Flexibility during the work day

Confidence

The possibility of working day flexibility is an expression of a DTU culture based on a basic confidence that each individual acts responsibly within his or her own area of responsibility. This approach is in accordance with the self-management concept that is a fundamental element in DTU’s culture.

This means that you organize your work tasks based on your manager’s setting of the framework for your area of responsibility, that you are mindful of balancing your working life and private life, and that you conduct an ongoing dialogue about what is motivational for your well-being and performance.

Workplace

The primary workplace is campus, but you can agree with your immediate manager that you also engage in remote working. This may—for example—be in your own home, a meeting with a collaboration partner or colleague, other places on campus, or in the surrounding urban space, etc.

All employees may agree with their immediate manager that some of their working hours are located in another place than the primary workplace. This option always presupposes that it is possible to work—for example—from home without this affecting task performance or collaboration. 

For example working from home is a voluntary offer for all DTU employees. If you have agreed with your manager that you often work from home, you can examine in a dialogue with your manager what facilities DTU can provide. 

DTU recommends an ongoing dialogue with your immediate manager about when and to what extent you can work from elsewhere. Such an agreement also contains a work culture that signals accessibility by—for example—always having an online updated calendar, a contact telephone number, and—for example—a specification of hours for virtual sparring, knowledge sharing, etc.

Working environment

Working environment is a shared responsibility. The manager and employee are expected to plan the work so that you have a healthy and safe working environment and both parties experience being part of a collegiate community.

If there are working environment conditions that are not satisfactory in connection with the performance of work outside the primary workplace, DTU encourages the use of the workplace available on campus.

Nature of the work

The nature of the work is of importance to how obvious it is to agree working day flexibility, but it is not the only parameter. Your well-being, saved transport time, meetings conducted from home, and personal situation are also valid arguments in the dialogue with your immediate manager about working day flexibility.

Work performance

The management at DTU has an expectation that we all work efficiently, are available, and deliver a satisfactory performance regardless of the physical workplace. For the individual employee, this is reflected in the employee’s performance being linked to the creation of results and not necessarily to the employee’s physical presence.

Meetings

Digital/Hybrid meetings must be integrated as part of DTU’s meeting culture. This requires planning, AV equipment, and new habits for the individual person.  If you often participate in hybrid meetings, you can—after a dialogue with your immediate manager—discuss what facilities DTU can make available.

Study programmes

DTU supports that physical presence can be supplemented with virtual availability. In the situations in which it has been agreed with the management/immediate manager that teaching takes place virtually, DTU provides digital platforms that make it possible to collaborate and teach virtually.

Guidance and sparring  

Ongoing dialogue is a key element in all forms of guidance and sparring. DTU encourages that agreements on guidance and sparring are not linked to a single physical place. This allows a more flexible meeting structure based on your preferences to a greater extent, while also meeting a need for continuous dialogue.

Absence

Illness and a sick child are valid reasons for absence. DTU does not expect you to work if you have a valid reason to be absent from work.

If your child is ill, you can agree with your immediate manager to deal with this flexibly by—for example—combining your child’s illness with a number of hours of working from home.  

If you have symptoms of possible illness (for example a head cold) without feeling ill, you are encouraged to work from home to prevent the spread of infection. If you have been absent from work due to illness, DTU recommends that—if possible—you work from home for up to two days after you are symptom-free.

Commencement

DTU’s guidelines for working day flexibility were approved by the Executive Board on 2 September 2020 and approved in writing by the Cooperation and Joint Consultation Committee in September 2020.