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22 Ekim 2021

SSI Termination Codes
CottBlog

Yazar Erdoğdu Onur Erol, Kategori Work Life

SSI Termination Codes

The updated termination codes are listed.

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Code Termination Explanation Severance Entitlement Notice Entitlement Unemployment Fund
01 End of the employment contract during probation period by the employer
02 End of the employment contract during probation period by the employee
03 End of the indefinite employment contract by employee (Resignation)
04 End of the indefinite employment contract by employer
05 End of the definite term employment contract
08 Due to retirement (old age) or full settlement
09 Retired due to disability
10 Death
11 Death by industrial accidents
12 Resignation by the employee due to military service
13 Resignation by the female employee due to marriage
14 Resignation by the employee due to completion of the conditions for retirement with the exception of age limit
15 Collective dismissal of employees
16 Transfer to employee from a workplace to other one
17 Closing of the workplace
18 End of the work
19 End of season (If the employee will not be hired again please check the code 4)
20 End of campaign (If the employee will not be hired again please check the code 4)
21 Status changing
22 Other reasons
23 Termination of the employment contract by the employee due to force majeure reasons
24 Termination of the employment contract by the employee due to health reasons
25 Termination of the employment contract by the employee due to immoral, dishonourable or malicious conduct or other similar behaviours of the employer
26 Termination of the employment contract by the decision of the Disciplinary Board
27 Cancellation of the employment agreement by the employer with force major reasons or arrest
28 Termination of the employment contractby the employer due to health reasons
30 End of visa (If the employee will not be hired again please check the code 4)
31 The termination within the scope of Obligations Code , Trade Union Act, Strike and Lock Out Code without own willingness and defect
32 Based on 21st Article of 4046 numbered law, termination with the reason of privatization
33 Termination of the employment contract by journalist
34 Termination because of transferring of the workplace, changing of the work or the workplace qualification
36 State of emergency
37 Termination from the civil service with KHK
38 Resignation by the employee due to giving birth
39 Transferring to the civil service with 696 KHK
40 Termination due to not transferring the civil service with 696 KHK
42 If the employee tricks the employer and gives incorrect information about the employer during the employment contract. (Law No: 4857 Article 25-II-a)
43 If employee speaks of ill or behaves disrespectfully on behalf of the employer or their families (Law No: 4857 Article 25-II-b)
44 If the employee sexually harass another employee. (Law No: 4857 Article 25-II-c)
45 If the employee teases about the employer or employer's family comes to the workplace drunk or on drugs or uses these in the workplace. (Law No: 4857 Article 25-II-d)
46 If the employee steals, reveals the secrets of the employer, behaviors that do not comply with loyalty. (Law No: 4857 Article 25-II-e)
47 If the employee has a crime that requires an imprisonment for more than seven days. (Law No: 4857 Article 25-II-f)
48 If the employee does not come to workplace without a permission from the employer or a valid reason for 2 workdays continuously, or a workday after a holiday for two times in a month, or three workdays in a month. (Law No: 4857 Article 25-II-g)
49 If the employee does not perform the tasks although reminded by the employer. (Law No: 4857 Article 25-II-h)
50 If the employee causes danger in the workplace, causes a damage with an amount of more than a monthly salary. (Law No: 4857 Article 25-II-ı)

Notification!

The content in this article is for general information purposes only and belongs to CottGroup® member companies. This content does not constitute legal, financial, or technical advice and cannot be quoted without proper attribution.

CottGroup® member companies do not guarantee that the information in the article is accurate, up-to-date, or complete and are not liable for any damages that may arise from errors, omissions, or misunderstandings that the information may contain.

The information presented here is intended to provide a general overview. Each specific case may require different assessments, and this information may not be applicable to every situation. Therefore, before taking any action based on the information provided in the article, it is strongly recommended that you consult a competent professional in the relevant fields such as legal, financial, technical, and other areas of expertise. If you are a CottGroup® client, do not forget to contact your client representative regarding your specific situation. If you are not our client, please seek advice from an appropriate expert.

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