Is telework a myth or a reality for you?
Despite the adoption of the Decision on working conditions,
its implementation in the delegations remains challenging, arbitrary and even customer-driven!

R&D EEAS & COM[1] will stand up for your rights!

The EEAS negotiated new working conditions with the unions during the social dialogue, resulting in a decisive agreement that was implemented on 16 October 2023 through the Decision on working conditions.

This is a follow-up to the successful pilot project on working time and flexible arrangements in delegations, which was launched in 2018. The COVID-19 pandemic has also shown that delegations could adapt to local situation and operate effectively by adopting remote working solutions and ensuring uninterrupted business continuity, even in times of crisis.

This decision applies to expatriate staff, officials, temporary staff, contract staff, seconded national experts, and young professionals in delegations (EEAS and Commission). Trainees are also subject to this decision, except for teleworking from abroad, which is subject to local legislation. Local staff are subject to a separate decision under preparation, but the same principles apply, subject to local legislation.

This improvement of working conditions in Delegations through a legal basis has been welcomed by all staff. Teleworking is an effective way of increasing productivity and job satisfaction. It should be noted, however, that even today some Line Managers or Heads of Delegation may consider telework as a privilege or an obstacle to work and discourage colleagues from teleworking.

It may be useful for skeptical line managers and Heads of Delegations to review R&D’s communication regarding the Court of Auditors, where staff were congratulated for their exceptional productivity during the health crisis while we have all been confined and forced to work remotely. In addition, teleworking is nowadays widely accepted in national and international administrations worldwide.

Allowing delegation staff to telework one day or two half-days a week is a step forward that our colleagues have clearly called for. It is imperative that this decision is not left to the discretion, or even arbitrariness, of managers without any oversight by the administration, at the risk of losing sight of the objective.

The Administration has already, against the advice of R&D EEAS and R&D COM reduced the right to telework  to one day a week, in contrast to the right open to headquarters staff. The arguments put forward by the Appointing Authority to justify this (incomprehensible) difference claim that delegation staff have “representative tasks” and responsibilities that are different from those of their colleagues at EEAS headquarters. R&D EEAS has firmly opposed this inequality between delegation and headquarters, where staff have the right to telework for two days. During the long months of negotiating this legal basis, it became clear that the DGRM’s arguments to refute the two days of telework in Delegations had no professional or legal basis and did little to disguise the deplorable reality of a Human Resources Directorate subservient to the Heads of Delegation and incapable of imposing anything on them in terms of managing their staff.

R&D EEAS and COM are committed to defending your rights and ensuring that all colleagues are treated equally within our institution. And since the so-called unconvincing specificities of working in delegations have already been taken into account in the decision, It is crucial that all eligible staff in delegation are able to exercise their right to telework without being pressured by their line managers.

To properly implement this decision, R&D EEAS & COM will collaborate with the DGRM^[2] to ensure that the administration establishes and implements appropriate preventive measures and rectifies with authority any inconsistencies already perceptible in the implementation of the decision.  

Some recalcitrant heads of delegation have failed to report on the implementation of this Decision, despite repeated reminders from the administration. We are not part of an institution that operates without rules. The Decision is now in force and must be implemented in all delegations. Furthermore, at the urging of R&D EEAS, this decision has given us greater flexibility in terms of working hours, in the best interests of our staff and their services. We demand the this flexibility be fully respected and valued within the Delegations. Because, as has been pointed over the years, teleworking offers a number of benefits to both the institution and the individual. It allows professionals to be more agile and efficient in complex tasks, while also providing a better work-life balance. These advantages are not only significant for the institution, but also make teleworking an extremely attractive option for the younger generation.

In this respect, in addition to teleworking of one day a week and the flexible working hour at the normal workplace, a maximum of 10 days per year of teleworking outside the place of employment may also be granted. We welcome the opportunity to telework for up to 10 full working days per year, as is the case at headquarters. Furthermore, additional days of teleworking may be granted in certain duly justified circumstances, such as compelling family reasons, family reunification, close missions. Additionally, 100% teleworking may be also granted for temporary health problems affecting mobility, such as a broken leg or suspected infectious disease.

Finally, the last key element confirmed by the Decision is that it is essential for our colleague, whether managers or not, to respect the right to disconnect. In duly justified emergencies or for posts requiring H24 availability, no staff should not be contacted or required to work between 8 p.m. and 7 a.m. (or any other agreed time slot).

A new joint committee has been set up to monitor and evaluate the implementation of this decision. This committee includes members of the administration and designated members of the Local Staff Committee outside the Union (CLP HU). R&D EEAS will of course be present on this committee and will ensure that any grievances are addressed by the committee. If you have any questions or have difficulty asserting your rights, please do not hesitate to contact your R&D representatives at the following e-mail address: jc-telework-delegations@eeas.europa.eu

For your Renouveau & Démocratie representatives, it is  vital to build a culture of trust within EU delegations and headquarters. This change in mindset should discourage certain line managers from shirking their obligations or being tempted to put pressure on colleagues to excuse themselves from teleworking.

If you find yourself faced with this kind of hierarchical ill-will, don’t hesitate to report your situation to your elected representatives:

WOLFF Oren Oren.WOLFF@eeas.europa.eu
MABASA Lovemary Lovemary.MABASA@eeas.europa.eu
OLCZYK Malgorzata Malgorzata.OLCZYK@eeas.europa.eu

Or to your trade union: RENOUVEAU-ET-DEMOCRATIE@eeas.europa.eu

                   

---

[1] Renouveau & Démocratie (R&D) European External Action Service (EEAS) & Commission (COM)
[2] Directorate General for Ressources and Management