The situation in Sudan is undoubtedly difficult, with the ongoing conflict affecting the lives and well-being of the population. Our local agent (LA) colleagues in the delegation there are working under these conditions to serve our EU mission and values. Their commitment and resilience in the face of such challenging circumstances deserve our utmost admiration and support. Continue reading Walking away when things go wrong? Sudan
Outside the Union
Ongoing difficulties for Local agents in Delegation Türkiye
Generation 2004 finds the situation for Local agents in Delegation Türkiye frustrating. We urge the administration to do the right thing: uphold the rule of law and principle of equal treatment. Abide by the outcome of the court case and comply with the instructions of the court. The pretext/excuse of a “lack of administrative” budget does not hold water. Losing a court case is not a daily operational business and therefore no institution should expect to be able to meet the financial liabilities under that business-as-usual budget item. Continue reading Ongoing difficulties for Local agents in Delegation Türkiye
Contract Agents in Delegations conference Tuesday 28 February
We are delighted to invite you at the Generation 2004 meeting dedicated to staff in the European Commission Delegations. Mobility: a reality of life as Contractual Agents at Union Delegations outside the EU for EEAS and Commission colleagues. Are you preparing for a new mobility? Do you believe there are possibilities to improve the exercise? Continue reading Contract Agents in Delegations conference Tuesday 28 February
The annual medical check-up: the ‘new normal’
*Update 03.03.2023 clarification of the changes announced for mid-February: all tests previously covered by «bons roses»[**] are now to be done via the health screening programme in order to be reimbursed at 100%.*
We start with some context: the annual medical check-up, that obligation that is not generally enforced, is done by only around 1/3 of staff [1]. Why might this be? Well, cost is an issue: while the check-up itself and associated laboratory tests are normally reimbursed at 100%, anything stemming from that check-up (‘diagnostic examinations’ or ‘additional treatments’, for example) will be reimbursed in the normal way (85% up to set ceilings which may or may not correspond to reality, we hear you Luxembourg [2]). Continue reading The annual medical check-up: the ‘new normal’
Colleagues in Kyiv to return to the office II
Since our last update on our Kyiv colleagues, we have been reaching out to colleagues of all categories in Kyiv. Hardship there continues: a situation ongoing since the outbreak of war (February 2022). Kyiv has been frequently shelled, there are power cuts many hours throughout the day; there are water shortages; sirens are going off frequently. The situation on the ground is extremely unsettling and it is impossible to have predictability on how long this will continue. Continue reading Colleagues in Kyiv to return to the office II
Laissez-passer renewal unnecessarily complicated and expensive?
Generation 2004 has been contacted by many colleagues serving outside the territory of the European Union regarding the issue of renewing their service passport (‘laissez-passer’ (LP)). While for the issuing of this document (e.g. for a new start in a new country (‘posting’)) the associated travel costs are met by the services, the same is not true for the renewal. Continue reading Laissez-passer renewal unnecessarily complicated and expensive?
EEAS: discriminatory treatment of AST/SC staff
Unfortunately, we have yet another example of circumstances where our secretary and clerk (AST/SC) colleagues are again treated unfairly, this time not within the Commission itself, but in the European External Action Service (EEAS) with its 144 EU Delegations around the world, specifically when it comes to applying for jobs there (‘postings’). We remind you that AST/SC is the smallest, most restricted and newest of all three function groups for officials, it’s been around only 8 years: it was created by the 2014 staff regulation reform. Continue reading EEAS: discriminatory treatment of AST/SC staff
No work-life balance for colleagues in Delegations?
While the flexible working arrangements such as offsetting and recuperating working hours (‘flexitime’) and working from home are implemented for Member States and headquarters (HQ), as of today, colleagues in 144 Delegations around the world still have no legal basis to telework. This issue has been flagged multiple times in different meetings with management and a social dialogue was planned to be concluded in September 2022. As of today, still, nothing. Continue reading No work-life balance for colleagues in Delegations?
Colleagues in Kyiv to return to the office
*Update 22.12.2022 EEAS wants to increase the number of staff present in Kyiv, pushing staff evacuated to Brussels to return for 2 weeks at a time, starting in January 2023. We have asked for clarification and flexibility in this.* Against the backdrop of Russia’s invasion of Ukraine (24.02.2022), colleagues in Kyiv are to return to being present in office starting from 31.10.2022. Local Agents (LAs) are provisionally required to be present four days per week and official (generally expatriate) colleagues are required to be present for a minimum of 2 weeks (we have asked for clarification of this part of the instructions, since the plan for presence suggests that the 2 weeks can also be teleworked). For context, teleworking in Ukraine and abroad was made available also for LAs by Admin decision (2022)20, initially for a period of 3 months. Continue reading Colleagues in Kyiv to return to the office
Hybrid working guidelines for DGs and Delegations, what should we expect?
*Update 10.03.2023 in January 2023 the Commission abandoned its draft guidelines in favour of reworking the frequently asked questions (FAQs).*
Generation 2004 firmly believes that the EU institutions should focus on impact and output rather than the means of work. When the pandemic has shown that, for many roles, teleworking can be as effective as office presence (and is considered equivalent), why does the EU appear to prefer to go back in time? Why burden colleagues with again finding balance, having to revamp their schedules and routines with the associated stresses in order to be present in their place of employment rather than letting them continue to telework in peace, efficiently, effectively, and happily? Continue reading Hybrid working guidelines for DGs and Delegations, what should we expect?
