Wife Promotion Plan For The Parliamentary Staff

Original Language Title: Frauenförderungsplan für die Parlamentsdirektion

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Read the untranslated law here: http://www.ris.bka.gv.at/Dokumente/BgblAuth/BGBLA_2014_II_378/BGBLA_2014_II_378.html

378. Proclamation of the President of the National Council concerning the Frauenförderungsplan for the parliamentary staff

In accordance with section 11a of the federal equal treatment Act (B-GlBG), Federal Law Gazette No. 100/1993, as last amended by Federal Law Gazette I no. 210/2013, is published:

Wife promotion plan of the parliamentary staff

2015-2020

Table of contents

 





1 section objectives and measures to achieve targets







§ 1.





Objectives







Measures to achieve targets







§ 2.





Advancement of women







§ 3.





Elimination of inequalities







§ 4.





Protection of the dignity at work







§ 5.





Linguistic equality







§ 6.





Invitation to tender







§ 7.





Selection criteria







§ 8.





Support the / of the compliance officer







2. section specific support measures







§ 9.





Measures in the field of education and training







§ 10.





Career and career planning







Promotion of the re-entry level







§ 11.





Information







§ 12.





Rolling back entry







Measures to promote the reconciliation of work and family







§ 13.





Child care duties and/or part-time employment







§ 14.





Part-time work and leadership







§ 15.





Composition of commissions and advisory boards







§ 16.





Organisational measures







§ 17.





Reference to other federal laws







§ 18.





Entry into force







§ 19.





Expiry of the announcement of February 11, 2009







Plant





Representation of staff broken down by gender and by use and remuneration groups:





1 section

Objectives and measures to achieve targets

Objectives

§ 1. The parliamentary staff is committed to the principle of equality and gender equality, and on this basis to an active equality and gender equality policy, to ensure equal opportunities for women and men. The implementation of woman promotion plan has in particular the following objectives:



1. the support measures for the advancement of women by all employees and employees, in particular by the executives.

2. the implementation of the strategy of gender mainstreaming as well as of measures for the advancement of women in all processes of personnel planning and staff development, including any strategic human resources planning and strategic personnel development.

3. promote the recognition of women as equivalent and equal partners in the professional world and the creation of positive and encouraging career conditions for women;

4. the promotion of professional identity and self-awareness of women in order to increase their willingness, to influence, to shape, to make decisions and to take responsibility

5. the reduction of disadvantages of women, which are dictated by existing socio-political conditions and influence in professional life;

6. improving of the reconciliation of work and private life for women and men;

7. the implementation of the legal ways to use modern forms of work (such as telework) and flexible organisation of working time.

8. the establishment of appropriate measures and targets to achieve a proportion of female staff in the use and remuneration groups, as well as all jobs assigned to a function group of at least 50%; an achieved women's quota of at least 40% must be true;

9. the promotion of the use of parental leave and part-time work by men by means of appropriate measures and their acceptance by all employees and employees measures to achieve targets

Advancement of women

Section 2 (1) to create the conditions for equal participation of women in the decision-making structures are in proportion to their share of employment or to maintain.

(2) the federal equal treatment Act, in particular the Frauenförderungsplan, to bring in an appropriate manner is also newly occurring, all employees, and employees.

(3) all employees are about the function and duties of the compliance officer to inform.

(4) the communication of the women among themselves about their specific challenges and problems, as well as the establishment of information networks are helping within the financial and human means.

(5) participation in information sessions is to enable the compliance officer in relation to the business opportunities within the service period all staff and employees.

(6) in the business and personal divisions is a contact person for women or parents-related legal issues (E.g. part-time, leave, etc. and service and pay legal questions) to expel. The parliamentary staff has for the questions women and elternrechtlicher legal service and pay legal nature to available.

(7) on the objectives of gender equality, all employees and staff of the parliamentary staff have to work together. The measures for achieving the goals are to support in particular by all persons in management positions and the functional units of the Organization and, where appropriate, to implement.

Elimination of inequalities

Existing section 3 (1) differences the working conditions for women and men, as well as structural frameworks, leading one of the sexes to the disadvantage, are to eliminate.

(2) the supervisor have to support measures to promote women and to eliminate existing gender differences and implement.

Protection of the dignity at work

4. (1) is to protect the dignity of women and men in the workplace. Practices, which violate the dignity of people, especially derogatory remarks, bullying and sexual harassment, must be avoided. Any form of discriminatory action or behaviour towards employees is to confront.

(2) the parliamentary staff will meet, if necessary, appropriate measures to the related awareness-raising. In particular also the executives on a collaboration supported by mutual respect and working atmosphere have to pay attention.

(3) employees is the opportunity to give up on the legal and other options, to defend themselves against bullying, discrimination based on sex and sexual harassment in the workplace, to inform (intranet, brochures, occupational medicine and occupational psychology, etc.). In these matters the parliamentary staff has to support the staff accordingly.

Linguistic equality

§ 5 (1) on the linguistic equality is to ensure in all internal and external documents and publications. References can be used in female and male or unisex form. Unprofessional differentiation between women and men must be avoided.

(2) all terms relating to female employees as well as all official title and use labels are by women, as far as it is linguistically possible, to use in the female form.

(3) in the present and in the future to use computer software is to be taken into account to the gender-equitable language use and to implement as far as technically possible.

Invitation to tender

6. (1) all tender texts must no. 85/1989, and internal tenders according to the tender law (ED), BGBl. in gender-neutral form to it.

(2) the federal equal treatment Act to note are with tenders and function Betrauungen. The respective tender must contain a corresponding note.

(3) applications especially for women during a prescribed form of absence from service pari passu with other applications to consider.

(4) requirements must so be for features that they neither directly nor indirectly discriminate against women.

(5) before each tender is to examine whether they can be exercised with reduced week stint. If necessary, a corresponding note record is in the specification text.

(6 a copy is) / the compliance officer to submit the tender text prior to publication or internal publication.

Selection criteria

Are discriminatory issues (such as for family planning) section 7 (1) in job interviews inadmissible. No assessment criteria based on a discriminatory, role-stereotyped understanding of equality (such as, for example, child care duties) may be used in assessing the suitability of candidates.


(2) the existence of a pregnancy is no reason to reject the recording or the transfer to the public service employment, provided that all other conditions are met.

(3) part-time employment is basically no reason of exclusion with regard to the assumption of executive functions.

Support the / of the compliance officer

8. (1) the activity / of the compliance officer, their / its representatives and the women's representative in accordance with B GlBG is part of their official duties. It may them not while still leaving this function, a professional disadvantage adult exercise from their function.

(2) in order to carry out their tasks, / the compliance officer are to assist their / its representatives and the women's representative. The required time, necessary budget and other resources are available to make them. According to the principles of sound, to use practicality and frugality are the material and human resources.

(3) tasks in accordance with B-GlBG within the framework of its perception are the compliance officer to provide information and to provide the necessary information on request for the execution of tasks.

(4) the compliance officer is to announce any planned changes in business and assignment of staff and any planned changes in organization.

(5) the function is the equal treatment Commission to designate in the business division of the parliamentary staff.

(6) the current woman promotion plan is available to all employees via the intranet. Staff without computer access are to inform about possibilities of the inspection.

2. section

Special support measures

Measures in the field of education and training

§ 9 (1) task of the immediate supervisor is to inform your employees about learning opportunities standing for selecting in a timely manner, to encourage them to participate and to propose concrete steps of training. The information has to be proven (E.g. in the framework of the employee/internal call).

(2) in accordance with § 11 d B GlBG women - including those with a lower weekly service time - to participate in education and training, in particular that to acquire of higher-value use (functions) qualify as a priority to allow.

(3) the schedule of the seminars are possible so as to bring, that urgent family-related activities in spite of the seminar of visit can be carried.

(4) participation in training is to enable part-time workers. The hours this is to service and commitment.

(5) in the internal education program or in the framework of basic education are issues such as promotion of women, to implement the federal equal treatment Act and gender mainstreaming.

(6) additional qualifications as gender-equitable language use and knowledge of the methodology of gender mainstreaming are taken into account in the selection of seminar leaders and speakers for events of the education and training.

(7) the Directorate of the Parliament has to ensure that HR managers and all staff who play a Chief role, are informed about the B GlBG, the issues of the advancement of women and equality of treatment and the Department-specific Frauenförderungsplan. Senior executives are to point out especially on their commitment to the advancement of women in the course of their training.

Career and career planning

10. (1) has the parliamentary staff to ensure that a family break is not detrimental on the career and career planning for women and men.

(2) the advancement of women has not only the case management positions, but must be promoted by employer and immediate superiors on all organizational and hierarchical levels.

(3) in the employee / internal tagged would tell the area of working time should be addressed explicitly.

(4) on the part of the parliamentary staff are appropriate measures to put female employees to qualify for transferring executive functions, to motivate and to promote them by transferring tasks in personal responsibility (project management, grant and extension of the power of approval, etc.).

(5) the participation of female - also part-time - staff leadership courses is to promote the management of Parliament. This applies especially to areas in which female employees are under-represented. Any youth leadership programs which the compliance officer about the nomination is proven to inform.

Promotion of the re-entry level

Information

The servants are § 11 (1) to inform the human resources department about all possibilities of a flexible organisation of working time in relation to the parent. In particular, men on the legal possibilities of the use of the parental leave or of early parental leave for fathers are noted.

(2) no later than the the staff is four weeks before returning from the / to invite demonstrably a conversation concerning the re-entry of the superiors, as well as the equal treatment proven to them to inform.

(3) the karenzierten officials are to put suitably informed of the immediate supervisor has been proven about current projects and staff development through scheduled internal and external training sessions. Relevant information will be equal treatment/n demonstrably to the.

(4) on a voluntary basis, participation in trainings and meetings already before the re-entry is karenzierten officials to allow.

(5) the employees are to support targeted measures after returning for the rapid reintegration.

Rolling back entry

Section 12 (1) is a moving return especially in qualified areas with accompanying measures such as reorganization and corresponding reduction of the remit, to enable.

(2) a minor employment offer is staff who obtain childcare allowance, on request possible.

Measures to promote the reconciliation of work and family

Child care duties and/or part-time employment

Family-friendly organizational changes and facilities, such as more flexible working hours, tele-working, to seek re-entry programs for full-time employees or the assurance of child care facilities are § 13 (1) after the budgetary possibilities and requirements of the service operation.

(2) for women and men with care responsibilities, individual provisions of their working hours and their work arrangement to enable are if necessary within the framework of the official ways.

(3) applications in accordance with §§ 50a and 75 officials service law (BDG), assessment of the situation of the persons concerned to comply with. Contract staff is to proceed accordingly.

(4) the task of the Manager is to meet, that the tasks of individual employees and employees to deal with are usually in the normal working hours including the fixed Überstundenpauschales in work planning an organizational unit for this provision. Part-time employment is appropriate to take into account.

(5) in determining meeting and Committee meeting times, consideration is to take on the working hours of part-time workers and people with child care duties. The dates are set in the framework of the normal working hours and to announce the staff anyway, in a timely manner.

(6) for the servants, neither directly nor indirectly factually not justified discrimination may not be through part-time employment or caring duties. This applies in particular for the promotion, participation in training activities and the remuneration or the reclassification of staff.

(7) in the human resources planning and development, the possibility of a family break in the career planning for women and men is taken into account.

Part-time work and leadership

§ 14. The parliamentary staff strives to create the organisational conditions so that management positions are possible in principle also in part-time employment.

Composition of commissions and advisory boards

Section 15 (1) if the composition of commissions, advisory boards, working groups or similar Fed's decision-making or advisory bodies, whose Mitglieder be ordered not by choice, is to ensure a gender balance. On the part of the Dienstgeberin, it is necessary to order at least a female member. The right of equal treatment representative or an employee designated by you to participate in Commission meetings with an advisory vote, remains unaffected.

(2) managers and supervisors have women who seek the participation in committees and advisory boards and are designed to support and promote.

(3) the compliance officer is to inform about each made renewal of the commissions provided for in the legislation of the service.

Organisational measures


Section 16 (1) in working groups concerning administrative reform measures, personnel planning and staff development, reorganization and future projects is to be taken into account on the ratio of female and male work group members. The relevant information, as well as the opportunity to engage an advisory capacity, to give are the compliance officer.

(2) in structure and reorganization programs for personnel planning and staff development, caution is to take on the advancement of women and the reconciliation of work and family.

Reference to other federal laws

§ 17. Unless these by-laws provisions of federal laws referenced in, these are to apply in their up-to-date version.

Entry into force

§ 18. These by-laws shall enter into force 1 January 2015.

Expiry of the announcement of February 11, 2009

§ 19. Entry into force of the by-laws concerning measures for the advancement of women in the sphere of parliamentary staff in accordance with section 18 comes the announcement of February 11, 2009, Federal Law Gazette II No. 34/2011, except force.

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