CH-ZH
Personnel Regulations of the Evangelical Reformed Church of the Canton of Zurich
Table of Provisions (120)
Statutory Text (120 Articles)
1 This Ordinance applies to pastors, and fundamental employees of parish councils, parish federations, and the regional church, unless otherwise provided by the Church Order.
2 This Ordinance applies mutatis mutandis to the members of the Church Council, unless otherwise provided.
1. **Special Employment Relationships**
The Church Council may regulate individual employment relationships deviating from this ordinance, particularly for employees whose wages are financed by third-party funds, for apprentices, and for interns.
2. For employees of the Regional Church in Kloster Kappel, the provisions of the National Collective Bargaining Agreement for the hospitality industry apply regarding the commencement and termination of the employment relationship, wages, working hours, and leisure time.
15 For the purposes of this Ordinance, the following shall also be considered parish communities
a. Parish associations within the meaning of Art. 177 para. 1 of the Church Ordinance5,
b. Parish federations with their own employees. Parish federations
14 The provisions of this Ordinance concerning pastors in institutions
shall apply mutatis mutandis to pastors in church offices with
mixed sponsorship and in church offices of the Ecumenical Services,
unless otherwise provided by this Ordinance.
in Institutions
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181.40 Personnel Ordinance of the Evangelical-Reformed Regional Church
B. Definitions
Female pastor,
male pastor
Employee
Appointing
authority
Employment
relationship
Principles
For the purposes of this Ordinance, pastors are ordained theologians who are employed full-time or part-time in an elected or appointed position in a parish office.
Employees within the meaning of this Ordinance are persons who
**are permanently or temporarily employed on a full-time or part-time basis**
**in the service of a parish or the regional church and**
**do not fall under § 4.**
**a.**
1 The appointing authority is
a. the Church Board for employees of the church parishes,
b. the board of a church parish association within the framework of its
statutes,
c. the Church Council for elected pastors, subject to the rights of the
Church Board and the voters of the church parish,
d. the Church Council for employees of the overarching Church Services,
for pastors in institutions, and for substitutes in accordance with Art. 121
para. 1 of the Church Order.
2 The Church Boards, the boards of church parish associations, and the
Church Council may designate further appointing authorities for their area
of responsibility.
Employment Relationship
For the purposes of this Ordinance, an employment relationship means
The regulation of a fixed-term or open-ended employment contract between the appointing authority on the one hand, and pastors in institutions, and their deputies according to
The personnel policy of the Regional Church is guided by the following principles
a. It is oriented towards the mission of the Regional Church.
b. It aims to recruit and retain suitable pastors (male and female), and employees for the Regional Church.
c. For supervisors, in addition to professional suitability, it particularly values social and leadership competence.
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Personnel Ordinance of the Evangelical-Reformed Regional Church
d. It creates a work environment characterized by trust and appreciation.
e. In shaping the legal framework for personnel, it considers the attractiveness of the Regional Church as an employer, particularly with regard to assuming responsibility in society and family.
f. It supports pastors (male and female) and employees in fulfilling their duties through demanding and fostering.
g. It promotes the provision of apprenticeships and training positions.
h. It observes the equality of women and men.
i. Within the scope of operational possibilities, it promotes the employment of persons with disabilities.
1 Personnel controlling refers to the mandate of the cantonal church and its parishes. It is guided by the principles of personnel policy and specifically encompasses the areas of personnel planning, personnel management, personnel development, and personnel marketing.
2 The Church Council regulates the details. In particular, it designates the data that must be collected by the parishes and provided to the Church Council.
1 The church boards, the executive committees of church parish
associations, and the church council maintain staff plans. They review
these regularly.
2 The staff plans provide information, in particular, about the number of
positions and their scope.
1 Personnel management of the Regional Church is guided by the principles of human resources policy.
2 The Church Council provides personnel management instruments to the parish churches and the supra-parish services.
1 The church boards, the executive committees of parish associations, and the church council shall ensure open and objective information and communication with regard to pastors and employees.
2 They shall inform pastors and employees as early as possible about facts and projects that are relevant to their service, while safeguarding personal and operational interests.
The Church Council defines tasks and requirements for church professions.
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controlling
Staffing Plan
Personnel
Management
Information
Tasks and
Requirements
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Personnel Ordinance of the Evangelical Reformed Cantonal Church
D. Applicable Law
Reference to the
Law of Obligations
To the extent that the Church Order, these Regulations, and the
related implementing provisions contain no regulation, the
provisions of the Code of Obligations are subsidiarily applicable.
2. Section: Employment Relationship
A. Nature and Establishment
Legal nature
Job advertisement
Employment
a. Prerequisites
b. Form
The employment relationship of vicars, pastors, and employees is governed by public law.
1 The appointing authority shall publicly advertise vacant positions.
2 The advertisement may be omitted if
a. the position is filled by appointment,
b. other recruitment methods promise greater success, particularly in areas with high fluctuation or a lack of available positions.
1 Prerequisites for employment with a parish or the National Church are, in particular
a. the presence of the necessary professional and personal skills to be able to fulfill the assigned tasks and duties,
b. identification with the mission of the National Church.
2 Applicants must generally belong to a member church of the Federation of Swiss Protestant Churches.
3 When filling pastorates, the provisions of the Church Order regarding eligibility to vote and eligibility for election are decisive.
1 The employment relationship of pastors in institutions, of deputies in accordance with
1 For every position, there is a job description. This job description forms a component of the employment decree.
2 The job description specifies the mission, requirements, tasks, responsibilities, accountability, and organizational integration of the position. It serves as the basis for determining remuneration and for employee performance appraisals. It is reviewed within the framework of employee performance appraisals and upon changes to the scope of duties.
15 b. Parsonages / Pastoral Offices
1. For parsonages in ecclesiastical parishes, the official duties according to the Church Order serve as the job description.
2. For parsonages in institutions and in pastoral offices with mixed sponsorship, the job description results from the mandate and tasks according to the Ordinance on Pastoral Care in Institutions and from the specific requirements of the parsonage.
3. For parsonages in pastoral offices of the Supra-Parish Services, § 19 applies.
**B. Commencement and Duration**
1 The employment relationship begins on the day designated in the employment decree.
2 The commencement of office for elected pastors (male and female) takes place after the election has become legally valid and on the date specified in the decree in accordance with § 18 Abs. 2.
1 The first three months of an indefinite employment relationship or a fixed-term employment relationship of at least six months' duration are considered a probationary period.
2 The probationary period is assessed before its expiration in the framework of a probationary period review, and its outcome is recorded in writing.
3 Elected pastors are not subject to a probationary period.
1 The employment relationship is generally established for an indefinite duration,
with the possibility of termination.
a. In general,
2 A fixed-term employment relationship is permissible for a maximum of four years. It may be extended twice during this period. If it is extended more than twice or beyond the maximum duration, it shall have the effects of an indefinite employment relationship. Special provisions regarding the duration of employment and notice periods for employment relationships with a training character or with tasks limited in time for other reasons remain reserved.
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3 The employment of substitutes according to
The employment relationship of elected pastors is limited by the term of office. In the event of re-election, it is extended accordingly.
12 1. Female pastors, pastors, and employees may be employed beyond the termination of their employment relationship pursuant to Article 132(2) of the Church Order and § 26(2)(b) if the provisions of the competent occupational pension institution do not preclude this.
2. The Church Council shall regulate the details in the implementing ordinance.
1 When calculating the years of service of pastors, vicars, and employees, the years of service rendered to a parish of the cantonal church, to the overall church services, and in a pastorate of the cantonal church shall be taken into account.
2 Years of service rendered shall be taken into account irrespective of the degree of employment. Unpaid leave, insofar as it exceeds three months in an individual case, shall not be credited.
C. Termination
1 The employment relationship ends upon
a. dissolution by mutual agreement,
b. ordinary termination,
c. termination for just cause,
d.19
e. termination due to invalidity,
f. early retirement and termination due to age.
a.
2 It ends automatically
upon expiry of the fixed term of the employment relationship, for
deputies in accordance with Art. 121 para. 1
of the Church Order, additionally upon the cessation of the reason that
underlies the establishment of a deputyship,
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Personnel Regulations of the Evangelical Reformed Cantonal Church
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b.15 at the end of the month in which the age is reached that
entitles men to an old-age pension from the Old-Age and
Survivors' Insurance, subject to an earlier termination of the employment relationship according to the provisions of the competent occupational pension institution,
c. upon death.
The employment relationship of elected pastors ends by
a. Non-re-election or waiver of re-election upon expiry of the term of office,
b. Resignation in accordance with Art. 132 of the Church Order,
c. Revocation in accordance with Art. 133 of the Church Order,
d. Termination due to invalidity,
e. Early retirement and termination due to old age,
f. Death.
1 An employment relationship may be terminated by mutual agreement, deviating from the provisions of this Ordinance.
2 If severance pay is granted, it must not exceed the maximum amount according to § 43 para. 2.
**Dissolution by Mutual Agreement**
1 During the probationary period, the notice period is seven days for both parties.
2 After the probationary period, the notice period is
a. one month in the first year,
b. three months from the second year onwards.
3 The duration of the notice period is determined by the current year of service at the time of termination, calculated from the beginning of the employment relationship.
4 The employment relationship may be terminated
a. during the probationary period, at the end of a week,
b. for employees who fulfill a teaching assignment within the framework of religious education modules, at the end of a school year,
c. in all other cases, at the end of a month.
a. Periods and Dates
The appointing authority provides grounds that give rise to a b. Form
termination. It communicates the termination in writing, accompanied by a justification and content
and a statement of appeal rights.
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c. Immediately for
important
reasons
Protection against
termination
a. In
general
1 A termination for just cause can be effected by either party,
without notice, at any time.
2 Just cause is deemed to exist whenever circumstances arise which, in good faith, render the continuation of the employment relationship unreasonable.
3 The elements and legal consequences of termination for just cause are governed by the provisions of the Code of Obligations concerning the extraordinary termination of employment relationships.
1 The termination of the employment relationship by the
appointing authority requires a factually sufficient reason
and must not be abusive according to the provisions of the Code
of Obligations⁹.
2 Factually sufficient reasons for the dissolution of the employment
relationship include, in particular
a. the violation of important statutory or contractual duties,
b. insufficient performance or unsatisfactory conduct that persists
or recurs despite written warning,
c. insufficient aptitude or willingness to perform the agreed-upon or a
reasonably alternative work,
d. operational or economic reasons, provided that the appointing
authority cannot offer a reasonably alternative activity,
e. repeated or permanent impediment to the fulfillment of duties,
especially for health and personal reasons, taking into account the
provisions on disability,
f. the cessation of a statutory or contractual condition of employment.
1 If a termination proves to be factually unjusti-
fied or abusive, and the employing authority does not offer re-employment, then there is a claim for compensation.
2 Compensation is determined according to the provisions of the
Code of Obligations concerning abusive termination. The payment of a severance package according to §§ 42–44 remains reserved.
b. Abusive
Termination
c. Termination in
Connection with
Performance
or Conduct
**1 Before a notice of termination due to unsatisfactory performance or**
**unsatisfactory conduct, the appointing authority shall issue a written warning in the**
**context of a staff appraisal, together with the threat of termination of the employment relationship.**
**The appointing authority may also set a probationary period of at least two and at most six months.**
**Personnel Ordinance of the Evangelical Reformed Church 181.40**
**2 If performance remains unsatisfactory or conduct remains unsatisfactory,**
**the appointing authority may issue the notice of termination after hearing pursuant to § 47.**
**3 If a probationary period has been granted, a staff appraisal must be carried out after its expiry.**
**A notice of termination issued beforehand is null and void.**
**4 The appointing authority may waive the written warning or the setting of a probationary period pursuant to para. 1 if**
**it is foreseeable that these cannot fulfil their purpose, namely when**
**a. despite appropriate support measures, the person concerned is**
**not able to prove themselves, or is unwilling to improve their**
**performance or change their conduct,**
**b. after temporary improvement due to a written warning or the setting of a probationary period, defects in performance or conduct recur.**
Facts and Legal Consequences of Termination at an Inopportune Time
The termination is governed by the provisions of the Code of Obligations9.
at an inopportune time
The protection against dismissal in cases of discrimination based on gender is governed by the Gender Equality Act.
The resignation of elected pastors and their dismissal or removal from office are governed by Articles 132 and 133 of the Church Order.
1 If the suspension from duty of pastors, pastoral care workers,
and employees due to illness or accident lasts longer than one month in the case of illness,
and the time of resuming work is uncertain, then the employment authority
clarifies the expediency of case management (Case Management).
2 The Church Council shall regulate the details of case management in the
Implementing Ordinance6.
1. Termination of an employment relationship due to invalidity is usually preceded by a medical examination by a trusted doctor in accordance with the termination due to
13 Early retirement of pastors and employees is governed by the provisions of the competent occupational pension institution.
12 1 The employment relationship of pastors and employees shall be terminated due to age if the following conditions are met
a. A recall is issued in accordance with Article 133 of the Church Order or the appointing authority issues a termination after the probationary period has expired.
b. The employment relationship ends after the completion of the 58th year of age, or in the case of a job reduction, after the completion of the 55th year of age, subject to different age limits set by the competent occupational benefit institution.
c.15 The employment relationship is not based on continued employment in accordance with
1. The appointing authority may release pastors and exempt employees during the notice period without affecting the continued payment of salary. The offsetting of any earnings from other employment during the notice period remains reserved.
2. The release must be ordered or agreed upon in writing.
1. Severance Pay
When a position held by a pastor or employee is abolished through no fault of their own at the instigation of the appointing authority, the appointing authority shall, if possible, offer them another reasonable position.
2. If the appointing authority cannot offer another reasonable position, pastors and employees are entitled to severance pay, provided they have at least ten years of service and are at least 45 years old. If they have support obligations to fulfill, severance pay may be disbursed to them even before this age limit or with less than ten years of service in the event of an impending emergency.
3. No entitlement to severance pay exists in the following cases
a. Termination of the employment relationship due to resignation by the employee,
b. Resignation according to Art. 132 of the Church Order,
c. Expiration of a fixed-term employment relationship,
d. Termination of an employment relationship established according to § 24a para. 1,
e. Non-re-election or waiver of re-election at the end of the term of office,
f. Termination for important reasons by the appointing authority,
g. Recall according to Art. 133 of the Church Order,
h. Abolition of an ordinary pastoral position or an auxiliary pastoral position,
i. Termination due to invalidity,
j. Early retirement,
k. Death.
1 The employing authority determines the severance payment with a written order. b. Benefits
2 The severance payment amounts to
a. one to six monthly salaries up to the age of 50,
b. two to twelve monthly salaries from the age of 51.
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Personnel Regulations of the Evangelical Reformed Church
3 The severance payment is determined according to the circumstances of the individual case. Due consideration is given in particular to personal circumstances, years of service, the reason for the termination of the employment relationship, and the likelihood of finding a new job.
4 The severance payment is paid in monthly instalments for its duration.
5 Instead of a severance payment, the employing authority may grant an extension of the employment relationship for a maximum period equal to the duration of the severance payment. Upon commencing a new position, the employment relationship is terminated, and the severance payment is reduced according to § 44. Unless otherwise agreed, pastors in institutions and employees are released from duty during the severance period.
c. Reduction
1 For pastors, female pastors, and employees, the severance pay will be reduced by half of the earned income obtained during the severance period.
2 Whoever has been awarded severance pay is obliged to inform the employment authority about further income obtained during the severance period. The employment authority will reclaim severance payments that prove to be unjustified.
E. Transfer
Transfer
1 The appointing authority may transfer pastors and employees if
a. the task or the deployment of personnel requires it according to economic considerations,
b. they are assigned another reasonable activity corresponding to their professional and personal suitability,
c. the previous salary is maintained for the duration of the notice period.
2 For elected pastors, a transfer is inadmissible.
3 If the transfer is definitive, the employment relationship will be re-regulated after the expiry of the notice period.
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Personnel Ordinance of the Evangelical Reformed Regional Church 181.40
F. Precautionary Measures
1 The appointing authority may, at any time, provisionally suspend pastors and provisional employees from office or service if measures
a. there are sufficient indications of the existence of a serious cause for termination of the employment relationship pursuant to § 31,
b. the prerequisites for a recall pursuant to Art. 133 of the Church Order appear to be met,
c. criminal proceedings have been initiated against them for a misdemeanor or felony,
d. ecclesiastical or public interests or an administrative investigation require it.
2 The appointing authority decides on the continued payment, reduction, or withdrawal of salary. It shall rule on any subsequent payment or repayment of salary no later than with the decision on the continuation of the employment relationship.
3 Suspension from office pursuant to Art. 224 of the Church Order5 remains reserved.
Section 3: Legal Protection and Data Protection
A. Legal Protection
1 Right to be Heard for Pastors and Employees Prior to the Issuance of a Burdensome Order
Pastors and employees must be heard before the issuance of an order that burdens them.
**2 Exceptions to Prior Hearings**
A prior hearing can be dispensed with if an immediate decision is necessary in the ecclesiastical or public interest. The hearing must be held as soon as possible thereafter.
The appeal of personnel law orders is governed by the Church Law and the Church Ordinance.
1 Protection against undue expense
The appointing authority shall, upon prior request, assume at least the costs of first-instance legal protection for justified
cost reimbursement
pastors and employees, if in connection with attacks,
the exercise of their office or service
a. they are sued by third parties;
b. the recourse to legal action proves necessary to protect their rights vis-à-vis third parties;
c. they are victims of an offense, discrimination, or sexual harassment in the workplace.
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2 Excluded are disputes that have no adverse consequences for pastors and employees with regard to the exercise of their office or service.
3 The appointing authority may oblige pastors and employees to reimburse costs if they have intentionally or grossly negligently violated their official or service duties.
4 Paras. 1-3 are also applicable after the termination of the employment relationship.
Processing of
personal data
a. In
general
b. In the application
process
Disclosure
of personal
data
Retention
of personal
data after
leaving employment
B. Data Protection
1 Personal data of pastors and employees may be processed insofar as it is necessary and suitable for the employment relationship. Any further processing of such personal data requires the consent of the person concerned.
2 Personal data must be accurate and, to the extent required by the purpose of the processing, complete. Wherever possible, they shall be collected from the person concerned.
3 The Church Council shall issue supplementary provisions regarding the processing of personal data.
1 The appointing authority may obtain personal data for the purpose
of filling a position, insofar as such data are necessary and suitable for assessing
suitability, performance, and conduct.
2 It may only obtain references from reference points designated
by the applicant.
3 The obtaining of character references and graphological reports,
as well as other suitability assessments, requires the consent
of the applicant.
4 In the event of non-appointment, the appointing authority shall
return or destroy such data.
The disclosure of personal data of pastors (female), pastors (male), and employees is governed by the Law on Information and Data Protection³.
1 The appointing authority, upon termination of the employment
relationship, shall remove all documents from the personnel file that are not
necessary or suitable for providing references or in connection with
claims of ministers and employees arising from the employment
relationship.
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Personnel Ordinance of the Evangelical Reformed Church of Canton Zurich 181.40
2 The appointing authority shall store the still necessary documents
for ten years, kept under lock and key, after the end of the year of departure.
Thereafter, it shall destroy them, subject to the provisions
on archiving.
3 The Church Council is entitled to retain and process, for an
unlimited period, the documents necessary for continuing the
history of the ministry from the personnel files of ministers.
1. Rights of Rectors, Vicars and Employees
Rectors, vicars and employees have the right to
a. Access to personal data concerning them,
b. Rectification or destruction of inaccurate personal data,
c. Annotation if neither the accuracy nor the inaccuracy of personal data can be proven.
2. Access to their personal data may be denied to or restricted for rectors, vicars and employees to protect overriding ecclesiastical and public interests or legitimate private interests. A legitimate private interest exists in particular if access infringes upon the privacy of third parties.
3. A denial or restriction must be justified. In such a case, the essential content must generally be communicated.
4. Section: Rights and Obligations
A. Salary
1 The salary is determined by the requirements of the position, the presumed education and training, and the assigned responsibility.
2 The appointing authority shall, when determining the salary, take into account performance, further training undertaken in relation to the position, and usable experience from professional, governmental, family, and volunteer activities. It may also consider the situation on the labor market.
3 The appointing authority may change the salary and other remunerations at any time, subject to the notice periods according to § 29.
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Total Remuneration
1 Remuneration constitutes the consideration for the entire activity.
2 Pastors and employees are not entitled to session fees, daily allowances, or other remuneration for duties that are part of their responsibilities and are performed during working hours. If such remuneration is paid to pastors and employees, it accrues to the appointing authority.
3 Reimbursement of official expenses remains reserved.
Claim
a. In General
b. Sickness and Accident
Salary Payment
Determination
a. Classification Plan
b. Salary Grades and Steps
1 The right to wages begins and ends with the employment
relationship.
2 The Church Council regulates in the implementing ordinance the right
to wage payment upon the fulfillment of mandatory military and civil
defense services, during humanitarian missions, and for civilian service,
as well as benefits in the event of death.
1. In the event of complete or partial incapacity for work due to illness or accident, salary will continue to be paid for three months in the first year of service, for six months in the second year of service, and for a maximum of twelve months from the third year of service onwards.
**2. Upon cessation of salary continuation in accordance with paragraph 1, the daily allowances from the daily sickness allowance insurance and the accident insurance are payable to the incapacitated person.**
**3. The Church Council shall regulate the details in the implementing ordinance6.**
1 The annual salary will be paid in 13 equal installments, twelve
of which are monthly.
2 The Church Council regulates the details of salary payment in the
Implementing Ordinance6.
1 The Church Council shall establish the classification plan for the functions within the parish communities and the cantonal church in the implementing ordinance.
2 The classification plan shall be structured according to the number of salary classes.
3 The Church Council shall classify each function into one or more salary classes according to its requirements.
1 There are 21 salary classes.
2 Each salary class consists of a lower range with 14 steps,
as well as a middle range and an upper range, each with 10 steps.
A starting step precedes the lower range.
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3 Within a salary class, the maximum of the lower
range is approximately 117%, of the middle range approximately 129%, and of the upper
range approximately 141% of the minimum. The starting step is 2.4%
below the minimum of the respective salary class.
4 The minimum of the lower range and the maximum of each
range are stipulated in the appendix to this Ordinance. Furthermore,
the Church Council determines the amounts of the individual steps in the implementing
ordinance6.
For functions up to and including salary grade 20, **c. Additional Grade**
the next higher salary grade applies as the additional grade.
1 Setting the Initial Salary
The appointing authority determines the initial salary. Details are regulated by the implementing ordinance6.
**2 Setting the Salary in the Introductory Stage**
The appointing authority determines the salary in the introductory stage if the person concerned
a. has not yet met the educational or experience requirements for the classification of the position,
b. requires particularly intensive training,
c. initially assumes the function with limited responsibility.
**3 Transition from Introductory Stage Salary**
If the salary is set in the introductory stage, it must be brought into the lower range of the relevant salary class within three years.
1 Individual Salary Increases and Downgrades
1 Individual salary increases and downgrades are carried out by the employing authority.
2 There is no right to individual salary increases. They are permissible only within the framework of approved credits and quotas.
3 The Church Council regulates the details in the Implementing Ordinance6.
1. The members of the Church Council are in salary grade 19, f. Members of the
while the President of the Church Council is in salary grade 21. Church Council
2. The Church Synod regulates the classification of the President of the Church Council and the members of the Church Council within the salary grade.
Where elected pastors (male and female), who according to lit. g) pastors (male and female)
1 For pastors who reside in a parsonage or a vicarage, a rental value portion will be deducted from their salary. The Church Council determines the rental value portion.
2 The Church Board decides on the rental value of service dwellings for employees, taking into account local and service-related circumstances.
3 The parsonage, vicarage, and service dwelling must be vacated upon the termination of the employment relationship. Reasonable transitional periods in the event of death, disability, or other special circumstances remain reserved.
The assignment and pledging of wage claims are governed
by the provisions of the Code of Obligations.
B. Longevity bonus
1 The seniority gift is a token of appreciation for services rendered.
2 Female pastors, male pastors, and employees are granted two weeks of paid leave as a seniority gift upon completion of 10, 15, 20, 25, 30, 35, and 40 years of service.
3 Upon termination of the employment relationship, a pro-rata payment of the next due seniority gift is excluded.
4 The taking of the seniority gift is governed by the provisions applicable to holidays. The Church Council regulates the details in the implementing ordinance6.
C. Allowances
1 The Church Council shall, in accordance with the national consumer price index from September, determine the cost-of-living allowance for January 1st of the following year. In doing so, it shall take into account the financial situation of the parishes and the cantonal church, as well as the economic environment.
2 The cost-of-living allowance shall be incorporated into the annual salary in accordance with § 59.
1 The entitlement to family allowance arises and ceases with the
claim to salary. The allowance is paid monthly together with the
salary.
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2 The family allowance corresponds to 120% of the statutory minimum
rate.
For special responsibilities that are not covered by the functional salary, the appointing authority may grant special remunerations.
For special achievements, one-time allowances or other performance bonuses and performance-related bonuses may be awarded.
The Church Council regulates the details concerning allowances in the Implementing Ordinance6.
Supplementary Provisions
D. Further Rights
1. **The appointing authorities and superiors shall respect the personality of the ministers, deacons, and employees and protect them.** They shall give due consideration to their health.
2. They shall take the necessary measures to protect the life, health, and personal integrity of the ministers, deacons, and employees, in particular to protect their personality from discrimination based on gender, sexual orientation, origin, disability, or comparable personality traits, to protect against any kind of sexual harassment, and to protect against systematically exclusionary behavior.
3. They shall ensure that ministers, deacons, and employees who have been affected by such incidents do not suffer any further disadvantages.
1 Reimbursement of Official Expenses
The Church Council regulates in the Implementing Ordinance the reimbursement of official expenses of pastors, as well as expenses of employees of the General Church Services.
**2 Reimbursement of Employees' Official Expenses**
The parish communities regulate the reimbursement of official expenses of their employees. For parish communities that receive payments from the Financial Equalization Fund, the rates set by the Church Council in accordance with para. 1 apply.
The Church Council shall regulate in the implementing ordinance the compensation for property damage
for property damage suffered by pastors and employees in connection with the exercise of their office or service.
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Personnel Ordinance of the Evangelical Reformed Cantonal Church
Holidays
Leave
Further Training
Leave
a. In
General
b. Pastors
and Employees
Freedom of Association
Freedom of Establishment
1 Clergy and Employees are entitled to five weeks of vacation per calendar year. This entitlement increases to six weeks from the beginning of the calendar year in which they complete their 60th year of age.
**2 Elected clergy are entitled to an additional week of vacation in addition to the entitlement pursuant to subsection 1.**
**3 The Church Council shall regulate the calculation of vacation entitlement and the taking of vacation in the implementing ordinance.**
The Church Council regulates for pastors and employees in the Implementing Ordinance6
a. the entitlement to paid and unpaid leave for parenthood,
b. the granting of paid and unpaid leave, particularly in connection with family events and personal matters,
c. leave for undertaking church-wide duties.
1 The employing authority may grant paid or unpaid leave to pastors and employees for continuing education.
2 The Church Council shall regulate in the implementing ordinance the conditions, duration, and details of the execution of continuing education leave.
1 The Church Council may, upon request and after hearing the Church
Board, grant ministers a one-time paid study leave of five months, if they
a. have been in pastoral service for twelve years, of which at least
six years in the Regional Church,
b. have not previously taken study leave from a member church of the
Federation of Swiss Protestant Churches.
2 It regulates the further conditions and details of the implementation of
the study leave in the implementing ordinance6.
The right to form and join staff associations is guaranteed.
1 The appointing authority may require employees to reside
at a specific location or in a specific area.
2 The residency requirement for elected pastors according to Art. 122 of the Church Order5 remains reserved.
20
Personnel Ordinance of the Evangelical Reformed Regional Church
181.40
1 Employee Performance Reviews – Location Determination
Regular employee performance reviews are conducted with employees. The content notably includes the assessment of performance and conduct, the evaluation of an existing target agreement, and the conclusion of a new one.
**a. Employees**
**2** The Church Council regulates the details in the Implementing Ordinance6.
15 1 The Dean regularly conducts a professional and evaluation
discussion with pastors (male and female) who are active in the
parish office of a church community.
b. Pastors
(male and female)
2 The President of the Church Council, with the participation of
the Dean, regularly conducts a status assessment with the pastors
(male and female) of the church community.
3 For pastors (male and female) in institutions and in parish offices
with mixed sponsorship, the Ordinance on Pastoral Care in
Institutions regulates the responsibility for the professional and
evaluation discussion as well as for the status assessment.
4 For pastors (male and female) in parish offices of the General
Church Services, the Church Council regulates the responsibility
for the professional and evaluation discussion as well as for the
status assessment.
5 The Church Council regulates the details in the implementing
ordinance6.
1. **References and Employment Certificates**
Pastors in institutions and employees can at any time request a reference that provides information about the nature and duration of their employment relationship, as well as their performance and conduct. The employing authority issues the employment certificate unprompted at the time of departure from service.
2. Upon request, the employing authority shall limit the reference to information about the nature and duration of the employment relationship.
3. The Church Council shall issue pastors working in the parish, upon their request, a confirmation regarding the nature and duration of their employment relationship.
E. **Duties**
1. **Ministers, Pastors, and Employees – General Principle**
Ministers, pastors, and employees shall act lawfully, respect the dignity and rights of members of the Regional Church and other persons, perform the duties entrusted to them personally, diligently, conscientiously, and economically, and safeguard the interests of the Regional Church in good faith.
1. 1. 24-123
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181.40 Personnel Ordinance of the Evangelical Reformed Regional Church
2. Ordained theologians are bound by the ordination vow in accordance with Art. 108 para. 3 of the Church Order.
3. Employees shall refrain from anything that impairs their trustworthiness with regard to official duties.
Private Extract
and Special
Private Extract
a. Ministers,
Pastors,
and Employees
b. Volunteers
c. Execution
17 1 Female and male pastors shall submit to the hiring authority,
as part of the hiring process and at the beginning of each term of office
for female and male pastors, a private extract and a special private extract
from the criminal record.
2 Employees shall submit to the hiring authority, as part of the
hiring process and at the beginning of each term of office for female
and male pastors, a private extract and a special private extract
from the criminal record, provided that they regularly work with minors
or other particularly vulnerable persons.
3 Private extracts and special private extracts submitted as part of a
hiring process must not be older than one year.
4 The obligation according to paragraphs 1 and 2 lapses if a private
extract and a special private extract, not older than two years, are already
present in the personnel file with the hiring authority.
5 The hiring authority may, in justified cases, at any time oblige female
pastors, male pastors, and employees to submit an up-to-date private
and special private extract.
17 1 Adult volunteers who regularly work with minors or other partic-
ularly vulnerable persons shall submit a private extract and a special private extract from the criminal register to the member of the church board responsible for personnel or to the person designated by the church board, prior to commencing their activity and at the beginning of each term of office of the pastors.
2 The private extract and the special private extract submitted prior to commencing the activity must not be older than one year.
3 The obligation according to para. 1 does not apply if a private extract and a special private extract, not older than two years, are already available to the member of the church board responsible for personnel or to the person designated by the church board.
4 The church board may, in justified cases, at any time oblige volunteers to submit an up-to-date private and special private extract.
17 The Church Council regulates the details of implementation.
22
Personnel Ordinance of the Evangelical Reformed Cantonal Church
181.40
¹ Pastors shall perform their official duties in accordance with the Church Order for Pastoral Office¹ even outside of their parish or institution, particularly in the areas of army chaplaincy and emergency pastoral care.
² The Church Council shall regulate the scope of these and other church-wide tasks.
¹ Employees support each other in their official duties and represent other employees within their service, and representation when the service requires it. They may also be called upon for activities that do not fall within their scope of duties.
² Pastors in a pastorate with multiple pastoral positions support and represent each other. For pastors in single pastorates, the Church Council regulates the necessary details in the executive ordinance⁶.
1. Rectors, pastors, and employees are prohibited from accepting gifts or other advantages for themselves or for others, or from having them promised, if they are offered in connection with their official or service position.
2. Exceptions are made for courtesies of minor value.
3. If there are doubts as to whether such a courtesy could impair the independence of the recipient, the employing authority shall decide on the admissibility of the acceptance.
¹ The activity in the parish office is characterized as a comprehensive service within the framework of the Regional Church.
a. Pastors
2 The Church Council regulates the time commitment of pastors in the implementing ordinance⁶.
¹ The Church Council shall regulate for employees in the implementing ordinance the working hours, their division and rest days, as well as the entitlement to compensation or remuneration for overtime, night, Sunday, public holiday and on-call service.
² Employees may also be called upon outside ordinary service hours and beyond the agreed working hours if service requires it and it is reasonable.
¹ The exercise of a secondary occupation is only permitted if it does not impair the performance of duties and is compatible with the official or service position. The total workload may not exceed the maximum working hours according to the Labor Act.
1. 1. 24-123
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181.40 Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich
² If a permit is required, it may be linked to conditions for compensating claimed working time and for the surrender of secondary income. The Church Council regulates the details in the implementing ordinance.
**Secondary employment**
a. Principle
1. Employees shall inform the appointing authority before taking on ancillary employment.
2. The appointing authority decides whether a permit must be obtained. It may also subsequently and on its own initiative require that a permit be obtained.
1 Vicars and Pastors require a permit from the Church Council for the pursuit of a secondary occupation.
**2 For vicars and pastors active in the pastoral office of a parish, the Church Council decides after hearing the Church Board.**
1 Pastors and Employees of Parishes Wishing to Apply for Public Office
Pastors and employees of parishes who wish to apply for public office must report this to their employing authority. A permit is required if agreed working hours are claimed. Offices with mandatory service remain reserved.
**2 Pastors Currently Serving in a Parish Office**
Pastors currently serving in a parish office must simultaneously inform the Church Board. If a permit is required, the Church Council decides after hearing the Church Board.
**3 Employees of the General Church Services**
Employees of the General Church Services require a permit from the Church Council in every case.
**4 Conditions for the Permit**
The permit may be linked to conditions for compensating claimed working hours and for remitting income from public office. The Church Council regulates the details in the implementing ordinance.13
precedes.
2 If the medical report by the trusted physician indicates that full
working capacity is not expected to be regained within the foreseeable future,
then the employment relationship shall be terminated, in whole or in part, based on the declaration of invalidity by
the competent occupational pension institution, depending on the degree
of invalidity.13
Invalidity
1. 1. 24-123
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181.40 Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich
3 The termination usually takes effect at the end of the third month following
the declaration of invalidity or, if the determination of invalidity was preceded by a suspension of service exceeding three months,
at the end of the month following the suspension of service.
The person concerned must be notified of a termination at least one month
in advance.
4 Payments for continued salary during illness and accident
are guaranteed. Payments due to invalidity shall be governed by
the provisions of the competent occupational pension institution.
1. **Employment Authorities Insure Clergy and Employees According to the Federal Act on Occupational Retirement, Survivors' and Disability Pension Schemes**
The employment authorities insure clergy (female and male) and employees according to the Federal Act on Occupational Retirement, Survivors' and Disability Pension Schemes 10 with an occupational pension scheme institution.
2. They are obliged, upon request, to insure clergy (female and male) and employees who are employed by multiple employment authorities and whose total annual salary exceeds the lower threshold amount according to the Federal Act on Occupational Retirement, Survivors' and Disability Pension Schemes, with an occupational pension scheme institution.
3. The employment authorities are free in their choice of the occupational pension scheme institution.
4. Contributions and benefits are governed by the provisions of the occupational pension scheme institutions. The contributions of clergy (female and male) and employees are offset against their salary.
1. **Accident Insurance**
The appointing authorities shall insure pastors and employees against accidents in accordance with the Federal Act on Accident Insurance11.
2. They are free in the choice of insurer, unless SUVA is responsible within the framework of the Federal Act on Accident Insurance11.
3. The contributions for occupational accident insurance shall be borne by the appointing authority.
4. The contributions for non-occupational accident insurance shall be borne by pastors and employees at least by half. They shall be deducted from their salary.
1 Sponsoring bodies shall take out daily sickness benefits insurance for pastors and employees.
2 Sponsoring bodies shall bear at least half of the contributions for daily sickness benefits insurance. Contributions from pastors and employees shall be set off against their salaries.
3 The Church Council shall regulate the details in the implementing ordinance6.
insurance
1. 1. 24-123
25
181.40 Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich
Section 6: Participation
Staff associations shall be invited for consultation before changes are made to these regulations and the associated implementing ordinances, provided that they
a. have their own legal personality and statutes,
b. represent significant portions of the staff or a staff group affected by the change.
The Church Council shall regulate, for the comprehensive church services, in the implementing ordinance, the right to form staff representative bodies and their position, especially their participation rights.
1 Members of staff associations and staff representa-
Discrimination tives may not be discriminated against due to the proper exercise of the right to
co-determination. This also applies after the termination
of membership.
2 Members of staff representations may not be hindered in the exercise of such
duties.
Enforcement
Repeal of existing
law
Existing
employment
relationships
7. Section: Transitional and Final Provisions
1 The Church Council issues the implementing provisions in accordance
with the Church Order and this Ordinance.
2 It ensures the equitable and uniform implementation of cantonal
church employment law. In doing so, it supports the Church Boards
and the executives of parish associations.
Regulations, directives, instructions, and resolutions of parish churches and the national church that contradict this Ordinance are repealed upon the entry into force of this Ordinance.
1 For all employment relationships existing at the time of entry into
force of this Ordinance, this Ordinance and the associated implementing
provisions shall apply from this point in time.
2 Insofar as existing employment relationships do not conform to the new
law, its provisions shall take precedence. Sections 107-111 remain
reserved.
26
Personnel Ordinance of the Evangelical-Reformed Church of the Canton of Zurich
181.40
1 Employees of the church parishes elected for a term of office at the time of the entry into force of this Ordinance shall, from that point in time, be deemed to be permanently employed, provided that their election or re-election was made subject to a reservation concerning the abolition of the term of office.
2 For employees of the church parishes elected without such a reservation, the previous law shall apply to the termination of the employment relationship until the expiry of their term of office.
Terminated Employment Relationships
For employment relationships that have already been terminated upon the entry into force of this Ordinance but have not yet been dissolved, the previous law applies.
1 If the salary of pastors and employees according to previous law is higher or lower than the salary according to new law, it shall be adjusted at the time of the entry into force of this Ordinance. Such a salary adjustment shall not be considered an individual salary increase within the meaning of § 64. § 55 para. 3 shall not apply.
2 Salary adjustments in the event of a change of function or position within a parish or the cantonal church, as well as downgrading according to § 64, remain reserved.
3 The Church Council shall regulate the details.
Crediting Years of Service from Employment – Creditable Years of Service
Years of service in an employment relationship with a church parish or the national church, which are in existence at the time this Ordinance comes into force, shall be governed by previous law up to that point in time.
1 Entitlement to a long-service gift is determined by long-service
from the entry into force of this Ordinance in accordance with § 69.
gift
2 The scope and receipt of long-service gifts that were already due
at the time of the entry into force of this Ordinance are governed
by previous law.
3 Entitlements to pro rata payment of a long-service gift in
accordance with previous law, which already existed at the time of
the entry into force of this Ordinance, shall lapse.
1. 1. 24-123
27
181.40
Personnel Ordinance of the Evangelical Reformed Regional Church
The Church Council determines the date of entry into force2
of this Ordinance.
1 OS 66, 653.
2 Entry into force: 1 January 2012.
3 LS 170.4.
4 LS 180.1.
5 LS 181.10.
6 LS 181.401.
7 LS 181.50.
8 SR 151.1.
9 SR 220.
10 SR 831.40.
11 SR 832.20.
12 Inserted by resolution of 26 November 2013 (OS 69, 98; ABI 2013-12-06). In
force since 1 April 2014.
13 Version according to resolution of 26 November 2013 (OS 69, 98; ABI 2013-12-06). In
force since 1 April 2014.
14 Inserted by resolution of 5 April 2016 (OS 71, 269; ABI 2016-04-22). In force
since 1 September 2016 (ABI 2016-06-10).
15 Version according to resolution of 5 April 2016 (OS 71, 269; ABI 2016-04-22). In force
since 1 September 2016 (ABI 2016-06-10).
16 Version according to resolution of 30 November 2022 (OS 78, 29). In force since 1 January
2023.
17 Inserted by resolution of 11 July 2023 (OS 78, 419; ABI 2023-07-14). In force
since 1 January 2024.
18 Version according to resolution of 11 July 2023 (OS 78, 419; ABI 2023-07-14). In force
since 1 January 2024.
19 Repealed by resolution of 11 July 2023 (OS 78, 419; ABI 2023-07-14). In force
since 1 January 2024.
20 Version according to resolution of 29 November 2023 (OS 78, 541). In force since 1 January
2024.
28
Personnel Ordinance of the Evangelical Reformed Church of the Canton
181.40
Annex: Minimum and Maximum Amounts
of Salary Classes20
Salary Class
Minimum
Lower
Range
Maximum
Lower
Range
Maximum
Middle
Range
Maximum
Upper
Range
1
53 271
62 221
68 613
75 007
2
54 940
64 171
70 764
77 356
3
56 884
66 441
73 267
80 093
4
59 114
69 045
76 139
83 232
5
61 652
72 009
79 407
86 805
6
64 532
75 372
83 116
90 860
7
67 768
79 153
87 285
95 417
8
71 389
83 384
91 949
100 516
9
75 420
88 089
97 140
106 190
10
79 882
93 304
102 889
112 475
11
84 804
99 052
109 228
119 403
12
90 212
105 367
116 193
127 019
13
96 129
112 279
123 815
135 350
14
101 754
118 850
131 060
143 270
15
108 783
127 060
140 113
153 167
16
116 406
135 961
149 929
163 899
17
123 819
144 619
159 478
174 336
18
132 722
155 019
170 945
186 872
19
142 310
166 217
183 295
200 372
20
152 610
178 249
196 562
214 875
21
163 658
191 151
210 791
230 429
1. 1. 24-123
29
Abs. 1 der Kirchenordnung und Angestellten anderseits.
C. Personalpolitik
---
Para. 1 of the Church Order and employees on the other hand.
C. Human Resources Policy
subject to the residency requirement of the church order, in which and pastor
church congregation in the rectory or in the parsonage, this will be
appropriately considered. The Church Council regulates the details.
1. 1. 24-123
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181.40 Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich
Rectory, Parsonage and Official Residence
Assignment of Wage Claims
Long-service Gift
Cost-of-living Allowance
Family Allowance