Executive Ordinance to the Personnel Act (VVO) (VVO)

1. Scope of Application, Terms

The Ordinance also applies to apprenticeships in the Canton42 in accordance with federal legislation on vocational education and training, as well as to apprenticeships in healthcare professions.

2. The following terms are defined

a. as Office: offices, departments, and operations directly subordinate to a directorate of the Government Council or the State Chancellery,

b.36 as Courts: the courts affiliated with the High Court, the District Courts, the Building Appeals Court, and the Tax Appeals Court,

c. as Operational Staff: employees in the medical-technical, craft, agricultural and forestry, economic, supervisory, and domestic service sectors.

1 The Directorates and the highest cantonal courts or bodies –

with their authorization, the offices, courts and notaries – issue

job descriptions for the positions within their area. These serve

to describe the tasks, competencies, and responsibilities

of the positions and form the basis for classification as well as for

employee appraisal.

2 Job descriptions are reviewed regularly and whenever there is a

change in the scope of tasks. The Human Resources Office issues guidelines

on the content and format of job descriptions.

3 The High Court and the Administrative Court issue corresponding

guidelines for their respective areas.36

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177.111

II. Employment Relationship

A. Staffing Plan

Administration

a. Principle,

Content

b. Determination

c. Total

Points for

Positions, Further

Requirements

d. Processing

of Staffing Plans

Ordinance on the Personnel Act (VVO)

1 The staffing plan is generally set per department. It contains

a. the number of positions and their percentage scope,

b. the assignment of each position to a reference position and salary class according to the classification plan.

2 The staffing plan may contain further information, in particular job titles that specify the reference position.

3 Staffing plans are regularly reviewed.

1 The Directorates are responsible for establishing the staff rosters, unless the Government Council reserves this right for itself.

2 The Directorates may authorize their offices to establish the staff roster, in whole or in part, independently, or to move, convert, or change the organizational structure of positions within the same.

1 The Government Council or the Directorate may prescribe an overall point score for positions, which may not be exceeded on average over a year without their approval. The overall point score may also be set for individual areas only.

2 The overall point score corresponds to the sum of the points per position. The point score per full-time position corresponds to its classification grade, or in the case of a grade range, to its highest salary grade.

3 The transfer of positions between offices of the same Directorate requires its consent. Directorates may create new positions, provided that this does not result in additional financial expenditure. If the creation of new positions results in an additional financial burden, the approval of the Government Council is required.

4 The Government Council or the Directorate may set further specifications and requirements for staffing plans.

1 The directorates ensure, in relation to the Finance Directorate, an

overview of the staff establishments and their utilization.

2 The directorates process the staff establishments using the central

personnel management and payroll administration system or using

decentralized personnel management systems. They may delegate this task

to their offices.42

3 The Human Resources Office issues directives on the design and

processing of staff establishments.

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Implementing Ordinance to the Personnel Act (VVO)

177.111

1. Positions up to Salary Class 23 are classified by the authority responsible for establishing the staffing plan.

Authority for classification

2. The classification must be justified in accordance with §§ 8–10 of the Personnel Ordinance³ and documented with the necessary records for its review, particularly the job description. The Human Resources Office advises and supports the responsible authorities.

Procedure

3. Classifications from Salary Class 17 and those not clearly determined by the classification plan and standard position descriptions, as well as class ranges and cases of doubt, must be submitted to the Human Resources Office in advance for review.

1. The Directorate regulates the supervision of staffing plans. It regularly reports to the Finance Directorate, for the attention of the Government Council, on staffing plans and their utilization.

2. The Human Resources Office evaluates the reports for the attention of the Government Council. It monitors the classification system and development of personnel numbers through evaluations of the central human resources information system and regular review of staffing plans in cooperation with the Directorates.

3. The Human Resources Office controls the specifications and changes determined or approved by the Government Council, as well as the transfer of positions between Directorates.

The Government Council establishes a social positions plan to facilitate the continued employment or re-integration of employees into social positions and to promote the employment and integration of persons with disabilities.

The highest cantonal courts regulate the competencies for the establishment, amendment, and processing of the establishment plans, for the classification of positions, as well as the supervision of the establishment plans of the judiciary.

B. Justification and Duration

42 1 The competent authority for the public advertisement is the Public

appointing authority or the body designated by it.

2 The advertisement shall be published in female and male or

in gender-neutral form. It shall, where applicable, include information on

the suitability of the position for part-time employment and for professional

re-entry into the workforce.

Advertisement

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177.111 Ordinance on the Enforcement of the Personnel Act (VVO)

3 The public advertisement may, in particular, be omitted

a. if the position is filled by promotion or transfer within the

administration or the judiciary, or by way of appointment,

b. in areas where public advertisement would entail disproportionate effort

due to the empirically high fluctuation or the lack of a job market.

41 1 Application documents may be requested physically or via cantonal recruitment platforms.

2 References, character reports, security clearances, and other suitability assessments will only be obtained or carried out with the consent of the applicants.

3 After completion of the application procedure, the application documents will be returned or destroyed. If an employment takes place, the application documents will be transferred to the personnel file. If no employment takes place, the documents may be retained longer with the consent of the person concerned.

Hiring Authority

20 1 The directorates are responsible for

a. the hiring and determination of salary,

b. the amendment of the employment level,

c. the transfer,

d. the granting of allowances in accordance with §§ 25, 26 para. 1 and 3 and 27

Personnel Ordinance³,

e.32 individual salary increases and demotions,

f. the dismissal from employment.

2 The Government Council is responsible for the hiring and dismissal,

the determination of salary, and the transfer of employees from

salary class 24 onwards, who are directly subordinate to a member of the Government Council or the State

Chancellor. The Directorate is responsible for amendments to the employment level, individual

salary increases, demotions, and the granting of allowances.

For the State Chancellor, the powers of the Directorate fall to the President of the Government Council.32

3 The Department of Health is responsible for the hiring and dismissal, the determination of salary, and the transfer of chief physicians.

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Implementing Ordinance to the Personnel Act (VVO)

177.111

4 The directorates may delegate their responsibilities in accordance with paras. 1 and 3, either wholly or in part, to their offices and operations.

5 For the granting of allowances in accordance with §§ 26 para. 1 and 27 Personnel

Ordinance³, the agreement of the Human Resources Office is required.

1 The Department of Finance and the highest cantonal courts shall

regulate the details of the employment decree according to consistent Employment,

principles.

2 The employment relationship begins on the day of entry in accordance

with the employment decree.

Commencement

of the Employment

Relationship

1 For the calculation of years of service, a **fictitious Fictitious**

**date of entry** is set for all employees, regardless of the number of employments. **date of entry**

This corresponds to the start date of the first activity to be considered for the calculation of years of service.

2 The fictitious date of entry will be adjusted upon re-entry into the

service of the Canton42, as well as in the case of single or multiple

unpaid leaves exceeding a total duration of six months

or 132 working days, whereby only the period exceeding this duration is to be taken into account.

3 The fictitious date of entry is determined and adjusted by the appointing authority. For employees with multiple

simultaneous employment relationships, the authority where the first

employment commenced is responsible.

C. Termination

1 The duration of the notice period is determined by the service year running at the time of giving notice.

2 The authority responsible for termination may, in justified cases, release employees from their duties during the notice period without affecting the continuation of salary payments. The offsetting of any earnings obtained elsewhere remains reserved.

a.

3 The release from duties must be ordered or agreed upon in writing.

**42 Objective Justification for Termination by the Canton**

1. An objective justification exists in particular if

a. deficient performance or unsatisfactory conduct is present,

b. the position is abolished for organizational or economic reasons and another reasonable position cannot be offered or is declined,

c. the employee is repeatedly or permanently prevented from fulfilling their duties for a long time due to health reasons. The continuation of salary payments according to § 99 Abs. 2 and 3 and § 108 Abs. 1 may fundamentally not be shortened by the termination.

2. An objective justification does not exist, in particular, if the termination occurs exclusively as a consequence of a new appointment to the employment or supervisory authority.

25 1 For restructurings and job reductions according to § 16

para. 1 lit. b, §§ 16b–17 apply.

2 For involuntary dismissals in individual cases, §§ 16b and 16e–17 apply.

3 If an institution receives state contributions, the costs for a social plan,

issued in accordance with the present regulations, are considered ordinary personnel costs.

25 1 If the Canton decides on a restructuring or a reduction of

staff, it shall examine all measures to avoid terminations, in particular

the placement in new positions, transfers, reductions in working hours,

or special working time models.

2 Employees affected by a restructuring or a reduction of staff

shall have priority in the filling of other cantonal positions, provided

they are at least equally qualified as external applicants. The Directorates

and the highest cantonal courts shall provide information about vacant

positions.

**25 1 Where the Canton decides on a restructuring or a staff reduction, it shall inform the affected employees thereof and of the planned measures in their favour at an early stage.**

**2 If it intends to carry out dismissals, it shall generally inform the affected employees simultaneously and refer them to the counselling services under § 16e para. 1. If the employees make use of these services, the Canton shall generally observe a period of nine months between the notification of dismissal and the end of employment, provided that service requirements permit.**

**3 If a social plan is required, it shall generally inform the social partners simultaneously.**

25 1 If a restructuring or a staff reduction affecting at least five employees leads to termination or continued employment under worse conditions, the Directorate or the highest cantonal court shall develop a social plan. Employee associations shall be consulted. The Human Resources Office shall provide support.

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Implementing Ordinance to the Personnel Act (VVO)

177.111

2 If the Canton intends to carry out a mass redundancy within the meaning of

25 1 The Canton provides advisory services and accompanying

support offers to help employees affected by restructuring or job cuts find a new position as quickly as possible.

2 For more extensive support measures such as training or further education, assistance for foreign-speaking employees, or psychological counseling, the Canton may provide contributions up to a maximum of four monthly salaries.

3 To the extent that the costs for measures under paragraph 2 exceed CHF 5,000, half of them shall be deducted from the severance payment. In cases of hardship, this rule may be deviated from.

25 If employees face hardship due to dismissal, which is not sufficiently mitigated by the benefits in accordance with the other provisions of this Ordinance, the Directorate may, in agreement with the Human Resources Office, make special arrangements for such cases.

58 1 Severance pay under Article 26 of the Personnel Act and Article 7,

7 g. Amount of

of the Personnel Ordinance³ is calculated in monthly salaries. A monthly

Severance Pay

salary is defined as one-twelfth of the last paid gross annual salary,

plus permanent allowances with salary character.

2 Severance pay is determined within the following framework

Years of Service

Age

35-50

1-6

2-7

3-8

5-14

15-24

25 and over

51 and over

2-7

3-8

4-9

3 Within this framework, personal circumstances, labour market

opportunities, and the circumstances of job loss are taken into account.

20 1 Severance pay is determined by

a. the Cantonal Government for personnel employed by it,

b. the highest cantonal courts for court personnel,

c. the superior directorate in consultation with the Human Resources Office

for all other personnel.

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h. Procedure;

Reduction26

177.111 Implementing Ordinance to the Personnel Act (VVO)

2 Severance pay is disbursed as a one-time payment upon termination

of the employment relationship. Instead of a one-time payment, an extension of the

employment relationship may be agreed upon before its termination.58

3 If an employee is offered or brokered a reasonable new employment

by their previous employer, the severance pay will be reduced by the

earned income acquired during the severance period, regardless of the

previous and new level of employment.

4 If no new employment or no reasonable new employment is offered

or brokered, the severance pay will be reduced by half of the earned income

acquired during the severance period.58

5 If the employee fails to inform the competent authority, the latter

shall inquire about the earned income after the expiration of the severance period

and order the repayment.

Termination

in connection

with performance

or conduct

Dismissal

due to disability

Retirement

58 1 The setting of a deadline for improvement in accordance with § 19

of the Personnel Act can be omitted, in particular, if it is established

that the person concerned will, during the deadline,

a. not be able to sufficiently improve their performance or conduct, even with reasonable support measures,

or

b. not be willing to change their performance or conduct.

2 If the performance or conduct again becomes deficient or unsatisfactory within one year since

the expiry of the deadline for improvement, termination can occur without setting a new deadline for improvement.

42 1 Dismissal due to disability typically occurs at the end of the third month following the declaration of invalidity. If the declaration of invalidity was preceded by a suspension of service exceeding three months, the termination occurs at the end of the month following the declaration of invalidity. The termination must be ordered with at least one full month's notice.

2 The duration of continued salary payment according to § 99 paras. 2 and 3 as well as

41 Employees may retire in a maximum of two stages if service conditions permit.

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Implementing Ordinance to the Personnel Act (VVO)

D. Legal Protection

177.111

1 If employees are prosecuted in connection with their official activities or if legal action proves necessary to safeguard their rights against third parties, the Canton42 shall bear at least the costs of legal protection at first instance. The affected person shall inform the Directorate as soon as possible. Excluded are disputes concerning minor infractions that have no detrimental official consequences for employees.

2 In disputes where the Canton42 is the opposing party, it shall pay reasonable compensation for the costs incurred by the employees if no culpable breach of duty is proven against them.

3 If the proceedings reveal that the employee has intentionally or grossly negligently breached their official duties, they may be obliged to reimburse the costs.

4 These provisions are also applicable after the termination of the employment relationship.

E. Data Protection and Data Processing 42

**42 1 A personnel file shall be kept for all employees. Personnel File**

This may be kept electronically.

**a. Maintenance and**

2 The directorates or the offices authorized to do so and the competent **Competence**

highest cantonal court shall designate the bodies responsible for maintaining the personnel files

and regulate access. No one may maintain

their own personnel file.

**and Content**

42 1 The personnel file may be divided into a main file and secondary b. Structure

files. Secondary files may be created, in particular, for salary,

insurance, medical certificates and reports, as well as for specific

events. Secondary files may also be created for data concerning

multiple persons.

2 The personnel file contains, in particular

a. Personal data and information on personal circumstances,

b. Data from the application procedure,

c. Decisions and related documents,

d. Documents regarding salary and insurance,

e. Employee appraisals,

f. Documents concerning secondary employment and public offices,

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177.111

Implementing Ordinance to the Personnel Act (VVO)

g. Documents regarding holidays, leave, and other suspensions of duty,

h. Documents regarding education, training, and career planning,

i. Medical certificates, reports, and documents necessary for the

employment relationship regarding case management,

j. Documents concerning special events and procedures.

3 Outside the personnel file, only personnel documents intended

exclusively for personal use, as a personal work aid, or as a

memory aid may be processed. These personnel documents may not

be disclosed to other entities. They shall be destroyed when

a. They are transferred to the personnel file,

b. They have fulfilled their purpose or lost their currency,

c. The employee changes positions,

d. Two years have passed since their creation.

c. Retention

d. Review

and

Separation

e. Archiving

and

Obligation

to Offer

f. Internal

Transfer

42 The personnel file is protected against access, inspection, and alteration by unauthorized persons through organizational and technical measures.

42 1 Personnel files are periodically reviewed during employment. Personal data that is not necessary either for the task of the relevant service unit or for the establishment, execution, or termination of the employment relationship, or for the creation of an employment reference, will be segregated with a view to later archiving.

2 Upon termination of the employment relationship, all documents will be segregated from the personnel file that are no longer necessary due to statutory retention obligations, for providing reference information, or in connection with claims arising from the employment relationship.

42 1 Separated documents are kept under lock and key during the

employment relationship.

2 Personnel files and separated documents are kept under lock and key for ten years after the termination of the employment relationship, calculated from the end of the year of departure.

3 Both personnel files and separated documents are offered to the State Archives in accordance with § 8 of the Archives Act of September 24, 1995. Documents not taken over by the State Archives are destroyed.

42 1 When changing jobs to another administrative unit, the personnel file will not be transferred.

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Implementing Ordinance to the Personnel Act (VVO)

177.111

2 Information necessary for the new administrative unit will be forwarded.

**42 1 The competent human resources department shall grant employees the right to inspect their personnel file upon request.**

**2 The right of inspection may be restricted if overriding public or private interests so require.**

**and salary-**

42 1 The central personnel management and payroll administration system serves for payroll processing, the uniform application of personnel law, personnel controlling, personnel management, the creation of personnel and payroll statistics and the annual report, as well as communication with social insurance institutions and the provident fund.

2 The personnel management and payroll administration system may process, in particular, the following personal data

a. Name, address, telephone number, date of birth and marital status,

b. Nationality, place of origin (Bürgerort) and residence status of foreign nationals,

c. Date of birth of the spouse or registered partner,

d. Necessary data for communication with social insurance providers and for the collection of withholding tax,

e. Indication of other employment relationships,

f. For the receipt of family allowances: Name, date of birth, and legal representative of the child for whom the family allowance is paid,

g. Job description,

h. Staffing plan,

i. Education and professional career,

j. Personnel development and promotion, in particular initial and further training,

k. Absences and leave,

l. Benefits received by employees, such as service clothing or keys,

m. Authorizations, particularly for secondary employment and public offices,

n. Employee performance appraisal,

o. Other information necessary for personnel controlling.

3 Additionally, data concerning the employment relationship and the position are processed, insofar as this is necessary for the purpose defined in paragraph 1, in particular data on commencement and duration of employment, classification and salary, employment level, allowances, and payment modalities.

4 The directorates and the highest cantonal courts, as well as the offices, courts, and notaries, shall only have access to the personal data of their own staff. The directorates and the highest cantonal courts shall regulate access rights in detail.

5 The personnel management and payroll administration system shall be protected against access, inspection, and alteration by unauthorized persons. Changes shall be logged.

6 The Human Resources Office shall define the requirements for the interfaces to the central personnel management and payroll administration system.

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177.111 Implementing Ordinance to the Personnel Act (VVO)

Central Personnel Management and Payroll Administration System

Decentralized Personnel Management Systems

Reporting Obligations of Employees

Use of Technical Facilities

**42 1** The Government Council shall determine the requirements for decentralized human resources management systems.

**2** The following data may be processed in decentralized human resources management systems

a. data from the human resources management and payroll administration system,

b. other data necessary for personnel management, in particular for time and performance recording.

42 1 Employees must report changes to the data in accordance with

1 When using technical facilities, particularly telephone systems and IT systems, the data necessary for official use may be recorded.42

2 Data concerning the private use of these facilities may only be collected for billing purposes.

3 Recording or evaluation of data for monitoring and control of employees is to be prevented by organizational and technical measures.

4 In case of well-founded suspicion of abusive private use, controls may be carried out.

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Implementing Ordinance to the Personnel Act (VVO)

III. Salary

A. General Provisions

177.111

1 The functions are divided into the following areas

1: Administrative functions,

2: Technical and manual functions,

3: Functions of the judiciary (excluding administration of justice) and the police,

4: Medical, educational and social functions, as well as research functions,

5: Agricultural, forestry and domestic functions, and functions of the domestic service,

6: Functions of the administration of justice.

2 The Human Resources Office assigns the functions to the function areas.

3 The Government Council describes the guideline positions for function areas 1 to 5; the highest cantonal courts jointly describe those for function area 6.

Function areas,

Descriptions of guideline positions

1 The authority responsible for approving the staffing plan (Class Framework) may exceptionally determine a framework of a maximum of three classification grades across a maximum of two different standard positions for a specific position within the staffing plan. This applies particularly

a. to training relationships,

b. to positions with rapidly changing work values, particularly staff positions, to avoid frequent amendments to the staffing plan,

c. to areas with historically high staff turnover in grades 1 to 8.

2 In the cases according to paragraph 1, the authority responsible for approving staffing plans, pursuant to § 10 of the Personnel Ordinance³, determines the respective classification grade. Any re-determination thereof requires a corresponding change in the work value.

Part-time employees whose function is listed in the classification plan will be remunerated according to their degree of employment. This applies mutatis mutandis to holders of various part-time functions.

Where this Ordinance refers to salary grades, the personal salary grade of the employees is decisive, unless otherwise specified.

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177.111 Enforcement Ordinance to the Personnel Act (VVO)

Initial Salary

Dates for

Individual

Salary Increases,

Reductions

and Allowances 32

Supplementary

Provisions

1 Initial classifications into a performance class must be justified and approved by the superior directorate or the competent highest cantonal court.32

2 The Government Council and the highest cantonal courts can issue guidelines for determining the initial salary based on consistent principles.

40 1 Ordinary date for individual salary increases

is April 1.

2 Individual salary increases as recognition for acquiring

a special professional certificate or completing a professional

advanced training, in which there is a high service interest, may

exceptionally also be granted outside the ordinary date at the beginning

of a month.

3 Downgrades within the meaning of the Personnel Ordinance³ are permissible

at any time, taking into account the notice period.20

4 Allowances for special services, functional allowances, one-off

allowances and incentives according to the Personnel Ordinance³ are not

tied to the date for individual salary increases.

32 1 The Government Council decides with the budget the percentage share of the salary sum for Individual Salary Increases and one-time allowances.

2 For Individual Salary Increases into the first or second performance class, the new salary is set at two to five salary levels of the new class above the amount of the previous salary.

3 The procedure for determining the new salary according to para. 2 also applies when a position is reclassified.

Internal Catering, Official and Rental Housing

Salary Payment

a. Timing, Advances

1. The Government Council regulates salary deductions for internal catering.

2. Deductions for service accommodation and rents for staff rental accommodation are determined by the directorates based on guidelines from the Department of Finance.

3. Upon termination of the employment relationship, employees must vacate the service accommodation; the supervising directorate assists in the search for suitable replacement accommodation. Reasonable transitional solutions in cases of invalidity, death, or other special circumstances remain reserved.

1 Monthly salaries are generally paid on the 25th day of the calendar

month.

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Enforcement Ordinance to the Personnel Act (VVO)

177.111

2 Advances may only be paid for the current month and in the event of an

emergency of the employee. The advance must be approved in writing by the office, court or notary.

1. **Upon Commencement or Termination or upon Change of Employment Relationship: b. Time of Entry and Exit**

In the course of a month, the wage shall be calculated according to the days entitling to remuneration, including Sundays.

2. Upon commencement at the beginning of a week, the wage shall be paid from the first Monday; upon termination at the end of a week, it shall be paid up to and including the last Sunday.

3. Upon commencement on the first working day of a month, the wage shall be paid from the first calendar day of that month; upon termination on the last working day of a month, it shall be paid up to the last calendar day of that month.

20 Where special service uniforms are necessary, service uniforms shall be provided free of charge. The directorates, the highest military cantonal courts, or the offices authorized by them shall regulate their type, allocation, and period of use.

Uniform

The Directorate of Finance determines the compensation for rooms provided by employees for official use, within the framework of customary local rents.

B. Recognition of Special Achievements, Long-Service Award

Rooms Provided by Employees

32

1 A one-time bonus in accordance with Section 26 para. 3 of the Personnel Ordinance³ may be awarded as a distinction to individual persons or groups. It amounts to at least CHF 500 and at most CHF 8000 per person and year.

2 Prerequisites for awarding a one-time bonus are qualitative or quantitative achievements which exceed the expectations according to the corresponding job description, such as a very good performance in an area or sub-area of responsibility, a particularly successful problem solution or completion of an assignment, a particularly successful project work or teamwork, or a commitment that leads to an improvement in cooperation or the working atmosphere. An employee appraisal is not required.

3 Instead of a one-time bonus in accordance with Section 26 para. 3 of the Personnel Ordinance³, paid leave of up to ten days may be granted or a non-cash gift up to a value of CHF 500 may be awarded. Leave shall be granted if the employee so wishes and the operation permits it.

4 Up to 0.4% of the total payroll may be budgeted for one-time bonuses. If the Government Council does not budget a percentage share for one-time bonuses, the share for individual salary increases may also be used for one-time bonuses.40

One-Time Bonuses and Other Incentives

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177.111 Implementing Ordinance to the Personnel Act (VVO)

1 The long-service award is calculated based on the basic salary plus cost-of-living allowance and permanent allowances with salary character, but without family allowance30.

2 The long-service award corresponds to one-eighteenth, for 25 years of service one-twelfth, and for 40 years of service one-ninth of the annual basic salary.17

1. If there are different degrees of employment, the amount of the long-service award is determined by the average degree of employment over the last ten or five years, respectively.

2. In special cases, the long-service award shall be determined by the Directorate or the authorized office, in consultation with the Human Resources Office and the competent supreme cantonal court.

3. Full-time employees who are also employed part-time in another function shall receive the long-service award only for their full-time employment.

4. If there are multiple part-time employments, the long-service award shall be apportioned proportionally among the employments.

1 The partial amount of the next service longevity bonus to be paid upon completion of 21 years of service is

a. 80%, if one service year or less is outstanding until maturity,

b. 60%, if more than one but at most two,

c. 45%, if more than two but at most three,

d. 30%, if more than three but at most four service years are outstanding.

2 18

1...18

2 Leave can be divided into segments, or taken daily, or in any other

suitable form. It can be taken up to two years after it becomes due.

The office, court, or notary's office can grant a deferment of up to one

additional year.

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Enforcement Ordinance to the Personnel Act (VVO)

177.111

3 Service time during leave is credited, and insurance coverage remains

maintained.

1 The payment or partial payment of the long-service gift will be made in the

month of its due date.

2 As a rule, the employee must declare whether payment is desired no later

than three months before the due date.

C. 13th Month's Salary

The 13th monthly salary will be paid out each December. Payment

1 The 13th monthly salary is paid based on

a. pro rata annual salaries according to §§ 30–32 of the Personnel Ordinance³,

b. permanent, recurring allowances with salary character according to

§§ 25, 26 paras. 1 and 2, and 27 of the Personnel Ordinance³.

2 Allowances according to para. 1 lit. b are divided into 12 equal amounts.

No entitlement to the 13th monthly salary exists for

a. Daily allowances and further remunerations in accordance with §§ 33–41 Personnel Ordinance³,

b. Reimbursement of cash outlays,

c. Remunerations for night, Sunday, and shift duty,

d. Family allowances.

Special

Application

Cases

Exceptions

from Entitlement

Special cases will be handled for the personnel of the administration of special cases

by the superior Directorate of the Government Council in agreement with

the Human Resources Office, for judicial personnel by the competent

supreme cantonal court or its administrative commission.

D. Commissions and Subsidiary Posts15

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**177.111 Executive Ordinance to the Personnel Act (VVO)**

**1** Daily allowances in accordance with §§ 34, 38 and 39 of the Personnel Ordinance³ amount to 1/260 of the annual salary according to salary level 1 of the respective classification group for a full-day engagement.36

**Daily Allowances, Sitting Fees, Expenses**

**2** Unless otherwise provided by law or ordinance, the commissions of the Government Council and its directorates as well as the supreme cantonal courts shall be paid a sitting fee in accordance with the rates for the commissions of the Cantonal Council. This includes ordinary meeting preparation.

**3** Special assignments on behalf of the commission shall be remunerated at CHF 70 per hour. The commission may, in agreement with the directorate or the supreme cantonal courts, set flat-rate hours per task and increase the hourly rate to a maximum of double for the processing of particularly demanding tasks.

**4** The directorate and the Administrative Court may provide for flat-rate annual remuneration up to a maximum of CHF 12,000 for assuming special functions such as presidency or secretariat.

**5** The commissions are entitled to reimbursement of travel expenses from their place of residence to the meeting location.

**Special Cases of Application**

**6** If the anticipated or actual remuneration for commission activities amounts to at least 20% of the annual salary according to salary class 18, salary level 9, the following provisions of personnel law apply mutatis mutandis: §§ 43 and 44 of the Personnel Ordinance³ as well as §§ 58–77, 84–91 and 96–115 of this Ordinance.42

**Periodic Adjustment, Special Agreement,**

**IV. Cost-of-Living Allowance and Family Allowances 30 A. Cost-of-Living Allowance**

The cost-of-living allowance is granted on

a. Annual salaries or parts thereof in accordance with §§ 30, 31, and 32 of the Staff Ordinance³,

b. permanent, recurring allowances with salary character in accordance with §§ 25, 26 paras. 1 and 2, and 27 of the Staff Ordinance³,

c. daily allowances and remunerations in accordance with §§ 34 to 39 of the Staff Ordinance³.

1 The Government Council periodically adjusts for inflation

a. the remunerations for activities in commissions and auxiliary

offices,

b. the reimbursement of out-of-pocket expenses,

c. remunerations for night, Sunday, shift, and on-call duties.

2 Furthermore, employment relationships in which the salary or

compensation is regulated by special agreement remain reserved.

Implementation Ordinance to the Personnel Act (VVO)

177.111

3 In cases of doubt regarding the entitlement or calculation of the

cost-of-living allowance, the Department of Finance decides for

administrative personnel, and the highest cantonal courts decide for

judicial personnel.

B. Family Allowances 30

Accident

**30. The allowance will be paid even in cases of suspension of service due to illness or accident, if the annual earned income falls below the minimum amount according to the applicable federal law and cantonal implementing law due to wage reduction or the crediting of daily allowances.**

**Right to claim in case of illness and accident.**

**§§ 59-62.31**

1 The allowance is determined by the payroll office responsible for calculating wages.

2 Doubts concerning the entitlement to the allowance, its calculation, or its payment shall be decided in agreement with the Human Resources Office.30

3.31

4.31

Doubts

V. Reimbursement of Official Expenses, Property Damage

1. **Expenses** are defined as disbursements incurred by employees primarily in the exercise of their duties at the office or on business trips.

2. Employees are obliged to keep their expenses as low as possible. They shall bear the cost of any expenses not necessary for the performance of their official duties.

1 As a general rule, incurred expenses are settled and reimbursed according to the expense reimbursement event and against receipt.

2 The Directorates, the highest cantonal courts, or the offices authorised by them, may set flat rates for employees or professional groups with regularly incurred expenses. These must be reviewed in the event of significant changes in circumstances, and at least every four years.

1 **Travel Costs**

1. In the area of the Zurich Transport Network (ZVV), second-class tickets can be charged; outside the network area, first-class tickets can be charged.

1. **Public Transport**

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19

177.111 Implementing Ordinance to the Personnel Act (VVO)

2. Anyone who regularly uses public transport for official duties will have the cost of a Half-Fare travelcard reimbursed. In these cases, tickets are compensated at half fare; in other cases, at full fare.

3. The Directorate or the supreme cantonal court may, in the interest of official duties, approve contributions to other travelcards or provide such travelcards.

1. **Aircraft**

1 When using aircraft, the costs of the Economy Class are generally reimbursed. Reimbursement for Business Class is permissible in exceptional cases.

2 The most cost-effective flight connections must be chosen, taking into account discount agreements with airlines.

3 The Department of Finance will provide information on discount agreements and issue guidelines on booking air travel.

c. Private Vehicles

1 As a general rule, public transportation must be used for official trips.

2 Costs for the use of a private vehicle will only be reimbursed if its use results in a significant saving of time or costs, or if the use of public transportation is unreasonable or unavailable.

3 The mileage allowance for the use of a private vehicle is

Car: 70 Rp.

Motorcycle with engine capacity over 50 cm³: 40 Rp.

Moped and Bicycle: 30 Rp.

4 The mileage allowance is calculated based on the shortest or fastest route from the place of residence via the duty station or directly to the external workplaces, and from there via the duty station or directly back. If the private vehicle is used daily for commuting, only the kilometers traveled in addition to the normal commute will be reimbursed.

5 In special cases, the Directorate, the competent supreme cantonal court, or the authorized office, court, or notary's office may set a lump-sum mileage allowance.

6 Damage to private vehicles used for official trips and the loss of bonus in liability insurance will be covered in accordance with the provisions of the insurance policy concluded by the Department of Finance. The employer bears the deductible of this insurance insofar as it exceeds CHF 300.

Implementing Ordinance to the Personnel Act (VVO)

177.111

1 There is no general entitlement to compensation for external catering.

2 For expenses for catering in connection with official activities, the actual costs exceeding CHF 15, but no more than CHF 30, will be reimbursed.

3 The Government Council and the highest cantonal courts shall regulate the provision of contributions towards lunch, particularly towards lunch checks and discounts in staff restaurants, according to consistent principles.

4 If it is in the official interest, employees may invite third parties. The total costs will be reimbursed.

costs

**1 Accommodation costs**

Accommodation is generally reimbursed at the rates for mid-range hotels. Due to local circumstances, the costs of a higher price category may be reimbursed in exceptional cases.

**2** The actual hotel costs, including breakfast but excluding private expenses, will be reimbursed.

For business trips, incidental expenses are reimbursed daily at a flat rate according to the following rates: For absences of more than

five hours: CHF 5

eight hours: CHF 10.

1 Official trips abroad require the approval of the Directorate, the competent supreme cantonal court, or the offices, courts, and notaries authorized to do so. Applications must be accompanied by a detailed program and a cost estimate.

2 The remunerations according to §§ 69 and 71 may be increased appropriately.

1 Expense reports are generally to be submitted at the end of each month, along with receipts and with the following information

a. Location and purpose of the external stay,

b. Duration of the business trip,

c. Amount of reimbursable additional expenses for main meals,

d. Incidental expenses,

e. Travel costs or kilometers traveled,

f. Other expenses, such as accommodation allowances.

2 The supervisor reviews the expense reports.

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177.111

Implementing Ordinance to the Personnel Act (VVO)

Special

Provisions

Private

use

of telephone, fax

and computer

Parking spaces

Property damage

1 The directorates shall inform the Human Resources Office about regulations they issue for the execution of provisions concerning the reimbursement of cash expenses.

2 Special cases not covered by the preceding provisions shall be regulated by the directorate in agreement with the Human Resources Office, as well as by the supreme cantonal courts.

1 Private Use of Telecommunication Devices

is subject to a charge insofar as it exceeds a reasonable extent.

2 The Directorates and the highest cantonal courts shall regulate

the regular collection of these fees and their remittance to the

State treasury.

3 For the private use of photocopiers and printers,

the Department of Finance shall determine the fees for administrative staff, while the highest

cantonal courts shall determine the fees for judicial staff.

4 If employees regularly make their private office equipment and telephones available

at their home or workplace, they may be granted

compensation or a contribution towards the acquisition costs with the approval of the authority responsible under para. 3.

1 Employees who use a space for parking their private motor vehicle within properties owned by the Canton or leased by the Canton are in principle required to pay a fee for it.

2 The Government Council and the highest cantonal courts shall regulate the details according to consistent principles.

Material damage resulting from an increased professional risk can be reimbursed in whole or in part by the Directorates.

VI. Vacations and Leave, Parenthood, Sickness, Accident and Death, Military Service, Civil Protection Service and Civilian Service51

Decisive Salary

As salary within the meaning of the provisions of Section VI

are considered the basic salary plus permanent allowances of a salary nature.

22

Enforcement Ordinance to the Personnel Act (PEO)

A. Holidays

47 1 Employees are entitled to the following holiday leave entitlement in the calendar year

a. up to and including the calendar year in which they

complete their 20th year of age, as well as apprentices

b. from the beginning of the calendar year in which they

complete their 21st year of age

c. from the beginning of the calendar year in which they

complete their 50th year of age

d. from the beginning of the calendar year in which they

complete their 60th year of age

2 The entitlement according to para. 1 is determined by the respective degree of employment.

**46 1** In the year of entry and exit, vacation days are granted in proportion to the duration of the employment relationship in the relevant calendar year. A claim for recovery of wages remains reserved for vacation days taken in excess in the year of exit.

**2** In the event of unpaid leave, the vacation entitlement is reduced by one-twelfth for each full month of absence. In the event of a complete suspension of service due to illness and non-occupational accident, the vacation entitlement is reduced by one-twelfth for each additional full month of absence after the first three months, irrespective of the calendar year.

**3** If employees have resumed their full workload for six consecutive months, previous service suspensions due to illness and accident will not be taken into account for vacation reduction in the event of a renewed service suspension.

**4** If vacation days have already been taken in the current calendar year, the vacation reduction will be deducted from the vacation entitlement of the following calendar year.

47 The right to holidays can generally only be considered for employees paid by the hour with an employment duration of a maximum of three months or a degree of employment below 40% through a supplement to the hourly wage.

47 1 The employer determines the timing of holidays. In doing so,

they shall consider the wishes of the employees, insofar as this is

compatible with operational needs, and shall ensure that

employees can substitute for each other without hiring temporary staff.

2 As a rule, two weeks of holidays per year must be taken consecutively

and within the current calendar year.

1.4.25-128

177.111

a. Principle

27 days

25 days

27 days

32 days

b. Reduction

Hourly wage

Taking

holidays

23

177.111 Implementing Ordinance to the Personnel Act (VVO)

3 Holidays that cannot be taken in the current calendar year due to official or compelling

personal reasons must be taken by no later than the middle of the following calendar year. The transfer

of untaken holidays, as well as the exceptional advance taking of

holidays, requires the approval of the administrative unit.

1 Additional full or half rest days that fall within the holidays shall be granted subsequently, provided they are not Saturdays or Sundays.

2 Days of illness and accident during the holidays that are substantiated by a medical certificate shall not be counted as holidays.

1 Untaken holidays will not be compensated in cash.

Exceptions remain

a. the holiday entitlement in the year of termination, if the employment relationship was dissolved with due observance of the notice period, but the holidays could no longer be taken before the expiry of the notice period due to operational or compelling personal reasons,

b. holidays that have not yet been taken at the time of the employee's death.

2 The compensation for holidays requires the approval of the Directorate or the competent highest cantonal court.

B. Leave of Absence, Secondments

1 Where leave is granted for family events or personal matters to the extent of the necessary time, the claimed working hours shall be kept as low as possible.

2 For the determination of an entitlement defined in working days, the respective degree of employment is decisive.

3 In the event of predominant official interests, the granting of leave may be refused, or conditions may be imposed.

59 1 The provisions for events related to parents, children, or

siblings also apply to step- and foster relationships. The provisions

for events related to the spouse also apply to the life partner and

the registered partner.

2 Persons who are in a relationship according to para. 1 are

counted as family according to para. 3.

24

177.111

Implementing Ordinance to the Personnel Act (IO Personnel Act)

3 Leave for family events is granted as follows:51

Event

a. Employee’s own wedding

b. Wedding of an employee’s

own child, of siblings,

of a parent

c. Illness or accident in the family

if no other help is available

for families with their own

toddlers or children of

school age

if a family member is dying

d. Death of the spouse, the

registered partner, a child,

or the parents

e. Death of parents-in-law,

daughters-in-law, sons-in-law,

and siblings

f. Death of grandparents,

spouses or registered partners

of siblings, siblings of the

spouse, registered partner,

grandchildren, aunts, or uncles

g. Death of other relatives

or third parties

Leave

3 working days

1 working day

the necessary time,

maximum 2 working days

per event

the necessary time,

maximum 5 working days

per event

2 working days

3 working days

2 working days

1 working day, in case of

handling formalities

related to the death

2 working days

the necessary time

to attend the funeral,

maximum 1 working day

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177.111 Implementing Ordinance to the Personnel Act (IO Personnel Act)

b. Personal matters

For personal matters, leave is granted as follows

Event Leave

a. Doctor and dentist consultations the necessary time

b. Job search when notice of termination has been given the necessary time,

up to a maximum of 5 working days;

further time expenditure

must be compensated.

c. Change of apartment or room 1 working day

d. Registration and deregistration with authorities the necessary time

2 For summons to court or to another authority, paid leave is granted to the extent of the necessary time.

3 For the handling of urgent matters, parents may claim the necessary time to accompany their children, up to a maximum of five working days per calendar year.

c. Military service, civil defence

1 For voluntary military sports and mountain courses of the Army,

paid leave will be granted for a maximum of four courses during the

entire employment relationship.

2 For military marching group events, the necessary time

will be granted, for a maximum of four days per calendar year.

3 For voluntary services in civil protection, the necessary

time will be granted, but for a maximum of 20 working days per calendar year,

including mandatory services.

d. Personnel Associations

57 1 To five executive board members of the permanent negotiating partners or their substitutes, the necessary time shall be granted for internal association meetings, however, a maximum of ten working days per calendar year.

2 A member of a permanent negotiating partner shall be granted leave as follows

a. for meetings with the administration, the necessary time;

b. for participation as a delegate at Switzerland-wide conferences of the relevant organization, the necessary time, a maximum of three working days per calendar year.

3 Public offices where executive board members or delegates within the meaning of paragraphs 1 and 2 are employed shall, where possible, appropriately take into account the demands arising from association activities when allocating work.

Implementing Ordinance to the Personnel Act (VVO)

177.111

**20 1 For participation in fire department drills and cadre courses, a maximum of 20 working days of leave per calendar year shall be granted. Instructors and those deployed in emergency situations shall be granted the necessary time.**

**e. Various Activities**

**2 For extracurricular youth work within the meaning of the Code of Obligations, as well as youth and sports courses, shooting instructor and junior shooter courses, and Samaritan courses, a maximum of 10 working days of leave in total shall be granted per year.**

**3 For deployments within the scope of company medical services, the necessary time shall be approved.**

**4 Officials at cultural or sporting events of cantonal, federal, or international significance shall be approved the necessary time, but a maximum of three working days per calendar year. For participants, the necessary time, but a maximum of one working day per calendar year, shall be approved.**

For deployments in the context of peace-keeping operations and for humanitarian good offices of the Confederation as well as for the Swiss Catastrophe Relief Corps and the ICRC, the necessary time will be granted, within two years a maximum of four months.

1 The directorates, the competent highest cantonal court, or the offices empowered by them are responsible for granting paid leave.20

2 The directorates, the competent highest cantonal court, and the Notarial Inspectorate may in individual cases grant paid leave for other events, such as for recovery after a serious illness or an accident, as well as in cases of doubt.20

3...21

1 Unpaid leave shall be granted if service conditions permit.

2 The directorates, the competent highest cantonal court, or the offices authorized by them are responsible for granting unpaid leave.

3...21

Leave

1. **Delegation**

A delegation is considered to be any assignment to an event, such as a congress, a conference, or training and further education courses.

2. Delegations must be formally ordered, with the exception of those lasting up to five working days and those for attending internal training and further education courses.20

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27

177.111 Implementing Ordinance to the Personnel Act (VVO)

External Training Events

1 Paid leave and contributions may be granted for external continuing education events.

2 If there is a significant private interest of the employee in the continuing education, a reservation of recoupment shall be provided for the event that the employment relationship is terminated for reasons attributable to the employee.

3 The reservation may encompass all costs, including salary, and be stipulated for a period of no more than four years from the end of the event.

4 Full recoupment of costs is only permissible within the first year.

Competence for Secondments and Contributions to External Continuing Education

1 For secondments and the approval of contributions to external continuing education events, the Directorate, the competent supreme cantonal court, and the Notarial Inspectorate are responsible.

2 They may delegate the responsibilities for secondments to the offices, courts, and notaries.

Maternity leave

C. Parenthood

20 1 The employee is entitled to paid maternity leave totalling 16 calendar weeks, commencing at the earliest two weeks before the medically determined due date. If the employee must cease her work earlier due to pregnancy-related complaints, the last two weeks of absence before childbirth will be credited against the maternity leave.

2 In the event of the newborn’s hospitalisation, the maternity leave shall be extended in accordance with the extended payment of maternity allowance under federal legislation on income compensation. If the employee has already commenced her leave two weeks before childbirth, or if she was absent during the last two weeks before childbirth due to pregnancy-related complaints, this period will be credited against the maternity leave. 53

3 Following maternity leave, the employment level may be reduced upon the employee’s request, while preserving the entitlement to leave, insofar as operational circumstances permit.

4 The mother may be granted additional unpaid leave.

28

Implementing Ordinance to the Personnel Act (VVO)

177.111

5 If the legal father or the legal other parent dies within six months of the child's birth, the employee is entitled to two weeks of additional leave. She may take this leave on a weekly or daily basis within a six-month reference period from the day after the death.61

59 1 An employee is entitled to two weeks of paid leave and one month

of unpaid leave if

a. the employee is the legal father of a child at the time of its birth

or becomes its legal father within six months following the birth;

b. the employee is the legal other parent of a child at the time of its birth.

2 The paid leave must be taken within six months after the child's birth.

During the taking of paid leave according to § 96 b, this time limit is interrupted.

It can be taken in weeks or days. The unpaid leave must be taken within

twelve months after the child's birth. When determining the timing and

division of the leave, business needs must be taken into account.

3 The compensation paid under the provisions on income compensation

is due to the state treasury to the extent of the paid leave.

61 1 If the mother dies on the day of childbirth or during her

maternity leave, the legal father or the legal

other parent is entitled to additional leave of 16 weeks.

This leave must be taken on consecutive days starting from the day after the death.

b. in the event of the mother's death

2 The legal father or the legal other parent is entitled to the leave if the parent-child relationship is established on the day of death or is established within 14 weeks thereafter.

3 In the event of hospitalization of the newborn pursuant to § 96 para. 2 VVO, the leave is extended by the duration of the hospitalization, but by a maximum of eight weeks.

53 1 In the case of fixed-term employment relationships, the entitlement Special

to leave exists up to the agreed termination date, provided that the Employment

authority demonstrates that no continuation of the employment relationship was intended. Relationships

2 For further service interruptions, the provisions on illness apply.

In addition, for the protection of pregnant women and mothers, the

Labour Act is applicable mutatis mutandis.

1.4.25-128

29

177.111 Executive Ordinance to the Personnel Act (VVO)

3 For special circumstances in individual cases, the Directorate, in

agreement with the Human Resources Office or the competent highest

cantonal court, may find an appropriate solution.

59 1 When a foster care relationship is established with a view

to a subsequent adoption, the employed parent is granted a paid

leave of absence of a maximum of eight weeks.

2 The Directorate, the competent supreme cantonal court, or the

Notary Inspectorate determine the leave of absence for the employed parent in

each individual case.

3 The leave must be taken within the first year after the child's

placement. It can be taken on a weekly basis. When determining the

timing and division of the leave, business needs must be taken into

consideration.

Continued payment of salary

D. Sickness and Accident

1. General Provisions

1 Absences from duty due to illness and accidents within the meaning of

the Federal Act on Accident Insurance10 shall be treated equally with regard to

wage payment.

2 In the event of full or partial incapacity for work, wages shall be paid as

follows:20

in the first year of service

in the second year of service

100%

3 months

6 months

subsequently 75%

3 months

6 months

3 From the third year of service onwards, there shall be an entitlement to full wages

for a maximum of twelve months.20

4 If, after the expiry of the ordinary continued payment of wages, there is a well-

founded prospect that the employee will become capable of work again in the foreseeable future, or if the resumption of work or the

termination of the employment relationship due to invalidity is still uncertain,

the Directorate or the competent highest cantonal court shall

normally approve the continued payment of a maximum of 75% of the wages up

to a total period of continued wage payment of a maximum of two years.20

5 When making a decision, due consideration shall be given to the circumstances of the individual case, such as insurance benefits and the number of years of service. Daily allowances from the compulsory accident insurance shall be set off.

30

Implementing Ordinance to the Personnel Act (VVO)

177.111

24 1 If employees are unable to fully perform their duties due to illness or accident, they must report this to their superiors as soon as possible.

Doctor's Certificates

2 If the full or partial absence from duty lasts longer than one week, they must submit a medical certificate to their superiors within a reasonable period or upon first request. Superiors and HR services may also request a medical certificate for absences lasting less than one week.

3 If the full or partial absence from duty lasts longer than one month, employees must submit further medical certificates at the beginning of each subsequent month or as specifically instructed by their superiors or HR services.

4...43

42 1 Employees who are ill or have suffered an accident, and Case

their superiors or Human Resources, maintain regular contact. Management

2 Superiors or Human Resources shall evaluate the implementation of Case Ma-

nagement if full or partial suspension of duties or a reduction in

performance is expected to last longer than two months.

3 No Case Management shall be carried out if

a. employees primarily work for one or more

other employers, or

b. the payment of wages has ceased.

4 Case Management shall only be carried out in justified exceptional cases if

a. employees are close to reaching the retirement age limit,

b. the cumulative employment level with the Canton is less than 25%,

or

c. the health impairment or diagnosis does not permit re-integration from a medical perspective.

5 The Directorate, the competent supreme cantonal court, or the

agencies authorized by them shall decide on the implementation of a Case Management.

41 1 Case management begins with the appointment and implementation of a Case Manager.

2 It ends as a result of

a. full or partial reintegration into the previous or a new workplace,

b. (partial) invalidity,

c. termination of the employment relationship,

d. discontinuation by the employee or by the employer.

1 If employees have resumed their full workload for six consecutive months, previous absences from duty due to illness and accident will not be taken into account for salary payment in the event of a renewed absence from duty.

2 Absences from duty that are less than six months apart will be aggregated, but generally not further back than eighteen months prior to the new absence from duty.

3 If employees who were fully capable of working again after the expiration of salary payments for illness or accident become partially incapacitated again, they will continue to receive full salary for a maximum of three months. The offsetting of any daily allowances remains reserved.

1. The insurance contracts for the mandatory accident insurance for employees not insured by SUVA are concluded by the Department of Finance.

2. The Canton42 covers half of the premiums for non-occupational accident insurance.

3. The Department of Finance regulates additional benefits beyond the mandatory coverage through a collective insurance contract. Membership in this insurance is voluntary. The premiums are borne by the employees.

4. The administration of accident insurance, in particular communication with the insurance carrier, coordination with the departments and the supreme cantonal courts, as well as general information for staff, is the responsibility of the Department of Finance.

5. The Department of Finance regulates special circumstances concerning individual staff groups, offices, or courts in accordance with federal law, in agreement with the department or the supreme cantonal courts.

6. The offices subject to SUVA communicate directly with SUVA but consult with the Department of Finance on fundamental questions.

7. The offices and courts provide newly hired employees with the guide to accident insurance and inform them whether they are insured for non-occupational accidents. They inform employees leaving their employment relationship or non-occupational accident insurance in writing about the necessary notification to their health insurer.

32

Ordinance on the Enforcement of the Personnel Act (VVO)

177.111

8. The offices and courts ensure the correct reporting of accidents and the forwarding of the accident report form to the insurance carriers.

42 1 Payment of salary may be reduced if

a. the incapacity for work is wholly or partly due to illnesses or

consequences of an accident that already existed at the time of

commencing employment,

b. the accident or an illness was intentionally or grossly negligently

caused by the person concerned, or is the result of a particularly

hazardous activity consciously undertaken outside of professional

duties,

c. medical certificates are not submitted or not submitted in a timely

manner as per § 100,

d. the employee refuses to reasonably cooperate within the scope

of a Case Management as per § 100a,

e. the conduct of a medical examination by a trusted physician is refused

or delayed.

2 In such cases, the Directorate, in agreement with the Human Resources

Office, or the competent highest cantonal court shall determine the

amount of salary payment.

3 In the case of non-occupational accidents that occurred due to gross

self-inflicted fault or by undertaking a particular hazard, the amount of

salary payment shall generally be reduced in the same proportion as the

daily allowance of the compulsory accident insurance.

Reduction

of Salary

Payment

1. Daily allowances from invalidity insurance and military insurance during service interruptions due to illness and accident a. Daily allowances are generally credited against wages.

2. Daily allowances from compulsory accident insurance accrue to the Canton42, insofar as the wage claim is higher. To the extent that they exceed wages, they are paid out to the employees.

1. If a pension is awarded due to illness or accident by the compulsory accident insurance, disability insurance, or military insurance, the Canton42 has the right to reclaim from the insurer the salary it paid despite the employee's absence or reduced work capacity, up to the amount of the pension payable for the corresponding period.

2. In the event of future service interruptions due to the incident that led to the pension, the Directorate, in agreement with the Finance Directorate or the competent highest cantonal court, shall decide on the crediting against the salary.

3. If the pension was awarded before entering the service of the Canton42, its crediting shall be regulated upon hiring.

4. The pension shall not be credited if its reason, particularly reduced performance capacity or the necessity of frequent doctor or therapy visits, was taken into account when determining the salary or does not affect the employment relationship.

1. Employees who are ill or have suffered an accident must assign their claims for damages against third parties up to the amount of the salary received to the Canton, and must assist in the assertion of such claims.

2. In the event of refusal, the salary may be reduced accordingly.

1 The directorates may order regular health checks and exit examinations for employees engaged in activities hazardous to health.

2 Employees who do not undergo such checks may be denied benefits provided in case of illness.

2. Special Provisions for Occupational Accidents and Occupational Diseases

Abs. 1 may generally not be shortened.

3 With every dismissal due to invalidity, a re-employment within the framework of the social positions plan must be examined.

1 If the gross salary exceeds the maximum amount of earnings insured in

the compulsory accident insurance, the canton42 pays the invalidity or

survivor's pension determined by the UVG insurer also on the uninsured earnings.

2 A complementary pension from the pension institution shall be offset against the

benefits according to para. 1.42

34

Implementing Ordinance to the Personnel Act (VVO)

177.111

In cases of occupational accidents involving employees and members of non-governmental

authorities in part-time positions, who are not insured under the Federal Act on Compulsory

Accident Insurance, the canton provides the benefits foreseen therein, if the part-time employment with the canton is not insured by accident insurance due to the main employment.

E. Benefits in case of death

In the event of death, the salary for the month of death will continue to be paid. The salary will also continue to be paid to the surviving dependants, as defined by the provisions of the pension fund, for the two subsequent months. If a fixed-term employment contract would have lasted for a shorter period, the entitlement in both cases exists only until the date of the intended termination.

2 For the purpose of calculation, the full salary, irrespective of any previous reduction, is decisive.

3 Further benefits for surviving dependants of employees who were not members of the pension fund, as well as in other special cases, will be determined on a case-by-case basis by the Directorate in agreement with the Human Resources Office and by the competent highest cantonal court.

F. Military, Civil Defence, and Civilian Service

Here is the translation of the law article into English

The employees receive full salary during their absence due to mandatory military and civil protection service, as well as alternative civil service.

**Mandatory Military and Civil Protection Service, Alternative Civil Service, Special Cases**

2 Mandatory military and civil protection service includes all services to which persons liable for service may be obliged according to federal legislation, including those of women who have voluntarily registered for military service or civil protection service.

3 The Government Council and the highest cantonal courts shall jointly determine the conditions for the repayment of salary benefits in cases where, upon termination of the employment relationship, the total duration of absence due to military, civil protection, or alternative civil service exceeds the total duration of employment in the service of the Canton.

1.4.25-128

35

177.111

**Implementing Ordinance to the Personnel Act (VVO)**

**Voluntary Military and Civil Protection Service**

**Reporting Obligation, Service Postponement**

**Loss of Earnings Compensation**

1 For voluntary military and protection service, as well as for joining the Red Cross service, the consent of the superior authority is required. This is generally to be granted if the operational circumstances permit such services.

2 The provisions regarding mandatory services apply to the payment of wages.

Employees must report upcoming military, protection, and civilian services as early as possible. If the service would significantly disrupt business operations, they must, upon request of the superior office, court, or notary, submit an application for the postponement of the service.

1 The compensation paid out in accordance with the provisions regarding

loss of earnings allowance shall fall to the State Treasury. If the claim to wages

is lower than the compensation, the amount of the compensation

shall be paid out.

2 Employees shall submit to the competent HR department the

documents required for claiming loss of earnings allowance and family

allowances for dependants.

Principles

VII. Working Hours

A. Working Hours, Overtime

1 The working time generally amounts to 42 hours per week. It is fundamentally distributed over five days, with Saturday and Sunday being work-free.

2 Working time shall be flexibly arranged in accordance with the following provisions. Deviating resolutions of the highest cantonal courts for the administration of justice remain reserved.

3 The annual working time for full-time employment is fundamentally a gross 2184 hours (52 weeks × 42 hours). For part-time employment, the annual working time is determined based on the reduced employment level. For the calculation of the net annual working time, individual holiday entitlement, public holidays falling on a weekday, and working time reductions before public holidays are deducted.

4 The Government Council and the highest cantonal courts shall regulate the duration of working time in special cases, as well as the closing of the administration and the administration of justice over Christmas and New Year.

Enforcement Ordinance to the Personnel Act (VVO) 177.111

5 The Government Council and the highest cantonal courts may issue further regulations on the flexible arrangement of working time and on job security.

1 Unless the Government Council and the supreme cantonal Public Holidays,

courts make different arrangements in special cases, in addition to Opening Hours

Saturdays and Sundays, the following apply

a. as additional full public holidays: New Year's Day, Berchtold Day, Good

Friday, Easter Monday, May 1st, Ascension Day, Whit Monday, August 1st,

Christmas Day and St. Stephen's Day. In districts outside Zurich,

Shrove Monday is also considered a public holiday,

b. as additional half public holidays: the afternoon of December 24th; in

the district of Zurich, also the afternoons of Sechseläuten and

Knabenschiessen,

c. as working days with a reduced target working time of six hours

the days before Good Friday and Ascension Day as well as New Year's Eve.

On these days, the end of working hours, subject to different arrangements

for shift work and extended presence times, is set at 3:00 p.m.

2 Additional full or half public holidays that fall on Saturdays or

Sundays are not granted subsequently. The same rule applies

mutatis mutandis to offices where work is performed fully or

partially on Saturdays or Sundays.

3 Part-time employees are granted a share of public holidays and

working days with reduced target working hours corresponding to their

employment level, regardless of their chosen regular working hours. The

Human Resources Office calculates the hours attributable to such days

at the beginning of each year.

4 In continuous operations, employees are granted at least one

work-free day per week on average. In the calendar year, at least 20

work-free days shall fall on Sundays and general public holidays.

5 The Government Council and the supreme cantonal courts determine

the opening hours of offices, courts, and notaries. These

decisions are published in the Official Gazette.

1 As the daily framework within which work performance is to be rendered, the period between 06:00 and 20:00 shall apply.

2 Target working time is the working time that, according to the provisions on weekly working time and the individual employment level, must be performed on average per week. The daily target working time is used to calculate the working time balance and must not exceed 8 hours 24 minutes.

3 Regular working hours are the agreed distribution of weekly working hours for standard cases.

4 Regular working hours are agreed upon within the daily framework, taking into account operational and personal needs. The agreement may be limited to the daily target working time or supplemented by fixed time schedules.

**Daily Framework, Target Working Time, Regular Working Hours**

1.4.25-128 37

177.111 Implementing Ordinance to the Personnel Act (VVO)

**Breaks**

**Working Time Balance**

a. Principle

b. Transfer,

Compensation and

Remuneration

**Work on Saturdays

and Sundays as well as

outside the

Workplace**

1. For a daily work period exceeding 6 hours, a break of at least 30 minutes must be taken. This break is not considered working hours.

2. For additional breaks, a maximum of 15 minutes per half working day may be credited towards working hours.

1 The working time balance results from the daily performed

creditable working time minus the target time.

2 Creditable working time is defined as the working time performed within the daily framework,

including approved and paid absences; generally, a maximum of 11 hours per day are creditable.

In special cases, the maximum working time can be extended by supervisors.

1 At the turn of the year, a positive or negative

working time balance of no more than two weeks' target hours

may be carried over.

2 A negative working time balance exceeding this amount

will be offset at the end of the year against overtime or holiday entitlement. A

larger positive working time balance generally expires at the end of the

year. The office, court, or notary's office may approve the carry-over

if compensation within the calendar year was not possible due to official

or compelling personal reasons.

3 Upon termination of the employment relationship, the working time balance

must be settled as of the date of departure. A positive working

time balance shall be compensated without supplement, provided that compensation was not

possible due to compelling personal reasons. If the positive

balance can no longer be settled due to compelling official reasons,

it shall be considered overtime. For management staff from salary grade 24

onwards, only additional hours will be paid out if, together with overtime, they amount

to more than 120 hours. A negative working time balance may be offset against

wages.20

Working hours performed on Saturdays and Sundays, as well as outside of the daily framework or the workplace, can be credited to the working time balance with the consent of the competent office, court, or notary's office.

38

Enforcement Ordinance to the Personnel Act (VVO)

177.111

20 For paid private absence, at most the agreed regular working hours will be credited as working time. Private Absences

1 A positive working time balance can be compensated hourly or by taking full and half days.

2 A maximum of fifteen full working days in total may be compensated per calendar year.

3 The continuous compensation of more than one day is only permitted after taking vacation.46

4 Compensation may be restricted in accordance with operational needs.

1. **Overtime**

a. **Definition**

Overtime is defined as working hours that exceed the agreed regular working hours for specific, clearly defined periods and extraordinary assignments, if, for a full-time position, 42 working hours per week or, for shift work, the weekly working hours to be performed according to the duty roster are exceeded.

2. Overtime must be ordered by superiors or, exceptionally, approved as such retrospectively.

3. If compensation is possible within one month for operational reasons, work performance according to paras. 1 and 2 is not considered overtime.

4. In any case, the utilization ordered by superiors on days off is considered overtime.

5. For overtime exceeding 20 hours per calendar month, the approval of the Directorate or the competent highest cantonal court must be obtained. The Directorates may delegate this authority to their offices, departments, and operations.

1. Overtime is generally to be compensated by granting corresponding time off. Compensation should, if possible, take place in the same calendar year; for overtime worked during the night, it should occur as quickly as possible.

2. If time off compensation is not possible for operational reasons, overtime will exceptionally be remunerated.

3. 21

1 Employees up to salary class 16 are granted a time supplement for c. Time supplement

overtime when compensated by time off, and a monetary supplement of and compensation

25% when compensated financially.20

1.4.25-128

39

177.111 Implementing Ordinance to the Personnel Act (VVO)

2 The relevant hourly rate for compensation for a weekly working

time of 42 hours is = 1/2184 of the annual salary. If there is an entitlement

to compensation for night, Sunday, and shift work, this shall be paid

additionally, but not added to the relevant hourly rate.

3 As a rule, a maximum of 120 overtime hours shall be compensated

per calendar year. The Directorate or the competent highest cantonal

court may, exceptionally, compensate a higher number of overtime hours.20

1 Employees in salary classes 24–29 are entitled to time off in lieu, without a time supplement, for significant ordered overtime, provided the service permits. Overtime exceeding 120 hours per year is considered significant.

2 Decisions regarding the exceptional compensation for overtime for employees in salary classes 24–29 are made by the Directorate for administrative staff, and by the competent supreme cantonal court for judicial staff. Compensation is provided without a supplement.20

1 Employee Timekeeping

Employees maintain a personal time record on a trust basis, in which they list working hours and absences. Supervisors may inspect these time records at any time and confirm their acknowledgement monthly with their signature.

**2 Accuracy of Monthly Statements**

Individual employees are responsible for the accuracy of their monthly statements.

**3 Time Management Methods**

Time management is carried out manually or with the aid of the existing IT infrastructure.

**4 Project Time Recording**

Directorates may introduce project time recording according to their needs.

The offices shall designate at least one position for the administration of the working time regulation. This position shall be responsible, unless specific instructions are issued by the Directorate, for particularly

a. the management of the annual control of service interruptions due to illness, accident, paid or unpaid leave, holidays, and military service for all employees of their office. These annual controls are updated based on the monthly statements and are binding in case of discrepancies.

b. the instruction of newly entering personnel.

The directorates or offices authorized by them for this purpose may, where special circumstances such as shift work, teamwork, or increased presence times require it, establish special working time regulations.

40

Implementing Ordinance to the Personnel Act (VVO)

B. Night, Sunday, Shift, and On-Call Duty

177.111

### 1 Remuneration for work performance arising from the employment relationship

**Remuneration for Night, Sunday, and Shift Work**

For work performance during the night between 8:00 PM and 6:00 AM, and on Saturdays and Sundays between 6:00 AM and 8:00 PM, a remuneration of CHF 5.75 per hour shall be paid.

### 2 Time Credit for Shift Work

Employees shall receive a time credit of 20% per hour worked for a night shift of at least eight hours between 8:00 PM and 6:00 AM for compensation.

### 3 Public Holidays

New Year's Day, Berchtoldstag, Good Friday, Easter Monday, May 1st, Ascension Day, Whit Monday, August 1st, Christmas Day, and St. Stephen's Day are equated with Sundays.

### 4 Continued Remuneration

In the event of regular shift, night, Saturday, and Sunday work, the remuneration according to paragraph 1 shall continue to be paid together with the salary during holidays, maternity leave, in cases of illness, accident, and other blameless and involuntary impediments to work.

1 The Directorates, the highest cantonal courts, the offices authorized to arrange on-call duty, courts, and the Notary Inspectorate may, under special service conditions, order on-call duty for employees.

2 On-call duty is either presence at the workplace or readiness outside of it.

3 On-call duty is not considered working hours, but is remunerated at CHF 3.00 per hour for presence duty and CHF 1.75 per hour for readiness duty. Services rendered during on-call duty are considered ordered overtime, which must be compensated or remunerated.

1. The Department of Health shall regulate, for senior physicians and

hospital physicians, and for their employees who are subject to

the federal Labour Act, the compensation and remuneration for

overtime, and for night, Sunday, shift, and on-call duty.20

2. The directorates may, in agreement with the Human Resources

Office, stipulate flat-rate remunerations for night, Sunday, and

shift duty, as well as for on-call duty, for other special employment

relationships. In special circumstances, they may extend the duration

of night duty until no later than 8:00 a.m.

3. Special regulations concerning overtime in other cases require the

approval of the directorate in agreement with the Human Resources

Office or the approval of the competent supreme cantonal court.

1.4.25-128

41

177.111 Implementing Ordinance to the Personnel Act (VVO)

VIII. Implementing Provisions on Further Rights and Obligations

A. Rights

1 The Canton42 shall take appropriate preventive measures to protect

employees from sexual harassment and to ensure that victims of sexual

harassment do not suffer any further disadvantages.

2 The Human Resources Office shall serve as a point of contact for

persons affected by sexual harassment, providing advice and support. It

may hold discussions with the affected person and other parties involved,

particularly with superiors. The highest cantonal courts shall designate

corresponding contact points for their respective areas.

3 A person who alleges sexual harassment, or who is accused of such,

may request the initiation of an administrative investigation from the

competent Directorate or the competent highest cantonal court.

1 Employees are to be assessed by their superiors once per year, and also in those cases where law and ordinance prescribe an additional employee assessment.32

2 The goals of employee assessment are the promotion of personnel as well as the evaluation of performance and conduct.

3 The subject matter of the assessment comprises, in particular, work execution, work results, autonomy, and conduct, as well as the achievement of agreed-upon goals and, for superiors, leadership ability.

1 The Government Council regulates the requirements for the assessment systems and the assessment procedure for administrative staff. It issues a model assessment system.

**2 The Directorates may, within the framework of the Government Council's guidelines and in agreement with the Human Resources Office, define assessment systems and procedures tailored to their needs.**

**3 The Directorates shall, in agreement with the Human Resources Office, take the necessary training measures.**

**4 The highest cantonal courts shall regulate the assessment system and the assessment procedure for judicial staff according to consistent principles.**

1 The direct supervisor discusses the assessment provisions with the employee within the framework of an assessment and development interview.

42

Implementing Ordinance to the Personnel Act (VVO)

177.111

2 The assessment form must be signed by both parties. With their signature, employees merely confirm that the assessment has been communicated to them and that the discussion has taken place. They may add their own comments to the assessment form.

3 Employees may request a discussion regarding the assessment with the next higher supervisor. They are entitled to bring a person of their trust.

4 The assessment form is part of the personnel file. A copy is handed to the assessed person.

1 Before an employee leaves, an exit interview is conducted with the employee.

2 Employment references are issued at the latest by the time of departure for the directly subordinate employees by the Head of a Directorate or Office.

3 In all other respects, the Directorates or the Offices empowered by them determine the responsibilities. In particular, Human Resources may be tasked with issuing employment references.

4 For the personnel of the judiciary, the highest cantonal courts determine the responsibilities.

**Glossary:**

* **exit interview**

* **employment reference**

* **system**

Employees may be awarded bonuses for suggestions regarding administrative or operational

technical improvements. The Governing Council and the highest cantonal courts shall regulate the procedure

for the submission, examination, and awarding of such suggestions according to

uniform principles.

B. Duties

Mutual Support and Representation Among Employees

Employees shall support each other in their official duties and shall deputize for other employees when required by service needs. They may also be called upon for tasks that do not fall within their primary scope of duties.

If there are doubts whether a minor courtesy gift could compromise

the independence of employees, the superior authority decides on the admissibility of the acceptance.

1.4.25-128

43

177.111 Executive Ordinance to the Personnel Act (VVO)

Official Secrecy § 143. 1 Employees may only make statements as a party, witness or court-

appointed expert regarding observations made in the exercise of their duties

if the Directorate or the competent

supreme cantonal court has authorized them to do so. Information obligations

under the Cantonal Council Act remain reserved.

2 The Directorates may delegate this competence to the directly

subordinate offices, departments, and operations; the supreme cantonal

courts may delegate it to the courts or to the Notary Inspectorate.

3 This authorization must also be obtained after the

employment relationship has been terminated.

Ancillary § 144. 1 The following are responsible for granting a permit

Employment a. for administrative personnel, the Directorate or the office authorized

by it; in the case of participation in the administration of a

legal entity with economic interests, the Directorate,

b. for judicial personnel, the competent supreme cantonal

court or the court or Notary Inspectorate authorized thereto.

2 Before taking on ancillary employment, the appointing authority

must be informed. This authority decides whether a permit

must be obtained. It can also subsequently and on its own initiative

demand that a permit be obtained.20

3 Working time claimed for ancillary employment primarily

exercised in the interest of the service does not need to be compensated.

Ancillary income, with the exception of expense allowances, must be paid

to the State Treasury in a reasonable proportion to the working time expended,

unless the working time is compensated.

4 Working time claimed for ancillary employment primarily

exercised in one's own interest must generally be compensated,

except for charitable ancillary employment up to half a day per week.

Time compensation is in no case to be qualified as overtime. The

permit may be linked to the condition that an appropriate part of the

ancillary income be paid to the State Treasury if working time compensation

is not possible or only partially possible.

Public § 145. 1 The following are responsible for authorizing public offices

Offices a. for administrative personnel, the Directorate or the office authorized

thereto; in the case of taking on a mandate as a member of the

Federal Assembly or the Cantonal Council, the Government Council,

44

Executive Ordinance to the Personnel Act (VVO)

177.111

b. for judicial personnel, the competent supreme cantonal

court or the court or Notary Inspectorate authorized thereto.

2 If the public office requires working time of more than half a

day per week, this must generally be compensated.

3 Employees may be obliged to pay an appropriate part of the

ancillary income to the State Treasury if the prescribed compensation

of working time is not possible or only partially possible.

42 1 Competence for initiating confidential medical examinations rests with the directorates, the highest cantonal courts, or the authorities empowered by them. The Health Directorate may transfer this power to its operations.

**2 Preventive medical examinations to assess occupational disability are commissioned from the pension fund.**

**3 Confidential medical examinations under employment law may be ordered at any time:**

**a. to assess fitness for work or**

**b. to conduct case management.**

**4 The Finance Directorate shall conclude a service agreement with the pension fund or another suitable institution regarding the performance of confidential medical examinations for employment law reasons. This agreement shall specifically regulate costs, data protection, the handling of, and deadlines for confidential medical reports.**

20 1 Inventions by Employees

If employees make an invention or contribute to one in the exercise of their official duties, ownership of the invention belongs to the Canton. In the case of computer programs, the exclusive right of use belongs to the Canton. The Directorate may grant employees the right to exploit or use these programs.

2 Employees who are not granted the right to exploit an invention or use a computer program of considerable economic or technical importance are entitled to reasonable compensation. The Swiss Code of Obligations applies mutatis mutandis.

1.4.25-128

45

177.111

C. Co-determination 56

Ordinance on the Enforcement of the Personnel Act (VVO)

Permanent

Negotiating

Partners

a. Application for

Recognition

b. Act of

Recognition

and Duration

c. Reporting

Obligations

Access

a. To the narrower

Central

Administration

56 1 The application for recognition as a permanent negotiating partner

must be submitted to the Department of Finance with the following information and documents

a. Name and legal form of the staff association,

b. Number of members and an anonymized list of members with

indication of their employers,

c. Justification as to why the staff association is representative,

d. Confirmation of loyalty,

e. Statutes or articles of incorporation and any commercial register

excerpt.

2 The application can be submitted at any time. Applications for the

renewal of a recognition must be submitted six months before the expiry of the recognition period.

56 1 The Government Council decides on the recognition of permanent negotiation partners for six years.

2 Permanent negotiation partners shall only be recognized if this is necessary for an appropriate representation of employees.

56 1 The permanent negotiation partners shall immediately report to the Department of Finance

a. the loss of legal personality,

b. significant changes in membership numbers,

c. changes to the statutes or the foundation deed,

d. further significant changes in circumstances affecting the recognition requirements.

**2 If the recognition requirements are no longer met, the Government Council may revoke the recognition.**

56 1 The permanent negotiation partners are granted access to the buildings of the core central administration for direct exchange with the personnel for a maximum of four dates annually in total.

**2 The Personnel Office and the permanent negotiation partners shall agree upon these dates once a year, taking into account mutual interests.**

**Enforcement Ordinance to the Personnel Act (VVO)**

**177.111**

56 1 For access to administrative and operational buildings outside b. Outside

the immediate central administration, as well as to cantonal the immediate

middle and vocational schools, a total of four additional annual dates

can be granted upon request for direct exchange with the staff.

2 The competent directorate and the permanent negotiation partners

shall agree upon the date, taking into account their mutual interests.

Central

Administration

56 1 The permanent negotiating partners submit written requests for c. General

access to the Human Resources Office or the competent directorate Provisions

four weeks in advance. They provide the Human Resources Office with a

copy of the request.

2 The request must contain information about the location and time

of the planned event, as well as the representatives of the permanent

negotiating partners. The Human Resources Office or the directorate

responsible for the request obtains statements from the affected operator

organizations and users.

3 Access takes place during general opening hours and may be

refused or made subject to conditions for overriding operational or

other public interests.

4 In case of dispute, the Government Council decides upon application

of the competent directorate.

IX. Enforcement of Personnel Law

1 The Department of Finance issues the supplementary directives

**and guidelines necessary for the equal and uniform enforcement**

**of personnel law throughout the entire administration.** The Human

Resources Office is responsible for directives of an administrative

and technical nature.

**2 In the event of disagreements between the Department of Finance**

**or the Human Resources Office and another department, the matter**

**shall be submitted to the Government Council.**

**3 To monitor the uniform application of personnel law, the Human**

**Resources Office may conduct evaluations within the central human**

**resources information system.**

**Uniform Application of Personnel Law**

**1.4.25-128**

**47**

**177.111 Implementing Ordinance to the Personnel Act (VVO)**

**4 If the Human Resources Office identifies violations of personnel**

**law provisions, it shall inform the superior department, via the**

**Department of Finance, and obtain its statement if necessary.** In

case of disagreement, it shall report to the Department of Finance. It

shall regularly report to the Department of Finance, for the attention

of the Government Council, on compliance with personnel law

provisions.

1. The Human Resources Office assesses all personnel matters that are assigned to the Government Council or require approval from the Department of Finance.

2. Where this ordinance provides for agreement with the Human Resources Office in individual cases, the matter shall be submitted to it in advance for comment. In case of disagreement, the procedure set out in § 148 para. 2 shall be followed.

3. The Human Resources Office communicates directly with the offices, particularly with the decentralized human resources and payroll departments, and generally with the departments through their respective Heads of Human Resources (HR). To the extent required by its duties, it obtains necessary information from the departments and offices. It has access to the decisions and data of the central human resources information system.54

The Human Resources Office

a. drafts and reviews legislative decrees, guidelines, and directives, and processes fundamental questions and measures in human resources;

b. ensures the interpretation and application of personnel law and the salary regulations of the entire administration according to principles of equal rights and economic efficiency, specifically through the coordination of practices among the directorates and the issuance of recommendations;

c. coordinates, together with the Finance Department, the budgeting and accounting of personnel expenses and compiles personnel and salary statistics;

d. is responsible for the central personnel management and payroll administration system as well as central payroll processing, coordinates the activities of decentralized payment offices, and issues the necessary directives;

e. plans and develops, in cooperation with other specialist units, organizational, administrative, and technical aids for personnel management;

**Enforcement Ordinance to the Personnel Act (VVO)**

f. reviews questions arising from individual employment relationships and is invited to co-report in personnel law appeal proceedings of the directorates and before the Government Council, as well as in complaint and litigation proceedings before court;

g. plans and organizes central education and further training, conducts training measures, and is responsible for the training of commercial apprentices and IT apprentices of the central and district administration;

h. ensures appropriate information and instruction of service units and personnel on personnel matters and conducts public relations work;

i. advises, in agreement with the involved directorates, offices and personnel on personnel matters as well as in cases of transfer and reintegration, plans and coordinates personnel support;

k. performs other tasks assigned to it in the human resources area.

1 Planning and management of the administration's human resources Human Resources

policy are carried out by Human Resources Controlling. The Human Resources Office controlling

and the Directorates collect key figures for this purpose.

2 The Human Resources Office evaluates the key figures for the attention of the

Government Council, regularly reports to it, and proposes measures.

3 The Government Council regulates the details and, in particular, determines

the key figures to be collected by the Directorates and forwarded to

the Human Resources Office.

4 The Directorates determine which additional key figures are to be

collected in their respective areas, evaluate the results, and order

measures.

5 The highest cantonal courts conduct human resources controlling for their

respective areas according to the same principles.

1 The Directorates shall organise the organisation and support of Human Resources

and the personnel management in their area. They shall designate a Head of Head of HR of

HR and regulate their duties in connection with the Directorates,

cooperation with the audit bodies and the personnel controlling.

54

2 The Head of HR 54

a. coordinates human resources matters, processes them together with

the offices and their human resources services, and ensures the uniform

implementation of human resources law within the Directorate,

b. advises and supports the offices and the personnel of the Directorate in

human resources matters,

1.4.25-128

49

Human Resources Services

177.111

Implementing Ordinance to the Human Resources Act (VVO)

c. processes human resources law and human resources policy issues for the

Directorate,

d. ensures the liaison between the Directorate and the Human

Resources Office.

3 The Directorates shall establish Human Resources Services in their

offices as required.

Working hours,

Attendance time

Insurance

Operational

employees

of the offices of the

Building Directorate

and the

Directorate of

Economic Affairs

X. Special Provisions for Individual Groups of Personnel

A. Clinically active assistant doctors, senior physicians and hospital doctors14

The Cantonal Council regulates the maximum working hours, the maximum presence time, and compensation entitlements.

42 For clinically active assistant doctors, senior physicians, and hospital doctors, special regulations of the Department of Finance, in agreement with the responsible departments, remain reserved concerning their relationship with the pension fund.

B. Operational Staff

The competent directorates shall, with the consent of the Finance Directorate, determine additional remunerations, particularly for

a. permanent work with bitumen or cold asphalt,

b. the operation of machinery and equipment for surfacing work, for sanding tarred surfaces or larger contiguous areas using the cold process, for road surfacing, sandblasting work in vehicle maintenance, and for road marking work and the handling of pneumatic hammers,

c. work in sewage water and in very dirty facilities of district heating supply,

d. work in district heating channels and in side galleries,

e. construction and excavation work in wet building ground,

f. work in standing or flowing waters, such as specifically electrofishing or reed cutting operations.

50

Implementing Ordinance to the Personnel Act (VVO)

177.111

1. **Work Utensils and Wooden Tools**

As a general rule, work utensils and wooden tools are provided by the Forest Department for employees paid on an hourly basis. For employees paid on a piece-rate basis, these are provided by the employees themselves. If employees provide their own tools, they will be paid compensation for this, as determined by the Office for Landscape and Nature.

2. **Working Hours**

The Office for Landscape and Nature regulates daily working hours. For piece-rate work, working hours must not exceed 50 hours per week and a total of 2184 hours per year.

20 The weekly working hours of agricultural employees

shall not exceed 48 hours on an annual average. Agricultural Employee

State Forest

42 The competent Directorate shall, with the consent of the Operations and Finance Directorate, regulate the remuneration for employees who are temporarily employed in workplaces involving particularly heavy or dirty work or those with particularly high heat exposure.

employees

of the laundry

operations of the

penal institution

1 The building services staff for the buildings and premises of the Building Services Central Administration, as well as for objects potentially managed by the Building Construction Office under a service agreement, are subordinate to the Building Services organization of the Building Construction Office. The building services staff for all buildings and premises outside the Central Administration are subordinate to the superiors of the respective service unit designated by the competent directorates or organs of the judiciary.

2 If service units from different areas of responsibility are in close proximity, the cleaning service within a building or building complex shall be managed by the unit responsible for facility management (Hausvorstandsaufgabe) or which has the largest cleaning area.

42 Employees of the offices of the Department of Construction and Allowance as

the Department of Economic Affairs and of the laundry operation of the Penal-Group-

institution will receive an allowance of CHF 2.75 per hour if

they temporarily act as a forewoman or foreman of a group

of generally at least three employees.

1.4.25-128

51

177.111

Implementing Ordinance to the Personnel Act (VVO)

C. Special Employment Relationships

Re-employment

after reaching

retirement age

Temporary Staff

Interns

and

Trainees,

Auditors

and Auditors

Apprentices

41 1 Employees may, after reaching the age limit according to § 24 c of the Personnel Act², be re-employed on a fixed-term basis for a maximum of one year if operational circumstances require it.** In justified cases, the fixed-term employment may be extended by one year at a time.

**2 Employment and extension require the approval of the Directorate or the competent highest cantonal court.**

1 Temporary employees are employees who are employed outside the staffing plan for a maximum of twelve months on a fixed-term basis. Temporary employees hired as replacements for incapacitated employees can be employed for a maximum of two years.24

2 The directorates, the highest cantonal courts, or the offices authorized by them may hire temporary employees within the framework of the budget.32

3 This Ordinance applies to the employment relationship, unless the Government Council and the highest cantonal courts issue special provisions.

4 The salary is determined according to a salary grade within the classification plan.

1 The directorates and the offices authorized by them may

recruit interns and auditors within the framework of the budget.

2 Their employment relationship is governed by this Ordinance, unless

the Government Council issues special provisions. It regulates their remuneration

through special guidelines.

3 The employment and remuneration of auditors in the judiciary

are regulated by concurrent provisions of the highest cantonal courts

in agreement with the Department of Finance.

42 1 Apprenticeship positions according to federal legislation on

vocational education and training, as well as those for healthcare professions,

are determined by the staffing plan.

2 The wages of apprentices under federal legislation on

vocational education and training are determined by the Department of Finance and by the highest

cantonal courts in agreement with the Department of Finance, within

the scope of locally customary rates. The wages of apprentices

in healthcare professions are determined by the Department of Health

in agreement with the Department of Finance.

52

Implementing Ordinance to the Personnel Act (VVO)

177.111

3 Commercial apprentices and IT apprentices in the central

and district administration are employed by the Human Resources Office; other

apprentices according to para. 2 sentence 1 are employed by the competent office. The employment

of apprentices in the judiciary is carried out by the highest cantonal

courts, the courts, and the public notaries' offices.

4 The apprenticeship contract is subject to public law, subject to

the mandatory provisions of the Swiss Code of Obligations8.

XI. Transitional and Final Provisions

1. The offices and courts shall provide employees with the Personnel Act and the relevant ordinances or an equivalent overview at the beginning of the employment relationship, and shall inform them of any changes.

2. Employees are entitled to receive new editions and supplements of the ordinances free of charge. They shall obtain these from the personnel office responsible for them.

To the extent that this Ordinance does not expressly provide otherwise, for the calculation of claims

a. "working days" means the working days of the relevant 5-day, 5½-day, or 6-day week;

b. "weeks" or "months" means full weeks of seven days or full actual calendar months.

The duration of validity for each permit is determined upon its issuance.

Permits

42. Employment relationships that existed in the cantonal Central and Calculation

District Administration, including the University and Universities of Applied Sciences, the Courts, and Notaries prior to the coming into force of this Ordinance, shall be taken into account for the calculation of years of service, regardless of the degree of employment.

43

Entry into force;

Repeal-

1 Diese Verordnung tritt am 1. Juli 1999 in Kraft.

2 Die nachstehenden Verordnungen, Vollziehungsbestimmungen herigen Rechts

und Beschlüsse werden auf diesen Zeitpunkt aufgehoben: . . .11

1.4.25-128

53

177.111 Vollzugsverordnung zum Personalgesetz (VVO)

3 Frühere Weisungen und Richtlinien der Personalkommission gel-

ten bis zum Erlass sie ersetzender Bestimmungen weiter, sofern sie

dem Personalgesetz², der Personalverordnung³ und dieser Verordnung

nicht widersprechen.

Übergangsbestimmungen zur Änderung vom 17. April 2019

(OS 74, 311)

I. Lehrpersonen, Vikarinnen und Vikare, die dem Lehrpersonal-

gesetz unterstehen, steht bis zum Inkrafttreten der Änderung der Lehr-

personalverordnung vom 17. April 2019 folgender Ferienanspruch zu

a. bis und mit dem Kalenderjahr, in dem sie das

20. Altersjahr vollenden 5 Wochen

b. vom Beginn des Kalenderjahres an, in dem sie das

21. Altersjahr vollenden 4 Wochen

c. vom Beginn des Kalenderjahres an, in dem sie das

50. Altersjahr vollenden 5 Wochen

d. vom Beginn des Kalenderjahres an, in dem sie das

60. Altersjahr vollenden 6 Wochen

II. Ferienansprüche, die bis zum Inkrafttreten der Verordnungs-

änderung entstanden sind und nicht bezogen wurden, sind von § 124

Abs. 3 ausgenommen.

Übergangsbestimmungen zur Änderung vom 31. März 2021

(OS 76, 165)

Der bezahlte Vaterschaftsurlaub gemäss § 96 a Abs. 1 gilt bei Ge-

burt eines Kindes ab dem 1. Januar 2021.

Übergangsbestimmungen zur Änderung vom 16. März 2022

(OS 77, 398)

I. Bei Anstellungsverhältnissen, die vor Inkrafttreten der Ände-

rung aufgelöst werden, beurteilt sich die Abfindung nach dem bisheri-

gen Recht.

54

Vollzugsverordnung zum Personalgesetz (VVO)

177.111

II. Auf Kündigungsverfahren gemäss § 19 des Personalgesetzes,

die vor Inkrafttreten der Änderung eingeleitet wurden, bleibt das bishe-

rige Recht anwendbar.

Übergangsbestimmungen zur Änderung vom 31. August 2022

(OS 77, 463)

I. Das neue Recht gemäss § 96 a Abs. 1 lit. b gilt bei Geburt eines

Kindes ab 1. Juli 2022.

II. Wird bei Angestellten ein Kindesverhältnis innert sechs Mona-

ten nach Inkrafttreten der Änderung begründet, bleibt § 96 a Abs. 3 in der

vor dem Inkrafttreten der Änderung vom 31. August 2022 geltenden

Fassung anwendbar.

III. Auf Angestellte, die ein Kind sechs Monate nach Inkrafttreten

der Änderung in ein Pflegeverhältnis aufnehmen, bleibt § 98 in der vor

dem Inkrafttreten der Änderung vom 31. August 2022 geltenden Fas-

sung anwendbar.

Übergangsbestimmungen zur Änderung vom 10. Januar 2024

(OS 79, 11)

Die Änderung vom 10. Januar 2024 ist anwendbar auf Todesfälle,

die sich ab dem Inkrafttreten ereignet haben.

1 OS 55, 249.

2 LS 177.10.

3 LS 177.11.

4 Obsolet.

5 Aufgehoben; OS 48, 389.

6 LS 432.11; heute: LS 170.6.

7 LS 432.111; heute: LS 170.61.

8 SR 220.

9 SR 412.10.

10 SR 832.20.

11 Text siehe OS 55, 296.

1.4.25-128

55

177.111

Vollzugsverordnung zum Personalgesetz (VVO)

12 Fassung gemäss RRB vom 16. Mai 2001 (OS 56, 607). In Kraft seit 1. Juli 2001.

13 Fassung gemäss RRB vom 24. Juli 2002 (OS 57, 271). In Kraft seit 1. Septem-

ber 2002.

14 Fassung gemäss RRB vom 11. Dezember 2002 (OS 57, 352). In Kraft seit

1. Januar 2003.

15 Fassung gemäss RRB vom 3. Dezember 2003 (OS 58, 269). In Kraft seit

1. Januar 2004.

16 Aufgehoben durch RRB vom 3. Dezember 2003 (OS 58, 269). In Kraft seit

1. Januar 2004.

17 Fassung gemäss RRB vom 5. Mai 2004 (OS 59, 138). In Kraft seit 1. Januar

2005.

18 Aufgehoben durch RRB vom 5. Mai 2004 (OS 59, 138). In Kraft seit 1. Januar

2005.

19 Fassung gemäss RRB vom 8. Dezember 2004 (OS 59, 451). In Kraft seit

1. Januar 2005.

20 Fassung gemäss RRB vom 6. Dezember 2005 (OS 60, 520; AB12005, 1550). In

Kraft seit 1. Januar 2006.

21 Aufgehoben durch RRB vom 6. Dezember 2005 (OS 60, 520; AB12005, 1550).

In Kraft seit 1. Januar 2006.

22 Fassung gemäss RRB vom 29. November 2006 (OS 61, 483; AB1 2006, 1696).

In Kraft seit 1. Januar 2007.

23 Eingefügt durch RRB vom 24. Oktober 2007 (OS 62, 455; AB12007, 1984). In

Kraft seit 1. April 2008.

24 Fassung gemäss RRB vom 24. Oktober 2007 (OS 62, 455; ABI 2007, 1984). In

Kraft seit 1. April 2008.

25 Eingefügt durch RRB vom 4. Juni 2008 (OS 63, 341; AB1 2008, 905). In Kraft

seit 1. Juli 2008.

26 Fassung gemäss RRB vom 4. Juni 2008 (OS 63, 341; AB1 2008, 905). In Kraft

seit 1. Juli 2008.

27 Fassung gemäss RRB vom 4. Juni 2008 (OS 63, 344; ABI 2008, 913). In Kraft

seit 1. Juli 2008.

28 Fassung gemäss RRB vom 26. November 2008 (OS 63, 618; AB1 2008, 2192).

In Kraft seit 1. Januar 2009.

29 Fassung gemäss RRB vom 3. Dezember 2008 (OS 63, 665; AB1 2008, 2285). In

Kraft seit 1. Januar 2009.

30 Fassung gemäss RRB vom 11. Februar 2009 (OS 64, 109; ABI 2009, 347). In

Kraft seit 1. Januar 2009.

31 Aufgehoben durch RRB vom 11. Februar 2009 (OS 64, 109; ABI 2009, 347).

In Kraft seit 1. Januar 2009.

32 Fassung gemäss RRB vom 17. Juni 2009 (OS 65, 103; ABI 2010, 106). In Kraft

seit 1. Januar 2010.

33 Fassung gemäss RRB vom 2. Dezember 2009 (OS 65, 1; ABI 2009, 2421). In

Kraft seit 1. Juli 2010.

34 Fassung gemäss Berichtigung vom 12. März 2010 (OS 65, 155). In Kraft seit

1. Juli 2010.

56

Vollzugsverordnung zum Personalgesetz (VVO)

177.111

35 Fassung gemäss RRB vom 17. November 2010 (OS 65, 997; AB1 2010, 2610).

In Kraft seit 1. Januar 2011.

36 Fassung gemäss RRB vom 14. September 2011 (OS 66, 814; ABI 2011, 2717).

In Kraft seit 1. Dezember 2011.

37 Fassung gemäss RRB vom 2. November 2011 (OS 66, 978; ABI 2011, 3236).

In Kraft seit 1. Januar 2012.

38 Fassung gemäss RRB vom 10. Dezember 2014 (OS 69, 618; ABI 2014-12-19).

In Kraft seit 1. Januar 2015.

39 Fassung gemäss RRB vom 19. August 2015 (OS 70, 357; AB1 2015-08-28). In

Kraft seit 1. Januar 2016.

40 Fassung gemäss RRB vom 7. Juni 2016 (OS 71, 369; AB1 2016-06-24). In Kraft

seit 1. Januar 2017.

41 Eingefügt durch RRB vom 23. November 2016 (OS 72, 32; ABI 2016-12-09).

In Kraft seit 1. März 2017.

42 Fassung gemäss RRB vom 23. November 2016 (OS 72, 32; ABI 2016-12-09).

In Kraft seit 1. März 2017.

43 Aufgehoben durch RRB vom 23. November 2016 (OS 72, 32; ABI 2016-12-

09). In Kraft seit 1. März 2017.

44 Fassung gemäss RRB vom 4. Oktober 2017 (OS 72, 574; ABI 2017-10-20). In

Kraft seit 1. Januar 2018.

45 Fassung gemäss RRB vom 24. Oktober 2018 (OS 74, 2; ABI 2018-10-26). In

Kraft seit 1. Januar 2019.

46 Eingefügt durch RRB vom 17. April 2019 (OS 74, 311; ABI2019-04-26). In Kraft

seit 1. Januar 2020.

47 Fassung gemäss RRB vom 17. April 2019 (OS 74, 311; AB12019-04-26). In Kraft

seit 1. Januar 2020.

48 Fassung gemäss RRB vom 30. Oktober 2019 (OS 75, 9; AB1 2019-11-08). In

Kraft seit 1. Januar 2020.

49 Fassung gemäss RRB vom 1. Juli 2020 (OS 75, 405; AB12020-07-10). In Kraft

seit 1. Oktober 2020.

50 Eingefügt durch RRB vom 31. März 2021 (OS 76, 165; AB1 2021-04-09). In

Kraft seit 1. Januar 2021.

51 Fassung gemäss RRB vom 31. März 2021 (OS 76, 165; AB1 2021-04-09). In

Kraft seit 1. Januar 2021.

52 Aufgehoben durch RRB vom 31. März 2021 (OS 76, 165; AB1 2021-04-09). In

Kraft seit 1. Januar 2021.

53 Fassung gemäss RRB vom 1. September 2021 (OS 76, 354; ABI 2021-09-10). In

Kraft seit 1. Juli 2021.

54 Fassung gemäss RRB vom 25. August 2021 (OS 76, 353; ABI 2021-09-10). In

Kraft seit 1. November 2021.

55 Fassung gemäss RRB vom 27. Oktober 2021 (OS 77, 2; ABI 2021-11-05). In

Kraft seit 1. Januar 2022.

56 Eingefügt durch RRB vom 25. November 2020 (OS 77, 141; ABI 2021-12-04).

In Kraft seit 1. Juli 2022.

1.4.25-128

57

177.111

Vollzugsverordnung zum Personalgesetz (VVO)

57 Fassung gemäss RRB vom 25. November 2020 (OS 77, 141; ABI 2021-12-04).

In Kraft seit 1. Juli 2022.

58 Fassung gemäss RRB vom 16. März 2022 (OS 77, 398; ABI 2022-03-25). In Kraft

seit 1. Oktober 2022.

59 Fassung gemäss RRB vom 31. August 2022 (OS 77, 463; ABI 2022-09-09). In

Kraft seit 1. Juli 2022.

60 Fassung gemäss RRB vom 27. September 2023 (OS 79, 2; ABI 2023-10-02).

In Kraft seit 1. Januar 2024.

61 Eingefügt durch RRB vom 10. Januar 2024 (OS 79, 11; ABI 2024-01-19). In

Kraft seit 1. Januar 2024.

62 Fassung gemäss RRB vom 10. Januar 2024 (OS 79, 11; ABI 2024-01-19). In Kraft

seit 1. Januar 2024.

63 Fassung gemäss RRB vom 25. September 2024 (OS 80, 2; ABI 2024-10-04). In

Kraft seit 1. Januar 2025.

58

Vollzugsverordnung zum Personalgesetz (VVO)

Anhang 1: Einreihungsplan

Klasse 1

Betriebsmitarbeiter/in

Klasse 2

Betriebsmitarbeiter/in

Klasse 3

Betriebsmitarbeiter/in

Klasse 4

Betriebsmitarbeiter/in

Tierpflegergehilfe/-gehilfin

Klasse 533

Betriebsangestellte/r

Büroangestellte/r

Facharbeiter/in

Hauswirtschaftliche/r Angestellte/r

Hilfskoch/-köchin

Laborhilfe

Magaziner/in

Portier

Technische/r Angestellte/r

Tierpflegergehilfe/-gehilfin

Klasse 633

Betriebsangestellte/r

Büroangestellte/r

Facharbeiter/in

Hauswirtschaftliche/r Angestellte/r

Hilfskoch/-köchin

Laborhilfe

Magaziner/in

Pflegehelfer/in

Portier

Sicherheitsangestellte/r

Technische/r Angestellte/r

Tierpflegergehilfe/-gehilfin

Waldarbeiter/in

1.4.25-128

177.111

59

177.111

Klasse 733

Betriebsangestellte/r

Facharbeiter/in

Gerichtsangestellte/r

Hauswirtschaftliche/r Angestellte/r

Hilfskoch/-köchin

Laborhilfe

Landwirtschaftliche/r Angestellte/r

Magaziner/in

Notariatsangestellte/r

Pflegehelfer/in

Portier

Sicherheitsangestellte/r

Technische/r Angestellte/r

Tierpflegergehilfe/-gehilfin

Verwaltungsangestellte/r

Waldarbeiter/in

Weibel/in

Klasse 833, 36

Betriebsangestellte/r

Chauffeur/Chauffeuse

Datatypist/in

Facharbeiter/in

Gerichtsangestellte/r

Hauswirtschaftliche/r Angestellte/r

Hilfskoch/-köchin

Laborhilfe

Landwirtschaftliche/r Angestellte/r

Magaziner/in

Medizinisch-Technische/r Angestellte/r

Pflegehelfer/in

Portier

Sicherheitsangestellte/r

Strassenwärter/in

Technische/r Angestellte/r

Verwaltungsangestellte/r

Waldarbeiter/in

Weibel/in

60

Vollzugsverordnung zum Personalgesetz (VVO)

Vollzugsverordnung zum Personalgesetz (VVO)

Klasse 933, 44

Bibliothekar/in

Chauffeur/Chauffeuse

Dokumentalist/in

Fachfrau/Fachmann Betreuung

Fachfrau/-mann Gesundheit

Fachfrau/-mann Information und Dokumentation

Gärtner/in

Handwerker/in

Hauswart/in

Hauswirtschaftliche/r Angestellte/r

Informatiker/in

Koch/Köchin

Laborant/in

Landwirtschaftliche/r Angestellte/r

Magaziner/in

Medizinische/r Praxisassistent/in

Medizinisch-Technische/r Angestellte/r

Notariatssekretär/in

Pflegeassistent/in

Pflegehelfer/in

Portier mbA

Sicherheitsangestellte/r

Strassenwärter/in

Technische/r Assistent/in

Verwaltungssekretär/in

Waldarbeiter/in

Wasserbauarbeiter/in

Weibel/in

Klasse 1033, 44

Bibliothekar/in

Chauffeur/Chauffeuse

Dokumentalist/in

Equipenchef/in

Fachfrau/Fachmann Betreuung

Fachfrau/-mann Gesundheit

Fachfrau/-mann Information und Dokumentation

Forstwart/in

Gärtner/in

Handwerker/in

Hauswart/in

Hauswirtschaftliche/r Equipenchef/in

Informatiker/in

1.4.25-128

177.111

61

177.111

Koch/Köchin

Laborant/in

Vollzugsverordnung zum Personalgesetz (VVO)

Landwirtschaftliche/r Angestellte/r

Magazinchef/in

Medizinische/r Praxisassistent/in

Medizinisch-Technische/r Assistent/in

Notariatssekretär/in

Pflegeassistent/in

Portier mbA

Sicherheitsangestellte/r

Strassenwärter/in

Technische/r Assistent/in

Therapieassistent/in

Tierpfleger/in

Verwaltungssekretär/in

Wasserbauarbeiter/in

Weibel/in

Klasse 1133, 44

Bibliothekar/in

Chauffeur/Chauffeuse mbA

Dokumentalist/in

Equipenchef/in

Fachfrau/Fachmann Betreuung mbA

Fachfrau/-mann Gesundheit mbA

Fachfrau/-mann Information und Dokumentation

Forstwart/in

Gärtner/in

Handwerker/in

Hauswart/in

Hauswirtschaftliche/r Equipenchef/in

Informatiker/in

Koch/Köchin

Laborant/in

Landwirtschaftliche/r Angestellte/r mbA

Magazinchef/in

Medizinische/r Praxisassistent/in mbA

Medizinisch-Technische/r Assistent/in

Notariatssekretär/in

Personalassistent/in

Portier mbA

Strassenwärter/in mbA

Technische/r Assistent/in

Therapieassistent/in

62

Vollzugsverordnung zum Personalgesetz (VVO)

Tierpfleger/in

Verwaltungssekretär/in

Weibel/in

Klasse 1233, 44

Aufseher/in

Bibliothekar/in

Chauffeur/Chauffeuse mbA

Dokumentalist/in

Equipenchef/in

Fachfrau/Fachmann Betreuung mbA

Fachfrau/-mann Gesundheit mbA

Fachfrau/-mann Information und Dokumentation

Forstwart/in mbA

Gärtner/in

Hausmeister/in

Hauswirtschaftliche/r Equipenchef/in

Informatiker/in

Koch/Köchin

Koch/Köchin mbA

Krankenpfleger/in FA SRK

Laborant/in

Laborant/in mbA

Landwirtschaftliche/r Angestellte/r mbA

Magazinchef/in

Medizinische/r Praxisassistent/in mbA

Medizinisch-Technische/r Assistent/in

Notariatssekretär/in

Personalassistent/in

Portier mbA

Rechnungsführer/in

Spezialhandwerker/in

Strassenwärter/in mbA

Technische/r Assistent/in

Tierpfleger/in

Verwaltungssekretär/in

Vorarbeiter/in

Weibel/in

Klasse 1333, 44

Abteilungstierpfleger/in

Aspirant des Polizeikorps

Aufseher/in

Bibliothekar/in mbA

1.4.25-128

177.111

63

177.111 Vollzugsverordnung zum Personalgesetz (VVO)

Chauffeur/Chauffeuse mbA

Diplomierte/r Pflegefachfrau/-mann Diplomniveau I

Dokumentalist/in mbA

Fachfrau/Fachmann Betreuung mbA

Fachfrau/-mann Gesundheit mbA

Forstwart/in mbA

Gruppenchef/in

Handwerkermeister/in

Hausmeister/in

Hauswirtschaftliche/r Betriebsleiter/in

Informatiker/in mbA

Koch/Köchin mbA

Krankenpfleger/in FA SRK mbA

Laborant/in

Laborant/in mbA

Landwirtschaftliche/r Angestellte/r mbA

Magazinchef/in

Medizinisch-Technische/r Assistent/in

Medizinisch-Technische/r Assistent/in mbA

Notariatssekretär/in mbA

Obergärtner/in

Personalassistent/in

Personalfachverantwortliche/r

Rechnungsführer/in

Rettungssanitäter/in

Spezialhandwerker/in

Techniker/in

Therapeut/in

Verwaltungsassistent/in

Verwaltungssekretär/in mbA

Vorarbeiter/in

Klasse 1433, 44

Abteilungstierpfleger/in

Aktivierungsfachfrau/-mann HF

Arbeitsagoge/-agogin

Aufseher/in mbA

Bewegungs- und Tanztherapeut/in HF

Bibliothekar/in mbA

Biomedizinische/r Analytiker/in HF

Diplomierte/r Pflegefachfrau/-mann Diplomniveau I mbA

Dokumentalist/in mbA

Fachfrau/-mann für medizinisch-technische Radiologie HF

Fachfrau/-mann Operationstechnik HF

64

Vollzugsverordnung zum Personalgesetz (VVO)

177.111

Förster/in HF

Gefreiter des Polizeikorps

Gruppenchef/in

Handwerkermeister/in

Hausmeister/in

Hauswirtschaftliche/r Betriebsleiter/in

Hebamme

Informatiker/in mbA

Instruktor/in des Zivilschutzes

Koch/Köchin mbA

Laborant/in mbA

Landwirtschaftliche/r Betriebsleiter/in

Leitende/r Medizinisch-Technische/r Assistent/in

Leiter/in Labor

Materialverwalter/in

Medizinisch-Technische/r Assistent/in mbA

Notariatssekretär/in mbA

Obergärtner/in

Orthoptist/in HF

Personalfachverantwortliche/r

Pflegefachfrau/-mann HF

Polizeisoldat des Polizeikorps

Rechnungsführer/in

Revisionsassistent/in

Sozialpädagoge/-pädagogin HF

Spezialhandwerker/in

Techniker/in

Therapeut/in

Therapeut/in mbA

Verwaltungsassistent/in

Verwaltungssekretär/in mbA

Vorarbeiter/in

Klasse 1533, 36, 44, 49

Aktivierungsfachfrau/-mann HF

Arbeitsagoge/-agogin

Aufseher/in mbA

Ausbildner/in

Betriebsleiter/in

Bewegungs- und Tanztherapeut/in HF

Bibliothekar/in mbA

Biomedizinische/r Analytiker/in HF

Dokumentalist/in mbA

Fachfrau/-mann für medizinisch-technische Radiologie HF

1.4.25-128

65

177.111

Vollzugsverordnung zum Personalgesetz (VVO)

Fachfrau/-mann Operationstechnik HF

Fischereiaufseher/in

Förster/in HF

Gruppenchef/in

Handwerkermeister/in

Hauswirtschaftliche/r Betriebsleiter/in

Hebamme

Hebamme mbA

Informatiker/in mbA

Instruktor/in des Zivilschutzes

Koch/Köchin mbA

Korporal des Polizeikorps

Küchenchef/in

Laborant/in mbA

Landwirtschaftliche/r Betriebsleiter/in

Leitende/r Medizinisch-Technische Assistent/in

Leiter/in Labor

Materialverwalter/in

Medizinisch-Technische/r Assistent/in mbA

Notariatsassistent/in

Notariatssekretär/in mbA

Oberaufseher/in

Obergärtner/in

Obertierpfleger/in

Orthoptist/in HF

Personalberater/in RAV

Personalfachverantwortliche/r

Pflegefachfrau/-mann HF

Rechnungssekretär/in

Revisionsassistent/in

Sozialpädagoge/-pädagogin HF

Techniker/in

Therapeut/in mbA

Verwaltungsassistent/in

Verwaltungssekretär/in mbA

Klasse 1633, 34, 39, 44, 49

Adjunkt/in

Aktivierungsfachfrau/-mann HF mbA

Architekt/in

Assistenzstaatsanwalt/-anwältin

Ausbildner/in

Berufsberater/in

Bewegungs- und Tanztherapeut/in HF mbA

66

Vollzugsverordnung zum Personalgesetz (VVO)

177.111

Biomedizinische/r Analytiker/in HF mbA

Controller/in

Ergotherapeut/in FH

Ernährungsberater/in FH

Fachfrau/-mann für medizinisch-technische Radiologie HF mbA

Fachfrau/-mann Operationstechnik HF mbA

Förster/in HF mbA

Hauswirtschaftliche/r Betriebsleiter/in mbA

Hebamme mbA

Hebamme/Geburtshelfer FH

Informatikspezialist/in

Informations- und Dokumentationsspezialist/in

Ingenieur/in

Instruktor/in des Zivilschutzes

Juristische/r Sekretär/in

Küchenchef/in

Laborant/in mbA

Landwirtschaftliche/r Betriebsleiter/in

Leitende/r Medizinisch-Technische Assistent/in

Leiter/in Gebärabteilung

Leiter/in Labor

Materialverwalter/in

Medizinisch-Technische/r Assistent/in mbA

Notariatsassistent/in

Notariatssekretär/in mbA

Oberaufseher/in

Obertierpfleger/in

Organisator/in

Orthoptist/in HF mbA

Personalberater/in RAV

Personalfachverantwortliche/r

Pflegefachfrau/-mann HF mbA

Pflegefachfrau/-mann HF mit Zusatzausbildung

Pflegefachfrau/-mann FH

Pflegeexperte/-in

Physiotherapeut/in FH

Psychologe/-login

Rechnungssekretär/in

Revisionsassistent/in

Revisor/in

Sektorleiter/in

Sozialarbeiter/in

Sozialpädagoge/-pädagogin FH

Sozialpädagoge/-pädagogin HF mbA

Steuerkommissär/in

1.4.25-128

67

177.111

Vollzugsverordnung zum Personalgesetz (VVO)

Stv. Jugendanwalt/-anwältin

Stv. Staatsanwalt/-anwältin

Techniker/in

Therapeut/in mbA

Verwaltungsassistent/in

Verwaltungssekretär/in mbA

Wachtmeister des Polizeikorps

Werkstattchef/in

Wissenschaftliche/r Bibliothekar/in

Wissenschaftliche/r Mitarbeiter/in

Klasse 1733, 36, 39, 44

Adjunkt/in

Aktivierungsfachfrau/-mann HF mbA

Architekt/in

Assistent/in

Assistenzstaatsanwalt/-anwältin

Berufsberater/in

Bewegungs- und Tanztherapeut/in HF mbA

Controller/in

Ergotherapeut/in FH mbA

Ernährungsberater/in FH mbA

Förster/in HF mbA

Gefängnisverwalter/in

Gerichtsschreiber/in an einem Bezirksgericht

Hauswirtschaftliche/r Betriebsleiter/in mbA

Hebamme/Geburtshelfer FH mbA

Informatikspezialist/in

Informations- und Dokumentationsspezialist/in

Ingenieur/in

Inspektor/in

Instruktor/in des Zivilschutzes

Juristische/r Sekretär/in

Küchenchef/in

Leitende/r Medizinisch-Technische/r Assistent/in

Leiter/in Abteilung/Bereich Pflege

Leiter/in Biomedizinische Analytik

Leiter/in Gebärabteilung

Leiter/in Labor

Leiter/in medizinisch-technische Radiologie

Leiter/in Operationstechnik

Leiter/in Therapie

Logopäde/-pädin

Notariatsassistent/in

68

Vollzugsverordnung zum Personalgesetz (VVO) 177.111

Oberaufseher/in

Organisator/in

Orthoptist/in HF mbA

Personalfachverantwortliche/r

Pflegeexperte/-in

Pflegefachfrau/-mann FH mbA

Pflegefachfrau/-mann mit Zusatzausbildung mbA

Physiotherapeut/in FH mbA

Psychologe/-login

Rechnungssekretär/in

Revisor/in

Sektorleiter/in

Sozialarbeiter/in

Sozialpädagoge/-pädagogin FH mbA

Steuerkommissär/in

Stv. Jugendanwalt/-anwältin

Stv. Staatsanwalt/-anwältin

Therapeut/in mbA

Wachtmeister mbA des Polizeikorps

Werkstattchef/in

Wissenschaftliche/r Bibliothekar/in

Wissenschaftliche/r Mitarbeiter/in

Klasse 1833, 36, 39, 44

Abteilungschef/in

Adjunkt/in

Architekt/in

Assistent/in

Assistenzstaatsanwalt/-anwältin

Ausbildungsleiter/in

Berufsberater/in

Chefinstruktor/in des Zivilschutzes

Controller/in

Ergotherapeut/in FH mbA

Ernährungsberater/in FH mbA

Feldweibel des Polizeikorps

Gefängnisverwalter/in

Gerichtsschreiber/in an einem Bezirksgericht

Hauswirtschaftliche/r Betriebsleiter/in mbA

Informatikspezialist/in

Informations- und Dokumentationsspezialist/in

Ingenieur/in

Inspektor/in

Juristische/r Sekretär/in

1.4.25-128 69

177.111

Vollzugsverordnung zum Personalgesetz (VVO)

Küchenchef/in

Leitende/r Medizinisch-Technische/r Assistent/in

Leiter/in Abteilung/Bereich Pflege

Leiter/in Biomedizinische Analytik

Leiter/in Gebärabteilung

Leiter/in Labor

Leiter/in medizinisch-technische Radiologie

Leiter/in Operationstechnik

Leiter/in Therapie

Logopäde/-pädin

Notariatsassistent/in

Notar/-Stellvertreter/in

Organisator/in

Personalbereichsleiter/in

Pflegeexperte/-in

Physiotherapeut/in FH mbA

Psychologe/-login

Rechnungssekretär/in

Revisor/in

Sanitätschef/in

Sektorleiter/in

Sozialarbeiter/in mbA

Sozialpädagoge/-pädagogin FH mbA

Steuerkommissär/in

Stv. Jugendanwalt/-anwältin

Stv. Staatsanwalt/-anwältin

Werkstattchef/in

Wissenschaftliche/r Bibliothekar/in

Wissenschaftliche/r Mitarbeiter/in

Klasse 1933, 36, 39, 44

Abteilungschef/in

Adjunkt/in

Architekt/in

Assistenzarzt/-ärztin

Assistenzstaatsanwalt/-anwältin

Ausbildungsleiter/in

Berufsberater/in mbA

Chef/in des Rechnungswesens

Chefinstruktor/in des Zivilschutzes

Controller/in

Feldweibel mbA des Polizeikorps

Gefängnisverwalter/in

Gerichtsschreiber/in an einem Bezirksgericht

70

Vollzugsverordnung zum Personalgesetz (VVO)

177.111

Gerichtsschreiber/in an einem obersten kantonalen Gericht

Gerichtsschreiber/in an einem Rekursgericht

Informatikspezialist/in

Informations- und Dokumentationsspezialist/in

Ingenieur/in

Inspektor/in

Juristische/r Sekretär/in

Leitende/r Medizinisch-Technische/r Assistent/in

Leiter/in Abteilung/Bereich Pflege

Leiter/in Biomedizinische Analytik

Leiter/in Gebärabteilung

Leiter/in Labor

Leiter/in medizinisch-technische Radiologie

Leiter/in Operationstechnik

Leiter/in Therapie

Logopäde/-pädin

Notar/-Stellvertreter/in

Oberassistent/in

Organisator/in

Personalbereichsleiter/in

Pflegewissenschafter/in

Physiowissenschafter/in

Psychologe/-login

Revisor/in

Sektorleiter/in

Sozialarbeiter/in mbA

Sozialpädagogin/Sozialpädagoge FH mbA

Steuerkommissär/in

Stv. Jugendanwalt/-anwältin

Stv. Staatsanwalt/-anwältin

Wissenschaftliche/r Bibliothekar/in

Wissenschaftliche/r Mitarbeiter/in

Klasse 2033, 36, 39, 44

Abteilungschef/in

Adjutant des Polizeikorps

Adjunkt/in

Architekt/in

Assistenzarzt/-ärztin

Assistenzstaatsanwalt/-anwältin

Berufsberater/in mbA

Bezirksratsschreiber/in

Chef/in des Rechnungswesens

Controller/in

1.4.25-128

71

177.111

Vollzugsverordnung zum Personalgesetz (VVO)

Gerichtsschreiber/in an einem obersten kantonalen Gericht

Gerichtsschreiber/in an einem Rekursgericht

Habilitierte/r Oberassistent/in

Informatik-Controller/in

Informatikspezialist/in

Informations- und Dokumentationsspezialist/in

Ingenieur/in

Juristische/r Sekretär/in

Leitende/r Bezirksgerichtsschreiber/in

Leitende/r Medizinisch-Technische/r Assistent/in

Leiter/in Abteilung/Bereich Pflege

Leiter/in biomedizinische Analytik

Leiter/in des Pflegedienstes

Leiter/in Gebärabteilung

Leiter/in Labor

Leiter/in medizinisch-technische Radiologie

Leiter/in Therapie

Notar/-Stellvertreter/in

Oberassistent/in

Organisator/in

Personalbereichsleiter/in

Pflegewissenschafter/in

Physiowissenschafter/in

Psychologe/-login

Revisor/in

Schulleiter/in

Spitalarzt/-ärztin

Steuerkommissär/in

Stv. Jugendanwalt/-anwältin

Stv. Staatsanwalt/-anwältin

Wissenschaftliche/r Bibliothekar/in

Wissenschaftliche/r Mitarbeiter/in

Klasse 2133, 36, 44

Abteilungschef/in

Adjunkt/in mbA

Architekt/in mbA

Assistenzarzt/-ärztin

Bezirksratsschreiber/in

Chef/in des Rechnungswesens

Controller/in mbA

Gerichtsschreiber/in mbA an einem obersten kantonalen Gericht

Gerichtsschreiber/in mbA an einem Rekursgericht

Habilitierte/r Oberassistent/in

72

Vollzugsverordnung zum Personalgesetz (VVO)

Informatikspezialist/in mbA

Informations- und Dokumentationsspezialist/in mbA

Ingenieur/in mbA

Juristische/r Sekretär/in mbA

Kreisforstmeister/in

Leitende/r Bezirksgerichtsschreiber/in

Leitende/r Gerichtsschreiber/in Verwaltungsgericht

Leitende/r Psychologe/-login

Leiter/in Abteilung/Bereich Pflege

Leiter/in Biomedizinische Analytik

Leiter/in des Pflegedienstes

Leiter/in Fachentwicklung Pflege

Leiter/in Fachentwicklung Physiotherapie

Leiter/in medizinisch-technische Radiologie

Leiter/in Therapie

Leutnant des Polizeikorps

Notar/in-Stellvertreter/in

Oberarzt/-ärztin

Oberassistent/in

Personalbereichsleiter/in

Revisor/in mbA

Spitalarzt/-ärztin

Steuerkommissär/in mbA

Wissenschaftliche/r Abteilungsleiter/in

Wissenschaftliche/r Bibliothekar/in mbA

Wissenschaftliche/r Mitarbeiter/in mbA

Klasse 2233, 36, 44

Abteilungschef/in

Adjunkt/in mbA

Architekt/in mbA

Chef/in des Rechnungswesens

Chef/in Zentrale Dienste/Logistik

Controller/in mbA

Gerichtsschreiber/in mbA an einem obersten kantonalen Gericht

Gerichtsschreiber/in mbA an einem Rekursgericht

Habilitierte/r Oberassistent/in

Informatikspezialist/in mbA

Informations- und Dokumentationsspezialist/in mbA

Ingenieur/in mbA

Juristische/r Sekretär/in mbA

Kreisforstmeister/in

Leitende/r Bezirksgerichtsschreiber/in

Leitende/r Gerichtsschreiber/in Verwaltungsgericht

1.4.25-128

177.111

73

177.111 Vollzugsverordnung zum Personalgesetz (VVO)

Leitende/r Psychologe/-login

Leiter/in des Pflegedienstes

Notar/in

Notar/in-Stellvertreter/in

Oberarzt/-ärztin

Oberleutnant des Polizeikorps

Revisor/in mbA

Spitalarzt/-ärztin

Stellvertreter/in des/der Betreibungsinspektors/-inspektorin

Steuerkommissär/in mbA

Wissenschaftliche/r Abteilungsleiter/in

Wissenschaftliche/r Bibliothekar/in mbA

Wissenschaftliche/r Mitarbeiter/in mbA

Klasse 2333, 36, 39, 44, 49

Abteilungschef/in

Adjunkt/in mbA

Architekt/in mbA

Betreibungsinspektor/in

Chef/in des Rechnungswesens

Controller/in mbA

Gerichtsschreiber/in mbA an einem obersten kantonalen Gericht

Informatikspezialist/in mbA

Informations- und Dokumentationsspezialist/in mbA

Ingenieur/in mbA

Juristische/r Sekretär/in mbA

Leitende/r Gerichtsschreiber/in an einem Rekursgericht

Leitende/r Gerichtsschreiber/in Verwaltungsgericht

Leitende/r Psychologe/-login

Leiter/in des Pflegedienstes

Notar/in

Oberarzt/-ärztin

Revisor/in mbA

Statthalter/in

Steuerkommissär/in mbA

Wissenschaftliche/r Abteilungsleiter/in

Wissenschaftliche/r Bibliothekar/in mbA

Wissenschaftliche/r Mitarbeiter/in mbA

Klasse 2433, 36

Amtschef/in

Bezirksrichter/in

Chef/in Fach- und Rechtsdienst

Chefrevisor/in

74

Vollzugsverordnung zum Personalgesetz (VVO)

177.111

Chefsteuerkommissär/in

Erste/r Leitende/r Gerichtsschreiber/in am Bezirksgericht Zürich

Hauptabteilungschef/in

Hauptmann des Polizeikorps

Jugendanwalt/-anwältin

Leitende/r Gerichtsschreiber/in am Handelsgericht

Leitende/r Gerichtsschreiber/in am Obergericht

Leiter/in des Pflegedienstes

Notar/in

Oberarzt/-ärztin

Richter/in am Steuerrekursgericht

Staatsanwalt/-anwältin

Statthalter/in

Stellvertretende/r Kanzleichef/in des Baurekursgerichts

Klasse 2533, 36, 39, 49

Amtschef/in

Bezirksrichter/in

Chefrevisor/in

Chefsteuerkommissär/in

Hauptabteilungschef/in

Leitende/r Arzt/Ärztin

Leitende/r Jugendanwalt/-anwältin

Notariatsinspektor/in

Oberarzt/-ärztin

Richter/in am Steuerrekursgericht

Staatsanwalt/-anwältin

Staatsarchivar/in

Stellvertretende/r Kanzleichef/in des Baurekursgerichts

Stellvertreter/in des/der Generalsekretärs/-sekretärin

Verwaltungsdirektor/in

Klasse 2619, 36, 39

Abteilungspräsident/in des Steuerrekursgerichts

Amtschef/in

Bezirksrichter/in

Geschäftsleitende/r Notariatsinspektor/in

Hauptabteilungschef/in

Kanzleichef/in des Baurekursgerichts

Leitende/r Arzt/Ärztin

Leitende/r Staatsanwalt/-anwältin

Major des Polizeikorps

1.4.25-128

75

177.111 Vollzugsverordnung zum Personalgesetz (VVO)

Oberjugendanwalt/-anwältin

Sonderstaatsanwalt/-anwältin

Stellvertreter/in des/der Generalsekretärs/-sekretärin

Verwaltungsdirektor/in

Klasse 2719, 36, 39

Amtschef/in

Chefarzt/-ärztin

Hauptabteilungschef/in

Leitende/r Oberjugendanwalt/-anwältin

Oberstaatsanwalt/-anwältin

Präsident/in eines Bezirksgerichts

Präsident/in des Steuerrekursgerichts

Stellvertreter/in des/der Staatsschreibers/-schreiberin

Verwaltungsdirektor/in

Klasse 28

Amtschef/in

Chefarzt/-ärztin

Generalsekretär/in

Oberstleutnant des Polizeikorps

Präsident/in des Bezirksgerichts Zürich

Verwaltungsdirektor/in

Klasse 2933

Chef/in des Steueramtes

Kommandant/in (Oberst) des Polizeikorps

Leitende/r Oberstaatsanwalt/-anwältin

Staatsschreiber/in

76

Vollzugsverordnung zum Personalgesetz (VVO)

177.111

Anhang 2:63

Beträge der Lohnklassen

Lohnklasse

1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

Lohnstufe 29

72 119 73 077

74 288

75 781

77 587

79 740

82 266

85 196

88 569

92 408

96 761

101 659

106 264

112 356

119 102

Lohnstufe 28

71 398 72 343

73 542

75 021

76 810

78 941

81 440

84 341

87 675

91 481

95 783

100 632

105 615

111 211

117 888

Lohnstufe 27

70 676

71 609

72 796

74 263

76 031

78 140

80 612

83 481

86 782

90 546

94 807

99 603

104 967

110 067

116 672

Lohnstufe 26

69 953

70 878

72 050

73 502

75 249

77 337

79 784

82 625

85 893

89 615

93 830

98 576

103 883

108 920

115 459

Lohnstufe 25

69 229

70 146

71 302

72 739

74 470

76 534

78 955

81 767

85 000

88 684

92 855

97 550

102 797

107 774

114 245

Lohnstufe 24

68 506

69 412

70 560

71 980

73 691

75 732

78 129

80 908

84 108

87 754

91 881

96 526

101 715

106 628

113 030

Lohnstufe 23

67 783

68 679

69 813

71 219

72 913

74 931

77 303

80 051

83 214

86 821

90 905

95 498

100 632

105 483

111 813

Lohnstufe 22

67 061

67 946

69 068

70 459

72 135

74 130

76 475

79 195

82 323

85 892

89 929

94 471

99 548

104 770

110 598

Lohnstufe 21

66 338

67 214

68 324

69 696

71 355

73 328

75 647

78 337

81 430

84 958

88 951

93 446

98 465

104 056

109 384

Lohnstufe 20

65 615

66 481

67 579

68 933

70 577

72 530

74 821

77 479

80 540

84 026

87 975

92 418

97 384

102 912

108 170

Lohnstufe 19

64 890

65 747

66 832

68 172

69 796

71 725

73 994

76 618

79 646

83 093

86 999

91 390

96 301

101 767

106 957

Lohnstufe 18

64 169

65 013

66 087

67 413

69 015

70 926

73 168

75 764

78 754

82 163

86 024

90 363

95 220

100 623

105 740

Lohnstufe 17

63 444

64 280

65 342

66 653

68 236

70 124

72 339

74 907

77 861

81 232

85 046

89 337

94 138

99 478

104 524

Lohnstufe 16

62 600

63 426

64 471

65 766

67 331

69 188

71 373

73 906

76 821

80 145

83 907

88 138

92 875

98 140

103 542

Lohnstufe 15

61 756

62 571

63 602

64 878

66 421

68 253

70 406

72 907

75 780

79 058

82 768

86 940

91 611

96 803

102 555

Lohnstufe 14

60 913

61 715

62 731

63 992

65 512

67 318

69 443

71 905

74 738

77 972

81 629

85 744

90 346

95 468

101 140

Lohnstufe 13

60 072

60 860

61 864

63 101

64 600

66 382

68 477

70 905

73 697

76 886

80 489

84 547

89 083

94 132

99 722

Lohnstufe 12

59 226

60 005

60 995

62 214

63 692

65 447

67 510

69 906

72 658

75 798

79 351

83 348

87 822

92 796

98 305

Lohnstufe 11

58 378

59 150

60 123

61 325

62 784

64 512

66 544

68 903

71 618

74 711

78 213

82 149

86 557

91 458

96 886

Lohnstufe 10

57 538

58 294

59 253

60 437

61 876

63 577

65 580

67 905

70 577

73 625

77 074

80 951

85 292

90 122

95 470

Lohnstufe 9

56 694

57 439

58 380

59 549

60 966

62 643

64 614

66 904

69 535

72 538

75 932

79 754

84 027

88 785

94 050

Lohnstufe 8

55 852

56 585

57 516

58 662

60 056

61 709

63 650

65 904

68 495

71 450

74 795

78 558

82 766

87 448

92 636

Lohnstufe 7

55 006

55 728

56 645

57 777

59 145

60 775

62 684

64 901

67 453

70 363

73 657

77 360

81 504

86 112

91 218

Lohnstufe 6

54 161

54 874

55 775

56 889

58 236

59 840

61 720

63 902

66 412

69 276

72 519

76 162

80 240

84 777

89 803

Lohnstufe 5

53 320

54 019

54 905

56 002

57 326

58 904

60 754

62 904

65 374

68 188

71 378

74 965

78 978

83 441

88 386

Lohnstufe 4

52 476

53 164

54 037

55 113

56 417

57 967

59 788

61 903

64 334

67 100

70 237

73 767

77 716

82 104

86 968

Lohnstufe 3

51 631

52 310

53 167

54 227

55 508

57 030

58 824

60 902

63 293

66 012

69 097

72 569

76 450

80 769

85 550

Lohnstufe 2

50 789

51 456

52 299

53 340

54 596

56 095

57 855

59 903

62 251

64 925

67 959

71 372

75 185

79 430

84 134

Lohnstufe 1

49 947

50 601

51 427

52 452

53 688

55 162

56 890

58 903

61 210

63 839

66 821

70 173

73 922

78 094

82 717

Anlaufstufe 1

48 202

48 854

49 685

50 672

51 870

53 292

54 961

56 899

59 127

61 667

64 542

67 777

71 394

75 422

79 880

Anlaufstufe 2

46 453 47 083

47 884

48 869

50 055

51 422

53 030

54 896

57 046

59 492

62 262

65 383

68 867

72 749

77 045

1.4.25-128

77

177.111

Vollzugsverordnung zum Personalgesetz (VVO)

Beträge der Lohnklassen

Lohnklasse

16

17

18

19

20

21

22

23

24

25

26

27

28

29

Lohnstufe 29

125 680 133 853

142 804

152 569

163 196 174 719

187 189

200 648

215 141

230 715

247 414

265 290

Lohnstufe 28

124 390 132 479

141 338

151 002

161 516

172 923

185 266

198 587

212 931

228 347

244 875

262 568

Lohnstufe 27

123 097 131 101

139 871

149 437

159 840

171 130

183 343

196 526

210 720

225 977

242 335

259 840

278 546

Lohnstufe 26

122 238 129 727

138 402

147 868

158 163

169 334

181 418

194 464

208 511

223 607

239 792

257 117

275 625

Lohnstufe 25

121 378 128 355

136 934

146 298

156 486

167 539

179 493

192 400

206 299

221 234

237 252

254 391

272 704

292 235

Lohnstufe 24

120 090 126 979

135 467

144 732

154 809

165 744

177 573

190 340

204 090

218 864

234 708

251 664

269 781

289 104

Lohnstufe 23

118 797 125 602

134 003

143 163

153 132

163 949

175 652

188 279

201 880

216 494

232 163

248 940

266 860

285 972

Lohnstufe 22

117 507 124 227

132 533

141 598

151 457

162 152

173 727

186 217

199 668

214 123

229 623

246 212

263 939

282 840

Lohnstufe 21

116 213 122 853

131 067

140 027

149 780

160 358

171 802

184 159

197 460

211 753

227 083

243 487

261 017

279 707

Lohnstufe 20

114 924 121 908

129 600

138 462

148 104

158 563

169 879

182 094

195 248

209 385

224 540

240 761

258 094

276 577

Lohnstufe 19

113 632 120 964

128 130

136 894

146 428

156 769

167 959

180 034

193 038

207 013

221 997

238 038

255 174

273 445

Lohnstufe 18

112 343 119 592

126 665

135 327

144 751

154 972

166 035

177 970

190 827

204 644

219 456

235 311

252 251

270 317

Lohnstufe 17

111 049 118 217

125 197

133 760

143 074

153 177

164 111

175 910

188 618

202 272

216 914

232 588

249 329

267 188

Lohnstufe 16

109 543 116 612

123 919

131 928

141 117

151 085

161 868

173 507

186 038

199 509

213 950

229 404

245 922

263 534

Lohnstufe 15

108 037 115 007

122 641

130 102

139 162

148 990

159 623

171 100

183 460

196 742

210 982

226 225

242 513

259 881

Lohnstufe 14

106 530 113 404

120 930

128 272

137 205

146 894

157 377

168 696

180 882

193 975

208 017

223 044

239 104

256 230

Lohnstufe 13

105 025 111798

119 216

126 444

135 249

144 798

155 133

166 291

178 302

191 207

205 053

219 865

235 695

252 574

Lohnstufe 12

103 952 110 195

117 503

124 616

133 290

142 707

152 891

163 887

175 723

188 444

202 087

216 687

232 283

248 920

Lohnstufe 11

102 878 108 587

115 795

122 785

131 336

140 613

150 648

161 480

173 144

185 679

199 122

213 507

228 873

245 269

Lohnstufe 10

101 371

106 984

114 081

121 390

129 380

138 517

148 405

159 076

170 567

182 913

196 156

210 326

225 467

241 616

Lohnstufe 9

99 865

105 381

112 368

119 995

127 425

136 425

146 163

156 671

167 988

180 147

193 189

207 148

222 060

237 964

Lohnstufe 8

98 358

104 211

110 657

118 167

125 470

134 330

143 919

154 265

165 410

177 384

190 222

203 967

218 651

234 311

Lohnstufe 7

96 853 103 038

108 945

116 338

123 513

132 235

141 675

151 860

162 829

174 619

187 255

200 787

215 242

230 657

Lohnstufe 6

95 344

101 434

107 235

114 510

121 991

130 140

139 431

149 455

160 252

171 853

184 289

197 609

211 832 227 002

Lohnstufe 5

93 835

99 833

105 524

112 679

120 467

128 047

137 185

147 052

157 674

169 089

181 325

194 429

208 424 223 350

Lohnstufe 4

92 332

98 226

104 245

110 851

118 510

125 954

134 940

144 647

155 092

166 322

178 360

191 247

205 015 219 698

Lohnstufe 3

90 826

96 620

102 964

109 023

116 554

123 860

132 699

142 241

152 514

163 554

175 396

188 067

201 607 216 046

Lohnstufe 2

89 320

95 016

101 252

107 194

114 600

122 200

130 454

139 834

149 937

160 791

172 432

184 887

198 198 212 392

Lohnstufe 1

87 814

93 412

99 541

105 365

112 645

120 534

128 211

137 429

147 358

158 025

169 466

181 705

194 789 208 738

Anlaufstufe 1

84 799

90 203

96 115

102 574

108 730

116 348

123 725

132 621

142 198

152 492

163 532

175 347

187 969 201 435

Anlaufstufe 2

81 786

86 993

92 696

98 915

104 816

112 158

120 103

127 811

137 044

146 962

157 599

168 985

181 155 194 129

78

OR, he may only issue terminations after the social partners have had the opportunity to submit proposals within the meaning of Article 335f paragraph 2 OR. A period of 20 days generally applies for the social partners' statement.