The University Board declares ongoing, continuous adherence to official measures to curb the COVID-19 pandemic. We also request that you, the members of the CAU, keep contributing towards maintaining control of the pandemic on site so that we can master the winter semester with as few restrictions as possible. This includes, above all, that we stick to social distancing and hygiene regulations on campus as well as the obligation to wear masks, and behave responsibly in our free time. In the following, employees of the University receive continuously updated information about the applicable regulations based on the state ordinances and decrees of Schleswig-Holstein.
- Act on Academic Fixed-Term Contracts
- Business travels and returnees
- Carrying out job interviews
- Homeoffice and working on site
- Professorial appointments
- Residence permits, work permits and visas
- Risk assessment and working alone
- Risk groups
- Schools and Kindergarten
- Sickness, quarantine, suspected sickness
- Student and research assistants
- Working time framework
This information is currently being updated.
The Act on Academic Fixed-Term Contracts (WissZeitVG) has ,against the background of the pandemic, been amended restrospectively with effect from 01.03.2020 to include a transitional arrangement for a limited period of time, by the addition of Section 7 (3) WissZeitVG. The current wording of the amendment is as follows (translation from the German original):
"(3) The total permitted duration of fixed-term employment in accordance with Section 2 (1) Clause 1 and 2 shall be extended by six months, if an employment relationship exists in accordance with Section 2 (1) between 1 March 2020 and 30 September 2020.
The Federal Ministry of Education and Research is hereby authorised to use statutory regulation, with the consent of the Bundesrat, to extend the permitted duration of fixed-term employment for a further period of up to six months, if this appears necessary due to the ongoing impact of the COVID-19 pandemic in the Federal Republic of Germany; the extension shall also apply to employment relationships entered into after 30 September 2020 and prior to the expiry of the extension period referred to in the statutory regulation."
The legislator has thereby created a means of mitigating the additional coronavirus-related burdens on scientists who are in the qualification phase.
The new legal regulation applies to scientific staff who have an employment contract in terms of Section 2 (1) WissZeitVG for their own academic qualification in the period from 01.03.2020 to 30.09.2020. Employment may continue beyond the usual 6-year maximum period during the pandemic-related restrictions. The extension of the maximum period of fixed-term employment was initially limited to a maximum of six months. There is no legal claim to an extension of the employment relationship.
The employment relationship may be extended if the respective institution is able to secure funding, and if continuation of employment is applied for in the usual way via Human Resources. Additional central funding is not available.
The Corona-related impairments will continue beyond September 30, 2020. Consequently, the Federal Ministry of Education and Research has extended the period for six month until March 31, 2021. In compliance with the above mentiones conditions, the maximum time limets have been inreased by further 6 month.
If you have any questions, please contact your HR staff member.
All members of the CAU are specifically urged to refrain from non-essential business trips. Possible alternatives include digital formats (video conferences, telephone conferences, etc.) or postponing the business trip. Business trips in high-risk areas – whether within Germany or abroad – are not to be approved until further notice. For exceptional cases and absolutely unavoidable business trips to high-risk areas, special authorisation may be granted by the University Board, provided that a risk analysis of potential dangers is carried out in advance, and specific measures derived. Well-founded requests must be addressed via the Division Travel expense (Mrs. Welz, email@example.com) to the Chancellor.
Job Interviews must again be conducted exclusively digital via video conference, or initially postponed until further notice. Specifications will be made for the period afterwards well in advance. However, please prepare yourself for the fact that face-to-face events cannot take place, or only to a very limited extent, also in the coming months. If job interviews are conducted via video conference, then the applicants must be offered an introduction to the selected video conference system and a joint test run, well in advance before the job interviews. Under current regulations at the CAU, the ZOOM system may not be used for job interviews.
Also at the university as a workplace, implementation of the measures by the state government to contain the spread of the coronavirus should minimise the contact opportunities between members of the university. Attendance at the institutes, institutions and administrative units must therefore be reduced to the minimum required to complete the tasks in research, administration and service, and be organised in such a way that operations can be maintained in the event of an infection - this applies in particular to critical business processes and infrastructures.
Supervisors are to use all possible organisational arrangements to enable employees, in principle, to work their individual standard working time. The instruments for flexible working time (offset working times, shifts, home office, reorganisation, etc.) should be utilised to the fullest extent, with due consideration of the hygiene and social distancing rules.
Avoiding contacts is particularly important in the current situation, especially in the workplace. Employers are therefore obliged, due to the regulation made in § 28b paragraph 7 of the Infection Protection Act (IfSG), to offer home office to their employees whenever possible. Working from home reduces the risk of infection not only specifically at the workplace, but also on the way to work - for example on buses and trains. Thus, to the extent that work can be done without restrictions in the home office, work should continue to be done primarily in the home office. It is left to the managers to decide to what extent a presence in their organisational unit is considered mandatory. Employees are obliged to accept the home office on the basis of Section 28b, paragraph 7 IfSG, provided that there are no reasons on their part to the contrary. In addition to the nature of the work, reasons may also include the nature of the home office (e.g. confined space, interference from third parties or inadequate technical equipment). If an employee has such reasons which fundamentally speak against the acceptance of the home office, an (informal) written notification to the superior is sufficient.
It is left to the managers to decide how many shifts they want to form in their organizational unit, what rhythm of change should apply depending on the requirements of the job and to what extent the presence can or should be in the respective work area. However, contact-reducing measures must be taken and organisational precautions (see below) must be observed. The Hygiene Conceptual Framework of Kiel University provides guidance for the development and application of individual hygiene concepts tailored to local conditions. Required presence activities must be assessed by superiors in the context of these concepts.
In terms of employment law, "home office" means that your place of work is moved to your home. This means that you are still obliged to workand it is therefore generally expected that you can be reached by telephone. In addition, you are - if you are technically able to do so - obliged to retrieve your e-mails and to process them if necessary.
If your workplace is not or only partially executable in the home office, you are required to resume work on site at the university or to proportionally resume work at the university in close coordination with your supervisor(s) if this can be implemented in compliance with the hygiene rules and compliance with the requirements of the Hygiene Conceptual Framework . Your supervisor will examine the possibility among other things of a work assignment on site with special consideration of the following basic conditions and will then decide on it. In these cases there is a limited obligation to be present. You and your supervisor must observe the following principles:
- Double/group offices can only be occupied once.
- Open-plan offices, workshops and other work areas where several employees come together are to be organised in such a way that personal contact between employees is reduced to a minimum. The hygiene and clearance specifications in offices and laboratories must be observed. In closed rooms for temporary use (e.g. short-term laboratory use, meetings), a maximum of 2 persons should stay per 10 sqm, in office or laboratory rooms with a longer stay (of more than 1.5 hours) a maximum of one person per 10 sqm. This is to be understood as a guideline and can be changed depending on local conditions. The instructions and recommendations of the safety engineer staff unit ("Risk assessment and working alone") must be observed. If you have any questions regarding occupational safety, please contact Ms. Hefner (firstname.lastname@example.org) or Mr. Pitulle (email@example.com).
- All other contacts within and outside the office should also be kept to a minimum.
- Meetings should be held as telephone or video conferences wherever possible. If face-to-face meetings are required for work purposes in exceptional cases, then the social distancing and hygiene rules must be strictly observed.
- Indoor areas must be aired regularly, i.e. every 20 minutes.
- A strict hygiene regime applies. The hygiene recommendations of the Federal Ministry of Health (https://www.infektionsschutz.de/) serve as support.
- It is possible to work in staggered shifts. The shifts are to be firmly divided. Changes between shifts must be avoided in order to keep the contact possibilities controllable.
- It is also possible to work in staggered shifts on a daily basis in order to avoid or reduce personal contact and to enable work to be performed at least proportionately.
- Wherever possible, employees who substitute for each other should not work on-site in the same organisational unit at the same time.
Furthermore, it is always the task of the immediate superiors to check which other tasks can be performed in order to ensure sufficient capacity utilisation at all workplaces. To this end, your supervisor may also assign you other tasks (within your pay category) for a limited period of time.
The University Computing Centre at the CAU recommends the following video conference tools for digital teaching:
BigBlueButton is an OpenSource web conference system which is hosted in the University Computing Centre at the CAU and is therefore suitable for confidential content. It is good for digital teaching, conferences and team meetings. Access is guaranteed for all CAU employees (Login via the RZ identifier of the form suabc123). Conferences lasting up to four hours in total can be held. This service is available 24/7 for free.
Network (DFN). It is available to all CAU employees. The login is carried out via the CAU's identity provider, for which a password must be set in the CIM Service Portal (CAU Identity Management) before the first use. DFNconf is good for digital teaching, conferences and team meetings. Although this service is a professionally operated one, the high amount of demand at the moment can cause performance losses.
Nextcloud Talk is an add-on for the CAU cloud. The CAU cloud is OpenSource and is hosted in the University Computing Centre. It offers chat, audio and video functions within the CAU cloud environment. Mobile clients can also download the Nextcloud Talk app from the app stores. All CAU employees with a valid Computing Centre account have access to this service, which is also suitable for confidential materials. Audio or video chats can only be used in small groups for collaborative work, however (max. 4 people).
The CAU now has a campus licence for the American service Zoom as an extra video conference tool in addition to those already provided. The use of Zoom is available to all employees of the CAU. Login is via the CAU's identity provider, for which a password must be set in the CIM Service Portal (CAU Identity Management) before the first use. This service enables web conferences with up to 300 participants and is authorised for use in Digital Teaching at the CAU. The service is not suitable for confidential content such as team meetings or committee meetings.
- The Computing Center informs about technical offers in the home office
- to the VPN webportal
- About the OpenOlat short news service: The team of elk.Medien regularly informs in the OpenOlat short news service about innovations, updates and training dates.
- The Continuing Professional Development Centre offers support in dealing with Office programs
Especially high standards should be set when selecting the best candidate for appointing a professor, as this position is usually awarded for life and represents an outstanding post at the CAU. The provisions mentioned below in the HSG and the BvS naturally continue to be valid for the selection procedure for professors during the coronavirus pandemic and should not be “relaxed”. The University Board considers the presentation of candidates to the university public to be an extremely important component, and one which is essential in most departments, for selecting the best candidate and finalising the list of proposals for a professorship. In addition, the candidates’ lecture to the university public, along with its subsequent discussion, are often the only opportunity for students at the department in particular to form their own “opinion” of each candidate. The same applies for the professors and staff at the department.
Until the current contact reduction measures of the state government are reversed., appointment committee meetings should be in general exclusively conducted as telephone or video conferencese , under consideration of the regulations prescribed for such meetings by the University Computing Centre at Kiel University which are applicable at the point of time in question.
As long as no face-to-face meetings may be held at Kiel University, the subject-related lecture, any teaching sample, the subsequent discussion and the interview with the appeals committee must be conducted in an online format. As part of the appointment procedure, it must be ensured that all applicants can present themselves in the same format (online format or later face-to-face meeting). If a face-to-face meeting is indispensable for the final selection decision of the appointment committee or for the presentation of particular institutes or research institutions, the applicants who are selected for an external review after the digital presentation event may be invited by the appointment committee to a face-to-face meeting at the CAU after the current contact reduction measures have been lifted. The approval of the University Board must be obtained in advance for this.
Such face-to-face meetings are to be held in compliance with the hygiene conceptual framework of Kiel University as well as in strict compliance with the hygiene regulations then in force and in compliance with the legal regulations for the travel of persons from risk areas. In particular, it should be noted:
- During on-site visits, only as many members of the Appeals Committee may meet with the applicant as a matter of principle so that the distance and hygiene rules can be fully observed during the entire visit period.
- A hygiene concept and the completed checklist (see appendices) must be submitted.
- All participants in face-to-face meetings must take a self-test in advance or providethe proof of a negative rapid test, which cannot be older than 24 hours.
If you have any questions about vacancy notices for professors or the appointment procedure, in particular during the coronavirus pandemic, the Referat für Beamten- und Berufungsangelegenheiten (civil servant and appointment affairs department) is available for legal advice at any time. If necessary, you can advise the staff of the Facility Management Division and the Safety Engineer's Office on the preparation of classroom events.
- University Board guidelines about carrying out appointment procedures during the coronavirus pandemic (PDF)(German only)
- Checklist for conducting on-site visits in connection with appointments in conjunction with the Hygiene conceptual framework of the CAU (PDF) (German only)
- Handout for the preparation of an individual hygiene concept for attendance events in the context of appointment procedures (docx)(German only)
Persons with a residence permit for Germany who are currently staying abroad and whose residence permit expires abroad should contact the Immigration Office in Kiel by e-mail firstname.lastname@example.org in order to apply for a Rückkehrberechtigung (permission to return) that allows them to re-enter Germany. Keep in mind that even if your residence permit is valid for a longer time, if you stay outside of Germany for more than six months your residence permit will become invalid and you will need to apply for the Rückkehrberechtigung.
Concerning residence registration for new arrivals and change of address requests at the Residence Registration Office:
- As of August 1, 2020 the Registration Office has regular open office hours Mondays, Tuesdays, Thursdays and Fridays 7:30 am to 12:00 noon. You do not need an appointment to register.
- The change of address can be done by post.The registration confirmation will be sent by mail.
The form "Risk assessment for the continuation of university operations during a pandemic until the official declaration of termination (2020 - Coronavirus SARS-CoV-2)", which applies to Kiel University, was adapted on 28 January 2021. This was done on the basis of the newly enacted SARS-CoV-2 Occupational Health and Safety Ordinance and is available on the pages of the Safety Engineer's Office.
New regulations include the use of a mouth-nose protection at the workplace as an individual protective measure, e.g. in case of non-compliance with the minimum distance of 1.5m. Technical and organisational protective measures, such as separating workplaces or shift work, are to be examined in any case and are to be preferred to the use of mouth-nose protection. Mouth-nose protection in the sense of the SARS-CoV-2 Occupational Health and Safety Ordinance includes medical masks (surgical masks) and respirators (FFP2 masks). More information on mouth-nose protection can be found at the Safety Engineer's Office.
Supervisors register the need for mouth-nose protection for their employees via the risk assessment. They then receive the required quantity of mouth-nose protection via the form in the risk assessment.
The regulation on mouth-nose protection applies in addition to the general regulation of the university, which prescribes simple masks on all interior traffic areas as well as in the immediate outdoor area of the university buildings. CAU employees can obtain simple masks from the CAU facility management.
Due to the required adherence to the distance specifications, there may be more work alone in rooms and laboratories. Working alone can mean that a person is exposed to increased or critical risks. A person is considered to be 'working alone' if help cannot be provided immediately after an accident or critical situation.
Examples of dangerous tasks
|Building services/workshops|| |
(mechanical, electrical, chemical, biological, thermal or radiant energy)
It is pointed out that existing personal emergency signal devices must not be removed from their intended areas and used. It is not possible to locate injured persons in the event of third-party use!
Based on a risk assessment, employees who are already burdened with a risk should always be sent to the home office by their supervisor or remain in the home office. Work in the home office should always be given preference over work in presence. The decision on this is made by superiors based on a risk analysis. Reference is made to the notes of the Robert Koch Institute, which can be used for risk assessment.
For the company's practice of assessing special risks, this means in particular that the pre-existing conditions mentioned there (e.g. cardiovascular diseases, diabetes, immune deficiency), but not, for example, age alone, are relevant to the decision. In those cases in which a work performance cannot or only to a small extent be performed in the home office, the risk assessment by your supervisor is of particular importance, as it decides whether you can (partially) be deployed on site or whether you will be released from work with continued payment of remuneration.
However, a high standard is applied for the process of weighing up and deciding on a possible assignment, taking all circumstances into account. The development and implementation of a hygiene concept as well as an adapted operational risk assessment are also of great significance. In addition to the health impairments, the work situation (workplace design, spatial situation; cf. risk assessment) must be analysed in detail by the supervisor. Especially the cooperation with interfaces, external and other colleagues must be considered very carefully and clarified in a mutual exchange with the employee. It is important to avoid personal contacts as far as possible in order to minimize the risk of infection. In this respect, it should be checked, for example, whether the work can take place in an individual office, whether a shift work or even daily shifts are conceivable and whether the strict hygiene regime is observed. If the minimum distance of 1.5 m cannot be safely maintained due to the special circumstances of the working conditions, temporary mouth and nose covers (MNB) must be worn in accordance with appropriate hygiene concepts. This also applies if the minimum distance of 1.5 m is temporarily not observed, e.g. in corridors and aisles.
In addition, the personal situation of the employee would also have to be taken into account. For example, if the employee is dependent on the use of public transport to get to the university, this would also be an important factor that would argue against working in the office, as this exposes employees to an increased risk of infection. This offer is aimed at both employees and superiors.
In case of doubt, it is also recommended to contact the company doctor in order to clarify the measures taken/intended with regard to the individual previous illness of the employee in order to exclude the risk of infection as far as possible.
Employees affected by the disease must inform their supervisor of their membership of one of the risk groups mentioned in the RKI instructions. In this case, it is not necessary to present a certificate. If it is necessary in the course of risk assessment that a supplementary medical or specialist opinion is submitted, this should be provided by the employees.
In the case of severely disabled employees or employees of equivalent status, the Severely Disabled Persons' Representative Body (SBV) shall be informed accordingly by the superior about the risk assessment carried out.
If the workplace cannot be operated in the home office, or not even partially, and if employees are unable to perform their work in the office in full or even partially due to the risk assessment, they are generally released from work after consultation with the the superior(s), with continued payment of your remuneration/remuneration. In the case of civil servants, the absence from work is approved in accordance with § 67 sentence 1 LBG. In the case of tariff employees, the acceptance of the work offered is expressly waived (default of acceptance). The same applies to student and research assistants. The responsible processing department in the Division of Personnel must be informed of the release by the superior(s).
However, the obligation to be available by telephone and to be on call at any time for the performance of important work at the university shall not be waived in the event of release from work. In addition, you too must keep yourself constantly informed about current developments at the university. You may also be informed by e-mail and via the CAU website when normal work is resumed and you need to be present in the office again.
The statutory health insurances have started to send their members reference vouchers for FFP2 masks. The health insurance funds assess whether persons belong to a risk group solely on the basis of available, also older, data from the health insurance funds.
If employees who belong to a risk group cannot or can only partially work in a home office, the individual risk assessment must still be carried out in order to assess whether they can work at the workplace without any hazards. It may be necessary to involve the Occupational Health and Safety Service.
Regulation for pregnant women
"According to the current state of knowledge, pregnant women do not in principle have a higher risk than the general population of being infected with COVID-19, nor are they at increased risk of a severe course. However, the possibilities of treatment in the case of a severe course in pregnant women are limited compared to the general population. For example, suitable medication and treatment measures cannot be used without endangering the unborn child." (See the information sheet for employers from the Ministry of Social Affairs, Health, Youth, Family and Senior Citizens of the State of Schleswig-Holstein (pdf) (in German)).
Regular social contacts with other people can increase the risk of infection and thus endanger the baby. Therefore, social contacts should be avoided as far as possible, taking into account operational concerns. This includes contact with the public, e.g. during consultation, but also with colleagues.
Pregnant women should therefore be employed at an individual workplace without risk of infection or work in a home office.
Please also note that wearing respiratory protection, e.g. FFP2 masks, is not suitable for pregnant women on a permanent basis.
Female employees report the pregnancy to their responsible clerk in the Division of Personnel and contact their superior for an individual risk assessment.
If you have any questions or need advice, please contact your supervisor:
- The Betriebsärztliche Dienst
+49 431 880-3267,
- The employees of the Central Unit: Safety Engineering
Frau Hefner, +49 431 880-1950, email@example.com
Herr Pitulle, +49 431 880-1550, firstname.lastname@example.org
If there is a contradiction in the assessment between the employee and the result of the risk assessment or individual action plan, please contact the Staatliche Arbeitsschutzbehörde bei der Unfallkasse Nord (StAUK), Tel.: +49 431-64070, for advice.
To implement the "assessment of risk groups" mentioned in the process description, the form "Risk assessment of an individual workplace of an employee belonging to a risk group" (status 05.11.2020) was prepared for you. The form is available in German and English on the website of the safety engineer unit.
Below you will find the current regulations in case your child is ill and has to be cared for at home. In addition, you will find regulations in the event that the childcare facility in your district/town is still affected by a "closure" or will be affected in the future.
In those parts of Schleswig-Holstein in which the incidence rate allows it, childcare facilities will open for regular childcare during the pandemic.
In those parts of Schleswig-Holstein in which the incidence rate allows it (Kiel is amongst these), attendance or alternating teaching takes place again in the schools. You can find more information on the 'school openings' on the website of the Federal State of Schleswig-Holstein (in German).
Previous special regulations for childcare in cases of “closure” of childcare facility/school, will apply respectively to facilities which stay “closed” or are “closed” again. If the facility is back in operation, the usual regulations as listed below apply in case of illness of the child.
Regulations when the childcare facility/school is in operation
The Ministry of Education, Science and Culture, in cooperation with the Ministry of Social Affairs, Health, Youth, Family and Senior Citizens, has published recommendations for the occurrence of cold symptoms in childcare facilities and primary as well as for secondary schools ("Sniffles plan/Schnupfenplan"). The corresponding charts can be found on the website of the Federal State of Schleswig-Holstein
In accordance with service law the general regulations apply:
If the child is sick, it is cared for at home. Depending on the employment contract, the employee has a certain number of days that they can use for this purpose. The law stipulates 30 days per child and parent. Single parents are granted 60 days respectively. If there are several children, the entitlement increases to a maximum of 65 days, or a maximum of 130 days for single parents.
Eligible are legally insured, working parents who are themselves entitled to sickness benefit, with a legally insured child who has not yet reached the age of 12. In the case of children who have a disability, also beyond the age of 12. It is also a prerequisite that there is no other person in the household who can look after the child. The entitlement exists irrespective of whether the work could in principle also be done at home. Sickness benefit is paid for this time.
If the child is sick, the need for care must be proven to the health insurance fund with a certificate from the attending doctor. For this purpose, the "Ärztliche Bescheinigung für den Bezug von Krankengeld bei Erkrankung eines Kindes" (medical certificate for the receipt of sickness benefit in case of illness of a child) is filled in. The sickness benefit is paid directly by the respective statutory health insurance fund.
Since the employer will stop paying the salary for the period of sickness benefit, the responsible administrator of of the Human Resources Department must be informed immediately of the intended leave of absence to care for the child, as well as the superior. Please send a copy of the medical certificate to the Human Resources Department. The health insurance fund will make a final decision on the entitlement to leave. We recommend that you contact your health insurance fund at the same time so that there are no delays in the payment of sick pay.
Employees who do not have statutory health insurance themselves or whose child does not have statutory health insurance are asked to find an individual solution together with the Human Resources Division.
For civil servants, the regulations of Section 13 of the Special Leave Regulations (Sonderurlaubsverordnung) of the state of Schleswig-Holstein (German only) apply.
In addition to the alternatives described above, there is also the possibility to care for children using annual leave, overtime or flexible working arrangements, provided such arrangements have been agreed with the supervisor in advance.
Regulations when the childcare facility/school is "closed"
The employees concerned should continue to make use of the options for flexible working hours and, above all, mobile working, in consultation with their superiors. The university managment is aware of the often difficult care situation leading to difficulties in achieving the usual work performance and compensate the additional work load in the private sphere. It also sends an urgend request to superiors to take the current exceptional situation into account.
Child sickness benefit for employees/people who are legally insured with sickness benefit entitlement and a child that is legally insured at "closed" schools and childcare facilities
In addition, employees who are legally insured and entitled to sickness benefits with a child that is legally insured have the option of applying for children's sickness benefits. The regulation of § 45 SGB V on children's sickness benefit for statutorily insured employees was extended accordingly in view of the Corona pandemic. Parents are now entitled to an extended sickness benefit and the accompanying time of to care for children in 2021, also if childcare becomes necessary for reasons besides sickness. These reasons might be that childcare facilities, schools or facilities for people with disabilities are temporarily closed by the responsible authority to prevent the spread of infections or communicable diseases on the basis of the Infection Protection Act or their entry is prohibited on the basis of segregation; or that school or company holidays are ordered or extended by the responsible authority for reasons of infection protection; or that compulsory attendance at a school is lifted or access to childcare is restricted; or that the child does not attend the facility on the basis of an official recommendation.
Entitlement to child sickness benefit increases from 10 days per parent and child to 30 days. For single parents the entitlement per child is 60 days. If there are several children, the entitlement increases to a maximum of 65 days, or max. 130 days for single parents.
These days can be used to care for a sick child as well as for childcare in general because the school or childcare facility has been closed, compulsory attendance has been suspended or access has been restricted.
Working parents who are legally insured are entitled to sickness benefit for themselves and children under the age of 12. Parents of children with disabilities are also entitles to sickness benefit for children over the age of 12. To make use of the sickness benefit there may not be another person in the house hold who can look after the child. The entitlement exists irrespective of whether the work could in principle also be done in a home office.
If a child has to be cared for at home due to closed schools or childcare facilities, a certificate from the respective facility is sufficient. The sickness benefit is paid directly by the respective statutory health insurance.
Since the employer stops paying the salary for the period of sickness benefit, the responsible administrator in the Human Resources Department must be informed immediately of the intended leave of absence to care for the child, as must the superior. Please send a copy of the certificate from the school or childcare facility to the Human Resources Department. The health insurance ultimately decides on the entitlement to exemption. We recommend that you contact your health insurance simultaneously so that there are no delays in the payment of sickness benefits.
Regulations for civil servants and pay-scale employees without entitlement according to § 45 SGB V
Civil servants can apply for special leave according to § 20 of the Special Leave Ordinance if and to the extent that they have to stay at home to look after their children due to the closure of schools, childcare facilities, or if the children are not allowed to attend childcare facilities or schools due to a suspected case. As a matter of principle, mobile working options in addition to childcare are to be used or exhausted as a matter of priority.
For employees covered by collective agreements who are not entitled to time off according to § 45 SGB V because they themselves or the child or children are not covered by statutory health insurance, time off from work can be granted - in accordance with the regulation for civil servants - according to § 29 para. 3 of the collective agreement for the public service of the state governments.
In order to agree upon an individual solution, please contact – in consultation with your superior – your contact person on the Human Resources Department. Here your personal care situation and possible (remaining) working hours during time registration can be taken into account. The prerequisites for further leave of absence or leave of absence, if the care situation is still not possible after exhausting all the measures listed above, can also be discussed during this counselling interview. However, the newly created entitlement to extended sickness benefit for care must be exhausted beforehand.
In view of the increasing number of corona infections, since 19.10.2020, the exception to having the attending general practitioner write a sick note by telephone for minor respiratory diseases has been in effect again, initially for a limited period until 30.06.2021. This should reduce the risk of infection in waiting rooms.
Please handle the signs of an emerging disease responsibly and prudently. For example, the Ministry of Education, Science and Cultural Affairs and the Ministry of Social Affairs, Health, Youth, Family and Senior Citizens have recommended that children who simply have a sniff, sore throat/clearing the throat (mild symptoms) or have a runny nose should not be excluded from the day care centre. The reasons for exclusion have thus been put into perspective. In consultation with your supervisors, please also use the possibilities of working from home. The possibility of rapid and self-administraded PoC antigen tests enables you to find out about a possible infection with SARS-CoV-2 on your own responsibility and in an uncomplicated way. If you do not work exclusivelyfrom home, you also have the opportunity to carry out a PoC antigen self-test twice a week at the university. Please also read the information on what to do in the event of a positive self-administrated PoC antigen test or rapid test at a test station (pdf).
If you feel ill or if you suffer from fever, joint and muscle ailments, dry cough and sore throat or a loss of smell and taste, contact your supervisor and consult your own family doctor to have the symptoms clarified. This and the other statements apply equally to all employees and also explicitly include employees with a superior function. They bear a special responsibility for themselves and the employees assigned and entrusted to them.
Employees who show unspecific general symptoms or respiratory problems - regardless of their severity and characteristics - and who have had relevant contact with a person demonstrably infected with the coronavirus are considered unfit for duty or work and are therefore not allowed to report for duty (the obligation to report illness in accordance with § 5 Para. 1 Continued Remuneration Act remains unaffected). In the event of such symptoms of illness, your own family doctor must be informed or you must call the doctors' hotline 116 117 (around the clock) in order to clarify the presence of a coronavirus infection immediately. If there is any suspicion, affected persons should not go directly to the doctor or to the emergency room of a hospital. If a corona test has been ordered or was required by the applicable ordinance, employees are not permitted to enter the campus of Kiel University until the test results are announced. In such cases, use shall be made of the option to perform work in the home office.
If an employee learns that he or she has had relevant contact with a person infected with corona virus and is on the CAU campus at that time, the following procedure must be followed:
- The employee must immediately inform his/her superior and as well the coordinator of the crisis team by e-mail via email@example.com and go home immediately. If no car or bicycle is available for the journey home, a collection from home should be considered. It is important to make the return trip as non-contact as possible. Public transport is therefore out of the question.
- The public health department responsible for the place of residence (German olny) should be contacted.
- The employee concerned will remain at home for 14 days, unless the Health Office or the office informs otherwise.
- The employee's own family doctor must be informed immediately or called on the doctors' hotline 116 117 (around the clock) to clarify the presence of a coronavirus infection immediately. If there is any suspicion, affected persons should not go directly to the doctor or to the emergency room of a hospital.
- The service or work performance must continue to be rendered insofar as this is possible while maintaining seclusion (e.g. in the home office). Otherwise, the absence from the service or workplace shall be deemed to have been approved.
You will be of great help to the authorities if you can reconstruct as best as possible, on the basis of duty rosters or appointment calendars, with which persons the patient have had contact. If there is a suspected case or a confirmed positive finding, the responsible public health office will order all further measures.
In case of a proven infection with the coronavirus, employees are generally obliged to report sick to their employer immediately (§ 5 para. 1 Continued Remuneration Act), if there are symptoms of disease in addition to the pure viral infection.
- You send the notification of illness to the university using the method described below. Coronavirus is a notifiable, highly infectious and dangerous disease. Due to the employer's duty of loyalty and care towards his or her employees under labour law, the university management exceptionally requests affected persons who have been infected with the corona virus to inform the responsible administrator the Human Resources Department of the nature of their illness. This time advantage supports the work of the Health Department and serves to protect their colleagues. Only in this way can appropriate protective measures against the spread of the virus be taken immediately. In the case of a symptom-free corona infection, the duty or work performance must continue, insofar as this is possible while maintaining seclusion (e.g. in the home office). Otherwise, absence from work or the workplace is deemed to be authorised.
- Quarantines ordered by the Health Department must be reported to the employer (the supervisor and and by e-mail via firstname.lastname@example.org).The Robert Koch Institute (RKI) has produced a flyer with information for people who are not ill and who are in quarantine after consultation with the public health department. The flyer can be downloaded from the RKIand is available in different languages (German (pdf)/English (pdf)/French (pdf).
You send your certificate of incapacity to work by Email as a scan to the e-mail address: email@example.com. Since the Emails are distributed automatically, please use only the following options in the subject line:
- Faculty of Agriculture and Nutritional Sciences
- Faculty of Mathematics and Natural Sciences
- law school
- Faculty of Philosophy
- technical faculty
- theological faculty
- Faculty of Economics and Social Sciences
- Faculty of Medicine
- Central management
- University Library
- Computer centre
- Graduate Centre
- Lorenz von Stein Institute
- Sports Centre
or by post:
- Employer's right to issue instructions according to § 106 GewO (German only)
- Domestic quarantine (ordered by the health authorities): flyer for contact persons from the RKI (mobile version, German only)
- Domestic quarantine (ordered by the health authorities): flyers for contact persons from the RKI
- Reporting trail for lab-confirmed coronavirus infections
- Sick note:
Student and research assistants are to be treated in the same way as all other employees of Kiel University. Due to the incidence of infection, they are to be deployed primarily in the home office until further notice. If this is not or only partially possible, the working conditions on site in the work units are to be checked and, if necessary, adjusted by superiors in accordance with the currently valid framework conditions (see the section on home office, presence). The possibility of postponing work performance should be used within the existing limits. If the work performance cannot be called up when all possibilities have been exhausted, the so-called default of acceptance occurs and the auxiliary staff are to be released from work performance. If you have any questions, please contact Ms Sattler, Personnel Division.
Training allowance in case of quarantine
In case of suspicion or confirmed illness, trainees must stay away from work to avoid infecting other people. Trainees are generally entitled to continued remuneration from their employer for a period of six weeks and then to sickness benefit from the health insurance fund or to compensation in accordance with the Infection Protection Act.
Leave must be applied for by the trainee and may not be ordered against his/her will.
Loss of vocational school
The closure of a vocational school by state ordinances cannot usually be changed and would be a reason to change the training plan. However, if the vocational schools offer learning formats that do not require attendance (e-learning, online instruction etc.), then the company providing training must allow this time. The special hygiene and distance rules on site should be observed.
In vocational schools, the corona virus can also be an occasion to think about work assignments in home work and to create appropriate opportunities to minimise the effects of infection and illness without missing out on learning content. Apprentices can find out about appropriate forms of provision from the relevant chamber.
If vocational school is cancelled, attendance at the company providing training is generally compulsory. Fear of an infection does not release from the obligation to attend. Trainees are in close contact with the training management in order to discuss the training conditions on site in this special situation while observing hygiene standards.The respective areas are required to set up an independent hygiene concept based on the framework hygiene concept of Kiel University.
Postponement of examinations
The responsible examination committee, if necessary the chairperson, decides whether examinations take place and, together with the school management, when they are to be taken. Since the current situation and risk assessment regarding coronavirus is not predictable, a trainee should contact the responsible chamber to find out about the dates for catching up.
The training contract is not automatically extended due to the postponement of examinations. The training ends when the training period ends in the respective training contract. However, trainees are entitled to have their training extended if the examination is not passed or if the state examination cannot be taken before the end of the training period through no fault of their own. This is the case if the examination is postponed after the training period of three years has expired.
A written application must be submitted to the training provider to extend the training until examinations have been successfully completed. If the training is completed in accordance with the provisions of the Vocational Training Act, you must submit the application to the competent authority (§ 8 (2) BBiG).
Trainees can also contact the training management or the responsible administrator in the Human Resources Division if they have any questions.
Suspension of the recording of working time was lifted on 04.05.2020.
If work is carried out at the office, working time is to be recorded there as usual. For reasons of hygiene and to prevent the risk of infection, it is better not to stamp in and out at the terminal and to use the workstation PC instead.
Time spent working in the home office should be recorded using set-up VPN access via the web terminal of the time recording system. If this is not feasible, working time is recorded manually and subsequently entered in the workflow process or added manually afterwards by the employees themselves. The monthly journal and/or manual records are co-signed and forwarded as defined in the work agreement on variable working time to the supervisor by the 15th of the following month. If this is not possible, printouts from the time recording journals will be collected and, when convenient, submitted immediately.
Until further notice, working timeframes will remain fixed from 6am to 10pm in order to enable as much flexibility as possible. The legal provisions regarding maximum working time and rest periods must be observed. The recording system was adapted to the new working time framework, so that subsequent entries are no longer necessary from this point on.
In order to increase individual working time flexibility for all employees, and to take individual requirements into account, the regulation in force since 13.07.2020 will remain in place, which increases the maximum number of minus hours to double the contractually agreed regular working hours per week until further notice (77.4 hours for tariff-based full-time employees, and 82 hours for civil servants). This means the total balance of the time recording account can go into this amount in minus again. Offsetting of the above-mentioned balance of working hours is suspended until further notice and will only be reintroduced at a later date - depending on the further development of the coronavirus pandemic and associated restrictions - in agreement with the crisis management team and at the limits set in the work agreement “Variable Arbeitszeit” (variable working time).
To reduce the risk of infection, work scheduling is to be based on existing hygiene concepts. For this purpose, supervisors are to use all possible organisational arrangements to enable employees, in principle, to work their individual standard working time. Previously mentioned instruments designed to make working time more flexible (staggered work, shift work, working from home, reorganisation, etc.) are to be used accordingly, while adhering to hygiene and social distancing rules. Preference is currently to be given to work in the home office
If, despite this, individually agreed work output cannot be requested as an exception, because the sites (laboratories, workshops, animal husbandry, etc.) or the work organisation cannot be used to full capacity while adhering to hygiene rules, the supervisors are to inform the relevant administrator in Human Resources. The supervisors are to produce a monthly list of affected employees and add a short description of the circumstances that are preventing normal work capacity. If shift schedules are drawn up, these are to be sent at the end of the month. Affected employees shall receive a time credit note for this period. Minus hours that arise for other reasons (e.g. by using up overtime) are not affected by the above rule and must be reported separately by the supervisors.
If holiday or using up overtime has already been approved, this must be used first before granting special leave or release from duties. The approval of holiday or using up overtime already frees the employee from the obligation to perform their duties, and thus no granting of special leave or release from duties is required.
Cancelling annual leave or using up overtime can only be considered on an individual basis, if there is an important reason to do so. Tasks – even those in crisis/system-relevant areas – occur regularly and must also be covered for during normal operations when someone is on holiday.
If cancelling annual leave or using up overtime becomes necessary due to important work matters, then an application to do so must be submitted to Human Resources, together with a justification statement of the important work matters by the respective supervisor.
Occurrence of authorised leave and ordered quarantine:
First of all, it should be noted that quarantine due to a positive test corresponds to an illness, so that in this case a credit of the holiday under § 8 (1) EUVO (civil servants) or § 9 BURlG (employees covered by collective bargaining agreements) is possible.
If it is a quarantine measure without a positive test, there are no facts of illness. There is therefore no legal entitlement to a withdrawal or postponement of leave (unless illness occurs at the same time, see above).
If there is the possibility of working in a home office or mobile work during the quarantine period, a postponement of the holiday can be agreed with the supervisor by mutual consent, provided that a corresponding employment is possible, even if the supervisor had prepared for the holiday-related absence. If this is not possible, holiday will continue as requested and approved.
Application/approval of holiday and using up overtime
Holiday and using up overtime can also be applied for and approved via the supervisor. If you are unable to use the workflow, please e-mail your annual leave application to your supervisor, who will forward it to Stephanie Mahrt (firstname.lastname@example.org), stating his/her approval. It will be entered into the time recording system centrally.
- Applications by e-mail to: Stephanie Mahrt, email@example.com