Türk iş hukukunda işe iade davası ve sonuçları
Küçük Resim Yok
Tarih
2024
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
İstanbul Ticaret Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
İş güvencesi işe iade davalarında önemli bir kavramdır. Uluslararası ve ulusal düzeyde iş güvencesine ilişkin düzenlemeler getirilmiştir. İşverenin keyfi feshine karşı işçinin korunması amacıyla İş Kanunu'nda işe iade davası düzenlenmiştir. İşe iade davası ile işçi lehine hukuki koruma sağlanmak istenmiştir. Bu dava haksız ve geçersiz olarak işten çıkarılan işçinin işe iadesi için başvurulan bir yoldur. İşe iadenin daha hızlı, makul zamanda ve az masrafla olması için arabuluculuk kurumu dava şartı olarak düzenlenmiştir. Zorunlu arabuluculuk sistemi 2018 tarihi itibarıyla iş yargılamasında uygulanmaya başlanmıştır. Arabuluculuk süreci sonunda taraflar anlaşmaya varırlarsa, uyuşmazlık taraflar arasında kesin olarak çözümlenmektedir. Lakin taraflar anlaşmaya varamazlarsa, işçi iş mahkemesinde işe iade davası açmalıdır. İşe iade davaları kapsamları itibarıyla hem işveren hem de işçi açısından çeşitli sonuçlar doğurmaktadır. Çalışmamızda iş hukukunda işe iade davası, bu davada hükmedilebilecek kararlar ve bu kararların sonuçları anlatılmıştır. Davanın kabulü durumunda işçinin işverene başvurusu, işverenin işçiyi işe daveti, işçinin davete icabet etmesi veya etmemesi neticesinde meydana gelen hususlar ele alınmıştır. Bu doğrultuda işçinin talep edebileceği işe başlatmama tazminatı, boşta geçen süre ücreti ve diğer haklar yargı kararlarıyla birlikte incelenmiştir.
Job security is an important concept in reinstatement cases. Regulations regarding job security have been introduced at international and national levels. In order to protect the employee against arbitrary termination by the employer, a reinstatement lawsuit is regulated in the Labor Law. It was aimed to provide legal protection in favor of the worker with the reinstatement lawsuit. This lawsuit is a way to reinstate an employee who was unfairly and invalidly dismissed. In order for reinstatement to work to be faster, in a reasonable time and with less expense, the mediation institution has been regulated as a condition of the lawsuit. The compulsory mediation system has been implemented in labor proceedings as of 2018. If the parties reach an agreement at the end of the mediation process, the dispute is finally resolved between the parties. However, if the parties cannot reach an agreement, the employee must file a reinstatement lawsuit in the labor court. Due to their scope, reinstatement cases have various consequences for both employers and employees. In our study, the reinstatement case in labor law, the decisions that can be made in this case and the consequences of these decisions are explained. In case the case is accepted, the issues arising from the employee's application to the employer, the employer's invitation to the employee, and the employee's acceptance or non-acceptance of the invitation are discussed. In this regard, compensation for not starting work, idle time pay and other rights that the worker may demand have been examined together with judicial decisions.
Job security is an important concept in reinstatement cases. Regulations regarding job security have been introduced at international and national levels. In order to protect the employee against arbitrary termination by the employer, a reinstatement lawsuit is regulated in the Labor Law. It was aimed to provide legal protection in favor of the worker with the reinstatement lawsuit. This lawsuit is a way to reinstate an employee who was unfairly and invalidly dismissed. In order for reinstatement to work to be faster, in a reasonable time and with less expense, the mediation institution has been regulated as a condition of the lawsuit. The compulsory mediation system has been implemented in labor proceedings as of 2018. If the parties reach an agreement at the end of the mediation process, the dispute is finally resolved between the parties. However, if the parties cannot reach an agreement, the employee must file a reinstatement lawsuit in the labor court. Due to their scope, reinstatement cases have various consequences for both employers and employees. In our study, the reinstatement case in labor law, the decisions that can be made in this case and the consequences of these decisions are explained. In case the case is accepted, the issues arising from the employee's application to the employer, the employer's invitation to the employee, and the employee's acceptance or non-acceptance of the invitation are discussed. In this regard, compensation for not starting work, idle time pay and other rights that the worker may demand have been examined together with judicial decisions.
Açıklama
Sosyal Bilimler Enstitüsü, Özel Hukuk Ana Bilim Dalı
Anahtar Kelimeler
Hukuk, Law
