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Ltd. Şti ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 15.07.2023-31.03.2026","YBK İnşaat Temizlik ve Tic. Ltd. Şti ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 15.07.2023-31.03.2026 - 2023","Turkey - YBK İnşaat Temizlik ve Tic. Ltd. Şti ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 15.07.2023-31.03.2026 - 2023","YBK İnşaat Temizlik ve Tic. Ltd. Şti ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 15.07.2023-31.03.2026 - 2023 - Security, cleaning, homework",{"name":39,"data":40},"YBK TEMİZLİK.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>YBK TEMİZLİK\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>YBK İnşaat Temizlik ve Tic. Ltd. Şti\u003C\u002Fh1>\n\n\u003Ch1>ile \u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>15.07.2023-31.03.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER \u003C\u002Fh2>\n\n\u003Ch3>MADDE-1. TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları YBK İnşaat Temizlik ve Tic. Ltd.\nŞti ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ\nSENDİKASI)'dır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)Tüm Belediye ve Genel Hizmet İşçileri Sendikası \"HİZMET-İŞ\" veya\n\"SENDİKA\",\u003C\u002Fp>\n\n\u003Cp>2)İş bu sözleşmede adı geçen YBK İnşaat Temizlik ve Tic. Ltd. Şti\nİŞVEREN\"\u003C\u002Fp>\n\n\u003Cp>3)İşletmenin bütünü sevk ve idareye yetkili olanlarla işyerinde\nişveren adına hareket eden ile işin ve işyerinin yönetiminde görev alan\nkimselere \"İŞVEREN VEKİLİ\"\u003C\u002Fp>\n\n\u003Cp>4)Ekleri ile birlikte bu toplu iş sözleşmesi \"SÖZLEŞME\" veya \"TİS\",\u003C\u002Fp>\n\n\u003Cp>5)Bu toplu iş sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerleri \"İŞYERİ\",\u003C\u002Fp>\n\n\u003Cp>6)Bu toplu iş sözleşmesinin tarafı olan işverenin iş organizasyonu\nkapsamındaki bütün işyerlerinde çalışan Hizmet-iş (Tüm Belediye ve\nGenel Hizmet İşçileri Sendikası) üyeleri \"ÜYE\",\u003C\u002Fp>\n\n\u003Cp>7)Bu toplu iş sözleşmesinin kapsadığı tüm işçiler \"İŞÇİ\",\nolarak anılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 15.07.2023 tarihinde yürürlüğe girer;\n31.03.2026 tarihi mesai bitiminde sona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-3. SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Yer olarak; İşverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içinde kurulacak olan idari, ekonomik teknik veya hukuki yönden\nişverene bağlı işyerleri, işyerlerine bağlı yerler, eklentiler ve\naraçları ile oluşturulan iş organizasyonu kapsamındaki bütün yerleri\nkapsar.\u003C\u002Fp>\n\n\u003Cp>2)Şahıs olarak; İşverenin iş organizasyonu kapsamındaki işyerlerinde\nçalışan veya sözleşme süresi içinde işe alınan Hizmet-iş Sendikası\nüyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>3)YBK İnşaat Temizlik ve Tic. Ltd. Şti'inde çalışan taraf sendika\nüyesi işçileri kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-4. TOPLU-İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesinden Hizmet-İş Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Toplu iş sözleşmesinin imzalandığı tarihte Hizmet-İş Sendikasına\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin kesinleştiği tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesinin imza tarihinde Hizmet-İş Sendikasına üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar veya imza tarihinde\nHizmet-İş Sendikasına üye bulunup ta ayrılanların toplu iş\nsözleşmesinden yararlanmaları, Hizmet-İş Sendikasına dayanışma aidatı\nödemelerine bağlıdır. Dayanışma aidatı ile toplu iş sözleşmesinden\nyararlanma, sözleşmenin imza tarihinden sonra mümkündür.\u003C\u002Fp>\n\n\u003Cp>d)Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler, toplu iş sözleşmesinin yürürlük\nbaşlangıç tarihinden iş sözleşmelerinin sona erdiği tarihe kadar toplu\niş sözleşmesi ile sağlanan haklardan kıdem tazminatı farkı dâhil,\nçalıştıkları süre ile orantılı olarak sendika üyelik aidatını\nödemek kaydıyla yararlanırlar. Bu ödeme eğer üye ölmüş ise\nmirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Her ne sebeple olursa olsun sona eren toplu iş sözleşmesi hükümleri,\no tarihte sözleşmeden yararlanmakta olan üyelerin şahıslarına münhasır\nolmak üzere, yenisi yürürlüğe girinceye kadar iş sözleşmesi olarak\ndevam eder. Taraf sendikanın yetki tespiti alması şartıyla sözleşmede\nbelirtilmiş bütün kuralların, temsilcilerin yetki ve görevleri yeni toplu\niş sözleşmesi imzalanıncaya kadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. TOPLU İS SÖZLEŞMESİNİN AMACI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı; İş sözleşmelerinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek.\u003C\u002Fp>\n\n\u003Cp>İşyerinde düzenli ve verimli çalışmayı sağlamak, ahlaki ilkeleri ve\nhakka bağlılığı da gözeterek işçileri ile işverenlerin karşılıklı\nhak ve menfaatlerini dengelemek,\u003C\u002Fp>\n\n\u003Cp>Taraflar arasında çıkabilecek uyuşmazlıkların uzlaşma yolunu ve\nçözüm şekillerini göstermek,\u003C\u002Fp>\n\n\u003Cp>İşveren ile işçi ve sendika arasındaki ilişkileri, düzenleyip; iş\nahengi ve çalışma barışını adil bir şekilde korumak, İstikrarsız ve\ngüvencesiz istihdamı ortadan kaldırmayı, meslek ile aile yaşantısını\nuzlaştırmayı desteklemek.\u003C\u002Fp>\n\n\u003Cp>Kaliteli kamu hizmetlerinin sunumunda kullanıcıların, çalışanların ve\nonların temsilcilerinin katılımını, demokratik kontrolünü,\nşeffaflığı, iyi yönetimi cesaretlendirmek, yeteneklerin gelişmesini\nsağlamak,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Düzgün iş, iyi ücret düzeyleri ve yeterli çalışma koşulları ile\nkamu hizmetlerinde çalışanların yaşam kalitesi arasında birebir bir\nilişki olduğu fikrini teşvik etmek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet-İş Sendikası üyelerinin sosyo-ekonomik, moral ve kültürel\ngelişmelerini sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-6. SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 4857 sayılı kanunun 16.maddesine dayanılarak \"Takım\nSözleşmesi\" yapmak suretiyle veya işçilere yapılacak ferdi iş\nsözleşmeleriyle, bu toplu iş sözleşmesi hükümlerini kısmen ve tamamen,\ndoğrudan doğruya veya dolaylı yollarla sendikasız veya başka bir\nsendikanın üyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren bu toplu iş sözleşmesi ile getirilen hak ve menfaatlerin\ndışında hiçbir işçiye herhangi bir nam adı altında (Hizmet-İş\nSendikası üyeleri de dâhil olmak üzere) ilave ücret zammı veya sosyal\nyardım vermek suretiyle ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, (a) ve (b) bendinde belirtilen haklar verildiği ve her ne\nnam altında olursa olsun bir hak ve yarar temin edildiği takdirde verilen bu\nhak ve yararlar taraf sendikanın üyelerinin ücretlerine ek bir zam olarak\nayrıca ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>d)Bu toplu iş sözleşmesinin çalışma süreleri, iş sağlığı ve\ngüvenliği gibi maddelerinden sendika üyesi olmayanlarda aynen\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>e)Belediyenin ortağı olduğu şirketin kapatılması, satılması,\ndevredilmesi ya da her ne şekilde olursa olsun tasfiye edilmesi halinde, bu\nişyerlerinde çalışan işçiler, öncelikle mevcut ücret ve sosyal hakları\nkorunarak belediyenin yeni kuracağı veya kurulmuş olan başka şirketlerine\ngeçirilmek zorundadır. Belediyenin ortak olduğu veya olacağı şirketinin\nbulunmaması halinde bu işçiler belediye işçileri kabul edilerek\nbelediyenin kendi bünyesi içinde öncelikle kadrosuna, kadro yoksa işçinin\nrızası alınarak kadrosuna yakın \u002F uygun başka bir işe yerleştirilir. Bu\ndurumda işçinin ücret, kıdem ve meslek durumlarında işçi aleyhine bir\nuygulamaya gidilemez. Bu işçilerden ayrılmak isteyene kıdem tazminatları\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL FAALİYETLER ve TEMİNATI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-7. SENDİKAL FAALİYETLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A- Sendikal Faaliyet\u003C\u002Fh4>\n\n\u003Cp>1)Sendika ve şube yöneticileri ile işyeri sendika temsilcileri sendika\nveya işçiyi ilgilendiren konularda gerektiğinde işveren ve işveren\ntemsilcileriyle çalışma saatleri içinde veya dışında doğrudan doğruya\nilişki kurabilir.\u003C\u002Fp>\n\n\u003Cp>2)İşveren, sendikanın işyerinde işverenin izniyle mesai saatleri\niçinde veya dışında tayin ettiği temsilcileri vasıtasıyla üye\nkaydetmelerine ve sözleşme maddelerinin aksamadan yürütülüp\nyürütülmediğinin kontrolüne izin verir. Hiçbir şekilde yetkili\nsendikanın faaliyetleri işveren tarafından engellenemez.\u003C\u002Fp>\n\n\u003Ch4>B- Yönetici ve Temsilcilerin Faaliyetleri\u003C\u002Fh4>\n\n\u003Cp>1)İşyerinde işçi işveren arasındaki işbirliği ile çalışma\nbarışının devamını sağlamak,\u003C\u002Fp>\n\n\u003Cp>2)İşçi işveren arasında çıkacak uyuşmazlıkların toplu iş\nsözleşmesine uygun biçimde çözümlenmesine yardımcı olmak, \u003C\u002Fp>\n\n\u003Cp>3)Önemli ve acil vakalarda işyeri yetkilisi ile görüşmek, olayın\nolduğu mahalle gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE-8. SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)Yönetici İzinleri; \u003C\u002Fh4>\n\n\u003Cp>Sendika. Bölge, Şube, İl Başkanı ve yöneticilerine sendikal\nfaaliyetlerini ifa edebilmeleri için yılda 60 işgünü sendikal izin\nverilir. Toplu iş sözleşmesinin sona ermesi halinde sona eren Toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden yetki tespiti\nverilmişse sendikal izinli sayılması hali devam eder.\u003C\u002Fp>\n\n\u003Ch4>B)İşyeri Sendika Bastemsilcisi ve Temsilci izinleri:\u003C\u002Fh4>\n\n\u003Cp>İşyeri Sendika Baş temsilcileri ve Temsilcilerine işyerindeki işlerini\naksatmamak ve işyeri disiplinine aykırı olmamak şartıyla;\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Baş Temsilcisine Haftada 1 (bir) gün sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Temsilcilerine haftada bir gün aralarında görüşme\nyapmalarını sağlamak amacıyla aşağıda belirlenen şekilde sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri işçi mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık izin süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>7 Saat,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>9 Saat,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>11 Saat,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>C)Kadın Komitesi, Engelliler Komitesi, Gençlik Komitesi ile Kültür\nSanat Komitesi, Afet İşleri Komitesi, Sosyal Medya Komitesi, Filistin ve\nKudüs'e Destek Sendikal Dayanışma Komitesi, Türk Dünyası ve Akraba\nTopluluklar Komitesi, İş Sağlığı ve İş Güvenliği Komitesi\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Üyeleri İzni;\u003C\u002Fstrong> İşyerinde çalışan işçiler arasından\nsendikaca, Şube nezdinde kurulan Kadın Komitesi, Engelliler Komitesi,\nGençlik Komitesi ile Kültür Sanat Komitesi Afet İşleri Komitesi, Sosyal\nMedya Komitesi, Filistin ve Kudüs'e Destek Sendikal Dayanışma Komitesi,\nTürk Dünyası ve Akraba Topluluklar Komitesi, İş Sağlığı ve İş\nGüvenliği Komitesi üyesi belirlenir ve bu komitelerin üyelerine haftada 6\nsaat sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch4>D)Diğer İzinler: \u003C\u002Fh4>\n\n\u003Cp>Sendikanın her kademesinde görevli yöneticilerine, toplu iş sözleşmesi\nile kurulması öngörülen kurul ve komite üyelerine, temsilcilerine, kadın\nkomitesi başkan ve üyelerine, engelliler komitesi başkan ve üyelerine,\nkültür sanat komitesi başkan ve üyelerine, gençlik komitesi başkan ve\nüyelerine Afet İşleri Komitesi ve üyelerine, Sosyal Medya Komitesi ve\nüyelerine, Filistin ve Kudüs'e Destek Sendikal Dayanışma Komitesi\nüyelerine, Türk Dünyası ve Akraba Topluluklar Komitesi ve üyelerine, İş\nSağlığı ve İş Güvenliği Komitesi ve üyelerine ve sendika tarafından\nbelirlenecek görevlilere kongre, konferans, seminer, yönetim, denetim,\ndisiplin kurulu ve temsilciler meclisi toplantıları, kadınlarla ilgili\netkinlik ve kadın komitesi toplantıları, engellilerle ilgili etkinlik ve\nengelliler komitesi toplantıları, kültür ve sanatla ilgili etkinlik ile\nkültür sanat komitesi toplantıları, gençlerle ilgili etkinlik ve gençlik\nkomitesi toplantıları gibi toplantılara katılmaları için sendikanın\nyazılı talebi üzerine talep edilen tarihler için sendikal izin verilir. Bir\ndefada işyeri işçi sayısının %15'inden fazlasının sendikal izin\nkullanması işverenin onayına bağlıdır. Konfederasyon, sendika genel\nmerkez genel kurulu delegelerine 5 işgünü, şube genel kurul delegelerine 2\nişgünü sendikal izin verilir, genel kurullar için %15 oranı şartı\naranmaz. Ancak, her iki durumda da sendika isim listesini yazılı olarak 3\ngün önceden işverene bildirmek zorundadır. Yukarıda adı geçen temsilci,\nyönetici ve diğer görevlilere işveren tarafından izin verilmediği\ntakdirde işe gelmeyenleri işveren sorumlu tutamaz ve herhangi bir şekilde\ncezalandıramaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8 Mart Dünya Kadınlar Günüdür, 10-16 Mayıs Engelliler Haftasıdır.\nBugünlerde etkinliklere katılmak üzere en az 5 işgünü önceden,\nişyerinde işi aksatmayacak şekilde işveren ve sendikanın ortaklaşa\nbelirleyeceği sayıda işçiler bu günlerde sendikal izinli sayılırlar. Bu\nsayı her halükarda işyerinde çalışan işçi sayısının %15'ini\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>Sendikal izinli geçirilen süreler iş süresinden sayılır. Sendikal izin\nkullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal izin\nkullananlar ücret ve sosyal yardımlarını işyerinde çalışmış gibi\naynen alırlar. Sendikal izin yıllık ücretli izinden mahsup edilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-9. İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde baştemsilci olmak üzere her işyeri için;\u003C\u002Fp>\n\n\u003Cp>a)1-50 işçiye kadar: 1\u003C\u002Fp>\n\n\u003Cp>b)51-100 işçiye kadar: 2\u003C\u002Fp>\n\n\u003Cp>c)101-500 işçiye kadar: 3\u003C\u002Fp>\n\n\u003Cp>d)501-1000 işçiye kadar: 4\u003C\u002Fp>\n\n\u003Cp>e)1001-2000 işçiye kadar: 6 İşyeri Sendika Temsilcisi atanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-10. SENDİKA YÖNETİCİSİ. TEMSİLCİLERİNİN ve ÜYELERİNİN\nTEMİNATI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A ) İşyerinde çalışan sendika, yönetim, denetim, disiplin kurulları\nbaşkan ve üyeleriyle işyeri sendika temsilcileri sırf sendikal faaliyetleri\nnedeniyle cezalandırılmazlar ve hizmet akitleri bu nedenle bozulamaz.\u003C\u002Fp>\n\n\u003Cp>Sendika ve Konfederasyonların yönetim kurullarına ve başkanlığında\ngörev aldığı için kendi isteği ile çalıştığı işyerinden ayrılan\nişçilerle ilgili olarak 6356 sayılı Kanun'un 23'uncu maddesi hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>B ) Ancak, ücretlerini işyerinden almayan sendika yöneticilerinin veya\nbaşkanlarının bu görevleri seçime girmemek, yeniden seçilememek veya\nkendi istekleri ile çekilmek suretiyle son bulması halinde, ayrıldıkları\nişyerinde işe yeniden alınmalarını istedikleri takdirde, eski kıdem\nhakları saklı olup, bu işçinin yeni çalışmasının ücreti, işyerinden\nayrıldığı tarihteki ücretine işyerinden ayrı kaldığı süre içinde\nToplu İş Sözleşmeleriyle sağlanan ücret zamlarının ilavesi suretiyle\ntespit olunur.\u003C\u002Fp>\n\n\u003Cp>C)İşçilerin alınmaları, belli bir sendikaya girmeleri veya girmemeleri\nveya belli bir sendikadaki üyeliği muhafaza veya üyelikten istifa etmeleri\nveya sendikaya girmeleri veya girmemeleri şartına bağlanamaz.\u003C\u002Fp>\n\n\u003Cp>D)İşverenin fesih dışında yukarıdaki fıkralara aykırı hareket\netmesi hâlinde işçinin bir yıllık ücret tutarından az olmamak üzere\nsendikal tazminata hükmedilir.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmelerine ve hizmet akitlerine ve bu hükme aykırı\nkayıtlar konulamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, işin sevk ve\ndağıtımında, işçinin mesleki ilerlemesinde, işçinin ücret, ikramiye ve\nprimlerinde, sosyal yardım ve disiplin hükümlerinde ve diğer hususlara\nilişkin hükümlerin uygulanması veya çalıştırmaya son verilmesi\nbakımından herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında toplu\niş sözleşmesi hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri\ndışında veya işverenin rızası ile iş saatleri içinde, işçi sendika\nveya konfederasyonlarının faaliyetlerine katılmalarından dolayı işten\nçıkarılamaz veya herhangi bir nedenle farklı muameleye tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-11. SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası üyeleriyle temas sağlama, konferans, eğitim\nsemineri ve benzeri sosyal içerikli toplantılar için işverenin salon, araç\nve gereçlerinden önceden haber vermek kaydıyla ücretsiz olarak\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>İşyerinden geçici olarak ayrılan personel ve yöneticilerde şehir içi\ntoplu taşım araçlarından işyerinde çalışanlar gibi ücretsiz olarak\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. TEMSİLCİ ODASI. İSÇİ LOKALİ ve İLAN TAHTASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a)Temsilci Odası: \u003C\u002Fh4>\n\n\u003Cp>İşveren, Hizmet-İş Sendikası işyeri sendika temsilcilerine belge,\nevrak ve kayıtlarını muhafaza edebilmeleri ve çalışmalarını\nkolaylaştırmaları için işyerinde elverişli bir temsilcilik odası tahsis\neder. Bu odanın mefruşat ve malzemeleri işverence temin edilir. Temsilci\nodasına işveren tarafından dâhili telefon tahsis edilir. Bu telefonla\nyapılan konuşmalarda İşveren bir ücret talebinde bulunamaz.\u003C\u002Fp>\n\n\u003Ch4>b)İşçi Lokali: \u003C\u002Fh4>\n\n\u003Cp>İşveren, her işyerinde çalışan tüm işçilerin yüzde elli (%50) den\nfazlasının rahatlıkla oturabileceği bir lokal temini için gerekeni yapar.\nİşçi lokalinde bir soğutucu dolap bulundurulur. Bu lokalin mefruşat ve\nmalzemeleri işverence temin edilir.\u003C\u002Fp>\n\n\u003Ch4>c)İlan Tahtası; \u003C\u002Fh4>\n\n\u003Cp>İşveren, işyerlerinde işçilerin kolayca görebilecekleri elverişli bir\nyerde Hizmet-İş Sendikasının ilan, tebliğ ve bültenlerini asmak için bir\nilan tahtası koymayı kabul eder. Bu ilan tahtasına başka sendikaların\nilan, tebliğ ve bültenleri asılamayacağı gibi işyerinde başka sendikalar\niçinde ayrıca ilan tahtası bulundurulamaz. Bu tahtaya asılacak Hizmet-İş\nSendikasının imzalı ve mühürlü ilan bülteni, tebliğ, talimat ve\nbenzerlerinden doğacak sorumluluk Hizmet-İş Sendikasına aittir. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18.maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nsendikanın bildirdiği banka hesabına her ay aylık ücretlerinden keserek\nişçi aylık ücretlerinin ödendiği günü takip eden 7 gün içinde\nherhangi bir ihtara lüzum kalmaksızın yatırmak ve kesinti listesinin bir\nnüshasını işyerinin bağlı olduğu şubeye, bir nüshasını da sendika\ngenel merkezine posta ile ya da e-mail adresine\n(hizmet-is(S>hizmet-is.org.tr) göndermek zorundadır. T.C. Çalışma ve\nSosyal Güvenlik Bakanlığı tarafından yeni dönem için yetki verilmesi\nhalinde, sendikanın yazılı talebi aranmaksızın işveren tarafından\nüyelik aidat kesintileri yapılarak yukarıda belirtilen usul çerçevesinde\nsendikaya ödenir. İşveren bu işlemler için sendikadan herhangi bir masraf\nisteyemez.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına\nbir ay içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler için\nyapılacak kesintiler sendikanın ve işçinin yazılı muvafakatine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-14. ÇALIŞAN İSÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sendikanın yazılı talebi üzerine işyerinde çalışan bütün\nişçilerin isim listelerini mevcut belgelere dayanarak ve işveren\nvekillerince onaylanmış olarak bir hafta içinde sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olup ölen, emekli olan, işten çıkarılan veya kendi\nisteği ile ayrılan işçilerin onaylı isim listelerini de en geç her ayın\nsonunda, sendikanın talebine gerek olmaksızın düzenli olarak sendikaya\ngönderir. Bu eksilmeleri zamanında bildirmeyen işveren, bunların sendikal\nödentilerini karşılamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-15. İSÇİLERİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanun Hükümleri Uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-16. BRANŞTA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yangın, sel deprem gibi tabii afet hallerinde işçinin rızasına\nbakılmaksızın geçici sürelerde işçiler çalıştırılabilirler. İş ve\nişyeri değişikliği nedeniyle işçi ücretlerinden herhangi bir indirim\nyapılamayacağı gibi, geçici görevdeki işin niteliğine göre sağlanan ek\nhaklar da işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-17. DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)İşçiler işe alındıkları tarihten itibaren bir aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Önceden işyerinde çalışırken tensikat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe akımlarda ikinci bir deneme\nsüresine tabi tutulmazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-18. ASKERLİK HİZMETİ NEDENİYLE İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Manevra veya herhangi bir nedenle silahaltına alınan işçi, bu hizmeti\nsüresince ücretli izinli sayılır. Bu işçiye; Milli Savunma Bakanlığı\ntarafından ödenen maaş, işyerinde çalışırken aldığı ücretten az ise\naradaki fark işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik hizmeti nedeniyle silahaltına alınan işçi, bu\nhizmeti süresince ücretsiz izinli sayılır. Muvazzaf askerlik hizmetini\nyaptıktan sonra bir ay içinde işe dönmek isteyen işçi ayrıldığı\nderecedeki müktesep haklarına ek olarak işbu sözleşme ile sağlanan\nhaklardan yararlandırılarak eski yerine ve işine başlatılır. Eski işine\nbaşlatılmaz ise beş ay giydirilmiş brüt ücreti tutarında tazminat\nödenir.\u003C\u002Fp>\n\n\u003Cp>c)Muvazzaf askerlik hizmeti için işyerinden ayrılan işçiye\n1.000;00-(Bin) TL brüt tutarında askerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE-19. VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Postalar Halinde İşçi Çalıştırılarak Yürütülen İşlerde\nÇalışmalar İlişkin Özel Usul ve Esaslar Hakkında Yönetmelik Hükümleri\nile ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-20. NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi 45 saattir. Bu süre aşılmamak ve gün\nortasında 1 saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla\nçalışma saatleri işin icabına göre işverence tanzim edilir. Bu 45\nsaatlik süre haftada 6 işgününe bölünerek çalıştırılır. Çalışma\nsaatleri Cumartesi günü saat 13.00'de bitmek üzere çalışma saatleri\nişverence ayarlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-21. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında bulunan işyerlerinde çalışan\nişçilerin aşağıda belirtilen şekilde geçirdikleri süreler ile\nkanunlarda belirtilen süreler çalışma sürelerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşveren tarafından işçinin işyerinden başka bir işyerine\ngönderilmesi esnasında yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, işverenin her an emrinde hazır bulunması halinde\nçalıştırılmaksızın ve çıkacak işi bekleyerek geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>c)işçinin işveren tarafından başka yere gönderilmesi veya işveren\nbürosunda yahut işverenle ilgili herhangi bir yerde meşgul edilmesi\nsuretiyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>d)Sendika tarafından yapılacak her türlü toplantı ve görevlerde geçen\nsüreler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-22. İŞÇİ ALMADA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanun Hükümleri Uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-23. İS SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER ve İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Yüz kızartıcı suçlar ile sabotaj, devletin ülke ve milleti ile\nbütünlüğüne, milli güvenliğe, kamu düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler cezanın ertelenmesi,\nparaya çevrilmesi veya affa uğraması hallerinde dahi hiçbir suretle tekrar\nişe alınmazlar.\u003C\u002Fp>\n\n\u003Cp>2- İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinesi operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde, 2 yıl içinde\nhükümlülük veya tutukluluk hali sona ermek şartı ile\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 alınır.\u003C\u002Fp>\n\n\u003Cp>Bu bent kapsamına giren Şoförler ve iş makinası operatörlerinin\ngözaltı ve tutuklanma gününden başlayarak ihbar önelleri süresince toplu\niş sözleşmede hak ettiği sosyal haklar ödenir. 2 yıldan fazla süren\nhükümlülük veya tutukluluk halinde tekrar işe başlatma işverenin\ntakdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>Bu yazılı metin dışında kalan hükümler için Kanun Hükümleri\nUygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İS SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI \u003C\u002Fh2>\n\n\u003Ch3>MADDE-24. İŞ SÖZLEŞMESİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, taraf sendika üyesi işçilerin iş sözleşmelerini; İşçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep (4857 sayılı kanunun\n18.maddesinin gerekçesinde belirtilen gerekçe v.b.) olmaksızın fesih\nedemez. (Her halukarda işveren disiplin kurulu kararı olmaksızın işçinin\niş sözleşmesini fesih edemez.)\u003C\u002Fp>\n\n\u003Cp>Buna aykırı bir şekilde işçinin iş sözleşmesinin feshi halinde\nişyerinde çalışan işçi sayısına ve işçinin kıdemine bakılmaksızın\n4857 sayılı kanunun 18., 19., 20. ve 21.madde hükümleri uygulanır.\nİşçinin kanunlar, iş sözleşmeleri ve toplu iş sözleşmesinden doğan\ndiğer tazminat hakları ile diğer tüm hakları saklıdır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-25. BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sözleşmeleri, bu sözleşme hükümlerine uygun olarak işveren\ntarafından önceden karşı tarafa yazılı bildirimde bulunmak şartı ile\nbildirim tarihinden itibaren;\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşi 6 aydan az sürmüş işçilerin \u003C\u002Ftd>\n      \u003Ctd>3 haftasonunda\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İşi 6 aydan 18 aya kadar sürmüş olan işçilerin\u003C\u002Ftd>\n      \u003Ctd>5 haftasonunda\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İşi 18 aydan 3 yıla kadar sürmüş olan işçilerin\u003C\u002Ftd>\n      \u003Ctd>7 haftasonunda\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İşi 3 yıldan fazla sürmüş olan işçilerin\u003C\u002Ftd>\n      \u003Ctd>9 haftasonunda fesihedilmiş sayılır.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda 4857 Sayılı Kanun\nHükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-26. YENİ İS ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin yazılı ihbarı veya işçinin dilekçesiyle iş sözleşmesi\nihbar önellerine uyulmak suretiyle feshedildiğinde ihbar önelleri\nsırasında, işçiye çalışma saatleri içinde günde 4 saat ücretli yeni\niş arama izni verir. İşçi talep ettiğinde iş sözleşmesinin son\nbulacağı zamandan önceki günlere rastlamak üzere bu izinler topluca\nverilir. Yeni iş arama iznini kullananlar yevmiyelerinden çalışanlar gibi\naynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-27. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancedays1\">\u003Ch4>1)Kıdem Tazminatı; \u003C\u002Fh4>\n\n\u003Cp>İşçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 45 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler içinde aynı oran üzerinden ödeme\nyapılır. Ölüm hallerinde tazminat, kanuni mirasçılarına verilir. İş\nkazası nedeniyle ölen işçinin kıdem tazminatı 60 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2)Hesaplanması ve Ödenmesi;\u003C\u002Fh4>\n\n\u003Cp>a)Kıdem tazminatına esas olan ücret, işçinin en son aldığı günlük\nücretine bu toplu iş sözleşmesi ile kazanılan ayni ve nakdi yardımların\ntoplamının ilavesi ile bulunacak ücrettir.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri\nvarsı bu hizmetler 2320 sayılı yasaya uygun . olarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-28. İZİNLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch4>A )Yıllık Ücretli İzinler;\u003C\u002Fh4>\n\n\u003Cp>a)Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde;\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Hizmeti 1-5 yıl (beş yıl dâhil) olanlar için\u003C\u002Ftd>\n      \u003Ctd>18 işgünü,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hizmeti 5-15 yıl olanlar için\u003C\u002Ftd>\n      \u003Ctd>24 işgünü,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Hizmeti 15 yıl (onbeş yıl dâhil) ve daha fazla olanlar için 30\nişgünü ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Ücretli izine rastlayan akdi tatil, hafta tatili, ulusal bayram ve genel\ntatil günleri ile raporlu geçirilen süreler izin sürelerinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>c)Yıllık ücretli izinler, yukarıdaki süreler dikkate alınarak 4857\nsayılı İş Kanununun 60 inci maddesine dayanılarak hazırlanan Yıllık\nÜcretli İzin Yönetmeliğinde belirtilen usul ve esaslara göre\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>d)Çalışan işçi sayısına bakılmaksızın, işveren veya işveren\nvekilinin atayacağı bir kişinin başkanlığında ikisi sendika\ntemsilcisinden oluşan üç kişilik bir izin kurulu kurulur. İzin Kurulu;\nYıllık Ücretli İzin Yönetmeliğinin 16.,17.,18. ve 19.maddelerine göre\nçalışmalarını sürdürür, yıllık izin hakkı doğmuş olan işçilerin\n(izin hakkı doğan işçiler tarafından verilipte işveren veya işveren\nvekili tarafından izin kuruluna iletilen izin istekleri dikkate alınarak)\nizin çizelgeleri hazırlar. İzin çizelgeleri işverenin onayından sonra\nişyerinde ilan edilir. İzin Kurulu tarafından belirlenen ve işverence\nonaylanan izin çizelgelerine göre belirlenmiş tarihlerde işçilerin\nizinlerinin kullandırılması zorunludur. İzin çizelgelerine göre izinli\nolan işçiye izin süresince işyerlerinde iş verilmez. Ancak işveren acil\ndurumlarda içinin yıllık iznini dondurarak işe tekrar çağırabilir.\u003C\u002Fp>\n\n\u003Cp>e)İzine çıkacak işçiler işverenin muvafakati ile kendi aralarında\nizin değişimi yapabilirler.\u003C\u002Fp>\n\n\u003Cp>f)Yıllık ücretli iznini kullananlar, ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar. Ancak, fiilen çalışılan günler\niçin yapılan sosyal yardım ödemeler yapılmaz.\u003C\u002Fp>\n\n\u003Cp>g)İşveren, toplu iş sözleşmesi kapsamındaki işçilere, işçinin\nkıdemine denk gelen izin günü kadar günü parça parça veya tek seferde\nizin olarak kullanması halinde, kıdemine denk gelen gün kadar izni her\nkullanışında bir aylık giydirilmiş aylık ücreti tutarında izin teşvik\nharçlığı vermeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>B) Ücretsiz Mazeret İzni;\u003C\u002Fh4>\n\n\u003Cp>İşveren, işçiye yazılı müracaatı üzerine ve özrü makul görülmek\nşartıyla yılda altı (6) aya kadar ücretsiz mazeret izni verebilir. Bu\nsüre, işçinin mazeretinin devam etmesi halinde işverenin onayı ile bir\nkatma kadar uzatılabilir. Bu izin süreleri, tek seferde veya parçalar\nhalinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Doğum yapan kadın işçiye yazılı müracaatı halinde altı (6) aya\nkadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Ch4>C) Ücretli Sosyal İzinler;\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilere sosyal durumlarına\ngöre aşağıda yazılı esaslar dahilinde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1)Evlenen işçilere yazılı isteği üzerine 10 işgünü olmak üzere\nizin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)İşçinin kendisine ait öz veya üvey çocuklarının evlenme\ntörenlerinde ve erkek çocuklarının sünnet törenlerinde beş işgünü\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3)Eşi doğum yapan işçiye 7 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>4)İşyerinde çalışan hamile kadın işçilere doğum öncesi 10 hafta ve\ndoğum sonrası 10 hafta ücretli izin verilir. Çoğul gebelikte bu süreler\n16 haftaya çıkarılır. Ancak, sağlık durumu uygun olduğu takdirde,\ndoktorun onayı ile kadın işçi isterse doğumdan önceki üç haftaya kadar\nişyerinde çalışabilir. Kadın işçilerin doğumdan önce çalıştığı\nsüreler doğum sonrası sürelere eklenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>Doğum yapmış kadınların bebeklerini emzirebilmeleri için zamana ve\nbebeğinde annenin sevgisine ve sütüne ihtiyacı vardır. İş bu emzirme\nizni, işçinin altı aylık esnek çalışma süresini bitirip tam zamanlı\nolarak işe başladığı tarihten itibaren ilk 6 ay için günde 2 saat,\nikinci 6 ay için günde 2 saattir. Bu sürenin hangi saatlerde kaç aralığa\nbölünebileceğini anne belirleyecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>5)İşçinin kendisinin veya eşinin, ana, baba, eş, çocukları ve\nbakmakla yükümlü olduğu kardeşlerinin refakatini gerektiren bakım ve\nağır hastalığı halinde işçilerin refakatçi olarak geçirdiği günler\nücretli izinli sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>6)Ana, Baba, Kaynana, Kayınbaba eş, kardeş ile öz veya bakımları\nkendine ait olan üvey çocuklarının ölümü halinde 5 işgünü, cenaze il\ndışında ise 7 iş günü izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sosyal izin kullananlar izin sonunda mazeretlerini ilgili makamdan (doktor\nraporu, kaymakam veya muhtarlık belgesi vs.) aldıkları vesika ile 15 gün\niçinde belgelemek zorundadırlar. Aksi halde haklarında mazeretsiz işe\ngelmeme işlemi uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ücretli sosyal iznini kullananlar ücret ve tüm haklardan çalışanlar\ngibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>1.KISIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch2>A ) AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-29. AİLE VE ÇOCUK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi evli olan\nişçilere Aile Yardımı olarak brüt 250,00 TL olarak ödenir. Karı koca\naynı işverenin emrinde işçi olarak çalışıyorsa bu yardım her ikisine\nde ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerinde çalışan taraf sendika üyesi işçilere Çocuk\nYardımı olarak; İşçilerin evlenmemiş ve işi olmayan (25 yaş ile\nsınırlı olmak üzere) her çocuğu için brüt 140,00 TL ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödemelere sözleşmenin ikinci yılında %15 ve üçüncü yılında %15\nzam yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE-30. YEMEK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere fiilen çalışılan günler için bir öğün yemek verilir.\nYemek verilmediği takdirde karar tarihinden itibaren fiilen çalışılan\ngünler için\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Toplu iş sözleşmesinin 1. Yılında Net 90,50 TL, yemek yardımı\nödenir. Bu ödemeler sözleşmenin birinci yıl ikinci altı ayı, ikinci yıl\nve üçüncü yıl ücretin zamlandığı tarihlerde ücret zammı oranında\nartırılarak net olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE-31. YOL YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>Sendika üyesi işçilere her ay maaşla birlikte ödenmek üzere;\u003C\u002Fp>\n\n\u003Cp>15.07.2023 tarihinden 14.07.2024 tarihine kadar bürüt 500,00 TL\u003C\u002Fp>\n\n\u003Cp>15.07.2024 tarihinden 14.07.2025 tarihine kadar bürüt 700,0 TL\u003C\u002Fp>\n\n\u003Cp>15.07.2025 tarihinden 31.03.2026 tarihine kadar bürüt 900,00 TL yol\nyardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-32. ELEKTRİK-DOĞALGAZ YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerinde çalışan taraf sendika üyesi işçilere her ay\nmaaşla ödenmek üzere;\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin 1.Yılında Net 300,00 TL, 2.Yılında Net 400,00\nTL, 3. Yıl Net 600 TL elektrik ve doğalgaz yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE- 33. SORUMLULUK ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Taraf sendika üyesi işçilerden işverenin görevlendirmesi ile Noterden\nTaahhüt veren Şantiye Şefliği olan işçilere her ay maaşla birlikte\nbürüt 2.000,00 TL sorumluluk zammı ödenir. Bu ödemeler sözleşmenin\nikinci yılında %15 ve üçüncü yılında %15 zam yapılır.\u003C\u002Fp>\n\n\u003Cp>b)Taraf sendika üyesi işçilerden işverenin görevlendirmesi ile Genel\nSorumlulara (İnşaatlar, Otopark, Kreş ve Eğitim Kurumlan, Tesisler vb.) her\nay maaşla birlikte bürüt 1.500,00 TL sorumluluk zammı ödenir. Bu ödemeler\nsözleşmenin ikinci yılında %15 ve üçüncü yılında %15'zam\nyapılır.\u003C\u002Fp>\n\n\u003Cp>c)Taraf sendika üyesi işçilerden, işverenin görevlendirmesi ile Sorumlu\nİşçilere (İşyeri Şube Sorumlularına vb.) her ay maaşla birlikte\nödenmek üzere bürüt 1.000,00 TL'sı sorumluluk zammı ödenir. Bu ödemeler\nsözleşmenin ikinci yılında %15 ve üçüncü yılında %15 zam\nyapılır.\u003C\u002Fp>\n\n\u003Cp>ç) Taraf sendika üyesi işçilerden, Şoför, Operatör, Operatör\nYardımcıları Ahçı ve Ahçı Yardımcılara, kadrosunda fiilen çalışan\nve görev yapan işçilere fiilen çakıştıkları gün için, brüt 12,00\nTL'sı sorumluluk ve risk primi verilir. Bu ödemeler sözleşmenin ikinci\nyılında %15 ve üçüncü yılında %15 zam yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-34. OLAĞANÜSTÜ İS RİSKİ PRİMİ VE ÖDÜL İKRAMİYESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a.Sendika üyesi işçilerden, salgın hastalıklar, kar, yangın, sel,\ndeprem gibi doğal afet ve zorluklar ile mücadelede aktif görev alanlara\nfiilen görev yaptıkları her gün için Belediye Başkanın belirleyeceği\nmiktarda en az bir (1) en fazla on beş (15) yevmiye iş riski primi\nödenir.\u003C\u002Fp>\n\n\u003Cp>b.Olağanüstü gayret ve çalışmaları sonucunda bağlı bulundukları\niş yerlerinde emsallerinden üstün iş yapan, teknik bilgiye dayanan, şahsi\ngayret ve teşebbüsleri sayesinde çalıştıkları işyerlerinin giderlerinde\nönemli tasarruflar veya gelirlerinde önemli artışlar sağlayan genel bir\nzararın, felaket ve tehlikenin önlenmesi veya genel bir faydanın\nsağlanması için hayatlarını tehlikeye koyarak çalışan, Belediye\nBaşkanın belirleyeceği işçilere belirlediği miktarda brüt olarak en az\nbir (1) yevmiye en fazla on beş (15) yevmiye her ay maaşla birlikte ödül\nikramiyesi ödenebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>1.KISIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch2>B ) YILLIK ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-35.ÖĞRENİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>işveren işçinin öğrenim gören her çocuğu için her yıl Kasım\nayında ödenmek üzere,\u003C\u002Fp>\n\n\u003Cp>İlköğretim (İlkokul ve Ortaokul) için 300,00 TL, brüt Lise ve dengi\nöğretim için 350,00 TL, brüt Yükseköğrenim için 600,00 TL brüt\nöğrenim yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>Bu haklardan, öğrenim gören işçiler de gördükleri eğitim durumuna\ngöre yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Öğrenim yardımı ödemesi, işçinin veya çocuğunun okumuş olduğu\nokulun normal eğitim süresi ile sınırlı olarak yapılır. Normal süreyi\naşan dönemler için öğrenim yardımı ödemesi yapılmaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler bu haklardan belge karşılığı yararlandırılırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-36. BAYRAM HARÇLIĞI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere her yıl Ramazan ve Kurban bayramında;\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin 1. Yılında brüt 500,00 TL, 2. Yılında brüt\n600,00 TL, 3. Yılında brüt 700,00 TL bayram yardımı yapılır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE-37.GİYİM VE KORUYUCU EŞYA YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi süresi içerisinde iş elbisesi ve koruyucu malzeme\nverilemeyen işçilere yazlık ve kışlık elbise karşılığı\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinin birinci yılında Mayıs ayı ücretleri ile\n750,00 TL brüt Kasım ayı ücretleri ile 750,00 TL bürüt\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinin ikici yılında Mayıs ayı ücretleri ile 850,00\nTL brüt Kasım ayı ücretleri 850,00 TL bürüt\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinin üçüncü yılında Mayıs ayı ücretleri ile\n1.000,00 TL brüt Kasım ayı ücretleri 1.000,00 TL bürüt ücretleri ile\ngiyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Giyim Yardımı, ödeme tarihinde 6 ayını işyerinde doldurmuş olanlara\ntam olarak yapılır. 6 aydan az çalışmış olanlara 1\u002F6 X çalıştıkları\nay sayısı oranında ödeme yapılır. Çalışılan süreler 15 günden az\nise dikkate alınmaz. 15 günden fazla ise tam aya iblağ edilir.\u003C\u002Fp>\n\n\u003Cp>2.Demirbaş Koruyucu Eşya: İş Sağlığı ve Güvenliği Kanunu\nhükümleri tatbik edilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin fiilen yaptığı işe göre gereken iş elbisesi ve koruyucu\nmalzeme işveren tarafından zamanında verilmek zorundadır. İş elbisesi ve\nkoruyucu giysi veya teçhizatın masrafları işveren tarafından\nkarşılanır, işçiye yansıtılamaz.\u003C\u002Fp>\n\n\u003Cp>İşverence temin edilmesi gereken ve işçinin işçin yaparken kullanması\nzorunlu olan iş elbisesi ve koruyucu giysi veya teçhizatın verilmemesi\nhalinde işçinin o görevi yapmaktan kaçınma hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>İşçi kendisine verilen iş elbisesini ve koruyucu giysi veya teçhizatı\nkullanmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>1.KISIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch2>C ) OLAYA BAĞLI SOSYAL YARDIMLAR VE DİĞER SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-38. EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi işçilerin\nevlenmeleri halinde 10.000,00 TL brüt evlenme yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Evlenen işçiler, aynı işverenin emrinde çalışıyorsa bu yardım her\niki işçiye de ayrı ayrı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler sözleşmenin ikinci ve üçüncü yıllarında, ücretin\nzamlandığı tarihlerde ücret zammı oranında artırılarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-39. DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçinin eşinin doğum\nyapması veya işçi kadın ise kendisinin doğum yapması halinde doğum\nbelgesini ibraz etmesi şartı ile işçiye net 500.-(Beşyüz)TL doğum\nyardımı yapılır. Çocuk ikiz doğması halinde her iki çocuk için ayrı\nayrı doğum yardımı ödenir. Bebeğin ölü olarak doğması halinde doğum\nve ölüm yardımının her ikisi de birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-40. ENGELLİ İSÇİLERE YARDIMCI OLMAK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mevzuat Hükümleri Uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>MADDE-41. HASTALIK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>1.Hastalık nedeni ile iş göremezliğe uğrayan işçilerin bir takvim\nyılı içerisinde 5 defaya kadar alınan tüm raporda işveren tarafından\nherhangi bir kesinti yapılmayacak olup, 6 ve üzeri raporlarda almış olduğu\nher raporda 2 yevmiye kesinti yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>İşçinin hastalık nedeniyle işe devam edemediği veya raporlu olduğu\nsürelere ait yılda 5 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2.işçinin, işyerinin bulunduğu mahal veya başka bir mahalle sevk\nsuretiyle viziteye çıkması halinde, işyerinden ayrı kalacağı zamanlarda;\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntakdirde geçirdiği sureler için işçi ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-42. TABİİ AFET YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin yangın, deprem, sel ve benzeri afetlerden zarar görmeleri\nhalinde brüt 5.000,00 (beşbin) TL'ye kadar tabii afet yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>MADDE-43. ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına\nbrüt 10.000,00 TL tutarında; normal ölümleri halinde ise brüt 5.000,00 TL\ntutarında ölüm yardımı yapılır. İşçinin eş, çocuklarının, anne ve\nbabasının ölümleri halinde brüt 1.000,00 TL tutarında ölüm yardım\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Ana, baba, eş veya çocuğun ölümü halinde ölüm belgesi getirmesi\nşartıyla ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>2.KISIM: ÜCRETLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-44. ÜCRETLERİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilerin ücretleri, her\nayın on beşinde banka aracılığıyla ödenir. İşveren her ödeme\ndöneminde işçiye ücretini gösterir bir ücret tediye pusulası verir. Bu\npusulada tahakkuk eden her türlü ücret ve kesintiler ayrı ayrı\ngösterilir. İşçiler ücretlerini bankamatik aracılığı ile alırlar.\nİşçilerin 28.29.31 çeken aylarda ücretleri 30 gün üzerinden maktu olarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-45.TABAN ÜCRET KIDEM ZAMMI VE ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)Taban Ücret;\u003C\u002Fh4>\n\n\u003Cp>1)İşyerlerinde çalışan taraf sendika üyesi işçilerden işverenin\ngörevlendirmesi ile fiilen Genel Sorumlu Kadrosunda (İnşaatlar, Otopark,\nKreş ve Eğitim Kurumlan, Tesisler vb.) çalışan işçilerin, 15.07.2023\nalmakta oldukları günlük yevmiyeleri 15.07.2023 tarihinden itibaren 684,00\nTL olarak belirlenmiştir. 15.07.2023 tarihindeki günlük yevmiyeleri 684,00\nTL'nin üzerinde olanların yevmiyeleri kendi taban ücreti olarak kabul\nedilecektir.\u003C\u002Fp>\n\n\u003Cp>2)İşyerlerinde çalışan taraf sendika üyesi işçilerden, Mimar,\nMühendis, Şehir Plancısı, Sorumlu İşçilerin, (İşyeri Şube\nSorumlularına vb.) 15.07.2023 tarihindeki almakta oldukları günlük\nyevmiyeleri\u003C\u002Fp>\n\n\u003Cp>15.07.2023tarihinden itibaren 638,00.-TL olarak belirlenmiştir. 15.07.2023\ntarihindeki günlük yevmiyeleri\u003C\u002Fp>\n\n\u003Cp>638.0-TL'nin üzerinde olanların yevmiyeleri kendi taban ücreti olarak\nkabul edilecektir.\u003C\u002Fp>\n\n\u003Cp>3)İşyerlerinde çalışan taraf sendika üyesi işçilerden şirketin\nAşçı, Ustabaşı, Öğretmen, Bakıcı Anne ve Merkez Yönetim işyerinde\nçalışan işçilerin 15.07.2023 tarihindeki almakta oldukları günlük\nyevmiyeleri\u003C\u002Fp>\n\n\u003Cp>15.07.2023tarihinden itibaren 621,00.-TL olarak belirlenmiştir. 15.07.2023\ntarihindeki günlük yevmiyeleri\u003C\u002Fp>\n\n\u003Cp>621.0-TL'nin üzerinde olanların yevmiyeleri kendi taban ücreti olarak\nkabul edilecektir.\u003C\u002Fp>\n\n\u003Cp>4)İşyerlerinde çalışan taraf sendika üyesi işçilerden 1) 2) 3)\nşıkları dışında kalan kalan işçilerin\u003C\u002Fp>\n\n\u003Cp>15.07.2023tarihindeki almakta oldukları günlük yevmiyeleri 15.07.2023\ntarihinden itibaren 557,00.-TL olarak belirlenmiştir. 15.07.2023 tarihindeki\ngünlük yevmiyeleri 557,00-TL'nin üzerinde olanların yevmiyeleri kendi taban\nücreti olarak kabul edilecektir.\u003C\u002Fp>\n\n\u003Ch4>B)Kıdem Zammı;\u003C\u002Fh4>\n\n\u003Cp>İşbu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\ntaraf sendika üyesi işçilerin Ybk İnşaat Temizlik Ticaret Ltd. Şirketinde\nbaşladığı tarihten itibaren günlük taban\u002Ftavan yevmiyelerine,\nişyerlerinde geçen beher hizmet yılı için, her yıl uygulanmak üzere\ngeriye dönük 30-Kr. Kıdem zammı ilave edilir. Kıdem zammı günlük\nyevmiyeye ilave edildikten sonra ücret zammı uygulanır.\u003C\u002Fp>\n\n\u003Ch4>C)Ücret Zammı\u003C\u002Fh4>\n\n\u003Cp>İşbu toplu iş sözleşmesi kapsamındaki işyerlerinde çalışan sendika\nüyesi işçilere;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>\u003Cstrong>1.YIL\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Altı ay Ücret Zamm\u003C\u002Fstrong>ı\u003C\u002Fp>\n\n\u003Cp>Taraf Sendika üyesi işçilerin 01.01.2024 tarihinde almakta oldukları\ngünlük çıplak ücretlerine, 2024 yılı Ocak ayı içinde 657 sayılı\nDevlet Memurlarına verilen enflasyon farkı uygulandıktan sonra. İşçilerin\ngünlük çıplak ücretlerine %6 (Yüzde altı) oranında zam\nyapılmıştır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>2.YIL ÜCRET ZAMMI \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1. Altı ay Ücret Zammı\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Taraf Sendika üyesi işçilerin 01.07.2024 tarihinde almakta oldukları\ngünlük çıplak ücretlerine, 2024 yılı Temmuz ayı içinde 657 sayılı\nDevlet Memurlarına verilen enflasyon farkı uygulandıktan sonra. İşçilerin\ngünlük çıplak ücretlerine %6 (Yüzde altı) oranında zam yapılmıştır.\n\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Altı ay Ücret Zammı\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Taraf Sendika üyesi işçilerin 01.01.2025 tarihinde almakta oldukları\ngünlük çıplak ücretlerine, 2025 yılı Ocak ayı içinde 657 sayılı\nDevlet Memurlarına verilen enflasyon farkı uygulandıktan sonra. İşçilerin\ngünlük çıplak ücretlerine %6 (Yüzdealtı) oranında zam\nyapılmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.YIL ÜCRET ZAMMI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Altı ay Ücret Zammı\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Taraf Sendika üyesi işçilerin 01,07.2025 tarihinde almakta oldukları\ngünlük çıplak ücretlerine, 2025 yılı Temmuz ayı içinde 657 sayılı\nDevlet Memurlarına verilen enflasyon farkı uygulandıktan sonra. İşçilerin\ngünlük çıplak ücretlerine %6 (Yüzde altı) oranında zam\nyapılmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Altı ay Ücret Zammı\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Taraf Sendika üyesi işçilerin 01.01.2026 tarihinde almakta oldukları\ngünlük çıplak ücretlerine, 2026 yılı Ocak ayı içinde 657 sayılı\nDevlet Memurlarına verilen enflasyon farkı uygulandıktan sonra. İşçilerin\ngünlük çıplak ücretlerine %6 (Yüzde altı) oranında zam\nyapılmıştır.\u003C\u002Fp>\n\n\u003Cp>Yürürlük tarihinden sonra işe giren sendika üyesi işçilerden, deneme\nsüresini dolduranlara, işe girdikleri sözleşme yılına ait ücret zammı,\nücret zammının uygulama tarihi ile üyeliklerinin taraf sendikaca işverene\nbildirildiği veya dayanışma aidatı ödemek suretiyle yararlanma hususundaki\ntalep tarihi arasında geçen her tam ay için 1\u002F12 oranında eksiltilerek\nuygulanır. Ancak bu uygulama sebebiyle yürürlük tarihinden sonra işe\ngirenlerin ücreti, aynı nitelikteki kıdemli işçilerin ücretini\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-46. FAZLA ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Haftalık 45 saatin üzerinde yapılan çalışmalar fazla çalışmadır.\nFazla çalışmalar, işçinin rızası alınarak işçiler arasında\nhakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından sırayla\nyaptırılır. Yapılacak her bir saat fazla sürelerle çalışma ile fazla\nçalışma için ödenecek ücret, normal çalışma ücretinin %60\nfazlasıdır. Fazla çalışma ücretleri aylık ücretleri ile birlikte her\nayın 15'inde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-47. GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Saat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere ücretleri %10 zamlı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-48. HAFTA VE GENEL TATİLLERDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A- Normal çalışma yapılan yerlerde hafta tatili pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Hafta tatillerinde çalıştırılan işçilere bu hafta tatili günü için\ntoplam 3 (üç) yevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- Ulusal bayram, genel tatil günlerinde çalıştırılan işçilere\nçalıştıkları her bir gün için toplam 3 (üç) yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>C- (A) ve (B) bentlerindeki ödemeler için haftalık çalışma süresi\nşartı aranmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-49. İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraf sendika üyesi işçilere;\u003C\u002Fp>\n\n\u003Cp>A)İKRAMİYE; 84 günlük ücreti tutarında ikramiye ödenir.\u003C\u002Fp>\n\n\u003Cp>B)84 günlük ikramiye tutarı 12 aya bölünerek her ay maaşla birlikte 12\neşit taksitte ödenir.\u003C\u002Fp>\n\n\u003Cp>C)Bu ikramiyelerden işçiler çalıştıkları süre ile orantılı olarak\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>D)İşyeri ile ilişkileri devam eden SGK' dan iş görmezlik ödeneği alan\nhasta raporlu sendika üyesi işçiler bu ilave tediye ile ikramiyelerden\nişyerinde çalışmış gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-50. GEÇİCİ GÖREV ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Geçici görevle il sınırları dışına gönderilen sendika üyesi\nişçilere dışarı da geçirdikleri her gün için kendi yevmiyelerine\nilaveten 1 yevmiye geçici görev yardımı yapılır. Geçici görev anında\nyapılan fazla çalışmalar için toplu iş sözleşmesinin fazla çalışmaya\nilişkin hükümleri uygulanır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-51. İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanun Hükümleri Uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-52. İS KAZALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanun Hükümleri Uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-53. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A) Hasar ve Tespit Komisyonun Teşekkülü: \u003C\u002Fh4>\n\n\u003Cp>İşçi tarafından yapılan hasar ve zararların tespiti için işyerinde 3\nkişiden oluşan hasar ve zarar tespit komisyonu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu komisyonda,\u003C\u002Fp>\n\n\u003Cp>a)Bir işveren temsilcisi,\u003C\u002Fp>\n\n\u003Cp>b)Bir sendika temsilcisi\u003C\u002Fp>\n\n\u003Cp>c)Olan olayın niteliğine göre işyerinde işten anlayan ve işveren ile\nsendikanın 3 gün içinde birlikte seçecekleri üçüncü bir kişiden\noluşur. Bu üçüncü kişinin seçilememesi halinde sendikanın yazıl\nisteği üzerine ilgili kamu kuruluşlarında uzman bir kişinin tayini\nişverence istenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası meydana geldiğinde trafik eksperi olay yerinde durumu tespit\netmeden ve kaza eksperleri olay yerinde rapor tutmadan ve olayı fotoğraflarla\ngörüntülemedikçe araç yerinden oynatılmaz. Şoförün iradesi dışında\naracın kaldırılması halinde sürücü sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>d)İşveren kaza eksperlerinin görevlerini en iyi şekilde yapabilmeleri\niçin işveren bu komisyonun emrine bir araç tahsis eder. Ayrıca olayı\ngörüntülemek için bir fotoğraf makinesi ile ilgili filmleri temin eder.\nÖlüm veya yaralanma ile sonuçlanan iş kazası sonucu kazayı yapan işçiye\nmoral bozukluğundan ötürü işveren 3 işgünü moral izni verir.\u003C\u002Fp>\n\n\u003Ch4>B)Hasar ve Tespit Tutanağının Niteliği: \u003C\u002Fh4>\n\n\u003Cp>Bu tutanakta,\u003C\u002Fp>\n\n\u003Cp>a)Olayın niteliği ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b)Hasar ve zararların işçinin kusur, ihmal veya kastından mı, aracın\nteknik arızasından mı veya her iki tarafa ait ortak kusurdan mı, meydana\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c)Hasar veya zararın miktarı ve bu miktarların her iki taraftan ne kadar\nolduğu tespit edilir. Tutanağa ilgililerin, tanıkların ifadesi var ise\nmevcut diğer belgeler eklenir. Tutanak ekleri, ilgililerin bağlı bulunduğu\nişveren ve sendikaya verilir. Bu komisyon gerekli gördüğü durumda\nbilirkişiye başvurabilir. Her türlü hasar ve zararda komisyon raporu\nşarttır. Aksi takdirde tüm sorumluluk işverene aittir.\u003C\u002Fp>\n\n\u003Ch4>C)Hasar Bedelinin Kesinti ve Ödeme Sekli:\u003C\u002Fh4>\n\n\u003Cp>1.İşveren veya vekili tarafından hasar bedelinin ödenmesi için bir\ntutanak ilgililerce tebliğ edilir. İşçinin yasal hakkı mahfuzdur.\u003C\u002Fp>\n\n\u003Cp>2.Hasar bedeli 30 yevmiyeyi geçmişse aylık ödenecek miktar işveren ve\nişçi arasında mutabakat sağlanarak belirlenir.\u003C\u002Fp>\n\n\u003Cp>3.Hasar bedeli 30 yevmiyenin altında ise hasar karşılığı işçinin\nemanetinde bulunan 30 yevmiyeden mahsup edilir.\u003C\u002Fp>\n\n\u003Cp>4.Kaza sonucu komisyonca tespit edilen ya da idari ve adli mercilerce\nyapılan tespit sonucu şoförün 2. derece (4\u002F8 e kadar) (tali kusur) suçlu\nbulunması halinde, hasar miktarının %50'si işverence ödenir. l.(4\u002F8 ve\nfazlası) derece aslı kusurda ise zararın tamamını şoför öder.\u003C\u002Fp>\n\n\u003Cp>5.Kaza teknik arızadan ya da kar, buzlanma ve yağmur nedeniyle şoförün\nönlemesine imkan olmayan bir nedenden meydana gelmiş ise hasar ve tazminatın\ntamamını işveren öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-54. ARAÇLARIN FENNİ MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, motorlu araçların fenni muayenesini vaktinde yaptırmayı kabul\neder. Araçtaki fenni noksanlıklar nedeni ile trafik müdürlüğü ve\nekipleri tarafından şoförden kesilen cezayı işveren öder. İşveren her\naraçta ecza çantası, yangın söndürücü ve gerekli sıhhi tesisatı\nbulundurmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-55. İTFAİYE İŞYERİNDE ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Devlet Memurlarına ödenen, Bakanlar Kurulunda belirlenen, Meclis Kararı\nile yürürlüğe konan mesai tutarını ödenir.\u003C\u002Fp>\n\n\u003Cp>Dini ve Milli Bayramlarda bu işyerinde çalışan işçiler için,\ntoplu-iş sözleşmesinin Tatillerde Çalışma ve Ücreti maddesi aynen\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-56. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)YBK İNŞAAT TEMİZLİK VE TİCARET LİMİTED ŞİRKETİ işyerinde\ndisipline ilişkin konularda karar verilmek üzere 5 kişiden oluşan disiplin\nkurulu kurulur. Bu kurulun 2 üyesini sendika ve diğer üç (3) üyesini de\nişveren tayin eder. Aynı sayıda yedek üyeler taraflarca tespit edilir.\nİşveren temsilcilerinden biri personel müdürlüğü elamanı olacaktır.\nKurulun oturum başkanlığını işveren temsilcilerinden biri yapar.\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Kurulu işverenin tahsis ettiği işyerindeki yeterli bir odada\nve sözleşme süresince çalışmaya devam eder. İşveren disiplin kuruluna\ntahsis ettiği bu odaya gerekli demirbaş, kırtasiye, personel ve diğer\ngereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>c)Disipline sevk halleri her iki tarafta konu intikal ettirilebilir. Kurul\nbaşkanı beş gün önce yapacağı yazılı çağrısı üzerine en az üç\nüyenin bir araya gelmesi ile toplanır. Bu çağrı yazısında işlenilen\nfiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara tarafların\nhukuk müşavirleri de katılabilir. Fakat bunların oy hakları yoktur.\nKararlar oy çokluğu ile alınır. Oyların eşitliği halinde oturum\nbaşkanının oyu iki oy sayılır. Her üyenin bir oyu vardır. Kurul\nkararları Ybk İnşaat Temizlik ve Ticaret Şiketi Ortaklar Genel Kurulu\nBaşkanı onayı ile yürürlüğe girer. Ortaklar Genel Kurulu Başkanı\ncezanın azaltılmasında yetkilidir. Yedi gün içinde onaylanmayan kararlar\ngeçersizdir.\u003C\u002Fp>\n\n\u003Cp>d)Disiplini bozan fiillere iş bu toplu iş sözleşmesinin ceza cetveline\nuygun olarak cezai kararlar verilir. Ceza cetvelinde belirtilmeyen suçların\nolması halinde cetvelde uygun en yakın ceza verilir. Disiplini bozan bu\nfiillere verilecek o fiilin karşılığı olan cezalar sırası ile\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin cezaları ihtar, gündelik kesimi, işten çıkartmadan\nibarettir.\u003C\u002Fp>\n\n\u003Cp>1-İhtar: İşçiyi görevinde dikkate davettir. İtiraz edilemez. Sicile\ngeçmez. Disiplin kurulu kararı ile verilenler ise sicile geçer. Birim\namirleri tarafından verilen ihtar cezaları sicile geçmez.\u003C\u002Fp>\n\n\u003Cp>2-Gündelik kesimi: İşçinin yevmiye sinden 4 yevmiye ye kadar\nkesilmesidir. Bu ceza işçinin aylık ücretinden her ay için 2 gündelik\ntutarından fazla olmamak şartıyla uygulanır.\u003C\u002Fp>\n\n\u003Cp>3-İşten çıkarma: İş akdinin fesih edilmesidir. Disiplin kurulunca bu\ncezaya oy çokluğu ile karar verilir.\u003C\u002Fp>\n\n\u003Cp>f)Disiplin kovuşturmasını gerektiren fiilden zarar gördüğünü iddia\neden işveren veya vekilinin olayı veya olayın failini öğrendikleri\ntarihten itibaren 50 (elli)iş günü içerisinde disiplin işlemini\nsonuçlandırmadığı takdirde disiplin cezası verme yetkisi zaman aşımına\nuğrar ve işçiye ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>g)İşçinin savunma verme süresi 7 iş günüdür.\u003C\u002Fp>\n\n\u003Cp>h)I- Disiplini bozan fiili öğrenen ilgili yetkili belirtilen 50 işgünü\nsürenin 20 iş günlük süresinde gerekli soruşturma belgelerini\nhazırlayarak işçiyi disiplin kuruluna şevke yetkili makama\nverir.(İşçinin savunma verme süresi bu süreye dâhildir.)\u003C\u002Fp>\n\n\u003Cp>2-Şevke yetkili makam soruşturma belgelerinde eksik görülen konular var\nise (Tanık ifadeleri, hakkında disiplin kovuşturması yapılacak kimsenin\nsavunması gibi ) bunları tamamlayarak belgeleri en çok 7 (yedi) iş günü\niçinde kurula gerekirse sevk eder. İşçinin yetkili kurula şevki halinde\ndisiplin kurulunca gerekirse işçide dinlenir. İşçinin yazılı\nsavunmasının alınması ve her türlü delillerin toplanmasına imkân\ntanınması mutlak zorunludur.\u003C\u002Fp>\n\n\u003Cp>3-Disiplin Kurulu belgeleri kurula şevkini müteakip genel olarak 23\nişgünü içinde olay hakkında gerekli incelemesini yaparak kararın\u003C\u002Fp>\n\n\u003Cp>ı) Disiplin Kurulu kararı işçiye altı iş günü içerisinde tebliğ\nedilmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>i)İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren altı ay içinde aynı fiili işlemesi halinde ceza\ncetvelinde gösterilen cezalar sırası ile takdir edilir. Aynı fiilin altı\naydan uzun zaman içinde tekrarı halinde işçiye o fiili için bir önce\ntakdir olunan ceza şekli uygulanır. İki (Dâhil) ve daha yukarı değişik\nfiillerden bir yıl içinde üç defa ceza alan bir işçinin aynı yıl\niçinde dört fiili için ceza gerektiğinden bu fiili için verilmesi icap\neden ceza evvelki fillerin nitelikleri ve verilen cezalarda nazara alınarak\nkurulda serbestçe takdir olunur.\u003C\u002Fp>\n\n\u003Cp>j)Disiplin kurulunca verilen karar işçinin işten çıkartılmasına\nilişkin ise disiplin kurulu kararını feshe yetkili makama tevdii tarihinden\nitibaren altı iş günü geçtikten sonra aktın feshi salâhiyeti\nkullanılamaz.\u003C\u002Fp>\n\n\u003Cp>k)Kurul kararları genel olarak yazılı ve nedenleri belirtilmek suretiyle\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanamaz. İşçinin\nkurul kararına tebellüğden sakınması ve kararın tebliğ esnasında terk\nsuretiyle işyerinden ayrılmış olması halinde keyfiyet tutanakla tespit\nolunmak kaydı ile yukarıdaki tebliğ ve ilgili hükümlerin uygulanmasına\ngerek kalmaksızın hüküm ifade eder.\u003C\u002Fp>\n\n\u003Cp>İşçinin hastalık, izin, geçici askerlik gibi nedenlerle işyerinden\nayrı bulunması halinde kendisine tebliğ yapılmazsa yasal ikametgâh\nadresine altı iş günlük süre zarfında taahhütlü mektupla işçinin\ngeçici görevli olarak iş yeri merkezi dışında bulunması nedeniyle\ntebliğ edilmezse işyeri merkezine döndüğünde derhal, hastanede yatan\nişçiye hastaneden çıktıktan sonra tebliğ edilir. Bu takdirde altı iş\ngünlük sürenin geçirildiği ileri sürülemez. Disiplin kurulu kararları\nişçinin gizli dosyasında saklanır.\u003C\u002Fp>\n\n\u003Cp>Disiplin kurulu kararı olmaksızın işçiye disiplin cezası verilemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. BÖLÜM DEĞİŞİK HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE-57. EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını korumak için,\nbelirli zamanlarda işverenle mutabakat sağlayarak, eğitim toplantıları\ndüzenler.\u003C\u002Fp>\n\n\u003Cp>Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\nücretsiz olarak temin edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-58. DİNİ GÖREVLERİN İFASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TC. Anayasasının 24.maddesi gereğince herkes vicdan, dini inanç ve\nkanaat hürriyetine sahiptir. Kimse dini inanç ve kanaatinden dolayı\nsuçlanamaz. İşveren işçilerin dini inançlarını ifa maksadıyla din\nayrımı gözetmeksizin ferdi olarak yapılmayan haftalık ibadetleri için\ngerekli kolaylığı sağlar.\u003C\u002Fp>\n\n\u003Cp>Bu ibadetlerde geçen süreler iş süresinden sayılır. İşçilerin\ntalepleri halinde Hacc'a gitmek isteyenlere 35 gün, Umre'ye gitmek isteyen\nişçileri ise 20 gün ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-59.TOPLU İS SÖZLEŞMESİNİN İS SÖZLEŞMELERİNE ETKİSİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasındaki mevcut iş sözleşmelerinin işçi aleyhine olan hükümlerinin\nyerini bu toplu iş sözleşmesi hükümleri alır. İşbu toplu iş\nsözleşmesinde düzenlenmeye hususlar hakkında merii mevzuata aykırı\nolmamak kaydıyla iş sözleşmeleri her türlü hükümleri ihtiva eder.\nİşbu sözleşme hükümlerine yapılan atıflar muhtevaları sözleşmede yer\nalmasa bile bu hükümlerin bu sözleşmenin hükmü niteliğinde olduğunu\ngösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-60. SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmede açıkça yer almış bütün sosyal yardım konularında,\nişyerlerinde bugüne kadar ayni ve nakdi olarak daha yüksek bir uygulama veya\nişçi lehine daha değişik bir tatbikat varsa eski uygulamaya devam\nolunur. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE: FARKLARIN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>Yürürlük tarihi ile imza tarihi arasında oluşacak toplu iş\nsözleşmesi farkları imza tarihinden itibaren iki ay içinde iki eşit\ntaksitte ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>\u003Cstrong>SUÇUN CİNSİ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>\u003Cstrong>SUÇA UYGUN DÜŞEN CEZA\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>\u003Cstrong>Bölüm 1:İşe Devamsızlık\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>1- Mazeretsiz işe 1 saate kadar geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar İY 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>2- Mazeretsiz yarım güne kadar işe geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İY 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>3- Mazeretsiz 1 gün işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İY 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>4- Mazeretsiz ardı ardına\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>a) 2 gün işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İY 2-3Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>b) 3 gün işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>2Y 3-4Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>5-1 ayda toplam 3 gün işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>3-4Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>6- Mazeretsiz herhangi bir tatil gününü takip eden\n        4. iş günü işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>7- İşini paydos saatinden önce terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar İY 2Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>8- İşyerini paydos saatinden önce terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar İY 2Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>9-1 saate kadar işyerini izinsiz terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar İY 2Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>10- Yarım güne kadar işyerini izinsiz terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İY 2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>11-İşyerini izinsiz 2-3 defa erken terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>2-3Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>12- İş saati bitmeden izinsiz olarak işten\n        ayrılma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2 Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>\u003Cstrong>Bölüm 2: İşyeri Güvenliği\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>1- İşyerinde işyerinin kısmen veya tamamen\n        faaliyetini durdurmak amacıyla sabotaja teşebbüs etmek, teşvik\n        etmek veya sabotajda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>4-5Y \u002F İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>2- İşyerinde dikkatsizlik ve tedbirsizliği\n        yüzünden\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>a) Yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>2-3Y 4-5Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>b) Kasten sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>3- iş emniyeti ile ilgili malzemeyi veya eşyayı\n        icabında kullanmamak veya hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>4- İş Güvenliği eğitimlerine katılmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>5- İş Güvenliği kurallarına uymamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>işverenin düzenlediği eğitim, seminer, konferans\n        vb. etkinliklere mazeretsiz katılmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2Y 2-3Y 4-5Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>\u003Cstrong>Bölüm 3 :İçki ve Kumar\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>1-İşyerine içki ve keyif verici esrar, eroin, afyon\n        vb. madde sokmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>2-İşyerinde kumar oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>3-İşyerine içkili sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>4-İşyerinde veya iş esnasında alkollü içki\n        içmek veya uyuşturucu kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>\u003Cstrong>Bölüm 4 :Disiplin\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>1- İşyerine uygun düşmeyen ve müstehcen resim\n        bildirisi vs. bulundurmak, teşhir etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>2-3Y 4-5Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>2- Kaba ve müstehcen şekilde el ve sözle şaka\n        yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 1Y 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>3- İşyerinde ve iş esnasında amirlerine\n        hürmetsizlik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 1-2Y 2-3Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>4- Amirlerine veya personele küfretmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2Y 3-4Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>5- İş saatinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 1-2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>6- İş yerinde ve iş esnasında iş yeri\n        mensuplarının mahiyetine veya iş sahiplerine hakaret, tehdit veya\n        tecavüzde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>2-3Y 4-5Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>7-Nöbet esnasında uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>8- İşyerinde personelden herhangi birine ya da\n        vatandaşlara karşı hakaret tehdit ve cinsel tacizde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2 Y 3-4Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>a) İşyerinde herhangi birisine el veya sözle ile\n        sarkıntılık etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2 Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>b)İşyerini ziyarete gelenlere elle veya sözle\n        sarkıntılık etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>c)İşyerinde veya iş esnasında iş sahiplerine\n        tehdit veya tecavüzde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2Y 3-4Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>9- Amirleri tarafından verilen emirleri yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>10- İşçiyi amirleri aleyhine kışkırtmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>3-4Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>11- işyerinde kavga çıkarmak veya çıkmasına\n        sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1Y 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>12- Arkadaşlarını asılsız yere şikayet etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar İY 2Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>13- Sorumlulara haber vermeden sebepsiz yere işi\n        bırakmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar İY 2Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>14- Sosyal Medya vb kanallar üzerinden işvereni\n        ilgilendiren olumsuz yönde paylaşımlar ve yorumlar yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>2-3Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>\u003Cstrong>Bölüm 5: İşle İlgili Hususlar\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>1-İşyerinde şahsi iş yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 2Y 3Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>2-İşyerine ait malzeme veya vasıtayı şahsi\n        işinde izinsiz kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>3-Gizli tutulması gereken görevle ilgili sırları\n        ifşa etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2Y 3-4Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>4- Verilen işi yapmadığı halde yapmış\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 1-2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>5- Amirleri tarafından pozisyonu ile ilgili olarak\n        verilen işleri yapmaktan imtina etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>6-İşverenin malı olan veya emanet altındaki\n        malzemeye gereken ihtimamı göstermemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>7- Kendisine teslim edilen alet ve malzemeyi iyi\n        koruyamayarak kaybına veya bozulmasına sebebiyet verilmesi halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>a) İhmali ve tedbirsizliği halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>Zararı tutarı kadar yevmiye kesimi\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>b) Ağır ihmali halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>Zarar tutarı kadar yevmiye kesimi İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>b) Kasten yaparsa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>8-Görevinde lakaytlık göstermek, çalışmaktan\n        çekinmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 1-2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>9-İşin yapılmasında amirlerine ve birlikte\n        çalıştığı personele zorluk göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 1-2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>10-İşyerine ait malzemeyi israf etmek, hor kullanmak\n        veya işin biten malzemeyi ilgililere teslim etmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 1-2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>11- İş saatinde arkadaşlarını lüzumsuz yere\n        meşgul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>1-2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>\u003Cstrong>Bölüm 6: Sağlıkla İlgili\n        Hususlar\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>1- Hasta olmadığı halde kendini hasta göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003Cp>İhtar 1-2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>2- Senelik izinde rapor alıp durumunu en kısa\n        zamanda bildirmeyenler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhtar 1Y 2Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>3- İstirahat alanlardan durumlarını 24 saat içinde\n        işyeri personel amirine bildirmeyenler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhtar 1Y 2Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>4- İş Sağlı ve Güvenliği Toplantısına\n        katılmayan işçilerden, Bölüm 7: Yanlış Beyanda Bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>1Y 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>1-Ücret değişikliğine etki edebilecek olan ailede\n        değişikliğini zamanında haber vermemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>1Y 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>2- işyeri veya işle ilgili resmi belgeler üzerinde\n        tahribat yapmak ve sahte belge düzenlemek suretiyle işvereni veya\n        vekilini yanıltmak veya bunu yapanlara yardımda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>3-Her ne suretle olursa olsun yalan söylemek\n        suretiyle amirlerini ve işyeri personelini yanıltmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>1Y 2Y 3-4 Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>4- İşyerince istenen belgeleri zamanında ve tam\n        olarak vermemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>1Y 2Y 3-4 Y İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>5- İşe gelmeyen işçinin yerine imza atmak,\n        kartını basmak veya gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>1-2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>6- Amirleri, iş yeri mensupları ve mahiyeti\n        hakkında yalan veya yanlış şaibeler çıkarmak asılsız ihbar ve\n        şikâyette bulunmak hakikate uymayan bilgi vermek veya beyanda\n        bulunmak suretiyle işçinin işvereni yanıltması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>7) İşçinin yapmakla ödevli bulunduğu görevleri\n        kendisine yazılı olarak bildirildiği halde yapmamakta ısrar\n        etmesi.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Bölüm 8: Rüşvet ve Hırsızlık\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>1- İşyeri ile ilgili rüşvet almak veya vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>2 Hırsızlık yapmak veya hırsızlığa teşebbüs\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>3- İşyerine ait takım ve abadanlığı vs.\n        malzemeyi çalmaya teşebbüs etmek veya çaldığı sabit olmak\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Bölüm 9 : İşyerinde Propaganda Yapmak\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>1-İşyeri personeli hakkında mesnetsiz kötü\n        propaganda yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>1-2Y 3-4Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>4- işçinin yukarıda sayılan maddeler dışında\n        kalan fiili ile ahlak veya iyi niyet kurallarına aykırı hareket\n        etmekte işveren veya işveren vekilinin emniyetini suiistimal etmesi,\n        iş arkadaşlarının, iş yeri mensuplarının işveren veya aile\n        efradından birinin şeref ve namusuna halel getirecek veya ahlakını\n        ifsat edecek sözler sarf etmesi veya hakarette bulunması edep veya\n        ahlaka muhacir hakaretlerde bulunması iş kanununun 25.maddesinin II.\n        bendinde belirtildiği üzere hüküm giymesi\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Bölüm 10: Vasfını yitirmek\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>1- Şoför ve operatör gibi ehliyet gerektiren\n        pozisyonlar için alkollü ya da uyuşturucu madde etkisindeyken\n        işyerine ait aracı kullanımı neticesinde ehliyetine el konulması\n        durumunda\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Bölüm 12: Trafik Kuralları\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>1- Trafik kurallarına uymama\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>1-2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>2- Trafik cezalarını zamanında ödememe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp>1Y 2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"490\">\u003Cp>\u003Cstrong>Bölüm 13: Belirtilmeyen Hususlar\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>İş yerindeki pozisyonu ile ilgili yalan beyanda\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\">\u003Cp>1-2Y 3-4 Y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>Kişisel verilerin korunması kanuna aykırı hareket\n        ederek, kişisel verilerin işlenmesinde başta özel hayatın\n        gizliliği olmak üzere kişilerin hak ve özgürlükleri ile ilgili\n        bilgileri yaymak ve ifşa etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\">\u003Cp>2-3y 3-4y\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>Sosyal medya ve benzeri kanallar üzerinden işveren\n        veya vekili hakkında yalan haber yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\">\u003Cp>2-3y - 3-4y ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>Kişi aile durumunu boşanması veya vefatı halinde 1\n        hafta içerisinde durumu bildirmesi, bildirmemesi tespiti halinde 1\n        yevmiye ceza ve geriye dönük alınan yardımın gecikme zammı ile\n        rücu'su yapılır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>Ceza cetvelinde belirlenmeyen suçların olması\n        halinde cetvele uygun en yakın ceza verilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"491\">\u003Cp>Not: Ceza cetvelinde Y: Yevmiye anlamında\n        kullanılmıştır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbamemtrad":45,"trainingprogrammes":49,"trainingfund":52,"disabilityfund":56,"contracttrial":60,"contracttrialperiod":63,"sicknesspay":67,"sicknessmaxdaysnr":70,"protectiveclothing":74,"funeralpay":77,"paidmaternityleave":81,"pregnancy":85,"paidpaternityleave":89,"childcare":92,"deathrelatives":96,"marriageleave":100,"eqpay":104,"discrimination":108,"WORKHOURS_trigger":112,"hourspweek_select":115,"PAIDLEAV_trigger":119,"TRADEUNLEAV_trigger":123,"tradeunleavdays":126,"WAGES_trigger":130,"wageincreasetype2":134,"ONCERISE_trigger":138,"NOCTPREM_trigger":141,"OVERTIME_trigger":145,"SUNDAY_trigger":148,"SENIOR_trigger":152,"longserviceallowancedays1":156,"MEALALL_trigger":160,"mealvouchersamount":163,"COMMUTE_trigger":167,"commutingallowancetype":170,"green_trigger":174},{"bindId":43,"name":44,"text":44},"cbadate_start","15.07.2023-31.03.2026",{"bindId":46,"name":47,"text":48},"cbamemtrad","HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET ","HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI)",{"bindId":50,"name":51,"text":51},"trainingprogrammes","MADDE-57. EĞİTİM",{"bindId":53,"name":54,"text":55},"trainingfund","Sendika, işçilerin ekonomik ve sosyal kü","Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını korumak için,\nbelirli zamanlarda işverenle mutabakat sağlayarak, eğitim toplantıları\ndüzenler.\n\nSendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\nücretsiz olarak temin edilir.\n\nİşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurar.",{"bindId":57,"name":58,"text":59},"disabilityfund","1.Hastalık nedeni ile iş göremezliğe uğr","1.Hastalık nedeni ile iş göremezliğe uğrayan işçilerin bir takvim\nyılı içerisinde 5 defaya kadar alınan tüm raporda işveren tarafından\nherhangi bir kesinti yapılmayacak olup, 6 ve üzeri raporlarda almış olduğu\nher raporda 2 yevmiye kesinti yapılır.\n\nİşçinin hastalık nedeniyle işe devam edemediği veya raporlu olduğu\nsürelere ait yılda 5 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.",{"bindId":61,"name":62,"text":62},"contracttrial","MADDE-17. DENEME SÜRESİ",{"bindId":64,"name":65,"text":66},"contracttrialperiod","a)İşçiler işe alındıkları tarihten itiba","a)İşçiler işe alındıkları tarihten itibaren bir aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.",{"bindId":68,"name":69,"text":69},"sicknesspay","MADDE-41. HASTALIK YARDIMI",{"bindId":71,"name":72,"text":73},"sicknessmaxdaysnr","İşçinin hastalık nedeniyle işe devam ede","İşçinin hastalık nedeniyle işe devam edemediği veya raporlu olduğu\nsürelere ait yılda 5 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.",{"bindId":75,"name":76,"text":76},"protectiveclothing","MADDE-37.GİYİM VE KORUYUCU EŞYA YARDIMI",{"bindId":78,"name":79,"text":80},"funeralpay","MADDE-43. ÖLÜM YARDIMI İşçilerin iş kaza","MADDE-43. ÖLÜM YARDIMI\n\n\n\nİşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına\nbrüt 10.000,00 TL tutarında; normal ölümleri halinde ise brüt 5.000,00 TL\ntutarında ölüm yardımı yapılır. İşçinin eş, çocuklarının, anne ve\nbabasının ölümleri halinde brüt 1.000,00 TL tutarında ölüm yardım\nyapılır.\n\nAna, baba, eş veya çocuğun ölümü halinde ölüm belgesi getirmesi\nşartıyla ödeme yapılır.",{"bindId":82,"name":83,"text":84},"paidmaternityleave","4)İşyerinde çalışan hamile kadın işçiler","4)İşyerinde çalışan hamile kadın işçilere doğum öncesi 10 hafta ve\ndoğum sonrası 10 hafta ücretli izin verilir. Çoğul gebelikte bu süreler\n16 haftaya çıkarılır. Ancak, sağlık durumu uygun olduğu takdirde,\ndoktorun onayı ile kadın işçi isterse doğumdan önceki üç haftaya kadar\nişyerinde çalışabilir. Kadın işçilerin doğumdan önce çalıştığı\nsüreler doğum sonrası sürelere eklenir.",{"bindId":86,"name":87,"text":88},"pregnancy","Doğum yapmış kadınların bebeklerini emzi","Doğum yapmış kadınların bebeklerini emzirebilmeleri için zamana ve\nbebeğinde annenin sevgisine ve sütüne ihtiyacı vardır. İş bu emzirme\nizni, işçinin altı aylık esnek çalışma süresini bitirip tam zamanlı\nolarak işe başladığı tarihten itibaren ilk 6 ay için günde 2 saat,\nikinci 6 ay için günde 2 saattir. Bu sürenin hangi saatlerde kaç aralığa\nbölünebileceğini anne belirleyecektir.",{"bindId":90,"name":91,"text":91},"paidpaternityleave","3)Eşi doğum yapan işçiye 7 işgünü,",{"bindId":93,"name":94,"text":95},"childcare","5)İşçinin kendisinin veya eşinin, ana, b","5)İşçinin kendisinin veya eşinin, ana, baba, eş, çocukları ve\nbakmakla yükümlü olduğu kardeşlerinin refakatini gerektiren bakım ve\nağır hastalığı halinde işçilerin refakatçi olarak geçirdiği günler\nücretli izinli sayılır.",{"bindId":97,"name":98,"text":99},"deathrelatives","6)Ana, Baba, Kaynana, Kayınbaba eş, kard","6)Ana, Baba, Kaynana, Kayınbaba eş, kardeş ile öz veya bakımları\nkendine ait olan üvey çocuklarının ölümü halinde 5 işgünü, cenaze il\ndışında ise 7 iş günü izin verilir.",{"bindId":101,"name":102,"text":103},"marriageleave","1)Evlenen işçilere yazılı isteği üzerine","1)Evlenen işçilere yazılı isteği üzerine 10 işgünü olmak üzere\nizin verilir.",{"bindId":105,"name":106,"text":107},"eqpay","Çalışanlar için çalışma koşulları ve mak","Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,",{"bindId":109,"name":110,"text":111},"discrimination","Çalışma saatleri iş ve özel hayatın uzla","Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,",{"bindId":113,"name":114,"text":114},"WORKHOURS_trigger","MADDE-20. NORMAL ÇALIŞMA SÜRESİ",{"bindId":116,"name":117,"text":118},"hourspweek_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre aşılmamak ve gün\nortasında 1 saatten az olmamak kaydıyla ara dinlenmesi verilmek şartıyla\nçalışma saatleri işin icabına göre işverence tanzim edilir. Bu 45\nsaatlik süre haftada 6 işgününe bölünerek çalıştırılır. Çalışma\nsaatleri Cumartesi günü saat 13.00'de bitmek üzere çalışma saatleri\nişverence ayarlanır.",{"bindId":120,"name":121,"text":122},"PAIDLEAV_trigger","A )Yıllık Ücretli İzinler; a)Toplu iş sö","A )Yıllık Ücretli İzinler;\n\na)Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde;\n\n\n  \n  \n  \n  \n    \n      Hizmeti 1-5 yıl (beş yıl dâhil) olanlar için\n      18 işgünü,\n    \n    \n      Hizmeti 5-15 yıl olanlar için\n      24 işgünü,\n    \n    \n      \n      \n    \n  \n\n\nHizmeti 15 yıl (onbeş yıl dâhil) ve daha fazla olanlar için 30\nişgünü ücretli izin verilir.",{"bindId":124,"name":125,"text":125},"TRADEUNLEAV_trigger","MADDE-8. SENDİKAL İZİNLER",{"bindId":127,"name":128,"text":129},"tradeunleavdays","D)Diğer İzinler: Sendikanın her kademesi","D)Diğer İzinler: \n\nSendikanın her kademesinde görevli yöneticilerine, toplu iş sözleşmesi\nile kurulması öngörülen kurul ve komite üyelerine, temsilcilerine, kadın\nkomitesi başkan ve üyelerine, engelliler komitesi başkan ve üyelerine,\nkültür sanat komitesi başkan ve üyelerine, gençlik komitesi başkan ve\nüyelerine Afet İşleri Komitesi ve üyelerine, Sosyal Medya Komitesi ve\nüyelerine, Filistin ve Kudüs'e Destek Sendikal Dayanışma Komitesi\nüyelerine, Türk Dünyası ve Akraba Topluluklar Komitesi ve üyelerine, İş\nSağlığı ve İş Güvenliği Komitesi ve üyelerine ve sendika tarafından\nbelirlenecek görevlilere kongre, konferans, seminer, yönetim, denetim,\ndisiplin kurulu ve temsilciler meclisi toplantıları, kadınlarla ilgili\netkinlik ve kadın komitesi toplantıları, engellilerle ilgili etkinlik ve\nengelliler komitesi toplantıları, kültür ve sanatla ilgili etkinlik ile\nkültür sanat komitesi toplantıları, gençlerle ilgili etkinlik ve gençlik\nkomitesi toplantıları gibi toplantılara katılmaları için sendikanın\nyazılı talebi üzerine talep edilen tarihler için sendikal izin verilir. Bir\ndefada işyeri işçi sayısının %15'inden fazlasının sendikal izin\nkullanması işverenin onayına bağlıdır. Konfederasyon, sendika genel\nmerkez genel kurulu delegelerine 5 işgünü, şube genel kurul delegelerine 2\nişgünü sendikal izin verilir, genel kurullar için %15 oranı şartı\naranmaz. Ancak, her iki durumda da sendika isim listesini yazılı olarak 3\ngün önceden işverene bildirmek zorundadır. Yukarıda adı geçen temsilci,\nyönetici ve diğer görevlilere işveren tarafından izin verilmediği\ntakdirde işe gelmeyenleri işveren sorumlu tutamaz ve herhangi bir şekilde\ncezalandıramaz.",{"bindId":131,"name":132,"text":133},"WAGES_trigger","SOSYAL YARDIMLAR ve ÜCRETLER 2.KISIM: ÜC","SOSYAL YARDIMLAR ve ÜCRETLER\n\n2.KISIM: ÜCRETLER",{"bindId":135,"name":136,"text":137},"wageincreasetype2","1.YIL 2.Altı ay Ücret Zammı Taraf Sendik","1.YIL\n\n2.Altı ay Ücret Zammı\n\nTaraf Sendika üyesi işçilerin 01.01.2024 tarihinde almakta oldukları\ngünlük çıplak ücretlerine, 2024 yılı Ocak ayı içinde 657 sayılı\nDevlet Memurlarına verilen enflasyon farkı uygulandıktan sonra. İşçilerin\ngünlük çıplak ücretlerine %6 (Yüzde altı) oranında zam\nyapılmıştır.",{"bindId":139,"name":140,"text":140},"ONCERISE_trigger","MADDE-49. İKRAMİYE",{"bindId":142,"name":143,"text":144},"NOCTPREM_trigger","MADDE-47. GECE ÇALIŞMASI ve ÜCRETİ Saat ","MADDE-47. GECE ÇALIŞMASI ve ÜCRETİ\n\n\n\nSaat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere ücretleri %10 zamlı ödenir.",{"bindId":146,"name":147,"text":147},"OVERTIME_trigger","MADDE-46. FAZLA ÇALIŞMA ve ÜCRETİ",{"bindId":149,"name":150,"text":151},"SUNDAY_trigger","Hafta tatillerinde çalıştırılan işçilere","Hafta tatillerinde çalıştırılan işçilere bu hafta tatili günü için\ntoplam 3 (üç) yevmiye ödenir.",{"bindId":153,"name":154,"text":155},"SENIOR_trigger","MADDE-27. KIDEM TAZMİNATI. HESAPLANMASI ","MADDE-27. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ",{"bindId":157,"name":158,"text":159},"longserviceallowancedays1","1)Kıdem Tazminatı; İşçilerin iş sözleşme","1)Kıdem Tazminatı; \n\nİşçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 45 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler içinde aynı oran üzerinden ödeme\nyapılır. Ölüm hallerinde tazminat, kanuni mirasçılarına verilir. İş\nkazası nedeniyle ölen işçinin kıdem tazminatı 60 gündür.",{"bindId":161,"name":162,"text":162},"MEALALL_trigger","MADDE-30. YEMEK YARDIMI",{"bindId":164,"name":165,"text":166},"mealvouchersamount","Toplu iş sözleşmesinin 1. Yılında Net 90","Toplu iş sözleşmesinin 1. Yılında Net 90,50 TL, yemek yardımı\nödenir. Bu ödemeler sözleşmenin birinci yıl ikinci altı ayı, ikinci yıl\nve üçüncü yıl ücretin zamlandığı tarihlerde ücret zammı oranında\nartırılarak net olarak ödenir.",{"bindId":168,"name":169,"text":169},"COMMUTE_trigger","MADDE-31. YOL YARDIMI",{"bindId":171,"name":172,"text":173},"commutingallowancetype","Sendika üyesi işçilere her ay maaşla bir","Sendika üyesi işçilere her ay maaşla birlikte ödenmek üzere;\n\n15.07.2023 tarihinden 14.07.2024 tarihine kadar bürüt 500,00 TL\n\n15.07.2024 tarihinden 14.07.2025 tarihine kadar bürüt 700,0 TL\n\n15.07.2025 tarihinden 31.03.2026 tarihine kadar bürüt 900,00 TL yol\nyardımı ödenir.",{"bindId":175,"name":110,"text":111},"green_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>YBK İnşaat Temizlik ve Tic. Ltd. Şti ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 15.07.2023-31.03.2026 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-07-15\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-03-31\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: → Security, cleaning, homework\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Binaların genel temizliği  \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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HİZMET-İŞ Tüm Belediye ve Genel Hizmet İşçileri Sendikasi\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 2 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\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 1000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 20 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → It depends on the duration of hospitalization days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → 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: → 30 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: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 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: → 2.0 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: → 6.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv 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