The Supreme Court Ruled to Exclude Weekly Holiday Pay from Overtime Account for Dismissal

Claiming that he was unfairly dismissed, the welder went to the Labor Court. Stating that the employment contract was terminated verbally and verbally by the employer, the worker argued that his contract was terminated without being asked whether he had any excuse in case of absence. Claiming that this situation was against the practices of the Supreme Court, the worker stated that severance and notice pay should be paid to him.

The decision was later taken to appeal. The Regional Court of Justice (BAM) annulled the decision of the first instance court, made a new judgment and decided to accept the case. After the defendant employer appealed the decision, the file came to the 9th Civil Chamber of the Supreme Court of Appeals. The Supreme Court reminded that the employee's weekly holiday pay was requested separately and this receivable was ruled by the court.

The Supreme Court ruled that 7.5 hours of work on a weekday should be excluded from the overtime calculation. For this reason, it was decided that the decision was wrong and the verdict was overturned.