The Future of Working Conditions at Freie Universität Berlin
The wishes and expectations of staff members regarding their place of work and working hours have changed in particular since the Covid-19 pandemic. Studies and surveys (including the “Global Talent Trends Report” by Mercer and studies conducted by Gallup) have shown that motivation and job satisfaction can be boosted by flexible working models that give staff more freedom to decide when and where they work.
This was also confirmed by a survey of staff members at Freie Universität Berlin conducted in summer 2023. You will find the results of the survey on the staff survey website.
Furthermore, as everyone recently involved in job interviews at Freie Universität Berlin has discovered, new employees almost always ask about options for flexible workplaces and working hours. Studies show that flexibility is one of the most important factors that applicants consider when choosing employers.
For this reason, Freie Universität Berlin would like to set up a framework that meets the current wishes and needs of its staff. The results of this survey should therefore spur on talks with staff representatives about amending existing employment agreements on when and where Freie Universität employees carry out their work, or about creating new employment agreements.
Latest Developments at Freie Universität Berlin (November 2023)
Freie Universität Berlin has come up with two proposals to make working hours and places of work more flexible and presented them to the staff council ahead of talks on concluding new employment agreements.
• Employment agreement on the flexibilization of working hours and “remote work” (Flex Employment Agreement)
• Employment agreement on alternating telework (Telework Employment Agreement)
Since the negotiations on employment agreements are ongoing, the wording of the proposed Flex and Telework Employment Agreements cannot be published yet.
However, on November 14, 2023, the management presented what it considers to be the central point of the Flex Employment Agreement to employees at a university-wide digital informational event. This event attracted great interest – around 600 employees took the opportunity to find out about the concept from Andrea Güttner, Direc-tor of Administration and Finance (temporarily entrusted with the performance of official duties), and pose ques-tions on different aspects of the Flex Employment Agreement. A large number of questions were cleared up at this event – however, a number still need clarification. They are answered on an FAQ page.
Background Information
In Germany, a number of legal provisions cover the flexibilization of working hours and set out a framework with-in which flexibilization can take place. For example, the Hours of Work Act (Arbeitszeitgesetz, ArbZG) governs working hours and includes regulations concerning the maximum daily and weekly working hours, breaks, resting times between working days, as well as regulations concerning night shifts and Sunday working. Furthermore, the currently applicable collective agreements set out in TV-L FU should, of course, be taken into consideration.
Organizations can introduce flexible working hour models through employment agreements. These agreements need to comply with the Hours of Work Act and currently applicable collective agreements. Employment agreements are agreements or regulations that set out and finalize the general parameters laid out by legislation and collective agreements. Employment agreements therefore require participation of the respective staff council. Employment agreements function like laws, i.e., normatively. Even if one employee is not in favor, they are mandatory for all employees.
The currently applicable regulations on working hours and place of work at Freie Universität Berlin are covered by:
- Employment agreement on the continuation of flexible working hours (Glaz Employment Agreement) from September 29, 2004.
- Employment agreement on alternating telework/remote work (Telework & Remote Work Employment Agreement) from September 28, 2015.
Both employment agreements have been terminated, but currently remain in effect and thus provisionally re-main applicable. In addition, a transitional regulation, which expires on March 31, 2024, has applied to the area of remote work since summer semester 2022.