ADMD provides legal consulting and dispute resolution services to a wide range of clients from start-up companies, to multibillion-dollar global enterprises. More than half of our clients are foreign investors operating in Turkey, and we are recognized with our extensive experience in corporate law, tax controversy, and litigation.
Mavioglu & Alkan Law Office (ADMD) is a full service legal service provider with its main office located in Istanbul, Turkey. Our office was found at 2004, and is serving as an analytical, diligent, meticulous, and dynamic law firm providing consultancy and litigation services since. ADMD is preferred by clients having sophisticated corporate and financial transactions, and complex dispute resolution proceedings that require attentive and scrupulous approach. We try to combine attentiveness of a private legal practice, with the professionalism of an international consulting firm to offer our clients the best service they deserve. In addition to legal services, ADMD supports its clients directly or with reliable referrals for any other services required, including virtual office formations, outsourced accounting and support for tax submissions.› MORE
Members of ADMD are often asked to participate in legal research and analysis publications and editorials of internationally recognized publication houses. Please follow this link to find some examples of published work including contribution from our lawyers.
It is customary to increase rents at lease contracts annually almost all around the world. Generally, the main source of such increase is inflation of monetary currencies and revaluation of the properties leased. However, there are legislative restrictions at many jurisdictions, limiting such application or predetermination based on contractual freedom on rental increases.
Capital companies are the most common form of business entities in Turkey utilized by both local and foreign investors. Investors may choose to participate into an already existing capital company or establish a new one. 100% ownership of Turkish corporate entities by foreign companies and/or individuals is permitted.
The (New) Turkish Commercial Code No. 6102 dated July 1, 2012 ('the Law') implemented a number of provisions and brought additional obligations for capital companies. One of such obligations set forth by the Law is the obligation to have a dedicated website. According to Article 1524 of the Law, all capital companies subject to auditing are also required to open a dedicated internet website and publish certain information.
1 Temmuz 2012 tarihinde yürürlüğe girmiş olan 6102 sayılı Türk Ticaret Kanunu ('Kanun'), sermaye şirketleri açısından bir çok yeni düzenleme ve yükümlülükler getirmektedir. İşbu yeni yükümlülüklerden önemli bir tanesi de internet sitesi açma yükümlülüğüne ilişkindir
30 Haziran 2012 tarihli ve 28339 sayılı Resmi Gazete’de yayımlanan 6331 Sayılı İş Sağlığı ve Güvenliği Kanunu (Kanun) uyarınca işyerlerinde tehlike sınıflarına uygun uzmanlık belgesini haiz uzmanların istihdam edilmesi zorunluluğu getirilmiştir.
4857 sayılı İş Kanununda (Kanun) işçilerin iş sözleşmelerinin hangi durumlarda ve hangi usullerde feshedilebileceği düzenlenmektedir. Kanun uyarınca haklı nedenle fesih ve geçerli nedenle fesih olmak üzere iki farklı fesih mekanizması bulunmaktadır.
Maternity leave (also referred as parental leave, paternity or adoption leave) is a form of an employee benefit that provides paid or unpaid time-off from work for the purposes childbirth or child welfare.
In response to the rapid growth of electronic commerce, as well as the wide-spread use of email, fax, and online resources in the negotiation of contracts, the United States Congress enacted ESIGN in 2000
Canada is one of the world's wealthiest nations, with a high per-capita income and also one of the world's highly developed countries. Canada has a diversified economy that is reliant upon its abundant natural resources and upon trade.
An employment contract is as a category of agreement used in labor law to establish basic rights and responsibilities between employees and employers. This document is legally binding and generally will be enforced as long as the terms are not egregious and/or where an employee is not prohibited to contract-away his/her rights under worker protection legislation.
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