Article 16 Personnel Ordinance (PV) - Termination in Indefinite Employment Contracts: Protection Against Dismissal

1. Termination by the canton requires a materially sufficient reason. It must not be abusive, particularly within the meaning of the Swiss Code of Obligations (SR [220](https://db.clex.ch/link/Bund/220/de)).

2. A materially sufficient reason exists in particular

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| a) | when the entitlement to continued salary payments in case of sickness or accident is exhausted | | |

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| b) | when the job position is abolished or adjusted to new organizational or economic circumstances and the employed person refuses the acceptance of the new or another reasonable area of responsibility, or the assignment of another work area is not feasible | | |

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| c) | when the employed person delivers inadequate performance or is not suitable to fulfill their tasks | | |

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| d) | when the behavior of the employed person hinders the task performance of the superior or other employees | | |

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| e) | when the employed person has violated their obligations under this regulation | | |

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| f) | when the employed person has committed a criminal act that is not in good faith compatible with the specific task performance | | |

3. If termination is to be issued after the probationary period according to paragraph 2 letters c, d, or e, a reasonable probation period must be granted to the employed person in advance.

4. The employed person must be granted the right to be heard in advance. The termination must be justified in writing.

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