Working Hours Ordinance (AzV) - Scope (AZV)

1. This ordinance regulates the working hours of cantonal employees in accordance with Article 3, Paragraph 1 of the Law on the Employment Relationship of the Employees of the Canton of Graubünden (Personnel Law, PL).

1. Competent Authorities are the offices, the civil registry office, the departmental secretariats, and financial control.

2. The competent authorities determine the working time models in accordance with Article 15 et seq. and establish the work schedules as per the Annex.

3. The competent authorities may, in individual cases and after consulting the personnel office, deviate from the provisions of this regulation and the Annex if overriding operational interests require it. The offices and departmental secretariats require the approval of the department for this.

1. The timing of the work performance must be aligned with the requirements of the tasks to be fulfilled. The interests of external and internal clients take precedence over the interests of the team, and the interests of the team take precedence over those of individual employees.

2. Employees do not have a right to a specific form of working hours or to a specific work schedule.

1. Paid absences are counted towards working hours based on the target working time.

2. The following regulation applies to work according to the deployment plan: Unforeseeable paid absences such as illness, accident, and short leaves are counted towards the working hours based on the target working time according to the deployment plan. If such absences extend beyond the period of the deployment plan, paragraph 1 applies.

1. Travel time from the workplace to the deployment location and back is generally considered working time.

2. Travel time from the place of residence or another location to the deployment location and back is considered working time if it is shorter.

3. Deviating arrangements can be agreed upon, in consultation with the department and HR, particularly if work is mainly performed outside the workplace or while traveling.

1. Visits to doctors and dentists, as well as medically prescribed therapies, should generally be scheduled during personal time.

2. In exceptional cases, and after prior consultation with the supervisor, the actual time needed—up to a maximum of two hours per day—can be counted as paid leave and credited to working hours.

3. Doctor visits necessitated by occupational accidents and longer medically prescribed therapies that occur during working hours will be credited as working time only up to the extent of the regular working hours.

1. Operating Time is Determined by the Work Schedule Established by the Competent Authority or the Fixed Working Hours.

1. Opening hours are from 8:00 AM to 12:00 PM and from 1:30 PM to 5:00 PM. During these times, telephone availability must be ensured.

2. If customer needs require it, the opening hours are to be extended. On a case-by-case basis, clients are to be received even outside of opening hours.

3. If operational task completion permits, the competent authority may restrict the opening hours and telephone availability. This requires the consent of the department for the offices and the departmental secretariats.

1. The following days are considered holidays: New Year's Day, Good Friday, Easter Monday, Ascension Day, Whit Monday, August 1st, Christmas Day, and St. Stephen's Day. If these holidays cannot be taken for operational reasons, employees are entitled to compensation with time off. Holidays that fall during a vacation are not counted as part of the vacation.

2. Additional local holidays designated by the municipalities or districts apply, subject to operational interests, to employees who have their workplace there.

3. Employees may be deployed elsewhere on local holidays for operational reasons.

4. If local holidays fall during vacation, they cannot be taken before or after but are instead counted as part of the vacation.

1. Non-working days are January 2nd, the day after Ascension, December 24th, and December 31st. If they fall during the vacation, they are not counted as vacation days.

2. January 2nd, the morning of December 24th, and December 31st are counted towards the five free days according to Article 49, Paragraph 1 PG. If these fall on a free day, the Personnel Office, in consultation with the Department of Finance and Municipalities, determines the compensation.

3. The remaining two and a half days according to Article 49, Paragraph 1 PG are added to the vacation days.

1. The lunch break shall last at least 30 minutes. For operational reasons, the competent authority may, in exceptional cases, approve or mandate a shorter lunch break.

2. The work break that can be counted as working time shall not exceed 15 minutes per half working day.

1. Overtime shall only include working hours ordered or approved by the competent authority

a) outside the company hours applicable according to the established work schedule in the case of monthly working time;

b) outside the company hours determined by the competent authority in the case of fixed working time.

2. Overtime must be compensated with an equivalent duration of time off. The overtime balance must be reduced annually to a maximum of 25 hours of overtime.

3. If compensation with time off is not possible, the financial remuneration for each hour of overtime at a full-time employment (100 percent workload) shall be 1/183 of the monthly basic salary, including the proportionate share of the 13th month salary, plus an additional surcharge of 25 percent.

4. If the option to compensate overtime with time off is not utilized, a maximum of 25 overtime hours may be carried over to the next accounting period. Any additional overtime beyond this limit shall expire without compensation.

1. Employees with an employment duration of more than three months are required to record working hours and absences electronically. Services must be logged in a manner that aligns effectively with cost and performance accounting.

2. Internships and employees on hourly, daily, or flat-rate wages are not recorded in the system. Exceptions are determined by the competent authority.

3. Heads of service departments, their deputies, as well as general secretaries, are only obligated to record absences as half-days or full days. They independently allocate their working hours according to their duties. Any extra work is considered to be included in the salary. Services can be recorded with flat rates.

1. The following flexible and core hours apply to the monthly working time

Flexible hours

06:00 to 08:30

11:00 to 14:00

16:30 to 20:00

Core hours

08:30 to 11:00

14:00 to 16:30

2. During core hours, all employees must generally be present at the workplace or reachable.

1. The flexitime balance results from the daily calculable working hours minus the target working hours.

2. The flexitime balance must generally be compensated during the flexitime. If the operational situation permits, the flexitime balance can be compensated in agreement with the responsible authority by taking time off in days or half-days. A maximum of five full working days can be taken per calendar year. For operational reasons, particularly in the case of strong work fluctuations, the responsible authority can order or approve up to fifteen compensation days.

3. For full-time and part-time employees, the balance carryover to the next month may not exceed +/-50 hours. In exceptional cases, the responsible authority can set this limit at +/-100 hours.

1. Prior to the termination of the employment relationship, any positive or negative flexitime balance must be settled.

2. A positive balance will be financially compensated without a surcharge if the reduction of surplus hours was not possible due to official reasons or extended paid absences before leaving. A positive balance of less than three hours will expire without compensation.

3. Any remaining negative balance of three hours or more will result in a proportional salary reduction or a reclaiming of overpaid wages.

1. The annual working time aims to achieve maximum flexibility in the arrangement of working hours. The working hours should be adjusted to fluctuations in workload during the year as well as to the diverse needs of the employees.

1. The annual target working hours may be completed in less than twelve months. Time compensation can occur consecutively.

2. Remuneration is provided in equal monthly installments.

**1. For full-time and part-time employees, the annual time balance transfer may amount to a maximum of +/-50 hours. In exceptional cases, the competent authority may set this threshold at +/-100 hours.**

**2. The annual time balance transfer takes place at the end of December. The competent authority may set an alternative date for the time balance transfer if necessary.**

**3. Upon the termination of the employment relationship, Article 17 applies.**

1. The competent authorities may, after consulting the Personnel Office, restrict the provisions on annual working time if overriding operational interests require it. The offices and department secretariats require the approval of the department for this purpose.

1. For organizational or other operational reasons, the competent authority may determine the start and end of work for each area or individually.

1. This Regulation shall enter into force on May 1, 2011, and shall replace the Working Time Regulation of December 12, 2006.