Did you know that there is a “95% rule” in the Staff Regulations (Art. 55a(2)(d)) according to which you are entitled to work 95% with a full salary when faced with cases of serious hardship, to care for a dependent child until the age of 14?
It sounds good. However, in practice, this rule is hardly ever applied. Why? Because there is a cumbersome procedure to prove a “triggering event”, an “unforeseeable change in the applicant’s family-related circumstances” which justifies staff member’s eligibility for this working time reduction. Continue reading 95% work for family reasons
Under certain criteria it is possible to be reimbursed for the costs of primary and secondary education of your children. This may be the case when they are not able to:
- be in European School because of imperative educational reasons, or
- attend a European School because of parents’ place of employment.
This year thanks to Generation 2004 efforts via the Local Staff Committee of Brussels the deadline for applications has been adopted in favour of parents and it is now the 15th of October 2019.
In the current season, reimbursements refer to the school year of 2018-2019. Please read more about it here. Take particular care for the eligibility when ask for the reimbursement.
Generation 2004 has the pleasure to invite you to a conference on the subject of Salary Correction Coefficients.
Working in Luxembourg (or elsewhere via Webstreaming) and curious about correction coefficients?
Join us, if you want information about the following questions: Continue reading Conference on Correction Coefficients
For several years, Generation2004 has been pointing out that something is not working well with how EU institutions are treating their own staff. Along the way, we have consistently proposed constructive solution to reverse the path towards unhappiness of staff. However, it looks like the “establishment”, with support of some staff organisations doesn’t see the same and proceeds with its own agenda serving personal interests and personal egos. We believe however, that staff should be treated differently and, most importantly, it should be listened to. Needless to say, but most of our claims have been disregarded throughout time. Continue reading We said it all along; now it is official: EU officials unhappy
Our colleagues in Luxembourg are currently witnesses to a big discussion around the correction coefficients (CC) for our salaries and the potential introduction of an independent CC for Luxembourg. Currently, all existing CCs are benchmarked against the combination of the Belgium and Luxembourg costs of living. We would like to join that discussion and take the opportunity to explain the simplified mechanisms behind the correction coefficients.
Changes to our salaries come mostly from two factors:
- The yearly salary update
- A correction coefficient (if you work outside Luxembourg and Brussels)
Continue reading Cost of living/Correction coefficient in Luxembourg
Are you sometimes asked to be available to work at short notice at night, at the weekend or during a holiday? If so, are you getting the right pay?
Standby duty is a service when you guarantee to be available to work at short notice outside of the normal Commission working hours: Monday to Friday from 07.00 until 20.00.
Note that standby duty is being available to work. Actual work outside of normal working hours is called ‘out of hours work’ and is treated differently. Continue reading Generation 2004 stands by staff on standby
The 2019 Certification procedure call for applications is now open until 9 October 2019. The Certification, a procedure based on Article 45a of Staff Regulations, allows AST colleagues to get on the AD ship. There are of course some preconditions and procedures in order to be eligible for the certification. The most important is that you are already AST 5 or above and that in the previous 3 appraisal exercises you were marked as having “the potential required to take on the functions of an AD” by your reporting officer.
Deadline for the application is the 9th of October 2019. Applications must be done in Sysper. Continue reading Certification procedure 2019
STAFF IN BEAULIEU IS HAPPY THAT THE RENTAL CONTRACT OF BEAULIEU BUILDINGS IS TO BE EXTENDED
In October 2018, OIB announced the closure and relocation of the Beaulieu site buildings: BU-XIT. The original intended plan was to:
- Close the nursery as of 2020;
- Empty the BU1/5/9/24 buildings probably by the end of 2020;
- Empty the BU29/31/33 buildings around 2024. No further information was released after the OIB’s communication and no detailed plan was rolled out before the background survey of this report was published on 12 June 2019.
Continue reading BU-xit? NO!
The Local Staff Committee (LSC) Luxembourg has not yet made public the minutes of the General Assembly that took place on 9 July 2019. We would like to provide you therefore with our unofficial minutes about this Assembly and with information that you may not read from the official minutes. But first let us go back to how the story began… Continue reading Unofficial minutes of the General Assembly in Luxembourg of 9 July 2019
In the first article about our health insurance system, we introduced the limitations of JSIS cover and the difference between complementary health schemes which usually cover either “hospitalisation only” or “hospitalisation and other medical expenses”.
In the second article of the series we will address the criteria to take into account when choosing such a complementary health scheme. Continue reading Selection criteria for a complementary health scheme