224 Arabuluculuk İlk Toplantısına Geçerli Mazeret Göstermeksizin Katılmamanın Yaptırımı Abstract: According to Article 18/A, Paragraph 11 of the Law on Mediation in Legal Disputes, if one of the parties fails to attend the initial meeting without a valid excuse and as a result, the mediation process terminates, the absent party is noted in the final minutes. Even if this party partially or completely prevails in the case, they shall be held responsible for all litigation costs. Additionally, no attorney fees shall be awarded in favor of this party. The Constitutional Court decided on March 14, 2024, that the provisions stating “even if this party partially or completely prevails in the case, they shall be held responsible for all litigation costs” and “additionally, no attorney fees shall be awarded in favor of this party” are unconstitutional and ordered their annulment. However, since the same regulation is included in the 12th paragraph of Article 3 of the Labor Courts Law, the said sanction continues to be applied to the party who does not attend the first mediation meeting in employee-employer disputes without giving a valid excuse. In order for the sanction stipulated in the Law to be applied, one of the parties must not attend the first meeting without giving a valid excuse and therefore the mediation process must be terminated The sanction to be applied in case of non-attendance at the initial meeting aims to ensure the participation of the parties in the mediation process. Therefore, it is stated that the regulation serves a legitimate purpose. However, in the mediation method where the principle of volunteering is valid, it is a matter of debate in the doctrine whether forcing the parties to participate in the process is against the right to legal remedies. Keywords: First Mediation Meeting, Valid Excuse, Sanction, Right to Legal Remedies, Principle of Proportionality GİRİŞ Arabuluculuğu tahkim ve davadan ayıran özellik gönüllülük esasına dayanan alternatif çözüm yöntemi olmasıdır.1 Arabuluculuk sürecinin başarıyla sonuçlanması için tarafların bu yönteme başvurmaya ve uyuşmazlığı müzakere etmeye istekli olması gerekir. Arabuluculuk kültürünün yeterince yaygınlaşmadığı toplumlarda bireyler, arabuluculu1 Henry Brown/Arthur Marriot, ADR Principles and Practice, 2. Baskı, Sweet & Maxwell, London, 1999, s. 127; Bawazır Maliha Swaleh, An Analysıs of Mandatory Mediation, Dissertation, Strathmore University Faculty of Law, 2016; Mustafa Göksu, “Mandatory Mediation in Labour Disputes”, Press Academia Procedia (PAP), Vol. 3, 2017 (38), s. 379; Süha Tanrıver, Hukuk Uyuşmazlıkları Bağlamında Arabuluculuk, 2. Baskı, Yetkin Yayınları, Ankara, 2022, s. 43; Ömer Ekmekçi/Muhammet Özekes/Murat Atalı/Vural Seven, Hukuk Uyuşmazlıklarında Arabuluculuk, 2. Baskı, On İki Levha Yayıncılık, İstanbul, 2019, s. 17; Mustafa Çiçek, İş Hukukunda Zorunlu Arabuluculuk, 2. Baskı, Seçkin Yayıncılık, Ankara, 2019, s. 39; Cansu Korkmaz, “Davaların Yığılmasında Dava Şartı Arabuluculuk İncelemesi”, Yıldırım Beyazıt Hukuk Dergisi, Y. 7, S. 2, 2022, s. 1368.
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