapılmaz. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÖĞRENİM YARDIMI: Madde 40-\u003C\u002Fh3>\n\n\u003Cp>İşyerinde çalışan Sendika üyelerinin ücretle bir işyerinde\nçalışmayan her bir çocuğu için yılda bir defaya mahsus olmak ve Eylül\nayının ilk haftasında ödenmek üzere;\u003C\u002Fp>\n\n\u003Cp>a) İlköğretimde okuyan her bir çocuk için...............230.-TL\n(ilkokul ve Ortaokul)\u003C\u002Fp>\n\n\u003Cp>b) Ortaöğretimde okuyan her bir çocuk için\n(Lise)...............290.-TL\u003C\u002Fp>\n\n\u003Cp>c)Yükseköğretimde okuyan her bir çocuk için...............560.-TL\u003C\u002Fp>\n\n\u003Cp>Öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>20 yaşım doldurduğu halde liseyi, 25 yaşım doldurduğu halde\nüniversite ve yüksekokullardaki öğrenimini bitirmemiş çocuklar için\nöğrenim yardımı yapılmaz. Ana ve baba Bankada çalışıyor ise bu yardım\nyalnız anneye yapılır. Evlilik bağının sona ermesi halinde velayet\nhakkım kullanan taraf bu yardımdan yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GİYİM YARDIMI: Madde 41-\u003C\u002Fh3>\n\n\u003Cp>Araç Yönetimi Hizmetleri Yetkilisi, Arşiv ve Depo Hizmetleri Yetkilisi,\nBinalar İdari İşler Uzmanı, Binalar İdari İşler Yetkilisi, Elektrik\nİşleri Yetkilisi, Fatura Kontrol ve Ödeme Yetkilisi, GM ve İştirakler\nMimari Yönetimi Yetkilisi, Güvenlik Hizmetleri Yetkilisi, İdari İşler\nServis Hizmetleri Yetkilisi, İdari İşler VIP Hizmetler Yetkilisi, İdari\nİşler Yetkilisi, İnşaat İşleri Yetkilisi, Kargo Hizmetleri Yetkilisi,\nKasa Görevlisi, Kurye Hizmetleri Yetkilisi, Mekanik İşleri Yetkilisi, Mimari\nİşler Yetkilisi, Nakliye Hizmetleri Yetkilisi, Ofis Destek Yetkilisi, Resmi\nEvrak Hizmetleri Yetkilisi, Teknik Güvenlik Hizmetleri Yetkilisi, Teknik\nGüvenlik İzleme Hizmetleri Yetkilisi, Teknik Telekom Hizmetleri Yetkilisi,\nTeknisyen, Telekom Hizmetleri Yetkilisi, Temizlik Hizmetleri Yetkilisi, Yiyecek\nve Yemek Kartı Hizmetleri Yetkilisi gibi üyelere her yıl verilecek olan\ngiyim yardımı işveren ve sendika ile müştereken yapılacak bir protokol\nile saptanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EVLENME YARDIMI: Madde 42-\u003C\u002Fh3>\n\n\u003Cp>İşveren, Sendika üyelerinin evlenmeleri halinde 2.300.-TL tutarında\nEvlenme Yardımı yapar. Evlenen her iki üye de Bankada çalışıyor ise bu\nyardım her ikisine de ayrı ayrı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DOĞUM YARDIMI: Madde 43-\u003C\u002Fh3>\n\n\u003Cp>İşveren; Sendikalı üyenin veya sigortalı olmayan eşinin doğum\nyapması halinde ilgili yönetmelik kuralları çerçevesinde doğum\nmasraflarını karşılar.\u003C\u002Fp>\n\n\u003Cp>Doğum yapan kadın üyeye veya eşi doğum yapan erkek üyeye eşinin\nsigortalı olup olmadığına bakılmaksızın 2.000.-TL tutarında Doğum\nYardımı yapılır. Birden fazla çocuk doğması halinde bu yardım her\nçocuk için ayrı ayrı yapılır. Her iki eş de Bankada çalışıyor ise bu\nyardım her ikisine de ayrı ayrı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım en fazla iki çocuk için yapılır.\u003C\u002Fp>\n\n\u003Cp>Çocuğun ölü doğması halinde yalnızca ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÇOCUK ZAMMI: Madde 44-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin en fazla iki çocuğu için çocuklardan her birine\ndevlet tarafından memurlara ödenmekte olan çocuk zammı aynen verilir.\nDevletçe çocuk zammında yapılan artırmalar (yapıldığı tarih\nitibariyle) İşverence aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>Çocuk zammı,\u003C\u002Fp>\n\n\u003Cp>a)Erkek çocuklar için çocuğun 18 yaşım doldurmasına, öğrenim\nyapanlarda öğrenim devresinin sonuna ve herhalde 25 yaşım doldurduğu\ntarihe kadar,\u003C\u002Fp>\n\n\u003Cp>b)Kız çocukları için evlenmelerine, özel veya kamu sektöründe görev\nalmaları veya 25 yaşını doldurmalarına kadar ödenir.\u003C\u002Fp>\n\n\u003Cp>c)Çocuklarının kendi adlarına bağımsız işyeri sahibi olmaları\nhalinde çocuk zammının ödenmesi kesilir.\u003C\u002Fp>\n\n\u003Cp>d)Ana babanın ikisinin de Bankada çalışması halinde bu zam yalnız\nbabaya, ana ve babanın boşanmış olmaları halinde çocuğun velayeti\nkendisine verilmiş olana ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Eşlerden biri Yapı ve Kredi Bankası A.Ş. dışında bir işte\nçalışıyor ise diğer eşin çalıştığı işyerinden çocuk zammı alıp\nalmadığı dikkate alınmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>ÖLÜM YARDIMI: Madde 45-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üyenin ölümü halinde mirasçılarına 13.000.-TL, üyenin eşi, ana,\nbaba veya çocuklarının ölümü halinde kendisine 3.500.-TL Ölüm Yardımı\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DOĞAL AFET YARDIMI: Madde 46-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üyenin oturduğu meskendeki taşınır mallan ve\u002Fveya üyenin sahibi\nolduğu ve oturduğu meskeni deprem, yangın, sel ve benzeri doğal afetler\nnedeniyle hasara uğradığı takdirde, maddi kaybını aşmamak ve 4 aylık\nbrüt ücretini geçmemek üzere doğal afet yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Söz konusu meskende birden fazla üyenin ikamet etmesi halinde bu yardım\naylık ücreti yüksek olana verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak üyenin sahibi olup oturduğu meskende oluşan hasar deprem nedeniyle\nmeydana gelmişse, doğal afet yardımından yararlanabilmek için hasara\nuğrayan meskenin Zorunlu Deprem Sigortası yaptırılmış olması gerekir. Bu\npoliçe nedeniyle yapılacak ödeme miktarının üzerinde bir hasarın\ngerçekleşmiş olması durumunda hasar bedeli ile sigorta şirketince\nyapılacak ödeme arasındaki fark, doğal afet yardımı kapsamında göz\nönünde tutulur.\u003C\u002Fp>\n\n\u003Ch3>SOSYAL YARDIMLARIN ÖDENME ŞEKLİ: Madde 47-\u003C\u002Fh3>\n\n\u003Cp>Her türlü ücretsiz izinler sırasında üyeye Evlenme, Doğum, Ölüm,\nDoğal Afet, Sağlık ve Giyim Yardımları gibi Sosyal Yardımlar tam olarak\nücretsiz izin sonrası işe başladığında ödenir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesinin Çocuk zammı, Kreş Yardımı, Evlenme Yardımı, Doğum\nYardımı, Ölüm Yardımı, Göç Ödeneği, Doğal Afet Yardımlarından\nyararlanabilmesi için, ödemeyi gerektiren olay tarihinden itibaren 12 ay\niçinde İK Yönetimine başvurması zorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>KIDEM TAZMİNATI: Madde 48-\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancedays1\">\u003Cp>Kıdem tazminatı hakkında Yasa hükümleri uygulanır. Ölüm hallerinde\nve emeklilikte Yasa ile tespit edilen tavanı aşmamak koşulu ile her hizmet\nyılı için 45 günlük ücret tutarında kıdem tazminatı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM VI\u003C\u002Fh2>\n\n\u003Ch2>İŞ GÜVENCESİ\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN KURULU VE DİSİPLİN CEZALARI\u003C\u002Fh2>\n\n\u003Ch3>DİSİPLİN KURULUNUN KURULUŞU: Madde 49- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu, İşveren tarafından birisi başkan olmak üzere tayin\nedilecek 4 üye ve Sendika tarafından tayin edilecek 3 üye olmak üzere 7\nkişiden oluşur. Taraflar asil üye sayısı kadar yedek üyeleri de\nsaptayarak sözleşmenin imzasını izleyen 15 gün içinde isimlerini diğer\ntarafa bildirir.\u003C\u002Fp>\n\n\u003Cp>Taraflar üyelerini her zaman değiştirebilirler. Değişiklikler aynı\nsüre içinde bildirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DİSİPLİN KURULUNUN TOPLANMA VE KARAR ŞEKLİ: Madde 50-\u003C\u002Fh3>\n\n\u003Cp>Disiplin Kurulu’nun toplanmasını gerektirecek olayla ilgili dosyanın\nKurul Başkanlığına iletilmesinden itibaren, başkan en geç 1 ay içinde\nKurulu toplantıya çağırır. Kurul en az 5 üyeyle toplanır. Asil\nüyelerden toplantıya katılamayacak olanların yerlerine yedekleri girer.\nHaklı neden göstermeden bir yıl içinde üç toplantıya katılmayan üyenin\nüyeliği düşer, yerine yedek üye asil olarak geçer.\u003C\u002Fp>\n\n\u003Cp>Kararlar esas olarak oy çoğunluğu ile verilir. Ancak iş sözleşmesinin\ntazminatsız feshi yolunda karar verilebilmesi için en az 5 üyenin oyu\ngereklidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DİSİPLİN KURULUNUN GÖREV VE YETKİLERİ: Madde 51-\u003C\u002Fh3>\n\n\u003Cp>Disiplin Kurulu’nun görevi, üyenin yasalara, İşverenin emir ve\ntalimatlarına ve Toplu İş Sözleşmesi hükümlerine aykırı\ndavranışları hakkında şikâyetleri değerlendirmek ve fiilin sabit olması\nhalinde Toplu İş Sözleşmesinde yazılı cezalan vermektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DİSİPLİN KURULUNUN ÇALIŞMA ŞEKLİ: Madde 52-\u003C\u002Fh3>\n\n\u003Cp>Olayla ilgili ilk inceleme İşverence yapılır. İlgilinin yazılı\nsavunması alınır. İlgili kişilerin soruşturması, savunma hakkını\nzedelemeyecek biçimde yapılır.\u003C\u002Fp>\n\n\u003Cp>Kural incelemelerini dosya üzerinden yapar. Gerekli görürse ilgiliyi ve\nvarsa tanıkları dinler. Disiplin Kurulu kararlan yazılı olarak işverene\ntebliğ edilir. Karar İşverence uygulanır. Ancak iş sözleşmesinin\ntazminatsız feshinde öngörülen yasal süre Kurul kararının işverene\ntebliğinden itibaren başlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CEZALAR: Madde 53-\u003C\u002Fh3>\n\n\u003Cp>a)Uyarma\u003C\u002Fp>\n\n\u003Cp>b)İhtar\u003C\u002Fp>\n\n\u003Cp>c)Kınama\u003C\u002Fp>\n\n\u003Cp>d)İş Sözleşmesinin Tazminatsız Feshi\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Uyarma:\u003C\u002Fstrong> Kötü niyet olmasa da yapılmaması gereken veya\nhatalı yapılmış işlem ve\u002Fveya davranışlara istinaden kusurlu\nbulunduğunun beyan edilmesi ve bunları bir daha tekrar etmemesinin\nistenmesidir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İhtar:\u003C\u002Fstrong> Kötü niyet olmasa da yapılmaması gereken veya\nhatalı yapılmış ve sonuçta maddi veya manevi Banka zararına neden olmuş\nişlem ve\u002Fveya davranışa istinaden, kusurlu bulunduğunun beyan edilmesi ve\nbunları bir daha tekrar etmemesinin istenmesidir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kınama:\u003C\u002Fstrong> Yapılan işlem ve\u002Fveya davranışın yapılışı\nve sonuçları itibarıyla kusur ve zarar içermesi ve\u002Fveya risk arz etmesi\nnedeniyle ilgiliye görevinde ve davranışlarında kusurlu bulunduğunun\nbildirilmesidir.\u003C\u002Fp>\n\n\u003Cp>Cezaların etkileri disiplin yönetmeliğinde belirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>İş Sözleşmesinin Tazminatsız Feshi: Yapılan işlem ve\u002Fveya\ndavranışın Banka kurallarına ve\u002Fveya yasalara açıkça aykırılık arz\netmesi, kasıt veya ağır ihmalden kaynaklanması ve sonuçta ciddi boyutta\nmaddi ve manevi Banka zararına neden olunması halinde ilgilinin tazminatsız\nişten çıkarılmasıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>UYARMAYI GEREKTİREN HALLER: Madde 54-\u003C\u002Fh3>\n\n\u003Cp>1)Müşterilere ve çalışma arkadaşlarına karşı kaba, saygısız\nnezaketsiz ve ağırbaşlılığa uymayan ifade ya da eylemde bulunmak veya\ndedikodu yapmak,\u003C\u002Fp>\n\n\u003Cp>2)Görevin yerine getirilmesinde gereken dikkat ve özeni göstermemek,\u003C\u002Fp>\n\n\u003Cp>3)Görevine geç gelmek veya görevi başından izinsiz ayrılmak veya\nçalışma saatleri içinde görevi dışında başka işlerle uğraşmak,\u003C\u002Fp>\n\n\u003Cp>4)Yönetimi altında bulunan personelin imzalı izin belgelerini\ndüzenleterek yasal ücretli yıllık izinlerinin kullanılmasını\nsağlamamak,\u003C\u002Fp>\n\n\u003Cp>5)Kullanılması veya muhafazası kendisine bırakılmış olan\nde-mirbaşların kaybedilmesi veya hasara uğratılması sonucunda en fazla 1\naylık ücreti kadar tutar seviyesinde Bankaya zarar vermek,\u003C\u002Fp>\n\n\u003Cp>6)Bankanın ve Banka personelinin ekonomik ve sosyal yararlarını korumak\nüzere kurulmuş olan mesleki teşekküllerin yayınlan dışında gazete ve\ndergi çıkarmak, yayın organlarında görev almak, Genel Müdürlük izni\nolmadan yayın organlarına ve bunlarla ilişkili olabilecek kimselere Banka ve\nBanka’nın politikaları hakkında yazı, demeç ve bilgi vermek,\u003C\u002Fp>\n\n\u003Cp>7)Banka uygulamaları gerektirmediği veya müşterinin kendisi talep\netmediği halde bir başka şubenin müşterisini kendi şubesine kazandırmaya\nçalışarak diğer şube ve müşteri nezdinde huzursuzluk çıkarmak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İHTARI GEREKTİREN HALLER: Madde 55-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Astlarından borç para almak ve\u002Fveya kefil göstermek,\u003C\u002Fp>\n\n\u003Cp>2)Banka zararına neden olmasa da Banka bilgi güvenliği kurallarını\nihlal etmek,\u003C\u002Fp>\n\n\u003Cp>3)Görevin yerine getirilmesinde politik düşünce, kişisel yakınlık,\nantipati, garaz veya bunlara benzer nedenlerle müşteriler ve çalışanlar\narasında ayırım yapmak,\u003C\u002Fp>\n\n\u003Cp>4)Kendisi ve aile bireyleri adına Banka müşterileri ile borç alacak\nilişkisi içine girmek,\u003C\u002Fp>\n\n\u003Cp>5)Banka zararına sebebiyet verilmemesine rağmen, iş ile ilgili belgelerin\nsaklanmasına gerekli özeni göstermemek,\u003C\u002Fp>\n\n\u003Cp>6)Yönetmelikler ve Toplu İş Sözleşmesi hükümleri saklı kalmak\nkaydıyla, yer değiştirme veya yükselme gibi özlük haklan ile ilgili\nkonularda aracı kullanmak,\u003C\u002Fp>\n\n\u003Cp>7)Çalışanın Bankalar nezdindeki kredi ve diğer borçlarının tasfiye\nolunacak alacaklar hesaplama intikal etmesi ve\u002Fveya üçüncü kişilere olan\nborçları nedeniyle hukuki takibata maruz kalmak,\u003C\u002Fp>\n\n\u003Cp>8)Uyarma cezasını gerektiren halleri tekrarlamak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KINAMAYI GEREKTİREN HALLER: Madde 56-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Yönetimi altındaki personelin yönetim ve denetiminde gereken dikkati\ngöstermeyerek, usulsüzlük yapılmasına elverişli bir ortamın doğmasına\nyol açmak,\u003C\u002Fp>\n\n\u003Cp>2)Müşterilerden, doğrudan doğruya veya aracı eliyle iş ve insan\nilişkilerinden doğan olağan hediyeleşme ölçüsünü açıkça aşan\nhediyeler almak ve alınan hediyeleri üst yöneticilerine bildirmemek,\u003C\u002Fp>\n\n\u003Cp>3)Banka’nın usul ve mevzuatına aykırı olarak verilen yazdı veya\nsözlü emirleri yerine getirmek,\u003C\u002Fp>\n\n\u003Cp>4)Kendi hesabına basılı çekleri ticari faaliyette bulunan başkalarına\nkullandırmak,\u003C\u002Fp>\n\n\u003Cp>5)İhtar cezasını gerektiren halleri tekrarlamak,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞ SÖZLEŞMESİNİN TAZMİNATSIZ FESHİNİ GEREKTİREN HALLER: Madde\n57-\u003C\u002Fh3>\n\n\u003Cp>1)Yapmakla görevli bulunduğu işlerle ilgili olarak üstü tarafından\nusul ve mevzuata uygun olarak verilen emirlerin gereğini yerine getirmesi\nkendisine hatırlatıldığı halde yerine getirmemek,\u003C\u002Fp>\n\n\u003Cp>2)Kendisi veya yakınları tarafından kullanılmak üzere müşterilere\nBankadan kredi kullandırmak,\u003C\u002Fp>\n\n\u003Cp>3)Bankanın şöhretine zarar verici veya başka kişi ve kuruluşların\nkişilik haklarına saldırı mahiyetinde yahut başkalarının özel\nyaşamına ilişkin; yazı, fotoğraf ve film dosyalarım Bankaya ait\nelektronik sistemlerde bulundurmak ve\u002Fveya bunları sosyal paylaşım siteleri\nüzerinden, mail veya sair yollarla yayarak başkalarının okumasına ve\nseyretmesine neden olmak,\u003C\u002Fp>\n\n\u003Cp>4)Banka’yı zarara sokan bir yolsuzluğu veya usulsüz işlemi bildiği\nhalde haber vermemek,\u003C\u002Fp>\n\n\u003Cp>5)Ağır ihmali veya kurallara açıkça aykırı işlem ve davranışı ile\nBanka’yı zarara sokmak,\u003C\u002Fp>\n\n\u003Cp>6)Banka’ya ait olan veya Banka’ya emanet olarak bırakılan, rehin\nedilen para, mal veya kıymetleri zimmetine geçirmek,\u003C\u002Fp>\n\n\u003Cp>7)Görevi nedeniyle edindiği gizli bilgileri kendisinin veya başkasının\nmenfaati için borsalarda kullanmak,\u003C\u002Fp>\n\n\u003Cp>8)Görevini kötüye kullanmak suretiyle Banka’yı veya müşterilerini\nzarara sokmak,\u003C\u002Fp>\n\n\u003Cp>9)Karşılıksız çekler veya hesaplar için provizyon vermek veya usul ve\nmevzuata aykırı olarak karşılığı bulunmayan çekleri nakden veya hesaben\nödemek veya ödettirmek suretiyle Banka’yı zarara sokmak\u003C\u002Fp>\n\n\u003Cp>10) Her nevi defter, belge ve kayıtları herhangi bir maksat ile tahrif\netmek ya da ettirmek yahut yok etmek veya ettirmek,\u003C\u002Fp>\n\n\u003Cp>11)Sıfat ve görevi ne olursa olsun, Bankaya veya müşterilere ait sırlan\nve bilgileri bu konuda kanunen açıkça yetkili kılınan mercilerden\nbaşkasına açıklamak veya İşveren Banka’nın izni olmaksızın,\nİşveren Banka ya da bankacılık faaliyetleri ile ilgili internet\nortamındakiler de dahil olmak üzere yayın organlarında, radyo ve\ntelevizyonlarda yazı yayınlatmak, konferans vermek, bilgi ve görüş\naçıklamasında bulunmak, İşveren Banka veya diğer bankaların ve\nsektörün güven, itibar ve istikrarını zedeleyecek, itibarına, şöhretine\nveya servetine zarar verebilecek uygulama ve davranışlarda bulunmak ya da bu\nhususta asılsız haber yaymak,\u003C\u002Fp>\n\n\u003Cp>12)Tacir ve esnaf sayılmalarını gerektirecek faaliyetlerde bulunmak,\nmüşterilerle gizli veya açık ticari ortaklık kurmak,\u003C\u002Fp>\n\n\u003Cp>13)Başka bir işte çalışmak, her türlü şirket veya ticaret ve sanayi\nkuruluşlarında Yönetim Kurulu Üyeliği veya Denetçilik yapmak (Banka\nYönetim Kurulu kararıyla Koç Finansal Hizmetler A.Ş’nin (KFH)\nşirketlerinde yapılan görevlendirmeler hariç),\u003C\u002Fp>\n\n\u003Cp>14)İşyeri ve\u002Fveya dışında kumar oynamak veya oynatmak,\u003C\u002Fp>\n\n\u003Cp>15)İşyerine sarhoş veya uyuşturucu madde almış olarak gelmek ya da\nişyerinde alkollü içki veya uyuşturucu madde kullanmak,\u003C\u002Fp>\n\n\u003Cp>16)Üstlerinin veya çalışma arkadaşlarının şeref ve namusuna\ndokunacak yalan beyanlarda veya bunları lekelemek kastıyla şeref, haysiyet\nkırıcı, asılsız ihbar ve şikayetlerde bulunmak,\u003C\u002Fp>\n\n\u003Cp>17)Gerçeği yansıtmayan elektronik kayıt oluşturmak, hırsızlık,\ndolandırıcılık, rüşvet, sahtecilik, bilişim suçlan veya diğer yüz\nkızartıcı suçlardan birini işlemek,\u003C\u002Fp>\n\n\u003Cp>18)Bankanın diğer personeli veya müşterileri adına sahte imza\ndüzenlemek,\u003C\u002Fp>\n\n\u003Cp>19)Görevi başında müşterileri veya çalışma arkadaşlarım silah veya\nyaralayıcı veya öldürücü aletlerle tehdit etmek,\u003C\u002Fp>\n\n\u003Cp>20)Çalışma arkadaşlarına veya müşterilere fiziki saldın ve benzeri\nhareketlerde bulunmak ve\u002Fveya genel ahlak kurallarına aykırı fiziki ve\nsözlü davranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>21)Hizmet akdi yapıldığı sırada gerçeğe uygun olmayan bilgiler\nvererek veya belgeler göstererek Banka’yı yanıltmak,\u003C\u002Fp>\n\n\u003Cp>22)Denetim veya soruşturmalarda gerçeğe aykırı beyanda bulunmak,\ndenetimlerin ve soruşturmaların gerektirdiği çalışmaları aksatıcı ve\nönleyici davranışlarda bulunmak,\u003C\u002Fp>\n\n\u003Cp>23)Kasıtlı olarak üstlerine yanlış bilgi vermek veya bildirilmesi\ngereken hususları saklamak suretiyle yasalara ve\u002Fveya Banka menfaatlerine\naykırı uygulamalara neden olmak,\u003C\u002Fp>\n\n\u003Cp>24)Banka ödüllendirme uygulamalarından haksız yere yararlanmak\namacıyla, başarı bilgilerinin gerçekte olduğundan daha yüksek gözükmesi\niçin kayıtlarda değişiklik yapmak,\u003C\u002Fp>\n\n\u003Cp>İş Kanunu’nun 25\u002FII maddesine göre işten çıkarma cezası Disiplin\nKurulu kararı ile verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, İş Kanunun 25\u002FII maddesinin g bendinde düzenlenen devamsızlık\nnedeniyle yapılacak olan fesih işlemleri için Disiplin Kurulu kararma gerek\nyoktur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>BENZER FİİLLER VE UYGULAMA:Madde 58- \u003C\u002Fh3>\n\n\u003Cp>1) Kusurlu bir eylem veya davranışın yukarıda yer alan disiplin\nsuçlarından hiçbirine uymaması bu eylem veya davranışın cezasız\nkalmasını gerektirmez. Bu nitelikte olan bir eylem ve davranış yukarıda\nbelirtilen suçlardan hangisine en yakın veya benzeri olarak görülür ise,\nilgili hakkında o suça ilişkin ceza uygulanır.\u003C\u002Fp>\n\n\u003Cp>2) Cezaların tespitinde aşağıdaki hususlar göz önünde tutulur:\u003C\u002Fp>\n\n\u003Cp>a)Suç sayılan eylem veya davranışın Banka bünyesinde meydana\ngetirdiği zararın maddi ve manevi önem derecesi,\u003C\u002Fp>\n\n\u003Cp>b)Eylem veya davranışı yapanın şahsi durumu,\u003C\u002Fp>\n\n\u003Cp>c)Eylem veya davranışın nedenleri.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM VII\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL HAKLAR\u003C\u002Fh2>\n\n\u003Ch3>SENDİKA ÜYESİ, TEMSİLCİ VE YÖNETİCİLERİNİN GÜVENCESİ: Madde\n59-\u003C\u002Fh3>\n\n\u003Cp>Banka, Sendika zorunlu organlarında görev alan kurul üyeleri ile işyeri\nsendika temsilcilerini sırf Sendikal faaliyetleri nedeniyle cezalandıramaz ve\nhizmet sözleşmelerini feshedemez. Bu kurul üyeleri ve İşyeri Sendika\nTemsilcilerinin yazılı rızaları olmadan nakilleri yapılamaz. Meslekleri\nile ilgili olmayan bir işte çalıştırılamaz; geçici görevle de olsa\nbaşka bir işyerine bir yıl içinde bir aydan fazla gönderilemez. İşveren,\nSendika üyelerine sendikal çalışmalara katılmalarından dolayı farklı\nişlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>Banka, işyerinde çalışmakta iken Sendika Yönetim Kurullarına\nseçilmesi nedeniyle işyerinden ayrılan üyeleri, bu görevlerinin seçime\ngirmemek, yemden seçilmemek veya kendi istekleri ile çekilmek suretiyle son\nbulması halinde işyerine dönmek istedikleri takdirde, istek tarihinden\nitibaren bir ay içinde emsallerine uygun ücretle eski işyerinde, bu mümkün\ndeğilse ikametgâhına yakın bir işyerinde işe alır. Bu hak, görevin son\nbulmasından başlayarak üç ay içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Sendika Yönetim Kurullarına seçilmesi nedeniyle Bankadan ayrılan üyeler\nbu görevleri devam ettiği sürece sağlık yardımlarından Yapı ve Kredi\nBankası A.Ş, üyeleriyle eşit şekilde yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanununun 23.\nmaddesi gereğince; bu durumda bulunanlar, işverene düşen pay dahil olmak\nüzere sosyal güvenlik kurumlarının prim ve aidatlarını ödemeye devam\netmek suretiyle ayrıldıkları işyerlerindeki sigortalık haklarım da devam\nettirir.\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Temsilcileri, Sendika Genel Merkezince yenileri atanıncaya\nkadar görevlerine devam ederler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>SENDİKAL İZİNLER: Madde 60-\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) İşveren, işyerinde çalışan Sendika Genel Merkez Yönetim, Denetleme\nve Disiplin Kurulu üyelerine kendi kurul çalışmalarına katılmaları için\ntoplantıları süresince ücretli izin verir.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, Sendikanın birden fazla temsilcisi bulunan işyerlerindeki\ntemsilcilerinden birine Sendikal çalışmaları için haftada 2 saat ücretli\nizin verir.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, Sendika Genel Kurul toplantılarına katılacak delegelerin\ntümüne bir takvim yılında, Sendika Genel Merkezinin talebi üzerine 300\nişgünü ücretli izin verir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>d)işveren, Sendika Genel Merkezinin talebi üzerine, Sendika Danışma\nKurulu toplantıları ile Sendika üyelerinin katılacağı Uluslararası gezi,\nkonferans, seminer ve kurslar için tümüne bir takvim yılında toplam 50\ngün ücretli izin verir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)İşveren, Sendikanın seçimle görev almış yöneticilerine ve iş-yeri\nTemsilcilerine Sendikaca düzenlenecek mesleki ve sendikal kurs, konferans ve\nseminerlere katılacakların tamamı için her yıl 300 işgününü geçmemek\nüzere ücretli izin vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Ch3>İŞYERİNDE TOPLANTI HAKKI: Madde 61-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika zorunlu organlarının üyeleri ve İşyeri Sen-dika Temsilcileri\nçalışma saatleri dışında veya hafta tatili günlerinde yetkili işyeri\nyöneticilerinden izin almak suretiyle işyerlerinde Sendika üyeleriyle\ntoplantı yapma ve mesai saatleri içinde işi aksatmamak koşuluyla Sendika\nüyeleri ile görüşme hakkına sahiptirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKA BİLDİRİLERİ: Madde 62- \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikaca yayımlanan bildiriler, temsilciler aracılığı ile çalışma\nsaatleri dışında üyelere dağıtılır. Gerektiğinde bildirilerin\nokunabilmesini sağlamak üzere işyerinde üyelerin görebileceği uygun bir\nyere asılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TEMSİLCİLİK YERİ: Madde 63-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde temsilcilerin görevlerini yapmaları için olanaklar\nölçüsünde İşverence bir temsilcilik yeri verilir. Temsilcilik yeri\nverilemeyen işyerlerinde, temsilcilere görevlerini yapabilmeleri için bir\nevrak dolabı sağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YAZILARIN CEVAPLANDIRILMASI: Madde 64-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tarafların birbirine yazdıkları yazılar en geç 15 gün içinde\ncevaplandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YAYINLARIN VE NAKİLLERİN BİLDİRİLMESİ YÜKÜMLÜLÜĞÜ: Madde 65-\n\u003C\u002Fh3>\n\n\u003Cp>a) Banka, Sendika üyeleri ile ilgili olarak yayımladığı yönetmelik,\ngenelge, sirküler, yönerge ve videokasetleri yayımladığı tarihte Sendika\nGenel Merkezine gönderir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, işe yeni giren üyelerle işten ayrılan üyeleri ve nakil\nedilen üyelerin eski ve yeni işyerlerini, işlemi izleyen ayın 15’ine\nkadar yazı ile Sendika Genel Merkezine bildirir.\u003C\u002Fp>\n\n\u003Cp>e) Banka, Sendika Genel Merkezinin Genel Kurul nedeniyle talep edeceği\nSendika üyeleri listesini, istenilecek gerekli bilgileri de içermek kaydıyla\ntalep tarihinden en geç 15 gün içinde Sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKA ÜYELİK AİDATI VE KESİLMESİ: Madde 66-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, Sendika tarafından kendisine bildirilen üye-lerin çıplak\naylıklarından, Sendika Tüzüğünde belirtilen üyelik aidatını keserek,\nücretlerin ödendiği günden itibaren en çok 15 gün içinde Sendikanın\nbildireceği Banka hesabına yatırır\u003C\u002Fp>\n\n\u003Cp>Sendikaya yeni üye olanların aidatları, Sendika tarafından üye\nlistesinin İşverene bildirilmesi tarihini izleyen aybaşından itiba-ren\nkesilmeye başlanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bildirim ayın 15’inden sonra yapılırsa, kesinti bildirim\ntarihini izleyen aydan sonraki aybaşında yapılır.\u003C\u002Fp>\n\n\u003Cp>İşyerleri itibariyle kimlerden ve ne kadar aidat kesildiğine ilişkin\nlistelerin bir nüshasını da Sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÇALIŞAN İLİŞKİLERİ DANIŞMA KURULU (ÇİDAK) Madde 67-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Çalışma yaşamında ortaya çıkabilecek sorunların, sosyal diyalog\niçinde hızla ve zamanında çözümlenerek; Bankada ve Sendika üyeleri\narasında, çalışma barışını korumak ve verimliliğin artmasında\nkatkıda bulunmak amacıyla İşveren ile Sendika tarafından atanacak olan\ntemsilcilerden “Çalışan İlişkileri Danışma Kurulu” (ÇİDAK)\noluşturulur.\u003C\u002Fp>\n\n\u003Cp>Çalışan İlişkileri Danışma Kurulunun (ÇİDAK); Temsili ve\nkatılımı, Kurul tarafından yürütülecek faaliyetler, toplantı dönemleri\nile çalışma ilkeleri Banka ile Sendika tarafından hazırlanan yönetmelikle\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>Çalışanların iş yapış şekline etki eden hedefe yönelik satış ve\npazarlama faaliyetlerinde;\u003C\u002Fp>\n\n\u003Cp>•etik olmayan ve çalışma kurallarımıza uymayan davranışlarda\nbulunulamaz,\u003C\u002Fp>\n\n\u003Cp>•özel-iş hayatı dengesini sarsıcı yöntemler ile\u003C\u002Fp>\n\n\u003Cp>•üyelerin performansını olumsuz etkileyen iletişim yöntemleri\nkullanılamaz,\u003C\u002Fp>\n\n\u003Cp>Söz konusu, durumların varlığını tespit etmek, değerlendirmek ve\nönlemek veya ortadan kaldırmak için, gerekli aksiyonları belirlemek\nÇalışan İlişkileri Danışma Kurulunun görevleri arasındadır.\u003C\u002Fp>\n\n\u003Cp>Banka’nın sendika üyelerine vermiş olduğu hedeflerin gerçekleşme\ndurumlarına dair yöneticilerin görüşlerini içeren “yazılı uyanlar”\nİnsan Kaynaklarının görüş ve onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM VIII\u003C\u002Fh2>\n\n\u003Ch2>UYUŞMAZLIKLARIN ÇÖZÜMÜ\u003C\u002Fh2>\n\n\u003Ch3>UYUŞMAZLIKLARIN ÇÖZÜMÜ: Madde 68-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin yorumlanmasından veya uygulanmasından doğacak\nuyuşmazlıkları İşveren ile Sendika yetkilileri inceleyerek yapacakları\ntoplantıda görüşme yoluyla çözümler.\u003C\u002Fp>\n\n\u003Cp>Uyuşmazlığın görüşme yoluyla giderilememesi halinde taraflar\n69’uncu maddede belirlenen Uyuşmazlıkları Çözüm Komitesine başvurmakta\nserbesttirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>UYUŞMAZLIKLARI ÇÖZÜM KOMİTESİ VE KARARLARI: Madde 69-\u003C\u002Fh3>\n\n\u003Cp>Uyuşmazlıktan Çözüm Komitesi, Sendika ve İşveren tarafından atanacak\nüçer üyeden oluşur. Komite, taraflardan birinin uyuşmazlık konusunu\nyazılı olarak diğer tarafa bildirmesini takip eden 6 işgünü içinde\ntoplanmak zorundadır. Taraflar yapacağı bildirimde, komitedeki temsilcileri\nile toplantı yer ve zamanını ayrıca belirtirler. Komite ilk\ntoplantısından en çok 15 gün içinde uyuşmazlığı bir karara bağlamak\nzorundadır. Komite bu süre içinde bir karar veremediği takdirde\ngörüşmeler, tarafların anlaşması ile en çok 6 işgünü daha\nuzatılabilir. Uyuşmazlıkları Çözüm Komitesi bir karara varamazsa veya\nvarılan karar taraflarca kabul edilmezse, tarafların 6356 sayılı Sendikalar\nve Toplu İş Sözleşmesi Kanunu ve buna ilişkin mevzuattan doğan baklan\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM IX YÜRÜRLÜK\u003C\u002Fh2>\n\n\u003Ch3>YÜRÜRLÜK VE SÜRE: Madde 70-\u003C\u002Fh3>\n\n\u003Cp>Bu sözleşme 01.04.2021 tarihinden 31.03.2023 tarihine kadar 2 yıllık\nsüre için yürürlükte kalacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmenin her ne sebeple olursa olsun sona ermesi halinde,\nhükümleri yenisi yürürlüğe girinceye kadar hizmet akdi olarak aynen\nyürürlükte kalır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE\u003C\u002Fh3>\n\n\u003Ch4>Geçici Madde 1-\u003C\u002Fh4>\n\n\u003Cp>Bu sözleşmenin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyelerde iş sözleşmelerinin sona erdiği tarihe\nkadar Toplu îş Sözleşmesinden yararlanır.\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",{"cbadate_start_date":44,"trainingprogrammes":47,"pensionfund":51,"contracttrial":55,"healthandsafetypolicy":59,"disabilitypay":63,"hivpolicy":67,"funeralpay":71,"paidmaternityleave":75,"paidmaternityleaveduration":78,"pregnancy":82,"paidpaternityleave":86,"childcare":90,"deathrelativesleave":94,"marriageleave":98,"maternity_nursing_breaks_length":102,"discrimination":104,"WORKHOURS_trigger":107,"hourspday":110,"PAIDLEAV_trigger":114,"holidaysdays":117,"SCHEDULE_trigger":121,"TRADEUNLEAV_trigger":125,"tradeunleavdays":128,"WAGES_trigger":132,"wageincreasetype2":135,"OVERTIME_trigger":139,"SUNDAY_trigger":143,"COMMUTE_trigger":147,"SENIOR_trigger":151,"longserviceallowancedays1":154,"MEALALL_trigger":158},{"bindId":45,"name":46,"text":46},"cbadate_start_date","01.04.2021-31.03.2023",{"bindId":48,"name":49,"text":50},"trainingprogrammes","EĞİTİM VE SEMİNERLER: Madde 27- Üyeler, ","EĞİTİM VE SEMİNERLER: Madde 27- \n\n\n\nÜyeler, halen yapmakta oldukları işleri daha iyi yapabilmek veya\nhazırlandıkları üst görevlerin gerektirdiği nitelikleri kazanabilmek\niçin Genel Müdürlükçe fırsat eşitliği ilkelerine uygun olarak kurs ve\nseminerlere çağrılırlar. Üyelerin, ilgili kurs ve seminerlere\ngönderilmesi esastır.",{"bindId":52,"name":53,"text":54},"pensionfund","ÇALIŞANLARIN SOSYAL GÜVENLİĞİ: Madde 10-","ÇALIŞANLARIN SOSYAL GÜVENLİĞİ: Madde 10-\n\nİşveren, Yapı ve Kredi Bankası A.Ş. Mensuplar Yardım ve Emekli\nSandığı Vakfı fiilen Sosyal Sigortalar Kurumu’na devredilinceye kadar\nVakfa karşı mevcut taahhütlerini ifaya devam eder.",{"bindId":56,"name":57,"text":58},"contracttrial","DENEME SÜRESİ: Madde 12- Sözleşmenin yür","DENEME SÜRESİ: Madde 12-\n\nSözleşmenin yürürlük tarihinden sonra işe alınan Sendika üyeleri\niçin deneme süresi dört aydır.",{"bindId":60,"name":61,"text":62},"healthandsafetypolicy","Taraflar, bu Toplu İş Sözleşmesi ile işy","Taraflar, bu Toplu İş Sözleşmesi ile işyerlerinde karşılıklı iyi\niliş-kileri, çalışma barışını, huzur ve iş güvenliğini\nsağlayacaklardır.",{"bindId":64,"name":65,"text":66},"disabilitypay","ÖLÜM VE YARALANMA TAZMİNATI: Madde 34- G","ÖLÜM VE YARALANMA TAZMİNATI: Madde 34-\n\n\n\nGörevin yerine getirilmesi sırasında meydana gelecek her türlü kaza\nsonucu (trafik kazaları dâhil) veya silahlı soygun ve saldırılarda,\nİşverence tahsis olunan vasıtalarla işyerine gidiş ve gelişlerde meydana\ngelecek trafik kazalarında hiçbir işte çalışamayacak kadar yaralananlara\nveya ölenlerin mirasçılarına yasal haklarından ayrı olarak\n25.000.-TL’den az olmamak üzere İşverence saptanacak miktarda tazminat\nödenir. Yaralanma hali tam teşekküllü sağlık kurulunun raporu ile tespit\nedilir. Kısmi maluliyet halinde tazminat çalışma oranındaki kayba göre\nhesap edilerek en geç bir ay içinde ödenir.",{"bindId":68,"name":69,"text":70},"hivpolicy","SAĞLIK YARDIMI: Madde 37- Sendika üyeler","SAĞLIK YARDIMI: Madde 37- \n\n\n\nSendika üyeleri yürürlükteki “Yapı ve Kredi Bankası A.Ş. Sağlık\nYönetmeliği”ndeki esaslar uyarınca sağlık yardımlarından\nyararlanırlar. Yönetmelikte yapılacak değişikliklerde Sendikanın yazılı\ngörüşü alınır.",{"bindId":72,"name":73,"text":74},"funeralpay","ÖLÜM YARDIMI: Madde 45- Üyenin ölümü hal","ÖLÜM YARDIMI: Madde 45-\n\n\n\nÜyenin ölümü halinde mirasçılarına 13.000.-TL, üyenin eşi, ana,\nbaba veya çocuklarının ölümü halinde kendisine 3.500.-TL Ölüm Yardımı\nyapılır.",{"bindId":76,"name":77,"text":77},"paidmaternityleave","DOĞUM İZNİ SÜRESİ: Madde 24- ",{"bindId":79,"name":80,"text":81},"paidmaternityleaveduration","Doğum yapan sendika üyelerine doğumdan ö","Doğum yapan sendika üyelerine doğumdan önce sekiz ve doğumdan sonra\nsekiz hafta olmak üzere toplam onaltı haftalık doğum izni verilir.",{"bindId":83,"name":84,"text":85},"pregnancy","Doğum yapan kadınlara sözleşmenin 24’ünc","Doğum yapan kadınlara sözleşmenin 24’üncü maddesinde belirtilen\nsüre kadar dinlenmelerini müteakip işe başladıktan sonra çocuk 1\nyaşında oluncaya kadar, çocuğunu emzirmek üzere her gün öğleden önce\nve sonra mesai saati bitiminden önce birer saatten günde 2 saat veya üyeye\nistediği takdirde sabah veya öğleden sonra bir defada iki saat kullanmak\nüzere ücretli emzirme izni verilir. Ve süt izni hiçbir şekilde\nbirleştirilerek kullanılamaz.",{"bindId":87,"name":88,"text":89},"paidpaternityleave","-Eşinin doğum yapması halinde...........","-Eşinin doğum yapması halinde...............5 işgünü",{"bindId":91,"name":92,"text":93},"childcare","- Eş, çocuklar, anne, baba veya kardeşle","- Eş, çocuklar, anne, baba veya kardeşlerinden birinin kaza sonucu ağır\nyaralanması, ameliyat veya ağır hastalığı halinde veya hekimleri\ntarafından gerekli görülmesi kaydıyla bakmakla yükümlü olduğu\nçocuğunun bakımı nedeniyle hastanede refakatçi kalması durumunda (Her\nikisi de sendika üyesi ise ebeveynlerden birine verilir.)...............3\nişgünü",{"bindId":95,"name":96,"text":97},"deathrelativesleave","-Eş veya çocuğunun ölümü halinde........","-Eş veya çocuğunun ölümü halinde...............7 işgünü",{"bindId":99,"name":100,"text":101},"marriageleave","-Evlenmesi halinde...............5 işgün","-Evlenmesi halinde...............5 işgünü",{"bindId":103,"name":84,"text":85},"maternity_nursing_breaks_length",{"bindId":105,"name":49,"text":106},"discrimination","EĞİTİM VE SEMİNERLER: Madde 27- \n\n\n\nÜyeler, halen yapmakta oldukları işleri daha iyi yapabilmek veya\nhazırlandıkları üst görevlerin gerektirdiği nitelikleri kazanabilmek\niçin Genel Müdürlükçe fırsat eşitliği ilkelerine uygun olarak kurs ve\nseminerlere çağrılırlar. Üyelerin, ilgili kurs ve seminerlere\ngönderilmesi esastır.\n\n\n\nYÜKSELMENİN KOŞULLARI VE İLKELERİ: Madde 28-\n\n\n\nSendika üyelerinin yükselme koşullan; üyeler arasında ayırım\ngözetmeksizin fırsat eşitliği sağlayacak ve en layık olanı tespit edecek\nmahiyette, Sendikanın görüşü alınmak suretiyle işverence belirlenir.",{"bindId":108,"name":109,"text":109},"WORKHOURS_trigger","ÇALIŞMA İLKELERİ: Madde 17-",{"bindId":111,"name":112,"text":113},"hourspday","Sendika üyelerinin çalışma saatleri, gün","Sendika üyelerinin çalışma saatleri, günlük 8 saat olmak üzere\nhaftada 5 gün ve 40 saattir.",{"bindId":115,"name":116,"text":116},"PAIDLEAV_trigger","YILLIK ÜCRETLİ İZİNLER: Madde 19- ",{"bindId":118,"name":119,"text":120},"holidaysdays","-1-5 yıl (5 yıl dahil) ...............15","-1-5 yıl (5 yıl dahil) ...............15 işgünü,",{"bindId":122,"name":123,"text":124},"SCHEDULE_trigger","OPERASYON MERKEZLERİNİN ÇALIŞMA KOŞULLAR","OPERASYON MERKEZLERİNİN ÇALIŞMA KOŞULLARI: Madde 18-\n\n\n\nSürekli olarak sekiz saat bilgi girişi yapılan birimler-de\nçalışanlara, çalışmanın ortalama bir zamanında öğleden önce ve sonra\n20’şer dakika ara dinlenmesi verilir.",{"bindId":126,"name":127,"text":127},"TRADEUNLEAV_trigger","SENDİKAL İZİNLER: Madde 60-",{"bindId":129,"name":130,"text":131},"tradeunleavdays","d)işveren, Sendika Genel Merkezinin tale","d)işveren, Sendika Genel Merkezinin talebi üzerine, Sendika Danışma\nKurulu toplantıları ile Sendika üyelerinin katılacağı Uluslararası gezi,\nkonferans, seminer ve kurslar için tümüne bir takvim yılında toplam 50\ngün ücretli izin verir.",{"bindId":133,"name":134,"text":134},"WAGES_trigger","ÜCRET ZAMLARI: Madde 31",{"bindId":136,"name":137,"text":138},"wageincreasetype2","A)I. YIL ZAMMI: a)Birinci altı ay için; ","A)I. YIL ZAMMI:\n\na)Birinci altı ay için; Bu toplu iş sözleşmesinin imzalandığı\ntarihte Bankada çalışan Sendika Üyelerinin 31.03.2021 tarihindeki aylık\nücretlerine, 01.04.2021 tarihinden geçerli olarak %11,75 oranında zam\nyapılır.",{"bindId":140,"name":141,"text":142},"OVERTIME_trigger","FAZLA ÇALIŞMA ÜCRETİ: Madde 26- Sendika ","FAZLA ÇALIŞMA ÜCRETİ: Madde 26-\n\n\n\nSendika üyelerine yaptıkları fazla çalışmalar karşılığında her\nbir saat ve artığı için aylık ücretlerinin ikiyüzyirmibeşte birinin %50\n(yüzde elli) fazlası ödenir.",{"bindId":144,"name":145,"text":146},"SUNDAY_trigger","Cumartesi, pazar, ulusal bayram ve genel","Cumartesi, pazar, ulusal bayram ve genel tatil günlerinde yaptırılan\nfazla çalışmalar % 100 (Yüzde yüz) zamlı olarak ödenir.",{"bindId":148,"name":149,"text":150},"COMMUTE_trigger","SERVİS ARACI TAHSİSİ: Madde 33- İşveren ","SERVİS ARACI TAHSİSİ: Madde 33- \n\n\n\nİşveren mevcut uygulama koşullan çerçevesinde İstanbul, Ankara, İzmir\nşehirlerinde üyelerin yoğun olduğu semtlere talebi karşılayacak sayıda\nservis aracı tahsisine gayret eder.\n\nYukarıda anılan şehirlerde, oturduğu yer itibariyle ancak vasıta ile\nişe gelmek durumunda olup, Bankaca sağlanan servis aracından\nyararlanamayanlara, sendikanın da görüşü alınmak suretiyle işverenin\nbelirleyeceği bir miktar üzerinden her ay ödeme yapılır.",{"bindId":152,"name":153,"text":153},"SENIOR_trigger","KIDEM TAZMİNATI: Madde 48-",{"bindId":155,"name":156,"text":157},"longserviceallowancedays1","Kıdem tazminatı hakkında Yasa hükümleri ","Kıdem tazminatı hakkında Yasa hükümleri uygulanır. Ölüm hallerinde\nve emeklilikte Yasa ile tespit edilen tavanı aşmamak koşulu ile her hizmet\nyılı için 45 günlük ücret tutarında kıdem tazminatı ödenir.",{"bindId":159,"name":160,"text":161},"MEALALL_trigger","YEMEK PARASI: Madde 38- İşveren Bankaca ","YEMEK PARASI: Madde 38-\n\n\n\nİşveren Bankaca öğle yemeği konusundaki akıllı kart sistemi ile\nilgili uygulamaya devam edilir.\n\nAkıllı karta yüklenecek beher günlük yemek parasının miktarı her\nyıl Ocak ayında İşveren Banka ve Sendika ile birlikte protokol ile\nbelirlenir.\n\nNormal günlerde, genel tatil ve hafta tatili günlerinde yapılan fazla\nçalışmalar yemek saatleri içine rastladığı takdirde işveren yemek\nvermeyi kabul eder. Yemek verilmez ise yemek parası ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Yapı ve Kredi Bankası A.Ş ile Banka- Finans ve Sigorta İşçileri Sendikası 01.04.2021-31.03.2023 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2021-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Bankalar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Evet\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: → Evet\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 3.5\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 3 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 120 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 15.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 50.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 11.75 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2021-04\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → -9.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[167],{"title":37,"slug":33},[169],{"type":170,"data":171},"call_to_action_body_block",{"title":172,"description":173,"variant":174,"link":175},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":172,"url":176,"description":172,"rel":177,"type":178},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[180],{"type":170,"data":181},{"title":172,"description":173,"variant":174,"link":182},{"title":172,"url":176,"description":172,"rel":177,"type":178},[],{"title":17,"seo_title":185,"description":7,"path":186,"redirect_url":7,"locale":18,"children":187},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[188,269,298],{"title":20,"seo_title":189,"description":7,"path":190,"redirect_url":7,"locale":18,"children":191},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[192,196,200,216,265],{"title":193,"seo_title":8,"description":7,"path":194,"redirect_url":7,"locale":18,"children":195},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":197,"seo_title":8,"description":7,"path":198,"redirect_url":7,"locale":18,"children":199},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":201,"seo_title":8,"description":7,"path":202,"redirect_url":7,"locale":18,"children":203},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[204,208,212],{"title":205,"seo_title":8,"description":7,"path":206,"redirect_url":7,"locale":18,"children":207},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":209,"seo_title":8,"description":7,"path":210,"redirect_url":7,"locale":18,"children":211},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":213,"seo_title":8,"description":7,"path":214,"redirect_url":7,"locale":18,"children":215},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":217,"seo_title":218,"description":7,"path":219,"redirect_url":7,"locale":18,"children":220},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[221,225,229,233,237,241,245,249,253,257,261],{"title":222,"seo_title":8,"description":7,"path":223,"redirect_url":7,"locale":18,"children":224},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":226,"seo_title":8,"description":7,"path":227,"redirect_url":7,"locale":18,"children":228},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":230,"seo_title":8,"description":7,"path":231,"redirect_url":7,"locale":18,"children":232},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":234,"seo_title":8,"description":7,"path":235,"redirect_url":7,"locale":18,"children":236},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":238,"seo_title":8,"description":7,"path":239,"redirect_url":7,"locale":18,"children":240},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":242,"seo_title":8,"description":7,"path":243,"redirect_url":7,"locale":18,"children":244},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":246,"seo_title":8,"description":7,"path":247,"redirect_url":7,"locale":18,"children":248},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":250,"seo_title":8,"description":7,"path":251,"redirect_url":7,"locale":18,"children":252},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":254,"seo_title":8,"description":7,"path":255,"redirect_url":7,"locale":18,"children":256},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":258,"seo_title":8,"description":7,"path":259,"redirect_url":7,"locale":18,"children":260},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":262,"seo_title":8,"description":7,"path":263,"redirect_url":7,"locale":18,"children":264},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":18,"children":266},[267],{"title":172,"seo_title":8,"description":7,"path":176,"redirect_url":7,"locale":18,"children":268},[],{"title":270,"seo_title":8,"description":7,"path":271,"redirect_url":7,"locale":18,"children":272},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[273,277,283,288,293],{"title":274,"seo_title":8,"description":7,"path":275,"redirect_url":7,"locale":18,"children":276},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":278,"seo_title":8,"description":7,"path":279,"redirect_url":280,"locale":281,"children":282},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":284,"seo_title":8,"description":7,"path":285,"redirect_url":286,"locale":281,"children":287},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":289,"seo_title":8,"description":7,"path":290,"redirect_url":291,"locale":281,"children":292},"Haberler ve 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