Bildirim süresini çalışarak geçiren işçinin mahkemece geçersizliği tespit edilen fesih sonrasında işe başlatılmaması halinde ihbar tazminatı talebi
Küçük Resim Yok
Tarih
2014
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Maltepe Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Belirsiz süreli iş sözleşmelerinin feshinden önce durumun diğer tarafa bildirilmesi gerekir. Bildirim şartına uymayan taraf, bildirim süresine ilişkin ücret tutarında tazminat ödemek zorundadır. İş sözleşmesi feshedilen işçi, fesih bildiriminde sebep gösterilmediği veya gösterilen sebebin geçerli bir sebep olmadığı iddiası ile iş mahkemesinde dava açabilir. İşverence geçerli sebep gösterilmediği veya gösterilen sebebin geçerli olmadığı mahkemece tespit edilerek feshin geçersizliğine karar verildiğinde, işveren, işçiyi işe başlatmak zorundadır. İşçiyi başvurusu üzerine işveren işe başlatmaz ise, işçiye en az dört aylık ve en çok sekiz aylık ücreti tutarında tazminat ödemekle yükümlü olur. Mahkeme feshin geçersizliğine karar verdiğinde, işçinin işe başlatılmaması halinde ödenecek tazminat miktarını da belirler. Kararın kesinleşmesine kadar çalıştırılmadığı süre için işçiye en çok dört aya kadar doğmuş bulunan ücret ve diğer hakları ödenir. Makalede bildirim sürelerinin işçiye tanındığı halde işverenin işçiyi işe başlatmaması halinde bildirim süreleri karşılığı ücreti ödeme yükümlüsü olup olmadığı sorusuna cevap aranmaktadır. Türk İş Hukuku doktrininde yer alan farklı görüşler ile yargı makamlarının kararları hukuki problemin incelenmesi esnasında değerlendirilmişlerdir
Before terminating a continual employment contract made for an indenite period, a notice to the other party must be served by the terminating party. The party who does not abide by the rule to serve notice shall pay compensation covering the wages which correspond to the term of notice. The employee who alleges that no reason was given for the termination of his employment contract or who considers that the reasons shown were not valid to justify the termination shall be entitled to lodge an appeal against that termination with the labour court. If the court concludes that the termination is unjustied because no valid reason has been given or the alleged reason is invalid, the employer must re-engage the employee in work. If, upon the application of the employee, the employer does not re-engage him in work, compensation to be not less than the employee’s four months’ wages and not more than his eight months’ wages shall be paid to him by the employer. In its verdict ruling the termination invalid, the court shall also designate the amount of compensation to be paid to the employee in case he is not re-engaged in work. The employee shall be paid up to four months’ total of his wages and other entitlements for the time he is not re-engaged in work until the nalization of the court’s verdict. If the term of notice has been given, does the employer must pay the wages corresponding to term of notice if the employee did not re-engaged in work ? The article is about trying to nd the answer of this question. Dierent opinions in the Turkish Labour Law doctrine and judicial bodies rulings are already examined while evaluating the main legal issue of the article.
Before terminating a continual employment contract made for an indenite period, a notice to the other party must be served by the terminating party. The party who does not abide by the rule to serve notice shall pay compensation covering the wages which correspond to the term of notice. The employee who alleges that no reason was given for the termination of his employment contract or who considers that the reasons shown were not valid to justify the termination shall be entitled to lodge an appeal against that termination with the labour court. If the court concludes that the termination is unjustied because no valid reason has been given or the alleged reason is invalid, the employer must re-engage the employee in work. If, upon the application of the employee, the employer does not re-engage him in work, compensation to be not less than the employee’s four months’ wages and not more than his eight months’ wages shall be paid to him by the employer. In its verdict ruling the termination invalid, the court shall also designate the amount of compensation to be paid to the employee in case he is not re-engaged in work. The employee shall be paid up to four months’ total of his wages and other entitlements for the time he is not re-engaged in work until the nalization of the court’s verdict. If the term of notice has been given, does the employer must pay the wages corresponding to term of notice if the employee did not re-engaged in work ? The article is about trying to nd the answer of this question. Dierent opinions in the Turkish Labour Law doctrine and judicial bodies rulings are already examined while evaluating the main legal issue of the article.
Açıklama
Anahtar Kelimeler
İş Sözleşmesi, Bildirim Süreleri, İhbar Tazminatı, Geçersiz Fesih, Employment Contract, Notice Periods, Termination Payment, Invalid Termination
Kaynak
Maltepe Üniversitesi Hukuk Fakültesi Dergisi
WoS Q Değeri
Scopus Q Değeri
Cilt
13
Sayı
2
Künye
Nazlı, S. (2014). Bildirim süresini çalışarak geçiren işçinin mahkemece geçersizliği tespit edilen fesih sonrasında işe başlatılmaması halinde ihbar tazminatı talebi / The Employee’s termination payment in case of invalid termination judgement previously worked in the term of notice. Maltepe Üniversitesi Hukuk Fakültesi Dergisi. 13(2), s. 65-89.
