Publication: Karşılaştırmalı hukuk ışığında Türk iş güvencesi sisteminde yaşanan sorunlar ve yeni bir model önerisi
Abstract
Ülkemizde uygulanan iş güvencesi modelinde işçi işe iadesini talep etmekle yükümlü olmasına karşın, işverene işçiyi işe başlatmak ya da işçiye tazminat ödemek konusunda seçim hakkı tanınmıştır. İşçinin işe iade davasının parasal sonuçlarından faydalanabilmesi için yıllarca sürebilen yargılama sonucunda işe başlamak amacıyla işverene başvurması ve işverenin işe davet etmesi halinde işe başlaması gerekmektedir. Yargılama süresi için işçiye ödenecek ücret ise dört ayla sınırlı tutulmuştur. Bu sistem iş güvencesinin etkinliğini azaltmaktadır. Mevcut modelde yargılama şarta bağlı hükümle sonuçlanmakta, işe iade ile iş sözleşmesinin feshine bağlı işçilik alacakları aynı davada talep edilememekte, işçinin alacağına kavuşması yıllar sürebilmektedir. Uygulamada işe geri dönme oranının son derece düşük olması da dikkate alındığında, işçiyi sadece işe iadesini istemekle yükümlü tutan mevcut sistem, geçersiz feshin yaptırımsız kalmasına neden olabilmektedir. Yapılacak bir yasal değişiklikle işçiye işe iade veya tazminat isteme konusunda tercih hakkı tanınması pek çok soruna çözüm olabilecektir.
Under the job security model in Turkey employee is obliged to be reemployed whilst employer has alternative rights either to re-employ the employee or to pay compensation. The employee may benefit from the monetary consequences of the re-employment lawsuit when he/she applies for re-employment and starts to working upon the invitation of the employer after long lasting trial process. The payment for duration of the process is limited to four months income figure of the employee. This system diminishes the effectiveness of the job security model. Under the existing model the trial process is ended up with a conditional judgment and the employment receivables related to termination of employment agreements cannot be demanded together with re-employment in the same lawsuit. Consequently the employee might acquire his/her rights years later. Thus this system makes the employee only to apply for reemployment in practice. Coming into consideration the fact that the number of re-employment upon the invitation of the employer is very limited, this system is dull. Since there is no effective sanctions imposed to the invalid termination of the employment agreements. It is confirmed that the employee may be entitled alternative rights either to apply for re-employment or for compensation through an alteration in the Employment Law numbered 4857.
Under the job security model in Turkey employee is obliged to be reemployed whilst employer has alternative rights either to re-employ the employee or to pay compensation. The employee may benefit from the monetary consequences of the re-employment lawsuit when he/she applies for re-employment and starts to working upon the invitation of the employer after long lasting trial process. The payment for duration of the process is limited to four months income figure of the employee. This system diminishes the effectiveness of the job security model. Under the existing model the trial process is ended up with a conditional judgment and the employment receivables related to termination of employment agreements cannot be demanded together with re-employment in the same lawsuit. Consequently the employee might acquire his/her rights years later. Thus this system makes the employee only to apply for reemployment in practice. Coming into consideration the fact that the number of re-employment upon the invitation of the employer is very limited, this system is dull. Since there is no effective sanctions imposed to the invalid termination of the employment agreements. It is confirmed that the employee may be entitled alternative rights either to apply for re-employment or for compensation through an alteration in the Employment Law numbered 4857.