Publication: İş sözleşmesinin sendikal nedenle feshi
Abstract
Sendikal hak ve özgürlükler, kaynağını başta uluslararası anlaşmalar ve Anayasa’dan alır ve temel hak ve özgürlükler arasında kabul edilir. Bu nedenle işçilerin sendikal hak ve özgürlüklerden yararlanmaları hukuki güvenceye bağlanarak, özellikle işverenlerden gelecek müdahalelere karşı koruma altına alınmıştır. İşverenler tarafından sendikal hak ve özgürlüklere yönelik müdahalelerin başlıca örneği iş sözleşmesinin sendikal nedenle feshidir. Bu durumu göz önünde bulunduran yasa koyucu da iş sözleşmesinin işveren tarafından sendikal nedenle feshine yönelik özel düzenlemeler getirmiştir. 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanununda sendikal ayrımcılık yapılamayacağına yönelik düzenlemeler içinde iş sözleşmesinin sendikal nedene dayalı olarak feshedilemeyeceğine de hükmedilmiştir. Kanunda bu fesih türünün yaptırımına da yer verilmiştir. Çalışmamızda, başta Kanundaki ilgili hükümlerden yola çıkarak sendikal neden kapsamına nelerin dâhil olduğu belirlenmeye çalışılmış ve sendikal nedene dayalı olarak yapılan fesihlere hangi yaptırımların uygulanabileceği değerlendirilmiştir. Bunu yaparken öğreti görüşleri ile konuya ilişkin yargı kararlarından da istifade edilmiştir.
Trade union rights and freedoms derive their origin primarily from international agreements and the Constitution and are considered among the fundamental rights and freedoms. For this reason, workers' enjoyment of union rights and freedoms is protected by legal guarantee, especially against interventions from employers. The main example of interference with union rights and freedoms by employers is the termination of an employment contract based on union reasons. Taking this situation into consideration, the legislator has introduced special regulations for the termination of the employment contract by the employer for union reasons. Among the regulations in the Trade Unions and Collective Bargaining Agreement Law No. 6356 stating that union discrimination cannot be made, it has also been ruled that the employment contract cannot be terminated based on union reasons. The law also includes the sanction of this type of termination. In this study, we tried to determine what is included in the scope of union reasons, based on the relevant provisions of the Law, and to evaluate what sanctions could be applied to terminations based on union reasons by benefitting from doctrinal opinions and judicial decisions on the subject.
Trade union rights and freedoms derive their origin primarily from international agreements and the Constitution and are considered among the fundamental rights and freedoms. For this reason, workers' enjoyment of union rights and freedoms is protected by legal guarantee, especially against interventions from employers. The main example of interference with union rights and freedoms by employers is the termination of an employment contract based on union reasons. Taking this situation into consideration, the legislator has introduced special regulations for the termination of the employment contract by the employer for union reasons. Among the regulations in the Trade Unions and Collective Bargaining Agreement Law No. 6356 stating that union discrimination cannot be made, it has also been ruled that the employment contract cannot be terminated based on union reasons. The law also includes the sanction of this type of termination. In this study, we tried to determine what is included in the scope of union reasons, based on the relevant provisions of the Law, and to evaluate what sanctions could be applied to terminations based on union reasons by benefitting from doctrinal opinions and judicial decisions on the subject.