Freie und Hansestadt Hamburg

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1 Freie und Hansestadt Hamburg Firstly : A considerable increase of the number of university and college places in Germany which are mainly free of any tuition fees. Secondly : Thirdly : The rapid growth of state-run externally fund support for research. A flexible industrial law for early career researchers that allows professors and university administration many liberties concerning contracts of employment. Herr Pampel /

2 Freie und Hansestadt Hamburg Firstly : The individual early career researcher is confronted with a tangle of regulations on different levels that he can hardly influence. Secondly : Thirdly : The university might be perceived as a professorial republic with a weak representation of early career researchers. Considering the attractiveness of the qualification period which is an important phase in early career researchers life anyway, it is especially for women important to secure a compatibility between academia career and parenthood. Demands of this kind will be taken more seriously taking the above mentioned conditions into account if the Government places special emphasis on them. Herr Pampel /

3 Framework for cooperation in the working group (1) Goal The framework s goal is for the provision of stable appointments at universities. This should minimise incidence of precarious employment. Using lessons from the past the framework will develop best-practice methods. Individual cases should not be ignored, and ratings or blame should be avoided. Definition Precarious employment" means employment for a short period (up to one year), ensuring an adequate probation and / or compensation in the probation period. In addition, it is a common form of employment for academic staff after their formal qualification phase. Joint responsibility There are a multitude of actors whose involvement is needed to achieve the above outlined objective. It is significant to understand that putting the blame on: the Parliament that is not willing to spend sufficient money, the Ministry and the University management that does not allow administrations the degree of control demanded, the University, faculty management and the administrations that withhold reasonable employment conditions, scientific workers, staff councils and trade unions that present unreasonable ultimatums cannot solve the problem. The aim of all actors must be to find a feasible objective, an aim that requires the willing to compromise.

4 Framework for cooperation in the working group (2) Identity of the universities If the regulations designed to promote research and education lead to higher numbers of people employed with significant restrictions and hardships, this should be viewed by universities as a challenge to their values. Working principles and role change For the successful design of new regulations, meaningful information and data is important, even if this information might not support ones position. Concessions to maximum demands as well as being responsible would help progress towards the goal.

5 Examples of changes introduced by the Code of Conduct PhD candidates Removing the 50% limit on the amount of time that individuals can work. The intention is to increase the earnings of PhD candidates and to increase the possibility of being employed for work related to their research topic. Habilitation candidates ECRs in this category should be employed on temporary civil servant contracts. This gives them access to favourable public sector pensions and benefits (but not tenure for life like professors). Additionally, individuals should be granted at least one-third of working time for their own research. Other research associates not covered by the Science Employment Act - Individuals who are employed to undertake work that cannot be used towards their qualifications should be considered for permanent employment. For example, individuals working in the academic support services could be employed for a trial working period with a view to move them to indefinite contracts.

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