Publication: İşçinin sır saklama yükümlülüğü
Abstract
Sır; sınırlı bir grup tarafından bilinen, gizli kalmasında sahibinin hukuki menfaati bulunan ve başkaları tarafından bilinmesi istenmeyen bilgilerdir. Sırrın korunmasının ticari hayatta giderek artan önemi, iş hukukuna da yansımıştır. Bu kapsamda daha önce dürüstlük kuralı veya geniş anlamda sadakat borcu ile açıklanan işçinin sır saklama yükümlülüğü, mehaz İsviçre Borçlar Kanununa paralel biçimde 6098 sayılı Türk Borçlar Kanununda özel olarak düzenlenmiştir. Kanunun 396. maddesi uyarınca işçi, iş gördüğü sırada öğrendiği, özellikle üretim ve iş sırları gibi bilgileri, hizmet ilişkisinin devamı süresince kendi yararına kullanamaz veya başkalarına açıklayamaz. İşverenin haklı menfaatinin korunması için gerekli olduğu ölçüde işçi, hizmet ilişkisinin sona ermesinden sonra da sır saklamakla yükümlüdür. İki cümlelik bu düzenleme, pek çok soruyu beraberinde getirmektedir. Bu çerçevede ilk olarak iş ve üretim sırrı kavramlarının ne olduğunun, işçinin iş ilişkisinin devamında sır saklama yükümlülüğünün kapsam ve sınırları ile borca aykırılığın yaptırımlarının açıklanması gerekir. Ayrıca sözleşme sonrası sır saklama yükümlülüğünün süresi, çerçevesi, rekabet yasağı sözleşmesinden farklılıklarının ortaya konması, konuya ilişkin cevaplanması gereken en önemli sorulardır. Biz de çalışmamızda işçinin sır saklama yükümlülüğünü tüm bu sorular çerçevesinde karşılaştırmalı hukuku da dikkate alarak incelemeye çalışacağız.
Information known to a limited group, whose owner has a legal interest in keeping confidential and which is not wanted to be known by others, is a secret. The increasing importance of confidentiality in commercial life has resulted in the making of relevant regulations in labour law. The confidentiality obligation, previously explained with the concepts of the honesty or fidelity, has been regulated in the Code of Obligations No. 6098, in line with the Swiss Code of Obligations. According to Article 396 of the Law, the labour cannot use or disclose the information such as manufacturing and business secrets, he learned while working, especially during the continuation of the employment relationship. To the extent necessary for the employer's rightful interests, the labour is obliged to keep secrets after the end of the service relationship. This two-sentence arrangement raises many questions. In this framework, it is necessary to explain the concepts of manufacturing and business secrets, the scope and limits of the employee's obligation to keep secrets in the continuation of the employment relationship, and the sanctions for breach of it. In addition, the duration and framework of the post-contractual confidentiality obligation, revealing its differences from the non-compete agreement, and answering the relevant questions are the most vital questions. In our study, we will examine the employee's obligation to keep confidentiality within the framework of all these questions, taking into account comparative law.
Information known to a limited group, whose owner has a legal interest in keeping confidential and which is not wanted to be known by others, is a secret. The increasing importance of confidentiality in commercial life has resulted in the making of relevant regulations in labour law. The confidentiality obligation, previously explained with the concepts of the honesty or fidelity, has been regulated in the Code of Obligations No. 6098, in line with the Swiss Code of Obligations. According to Article 396 of the Law, the labour cannot use or disclose the information such as manufacturing and business secrets, he learned while working, especially during the continuation of the employment relationship. To the extent necessary for the employer's rightful interests, the labour is obliged to keep secrets after the end of the service relationship. This two-sentence arrangement raises many questions. In this framework, it is necessary to explain the concepts of manufacturing and business secrets, the scope and limits of the employee's obligation to keep secrets in the continuation of the employment relationship, and the sanctions for breach of it. In addition, the duration and framework of the post-contractual confidentiality obligation, revealing its differences from the non-compete agreement, and answering the relevant questions are the most vital questions. In our study, we will examine the employee's obligation to keep confidentiality within the framework of all these questions, taking into account comparative law.