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(Sakarya Büyükşehir Belediyesi İhtiyaç Maddeleri\nPazarlama Tic. ve San. A.Ş.) 'nin üyesi olduğu YEREL YÖNETİMLER KAMU\nİŞVERENLERİ SENDİKASI- YERELSEN ile HİZMET-İŞ (Tüm Belediye ve Genel\nHizmet İşçileri Sendikası)\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.01.2022-31.12.2024\u003C\u002Fh1>\u003C\u002Fdiv>\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>Bu işletme toplu iş sözleşmesinin tarafları BELPAŞ A.Ş. (Sakarya\nBüyükşehir Belediyesi İhtiyaç Maddeleri Pazarlama Tic. ve San. A.Ş.) 'nin\nüyesi olduğu YEREL YÖNETİMLER KAMU İŞVERENLERİ SENDİKASI- YERELSEN ile\nişçileri temsile yetkili HİZMET-İŞ (Tüm Belediye ve Genel Hizmet\nİşçileri Sendikası)' dır.\u003C\u002Fp>\n\n\u003Cp>Bü işletme toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)BELPAŞ A.Ş. (Sakarya Büyükşehir Belediyesi İhtiyaç Maddeleri\nPazarlama Tic. ve San. A.Ş.) “İŞVEREN” veya “ŞİRKET”\u003C\u002Fp>\n\n\u003Cp>2)Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA\"\u003C\u002Fp>\n\n\u003Cp>3)Yerel Yönetimler Kamu işverenleri Sendikası, \"YERELSEN”\u003C\u002Fp>\n\n\u003Cp>4)İşletmenin bütününü 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>5)Ekleri ile birlikte bu işletme toplu iş sözleşmesi “SÖZLEŞME”\nveya “TİS”\u003C\u002Fp>\n\n\u003Cp>6)Sözleşmenin kapsamı içerisinde belirtilen tüm işyerleri, bunların\neklentileri ve araçları ile oluşturulan iş organizasyonu kapsamındaki\nbütün işyerleri “İŞYERİ”\u003C\u002Fp>\n\n\u003Cp>7)Sözleşmenin tarafı olan işverenin iş organizasyonu kapsamındaki\nbütün işyerlerinde çalışan Hizmet-lş (Tüm Belediye ve Genel Hizmet\nİşçileri Sendikası) üyeleri \"ÜYE”\u003C\u002Fp>\n\n\u003Cp>8)Sözleşmenin kapsadığı tüm işçiler “İŞÇİ” olarak\nanılacaktır.\u003C\u002Fp>\n\n\u003Cp>9)BELPAŞ A.Ş. (Sakarya Büyükşehir Belediyesi İhtiyaç Maddeleri\nPazarlama Tic. ve San. A.Ş.) ‘nin üyesi olduğu YERELSEN ile HİZMET-İŞ\n(Tüm Belediye ve Genel Hizmet İşçileri Sendikası) müştereken\nkullanıldığında “TARAFLAR” tek başlarına kullanıldıklarında\n“TARAF” olarak anılacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi 01.01.2022 tarihinde yürürlüğe girmek\nve 31.12.2024 tarihinde mesai bitiminde sona ermek üzere 3 (Üç) Yıl süreli\nolarak akdedilmiştir.\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; BELPAŞ A.Ş. (Sakarya Büyükşehir Belediyesi İhtiyaç\nMaddeleri Pazarlama Tic. ve San. A.Ş.) bünyesinde halen kurulu bulunan\nişyerleri ile bu işyerlerinin bağlantı ve eklentilerini,\u003C\u002Fp>\n\n\u003Cp>2)Sözleşme süresi içerisinde idari ve mali yönden işveren, Belpaş\nA.Ş.'ye bağlı olarak kurulacak işyerlerini kapsar.\u003C\u002Fp>\n\n\u003Cp>3)Şahıs olarak; İşyerlerinde halen çalışan veya sözleşme süresi\niçinde işe alınarak Hizmet-lş sendikasına üye olan işçileri kapsar.\u003C\u002Fp>\n\n\u003Cp>4)Kamu İhale Kanunu hükümlerine göre hizmet alımı ile alınan\nişçiler bu sözleşme kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>5)Genel müdür, Genel Müdür yardımcıları, Belpaş A.Ş.’ nin\nmerkezinde görevli müdürler ve Belpaş A.Ş.’ ne bağlı işletmelerde\nçalışan sorumlu müdürler bu toplu iş sözleşmesi kapsamı\ndışındadır. \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-iş Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Toplu iş sözleşmesinin imzalandığı tarihte Hizmet-lş Sendikasına\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin Hizmet-lş Sendikasınca işverene bildirildiği tarihten\nitibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesinin imza tarihinde Hizmet-lş Sendikasına üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar .veya imza tarihinde\nHizmet-iş Sendikasına üye bulunup ta ayrılanların toplu iş\nsözleşmesinden yararlanmaları, Hizmet-lş Sendikasına dayanışma aidatı\nödemelerine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>d)Toplu iş sözleşmesinin yürürlük başlangıç tarihinde sendika\nüyesi bulunup ta; sözleşmenin imza tarihinden önce emekliye ayrılanlar,\nölüm, muvazzaf askerlik ve evlilik nedeniyle işyerinden ayrılmak zorunda\nkalanlar ile malulen emekliye sevk edilenler, iş sözleşmesi feshedilenler\nile iş sözleşmesini feshedenler, belirli süreli akitle çalışırken iş\nsözleşmesi yenilenmeyenler, işçi iken memur statüsüne geçenler ile\nherhangi bir sebeple işyerlerinden ayrılanların toplu iş sözleşmesi ile\nsağlanan haklardan kıdem tazminatı farkı dahil, çalıştıkları süre ile\norantılı olarak sendika üyelik aidatını ödemek kaydıyla\nyararlanırlar.\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.\u003C\u002Fp>\n\n\u003Cp>f)Toplu iş sözleşmesinde belirlenmeyen hususlarda mevcut mer-i kanun\ntüzük ve yönetmelikler uygulanır.\u003C\u002Fp>\n\n\u003Cp>g)Belpaş A.Ş.’nin Kamu ihale Kanunu kapsamında bünyesinde\nçalıştırdığı tüm personele toplu iş sözleşmesi\nuygulanmayacaktır.\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; iş 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, İşveren ile işçi ve sendika arasındaki\nilişkileri, düzenleyip; iş ahengi ve çalışma barışını adil bir\nşekilde korumak,\u003C\u002Fp>\n\n\u003Cp>İstikrarsız ve güvencesiz istihdamı ortadan kaldırmayı, meslek ile\naile yaşantısını uzlaştırmayı 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 dâhil 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\u003Cp>Hizmet-lş 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 işletme toplu iş sözleşmesi hükümlerini kısmen ve\ntamamen, doğrudan doğruya veya dolaylı yollarla Hizmet-iş Sendikası üyesi\nolmayanlarla, sendikasız veya başka bir sendikanın üyelerine\nuygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b) İşveren bu işletme toplu iş sözleşmesi ile getirilen hak ve\nmenfaatlerin dışında hiçbir işçiye (İhale ile alınan işçiler ve\nkapsam dışı personel hariç) herhangi bir nam adi altında (Hizmet-lş\nSendikası üyeleri de dâhil olmak üzere) ilave ücret zammı veya sosyal\nyardım vermek suretiyle ayrım yapamaz. Kapsam dışı çalışanlar\nhariç.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, (a ve b) bendinde belirtilen haklar verildiği ve her ne nam\naltında olursa olsun bir hak ve yarar temin edildiği takdirde verilen bu hak\nve yararlar taraf sendikanın üyelerinin ücretlerine ek bir zam olarak\nayrıca ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>d)Bu işletme toplu iş sözleşmesinin çalışma süreleri, iş\nsağlığı ve güvenliği gibi maddelerinden sendika üyesi olmayanlarda aynen\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>e)BELPAŞ A.Ş. (Sakarya Büyükşehir Belediyesi ihtiyaç Maddeleri\nPazarlama Tic. ve San. A.Ş.) 'ye bağlı birimlerden birinin tasfiye edilmesi\ndurumunda çalışan işçiler, BELPAŞ A.Ş. (Sakarya Büyükşehir Belediyesi\nİhtiyaç Maddeleri Pazarlama Tic. ve San. A.Ş.) ‘deki öncelikle kadrosuna\nuygun başka bir işe yerleştirilir. Bu durumda işçinin yasal hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\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- SENDİKAL FAALİYET\u003C\u002Fh4>\n\n\u003Cp>1)Sendika yöneticileri ile işyeri sendika temsilcileri sendika veya\nişçiyi 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 mesai saatleri içinde veya dışında\ntayin ettiği temsilcileri vasıtasıyla üye kaydetmelerine ve sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne izin\nverir. Hiç bir şekilde yetkili sendikanın yasal sendikal faaliyetleri\nişveren tarafından engellenemez.\u003C\u002Fp>\n\n\u003Cp>Bu maddede belirtilen sendika temsilcilerinin faaliyetleri ile ilgili eylem\nve fiillerde işveren mesul tutulamaz.\u003C\u002Fp>\n\n\u003Ch4>B-YÖNETİCİ ve TEMSİLCİLERİN FAALİYETLERİ\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 vakıalarda işyeri yetkilisi ile görüşmek, olayın\nolduğu mahalle gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>4)Gerektiğinde iş saatleri içinde ve dışında üye kaydetmek, toplu iş\nsözleşmesinin iyi yürütülmesini temin maksadıyla işveren veya işveren\nvekili yahut da işyeri yetkilileri ile görüşme yapmak.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch4>A)Yönetici İzinleri: \u003C\u002Fh4>\n\n\u003Cp>Sendika, şube, il, ilçe başkanı ve sendika şube yönetim kurulu\nüyelerinden birine sendikal faaliyetlerini ifa edebilmeleri için sendikanın\ntalebi üzerine toplu iş sözleşmesinin yürürlükte kaldığı sürece\nyılda toplam \"30 gün\" ücretli izin verilir. Toplu iş sözleşmesinin-sona\nermesi halinde ise sendikaya bakanlıkça yeniden yetki verilmişse sendikal\nücretli izinli sayılması hali devam eder. Bu sendikal izinler yıllık\nücretli izinden mahsup edilemez, işveren sendikal izinli sayılanlara toplu\niş sözleşmesinden ve iş kanunlarından doğan ücretlerini işyerinden\nkarşılamayı kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>B)Baş temsilci İzni: \u003C\u002Fh4>\n\n\u003Cp>Sendika baş temsilcisine temsilcilik görevini layıkıyla yerine\ngetirebilmesi için ayda iki gün ücretli izin verilir. Baş temsilci gündüz\nvardiyasında çalıştırılır. Baş temsilcinin izin süresini işyerinde\ngeçirmesi asildir. Ancak, sendika genel merkezinin ve şubenin işverene\nyapacağı yazılı veya sonradan yazı ile doğrulamak şartı ile sözlü\nçağrısı üzerine bu süreyi çağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch4>C)Temsilci İzinleri: \u003C\u002Fh4>\n\n\u003Cp>Sendika işyeri temsilcilerinden birine işyerindeki işlerini aksatmamak ve\nişyeri disiplinine aykırı olmamak şartı ile ayda 1 gün aralarında\ngörüşme yapmalarını sağlamak amacı ile ücretli izin verilir.\u003C\u002Fp>\n\n\u003Ch4>D)Kadın Komitesi, Engelliler Komitesi ile Kültür Sanat Komitesi Üyeleri\nİzni: \u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan işçiler arasından sendikaca, şube nezdinde\nkurulan kadın komitesi, engelliler komitesi ile kültür sanat komitesi üyesi\nbelirlenir ve bu komitelerin üyelerine sendikanın yazılı talebi üzerine\nyeteri kadar sendikal izin verilir.\u003C\u002Fp>\n\n\u003Ch4>E)Diğer İzinler:\u003C\u002Fh4>\n\n\u003Cp>Sendika genel merkez ile şube genel kurul delegelerine, Genel kurullar\niçin sendikal izin verilir.\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.İSYERİ SENDİKA TEMSİLCİLERİNİN TAYİNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-iş Sendikası işyeri sendika temsilcileri aşağıda gösterilen\nesaslar dahilinde bir baş temsilci 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 temsilci atanır.\u003C\u002Fp>\n\n\u003Cp>ilgili kanun maddesi gereğince işletme söz konusu olduğunda yukarıdaki\nkural işletmeye bağlı her iş yeri için ayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin isimlerinin değiştirilmesi mevcut temsilci sayısını\ndeğiştirmez; ancak, işyerlerinin birleştirilmesi, bölünmesi veya\nayrılması halinde, temsilci sayısı yeni duruma göre yeniden belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-10. SENDİKADA GÖREV ALANLARIN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Hizmet-lş Sendikasında görevli Yönetim Kurulu, Denetim Kurulu,\nDisiplin Kurulu Üyeleri ve İşyeri Sendika Temsilcilerinin, Sendikanın\nyetkisi devam ettiği sürece iş sözleşmesi fesih edilemez, rızası\nalınmadan işi ve işyeri değiştirilemez, Toplu iş sözleşmesine bağlı\nçalışmaları yüzünden cezalandırılmaz.\u003C\u002Fp>\n\n\u003Cp>b)Hizmet-iş Sendikasının Yönetim Kurullarında veya Başkanlığında\ngörev alarak,\u003C\u002Fp>\n\n\u003Cp>(1)İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır. Yönetici, yöneticilik süresi içerisinde iş sözleşmesini\nfeshederse kıdem tazminatı fesih tarihindeki emsal ücret üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>(2)İş sözleşmesi askıya alınan yönetici; sendikanın tüzel\nkişiliğinin sona ermesi, seçime girmemek, yeniden seçilmemek veya kendi\nisteği ile çekilmek suretiyle görevinin sona ermesi hâlinde, sona erme\ntarihinden itibaren bir ay içinde ayrıldığı işyerinde işe başlatılmak\nüzere işverene başvurabilir, işveren, talep tarihinden itibaren bir ay\niçinde bu kişileri o andaki şartlarla eski işlerine veya eski işlerine\nuygun bir diğer işe başlatmak zorundadır. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde, iş sözleşmeleri işverence feshedilmiş\nsayılır.\u003C\u002Fp>\n\n\u003Cp>(3)Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine işe başvuruları hâlinde işveren tarafından kıdem\ntazminatı ödenir. Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>c)(a,b) Bendi hilafına işçinin iş sözleşmesinin feshi halinde 4857\nsayılı kanunun 18.19. 20. 21.madde hükümleri uygulanır. 4773 sayılı\nkanun ve 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun ilgili\nhükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-11 .SENDİKA ÜYELİĞİNİN GÜVENCESİ. MOBBİNG ve EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler Hizmet-iş sendikasına üye olmaları, Hizmet-lş sendikasının\nveya bağlı bulunduğu konfederasyonların etkinliklerine katılmaları veya\nişçi olmaktan doğan diğer haklarını kullanmaları dolayısıyla işten\nçıkarılamaz, işi değiştirilemez ve farklı bir işleme tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-iş sendikasına üye olan işçilerle sendikasız\nişçiler arasında, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde ücret, ikramiye ve\nprimlerinde, sosyal haklarında, disiplin hükümlerinin ve diğer konulara\nilişkin hükümlerin uygulanmasında yada çalıştırmaya son verilmesi\nkonusunda herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi ile işçiye sağlanan her türlü haklar bu ayrım\nyasağının dışındadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefi inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrım yapılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>19.03.2011 tarih ve 27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2\nsayılı Başbakanlık “işyerlerinde Psikolojik Tacizin (Mobbing)\nÖnlenmesi” Genelgesine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimi işçi\nkarşısında geçici işçiye farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet veya gebelik\nnedeniyle doğrudan veya dolaylı farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>İşverence, bu maddeye aykırı olarak işçinin iş sözleşmesinin feshi\nhalinde 4857 sayılı kanunun 18., 19., 20., 21. madde hükümleri uygulanır.\n6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun ilgili\nhükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-lş Sendikası üyeleriyle temas sağlama, konferans, eğitim\nsemineri ve benzeri sosyal içerikli toplantılar için işverenin salon, araç\nve gereçlerinden işverenle mutabakat sağlamak kaydıyla ücretsiz olarak\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. TEMSİLCİ ODASI. İSÇİ LOKALİ ve İLAN TAHTASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Temsilci Odası: İşveren, Hizmet-lş Sendikası işyeri sendika\ntemsilcilerine belge, evrak ve kayıtlarını muhafaza edebilmeleri ve\nçalışmalarını kolaylaştırmaları için işyerinde elverişli bir\ntemsilcilik odası tahsis eder. Bu odanın mefruşat ve malzemeleri işverence\ntemin edilir. Temsilci odasına işveren tarafından dâhili telefon tahsis\nedilir. Bu telefonla yapılan konuşmalar da işveren bir ücret talebinde\nbulunamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşçi Lokali: İşveren, her işyerinde çalışan tüm işçilerin\nyüzde elli (%50) den fazlasının rahatlıkla oturabileceği bir lokal temini\niçin gerekeni yapar. İşçi lokalinde bir soğutucu dolap bulundurulur. Bu\nlokalin mefruşat ve malzemeleri işverence temin edilir.\u003C\u002Fp>\n\n\u003Cp>c)İlan Tahtası: İşveren, işyerlerinde işçilerin kolayca\ngörebilecekleri elverişli bir yerde Hizmet-lş sendikasının ilan, tebliğ\nve bültenlerini asmak için bir ilan tahtası koymayı kabul eder. Bu ilan\ntahtasına başka sendikaların ilan, tebliğ ve bültenleri asılamayacağı\ngibi işyerinde başka sendikalar içinde ayrıca ilan tahtası bulundurulamaz.\nBu tahtaya asılacak Hizmet-iş sendikasının imzalı ve mühürlü ilan\nbülteni, tebliğ, talimat ve benzerlerinden doğacak sorumluluk Hizmet-lş\nsendikasına aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-14. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\nİ8.maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nher ay keserek işçi ücretlerinin ödendiği günü takip eden 30 gün\niçinde herhangi bir ihtara lüzum kalmaksızın sendikanın bildireceği banka\nhesabına yatırmak ve kesinti listesinin bir nüshasını işyerinin bağlı\nbulunduğu şubeye, bir nüshasını da sendika genel merkezine posta ile ya da\ne-mail adresine (hizmet-is@hizmet-is.org.tr) göndermek zorundadır. T.C.\nÇalışma ve Sosyal Güvenlik Bakanlığı tarafından yeni dönem için yetki\nverilmesi halinde, sendikanın yazılı talebi aranmaksızın işveren\ntarafından üyelik aidatı kesintileri yapılarak yukarıda belirtilen usul\nçerçevesinde sendikaya ödenir. İşveren, bu işlemler için sendikadan\nherhangi bir masraf isteyemez.\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\n30 gün içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-15. ÇALIŞAN İSÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren veya işveren vekilleri, sendika ve şubece yazılı olarak aidat\nlistesi istenmesi halinde geciktirilmeden, çalışan işçilerin kadroları ve\nmümkün olan bilgilerde belirtilerek aidat listesini mevcut belgelere\ndayanarak onaylanmış şekilde sendikaya vermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>Sendika üyelikten çekilen işçilerin isim listesini, çekilmenin\ngeçerlilik kazandığı tarih itibariyle işverene bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-16. İSÇİLERİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi, kendisine verilen emirleri kanun ve toplu iş sözleşmesi\nhükümlerine aykırı görürse, bizzat veya temsilci vasıtasıyla emri veren\namirine bildirir. Amir emrin yapılmasında ısrar ederse emri yazılı olarak\nişçiye vermek zorundadır. Bu şekilde işçinin emri yerine getirmesinde\nkanuna ve talimatlara aykırılık (suç hali hariç) teşkil ederse bundan\ndolayı işçi sorumlu tutulamaz. İşçinin amirine başvurmasına rağmen\namir emrini yazılı olarak vermekten kaçınırsa o işin yapamamasından\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-17. BRANŞTA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Her işçi istihdamına esas olan branşında veya benzeri işte\nçalıştırılır. Ancak, işçiler gerektiği takdirde, işletmenin diğer\niş ve işyerlerinde unvanına eşdeğer yada benzer yakın nitelikteki bir\nişte muvafakat aranmaksızın geçici olarak görevlendirilebilir.\u003C\u002Fp>\n\n\u003Cp>B)Daimi görevlendirilmelerde, 4857 sayılı İş Kanunun 22. madde\nhükümleri saklıdır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-18. DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşçiler işe alındıkları tarihten itibaren (2) iki aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\u003C\u002Fp>\n\n\u003Cp>b)önceden işyerinde çalışırken tenkisat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe alımlarda ikinci bir deneme\nsüresine tabi tutulmazlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-19. ASKERE GİDEN İSÇİNİN TEKRAR İSE ALINMASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Muvazzaf askerlik hizmeti dışında, herhangi bir nedenle silâhaltına\nalınan işçiler hakkında iş kanununun 31. Maddesi hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik hizmetini yaptıktan sonra bir ay içinde işine dönmek\nisteyen işçi ayrıldığı derece ve kazanılmış haklarına ek olarak işbu\nsözleşme ile sağlanan haklardan yararlandırılarak, eski yerine veya eski\nişine uygun başka bir işe emsali işçinin ücreti ile alınır. (Emsal\nişçi işten ayrıldığı tarihteki aynı kıdeme sahip işçidir.)\u003C\u002Fp>\n\n\u003Cp>c)Muvazzaf askerlik hizmeti için işyerinden ayrılan işçiye 10 günlük\nyevmiyesi tutarında askerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>MADDE-20. VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler nitelikleri dolayısıyla sürekli (24 saatlik) çalıştıkları\niçin durmaksızın birbiri ardına yürütülen işlerde, “Postalar Halinde\nİşçi Çalıştırılarak Yürütülen İşlerde Çalışmalara İlişkin\nözel Usul Ve Esaslar Hakkında Yönetmelik” Hükümleri doğrultusunda 2\nveya 3 vardiya halinde çalıştırılabilirler. Bir işçi üst üste 2\nhaftadan fazla aynı vardiyada çalıştırılamaz. Vardiya cetvelleri her ay\nliste halinde işyerinde ilan olunur. Vardiya bitiminde belediyenin toplu\ntaşıma araçları çalışmıyor ise, vardiyadan çıkan işçilere servis\ntahsis edilir.\u003C\u002Fp>\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\nçalıştırılmaksam 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)Yağmur, sel elektrik kesilmesi ile malzeme ve araç yokluğu nedeniyle\nişbaşında bulunup ta çalışmadığı süreler.\u003C\u002Fp>\n\n\u003Cp>e)Sendika tarafından izin alınarak yapılacak her türlü toplantı ve\ngörevlerde geçen süreler.\u003C\u002Fp>\n\n\u003Cp>f)Şoförlerin arıza, kaza veya herhangi bir arızi nedenle aracın\nbaşında beklediği süreler çalışılmış gibi mesaiden sayılır.\u003C\u002Fp>\n\n\u003Cp>g)Çocuk emziren kadın işçilerin çocuklarına süt vermeleri için\nbelirtilecek süreler iş süresinden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-22. İSE GEC GELME ERKEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Meşru bir mazereti olmaksızın işe geç gelen işçiyi işveren tam ve\nyarım gün içinde işe başlatıp, başlatmamakta serbesttir.\u003C\u002Fp>\n\n\u003Cp>b)Otuz (30) günlük süre içinde bir defa yarım saate kadar meşru bir\nmazeretle geç gelen işçi işe başlatılır. İşçi geç kaldığı sürece\nücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>c)işyerinden izinsiz olarak erken ayrılan işçi hakkında Disiplin\nCezası uygulanır.\u003C\u002Fp>\n\n\u003Cp>d). Yangın, Deprem, Şu Baskını gibi tabii âfetler veya ulaşım\naraçlarının kesinti ve uğradığı hallerde işe gelmeyen işçi o gün\niçin mazereti belgelemek kaydıyla ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-23. 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 günlük\nçalışma süresinin ortalama bir zamanında ara dinlenmesi verilmek\nşartıyla çalışma saatleri işin icabına göre işverence tanzim edilir.\n\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Normal çalışma yapılan işyerleri için, çalışmaya başladığı 7.\ngünü hafta tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. ÇALIŞANLARIN İS AKİTLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçiler belirli ve belirsiz süreli iş akitleri ile işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>1-Mahiyeti itibariyle devamlılık arz eden işlerde çalışan işçiler\nsüresi belirli olmayan iş akdi ile işe alınıp çalıştırılan\nişçilerdir.\u003C\u002Fp>\n\n\u003Cp>2-Mahiyeti itibariyle devamlılık arz etmeyen mevsimlik ve belirli bir\nişin yapılması için işe alınan işçiler ile yapılan akitler süresi\nbelirli iş akitleridir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-25. İSÇİ ALMADA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerine işçi alınmasında iş kanunu ve ilgili diğer mevzuat\nhükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-26. GÖZALTINA ALINMA. TUTUKLULUK VE MAHKÛMİYET HALİNDE FESİH VE\nTEKRAR İSE BAŞLATMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)İşçi herhangi bir suçla tutuklandığı takdirde, bildirim süresince\nücretsiz izinli sayılır; tutukluluğunun yasal bildirim süresini geçmesi\nhalinde hizmet akdi münfesih sayılır. Bildirim süresi içerisinde tahliye\nedilenler ile hükümlülük hali sona erenlerden 7 gün içinde müracaat\nedenler, eski işine veya benzer bir işe başlatılırlar.\u003C\u002Fp>\n\n\u003Cp>B)Yüz kızartıcı suçlardan veya terör suçlarından hüküm giyenler\ncezanın ertelenmesi, paraya çevrilmesi veya affa uğraması halinde dahi\nhiçbir suretle işe alınmazlar.\u003C\u002Fp>\n\n\u003Cp>C)İşverene ait herhangi bir aracı görevli olarak kullanan işçiler, bu\nnedenle tutuklandıkları veya hüküm giydikleri takdirde, 1 yıl içinde\ntutukluluk veya hükümlülük halinin sona ermesi durumunda tekrar işe\nalınırlar. Mahkemece ehliyetleri geri alınanların eski işlerine\nbaşlaması ehliyetlerinin iade edilmesi şartına bağlıdır. Ehliyeti iade\nedilmeyenler eski işlerine benzer bir işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>D)C fıkrası hükmü kapsamında olanlara 1 ay süreyle ücretleri\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞ AKDİNİN SONA ERMESİ ve SONUÇLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-27. İS AKDİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, taraf sendika üyesi işçilerin iş sözleşmelerini; işçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep olmaksızın fesih edemez.\nBuna aykırı bir şekilde işçinin iş sözleşmesinin feshi halinde 4857\nsayılı kanunun 18., 19., 20., 21.madde hükümleri uygulanır, işçinin\nkanunlar, iş sözleşmeleri ve toplu iş sözleşmesinden doğan diğer\ntazminat hakları ile diğer tüm hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-28. TENKİSATTA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamındaki işyerlerinde tenkisata gidilmesi durumunda\nişveren aşağıdaki ilke ve sıraya uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>1.Öncelikle gönüllü olanlar,\u003C\u002Fp>\n\n\u003Cp>2.Deneme süresini tamamlamamış olanlar,\u003C\u002Fp>\n\n\u003Cp>3.Emeklilik hakkını kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>4.İşyerine ilk giren son çıkar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-29. BİLDİRİM ÖNELLERİ ve İS AKİTLERİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İş sözleşmelerinin feshinden önce durumun işçiye yazılı\nbildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçi için, bildirimin yapılmasından\nbaşlayarak 2 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 4 hafta sonra, \u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 6 hafta sonra, \u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan 10 yıla kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 8 hafta sonra\u003C\u002Fp>\n\n\u003Cp>İşi 10 yıldan fazla sürmüş işçi için, bildirimin yapılmasından\nbaşlayarak 12 hafta sonra, fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır,\u003C\u002Fp>\n\n\u003Cp>b)İşçi bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde bildirim öneli içerisinde ücret ve tüm haklardan aynen\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-30. HİZMET BELGESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinden herhangi bir sebeple ayrılan işçiye 4857 sayılı yasanın\n28.maddesi gereğince işveren veya vekili tarafından işin çeşidi nitelik\nve süresini gösteren bir hizmet belgesi verilir. Bu belgeye işçi dilerse\nkendisinin hali hareketi ile çalışmasının ne yolda olduğu yazılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-31. 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 3 saat ücretli yeni\niş arama izni verir. İşçi talep ettiğinde akdin son bulacağı zamandan\nönceki günlere rastlamak üzere bu izinler topluca verilir. Yeni iş arama\niznini kullananlar ücret ve tüm haklardan çalışanlar gibi aynen\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-32. KIDEM TAZMİNATI HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-longserviceallowancedays1\">\u003Ch4>I)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 40 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler için de aynı oran üzerinden ödeme\nyapılır, ölüm hallerinde tazminat, kanuni mirasçılarına verilir. İş\nkazası nedeniyle ölen işçinin kıdem tazminatı 45 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>II)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 varsa\nbu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>d)Sosyal güvenlik-kurumundan yaşlılık ve malullük aylığına hak\nkazanmış olduğunu belgeleyen işçiler, işverene emeklilik dilekçesini\nverdiği tarihten itibaren işveren işçinin hesaplanacak kıdem tazminatını\nen geç 30 gün içerisinde tüm işlemleri yaparak bir seferde ve tek taksitte\nödemek zorundadır. Gecikmesi halinde en yüksek mevduat faiziyle\nödenir. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BOLUM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-33. YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)işe girdiği günden başlayarak, deneme süresi içinde olmak üzere en\naz bir yıl çalışmış olan işçilere aşağıdaki süreler kadar yıllık\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Hizmet Süresi;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a)1 Yıldan 5 Yıl dâhil olanlara 16 İşgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)5 Yıldan fazla 15 yıldan az olanlara 24 İşgünü,\u003C\u002Fp>\n\n\u003Cp>c)15 Yıl dahil ve daha fazla olanlara 30 İşgünü,\u003C\u002Fp>\n\n\u003Cp>İzinleri, işyerinin bulunduğu yerden başka bir yerde geçirecek\nolanlara, istemeleri halinde ayrıca dört güne kadar ücretsiz yol izni\nverilir.\u003C\u002Fp>\n\n\u003Cp>2)Yıllık ücretli izin süresine rastlayan genel tatil, hafta tatili,\nulusal bayram ve dini bayram günleri ile raporlu geçirilen süreler izin\nsürelerinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>3)Yıllık ücretli izin hakkından vazgeçilemez ve ücreti ödenerek izin\nhakkı kaldırılamaz. İşçinin, zorunlu hallerde yıllık ücretli iznine\nmahsuben izin kullanması mümkündür. İşveren tarafından yıl içinde\nsözleşme hükümlerine göre verilmiş ücretli ve ücretsiz her türlü\nizinlerle, hastalık ve istirahat süreleri, yıllık ücretli izinden\ndüşülemez.\u003C\u002Fp>\n\n\u003Cp>4)Yıllık ücretli izine hak kazanmak için gerekli sürenin hesabında,\nsözleşme uyarınca işçiye verilmiş ücretli bütün izinler dikkate\nalınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-34.ÜCRETSİZ MAZERET İZNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işçiye yazılı müracaatı üzerine ve özrü makul görülmek\nşartıyla yılda yüz seksen (180) güne kadar ücretsiz mazeret izni vermeyi\nkabul eder. Doğum yapan kadın işçiye yazılı müracaatı halinde altı (6)\naya kadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-35. ÜCRETLİ SOSYAL İZİNLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\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-deathrelativesleave\">\u003Cp>a)İşçinin, eşinin veya çocuklarının ölümü halinde beş (5)\nişgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşçinin Kardeşinin, Anne ve Babasının ölümü halinde üç (3)\nişgünü,\u003C\u002Fp>\n\n\u003Cp>c)İşçinin kayınpeder, kayınvalidesinin ölümü halinde üç (3)\nişgünü,\u003C\u002Fp>\n\n\u003Cp>d)İşçinin ve eşinin 3.derece yakınlarından (amca, hala, dayı, teyze,\nkardeş çocukları, ananesi, babaannesi ve dedelerinin ve torun çocukları)\nbirinin ölümü halinde bir (1) işgünü,\u003C\u002Fp>\n\n\u003Cp>e)Evlenen işçiye yazılı isteği üzerine düğün töreninde dört (4)\nişgünü, ayrıca nikâh töreninde bir (1) işgünü,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>f)Eşi doğum yapan işçiye beş (5) işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g)İşçinin çocuğunun sünnet merasiminde iki (2) işgünü,\u003C\u002Fp>\n\n\u003Cp>h)Yangın, su baskını, deprem vb. doğal afetlere uğrayan işçiye üç\n(3) işgünü,\u003C\u002Fp>\n\n\u003Cp>ı) İşçinin bakmakla yükümlü olduğu çocuklarının nikah ve düğün\nmerasimlerinden birinde bir (1) işgünü ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>i)Resmi kurumlardaki işlerini halletmesi için yılda bir (1) işgünü\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>j)Kadın işçilerin doğumdan önce 8 hafta ve doğumdan sonra 8 hafta\nolmak üzere toplam 16 haftalık süre için çalıştırılmamaları esastır.\nÇoğul gebelik halinde ise bu sürelere 2 hafta eklenir. Ancak sağlık durumu\nuygun olduğu takdirde doktorun onayı ile kadın işçi isterse doğumdan\nönceki 3 haftaya kadar işyerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası izin sürelerine eklenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>k)Doğum yapan bayan işçilere çocuğu 1 yaşına basana kadar\nçocuklarını emzirmeleri için günde 1,5 saat süt izni verilir. Bu sürenin\nhangi saatler arasında ve kaça bölünerek kullanılacağını işçinin\nkendisi belirler. Bu izinler istenirse günlük topluca kullanılabilir. Bu\nsüreler çalışma süresinden sayılır. Bu süreler içinde bayanlar gece\nvardiyasında çalıştırılmazlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>l)Ana, baba, eş ve çocuğun refakatini gerektiren bakım ve ağır\nhastalığında refakatçi olarak kalacak kimsenin olmaması durumunda 3 (üç)\nişgününe kadar ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>m)İşçinin bakmakla yükümlü olduğu engelli aile bireyinin bakıma\nmuhtaç olduğunun ilgili mevzuatına göre alınmış geçerli engelli\nsağlık kurulu raporu ile belgelendirilmesi kaydıyla bu durumdaki işçinin;\nengelli aile ferdinin günlük bakımı için izin kullanımında gerekli\nkolaylık sağlanacaktır.\u003C\u002Fp>\n\n\u003Cp>Sosyal izin kullananlar mazeretleri evlenme cüzdanı, doğum veya ölüm\nilmühaberi, afetlerde mahalle muhtarı ilmühaberi, kazalarda tabip\nraporlarını on beş (15) gün içinde belgelemek zorundadır. Aksi halde\nhaklarında mazeretsiz işe gelmeme işlemi uygulanır.\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>AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR \u003C\u002Fh2>\n\n\u003Ch3>MADDE-36. ÇOCUK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerinde çalışan taraf sendika üyesi işçilerin; bekar ve\nişi olmayan, her hangi bir işte çalışmayan erkek, kız çocuklarından ve\nyaşa bakılmaksızın çalışamayacak derecede mamullükleri (resmi sağlık\nkurulu raporuyla tespit edilmesi kaydıyla) olan her çocuk için ayrı\nayrı,\u003C\u002Fp>\n\n\u003Cp>01.01.2022 ile 31.12.2022 tarihleri arasında yukarıda yazılan şartlara\nuygun olan her bir çocuk için 46,27 TL\u002FNET çocuk yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>İşçinin ay içinde noksan çalıştığı gün sayısı ne olursa olsun\nbundan dolayı çocuk yardımından bir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, sözleşmenin 2. ve 3. yılında ücret zammı oranında\narttırılacaktır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE-37. YEMEK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşveren sendika üyesi işçilere bir öğün yemek verir. Yemek\nverilmeyen iş yerlerinde fiilen çalıştıkları beher gün için her ay\nmaaşları ile birlikte ödenmek üzere, 22,00 TL\u002FBrüt,\u003C\u002Fp>\n\n\u003Cp>Yemek verilmeyen işçilere, yemek verilmeye başlandığı zaman yemek\nyardımı ücreti ödenmez.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, sözleşmenin 2. ve.3. yılında ücret zammı oranında\narttırılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-38. YAKACAK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren işçilere her ay maaşla birlikte ödenmek üzere\n01.01.2022-31.12.2022 tarihleri arasında 50,00TL\u002FNet yakacak yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, sözleşmenin 2. ve 3. yılında ücret zammı oranında\narttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-39. SORUMLULUK ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren uygun gördüğü sendika üyesi işçilere sözleşme süresince\n750,00 TL\u002FNet’e kadar sorumluluk ücreti verebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-40. TAŞIT YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere Sakarya il sınırları içinde kalmak kaydıyla Büyükşehir\nBelediyesi hattı bulunan yerlerde ikamet edenlere, ayda fiilen\nçalıştıkları günler için, işyerine gidiş-gelişi sağlamak üzere\nindirimli Kart54’den yararlanması sağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>YILLIK ÖDENEN SOSYAL YARDIMLAR \u003C\u002Fh2>\n\n\u003Ch3>MADDE-41. ÖĞRENİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere senede bir defa Eylül ayı maaşı ile birlikte\nEkim ayında ödenmek üzere sözleşmenin 1. yılında;\u003C\u002Fp>\n\n\u003Cp>1)İlköğretim ve Kuran Kursu öğrenimine devam eden her bir çocuk için\n136,00 TL\u002FNet,\u003C\u002Fp>\n\n\u003Cp>2)Lise ve Dengi Okullarda öğrenimine devam eden her bir çocuk için\n204,00 TL\u002FNet,\u003C\u002Fp>\n\n\u003Cp>3)Yüksekokul ve Üniversitede öğrenimine devam eden her bir çocuk için\n272,00 TL\u002FNet,\u003C\u002Fp>\n\n\u003Cp>4)Okul öncesi (Ana Sınıfı) Eğitim, Empati Okulları ve Özürlü\nEğitim Merkezlerine devam eden her bir çocuk için 136,00 TL\u002FNet öğrenim\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımdan yararlanmak için belge ibraz edilmesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, sözleşmenin 2. ve 3. yılında ücret zammı oranında\narttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-42. BAYRAM HARÇLIĞI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren taraf sendika üyesi işçilere; Ramazan ve Kurban Bayramlarında\nverilmek üzere;\u003C\u002Fp>\n\n\u003Cp>01.01.2022ile 31.12.2022 tarihleri arasında 204,00 TL\u002FNet, bayram\nharçlığı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bayram harçlıkları ramazan ve kurban bayramlarından bir hafta önce\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, sözleşmenin 2. ve 3. yılında ücret zammı oranında\narttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE-43. GİYİM VE KORUYUCU EŞYA YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iş kıyafeti giymek zorunda olan işçilere, iş elbiseleri ve koruyucu\neşyalar işveren tarafından verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-44. RAMAZAN GIDA YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraf sendika üyesi işçilere Ramazan ayından bir hafta önce;\nsözleşmenin 1. Yılında, 306,00 TL\u002FNet ramazan yardımı çeki verilir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, sözleşmenin 2. ve 3. yılında ücret zammı oranında\narttırılacaktır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-45.TEMİZLİK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>işveren; ihtiyaç duyulan yerlerde, işçinin soyunup, giyinmesini ve.\ntemizlenmesini sağlayacak malzeme ve sıcak sulu banyo tesisini bulundurmak\nzorundadır.A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-46. ÜSTÜN BASARI ÖDÜLÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde üstün başarı gösteren işyerinde verimliliği arttırıcı\nçalışmalarda bulunan işçilerin müktesep hak sayılmamak ve başka\nödemeleri etkilememek kaydıyla 1 (bir) aylık ücretine kadar ayni ve nakdi\nbaşarı ödülü verebilir.\u003C\u002Fp>\n\n\u003Ch2>OLAYA BAĞLI SOSYAL YARDIMLAR VE DİĞER SOSYAL YARDIMLAR \u003C\u002Fh2>\n\n\u003Ch3>MADDE-47. EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi işçilerin\nevlenmeleri halinde;\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 1. Yılında, 408,00 TL\u002FBrüt Evlenme yardımı ödenir.\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 yardım, sözleşmenin 2. ve 3. yılında ücret zammı oranında\narttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-48. 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 sözleşme 1. yılında; 340,00\nTL\u002FNet doğum yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Çocuk ikiz doğması halinde her iki çocuk için ayrı ayrı doğum\nyardımı ödenir. Bebeğin ölü olarak doğması halinde doğum ve ölüm\nyardımının her ikisi de birlikte ödenir. Aynı işverenin emrinde\nçalışan eşlerin olması halinde bu yardım eşlerden birine ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, sözleşmenin 2. ve 3. yılında ücret zammı oranında\narttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>MADDE-49. HASTALIK YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün ve\ndaha fazla istirahatli olmaları hâlinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan ilk 2 gün ücreti hariç, hiç ödeme yapılmayan diğer günlere\n(3ncü günden itibaren) ait ücretleri, yılda 5 defayı geçmemek üzere\nişveren tarafından ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin, iş yerinin bulunduğu mahal veya başka bir mahalle sevk\nsuretiyle viziteye çıkması hâlinde, iş yerinden ayrı kalacağı\nzamanlarda; işçiye istirahat verilmeksizin ayakta tedavisine lüzum\ngörüldüğü taktirde geçirdiği süreler için işçi ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-50. YANGIN YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika üyesi işçilere ikamet ettiği meskende yangına maruz\nkalması durumunda uğradığı zarar ile ilgili makamın tespit edeceği\nrapora göre sözleşmenin 1.yılında 2.041.00 TL\u002FBrüt’ e kadar yangın\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, sözleşmenin 2. ve 3. yılında ücret zammı oranında\narttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-51. ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi işçinin\nişverenin işini yaparken iş kazası ve meslek hastalığı sonucunda\nhükümet tabibi raporu ile sabit olan ölümü halinde, ölüm bir süre sonra\nvuku bulsa dahi işveren işçinin kanuni mirasçılarına 2 (iki) aylık\nmaaşı tutarında ölüm yardımı yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-52. KREŞ VE ANAOKUL ÖDENEĞİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten itibaren\nSakarya Büyükşehir Belediye Başkanlık Meclisince Belediye kreşi için\nkabul edilen ücret tarifesi Belpaş A.Ş. (Sakarya Büyükşehir Belediyesi\nİhtiyaç Maddeleri Pazarlama Tic. ve San. A.Ş.) işçilerine de aynen\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)Sendika Belpaş A.Ş. (Sakarya Büyükşehir Belediyesi İhtiyaç\nMaddeleri Pazarlama Tic. ve San. A.Ş.) ile işbirliği yaparak doğum öncesi\nveya doğum sonrası analık ve sağlık eğitimi yapılması için\nçalışmalarda bulunur. İşveren sendikanın işbirliği ye yardım talebi\nkonusunda her türlü kolaylığı sağlar.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, Belpaş A.Ş. (Sakarya Büyükşehir Belediyesi İhtiyaç\nMaddeleri Pazarlama Tic. ve San. A.Ş.) işçilerini belediye tiyatrolarında\nsergilenen sosyal etkinliklerden faydalandırabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>2.KISIM: ÜCRETLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-53. ÖDEMELER - ÜCRETLER HESAP PUSULASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>I.Ödemeler:\u003C\u002Fh4>\n\n\u003Cp>a)Aylık ücret ve aylık sosyal yardımlar her ayın 15. günü ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Her ne sebeple olursa olsun ödemelerde gecikme olması halinde yasal faiz\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>c)Ücretin banka yoluyla ödenmesinden dolayı bankalarda yapılan promosyon\nsözleşme bedelleri işçilere ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>II.Ücret Hesap Pusulası:\u003C\u002Fh4>\n\n\u003Cp>İşveren her ödeme döneminde işçiye ücretini gösterir bir ücret\ntediye pusulası verir. Bu pusulada ait olduğu işçinin kimliği, ödemenin\ngünü ve ilişkin olduğu dönem ile fazla çalışma, tatil ücretleri gibi\nasıl ücrete yapılan her türlü eklemeler tutarı ve vergi, sigorta pirimi,\navans mahsubu, nafaka ve icra gibi her türlü kesintiler ayrı ayrı\ngösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-54. TABAN YEVMİYE (ÜCRET)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yeni işe başlayan taraf sendika üyesi işçilere, İşverenin\nbelirlediği görev tanımındaki ücretler verilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-55. ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesi kapsamındaki işyerlerinde çalışan\nsendika üyesi işçilere;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>A)1. Yıl Ücret Zammı:(01.01.2022-31.12.2022)\u003C\u002Fh4>\n\n\u003Cp>İş bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilerin 31.12.2021 tarihinde almakta oldukları yevmiyelerine\n(ücretlerine) 01.01.2022 tarihinden itibaren % 40 (yüzde kırk) oranında\nücret zammı uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>B)2. Yıl Ücret Zammı:(01.01.2023- 31.12.2023)\u003C\u002Fh4>\n\n\u003Cp>İş bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\ntaraf sendika üyesi işçilerin\u003C\u002Fp>\n\n\u003Cp>31.12.2022tarihinde almakta oldukları yevmiyelerine 01.01.2023 tarihinden\ngeçerli olmak üzere Ocak 2023 tarihinde yayımlanan T.C. Türkiye İstatistik\nKurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları (TÜFE) Türkiye\nGeneli İndeks sayısı yıllık değişim (bir önceki yılın aynı ayına\ngöre değişim) oranında artış yapılacaktır.\u003C\u002Fp>\n\n\u003Ch4>C)3. Yıl Ücret Zammı:(01.01.2024-31.12.2024)\u003C\u002Fh4>\n\n\u003Cp>İş bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\ntaraf sendika üyesi işçilerin\u003C\u002Fp>\n\n\u003Cp>31.12.2023tarihinde almakta oldukları yevmiyelerine 01.01.2024 tarihinden\ngeçerli olmak üzere Ocak 2024 tarihinde yayımlanan T.C. Türkiye istatistik\nKurumu’nun 2003=100 Temel Yıllı Tüketici Fiyatları (TÜFE) Türkiye\nGeneli İndeks sayısı yıllık değişim (bir önceki yılın aynı ayına\ngöre değişim) oranında artış yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-56. FAZLA ÇALIŞMA VE ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yasal haftalık çalışma süresi üzerindeki çalışmalar fazla\nçalışmadır. Fazla çalışma ücreti normal çalışma ücretinin % 50\nfazlasıyla ödenir.\u003C\u002Fp>\n\n\u003Cp>Yangın, sel, deprem gibi zorunlu hallerde yaptırılacak fazla çalışma\niçin işçinin rızası aranmaz. Ancak, fazla çalışma ücretlerine ilişkin\nhükümler saklıdır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde normal saatin dışında yılda 270 saat fazla çalışma\nyapılabilir. Mesai yaptıran işveren mesaileri maaş ile birlikte mutlaka\nöder.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışmalar işçiler arasında eşit ölçüde yapılır ve\nsırasıyla yaptırılır. Engelli veya kanunda haklı sebep olarak mazereti\nolan kişi fazla çalışmaya zorlanamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-57. GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Saat 20.00 - 06.00 arasında yapılan çalışmalar gece\nçalışmalarıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-58. TATİLLERDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamındaki işyerlerinden normal ve vardiyalı\nçalışma yapılan işyerleri için çalışmaya başladığı 7.günü hafta\ntatili günüdür. İşveren zaruri görülen hallerde ve işin gereği hafta\ntatili gününde çalıştırılan işçilere çalıştıkları her gün için\nmüteakip hafta içinde bir gün izin verirse kendi yevmiyesine ilaveten 0, 5\n(yarım) yevmiye; toplam 1,5 (1+0,5), müteakip hafta içinde bir gün izin\nvermezse kendi yevmiyesine ilaveten 1,5 (Bir buçuk) yevmiye; toplam 2,5\n(1+1,5) ödemek zorundadır.\u003C\u002Fp>\n\n\u003Cp>Yasada belirtilen ulusal bayram ve tatil günlerinde yapılacak\nçalışmalar 3 gün önceden işçilere duyurulur. Duyuru yapılmayan\nişçiler çalışmamalarından dolayı sorumlu tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Ulusal bayram ve genel tatil günlerinde yapılan çalışmalarda işçilere\nkendi yevmiyelerine ilaveten iki yevmiye; toplam 3 (1+2) ödenir. Bu günlerde\nyapılan fazla mesailer % 100 oranında zamlı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-59. AKDİ İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraf sendika üyesi işçilere;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cp>-01.01.2022 tarihinden itibaren 24 günlük ücretleritutarındaakdi\nikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-01.01.2023 tarihinden itibaren 26 günlük ücretleritutarındaakdi\nikramiye ödenir.\u003C\u002Fp>\n\n\u003Cp>-01.01.2024 tarihinden itibaren 28 günlük ücretleritutarındaakdi\nikramiye ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu akdi ikramiyeler;\u003C\u002Fp>\n\n\u003Cp>-01.01.2022 tarihinden itibaren her ay maaşla birlikte 2 (iki) günlük\nyevmiye tutarında ödenir.\u003C\u002Fp>\n\n\u003Cp>-01.01.2023 tarihinden itibaren toplam 26 günlük akdi ikramiye, Temmuz ve\nAğustos aylarında aylık 3 (üç) yevmiye, diğer aylarda ise 2 (iki) yevmiye\nolarak ödenir.\u003C\u002Fp>\n\n\u003Cp>-01.01.2024 tarihinden itibaren toplam 28 günlük akdi ikramiye, Temmuz ve\nAğustos aylarında aylık 4 (dört) yevmiye, diğer aylarda ise 2 (iki)\nyevmiye olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, buna ilaveten her ay ödenmek üzere işçinin çalıştığı\nsürenin bir yıldan az olması durumunda çalışma süresi ile orantılı\nolarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞ SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>MADDE-60.İŞ SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliği mevzuatı ve uluslararası\nnormlarının gerektiği tüm tedbirleri alır ve gerekli çalışmaları yapar\nve ilgili kurulların vereceği raporlarının gereğini yerine getirir.\nİşveren, iş sağlığı ve güvenliği mevzuat hükümlerini eksiksiz\nuygulamayı kabul eder. Bu hükümlerin uygulanmasında İş Sağlığı ve\nGüvenliği Kurulunun önerileri doğrultusunda yapmayı kabul eder. Bu hususta\ngerekli emir ve talimatları yayınlar ve uygular.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçları,\nişçinin geçirdiği meslek hastalıkları, iş kazaları nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu; Bu kurulun oluşumu, çalışma\nşekli ve görevleri 6331 sayılı İş Sağlığı ve Güvenliği Kanunun\n22.maddesinde ve yine aynı kanunun 30.maddesi gereği çıkarılan İş\nSağlığı ve Güvenliği Kurulları Hakkındaki Yönetmelikte\nbelirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>Her işyerinde İş Sağlığı ve Güvenliği Kurulları kurulması ve\nçalıştırılmasından işveren sorumludur. Ancak, işverenin\nçalışmalarının İş Sağlığı ve Güvenliği Kurulunun önerilerine\nuygunluğunun, işverenin gerekeni yerine getirip getirmediğini takibi sendika\nve o işyerindeki işçilerce de aktif olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu, İş Sağlığı ve Güvenliği\nKurulları Hakkındaki Yönetmeliğin 6.maddesine göre oluşturulur.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulları ayda en az bir kere toplanır,\nAncak ölümlü, uzuv kayıplı veya ağır iş kazası halleri veya özel bir\ntedbiri gerektiren önemli hallerde kurul üyelerinden herhangi biri kurulu\nolağanüstü toplantıya çağırabilir. Bu konudaki tekliflerin kurul\nbaşkanına veya sekreterine yapılması gerekir. Toplantı zamanı, konunun\nivedilik ve önemine göre tespit olunur. Kurul, 6331 sayılı İş Sağlığı\nve Güvenliği Kanununun 13.maddesinde belirtilen çalışmaktan kaçınma\nhakkı taleplerinde toplantı için belirlenen süre dikkate alınmaksızın\nacilen toplanır ve bu toplantıda aldığı kararı talepte bulunan\nişçiye\u002Fişçilere ve çalışan temsilcisine yazılı olarak tebliğ eder.\u003C\u002Fp>\n\n\u003Cp>İşveren veya işveren vekili, kurul için gerekli toplantı yeri, araç ve\ngereçleri sağlar, işveren veya işveren vekili, kurulca hazırlanan\ntoplantı tutanaklarını, kaza ve diğer vakaların inceleme raporlarını ve\nkurulca işyerinde yapılan denetim sonuçlarına ait kurul raporlarını, iş\nmüfettişlerinin incelemesini sağlamak amacıyla, işyerinde bulundurur.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulları Hakkındaki Yönetmeliğin\n8.maddesine göre İş Sağlığı ve Güvenliği Kurulunun görev ve yetkileri\nşunlardır;\u003C\u002Fp>\n\n\u003Cp>a)İşyerinin niteliğine uygun bir iş sağlığı ve güvenliği iç\nyönerge taslağı hazırlamak, işverenin veya işveren vekilinin onayına\nsunmak ve yönergenin uygulanmasını izlemek, izleme sonuçlarını rapor\nhaline getirip alınması gereken tedbirleri belirlemek ve kurul gündemine\nalmak,\u003C\u002Fp>\n\n\u003Cp>b)İş sağlığı ve güvenliği konularında o işyerinde çalışanlara\nyol göstermek,\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde iş sağlığı ve güvenliğine ilişkin tehlikeleri ve\nönlemleri değerlendirmek, tedbirleri belirlemek, işveren veya işveren\nvekiline bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>ç) işyerinde meydana gelen her iş kazası ve işyerinde meydana gelen\nancak iş kazası olarak değerlendirilmeyen işyeri ya da iş ekipmanını\nzarara uğratma potansiyeli olan olayları veya meslek hastalığında yahut\niş sağlığı ve güvenliği ile ilgili bir tehlike halinde gerekli\naraştırma ve incelemeyi yapmak, alınması gereken tedbirleri bir raporla\ntespit ederek işveren veya işveren vekiline vermek,\u003C\u002Fp>\n\n\u003Cp>d)İşyerinde iş sağlığı ve güvenliği eğitim ve öğretimini\nplanlamak, bu konu ve kurallarla ilgili programları hazırlamak, işveren veya\nişveren vekilinin onayına sunmak ve bu programların uygulanmasını izlemek\nve eksiklik görülmesi halinde geri bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>e)İşyerinde yapılacak bakım ve onarım çalışmalarında gerekli\ngüvenlik tedbirlerini planlamak ve bu tedbirlerin uygulamalarını kontrol\netmek,\u003C\u002Fp>\n\n\u003Cp>f)işyerinde yangın, doğal afet, sabotaj ve benzeri tehlikeler için\nalınan tedbirlerin yeterliliğini ve ekiplerin çalışmalarını izlemek,\u003C\u002Fp>\n\n\u003Cp>g)işyerinin iş sağlığı ve güvenliği durumuyla ilgili yıllık bir\nrapor hazırlamak, o yılki çalışmaları değerlendirmek, elde edilen\ntecrübeye göre ertesi yılın çalışma programında yer alacak hususları\ndeğerlendirerek belirlemek ve işverene teklifte bulunmak,\u003C\u002Fp>\n\n\u003Cp>ğ) 6331 sayılı İş Sağlığı ve Güvenliği Kanununun 13.maddesinde\nbelirtilen çalışmaktan kaçınma hakkı talepleri ile ilgili acilen\ntoplanarak karar vermek,\u003C\u002Fp>\n\n\u003Cp>h)İşyerinde teknoloji, iş organizasyonu, çalışma şartları, sosyal\nilişkiler ve çalışma ortamı ile ilgili faktörlerin etkilerini kapsayan\ntutarlı ve genel bir önleme politikası geliştirmeye yönelik çalışmalar\nyapmak.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulunca, 6331 sayılı İş Sağlığı ve\nGüvenliği Kanununun 13 üncü maddesinde belirtilen çalışmaktan kaçınma\nhakkı talepleri yönünde karar vermesi hâlinde çalışan, gerekli tedbirler\nalınıncaya kadar çalışmaktan kaçınabilir. Çalışanların\nçalışmaktan kaçındığı dönemdeki ücreti ile kanunlardan ve iş\nsözleşmesinden doğan diğer hakları saklıdır. Bu çalışmama yüzünden\nişçilerin iş sözleşmeleri fesih edilemeyeceği ve haklarında hiçbir\nyasal kovuşturma yapılamayacağı gibi ücretlerinden de herhangi bir kesinti\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu yaptığı tüm çalışmaların\nsonuçlarını yazılı rapor halinde işverene ve sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>İşveren iş Sağlığı ve Güvenliği Kurulunun önerilerini gereğini\nyerine getirmek, buna uygun işyeri yönetmeliği\u002Ftalimatlarını işçilere\nöğretmek işçileri bilgilendirmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Çalışan Temsilcisi; 6331 sayılı iş\nSağlığı ve Güvenliği Kanunun 20.maddesine göre aşağıdaki şekilde\nÇalışan Temsilcisi belirlenir; işyerinin değişik bölümlerindeki riskler\nve çalışan sayılarını göz önünde bulundurarak dengeli dağılıma\nözen göstermek kaydıyla, sendika, işyeri sendika temsilcilerini ayrıca iş\nsağlığı ve güvenliği çalışan temsilcisi olarak görevlendirebileceği\ngibi çalışanlar arasında yapılacak seçimle de belirleyebilir.\u003C\u002Fp>\n\n\u003Cp>İş sağlığı ve güvenliği çalışan temsilcisi; iki ile elli\narasında çalışanı bulunan işyerlerinde bir, elli bir ile yüz arasında\nçalışanı bulunan işyerlerinde iki, yüz bir ile beş yüz arasında\nçalışanı bulunan işyerlerinde üç, beş yüz bir ile bin arasında\nçalışanı bulunan işyerlerinde dört, bin bir ile iki bin arasında\nçalışanı bulunan işyerlerinde beş, iki bin bir ve üzeri çalışanı\nbulunan işyerlerinde altı, olacak şekilde görevlendirir: Birden fazla\nçalışan temsilcisinin bulunması durumunda baş temsilci, çalışan\ntemsilciler arasından yapılacak seçimle belirlenir. \u003C\u002Fp>\n\n\u003Cp>Çalışan temsilcileri, tehlike kaynağının yok edilmesi veya tehlikeden\nkaynaklanan riskin azaltılması için, işverene öneride bulunma ve\nişverenden gerekli tedbirlerin alınmasını isteme hakkına sahiptir.\u003C\u002Fp>\n\n\u003Cp>Görevlerini yürütmeleri nedeniyle, çalışan temsilcileri ve destek\nelemanlarının hakları kısıtlanamaz ve görevlerini yerine getirebilmeleri\niçin işveren tarafından gerekli imkânlar sağlanır.\u003C\u002Fp>\n\n\u003Cp>1 İşveren, iş sağlığı ve güvenliği eğitimi için tüm işçiyi\nkapsayan eğitim seminerlerini periyodik ve aksamadan yapılması için gerekli\nfinansman zaman ve yeri sağlamakla yükümlüdür. Bu eğitimler yılda üç\nkez sekizer saatten az olamaz. Bu eğitimcilerin seçim ve eğitim programı\nsendikanın önerisi ile oluşturulur. Bu konudaki tüm harcamalar işverene\naittir.\u003C\u002Fp>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliğinin devamını sağlamak için\nolanakları ölçüsünde her işyerinde yeteri kadar spor salonu veya tesisini\naçmaya çalışır. İşçiler bu salon ve tesislerden ücretsiz\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-61. İS KAZALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde meydana gelen bir kaza sonucunda yaralanan işçinin durumu\nderhal ustabaşı ya, yetkiliye veya hasar tespit komisyonuna bildirilir.\nİşçinin durumu buna olanak vermeyecek kadar ağır ise yaralanmasının\nbildirilmesi, yanında bulunan işçi arkadaşlarına düşer. Kazaya uğrayan\nişçi, ustabaşı veya yetkili tarafından doldurulacak kaza raporu ile\nbirlikte veya buna olanak yoksa hemen işçinin bakılacağı sağlık\nteşkilatına bildirilir. Durum derhal işveren vekiline ve sendika\ntemsilcisine duyurulur. İşyerinde meydana gelen en küçük yaralanma\nolayları bile işçi tarafından yetkiliye bildirilir. Kendilerini tedavi\netmeye veya yetkili olmayan kimselere tedavi ettirmeye çalışanlara karşı\nişveren vekili bir sorumluluk kabul etmez. Hayati önem arz eden kazalarda\nişçi en yakın sağlık kuruluşuna götürülür. Bu kuruluşlarda yapılan\nmüdahale ve tedavi bedelinin sosyal güvenlik kurumunca ödenmeyen bölümü\nişverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-62. HASAR ve ZARARLARIN TESPİTİ VE HASAR VE ZARAR TESPİT\nKOMİSYONU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi tarafından verilen hasar ve zararların tespiti için işyerinde 3\nkişiden oluşan hasar- 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 üç gün içinde birlikte seçecekleri üçüncü bir kişinin\nsendikanın yazılı isteği üzerine ilgili kamu kuruluşlarından uzman bir\nkişinin tayini işverence istenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası meydana geldiğinde, kolluk kuvvetince veya hasar - zarar\ntespit komisyonu olay yerinde durumu tespit etmeden, rapor tutmadan ve olayı\nfotoğraflarla görüntülemeden araç yerinden oynatılamaz. Kolluk\nkuvvetlerince kaldırmalar hariç şoförün iradesi dışında aracın\nkaldırılması halinde sürücü sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>D)İşveren, hasar - zarar tespit komisyonun görevlerini en iyi şekilde\nyapabilmeleri için bu komisyonun emrine bir araç tahsis eder. Ayrıca, olayı\ngörüntülemek için bir fotoğraf makinesi temin eder, ölüm veya yaralanma\nile sonuçlanan iş kazası sonucu kazayı yapan işçiye adli işlemlerin\ntakibi için işverence 3 işgünü izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-63. HASAR ve ZARAR TESPİT TUTANAĞININ NİTELİĞİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-64. HASAR BEDELİNİN KESİNTİ ve ÖDEME SEKLİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Şoförlerin ve iş makinesi operatörlerinin neden olabileceği trafik\nkazalarında her türlü hasar ve tazminat bedelinin (kendi aracı ve karşı\ntarafta dahil olmak üzere) kusur nispetine göre yükleneceği miktardan\nsorumludur.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>MADDE-65. 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 şoföre kesilen cezayı işveren öder.\u003C\u002Fp>\n\n\u003Cp>İşveren her araçta yasal olarak bulundurması gereken malzemeyi\nbulundurmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>İşçiler, kullandıkları araçlardaki ilgili mevzuata uygun olmayan\ndurumları tespit ederek derhal amirlerine yazılı olarak bildirirler.\u003C\u002Fp>\n\n\u003Cp>Can ve mal güvenliğini tehlikeye düşürecek ölçüde arızası olan\naraçlar hiçbir şekilde trafiğe çıkarılamaz ve işçi kullanmaya\nzorlanamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM . DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-66. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)BELPAŞ A.Ş. (Sakarya Büyükşehir Belediyesi ihtiyaç Maddeleri\nPazarlama Tic. ve San. A.Ş.) işyerinde disipline ilişkin konularda gerekli\nsoruşturmalar yaptırıldıktan sonra karar verilmek üzere 4 kişiden oluşan\ndisiplin kurulu kurulur. Bu kurulun iki üyesini işveren, iki üyesini ise\nsendika belirler. Aynı sayıda yedek üye taraflarca belirlenir. İşveren\ntemsilcilerinden biri insan kaynaklarıyla ilgili birim elemanı olacaktır.\nKurulun Başkanlığını işveren temsilcisi 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 odada gerekli demirbaş, kırtasiye, personel ile diğer\ngereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>C)İşçinin Disiplin Kuruluna şevki her iki tarafça da yapılabilir.\nKurul Başkanının 5 (beş) gün önceden yapacağı yazılı çağrısı\nüzerine çoğunlukla toplanır. Bu çağrı yazısında işlenilen fiil ve\nkurula sevk edilenin bildirilmesi zorunludur. Toplantılara tarafların hukuk\nmüşavirleri de katılabilir. Ancak, bunların oy hakları yoktur. Kurul\nkararları oy çokluğu ile alınır. Oyların eşitliği halinde Disiplin\nKurulu Başkanın oyu iki oy olarak kabul edilir. Genel Müdür veya yetki\nverdiği yardımcısı kurul kararını kendisine tevdiinden itibaren 6 (altı)\nişgünü içerisinde onaylar. Onaylanmaması halinde karar uygulanamaz ve suç\nunsuru ortadan kalkar.\u003C\u002Fp>\n\n\u003Cp>D)Disipline ilişkin konularda iş bu toplu iş sözleşmesinin ceza\ncetveline uygun olarak karar verilir. Ceza cetvelinde belirtilmeyen suçların\nolması halinde cetvele uygun en yakın ceza verilir.\u003C\u002Fp>\n\n\u003Cp>E)Disiplin cezaları İhtar, Gündelik Kesimi ve İşten Çıkarmadan\nibarettir.\u003C\u002Fp>\n\n\u003Cp>1-İhtar; işçiyi görevinde dikkate davettir. İşverence doğrudan\nverilen ihtar cezası, sicile geçmez. Disiplin Kurulu kararı ile verilenler\nise sicile geçer.\u003C\u002Fp>\n\n\u003Cp>2-Gündelik kesimi; işçinin ücretinden 5 yevmiyesine kadar kesilmesidir.\nBu ceza işçinin aylık ücretinden her ay için bir gündelik tutarından\nfazla olmamak şartıyla uygulanır. İşçinin siciline geçer.\u003C\u002Fp>\n\n\u003Cp>3-İşten çıkarma; iş sözleşmesinin fesih edilmesidir.\u003C\u002Fp>\n\n\u003Cp>F) Disiplin kovuşturması gerektiren fiilden zarar gördüğünü iddia\neden işveren veya vekilinin olayı veya olayın failini öğrendikleri\ntarihten itibaren, 6 (altı) iş günü içerisinde disiplin kovuşturması\naçılmasına teşebbüs etmemeleri veya teşebbüs edilmekle beraber\naşağıdaki bentlerde belirtilen sürelerin aşılması halinde disiplin akim\nkalır. Ve işçiye ceza verilmez.\u003C\u002Fp>\n\n\u003Cp>G) 1- Disiplini bozan, fiili öğrenen ilgili yetkili 6 (altı) iş günü\niçinde gerekli soruşturma ve belgelerini hazırlayarak işçiyi disiplin\nkuruluna şevke yetkili makama verir.\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 6 (altı) iş günü\niçinde kurula sevk eder.\u003C\u002Fp>\n\n\u003Cp>İşçinin yetkili makamlarca kurula şevki halinde gerekli gördüğü veya\nkurul üyelerinden birinin teklifi halinde disiplin kurulunca işçi de\ndinlenir. İşçinin yazılı savunmasının alınması ve her türlü\ndelillerin toplanmasına imkân tanınması zorunludur.\u003C\u002Fp>\n\n\u003Cp>3- Disiplin kurulu belgelerin kurula şevkini müteakip, genel olarak 20\n(yirmi) gün içinde olay hakkında gerekli incelemesini yaparak kararını\nverir. Ancak, bu süre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>H) işçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren bir yıl içinde aynı fiili işlemesi hâlinde ceza\ncetvelinde gösterilen cezalar sırasıyla taktir olunur. Aynı fiilin 6 aydan\nuzun zaman içinde tekrarı halinde işçiye o fiili için bir önceki taktir\nolunan ceza şekli uygulanır. İki (dahil) ve daha yukarı değişik\nfiillerden bir yıl içinde 3 defa ceza alan bir işçinin aynı yıl içinde\n4.fiili için ceza gerektiğinde bu fiil için verilmesi icap eden ceza,\nevvelki fiillerin nitelikleri ve verilen cezalarda nazara alınarak kurulda\nserbestçe taktir olunur.\u003C\u002Fp>\n\n\u003Cp>I) Kurul kararı genel olarak yazılı ve nedenleri belirtilmek suretiyle\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz. İşçinin\nkurul kararlarını tebellüğden sakınması ve kararın tebliği esnasında\nterk suretiyle işyerinden ayrılmış olması halinde keyfiyet tutanakla\ntespit olunmak kaydıyla yukarıdaki tebliğ ile ilgili hükümlerin\nuygulanmasına gerek 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 6 (altı) iş günlük süre zarfında taahhütlü mektupla, işçinin\ngeçici görevli olarak işyeri merkezi dışında bulunması nedeniyle tebliğ\nedilmezse işyeri merkezine döndüğünde derhal, hastane de yatan işçiye\nhastaneden çıktıktan sonra tebliğ edilir. Bu takdirde 6 (altı) iş\ngünlük sürenin geçirildiği ileri sürülmez. Disiplin kurulu kararları\nişçinin gizli dosyasında saklanır.\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-67. EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlıklarını 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. İşveren işçilerin beden ve ruh\nsağlığını korumak boş zamanlarını değerlendirmek, spor olgusunu geniş\nkitlelere yaymak için işyerinin uygun yerlerinde spor tesisleri kurmak\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-68. DİNİ GÖREVLERİN İFASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>T.C. 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 Cuma ibadetleri\niçin gerekli kolaylığı sağlar. Bu zaman zarfında geçen sürelerde işçi\nücretli izinli sayılır. İşçilerin talepleri halinde Hacca gitmek\nisteyenlere 2 ay, Umre’ye gitmek isteyen işçilere ise 1 aylık ücretsiz\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch3>MADDE-69. İSÇİ ÇOCUKLARINA STAJ OLANAĞI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin, Endüstri Meslek Lisesi, Ticaret Lisesi, Teknik\nLise, Meslek Yüksekokulu veya Fakülte de öğrenim gören çocuklarının\nokul dışında staj yapma zorunlulukları olduğundan, okullarından\nalacakları belge ile başvurmaları halinde mevzuat dâhilinde öncelikli\nolarak staj yapmalarını sağlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-70. TOPLU İS SÖZLEŞMESİNİN İS AKİTLERİNE ETKİSİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A) Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasındaki mevcut olan iş akitlerinin işçi aleyhine olan hükümlerinin\nyerini bu toplu iş sözleşmesi hükümleri alır. İş bu toplu iş\nsözleşmesinde düzenlenmeyen hususlar hakkında yürürlükteki yasalara\naykırı olmamak kaydıyla iş akitleri hükümleri geçerlidir. Sözleşmede\nyasa hükümlerine yapılan atıflar, toplu iş sözleşmesinde yer almasa bile\nhükümlerin sözleşme niteliğinde olduğunu gösterir.\u003C\u002Fp>\n\n\u003Cp>B)İş bu toplu iş sözleşmesinde düzenlenmeyen hususlar hakkında\nyürürlükteki yasa, tüzük, yönetmelik uygulanır.\u003C\u002Fp>\n\n\u003Cp>C)Her ne sebeple olursa olsun sona eren toplu iş sözleşmesinin iş akdine\nilişkin hükümleri, yenisi yürürlüğe girinceye kadar iş akdi hükmü\nolarak devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-71. SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yasa Hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-72. İSLETME veya İŞYERİ HİZMETLERİNİN DEVRİ\u003C\u002Fh3>\n\n\u003Cp>Bu konuda yasa hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE:\u003C\u002Fh3>\n\n\u003Cp>BELPAŞ A.Ş. (Sakarya Büyükşehir Belediyesi İhtiyaç Maddeleri\nPazarlama Tic. ve San. A.Ş.) işyerinde, kendi iş kolunda örgütlü bir\nişçi sendikası veya yararlandığı bir toplu iş sözleşmesi bulunmayan\nişçiler, bu toplu iş sözleşmesi dönemiyle sınırlı olmak üzere,\nimzalanan işbu toplu iş sözleşmesinden, TİS.’in 4. ve 14.maddesi\nhükümlerine uygun olarak yararlandırılır.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>DİSİPLİN CEZA CETVELİ\u003C\u002Fh2>\n\n\u003Ch3>CEZAYI GEREKTİREN HALLER\u003C\u002Fh3>\n\n\u003Ch4>TEKERRÜR SAYISINA GÖRE\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>s\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>1-Mazeretsiz bir saate kadar işe geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>ihtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>4-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>2- Mazeretsiz 1 İş günü İşe Gelmeme\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>2 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>4-5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>3- Mazeretsiz 2 İş günü İşe Gelmeme\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>2 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4-5Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>4-Mazeretsiz herhangi bir tatil gününü takip eden 3\n        işgünü (2,3,4) işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>5-Mazeretsiz herhangi bir tatil gününü takip eden 4\n        iş günü veya ardı ardına 5 işgünü işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>6-izinsiz ve mazeretsiz olarak işyerine 1 saatten\n        fazla geç gelmek, iş yerinden erken ayrılmak, devamlı geç gelmeyi\n        alışkanlık haline getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>4-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>7-Hasta olmadığı halde kendisini hasta\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>4-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>8-Görevine sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>9-lş esnasında alkollü içki veya uyuşturucu madde\n        kullanmak işyerinde kumar oynamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>10-iş saatinde yapılması gereken işi yapmayıp\n        özel işlerle meşgul olmak veya iş takibi için gelenlere fena\n        muamelede bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>4-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>11-lş saatlerinde arkadaşlarını lüzumsuz yere\n        meşgul etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>4-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>12-lş saatinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>4-5yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>13-işyerinde ve iş esnasında amirlerine\n        hürmetsizlik etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>2 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>4-5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>14- İşyerinde ve iş esnasında amirlerine hakaret\n        etmek veya tehdit etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>4-5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>15- İşyerinde veya iş esnasında işyeri\n        mensuplarına maiyetlerine hakaret tehdit veya tecavüzde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>4-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>16- Amirleri tarafından pozisyonu ile ilgili olarak\n        verilen emir ve işleri yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>4-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>17- Rüşvet almak veya vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>18- Gizli tutulması gereken göreve müteallik\n        sırları ifşa etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>19- işyerinde kavga çıkarmak veya kavga\n        çıkmasına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>4-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>20- Hırsızlık veya hırsızlığa teşebbüs\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"319\">\u003Cp>21- işyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden yangın başlangıcına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3-5 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>22- Kendine teslim edilen malzemeyi iyi korumayarak kaybına,\n        bozulmasına veya hasarına sebebiyet vermek;\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(1) 30 gündelik tutarını aşmamak kaydıyla\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) ihmali halinde\u003C\u002Ftd>\n      \u003Ctd>ihtar\u003C\u002Ftd>\n      \u003Ctd>1 yev.\u003C\u002Ftd>\n      \u003Ctd>2 yev.\u003C\u002Ftd>\n      \u003Ctd>3 yev.\u003C\u002Ftd>\n      \u003Ctd>4-5 yev.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Ağır ihmali Halinde\u003C\u002Ftd>\n      \u003Ctd>1 yev.\u003C\u002Ftd>\n      \u003Ctd>2 yev.\u003C\u002Ftd>\n      \u003Ctd>3 yev.\u003C\u002Ftd>\n      \u003Ctd>4-5 yev.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(2) Kasti Halinde ve 30 gündelik tutarını aşan hallerde\n      işçinin\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) ihmali halinde\u003C\u002Ftd>\n      \u003Ctd>3 yev.\u003C\u002Ftd>\n      \u003Ctd>4-5 yev.\u003C\u002Ftd>\n      \u003Ctd>ihraç\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Ağır ihmali Halinde\u003C\u002Ftd>\n      \u003Ctd>4-5 yev.\u003C\u002Ftd>\n      \u003Ctd>ihraç\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Kasti Halinde\u003C\u002Ftd>\n      \u003Ctd>ihraç\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>23- işyerinde, işyerinin kısmen veya tamamen\n        faaliyetini durdurmak amacı ile sabotaja teşebbüs etmek veya sabotaj\n        yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>24- Amirleri, işyeri mensupları veya mahiyeti\n        hakkında yalan veya yanlış şayialar çıkarmak asılsız bir ihbar\n        ve şikayette bulunmak, hakikate uygun olmayan bilgi vermek veya\n        beyanda bulunmak suretiyle işçinin işvereni yanıltması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>25-Resmi belgeler üzerinde tahrifat yapmak sahte\n        belge düzenlemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>26- işe gelmeyen işçilerin yerine imza atmak\n        kartını bastırmak veya işçiyi işe gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>27- iş Sağlığı ve Güvenliği Mevzuatı\n        hükümleri ile işveren ve iş Sağlığı ve Güvenliği\n        Kurullarınca konulan kurallar, yasaklar ile alınan karar ve\n        tedbirlere uymamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>ihtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>28-Kendine sağlanan Kişisel Koruyucu Donanımı\n        doğru şekilde ve gerekli yerde kullanmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>29-İSG Mevzuatı kapsamında sağlık muayenelerine\n        ve aşılama çalışmalarına mazeretsiz katılmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>30-İSG Mevzuatı kapsamında düzenlenen eğitimlere\n        ve bilgilendirme toplantılarına mazeretsiz katılmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>31-Yukarıda sayılan eylem dışında kalıp suç\n        sayılan ve cezalandırılması gereken fiillerde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>ihtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>3 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>4-5 yev.\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\n",{"cbadate_start":42,"cbadate_end_date":45,"trainingprogrammes":47,"apprenticeships":50,"disabilityfund":53,"contracttrial":56,"sicknesspay":59,"healthandsafetypolicy":63,"protectiveclothing":66,"hivpolicy":70,"paidmaternityleave":74,"paidpaternityleaveduration":78,"childcare":81,"deathrelativesleave":85,"maternity_nursing_breaks_duration":89,"eqpay":93,"discrimination":97,"WORKHOURS_trigger":101,"hourspweek_select":104,"PAIDLEAV_trigger":108,"SCHEDULE_trigger":112,"TRADEUNLEAV_trigger":116,"tradeunleavdays":119,"WAGES_trigger":123,"STRUCINCR_trigger":126,"onceonlytype2":130,"ONCERISE_trigger":134,"NOCTPREM_trigger":137,"OVERTIME_trigger":141,"COMMUTE_trigger":144,"SENIOR_trigger":147,"longserviceallowancedays1":151,"MEALALL_trigger":155,"mealvouchersamount":158},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2022-31.12.2024",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":49},"trainingprogrammes","MADDE-67. EĞİTİM",{"bindId":51,"name":52,"text":52},"apprenticeships","MADDE-69. İSÇİ ÇOCUKLARINA STAJ OLANAĞI",{"bindId":54,"name":55,"text":55},"disabilityfund","MADDE-49. HASTALIK YARDIMI",{"bindId":57,"name":58,"text":58},"contracttrial","MADDE-18. DENEME SÜRESİ",{"bindId":60,"name":61,"text":62},"sicknesspay","Hastalık nedeni ile iş göremezliğe uğray","Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün ve\ndaha fazla istirahatli olmaları hâlinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan ilk 2 gün ücreti hariç, hiç ödeme yapılmayan diğer günlere\n(3ncü günden itibaren) ait ücretleri, yılda 5 defayı geçmemek üzere\nişveren tarafından ödenir.",{"bindId":64,"name":65,"text":65},"healthandsafetypolicy","MADDE-60.İŞ SAĞLIĞI ve GÜVENLİĞİ",{"bindId":67,"name":68,"text":69},"protectiveclothing","MADDE-43. GİYİM VE KORUYUCU EŞYA YARDIMI","MADDE-43. GİYİM VE KORUYUCU EŞYA YARDIMI\n\n\n\niş kıyafeti giymek zorunda olan işçilere, iş elbiseleri ve koruyucu\neşyalar işveren tarafından verilir.",{"bindId":71,"name":72,"text":73},"hivpolicy","İşveren her işçi için işyerinde sağlık d","İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçları,\nişçinin geçirdiği meslek hastalıkları, iş kazaları nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.",{"bindId":75,"name":76,"text":77},"paidmaternityleave","j)Kadın işçilerin doğumdan önce 8 hafta ","j)Kadın işçilerin doğumdan önce 8 hafta ve doğumdan sonra 8 hafta\nolmak üzere toplam 16 haftalık süre için çalıştırılmamaları esastır.\nÇoğul gebelik halinde ise bu sürelere 2 hafta eklenir. Ancak sağlık durumu\nuygun olduğu takdirde doktorun onayı ile kadın işçi isterse doğumdan\nönceki 3 haftaya kadar işyerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası izin sürelerine eklenir.",{"bindId":79,"name":80,"text":80},"paidpaternityleaveduration","f)Eşi doğum yapan işçiye beş (5) işgünü,",{"bindId":82,"name":83,"text":84},"childcare","l)Ana, baba, eş ve çocuğun refakatini ge","l)Ana, baba, eş ve çocuğun refakatini gerektiren bakım ve ağır\nhastalığında refakatçi olarak kalacak kimsenin olmaması durumunda 3 (üç)\nişgününe kadar ücretli izin verilir.",{"bindId":86,"name":87,"text":88},"deathrelativesleave","a)İşçinin, eşinin veya çocuklarının ölüm","a)İşçinin, eşinin veya çocuklarının ölümü halinde beş (5)\nişgünü,",{"bindId":90,"name":91,"text":92},"maternity_nursing_breaks_duration","k)Doğum yapan bayan işçilere çocuğu 1 ya","k)Doğum yapan bayan işçilere çocuğu 1 yaşına basana kadar\nçocuklarını emzirmeleri için günde 1,5 saat süt izni verilir. Bu sürenin\nhangi saatler arasında ve kaça bölünerek kullanılacağını işçinin\nkendisi belirler. Bu izinler istenirse günlük topluca kullanılabilir. Bu\nsüreler çalışma süresinden sayılır. Bu süreler içinde bayanlar gece\nvardiyasında çalıştırılmazlar.",{"bindId":94,"name":95,"text":96},"eqpay","Çalışanlar için çalışma koşulları ve mak","Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dâhil herkes için eşit işe\neşit ücret verilmesi,",{"bindId":98,"name":99,"text":100},"discrimination","İş ilişkisinde dil, ırk, cinsiyet, siyas","İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefi inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrım yapılamaz.",{"bindId":102,"name":103,"text":103},"WORKHOURS_trigger","MADDE-23. NORMAL ÇALIŞMA SÜRESİ",{"bindId":105,"name":106,"text":107},"hourspweek_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre aşılmamak ve günlük\nçalışma süresinin ortalama bir zamanında ara dinlenmesi verilmek\nşartıyla çalışma saatleri işin icabına göre işverence tanzim edilir.\n",{"bindId":109,"name":110,"text":111},"PAIDLEAV_trigger","a)1 Yıldan 5 Yıl dâhil olanlara 16 İşgün","a)1 Yıldan 5 Yıl dâhil olanlara 16 İşgünü,",{"bindId":113,"name":114,"text":115},"SCHEDULE_trigger","Normal çalışma yapılan işyerleri için, ç","Normal çalışma yapılan işyerleri için, çalışmaya başladığı 7.\ngünü hafta tatilidir.",{"bindId":117,"name":118,"text":118},"TRADEUNLEAV_trigger","MADDE-8. SENDİKAL İZİNLER",{"bindId":120,"name":121,"text":122},"tradeunleavdays","A)Yönetici İzinleri: Sendika, şube, il, ","A)Yönetici İzinleri: \n\nSendika, şube, il, ilçe başkanı ve sendika şube yönetim kurulu\nüyelerinden birine sendikal faaliyetlerini ifa edebilmeleri için sendikanın\ntalebi üzerine toplu iş sözleşmesinin yürürlükte kaldığı sürece\nyılda toplam \"30 gün\" ücretli izin verilir. Toplu iş sözleşmesinin-sona\nermesi halinde ise sendikaya bakanlıkça yeniden yetki verilmişse sendikal\nücretli izinli sayılması hali devam eder. Bu sendikal izinler yıllık\nücretli izinden mahsup edilemez, işveren sendikal izinli sayılanlara toplu\niş sözleşmesinden ve iş kanunlarından doğan ücretlerini işyerinden\nkarşılamayı kabul eder.",{"bindId":124,"name":125,"text":125},"WAGES_trigger","2.KISIM: ÜCRETLER",{"bindId":127,"name":128,"text":129},"STRUCINCR_trigger","A)1. Yıl Ücret Zammı:(01.01.2022-31.12.2","A)1. Yıl Ücret Zammı:(01.01.2022-31.12.2022)\n\nİş bu toplu iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilerin 31.12.2021 tarihinde almakta oldukları yevmiyelerine\n(ücretlerine) 01.01.2022 tarihinden itibaren % 40 (yüzde kırk) oranında\nücret zammı uygulanacaktır.",{"bindId":131,"name":132,"text":133},"onceonlytype2","-01.01.2022 tarihinden itibaren 24 günlü","-01.01.2022 tarihinden itibaren 24 günlük ücretleritutarındaakdi\nikramiye ödenir.",{"bindId":135,"name":136,"text":136},"ONCERISE_trigger","MADDE-59. AKDİ İKRAMİYE",{"bindId":138,"name":139,"text":140},"NOCTPREM_trigger","MADDE-57. GECE ÇALIŞMASI ve ÜCRETİ Saat ","MADDE-57. GECE ÇALIŞMASI ve ÜCRETİ\n\n\n\nSaat 20.00 - 06.00 arasında yapılan çalışmalar gece\nçalışmalarıdır.",{"bindId":142,"name":143,"text":143},"OVERTIME_trigger","MADDE-56. FAZLA ÇALIŞMA VE ÜCRETİ",{"bindId":145,"name":146,"text":146},"COMMUTE_trigger","MADDE-20. VARDİYA USULÜ ÇALIŞTIRMA",{"bindId":148,"name":149,"text":150},"SENIOR_trigger","MADDE-32. KIDEM TAZMİNATI HESAPLANMASI v","MADDE-32. KIDEM TAZMİNATI HESAPLANMASI ve ÖDENMESİ",{"bindId":152,"name":153,"text":154},"longserviceallowancedays1","I)Kıdem Tazminatı: İşçilerin iş sözleşme","I)Kıdem Tazminatı:\n\nİşçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 40 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler için de aynı oran üzerinden ödeme\nyapılır, ölüm hallerinde tazminat, kanuni mirasçılarına verilir. İş\nkazası nedeniyle ölen işçinin kıdem tazminatı 45 gündür.",{"bindId":156,"name":157,"text":157},"MEALALL_trigger","MADDE-37. YEMEK YARDIMI",{"bindId":159,"name":160,"text":161},"mealvouchersamount","İşveren sendika üyesi işçilere bir öğün ","İşveren sendika üyesi işçilere bir öğün yemek verir. Yemek\nverilmeyen iş yerlerinde fiilen çalıştıkları beher gün için her ay\nmaaşları ile birlikte ödenmek üzere, 22,00 TL\u002FBrüt,\n\nYemek verilmeyen işçilere, yemek verilmeye başlandığı zaman yemek\nyardımı ücreti ödenmez.\n\nBu yardım, sözleşmenin 2. ve.3. yılında ücret zammı oranında\narttırılacaktır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>YEREL YÖNETİMLER KAMU İŞVERENLERİ SENDİKASI- YERELSEN ile HİZMET-İŞ (Tüm Belediye ve Genel Hizmet İşçileri Sendikası) 01.01.2022-31.12.2024 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2022-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → \n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → 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: → Evet\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: → Evet\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: → Hayır\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 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: → 3 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 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: → 60 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            \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: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 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            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 30.0 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: → 40.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2022-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2022-01\n                \u003C\u002Fdiv>\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            \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                 → 22.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[167],{"title":35,"slug":31},[169],{"type":170,"data":171},"call_to_action_body_block",{"title":172,"description":173,"variant":174,"link":175},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":172,"url":176,"description":172,"rel":177,"type":178},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[180],{"type":170,"data":181},{"title":172,"description":173,"variant":174,"link":182},{"title":172,"url":176,"description":172,"rel":177,"type":178},[],{"title":15,"seo_title":185,"description":7,"path":186,"redirect_url":7,"locale":16,"children":187},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[188,269,298],{"title":18,"seo_title":189,"description":7,"path":190,"redirect_url":7,"locale":16,"children":191},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[192,196,200,216,265],{"title":193,"seo_title":8,"description":7,"path":194,"redirect_url":7,"locale":16,"children":195},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":197,"seo_title":8,"description":7,"path":198,"redirect_url":7,"locale":16,"children":199},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":201,"seo_title":8,"description":7,"path":202,"redirect_url":7,"locale":16,"children":203},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[204,208,212],{"title":205,"seo_title":8,"description":7,"path":206,"redirect_url":7,"locale":16,"children":207},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":209,"seo_title":8,"description":7,"path":210,"redirect_url":7,"locale":16,"children":211},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":213,"seo_title":8,"description":7,"path":214,"redirect_url":7,"locale":16,"children":215},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":217,"seo_title":218,"description":7,"path":219,"redirect_url":7,"locale":16,"children":220},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[221,225,229,233,237,241,245,249,253,257,261],{"title":222,"seo_title":8,"description":7,"path":223,"redirect_url":7,"locale":16,"children":224},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":226,"seo_title":8,"description":7,"path":227,"redirect_url":7,"locale":16,"children":228},"Tazminat ve Çalışma 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