{"id":1626,"date":"2021-02-12T12:15:24","date_gmt":"2021-02-12T11:15:24","guid":{"rendered":"http:\/\/smart-arbeitsrecht.de\/?page_id=1626"},"modified":"2026-01-20T13:36:43","modified_gmt":"2026-01-20T12:36:43","slug":"betriebsbedingte-kuendigung-wichtige-informationen","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/tr\/betriebsbedingte-kuendigung-wichtige-informationen\/","title":{"rendered":"Operasyonel nedenlerle i\u015ften \u00e7\u0131karma - Etkilenenlerin bilmesi gerekenler"},"content":{"rendered":"<p>Daha fazlas\u0131n\u0131 \u00f6\u011frenmek ister misiniz? <strong>operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lma<\/strong> \u015eirketinizin yeniden yap\u0131land\u0131r\u0131lmas\u0131 ve i\u015finizi kaybetme ihtimali konusunda endi\u015feli misiniz? Belki de operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131ld\u0131n\u0131z ve bununla nas\u0131l ba\u015fa \u00e7\u0131kaca\u011f\u0131n\u0131z konusunda acilen hukuki deste\u011fe ihtiyac\u0131n\u0131z var. Bu sizin i\u00e7in tamamen yeni ve endi\u015fe verici bir durum. Sonu\u00e7ta, i\u015finizi kaybetme riskiyle kar\u015f\u0131 kar\u015f\u0131yas\u0131n\u0131z.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignright size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"688\" height=\"458\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Betriebsbedingte-Kuendigung.jpg\" alt=\"\" class=\"wp-image-8489\" style=\"width:393px;height:auto\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Betriebsbedingte-Kuendigung.jpg 688w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Betriebsbedingte-Kuendigung-300x200.jpg 300w\" sizes=\"auto, (max-width: 688px) 100vw, 688px\" \/><figcaption class=\"wp-element-caption\">Operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131ld\u0131n\u0131z m\u0131? L\u00fctfen benimle telefonla ileti\u015fime ge\u00e7in: <a href=\"tel:040524717830\">040 524 717 830<\/a> veya e-posta yoluyla <a href=\"mailto:lugowski@smart-arbeitsrecht.de\">lugowski@smart-arbeitsrecht.de<\/a><\/figcaption><\/figure><\/div>\n\n\n<p>Bu makale, operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lma konusunda sizi bilgilendirmeyi ve korkular\u0131n\u0131z\u0131 ve belirsizliklerinizi gidermeyi ama\u00e7lamaktad\u0131r. \u00d6zellikle \u015funlar\u0131 \u00f6\u011freneceksiniz:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 nas\u0131l korundu\u011funuz,<\/li>\n\n\n\n<li>hangi ko\u015fullar alt\u0131nda operasyonel nedenlerle i\u015ften \u00e7\u0131karman\u0131n (etkisiz) say\u0131laca\u011f\u0131,<\/li>\n\n\n\n<li>operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 dava a\u00e7\u0131p a\u00e7amayaca\u011f\u0131n\u0131z ve nas\u0131l a\u00e7abilece\u011finiz,<\/li>\n\n\n\n<li>operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 i\u015flem yapman\u0131n ne \u00f6l\u00e7\u00fcde mant\u0131kl\u0131 oldu\u011fu ve<\/li>\n\n\n\n<li>K\u0131dem tazminat\u0131 bekleyip bekleyemeyece\u011finiz.<\/li>\n<\/ul>\n\n\n\n<p>\u0130\u015fletmesel sebeplerden dolay\u0131 fesih bildirimi ald\u0131ysan\u0131z mutlaka h\u0131zl\u0131 hareket etmelisiniz. <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\">\u0130\u015ften \u00e7\u0131kar\u0131lma koruma davas\u0131<\/a> Fesih bildiriminin al\u0131nmas\u0131ndan itibaren \u00fc\u00e7 hafta i\u00e7inde m\u00fcmk\u00fcnd\u00fcr. Aksi takdirde, fesih hukuka ayk\u0131r\u0131 olsa bile, feshe itiraz etme f\u0131rsat\u0131 genellikle kaybedilir.<\/p>\n\n\n\n<div class=\"toc\">\n<h3>\u0130\u00e7indekiler:<\/h3>\n<ol>\n<li><a href=\"#1\">\u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma nedir?<\/a><\/li>\n<li><a href=\"#2\">\u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma ne zaman caizdir?<\/a><\/li>\n<li><a href=\"#3\">\u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karmadan daha hafif tedbirler var m\u0131?<\/a><\/li>\n<li><a href=\"#4\">Sosyal se\u00e7ilim nedir?<\/a><\/li>\n<li><a href=\"#5\">Yanl\u0131\u015f sosyal se\u00e7ilimin sonu\u00e7lar\u0131 nelerdir?<\/a><\/li>\n<li><a href=\"#6\">Sosyal se\u00e7ilimin nas\u0131l ger\u00e7ekle\u015ftirildi\u011fini nas\u0131l kontrol edebilirim?<\/a><\/li>\n<li><a href=\"#7\">\u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131kar\u0131l\u0131rsam k\u0131dem tazminat\u0131na hak kazan\u0131r m\u0131y\u0131m?<\/a><\/li>\n<li><a href=\"#8\">\u0130\u015fletmesel nedenlerle fesih bildirimi ald\u0131ysam ne yapmal\u0131y\u0131m?<\/a><\/li>\n<li><a href=\"#9\">\u00c7\u00f6z\u00fcm<\/a><\/li>\n<li><a href=\"#10\">S\u0131k\u00e7a Sorulan Sorular<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"1\">1. \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma nedir?<\/h2>\n\n\n\n<p>Bir i\u015f ili\u015fkisi, \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 kapsam\u0131nda i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 korumaya tabi midir? - k\u0131saca <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/\">T\u00fcketiciyi Koruma Yasas\u0131<\/a> -, yaln\u0131zca fesih durumunda feshedilebilir <strong>sosyal olarak hakl\u0131<\/strong> Sosyal hakl\u0131 fesih sebeplerinden biri de i\u015f kazas\u0131 sebepleridir. \u0130\u015f kazas\u0131 sebepleri, acil i\u015f kazas\u0131 gerekleri nedeniyle \u00e7al\u0131\u015fan\u0131n i\u015fine devam etmesinin m\u00fcmk\u00fcn olmamas\u0131 durumunda ortaya \u00e7\u0131kar.<\/p>\n\n\n\n<p>Bu, i\u015fverenlere, personel ihtiya\u00e7lar\u0131 azald\u0131\u011f\u0131nda personel say\u0131s\u0131n\u0131 azaltma se\u00e7ene\u011fi sunar. B\u00f6yle bir \u00f6nlem, giri\u015fimci karar \u00f6zg\u00fcrl\u00fc\u011f\u00fcn\u00fcn temel hakk\u0131 kapsam\u0131ndad\u0131r. Bir \u015firket bir \u015fubeyi, departman\u0131 veya \u00fcretim tesisini kapat\u0131rsa, bu hem devletin hem de \u00e7al\u0131\u015fanlar\u0131n belirli s\u0131n\u0131rlar i\u00e7inde kabul etmesi gereken bir ticari karard\u0131r.<\/p>\n\n\n\n<p>Bir \u015firket yaln\u0131zca personel azalt\u0131m\u0131na yol a\u00e7acak tedbirleri planl\u0131yorsa ancak hen\u00fcz somut bir karar veya benzeri bir durum almam\u0131\u015fsa, operasyonel nedenlerle i\u015ften \u00e7\u0131karmalar (hen\u00fcz) kabul edilemez.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3><span class=\"orange-accent\">Operasyonel nedenlerle i\u015ften \u00e7\u0131karma<\/span> Hemen yasal olarak incelenmesini sa\u011flay\u0131n.<\/h3>\n  <p><strong>Harekete ge\u00e7mek i\u00e7in sadece \u00fc\u00e7 haftan\u0131z kald\u0131 - hemen yard\u0131mc\u0131 olaca\u011f\u0131z.<\/strong><\/p>\n  <p><em>Fesih s\u00fcrecinizi inceliyor, davan\u0131n ba\u015far\u0131 \u015fans\u0131n\u0131 de\u011ferlendiriyor ve istenirse tazminat paketiniz \u00fczerinde m\u00fczakere ediyoruz. Sizi h\u0131zl\u0131, a\u00e7\u0131k ve \u00fclke \u00e7ap\u0131nda temsil ediyoruz.<\/em><\/p>\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Hemen aray\u0131n\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/tr\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> \u00dccretsiz ilk de\u011ferlendirme\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2\">2. \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma ne zaman m\u00fcmk\u00fcnd\u00fcr?<\/h2>\n\n\n\n<p>\u0130\u015fletme nedenleriyle i\u015ften \u00e7\u0131kar\u0131lma <strong>\u00fc\u00e7 <\/strong>Gerekli \u015fartlar:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cAcil operasyonel gereksinimlerin\u201d varl\u0131\u011f\u0131<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fan i\u00e7in alternatif bir istihdam imk\u00e2n\u0131n\u0131n olmamas\u0131 (yani i\u015ften \u00e7\u0131karma yerine daha hafif tedbirler)<\/li>\n\n\n\n<li>Uygun \u015fekilde y\u00fcr\u00fct\u00fclen bir sosyal se\u00e7ilim<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lmada acil operasyonel gereksinimler<\/h3>\n\n\n\n<p>Bir yandan operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lma durumunda, <strong>operasyonel gereksinimler<\/strong> \u00d6te yandan, operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lma durumunda bu \u015fartlar\u0131n sa\u011flanmas\u0131 gerekir. <strong>acil<\/strong> Operasyonel nedenlerle i\u015ften \u00e7\u0131karma her zaman bir i\u015f karar\u0131yla ba\u015flar. \u00d6rne\u011fin, bir \u015fube veya \u00fcretim tesisi kapat\u0131ld\u0131\u011f\u0131nda, bu b\u00f6yle bir i\u015f karar\u0131na dayan\u0131r. Bu karar daha sonra i\u015f kay\u0131plar\u0131na yol a\u00e7ar.<\/p>\n\n\n\n<p>\u0130\u015fveren, i\u015ften \u00e7\u0131karma koruma i\u015flemlerinde hem a\u00e7\u0131k hem de her \u015feyden \u00f6nce anla\u015f\u0131l\u0131r bir \u015fekilde a\u00e7\u0131klama yapmal\u0131d\u0131r. \u00d6rne\u011fin, bir \u015fube sat\u0131\u015flardaki d\u00fc\u015f\u00fc\u015f nedeniyle kapat\u0131lm\u0131\u015fsa, bu durum \u015fube \u00e7al\u0131\u015fanlar\u0131n\u0131n operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lmas\u0131yla sonu\u00e7lan\u0131r. Bu durumda, sat\u0131\u015flardaki d\u00fc\u015f\u00fc\u015f bir ticari karar\u0131n (\u015fubenin kapat\u0131lmas\u0131) al\u0131nmas\u0131n\u0131 tetiklemi\u015f olabilir, ancak i\u015ften \u00e7\u0131karman\u0131n nedeni bu de\u011fildir, \u00e7\u00fcnk\u00fc i\u015ften \u00e7\u0131karman\u0131n nedeni bir ticari karard\u0131r.<\/p>\n\n\n\n<p>Bir i\u015f karar\u0131n\u0131n tetikleyicisi veya nedeni d\u0131\u015f ko\u015fullar veya i\u00e7 nedenler olabilir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-au-erbetriebliche-gr-nde-f-r-den-arbeitsplatzwegfall\">\u0130\u015f kayb\u0131n\u0131n d\u0131\u015f nedenleri<\/h3>\n\n\n\n<p>Alt\u0131nda <strong>d\u0131\u015f nedenler<\/strong> \u0130\u015fletmenin organizasyonu ve y\u00f6netimiyle do\u011frudan bir ba\u011flant\u0131s\u0131 olmayan, ancak yine de i\u015fletme \u00fczerinde etkisi olan durumlard\u0131r. Bu durumlar, i\u015f y\u00fck\u00fcnde bu durumlar nedeniyle kal\u0131c\u0131 bir azalma olmas\u0131 durumunda, acil bir operasyonel fesih gerek\u00e7esi olu\u015fturabilir. \u0130\u015f y\u00fck\u00fcndeki bu azalma, bir veya daha fazla \u00e7al\u0131\u015fan i\u00e7in istihdam\u0131n devam\u0131na gerek kalmamas\u0131yla sonu\u00e7lanmal\u0131d\u0131r. Bu nedenle, i\u015fverenin ispat y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc kat\u0131d\u0131r. \u0130\u015fveren, \u015funlar\u0131 kan\u0131tlamal\u0131d\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>k\u0131sa vadede a\u015fa\u011f\u0131 y\u00f6nl\u00fc bir hareket yok,<\/li>\n\n\n\n<li>ancak sipari\u015flerde kal\u0131c\u0131 bir d\u00fc\u015f\u00fc\u015f beklenebilir ve<\/li>\n\n\n\n<li>sipari\u015flerde dalgalanma olmas\u0131 prognoz a\u00e7\u0131s\u0131ndan g\u00f6z ard\u0131 edilebilir.<\/li>\n<\/ul>\n\n\n\n<p>Bunu g\u00f6stermek i\u00e7in, bir i\u015fverenin temsili referans d\u00f6nemlerinden gelen veri kay\u0131tlar\u0131n\u0131 kullanarak i\u015f y\u00fck\u00fcnde bir azalma oldu\u011funu g\u00f6stermesi gerekir (<a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-346-12\/?highlight=2+AZR+346%2F12\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 20 \u015eubat 2014 tarihli karar \u2013 2 AZR 346\/12<\/a>).<\/p>\n\n\n\n<p>\u0130\u015f mahkemelerinin tatmin olaca\u011f\u0131 d\u0131\u015fsal nedenler sunmak \u00e7o\u011fu zaman zor oldu\u011fundan, i\u015fverenler, ekonomik performanstaki d\u00fc\u015f\u00fc\u015f gibi bu d\u0131\u015fsal nedenleri, uygulanmas\u0131 halinde gelecekte \u00e7al\u0131\u015fanlar\u0131n istihdam\u0131na devam etme ihtiyac\u0131n\u0131 da ortadan kald\u0131racak bir \u00f6rg\u00fctsel \u00f6nlemin ba\u015flang\u0131\u00e7 noktas\u0131 olarak kullanacaklard\u0131r. \u00d6rnekler:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Vardiya de\u011fi\u015fimi<\/li>\n\n\n\n<li>A\u00e7\u0131l\u0131\u015f saatlerinde de\u011fi\u015fiklik<\/li>\n\n\n\n<li>Temel faaliyet alan\u0131na odaklanma<\/li>\n<\/ul>\n\n\n\n<p>O zaman d\u0131\u015fsal nedenler \u015funlard\u0131r:<strong> <\/strong>bunun sadece nedeni ve arka plan\u0131 <strong>\u00d6rg\u00fctsel karar<\/strong>, bir i\u015fverenin \u015firketini gelece\u011fe daha iyi haz\u0131rlamay\u0131 ama\u00e7lad\u0131\u011f\u0131 bir karard\u0131r. Bu karar\u0131n yarg\u0131sal incelemesi \u00f6nemli \u00f6l\u00e7\u00fcde s\u0131n\u0131rl\u0131d\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u0130\u015ften \u00e7\u0131kar\u0131lmalar\u0131n i\u00e7 nedenleri<\/h3>\n\n\n\n<p>\u0130\u015f kararlar\u0131 genellikle <strong>dahili <\/strong>Sebepler ortaya at\u0131l\u0131r. \u00d6rne\u011fin, birka\u00e7 i\u015fin yerine ge\u00e7ecek bir makine sat\u0131n al\u0131nd\u0131\u011f\u0131nda, bunlar tamamen i\u00e7sel sebeplerdir ve sat\u0131\u015flar\u0131n d\u00fc\u015fmesi, fiyat art\u0131\u015flar\u0131 veya di\u011fer d\u0131\u015fsal sebeplerle hi\u00e7bir ilgisi yoktur. \u0130\u00e7sel sebepler, i\u015fverenin ihtiya\u00e7 g\u00f6rd\u00fc\u011f\u00fc i\u00e7in karar verdi\u011fi olgulard\u0131r. \u00c7o\u011fu durumda bunlar maliyet tasarrufu veya rasyonalizasyon sebepleridir.<\/p>\n\n\n\n<p>\u0130\u00e7sel nedenlere \u00f6rnek olarak \u015funlar verilebilir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Operasyonel birimlerin kapat\u0131lmas\u0131<\/li>\n\n\n\n<li>\u00dcretimin yurtd\u0131\u015f\u0131na ta\u015f\u0131nmas\u0131<\/li>\n\n\n\n<li>Departmanlar\u0131n birle\u015ftirilmesi veya d\u0131\u015f kaynak kullan\u0131m\u0131<\/li>\n\n\n\n<li>Otomasyon, \u00f6rne\u011fin yeni makineler arac\u0131l\u0131\u011f\u0131yla<\/li>\n\n\n\n<li>\u00dcretim d\u00f6n\u00fc\u015f\u00fcm\u00fc, \u00f6rne\u011fin yeni \u00fcretim s\u00fcre\u00e7leri arac\u0131l\u0131\u011f\u0131yla<\/li>\n<\/ul>\n\n\n\n<p>\u0130\u00e7 ve d\u0131\u015f nedenler aras\u0131nda net bir ayr\u0131m vard\u0131r <strong>\u00e7o\u011fu zaman m\u00fcmk\u00fcn de\u011fildir<\/strong>, \u00e7\u00fcnk\u00fc i\u00e7 ve d\u0131\u015f nedenler \u00f6rt\u00fc\u015fmektedir. \u0130\u00e7 nedenleri kan\u0131tlamak genellikle i\u015fveren i\u00e7in \u00e7ok daha kolayd\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-arbeitsplatzwegfall-durch-unternehmerische-entscheidung\">\u0130\u015f kararlar\u0131 nedeniyle i\u015f kay\u0131plar\u0131<\/h3>\n\n\n\n<p>Dolay\u0131s\u0131yla, bir i\u015fveren, \u00f6rne\u011fin ekonomik ortam\u0131n de\u011fi\u015fmesi nedeniyle art\u0131k bir \u00e7al\u0131\u015fana ihtiya\u00e7 duymad\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcr ve yukar\u0131da a\u00e7\u0131klanan t\u00fcrden bir \u00f6rg\u00fctsel \u00f6nlem uygulamaya karar verirse, prensip olarak operasyonel nedenlerle i\u015f akdini feshedebilir. \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 uyar\u0131nca, art\u0131k ihtiya\u00e7 duymad\u0131klar\u0131 i\u015fleri ve \u00e7al\u0131\u015fanlar\u0131 tutmak zorunda de\u011fildirler.<\/p>\n\n\n\n<p>\u00d6nceki a\u00e7\u0131klamalardan ve \u201c\u00f6zelli\u011finden\u201d<strong>acil<\/strong>Ancak, operasyonel nedenlerle i\u015ften \u00e7\u0131karman\u0131n m\u00fcmk\u00fcn olmas\u0131 i\u00e7in \u015firketin mali s\u0131k\u0131nt\u0131 i\u00e7inde olmas\u0131 gerekti\u011fi sonucuna var\u0131lmamal\u0131d\u0131r. Kriz kaynakl\u0131 olmayan organizasyonel kararlar bile operasyonel nedenlerle i\u015ften \u00e7\u0131karmalar\u0131 toplumsal olarak hakl\u0131 \u00e7\u0131karabilir. Bu, i\u015fverenin anayasal olarak g\u00fcvence alt\u0131na al\u0131nm\u0131\u015f giri\u015fimcilik \u00f6zg\u00fcrl\u00fc\u011f\u00fcnden kaynaklanmaktad\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karmalarda i\u00e7 nedenlerin s\u0131n\u0131rlar\u0131<\/h3>\n\n\n\n<p>The <strong>\u0130spat y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc<\/strong> \u015eirket i\u00e7i nedenlerle i\u015ften \u00e7\u0131kar\u0131lma oran\u0131 genellikle \u015firket d\u0131\u015f\u0131 nedenlerle i\u015ften \u00e7\u0131kar\u0131lma oran\u0131ndan daha d\u00fc\u015f\u00fckt\u00fcr. Ancak bu, t\u00fcm \u015firket i\u00e7i nedenlerin i\u015f mahkemeleri taraf\u0131ndan operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lma gerek\u00e7esi olarak kabul edilmesi gerekti\u011fi anlam\u0131na gelmez. Burada da i\u015fveren, <strong>belirli s\u0131n\u0131rlar<\/strong> A\u015f\u0131lmas\u0131 halinde i\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma kabul edilemez.<\/p>\n\n\n\n<p>Bunlara \u00f6rnek olarak \u015funlar verilebilir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>apa\u00e7\u0131k ortada olan <strong>\u0130lgisizlik<\/strong> yasalar\u0131 veya s\u00f6zle\u015fmeleri ihlal ediyorsa bir i\u015f karar\u0131<\/li>\n\n\n\n<li>apa\u00e7\u0131k ortada olan <strong>mant\u0131ks\u0131zl\u0131k<\/strong> \u00f6rne\u011fin ekonomik ve stratejik i\u015f anlay\u0131\u015f\u0131n\u0131n yoklu\u011funda bir i\u015f karar\u0131<\/li>\n\n\n\n<li>apa\u00e7\u0131k ortada olan <strong>keyfilik<\/strong> bir i\u015f karar\u0131, \u00f6rne\u011fin \u015firket organizasyonunun yeniden yap\u0131land\u0131r\u0131lmas\u0131 nedeniyle \u00e7al\u0131\u015fanlar\u0131n i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 genel korumadan mahrum b\u0131rak\u0131lmas\u0131 durumunda<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"3\">3. Operasyonel nedenlerle i\u015ften \u00e7\u0131karmadan daha hafif tedbirler var m\u0131?<\/h2>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>\u0130\u015fletme kaynakl\u0131 i\u015ften \u00e7\u0131karman\u0131n \u00f6n ko\u015fulu, i\u015ften \u00e7\u0131kar\u0131lan ki\u015fi i\u00e7in \u015firkette bo\u015f pozisyon bulunmamas\u0131d\u0131r. Transfer veya yeniden e\u011fitim ve ba\u015fka bir pozisyonda \u00e7al\u0131\u015fmaya devam etme gibi daha hafif tedbirler mevcutsa, i\u015fletme kaynakl\u0131 i\u015ften \u00e7\u0131karma daha hafif bir tedbir de\u011fildir ve bu nedenle kabul edilemez.<\/em><\/div>\n\n\n\n<p>Transfer durumunda, bildirim s\u00fcresinin sonuna kadar benzer bir pozisyon mevcut olmal\u0131 veya bildirim s\u00fcresinin bitiminden sonra \u00f6ng\u00f6r\u00fclebilir bir s\u00fcre i\u00e7inde (\u00f6rne\u011fin, i\u015f ba\u015fvurusunda bulunan ki\u015finin i\u015fe al\u0131\u015fmas\u0131 i\u00e7in gereken s\u00fcre makul olmal\u0131d\u0131r) m\u00fcsait olmal\u0131d\u0131r. Daha d\u00fc\u015f\u00fck \u00fccret veya daha az haftal\u0131k \u00e7al\u0131\u015fma saati gibi daha az elveri\u015fli ko\u015fullara sahip pozisyonlar mevcutsa, s\u00f6zle\u015fme de\u011fi\u015fikli\u011fi daha hafif bir \u00f6nlem olarak de\u011ferlendirilebilir. \u015eirket i\u00e7inde e\u015fde\u011fer veya daha k\u00f6t\u00fc \u00e7al\u0131\u015fma ko\u015fullar\u0131na sahip benzer pozisyonlar mevcutsa, i\u015fveren \u00e7al\u0131\u015fan\u0131 transfer etmeli veya s\u00f6zle\u015fme de\u011fi\u015fikli\u011fi yapmal\u0131d\u0131r.<\/p>\n\n\n\n<div class=\"wp-block-media-text is-stacked-on-mobile\" style=\"grid-template-columns:33% auto\"><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"920\" height=\"614\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Aenderungskuendigung.jpg\" alt=\"\u00c4nderungsk\u00fcndigung\" class=\"wp-image-8486 size-full\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Aenderungskuendigung.jpg 920w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Aenderungskuendigung-300x200.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Aenderungskuendigung-768x513.jpg 768w\" sizes=\"auto, (max-width: 920px) 100vw, 920px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<p>Konuyla ilgili daha fazla bilgi <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/aenderungskuendigung\/\">De\u011fi\u015fiklik bildirimi<\/a> Bu yaz\u0131da okuyun.<\/p>\n<\/div><\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-offensichtliche-unsachlichkeit-einer-unternehmerischen-entscheidung\">Benzer faaliyetlerin y\u00fcr\u00fct\u00fcld\u00fc\u011f\u00fc i\u015fyeri<\/h3>\n\n\n\n<p>Ancak, bir transfer veya s\u00f6zle\u015fme de\u011fi\u015fikli\u011fi, yaln\u0131zca \u00e7al\u0131\u015fan\u0131n s\u00f6z konusu pozisyon i\u00e7in gerekli beceri ve bilgiye sahip olmas\u0131 ve dolay\u0131s\u0131yla bo\u015f pozisyonun gerekliliklerini kar\u015f\u0131layabilmesi durumunda dikkate al\u0131n\u0131r. \u00c7al\u0131\u015fan\u0131n uygun oldu\u011fu bo\u015f pozisyonlar s\u00f6z konusu oldu\u011funda transfer veya s\u00f6zle\u015fme de\u011fi\u015fikli\u011finin \u00f6nceli\u011fi, <strong>orant\u0131l\u0131l\u0131k ilkesi<\/strong>\u0130\u015fverenin buradaki y\u00fck\u00fcml\u00fcl\u00fckleri de Federal \u0130\u015f Mahkemesi&#039;nin de belirtti\u011fi gibi olduk\u00e7a kapsaml\u0131d\u0131r:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>De\u011fi\u015fen (daha k\u00f6t\u00fc) ko\u015fullar alt\u0131nda istihdam\u0131n devam\u0131 teklifi yaln\u0131zca a\u015f\u0131r\u0131 durumlarda (\u00f6rne\u011fin, tamamen standartlar\u0131n alt\u0131nda istihdam durumunda...) g\u00f6z ard\u0131 edilebilir. Ayr\u0131ca, \u00e7al\u0131\u015fan\u0131n bo\u015f bir pozisyonda e\u011fitilmesinden sonra veya muhtemelen \u00e7al\u0131\u015fana makul bir yeniden e\u011fitim veya ileri e\u011fitim tedbiri teklif edildikten sonra m\u00fcmk\u00fcn olmas\u0131 durumunda, istihdam\u0131n devam\u0131na \u00f6ncelik verilmelidir. <\/p>\n<cite><a href=\"https:\/\/openjur.de\/u\/172536.html\" target=\"_blank\" rel=\"noreferrer noopener\">BAG, 5 Haziran 2008 tarihli karar \u2013 2 AZR 107\/07<\/a><\/cite><\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-arbeitgeber-muss-zumutbare-umschulungen-und-fortbildungen-erm-glichen\">\u0130\u015fverenler taraf\u0131ndan makul yeniden e\u011fitim ve ileri e\u011fitim<\/h3>\n\n\n\n<p>Sonras\u0131nda <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__1.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 1 paragraf 2 c\u00fcmle 3 KSchG<\/a> \u015eirket i\u00e7inde bo\u015f bir pozisyonda makul bir s\u00fcre ge\u00e7tikten sonra \u00e7al\u0131\u015fmaya devam etmek m\u00fcmk\u00fcnse i\u015ften \u00e7\u0131karma sosyal olarak haks\u0131zd\u0131r.<strong> Yeniden e\u011fitim ve ileri e\u011fitim \u00f6nlemleri<\/strong> de\u011fi\u015fen \u00e7al\u0131\u015fma ko\u015fullar\u0131 alt\u0131nda m\u00fcmk\u00fcn olup siz buna onay vermi\u015fsinizdir.<\/p>\n\n\n\n<p>Bu durum, i\u015fverenlerin ihbar s\u00fcresi dolduktan sonra bile, uygun yeniden e\u011fitim ve ileri e\u011fitim \u00f6nlemleriyle doldurabilece\u011finiz bir pozisyon sa\u011flamak zorunda kalmas\u0131na yol a\u00e7abilir. \u0130\u015fverenler, yaln\u0131zca bu \u00f6nlemleri tamamlad\u0131ktan sonra bile \u00e7al\u0131\u015fan i\u00e7in istihdam f\u0131rsat\u0131 olmayacaksa, makul yeniden e\u011fitim ve ileri e\u011fitim \u00f6nlemlerinden feragat edebilir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"4\">4. Sosyal se\u00e7ilim nedir?<\/h2>\n\n\n\n<p>\u00c7al\u0131\u015fanlar\u0131n operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lmas\u0131 durumunda, <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__1.html\">B\u00f6l\u00fcm 1 paragraf 3 KSchG<\/a> s\u00f6zde bir <strong>Sosyal se\u00e7ilim<\/strong> \u015eirkette benzer a\u00e7\u0131k pozisyonlardan daha fazla \u00e7al\u0131\u015fan\u0131n i\u015ften \u00e7\u0131kar\u0131lmas\u0131 gerekiyorsa, \u00f6ncelik i\u015ften \u00e7\u0131karman\u0131n daha az sosyal zorluk yaratt\u0131\u011f\u0131 ve sosyal korumaya en az ihtiya\u00e7 duyan \u00e7al\u0131\u015fanlara verilmelidir. Bu ama\u00e7la, koruma ihtiyac\u0131 hakk\u0131nda bilgi sa\u011flayabilecek ve sosyal koruma ihtiya\u00e7lar\u0131n\u0131n kar\u015f\u0131la\u015ft\u0131r\u0131lmas\u0131n\u0131 m\u00fcmk\u00fcn k\u0131labilecek ki\u015fisel \u00f6zellikler se\u00e7ilmelidir. KSchG&#039;nin 1(3) Maddesi uyar\u0131nca, her durumda a\u015fa\u011f\u0131daki \u00f6zellikler dikkate al\u0131nmal\u0131d\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>hizmet s\u00fcresi,<\/li>\n\n\n\n<li>ya\u015f,<\/li>\n\n\n\n<li>bak\u0131m y\u00fck\u00fcml\u00fcl\u00fckleri ve ayr\u0131ca<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fan\u0131n herhangi bir a\u011f\u0131r sakatl\u0131\u011f\u0131.<\/li>\n<\/ul>\n\n\n\n<p>\u00d6zellikler ayr\u0131nt\u0131l\u0131 olarak listelenmi\u015ftir; daha ileri sosyal ko\u015fullar yaln\u0131zca do\u011frudan belirtilen sosyal verilerle ilgiliyse dikkate al\u0131nmal\u0131d\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u00c7al\u0131\u015fanlar\u0131n kar\u015f\u0131la\u015ft\u0131r\u0131labilirli\u011fi<\/h3>\n\n\n\n<p>Sosyal se\u00e7ilim, bir \u015firketin fiili ve yasal olarak kar\u015f\u0131la\u015ft\u0131r\u0131labilir t\u00fcm \u00e7al\u0131\u015fanlar\u0131n\u0131 kapsar. \u015eirket, bir \u015firketin tek ba\u015f\u0131na veya \u00e7al\u0131\u015fanlar\u0131yla birlikte, hem maddi hem de manevi kaynaklar\u0131 kullanarak belirli i\u015f hedeflerini takip etti\u011fi organizasyon birimidir. \u0130\u015fveren, ana \u015firketten uzakta olsalar bile, \u015firket b\u00f6l\u00fcmlerini ve departmanlar\u0131n\u0131 sosyal se\u00e7ilim s\u00fcrecine dahil etmelidir. Bu, i\u015f a\u00e7\u0131s\u0131ndan \u015firkete atanabildikleri ve y\u00f6netimlerinin ayn\u0131 oldu\u011fu s\u00fcrece ge\u00e7erlidir.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em><strong>\u00d6rnek:<\/strong> Bir \u015firket perakende sekt\u00f6r\u00fcnde faaliyet g\u00f6sterir ve birka\u00e7 \u015fubesi vard\u0131r. \u015eubelerin her biri ba\u011f\u0131ms\u0131z i\u015fletmeler midir? Hay\u0131r, genellikle de\u011fildir, \u00e7\u00fcnk\u00fc \u015fubeler genellikle birle\u015fik y\u00f6netim alt\u0131nda bir organizasyon birimi olu\u015fturur. Her \u015fube ayn\u0131 operasyonel amac\u0131 g\u00fcder: \u00fcr\u00fcn sat\u0131\u015f\u0131. \u015eube m\u00fcd\u00fcrleri de dahil olmak \u00fczere \u015fube \u00e7al\u0131\u015fanlar\u0131, \u015fubeleri personel veya kadro a\u00e7\u0131s\u0131ndan nadiren y\u00f6netir. Bu nedenle, i\u015fe al\u0131m veya i\u015ften \u00e7\u0131karma s\u00f6z konusu oldu\u011funda, genellikle bir \u015firket karar vericisi devreye girer. Bu karar verici daha sonra \u015fubeleri personel ve kadro a\u00e7\u0131s\u0131ndan y\u00f6netir ve \u00f6zellikle i\u015fe al\u0131m, i\u015ften \u00e7\u0131karma ve transferlerle ilgili kararlar al\u0131r.\n<\/em><\/div>\n\n\n\n<p>Bir \u015firketi neyin olu\u015fturdu\u011fu sorusu \u00f6nemlidir, \u00e7\u00fcnk\u00fc kar\u015f\u0131la\u015ft\u0131r\u0131labilir \u00e7al\u0131\u015fan grubu yanl\u0131\u015f olu\u015fturulursa, sosyal se\u00e7ilim t\u00fcm \u015firketteki kar\u015f\u0131la\u015ft\u0131r\u0131labilir \u00e7al\u0131\u015fanlar\u0131n tamam\u0131na yay\u0131lmaz. Bu durumda sosyal se\u00e7ilim kusurlu olur.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-vergleichbarkeit-auf-rechtlicher-fachlicher-und-hierarchischer-ebene\">Kar\u015f\u0131la\u015ft\u0131r\u0131labilirlik: Yasal, teknik ve hiyerar\u015fik d\u00fczeylerde<\/h3>\n\n\n\n<p>\u015eirket bu \u015fekilde a\u00e7\u0131k\u00e7a tan\u0131mlanm\u0131\u015fsa, i\u015fveren sosyal se\u00e7im s\u00fcrecine benzer \u00e7al\u0131\u015fanlar\u0131 dahil etmekle y\u00fck\u00fcml\u00fcd\u00fcr. Sorulmas\u0131 gereken tek soru, i\u015ften \u00e7\u0131kar\u0131lacak \u00e7al\u0131\u015fan\u0131n di\u011fer \u00e7al\u0131\u015fanlarla kar\u015f\u0131la\u015ft\u0131r\u0131labilir olup olmad\u0131\u011f\u0131d\u0131r, tersi de\u011fil. Dolay\u0131s\u0131yla sosyal se\u00e7im baz\u0131 a\u00e7\u0131lardan &quot;tek y\u00f6nl\u00fc bir yol&quot;dur. Kar\u015f\u0131la\u015ft\u0131r\u0131labilirlik a\u015fa\u011f\u0131daki hususlar\u0131 kapsamal\u0131d\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hiyerar\u015fi d\u00fczeyi: Ayn\u0131 kurumsal hiyerar\u015fi d\u00fczeyi olmal\u0131d\u0131r. (Yatay kar\u015f\u0131la\u015ft\u0131r\u0131labilirlik)<\/li>\n\n\n\n<li>Nitelikler, bilgi ve beceriler: \u00d6nemli olan, bir \u00e7al\u0131\u015fan\u0131n ger\u00e7ek bilgi ve becerilerine dayanarak (di\u011fer \u00e7al\u0131\u015fanlar\u0131n) hangi faaliyet ve i\u015flevlerini yerine getirebilece\u011fidir. Sorumluluk alanlar\u0131n\u0131n tam olarak tan\u0131mlanmas\u0131 gerekli de\u011fildir. (Mesleki kar\u015f\u0131la\u015ft\u0131r\u0131labilirlik)<\/li>\n\n\n\n<li>S\u00f6zle\u015fme i\u00e7eri\u011fi: \u0130\u015ften \u00e7\u0131kar\u0131lacak \u00e7al\u0131\u015fan\u0131n, i\u015f s\u00f6zle\u015fmesine dayanarak tek tarafl\u0131 olarak ba\u015fka bir g\u00f6reve atanabilmesi veya nakledilmesi m\u00fcmk\u00fcn olmal\u0131d\u0131r (y\u00f6nlendirme hakk\u0131). (Hukuki kar\u015f\u0131la\u015ft\u0131r\u0131labilirlik)<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Kar\u015f\u0131la\u015ft\u0131r\u0131lamayan \u00e7al\u0131\u015fanlar<\/h3>\n\n\n\n<p>\u0130\u015fveren, kar\u015f\u0131la\u015ft\u0131r\u0131labilir olmayan baz\u0131 ki\u015fileri sosyal se\u00e7im s\u00fcrecinden hari\u00e7 tutabilir. Bunlar \u015funlard\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 kapsam\u0131nda i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 korumas\u0131 olmayan \u00e7al\u0131\u015fanlar<\/li>\n\n\n\n<li>Uyku halindeki istihdam ili\u015fkileri<\/li>\n\n\n\n<li>\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel yasal korumaya sahip olup kesinlikle i\u015ften \u00e7\u0131kar\u0131lamayan \u00e7al\u0131\u015fanlar (i\u015f konseyi \u00fcyeleri, stajyerler, erler)<\/li>\n\n\n\n<li>Sadece yetkili makam\u0131n onay\u0131yla i\u015ften \u00e7\u0131kar\u0131labilen ve i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel yasal korumaya sahip \u00e7al\u0131\u015fanlar (yetkili makam\u0131n onay\u0131 olmad\u0131\u011f\u0131 veya i\u015fverenin buna ili\u015fkin bir ba\u015fvuruda bulunmad\u0131\u011f\u0131 takdirde) (hamile kad\u0131nlar, do\u011fum izninde olan \u00e7al\u0131\u015fanlar, a\u011f\u0131r engelli ki\u015filer)<\/li>\n\n\n\n<li>Toplu i\u015f s\u00f6zle\u015fmesine g\u00f6re ola\u011fan fesih hakk\u0131 bulunmayan \u00e7al\u0131\u015fanlar, toplu i\u015f s\u00f6zle\u015fmesi h\u00fckm\u00fcn\u00fcn \u00f6zel durumda uygulanmas\u0131n\u0131n a\u00e7\u0131k\u00e7a yanl\u0131\u015f bir se\u00e7im sonucuna yol a\u00e7mamas\u0131 kayd\u0131yla <a href=\"http:\/\/juris.bundesarbeitsgericht.de\/cgi-bin\/rechtsprechung\/document.py?Gericht=bag&amp;Art=en&amp;nr=17125\" target=\"_blank\" rel=\"noreferrer noopener\">(<\/a><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-295-12\/?highlight=2+AZR+295%2F12\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 20 Haziran 2013 tarihli karar \u2013 2 AZR 295\/12<\/a>)<\/li>\n\n\n\n<li>Sosyal se\u00e7im sonucunda br\u00fct bir se\u00e7im hatas\u0131 meydana gelmeyecek ve hukukun k\u00f6t\u00fcye kullan\u0131lmas\u0131 s\u00f6z konusu olmayacaksa s\u00f6zle\u015fme gere\u011fi i\u015ften \u00e7\u0131kar\u0131lamayan \u00e7al\u0131\u015fanlar (<a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-271-12\/?highlight=2+AZR+271%2F12\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 20 Haziran 2013 tarihli karar \u2013 2 AZR 271\/12<\/a>)<\/li>\n\n\n\n<li>Belirli s\u00fcreli \u00e7al\u0131\u015fanlar, ola\u011fan fesih imk\u00e2n\u0131 kararla\u015ft\u0131r\u0131lmad\u0131\u011f\u0131 s\u00fcrece<\/li>\n<\/ul>\n\n\n\n<p>\u015eirketin ba\u015far\u0131s\u0131 i\u00e7in bilgi, beceri ve performanslar\u0131 \u00f6zellikle gerekli olan veya personel yap\u0131s\u0131 i\u00e7in \u00f6nemli olan (B\u00f6l\u00fcm 1 (3) C\u00fcmle 2 KSchG) y\u00fcksek nitelikli \u00e7al\u0131\u015fanlar da a\u015fa\u011f\u0131daki durumlarda muaf tutulabilir:<strong> me\u015fru ticari \u00e7\u0131kar<\/strong> \u0130\u015fverenin bu se\u00e7ene\u011fi kullanmas\u0131 zorunlu de\u011fildir. Ancak, kullanmas\u0131 halinde i\u015f hukuku kapsam\u0131ndaki e\u015fit muamele ilkesine uymas\u0131 gerekir. \u00d6te yandan, \u00e7al\u0131\u015fanlar\u0131n performanslar\u0131 nedeniyle sosyal se\u00e7imden d\u0131\u015flanma hakk\u0131 yoktur.<\/p>\n\n\n\n<div class=\"container p-6 my-5 mx-auto border border-cta\">\n  <div class=\"flex flex-col sm:flex-row sm:items-center items-start mx-auto\">\n    <p class=\"flex-grow sm:pr-16 text-2xl font-medium title-font text-gray-500 sm:no-outer-space\">Bu konu hakk\u0131nda herhangi bir sorunuz varsa l\u00fctfen bizimle ileti\u015fime ge\u00e7mekten \u00e7ekinmeyin!<\/p><a class=\"btn-cta whitespace-nowrap no-outer-space\" href=\"\/tr\/anwalt-kuendigung-arbeitsrecht\/\" target=\"_blank\" rel=\"noopener\">\u00dccretsiz ilk dan\u0131\u015fmanl\u0131\u011f\u0131n\u0131z\u0131 hemen al\u0131n!<\/a>\n  <\/div>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Sosyal se\u00e7ilimin de\u011ferlendirilmesi ve uygulanmas\u0131 i\u00e7in kapsam<\/h3>\n\n\n\n<p>Sosyal se\u00e7ilim ger\u00e7ekle\u015ftirilirken, <strong>yasal olarak tan\u0131mlanm\u0131\u015f d\u00f6rt \u00f6zellik<\/strong> (hizmet s\u00fcresi, ya\u015f, bak\u0131m y\u00fck\u00fcml\u00fcl\u00fckleri ve a\u011f\u0131r engellilik) kar\u015f\u0131la\u015ft\u0131r\u0131labilir \u00e7al\u0131\u015fanlar grubunda sosyal koruma ihtiya\u00e7lar\u0131n\u0131n s\u0131ralamas\u0131n\u0131 yans\u0131tmas\u0131 ama\u00e7land\u0131\u011f\u0131 \u00f6l\u00e7\u00fcde rol oynar.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em><strong>\u00d6rnek:<\/strong> K\u0131sa s\u00fcreli hizmet s\u00fcresi olan gen\u00e7 bir \u00e7al\u0131\u015fan, uzun hizmet ge\u00e7mi\u015fi ve a\u011f\u0131r engelli ya\u015fl\u0131 bir babaya g\u00f6re sosyal korumaya daha az ihtiya\u00e7 duyar. Dahas\u0131, gen\u00e7 ve ba\u011f\u0131ms\u0131z bir \u00e7al\u0131\u015fan\u0131n i\u015fg\u00fcc\u00fc piyasas\u0131ndaki beklentileri genellikle ya\u015fl\u0131 ve a\u011f\u0131r engelli bir \u00e7al\u0131\u015fana g\u00f6re daha y\u00fcksektir.<\/em><\/div>\n\n\n\n<p>Ancak yasa sadece \u00f6zellikler hakk\u0131nda bir \u015feyler s\u00f6yl\u00fcyor, ancak <strong>kesin uygulama<\/strong> Sosyal se\u00e7ilim. Kriterler genellikle e\u015fit \u00f6neme sahip olsa da, i\u015fverenin bunlar\u0131n uygulanmas\u0131nda belirli bir serbestisi vard\u0131r. Tek \u015fart, t\u00fcm kriterlerin yeterince de\u011ferlendirilmi\u015f olmas\u0131d\u0131r; b\u00f6ylece, \u00f6rne\u011fin a\u011f\u0131rl\u0131kland\u0131rmada ayarlamalara izin verilebilir.<\/p>\n\n\n\n<p>Sosyal se\u00e7ilim genellikle \u015funa dayan\u0131r: <strong>belirli puan sistemleri<\/strong> \u00c7al\u0131\u015fanlar\u0131 nesnelle\u015ftirmek ve kar\u015f\u0131la\u015ft\u0131rmak i\u00e7in kullan\u0131l\u0131r. Bireysel \u00f6zelliklere \u00f6zel puan sistemleri atan\u0131r. \u00d6rne\u011fin, Federal \u0130\u015f Mahkemesi taraf\u0131ndan onaylanan bir puan sistemi \u015f\u00f6yle g\u00f6r\u00fcn\u00fcr:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Se\u00e7im kriterleri<\/strong> <\/td><td><strong>puanlar<\/strong><\/td><\/tr><tr><td>Ya\u015f<\/td><td>Ya\u015fam y\u0131l\u0131 ba\u015f\u0131na 1 puan<\/td><\/tr><tr><td>Hizmet s\u00fcresi<\/td><td>\u0130stihdam y\u0131l\u0131 ba\u015f\u0131na 1,5 puan<\/td><\/tr><tr><td>Bak\u0131m y\u00fck\u00fcml\u00fcl\u00fckleri<\/td><td>\u00c7ocuk veya e\u015f ba\u015f\u0131na 8 puan<\/td><\/tr><tr><td>A\u011f\u0131r engellilik<\/td><td>50 GdB&#039;den 5 puan ve 10 GdB&#039;lik art\u0131\u015flarla bir puan daha<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>\u0130\u015fverenlerin, mevcut puan tablosunda oldu\u011fu gibi, bak\u0131m y\u00fck\u00fcml\u00fcl\u00fcklerine daha fazla vurgu yapmalar\u0131 a\u00e7\u0131k\u00e7a kabul edilebilir. Bunun nedeni, ya\u015f ve hizmet s\u00fcresine ili\u015fkin sosyal verilerin orant\u0131s\u0131z bir \u015fekilde ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131 kay\u0131rma e\u011filiminde olmas\u0131d\u0131r.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"5\">5. Yanl\u0131\u015f sosyal se\u00e7ilimin sonu\u00e7lar\u0131 nelerdir?<\/h2>\n\n\n\n<p>Sosyal se\u00e7ilimin, d\u00fc\u015f\u00fck sosyal g\u00fcvenlik ihtiya\u00e7lar\u0131 nedeniyle i\u015ften \u00e7\u0131kar\u0131lan \u00e7al\u0131\u015fanlar\u0131 her zaman belirleyece\u011fi kesin de\u011fildir, ancak yasa bunu da zorunlu k\u0131lmamaktad\u0131r. Her sosyal se\u00e7ilim sisteminin hem avantajlar\u0131 hem de dezavantajlar\u0131 olabilir. Bu nedenle, KSchG&#039;nin 1. B\u00f6l\u00fcm\u00fcn\u00fcn 3. F\u0131kras\u0131, m\u00fckemmel bir sosyal se\u00e7ilim gerektirmemekte, yaln\u0131zca yasada belirtilen d\u00f6rt \u00f6zelli\u011fin yeterli d\u00fczeyde dikkate al\u0131nmas\u0131n\u0131 \u00f6ng\u00f6rmektedir.<\/p>\n\n\n\n<p>Dolay\u0131s\u0131yla, sosyal se\u00e7im s\u00fcrecindeki hatalar, operasyonel nedenlerle yap\u0131lan i\u015ften \u00e7\u0131karmalar\u0131 her zaman hukuka ayk\u0131r\u0131 k\u0131lmaz. Ancak, i\u015ften \u00e7\u0131kar\u0131lacak \u00e7al\u0131\u015fanlar\u0131n se\u00e7iminde nesnel olarak bir hata varsa, bu hata hukuka ayk\u0131r\u0131 say\u0131labilir. Ancak, i\u015fveren, sosyal se\u00e7im s\u00fcreci kusurlu olmas\u0131na ra\u011fmen, tesad\u00fcfen de olsa, nesnel olarak hakl\u0131 bir se\u00e7im yaparsa, hatan\u0131n bir \u00f6nemi yoktur.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Nesnel olarak hakl\u0131 bir sosyal se\u00e7im, i\u015ften \u00e7\u0131karman\u0131n asl\u0131nda sosyal korumay\u0131 daha az hak eden \u00e7al\u0131\u015fana yap\u0131ld\u0131\u011f\u0131n\u0131 g\u00f6sterir. Bu durumda, yanl\u0131\u015f sosyal se\u00e7imin i\u015fveren a\u00e7\u0131s\u0131ndan ba\u015fka bir sonucu yoktur; i\u015ften \u00e7\u0131karma en az\u0131ndan bu nedenle ge\u00e7ersiz de\u011fildir (Federal \u0130\u015f Mahkemesi, 27 Haziran 2019 tarihli karar \u2013 2 AZR 50\/19).\n<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Puan sistemine dayal\u0131 sosyal se\u00e7ilim<\/h3>\n\n\n\n<p>\u0130\u015fveren puanlama sistemini kullan\u0131yorsa, hatan\u0131n bir etkisi olup olmad\u0131\u011f\u0131n\u0131n de\u011ferlendirilmesi a\u015fa\u011f\u0131daki ad\u0131mlarla yap\u0131l\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sosyal kriterler a\u00e7\u0131s\u0131ndan dengeyi sa\u011flayan bir puanlama sistemi var m\u0131?<\/li>\n\n\n\n<li>KSchG&#039;nin 1. B\u00f6l\u00fcm 4. F\u0131kras\u0131na g\u00f6re br\u00fct se\u00e7im hatas\u0131 yok mudur?<\/li>\n\n\n\n<li>Puanlama sistemi do\u011fru uygulansayd\u0131 i\u015ften \u00e7\u0131kar\u0131lan \u00e7al\u0131\u015fan\u0131n r\u00fctbesi ne olurdu?<\/li>\n<\/ul>\n\n\n\n<p>Ancak, bir puanlama sistemi yoksa, a\u015fa\u011f\u0131dakiler ge\u00e7erlidir: Yaln\u0131zca korumay\u0131 \u00f6nemli \u00f6l\u00e7\u00fcde daha fazla hak eden \u00e7al\u0131\u015fanlar se\u00e7im hatas\u0131na itiraz edebilir. \u0130\u015fverenin, kendisine tan\u0131nan takdir yetkisine ra\u011fmen, \u00e7al\u0131\u015fan\u0131n i\u015ften \u00e7\u0131kar\u0131lmas\u0131 lehine karardan ba\u015fka bir karar veremeyece\u011fi tespit edilmelidir.<\/p>\n\n\n\n<p>Buna kar\u015f\u0131l\u0131k, bu, bir \u00e7al\u0131\u015fan\u0131n de\u011ferlendirmenin t\u00fcm olas\u0131 sonu\u00e7lar\u0131na g\u00f6re i\u015ften \u00e7\u0131kar\u0131lmaya maruz kalmas\u0131 durumunda hatal\u0131 bir sosyal se\u00e7imin hukuken \u00f6nemsiz oldu\u011fu anlam\u0131na gelir.<\/p>\n\n\n\n<div class=\"wp-block-media-text is-stacked-on-mobile\" style=\"grid-template-columns:33% auto\"><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"768\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/Raphael_Lugowski_Schreibtisch_abstuetzend-1024x768.jpg\" alt=\"Raphael_Lugowski_Schreibtisch_abstuetzend\" class=\"wp-image-6663 size-full\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/Raphael_Lugowski_Schreibtisch_abstuetzend-1024x768.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/Raphael_Lugowski_Schreibtisch_abstuetzend-300x225.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/Raphael_Lugowski_Schreibtisch_abstuetzend-768x576.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/Raphael_Lugowski_Schreibtisch_abstuetzend-1536x1152.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/Raphael_Lugowski_Schreibtisch_abstuetzend.jpg 1700w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<p>Konuyu size anlatt\u0131\u011f\u0131m gibi <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/anwalt-kuendigung-arbeitsrecht\/\">Fesih<\/a> Burada nas\u0131l yard\u0131mc\u0131 olabilece\u011fimizi \u00f6\u011frenebilirsiniz.<\/p>\n<\/div><\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Sosyal se\u00e7ilim: Sadece b\u00fcy\u00fck hatalar i\u00e7in inceleme<\/h3>\n\n\n\n<p>Sosyal se\u00e7ilim yaln\u0131zca a\u015fa\u011f\u0131daki durumlarda b\u00fcy\u00fck hatalar a\u00e7\u0131s\u0131ndan kontrol edilebilir: <strong>\u0130sim listesi<\/strong> mevcut veya o <strong>Se\u00e7im y\u00f6nergeleri<\/strong> Bu durumda br\u00fct hatalar\u0131n de\u011ferlendirilmesi, se\u00e7im kriterleri ve bunlar\u0131n g\u00f6receli a\u011f\u0131rl\u0131kland\u0131r\u0131lmas\u0131 ile ilgilidir.<\/p>\n\n\n\n<p>\u0130stihdam Koruma Yasas\u0131&#039;n\u0131n (KSchG) 1. B\u00f6l\u00fcm\u00fcndeki ilkelerden belirgin ve b\u00fcy\u00fck bir sapma varsa ve \u00e7\u0131karlar\u0131n dengelenmesinde herhangi bir sosyal denge yoksa, sosyal se\u00e7ilim b\u00fcy\u00fck \u00f6l\u00e7\u00fcde yanl\u0131\u015ft\u0131r. Ancak, bir isim listesi veya se\u00e7im y\u00f6nergeleri eksikse, b\u00fcy\u00fck hata standart de\u011fildir (<a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-386-11\/\">Federal \u00c7al\u0131\u015fma Mahkemesi, 19 Temmuz 2012 tarihli karar \u2013 2 AZR 386\/11<\/a>).<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em><strong>\u00d6rnek:<\/strong> \u0130\u015fverenler ve \u00e7al\u0131\u015fanlar, sosyal se\u00e7imi \u015firketin tamam\u0131 yerine belirli bir departmana g\u00f6re yapmaktad\u0131r. Bu durum, sosyal se\u00e7imin \u015firkete \u00f6zg\u00fc olmas\u0131 gerekti\u011fi i\u00e7in Alman \u0130stihdam Koruma Yasas\u0131&#039;n\u0131n (KSchG) 1. B\u00f6l\u00fcm 2. F\u0131kras\u0131&#039;ndaki ilkelerin \u00f6nemli \u00f6l\u00e7\u00fcde ihlali anlam\u0131na gelmektedir.\n<\/em><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"6\">6. Sosyal se\u00e7ilimin nas\u0131l ger\u00e7ekle\u015ftirildi\u011fini nas\u0131l kontrol edebilirim?<\/h2>\n\n\n\n<p>KSchG&#039;nin 1. B\u00f6l\u00fcm 3. F\u0131kra 1. C\u00fcmlesi uyar\u0131nca, \u00e7al\u0131\u015fanlar\u0131n operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lmalar\u0131 durumunda sosyal se\u00e7imin gerek\u00e7eleri hakk\u0131nda bilgilendirilme hakk\u0131 vard\u0131r. <strong>Bilgi edinme hakk\u0131<\/strong> \u0130\u015fverene. Bu, sosyal se\u00e7imle ilgili olarak size a\u015fa\u011f\u0131daki bilgileri sa\u011flamay\u0131 ama\u00e7lamaktad\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130lgili sosyal hususlar<\/li>\n\n\n\n<li>Kar\u015f\u0131la\u015ft\u0131rma grubunun olu\u015fturulmas\u0131<\/li>\n\n\n\n<li>Sosyal se\u00e7ime dahil edilen \u00e7al\u0131\u015fanlar\u0131n isimleri<\/li>\n\n\n\n<li>Sosyal kriterlerin a\u011f\u0131rl\u0131kland\u0131r\u0131lmas\u0131<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fanlar\u0131n sosyal se\u00e7ilimden d\u0131\u015flanmas\u0131 ve nedenleri<\/li>\n<\/ul>\n\n\n\n<p>Haks\u0131z fesih davas\u0131n\u0131n ba\u015far\u0131 \u015fans\u0131n\u0131 yaln\u0131zca bu bilgilerle de\u011ferlendirebilirsiniz. Ancak bu ayn\u0131 zamanda, i\u015fverenin operasyonel nedenlerle i\u015ften \u00e7\u0131karma karar\u0131 verdikten hemen sonra bu verileri size sa\u011flamas\u0131 gerekti\u011fi anlam\u0131na gelir.<\/p>\n\n\n\n<p>Sosyal se\u00e7imle ilgili bilgilerin nesnel kriterlere dayanmas\u0131 gerekmez. \u0130\u015fveren, sosyal se\u00e7imin gerek\u00e7elerini yaln\u0131zca \u00f6znel bak\u0131\u015f a\u00e7\u0131s\u0131yla sunmakla y\u00fck\u00fcml\u00fcd\u00fcr. <strong>if\u015fa etmek<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"7\">7. \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131kar\u0131l\u0131rsam k\u0131dem tazminat\u0131na hak kazan\u0131r m\u0131y\u0131m?<\/h2>\n\n\n\n<p>Var <strong>hi\u00e7biri <\/strong>\u0130\u015fletmesel nedenlerle bile olsa, fesih halinde otomatik olarak k\u0131dem tazminat\u0131 alma hakk\u0131 yoktur. Bu, i\u015f hukukundaki en yayg\u0131n efsanelerden biridir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u0130\u015fveren k\u0131dem tazminat\u0131 teklif edebilir<\/h3>\n\n\n\n<p>Ancak operasyonel nedenlerle i\u015ften \u00e7\u0131karmalar durumunda, \u00f6zel bir durum s\u00f6z konusudur: <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__1a.html\">\u00a7 1a KSchG<\/a>Alman \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131&#039;n\u0131n (KSchG) 1a maddesine g\u00f6re, i\u015fletmesel nedenlerle i\u015ften \u00e7\u0131kar\u0131lan \u00e7al\u0131\u015fanlara, i\u015fverenin fesihle birlikte teklif etmesi halinde k\u0131dem tazminat\u0131 \u00f6denir.&nbsp;<\/p>\n\n\n\n<p>Haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma nedeniyle dava a\u00e7ma hakk\u0131ndan feragat etmesi kar\u015f\u0131l\u0131\u011f\u0131nda \u00e7al\u0131\u015fana k\u0131dem tazminat\u0131 \u00f6denir. <strong>\u00e7al\u0131\u015fma y\u0131l\u0131 ba\u015f\u0131na yar\u0131m ayl\u0131k maa\u015f<\/strong>Ancak bu, yaln\u0131zca i\u015fverenin fesih bildiriminde a\u00e7\u0131k\u00e7a bunu teklif etmesi halinde ge\u00e7erlidir. \u0130\u015fveren bunu teklif etmezse, k\u0131dem tazminat\u0131 alma hakk\u0131 do\u011fmaz.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">K\u0131dem tazminat\u0131na yasal hak yok<\/h3>\n\n\n\n<p>Bu \u015fu anlama gelir: K\u0131dem tazminat\u0131 almaya yasal bir hak yoktur! K\u0131dem tazminat\u0131, i\u015f mahkemesinde a\u00e7\u0131lan haks\u0131z fesih davas\u0131n\u0131n da amac\u0131 de\u011fildir. Bu t\u00fcr bir davan\u0131n amac\u0131 her zaman i\u015ften \u00e7\u0131karma hakk\u0131n\u0131 kullanarak i\u015fi geri almakt\u0131r.<\/p>\n\n\n\n<p>\u00c7o\u011fu durumda, k\u0131dem tazminat\u0131n\u0131 da i\u00e7erebilen bir anla\u015fmaya var\u0131l\u0131r, ancak bu, i\u015fverenin anla\u015fmaya istekli olup olmamas\u0131na ba\u011fl\u0131d\u0131r. Anla\u015fman\u0131n k\u0131dem tazminat\u0131n\u0131 i\u00e7erip i\u00e7ermedi\u011fi ve ne kadar olaca\u011f\u0131, m\u00fczakerelerin ne kadar ustal\u0131kla y\u00fcr\u00fct\u00fcld\u00fc\u011f\u00fcne ve i\u015fverenin fesih karar\u0131n\u0131n mahkemede ge\u00e7erli olaca\u011f\u0131ndan ne kadar emin oldu\u011funa da ba\u011fl\u0131d\u0131r.<\/p>\n\n\n\n<div class=\"wp-block-media-text is-stacked-on-mobile\" style=\"grid-template-columns:40% auto\"><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1024x512.jpg\" alt=\"Alle Informationen zur Abfindung bei K\u00fcndigung.\" class=\"wp-image-6591 size-full\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<p>Konuyla ilgili daha fazla bilgi <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/abfindung-bei-kuendigung-alles-was-du-wissen-musst\/\">k\u0131dem tazminat\u0131<\/a> Daha fazlas\u0131n\u0131 bu yaz\u0131m\u0131zda bulabilirsiniz.<\/p>\n<\/div><\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">\u0130\u015f mahkemesinde anla\u015fma k\u0131dem tazminat\u0131n\u0131 m\u00fcmk\u00fcn k\u0131labilir<\/h3>\n\n\n\n<p>Uzla\u015fma, i\u015f kayb\u0131na yol a\u00e7sa da, \u00e7al\u0131\u015fan k\u0131dem tazminat\u0131 al\u0131r ve dava, \u00f6zellikle i\u015fveren a\u00e7\u0131s\u0131ndan, yasal olarak sona erer. \u0130\u015fveren k\u0131dem tazminat\u0131 teklif etmezse, \u00e7al\u0131\u015fan\u0131n uzla\u015fmay\u0131 kabul etmesi gerekmez. Oysa bu, bir\u00e7ok i\u015fverenin uzla\u015fmaya varmas\u0131 i\u00e7in tam da te\u015fvik edici unsurdur. \u0130\u015f mahkemesi, i\u015ften \u00e7\u0131karmada operasyonel nedenlerle hata yap\u0131l\u0131p yap\u0131lmad\u0131\u011f\u0131n\u0131, \u00f6rne\u011fin ba\u015fka bo\u015f pozisyon olup olmad\u0131\u011f\u0131n\u0131 veya sosyal se\u00e7im s\u00fcrecinin kusursuz olup olmad\u0131\u011f\u0131n\u0131 art\u0131k incelemez. Uzla\u015fmayla dava sonu\u00e7lan\u0131p kapan\u0131r.<\/p>\n\n\n\n<p>\u00d6te yandan, operasyonel nedenlerle etkisiz bir i\u015ften \u00e7\u0131karma, i\u015fverene \u00e7ok pahal\u0131ya mal olabilir. Bu nedenle i\u015fverenler, \u00e7al\u0131\u015fan\u0131n kabul edebilece\u011fi bir k\u0131dem tazminat\u0131 kar\u015f\u0131l\u0131\u011f\u0131nda yasal olarak g\u00fcvence alt\u0131na al\u0131nm\u0131\u015f bir feshi tercih ederler. \u0130\u015ften \u00e7\u0131karma ne kadar belirsiz olursa, k\u0131dem tazminat\u0131 da o kadar y\u00fcksek olur.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u0130\u015fletme de\u011fi\u015fikli\u011fi ve sosyal plan de\u011fi\u015fikli\u011fi durumunda k\u0131dem tazminat\u0131<\/h3>\n\n\n\n<p>\u0130\u015ften \u00e7\u0131karmalarda k\u0131dem tazminat\u0131 \u00f6denmemesi ilkesinin bir istisnas\u0131 vard\u0131r. \u00c7o\u011fu zaman i\u015ften \u00e7\u0131karma, daha b\u00fcy\u00fck bir yeniden yap\u0131land\u0131rma \u00f6nleminin bir par\u00e7as\u0131d\u0131r. Bu, a\u015fa\u011f\u0131dakiler i\u00e7in bir e\u015fik olabilir: <strong>Operasyonel de\u011fi\u015fiklik<\/strong> A\u015fmak. Bir i\u015f\u00e7i konseyi mevcutsa, i\u015fverenin bir sosyal plan m\u00fczakere etmesi gerekebilir. Bir sosyal planda, i\u015fveren ve i\u015f\u00e7i konseyi, \u00e7al\u0131\u015fanlar\u0131n ekonomik dezavantajlar\u0131n\u0131 telafi etmeli veya en az\u0131ndan \u00f6nemli \u00f6l\u00e7\u00fcde azaltmal\u0131d\u0131r. Bu, di\u011fer \u015feylerin yan\u0131 s\u0131ra, k\u0131dem tazminat\u0131 \u00f6denmesi yoluyla da sa\u011flanabilir.<\/p>\n\n\n\n<div class=\"wp-block-columns cta-2 is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"779\" height=\"605\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\" alt=\"\" class=\"wp-image-9489\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp 779w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-300x233.webp 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-768x596.webp 768w\" sizes=\"auto, (max-width: 779px) 100vw, 779px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<p class=\"has-text-align-left has-medium-font-size\"><strong>Fesih ve k\u0131dem tazminat\u0131 i\u00e7in irtibat ki\u015fileriniz<\/strong><\/p>\n\n\n\n<p>Avukatlar <strong>Raphael Lugowski<\/strong> Ve <strong>Hamza G\u00fclba\u015f<\/strong> M\u00fc\u015fterilerimizi \u00fclke \u00e7ap\u0131nda temsil ediyoruz - \u00f6zellikle k\u0131dem tazminat\u0131, i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma ve fesih anla\u015fmalar\u0131na odaklan\u0131yoruz.<\/p>\n\n\n\n<div class=\"buttons-block flex flex-wrap justify-center mt-12\"> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\"> <i class=\"fa fa-phone mr-2\"><\/i> Hemen aray\u0131n <\/a> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/tr\/kontakt\/\"> <i class=\"fa fa-envelope mr-2\"><\/i> \u00dccretsiz ilk de\u011ferlendirme<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"8\">8. \u0130\u015fletmesel nedenlerle fesih bildirimi ald\u0131ysam ne yapmal\u0131y\u0131m?<\/h2>\n\n\n\n<p>\u0130\u015fletme nedenlerinden dolay\u0131 i\u015ften \u00e7\u0131kar\u0131lma bildirimi ald\u0131ysan\u0131z iki se\u00e7ene\u011finiz var: <strong>Dava a\u00e7mak m\u0131, a\u00e7mamak m\u0131?<\/strong>Hangi se\u00e7ene\u011fi se\u00e7ece\u011finiz \u00f6ncelikle kendi \u00e7\u0131karlar\u0131n\u0131za ve ekonomik de\u011ferlendirmelerinize ba\u011fl\u0131d\u0131r.<\/p>\n\n\n\n<p>Haks\u0131z fesih davas\u0131 a\u00e7mak istiyorsan\u0131z, \u00e7ok fazla zaman\u0131n\u0131z yok. Dava, belirtilen s\u00fcre i\u00e7inde a\u00e7\u0131lmal\u0131d\u0131r. <strong>\u00fc\u00e7 hafta <\/strong>Yetkili i\u015f mahkemesine fesih bildiriminin ula\u015fmas\u0131ndan sonra. \u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma talebinde bulunmak isteyen \u00e7al\u0131\u015fanlara, bir uzman taraf\u0131ndan bilgi verilmelidir. <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/kontakt\/\">\u0130\u015f hukuku konusunda uzman avukat<\/a> \u00dc\u00e7 haftal\u0131k bildirim s\u00fcresinin dolmas\u0131na izin verirseniz, fesih ge\u00e7erlilik kazan\u0131r. Bu durumda, feshin hukuka ayk\u0131r\u0131 olup olmad\u0131\u011f\u0131na bak\u0131lmaks\u0131z\u0131n, feshe itiraz edemezsiniz. \u0130\u015f ili\u015fkisi bu durumda feshedilmi\u015f say\u0131l\u0131r.<\/p>\n\n\n\n<p>Ancak, dava a\u00e7mamaya da en ba\u015f\u0131ndan karar verebilirsiniz. \u0130ki se\u00e7enekten hangisini se\u00e7ece\u011finiz bir\u00e7ok fakt\u00f6re ba\u011fl\u0131d\u0131r. Bunlar \u015funlard\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma davas\u0131n\u0131n ba\u015far\u0131 \u015fans\u0131 var m\u0131d\u0131r?<\/li>\n\n\n\n<li>Davan\u0131n size maliyeti ne kadar olacak?<\/li>\n\n\n\n<li>Feshin ge\u00e7ersiz oldu\u011funa ikna oldunuz mu ve i\u015finizi geri mi istiyorsunuz?<\/li>\n\n\n\n<li>K\u0131dem tazminat\u0131 alma \u015fans\u0131 nedir?<\/li>\n\n\n\n<li>K\u0131dem tazminat\u0131, haks\u0131z fesih davas\u0131n\u0131n masraflar\u0131ndan daha m\u0131 a\u011f\u0131r basar?<\/li>\n<\/ul>\n\n\n\n<p>Hukuki masraf sigortan\u0131z varsa, mali hususlar\u0131n rol\u00fc \u00e7ok azd\u0131r. B\u00f6ylece avukatl\u0131k \u00fccretleri konusunda endi\u015felenmenize gerek kalmaz. T\u00fcm riski \u00fcstlenebilirsiniz. Ancak di\u011fer t\u00fcm durumlarda, \u00e7\u0131karlar\u0131n\u0131z ve davan\u0131n ba\u015far\u0131 \u015fans\u0131 her zaman belirleyicidir.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lm\u0131\u015fsan\u0131z, haks\u0131z fesih davas\u0131n\u0131n ba\u015far\u0131 \u015fans\u0131 olup olmad\u0131\u011f\u0131n\u0131 de\u011ferlendirmek i\u00e7in en az\u0131ndan uzman bir i\u015f hukuku avukat\u0131na dan\u0131\u015fmal\u0131s\u0131n\u0131z. Mevcut bilgilere ba\u011fl\u0131 olarak, uzman bir i\u015f hukuku avukat\u0131 i\u015ften \u00e7\u0131karman\u0131n nas\u0131l ele al\u0131naca\u011f\u0131 konusunda size tavsiyelerde bulunabilir.<\/em><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"9\">9. Sonu\u00e7<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>\u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131kar\u0131lma \u015fartlar\u0131:<\/strong> \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma, ancak acil i\u015fletme gereksinimlerinin bulunmas\u0131, \u00e7al\u0131\u015fan i\u00e7in ba\u015fka bir istihdam olana\u011f\u0131n\u0131n bulunmamas\u0131 ve uygun bir sosyal se\u00e7im s\u00fcrecinin ger\u00e7ekle\u015ftirilmi\u015f olmas\u0131 durumunda m\u00fcmk\u00fcnd\u00fcr.<\/li>\n\n\n\n<li><strong>Operasyonel gereksinim t\u00fcrleri:<\/strong> Operasyonel nedenler hem d\u0131\u015fsal (\u00f6rne\u011fin sipari\u015f eksikli\u011fi nedeniyle i\u015f hacminin azalmas\u0131) hem de i\u00e7sel (\u00f6rne\u011fin departmanlar\u0131n kapanmas\u0131 veya otomasyon) olabilir.<\/li>\n\n\n\n<li><strong>Daha yumu\u015fak demek: <\/strong>Bir \u00e7al\u0131\u015fan\u0131 operasyonel nedenlerle i\u015ften \u00e7\u0131karmadan \u00f6nce, i\u015fveren, transfer veya yeniden e\u011fitim gibi daha az k\u0131s\u0131tlay\u0131c\u0131 tedbirlerin m\u00fcmk\u00fcn olup olmad\u0131\u011f\u0131n\u0131 de\u011ferlendirmelidir. Ancak bu se\u00e7enekler t\u00fcketildikten sonra i\u015ften \u00e7\u0131karma yap\u0131labilir.<\/li>\n\n\n\n<li><strong>Sosyal se\u00e7ilim<\/strong>\u0130\u015fletme kaynakl\u0131 i\u015ften \u00e7\u0131karmalarda, i\u015fverenin hizmet s\u00fcresi, ya\u015f, bak\u0131m y\u00fck\u00fcml\u00fcl\u00fckleri ve a\u011f\u0131r engellilik gibi kriterleri g\u00f6z \u00f6n\u00fcnde bulundurarak bir sosyal se\u00e7im s\u00fcreci y\u00fcr\u00fctmesi gerekmektedir. Ama\u00e7, sosyal korumaya en \u00e7ok ihtiya\u00e7 duyan \u00e7al\u0131\u015fanlar\u0131 korumakt\u0131r.<\/li>\n\n\n\n<li><strong>Sosyal se\u00e7ilimin g\u00f6zden ge\u00e7irilmesi: <\/strong>Sosyal se\u00e7im s\u00fcrecindeki hatalar, yaln\u0131zca i\u015ften \u00e7\u0131kar\u0131lan \u00e7al\u0131\u015fan\u0131n se\u00e7imi \u00fczerinde nesnel olarak olumsuz bir etkiye sahipse i\u015ften \u00e7\u0131karmay\u0131 ge\u00e7ersiz k\u0131lar. Se\u00e7im s\u00fcreci, yaln\u0131zca bir isim listesi veya se\u00e7im k\u0131lavuzu mevcutsa b\u00fcy\u00fck hatalar a\u00e7\u0131s\u0131ndan incelenebilir.<\/li>\n\n\n\n<li><strong>Yasal \u00e7\u00f6z\u00fcmler ve son tarihler<\/strong>: Etkilenen \u00e7al\u0131\u015fanlar, fesih bildirimini ald\u0131ktan sonraki \u00fc\u00e7 hafta i\u00e7inde feshe kar\u015f\u0131 korunma talebinde bulunmal\u0131d\u0131rlar; b\u00f6ylece fesih i\u015flemine kar\u015f\u0131 kendilerini yasal olarak savunabilirler.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"10\">10. S\u0131k\u00e7a Sorulan Sorular \u2013 \u0130\u015ften \u00c7\u0131karma Hakk\u0131nda S\u0131k\u00e7a Sorulan Sorular<\/h2>\n\n\n\n\n<div id=\"smart-column-block_073cdba8a0054ac81fc26e9d22942ab4\" class=\"smart-column flex flex-col\">\n                                    <div class='mobile-even-row order-1 md:order-none' >\n                \n<div class=\"smart-container\" >\n    \n    <div class=\"flex flex-wrap\">\n        \n                                            <div class=\"w-full lg:w-full\">\n                    <div class=\"h-full\">\n                        <div class=\"h-full\">\n                        \n<div class=\"mx-auto\">\n            <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma nedir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u0130\u015fletme nedenleriyle i\u015ften \u00e7\u0131karma, acil operasyonel gereklilikler nedeniyle bir i\u015f ili\u015fkisinin art\u0131k s\u00fcrd\u00fcr\u00fclememesi durumunda ortaya \u00e7\u0131kar. Bu durum, \u00f6rne\u011fin bir \u015fubenin, departman\u0131n veya \u00fcretim tesisinin kapat\u0131lmas\u0131 gibi durumlar olabilir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma ne zaman caizdir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A\u015fa\u011f\u0131daki \u00fc\u00e7 ko\u015fulun sa\u011flanmas\u0131 halinde, operasyonel nedenlerle i\u015ften \u00e7\u0131karma yap\u0131labilir: Acil operasyonel ihtiya\u00e7lar olmas\u0131, \u00c7al\u0131\u015fan\u0131n ba\u015fka bir yerde istihdam edilme imk\u00e2n\u0131n\u0131n bulunmamas\u0131, Sosyal se\u00e7im s\u00fcrecinin uygun \u015fekilde y\u00fcr\u00fct\u00fclm\u00fc\u015f olmas\u0131.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Acil operasyonel ihtiya\u00e7lar nelerdir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Acil operasyonel ihtiya\u00e7lar d\u0131\u015fsal (\u00f6rne\u011fin, i\u015f y\u00fck\u00fcnde kal\u0131c\u0131 bir azalma) veya i\u00e7sel (\u00f6rne\u011fin, rasyonalizasyon, otomasyon) olabilir. \u0130\u015fveren, bunlar\u0131n k\u0131sa vadeli dalgalanmalar de\u011fil, kal\u0131c\u0131 de\u011fi\u015fiklikler oldu\u011funu g\u00f6stermelidir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Sosyal se\u00e7ilim nedir ve nas\u0131l ger\u00e7ekle\u015fir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Sosyal se\u00e7im, i\u015ften \u00e7\u0131karma durumunda hangi \u00e7al\u0131\u015fanlar\u0131n i\u015ften \u00e7\u0131kar\u0131laca\u011f\u0131n\u0131 belirler. Hizmet s\u00fcresi, ya\u015f, bak\u0131m y\u00fck\u00fcml\u00fcl\u00fckleri ve herhangi bir a\u011f\u0131r engellilik durumu gibi sosyal kriterler dikkate al\u0131n\u0131r. \u0130\u015fverenler genellikle bu kriterleri objektif olarak de\u011ferlendirmek i\u00e7in puanlama sistemleri kullan\u0131r.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Sosyal se\u00e7ilim hatal\u0131ysa ne olur?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Hatal\u0131 bir sosyal se\u00e7im prosed\u00fcr\u00fc, i\u015ften \u00e7\u0131karmay\u0131 otomatik olarak ge\u00e7ersiz k\u0131lmaz. \u0130\u015ften \u00e7\u0131karma karar\u0131na, yaln\u0131zca hatan\u0131n i\u015ften \u00e7\u0131kar\u0131lacak \u00e7al\u0131\u015fanlar\u0131n se\u00e7imini nesnel olarak etkilemesi durumunda itiraz edilebilir. Sosyal se\u00e7im prosed\u00fcr\u00fc, yaln\u0131zca bir isim listesi veya se\u00e7im y\u00f6nergeleri mevcutsa, b\u00fcy\u00fck hatalar a\u00e7\u0131s\u0131ndan incelenecektir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131kar\u0131lmaya alternatifler nelerdir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma karar\u0131 verilmeden \u00f6nce, i\u015fverenin ba\u015fka bir bo\u015f pozisyona transfer veya g\u00f6rev s\u00fcresi de\u011fi\u015fikli\u011fi gibi daha az k\u0131s\u0131tlay\u0131c\u0131 tedbirlerin olup olmad\u0131\u011f\u0131n\u0131 de\u011ferlendirmesi gerekir. \u0130\u015ften \u00e7\u0131karma, yaln\u0131zca ba\u015fka bir istihdam olana\u011f\u0131n\u0131n bulunmamas\u0131 durumunda m\u00fcmk\u00fcnd\u00fcr.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u0130\u015fletme faaliyetleriyle ilgili nedenlerle yap\u0131lan bir i\u015ften \u00e7\u0131karmada, i\u015f hukuku a\u00e7\u0131s\u0131ndan i\u015f\u00e7i temsilciler kurulunun rol\u00fc nedir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u0130\u015f hukuku gere\u011fi, herhangi bir i\u015ften \u00e7\u0131karma \u00f6ncesinde i\u015f\u00e7i temsilciler kuruluna dan\u0131\u015f\u0131lmas\u0131 zorunludur. \u0130\u015fveren, i\u015ften \u00e7\u0131karman\u0131n nedenlerini ve sosyal se\u00e7im s\u00fcrecinde kullan\u0131lan kriterleri i\u015f\u00e7i temsilciler kuruluna bildirmek zorundad\u0131r. Dan\u0131\u015fma s\u00fcreci ihmal edilirse veya kusurlu yap\u0131l\u0131rsa, i\u015ften \u00e7\u0131karma yaln\u0131zca \u015fekilsel gerek\u00e7elerle ge\u00e7ersiz say\u0131l\u0131r. Bu nedenle, i\u015f\u00e7i temsilciler kurulunun kat\u0131l\u0131m\u0131, \u00e7al\u0131\u015fanlar\u0131n i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 korunmas\u0131nda hayati bir unsurdur.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Operasyonel nedenlerle yap\u0131lan bir i\u015ften \u00e7\u0131karma ne zaman sosyal a\u00e7\u0131dan hakl\u0131 g\u00f6r\u00fcl\u00fcr?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u0130\u015fletme faaliyetleri nedeniyle yap\u0131lan i\u015ften \u00e7\u0131karmalar, ancak i\u015fin ortadan kald\u0131r\u0131lmas\u0131na yol a\u00e7an bir i\u015fletme karar\u0131na dayan\u0131yorsa ve i\u015fveren i\u015ften \u00e7\u0131karmaya kar\u015f\u0131 koruma sa\u011flayan yasal \u015fartlara uyuyorsa hakl\u0131 g\u00f6r\u00fclebilir. Bu \u015fartlar aras\u0131nda \u00f6zellikle daha hafif \u00f6nlemlerin al\u0131nmamas\u0131, uygun bir sosyal se\u00e7im s\u00fcreci ve i\u015f\u00e7i temsilciler kurulunun do\u011fru \u015fekilde dahil edilmesi yer almaktad\u0131r.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u0130\u015ften \u00e7\u0131karmalar s\u00f6z konusu oldu\u011funda sosyal planlar\u0131n ve puan sistemlerinin \u00f6nemi nedir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    E\u011fer bir sosyal plan mevcutsa, bu plan sosyal se\u00e7im s\u00fcrecinin uygulanmas\u0131n\u0131, \u00f6rne\u011fin bir puan sistemi arac\u0131l\u0131\u011f\u0131yla belirleyebilir. Bu t\u00fcr sistemler, sosyal kriterleri a\u011f\u0131rl\u0131kland\u0131rarak kar\u015f\u0131la\u015ft\u0131r\u0131labilirli\u011fi ve \u015feffafl\u0131\u011f\u0131 te\u015fvik eder. Federal \u0130\u015f Mahkemesi (BAG, AzR) i\u00e7tihatlar\u0131na g\u00f6re, puan sistemleri, yasal sosyal kriterleri yeterince dikkate ald\u0131klar\u0131 ve ciddi se\u00e7im hatalar\u0131na yol a\u00e7mad\u0131klar\u0131 s\u00fcrece caizdir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Mahkemeler, i\u015fverenin sosyal se\u00e7im s\u00fcrecini ne kadar titizlikle inceliyor?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u0130\u015f mahkemeleri, sosyal se\u00e7im s\u00fcre\u00e7lerini m\u00fckemmellik a\u00e7\u0131s\u0131ndan de\u011fil, a\u011f\u0131r hatalar a\u00e7\u0131s\u0131ndan inceler. Belirleyici fakt\u00f6r, i\u015fverenin sosyal kriterleri hakl\u0131 bir \u015fekilde uygulay\u0131p uygulamad\u0131\u011f\u0131d\u0131r. Federal \u0130\u015f Mahkemesi&#039;nin (BAG, AzR) yerle\u015fik i\u00e7tihat\u0131na g\u00f6re, ba\u015fka bir se\u00e7im modeli d\u00fc\u015f\u00fcn\u00fclebilir olsa bile, bir i\u015ften \u00e7\u0131karma ge\u00e7ersiz say\u0131lmaz. \u00d6nemli olan, sonucun hala sosyal a\u00e7\u0131dan dengeli olup olmad\u0131\u011f\u0131d\u0131r.                <\/div>\n            <\/div>\n        <\/div>\n\n            <\/div>\n\n    <script type=\"application\/ld+json\">\n    {\n        \"@context\": \"https:\/\/schema.org\",\n        \"@type\": \"FAQPage\",\n        \"mainEntity\": [\n            {\n    \"@type\": \"Question\",\n    \"name\": \"Was ist eine betriebsbedingte K\u00fcndigung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine betriebsbedingte K\u00fcndigung liegt vor, wenn ein Arbeitsverh\u00e4ltnis aufgrund dringender betrieblicher Erfordernisse nicht mehr fortgef\u00fchrt werden kann. Dies kann zum Beispiel bei der Schlie\u00dfung einer Filiale, einer Abteilung oder einer Produktionsst\u00e4tte der Fall sein.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wann ist eine betriebsbedingte K\u00fcndigung zul\u00e4ssig?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine betriebsbedingte K\u00fcndigung ist zul\u00e4ssig, wenn die folgenden drei Voraussetzungen erf\u00fcllt sind:Es liegen dringende betriebliche Erfordernisse vor.Es besteht keine M\u00f6glichkeit, den Arbeitnehmer anderweitig zu besch\u00e4ftigen.Die Sozialauswahl ist ordnungsgem\u00e4\u00df durchgef\u00fchrt worden.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Was sind dringende betriebliche Erfordernisse?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Dringende betriebliche Erfordernisse k\u00f6nnen au\u00dferbetriebliche Gr\u00fcnde (z.B. dauerhafter R\u00fcckgang des Arbeitsanfalls) oder innerbetriebliche Gr\u00fcnde (z.B. Rationalisierung, Automatisierung) sein. Der Arbeitgeber muss nachweisen, dass es sich nicht um kurzfristige Schwankungen, sondern um dauerhafte Ver\u00e4nderungen handelt.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Was ist die Sozialauswahl und wie wird sie durchgef\u00fchrt?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Mit der Sozialauswahl wird festgelegt, welche Arbeitnehmer bei einer betriebsbedingten K\u00fcndigung entlassen werden. Dabei werden soziale Kriterien wie die Dauer der Betriebszugeh\u00f6rigkeit, das Lebensalter, Unterhaltspflichten und eine eventuelle Schwerbehinderung ber\u00fccksichtigt. Zur objektiven Bewertung dieser Kriterien verwenden Arbeitgeber h\u00e4ufig Punktesysteme.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Was passiert, wenn die Sozialauswahl fehlerhaft ist?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine fehlerhafte Sozialauswahl f\u00fchrt nicht automatisch zur Unwirksamkeit der K\u00fcndigung. Nur wenn sich der Fehler objektiv auf die Auswahl der zu k\u00fcndigenden Arbeitnehmer ausgewirkt hat, kann die K\u00fcndigung angefochten werden. Die Sozialauswahl wird nur auf grobe Fehlerhaftigkeit \u00fcberpr\u00fcft, sofern Namensliste oder Auswahlrichtlinien vorliegen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Alternativen gibt es zur betriebsbedingten K\u00fcndigung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Bevor eine betriebsbedingte K\u00fcndigung ausgesprochen werden kann, muss der Arbeitgeber pr\u00fcfen, ob es mildere Mittel gibt, wie zum Beispiel die Versetzung auf einen anderen freien Arbeitsplatz oder eine \u00c4nderungsk\u00fcndigung. Eine K\u00fcndigung ist nur zul\u00e4ssig, wenn es keine andere M\u00f6glichkeit der Weiterbesch\u00e4ftigung gibt.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Rolle spielt der Betriebsrat bei einer betriebsbedingten K\u00fcndigung aus Sicht des Arbeitsrechts?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Nach dem Arbeitsrecht muss der Betriebsrat vor jeder K\u00fcndigung angeh\u00f6rt werden. Der Arbeitgeber hat ihm die Gr\u00fcnde f\u00fcr die K\u00fcndigung sowie die Gesichtspunkte der sozialen Auswahl mitzuteilen. Unterbleibt die Anh\u00f6rung oder ist sie fehlerhaft, ist die K\u00fcndigung bereits aus formellen Gr\u00fcnden unwirksam. Die Beteiligung des Betriebsrats ist damit ein zentraler Bestandteil des K\u00fcndigungsschutzes des Arbeitnehmers.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wann gilt eine betriebsbedingte K\u00fcndigung als sozial gerechtfertigt?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine betriebsbedingte K\u00fcndigung ist nur dann gerechtfertigt, wenn sie auf einer unternehmerischen Entscheidung beruht, die zum Wegfall des Arbeitsplatzes f\u00fchrt, und wenn der Arbeitgeber die gesetzlichen Anforderungen des K\u00fcndigungsschutzes einh\u00e4lt. Dazu z\u00e4hlen insbesondere das Fehlen milderer Mittel, eine ordnungsgem\u00e4\u00dfe Sozialauswahl und die korrekte Beteiligung des Betriebsrats.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Bedeutung haben Sozialplan und Punktesystem bei betriebsbedingten K\u00fcndigungen?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Besteht ein Sozialplan, kann dieser die Durchf\u00fchrung der Sozialauswahl konkretisieren, etwa durch ein Punktesystem. Solche Systeme dienen der Vergleichbarkeit und Transparenz, indem soziale Kriterien gewichtet werden. Nach der Rechtsprechung des BAG (AzR) sind Punktesysteme zul\u00e4ssig, solange sie die gesetzlichen Sozialkriterien angemessen ber\u00fccksichtigen und keine groben Auswahlfehler entstehen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wie streng pr\u00fcfen die Gerichte die Sozialauswahl des Arbeitgebers?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Arbeitsgerichte pr\u00fcfen die Sozialauswahl nicht auf Perfektion, sondern darauf, ob sie grob fehlerhaft ist. Ma\u00dfgeblich ist, ob der Arbeitgeber die sozialen Kriterien in vertretbarer Weise angewendet hat. Nach der st\u00e4ndigen Rechtsprechung des BAG (AzR) ist eine K\u00fcndigung nicht allein deshalb unwirksam, weil ein anderes Auswahlmodell ebenfalls denkbar gewesen w\u00e4re. Entscheidend ist, ob das Ergebnis noch sozial ausgewogen ist.\"\n    }\n}\n        ]\n    }\n    <\/script>                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>\n\n\n\n\n\n<p>G\u00f6rsel kaynaklar\u0131: Pressmaster | halfpoint | <a href=\"https:\/\/www.canva.com\/photos\/\">Canva.com<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>\u015eirketiniz yeniden yap\u0131lanma s\u00fcrecinde oldu\u011fundan ve i\u015finizi kaybetme tehlikesi alt\u0131nda oldu\u011funuzdan dolay\u0131 operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lma hakk\u0131nda daha fazla bilgi edinmek ister misiniz?<\/p>","protected":false},"author":1,"featured_media":8489,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1626","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - 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