İşverenin Çalışanlara İş Koşulları Hakkında Bilgi Verme Yükümlülüğü

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dc.contributor.authorYiğit, Yusuf
dc.date.accessioned2025-05-29T05:40:59Z
dc.date.available2025-05-29T05:40:59Z
dc.date.issued2009
dc.departmentÇanakkale Onsekiz Mart Üniversitesi
dc.description.abstractEmployees’ right to information and consultation has place in several regulations of European Union Law at contractual, charter and directive levels. While information and consultation right can be about getting information on essential parts of a labour contract, it could also be associated to issues such as health and safety at work, workplace owner change, collective redundancies, information and consultation about important company and invetstment decisions. Employees’ right to information and consultation is also crucial for social dialog between employer and employee at the work place, participation and practices of industrial democracy. In practice employees are particularly included in participation through worker representation and union representation at the workplace. In the same manner, employers also have a possibility to consult employees. Although there are some imperfections, practices of employees’ right to information and consultation have been transferred to Turkish Labor Law by code 4857 which was adopted during Turkey’s harmonization process to European Union and through its instructions.
dc.identifier.endpage114
dc.identifier.issn1305-2837
dc.identifier.issn1305-2837
dc.identifier.issue23
dc.identifier.startpage79
dc.identifier.urihttps://hdl.handle.net/20.500.12428/32576
dc.identifier.volume4
dc.institutionauthorYiğit, Yusuf
dc.language.isotr
dc.relation.ispartofÇalışma ve Toplum
dc.relation.publicationcategoryMakale - Ulusal Hakemli Dergi - Kurum Öğretim Elemanı
dc.rightsinfo:eu-repo/semantics/openAccess
dc.snmzKA_DergiPark_20250529
dc.titleİşverenin Çalışanlara İş Koşulları Hakkında Bilgi Verme Yükümlülüğü
dc.typeArticle

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