The BTU Cottbus-Senftenberg works to ensure that pregnancy, parenthood and care of relatives do not have a negative impact on work and academic careers. We have many offers for staff and students with family duties.

Flexible work organization

The currently applicable service agreements for non-academic / scientific staff at the BTU Cottbus-Senftenberg offer far-reaching, needs-based solutions and options for flexible working time arrangements such as part-time work, flextime and transfer volumes for overtime hours etc. To enable children of school age or with relatives in school duty to take family-friendly vacation times. In addition, the service agreements for alternating teleworking and living space work further flexibility in terms of space and time in the organization of working hours and work organization.

Family-conscious leave of absence regulations

On request, a leave of absence or an arrangement of the working time deviating from the regular working time due to child rearing, care of household members or further education and training is to be made possible, taking into account the official interests and the applicable working time regulations.

Science Contract Law

The Wissenschaftszeitvertragsgesetz (WissZeitVG) essentially regulates the temporary employment of scientific and artistic staff at universities and non-university research institutions. The law, which came into force on April 18, 2007, takes into account the high burden on young scientists with children: When looking after children, the permissible time limit in the qualification phase is extended by two years per child. Academic employees are entitled to an extension of their employment contract by the times in accordance with Section 2 Paragraph 5 No. 3 of the Science Contract Act

a) the prohibition of employment under the Maternity Protection Act such as

b) her parental leave to the extent that employment has not taken place.

The framework conditions of the employment contract remain unchanged during the contract extension. The prerequisite for this is that the employment contract, during which the employment ban or parental leave falls, was limited on the basis of Section 2 (1) of the Science Contract Act. This information can be found in the employment contract. Both women and men, as well as scientific and artistic staff financed from household funds as well as third-party funds can claim the extension by law. Employees must explicitly request this contract extension together with the parental leave declaration.

Long-term account: paid leave

The state of Brandenburg offers employees within the scope of the TV-L and TVL forest

  • who are in permanent employment or
  • who are in temporary employment,

if the duration of the time limit is more than one year and it is certain that the discharge is guaranteed, a contiguous paid full or partial leave for up to two years. For this purpose, a long-term account managed by the Central Paying Center of the State of Brandenburg in accordance with Section 116 SGB IV in conjunction with Section 10 (6) TV-L and Section 44 No. 2 TV-L is agreed. The regulations do not apply to employment relationships according to § 40 TV-L, which are not fully funded by the State of Brandenburg (third-party funding).

Health promotion offers

Not only everyday work, but also upcoming family tasks are characterized by high stresses, which can have a long-term negative impact on health. You can find the current BTU health management offers here.

Training opportunities

Training opportunities: The Training center offers employees of the BTU a wide range of opportunities to gain additional qualifications and skills. Members of the BTU can of course also take advantage of the further training during parental leave.