1 April : official control of working hours as of

 


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This information is not an April Fool !

 

In a note addressed to Human Resources Directors, DG HR announced that it will be on that date that the software for controlling staff presence, the Time Management Module (TIM) will start running in Sysper2. This should work like the flexitime system, with the possibility to encode manually your arrival and departure times which are checked monthly by the hierarchy. Special regimes will be introduced for certain categories of staff (i.e. interpreters).

At first glance, it seems almost reasonable. But is it really?

 

NO because this apparently "soft" system is leading to a change of direction in the philosophy of our administration that is becoming increasingly bureaucratic, forgetting its main functions such as being guardian of the Treaties , and initiator and executor of Union policies.


NO because this new stress contributes even more to the general demotivation of staff and the worsening of the working environment in the services.


NO because it gives more importance to the strict respect of the time schedule than to the quality of work. This approach does not take into account flexible working arrangements, such as teleworking nor the use of IT tools, such as smartphones and tablets for remote work.

 

NO because it is deeply unfair since the arrival time at one's desk can vary from person to person depending on the building and the floor where he/she works.


In addition, the note from DG HR does not mention if the working hours of the hierarchy should be controlled. A strange silence. Moreover, where does "hierarchy" begin? Does it start from Heads of Unit, or from Deputy Heads of Unit, or at a certain grade? Does it include sector managers, team leaders, head of unit secretary, etc?


For the transitional period, the note from DG HR proposes Excel tables to be completed and returned to the Head of Unit. Therefore all other systems used by some hierarchy through an excess of zeal in order to please the boss in all circumstances are no more valid.

 

 


TAO-AFI INVITES STAFF TO COMMUNICATE THE NAME OF SERVICES

THAT ARE NOT RESPECTING THE TRANSITION MEASURES

 

 

 

TAO-AFI REQUESTS THE ADMINISTRATION TO REFLECT CAREFULLY

ON THE REAL IMPACT OF THIS MEASURE ON THE STAFF