EPFL distinguishes three types of teleworking: regular teleworking, fixed or flexible, which must be agreed in writing, and occasional teleworking.
- Regular and fixed teleworking: In this case, teleworking takes place in fixed days or half-days and the time slots are defined. The employee is attainable as if he or she was at his / her workplace.
- Regular and flexible teleworking: In this case, the employee does not come to EPFL on certain days or half days, and is free from the time he or she performs his / her hours. However, the employee must be attainable.
- For the occasional teleworking, a simple information from the hierarchical superior is sufficient.
EPFL ‘s Teleworking Handbook sets out the procedures for these three types of teleworking and provides recommendations and a checklist for the organization. It also contains a form to define the modalities for the development of regular or fixed teleworking.
EPFL, like the entire federal administration, supports teleworking as part of its mobility policy. However, teleworking also allows flexibility needs to be met in order to reconcile private and professional life.
Modification of the work rate
Modification of the work rate – temporary or permanent – can provide an adequate solution for some parents, allowing them to exercise their family responsibilities and fulfill their social commitments.
As a general rule, and if the needs of the unit permit, requests to modify the work rate by an employee are supported by HR.
For the scientific staff, the reduction to be envisaged goes in principle to a work rate of 80%. As part of a Flexibility Grant of the SNSF, it can go up to a work rate of 60%.