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the moment of notification to the regional directorate. In this regard, in
conformity with the legislature’s purpose, it is necessary to accept that
these two paragraphs are based on the same periods and that there is no
second thirty-day period.
For example, if the agreements of 20 workers in a workplace with
50 workers will be terminated on April 1, 2005, the termination must be
notified to the regional directorate no later than March 1, 2005. If the
employer notifies the situation on February 1, 2005, the notices will be
effective thirty days later, on 3 March, 2005. Even the termination date is
determined as April 1, 2005. Because of early notification, the termination
notices will have effect by March 3, 2005, and the agreements will be
assumed to be terminated on this date. In that case, if the date of termination
of labor agreements is later than the date of the notification to the regional
directorate, it is necessary to accept that the agreement will be terminated
on this date.
As seen above, if a notification is sent to the regional directorate thirty
or more days before the date of termination by the employer, the agreements
will be terminated on the determined date and the date of expiration will be
determined by adding the notification period.