As an employee-employer dispute that we have encountered frequently recently, it is important for the staff working in the call center to leave their jobs. People who cannot get a job in their field of business due to the conditions of the day prefer full- and part-time jobs in call centers.s an employee-employer dispute that we have encountered frequently recently, it is important for the staff working in the call center to leave their jobs. People who cannot get a job in their field of business due to the conditions of ths an employee-employer dispute that we have encountered frequently recently, it is important for the staff working in the call center to leave their jobs. People who cannot get a job in their field of business due to the conditions of the day prefer full- and part-time jobs in call centers. When a worker starts this job, he can carry the goals of getting a job from his profession or making a living during his student period.
Banks, on the other hand, start working by providing short-term training to this cheap labor force. However, the signed employment contract binds the employee in the long term.
The employee is intimidated by criminal conditions that have no validity in a legal sense, and the employee remains forced to work despite the fact that he wants to leave this field of work, which he does not like, does not want to work, even though he has a valid reason.The employee is intimidated by criminal conditions that have no validity in a legal sense, and the employee remains forced to work despite the fact that he wants to leave this field of work, which he does not like, does not want to work, even though he has a valid reason.
By protecting the employee who is at a lower level in front of the employer, the Labor Law has invalidated the criminal condition that the employer does not impose any burden and only imposes a burden on the employee’s side. In this sense, especially in the employment contracts organized by banks, the penal clause determined for the employee who leaves the job before the 2-year period expires will be invalid.
The work that is the subject of the employment contract between the worker and the bank may become dangerous for the worker’s health and life due to the nature of the work. The conversations held during work may negatively affect the worker’s mental health and even reach the level of receiving psychological help.
Labor Law 24. according to the article “If the performance of the work that is the subject of the employment contract is dangerous for the health or life of the employee for a reason arising from the nature of the work”, the termination of the employee’s employment contract is considered justified.abor Law 24. according to the article “If the performance of the work that is the subject of the employment contract is dangerous for the health or Law 24. according to the article “If the performance of the work that is the subject of the employment contract is dangerous for the health or life of the employee for a reason arising from the nature of the work”, the termination of the employee’s employment contract is considered justified. This situation is regulated in the law under the title of health reasons for the termination of the employee’s employment contract with just cause.
Again, with the provision of the same article, “If the employer or another employee with whom the employee constantly meets and meets closely and directly becomes infected with an infectious disease or an illness incompatible with the employee’s job”, the existence of a just cause should also be accepted when the employee leaves work for this reason.
If the employee encounters a situation that does not comply with the rules of morality and good faith, the termination of the employment contract will be for just cause.mployee encounters a situation that does not comply with the rules of morality and good faith, the termination of the employment contract will be for just cause. If the employer misleads the worker about the essential points of the employment contract, of the employee encounters a situation that does not comply with the rules of morality and good faith, the termination of the employment contract will be for just cause. If the employer misleads the worker about the essential points of the employment contract, or if the worker’s wage is not calculated or paid in accordance with the provisions of the law or the terms of the contract, these circumstances also justify termination. The legislator did not consider it sufficient that the wage of this worker was the same as determined in the contract, he wanted it to be a wage calculated in accordance with the law.
Pays payable per piece or on the amount of work, but in cases where the employer gives the employee less than the number and amount of work he can do, the wage difference between them is paid on a time basis, if the employee’s missing wages are not met, or if the working conditions are not applied” this situation will also be a Decertified reason for termination.ys payable per piece or on the amount of work, but in cases where the employer gives the employee less than the number and amount of work he can do, the wage difference between them is paid on a time basis, if the employee’s missing wages are not met, or if the working conditions are not applied” this situation will also be a Decertified reason for termination.
Accusations and accusations that are offensive to honor and dignity, as well as sexual harassment bets, have also been regulated in the article on justified termination.
Situations that do not comply with the rules of morality and good faith are not limited to those listed in the law. The situations listed and those that can be considered similar to these situations will justify termination for the employeeations that do not comply with the rules of morality and good faith are not limited to those listed in the law. The situations listed and those that can be considered similar to these situations will justify termination for the employee. In addition to all these situations, if “compelling reasons arise that require the work to stop for more than a week in the workplace where the worker works”, this will also be a valid reason for termination.
In the presence of any of these situations, the employee may terminate the employment contract without waiting for the end of the employment contract and without having to comply with any notice period.n the presence of any of these situations, the employee may terminate the employment contract without waiting for the end of the employment contract and without having to comply with any notice period. Even if these conditions