Act on the Employment Relationship of Cantonal Staff of the Canton of Graubünden (Personnel Act, PG) (Personalgesetz, PG) - Personnel Policy (PG)

1. The canton and the institutions subject to the law organize their personnel policy in such a way that their tasks can be fulfilled at all times economically, promptly, and with the required quality, while taking into account family and societal responsibilities and equal opportunities.

2. For this purpose, employees are deployed in an appropriate, economically and socially responsible manner, and the necessary and suitable measures are taken.

1. The term Canton in this law refers to all other employers pursuant to Article 3, paragraph 2, letters a and b, unless the context of the law indicates otherwise.

1. This law governs the employment relationships of the employees of the cantonal administration.

2. It further applies to the employees

a) of the independent cantonal institutions;

b) of the courts and conciliation authorities.

3. The employees of Graubündner Kantonalbank are exempt from the scope of this law.

4. Part-time employees are active outside the core administrative organization. They are designated as such by the law, the government, or the courts.

1. If no provision can be derived from this law or its implementing regulations, the provisions of the Code of Obligations shall apply supplementary.

1. Positions to be filled must generally be advertised.

2. The government determines in which cases a public advertisement can be waived.

1. Employment relationships are established through a written public-law employment contract.

2. Fixed-term employment relationships may be agreed upon if there are objectively sufficient reasons, particularly for a time-limited project.

1. The probationary period lasts three months. The government may establish probationary periods of up to six months for certain functions.

2. Particularly if performance or conduct is not satisfactory, a one-time extension of the probationary period up to twice its length may be agreed upon.

3. ...

4. For employment relations that are limited to less than one year, a shorter probationary period may be agreed upon, or it may be waived entirely.

1. The employment relationship may be terminated at the end of a month with the following notice periods

a) three months, after the probationary period;

b) four months, beginning from the 10th year of service;

c) six months, for senior executives.

2. During the probationary period, the employment relationship may be terminated at any time with a notice period of seven days.

2a. For teachers at cantonal schools and school inspectors, different notice periods and dates may be established in the implementing provisions.

3. For employment relationships that are limited to less than one year, a shorter notice period may be agreed upon.

4. The other contracting party may accept a termination that does not comply with the notice period or date.

1. Termination by the Canton requires a justifiable reason.

2. Justifiable reasons include, in particular

a) inadequate performance or unsatisfactory behavior;

b) violation of legal or agreed duties;

c) lack of suitability or the loss or non-fulfillment of legal or agreed employment requirements;

d) elimination of a position for operational or economic reasons.

1. For an important reason, the employment relationship may be terminated by either party without notice at any time.

2. An important reason is any circumstance that makes the continuation of the employment relationship unreasonable for the terminating party.

1. If a contracting party does not accept a reasonable and objectively justified modification of the employment conditions offered by the opposite party, the opposite party may terminate the employment relationship with due notice and adherence to deadlines. In this case, the existing employment conditions shall continue to apply until the termination of the employment relationship.

1. In cases of abusive or unjustified termination as per the Swiss Code of Obligations or Article 9, paragraph 2, the compensation shall be a maximum of twelve months' salary.

1. Employment relationships may be terminated at any time by a written termination agreement.

1. Upon termination of the employment relationship in accordance with the provisions of Articles 9 and 13 and provided that public interests are involved, the appointing authority shall decide on an exemption from work performance and on full or partial payment of wages.

1. The employment relationship ends on the last day of the month in which the employee reaches the age of 65. Employment relationships of teachers at cantonal schools and of school inspectors end on the last day of the last month of the school semester in which they reach the age of 65.

2. The government may order an early retirement if the replacement of a position is in the public interest. It sets the severance pay according to the provisions of Article 17.

3. Employees can elect to retire early, either wholly or partially, from the end of the month in which they turn 60 at the earliest. Early retirement from the age of 62 can be financially supported with a contribution to a bridging AHV pension. The government regulates the details, particularly any potential entitlement and the amount of the contribution. The transitional provisions are determined by Article 72a of this law.

4. The employment relationship may be continued on a fixed-term basis after the time specified in paragraph 1.

1. Upon the employee's request, the scope or content of the work shall be adjusted, or the employment relationship shall be terminated in whole or in part, in accordance with the incapacity to work determined in proceedings by the competent disability insurance authority.

2. For employees who are wholly or partially prevented from performing their work for at least twelve months due to health reasons and are expected to remain unable to work for at least six more months, the scope or content of the work may be adapted or the employment relationship may be terminated.

3. The government shall regulate the details, in particular

a) the timing at which the scope or content of the work is adjusted or the employment relationship is terminated according to paragraph 1;

b) the responsibilities, form, and procedure for adjustments and terminations according to paragraph 1 and paragraph 2.

**1. If a position is terminated due to economic or operational reasons without being able to offer the employee another reasonable position or without being able to ensure continued employment through retraining at a reasonable expense, an appropriate severance payment shall be provided if:**

a) the employment relationship has lasted for at least ten years and, as a rule, without interruption, or

b) the employee has reached the age of 40 at the termination of the employment relationship and is not over 63 years old, or

c) the employee has support obligations to fulfill.

**2. The government regulates the amount of the severance payment.**

**3. The severance payment generally amounts to a maximum of twelve months' salaries, including functional allowances according to Article 26. For employees with varying workloads, the average salary of the last five years is decisive.**

1. There are 28 salary classes. 1 is the lowest, 28 is the highest salary class.

2. The minimum annual salary, including the 13th month salary, for salary class 1 is approximately 36,000 Swiss Francs, and for salary class 28 it is approximately 154,000 Swiss Francs. The difference from one salary class to the next is five to six percent.

3. In each salary class, there is a difference of 42 percent between the minimum and the maximum salary.

4. The rates according to paragraph 2 reflect the level of the national consumer price index of 102.4 points (base index December 2005) and constitute the base salary.

5. The government determines the minimum wage, which deviates upwards from the minimum in the lower salary classes when it is justified for socio-political reasons and serves to secure the livelihood of the affected employees.

1. The Grand Council establishes the necessary funds for cost-of-living adjustments, individual salary developments, and position management with the budgets.

2. In determining the funds for individual salary developments, particular consideration is given to

a) the financial situation of the canton;

b) the general economic situation;

c) the competitiveness of the canton in the labor market;

d) the general salary development in public administrations and the private sector.

3. ...

1. The government compensates for inflation at the end of each year for the following calendar year. The level of the national consumer price index at the end of November serves as a guideline. In times of weak economic conditions and strained cantonal finances, the full inflation adjustment may be deviated from. In changed circumstances, the government may later reintegrate the uncompensated inflation partially or fully into the basic salary.

2. The government annually determines the minimum and maximum for each salary class. These consist of the salary rates according to the provisions of Articles 18 and 19, as well as the integrated inflation compensation.

1. The government establishes the classification plan. This plan contains guideline positions organized by functional areas and salary brackets, which also apply to independent cantonal institutions as well as to the courts and conciliation authorities.

2. In the job evaluation process, particular consideration is given to the basic requirements, the intellectual, personal, and physical demands, as well as the stresses and working conditions.

1. Departments generally set the salaries of their employees anew as of January 1st. This is based on

a) any cost of living adjustment;

b) the performance and conduct of the employee;

c) the department's own salary level in both internal and external comparisons;

d) the department's own previous salary development;

e) the financial guidelines.

2. To the base salary of the previous year, any cost of living adjustment is first added. Subsequently, the salary may be increased by a maximum of ten percent within the salary class range, considering the criteria set in paragraph 1, letters b through e.

1. The department may reduce the remuneration if the performance is inadequate or the behavior is unsatisfactory.

1. The performance bonus is awarded particularly for

a) activities that significantly exceed the scope of duties according to the job description or the objectives agreed upon;

b) activities that require above-average effort or special commitment;

c) particularly demanding and successful project work;

d) consistently excellent performance.

2. The performance bonus amounts to at least one percent of the total payroll.

3. Exceptional one-time achievements or commitments by individuals or teams can be recognized with a spontaneous bonus. The government requests an appropriate credit for this purpose in the budget from the Grand Council.

4. The spontaneous bonus may also be used to finance joint events or occasions.

1. If the employment relationship has lasted more than six months or has been entered into for more than six months, employees paid a monthly salary will receive a 13th-month salary in November, while other employees will generally receive it in December.

2. The 13th-month salary amounts to 1/12 of the salary received in the respective calendar year, according to Article 22, including function allowances in accordance with Article 26.

3. The government may reduce, withhold, or suspend the 13th-month salary if the performance is inadequate or if the conduct is unsatisfactory.

1. If the tasks of an employee are significantly expanded in terms of quality, the appointing authority may grant a functional allowance of up to ten percent of the monthly base salary.

2. In exceptional cases, the appointing authority may exceed the base salary to recruit or retain particularly competent employees.

1. Upon the death of an employee, the basic salary including functional and social allowances will be paid for the month of death.

2. Surviving dependents who relied on the financial support of the deceased will receive these benefits for an additional three months.

1. The child allowance is governed by the cantonal law on family allowances.

1. Employees who have their children, for whom they are the legal guardians, cared for by third parties, may receive a contribution of up to one-third of the care costs. The government shall regulate the details, in particular

a) the eligibility criteria;

b) the amount of the contribution;

c) the jurisdiction and procedure.

1. The Special Social Allowance amounts to 2640 Swiss Francs per year and is generally granted to employees who have financial support obligations.

2. The government may periodically adjust the Special Social Allowance in accordance with inflation.

1. The child and household allowances for agricultural employees are governed by federal law. If these two allowances are lower in total, they shall be supplemented up to the amounts specified in Articles 28 and 29.

1. The canton shall establish a Personnel Welfare Fund.

2. In emergencies, employees may receive financial assistance at the expense of the fund.

3. Reimbursements from the personnel accident insurance shall flow into the Personnel Welfare Fund.

4. The government shall regulate the details, in particular

a) the interest and repayment modalities;

b) the management of the fund;

c) the jurisdiction and the procedure.

1. Allowances shall be granted for the special tasks, duties, and costs arising from the fulfillment of work, such as transfer to a different or remote workplace, higher living expenses at the new workplace, or inconveniences and performance of duties during leisure time.

1. Special services, such as work on public holidays, Sundays, nights, on-call duty, on-site duty, rotational shifts, and overtime, are compensated with time off or financially.

1. Expenses and Disbursements of Employees Will Be Reimbursed for

a) the fulfillment of official duties;

b) official transfers;

c) workspaces and facilities in the private residences of employees.

1. During compulsory military, civil, and civil protection service, the full salary shall be paid. Special provisions for active service and recruit school are reserved.

2. The salary paid during promotion services may be partially reclaimed if the employment relationship is terminated.

3. If an employee is unable to perform work due to serving a sentence outside the ordinary military, civil, or civil protection service, the salary payment shall be discontinued for that period.

4. The government shall regulate salary payment during voluntary services and the entitlement to compensation for loss of earnings.

1. During a period of certified inability to work due to illness, wages are generally paid for up to 24 months, provided that the employment relationship has lasted more than three months or was entered into for more than three months.

2. The Government

a) may reduce wage payments to 90 percent after the twelfth month of inability to work;

b) decides on the continuation of internal or the conclusion of an external health insurance policy covering daily sickness benefits, and on the apportionment of premiums;

c) regulates wage payments during recovery leaves;

d) regulates wage payments during self-inflicted inability to work.

3. Enrollment in a health insurance policy covering daily sickness benefits is mandatory.

1. In the event of certified incapacity to work due to occupational and non-occupational accidents, full wages shall be paid until the resumption of work or the termination of the employment relationship.

2. The government regulates

a) the crediting of insurance benefits against wages;

b) the payment of wages during self-inflicted incapacity to work;

c) the apportionment of premiums between the contracting parties.

1. During proven inability to work due to pregnancy, the full salary shall be paid.

2. ...

1. The department may waive the requirement for work performance, either fully or partially, at any time while continuing to pay full salary.

1. Insurance against the economic consequences of old age, disability, and death is governed by the provisions of the Act on the Cantonal Pension Fund. Employees are required to join the Cantonal Pension Fund if mandated by law.

2. Pension fund contributions are divided between employees and the canton. Up to the age of 40, the canton covers at least half of the contributions, increasing to more than half of the contributions from the age of 40 onwards.

1. The severance compensation for employees who are not insured with the Cantonal Pension Fund due to their low income amounts to a minimum of two and a maximum of eight months' salary.

1. The annual vacation entitlement is as follows, up to and including the calendar year in which the employees

a) * turn 49 years old: five weeks;

b) * turn 59 years old: five and a half weeks;

c) * retire due to age: six weeks.

2. Employees can acquire up to two additional weeks of vacation each year, provided there are no operational reasons against it.

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1. **From the 10th year of service**, paid leave is granted every five years. This amounts to two weeks with 10, 15, and 20 years of service, and four weeks from the 25th year of service onwards.

2. **If it is not possible to take leave for operational reasons**, the leave may be taken wholly or partly in the form of an allowance. In this situation, one untaken day of leave corresponds to one-twentieth of the monthly basic salary, including functional allowances as per Article 26.

3. **Long-serving employees receive recognition** and a farewell gift upon departure.

1. Departments may, upon request of the service office and after consultation with the personnel office, grant paid leave of up to one week. For longer periods of paid leave, the government is responsible.

2. Service offices grant paid short leaves for events such as paternity, adoptions, family celebrations, caring for relatives, bereavements, relocations, and sporting and cultural occasions.

3. Decisions regarding the granting of unpaid leave are made by the service offices, taking into account operational and individual needs.

1. After childbirth, the employee is granted a paid leave of 16 weeks.

2. In the event of the newborn's hospitalization, the maternity leave is extended for the duration that the maternity compensation is extended.

1. Employees may request a certificate at any time regarding the nature and duration of the employment relationship, as well as their performance and professional conduct.

2. The information must be limited to the nature and duration of the employment relationship if the employee requests it.

1. The right to strike is revoked if the cessation of work endangers essential services for the life, health, and safety of the population, or if fundamental security tasks are not fulfilled or not fulfilled in a timely manner.

1. The canton respects and protects the personality of its employees. It promotes the health and safety of employees in the workplace.

1. During pregnancy, the employee may refrain from work or leave work upon mere notification.

2. After childbirth, the employee may not be employed during the first eight weeks and may only be employed during the subsequent eight weeks with her consent. The government may provide that exceptions to the bilateral employment prohibition may be made for tasks of minor scope. If the employee resumes work partially or fully during this period, she shall receive full wages for her work.

1. The canton protects the employees from unjustified attacks and claims that are related to their official duties.

2. The government regulates the assumption of the costs arising therefrom.

1. Employees may report grievances in good faith and with honesty to a designated reporting office anonymously.

2. Employees who report under paragraph 1 do not violate their official duties and must not be disadvantaged because of such reporting.

3. The government shall designate a reporting office outside the administrative organization that fulfills the tasks under this provision with professional competence, independently, without directives, and while maintaining data protection and confidentiality.

4. The reporting office shall

a) record the facts;

b) take appropriate measures to protect the anonymity and personality of the reporting employees and any other persons;

c) inform the government, the department, the chancellery, the financial control, the court, or the independent cantonal institution if it deems a measure to be urgently required;

d) inform the reporting employees about the procedure, their rights and duties, and, unless there are overriding private or public interests, about the resolution of the procedure;

e) report annually to the government on its activities and the recommended measures;

f) assist the government, the department, the chancellery, the financial control, the court, or the independent cantonal institution in clarifying the facts and implementing measures.

1. Employees are required to safeguard public interests. They must refrain from any actions that could impair these interests.

2. If operationally necessary, employees are obligated to work overtime and assume substitute duties. They may also be assigned reasonable tasks that do not fall within their specific scope of work. In exceptional cases, a different workplace may also be assigned.

1. The weekly working hours for a full-time position average 42 hours over the course of a year. The annual standard working hours are achieved by working an average of 43 hours per week, with the option of taking five days off annually.

2. Different regulations may be permitted for departments if it is operationally necessary or if the work can be organized in a more efficient and customer-oriented manner.

3. The working hours for employees in the agricultural sector are determined by the government.

4. The working hours and number of lessons in cantonal schools are established in the relevant decrees.

5. The government regulates the forms of working hours and sets public holidays as well as non-working days.

6. After the birth of one's own children or following an adoption, a reduction and subsequent increase in the scope of work may be granted. The government regulates the details, particularly concerning any potential entitlement.

1. Employees are obligated to maintain confidentiality towards third parties regarding official matters, insofar as there is an overriding public or private interest in confidentiality according to the Public Access to Information Act, or if a specific legal provision requires it.

2. The obligation of confidentiality continues even after the termination of the employment relationship.

3. The government regulates the authority to grant exemption from the obligation of confidentiality for the release of files, testimony in court, and information to the media.

1. Employees are required to recuse themselves if

a) they themselves;

b) their spouse;

c) their registered partner;

d) a person with whom they have a de facto domestic partnership;

e) or one of their relatives or in-laws up to the fourth degree

2. The appointing authority may extend the obligation to recuse in justified cases.

3. In the judiciary, recusal is otherwise governed by the provisions of the Administrative Procedure Act.

1. Employees are prohibited from demanding, accepting, or allowing themselves to be promised gifts or other advantages for themselves or others if such actions are related to their official duties. The government shall regulate the details and may provide exceptions, particularly for gifts of low value.

2. Preferential conditions negotiated by professional organizations for their members are not considered gifts or other advantages within the meaning of paragraph 1.

3. Employees must report to the office if they are offered gifts or advantages that they are not permitted to accept under paragraph 1.

1. Employees may freely choose their place of residence.

2. If required by official duties, the employing body may obligate employees to

a) establish residence in a specific location or area;

b) occupy a service apartment.

1. The departments regulate the wearing and gratuitous issuance of service and protective clothing.

1. Employees may be required to use their private motor vehicles for business trips in exchange for compensation.

1. The government regulates the accounting of in-kind benefits, such as food, accommodation, and laundry costs.

1. Employees are permitted to hold public secondary offices and secondary employment, provided and as long as this is compatible with their official position and the performance of their duties.

2. Employees must report public secondary offices and secondary employment to the service office at an early stage.

a) * ...

b) * ...

c) * ...

3. The government regulates the details. It issues provisions concerning

a) * the obligation to report and the reporting procedure;

b) * the secondary offices and secondary employment requiring approval and the approval procedure;

c) * the granting of paid leaves and the obligation to deliver income.

4. The department makes the necessary decisions in consultation with the personnel office.

5. Participation in authorities, commissions, and other institutions or bodies, in which employees hold seats due to their official activity or as representatives of the canton, is not considered a secondary office or secondary employment.

1. Employees may not simultaneously be a member of the Federal Assembly, the Grand Council, the Government, the Supreme Court, or the Bank Council. Employees with a total employment capacity with the canton of a maximum of 40 percent are exempt from this rule.

2. If an employee with a higher employment capacity is elected to one of these authorities, the employment capacity must be correspondingly reduced. If this is not possible for operational reasons, the employment relationship must be terminated within six months after the election.

1. The Personnel Office is the specialist and advisory body for personnel and organizational matters. It supports the government and the administration in implementing personnel policy and in the uniform application of personnel law.

2. The Personnel Office works directly with all branches of administration. It prepares contracts, orders, and decisions of a personnel law nature, unless the government determines otherwise. It examines whether the intended decisions comply with the personnel law regulations and practice, and can issue technical instructions within its area of responsibility.

1. The competent authorities process personal data to the extent that it is suitable and necessary for the establishment, execution, and termination of an employment relationship.

2. The personnel office implements the necessary technical measures, issues technical instructions, and advises the competent authorities regarding compliance with data protection regulations.

3. The government regulates the details.

1. The Personnel Office maintains central personnel files and operates electronic personnel information systems, which serve the uniform, appropriate, and complete handling of personnel matters.

2. Employees may be granted access to their personal data through a retrieval process. The same access may be granted to their supervisors.

3. The government shall issue regulations concerning

a) the organization and operation of the files and information systems;

b) the access rights to the data;

c) the retention and storage of the data;

d) the data security measures.

1. The Personnel Commission is the interlocutor and advisory body to the government on personnel matters.

2. Important personnel transactions are submitted to it, such as amendments to the Personnel Act and the Personnel Ordinance, as well as the determination of the cost-of-living adjustment.

1. The Personnel Commission consists of eleven members and ten deputies.

2. The head of the Department of Finance exercises the presidency. The government elects the remaining members, the deputies, and the secretariat.

3. For the election of six members and six deputies, the staff associations have a binding right of nomination. If no agreement is reached regarding the distribution of seats, the government makes the final decision.

4. The staff associations can be invited to attend the meetings as observers.

1. Unless otherwise stipulated by law or in implementing decrees, the responsibilities for employment and dismissal contracts, as well as for terminations, are assigned to

a) the government for the heads of departments, their deputies, and the secretaries general;

b) * the departments and the state chancellery for other employees from function class 20 upwards;

c) * the offices for their employees in function classes 1 to 19.

d) * ...

2. Independent cantonal institutions may establish the competencies for appointments and dismissals according to other criteria.

**1. Unless otherwise specified in this Act or its implementing ordinances, the departments, the state chancellery, or the financial control are considered the competent authority for all personnel-related decisions.**

**1bis. If the competence lies with the office according to the Act or the implementing ordinances, the following are responsible for personnel-related decisions:**

a) the President of the Government for the Chancellor;

b) the departments for the heads of offices.

**2. If no agreement is reached between the competent authority and the personnel office, the government makes the final decision.**

1. Independent cantonal institutions and the Supreme Court possess the same powers as the government. Excluded from this are the provisions of Article 20, Article 29 paragraph 2, Article 35 paragraph 4, Article 36 paragraph 2, Article 37 paragraph 2, Article 47a paragraphs 3 and 4, and Article 73 paragraph 2.

2. Independent cantonal institutions and the Supreme Court shall designate the competent authorities. Special provisions in the organizational laws remain reserved.

3. The Personnel Office, upon request and against compensation, prepares employment-related contracts, orders, and resolutions of the independent cantonal institutions, as well as the courts and conciliation authorities as per Article 59 paragraph 2.

4. Classification of positions must be coordinated with the Personnel Office. If no agreement is reached between the institution or court and the Personnel Office, the final decision is made by

a) the government for independent cantonal institutions;

b) the commission designated by the Grand Council for the Supreme Court.

5. Independent cantonal institutions may issue implementing provisions for this law for their employees.

1. In the event that no agreement is reached in disputes arising from the employment relationship, the competent authority shall issue an appealable decision upon request.

2. Decisions by the administrative offices can be appealed to the supervising department, and decisions by the departments, the state chancellery, and the financial control can be appealed to the government.

3. Decisions and appeal decisions of the government, as well as appeal decisions of the departments, can be appealed to the High Court.

4. Proceedings are free of charge, subject to frivolous litigation.

a) * ...

b) * ...

c) * ...

5. Personnel-related decisions of independent cantonal institutions can be appealed to the High Court.

5bis. Personnel-related decisions of the Regional Courts and conciliation authorities can be appealed to the High Court.

6. Personnel-related decisions of the High Court that affect its employees can be appealed to the Judicial Court, and personnel-related decisions of the Judicial Court that affect its employees can be appealed to the High Court.

1. If a court deems a termination by the canton to be unjustified, it issues a corresponding declaratory judgment.

1. If an immediate decision is necessary in the public interest, it can be made provisionally. The granting of the right to be heard must be provided as soon as possible thereafter.

1. The provisions of this section apply to part-time employees, unless otherwise provided by law or executive orders, and unless the government determines otherwise.

2. The government shall issue a regulation for part-time employees.

3. The regulation

a) governs the scope and legal nature of the official relationships;

b) determines the election authority if it is not already established by law;

c) regulates the duration and termination of the official relationships;

d) establishes the compensation based on Article 70;

e) regulates the reimbursement of expenses;

f) specifies details on lump-sum compensation, fixed payments, and fee shares;

g) contains further provisions, such as confidentiality obligations, record submissions, court testimony, media information, legal assistance, data protection, and recusals.

1. The daily work compensation amounts are as follows

Class 1: 250 Francs

Class 2: 220 Francs

Class 3: 190 Francs

Class 4: 175 Francs

Class 5: 160 Francs

2. In justified cases, the government may increase the compensation amounts specified in paragraph 1 by up to 50 percent or introduce intermediate levels. In particular exceptional situations, the government may deviate from these rates.

3. The government may periodically adjust these rates in accordance with inflation.

1. This law also applies to pending proceedings. As far as an authority or department is already dealing with a matter, its jurisdiction remains intact.

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3. ...

1. Employees who are 60 years old or older as of January 1, 2022, may apply for early retirement from the age of 63 according to the regulations on early retirement dated March 19, 2013 (as of April 1, 2013).

2. The government shall specifically regulate the competencies and procedures, as well as the modalities and amount of contribution payments, ensuring a gradual and practical transition to the new regulation pursuant to Article 15, paragraph 3, while adhering to the approved budgetary funds. It shall provide appropriately reduced contributions for this purpose and collectively decide on applications for the following year.

1. This law is subject to an optional referendum.

2. The government determines the date this law comes into force.

3. ...