Although the active role of women in working life and employment rates have been increasing in recent years, it is extremely important to prevent the problems experienced by women employees due to women's responsibilities in family life and some physical requirements. As a matter of fact, with sociocultural and technological developments as well as economic changes, it is of critical importance that women employees are not discriminated against due to their active role in business life and that women's health and safety is not interrupted. It should be noted that which is a guide due to the hierarchy of norms Article 50 of The Constitution of the Republic of Turkey ('Constitution'),

In the fast-paced HR world, where complexity meets necessity, the viral trend of #lazygirljobs offers a refreshing perspective. It emphasizes efficiency over exertion, advocating for smarter, streamlined work methodologies. At CottGroup^®, we're inspired by this movement to revolutionize HR and payroll systems, making them more efficient and user-friendly for professionals across various industries, including manufacturing, IT, healthcare, education, and retail.

The purpose of the Labor Law No. 4857 is explained in the first article as "to regulate the working conditions and work-related rights and obligations of employers and employees working under an employment contract". In line with this purpose, the law has set forth many provisions. One of the rights regulated by the Law is the right to rest break, which is included in Chapter 4 of the Law titled "Organization of Work". Here, the rest period to be used by employees during working hours is regulated. Rest break is a legal right that employees use during working hours. Article 68 entitled "rest breaks" regulating this right is as follows:

The number of contribution payment days and the corresponding wage notifications are among the most frequently confused topics in working life. With the arrival of February, this situation becomes even more complex. The fact that the month has 28 or 29 days causes particular hesitation in the notification of contribution days during this period. While the issue of earnings subject to contributions falls within the relevant scope of Social Security Law, the matter of wages to be paid in return for work pertains to Labor Law. Therefore, it is necessary to reach a conclusion by evaluating both disciplines together. In this study, the assessment has been conducted by following the aforementioned method.

Personal Data is any data relating to an identified or identifiable natural person. The Personal Data Protection Law (KVKK) defines "personal data" as follows. KVKK, which entered into force in 2016 and is a law that can be said to be young, makes many regulations in this regard. Issues such as personal data and processing of personal data are stipulated in this law. The purpose of the KVKK is stated in the first article as "The purpose of this Law is to protect fundamental rights and freedoms of persons, particularly the right to privacy, with respect to processing of personal data and to set forth obligations, principles and procedures which shall be binding upon natural or legal persons who process personal data." With the regulations made in line with this purpose, KVKK has also examined the processing of personal data by grouping them. While the conditions for the processing of personal data are analysed in Article 5, the " Conditions for processing of Special categories of personal data" are included in Article 6. Biometric data is also mentioned in this article. For this reason, it should be said that biometric data are special categories of personal data.

What is Job Seeking Leave?

Job seeking leave is a type of leave that an employee can use in the process of finding a new job before leaving their current job. This leave allows the employee to focus on job search activities and evaluate potential job opportunities. This right, which is provided to the employee to use within the notice period and on working days, is called "job seeking leave". Pursuant to Article 17 of the Labor Law No. 4857, in the event that the employee or the employer terminates the indefinite-term employment contract by giving a notice period, the employee must be given permission to search for a new job pursuant to Article 27 of the Labor Law. Article 27 defines the title "New Job Seeking Permission" as follows:

"Within the notice periods, the employer is obliged to give the employee the necessary job seeking leave to find a new job during working hours and without deduction of wages. The duration of the job seeking leave cannot be less than two hours a day and if the employee wishes, he/she may combine the hours of job seeking leave and use them collectively. However, the employee who wants to use the job seeking leave collectively must coincide it with the days before the day he/she will leave the job and notify the employer of this situation. If the employer does not grant the new job seeking leave or makes it incomplete, the wage for that period shall be paid to the worker. If the employer employs the worker during the job seeking leave, in addition to the wage that the worker will receive without any work by using the leave, he shall pay the wage for the period of employment with a one hundred percent increase."

In business life, the organization and functioning of the relations between the employer and the employee are subject to certain rules within the framework of the Labor Law. The personnel file, which is a part of these rules, is a critical tool to protect the rights of the employer and employee, to ensure compliance with legal regulations and to manage labor relations in an orderly manner.

In terms of the employee and the employer, it is aimed by the legislator to prevent the parties to the employment relationship from losing their rights by attributing the unilateral termination of the employment relationship to various reasons and consequences. Basically, when interpreted in terms of the Labor Law No. 4857 ("Labor Law"), it can be said that the right of termination of the parties to the employment contract comes to the fore as soon as the employment contract is made unbearable for the parties.

What is On-the-Job Training Program?

İŞKUR (Employment Agency) on-the-job training program aims to reduce unemployment, to reinforce the professional knowledge of the unemployed candidates registered on İŞKUR, to learn and develop by experiencing the work and production processes. With the on-the-job training program, employers can have the opportunity to review the performances of the candidates for a certain period of time to employ qualified workforce, and they also have the opportunity to save on the cost of searching for new employees.

What are the Benefits of the On-the-Job Training Program?

With the İŞKUR (Employment Agency) on-the-job training program, employers can save as much as the cost of a minimum wage by including the candidates they want to hire after meeting the necessary conditions. Based on that, employers can have the opportunity to see the candidates while working in the field, and they will have the opportunity to train them according to their own corporate culture and needs. If the program ends positively, they will also be able to benefit from SSI incentives for the new employees.

You can contact us for detailed information about incentives.