Employees in crisis

Objective

This policy describes how DTU endeavors to help employees in crisis.

General

DTU wishes to help employees in a situation in which physical or personal circumstances make life and fulfilling work obligations difficult.

The role of the employee

If a DTU employee is facing a crisis, the person in question should notify his or her immediate superior. The superior will help with initiatives that may ease the employee’s situation in work-related areas.

If a colleague observes that an employee behaves in a manner that indicates a crisis, the colleague should inform the superior and/or a shop steward (in Danish: tillidsrepræsentant).

The role of management

If a senior officer observes that an employee behaves in a manner indicative of a crisis, the senior officer has a duty to ask the employee for information about the situation and to offer assistance. The employee’s shop steward may be informed if the employee consents to this.

Clarification and relief

The content and scope of the counseling is to be planned for each individual case. Any measures initiated are intended to help clarify and relieve the employee’s distress.

Examples of actions and initiatives:

• Psychological counseling
• Temporary reorganization of tasks
• Temporary reorganization of working hours
• Relief of workload
• Contact to a doctor or the authorities

Link

Psychological counselling - Both the manager and the employee may request counselling for traumatic experiences and events.

Entry into force

The policy for employees in crisis was approved by the Executive Board and discussed by the Cooperation and Joint Consultation Committee (HSU) in March 2017.

The policy becomes effective from the time it is published on DTU Inside.

Amendments

The policy may be amended at three months' notice following review by the Cooperation and Joint Consultation Committee. Amendments are communicated via DTU Inside.