Türkiye Barolar Birliği Dergisi 135.Sayı

406 İş Yargısında “Arabuluculuk” anlaşma sağlanamazsa anlaşmazlık konusunun iş mahkemelerine götürülmesine herhangi bir engel bulunmamaktadır. Ancak ilgili kanunla yapılan düzenlemede bazı belirsizliklerin olduğu görülmektedir. Belirsiz konuların başında, arabuluculuk tuta- nağında yer alan boşta geçen süreye ait ücretle ilgili Sosyal Güvenlik Kurumu’na yapılacak bildirimlerin usul ve esaslarının belirlenmemiş olması gelmektedir. Bu çalışmada, söz konusu belirsizliklere neden olan hususlara yer verilerek, konuya ilişkin değerlendirmelerimiz ak- tarılmaya çalışılmıştır. Anahtar Kelimeler: Alternatif Uyuşmazlık Çözümü, Arabulu- culuk, Uzlaştırma, İş Mahkemeleri, Dava Şartı Olarak Arabuluculuk, İşçi-İşveren Uyuşmazlıkları, İşçi Alacakları Abstract: As the conflicts are becoming more complex and de- manding expertise than the previous practices and as people are re- quiring to maintain their relations, the parties to disputes have star- ted to sought alternative methods outside of the judicial procedures in order to access the solution they need. This search has led to the emergence of alternative dispute resolution methods. Mediation has become the fastest-spreading and most-preferred alternative dispute resolution method. Mediation is a fair and amicable way to ensure the resolution of disputes between the employees and emp- loyers within a short period of time and at low costs. A new act (Act No. 7036 Regarding Labour Courts) has been introduced, which adopts alternative methods of resolution to redu- ce the workload of the courts, with the reason that the conventional methods of resolving labour disputes are inadequate in the face of radical transformations occurring in the labour life since 1950, when the Act No. 5521 on Labour Courts was adopted. On the general reason of The Act No. 7036, the need for alter- native methods of reconciliation has been attributed to the increa- sing workload in the labour courts, the radical changes in the ways of doing business, the population growth, the extraordinary deve- lopments in technology, the expansion of social security law, and the diversification of employee-employer disputes. The Act No. 7036 Regarding Labour Courts No. 7036, which includes “the practice of mediation as a condition of trial”, which has come into effect as of 1 st of January, 2018, is expected to meet the important needs of working life in this sense. In the practice of mediation as a condition of trial, the parties to the dispute are brought together, and experts in the field are ensuring an objective negotiation between the parties to develop their own solution met- hods through communication. While previously, the practice of mediation was a discretionary solution for the disputing parties in the Turkish legal system, for the first time the regulation is being regulated as a condition of trial for all labour disputes between employee and employers.