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Ve Tic. AŞ’yi\n(Yenigün Gazetesi) ile Türkiye Gazeteciler Sendikası’nı (TGS) arasında\nimzalanan toplu iş sözleşmesi\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>(01.01.2025-31.12.2026)\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 1\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1- TARAFLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, merkezi İstanbul’da bulunan Türkiye\nGazeteciler Sendikası (TGS) ve merkezi İzmir’de bulunan Ala Basın Yayın\nMedya Yayıncılık İletişim San. ve Tic. AŞ arasında, tarafların hak,\ngörev ve sorumluluklarını düzenlemek, politik ve etik olarak sorumlu\nhabercilik anlayışı ve pratiğini ileriye taşımak üzere, işyerinin\nözellikleri ve olanakları dikkate alınarak işyeri düzeyinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 2- TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>• İŞVEREN; Ala Basın Yayın Medya Yayıncılık İletişim San. Ve Tic.\nAŞ’yi (Yenigün Gazetesi)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>• SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>• İŞÇİ; İşverenin işyerlerinde çalışan işçilerden TGS üyesi\nolanları\u003C\u002Fp>\n\n\u003Cp>• TARAFLAR; işveren ve sendikayı,\u003C\u002Fp>\n\n\u003Cp>• TİS; bu toplu iş sözleşmesini ifade eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- AMAÇ\u003C\u002Fh3>\n\n\u003Cp>A. Bu TİS, her türlü güç odaklarından bağımsız olarak halkın haber\nalma ve gazetecinin haber verme\u002Fyapma özgürlüğü temelinde editoryal\nbağımsızlığı korumayı ve geliştirmeyi garanti altına alır.\nHabercilikte eril\u002Fseksist, ayrımcı, nefret söylemi içeren, şiddet\nkışkırtıcılığı yapan, taraflı, baskından yana ve baskın olanı\nyeniden üreten kutuplaştırıcı, militarist yaklaşım ve dili reddeder.\nHak, yurttaş ve barış odaklı habercilik anlayışını korumayı ve\ngeliştirmeyi garanti altına alır. Demokratik katılımcı habercilik\nmodelini işyeri özelinde geliştirmeyi ve model olarak genel habercilik\nortamında yaymayı teşvik eder.\u003C\u002Fp>\n\n\u003Cp>B. İşyerinin ekonomik yönden sürdürülebilirliğini, ayakta\nkalmasını, verimli şekilde işletilmesini; TGS üyelerinin ekonomik, sosyal\ndurumlarını ve mesleki becerilerini geliştirmeyi, çalışanların insanlık\nonuruna yaraşır şekilde işsizlik korkusundan uzak, geleceğe güvenle\nbakabilecekleri, huzurlu bir çalışma ortamı oluşturmayı; işyerinde\ndemokratik katılımcılığın ve çalışanların sosyal güvenceye\nkavuşturulmalarının sağlanmasını, işçi sağlığı ve güvenliğini\nsağlayacak önlemlerin alınmasını amaç edinir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>C. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının çalışanların en temel hakkı olduğunu kabul ederek,\nçalışma yaşamının demokratikleşmesine, genişlemesine\u002Fzenginleşmesine\nkatkıda bulunmayı, toplumdaki inanç\u002Finançsızlık, kültürel, etnik her\nalandaki farklılıkların işyerindeki temsilini gözetmeyi, toplumsal\ncinsiyet eşitsizliğinin giderilmesi ve işyerinde kadın-erkek eşitliğinin\nsağlanmasını, kadın, genç, yaşlı, göçmen, engelli ve LGBTİ\nişçilerin hiçbir şekilde ayrımcılığa uğramaması için gerekli pozitif\nayrımcı tedbirlerin alınmasını amaçlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 4- TOPLU İŞ SÖZLEŞMESİNDEN YARARLANMA\u003C\u002Fh3>\n\n\u003Ch4>A. Sendika üyelerinin yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. TİS’in imzalandığı tarihte işyerinde çalışmakta olan ve sendika\nüyesi bulunanlar yürürlük tarihinden, imza tarihinden sonra işe yeni\ngirenler ya da imza tarihinden sonra üye olanlar, üyeliklerinin sendikaca\nişverene bildirilme tarihinden itibaren sözleşmenin sağladığı haklardan\nyararlanabilirler. TİS’in imzalanmasından sonra işe giren ve yeni üye\nolan işçiler, ücret zammı hariç TİS’in tüm haklarından, sendika\nüyesi olduğu tarih itibariyle yararlanırlar. Bu kişiler, işe giriş veya\nüye olduğu tarihten sonraki zam döneminde ücret zammı alırlar.\u003C\u002Fp>\n\n\u003Cp>b. Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\naskerlik, emeklilik ve diğer nedenlerle hizmet akdi sona eren üye işçiler,\ntüm haklardan, işbu yürürlük tarihi ile imza tarihinde çalışılan süre\noranınca diğer üyeler gibi yararlanırlar. Ölen üye işçilerin\nvarislerine, kıdem tazminatı ve ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch4>B. Sendika üyesi olmayanların yararlanması\u003C\u002Fh4>\n\n\u003Cp>a. Sendika üyesi olmayanlar veya sendika üyeliğinden ayrılanlar ya da\nüyelikten çıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Ancak TİS’in\nimzalandığı tarihten önceki talepler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika üyeleri ile sendika üyesi olmadan dayanışma aidatı ödeyerek\nbu TİS’ten yararlananlar dışında kalan işçilere, bu TİS uygulanamaz.\nSendika üyesi olmayanlara ücret maddelerinin tamamı yüzde 10 daha düşük\nuygulanır. Bu madde hükmünü ihlal edecek şekilde uygulanan tüm parasal\nhaklar, sendika üyelerine ilave olarak uygulanır. Ayrıca işveren, bu\nkonumdaki işçiler için, TİS’i uyguladığı her işçi için ödenen\nüyelik aidatı tutarı kadar tazminatı, (TİS’in uygulandığı süre\nboyunca) her ay sendikaya ödemeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TOPLU İŞ SÖZLEŞMESİNİN HÜKMÜ VE YORUMU\u003C\u002Fh3>\n\n\u003Cp>İşveren ile TGS üyeleri arasında yapılması zorunlu olan hizmet\nakitlerinin yazılı olması ve işbu TİS’in tanıdığı hakları\nazaltıcı, kısıtlayıcı ve bozucu hükümler taşımaması şarttır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- TARAFLARIN DURUMUNDA DEĞİŞİKLİK\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, işyerini başka bir gerçek veya tüzel kişiye devrettiği,\ngerçek veya tüzel bir üçüncü şahısla ortak olduğu veya işyerinde\nyapılan işlerin bir bölümünü veya tamamını gerçek veya tüzel bir\nüçüncü şahsa yaptırdığı takdirde, bu TİS süresi sonuna kadar\nTİS’in TGS üyelerine tanıdığı haklardan, yeni işveren (üçüncü\nşahıs ile birlikte) müştereken ve müteselsilen sorumludur.\u003C\u002Fp>\n\n\u003Cp>B. Sözleşmeye taraf olan sendikanın kendini feshi, infisahı,\nçalışmadan yasaklı olması bu TİS’in uygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 2\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL HAKLAR VE GÜVENCESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 7- SENDİKA GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun Sendika\nİşyeri Temsilcilerine tanıdığı güvenceler, TGS merkez ve şubelerinin\nyönetim, denetleme ve disiplin kurulu üyeleri yönünden de aynen\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TGS üyelerinin sendikal görevlerini yerine getirmelerinden\nötürü iş sözleşmesini feshedemez. İşveren buna aykırı hareket\nettiğinin yargı kararı ile tespit edilmesi halinde, bu kişilere brüt 12\nmaaş sendikal tazminatı ile yasalardan ve TİS’ten doğan haklarını\nöder.\u003C\u002Fp>\n\n\u003Cp>C. TGS üyesinin askerlik nedeniyle ve askerliği sırasında iş\nsözleşmesi feshedilemez, askıya alınır. TGS üyesi askerlik süresinin\nsona ermesiyle, işyerindeki eski işine döner ve işe döndüğü tarihten\nitibaren işyerindeki sözleşmenin tüm haklarından, hakların ulaştığı\nseviye itibarıyla yararlanmaya devam eder. TGS üyesi dilerse, askerlik\nnedeniyle iş akdini feshederek, kıdem tazminatı ve feshe bağlı\nhaklarının ödenmesini talep edebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- SENDİKA AİDATI\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, TGS üyelerinin aidatlarını, TGS’nin göndereceği üye\nlistesine göre brüt ücretlerinin %2’si oranında kesip Sendika’nın\nbildireceği TGS Banka Hesabına en geç 15 gün içinde yatırır.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TİS’den yararlanmak isteyen diğer işçilerin dayanışma\naidatlarını da brüt ücretlerinin %2’si oranında kesip Sendika’nın\nbildireceği TGS Banka Hesabına en geç 15 gün içinde yatırır ve\ndayanışma aidatı ödeyen işçi listesini TGS’ye aynı süre içinde\ngönderir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9- TEMSİLCİLERİN GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>A. TGS, yasada belirlenen miktarda sendika temsilcisi atar. Atanacak\ntemsilciler özel durumlar ve acil ihtiyaçlar dışında demokratik yöntemle\nbelirlenir. Temsilciler, TİS hükümlerinin uygulanmasını sağlar.\u003C\u002Fp>\n\n\u003Cp>B. Sendika temsilcileri şu şekilde çalışırlar: TGS üyesi ya da\nüyeleri, şikâyet ve taleplerini TGS temsilcisine bildirir. TGS temsilcisi,\nkonuyu yetkili kişilerle görüşür, gerekirse yazılı olarak bildirir.\nİşveren, İşveren vekili ya da ilgili kişi, TGS temsilcisinin yazılı\nbaşvurusuna 7 gün içinde yazılı olarak yanıt vermelidir. Çözülemeyen\nkonular sendikaya bildirilir. İşyeri temsilcileri ve sendika yöneticileri\nüyeler ile yapacağı görüşme ve toplantılar için mesai saatleri\ndışını tercih eder. Ancak mesai saatleri içinde yapılacak toplantılar\niçin işveren yetkililerinden izin alınır.\u003C\u002Fp>\n\n\u003Cp>C. TGS, işyerinde çalışan üyeler arasından delege seçilenleri\nişveren, Sendika İşyeri Temsilcisi vasıtasıyla yazılı olarak\nbilgilendirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>A. İşçilerin disiplin uygulamaları ile iş akitlerinin sona erdirilmesi\nkonusunda, TİS’in uygulama ve yorumundan kaynaklanan uyuşmazlıklar\nkonusunda görüş vermek üzere işyerinde Disiplin Kurulu oluşturulur. Bu\nkurul çalışanlar arasından seçimle belirlenecek 1 kişi ile gazetenin\nimtiyaz sahibi ve genel yayın yönetmeninden oluşur.\u003C\u002Fp>\n\n\u003Cp>B. Disiplin Kurulu işçilerin iş disiplini ile bağdaşmayan fiillerini\ngörüşerek suçlu bulduğu işçiye uygun göreceği cezanın verilmesi\nkonusunda öneride bulunur.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 3\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA KOŞULLARININ DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 11- İŞ TANIMI DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyesini, bireysel iş sözleşmesinde belirtilen iş\ntanımı ve çalıştığı pozisyon kapsamına giren işlerde\nçalıştırır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, genç, yaşlı, göçmen ve engelli işçilerin ayrımcılığa\nuğramaması için gerekli pozitif ayrımcı tedbirleri alır. Engelli\nişçilerin rahat, sağlıklı ve güvenli çalışabilmeleri için, yasal\nmevzuat çerçevesinde gerekli düzenlemeler yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>MADDE 13- TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, işyerinde çalışan TGS üyelerinin, uluslararası\nsözleşmeler, Anayasa ve ilgili düzenlemeler çerçevesinde, toplumsal\ncinsiyet eşitliğinin yaşama geçirilmesi ve kadın olmaktan ve\u002Fveya çocuğu\nolmasından kaynaklı ayrımcılığa uğramamaları için gerekli önlemleri\nalır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 14- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. İşin ve işyerinin ekonomik durumu ve gerekleri bakımından zorunluluk\nolmadıkça hiçbir TGS üyesi işten çıkartılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>B. 4857 Sayılı İş Kanunu’nun 25. maddesinde sıralanan nedenlerin\nyanı sıra hırsızlık, dolandırıcılık, cinsel taciz, tecavüz, kadına\nyönelik şiddet, şantaj gibi suçları işleyenler, çalıştığı işyerini\nalet etmek suretiyle maddi menfaat sağladıkları kesinleşmiş yargı kararı\nile sabit olanlar ile bir ay içinde mazeretsiz olarak üst üste 2 gün veya\nfarklı günlerde olmak üzere 3 gün işe gelmeyenlerin iş sözleşmeleri,\ntazminatsız olarak feshedilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>BÖLÜM 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşyerinde hizmetin yürütümü sırasında çalışanların\nsağlığının ve güvenliğinin korunması ve geliştirilmesi,\nçalışanların kendi sağlık ve güvenlikleri ile ilgili süreçlere aktif\nkatılımı ve çalışanların işçi sağlığı ve güvenliği önlemlerine\nuyması esastır. İşveren, işçi sağlığı ve güvenliği ile ilgili tüm\nçalışmaları sendika ile eşgüdüm içinde yürütür.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16- ARAÇ-GEREÇ SAĞLANMASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, olanakları ölçüsünde TGS üyelerinin görevini yapabilmesi\niçin gerekli araç-gereçleri (ses kayıt cihazı vb.) sağlar. TGS\nüyelerinin görevde kullandıkları ekipmanlar kendilerine ait ise bunların\nbakım ve onarımları işverence yaptırılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 17- GÖZALTINA ALINMA, TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesi gazeteci; Yenigün’de yayınlanan bir yayından ya da\nYenigün adına yürüttüğü bir faaliyetten ötürü özgürlüğü\nkısıtlanırsa, bu sürede ücretini bütün haklarıyla birlikte işverenden\nalmaya devam eder ve iş sözleşmesi hiçbir şekilde feshedilemez.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyesi gazetecinin, Yenigün’de yayımlanan bir yayını ya da\nYenigün adına yürüttüğü bir faaliyet nedeniyle para cezasına mahkûm\nolması halinde, bu adli para cezası işveren tarafından karşılanır. Hapis\ncezasının paraya dönüştürülmesi olanağı var ise işveren bu miktarı\nkarşılamakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C. İşyeri ve işverenle ilgisi olmayan ancak Avrupa İnsan Hakları\nMahkemesi’nin kararları çerçevesinde düşünce ve ifade özgürlüğü\nkapsamında değerlendirilebilecek bir nedenle çalışanın özgürlüğünün\nkısıtlanması halinde iş sözleşmesi 1 yıl süreyle feshedilmez.\nÖzgürlüğün kısıtlanması halinin 1 haftayı aşması halinde çalışan\nücretsiz izne çıkarılabilir.\u003C\u002Fp>\n\n\u003Cp>D. Çalışan, bu maddenin A, B ve C fıkrası kapsamına giren durumlar\nharicinde, herhangi bir suçtan dolayı tutuklanırsa ücretsiz izinli\nsayılır. Tutukluluğu 6 ayı aştığı takdirde iş akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>E. Çalışanın, işverenin maddi çıkarlarını ve itibarını zarara\nuğratacak ve suç teşkil eden fiilleri bu madde kapsamında değildir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 5\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL HAKLAR\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 18- YEMEK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>TGS üyelerinin yemek kartlarına yapılan yemek yardımı ödemesi, 1 Ocak\n2025’ten itibaren net 7500 TL’ye çıkartılır. Sözleşmenin ikinci\nyılı için 1 Ocak 2026 tarihinde, ücretlere yapılacak zam oranından az\nolmamak üzere yemek yardımı da arttırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE 19- YOL YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>İşverence basın kartı olmayan TGS üyelerine; ESOT, tramvay, metro\nulaşımında geçerli ücret tarifesine göre, her gün iki biniş ücreti\ntutarında yol yardımı ödemesi yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 20- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin görev başındayken ölümü durumunda cenaze masrafları\nişverence karşılanır ve ailesine net 25000 TL ölüm yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>B. Evli çalışanlara annesi, babası, çocuğu ya da eşinin ölmesi\ndurumunda; evli olmayan çalışanlara ise annesi ya da babasının ölmesi\ndurumunda net 5000 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 21- EVLENME VE DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. Evlenen TGS üyelerine çeyrek altın hediye edilir.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyelerine çocuk sahibi olmaları halinde çeyrek altın, evlat\nedinmeleri halinde tam altın hediyesi verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 22- KREŞ ve EĞİTİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, çocuğu olan TGS üyesi çalışanlara yıllık net 5000 TL\nEğitim-Kreş yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>B. Devlet üniversitelerinde yüksek lisans ya da doktora öğrencisi olan\nTGS üyelerinin dönemlik kayıt ücretleri (harç) işverence ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 23- EVDEN ÇALIŞMA-İNTERNET YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, görevi gereğince zaruri olarak sürekli evden çalışan TGS\nüyelerine aylık net 1000 TL fatura yardımında bulunur. Ayrıca sahada\ngörevli muhabir olarak çalışan TGS üyelerinin ilgili telefon\noperatörünün belirlediği “Basın Tarifesi” üzerinden\nfaturalandırılan cep telefonu hattı fatura bedeli, işverence her ay ilgili\nüyeye faturanın işverene ibrazıyla birlikte ödenir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 6\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 24-ÜCRETLİ VE ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A. Ücretli yıllık izin uygulaması, 5953 sayılı Kanuna göre\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. 8 Mart Dünya Emekçi Kadınlar Gününde TGS üyesi kadın çalışanlar\nücretli izinli sayılır. Çalışmaları durumunda başka bir tarihte izin\nalır.\u003C\u002Fp>\n\n\u003Cp>C. İşverenin onayı ile TGS’nin talebi halinde, sendikal faaliyetler\niçin;\u003C\u002Fp>\n\n\u003Cp>Sendika genel merkez ve şube yöneticilerine, yılda 24 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>• Sendika temsilcilerine yılda 12 gün izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>• Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>D. TGS üyesinin birinci dereceden yakınının ölümü durumunda, 3 gün\nücretli izin verilir. Bu izin süresi, gideceği yerin uzaklığına göre\nartırılabilir. TGS üyesinin, ikinci dereceden akrabasının ölümü\ndurumunda (belgelemek koşuluyla) 1 gün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>E. Regl döneminde kadın çalışanlara talep etmeleri halinde bir gün\nücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>F. TGS üyelerine yılda 2 gün mazeretsiz ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 7\u003C\u002Fh2>\n\n\u003Ch2>AKÇALI KONULAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 25- MASRAFLAR\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin metropol ilçeler dışında (Konak, Karşıyaka, Bornova,\nÇiğli, Bayraklı, Buca, Narlıdere, Balçova, Güzelbahçe, Gaziemir,\nKarabağlar) işveren adına görevini yürütebilmesi için yaptığı\nbelgelendirilmiş masraflar (yol, yemek vb.) işveren tarafından\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyeleri bulundukları il dışına gönderildikleri takdirde\ngörevli olarak bulundukları süre boyunca yaptıkları yol, konaklama ve\nyemek masrafları da belge karşılığında işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 26- KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Kıdem tazminatı konusunda mevcut uygulama devam eder. TGS üyesi gazeteci,\n5 yıllık işyeri kıdemine sahip olması halinde istifa ederse de kıdem\ntazminatını alır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 27-İHBAR TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Bu konuda kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 28- YILLIK İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>İşverence, TGS üyelerine, her yıl Mart ve Kasım aylarında, üyelerin\nyemek kartlarına yatırılarak, 7500’er TL ikramiye ödemesi yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>MADDE 29- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>A. Haftalık çalışma süresi 45 saattir. Haftalık 45 saatten fazla\nyapılan çalışmalar fazla çalışma sayılır ve fazla çalışma ücreti\nkonusunda 5953 sayılı Basın İş Kanunu hükümleri uygulanır. TGS\nüyelerinin hafta tatili bir gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. Resmi tatil günlerinde çalışan TGS üyelerine 5953 sayılı Basın\nİş Kanunu’nun Ek 1. maddesine göre genel tatil ücreti verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE 30- ÜCRET ZAMLARI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>İşverence, TGS üyelerinin 31 Aralık 2024 tarihinde almakta oldukları\nücretlerine, 1 Ocak 2025 tarihinde yüzde 42 oranında zam yapılır. İkinci\nyıl için, TGS üyelerinin 31 Aralık 2025 tarihinde almakta oldukları\nücretlerine, 1 Ocak 2026 tarihinde, asgari ücrete yapılacak zam oranı + 5\npuan oranında zam yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1 Ocak 2025 tarihinden sonra işe yeni girecekler için taban ücret asgari\nücretin yüzde 10 fazlasıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31- YÜRÜRLÜK VE SÜRE\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi, 25.02.2025 tarihinde imzalanmış olup,\n01.01.2025 ile 31.12.2026 tarihleri arasında geçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbadate_end_date":45,"CBA_MEMTRAD4_1":47,"menstruationleave":51,"healthandsafetypolicy":55,"funeralpaytype":58,"deathrelatives":62,"discrimination":66,"sexualhar":69,"equalitymonitoring":73,"hourspweek_select":77,"PAIDLEAV_trigger":80,"strikes_trigger":84,"STRUCINCR_trigger":88,"wageincreaseperc1":91,"ONCERISE_trigger":95,"incidentalbonustype2":98,"OVERTIME_trigger":102,"COMMUTE_trigger":106,"commutingallowancetype":109,"SENIOR_trigger":113,"longserviceallowancetype":116,"MEALALL_trigger":120,"mealvouchersamount":123,"TRADEUNLEAV_trigger":127},{"bindId":43,"name":44,"text":44},"cbadate_start_date","(01.01.2025-31.12.2026)",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":50},"CBA_MEMTRAD4_1","• SENDİKA; Türkiye Gazeteciler Sendikası","• SENDİKA; Türkiye Gazeteciler Sendikası’nı (TGS)",{"bindId":52,"name":53,"text":54},"menstruationleave","E. Regl döneminde kadın çalışanlara tale","E. Regl döneminde kadın çalışanlara talep etmeleri halinde bir gün\nücretli izin verilir.",{"bindId":56,"name":57,"text":57},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":59,"name":60,"text":61},"funeralpaytype","B. Evli çalışanlara annesi, babası, çocu","B. Evli çalışanlara annesi, babası, çocuğu ya da eşinin ölmesi\ndurumunda; evli olmayan çalışanlara ise annesi ya da babasının ölmesi\ndurumunda net 5000 TL ölüm yardımı yapılır.",{"bindId":63,"name":64,"text":65},"deathrelatives","D. TGS üyesinin birinci dereceden yakını","D. TGS üyesinin birinci dereceden yakınının ölümü durumunda, 3 gün\nücretli izin verilir. Bu izin süresi, gideceği yerin uzaklığına göre\nartırılabilir. TGS üyesinin, ikinci dereceden akrabasının ölümü\ndurumunda (belgelemek koşuluyla) 1 gün ücretli izin verilir.",{"bindId":67,"name":68,"text":68},"discrimination","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ",{"bindId":70,"name":71,"text":72},"sexualhar","B. 4857 Sayılı İş Kanunu’nun 25. maddesi","B. 4857 Sayılı İş Kanunu’nun 25. maddesinde sıralanan nedenlerin\nyanı sıra hırsızlık, dolandırıcılık, cinsel taciz, tecavüz, kadına\nyönelik şiddet, şantaj gibi suçları işleyenler, çalıştığı işyerini\nalet etmek suretiyle maddi menfaat sağladıkları kesinleşmiş yargı kararı\nile sabit olanlar ile bir ay içinde mazeretsiz olarak üst üste 2 gün veya\nfarklı günlerde olmak üzere 3 gün işe gelmeyenlerin iş sözleşmeleri,\ntazminatsız olarak feshedilebilir.",{"bindId":74,"name":75,"text":76},"equalitymonitoring","MADDE 13- TOPLUMSAL CİNSİYET EŞİTLİĞİNİN","MADDE 13- TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI",{"bindId":78,"name":79,"text":79},"hourspweek_select","MADDE 29- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ",{"bindId":81,"name":82,"text":83},"PAIDLEAV_trigger","A. Ücretli yıllık izin uygulaması, 5953 ","A. Ücretli yıllık izin uygulaması, 5953 sayılı Kanuna göre\nverilir.",{"bindId":85,"name":86,"text":87},"strikes_trigger","C. Bu TİS; uluslararası sözleşmeler ve A","C. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının çalışanların en temel hakkı olduğunu kabul ederek,\nçalışma yaşamının demokratikleşmesine, genişlemesine\u002Fzenginleşmesine\nkatkıda bulunmayı, toplumdaki inanç\u002Finançsızlık, kültürel, etnik her\nalandaki farklılıkların işyerindeki temsilini gözetmeyi, toplumsal\ncinsiyet eşitsizliğinin giderilmesi ve işyerinde kadın-erkek eşitliğinin\nsağlanmasını, kadın, genç, yaşlı, göçmen, engelli ve LGBTİ\nişçilerin hiçbir şekilde ayrımcılığa uğramaması için gerekli pozitif\nayrımcı tedbirlerin alınmasını amaçlar.",{"bindId":89,"name":90,"text":90},"STRUCINCR_trigger","MADDE 30- ÜCRET ZAMLARI",{"bindId":92,"name":93,"text":94},"wageincreaseperc1","İşverence, TGS üyelerinin 31 Aralık 2024","İşverence, TGS üyelerinin 31 Aralık 2024 tarihinde almakta oldukları\nücretlerine, 1 Ocak 2025 tarihinde yüzde 42 oranında zam yapılır. İkinci\nyıl için, TGS üyelerinin 31 Aralık 2025 tarihinde almakta oldukları\nücretlerine, 1 Ocak 2026 tarihinde, asgari ücrete yapılacak zam oranı + 5\npuan oranında zam yapılır.",{"bindId":96,"name":97,"text":97},"ONCERISE_trigger","MADDE 28- YILLIK İKRAMİYE",{"bindId":99,"name":100,"text":101},"incidentalbonustype2","İşverence, TGS üyelerine, her yıl Mart v","İşverence, TGS üyelerine, her yıl Mart ve Kasım aylarında, üyelerin\nyemek kartlarına yatırılarak, 7500’er TL ikramiye ödemesi yapılır.",{"bindId":103,"name":104,"text":105},"OVERTIME_trigger","A. Haftalık çalışma süresi 45 saattir. H","A. Haftalık çalışma süresi 45 saattir. Haftalık 45 saatten fazla\nyapılan çalışmalar fazla çalışma sayılır ve fazla çalışma ücreti\nkonusunda 5953 sayılı Basın İş Kanunu hükümleri uygulanır. TGS\nüyelerinin hafta tatili bir gündür.",{"bindId":107,"name":108,"text":108},"COMMUTE_trigger","MADDE 19- YOL YARDIMI",{"bindId":110,"name":111,"text":112},"commutingallowancetype","İşverence basın kartı olmayan TGS üyeler","İşverence basın kartı olmayan TGS üyelerine; ESOT, tramvay, metro\nulaşımında geçerli ücret tarifesine göre, her gün iki biniş ücreti\ntutarında yol yardımı ödemesi yapılır.",{"bindId":114,"name":115,"text":115},"SENIOR_trigger","MADDE 26- KIDEM TAZMİNATI",{"bindId":117,"name":118,"text":119},"longserviceallowancetype","Kıdem tazminatı konusunda mevcut uygulam","Kıdem tazminatı konusunda mevcut uygulama devam eder. TGS üyesi gazeteci,\n5 yıllık işyeri kıdemine sahip olması halinde istifa ederse de kıdem\ntazminatını alır.",{"bindId":121,"name":122,"text":122},"MEALALL_trigger","MADDE 18- YEMEK YARDIMI",{"bindId":124,"name":125,"text":126},"mealvouchersamount","TGS üyelerinin yemek kartlarına yapılan ","TGS üyelerinin yemek kartlarına yapılan yemek yardımı ödemesi, 1 Ocak\n2025’ten itibaren net 7500 TL’ye çıkartılır. Sözleşmenin ikinci\nyılı için 1 Ocak 2026 tarihinde, ücretlere yapılacak zam oranından az\nolmamak üzere yemek yardımı da arttırılır.",{"bindId":128,"name":129,"text":130},"TRADEUNLEAV_trigger","• Sendika temsilcileri ve görevlileri il","• Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Yenigün Gazetesi TGS TİS 01.01.2025-31.12.2026 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Gazetelerin basımı  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 5.0\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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\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            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\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: → Evet\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            \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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → -10.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -10.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 1.0 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: → 42.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TRY 15.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[136],{"title":35,"slug":31},[138],{"type":139,"data":140},"call_to_action_body_block",{"title":141,"description":142,"variant":143,"link":144},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":141,"url":145,"description":141,"rel":146,"type":147},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[149],{"type":139,"data":150},{"title":141,"description":142,"variant":143,"link":151},{"title":141,"url":145,"description":141,"rel":146,"type":147},[],{"title":15,"seo_title":154,"description":7,"path":155,"redirect_url":7,"locale":16,"children":156},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[157,242,271],{"title":18,"seo_title":158,"description":7,"path":159,"redirect_url":7,"locale":16,"children":160},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[161,165,169,185,234,238],{"title":162,"seo_title":8,"description":7,"path":163,"redirect_url":7,"locale":16,"children":164},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":166,"seo_title":8,"description":7,"path":167,"redirect_url":7,"locale":16,"children":168},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":170,"seo_title":8,"description":7,"path":171,"redirect_url":7,"locale":16,"children":172},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[173,177,181],{"title":174,"seo_title":8,"description":7,"path":175,"redirect_url":7,"locale":16,"children":176},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":178,"seo_title":8,"description":7,"path":179,"redirect_url":7,"locale":16,"children":180},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":182,"seo_title":8,"description":7,"path":183,"redirect_url":7,"locale":16,"children":184},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":186,"seo_title":187,"description":7,"path":188,"redirect_url":7,"locale":16,"children":189},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[190,194,198,202,206,210,214,218,222,226,230],{"title":191,"seo_title":8,"description":7,"path":192,"redirect_url":7,"locale":16,"children":193},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":195,"seo_title":8,"description":7,"path":196,"redirect_url":7,"locale":16,"children":197},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":199,"seo_title":8,"description":7,"path":200,"redirect_url":7,"locale":16,"children":201},"Yıllık 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