Turkey: İş Kanunu Kapsamında Geçici İş İlişkisinde Güncel Durum

Last Updated: 6 November 2018
Article by Demet Ceylan Demircan

Geçiçi iş ilişkisi 4857 sayılı İş Kanununun 7.maddesinde 'İşverenin, devir sırasında yazılı rızasını almak suretiyle bir işçisini, holding bünyesi içinde veya aynı şirketler topluluğuna bağlı başka bir işyerinde ya da yapmakta olduğu işe benzer bir işte geçişi olarak iş görme edimini yerine getirmek üzere geçici olarak devretmesi hâlinde de geçici iş ilişkisi kurulmuş olur. Bu fıkra kapsamında geçici iş ilişkisi, yazılı olarak altı ayı geçmemek üzere kurulabilir ve en fazla iki defa yenilenebilir. İşçisini geçici olarak devreden işverenin ücret ödeme yükümlülüğü devam eder. Geçici iş ilişkisi kurulan işveren, işçinin kendisinde çalıştığı sürede ödenmeyen ücretinden, işçiyi gözetme borcundan ve sosyal sigorta primlerinden, devreden işveren ile birlikte sorumludur.' şeklinde düzenlenmişti.

Ancak 20.05.2016 Tarihte yayınlanarak yürürlüğe giren 6715 sayılı İş Kanunu İle Türkiye İş Kurumu Kanununda Değişiklik Yapılmasına Dair Kanun ile;

MADDE 1 – 22/5/2003 tarihli ve 4857 sayılı İş Kanununun 7. maddesi aşağıdaki şekilde değiştirilmiştir.

"MADDE 7 – Geçici iş ilişkisi, özel istihdam bürosu aracılığıyla ya da holding bünyesi içinde veya aynı şirketler topluluğuna bağlı başka bir işyerinde görevlendirme yapılmak suretiyle kurulabilir.''

7.maddedeki bu değişiklik ile 'işçinin yapmakta olduğu işe benzer bir işte geçişi olarak iş görme edimini yerine getirmek üzere geçici olarak devretmesi' hâli madde kapsamından çıkartılmıştır. Söz konusu değişiklik ile işçinin yapmakta olduğu işe benzer işlerde çalıştırılması koşuluyla başka bir işverene iş görme edimini yerine getirmek üzere geçici olarak devredilmesi suretiyle kurulmuş bulunana geçici iş ilişkilerinin akıbeti de önemli bir sorun olmuştur. Zira 6715 sayılı kanunla yapılan değişiklik ile bu yolla geçici iş ilişkisi kurulma imkanı ortadan kaldırılmıştır.

Özetle; Kanunda yapılan değişiklikle beraber, meslek edinilmemiş geçici iş ilişkisinin yalnızca "holding bünyesinde veya aynı şirketler topluluğuna bağlı başka bir işyerinde" kurulabileceği düzenlenmiş, değişiklik yapılmadan önce "benzer bir işte çalıştırılmak üzere başka bir işverene devir" yasaklanmıştır. Yani her iki işverenin, holding veya aynı şirketler topluluğu bünyesinde olması gerekmektedir.

Halihazırda devam eden geçici iş ilişkilerinin akıbeti ise; 6715 sayılı Kanun aşağıdaki maddesiyle bu konuya açıklık getirmiş ve 6715 sayılı kanun yürürlüğe girmesinden önce (20.05.2016 tarihinden evvel) bu yolla kurulmuş geçici iş ilişkilerinin sözleşmelerinin süresince devam edeceğini düzenlemiştir.

MADDE 5 – 4857 sayılı Kanuna aşağıdaki geçici madde eklenmiştir.

"GEÇİCİ MADDE 7 – Bu maddeyi ihdas eden Kanunun yayımı tarihinden önce 7 nci maddenin birinci fıkrası uyarınca bir işçinin yapmakta olduğu işe benzer işlerde çalıştırılması koşuluyla başka bir işverene iş görme edimini yerine getirmek üzere geçici olarak devredilmesi suretiyle kurulmuş bulunan geçici iş ilişkileri, sözleşmelerinin süresince devam eder."

Yukarıda belirtilen yasa değişikliği nedeniyle, 20.05.2016 tarihinden itibaren ''benzer bir işte çalıştırılmak üzere başka bir işverene devir" şeklinde geçici görevlendirme yapılması kanunen mümkün olmamakta olup, bu tarihten önceki geçici görevlendirmeler ise sözleşmelerinin süresince devam edecektir.

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