Recognition of Unions and Collective Rights

Atatürk University | SDG 8 – Decent Work and Economic Growth | Indicator 8.2.2

Reporting Year: 2025

Atatürk University recognises the importance of freedom of association, trade union representation and collective bargaining in protecting employee rights and promoting decent working conditions.

The University respects the rights of eligible academic, administrative, technical and support personnel to join trade unions, participate in lawful union activities and benefit from collective representation under Türkiye’s employment legislation.

These rights are exercised within a legal framework that protects employees against discrimination based on union membership or non-membership.

The University’s commitment is demonstrated through established relationships with employee unions, participation in collective bargaining procedures and engagement with workplace union representatives.

In 2025, Atatürk University participated in formal collective bargaining negotiations and concluded a new collective labour agreement on 4 September 2025. This provides direct evidence of institutional recognition of organised labour and collective negotiation.

1. Legal Framework and Institutional Commitment

1.1. Constitutional Recognition of Trade Union Rights

Trade union rights in Türkiye are protected through constitutional and statutory provisions governing freedom of association and collective bargaining.

The principal legal framework includes:

• Article 51 of the Constitution of the Republic of Türkiye: The right to establish and join trade unions.
• Article 53 of the Constitution: Collective bargaining and collective agreements.
• Law No. 4688: Public Servants’ Trade Unions and Collective Bargaining Law.
• Law No. 6356: Trade Unions and Collective Labour Agreements Law.
• Applicable public employment and labour legislation.

These regulations provide the foundation for trade union membership, representation and collective negotiations.

Evidence: Ministry of Labour and Social Security – Law No. 4688

Evidence: Ministry of Labour and Social Security – Trade Union and Collective Agreement Legislation

1.2. Union Rights of Public University Employees

Atatürk University employs personnel under different legal employment arrangements.

Academic and administrative civil servants are generally governed by Law No. 4688, while employees in worker status are subject to the relevant provisions of Law No. 6356.

These laws provide mechanisms for eligible employees to join trade unions and participate in collective representation.

Union membership is voluntary, and employees are protected against unlawful discrimination related to union membership.

Certain positions are subject to statutory restrictions under public employment legislation. The University applies the applicable legal framework rather than imposing an additional general prohibition on union membership.

1.3. Institutional Recognition

Atatürk University recognises trade unions as legitimate representatives of employees within the relevant statutory framework.

This recognition is reflected in:

• Formal collective bargaining negotiations.
• Collective labour agreements.
• Participation of workplace union representatives.
• Communication between unions and university administration.
• Implementation of applicable collective agreements.
• Recognition of lawful trade union activities.

The University’s participation in collective negotiations demonstrates the practical operation of these arrangements.

2. Collective Bargaining Activities in 2025

2.1. First Collective Bargaining Session – 16 May 2025

On 16 May 2025, the first session of collective bargaining negotiations concerning Atatürk University Rectorate and its affiliated workplaces was held.

The meeting took place at the headquarters of the Turkish Heavy Industry and Service Sector Public Employers’ Union (TÜHİS).

The negotiations involved representatives of the University, the employer organisation and Tez-Koop-İş Trade Union.

Participants included:

Atatürk University representatives:

• Mevlüt Yıldız – Secretary General.
• Aras Ünsal – Head of Administrative and Financial Affairs.

Tez-Koop-İş representatives:

• Hakan Kurt – Erzurum Branch President.
• Barış Yılan – Collective Bargaining Specialist.
• Workplace union representatives.

TÜHİS representatives:

• Ahmet Sarıkaya – Collective Bargaining Specialist.
• Fahriye Arıkan – Collective Bargaining Specialist.

The meeting marked the formal commencement of the collective bargaining process for the relevant University workplaces.

It demonstrates direct engagement between university management and organised employee representatives.

Official evidence: Tez-Koop-İş – First Collective Bargaining Session at Atatürk University, 21 May 2025

2.2. Collective Labour Agreement Signed – 4 September 2025

A major development occurred on 4 September 2025, when the collective labour agreement covering Atatürk University Rectorate and its affiliated workplaces was formally signed.

The signing ceremony took place at TÜHİS.

Representatives of Tez-Koop-İş included:

• Hakan Kurt – Erzurum Branch President.
• Merve Şahin – Collective Bargaining Specialist.
• Halil Tuna – Workplace Union Representative.
• Kadir Uçan – Workplace Union Representative.
• Fatih Baguç – Workplace Union Representative.
• İsa Dursun – Workplace Union Representative.

TÜHİS was represented by:

• Ahmet Sarıkaya.
• Fahriye Arıkan Yılmaz.

The signed agreement demonstrates the recognition of the union as a collective bargaining party and the completion of a formal negotiation process.

This is particularly significant for SDG Indicator 8.2.2, as it provides documentary evidence that union recognition extends beyond general policy statements into institutional practice.

Official evidence: Tez-Koop-İş – Collective Labour Agreement Signed at Atatürk University, 5 September 2025

2.3. Collective Bargaining Timeline

The 2025 agreement provides stronger and more current evidence than reliance on the previous 2023 agreement alone.

3. Recognition of Trade Unions Across Employment Categories

Atatürk University recognises that different employee categories may be represented by different unions.

3.1. Academic Personnel

Eligible academic staff may join trade unions operating within the relevant public service sector.

This includes academic personnel such as:

• Professors.
• Associate professors.
• Assistant professors.
• Lecturers.
• Research assistants.

Union membership and representation are subject to the applicable provisions of Law No. 4688.

3.2. Administrative Personnel

Eligible administrative employees may participate in public-sector trade unions.

Their union representation may address:

• Working conditions.
• Employee remuneration.
• Professional rights.
• Workplace procedures.
• Social and economic benefits.

3.3. Technical and Support Personnel

Eligible technical and support staff may exercise union rights under the legislation applicable to their employment status.

For employees in worker status, collective bargaining takes place under Law No. 6356.

The 2025 collective labour agreement with Tez-Koop-İş demonstrates the practical recognition of collective bargaining rights for employees covered by that agreement.

3.4. Contracted Personnel

Union eligibility for contracted employees depends on the applicable employment arrangement and statutory provisions.

The University recognises these rights in accordance with the relevant legal framework.

4. Inclusive Recognition: Women and International Staff

4.1. Equal Recognition of Female Employees

Atatürk University recognises the importance of equal opportunities for women in employment and workplace representation.

Female employees who satisfy the relevant statutory eligibility requirements have the same legal rights to join and participate in trade unions as other eligible employees.

These rights include:

• Voluntary union membership.
• Participation in lawful union activities.
• Representation through eligible trade unions.
• Access to applicable collective agreements.
• Protection against unlawful union-related discrimination.

Union recognition is not restricted on the basis of gender.

4.2. International Employees

Atatürk University is an international higher education institution employing and collaborating with individuals from different countries.

International employees’ union membership and collective representation rights are determined by their employment status and the applicable Turkish legislation.

The University recognises the lawful exercise of these rights without imposing an additional institutional exclusion solely on the basis of nationality.

The precise eligibility of an international employee may depend on the applicable legal employment category and statutory requirements.

4.3. Equal Treatment and Non-Discrimination

Atatürk University supports equal treatment in employment and recognises the importance of protecting employees against unlawful discrimination.

Its approach to union recognition is based on:

• Equal treatment of eligible employees.
• Voluntary union participation.
• Respect for gender equality.
• Recognition of lawful representation rights.
• Protection against unlawful retaliation.
• Compliance with applicable labour legislation.

4.4. Inclusive Collective Representation

Trade unions provide an institutional mechanism through which eligible employees, including women and international personnel, may raise concerns about:

• Remuneration.
• Working conditions.
• Employment rights.
• Family-related provisions.
• Workplace equality.
• Occupational health and safety.
• Social benefits.

The University’s participation in collective bargaining supports structured dialogue on employment-related issues.

5. Workplace Union Representation

Workplace union representatives play an important role in communicating employee concerns and participating in collective labour relations.

Their responsibilities may include:

• Representing union members.
• Communicating workplace concerns.
• Participating in union meetings.
• Supporting collective bargaining processes.
• Facilitating communication between employees and union officials.

The 4 September 2025 collective agreement signing ceremony included four identified workplace union representatives.

Their participation provides direct evidence of active workplace-level representation.

Evidence: Tez-Koop-İş – September 2025 Collective Agreement

6. Union–University Communication and Consultation

Atatürk University maintains institutional relationships with employee representatives within the applicable legal framework.

Union-related communication may concern:

• Salary and employment conditions.
• Bank salary promotion arrangements.
• Distribution of additional duties.
• Administrative workplace procedures.
• Employee welfare.
• Social and economic rights.

The University’s previous reporting evidence includes examples of union representatives communicating with university administration on workplace issues.

Evidence: Üniversite İdari Personel Sendikası – Atatürk University

Evidence: Atatürk University – Institutional Meeting Documentation

These sources provide additional context for the University’s established union consultation practices.

The documented 2025 collective bargaining process provides the clearest direct evidence of formal engagement.

7. Trade Union Presence and Representation

The University’s previous institutional reporting identified several unions associated with its personnel.

These included:

• Eğitim-Bir-Sen.
• Türk Eğitim-Sen.
• Tez-Koop-İş.
• Büro Memur-Sen.
• Eğitim-İş.
• Hizmet-İş and other relevant employee organisations.

Such organisations represent different groups of employees according to their legal status and service sector.

Previously Reported Indicative Union Distribution

Data note: This table reproduces approximate figures supplied in the University’s previous evidence text. The counts and percentages have not been independently verified against an official 2025 institutional union membership register. They should not be interpreted as certified 2025 statistics.

A verified union membership breakdown can be produced from the University’s personnel records and applicable official union membership information.

8. Protection of Union Membership and Collective Rights

8.1. Voluntary Membership

Under the relevant Turkish legislation, eligible employees have the right to decide whether to join a trade union.

Union membership is voluntary and cannot be imposed as a general condition of employment.

8.2. Protection Against Discrimination

The applicable legal framework provides protections against unlawful discrimination based on union membership or participation in lawful union activities.

This supports employees’ ability to exercise their rights without improper interference.

8.3. Recognition of Collective Negotiation

The 2025 negotiations and signed collective labour agreement demonstrate that organised labour is recognised through formal procedures.

The participation of university officials and workplace union representatives reflects a structured collective bargaining relationship.

8.4. Institutional Compliance

The University implements union-related rights and obligations within the relevant legal framework.

This includes the application of collective agreements to employees covered by those agreements.

9. Monitoring and Institutional Evidence

Atatürk University can document union recognition through:

• Collective labour agreements.
• Collective bargaining meeting records.
• Official correspondence with unions.
• Workplace union representative information.
• Union membership records.
• Applicable employment policies.
• Personnel administration documentation.
• Records of consultation with employee representatives.

For 2025, the two most significant public evidence items are the 16 May collective bargaining session and the 4 September collective labour agreement.

These records demonstrate both the negotiation process and its formal outcome.

10. Supporting Evidence

11. Contribution to SDG 8 – Decent Work and Economic Growth

Atatürk University recognises the rights of eligible employees to join trade unions and participate in collective representation under Türkiye’s public employment and labour legislation.

The University’s approach encompasses academic, administrative, technical and support personnel, including women and international employees, subject to the statutory provisions applicable to their employment arrangements.

During 2025, the University demonstrated its recognition of collective rights through formal negotiations with Tez-Koop-İş and TÜHİS.

The first collective bargaining session was held on 16 May 2025, with the participation of university management, union officials and workplace representatives.

The process culminated in the signing of a collective labour agreement on 4 September 2025.

These activities provide concrete evidence of institutional cooperation with trade unions and respect for collective bargaining.

Through lawful union recognition, workplace representation, collective negotiation and non-discriminatory employment practices, Atatürk University contributes to SDG 8 – Decent Work and Economic Growth, Indicator 8.2.2: Recognition of Unions for All, Including Women and International Staff.