Internal regulations of the University of Graz
Operating agreement on flexible working hours (AUP only)
The University of Graz offers its employees working conditions that appeal equally to women and men and enable and promote the compatibility of family and career.
At the University of Graz, you can organise your working hours flexibly between 7 am and 6 pm in consultation with your supervisor. Depending on the extent of employment, the core time starts at 9 am and ends between 12 pm and 2 pm.
In addition, individual agreements can be made regarding working hours if there are childcare obligations for a child/children living in the shared household or the assumption of caring duties for close relatives in the shared household.
Childcare obligations (e.g. custody) for a child not living in the same household or care responsibilities for close relatives not living in the same household can also be the basis for an individual arrangement of working hours if the reasons are worthy of consideration.
Operating agreement on early parental leave/parent month/"papamonat"
If the mother shares a household with the child(ren), it is possible to take up to four weeks of early parental leave during the mother's ban on employment after the birth, with the loss of salary and social insurance coverage.
The start and duration of the early parental leave must be notified at least one week before the intended start date.
Operating agreement on special leave/inability to work
All employees of the University may apply for special leave due to important personal or family reasons or for other special grounds. If this request is granted, the employee is entitled to full pay.
Partly due to the different family constellations that exist today, the University of Graz has determined that for the necessary accompaniment of close relatives (grandparents, parents, children, grandchildren, siblings and stepchildren without the requirement of a shared household) as well as other relatives (living in the same household) to medical appointments and clinical examinations, there may be an entitlement to special leave independent of the statutory entitlement to care day release.
Operating agreement on sabbaticals
The University of Graz offers staff members the opportunity to take advantage of various sabbatical models as an individually customisable form of time out from gainful employment.
Sabbaticals can be used for regeneration, organising family matters, pursuing personal projects, etc.
Operating agreement on the granting of financial assistance/granting of salary advances
In the event of an emergency through no fault of one's own or for other reasons worthy of consideration due to special personal, family or economic circumstances or as a result of extraordinary events that represent a considerable financial hardship, either a financial assistance or an advance on salary can be granted.
Operating agreement on mobility and allocation of parking spaces
The University of Graz is committed to the principles of sustainability and makes an active contribution to shaping mobility. This includes in particular the promotion of measures aimed at increasing mobility by public transport, bicycle and other forms of mobility that are as sustainable and climate-neutral as possible.
Care obligations for small children or school-age children up to the end of primary school as well as care obligations for family members in need of care are taken into account as social aspects in the criteria for allocating parking spaces. The time spent visiting care homes is not taken into account.
In the event of difficult personal circumstances (e.g. temporary need for care), a temporary parking authorisation can be granted for a maximum of 3 months. This was set up at the request of the works councils and made possible by the cooperation of the BR AUP, BR WISS and AKGL committees.
Directive on working from home and mobile working
Mobile working is a form of organising work outside the official workplace at a location chosen by the employee, making use of information and communication technology. Non-academic and academic staff members whose place of work is the University of Graz (“residency requirement”) may request approval for mobile working.
(There is no residency requirement for assistant professors, associate professors, associate university professors or university professors.) Mobile working is not permitted for student employees.
Prerequisites for an application for mobile working are
- Suitability of the activity,
- Minimum employment of 10 hours/week and an employment relationship that has already lasted 6 months,
- Suitability of the location of the mobile work.
More information on this topic can be found on the intranet page of the Human Resources Department.
The employees' councils are available to you with information material, brochures and personal counselling (e.g. flexible working hours, (parental) part-time work, a baby is coming and much more).
The works councils have successfully negotiated various company agreements and other measures, particularly with regard to the key topic of "work-family balance".
In addition, your employees' council offers various services and support:
Employees' Council for Academic University Staff (BRwiss)
Tip: More information can be found on a daily basis in the service section of the website brwiss.uni-graz.at.
Employees' Council for Academic University Staff (BRwiss) regularly offers various promotions and discounts, which also benefit the respective partners of employees and their families.
The offers range from massive discounts on online purchases to voucher campaigns in the cultural sector and discounted holiday options.
Employees' Council for Non-academic University Staff (BRaup)
- Savings vouchers: Issued once a year by the BRaup to non-academic university staff (civil servants, employees KV and VBG, apprentices) with income limit (no extrapolation to full-time employment in the case of part-time employment). Eligibility requirement: full-year attendance (active in service) in the previous year - employment bans according to MSchG count as attendance.
- Sodexo vouchers: Issued annually before Christmas by the Human Resources Department in consultation with the BRaup to members of non-academic university staff financed from the global budget (including apprentices, part-time employees and project staff financed from the global budget), federal and contract lecturers (but not senior lecturers) as well as civil servants and civil servants in the higher service in academic employment), staggered according to income, taking into account biological or adopted children (registered with the University), before the age of 18.
Further benefits from the services offered by the BRaup can be found on the intranet pages of the works council.