Extension of working time arrangements until July 15, 2020

2020-05-28 On May 27, 2020, the Presidential Committee extended the currently valid regulations on working hours, which we had made in connection with the ongoing measures to prevent further spread of the coronavirus, initially until July 15, 2020, i.e. until the beginning of the summer holidays in Lower Saxony.

Dear Colleagues,

on May 27, 2020, the Presidential Committee extended the currently valid regulations on working hours, which we had made in connection with the ongoing measures to prevent further spread of the coronavirus, initially until July 15, 2020, i.e. until the beginning of the summer holidays in Lower Saxony. You can find the regulations here.

The regulations continue to take into account the individual personal and professional situations of the employees, to meet the needs of the university and to make our contribution to a further reduction in infections.

  1. Superiors are still requested to create opportunities for working in a home office together with employees and to use Leuphana's offices only if work is possible in individual offices or after examining other precautionary measures in consultation with the occupational safety specialist. Special consideration must be given to employees who belong to a risk group and employees who depend on the use of public transport to get to work. For work in the home office, the service agreement on alternative work places continues to apply.
     
  2. Colleagues in the technical and administrative departments are kindly requested to record their working hours as usual using the electronic recording in the ADICOM system. Colleagues in the scientific field and employees who are exempt from the digital recording please document their working hours according to the regulations of the service agreement on working hours in the scientific field.
     
  3. Employees who have to look after their children up to the age of 12 or other persons in need of assistance due to the ongoing closure of care facilities such as kindergartens or schools and who are therefore dependent on more flexible conditions, should continue to have the possibility of working within the framework of a trusted working time upon special application (see no. 5a of the regulations).

With best regards

Elke Fuhrhop-Schmull
Head of Personnel Service Department