{"id":3328,"date":"2021-02-16T09:00:00","date_gmt":"2021-02-16T06:00:00","guid":{"rendered":"https:\/\/www.efeshukuk.com\/?p=3328"},"modified":"2021-06-24T09:38:19","modified_gmt":"2021-06-24T06:38:19","slug":"yargitay-mobbing","status":"publish","type":"post","link":"https:\/\/efeshukuk.com\/en\/yargitay-mobbing\/","title":{"rendered":"Mobbing in Light of Supreme Court Decisions"},"content":{"rendered":"
\"Yarg\u0131tay<\/figure>\n\n\n\n

Yarg\u0131tay Kararlar\u0131 I\u015f\u0131\u011f\u0131nda Mobbing | Labor Law<\/a> | \u0130\u015f\u00e7i Avukat\u0131 | \u0130zmir Lawyer<\/a> | Izmir Law Firm<\/strong><\/p>\n\n\n\n

\u0130\u015fyerinde Mobbing; belirli ki\u015fi ya da ki\u015filerin zarar verici s\u00f6z, tutum ve davran\u0131\u015flar\u0131na maruz kal\u0131nmas\u0131yla ba\u015flayan y\u0131ld\u0131rma, y\u0131pratma, sindirme, b\u0131kt\u0131rma ve belli \u015fekilde davranmaya mecbur b\u0131rakma s\u00fcrecini i\u00e7ermektedir. Bu s\u00fcrecin ba\u015f\u0131ndan sonuna kadar hedef al\u0131nan ki\u015fi veya ki\u015filere sistemli bir \u015fekilde psikolojik, duygusal ve sosyal sald\u0131r\u0131 ger\u00e7ekle\u015ftirilmektedir. <\/p>\n\n\n\n

Hedef al\u0131nan ki\u015finin \u015feref, ki\u015filik, karakter, inan\u00e7, de\u011fer, yetenek, tecr\u00fcbe, d\u00fc\u015f\u00fcnce, tercih, ya\u015fam bi\u00e7imi ve k\u00fclt\u00fcr gibi y\u00f6nlerine topluca bir sald\u0131r\u0131 s\u00f6z konusudur. Bu sald\u0131r\u0131, dedikodu ve s\u00f6ylenti \u00e7\u0131karma, iftira atma, \u00e7al\u0131\u015fanlar \u00f6n\u00fcnde k\u00fc\u00e7\u00fck d\u00fc\u015f\u00fcrme, hafife alma, karalama, k\u00f6t\u00fcleme ve yok sayma gibi ki\u015fiyi zihinsel, ruhsal, fiziksel ve bedensel olarak etkileyebilecek eylemlerle yap\u0131lmaktad\u0131r. Mobbing\u2019e ili\u015fkin detayl\u0131 makalemiz internet sitemizde yer almaktad\u0131r incelemek i\u00e7in here <\/span><\/a>You can click.<\/p>\n\n\n\n

T\u00fcm bu anlat\u0131lanlara ek olarak Yarg\u0131tay kararlar\u0131nda Mobbing a\u015fa\u011f\u0131daki \u015fekillerde incelenerek h\u00fckme ba\u011flanm\u0131\u015ft\u0131r: <\/p>\n\n\n\n

Mobbing\u2019i; stres, t\u00fckenmi\u015flik sendromu, i\u015fyeri kabal\u0131\u011f\u0131, i\u015f tatminsizli\u011fi ya da doyumsuzlu\u011fu gibi olgulardan ay\u0131ran husus, belli ki\u015finin belli bir amaca y\u00f6nelik olarak hedef al\u0131nmas\u0131, yap\u0131lan haks\u0131zl\u0131\u011f\u0131n s\u00fcrekli, sistematik ve s\u0131k olu\u015fudur.<\/p>\n\n\n\n

S\u00fcreklilik g\u00f6stermeyen, belli aral\u0131klarla s\u0131k s\u0131k tekrarlanmayan, haks\u0131z, kaba, nezaketsiz veya etik d\u0131\u015f\u0131 davran\u0131\u015f Mobbing olarak nitelendirilemez.  (Yarg\u0131tay 9. Hukuk Dairesi, 2017\/17931E., 2020\/14104 K., 02.11.2020)<\/p>\n\n\n\n

\u00c7a\u011fda\u015f \u0130\u015f Hukuku; bir taraftan Uluslararas\u0131 S\u00f6zle\u015fmeler, di\u011fer taraftan Avrupa Normlar\u0131 i\u015f\u00e7inin huzur i\u00e7erisinde i\u015fini g\u00f6rmesi, eme\u011finin kar\u015f\u0131l\u0131\u011f\u0131n\u0131 almas\u0131 ve \u00e7al\u0131\u015fma ili\u015fkisinin kar\u015f\u0131l\u0131kl\u0131 g\u00fcvene dayanan tam bir uyum i\u00e7erisinde olmas\u0131n\u0131 ama\u00e7lam\u0131\u015ft\u0131r. \u0130\u015fyeri\u2019nde Psikolojik Taciz (Mobbing), \u00e7a\u011fda\u015f hukukun son zamanlarda Mahkeme Kararlar\u0131\u2019nda ve \u00f6\u011fretide dile getirdi\u011fi bir hukuki kurumdur. \u00d6rne\u011fin Alman Federal \u0130\u015f Mahkemesi bir Karar\u0131\u2019nda; i\u015f\u00e7ilerin birbirine sistematik olarak d\u00fc\u015fmanl\u0131k beslemesi, kasten g\u00fc\u00e7l\u00fck \u00e7\u0131karmas\u0131, eziyet etmesi veya bu eylemlerin i\u015f\u00e7inin ba\u015fta i\u015fveren olmak \u00fczere amirleri taraf\u0131ndan ger\u00e7ekle\u015ftirilmesi olarak tan\u0131mlanm\u0131\u015ft\u0131r. (BAG, 15.01.1997, NZA. 1997) <\/p>\n\n\n\n

G\u00f6r\u00fclece\u011fi \u00fczere; i\u015f\u00e7i bir taraftan di\u011fer i\u015f\u00e7iye, di\u011fer taraftan i\u015fverene kar\u015f\u0131 korunmaktad\u0131r. \u0130\u015f\u00e7inin anlatt\u0131\u011f\u0131 Mobbing te\u015fkil eden olaylar\u0131n tutarl\u0131k te\u015fkil etmesi, kuvvetli bir emarenin bulunmas\u0131 gerekmektedir. Ki\u015filik haklar\u0131 ve sa\u011fl\u0131\u011f\u0131n a\u011f\u0131r sald\u0131r\u0131ya u\u011framas\u0131 Mobbing\u2019in varl\u0131\u011f\u0131n\u0131n tart\u0131\u015fmas\u0131z kabul\u00fcn\u00fc do\u011furur.<\/p>\n\n\n\n

\u0130spat kurallar\u0131n\u0131n zorlanan s\u0131n\u0131rlar\u0131 usul hukukunda yeni aray\u0131\u015flara yol a\u00e7m\u0131\u015ft\u0131r. \u201cEmare\u201d i\u015fte bu anlay\u0131\u015f\u0131n bir sonucudur. <\/p>\n\n\n\n

Olaylar\u0131n tipik ak\u0131\u015f\u0131, tecr\u00fcbe kurallar\u0131 g\u00f6z \u00f6n\u00fcne al\u0131nd\u0131\u011f\u0131nda verilecek sonu\u00e7la ispat ger\u00e7ekle\u015fir. Ba\u015fka bir anlat\u0131mla bu \u0130lk G\u00f6r\u00fcn\u00fc\u015f \u0130spat\u0131\u2019d\u0131r. (Yarg\u0131tay 9. Hukuk Dairesi, 2016\/12989 E., 2020\/2304 K., 17.02.2020 T.)<\/p>\n\n\n\n

The conclusion reached does not align with the case file. Specifically, when all the information and documents in the file, including witness statements, are considered together, it is understood that both the behaviors described as mobbing in the lawsuit and the matters mentioned in the statements of the plaintiff's witnesses stem from the employer's general management approach, and are not solely directed at the plaintiff. It is also understood that there was no systematic, continuous, intimidating, exclusionary, or harassing mobbing directed at the plaintiff in the workplace, and that the elements of mobbing are not present. (Supreme Court of Appeals, 9th Civil Chamber, Case No. 2017\/16925 E., Decision No. 2020\/10963 K., October 7, 2020)<\/p>\n\n\n\n

In the specific dispute, it is evident from the information and documents in the file that the plaintiff experienced some problems with the new production supervisor appointed after the change in management at the defendant's workplace, and that there were unfavorable changes in working conditions; however, it is not possible to speak of a situation that directly targeted the plaintiff, consisting of continuous and systematic pressure, or in other words, a situation that could be characterized as mobbing. (Supreme Court of Appeals, 22nd Civil Chamber, Case No. 2017\/6719 E., Decision No. 2020\/9153 K., July 8, 2020)<\/p>\n\n\n\n

It is understood that the plaintiff employee failed to prove the "mobbing" allegation, and therefore the termination he\/she carried out did not have a just cause. (Supreme Court of Appeals, 9th Civil Chamber, Case No. 2016\/16343 E., Decision No. 2020\/4865 K., June 4, 2020)<\/p>\n\n\n\n

Her iki taraf tan\u0131k anlat\u0131mlar\u0131 ve \u00f6zellikle ortak tan\u0131\u011f\u0131n beyanlar\u0131 birlikte de\u011ferlendirildi\u011finde; olaylar\u0131n ak\u0131\u015f\u0131na g\u00f6re, davac\u0131n\u0131n i\u015fverenle g\u00f6r\u00fc\u015fmesi s\u0131ras\u0131nda i\u015fverence i\u015f\u00e7iye kaba davran\u0131l\u0131p \u00e7al\u0131\u015fma ili\u015fkisine yak\u0131\u015fmayan bir davran\u0131\u015f sergilendi\u011fi, i\u015f\u00e7inin k\u00fc\u00e7\u00fclt\u00fcc\u00fc muameleye maruz b\u0131rak\u0131ld\u0131\u011f\u0131 tart\u0131\u015fmas\u0131zd\u0131r. \u0130\u015fverence sergilenen davran\u0131\u015flar Mobbing d\u00fczeyinde olmasa da davac\u0131n\u0131n ki\u015filik haklar\u0131 ihlal edilmi\u015ftir. Bu durum i\u015f\u00e7iye hakl\u0131 fesih yetkisi verir. (Yarg\u0131tay 22. Hukuk Dairesi, 2017\/27598 E, 2020\/2999 K., 20.01.2020 T.)<\/p>\n\n\n\n

Upon examining the plaintiff's witness statements, which the court relied upon in its reasoning, it was found that none of the behaviors described in the plaintiff's claim that the Assistant Manager treated him badly included insults, threats, or humiliation. The Assistant Manager's questions, such as "Why are you doing this?", mentioned in the witness statements, were words spoken by the Assistant Manager in his position of authority, within the scope of his duties, and had no offensive aspect. It is part of the Assistant Manager's job to supervise the work of the personnel under his responsibility. Furthermore, the doctor's report mentioned in the court's reasoning was obtained two months after the termination, and in this specific dispute, the plaintiff employee failed to prove mobbing or any other justifiable reason. (Supreme Court of Appeals, 9th Civil Chamber, Case No. 2017\/14200 E, Decision No. 2020\/928 K, February 22, 2020)<\/p>\n\n\n\n

Considering all the information and documents in the file, as well as the witness statements, it has not been demonstrated with concrete and convincing evidence that the plaintiff was systematically subjected to psychological harassment and that her personal rights were violated. The elements of mobbing as described are not present, and therefore, considering that the plaintiff's personal rights have not been proven to have been violated, the claim for moral damages should be rejected. (Supreme Court of Appeals, 22nd Civil Chamber, Case No. 2016\/24622 E, Decision No. 2019\/23339 K, December 12, 2019)<\/p>\n\n\n\n

Consequently, since the plaintiff employee failed to prove the psychological pressure and mobbing allegations that led to the termination of his employment, his claim for severance pay must be rejected. (Supreme Court of Appeals, 9th Civil Chamber, Case No. 2016\/1091 E., Decision No. 2019\/22018 K., December 10, 2019)<\/p>\n\n\n\n

Other works we have prepared within the scope of Labor Law;<\/p>\n\n\n\n

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