NEWSLETTER-2019-metin

294 NEWSLETTER 2019 If the mobility clauses are considered invalid, the employer shall only make a substantial change in working conditions by written no- tification to the employee in accordance with Article 22 of the Labor Law. Changes that are not in conformity with this procedure, and are not accepted by the employee in written form within six working days, shall not bind the employee. Conclusion In the event that the existence of provisions that grant employers the right to amend the working conditions in an employment contract means the employer has extended its right to manage. This author- ity granted to the employer shall be exercised in accordance with the objective rules of good faith. The instructions to be given in this regard should not be in contradiction with the mandatory provisions, ethics, public order and personal rights. In cases where the right to change the place of work is reserved in the employment contracts, the change should be necessary for the continuation of the work, should not aim to punish the employee, and should not worsen the situation of the employee.