Teleworking at the Institute of Thermomechanics CAS

The Institute of Thermomechanics of the Czech Academy of Sciences (IT CAS) offers flexible work options to support work-life balance and provide employees with adaptability in managing their working arrangements. Teleworking is governed by the Czech Labor Code (Act No. 262/2006 Coll.) as well as internal rules detailed in the regulation “Telework rules”, which is available to employees on the institute’s intranet.

Eligibility & Working Arrangements

Teleworking is available for positions where job duties do not strictly require a continuous physical presence at the institute’s premises. Arrangements are established through a formal Telework Agreement.

Employees can utilize two teleworking formats:

  • Regular Telework: Arranged in advance according to a fixed recurring schedule.
  • Occasional Telework: Flexible remote work requested on an ad-hoc basis as current work needs arise.

Allowances & Time Rules

  • Monthly Limit: Full-time employees (40 hours/week) can telework for up to 40 hours per calendar month. For part-time positions, this limit is reduced proportionally.
  • Minimum Duration: The minimum period for a telework day is 4 hours (or equivalent to the daily working time pool for certain part-time arrangements).
  • Working Hours: Telework must take place on regular working days between 7:00 AM and 7:00 PM. Remote work is not permitted on Saturdays, Sundays, or public holidays.

Remote Location & Safety Requirements

  • Locations: Telework may be performed from up to two pre-agreed addresses within the Czech Republic (typically including the employee’s primary residence).
  • Workspace & Safety: The remote workplace must have a stable internet connection, electricity, and meet standard Occupational Safety and Health requirements.

General Expectations

  • Availability: Employees must remain reachable via telephone and work email during teleworking hours to handle operational needs.
  • Performance & Quality: Remote work is held to the same standards of quality, volume, and responsibility as work performed on-site.
  • Operational Flexibility: If urgent tasks require in-person presence, employees may be asked to report to the institute’s workplace during standard working hours.
  • Reimbursement: In accordance with Section 190a(2) of the Czech Labor Code, teleworking does not involve special expense reimbursements.

 

Back to Human Resource Strategy for Researchers Home

HR Award logo