In order to provide information related to the model change at Semmelweis University we will continuously update this page. Below you can read the most frequently asked questions and the answers to them.<\/p>\n
Semmelweis University is an internationally renowned and recognized higher education institution. However, the operating framework that determines its day-to-day operations significantly limits a proactive adaptation to the global higher education market, participation in world-class international research activities, and the modernization of clinical patient care. Due to the present environmental limitations, the university has reached the limit of its development. The model change can provide a new direction for its future and creates an opportunity to put the university on a new, dynamic development path.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The change in the structural model brings along with it the opportunity for several new, positive changes. Based on a more calculable, longer-term strategy, the action plans and work processes that serve the university\u2019s goals will become more predictable. The administrative burden can decrease, procurement and decisionmaking processes can be simplified, and a more flexible internal structure can be established with more efficient use of the gradually increasing funds flowing into higher education. The new type of employment relationship and the long-term outlook also opens up wider opportunities for human resources strategy, in terms of worker motivation and incentives.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
In the course of the model change the buildings currently owned by the state, which the university is currently only the asset manager of, will transfer to the ownership of the university. As a result, the process of renting properties will also be more flexible after August 1.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Dr. B\u00e9la Merkely will continue to be the rector of Semmelweis University after the model change; he will continue to lead the institution and the Senate.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
It will be a public-interest trust foundation.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The law allows the mandate of the members of the board of trustees to be either for a definite or indefinite term. The minister exercising founder\u2019s rights will decide on this in the founding document of the foundation. Thus the members of the board of trustees will be appointed by the founder – the Minister for Innovation and Technology -, taking into consideration professional criteria as well as the proposals of the university’s leaders and rector.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The members of the Board of Trustees will be appointed by the founder, i.e. the Minister for Innovation and Technology, based on professional criteria and taking into account the proposals of the university\u2019s leadership and the rector.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The chairman of the board of trustees of the Foundation for National Health Care and Medical Education will be Dr. G\u00e1bor Orb\u00e1n, CEO of pharmaceutical firm Richter Gedeon Nyrt., a member of the Consistory of Semmelweis University, and a former state secretary of the Ministry for National Economy. The other members of the five-person body will be rector Dr. B\u00e9la Merkely; Dr. Mikl\u00f3s Sz\u00f3cska, dean of the Faculty of Health and Public Administration and former state secretary for health care; Dr. P\u00e9ter Gloviczki, Professor and Chair Emeritus of the Division of Vascular and Endovascular Surgery at the US Mayo Clinic; and Dr. R\u00f3bert Bedros, chief medical officer of the Szent Imre Hospital and senior advisor to the prime minister.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The scope of the rights of the board of trustees will be determined by the Civil Code, Acts XIII of 2019 and CVI of 2020 on asset management foundations, and the foundation\u2019s founding document.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The university\u2019s main decisionmaking body after the model change will continue to be the Senate, which intends to exercise its authority with undiminished rights following the model change.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Foundation for National Health Care and Medical Education<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
There will not be any mergers with other institutions prior to, or because of the model change.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t <\/div>\n\t\t\n
If the manager exercising employer rights supports it, there is no obstacle to part-time employment.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
No such changes are planned.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The next salary hikes for medical doctors will be in January 2022 and January 2023. Those health care workers who are not in another legal relationship as instructor or researcher, but who take part in education, are expected to receive added compensation for their work already this year, based on their performance reviews. The Senate has already set aside the required funds in the executive budget for this.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Those in a health care service legal relationship who also perform instructor duties in another legal relationship are eligible for 25 days of added leave a year, of which the employer can assign for education-related work up to a maximum of 15 days.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Semmelweis University rounds up the amount of added holiday provided by law to 25, which can be used for further education related to research or education activity or attending conferences. These days cannot be accumulated and are lost at the end of the year if unused.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The SAP system is able to handle this, the holidays for instructors are being kept track of separatly in the system.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The public employee status of health care professionals already changed on March 1, 2021 to a health care service legal relationship, so they are not directly affected by the model change.<\/p>\n
Unrelated to the model change, the salary hike plan for health care professionals agreed in 2016 will continue: they last saw a 14% rise in their base salary as of January 2020, followed by another 20% increase in November 2020, and a further 30% is planned in January 2022. As a result, their average gross wages are expected to exceed HUF 500,000.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Those maternity leave will be eligible for the differentiated wage hike once they return to work to the university following their unpaid time off.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Performance reviews are planned to take place annually following the model change.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Those employees affected by the change in legal relationship will see their total combined salary budget increase by two times 15%, but in a differentiated manner, based on performance. The first step will be on September 1, 2021, meaning it will arrive on their bank accounts in the first days of October. As a one-off event related to the model change, the July salary will be transferred already in the last days of July.\u00a0<\/p>\n
No one’s salary can be less than it was before the model change, although its composition may be different.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Yes, these managers will also take part in the performance evaluation that will determine the extent of the individual’s salary increase.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
Semmelweis University will be the employer, while the entity within the university exercising employer rights will remain unchanged.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The length of the public employee legal relationship spent at Semmelweis University has to be included in the new kind of employment relationship established with the model change. The employment of every worker employed either as a public or a health care service employee will continue, as follows:<\/p>\n
The legal relationship status of health care workers will remain unchanged.<\/p>\n<\/li>\n
Public employee appointments for an indefinite term will be transformed into fixed-term employment contracts following the signature of the employee.<\/p>\n<\/li>\n
Public employee appointments for a fixed term \u2013 in line with the term contained in the contract \u2013 will be transformed into fixed-term employment contracts following the signature of the employee.<\/p>\n<\/li>\n
Probationary periods that have been set but not yet ended will remain in place until the original deadline under the new employment contract.<\/p>\n<\/li>\n
Full-time public employee appointments will change to full-time employee contracts, and part-time public employee appointments will change to part-time employee contracts containing the respective work hours.<\/p>\n<\/li>\n
PhD and resident employment contracts, as well as contracts for volunteer work \u2013 as these were entered into based on the Labor Code even before the model change \u2013 will remain in effect unchanged.<\/p>\n<\/li>\n
The public education career model \u2013 in line with relevant legislation \u2013 will remain unchanged.<\/p>\n<\/li>\n<\/ol>\n
As a main rule, the place of employment will remain unchanged.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The change in employment status resulting from the model change is expected to take place as of August 1, 2021.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
No, work hours will not change as a result of the model change.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
No one\u2019s place of work will change with relation to the model change.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The employer will not change due to the model change. Although the institution\u2019s tax number will change as of August 1, 2021, this is just a technical modification that will not have any detrimental effects on those on maternity leave.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
No, the day when salaries are paid will not change after the model change.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
In line with Hungary\u2019s Fundamental Law and the Act on the Protection of Families, as well as the intention of university leaders, the university\u2019s Senate unanimously supported the Family-Friendly University Program, of which flexible employment options are an important pillar (in addition to worker benefits and family support). These may include among others part-time working hours, working from home, flexible hours or no set working hours. As the introduction and applicability of these options largely depends on the operating order of the individual organizational unit and the type of work it does, these types of employment will be decided by the person that exercises the employer rights of the given area.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
The laws guarantee certain types of salaries that will remain in place for employees, i.e. current public employees, despite the change in legal status. These are the following: Guaranteed salary (according to the salary table)<\/p>\n<\/li>\n The part of the salary based on the employer\u2019s decision, provided for an indefinite term, included in the appointment document.<\/p>\n<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n In addition to the items listed in point 1., the university as employer wishes to secure, on its own initiative, that the fixed-term benefits listed below be included as part of the base salary, or remain at the current public employees:<\/p>\n Semmelweis career model \u2013 include as part of base salary<\/p>\n<\/li>\n Benefit related to specific tasks \u2013 remain in place until the task is completed<\/p>\n<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n Allowances \u2013 the allowances not included in the Labor Code will form a part of the base salary.<\/p>\n<\/li>\n<\/ol>\n According to Section 2, Paragraph 25\/B. of the Act on Public Employees, the salary of the employee (sum total of the base salary, salary allowances and other salary elements determined by law) based on the employment contract cannot be lower<\/b> than the combined total of the salary before the model change and the salary allowances provided by law or the collective agreement, except if the circumstances forming the basis of a public employee salary allowance no longer apply following signing of the employment contract.<\/p>\n Furthermore, after the model change a complex, performance-based remuneration system will be implemented, in which recognizing worker excellence will be a key aspect.\u00a0<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t The university will receive the funds earmarked for salary increases in a way that it will be able to use it in a differentiated manner, in line with its own human resource development strategy, in order to incentivize workers employed in positions that are now filled by public employees that will be affected by the model change.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t The number of base holidays and compensatory leave days determined by law will remain unchanged. With regard to the number of compensatory leave days not determined by law, the leadership of the university has agreed to the following in talks with interest organizations:<\/p>\n Our health care workers will remain under the public medical service contracts after the model change as well. Thus the change to a foundation model will not result in any change in how their vacation days are processed, meaning that in their case, the days accumulated prior to March 1, 2021 can be used until the end of 2023. For mothers returning to work from maternity leave, they have to be granted the unused vacation days they accumulated in the previous years within 60 days after they return to work.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t Yes. In addition, according to the agreement between the leadership of the university and interest organizations, the monthly cafeteria amount will increase from net HUF 10,000 to HUF 20,000 as of August 1, 2021.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t Yes, employees with children starting or continuing their education in public schools will continue to receive the same amount of start-of-school support following the model change as well.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t No, university workers will continue to be eligible for the discount even after August 1.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t In the first 5 years following the change in legal status, the rules on jubilee benefits laid down in the law on public employees must be applied. After that period, the „Semmelweis Loyalty Reward” will be created, under which workers with 10, 20, 30 and 40 years of continuous service at Semmelweis University will receive a one-time reward equalling one, two, three and four month’s pay, respectively.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t In the first five years following the model change, i.e. between August 1, 2021 and July 31, 2026, workers will be eligible for the jubilee bonus in line with the law on public employees, and this will be replaced as of August 1, 2026 by the \u201cSemmelweis Loyalty Bonus\u201d. According to the loyalty program, workers with 10, 20, 30 and 40 years of continuous employment at Semmelweis University will receive a bonus equal to one, two, three and four months\u2019 pay. The exact details of the program will be worked out in the next five years, taking into consideration that no worker should at a disadvantage compared to the current system, meaning that special temporary rules will also be considered.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t The model change will not bring any fundamental change in the onboarding of new workers.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t As only the currently open positions can be posted on the site, this means only those can be posted that are to be filled before August 1. The employer has to inform employees 30 days prior to the change in their legal status.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t The Labor Code (Mt.) and the Act on the Status of Health Care Professionals (Eszjtv.) both allow for the probationary period being 4 months. This is not expected to change after August 1, 2021.<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t In the year following the model change \u2013 that is, until August 1, 2022 \u2013 the rules of the Act on Public Employees will apply to the termination of employees. After that, the rules of the Labor Code will apply.<\/p>\n As the Act on Public Employees, the Labor Code also allows for termination to be a unilateral process initiated by the employer.<\/p>\n The notice period according to the Labor Code is 30 days. If the process is initiated by the employer, the notice period can be longer, depending the number of years the worker was employed at the university:<\/p>\n
Parts of the indefinite-term salary as contained in the appointment document:<\/span><\/p>\n<\/li>\n<\/ol>\n\n
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\n\t\t\t\t\t<\/i> Will the 15%+15% salary increase apply to every worker after the loss of public-employee status?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> Will the termination of public employee status mean we will have fewer holidays?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
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\n\t\t\t\t\t<\/i> According to the public medical service contracts introduced as of March 1, 2021, vacation days cannot be accumulated, will this be different after the model change? What options will young mothers with children under the public medical service contract have to use the vacation days they accumulate during their maternity leave?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> Will the system of fringe benefits (\u201ccafeteria\u201d) remain after the model change?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> Will the start-of-school support remain following the model change?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> Will the Hungarian Railways (M\u00c1V) discount be eliminated due to the model change?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> Does the model change mean I may lose my eligibility for jubilee benefits?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> For those that would get their jubilee bonus on August 1, 2026, which system will apply? Will they get the jubilee bonus or fall under the new loyalty program?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> How will the onboarding process for new workers change from August 1?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> Can a job opening be posted on the site for public employees (kozigallas.hu) before August 1, the date of the model change, which will be filled after August 1? Do applicants have to be informed that their legal status will change?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> Will the period of probation for new workers remain 4 months after the model change?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
\n\t\t\t\t\t<\/i> What causes for termination will be possible after August 1? Can this be a unilateral process initiated by the employer? In this case, what is the notice period and what remuneration will the employee receive for this period?\t\t\t\t<\/h4>\n\t\t\t<\/div>\n\t\t\t
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