481. Regulation of the Federal Minister of the Interior concerning measures for the promotion of women in the sphere of action of the Federal Ministry of the Interior (FrauenförderPlan-BM.I)

Due to § 11a of the Federal Equal Treatment Act-B-GlBG, BGBl. N ° 100/1993, as last amended by the Federal Law BGBl. I No 153/2009, shall be:

Section 1

General Part

Goal of the women's promotion plan

§ 1. (1) The Federal Minister for Home Affairs is committed to an active equality policy in order to ensure equal opportunities for women and men.

(2) The strategy of gender mainstreaming is to be established as a consistent principle in all areas of activity of the Federal Ministry of the Interior. In particular, staff planning and personnel development activities will be reviewed for their possible gender impact, in order to avoid any form of gender discrimination.

(3) Through the implementation of the women's support plan, the proportion of women in the department of the Federal Ministry of the Interior is permanently employed in all those groups of uses and remuneration in which a under-representation according to Article 11 (3) (3) of the German Federal Ministry of the Interior (GHA) 2 B-GlBG is to be increased.

(4) The requirement of professional support for women is determined on the basis of the extent of the identified and identified in the respective service authorities. Annex of the Regulation. According to Section 11a B-GlBG, the proportion of women in the A1/v1 application/remuneration group is to be increased by 1% by 31 December 2012, and by 0.5% in the executive service.

Women's Promotion

§ 2. (1) The representatives of the employer are obliged to take special measures to promote women (3). (a) to ensure that, within two years from the date of entry into force of the Regulation, the proportion of women in each area of activity shall be increased in accordance with the objectives set. This applies only to those areas of activity in which measures with an impact on the staff plan are carried out.

(2) In addition, the employer shall take all other measures (recordings, post-planning measures, transfers to higher uses, functional appointments, organizational changes, dispatches and the like) which directly or indirectly on the Women's share of influence, the goal of the women's promotion plan to be observed.

Scope

§ 3. The provisions of this Regulation shall be applied to the staff of the entire department of the Federal Ministry of the Interior.

Protection of the dignity of women and men at work

§ 4. All staff of the resort have the right to be treated in such a way that their dignity is always respected, bullying and harassment, as well as degrading remarks or procedures are not tolerated. The service provider shall take all necessary measures to avoid harassment or bullying. Cases of sexual harassment shall be treated confidentially. The employer shall seek to ensure that, in the event of a complaint being raised, the employee or the employee is not at a disadvantage due to harassment or bullying. Likewise, other unjustified sequellations (such as e.g. Discrediting). In their area of responsibility, managers and training managers have a conscious awareness of compliance with this principle and, if necessary, to intervene. In addition, managers and training managers in particular have an obligation to act as a model.

Section 2

General support measures

Education and training

§ 5. (1) In the context of the bid to promote the education and training of the staff, the employer has to inform employees in good time about training opportunities that are available to them in order to provide them with adequate disposition. open. Employees who wish to do so, have-as far as these correspond to the respective target group-to attend training events, provided that they can be kept in an orderly service without them. In addition, women should be given preferential access to participation in education and training events.

(2) The service managers shall grant the staff members to participate in training and further education activities as far as possible to change in service time.

(3) The admission to training and further education events should in principle also be made possible for the part-time employees, in particular if they are responsible for care.

(4) The employer shall have an opportunity to participate in the organisation and in particular in the time and local implementation of internal training and further training events, to take account of the participation of employees who are subject to care. be considered (e.g. B. no events exclusively at the beginning of school, for reasons of infrastructure concentration of locations in cities, flexible course times). If necessary, the greatest possible support should be provided in the search for an appropriate childcare facility.

(5) The successful completion of e-learning programmes is to be recorded electronically in the personnel administration. The proven training will be taken into account when applying for applications.

(6) It is possible to continue the training that has been started (in particular, continuation of the course in the wake of interruptions in the form of service exemptions provided for by law, or to enable the subsequent decommissioning of the training to be completed by the Partial exams) without losing the training period that has been acquired so far.

Professional life planning

§ 6. (1) In the definition of service obligations, non-discriminatory task assignments based on gender-stereotyped understanding of the sexes may be carried out. The same applies to the description and design of jobs.

(2) In the definition of any physical aptitude criteria, it should be considered that access for women is guaranteed. These criteria shall be uniform throughout Germany. It is important to note that these can, in principle, be met by both women and men in accordance with objective standards.

(3) In terms of service descriptions and suitability considerations, no assessment criteria may be included, resulting in a disadvantage for women. The inclusion of eligibility criteria, which are based on a discriminatory, role stereotype understanding of the sexes, is inadmissible.

(4) The service provider must be shown to make an intensive effort to ensure that employees working in the executive service and, on the basis of legally recognised care obligations, carry out their duties outside of the tier and Exchange service/planning service or part-time work, at the request of which they are used in the executive field service.

(5) Women are to be motivated, in particular by creating contact points for career promotion, to take on even greater leadership responsibilities.

(6) In particular, in the field of executive women, they should be motivated by appropriate counselling and supervision to apply for admission to E2a and E1 basic training courses.

Familial relations

§ 7. (1) The employer has to take into account the family circumstances of its employees in the respective organizational unit as a whole (e.g. B. in the arrangement of telework). In the case of official dispositions, he has to take care of existing assorted custody of employees. Depending on the available options, the staff should be able to provide support in the search for suitable childcare.

(2) In the course of the division of services and holidays, the employer has to consider the family circumstances of its employees in the respective organizational unit as a whole, and their custody obligations and visiting rights regulations as far as shall be taken into account.

(3) The use of parental leave and part-time work for the care of children by men is expressly assessed positively. Through appropriate measures, the service provider has to create a positive attitude of values, in which such decisions of the employees in the organization can be recognized.

Overtime, part-time work

§ 8. (1) If an employee has to pay overtime on a regular basis, a request for a change in the transfer of overtime due to family circumstances and resulting custody obligations to the employee is to be found. The service provider or the service provider. This or this person shall approve the change, unless important service or unavoidable statutory requirements are contrary to that or the employee or staff member would have the intention to not only work overtime on working days ,

(2) In the case of a short-term arrangement of overtime, the employer has to take into account the family situation of the employees. In particular, it has on short-term, non-delegable supply obligations (e.g. B. Care of family members) To take care of them.

(3) The employer has the right to allow a part-time work to be carried out, provided that there is no legal right to it in any case, to the extent that this is possible with the maintenance of an orderly service. It shall decide on the request without delay.

(4) Part-time work and reduction of the weekly service period for employees (also for managers) are an important contribution to the reconciliation of work and family life. Part-time workers are also the addressees of rewards.

Promotion of re-entry into working life

§ 9. (1) The employer has employees who are in Karenz or Karenzurlaub for the care of a child, on request concerning essential matters concerning the department or the respective service office and on off-and Training opportunities to be informed. The employees concerned shall be informed of this possibility in good time.

(2) Depending on the field of activity of the employee, this information includes, in particular, organisational changes, changes in the field of activity or the alerts on the function of the employee.

(3) This obligation to provide information can also be fulfilled by the creation of an access possibility for Karenzierte to the intranet of the internal department.

(4) At the latest four weeks before the re-entry, the employee is to be invited by the employer (Human Resources Department) or by the manager or the supervisor for a call in which the use after the re-entry will be clarified. At the same time, the Regional Equal Treatment Officer (s) must be informed in order to provide support (mentoring).

Secondary activities

§ 10. In the transfer of secondary activities, a gender balance must be established for equivalent qualifications.

Commissions and Advisory Councils

Composition

§ 11. (1) In the event that the appointment of members in commissions and advisory councils is not due to the election, the proportion of women in the under-representation shall, in any case, be increased within the next two years from the date of the presentation of the regulation. This does not apply to this extent, in which members of commissions and advisory councils are not appointed. In the case of the composition of commissions, senates, collegiate bodies and councils provided for in the rules of service law, which are called for the preparation of decisions or for decision in personnel matters, is according to § 10 (1) B-GlBG. Prior to the appointment of Disciplinary Lawyers and Disciplinary Lawyers and their alternates, the Chairman of the Working Group on Equal Treatment Questions in the Federal Ministry of the Interior shall be given the opportunity to To give an opinion.

(2) In the case of newly established committees and advisory bodies or comparable decisive or advisory bodies, the employer has in cooperation with the Chairman of the Working Group on Equal Treatment Questions in the Federal Ministry for to respect a gender balance in the order of the order.

(3) The gender balance should also be ensured for similar bodies (internal and ressor-based working groups, project groups, working groups in subordinated authorities or departments and the like). If, for objective reasons, it is not necessary to ensure the gender balance, the sending office must inform and justify this to the Chairman or Chairman of the Working Party on Equal Treatment.

(4) In commissions, advisory councils and bodies referred to in paragraphs 1 to 3, the service provider shall participate in order to ensure that women are also appointed as chairpersons.

(5) In the setting up of evaluation commissions in accordance with the law on tendering for 1989-AusG, BGBl. No 85/1989, shall be subject to the appointment of the members within the meaning of Article 7 (2) of the German Auslees Act.

Section 3

Special support measures and their implementation in the respective service authorities

Inclusion in the service, Betrauung with a workplace

§ 12. (1) In view of the objectives set out in the respective user/pay groups of the individual service authorities, or Personnel posts in these groups are to be included among several applicants for inclusion in the public service with equal suitability for women as long as the stated targets for the permanent employees in the the respective service authority or Personnel office is reached (§ 11b B-GlBG).

(2) In addition, in all areas of the portfolio, women's under-representation in management functions has been identified. Therefore, it is preferable to appoint women as long as they have equal or equivalent professional qualifications for a higher level of use, until all the management functions in the relevant candidates are to be used in the relevant Use/remuneration groups in the scope of action of the respective service authority are not given under-representation to women in the permanent employees.

(3) In the case of tendering of vacant posts in use/pay groups in all service authorities in which women are under-represented, the preferential treatment of applicants with equal or equivalent aptitude should be noted. All tender texts in accordance with the 1989 Tendering Act and internal search for internal stakeholders are to be drawn up in a gender-neutral form.

(4) In application interviews, role-specific issues and even only indirect discrimination issues are inadmissible. In assessing the suitability of applicants, it is not possible to use assessment criteria based on a stereotypical gender-based understanding of the sexes.

Reporting obligations

§ 13. (1) The Chairman of the Working Party on Equal Treatment Questions in the Federal Ministry of the Interior is the text of the call for tenders or the search for interested parties for a function or place of work which is within a use or A pay group, a functional group or a higher rating group is to be notified in time. In addition, the Chairman or Chairperson shall be informed immediately of any intended re-shooting.

(2) In the cases referred to in paragraph 1, the employer shall have the Chairperson or Chairman of the Working Group on Equal Treatment Questions in the Federal Ministry of the Interior at the request of applications submitted by applicants. immediately after the end of the application period, but in any case before decision-making, inform the chairman or the chairman of the possibility of delivering an opinion within a reasonable period of time. In any case, it is possible to provide you with a view of the list of applicants and their qualifications.

(3) The proportion of women among all employees of the respective user/pay groups and functions shall be collected by the service provider at a distance of two years each. The next survey date is 31 December 2012.

(4) The chairperson of the Working Group on Equal Treatment Questions in the Federal Ministry of the Interior shall submit a situation report to the Federal Minister or the Federal Minister for Home Affairs immediately after the relevant survey date. The service provider shall make available the information and data required for this purpose by the reporting publisher or the reporting publisher.

(5) The Chairman of the Working Group on Equal Treatment Issues in the Federal Ministry of the Interior is to report every six months on applications and authorisations of women for training and further training events and non-approvals Reasons.

(6) The respective regional equal treatment officers shall be informed when requests for part-time work or teleworking are submitted.

(7) The Chairperson of the Working Group on Equal Treatment Questions in the Federal Ministry of the Interior and the Regional Equal Treatment Officer (s) are responsible for the existence of a suspicion of discrimination against women in accordance with the B-GlBG immediately to inform.

(8) The service provider shall, on an annual basis, collect the progress made in the implementation of the measures contained in this women's promotion plan with the respective service authorities.

Section 4

Equal treatment officer, working group on equal treatment issues and contact women

§ 14. (1) The Equal Treatment Officer, the members of the Working Party on Equal Treatment Questions and the Contact Women shall not be allowed to work during the exercise or after leaving this function. Disadvantage grow.

(2) The activity as an equal treatment officer or equal treatment officer, as a member of the Working Group on Equal Treatment or as a contact woman, is an essential part of the fulfilment of the duty of service. The service provider must take particular care in this important area of administration for all service provisions.

(3) The employer shall support the Equal Treatment Officer or the Equal Treatment Officer, the Working Party on Equal Treatment and the Contact Women in the performance of their duties, and shall have the resources necessary to do so. (personnel, space and material expenses). Participation in courses and seminars is also to be made possible.

Gender mainstreaming

§ 15. (1) The strategy of gender mainstreaming is to be applied in all areas of the internal department (§ 1 para. 2) and to make the employees aware of them at the beginning of the career path, in particular by implementing the idea of the Gender mainstreaming in the field of lecture and audit activities, as well as the creation of a balanced relationship between women and men in the case of lecture and audit activities.

(2) Gendercompetence is a criterion determining the allocation of management functions. The added value and the positive impact of this principle (facilitation of the management tasks of the organisers) is to be made aware of all the management staff of the portfolio.

(3) The Standing Working Group on Gender Mainstreaming, set up in the interior department, has to report at least once a year to the Ressortleitung (Ressortleitung).

Section 5

Information on relevant legislation

§ 16. The service provider has the valid version of the Frauenförderungsplanes (Frauenförderungsplanes) to be brought to the attention of all employees demonstrably in the service. This obligation to provide information shall also apply in the case of the establishment of service conditions. The current women's promotion plan is also available to all employees via the intranet.

6.

Final provisions

Entry into force, external force

§ 17. (1) This Regulation shall enter into force 1. Jänner 2011 in force. At the same time, the regulation of the Federal Minister of the Interior concerning measures for the promotion of women in the sphere of action of the Federal Ministry of the Interior (FrauenförderPlan-BM.I), BGBl. II No 418/2008, except for force.

(2) References to federal laws relate to the version which is in force at the time of the adoption of this Regulation.

Fekter