Publication: Türk Hukukunda ikale sözleşmesi
Abstract
İkale sözleşmesi, işçi ve işveren tarafından ortak irade ile kurulan işsözleşmesinin yine ortak irade ile sona erdirilmesidir. Bu sebeple işveren feshi olaraknitelendirilmemektedir. İş güvencesi hükümlerinin hukukumuzda yer alması ile birlikteikale sözleşmeleri günümüzde yaygın olarak kullanılmaya başlanmıştır. Ancak ikalesözleşmesine ilişkin yasal bir düzenleme olmaması, ikale sözleşmesinin iş güvencesihükümlerinden kaçınmak için bir yol olarak tercih edilmesini gündeme getirmiştir. Busebeple ikale sözleşmesinin tarafların gerçek anlamda ortak iradesine dayanmasıgerektiğinin tespiti önemlidir. İşçinin ekonomik geleceğinin pazarlık konusu yapıldığıikale sözleşmelerinde işçinin makul bir yararının olması gerekir.İkale sözleşmesinin iş sözleşmesinin sona ermesi bakımından tercih edilmesıklığı gün geçtikte artmaktadır. Yasal düzenlemelerin olmaması ikale sözleşmesiningeçerliliği denetiminin öğreti ve Yargıtay içtihatları ile yapılmasına neden olmuştur. Buçalışmada ikale sözleşmelerinin öğretideki mevcut tartışmalar ve Yargıtay kararlarıışığında değerlendirilmesi amaçlanmıştır.
Mutual Rescission Agreement is termination of the employment contract withthe joint will of both employer and employee. Thus, it may not be characterised as anemployer termination. The Mutual Rescission Agreements have been started to be usedwidely in our day along with the entering of employment security provisions in ourlaw. But, non-existence of a legal arrangement related to Mutual Rescission Agreementhas brought it into the agenda as a way to avoid from the employment securityprovisions. Therefore, it is absolutely important to determine whether the MutualRescission Agreement is based on the common will of the parties in real sense or not.A reasonable benefit of the employee is required to be existing in Mutual RescissionAgreements, where the economical future of the employee is made a matter ofnegotiation.The frequency of preferabality of Mutual Rescission Agreement increases dayby day from the angle of expiration of employment contract. Since there is no legalarrangements, the auditing of the Mutual Rescission Agreement has been required to bemade with doctrines and Supreme Court practices. In this study, the Mutual RescissionAgreements are aimed to be assessed under the light of the discussions in the doctrinesand Supreme Court practices.
Mutual Rescission Agreement is termination of the employment contract withthe joint will of both employer and employee. Thus, it may not be characterised as anemployer termination. The Mutual Rescission Agreements have been started to be usedwidely in our day along with the entering of employment security provisions in ourlaw. But, non-existence of a legal arrangement related to Mutual Rescission Agreementhas brought it into the agenda as a way to avoid from the employment securityprovisions. Therefore, it is absolutely important to determine whether the MutualRescission Agreement is based on the common will of the parties in real sense or not.A reasonable benefit of the employee is required to be existing in Mutual RescissionAgreements, where the economical future of the employee is made a matter ofnegotiation.The frequency of preferabality of Mutual Rescission Agreement increases dayby day from the angle of expiration of employment contract. Since there is no legalarrangements, the auditing of the Mutual Rescission Agreement has been required to bemade with doctrines and Supreme Court practices. In this study, the Mutual RescissionAgreements are aimed to be assessed under the light of the discussions in the doctrinesand Supreme Court practices.