Decision of the Governing Council on the Personnel Ordinance (StKB PeV) - Basic Responsibility for Appointments (STKBPEV)

1. Insofar as the cantonal legislation does not provide for any other jurisdiction, the Cantonal Commission shall be considered the competent authority for appointments.

1. The head of the department hires the employees of their department. Employees who report directly to the head of the department or the chancellor are appointed by the state commission.

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3. For salary determination, the opinion of the personnel office must be obtained. In the event of differences between the department head and the personnel office, the state commission decides.

4. The state commission must be informed about the appointments made.

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2. The legal regulations applicable to the court clerks and administrative staff of the court registry take precedence over their employment engagement. Where there are special regulations regarding employment, these also apply to the termination of employment relationships.

3. To the extent that the personnel law for state employees is applicable to the teachers of the high school, the district school commission exercises the personnel competencies of the cantonal commission, with the exception of the following points

a) Legislative powers;

b) Issuance of staffing plans;

c) Determination of employee contributions to premiums for the daily sickness allowance insurance;

d) Contributions to the pension fund;

e) Conclusion of agreements deviating from personnel law;

f) Delegation of personnel competencies.

1. Subject to any contrary provisions in this decree, the council secretary shall exercise the personnel-related duties and rights assigned to the department heads on behalf of the council office.

2. In making important decisions, the council secretary shall consult with the governing Landammann. This particularly applies to appointments, the termination of appointments, salary increases, and the granting of bonuses.

3. In cases of disputed employee evaluations, a meeting with the next higher supervisor and, ultimately, the governing Landammann may be requested. The decision of the governing Landammann is final.

1. The Standing Commission issues a staffing plan.

2. ...

3. The staffing plan is reviewed annually and adjusted as necessary.

1. For budgeting purposes, a budget position plan is prepared, which consists of the staffing plan and the anticipated position adjustments required in the budget year.

2. Departments must report the anticipated position adjustments for the following year to the Personnel Office by the end of May and provide a brief justification for the applications.

3. Position adjustments may only be implemented after their incorporation into the actual staffing plan. A separate decision by the Council of State is required for the incorporation.

4. Outside the budget position plan, no adjustments to the staffing plan may be made until the next budgeting process. Exceptions are only possible in clearly demonstrated exceptional cases.

1. Temporary staff are employed to bridge identified shortages. Employment is to be limited, as a rule, to a maximum of six months.

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3. In the event of staff absences, the head of the department may, after prior notification to the cantonal commission, increase existing workloads instead of hiring temporary staff. The increase ceases, with due consideration of an appropriate transition period if necessary, when the staff absence is resolved.

4. Paragraph 1 applies mutatis mutandis to the engagement of loaned personnel.

1. Internships are for educational purposes.

2. ...

3. Internship positions are to be limited in duration, typically to one semester.

4. For legal interns with a master's degree, the salary provisions for the Canton of St. Gallen apply during specialized assignments at the court, the prosecutor's office, or the administration. The proportion for the 13th month's salary is included in the specified monthly rates.

1. Part-time employees are generally equated with full-time employees.

2. Deviations from this equal treatment occur with respect to time-bound rights and obligations, particularly concerning working hours, secondary employment, vacation, holiday, or wages.

1. The Personnel Office employs trainees for the administration. The training positions are determined in collaboration with the clerk and the department secretaries.

2. The Personnel Office defines the content and procedure of the training within the framework of personnel legislation.

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1. The Human Resources Office is responsible for the administrative processing of the advertisement and the selection process.

2. The Human Resources Office may require applicants to provide a current extract from the criminal record or debt enforcement register for certain positions.

1. Interviews are generally conducted with the involvement of the Human Resources Department.

1. Employment is established through a written contract under the terms agreed upon with the applicant.

1. Employees are obliged to provide the personnel office with the information necessary to update their personal data. This includes, in particular, information and changes regarding their home address, marital status, births, entitlement to child allowances, deaths in the immediate family, and educational qualifications.

1. Documents that are relevant for the filling of a position, the documentation of employment, or the assessment of employees are to be kept at the personnel office.

1. The Personnel Office drafts the employment references. The department provides the basis.

2. The basis for the employment reference is essentially formed by the job description and the annual employee evaluations.

3. The employment reference is signed by the head of the department, the direct supervisor, and a staff member of the Personnel Office.

4. ...

1. For the council clerk and the departmental secretaries, the notice period is at least four months.

1. Employees address their resignation letter to the personnel office.

**1. For the termination of employment relationships by the Canton, the following authorities are responsible:**

a) *during the probationary period and for fixed-term employees such as temporary staff and interns: the head of department;*

b) *in the case of apprenticeship relationships: the personnel office;*

c) *in all other cases: the council of the stand.*

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1. Employees may not demand or accept gifts or other advantages for themselves or for others if this occurs within the context of the employment relationship.

2. If employees cannot refuse courtesy gifts, they must report this to the department head. The department head decides on the use of the gifts.

3. The department heads may regulate the acceptance of courtesy gifts differently for certain offices or departments.

1. Violations of the prohibition on demanding or accepting money, monetary benefits, or gifts shall be sanctioned by the Professional Conduct Commission.

2. Illegally accepted gifts or monies shall be forfeited to the canton.

1. A job description exists for each position.

2. This includes a description of the tasks associated with the position, the responsibilities, the competencies, and the authorities.

1. Job descriptions shall be reviewed annually and updated if necessary.

2. The immediate supervisor shall prepare the update in consultation with the position holder. The personnel office shall advise and support the supervisors.

3. The immediate supervisor shall approve the updated job descriptions and forward them to the personnel office.

1. Job descriptions shall particularly include the designation of the supervisory position, the rules regarding representation, as well as a description of the main tasks, competencies, and responsibilities.

1. The salary system comprises the 16 functional levels according to the annex.

2. Each functional level contains a salary minimum and a salary maximum.

1. Each position is assigned a functional level.

2. The transfer of a position to another functional level requires that the requirements, tasks, competencies, or responsibilities have substantially changed.

1. The Standards Commission decides on the allocation and reallocation of positions. The department concerned submits a proposal, and the personnel office provides an opinion.

2. The allocation is made based on the following criteria

a) required education or training;

b) task-related experience;

c) complexity of the task;

d) decision-making competencies;

e) budget responsibility;

f) leadership responsibility.

3. The primary basis for assessing the factual criteria is the job descriptions.

1. The determination of the initial salary or the salary after a reassignment is usually made based on existing education and training, individual skills, and task-related experience.

2. Additional criteria such as market conditions or, in the case of reassignments, the previous salary level, are possible.

3. The initial salary is specified in the employment contract.

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1. The minimum wage of a functional level may be undercut if the requirements for the function are not yet or not fully met.

2. The maximum wage of a functional level may be exceeded if market conditions demand it.

3. For a council clerk, the maximum of the functional level may be exceeded by up to 20%.

1. The salary and the allocation of a position to a functional level are periodically reviewed.

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1. The framework for granting salary increases is determined by the budget decision of the Grand Council.

2. The budget decisions of the Grand Council relate to sums allocated for general salary increases, individual salary increases, or extraordinary salary adjustments.

1. General salary increases are fundamentally granted to all employees. Exceptions are decided by the department head.

a) * ...

b) * ...

2. General salary increases are calculated against the minimum and maximum salary ranges of the functional levels.

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1. Individual salary increases are primarily determined by performance and behavior assessments according to employee evaluations.

2. Further reasons for salary increases may include

a) * additional or expanded tasks, competencies, or responsibilities;

b) * additional education or training.

3. Limiting or promoting factors for salary increases may include

a) comparisons with similar roles in the administration;

b) state of salary development.

4. Employees whose pay exceeds the maximum salary of their job grade do not receive individual salary increases. An exception is made for the council clerk within the scope of the additional range according to Art. 24 para. 3.

5. The department heads are responsible for implementing individual salary increases.

1. Extraordinary salary adjustments are possible to eliminate structural discrepancies.

2. The decision on extraordinary salary adjustments is made by the Professional Committee.

a) * ...

b) * ...

c) * ...

d) * ...

1. One-time bonuses may be granted for special achievements. These are not insured by the cantonal insurance fund.

2. The assessment of special achievements and the determination of the resulting one-time bonus is the responsibility of the department head.

1. The monthly salary payment is made after deducting the legally required and regulatory contributions for the provident fund, before the end of the current month, typically on the 25th, into a bank or postal account of the employee.

2. The 13th month's salary is paid in half in June and in November.

1. In the event of entry or exit during the year, as well as in cases of unpaid leave, the 13th month's salary shall be paid on a pro rata temporis basis.

2. During salary continuation due to illness, accident, pregnancy, or military service, no pro rata reduction of the 13th month's salary shall take place.

3. In the event of an exit during the probationary period, the entitlement to a pro rata payment of the 13th month's salary shall be forfeited.

1. The authority responsible for employment may agree on an hourly wage for irregular or short-term work assignments. This wage is determined by the classification of the position.

2. The hourly wage includes holiday compensation, the 13th month's salary, and vacation pay, calculated as 10.64% for an entitlement to five weeks of vacation per year, and 13.04% for six weeks.

3. When there is a change to a higher vacation entitlement, the salary will be adjusted at the beginning of the calendar year in which the entitlement to more vacation arises.

1. Employees who, by order of their superior, are on standby for assignments outside regular working hours (on-call duty), shall receive a wage supplement.

2. The head of the department shall determine the type and amount of the supplement for each personnel category in a regulation to be approved by the Commission of Cantons. In particular, the following shall be considered

a) * the expected frequency of assignments;

b) * the required response time for assignments.

3. If no assignment compensation is fixed or agreed, the following shall be counted as working time for on-call assignments

a) the time spent on assignment;

b) the travel time to the assignment location including the return or homeward journey, but not exceeding a total of 60 minutes;

c) a time bonus in accordance with Art. 60 para. 1a for on-call assignments during the night, on Saturdays, or on rest days. Employees with trust-based working hours are excluded from this.

4. The Commission of Cantons may set additional supplements for special functions. Otherwise, special functions may be considered within the framework of individual salary determination.

1. The canton grants employees a loyalty bonus equivalent to one month's salary upon reaching 10, 20, 30, and 40 years of employment.

2. The monthly salary for determining the loyalty bonus is based on the average employment level over the last five eligible years of service prior to the disbursement of the loyalty bonus. The salary level at the time of disbursement is decisive.

3. The following applies to the calculation of the length of service

1. All years of employment, regardless of the employment level, from all employment relationships, including apprenticeship time with the cantonal administration, are taken into account.

2. In the event of an exit and re-entry into the canton, the period of service with the canton before the exit is credited.

3. If there is a direct transfer from a position within a school community or district of the Canton of Appenzell I.Rh., the years of service there are credited. The head of the department, in consultation with the personnel office, decides on crediting years of service with other employers with whom the canton has particularly close cooperation.

1. The loyalty bonus can be converted into vacation time, with the consent of the department head, up to a maximum of one-half, where one week of vacation corresponds to one-quarter of a month's salary. Conversion is only possible in whole vacation weeks.

2. The payment is made together with the salary for the month in which the required service period is completed.

3. With the approval of the department head, vacation days from the loyalty bonus may be spread over a maximum of three calendar years.

4. The loyalty bonus is not insured under the pension scheme.

1. The employee evaluation serves to promote and motivate employees as well as to assess performance.

2. Employees also have the opportunity, in particular, to bring forward their concerns.

1. The Personnel Office prepares the documents for employee appraisals annually and provides them to the departments in a timely manner.

1. Employee Evaluations are conducted at least once a year. They must be concluded by the end of December.

1. As part of the employee review, an employee evaluation is conducted.

2. The employee evaluation is based on the evaluation by the supervisor and the self-evaluation by the employees. It serves to assess performance and forms the basis for setting objectives.

3. The head of the department has the final decision on disputed employee evaluations.

1. If the performance or conduct is inadequate, additional discussions must be held, and close supervision of the employee must be undertaken.

1. Employee appraisals must be documented in writing, typically using the form approved by the Standards Commission. For extraordinary employee meetings, the proceedings must also be documented in an appropriate manner.

2. The supervisor completes the form and discusses the assessment and objective-setting with the employees.

3. The written assessments are signed by both parties and filed in the personnel dossier. Employees receive a copy of their assessment.

4. The retention period is five years after the employee's departure. The department head may set a longer period and must report this to the personnel office.

1. An employee interview must be conducted no later than 14 days before the end of the probationary period. The outcome of the interview must be recorded in writing.

2. A separate interview must be conducted with departing employees, generally shortly before their departure.

3. These interviews must be documented on the approved form.

1. The Governing Commission supports the personal initiative and commitment of employees to further their professional education.

2. The training and continuing education should promote employees in professional and personal matters.

1. The head of the department may declare training and further education mandatory for the department, for the offices, or for individual employees.

2. Employees do not have any entitlement to attend training or further education of their choice during working hours or at the expense of the canton.

3. Attending training or further education does not give rise to any entitlement to a change of function, assignment to a functional level, or to a salary increase.

1. The head of the department decides on the attendance of training and further education if working hours are claimed or if the canton covers or contributes to the costs.

2. The canton bears the costs for compulsory training and further education and provides the necessary working time without the need to submit an application.

3. It may provide working time and cover the costs for internal training and further education.

1. The canton may contribute to or cover the costs of courses, examination fees, and additional expenses for voluntary education and further training. It may also provide working time that extends beyond attending the course.

2. To determine the contributions, the education or training is assessed for its suitability both for the professional development of the employees and for the canton.

3. If the canton participates in the costs with more than CHF 4,000, taking into account the working time provided, an agreement is made that regulates the financial and time-related contributions of the employee.

4.

1. In the event of a voluntary or self-inflicted failure to commence or complete a voluntary training or further education, as well as in the case of a voluntary or self-inflicted termination of the employment relationship, the services expended by the canton, including the costs for paid working time, must be reimbursed.

2. The obligation to repay applies to services and costs starting from CHF 4,000.

3. The repayment includes the full costs in the event of termination of the employment relationship during the training or further education and in the first month after its completion. Thereafter, it decreases monthly by 1/36 of the full costs.

4. The head of the department may partially or fully waive the repayment.

1. The Finance Department regulates the details concerning education and training.

1. Planned education and training must be reported to the Personnel Office before approval is granted.

2. The Personnel Office verifies whether an education or training agreement needs to be concluded.

3. The Personnel Office prepares the agreements, which are signed by the head of the department on behalf of the canton.

1. The timing of the vacation shall be determined by mutual agreement between the supervisor and the employees, taking into consideration the needs of the department as well as those of colleagues.

2. If no agreement is reached, the department head or a person designated by them for this purpose shall decide.

1. Holidays must be taken in the calendar year in which they are accrued.

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3. If an employee is in a terminated employment relationship, the department may unilaterally decide on the taking and timing of the holidays. If the holidays can no longer be taken, they may be paid out.

4. Excess holidays taken will be offset against the salary upon exit.

5. In the case of retirements, all holiday entitlements must be taken before retirement. They will not be paid out.

1. A carryover of vacation entitlement to the following year is to be regarded as an exception and is only possible with the written approval of the department head. The carryover is limited to a maximum of two weeks (10 vacation days).

2. If vacation days from a loyalty bonus are permitted to be distributed over more than one year with the approval of the department head, the corresponding days can be additionally carried over.

3. The Cantonal Council (Standeskommission) may approve vacation carryovers of more than 10 days in individual cases.

4. For employees who do not keep electronic time records, the vacation balances must be reported in writing to the personnel office at the end of the year.

1. In the event of an age-related increase in vacation entitlements, the new vacation entitlement shall apply from the beginning of the calendar year in which the required age is reached.

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1. Days on which medically certified incapacity for work exists are not considered vacation days. The medical certificate must be submitted to the supervisor immediately after the vacation.

1. The departments monitor vacation within their respective areas.

2. For employees who do not use electronic timekeeping, they ensure that vacation usage is reported to the personnel office on a quarterly basis.

1. Paid leave is granted for the following events

a) 3 days

1. Deaths of spouses, registered partners, life partners, and children

2. Participation in recruitment and orientation days

b) 2 days

1. Own marriage or registration of a partnership

2. Deaths of parents

c) 1 day

1. Attendance at the wedding or the certification of a registered partnership of children, siblings, parents, and godchildren, provided the event falls on a working day

2. Deaths of close relatives for attending the funeral, provided it falls on a working day

3. Moving to a new residence during an ongoing employment relationship without notice

4. Participation in the coming-of-age celebration

d) ½ day

1. Discharge from military service

2. Medical visits, therapies, and similar activities should, as far as possible, be scheduled outside the individual's working hours. If such time must still be utilized, the relevant absence will not be deducted from working time.

3. The Department Head may grant, in special cases, in addition to the leaves under section 1, and for further personal and family reasons, paid or unpaid leave on a case-by-case basis for up to three days.

4. The leave must be reported to the supervisor in advance and taken promptly in connection with the event.

1. There is a right to paid leave of up to five days for the direct exercise of a public office. There is no entitlement for activities that can be completed outside of working hours, particularly for preparation and follow-up tasks.

2. Furthermore, there is a right to take unpaid leave for youth work according to Article 329e of the Swiss Code of Obligations. The supervisor is responsible for coordinating the timing and duration.

3. The department head may grant organizers and assistants of events with a social focus up to five days of paid leave per calendar year.

1. The head of the department may grant unpaid leave if the operational conditions permit.

2. During the period of unpaid leave, the following applies

a) * Insurance coverage exists in accordance with statutory regulations.

b) * The entitlement to vacation and the 13th month's salary will be proportionally reduced.

c) * No lump-sum compensations are paid.

d) * The entitlement to child allowances ceases.

3. For the determination of years of service, the duration of unpaid leave is not counted.

4. Further details are to be agreed upon on a case-by-case basis.

**1. An electronic time recording must be kept for the work performed. The head of the department may order time recording based on projects or tasks.**

2. The time recording must be monitored by the supervisor.

3. The following types of time recordings are subject to approval by the supervisor

a) Absences, specifically due to vacations, leave, further education, illness, or accident,

b) Arrangement and utilization of overtime,

c) Working hours paid on an hourly wage basis, and

d) Ordered time recording for projects or specific tasks.

4. The finance department shall determine the time recording system, the modalities of recording, the procedure, and the approval regulations for the top executives within the framework of a directive.

1. Part-time employment is possible in offices and departments where the services allow for it.

2. The remuneration corresponds to the employment level and is determined by the deviation from the regular working hours.

3. The daily target working time corresponds to the weekly target working time, distributed over five workdays, regardless of the actual work distribution.

1. The weekly working hours may be increased by half an hour or a full hour with the consent of the head of the department. This results in an increase in vacation entitlement, based on one year, by two and a half or five days, respectively.

2. The standard weekly working hours may be adjusted in special cases, particularly in the event of seasonal fluctuations and to offset time credits, in individual departments or offices. The person responsible for this is the head of the department.

3. Deviations from the standard weekly working hours and the associated regulations must be recorded in writing and reported to the personnel office.

4. ...

1. Employees with trust-based working hours cannot generate or compensate for overtime and flexible time. They are exempt from recording working hours, except for absences and mandated project- or task-based time tracking.

2. Employees at functional levels 15 and 16 have trust-based working hours.

3. Heads of office can choose trust-based working hours annually by the end of November for the following year. The department head grants trust-based working hours on a case-by-case basis, and there is no entitlement to approval. Trust-based working hours are to be maintained throughout a calendar year.

4. Instead of the possibility of compensating for overtime and flexible time, employees with trust-based working hours, except those at functional levels 15 and 16, may be granted a compensation in the form of an annual cash payment of 3% of the annual salary.

1. Employees may set their daily working hours individually within the framework of business hours in agreement with their supervisor.

2. The Head of Department may order uniform working hours for certain functions, offices, and departments.

3. Within the Cantonal Police, the Police Commander is responsible for determining the working time regulations.

1. A lunch break of at least 30 minutes must be taken.

2. Employees may take a 15-minute break both in the morning and in the afternoon during each workday, which will be counted as working time.

3. The daily working time shall generally not exceed 10.5 hours. The supervisor may approve exceptions in special situations.

4. Nursing mothers shall be granted the time necessary for breastfeeding or expressing milk. This time will be credited as paid working time during the first year of the child's life as follows

a) 30 minutes for a daily working time of up to 4 hours;

b) 60 minutes for a daily working time of more than 4 hours;

c) 90 minutes for a daily working time of more than 7 hours.

1. Business hours are defined as the period between the earliest possible start of work and the latest possible end of work. They apply to weekdays and cover the time from 6:00 a.m. to 8:00 p.m.

2. ...

3. The working time that falls within business hours is referred to as flexitime.

4. In exceptional cases, deviations from business hours can be made with the approval of the supervisor. For permanent individual deviations, the approval of the department head is required.

5. Employees may work from home (home office) with the approval of the department head. Further details are regulated by the directive of the State Commission concerning home office.

1. The difference between the scheduled working hours and the actual hours worked is referred to as the working time balance.

2. If there is a positive working time balance, it is referred to as time credit, and in the case of a negative working time balance, it is referred to as a time deficit.

1. The counter opening hours are from 8:00 AM to 11:30 AM and from 2:00 PM to 5:00 PM. The civil commission determines the counter closing times before public holidays.

2. They apply to the counters of the following offices: Population Services, Civil Registry Office, Road Traffic Office, Commercial Register Office, and Debt Collection Office.

3. ...

4. The civil commission may establish different regulations in special cases. For the counter of the Cantonal Police, the state flag bearer sets the opening hours.

1. Employees must inform their supervisors of upcoming absences (e.g., military service, hospital stays) as early as possible. In the event of a short-term incapacity (e.g., illness, accident), notification must be made immediately; this also applies in the case of illness or accident during vacation.

2. In the event of inability to work due to illness or accident, the supervising authority may request a medical certificate in any case and at any time. Unless instructed otherwise, a medical certificate must be submitted within a week in the case of an inability to work lasting more than three days, and a new medical certificate must be provided monthly if the inability to work lasts more than one month.

2a. If the inability to work is due to the care of a sick or health-impaired family member, the supervising authority may request a medical certificate indicating that the care is medically necessary.

3. Medical certificates must be submitted in writing. The supervisor may require a certified translation into the German language.

4. ...

1. If the workforce is not required for scheduled times, the supervisor may order changes to the work schedule, if necessary, even at short notice.

1. Employees are obligated to perform necessary overtime work insofar as it can be reasonably expected of them in good faith and they are able to perform it.

1. Working hours outside of business hours are considered overtime. They must have been expressly ordered in advance by the supervisor.

1a Employees who perform night shifts, Saturday shifts, or work on rest days receive a time surcharge if the overtime work is not compensated otherwise.

1b The non-cumulative time surcharge amounts to

a) 25% for work assignments between 11:00 PM and 6:00 AM or on Saturdays;

b) 50% for work assignments on public rest days.

2. The supervisor approves the overtime worked.

**1. Overtime Compensation and Any Applicable Time Supplements**

Overtime, along with any applicable time supplements, is generally to be compensated with equivalent time off within the same year.

**2. Payment of Overtime When Compensation is Not Possible**

Where compensation is not possible, overtime may be paid out with the approval of the head of the department and the finance department.

**3. Department Head's Authority for Specific Offices and Services**

The head of the department may establish different regulations for employees of specific offices and services on a case-by-case basis. These must be approved by the finance department.

1. The following maximum time credits can be carried over to the next year

a) * Employees in function levels 1 to 5, up to a maximum of 25 hours,

b) * Employees in function levels 6 to 8, up to a maximum of 50 hours, and

c) * Employees from function level 9, up to a maximum of 75 hours.

2. Department heads may establish a different carryover date other than the start of a calendar year for offices or services with seasonal fluctuations in workload.

1. The reduction of an excess of time credits must be discussed in advance with the supervisor.

1. A time deficit must generally be balanced within the first three months of the following year; otherwise, a corresponding wage deduction may occur.

2. A time deficit is offset with overtime.

1. Employees who attend meetings as part of their professional duties are not entitled to attendance fees; any attendance fees paid by third parties belong to the canton.

2. If meetings are held outside business hours, employees should compensate for the corresponding time whenever possible. If compensation is not feasible, they may receive an attendance fee, with the consent of the department head, in accordance with the authorities ordinance and the corresponding decree of the cantonal commission. Payment of the fee settles any overtime.

3. Employees on trust-based working hours cannot claim either an attendance fee or compensation.

4. Meetings outside of professional duties must be held outside of working hours; if attendance fees are paid, the activity is considered secondary employment.

1. Employees are entitled to compensation for actual travel, meal, and accommodation expenses, as well as reimbursement of other business-related expenses.

2. The Department of Finance regulates the expenses and other compensations in a regulation, which must be approved by the State Commission.

3. For reasons of practicality and administrative effort, certain expenses may be reimbursed with a lump sum amount.

1. The provisions of this Commission Decision concerning vacation, working hours, overtime, and time credits do not apply to teachers of the Integration Department, except for the provisions regarding incapacity to work.

2. Teachers of the Integration Department are employed on a fixed-term basis for one semester. A semester lasts from February 1 to July 31 or from August 1 to January 31.

3. The teaching weeks and the number of lessons are newly agreed upon for each employment.

1. Teachers receive a salary based on the number of lessons they teach. 30 weekly lessons constitute a full-time workload.

2. The weekly salary corresponds to the annual salary, including the 13th-month salary, divided by 47; if the teacher has reached the age of 50 before the start of the semester, the division is by 46.

3. The lesson salary corresponds to the weekly salary divided by 30.

1. The remuneration for one lesson covers

a) the instructional time of 45 minutes;

b) the non-instructional working time, which includes planning, preparation, follow-up and assessment of the lesson, administrative and organizational tasks, teamwork, and further training as specified in the job description;

c) holiday and vacation compensation.

2. If a lesson is canceled for reasons attributable to the person of the teacher without their fault, or if the teacher has taken maternity, paternity, or caregiving leave, they will be additionally paid for a rescheduled lesson.

1. Divergent provisions pursuant to the Decision of the Cantonal Police Service Regulation by the Standing Commission take precedence over this decision.

2. ...

3. ...

1. Within the framework of the salary revision of November 3, 2020, positions will be transferred into the structure with 16 functional levels while maintaining previous salaries. Any potential salary increases for the year 2021 are reserved.

2. Employees who do not agree with the assignment of their position can submit a reasoned request for reconsideration to the head of department. The head of department will obtain a written statement from the personnel office and, if necessary, discuss the matter with the applicant. The head of department shall submit an application to the council of state.

3. Employees whose salaries exceed the maximum of the respective functional level enjoy preservation of acquired rights.

4. Salaries that are below the minimum of the respective functional level will be raised to the minimum, unless the requirements for the function are not yet or not fully met.

1. Any employee who is in their first year of service at the time of the entry into force of the revision of the Personnel Ordinance on October 20, 2025, may terminate the employment relationship by giving one month's notice until the end of the first year of service, but no later than three months after the entry into force of the revision.

2. For female employees who are on paid maternity leave at the time of the entry into force of the revision of the Personnel Ordinance on October 20, 2025, the new law applies.

3. In the event of the death of an employee at the time of the entry into force of the revision on October 20, 2025, if the entitlement to full salary under the new law has not yet been exhausted, the new law applies.

1. If at the time of the entry into force of the revision of the Standing Commission's decision regarding the Personnel Ordinance there exists an obligation to repay benefits and costs for education and training which in total amount to less than CHF 4,000, the obligation to repay the costs that have not yet been repaid shall be waived.

1. This resolution comes into effect following approval by the Council of State.