Publication: 4857 Sayılı İş Kanunundaki Esneklik Düzenlemeleri Ve Uygulama Problemleri
Abstract
Çalışma hayatının dinamik yapısı, teknolojik gelişmeler, kıran kırana rekabet, mevcut çalışma biçimlerini değiştirmiş ve yeni çalışma biçimlerinin ortaya çıkmasına sebep olmuştur. Belirtilen gerekçelerden hareketle 4857 sayılı İş Kanunu (2003) eski düzenlemelerin bazılarını yeniden düzenlemiş ve bazı yeni düzenlemeler getirmiştir. Bir mevzuatın başarısı, ülke şartlarına uygun hükümler içermesine ve gerektiği şekilde uygulanmasına bağlıdır. Uygulanabilir mevzuatın kabulü kadar, söz konusu mevzuatın uygulanabilmesi de önemlidir. 4857 sayılı İş Kanunuyla, işçi ve işverenin çalışma şartlarını kendi ihtiyaçlarına göre farklı şekilde belirlenmesine imkân tanıyan geçici iş ilişkisi, kısmi süreli çalışma, çağrı üzerine çalışma, denkleştirme süresi, telafi çalışması ve serbest zaman gibi birçok esneklik düzenlemesi getirilmiştir. Ancak söz konusu düzenlemeler uygulayıcılar tarafından yeterince bilinmemekte ve çoğunlukla da pratikte yanlış uygulanmaktadır. Bu çalışmada çalışma hayatının esneklik ihtiyacını karşılamak için kabul edilen düzenlemelerin uygulamadaki sorunları tartışılmış ve çeşitli çözüm önerileri sunulmuştur.
The dynamic nature of working life, technological advances, fierce competition has led to the change in the standard forms of employment, and has resulted with emergence of new forms of employment. Moving from this specified grounds, the Labour Act No. 4857 of 2003 has reprovisioned some of the old regulations and has brought some new regulations. The success of a regulation is directly linked to that, it includes provisions that are compatible with the country's conditions and that can be implemented appropriately as required. As the adoption of the applicable legislation, the implementation of this legislation is important as well. By the Labour Act No. 4857, many flexibility arrangements have been introduced such as temporary employment relationship, part-time work, on-call work, compensation work-time, compensatory work and free time, that are allowing employer and employees to able to determine the working conditions in different ways according to their needs. However, these arrangements are not known enough by the practitioners, and are often being implemented wrong in practice.
The dynamic nature of working life, technological advances, fierce competition has led to the change in the standard forms of employment, and has resulted with emergence of new forms of employment. Moving from this specified grounds, the Labour Act No. 4857 of 2003 has reprovisioned some of the old regulations and has brought some new regulations. The success of a regulation is directly linked to that, it includes provisions that are compatible with the country's conditions and that can be implemented appropriately as required. As the adoption of the applicable legislation, the implementation of this legislation is important as well. By the Labour Act No. 4857, many flexibility arrangements have been introduced such as temporary employment relationship, part-time work, on-call work, compensation work-time, compensatory work and free time, that are allowing employer and employees to able to determine the working conditions in different ways according to their needs. However, these arrangements are not known enough by the practitioners, and are often being implemented wrong in practice.