Dignity and working conditions

Vote list 9!

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The administration must ensure the well-being of all its staff, and in particular those who are experiencing a significant increase in their workload. Solutions must be found to guarantee the continuity of the quality of execution of tasks, a mark of excellence of the work of the staff of the Institutions, while guaranteeing realistic work rhythms, tools and an adequate work environment. In particular, we consider that work spaces must correspond to the constraints and possibilities of the various professions. They should be set up with the agreement and participation of the staff. This applies to new proposals such as open spaces and hot desks. The pressure to implement these spaces, at any cost for all, and under any conditions, must be resisted, to the detriment of efficiency and conviviality. In addition, thought must be given to different forms: hot desking in open spaces or hot desking in individual offices ("hot office"). Moreover, additional resources must be provided: our institutions cannot take on more and more tasks while accepting staff cuts;

 

For U4U, telework should be voluntary, flexible and variable. Team spirit, creativity, handing over, welcoming and integrating new colleagues all require the preservation of office work. Appropriate training will help avoid digital overload and hyper-connectivity. Digital tools must be adapted both to the possibilities of hybrid modes and to a more collective and participative operation of the various work teams. Furthermore, the generalisation of telework raises the question of equal treatment between workers who do not suffer from the same material constraints, including the reimbursement of at least part of the related expenses;

 

Telework allows for more flexibility in the location of work. U4U supports the possibility of teleworking "abroad" (outside the place of employment) for at least three weeks, not linked to holidays. In addition, U4U supports the granting of additional periods for detailed personal reasons. Finally, U4U is the only trade union organisation to advocate a mobility policy, including inter-institutional mobility, which allows for family reunification;

 

Repeated restructurings, which are neither concerted nor explained, destabilise working teams and are rarely subject to the necessary prior assessments. Moreover, they add to the opacity of the institutional structure, both for the staff and for the general public. Staff must be systematically consulted, and in the event of disagreement, listening chambers must be organised to allow problems to be expressed and consensual solutions sought. When organising these chambers, the presence of staff representatives is required;

 

The quality of the service rendered takes precedence over "productivity", especially when this is obtained at the expense of our missions and the health of our colleagues;

 

No colleague should be treated inadequately by our institution, left to fend for themselves or stuck in non-work. The Commission needs all its staff to work together in a constructive spirit so that the European Union can move forward;

 

We all have to work longer, but our institution must prepare for this extension of working life, and this from the moment we enter the service. It must also better enable older colleagues to continue to progress, by continuing to train them and by offering them careers that take account of their experience and merit;

 

In conclusion, U4U believes that HR policy should be considered first and foremost in its own right, without depending on other policies. For example, telework should be the result of a Human Resources reflection, not a building policy. As with all fundamental challenges to working conditions, and their possible consequences on the efficiency and well-being of staff, we demand that decisions taken on hybrid working modes, 'open' spaces and flexi-desks be based on relevant analyses and in consultation with the trade unions. Their implementation must always be followed by a regular evaluation, which will be the basis for an analysis that will enable decisions to be taken on any corrections to be made, in consultation with the trade unions. They cannot be rushed, as in the past, for example to serve as a springboard for a building policy. They must not be carried out without the involvement of the staff, and without seeking their support;

 

In the case of the European Schools, crèches and nurseries, it is essential to provide sufficient infrastructure and quality staff. Indeed, to enable everyone to do their job properly, it is important that the Commission ensures a quality place for all the children of the staff and reception hours compatible with the constraints of work;

 

We are obviously against the progressive disappearance of canteens. They are an essential element of collective life and well-being at work. Especially at a time when there is talk of motivating us to return to the office. While we are campaigning for as many canteens as possible to be maintained, we are also asking for additional means and resources to be given to the creation of 'sustainable canteens'. Our focus is on affordable, sustainable, quality and local catering in a user-friendly environment;

 

Our union would like to see an intensification of the social dialogue between the institutions and the trade unions, better preparation of the dialogue by sending the texts to be discussed in advance, which must be documented, and at the same time a broadening of the subjects to be discussed (for example, the Union's budget and buildings policy). Similarly, once a year, the trade unions should be able to propose a non-predefined topic for social dialogue, which they could choose freely. The employer would be obliged to organise a dialogue on this topic. In addition, for U4U, the dialogue can also be organised directly between the institution and the staff themselves through annual meetings per department, during which the staff can propose themes for discussion which will then be discussed in the Staff Committee, and with the trade unions;

 

We also advocate a reform of staff representation. At the statutory level (i.e. staff committees), we call for each workplace to have its own committee (for example, Seville does not have one). We also advocate that each committee should have the same number of elected members in proportion to the population represented, to correct the current disparities. Finally, we ask that the elections in the different places be held at the same time and according to the same electoral system, so that a stable Central Staff Committee (CSC) can be formed quickly;

 

On a daily basis, we back up our demands with a number of concrete actions. U4U has set up several tools to help colleagues individually and collectively: coaching, training, preparation for competitions, personalised legal assistance, advice, support in the evaluation and promotion process and in meetings between colleagues and management, conferences and debates on subjects of general interest (pensions, diversity, etc.). When circumstances allow, we also organise convivial events: exhibitions, concerts, meals, etc.