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Information for Employees




Please note the details on the transition to safe operations mode available in the general corona information section! These may result in changes to the options for working on University premises in the near future.

(Updated 16/09) Parking facilities

Due to the coronavirus pandemic, parking administration had been put on hold in recent months. This meant free parking for all users. To ensure and return to regular parking administration on all properties of the University of Bonn, as of October 01, 2020, the operating agreement and the general terms of use become effective again. As of next month, we therefore ask all users to ensure that their vehicles parked on university property in the municipal area of Bonn display a valid parking permit. The checking of parking space and permits will resume in October.

(Updated 15/09) Exemption in case of quarantine

Human Resources must be notified if an employee is unable to work from home who is not infected with Covid 19 but subject to quarantine by order of the public health administration, in line with the Infection Prevention Act. The employee in question is then placed on paid leave of absence and released from work obligations for the duration of the mandatory quarantine period.

(Updated 15/09) Private trips

Private trips to countries for which the RKI and the Foreign Office issued travel warnings/ imposed restrictions should be avoided where possible. The Ordinance on entering the state of North Rhine-Westphalia (NRW) during the coronavirus pandemic stipulates that every person who travels from or returns from a risk area must quarantine at home for 14 days and inform the responsible health authority. Where responsible health authorities are not promptly notified, this is considered a regulatory offense which may be punished by a fine. We therefore ask you to please bear in mind that certain legal regulations may apply at the time of planning your private trip, which may require you going into quarantine at home upon your return. The period of time you go into quarantine for does not classify as paid working time. Therefore, please carefully check where you plan to take a private trip to and whether it is necessary at this point in time. The German states have respectively implemented regulations requiring quarantining for certain returning travelers, thus knowingly going on private travel to a country subject to a travel warning constitutes a culpable breach of employee sick pay regulations. Such conduct results in a temporary inability to perform work in accordance with § 616 of German Civil Code (BGB), for which the employee would be culpably at fault. Accordingly, the employee forfeits entitlement to sick pay in such case pursuant to § 616 BGB. If work cannot be performed from home, the absence time must either be made up for by forfeiting vacation leave or accrued overtime or unpaid leave must be taken for the period of absence, subject to approval.

(Updated 03/07) Business trips

Please note the regulations in Circular 53/2020 regarding business trips. Effective immediately, traveling for business within Germany and Europe is permissible again as long as no travel warnings were issued for or restrictions imposed on the target countries by the Foreign Office and the Robert Koch Institute (RKI). As the current situation may change at short notice, we ask you to please check with the Foreign Office and with the RKI, both prior to booking and starting the trip whether travel warnings/restrictions apply to the relevant country. Business trips to risk areas or countries that are subject to restrictions are only approved in substantiated exceptional circumstances.

Home Office

Home office is generally possible in consultation with your supervisors, unless there are urgent operational reasons to consider. Written applications to the Human Resources Division are not required for approval. If no personal data are processed, the use of private end devices is possible; in this case, employees must ensure data security. When working from home, regular working hours are generally expected.

Working time regulations

For the time being, a system based on confidential working hours will be introduced for the central administration, in so far as the departments organise the presence of employees on their own responsibility in such a way as to ensure that operations are maintained and necessary work is carried out. In addition, no presence is required on site to the extent of normal working hours.
The departments support each other with personnel, provided that this is possible according to the nature of the respective tasks or with reasonable instruction. Anyone who no longer has any tasks and is no longer needed can go home in consultation with their superiors, but can be asked to return to work at any time if necessary. As far as possible, equal treatment of employees must be ensured.

Care of children and relatives in need of care

If childcare should become absolutely necessary due to the closure of schools and other institutions, in consultation with their supervisors employees can work from home or apply flexible working hours (e.g. working in the early evening). If these options are not available, time compensation can be provided in the form of flexible working time/flexible working hours or overtime reduction, or remaining vacation days for the years 2018/2019 can be taken. The same applies in the event that relatives in need of care have to be looked after.
If this is not sufficient, employees can stay away from their workplace for a period of 5 working days without loss of salary in accordance with § 616 BGB. This only applies if there are no alternative childcare options (e.g. by spouse, neighbourhood). Care by grandparents should be avoided, as older people are considerably endangered by the virus and their health should be particularly protected. We would like to point out that you can apply for special leave or leave of absence from work without continued payment of remuneration. Such applications should be submitted in electronic form to the relevant human resource departments. Supervisors must be informed in advance.
It is also possible to apply for a paid leave of absence for childcare via your statutory health insurance companies in accordance with § 45 Para. 2 SGB V upon presentation of an appropriate medical certificate. According to these provisions, employees are entitled to sick pay if, according to a medical certificate, it is necessary for them to be absent from work to supervise, care for or nurse their sick and injured child (under the age of 12 or disabled and dependent on assistance), and if no other person living in their household can supervise, care for or nurse the child. 
In each calendar year, entitlement exists for each child for a maximum of 10 working days, and for single parents for a maximum of 20 working days.
For civil servants, the above regulations apply accordingly. 

Persons with previous illnesses

The Robert Koch Institute confirms that persons with pre-existing health conditions are at a higher risk of a severe course of the disease when infected with SARS-CoV-2. Among these are the following:
  • diseases of the heart (e.g. coronary heart disease)  
  • the lungs (e.g. asthma, chronic bronchitis)  
  • the liver (chronic liver diseases) 
  • diabetes mellitus (diabetes disease) 
  • cancer
  • diseases of the immune system (e.g. due to a disease associated with an immune deficiency or due to taking drugs that weaken the immune system, such as cortisone).
This particularly vulnerable group of people should be actively offered the option to work from home by their supervisors if possible. Such applications by employees are to be approved as a matter of principle.
If working from home is not possible, person-to-person contact is to be minimised by flexible working hours (e.g. working in the early evening).
If this option does not exist either, time compensation can be provided in the form of flexible working hours/flexible working hours or overtime reduction, or any remaining leave for the years 2018/2019 can be taken.
If all options are exhausted, the University will grant permission to the responsible supervisors to grant leave of absence for an initial period of 14 working days for reasons of welfare. Any such persons must be reported to the relevant human resource division.

Business abroad

Employees of the University who are currently abroad can contact the Welcome Center of the University of Bonn in the International Office for further questions, especially regarding whether, when and how to return to Germany. Please contact [Email protection active, please enable JavaScript.].
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