Executive Board Decision 2023-03
of 23 October 2023
on working time and hybrid working
THE EXECUTIVE BOARD OF EUROJUST,
Having regard to the Treaty on the Functioning of the European Union,
Having regard to the Staff Regulations of Officials (‘Staff Regulations’) and the Conditions of
Employment of Other Servants (‘CEOS’) of the European Union, laid down by Council Regulation
(EEC, Euratom, ECSC) No 259/681, and in particular Article 1e(1) and (2) and Article 55 of the Staff
Regulations and Articles 10, 16, 80 and 91 of the CEOS,
Having regard to Regulation (EU) 2018/1727 of the European Parliament and of the Council of 14
November 2018 on the European Union Agency for Criminal Justice Cooperation (Eurojust) and
replacing and repealing Council Decision 2002/187/JHA and in particular Articles 16(3)(i) and 18
thereof,
Having regard to the agreement of the European Commission pursuant to Article 110(2) of the Staff
Regulations giving the Commission’s
ex ante agreement to adoption by decentralised agencies and
joint undertakings of implementing provisions on working time and hybrid working of 25 July 20232,
After consulting the Staff Committee,
Whereas:
(1)
On 24 March 2022, the Commission informed Eurojust that it had adopted Decision
C(2022) 1788 on working time and hybrid working.
(2)
Pursuant to Article 110(2) of the Staff Regulations, implementing rules such as those
referred to in recital 1 are to apply by analogy to Eurojust. By way of derogation, an agency
may request the Commission’s agreement to the non-application of certain implementing
rules. The Commission may, instead of accepting or rejecting the request, require the
agency to submit, for its agreement, implementing rules that are different from those
adopted by the Commission.
(3)
Commission Decision C(2022) 1788 can be applied by Eurojust if it is adapted to its
peculiarities. Those peculiarities concern in particular Eurojust’s
internal structure and
operations requiring different working hours.
(4)
Those peculiarities correspond to the criteria set out in point 2.B of Communication
C(2014) 6543 of 26 September 2014 from Vice-President Šefčovič to the Commission on
the guidelines on the implementation of Article 110(2) of the Staff Regulations with
regard to the implementing rules applicable in the agencies.
1 OJ L 56, 4.3.1968, p. 1.
2 Commission Decision C(2023)5076 giving the Commission’s
ex ante agreement to adoption by decentralised agencies and
joint undertakings of implementing provisions on working time and hybrid working of 25 July 2023.
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(5)
Eurojust promotes a modern, digital and flexible working environment, to protect staff’s
health and wellbeing, enhance efficiency and improve work-life balance. For those
purposes, it is necessary to adapt the rules on working time and set out a new legal
framework facilitating ‘hybrid working’, that is to say a combination of working at the
office and teleworking, where both modalities are considered equivalent.
(6)
Teleworking would also contribute to reducing CO2 emissions arising from staff
commuting and the resulting congestion, particularly for those who drive to work, and
would therefore contribute towards supporting the European Union’s efforts, under the
European Green Deal3, to become climate neutral by 2050.
(7)
The shift towards large-scale teleworking, as a result of the outbreak of the COVID-19
pandemic in 2020, as implemented at short notice, proved that Eurojust is able to function
effectively also in such circumstances. Moreover, it demonstrated that teleworking is an
essential tool for ensuring business continuity in times of crisis. Drawing on the
experience acquired from that shift, it is necessary to adopt a new decision, which should
also take into account the modernisation of the working environment.
(8)
Hybrid working together with more flexible rules on working time wil bring along a
higher degree of autonomy for staff, as well as a greater sense of responsibility. For line
managers, that will imply taking an objectives-based and results-oriented approach and
developing an efficient remote management based on a culture of trust. Their methods
should be adapted to the management of teams that use teleworking on a regular basis,
in order to ensure proper work organisation and integration of team members. In that
respect, Eurojust should provide adequate guidance, training and material resources as
well as streamline good practices throughout Eurojust.
(9)
To protect staff’s health and well-being, line managers should ensure that the tasks they
assign to staff can be reasonably considered as manageable within their working time
schedule, taking into account peak periods.
(10) A right to disconnect should be provided for, taking into account the European Parliament
resolution of 21 January 2021 with recommendations to the Commission on the right to
disconnect4.
(11) Except in cases of force majeure, teleworking should be performed on a voluntary basis.
(12) The implementation of teleworking arrangements should take into account psycho-social
risks such as those linked to digital overload, a blurred line between professional and
private lives or social isolation. Accompanying measures should therefore ensure good
working conditions and, where relevant, provide targeted training and guidance.
(13) Hybrid working should be implemented in a way that preserves an adequate welcoming
of newcomers, transmission of knowledge and know-how, as well as effective
teamworking in a multi-cultural context and informal collaborative exchanges as a source
of creativity.
(14) Eurojust staff mostly carry out knowledge-based activities, which are in principle
compatible with teleworking. However, tasks that require physical presence (to be
elaborated upon in internal guidelines), are incompatible with telework. The rules on
3 COM(2019) 640.
4 P9_TA(2021)0021.
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teleworking laid down in this Decision should therefore not apply to staff carrying out
tasks which require physical presence.
(15) All staff should be treated equally, regardless of their working arrangements, and have
access to equivalent means of working. Notably, this refers to workload, performance
indicators, entitlements to training and career prospects. Respect for the principle of
equality should include all diversity aspects, in particular disability, gender and
age.Teleworking should, in principle, be carried out at the place of employment, in
accordance with Article 20 of the Staff Regulations, which requires that staff reside either
in the place where they are employed or at no greater distance therefrom as is compatible
with the proper performance of their duties. Eurojust should monitor the ratio of
teleworking and working at the office, with special focus on the use of teleworking per
gender. When monitoring that ratio, where relevant, Eurojust should analyse the options
to encourage the equal use of teleworking by men and women.
(16) Eurojust should pay special attention to the implementation of teleworking
arrangements and their impact on staff with a disability, notably with regard to necessary
equipment and reasonable accommodations , in accordance with Article 8 of Commission
Decision C(2004) 13185 applicable by analogy at Eurojust.
(17) Where relevant, the Staff Committee should be involved in any reflection on the lessons
learned and the implementation of this Decision.
(18) The Joint Committee should assist the human resources unit in monitoring the effective
implementation and compliance with this Decision. The joint committee may issue
recommendations to the human resources unit in case it detects inconsistencies and/or
unequal treatment in the implementation of this Decision.
(19) Eurojust should evaluate this decision after 18 months at the latest.
(20) College Decision 2016-12 of 22 March 2016 on Working Time and College Decision 2018-
18 of 16 October 2018 on the implementation of telework at Eurojust should therefore
be repealed.
(21) This Decision takes into account the standards set in Union legislation in the area of health
and safety at work, in particular by Directive 2003/88/EC of the European Parliament
and of the Council6,
5 Decision of Eurojust on the adoption by analogy of certain implementing rules to the Staff Regulations of the 29 September
2014. Point 1 of the Annex to this Decision refers to Commission Decision C (2004) 1318 of 7 April 2004 on implementing
Article 1d(4) of the Staff Regulations (definition of disability).
6 Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning certain aspects of
the organisation of working time (OJ L 299, 18.11.2003, p. 9).
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HAS DECIDED AS FOLLOWS:
CHAPTER I
SCOPE AND IMPLEMENTATION
Article 1
Scope
1.
This Decision shall apply to all Eurojust staff covered by the Staff Regulations or by the CEOS,
with the exception of special advisers. It shall also apply to seconded national experts
(‘SNEs’).
Article 2
Implementation
1.
The Appointing Authority/Authority Authorised to Conclude Contracts of Employment (the
‘Appointing Autority’) shall adopt Guidelines indicating criteria, procedures and good
practices to achieve the objectives of this Decision and set up monitoring tools. The Staff
Committee shall be consulted on the Guidelines before their adoption.
2.
Line managers shall decide on individual working arrangements for their staff regarding the
working time and hybrid working arrangements in accordance with this Decision and the
Guidelines referred to in paragraph 1. Such arrangements shall be in conformity with the
interests of the service, taking into account the staff members’ specific responsibilities and
constraints.
CHAPTER II
WORKING TIME
Article 3
Working time and flexitime arrangements
1.
A staff member’s normal working time shall be set at 40 hours per week, spread over five
working days, from Monday to Friday. A full working day shall be 8 hours, while a half
working day shall be 4 hours. Such hours shall apply
pro rata for staff authorised to work
part-time.
2.
The default working-time arrangement for Eurojust staff shal be flexitime, which allows
staff to:
(a) vary the time at which they start and end their working day;
(b) offset or recuperate additional hours worked, in accordance with the conditions laid
down in Article 6, where eligible.
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3.
The Appointing Authority may, after consulting the human resources unit and the Staff
Committee, adjust or complement the working-time provisions with respect to an entire
entity with specific service requirements.
4.
Due to particular service requirements linked to the nature of their duties and after
consulting the human resources unit and the Staff Committee, the Appointing Authority may
decide to exclude certain groups of staff from applying flexitime as referred to in paragraph
2, by setting fixed working hours or different working hours than those laid down in Article
5. Any decisions to that effect, already in force before the entry into force of this Decision,
may continue to apply.
5.
In cases of urgency linked to
force majeure, decisions concerning the working hours or
flexitime referred to in paragraphs 3 and 4 may be adopted before consultation of the Staff
Committee.
Article 4
Basic principles
1.
Line managers, in consultation with staff members, shall ensure that the overall work
assigned to their staff is in principle manageable in a standard 40-hour working week, while
having regard to peak periods during the year. This paragraph shall apply
pro rata to staff
working part-time.
2.
The number of daily working hours may in principle not exceed a total of 10 hours, including
for staff working part-time.
3.
Where excess hours are imposed by service needs, staff may offset those extra hours by
working less hours the following days, weeks or months or by taking a full or half day of
recuperation in accordance with Article 6.
4.
An IT tool shall be made available to staff to record their working hours. Registered working
hours shall correspond to the time actually spent working.
5.
Line managers and staff members shall clarify beforehand their expectations as regards the
implementation of Article 5(1) and of Article 6, paragraphs (4) to (6), and shall endeavour
to reach an agreement on those expectations.
6.
Line managers shall ensure that their staff members respect the applicable rules. While line
managers may delegate the execution of administrative tasks related to the implementation
of this Decision, they shall remain responsible for verifying that the hours recorded
correspond to the time actually spent working.
The evaluation of consistency between hours registered and work performed shall be
output based. Where line managers notice discrepancies between the number of hours
registered and the tasks assigned and corresponding output, they shall discuss those
discrepancies with the staff member concerned before validating the monthly timesheet.
They shall reject registered hours not corresponding plausibly to time actually spent
working.
7.
Line managers and staff members may turn to the human resources unit for guidance on
the implementation of the working time and flexitime arrangements set out in this Chapter,
in order to ensure the implementation of the rules in a consistent manner.
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Article 5
Daily working hours
1.
Staff shal work mainly between 07:00 and 20:00.
Within the time frame set out in the first subparagraph, staff should be available for
interaction with other colleagues as follows:
− on Monday from 10:00 to 12:00 and from 14:00 to 16:00,
− on Tuesday from 10:00 to 12:00 and from 14:00 to 16:00,
− on Wednesday from 10:00 to 12:00 and from 14:00 to 16:00,
− on Thursday from 10:00 to 12:00 and from 14:00 to 16:00,
− on Friday from 10:00 to 12:00.
By way of derogation, staff may, in agreement with their line manager, decide to set other
hours during which they shall be available for interaction with other colleagues, within the
time frame set out in the first subparagraph.
For the remainder of the hours, staff shall have the flexibility to choose how to spread their
working time daily, in agreement with the line manager, in line with the needs of the service.
Staff may choose to work outside the time frame referred to in the first subparagraph of this
Article, in agreement with the line manager. In such case, they shall focus on tasks that do
not require immediate interaction with other colleagues.
2.
The time frame referred to in the first subparagraph of paragraph 1 shall not be considered
as stand-by duty. Staff may not be expected to be reachable outside the working time agreed
pursuant to paragraph 1, except in duly justified situations as defined under paragraph 6.
3.
Staff shall be encouraged to take regular breaks, especially when working in front of a
screen. They shall take a minimum of one break of at least 20 minutes per working day7.
4.
Line managers shall respect the principles of trust-based management, which entail a high
level of autonomy for staff and no unnecessary control. However, they may unilaterally
determine the working hours of staff members who fail to comply with the responsibilities
attached to this level of autonomy.
5.
Line managers shall ensure adequate planning of the daily and weekly work, to ensure
service continuity, and show flexibility for staff’s personal commitments and breaks.
6.
Line managers and other staff may not contact staff or request them to work from 20:00 to
07:00 (‘disconnection period’), except in any of the following cases:
(a) emergency;
(b) preagreement;
(c) where the nature of the work or tasks require availability during such hours.
Information and/or emails received by the staff member which do not require their
immediate reaction or are not specifically addressed to them shall not be considered to be
a contact referred to in the first subparagraph.
7 Interpretative Communication C(2017) 2601 on Directive 2003/88/EC of the European Parliament and of the Council
concerning certain aspects of the organisation of working time (OJ C 165, 24.5.2017, p. 1).
6
The same right to disconnect shall apply at weekends, on public holidays and during the
staff’s annual leave or other types of leave.
Article 6
Offsetting and recuperating working hours
1.
Where staff members have worked more than their normal working time, as referred to in
Article 3(1), they shall be credited with the corresponding amount of time (‘credit’). Where
staff members worked less than the normal working time, they shall be debited with the
corresponding amount of time (‘debit’). The IT tool referred to in Article 4(4) shall be used
to record and display their ‘credit’ or ‘debit’ hours.
2.
The number of credit hours may in principle not exceed 2 hours for a given working day.
However, where the needs of the service so require, in particular during peak periods, more
than 2 daily working hours may exceptionally be counted as credit hours.
3.
The balance of credit and debit hours shall be calculated at the end of each calendar month.
A credit balance of maximum 20 hours shall be carried over to the next month.
A debit balance shall not exceed 20 hours. It shall be carried over to the next month.
By way of exception, a credit balance exceeding 20 hours or debit balance exceeding 20
hours at the end of the month may be carried over to the next month where, because of
service reasons, sick leave or
force majeure, the staff member concerned was prevented
from adjusting the balance appropriately.
4.
As a general rule, a monthly credit balance shall be offset by subsequent shorter working
time compared to the daily average of 8 hours. A debit balance shall be offset by a longer
working time during the following six calendar months at the latest.
5.
Where the balance is in credit, staff eligible pursuant to Article 55(4) of the Staff Regulations
may request recuperation of the hours in credit. Only half days or full days may be
recuperated. No more than two full days or four half days may be taken as recuperation each
calendar month.
Staff members to whom the second paragraph of Article 44 of the Staff Regulations applies
shall not be eligible for recuperation.
6.
Where a staff member requests recuperation, the line manager, having due regard to the
principles of trust-based management, shall approve the request where both of the
following conditions are met:
(a) a credit balance is justified by the staff member’s work;
(b) the request is compatible with the interests of the service.
Article 7
Specific situations
1.
Absences for annual leave, special leave and sick leave shall be accounted for on the basis of
a normal working day of 8 hours in the case of a full day and 4 hours in the case of a half
day. This paragraph shall apply
pro rata to staff working part-time.
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2.
Working hours during a mission shall be accounted in the same manner as normal working
hours.
Travelling time for a mission shall be counted and registered as working time, including
when taking place on a weekend or on a public holiday.
Where a mission finishes with an overnight travel and a morning return to the place of work,
a compensation of half a day of leave shall be granted on the day of return. Where leave
cannot be taken immediately upon return, a half day of leave shall be taken in due course
following the return from the mission.
3.
Any other work-related activity such as training or tasks related to personnel
administration in Eurojust shall be accounted as working time, provided that the line
manager agrees and that the activity takes place in the interests of the service or is required
by the needs of the service.
4.
Statutory representation shall be counted as working time.
CHAPTER III – HYBRID WORKING
Article 8
Definition and basic principles
1.
For the purposes of this Decision, ‘hybrid working’ means a combination of teleworking and
working at the office.
2.
Teleworking means carrying out work remotely with the help of digital tools. Teleworking
shall only be allowed for tasks that, by their nature, can be adequately performed remotely.
3.
The human resources unit shall set up a register of types of tasks incompatible with
teleworking.
4.
Working at the office and teleworking shall be considered as equivalent ways of working.
Article 9
Hybrid working arrangements
1.
All staff whose tasks are compatible with teleworking may perform part of their working
time remotely, by reaching an arrangement with their line manager on a trust basis, which
takes into account the interests of the service and the wellbeing of staff.
The arrangement shall, in principle, be formalised. However, by common agreement
between the line manager and the staff member, such arrangement may be informal. All
arrangements, regardless of their form, shall be subject to the rules laid down in this Article.
2.
Staff members shall in principle be entitled to a stable arrangement as laid down in
paragraphs 6 and 7. However, subject to the agreement of their line manager, staff members
may exceptionally telework during another time slot or other time slots than the one
previously agreed or be granted an
ad hoc additional time slot of teleworking, provided that,
as a result, staff members do not telework more than 60% of their weekly working time.
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3.
Except in the cases referred to in Article 12, teleworking shall be performed on a voluntary
basis and staff shall have the right to come to the office every day without prior
authorisation, including when they are authorised to telework.
4.
Staff members shall register in advance whether they will be teleworking or working at the
office using the dedicated IT tool in accordance with this Decision and with the rules set out
by the human resources unit. The tool shall cater for flexibility for staff members and for
planning.
5.
In accordance with the principles of a trust-based working culture, staff shall ensure that
the time slots of presence at the office and the time slots of telework conform to what was
agreed with their line manager. In cases where such principles are not respected by the staff
member, the line manager may increase monitoring.
6.
Staff members who wish to telework up to 20% of their weekly working time shall inform
their line manager of their intention to telework and the corresponding time slot or time
slots. Such teleworking arrangements shall be granted for a renewable period of six months,
or for the duration of the contract, whichever is shorter. The arrangement is automatically
renewed for the same period, in the absence of notification to the contrary by either the line
manager or the staff member concerned a month before the envisaged expiry date. For duly
justified services reasons, line managers may instruct staff to telework on another time slot
or other time slots than the one or ones previously agreed.
7.
Staff members who wish to telework more than 20% and up to 60% of their weekly working
time shall have to agree on a working arrangement to that effect with their line manager.
Such teleworking arrangements shall be granted for a renewable period of six months. The
arrangement is automatically renewed for the same period, in the absence of notification to
the contrary by either the line manager or the staff member concerned a month before the
envisaged expiry date. For duly justified reasons, line managers may refuse totally or
partially the request to telework for more than 20% and/or may ask staff to telework on
another time slot or other time slots than the one or ones previously agreed.
8.
The teleworking arrangements referred to in paragraphs 6 and 7 may be modified at the
request of the staff member or of the line manager after hearing the staff member
concerned. The modified arrangement shall enter into force after a period of one month.
However, if agreed by the staff member and the line manager, such modified arrangements
shall enter into force on the date as decided by them.
9.
Where the line manager considers that it is necessary in the interests of the service, a staff
member may be authorised to telework more than 60% during the week.
10.
Staff members with temporary health issues impacting their mobility but who are still able
to telework may request to telework for the whole duration of their health issue.
Mobility issues shall be certified by a doctor and validated by the Eurojust doctor, who may
proceed with any appropriate verification.
11.
Line managers shall ensure that the presence of staff at the office is spread as evenly as
possible during the whole working week.
12.
Line managers may decide that, on a specific time slots during the working week the whole
department,
unit, sector or team is required to be present at the office to facilitate team
building, internal planning or organisation and brainstorming, as wel as informal
exchanges between colleagues. In such cases, those time slots shall be communicated to staff
in advance, except in case of emergency.
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13.
Where the proper functioning of the service would otherwise be compromised, line
managers may require staff members to work at the office for the entire relevant period, on
grounds related to the interests of the service. Such a decision shall not entail nor require
the modification of teleworking arrangements.
14.
Line managers shall ensure fairness and equal treatment in the implementation of this
Article, to ensure that all staff can benefit from teleworking arrangements.
15.
The human resources unit shall ensure that teleworking arrangements are applied in a fair
and equal way across the Agency.
Article 10
Place of telework
1.
Without prejudice to Article 11, telework shall be performed at the place of employment or
at no greater distance therefrom as is compatible with the proper performance of the duties,
in accordance with Article 20 of the Staff Regulations. Staff shall telework from a place
allowing them to physically come to the office within a reasonable time without being
dependent on the hazard of transportation, in case of an unforeseen service need.
2.
Teleworking staff shall ensure they have a reliable broadband connection and an
appropriate working environment. Staff shall be expected to ensure compliance with data
security and cybersecurity and respect applicable confidentiality standards. Where
technical issues linked to connectivity or to their home office environment prevent them
from adequately performing their duties, staff shall return to the office at their own expense
within a reasonable time.
Article 11
Telework outside the place of employment
1.
All staff may telework outside the place of employment referred to in Article 10(1) for up to
10 working days per calendar year, upon their request and subject to the agreement of their
line manager.
The human resources unit shall supervise the implementation of the first subparagraph and
ensure that it is applied consistently. The human resources unit shall provide the
Appointing Authority annually with aggregate data on the application of the first
subparagraph.
2.
In exceptional circumstances, such as duly documented imperative family reasons, an
authorisation to telework outside the place of employment referred to in Article 10(1) may
be
requested through the human resources unit and may be granted by the Appointing
Authority for up to one month, after consulting the staff’s line manager. The authorisation
may be renewed under the same conditions.
3.
Where, in accordance with Article 5 of Annex V to the Staff Regulations and Articles 16 and
91 of the CEOS, staff members are recalled to duty for service reasons while on annual leave
or have their leave cancelled, their line managers may authorise them to telework outside
the place of employment for a number of days in addition to the 10 working days referred
to in paragraph 1.
10
4.
Staff teleworking outside the place of employment shall ensure that they have a suitable
broadband connection and a home office environment allowing them to adequately perform
their duties. Where they cannot perform their duties adequately, staff shall either take
annual leave where compatible with the interests of the service, or return to the office or to
the place of telework within the meaning of Article 10(1) at their own expense within 48
hours. The time during which staff could not perform their duties due to technical issues
shall be debited to the staff’s working hours.
5.
Staff authorised to telework outside the place of employment shall communicate their
temporary address to the administration before the start of such teleworking period.
Article 12
Force majeure and other special cases
1.
The Appointing Authority may, after consulting the Staff Committee, for duly justified
reasons, authorise telework for an extensive and uninterrupted period of time for all or part
of an entity.
2.
In cases of
force majeure, the Appointing Authority may, after consulting the human
resources unit and informing the Staff Committee, require staff members to telework for
extensive and uninterrupted periods, until further notice. The timeline for consultation shall
be commensurate to the nature and extent of the circumstances constituting
force majeure.
Article 13
Equipment, technical support and connectivity
1.
Eurojust shall provide all teleworking staff with at least a laptop computer. The laptop
computer shall be used both at the office and when teleworking.
2.
Eurojust shall provide staff with adequate IT tools required for both work at the office and
telework. These tools shall enable staff to benefit fully from the opportunities of both
working modalities, including virtual and hybrid meetings, in order to maintain staff
motivation and efficiency. Eurojust shall support staff with additional equipment,
depending also on their job profile, subject to budgetary availability.
3.
Specific needs of staff with disability on telework shall be catered for in accordance with the
reasonable accommodation conditions set out by Article 8 of Commission Decision C(2004)
13188 implementing Article 1d(4) of the Staff Regulations.
4.
Where appropriate, the Appointing Authority may adopt a decision providing for a financial
contribution covering certain costs of teleworking staff, subject to budgetary availability.
8 Decision of Eurojust on the adoption by analogy of certain implementing rules to the Staff Regulations of 29 September
2014 – including in the Annex (point 1) - Commission Decision of 7 April 2004 implementing Article 1d(4) of the Staff
Regulations [C(2004) 1318.
11
Article 14
Health and safety
1.
Eurojust shal provide teleworking staff with information on occupational health and safety,
ergonomics, document security, use of IT equipment, precautions to be taken against
damage and theft and any other subject relating to telework.
2.
Managers shall follow trainings concerning the specificities of managing teleworking staff,
including leading a team and building team spirit, monitoring performance and motivation
of each team member as well as the possible risks and dangers of digital overload and digital
burnout.
3.
Staff on telework shall be covered by the insurance against accident and occupational
disease provided by Article 73 of the Staff Regulations to the same extent as staff working
at the office.
4.
Teleworking staff shall take reasonable preventive measures to avoid physical risks in their
teleworking space. Eurojust shall organise regular and adequate prevention campaigns on
health and safety when teleworking.
CHAPTER IV
FINAL PROVISIONS
Article 15
Joint Committee
The Joint Committee shall monitor the implementation of the Decision. It shall issue its
recommendations to the human resources unit in case it detects inconsistencies and/or unequal
treatment in the implementation of the Decision. It shall not have the power to hear individual cases.
Article 16
Monitoring and evaluation
1.
The human resources unit shall be responsible for monitoring the effective implementation
and compliance with this Decision within Eurojust and shall ensure that it is applied
consistently by:
(a) regular contacts with the other entities across the agency;
(b) consultation of the Joint Committee;
(c) implementing the Guidelines referred to in Article 2(1).
2.
The human resources unit shall perform an evaluation of the implementation of this
Decision within 18 months from the date of the entry into force of this Decision.
3.
The human resources unit shall monitor the use of hybrid working, including as regards
gender. Where relevant, it shall analyse the options to encourage the equal use of
teleworking by men and women.
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Article 17
Repeal and consequences of repeal
1.
College Decision 2016-12 of 22 March 2016 on Working Time is repealed.
2.
College Decision 2018-18 of 16 October 2018 on the implementation of telework at Eurojust
is repealed.
3.
Commission Decision C(2022) 1788 of 24 March 2022 on working time and hybrid working
does not apply by analogy at Eurojust.
Article 18
Entry into force
This Decision shall enter into force on the date following that of its adoption.
Done at The Hague on 23 October 2023,
On behalf of the Executive Board of Eurojust,
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