work location

If you would like to work part of your working hours (up to two-fifths of the weekly working time) flexibly outside the office, you have the option of applying for mobile working. To do this, first clarify with your supervisor the extent to which your job is suitable for mobile working, how you can be reached at your mobile workplace, and then submit an application for approval of mobile working to the department (represented by HR Services) with the vote of your supervisor.

• Employees are responsible for their own functioning telecommunication connections (Internet, telephony); official telephones are only provided for justified official reasons.
• As a rule, the IT equipment (by default, a laptop) is financed from the respective cost center of the employee; the respective institution decides to what extent it makes sense and is necessary to provide a stand-alone computer.

If you would like to regularly perform part of your work (up to two-fifths of the weekly working time) on fixed days and at a permanently installed workstation in your own home, you have the option of applying for teleworking. To do this, first clarify with your supervisor the extent to which your activity is suitable for teleworking, how you can be reached at your home workplace, and then submit an application for approval of teleworking to the department (represented by Human Resources) with your supervisor's approval.

• Employees are responsible for their own functioning telecommunication connections (Internet, telephony); official telephones are only provided for justified official reasons.
• As a rule, the IT equipment (by default, a laptop) is financed from the respective cost center of the employee; the respective institution decides whether it makes sense and is necessary to equip the employee with a stand-alone computer.
• If necessary, Leuphana equips telework stations with standard furniture (usually: table, chair, lamp). Financing is provided by the central furniture fund. Please contact Ms. Zinner in this regard via moebel@leuphana.de.

1. Mobile work can be carried out by employees with the consent of their supervisors up to an average of two-fifths of their weekly working hours.
2. Telework may be carried out by employees with the consent of their supervisors, generally up to an average of two-fifths of their weekly working hours.
3. Employees may also work from home (Telework) for an average of up to four-fifths of their weekly working hours for a limited period of time with the consent of their supervisor if there are special reasons for doing so.
4. The combined scope of mobile work and telework should generally not exceed two fifths of the weekly working time. If there are special reasons and taking into account the maximum limits pursuant to paragraphs (1) and (2), the combined scope of mobile work and telework may also comprise up to four fifths of the weekly working time for a limited period.
5. In special exceptional or hardship cases, deviations from this time frame are also possible with the consent of the respective supervisor, in particular for severely disabled employees and employees with equivalent status or in the case of special personal or family burdens.
6. The prerequisite for a combined scope of mobile work and telework of more than two-fifths of the weekly working time is the submission of a viable implementation concept in agreement with the respective superiors, which in particular contains regulations on cooperation with colleagues, accessibility, the fulfillment of official tasks and the performance of appointments.

1. Conduct conversation with superiors: First, talk to your supervisor about the suitability of your job for telecommuting/mobile working. In principle, mobile working and teleworking are possible up to an average of two-fifths of your weekly working hours. Temporary deviations for special reasons are possible. Agree on what arrangements will be made between you and the supervisor during the time you are working at home (availability, tasks, etc.).

2. carry out a risk assessment: Conduct a risk assessment for your teleworking/mobile workplace together with your supervisor (TEMPLATE MOBILE WORK / TEMPLATE TELEWORK). Confirm on the telework application that you have conducted a risk assessment. The risk assessment remains with your supervisor.

3. Submit mobile work / telework request: Submit the signed application (MOBILE WORK / TELEWORK) with your supervisor's endorsement qua signature and confirmation that a risk assessment has been completed for the telecommuting/mobile workstation to Human Resources.

4. Await review and approval: The Human Resources department reviews your application and approves or rejects it on behalf of the department. If the application is approved, the Human Resources Department will inform the Staff Council; before an application is rejected, the Staff Council must be involved and the Equal Opportunity Officer must be consulted.

5. Written approval received: If your application is approved, you will receive written confirmation from HR Services and a copy of your application signed by HR Services. Your supervisor will be informed of the approval of your application by Human Resources Services.

6. Arrange appointment for basic instruction:Find out about possible hazards and stresses on the "Health protection at the computer screen" pages and, if required, take part in a safety briefing offered by the Occupational Health and Safety department. Dates can be found on the Occupational Health and Safety pages in the Safety Instruction section.

7. Start mobile work / telework: Upon approval by Human Resources Services, you may begin telecommuting/mobile work to the extent agreed upon.

For you to fill, edit, and save writable pdf forms easily, they should be downloaded and saved to the computer. Use the free Adobe Acrobat Reader or Adobe Pro version to fill them out.

For you to fill, edit, and save writable pdf forms easily, they should be downloaded and saved to the computer. Use the free Adobe Acrobat Reader or Adobe Pro version to fill them out.