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Nak.San.Tic.A.Ş ile ÖZ SAĞLIK-İŞ 01.01.2022-31.12.2022","Yüntaş Akaryakıt Gıda içecek Turizm Mermer Elek. Nak.San.Tic.A.Ş ile ÖZ SAĞLIK-İŞ 01.01.2022-31.12.2022 - 2022","Turkey - Yüntaş Akaryakıt Gıda içecek Turizm Mermer Elek. Nak.San.Tic.A.Ş ile ÖZ SAĞLIK-İŞ 01.01.2022-31.12.2022 - 2022","Yüntaş Akaryakıt Gıda içecek Turizm Mermer Elek. Nak.San.Tic.A.Ş ile ÖZ SAĞLIK-İŞ 01.01.2022-31.12.2022 - 2022 - Manufacturing",{"name":39,"data":40},"YUNTAS-AKARYAKIT-GIDA-TURIZM-A.S..html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>YUNTAS-AKARYAKIT-GIDA-TURIZM-A.S.\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Yüntaş Akaryakıt Gıda içecek Turizm Mermer Elek. Nak.San.Tic.A.Ş\u003C\u002Fh1>\n\n\u003Ch1>ile\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>Öz Sağlık ve Sosyal Hizmet işçileri Sendikası (ÖZ SAĞLIK-İŞ)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>Arasında İmzalanan Toplu İş Sözleşmesi\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2022-31.12.2022\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 1-TOPLU İS SÖZLEŞMESİNİN AMACI:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi; işçilerin sosyal ve ekonomik gelişmeleri ile\nişyerinde (işletmelerde) düzenli ve verimli çalışmayı sağlamak,\nüretimi artırmak, hizmetinde bulunduğu Afyonkarahisar halkına daha yararlı\nolabilmesi için taraflara düşen hak ve vazifeleri ifa etmek, iş düzenini\nve disiplinini temin ve uygulamak, bunların tarz ve usullerini belirlemek,\ngelişmiş iş şartlarını getirmek, işverenin ve işçilerin hak ve\nmenfaatlerini dengelemek, karşılıklı iyi niyet ve güvenle iş barışını\nsağlamak, taraflar arasında doğabilecek anlaşmazlıkları asgari düzeyde\ntutmak ve uzlaştırıcı yollarla çözmek amacıyla düzenlenmiştir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 2- TARAFLAR VE TANIMLAR:\u003C\u002Fh3>\n\n\u003Cp>İş bu Toplu iş Sözleşmesi; Yüntaş Akaryakıt Gıda içecek Turizm\nMermer Elek. Nak.San.Tic.A.Ş. ile Öz Sağlık ve Sosyal Hizmet işçileri\nSendikası (ÖZ SAĞLIK-İŞ) arasında aşağıdaki esaslar dahilinde\ntaraflarca akdedilip imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu iş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>a)Yüntaş Akaryakıt Gıda İçecek Turizm Mermer Elek. Nak.San.Tic.A.Ş.;\nİŞVEREN,\u003C\u002Fp>\n\n\u003Cp>b)Öz Sağlık ve Sosyal Hizmet İşçileri Sendikası; ÖZ SAĞLIK- İŞ\nveya SENDİKA,\u003C\u002Fp>\n\n\u003Cp>c)Toplu İş Sözleşmesinden yararlanacak taraf sendika Üyesi;\nİŞÇİ,\u003C\u002Fp>\n\n\u003Cp>d)Ekleri ile birlikte Toplu İş Sözleşmesi; SÖZLEŞME,\u003C\u002Fp>\n\n\u003Cp>e)Bu Toplu İş Sözleşmesinin uygulama alanına giren işin yapıldığı\nyerlerle işin niteliği ve yürütme bakımından işyerlerine bağlı\neklentileri, yeni açılacak işyerleri ve yeni açılacak işyerlerine bağlı\neklentileri ile araçlar, İŞYERİ olarak adlandırılmıştır.\u003C\u002Fp>\n\n\u003Cp>f)Bu toplu iş sözleşmesinin tarafı olan işverenin iş organizasyonu\nkapsamındaki bütün işyerlerinde çalışan Öz Sağlık ve Sosyal Hizmet\nİşçileri Sendikası İŞÇİ SENDİKASI üyeleri “ÜYE”,\u003C\u002Fp>\n\n\u003Cp>g)Bu toplu iş sözleşmesinin kapsadığı tüm işçiler “İŞÇİ”,\nolarak anılacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 3- SÖZLEŞMENİN KAPSAMI:\u003C\u002Fh3>\n\n\u003Cp>İşbu Toplu iş Sözleşmesi, Işkolları Yönetmeliğinin 17. Sırasında\nyer alan “Sağlık ve Sosyal Hizmetler” işkolunda faaliyet gösteren\nYüntaş Akaryakıt Gıda İçecek Turizm Mermer Elek. Nak.San.Tic.A.Ş.’ne\nait mevcut bütün işyerini ve ileride açılacak tüm işyerleri ile bu\nişyerlerinin bağlantı ve eklerini kapsamına alır ve buralarda işçi\nniteliğinde çalışan ve Öz Sağlık- İş Sendikası ’na üye olan\nişçilerin tamamına aynen uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 4- SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2022 tarihinde yürürlüğe girmek ve\n31.12.2022 tarihinde sona ermek üzere (1) BİR yıl sürelidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TOPLU İŞ SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>a. Bu toplu iş sözleşmesinden 17 Nolu Sağlık ve Sosyal Hizmetler\nişkolunda çalışan Öz Sağlık-iş Sendikası üyeleri yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu iş sözleşmesinin imzalanması tarihinde taraf sendikaya üye\nolanlar yürürlük tarihinden itibaren, imza tarihinden sonra üye olanlar\nise; üyeliklerinin taraf işçi sendikasınca işverene yazı ile\nbildirildiği tarihten itibaren toplu iş sözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nbulunmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye bulunup da ayrılanlar veya sendikadan\nçıkarılanların toplu iş sözleşmesinden yararlanabilmeleri, toplu iş\nsözleşmesine taraf işçi sendikasına dayanışma aidatı ödemelerine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesinin imza tarihinden itibaren 10 gün içinde\nsendika genel merkezi toplu iş sözleşmesinden yararlanacakları liste\nhalinde işverene bildirir.\u003C\u002Fp>\n\n\u003Cp>Taraf sendikanın yetki belgesi alması şartıyla sözleşmede belirtilmiş\nbütün kurulların ve temsilcilerin yetki ve görevleri yeni toplu iş\nsözleşmesi imzalanıncaya kadar devam eder. \u003C\u002Fp>\n\n\u003Ch3>MADDE 6- SÖZLEŞMENİN GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>a.İşveren; hiçbir şekilde bu Toplu İş Sözleşmesi hükümlerini\nkısmen veya tamamen, doğrudan doğruya veya dolaylı yollarla Öz\nSağlık-İş Sendikası üyesi olmayanlarla, sendikasız veya başka bir\nsendikanın üyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b.İşveren tarafından, sendika üyesi olmayan işçilere bu toplu iş\nsözleşmesiyle sağlanan haklar verildiği veya her ne nam altında olursa\nolsun bu hakların ve yararların daha üstünde hak ve yararlar sağlandığı\ntakdirde sendikanın olayı işverene bildirdiği anda işveren yanlış\nuygulamaya son verir. Yanlış uygulamaya esas teşkil eden husus parasal ise,\nödemeler geri alınır. Aksi taktirde bu ödemeler Yüntaş A.Ş.’de\nçalışan sendika üyesi tüm işçilere de ödenir. Sendika üyesi olan\nişçiler arasında toplu iş sözleşmesi dışında ayrıca bir hak ve yarar\nsağlanarak farklılık sağlanamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 7- TOPLU İS SÖZLEŞMESİNİN HİZMET AKİTLERİNE ETKİSİ:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde aksi belirtilmedikçe hizmet akitleri toplu iş\nsözleşmesine aykırı olamaz. Hizmet akitlerinin toplu iş sözleşmesinin\naykırı hükümlerinin yerini toplu iş sözleşmesindeki hükümler alır.\nHizmet akdinde düzenlenmeyen hususlarda toplu iş sözleşmesindeki hükümler\nuygulanır. Toplu iş sözleşmesindeki hizmet akitlerine aykırı hükümlerin\nbulunması halinde hizmet akdinde işçi lehindeki hükümleri geçerlidir. Her\nne sebeple olursa olsun, sona eren toplu iş sözleşmesini hizmet akdine\nilişkin hükümleri yenisi yürürlüğe girinceye kadar hizmet akdi hükmü\nolarak devam eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- SENDİKA ÜYELERİNİN GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>Anayasa ve diğer mevzuat hükümleri ile işçilere tanınmış bulunan\nhaklar gerek doğrudan doğruya gerekse dolaylı olarak ihlal olunamaz.\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>SENDİKAL FAALİYETLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 9- SENDİKAL FAALİYETLERE İMKAN SAĞLAMAK:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Sendikal faaliyetler konusunda işveren işçiye ve sendikaya her türlü\nkolaylığı gösterir.\u003C\u002Fp>\n\n\u003Cp>A)Sendika yöneticileri ve şube yöneticileri, baş temsilciler ve işyeri\ntemsilcileri iş saatleri içerisinde işçiyi ve sendikayı ilgilendiren\nkonularda işveren veya vekili ve işyeri yetkilileri ile temasta\nbulunabilirler ve görüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>B)Sendika şube yöneticileri ve işyeri sendika temsilcileri işverene\nhaber vererek iş saatleri içerisinde işçilerle görüşebilirler. İşveren\nve sendika yetkililerinin mutabık kaldıkları saatlerde toplantılar\ndüzenleyebilirler.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- FERDİ ŞİKAYETLER:\u003C\u002Fh3>\n\n\u003Cp>iş bu sözleşmenin herhangi bir maddesinin uygulanması veya çalışma\nhayatını düzenleyen mevzuattan doğan aksaklıklar nedeniyle şikayetçi\nolan işçilere;\u003C\u002Fp>\n\n\u003Cp>A)Durumu işyeri sendika temsilcisine bildirirler.\u003C\u002Fp>\n\n\u003Cp>B)işyeri sendika temsilcisi konuyu en yakın işyeri amiri veya işveren\nvekili ile halletmek üzere çalışır. Temsilci işverenle yaptığı\ntemastan sonuç alamadığı takdirde sendikaya başvuracaktır.\u003C\u002Fp>\n\n\u003Cp>C)işyeri kademesinde uzlaşma olmadığı takdirde sendika temsilcisi\nkonuyu sendikaya iletir. Sendika konuyu işverenle halletmeye çalışır.\nSonuç alınamadığı takdirde disiplin kuruluna intikal ettirerek sorunun\nmüştereken karara bağlanmasını talep eder.\u003C\u002Fp>\n\n\u003Cp>D)Bu şikayetleri nedeniyle işçiler hakkında disiplin kovuşturması\nyapılamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 11- SENDİKA BASTEMSİLCİ VE TEMSİLCİLERİN GÖREV VE\nYETKİLERİ:\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcilerinin görev ve yetkileri şunlardır.\u003C\u002Fp>\n\n\u003Cp>A)İşyerinde işçi ve işveren arasında iş barışını ve çalışma\nuyumunu sağlamak.\u003C\u002Fp>\n\n\u003Cp>B)İşçi ve işveren arasında çıkacak uyuşmazlıkların\nçözümlenmesinde bu toplu sözleşmesi ve ilgili mevzuat çerçevesinde\nyardımcı olmak.\u003C\u002Fp>\n\n\u003Cp>C)Toplu iş sözleşmesinin uygulanmasını izlemek\u003C\u002Fp>\n\n\u003Cp>D)İşyerinde çalışma barışının sürekliliğine çalışmak.\u003C\u002Fp>\n\n\u003Cp>E)Mühim ve acil vakalarda (Yangın, iş kazası, trafik kazası vs.)\ngünün her saatinde işyerine gelerek konuyla ilgilenmek.\u003C\u002Fp>\n\n\u003Cp>F)Yasalar ve toplu iş sözleşmesinden kaynaklanan görev ve yetkileri ifa\netmek.\u003C\u002Fp>\n\n\u003Cp>G)Temsilciler sendikal faaliyetlerini işyeri baş temsilcileri ile birlikte\nyaparlar. Gerekli görmeleri halinde işvereni haberdar ederek işçilerle\ntoplantılar düzenleyebilirler.\u003C\u002Fp>\n\n\u003Cp>H)Sendika baş temsilcileri ve temsilcileri bu toplu iş sözleşmesinde\nbelirlenen görevlerini yerine getirebilmek işçilerin sorunlarını anında\ntespit edebilmek, tespit ettikleri sorunları yetkililere ileterek çözüme\nkavuşturabilmek için temsilciler, temsilci seçimine esas işyerinde baş\ntemsilciler ise işyeri merkezinde bulundurulmak zorundadır. Temsilci ve baş\ntemsilcilerin işyeri değiştirilemez.\u003C\u002Fp>\n\n\u003Cp>İ) Sendika temsilci ve baş temsilcilerin işçiler ile ilişki kurması\nsorunlarını tespit etmesi, ilgililere iletmesi ve onlara yasal haklarını\nbildirmesi hiçbir zaman ve şartla engellenemez.\u003C\u002Fp>\n\n\u003Ch3>MADDE 12-SENDİKA YÖNETİCİ VE TEMSİLCİLERİNE SENDİKAL FAALİYETLER\nKONUSUNDA YARDIMCI OLMAK VE İLAN TAHTALARI:\u003C\u002Fh3>\n\n\u003Cp>A)Sendikanın yönetici ve temsilcileri gerektiğinde işverenle olan\nilişkilerini düzenlemek amacıyla işveren veya işveren vekilleri veya\ndiğer ilgililerle iş yerinde işçi olarak çalışanların uygun zamanlarda\nbu teması yapmalarına işveren veya vekilleri yardımcı olurlar.\u003C\u002Fp>\n\n\u003Cp>B)İşveren sendika işyeri temsilcilerinin belge ve kayıtlarını muhafaza\nedebilmesi sendikal çalışmaları sağlamak amacıyla imkanlar dahilinde bir\nyer gösterir ve bir temsilcilik odası da bu imkanlar dahilinde tahsis\nedebilir.\u003C\u002Fp>\n\n\u003Cp>C)İşveren sendika işyeri temsilcilerini çalışmalarını\nkolaylaştırmak amacıyla imkan nispetinde işverenin telefon, araç ve\ngereçlerinden ücretsiz istifade etmelerini temin eder. Şu kadar ki telefon\ngörüşmeleri şehirlerarası ve otomatik olamaz. Sendika işyeri baş\ntemsilcisi genel olarak işyerinde çalıştırılırlar. İşçi işveren ve\nsendika arasındaki sorunları görüşmek, çözümlemek için baş temsilciye\nhaftada 3 (üç) saat ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>D)İşveren iş yerinde işçilerin kolayca görebilecekleri elverişli olan\nyerlere sendika ilan tahtası bulundurulur. İlan tahtasının kilitleri baş\ntemsilcide bulunur. İşyerinde toplu iş sözleşmesi olmayan diğer\nsendikalar içinde ayrıca bir ilan tahtası bulundurulamaz. “İlan\npanolarına asılacak her türlü belgenin yasal sorumluluğu işçi\nsendikasına aittir.”\u003C\u002Fp>\n\n\u003Ch3>MADDE 13-SENDİKANIN YARARLANABİLECEĞİ SALON. ARAÇ VE GEREÇLER İSÇİ\nLOKALLERİ:\u003C\u002Fh3>\n\n\u003Cp>A)Sendika eğitim, seminer, konferans vb. sosyal, eğitsel toplantıları\niçin işverenin salon, araç ve gereçlerinden işverenle önceden anlaşmak\nkaydıyla ücretsiz yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>B)İşveren her iş yerinde çalışan tüm işçileri % 50’den\nfazlasının rahatlıkla oturabileceği bir lokal temini için gerekeni\nyapabilir, işçi lokalinde bir soğutucu dolap, pano ve kütüphane\nbulundurur.\u003C\u002Fp>\n\n\u003Ch3>MADDE 14- İŞYERİ SENDİKA TEMSİLCİLERİNİN ATANMASI:\u003C\u002Fh3>\n\n\u003Cp>Yer, gün ve saat konusunda işveren ile mutabakata vararak, işyeri sendika\ntemsilcileri aşağıda gösterilen esaslar uyarınca sendika baş temsilcisi\nve temsilcilerine yeteri kadar seçim süresi verilerek seçilirler. Gerek\ntemsilcilerin gerekse baş temsilcilerin isimleri bir liste halinde işveren\nvekiline bildirilir.\u003C\u002Fp>\n\n\u003Cp>İŞYERİNDE İSÇİ SAYISINA GÖRE:\u003C\u002Fp>\n\n\u003Cp>A)01-50 İşçiye kadar,..............................(1),\u003C\u002Fp>\n\n\u003Cp>B)51-100 işçiye kadar,..............................(2),\u003C\u002Fp>\n\n\u003Cp>C)101-500 işçiye kadar..............................(3),\u003C\u002Fp>\n\n\u003Cp>D)501-1000 işçiye kadar,..............................(4),\u003C\u002Fp>\n\n\u003Cp>E)1001-2000 işçiye kadar,..............................(6),\u003C\u002Fp>\n\n\u003Cp>F)2000’den fazla ise,..............................(8), temsilci atanır.\nAncak, işyeri sendika temsilcisi olabilmek için 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi 6. maddesindeki şartların taşınması gerekir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 15- SENDİKADA GÖREV ALANLARIN GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>A)Sendikanın bütün kademelerinde görevli yöneticiler, işyeri baş\ntemsilcileri ve temsilcilerinin iş sözleşmelerini işveren, haklı bir neden\nolmadıkça ve nedenini yazılı olarak açık ve kesin şekilde belirtmedikçe\nfeshedemez. Sendikal faaliyetleri nedeni ile işten çıkarılamaz. Rızaları\ndışında meslekleri ile ilgili olmayan bir işe nakledilemez. Fiilen\nçalıştığı işyeri değiştirilemez veya işinde esaslı tarzda\ndeğişiklik yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Temsilciler için, işyerinde çalışan işçi sayısına bakılmaksızın\naçılacak işe iade davasında, işe iadesine karar verilirse fesih geçersiz\nsayılarak temsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın\nkesinleşme tarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhalinde, iş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma halinde de uygulanır. İşveren, yazılı rızası\nolmadıkça işyeri sendika temsilcisinin işyerini değiştiremez veya işinde\nesaslı tarzda değişiklik yapamaz. Aksi halde değişiklik geçersiz\nsayılır. Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Cp>B)Sendikanın Merkez ve şube yönetim kurulunda ve başkanlıklarında\ngörev alarak kendi istekleri ile işyerinden ayrılan işçilerin iş\nsözleşmeleri askıda kalır. Yönetici dilerse işten ayrıldığı tarihte\niş sözleşmesini bildirim süresine uymaksızın veya sözleşme süresinin\nbitimini beklemeksizin fesheder ve kıdem tazminatına hak kazanır. Yönetici,\nyöneticilik süresi içerisinde iş sözleşmesini feshederse kıdem\ntazminatı fesih tarihindeki emsal ücret üzerinden hesaplanır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi askıya alınan yönetici, teşekküldeki görevlerinin\nseçime girmemek, seçilmemek, çekilmek veya herhangi bir sebeple son bulması\nhalinde, sona erme tarihinden itibaren bir ay içinde ayrıldığı işyerinde\nişe alınmalarını istedikleri takdirde, işveren talep tarihinden itibaren\nen geç bir ay içinde o andaki şartlarla eski veya eski işlerine uygun\nbaşka bir işe almaya mecburdur. Bu takdirde ücret ve eski kıdem hakları\nsaklı kalmak kaydıyla işine iade edilen işçiye toplu iş sözleşmeleri\nile getirilen tüm haklar da verilir. Yüz kızartıcı suçlar hariç herhangi\nbir nedenle hüküm giyen sendika yöneticileri, işyeri baş temsilcileri,\ntemsilcilikte görev alanlar hükümlülük halleri sona erdiğinde o andaki\nşartlarla eski görevlerine alınırlar. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde iş sözleşmeleri fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>C)Sendikadaki görevi sona eren ve işe dönmek için müracaat eden sendika\nyöneticileri, bir ay içinde işe alınmazsa, işveren kıdem tazminatlarını\n(işe iade davası ve diğer yasal hakları saklı kalmak kaydı ile)\nyukarıdaki esaslara göre toptan öder. Tazminatın miktarı hesaplanırken\nsendikal görev için işyerinden ayrıldığı tarih ile sendikal görevi\nbitip işe başlama talebinde bulunduğu tarih arasındaki tüm toplu iş\nsözleşmeler ile getirilen haklar dikkate alınarak ve emsal işçinin hesap\ntarihinde aldığı yevmiye ve ekleri esas alınır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16- SENDİKA AİDATI:\u003C\u002Fh3>\n\n\u003Cp>A)İşveren 6356 sayılı yasanın 18. maddesi hükümlerine uygun olarak\nsendika üyelerinden aidat keserek işçi aylık ücretlerinin ödendiği\ngünü izleyen 30 gün içinde sendikanın bildireceği banka hesabına\nyatırmakla yükümlüdür. Ayrıca, hangi işçilerden ne kadar kesinti\nyapıldığını gösterir listeyi de aynı süre içerisinde sendikaya\ngöndermekle yükümlüdür. İşveren bu yükümlülüklerini yerine getirmek\niçin sendikadan herhangi bir ücret talep etmez. İşçilerden kesilecek\ndayanışma aidatı için de aynı esaslar uygulanır.\u003C\u002Fp>\n\n\u003Cp>B)İşveren, yukarıda belirtilen süre içerisinde sendika üyelerinden\nkesmediği veya kesmesine rağmen, sendikanın hesabına yatırmadığı\naidatları ödenmesi gereken tarihten itibaren (A Bendinde belirtilen süre\niçerisinde 30 gün) sendikanın banka hesabına yatırmaz ise 6356 sayılı\nyasanın 18. maddesi gereği bankalarca işletme kredilerine uygulanan en\nyüksek faizi ile birlikte ödemekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C)Yetkili sendika dışında başka bir sendika nam ve hesabına aidat\nkesintisi yapılamaz.\u003C\u002Fp>\n\n\u003Cp>D)İşveren veya işveren vekilleri, sendika ve şubece aidat listesi\nistenmesi halinde geciktirilmeden, çalışan işçilerin kadroları ve\nmümkün olan bilgilerde belirtilerek aidat listesini mevcut belgelere\ndayanarak onaylanmış şekilde sendikanın (ozsaglikismuhasebe@gmail.com)\ne-posta adresine gönderme ile yükümlüdür\u003C\u002Fp>\n\n\u003Ch3>MADDE 17- ÇALIŞAN İSÇİLERİN LİSTELERİNİN VERİLMESİ:\u003C\u002Fh3>\n\n\u003Cp>İşveren veya vekilleri sendika veya şubece isim listesi istenmesi halinde\ngeciktirmeden çalışan işçilerin kadroları, yevmiyeleri, vasıfları,\ntahsil durumları ve ilgili detayları (Üye olmayanlarda dahil olmak üzere)\nbelirtir isim listelerini mevcut belgelere dayandırarak onaylanmış şekilde\nsendikaya vermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>İşçi sendikası, üye olan işçilerin isim listesini üyelik tarihi\nitibariyle, üyelikten çekilen işçilerin isim listesini ise, çekilmenin\ngeçerlilik kazandığı tarih itibariyle işverene bildirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18- İSÇİNİN ZORLA NAM AYACAĞI GÖREVLER:\u003C\u002Fh3>\n\n\u003Cp>İşçi kendisine verilen emirlere kanun ve toplu iş sözleşmesine\naykırı görürse bizzat veya işyeri temsilcisi aracılığıyla emrin\nyasalara ve sözleşmeye aykırılığını, emri veren amirine derhal\nbildirir. Amir verilen bu emrin yapılmasında ısrar ederse emri yazılı\nolarak işçiye vermek zorundadır. Aksi taktirde işçi sorumlu tutulamaz ve\nhakkında disiplin takibatı yapılamaz. İşçinin amirine başvurmasına\nrağmen amir emrini yazılı vermemekte direnirse o işin yapılmamasından\nişçinin de kanuni cezaya çarptırılması bahis konusu olan hallerde amirin\nemri yerine getirilemez.\u003C\u002Fp>\n\n\u003Cp>Trafik kanununun ve tüzüğünün öngördüğü evsaf ve şartlara haiz\nolmayan araçları kullanmaya işçi zorlanamaz ve bu noksanlıktan dolayı\nvasıtayı kullanmaktan imtina eden işçi hakkında disiplin takibatı\nyapılamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 19- ASKERE GİDEN İSÇİLERİN İS GÜVENCESİ:\u003C\u002Fh3>\n\n\u003Cp>Muvazzaf askerlik hizmetini yaptıktan sonra iki ay içinde işine dönmek\nisteyen işçi (Kıdem tazminatı almamış ise) ayrıldığı derece ve\nmüktesep haklarına ek olarak iş bu sözleşme ile sağlanan haklardan\nyararlandırılarak eski yerine veya benzer bir işe alınarak işe\nbaşlatılabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE 20- DENEME SÜRESİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Süresi belirli olmayan iş akdi ile işe alınan işçiler işe\nalındıkları tarihten (2) İKİ ay deneme süresine tabi tutulurlar. Deneme\nsüresi içerisinde başarı gösteremeyenlerin ilişkileri bildirimsiz ve\ntazminatsız kesilebilir. Ancak işçinin çalıştığı günler için ücret\nve diğer hakları saklıdır. Evvelce işyerinde çalışırken tensikata tabi\nolarak işyerinden ayrılmış olanların tekrar aynı işe alınmalarında\nyeni bir deneme süresi uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 21- CALISANLANIN İS AKİTLERİ:\u003C\u002Fh3>\n\n\u003Cp>İşçiler belirli ve belirsiz iş akitleri ile işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>1.Mahiyeti itibari ile devamlılık arz eden işlerde çalışan işçiler\nsüresi belirli olmayan iş akdi ile alınıp çalıştırılan\nişçilerdir.\u003C\u002Fp>\n\n\u003Cp>2.Mahiyeti itibari ile devamlılık arz etmeyen mevsimlik veya belirli bir\nişin yapılması için işe alınan işçilerle yapılan akitler süresi\nbelirli iş akitleridir.\u003C\u002Fp>\n\n\u003Cp>3.İlgili kanun ve mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 22- BRANŞTA ÇALIŞMA:\u003C\u002Fh3>\n\n\u003Cp>4857 Sayılı İş Kanunu’nun 22’nci maddesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 23- VARDİYA USULÜ ÇALIŞTIRMA:\u003C\u002Fh3>\n\n\u003Cp>İşin gerektirdiği hallerde işçiler iki veya üç vardiya halinde\nçalıştırılabilirler. Bir işçi iki haftadan fazla gece vardiyasın da\nçalıştırılamaz. Vardiya cetvelleri her ay liste halinde işyerinde ilan\nolunur, iki hafta böyle çalışan işçi takiben iki hafta gündüz\nçalıştırılır. Vardiyalı işçiler 16 saat dinlenmeden önce işe\nçağrılamazlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE 24- ÇALIŞMA SÜRESİNDEN SAYILAN ZAMANLAR:\u003C\u002Fh3>\n\n\u003Cp>A)işçinin işveren tarafından işyerinden başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>B)işçinin işveren tarafından işi ile ilgili başka bir yere\ngönderilmesi veya işverenle ilgili başka bir yerde meşgul edilmesi nedeni\nile asıl işi yapmaksızın geçirdiği süreler. \u003C\u002Fp>\n\n\u003Cp>C)Yağmur, sel, elektrik ve su kesilmesi, malzeme ve araç koruyucu\neşyanın olmaması nedeni ile iş başında olup da çalışmadığı süreler\nişçinin yasal iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>D)lşçinin, işverenin işini yaparken meydana gelen olaydan dolayı\nmahkemede, karakolda ve hastanede geçen süreleri belgelemek koşuluyla iş\nsüresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>E)İşveren araç ve gerecinde meydana gelen arıza nedeniyle gecikilen\nsürelerde çalışmış gibi sayılır.\u003C\u002Fp>\n\n\u003Cp>F)Mevcut olan ara dinlenmelerine aynen devam edilir. Ara dinlenmesi verilen\nyerlerde bu dinlenmelerin hangi saatler arası yapılacağı her işçinin\ngörebileceği yerlerde yazılı olarak ilan edilir.\u003C\u002Fp>\n\n\u003Cp>G)Ara dinlenmeleri dışında öğleden önce 15 dakika ve öğleden sonra\n15 dakikalık çay molaları verilir ve molalar iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>H)Yukarıda yazılı olmayıp da 4857 sayılı kanunun 66. maddesinde\nsayılan haller de çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 25- İSE GEÇ GELME:\u003C\u002Fh3>\n\n\u003Cp>30 günlük süre içinde iki defa yarım saate kadar geç gelen işçiyi\nişveren işe başlatır. Bu gecikmeden dolayı işçinin ücretinden bir\nkesinti yapılamaz. (30) günlük süre içinde 2 defadan fazla yarım saati\naşan geç gelmede işçiyi işveren tam ve yarım gün için işe başlatıp\nbaşlatmamada serbesttir. 30 günlük süre işçinin işe geç geldiği\ngünden itibaren hesaplanır. Yangın, deprem, su baskını, yoğun kar\nyığışı gibi nedenlerle mahalli vasıtaların gecikmeye uğradığı\nhallerde o gün işine geç gelen işçi işe başlatılır. İşçi geç\nkaldığı saatler ücretli izinli sayılır. Bunun dışında birim amirince\nmeşru mazeretlerin kabul edilmek koşuluyla işe geç gelenler geç\nkaldıkları sürelerce ücretli izinli sayılırlar. Bu durumu alışkanlık\nhaline getirenler disiplin kuruluna sevk edilir. İzin almadan iş yerinde\nişin bitim saatinden evvel işten ayrılan işçinin o güne ait yevmiyesi\nkesilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 26- NORMAL ÇALIŞMA SÜRESİ:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi PAZAR tatil olmak üzere 45 saattir. Bu süre\naşılmamak ve gün ortasında bir saatten az olmamak kaydıyla ara dinlenme\nverilmek şartıyla çalışma saatleri işin icabına göre tanzim edilir. Bu\n45 saatlik süre en fazla haftada (6) iş gününe bölünerek\nçalıştırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 27- İS AKDİNİN DEVAM ETTİĞİ HALLER:\u003C\u002Fh3>\n\n\u003Cp>A)5510 sayılı yasa gereğince SGK. Veya kurumunun göstereceği yerlerden\nverilmiş raporla belgelendirilen hastalık nedeni ile kanuni süre kadar işe\ngelmemek.\u003C\u002Fp>\n\n\u003Cp>B)Yakalanma, tutukluluk ve mahkûmiyet Ülke bütünlüğüne Cumhuriyet\nİlkelerini bozucu ve yüz kızartıcı nitelikte olmamak kaydıyla\ngelmeyenlerin iş akitleri “90” gün feshedilemez. İşçi ücretsiz izinli\nsayılır. 90 günü geçmeyen yakalanma (bu 90 günlük süre işveren onayı\nile uzatılabilir) tutukluluk ve mahkûmiyet hallerinde yasada yüz\nkızartıcı suçlar olmamak üzere tutuklanması kaldırılan beraat veya\ncezası sona eren işçi “30\" gün içinde başvurur ise işe alınır.\nAncak, önceki işi boş değilse ücretinde değişiklik yapılmadan başka\nbir işe verilir. Eski işi boş kaldığında işçi tercihen bu işe\nnakledilir.\u003C\u002Fp>\n\n\u003Cp>C)işverene ait bir görevi yaparken yaptığı trafik suçundan veya 5510\nsayılı yasanın 11. maddesi kapsamına giren iş kazalarından dolayı\ntutuklanan işçinin iş akdi mahkeme sonuç buluncaya kadar fesih edilemez.\nMahkeme sonunda beraat eden veya suçlu görülüp tevkif edilip de 6 aydan az\nceza alanlar cezası sona erenler toplu-iş sözleşmesinin bütün\nhaklarından aynen yararlandırılarak işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>D)İşverene ait görevini yaparken trafik suçu işleyenler ve iş\nkazasına yol açanlardan beraat eden veya kovuşturmaya yer olmadığına\nkarar verilenlerin tutuklu bulundukları sürelere ait ücretleri işverence\ntam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>E)Yüz kızartıcı suçlar ile sabotaj, Devletin Ülke ve Milleti ile\nbütünlüğüne, Milli güvenliğe, Türk Silahlı Kuvvetlerine karşı\nişlenen suçlardan hüküm giyenler cezanın ertelenmesi, paraya çevrilmesi\nveya affa uğraması hallerinde dahi hiçbir suretle tekrar işe\nalınamazlar\u003C\u002Fp>\n\n\u003Ch3>MADDE 28- HİZMET BELGESİ:\u003C\u002Fh3>\n\n\u003Cp>İşyerinden herhangi bir nedenle ayrılan işçiye 4857 sayılı yasa\nhükümleri gereğince işveren tarafından işin çeşidi, niteliği ve\nsüresini gösteren bir hizmet belgesi verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>MADDE 29- YILLIK ÜCRETLİ İZİNLER:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>A)*Hizmeti 1-5 yıl (beş yıl dahil) için 16 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>*Hizmeti 5-15 yıl için,(beş yıldan fazla on beş yıldan az hizmeti\nvarsa) 22 işgünü,\u003C\u002Fp>\n\n\u003Cp>*15 yıl ve daha fazla hizmeti varsa 28 günden az olamaz.\u003C\u002Fp>\n\n\u003Cp>B)Ücretli izinler ait olduğu yıl içinde OCAK ile ARALIK ayları içinde\nmutlaka kullandırılır.\u003C\u002Fp>\n\n\u003Cp>C)Ücretli izine rastlayan PAZAR günlerini içeren hafta tatili günleri\nile ulusal bayram ve genel tatil günleri izin günlerinden sayılmaz. Yıllık\nücretli izin sürelerine ilave edilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- ÜCRETLİ SOSYAL İZİNLER:\u003C\u002Fh3>\n\n\u003Cp>işçilere aşağıda yazılı esaslar dahilinde sosyal durumlarına göre\nizin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>A)Evlenen işçilere yazılı isteği üzerine nikah ve düğün\ntörenlerinden birinde (5)\u003C\u002Fp>\n\n\u003Cp>işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>B)Eşi doğum yapan işçiye (5) iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>C)Anne, baba, eş, kardeş ile öz çocuklarının ve bakımları\nkendilerine ait üvey çocuklarının ölümü halinde (5) iş günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D)Yangın, su baskını ve deprem gibi felaketlerde kazaya maruz kalanlara\n(10) iş günü,\u003C\u002Fp>\n\n\u003Cp>E)İşyerinde çalışan işçilerden birinin ölümünde cenaze\nhazırlıklarını yapmak veya törene katılmak üzere yeteri kadar işçiye\nücretli izin verilir. Cenazeyi şehir dışına götüreceklere yeteri kadar\nizin verilir. Bu izin cenazenin gideceği uzaklığa göre işverence\nkararlaştırılır. “A,B,C,D,E,” bentlerinde ki izinler olay gününden\nitibaren kullandırılacaktır.\u003C\u002Fp>\n\n\u003Cp>F)işyerinde çalışan işçilerin çocuklarının evlenme veya sünnet\ntörenlerinde (2) iş günü,\u003C\u002Fp>\n\n\u003Cp>G)Kayınvalide, kayınpederin ölümü halinde (1) iş günü,\u003C\u002Fp>\n\n\u003Cp>H)İşçi çocuklarının ve bakmakla yükümlü olduğu (Engelli, Kronik\nhastalığı bulunanlar) kişileri hastaneye götürmek için bağlı olduğu\nMüdürlüğün uygun görmesi durumunda yeteri kadar ücretli izin verilir.\nİşçi izin dönüşünde işverene belge ibraz etmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>İ)İşçilere çarşıdaki ve resmi dairelerdeki işlerini takip\nedebilmeleri için tapu işleri, vergi işleri, askerlik yoklaması vs. gibi\nayda (1) gün mazeret izni verilebilinir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>İ) Hizmet-lş sendikası üyesi kadın işçilere doğumdan önce sekiz,\ndoğumdan sonra sekiz hafta olmak üzere toplam on altı hafta süreyle analık\nizni verilir. Çoğul gebelik durumunda doğumdan önceki sekiz haftalık\nanalık izin süresine iki hafta daha eklenir. Ancak beklenen doğum tarihinden\nsekiz hafta öncesine kadar sağlık durumunun çalışmaya uygun olduğunu\ntabip raporuyla belgeleyen kadın işçi, isteği halinde doğumdan önceki\nüç haftaya kadar kurumda çalışabilir. Bu durumda, doğum öncesinde bu\nrapora dayanarak fiilen çalıştığı süreler doğum sonrası analık izin\nsüresine eklenir. Doğumun erken gerçekleşmesi sebebiyle, doğum öncesi\nanalık izninin kullanılamayan bölümü de doğum sonrası analık izni\nsüresine ilave edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>Hizmet-İş sendikası üyesi kadın işçiye çocuğunu emzirmesi için\ndoğum sonrası verilen analık izin süresinin bitim tarihinden itibaren bir\nyıl boyunca iki saat süt izni verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Süt izninin hangi saatler arasında ve günde kaç kez kullanacağı\nhususunda işçinin tercihi esastır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>J)Sosyal izin kullananlar izin dönüşünde mazeretlerini evlenme\ncüzdanı, doğum ve ölüm ilmühaberi, afetlerde mahalle muhtarı\nilmühaberi, kazalarda tabip raporu gibi belgelerle en çok takip eden 5.\nGününe kadar ispatlamak zorundadır. Aksi halde haklarında mazeretsiz işe\ngelmeme eylemi uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 31-ÜCRETSİZ MAZERET İZNİ:\u003C\u002Fh3>\n\n\u003Cp>işçiye mazeret müracaatı üzerine ve mazereti makul görülmek şartı\nile (45) güne kadar ücretsiz mazeret izni verilir. Bu süre işverenin uygun\ngörmesi halinde uzatılabilir. Doğum yapan kadın işçiye müracaatı\nüzerine (1) yıla kadar ücretsiz mazeret izni verilebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 32-SENDİKA YÖNETİCİLERİNE. DELEGELERİNE VE ÜYELERİNE TANINAN\nÜCRETLİ İZİNLER:\u003C\u002Fh3>\n\n\u003Cp>Sendika şube başkanı ve yönetim kurulu üyelerine bu sözleşmenin\nyürürlüğe girdiği tarihten itibaren sendikal görevlerini ifa için şube\nbaşkanı veya yönetim kurulu üyelerinden iki kişiye yılda 45 güne kadar\nücretli izin verilebilir. Genel merkez kuruluna katılmak için seçilen ve\nsendikaca isimleri belirtilen delegelere 7 iş günü, şube genel kurulları\niçin 1 işgünü ücretli izin verilir. Bu izinler yıllık ücretli izine\nmahsup edilemez.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İŞVERENCE:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A)Temel eğitim, sendikal eğitim mesleki eğitimle oluşan temel eğitime\nilişkin olarak, sendikaca hazırlanan programların uygulanması yönünden\nsendikanın düzenlediği seminer, kurs ve konferans için eğitilmek istenen\nsayıda ki işçiye “ 5” iş günü ücretli izin verilir. Bu izin\nişyerinde çalışan işçilerin her seferinde % 5’i geçemez.\u003C\u002Fp>\n\n\u003Cp>B)Bu madde de belirtilen izin süreleri yıllık ücretli izinden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>HİZMET AKDİNİN SONA ERMESİ VE SONUÇLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE 33- TENKİSAT VE İSÇİ ÇIKARILMASI:\u003C\u002Fh3>\n\n\u003Cp>4857 Sayılı Yasanın 25. Maddesi saklı kalmak üzere işçiler hiçbir\nşekilde işten çıkarılamaz. 4857 sayılı yasanın 25. Maddesi dışında\nkeyfi ve haksız bir sebeple işten çıkarmalarda işten çıkarılan işçiye\nhak ettiği kıdem ve ihbar tazminatlarının dışında ayrıca iş Kanununun\n21. Maddesinde belirtilen en az 4, en çok 8 aylık ücret tutarında ki\ntazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>Ancak, 4857 sayılı Kanunun 25\u002F2 maddesindeki hallerde disiplin ceza\ncetvelinde işten çıkarma gerektiği durumlarda disiplin kurulu kararı\nolmadan işten ihraç cezası uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Sosyal Güvenlik Kurumundan emeklilik hakkını kazanmasına 3 yıl veya\ndaha az kalmış olan işçiler bu müddet bitene kadar tenkisat nedeniyle\nişten çıkarılamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 34- İS AKİTLERİNİN FESHİ. BİLDİRİM ÖNELLERİ VE YENİ İS\nARAMA İZNİ:\u003C\u002Fh3>\n\n\u003Cp>İşyerinde çalışmakta olan işçiler, keyfi olarak ve haksız bir\nsebepten dolayı bireysel yahut toplu şekilde işten çıkarılamazlar. Aksi\nyapıldığında aşağıdaki ihbar önellerine ve iş arama iznine\nuyulacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>HİZMET AKİTLERİ:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçilerin..............................3 hafta\nsonunda.\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar\nsürmüşolanişçilerin..............................5 hafta sonunda.\u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar\nsürmüşolanişçilerin..............................7 hafta sonunda.\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan fazla sürmüş olan\nişçilerin..............................9 hafta sonunda fesihedilmiş\nsayılır. Bu sürelere uyulmadan işçinin iş akdi fesih edildiğinde\nişveren yukarıda yazılı sürelere ilişkin ücret tutarında tazminat\nödemek zorundadır. İşçi bildirim önelleri süresince işveren tarafından\nçalıştırıldığı takdirde bildirim önelleri içerisindeki tüm doğacak\nhaklardan yararlanır. İşverenin yazılı ihbarı ile veya işçinin\ndilekçesi ile hizmet akdi ihbar önellerine uyulmak suretiyle fesih\nedildiğinde işveren işçiye talebi halinde çalışma saatleri içinde\ngünde 3 saat ücretli iş arama izni verilir. İşçi talep ettiğinde âkdin\nson bulacağı zamandan önceki günlere rastlamak üzere bu izinleri topluca\nkullanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 35- KIDEM TARİFİ:\u003C\u002Fh3>\n\n\u003Cp>KIDEM: Hizmet akdinin aralıklarla devam etmiş ve yeniden akdedilmiş\nolmasına bakılmaksızın 1475 sayılı yasanın 14. maddesine uygun olmak\nşartı ile aynı işverenin bir veya değişik işyerlerinde çalışılan\ntoplamıdır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 36- KIDEM TAZMİNATI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>İşçilerin hizmet akitlerinin bu sözleşmedeki ve iş yasalarındaki\nkıdem tazminatlarının ödenmesini gerektiren hallerden birisi ile fesih\ndurumunda işçiye her tam hizmet yılı için 35 günlük ücreti tutarında\nkıdem tazminatı ödenir. Bir yıldan artan süreler içinde aynı oran\nuygulanır. İş kazası nedeni ile yaşamını yitiren işçiler kıdem\ntazminatı 40 gün üzerinden hesaplanır. Ölüm halinde kıdem tazminatı\nişçinin yasal mirasçılarına ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 37- KIDEM TAZMİNATININ HESAPLANMASI:\u003C\u002Fh3>\n\n\u003Cp>A)Kıdem tazminatına esas olan ücret, işçinin en son aldığı günlük\nücret bu toplu-iş sözleşmesi ile kazanılan ayni ve nakdi yardımların\ntoplamının ilave ile bulunacak ücretidir.\u003C\u002Fp>\n\n\u003Cp>B)lşçinin kıdem tazminatının hesaplanmasında yasa ve toplu-iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>C)Bu toplu-iş sözleşmesinde belirtilen ücretli izinli günler ve heyet\nraporu neticesinde hastalıkta geçen günler kıdem süresine ilave edilir.\u003C\u002Fp>\n\n\u003Cp>D)Emekliliğe hak kazanıp Sosyal Güvenlik Kurumundan emekli aylığı\nbağlanacağına dair belge alan işçilere, işveren hesaplanacak kıdem\ntazminatı en geç 30 gün içerisinde tüm işlemleri yaparak bir seferde ve\ntek taksitte ödemek zorundadır. Bu süreyi geçirmesi halinde en yüksek\nmevduat faizi ile zamlı ödenir.\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞ GÖRMEZLİK HALLERİ VE BUNUNLA İLGİLİ ÖDEMELER \u003C\u002Fh2>\n\n\u003Ch3>MADDE 38- HASTALIK YARDIMI:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>1 .Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün\nve daha fazla istirahatli olmaları hâlinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir. İşçinin hastalık nedeniyle\nişe devam edemediği veya raporlu olduğu sürelere ait yılda 5 defayı\ngeçmemek üzere SGK tarafından ödenmeyen ilk 2 günün ücreti işveren\ntarafından ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.lşçinin, işyerinin bulunduğu mahal veya başka bir mahalle sevk\nsuretiyle viziteye çıkması hâlinde, işyerinden ayrı kalacağı\nzamanlarda; işçiye istirahat verilmeksizin ayakta tedavisine lüzum\ngörüldüğü taktirde geçirdiği süreler için işçi ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Ch3>MADDE 39- UZUN SÜRELİ HASTALIK HALİ:\u003C\u002Fh3>\n\n\u003Cp>Uzun süreli hastalık halinde iş yasası ile ilgili mevzuat hükümleri\nsaklı kalmak üzere 5510 sayılı yasal hükümlerine göre işlem\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch3>MADDE 40- İS SAĞLIĞI VE GÜVENLİĞİ KURULU:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>İş Sağlığı ve Güvenliği Kurulunun oluşması ve uygulanması\nhakkında mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 41- İS KAZASI VE İLK YAPILACAKLAR:\u003C\u002Fh3>\n\n\u003Cp>İşyerinde ya da işyeri dışında meydana gelen her türlü kaza\nişverene ve vekillerine işyeri amirine sendika temsilcisine ve işçi\nsağlığı ve iş güvenliği kuruluna bildirilir. İmkân varsa kaza\nhakkında rapor düzenlenir, işyerinde meydana gelen en ufak kazalar dahil\nişverene bildirilir. Kendisi tedavi olmak istemeyen ya da ehliyetsiz kişilere\ntedavi olan işçinin sorumluluğu işverene ait değildir. Hayati önem arz\neden kazalarda işçinin sosyal güvenlik kurumu sağlık merkezine\ngötürülmesi zorunluluğu aranmaz. En yakın özel ya da kamu sağlık\nkuruluşunda tedavisi yaptırılır. İlgili servis sorumlusu işverene bilgi\nverir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 42- YILLIK SAĞLIK TARAMASI:\u003C\u002Fh3>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>7. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>HASAR VE ZARAR TESPİTİNE İLİŞKİN ESASLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 43-ARAÇLARIN FENNİ MUAYENESİ:\u003C\u002Fh3>\n\n\u003Cp>İşveren motorlu araçların fenni muayenelerini zamanında yaptırmayı\nkabul eder. Araçlardaki fenni noksanlıklar nedeniyle trafik müdürlüğü ve\nekipleri tarafından şoförlerden kesilen cezayı işveren öder. Aracın\nşoförü Fenni muayenenin bitimine 15 gün kala işvereni bilgilendirir.\nİşveren her araçta ecza çantası yangın söndürücü ve gerekli olan\nzorunlu sıhhi tesisatı bulundurmakla yükümlüdür. İşçiler\nkullandıkları araçlardaki ilgili mevzuata uygun olmayan durumları tespit\nederek amirlerine yazılı olarak bildirirler. Amirler en geç 30 gün\niçerisinde bu eksiklik ve arızalan gideremezse aynı aracı kullanmaya\nzorlanamaz. Can ve mal güvenliğini tehlikeye düşürecek ölçüde arızası\nolan araçlar hiçbir şekilde trafiğe çıkarılamaz araçların mecburi\ntrafik sigortası işverence yaptırılır. Yukarıda açıklanan esaslarda\neksiklerden dolayı aracı trafiğe çıkarmayan işçi hakkında disiplin\nsoruşturması yapılamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 44- KAZALARIN BİLDİRİLMESİ:\u003C\u002Fh3>\n\n\u003Cp>İşyerinde ya da işyeri dışında meydana gelen kaza derhal işverene,\nustabaşına, hasar tespit komisyonuna bildirilir. İşyeri yetkililerince olay\nyerinde ve en kısa zamanda kaza raporu düzenlenir. Olaya şahit olanlara ve\nilgili işçilere imzalatılır. Trafik kazası meydana geldiğinde kolluk\nkuvvetleri olay yerinde durumu tespit etmeden ve olay yerinde rapor tutmadan ve\nolayı fotoğrafla görüntülemedikçe araç yerinden oynatılamaz. Şoförün\niradesi dışında aracın kaldırılması halinde işçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 45- HASAR VE ZARARLARIN TESPİT KOMİSYONU:\u003C\u002Fh3>\n\n\u003Cp>İşçi tarafından yapılan hasar ve zararların tazmini için işyerinde\n(3) kişiden oluşan hasar ve zarar tespit komisyonu kurulur.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>BU KOMİSYONDA:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Bir işveren temsilcisi.\u003C\u002Fp>\n\n\u003Cp>2.Bir sendika temsilcisi.\u003C\u002Fp>\n\n\u003Cp>3.Olan olayın niteliğine göre işyerinde işten anlayan ve işveren ile\nsendikanın 3 gün içinde birlikte seçecekleri üçüncü bir kişiden\noluşur. Seçilmemesi halinde sendikanın yazılı isteği üzerine ilgili kamu\nkuruluşlarından uzman bir kişinin tayini işverence istenir.\u003C\u002Fp>\n\n\u003Cp>A)lşyerinin özelliklerine göre komisyon üye sayısı tarafların\nmutabakatı ile eşit sayıda artırılır. Trafik kazası meydana geldiğinde\nkolluk kuvvetleri olay yerinde durumu tespit etmeden, olay yerinde rapor\ntutmadan ve olayı fotoğrafla görüntülemedikçe araç yerinden\noynatılamaz. Şoförün iradesi dışında aracın kaldırılması halinde\nsürücü sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>B)İşveren kaza eksperinin görevlerini en iyi şekilde yapabilmeleri için\nbu komisyonun emrine bir araç tahsis eder. Ayrıca, olayın görüntülenmesi\nve fotoğraflanmasını temin eder. Ölüm ile sonuçlanan trafik kazası\nsonucu kazayı yapan işçiye adli işlemlerin takibi için işveren 3 (üç)\niş günü izin verir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 46- HASAR VE ZARAR TESPİT TUTANAĞININ NİTELİĞİ:\u003C\u002Fh3>\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 ve kastından mı aracın\nteknik arızadan mı veya her iki tarafa ait ortak kusurundan mı meydana\ngeldiği.\u003C\u002Fp>\n\n\u003Cp>C)Hasar ve zararın miktarı ve bu miktarların her iki tarafa 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 bilir\nkişiye başvurabilir. Her türlü hasar ve zararda komisyon raporu şarttır.\nAksi takdirde tüm sorumluluk işverene aittir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 47- HASAR VE ZARARIN TAZMİN SEKLİ:\u003C\u002Fh3>\n\n\u003Cp>Meydana gelen kazada oluşan zararın tazmin edilmesinde Kolluk\nkuvvetlerinin (Trafik Polisi ve Jandarma ) tuttuğu rapor esas alınır.\nŞoförün kusur oranına göre tazmin edilir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası, teknik arızadan ya da buzlanma, kar ya da yağmur nedeniyle\nbir kayma sonucu ve şoförün önlemesine imkân olmadığından ileri\ngelmişse hasar ve tazminatın trafik komisyonunun ve bilirkişinin verdiği\nrapora göre tazminatın tamamını işveren öder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE 48- HAFTA TATİLİ VE GENEL TATİL GÜNLERİNDE ÇALIŞMA VE\nÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>A)Normal çalışma yapılan yerlerde hafta tatili pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür. Hafta tatillerinde\nçalıştırılan işçilere takip eden hafta içinde bir gün izin verilir.\nÇalışılan bu hafta tatili günü için toplam iki yevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>B)Kanunda belirtilen ulusal bayram ve genel tatil günlerinde yapılacak\nçalışmalar, önceden işçiye duyurulur. Ulusal bayram, genel tatil\ngünlerinde çalıştırılan işçilere çalıştıkları her bir gün için\ntoplam 3 (üç) yevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C)(A) ve (B) bentlerindeki ödemeler için haftalık çalışma süresi\nşartı aranmaz ve Genel Müdürlük Teklifi ve Başkanlık oluru ile\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE 49- FAZLA ÇALIŞMA ÜCRETİ:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Haftada 45 saati aşan çalışma fazla çalışmadır. Her bir saat mesai\niçin verilecek ücret normal çalışma ücretinin % 60 fazlası ile ödenir.\nFazla mesai o işyerinde bilfiil çalışan işçilerin arasında hakkaniyet\nesaslarına göre yaptırılır, ilgili birim müdürünün teklifi ve\nBaşkanlık oluru ile ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE 50- GECE ZAMMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-shiftallowancetype\">\u003Cp>Saat 20.00 ile sabah saat 06.00 arası gece itibar edilerek bu saatlerde\nçalışan işçilerin ücretleri fazla mesai ücretinden ayrı olarak normal\nücretleri üzerinden %10 zamlı ödenir, ilgili birim müdürünün teklifi ve\nBaşkanlık oluru ile ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 51- DOĞAL AFET YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>Yangın, sel, zelzele ve tabi afetlerde maruz kalan işçiye Şirket Genel\nMüdürünün görevlendireceği (3) üç işveren temsilcisi ile (2) iki\nsendika temsilcisinden oluşacak komisyonca belirlenen miktarlarda afet\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 52- VASITA TAHSİSİ VE ÜCRETİ:\u003C\u002Fh3>\n\n\u003Cp>işveren sabah saat 06.30’da işbaşı yapacak ve gece 24.00’da işi\nbiten işçiler için araç tahsis eder. Şirket araçlarından personel\nücretsiz yararlanacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 53- HARCIRAHLAR:\u003C\u002Fh3>\n\n\u003Cp>Harcırahlar için devlet harcırah kanunu hükümleri uygulanır\u003C\u002Fp>\n\n\u003Ch3>MADDE 54- HİZMET ÖZENDİRME PRİMİ:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu-iş sözleşmesi kapsamına giren işyerlerinde çalışan\nişçilerin yaptıkları hizmetin olağan üstünlüğü belirgin olanlara\nhizmetine özendirme ve ödüllendirme amacı ile prim verilebilir. Bu prim\nişçinin 5 gündeliğinden az 150 gündeliğinden fazla olamaz. Prim\nolağanüstü gayret ve hizmette bulunan işçilere işveren vekilinin önerisi\nile işveren ve sendikanın oluşturacağı 4 kişilik bir komisyonla tespit\nedilir ve başkanlığın onayı ile ödenir. Ödül alanların adları ve\nödül alma nedenleri işçilerin bilgisi olacak şekilde kendilerine\nduyurulur.\u003C\u002Fp>\n\n\u003Ch3>MADDE 55- EVLENME YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>Evlenen işçi belge ibraz etmek koşuluyla 3 günlük çıplak ücreti\ntutarında evlenme yardımı ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 56- DOĞUM YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>Bu konuda mevzuat hükümleril uygulanır. \u003C\u002Fp>\n\n\u003Ch3>MADDE 57- ÖLÜM YARDIMI:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>A)İşverenin işini yaparken işçinin iş kazası sonucu ölmesi halinde\n2.500,00 TL, eceli ile ölümü halinde 1.500,00 TL ölüm yardımı kanuni\nvarislerine “MİRASÇILARINA” ödenir. Anne, baba, eş ve çocuklarının\nölümü ve çocuğunun miadında ölü doğması halinde 750,00 TL ölüm\nyardımı yapılır. Anne ve babanın ölümü halinde yapılan ödemede\nbakmakla mükellef olma şartı aranmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Çalışan işçilerimizin ölümü halinde yetişkin evlatlarından\nbirisi mevzuat dahilinde uygun bir yere işe alınabilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 58- ASKERLİK YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>Muvazzaf Askerlik hizmeti için Askere gidecek işçilere işverence 450,00\nTL Askerlik yardımı ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 59- ÖĞRENİM YARDIMI:\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1. Yıl:\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-İlkokul, Ortaokul ve MEB'e bağlı İlkokulların bünyesinde\n        kurulu Anasınıfı\u003C\u002Ftd>\n      \u003Ctd>150,00 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Lise ve dengi okulu için\u003C\u002Ftd>\n      \u003Ctd>175,00 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Yüksekokulda okuyanlar için\n\n        \u003Cp>(Yüksek öğrenim için Normal eğitim + 2 yıl süreyle sınırlı\n        kalmak kaydıyla)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>20,00 TL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>İşveren, işçinin “bakmakla yükümlü olduğu” okula giden her\nçocuğu için belgelenmesi halinde yılda bir kez EKİM ayı içerisinde\nödenmek üzere yukarıdaki şekilde öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 60- DEMİRBAŞ VE KORUYUCU EŞYA:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>6331 sayılı İş Sağlığı ve Güvenliği Kanunu hükümlerine uygun\nolarak melbusat ve koruyucu eşya verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 61- İKRAMİYE VE İLAVE TEDİYE:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdays1\">\u003Cp>Öz Sağlık-İş Sendikası üyesi işçilere her ay 1 günlük çıplak\nücreti tutarında ikramiye ödemesi yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 62- SOSYAL YARDIM PAKETİ\u003C\u002Fh3>\n\n\u003Cp>Öz Sağlık-İş Sendikası üyesi işçilere her ay ödenmek üzere\ntoplamda aylık 210,00 TL Sosyal Yardım ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 64- ÇOCUK YARDIMI:\u003C\u002Fh3>\n\n\u003Cp>Öz Sağlık-İş Sendikası üyesi işçilere 3 çocukla sınırlı olmak\nüzere her bir çocuk için her ay 25 TL\u002Fay çocuk yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 65- YEMEK YARDIMI:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Öz Sağlık-İş Sendikası üyesi İşçilere fiilen çalışılan günler\niçin bir öğün yemek verilir. Yemek verilmediği takdirde günlük 15,00 TL\nYemek Bedeli ödenir.\u003C\u002Fp>\n\n\u003Cp>(Belediye İşletme Müdürlüğünün Yemekhanesinde Yemek Ücretinin\nartması durumunda yemek yardımı cfa aynı tutarda arttırılacaktır.)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 66- TABAN ÜCRET - SORUMLULUK ZAMMI VE ÜCRET ZAMMI :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch4>A) TABAN ÜCRET :\u003C\u002Fh4>\n\n\u003Cp>Öz sağlık-İş Sendikası üyesi işçilerden 31.12.2021 tarihinde\nalmakta oldukları yevmiyeleri 180,00 TL’-den az olanların taban ücretleri\n01.01.2022 tarihi itibari ile 180,00 TL olarak kabul edilmiştir..\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>B ) SORUMLULUK ZAMMI:\u003C\u002Fh4>\n\n\u003Cp>Aşağıdaki tabloda gösterilen meslek ve çalışma gruplarında\nçalışan işçilere ilgili grupta görev yaptığı sürece sorumluluk zammı\nödenir\u003C\u002Fp>\n\n\u003Cp>Gruplar arası geçiş Başkanlık oluru ile yapılır. İşçinin görev\nyaptığı grup bu zammın ödenmesi açısından kazanılmış hak\ndeğildir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp>A GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>BGRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>C GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>D GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>E GRUBU\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>NİTELİKLİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp>Tekniker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Aşçı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Ağır Araç Şoförü\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Antrenör\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>Düz İşçi (Beden İşçisi)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>Birim\u003C\u002Fp>\n\n        \u003Cp>Sorumlusu\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp>Kısım Amiri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>2 Yıllık Meslek Yüksekokulu ve üzeri Üniversite\n        Mezunu Büro Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>İş Makinesi Operatörü\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Eğitmen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>Fiilen\u003C\u002Fp>\n\n        \u003Cp>Mühendis\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp>Üst Yönetici Asistanı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Denetim Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Usta\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Gemi Kaptanı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp>Makam Şoförü\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Şef\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Aşçı Yardımcısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Erbap İşçi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp>Aşçıbaşı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Dozer Operatörü\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Büro Personeli\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Hafif Araç Şoförü\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Plent Operatörü\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Laborant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Teknisyen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Topoğraf\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>Ustabaşı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"108\">\u003Cp>550,00 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>350,00 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>300,00 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>225,00 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>175,00 TL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>600,00 TL\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\u003Ch4>ERBAP İSÇİ :\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-descripjobtype\">\u003Cp>Abone kayıt elemanı, Antrenör, Depo Görevlisi, Eğitmen, Gemi kaptanı,\nİçme suyu arıtma tesisi elamanı, Kaloriferci, Kanalizasyon şebeke\nişçisi, Plent yağcı, Resepsiyonist, Sayaç montaj elemanı, Sayaç okuma\nelemanı, Ses ışık sahne organizasyon görevlisi, Su arıza şebeke\nelemanı, Tamirci, Teknik servis görevlisi, Tesisatçı, İtfaiye Yardımcı\npersonel, Zabıta yardımcı personel, Bahçıvan, Gıda teknikeri.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>E GRUBU ( DÜZ İSÇİ \u002F BEDEN İSÇİSİ :\u003C\u002Fh4>\n\n\u003Cp>Akaryakıtçı, Arazi elemanı, Arkacı, Süpürgeci, Arşiv görevlisi,\nAsım personeli, Beden işçisi, Bekçi, Bekleme noktası, Bagaj taşıyıcı,\nBulaşıkçı, Çaycı, Danışma personeli, Eczane personeli, Ekmek büfesi\ngörevlisi, Evde bakım personeli, Garson, Komi, Gassale, Hizmetli\u002FOdacı,\nİkmalci, işçi, itfaiye santral operatörü, Kademe görevlisi, Kantar,\nMezarlık işçisi, Otopark personeli, Park bahçe görevlisi, Spor tesisi\nelemanı, Yıkama görevlisi vb. vasıf gerektirmeyen işçiler.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinde çalışan işçilerden bu sözleşmenin üzerinde ücret\nalanlara artış olarak ücret zammı oranı kadar artış uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 67- ÜCRETLERİN VE DİĞER ÖDEMELERİN YAPILMASI:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi işçilerin\nücretleri her ayın 15’inde ödenir Müteakip ayın 15’ine kadar ödenmesi\ngereken sendika aidatları 6356 sayılı yasa hükmüne tabidir. Ücret\nödemede bütün iş yerlerinin aynı günde ücret almalarına dikkat edilir.\nÜcret ödeme günü hafta tatili gününe rastlar ise bir gün sonra ödeme\nyapılır\u003C\u002Fp>\n\n\u003Ch3>MADDE 68- BİRİKMİŞ İŞÇİ HAK EDİŞLERİ:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlüğe girdiği tarihi ile işyerine\ntebliğ tarihi arasında geçen süre için ödenecek farkların tutarı toplu\niş sözleşmesinin iş yerine tebliğ tarihinden itibaren (2) ay içinde\nödenir. Bu süre aşıldığı takdirde ödenmeyen işçi hak edişlerinin\ntoplamı NET tutarı üzerinden ve alacağı hak edildiği günden başlamak\nüzere geçirilen her gün için işletme kredilerine uygulanan en yüksek\ngecikme faizi ödemeyi işveren kabul eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE 69- DİSİPLİN HÜKÜMLERİ:\u003C\u002Fh3>\n\n\u003Cp>A)Yüntaş A.Ş. bağlı işyerlerinde disipline ilişkin konularda gerekli\nsoruşturmalar yaptırıldıktan sonra karar verilmek üzere 4 kişiden oluşan\ndisiplin kurulu kurulur. Bu kurulun iki üyesini sendika, iki üyesini ise\nişveren belirler. Kurulun Başkanlığını 6 ay işveren, 6 ay işçi tarafı\nyapar. Oyların eşitliğinde başkanın oyu iki oy olarak kabul edilir.\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 kurul üye tam sayısı ile toplanır. Bu çağrı yazısında\nişlenilen fiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara\ntarafların hukuk müşavirleri de katılabilir. Ancak, bunların oy hakları\nyoktur. Disiplin kuruluna sevk edilen işçinin şevkini isteyen amir veya\nyetkili kurula katılamaz. Kurul kararları oy çokluğu ile alınır. Oyların\neşitliği halinde başkanın oyu iki oy olarak kabul edilir. Yüntaş A.Ş’\nde Genel müdür, kurul kararını 7 gün içerisinde onaylar. Onaylanmaması\nhalinde karar uygulanamaz ve suç unsuru ortadan kalkar.\u003C\u002Fp>\n\n\u003Cp>Yapılan yazılı çağrıya rağmen işveren veya sendika temsilcileri\nkurula katılmazsa, katılan taraf temsilcileri ile kurul toplanır ve karar\nverir.\u003C\u002Fp>\n\n\u003Cp>D)Disipline ilişkin konularda işbu 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 ihtar, gündelik kesimi ve işten çıkarmadan\nibarettir.\u003C\u002Fp>\n\n\u003Cp>a- İhtar; İşçiyi görevinde dikkate davettir. Sicile geçmez. Disiplin\nKurulu Kararı ile verilenler ise sicile geçer.\u003C\u002Fp>\n\n\u003Cp>b- Gündelik kesimi; İşçinin ücretinden (3) yevmiyesine kadar\nkesilmesidir. Bu ceza işçinin aylık ücretinden her ay için bir gündelik\ntutarından fazla olmamak şartıyla uygulanır. İşçinin siciline geçer.\u003C\u002Fp>\n\n\u003Cp>c- İşten çıkarma; iş sözleşmesinin fesih edilmesidir.\u003C\u002Fp>\n\n\u003Cp>F)Disiplin kovuşturması gerektiren fiilden zarar gördüğünü iddia eden\nişveren veya vekilinin olayı veya olayın faalini öğrendikleri tarihten\nitibaren, 6 gün içerisinde disiplin kovuşturması açılmasına teşebbüs\netmemeleri veya teşebbüs edilmekle beraber aşağıdaki bentlerde belirtilen\nsürelerin aşılması halinde disiplin akim kalır ve işçiye ceza\nverilmez.\u003C\u002Fp>\n\n\u003Cp>G)a- Disiplini bozan, fiili öğrenen ilgili yetkili 6 gün içinde gerekli\nsoruşturma ve belgelerini hazırlayarak işçiyi disiplin kuruluna şevke\nyetkili makama verir.\u003C\u002Fp>\n\n\u003Cp>b- Şevke yetkili makam soruşturma belgelerinde eksik görülen konular var\nise (tanık ifadeleri hakkında disiplin kovuşturması yapılacak kimsenin\nsavunması gibi) bunları tamamlayarak belgeleri en çok 3 işgünü içinde\nkurula 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>c- Disiplin kurulu belgelerin kurula şevkini müteakip, genel olarak 20\ngün içinde olay hakkında gerekli incelenmesini yaparak kararını verir.\nAncak, bu süre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>H)İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 6 ay içinde aynı fiili işlemesi halinde, ceza\ncetvelinde gösterilen cezalar sırası ile takdir olunur. Aynı fiilin 6 aydan\nuzun zaman içinde tekrarı halinde bir önce takdir olunan ceza şekli\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İ) Kurul kararı genel olarak yazılı ve nedenleri belirtilmek sureti ile\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz. İşçinin\nkurul kararlarını tebellüğden sakınması ve kararın tebliğ esnasında\nterk sureti ile işyerlerinden 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 bulunmaşı halinde kendisine tebliğ yapılmazsa yasal ikametgah\nadresine 6 iş günlük süre zarfında taahhütlü mektupla, işçinin geçici\ngörevli olarak işyeri merkezi dışında bulunması nedeniyle tebliğ\nedilmezse işyeri merkezine döndüğünde derhal, hastanede yatan işçiye\nhastaneden çıktıktan sonra tebliğ edilir. Bu takdirde 6 işgünlük\nsürenin geçirildiği ileri sürülmez. Disiplin Kurulu Kararları işçinin\ngizli dosyasında saklanır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE:\u003C\u002Fh3>\n\n\u003Cp>1 ) Yürürlük “Başlangıç” tarihi ile bu sözleşmenin imza tarihi\narasında taraf sendika üyesi olup da işyerinden ayrılan işyerinde bağlı\noldukları kurum ve sendikalardan emeklilik nedeniyle ayrılanlara, ölenlerin\nyasal mirasçılarına 1475 sayılı yasaya göre kıdem tazminatı hak etmiş\nolanlara bu toplu iş sözleşmesinde tespit edilen miktarlar üzerinden\nhesaplanarak daha önce ödenenlerin mahsubu yapılmak suretiyle ödenir.\u003C\u002Fp>\n\n\u003Cp>2)Mevsimlik çalışan işçilere sorumluluk zammı ödenmeyecektir.\u003C\u002Fp>\n\n\u003Cp>3)İşveren, sözleşmenin imza tarihinden sonra bu toplu iş sözleşmenin\nyürürlük süresi maddesi hariç diğer maddelerle ilgili işçi lehine\nsendika ile protokol imzalayabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK-1\u003C\u002Fh3>\n\n\u003Ch3>DİSİPLİN CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>CEZAYI GEREKTİREN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"124\">\u003Cp>TEKERRÜ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>R SAYIS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>NA GÖR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>1)Mazeretsiz 1 saate kadar işe geç gelme\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>2 yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>2)Mazeretsiz herhangi bir tatil gününü takip eden\n        3. iş günü işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>3)İş saati bitmeden izinsiz olarak işten\n        ayrılma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>4)Hasta olmadığı halde kendini hasta göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>5)Görevine sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>6)İş esnasında alkollü işçi ve uyuşturucu madde\n        kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>7)İş saatinde yapılması gereken işi yapmayıp\n        özel işlerle meşgul olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>8)lş saatinde arkadaşlarını lüzumsuz yere meşgul\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 vev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>9)İş saatinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>10)İşyerinde ve iş esnasında amirlerine\n        hürmetsizlik etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>11)işyerinde veya iş esnasında amirlerine hakaret\n        etmek veya amirlerini tehdit etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>12)iş yerinde ve iş esnasında iş yeri\n        mensuplarının mahiyetine veya iş sahiplerine hakaret, tehdit veya\n        tecavüzde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>13)Rüşvet almak veya vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>14)İş yerinde kavga çıkarmak veya kavga\n        çıkmasına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>15)Hırsızlık veya hırsızlığa teşebbüs\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>16)iş yerinde dikkatsizliği ve tedbirsizliği\n        yüzünden yangın başlangıcına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>17)Kendisine teslim edilen alet ve malzemeyi iyi\n        koruyamayarak kaybına veya bozulmasına sebebiyet verilmesi halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>a)ihmali halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" colspan=\"5\">\u003Cp>Zarar tutarı kadar yevmiye kesimi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>b)Ağır ihmali halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"185\">\u003Cp>Zarar tutarı kadar yevmiye kesimi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>c)Kastı halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>18)lşyerinde işyerinin kısmen veya tamamen\n        faaliyetini durdurmak amacıyla sabotaja teşebbüs etmek , teşvik\n        etmek veya sabotajda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>19) İş yerinde kumar oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>20)Amirleri , iş yeri mensupları ve mahiyeti\n        hakkında yalan veya yanlış şaibeler çıkarmak asılsız ihbar veya\n        şikayette bulunmak hakikate uymayan bilgi vermek veya beyanda bulunmak\n        suretiyle işçinin iş vereni yanıltması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>21)Resmi belgeler üzerinde tahribat yapmak sahte\n        belge düzenlemek ve düzenleyenlere yardımda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>22)işe gelmeyen işçinin yerine imza atmak, kartına\n        bastırmak veya işçiyi işe gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>23)İşçinin yukarıda sayılan maddeler dışında\n        kalan fiili ile ahlak veya iyi niyet kurallarına aykırı hareket\n        etmekte işveren veya işveren vekilinin emniyetini suiistimal etmesi,\n        iş arkadaşlarının, iş yeri mensuplarının iş veren veya aile\n        efradından birinin şeref ve namusuna halel getirecek veya ahlakını\n        ifsat edecek sözler sarf etmesi veya hakarette bulunması edep veya\n        ahlaka muhacir hakaretlerde bulunması iş kanununun 25.maddesinin\n        2.bendinde belirtildiği üzere hüküm giymesi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"16\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>24)Mazeretsiz işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp>3 yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"16\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"7\">25) (Yukarıda sayılan eylemler dışında kalıp da\n        İşyeri Disiplin Kuralları ve Disiplin Kurulunca suç sayılan ve\n        cezalandırılması gereken benzer fiiller, İşyeri Disiplin\n        Kuralları ve Disiplin Kurulunca suçun ağırlığı dikkate\n        alınarak, ihtardan işten çıkarmaya kadar ceza verilebilir.)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi 17 Sayfa, 69 esas madde, 25 maddelik disiplin ceza\ncetveli ve 1 geçici madde’den ibaret olup, toplu iş sözleşmesinde hüküm\nbulunmayan hallerde 4857 sayılı iş yasası hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesi taraflarca 08 \u002F 03 \u002F 2022 tarihinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbamemtrad":45,"descripjobtype":49,"contracttrial":53,"contracttrialperiod":56,"sicknesspay":60,"healthandsafetypolicy":64,"protectiveclothing":68,"funeralpay":72,"paidpaternityleave":76,"paidmaternityleave":79,"pregnancy":83,"deathrelatives":87,"marriage":91,"maternity_nursing_breaks_duration":95,"hourspweek_select":98,"PAIDLEAV_trigger":102,"holidaysdays":105,"bankholidays1":109,"TRADEUNLEAV_trigger":113,"longtermillness":117,"LOWWAGE_provision":121,"ONCERISE_trigger":125,"incidentalbonusdays1":128,"NOCTPREM_trigger":132,"shiftallowancetype":135,"OVERTIME_trigger":139,"overtimeallowanceperc1_general":142,"SUNDAY_trigger":146,"sundayallowancetype":150,"MEALALL_trigger":154,"mealvouchersamount":157,"SENIOR_trigger":161,"longserviceallowancetype":164},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.01.2022-31.12.2022",{"bindId":46,"name":47,"text":48},"cbamemtrad","Öz Sağlık ve Sosyal Hizmet işçileri Send","Öz Sağlık ve Sosyal Hizmet işçileri Sendikası (ÖZ SAĞLIK-İŞ)",{"bindId":50,"name":51,"text":52},"descripjobtype","Abone kayıt elemanı, Antrenör, Depo Göre","Abone kayıt elemanı, Antrenör, Depo Görevlisi, Eğitmen, Gemi kaptanı,\nİçme suyu arıtma tesisi elamanı, Kaloriferci, Kanalizasyon şebeke\nişçisi, Plent yağcı, Resepsiyonist, Sayaç montaj elemanı, Sayaç okuma\nelemanı, Ses ışık sahne organizasyon görevlisi, Su arıza şebeke\nelemanı, Tamirci, Teknik servis görevlisi, Tesisatçı, İtfaiye Yardımcı\npersonel, Zabıta yardımcı personel, Bahçıvan, Gıda teknikeri.",{"bindId":54,"name":55,"text":55},"contracttrial","MADDE 20- DENEME SÜRESİ:",{"bindId":57,"name":58,"text":59},"contracttrialperiod","Süresi belirli olmayan iş akdi ile işe a","Süresi belirli olmayan iş akdi ile işe alınan işçiler işe\nalındıkları tarihten (2) İKİ ay deneme süresine tabi tutulurlar. Deneme\nsüresi içerisinde başarı gösteremeyenlerin ilişkileri bildirimsiz ve\ntazminatsız kesilebilir. Ancak işçinin çalıştığı günler için ücret\nve diğer hakları saklıdır. Evvelce işyerinde çalışırken tensikata tabi\nolarak işyerinden ayrılmış olanların tekrar aynı işe alınmalarında\nyeni bir deneme süresi uygulanmaz.",{"bindId":61,"name":62,"text":63},"sicknesspay","1 .Hastalık nedeni ile iş göremezliğe uğ","1 .Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün\nve daha fazla istirahatli olmaları hâlinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir. İşçinin hastalık nedeniyle\nişe devam edemediği veya raporlu olduğu sürelere ait yılda 5 defayı\ngeçmemek üzere SGK tarafından ödenmeyen ilk 2 günün ücreti işveren\ntarafından ödenir.",{"bindId":65,"name":66,"text":67},"healthandsafetypolicy","İş Sağlığı ve Güvenliği Kurulunun oluşma","İş Sağlığı ve Güvenliği Kurulunun oluşması ve uygulanması\nhakkında mevzuat hükümleri uygulanır.",{"bindId":69,"name":70,"text":71},"protectiveclothing","6331 sayılı İş Sağlığı ve Güvenliği Kanu","6331 sayılı İş Sağlığı ve Güvenliği Kanunu hükümlerine uygun\nolarak melbusat ve koruyucu eşya verilir.",{"bindId":73,"name":74,"text":75},"funeralpay","A)İşverenin işini yaparken işçinin iş ka","A)İşverenin işini yaparken işçinin iş kazası sonucu ölmesi halinde\n2.500,00 TL, eceli ile ölümü halinde 1.500,00 TL ölüm yardımı kanuni\nvarislerine “MİRASÇILARINA” ödenir. Anne, baba, eş ve çocuklarının\nölümü ve çocuğunun miadında ölü doğması halinde 750,00 TL ölüm\nyardımı yapılır. Anne ve babanın ölümü halinde yapılan ödemede\nbakmakla mükellef olma şartı aranmaz.",{"bindId":77,"name":78,"text":78},"paidpaternityleave","B)Eşi doğum yapan işçiye (5) iş günü,",{"bindId":80,"name":81,"text":82},"paidmaternityleave","İ) Hizmet-lş sendikası üyesi kadın işçil","İ) Hizmet-lş sendikası üyesi kadın işçilere doğumdan önce sekiz,\ndoğumdan sonra sekiz hafta olmak üzere toplam on altı hafta süreyle analık\nizni verilir. Çoğul gebelik durumunda doğumdan önceki sekiz haftalık\nanalık izin süresine iki hafta daha eklenir. Ancak beklenen doğum tarihinden\nsekiz hafta öncesine kadar sağlık durumunun çalışmaya uygun olduğunu\ntabip raporuyla belgeleyen kadın işçi, isteği halinde doğumdan önceki\nüç haftaya kadar kurumda çalışabilir. Bu durumda, doğum öncesinde bu\nrapora dayanarak fiilen çalıştığı süreler doğum sonrası analık izin\nsüresine eklenir. Doğumun erken gerçekleşmesi sebebiyle, doğum öncesi\nanalık izninin kullanılamayan bölümü de doğum sonrası analık izni\nsüresine ilave edilir.",{"bindId":84,"name":85,"text":86},"pregnancy","Hizmet-İş sendikası üyesi kadın işçiye ç","Hizmet-İş sendikası üyesi kadın işçiye çocuğunu emzirmesi için\ndoğum sonrası verilen analık izin süresinin bitim tarihinden itibaren bir\nyıl boyunca iki saat süt izni verilir.",{"bindId":88,"name":89,"text":90},"deathrelatives","C)Anne, baba, eş, kardeş ile öz çocuklar","C)Anne, baba, eş, kardeş ile öz çocuklarının ve bakımları\nkendilerine ait üvey çocuklarının ölümü halinde (5) iş günü,",{"bindId":92,"name":93,"text":94},"marriage","A)Evlenen işçilere yazılı isteği üzerine","A)Evlenen işçilere yazılı isteği üzerine nikah ve düğün\ntörenlerinden birinde (5)\n\nişgünü,",{"bindId":96,"name":85,"text":97},"maternity_nursing_breaks_duration","Hizmet-İş sendikası üyesi kadın işçiye çocuğunu emzirmesi için\ndoğum sonrası verilen analık izin süresinin bitim tarihinden itibaren bir\nyıl boyunca iki saat süt izni verilir.\n\nSüt izninin hangi saatler arasında ve günde kaç kez kullanacağı\nhususunda işçinin tercihi esastır.",{"bindId":99,"name":100,"text":101},"hourspweek_select","Haftalık çalışma süresi PAZAR tatil olma","Haftalık çalışma süresi PAZAR tatil olmak üzere 45 saattir. Bu süre\naşılmamak ve gün ortasında bir saatten az olmamak kaydıyla ara dinlenme\nverilmek şartıyla çalışma saatleri işin icabına göre tanzim edilir. Bu\n45 saatlik süre en fazla haftada (6) iş gününe bölünerek\nçalıştırılır.",{"bindId":103,"name":104,"text":104},"PAIDLEAV_trigger","MADDE 29- YILLIK ÜCRETLİ İZİNLER:",{"bindId":106,"name":107,"text":108},"holidaysdays","A)*Hizmeti 1-5 yıl (beş yıl dahil) için ","A)*Hizmeti 1-5 yıl (beş yıl dahil) için 16 işgünü,",{"bindId":110,"name":111,"text":112},"bankholidays1","B)Kanunda belirtilen ulusal bayram ve ge","B)Kanunda belirtilen ulusal bayram ve genel tatil günlerinde yapılacak\nçalışmalar, önceden işçiye duyurulur. Ulusal bayram, genel tatil\ngünlerinde çalıştırılan işçilere çalıştıkları her bir gün için\ntoplam 3 (üç) yevmiye ödenir.",{"bindId":114,"name":115,"text":116},"TRADEUNLEAV_trigger","SENDİKAL FAALİYETLER MADDE 9- SENDİKAL F","SENDİKAL FAALİYETLER\n\nMADDE 9- SENDİKAL FAALİYETLERE İMKAN SAĞLAMAK:",{"bindId":118,"name":119,"text":120},"longtermillness","MADDE 39- UZUN SÜRELİ HASTALIK HALİ: Uzu","MADDE 39- UZUN SÜRELİ HASTALIK HALİ:\n\nUzun süreli hastalık halinde iş yasası ile ilgili mevzuat hükümleri\nsaklı kalmak üzere 5510 sayılı yasal hükümlerine göre işlem\nyapılır.",{"bindId":122,"name":123,"text":124},"LOWWAGE_provision","A) TABAN ÜCRET : Öz sağlık-İş Sendikası ","A) TABAN ÜCRET :\n\nÖz sağlık-İş Sendikası üyesi işçilerden 31.12.2021 tarihinde\nalmakta oldukları yevmiyeleri 180,00 TL’-den az olanların taban ücretleri\n01.01.2022 tarihi itibari ile 180,00 TL olarak kabul edilmiştir..",{"bindId":126,"name":127,"text":127},"ONCERISE_trigger","MADDE 61- İKRAMİYE VE İLAVE TEDİYE:",{"bindId":129,"name":130,"text":131},"incidentalbonusdays1","Öz Sağlık-İş Sendikası üyesi işçilere he","Öz Sağlık-İş Sendikası üyesi işçilere her ay 1 günlük çıplak\nücreti tutarında ikramiye ödemesi yapılır.",{"bindId":133,"name":134,"text":134},"NOCTPREM_trigger","MADDE 50- GECE ZAMMI:",{"bindId":136,"name":137,"text":138},"shiftallowancetype","Saat 20.00 ile sabah saat 06.00 arası ge","Saat 20.00 ile sabah saat 06.00 arası gece itibar edilerek bu saatlerde\nçalışan işçilerin ücretleri fazla mesai ücretinden ayrı olarak normal\nücretleri üzerinden %10 zamlı ödenir, ilgili birim müdürünün teklifi ve\nBaşkanlık oluru ile ödenir.",{"bindId":140,"name":141,"text":141},"OVERTIME_trigger","MADDE 49- FAZLA ÇALIŞMA ÜCRETİ:",{"bindId":143,"name":144,"text":145},"overtimeallowanceperc1_general","Haftada 45 saati aşan çalışma fazla çalı","Haftada 45 saati aşan çalışma fazla çalışmadır. Her bir saat mesai\niçin verilecek ücret normal çalışma ücretinin % 60 fazlası ile ödenir.\nFazla mesai o işyerinde bilfiil çalışan işçilerin arasında hakkaniyet\nesaslarına göre yaptırılır, ilgili birim müdürünün teklifi ve\nBaşkanlık oluru ile ödenir.",{"bindId":147,"name":148,"text":149},"SUNDAY_trigger","MADDE 48- HAFTA TATİLİ VE GENEL TATİL GÜ","MADDE 48- HAFTA TATİLİ VE GENEL TATİL GÜNLERİNDE ÇALIŞMA VE\nÜCRETİ:",{"bindId":151,"name":152,"text":153},"sundayallowancetype","A)Normal çalışma yapılan yerlerde hafta ","A)Normal çalışma yapılan yerlerde hafta tatili pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür. Hafta tatillerinde\nçalıştırılan işçilere takip eden hafta içinde bir gün izin verilir.\nÇalışılan bu hafta tatili günü için toplam iki yevmiye ödenir.",{"bindId":155,"name":156,"text":156},"MEALALL_trigger","MADDE 65- YEMEK YARDIMI:",{"bindId":158,"name":159,"text":160},"mealvouchersamount","Öz Sağlık-İş Sendikası üyesi İşçilere fi","Öz Sağlık-İş Sendikası üyesi İşçilere fiilen çalışılan günler\niçin bir öğün yemek verilir. Yemek verilmediği takdirde günlük 15,00 TL\nYemek Bedeli ödenir.\n\n(Belediye İşletme Müdürlüğünün Yemekhanesinde Yemek Ücretinin\nartması durumunda yemek yardımı cfa aynı tutarda arttırılacaktır.)",{"bindId":162,"name":163,"text":163},"SENIOR_trigger","MADDE 36- KIDEM TAZMİNATI:",{"bindId":165,"name":166,"text":167},"longserviceallowancetype","İşçilerin hizmet akitlerinin bu sözleşme","İşçilerin hizmet akitlerinin bu sözleşmedeki ve iş yasalarındaki\nkıdem tazminatlarının ödenmesini gerektiren hallerden birisi ile fesih\ndurumunda işçiye her tam hizmet yılı için 35 günlük ücreti tutarında\nkıdem tazminatı ödenir. Bir yıldan artan süreler içinde aynı oran\nuygulanır. İş kazası nedeni ile yaşamını yitiren işçiler kıdem\ntazminatı 40 gün üzerinden hesaplanır. Ölüm halinde kıdem tazminatı\nişçinin yasal mirasçılarına ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Yüntaş Akaryakıt Gıda içecek Turizm Mermer Elek. Nak.San.Tic.A.Ş ile ÖZ SAĞLIK-İŞ 01.01.2022-31.12.2022 - 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: → 2022-12-31\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HAK-İŞ - Türkiye Hak Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \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: → Evet\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 750.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 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            \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: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\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            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 180.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \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                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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                 → 15.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal 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