Purpose, Scope

1. This regulation governs the remuneration for

1. Pastors elected by the parish and appointed to a pastoral office

2. Deacons elected by the parish and appointed to a diaconate

3. Pastors and their deputies appointed by the supervisory commission for a pastoral office

4. Deacons appointed by the supervisory commission for a diaconate

5. Administrators appointed by the church council to the pastoral office of a parish

6. Officials and staff elected or appointed by the synod or the church council

1. The competent supervisory commissions make arrangements regarding the remuneration of officeholders who serve in two or more church parishes.

2. The Church Council makes arrangements with other churches or institutions regarding the remuneration of joint employees.

1. Remuneration consists of

1. Basic remuneration including granted cost-of-living allowance

2. Social allowances (family, child, and education allowance)

2. The basic remuneration shall be deemed the rate according to the salary grade.

1. There are 12 pay grades.

2. The salary scales for the individual grades are set forth in the salary table. It is an integral part of this regulation (Annex 1).

1. The classification plan contains standard positions organized according to functional areas and salary grades. It is part of this ordinance (Annex 2).

2. Within the framework of the classification plan, the church council assigns positions for the personnel of the regional church, and the supervisory commission for the parish area.

1. For part-time employment, the rates for salary, social allowances, and length-of-service gifts are determined by the level of employment.

1. The supervisory authority conducts the initial classification.

2. Graduates of the training required for the respective function generally start at level 0. If they have performed activities relevant to the intended position either before completing the training or in the time between finishing the training and starting the position, the years of such activities will be partially or fully credited.

1. For each salary grade, a minimum and maximum are determined. The maximum of 136% of the base salary is achieved independently of inflation through incremental increases.

2. The annual incremental increase occurs until reaching 120% in the following steps

1. with an initial level under 106%: 3%

2. with an initial level from 106% to 115.5%: 2.5%

3. with an initial level from 116% to 119.5%: 2%

3. The Church Council decides annually by August 31 on further increases up to the maximum of 136% for the following year.

1. The alignment and amount of child, education, and family allowances are determined according to the regulations for the salaries of Thurgau state personnel.

2. The cost-of-living adjustment is set annually by the Church Council by August 31 for the following year.

1. The vacation regulation generally corresponds to that for state personnel. The provisions of § 19 remain reserved.

1. Upon completion of the tenth year of service and every subsequent fifth year of service in the service of the Thurgau Church, a long-service award is granted amounting to 1/24 of the annual base salary, and in the 25th year of service, amounting to 1/12 of the annual base salary.

2. The long-service award can be taken in full or in part as paid leave. The timing for taking the paid leave is determined in agreement with the supervisory authority.

3. In the event of early retirement from the age of 60, the long-service award will be paid out on a proportional basis.

1. The supervisory commission determines the assignment of the position to the salary class, in agreement with the church council for acting incumbents.

1. The allocation of parish positions is within the salary grades 11 and 12 and is not dependent on individual persons.

2. For part-time positions, task allocation must be considered in proportion to the employment level.

1. Parishes may be administered on a part-time basis in accordance with the constitution of the Evangelical Regional Church.

2. The creation, modification of the scope, or abolition of parishes and part-time pastorates is decided by the Church Council in consultation with those involved.

3. Pastors who serve in a part-time office are entitled to an additional day off for every 20% reduction in hours compared to a full-time position.

1. The remuneration of acting officials shall be contractually established. They are to be remunerated within salary grades 9 to 11.

1. For extended representations in the parish office and during study leaves, the supervisory commission, in agreement with the church council, determines the amount of the base salary.

1. When using an official residence, rent must be paid for the private rooms. The amount of rent is determined by the supervisory commission within the range of 60-75% of the customary local rent as determined by an independent entity.

2. If the municipality has an interest in having the pastor occupy the official residence, even though it is clearly too large for current needs, the pastor may claim subletting when the rent is initially set.

1. In the parish office, the provision of confirmation classes and four weekly lessons of religious instruction is included.

2. The confirmation classes, including a camp/weekend, account for 10-15 percent of a position. One weekly lesson of religious instruction corresponds to 3.75 percent of a position.

3. The supervisory commission may depart from the standard number by setting other work priorities without affecting salary.

4. The supervisory commission may implement a salary reduction in the case of a lower employment percentage.

5. For elected clergy members, a salary reduction is only possible at the beginning of a new term with a six-month notice before the end of the term. For employed clergy members, a salary reduction is possible at any time with a six-month notice.

1. **Parish Pastors** are entitled to two paid sabbatical leaves upon fulfilling the respective years of service: one of up to six months and another of up to four months in duration. The first sabbatical leave can be taken after at least 10 years of service, and the second after an additional 10 years, provided that the service in the same parish or the same office spans at least three years.

2. If parish pastors have served in another Swiss national church before their role in the Thurgau National Church, that period will be credited, if applicable, from the date of a sabbatical leave in that national church. The minimum interval for a possible sabbatical leave in the respective national church is 10 years; the minimum duration of service in the current Thurgau parish is three years. The duration of the second leave is up to four months.

3. A sabbatical leave can be commenced no later than seven years before reaching the pensionable age as specified by retirement provisions.

4. The National Church covers 80% of the necessary replacement costs during a sabbatical leave.

5. The Church Council regulates the specifics in an ordinance.

1. Parish pastors have the right to five weeks of vacation annually until the completion of their 49th year, to six weeks until the completion of their 59th year, and to seven weeks from their 60th year onward.

2. Pastors who are engaged with the Care Team Thurgau and work at least 80% of a full-time position are entitled to three additional vacation days per year, and those working less than 80% are entitled to two additional days.

3. Whenever possible, vacations should be scheduled during school holiday periods.

1. Parish Pastors have the right to twelve free Sundays per year. This includes vacation Sundays.

1. For the allocation of positions for deacons or deaconesses within salary classes 6 to 8, the tasks as per the job description are decisive.

2. The supervisory commission makes the allocation of the positions.

1. On the Creation, Modification of Scope, or Dissolution of Diaconates

The church council shall decide on the creation, modification of the scope, or dissolution of diaconates after consulting with the parties involved.

1. Elected or employed deacons have the right to a paid study leave of no more than six months' duration, once the required years of service are completed. The study leave can be taken after 10 years of service, provided that the activity has been carried out in the same congregation or in the same office for at least three years.

2. A study leave can be commenced no later than seven years before reaching the pension age under pension law.

3. The regional church bears 80% of the necessary replacement costs during a study leave.

4. The church council regulates the details in an ordinance.

1. The church council determines the allocation of positions within the framework of the job classification plan.

2. In doing so, it particularly considers the qualifications of the position holders as well as the requirements of the position.

1. The Synod determines the workloads for the Church Council and the employees of the regional church.

2. It may establish the total amounts of partial workloads for the Church Council and for individual services. Within this framework, the Church Council determines the specific employment levels.

1. The Church Council may grant a one-time paid study leave of up to six months for senior employees of the national church who have a minimum workload of 60% within the national church, possibly alongside a position in a parish, and have been in service of the national church for at least ten years. The determining factor is particularly the necessity to obtain substantive stimuli for continued work during a study leave.

2. The study leave can be commenced no later than seven years before reaching the pensionable age according to pension law.

3. The holders of the offices of president, actuary, and treasurer do not have a right to study leave.

4. The Church Council shall regulate the details in an ordinance.

1. In the event of incapacity to work due to illness or accident, full salary benefits will be provided for one year, and benefits equal to 80% of the previous salary will be provided for an additional year.

2. Employees elected for a fixed term who can no longer stand for re-election due to illness or accident are entitled to these benefits regardless of the end of the term.

3. The provision, structuring, reduction, and compensation are governed by the regulations applicable to state personnel.

1. The regulations concerning maternity and paternity leave correspond to those applicable to state personnel.

1. The regulations regarding military and civil service correspond to those of government personnel.

**1. In the case of renewal elections following the expiration of the term of office, ordained officeholders of church communities, church councils, or council members who are not re-elected receive their previous salary for three months after the expiration of the ordinary term, provided they are not guilty of serious misconduct or have not yet reached the pensionable age under the pension provisions.**

**2. If the non-re-election occurs during the term of office, the salary will be paid under the same conditions for an additional six months after the non-re-election.**

**3. Replacement income from employment or social security benefits will be offset against the salary.**

1. Generally, one thirteenth of the annual salary (excluding social allowances) is paid monthly, and one thirteenth at the end of November as the 13th month salary.

2. If the employment relationship begins or ends during the calendar year, the 13th month salary will be allocated proportionally to the duration of service during the calendar year.

1. Employee contributions to the legally mandated pension schemes and other social security contributions are deducted from the salary.

2. Claims by the regional church arising from the employment relationship may be offset against the salary.

1. Where this ordinance does not provide a specific ecclesiastical regulation, the regulations for state personnel shall apply analogously.