labor law excercise multiple choice, Exercises of Law

Download labor law excercise multiple choice and more Exercises Law in PDF only on Docsity!

oru 1: What is stated as the main reason for the emergence and development of Labor Law? A) To increase the employer's profits and industrial output.

Soru 6: Besides protecting against tangible and economical risks, the objective of Labor Law's employee protection also aims to protect the employees'... A) Property and investment portfolios. B) Personality, honour and health. (Doğru Cevap) C) Political affiliations and voting rights. D) Right to refuse any work instruction. Soru 7: Regulations regarding labor relations are primarily stipulated in which section of the Constitution of the Republic of Türkiye? A) Articles 1-10, entitled 'General Principles'. B) Articles 49-55, entitled 'Social and Economic Rights and Duties'. (Doğru Cevap) C) Article 120, entitled 'State of Emergency'. D) Article 170, entitled 'Judiciary'. Soru 8: Which of the following is considered a 'Private Source' of Labor Law? A) The Constitution B) Statutory Regulations C) Collective Labor Agreement (Doğru Cevap) D) Judicial Decisions Soru 9: According to the Turkish Code of Obligations (TBK.m.21/1) cited in the presentation, what is the consequence if the party that drafted the general terms of business (internal rules) fails to clearly inform the other party about their existence and content? A) The contract becomes null and void immediately. B) The general terms of business are deemed not to have been written. (Doğru Cevap) C) The employer is subject to a heavy administrative fine. D) The employee has to accept the terms without negotiation. Soru 10: What is the key difference between 'Formal Sources' (e.g., Constitution, Statutory Regulations) and 'Private Sources' (e.g., Contract of Employment, Workplace Practices)? A) Formal sources only regulate individual labor relations, while private sources regulate collective labor relations.

B) Formal sources are binding legal norms that apply universally, while private sources are established by the parties' will and apply only to specific relationships. (Doğru Cevap) C) Formal sources are determined by the employer's right to govern, while private sources are determined by the employee's duty to follow instructions. D) Formal sources are non-mandatory recommendations, while private sources are always mandatory laws. 2222222222222222222222222222222222222222222222222222222222222222222222222 Soru 1 According to the Turkish Labor Code, which two elements are required for a person to be considered an "employee" (İşçi)? A) To be a legal person and to work under a contract of employment. B) To be a real person and to hold professional certification. C) To be a real person and to work under a contract of employment. D) To be a legal person and to be over the age of 18. Cevap: C) To be a real person and to work under a contract of employment. Soru 2 What is the employer's liability regarding the acts and responsibilities of their representative (İşveren Vekili) towards the employees? A) The employer is only liable if the representative's actions were explicitly authorized by the employer. B) The employer is directly liable, provided the representative is acting in their capacity as a representative. C) The employer is not liable, as the representative acts on their own behalf. D) The employer and the representative are jointly liable for all acts. Cevap: B) The employer is directly liable, provided the representative is acting in their capacity as a representative. Soru 3 According to the Vocational Education Code, what is the status of an apprentice (Çırak) in relation to the number of employees at the workplace? A) Apprentices are considered "employees" after a 6-month probationary period.

Answer: C) To be a real person and to work under a contract of employment.

2. According to Article 11 of the Vocational Education Code, what is the legal status of an "Apprentice" (Çırak) in the workplace? A) They are considered an employee and are counted in the number of employees at the workplace. B) They are subject only to the Turkish Code of Obligations No.6098. C) They are considered an intern with similarities to an employee. D) They have the status of "students" and are not counted in the number of employees at the workplace. Answer: D) They have the status of "students" and are not counted in the number of employees at the workplace. 3. Regarding the acts and responsibilities of an Employer's Representative (İşveren Vekili), what is the employer's liability towards the employees? A) The employer can be freed from the consequences if the representative is acting in his/her capacity. B) The employer is directly liable for the representative's acts and responsibilities if the representative is acting in this capacity. C) Only the representative is solely liable for his/her acts and responsibilities. D) The employer's liability is limited to two years following the date of the act. Answer: B) The employer is directly liable for the representative's acts and responsibilities if the representative is acting in this capacity. 4. In the case of a Transfer of Workplace (İşyeri Devri), what is the limit on the liability of the transferor employer for obligations which were incurred before the transfer and which must be paid on the date of the transfer? A) The transferor is fully liable without any time limit. B) The transferor's liability is limited with two years following the date of transfer. C) Only the transferee employer is solely liable for past obligations.

D) The transferor is freed from all obligations incurred before the transfer. Answer: B) The transferor's liability is limited with two years following the date of transfer.

5. Which of the following is NOT a permissible reason for termination when a workplace is transferred, according to Article 6 of the Labor Code? A) The transferee employer to terminate the contract with valid reasons such as economic, technological reasons or organizational changes. B) The transferor employer to terminate the employment contract solely because of the transfer of the workplace or a section thereof. Devreden işverenin, iş sözleşmesini yalnızca işyerinin veya bir bölümünün devri nedeniyle feshetmesi. C) The employee to terminate the contract of employment with just cause. D) The employers and the employees to use their right to terminate the contract of employment with just cause. Answer: B) The transferor employer to terminate the employment contract solely because of the transfer of the workplace or a section thereo 3333333333333333333333333333333333333333333333333333333333333333 3333333333333333 Soru 1 Which of the following is NOT explicitly required to establish a valid sub- employment relationship under Turkish Labor Law, according to the notes? A) The existence of a primary employer who performs works at his/her workplace with his/her employees. B) The sub-employer must have been established for at least one year prior to the contract . C) The existence of a sub-employer who has independence and a working organization. D) The sub-employer's employees shall be assigned solely to the work undertaken from the primary employer. Cevap: B) The sub-employer must have been established for at least one year prior to the contract. Soru 2 What is the primary legal consequence of a sub-employment relationship concerning obligations towards the sub-employer's employees?

A) At the workplace of the primary employer. B) At a neutral location designated by the government. C) At the sub-employer's own separate workplace. D) The location is not a requirement for a valid relationship. Cevap: A) At the workplace of the primary employer.

1. According to the presentation, what is one of the reasons employers might misuse the sub-employment relationship? A) To broaden the scope of the Labor Code. B) To avoid higher employment costs. C) To place employees in a stronger position. D) To encourage union activities. Answer: B) To avoid higher employment costs. 2. What are the core characteristics required for a sub-employer to establish a valid sub- employment relationship? Geçerli bir alt işverenlik ilişkisinin kurulabilmesi için alt işverende bulunması gereken temel özellikler nelerdir A) An obligation to open their own separate workplace. B) Having independence and a working organization. C) A requirement to have more employees than the primary employer. D) An obligation to undertake only administrative works. Answer: B) Having independence and a working organization. 3. For a sub-employment relationship to be valid, what specific requirement must be met concerning the sub-employer's employees? A) The sub-employer's employees must receive the same wage as the primary employer's employees.

B) The sub-employer's employees must be assigned to other jobs in addition to the work undertaken from the primary employer. C) The sub-employer's employees shall be assigned solely to the work undertaken from the primary employer. D) The sub-employer's employees must work outside the primary employer's workplace. Answer: C) The sub-employer's employees shall be assigned solely to the work undertaken from the primary employer.

4. What is the fundamental legal consequence known as 'Joint Liability (Müteselsil Sorumluluk)' in a sub-employment relationship? A) It arises between the sub-employer and government institutions. B) It arises only between the sub-employer and the employee. C) It arises between the Primary Employer and the Sub-Employer. D) It arises between the Primary Employer and the employee's union. Answer: C) It arises between the Primary Employer and the Sub-Employer. 5. What is the specific obligation of Primary Employers (Obligation of Primary Employers) related to the Sub-Employer's entitlements? A) To automatically assume all debts of the sub-employer. B) To directly conclude employment contracts with all of the sub-employer's workers. C) To Deduct Wage Claims from Sub-Employer's Entitlements. (Alt işverenin hak edişlerinden (entitlements) işçi ücret alacaklarını kesmek. D) To provide annual leave to all the sub-employer's workers. Answer: C) To Deduct Wage Claims from Sub-Employer's Entitlements 44444444444444444444444444444444444444444444444444444444444444444444444 Soru 1 The distinction between a transitory and a permanent contract of employment is primarily based on what factor?

Cevap: B) One of the employees acting as the team leader (takım klavuzu). Soru 5 Regarding Transitory and Permanent contracts, how is the classification determined? A) By the approval of the Ministry of Labor. B) Solely regarding the duration of the work. C) By the explicit choice made by the parties in the contract. D) Regarding the number of employees working at the workplace. Cevap: B) Solely regarding the duration of the work.

1. What is the fundamental basis for distinguishing between a Transitory and a Permanent Contract of Employment according to the Labor Law presentation? A) An explicit choice made by the parties at the start of the contract. B) The total number of weekly working hours of the employee. C) The duration or the continuous nature of the work itself. D) Whether the contract is in writing or oral. Answer: C) The duration or the continuous nature of the work itself.
2. According to Article 11 of the Labor Code (LC), a Contract of Employment with a Definite Term (Fixed-term employment contract) is defined by which of the following criteria? A) A contract where the weekly working hours are significantly less than a comparable employee. B) A contract which has a specified term, or which is based on objective conditions such as the completion of a certain work or the emergence of a certain event. C) A contract where the employer expects work performance, but the working hours are determined solely by the employee. D) A contract that includes a trial period during which both parties have the right to immediate termination. Answer: B) A contract which has a specified term, or which is based on objective conditions such as the completion of a certain work or the emergence of a certain event.

3. In a Remote Work Contract (Uzaktan Çalışma), what is a key obligation of the employer regarding Occupational Health and Safety (OHS)? A) To regularly send an OHS inspector to the remote worker's home for mandatory inspections. B) To provide the necessary training, health supervision, and take necessary safety measures related to the equipment provided to the employee. C) To fully leave the remote worker's working hours to the worker's sole initiative. D) To make an additional payment to the remote workers solely for OHS compliance. Answer: B) To provide the necessary training, health supervision, and take necessary safety measures related to the equipment provided to the employee.
4. What is the defining characteristic of a Team Employment Contract (Takım Sözleşmesi) as stipulated in Article 16/1 of the Labor Code? A) The employer concludes separate contracts with all employees involved in seasonal work. B) The employer concludes the contract with a team of employees represented by one of the employees acting as the team leader (takım klavuzu). C) It is a flexible contract that allows the number of employees to constantly change during the duration of the work. D) It is only applicable to employees working within a specific geographic region. Answer: B) The employer concludes the contract with a team of employees represented by one of the employees acting as the team leader (takım klavuzu).
5. Which type of contract does the presentation specifically highlight as having "strict regulations regarding establishing" it? A) Transitory Contract of Employment . B) Remote Work Contract. C) Contract of Employment with a Definite Term. Belirli süreli iş sözleşmeleri D) Contract of Employment with Trial Period. Answer: C) Contract of Employment with a Definite Term.