For your reference, this page outlines the primary issues pertinent to tariff employees. Relevant details and associated queries are provided within the corresponding sections below.
Should you have any further questions or require more in-depth information, please do not hesitate to contact your responsible officer.
As a component of the Johannes Gutenberg University (JGU) Mainz's occupational health management, the Addiction Counseling and Prevention (only in german) service offers support and information in the workplace, particularly in dealing with excessive alcohol consumption and other addictive behaviors. This service is open to all employees.
She serves as the point of contact for the qualification of executive personnel, as well as for intervention and support in individual cases. Counseling is conducted by an external addiction counselor and is subject to confidentiality.t.
Annual performance reviews are occasion-independent discussions between supervisors and employees, aimed at reflecting on the past year and planning for the upcoming year. These discussions jointly examine work tasks and environment, collaboration and leadership, as well as development opportunities.
All JGU staff members are entitled to an annual performance discussion with their supervisor, independent of specific occasions. Comprehensive details, the applicable service agreement, and the performance review portfolio, along with contact information for responsible personnel, are available on the Human Resources Development webpage (only in german).
For further information on business trips, please refer to the Guidelines for Conducting Business Trips.
When do I need approval for a business trip?
For all business trips to destinations outside of Mainz, a written business trip approval must be obtained well in advance of the journey. This requirement applies to all employees, regardless of their status.
The corresponding application forms can be found here:
- Business Trip Application for Departments
- Business Trip Application for Administration (only in german)
Domestic business trips for all staff members in scientific institutions, excluding professors, are approved by the Department / Institute / Central Scientific Unit. All international business trips for all employees, as well as domestic business trips for professors and all business trips for members of the Central Administration (regardless of destination), are approved by the Department of Human Resources and Legal Affairs.
What precautions must I take when traveling to tropical, subtropical, or areas with a high risk of infection on business trips?
Business travel to tropical, subtropical, and regions with extreme climatic conditions, as well as areas with a high risk of infection, may pose an increased health risk to travelers. According to the Regulation on Occupational Medical Prevention and Occupational Medical Rules, the employer or principal is responsible for ensuring that employees participating in business trips to affected countries (only in german) undergo mandatory preventive measures. The mandatory preventive measures include a medical consultation and, upon request, examinations and vaccinations.
The employer or principal may only permit the employee to commence work if the employee has participated in the mandatory preventive measures prior to starting the activity.
Please ensure that you schedule an appointment with the Occupational Medical Service well in advance, ideally 6 to 8 weeks prior to the start of your business trip, by calling +49 6131/ 17-7409 or via email. For this appointment, please bring the completed and signed registration form (only in german), endorsed by yor supervisor.
In cases where mandatory preventive counseling is required, a business trip approval will only be granted without exception after the Occupational Medical Service has issued a preventive care certificate. If occupational medical preventive measures are not undertaken, approval for the trip as a business trip, as well as any reimbursement of travel expenses, will be excluded.
What regulations apply to business trips related to RMU matters?
Pursuant to Section 2, Paragraph 2 of the Rhineland-Palatinate State Travel Expense Act (LRKG), business trips to Darmstadt and Frankfurt for the purpose of fulfilling official duties related to RMU matters are hereby approved for all employees of the entire scientific sector (only in german) and the Central Administration (only in german) of JGU, effective immediately. As a result, separate approval for individual trips is no longer required. Should travel expenses be claimed, the financing must be clarified prior to the trip, and the exclusion deadline must be observed.
For any further questions, please do not hesitate to contact the colleagues in the Human Resources Department - Section PA 5.
How do I claim my travel expenses?
To claim reimbursement for expenses incurred during your business trip, please submit a fully completed Application for Travel Expense Reimbursement along with all supporting documents and the original business trip approval.
Please attach small-format receipts to A4-sized sheets and refrain from using staples.
Travel expense claims for all business travelers are centrally processed by the Department of Human Resources and Legal Affairs, with the exception of the following institutes: Institute of Physics (partially), Institute of Nuclear Physics, Institute of Atmospheric Physics, Institute of Geosciences, and the Geographic Institute.
You will receive a personal notification for your records regarding the determination of your travel expense reimbursement. The transfer of the calculated travel expenses to your account will be processed by the respective fund-managing unit (typically the Institute, Central Scientific Unit, Project Leadership, etc.) through the Finance Department and the State University Treasury Mainz.
What deadlines must I observe?
The exclusion deadline for claiming travel expenses is 6 months, commencing the day after the business trip concludes. The application for travel expense reimbursement must be received by the responsible settlement office within this timeframe.
What should I consider when traveling on business within Europe?
For business trips to EU member states and equivalent countries (only in german), all employees are generally required to carry a certificate confirming their social insurance status (so-called A1 Posting Certificate). Our experience, as well as the general experience of other universities, indicates that since the introduction of the regulation, there have been no actual controls, nor have any disciplinary measures or other penalties been imposed on university affiliates.
To streamline and reduce bureaucracy in the business trip approval process, JGU Mainz, in consultation with other universities, has decided to discontinue the cumbersome proactive procedure of issuing A1 Posting Certificates for business travel within Europe.
As of the summer semester 2025, the general procedure for issuing A1 Posting Certificates for all employees of JGU Mainz will be discontinued.
In individual cases, if explicitly requested by foreign authorities during potential controls, the A1 Posting Certificate can be issued retroactively for subsequent presentation. Should this situation arise, please contact the colleagues at PA 5 via entsendung@uni-mainz.de, who will also be happy to assist with any further inquiries.
What should I consider when traveling by air?
Due to a ministerial decree, business-related air travel in Rhineland-Palatinate is subject to a CO2 compensation requirement. Therefore, if a business trip by air is unavoidable, a compensation payment for the resulting climate-damaging CO2 emissions must be made to the Nature and Environment Foundation of Rhineland-Palatinate. The lump-sum compensation amounts, based on the polluter pays principle, will be subsequently charged to the respective accounting objects from which the flight was paid, and centrally disbursed by the Finance and Procurement Department.
For further information, please refer to the Chancellor's Circular of March 11, 2022 (only in german) .
What sustainable mobility options are available for business trips on campus?
The University of Mainz and book-n-drive collaborate in the field of mobility. book-n-drive car-sharing vehicles are available for students and employees of the University of Mainz at the main entrance, near the Colonnades. For employees, there is an opportunity to rent car-sharing vehicles for official use at special rates.
If you are interested in this offer, you can register on the von book-n-drive Information page for JGU Mainz and receive a personal customer card. The billing for vehicle usage will be processed through your private account.
The car-sharing offer is considered a rental car usage under travel expense regulations. Reimbursement for business trips can be granted if, in a specific individual case, there are compelling reasons for using a rental car. Please indicate these reasons accordingly on the travel expense claim form.
Am I allowed to combine a business trip with a private stay?
Combining a business trip with a private stay is generally permissible. The assessment of the proportionality between the duration of the official business and the private stay, as well as the granting of vacation time in Gisbo, falls under the responsibility of the supervisor or the organizational unit.
If vacation is taken before or after the official business, the travel expense reimbursement is limited to the route from the place of duty to the business location and back, as well as the necessary stay to complete the official business. For flights, a comparative offer must be obtained simultaneously with the booking of the actual flights, which indicates the flight costs that would have been incurred for an immediate journey to the business location before the start or an immediate return journey after the completion of the official business. This comparative offer must be submitted with the application for travel expense reimbursement.
If vacation is taken both before and after the official business, travel expense reimbursement will only consider the costs for the journey from the vacation location to the business destination and back to the vacation location. The outbound and return travel to the visited country will be attributed to the private stay and is not eligible for reimbursement.
There are currently three childcare centers on the campus of Johannes Gutenberg University Mainz. In addition, all JGU employees can utilize flexible short-term childcare services. Further support measures and childcare options, such as parent-child workspaces, transitional care, and children's leisure activities during school holidays, as well as flexible working hour arrangements, facilitate the reconciliation of work and family life.
Further information and offers can be found on the JGU's Family Service Center website.
Johannes Gutenberg University Mainz is committed to fostering a collaborative work environment among its employees. By establishing a Conflict Counseling Office (only in german) the university provides its staff with the opportunity to seek assistance from an independent body for conflicts at their workplace that can no longer be resolved by the parties involved."
As part of the PE Continuing Education Program, regular courses on „Conflict Management“ (only in german) are offered for employees and managers.
The Human Resources Development department provides its training programs through the PE Continuing Education Portal (only in german). There you can find seminars, workshops, and other opportunities for personal and professional development.
Employees of JGU also have the opportunity to take part in professional development and training programs abroad through the Erasmus+ Staff Mobility program.
Employees in Rhineland-Palatinate, governed by collective bargaining agreements, have a statutory right to educational leave with continued payment of salary by the employer for events related to vocational and societal further education, provided that no compelling service interests preclude participation.
A prerequisite for claiming educational leave is a minimum of 6 months of employment at Johannes Gutenberg University Mainz (JGU Mainz). Trainees must have been in a training relationship for at least 6 months.
For which events is educational leave possible?
An application for educational leave is possible for events related to vocational or socio-political further education. Exceptions include events focused on recreation, entertainment, or general leisure activities.
Vocational further education events are not limited to the current occupation and also encompass the acquisition of key qualifications and foundational knowledge.
A prerequisite for the possibility of educational leave is that the respective event is recognized as a further education event under the Educational Leave Act. Up-to-date information on whether such recognition exists can be obtained through the search portal of the MWWK (only in german) .
How many working days can I be granted leave?
The entitlement to educational leave for a 5-day workweek amounts to 10 working days within a 2-year period, spanning two consecutive calendar years, starting with an odd-numbered year - for example, 2019/2020. If the working hours are regularly distributed over fewer than 5 days per week, the entitlement to educational leave shall be reduced proportionally. Educational leave may be granted for one or multiple events, up to the maximum number of leave days available within the respective period.
How do I apply for educational leave?
The educational leave must be applied for in writing, via the supervisory authority, to Department PA 5, at least 6 weeks prior to the start of the event. You may submit an informal application or use the MWWK's template form (only in german), which can be sent via email. Please note that you must attach proof of the educational provider's recognition of the event to your application. You will receive a written decision regarding the approval or rejection of your educational leave request.
The employer, in consultation with the Staff Council, may reject in writing the participation in the recognized event at the desired date up to 3 weeks before the event's start, if compelling service interests oppose it.
The employer must be provided with confirmation of participation in the educational event, for which leave was granted, through a certificate issued by the event organizer, immediately following the completion of the educational leave.
Are the costs associated with the event reimbursed?
Participation fees, as well as travel and accommodation expenses, will not be reimbursed and must be borne by the employees themselves.
The only entitlement vis-à-vis the employer is the continuation of salary payments for the duration of the granted educational leave.
Fundamentally, the employment relationship terminates upon either the employee's entry into the standard retirement pension or the expiration of a fixed-term employment contract. In addition to these, termination may also occur through notice of termination or a mutual dissolution agreement.
A Notice of Termination is a unilateral declaration of intent that requires receipt. This means it takes effect upon delivery to the addressee.
- A notice of termination can be issued by either the employee or the employer, in the form of an ordinary or extraordinary termination.
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In the case of an ordinary termination, the applicable notice periods must be observed.
For the calculation of the notice period, all periods of service or employment with the same employer (State of Rhineland-Palatinate) shall be taken into account. This includes periods served as a research assistant or temporary worker.
- An extraordinary termination can only be effected in the event of a severe breach of contractual obligations.
A Mutual Dissolution Agreement is, by contrast, a consensual termination of the employment relationship, requiring the consent of the supervisory authority and the respective institutional leadership.
- A request for dissolution can only be submitted by the employee.
- The request requires approval by the supervisory authority and must be submitted through the official channels.
- A mutual dissolution agreement can be concluded on any desired date and does not require adherence to notice periods.
Please feel free to utilize our Application for Dissolution of the Employment Relationship (only in german), which you may conveniently submit to us digitally via email.
What is the duration of the notice period?
For permanent employees and academic staff with fixed-term contracts under the WissZeitVG, the following notice periods apply:
Within the first six months (probationary period): two weeks' notice, ending on the last day of the month. Up to one year: one month's notice, ending on the last day of the month.
More than one year: six weeks' notice, ending on the last day of the quarter,
At least 5 years: three months' notice, ending on the last day of the quarter,
At least 8 years: four months' notice ending on the last day of the quarter,
At least 10 years: five months' notice, ending on the last day of the quarter and
at least 12 yeasrs: six months' notice, ending on the last day of the quarter.
For fixed-term employees, the following notice periods apply:
Up to six months: two weeks' notice, ending on the last day of the month,
After the initial six months: four weeks' notice, ending on the last day of the month
After more than one year: six weeks' notice, ending on the last day of the month.
After more than two years: three months' notice, ending on the last day of the quarter and
after more than three years: four months' notice, ending on the last day of quarter.
What Should Be Considered in the Event of Dissolution and/or Termination?
The affected individual is obligated to register as a job seeker with the competent Employment Agency (Employment Agency) without delay . In this regard, the employer informs the affected individual that, in order to maintain full entitlement to unemployment benefits, there is an obligation to register in person with the Employment Agency at the latest three months prior to the expiration of the contract.Should the deadline, for example due to a shorter contract duration, not be feasible, the obligation is to register in person with the Employment Agency within three days of the contract's conclusion to maintain unemployment benefits."
Which individuals are authorized to issue a notice of termination on behalf of the department?
The individuals listed below have been explicitly authorized by the President (only in German) or Chancellor (only in German) , via a power of attorney, to receive and issue declarations of intent on behalf of the supervisor or superior. This power of attorney specifically encompasses the authority to issue terminations or warnings and to delegate other tasks.The following individuals have been authorized:
- Deputy Chancellor, Ms. Annette Seliger,
- Head of the Department of Human Resources and Legal Affairs, Ms. Sabine Kurzok-Quandel,
- Deputy Heads of the Department of Human Resources and Legal Affairs, Mr. Benjamin Raacke-Sippel and Mr. Nils Kühne, as well as
- Deputy Head of the Human Resources Department, Mr. David Kunert.
While the unlimited full-time employment contract constitutes the standard case, the employment relationship can also be established on a fixed-term basis under certain statutory conditions.
For this purpose, a statutorily prescribed basis for fixed-term employment is required. The relevant provisions are primarily derived from the Part-Time and Fixed-Term Employment Act (TzBfG).
In the event of fixed-term employment, the employment relationship shall automatically terminate upon expiry of the agreed-upon period. No notice of termination is required in this instance.
Furthermore, the employment relationship shall automatically terminate upon the occurrence of a dissolving condition (i.e., the advent of an uncertain future event), which must be justified by a substantive reason. Such a reason is particularly present when a replaceable person returns to their regular employment relationship prematurely or when project funds are no longer available. The dissolving condition, as well as the fundamental fixed-term nature of the employment contract, must be in writing.
For further information regarding the termination or dissolution of fixed-term employment contracts, please refer to the section "Termination of Employment".
What Fixed-Term Employment Regulations Apply to Academia and Higher Education Institutions?
Spezielle Regelungen für die Befristung von Arbeitsverträgen
In the event of illness, there are notification and proof obligations towards the employer - see also Guidelines on Sickness.
How do I report my illness?
In the event of illness, you are required to notify your work unit of your inability to work and its expected duration without undue delay. 'Without undue delay' typically means that the notification should be made to your organizational unit by 10:00 AM on the first day of illness.
Employees with multiple supervisors are additionally required to inform these work units. To ensure timely receipt of the notification by the employer, it is advisable to communicate by phone. Using other means of communication (e.g., email, fax, etc.) risks delayed acknowledgment.
Any changes to the situation, such as an extension of the inability to work, must also be reported promptly
When do I need a medical certificate of incapacity for work?
If the work incapacity lasts longer than 3 calendar days (including weekends, holidays, and non-working days), a medical certificate of incapacity for work (AU) must be submitted.
The original AU for the employer must be sent promptly to the PA 5 Department via the work unit.
What happens if I fail to fulfill my notification and proof obligations?
In cases of non-compliance or irregularities, besides severe labor law measures such as warnings or termination, a time-limited obligation to provide a medical certificate from the first day of absence may be imposed by the responsible Collective Bargaining Department. In such cases, all absence days due to illness must be documented with a medical certificate.
What should I do if I fall ill while on vacation?
If you are unable to commence your vacation due to illness or fall ill during an already commenced vacation, please notify your employer immediately (see also Guidelines on Sickness).
Additionally, a medical certificate of incapacity for work is mandatory from the first day of illness to ensure the corresponding vacation days are credited to your account.
For each position at the university, the duties to be performed are outlined in a job description. This document, which is provided to you upon commencement of your employment, regulates the tasks to be performed, the mandatory knowledge required, and the integration of the position into the organizational unit. The job description confirms your job classification in accordance with the automatic pay scale of the TV-L collective agreement.
In addition to the regularly performed duties listed in the job description, individual assignments may be delegated by the supervisor, provided they are inherently related to the described tasks or arise from operational necessity.
What happens if I hold multiple positions?
When holding multiple positions at JGU, the positions are evaluated in relation to each other, and the salary grade is determined through an overall assessment, provided the duties are directly related.
My duties have changed. What can I do?
The duties to be performed are defined in the job description by the supervisor. If you identify a need for changes, please discuss this with your supervisor. They will then contact us regarding a potential update to the job description.
What is a reclassification to a higher pay grade?
If permanently higher-valued duties are assigned in the form of a job description, the employee will be reclassified into the higher salary group from that point forward.
The salary scale will be determined based on the table salary of the previous salary group and the previous salary level, as well as, if applicable, a guarantee amount of €100 (for salary groups EG 1 - EG 8) or €180 (for salary groups EG 9a - EG 15).
Do I receive a new job classification for temporary higher duties?
If you temporarily perform duties of a higher salary group, you will receive a supplement as compensation. Your job classification remains in the regular classification of your permanent position.
Mobile work can be requested if the performed task is suitable for it. The respective supervisor decides whether this is the case and whether the necessary suitability and reliability are present.
A distinction is made between regular and situational mobile work:
- Regular mobile work refers to a portion of work being performed regularly at a location other than the standard workplace.
- Situational mobile work is performed on an exceptional, as-needed basis at an alternative work location.
Participation in both forms is possible under the conditions outlined in the Service Agreement on Mobile Work at JGU (only in german).
A digital application is required for regular mobile work.
Additional information and assistance regarding the use of digital processes in the department can be found on ther Staff Office for Project Management website (only in german).
How do I apply for regular mobile work?
For this purpose, please use our digital application process.
Please note that the application must be fully submitted to the Department of Human Resources and Legal Affairs at least four weeks before the planned start date."
Additional information and assistance regarding the use of digital processes in the department can be found on the Staff Office for Project Management website (only in german).
How do I apply for situational mobile work?
Situational mobile work can be informally agreed upon with the responsible supervisor - no formal application is required. It is essential to document the agreement, for example, via email.
Please note:
Situational mobile work is intended for individual cases and should not exceed six working days per calendar year.
The utilization of regular mobile work remains unaffected and is handled independently.
Typically, a brief email to your supervisor, specifying the day and reason for the mobile work, is sufficient.
How do I record working hours while working remotely?
Working hours, including start and end times as well as breaks, must be promptly recorded in GISBO (only in German). As a general rule, the weekly allocated mobile working hours should not be exceeded. Exceptions to this require prior approval from the supervisor.
What work materials are provided?
Within the available budgetary resources, JGU provides a mobile computer, the necessary software, and, upon separate application, additional devices if required.
University-provided computers and other devices must be handled with care and returned immediately upon request, at the end of the mobile work arrangement, or upon termination of the employment relationship.
The provision of internet connectivity and other workplace equipment is the responsibility of the employee. Reimbursement for these expenses is not provided.
Can my presence at the workplace be required despite agreed-upon mobile work arrangements?
The supervisor may, for operational reasons, designate specific workdays or time frames during which employees must be present at the workplace for internal communication and coordination purposes, either regularly or as needed.
Do I have a right to mobile work?
When agreeing on mobile work arrangements, the interests of the applicant, their colleagues, and the department must be considered. Therefore, there is no entitlement to mobile work. The supervisor determines whether the conditions for granting mobile work are met.
If an application for mobile work is denied, a co-determination procedure with the Staff Council may be required, depending on the case.
Please use our Parental Leave Application. form for this purpose, which can be conveniently submitted digitally via email to your responsible case handler.
Regarding the social security implications and the amount of parental allowance, please contact the responsible Parental Allowance Office at your local district or municipal administration.
Additional information can also be obtained from our JGU's Family Service Center.
How long can I take parental leave?
The entitlement to parental leave exists until the child reaches the age of three. A portion of up to 24 months can be utilized between the child's third birthday and the completion of their eighth year of life.
Can the father also apply for parental leave?
Parental leave can be taken partially, by each parent individually, or by both parents together. The mother's parental leave commences upon expiration of the maternity protection period. Fathers can begin their parental leave immediately after the child's birth.
Is part-time employment possible during parental leave?
During parental leave, gainful employment of up to 32 hours per week is permissible:
The maximum limit of 32 hours per week applies to children born on or after September 1, 2021 or adopted with the intention of adoption.
For all cases involving children born or adopted before September 1, 2021, the maximum limit is 30 hours per week.
If both parents are on parental leave simultaneously, both may engage in gainful employment of up to 32 hours per week each (i.e., a combined total of 64 hours per week).
Can I terminate my parental leave early?
The applied for and approved parental leave can be terminated early upon request. This requires an informal application that includes the supervisor's consent.
However, it is important to note that the employer is not obligated to agree to the early termination.
What happens to my vacation entitlement?
If no part-time work is performed during parental leave, the annual recreation leave for the vacation year (calendar year) will be reduced by one-twelfth for each full calendar month.
Any remaining vacation entitlement that has not expired prior to the start of parental leave must be granted upon return from parental leave, either in the current or the next vacation year.
For example, if parental leave ends on May 15th of the current calendar year, the remaining vacation entitlement from before the start of parental leave can still be taken until December 31st of the following calendar year.
To avoid potential disadvantages, it is advisable to take the full recreation leave entitlement before commencing parental leave.
Provided that your employment relationship has existed for more than six months, you are generally entitled to a temporary reduction of your currently established working hours.
The application for reduction should cover a minimum period of one year and must not exceed a duration of five years. Upon expiration, the originally agreed-upon working hours shall apply again. The scope and duration must be discussed and agreed upon with the supervisor in advance of submitting the application to the Department of Human Resources and Legal Affairs.
A permanent reduction in working hours must also be submitted to the Department of Human Resources and Legal Affairs, following prior consultation with the supervising manager.
NutzenPlease use our Application for Reduction in Working Hours (only in german) for this purpose. The submission of the application can be conveniently made via email.
When can I apply for a reduction in working hours?
You are entitled to submit an application for a reduction in working hours (only in german) via email at any point during your ongoing employment with our organization.
Requirement of a Specific Reason for Reduction in Working Hours?
No, fundamentally, every employee (female and male) has a claim to reduce working hours for personal reasons, as long as no service-related reasons oppose this.
When must the application for a temporary reduction in working hours be submitted?
The application should be submitted at least three months before the start of the desired reduction in working hours. By exception, a shorter lead time may be possible after consultation with the supervisor, but there is no entitlement to this.
Are there additional reasons that justify a reduction in working hours?
An entitlement to a reduction in working hours also exists, provided that at least one child under 18 years of age or a care-dependent relative (requiring a medical certificate) must be cared for or looked after.
Can an application for a reduction in working hours be rejected?
A rejection is only considered if demonstrable service-related reasons oppose the reduction and no mutually agreeable solution can be found.
Once we receive the notification, you will be sent a letter with all important information.
Is a pregnancy certificate required and who covers the cost?
A medical certificate is not required, and therefore, unfortunately, the associated costs cannot be reimbursed.
A notification in accordance with the aforementioned guidelines is sufficient.
What are the protection periods for pregnant employees?
Pregnant employees are prohibited from working 6 weeks before and mothers 8 weeks after childbirth. In cases of premature or multiple births, the postpartum protection period is extended to 12 weeks. Following the birth of a child with a disability, the protection period can be extended from 8 to 12 weeks upon application.
The postpartum protection period is additionally extended by the duration of the 6-week pre-birth protection period that could not be utilized due to premature birth, ensuring that the combined protection periods total at least 14 weeks.
Where do I apply for maternity benefits?
Regarding questions and the amount of maternity benefits, please contact your health insurance provider. The employer's share is handled by the State Finance Office (only in german) in Koblenz.
Johannes Gutenberg University Mainz (JGU) does not tolerate sexual harassment, sexualized violence, or discrimination within its domain. Beyond the provisions of Section 3 IV of the General Equal Treatment Act (AGG), which apply to all employees, JGU acknowledges its responsibility to protect all its members from such actions and behaviors.
Against this backdrop, the Senate, in its meeting on April 29, 2022, adopted the following guideline, which replaces the Senate Guideline for the Protection against Sexual Harassment from February 1, 2013:
Temporal flexibility is of central importance for employees in the event of caring for relatives. To address this, the Law for the Better Reconciliation of Family, Care, and Work (Gesetz zur besseren Vereinbarkeit von Familie, Pflege und Beruf) provides a framework, establishing conditions for various caregiving situations that aim to accommodate this need for flexibility.
For information on the topic of Family Care Leave, please visit the website of the Federal Ministry of Family Affairs, Senior Citizens,Women, and Youth (only in german).
The salary level is determined by the duration of relevant professional experience, which can be credited towards the salary grade assignment.
The disbursement of remuneration is handled by the State Finance Office in Koblenz. At the commencement of employment and in the event of changes to ongoing benefits, you will receive a pay statement outlining your table salary, any additional allowances, and personal and statutory deductions. For inquiries regarding this, please contact your designated case handler at the State Finance Office (only in german).
Tariff employees are obligated to notify the employer in writing of any 'remunerated secondary employment' in a timely manner before commencement. Please use our Notification of Remunerated Secondary Employment for Tariff Employees for this purpose.
Information and assistance regarding the use of digital processes in the department can be found on the Staff Office for Project Management website (only in german).
The employer may prohibit or impose conditions on secondary employment if it is likely to impair the fulfillment of the employee's contractual obligations or legitimate interests of the employer.
What is considered secondary employment?
Secondary employment refers to any remunerated activity conducted alongside one's primary occupation
What is meant by the term "remuneration"?
Remunerated activity encompasses not only monetary compensation but also the provision of any non-monetary benefits. This includes the receipt of material goods, special favors, or free usage opportunities that would otherwise be provided for a fee. Even reimbursement of expenses (e.g., travel costs, stationery, etc.) is considered remuneration.
Will I receive a confirmation of my notification of remunerated secondary employment?
Within the framework of the notification process via the digital workflow system "JobRouter", you will receive an email regarding the status once the process has been completed.
The Service Bicycle Leasing program offers an attractive opportunity to contribute to health and environmental sustainability while simultaneously benefiting from tax advantages.
Employees of the State of Rhineland-Palatinate can lease a bicycle or e-bike through salary conversion via the offer of German Service Bike Ltd. (only in german)
Discover the details of the Service Bike program in Rhineland-Palatinate (only in german), convince yourself of its benefits, and verify your eligibility to participate.
To utilize the Service Bike Leasing program, registration in the IPEMA® employee portal (only in german) is mandatory.
I have a fixed-term employment contract. Can I still take advantage of the offer?
Participation in the Service Bike Leasing program is only possible if the existing employment relationship, at the time of contract signing, is guaranteed to continue for the entire leasing duration of three years. An expected extension does not suffice.
Is it possible to participate during the probationary period?
The Service Bike Leasing program is only open to tariff employees who are no longer in their probationary period. A prerequisite is an uninterrupted employment relationship spanning the entire three-year leasing term.
Special leave can be applied for informally, preferably via email.
This entitlement applies to both full-time and part-time employees.
The purpose of Section 28 of the TV-L is to exempt employees from their duty to work in exceptional situations that do not occur for every employee and do not recur annually.
Please carefully note the following information and implications, as the leave of absence suspends the employment relationship, including all associated rights and obligations.
What are the prerequisites?
The granting of special leave requires an important reason.
This reason must initially lie within the employee's sphere of interest. However, not every personal motive suffices; rather, it must be an objectively significant and worthy-of-protection reason.
There is no legal entitlement to the granting of special leave.
Important reasons may include, but are not limited to:
- Family reasons (e.g., caring for minor children or dependent relatives)
- Vocational training reasons (e.g., pursuing a university degree, doctoral studies, attending educational events, participating in retraining programs, provided there is a permanent incapacity for the current occupation or the assumption of a municipal office)
An additional important prerequisite is the written statement of reasons in accordance with Section 28 of the TV-L, accompanied by a waiver of salary payment, as there is no entitlement to salary continuation in this case. Upon request by the employer, employees must provide proof of the stated reasons.
How long can I take special leave?
No time limits are imposed on special leave. The duration is determined by the presence of an important reason and the circumstances of the service or operational situation. The duration must be agreed upon before the start of the special leave. Termination is generally not possible by either the employer or the employee and can only occur by mutual agreement.
Consequences:
- The duration of special leave is not counted towards the employment period.
- The duration of special leave is not credited towards the salary scale progression period.
- Any potential salary scale advancement is postponed by the corresponding absence period.
- The annual special payment is deferred by 1/12 for each month without entitlement to salary.
- During the period without salary entitlement, there is no claim to capital-forming benefits.
- The duration of annual leave is reduced by 1/12 for each full month the employment relationship is suspended.
- If the employee falls ill during special leave, there is no entitlement to salary in the event of illness, as per § 22 TV-L.
- Special leave also reduces the entitlement to the provisions of § 9 (Salary Group Allowances) and § 11 (Child-Related Salary Components) of the TVÜ-L.
The aforementioned consequences apply if there is no operational or service-related interest in the special leave and this has not been correspondingly documented in writing.
How does social insurance and supplementary insurance work during leave?
Upon commencement of special leave, the obligation to contribute to social insurance and supplementary insurance ceases. Statutory health insurance may still provide benefits for one month after membership ends.
The mandatory insurance with the VBL (Pension Scheme for the Public Sector) remains in effect. However, no contributions are required, as no supplementary insurance-mandatory salary is received.
In all matters concerning scientific staff and lecturers for special tasks, the Staff Council only participates if requested by the aforementioned personnel.
What is the Staff Council?
The staff representation for all employees (tariff employees and civil servants) of an institution (e.g., a university) is referred to as the Staff Council. Its primary task is to protect the interests of the employees. In addition to monitoring compliance with statutory requirements,"The Staff Council is the employee representation body for all staff members (including tariff employees and civil servants) within an institution, such as a university. Its key responsibility is to safeguard employee interests. Beyond ensuring adherence to legal provisions, the Staff Council exercises its co-determination rights in individual cases.
Which personnel-related processes are submitted to the Staff Council?
In the area of staff supporting scientific activities, all personnel-related measures (e.g., hiring, job classification, contract extensions, etc.) are fundamentally submitted to the Staff Council. A complete, detailed list can be found in Section 78 of the Rhineland-Palatinate State Staff Representation Act (LPersVG).
Warum müssen wissenschaftliche Beschäftigte für die Beteiligung einen Antrag stellen?
For staff members in roles supporting scientific activities, all personnel-related measures (e.g., recruitment, job classification, contract extensions, etc.) are fundamentally submitted to the Staff Council. A comprehensive, detailed list can be found in Section 78 of the Rhineland-Palatinate State Staff Representation Act (LPersVG).
Why am I being directed to submit an application?
"Pursuant to Section 81 of the LPersVG, scientific staff members must be informed of their potential right to apply for co-determination before the implementation of intended measures.n.
How do I submit an application?
The application can be submitted informally via email.
What does co-determination mean for me?
Co-determination means that the upcoming personnel process, such as recruitment, will be submitted to the Staff Council for co-determination before implementation. The Staff Council must notify the department of its decision within 18 working days. Subsequently, the measure will be implemented by the Department of Human Resources and Legal Affairs or, in the event of the Staff Council's non-approval, rejected.
What are the implications for me if I do not apply for co-determination?
You will not incur any disadvantages if you do not apply for co-determination. You still have the opportunity to contact the Staff Council members at any time for assistance or support. The Staff Council remains the point of contact and representative for all employees, regardless of co-determination in individual cases.
You can also decide anew with each upcoming measure whether to request co-determination. In the event of a planned, potentially negative personnel measure, such as a warning, you will be explicitly asked whether you wish to involve the Staff Council.
The amount of vacation entitlement is based on the number of working days per week and the working months in the calendar year. For example, for employees with a 5-day workweek, the vacation entitlement in a complete calendar year is 30 working days. In the case of deviation from a 5-day workweek, the vacation entitlement is to be converted proportionally.
How do I apply for recreational leave?
Vacation must be applied for through the time tracking program Gisbo. Approval is granted by the respective supervisor, who is to be registered in Gisbo under 'Settings'. The application status, as well as the current personal vacation statistics and calendar year overview, are clearly and traceably displayed in Gisbo and can be accessed at any time.
By when must I take my vacation?
Vacation entitlements expire on October 31st of the following year. For more information on the transfer and expiration deadlines of vacation entitlements, please refer to the Vacation Information Sheet.
What should I do if I fall ill during my vacation?
Should you be unable to commence your leave due to illness or fall ill during an already commenced leave, you are required to notify your employer of your illness immediately (please also refer to the guidelines on illness). Furthermore, a medical certificate of incapacity for work is mandatory from the first day of illness, in order for the corresponding leave days to be credited to your account.
Is Rose Monday a non-working day at the Johannes Gutenberg University?
Rose Monday is a regular working day for all employees. Leave or a flexible working day shall be granted upon submission of a corresponding application. This regulation, agreed upon in conjunction with the Staff Council, replaces the provision outlined in § 10.3 of the Flexible Working Hours Collective Agreement from October 9, 2012, which previously granted Rose Monday as a non-working day for employees in Mainz, provided that the missed working time was compensated. The new regulation applies to all employees with immediate effect and until further notice.
For wich occasions is work exemption granted and how many working days does this entitlement cover?
In particular, work exemption is granted for the following occasions:
- Childbirth of Spouse/ Life Partner/ 1 Working Day
- Death of Spouse/Life Partner, Child, or Parent: 2 Working Days
- 25th and 40th Work Anniversary: 1 Working Day
- Severe Illness of a Household Family Member: 1 Working Day per Calendar Year
-Severe Illness of a Child under 12 Years (provided no entitlement under Section 45 SGB V):up to 4 Working Days per Calendar Year (For further information, please refer to our Guideline (only in german).)
-Severe Illness of a Caregiver, requiring Assumption of Care for a Child under 8 Years or a Permanently Disabled Child in Need of Care: up to 4 Working Days per Year
- Fulfillment of General Civic Duties, Participation in Collective Bargaining Negotiations, and Attendance at Meetings of Examination and Vocational Training Committees, etc.: Case-by-Case Decision by Department PA 5
Who Authorizes the Respective Exemption from Work?
Applications for Exemption from Work are Reviewed and Decided by Department PA 5.
How to Apply for Exemption from Work?
Applications for Exemption from Work are generally submitted informally via email, with endorsement by the Supervisor and attachment of any supporting documents. You are welcome to use our Exemption from Work Application Form (only in german) for this purpose.
For all non-academic full-time and part-time employees, the Collective Agreement on Flexible Working Hours (only in german) as welll as the Collective Agreement on Working Time Recording (only in german) shall apply. The recording of working hours is mandatory and must be done exclusively through the electronic time tracking system Gisbo. Exempt from the obligation to record working hours are all academically employed staff.
Link to Time Tracking System: https://arbeitszeit.uni-mainz.de
Further information can be found in the Information Sheet on the Gisbo Time Recording and Leave Program (only in german).
How Do I Record Working Hours While Working Remotely?
Working hours must be recorded immediately upon commencement and completion, as well as all breaks. As a general rule, the weekly allotted mobile working hours should not be exceeded. Exceptions to this require prior approval from the supervisor.
How is My Weekly Working Time Distributed?
In full-time employment, the weekly working hours are evenly distributed over 5 working days. This results in a daily standard working time of 7 hours and 48 minutes, or 7 hours and 42 minutes for permanent shift work.
In part-time employment, the weekly working hours can be evenly distributed over fewer than 5 working days, subject to agreement with the supervisor. It is essential to ensure that the daily standard working time does not exceed 8 hours.
What Breaks Am I Required to Take?
Work must be interrupted by rest breaks of at least 30 minutes for a working period of more than six up to nine hours, and by a total of at least 45 minutes for a working period exceeding nine hours. A break is considered to be a work interruption of at least 15 minutes.
What is the Daily Working Hour Limit?
The maximum daily working time is 10 hours. Special regulations, such as reduced working hours as per the Youth Employment Protection Act or the Maternity Protection Act, must be strictly observed.
Is a Doctor's Visit Considered Working Hours?
The flexible working hour arrangement provides the opportunity for employees to attend medical appointments outside of working hours. Consequently, the time spent on medical appointments, regardless of the nature of the illness, shall not be considered as working time. The only exception to this rule applies to prenatal examinations mandated by the Maternity Protection Act during pregnancy.
Which Events are Considered Working Hours?
The following shall be considered working hours: attendance at staff meetings and other official events, including but not limited to university-wide elections and events within the framework of the staff development program..