MOBBING AND LABOR LAW
MOBBİNG ve İŞ HUKUKU

Author : Polat TUNÇER
Number of pages : 81-98

Abstract

Turkey in both the public and is a very common type of bullying behavior in private institutions or organizations. This approach reduces the effectiveness and efficiency of the style organizations; it destroys the psychological integrity of the people who are practiced. Mobbing practitioners in this process cause their institutions to lose considerable energy and production. On the other hand, mobbing leads to conflicts among employees and also prevents the synergy of production. The prevalence of mobbing actions degrades work peace and peace and reduces productivity. Proving behavior that leads to mobbing is not impossible with difficulty. Mobbing is not only carried out in the workplace but also outside the workplace. An employee who applies for mobbing may resort to legal remedies to compensate for the loss of material or spiritual life caused by the psychological violence applied to him. The worker may seek his legal rights in the face of the mobbing he has suffered. In this context, the ILO's Convention on Discrimination No. 111 and the Convention on Occupational Health Services No. 161 are important for mobbing practices encountered in the workplace. On the other hand, the concept of psychological harassment to the Turkish legal system for the first time; It was entered into the Turkish Code of Obligations (m.417 / 1) dated 11 January 2011 and numbered 6098. In addition, employees may demand material and non-pecuniary damages against mobbing practices in accordance with the Turkish Civil Code (m.25 / 3).

Keywords

Mobbing, Law, Management.

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