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Post by account_disabled on Mar 6, 2024 0:14:50 GMT -5
b) Labor Disputes It is accepted as a condition for litigation in labor disputes as of 01/01/2018. Labor Courts Law art. In accordance with Article 3, compulsory mediation is accepted as a condition of litigation in labor law. Mediation is mandatory in the following cases arising from disputes between employees and employers: Reinstatement cases Severance pay Termination benefits Overtime pay Employee and employer insulting each other Annual paid leave, salary (labour monthly wage or daily wage), G eneral holiday wages, national and religious holiday pay c) Consumer Disputes It is accepted as a lawsuit requirement in consumer disputes as of 28/07/2020. TKHK art. 73/A imposes the obligation to apply to a mediator for disputes heard in consumer courts. b) Labor Disputes It is accepted as a condition for litigation in labor disputes as of 01/01/2018. Labor Courts Law art. In accordance with Article 3, compulsory mediation is accepted as a condition of litigation in labor law. Mediation is mandatory in the following cases arising from disputes between employees and employers: Reinstatement cases Severance pay Termination benefits Overtime pay Employee and employer insulting each other Annual paid leave, salary (labour monthly wage or daily wage), general holiday wages, national and religious holiday pay c) Consumer Disputes It is accepted as a lawsuit requirement in consumer disputes as of 28/07/2020. TKHK art. 73/A imposes the obligation to apply to a mediator for disputes heard in consumer courts.
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