{"id":74388,"date":"2025-10-06T01:06:01","date_gmt":"2025-10-05T16:06:01","guid":{"rendered":"https:\/\/monolith.law\/tr\/?p=74388"},"modified":"2025-10-13T05:32:25","modified_gmt":"2025-10-12T20:32:25","slug":"reorganization-dismissal-japan","status":"publish","type":"post","link":"https:\/\/monolith.law\/tr\/general-corporate\/reorganization-dismissal-japan","title":{"rendered":"Japonya \u0130\u015f Hukukunda Yap\u0131sal \u0130\u015ften \u00c7\u0131karmalar\u0131n Gereklilikleri"},"content":{"rendered":"\n<p>\u015eirketlerin y\u00f6netim ortam\u0131, piyasa dalgalanmalar\u0131, teknolojik yenilikler ve k\u00fcresel rekabetin yo\u011funla\u015fmas\u0131 nedeniyle s\u00fcrekli de\u011fi\u015fmektedir. Bu t\u00fcr bir ortamda, \u015firketlerin s\u00fcrekli b\u00fcy\u00fcmesini ve rekabet g\u00fcc\u00fcn\u00fc koruyabilmesi i\u00e7in i\u015f yap\u0131s\u0131n\u0131n g\u00f6zden ge\u00e7irilmesi ve organizasyonun yeniden d\u00fczenlenmesi ka\u00e7\u0131n\u0131lmaz bir y\u00f6netim stratejisi haline gelmi\u015ftir. Bu s\u00fcre\u00e7te, ne yaz\u0131k ki, personel azaltma, yani &#8216;i\u015ften \u00e7\u0131karma&#8217; d\u00fc\u015f\u00fcnmek zorunda kal\u0131nan durumlar da ortaya \u00e7\u0131kabilmektedir. \u0130\u015ften \u00e7\u0131karma, \u015firketin mali durumunun k\u00f6t\u00fcle\u015fmesi veya i\u015f yeniden yap\u0131land\u0131rmas\u0131 gibi, i\u015fveren taraf\u0131n\u0131n y\u00f6netimle ilgili nedenlerle ger\u00e7ekle\u015ftirilen bir fesih t\u00fcr\u00fcd\u00fcr. Ancak, Japon i\u015f hukuku, i\u015f\u00e7ilerin stat\u00fcs\u00fcn\u00fc g\u00fc\u00e7l\u00fc bir \u015fekilde korumakta ve i\u015fverenlerin tek tarafl\u0131 olarak i\u015f s\u00f6zle\u015fmesini feshetme haklar\u0131n\u0131 s\u0131k\u0131 bir \u015fekilde s\u0131n\u0131rlamaktad\u0131r. Bu hukuki dayana\u011f\u0131n temelini, Japon \u0130\u015f S\u00f6zle\u015fmesi Kanunu&#8217;nun (Labor Contract Act) 16. maddesi olu\u015fturmaktad\u0131r. Bu madde, &#8216;Fesih, objektif olarak makul bir nedeni olmaks\u0131z\u0131n ve toplumun genel kabul g\u00f6ren anlay\u0131\u015f\u0131na uygun bulunmad\u0131\u011f\u0131 takdirde, bu hak k\u00f6t\u00fcye kullan\u0131lm\u0131\u015f say\u0131l\u0131r ve ge\u00e7ersizdir&#8217; \u015feklinde h\u00fck\u00fcm koymaktad\u0131r <sup><\/sup>. Bu, &#8216;fesih hakk\u0131n\u0131n k\u00f6t\u00fcye kullan\u0131lmas\u0131 ilkesi&#8217; olarak bilinen ve y\u0131llar s\u00fcren yarg\u0131 kararlar\u0131 yoluyla olu\u015fturulan bir prensibin yasalarda a\u00e7\u0131k\u00e7a ifade edilmi\u015f halidir. \u00d6zellikle, i\u015f\u00e7inin kendisinden kaynaklanmayan nedenlerle yap\u0131lan i\u015ften \u00e7\u0131karmalarda, mahkemeler bu fesih hakk\u0131n\u0131n k\u00f6t\u00fcye kullan\u0131lmas\u0131 ilkesini daha s\u0131k\u0131 bir \u015fekilde uygulamaktad\u0131r. Bu karar\u0131n \u00e7er\u00e7evesi olarak, ge\u00e7mi\u015f yarg\u0131 kararlar\u0131ndan &#8216;i\u015ften \u00e7\u0131karma d\u00f6rt unsuru&#8217; olarak bilinen d\u00f6rt temel kriter belirlenmi\u015ftir <sup><\/sup>. Bu unsurlar, sadece bir kontrol listesi de\u011fil, mahkemelerin olay\u0131n \u00f6zel ve somut durumlar\u0131na g\u00f6re kapsaml\u0131 bir de\u011ferlendirme yaparak fesihlerin ge\u00e7erlili\u011fini belirlemek i\u00e7in kulland\u0131klar\u0131 bir rehberdir <sup><\/sup>. Bu makalede, Japon yarg\u0131 kararlar\u0131yla birlikte bu i\u015ften \u00e7\u0131karma d\u00f6rt unsurunu ayr\u0131nt\u0131l\u0131 bir \u015fekilde a\u00e7\u0131klayarak, \u015firket y\u00f6neticilerinin ve hukuk departmanlar\u0131n\u0131n Japon i\u015f hukukundaki bu \u00f6nemli konuyu anlamalar\u0131na yard\u0131mc\u0131 olmay\u0131 ama\u00e7lamaktay\u0131z.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_53 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/reorganization-dismissal-japan\/#Birinci_Oge_Personel_Azaltma_Ihtiyaci\" title=\"Birinci \u00d6\u011fe: Personel Azaltma \u0130htiyac\u0131\">Birinci \u00d6\u011fe: Personel Azaltma \u0130htiyac\u0131<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/reorganization-dismissal-japan\/#Ikinci_Oge_Isten_Cikarmayi_Onleme_Cabalari\" title=\"\u0130kinci \u00d6\u011fe: \u0130\u015ften \u00c7\u0131karmay\u0131 \u00d6nleme \u00c7abalar\u0131\">\u0130kinci \u00d6\u011fe: \u0130\u015ften \u00c7\u0131karmay\u0131 \u00d6nleme \u00c7abalar\u0131<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/reorganization-dismissal-japan\/#Ucuncu_Faktor_Isten_Cikarma_Surecindeki_Objektif_ve_Makul_Secim\" title=\"\u00dc\u00e7\u00fcnc\u00fc Fakt\u00f6r: \u0130\u015ften \u00c7\u0131karma S\u00fcrecindeki Objektif ve Makul Se\u00e7im\">\u00dc\u00e7\u00fcnc\u00fc Fakt\u00f6r: \u0130\u015ften \u00c7\u0131karma S\u00fcrecindeki Objektif ve Makul Se\u00e7im<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/reorganization-dismissal-japan\/#Dorduncu_Unsurlar_Islemlerin_Uygunlugu\" title=\"D\u00f6rd\u00fcnc\u00fc Unsurlar: \u0130\u015flemlerin Uygunlu\u011fu\">D\u00f6rd\u00fcnc\u00fc Unsurlar: \u0130\u015flemlerin Uygunlu\u011fu<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/reorganization-dismissal-japan\/#Onemli_Mahkeme_Kararlarinin_Karsilastirmali_Analizi\" title=\"\u00d6nemli Mahkeme Kararlar\u0131n\u0131n Kar\u015f\u0131la\u015ft\u0131rmal\u0131 Analizi\">\u00d6nemli Mahkeme Kararlar\u0131n\u0131n Kar\u015f\u0131la\u015ft\u0131rmal\u0131 Analizi<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/reorganization-dismissal-japan\/#Ozet\" title=\"\u00d6zet\">\u00d6zet<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Birinci_Oge_Personel_Azaltma_Ihtiyaci\"><\/span>Birinci \u00d6\u011fe: Personel Azaltma \u0130htiyac\u0131<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Japonya&#8217;da i\u015ften \u00e7\u0131karmalar\u0131n ge\u00e7erli kabul edilmesinin birinci \u00f6\u011fesi, personel azaltma ihtiyac\u0131d\u0131r. Bu, \u015firketlerin objektif verilere dayanarak personel azaltman\u0131n i\u015fletme a\u00e7\u0131s\u0131ndan zorunlu oldu\u011funu kan\u0131tlamalar\u0131 gerekti\u011fi anlam\u0131na gelir. Sadece k\u00e2r\u0131 art\u0131rmak istemek veya gelece\u011fe dair belirsiz endi\u015feler bu gereklili\u011fi kar\u015f\u0131lamak i\u00e7in yeterli de\u011fildir.<\/p>\n\n\n\n<p>Mahkemelerin personel azaltma ihtiyac\u0131n\u0131 onaylad\u0131\u011f\u0131 tipik durumlar aras\u0131nda s\u00fcrekli ve b\u00fcy\u00fck \u00f6l\u00e7ekli zararlar, bor\u00e7 fazlas\u0131 veya belirli bir i\u015fletme biriminin veya fabrikan\u0131n kapat\u0131lmas\u0131 gibi durumlar bulunmaktad\u0131r. \u00d6rne\u011fin, United Airlines olay\u0131nda (Tokyo Y\u00fcksek Mahkemesi 2021(Reiwa 3) Aral\u0131k 22 tarihli karar), havayolu \u015firketi uluslararas\u0131 u\u00e7u\u015f i\u015flerindeki b\u00fcy\u00fck d\u00fc\u015f\u00fc\u015f\u00fc gerek\u00e7e g\u00f6stererek Narita i\u015fletmesini kapatm\u0131\u015f ve buna ba\u011fl\u0131 olarak yap\u0131lan i\u015ften \u00e7\u0131karmalar tart\u0131\u015f\u0131lm\u0131\u015ft\u0131r. Mahkeme, i\u015fletmenin kapat\u0131lmas\u0131n\u0131n makul bir y\u00f6netim karar\u0131 oldu\u011funu ve buna ba\u011fl\u0131 personel azaltma ihtiyac\u0131n\u0131n da y\u00fcksek oldu\u011funu kabul etmi\u015ftir.<\/p>\n\n\n\n<p>\u00d6te yandan, personel azaltma ihtiyac\u0131n\u0131n reddedildi\u011fi durumlar da vard\u0131r. Barclays Securities olay\u0131nda (Tokyo B\u00f6lge Mahkemesi 2021(Reiwa 3) Aral\u0131k 13 tarihli karar), yabanc\u0131 sermayeli bir finans kurulu\u015fu belirli bir y\u00f6netici pozisyonunu kald\u0131rm\u0131\u015f ve ilgili \u00e7al\u0131\u015fan\u0131 i\u015ften \u00e7\u0131karm\u0131\u015ft\u0131r. Ancak, mahkeme \u015firketin genel y\u00f6netiminin kriz durumunda olmad\u0131\u011f\u0131n\u0131 ve bir pozisyonun kald\u0131r\u0131lmas\u0131n\u0131n hemen personel azaltma ihtiyac\u0131n\u0131 ifade etmedi\u011fini belirterek i\u015ften \u00e7\u0131karmay\u0131 ge\u00e7ersiz ilan etmi\u015ftir. Bu karar, &#8220;pozisyonun kald\u0131r\u0131lma ihtiyac\u0131&#8221; ile &#8220;personel azaltma ihtiyac\u0131n\u0131n&#8221; ayr\u0131 ayr\u0131 de\u011ferlendirilmesi gerekti\u011fini g\u00f6stermektedir.<\/p>\n\n\n\n<p>Ayr\u0131ca, personel azaltma ihtiyac\u0131n\u0131 savunurken, \u015firketin di\u011fer y\u00f6netim eylemleriyle uyumlu olup olmad\u0131\u011f\u0131 sorgulan\u0131r. E\u011fer \u015firket bir yandan personel azaltmay\u0131 ger\u00e7ekle\u015ftirirken di\u011fer yandan \u00e7ok say\u0131da yeni i\u015fe al\u0131m yap\u0131yorsa, mahkemeler personel azaltma ihtiyac\u0131na \u015f\u00fcpheyle yakla\u015fma e\u011filimindedir. Senshu Gakuen olay\u0131nda (Osaka Y\u00fcksek Mahkemesi 2011(Heisei 23) Temmuz 15 tarihli karar), mahkeme, y\u00fcksek maliyetli \u00e7al\u0131\u015fanlar\u0131 i\u015ften \u00e7\u0131kar\u0131p neredeyse ayn\u0131 say\u0131da d\u00fc\u015f\u00fck maliyetli yeni \u00e7al\u0131\u015fanlar\u0131 i\u015fe alman\u0131n prensip olarak kabul edilemez oldu\u011funu belirtmi\u015ftir.<\/p>\n\n\n\n<p>Bu nedenle, \u015firketlerin mali tablolar, i\u015f planlar\u0131, y\u00f6netim kurulu toplant\u0131 tutanaklar\u0131 gibi objektif kan\u0131tlar\u0131 haz\u0131rlayarak personel azaltman\u0131n i\u015fletme a\u00e7\u0131s\u0131ndan ka\u00e7\u0131n\u0131lmaz bir \u00f6nlem oldu\u011funu mant\u0131kl\u0131 ve tutarl\u0131 bir \u015fekilde savunmalar\u0131 gerekmektedir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ikinci_Oge_Isten_Cikarmayi_Onleme_Cabalari\"><\/span>\u0130kinci \u00d6\u011fe: \u0130\u015ften \u00c7\u0131karmay\u0131 \u00d6nleme \u00c7abalar\u0131<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>\u0130kinci \u00f6\u011fe, i\u015ften \u00e7\u0131karmay\u0131 \u00f6nlemek i\u00e7in yap\u0131lan \u00e7abalar\u0131n yeterlili\u011fidir. Japon mahkemeleri, i\u015ften \u00e7\u0131karmay\u0131 &#8216;son \u00e7are&#8217; olarak g\u00f6rmekte ve i\u015fverenlerin, i\u015ften \u00e7\u0131karmaya varmadan \u00f6nce m\u00fcmk\u00fcn olan t\u00fcm alternatif \u00f6nlemleri almakla y\u00fck\u00fcml\u00fc oldu\u011funu d\u00fc\u015f\u00fcnmektedir.<\/p>\n\n\n\n<p>Mahkemelerin bekledi\u011fi i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abalar\u0131, \u00e7e\u015fitli \u00f6nlemleri i\u00e7ermektedir. Bunlar aras\u0131nda \u015funlar say\u0131labilir:<\/p>\n\n\n\n<ul>\n<li>Fazla mesai \u00e7al\u0131\u015fmas\u0131n\u0131n azalt\u0131lmas\u0131<\/li>\n\n\n\n<li>Yeni i\u015fe al\u0131mlar\u0131n k\u0131s\u0131tlanmas\u0131 veya durdurulmas\u0131<\/li>\n\n\n\n<li>Ge\u00e7ici \u00e7al\u0131\u015fanlar\u0131n s\u00f6zle\u015fme yenilemelerinin durdurulmas\u0131<\/li>\n\n\n\n<li>Di\u011fer departmanlara veya ba\u011fl\u0131 \u015firketlere yer de\u011fi\u015ftirme veya ge\u00e7ici g\u00f6revlendirme<\/li>\n\n\n\n<li>Y\u00f6netici maa\u015flar\u0131n\u0131n azalt\u0131lmas\u0131<\/li>\n\n\n\n<li>Ge\u00e7ici i\u015f durdurma uygulamas\u0131<\/li>\n\n\n\n<li>\u0130stifa edecek \u00e7al\u0131\u015fanlar\u0131 te\u015fvik etmek i\u00e7in art\u0131r\u0131lm\u0131\u015f tazminat gibi avantajl\u0131 ko\u015fullar\u0131n sunulmas\u0131<\/li>\n<\/ul>\n\n\n\n<p>Bu \u00f6nlemlerin hangi d\u00fczeyde al\u0131nmas\u0131 gerekti\u011fi, olaya g\u00f6re de\u011fi\u015fiklik g\u00f6sterir. \u0130\u015ften \u00e7\u0131karma kararlar\u0131n\u0131n ge\u00e7erlili\u011fini de\u011ferlendirirken, bu i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abalar\u0131 son derece \u00f6nemli bir fakt\u00f6rd\u00fcr. Bu konudaki klasik \u00f6rnek Asahi Anaokulu davas\u0131d\u0131r (Japonya Y\u00fcksek Mahkemesi, 1983 (Showa 58) y\u0131l\u0131n\u0131n 27 Ekim karar\u0131). Bu davada Y\u00fcksek Mahkeme, i\u015fverenin istifa edecek \u00e7al\u0131\u015fanlar\u0131 te\u015fvik etme veya personel azaltma ihtiyac\u0131n\u0131 \u00e7al\u0131\u015fanlara a\u00e7\u0131klama ve i\u015fbirli\u011fi isteme \u00e7abalar\u0131n\u0131 hi\u00e7 g\u00f6stermemesi nedeniyle i\u015ften \u00e7\u0131karmay\u0131 ge\u00e7ersiz olarak de\u011ferlendirmi\u015ftir. Bu karar, i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abalar\u0131n\u0131n sadece bi\u00e7imsel olmad\u0131\u011f\u0131n\u0131, ayn\u0131 zamanda iyi niyet kurallar\u0131 \u00e7er\u00e7evesinde bir y\u00fck\u00fcml\u00fcl\u00fck oldu\u011funu a\u00e7\u0131k\u00e7a belirtmi\u015ftir.<\/p>\n\n\n\n<p>Tersine, i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abalar\u0131n\u0131n yeterli oldu\u011fu de\u011ferlendirilen bir \u00f6rnek olarak, daha \u00f6nce bahsedilen United Airlines olay\u0131 g\u00f6sterilebilir. \u015eirket, i\u015ften \u00e7\u0131karma listesindeki \u00e7al\u0131\u015fanlara, ayn\u0131 d\u00fczeyde maa\u015fla yer hizmetleri pozisyonlar\u0131na ge\u00e7i\u015f yapmay\u0131 veya sonunda 20 ayl\u0131k temel maa\u015f tutar\u0131nda ek tazminat sunan erken emeklilik program\u0131n\u0131 teklif etmi\u015ftir. Mahkeme, bu \u00f6nlemleri &#8216;yeterli d\u00fczeyde i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00f6nlemi&#8217; olarak de\u011ferlendirerek, i\u015ften \u00e7\u0131karmay\u0131 ge\u00e7erli k\u0131lan bir neden olarak kabul etmi\u015ftir. \u00d6te yandan, Hokuetu Fukui olay\u0131nda (Nagoya Y\u00fcksek Mahkemesi Kanazawa \u015eubesi, 2006 (Heisei 18) y\u0131l\u0131n\u0131n 31 May\u0131s karar\u0131), istifa edecek \u00e7al\u0131\u015fanlar\u0131n te\u015fvik edilmesine ra\u011fmen, tazminat\u0131n art\u0131r\u0131lmas\u0131n\u0131n sadece bir ayl\u0131k maa\u015f tutar\u0131nda olmas\u0131 ve d\u00fc\u015f\u00fck olmas\u0131 nedeniyle, yeterli bir i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00f6nlemi olarak de\u011ferlendirilmemi\u015ftir.<\/p>\n\n\n\n<p>Yine de, beklenen i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abalar\u0131n\u0131n d\u00fczeyi, &#8216;personel azaltma ihtiyac\u0131n\u0131n&#8217; y\u00fcksekli\u011fi ile ili\u015fkilidir ve ayr\u0131ca \u015firketin \u00f6zel ve somut durumu da dikkate al\u0131n\u0131r. \u00d6rne\u011fin, Carnival Japan olay\u0131 (Tokyo B\u00f6lge Mahkemesi, 2023 y\u0131l\u0131n\u0131n 29 May\u0131s karar\u0131), yeni tip koronavir\u00fcs\u00fcn etkisiyle gemi seferlerini yapamayan bir \u015firketin i\u015ften \u00e7\u0131karma davas\u0131d\u0131r. Bu \u015firket, istifa edecek \u00e7al\u0131\u015fanlar\u0131 te\u015fvik etme \u00e7abas\u0131 g\u00f6stermemi\u015f olmas\u0131na ra\u011fmen, mahkeme bu durumu i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abalar\u0131n\u0131n yetersiz oldu\u011fu gerek\u00e7esiyle de\u011ferlendirmemi\u015ftir. Bunun nedeni olarak, istifa edecek \u00e7al\u0131\u015fanlar\u0131 te\u015fvik etmenin, i\u015fin yeniden ba\u015flamas\u0131 i\u00e7in hayati \u00f6nem ta\u015f\u0131yan y\u00fcksek uzmanl\u0131k gerektiren \u00e7al\u0131\u015fanlar\u0131n da istifa etmesi riskini ta\u015f\u0131d\u0131\u011f\u0131n\u0131 ve \u015firketin karar\u0131n\u0131 makul olarak kabul etmi\u015ftir. Bu karar, d\u00f6rt \u00f6\u011fenin kat\u0131 bir kontrol listesi olmad\u0131\u011f\u0131n\u0131, \u015firketin bulundu\u011fu duruma g\u00f6re esnek bir \u015fekilde de\u011ferlendirilece\u011fini g\u00f6stermektedir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ucuncu_Faktor_Isten_Cikarma_Surecindeki_Objektif_ve_Makul_Secim\"><\/span>\u00dc\u00e7\u00fcnc\u00fc Fakt\u00f6r: \u0130\u015ften \u00c7\u0131karma S\u00fcrecindeki Objektif ve Makul Se\u00e7im<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>\u00dc\u00e7\u00fcnc\u00fc fakt\u00f6r, i\u015ften \u00e7\u0131karma s\u00fcrecinde hedef al\u0131nan \u00e7al\u0131\u015fanlar\u0131n se\u00e7im kriterlerinin objektif ve makul olmas\u0131 ve uygulaman\u0131n adil bir \u015fekilde ger\u00e7ekle\u015ftirilmesidir. \u0130\u015ften \u00e7\u0131karmalar, \u00e7al\u0131\u015fan\u0131n kusurundan kaynaklanmad\u0131\u011f\u0131 i\u00e7in, i\u015fverenin keyfi kararlar\u0131na veya ayr\u0131mc\u0131 niyetlere yer verilmemelidir.<\/p>\n\n\n\n<p>Mahkemelerin makul olarak kabul etme e\u011filiminde oldu\u011fu se\u00e7im kriterleri aras\u0131nda \u015funlar bulunmaktad\u0131r:<\/p>\n\n\n\n<ul>\n<li>Objektif personel de\u011ferlendirme sonu\u00e7lar\u0131<\/li>\n\n\n\n<li>\u0130\u015fe devam durumu (mazeretsiz i\u015fe gelmeme g\u00fcnleri vb.)<\/li>\n\n\n\n<li>\u015eirketin gelece\u011fi i\u00e7in gerekli olan belirli beceri ve niteliklerin varl\u0131\u011f\u0131<\/li>\n\n\n\n<li>Kapat\u0131lacak i\u015f birimine ait olmak<\/li>\n<\/ul>\n\n\n\n<p>Buna kar\u015f\u0131l\u0131k, makul olmayan veya y\u00fcksek hukuki risk ta\u015f\u0131yan kriterler de vard\u0131r. \u00d6rne\u011fin, &#8216;potansiyel&#8217; veya &#8216;i\u015fbirli\u011fi yapma&#8217; gibi soyut ve subjektif kriterler, objektiflikten yoksun olduklar\u0131 i\u00e7in reddedilme olas\u0131l\u0131\u011f\u0131 y\u00fcksektir. Ayr\u0131ca, cinsiyet, milliyet veya sendika \u00fcyesi olmak gibi sebeplerle yap\u0131lan se\u00e7imler, ayr\u0131mc\u0131l\u0131k olarak yasa d\u0131\u015f\u0131 olma ihtimali \u00e7ok y\u00fcksektir. Ya\u015f\u0131 ana kriter olarak belirlemek de, yeniden i\u015f bulma zorluklar\u0131 gibi sebeplerle makul olmad\u0131\u011f\u0131na karar verilebilir.<\/p>\n\n\n\n<p>\u00d6nemli olan, sadece kriterlerin makul olmas\u0131 de\u011fil, ayn\u0131 zamanda uygulaman\u0131n adil bir \u015fekilde yap\u0131lmas\u0131d\u0131r. Ka\u011f\u0131t \u00fczerinde makul kriterler bulunsa bile, bunlar\u0131n dayand\u0131\u011f\u0131 personel de\u011ferlendirmeleri adil olmam\u0131\u015fsa veya belirli bir ki\u015fiyi hedef almak i\u00e7in kriterler keyfi bir \u015fekilde uygulanm\u0131\u015fsa, se\u00e7imin makull\u00fc\u011f\u00fc reddedilebilir. \u015eirketler, i\u015ften \u00e7\u0131karma hedefi belirlenmeden \u00f6nce objektif se\u00e7im kriterleri belirlemeli ve her bir hedef ki\u015fiye bu kriterlerin neden uyguland\u0131\u011f\u0131n\u0131 kay\u0131t alt\u0131na almal\u0131d\u0131r.<\/p>\n\n\n\n<p>Ayr\u0131ca, Japonya&#8217;daki i\u015f uygulamalar\u0131 \u00e7er\u00e7evesinde, mahkemelerin, daimi \u00e7al\u0131\u015fanlar\u0131 i\u015ften \u00e7\u0131karmadan \u00f6nce, \u00f6ncelikle ge\u00e7ici \u00e7al\u0131\u015fanlar veya s\u00f6zle\u015fmeli \u00e7al\u0131\u015fanlar gibi d\u00fczensiz istihdam edilen personelin azalt\u0131lmas\u0131n\u0131 bekledi\u011fi e\u011filimindedir. Daimi \u00e7al\u0131\u015fanlar\u0131n i\u015ften \u00e7\u0131kar\u0131lmas\u0131na karar verilmeden \u00f6nce, bu t\u00fcr \u00f6nlemlerin al\u0131n\u0131p al\u0131nmad\u0131\u011f\u0131 da, se\u00e7imin makull\u00fc\u011f\u00fcn\u00fc de\u011ferlendirirken g\u00f6z \u00f6n\u00fcnde bulundurulabilir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Dorduncu_Unsurlar_Islemlerin_Uygunlugu\"><\/span>D\u00f6rd\u00fcnc\u00fc Unsurlar: \u0130\u015flemlerin Uygunlu\u011fu<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Son unsur, i\u015flemlerin uygunlu\u011fudur. Bu, i\u015fverenin, i\u015ften \u00e7\u0131karma s\u00fcrecine tabi tutulacak \u00e7al\u0131\u015fanlara veya sendikalara, i\u015ften \u00e7\u0131karmalar\u0131n gereklili\u011fi ve i\u00e7eri\u011fi hakk\u0131nda yeterli a\u00e7\u0131klama yapma ve samimi m\u00fczakerelerde bulunma y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc anlam\u0131na gelir.<\/p>\n\n\n\n<p>Bu a\u00e7\u0131klama ve m\u00fczakere, sadece tek tarafl\u0131 bir bildirim olmamal\u0131d\u0131r. \u00c7al\u0131\u015fanlar\u0131n anlay\u0131\u015f\u0131n\u0131 ve i\u015fbirli\u011fini kazanmay\u0131 ama\u00e7layan, iki y\u00f6nl\u00fc bir ileti\u015fim olmal\u0131d\u0131r. M\u00fczakere edilmesi gereken konular genellikle a\u015fa\u011f\u0131daki maddeleri i\u00e7erir:<\/p>\n\n\n\n<ul>\n<li>Personel azaltman\u0131n gerekli oldu\u011fu i\u015fletme nedenleri (Birinci unsur)<\/li>\n\n\n\n<li>\u0130\u015ften \u00e7\u0131karmalar\u0131n zamanlamas\u0131, kapsam\u0131 ve y\u00f6ntemi<\/li>\n\n\n\n<li>Yap\u0131lan i\u015ften \u00e7\u0131karma \u00f6nleme \u00e7abalar\u0131n\u0131n i\u00e7eri\u011fi (\u0130kinci unsur)<\/li>\n\n\n\n<li>\u0130\u015ften \u00e7\u0131kar\u0131lacak ki\u015filerin se\u00e7im kriterleri (\u00dc\u00e7\u00fcnc\u00fc unsur)<\/li>\n<\/ul>\n\n\n\n<p>Bu i\u015flemin \u00f6nemi, bir\u00e7ok mahkeme karar\u0131nda vurgulanm\u0131\u015ft\u0131r. Daha \u00f6nce bahsedilen Asahi Anaokulu olay\u0131nda, i\u015fverenin \u00f6nceden a\u00e7\u0131klama yapmadan veya m\u00fczakere etmeden i\u015ften \u00e7\u0131karmay\u0131 bildirmesi, i\u015ften \u00e7\u0131karma karar\u0131n\u0131n ge\u00e7ersiz say\u0131lmas\u0131n\u0131n \u00f6nemli bir nedeni olmu\u015ftur. Tersine, United Airlines olay\u0131nda, \u015firketin sendika ile birden fazla kez toplu pazarl\u0131k yapmas\u0131 ve detayl\u0131 a\u00e7\u0131klamalar yapmas\u0131, i\u015flemlerin uygunlu\u011funu sa\u011flad\u0131\u011f\u0131 olarak de\u011ferlendirilmi\u015ftir. Sonu\u00e7ta anla\u015fmaya var\u0131lamam\u0131\u015f olsa bile, samimi bir m\u00fczakere s\u00fcrecinden ge\u00e7ilmi\u015f olmas\u0131 \u00f6nemlidir.<\/p>\n\n\n\n<p>\u0130\u015flemlerin uygun olmad\u0131\u011f\u0131na karar verilen tipik \u00f6rnekler aras\u0131nda, i\u015fletme durumunu a\u00e7\u0131klamak i\u00e7in gerekli olan mali belgelerin sunulmas\u0131n\u0131n reddedilmesi veya m\u00fczakerelerin a\u015f\u0131r\u0131 derecede az yap\u0131lmas\u0131, ya da i\u015ften \u00e7\u0131karmadan hemen \u00f6nce sadece \u015feklen ger\u00e7ekle\u015ftirilmi\u015f olmas\u0131 gibi durumlar say\u0131labilir. \u015eirketler olarak, m\u00fczakere s\u00fcrecini hafife almadan, yeterli zaman ay\u0131rarak dikkatli a\u00e7\u0131klamalar yapmak ve bu toplant\u0131 tutanaklar\u0131n\u0131 kan\u0131t olarak saklamak, sonraki anla\u015fmazl\u0131klar\u0131 \u00f6nlemede hayati \u00f6neme sahiptir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Onemli_Mahkeme_Kararlarinin_Karsilastirmali_Analizi\"><\/span>\u00d6nemli Mahkeme Kararlar\u0131n\u0131n Kar\u015f\u0131la\u015ft\u0131rmal\u0131 Analizi<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Bug\u00fcne kadar a\u00e7\u0131klad\u0131\u011f\u0131m\u0131z d\u00f6rt temel unsurun, ger\u00e7ek mahkeme duru\u015fmalar\u0131nda nas\u0131l uyguland\u0131\u011f\u0131n\u0131 ve yarg\u0131 kararlar\u0131n\u0131n neden farkl\u0131l\u0131k g\u00f6sterdi\u011fini anlamak i\u00e7in, \u00f6nemli dava \u00f6rneklerini kar\u015f\u0131la\u015ft\u0131ral\u0131m. A\u015fa\u011f\u0131daki tablo, bu makalede ele al\u0131nan temsilci olaylar hakk\u0131nda, tart\u0131\u015fma konusu olan unsurlar ve mahkeme kararlar\u0131n\u0131n ana noktalar\u0131n\u0131 \u00f6zetlemektedir.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><td>Mahkeme \/ Karar Tarihi<\/td><td>Ana Tart\u0131\u015fma Konusu Unsurlar<\/td><td>Karar (Ge\u00e7erli \/ Ge\u00e7ersiz)<\/td><td>Mahkemenin Karar Gerek\u00e7esinin \u00d6zeti<\/td><\/tr><\/thead><tbody><tr><td>Tokyo Y\u00fcksek Mahkemesi 1979 (Showa 54) Ekim 29<\/td><td>Gereklilik, \u0130\u015ften \u00c7\u0131karmay\u0131 \u00d6nleme \u00c7abalar\u0131, Ki\u015fi Se\u00e7imi<\/td><td>Ge\u00e7erli<\/td><td>\u0130\u015ften \u00e7\u0131karma d\u00fczenlemesinin ge\u00e7erlili\u011fini de\u011ferlendiren d\u00f6rt temel unsurun ilk \u00f6rne\u011fini g\u00f6stermi\u015ftir. Zarar eden birimin kapat\u0131lmas\u0131 i\u015fletme a\u00e7\u0131s\u0131ndan gerekli bulunmu\u015f ve i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abalar\u0131n\u0131n yeterli oldu\u011funa karar verilmi\u015ftir.<\/td><\/tr><tr><td>Yarg\u0131tay 1983 (Showa 58) Ekim 27<\/td><td>\u0130\u015ften \u00c7\u0131karmay\u0131 \u00d6nleme \u00c7abalar\u0131, Prosed\u00fcr\u00fcn Uygunlu\u011fu<\/td><td>Ge\u00e7ersiz<\/td><td>\u0130stifa etmek isteyen \u00e7al\u0131\u015fanlar\u0131n aranmas\u0131 ve yeterli a\u00e7\u0131klama ile m\u00fczakerenin yap\u0131lmamas\u0131 iyi niyet kurallar\u0131na ayk\u0131r\u0131 bulunmu\u015f ve i\u015ften \u00e7\u0131karma yetkisinin k\u00f6t\u00fcye kullan\u0131m\u0131 olarak de\u011ferlendirilmi\u015ftir.<\/td><\/tr><tr><td>Tokyo Y\u00fcksek Mahkemesi 2021 (Reiwa 3) Aral\u0131k 22<\/td><td>\u0130\u015ften \u00c7\u0131karmay\u0131 \u00d6nleme \u00c7abalar\u0131, Prosed\u00fcr\u00fcn Uygunlu\u011fu<\/td><td>Ge\u00e7erli<\/td><td>Ayn\u0131 d\u00fczeyde maa\u015fla yer de\u011fi\u015fikli\u011fi ve c\u00f6mert istifa te\u015fvik program\u0131n\u0131n sunulmas\u0131 yeterli i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abas\u0131 olarak de\u011ferlendirilmi\u015f ve sendika ile yap\u0131lan defalarca m\u00fczakere prosed\u00fcr\u00fcn uygunlu\u011funu kar\u015f\u0131lam\u0131\u015ft\u0131r.<\/td><\/tr><tr><td>Tokyo B\u00f6lge Mahkemesi 2021 (Reiwa 3) Aral\u0131k 13<\/td><td>Gereklilik, \u0130\u015ften \u00c7\u0131karmay\u0131 \u00d6nleme \u00c7abalar\u0131<\/td><td>Ge\u00e7ersiz<\/td><td>Belli bir pozisyonun kald\u0131r\u0131lmas\u0131, \u015firket genelindeki personel azaltma ihtiyac\u0131yla do\u011frudan ba\u011flant\u0131l\u0131 de\u011fildir. Ayr\u0131ca, d\u00fc\u015f\u00fcrme gibi di\u011fer alternatif \u00f6nlemleri de\u011ferlendirme \u00e7abalar\u0131 yetersiz bulunmu\u015ftur.<\/td><\/tr><tr><td>Tokyo B\u00f6lge Mahkemesi 2023 (Reiwa 5) May\u0131s 29<\/td><td>\u0130\u015ften \u00c7\u0131karmay\u0131 \u00d6nleme \u00c7abalar\u0131<\/td><td>Ge\u00e7erli<\/td><td>Covid-19 salg\u0131n\u0131 gibi \u00f6zel bir durum alt\u0131nda, i\u015fe geri d\u00f6n\u00fc\u015f i\u00e7in hayati \u00f6neme sahip personelin kayb\u0131n\u0131 \u00f6nlemek amac\u0131yla istifa etmek isteyenlerin aranmamas\u0131 makul olarak de\u011ferlendirilmi\u015ftir.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ozet\"><\/span>\u00d6zet<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Japonya&#8217;daki i\u015f hukukunda, d\u00fczenleyici i\u015ften \u00e7\u0131karmalar Japon \u0130\u015f S\u00f6zle\u015fmesi Kanunu&#8217;nun (Labor Contract Act) 16. maddesine dayanarak son derece kat\u0131 bir yarg\u0131sal denetim s\u00fcrecine tabidir. Mahkemeler, &#8220;i\u015fg\u00fcc\u00fc azaltma ihtiyac\u0131&#8221;, &#8220;i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00e7abalar\u0131&#8221;, &#8220;i\u015ften \u00e7\u0131kar\u0131lacak ki\u015filerin se\u00e7imindeki rasyonellik&#8221; ve &#8220;prosed\u00fcr\u00fcn uygunlu\u011fu&#8221; olmak \u00fczere d\u00f6rt temel fakt\u00f6r\u00fc kapsaml\u0131 bir \u015fekilde de\u011ferlendirir ve bunlar\u0131n ge\u00e7erlili\u011fini dikkatle inceler. Bu fakt\u00f6rler kat\u0131 gereklilikler de\u011fil, \u015firketin y\u00f6netim durumu ve \u00f6zel somut durumlar dikkate al\u0131narak bunlar\u0131n yerine getirilme derecesi kapsaml\u0131 bir \u015fekilde de\u011ferlendirilir. D\u00fczenleyici i\u015ften \u00e7\u0131karmalar\u0131 d\u00fc\u015f\u00fcnen \u015firketler i\u00e7in, y\u00f6netim kararlar\u0131n\u0131n temelini olu\u015fturan objektif kan\u0131tlar\u0131 haz\u0131rlamak, i\u015ften \u00e7\u0131karmay\u0131 \u00f6nlemek i\u00e7in samimi \u00e7abalar sarf etmek, adil bir kriterle hedef ki\u015fileri se\u00e7mek ve en \u00f6nemlisi, \u00e7al\u0131\u015fanlar ve sendikalarla samimi m\u00fczakereler y\u00fcr\u00fctmek s\u00fcrecinin t\u00fcm\u00fcn\u00fc ayr\u0131nt\u0131l\u0131 bir \u015fekilde kaydetmek ve belgelemek esast\u0131r. Bu s\u00fcre\u00e7lerden herhangi birini ihmal etmek, i\u015ften \u00e7\u0131karmalar\u0131n ge\u00e7ersiz say\u0131lmas\u0131na ve \u015firketin ciddi bir y\u00f6netim riskiyle kar\u015f\u0131 kar\u015f\u0131ya kalmas\u0131na, \u00f6rne\u011fin y\u00fcksek miktarda geri \u00f6deme (\u00f6denmemi\u015f \u00fccretler) yap\u0131lmas\u0131na neden olabilir.<\/p>\n\n\n\n<p>Monolith Hukuk B\u00fcrosu, Japonya&#8217;daki i\u015f hukuku alan\u0131nda, \u00f6zellikle \u015firket yeniden yap\u0131land\u0131rmalar\u0131 ve buna ba\u011fl\u0131 insan kaynaklar\u0131 ve \u00e7al\u0131\u015fma ili\u015fkileri sorunlar\u0131 konusunda, hem yerel hem de uluslararas\u0131 bir\u00e7ok m\u00fc\u015fteriye destek sa\u011flam\u0131\u015f geni\u015f bir deneyime sahiptir. B\u00fcromuzda, sadece Japon avukatl\u0131k lisans\u0131na sahip olmakla kalmay\u0131p, ayn\u0131 zamanda \u0130ngilizce konu\u015fan yabanc\u0131 avukatl\u0131k lisans\u0131na sahip avukatlar da bulunmakta ve bu sayede uluslararas\u0131 i\u015f ortam\u0131nda kar\u015f\u0131la\u015f\u0131lan \u00f6zg\u00fcn zorluklara da yan\u0131t verebilmektedir. D\u00fczenleyici i\u015ften \u00e7\u0131karmalar gibi \u00f6nemli y\u00f6netim kararlar\u0131 al\u0131n\u0131rken, ba\u015flang\u0131\u00e7 planlama a\u015famas\u0131ndan, i\u015ften \u00e7\u0131karmay\u0131 \u00f6nleme \u00f6nlemlerinin de\u011ferlendirilmesine, se\u00e7im kriterlerinin belirlenmesine, \u00e7al\u0131\u015fanlarla yap\u0131lan m\u00fczakerelere ve olas\u0131 hukuk m\u00fccadelelerine kadar her a\u015famada stratejik hukuki destek sa\u011flamaktay\u0131z.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u015eirketlerin y\u00f6netim ortam\u0131, piyasa dalgalanmalar\u0131, teknolojik yenilikler ve k\u00fcresel rekabetin yo\u011funla\u015fmas\u0131 nedeniyle s\u00fcrekli de\u011fi\u015fmektedir. Bu t\u00fcr bir ortamda, \u015firketlerin s\u00fcrekli b\u00fcy\u00fcmesini ve rekabe [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":74389,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18],"tags":[24,89],"acf":[],"_links":{"self":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/74388"}],"collection":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/users\/32"}],"replies":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/comments?post=74388"}],"version-history":[{"count":2,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/74388\/revisions"}],"predecessor-version":[{"id":74686,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/74388\/revisions\/74686"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/media\/74389"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/media?parent=74388"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/categories?post=74388"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/tags?post=74388"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}