Information for employees
Working with family
The compatibility of family and work is supported by various legal measures and by offers of the University of Siegen:
The Maternity Protection Act intends to provide the best possible health protection and applies to all pregnant and breastfeeding women who are in a training or employment relationship in the Federal Republic of Germany, regardless of citizenship or marital status.
Employees are to notify their pregnancy and the presumed date of delivery as soon as they are aware of these facts (no legal obligation, but clear recommendation for protection). The notification does not require a specific form. Notification shall be made to the employee's superior and the appropriate department of the Human Resources Office.
If the University is aware of a pregnancy, the Occupational Health and Safety Department will assess the place of work for potential hazards. If necessary, measures will ultimately be taken to eliminate risks.
The Maternity Protection Act protects expectant mothers in particular during the period immediately before and after childbirth. During the maternity protection periods, expectant mothers may not be tasked. The protection periods begin six weeks before the expected date of delivery. Before the birth, expectant mothers may expressly declare their willingness to work. The protection period after childbirth usually ends after eight weeks; this period is mandatory.
From the beginning of the pregnancy until the end of four months after delivery, the employee is protected against dismissal as a rule.
Time off for examinations and breastfeeding is permissible if this is only possible during working hours.
All employees of the University of Siegen can apply for parental leave, i.e. temporary employees, part-time employees, student assistants and trainees are also eligible. Parental leave is the unpaid leave from work after the birth of a child.
Anyone wishing to claim parental leave must request it in writing from the University of Siegen no later than seven weeks before the start date and at the same time declare bindingly for which periods within the first two years of the child's life parental leave is to be taken.
Working time models
At the University of Siegen, various working time models promote the compatibility of family tasks and professional obligations. These comprise the options of "flexible working", "flexitime" or "part-time".
All employees who meet the relevant requirements (e.g., suitable activities) can apply to work flexibly without giving reasons, either regularly and alternately in a home office up to 50 percent of the working time or situationally, depending on the occasion, on up to 30 days a year.
Employees in technology and administration at the University of Siegen have the opportunity to participate in "flexitime" which means that they can organize their working hours flexibly in terms of compatibility (period from 7:00 a.m. to 7:30 p.m.).
Employees at the University of Siegen can reduce their contractually agreed working hours for family or other reasons.
Illness of a child
In case of illness of a child under 12 years of age, there are legal rights regarding time off work and sick pay. These allow for the care of the sick child.
If short-term care of a sick child is necessary, the superior must be informed and a medical certificate must be submitted stating the need for the employee’s care or assistance.
§45 SGB V
Collective Agreement for the Public Service of the Federal States (TV-L)
Contact persons at the University of Siegen
Dept. 4.2, Responsibility for Permanent Staff, Professors, Faculty
Dept. 4.3, Responsibility for Academic Personnel, auxiliary staff, lecturers
Dept. 4.4, Responsibility for Technical and Administrative Staff and Trainees
Staff Council for Academic Personnel
Staff Council for Technical and Administrative Staff
In order to reconcile working life with family life in the best possible way, financial benefits can provide support.
The state provides a range of financial support for families, such as maternity allowance, parental allowance, child benefit/child supplement, advance maintenance payments, benefits under SGB II, housing benefit, education and participation or financial support for nursing care.
If applicable, the residence permit must be complied with in terms of eligibility.
With the help of the Internet portal Infotool Family of the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth, it is possible to determine independently for which benefits an entitlement may exist.