Local Agents’ teleworking decision — a right at last, but not yet a fair one

Ranjan Shrestha, Maja Vuckovic-Krcmar, Sumeet Thakkar, Sunil Kumar, Mahbuba Abdulloeva and Helen Conefrey.

A LEGAL RIGHT TO TELEWORK — BUT ONLY ONE DAY A WEEK?

Staff in EU DEL already have more limited TW than Headquarters has had for over a decade and Local Agents are still waiting for the Legal Decision to be adopted!

The Local Agents’ Teleworking Decision is in the adoption circuit — formalising, at last, the right to one day of teleworking a week. It is a milestone worth marking.

For the first time, Local Agents are set to have a clear legal basis to telework. That is a real step forward, and one USHU has pressed for over many years. But the case never needed making. A 2018 pilot in selected Delegations already debunked the myths and delivered positive results, and the 2020–2022 pandemic proved beyond any doubt that staff across all categories can deliver from multiple places of work. Expatriate staff are governed by a separate Decision that came into force several years ago, on 16/10/2023. Almost 3 yeas later and still not Decision for Local Agents!

One day a week — and no more by right

The decision now being signed formalises teleworking on a weekly basis, with any working week including one day of teleworking (taken as one day or two half-days), subject to the local Delegation Arrangements. Securing it in law is progress. But structured telework has existed at Headquarters for more than a decade. One day a week is a timid floor, not the modern, results-based hybrid model that the evidence supports — and it should be the starting point for the next round, not the finish line.

No telework within the country

USHU and other Trade Unions requested that Local Agents be allowed to telework within the country of employment, not only in the city where the Delegation sits. The Administration refused. USHU challenged this refusal; under a results-based framework the distance from the office becomes less irrelevant; time differences in larger countries are easily managed; and the decision already contains articles to address any abuse.

No telework from abroad either

The request to allow limited telework from outside the country was also refused, on the grounds of complexity in assessing employment status, social security and tax, and the difficulty of applying common rules across more than 145 different places of work. USHU continues to believe this is workable and would facilitate specific situations and improve business continuity.

Exceptional Additional TW days for family illness

USHU proposed additional, exceptional telework days for different situations as is foreseen for expatriates however the Administration declined. USHU advocates for equal treatment across staff categories.

Heads of Delegation: discretion, but with accountability

Several Trade Unions raised concerns about the discretionary powers of Heads of Delegation over telework arrangements for Local Agents. As a safeguard, Heads of Delegation must submit the adopted arrangements together with the minutes of their meetings with Delegation Staff Representatives — ensuring genuine consultation and an additional layer of accountability.

A timely answer to the energy crisis — but only a partial one

The on-going global energy crisis is also a timely reminder of the need to modernise and ensure a flexible working pattern and modalities. With the World Bank projecting a 24% rise in energy prices this year, and LA transport allowances frozen for over a decade — €2.70 a month in some Delegations, unchanged since 2011 — every commute avoided is real money saved and protects the environment as fewer commute to work.

A modern workplace

Performance is measured by outputs and deadlines, not by hours in the office. Telework can improve the work-life balance for many as it supports staff caring for young children or elderly parents, and helps prevent the burnout.

What next ?

USHU secured the inclusion in the upcoming Decision of a Joint Committee to be established for the Local Agents’ Telework Decision — comprising Commission and EEAS staff representatives. The committee aims to ensure consistent treatment across staff categories. USHU will be active on this committee and committed to representing you better.  

USHU believes in mutual trust and modern hybrid working conditions for all staff. The TW pilot was completed with positive results many years ago. The evidence is there — what is still missing is the trust in staff.