Topics in counselling
Topics in counselling
The Staff Council of the University of Oldenburg offers support on a wide range of issues related to work. Our counselling aims to support the employees in difficult situations and provide them with the information necessary. The following examples illustrate some of the most common issues we can help with. This list is not exhaustive; we encourage you to contact us in relation to any concern you might have.
1 Remote work and home office
Important: The service agreement remote work and home office distinguishes between the two concepts of working in a more flexible manner provided by the university. The two can also be combined.
In particular, the following objectives are pursued with remote work and home office:
- Increasing the attractiveness of the university as an employer when recruiting new staff,
- Improving the compatibility of work and childcare, care, disabilities and other personal circumstances,
- enabling greater flexibility and autonomy through self-determined work, thereby increasing motivation and efficiency,
- Improvement of results-oriented management behaviour,
- ecological effect by reducing commuter traffic and thus contributing to climate protection.
2 Conflicts and bullying
Employees who are either in a conflict or fear to be involved in one are explicitly encouraged to make use of the counselling and support services offered by the University of Oldenburg (during their working hours).
Discrimination at work should not occur and preventive measures should be undertaken. All employees are required to not behave in ways that could be perceived as harassment or insulting. All employees (especially directors) have to contribute to partnership within their departments, setting a good example themselves, contributing to a healthy organisational environment (service agreement on conflict management and prevention at work).
The Staff Council advises on social conflicts or bullying and provides support in resolving conflicts - for example by contacting the responsible staff and/or contacting other experts if necessary. In addition, further complaint options can be provided.
3. Overload
With the service agreement on the procedure for reporting overwork, the UOL has a procedure that employees can use when reporting overwork. There is the clear intention to make an active contribution to the health and safety of all employees and to ensure the functionality and safety of the University of Oldenburg.
This procedure applied is intended to identify overload situations that have arisen, for example, due to the lack of staff resources, inadequate organisation or distribution of work, less optimal procedures or similar, and to take prompt remedial action.
Other areas in which we are frequently asked for advice include
- Holiday and working time regulations
- WissZeitVG
- Teaching commitments
- Permanent contracts and unwanted part-time work
- On-call duty
- Classification/upgrading