Summary
Guidelines of the Rectorate of the Vienna University of Technology (TU Wien)
Target groups
other /
Implementing organization
Vienna University of Technology - Gender Competence Department /Contact
Bettina Enzenhofer, bettina.enzenhofer@tuwien.ac.at
Implemented/introduced
Has been in existence at the Vienna University of Technology since 2016
Relation to gender equality targets
Vienna University of Technology (TU Wien) Development Plan 2016+, Section C.4 Promoting equality between men and women, Measures for 2016-2018:
Reentry support and targeted support of part-time work (including during leave)
Continuation of a positive work-family culture, in particular support for balancing academic work or studies with family and the dual career service
The objective(s) of the tool
By striving to enable female academic project assistants a return to their scientific work after maternity protection/parental leave, it is the intention of Vienna University of Technology to increase the number of female academics hired. The measure’s regulations facilitate the return to previously interrupted academic activities and aid in gaining a perspective of future career possibilities. Simultaneously, these measures are also aimed at allowing better planning for project managers and assisting them in cases of unforeseen financial requirements.
Description of the tool
Claiming the entitlement:
- Ending of the fixed-term employment contract during employment prohibition or maternity leave pursuant to the Maternity Protection Act (MSchG):
If the end of a female academic assistant’s fixed-term contract occurs during a period in which the female academic project assistant is on maternity leave pursuant to the Maternity Protection Act (MSchG) or in which the female academic project assistant is subject to strict prohibition of employment pursuant to the Maternity Protection Act (MSchG), the Vienna University of Technology will use its global budget to cover the costs of a contract extension, or to renew hiring to the extent of the original employment contract up to a duration of 3 months. Claiming of contract extensions or renewed hiring is only possible up to 2 years after child birth.
- Extension of the limited term employment until statutory maternity leave applies:
Fixed-term employment relationships of pregnant employees with a termination date set before the start of employment prohibition (=eight-week statutory maternity leave), will – by law – be extended until employment prohibition becomes effective, correspondingly postponing the fixed-term employment relationship’s end. In such a case, the Vienna University of Technology uses its global budget to cover the costs of the extension until statutory maternity leave for female academic project assistants begins.
Attachments
Further information (in German only - Richtlinie_Wiedereinstig_Projektassistentinnen )