Sicil, 2022/I Sayfa 76-97
Doç. Dr. Recep MAKAS
Yalova Üniversitesi Hukuk Fakültesi Is ve Sosyal Güvenlik Hukuku Anabilim Dali
Is sözlesmesinin taraflari sözlesme serbestisi geregi, bagitlamis olduklari sözlesmeleri, bir takim hakli veya geçerli nedenlerin varligi halinde feshedebilirler. Bu nedenlerden biri de isçinin alkol veya uyusturucu madde kullanma yasagina aykiri davranmasidir. Gerek 4857 sayili Is Kanunu gerekse 6331 sayili Is Sagligi ve Güvenligi Kanunu’nda, isçinin isyerine sarhos veya uyusturucu madde alarak gelmesi ya da isyerinde bu maddeleri kullanmasi hakli fesih nedeni sayilmistir. Öte yandan, isçinin isyeri ve is saatleri disinda alkol almasi tek basina hakli fesih nedeni olusturmasa dahi, bu sekilde isyerine gelmek esasen belli ölçüde riski barindirir ve belli kosullarla geçerli fesih nedeni olusturur. Bu çalismamizda; isverenin yönetim hakki, is sagligi ve is güvenligi ve özel hayatin gizliligi gibi hususlar da dikkate alinarak, ögreti ve Yargitay kararlari isiginda, isçinin alkol veya uyusturucu madde kullanma yasagina aykiri davranmasi ve isverenin is sözlesmesini fesih hakki üzerinde durulacaktir.
Alkol, uyuşturucu madde, fesih, geçerli sebep, haklı sebep.
The parties to the employment contract may terminate the contracts, they have concluded in accordance with the freedom of contract, if there are some justified or valid reasons. One of these reasons is that the employee violates the prohibition of using alcohol or drugs. According to the Labor Law No. 4857 and the Occupational Health and Safety Law No. 6331; The employee’s coming to the workplace drunk or taking drugs or using these substances in the workplace is considered a justifiable reason for termination. On the other hand, even if the worker’s consumption of alcohol outside the workplace and working hours does not constitute solely a justifiable reason for termination, coming to the workplace in this way carries a certain amount of risk and constitutes a valid reason for termination under certain conditions. In this study; taking into account issues such as the employer’s right of management, occupational health and safety and privacy of private life; the worker’s violation of the prohibition of alcohol or drug use and the employer’s right to terminate the employment contract will be emphasized in the light of the doctrine and Supreme Court decisions.
Alcohol, drugs, termination, valid reason, justified reason.