Türk iş hukukunda ikale
Küçük Resim Yok
Tarih
2023
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
İstanbul Ticaret Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Kaynağını sözleşme özgürlüğü ilkesinden alan ve iş sözleşmesi taraflarının dilediği zaman anlaşarak iş sözleşmesini sona erdirebilmesini sağlayan ikale sözleşmesi kanunlarımızda düzenlenmiş değildir. İkale, iş güvencesine ilişkin yasal düzenlemelerin akabinde daha sık şekilde uygulanmaya başlamıştır. Taraf iradelerinin sıhhati, ikalenin geçerlilik koşulları ve geçersizlik halleri ile özellikle makul yarar bakımından iş hukukunun ve borçlar hukukunun temel ilkeleri kılavuzluğunda öğretideki görüşler ve Yargıtay kararları ikaleye yön vermektedir. İşverenin işçiyi ikalenin anlam ve sonuçlarına ilişkin bilgilendirme ve aydınlatma yükümlülüğü, ikalenin en hassas noktalarındandır. Fakat bu yükümlülüğün yerine getirilmemiş olması ikaleyi her durumda geçersiz kılmayacaktır. İşçinin yaşı, yetkinliği, eğitim seviyesi, statüsü, pozisyonu, ücret ve diğer hakları gibi kişiye özgü nitelikler, ikalenin anlam ve sonuçlarını kavrayıp kavrayamayacağı noktasında esas alınmaktadır. Bunun yanı sıra ikale teklifinin işçiden gelmesi durumunda bu yükümlülük çok katı biçimde aranmayacaktır.
The mutual rescission agreement, which can also be called as the termination of the employment agreement by the parties, is not regulated in our laws. It can be said that after the legal regulations related to employment security, the mutual rescission agreement began to become more common. In terms of the health of the parties' wills, the revocability and especially the reasonable benefit criterion, the opinions in the doctrine and the decisions of the Court of Appeal guide the mutual rescission institution. The obligation of the employer to inform and disclosure the employee about the meaning and consequences of the mutual rescission is one of the most sensitive points. But the fact that this obligation has not been fulfilled properly will not invalidate the matter in every case. The characteristics specific to the person, such as the age, competence, education level, status, position of the employee are taken as the evaluation criterion in terms of whether the employee can comprehend the meaning and consequences of the mutual rescission. In addition, it is possible to note that this obligation will not be sought very strictly if the offer of the mutual rescission comes from the employee.
The mutual rescission agreement, which can also be called as the termination of the employment agreement by the parties, is not regulated in our laws. It can be said that after the legal regulations related to employment security, the mutual rescission agreement began to become more common. In terms of the health of the parties' wills, the revocability and especially the reasonable benefit criterion, the opinions in the doctrine and the decisions of the Court of Appeal guide the mutual rescission institution. The obligation of the employer to inform and disclosure the employee about the meaning and consequences of the mutual rescission is one of the most sensitive points. But the fact that this obligation has not been fulfilled properly will not invalidate the matter in every case. The characteristics specific to the person, such as the age, competence, education level, status, position of the employee are taken as the evaluation criterion in terms of whether the employee can comprehend the meaning and consequences of the mutual rescission. In addition, it is possible to note that this obligation will not be sought very strictly if the offer of the mutual rescission comes from the employee.
Açıklama
Sosyal Bilimler Enstitüsü, Özel Hukuk Ana Bilim Dalı, Özel Hukuk Bilim Dalı
Anahtar Kelimeler
Hukuk, Law
