AI Summary & Key Takeaways
AI InsightAlthough the system of autonomy of collective bargaining agreements is ensured by the Constitution, according to the latest Law numbered 6356, it is provided as a system completely operating under the supervision of the state taking into consideration especially the determination of membership to trade unions and also the requirement of certificate of authorization to be a party to a collective bargaining agreement, the application of collective bargaining agreement procedure, the determination of disputes, mediation, suspension of a strike and strike prohibitions, the principles of strike applications and other relevant limitations and therefore, it is observed that the new system contradicts with the principle of autonomy
📌 3 Key Takeaways
Abstract
The Trade Unions and Collective Bargaining Agreements Law dated November 7, 2012 and numbered 6356, which abolishes the Collective Bargaining Agreements, Strike and Lock-out Law numbered 2822, while re-regulating the trade unions and collective bargaining agreements, also re-regulates the concept of strike. Although the system of autonomy of collective bargaining agreements is ensured by the Constitution, according to the latest Law numbered 6356, it is provided as a system completely operating under the supervision of the state taking into consideration especially the determination of membership to trade unions and also the requirement of certificate of authorization to be a party to a collective bargaining agreement, the application of collective bargaining agreement procedure, the determination of disputes, mediation, suspension of a strike and strike prohibitions, the principles of strike applications and other relevant limitations and therefore, it is observed that the new system contradicts with the principle of autonomy
Özet
2822 sayılı Toplu İş Sözleşmesi Grev ve Lokavt Kanununu yürürlükten kaldıran 7.11.2012 tarih ve 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu, sendikalar ve toplu iş sözleşmesi konularını baştan düzenlerken bu kapsamda grev olgusunu da yeniden düzenlemiştir. Toplu iş sözleşmesi özerkliği sistemi, tüm kurumları ile anayasa düzeyinde güvence altına alınmış olmasına karşın, son olarak yürürlüğe konulan 6356 sayılı hükümlerine göre de, başta sendika üyeliğinin saptanması olmak üzere, toplu sözleşmeye taraf olabilmek için yetki belgesinin verilmesi, toplu iş sözleşmesi prosedürünün uygulanması, uyuşmazlığın saptanması, arabuluculuk, grev ertelemesi, grev yasakları, grev uygulama esasları ve bu konuda getirilen sınırlamalar ile tam bir devlet vesayetinde işleyen bir sistem olarak ortaya çıkmakta ve özerklikle bağdaşmayan bir yapıya sahip olduğu gözlenmektedir