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FlexiTime Love 01

Too Much Love, Not Enough Flexitime
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Too Much Love, Not Enough Flexitime



The Commission general guidelines on flexitime, SEC(2006)1796, states :

1. More flexible working arrangements to be an important part of its administrative reform.
2. The Commission believes that flexitime can be a very effective tool in allowing staff to balance their professional and private commitments.
3. The Commission’s interest in the use of flexitime is the higher motivation of its staff resulting from their greater responsibility for the organisation of their time.

Now, let us consider DG ESTAT's views on flexitime where the 712th Director’s Meeting of 12 October 2010 report (Doc.712_1.5) states:

4. Different solutions on limiting the use of flexitime compensation were discussed: refusal of compensation in full days or linked to annual leave or weekends, prior agreement on the accumulation of overtime.
5. On the other hand, it is deemed necessary that managers should distribute work in the unit in order to avoid the accumulation of overtime when not really in the interest of the service. The use of flexitime compensation should be perceived as exceptional.

Despite the rhetoric's of Commission in points 1 to 3, DG ESTAT's top management consider flexitime as a negative point and consider how to refuse or limit its use in DG ESTAT.

Once again we see one policy from DG HR and Commissioners attempting to give a positive side of Human resources policy of Commission and then another very opposite view from the management of one of its DGs.

The recent proposal of Vice- President Šefcovic follows DG ESTAT's attributes that to be a good manager one must reduce by half the rights of its employees.

Our current Staff Regulations' article 55 stipulates that the maximum working week is 42 hours. Now, our current working week is 37.5 hours which leaves an individual a maximum of 42-37.5= 4.5 hours per week to work extra if he/she wishes it to be compensated in the next month up to a maximum of 15 hours.

With the new proposal of a 40h week the maximum number of hours per week that could be accumulated and accepted within the measures of article 55 is 42-40=2 hours. In a four week period that comes to 8 hours which is one day of flexitime leave in the next month.

At ILO, the working week is 40h and the staff is allowed to carry over 16h of flexible time every four weeks to the next period allowing them a possibility to recuperate 2 working days.


But Vice- President Šefcovic' can barely live a day without you, dearest of colleagues. There is a gap between the Commission's rhetoric about giving its personnel the flexibility to balance their professional and private commitments and what they really do to staff. Analysing the problems for single parents and those caring for aged relatives is left as an exercise for the reader.

Why is SID not surprised?

Created by: admin last modification: Monday 23 of January, 2012 [14:59:05 UTC] by admin


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