Üsküdar Administrative Cases - Annulment Action Against the Disciplinary Penalty of Dismissal from Civil Service
Dismissal from civil service is one of the most severe disciplinary sanctions that may be imposed on public officials. The sanction does not merely result in the individual's departure from their current position; it may also have significant consequences for public-service status, professional career, financial rights and future opportunities to serve in public office.
Under Civil Servants Law No. 657, dismissal from civil service is the disciplinary penalty resulting in removal from civil service with the consequence specified by the applicable statutory framework. Because of the severity of this sanction, the alleged conduct must be clearly established, the disciplinary investigation must be conducted lawfully, the right of defence must be protected, the decision must be taken by the competent authority and the factual and legal grounds of the penalty must be capable of judicial review.
A dismissal decision constitutes an administrative act. Therefore, where the act is alleged to be unlawful, an annulment action may be brought before the administrative courts. The court examines not only whether the public official committed the alleged conduct, but also whether the administrative act complies with the law in terms of authority, form, grounds, subject matter and purpose.
Accordingly, disputes involving dismissal from civil service, disciplinary dismissal, disciplinary investigation, right of defence, Higher Disciplinary Board, annulment of disciplinary penalties, stay of execution, reinstatement to public service, Üsküdar administrative cases, Üsküdar administrative law lawyer and Istanbul administrative litigation lawyer require examination under both disciplinary law and administrative procedure.
What Is the Disciplinary Penalty of Dismissal from Civil Service?
Dismissal from civil service is the most severe disciplinary sanction regulated under Civil Servants Law No. 657.
The disciplinary penalties under the Law generally include warning, reprimand, deduction from salary, suspension of advancement and dismissal from civil service.
The principal consequence of dismissal is termination of the public official's civil-service status.
It therefore differs significantly from sanctions such as warning, reprimand or salary deduction, under which the person's civil-service status continues.
Which Acts May Result in Dismissal from Civil Service?
Law No. 657 separately regulates acts and circumstances that may result in dismissal from civil service.
Depending on the statutory requirements, these may include certain conduct aimed at disrupting institutional order for ideological or political purposes, specified acts concerning prohibited publications, joining a political party, absence from duty for the period and under the conditions prescribed by law, certain serious conduct towards superiors or subordinates, unauthorised disclosure of confidential information and other serious disciplinary acts identified by legislation.
However, a general conclusion that a person behaved “undisciplinedly” is not sufficient by itself.
The administration must identify the disciplinary provision under which the alleged conduct is classified and determine whether its legal elements are satisfied.
Does Every Serious Disciplinary Breach Result in Dismissal?
No.
There must be a legal connection between the conduct and the sanction.
The administration's view that conduct is serious does not automatically justify the most severe sanction where the conduct does not fall within a statutory category carrying dismissal.
The principles of legality, statutory classification and proportionality are important in disciplinary law.
What Is the Principle of Legality in Disciplinary Penalties?
The principle of legality requires a legal basis for a disciplinary sanction.
The legal framework must allow identification of the conduct that gives rise to disciplinary consequences.
The administration cannot freely create new disciplinary offences without a legal basis or impose sanctions outside the applicable statutory framework.
What Is Statutory Classification in Disciplinary Law?
Statutory classification concerns the correspondence between the public official's concrete conduct and the disciplinary offence defined by legislation.
Where the conduct established in the investigation does not satisfy the elements of the provision relied upon in the disciplinary decision, the grounds of the administrative act may become legally defective.
The allegation must be particularly clear, specific and concrete where dismissal from civil service is imposed.
Why Is Proportionality Important?
Proportionality requires a reasonable relationship between the disciplinary breach and the sanction imposed.
Because dismissal terminates the public official's status and is the most severe disciplinary sanction, proportionality is particularly important.
The seriousness of the conduct, its consequences, its effect on public service, the person's position and other circumstances may be relevant.
However, the court does not substitute itself for the administration by selecting a new disciplinary sanction; it reviews the legality of the challenged act.
Who May Impose Dismissal from Civil Service?
Under the disciplinary system of Law No. 657, the competent authority varies according to the type of sanction.
The Higher Disciplinary Board has a particularly important role in relation to dismissal from civil service.
A penalty imposed by an authority lacking statutory competence may therefore be unlawful in terms of the authority element of the administrative act.
Different rules may apply to public officials governed by special personnel legislation, and the applicable disciplinary authority must therefore be determined according to the official's legal status.
What Is the Higher Disciplinary Board?
The Higher Disciplinary Board is an important disciplinary authority in the assessment of dismissal sanctions.
The Board must examine the file in accordance with applicable law, evaluate the alleged conduct and investigation documents and issue a decision capable of legal review.
The Board's examination of a disciplinary proposal does not automatically cure earlier procedural defects.
The disciplinary process as a whole must comply with the law.
Can a Civil Servant Be Dismissed Without a Disciplinary Investigation?
The incident forming the basis of the sanction must be properly investigated.
The investigation should establish the alleged conduct, how the incident occurred, the available evidence and the public official's explanations.
Particularly where the most severe sanction is imposed, incomplete examination, abstract allegations or insufficiently investigated events may affect the legality of the decision.
What Is the Right of Defence?
The right of defence is a fundamental guarantee in disciplinary proceedings.
The public official must be able to understand the allegation and respond to it.
Merely sending a formal request for a defence may not always be sufficient. The relevant incident and conduct must be described in an understandable manner.
A person cannot effectively defend themselves without knowing what is alleged against them.
Can Dismissal Be Imposed Without Obtaining a Defence?
Failure to provide the opportunity to defend may constitute a significant ground of unlawfulness.
The alleged conduct must be communicated and the official must be provided with the procedural opportunity required by law to prepare a defence.
Violation of defence rights may lead to annulment of the disciplinary act on procedural grounds.
Is the Time Allowed for the Defence Important?
Yes.
The public official must receive sufficient time in accordance with the applicable rules to exercise the right of defence effectively.
An excessively short deadline, an unclear allegation or inadequate disclosure of the basis of the accusation may become relevant in judicial review.
Is Access to Evidence in the Disciplinary File Important?
Effective defence requires the person to understand the factual basis and evidence underlying the allegations.
However, the access regime may differ for certain documents. Restrictions may arise from confidentiality, personal-data protection, state secrecy or special legislation.
Whether such restrictions make the right of defence ineffective must be assessed in the circumstances of the particular case.
Must the Disciplinary Investigator Be Impartial?
A disciplinary investigation should be conducted objectively.
A direct connection with the incident, relationships with the parties or circumstances creating serious doubts concerning impartiality may be raised during judicial review.
However, an investigation resulting in a conclusion adverse to the public official does not by itself establish bias.
Is Evidence Required for Dismissal?
Yes.
A disciplinary penalty cannot rest solely on assumptions or abstract conclusions.
The alleged conduct must be established through concrete and legally assessable evidence.
Camera footage, internal documents, official correspondence, electronic records, witness statements, messages, reports and other documents may constitute evidence depending on the incident.
The legality of obtaining the evidence and whether it actually supports the allegation must also be considered.
Can a Witness Statement Alone Be Sufficient?
This depends on the nature of the case.
Whether the witness directly observed the incident, the consistency of the statement, supporting evidence and the witness's relationship with the parties may be relevant.
Evidence should be assessed as a whole, particularly where a severe disciplinary sanction is imposed.
Can WhatsApp Messages Be Used?
Messaging records may become relevant evidence depending on the circumstances.
The identity of the sender, integrity and context of the messages and the method by which they were obtained are important.
Privacy and personal-data protection rules may also require consideration.
Can Social Media Posts Result in Dismissal?
A public official's social media activity may be subject to disciplinary review, but not every post justifies dismissal.
The content, connection with official duties, impact on public service, freedom of expression and elements of the disciplinary provision relied upon should be considered together.
Public officials enjoy freedom of expression, although certain obligations may arise from the nature of public service.
Each case must therefore be assessed individually.
Can Conduct in Private Life Result in Dismissal?
Not every aspect of a public official's private life falls within disciplinary law.
Administrative interference with private life must have an appropriate legal basis and connection with public service.
The relationship between the conduct and official duties, its effect on public service and the applicable disciplinary rule should be examined.
Are Criminal and Disciplinary Proceedings the Same?
No.
Criminal proceedings and disciplinary proceedings serve different legal purposes.
Criminal proceedings determine criminal responsibility, whereas disciplinary proceedings examine obligations arising from public-service status and institutional order.
The same incident may be the subject of both processes.
Can a Civil Servant Who Is Acquitted Still Receive a Disciplinary Penalty?
An acquittal does not automatically eliminate a disciplinary penalty in every case.
The reasoning of the criminal judgment is important.
A definitive factual determination that the event did not occur or was not committed by the accused may have a different effect from an acquittal based on principles specific to criminal law.
The reasoning, rather than merely the result, should therefore be examined.
Does a Decision Not to Prosecute Automatically Eliminate the Disciplinary Penalty?
No.
Criminal and disciplinary proceedings may apply different standards and legal assessments.
However, the factual findings underlying a decision not to prosecute may be relevant to judicial review of the disciplinary act.
Is a Civil Servant Automatically Dismissed When Criminal Proceedings Are Initiated?
No.
The existence of a criminal investigation or prosecution does not by itself constitute dismissal from civil service.
Criminal proceedings, disciplinary proceedings, suspension from duty and disciplinary dismissal are distinct legal mechanisms with separate conditions and consequences.
Is Suspension from Duty the Same as Dismissal?
No.
Suspension from duty is a temporary administrative measure applied under specified conditions.
Dismissal from civil service is a disciplinary sanction terminating civil-service status.
A suspended public official is not necessarily ultimately dismissed.
Is Dismissal as a Disciplinary Penalty the Same as Every Termination of Public Service?
Not always.
Civil-service status may terminate on different legal grounds.
Disciplinary dismissal should be distinguished from loss of appointment conditions, deemed resignation, retirement, termination of a contractual position and other grounds under special personnel legislation.
The legal framework of the case depends on the actual basis of the administrative act.
Are There Limitation Periods in Disciplinary Proceedings?
Legislation provides time limits concerning disciplinary investigations and sanctions.
The date on which the administration learned of the alleged conduct, the date of the conduct, commencement of the investigation and date of the penalty may all be relevant.
Special personnel legislation may provide different periods.
The issue must therefore be assessed according to the dates in the file and the legislation applicable to the particular public official.
Must the Disciplinary Decision Be Reasoned?
The factual and legal basis of an administrative act must be sufficiently understandable to permit judicial review.
Where a dismissal decision merely cites a statutory provision without explaining the concrete conduct or assessment, the adequacy of the reasoning may become disputed.
The public official must be able to understand which conduct resulted in application of which disciplinary provision.
Can Two Disciplinary Penalties Be Imposed for the Same Conduct?
Repeated disciplinary punishment for the same conduct may raise issues concerning legal certainty and prohibition of duplicate sanctions.
The position may differ where separate acts or distinct disciplinary obligations are involved.
The fact that the same event produces consequences under both criminal and disciplinary law does not by itself constitute two disciplinary penalties.
Can Previous Disciplinary Penalties Affect a Dismissal Decision?
A public official's previous disciplinary history may become relevant under statutory rules concerning repetition or determination of the applicable penalty.
However, every previous disciplinary sanction does not automatically convert a later incident into grounds for dismissal.
The statutory conditions for repetition must be satisfied.
Is a Clean Disciplinary Record Relevant?
Previous positive service and disciplinary history may be relevant in certain circumstances.
However, the absence of prior disciplinary penalties does not automatically prevent application of a sanction where legislation directly provides for dismissal.
The specific conduct and applicable statutory framework must be considered together.
Can a Lesser Penalty Be Applied?
Law No. 657 contains provisions under which a lighter penalty may be considered for certain civil servants with positive past service records, awards or achievement certificates.
Whether such provisions apply depends on the official's legal status, service history and applicable legislation.
Failure to consider a potentially applicable lesser-sanction provision, or rejection without adequate reasoning, may become relevant in judicial review.
Can an Administrative Objection Be Made Against Dismissal?
Administrative remedies vary depending on the type of disciplinary sanction and applicable legislation.
Judicial review is particularly important in cases involving dismissal.
Where an administrative application is available, its effect on the judicial filing period must be separately considered.
The notification date and dates of any applications should therefore be carefully examined.
Can an Annulment Action Be Filed Against Dismissal?
Yes.
Dismissal from civil service constitutes an administrative act capable of producing final legal consequences and may therefore be challenged before the administrative courts on grounds of unlawfulness.
The purpose of an annulment action is judicial review of the administrative act and, where it is found unlawful, its removal from the legal order.
What Does the Administrative Court Review?
Administrative acts are generally reviewed through five principal elements:
Authority, form, grounds, subject matter and purpose.
In a dismissal case, the court may examine whether the competent authority issued the decision, whether the proper procedure was followed, whether the disciplinary conduct occurred, whether the sanction has a legal basis and whether the act was adopted for a lawful public purpose.
What Is Unlawfulness Concerning Authority?
A disciplinary sanction must be imposed by the authority empowered by legislation.
A dismissal decision issued by an authority lacking competence may be unlawful.
Rules governing the composition and decision-making procedure of disciplinary boards must also be observed where applicable.
What Is Unlawfulness Concerning Form?
Form concerns procedural requirements governing preparation and adoption of the administrative act.
Failure to provide defence rights, conduct the necessary investigation or follow mandatory decision-making procedures may constitute procedural unlawfulness.
Not every minor procedural irregularity necessarily leads to annulment; its nature and impact must be assessed.
What Is Unlawfulness Concerning Grounds?
The grounds are the factual and legal circumstances leading the administration to impose the sanction.
Where the alleged event did not occur, was not committed by the public official or does not fall within the disciplinary provision relied upon, the grounds of the act may be unlawful.
Insufficient evidence may also be relevant.
What Is Unlawfulness Concerning Subject Matter?
The subject matter concerns the legal consequence created by the administrative act.
Application of a sanction not provided for the relevant conduct, or absence of the necessary legal relationship between the conduct and sanction, may result in unlawfulness.
What Is Unlawfulness Concerning Purpose?
Administrative powers must be exercised for public interest and service requirements.
Where disciplinary power is used for personal hostility, retaliation, discrimination or another improper purpose and this can be demonstrated through concrete facts, the purpose element may be unlawful.
What Is the Time Limit for Filing an Annulment Action?
The filing period in administrative litigation is determined by the nature of the act, date of notification, applicable special legislation and any administrative applications.
The Administrative Procedure Act provides a general filing period before administrative courts where no different period is prescribed by special legislation.
For dismissal decisions, proper notification and any administrative applications capable of affecting the period are particularly important.
The period should therefore not be calculated solely from the date written on the disciplinary decision.
Why Is the Notification Date Important?
The notification date is fundamental to calculation of judicial filing periods.
The date and manner in which the official received the decision, whether notification complied with applicable rules and any subsequent administrative applications should be examined.
Missing the filing period may result in dismissal of the action without substantive review.
Can a Stay of Execution Be Requested?
Yes, where the statutory conditions are satisfied.
A stay of execution is temporary judicial protection preventing the administrative act from continuing to produce effects before the final judgment.
Filing an annulment action does not automatically suspend the dismissal decision.
The court separately evaluates the statutory requirements.
What Are the Conditions for a Stay of Execution?
Administrative procedure requires consideration of both clear unlawfulness of the administrative act and the risk of irreparable or difficult-to-repair harm resulting from its implementation.
In dismissal cases, termination of professional status, loss of income and effects on the person's career may be raised.
A stay of execution is nevertheless not automatic and depends on the legal and factual circumstances of the case.
Does a Stay of Execution Mean Immediate Reinstatement?
The administration must comply with a stay-of-execution order.
Its specific effect depends on the challenged act and any other administrative measures affecting the public official.
Suspending the legal effects of dismissal will generally require the administration to reorganise the person's status accordingly.
However, the precise position to which the person returns may depend on the circumstances.
What Happens If the Dismissal Decision Is Annulled?
An annulment judgment removes the unlawful administrative act from the legal order.
Where dismissal is annulled, the administration must implement the judgment and restore the legal position consistently with the court's decision.
This may produce consequences regarding reinstatement, personnel rights and financial entitlements.
Does Annulment Result in Reinstatement?
Annulment of dismissal generally requires restoration of the status lost because of the unlawful disciplinary act.
However, where another independent legal act affects the person's status, its consequences must be separately considered.
Annulment of one disciplinary act may therefore not automatically resolve every separate personnel dispute.
Can Lost Salary and Financial Rights Be Recovered?
Where an unlawful dismissal is annulled, the financial and personnel rights lost because of the act may become relevant.
Salary, additional payments and other financial rights are assessed according to the official's status and circumstances.
Claims for monetary rights may need to be raised together with or separately from the annulment action depending on the procedural framework.
Can Compensation Be Claimed?
Where an unlawful administrative act causes pecuniary or non-pecuniary damage, a full remedy claim may arise under the conditions of administrative law.
However, annulment of the disciplinary penalty does not automatically result in an award of non-pecuniary damages.
Damage, causation and other requirements must be established.
Can the Administration Impose Another Penalty After Annulment?
This depends on the reasoning of the annulment judgment.
Where the act was annulled solely because of a remediable procedural defect, whether the administration may adopt a new decision must be assessed within the legal framework.
Where the court determines that the alleged conduct did not occur or did not constitute the disciplinary offence, the legal limits on a new sanction will be different.
The administration must comply with both the operative part and reasoning of the judgment.
Can the Court Replace Dismissal with a Lighter Penalty?
Administrative courts do not act as disciplinary authorities.
They review whether the challenged sanction is lawful.
Where the act is unlawful, the court may annul it, but it does not ordinarily replace the administration by selecting a different disciplinary penalty.
Must the Administration Comply with the Court Judgment?
Yes.
The administration is required to take the steps necessary to implement administrative court judgments in accordance with the Administrative Procedure Act.
Failure to implement or incomplete implementation may create further legal disputes.
Is an Annulled Dismissal Removed from the Personnel File?
The legal consequences of an annulled disciplinary penalty must be eliminated.
Personnel records and the official's file may therefore need to be corrected consistently with the judgment.
The exact administrative procedure depends on the institution's personnel system and applicable legislation.
Does Dismissal Eliminate Retirement Rights?
Dismissal and social-security rights arising from previous periods of service are separate issues.
Past service periods, contributions, retirement status and other social-security consequences are governed by the applicable social-security legislation.
It is therefore inaccurate to assume that dismissal automatically eliminates every previously accrued retirement right.
Do the Same Rules Apply to Contract Personnel?
Not always.
Civil servants under Law No. 657, contract personnel, workers, academic staff, law-enforcement personnel and other public officials governed by special statutes may be subject to different status and disciplinary rules.
The person's legal status must therefore be determined before assuming that all provisions of Law No. 657 apply.
Are Different Rules Applicable to Police Officers?
Special disciplinary legislation may apply to law-enforcement personnel.
Police officers, gendarmerie personnel and other law-enforcement officials may be subject to rules in addition to or different from the general civil-service regime.
The competent authority, disciplinary offences and procedural requirements may therefore differ.
How Is Dismissal of Teachers Assessed?
For teachers working in public schools, general civil-service disciplinary rules and any applicable special education legislation should be examined together.
The relationship between the alleged conduct and official duties, students, educational services and the evidence may be particularly relevant.
How Is Dismissal of Healthcare Personnel Assessed?
Public healthcare personnel may work under different legal statuses.
They may be civil servants, contract personnel or subject to another public-service regime.
The applicable legal status should therefore be determined before assessing the disciplinary sanction.
How Is Dismissal of Academic Personnel Assessed?
Special disciplinary provisions under higher-education legislation may apply to academic staff.
It should therefore not be assumed that Law No. 657 alone directly governs every disciplinary sanction imposed on academic personnel.
The employee's status and applicable special legislation must be examined.
Which Documents Are Important in a Dismissal Case?
The complete disciplinary investigation file is highly important.
The investigation authorisation, appointment of the investigator, statements and defence records, witness statements, internal correspondence, electronic records, investigation report, disciplinary board or Higher Disciplinary Board decision, notification documents and any criminal investigation file may be relevant.
Awards, achievement certificates, previous disciplinary history and other documents may also be important depending on the case.
Is the Investigation Report Alone Sufficient?
The investigation report is important but the administrative court is not bound solely by its conclusion.
The court reviews the factual and legal basis of the disciplinary act.
The evidence, defences and legal classification underlying the report remain subject to judicial review.
Does the Administrative Court Hear Witnesses?
Administrative litigation is principally based on written procedure.
The system therefore differs from witness examination in ordinary civil and criminal proceedings.
Witness statements obtained during the disciplinary investigation and other documentary evidence may be reviewed by the administrative court.
This makes proper collection of evidence during the investigation particularly important.
What Should the Petition Contain?
A petition stating only that “the penalty is unfair” may not provide a sufficient legal framework.
The date and number of the challenged decision, notification date, course of the investigation, alleged conduct, defence, evidence and specific grounds of unlawfulness should be explained.
Arguments concerning authority, form, grounds, subject matter and purpose should be connected to the concrete facts.
Where a stay of execution is requested, its grounds should also be specifically stated.
How Long Does a Dismissal Case Take?
The duration depends on the court's workload, size of the file, documents requested from the administration, interim orders, stay-of-execution proceedings and appellate stages.
A definite duration cannot therefore be given for every dismissal case.
Can the First-Instance Judgment Be Appealed?
Administrative court decisions may be subject to appellate remedies according to the nature of the judgment and applicable procedural legislation.
Regional Administrative Court review and, where permitted by law, Council of State review may become available.
The appropriate remedy and filing period must be determined according to the particular judgment.
Which Court Has Subject-Matter Jurisdiction?
Because dismissal from civil service is an administrative act, disputes concerning the sanction generally fall within administrative jurisdiction.
The Administrative Court will ordinarily be the competent first-instance court.
Special legislation may nevertheless contain different jurisdictional provisions for particular categories of public officials.
How Is Territorial Jurisdiction Determined?
Territorial jurisdiction in public-service disputes is determined under the special rules of the Administrative Procedure Act concerning public officials.
The place of duty, authority adopting the act and nature of the dispute may be relevant.
A person's residence in Üsküdar therefore does not by itself mean that a particular court within the Istanbul Anatolian judicial district will necessarily have territorial jurisdiction.
Where Is a Dismissal Case Connected with Üsküdar Filed?
For a public official connected with Üsküdar, territorial jurisdiction should be determined under the special rules governing public officials rather than solely by residential address.
The place of duty, nature of the challenged act and applicable personnel legislation must be considered.
A jurisdictional assessment should therefore be made before proceedings are filed.
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In annulment actions against dismissal from civil service, reviewing only the final disciplinary decision is not sufficient.
It is necessary to examine which authority initiated the investigation, how the investigator was appointed, whether the allegations were clearly communicated, whether the right of defence was respected, whether the evidence was lawfully obtained, whether the elements of the disciplinary offence were established, whether the correct disciplinary authority issued the decision and whether adequate reasoning was provided.
The judicial filing period, notification date, any administrative applications and the requirements for a stay of execution are also important.
Where criminal proceedings exist, their relationship with the disciplinary process should be separately analysed. The effect of an acquittal or a decision not to prosecute may differ according to the reasoning of the criminal decision and the nature of the disciplinary allegation.
Therefore, in matters concerning Üsküdar administrative cases, annulment of dismissal from civil service, disciplinary dismissal, Civil Servants Law No. 657, Higher Disciplinary Board, disciplinary investigation, right of defence, stay of execution, reinstatement, restoration of financial rights and Üsküdar administrative law lawyer, the complete disciplinary file should be reviewed from the investigation stage through the final decision.
Conclusion
Dismissal from civil service is the most severe disciplinary sanction terminating a public official's civil-service status. Its legality must therefore be assessed through the entire disciplinary process rather than solely by reference to the perceived seriousness of the alleged conduct.
The conduct must be specifically identified, correspond to the applicable disciplinary rule, be supported by sufficient evidence, be investigated lawfully, and the right of defence must be protected. The final decision must also be issued by the competent authority.
A dismissal decision may be challenged through an annulment action before the administrative courts. The court reviews the act in terms of authority, form, grounds, subject matter and purpose. Filing the action does not automatically suspend the decision, although a stay of execution may be requested where the statutory conditions are satisfied.
Where dismissal is annulled, reinstatement, restoration of financial and personnel rights and compensation for damage caused by the unlawful act may become relevant. The specific consequences depend on the public official's legal status, reasoning of the judgment and existence of any other administrative acts.
Criminal proceedings, suspension from duty, disciplinary dismissal and other grounds for termination of public-service status are separate legal mechanisms. An acquittal or decision not to prosecute does not automatically eliminate a disciplinary decision in every case; the reasoning and factual findings must be examined together with the disciplinary allegation.
For this reason, disputes concerning annulment actions against dismissal from civil service, annulment of disciplinary penalties, Law No. 657, Higher Disciplinary Board, right of defence, stay of execution, return to public service, financial rights, Üsküdar administrative cases and Üsküdar administrative law lawyer should be assessed by reviewing the complete investigation file, procedural steps and final disciplinary decision together.