{"id":737,"date":"2025-10-12T16:05:03","date_gmt":"2025-10-12T14:05:03","guid":{"rendered":"https:\/\/kanzlei-mader.de\/?page_id=737"},"modified":"2026-05-06T16:26:09","modified_gmt":"2026-05-06T14:26:09","slug":"eu-dienstrecht","status":"publish","type":"page","link":"https:\/\/kanzlei-mader.de\/en\/eu-dienstrecht\/","title":{"rendered":"EU Civil Service Law -  Staff Regulations \/ CEOS"},"content":{"rendered":"<div data-elementor-type=\"wp-page\" data-elementor-id=\"737\" class=\"elementor elementor-737\" data-elementor-post-type=\"page\">\n\t\t\t\t<div class=\"elementor-element elementor-element-86e0219 e-flex e-con-boxed e-con e-parent\" data-id=\"86e0219\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-8b1b151 e-flex e-con-boxed e-con e-parent\" data-id=\"8b1b151\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-2453bc2 e-flex e-con-boxed e-con e-parent\" data-id=\"2453bc2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-19850d8 elementor-widget elementor-widget-image\" data-id=\"19850d8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"600\" height=\"400\" src=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/09\/kanzlei-mader-flaggen-1.jpg\" class=\"attachment-large size-large wp-image-485\" alt=\"EU-Dienstrecht Personalstatut Beamte der EU Vertragsbedienstete Verwaltungsbedienstete Personalstatut der Europ\u00e4ischen Union Berufskrankheit Unfall Besch\u00e4ftigungsbedingungen f\u00fcr sonstige Bedienstete (BBSB) EU civil service law Damages Harassment Invalidity Contract staff Temporary staff EU Staff Regulations Conditions of Employment of Other Servants (CEOS) Career Classification Promotion Staff Regulations CEOS officials\" srcset=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/09\/kanzlei-mader-flaggen-1.jpg 600w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/09\/kanzlei-mader-flaggen-1-300x200.jpg 300w\" sizes=\"(max-width: 600px) 100vw, 600px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5a93004 elementor-widget elementor-widget-heading\" data-id=\"5a93004\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h1 class=\"elementor-heading-title elementor-size-default\"><b>EU Civil Service Law -  Staff Regulations \/ CEOS<\/b><\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-8f23444 e-con-full e-flex e-con e-child\" data-id=\"8f23444\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-27ec0e2 elementor-widget elementor-widget-heading\" data-id=\"27ec0e2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Service<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-164f81a elementor-widget__width-initial elementor-widget elementor-widget-text-editor\" data-id=\"164f81a\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;motion_fx_motion_fx_scrolling&quot;:&quot;yes&quot;,&quot;motion_fx_devices&quot;:[&quot;desktop&quot;,&quot;tablet&quot;,&quot;mobile&quot;]}\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li>Legal advice, strategy, and litigation around the employment at the EU institutions and other bodies and agencies of the European Union \u2013 EU Civil Service Law (Staff Regulations \/ CEOS)<\/li><li>Expert insight based on own service at various EU institutions, and based on litigation &amp; staff representation at the EU courts and on political advocacy<\/li><li>Complaint procedure under Article 90(2) of the Staff Regulations<\/li><li>Legal opinions<\/li><li>Representation before EU institutions, including OLAF &amp; IDOC, before the General Court of the EU and the Court of Justice of the EU, Luxemburg<\/li><li>Advice and enforcement of rights in occupational disease and accidents, on insurance and invalidity (Medical Committee \/ Invalidity Committee)<\/li><li>Institutional Compliance &amp; Regulatory Advice<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c0d9def e-flex e-con-boxed e-con e-parent\" data-id=\"c0d9def\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b865a76 elementor-widget elementor-widget-heading\" data-id=\"b865a76\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Selected topics and cases on EU Civil Service Law<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cf09119 elementor-widget elementor-widget-n-accordion\" data-id=\"cf09119\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;default_state&quot;:&quot;all_collapsed&quot;,&quot;max_items_expended&quot;:&quot;one&quot;,&quot;n_accordion_animation_duration&quot;:{&quot;unit&quot;:&quot;ms&quot;,&quot;size&quot;:400,&quot;sizes&quot;:[]}}\" data-widget_type=\"nested-accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"e-n-accordion\" aria-label=\"Accordion. Open links with Enter or Space, close with Escape, and navigate with Arrow Keys\">\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2170\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"1\" tabindex=\"0\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2170\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> What is EU Civil Service Law ? <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2170\" class=\"elementor-element elementor-element-b822c7a e-flex e-con-boxed e-con e-child\" data-id=\"b822c7a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2170\" class=\"elementor-element elementor-element-79b8dac e-con-full e-flex e-con e-child\" data-id=\"79b8dac\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-75f04f5 elementor-widget elementor-widget-text-editor\" data-id=\"75f04f5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>EU Civil Service law<\/strong> features aspects of individual and of collective labour law which have shaped a <em>sui generis<\/em> system of employment. It is based on the <b>Staff Regulations (SR) and the Conditions of Employment of Other Servants (CEOS)<\/b> that apply to the staff of the EU main institutions, but also to equivalent European services defined as \u2018institutions\u2019 such as the Economic and Social Committee, the Committee of the Regions, the EU Ombudsman and the Data Protection Supervisor, and to the agencies and other bodies. They largely apply to the staff of the European External Action Service (EEAS). The regime of EU Civil Service law (including the jurisdiction of the courts of the CJEU under Art. 270 TFEU) is also of importance for the staff of bodies enjoying more independence within the family of European institutions, such as the European Investment Bank (EIB) and the European Central Bank (ECB).<\/p><p>EU Civil Service law has been shaped by a <b>large and detailed jurisprudence of the EU Courts<\/b>, being the area of Union law that represents the second-largest number of cases brought before the courts of the EU (only intellectual property law produces a higher number of cases). Since 1952, a total of over 5,000 cases relating to civil service law and the Staff Regulations have been decided and settled out of a total of over 40,000 cases.<\/p><p>This case law has not only developed employment law in the narrow sense, but over time it has significantly spurred advances in EU administrative law, institutional law, procedural law and individual legal positions such as the EU\u2019s stance on fundamental rights, long before a fundamental rights charter was drafted. For that reason, EU civil service law also functions \u2013 in the field of research on EU integration \u2013 as a test bed for the horizontal application of (for instance) EU procedural administrative law.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2171\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"2\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2171\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> Interpretation of EU Staff Regulations <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2171\" class=\"elementor-element elementor-element-983b624 e-con-full e-flex e-con e-child\" data-id=\"983b624\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2171\" class=\"elementor-element elementor-element-efaf8ca e-flex e-con-boxed e-con e-child\" data-id=\"efaf8ca\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4a44bd2 elementor-widget elementor-widget-text-editor\" data-id=\"4a44bd2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tThe clauses of the Staff Regulations \/ CEOS first of all have to be interpreted according to their wording.\n<br>\nAn interpretation other than by wording presupposes that the legislative intent is not clear without doubt from the legal text itself. Apart from an interpretation according to the letter, sometimes also the historical, systematic and teleological method of civil service law as an autonomous legal matter of Union law in accordance with the Treaties and general principles of Union law, is being applied by the EU Courts.<\/br> A general principle of interpretation is that a measure must be interpreted, as far as possible, in such a way as not to affect its validity and in conformity with primary law as a whole and, in particular, with the provisions of the EU Fundamental Rights Charter.\n\nAnother frequently applied principle is the need for a narrow interpretation of provisions giving rise to a claim, as well as the strict (i.e. narrow) interpretation of exceptions.\n\nRecourse to national law only occurs if there is an express reference to such law.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2172\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"3\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2172\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> How can EU Directives have an influence on EU Civil Service Law ? <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2172\" class=\"elementor-element elementor-element-cb99f44 e-con-full e-flex e-con e-child\" data-id=\"cb99f44\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2172\" class=\"elementor-element elementor-element-394ca52 e-flex e-con-boxed e-con e-child\" data-id=\"394ca52\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-20eba89 elementor-widget elementor-widget-text-editor\" data-id=\"20eba89\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Directives are addressed to the Member States, Art. 288 TFEU. Hence \u2013 and in line with the autonomy of EU civil service law \u2013 the provisions of directives are not directly applicable to it, either when legislating civil service law under Art. 336 TFEU or when implementing the SR or CEOS.<\/p><p>On the other hand, there are good reasons why the institutions of the EU should not fall short of the minimum standards that the Member States set for themselves in the legislative instruments that the directives represent. In addition, directives typically contain reasonings which may point to labour law principles and the underlying concepts that motivated the legislation. Regarding how far such considerations can and should influence EU civil service law, a consistent line has not yet emerged and would have to be drawn very carefully, taking into account the special legal character and particular circumstances of the application of EU civil service law.<\/p><p>Altogether, there are <b>four areas<\/b> in which directives might have an impact on civil service law:<\/p><p><b>\u00a0 \u00a0 (1) in cases of an explicit reference in civil service law to the provision of a directive, <\/b><\/p><p><b>\u00a0 \u00a0 (2) in order to fill a gap in the SR, <\/b><\/p><p><b>\u00a0 \u00a0 (3) where a directive expresses a general principle of law, and <\/b><\/p><p><b>\u00a0 \u00a0 (4) as a rule of interpretation in line with the duty to cooperate in good faith.<\/b><\/p><p><br \/>In more detail:<\/p><p><br \/><i><b>(1) Explicit reference<\/b><\/i><\/p><p>A provision may expressly refer to an article of a directive or to a directive as a whole. Art. 1e(2) SR contains a dynamic reference to directives, which the ECJ interprets so widely that all directives relating to health protection (including the organization of working time) are included. There is reason to criticize this as going too far, partly because the SR already contain provisions on the organization of working time, and partly because a softening of the conclusive normative character of the SR would lead to legal uncertainty. In another case too the ECJ applies the reference under Art. 1e(2) SR extensively to the provision of a directive which is thereby extended into a specification of the fundamental right to paid annual leave based on Art. 31(2) FRC. This also raises doubts because, given the existing (SR) rules on annual leave, there is no scope for applying the directive provision by reference, which would otherwise lead to a low (minimum) standard in the protection of fundamental rights.<\/p><p><i><b>(2) Filling a gap in the SR <\/b><\/i><\/p><p>In its judgment on the case, the CST considered that a recourse to directives and international conventions was possible where, in its opinion, civil service law was incomplete, such as in regard to the scope of the obligation to motivate a decision that terminated the employment of a temporary agent. The provision in the directive would make it possible to complement the incomplete regulation under the SR. In the appeal, the GC no longer applied this reference.<\/p><p><i><b>(3) General principles of law contained in directives<\/b><\/i><\/p><p>Provisions contained in a directive may bind an EU institution indirectly if they express a general principle of Union law which is thus applicable to the institution. A general principle of law (not \u2018only\u2019 a principle) could, for example, be derived from the considerations contained in the preamble (recitals) of a directive. In such a case it is not the directive itself that becomes the basis, but the general principle derived from it. In <i>Carreras Sequeros<\/i>, a case in which the extent of annual leave entitlement under Art. 31(2) FRC had to be determined, the GC derived a principle of non-regression concerning standards of social protection from the text of the preamble of Directive 2003\/88, and asserted the existence of a desired continuous improvement of working conditions over time. On appeal, the ECJ set the judgment aside. The ideas and reasoning on which a legislative act (directive) relies may contain or be built on a general principle of law that will transpire in the recitals of a directive.<\/p><p>In other instances where case-law refers to directives, it is not even expressly a \u201cgeneral principle\u201d that is invoked, but rather the concept of a certain <i>level of protection<\/i> afforded to persons under directives within the Member States, which according to the courts the EU institutions in their respective areas of competence shall not fall short of. For these cases, it is submitted that <i>this is the <i>principle t<\/i>hat the courts actually refer to: maintaining the level of legal protection within the institutions, as it is established under the directives for the jurisdiction of the Member States. For example, according to Art. 7 of Directive 2002\/14 the Member States shall ensure that employees&#8216; representatives, when carrying out their functions, enjoy adequate protection and guarantees to enable them to perform properly the duties which have been assigned to them. The courts refer to this provision to argue that the dismissal of an employees\u2019 representative on the ground of his or her status or the functions which he or she performs in his or her capacity as a representative is incompatible with the protection required by Art. 7 of that Directive, and apply this to EU civil service.<\/i><\/p><p>It should be noted that if general principles determined from directives ultimately lead to an interpretation of fundamental rights under the Charter, there is a risk that secondary law may be used as a standard for fundamental rights. This would be contrary to the hierarchy of norms that demands the opposite: that fundamental rights and other primary law provisions should be used to interpret the content of secondary law. However, the directive itself remains an instrument of secondary law and for that reason cannot alter, let alone overrule, either a provision under the SR or a provision contained in the FRC. It cannot overrule the SR due to the specialised legal nature of the SR, and it cannot overrule the FRC because of the hierarchical structure: the charter is on the level of primary law (Art. 6(1) TEU), and is not subject to a modifying interpretation derived from secondary law.<\/p><p><i><b>(4) Duty to cooperate in good faith<\/b><\/i><\/p><p>In its judgment on <i>Aayhan<\/i>, the CST had to decide whether a directive may be relied on as regards relations between institutions and their staff. It found that an obligation to interpret the SR in the light of directives can be derived from the principle of sincere cooperation (which at the time was termed \u201cduty to cooperate in good faith\u201d). The Member States have a duty to act in good faith, as do the institutions in relation to the Member States and the institutions amongst themselves. The CST concluded that the directive does not in itself comprise the basis for a plea of illegality against a provision of the SR, but it may be relied on for interpreting the rules of the SR. For instance, the directive\u2019s provisions can make explicit the EU legislature\u2019s intention to make stable employment a prime objective in terms of the European Union\u2019s labour relations.<\/p><p>Consequently, the brief overview of the four areas mentioned above confirms that care should be exercised when resorting to directives (or principles derived from directives) to develop civil service law. In practice, taking into account the comprehensive and autonomous character of the specialised labour law regime as set out in the SR and CEOS, there hardly seems to be any room left for gap-filling or an interpretation in conformity with directives that could not also be filled from within the SR or by recourse to fundamental rights. Such an approach would further curb judicial \u201ccreativity\u201d when deducing general principles from secondary legislation, and would therefore increase legal certainty. Conversely, fundamental rights and general principles of law do have an impact on the interpretation of civil service law.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2173\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"4\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2173\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> \u201cInvalidity\u201d of a member of staff must be determined solely in relation to the own institution <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2173\" class=\"elementor-element elementor-element-5ee4d05 e-con-full e-flex e-con e-child\" data-id=\"5ee4d05\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2173\" class=\"elementor-element elementor-element-d2b88fe e-con-full e-flex e-con e-child\" data-id=\"d2b88fe\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5119adc elementor-widget elementor-widget-text-editor\" data-id=\"5119adc\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Invalidity, occupational diseases and accidents are serious threats for the professional and private lives of staff.<\/p><p><b>Art. 78 SR <\/b>(invalidity allowance) is related to the<b> incapacity to work<\/b>, while<\/p><p><b>Art. 73 SR<\/b> (insurance coverage) aims at the <b>physical and\/or psychological harm for the integrity of the person<\/b>.<\/p><p>Their scope and pre-conditions are therefore not the same. Certain definitions are however identical.<\/p><p>In order to claim the related entitlements, the timely and accurate action is needed, once the disease is known and the staff member has all elements available to claim his\/her rights. An accident must be reported within 10 working days, which may be extended in instances of force majeure and \u201cfor any other lawful reason\u201d.<\/p><p>Case law has clarified the definition of the term invalidity: invalidity in the context of the entitlement of staff to an invalidity allowance can only be interpreted as an incapacity to fulfil the duties within the <u> own<\/u> institution. If found invalid there, the staff member cannot be referred to the general labour market with the argument that he\/she would be \u201cnot invalid\u201d <i>outside <\/i>the institution.<br \/>A consequence of this is that an invalidity allowance has to be granted independent of the capacity of the staff member to perform work on the general labour market. The EU institutions and their Invalidity Committees cannot avoid the recognition of an invalidity by asserting that the staff member is still fit to work \u201csomewhere else\u201d.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2174\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"5\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2174\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> What is an Occupational Disease ? <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2174\" class=\"elementor-element elementor-element-2bbc028 e-flex e-con-boxed e-con e-child\" data-id=\"2bbc028\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2174\" class=\"elementor-element elementor-element-31abc18 e-con-full e-flex e-con e-child\" data-id=\"31abc18\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4bddb53 elementor-widget elementor-widget-text-editor\" data-id=\"4bddb53\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><b>What is an occupational disease<\/b><\/p>\n<p>The term <i>occupational disease<\/i> is not defined in the SR. The definition contained in Art. 3(1) of the Common Insurance Rules states that the diseases mentioned in the \u201cEuropean Schedule of Occupational Diseases\u201d shall be considered occupational diseases to the extent that the insured parties have been exposed to the risk of contracting them in the performance of their duties.<\/p>\n<p>However, this list is not definitive, as becomes clear from Art. 3(2): \u201cAny disease or aggravation of a pre-existing disease not included in the schedule (\u2026) shall also be considered an occupational disease if it is sufficiently established that such disease or aggravation arose in the course of or in connection with the performance by the insured parties of their duties with the Communities.\u201d<\/p>\n<p>In other words, there shall be an increased protection for those persons whose work makes them more liable to the development of certain diseases by limiting the extent of the requirement to prove that they were occupational in origin. Thus, where the disease which the official contracted is included in the European List of Occupational Diseases, he (or in case of his death, his heirs) need not show that the work was in fact the cause of the disease, but that it is <i>plausible<\/i> that the official contracted it while performing his work, that is to say, that there is a possibility that the disease had its origin in his work.<\/p><p>The level of evidence is reduced to plausibility where the disease (or its aggravation) is contained in the list, otherwise (i.e. if is not contained in the list), the level of evidence still does not meet strict standards demonstrating causality, but it has to be sufficiently established that the disease arose \u201cin the course of or in connection with the performance\u201d of the duties. This onus remains, and it will not be sufficient to show only a \u201cpotential causal link\u201d between the performance of duties and the illness if at the same time it is highly probable, on the basis of scientific knowledge, \u201cthat the illness results from a cause that has nothing to do with the performance of those duties\u201d<\/p>\n<p>That decision regarding the possibility of a link is therefore dependent on a scientific appraisal.<\/p>\n<p>For example, also <b>psychological harassment<\/b><br>can lead to the development of a disease that is to be recognised as being of occupational origin, with the consequence of an entitlement to the social benefits under Art. 73 and Art. 78 SR.<\/p><p><br><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2175\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"6\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2175\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> What is Psychological Harassment ? <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2175\" class=\"elementor-element elementor-element-6e57ca6 e-flex e-con-boxed e-con e-child\" data-id=\"6e57ca6\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2175\" class=\"elementor-element elementor-element-e5038b1 e-con-full e-flex e-con e-child\" data-id=\"e5038b1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-26c6cf9 elementor-widget elementor-widget-text-editor\" data-id=\"26c6cf9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tPsychological harassment is defined as\n\n<ol>\n \t<li>\nany improper conduct that takes place over a period, is repetitive or systematic and involves physical behaviour, spoken or written language, gestures or other acts that are intentional and that may undermine the personality, dignity or physical or psychological integrity of any person\u201d. Psychological harassment must be understood as a process that occurs over time and presupposes the existence of repetitive or continual behaviour which is \u2018intentional\u2019, as opposed to \u2018accidental\u2019. \n<\/li>\n \t<li>\nin order to fall under that definition, such physical behaviour, spoken or written language, gestures or other acts must have the <b>effect of undermining the personality, dignity or physical or psychological integrity of a person<\/b>. A conduct is \u2018improper\u2018 if an impartial and reasonable observer, of normal sensitivity and in the same situation, would consider the behaviour or act in question to be excessive and open to criticism. <\/span><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n\n\nJudicial review of an alleged harassment is exercised broadly as a  check of the facts in the light of the above-mentioned conditions, instead of a \n\nmanifest error of assessment control only.Psychological harassment does <b>not<\/b> require a  on the side of the person committing the harassment. The subjective element only requires wilful intent as to the intentional commission of the acts in question, while the effect of the harassment no longer has to be intended.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2176\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"7\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2176\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> Can harassment be committed by bystanders in a \"collective\" or \"passive\" way ? <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2176\" class=\"elementor-element elementor-element-648403b e-flex e-con-boxed e-con e-child\" data-id=\"648403b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2176\" class=\"elementor-element elementor-element-c8258ff e-con-full e-flex e-con e-child\" data-id=\"c8258ff\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4e2ac4b elementor-widget elementor-widget-text-editor\" data-id=\"4e2ac4b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The ECJ in its judgment on Case C-343\/23 P &#8211; Colombani &#8211; differentiates the following way:<\/p><ol><li>Harassment can happen in a coordinated manner, by several persons. All of them would be harassers.<\/li><li>If there is no coordinated manner, however, a pure failure to intervene does not amount to harassment.<\/li><li>Nevertheless, a passive behaviour can constitute harassment, provided that it reflects intentional individual conduct, as opposed to an only \u201caccidental\u201d conduct, occurring over time and having the effect of harming a person\u2019s personality, dignity, or physical or psychological integrity.\u00a0<\/li><\/ol><p>\u00a0<\/p><p><strong>Conclusion<\/strong>:<\/p><p>The first question is whether a behaviour is<em>\u00a0<strong>coordinated <\/strong>or not. <\/em>This will primarily decide on whether someone is or not participating in an ongoing harassment by someone else.<\/p><p>Secondly, everyone will have to assess if a passive behaviour actually\u00a0\u00a0&#8222;<strong>reflects<\/strong>&#8220; <strong>intentional <\/strong>individual conduct.\u00a0<\/p><p>\u00a0<\/p><p><strong>Decision in Colombani case:<\/strong><\/p><p>In the concrete case Colombani, the ECJ found that the General Court in first instance has not excluded the possibility of collective harassment, but that the GC considered that, factually, there was no individual and personal implication of the person who was accused of harassment.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2177\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"8\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2177\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\">  Recruitment: the limits of Secrecy of the selection panel\u2019s considerations <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2177\" class=\"elementor-element elementor-element-740be72 e-con-full e-flex e-con e-child\" data-id=\"740be72\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2177\" class=\"elementor-element elementor-element-decf889 e-flex e-con-boxed e-con e-child\" data-id=\"decf889\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-fe66a1c elementor-widget elementor-widget-text-editor\" data-id=\"fe66a1c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>In Case NZ (T-668\/20, NZ v Commission), the Court clarifies on the limits of confidentiality of the work of the selection panel (board) in recruitment processes. The deliberations of the panel are protected by confidentiality in order to ensure its independence, see Article 6 Annex III SR. However, the duty to state reasons persists, serving to protect the candidates\u2019 right of effective judicial review and allowing the court to assume its control function.<\/p><p><i>Facts<\/i><\/p><p>The applicant participated in an internal competition for administrators at grade AD 10. Although NZ scored highly and was invited to the oral test, she was not included on the reserve list, since her score (15.5\/20) was below the required threshold (16\/20). NZ challenged the decision, questioning how her qualitative evaluations (&#8222;very strong&#8220; on all three assessed components) translated into a lower aggregate score and not being selected.<\/p><p>\u00a0<\/p><p><i>Decision of the Court<\/i><\/p><p>The Court annulled the decision not to place NZ on the reserve list, because the panel had violated the <b>duty to state reasons<\/b>: it failed to disclose the raw intermediate scores and the weighting method. Communication of the overall oral test score is standard practice and generally considered sufficient, but the facts here involved qualitative assessments and contained an unexplained conversion mechanism. The Court found some ambiguity in how \u201cvery strong\u201d ratings on all components can lead to a less favorable overall score. The panel had established internal weighting and conversion tables for qualitative assessments, but did not disclose the exact intermediate raw scores nor the weighting method to NZ.<\/p><p>It can be retained that neither the raw scores assigned for each component nor the weighting coefficients are covered by the confidentiality of the panel\u2019s deliberations and must, upon request, be communicated to the candidate.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2178\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"9\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2178\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> The Request for Assistance, Article 24 SR <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2178\" class=\"elementor-element elementor-element-e4166da e-flex e-con-boxed e-con e-child\" data-id=\"e4166da\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2178\" class=\"elementor-element elementor-element-7e5dc65 e-con-full e-flex e-con e-child\" data-id=\"7e5dc65\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2178\" class=\"elementor-element elementor-element-406e755 e-con-full e-flex e-con e-child\" data-id=\"406e755\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-1d30a71 elementor-widget elementor-widget-text-editor\" data-id=\"1d30a71\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p style=\"padding-left: 40px;\"><i>Article 24 SR:<\/i><\/p><p style=\"padding-left: 40px;\">The Union shall assist any\u00a0 official in particular in proceedings against any person perpetrating threats, insulting or defamatory acts or utterances, or any attack to person or property to which he or a member of his family is subjected by reason of his position or duties.<\/p><p style=\"padding-left: 40px;\">It shall jointly and severally compensate the official for damage suffered in such cases, in so far as the official did not either intentionally or through grave negligence cause damage and has been unable to obtain compensation from the person who did cause it.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d5ecc65 elementor-widget elementor-widget-text-editor\" data-id=\"d5ecc65\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>\u00a0<\/p><p>Article 24 SR imposes on the institutions, bodies, offices and agencies of the European Union an obligation to provide assistance in order to protect EU officials from attacks and ill-treatment not only by third parties, but also by other officials or other staff members of the European Union, irrespective of their hierarchical position, or by members of an institution. In cases of allegations of psychological harassment, the duty to provide assistance includes, in particular, the <b>duty of the administration<\/b> to <b>examine seriously, expeditiously and in total confidentiality<\/b> the request for assistance in which psychological harassment is alleged and to inform the applicant of the outcome.<\/p><p>The principle of good administration (Art. 41 of the Charter of Fundamental Rights of the European Union) includes a duty of care on the part of the EU administration, which must act with care and caution.<\/p><p>Psychological harassment is part of a continuous process over time. Therefore, by definition, it may be the outcome of a set of different acts which, considered in isolation, would not necessarily constitute per se psychological harassment but which, viewed as a whole and in context, including because of their build-up over time, could be regarded as such. Such facts must therefore be examined both individually and jointly as part of the general working environment.<\/p><p>It is import for a victim of harassment (whether psychological or sexual harassment) to preserve any evidence and to seek the institution\u2019s assistance by lodging the request for assistance under Art. 24 SR in a timely manner. The request for assistance is the way to involve the appointing authority and thus unfold the obligations of the institution towards the staff employed, in order to be able to enforce these rights.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2179\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"10\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2179\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> On the importance of the statement of reasons, Art. 296 TFEU  <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2179\" class=\"elementor-element elementor-element-2a8ba73 e-flex e-con-boxed e-con e-child\" data-id=\"2a8ba73\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2179\" class=\"elementor-element elementor-element-d9c1e5f e-con-full e-flex e-con e-child\" data-id=\"d9c1e5f\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-90b755a elementor-widget elementor-widget-text-editor\" data-id=\"90b755a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"color: #800080;\">Statement of reasons: Art. 296 TFEU stipulates: \u201cLegal acts shall state the reasons on which they are based\u2026\u201d.\u00a0 A<span style=\"font-size: 1.3rem;\">lso Art. 41(2) c FRC and Art. 25(2) SR contain obligations of reasoning.<\/span><\/span><\/p><p>In case <em>Case C-114\/19 P, Commission v D. Di Bernardo, <\/em>the Court of Justice confirmed and redefined the right of a candidate in an open competition to obtain a statement of reasons for the decision not to admit him to the list of successful candidates.\u00a0<\/p><p>Together with a rejection decision, the selection board has to provide reasons for its decision and has to indicate the selection criteria, even if the candidate had not requested the communication of reasons or criteria. Where the reasoning of a decision is inadequate, the administration may only in exceptional circumstances supplement the statement of reasons during the proceedings.<\/p><p>The central purpose of a reasoning is that it <em>enables the persons concerned to ascertain the reasons for a decision and to enable the competent court to review its legality<\/em>. Absence or lack of reasoning may make an administrative decision liable to annulment, and may lead to the award of damages.<\/p><p>In principle, the reasoning has to be provided together with the decision itself; it cannot be supplemented later during the court proceedings. However, to a certain extent the inadequacy of an existing statement of reasons can be healed later during the court proceedings.<\/p><p>If reasons are supplemented at the court stage, the judges must still ascertain whether the additional statement of reasons is liable to infringe the <em>rights of the defence.<\/em><\/p><p>Important: \u201csecrecy\u201d cannot be used as argument by the institution or the selection board to preclude communication of the objective factors and criteria for assessment.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-21710\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"11\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-21710\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\">  The Art. 90(2) SR Complaint and the Correspondence Rule <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21710\" class=\"elementor-element elementor-element-be41885 e-flex e-con-boxed e-con e-child\" data-id=\"be41885\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21710\" class=\"elementor-element elementor-element-f66ce01 e-con-full e-flex e-con e-child\" data-id=\"f66ce01\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-fecb74a elementor-widget elementor-widget-text-editor\" data-id=\"fecb74a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Art. 90 SR contains procedures for a pre-litigation phase intended both to encourage an amicable resolution of a dispute and to delimit its subject matter. Preliminary procedures provide an opportunity \u2013 on the initiative of the official \u2013 for the administration to rectify a situation where the law permits or even obliges a correction to be made.<\/p><p><em><strong>\u00a0 \u00a0 \u00a0The<\/strong> <b>rule of correspondence<\/b><\/em><\/p><p>(also <i>principle of consistency <\/i>or <i>principle of the identity of the subject matter of the dispute <\/i>is an important specialty in EU civil service law. It requires \u2018correspondence\u2019 or identity between the subject matter of the complaint and that of the action.<\/p><p><i>\u00a0 \u00a0 <strong>\u00a0What does this practically mean?<\/strong><\/i><\/p><p>In an later court action, only those pleas will be admissible that are <i>closely related <\/i>to the complaint. The way the complaint is drafted therefore is of high importance for the success of the subsequent legal action at court. Pleas appearing only at action stage might not be heard at the court.<\/p><p><i>\u00a0 \u00a0 <strong>\u00a0What is going to be admissible in the action ?<\/strong><\/i><\/p><p>The court will accept a <i>substantiation <\/i>and the <i>amplification <\/i>of a plea already brought forward in the complaint, as well as other grounds based on legal or factual circumstances that only became known in the course of the proceedings. The effect of the correspondence rule is that the parties (especially the complainant) limit the scope of court proceedings to that of the pre-contentious dispute at the complaint stage. New legal pleas and new lines of argumentation relating to facts that have already been introduced are barred if they had not been raised in the complaint.<\/p><p>The correspondence rule is violated if the court application changes the subject matter or the ground of the complaint (i.e. contesting the substantive or procedural legality of the act). The action does not have to be directed against the same decision as was the complaint, but against the same content.<\/p><p>N.B.: A plea of illegality (Art. 277 TFEU) can be raised for the first time at the court, and does not fall under the correspondence rule.<\/p><p><i><strong>Legal advice for drafting a complaint and Rule of Correspondence<\/strong><\/i><\/p><p>As opposed to the filing of an application at the court, a complaint in pre-contentious procedure does not have to be filed by an attorney. Further, the costs of the complaint procedure (i.e. legal advice at that stage) are regularly irrecoverable. Hence, frequently, a staff member is not yet being advised by an attorney during the complaint phase. Under the correspondence rule, a lack of instruction leads to a limitation of the scope of arguments in litigation and thus reduces the staff member\u2019s chances of successful outcome.<\/p><p>Conversely, the correspondence rule makes it advisable (despite the irrecoverable cost) to consult a lawyer, because of the preclusion of arguments that were not introduced in the complaint stage. In addition, the professional legal assessment of a matter by a lawyer in the early phase before or during the complaint procedure can help to reduce the case load of the courts.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-21711\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"12\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-21711\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> The A to Z of EU Staff Regulations and CEOS  <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21711\" class=\"elementor-element elementor-element-d4802e2 e-flex e-con-boxed e-con e-child\" data-id=\"d4802e2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21711\" class=\"elementor-element elementor-element-84fba91 e-con-full e-flex e-con e-child\" data-id=\"84fba91\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-30d9695 elementor-widget elementor-widget-text-editor\" data-id=\"30d9695\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li>Access to Justice<\/li><li>Accident<\/li><li>Acts Adversely Affecting an Official<\/li><li>Administrative Statuses<\/li><li>Allowances, Grants and Reimbursement of Expenses<\/li><li>Annual Rate of Acquisition<\/li><li>Appeal<\/li><li>Appointing Authority<\/li><li>Appointment<\/li><li>Appraisal<\/li><li>Ban on Obstruction<\/li><li>Barcelona Incentive<\/li><li>Career Paths<\/li><li>Change of Function Group<\/li><li>Changes and Withdrawals of Decisions<\/li><li>Collective Bargaining<\/li><li>Competitions<\/li><li>Complaint<\/li><li>Complaint to the Ombudsman<\/li><li>Compensation for Damages<\/li><li>Confidentiality<\/li><li>Consequences of Activity in the Staff Committee<\/li><li>Conflict of Interest<\/li><li>Contract staff<\/li><li>Correspondence Rule<\/li><li>Damages<\/li><li>Dismissal<\/li><li>Disciplinary Proceedings<\/li><li>Disputes of a Financial Character<\/li><li>Duty of Care<\/li><li>Elections and other Engagement<\/li><li>Equal treatment<\/li><li>Expatriation Allowance<\/li><li>Family Allowances<\/li><li>Financial Liability of the Official<\/li><li>Flexible Working Time Arrangements<\/li><li>Form and Language of Application<\/li><li>Freedom of Association<\/li><li>Function Groups<\/li><li>Fundamental Rights<\/li><li>General Implementing Provisions<\/li><li>General Principles of EU Civil Service Law<\/li><li>Good Administrative Behaviour<\/li><li>Grading<\/li><li>Harassment, psychological \/ sexual<\/li><li>Health and Safety<\/li><li>Impartiality<\/li><li>Incapacity to work<\/li><li>Independence<\/li><li>Insurance and Pension<\/li><li>Invalidity<\/li><li>Invalidity Committee<\/li><li>Joint Committee<\/li><li>Leave<\/li><li>Loyalty<\/li><li>Medical Committee<\/li><li>Medical File<\/li><li>Mobility<\/li><li>Mutual Rights and Obligations<\/li><li>Non-active Status<\/li><li>Non-discrimination<\/li><li>Occupational Disease<\/li><li>Officials<\/li><li>Outside Activity<\/li><li>Personal File<\/li><li>Principles of Interpretation<\/li><li>Probationary Period<\/li><li>Proportionality<\/li><li>Promotion<\/li><li>Recovery of Overpayments<\/li><li>Request for Assistance<\/li><li>Retirement Pension<\/li><li>Remuneration<\/li><li>Retroactive Decisions<\/li><li>Review<\/li><li>Review of Decisions on Invalidity<\/li><li>Reviewable Act<\/li><li>Right to Bring an Action<\/li><li>Right to Strike<\/li><li>Rights of the Defence<\/li><li>Role and Functions of the Staff Committee<\/li><li>Rules Adopted by Agreement<\/li><li>Salary<\/li><li>Secondment<\/li><li>Selection Procedures<\/li><li>Sickness Insurance<\/li><li>Social Dialogue<\/li><li>Special Allowances<\/li><li>Staff Committee<\/li><li>Statement of Reasons<\/li><li>Survivor&#8217;s Pension<\/li><li>Temporary Agent<\/li><li>The Framework of Administrative Decision Making<\/li><li>Time dedicated to Staff Representation<\/li><li>Time Limit for Bringing an Action<\/li><li>Training and Career Development<\/li><li>Transfer<\/li><li>Transparency<\/li><li>Urgent Procedures and Interim Relief<\/li><li>Whistleblower Protection<\/li><li>Working Conditions<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-126e4a5 elementor-widget elementor-widget-gallery\" data-id=\"126e4a5\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;lazyload&quot;:&quot;yes&quot;,&quot;gallery_layout&quot;:&quot;grid&quot;,&quot;columns&quot;:4,&quot;columns_tablet&quot;:2,&quot;columns_mobile&quot;:1,&quot;gap&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:10,&quot;sizes&quot;:[]},&quot;gap_tablet&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:10,&quot;sizes&quot;:[]},&quot;gap_mobile&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:10,&quot;sizes&quot;:[]},&quot;link_to&quot;:&quot;file&quot;,&quot;aspect_ratio&quot;:&quot;3:2&quot;,&quot;overlay_background&quot;:&quot;yes&quot;,&quot;content_hover_animation&quot;:&quot;fade-in&quot;}\" data-widget_type=\"gallery.default\">\n\t\t\t\t<div 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European Union Court of Justice, Personalstatut EU-Dienstrecht Beamte der EU Vertragsbedienstete Verwaltungsbedienstete Personalstatut der Europ\u00e4ischen Union Berufskrankheit Unfall Besch\u00e4ftigungsbedingungen f\u00fcr sonstige Bedienstete (BBSB) EU civil service law Damages Harassment Invalidity Contract staff Temporary staff EU Staff Regulations Conditions of Employment of Other Servants (CEOS) Career Classification Promotion Staff Regulations CEOS officials\" role=\"img\" ><\/div>\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-gallery-item__overlay\"><\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t<a class=\"e-gallery-item elementor-gallery-item elementor-animated-content\" href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/09\/kanzlei-mader-flaggen.jpg\" data-elementor-open-lightbox=\"yes\" data-elementor-lightbox-slideshow=\"126e4a5\" data-elementor-lightbox-title=\"kanzlei-mader-flaggen\" data-elementor-lightbox-description=\"EuGH Europ\u00e4ischer 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data-elementor-lightbox-title=\"P051254-78850 Quelle EU\" data-elementor-lightbox-description=\"Anwalt Rechtsanwalt attorney lawyer barrister Schadenersatz Arzthaftung EU-Recht Vertragsrecht EU Staff Matters EU Staff Regulations EU Civil Service Law CEOS EU-Fluggastrechteverordnung Verordnung (EG) Nr. 261\/2004 Fluggastrechte Flugannullierung Flugversp\u00e4tung Nichtbef\u00f6rderung \u00dcberbuchung Ausgleichszahlung Entsch\u00e4digung EU-Dienstrecht Beamte der EU Vertragsbedienstete Verwaltungsbedienstete Personalstatut der Europ\u00e4ischen Union Besch\u00e4ftigungsbedingungen f\u00fcr sonstige Bedienstete (BSB) EU civil service law\" data-e-action-hash=\"#elementor-action%3Aaction%3Dlightbox%26settings%3DeyJpZCI6MTk4NSwidXJsIjoiaHR0cHM6XC9cL2thbnpsZWktbWFkZXIuZGVcL3dwLWNvbnRlbnRcL3VwbG9hZHNcLzIwMjVcLzExXC9QMDUxMjU0LTc4ODUwLVF1ZWxsZS1FVS5qcGciLCJzbGlkZXNob3ciOiIxMjZlNGE1In0%3D\">\n\t\t\t\t\t<div class=\"e-gallery-image elementor-gallery-item__image\" data-thumbnail=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/11\/P051254-78850-Quelle-EU-300x200.jpg\" data-width=\"300\" data-height=\"200\" aria-label=\"Anwalt Rechtsanwalt attorney lawyer barrister Schadenersatz Arzthaftung EU-Recht Vertragsrecht EU Staff Matters EU Staff Regulations EU Civil Service Law CEOS EU-Fluggastrechteverordnung Verordnung (EG) Nr. 261\/2004 Fluggastrechte Flugannullierung Flugversp\u00e4tung Nichtbef\u00f6rderung \u00dcberbuchung Ausgleichszahlung Entsch\u00e4digung EU-Dienstrecht Beamte der EU Vertragsbedienstete Verwaltungsbedienstete Personalstatut der Europ\u00e4ischen Union Besch\u00e4ftigungsbedingungen f\u00fcr sonstige Bedienstete (BBSB) EU civil service law Liability of EU officials Contract staff Temporary staff EU Staff Regulations Conditions of Employment of Other Servants (CEOS) Classification Appraisal Promotion eu-law.lawyer eu-dienstrecht.de mader-law.de eugh-anwalt.de invalidity-pension.eu staff-regulations.eu cartel.lawyer mader.me dgfer.eu dgfer.de Geburtsschaden Geburtssch\u00e4den Aufkl\u00e4rung\" role=\"img\" ><\/div>\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-gallery-item__overlay\"><\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-21712\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"13\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-21712\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> The 7 most frequent topics of staff matters in jurisprudence <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21712\" class=\"elementor-element elementor-element-8fb3261 e-flex e-con-boxed e-con e-child\" data-id=\"8fb3261\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21712\" class=\"elementor-element elementor-element-7f2ed71 e-con-full e-flex e-con e-child\" data-id=\"7f2ed71\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-ab03f83 elementor-widget elementor-widget-text-editor\" data-id=\"ab03f83\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ol><li>Remuneration, allowances and benefits (salary, expatriation, family benefits)<\/li><li>Recruitment, classification, promotion and career progression (competitions, grading, reclassification)<\/li><li>Pensions, invalidity and social security (pension rights, transfer of pension rights, invalidity, insurance)<\/li><li>Working conditions and place of employment (working time, leave, telework, missions, transfer, posting, working environment)<\/li><li>Disciplinary measures, professional conduct (disciplinary proceedings, sanctions, suspension)<\/li><li>Staff reports, appraisal and probation (annual reports, probation reports, performance evaluation)<\/li><li>Non\u2011contractual liability and damages (psychological harassment, non\u2011material damage)<\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c46c86b elementor-view-default elementor-widget elementor-widget-icon\" data-id=\"c46c86b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-wrapper\">\n\t\t\t<div class=\"elementor-icon\">\n\t\t\t<i aria-hidden=\"true\" class=\"fas fa-long-arrow-alt-right\"><\/i>\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21712\" class=\"elementor-element elementor-element-ceec467 e-con-full e-flex e-con e-child\" data-id=\"ceec467\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-52cf46e elementor-widget elementor-widget-image\" data-id=\"52cf46e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"800\" height=\"677\" src=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/01\/pie-chart-EU-civil-service.png\" class=\"attachment-large size-large wp-image-3372\" alt=\"\" srcset=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/01\/pie-chart-EU-civil-service.png 851w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/01\/pie-chart-EU-civil-service-300x254.png 300w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/01\/pie-chart-EU-civil-service-768x650.png 768w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/01\/pie-chart-EU-civil-service-14x12.png 14w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-21713\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"14\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-21713\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h2 class=\"e-n-accordion-item-title-text\"> IDOC: rights of the persons involved in the pre-disciplinary proceedings <\/h2><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21713\" class=\"elementor-element elementor-element-d31a7a7 e-flex e-con-boxed e-con e-child\" data-id=\"d31a7a7\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-21713\" class=\"elementor-element elementor-element-86d0f9a e-con-full e-flex e-con e-child\" data-id=\"86d0f9a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-8ff59ad elementor-widget elementor-widget-text-editor\" data-id=\"8ff59ad\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>(1) The persons <strong>concerned<\/strong> (against whom pre-disciplinary proceedings have been opened) have the following rights:<\/p><p style=\"padding-left: 40px;\">\u25aa Right to be rapidly informed by IDOC of the mandate delivered and to receive all documents relating to the potential non-compliance of their obligations;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to be accompanied, assisted or represented at the hearing by a person of their choice;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to put forward facts and circumstances in relation to the case;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to submit documents to be attached to their hearing statement;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to the presumption of innocence in all stages of the procedure;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to access the file, subject to the protection of the legitimate interests of third parties (for example, witnesses and whistleblowers);<\/p><p style=\"padding-left: 40px;\">\u25aa Right to remain silent if the person would otherwise incriminate him-\/herself;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to reimbursement of travel expenses when necessary;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to have the respective decision included in the personal file, if the appointing authority decides at the end of the pre-disciplinary proceedings to close the case without follow-up;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to have their case dealt with within a reasonable period of time, commensurate with the circumstances and the complexity of the case.<\/p><p>(2) <strong>Other<\/strong> persons involved in pre-disciplinary proceedings (such as witnesses) have the following rights:<\/p><p style=\"padding-left: 40px;\">\u25aa Right to receive information about the subject of the procedure;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to be accompanied or assisted at any hearing by a person of their choice;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to put forward facts and circumstances in relation to the case;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to submit documents to be attached to their hearing statements;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to reimbursement of travel expenses when necessary;<\/p><p style=\"padding-left: 40px;\">\u25aa Right to remain silent if they would otherwise incriminate themselves.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7f5bad3 elementor-widget__width-inherit elementor-view-default elementor-widget elementor-widget-icon\" data-id=\"7f5bad3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-wrapper\">\n\t\t\t<a class=\"elementor-icon elementor-animation-pulse-grow\" href=\"\/en\/Latest publication at Hart: Mader, EU Civil Service Law\/\">\n\t\t\t<i aria-hidden=\"true\" class=\"fas fa-book-open\"><\/i>\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0dbc581 elementor-widget elementor-widget-text-editor\" data-id=\"0dbc581\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"\/en\/Latest publication at Hart: Mader, EU Civil Service Law\/\">More on all of this in: EU Civil Service Law, London (Hart\/Bloomsbury) 2024, ISBN 978-1509977925<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e42673b elementor-widget__width-initial elementor-widget elementor-widget-image\" data-id=\"e42673b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"\/en\/Latest publication at Hart: Mader, EU Civil Service Law\/\">\n\t\t\t\t\t\t\t<img decoding=\"async\" width=\"768\" height=\"409\" src=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/10\/Mader_key-title-banner-1-768x409.jpg\" class=\"attachment-medium_large size-medium_large wp-image-789\" alt=\"EU-Dienstrecht Beamte der EU Vertragsbedienstete Verwaltungsbedienstete Personalstatut der Europ\u00e4ischen Union Berufskrankheit Unfall Besch\u00e4ftigungsbedingungen f\u00fcr sonstige Bedienstete (BBSB) EU civil service law Damages Harassment Invalidity Contract staff Temporary staff EU Staff Regulations Conditions of Employment of Other Servants (CEOS) Career Classification Promotion\" srcset=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/10\/Mader_key-title-banner-1-768x409.jpg 768w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/10\/Mader_key-title-banner-1-300x160.jpg 300w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/10\/Mader_key-title-banner-1-1024x546.jpg 1024w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/10\/Mader_key-title-banner-1.jpg 1208w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-886446e e-con-full e-flex e-con e-child\" data-id=\"886446e\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-415fc7c elementor-widget__width-initial elementor-widget-tablet__width-inherit elementor-widget elementor-widget-image\" data-id=\"415fc7c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t<figure class=\"wp-caption\">\n\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/03\/Mader_flyer_28.1.26.pdf\">\n\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"540\" height=\"781\" src=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/11\/9781509977925.jpg\" class=\"attachment-medium_large size-medium_large wp-image-1315\" alt=\"EU-Dienstrecht Beamte der EU Vertragsbedienstete Verwaltungsbedienstete Personalstatut der Europ\u00e4ischen Union Berufskrankheit Unfall Besch\u00e4ftigungsbedingungen f\u00fcr sonstige Bedienstete (BBSB) EU civil service law Anwalt Rechtsanwalt attorney lawyer barrister Damages Harassment Invalidity Contract staff Temporary staff EU Staff Regulations Conditions of Employment of Other Servants (CEOS) Career Classification Promotion EU Staff Matters EU Staff Regulations EU Civil Service Law CEOS\" srcset=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/11\/9781509977925.jpg 540w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/11\/9781509977925-207x300.jpg 207w\" sizes=\"(max-width: 540px) 100vw, 540px\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t<figcaption class=\"widget-image-caption wp-caption-text\"><\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c87d70d e-con-full e-flex e-con e-child\" data-id=\"c87d70d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4454700 elementor-widget elementor-widget-text-editor\" data-id=\"4454700\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p style=\"text-align: center;\"><a href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/03\/Mader_flyer_28.1.26.pdf\" target=\"_blank\" rel=\"noopener\">Flyer EU Civil Service Law<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-697b1e5 e-con-full e-flex e-con e-child\" data-id=\"697b1e5\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0615c53 elementor-widget elementor-widget-heading\" data-id=\"0615c53\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><a href=\"https:\/\/www.eipa.eu\/courses\/fundamentals-of-eu-civil-service-law\/\" target=\"_blank\">upcoming EIPA Conference: \nFundamentals of EU Civil Service Law 8 &amp; 9 June 2026, Luxemburg<br> \n<\/a><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-28b737e e-con-full e-flex e-con e-child\" data-id=\"28b737e\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-105cb37 elementor-widget elementor-widget-image\" data-id=\"105cb37\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/www.eipa.eu\/courses\/fundamentals-of-eu-civil-service-law\/\" target=\"_blank\">\n\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"490\" height=\"162\" src=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/03\/european-institute-of-public-administration-eipa-en-wide.webp\" class=\"attachment-large size-large wp-image-3567\" alt=\"EIPA\" srcset=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/03\/european-institute-of-public-administration-eipa-en-wide.webp 490w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/03\/european-institute-of-public-administration-eipa-en-wide-300x99.webp 300w, https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/03\/european-institute-of-public-administration-eipa-en-wide-18x6.webp 18w\" sizes=\"(max-width: 490px) 100vw, 490px\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-20720a7 e-flex e-con-boxed e-con e-parent\" data-id=\"20720a7\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-44bb150 elementor-view-default elementor-widget elementor-widget-icon\" data-id=\"44bb150\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-wrapper\">\n\t\t\t<div class=\"elementor-icon\">\n\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d5ff429 elementor-widget elementor-widget-text-editor\" data-id=\"d5ff429\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Downloads\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-8f170a8 e-grid e-con-full e-con e-child\" data-id=\"8f170a8\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-21de8c1 elementor-button-info elementor-align-center elementor-widget elementor-widget-button\" data-id=\"21de8c1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/HTML\/?uri=CELEX:01962R0031-20260101\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">EU Beamtenstatut &amp; BSB (dt) - link<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1ccc66a elementor-button-info elementor-align-center elementor-widget elementor-widget-button\" data-id=\"1ccc66a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/eur-lex.europa.eu\/legal-content\/EN\/TXT\/HTML\/?uri=CELEX:01962R0031-20260101\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">EU Staff Regulations &amp; CEOS (en) - link<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1404125 elementor-button-info elementor-align-center elementor-widget elementor-widget-button\" data-id=\"1404125\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:01962R0031-20260101\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Statut des fonctionnaires UE et RAA (fr) - link<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-34f4b5b e-grid e-con-full e-con e-child\" data-id=\"34f4b5b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-738c9cb elementor-button-info elementor-align-center elementor-widget elementor-widget-button\" data-id=\"738c9cb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/04\/Statut-dt-CELEX_01962R0031-20260101_DE_TXT.pdf\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">EU Beamtenstatut &amp; BSB (dt) als pdf download<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-111f385 elementor-button-info elementor-align-center elementor-widget elementor-widget-button\" data-id=\"111f385\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/04\/Statut-eng-CELEX_01962R0031-20260101_EN_TXT.pdf\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">EU Staff Regulations &amp; CEOS (en) - pdf download<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9f4cd63 elementor-button-info elementor-align-center elementor-widget elementor-widget-button\" data-id=\"9f4cd63\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/04\/Statut-fr-CELEX_01962R0031-20260101_FR_TXTa.pdf\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Statut des fonctionnaires UE et RAA (fr) - pdf<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e5b39fd elementor-button-info elementor-align-center elementor-widget elementor-widget-button\" data-id=\"e5b39fd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2025\/11\/CIR_Common-rules_accident_EN.pdf\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">CIR: Common Insurance Rules &amp; European physical and mental disability rating scale for medical purposes<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9cfa643 elementor-button-info elementor-align-center elementor-widget elementor-widget-button\" data-id=\"9cfa643\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/02\/decision_n182_commission_decision_on_outside_activities_en.pdf\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Commission Decision on outside activities and assignments and on occupational activities after leaving the Service, C(2018) 4048 final of of 29 June 2018<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9d66d5a elementor-align-center elementor-widget elementor-widget-button\" data-id=\"9d66d5a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/02\/Com-Decision_2019_4231_GIP-IDOC-1.pdf\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-arrow-alt-circle-down\"><\/i>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">GIPs on administrative inquiries and disciplinary proceedings (also IDOC): <br>Commission Decision C(2019) 4231 of 12 June 2019 laying down general implementing provisions on the conduct of administrative inquiries and disciplinary proceedings <\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-acb6c55 e-flex e-con-boxed e-con e-parent\" data-id=\"acb6c55\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-776eff0 elementor-widget elementor-widget-spacer\" data-id=\"776eff0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ff255f4 e-flex e-con-boxed e-con e-parent\" data-id=\"ff255f4\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6e58073 elementor-widget elementor-widget-text-editor\" data-id=\"6e58073\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"color: #993366;\">Annual activity reports on the Investigation and Disciplinary Office (IDOC) \u2013 Source: European Commission<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-941e52a e-grid e-con-boxed e-con e-parent\" data-id=\"941e52a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-c1c6818 e-con-full e-flex e-con e-child\" data-id=\"c1c6818\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9369d32 elementor-widget__width-initial elementor-widget elementor-widget-heading\" data-id=\"9369d32\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><a href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/02\/IDOC-Annual-Activity-Report-2023.pdf\" target=\"_blank\">IDOC Annual Activity Report 2023<\/a><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-31dad4b elementor-widget elementor-widget-heading\" data-id=\"31dad4b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><a href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/02\/IDOC-Annual-Activity-Report-2024.pdf\" target=\"_blank\">IDOC Annual Activity Report 2024<\/a><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-230f0b2 elementor-widget__width-initial elementor-widget elementor-widget-heading\" data-id=\"230f0b2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><a href=\"https:\/\/kanzlei-mader.de\/wp-content\/uploads\/2026\/05\/IDOC-Annual-Activity-Report-2025.pdf\" target=\"_blank\">IDOC Annual Activity Report 2025<\/a><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>EU Dienstrecht Service Rechtsberatung, Strategie und Prozessvertretung rund um die Arbeitsverh\u00e4ltnisse bei den Organen und anderen Einrichtungen und Agenturen der Europ\u00e4ischen Union &#8211; EU Beamtenstatut (Personalstatut) \/ BSB Expertenwissen basierend auf eigener T\u00e4tigkeit in verschiedenen EU Institutionen, in der Prozessf\u00fchrung vor den EU-Gerichten sowie in der politischen Interessenvertretung Begleitung im Beschwerdeverfahren des Art. 90(2) Statut [&hellip;]<\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":1,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-737","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>EU Dienstrecht - Kanzlei Mader | Mader Law<\/title>\n<meta name=\"description\" content=\"Beratung, Strategie und Prozessvertretung rund um die Arbeitsverh\u00e4ltnisse bei den Organen und anderen Einrichtungen und Agenturen der Europ\u00e4ischen Union Beschwerdeverfahren des Art. 90(2) Statut Vertretung gegen\u00fcber den EU Einrichtungen, Vertretung vor dem Gericht der EU und vor dem Gerichtshof der EU Berufskrankheit und Arbeitsunfall Invalidit\u00e4t\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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