The Participation Council said the Code of Conduct is still not valid

The implementation of the Code of Conduct was again delayed. Employee engagement bodies continue to be highly critical of the draft version of the document. The Executive Board promised to make further amendments.

As a teacher, can you enter into a relationship with a student? This is perhaps the most complex question that the new university code of conduct must provide an answer to. The position of the Business Council is simple: No, if there is a power relationship, it is out of the question. I can’t, I can’t.

According to Business Council member Peter van der Heyden, this is not mentioned clearly enough in the draft version of the Code of Conduct, which is being submitted to the University Joint Assembly (UGV). It is precisely at this point that you as a university have to set a standard: this is simply not possible. whether you can maintain it or not; It is also related to the signaling function.

Yesterday, a large UGV delegation met with Vice President Agnes Muskens and Huize Heyendael policy officials to discuss the document. This was preceded by a long process: in November last year a copy of the Code of Conduct was already submitted to the UGV for approval. Then it swept off the table.


Yesterday, Vice President Agnes Muskins and the political officer involved reacted with surprise to criticism about the lack of a ban on a teacher-student love affair. According to them, the document already states that this relationship is prohibited. They noted the following passage: “For the duration of the professional relationship, teachers should not have a special relationship with a student that could jeopardize the impartiality or objectivity of the professional relationship or lead to an advantage or disadvantage to the student.”

“This is about a safe working and learning environment”

This seems to have reassured the business board somewhat. However, the President of the Business Council, Amarin Thicke, emphasized that what she is concerned about is not the potential advantage or disadvantage of the student, but his/her safety. “This is about a safe working and learning environment.”

In addition, the code of conduct is uncertain about the relationship between the doctoral student and his supervisor, as there is an equal amount of accreditation. The love affair between the two is therefore described as “unwelcome” in the Code of Conduct. OR thinks he’s too thin. Van der Heyden: “There should be no misunderstanding about this either: this relationship is also impossible.”

Take drugs

Another point of criticism of employee representation in the draft code of conduct focuses on the manager’s position. According to the Business Council, this is very important. “It is as if the manager is a neutral and objective character with whom you can discuss everything,” says Van der Heiden. The executive board has the perfect image of the manager in mind. While this situation is rare.

Undertake the obligation to report that the Executive Board has included in the Code of Conduct for employees who work to a lesser degree due to medication use. According to the draft code of conduct, they should take this to the manager. Whereas, according to the employee’s representation, it is quite reasonable that this report could affect the further course of a person’s career. “There is also such a thing as privacy,” says van der Heyden.

“The stigma surrounding drug use is much bigger than you think”

During a meeting yesterday morning, Student Council member Marie-Sophie Simon added that the Executive Board downplays the stigma surrounding drug use. “This is a lot bigger than you think,” she told Vice President Muskins.

As a compromise, Sophie de Groot, a member of the Business Council, suggested that the company’s physician play a role in this duty to report drug use. It’s a very good idea, says van der Heyden. The company doctor can then simply tell the manager that the employee is less likely to be deployed. No need to say why this is. The idea is that employee privacy should not be violated.


The Code of Conduct was due to enter into force this month. Yesterday it became clear that this would not work; Participating bodies still frequently criticize the draft version for this. The concerned officials will now start working on the promised amendments, after which the document must be submitted to the UGV for approval. The Executive Board now hopes the UGV will approve the code of conduct at its last employee engagement meeting of the year, in July.

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