İş Güvencesine İlişkin İşçinin Yetersizliğinden Kaynaklanan Geçerli Fesih Nedenleri
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Tarih
2017
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info:eu-repo/semantics/openAccess
Özet
Feshe karşı işçinin korunmasına ilişkin sistem, uygulama ve öğretide genel olarak iş güvencesi şeklinde isimlendirilmektedir. Gerçekten de bu güvenceyi benimseyen ülkelerin hukuk sistemlerinde, sözleşme serbestisi, işverenin girişim özgürlüğü ve yönetim yetkisi ile işçinin işten çıkarılmaya karşı korunması arasında bir dengenin kurulması zorunluluğu kendisini göstermiştir. Nitekim iş güvencesi, işçinin işten çıkartılamaması anlamına gelmemelidir. İş hukukunda işçinin korunması kadar işletmenin korunması da önem taşımaktadır. İşletmenin ekonomik ve mali zorlukları, modern teknoloji gereklerini işyerinde uygulamaya başlaması hatta daha verimli ve rasyonel bir çalışma organizasyonuna gitmesi veya çalışanların yetersizliği ve davranışları da işçi çıkarılmasını gerektirebilir. İş güvencesine ilişkin koşulların gerçekleşmesi halinde, işçinin belirsiz süreli iş sözleşmesini fesheden işveren, işçinin yetersizliğinden veya davranışlarından ya da işletmenin, işyerinin veya işin gereklerinden kaynaklanan geçerli bir sebebe dayanmak zorundadır (İşK 18/1).İşçinin yetersizliğine ilişkin geçerli nedenle iş sözleşmesinin feshinde, feshin geçerli olabilmesi için, işçinin yetersizliğinin işyerinde bazı aksaklıklara neden olması, işverenin iş sözleşmesi ve işyeri ile ilgili menfaatlerinin zarara uğraması hususları değerlendirilmelidir, bu anlamda zarar görme ihtimali yeterli olmamalıdır. Ancak işçinin yetersizliğinin geçerli sebep kabul edilebilmesi için feshin son çare olması ilkesi gereğince, fesihten kaçınmanın mümkün olup olmadığının da esas alınması gerekir; eğer başka bir şekilde yetersizlik halinin veya sonuçlarının ortadan kaldırılabilmesi mümkünse, bu yollara başvurulmalı, buna rağmen yetersizlik devam ediyorsa sözleşme geçerli nedenle feshedilebilmelidir.
The system for the protection of workers against termination is called as job reassurance in practice and doctrine in general. In the legal systems of countries that adopt this assurance de facto, it is necessary to establish a balance between freedom of contract, employer's freedom of enterprise, and the protection of workers against dismissal with the power of the employer. However job assurance doesn't mean that the worker cannot be dismissed. In labor law, the protection of a business is important as much as the protection of a worker. Economic and financial difficulties of a business, application of modern technological requirements, moreover application of an organization that is running more efficiently and rationally or inadequacies and behaviors of employees might require dismissal of a worker. If conditions regarding to the job assurance are met, the employer should terminate indefinite-term employment contract of an employer on the basis of employee's inadequacy or behavior or a valid cause arising from the requirements of workplace, business or job (Labor Law 18/1).When the employment contract is terminated on the basis of justifiable reasons related to the inadequacy of the worker, in order that the termination would be valid, subjects such as inadequacy of the worker should cause some troubles at the workplace, interests of the employer regarding to the employment contract and workplace should suffer loss must be evaluated, in such manner possibility of loss mustn't be sufficient. However, in accordance with the termination as the last resort principle to accept inadequacy of the worker to be a valid basis, it should also be taken as basis that whether to avoid from termination is possible or not; if it is possible to avoid from inadequate situation or its results by other methods, they should be adopted, if the inadequacy continues despite of this, contract can be terminated with a valid reason.
The system for the protection of workers against termination is called as job reassurance in practice and doctrine in general. In the legal systems of countries that adopt this assurance de facto, it is necessary to establish a balance between freedom of contract, employer's freedom of enterprise, and the protection of workers against dismissal with the power of the employer. However job assurance doesn't mean that the worker cannot be dismissed. In labor law, the protection of a business is important as much as the protection of a worker. Economic and financial difficulties of a business, application of modern technological requirements, moreover application of an organization that is running more efficiently and rationally or inadequacies and behaviors of employees might require dismissal of a worker. If conditions regarding to the job assurance are met, the employer should terminate indefinite-term employment contract of an employer on the basis of employee's inadequacy or behavior or a valid cause arising from the requirements of workplace, business or job (Labor Law 18/1).When the employment contract is terminated on the basis of justifiable reasons related to the inadequacy of the worker, in order that the termination would be valid, subjects such as inadequacy of the worker should cause some troubles at the workplace, interests of the employer regarding to the employment contract and workplace should suffer loss must be evaluated, in such manner possibility of loss mustn't be sufficient. However, in accordance with the termination as the last resort principle to accept inadequacy of the worker to be a valid basis, it should also be taken as basis that whether to avoid from termination is possible or not; if it is possible to avoid from inadequate situation or its results by other methods, they should be adopted, if the inadequacy continues despite of this, contract can be terminated with a valid reason.
Açıklama
Anahtar Kelimeler
Hukuk
Kaynak
Terazi Hukuk Dergisi
WoS Q Değeri
Scopus Q Değeri
Cilt
12
Sayı
131
