I know many of us are even busier than usual during the long shutdown, scrambling to finish all our tasks to keep the work on schedule. On top of that, we have to deal with numerous organisational constraints and competing priorities, not to mention extra safety precautions.

I recently presented the 2018 Ombud’s Report to the CERN Management and then to TREF, and I’d like to outline the main points for you here. 

Michael* comes to me with some concerns: “Carlo* has been working in my team for several years. He’s always got on very well with his colleagues and produced excellent work.

Maria* has fallen behind schedule on her project and meets with her supervisor Jan* to keep him informed. But the meeting sadly didn’t live up to her expectations.

Frédéric* is feeling down in the dumps: “I’ve always been good at my job and my supervisors acknowledge my excellent results.

Manuel* has been ill at ease with his supervisor Robert* for several months, but is having difficulty instigating a calm and constructive conversation about it. “Every time I try to start a discussion, I get flustered and feel like he’s manipulating me.

At CERN, every member of the personnel has the right to formally contest an administrative decision by requesting a review or by making an internal appeal. Anyone who feels that they’re a victim of harassment can initiate proceedings with the Harassment Investigation Panel.

In an oriental fable, six blind men decide to meet an elephant in order to broaden their horizons.

Barbara* has accepted a new role in a new service, where she hopes to have more opportunities to use her skills as an analyst.

Paul* came to see me because he’s not getting along with his colleague: “Ben* is the coordinator of the project I’m working on, but he’s doing it without really consulting any other members of the working group. He seems to work on the project from his office, by e-mails mainly.