Özet:

Flexible working forms are extensively discussed in recent days; in one respect it is criticized because of being a working form which increases the level of exploitation of the working class, weakens the sense of solidarity and changes the balance of working life in favor of employer; on the other hand flexible working forms are defended for being a working form which provide the balance between the work and life of workers, increase the progression of business and realize the adaptation of employment to the market conditions. In Turkey, because of the extensiveness of natural flexibility the subject of flexibility is discussed much more since quaternary form of employment dominates the market. First of them is formal employment, second one is formal and organized, third one is partially formal employment and the fourth one is informal employment. Unfair competition and exploitation resulted from these four employment forms is still basic problem of our labor market. In the collective bargaining procedures the aims of employer related to flexible working is making the legal framework applicable by collective agreement, elaborating and guaranteeing at the level of collective agreement. On the other hand employees try to arrange collective agreement articles to prevent; limit and apply flexible working under control at the level of collective agreement.Tourism sector is one of the most important sectors in Turkey in terms of employment potential; it makes this sector different in respect of flexibility practices which were present actively in tourism sector even before the 4857 numbered Labor Code in 2003. The new Labor Code restores the legal framework for flexible working and it results the implementation of new flexible working forms and extends them. In the tourism sector collective agreements regulate the flexible working forms mostly such as seasonal workers, work on call and balancing (equalizing) period system

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