CONDITIONS OF TERMINATION OF THE EMPLOYMENT CONTRACT BY THE EMPLOYER DUE TO SOCIAL MEDIA POSTS OF THE EMPLOYEE IN THE LIGHT OF JUDICIAL DECISIONS

Yusuf Yiğit

Makale detayları

CONDITIONS OF TERMINATION OF THE EMPLOYMENT CONTRACT BY THE EMPLOYER DUE TO SOCIAL MEDIA POSTS OF THE EMPLOYEE IN THE LIGHT OF JUDICIAL DECISIONS

Yazarlar:

Yusuf Yiğit

Yayıncı:

Dokuz Eylul University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Dokuz Eylül Üniversitesi Hukuk Fakültesi Dergisi Vol.26 Issue 2, pp.975-1019

Belge Tipi:

Makale

Yayın Tarihi:

11/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001332042

pISSN:

1303-6963

Anahtar kelimeler:

Özet:

 The use of social media is an important opportunity offered by todays internet technology and communication tools. However, it has become one of the areas where fundamental rights such as freedom of expression, privacy of private life and protection of personal data are discussed the most. The possibility of access to millions of masses has given importance to social media posts. The stated effect is closely related to working life as well as social life. Apart from their private lives, employees posts about their business life, making discourses about employers and managers have been reflected in the doctrinal opinions and jurisprudence, and have led to discussions on the violation of the employees obligations such as work, loyalty and compliance with instructions, and to the emergence of consequences leading to the termination of the employment contract. The reasons for the termination of the employment contract are distinguished as justified and valid reasons in our legislation. However, evaluating whether a social media post will be a justified or valid reason for termination by directly considering its content and within the framework of the principles and practices of labour law may lead to erroneous results. In addition, in order for the post to be subject to termination, it is necessary to carefully examine whether the content is shared by the employee himself and whether the employee complies with fundamental rights such as the protection of personal data and privacy.

 The use of social media is an important opportunity offered by todays internet technology and communication tools. However, it has become one of the areas where fundamental rights such as freedom of expression, privacy of private life and protection of personal data are discussed the most. The possibility of access to millions of masses has given importance to social media posts. The stated effect is closely related to working life as well as social life. Apart from their private lives, employees posts about their business life, making discourses about employers and managers have been reflected in the doctrinal opinions and jurisprudence, and have led to discussions on the violation of the employees obligations such as work, loyalty and compliance with instructions, and to the emergence of consequences leading to the termination of the employment contract. The reasons for the termination of the employment contract are distinguished as justified and valid reasons in our legislation. However, evaluating whether a social media post will be a justified or valid reason for termination by directly considering its content and within the framework of the principles and practices of labour law may lead to erroneous results. In addition, in order for the post to be subject to termination, it is necessary to carefully examine whether the content is shared by the employee himself and whether the employee complies with fundamental rights such as the protection of personal data and privacy.

 The use of social media is an important opportunity offered by todays internet technology and communication tools. However, it has become one of the areas where fundamental rights such as freedom of expression, privacy of private life and protection of personal data are discussed the most. The possibility of access to millions of masses has given importance to social media posts. The stated effect is closely related to working life as well as social life. Apart from their private lives, employees posts about their business life, making discourses about employers and managers have been reflected in the doctrinal opinions and jurisprudence, and have led to discussions on the violation of the employees obligations such as work, loyalty and compliance with instructions, and to the emergence of consequences leading to the termination of the employment contract. The reasons for the termination of the employment contract are distinguished as justified and valid reasons in our legislation. However, evaluating whether a social media post will be a justified or valid reason for termination by directly considering its content and within the framework of the principles and practices of labour law may lead to erroneous results. In addition, in order for the post to be subject to termination, it is necessary to carefully examine whether the content is shared by the employee himself and whether the employee complies with fundamental rights such as the protection of personal data and privacy.

 Sosyal medya kullanımı, günümüz internet teknolojisi ve iletişim araçlarının sunduğu önemli bir imkandır. Bununla birlikte ifade özgürlüğü, özel hayatın gizliliğinin ve kişisel verilerin korunması gibi temel hakların en çok tartışıldığı alanlardan biri haline gelmiştir. Kolaylıkla milyonlara varan kitlelere erişim imkanının varlığı sosyal medya paylaşımlarına önem kazandırmıştır. Belirtilen etki sosyal hayat dışında çalışma hayatı ile de yakından ilişkilidir. Çalışanların kendi özel hayatları dışında iş hayatına ilişkin paylaşımlar yapması, işveren ve yöneticiler hakkında söylemlerde bulunması öğreti görüşleri ve yargı içtihatlarına yansımış ve çalışanın iş görme, sadakat, talimatlara uyma gibi yükümlülüklerinin ihlali konularında tartışmalar doğmasına ve iş sözleşmesinin feshine varan sonuçların ortaya çıkmasına yol açmıştır. İş sözleşmesinin feshine ilişkin sebepler mevzuatımızda haklı ve geçerli sebepler olarak ayrıma tabi tutulmuştur. Sosyal medya paylaşımını, doğrudan onun içeriğini dikkate alarak ve iş hukukunun ilke ve uygulamaları çerçevesinde fesih için haklı veya geçerli sebep olup olmayacağını değerlendirmek, hatalı sonuçlara götürebilir. Bunun yanında paylaşımın feshe konu olabilmesi için içeriğin işçi tarafından paylaşılıp paylaşılmadığı, kişisel verilerin korunması ve özel hayatın gizliliği gibi temel haklara uygun davranılıp davranılmadığının da içerikle birlikte dikkatle incelenmesi gerekmektedir.

Makale detayları

CONDITIONS OF TERMINATION OF THE EMPLOYMENT CONTRACT BY THE EMPLOYER DUE TO SOCIAL MEDIA POSTS OF THE EMPLOYEE IN THE LIGHT OF JUDICIAL DECISIONS

Yazarlar:

Yusuf Yiğit

Yayıncı:

Dokuz Eylul University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Dokuz Eylül Üniversitesi Hukuk Fakültesi Dergisi Vol.26 Issue 2, pp.975-1019

Belge Tipi:

Makale

Yayın Tarihi:

11/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001332042

pISSN:

1303-6963

employee

employer

social media

internet

terminationİşçi

işveren

sosyal medya

internet

fesih

Sayı

Makale detayları

Yazarlar: Yusuf Yiğit

Yayıncı: Dokuz Eylul University

Ana Başlıklar: İş ve Sosyal Güvenlik Hukuku

Dergi: Dokuz Eylül Üniversitesi Hukuk Fakültesi Dergisi Vol.26 Issue 2, pp.975-1019

Belge Tipi: Makale

Yayın Tarihi: 11/2024

Belge Dili: Türkçe

Document ID (Org No.): 2001332042

pISSN: 1303-6963

Sayı

Yazarlar:

Yusuf Yiğit

Yayıncı:

Dokuz Eylul University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Dokuz Eylül Üniversitesi Hukuk Fakültesi Dergisi Vol.26 Issue 2, pp.975-1019

Belge Tipi:

Makale

Yayın Tarihi:

11/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001332042

pISSN:

1303-6963