Sicil, 2021/II Sayi 46: Sayfa 42-59
Dr. Ögr. Üyesi Çaglar ÇOPUROGLU
Çankaya Üniversitesi Hukuk Fakültesi Is ve Sosyal Güvenlik Hukuku
Isyeri, sosyal bir ortamdir. Isçilerin nefes alip vermeleri ve konusmalari kadar, öksürmeleri ve hapsirmalari da insan dogasi geregi, son derece olagandir. Birlikte çalisan, yan yana bulunan, ayni ortamda yemek yiyen, sigara içen ve isyeri ortaminda benzeri birçok seyi bir arada yapan isçiler, ciddi bir bulas riski altindadirlar. Hastaligin ölümcül olmasi, kuluçka süresinin uzun olmasi ve hastaligin semptomsuz geçirilerek, hasta oldugunun farkina varmadan virüsü yayan insanlarin varligi, isçilerin kendisi kadar aile bireylerini de tehdit eder. Isveren açisindan ise bu tehdit, isverenin kendi sagligi üzerinde yaratabilecegi etkilerin yani sira, isçilerin hastalanmasi, kendisi hastalanmasa dahi hasta olan diger bir isçi ile temas ettigi için saglikli olsa bile karantinaya alinmasi, bu sebeple yasanacak isgücü kaybi ve bunun dogal sonucu olarak da üretimin azalmasi ve hatta durmasidir. Isverenin, is sözlesmesinden dogan borçlarindan bir tanesi de isverenin isçiyi gözetme borcudur. Isçiler de is sagligi ve güvenligi önlemlerinin alinmasini, saglikli ve güvenli bir ortamda çalismayi, bunu saglama yükümlülügü altinda bulunan isverenden her zaman talep edebilirler. Isverenin alacagi önlemlerde, günün kosullarinda bilim, teknik ve tecrübenin neleri isaret ettigi önemlidir. Bugün, bilim, teknik ve tecrübe, yukarida açiklamaya çalistigimiz gibi, asiyi isaret etmektedir. Isyerinin ve isçinin yapmakta oldugu isin özelliklerine göre, taraflarin sözlesmeyi fesih haklarinin yani sira, isçilerin alinmamis is güvenligi önlemleri dolayisiyla çalismaktan kaçinma haklari da kullanilabilecektir. Anilan fesih hakki, son çare olarak, uzaktan çalisma ve benzeri bulas riskini ortadan kaldiracak diger önlemlerin mümkün olmamasi halinde isverence son çare olarak uygulanabilir.
İşyerinde aşı zorunluluğu, işçilere PCR testi, işçilere aşı olma zorunluluğu, aşısız işçinin sözleşmesinin feshi.
The workplace is a social environment. Coughing and sneezing, as much as breathing and talking, are human nature. The workers, who work together, stay side by side, eat and smoke in the same environment, and do many similar things together in the workplace environment, are at serious risk of transmission. The fact that the disease is fatal, its incubation period is long, and there are people having the disease without symptoms and spreading the virus without realizing that they are sick, threatens family members as well as the workers themselves. From the employer’s perspective, this threat, in addition to the effects that it may have on the employer’s own health, is that if the employees get sick, even if they are healthy, they are quarantined because they come into contact with another employee who is sick, thus there will be a loss of labour and, naturally, production will decrease or even stop. One of employer’s debts, which arise from the employment contract, is to look after the employees. Also, employees can always request that occupational health and safety measures be taken and that they work in a healthy and safe environment from the employer who is under obligation to provide it. What science, technique, and experience indicate under today’s conditions is important in the measures that the employer will take. Today, science, technique, and experience, as we tried to explain above, indicate vaccination. Based on the characteristics of the workplace and the work that the employee is doing, in addition to the parties’ rights to terminate the contract, the workers may also use their right to refrain from working due to non-compliance with occupational safety measures. The said right of termination may be exercised as a last resort by the employer if remote working and other similar measures to eliminate the risk of transmission are not possible.
Compulsory vaccination at work, PCR testing of workers, vaccination requirement for workers, termination of the contract of unvaccinated workers.