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 Option to work 95% for family reasons
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. 
Colleagues at DG BUDG are the latest victims of yet another Commission fait-accompli collaborative workspace project.
As explained in our 
Last month, in 
*The Central Staff Committee (CSC) harassment/bullying survey [*] preliminary results were presented in the 
Imagine you are off for a month over summer… You are having the holiday of a lifetime but it is coming to an end. You really cannot face going back to the office just yet, but you have no more annual leave. Isn’t it tempting to change your flight and call in sick for a couple of days? DG HR thinks you might be tempted and created a 
