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Çalışma hayatında yaşanan gelişmeler, esnekleşme ihtiyacını ortaya çıkarmıştır. Bu ihtiyaç, iş hukukunda yeni kavramların ortaya çıkmasına neden olmuştur. Bu kavramlardan biri de denkleştirmedir. Avrupa Birliği, esnekleşmeye dair uygulamalara yönergelerinde yer vermiştir. Avrupa Birliğinde çalışma süreleri organizasyonunun belirli yönlerini düzenleyen ilk yönerge, 93/104/EC. sayılı Yönergedir. 2003/88/EC. Sayılı Yönerge, 93/104/EC. ve 2000/34/EC. sayılı Yönergelerini birleştirerek yürürlükten kaldırmıştır. 4857 sayılı İş Kanunumuz ile 93/104/EC. sayılı yönergeye uyum anlamında düzenlemeler yapılmıştır. Denkleştirme sayesinde çalışma süreleri esnekleştirilmektedir. İş Kanunumuzda esnekleşme, iki açıdan söz konusu olmaktadır. Biri çalışma süresinin haftanın çalışılan günlerine eşit dağıtılması kuralının ortadan kaldırılmasıdır. Diğeri, ise kanunda belirtilen referans dönemlerinde ortalama haftalık çalışma saatlerinin yasal haftalık çalışma süresini ve günde on bir saati geçemediği denkleştirmedir. Bu şekilde işveren, fazla çalışma ücreti ödemeksizin işçileri çalıştırabilir. Çalışmamızda öncelikle 2003/88/EC. sayılı Yönerge hakkında açıklamalarda bulunulacaktır. 4857 sayılı İş Kanunumuzda denkleştirme uygulaması ve konu hakkındaki yargı kararlarına da çalışmamızda yer verilmiştir.
The developments in the work life have revealed the need for flexibility. This need has led to the emergence of new concepts in business law. One of these concepts is equalization. The European Union has set guidelines on its flexibility practices. The first guideline regulating the specific aspects of the organization of working hours in the European Union, 93/104/EC. There is a number of guidelines. 2003/88 of the European Parliament. Directive 93/104/EC. of 2000/34 of the European Parliament. He joined several guidelines. Law No. 4857 of the European Parliament and of the Council of the European Parliament 93/104/EC. A number of arrangements were made in accordance with the guidelines. Through the work time, the work time is flexible. In our business law, flexibility is concerned in two ways. One is the elimination of the rule of equal distribution of the working time to the working days of the week. The other is the equivalent that the average weekly working hours in the reference periods specified in the law may not exceed the legal weekly working time and ten hours per day. In this way, the employer can employ workers without paying excess wages. This is the first step in the 2003/88/EC study. There will be a number of instructions. The Law No. 4857 of the Law on the Equalization and the judgment on the subject is also included in our work.
Developments in working life have brought out the need for flexibility. This need led to the emergence of new concepts in labor law. One of these concepts is the equalization application. The directives enacted by the European Union includes the flexibility applications. The first directive that regulates the certain aspects of the organization of working time in the European Union was the directive 93/104/EC. The Working Time Directive 2003/88/EC. consolidated and abolished the directive 93/104/EC. and the directive 2000/34/EC. The legal regulations were brought by the Law No.4857 to be in compliance with the directive 93/104/EC. One is to abolish the rule of the equal distribution of the working time to the working days of the week. The other is the equalization application which the average weekly working hours in the referance periods stated by the law can not exceed the legal weekly working time and the eleven hours in a day. The employer is able to employ the employees without paying any overtime work wage by this way. In our study, firstly the information was given about the directive 2003/88/EC. Besides this, the equalization application in the Labor Law numbered 4857 and the judicial decisions on this issue takes place in the study.
Field : Hukuk
Journal Type : Ulusal
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