FLEXITIME
Flexitime
is a daily/weekly work schedule, which the European Union staff may opt
for when they first join the Institutions, or later on during their
careers. EU staff is supposed to work 7.5 hours per day for a total of
35 hours per week. As per the flexitime system, staff may freely choose
their times of arrival and departure, provided that "core time" is
respected, and that a minimum of half an hour is taken for lunch breaks,
as they are considered essential for well-being at work. Core time runs
from 09.30 to 12.00 and from 15.00 to 16.30 (16.00 on Fridays).
Whenever extra-time is cumulated at the end of the month, these hours
may be reported in the following month, and compensation in the form of
leaves may be taken. A maximum of two days off per month is allowed.
I believe that flexitime is extremely beneficial because it allows for a better balance between private and professional life. Thus such flexibility regarding working time helps to accommodate individual needs, whilst still respecting organizational rules at work.
In addition, since extra-time is not remunerated at the Institutions, the possibility of having up to two days of leave per month may contribute to keeping up personnel's motivation, especially in periods of heavy workload.
Nevertheless, some reluctance towards flexitime still exists, especially among middle and senior managers who wish to have strict control over their staff. For instance, within the Commission, since the registration of working hours is done by each staff member him/herself without any sort of external scrutiny, the misuse of the system is possible.
Personally, I consider flexitime to have a very positive impact on personnel's working conditions. Deemed as one of the main benefits of the private sector working conditions, it has thus been introduced within the European public administration.
I believe that flexitime is extremely beneficial because it allows for a better balance between private and professional life. Thus such flexibility regarding working time helps to accommodate individual needs, whilst still respecting organizational rules at work.
In addition, since extra-time is not remunerated at the Institutions, the possibility of having up to two days of leave per month may contribute to keeping up personnel's motivation, especially in periods of heavy workload.
Nevertheless, some reluctance towards flexitime still exists, especially among middle and senior managers who wish to have strict control over their staff. For instance, within the Commission, since the registration of working hours is done by each staff member him/herself without any sort of external scrutiny, the misuse of the system is possible.
Personally, I consider flexitime to have a very positive impact on personnel's working conditions. Deemed as one of the main benefits of the private sector working conditions, it has thus been introduced within the European public administration.
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