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University President's Office

Technical University Munich | Arcisstraße 21 | 80333 Munich

By email
to all employees and
managers of the
Technical University Munich

Munich, April 26, 2022

Home office (alternating teleworking and mobile working) at TUM Conclusion of a

new framework agreement

Ladies and Gentlemen, Dear Colleagues,

We are pleased to present to you today the new framework agreement on alternating
teleworking and mobile working at TUM, which will come into effect on May 1, 2022.

TUM successfully launched a framework agreement on teleworking together with the General
Staff Council 20 years ago, making it one of the first universities in Germany to permit
organizationally and normatively modified working conditions and options for digital forms of
work in a university operation with entrepreneurial flexibility. In 2019 - even before the pandemic
- mobile working was then institutionalized as a pilot in the context of individual workdays for all
employees. The pandemic-related experiences with home office have now changed our working
worlds around the globe and driven digitization, so that work structures have developed
effectively and virtually and the economic and

Munich University of Technology

Prof. Dr.
Thomas F. Hofmann Albert Berger Arcis street 21 Tel. +49 89 289 22 200
President Chancellor 80333 Munich Fax +49 89 289 23 399
Germany
Praesident@tum.de Kanzler@tum.de www.tum.de

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organizational performance of the institutions has been maintained in many areas or has even
developed positively.

Our joint experience with home office in these turbulent last few years, the exchange with you
as supervisors and employees, not least a survey among employees and the ongoing
constructive dialog with our General Staff Council have all been incorporated into the current
framework agreement. On a personal note, we would like to say the following to you: You have
done a tremendous job under difficult conditions in the home office, the workload was often far
above the limit due to childcare and family obligations during the lockdown, and it is our
personal wish that "normal" university operations can be resumed in the future. At this point, we
would like to thank you all once again!

The framework agreement is intended to provide a framework for managers and employees on
how mobile working can be organized at TUM and is intended as a component of a future-
oriented work culture. Detailed or even detailed regulations for a "yes" or "no" to home office
were deliberately omitted in order to place the decision in the hands of managers in line with
requirements and adapted to the respective service operation. An equally successful and
efficient implementation of mobile working and teleworking requires an open dialog and good
cooperation between managers and employees. Please refer to the guidance for managers in
the appendix of the framework agreement. This should help you to assess the extent to which
home office can be approved. Managers have a high level of decision-making responsibility in
this respect within the scope of their right of direction.

Objectively and subjectively, not every workplace and not every employee is equally suitable
for home office, as the complex experiences of the last two years have shown. Many things
have been made possible by home office, but some things have also been lost or have become
more difficult in terms of organization and logistics, or have even led to burdens and
disadvantages for certain groups of employees. With a clear commitment to the presence
university, we would like to reactivate that which also and above all constitutes a university:
Personal contacts and lively exchange, a high level of personal identification with TUM as an
institution, good (personal) onboarding of those who are new to TUM, and also the willingness
to look each other honestly and sincerely in the eye again when resolving conflicts in order to
find good solutions.

The framework regulations therefore provide that, in addition to the existing options for
telecommuting in order to reconcile family and career or to make it easier for severely disabled
employees, up to 20% of the monthly working time, and in the case of conceptual work
exceptionally and temporarily up to 40% of the monthly working time, may now be
telecommuted.

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working time can be used for home office. Both models can be combined, but not beyond the
working time corridor of 50%. Due to the legal dimension, the granting of home office always
requires a case-by-case assessment by the supervisor with regard to both "whether" and the
scope. The decisive factor here is that, in accordance with the orientation guide, the suitability of
the workplace and the person employed for home office can be confirmed by the supervisor.
The applications and templates to be used and all further information can be found in the
Service Compass under the keyword "Home office". Please feel free to consult with your
colleagues in the HR department if you have any questions and require clarification in individual
cases.

Particularly in the current transition phase from the previous pandemic-related home office to
mobile working, it is advisable to initially strengthen the overall presence again, to openly
communicate the plans in exchange with the employees and to sensibly design the alternating
office use that is still necessary. Existing provisions on home office should be defined promptly -
at the latest when the time limit expires - on the basis of the new framework agreement.

Due to a complaint by the Court of Audit, it will no longer be permissible in the future to pay a
teleworking flat rate (energy/cleaning/rent) for teleworking requested by employees due to a
lack of legal basis. For periods of telework performed under the previous framework
agreement, payment will therefore end on April 30, 2022.

Let's make our university forward-thinking and aware that we need digital and personal skills
equally for shared success.

We look forward with you to the upcoming summer semester and many personal contacts with
you!

With kind regards we are

Thomas F. Hofmann ert Berger

President Chancellor

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