{"id":9761,"date":"2026-06-05T12:03:37","date_gmt":"2026-06-05T12:03:37","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=9761"},"modified":"2026-06-05T12:03:39","modified_gmt":"2026-06-05T12:03:39","slug":"isten-cikarmalar-disiplin-cezalari-ve-deneme-suresi-isverenler-icin-pratik-bir-rehber","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/isten-cikarmalar-disiplin-cezalari-ve-deneme-suresi-isverenler-icin-pratik-bir-rehber\/","title":{"rendered":"\u0130\u015ften \u00c7\u0131karmalar, Disiplin Cezalar\u0131 ve Deneme S\u00fcresi: \u0130\u015fverenler \u0130\u00e7in Pratik Bir K\u0131lavuz\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">\u0130\u015ften \u00e7\u0131karmalar ve disiplin sorunlar\u0131, i\u015fverenlerin kar\u015f\u0131la\u015ft\u0131\u011f\u0131 en yayg\u0131n ve en zorlu i\u015fyeri sorunlar\u0131 aras\u0131ndad\u0131r. \u0130\u015fveren, ister uygunsuz davran\u0131\u015f, ister d\u00fc\u015f\u00fck performans, devams\u0131zl\u0131k, tutum sorunlar\u0131, deneme s\u00fcresinin ba\u015far\u0131s\u0131zl\u0131kla sonu\u00e7lanmas\u0131 ya da g\u00fcven kayb\u0131 ile kar\u015f\u0131 kar\u015f\u0131ya olsun, i\u015ften \u00e7\u0131karma karar\u0131 aceleyle al\u0131nmamal\u0131d\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler a\u00e7\u0131s\u0131ndan bu, sadece bir insan kaynaklar\u0131 meselesi de\u011fildir. Bu konu, hukuki riskleri, y\u00f6netimsel kararlar\u0131, \u00e7al\u0131\u015fan ili\u015fkilerini ve ticari karar alma s\u00fcre\u00e7lerini de i\u00e7ermektedir. Yanl\u0131\u015f bir \u015fekilde ele al\u0131nd\u0131\u011f\u0131nda, i\u015ften \u00e7\u0131karmalar \u015fik\u00e2yetlere, Acas Erken Uzla\u015fma s\u00fcrecine, i\u015f mahkemesi davalar\u0131na, y\u00f6netim zaman kayb\u0131na, hukuki masraflara ve itibar kayb\u0131na yol a\u00e7abilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bu d\u00f6nem, i\u015fverenlerin yakla\u015f\u0131mlar\u0131n\u0131 g\u00f6zden ge\u00e7irmeleri a\u00e7\u0131s\u0131ndan da \u00f6zellikle \u00f6nemli bir zamand\u0131r. Acas yard\u0131m hatt\u0131n\u0131n Ekim-Aral\u0131k 2025 d\u00f6nemine ait verileri, disiplin, i\u015ften \u00e7\u0131karma ve \u015fikayet konular\u0131n\u0131n yard\u0131m hatt\u0131na gelen aramalar\u0131n yakla\u015f\u0131k %\u2019sini olu\u015fturarak en s\u0131k g\u00f6r\u00fclen konular oldu\u011funu g\u00f6stermektedir.&nbsp;<a href=\"https:\/\/www.acas.org.uk\/about-us\/service-statistics\/helpline\/2025-to-2026\/october-to-december-2025\" target=\"_blank\" rel=\"noreferrer noopener\">(Acas yard\u0131m hatt\u0131 istatistikleri)<\/a>&nbsp;Buna ek olarak, 1 Ocak 2027 tarihinden itibaren, haks\u0131z i\u015ften \u00e7\u0131karma korumas\u0131 iki y\u0131l yerine alt\u0131 ayl\u0131k hizmet s\u00fcresinden sonra ge\u00e7erli olacak ve tazminat tutarlar\u0131na ili\u015fkin \u00fcst s\u0131n\u0131r kald\u0131r\u0131lacakt\u0131r.&nbsp;<a href=\"https:\/\/www.acas.org.uk\/employment-rights-act-2025\" target=\"_blank\" rel=\"noreferrer noopener\">(Acas 2025 \u0130stihdam Haklar\u0131 Kanunu)<\/a>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bu makale, i\u015fverenlerin i\u015ften \u00e7\u0131karma, disiplin s\u00fcre\u00e7leri ve deneme s\u00fcrelerini y\u00f6netirken dikkat etmeleri gereken temel hususlar\u0131 ele almaktad\u0131r.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u0130\u015fverenler \u0130\u015ften \u00c7\u0131karma S\u00fcre\u00e7lerini Neden Ciddiye Almal\u0131d\u0131r?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenlerin i\u015ften \u00e7\u0131karma prosed\u00fcrlerini ciddiye almalar\u0131 i\u00e7in \u00e7e\u015fitli nedenler vard\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130lk olarak, hukuki risk s\u00f6z konusudur. \u0130\u015fverenin bir \u00e7al\u0131\u015fan\u0131n davran\u0131\u015flar\u0131 veya performans\u0131 konusunda hakl\u0131 bir endi\u015fesi olsa bile, adil bir prosed\u00fcr izlemedi\u011fi takdirde i\u015ften \u00e7\u0131karma h\u00e2l\u00e2 haks\u0131z say\u0131labilir.\u00a0Acas k\u0131lavuzuna g\u00f6re, bir i\u015ften \u00e7\u0131karman\u0131n adil olabilmesi i\u00e7in i\u015fverenin ge\u00e7erli bir nedeni olmas\u0131, dengeli ve tutarl\u0131 bir karar vermesi ve genellikle eksiksiz ve adil bir prosed\u00fcr\u00fc izlemesi gerekir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130kinci olarak, mali risk s\u00f6z konusudur. Disiplin ve \u015fikayet prosed\u00fcrlerine ili\u015fkin Acas Uygulama Kurallar\u0131 ge\u00e7erliyse, i\u015fveren bu Kurallara makul olmayan bir \u015fekilde uymam\u0131\u015fsa, i\u015f mahkemesi tazminat tutar\u0131n\u0131 25%\u2019ye kadar art\u0131rabilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00dc\u00e7\u00fcnc\u00fcs\u00fc, y\u00f6netim riski s\u00f6z konusudur. K\u00f6t\u00fc y\u00f6netilen i\u015ften \u00e7\u0131karma s\u00fcre\u00e7leri genellikle daha da karma\u015f\u0131k bir hal al\u0131r. Adil ve iyi y\u00f6netilmi\u015f bir s\u00fcreci kabul edebilecek bir \u00e7al\u0131\u015fan, haks\u0131z muamele g\u00f6rd\u00fc\u011f\u00fcn\u00fc hissederse, bunun yerine \u015fikayette bulunabilir, veri eri\u015fim talebinde bulunabilir, Acas ile ileti\u015fime ge\u00e7ebilir veya i\u015f mahkemesine dava a\u00e7abilir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Adil Bir \u0130\u015ften \u00c7\u0131karma S\u00fcreci Nedir?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Adil bir i\u015ften \u00e7\u0131karma s\u00fcreci, somut ko\u015fullara ba\u011fl\u0131 olmakla birlikte, disiplin veya performans nedenleriyle yap\u0131lan i\u015ften \u00e7\u0131karmalar\u0131n \u00e7o\u011funda bir dizi temel ad\u0131m\u0131n izlenmesi gerekir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler genellikle \u015funlar\u0131 yapmal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>sorunu net bir \u015fekilde belirleyin;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>olaylar\u0131 ara\u015ft\u0131rmak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fana iddialar\u0131 veya endi\u015feleri yaz\u0131l\u0131 olarak bildirin;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ilgili kan\u0131tlar\u0131 sunmak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fan\u0131 disiplin veya performans de\u011ferlendirmesi toplant\u0131s\u0131na davet etmek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>uygun oldu\u011fu durumlarda \u00e7al\u0131\u015fan\u0131n bir ki\u015finin e\u015flik etmesine izin vermek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fana i\u015ften \u00e7\u0131kar\u0131lma gerek\u00e7esine ili\u015fkin olarak yan\u0131t verebilmesi i\u00e7in uygun bir f\u0131rsat tan\u0131mak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>karar vermeden \u00f6nce \u00e7al\u0131\u015fan\u0131n a\u00e7\u0131klamas\u0131n\u0131 dikkate al\u0131n;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>makul ve orant\u0131l\u0131 bir sonuca varmak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>karar\u0131 yaz\u0131l\u0131 olarak teyit etmek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>temyiz hakk\u0131 tan\u0131r.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler a\u00e7\u0131s\u0131ndan en \u00f6nemli nokta, s\u00fcrecin \u00f6nceden belirlenmi\u015f olmamas\u0131 gerekti\u011fidir. Y\u00f6neticiler bu konuya a\u00e7\u0131k fikirli bir \u015fekilde yakla\u015fmal\u0131 ve \u00e7al\u0131\u015fan\u0131n g\u00f6r\u00fc\u015f\u00fcn\u00fc dinlemeden sonucu belirlememelidir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Kural \u0130hlali ve A\u011f\u0131r Kural \u0130hlali&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">K\u00f6t\u00fc davran\u0131\u015flar aras\u0131nda, uygunsuz davran\u0131\u015flar, talimatlara uymama, kurallara ayk\u0131r\u0131 hareketler, uygunsuz ileti\u015fim, zaman\u0131nda i\u015fe gelmeme sorunlar\u0131, izinsiz devams\u0131zl\u0131k veya i\u015fyeri standartlar\u0131na uymama say\u0131labilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A\u011f\u0131r suistimal daha ciddi bir durumdur. Bu, h\u0131rs\u0131zl\u0131k, \u015fiddet, ciddi itaatsizlik, doland\u0131r\u0131c\u0131l\u0131k, gizlilik ilkesinin ciddi ihlali, ciddi taciz, ciddi i\u015f sa\u011fl\u0131\u011f\u0131 ve g\u00fcvenli\u011fi ihlalleri veya i\u015f ili\u015fkisini temelden sarsan di\u011fer davran\u0131\u015flar\u0131 i\u00e7erebilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bununla birlikte, i\u015fverenler bir davran\u0131\u015f\u0131 \u201ca\u011f\u0131r suistimal\u201d olarak nitelendirmeden \u00f6nce dikkatli davranmal\u0131d\u0131r. Her ciddi sorun, derhal i\u015ften \u00e7\u0131karma karar\u0131n\u0131 hakl\u0131 k\u0131lmaz. \u0130\u015fverenler, olgular\u0131, \u00e7al\u0131\u015fan\u0131n a\u00e7\u0131klamas\u0131n\u0131, hizmet s\u00fcresini, ge\u00e7mi\u015f sicilini, \u00f6nceki vakalarla tutarl\u0131l\u0131\u011f\u0131, hafifletici unsurlar\u0131 ve i\u015ften \u00e7\u0131karman\u0131n makul tepkiler kapsam\u0131nda olup olmad\u0131\u011f\u0131n\u0131 de\u011ferlendirmelidir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bir \u00e7al\u0131\u015fan\u0131 a\u011f\u0131r suistimal nedeniyle i\u015ften \u00e7\u0131karmadan \u00f6nce, i\u015fverenler genellikle \u015fu sorular\u0131 sormal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Tam olarak ne iddia ediliyor?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Bu iddiay\u0131 destekleyen kan\u0131tlar nelerdir?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Bu konuda d\u00fczg\u00fcn bir soru\u015fturma yap\u0131ld\u0131 m\u0131?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fana yan\u0131t vermek i\u00e7in adil bir f\u0131rsat tan\u0131nd\u0131 m\u0131?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hafifletici sebepler var m\u0131?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hemen i\u015ften \u00e7\u0131karma karar\u0131 ger\u00e7ekten makul mu?\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme s\u00fcresiyle ilgili ger\u00e7ek bir davran\u0131\u015f sorunu olsa bile, i\u015ften \u00e7\u0131karma karar\u0131n\u0131 \u00e7ok aceleci bir \u015fekilde veren i\u015fverenler kendilerini gereksiz risklere maruz b\u0131rakabilirler.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">D\u00fc\u015f\u00fck Performans ve Yetenek&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">D\u00fc\u015f\u00fck performans, \u00f6zellikle deneme s\u00fcresi boyunca, genellikle kurallara ayk\u0131r\u0131 davran\u0131\u015flardan farkl\u0131 bir \u015fekilde ele al\u0131nmal\u0131d\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c7o\u011fu durumda sorun, \u00e7al\u0131\u015fan\u0131n kas\u0131tl\u0131 olarak bir hata yapm\u0131\u015f olmas\u0131 de\u011fil, gerekli standartlar\u0131 kar\u015f\u0131layamamas\u0131d\u0131r. Bu durum, i\u015ften \u00e7\u0131kar\u0131lma se\u00e7ene\u011fi de\u011ferlendirilmeden \u00f6nce daha net beklentiler, e\u011fitim, denetim, performans hedefleri, de\u011ferlendirme toplant\u0131lar\u0131 ve uyar\u0131lar\u0131n uygulanmas\u0131n\u0131 gerektirebilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler \u015fu konularda net olmal\u0131:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>hangi standard\u0131n beklendi\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fan\u0131n hangi konularda yetersiz kald\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>hangi iyile\u015ftirmelerin yap\u0131lmas\u0131 gerekti\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne t\u00fcr bir destek sa\u011flanacak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>iyile\u015fmenin nas\u0131l \u00f6l\u00e7\u00fclece\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>iyile\u015ftirme i\u00e7in \u00f6ng\u00f6r\u00fclen zaman dilimi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130yile\u015fme sa\u011flanamazsa ne olabilir?.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">S\u0131k\u00e7a yap\u0131lan bir hata, \u00e7al\u0131\u015fana kendini geli\u015ftirmesi i\u00e7in adil bir f\u0131rsat vermeden do\u011frudan i\u015ften \u00e7\u0131karma s\u00fcrecine ge\u00e7mektir. Bu durum, \u00e7al\u0131\u015fana performans\u0131n\u0131n i\u015fini tehlikeye atabilece\u011fi konusunda daha \u00f6nce herhangi bir uyar\u0131da bulunulmam\u0131\u015fsa \u00f6zellikle risklidir. Performans sorunlar\u0131n\u0131n sa\u011fl\u0131k, engellilik, n\u00f6ro\u00e7e\u015fitlilik, hamilelik, bak\u0131m sorumluluklar\u0131 veya i\u015fyerinde ya\u015fanan stresle ba\u011flant\u0131l\u0131 olabilece\u011fi durumlarda i\u015fverenler \u00f6zellikle dikkatli olmal\u0131d\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme S\u00fcreleri&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme s\u00fcreleri genellikle yanl\u0131\u015f anla\u015f\u0131l\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme s\u00fcresi, hem i\u015fverene hem de \u00e7al\u0131\u015fana, s\u00f6z konusu pozisyonun uygun olup olmad\u0131\u011f\u0131n\u0131 erken bir a\u015famada de\u011ferlendirme f\u0131rsat\u0131 sundu\u011fu i\u00e7in yararl\u0131 olabilir. Ancak bu, i\u015fverenin herhangi bir yasal s\u00fcre\u00e7 izlemeden i\u015ften \u00e7\u0131karma yapabilece\u011fi anlam\u0131na gelmez.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme s\u00fcresi boyunca ortaya \u00e7\u0131kan hukuki risk, \u00e7al\u0131\u015fan\u0131n hizmet s\u00fcresinin iki y\u0131ldan az oldu\u011fu bir\u00e7ok s\u0131radan haks\u0131z i\u015ften \u00e7\u0131karma davas\u0131nda \u015fu anda daha d\u00fc\u015f\u00fck olabilir. Ancak bu, t\u00fcm riski ortadan kald\u0131rmaz. \u00c7al\u0131\u015fanlar yine de ayr\u0131mc\u0131l\u0131k, ihbar, otomatik haks\u0131z i\u015ften \u00e7\u0131karma, \u00fccretten hukuka ayk\u0131r\u0131 kesinti, ihbar tazminat\u0131, tatil \u00fccreti veya s\u00f6zle\u015fme ihlali ile ilgili davalar a\u00e7abilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1 Ocak 2027 tarihinden itibaren, alt\u0131 ayl\u0131k hizmet s\u00fcresinin ard\u0131ndan haks\u0131z i\u015ften \u00e7\u0131karma korumas\u0131 y\u00fcr\u00fcrl\u00fc\u011fe girece\u011fi i\u00e7in bu risk de artacakt\u0131r. Bu durum, i\u015fverenlerin deneme s\u00fcresi y\u00f6netimini \u015fimdiden daha \u00f6nemli bir s\u00f6zle\u015fmeye uygunluk konusu olarak ele almaya ba\u015flamalar\u0131 gerekti\u011fi anlam\u0131na gelmektedir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler \u015fu hususlar\u0131 dikkate almal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>i\u015f s\u00f6zle\u015fmesinde a\u00e7\u0131k bir deneme s\u00fcresi h\u00fckm\u00fc bulunup bulunmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>i\u015fverenin deneme s\u00fcresini uzatma hakk\u0131 olup olmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>deneme s\u00fcresi boyunca daha k\u0131sa bir ihbar s\u00fcresi ge\u00e7erli olup olmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>denetimli serbestlik g\u00f6zden ge\u00e7irme toplant\u0131lar\u0131n\u0131n yap\u0131l\u0131p yap\u0131lmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>endi\u015felerin belgelenip belgelenmedi\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fana nelerin iyile\u015ftirilmesi gerekti\u011fi konusunda bilgi verilmi\u015f olup olmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Deneme s\u00fcresi boyunca ya da sonunda yap\u0131lan i\u015ften \u00e7\u0131karma i\u015flemlerinin adil bir \u015fekilde y\u00fcr\u00fct\u00fcl\u00fcp y\u00fcr\u00fct\u00fclmedi\u011fi.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130yi y\u00f6netilen bir deneme s\u00fcresi s\u00fcreci, anla\u015fmazl\u0131k riskini azaltabilir ve olas\u0131 bir i\u015ften \u00e7\u0131karma karar\u0131n\u0131n gerek\u00e7elendirilmesini kolayla\u015ft\u0131rabilir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Disiplin S\u00fcrecinin Y\u00f6netimi&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Adil bir disiplin s\u00fcreci genellikle adil bir soru\u015fturma ile ba\u015flar. Soru\u015fturman\u0131n amac\u0131, olgular\u0131 ortaya koymakt\u0131r; \u00e7al\u0131\u015fan\u0131n su\u00e7lu oldu\u011funu kan\u0131tlamak de\u011fildir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Duruma ba\u011fl\u0131 olarak, bir soru\u015fturma kapsam\u0131nda belgeler, e-postalar, mesajlar, sistem kay\u0131tlar\u0131, tan\u0131k ifadeleri, g\u00fcvenlik kameras\u0131 kay\u0131tlar\u0131, \u015firket politikalar\u0131 veya daha \u00f6nceki uyar\u0131lar incelenebilir. \u0130\u015fverenler, iddiay\u0131 destekleyen kan\u0131tlar\u0131n yan\u0131 s\u0131ra \u00e7al\u0131\u015fan\u0131n sav\u0131n\u0131 destekleyebilecek kan\u0131tlar\u0131 da dikkate almal\u0131d\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Konu disiplin duru\u015fmas\u0131na ta\u015f\u0131n\u0131rsa, \u00e7al\u0131\u015fana genellikle iddialara ili\u015fkin yaz\u0131l\u0131 ayr\u0131nt\u0131lar, ilgili delillerin kopyalar\u0131, haz\u0131rl\u0131k i\u00e7in makul bir s\u00fcre, olas\u0131 sonu\u00e7lara ili\u015fkin ayr\u0131nt\u0131lar ve yan\u0131nda birinin bulunma hakk\u0131n\u0131n teyidi verilmelidir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Duru\u015fma s\u0131ras\u0131nda i\u015fveren, iddialar\u0131 a\u00e7\u0131klamal\u0131, delilleri g\u00f6zden ge\u00e7irmeli ve \u00e7al\u0131\u015fana yan\u0131t vermesi i\u00e7in yeterli f\u0131rsat tan\u0131mal\u0131d\u0131r. \u0130\u015fveren daha sonra bir karar vermeden \u00f6nce duru\u015fmay\u0131 ertelemelidir. Bu, karar\u0131n \u00f6nceden belirlenmi\u015f olmad\u0131\u011f\u0131n\u0131 g\u00f6stermeye yard\u0131mc\u0131 olur.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler genellikle itiraz hakk\u0131 tan\u0131mal\u0131d\u0131r. \u0130tiraz, i\u015fverene sorun daha da b\u00fcy\u00fcmeden hatalar\u0131 d\u00fczeltme f\u0131rsat\u0131 sunar. M\u00fcmk\u00fcn oldu\u011funda, itiraz, ilk kararda yer almam\u0131\u015f ve sonucu de\u011fi\u015ftirebilme yetkisine sahip bir ki\u015fi taraf\u0131ndan de\u011ferlendirilmelidir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Disiplin S\u00fcreci S\u0131ras\u0131nda \u0130leri S\u00fcr\u00fclen \u015eik\u00e2yetler&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler, bir \u00e7al\u0131\u015fan\u0131n disiplin veya i\u015ften \u00e7\u0131karma s\u00fcreci s\u0131ras\u0131nda \u015fikayette bulunmas\u0131 durumunda genellikle zorluk ya\u015farlar.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Do\u011fru yakla\u015f\u0131m, duruma g\u00f6re de\u011fi\u015fecektir. Bazen \u015fikayet, disiplin s\u00fcreciyle birlikte ele al\u0131nabilir. Bazen de \u015fikayet soru\u015fturulurken disiplin s\u00fcrecinin ask\u0131ya al\u0131nmas\u0131 gerekebilir. Di\u011fer durumlarda ise \u015fikayet, disiplin meseleleriyle yak\u0131ndan ba\u011flant\u0131l\u0131 olabilir ve genel karar verme s\u00fcrecinin bir par\u00e7as\u0131 olarak de\u011ferlendirilebilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler \u015fu hususlar\u0131 dikkate almal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u015fikayetin konusu nedir;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>disiplin su\u00e7lamalar\u0131yla do\u011frudan ilgili olup olmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ayr\u0131mc\u0131l\u0131k, ihbar veya ma\u011fduriyet sorunlar\u0131na yol a\u00e7\u0131p a\u00e7mad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>daha fazla soru\u015fturma gerekip gerekmedi\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>zaman \u00e7izelgesinin de\u011fi\u015ftirilmesi gerekip gerekmedi\u011fi.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Bir \u015fik\u00e2yet, disiplin s\u00fcrecini otomatik olarak aksatmamal\u0131d\u0131r, ancak g\u00f6z ard\u0131 edilmemelidir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u0130\u015fverenlerin S\u0131k\u00e7a Yapt\u0131\u011f\u0131 Hatalar&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler, a\u015fa\u011f\u0131daki hatalar\u0131 yapmamak i\u00e7in \u00f6zellikle dikkatli olmal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s\u00fcre\u00e7 ba\u015flamadan \u00f6nce davay\u0131 reddetme karar\u0131 almak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00fczg\u00fcn bir \u015fekilde soru\u015fturma yapmamak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>iddialar\u0131 yaz\u0131l\u0131 hale getirmemek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>disiplin duru\u015fmas\u0131 \u00f6ncesinde delil sunmamak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fana haz\u0131rlanmas\u0131 i\u00e7in yeterli s\u00fcre tan\u0131mamak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>deneme s\u00fcresindeki \u00e7al\u0131\u015fanlara hi\u00e7bir hakk\u0131 yokmu\u015f gibi davranmak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>denetimli serbestlikle ilgili endi\u015felerin belgelenmemesi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>uyar\u0131 veya destek verilmeksizin d\u00fc\u015f\u00fck performans nedeniyle i\u015ften \u00e7\u0131karma;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>bir davran\u0131\u015f\u0131 \u00e7ok \u00e7abuk a\u011f\u0131r ihlal olarak nitelendirmek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>olas\u0131 ayr\u0131mc\u0131l\u0131k, ihbar veya sa\u011fl\u0131k sorunlar\u0131n\u0131 g\u00f6z ard\u0131 ederek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>temyiz hakk\u0131 tan\u0131nmamas\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>g\u00fcncelli\u011fini yitirmi\u015f disiplin veya yeterlilik prosed\u00fcrlerini kullanmak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>y\u00f6neticilere e\u011fitim verilmemesi.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015ften \u00e7\u0131karma davalar\u0131n\u0131n \u00e7o\u011fu, i\u015fverenin konuyu \u00f6nemsememesinden de\u011fil, bu konunun \u00e7ok aceleyle, \u00e7ok gayri resmi bir \u015fekilde ya da yeterli delil olmaks\u0131z\u0131n ele al\u0131nmas\u0131ndan kaynaklanmaktad\u0131r.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u0130\u015fverenler \u0130\u00e7in Pratik Ad\u0131mlar&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler \u015fu anda a\u015fa\u011f\u0131daki ad\u0131mlar\u0131 atmay\u0131 d\u00fc\u015f\u00fcnmelidir:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Disiplin ve yetkinlik politikalar\u0131n\u0131 g\u00f6zden ge\u00e7irin.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>\u0130\u015f s\u00f6zle\u015fmelerindeki deneme s\u00fcresi h\u00fck\u00fcmlerini g\u00f6zden ge\u00e7irin.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Net deneme s\u00fcresi de\u011ferlendirme \u015fablonlar\u0131 haz\u0131rlay\u0131n.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Y\u00f6neticilere, uygunsuz davran\u0131\u015flar ve performans sorunlar\u0131yla nas\u0131l ba\u015fa \u00e7\u0131kacaklar\u0131 konusunda e\u011fitim verin.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Disiplin duru\u015fmalar\u0131 \u00f6ncesinde iddialar\u0131n yaz\u0131l\u0131 hale getirildi\u011finden emin olun.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fanlara kan\u0131t sunulmas\u0131n\u0131 ve haz\u0131rlanmalar\u0131 i\u00e7in makul bir s\u00fcre tan\u0131nmas\u0131n\u0131 sa\u011flay\u0131n.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Soru\u015fturma toplant\u0131lar\u0131, disiplin duru\u015fmalar\u0131 ve temyiz duru\u015fmalar\u0131na ili\u015fkin ayr\u0131nt\u0131l\u0131 tutanaklar tutun.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>\u0130\u015ften \u00e7\u0131karma kararlar\u0131n\u0131n \u00f6nceki davalarla tutarl\u0131 olup olmad\u0131\u011f\u0131n\u0131 kontrol edin.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Ayr\u0131mc\u0131l\u0131k, ihbar veya sa\u011fl\u0131kla ilgili sorunlar s\u00f6z konusu olabilece\u011fi durumlarda, \u00e7al\u0131\u015fanlar\u0131 i\u015ften \u00e7\u0131karmadan \u00f6nce uzman tavsiyesi al\u0131n.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Ocak 2027\u2019den itibaren haks\u0131z i\u015ften \u00e7\u0131karma i\u00e7in ge\u00e7erli s\u00fcrenin k\u0131salt\u0131lmas\u0131na haz\u0131rl\u0131kl\u0131 olun.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Bu ad\u0131mlar\u0131n at\u0131lmas\u0131, hukuki riskleri azaltabilir ve i\u015fverenlerin i\u015fyeri sorunlar\u0131yla daha emin bir \u015fekilde ba\u015fa \u00e7\u0131kmalar\u0131na yard\u0131mc\u0131 olabilir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sonu\u00e7&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015ften \u00e7\u0131karmalar, disiplin cezalar\u0131 ve deneme s\u00fcreleri, \u00f6zellikle i\u015ften \u00e7\u0131karma nedenleri g\u00f6z \u00f6n\u00fcne al\u0131nd\u0131\u011f\u0131nda, i\u015fverenlerin hafife alamayaca\u011f\u0131 konulard\u0131r. K\u00f6t\u00fc y\u00f6netildiklerinde, \u015fikayetlere, Acas Erken Uzla\u015fma s\u00fcrecine, haks\u0131z i\u015ften \u00e7\u0131karma davalar\u0131na, ayr\u0131mc\u0131l\u0131k davalar\u0131na ve \u00f6nlenebilir y\u00f6netim aksakl\u0131klar\u0131na yol a\u00e7abilirler. Do\u011fru bir \u015fekilde ele al\u0131nd\u0131\u011f\u0131nda ise i\u015fverenlerin i\u015fyeri sorunlar\u0131n\u0131 adil, tutarl\u0131 ve ticari bir bak\u0131\u015f a\u00e7\u0131s\u0131yla \u00e7\u00f6zmelerine olanak tan\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler i\u00e7in en \u00f6nemli nokta, erken harekete ge\u00e7mek, varsay\u0131mlardan ka\u00e7\u0131nmak ve adil bir s\u00fcre\u00e7 izlemektir. 1 Ocak 2027 tarihinden itibaren, alt\u0131 ayl\u0131k hizmet s\u00fcresinin ard\u0131ndan haks\u0131z i\u015ften \u00e7\u0131karma korumas\u0131 y\u00fcr\u00fcrl\u00fc\u011fe girece\u011fi i\u00e7in bu husus daha da \u00f6nem kazanacakt\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ronald Fletcher Baker\u2019da, \u0130\u015f Hukuku Ekibimiz i\u015fverenlere i\u015ften \u00e7\u0131karma, disiplin i\u015flemleri, deneme s\u00fcreleri, \u015fikayetler, performans y\u00f6netimi ve i\u015f mahkemesi davalar\u0131 konular\u0131nda dan\u0131\u015fmanl\u0131k hizmeti sunmaktad\u0131r. \u0130\u015ften \u00e7\u0131karma s\u00fcrecini y\u00f6netme veya disiplin ve deneme s\u00fcreleri s\u00fcre\u00e7lerinizi g\u00f6zden ge\u00e7irme konusunda dan\u0131\u015fmanl\u0131\u011fa ihtiyac\u0131n\u0131z varsa, riskleri de\u011ferlendirmenize ve ileriye d\u00f6n\u00fck pratik bir yol belirlemenize yard\u0131mc\u0131 olabiliriz.&nbsp;<\/p>","protected":false},"author":12,"featured_media":9763,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[67],"tags":[],"class_list":["post-9761","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-employment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.1.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"Dismissals and disciplinary issues are among the most common and difficult workplace problems employers face. Whether an employer is dealing with misconduct, poor performance, absence, attitude concerns, a failed probationary period or a breakdown in trust, the decision to dismiss should not be rushed. For employers, this is not simply an HR issue. 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