{"id":6448,"date":"2021-09-23T09:00:00","date_gmt":"2021-09-23T06:00:00","guid":{"rendered":"https:\/\/www.efeshukuk.com\/?p=6448"},"modified":"2021-09-23T18:49:24","modified_gmt":"2021-09-23T15:49:24","slug":"is-sozlesmelerinde-cezai-sart","status":"publish","type":"post","link":"https:\/\/efeshukuk.com\/en\/is-sozlesmelerinde-cezai-sart\/","title":{"rendered":"Penalty Clauses in Employment Contracts"},"content":{"rendered":"
\"\u0130\u015f<\/figure><\/div>\n\n\n\n

\u0130\u015f S\u00f6zle\u015fmelerinde Cezai \u015eart | \u0130zmir \u0130\u015f Hukuku Avukat\u0131<\/strong><\/p>\n\n\n\n

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Dilek Yavuz Uysal<\/span><\/strong><\/figcaption><\/figure>\n<\/div>\n\n\n\n
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Penalty Clauses in Employment Contracts <\/strong> <\/h2>\n\n\n\n

Cezai \u015fart, Bor\u00e7lar Kanunu’nda d\u00fczenlenmi\u015f olup, taraflar aras\u0131nda aktedilen s\u00f6zle\u015fme y\u00fck\u00fcml\u00fcl\u00fcklerine ayk\u0131r\u0131 davran\u0131lmas\u0131 durumunda zarar\u0131 gidermek i\u00e7in kullan\u0131lan bir taahh\u00fct anlam\u0131 ta\u015f\u0131maktad\u0131r. S\u00f6zle\u015fme serbestisi ilkesi gere\u011fince taraflar s\u00f6zle\u015fmelere cezai \u015fart koyabilmektedir. S\u00f6z konusu cezai \u015fart, hakkaniyet s\u0131n\u0131rlar\u0131nda belirlenmelidir.<\/p>\n<\/div>\n<\/div>\n\n\n\n

\u0130\u015f s\u00f6zle\u015fmelerindeki cezai \u015fart hususuna bak\u0131lacak olursa: 4857 Say\u0131l\u0131 \u0130\u015f Kanunu’nda cezai \u015fart d\u00fczenlemesi bulunmamaktad\u0131r. Fakat Bor\u00e7lar Kanunu s\u00f6zle\u015fme serbestisi ilkesi gere\u011fince i\u015f s\u00f6zle\u015fmelerinde gerek i\u015f\u00e7iyi gerekse i\u015fvereni korumak amac\u0131yla cezai \u015fart d\u00fczenlemesine yer verilmesinde hukuka ayk\u0131r\u0131 bir durum olmayacakt\u0131r.<\/p>\n\n\n\n

Cezai \u015eart Hakkaniyete Ayk\u0131r\u0131 D\u00fczenlenemez.<\/strong><\/p>\n\n\n\n

 \u0130\u015f s\u00f6zle\u015fmelerinde cezai \u015fartlar, uygulamada i\u015f\u00e7inin fesih hakk\u0131n\u0131 s\u0131n\u0131rlamak amac\u0131 ile kullan\u0131lmaktad\u0131r. B\u00f6ylece, i\u015f\u00e7inin haks\u0131z sebeplerle i\u015f s\u00f6zle\u015fmesini feshetmemesi veya i\u015f\u00e7inin s\u00f6zle\u015fmeyi feshinden sonra i\u015fverenin ayn\u0131 nitelikle ba\u015fka bir i\u015f\u00e7i bulmas\u0131 i\u00e7in ge\u00e7en s\u00fcredeki zarar\u0131 engellenmeye \u00e7al\u0131\u015f\u0131lmaktad\u0131r.<\/p>\n\n\n\n

\u00d6nemle belirtmek gerekir ki, i\u015f\u00e7inin lehine olan fesih haklar\u0131 cezai \u015fart koyularak s\u0131n\u0131rlanamaz. \u00d6rnek vermek gerekirse, i\u015f\u00e7inin \u00fccretinin \u00f6denmemesi durumunda i\u015f s\u00f6zle\u015fmesini feshetmesi, i\u015f\u00e7i a\u00e7\u0131s\u0131ndan hakl\u0131 fesih sebebidir. Bu durumda, i\u015f s\u00f6zle\u015fmesine ” \u00fccret \u00f6denmedi\u011fi veya ge\u00e7 \u00f6dendi\u011fi i\u00e7in i\u015f s\u00f6zle\u015fmesi fesih edilemez aksi taktirde i\u015f\u00e7i \u015fu kadar bedel \u00f6deyecektir.” \u015feklinde koyulan bir cezai \u015fart ge\u00e7ersizdir. Zira, i\u015f kanunu i\u015f\u00e7iyi ve i\u015fvereni ”korumay\u0131” temel almakta olup, aleyhe yap\u0131lacak olan d\u00fczenlemeler hakkaniyete ayk\u0131r\u0131l\u0131k te\u015fkil ederek ge\u00e7ersiz olacakt\u0131r.<\/p>\n\n\n\n

Sadece \u0130\u015f<\/strong>\u00e7<\/strong>i Aleyhine Cezai \u015eart Koyulamaz.<\/strong><\/p>\n\n\n\n

6098 say\u0131l\u0131 T\u00fcrk Bor\u00e7lar Kanununun<\/a> 420 nci maddesi \u201cHizmet s\u00f6zle\u015fmelerine sadece i\u015f\u00e7i aleyhine konulan ceza ko\u015fulu ge\u00e7ersizdir.\u201d h\u00fckm\u00fcn\u00fc getirmi\u015ftir. Bu itibarla hizmet s\u00f6zle\u015fmelerine i\u015f\u00e7i aleyhine konulan cezai \u015fartlar ge\u00e7ersiz, i\u015f\u00e7i lehine konulan cezai \u015fartlar ise ge\u00e7erli kabul edilmelidir.<\/p>\n\n\n\n

The requirement that penalty clauses be bilateral and apply to both the employee and the employer means that the penalty clause agreed upon against the employee cannot exceed that agreed upon against the employer. In other words, it is inconceivable that the penalty clause determined against the employee, in terms of its conditions and amount, could exceed the employer's responsibility. In a bilateral penalty clause where there is an inequality against the employee, while the penalty clause is not entirely invalid, the employee's liability cannot exceed the amount and circumstances for which the employer is liable.<\/p>\n\n\n\n

Belirli S\u00fcreli \u0130\u015f S<\/strong>\u00f6zle\u015fmesinde <\/strong>de <\/strong>Cezai \u015eart<\/strong> Koyulabilir.<\/strong><\/strong><\/p>\n\n\n\n

Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi, s\u00f6zle\u015fmenin belli s\u00fcre ile yap\u0131ld\u0131\u011f\u0131, s\u00fcre sonunda s\u00f6zle\u015fmenin sona erece\u011fi anlam\u0131na gelir. Yarg\u0131tay 22. Hukuk Dairesi 07.01.2019 tarihli karar\u0131yla i\u015f s\u00f6zle\u015fmesi belirli s\u00fcreli olsa dahi cezai \u015fart\u0131n getirilmesinin m\u00fcmk\u00fcn oldu\u011funu belirtmi\u015ftir. \u00d6nemli olan getirilen cezai \u015fart\u0131n kar\u015f\u0131l\u0131kl\u0131l\u0131k esas\u0131na uygun olmas\u0131d\u0131r. Bu durumda i\u015f s\u00f6zle\u015fmelerinde cezai \u015fart\u0131n ko\u015fulu, i\u015f s\u00f6zle\u015fmesinin s\u00fcresinden \u00f6nce sonland\u0131r\u0131lmas\u0131 olarak kabul edilir. \u00d6rne\u011fin, 09.09.2019 tarihine dek ge\u00e7erli olacak bir i\u015f s\u00f6zle\u015fmesi, i\u015fveren taraf\u0131ndan 09.09.2018 tarihinde sonlan\u0131rsa cezai ko\u015fulu \u00f6demekle y\u00fck\u00fcml\u00fc tutulacakt\u0131r.<\/p>\n\n\n\n

\u0130\u015f S\u00f6zle\u015fmelerindeki Cezai \u015eart\u0131n Ko\u015fullar\u0131:<\/strong><\/p>\n\n\n\n

  1. Cezai \u015eart Kanuna, Ahlaka, Ki\u015filik Haklar\u0131na Ayk\u0131r\u0131 yahut \u0130mkans\u0131z Olmamal\u0131 : \u00d6rne\u011fin, i\u015f\u00e7inin g\u00fcnde 14 saat \u00e7al\u0131\u015ft\u0131r\u0131lmas\u0131n\u0131 \u00f6ng\u00f6ren i\u015f s\u00f6zle\u015fmesi kanuna ve ki\u015filik haklar\u0131na a\u00e7\u0131k\u00e7a ayk\u0131r\u0131d\u0131r. Cezai \u015fart\u0131n as\u0131l s\u00f6zle\u015fmeye ba\u011fl\u0131l\u0131\u011f\u0131 gere\u011fi, ge\u00e7ersiz s\u00f6zle\u015fme h\u00fck\u00fcmleri nedeniyle, uygulama alan\u0131 bulmayacakt\u0131r.<\/li>
  2. As\u0131l S\u00f6zle\u015fmenin Ge\u00e7erli Bir \u015eekilde Kurulmas\u0131 : \u00d6rne\u011fin, i\u015f\u00e7inin imzas\u0131 olmayan bir i\u015f s\u00f6zle\u015fmesi ge\u00e7erli olmayacak ve cezai \u015fartlar\u0131 da h\u00fck\u00fcm ifade etmeyecektir.<\/li>
  3. Kar\u015f\u0131l\u0131kl\u0131l\u0131k Esas\u0131na Uygun Olarak Eklenmi\u015f Olmas\u0131 : Stat\u00fc farkl\u0131l\u0131\u011f\u0131 olmamas\u0131 a\u00e7\u0131s\u0131ndan kar\u015f\u0131l\u0131kl\u0131l\u0131k esast\u0131r.<\/li>
  4. Cezai \u015eart\u0131n Hakkaniyete Uygun Olmas\u0131: \u00d6rne\u011fin asgari \u00fccretle \u00e7al\u0131\u015fan bir i\u015f\u00e7iye 40.000 TL cezai \u015fart belirlemek hakkaniyete ayk\u0131r\u0131d\u0131r.<\/li><\/ol>\n\n\n\n

    Cezai \u015eart Bulunan \u0130\u015f S<\/strong>\u00f6<\/strong>zle\u015fmelerinin Feshi:<\/strong><\/p>\n\n\n\n

    \u0130\u015f s\u00f6zle\u015fmelerinde cezai \u015fart \u00f6deme borcunun do\u011fmas\u0131 i\u00e7in s\u00f6zle\u015fmenin haks\u0131z feshi meydana gelmelidir. Hakl\u0131 nedenlere dayanarak yap\u0131lan fesih durumunda, cezai \u015fart h\u00fck\u00fcmlerinin uygulanmas\u0131 m\u00fcmk\u00fcn olmaz. Aksine s\u00f6zle\u015fmeyi hakl\u0131 nedenle fesheden taraf\u0131n cezai \u015fart talebinde bulunmas\u0131 m\u00fcmk\u00fcn olabilir. Hakl\u0131 fesih durumunda ise, Yarg\u0131tay bir karar\u0131nda k\u0131dem ve ihbar tazminat\u0131yla birlikte ceza ko\u015fulunun da talep edebilece\u011fine h\u00fckmetmi\u015ftir. (Yarg\u0131tay 9.HD, 10.11.1992, 631E. 12426K)<\/p>\n\n\n\n

    Bu sebeple i\u015f s\u00f6zle\u015fmelerinde cezai \u015fart bulunan i\u015f\u00e7i ve i\u015fverenler ceza ko\u015fulu belirlerken, olas\u0131 uyu\u015fmazl\u0131kta ceza ko\u015fulunun h\u00fck\u00fcms\u00fcz hale getirilebilme ihtimalini de unutmamal\u0131d\u0131r. Bu nedenle hen\u00fcz i\u015f ili\u015fkisinin kurulma a\u015famas\u0131n\u0131n ba\u015f\u0131nda bir avukattan hukuki yard\u0131m almak \u00f6nemlidir.<\/p>\n\n\n\n

    For legal advice on this matter, please contact our expert team. Contact <\/span><\/a>page.<\/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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