Directive is to improve the right to information and to consultation of employees in Community-scale undertakings and Community-scale groups of undertakings.The arrangements for informing and consulting employees shall be defined and implemented in such a way as to ensure their effectiveness and to enable the undertaking or group of undertakings to take decisions effectively. Matters shall be considered to be transnational where they concern the Community-scale undertaking or Community-scale group of undertakings as a whole, or at least two undertakings or establishments of the undertaking or group situated in two different Member States.Direttva è intesa a migliorare il diritto all’informazione e alla consultazione dei lavoratori nelle imprese e nei gruppi di imprese di dimensioni comunitarie. Le modalità di informazione e consultazione dei lavoratori sono definite e attuate in modo da garantirne l’efficacia e consentire un processo decisionale efficace nell’impresa o nel gruppo di imprese. Sono considerate questioni transnazionali quelle riguardanti l’impresa di dimensioni comunitarie o il gruppo di imprese di dimensioni comunitarie nel loro complesso o almeno due imprese o stabilimenti dell’impresa o del gruppo ubicati in due Stati membri diversi. Directiva tiene por objeto la mejora del derecho de información y consulta a los trabajadores en las empresas y grupos de empresas de dimensión comunitaria.Las modalidades de información y consulta a los trabajadores se definirán y aplicarán de modo que se garantice su efectividad y se permita una toma de decisiones eficaz de la empresa o del grupo de empresas.Se considerarán transnacionales las cuestiones que afectan al conjunto de la empresa o grupo de empresas de dimensión comunitaria o al menos a dos empresas o establecimientos de la empresa o del grupo situados en dos Estados miembros diferentes. Das Ziel dieser Richtlinie ist die Stärkung des Rechts auf Unterrichtung und Anhörung der Arbeitnehmer in gemeinschaftsweit operierenden Unternehmen und Unternehmensgruppen.Die Modalitäten der Unterrichtung und Anhörung der Arbeitnehmer werden so festgelegt und angewandt, dass ihre Wirksamkeit gewährleistet ist und eine effiziente Beschlussfassung des Unternehmens oder der Unternehmensgruppe ermöglicht wird. directive a pour objectif d’améliorer le droit à l’information et à la consultation des travailleurs dans les entreprises de dimension communautaire et les groupes d’entreprises de dimension communautaire. Les modalités d’information et de consultation des travailleurs sont définies et mises en œuvre de manière à en assurer l’effet utile et à permettre une prise de décision efficace de l’entreprise ou du groupe d’entreprises. Sont considérées comme transnationales les questions qui concernent l’ensemble de l’entreprise de dimension communautaire ou du groupe d’entreprises de dimension communautaire, ou au moins deux entreprises situés dans deux États membres différents.

1. KOOP-İŞ SENDİKASI

2. ORGANIZING DIFFICULTIES IN TURKEY

3. ORGANIZING DIFFICULTIES IN
TURKEY

5. THE LEGAL CBA PROCEDURE TO BE
FOLLOWED

9. “R GHT OF OBJECT ON” FOR
EMPLOYERS
To Profession
To Majority (%50 or %40)
To National level (%3)
To Apply process
To Social Security System

12. GENERAL DESCRIPTION ABOUT IKEA
TURKEY

15. WHEN WE STARTED ORGANIZING
at Ikea, the CEA of IKEA Turkey
said, “there is no union at Saudi
Arabia also. So there is no need union
in Turkey.”

32. THE NDEPENDENT NVEST GAT ON
REPORT
Executive Summary
For the past two years, IKEA Turkey has run a campaign of intimidation,
interference and coercion in response to employees’ efforts to choose a union
at stores in Istanbul, Bursa, Izmir and Ankara. This campaign has involved
management personnel at all levels, from the CEO of IKEA Turkey to
individual store managers, team leaders and supervisors.
Anti-union tactics used by IKEA management include the following:
• Unlawful terminations of union activists, including the use of
performance evaluations to drive activists out.
• Pressures and bribes to entice union activists to resign from their
positions.
• Retaliation against union members in the form of poor evaluations, denial
of pay raises and transfers to less desirable positions and departments
• Compulsory “captive audience” anti-union meetings conducted by store
managers, human resource managers, or even by the CEO of IKEA Turkey.

35. • One-on-one meetings between store managers, HR managers or a
labor relations consultant working for IKEA and individual union
members.
• Exclusion of any pro-union voices from the workplace
• Anti-union comments discouraging employees from joining the
union or persuading existing union members to resign their
membership.
• Indoctrination of new employees against the union
The campaign is almost certainly unlawful under Turkish labor law
and its constitution. On every one the major union-related
protections provided by Turkish law – protections against
discriminatory dismissal, protection against discriminatory
treatment, protection against unlawful coercion to resign from the
union or unlawful intimidation not to join the union – IKEA
management appears to have behaved unlawfully. Management’s
aggressive anti-unionism in Turkey also violates IKEA’s Code of
Business Conduct, which states that it respects workers’ right to
form “organizations of their own choosing.”

36. In addition to violations of Turkish law and
“IKEA values,” the anti-union tactics violate
leading international human rights standards on
freedom of association, including the United
Nations Global Compact (UNGC), the core
conventions of the International Labor
Organization (ILO), and the Organization of
Economic Cooperation and Development’s
(OECD) Guidelines for Multinational
Enterprises. These serious violations of workers’
fundamental rights cast serious doubt on IKEA’s
voluntary commitments to international labor
standards.

38. THANK YOU FOR YOUR PAT ENCE.
DEN Z AKDOGAN- KOOP- S UN ON
TURKEY