{"id":7466,"date":"2018-01-25T19:23:10","date_gmt":"2018-01-26T00:23:10","guid":{"rendered":"http:\/\/localhost:10028\/uncategorized\/types-workplace-discrimination\/"},"modified":"2024-05-02T14:22:11","modified_gmt":"2024-05-02T18:22:11","slug":"tur-isyeri-ayrimcilik","status":"publish","type":"post","link":"https:\/\/napolilaw.lemonadestand.org\/tr\/article\/tur-isyeri-ayrimcilik\/","title":{"rendered":"\u0130\u015fyeri Ayr\u0131mc\u0131l\u0131\u011f\u0131 T\u00fcrleri"},"content":{"rendered":"<p>\u0130\u015fyerinde ayr\u0131mc\u0131l\u0131k maalesef \u00fclkede her g\u00fcn ya\u015fan\u0131yor ve i\u015fyerinde bu ayr\u0131mc\u0131l\u0131k vakalar\u0131, bir ki\u015fiye bir \u015fekilde haks\u0131z davran\u0131ld\u0131\u011f\u0131nda ve kontrolleri d\u0131\u015f\u0131nda olan ve \u00fczerinde hi\u00e7bir etkisi olmayan bir fakt\u00f6r nedeniyle ayr\u0131mc\u0131l\u0131\u011fa u\u011frad\u0131\u011f\u0131nda ortaya \u00e7\u0131k\u0131yor. i\u015f performans\u0131. \u0130\u015fyerinde ayr\u0131mc\u0131l\u0131k, yaln\u0131zca rahats\u0131z edici bir \u00e7al\u0131\u015fma durumu yaratmakla kalmaz, ayn\u0131 zamanda dahil olan herkes i\u00e7in, \u00f6zellikle de hedef al\u0131nanlar i\u00e7in potansiyel olarak tehlikeli bir \u00e7al\u0131\u015fma ortam\u0131 yarat\u0131r.<\/p>\n<blockquote><p>\u201c\u0130\u015fyerinde ayr\u0131mc\u0131l\u0131k konusundan bahsedildi\u011finde, Amerika Birle\u015fik Devletleri&#039;ndeki \u00e7o\u011fu insan otomatik olarak \u00fcstlerinin kad\u0131n \u00e7al\u0131\u015fanlara y\u00f6nelik cinsel tacizini d\u00fc\u015f\u00fcnme e\u011filimindedir. Bu, i\u015fyerinde meydana gelebilecek ayr\u0131mc\u0131l\u0131k t\u00fcrlerinden yaln\u0131zca biridir\u201d(<a href=\"https:\/\/thelawdictionary.org\/article\/types-of-discrimination-in-the-workplace\/\" target=\"_blank\" rel=\"noopener\">Hukuk S\u00f6zl\u00fc\u011f\u00fc<\/a>).<\/p><\/blockquote>\n<p>\u0130\u015fyerinde en s\u0131k g\u00f6r\u00fclen ayr\u0131mc\u0131l\u0131k \u00f6rneklerinden baz\u0131lar\u0131 \u015funlard\u0131r:<\/p>\n<p>&nbsp;<\/p>\n<h2>Ya\u015f<\/h2>\n<p>Ya\u015f ayr\u0131mc\u0131l\u0131\u011f\u0131, bir i\u015fverenin \u00e7ok ya\u015fl\u0131 oldu\u011fu d\u00fc\u015f\u00fcn\u00fclen birisine kar\u015f\u0131 ayr\u0131mc\u0131l\u0131k yapmas\u0131 durumunda ortaya \u00e7\u0131kar. Yasal y\u00f6nergeler 40 ya\u015f\u0131n\u0131n \u00fczerindeki i\u015f\u00e7ileri korumakta olup, i\u015fin gerektirdi\u011fi g\u00f6revleri yapabildikleri s\u00fcrece ya\u015f\u0131 aleyhlerine kullan\u0131lamaz. 40 ya\u015f\u0131ndan k\u00fc\u00e7\u00fck i\u015f\u00e7iler, bu federal y\u00f6nerge taraf\u0131ndan korunmaz, ancak bir\u00e7ok eyaletin gen\u00e7 i\u015f\u00e7ileri korumak i\u00e7in kendi istihdam yasalar\u0131 vard\u0131r. Herhangi bir i\u015f\u00e7inin ya\u015f\u0131 nedeniyle taciz edilmesi kanunen her \u015fekilde yasaklanm\u0131\u015ft\u0131r.<\/p>\n<p>&nbsp;<\/p>\n<h2>Engellilik<\/h2>\n<p>\u0130\u015fverenler yasal olarak, i\u015flerini yapmalar\u0131na yard\u0131mc\u0131 olmak i\u00e7in herhangi bir \u00e7al\u0131\u015fan\u0131na engelli i\u015f\u00e7ilere makul d\u00fczenlemeler sunmakla y\u00fck\u00fcml\u00fcd\u00fcr. \u0130\u015fverenler istihdam\u0131n hi\u00e7bir alan\u0131nda engelli \u00e7al\u0131\u015fanlara ayr\u0131mc\u0131l\u0131k yapamaz. Bu, bir i\u015fverenin birine daha az \u00f6deme yapamayaca\u011f\u0131, bir terfi i\u00e7in onu atlayamayaca\u011f\u0131, i\u015ften \u00e7\u0131karamayaca\u011f\u0131, i\u015fe almay\u0131 reddedemeyece\u011fi veya s\u0131rf bir \u015fekilde engelli olduklar\u0131 i\u00e7in ona kar\u015f\u0131 herhangi bir olumsuz i\u015flem yapamayaca\u011f\u0131 anlam\u0131na gelir. Ayr\u0131ca, do\u011frudan i\u015fin g\u00f6revleri ile ilgili olmad\u0131k\u00e7a, i\u015fe al\u0131m s\u00fcrecinde t\u0131bbi temelli sorular sormak veya istihdam i\u00e7in t\u0131bbi muayene talep etmek yasa d\u0131\u015f\u0131d\u0131r.<\/p>\n<p>&nbsp;<\/p>\n<h2>Tazminat<\/h2>\n<p>\u0130\u015fverenlerin \u00e7al\u0131\u015fanlar\u0131na sundu\u011fu \u00fccret oran\u0131, i\u015fyerinde ayr\u0131mc\u0131l\u0131k vakalar\u0131n\u0131n s\u0131kl\u0131kla g\u00f6r\u00fcld\u00fc\u011f\u00fc ba\u015fka bir aland\u0131r. E\u015fit \u00dccret Yasas\u0131 (EPA) uyar\u0131nca, ayn\u0131 \u015firket i\u00e7in ayn\u0131 departmanda ayn\u0131 i\u015fi yapan erkek ve kad\u0131n i\u015f\u00e7iler ayn\u0131 \u00fccreti almal\u0131d\u0131r. T\u00fcm tazminat t\u00fcrleri bu yasan\u0131n kapsam\u0131ndad\u0131r, yani fazla mesai \u00fccreti, maa\u015f ve hisse senedi opsiyonlar\u0131 ile ikramiyeler, tatil \u00fccreti ve i\u015f sigortas\u0131 oranlar\u0131 gibi her \u015fey e\u015fit olmal\u0131d\u0131r. G\u00fcn\u00fcm\u00fcz\u00fcn modern \u00e7a\u011f\u0131nda tuhaf g\u00f6r\u00fcnebilir, ancak bu, g\u00fcn\u00fcm\u00fcz\u00fcn i\u015f piyasas\u0131nda hala \u00e7ok b\u00fcy\u00fck bir sorundur.<\/p>\n<p>&nbsp;<\/p>\n<h2>taciz<\/h2>\n<p>\u0130\u015fyerinde her t\u00fcrl\u00fc taciz kesinlikle yasakt\u0131r ve a\u015fa\u011f\u0131daki ko\u015fullar ortaya \u00e7\u0131kt\u0131\u011f\u0131nda yasa d\u0131\u015f\u0131 olarak kabul edilir:<\/p>\n<ul>\n<li>\u00c7al\u0131\u015fan, istihdam\u0131n\u0131 s\u00fcrd\u00fcrmek i\u00e7in davran\u0131\u015fa katlanmak zorundad\u0131r veya kar\u015f\u0131l\u0131k verdi\u011fi veya davran\u0131\u015f hakk\u0131nda konu\u015ftu\u011fu i\u00e7in kovulabilece\u011fine dair makul d\u00fc\u015f\u00fcnceleri vard\u0131r.<\/li>\n<li>Taciz, i\u015fyerinin d\u00fc\u015fmanca, taciz edici, verimsiz, \u00fcrk\u00fct\u00fcc\u00fc veya y\u0131ld\u0131r\u0131c\u0131 bir \u00e7al\u0131\u015fma yeri olmas\u0131na neden olacak bir s\u0131kl\u0131k veya \u015fiddet d\u00fczeyine ula\u015f\u0131r.<\/li>\n<\/ul>\n<p>\u0130\u015fverenler tacizden sorumlu tutulur ve tacize kar\u015f\u0131 korunmak i\u00e7in federal, eyalet ve i\u015fveren d\u00fczeyinde yasalar ve y\u00f6nergeler vard\u0131r.<\/p>\n<p>&nbsp;<\/p>\n<h2>Genetik bilgi<\/h2>\n<p>Kanunen, bir \u00e7al\u0131\u015fan genetik bilgisinden dolay\u0131 ayr\u0131mc\u0131l\u0131\u011fa tabi tutulamaz ve dezavantajl\u0131 duruma d\u00fc\u015f\u00fcr\u00fclemez. Bu, \u00e7al\u0131\u015fan ve aile \u00fcyeleri i\u00e7in t\u0131bbi ve genetik bilgileri i\u00e7erir. \u00d6rne\u011fin, bir i\u015fveren, \u00e7al\u0131\u015fanlar\u0131ndan birine genetik olarak kansere yatk\u0131n oldu\u011fu veya kanserin ailesinden ge\u00e7ti\u011fi i\u00e7in ayr\u0131mc\u0131l\u0131\u011fa u\u011frayamaz.<\/p>\n<p>&nbsp;<\/p>\n<h2>Ulusal k\u00f6ken<\/h2>\n<p>\u201cBir \u00e7al\u0131\u015fana veya ba\u015fvuru sahibine men\u015fei \u00fclkesi, g\u00f6r\u00fcn\u00fc\u015f\u00fc, aksan\u0131 veya etnik k\u00f6keni nedeniyle olumsuz davranmak yasa d\u0131\u015f\u0131d\u0131r. Bu yasa, istihdam\u0131n herhangi bir alan\u0131nda ayr\u0131mc\u0131l\u0131\u011f\u0131 yasaklamaktad\u0131r\u201d (<a href=\"https:\/\/thelawdictionary.org\/article\/types-of-discrimination-in-the-workplace\/\" target=\"_blank\" rel=\"noopener\">Hukuk S\u00f6zl\u00fc\u011f\u00fc<\/a>). G\u00f6\u00e7menlik, milliyet\u00e7ilik ve yabanc\u0131 d\u00fc\u015fmanl\u0131\u011f\u0131na y\u00f6nelik artan endi\u015fe ile bu, insanlar\u0131n i\u015fyerinde daha fazla fark\u0131na varmaya ba\u015flad\u0131\u011f\u0131 ayr\u0131mc\u0131l\u0131k \u00f6rneklerinden biridir.<\/p>\n<p>&nbsp;<\/p>\n<h2>Irk<\/h2>\n<p>\u00c7o\u011fu zaman ulusal k\u00f6ken ayr\u0131mc\u0131l\u0131\u011f\u0131yla el ele giden bir\u00e7ok i\u015fyeri, tarihleri boyunca bir dereceye kadar \u0131rk ayr\u0131mc\u0131l\u0131\u011f\u0131na maruz kalm\u0131\u015ft\u0131r. Bu, \u00e7o\u011fu insan\u0131n a\u015fina oldu\u011fu ayr\u0131mc\u0131l\u0131k t\u00fcr\u00fcd\u00fcr ve bir \u00e7al\u0131\u015fana \u0131rk\u0131ndan veya ten rengi veya aksan\u0131 gibi \u0131rkla ba\u011flant\u0131s\u0131ndan dolay\u0131 olumsuz davranmay\u0131 i\u00e7erir.<\/p>\n<p>&nbsp;<\/p>\n<h2>Di\u011fer Ayr\u0131mc\u0131l\u0131k Bi\u00e7imleri<\/h2>\n<p>\u0130\u015fyerinde a\u015fa\u011f\u0131dakileri i\u00e7eren ba\u015fka ayr\u0131mc\u0131l\u0131k \u00f6rnekleri de vard\u0131r:<\/p>\n<ul>\n<li>Hamilelik - bir kad\u0131n \u00e7al\u0131\u015fan\u0131n hamilelik veya yeni do\u011fum nedeniyle olumsuz muamele g\u00f6rmesi<\/li>\n<li>Din- bir \u00e7al\u0131\u015fan taraf\u0131ndan uygulanan din nedeniyle ayr\u0131mc\u0131l\u0131k<\/li>\n<li>Misilleme - i\u015fyeri sorunlar\u0131n\u0131 dile getiren veya bunlara meydan okuyan bir \u00e7al\u0131\u015fana kar\u015f\u0131 haks\u0131z muamele<\/li>\n<li>Cinsiyet- \u00e7al\u0131\u015fanlara cinsiyetleri veya tan\u0131mlanm\u0131\u015f cinsiyetleri nedeniyle haks\u0131z muamele<\/li>\n<li><a class=\"wpil_keyword_link\" href=\"https:\/\/napolilaw.lemonadestand.org\/tr\/uygulama-alanlari-2\/cinsel-saldiri\/\" title=\"Cinsel taciz\" data-wpil-keyword-link=\"linked\">Cinsel taciz<\/a>&#8211; discrimination because of the sex of an employee<\/li>\n<\/ul>\n<p>Yasa, \u00e7al\u0131\u015fanlar\u0131 i\u015fyerindeki pek \u00e7ok ayr\u0131mc\u0131l\u0131\u011fa kar\u015f\u0131 korur ve \u00e7al\u0131\u015fanlar\u0131n haklar\u0131n\u0131n korunmas\u0131na ve i\u015fyerinin dost canl\u0131s\u0131 ve \u00fcretken bir yer olmas\u0131na yard\u0131mc\u0131 olacak ve ayr\u0131ca ilerlemeler, i\u015fe al\u0131mlar s\u00f6z konusu oldu\u011funda e\u015fit \u015fartlar\u0131n korunmas\u0131na yard\u0131mc\u0131 olacak h\u00fck\u00fcmler i\u00e7erir. ve tazminat. \u0130\u015fyerinde kar\u015f\u0131la\u015ft\u0131\u011f\u0131n\u0131z herhangi bir ayr\u0131mc\u0131l\u0131k vakas\u0131yla ilgili sorular\u0131n\u0131z varsa, bizi aray\u0131n ve uzman ekibimizin davan\u0131zda size yard\u0131mc\u0131 olmas\u0131na izin verin!<\/p>\n<p>&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>\u0130\u015fyerinde ayr\u0131mc\u0131l\u0131k maalesef \u00fclkede her g\u00fcn ya\u015fan\u0131yor ve i\u015fyerinde bu ayr\u0131mc\u0131l\u0131k vakalar\u0131, bir bireye bir \u015fekilde haks\u0131z davran\u0131ld\u0131\u011f\u0131nda ve\u2026<\/p>","protected":false},"author":3,"featured_media":7467,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[775],"tags":[811,902],"class_list":["post-7466","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-personal-injury","tag-workplace-discrimination","tag-immigration-law"],"acf":[],"page_builder_type":"gutenberg","gutenberg_data":[],"_links":{"self":[{"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/posts\/7466","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/comments?post=7466"}],"version-history":[{"count":1,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/posts\/7466\/revisions"}],"predecessor-version":[{"id":17657,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/posts\/7466\/revisions\/17657"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/media\/7467"}],"wp:attachment":[{"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/media?parent=7466"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/categories?post=7466"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/tags?post=7466"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}