@article{article_370553, title={MOBBING IN TURKISH LABOR LAW}, journal={PressAcademia Procedia}, volume={3}, pages={409–422}, year={2017}, DOI={10.17261/Pressacademia.2017.427}, author={Tunc, Yusuf Erdem}, keywords={Mobbing,physchological violence,bullying at work,labor law,coping with mobbing}, abstract={<p class="MsoNormal" style="margin-top:0cm;margin-right:-.7pt;margin-bottom:.0001pt;margin-left:-.25pt;line-height:99%;"> <span style="font-size:8pt;line-height:99%;">Although the
Labor Code is not a direct regulation of mobbing, the worker protective
structure of the Labor Code creates a protective structure if it is inadequate
against some behaviors that can be described as mobbing. A worker who is
incompatible with the cost of equal treatment may claim another compensation
for a compensation fee of up to four months. In accordance with Article 24/2 /
b of the Labor Code, if the words to be said for the honor and honor of the
worker are spoken or if they are committed, the worker’s employment contract
may be terminated for good cause before the end of the employee or without
waiting for the notification period. The employer can also make mobbing by
making constant changes in working conditions. According to the Labor Code
m.22; If the employer makes a significant change in the working conditions, he
must report the situation in writing to the worker. Changes that the worker
does not accept in writing do not affect the worker.  </span> </p> <p> </p>}, number={1}, publisher={Suat TEKER}