{"id":6402,"date":"2023-02-13T16:59:12","date_gmt":"2023-02-13T15:59:12","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?p=6402"},"modified":"2024-05-10T11:42:52","modified_gmt":"2024-05-10T09:42:52","slug":"gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung","status":"publish","type":"post","link":"https:\/\/smart-arbeitsrecht.de\/tr\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/","title":{"rendered":"Fesih sonras\u0131 iyi bir k\u0131dem tazminat\u0131 bug\u00fcn hala m\u00fcmk\u00fcn m\u00fc? Yeni i\u00e7tihat"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Berlin-Brandenburg Eyalet \u0130\u015f Mahkemesi&#039;nin yeni karar\u0131, i\u015ften \u00e7\u0131kar\u0131lman\u0131n ard\u0131ndan iyi bir k\u0131dem tazminat\u0131 alman\u0131n h\u00e2l\u00e2 bu kadar &quot;kolay&quot; olup olmad\u0131\u011f\u0131 konusunda \u015f\u00fcpheler uyand\u0131r\u0131yor. Bu karar, i\u015fverenlerin i\u015fi kabul etmeme riskini azaltabilir. \u00c7al\u0131\u015fanlar, ba\u015fka bir yerde gelir elde etmekte &quot;k\u00f6t\u00fc niyetli ba\u015far\u0131s\u0131z olma&quot; su\u00e7lamas\u0131yla kar\u015f\u0131 kar\u015f\u0131ya kalmamak i\u00e7in i\u015f ba\u015fvurusunda bulunmak i\u00e7in yo\u011fun \u00e7aba sarf etmek zorunda kalacaklar.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ama \u00f6nce ilk \u015feyler: Bu makalede size \u015funu s\u00f6yleyece\u011fim<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>LAG Berlin-Brandenburg&#039;un karar\u0131n\u0131 sunmak,<\/li>\n\n\n\n<li>Karar\u0131 ayr\u0131nt\u0131l\u0131 olarak a\u00e7\u0131klay\u0131n (\u00f6zellikle &quot;kabulde gecikme&quot; konusunu),<\/li>\n\n\n\n<li>bunun \u00e7al\u0131\u015fanlar\u0131n k\u0131dem tazminat\u0131 alma \u015fanslar\u0131 \u00fczerinde nas\u0131l bir etki yaratabilece\u011fini g\u00f6sterin,<\/li>\n\n\n\n<li>i\u015ften \u00e7\u0131kar\u0131lma durumunda mahkemenin \u00e7al\u0131\u015fanlardan tam olarak ne bekledi\u011fini g\u00f6sterin.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Bu makaleyi okuduktan sonra, i\u015ften \u00e7\u0131kar\u0131lma sonras\u0131nda iyi bir k\u0131dem tazminat\u0131 paketinin hala m\u00fcmk\u00fcn olup olmad\u0131\u011f\u0131n\u0131 tam olarak \u00f6\u011freneceksiniz. Ve siz veya \u00e7al\u0131\u015fan\u0131n\u0131z ne yapmal\u0131d\u0131r? <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/anwalt-kuendigung-arbeitsrecht\/\" target=\"_blank\" rel=\"noreferrer noopener\">Fesih avukat\u0131n\u0131z<\/a> Yarg\u0131tay kararlar\u0131na g\u00f6re, i\u015fveren taraf\u0131ndaki risklerin y\u00fcksek tutulmas\u0131 i\u00e7in bu gerekli olabilir. <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/\">Hamburg&#039;da i\u015f hukuku avukat\u0131<\/a> ve sonland\u0131rma konusunda uzman, <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/anwalt-abmahnung-arbeitsrecht\/\">Uyar\u0131lar<\/a> ve fesih anla\u015fmalar\u0131 konusunda sorular\u0131n\u0131z\u0131 her zaman yan\u0131tlamaya haz\u0131r\u0131m. <\/p>\n\n\n\n<div class=\"toc\">\n<h3>\u0130\u00e7indekiler<\/h3>\n<ol>\n<li><a href=\"#zeitalter_abfindungen_vorbei\">K\u0131dem tazminat\u0131: Y\u00fcksek mebla\u011flar\u0131n d\u00f6nemi bitti mi?<\/a><\/li>\n<li><a href=\"#darum_trotzdem_abfindung\">&quot;K\u0131dem tazminat\u0131 alma hakk\u0131 yoktur, her \u00e7ocuk bunu bilir - Bu y\u00fczden i\u015fverenler yine de \u00f6d\u00fcyor<\/a><\/li>\n<li><a href=\"#geringere_chancen_abfindung\">Bu \u00e7al\u0131\u015fan y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc iyi bir k\u0131dem tazminat\u0131 alma \u015fans\u0131n\u0131 azalt\u0131r<\/a><\/li>\n<li><a href=\"#landesarbeitsgericht_berlin_brandenburg\">Berlin-Brandenburg B\u00f6lge \u0130\u015f Mahkemesi: \u00c7al\u0131\u015fanlar\u0131n kapsaml\u0131 y\u00fck\u00fcml\u00fcl\u00fckleri<\/a><\/li>\n<li><a href=\"#abfindung_arbeitnehmer_k\u00fcndigung\">Bu, \u00e7al\u0131\u015fanlara i\u015ften \u00e7\u0131kar\u0131lma sonras\u0131nda k\u0131dem tazminat\u0131 \u00f6denmesi karar\u0131ndan kaynaklanmaktad\u0131r<\/a><\/li>\n<li><a href=\"#tipp_abfindung_annahmeverzug\">Kabul temerr\u00fcd\u00fc ve k\u0131dem tazminat\u0131 konusunda son ipucu<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"zeitalter_abfindungen_vorbei\">K\u0131dem tazminat\u0131: Y\u00fcksek mebla\u011flar\u0131n d\u00f6nemi bitti mi?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">C\u00f6mertli\u011fin \u00e7a\u011f\u0131 m\u0131? <strong>k\u0131dem tazminat\u0131<\/strong> \u0130\u015f hukukunda istihdam ili\u015fkisinde? Bu, \u015fu anda \u00e7al\u0131\u015fan bir\u00e7ok \u00e7al\u0131\u015fan i\u00e7in son derece ilgi \u00e7ekici bir sorudur. <strong>Fesih<\/strong> Etkilenen veya i\u015ften \u00e7\u0131kar\u0131lmak \u00fczere olan \u00e7al\u0131\u015fanlar. \u00c7al\u0131\u015fanlar, i\u015ften \u00e7\u0131kar\u0131lmalar\u0131 durumunda c\u00f6mert veya en az\u0131ndan yeterli bir k\u0131dem tazminat\u0131 almay\u0131 hakl\u0131 olarak umabilirler mi? Yoksa bu ge\u00e7mi\u015fte mi kald\u0131?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bu konuyu ele al\u0131yoruz \u00e7\u00fcnk\u00fc belirli bir \u00f6nemi var. <strong>G\u00fcncellik<\/strong> \u00c7al\u0131\u015fanlar\u0131n lehine olmasa da yeni geli\u015fmeler ya\u015fan\u0131yor. Gelecekte iyi bir k\u0131dem tazminat\u0131 alman\u0131n neden daha zor hale gelebilece\u011fini size g\u00f6stermek istiyorum. Her \u015feyden \u00f6nce, yeni bir geli\u015fme var. <strong>Berlin-Brandenburg B\u00f6lge \u0130\u015f Mahkemesi Karar\u0131<\/strong>\u00c7al\u0131\u015fanlara i\u015ften \u00e7\u0131kar\u0131lma veya i\u015ften \u00e7\u0131kar\u0131lmaya ili\u015fkin anla\u015fmazl\u0131k durumunda belirli haklar tan\u0131yan karar. <strong>G\u00f6revler<\/strong> Ve bu da nihayetinde i\u015fverenlerin etkisiz fesih nedeniyle mali dezavantajlara maruz kalma riskini \u00f6nemli \u00f6l\u00e7\u00fcde azaltabilir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fte bu makalenin konusu. Sizi g\u00fcncel tutmak ve mevcut durumun neden \u00e7al\u0131\u015fanlar\u0131n \u00e7\u0131kar\u0131na olmad\u0131\u011f\u0131n\u0131 g\u00f6stermek istiyoruz. Ama \u00f6nce temel bilgilerle ba\u015flayal\u0131m.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"darum_trotzdem_abfindung\">K\u0131dem tazminat\u0131 alma hakk\u0131 yoktur, her \u00e7ocuk bunu bilir - Bu y\u00fczden i\u015fverenler hala bunu \u00f6d\u00fcyor<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler, i\u015ften \u00e7\u0131karma durumunda \u00e7al\u0131\u015fanlara neden k\u0131dem tazminat\u0131 \u00f6d\u00fcyor? Biliyor musunuz? Yasal olarak bunu yapmak zorunda olduklar\u0131 i\u00e7in de\u011fil. <strong><a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#abfindung_k%C3%BCndigung\" target=\"_blank\" rel=\"noreferrer noopener\">K\u0131dem tazminat\u0131 hakk\u0131<\/a><\/strong> Almanya&#039;da, \u00e7al\u0131\u015fanlar\u0131n fesih durumunda genellikle koruma hakk\u0131 yoktur. Birka\u00e7 istisna d\u0131\u015f\u0131nda, unutmay\u0131n. Fesih koruma s\u00fcreci, feshedilen i\u015fi geri kazanmay\u0131 ama\u00e7lar. Ancak, bir\u00e7ok \u00e7al\u0131\u015fan\u0131n bunu istemedi\u011fini s\u00f6ylemeye gerek yok.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">K\u0131dem tazminat\u0131 anla\u015fmalar\u0131 i\u015f mahkemelerinde neredeyse kural haline geldi<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ve yine de <strong>Fesih s\u00f6zle\u015fmesi<\/strong> Ganz und G\u00e4be i\u015f mahkemesinde. Sadece: Bu sadece bir &quot;anla\u015fma&quot; - bir <strong>i\u015fverenden g\u00f6n\u00fcll\u00fc fayda<\/strong>Ve i\u015fverenler nispeten s\u0131kl\u0131kla ve memnuniyetle s\u00fcre\u00e7 boyunca bir k\u0131dem tazminat\u0131 \u00f6derler, \u00e7\u00fcnk\u00fc onlar i\u00e7in b\u00f6yle bir i\u015ften \u00e7\u0131karma koruma s\u00fcreci <strong>finansal riskler<\/strong> Bunun nedeni, i\u015fverenlerin i\u015ften \u00e7\u0131karmalar\u0131n\u0131n yasal olarak etkili oldu\u011fundan her zaman emin olamamalar\u0131d\u0131r. Ge\u00e7erli bir i\u015ften \u00e7\u0131karma, i\u015fverenin <strong>Formaliteler g\u00f6zlendi<\/strong> ve ayr\u0131ca bir <strong>Fesih nedeni<\/strong> El alt\u0131nda. En az\u0131ndan e\u011fer <strong><a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#allgemeiner_k%C3%BCndigungsschutz\" target=\"_blank\" rel=\"noreferrer noopener\">\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131<\/a><\/strong> uygulanabilir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bu nedenle fesih s\u00fcreci olduk\u00e7a <strong>hatal\u0131<\/strong>Etkisiz bir fesih, ge\u00e7mi\u015fte i\u015fverenleri defalarca rahats\u0131z etti. Bu nedenle, i\u015fverenlerin bir i\u015ften \u00e7\u0131karma anla\u015fmazl\u0131\u011f\u0131 durumunda, yasal olarak g\u00fcvenli bir fesih i\u00e7in daha &quot;zarif&quot; bir yol aramalar\u0131 tamamen anla\u015f\u0131labilir bir durumdur. <strong>yasal olarak g\u00fcvenli yol<\/strong>Fesih hakk\u0131n\u0131 elde etmenin bir yolu, k\u0131dem tazminat\u0131 s\u00f6zle\u015fmesi yapmakt\u0131r. \u0130\u015fveren k\u0131dem tazminat\u0131 \u00f6der ve kar\u015f\u0131l\u0131\u011f\u0131nda s\u00f6zle\u015fmede, feshin i\u015f ili\u015fkisini kesin olarak sona erdirdi\u011fine dair s\u00f6zle\u015fmesel bir g\u00fcvence al\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Bu nedenle i\u015fverenler k\u0131dem tazminat\u0131 \u00f6der ve karardan ka\u00e7\u0131n\u0131rlar<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Peki i\u015fverenler neden devreye girip yasal i\u015flem ba\u015flatm\u0131yor? Belirtildi\u011fi gibi, bunun nedeni finansal riskler. Haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma davalar\u0131n\u0131n bazen i\u015fe yarayabilece\u011fini elbette biliyorsunuzdur. <strong>Aylar veya y\u0131llar <\/strong>\u0130\u015f mahkemesi feshin ge\u00e7ersiz oldu\u011funa karar verirse, i\u015fveren iki \u00f6nemli sorunla kar\u015f\u0131 kar\u015f\u0131ya kal\u0131r:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>(1)<\/strong> Kurtulmak istedi\u011fi i\u015f\u00e7iyi \u00e7al\u0131\u015ft\u0131rmaya devam etmek zorundad\u0131r.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>(2)<\/strong> \u0130\u015fveren, i\u015f\u00e7inin fesih nedeniyle \u00e7al\u0131\u015fmad\u0131\u011f\u0131 son aylara ait i\u015f\u00e7iye geriye d\u00f6n\u00fck \u00fccretlerini \u00f6demek zorundad\u0131r.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130kinci nokta ise ger\u00e7ektir <strong>K\u0131dem tazminat\u0131n\u0131n &quot;s\u00fcr\u00fcc\u00fcleri&quot;<\/strong>\u0130\u015fveren, ge\u00e7ersiz bir fesih durumunda \u00e7al\u0131\u015fana birka\u00e7 ayl\u0131k maa\u015f\u0131n\u0131 geri \u00f6demek zorunda kalmaktan ka\u00e7\u0131nmak ister. Bu, i\u015fverenin ka\u00e7\u0131nmak isteyece\u011fi b\u00fcy\u00fck bir mali risktir. Hukuk uzmanlar\u0131 buna &quot;<strong>Kabulde temerr\u00fct riski<\/strong>&quot;Bu riski nas\u0131l ortadan kald\u0131rabilir? \u00d6rne\u011fin, bir uzla\u015fma anla\u015fmas\u0131 yaparak.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"geringere_chancen_abfindung\">Bu \u00e7al\u0131\u015fan y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc iyi bir k\u0131dem tazminat\u0131 alma \u015fans\u0131n\u0131 azalt\u0131r<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fte as\u0131l \u00f6nemli nokta: \u00c7al\u0131\u015fanlar i\u00e7in, i\u015fverenin temerr\u00fct riskini s\u0131n\u0131rlayan yasal bir y\u00fck\u00fcml\u00fcl\u00fck var. Ge\u00e7mi\u015fte etkisi s\u0131n\u0131rl\u0131 olsa da, bug\u00fcn durum farkl\u0131 olabilir. Bu nedenle, bu y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc size k\u0131saca tan\u0131tmak istiyorum.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u00c7al\u0131\u015fanlar\u0131n y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc \u2013 ge\u00e7 kabul tazminat\u0131na ili\u015fkin kazan\u00e7lar\u0131n yat\u0131r\u0131lmas\u0131<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c7al\u0131\u015fanlar\u0131n y\u00fck\u00fcml\u00fcl\u00fckleri \u015funlard\u0131r: <strong>di\u011fer kaynaklardan elde edilen kazan\u00e7lar<\/strong> kabul edilmeme iddialar\u0131 \u00fczerine <strong>kredi<\/strong> Yani, \u00f6rne\u011fin ihbar s\u00fcresi dolduktan sonra yeni bir i\u015fe ba\u015flarsan\u0131z, genellikle orada kazand\u0131\u011f\u0131n\u0131z maa\u015f\u0131n i\u015fvereninize kar\u015f\u0131 a\u00e7aca\u011f\u0131n\u0131z tazminat taleplerine mahsup edilmesi gerekir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Ama hepsi bu kadar de\u011fil: <\/strong>Ayr\u0131ca \u015funu da yapman\u0131z gerekiyor: <strong>(hayali) \u00fccret<\/strong> M\u00fcmk\u00fcn ve makul bir i\u015f buldu\u011funuz i\u00e7in ba\u015faramad\u0131\u011f\u0131n\u0131z kabul edilir <strong>k\u00f6t\u00fc niyetle ihmal etmek <\/strong>Ba\u015fka bir i\u015fverenden net bir i\u015f teklifi ald\u0131ysan\u0131z, teklifi kabul etmek zorunda de\u011filsiniz. Ancak, kabul etmezseniz, s\u00f6zle\u015fmenizi ihlal etmi\u015f olursunuz. <strong>Zararlar\u0131 azaltma g\u00f6revi<\/strong> Eski i\u015fvereninize kar\u015f\u0131 tazminat talep edebilirsiniz. Sonu\u00e7 olarak, bu i\u015f f\u0131rsat\u0131ndan yararlanm\u0131\u015f olsayd\u0131n\u0131z kazanabilece\u011finiz tazminat, temerr\u00fct tazminat taleplerinizden mahsup edilecektir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ancak dedi\u011fim gibi, ge\u00e7mi\u015fte bu y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fcn pratikte pek bir etkisi olmad\u0131, \u00e7\u00fcnk\u00fc i\u015fverenler \u00e7al\u0131\u015fan\u0131n <strong>Asl\u0131nda<\/strong> i\u015fe ba\u015flayabilirlerdi. Bu nedenle, bir \u00e7al\u0131\u015fan\u0131n zararlar\u0131 azaltma g\u00f6revini ihlal etti\u011fini kan\u0131tlayamad\u0131lar. Dolay\u0131s\u0131yla, temerr\u00fct riski devam etti.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Bu, ge\u00e7 kabul sorununa gelince i\u015fverenlerin i\u015fine yar\u0131yor<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ancak bug\u00fcn durum farkl\u0131 olabilir. Bunun \u00fc\u00e7 ana nedeni var:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>(1)<\/strong> Neredeyse t\u00fcm end\u00fcstrilerimiz var <strong>Tam istihdam<\/strong>Bug\u00fcn i\u015f\u00e7ilerin 2-3 aydan fazla i\u015fsiz kalmas\u0131 pek d\u00fc\u015f\u00fcn\u00fclemez.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>(2)<\/strong> Federal \u00c7al\u0131\u015fma Mahkemesi&#039;nin bir karar\u0131na g\u00f6re, i\u015fverenlerin \u015fartl\u0131 bir \u00e7al\u0131\u015fma izni var <strong>Bilgi edinme hakk\u0131<\/strong> Kabul\u00fcn gecikmesi s\u0131ras\u0131nda \u00e7al\u0131\u015fanlar\u0131n uygulama \u00e7abalar\u0131 dikkate al\u0131nd\u0131\u011f\u0131nda.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>(3) <\/strong>Bir <strong>Berlin-Brandenburg B\u00f6lge \u0130\u015f Mahkemesi Karar\u0131 <\/strong>uygulama \u00e7al\u0131\u015fmalar\u0131n\u0131n kapsam\u0131 ve i\u00e7eri\u011fi konusunda \u00e7al\u0131\u015fanlara kapsaml\u0131 y\u00fck\u00fcml\u00fcl\u00fckler getirmektedir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Berlin-Brandenburg \u0130\u015f Mahkemesi&#039;nin son d\u00f6nemde b\u00fcy\u00fck yank\u0131 uyand\u0131ran karar\u0131 da tam olarak buydu. Bu nedenle, bu karar\u0131 size k\u0131saca tan\u0131tmak istiyorum.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"landesarbeitsgericht_berlin_brandenburg\">Berlin-Brandenburg B\u00f6lge \u0130\u015f Mahkemesi: \u00c7al\u0131\u015fanlar\u0131n kapsaml\u0131 y\u00fck\u00fcml\u00fcl\u00fckleri<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Berlin-Brandenburg B\u00f6lge \u0130\u015f Mahkemesi (30 Eyl\u00fcl 2022 \u2013 6 Sa 280\/22), tam olarak az \u00f6nce \u00f6zetledi\u011fim dava senaryosuna karar vermek zorundayd\u0131. Karar, a\u015fa\u011f\u0131daki olgulara dayan\u0131yordu:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Uzun y\u0131llard\u0131r yetersiz uygulama \u00e7abas\u0131 g\u00f6steren \u00e7al\u0131\u015fanlar<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015f ili\u015fkisinin bozuldu\u011fu g\u00f6r\u00fcl\u00fcyordu. \u0130\u015fveren birka\u00e7 kez... <strong>Fesih<\/strong> Bunlar\u0131n hepsi etkisiz kald\u0131. Bu arada i\u015fveren \u00e7al\u0131\u015fan\u0131 i\u015fe almad\u0131. \u00c7al\u0131\u015fan daha sonra i\u015fverene dava a\u00e7t\u0131. <strong>Ge\u00e7 kabul tazminat\u0131<\/strong> S\u00f6z konusu d\u00f6nem i\u00e7in. Hizmetlerini usul\u00fcne uygun olarak teklif etmi\u015f, ancak i\u015fveren bunlar\u0131 kabul etmemi\u015fti. Bu, kabulde kusurun klasik bir \u00f6rne\u011fiydi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fveren, \u00e7al\u0131\u015fan\u0131n iddias\u0131n\u0131 savundu ve \u00e7al\u0131\u015fan\u0131n <strong>k\u00f6t\u00fc niyetle ihmal etmek <\/strong>ba\u015fka bir yerde m\u00fcmk\u00fcn ve makul bir gelir elde etmek i\u00e7in. \u0130\u015fveren b\u00f6ylece \u00e7al\u0131\u015fan\u0131 <strong>Bilgi<\/strong> Bu arada ne gibi uygulama \u00e7abalar\u0131 g\u00f6sterdi\u011fini de merak ediyorum.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c7al\u0131\u015fan daha sonra <strong>Uygulama \u00e7abalar\u0131 tam olarak a\u00e7\u0131kland\u0131<\/strong>Bu da onun i\u00e7in \u00f6l\u00fcmc\u00fcl bir tablo \u00e7izdi. S\u00f6z konusu d\u00f6nemde, ortalama olarak yaln\u0131zca <strong>haftada bir uygulama<\/strong> Ayr\u0131ca, ba\u015fvurular\u0131n i\u00e7eri\u011fi de sak\u0131ncal\u0131yd\u0131. Ne ki\u015fiye \u00f6zeldi ne de \u00e7al\u0131\u015fan\u0131n hangi pozisyona ba\u015fvurdu\u011fu a\u00e7\u0131k\u00e7a belirtiliyordu.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Berlin-Brandenburg B\u00f6lge \u0130\u015f Mahkemesi&#039;nin karar\u0131<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">B\u00f6lge \u0130\u015f Mahkemesi <strong>\u00d6deme talebi<\/strong> \u00e7al\u0131\u015fan daha sonra <strong>Reddedilmi\u015f<\/strong>Ba\u015fvuru say\u0131s\u0131 gereksinimlerin \u00e7ok alt\u0131nda kald\u0131. Bir \u00e7al\u0131\u015fan\u0131n ba\u015fvuru i\u00e7in gereken \u00e7abay\u0131 g\u00f6stermesi gerekiyor. <strong>Tam zamanl\u0131 pozisyon<\/strong> Mahkeme ayr\u0131ca, ba\u015fka bir gelir elde etmede k\u00f6t\u00fc niyetli bir \u015fekilde ba\u015far\u0131s\u0131z olmakla su\u00e7lanmak istemiyorsa, <strong>Uygulamalar\u0131n kalitesi<\/strong>\u00c7\u00fcnk\u00fc \u00e7al\u0131\u015fanlar\u0131n yeni bir i\u015f bulmak i\u00e7in yapt\u0131klar\u0131 ba\u015fvurularda ciddi bir \u00e7aba g\u00f6r\u00fclmedi. Ba\u015fvuru belgeleri, istenen pozisyonu g\u00fcvence alt\u0131na almaya yetecek kadar \u00e7ekici de\u011fildi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Mahkeme ayr\u0131ca Federal \u0130\u015f Mahkemesi&#039;nin i\u00e7tihatlar\u0131n\u0131 da benimsedi ve \u00e7al\u0131\u015fanlar\u0131n, i\u015fverenin talebi \u00fczerine, <strong>Bilgi<\/strong> Ba\u015fvuru \u00e7abalar\u0131 hakk\u0131nda. En az\u0131ndan istihdam ajans\u0131 veya i\u015f merkezinin ilgili i\u015f tekliflerini sundu\u011fu \u00f6l\u00e7\u00fcde. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"abfindung_arbeitnehmer_k\u00fcndigung\">Bu, \u00e7al\u0131\u015fanlara i\u015ften \u00e7\u0131kar\u0131lma sonras\u0131nda k\u0131dem tazminat\u0131 \u00f6denmesi karar\u0131ndan kaynaklanmaktad\u0131r<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Ba\u015fta da s\u00f6yledi\u011fim gibi: Kabulde temerr\u00fct riski de bir risktir. <strong>K\u0131dem tazminat\u0131 tutar\u0131n\u0131n s\u00fcr\u00fcc\u00fcleri<\/strong> Fesih halinde. Fesih ge\u00e7ersiz oldu\u011fu takdirde \u00e7al\u0131\u015fan\u0131n istihdam\u0131na devam etme olas\u0131l\u0131\u011f\u0131na ek olarak.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Risk da\u011f\u0131l\u0131m\u0131 de\u011fi\u015fmi\u015f olabilir<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ancak bu otomatizm, Federal \u0130\u015f Mahkemesi ve Berlin-Brandenburg Eyalet \u0130\u015f Mahkemesi&#039;nin kararlar\u0131yla baltaland\u0131. \u0130\u015fverenler art\u0131k \u00e7al\u0131\u015fanlardan ba\u015fvuru s\u00fcre\u00e7leri hakk\u0131nda bilgi talep edebiliyorsa, <strong>S\u00fcre\u00e7te eylemsizlik ortaya \u00e7\u0131kt\u0131<\/strong>\u0130\u015fveren b\u00f6ylece kabulde temerr\u00fcde d\u00fc\u015fme riskinin ne oldu\u011funu a\u00e7\u0131kl\u0131\u011fa kavu\u015fturabilir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Di\u011fer taraftan <\/strong>\u00c7al\u0131\u015fanlar bug\u00fcn bask\u0131 alt\u0131nda olabilir: Mahkeme, onlardan ciddi bir \u015fekilde i\u015fe ba\u015fvurmalar\u0131n\u0131 ve bunu tam zamanl\u0131 olarak yapmalar\u0131n\u0131 talep ediyor. Bu, Berlin-Brandenburg \u0130\u015f Mahkemesi taraf\u0131ndan \u00e7al\u0131\u015fanlara y\u00fcklenen \u00e7ok kapsaml\u0131 bir y\u00fck\u00fcml\u00fcl\u00fckt\u00fcr. Bu y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc yerine getirmek, \u00f6zellikle de \u00e7al\u0131\u015fanlar k\u0131dem tazminat\u0131 almay\u0131 umuyor ve i\u015fverenleri i\u00e7in finansal riskleri taktiksel olarak y\u00fcksek tutmak istiyorlarsa, kolay de\u011fildir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Geriye bir ad\u0131m \u2013 K\u0131dem tazminat\u0131 alma \u015fans\u0131 ger\u00e7ekten daha m\u0131 d\u00fc\u015f\u00fck?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ama bir ad\u0131m geriye gidelim: Beklentiler ger\u00e7ekten eskisinden \u00e7ok daha m\u0131 k\u00f6t\u00fc? \u0130\u015fte B\u00f6lge \u0130\u015f Mahkemesi&#039;nin karar\u0131n\u0131n \u00f6nemini daha iyi anlamam\u0131z\u0131 sa\u011flayacak iki nokta:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Birinci<\/strong> Bu, tek bir mahkemenin verdi\u011fi bir karard\u0131r. \u0130\u015fg\u00fcc\u00fc piyasas\u0131n\u0131n durumu \u015f\u00fcphesiz iyidir. \u0130\u015fverenlerin de ba\u015fvuru s\u00fcre\u00e7leri hakk\u0131nda bilgi edinme hakk\u0131 vard\u0131r. Ancak, di\u011fer istinaf mahkemelerinin ba\u015fvuru s\u00fcre\u00e7lerine Berlin-Brandenburg Y\u00fcksek \u0130\u015f Mahkemesi kadar y\u00fcksek standartlar uygulad\u0131\u011f\u0131 s\u00f6ylenemez. <strong>Ve bir \u015fey daha:<\/strong> Bilgi edinme hakk\u0131 \u015fu anda yaln\u0131zca Federal \u0130stihdam Ajans\u0131&#039;n\u0131n i\u015fe yerle\u015ftirme \u00f6nerileri a\u00e7\u0131s\u0131ndan yasal olarak g\u00fcvence alt\u0131na al\u0131nm\u0131\u015ft\u0131r.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>\u0130kincisi<\/strong> S\u00fcre\u00e7teki risklerin yeniden da\u011f\u0131t\u0131lmas\u0131 tam olarak d\u00fc\u015f\u00fcn\u00fclmemi\u015f olabilir. Diyelim ki \u00e7al\u0131\u015fanlar i\u015f bulma kurumundan i\u015f teklifi almak i\u00e7in ba\u015fvuruyor. Bu bir m\u00fclakata yol a\u00e7\u0131yor. \u015eu soru sorulabilir: Bir i\u015fveren, i\u015f ba\u015fvurusunda bulundu\u011funu a\u00e7\u0131klayan bir \u00e7al\u0131\u015fan\u0131 i\u015fe al\u0131r m\u0131? <strong>(1) <\/strong>eski i\u015fvereni aleyhine yasal i\u015flem ba\u015flat\u0131yor ve <strong>(2)<\/strong> Haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma davas\u0131n\u0131 kazand\u0131ktan sonra tekrar bu i\u015fveren i\u00e7in \u00e7al\u0131\u015fmaya ba\u015flayacak m\u0131y\u0131m?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Potansiyel yeni bir i\u015fverenin b\u00f6yle ko\u015fullar alt\u0131nda bir \u00e7al\u0131\u015fan\u0131 i\u015fe almas\u0131 imkans\u0131z g\u00f6r\u00fcn\u00fcyor. Yoksa i\u015fe al\u0131r m\u0131yd\u0131? Ancak, ba\u015fvuruda bulunarak \u00e7al\u0131\u015fan\u0131n: <strong>yasal g\u00f6rev tamamland\u0131<\/strong>Ve kabulde temerr\u00fct riski i\u015fverende kalacakt\u0131r.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"tipp_abfindung_annahmeverzug\">Kabul temerr\u00fcd\u00fc ve k\u0131dem tazminat\u0131 konusunda son ipucu<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Son olarak size \u015fu tavsiyede bulunmak istiyorum: \u0130\u015ften \u00e7\u0131kar\u0131lma koruma s\u00fcreci durumunda, i\u015fvereninizle ileti\u015fime ge\u00e7melisiniz. <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/\" target=\"_blank\" rel=\"noreferrer noopener\">\u0130\u015f hukuku avukat\u0131<\/a> beton <strong>Strateji ve taktikler<\/strong> Ona uygun \u015fekilde bilgi vermelisiniz. <strong>\u0130lgi alanlar\u0131n\u0131z<\/strong> Hukuki uyu\u015fmazl\u0131\u011f\u0131n uzun s\u00fcrmesi durumunda nas\u0131l davranman\u0131z gerekti\u011fi konusunda talimatlar al\u0131n.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenlerin ve i\u015fveren temsilcilerinin risklerinin en aza indirildi\u011fi y\u00f6n\u00fcndeki genel iddialar\u0131 tamamen hakl\u0131 de\u011fildir. Siz veya avukat\u0131n\u0131z \u015funlar\u0131 yapmal\u0131s\u0131n\u0131z: <strong>Di\u011fer tarafa a\u00e7\u0131k\u00e7a belirtin<\/strong>Bunu a\u00e7\u0131k\u00e7a belirtmelisiniz. <strong>iyi yap\u0131lm\u0131\u015f hukuki \u00f6dev<\/strong> ve i\u015fveren hi\u00e7bir durumda ge\u00e7 kabul nedeniyle tazminat \u00f6demek zorunda olmad\u0131\u011f\u0131n\u0131 varsayamaz.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Var <strong>garanti yok<\/strong>\u0130\u015fveren, daha y\u00fcksek bir riske maruz kalaca\u011f\u0131 i\u00e7in daha y\u00fcksek bir k\u0131dem tazminat\u0131 \u00f6demeye raz\u0131 olacakt\u0131r. Ancak, muhtemelen \u00e7ekineceklerdir. Bunu yaparak, hukuksal olarak bilgili oldu\u011funuzu ve dava durumunuzu nas\u0131l iyile\u015ftirece\u011finizi tam olarak bildi\u011finizi de g\u00f6stermi\u015f olursunuz.<\/p>","protected":false},"excerpt":{"rendered":"<p>Berlin-Brandenburg B\u00f6lge \u0130\u015f Mahkemesi&#039;nin yeni karar\u0131, iyi bir k\u0131dem tazminat\u0131 alman\u0131n h\u00e2l\u00e2 bu kadar &quot;kolay&quot; olup olmad\u0131\u011f\u0131 konusunda \u015f\u00fcpheler uyand\u0131r\u0131yor...<\/p>","protected":false},"author":1,"featured_media":6412,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-6402","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-allgemein"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Gute Abfindung nach K\u00fcndigung noch m\u00f6glich? Neues Urteil.<\/title>\n<meta name=\"description\" content=\"Gute Abfindung nach K\u00fcndigung: Ein neues Urteil des LAG Berlin-B. k\u00f6nnte die Chancen von Arbeitnehmern verschlechtern.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/smart-arbeitsrecht.de\/tr\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Gute Abfindung nach K\u00fcndigung noch m\u00f6glich? Neues Urteil.\" \/>\n<meta property=\"og:description\" content=\"Gute Abfindung nach K\u00fcndigung: Ein neues Urteil des LAG Berlin-B. k\u00f6nnte die Chancen von Arbeitnehmern verschlechtern.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/smart-arbeitsrecht.de\/tr\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/\" \/>\n<meta property=\"og:site_name\" content=\"Smart-Arbeitsrecht\" \/>\n<meta property=\"article:published_time\" content=\"2023-02-13T15:59:12+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-05-10T09:42:52+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/02\/Chancen_Abfindung_Kuendigung_heute.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2312\" \/>\n\t<meta property=\"og:image:height\" content=\"1156\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Raphael Lugowski\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Yazan:\" \/>\n\t<meta name=\"twitter:data1\" content=\"Raphael Lugowski\" \/>\n\t<meta name=\"twitter:label2\" content=\"Tahmini okuma s\u00fcresi\" \/>\n\t<meta name=\"twitter:data2\" content=\"12 dakika\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/\"},\"author\":{\"name\":\"Raphael Lugowski\",\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/#\\\/schema\\\/person\\\/aa572512b09294d8a6b4243ad3039813\"},\"headline\":\"Gute Abfindung nach K\u00fcndigung heute noch m\u00f6glich? Neue Rechtsprechung\",\"datePublished\":\"2023-02-13T15:59:12+00:00\",\"dateModified\":\"2024-05-10T09:42:52+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/\"},\"wordCount\":2217,\"image\":{\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/wp-content\\\/uploads\\\/2023\\\/02\\\/Chancen_Abfindung_Kuendigung_heute.jpg\",\"articleSection\":[\"Allgemein\"],\"inLanguage\":\"tr\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/\",\"url\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/\",\"name\":\"Gute Abfindung nach K\u00fcndigung noch m\u00f6glich? Neues Urteil.\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/wp-content\\\/uploads\\\/2023\\\/02\\\/Chancen_Abfindung_Kuendigung_heute.jpg\",\"author\":{\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/#\\\/schema\\\/person\\\/aa572512b09294d8a6b4243ad3039813\"},\"description\":\"Gute Abfindung nach K\u00fcndigung: Ein neues Urteil des LAG Berlin-B. k\u00f6nnte die Chancen von Arbeitnehmern verschlechtern.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/#breadcrumb\"},\"inLanguage\":\"tr\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"tr\",\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/#primaryimage\",\"url\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/wp-content\\\/uploads\\\/2023\\\/02\\\/Chancen_Abfindung_Kuendigung_heute.jpg\",\"contentUrl\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/wp-content\\\/uploads\\\/2023\\\/02\\\/Chancen_Abfindung_Kuendigung_heute.jpg\",\"width\":2312,\"height\":1156,\"caption\":\"Chancen_Abfindung_Ku\u0308ndigung\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Startseite\",\"item\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Gute Abfindung nach K\u00fcndigung heute noch m\u00f6glich? Neue Rechtsprechung\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/#website\",\"url\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/\",\"name\":\"Smart-Arbeitsrecht\",\"description\":\"Kanzlei f\u00fcr Arbeitsrecht\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"tr\"},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/#\\\/schema\\\/person\\\/aa572512b09294d8a6b4243ad3039813\",\"name\":\"Raphael Lugowski\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"tr\",\"@id\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/Raphael_Lugowski_2024-e1774077185809-150x150.jpg\",\"url\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/Raphael_Lugowski_2024-e1774077185809-150x150.jpg\",\"contentUrl\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/Raphael_Lugowski_2024-e1774077185809-150x150.jpg\",\"caption\":\"Raphael Lugowski\"},\"description\":\"Raphael Lugowski ist Fachanwalt f\u00fcr Arbeitsrecht und ber\u00e4t seit 2016 Arbeitnehmer, Betriebsr\u00e4te und Personalr\u00e4te in allen Bereichen des individuellen und kollektiven Arbeitsrechts. Schwerpunkte: K\u00fcndigungsschutz, Aufhebungsvertrag, Betriebsverfassungsrecht sowie Arbeitsrecht an der Schnittstelle von Digitalisierung und KI.\",\"sameAs\":[\"https:\\\/\\\/smart-arbeitsrecht.de\\\/raphael-lugowski\\\/\"],\"url\":\"https:\\\/\\\/smart-arbeitsrecht.de\\\/tr\\\/author\\\/raphael-lugowski\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Fesih sonras\u0131 iyi bir k\u0131dem tazminat\u0131 hala m\u00fcmk\u00fcn m\u00fc? Yeni karar.","description":"Fesih sonras\u0131 iyi k\u0131dem tazminat\u0131: Berlin-B. \u0130\u015f Mahkemesi&#039;nin yeni karar\u0131, \u00e7al\u0131\u015fanlar\u0131n beklentilerini daha da k\u00f6t\u00fcle\u015ftirebilir.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/smart-arbeitsrecht.de\/tr\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/","og_locale":"tr_TR","og_type":"article","og_title":"Gute Abfindung nach K\u00fcndigung noch m\u00f6glich? Neues Urteil.","og_description":"Gute Abfindung nach K\u00fcndigung: Ein neues Urteil des LAG Berlin-B. k\u00f6nnte die Chancen von Arbeitnehmern verschlechtern.","og_url":"https:\/\/smart-arbeitsrecht.de\/tr\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/","og_site_name":"Smart-Arbeitsrecht","article_published_time":"2023-02-13T15:59:12+00:00","article_modified_time":"2024-05-10T09:42:52+00:00","og_image":[{"width":2312,"height":1156,"url":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/02\/Chancen_Abfindung_Kuendigung_heute.jpg","type":"image\/jpeg"}],"author":"Raphael Lugowski","twitter_card":"summary_large_image","twitter_misc":{"Yazan:":"Raphael Lugowski","Tahmini okuma s\u00fcresi":"12 dakika"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/#article","isPartOf":{"@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/"},"author":{"name":"Raphael Lugowski","@id":"https:\/\/smart-arbeitsrecht.de\/#\/schema\/person\/aa572512b09294d8a6b4243ad3039813"},"headline":"Gute Abfindung nach K\u00fcndigung heute noch m\u00f6glich? Neue Rechtsprechung","datePublished":"2023-02-13T15:59:12+00:00","dateModified":"2024-05-10T09:42:52+00:00","mainEntityOfPage":{"@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/"},"wordCount":2217,"image":{"@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/#primaryimage"},"thumbnailUrl":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/02\/Chancen_Abfindung_Kuendigung_heute.jpg","articleSection":["Allgemein"],"inLanguage":"tr"},{"@type":"WebPage","@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/","url":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/","name":"Fesih sonras\u0131 iyi bir k\u0131dem tazminat\u0131 hala m\u00fcmk\u00fcn m\u00fc? Yeni karar.","isPartOf":{"@id":"https:\/\/smart-arbeitsrecht.de\/#website"},"primaryImageOfPage":{"@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/#primaryimage"},"image":{"@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/#primaryimage"},"thumbnailUrl":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/02\/Chancen_Abfindung_Kuendigung_heute.jpg","author":{"@id":"https:\/\/smart-arbeitsrecht.de\/#\/schema\/person\/aa572512b09294d8a6b4243ad3039813"},"description":"Fesih sonras\u0131 iyi k\u0131dem tazminat\u0131: Berlin-B. \u0130\u015f Mahkemesi&#039;nin yeni karar\u0131, \u00e7al\u0131\u015fanlar\u0131n beklentilerini daha da k\u00f6t\u00fcle\u015ftirebilir.","breadcrumb":{"@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/#breadcrumb"},"inLanguage":"tr","potentialAction":[{"@type":"ReadAction","target":["https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/"]}]},{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/#primaryimage","url":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/02\/Chancen_Abfindung_Kuendigung_heute.jpg","contentUrl":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/02\/Chancen_Abfindung_Kuendigung_heute.jpg","width":2312,"height":1156,"caption":"Chancen_Abfindung_Ku\u0308ndigung"},{"@type":"BreadcrumbList","@id":"https:\/\/smart-arbeitsrecht.de\/gute-abfindung-nach-kuendigung-heute-noch-moeglich-neue-rechtsprechung\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Startseite","item":"https:\/\/smart-arbeitsrecht.de\/"},{"@type":"ListItem","position":2,"name":"Gute Abfindung nach K\u00fcndigung heute noch m\u00f6glich? Neue Rechtsprechung"}]},{"@type":"WebSite","@id":"https:\/\/smart-arbeitsrecht.de\/#website","url":"https:\/\/smart-arbeitsrecht.de\/","name":"Ak\u0131ll\u0131 i\u015f hukuku","description":"\u0130\u015f hukuku firmas\u0131","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/smart-arbeitsrecht.de\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"tr"},{"@type":"Person","@id":"https:\/\/smart-arbeitsrecht.de\/#\/schema\/person\/aa572512b09294d8a6b4243ad3039813","name":"Raphael Lugowski","image":{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2026\/03\/Raphael_Lugowski_2024-e1774077185809-150x150.jpg","url":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2026\/03\/Raphael_Lugowski_2024-e1774077185809-150x150.jpg","contentUrl":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2026\/03\/Raphael_Lugowski_2024-e1774077185809-150x150.jpg","caption":"Raphael Lugowski"},"description":"Raphael Lugowski, i\u015f hukuku alan\u0131nda uzmanla\u015fm\u0131\u015f bir avukatt\u0131r ve 2016 y\u0131l\u0131ndan beri bireysel ve toplu i\u015f hukuku alanlar\u0131nda \u00e7al\u0131\u015fanlara, i\u015f\u00e7i konseylerine ve personel konseylerine dan\u0131\u015fmanl\u0131k yapmaktad\u0131r. Uzmanl\u0131k alanlar\u0131 aras\u0131nda i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma, fesih s\u00f6zle\u015fmeleri, i\u015f anayasas\u0131 hukuku ve dijitalle\u015fme ile yapay zekan\u0131n kesi\u015fti\u011fi i\u015f hukuku yer almaktad\u0131r.","sameAs":["https:\/\/smart-arbeitsrecht.de\/raphael-lugowski\/"],"url":"https:\/\/smart-arbeitsrecht.de\/tr\/author\/raphael-lugowski\/"}]}},"_links":{"self":[{"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/posts\/6402","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/comments?post=6402"}],"version-history":[{"count":2,"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/posts\/6402\/revisions"}],"predecessor-version":[{"id":8133,"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/posts\/6402\/revisions\/8133"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/media\/6412"}],"wp:attachment":[{"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/media?parent=6402"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/categories?post=6402"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/smart-arbeitsrecht.de\/tr\/wp-json\/wp\/v2\/tags?post=6402"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}