Very important overtime decision from the Supreme Court The worker who got angry with the practices and left overtime at the workplace was fired without compensation. The black news for the worker, whom the Labor Court called "victim", came from the Supreme Court. With a precedent decision; According to his head, leaving the workplace with anger will be considered a reason for being fired without compensation.
The truck driver, angry with some practices at work, left his place of work. The employer recorded the absences and fired the truck driver without compensation. The truck driver, who took the road to the Labor Court, claimed that he terminated the contract because of his receivables.
He stated that although he works uninterruptedly on almost all religious and national holidays, his travel premiums are deducted from his travel premiums by accruing unjustly and unfounded debt due to the fact that he has not paid compensation, the excursion premium is not reflected in the insurance base, and the excursion premium accrued for his last 8 trips. / p>
Claiming that the continuation of the employment contract became unbearable and that the employment contract was terminated on the aforementioned date for just cause, he requested that the payment of the severance pay of 4 thousand lira from the defendant, without prejudice to the claims and litigation rights for the surplus, demanded. The defendant employer said that the plaintiff did not resign and was fired due to absenteeism. The court decided to accept the case partially. When the employer appealed the decision, the 9th Civil Chamber of the Supreme Court came into play.
The 9th Law Office, which has made a precedent decision, paved the way for the employee who left work according to his mind to be fired without compensation.
The following statements were included in the decision: “From the explanations of the parties and the information and documents in the file, it is seen that the plaintiff worker left the workplace without making any explanation and terminated the work by the method of termination. According to the practice of our department, although it is possible to explain the reason for the leave that was not stated verbally or in writing at the time of leaving the job in the petition filed within a reasonable time, according to the practice of our department, the explanation made in the lawsuit filed long after the termination is considered as an effort to justify the termination, which was not based on a just cause at the beginning.
In terms of the concrete incident, the plaintiff worker left the job without making any written or verbal explanation, tried to explain the reason for the abandonment with the petition of the lawsuit 6 years later, in a sense, he tried to justify the termination, which he did not initially base on a just cause. The acceptance of the severance pay claim, which does not have the conditions based on the termination, is incorrect instead of rejection. It was unanimously decided to quash the court's verdict. "