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and has to keep his union membership a secret. He works as
a welder and for the past two months he has been employed
Hakki Demiral
at the Tuzla shipyards.
METAL WORLD 17 No 4 • 2004
fFeature
T U R K E Y
FEATURE
by a subcontractor at a large dockyard called Içmeler.
At Yücel Boru the workforce is legally registered
and the employer pays the compulsory social assurance
scheme, providing access to health care, unemployment
benefits and a pension. However in Hakki’s experience this
has been more a luxury than a right. Although his current
employer does pay his social assurance, in the last 15 years
of work at the shipyards, social assurance has only been
paid on 2,000 days out of a total of 5,000. Hakki knows that
this will affect his pension and access to other benefits. But
faced with the constant threat of unemployment, he has
had little choice.
There are approximately 70 separate shipyards in Tuzla.
The forty or so bigger ones have between 600 and 1,000
workers on site. A typical big site can have up to 40 subcontracting
firms working in the one yard, each firm specialised
in a particular trade, such as painting, cleaning or
welding. With the largely unregistered, highly fragmented
and subcontracted labour of the shipyards, IMF-affiliated
Limter-Is struggles to gain a foothold.
Limter-Is president, Cem Dinç, outlines the main obstacle.
“Competency is a big problem for our union. The ship
building companies appear to have taken a secret decision
to keep us out,” he says. “For instance, this year we tried
to organise the Selah shipyards. In response, the company
started dividing into parts and began dismissing workers
to keep us out,” says Cem, citing this and other examples
where the union has taken the matter to protracted, and
often ultimately unenforced, court battles.
Despite the challenges, Limter-Is has set-up an office facing
a square at the main entrance to the Tuzla shipyards.
A banner proudly displayed across the front of the building
proclaims, “In order to break the chains of slavery in the shipyards,
lets unite”. This square is known as the “slave bazaar”.
From 7am each day, workers pass on their way to work and
the unemployed gather in the hope of finding a job.
For those with a job in the shipyards, including Hakki, one
of the biggest worries is health and safety. The serious risks
at work, combined with the frequent lack of an adequate
social safety net, often amount to a life of poverty or worse.
According to Hakki, the employers at the shipyards provide
no training or education, leaving all health and safety
matters to employees. “We have to buy our own protective
equipment, such as boots and gloves. The employer does
give us glasses, but they are not good quality,” he says.
STRUCTURAL
In Cem’s view the problems that his union and the workers
face are structural. “At present there is no freedom of
choice for workers. And it is not automatic that, as a direct
result of the accession to EU, these rights will be resolved.
First we must register the informal workers and end the
informal relations in this region. And we must sort out the
health and safety problems,” he says.
For Cem and Ali the key to improving workers’ rights is
the removal of barriers to unionism. As Cem said, “We need
international support in our struggle to remove the obstacles
to organising and to achieve a more democratic trade
union movement in Turkey.”
In the run up to the December EU
Summit, the Turkish government
has been revising laws that relate to
trade union rights. Commenting on
the changes taking place, Birlesik
Metal-Is general secretary Selçuk
Göktas said, “I don’t believe that
joining the EU will liberate Turkish
workers. The EU has been putting on
pressure in a number of areas, but I
can’t see any on the subject of trade
union rights. The government’s proposed
changes to trade union laws in
Turkey are not positive as they do not
provide answers to our demands.”
In Göktas’ view, the government’s
draft trade union laws preserve the
essence of the existing labour acts,
which were established during periods
of military intervention, and fail
to enshrine international core labour
standards.
For Birlesik, the minimum changes
that are required to the existing trade
union laws in Turkey include:
• dropping the requirement for a public
　
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