The Justified Reason for Termination of Bank Call Center Employees
As an employee-employer dispute that we have encountered frequently in the recent period, the resignation of the staff working in the call center is of great importance. People who cannot find a job in their field under the conditions of the day prefer full- and part-time jobs in call centers. When the worker starts this job, he may aim to find a job in his own profession or to make a living during his student period.
Banks, on the other hand, provide short-term training to this cheap workforce. However, the signed employment contract is binding for the employee in the long term.
The worker is intimidated by criminal conditions that have no legal validity, he is forced to work even though he wants to leave this field of work, which he does not like and does not want to work. The current justified reason.
Labor Law, by protecting the employee who is at a lower level in front of the employer, has invalidated the criminal condition that does not impose any burden on the employer, but only imposes a burden on the employee. In this sense, especially in the employment contracts organized by the banks, the penal clause determined for the employee who leaves the job before the 2-year period expires will be invalid.
The performance of the work that is the subject of the employment contract concluded between the employee and the bank may become dangerous for the health and life of the employee due to the nature of the work. Dec. Interviews conducted during work can negatively affect the spiritual life of the employee, and may even reach the Decrement of seeking psychological help.
24 Of the Labor Code. according to the article, termination of the employment contract is considered justified if “the performance of the work subject to the employment contract is dangerous for the health or life of the employee for some reason arising from the nature of the work”. your job”. This situation is regulated under the title of health reasons for termination of the employment contract for just cause.
With the same article, the existence of a just cause should also be recognized if the employee leaves the job for this reason: “If another employee, with whom the employer or employee constantly meets and communicates closely and directly, has contracted an infectious or incompatible disease. with the work of the worker”.
If the employee encounters a situation that does not comply with the rules of morality and goodwill, the termination of the employment contract will also be justified. If the employer misleads the employee about the main points of the employment contract or the employee’s salary is not calculated or paid in accordance with the provisions of the law or the terms of the contract, these situations also constitute the grounds for termination. The legislator did not consider it sufficient that the wage of this employee was the amount specified in the contract, he wanted it to be a wage calculated in accordance with the law.
Pays payable per part or according to the amount of work, and if the employer gives the employee less work than the number and amount of work he can do, if the wage difference between the wages is not paid within a certain period of time, if the employee’s missing wages are not paid according to the duration or if the working conditions are not applied,” this situation will also be the reason for the justified termination.”. If the wage difference between the wages is not paid within a certain period of time, if the employee’s missing wages are not paid according to the duration or if the working conditions are not applied. Dec.
The justified termination clause also regulates allegations and accusations contrary to honor and dignity, as well as sexual harassment.
Cases that do not comply with the rules of morality and goodwill are not limited to those listed in the law. The listed cases and the cases that can be considered similar to these cases will constitute grounds for termination from the point of view of the employee. In addition to all these cases, “the emergence of compelling reasons requiring the employee to stop work for more than a week at the workplace where he works” will also be the October reason for termination.
In the event of any of these conditions, the employee may terminate the employment contract without waiting for the expiration of the employment contract and without having to comply with any notification period. If the termination of the employment contract is prevented despite the existence of these conditions, or the employment contract is terminated for this reason, it is unacceptable to demand punitive damages from the employee by law.
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