Employment Guidelines of the Evangelical Synod of the Canton of Thurgau for Catechetical and Socio-Diaconal Staff of Parishes - Scope

1. These guidelines apply to individuals who undertake a part-time assignment for church religious education in public schools within a parish of the Evangelical Church of the Canton of Thurgau.

2. They also apply to non-ordained and ordained individuals who fulfill a social-diaconal assignment unless the latter are employed in a position explicitly declared as a diaconate position.

3. The assignment may also include additional activities in the areas of church, children, and youth.

1. Catechists, female catechists, and non-ordained and ordained social-diaconal staff are employed by the church council, provided they are not working in a position declared as a deacon's role.

2. The church council exercises oversight and is responsible for professional supervision.

3. The specialist departments of the national church support the church council in this regard.

1. For all individuals to be employed under the scope of these employment guidelines, a special private extract and a self-commitment are provided in accordance with the text stipulated by the Church Council.

1. The employment relationship is contractually regulated in an employment contract and a job description.

1. The church council determines the salaries for employees it hires or who are employed by the church congregation, insofar as these are not regulated by the synod.

2. Salary administration, as well as salary during illness or accident, pregnancy, childbirth, and military service, along with the pension insurance, are governed by the provisions of the Ordinance of the Evangelical Synod of the Canton of Thurgau concerning the salaries of ordained officeholders in church congregations and the staff of the Evangelical Regional Church.

1. Employees are to be enrolled in the PERKOS pension insurance if the cumulative annual salary across all parishes allows for it.

2. For employees working at multiple parishes, typically the parish with the highest employment percentage settles the account with the pension fund. Exceptionally, each parish may settle the account for its corresponding part-time employment.

3. One annual lesson of religious instruction corresponds to 3.75% of a full-time 100% employment position.

1. The contractual relationship between the church parish and the employees shall terminate at the latest by the end of the month in which the employees reach the normal retirement age according to the pension fund's pension plan regulations, Perkos.

1. The employer must comply with the relevant provisions of the Government Council's ordinance on the legal status of state personnel dated December 9, 2003, when terminating the employment relationship.

1. The church council determines the rates for expenses and compensations insofar as they are not regulated by the synod.

1. Employees have the right and duty to pursue regular further education. The church leadership encourages attendance at training and further education courses, as well as supervision, through financial contributions.

1. For catechetical work at elementary school levels, appropriate prior training or a professional in-service qualification is necessary.

2. Eligibility for employment in a catechetical position is recognized by the Church Council with a certificate for the corresponding level.

3. Teachers without a certificate or those in training can be provisionally employed.

1. The employment is generally for the duration of at least one school year or for an indefinite period with a three-month notice period, effective at the end of each school semester.

2. For new hires, a probationary period of one to three months may be agreed upon.

1. Cancellations of classes must be reported to the person responsible for catechetics as early as possible.

2. If the class takes place during block time, a substitute must be organized for supervision or teaching. If the class session occurs outside of block time, the canceled sessions must be handled or made up in the same manner. The person responsible is accountable for organizing substitutes and informing the school authorities.

3. Sessions that are canceled due to holiday regulations or school operations are compensated without the obligation for make-up.

1. The local holiday regulations of the school apply to religious instruction.

**1. Remuneration is determined with a lump sum per annual lesson according to the following rates:**

1. * For primary level instructors: CHF 3,100

2. * For secondary level I instructors: CHF 3,300

**2.** The lump sum is reduced by CHF 200 for instructors in training or without a catechetics diploma.

**3.** The lump sum is increased during the first 12 years by an experience supplement of 1% of the starting salary per year. The years of service after completion of training count.

**4.** The amounts are to be adjusted for inflation.

**5.** The remuneration of instructors is paid monthly as a lump sum per annual lesson.

**6.** Individual lessons for substitute teaching are compensated with 1/40 of the annual lump sum.

**7.** The annual lump sum includes the 13th month's salary and vacation compensation.

**8.** Office and PC usage costs and similar expenses are covered by the lump sum.

1. Parent-teacher meetings and discussions with parents, authorities, or school administrations in the usual scope, as well as the organization of one church service per school year, are part of the teaching duties and will not be compensated separately.

2. Special activities or excursions can be compensated or counted towards missed lessons.

3. Additional projects or intensive days are to be compensated according to the effort and responsibility involved, based on the following rates

1. Per half-day: CHF 150 to CHF 200

2. Per day: CHF 250 to CHF 330

1. Work Materials and School Supplies are the responsibility of the Parish. The procurement takes place in consultation with the person responsible for the department and within the framework of the budget.

2. Travel expenses for official trips and, if applicable, travel allowances for catechists residing outside the parish are compensated in accordance with the regulations of the Synod on compensations in the Evangelical Church of the Canton of Thurgau.

1. Men and women who possess appropriate qualifications may be employed for social-diaconal duties.

2. The Church Council decides on the recognition of eligibility for employment.

1. The employment is for an indefinite period with a minimum notice period of three months.

2. For new hires, a probationary period of one to three months can be agreed upon.

1. Non-ordained or ordained persons employed by the church council pursuant to § 1 para. 2 in the social-diaconal service, which requires a specific professional qualification at the level of a Higher College of Education and/or is associated with management responsibilities, are classified within salary grades 5 to 8. The ordination should be duly considered in relation to the tasks assigned.

2. Other employees in the social-diaconal service are classified within salary grades 4 to 6.

1. The vacation regulation corresponds to that for government personnel.