Sicil, 2020/I Sayi 43: Sayfa 11-29
Prof. Dr. Tankut CENTEL
Koç Üniversitesi Hukuk Fakültesi
Covid-19 salgininin baslamasiyla birlikte, isyerlerinin ayakta tutulmasi ve isçilerin gelir kaybina ugramalari yüzünden magdur edilmemeleri amaçlanmistir. Bu baglamda alinan hukuki önlemler çerçevesinde, 7226 ve 7244 sayili Yasalarin yürürlüge konuldugu görülmüstür. Buna göre, ilkin, kisa çalisma ödeneginden yararlanma kosullari hafifletilmis ve böylece, kisa çalismanin yayginlasmasi saglanmistir. Sonra, Türk is hukukunda ilk kez olmak üzere, yasayla isverene isçiyi ücretsiz izne çikarma hak ve yetkisi taninmistir. Buna karsilik, isten çikarmalari önlemek ve is iliskisinin devam etmesini saglamak amaciyla, isverene fesih yasagi getirilmistir. Ancak, isveren, ahlak ve iyi niyet kurallarina uymayan haller ve benzerlerine dayanmak suretiyle hakli nedenle fesih hakkini kullanabilecektir. Ücretsiz izin nedeniyle gelirden yoksun kalacak isçinin magdur olmasini önlemek üzere ise, isçiye Issizlik Sigortasi Fonu’ndan karsilanacak olan nakdi ücret desteginin ödenmesi kabul edilmistir. Covid-19 salgini yüzünden kabul edilen tüm bu önlemler, 17 Nisan 2020 tarihinden itibaren baslamak üzere, üç aylik bir geçici dönem için geçerli olacaktir. Ancak, Cumhurbaskani, duruma göre bu üç aylik dönemi uzatabilecektir.
İşçiyi ücretsiz izne çıkarma hakkı, haklı nedenle fesih, nakdi ücret desteği, kısa çalışma, kısa çalışma ödeneği.
With the onset of the Covid-19 outbreak, it was aimed to keep the workplaces afloat and prevent victimization of workers due to loss of income. Within the framework of the legal measures taken in this context, it was observed that the Acts numbered 7226 and 7244 were enacted. Accordingly, first of all, the conditions for benefiting from short-time work allowance have been alleviated and thus, short-working has become widespread.Then, for the first time in Turkish labor law, the right and authority to leave the worker for unpaid leave has been granted by law to the employer. In contrast, in order to prevent layoffs and ensure the continuity of the business relationship, a termination ban has been imposed on the employer. However, the employer will be able to use his right of termination with a just cause, based on the situations that do not comply with the rules of ethics and goodwill and other similar situtations. In order to prevent the worker from being victimized due to being deprived from income after unpaid leave, the payment of cash wage support which will be funded by the Unemployment Insurance Fund is approved. All these measures adopted due to the Covid-19 outbreak will be valid for a threemonth temporary period, starting on April 17, 2020. However, the President of the Republic may extend this quarter, depending on the situation.
Right to leave the employee on unpaid leave, termination with just cause, cash wage support, short-time work, short-time work allowance.