<\/span><\/h2>\n\n\n\nBug\u00fcne kadar a\u00e7\u0131klad\u0131\u011f\u0131m\u0131z “E\u015fit Muamele \u0130lkesi” ve “G\u00fcvenlik \u00d6zen Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc”, her ikisi de \u00e7al\u0131\u015fanlar\u0131n onurunu ve insan haklar\u0131n\u0131 koruma gibi ortak bir amaca sahip olmakla birlikte, hukuki nitelikleri ve \u015firketlere y\u00fckledikleri y\u00fck\u00fcml\u00fcl\u00fckler a\u00e7\u0131s\u0131ndan belirgin farkl\u0131l\u0131klar g\u00f6stermektedir. E\u015fit Muamele \u0130lkesi, milliyet, inan\u00e7, sosyal stat\u00fc gibi belirli nedenlere dayal\u0131 ayr\u0131mc\u0131 muameleyi yasaklayan bir “edimden ka\u00e7\u0131nma y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc”d\u00fcr. Bu, \u015firketlere belirli bir eylemi “yapmamalar\u0131” gerekti\u011fini emreder ve \u00e7al\u0131\u015fanlar aras\u0131ndaki adaleti sa\u011flamaya odaklan\u0131r. \u00d6te yandan, G\u00fcvenlik \u00d6zen Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc, \u00e7al\u0131\u015fanlar\u0131n ya\u015fam\u0131n\u0131 ve fiziksel ve zihinsel sa\u011fl\u0131\u011f\u0131n\u0131 korumak i\u00e7in \u015firketlerin aktif olarak “gerekli \u00f6zeni g\u00f6stermeleri” gerekti\u011fini emreden bir “edim y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc”d\u00fcr. Bu, t\u00fcm \u00e7al\u0131\u015fanlara g\u00fcvenli ve sa\u011fl\u0131kl\u0131 bir \u00e7al\u0131\u015fma ortam\u0131 gibi belirli bir standart sa\u011flama talebidir.<\/p>\n\n\n\n
Bu farkl\u0131l\u0131klar\u0131 a\u00e7\u0131k\u00e7a ortaya koymak i\u00e7in, a\u015fa\u011f\u0131daki tabloda her iki ilkenin \u00f6zelliklerini kar\u015f\u0131la\u015ft\u0131r\u0131yoruz.<\/p>\n\n\n\nKar\u015f\u0131la\u015ft\u0131rma Kriteri<\/td> E\u015fit Muamele \u0130lkesi<\/td> G\u00fcvenlik \u00d6zen Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc<\/td><\/tr><\/thead> Hukuki Dayanak<\/td> Japon \u0130\u015f Kanunu’nun (Japanese Labor Standards Act) 3. maddesi<\/td> Japon \u0130\u015f S\u00f6zle\u015fmesi Kanunu’nun (Japanese Labor Contract Act) 5. maddesi<\/td><\/tr> Koruma Kapsam\u0131<\/td> Belirli \u00f6zelliklere (milliyet, inan\u00e7, sosyal stat\u00fc) dayal\u0131 ayr\u0131mc\u0131l\u0131k olmaks\u0131z\u0131n adil \u00e7al\u0131\u015fma ko\u015fullar\u0131<\/td> \u00c7al\u0131\u015fanlar\u0131n ya\u015fam\u0131, bedeni ve zihinsel sa\u011fl\u0131\u011f\u0131 dahil olmak \u00fczere g\u00fcvenlik<\/td><\/tr> Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fcn Niteli\u011fi<\/td> Belirli nedenlere dayal\u0131 zararl\u0131 muameleyi yasaklayan edimden ka\u00e7\u0131nma y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc<\/td> \u00c7al\u0131\u015fanlar\u0131n g\u00fcvenli bir \u015fekilde \u00e7al\u0131\u015fabilmeleri i\u00e7in gerekli \u00f6zeni g\u00f6sterme y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc<\/td><\/tr> Uygulama Kapsam\u0131<\/td> \u0130\u015fe al\u0131nd\u0131ktan sonra t\u00fcm \u00e7al\u0131\u015fma ko\u015fullar\u0131<\/td> \u0130\u015f s\u00f6zle\u015fmesi ili\u015fkisi boyunca t\u00fcm i\u015f ortam\u0131<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\nBu kar\u015f\u0131la\u015ft\u0131rmadan anla\u015f\u0131laca\u011f\u0131 \u00fczere, E\u015fit Muamele \u0130lkesi \u00e7al\u0131\u015fma ko\u015fullar\u0131n\u0131n “adil olmas\u0131” ile ilgili bir meseleyken, G\u00fcvenlik \u00d6zen Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc \u00e7al\u0131\u015fma ortam\u0131n\u0131n “sa\u011fl\u0131kl\u0131 olmas\u0131” ile ilgili bir meseledir. \u015eirketler, her iki y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc de ayn\u0131 anda ve ba\u011f\u0131ms\u0131z olarak yerine getirmek zorundad\u0131r. \u00d6rne\u011fin, t\u00fcm \u00e7al\u0131\u015fanlara e\u015fit \u00e7al\u0131\u015fma ko\u015fullar\u0131 sa\u011flanm\u0131\u015f olsa bile, i\u015f yerinin genel \u00e7al\u0131\u015fma ortam\u0131 a\u015f\u0131r\u0131 i\u015f y\u00fck\u00fc veya uygun olmayan insan ili\u015fkileri nedeniyle k\u00f6t\u00fc durumda ise, G\u00fcvenlik \u00d6zen Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc ihlali s\u00f6z konusu olabilir. Tersine, fiziksel olarak g\u00fcvenli bir i\u015f ortam\u0131 sa\u011flanm\u0131\u015f olsa bile, belirli bir milliyetteki \u00e7al\u0131\u015fanlar\u0131 makul olmayan d\u00fc\u015f\u00fck \u00fccretlerle istihdam ediyorsa, bu durum E\u015fit Muamele \u0130lkesine ayk\u0131r\u0131d\u0131r. Dolay\u0131s\u0131yla, etkili personel y\u00f6netimi ve riskten ka\u00e7\u0131nma i\u00e7in, bu iki y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fcn nitelik farkl\u0131l\u0131klar\u0131n\u0131 do\u011fru bir \u015fekilde anlamak ve her birine uygun i\u00e7 d\u00fczenlemeleri yapmak esast\u0131r.<\/p>\n\n\n\n
<\/span>Japonya’da Ki\u015filik Haklar\u0131n\u0131n Korunmas\u0131 \u0130\u00e7in Hukuki Y\u00fck\u00fcml\u00fcl\u00fcklerin Somutla\u015ft\u0131r\u0131lmas\u0131<\/span><\/h2>\n\n\n\nYukar\u0131da bahsedilen geni\u015f kapsaml\u0131 g\u00fcvenlik \u00f6nlemleri y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc, soyut bir prensip olmaktan \u00e7\u0131k\u0131p, \u015firketlerin almas\u0131 gereken \u00f6nlemler olarak somut yasalarla a\u00e7\u0131kl\u0131\u011fa kavu\u015fturulmu\u015ftur. Bunun en tipik \u00f6rne\u011fi, “G\u00fc\u00e7 Tacizini \u00d6nleme Yasas\u0131” olarak bilinen ve revize edilmi\u015f Japon \u0130\u015fg\u00fcc\u00fc Politikalar\u0131n\u0131n Kapsaml\u0131 Te\u015fvik Yasas\u0131’d\u0131r (Japanese Labor Policy Comprehensive Promotion Act). Bu yasa, i\u015f yerinde g\u00fc\u00e7 tacizini \u00f6nlemek i\u00e7in \u015firketlere, istihdam y\u00f6netimi \u00fczerinde somut \u00f6nlemler almay\u0131 hukuki olarak zorunlu k\u0131lm\u0131\u015ft\u0131r. Bu yasalla\u015ft\u0131rma, g\u00fcvenlik \u00f6nlemleri y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc gibi kapsay\u0131c\u0131 bir kavram\u0131, pratik ve denetlenebilir \u015firket eylemlerine d\u00f6n\u00fc\u015ft\u00fcrd\u00fc\u011f\u00fc noktada devrim niteli\u011findedir. <\/p>\n\n\n\n
Bu yasan\u0131n \u015firketlerden talep etti\u011fi \u015fey, sadece taciz eylemlerini yasaklayan bir beyan olmamaktad\u0131r. Daha ziyade, tacizin olu\u015fumunu ba\u015ftan engellemek ve meydana geldi\u011finde uygun \u015fekilde m\u00fcdahale etmek i\u00e7in sistematik bir i\u00e7 d\u00fczenin kurulmas\u0131 ve i\u015fletilmesi zorunlulu\u011fudur. Bu y\u00fck\u00fcml\u00fcl\u00fck, a\u015fa\u011f\u0131daki d\u00f6rt ana unsurdan olu\u015fmaktad\u0131r. <\/p>\n\n\n\n
Birincisi, “\u0130\u015fverenin politikas\u0131n\u0131n netle\u015ftirilmesi ve bu politikan\u0131n bilinirli\u011finin ve fark\u0131ndal\u0131\u011f\u0131n art\u0131r\u0131lmas\u0131”d\u0131r. \u015eirketler, i\u015f yerinde g\u00fc\u00e7 tacizine yer olmad\u0131\u011f\u0131na dair net bir politika belirlemeli ve hangi davran\u0131\u015flar\u0131n tacize dahil oldu\u011funu somut olarak g\u00f6stermelidir. Ayr\u0131ca, taciz eylemlerine kar\u015f\u0131 sert bir \u015fekilde m\u00fcdahale edilece\u011fi ve bu m\u00fcdahalenin somut disiplin i\u00e7eri\u011finin i\u015f kurallar\u0131 gibi i\u00e7 d\u00fczenlemelerde a\u00e7\u0131k\u00e7a belirtilmesi, e\u011fitimler ve \u015firket i\u00e7i yay\u0131nlar arac\u0131l\u0131\u011f\u0131yla t\u00fcm \u00e7al\u0131\u015fanlara etkin bir \u015fekilde duyurulmas\u0131 gerekmektedir. <\/p>\n\n\n\n
\u0130kincisi, “Dan\u0131\u015fmaya yan\u0131t vermek ve uygun \u015fekilde m\u00fcdahale etmek i\u00e7in gerekli sistemin kurulmas\u0131”d\u0131r. \u015eirketler, \u00e7al\u0131\u015fanlar\u0131n g\u00fcvenle tacizle ilgili dan\u0131\u015fmada bulunabilecekleri \u00f6zel bir dan\u0131\u015fma noktas\u0131 olu\u015fturmal\u0131 ve bu noktan\u0131n varl\u0131\u011f\u0131n\u0131 t\u00fcm \u00e7al\u0131\u015fanlara duyurmal\u0131d\u0131r. Ayr\u0131ca, dan\u0131\u015fma noktas\u0131 personelinin, dan\u0131\u015fan\u0131n gizlili\u011fini korurken, olay\u0131n i\u00e7eri\u011fine g\u00f6re adil ve uygun \u015fekilde m\u00fcdahale edebilmesi i\u00e7in gerekli e\u011fitim ve k\u0131lavuzlar\u0131n haz\u0131rlanmas\u0131 da zorunludur. <\/p>\n\n\n\n
\u00dc\u00e7\u00fcnc\u00fcs\u00fc, “\u0130\u015f yerinde tacize kar\u015f\u0131 sonras\u0131nda h\u0131zl\u0131 ve uygun m\u00fcdahale”dir. Dan\u0131\u015fma talebi geldi\u011finde, \u015firket h\u0131zla ger\u00e7ek durumun ara\u015ft\u0131r\u0131lmas\u0131n\u0131 yapmal\u0131d\u0131r. Ger\u00e7ekler do\u011fruland\u0131\u011f\u0131nda, ma\u011fdur olan \u00e7al\u0131\u015fana y\u00f6nelik d\u00fc\u015f\u00fcnceli \u00f6nlemler (\u00f6rne\u011fin, g\u00f6rev de\u011fi\u015fikli\u011fi gibi) h\u0131zla al\u0131nmal\u0131 ve ayn\u0131 zamanda eylemde bulunan ki\u015fiye, i\u015f kurallar\u0131na dayanarak uygun disiplin cezalar\u0131 uygulanmal\u0131d\u0131r. Ve benzer olaylar\u0131n tekrarlanmamas\u0131 i\u00e7in \u00f6nleyici tedbirler al\u0131nmas\u0131 zorunludur. <\/p>\n\n\n\n
D\u00f6rd\u00fcnc\u00fcs\u00fc, bu \u00f6nlemlerin t\u00fcm\u00fcn\u00fcn al\u0131nmas\u0131 s\u0131ras\u0131nda, “Dan\u0131\u015fanlar\u0131n gizlili\u011finin korunmas\u0131 ve aleyhte muamele yasa\u011f\u0131n\u0131n” talep edilmesidir. Dan\u0131\u015fanlar\u0131n ve ara\u015ft\u0131rmaya yard\u0131mc\u0131 olanlar\u0131n gizlili\u011finin ihlal edilmemesi i\u00e7in \u00f6nlemler al\u0131nmal\u0131 ve dan\u0131\u015fmada bulunma veya ger\u00e7ekleri do\u011frulamada yard\u0131mc\u0131 olma gibi nedenlerle, i\u015ften \u00e7\u0131karma veya r\u00fctbe d\u00fc\u015f\u00fcrme gibi herhangi bir aleyhte muamele yap\u0131lmamas\u0131 a\u00e7\u0131k\u00e7a belirlenmeli ve \u00e7al\u0131\u015fanlara duyurulmal\u0131 ve fark\u0131ndal\u0131k art\u0131r\u0131lmal\u0131d\u0131r. <\/p>\n\n\n\n
Bu hukuki y\u00fck\u00fcml\u00fcl\u00fckler, g\u00fcvenlik \u00f6nlemleri y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fcn\u00fcn yerine getirilmesinin, \u015firketlerin iyi niyeti veya \u00e7aba hedefleriyle de\u011fil, somut s\u00fcre\u00e7ler ve prosed\u00fcrlerle de\u011ferlendirilece\u011fi anlam\u0131na gelir. Hukuki bir anla\u015fmazl\u0131k ortaya \u00e7\u0131kt\u0131\u011f\u0131nda, mahkemeler veya i\u015fg\u00fcc\u00fc y\u00f6netim kurumlar\u0131, \u015firketlerin bu sistemleri sadece \u015feklen mi yoksa ger\u00e7ekten etkin bir \u015fekilde i\u015fletip i\u015fletmediklerini s\u0131k\u0131 bir \u015fekilde sorgular. Bu nedenle, bu \u00f6nlemleri sadece “kontrol listesi” olarak de\u011fil, \u00e7al\u0131\u015fanlar\u0131n ki\u015filik haklar\u0131n\u0131 somut olarak korumak i\u00e7in etkili bir kurumsal y\u00f6netim sistemi olarak kurmak ve i\u015fletmek, \u015firketlerin hukuki sorumluluklar\u0131n\u0131 yerine getirmede son derece \u00f6nemlidir.<\/p>\n\n\n\n
<\/span>\u00d6zet<\/span><\/h2>\n\n\n\nBu makalede inceledi\u011fimiz gibi, Japon i\u015f hukuku, sadece i\u015f ko\u015fullar\u0131n\u0131n d\u00fczenlenmesini a\u015farak, \u00e7al\u0131\u015fanlar\u0131n temel onurunu ve ki\u015fisel \u00e7\u0131karlar\u0131n\u0131 korumak i\u00e7in g\u00fc\u00e7l\u00fc bir hukuki \u00e7er\u00e7eve sunmaktad\u0131r. Japon \u0130\u015f Standartlar\u0131 Yasas\u0131’n\u0131n (Japanese Labor Standards Act) 3. maddesine dayanan ‘e\u015fit muamele ilkesi’, milliyet, inan\u00e7, sosyal stat\u00fc gibi de\u011fi\u015ftirilemez \u00f6zelliklere dayal\u0131 ayr\u0131mc\u0131l\u0131\u011f\u0131 yasaklar ve i\u015f yerinde adil bir ortam\u0131n sa\u011flanmas\u0131n\u0131 garanti eder. \u00d6te yandan, Japon \u0130\u015f S\u00f6zle\u015fmesi Yasas\u0131’n\u0131n (Japanese Labor Contract Act) 5. maddesinden kaynaklanan ‘g\u00fcvenlik \u00f6nlemi y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc’, fiziksel g\u00fcvenlikten ruhsal sa\u011fl\u0131\u011fa kadar \u00e7al\u0131\u015fanlar\u0131n kapsaml\u0131 refah\u0131n\u0131 sa\u011flamak i\u00e7in \u015firketlere y\u00fck\u00fcml\u00fcl\u00fckler getirir. Bu ilkeler, y\u0131llar boyunca biriken yarg\u0131 kararlar\u0131 ve g\u00fc\u00e7 tacizini \u00f6nleme \u00f6nlemlerinin yasalla\u015ft\u0131r\u0131lmas\u0131 gibi somut yasal ad\u0131mlar arac\u0131l\u0131\u011f\u0131yla, \u015firketlerin uymas\u0131 gereken net davran\u0131\u015f standartlar\u0131na evrilmi\u015ftir. Bu y\u00fck\u00fcml\u00fcl\u00fckleri yerine getirmemek, sadece y\u00fcksek miktarda tazminat talepleri veya idari y\u00f6nlendirmeler gibi do\u011frudan hukuki risklerle sonu\u00e7lanmakla kalmaz, ayn\u0131 zamanda \u015firketin toplumsal itibar\u0131 ve \u00e7al\u0131\u015fanlar\u0131n moralini de ciddi \u015fekilde olumsuz etkileyebilir.<\/p>\n\n\n\n
Monolith Hukuk B\u00fcrosu, Japon i\u015f hukukunun i\u00e7erdi\u011fi bu karma\u015f\u0131k ve derin y\u00fck\u00fcml\u00fcl\u00fckler hakk\u0131nda, hem yerel hem de uluslararas\u0131 bir\u00e7ok m\u00fc\u015fteri \u015firkete geni\u015f bir dan\u0131\u015fmanl\u0131k hizmeti sunmu\u015f olman\u0131n deneyimine sahiptir. B\u00fcromuzun g\u00fcc\u00fc, Japon yasal sistemine ili\u015fkin derin uzmanl\u0131k bilgisi ile uluslararas\u0131 i\u015f ortam\u0131na dair anlay\u0131\u015f\u0131 birle\u015ftirmesindedir. B\u00fcromuzda, birden fazla dil konu\u015fabilen ve yabanc\u0131 avukatl\u0131k sertifikalar\u0131na sahip avukatlar bulunmakta olup, uluslararas\u0131 bir perspektiften, her \u015firketin i\u015f i\u00e7eri\u011fi ve organizasyon k\u00fclt\u00fcr\u00fcne uygun, pratik ve etkili bir uyum sa\u011flama sistemi olu\u015fturulmas\u0131na destek olabiliriz. \u00c7al\u0131\u015fanlar\u0131n ki\u015fisel \u00e7\u0131karlar\u0131n\u0131n korunmas\u0131 gibi modern i\u015fletmecili\u011fin \u00f6nemli bir konusuna, hukuki a\u00e7\u0131dan g\u00fc\u00e7l\u00fc bir destekle yan\u0131n\u0131zda olaca\u011f\u0131z.<\/p>\n","protected":false},"excerpt":{"rendered":"
Japonya’da i\u015f y\u00fcr\u00fcten \u015firketler i\u00e7in, i\u015f hukuku d\u00fczenlemelerine uyum, y\u00f6netimdeki en \u00f6nemli sorunlardan biridir. Ancak bu uyum, sadece \u00fccret ve \u00e7al\u0131\u015fma saatleri gibi bi\u00e7imsel d\u00fczenlemelere yan\u0131t […]<\/p>\n","protected":false},"author":32,"featured_media":74595,"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\/74594"}],"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=74594"}],"version-history":[{"count":2,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/74594\/revisions"}],"predecessor-version":[{"id":74718,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/74594\/revisions\/74718"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/media\/74595"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/media?parent=74594"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/categories?post=74594"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/tags?post=74594"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}