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The service agreement on flexible working hours (in the version valid from 1 December 2013) offers Paderborn University employees the opportunity to organise their working hours flexibly and reconcile them with family responsibilities. The service agreement covers (almost) all non-academic employees of the central university administration and the university library. Employees from other fields of the university can also voluntarily participate in the flexitime scheme by submitting an individual declaration.

According to the service agreement, the framework time from 7.00 a.m. to 7.30 p.m. is the time during which employees can determine the start and end of their daily working hours themselves in order to organise their daily working hours flexibly. The service time for the accessibility and responsiveness of each organisational unit with sufficient staffing is set from Monday to Friday from 9.00 am to 3.00 pm. The time worked by employees is determined by means of time recording devices to be operated by the employees themselves.

The generous carry-over options for overtime at Paderborn University are particularly helpful for parents of school-age children. Up to 80 hours of time credit can be accumulated over a period of 12 months. This gives parents the opportunity to institution additional days off for holiday periods, which far exceed the number of holiday days.

Legal basis

Regulations for employees
According to the German Federal Parental Allowance and Parental Leave Act (Bundeselterngeld- und Elternzeitgesetz ), employees are generally entitled to a reduction in working hours during parental leave, provided that the employer has more than 15 employees and has no urgent operational reasons to oppose the claim (Section 15 (7) BEEG). However, the employee may not work more than 30 hours per week during parental leave.
After parental leave, part-time employment for family reasons can be agreed upon request in accordance with Section 11 (1) TV-L if there are no urgent business or operational reasons to the contrary. In addition, there is a basic entitlement to part-time work in accordance with the Act on Part-Time Work and Fixed-Term Employment Contracts, provided there are no operational reasons to the contrary (Section 8 TzBfG).

Regulations for civil servants
In accordance with Section 10 of the NRW Leave of Absence and Holiday Ordinance, civil servants may be granted part-time employment with the same employer for up to 30 hours per week during parental leave upon application, provided there are no compelling official reasons to the contrary. Part-time employment may also be exercised outside the civil servant relationship for up to 30 hours with the approval of the superior.
After parental leave, there is an entitlement to part-time employment for family policy reasons upon application in accordance with Section 85a of the State Civil Servants Act, provided there are no official reasons to the contrary. Part-time employment is to be authorised for a period of up to five years with the possibility of extension in such a way that the working hours are reduced to half of the regular working hours.
In addition, there is also the possibility of a leave of absence for family policy reasons in accordance with Section 85a LBG. According to this provision, civil servants on leave can be granted part-time employment with less than half of the regular working hours if there are no compelling official interests to the contrary.

Completing regulations at Paderborn University
Paderborn University offers very flexible framework conditions for the individual organisation of a part-time employment relationship within the framework of the legal regulations. There are a large number of part-time models that have been implemented, which are very helpful in terms of balancing work and family life. The part-time models at Paderborn University range from 6 to 35 hours per week. A certain number of hours can be worked daily or in blocks of two or three days. However, the employee must decide in favour of fixed days. The prerequisite for realising the individually desired part-time model is, of course, compatibility with official requirements.
Working hours are usually agreed for a limited period when returning to work after parental leave. This allows employed parents to gradually adapt their working hours to the requirements of their family situation.
The framework plan for equality between women and men stipulates the following to support the individual organisation of working hours:
"Employment relationships are to be structured in such a way that child rearing and the care of relatives in need of care can be reconciled with the performance of official duties. At the request of employees, ways shall be sought in individual cases to enable working hours to be organised differently from the standard working hours and to enable individual working hours within the framework of the statutory and collectively agreed regulations, and care shall be taken to ensure that the scope of work can be fulfilled with the planned working hours." (Point 3.1.1)
The framework plan also stipulates that management positions are to be organised in such a way that they can be performed by part-time employees.

With the new service agreement on mobile working, Paderborn University enables its employees to work remotely on a permanent basis, i.e. even beyond the time of the coronavirus pandemic. This means that employees can work at a location outside the university, provided that suitable activities are carried out.

Mobile working is intended to create opportunities to make work organisation more flexible in the interests of the department and employees and offers parents and employees with caring responsibilities the opportunity to better reconcile work and family life. Regular mobile working should not account for more than 40% of the contractually agreed working hours. If necessary and if the processes in the working environment allow it, it is generally possible to work more mobile hours. In the case of a 5-day week, the maximum limit for situational mobile working can also be extended to up to 50 days per year with the consent of the relevant staff council. Furthermore, it may also be possible to work from abroad in special family cases following an individual assessment. More information