The employers' duty of organizing the personnel file

Protection of the employees is the main target of the Labour Law. Labour Law was emerged to protect the employee who is weaker than the employer from the economic point of view. The employment relationship between the employee and the employer is stemmed from making an employment contract. In this regard, one of the liabilities of the employer towards the employee is to organize the Employee Personnel File. This duty became obligatory with the Article 75 of the 4857 numbered Labour Law. In this context, basic concepts regarding to maintaining the Employee Personnel File was examined in the first part of the thesis. The concept of duty and duties of the employer were examined and necessary information about personnel and the Employee Personnel File concepts are also presented in the aforementioned part. There is no clear judgment about the content of the Employee Personnel File in the 4857 numbered Labour Law. Absence of any judgment about the Employee Personnel File within the Labour Law does not mean that the content of this file can be organized arbitrarily.In the second part of the thesis, the documents taking place in the Employee Personnel File were presented. The document and the records taking place in the file can be studied in two parts: Compulsory Documents and Necessary Documents. Compulsory Documents are documents enlisted in the Labour Law and the other laws whilst Necessary Documents are documents which are kept by the employers to fulfill their proof obligation in case of any conflict between employee and employers. The rights of the employee regarding to the Employee Personnel File and the sanctions of the Employee Personnel File were examined in the third part of the thesis.Key Words: Employee Personnel File, Employer Liabilities, Sanctions, Personal Data, Executive Fine.