Ordinance on the Salaries of Special Categories of Personnel - Scope

1. This regulation applies to

a) Persons in training;

b) Interns;

c) * Adolescents up to the age of 18 in a temporary employment relationship without the purpose of training;

d) Persons in an employment relationship with a social purpose.

2. Unless otherwise specified, the provisions of the Decree on the Salaries of Cantonal Personnel (Salary Decree) of 30 November 1999, as well as the corresponding implementing provisions, shall apply accordingly.

1. The Department of Finance and Resources periodically reviews the salaries set forth in this regulation and submits a proposal to the Government Council for their adjustment in accordance with the criteria outlined in § 10 of the Decree on the Salaries of Cantonal Personnel (Salary Decree) dated November 30, 1999.

1. The monthly wages of employees in training are stipulated in Annexes 1-4 of this regulation. There is an entitlement to a 13th monthly wage.

**1. The appointing authority may contribute to the costs of profession-specific training for apprentices, such as project-based education, language study visits, and obtaining job-relevant diplomas alongside school, provided these are directly related to the training. The contribution to costs shall not exceed CHF 2,500 over all apprenticeship years for a three-year apprenticeship and CHF 3,000 for a four-year apprenticeship.**

**2. The canton also participates in the costs for school and educational materials. The contribution to costs amounts to CHF 600 in the first year of apprenticeship and CHF 150 in each subsequent year.**

**3. The canton participates in the cost of a notebook, provided it does not supply one for use in vocational school. The contribution to costs is a maximum of CHF 1,000 for all apprenticeship years combined and is paid out proportionally once per apprenticeship year. In justified exceptional cases, the entire maximum amount may be paid out once at the beginning of the first year of apprenticeship.**

1. For graduates of the Cantonal Administration of Aargau who do not find employment after completing their apprenticeship, the canton may offer professional internships.

2. In the case of professional internships according to Art. 64a para. 1 lit. b and 64b para. 2 of the Federal Act on Compulsory Unemployment Insurance and Insolvency Compensation (Unemployment Insurance Act, AVIG) of June 25, 1982, and Art. 97a of the Ordinance on Compulsory Unemployment Insurance and Insolvency Compensation (Unemployment Insurance Ordinance, AVIV) of August 31, 1983, the canton contributes 25%, but at least CHF 500 per month, to the gross daily allowance of the intern.

3. The salary of other interns, who are placed by institutions or organizations that assist the unemployed in reintegrating into the labor market, is determined by the employing authority with the consent of Human Resources Aargau (HR Aargau).

1. The appointing authority may grant paid leave for events directly related to training.

2. For additional training time defined by training regulations, such as foreign language stays and project days, a paid leave of up to a maximum of 20 days is granted over all years of apprenticeship.

3. To prepare for the final apprenticeship examination, the appointing authority may grant the apprentices paid leave of up to a maximum of 5 working days.

1. The hourly wage of adolescents in a fixed-term employment relationship is regulated in Appendix 5.

2. It consists of the basic wage, including the 13th month's salary, as well as compensation for vacation and public holidays.

1. The Steering Committee for the Social Position Plan, together with the hiring authorities, determines the salaries of employees who are employed under the Social Position Plan.

2. The determination of salary is based on the job evaluation, the degree of performance, and the amount of disability pensions granted.

3. The salary is paid as a monthly salary and includes the pro rata 13th month's salary.

1. The Department of Special Education, Homes, and Workshops determines the wages of employees engaged under the "Protective Employment" project. The basis for determining the wages includes job evaluation, performance level, and the amount of disability pensions granted.

2. The wage is paid as a monthly salary and includes the pro-rated 13th monthly salary.

3. Protective employment relationships last between 6 months and a maximum of 2 years.

1. Repealed are

a) Ordinance on the Compensation of Teaching, Learning, and Internship Personnel at the Cantonal Hospitals dated September 4, 1972[7];

b) Ordinance on the Compensation of Administrative, Laboratory, and Draftsman Apprentices of the State Administration dated March 12, 1979[8];

c) Ordinance on Land Registry Interns dated March 18, 1985[9];

d) Ordinance on the Compensation of Forestry Interns dated July 18, 1968[10].

1. Employment relationships established before 1 September 2006 shall be adjusted in accordance with the provisions applicable from that date.

2. For employees whose salary at the time this regulation comes into force is higher than under the new law, the previously agreed salary shall continue to apply.

3. For graduates of the Higher Technical College for Health and Social Studies who began their training as a technical surgical specialist before the year 2009, the previously agreed salary shall continue to apply.

1. This ordinance shall be published in the official legal gazette. It shall enter into force on November 1, 2001.