Art.90 complaints: don't miss the deadline!
You can lodge from www.recours2014.eu a series of art. 90 complaints against the most controversial provisions contained in the new Staff Regulations.
We wish to remind you that today 31 March it
is the last day to lodge the following art. 90 complaints:
We would also like to remind
that an art. 90 complaint against the reintroduction of the 6% Solidarity
Levy is available here.
Deadline: 10 April.
According to art. 90, "Any
person to whom the Staff Regulations apply may submit to the appointing
authority a complaint against an act affecting him adversely, either where the
said authority has taken a decision or where it has failed to adopt a measure
prescribed by the Staff Regulations. (...)"
Therefore lodging a
complaint is a statutory right, which cannot affect your career or
your personal working condition.
Our R&D experts are available
to answer all your questions and doubts, and to help you introducing your
complaint.
Feel free to contact us in
case of need.
Buildings 100 and 101
We wish to comprehend fully all valid concerns and want to be in a position to present them to the responsible services in an orderly manner. We believe that only a coordinated approach will result in:
a) concrete problems being acknowledged
b) appropriate steps being taken to improve the situation.
We therefore are proposing that you send your remarks directly to us or talk to our contact person in building 100 (Bernd Gawlik - tel. 9487) and 101 (Clemens Wittwehr – tel. 3898)
If you have some any comment related to Building 101 and 201 please write an email to jrc-rd-ispra@ec.europa.eu.
We will collect and analyse your input and decide on the appropriate measures to take.
UPDATE: We have provided your input to the CHST (Health & Safety Joint Commitee), which is formally in charge of following the problems of building 100 & 101.
11th April - UPDATE 2: At this link (on Yammer) you can find an update from Mr Fiore, vice-president of the CHST Committe.
4th June - UPDATE 3: At this link (on Yammer) you can find a new update.
Reform Complaints: dedicated website available!
We have listened to you!
Following the proliferation of announcements and complaint forms, and
taking into account your expectations and requests,
we have:
- grouped the efforts of a large number of Trade Unions from all Institutions and Agencies to provide you with the best defence of your rights and to demonstrate our commitment to a single set of Staff Regulations;
- set up the biggest pool of lawyers ever!
You can find the outcome of our work, and all art. 90 forms at:
Visit
our website and:
1)
check all the actions that we are launching, and look at video
presentations of our lawyers for each of them;
2)
download the complaint/request template, complete it and send it to the
AIPN of your Institution, according to the instructions that you find on our website
Have
you got any question concerning your personal situation?
A team of
experts is available -
in each Institution - to help you get an answer!
R&D Ispra is at the heart of the interinstitutional action to formally - and legally - complain against the following provisions contained in the our new Staff Regulations:
- Reduction of Travel Days and Expenses
- Career Blockage at AST9 and AD12
- Exclusion of FGI from Internal Competitions
- Conversion of AST posts to AST/SC
- Increase of Pension Age
Get full information on our action at our dedicated website: www.recours2014.eu
On 4th February R&D has invited you to attend a meeting to review the whole procedure and guide you through the steps of your appeal. Thank you for being here! Thus, as already for external assistance related to business Glantenay and Pachtitis, R&D lawyers have prepared Art.90 claim templates to be made available to unsuccessful applicants in these competitions. These templates are available to ALL candidates excluded under these competitions (AD and AST). Our assistance doesn't stop there. Since each case deserves special attention, we will provide you with personalised advice and an individual follow-up case by case.
Information concerning Internal Competitions on MyIntracomm
Our position on this subject
Latest news on salary adjustment 2011 and 2012
Salary 2012: 0,8% x 22 months = 17,6% of our payslip
Correction Coefficient 2012: 1,2% x 12 months = 14,4% of our payslip
For 2011, it is not clear yet if the Correction Coefficient will be applied as well, or if it will be a "frozen" year like 2013 and 2014.
In case the 2011 Correction Coefficient will be applied, we'll suffer a reduction of 0,4% x 12 months = -4,8%
So, in the best case scenario, we can expect 17,6% + 14,4% = 32% of our payslip ("one shot" arrears).
In the worst case scenario, we can expect 27,2% of our payslip (again, "one shot" arrears).
In all cases, we'll receive 0,8% salary increase for the future.
Our R&D Helpdesk Team advises you at all stages of the evaluation and promotion exercise. Our CDR helpdesk is free of charge and available to both R&D members and non members.
On 24th June you will find in SysPer2 the list of staff proposed for promotion by your DG. At that time, you will have the possibility to file an appeal against non-promotion.
On 24th June you will find in SysPer2 the list of staff proposed for promotion by your DG. At that time, you will have the possibility to file an appeal against non-promotion.
At the following links you can find guidance and assistance through the various steps of the evaluation and promotion exercise:
Agenda for promotions 2014
Date
|
Step
|
Comment
|
19 May to 11 June
|
Staff reps meet with all Directors General to discuss their upcoming
promotion proposals
|
Every DG discusses their original proposal with a delegation from the
Central Staff Committee in a series of confidential meetings. Staff reps, in
turn, propose changes where applicable to:
a) correct possible errors
b) improve the promotion list proposals
These meetings also allow Staff reps to collect information for their
work in the Promotion Committees
|
24 June
|
Promotion
Proposals 2014 of each DG communicated to staff through SysPer2
|
Proposals for
promotion are available in Sysper2
|
2 July (5 working days from 24 June)
|
Introduction of an appeal against
non promotion in SysPer2. Justified absences postpone the deadline
|
Appeals are possible only against non-promotion of colleagues who are
eligible for promotion (2 years since their last promotion), and have to be
substantiated. R&D elaborates a set of templates for
the most common reasons of unsatisfaction that may justify an appeal
|
8- 17 September
|
Joint
Preparatory Groups of the Promotion Committees AD and AST prepare the files
for the Promotion Committee plenary sessions.
|
The working
groups AD and AST examine appeals filed by colleagues. The outcome is passed
to the Joint Promotion Committees
|
End of October
|
Joint Promotion Committees AD and AST meet in plenary sessions to discuss
the proposals of the Preparatory Groups.
|
The Joint Promotion Committees will examine the recommendations of the
Preparatory Groups. The Joint Promotion Committees have a quota of 5% of all
promotions at their disposal. R&D Experts take part in these Committees to defend
staff interests
|
November
|
Decision and
publication of final promotion list
|
The final list
of staff promoted is published in an administrative notice by the Director
General for Human Resources, on the basis of the proposals elaborated by the
Joint Promotion Committees.
|
December
|
Payment of promotions
|
The promotions become effective retroactively, for most colleagues as of
1st January 2014 (there are exceptions). Another promotion list of ‘late
cases’ is usually published in the middle of the following year – 2015 in
this case – for example where colleagues still have time until the end of the
year to prove their 3rd language requirement.
|
You can find hereafter our most recent posts about the present and past CDR exercise
Salary adjustment 2011 and 2012
This proposal will be discussed next 12 March at the European Parliament.
More information will follow.
On 11th March the European Parliament has adopted the two reports on salary adjustments for 2011 and 2012. If the Council approves the proposal, the situation for Ispra should be the following:
Salary 2012: 0,8% x 22 months = 17,6% of our payslip
Correction Coefficient 2012: 1,2% x 12 months = 14,4% of our payslip
For 2011, it is not clear yet if the Correction Coefficient will be applied as well, or if it will be a "frozen" year like 2013 and 2014.
In case the 2011 Correction Coefficient will be applied, we'll suffer a reduction of 0,4% x 12 months = -4,8%
So, in the best case scenario, we can expect 17,6% + 14,4% = 32% of our payslip ("one shot" arrears).
In the worst case scenario, we can expect 27,2% of our payslip (again, "one shot" arrears).
In all cases, we'll receive 0,8% salary increase for the future.
All articles on this subject
Contract Agents: 3a and 3b
The recruitment and the career of contract staff at
the Commission are governed by the Commission decision C(2011)1264 of 2 March 2011 as amended by
the Commission decisions C(2013) 2528 of
3 may 2013 and the Commission decision C(2013) 8967 of 16 December
2013.
Two different category of contract staff exists: 3a and 3b.
Contract Agents type 3a
They can be recruited, on
either a part time or full-time basis in a post not included in the
establishment plan for the Commission's services as function group I, and for
the administrative offices of the Commission, EPSO, the Commission
Representations and EU Delegations. This category of staff benefits from a
contract that can be converted into a contract of indefinite duration, after a
first renewal.
Contract Agents type 3b (also called “auxiliary contract”)
They are employed by the
Commission and are engaged for short
periods: 3 months minimum and 6 years maximum.
In 2007 R&D Ispra launched a legal action against the
abuse of determined contracts by the Commission recalling a sentence of the
civil service tribunal in which it was stated that permanent contract are
«the general form of work relationship between the employer and the employee,
characterized by work stability, whereas, only in few cases does a
temporary work relationship mutually satisfies both the needs of employer and
employee».
Here
you can find the judgement given by the Civil Service Tribunal and the appeal
case before the Court of Justice.
FINECO - offer from 1.3.2014 (CLP)
Special condition for bank accounts. Click here for details
Contacts:
Roberto Forte Tel. +39 335 8330735
Marcello De Marco Tel. +39 348 7126322
Where: Comitato Culturale - Room 105
When: Wednesday 16.00-17.30
This agreement is managed by the CLP and it is available to all staff.
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