Source: http://www.ilo.org/dyn/eplex/termdisplay.dismissReqts?p_lang=en&p_country=TR&p_all_years=Y
Timestamp: 2019-07-23 08:21:51
Document Index: 42237424

Matched Legal Cases: ['art. 30', 'art. 18', 'art. 5', 'Art. 19', 'Art 18', 'art. 17', 'Art 18']

* See also the Trade Union Act, No. 2821 of 2983, as amended which applies to all workers (expect for military personnel which are prohibited from joining a trade union) and employers. Article 31 prohibits discrimination in employment (including with respect to termination) on the ground of trade union membership as well as dismissal due to the worker's participation to trade unions' activities. If en employer fails to observe these prohibitions, he or she shall be liable to pay compensation equivalent at least to the worker's annual wages.
* See art. 30 of the Trade Union Act, No. 2821 of 2983, as amended in 2002 which applies to all workers (expect for military personnel which are prohibited from joining a trade union) and employers. Following the 2002 amendment (Act no 7773) article 30 reads as follows:
Where an employer terminates a shop steward's open-ended employment contract, the provisions of the Labour Act (no. 1475) shall apply.
Where that shop steward's employment contract has been terminated solely because of his/her trade union activities, compensation shall be awarded amounting to not less than one year's wages pursuant to Article 13/D of Act no. 1475.
The employer shall not change a shop steward's place of work or make any fundamental change in his/her work unless the shop steward agrees to this in writing. Otherwise any change shall be void.
(available at: http://www.ilo.org/dyn/natlex/docs/SERIAL/63979/63024/F1481858424/TUR63979.PDF)
* There is no additional protection for pregnant women or women on maternity leave other than the prohibition to dismiss a women on those grounds (art. 18 LA) or the general prohibition of discrimination on the grounds of maternity (art. 5 LA - see prohibited grounds).
Art. 19 LA:
* Art 18 LA (termination with a valid reason / job security provision): There must be a valid reason for dismissal connected with the capacity or conduct of the employee or based on the operational requirements of the undertaking.
* Therefore, employers can dismiss employees falling outside the scope of application of article 18 LA (job security provision) without having to present a valid reason provided that the notice requirements are observed in accordance with art. 17 LA. However, the employer is not entirely free in dismissing those employees since in the event of abusive termination of his or her right to terminate, he or she shall be liable to pay compensation amounting to 3 times the wages for period of notice (= max. 24 weeks).
* Art 18 LA (termination with a valid reason= job security provision): There must be a valid reason for dismissal connected with the capacity or conduct of the employee or based on the operational requirements of the undertaking.