Social Elections 2024

Why vote ACLVB?

ACLVB is the only trade union that is completely politically independent. What concerns us is to protect and/or improve the employment law and social security position of every employee.

ACLVB stands for freedom, solidarity, responsibility and tolerance. We trust that the mission of KU Leuven is best achieved by granting individuals maximum free decision-making power. Freedom is offset by responsibility, solidarity and tolerance towards colleagues. That is why telework, protection of academic freedom, balanced disciplinary regulations, social safety, transparent policy, etc. are not idle concepts.

ACLVB does not want to get bogged down in slogan language. Correct, unfiltered information provision to colleagues is the key. That is why we attach great importance to the freedom to distribute informative newsletters.

The complexity of KU Leuven is enormous. We are therefore recruiting a very large team of 47 candidates from all groups and central services. ACLVB KU Leuven has also been committed to a strong legal arm for years in order to provide the best support to colleagues, both collectively and individually. We like to determine our position based on facts and not on gut feeling.

Our key points

Purchasing power and career

Meal vouchers

For years, the ACLVB KU Leuven has been insisting on a courageous decision by our employer to realize this obvious and market-based wage component and thus compensate for a small part of the reduction in purchasing power in recent years. Nobody wants to become poorer by working for KU Leuven.
Despite the fact that granting meal vouchers would mean a democratic and tax-friendly increase in purchasing power for employees, the employer continues to refuse this.
The offer from the non-profit organization ALMA is not an answer to the needs of KU Leuven employees and therefore fails as a full-fledged staff restaurant. Thanks to meal vouchers, every employee (and his family) can eat what, when and where he wants.

During the negotiations and despite two impactful crises (which caused KU Leuven to go into savings mode), it was agreed to conduct a cross-statute salary study (comparison between universities and market conformity). An initial part of a requested wage study (currently only for ATP) was carried out by the employer, but still needs to be further supplemented, refined and analyzed.

Telework allowance and digital connectivity fee

It is most urgent that the established telework allowance and digital connectivity fee (CLA 2021) are increased and move towards the maximum permitted reimbursements by the National Social Security Office (RSZ).

Bicycle allowance and bicycle lease

We are happy with the bicycle allowance that has now been achieved (CLA 2021), but the amounts must be adjusted to the current taxfriendly maximums.
ACLVB KU Leuven campaigned for a bicycle leasing system (CLA 2021), which makes the free choice of means of transport (bicycle) much greater. KU Leuven will implement this as soon as legislation makes this possible.

ATP promotion process/remuneration

As an employee, you must be able to take the initiative yourself to request a promotion; steps are being taken here. The collective labor agreement-ATP negotiations will also continue on this point after the elections.
Advancement levels must be limited in time and remuneration must at least follow the legally established principles.

Fixed term/indefinite term…

No, we are not immediately rejecting the recent KU Leuven policy regarding research associates; not because we do not grant anyone an indefinite employment contract, but because we want to continue to see the broader picture. Naturally, an appropriate transitional arrangement for experienced employees with a long track record must be ensured.
What we find important is clarity and transparency about career prospects at KU Leuven. That is a responsibility of the policy, and at the same time also an individual responsibility to be able to take your fate into your own hands in a well-informed manner.

Work - life

Flexible work organization

The possibility, regardless of a negative evaluation, to mutate internally and to take on new challenges with the experiences and knowledge acquired should be self-evident. We all have to continue working longer and preferably with passion. The creation of talent pools and a solidarity fund seem to us to be ideas that need further development.
That agility is essential. Together with the now established vision on telework and disconnection, we are working together on a more flexible labor organization.

Disconnection

As a result of the so called Labor Deal legislation (2022), a balanced Collective Labor Agreement for Disconnection (2023) was also established. A 'mind shift' for many, and therefore still a long way to go. Where elementary rules regarding the ability to disconnect are not complied with, the collective labor agreement provides that social dialogue has a role to play.

Telework

The Collective Labor Agreement for Telework and Digital Connectivity (2021) also requires structural follow-up from us for the same reasons. Here too, we detect sometimes on the employers' side an urge for 'the old way'. However, figures show that employees themselves think differently about this; Their work-life balance has improved significantly thanks to hybrid working.

4-day week and “varying weekly regime”

The possibility of a varying weekly regime introduced by the Labor Deal legislation (2022) must be anchored in the work regulations as soon as possible (in a cycle of two consecutive weeks, one week you work more than the normal weekly working hours and the next week you work less).
The elaboration of the 4-day week (same legislation) requires more preparation; we will follow this up.
Both give employees more freedom and flexibility.

Pension plan for ATP

We want an end to the rigid, unjust pension plan benefit scheme (in the event of death, you cannot choose your children choosing over the partner as beneficiary) and the impossibility of using your pension reserve as a guarantee for a mortgage loan.

Working environment

Workload

The employee satisfaction monitor again indicates that workload remains a notable sore point; that pressure has been rising for years. With painful regularity, ATP, AP and OP employees, young and old, are absent for long periods of time. ACLVB KU Leuven continues to insist on the right prevention measures and, linked to this, better guidance and protection upon return-to-work.

Correct remuneration and compensation for overtime or for work on Sundays (including for academic staff!) is now also a sore point. Fair remuneration and respect for employee rights are not exaggerated demands, but should be self-evident.

Inappropriate behavior

In the recent past, ACLVB KU Leuven argued for an external reporting point because if it is perceived as unsafe indoors, the complaint/report should still be able to be made and should not remain dormant. That is and was essential for us. The Decree on Inappropriate Behavior in Higher Education, approved in December 2023, now finally provides for the establishment of such an external reporting point, within the Flemish Human Rights Institute. (The reporting point is currently operational but still in start-up mode and provides central registration and active follow-up of reports at every higher education institution). We will of course continue to monitor its operation.
As a final step, we are currently working together with the employer on a 'code of conduct'. We see this as a (to be enforced) clear and structured elementary overview of 'integrity' of what KU Leuven expects from everyone in our professional environment. Essential in an academic environment that also includes internationality.

Information

We require good information flow from the policy team (documented web pages, correctly balanced collective labor agreements, adequate and customer-friendly services, etc.). We also take that responsibility ourselves; reason why we always inform you extensively and nuanced through our newsletters; you are entitled to that

Representation AP/OP/ATP

Awareness is growing among AP, OP and ATP that the legally organized social consultation offers additional guarantees of a strong and correct approach, in addition to their representation on the Academic Council, when it comes to their labor and social law situation.
Signals from within AP/OP are reaching us about too little participation from departments in the appointment of ZAP, a lack of transparency about the parameters for assessing the Tenure track, and in certain elections, the ignoring of input provided, and decisions that are actually already 'en petit'. committee' were taken…Such feelings are disastrous.
There is therefore an urgent need to create more effective involvement and desire to participate in policy and to avoid the unnecessary feeling of backroom politics.

Administrative simplification

The administrative burden, not least around education, is constantly increasing. Pursuing more student accountability measures (e.g. examining the examination regulations) can help in this, but certainly also optimizing the meeting culture.
The increasing teaching load (more students and subjects with decreasing REs) on the one hand and the reduced return on projects (more overhead) on the other hand, increase the pressure on employees. As social partners, we help find solutions.

Financing model

The financing model of higher education (closed financing system) is under pressure. The rat race of working harder and harder, publishing more, supervising more PhDs, in the hope of stealing resources from another institution, must stop.
To this end, the employer and employees must work together in the relevant consultative bodies (VLIR, Flemish Consultation Committee on Higher Education, Government Commissioner, Works Councils, etc.).
A thorough internal review of our internal financing system (including less dependence on stated parameters) is an indispensable first step.

Our candidates

Peter Maertens, Faculteit Rechtsgeleerdheid en Criminologische Wetenschappen

Peter Maertens
Faculty of Law and Criminology