Ordinance of the Governing Council on the Salary Ordinance (RRV BesVO) - Staffing Plan, Personnel Allocation Plan

1. The Executive Council establishes new positions and abolishes existing ones. It is informed annually of the staffing plan during the budget process, which includes all temporary or permanent positions approved by the Executive Council within the cantonal administration and the courts.

2. Temporarily employed staff members who do not occupy a regular position, interns, and apprentices are recorded separately.

3. The staffing plan specifies the number of positions and their classification into one or more salary grades according to the classification plan.

4. The position placement plan lists the current position holders, their assignments, and employment levels.

5. The staffing plan and position placement plan are prepared by the Personnel Office. It may request job descriptions.

1. The government council decides on the initial classification of a position and any higher classification of a position from salary grade 22 onwards.

2. The department determines all other classifications.

1. Jurisdiction in the area of remuneration is determined by the provisions of the Regulation on the Legal Status of State Personnel (RSV), insofar as the Remuneration Ordinance (BesVO) does not contain any specific regulations.

2. Departments, the State Chancellery, offices, institutions, and courts are considered administrative units.

1. The Personnel Office advises and issues directives for execution.

2. It provides preliminary opinions on decisions and agreements concerning service law made by the Government Council, the Departments, the State Chancellery, the Superior Court, the Administrative Court, and the Appeals Commissions.

3. If offices, institutions, or a district court make decisions or agreements concerning service law, the prior consent of the Personnel Office is necessary; general arrangements are permissible.

4. Additional powers arise from the present ordinance and from the Government Council's regulations for the Personnel Office.

**1. Job Evaluation Considers:**

1. Required Education, Further Training, and Experience

2. Intellectual Requirements

3. Responsibility

4. Psychological Requirements and Strain

5. Physical Requirements and Strain

6. Strain on Sensory Organs and by Environmental Influences

**2. The Personnel Office periodically reviews the job evaluation and classification of positions, as well as upon request.**

**3. The descriptions of the benchmark positions are located in the appendix.**

1. Initial Salary is determined according to the guidelines of the Personnel Office.

2. Each salary grade comprises, in addition to the functional component, four performance zones

1. Performance Zone I: Entry Zone, 100% to 120%

2. Performance Zone II: Normal Zone, over 120% to 130%

3. Performance Zone III: Advancement Zone, over 130% to 140%

4. Performance Zone IV: Special Zone, over 140% to 148%

3. Upon reaching the maximum of Performance Zone II, a special assessment is conducted.

1. The total salary amount is the sum of the basic salaries in accordance with § 6 para. 1 no. 1 of the Salary Ordinance (BesVO).

1. The Government Council allocates the departments and the State Chancellery their share for individual salary adjustments. These entities decide on the distribution within their administrative units, with the courts considered as an administrative unit of the Department of Justice and Security.

2. Salary adjustments set as a fixed amount in Swiss francs are made as of January 1.

3. Salary adjustments during the year are possible in individual cases from March 1 to October 1, particularly if the training period or an educational program is completed. The same applies to promotions, unless operational reasons necessitate a different timing.

1. Salary increases require fulfilled performance.

2. ...

3. Advancement to Performance Zone IV and salary increases in this zone require performance that clearly exceeds or surpasses expectations.

4. A promotion is considered when employees are assigned to a higher-ranked position.

1. In the case of initially partially fulfilled performances, after a probationary year, if performances are again only partially fulfilled, a salary reduction of 1% to 3% of the current salary shall be made, typically 2%.

2. In the case of unfulfilled performances, the salary reduction ranges from 1% to 5% of the current salary, typically 3%.

3. In determining the extent of the salary reduction, any special circumstances must be taken into consideration.

4. For partially fulfilled or unfulfilled performances, further measures must be examined and initiated.

5. A demotion is considered when employees are assigned to a lower salary grade.

1. Employees may, within 10 days after the announcement of the individual salary adjustment, request a meeting with their supervisors and the management of the administrative unit.

2. If no agreement can be reached during the meeting, an application for a review can be submitted to the department, the state chancellery, the superior court, or the administrative court within 20 days after the meeting, with a written justification and the relevant documents attached.

3. The application will be forwarded to the Joint Review Commission, unless the contested salary adjustment is directly changed in favor of the requesting person.

4. Upon receipt of the recommendation from the Joint Review Commission, the department, the state chancellery, the superior court, or the administrative court generally decides within 20 days.

1. The Commission consists of three cantonal representatives and three personnel representatives, who are elected by the Government Council for the term of office.

2. The election of the personnel representatives takes place upon the proposal of the umbrella association of personnel associations.

3. The chairmanship, which alternates equally between the cantonal and personnel representation, is determined by the Government Council for a term of two years; otherwise, the Commission constitutes itself.

4. The Commission passes its resolutions by a simple majority; in the event of a tie, a second meeting shall be held, during which the vote of the chairperson counts double.

5. The Personnel Office conducts the secretariat, prepares the business, and participates in an advisory capacity.

1. The commission reviews the submitted request. It may hear the applicant, the head of the administrative unit, or exceptionally, external experts.

2. The commission issues its written recommendation, which is also communicated to the applicant, generally within two months.

3. The request for assessment can be withdrawn at any time in writing or orally during a commission meeting.

1. One-time performance bonuses for exceptional individual or team achievements may, in particular, be awarded for particularly demanding and successful project work, for innovative special services, for activities that require above-average effort or special commitment, or for tasks or requirements that temporarily extend beyond the job description's assigned duties.

2. The bonuses are granted in accordance with the guidelines issued by the governmental council by the authority responsible for salary adjustments.

3. ...

1. For the calculation of seniority, the years of uninterrupted service with the canton up to the completion of the 65th year of age, including any vocational training, are taken into account.

2. The theoretical entry date is considered to be the day of entry into the service of the canton, taking into account any interruptions.

3. Upon leaving service after completing the 60th year of age, there exists a proportional entitlement based on the years of service since the last service anniversary.

1. If the service is interrupted during the employment relationship due to illness, accident, pregnancy or childbirth, military service, or paid leave, the period of interruption shall be counted toward the calculation of the years of service.

2. The interruption period shall also be considered in cases of unpaid leave of less than six months or if the employment relationship is terminated for less than six months.

3. If the service is interrupted due to unpaid leave of a longer duration or if the employment relationship is terminated for an extended period for the fulfillment of family duties, the time before and after the interruption shall be included in the calculation of the years of service.

4. In special cases, the election or appointment authority, in agreement with the personnel office, may decide to count the time before the interruption in whole or in part if the employment relationship is terminated for reasons other than family obligations.

1. The portion of the service anniversary gift not obligatorily converted into leave according to § 17 BesVO can also be taken in the form of leave, either in full or in part. The application must be submitted two months before the service anniversary.

2. The application can be rejected if official reasons oppose it.

3. The entire service anniversary leave must be taken within one year from the due date of the service anniversary gift. In justified cases, the taking of leave can be postponed with the approval of the department, institution, or court administration.

4. If the approved leave for the non-obligatory convertible portion cannot be taken due to official reasons, this portion can be paid out.

1. In the case of persons elected by the Grand Council and the people, an alternative solution may be approved if substitution cannot be ensured in any other way.

2. The corresponding application must be submitted to the department six months before the desired commencement.

1. The basis for calculating the length of service gift is the degree of employment and the salary, including the functional and competence allowance, in the month of the anniversary.

2. If the degree of employment has changed before the service anniversary or is fluctuating, the entitlement is calculated based on the average degree of employment over the past five calendar years.

3. In the case of multiple employments with a degree of employment exceeding 100%, the entitlement is limited to a maximum of 100%.

1. The family allowance is generally granted proportionally to the degree of employment. In the case of multiple employments with a total degree of employment exceeding 100%, the entitlement is limited to an allowance corresponding to full-time employment.

2. The canton grants a maximum of one full family allowance per family.

3. The family allowance is paid in twelve monthly installments. The entitlement arises on the first day of the month in which the statutory requirements are met and ends on the last day of the month in which they cease to be met.

4. Anyone claiming a family allowance must set out the qualifying conditions in writing and provide proof upon request. Changes must be reported without delay.

1. Part-time employees who are separated from the other parent and in whose household the children primarily reside are entitled to the full family allowance or the difference thereof, provided that no other or lower allowances can be obtained elsewhere, and the employee holds a part-time position that is at least one-fifth of a full-time workload.

2. ...

1. ...

2. Salary reductions due to decreased performance capability and due to the offsetting of social security or other benefits are not considered in calculating the family allowance.

1. An allowance may be granted for additional functions.

2. The Personnel Office shall provide an opinion in advance.

1. Right to Allowances or Time Credits for Night, Weekend, Public Holiday, and On-call Duty exists only for the administrative units or personnel categories determined by the Government Council.

2. The structuring of the entitlement in the allowance-eligible administrative units is to be regulated by their management.

1. For ordered work during the night, as well as on Saturdays and public holidays, eligible personnel shall receive an allowance of CHF 6 per hour or a time credit of 16 2/3% shall be credited. For operational reasons, a certain type of compensation may be mandated.

2. Night service is to be counted from 8:00 PM to 6:00 AM.

3. The allowance for night, Saturday, and holiday service for road personnel is calculated at 50% of the salary converted to an hourly rate.

1. For mandated on-call duty, the following compensations are paid or equivalent time credits are granted

1. for standby service (on-call duty in the immediate vicinity of the workplace): CHF 3.60 per hour

2. for on-call service at home (on-call duty in one's own residence): CHF 2.40 per hour

2. In addition to the rates according to paragraph 1, a basic flat fee of CHF 33.95 per half-day or CHF 67.85 per full day is granted for on-call duty on days off work.

3. For actual work performed during on-call duty on Saturdays and public holidays as well as during the night, only the supplements according to § 24 are paid. The working time can be compensated.

4. With the approval of the personnel office, flat-rate compensations for on-call duty can be established.

5. For armory personnel, the regulations prescribed by the federal government concerning mandated on-call duty apply.

1. The Cantonal Police is the entitled administrative unit as per § 25 para. 1. This entitlement applies only to police officers in accordance with § 19 of the Police Ordinance (PolV) and to civilian employees with police tasks as per § 21 para. 1 item 3 PolV.

1a. The inconvenience allowances generally consist of a variable and a flat-rate component.

2. The variable allowances are determined according to § 26 and § 27.

2a. A flat-rate allowance is compensated as follows

1. for special hazards, inconveniences, and availability annually up to CHF 5,850

2. for shift work annually with CHF 650

3. for responding to unplanned events outside of on-call duty with CHF 50 per event

3. ...

4. The Police Command assigns the inconvenience allowances to the functions and reviews this assignment annually.

1. Entitlement to overtime allowances exists only for the administrative units or personnel categories specified by the Government Council.

2. The structuring of the entitlement in the allowance-eligible administrative units is to be regulated by their respective management.

1. The allowance for overtime amounts to 25% of the salary converted to an hourly rate.

2. For overtime during the night as well as on Saturdays and public holidays, only the allowance or the time surcharge in accordance with § 26 shall be provided.

1. The Cantonal Police is an entitled administrative unit within the meaning of § 29 paragraph 1. The entitlement applies only to police officers in accordance with § 19 PolV and to civilian employees with police duties in accordance with § 21 paragraph 1 item 3 PolV.

2. Overtime is compensated with time off of equal duration or remunerated with an allowance in accordance with § 30. For operational reasons, the police command may prescribe a specific method of compensation.

1. Remuneration in the Event of Illness, Accident, Pregnancy, Childbirth, or Military Service is generally calculated based on the stipulated degree of employment for irregular employment.

2. If the applicable remuneration cannot be determined based on the stipulated degree of employment, it shall be calculated based on the average or the degree of employment during the same employment period in the previous year.

3. In cases of social hardship as defined in § 16 of the Remuneration Ordinance (BesVO), the election or appointment authority may continue to provide the remuneration awarded in connection with the reduced earning capacity or appropriately reduce it.

1. For employees who, prior to the onset of incapacity for work, were in an employment relationship without notice of termination, benefits amounting to 80% of the previous salary will be provided during the second year.

2. If the suspension of duty due to illness or accident lasts longer than twelve months, the degree of incapacity for work of the entitled person must be reported to the payroll department monthly; the salary to be paid out due to partial working capacity, which exceeds 80% of the previous salary, will be paid in the following month.

3. Pension contributions to be made in the second year are regulated by the pension fund's regulations.

4. The reduction according to § 21 para. 1 of the Salary Ordinance takes into account the reduction in benefits to 80% of the previous salary occurring in the second year.

1. In the event of an absence due to illness or accident exceeding five days, a medical certificate is generally required. The head of the administrative unit may also require a medical certificate for shorter absences.

2. The head of the administrative unit may order medical examinations by a trusted doctor; refusal will lead to reduction or suspension of the services provided by the Canton.

3. If an absence due to illness or accident lasts longer than three months and the date of return to work is uncertain, a medical report on the future work capability must be obtained.

1. The superior authority shall report any continuous absence exceeding one month, or cumulative recurrent absences due to illness or accident, to the competent payroll office.

2. If an inability to work due to illness or accident lasts longer than six months and the time of resumption of work is uncertain, the employee shall be informed in writing by the head of the administrative unit about the possibility of registering for disability insurance.

1. If the canton, in accordance with § 21 BesVO, assumes the claims for damages against a third party, the employee must provide the canton with all necessary information and make documents available.

1. The entitlement to continued payment of wages in an unresigned employment relationship in the event of illness or accident is governed by § 20 BesVO. In the case of partial incapacity for work, there is no proportional extension of the entitlement to continued payment of wages.

2. ...

3. The Executive Council decides on an exceptional further provision according to § 20 para. 3 no. 4 BesVO.

1. With regard to an occupational disease or occupational accident sustained in the service of the canton, there exists an unimpaired entitlement to benefits for illness or accident due to another disease or accident.

1. In cases of intentional or grossly negligent causation of illness or accident, the salary shall be reduced.

1a. The entitlement to salary shall be reduced according to the principles of the respective insurance carrier if the person is hospitalized at the expense of military insurance, SUVA, or disability insurance.

2. Legally binding decreed reductions of salary may be waived or deferred if they represent a significant hardship. The Department of Finance and Social Affairs is responsible for decisions regarding deferral or waiver.

1. Employees must inform their supervisory authority of the medically estimated due date and their preferences regarding continued employment and unpaid leave at least three months before the due date.

2. The leave begins two weeks before the estimated due date, or on the day of delivery if it occurs earlier. Any deviation from this can only be based on special provisions.

3. If delivery occurs before the estimated due date or if leave is shifted closer to delivery, the maternity leave is wholly or partially forfeited. However, the entitlement to 16 weeks of paid leave remains unchanged.

3bis. If the newborn is hospitalized immediately after birth, the leave is extended by the duration of the hospitalization, but no longer than 56 days, provided the conditions according to Art. 16c para. 3 of the Federal Act on Income Compensation (EOG) are met.

4. In case of delivery after the estimated due date or if the leave is taken earlier, there remains an entitlement to 14 weeks of maternity leave from the time of delivery. However, any period exceeding the 16 weeks of paid leave will be granted as unpaid leave.

1. Until the commencement of maternity leave, benefits shall be provided based on § 20 of the Civil Service Benefit Regulation in cases of medically certified pregnancy-related incapacity for work.

2. Absences due to illness or accident, vacations, and public holidays do not interrupt maternity leave and do not entitle one to compensation or additional leave.

3. ...

1. The entitlement to paid maternity leave terminates on the day the employment relationship ends and upon partial or full resumption of employment.

2. If the condition of the newborn does not permit the resumption of employment after the end of maternity leave, there is an entitlement to unpaid leave for up to three months.

3. With regard to the crediting and assignment of maternity compensation in accordance with the Income Compensation Act, § 21 of the Salary Compensation Ordinance shall apply analogously.

1. Mandatory military service refers to any service obligation to which an employee can be subjected under federal law, including leadership training and promotional services.

2. The salary, excluding the family allowance, will be reduced from the time when the total period spent in military service during the employment relationship exceeds one-quarter of the prior duration of the employment relationship, including training.

3. The reduction amounts to 15% for persons entitled to a family allowance and 30% for all others. Upon continuation of the employment relationship after the completion of military service, the reduced amount will be reimbursed in monthly installments.

1. If an employee dies after the termination of the employment relationship, the claim for continuation pay ceases on the day the dissolution of the employment relationship was scheduled to occur.

1. The Employee Assistance Fund is financed through contributions from third parties and deposits.

2. The Department of Finance and Social Affairs appoints a fund commission. This commission consists of one representative from the Personnel Office, one representative from the umbrella organization of the staff associations, and the Secretary General responsible for the applicant. The umbrella organization of the staff associations has the right to propose a candidate for its representative.

3. The fund commission reviews the applications for assistance and independently decides on benefits up to CHF 3,000; for higher benefits, the Department of Finance and Social Affairs decides based on their recommendation.

1. Current or former employees who are receiving a pension from the pension fund may be granted interest-free loans or be provided with monetary benefits.

2. The type and amount of benefits are particularly determined by the reason for the application, the financial situation of the applicant, personal circumstances, the duration of previous employment, and future earning potential.

3. Furthermore, the provision of benefits depends on the status of the fund.

1. The right to remuneration begins on the first day of the employment relationship and ends on the day the employment relationship is terminated.

2. The 13th month's salary is included in all annual basic remunerations.

1. The hourly wage is calculated based on the annual base salary; this includes the 13th month's salary and the portion for holidays and public holidays.

2. The hours worked are recorded on a calendar month basis and compensated in the following month.

3. An advance payment equivalent to the monthly salary entitlement may be paid for the first month.

1. Based on a standard working time of 42 hours per week, the target hours at 100% or the hourly divisor are

1. * with 25 vacation days: 1,894 hours

2. * with 27 vacation days: 1,877 hours

3. * with 30 vacation days: 1,852 hours

2. To calculate the hourly rate for the payment of overtime or a positive work time balance, individuals with an employment level of 100% or more should account for the divisor of 2,184.

1. The provisions of the Salary Ordinance of the Grand Council also apply to commission members, experts, and holders of certain ancillary offices, insofar as the following provisions do not provide for deviations.

2. There is no entitlement to family allowances, service anniversary gifts, paternity leave, caregiving leave, or salary during work impediment due to illness, non-occupational accidents, pregnancy and childbirth, fulfillment of legal obligations, or holding public office.

3. The magistrates and employees employed by the canton on a full-time or primary basis generally have no claim to additional compensation for such deployments. If their deployment leads to overtime, it can be compensated with time off. In justified cases, compensation can be granted. The employment level limitation of 110% for multiple employments must be observed.

4. The Personnel Office maintains a list of the permanent commissions, experts, and holders of certain ancillary offices.

1. Commission members, experts, and holders of individual subordinate positions are generally compensated with 106% of salary grades 14 to 24.

2. The relevant salary grade is determined by the appointing authority in agreement with the personnel office.

3. For all members of a commission, a uniform salary grade is generally to be set.

4. Chairpersons receive an allowance of 15% of their regular compensation.

1. Commission members, experts, and holders of individual ancillary offices are typically compensated on an hourly basis.

2. The calculation of the hourly rates is based on a uniform divisor of 1,910 hours.

3. In the case of commissions, a uniform time expenditure is to be charged for identical work performed by the members.

1. The piecework wages shall be determined by the Forestry Office in agreement with the Personnel Office. The basic wages and the predetermined times are decisive.

1. Temporarily employed staff members who are engaged for simple tasks can be compensated based on uniform salary rates, in agreement with the Personnel Office.

2. For more demanding tasks, a salary classification is carried out in accordance with the guidelines for permanently employed staff.

1. If employees hired for a fixed term are unable to perform their work due to illness, accident, or obligatory military, protective, or civil service, they are entitled to salary for a maximum of three weeks, provided the employment relationship was entered into for at least three months or if the end date of the employment cannot be determined in advance.

2. The entitlement to salary is extended by one week for each additional month of actual service rendered.

3. Subject to paragraph 4, it is governed by the provisions for employees hired on an indefinite basis if the employment relationship has lasted uninterruptedly for more than a year or if it involves recurring employment within the framework of a seasonal appointment.

4. The entitlement to continued salary payment for employees hired for a fixed term after reaching the age of 63 is limited to a maximum of three weeks.

5. The entitlement to maternity and parental leave for employees hired for a fixed term is the same as the entitlement for employees hired on an indefinite basis.

1. The determining factor for remuneration is the function performed by the intern. They are placed into the corresponding pay grade with an initial portion.

2. The salary development during the training period is determined according to professional experience.

3. Remuneration in the event of inability to work is governed by § 54.

4. ...

1. The Department of Finance and Social Affairs establishes the salary framework.

1. The remuneration of police trainees and police officers in training is determined by the Department of Justice and Security within the framework of salary grade 12.

1. The remuneration of apprentices is based on the rates or recommendations of the relevant professional associations or corresponding agreements.

1. Expenses incurred in the course of official duties shall be reimbursed.

2. Should official duties necessarily involve other expenses than those for meals or travel, such as accommodation, course, conference, and entrance fees, telephone expenses, postage, parking fees, or extraordinary expenses in connection with an ordered change of residence, the actual expenses shall be reimbursed upon submission of receipts.

3. Expense reports must be approved by the supervising authority.

4. The Government Council may provide for compensation rates or flat-rate expense allowances that differ from the following provisions for specific areas or categories of personnel.

1. The government council may provide for compensation regulations pursuant to which expenses incurred before or after the actual work activity are reimbursed.

1. For a main meal, CHF 20 will be reimbursed if, due to an official absence, it is necessary to have this meal externally; higher expenses must be documented.

1. The reimbursement of travel expenses is generally calculated from the place of work. Official journeys at the place of work also entitle the employee to compensation.

2. Employees may, on days when they are working outside the usual place of work, claim travel expenses for the actual distance from their place of residence to the place of assignment, but not exceeding the distance from the usual place of work to the place of assignment.

1. For official travel using public transportation, the cost of a second-class ticket will be reimbursed. If the one-way travel distance exceeds 75 kilometers, there is an entitlement to reimbursement of the first-class fare.

2. State personnel from salary class 20 onwards shall be reimbursed the cost of a first-class ticket, regardless of the travel distance. If a person who is generally entitled to compensation at the second-class fare is traveling on duty with a person who, due to their professional position, uses the first class, the first-class fare will be reimbursed even for short travel distances.

3. Offers of discounts from public transportation providers are to be utilized in a reasonable manner.

1. For official journeys that can be undertaken using public transportation without significantly impairing work or substantially losing time, only the fares of the public transportation will be reimbursed.

2. Compensation for travel costs using private motor vehicles for official journeys requires approval from the management of the administrative unit.

3. If, in exceptional cases, the private vehicle is made available for an official journey at the request of the administrative unit, there is also an entitlement to a mileage allowance from the place of residence to the place of work.

1. All costs related to the use of private vehicles for official trips shall be compensated with a flat-rate mileage allowance according to the following rates

1. * Car: Fr. 0.65/km

2. Motorcycle: Fr. 0.50/km

3. Moped: Fr. 0.30/km

1. Damage to employees' own vehicles is covered under the motor vehicle comprehensive insurance concluded by the canton, provided that the journeys with the private vehicle are made on the order and in the interest of the canton and provided that a mileage allowance is granted for these journeys.

2. The deductible for accident damages, to be paid under the comprehensive motor vehicle insurance, is borne by the canton.

3. In the event of a claim for which benefits are sought, notification must be made immediately; in the event of accidents, the accident report must be submitted.

4. No compensation claim arises in cases of gross negligence or intentional misconduct.

1. If work clothing is prescribed, it shall be provided and maintained by the canton free of charge, or compensation shall be granted.

2. For particularly arduous and dirty tasks, special equipment may be provided, or contributions towards their procurement may be granted.

1. Employees are generally provided with the necessary office space and work equipment.

2. If office space and work equipment must be provided by the employees themselves, there is a claim for compensation to be determined by the Council of State.

3. For private use of the office space and work equipment provided by the canton, appropriate compensation must be paid. The Council of State issues corresponding directives.

1. For official residences, the local rental value of comparable apartments is decisive. The government council determines the compensation at the request of the Department of Finance and Social Affairs.

1. The salaries of officials are determined based on the relevant salary grade according to the workload or set hourly rates.

2. ...

3. If the salary cannot be calculated based on the workload, it will be determined, along with the salary of deputies, according to the hours worked in accordance with the age-based hourly divisor.

1. Additional personnel shall be allocated as part of the regular budget procedure, taking into account the workload and the operational situation.

2. The respective positions shall be included in the staffing plan and assigned accordingly.

1. The hourly workload of district judges for case study and sessions is determined by the chairperson in consultation with the judges involved.

1. Enforcement officers are classified by the Department of Justice and Security within the position chain "Department Head."

1. The staff of the debt enforcement offices is assigned to the individual offices by the Office of Debt Enforcement and Bankruptcy (ABK) and allocated according to the same principles as the staff of the central administration.

2. The salary adjustments pursuant to § 12 of the Salary Ordinance (BesVO) are made by the ABK upon the proposal of the leading officials of the debt enforcement offices.

1. For the land registry administrators and notaries who managed a land registry office and notary public's office before June 1, 2016, their previous remuneration will be guaranteed as a retained benefit as of January 1, 2016, until December 31, 2016.

2. Former office holders who do not assume management of a land registry office and notary public's office as of June 1, 2016, will be classified into salary grade 21 at a maximum of 148% for the period from January 1, 2017, to December 31, 2021.

3. Former office holders who assume a managerial function as of June 1, 2016, will be classified into salary grade 22 at a maximum of 148% for the period from January 1, 2017, to December 31, 2021.

4. From January 1, 2022, the allocation will be based on the function exercised at that time and according to the generally applicable regulations.

1. Employees who have partially restored their entitlement to continued payment of wages in case of illness or accident according to § 36 paragraph 2 by March 31, 2022, shall be granted an extension of the respective wage continuation period.