Sustainable Development Policies

11.4.3

Remote Working and Flexible Work Arrangements

1. Purpose

The purpose of this Policy is to promote and regulate the use of remote working (telecommuting) and flexible work arrangements at the University of Thessaly. The University recognizes remote work as a modern, efficient, and sustainable working model that supports employee productivity, well-being, and environmental goals by reducing commuting and energy use.

2. Scope

This Policy applies to all administrative, academic, and technical staff of the University of Thessaly. It covers full or partial remote working, hybrid work arrangements combining on-site and remote work, and condensed work schedules designed to minimize commuting days. The Policy does not apply to positions requiring continuous physical presence, such as laboratory supervision, facilities management, or on-site student services.

3. Legal and Institutional Context

The Policy is aligned with: Law 4807/2021 (Articles 67–70) on telework in the public sector; Law 5043/2023 on public sector modernization and digital transformation; Law 4936/2022 (National Climate Law); Law 4485/2017 (Higher Education Framework); EU Directive 2019/1158 (work-life balance); and UN SDGs 8 and 13.

4. Policy Statement

1. The University of Thessaly supports remote and hybrid working arrangements where operationally feasible and consistent with institutional needs.
   2. Remote work may be approved as: regular telecommuting, hybrid arrangements, or temporary telework under exceptional circumstances.
   3. The University encourages remote work to achieve reduced commuting and emissions, improved work-life balance, enhanced staff productivity, and better use of digital tools.
   4. Each Unit or Department may establish detailed telework protocols consistent with this Policy.
   5. Supervisors are responsible for ensuring remote employees have the necessary technological infrastructure and data security tools.
   6. The University shall provide secure access to online platforms, email, document management systems, and videoconferencing tools.
   7. Staff participating in remote work must comply with all data protection, confidentiality, and occupational health and safety requirements.
   8. The University may implement compressed workweek schedules for suitable roles, subject to approval by the Rectorate.
   9. Telework participation shall be voluntary unless mandated by special circumstances.
   10. Annual evaluations of telework effectiveness and sustainability outcomes shall be conducted by the Administration Office.

5. Implementation and Responsibilities

– The Rector oversees the implementation.
– The Administration Office coordinates applications, approvals, and evaluations of telework arrangements.
– The ICT Directorate ensures the security and functionality of digital tools.

6. Monitoring and Review

Annual reports on telework adoption, employee feedback, and sustainability metrics shall be submitted to the Rectorate. This Policy shall be reviewed every three (3) years or earlier in response to legislative or technological developments.

7. Related Documents / References

Law 4807/2021 (Telework in the Public Sector);
Law 5043/2023 (Digital Transformation and Administration);
Law 4936/2022 (National Climate Law);
EU Directive 2019/1158 (Work-Life Balance);