Well-being at work is above all a moral commitment of the employer to the staff
As an employer, the Commission is morally and legally obliged to look after the well-being of its staff and to adopt a prevention policy (Council Directive 89/391/EEC on the introduction of measures to encourage improvements in the safety and health of workers at work).
Only 35 % of you feel that the Commission cares about your well-being at work. This demonstrates the failure of the fit@work policy.
This dissatisfaction also reflects the constant overwork the staff is faced with which does not seem to be fading. Added to this are deteriorating working conditions, blatant demotivation and an obsolete work environment (too much bureaucracy, lack of ergonomics, etc.).
R&D has always been concerned about your well-being, this is why we have analyzed the risks involved and the obstacles that prevent you from working in good conditions.
Prevention of psychosocial risks
R&D has published an in-depth analysis, done by itself, of the negative consequences of such risks to the Commission by identifying the various reasons, based on expert studies, on the Commission’s specific indicators from administrative and other sources, proposing an action plan (see Le Renard Déchaîné “Special Harassment and Psychosocial Risks”)
R&D has
- denounced untreated cases of harassment and abuse
- informed on this vast and complex subject
- identified the psychosocial risks at the Commission
- proposed prevention schemes
- proposed an action plan including primary, secondary and tertiary prevention
Progress made
- the administration has started taking seriously this problem
- taking into account harassment in the new GIP concerning IDOC investigations, particularly in the context of the protection of victims and witnesses
- announcement of the implementation of a prevention policy
- announcement of a new Commission decision on harassment
R&D requests
- that DG HR and IDOC would stop once and for all to bury their head in the sand by trying to deny all cases of harassment, particularly when members of management are responsible for it;
- the launch of a psychosocial survey;
- the recognition of professional pathologies related to these risks such as depressive states and burnout syndrome, chronic stress, psychosomatic diseases, musculoskeletal disorders, etc.;
- the organization of the General States of Psychosocial Risks by inviting experts, members of the Administration, lawyers and staff representatives;
- the training of human resources managers to ensure better support for colleagues;
- the promotion of wellness areas.
Well-being at work is also reconciling work and private life
Well-being at work is all about the well-being of our children
Well-being at work means taking car of our loved ones…
Well-being at work is above all the establishment of disability policy
