Migros CEO Shared Details of the Agreement

The actions that Migros has been carrying out for days demanding improvement in the working conditions of the employees in the Esenyurt warehouse, last night. was resolved. According to the development announced by Haluk Levent, the employees of the Warehouse, Port, Shipyard and Denis Workers Union (DGD-SEN) who took action and were fired as a result of their actions would be reinstated, the wage increase would be provided to the employees, and the problems in premium payments and job security would be resolved.

This morning, DGD-SEN announced that the details of the agreement between the two parties will be announced later. From Ömer Özgür Tort, Migros Chief Executive Officer important clarifications. Answering the questions of Habertürk TV Economy Manager Ebru Baki and Haberturk.com Editor-in-Chief Yavuz Barlas, Tort shared information about the process.

“We do not know where the 8% increase came from”

Migros CEO Özgür Tort once again denied the alleged 8% hike to his employees and said:We don’t know where 8 percent came from.” used the phrases. Tort, “The numbers are in the middle, what we call the premium system total revenue increase was 54%.” and said that incomplete, biased and incorrect information was shared on social media.

“Missing and dirty information made communication problematic”

“Migros is a 68-year-old brand. We are making a statement about wage increases, it turns into an expression like an 8 percent increase was made. Incomplete information, dirty information is the most important reason behind this communication becoming problematic.. Of course we empathized. Which of us would want such an image? It is the most natural right of the employees to react. People have to respect the response framework.

But two things are getting mixed up. A democratic right cannot be in a structure that will prevent your democratic right from working for someone else. Second, we all have spaces of freedom. The areas of freedom for all of us end at the border of the social space of others. In essence, when we put the information transferred to us from our business partner, which is one-to-one, one on top of the other. The following table corresponds to an increase of 80 percent.”

“Thousands of products have come to the point of wastage”

“Our business partner informed us that the business was stopped on February 3rd. We respect all forms of action. Making a warehouse inoperable is not something we can manage. In the nature of the business, both our stores and a process that reaches the point where thousands of products are wasted. Failure to distribute those goods created an extremely distressing picture. That warehouse did not work for exactly 6 days. The last point was to terminate the employment contract. Beyond not working, there is also preventing another friend from working.

If the work is stopped, there is not much to do, that warehouse needs to work first. Our statement is so clear. All employees resumed their work the day after the dismissal point. Many have returned. For us, above all, it is the information sharing that comes out in this structuring process.”

“We want all employees to return”

“We want all employees to return. Gülabi has become a symbol, of course we want her to return. Our staff are our friends working on our roof. A call was made to return to work the day after the termination of the employment contract.”

tort, 70 people out of 180 returned to work also announced.

The compromise was achieved by simplifying the bonus system:

Tort also explained with which arrangements the reconciliation was achieved. 10-11% of personnel expenses Stating that it is high for Turkey and reasonable for world standards, Tort stated that the essence of improving this figure is efficiency. Stating that the main system here is a very simple bonus system at its core, Tort stated that this is what enabled a solution in the premium system. Tort continued his explanation as follows:

“The essence of the bonus system is to ensure that the employee continues to work and to perform at least one job in the subject that he is responsible for execution when he comes to work. I am not saying that the bonus system is a very useful system. The premium system is a setup that ensures regular and efficient work.

At the point of reconciliation, this is the essence of it, we have already told our friends over and over that nothing different can be done about wages. Because everything related to wages was already done within the framework of balances. We provided the solution by bringing the premium system to a method that simplifies, simplifies, and improves it a bit. Its criteria have become simpler. It is more understandable and more descriptive. The simple system has become simpler.”

Thanks to Haluk Levent, CEO of Migros:

“I would like to thank especially Mr. Haluk. In this process, he supported both us and our colleagues by establishing a dialogue. He spent an important time last night as well, contributed significantly to reaching a solution with our friends and colleagues, and I thank him as well.”