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2
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27
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1
4857 sayılı İş Kanununun 26. maddesindeki süreler, işçi ya da işveren tarafından gerçekleştirilecek bütün fesihler için kabul edilmemiştir. Maddedeki süreler, iş sözleşmesinin sadece ahlak ve iyi niyet kurallarına uymayan hallere ve benzeri durumlara dayanılarak feshedilmesi halinde uygulama alanı bulur. Dolayısıyla iş sözleşmesinin işverence İşK m 25/II veya işçi tarafından İşK m 24/II dışında herhangi bir haklı nedenle feshinde bir yıllık ya da altı iş günlük süreler dikkate alınmaz. Geçerli nedenle yapılan fesihlerde de anılan hükümdeki süreler göz önünde bulundurulmaz. İşK m 24/II ve İşK m 25/II dışındaki haklı nedenler açısından ilgili düzenlemelerin içeriği esas alınmak suretiyle süre açısından sonuca varılmalıdır. Bu doğrultuda düzenlemeler uyarınca işçinin ya da işverenin, hükümlerdeki nedenler devam ettiği sürece fesih hakkını kullanabileceğini kabul etmek isabetli olur. Bununla birlikte düzenlemenin niteliği gereği sadece İşK m 25/I,a’da yer verilen haklı nedenle fesih sebebi için makul süre araştırılması yapılmalıdır. Aynı şekilde geçerli nedenle yapılacak fesihlerde somut olayın özelliğine ve feshin niteliğine göre belirlenecek makul süre ölçütü esas alınmalıdır. Çalışmamız kapsamında konu, uygulama alanının geniş olması nedeniyle ağırlıklı olarak 4857 sayılı İş Kanunu çerçevesinde değerlendirilmişse de diğer bireysel iş kanunları ve Türk Borçlar Kanunu açısından da ele alınmıştır.
The periods provided for in Article 26 of the Labour Act No. 4857 have not been accepted for all terminations to be carried out by the worker or the employer. The periods in this article shall be applicable only if the contract is terminated on the basis of circumstances and similar circumstances which do not comply with the moral and goodwill rules. Therefore, a year or six working days periods are not taken into account in the termination of the work contract by the employer or by the worker for any legitimate reason except for the work contract. There is no reason to consider the periods mentioned in the provisions of the law. In terms of reasonable reasons except for the workK 24/II and the workK 25/II, the contents of the relevant regulations must be concluded in terms of time. In this regard, it is appropriate to accept that, in accordance with the provisions, the employee or the employer may exercise the right of termination as long as the reasons in the provisions continue. However, due to the nature of the regulation, only the reasonable reason for the termination of the work must be investigated on reasonable grounds listed in Article 25(a). In the same way, the reasonable time measure should be based on the characteristics of the concrete event and the nature of the event. In the context of our work, the subject has been assessed mainly in the framework of the Work Act No. 4857 because of the extensive scope of application, but it has also been addressed in terms of other individual business laws and the Turkish Debt Act.
“Statutory limitation–Terms/durations” are not accepted for all terminations to be enforced by employee or employer, which is specified in the 26th article of Labor Law, numbered 4857. The terms specified in the aforementioned article are applicable only on the condition that the labor agreement is canceled by basing upon circumstances, which do not comply with codes of ethics and goodwill and other similar principles. Therefore, a term of 1 year or six business days are not taken into account in case of a termination of labor agreement with any valid reason other than termination by the employer under article 25/II of the Labor Law or termination by the employee under article 24/II of the Labor Law. The terms specified in the aforementioned article cannot be considered also for terminations with a valid reason. Based on the content of the regulations, terminations with a valid reason other than article 24/II of the Labor Law and article 25/II of the Labor Law should be concluded in terms of duration. In this direction, it will be accurate to agree upon the fact that both the employer and the employee can exercise the right of termination as long as the reasons specified in the relevant provision continue under the content of regulations. However, under the content of relevant regulation, reasonable time shall be sought only for the reason of termination with a valid reason included in the article 25/I,a of Labor Law. Similarly, for terminations to be executed with a valid reason, the reasonable time to be determined according to the characteristic of concrete case and qualification of the termination shall be based on. In the scope of our study, the subject was mainly evaluated within the framework of the Labor Law numbered 4857 due to the wide application area, but the term related to termination was also considered as regards other individual labor laws and the Turkish Code of Obligations.
Alan : Hukuk
Dergi Türü : Ulusal
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