Ordinance on the salary of employees of the State of Valais (OTrait) - Scope of Application (VBES)

1. This regulation governs the area of salaries for employees of the cantonal administration, state institutions, and the courts (administrative personnel).

2. The specific provisions regarding trainees and travel expenses remain reserved.

1. For personnel who have been newly employed, promoted, or reclassified within less than one year and are subject to a designated waiting grade according to their individual decision, the waiting grade shall be revoked ex officio, and the normal functional grade shall be applied from January 1, 2023.

2. In functional chains that provide for a waiting grade and an automatic transition to the normal functional grade after no less than one year, the waiting grade shall be revoked as of January 1, 2023.

1. Employees who, at the time of the coming into force of the amendments to this regulation on November 20, 2024, are in an indefinite or fixed-term employment relationship, shall de jure be subject to the new law.

2. For employees who are incapacitated on December 31, 2024, a new (retroactive) period of 585 days will begin on January 1, 2025, during which all absences due to illness and non-occupational accidents will be considered. In all other cases, a new period of 585 days begins from the first incapacity for work of the employees, which occurs after the coming into force of the amendments on November 20, 2024.

1. Any reference to a person, status, or function in this regulation shall apply equally to both men and women.

1. In the event of termination, transfer, or retirement of an officeholder, the affected department must properly justify the necessity of refilling the position.

1. In the event of a temporary absence of an employee due to illness, accident, military service, vacation, paid leave, unpaid leave, or for similar reasons, the employee designated for representation is required to perform the work of the absent employee without any entitlement to special remuneration.

2. For representations extending beyond six months, compensation may be granted from the 7th month onward.

3. Generally, the amount of the compensation corresponds to the difference between the minimum remuneration prescribed for the primary function and the minimum salary of the position in which the representation takes place.

4. The granting of compensation is decided by the appointing authority, based on the prior opinion of the Personnel Management Office (hereinafter: PMO).

1. All salary requests shall be reviewed annually within the framework of the budget proposal. These requests must be submitted by January 31. They are processed by the Classification Commission for submission to the Council of State.

1. The employee is obligated to promptly report any changes in their personal circumstances (change of address, marital status, etc.) to the appropriate authority.

1. The assessment of performance and conduct is an instrument of personnel management.

2. It primarily aims to

a) determine the extent of tasks accomplished;

b) identify the potential, the needs in the areas of education and training, as well as the possibilities for career planning and professional mobility;

c) promote responsibility at all levels;

d) enhance the efficiency of personnel by increasing competences and fostering motivation within the framework of proactive competence planning.

3. On the other hand, the assessment permits the application of an individual remuneration system based on performance.

1. The responsible superior (service chief or department head) conducts an annual personal assessment of the employee's performance and behavior, in collaboration with the employee's direct supervisor, depending on the organizational structure. The service chief may delegate this responsibility to the employee's direct supervisor, provided the supervisor has completed the relevant training.

2. The evaluator must conduct an interim assessment during the period if there are deficiencies. The interim assessment is mandatory if requested by an employee.

3. The assessment is communicated to the employee in a discussion during which the employee can make remarks. During this discussion, the following must also be addressed

a) the achievement of set goals and any deviations;

b) any necessary measures;

c) the setting of future work objectives;

d) the evaluation of performance and behavior, as well as any deviations;

e) the employee's satisfaction.

4. In cases of transfers and promotions, the new direct supervisor is responsible for the assessment at the time of evaluation, in collaboration with the previous direct supervisor.

5. An employee who works simultaneously in several service offices is assessed in each office. The assessments are considered according to the respective degree of employment.

6. The assessment form is signed by both the evaluator and the employee. By signing, the employee confirms having received the assessment and that the assessment discussion has taken place. Before this formality is completed, the financial implications of the assessment are not decided.

7. The assessment forms are filed by the service offices in the electronic personnel file. The summary of the assessment, filled out and signed by the service chief, must be submitted to the personnel management service office by no later than November 30th.

1. Within ten days following the performance review discussion, the employee may submit a written request for review to the head of the department via the official channels. Subject to compliance with the global budget, the head of the department makes the final decision after hearing the employee. He may delegate the review of the case to a working group designated by him.

1. The assessment of performance and behavior shall be conducted based on the following fundamental criteria

a) Achievement of objectives;

b) Quality of work performance;

c) Quantity of work performance;

d) Independence, self-reliance, adaptability;

e) Social behavior.

2. For personnel in leadership positions entrusted with personnel management, the criterion of "leadership behavior" shall additionally be applied.

3. The various criteria may be divided into sub-criteria.

1. The professional and personal objectives relevant for the assessment are agreed upon for each term during the evaluation discussion of the previous term.

2. The number of objectives generally varies between 1 and 3 for each period.

3. The head of service and the department head ensure that the professional objectives align with the goals of the operational performance mandates.

1. The Evaluation Levels range for each criterion from A+ to C and are described as follows

a) **\*** A+: Requirements of the position significantly exceeded;

b) **\*** A: Requirements of the position met or partially exceeded;

c) **\*** B: Requirements of the position partially met;

d) **\*** C: Requirements of the position not met.

e) **\*** ...

2. ...

1. An individual evaluation for each criterion and subcriterion is conducted in whole grades (A+, A, B, or C).

2. The overall evaluation corresponds to the average of the individual evaluations and is carried out in whole grades (A+, A, B, or C).

3 ...

1. The initial salary increase for a newly hired employee is determined as follows

a) same or similar previous employment: two percent per year;

b) partially comparable previous employment: one percent per year;

c) * previous employment without connection, particularly years dedicated to child-rearing or caring for dependent persons: 0.5 percent per year.

2. Parts of a year are counted pro rata per month.

3. The final total is rounded up to 0.5 percent.

1. The head of the department allocates, within the overall budget established by the State Council for the department, the overall budgets for individual increases based on performance and the performance bonus to the individual services.

2. He communicates his decision to the affected services, the Cantonal Financial Administration, and the DPM one week after the overall budget is approved by the State Council.

1. Annually on January 1st, the employee receives, according to the decision of the department head and within the framework of the global budget set by the State Council for the respective department, an individual increase based on their performance, calculated using the overall assessment from the previous year according to the following table

| Overall Assessment | Individual Increase (rounded to the nearest tenth) |

| --- | --- |

| A+ * | 2.5 - 3.0 percent |

| A * | 1.5 - 2.5 percent |

| B * | 0 - 1.5 percent |

| C * | 0 percent |

2. The granting of the individual salary increase for the department head lies within the competence of the department head.

3. The individual increase based on performance starts on January 1st of the year following the commencement of service, provided the service began no later than June 30th.

4. The individual increase based on performance can be granted up to a maximum salary of 140 percent.

5. Depending on the financial situation of the state, the State Council may apply a coefficient of 0.6 to 1.4 to the scale in paragraph 1. In the absence of a contrary decision, the coefficient of 1 applies.

6. The granting of the individual increase can be contested in writing with the department head within ten days following its announcement (signed assessment form).

1. The performance bonus is a component of the remuneration and is paid in advance semi-annually in January and June on a pro rata basis.

2. It is determined annually based on the assessment of the previous year.

3. There is no vested performance bonus.

1. An employee is entitled to a performance bonus if, on January 1st of any given year, the following conditions are cumulatively met

a) Holder of the office for at least one year;

b) Achievement of the maximum remuneration of 140 percent prior to January 1st;

c) Sufficient qualification.

2. Exceptionally, an employee, who is not fully granted the last individual increase due to the performance because the threshold of 140 percent cannot be exceeded, is entitled to a performance bonus in the year in which the maximum is reached and provided all conditions are met. The percentage of the performance bonus corresponds to that of the ungranted individual increase.

1. The performance bonus is calculated based on the basic salary and the individual increase due to performance, as decided by the department head and within the framework of the global budget set by the State Council for the respective department, according to the following scale

Overall Assessment: Individual Increase (rounded to the tenth)

A+: 5.0 - 7.0 percent

A: 2.5 - 5.0 percent

B: 0/2.0 - 2.5 percent

C: 0 percent

2. The granting of the performance bonus for the department head falls under the competence of the head of the department.

3. In the case of promotions, the performance bonus is limited to a maximum of four percent until the end of the current calendar year; the same applies for the following calendar year if the promotion occurred after June 30. During this period, the previous salary is guaranteed in all cases.

4. Depending on the financial situation of the state, the State Council may apply a coefficient of 0.6 to 1.4 to the scale in paragraph 1. Without a contrary decision, a coefficient of 1 applies.

5. In the event of a complaint, the same procedure applies as for the granting of the individual increase.

1. The State Council approves the evaluations.

1. In the case of offenses, the performance bonus granted for one year shall be reduced or withdrawn by decision of the State Council after hearing the employee.

1. As a token of extraordinary recognition, an employee may be granted a bonus of up to 1,000 Swiss Francs or additional vacation of up to three days.

1. Extraordinary recognition is granted for exceptional performance or exceptional behavior.

2. An employee or a maximum of five percent of the employees of a department can benefit from extraordinary recognition in a year.

3. This recognition is granted by the department head, within the framework of his global budget for individual performance-related increases and performance bonuses. The department head, the Cantonal Financial Administration, and the DPM must be informed in advance.

4. The granting of extraordinary recognition for the department head is within the competence of the department head's superior.

5. The department head and/or the department head's superior may, if necessary, divide exceptional recognition among several employees, with a minimum of 200 francs or an additional day of vacation per employee.

6. There is no entitlement to extraordinary recognition, and its granting or non-granting cannot be contested.

1. Upon termination of the employment relationship during the period in which maternity remuneration is paid, the entitlement to remuneration is eight weeks.

1bis. In the event of a prolonged hospital stay for the newborn, the remuneration will be extended according to the duration provided for in Article 16c paragraph 3 EOG, provided that the conditions are met.

2. If the employment relationship is terminated between the end of maternity remuneration and six months after childbirth, the entitlement to remuneration will be reduced pro rata temporis.

2bis. If the employee has received higher maternity remuneration than she is entitled to pursuant to this article, she must reimburse the excess, although any maternity compensation will remain with her.

3. ...

4. If, for medical reasons substantiated by a medical certificate, the absence lasts longer than 16 weeks, the regulations regarding remuneration for illness apply from the first day of absence.

5. Maternity remuneration is not granted if the employment relationship does not exist or is suspended at the time of childbirth.

6. If an employee is employed for a fixed term and childbirth occurs before the end of the employment relationship, maternity remuneration is paid up to the end of the employment relationship.

7. An employee with a maternity remuneration entitlement of 16 weeks may request an advance payment of maternity remuneration for up to a maximum of two weeks.

8. If the child's father or the mother's spouse dies within six months after the birth of the child, the mother is entitled to additional leave equivalent to the leave of the other parent according to Article 25f of this regulation.

1. The maternity compensation provided for under federal law (Art. 16b et seq. of the Income Compensation Act) is paid to the state as long as the state is responsible for the remuneration.

2. If the remuneration is no longer paid, any remaining balance of the maternity compensation must be claimed directly by the employee.

1. The administration of family allowances is ensured by the CIVAF.

2. The administration of social benefits pursuant to Article 21 of the law concerning the remuneration of employees of the State of Valais is provided by the office responsible for the payment of salaries.

1. Special working conditions may be provided for pregnant women to protect their health and that of the child.

1. The entire duration spent on breastfeeding is considered paid working time if the employee breastfeeds her child at the workplace during the child's first year of life. The same rules apply when the employee uses a breast pump.

2. If the employee leaves the workplace to breastfeed her child during the first year of life, she is entitled to paid leave amounting to 50 percent of the absence required for breastfeeding, but not exceeding one hour per breastfeeding session. The employee's working hours are to be arranged in such a way that absences during working hours are minimized as much as possible.

1. The leave for adoption provided for in Article 14, paragraph 4 of the Law on the Remuneration of State Employees of Wallis applies equally to male and female staff.

2. Its duration is three-quarters of the maternity leave.

3. The adoption leave becomes effective at the time of the child's reception.

4. The leave can be anticipated by up to two weeks to make preparations for the adoption.

5. The adoption leave must be taken continuously at the time of the child's reception. However, within the first year after the child is taken in, ten working days may be taken in the form of days or weeks.

6. If both adoptive parents are entitled to adoption leave under the legislation of Wallis, the maximum duration of both leaves is collectively set at 16 weeks. A minimum of four weeks should be taken by each parent.

7. If the compensation fund pays a compensation (EO), it belongs to the employer, who continues to pay the full salary.

8. If multiple children are taken in simultaneously, only one entitlement arises.

1. Upon presentation of a copy of the birth certificate or the parentage certificate, a leave of ten working days is granted to the other parent, with the leave to be taken no later than six months following the date of birth or the child's return to the family residence in the case of an extended hospital stay.

2. These days may be taken as whole weeks or as individual days, with consideration given to the organization's operational needs as much as possible.

2bis If the mother dies within 14 weeks after the birth of the child, the child’s father or the mother's spouse is entitled to an additional leave of 14 weeks in addition to the leave provided in this article.

2ter This leave must be taken consecutively from the day following the death.

2quater If the child must remain in the hospital after birth, Article 25 paragraph 1bis of the present regulation applies accordingly.

2quinquies The six-month timeframe stipulated in paragraph 1 is paused during the period in which the leave entitlement under paragraphs 2bis to 2quater is exercised.

3. Compensation from the compensation fund belongs to the employer, who continues to pay the full salary.

1. An employee working full-time or at least 50 percent part-time may, upon request, be authorized to reduce their level of employment by up to 20 percent per week from the beginning of the flexible retirement age, or 2 years earlier for prison and cantonal police staff, but no later than the regular AHV retirement age.

2. ...

2bis. The decisive factor is the level of employment over the last 5 years (average of the 5 years).

3. The reduction in the level of employment results in a corresponding reduction in salary.

4. The state covers the payment of ordinary contributions to occupational pension plans (both employer and employee contributions) for the part of the reduced level of employment for a maximum of 5 consecutive years to maintain the insured salary at the previous level.

5. This measure can be combined with the measures set out in Article 42e of this regulation.

1. From the beginning of flexible retirement age, or 2 years prior for staff of penitentiaries and the cantonal police, the employee shall benefit from a reduction of one hour in weekly working hours (for a full-time position). For part-time employees, the reduction shall be on a pro rata temporis basis.

2. This reduction shall be granted at most until reaching the standard AHV retirement age, or 2 years prior for staff of penitentiaries and the cantonal police.

3. This measure can be combined with the measures provided for in Article 26 of this regulation.

1. To partially compensate for the regulatory benefit reductions of the PKWAL, an employee who opts for early retirement may be granted a severance payment upon their departure.

2. This amount ranges between 20,000 and 35,000 Swiss Francs for a retirement at least one year before the reference retirement age. The State Council determines this amount annually, considering in particular the labor market situation and the orientation of personnel policy. Fractions of a year are considered on a pro rata temporis basis.

3. If the employment rate was not continuously 100 percent during the last five years, the severance payment will be reduced in proportion to the average employment rate during this period. Reductions in the employment rate according to Article 26 will not be taken into account.

4. The amount of the severance payment may not exceed the insured annual salary.

1. In exceptional circumstances that require overtime, it must be compensated in the form of days, half-days, or individual hours.

2. If the overtime cannot be compensated by time off, it will be remunerated at 125 percent of the hourly converted salary per hour. However, a maximum of 100 hours of overtime will be compensated. The compensation will take place at the termination of the employment relationship or at the discretion of the Council of State during the course of employment.

3. Annually, on December 31, overtime exceeding 100 hours will be erased.

4. Employees classified in salary grades 1 to 6 may only compensate overtime with time off.

5. In the event of an employee's death, the balance of overtime is fully owed and paid with a 25 percent surcharge.

6. Remunerations for extraordinary services are determined on a case-by-case basis by the Council of State.

7. Overtime does not apply to the function of the Chief of Service.

1. The special allowances for the staff of the aerial cableways, the section of employment inspection, the asylum sector, and other organizational units designated by the State Council, whose function requires mandatory night duty or service on Sundays and public holidays, are regulated as follows

a) * Night duty seven francs per hour and a time allowance of 25 percent;

b) * Service on Sundays and public holidays six francs per hour.

c) * ...

2. Special allowances for the staff of penal institutions and for the personnel of the BGZ, whose function entails the obligation to perform night, Sunday, and holiday duties, are regulated as follows

a) * Night duty, twelve francs per hour;

b) * Sunday and holiday duty, six francs per hour.

3. Special allowances for nursing staff and staff of the medical-educational center La Castalie, whose function requires the obligation to perform night, Sunday, and holiday duties, are regulated as follows

a) * Night duty, seven francs per hour;

b) * Sunday and holiday duty, six francs per hour.

4. Night duty is defined as duty performed between 8 p.m. and 6 a.m., and on Saturday, Sunday, and holidays from 6 p.m. Sunday and holiday duty is defined as duty performed between a Saturday or the eve of a holiday at 6 p.m., and the Monday or day following a holiday at 6 a.m. It is permissible to accumulate allowances for night duty and Sunday duty. These allowances are not indexed.

5. The allowances for the personnel of the cantonal police and for the work and maintenance personnel of the service responsible for road maintenance are set forth in special regulations of the State Council.

1. On-call duty requires personnel to remain available outside of regular working hours to be available immediately if necessary.

2. On-call duty includes standby duty or presence duty.

3. During standby duty, personnel must remain at their residence or in the vicinity and be reachable.

4. During presence duty, personnel must stay at a designated workplace or rest location.

5. On-call duty is only permitted in the organizational units mentioned in Article 29 or other units designated by the State Council.

1. The flat-rate compensation for on-call duty amounts to 30 Swiss francs per regular working day (during the week) and 48 Swiss francs for a full day (24 hours) on weekends, public holidays, or non-working days. The compensation for individual hours amounts to two francs per hour. The compensation for presence duty amounts to six francs per hour.

2. The service time, including travel time, is compensated with 125 percent of free time, as far as the needs of the department allow. Otherwise, this time is compensated at 125 percent of the salary.

3. The various compensations for on-call duty are also granted in the event of an assignment during on-call duty.

4. The payment modalities are determined by the department responsible for cantonal finances.

5. The compensations for the personnel of the cantonal police and the work and maintenance personnel of the department responsible for road maintenance are determined in special regulations issued by the State Council.

1. Billing for meals consumed outside of working hours by the educational and care staff of cantonal hospitals and state-subsidized institutions shall be conducted according to the following rates

Meal: Per Day

Breakfast: Fr. 4.50

Lunch: Fr. 9

Dinner: Fr. 7

2. These rates do not apply to employees whose employment contracts explicitly state that meals and accommodation are provided free of charge by the institution, nor to those who benefit from the special conditions granted by the State Council.

3. Meals consumed during working hours for educational reasons (obligation to dine with the disabled or ill) are entirely free of charge.

4. The provision of free meals for all types of meals is also granted to educational and care staff during the duration of camps.

5. This procedure is applicable to all cantonal hospitals and serves as a recommendation for private, state-subsidized institutions.

1. All official public holidays are considered to be outside of regular working hours.

2. Any compensation for an employee tasked with performing duties during regular working hours that are not part of their job description is annulled. Compensation due to an employee for performing duties outside of regular working hours that are not listed in their job description is determined by a decision of the Council of State.

3. ...

4. An employee who delivers lectures related to their function outside of regular working hours is not entitled to any compensation. However, they may compensate for the time dedicated to the lecture with time off, provided this is compatible with the smooth operation of the office.

5. The individual benefits from the provisions regarding regular expense reimbursements.

1. A Lecturer is defined as an employee whose duty is to occasionally impart their knowledge in the form of courses to the following institutions: vocational school, higher technical school, university of applied sciences.

2. An Expert is defined as an employee who assesses the competencies of a candidate and prepares and conducts examinations and/or defenses of diploma theses. The corresponding head of department appoints him to this role.

3. The Chief Expert is responsible for all experts in their field. The corresponding head of department appoints him to this role.

1. An expert, chief expert, or lecturer appointed by a decision of the head of the department responsible for education or the department with which a delegation contract has been concluded, may fulfill tasks within the framework of vocational education during working hours, provided these are compatible with the interests of their service. No compensation shall be paid to them.

2. An expert, chief expert, or lecturer appointed by a decision of the head of the Education Department, who fulfills tasks within the framework of vocational education outside his regular working hours, shall receive compensation as determined by a decision of the State Council. No hours are credited as working time.

3. The employee may prepare courses and correct examinations during his regular working hours, provided this is compatible with the interests of his service. In such cases, the actual time spent is credited as working time. Otherwise, the lecturer is compensated according to the rates established by the State Council's decision.

1. The appointed expert, chief expert, or instructor within the scope of higher education (certificates, diplomas, etc.) performs these tasks during their free time, unless explicitly mentioned in their job description. No hours will be credited to them as working time.

2. The employee is compensated in accordance with the regulations of the respective institution or a State Council decision (tertiary level).

1. The weekly working hours amount to 42 hours.

2. Reserved remain the provisions of the regulations concerning working time with regard to working time models as well as the special provisions concerning certain personnel categories.

1. The management of employees' working hours and absences is ensured by the department heads and the direct supervisors in collaboration with the DPM.

2. The State Council decides the necessary provisions by regulatory means.

1. Upon the demise of an employee, the balance of variable hours shall be paid at 100 percent.

2. Upon termination of the employment relationship, the employee must compensate for their balance of variable hours. Uncompensated hours shall be canceled without remuneration and without any form of compensation.

1. The employee who is required to go on a business trip must obtain the permission of the supervisor, either beforehand or, if necessary, afterwards.

1. The full-time employee is entitled to annual leave according to the following table

Age (Year of Birth) | Number of Vacation Days

up to the age of 44 * | 25 days

from the age of 45 to 49 * | 27 days

from the age of 50 * | 30 days

from the age of 57 or from the age of 55 for personnel of correctional facilities and the cantonal police * | 32 days

2. For part-time employees, the number of vacation days is determined in proportion to their employment level.

3. If the vacation is divided, the employee must take at least ten consecutive days of vacation. Exceptions to this rule must be submitted as a request to the relevant department head.

4. Vacation must be taken during the calendar year (from January 1 to December 31). If the vacation is not taken due to extraordinary circumstances, it may be carried over until April 30 of the following year at the latest. The vacation balance that has not been taken by April 30 of the following year will be forfeited without compensation or transfer.

5. Vacation planning shall be arranged in such a way that the smooth functioning of the department can be ensured. Supervisors monitor the creation of vacation schedules and are responsible for managing the remaining vacation days. As far as possible, employee wishes are considered. During school holidays, employees with school-age children or young people in education up to their legal age are given priority.

6. ...

7. ...

8. ...

1. If the vacation cannot be compensated before the termination of the employment relationship as an exception, it will be remunerated per hour at 100 percent of the salary converted to an hourly rate.

2. In the event of an employee's death, the vacation balance is not compensated but is offset by the salary continuation benefit in accordance with the salary law.

3. For military service, there is no reduction provided the service does not exceed one month; otherwise, the reduction is proportional to the absence.

4. In the case of illness and accident, the vacation entitlement is proportionally reduced from the 60th day onwards, including Saturdays, Sundays, and public holidays.

5. In the case of unpaid leave, the vacation entitlement is proportionally reduced from the first day of absence, including Saturdays, Sundays, and public holidays.

6. Vacation may not be reduced if

a) An employee is unable to work due to pregnancy for up to two months;

b) An employee has taken maternity leave;

c) * An employee has taken leave as the other parent;

cbis) * An employee has taken adoption leave, or

d) An employee has taken caregiving leave pursuant to Article 37b.

1. In the event of illness or accident during the holidays, the employee must provide a medical certificate from the first day of illness or accident. The holidays will then be considered as interrupted.

2. If the holidays are taken with the employer’s consent during a period of incapacity for work, the vacation days will be fully deducted from the employee's vacation entitlement balance.

3. In extraordinary or unforeseeable circumstances, the department head may order the taking or postponement of holidays, or require the employee to return from holidays, provided that these measures are absolutely necessary for the performance of the department's duties or for the observance of legal provisions. In this case, the state shall bear any costs that may arise from this.

1. Employees are granted special leave related to the event as per the following table

a) In case of death

1. * five working days: spouse, registered partnership, domestic partner, own children,

2. three working days: father, mother,

3. two working days: brother, sister, father-in-law, mother-in-law;

b) * In case of death, if the funeral falls on a working day

1. * one day: grandchildren, grandparents, great-grandparents, brother-in-law or sister-in-law, uncle, aunt, nephew, niece, stepson, stepdaughter, son-in-law, daughter-in-law,

2. half a day: first-degree cousin, godfather, godmother, godchild;

c) * On civil marriage

1. * six working days, which can be taken within the twelve months following one's own civil marriage,

2. * one working day: on civil marriage up to the second degree inclusive, provided that the ceremony takes place on a working day;

cbis) * Adoption of a spouse's or partner's child: one day;

d) * Relocation of the main residence a maximum of once per year: one working day;

e) * In exceptional cases (notably events abroad), the department head decides.

2. ...

3. All other leaves are deducted from regulatory vacation.

4. Special leaves are granted prorated to the employee's employment level. Part-time employees are granted special leaves provided the event falls on a planned workday.

5. Domestic partners are entitled to the same aforementioned special leaves as married individuals and registered partnerships of same-sex couples. Domestic partners are considered as couples living in the same household.

1. In the event of illness or accident of a family member or partner, the department head has the authority to grant leave of up to a maximum of five working days for the same instance of illness or accident. This number of days is determined based on the necessity and nature of the illness or accident. However, an employee may be granted a maximum of ten days per year if multiple illnesses or accidents of one or more relatives occur in the same year.

2. ...

1. If the employee is entitled to a care compensation within the meaning of Articles 16n to 16s EOG because their child is severely health-impacted due to illness or accident, they are entitled to care leave of up to fourteen weeks.

2. The care leave must be taken within a framework period of 18 months. The framework period begins on the day for which the first daily allowance is paid.

3. If both parents are employed, each is entitled to care leave of up to seven weeks. They may agree to divide the leave in another manner.

4. The leave can be taken at once or on a day-by-day basis, taking into account the organization of the unit.

5. Compensation from the compensation fund belongs to the employer, who continues to pay the full salary.

6. If the compensation fund determines that the employee does not meet the requirements for the granting of care benefits within the meaning of Articles 16n to 16s EOG, the leave they would have taken is considered as unpaid leave or as a compensation from their time credits, holiday entitlements, and/or long service leave.

7. Articles 16n to 16s EOG apply.

1. During the funeral of an employee or a close family member of an employee, the department head decides which employees may attend. In this case, the actual duration of the funeral and travel time can be recorded, regardless of the time of the memorial service, but not exceeding the regular working hours (8 hours 24 minutes).

2. If an employee voluntarily decides to attend the memorial service of a colleague, the time spent will be deducted from their working time account.

1. The employee who holds a public office is entitled to special leave of up to ten days per year (pro rata temporis), provided that they cannot perform this duty outside of regular working hours.

2. A public office is considered to be one that is subject to election and not appointment.

3. The leave is subject to the approval of the supervisor or department head.

4. If the entitlement of ten days is exhausted, any additional absences will be considered as vacation or unpaid leave.

5. If it is apparent that the public office requires a substantial volume of work, an appropriate reduction in employment level with a corresponding reduction in salary will be made.

6. The State Council regulates the details for the application of the aforementioned provisions in guidelines.

1. From the moment an employee participates as a representative of the state personnel in a commission, working group, or board created by the State of Valais, the hours worked shall be counted as working time.

2. The State Council grants the presidents of employee associations and their deputies paid leave of up to a maximum of five days per year, and other board members of employee associations attached to the association, up to a maximum of three days.

3. The working hours performed by the delegates participating in union meetings shall be counted as working time.

4. The departments are responsible for the accounting and control of the days granted to employees (pro rata temporis).

1. The Head of Service is responsible for granting special leave of up to twelve days per year (prorated)

a) * for participation as a course instructor, teacher, or participant in training and continuing education modules for J+S experts and J+S leaders;

b) * for supervisory tasks of experts for the J+S offerings;

c) * for the role as a course instructor, coach, or leader of the J+S offerings.

2. The compensation for loss of earnings is due to the employer.

3. ...

1. The Head of Service is responsible for granting the following special leave (prorata temporis)

a) Participation in a training course at the cantonal or national level;

b) Conducting an inspection of materials and facilities for fire protection, as ordered by the state;

c) Participation in a municipal fire service course organized by the municipality of residence of the person concerned.

2. An employee who is remunerated for activities mentioned in paragraph 1 cannot claim special leave.

3. For other activities and participation in a local fire department commission, leave must be requested at the expense of holidays, taking into account the requirements of the service.

1. The State Council supports the granting of unpaid leave.

2. To promote the balance between professional and private life, employees are entitled to take unpaid leave (pro rata temporis) following maternity, adoption, or other parental leave. For these types of unpaid leave, the state of Valais covers the payment of ordinary contributions to occupational pension schemes (employer and employee contributions) for the duration of the unpaid leave, but for a maximum of three months. The six-month period stipulated in Article 25, paragraph 2, of the present regulation is suspended for the duration of this unpaid leave.

3. The head of the department may grant an employee an unpaid leave of up to six months (pro rata temporis) upon a justified request and after obtaining the preliminary opinion of the DPM, provided that it does not considerably impair the operations of the department. Longer unpaid leaves fall under the decision-making authority of the departmental head.

4. For the applicant, Article 2 and the following articles of the law concerning the remuneration of employees of the state of Valais are not applicable during the unpaid leave. Also non-applicable during this period are the provisions of the law on the liability of public entities and their officials.

5. During his/her unpaid leave, the employee must undertake all necessary steps to cover social insurances (accident insurance, possibly occupational pension, etc.).

1. Employees who are parents of children between the ages of 0 and 12 are entitled to unpaid parental leave for a maximum of ten days per year (pro rata temporis).

2. During this period, the employer is responsible for paying the regular contributions to occupational retirement provision (both employer and employee contributions) for the duration of the unpaid leave.

1. The recognition of the service loyalty of active employees and those employees who are retiring is addressed in a special regulation.

2. ...

3. ...

1. Allowances for night duty, duty on Sundays and public holidays, and on-call duty for the heads of departments/institutions or police commanders must be validated by the Council of State.

1. For employees employed for an indefinite period as well as for employees employed for a fixed period, the salary in case of illness is regulated according to Article 12 of the Law concerning the Salary of the Employees of the State of Valais as follows

| Year of Employment | Duration of Salary in Case of Illness |

| --- | --- |

| during the 1st year * | six months, or 180 days * |

| during the 2nd year | eight months, or 240 days * |

| during the 3rd year | twelve months, or 360 days * |

| from the 4th year | thirteen and a half months, or 405 days * |

2. For employees employed for a fixed period, the salary in case of illness ends as provided in paragraph 1, at the latest at the end of the employment period.

3. A month is a period of 30 days, regardless of the actual number of days in that month.

4. The salary in case of illness is determined based on the employee's situation on the day of the work incapacity.

5. The exhaustion of the right to salary is determined by adding the days of work incapacity caused by illness or a non-occupational accident up to the number of days provided for in paragraph 1 of this article, calculated independently of the cause and degree of work incapacity with consecutive days and retroactively from each new day of work incapacity within a framework period of 585 days.

6. Upon the expiration of the right to salary, a decision concerning the complete dissolution of the service relationship will be issued. Immediate or later re-employment may be carried out, if necessary, to the remaining degree of work ability according to Article 59 paragraph 2 kGPers in the previously exercised function or, with the consent of the person concerned, in another, more suitable function. Any eventual re-employment corresponds to a new employment in terms of the right to salary in case of illness.

7. A new framework period of 585 days begins on the first day of work incapacity after the date of re-employment and a new right to salary due to work incapacity begins according to the duration provided in Articles 12 and 13 GBes.

8. In the event of a later complete or partial re-employment, the principles established in paragraphs 6 and 7 apply accordingly.

1. In the case of remuneration based on an hourly wage, the basic salary is calculated on the basis of the average of the six months preceding the incapacity for work or based on the actual working time if it is less than six months.

1. If the employee receives a pension from the Federal Disability Insurance (IV), the salary will consequently be reduced or discontinued.

2. In the case of retroactive IV pension payments, the State of Valais may request the payment of these pensions if it has paid a salary during the period in question.

1. The insurance for retirement benefits begins on January 1st of the year following the 21st birthday.

2. The obligation to join exists if the annual salary exceeds the minimum salary according to Article 2 (BVG). The provisions of the basic regulations of PKWAL apply.

1. In the context of professional mobility, the employee has the opportunity, starting at the earliest from the beginning of the flexible retirement age, or 2 years earlier for personnel of correctional institutions and the cantonal police, to relinquish their position in favor of a lower-ranked position within the corresponding salary class, provided that a position is available and the position's requirements are met.

2. This measure concerns functions that are classified in salary classes 1A to 10.

3. The managerial positions of the cantonal police affected by this measure are mentioned in Article 28 of the Ordinance pertaining to the Law on the Cantonal Police.

4. The state assumes the payment of the regular contributions to the occupational pension plan (employer and employee contributions), resulting from the change in salary class and allowing the insured salary to be maintained at its previous level.

5. This assumption of contributions according to paragraph 4 applies for a duration of a maximum of 3 consecutive years and at most until the ordinary AHV age, starting at the earliest from the beginning of the flexible retirement age, or 2 years earlier for personnel of correctional institutions and the cantonal police. If the employee remains employed beyond these 3 years or beyond the ordinary AHV age, the measure no longer applies, and all conditions associated with the new position take effect.

6. This measure can be combined with the measures provided for in Article 26 of this Ordinance.

1. Personnel employed at the time this Regulation comes into force retains all acquired experience components.

2. The salary development after the entry into force of this Regulation is generally subject to the new provisions.

3. Recipients of a performance bonus prior to the entry into force of this Regulation remain subject to the old provisions regarding experience components and the performance bonus until they reach the maximum salary. For the evaluation procedure and calculation bases, the new provisions apply. However, the State Council has the option to apply a coefficient between 0.6 and 1.4 to these elements.

4. ...

5. For court clerks, the old provisions of Article 4bis of the Regulation on the remuneration of officials and employees of the State of Wallis dated 22 December 1982, concerning initial salary steps, apply mutatis mutandis.

6. Subject to the aforementioned transitional provisions, all provisions contrary to this Regulation are repealed, in particular

a) Regulation on the remuneration of officials and employees of the State of Wallis dated 22 December 1982; and

b) the implementing regulations regarding the performance bonus dated 26 June 1991.

1. The State Council may establish special provisions regarding the employee evaluation procedure for certain departments.

1. The present regulation shall be published in the Official Gazette.

2. It shall enter into force on January 1, 1998, with the exception of Articles 14 to 23 concerning the correction, the individual increase based on performance, the performance bonus, and the initial stages, which shall enter into force on January 1, 1999.