Sayfa 67-81

İŞYERİNDE GÖNÜL İLİŞKİSİNİN İŞ SÖZLEŞMESİNİN FESHİNE ETKİSİ

Sicil, 2016/I Sayi 35: Sayfa 67-81

Doç. Dr. Hediye ERGIN

Marmara Üniversitesi Iktisat Fakültesi, Çalisma Ekonomisi ve Endüstri Iliskileri Bölümü,
Is Hukuku ve Sosyal Güvenlik Hukuku Anabilim Dali

Öz

Isyerine olumsuz yansimasi oldugu takdirde, ayni isyerinde çalisan isçiler arasindaki gönül iliskisi is sözlesmesinin isveren tarafindan feshedilmesi sonucunu dogurabilir. Gönül iliskisi her somut olayin özelligine göre, hem geçerli fesih nedeni hem de hakli fesih nedeni olabilir. Isyerinde gönül iliskisi isverenin güvenini kötüye kullanmak, dogruluk ve bagliliga uymayan davranis olarak, isyerinde yasanan gerginlikler, dedikodular da isçinin isverenin baska isçisine satasmasi kapsaminda isverene hakli fesih yetkisi vermektedir. Isyeri disinda ve isyeri disindaki kisilerle yasanan cinsel birliktelikler de isyerine olumsuz yansimasi oldugunda Is Kanunu’nun 25/IV. maddesi kapsaminda hakli fesih nedeni olusturur. Hakli ya da geçerli fesih nedenini ispat yükü isverenin üzerinde olup, isyerinde gönül iliskisinin varligi ve bunun isyerine olumsuz yansimasi oldugunun kesin deliller ile ispatlanmasi gerekir.

Anahtar Sözcükler:

Gönül ilişkisi, haklı fesih, geçerli nedenle fesih, işyerinde cinsel birliktelik, işyerinde öpüşme.

THE IMPACT OF A ROMANTIC RELATIONSHIP AT THE WORKPLACE TO THE TERMINATION OF EMPLOYMENT CONTRACT

Abstract

A romantic relationship between the employees working at the same workplace may result in the termination of employment contract by the employer, on the condition of causing any negative impact at the workplace. Romantic relationship could be regarded as both valid or just cause according to the characteristics of each incident. Romantic relationship at work gives the employer the right to terminate the employment contract with just cause on the basis of abusing the employer’s trust and dishonest act; the tension and gossiping at the workplace also grants employer this right, within the coverage of harassing of a fellow employee. The sexual intercourse within or without the workplace shall compose just cause according to article 25/IV of Labour Law, on the condition of causing any negative impacts at the workplace. The burden of proof about the existance of just or valid cause rests on the employer, the romantic relationship at work and its negative impacts at the workplace should be proved with concrete evidence.

Keywords:

Romantic relationship, termination with just cause, termination with valid cause, sexual intercourse at the workplace, kissing at the workplace.