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Deutsche-Telekom--DPG by asafwewe

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Deutsche-Telekom--DPG

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									Deutsche Telekom

Wage agreement for the pilot phase of alternating teleworking at Deutsche
Telekom
The following agreement on alternating home-work has been negotiated in 1996
between the Deutsche Postgewerkschaft (DPG, German Post Union) and the Deutsche
Telekom AG.


Preamble
The Deutsche Telekom AG - as a supplier for products of communication technologies
and services - and the Deutsche Postgewerkschaft are pursuing the aim to create a
spatial flexibilisation of organization of work within the framework of alternating
teleworking due to the company's as well as to the employees' requirements.
By means of these regulations, defined in the wage agreement, a suitable basis for
testing alternating telework at the Deutsche Telekom AG is given. How far the
employees' requirements and value concepts are covered by this, and whether they will
be a contribution to costumers' orientation, increasing productivity and conservation, will
be proved by pilot projects.
The establishment of and the activity at alternating teleworking places generally bases
on voluntary participation. In this regard, in principle tasks are considered to be suitbale
that can be autonomously and independently fulfilled, that have concrete, measurable
results and allow a regular business though limited contact to the office.
The daily commuting between home and office will be reduced by the transfer to
alternating teleworking places. Thus, the employees' amount of time and costs can be
reduced. In consequence the employees get various possibilities to coordinate their
professional and individual life style and moreover to plan and archieve their tasks
autonomously. In this respect the results of the pilot project will lead to some more
detailled information, too.
Because of the independent performance of alternating telework, the formulation of
special     requirements     of     the       participants      is     necessary.


I. Section
Regulations of the establishment of and the employment at teleworking places


1. Area of validity
(1) This wage agreement implies all employees mentioned in the "Gemeinsamen
Vereinbarung" (common agreement), in case and the period of their participation in the
named                                        pilot                                project.
(2) Provided that during the term of validity of this wage agreement (§20 item 2)
further pilot projects will be initiated, these as well as the effected employees will be
included               in                the             common               agreement.
Furthermore an agreement between the head office of the Deutschen Telekom AG and
the main board of the Deutschen Postgewerkschaft (German post union) will be
inevitably necessary.
Protocol notice to §1:
The common agreement between the head office of the Deutsche Telekom AG and the
main board of the Deutsche Postgewerkschaft, dated October 10th of 1995, in the at
one time actual version, is the decisive document.
Wage agreement No.3 dated October 10th of 1995 between the board of the Deutschen
Telekom AG on the one hand and the Deutsche Postgewerkschaft - main board - with
seat at Frankfurt am Main on the other hand accompanying tests of alternating
teleworking at the Deutsche Telekom AG the following wage agreement is concluded:


2. Establishment of an alternating teleworking place
(1) Employees which are included within the area of validity, get in case of fulfilling the
following        preconditions       an       alternating      teleworking           place.
(2) The regular working time agreed by contract or individually is in the case of
teleworking partly performed at the employee's home (domestic working place), partly in
the        office        (working       place         within       the        company).
(3) The establishment of and the employment at alternating working places is principally
based                     on                   voluntary                   participation.
(4) Each effected employee has to be informed about the planned project.


3. Working tasks
Besides the completion of the specific professional assigned task, an active co-
operation due to testing telework takes place. The gained experiences during the
project are to be documented by the participants. The intervals of time, the evaluated
complexes and the kind of documentation are defined by each project manager.


4. Requirements at the off-company working place
(1) The domestic working place has to be located in a room within the employee's home
(no garage, no basement, which is suitable and authorized for permanent residence as
well as for the performance of work according to the general demands.
(2) The mentioned conditions for off-company working places (item 1) are inspected on-
site by the responsible project manager. The works committee is admitted to participate
the                                                                         inspection.


5. Division and distribution of working times
(1) The working times to complete the demanded tasks (§3) is synonymous with
the agreed by contract average regular working times. It has to be divided onto the off-
company              working           place          and           the          office.
In this connection the part of working time performed in the office must guarantee the
maintenance          of       social       contacts     with        the      company.
(2) If the employer divides the working times between domestic working place and office
and the daily distribution, too, one calls them company defined working times. The
remaining difference to the individual regular working times is distributed by the
employee (self- determinate working time). This share of self-determinate working time
should be -in account of the concrete task - extended as much as possible.
(3) The division as well as the distribution and moment of working times has to be
binding formulated in a document, arranged with the employee; the employer is enabled
to          modify         this          agreement        at         any           time.
(4) The employer has to require and announce overtime work ahead, belated licensing
is                                      not                                   possible.
(5) Travelling times between office and off-company working place are classified as not
caused by business und are therefore not added to the working times.
(6) Extra charge for performance at disadvantageous times are only paid according to
the regulations of the wage agreement, if the referred times were defined by the
company.        Charges     for     free     shift-work  are      handled      similarly.


6. Registration of time
(1) The registration of the complete working times and tasks is managed by each
employee, recorded in a working diary, which is immediately shown to the project
manager             at          the           end        of         each            month.
(2) In case of the employee's consent, the works committee is allowed to get insight into
the              recorded                performed             working              times.
(3) The registration of the official working times depends on the actual internal company
used                                                                           regulations.


7. Material for work
(1) The required equipment for the off-company working place is - during the time of
existence of the domestic working place - put at disposal for free by the company, the
provided    material     for   work    is   listed  in  the     common      agreement.
(2) Within the framework of the projects "Alternierende Teleheimarbeit" (alternating
tele[home]work) the use of a multimedia connection will be tested as well.
(3) The equipment might not be used for private affairs, the use of an ISDN-link or
business telephone line can be restricted by suitable technical means due to the
employer's      interest     and     examined      by    the       monthly    charges.
(4) The construction and dismantling of the provided equipment as well as possible
maintenance            is          achieved          by          the         company.
(5) The supplied materials have to be protected against access of third parties.


8. Refunding of costs
(1) The refunding of costs is regulated corresponding the conditions of §15.
(2) Travelling costs between the office and the off-company working place are not
refunded.


9. Access to the off-company working place
In case of an existing agreement each project manager as well as the works committee
might get access to the domestic working place. Exactly the same way inspections are
handled        -       according       to       §       4         paragraph       2.


10. Security of data and information
Especially high care and attention at the off-company working place is to direct towards
the security of data and information with regard to third parties. Confidential data or
information have to be protected, so that third parties are not able to look or/and get
access.


11. Abandonment of the off-company working place
(1) The domestic working place can be terminated by both parties without the need of
mentioning any reasons. The period of notice should cover one month until the end of
the calendar month. In case of notice to quit or abandoning the flat the period of notice
might possibly be reduced. The abandonment announcement has to be given in written
form.
(2) After the terminated the provided equipment has to be returned immediately. Just as
in             case              of          the             project's           ending.
(3) A balancing of possible (dis-)advantages (e.g. concerning travelling times and costs
to          the          office)        is         generally           not         made.


12. Written agreement
The establishment of a home office needs to correspond to a written agreement
between                 employer                and                 employee.


13. Employee's status
The employee must not be disadvantaged with regard to his/her opportunities of career
because      of      his       participation     at       alternating       telework.



II.         Section:           legal           aspects            of          contracts

14. Establishment of further teleworking places
The Deutsche Telekom AG and the Deutsche Postgewerkschaft are agreeing that no
further alternating telework will be implemented at the Deutsche Telekom AG besides
the projects, that are mentioned in the common agreement of Oktober 10th, 1995,
which         is        the        relevant     version       at      the     time.


15. Method to determinate refundations
Regarding the testing phase of alternating telework und the lacking experiences during
the period of validity of this wage agreement a flat-rate reimbursement is not given. The
costs that will arise related to defined facts and that will be avoided during the this
project have to be documented by the participants. By means of the documentation, a
scheme of refundation of costs will be established between the head office of the
Deutsche Telekom AG and the main board of the Deutsche Postgewerkschaft. On this
occasion, a kind of regulation for the past will be determinated.


16. Automatical control of performance and behaviour
The Deutsche Telekom AG and the Deutsche Postgewerkschaft agree to the fact, that
within the framework of testing forms of alternating telework an automatical control of
performance or behaviour can be allowed only in case of an existing corresponding and
explicit     arrangement     between      employer       and     works     committee.


17. Accompanying of the project
During the period of pilot phase of the several projects regularly meetings at intervals of
about 3 months between the Deutsche Telekom AG and the Deutsche
Postgewerkschaft will take place. There, general problems referring the implementation
of inherent tasks (e.g. technical failures or protection measures, relevant questions
concerning analysis and documentation, the establishment of reimbursements as well
as others general problems using this wage agreement are discussed.


III.                     Section:                      final                     clauses

18. Relation to internal company regulations
The existing regulations agreed by contract have a concluding character and can not be
changed, extended or completed by company arrangements. The remaining rights
formulated in the "Betriebsverfassungsgesetz" (constitutional law of companies) are not
touched,     especially     regarding    the    distribution     of    working    time.


19. Coming into force
This   wage    agreement      comes    into   force   at   December,      1st   of   1995.


20. period of validity
(1) These regulations agreed by contract are in force in terms of the mentioned projects
- in the common agreement of October 10th, 1995, which is the relevant version at the
time.                Any             after-effect                is             excluded.
(2) The validity of this wage agreement is at the latest until December, 31st of 1997. An
extension of the period of validity can be decided in conjunction of the Deutsche
Telekom AG and the Deutsche Postgewerkschaft. With the ending of its validity an
after-effect is excluded.

								
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