Publication: Yargıtay Kararları Işığında
İş Sözleşmesinin Performans Düşüklüğü
Nedeniyle Feshi
Abstract
İş güvencesinin hukuk sistemlerine dahil edilmesiyle işçinin çalışma özgürlüğü, işverenin ise sözleşme özgürlüğü birdengeye kavuşmuştur. İş güvencesi kapsamındaki işçinin ancak geçerli sebeplerle işten çıkarılabilmesi, bu dengeninsağlanabilmesinin teminatını oluşturmuştur. Geçerli sebeplerin neler olabileceği Kanun'da özel olarak belirlenmemiş,böylelikle bu sebeplerin belirlenmesi konusunda hâkime önemli bir görev yüklenmiştir. Yargıtay ise işveren tarafındangerçekleştirilen fesih hallerinden işçinin performans düşüklüğü sebebine dayalı feshin uygulamada en çok karşılaşılan fesihhallerinden biri olduğunu tespit etmiş ve işverenlerce çok sık başvurulan bu fesih nedeninin her durumda geçerli nedenoluşturmayacağına yönelik incelemeler yaparak performans düşüklüğüne dayalı feshin hangi hallerde geçerli sebepolabileceğini değerlendirmiştir. Söz konusu tespitleri içeren bu kararlar, işverenlerin iş sözleşmelerini geçerli nedenle fesihimkanının arkasına saklanarak geçersiz bir şekilde feshetmesinin önüne geçebilmek adına önem arz ettiğinden ayrıcaincelenmeye değer görülmüş ve bu çalışma kapsamında ele alınarak ortaya konulmaya çalışılmıştır.
The freedom to work and the employer to engage in economic activity and the right to contract have reached a balance with the inclusion of job security in legal systems. As a natural extension of the obligations imposed on the parties in order to achieve this balance, the law stipulates that the workers covered by the job security can only be dismissed for valid reasons. The legislator was not content with arranging that the employment contract could be terminated for a valid reason, and it also imposed an important duty on the judiciary and therefore on the judges in determining what could happen. So the Supreme Court of Appeals determined that one of the most common termination cases in practice was that the termination of the employment contract was based on the reason of the employee's performance loss and evaluated in which cases the termination based on performance evaluation could not be valid in all cases. Since these decisions, which include the findings in question, are important for preventing the invalid termination of employers, they have been deemed worthy of examination and tried to be put forward in the scope of this study.
The freedom to work and the employer to engage in economic activity and the right to contract have reached a balance with the inclusion of job security in legal systems. As a natural extension of the obligations imposed on the parties in order to achieve this balance, the law stipulates that the workers covered by the job security can only be dismissed for valid reasons. The legislator was not content with arranging that the employment contract could be terminated for a valid reason, and it also imposed an important duty on the judiciary and therefore on the judges in determining what could happen. So the Supreme Court of Appeals determined that one of the most common termination cases in practice was that the termination of the employment contract was based on the reason of the employee's performance loss and evaluated in which cases the termination based on performance evaluation could not be valid in all cases. Since these decisions, which include the findings in question, are important for preventing the invalid termination of employers, they have been deemed worthy of examination and tried to be put forward in the scope of this study.