Mutual agreement is used in the business sector to keep secret and confidential information such as trade secrets or proprietary information. In most cases, the agreement also mentions that how other members of the agreement deal with the party, how the information is disclosed, without consulting other members, which will have the impact. In the case of the reciprocal agreement, the benefits and losses of both parties are mutually divided, if they have some kind of profit, it will mutually share the loss. Reciprocal agreement is a document of great importance in the event that one party suffers from some kind of loss, it will contact another party with a pre-technology technology and will share an agreement with the amount of profits. Here are some ready-to-use models that will help you save your time. The most important condition for the performance of a valid reciprocal termination contract is the existence of “reasonable performance criteria” arising from the court decision. The Supreme Court applies the validity of the reciprocal termination contract to the existence of a reasonable benefit from the worker`s point of view. The main reason for the Supreme Court`s “reasonable utility” criteria in reciprocal termination agreements is that, since the worker is granted termination of the employment contract by the employer with severance pay and severance pay, the preference for another method, which is not more advantageous, cannot be considered appropriate at the normal stage of his life. This is why, in several cases, and particularly in cases where the request for a reciprocal termination agreement is made by an employer, the Supreme Court expects, in addition to the legal rights allegedly paid in the event of dismissal by the employer and not by a reciprocal termination agreement, certain additional benefits equal to “reasonable benefits”.

Several Supreme Court decisions have invalidated reciprocal termination agreements, effectively terminating the use of “employer termination” in the absence of additional payments or benefits and, as a result, related re-employment remedies have been accepted by the Supreme Court. On the other hand, when a worker is subject to a reciprocity contract, the payment of legal rights under a reciprocal termination contract – which would not have been paid in the event of ordinary termination – is considered a “reasonable benefit”.