)<\/span><\/i><\/span><\/span><\/span><\/span><\/p>\n12.4 An employee shall inform of any changes in his\/her bank details via the form available in the university Help Center or by submitting a digitally signed application to palgaarvestus@taltech.ee. [entry into force 01.08.2022]<\/p>\n
12.5 The employer may set off its claims against an employee’s remuneration without the employee’s consent if the claims arise from the employee exceeding the agreed limit of costs incurred on behalf of the employer.<\/p>\n
13. Duty to maintain confidentiality<\/h1>\n
13.1\u00a0 An employee shall, during the period of employment and reasonable period after expiry of the employment contract, maintain the confidentiality of information received in connection with employment that is not public and the disclosure of which may harm the interests of the employer or in respect of which the employer has a legitimate interest in maintaining confidentiality.<\/p>\n
13.2 An employee shall not disclose confidential information to third parties or use it for himself or herself or for third parties. Confidential information may be disclosed only in cases provided by law or with the permission of the employer\u2019s representative.<\/p>\n
13.3 In the event of a breach of the duty to maintain confidentiality, the employer has the right to request contractual penalty from the employee in the amount corresponding to the employee’s current or last six months\u2019 basic salary.<\/p>\n
13.4 A breach of the duty to maintain confidentiality during the term of the employment contract shall be deemed a fundamental breach of the employment contract, and the employer has the right to terminate the employment contract extraordinarily for a reason attributable to the employee.<\/p>\n
13.5 In order to further secure the obligation to maintain confidentiality, additional remuneration (a confidentiality fee) may be paid to an employee of the university, the amount and conditions of which shall be set out in a separate agreement.<\/p>\n
14. Restraint of trade clause<\/h1>\n
14.1 During the term of the employment contract, an employee shall not compete with the employer (restraint of trade clause), taking into account that the employee has access to the employer\u2019s confidential information in the course of employment, the disclosure or use of which may harm the employer\u2019s interests. An employee may engage in activities competing with the employer only on the proposal of the head of the structural unit and with the prior written permission of the employer\u2019s representative.<\/p>\n
14.2 Working for a competitor of the employer, providing services to a competitor of the employer, participating in the management of a competitor of the employer, or providing other services to a competitor similar to the employee\u2019s official duties shall be deemed to constitute competition with the employer.<\/p>\n
14.3 The restraint of trade clause shall not apply to small-scale work at a competitor or in the competitor’s interests if:
\n14.3.1\u00a0 the work is carried out in the framework of cooperation between the employer and the competitor;
\n14.3.2\u00a0 the employee does not disclose any confidential information to the competitor in the course of it, and;
\n14.3.3\u00a0 unless otherwise agreed in the employment contract.<\/p>\n
14.4 The restraint of trade clause applies on the territory, where the university operates (in particular in the higher education and research area of the European Union, USA and China) throughout the duration of the employment contract until the date of expiry of the employment contract.<\/p>\n
14.5 In the case of violation of the restraint of trade clause, the employer has the right to request contractual penalty from the employee in the amount corresponding to the employee’s current or last 6 months’ basic wages rate.<\/p>\n
14.6 Violation of the restraint of trade clause shall be deemed to be fundamental breach of the employment contract and the employer has the right to cancel the employment contract extraordinarily.<\/p>\n
14.7 During validity of the employment contract and after its expiry ((if the parties have agreed that the restraint of trade clause applies after expiry), the employee shall, at the employer\u2019s request and in accordance with the procedure established by the employer, provide information on his or her economic and professional activities to the extent necessary to verify compliance with the restraint of trade clause.<\/p>\n
15. Employee’s liability<\/h1>\n
15.1 An employee shall be liable for a breach of his or her duties in accordance with the law.<\/p>\n
15.2 An employee shall be liable for a breach of his or her duties if she or he is at fault, unless a proprietary liability agreement has been concluded, the terms and conditions of which have been agreed between the employee and the head of the structural unit. The upper financial limit of liability and the amount of compensation shall be determined based on the market value of the property entrusted to the employee.<\/p>\n
15.3\u00a0 If an employee breaches their duties, the employer may apply, either separately or cumulatively, the following legal remedies:
\n15.3.1\u00a0 require performance of the contract;
\n15.3.2\u00a0 withhold performance of an obligation;
\n15.3.3\u00a0 demand compensation for direct material damage and loss of profit;
\n15.3.4\u00a0 issue a warning to the employee, which, if followed by breach of official duties by the employee, may result in termination of the employment contract;
\n15.3.5\u00a0 terminate the employment contract;
\n15.3.6\u00a0 reduce remuneration;
\n15.3.7\u00a0 in the case of delay in the performance of a financial obligation, demand default interest.<\/p>\n
15.4 If an employee is liable for damage caused to a third party in the course of performing his or her official duties, the employer shall release the employee from the obligation to compensate for damage and to bear the necessary legal expenses. The employer may request compensation for such damage from the employee. An employee\u2019s liability for damage caused intentionally to a third party shall not be excluded or limited.<\/p>\n
16. Use of property<\/h1>\n
16.1 An employee shall use the employer\u2019s property:
\n16.1.1\u00a0 only for the performance of his or her official duties in the employer\u2019s interests;
\n16.1.2\u00a0 economically and prudently in accordance with the user manuals and safety instructions and with diligence required by the nature of the work.<\/p>\n
16.2 In the event of a risk of damage to property or malfunction, the employee shall promptly notify the immediate superior.<\/p>\n
16.3 The head of a structural unit shall establish the procedure for the use and storage of property placed at the disposal of the structural unit and shall introduce this procedure to the employees of the structural unit.<\/p>\n
17. Expiry of employment contract<\/h1>\n
17.1 Upon termination or cancellation of an employment contract, the terms indicated in \u00a7\u00a7 96-98 of the Employment Contracts Act and the university\u2019s collective agreement shall be complied with. An application for termination of an employment contract shall be submitted in a format that can be reproduced in writing. The party who submits a declaration of cancellation shall provide reasons for the cancellation of the employment contract unless the employee cancels the employment contract ordinarily or during a probationary period. [entry into force 01.08.2022]<\/p>\n
17.2 An employee shall return to the employer all the work equipment, databases, software, keys, access cards and other employer\u2019s property given to the employee for performance of his\/her duties, as well as work-related documentation, and prepare a list of his or her work in progress no later than\u00a0 the date of expiry of the employment contract. [entry into force 01.08.2022]<\/p>\n
17.3 If an employee leaves employment: [entry into force 01.08.2022]
\n17.3.1\u00a0 the Human Resources Office shall arrange transfer of records management to the employer, and
\n17.3.2\u00a0 the structural unit shall arrange transfer of the property to the employer.<\/p>\n
18. Supervision<\/h1>\n
Supervision over compliance with the Rules shall be exercised by the Human Resources Office and persons appointed by the Rector.<\/p>\n
19. Implementing provisions<\/h1>\n
19.1 The Human Resources Office shall bring the valid employment contracts into conformity with the directive no later than 31 December 2018.<\/p>\n
19.2 The Work Procedure Rules (approved by Rector’s directive No 126 of 22.04.2015, amended by Rector’s directive No 308 of 08.12.2015, directive No 83 of 25.05.2016, directive No 33 of 15.02.2017, directive No 59 of 11.04.2017 and directive No 74 of 13.06.2017) are repealed.<\/p>\n
19.3 This directive shall enter into force on 1 January 2018.<\/p>\n
\nAnnex 1
\nto Work Procedure Rules<\/p>\n
Procedure\u00a0for Avoiding Conflicts of Interests and Preventing Corruption<\/h1>\n
1. In acknowledging the obligation to act in the public interest and to ensure the reliability of the university, it is agreed that the university\u2019s economic activities shall be carried out in accordance with the Procedure for Avoiding Conflicts of Interest and Preventing Corruption<\/em> (hereinafter referred to as \u201cthe Procedure\u201d).<\/p>\n2. The purpose of the Procedure is to ensure the legality of transactions in the university’s economic activities, promote honest conduct by employees, and prevent corruption risks that may arise in relationships.<\/p>\n
3. The purpose of the Procedure is not to prohibit employees\u2019 private interests, but to raise awareness of, recognise, and avoid conflicts of interest. A conflict of interest is a conflict between an employee\u2019s duties and private interests, where such private interests may influence the performance of those duties.<\/p>\n
4. The Human Resources Office shall make examples of conflicts of interest and the relevant rules of conduct available on the intranet. Employees may seek advice from competent persons at the university in order to resolve a conflict of interest. [entry into force 01.04.2021]<\/p>\n
5. Principles of avoiding conflicts of interest and preventing corruption:
\n5.1 the performance of duties in the interests of the university and acting loyally towards the university are fundamental to honest conduct;
\n5.2 an employee shall avoid making decisions and undertaking transactions in which the employee or a person connected to him or her has private interests;
\n5.3 an employee shall inform his or her immediate superior of a conflict of interests or a possibility of appearance thereof before beginning the task;
\n5.4 an employee shall avoid using the university’s resources for his or her own benefit and shall not use his or her position of power for personal purposes;
\n5.5 an employee shall refrain from accepting gifts if it may call into question the independence of his or her official duties from private interests;
\n5.6 an employee shall not participate in a university’s decision-making body when a decision concerns the employee or a person connected to him or her;
\n5.7 an employee shall not compete with the university;
\n5.8 an employee shall not work under direct subordination of his or her close relative;
\n5.9 an employee shall comply with anti-corruption rules applicable in Estonia and at the university.<\/p>\n
\nAnnex 2
\nto Work Procedure Rules<\/p>\n
Procedure for Conducting Annual Interviews [entry into force 01.07.2021]<\/h1>\n
1. An annual interview is a structured discussion between a university employee and his or her superior (i.e. the head of the structural unit or the immediate superior appointed by the head of the structural unit), during which the employee\u2019s performance is evaluated, and the employee’s future career goals are set. At an annual interview the employee\u2019s job description is reviewed, its validity is confirmed without any changes or necessary amendments are made.<\/p>\n
2. The purpose of an annual interview is:
\n2.1 to provide feedback to the employee on his or her work performance by assessing the fulfilment of the responsibilities listed in the job description;
\n2.2 to define the employee\u2019s responsibilities and priorities for the next period;
\n2.3 to exchange information for more effective organization of work;
\n2.4 to identify the employee\u2019s development and training needs and agree on the activities and resources required;
\n2.5 to receive feedback on the operation and management of the unit;
\n2.6 to acknowledge and motivate the employee.<\/p>\n
3. Both the superior and the employee shall prepare for the annual interview, and the interview shall take place at least once a year at the time determined by the superior. The first annual interview with a new employee shall be conducted before the end of the employee\u2019s probationary period.<\/p>\n
4. The summary of an annual interview shall be documented and approved by both parties in the annual interviews environment on the intranet.<\/p>\n
5. Based on the results of an annual interview:
\n5.1 changes may be made to the employee\u2019s job description;
\n5.2 the employee\u2019s remuneration may be reviewed, incl. based on the results of the assessment of work performance, and performance pay may be determined in accordance with the Rules for Remuneration;
\n5.3 a decision shall be made on whether the employee has passed the probationary period;
\n5.4 decisions may be made regarding the terms and conditions of the employment contract.<\/p>\n
\nAnnex 3
\nto Work Procedure Rules<\/p>\n
Estimated Workload and Classroom Contact Hours of Academic Staff [entry into force 1.01.2020]<\/h1>\n
1. The main responsibilities of academic staff, including the types of classroom teaching and supervision are laid down in the Regulation on Academic Career Management. The Regulation also sets out the principle that the head of the structural unit and immediate superior of the academic staff member shall, by agreement with the staff member, set out the staff member’s responsibilities and distribution of workload between different types of academic activity in the job description based on the employee’s workload, nature of the academic position and structural unit. Greater workload and performance in one type of academic activities can compensate for smaller workload and performance in other types.<\/p>\n
2. This Annex lays down the estimated standard working time of full-time academic staff and their maximum teaching and supervision workload in a calendar year by academic post. The maximum classroom teaching and supervision workloads provide a framework in the range of which the employer may expect the employee to be engaged in teaching. The maximum workload can be exceeded by agreement with the employee.<\/p>\n
3. The teaching workload of an academic staff member shall be calculated based on the classroom teaching hours recorded in the study information system \u00d5IS.<\/p>\n
4. The hourly supervision workload of graduation theses at different levels of study is as follows:
\n4.1 at bachelor’s level 30 hours; [entry into force 01.09.2022]
\n4.2 at master’s level 50 hours;
\n4.3 at doctoral level 100 hours.<\/p>\n
5. The maximum annual workload of supervision is calculated based on the recommended number of supervised students per a supervisor at different levels of study. A lecturer’s annual supervision workload is calculated based on the total hourly load, rather than the number of graduation theses supervised at different levels of study.<\/p>\n
6. At the bachelor’s and master’s level, the workload for supervision shall be counted towards the lecturer’s workload in case the student successfully completes his or her degree. At the doctoral level, the workload for supervision shall be accounted in case the PhD student successfully passes his or her annual attestation.<\/p>\n
7. At the bachelor’s level one supervisor is accounted per a graduation thesis. At the master’s and doctoral level, each thesis has a principal supervisor, who has the right to share the supervision workload with a co-supervisor, taking into account that at least 50% of the supervision load shall be accounted as the workload of the principal supervisor.<\/p>\n
8. The estimated annual standard workload of academic staff posts and classroom teaching and supervision workload by types of posts is laid down in Table 1. The estimated annual standard workload of academic staff posts filled before 1 January 2017 and the classroom teaching and their supervision workload by types of posts is laid down in Table 2. The standard workloads set out in table 1 apply to the posts specified in the previous Regulation on Academic Career Management that have substantial equivalents in the current Regulation.<\/p>\n
9. If an academic employee’s classroom teaching load in an academic year is at least 25% lower than the maximum classroom teaching load, the employee\u2019s immediate superior may propose changes to the employee\u2019s duties or workload.<\/p>\n
Table 1. Estimated standard annual workload, maximum classroom teaching and supervision load of academic staff<\/em><\/p>\n<\/p>\n
\n\n\nPost or a rank of the post<\/strong><\/td>\nEstimated annual workload in real hours<\/strong><\/td>\nMaximum classroom teaching workload in academic hours\/in real hours<\/strong><\/td>\nMaximum supervision workload in real hours<\/strong><\/td>\n<\/tr>\n\n| Professor<\/td>\n | 1760<\/td>\n | 256 \/ 192<\/td>\n | 400<\/td>\n<\/tr>\n | \n| Senior Lecturer<\/td>\n | 1760<\/td>\n | 448 \/ 336<\/td>\n | 260<\/td>\n<\/tr>\n | \n| Lecturer<\/td>\n | 1760<\/span><\/span><\/td>\n | 512 \/ 384<\/td>\n | 260<\/td>\n<\/tr>\n | \n| Senior Researcher<\/td>\n | 1850<\/td>\n | 128 \/ 96<\/td>\n | 270<\/td>\n<\/tr>\n | \n| Researcher<\/td>\n | 1850<\/td>\n | 128 \/ 96<\/td>\n | 90<\/td>\n<\/tr>\n | \n| Early Stage Researcher<\/td>\n | 1850<\/td>\n | 128 \/ 96<\/td>\n | 90<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Table 2. Estimated annual standard workload, maximum classroom teaching and supervision workload of academic staff posts filled before 1 January 2017 <\/em><\/p>\n\n\n\nPost<\/strong><\/td>\nEstimated annual workload in real hours<\/strong><\/td>\nMaximum classroom teaching workload in academic hours\/in real hours<\/strong><\/td>\nMaximum supervision workload in real hours<\/strong><\/td>\n<\/tr>\n\n| Associate Professor<\/td>\n | 1760<\/td>\n | 384 \/ 288<\/td>\n | 260<\/td>\n<\/tr>\n | \n| Assistant<\/td>\n | 1760<\/td>\n | 640 \/ 480<\/td>\n | –<\/td>\n<\/tr>\n | \n| Teacher<\/td>\n | 1760<\/td>\n | 640 \/ 480<\/td>\n | –<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n
\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Annex 4
\nto Work Procedure Rules<\/p>\n <\/p>\n Procedure for Whistleblowing and Verification of Whistleblowers’ Complaints [entry into force 05.11.2019]<\/h1>\n1. General provisions<\/strong><\/h2>\n1.1 The Procedure for whistleblowing and verification of whistleblowers’ complaints establishes the principles for reporting offences, misdemeanours, or circumstances that may cause damage to the university\u2019s property or reputation.<\/p>\n 1.2 By following the whistleblowing principles, the university:
\n1.2.1 encourages the university staff to report misconduct;
\n1.2.2 ensures the possibility of confidential and anonymous reporting;
\n1.2.3 ensures effective and independent verification of complaints;
\n1.2.4 protects whistleblowers from retaliation.<\/p>\n 1.3 Complaints may be submitted regarding actions or circumstances affecting the reporting person or others.<\/p>\n 1.4 Complaints made frivolously, maliciously or for personal gain are not permitted.<\/p>\n 1.5 Whistleblower protection shall not be granted to a person who has repeatedly provided false information.<\/p>\n 1.6 I n verifying complaints, the university processes personal data to the extent necessary for the detection and prevention of corruption and other offences and for the protection of its legal rights.<\/p>\n 2. Description of the whistleblowing and complaint verification procedure<\/strong><\/p>\n2.1 A whistleblower should, where possible, first attempt to resolve the issue by consulting their immediate superior.<\/p>\n 2.2 If the complaint concerns the immediate superior, or if there are other circumstances making it unreasonable to expect that the issue can be resolved by the immediate superior, a complaint may be submitted as follows:
\n2.2.1 confidentially, by notifying an internal auditor or any other person, who will forward the complaint to an internal auditor;
\n2.2.2 confidentially, by using the whistleblower form on the university’s website and leaving the contact information;
\n2.2.3 anonymously, by using the whistleblower form on the university’s website without providing contact information.<\/p>\n 2.3 If a complaint is submitted via the online form, the system will send an automatic reply on receipt of the complaint.<\/p>\n 2.4 Under this Procedure, complaints shall be recorded and handled confidentially by all persons involved their verification.<\/p>\n 2.5 Complaints shall be handled by an internal auditor, who shall inform the head of the Human Resources Office and the Chief Legal Officer, if necessary. Complaints concerning the activities of an internal auditor shall not be verified under this\u00a0 Procedure.<\/p>\n 2.6 The internal auditor shall decide whether a complaint requires verification. The following complaints shall not be verified:
\n2.6.1 complaints that do not concern the circumstances listed in clause1.1;
\n2.6.2 complaints containing inaccurate information;
\n2.6.3 complaints referring to a person, act, or unit in an insufficiently specific or anonymous manner.<\/p>\n 2.7 Procedure for verifying a complaint:
\n2.7.1 the internal auditor shall examine the content of the complaint and decide whether further investigation is necessary;
\n2.7.2 the complaint shall be verified within a reasonable time, depending on the nature of the information provided.<\/p>\n 2.8 Complaints shall be verified by an internal auditor and:
\n2.8.1 where the complaint concerns an individual, by the immediate superior of that person (e.g. head of department);
\n2.8.2 where the complaint concerns a unit or the head of a unit, by the immediate superior of the head of the unit (e.g. the dean);
\n2.8.3 where the complaint concerns the Rector, by a person appointed by the Council;
\n2.8.4 by another person designated by the internal auditor where necessary to ensure confidentiality, maintain good working relations, or for other similar reasons.<\/p>\n 2.9 The person whose activities are under investigation shall be given the opportunity to provide explanations.<\/p>\n 2.10 If elements of an offence are identified, the university shall report the matter to the police or another competent authority.<\/p>\n 2.11 Complaints concerning violations of academic ethics shall be forwarded to the Academic Ethics Committee.<\/p>\n 2.12 A whistleblower who submits a confidential complaint shall receive feedback on the outcome of the verification. An anonymous whistleblower shall not receive feedback on the verification of the complaint.<\/p>\n 3. Final provisions<\/strong><\/p>\n3.1 The internal auditor shall inform the Rector of the complaints subject to verification unless this is unnecessary due to the content of the complaint.<\/p>\n 3.2 The internal auditor shall report regularly to the Audit Committee on the implementation of this Procedure, i.e. the process of verifying complaints.<\/p>\n 3.3 The measures set out in this Procedure shall be reviewed and updated, as necessary.<\/p>\n
\nAnnex 5
\nto Work Procedure Rules<\/p>\n Procedure for the Reimbursement of Health Promotion Expenses [entry into force 01.04.2026]<\/h1>\n1. General provisions
\n<\/strong>1.1. The Procedure establishes the principles governing the reimbursement of health promotion expenses for university employees through the Stebby platform.
\n1.2. The purpose of reimbursing health promotion expenses is to support employees\u2019 health and sustain their work ability.
\n1.3. All university employees with an employment contract, including those whose contracts are temporarily suspended, are eligible for the reimbursement from the date the contract is signed.
\n1.4. The university offers health promotion expense reimbursement to employees on a calendar-year basis through the Stebby platform.
\n1.5. The reimbursement may be used to pay for tax-exempt health promotion services available on the Stebby platform in the following categories: sports, events, massage, and physiotherapy.
\n1.6. When purchasing a service, the university reimburses up to 70% of the cost, and the employee pays at least 30% as a co-payment.<\/p>\n2. Reimbursement types and applicable rates
\n<\/strong>2.1. The maximum amount of health promotion expenses reimbursed to an employee per calendar year depends on the reimbursement type assigned to the employee, as determined by the employee\u2019s place of work, workload, and duration of employment.
\n2.2. The reimbursement type and applicable rate are determined on the basis of the terms agreed in the employee\u2019s employment contract and the data recorded in the HR database.
\n2.3. The reimbursement type is generally determined once per calendar year \u2013 at the beginning of the year or when the employee joins the TalTech account in the Stebby environment.<\/p>\nReimbursement types and rates per employee per calendar year<\/strong><\/p>\n\n\n\n\u00a0Place of work<\/strong><\/td>\n\u00a0Full reimbursement rate<\/strong><\/td>\n\u00a0Reduced reimbursement rate<\/strong><\/td>\n<\/tr>\n\n| \u00a0Tallinn<\/td>\n | \u00a0 280 euros per year<\/td>\n | \u00a0 140 euros per year<\/td>\n<\/tr>\n | \n| \u00a0Tallinnast v\u00e4ljaspool<\/td>\n | \u00a0 400 euros per year<\/td>\n | \u00a0 200 euros per year<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n 2.4. The higher reimbursement rate applies to employees whose place of work, as specified in their employment contract, is outside Tallinn, regardless of the employee\u2019s structural unit.
\n2.5. Reduced reimbursement applies in the following cases:
\n2.5.1. the employee\u2019s workload is up to 0.5 (inclusive), regardless of the duration of employment during the calendar year;
\n2.5.2. the employee\u2019s workload exceeds 0.5, but the duration of employment during the calendar year is up to six months (inclusive).
\n2.6. Full reimbursement applies where the employee\u2019s workload exceeds 0.5 and the duration of employment during the calendar year exceeds six months.
\n2.7. The duration of employment during a calendar year is determined based on the data recorded in the HR database at the time the reimbursement is determined.
\n2.8. If the reimbursement is determined during the calendar year, both the duration of employment known at that time and any prior employment during the same calendar year are taken into account. The duration of employment is calculated in full months. A month of employment is any calendar month during which the employment contract is valid for at least one day.
\n2.9. The employee is assigned a corresponding reimbursement plan in the Stebby environment based on the employee\u2019s reimbursement type.<\/p>\n Principles for determining the reimbursement type<\/strong><\/p>\n\n\n\n| <\/td>\n | \u00a0Workload up to 0.5<\/strong><\/td>\n\u00a0Workload over 0.5<\/strong><\/td>\n<\/tr>\n\nDuration of employment up to 6 months (inclusive)<\/strong><\/td>\n| \u00a0reduced reimbursement rate<\/td>\n | \u00a0reduced reimbursement rate<\/td>\n<\/tr>\n | \nDuration of employment over 6 months<\/strong><\/td>\n| \u00a0reduced reimbursement rate<\/td>\n | \u00a0full reimbursement rate<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n 3. Reimbursement of expenses
\n<\/strong>3.1. Reimbursement for services purchased through the Stebby platform depends on the employee\u2019s reimbursement type and the maximum reimbursement amount per calendar year.
\n3.2. Costs related to the use of the Stebby platform are covered from the budget of the structural unit of the employee\u2019s primary position, as recorded in the HR database.
\n3.3. Costs related to Stebby are settled with structural units on a quarterly basis based on internal invoices.
\n3.4. The structural unit\u2019s costs consist of:
\n3.4.1. the reimbursed amount of health promotion services used by employees;
\n3.4.2. the Stebby platform fee based on the number of active users in the structural unit.<\/p>\n4. Use and administration of the Stebby platform
\n<\/strong>4.1. The Human Resources Office is responsible for approving Stebby membership requests, determining reimbursement plans, and managing users.
\n4.2. The employee joins the Stebby platform by creating a user account and submitting a request to join the Tallinn University of Technology (TalTech) group. An employee may use the Stebby platform once the employee\u2019s membership request is approved and the employee\u2019s reimbursement plan is determined.
\n4.3. When creating an account, the employee shall use his\/her official full name and university\u2019s email address and provide his\/her personal identification number. This data is used to identify the employee, verify eligibility for reimbursement, and determine the reimbursement plan.
\n4.4. To optimise costs, the Human Resources Office, on a monthly basis:
\n4.4.1. removes employees whose employment contracts have expired from the Stebby platform;
\n4.4.2. temporarily deactivates the accounts of employees who have fully used their annual reimbursement until the end of the calendar year.
\n4.5. At the end of the calendar year, the TalTech group in the Stebby platform is temporarily closed to update employee data and determine reimbursement plans and is reopened to employees in January.
\n4.6. Detailed information and relevant dates on the use and administration of the Stebby platform is communicated via the intranet or other internal communication channels.<\/p>\n
\nAnnex 6
\nto Work Procedure Rules<\/p>\n Organisation of Remote Working [entry into force 01.07.2021]<\/h1>\n1. General terms and conditions
\n1.1 \u201cRemote working\u201d means performing work, which is usually carried out at the workplace, outside the premises of Tallinn University of Technology, including at the employee\u2019s home. Remote working is not the same as secondment.
\n1.2 Remote working is permitted subject to prior agreement between the employee and the head of the employee\u2019s structural unit or immediate superior. The employer shall not require an employee to work remotely, and an employee does not have the right to demand remote working.
\n1.3 A prerequisite for remote working is that the head of the structural unit and the employee agree on the terms and conditions of remote working and that the risk factors of the remote working location are assessed.
\n1.4 The head of a structural unit has the right to terminate a remote working agreement unilaterally in accordance with the law and the Work Procedure Rules, including where the employee fails to perform his or her duties while working remotely, is not available at the agreed time, fails to comply with the obligations set out in the Rules, or due to other circumstances hindering\u00a0 work.<\/p>\n 2. Working time arrangements in the case of remote working
\n2.1. An employee\u2019s working time is either the general working time established in the Work Procedure Rules or the working time agreed upon in an individual working time schedule in compliance with the employment contract.
\n2.2 When working remotely, an employee shall comply with the restrictions established in the Employment Contracts Act:
\n2.2.1 the employee shall work during the general working hours from 6.00 to 22.00;
\n2.2.2 the employee shall take a break of no less than 30 minutes at least every 6 hours, which is not included in the working time;
\n2.2.3 the employee shall have at least 11 consecutive hours of rest within a 24-hour period;
\n2.2.4 the employee shall have at least 48 consecutive hours of rest within a seven-day period.
\n2.3 Working at night-time, on a public holiday or working overtime is allowed only with a prior agreement concluded with the employer in a form that can be reproduced in writing.
\n2.4\u00a0 The employee shall inform his or her immediate superior of situations, which do not enable observance of the procedures specified in clause 2.2, in a form that can be reproduced in writing.<\/p>\n 3. Employee\u2019s activities in case of remote working
\n3.1 The employee shall be available and participate in work related meetings and events during the working hours set out in the Work Procedure Rules or agreed in an individual working time schedule, using the means of communication agreed with the head of the structural unit or immediate superior.
\n3.2 The employee shall attend the workplace at the request of the head of the structural unit or immediate superior no later than within the following working day. Travel to locations that preclude such a response time must be agreed in advance with the immediate superior.
\n3.3 If circumstances hindering the performance of work (an illness, personal circumstances hindering work) arise, temporary incapacity for work must be reported or the corresponding application for reducing the leave or the standard working time must be submitted.
\n3.4 When working remotely, an employee must comply with the rules for processing confidential information and data protection in accordance with the relevant legislation.
\n3.5 When working remotely, an employee shall ensure preservation and prudent use of the university\u2019s property given to him\/her for performance of duties.
\n3.6 An employee must follow the remote work safety instructions established by the university and comply with the corresponding safety and ergonomics rules when setting up a workspace for remote working. An employee is obliged to provide true information about the environment, where remote work is performed and the risk factors related to the workplace.
\n3.7 If an employee suffers an occupational accident at the remote working location, the employee shall provide the employer with photographs or video material of the location or allow access to the site in order to investigate the accident.<\/p>\n 4. Obligations of the structural unit
\n4.1 The head of a structural unit shall organise the work of the unit so that remote working does not adversely affect its operation and shall identify work that cannot be performed remotely.
\n4.2 The structural unit shall:
\n4.2.1 provide the employee with the necessary equipment for remote working, where required;
\n4.2.2 support, where possible, the furnishing of a home office using existing university assets or by acquiring new assets. Any removal of university assets from university premises shall be documented in a corresponding record signed by the employee.
\n4.2.3 ensure that the employee is instructed on occupational health and safety requirements applicable to remote working, involving the Chief Working Environment Specialist where necessary.
\n4.3 In the case of remote working, the employer shall reimburse additional communication costs related to working from home, subject to the limits set out in the Accounting Policies and Procedures. No other expenses shall be reimbursed unless agreed in advance, and no additional remuneration shall be paid for remote working.<\/p>\n
\nAnnex 7
\nto Work Procedure Rules<\/p>\n Principles of Processing an Employee\u2019s Personal Data [entry into force 01.07.2021]<\/h1>\n1.1 The university processes an employee’s personal data:
\n1.1.1 to comply with a legal obligation of the university;
\n1.1.2 for the performance of a task carried out in the public interest vested in the university;
\n1.1.3 for the performance of a contract to which the employee is party;
\n1.1.4 at the request of the data subject prior to entering into a contract;
\n1.1.5 with the employee\u2019s consent.<\/p>\n 1.2\u00a0 The university processes special categories of an employee’s personal data:
\n1.2.1 for the purposes of carrying out the obligations in the field of employment and social security law;
\n1.2.2 in order to protect the vital interests of the employee where the employee is physically or legally incapable of giving consent;
\n1.2.3 for the purposes of the activities of the trade union;
\n1.2.4 on the basis of the employee\u2019s consent.<\/p>\n 1.3 An employee\u2019s photograph is used on the university\u2019s access card, and an employee may choose to publish it on the university\u2019s intranet.<\/p>\n 1.4 The university processes the data of a child or a person with special needs obtained with the consent of an employee for providing services to the employee.<\/p>\n 1.5 The university uses the personal contact details obtained with an employee\u2019s consent to contact the designated contact person in the event of an emergency or occupational accident.<\/p>\n 1.6 The university shall implement organisational, physical and technical information security measures when processing an employee\u2019s personal data. The university shall ensure the availability, integrity and confidentiality of the systems processing employees\u2019 personal data.<\/p>\n 1.7 An employee can access his or her data processed by the university, as well as the principles of data processing and protection, in the self-service environment on the university\u2019s intranet.<\/p>\n 1.8 The university\u2019s regulations on personal data processing and protection, as well as its information security policy, are available on the university\u2019s website.<\/p>\n","protected":false},"excerpt":{"rendered":" 1. General provisions 2. Definitions 3. Entry into an employment contract 4. Substituting for an area director or head of a structural unit 5. Temporary incapacity for work 6. Working and rest time 7. Organisation of working time 8. Calculation of working time 9. Break during working day (lunch break) 10. Weekly rest time (days […]<\/p>\n","protected":false},"author":4,"featured_media":0,"parent":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"smart_processes":["https:\/\/smart.taltech.ee\/en\/process\/human-resources-management\/","https:\/\/smart.taltech.ee\/en\/process\/management-and-handling-of-matters-of-ethics\/"],"footnotes":""},"categories":[182],"tags":[],"legislation_type":[150],"legislation_approval":[152],"subdivision":[211],"faculty":[],"division":[222],"department":[245],"class_list":["post-362","post","type-post","status-publish","format-standard","hentry","category-legislation","legislation_type-directive","legislation_approval-rector","subdivision-personnel","division-general-management","department-human-resources-office"],"acf":{"smart_processes":["https:\/\/smart.taltech.ee\/en\/process\/human-resources-management\/","https:\/\/smart.taltech.ee\/en\/process\/management-and-handling-of-matters-of-ethics\/"]},"_links":{"self":[{"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/posts\/362","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/comments?post=362"}],"version-history":[{"count":13,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/posts\/362\/revisions"}],"predecessor-version":[{"id":12135,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/posts\/362\/revisions\/12135"}],"wp:attachment":[{"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/media?parent=362"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/categories?post=362"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/tags?post=362"},{"taxonomy":"legislation_type","embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/legislation_type?post=362"},{"taxonomy":"legislation_approval","embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/legislation_approval?post=362"},{"taxonomy":"subdivision","embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/subdivision?post=362"},{"taxonomy":"faculty","embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/faculty?post=362"},{"taxonomy":"division","embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/division?post=362"},{"taxonomy":"department","embeddable":true,"href":"https:\/\/oigusaktid.taltech.ee\/en\/wp-json\/wp\/v2\/department?post=362"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}} | | | | | | | | | | | | | | | | | | |