Priority 4
Social consultation for scientists
Multiplicity of roles for scientists under scrutiny
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Academic freedom is one of the most important values ​​of our university, as the rector stated during his opening speech in recent years. Academics take on various roles. In addition to being educators, they are also supervisors, alongside researchers, they manage research groups, alongside consultants and social service providers, they are also project leaders, and alongside employees, they are also managers, alongside teachers, they are also policymakers.
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KU Leuven defines a threefold mission for academics in the statute of independent academic staff (ZAP) or teaching staff (OP3). This triptych of assignments is a translation of the three core tasks of the university: education, research, and scientific and social services.
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ACV Puls wants to examine this multitude of roles in relation to the satisfaction monitor of 2023. It highlights several issues that academics themselves point out. The pain points include persistent workload, bureaucracy and administration, limits of enthusiasm, and the demand for a balanced combination of work and private life. ACV Puls believes that some solutions to this issue can be found in the multitude of roles and expectations associated with the role of a scientist. Is the expectation pattern realistic? Is there room for rearranging priorities? Can roles be distributed based on competencies and areas of interest? Can someone truly excel in all these roles simultaneously?
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Full-fledged contracts for all scientists
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The precarious status of doctoral fellows has been a point of discussion for decades. These scientists legally occupy the middle ground between the status of a student and an employee. According to labor law, they do not belong to the university's staff, and therefore, this status falls outside the scope of trade union negotiations.
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The status of scientific staff does not follow that logic. Employees in a special academic staff status are connected with an employment contract. This often involves a fixed-term contract because the university often appoints these researchers to project funding.
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Since 2024, KU Leuven has introduced a new scheme for scientific staff with consecutive fixed-term contracts. Previously, numerous short-term contracts were strung together, which was not in line with labor law. The legislator provides that when parties conclude different consecutive fixed-term employment contracts, they are presumed to have entered into one indefinite contract. This rule is in favor of the employee.
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Henceforth, scientific staff at KU Leuven will receive a fixed-term contract for a maximum of 2 years. If employment continues after that, it will be in accordance with labor law, with an indefinite contract. KU Leuven will provide these indefinite contracts with a termination clause after either 4 or 8 years. After that period, there are two career scenarios: transitioning to a position in the research framework or switching to a position in the administrative or technical staff (ATP). In all other cases, the researcher must leave the university.
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ACV Puls cannot fundamentally agree with this approach; it is also not a solution to the situation. We advocate for regular indefinite contracts for scientific staff who remain at KU Leuven after 2 years. The other Flemish universities strictly adhere to the application of labor law, while KU Leuven devised an exception. Many researchers are concerned and uncertain about their career prospects and opportunities. Why should they invest in a research career that ends after 10 years at KU Leuven and has little added value in the broader job market?
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ACV Puls stands up for these scientists. Through two online meetings, we answer questions and discuss positions. It is notable that this problem is particularly acute in large research institutes. We are actively exploring legal avenues to support these scientists.
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Transparency in operating resources and reserves
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The accounting data and financial results of the university are published in the annual report and the financial statements. There is some delay in publication, but it is an interesting source of information to keep track of.
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ACV Puls is systematically confronted with the employer's fixed response of sectoral savings. The dogma is one of wage moderation and insufficient resources to address the staff's grievances. However, heavy investment is made in new high-tech buildings, and KU Leuven owns a vast patrimony. We demand transparency in the university's finances. Which reserves are available to safeguard the university's core tasks? What buffer does the university reserve for quality education, free and independent research, and scientific services with societal value?