Personnel Act (PA) (PG)

17 1 This law applies to the personnel of the Canton17 and its non-independent institutions.

2 For teachers at secondary schools and vocational schools, this law applies unless specific provisions exist.

3 The members of the Government Council, the High Court, the Administrative Court, and the Social Security Court, as well as the Ombudsman, are not subject to this law. Provisions regarding occupational pension schemes remain reserved.

The Government Council may by ordinance subject members of

administrative and judicial authorities serving part-time, as well as

persons with other part-time duties, to this law.

B. Definitions

Employees are individuals who are permanently or temporarily employed by the Canton in a full or part-time capacity, including staff members elected by the people to a term of office in accordance with the Constitution or law.

1. **Appointing Authority**

The appointing authority is the body designated as competent for appointment in accordance with § 12, unless election by the people is provided for.

2. **Supervisory Authorities**

Supervisory authorities are the Government Council and the heads of its directorates, the State Secretary, the High Court, the Administrative Court, the Social Insurance Court, the Ombudsperson, the District Councils, and the District Courts, as well as other bodies responsible for appointments.15

177.10

C. Personnel Policy

Personnel Act (PA)

Principles and

Instruments of

Personnel Policy

1 The Government Council determines personnel policy according to the

following principles

a. it is guided by the performance mandate of the administration and the

judiciary, by the needs of the personnel17, by the goal of proximity to

citizens, as well as by the possibilities of the financial budget, and

strives for a social partnership relationship between the Canton17 and

the personnel,

b. it aims to recruit and retain suitable employees for the Canton17 who act

in a quality-oriented, responsible, and cooperative manner,

c. it utilizes and develops the potential of employees by deploying and

promoting them according to their aptitudes and abilities,

d. it exercises particular care in the selection of supervisors,

e. it supports and promotes the provision of training places,

f. it considers the fulfillment of family obligations,

g. it promotes flexible working models,

h. it realizes equal opportunities for women and men,

i. it promotes the employment and integration of persons with disabilities.

2 The Government Council creates instruments for the implementation of

personnel policy, particularly those for the management and development of

personnel, and ensures appropriate personnel and executive planning at all

levels.

D. Collective Bargaining Agreements

Principles

1 The Cantonal Government may, in areas for which it has final

regulatory authority, conclude collective employment agreements with staff

associations for all personnel or for individual staff groups.

2 The collective employment agreement becomes an integral part of the

individual employment relationships.

3 Collective employment agreements for judicial personnel shall be

concluded by the Cantonal Government together with the competent

highest cantonal court.

2

Personnel Act (PA)

177.10

E. Occupational Benefits16

**16 Principles**

1 The Canton insures its personnel as well as the members of the Government Council, the High Court, the Administrative Court, and the Social Security Court, and the Ombudsperson, against the economic consequences of old age, invalidity, and death with the BVK Personnel Pension Fund of the Canton of Zurich.

2 The Government Council may, for specific categories of personnel, regulate in an ordinance that they be insured with another pension institution.

16 The Canton finances

a. at least three-fifths of the savings and risk contributions as well as the

costs for a bridging allowance,

b. at least five-sevenths of any restructuring contributions,

c. the supplement to the savings capital upon dismissal due to old age.

Canton's

Contributions

II. Employment Relationship

A. Type of Employment, Staffing Plan

The employment relationship is public-law in nature.

Legal Nature

of the Employment

Relationship

1. **The Cantonal Council and the Supreme Cantonal Courts - Staffing Plans**

These specify the authorities responsible for determining staffing plans.

2. **Special legal provisions remain reserved.**

B. **Grounds**

Open positions must, as a rule, be advertised publicly.

Advertisement

19 1 When applying for employment, proof of professional training Applications

and previous employment must be submitted.

2 The appointing authority may establish further requirements and

collect additional personal data, insofar as this is necessary for assessing

suitability, performance, and conduct.

3 The Government Council shall regulate the details.

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177.10

Personnel Act (PA)

Requirements

for Employment

Commencement

of the Employment

Relationship

Duration

in General

Probationary Period

1 A prerequisite for employment is, in particular, the professional

and personal suitability of the applicant.

2 For the exercise of sovereign functions, Swiss citizenship is generally

required. The Government Council designates these functions.

1 The employment relationship is established by decree.

2 In special cases, it can be established by public-law contract. This

contract may deviate from this Act with regard to wages, working

hours, holidays, and the termination of the employment relationship.

3 The Government Council designates the appointing authority, unless

this results from the constitution or special legal provisions. It also

designates the cases in which a contract is permissible and regulates

the appointment procedure.

C. Duration

1 The employment relationship is generally established for an unlimited period with the possibility of termination.

2 Fixed-term employment relationships are generally permissible for a maximum of one year and are considered indefinite after their expiry. If the fixed-term employment relationship is further extended, it has the effects of an indefinite employment relationship. Special provisions regarding the duration of employment and notice periods for employment relationships with a training character or with duties limited in time for other reasons remain reserved.

3 All employment relationships subject to this law, regardless of the degree of employment, are taken into account for the calculation of years of service. Unpaid leave, insofar as it exceeds a total of six months, as well as extensions of employment relationships in accordance with § 26 para. 6, are not credited.

1 The first three months of the employment relationship are

generally considered a probationary period.

2 During the probationary period, the notice period for both parties

is seven days.

3 In the event of an effective reduction of the probationary period due to illness,

accident, or the fulfillment of a mandatory legal obligation

that was not voluntarily assumed, the probationary period will be extended accordingly.

4

Personnel Act (PG)

177.10

1 Regarding the establishment and duration of the employment relationship, the provisions concerning election for a fixed term of office remain reserved for

a. employees elected by the people in accordance with the constitution or law,

b. members of authorities subject to the law, holding part-time positions, as well as persons with other part-time duties.

2 Non-re-election is permissible only for a factually sufficient reason and must be justified, unless the people or the Cantonal Council are the electing body.

D. Termination

**17 Termination of Employment:**

a. Notice of termination,

b. Expiration of a fixed-term employment contract,

c. Extraordinary termination for just cause pursuant to § 22,

d. Termination by mutual agreement pursuant to § 23,

e. Dismissal due to invalidity pursuant to § 24,

f. Retirement due to age pursuant to § 24a,

g. Dismissal due to age pursuant to § 24b,

h. Reaching the age limit pursuant to § 24c,

i. Death,

j. Renunciation of re-election or non-re-election upon expiration of the

term of office, as well as dismissal upon own request for elected

employees.

Grounds for Termination

1 **Notice Periods for Termination of Employment**

Notice periods, after expiry of the probationary period, are

a. one month during the first year of service,

b. two months during the 2nd and 3rd year of service,

c. three months during the 4th to 9th year of service,

d. six months from the 10th year of service.

2 For members of senior management, the notice period from the 3rd year of service is six months. The Government Council designates the corresponding functions.

3 In individual cases, the shortening or extension of the notice period by mutual agreement remains reserved.

Notice Periods and Dates

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177.10 Personnel Act (PG)

4 The employment relationship can be terminated at the end of any month. The Government Council designates the employment relationships for which different termination dates apply.

1 The termination will be communicated in writing by the appointing authority. Within 30 days, the employee can request a statement of reasons; otherwise, the right to challenge the termination will be forfeited. The termination notice must refer to the right to a statement of reasons and the consequence of forfeiture.

2 Termination by the Canton must not be abusive according to the provisions of the Code of Obligations and requires an objectively sufficient reason.

3 If the termination proves to be abusive or objectively not justified, and the employee is not reinstated, the compensation will be determined according to the provisions of the Code of Obligations concerning abusive termination. The payment of a severance package under § 26 remains reserved.

2. Termination in

Connection

with Performance

or Conduct

3. Termination

at an Inopportune

Time

4. Protection

Against Termination

in Cases of

Discrimination

Based on Gender

Summary

Dissolution

for Important

Reasons

23 Before the appointing authority issues a termination due to

underperformance or unsatisfactory conduct, a written warning is issued. This is coupled with a period for improvement of no longer than three months. If it is established that the period will not achieve its purpose, it may be waived.

1. **Elements and Legal Consequences of Termination at an Inopportune Time**

are governed by the provisions of the Code of Obligations7. These provisions

do not apply to cases of extension of

the employment relationship according to § 26 para. 6.10

2. A continued notice period is extended until the end of the

next calendar month.

10 Protection Against Dismissal in Cases of Discrimination Based on Sex is Governed by the Gender Equality Act.

1. The employment relationship may be terminated by either party

at any time without notice for important reasons. The

termination shall be in writing and include a statement of reasons.

2. An important reason is any circumstance under which,

according to the principles of good faith, the continuation of the employment relationship

cannot reasonably be expected.

3. For employees elected by the public, the supervisory authority

is responsible.

Personnel Act (PA)

177.10

4. The conditions and legal consequences of immediate termination are governed

by the provisions of the Code of Obligations7. A severance payment according to

1. **Dissolution by mutual agreement**

The employment relationship can be dissolved by mutual agreement, deviating from the provisions of this Act.17

2. Severance pay up to the maximum amount according to § 26 can be granted.

17 1 Employees who are declared invalid by the competent pension fund are dismissed due to invalidity.

2 If, based on the degree of invalidity, there is an entitlement to a full pension from the pension fund, a complete dismissal due to invalidity occurs. Otherwise, a partial dismissal occurs in accordance with the degree of invalidity.

3 The pension benefits are governed by the regulations of the pension fund.

Dismissal

due to invalidity

16 1 Employees can declare their retirement from the age of 60.

The pension benefits associated with this will be governed by the regulations of the pension institution.

2 Retirement must be declared in compliance with the notice periods and termination dates.

16 1 Employees are dismissed due to age under the following conditions

a. The conditions according to § 18 para. 2 are met.

b. The probationary period has expired.

c. The employment relationship ends without consideration of any

potential extension of employment after reaching the age of 58 or,

in the event of an operational restructuring, after reaching the age

of 55.

d. The dismissal is not attributable to fault on the part of the employee.

e. No reasonable position can be offered or procured for the employee.

2 The periods and deadlines according to § 17 apply mutatis mutandis.

3 A dismissal due to age can only occur once. It is possible in two steps.

due to age

1.10.24-126

7

177.10

Personnel Act (PA)

4 The provident fund benefits associated with dismissal due to age are

governed by the regulations of the provident institution.

5 The termination of the employment relationship by mutual agreement,

as well as the non-re-election of persons elected by the electorate or

the Cantonal Council, are treated as dismissal due to age under the

conditions of para. 1 lit. b–e.

1. **Termination of Employment at Retirement Age**

The employment relationship ends at the end of the month in which employees reach the age of 65. For university professors, professors and teaching and research staff at universities of applied sciences, and teachers at secondary schools and vocational schools, the employment relationship ends at the end of the semester. For primary school teachers, it ends at the end of the school year.

2. In exceptional cases, a fixed-term re-employment may be agreed upon after reaching the age limit.

**1 Termination of Employment for Officials Elected for a Fixed Term**

The employment relationship of officials elected for a fixed term ends on the day their term of office expires.

**2 Early Release on Request**

Officials may also be released from their employment during their term of office, upon their request, with six months' notice to the end of a month, provided that no essential interests of the Canton17 are thereby prejudiced. The electoral or supervisory authority may grant the request for release with a shorter notice period.

**3 Applicability of Other Provisions**

Sections 22, 24, 24a, and 24b paragraph 3 also apply to officials elected for a fixed term.17

bleibt vorbehalten.

Should redundancies lead to terminations, the Government Council or the competent highest cantonal court, with the involvement of the staff associations, shall establish a social plan. This plan regulates the services provided by the canton17, which shall be based on § 26. It may also provide for additional or other types of services.

E. Transfer, Provisional Measures and Referral

1 The appointing or supervisory authority may transfer employees, transfer

if service requirements or economical personnel deployment necessitate it,

while maintaining the previous salary for the duration of the notice

period and within the scope of reasonableness.

2 A transfer is reasonable if:16

a. the new position adequately reflects the abilities and previous activities of

the employee and

b. a longer commute and a reduction in gross salary

are justifiable based on the personal circumstances of the employee.

1.10.24-126

9

177.10

Personnel Act (PG)

Provisional

Measures

Reference

Right to be heard

Protection against un-

justified attacks,

Reimbursement of costs

Appeal of personnel

decisions

1 Employees may be provisionally suspended from office at any time by the employing or supervisory authority if

a. there are sufficient indications of the existence of a serious cause for the termination of the employment relationship,

b. criminal proceedings have been initiated for a felony or misdemeanor, or

c. compelling public interests or an administrative investigation require it.

2 All superiors are competent to order urgent provisional measures. The order must be immediately submitted to the authority designated in para. 1 for approval, which also decides on the continued payment, reduction, or withdrawal of salary. A decision on subsequent or retroactive payment shall be made at the latest with the decision on the continuation of the employment relationship.

**1 In the event of breaches of duty at work, the employing or supervisory authority may issue a reprimand.**

**2 The reprimand is given verbally after clarification of the facts and hearing of those affected. It must be recorded in the minutes together with a statement from the person or persons affected.**

**3 In the event of a reprimand, a mandatory employee performance review must be conducted.**

**F. Legal Protection**

1. Employees must be heard before the issuance of any decision that is detrimental to them.

2. Prior hearing may be dispensed with if an immediate decision is necessary in the public interest. The hearing must be held as soon as possible thereafter.

1 The Canton protects its employees from unjustified attacks and claims.

2 The Government Council regulates the full or partial assumption of the costs for the legal protection of employees if they are prosecuted in court in connection with the exercise of their duties, or if recourse to legal action proves necessary to safeguard their rights against third parties.

To the extent that this law does not stipulate otherwise,

the appeal of personnel decisions by personnel shall be governed by the Administrative Procedure Law.

10

Personnel Act (PA)

G. Data Protection and Data Processing

177.10

**19 1 The Canton processes personal data to the extent necessary for the establishment, performance, and termination of an employment relationship.**

**2 Where possible, personal data shall be obtained from the data subject.**

**3 The personnel file shall contain all information relevant to the employment relationship.**

19 1 The Directorate responsible for Human Resources of the Council Central Human

of State (Directorate) operates a central human resources management Resources Management

and payroll administration system. and Payroll Administration System

2 Other institutions may participate in the human resources management and

payroll administration system. The Directorate shall conclude the

corresponding agreements with the participants.

3 The Council of State shall issue provisions concerning the human

resources management and payroll administration system. In particular, it shall regulate

a. its organization and operation,

b. access rights,

c. the categories of data stored,

d. data security measures.

19 1 The supreme cantonal courts and, in agreement with the Decentralised

Directorate, the Directorates of the Government Council may operate personnel-

decentralised personnel management systems.

2 The supreme cantonal courts and the Directorates shall issue provisions

regarding their personnel management systems. They shall regulate in particular

a. access rights,

b. the categories of data stored,

c. data security measures.

§§ 37 and 38.

III. Rights and Obligations of Employees

A. Rights

1 The Canton17 respects the personality of employees and protects it. It duly considers their health.

Personality Protection

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11

177.10

Personnel Act (PG)

Case

Management

1. Principle

2. Prerequisites

3. Participation

and Cooperation

4. Case Manager

Salary

2 It takes the necessary measures to protect the life, health, and personal integrity of its employees.

**18 1 The Canton may offer Case Management to employees with health impairments as part of its duty of care.**

**2 The goals of Case Management are a rapid return to their previous or a new workplace and the prevention of full or partial disability.**

18 A Case Management will be particularly considered when the employee

a. is expected to be fully or partially unable to work for an extended period, or

b. is expected to have reduced performance over a longer period due to illness or accident.

**18 1 Within the framework of the duty of loyalty, the affected employees are obligated to participate and cooperate in case management.**

**2 The unsubstantiated refusal to participate or cooperate may be taken into account when determining continued salary payments.**

**18 Case Management**

1. A professionally independent Case Manager is appointed for Case Management.

2. The Case Manager processes personal data of the affected employee to the extent necessary for carrying out the Case Management.

3. The Case Manager is subject to official secrecy.

4. The Case Manager does not disclose personal data from Case Management to the employer side, except when

a. the affected employee has expressly consented, or

b. it is necessary for workplace-related reintegration measures.

1 The Government Council regulates the remuneration of employees.

2 Positions are categorised into function groups according to their

requirements, to which salary scales are assigned. The salary

takes performance and experience into account.

3 The Government Council also determines the salaries, daily allowances, and

remunerations for persons subject to this Act according to § 2.

12

Personnel Act (PG)

177.10

4 Salaries and other remunerations may be altered at any time

by ordinance, observing the notice periods for personnel according to § 17.

1 The Government Council regulates the entitlement to cost-of-living allowances. These are integrated into the basic wage and insured.

2 Employees are entitled to family allowances. The Government Council regulates the details.13

**The Government Council regulates**

a. the reimbursement of official expenses,

b. the compensation for property damage suffered by employees in connection with the performance of their duties.

The Government Council regulates

a. the entitlement to holidays,

b. the entitlement of female employees to paid maternity leave,

c. the entitlement to continued salary payment in case of illness and accident, military and civil defence service, service in civilian command staffs, humanitarian missions, and civil service,

d. the granting of paid and unpaid leave, especially in connection with family obligations, parenthood, and further education.

The freedom of association for employees is guaranteed within the framework of constitutional law, particularly the right to form and join staff associations.

1 The freedom of establishment for employees is guaranteed.

2 If it is absolutely essential for the exercise of their official duties, the employing authority may oblige employees to take up residence in a specific place or area, or assign them an official residence.

1 Employees are entitled to regular assessment of their performance and conduct.

2 Employees may at any time request a certificate (Arbeitszeugnis) that provides information about the nature and duration of their employment relationship, as well as their performance and conduct.

Inflation

Allowances and

Family Allowances

Official

Expenses,

Property Damage

Holidays and

Leave, Maternity,

Illness and

Accident

Freedom of Association

Freedom of Establishment

Employee

Assessment,

Employment Reference

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13

177.10

Personnel Act (PA)

3 Upon special request by the employee, the certificate shall be limited to information about the nature and duration of the employment relationship.

**1 Before the issuance and amendment of personnel regulations, the affected personnel associations have the right to be consulted.**

**2 The Government Council recognizes personnel associations representing significant portions of the personnel as standing negotiation partners in personnel policy matters.**

1 The Government Council regulates the right to form staff committees and their position, including their participation rights. Staff committees shall generally exercise their right to information and consultation in general matters of personnel law through staff associations.

2 The Government Council further regulates the right to information and the special participation rights of staff in matters of occupational safety and health protection, as well as in cases of business closures.

3 Supervisors shall inform employees as early as possible, while respecting personal and operational interests, about facts and projects that are significant for their activities.

4 The staff of the courts and notariates have a right to codetermination in matters of judicial administration concerning them.9

5 The Government Council regulates the internal suggestion scheme.

Principle

Acceptance of

gifts

B. Duties

The employees must conduct themselves lawfully, respect the rights and

freedoms of the people, personally, carefully, conscientiously, and economically

execute the tasks assigned to them, and safeguard the interests of the Canton in good faith.

1 Employees may not accept or arrange to be promised gifts or other benefits, which are or could be connected with their official position, for themselves or for others.

2 Excluded are courtesy gifts of small value.

14

Personnel Act (PG)

177.10

1 Employees are obliged to maintain secrecy regarding official matters and official secrets, insofar as there is a predominant public or private interest in maintaining secrecy in accordance with § 23 of the Act on Information and Data Protection³ or if a special regulation so provides.12

2 This obligation remains in effect after the termination of the employment relationship.

**1 Working Hours**

The Government Council regulates working hours, their allocation, and rest days.

**2**

Employees may also be called upon outside of regular service hours and beyond the agreed working hours if service requires it and to the extent that it is reasonable.

**3**

The Government Council regulates the entitlement to compensation or remuneration for overtime, night, Sunday, and on-call duty.

**1 Ancillary Employment**

The exercise of ancillary employment is only permissible if it does not impair the performance of official duties and is compatible with the employee's official position.

**2 A permit is required if agreed working hours are utilized.** The highest cantonal courts may extend the permit requirement to additional circumstances. The permit may be linked with conditions for compensating utilized working hours and for remitting ancillary income.

### 1 Employees applying for public office

Employees wishing to apply for a public office must report this to their superior. Approval is required if agreed working hours are claimed. Offices with compulsory service remain reserved.

### 2 Public Offices

The approval can be linked to conditions for compensating claimed working hours and for the surrender of secondary income.

1 Employees may be required, in justified cases, to undergo a medical examination of trust.

2 Justified examinations include:16

a. to assess occupational disability,

b. for reasons related to service law.

3 The responsible pension institution or another body may be commissioned in writing to conduct a medical examination of trust for reasons related to service law.16

Medical Examination of Trust

1.10.24-126

15

177.10

IV. Administrative Investigation21

Personnel Act (PG)

Duty to Cooperate

Reporting Obligations of the Criminal Authorities

21 Employees involved in an administrative investigation are obligated to personally participate in clarifying the facts. The obligation to cooperate lapses if they would incriminate themselves under criminal law.

21 1 Law enforcement agencies share with authorities pursuant to

**Personalgesetz (PG)**

**177.10**

1 The Government Council enacts, pursuant to §§ 2, 11 para. 2, 12 para. 3, 17 para. 2, 26 para. 4, 40, 41, 47 para. 2 as well as 48 para. 1 and 2, staff ordinances for the administration and for the members of the cantonal police, as well as for the teaching staff at secondary schools, at higher technical colleges and at vocational schools. These ordinances require the approval of the Cantonal Council.14

2 The Government Council enacts further ordinances for the implementation of this Act.

3 The ordinances enacted by the Government Council also apply to the staff of the judiciary, insofar as the highest cantonal courts do not adopt supplementary or differing provisions for their staff in ordinances jointly enacted by them. The approval requirement is governed by para. 1. The Government Council and the highest cantonal courts shall consult each other before enacting their ordinances.

4 The Human Resources Office processes personnel policy matters for the Government Council and prepares personnel law enactments. It works towards the equal and uniform implementation of personnel law throughout the entire administration and supports the directorates in this.16

1. Transitional Provisions

For all employment relationships existing at the time this Act comes into force, the Personnel Act and its implementing decrees shall apply from that point onwards. Insofar as previous employment relationships do not align with the new personnel law, its provisions shall prevail. Paragraphs 2 to 4 remain reserved.

2. Civil servants elected for a fixed term at the time this Act comes into force shall be deemed to be permanently employed from that point onwards, provided that their election or re-election was made with a reservation concerning the abolition of the fixed term and this is not maintained.

3. For civil servants elected without reservation, the old law shall apply to the termination of the employment relationship until the expiry of their fixed term.

4. For employment relationships that have already been terminated but not yet dissolved at the time the Personnel Act comes into force, the previous law shall apply.

2 The entry into force of this Act is subject to the acceptance of the consti-

tutional provisions on the amendment of personnel law in the popular

vote. The Government Council shall determine the date².

previous law

Entry into force

1 OS 54, 752.

2 In force since July 1, 1999 (OS 55, 62).

3 LS 170.4.

4 LS 175.2.

5 LS 177.21.

6 SR 151.1.

7 SR 220.

8 For text, see OS 54, 765.

9 Version according to the Act on the Partial Revision of the Criminal Procedure Legislation of

January 27, 2003 (OS 59, 22; ABI 2001, 504). In force since January 1, 2005 (OS 59,

302).

10 Version according to the Act of September 26, 2005 (OS 60, 517; ABI 2005, 4). In force

since January 1, 2006.

1.10.24 - 126

17

177.10

Personnel Act (PG)

11 Version according to the Act on the Independence of the Insurance Fund for

State Personnel of February 10, 2003 (OS 58, 102; ABI 2002, 822). In force

since May 1, 2007 (OS 62, 152).

12 Version according to the Act on Information and Data Protection of February

12, 2007 (OS 62, 121; ABI 2005, 1283). In force since October 1, 2008 (OS 63,

317).

13 Version according to the Implementing Act to the Family Allowances Act of January 19, 2009 (OS 64, 142; ABI 2008,

1046). In force since July 1, 2009.

14 Version according to the Implementing Act to the Vocational Training Act of January 14, 2008 (OS 64, 195; ABI 2006, 1153).

In force since August 17, 2009 (OS 64, 389).

15 Version according to the Act on the Adaptation of the Cantonal Authority Organization

and Cantonal Procedural Law in Civil and Criminal Matters to the New Federal

Procedural Laws of May 10, 2010 (OS 65, 520, 572; ABI 2009, 1489).

In force since January 1, 2011.

16 Inserted by the Act on the Amendment of Personnel Law with regard to

the Independence of the Insurance Fund for State Personnel of

October 20, 2014 (OS 70, 83; ABI 2013-12-27). In force since May 1, 2015.

17 Version according to the Act on the Amendment of Personnel Law with regard to

the Independence of the Insurance Fund for State Personnel of

October 20, 2014 (OS 70, 83; ABI 2013-12-27). In force since May 1, 2015.

18 Inserted by the Act of October 20, 2014 (OS 70, 89; ABI 2014-02-14). In

force since May 1, 2015.

19 Version according to the Act of October 20, 2014 (OS 70, 89; ABI 2014-02-14). In

force since May 1, 2015.

20 Repealed by the Act of October 20, 2014 (OS 70, 89; ABI 2014-02-14). In

force since May 1, 2015.

21 Inserted by the Act on Administrative Investigations of February 22, 2021

(OS 76, 447; ABI 2018-07-20). In force since January 1, 2022.

22 Version according to the Act on Administrative Investigations of February 22, 2021

(OS 76, 447; ABI 2018-07-20). In force since January 1, 2022.

23 Version according to the Act of December 14, 2020 (OS 77, 393; ABI 2020-07-10). In

force since October 1, 2022.

24 Version according to the Act on Family Allowances of November 13, 2023 (OS 79, 227; ABI 2021-09-24).

In force since August 1, 2024.

18