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181.401 CH-ZH

Implementing Ordinance to the Personnel Ordinance

222 Articles / Provisions · Switzerland · Canton of Zurich
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Table of Provisions (222)

Art. 1: Implementing Ordinance to the Personnel Ordinance Art. 2 Art. 2 lit. b belong, this informs the Church Council of the data according to Art. 2a Art. 3 Art. 4 Art. 5 Art. 6 Art. 7 Art. 8 Art. 9 Art. 10 Art. 11 Art. 12 Art. 13 Art. 14 Art. 15 Art. 16 Art. 17 Art. 18 Art. 19 Art. 20 Art. 21 Art. 22 Art. 23 Art. 24 Art. 25 Art. 26 Art. 27 Art. 28 Art. 29 Art. 30 Art. 30a Art. 30b Art. 31 Art. 32 Art. 34 Art. 35 Art. 36 Art. 37 Art. 38 Art. 39 Art. 40 Art. 41 Art. 42 Art. 43 Art. 44 Art. 45 Art. 46 Art. 47 Art. 48 Art. 49 Art. 50 Art. 51 Art. 51a Art. 51b Art. 52 Art. 52a Art. 52b Art. 53 Art. 54 Art. 55 Art. 56 Art. 57 Art. 58 Art. 59 Art. 60 : Enforcement Ordinance to the Personnel Ordinance Art. 61 Art. 62 Art. 63 Art. 64 Art. 65 Art. 66 Art. 67 Art. 68 Art. 69 Art. 70 Art. 71 Art. 72 Art. 73 Art. 74 Art. 75 Art. 76 Art. 77 Art. 78 Art. 79 Art. 80 Art. 81 Art. 82 Art. 83 Art. 84 Art. 85 Art. 86 Art. 87 Art. 88 Art. 88a Art. 89 Art. 90 Art. 91 Art. 92 Art. 93 Art. 94 Art. 95 Art. 96 Art. 97 Art. 98 Art. 99 Art. 100 Art. 101 Art. 102 Art. 103 Art. 104 Art. 105 Art. 106 Art. 107 Art. 108 Art. 109 Art. 110 Art. 111 Art. 112 Art. 113 Art. 114 Art. 115 Art. 116 Art. 117 Art. 118 Art. 119 Art. 120 Art. 121 Art. 122 Art. 123 Art. 124 Art. 125 Art. 126 Art. 127 Art. 128 Art. 129 Art. 130 Art. 131 Art. 132 Art. 132a Art. 133 Art. 134 Art. 134a Art. 135 Art. 136 Art. 137 Art. 138: Implementing Ordinance to the Personnel Ordinance Art. 139 Art. 140 Art. 141 Art. 142 Art. 143 Art. 144: Implementing Ordinance to the Personnel Ordinance Art. 145 Art. 146 Art. 147 Art. 148 Art. 149 Art. 150 Art. 150a Art. 151 Art. 152 Art. 153 Art. 154 Art. 155 Art. 158 Art. 158a : Implementing Ordinance to the Staff Ordinance Art. 158b Art. 160 Art. 160a Art. 161 Art. 162 Art. 163 Art. 163a Art. 163b Art. 164 Art. 165 Art. 166 Art. 167 Art. 168 Art. 169 Art. 170 Art. 171 Art. 172 Art. 173 Art. 174 Art. 175 Art. 175a Art. 175b Art. 176 Art. 177 Art. 178 Art. 179 Art. 180 Art. 181 Art. 182 Art. 183 Art. 184 Art. 185 Art. 186 Art. 187 Art. 188 Art. 188a : Implementing Ordinance to the Personnel Ordinance Art. 188b Art. 188c Art. 188d Art. 188e Art. 188f Art. 189 Art. 190 Art. 191 Art. 192 Art. 193 Art. 194 Art. 195 Art. 196: Implementing Ordinance to the Personnel Ordinance Art. 197 Art. 197a Art. 198 Art. 199 Art. 200

Statutory Text (222 Articles)

Art. 1: Implementing Ordinance to the Personnel Ordinance Open official source

1 This Ordinance applies to pastors (female and male) and Scope of Application

employees within the meaning of §§ 4 and 5 PVO.

2 It applies to special employment relationships within the meaning of § 2 PVO,

unless otherwise stipulated by the applicable law for these relationships, the Personnel Ordinance, this

Ordinance, or the Church Council.

3 It applies mutatis mutandis to the members of the Church Council, unless

otherwise stipulated.

(§§ 1 and 2

PVO)

Art. 2: Implementing Ordinance to the Personnel Ordinance Open official source

As church parishes within the meaning of this ordinance also count: church parish-

a. Church parish communities within the meaning of Art. 177 para. 1 of the Church parish communities and

Order²,

b. Church parish federations with their own employees.

Church parish federations

(§ 3 PVO)

and pastors

in institutions

**Art. 2 lit. b belong, this informs the Church Council of the data according to: Implementing Ordinance to the Personnel Ordinance** Open official source

Abs. 1 with.

4 The Church Council evaluates the data provided by the church

parishes and church parish associations, as well as those collected within the

Overall Church Services. Based on the results of this evaluation and subject to the jurisdiction

of the church parishes, church parish associations, and the Church

Synod, it takes the necessary measures.

Art. 2a: Enforcement Ordinance to the Personnel Ordinance Open official source

19 The provisions of this Ordinance concerning chaplains

and pastors in institutions shall apply *mutatis mutandis* to chaplains

and pastors in parishes with mixed sponsorship and in parishes of the

Overall Church Services, unless otherwise provided by this Ordinance.

Art. 3: Implementing Ordinance to the Personnel Ordinance Open official source

Unless expressly provided otherwise in this Ordinance, for the calculation of entitlements,

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

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

Days, Weeks, Months

1. 1. 25-127

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181.401 Ordinance on the Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich

B. Personnel Controlling and Staffing Plan

Personnel Controlling

(§ 9 para. 2 PVO)

Staffing Plan

(§ 10 PVO)

a. Content, Structure

b. Determination and Processing

Art. 4 : Implementing Ordinance to the Personnel Ordinance Open official source

1 The parish churches shall provide, in relation to their employees,

structured according to the services pursuant to Articles 135–139 of the Church

Order, as of December 31 each year, the following information

a. Number of positions and their respective approved and utilized

percentage scope,

b. Number of employees and their workload percentages,

c. Functions pursuant to § 41 para. 1, as well as salary classes and levels,

d. Annual wage sum,

e. Years of service pursuant to § 25 PVO, age, and gender.

2 The parish churches shall communicate the information pursuant to para. 1 to the Church

Council using the provided form by March 31 of the

following year.

3 For parish churches that belong to a parish church association pursuant to

Art. 5: Executive Ordinance to the Personnel Ordinance Open official source

1 The staffing plan contains in particular

a. the number of approved positions and their utilized percentage,

b. the allocation of positions to salary classes according to the classification plan,

c. the designation of positions according to the classification plan and, if necessary, a more precise functional designation.

2 The staffing plan is structured according to the fields of activity as per

Art. 6: Implementing Ordinance to the Personnel Ordinance Open official source

1 The Church Council manages the staffing plan of the parish, the board of a parish association manages its staffing plan, and the Church Council manages the staffing plan of the State Church. The staffing plan of the State Church also includes the percentage of positions in the pastorates of the parishes.25

2 The allocation of positions according to § 5 para. 1 lit. b must be justified and documented with the necessary supporting materials for its review, in particular the job description.

VVO to the Personnel Ordinance of the Evangelical Reformed State Church

181.401

3 The Church Councils, the boards of parish associations, and the Church Council shall continuously update their staffing plans.

4 The Church Council may issue guidelines on the design and processing of staffing plans.

Art. 7: Implementing Ordinance to the Personnel Ordinance Open official source

The Church Council supervises the classification system and the c. Supervision

Development of the personnel of the Cantonal Church, of parish

associations and the parishes.

2. Section: Employment Relationship

A. Establishment and Duration

Art. 8: Implementing Ordinance to the Personnel Ordinance Open official source

1 Public announcements of job vacancies are made in a manner appropriate to the position

(§ 16 PVO)

on the internet and, if necessary, in relevant daily and weekly newspapers and specialist publications.

2 The announcement is made in the feminine and masculine forms or in gender-neutral form. It may include references to the suitability of the position for part-time employment, professional re-entry, and employment opportunities for persons with disabilities.

Art. 9: Enforcement Ordinance to the Personnel Ordinance Open official source

27 1 Applicants shall submit to the appointing authority an application,

certificates of education and training, and documentation of previous professional activities (Section 17 para. 1

PVO)

and volunteer work.

2 The appointing authority may request additional evidence. It

may make the appointment conditional upon the result of a suitability assessment or a

confidential medical examination.

3...31

4...31

Art. 10: Implementing Ordinance to the Personnel Ordinance Open official source

1 The hiring authority issues the job description in accordance with § 19 PVO.

2 The Church Council may issue guidelines regarding the necessary content and format of job descriptions.

Job description

(§ 19 PVO)

Art. 11: Implementing Ordinance to the Personnel Ordinance Open official source

1. **Calculating Years of Service for Fictional Entry Date**

For female pastors, pastors, and employees, a fictional entry date is set, irrespective of the number of employment relationships. This date signifies the start of the first activity to be considered for calculating years of service.

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Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Church

2. The fictional entry date is adjusted upon re-entry into the service of a church parish or the Regional Church, as well as for single or multiple unpaid leaves of absence whose total duration in an individual case exceeds three months, with only the time exceeding this duration being taken into account.

3. The duration of individual creditable employment relationships is calculated precisely to the day.

4. The appointing authority calculates the fictional entry date. If female pastors, pastors, and employees simultaneously hold several employment relationships with church parishes or the Regional Church, the appointing authority that established the first employment relationship is responsible.

**Hourly Employment**

Art. 12: Implementing Ordinance to the Personnel Ordinance Open official source

1 Employment on an hourly wage basis is permissible if the average workload does not exceed eight hours per week. If employment does not last more than six months, the average workload may exceed eight hours per week.

2 In special cases, a lump-sum compensation per service may be agreed upon instead of an hourly wage.

3 Otherwise, employment is on a monthly wage basis with the determination of a degree of employment.

Plurality of

part-time

employment

relationships

Art. 13: Enforcement Ordinance to the Personnel Ordinance Open official source

If a pastor, employee, or civil servant holds several part-time employment relationships simultaneously, these combined may exceed a full-time equivalent by a maximum of 20% for no longer than twelve months. Sections 93-95 PVO and Section 174 concerning secondary employment remain reserved.

Employment

by Contract

(§ 2 para. 1

PVO)

Art. 14: Implementing Ordinance to the Personnel Ordinance Open official source

1. Employment by contract is permissible for

a. Employees whose wages are financed by third-party funds,

b. Interns,

c. Temporary staff,

d. Apprentices in accordance with federal legislation on vocational education and training,

e. Employees pursuant to § 2 para. 2 PVO and § 195.

2. Otherwise, employment by contract is only permissible in exceptional cases and for special functions, the staffing of which imperatively requires deviation from the Staff Ordinance and from this Ordinance.

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181.401

Art. 15 : Implementing Ordinance to the Personnel Ordinance Open official source

1 Continued The appointing authority may, provided that the regulations

employment of the competent occupational pension scheme do not exclude this,

a. Principle exceptionally approve the continued employment of pastors and

employees beyond the termination of the employment relationship

pursuant to Art. 132 para. 2 of the Church Order and § 26 para. 2 lit. b

PVO, if

a. the succession in the relevant position has not yet been arranged,

b. the abolition of the relevant position is foreseeable,

c. the expertise or experience of the person concerned should continue

to be available to the appointing authority.

2 There is no entitlement to continued employment.

Art. 16 : Implementing Ordinance to the Personnel Ordinance Open official source

30 1 Continued employment is effected by establishing a new employment relationship. Its duration is a maximum of one year. It can be extended by the same duration each time. § 23 Para. 2 PVO does not apply.

2 The years of service rendered during continued employment are not credited. § 25 PVO does not apply.

3 The salary may not exceed the salary paid by the same employing authority before the termination of the employment relationship in accordance with Art. 132 Para. 2 of the Church Order and § 26 Para. 2 lit. b PVO.14

4 In the event of full or partial incapacity for work due to illness, the salary will continue to be paid for one month. In the event of an accident, the provisions of the Federal Act on Accident Insurance11 apply.

5 The employment relationship can be terminated at any time at the end of a month, observing a one-month notice period.

b. General Conditions

B. Termination

Art. 17: Implementing Ordinance to the Personnel Ordinance Open official source

1. Elected pastors who wish to resign from their position must submit their request for dismissal from office to the parish office (Pfarramt) and the Church Council (Kirchenrat) at least three months in advance. They must simultaneously provide a copy of their request to the Church Board (Kirchenpflege).

2. The Church Council decides on the date of dismissal from office and arranges for interim representation.

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181.401 Executive Ordinance to the Personnel Ordinance of the Evangelical Reformed Church of Canton Zurich

3. In the event of a dismissal from office in accordance with Art. 132 para. 2 of the Church Order, the Church Council shall notify the pastors and the Church Board at least nine months in advance. Pastors serving in a parish must inform the Church Council of the exact date of their departure from office at least six months in advance.

Art. 18: Implementing Ordinance to the Personnel Ordinance Open official source

1 Decisions on Reductions in Staff Numbers

If the appointing authority decides to reduce staff numbers, it shall examine all measures to avoid redundancies, in particular the mediation of employment, transfers, reductions in working hours or special working time models.

**2 Priority for Affected Employees**

Pastors in institutions and employees affected by a reduction in staff numbers shall have priority in the re-filling of other positions by the appointing authority, provided they are at least equally qualified as external applicants.

Art. 19: Implementing Ordinance to the Personnel Ordinance Open official source

1 If the appointing authority decides to reduce staff, it shall inform the affected pastors and employees thereof at an early stage, as well as of the planned accompanying measures.

2 If it intends to dismiss employees, it shall inform the affected pastors and employees and make counselling services available to them in accordance with § 21 para. 1. If they make use of these services, the appointing authority shall observe a period of six months between the notification of dismissal and the end of employment, provided that circumstances permit.

Art. 20: Implementing Ordinance to the Personnel Ordinance Open official source

1 A reduction of at least ten pastors in institutions or employees resulting in termination or continued employment under less favorable conditions requires the employing body to draw up a social plan.

**2 The employing body shall invite affected staff associations and staff representatives in the sense of §§ 101 and 102 PVO to comment on a social plan before its adoption.**

Art. 21: Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authority provides counselling services to ministers, other church employees, and employees affected by job reductions. It may also, in individual cases, grant contributions up to CHF 10,000 for support measures, particularly for education, further training, or psychological counselling.

2 Insofar as the costs for measures according to para. 1 exceed CHF 5,000, half of these costs shall be deducted from any severance pay. In cases of hardship, this regulation may be deviated from.

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Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Church of Canton Zurich

181.401

Art. 22: Implementing Ordinance to the Personnel Ordinance Open official source

1. Severance Pay under § 43 PVO is calculated in monthly salaries. The amount of

monthly salaries. A monthly salary is defined as one-twelfth of the last paid annual gross salary plus constant allowances with salary character. Severance Pay

2. The severance pay is determined within the following framework based on

the personal circumstances

Years of Service: 10-14 15-19 20-24 from 25

Age

(§ 43 para. 2

PVO)

45-50

1-2

2-3

3-4

4-6

51-55

3-4

4-5

5-6

6-7

56-60

5-6

6-7

7-8

8-9

from 61

7-8

8-9

9-10

10-12

3. In addition to the considerations pursuant to § 43 para. 2 PVO, the employing authority takes into account the maintenance obligations and the financial circumstances of the affected person.

f. Claim for

Repayment

(§ 44 para. 2

PVO)

Art. 23: Implementing Ordinance to the Personnel Ordinance Open official source

If vicars, pastors, and their employees do not comply with their obligation to provide information pursuant to § 44 (2) PVO, the appointing authority shall inquire about the income earned at the latest after the expiry of the severance period and order repayment.

Art. 24: Implementing Ordinance to the Personnel Ordinance Open official source

1 The employing authority conducts an exit interview with pastors

in institutions, as well as with employees prior to their departure from the service

of a parish or the cantonal church.

2 For pastors working in a parish, the following are responsible

for the exit interview

a. upon leaving the service of a parish, the dean,

b. in cases of dismissal according to Art. 132 para. 2 of the Church Order, early retirement, or dismissal due to age, the President of the Church Council, the Church Council President, the Church Council Secretary, or the Church Council Scribe.

C. Position Appraisal

Employees

Art. 25: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 The employee appraisal serves in particular

a. the guidance and promotion of employees and personnel development ($84 PVO),

b. the review of performance and conduct as well as the working situation of employees,

c. the discussion with employees about their professional and personal development,

d. feedback from employees regarding the leadership behavior of their superiors.

2 The subject of the employee appraisal specifically includes

a. professional, social, and self-competence,

b. goal achievement,

c. goal setting,

d. in the case of supervisors, leadership competence.

3 Employees shall be informed in advance about the principles relevant to the employee appraisal.

a. Purpose and Subject Matter

b. Procedure

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181.401

Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich

Art. 26: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 The superior authority conducts an employee appraisal interview with the employees. This takes place

a. at least annually,

b. upon order of the superior authority or upon request of the employee,

c. in those cases where the Staff Ordinance or this Ordinance prescribes an additional employee appraisal interview.

2 The Church Council provides a form for the employee appraisal interview.

3 The result of the employee appraisal interview shall be recorded in writing and signed by both parties. Employees may add their own comments. By their signature, they merely confirm that the employee appraisal interview has been conducted and that they have taken note of its outcome.

4 Employees may request a discussion with the next higher superior authority regarding the outcome of the employee appraisal interview. Employees are entitled to have a person of their trust present at such a discussion.

5 The outcome of the employee appraisal interview forms part of the personnel files. Employees receive a copy.

c. Overall assessment

Art. 27: Implementing Ordinance to the Personnel Ordinance Open official source

30 The employee appraisal contains, as a result, according to

Art. 28: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 The employee appraisal serves in particular

a. the guidance and promotion of ministers as well as

personnel development,

Ministers

(§ 85 PVO)

a. Purpose and

b. the review and evaluation of pastoral work along the

four fields of action according to Art. 29 para. 1 of the Church Order, including

the theological reflection of community building,

c. the discussion of the individual work situation in the church

parish,

d. the discussion with the ministers about their professional

and personal development,

e. the feedback from the ministers on the leadership and

cooperation situation in the church parish to the church

council or to the body designated by the church council's rules of procedure

according to § 30 para. 2.

2 The subject matter of the employee appraisal includes in particular

a. professional, social, and self-competence,

b. target achievement,

c. target agreement.

3 Ministers shall receive advance information on the principles

that are relevant for the employee appraisal.

Ministers

Art. 30: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 The President of the Church Board conducts

the employee appraisal as a performance review with the

elected pastors of the parish church and with deputies

according to Art. 121 para. 1 of the Church

Order, who have been active in the parish church for at least one year.

(§ 85 para. 2 PVO)

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181.401 VVO on the Personnel Ordinance of the Evangelical Reformed National Church

2 The Rules of Procedure of the Church Board may designate another

member of the Church Board or the member of a

subordinate commission responsible for personnel matters to conduct the employee appraisal

according to para. 1.

3 The employee appraisal takes place at least annually. The

Church Council provides the Church Boards with a form for the employee

appraisal.

4 The Dean participates in the employee appraisal once per term of office

of the pastors. At the request of the President of the Church Board, the

position designated according to para. 2, the pastor, or at

their own request, the Dean may also participate in other

employee appraisals.

5 The result of the employee appraisal is recorded in writing

and signed by the participants. It forms part

of the personnel files of the Church Board. The pastor

receives a copy, as does the Dean, if she or

he participated in the appraisal.

6 If the Dean is an elected pastor, the Vice-Dean participates in the employee

appraisal with the Dean.

d. Deputies

according to Art. 121

para. 1 KO (§ 85

para. 4 KO)

Art. 30a : Implementing Ordinance to the Staff Ordinance Open official source

29 1 The bodies designated by the Church Council shall regularly conduct the employee appraisal, in the sense of a performance review, with substitutes pursuant to Art. 121 para. 1 of the Church Regulations, using the form provided by the Church Council.

2 The bodies pursuant to para. 1 may involve the President of the Church Board or the competent body pursuant to § 30 para. 2 from the church parishes in which the substitute has been active since the last employee appraisal, as well as the Dean of the respective pastoral chapter, in the appraisal.

3 The outcome of the employee appraisal shall be recorded in writing and signed by the participants. It shall form part of the personnel file. The pastor shall receive a copy, as shall the Dean, provided he or she participated in the appraisal.

VVO to the Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich

181.401

Art. 30b : Implementing Ordinance to the Personnel Ordinance Open official source

29. The Employee Appraisal with Pastors in Parochial Offices of the All-Church Services is governed by §§ 25-27.

Pastors in

Parochial Offices

of the All-Church

Services

(§ 85 (4)

PVO)

Art. 31: Implementing Ordinance to the Personnel Ordinance Open official source

30 The President of the Church Council for Deans

conducts an employee appraisal interview with the female deans and deans once per term of office. In addition to the aspects according to § 28, the office of the female dean and dean, particularly with regard to leadership questions, is the subject of the conversation.

D. Data Protection

Art. 32: Implementing Ordinance to the Personnel Ordinance Open official source

1 Personnel Files

1 Personnel files within the meaning of this Ordinance are all documents that relate to pastors and employees and their employment relationship.

2 Personnel files include, in particular

a. the personnel form and other files containing personal data and information about personal circumstances,

b. application documents,

c. files created in the context of the appointment or election procedure, such as additionally obtained information, graphological reports, other suitability assessments, reference information, memoranda from job interviews, excerpts from the criminal register, and character references,

d. directives and related files,

e. files concerning salary and insurance,

f. files concerning holidays, leaves of absence, and other suspensions of service, as well as secondary employment and public offices,

g.30 results of employee reviews,

h.23 files concerning education, further training, and career planning,

i. medical certificates and reports,

j. annual statements of personal timekeeping,

k. correspondence between the appointing authority and pastors and employees,

l. files concerning special events and procedures.

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**181.401 VVO on the Personnel Ordinance of the Evangelical Reformed National Church**

3 Personnel files must be stored securely and protected from unauthorized access, inspection, and alteration by unauthorized persons, especially when they need to be sent to various departments for processing personnel matters.

**Personnel Dossier § 33.**

1 The appointing authority maintains a personnel dossier for pastors and employees. The church council and the dean maintain a separate personnel dossier for pastors active in a church congregation. The board of a church congregation association may maintain a separate personnel dossier for pastors and employees active in a church congregation belonging to the church congregation association.

**Storage of Personal Data**

**Case Management**

a. Principles

2 The personnel dossier comprises all personnel files of a person. It may be kept electronically.23

3 No personnel files may be kept outside the personnel dossier. Excluded are memoranda intended exclusively for personal use, as a personal work aid or memory support, and which must not be disclosed to other departments. They must be destroyed when

a. they have fulfilled their purpose or lost their topicality,

c. the person concerned changes positions,

d. two years have passed since their creation.

4 The appointing authority designates the responsible body for maintaining the personnel dossiers and regulates access. No one may maintain their own personnel dossier.

Art. 34: Implementing Ordinance to the Personnel Ordinance Open official source

Personnel files must be periodically reviewed by the authority responsible for their maintenance. Personnel records that are neither suitable nor necessary for the performance of this authority's duties, for the execution of the employment relationship, or for the creation of an employment reference must be destroyed, subject to the provisions on archiving.

Art. 35: Implementing Ordinance to the Personnel Ordinance Open official source

1 Data processing operations related to case management in accordance with § 38 para. 1 PVO require the explicit consent of the pastor, employee, or staff member.

2 At the beginning of the case management, the case manager (Case Manager) shall develop, together with the pastor, employee, or staff member and the appointing authority, an agreement concerning the processing of personal and medical data that may be exchanged between the case manager, the pastor, employee, or staff member, the company doctor, and the relevant insurance companies.

12

VVO to the Personnel Ordinance of the Evangelical Reformed Church

181.401

3 The case manager may only transmit personal and medical data to the appointing authority in anonymized form without the explicit consent of the pastor, employee, or staff member. Excluded are data that are necessary for workplace-related reintegration measures.

4 The case manager shall periodically inform the appointing authority about the status of the case management, to the extent necessary for the execution of the employment relationship. For pastors working in a parish, the Church Council shall ensure appropriate information to the Parish Council.

Art. 36: Implementing Ordinance to the Personnel Ordinance Open official source

1. **Case File**

The accompanying person maintains for each case accompaniment a separate case file, distinct from the personnel files, which contains all essential information. This and the relevant case records do not form part of the personnel files according to § 32.

2. The disclosure of information from the case file requires the express consent of the pastor (female), the pastor (male), the employee (female), or the employee (male). The employing authority has no right of inspection.

3. The accompanying person informs the pastor (female), the pastor (male), the employee (female), or the employee (male) at any time upon their request about the content of the case file.

4. After completion of the case accompaniment, the employing authority keeps the case file locked in the personnel file for a period of three years. A right of inspection of the case file at any time is exclusively granted to the pastor (female), the pastor (male), the employee (female), or the employee (male).

Art. 37 : Implementing Ordinance to the Personnel Ordinance Open official source

The provisions concerning personnel files and personnel-electronic dossiers, as well as the acquisition, disclosure, and retention of personal data collections, also apply to electronic data collections.

Art. 38: Implementing Ordinance to the Personnel Ordinance Open official source

1 The employing authority may use electronic data processing systems

for human resources. These systems are used in particular for payroll processing, communication with social insurance institutions and the competent occupational benefits institution, the uniform application of human resources law, personnel controlling within the meaning of § 9 para. 1 PVO, and the creation of personnel and payroll statistics.

2 In electronic data processing systems according to para. 1, the following personal data of pastors and employees may be processed

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

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Ordinance on the Personnel Ordinance of the Evangelical Reformed Church of Canton Aargau

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

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

d. The necessary data for communication with social insurance institutions and for the collection of withholding tax,

e. Indication of other employment relationships,

f. For the receipt of family allowances, the 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 training and further education,

k. Data relating to the employment relationship and position, in particular data on entry and duration of employment, classification and salary, degree of employment, allowances and payment modalities,

l. Absences and leave,

m. Benefits such as official and service accommodation, service clothing, or keys,

n. Authorizations, in particular for secondary employment and public offices,

o. Results of employee appraisals,

p. Other information necessary for personnel controlling.

3 The employing authority regulates access rights.

Art. 39 : Implementing Ordinance to the Personnel Ordinance Open official source

1 When using technical equipment, in particular telephone systems and IT systems, data suitable and necessary for official use may be recorded.

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 controlling pastors and employees must be prevented by organizational and technical measures.

4 In cases of reasonable suspicion of abusive private use, controls may be carried out. These must be announced in advance.

5 Sections 180–188 remain reserved.

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VVO to the Personnel Ordinance of the Evangelical Reformed Church 181.401

Section 3: Salary

A. General Provisions

Art. 40: Implementing Ordinance to the Personnel Ordinance Open official source

1 The classification of functions in parish churches, in classification-

parish church associations, and in the cantonal church into one or more salary classes is based on a uniform job evaluation.

a. Job classification

2 The following are decisive for job evaluation

a. required specialized knowledge,

b. necessary knowledge of structures and processes,

c. demanded social competencies,

d. framework of thought and degree of difficulty in task fulfillment,

e. scope of decision-making,

f. responsibility in task fulfillment and for achieving objectives.

Art. 41 : Implementing Ordinance to the Personnel Ordinance Open official source

1 The Church Council defines the functions within the parish churches, in parish church associations and in the Cantonal Church, as well as the requirements for assigning a position to a function. It may categorize these definitions by functional area.

2 The Classification Plan contains the following functional areas

a. Parish Churches,

b. Parish Church Associations,

c. Church Leadership,

d. Pastoral Office,

e. Church-Wide Services.

Art. 42 : Implementing Ordinance to the Personnel Ordinance Open official source

1 The Classification Plan for functions in parish

churches, in parish church associations and in the cantonal church is

stipulated in Annex 1 to this Ordinance.

c. Determination

(§ 61 paras. 2-4

PVO)

2 The amounts for the individual salary classes and levels are stipulated in Annex 2.

Art. 43: Implementing Ordinance to the Personnel Ordinance Open official source

1 The supplementary class according to § 62 PVO is not available for pastors.

2 The salary classes available for pastors will be expanded to a comparable extent as the supplementary class.

3 The amounts of these salary classes and the steps are set out in Annex 3 to this Ordinance.

1. 1. 25-127 15

181.401 Ordinance on the Personnel Ordinance of the Evangelical Reformed Cantonal Church

Starting salary

(§ 63 para. 1

PVO)

Service clothing

Service premises

Rental value (§ 67

para. 1 and 2

PVO)

Collaboration of

family members

and

third parties

Art. 44: Executive Ordinance on the Personnel Ordinance Open official source

16 1 The employing authority determines the initial salary, taking into account § 55 paras. 1 and 2 PVO, within the lower or middle range of a salary grade.

2 Exceptions are possible, in particular,

a. if pastors or employees for the position in question possess above-average usable experience or proven special skills and aptitudes,

b. if this is indispensable for attracting suitable pastors and employees.

3 The Church Council regulates the determination of the initial salary for pastors.

Art. 45: Implementing Ordinance to the Personnel Ordinance Open official source

1 If the employing authority obliges employees to wear special

service attire, it shall provide such attire free of charge

or make a contribution towards the acquisition costs.

2 If there is no obligation to wear special service attire, the

employing authority may grant a contribution towards the acquisition costs

to female pastors, pastors, and employees.

3 The employing authority shall regulate the details.

Art. 46: Implementing Ordinance to the Personnel Ordinance Open official source

The employment authority determines the compensation for rooms that pastors or employees make available for official or service purposes in consultation with it. It takes into account the specific characteristics of each property and the local customary rents.

Art. 47: Implementing Ordinance to the Personnel Ordinance Open official source

1 The employing authority deducts the rental value for the rectory, the curate's apartment, or the service apartment from the salary of the entitled person.

2 The Church Council transfers the rental value for rectories and curate's apartments used by pastors active in the parish to the parishes.

Art. 48: Implementing Ordinance to the Personnel Ordinance Open official source

If the duties of pastors and employees require the participation of family members or third parties, and this exceeds a usual extent, the appointing authority shall establish a separate employment relationship with them.

16

VVO to the Personnel Ordinance of the Evangelical Reformed Regional Church

181.401

B. Individual Salary Increases

Art. 49: Implementing Ordinance to the Personnel Ordinance Open official source

30 An individual salary increase within a salary band for employees is excluded if the result of the employee appraisal contains a a. Prerequisites overall assessment in accordance with § 27 lit. c.

Art. 50: Implementing Ordinance to the Staff Ordinance Open official source

1. **Scope**

The appointing authority, within the framework of the budget, determines the percentage of the salary sum allocated for individual salary increases.

2. An individual salary increase within the salary grade comprises a maximum of three levels.14

Art. 51: Implementing Ordinance to the Personnel Ordinance Open official source

1. A transfer to the additional class can take place if the result of the employee appraisal shows an overall assessment according to c. Additional Class

Art. 51a: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 Position Re-evaluation

With the position re-evaluation, the classification of a position into a salary grade is adjusted based on changed requirements in the job description, and the salary of the affected employee is re-determined.

2 If the position re-evaluation results in classification into a higher salary grade, 1.2% of the minimum of the new salary grade shall be added to the previous salary. The new salary shall be set up to four steps above this amount.

3 If the classification plan does not provide for a higher salary grade for a re-evaluated position, a change of function shall occur in accordance with § 51b para. 2.

Art. 51b: Implementing Ordinance to the Personnel Ordinance Open official source

29 1 If employees assume a new function within the scope of an existing employment relationship, a change of function occurs.

e. Change of Function

2 In the event of a change of function, the salary will be transferred, while maintaining the previous step, to a salary class provided for the new function by the classification plan.

Art. 52: Implementing Ordinance to the Personnel Ordinance Open official source

1 The Church Council may grant pastors an individual salary increase within the framework of § 50.

Pastors

1. 1. 25-127

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181.401 Implementing Ordinance to the Personnel Ordinance of the Evangelical-Reformed Church of the Canton of Zurich

2 The medium-term individual salary increase for pastors corresponds to the average salary development for employees of the General Church Services due to individual salary increases granted during this period.

3 The Church Council shall regulate the details. In doing so, it shall particularly consider the creditable length of service pursuant to § 25 PVO.

Minimum duration of employment relationship

Art. 52a: Implementing Ordinance to the Personnel Ordinance Open official source

30 An individual salary increase requires that the employment relationship with the hiring authority has existed for more than six uninterrupted months at the time an individual salary increase is granted.

Continuing education obligation23

Art. 52b: Implementing Ordinance to the Personnel Ordinance Open official source

32 1 The appointing authority may fully or partially deny an individual salary increase to pastors

and employees in church music, diaconal, and catechetical services who have not fulfilled

their continuing education obligation according to § 163 para. 5.

2 The subsequent granting of the denied individual salary increase is excluded.

Dates § 53. 1 Dates for individual salary increases are January 1 and July 1.

2 Individual salary increases according to § 63 para. 3 PVO are permissible at the

beginning of each month.

C. Salary Payment

Part-time employees

Art. 53 : Implementing Ordinance to the Personnel Ordinance Open official source

Abs. 1 gebunden.

1. 1. 25-127

21

181.401 VVO to the Personnel Regulations of the Evangelical Reformed Church of the Canton

4. Section: Reimbursement of Official Expenses and Property Damage

A. Official Expenses

Definition

Principle

Travel Expenses

a. Business Trips

b. Public

Transport

Art. 54: Implementing Ordinance to the Personnel Ordinance Open official source

Female pastors, pastors and employees with a part-time

workload are compensated according to their degree of employment.

Female catechists and catechists

Art. 55: Implementing Ordinance to the Personnel Ordinance Open official source

1 The payment of wages to employees in catechetical service

is based on annual lessons.

2 Employees in catechetical service who are employed at the beginning of a school

year receive wages from August 1st.

Upon termination of the employment relationship at the end of a school

year, wages will be paid until July 31st.

3 In the event of the establishment or termination of the employment relationship during

the school year, this begins or ends with the first

or last day of instruction.

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VVO to the Personnel Ordinance of the Evangelical Reformed Church of the Canton 181.401

Art. 56 : Implementing Ordinance to the Personnel Ordinance Open official source

1. Salary is paid monthly, as a rule, on the 25th day of the payment calendar month.14

(Art. 59 para. 2 PVO)

2. In the case of employment on an hourly wage basis, payment for the working hours rendered within the general time period designated by the employing authority shall be made on the date specified in para. 1.

3. Salary advances may only be paid for the current month and in the event of an emergency of the person entitled to the salary. They must be approved in writing by the employing authority or the body designated by it.

Art. 57 : Enforcement Ordinance to the Personnel Ordinance Open official source

1. Upon commencement or termination or upon a change in the employment relationship during the course of a month, wages shall be calculated according to the days entitling to wages, including Sundays.

**2. If employment commences at the beginning of a week, wages shall be paid from the first Monday; if employment terminates at the end of a week, wages shall be paid up to and including the last Sunday.**

**3. If employment commences on the first working day of a month, wages shall be paid from the first calendar day of that month; if employment terminates on the last working day of a month, wages shall be paid up to the last calendar day of that month.**

Art. 58 : Implementing Ordinance to the Personnel Ordinance Open official source

The 13th monthly salary will be paid together with the salary for December. The employing authority may instead pay the 13th monthly salary at an earlier date or half of it in the middle and at the end of the year.

Art. 59: Implementing Ordinance to the Personnel Ordinance Open official source

No entitlement to the 13th monthly salary exists for

a. reimbursements and further remunerations in accordance with the Regulations

on reimbursements to members and delegates of national

church authorities and commissions4,

b. allowances in accordance with §§ 63–65,

c. reimbursement of service-related expenses,

e. remunerations for on-call duty.

D. Seniority Gift

13. Monthly Salary

a. Payment

b. Exceptions

to the entitlement

Art. 60 : Enforcement Ordinance to the Personnel Ordinance Open official source

1 In the event of varying degrees of employment, the calculation of the amount of the long-service award shall be based on the average degree of employment over the last ten or five years, respectively.

(§ 69 para. 2

PVO)

1. 1. 25-127

19

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VVO on the Personnel Ordinance of the Evangelical Reformed Church of the Canton

2 Pastors and employees who are employed with a full-time workload by an employing body shall not receive a long-service award for secondary occupations in accordance with § 93 PVO that they perform for an employing body.

3 If there are multiple part-time employment relationships with several employing bodies, the long-service award shall be apportioned proportionally among the employments. Paragraph 2 remains reserved.

Art. 61: Implementing Ordinance to the Personnel Ordinance Open official source

1 The long-service award becomes due at the end of the month

in which the years of service pursuant to § 69 para. 2 PVO are completed.

2 The leave may be divided into sections or taken day by day.

It may be taken up to two years after it becomes due. The

appointing authority may approve a postponement for a maximum of one additional year.

3 The period of service during the leave shall be credited. The insurance

coverage remains maintained.

4 To deputies pursuant to Art. 121 para. 1 of the

Church Order, employees in catechetical service, and employees

whose workload does not exceed 20 percent, a

long-service award may be paid out exceptionally upon request

if taking it as paid leave is not possible due to official, service-related,

or compelling personal reasons, and the payout is in the interest of the appointing authority and the church

parish concerned.30

E. Allowances

Art. 62: Implementing Ordinance to the Personnel Ordinance Open official source

1 The cost-of-living allowance is granted on

a. annual salaries or parts thereof,

b. permanent, recurring functional allowances according to § 72 PVO.

2 Salaries and compensations for special employment relationships

according to § 2 PVO and employment relationships where the salary

or compensation is regulated by special agreement remain reserved.

3 The cost-of-living allowance is integrated into the annual salary. The

Church Council adjusts the amounts of the individual salary classes and

levels according to the Annex to the Personnel Ordinance, as well as

Annexes 2 and 3 to this Ordinance, accordingly.

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Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Church

181.401

Art. 63: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 The entitlement to family allowance is governed by § 71 Family Allowance PVO5, as well as by the relevant provisions of federal law (§ 71 PVO) and cantonal law.

2 Female pastors, pastors, and employees who do not directly receive the family allowance shall be paid it to the extent that it exceeds the minimum rate according to the relevant provisions of federal and cantonal law. Upon request by the appointing authority, they shall provide the necessary proof regarding the receipt of family allowance by both parents.

3 The family allowance shall also be paid during suspension of service due to illness or accident, even if the annual earned income falls below the minimum amount according to federal and cantonal law due to salary reduction or the crediting of daily allowance payments.

Art. 64: Implementing Ordinance to the Personnel Ordinance Open official source

1 A functional allowance pursuant to § 72 PVO may be granted in particular to pastors and employees

a. whose duties, as arising from the job description or official responsibilities, are not sufficiently covered by the existing classification, and whose higher classification is not justified,

b. who have been entrusted with an extraordinary deputyship for at least three months, provided there is a difference of at least two salary classes in the classification, but at most in the amount of the salary difference.

2 Functional allowances are paid for the duration of the performance of the relevant function.

Functional

Allowances

(§ 72 PVO)

Art. 65 : Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authority may reward special achievements by female and male pastors and employees with one-time bonuses instead of one-time allowances and performance-related payments, through other incentives such as paid leave, in-kind benefits, or premiums (§ 73 PVO) or revenue sharing.

2 It may only grant allowances within the meaning of § 73 PVO within the framework of the approved credits.

Art. 66: Implementing Ordinance to the Personnel Ordinance Open official source

Functional Allowances, One-Time Bonuses, and Performance Premiums Deadlines

are not tied to the deadlines for individual salary increases according to

Art. 67: Implementing Ordinance to the Personnel Ordinance Open official source

Expenses incurred by pastors, curates, and employees in the exercise of their official or service activities at their workplace or during business trips are considered official expenses.

Art. 68: Executive Ordinance to the Personnel Ordinance Open official source

1 Pastors and employees are obliged to keep their business expenses as low as possible. They shall bear any expenses that are not necessary for the exercise of their official or professional activities themselves.

2 Business expenses shall be accounted for and reimbursed by event and against receipt. The competent authority according to § 76 para. 1 may set flat rates, particularly for regularly incurred business expenses.

3 The Church Council may issue an expense regulation for pastors and employees, approved by the competent tax authority.

Art. 69 : Implementing Ordinance to the Personnel Ordinance Open official source

1 A business trip is defined as travel for an official or service-related activity that takes place away from the usual or agreed place of work. The authority responsible according to § 76 para. 1 may, in justified cases, recognize travel from the place of residence to the place of work as a business trip.

2 Pastors and employees shall use public transport for business trips.

3 Business trips abroad require prior approval from the authority responsible according to § 76 para. 1. Pastors and employees shall attach a detailed program and cost calculation to their application. The remuneration according to § 74 para. 1 may be increased appropriately.

Art. 70: Implementing Ordinance to the Personnel Ordinance Open official source

1 For official trips using public transportation,

second-class tickets may be charged within the Zurich Transport Network (ZVV) area,

while first-class tickets may be charged outside the network area.

2 The authority responsible according to § 76 para. 1 may grant contributions towards a Half-Fare travelcard (Halbtax-Abonnement) or a private route, network, or General travelcard (General-Abonnement) or make such travelcards available.

22

VVO to the Staff Ordinance of the Evangelical Reformed Church of the Canton of Zurich

181.401

3 In the cases mentioned in para. 1, tickets for official trips within Switzerland shall be reimbursed at half-fare if

a. a contribution is made towards the costs of a private Half-Fare travelcard or such a travelcard is provided,

b. a non-cost-covering contribution is made towards a private route, network, or General travelcard, provided the official trip takes place within its area of validity.

4 The costs for using a taxi shall only be reimbursed in justified cases, particularly when no public transport option is available.

Art. 71: Implementing Ordinance to the Personnel Ordinance Open official source

1. Aircraft

When using aircraft, the most economical flight connections must be chosen.

Travel expenses for the most economical category will be reimbursed. In justified cases, travel expenses for a higher category may be reimbursed exceptionally.

Art. 72: Implementing Ordinance to the Personnel Ordinance Open official source

1. Costs for the Use of a Private Vehicle a. Private

The costs for the use of a private vehicle shall be reimbursed if its use results in a significant saving of time or costs, or if the use of public transport is unreasonable or unavailable.

2. Reimbursement shall be made as a mileage allowance. It corresponds to the rates of the Canton for professional expenses of employed persons for tax assessment purposes.

3. The mileage allowance shall be determined by the shortest or fastest route from the place of residence, via the usual or agreed place of work, or directly to the external places of work, and from there via the usual or agreed place of work or directly back. If the private vehicle is used daily for commuting, only the kilometres travelled in addition to the normal commute shall be reimbursed.

Art. 73 : Implementing Ordinance to the Personnel Ordinance Open official source

1 The authority competent according to § 76 para. 1 may pay contributions to external lunch expenses for parish housekeepers, pastors, and employees, particularly through the subsidized provision of lunch checks.

2 Expenses for external meals in connection with official or service-related activities shall be reimbursed if the type of meal cannot be chosen.

1. 1. 25-127

23

181.401 VVO on the Personnel Ordinance of the Evangelical Reformed Regional Church

3 Pastors and employees may invite third parties in the official or service interest. They shall document for the attention of the authority competent according to § 76 para. 1 the nature and participants of the event as well as the official or service interest in the invitation.

Accommodation costs

Art. 74: Implementing Ordinance to the Personnel Ordinance Open official source

1 As a rule, compensation for accommodation costs is based on rates for hotels in the medium price range. In exceptional circumstances, due to local conditions, costs for a higher price category may be compensated.

2 Actual hotel costs, including breakfast but excluding private expenses, will be reimbursed.

Use of private IT resources

Art. 75: Implementing Ordinance to the Staff Ordinance Open official source

1 The authority responsible under § 76 para. 1 may pay to female

pastors, male pastors, and employees who regularly provide their

private IT resources, namely telephone, fax, personal computer,

and printer, at their place of residence or work for official or

service-related activities, reasonable compensation or a contribution

towards the acquisition costs.

2 The appointing authorities may issue guidelines for compensation

and contributions according to para. 1.

Competence

Art. 76: Enforcement Ordinance to the Personnel Ordinance Open official source

1 For the reimbursement of service-related expenses in accordance with §§ 68–75, the following are responsible

a. the Parish Council for employees of the parish and for pastors active in the parish, subject to the competence of the Parish Assembly and the Church Council,

b. the Church Council for pastors in institutions and employees of the Supra-Parochial Services.

2 The Church Council pays the lump sums within the meaning of § 68 para. 2 to pastors active in a parish, together with their salary, according to the information provided by the Parish Council. It invoices these lump sums to the respective parish.

Accounting

Art. 77: Implementing Ordinance to the Personnel Ordinance Open official source

1. Female Pastors, Pastors and Employees submit to the according to

Art. 78: Implementing Ordinance to the Personnel Ordinance Open official source

1. **Parish Congregations and the Regional Church can Compensate for Property Damage, General Principle**

They can fully or partially compensate for property damage sustained by pastors, priests, and employees in connection with the exercise of their official or service activities.

2. They may reduce or refuse compensation in cases of intent or gross negligence.

Art. 79: Implementing Ordinance to the Personnel Ordinance Open official source

Damages to private vehicles used for business trips and the loss of the no-claims bonus in liability insurance are covered in accordance with the provisions of the insurance policies concluded for this purpose by the church parishes and the cantonal church. Church parishes and the cantonal church bear the deductible of this insurance, insofar as it exceeds CHF 500.

Art. 80: Implementing Ordinance to the Personnel Ordinance Open official source

The Competence of Parish Churches and Regional Church

Competence within the framework of §§ 78 and 79 is determined by § 76 para. 1.

5. Section: Holidays, Leave, Secondment and Parenthood

A. Holidays

Art. 81: Implementing Ordinance to the Staff Ordinance Open official source

Entitlement of Pastors and Female Pastors Working in a Parish Community

If pastors and female pastors working in a parish community do not take their holidays on a weekly basis, then five and a half working days correspond to one week of holiday.

Art. 82: Executive Ordinance to the Personnel Ordinance Open official source

1 Employees in catechetical service take their holidays during the local school holidays. §§ 83–90 are not applicable.

a. Pastors

in a parish

b. Catechists

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181.401 Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich

2 The additional week of holiday pursuant to § 78 para. 1 PVO, which employees are entitled to from the beginning of the calendar year in which they complete their 60th year of age, is compensated for employees in catechetical service by a salary supplement of 1.96%.26

Art. 83 : Implementing Ordinance to the Personnel Ordinance Open official source

The entitlement to holidays for part-time employment exists on a pro-rata basis. If calculated by workdays, it is rounded up to half days.

Art. 84: Enforcement Ordinance to the Personnel Ordinance Open official source

1 In the year of entry and exit, holidays are granted in proportion to the duration of the employment relationship in the relevant calendar year. The entitlement is rounded up to half days.

2 The appointing authority may offset any excess holiday days taken in the year of exit against the salary or assert a claim for repayment of salary.

Art. 85: Implementing Ordinance to the Personnel Ordinance Open official source

1 In the case of unpaid leave, the holiday entitlement shall be reduced by one-twelfth for each full month of absence. In the event of a complete suspension of service due to illness and non-work-related accident, the holiday entitlement shall be reduced by one-twelfth for each additional full month of absence after the first two months, irrespective of the calendar year.

2 Previous suspensions of service due to illness and non-work-related accident shall not be taken into account for holiday reduction in the event of a renewed suspension of service, if the workload applicable before the suspension of service has been resumed for six consecutive months.

3 For the purpose of reduction, a fraction of a day shall be rounded down to the nearest full or half day. If the holidays have already been taken in the current calendar year, the deduction shall be made from the holiday entitlement of the following calendar year.

Art. 86: Implementing Ordinance to the Personnel Ordinance Open official source

The holiday entitlement of employees paid by the hour is compensated by a supplement to the hourly wage as follows

a. for five weeks of holidays per year: 10.64%,

b. for six weeks of holidays per year: 13.04%.

Art. 87: Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authority and, in the case of pastors working in the parish, the church council, determine the timing of holidays. They shall take into account the wishes of the pastors and employees as far as this is compatible with the interests of the parish or the cantonal church.

26

VVO on the Personnel Ordinance of the Evangelical Reformed Cantonal Church

181.401

2 Holidays shall be taken in such a way that

a. generally two weeks of holidays per year are consecutive and fall within the current calendar year,

b. pastors and employees can represent each other as far as possible.

3 Holidays that cannot be taken in the current calendar year due to official, service-related or compelling personal reasons must be taken by no later than the middle of the following calendar year.

4 Holidays for the current calendar year may be carried over to the following calendar year to a maximum extent of three weeks. Further carry-overs as well as the exceptional advance taking of holidays require, for pastors working in a parish, the approval of the church council and, for others, the appointing authority.

Art. 88 : Implementing Ordinance to the Personnel Ordinance Open official source

1. **Ministers active in a parish b. Ministers**

Ministers, in consultation with the president of the Church Council or the position designated by the Church Council's rules of procedure, shall arrange for a substitute during their holidays. Where possible, they shall make use of collegial agreements with other ministers. In a parish with multiple ministers, they shall substitute for each other.

2. If a substitution according to para. 1 is not possible, ministers shall request the Church Council for a substitute.

3. The costs of a holiday substitution shall be borne by the parish that utilizes the representation. The Church Council shall invoice this parish. If only one person or two persons who are spouses, registered partners, or living in a de facto partnership are active in the pastoral office of a parish, the State Church shall bear the costs of holiday substitutions for the Sunday service, provided that a substitution according to para. 1 is not possible, but at most corresponding to the holiday entitlement of the persons concerned.

Art. 88a: Implementing Ordinance to the Personnel Ordinance Open official source

19 1 Pastors in institutions, in pastorates with mixed sponsorship, and in pastorates of the General Church Services mutually substitute for each other during their holidays within their pastoral care area or pastorate.

c. Pastors

in institutions,

in pastorates

with mixed

sponsorship,

and in pastorates

of the General

Church Services

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181.401 Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Church of the Canton

2 If mutual substitution is not possible, pastors in institutions and in pastorates of the General Church Services shall arrange for a substitute in consultation with pastors who are active in a parish within the catchment area of the institution or the pastorate of the General Church Services. For pastorates with mixed sponsorship, substitution shall, if possible, be carried out by the responsible persons of the other sponsors.

3 If a substitution according to paragraphs 1 and 2 is not possible, the Church Council shall be requested to assign a substitute.

Art. 89: Implementing Ordinance to the Personnel Ordinance Open official source

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 sickness and accident during the holidays shall not be counted as holidays if they are substantiated by a medical certificate confirming that the ability to enjoy the holidays was impaired.

Art. 90 : Implementing Ordinance to the Personnel Ordinance Open official source

1 Unused vacation days will not be paid out. Exceptions are

a. the vacation entitlement in the year of termination, if the employment relationship was dissolved in compliance with the applicable legal or agreed period, but the vacation could no longer be taken before the expiry of the period due to official, operational, or compelling personal reasons,

b. vacation days that have not yet been taken at the time of the death of the entitled person.

2 The payout of vacation days requires the approval of the employing authority.

Principle

B. Leave

Art. 91: Implementing Ordinance to the Personnel Ordinance Open official source

1 If leave is granted for family events or personal matters for the

necessary period, pastors and employees shall keep the claimed working

hours as short as possible.

2 For the determination of an entitlement defined in working days,

the respective employment level is decisive.

3 If overriding official or service interests exist, the granting of leave

may be refused or conditions may be imposed.

VVO to the Personnel Ordinance of the Evangelical Reformed Church

181.401

Art. 92: Executive Ordinance to the Personnel Ordinance Open official source

1 Leave for family events shall be granted as follows

27 Paid

a.30 own marriage three working days,

Leave

a. Family

b.30 marriage of one's own child, siblings, father or Events

c.

mother one working day,

placement of a child in a permanent foster care relationship

within the first two months since the child's placement five

working days,

d. illness or accident in the family,

e.

f.

g.

1. if no other help is available, the necessary time, but

not more than two working days per event,

2. for families with their own young children or children of

school age, the necessary time, but not more than five

working days per event,

3. if a family member is dying, the necessary time, but

not more than two working days,

death of the spouse, a child or parents three working days,

death of parents-in-law, daughters-in-law, sons-in-law and

siblings the necessary time, but not more than two working

days,

death of grandparents, spouses of siblings, siblings of the

spouse, grandchildren, aunts or uncles the necessary time,

but not more than one working day,

h. death of other relatives or third parties the necessary time

to attend the funeral, but not more than one working day.

2 The persons counted as family according to para. 1 are those

who stand in a relationship to each other according to para. 3.

3 The provisions for events related to parents, children or siblings

also apply to step- and foster relationships as well as to the children

of the registered partner or the life partner, and those related to the

spouse also apply to the registered partner or the life partner.

Art. 93: Implementing Ordinance to the Personnel Ordinance Open official source

1 Leave for personal matters shall be granted as follows

a. For medical and dental consultations, the necessary time,

b. For job searching in a terminated position, the necessary time, as a

rule, a maximum of five working days,

c. For moving house, one working day,

d. For registration and de-registration with authorities, the necessary

time,

e. For summonses to court or another authority, the necessary time.

2 Parents may claim the necessary time to accompany their children in

connection with urgent matters, but no more than five working days

per calendar year.

1. Personal

Matters

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Art. 94: Implementing Ordinance to the Personnel Ordinance Open official source

1 Members of the executive committees of professional associations of ecclesiastical professions and of staff representative bodies shall be granted the necessary time for internal meetings, but no more than five working days per calendar year.

2 For meetings with the employing authorities, the necessary time shall be granted, and for participation as a delegate in national conferences of the respective organization, the necessary time shall be granted, but no more than three working days per calendar year.

Art. 95: Implementing Ordinance to the Personnel Ordinance Open official source

1 For participation in fire department exercises and cadre courses, the necessary time shall be granted, but limited to a maximum of 20 working days per calendar year.

**2 For emergency operations as well as for instructors, the necessary time shall be granted.**

Art. 96: Implementing Ordinance to the Personnel Ordinance Open official source

1. For leadership, supervisory, or advisory activities within the framework of extracurricular youth work in the cantonal church, in a parish, or in a cultural or social organization, as well as in youth and sports courses, including the necessary education and training for these purposes, the necessary time shall be granted, but not exceeding a total of five working days per calendar year.

2. For officials at ecclesiastical, cultural, or sporting events of cantonal, federal, or international significance, the necessary time shall be granted, but not exceeding two working days per calendar year. For participants in such events, the necessary time shall be approved, but not exceeding one working day per calendar year.

Art. 97 : Implementing Ordinance to the Personnel Ordinance Open official source

30 For deployments within the framework of peacekeeping actions and good offices of the Confederation, the Swiss Rescue Chain, the International Committee of the Red Cross (ICRC), as well as the Evangelical-Reformed Church Switzerland EKS and organizations associated therewith, the necessary time shall be granted, but not exceeding six months within two calendar years.

30

VVO to the Personnel Ordinance of the Evangelical-Reformed Regional Church 181.401

Art. 98: Executive Ordinance on Personnel Regulations Open official source

1. Pastors, vicars, and employees may be granted leave of absence for the fulfillment of all-church tasks.

2. The duration of the leave of absence shall be determined by the all-church task to be fulfilled. The interests of the affected parish and the regional church must be taken into account.

3. The duration of the leave of absence shall be credited to the years of service according to § 25 PVO.

Art. 99 : Implementing Ordinance to the Personnel Ordinance Open official source

23 For attending continuing education courses and h. Further-

individual continuing education, leave may be granted within the framework of §§ 163 and 164– education23

166.

Art. 100: Implementing Ordinance to the Personnel Ordinance Open official source

i. Special Cases

Furthermore, leave may be granted to the extent necessary for other events and cases, particularly for recovery following a severe illness or accident, as well as for the implementation of special projects and studies.

Art. 101: Implementing Ordinance to the Personnel Ordinance Open official source

Unpaid leave may be granted if official or service conditions permit. Unpaid leave

Art. 102: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 The following are responsible for granting leave

a. for pastors working in a parish, in the cases of §§ 92–96, the

Church Council or the body designated by the Church Council's rules of

procedure;

b. otherwise, the employing authority.

2 When granting leave, the concerns of pastors and employees shall be

taken into account. The Church Council shall consult with the Church

Council beforehand regarding pastors working in a parish.

Competence

C. Secondment

Art. 103: Implementing Ordinance to the Personnel Ordinance Open official source

1 **Delegation**

1 A delegation is any assignment in an official or professional capacity to an event, namely to conferences, meetings, and congresses, as well as acting as a speaker at continuing education events.

2 A delegation requires approval from the appointing authority if, in a single case, it exceeds five working days. For pastors working in a parish, the Church Council consults with the Church Board in advance.

1. 1. 25-127 31

181.401

D. Parenthood

Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Church

Maternity leave

Paternity leave

Protection against dismissal

Art. 104: Implementing Ordinance to the Personnel Ordinance Open official source

1 Female pastors and employees are entitled to a paid maternity leave of a total of 16 calendar weeks, which begins at the earliest two weeks before the medically determined due date. If female pastors and employees have to cease their activity earlier due to pregnancy-related ailments, the last two weeks before the delivery will be credited towards the maternity leave.

2 If female pastors and employees request the deferral of maternity benefits due to a longer hospital stay of the newborn child in the sense of Art. 16c para. 2 of the Federal Act on Income Compensation for Persons Performing Services and in case of Maternity12, the start of the paid maternity leave will be postponed accordingly. If female pastors and employees have already commenced their leave two weeks before the delivery or had to cease their activity due to pregnancy-related ailments during the last two weeks before the delivery, this time will be credited towards the maternity leave.

3 After maternity leave, the degree of employment can be reduced upon request by the female pastor or employee, insofar as official or service circumstances permit.30

Art. 105: Implementing Ordinance to the Personnel Ordinance Open official source

27 1 Upon the birth of a child, the father shall be granted paid leave as follows

a. ten working days during the first six months of the child's life,

b. an additional five working days during the first year of the child's life.

2 The father is entitled to one month of unpaid leave during the child's first year of life.

3 In the case of a multiple birth, the father is entitled to the leave according to

paragraphs 1 and 2 only once.

4 When determining the timing and distribution of the leave

according to paragraphs 1 and 2, official or service-related circumstances must be taken into consideration.

Art. 106: Implementing Ordinance to the Personnel Ordinance Open official source

1. Employment Relationship of Pastors and Employees

shall not be terminated during pregnancy and within the 16 weeks following

childbirth. Termination during the

probationary period for other reasons remains reserved.

2. In the case of fixed-term employment relationships, the entitlement to

leave exists until the agreed departure date, provided that the employing

authority proves that no continuation of the employment relationship

was intended.

32

VVO to the Personnel Ordinance of the Evangelical Reformed Church 181.401

3. For further service interruptions, the provisions concerning

illness shall apply. In addition, the provisions of the Labor Act

concerning pregnant women and nursing mothers10 shall apply by analogy.

Art. 107 : Implementing Ordinance to the Personnel Ordinance Open official source

## When Establishing a Foster Child Relationship

When establishing a foster child relationship with a view to a later adoption, Sections 104 and 105 apply mutatis mutandis. The holiday period for establishing the relationship is determined on a case-by-case basis.

Art. 108: Implementing Ordinance to the Personnel Ordinance Open official source

### Special Circumstances

If special circumstances exist in an individual case, the appointing authority may make an appropriate solution.

Art. 109: Implementing Ordinance to the Personnel Ordinance Open official source

The appointing authority is responsible for granting Jurisdiction

leave for parenthood. The Church Council consults beforehand with

the Church Board for pastors working in a church parish.

6. Section: Sickness, Accident and Death

Art. 110: Implementing Ordinance to the Personnel Ordinance Open official source

As remuneration within the meaning of the provisions of this section, the agreed remuneration pursuant to § 56 para. 1 PVO plus standing allowances with the character of remuneration shall be understood.

A. Sickness and Accident

Art. 111: Implementing Ordinance to the Personnel Ordinance Open official source

**181.401**

**Implementing Ordinance to the Personnel Regulation of the Evangelical-Reformed Regional Church**

**33**

**1. 1. 25-127**

**Medical Certificate**

1. If ministers and employees are unable to fully perform their official or service-related duties due to an official notification, illness, or accident, they must report this to the appointing authority as soon as possible.

2. If the full or partial absence from duty lasts longer than one week, ministers and employees must submit a medical certificate to the appointing authority within a reasonable period or upon first request. The appointing authority may also request a medical certificate for absences from duty lasting less than one week.

3. If the full or partial absence from duty lasts longer than one month, ministers and employees must submit further medical certificates at the beginning of each subsequent month or as per specific instructions from the appointing authority.

4. Ministers serving in a parish shall simultaneously inform the church board/council. Ministers serving in institutions and employees shall inform their direct supervisor.

Art. 112: Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authority maintains contact with sick or injured pastors and employees.

2 Together with the pastor or employee, it clarifies the expediency of case management (Case Management)

a. in the event of a full or partial service suspension that is expected to be long-term within the first two months of absence,

b. upon the determination of a potentially long-term reduction in performance in official or professional duties that can be attributed to illness or accident.

Art. 113: Implementing Ordinance to the Personnel Ordinance Open official source

1. Case Management

1 If the full or partial suspension of service lasts longer than two months, or if the performance impairment persists, and there is great complexity and a high need for coordination, case management is generally offered to pastors and employees with health impairments.

2 Support measures within the scope of case management require the express consent of the pastor or employee.

3 Case management will not be offered, or an existing case management will be terminated, if

a. the health impairment or diagnosis no longer permits reintegration from a medical perspective,

b. the continued payment of wages according to § 58 para. 1 PVO and §§ 115 and 116 has been discontinued,

c. a main employment exists with one or more other employers,

d. an overall employment level of less than 25% exists.

Art. 114: Implementing Ordinance to the Personnel Ordinance Open official source

**Ordinance on Personnel Regulations of the Evangelical Reformed Regional Church**

**181.401**

34

1 For case support, a support person (Case Manager) shall be assigned to the female pastor, male pastor, female employee, or male employee.

2 The support person shall, in cooperation with the female pastor, male pastor, female employee, or male employee, the employing authority, and other involved parties, work towards ensuring that

a. the female pastor, male pastor, female employee, or male employee can return as quickly as possible to their previous, possibly adapted, official or service duties, or take up a new position;

b. the employment relationship does not have to be terminated, in whole or in part, due to invalidity.

3 Case support typically comprises a status assessment, a goal agreement, the planning of support actions and measures, their implementation and performance management, as well as a final evaluation.

4 The support person is subject to official secrecy regarding information obtained during case support, in accordance with Article 22 of the Church Order. They are professionally independent in case support and shall safeguard the interests of the female pastor, male pastor, female employee, or male employee to the best of their ability.

Art. 115: Implementing Ordinance to the Personnel Ordinance Open official source

1. Service Suspensions Due to Illness or Accident

in the sense of the Federal Act on Accident Insurance11 are treated equally with regard to salary payment.

2. During the period of a service suspension due to illness or accident, the insured salary remains unchanged, irrespective of the degree of work capacity of the sick or injured person and of a salary reduction according to § 117. Reserved are changes to the workload of the position concerned, individual salary increases, and adjustments to the insured salary based on the relevant provisions of federal law.13

Continued Salary Payment

(§ 58 para. 3

PVO)

a. Principle

Art. 116: Implementing Ordinance to the Personnel Ordinance Open official source

1 Provided that pastors and employees have resumed their full workload for six consecutive months, previous service interruptions due to illness or accident will not be taken into account for continued salary payment in the event of a renewed service interruption.

2 Service interruptions that are less than six months apart are counted cumulatively, but generally not longer than 18 months prior to the new service interruption.

3 If pastors and employees who were fully capable of working again after the expiration of salary continuation due to illness or accident become partially incapacitated for work again, they will continue to receive their full salary for a maximum of three months.

Service Interruption, Partial Incapacity for Work

1. 1. 25-127

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181.401 VVO to the Staff Ordinance of the Evangelical Reformed Church

c. Reduction

Offsetting

a. Daily allowances

b. Pensions

Art. 117: Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authority may reduce the salary if

pastors and employees

a. have intentionally or grossly negligently caused an accident or

illness, or if these are the result of a special risk consciously

undertaken outside their professional activities,

b. fail to submit a medical certificate or fail to submit it on time,

c. refuse reasonable cooperation,

d. refuse or delay the carrying out of a medical examination by a

trusted physician.

2 In the case of non-occupational accidents that have occurred due to

gross self-inflicted fault or by undertaking a special risk, the salary

will generally be reduced in the same proportion as the daily allowance

of the mandatory accident insurance.

Art. 118: Implementing Ordinance to the Personnel Ordinance Open official source

1 Daily allowances from sickness daily allowance insurance and compulsory accident insurance accrue to the appointing authority and are offset against salary. To the extent that they exceed the salary, they are paid out to pastors and employees.

2 Daily allowances from disability insurance and military insurance during service interruptions due to illness and accident are offset against salary.

3 If the sick or injured person receives daily allowances from sickness daily allowance insurance or compulsory accident insurance according to § 58 para. 2 PVO, the salary for the duration of the daily allowance receipt will be set at 80% of the previous salary.

Art. 119: Implementing Ordinance to the Personnel Ordinance Open official source

1 If a pension is awarded due to illness or accident by the compulsory

accident insurance, the disability insurance or the military

insurance, the appointing authority is entitled to reclaim the salary

it paid despite the absence or limitation of working capacity, up to

the amount of the pension to be subsequently paid for the

corresponding period, from the insurance concerned.

2 In the event of future service interruptions due to the event that

led to the pension, the appointing authority decides on the crediting

of the pension against the salary.

3 If the pension was awarded before the employment relationship with

the appointing authority was established, the latter decides on the

crediting of the pension within the framework of establishing the

employment relationship.

36

VVO to the Personnel Ordinance of the Evangelical Reformed Regional Church 181.401

4 The pension will not be credited insofar as its basis, particularly

a reduced earning capacity, or the necessity of frequent doctor or

therapy visits, was taken into account when determining the salary,

or if it does not affect the employment relationship.

Art. 120 : Implementing Ordinance to the Personnel Ordinance Open official source

1. **Sick or Injured Pastors and Employees Cession of Claims**

Sick or injured pastors and employees assign their claims for damages against third parties up to the amount of their received salary to the employing authority and cooperate in the assertion of such claims.

2. In case of refusal, the employing authority may reduce the salary accordingly, in accordance with § 117 para. 1 lit. c.

Art. 121: Implementing Ordinance to the Personnel Ordinance Open official source

1 Health Control for Pastors and Employees

The appointing authority may order regular health controls and exit examinations for female pastors, male pastors, and employees who perform an activity that is hazardous to health.

**2 Refusal of Benefits**

It may refuse the benefits provided in case of illness to female pastors, male pastors, and employees who do not undergo such controls.

Occupational accident

Art. 122 : Implementing Ordinance to the Personnel Ordinance Open official source

1 Incapacity for work due to occupational disease or occupational accident within the meaning of the Federal Act on Accident Insurance¹¹ entitles ministers, vicars, and employees to their full salary for twelve months. Repeated work absences due to occupational accidents are not aggregated for salary payment purposes.

2 From the thirteenth month of incapacity for work, the salary is reduced to 80% until work is resumed or the employment relationship is terminated due to invalidity.

3 To the extent of the benefits pursuant to paragraphs 1 and 2, claims of ministers, vicars, and employees against liable third parties are transferred to the appointing authority.

Art. 123: Enforcement Ordinance to the Personnel Ordinance Open official source

1 If the gross salary exceeds the maximum amount of the earnings insured under the mandatory accident insurance for disability, the appointing authority may pay the disability pension or survivor's pension set by the mandatory accident insurance even on the uninsured salary.

2 Supplementary pensions from occupational benefit schemes shall be offset against the benefits according to para. 1.

1. 1. 25-127

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181.401 Implementing Ordinance to the Staff Regulations of the Evangelical Reformed Regional Church

Art. 124: Implementing Ordinance to the Personnel Ordinance Open official source

If pastors or employees not insured under the Federal Act on Accident Insurance¹¹ suffer an occupational accident in the course of their official or service activities, the appointing authority shall provide benefits in accordance with the Federal Act on Accident Insurance, provided that the official or service activity with the appointing authority is not covered by accident insurance based on another professional activity.

Art. 125 : Implementing Ordinance to the Personnel Ordinance Open official source

¹ The employment authority is notably responsible for

a. Administering daily sickness allowance and accident insurance, in particular communicating with insurers,

b. general information to pastors and employees,

c. providing the necessary guidelines on daily sickness allowance and accident insurance to newly joining pastors and employees,

d. informing newly joining pastors and employees whether they are insured against non-occupational accidents,

e. providing written information to pastors and employees leaving their employment or non-occupational accident insurance about the necessary notification to their health insurance.

2 The employment authority may secure additional benefits to the mandatory accident insurance through a collective insurance contract.

3 Pastors and employees bear half of the premiums for non-occupational accident insurance and for insurance according to para. 2.

4 The employment authorities shall conclude a daily sickness allowance insurance policy for pastors and employees who are insured against non-occupational accidents according to the Federal Act on Accident Insurance, with a benefit period of 730 days, a daily allowance of 80% of the insured salary, and a waiting period of at least 30 and at most 90 days. They shall determine the contributions of pastors and employees to the daily sickness allowance insurance within the framework

Art. 126: Implementing Ordinance to the Personnel Ordinance Open official source

1. **In the event of death, the salary for the month of death will continue to be paid as remuneration.**

The salary for the two subsequent months will also continue to be paid to the surviving dependants of pastors and employees. If a fixed-term employment relationship would have lasted for a shorter period, the entitlement in both cases exists only until the time of the foreseen termination.

2. For the remuneration, the full salary, irrespective of any previous reduction, is authoritative. There is no entitlement to the payment of a long-service gift.

3. In individual cases, the appointing authority may determine further benefits for surviving dependants of pastors and employees who were not members of an occupational pension scheme, as well as in other special cases.

4. The following are considered surviving dependants within the meaning of this provision

a. the surviving spouse of the deceased person,

b. the divorced spouse of the deceased person, if she or he has reached the age of 45 and the marriage lasted at least ten years and she or he loses a maintenance annuity awarded in the divorce decree due to the death,

c. the surviving registered partner of the deceased person,

d. the partner in a de facto cohabitation of the deceased person, including between persons of the same sex, if the following conditions are cumulatively met

1. both partners are neither married nor in a registered partnership, nor is there a close kinship between them,

2. the cohabitation with a shared household demonstrably existed continuously for at least five years at the time of death,

3. the mutual support obligation was agreed upon in writing, and the agreement was submitted to the appointing authority within three months of the death,

e. children and stepchildren of the deceased person for whose maintenance the deceased person was primarily responsible, as well as children whom the deceased person had taken in gratuitously for permanent care and upbringing, provided that the children and stepchildren

1. have not yet reached the age of 20,

2. have not yet reached the age of 25 and are in education or are gainfully employed to a maximum of one-third due to physical or mental infirmities.

**181.401**

**Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed National Church**

**Compulsory Military and Civil Protection Service, Civilian Service (§ 57 para. 2 PVO)**

**Voluntary Military and Civil Protection Service**

**Duty to report, Service postponement**

**7. Section: Military, Civil Protection, and Civilian Service**

Art. 127: Implementing Ordinance to the Personnel Ordinance Open official source

1 Pastors and Employees during Obligatory Military and Civil Protection Service or Civilian Service

1 Pastors and employees shall receive their full salary during their absence due to obligatory military and civil protection service or civilian service.

2 Obligatory military and civil protection service includes all services to which conscripts may be obliged according to federal legislation, including those performed by women who have voluntarily registered to perform military or civil protection service or Red Cross service.

3 The Church Council shall determine the conditions for the recovery of salary if the total duration of absence due to military, civil protection, civilian or Red Cross service exceeds the total duration of employment with the employing authority at the time of termination of the employment relationship.

Art. 128: Implementing Ordinance to the Personnel Ordinance Open official source

1 For voluntary military and civil protection service,

as well as for joining the Red Cross service, the consent of the

appointing authority is required. This shall be granted if the official

or service-related circumstances permit such services.

2 The payment of salary shall be governed by § 127 paras. 1 and 3.

Art. 129: Implementing Ordinance to the Personnel Ordinance Open official source

1 Female pastors, pastors and employees shall report upcoming military, civil protection, Red Cross and civilian service deployments to the employing authority as early as possible.

2 If the service deployment significantly impairs the fulfillment of the official or service-related duties, female pastors, pastors and employees shall, at the request of the employing authority, submit an application for the postponement of the service.

40

Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Church of the Canton of Zurich

181.401

Art. 130: Implementing Ordinance to the Personnel Ordinance Open official source

1. Compensation for loss of earnings, paid in accordance with the provisions on compensation for loss of earnings, is due to the appointing authority. If the salary claim of pastors and employees is lower than the compensation, they will be paid the amount of the compensation.

2. Pastors and employees shall provide the appointing authority with the necessary documents for claiming compensation for loss of earnings and support allowances for dependents.

Section 8: Working Hours

A. Pastors

Art. 131: Implementing Ordinance to the Personnel Ordinance Open official source

1 The time commitment of the pastors working in a parish is determined by the requirements of the pastoral office as a comprehensive service within the framework of the regional church and by the duties according to Art. 113 of the Church Order.

(§ 91 PVO)

2 The time commitment is based on a 5½-day week.

3 Pastors working in a parish are, within the framework of the requirements of the pastoral office and the duties according to

Art. 132: Implementing Ordinance to the Personnel Ordinance Open official source

1. If only one person or two persons are active in a parish office of a church community, who live together as spouses, registered partners, or in a de facto cohabitation, they are entitled to25

a. one free Sunday for each week of vacation corresponding to the vacation entitlement according to § 78 PVO,

b. four free Sundays in the calendar year, which may not be placed on a church holiday,

c. one free Sunday immediately after performing mandatory military and civil protection service, provided that the service lasts continuously for at least five days and ends only on the preceding Friday,

d. one free Sunday immediately after leading a camp or a comparable event within the framework of the religious pedagogical modules, provided that these last continuously for at least five days and end only on the preceding Friday.

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181.401 VVO on the Personnel Ordinance of the Evangelical Reformed Church of [State/Canton]

2. Pastors active in a church community are entitled to one free Sunday for service as an army chaplain of at least five days per calendar year and an additional free Sunday for service as an army chaplain of ten or more days per calendar year.

3. The church council ensures that pastors active in a church community, including their vacation entitlement according to

Art. 132a : Implementing Ordinance to the Staff Ordinance Open official source

29 1 Unless the Church Council makes a deviating regulation in special

cases, New Year's Day, Berchtold's Day, Easter Monday, May 1st, Whit

Monday, August 1st, and the second Christmas Day, as well as other

days according to local custom, shall be considered as additional full

or half days of rest, insofar as these days do not fall on a Sunday or a

church holiday on which, according to Art. 53 of the Church Order,

divine service is to be held.

2 Additional full or half days of rest that fall on a Saturday or Sunday,

or, for pastors with a part-time workload, on a day outside of the

agreed working days, shall not be compensated subsequently.

Art. 133: Implementing Ordinance to the Personnel Ordinance Open official source

For working hours that exceed the time commitment according to Art. 131 Para. 2, there is no entitlement to time off in lieu or remuneration.

d.30 Compensation

Pastors

in institutions

a. In General

Art. 134: Implementing Ordinance to the Personnel Ordinance Open official source

20 1 The working hours of pastors in institutions are determined by the fulfillment of their pastoral care mandate in accordance with the Ordinance on Pastoral Care in Institutions. They are flexibly structured according to the following provisions and the interests of the institution concerned. Deviating decisions by the appointing authority remain reserved.

2 The working hours are 48 hours per week. They are distributed over a maximum of six working days.

3 Pastors in institutions are entitled to at least one day off per week. They determine their days off in consultation with the appointing authority.

42

VVO to the Personnel Ordinance of the Evangelical Reformed Regional Church 181.401

4 For a full-time position, the gross annual working hours are 2496 hours (52 weeks × 48 hours). For a part-time position, the annual working hours are determined based on the respective employment level. For the calculation of the net annual working hours, the individual holiday entitlement and the rest days falling on a weekday according to § 135 para. 1 are deducted.

5 The daily target time according to § 140 para. 2 must not exceed 9 hours and 36 minutes. Furthermore, §§ 140–146, 150 and 150a are applicable.

Art. 134a : Implementing Ordinance to the Personnel Ordinance Open official source

19 1 In addition to the working hours according to § 134 para. 2, standby duty as prescribed or customary according to local conditions must be performed. The Church Council may determine its scope.

2 Standby duty must be performed in addition to the target working hours according to § 134 para. 5. It is considered standby duty according to this provision if it is performed outside of regular working hours.

3 Deployments during standby duty are considered working hours.

4 Pastors in institutions organize standby duty in such a way that pastoral services in the institution are guaranteed within one hour of being called upon.

5 Pastors in institutions provide mutual cover for standby duty. They may enlist the support of pastors working in parishes within the catchment area of the institution concerned. These are not obliged to perform standby duty in a pastorate in institutions.

Art. 135: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 For the days of rest of pastors in institutions, c. Days of Rest

§ 138 applies.

2...31

B. Employees

Art. 136 : Implementing Ordinance to the Personnel Ordinance Open official source

1 Working hours for employees are 42 hours per Principles

week. They are generally distributed over five days. Saturdays and Sun-

days are work-free, subject to special service conditions, unless employees

regularly have to perform their duties on Saturdays, Sundays, and public

holidays.

2 Working hours are structured flexibly according to the following provisions.

Deviating decisions by the appointing authority remain reserved.

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181.401 VVO on the Personnel Ordinance of the Evangelical Reformed Church

3 For a full-time position, the annual working hours gross 2184 hours (52 weeks × 42 hours). For a part-time position, the annual working hours are determined based on the respective employment level. For the calculation of the net annual working hours, the individual leave entitlement, rest days falling on a weekday, and working hour reductions before rest days are deducted.

4 The appointing authority regulates the duration of working hours in special cases.

5 The appointing authorities may issue further regulations for flexible working hours and employment protection.

Catechists

Art. 137: Implementing Ordinance to the Personnel Ordinance Open official source

1 The working hours of employees in catechetical service

are determined by the proper fulfillment of teaching obligations

within the framework of religious educational modules, by the

further professional duties, as well as by mandatory and voluntary

continuing education23.

2 The teaching obligation for a full-time position comprises 28 weekly

lessons. A lesson lasts 45 minutes.

3 Lesson preparation, cooperation within the parish, with parents

and other legal guardians, as well as with the church council, and

the completion of administrative tasks

take place, regardless of the employment percentage, during non-teaching

time and form components of the lessons according to para. 2.

4 Continuing education23 outside of teaching hours, up to

four weeks per year, does not entitle to any additional wage

claims.

5 §§ 136, 139 paras. 2–4 and 140–151 are not applicable.

Days of Rest

a. Principle

Art. 138: Implementing Ordinance to the Personnel Ordinance Open official source

1 Unless the Church Council makes a different arrangement in special

cases, in addition to Saturdays and Sundays, the following apply

a. as additional full or half rest days: New Year's Day, Berchtold's Day,

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

the afternoon of December 24th, Christmas Day and Boxing Day,

as well as further days according to local custom;

b. 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, and subject to different arrangements, work ends at 3:00 PM.

2 For the rest days of employees who regularly perform their duties on

Sundays and church holidays, paragraph 1 letter b applies.

Art. 139: Implementing Ordinance to the Personnel Ordinance Open official source

1. Additional full or half rest days that fall on Saturdays, in the

afternoon, or Sundays, will not be granted subsequently. The same rule

applies *mutatis mutandis* to employment relationships where work is performed on Saturdays

or Sundays on a full-time or part-time basis.

2. Part-time employees are granted a proportion of rest days and

workdays with reduced target hours corresponding to their employment

level, irrespective of their chosen regular working hours. The Church

Council calculates the hours falling on such days at the beginning of

each year.

3. Employees paid on an hourly basis are compensated for rest days with

a surcharge of 4% on their hourly wage.

4. Employees who regularly perform their duties on Saturdays, Sundays,

and church holidays are to be granted at least one free day per week.

Outside of their vacation, they are entitled to four free Sundays per

calendar year, which may not be scheduled on a church holiday. The

appointing authority may grant additional free Sundays.

5. The costs of substitution on free Sundays according to paragraph 4

shall be borne by the appointing authority.

Art. 140 : Implementing Ordinance to the Personnel Ordinance Open official source

1. As the daily framework within which work performance is to be rendered, the period between 6:00 and 22:00 applies.

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

3. Regular working time is the agreed distribution of weekly working time for the standard case.

4. The regular working time is agreed within the daily framework, taking into account service-related and personal circumstances. The agreement can be limited to the daily target working time or supplemented by fixed time allocations.

Daily framework, target working time, regular working time

Art. 141: Implementing Ordinance to the Personnel Ordinance Open official source

1 For a daily work period exceeding six hours, a break of at least

30 minutes must be observed. This is not considered working time.

2 For additional breaks, a maximum of 15 minutes per half working

day may be credited towards working time.

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Ordinance on the Personnel Regulations of the Evangelical Reformed Regional Church

Working Time Balance

a. Principle

Art. 142: Implementing Ordinance to the Personnel Ordinance Open official source

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 absences according to §§ 92–100 and secondments according to § 103.

3 Generally, a maximum of 14 hours per day are creditable. In special cases, the maximum working time may be extended by the employment authority.

4 The Church Council issues guidelines on the crediting of working time performed in the context of special offers and events.

b. Work on

Saturdays and

Sundays as well as

outside the

workplace

Art. 143: Implementing Ordinance to the Personnel Ordinance Open official source

1 Working hours performed on Saturdays and Sundays, as well as outside the daily framework or the workplace, may, with the approval of the appointing authority, be credited to the working time balance.

2 For employees who regularly perform their duties on Saturdays, Sundays, and public holidays, working hours performed on such days within the daily framework shall always be credited. The appointing authority shall designate the relevant services.

c. Paid Leave

d. Compensation

Art. 144: Implementing Ordinance to the Personnel Ordinance Open official source

For paid leave in accordance with §§ 92–100, the actual absence, but at most the agreed regular working hours, shall be credited as working time. The paid leave may not increase the working time balance.

Art. 145: Implementing Ordinance to the Personnel Ordinance Open official source

1 A positive working time balance can be compensated hourly or

by taking whole and half days.

2 A maximum of 15 full working days in total may be compensated per calendar year.

days may be compensated. The right to compensation exists proportionately for a

part-time workload.

3 The appointing authority may provide for a higher compensation framework

or restrict it according to service requirements.

e. Transfer,

Compensation and

Remuneration

Art. 146 : Implementing Ordinance to the Personnel Ordinance Open official source

1 The working time balance should, where possible, be balanced within the calendar year. Upon the turn of the year, a positive or negative working time balance of up to two working weeks' standard working hours may be carried over.

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VVO to the Personnel Ordinance of the Evangelical Reformed Church 181.401

2 Any positive working time balance exceeding the scope according to paragraph 1 shall lapse at the end of the year. The appointing authority may approve its carry-over or payment if balancing within the calendar year was not possible due to compelling operational or valid personal reasons. For employees from salary grade 15 upwards, a positive working time balance will only be paid out if it exceeds 120 hours.16

3 A negative working time balance shall be offset at the end of the year against accrued vacation leave or overtime hours worked.

4 Upon termination of the employment relationship, the working time balance must be balanced by the date of departure. The payment of a positive working time balance shall be governed by paragraph 2. It shall be made without surcharge. The appointing authority may offset a negative working time balance against the salary.16

Art. 147 : Implementing Ordinance to the Personnel Ordinance Open official source

1 Overtime

**a. Definition**

Overtime refers to working hours performed beyond the agreed regular working hours for specific, clearly defined periods and extraordinary assignments, if this results in exceeding the target working hours.

2 Overtime must be ordered in writing by the appointing authority or, exceptionally, approved in writing as such retrospectively.

3 For employees from salary grade 15, working hours performed in accordance with paragraphs 1 and 2 shall be taken into account within the framework of the working time balance according to §§ 142 and 143.

Art. 148 : Implementing Ordinance to the Personnel Ordinance Open official source

1 Overtime hours shall be compensated, where possible, by granting equivalent time off within three months of their incurrence. Overtime hours worked outside the daily framework according to § 140 para. 1 shall be compensated as soon as possible.

2 If time off in lieu is not possible due to official circumstances, overtime hours shall be remunerated exceptionally.

Art. 149 : Implementing Ordinance to the Personnel Ordinance Open official source

1. Employees up to salary grade 11 will be granted a time supplement for overtime with a bonus and time off in lieu, and a monetary supplement of 25% for cash compensation.

2. The determining hourly rate for compensation, with a weekly working time of 42 hours, amounts to 1/2184 of the annual salary.

3. A maximum of 120 overtime hours per calendar year will be compensated. The employing authority may exceptionally compensate a higher number of hours.

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Time-

accounting

a. Principle29

b. Exemption

On-call

service

Opening hours

Art. 150: Implementing Ordinance to the Personnel Ordinance Open official source

1 The employees maintain a personal time sheet on a trust basis, in which they list their working hours and absences. The superior authority may inspect this time sheet at any time.

2 The employees are responsible for the accuracy of their time sheets. They shall prepare a statement at the end of each month and year and sign it. The superior authority confirms its acknowledgment by its signature.

3 The employees shall use the means provided by the appointing authority for their personal time sheets.

4 The appointing authority may introduce project time recording according to its needs.

Art. 150a: Implementing Ordinance to the Personnel Ordinance Open official source

29 1 The appointing authority may exempt employees from salary

grade 15 and above from the obligation to keep personal time records.

2 Sections 142, 143, 145–149 and 150 para. 1–3 are not applicable to employees in accordance with

para. 1. The crediting and compensation of a

working time balance and of overtime are excluded.

3 Employees in accordance with para. 1 record the taking of holidays and a

service anniversary gift, as well as absences due to illness, accident

and leave, using the method pursuant to Section 150 para. 3.

4 The appointing authority shall protect the health of employees

in accordance with para. 1 through appropriate measures.

Art. 151: Implementing Ordinance to the Staff Ordinance Open official source

1. The appointing authority may, under special service

conditions, order employees to perform standby duty.

2. Standby duty is either presence at the workplace or

standby outside the workplace.

3. Standby duty performed at the workplace and official activities performed in the course of standby duty are considered

overtime, provided the conditions according to § 147 are met.

Otherwise, they are credited to the working time balance.

4. The appointing authority may grant compensation for standby duty outside

the workplace.

Art. 152: Executive Ordinance on the Personnel Ordinance Open official source

1 The Church Boards regulate the opening hours of the parish services, the Church Council those of the Supra-Parochial Services.

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181.401

2 The Church Boards and the Church Council may completely or partially close the parish services or the Supra-Parochial Services during general holiday breaks, particularly over Christmas and New Year, or during vacation periods. The working hours lost during such closures are generally subject to time off in lieu.

9th Section: Further Education23

A. General Provisions

Art. 153: Implementing Ordinance to the Personnel Ordinance Open official source

### 1 Professional Development Concepts

a. Professional Development

1 Within the framework of professional development, pastors and employees engage with new developments in their professional and working environment. They acquire the knowledge and skills necessary to maintain their professional qualification and for the contemporary exercise of their official or service activities.

2 Professional development events generally comprise a maximum of five days and lead to a confirmation.

Art. 154: Implementing Ordinance to the Personnel Ordinance Open official source

23 1 As part of the additional training, female pastors, pastors, and employees acquire new, supplementary, or in-depth professional competencies related to their official or service activities.

b. Additional Training23

2 Additional training courses generally comprise at least five days and lead to a qualified certification.

Art. 155: Implementing Ordinance to the Personnel Ordinance Open official source

23 1 Female pastors, pastors, and employees require approval for

further training if it involves work time or if the employing authority

contributes to the costs. The Church Council shall, if necessary,

provide the Church Board with an opportunity to comment beforehand

in the case of female pastors and pastors active in a parish.

2 The approval requirement according to para. 1 also applies to

female pastors and pastors active in a parish even if the parish

contributes to the costs.

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181.401 Implementing Ordinance to the Personnel Ordinance of the Evangelical-Reformed Church of the Canton of Zurich

3 Within the scope of the approval according to para. 1 and 2,

the employing authority shall particularly consider

a. whether a further training is related to the official or service

activity of the applying female pastors, pastors, and employees,

is necessary, and is in the interest of the employing authority,

or whether there is a significant official or service interest in a

further training for other reasons;

b. the performance record and professional development

opportunities of the applying female pastors, pastors, and

employees, as well as their previous participation in further

training;

c. the quality of a further training offer, including its objectives,

time commitment, costs, and the nature of the qualification.

4 Further training courses shall be discussed in advance between

the employing authority and the female pastors, pastors, and

employees and shall generally be recorded in writing.

Obligation 23 § 156.23 1 The employing authority may oblige female pastors,

pastors, and employees to undertake specific further training.

2 The Church Council may declare the attendance of a further

training event for female pastors, pastors, and employees to be binding.27

3 The proof of attended further training courses is incumbent upon

the female pastors, pastors, and employees.

Timing § 157.16 The employing authority shall determine the timing of a

Art. 158 : Implementing Ordinance to the Personnel Ordinance Open official source

23 1 If female pastors, pastors, and employees are obliged to undertake

continuing education in accordance with § 156 paras. 1 and 2, the

appointing authority shall bear the costs. In all other respects, cost

sharing for continuing education requiring approval under § 155 paras.

1 and 2 shall be governed by §§ 160 and 160a.

2 Female pastors, pastors, and employees shall not be granted any

contribution to the costs of continuing education if their employment

relationship ended in accordance with Art. 132 para. 2 of the Church

Order or § 26 para. 2 lit. b PVO.

Cost Sharing

a. Principle

Art. 158a : Implementing Ordinance to the Staff Ordinance Open official source

23 1 Participation in the costs of continuing education by

a. Granting paid leave,

b. Assuming the costs for a substitute in accordance with § 157 a

para. 2,

c. Assuming, in particular, course fees, conference fees, and

examination fees,

d. Reimbursing expenses in accordance with § 161,

e. Granting in-kind benefits, particularly the use of the

infrastructure of the employing authority.

2 One day of paid leave in accordance with para. 1 lit. a corresponds to 1/260 of the

annual salary.

Art. 158b : Implementing Ordinance to the Personnel Ordinance Open official source

23 1 Pastors and employees shall submit a request for contribution to the costs of further training to the appointing authority on the form provided by the Church Council in a timely manner, so that the decision in accordance with § 158 c can be issued before the start of the further training.

2 If the request is submitted retroactively, no contribution to the costs of the further training in question shall be granted.

3 Pastors and employees shall append the following to their request

a. a description of the further training offer, in particular its content, objectives, and duration,

b. the program of the further training offer,

c. a compilation of costs including accommodation and meals.

4 For continuing education, the appointing authority may declare the prior written information on the form provided by the Church Council to be sufficient instead of a request pursuant to para. 1. Paras. 2 and 3 apply mutatis mutandis.

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d. Decision § 158 c.23 1 The appointing authority decides on the contribution to the costs of further training.

2 Parish communities that fully or partially cover the costs of additional training for pastors shall obtain the consent of the Church Council before making a decision.

3 The appointing authority shall regulate the contribution to the costs of additional training by written order. This order shall specify at least

a. the designation, content, and duration of the additional training,

b. the total time spent on the additional training and the portion falling within working hours,

c. the total costs of the additional training according to § 158 a,

d. the contribution of the appointing authority to the costs according to §§ 160 and 160 a,

e. the reference to the repayment obligation according to § 159,

f. the consequences of an unsuccessful completion of the additional training.

4 The appointing authority may, in justified cases, regulate the contribution to the costs of continuing education according to paras. 2 and 3.

5 Granted contributions to the costs of further training shall be recorded by the appointing authority for the personnel file of the pastors and employees concerned.

e. Settlement § 158 d.23 1 Pastors and employees who attend further training shall pay the costs invoiced to them for it.

2 They shall submit a settlement to the appointing authority within three months after the completion of the further training, failing which the claim for the appointing authority's contribution to the costs of the further training shall lapse. They shall enclose suitable proof of payment.

3 The granted cost contribution shall be paid out after the completion of the further training based on the settlement according to para. 2, unless otherwise specified in the decision according to § 158 c.

f. Repayment § 159.23 1 If the appointing authority contributes to the costs of additional training, pastors and employees are obliged to repay this cost contribution

a. 100%, if

1. they terminate the additional training prematurely for reasons for which they are responsible,

2. their employment relationship ends at their own request due to an approved resignation request or by notice of termination before the completion of the additional training,

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181.401

3. their employment relationship is terminated before completion or within two years after completion of the additional training by notice of termination according to §§ 31 and 34 PVO or by recall according to Art. 133 of the Church Order.

b. 50%, if their employment relationship ends within one year after completion of the additional training at their own request due to an approved resignation request or by notice of termination.

2 No repayment is owed

a. for the costs of additional training according to § 156 paras. 1 and 2,

b. for costs according to § 158 a para. 1 lit. a and e,

c. in case of premature termination of additional training at the request of the appointing authority or due to illness, accident, or maternity, which make a continuation of the additional training impossible and are documented by a medical certificate.

3 The actual completion of additional training, in particular the issuance of a final certificate or, if none is provided, the final examination or the last day of the course, shall be considered the time of completion of additional training according to paras. 1 and 2 lit. c.

4 The appointing authority shall determine the amount of repayment by written order.

Art. 160: Implementing Ordinance to the Personnel Ordinance Open official source

23 1 The Church Council determines daily rates and maximum amounts for the contributions of the appointing authority to the costs according to § 158a para. 1 lit. a-c.

2 The appointing authority determines on a case-by-case basis which non-cash benefits according to § 158a para. 1 lit. e it grants within the framework of continuing education.

Art. 160a: Implementing Ordinance to the Personnel Ordinance Open official source

22 1 The employing authority participates in the costs of further training within the framework of the high scope approaches according to § 160 para. 1

a. to 100%, if

1. pastors and employees require this to be able to fulfill the tasks they are to perform in essential parts and with the required quality,

2. the further training is directly related to the official or professional activities of pastors and employees and therefore or for other reasons is in the interest of the employing authority,

b. to 50%, if the further training is partly related to the official or professional activities of pastors and employees and therefore or for other reasons is partly in the interest of the employing authority,

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Implementing Ordinance to the Personnel Ordinance of the Evangelical Reformed Regional Church

c. to 25%, if

1. the further training enables pastors and employees to acquire fundamental knowledge and skills that prepare them for a possible new area of responsibility, and at the same time significantly contributes to their professional or personal development,

2. the conditions according to lit. a and b are not met, but a significant contribution is thereby made to the overall work-related situation.

2 In the case of a part-time workload, the following are determined by the degree of employment

a. the granting of paid leave according to § 158a para. 1 lit. a,

b. the assumption of costs for a substitute in the official or professional activity according to § 158a para. 1 lit. b.

i. Expenses23

Art. 161: Implementing Ordinance to the Personnel Ordinance Open official source

23 1 Pastors and employees shall bear the expenses incurred

in connection with further training themselves, subject to para. 2.

2 Insofar as they are not included in the conference and course fees,

the employing authority shall cover

a. the expenses for further training in accordance with § 156 para. 1 and 2,

b. for continuing education, the travel costs for public transport within

Switzerland as well as accommodation and meal costs.

3 The reimbursement of expenses in accordance with para. 2 shall be governed

by §§ 68–74 and 77.

Entitlement

a. Commencement

Art. 162 : Implementing Ordinance to the Personnel Ordinance Open official source

1 A claim to further education exists from the beginning of the employment relationship.

2 For pastors and employees who are already employed by a parish or the National Church during their training, the claim according to para. 1 arises from the beginning of the first calendar year after the completion of their training. Further education in the first years of service for pastors remains reserved.

b. Scope

Art. 163: Implementing Ordinance to the Personnel Ordinance Open official source

23 1 The entitlement to continuing education amounts within

each two calendar years to

a. ten working days for pastors,

b. 84 hours for employees.

2 The entitlement according to para. 1 is not transferable to subsequent

years.

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VVO to the Personnel Ordinance of the Evang.-ref. Cantonal Church 181.401

3 For pastors and employees with a part-time

workload, the entitlement according to para. 1 exists in proportion to their

level of employment.

4 Continuing education according to para. 1 is considered for pastors

working in a parish as a time commitment according to

Art. 163a : Implementing Ordinance to the Personnel Ordinance Open official source

Here is the English translation

23 1 The continuing education obligation according to § 163 para. 5 can c. Content

in particular be fulfilled by attending

a. ecclesiastical continuing education offerings for pastors (male and female) as well as for employees in church music, diaconal, and catechetical service,

b. suitable offerings at a university, university-level institution, university of applied sciences, or higher vocational school,

c. offerings with regard to special pastoral or service-related duties,

d. further training offerings of the chapters of clergy and chapters of deacons,

e. other offerings recognized by the Church Council.

2 The employing authority may, in justified cases, also recognize academic work as fulfillment of the continuing education obligation, provided it has been pursued over an extended period and evidenced by lectures or publications.

3 Pastors (male and female) shall dedicate themselves, irrespective of the continuing education obligation according to § 163 para. 5, to personal literary study to an appropriate extent.

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Guidance and Support

Art. 163b : Implementing Ordinance to the Personnel Ordinance Open official source

23 The Church Council designates a body that supports and accompanies pastors and employees in the planning and implementation of continuing education courses and continuing education leave.

This body specifically reviews the plan and contents of continuing education leave for the attention of the employing authority.

B. Continuing Education Leave

Pastors

(§ 81 para. 2

PVO)

Art. 164: Implementing Ordinance to the Personnel Ordinance Open official source

16 1. Further education leave shall only be granted within the scope of the budget approved by the Church Synod. Applications that cannot be considered will be noted for the following year.

2. Ministers shall be granted further education leave if

a. a plan is submitted outlining the contents and timeline of the further education leave,

b. the contents of the further education leave relate to the fields of activity according to Art. 29 para. 1 of the Church Order,

c. compliance with the further education obligation according to § 163 para. 5 is proven,

d. ministers who hold a certificate of eligibility according to the Concordat concerning the joint training of evangelical-reformed ministers and their admission to church service have completed further education in their initial years of service,

e. the consent of the Church Council for the requested timing of the further education leave is available.

3. In addition to the documents according to para. 2, ministers shall append a proposal for the arrangement of temporary representation to their application for further education leave.

4. The further education leave according to § 81 para. 1 PVO generally includes an additional four weeks at the expense of the holiday entitlement for the current year. Temporary representation during these four weeks shall be governed by §§ 76–80 of the Ordinance on the Parish Ministry in the State Church.

Employees

of the Parish

Congregations

Art. 165: Implementing Ordinance to the Personnel Ordinance Open official source

1 The Church Council may grant employees of the parish

upon request, paid leave for further training of up to

two months, if they30

a. have been employed for eight years in a service pursuant to Art. 135–139 of the Church

Order, of which at least the last four

years in the parish from which the leave for further training

is requested,

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181.401

b. have not previously taken leave for further training from a member church of the

Evangelical Reformed Church Switzerland.

2 The Church Council may grant a further leave for further training

of up to two months upon request, if

a. at least twelve years have passed since the first leave for further training pursuant to para. 1,

b. the conditions pursuant to para. 1 lit. a are met.

3 § 164 para. 2 lit. a–c applies mutatis mutandis.

4 The leave for further training may exceptionally be taken on a daily basis. 16

Art. 166: Implementing Ordinance to the Personnel Ordinance Open official source

30

1 The Church Council may grant employees of the General Church Services, upon request, a paid further training leave of a maximum of two months, if they

a. have been employed by the Regional Church for eight years, of which at least the last four years have been in the General Church Services,

b. have not previously taken further training leave with a member church of the Evangelical-Reformed Church Switzerland.

2 The Church Council may grant, upon request, a further training leave of a maximum of two months, if

a. at least twelve years have passed since the first further training leave according to para. 1,

b. the conditions according to para. 1 lit. a are met.

3 §§ 164 para. 2 lit. a and b, as well as 165 para. 4 apply equally.

Employees of the General Church Services

Art. 167: Implementing Ordinance to the Personnel Ordinance Open official source

30 1 There is no entitlement to a grant of continuing education leave in accordance with Gemeinsame

§§ 80 and 81 PVO.

2 Continuing education leave, which according to § 164 para. 2 lit. a ends less

than three years before dismissal from office according to Art. 132 para. 2

of the Church Order or the termination of the employment relationship

according to § 26 para. 2 lit. b PVO, shall not be granted.

3 The application for the grant of continuing education leave must be submitted to the

appointing authority at least six months before its commencement.

4 §§ 155 and 156 para. 1 apply mutatis mutandis.

5 Continuing education leave begins, subject to daily

take-up according to § 165 para. 4, on the first day of a month.

6 The appointing authority regulates the representation during

continuing education leave. This primarily takes place through collegial agreement.

If this is not possible, the appointing authority bears the costs

of the representation.

Bestimmungen

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181.401 VVO to the Personnel Ordinance of the Evangelical Reformed Church

7 During continuing education leave, salary payments will be

continued. Female and male pastors and employees retain rights

and obligations regarding the rectory, the pastor's residence, or the

official residence.

8 Female and male pastors and employees shall prepare a written report for the

appointing authority on the progress and results

of the continuing education leave and on experiences gained.

They submit the report to the appointing authority and the body according to

Art. 168 : Implementing Ordinance to the Personnel Ordinance Open official source

23 Pastors and Employees Granted Study Leave

1 Pastors and employees who are granted study leave shall bear the costs and expenses incurred in connection with the study leave.

2 Participation in the costs of further training within the framework of or during study leave shall be governed by Sections 158–160a.

3 Expenses incurred in connection with further training within the framework of or during study leave shall be reimbursed in accordance with Section 161.

Art. 169: Implementing Ordinance to the Personnel Ordinance Open official source

17

10. Section: Further Rights and Obligations

A. Rights

Art. 170: Implementing Ordinance to the Personnel Ordinance Open official source

1 The employing bodies shall ensure, through suitable measures,

the protection of pastors and employees from sexual harassment and

that victims of sexual harassment suffer no further disadvantages.

2 Unless otherwise specified, the Church Council shall designate a

contact point for the church parishes and the cantonal church, which shall be

available to persons affected by sexual harassment for advice and

support. The contact point may conduct discussions with the affected person

and other parties involved, particularly with superior authorities.

3 Anyone who alleges sexual harassment or who is accused of such

may request the employing body to initiate an administrative investigation.

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Art. 171 : Implementing Ordinance to the Personnel Ordinance Open official source

16 1 The employing authority may grant an allowance to compensate Pfarrerhaus, Pfarr-

for the tax burden arising from the difference between the rental value wohnung and

according to § 47 para. 1 and the use of the service dwelling assessable as Dienstwohnung

income under tax law. The employing authority determines the amount (§ 67 Abs. 3

of the allowance. PVO)

2 The Parish Council shall provide the parsonage, the clergy residence, or

the service dwelling for a maximum of six months under unchanged

conditions

a. to family members, at their request, upon the death of the entitled

person,

b. to the previously entitled person in the event of non-re-election or

termination of the employment relationship in the interest of the

parish.

3 The Church Council shall issue regulations concerning the use of

parsonages and clergy residences by ministers active in a parish.

4 Parish Councils shall regulate the use of service dwellings by their

employees. Insofar as they do not issue regulations, the provisions of the

Swiss Code of Obligations concerning tenancy shall apply.

wesen

Art. 172: Implementing Ordinance to the Personnel Ordinance Open official source

The appointing authority may grant one-time bonuses to pastors and church employees for suggestions for improving church services and service offerings, as well as for optimizing administrative processes. For pastors working in a church community, the church council is responsible insofar as the suggestions relate to the respective church community.

Art. 173: Executive Ordinance to the Personnel Ordinance Open official source

1 The employing bodies shall hand over to ministers, ministers, Delivery of

and employees at the start of their employment relationship the Staff Regulations, Ordinances

this Ordinance and other regulations relevant to the employment relationship

or an equivalent overview and

inform about changes.

2 Ministers and employees are entitled to receive new editions and supplements of the Ordinances and Regulations free of charge, in accordance with para. 1. They shall obtain these from the employing body.

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B. Duties

Ordinance on Staff Regulations of the Evangelical Reformed Church

Secondary

Employment

and Public

Offices

a. Secondary

Employment

(§ 93 ff. SR)

b. Public

Offices

(§ 96 SR)

c. Accounting

Art. 174 : Implementing Ordinance to the Personnel Ordinance Open official source

16 1 If the exercise of a secondary occupation in accordance with §§ 94 para. 2 or 95 para. 1 PVO requires a permit, the compensation for claimed working time and the surrender of secondary income shall be governed by paras. 2-4.

2 Working time claimed for a secondary occupation exercised predominantly in the official or service interest does not have to be compensated.

3 Working time claimed for a secondary occupation exercised predominantly in one's own interest must be compensated, with the exception of charitable secondary occupations up to a maximum of half a day per week.

4 Income from secondary occupations, which, after deduction of expense allowances, exceeds a total amount of 8,000 Swiss francs per year, must be surrendered to the appointing authority, unless the claimed working time is compensated.

Art. 175: Implementing Ordinance to the Personnel Ordinance Open official source

1 Does the exercise of a public office require, according to

Art. 175a : Implementing Ordinance to the Personnel Ordinance Open official source

15 1 Pastors and employees who require a permit for engaging in

a secondary employment or a public office in accordance with

§§ 94 para. 2, 95 para. 1 as well as 96 para. 1 and 3 PVO, shall submit

to the appointing authority annually by the end of February

an account of the income earned and expense reimbursements

received from secondary employments and public offices in the previous year.

2 The appointing authority shall invoice pastors and employees

for the portion of income from secondary employments and public offices

to be surrendered in accordance with §§ 174 para. 4 and 175 para. 3.

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181.401

3 If the income from a secondary employment or a public office

is transferred directly to the appointing authority, the appointing

authority shall reimburse the concerned pastors and employees, based

on the account according to para. 1, annually by the end of May, the

portion of the income due to them from the previous year in accordance with

§§ 174 para. 4 and 175 para. 3.

4 If the income from a secondary employment or a public office

is earned by a pastor who serves in a parish-owned pastoral position,

the Church Council of the respective parish shall transfer

a. the amount surrendered in accordance with para. 2,

b. the amount directly transferred to the Regional Church less the

share of the pastor in the income in accordance with

para. 3.

Art. 176: Implementing Ordinance to the Personnel Ordinance Open official source

As justified cases for ordering a confidential medical examination, the following are particularly considered

a. Clarification of physical or psychological fitness for a specific job, especially within the scope of an application process,

b. persistent impairment of performance due to physical or psychological reasons,

c. repeated or longer-lasting full or partial suspension of service due to illness or accident,

d. preparation of the decision regarding the implementation of case management,

e. clarifications with a view to the termination of the employment relationship due to invalidity according to § 39 PVO.

Confidential medical examination (§ 97 PVO)

a. Reasons

Art. 177 : Implementing Ordinance to the Personnel Ordinance Open official source

b) Refusal to undergo examination

If pastors or employees of the Church Staff Authority do not comply with an invitation to undergo a confidential medical examination, the hiring authority will order them in writing to do so, while simultaneously advising them of possible consequences for non-compliance.

Art. 178: Implementing Ordinance to the Staff Ordinance Open official source

1 Pastors and employees shall reimburse the private use of IT resources provided to them, namely telephones, fax machines, personal computers, and printers, to the extent that such use exceeds a normal scope.

2 Photocopies for private purposes shall be reimbursed.

Photocopies

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Parking Spaces

181.401

VVO to the Staff Ordinance of the Evangelical Reformed Church

3 The employing authority shall determine the reimbursements to be paid and regulate their collection.

Art. 179: Implementing Ordinance to the Personnel Ordinance Open official source

1 Female pastors, pastors, and employees who use a parking

space within a property of the parish or the cantonal church for parking

their private motor vehicle generally pay a fee for it. Exempt is short-term

parking in connection with official or service activities.

2 The Church Council for properties of the parish and

the Church Council for properties of the cantonal church determine the fee

and regulate its collection.

3 A differing regulation by the appointing authority for parking

spaces in connection with the rectory, parsonage, and official residence remains

reserved.

Section 11: Use of Internet, E-mail, and Electronic

Communication Platforms

A. Usage Regulations

Usage

restrictions prohibited in their official or service activities,

Art. 180: Implementing Ordinance to the Personnel Ordinance Open official source

1 Ministers, pastors, and employees are prohibited from, within the scope of their employment,

a. accessing and using websites and electronic communication platforms with unlawful, pornographic, racist, sexist, or violence-glorifying content,

b. disseminating content according to Para. 1 lit. a, either electronically or by other means,

c. sending chain letters electronically.

2 Access to websites and electronic communication platforms with content according to Para. 1 lit. a may be blocked. Furthermore, to maintain the performance of the IT systems, data traffic may be restricted.

3 Decisions regarding the blocking of websites and electronic communication platforms as well as the restriction of data traffic shall be made by

a. the employing authority for ministers, pastors, and employees, insofar as they use the technical infrastructure of the employing authority,

VVO to the Personnel Ordinance of the Evangelical Reformed Church

181.401

b. the church council for ministers and pastors active in a parish, insofar as they use the technical infrastructure of the parish,

c. the respective institution for ministers and pastors in institutions, insofar as they use the technical infrastructure of the institution.

Art. 181 : Enforcement Ordinance to the Personnel Ordinance Open official source

1 Use by Pastors in Institutions and Private Use

If employees use the internet, email, and electronic communication

platforms during working hours for private purposes, they shall

limit such use to a minimum and keep it brief.

2 Pastors and employees are prohibited from using them for private

purposes

a. to store official or service-related emails on the internet

and on electronic communication platforms,

b. to send electronic messages that place a high load on the IT system,

especially sending to a large recipient circle or of large data volumes,

c. to download or install games as well as audio and video files

from the internet and from electronic communication platforms.

3 Para. 2 lit. b and c applies to pastors working in a parish, to pastors

in institutions, and to employees, insofar as they use the technical

infrastructure of the parish, the institution concerned, or the employing authority.

Art. 182: Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authorities may issue supplementary provisions and further restrict the private use of internet, e-mail and electronic communication platforms.

Supplementary Provisions

2 The powers according to para. 1 also extend to

a. the church council in relation to pastors working in a parish, insofar as they use the technical infrastructure of the parish,

b. the institution concerned in relation to pastors in institutions, insofar as they use the technical infrastructure of the institution.

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181.401 Implementing Ordinance to the Staff Ordinance of the Evangelical Reformed Church of the Canton of Zurich

Written Confirmation

Art. 183: Implementing Ordinance to the Personnel Ordinance Open official source

1. Pastors, vicars, and employees confirm in writing to the appointing authority that they have been made aware of §§ 180–188 and have taken note of the possible criminal, civil, and personnel law consequences of an abuse of the internet, email, and electronic communication platforms.

2. The confirmation will be stored in the personnel file.

Anonymous

Reports

Personalized

Reports

a. Warning

b. Content

B. Abuse

Art. 184: Executive Ordinance to the Personnel Ordinance Open official source

1 The appointing authority may have reports prepared that provide information on

a. the selected internet addresses and electronic communication platforms,

b. where possible, the time and number of accesses as well as the transferred data volumes.

2 The reports must not allow conclusions to be drawn about individual pastors (female or male) and employees or individual workstations.

Art. 185: Implementing Ordinance to the Personnel Ordinance Open official source

1 If there is suspicion of abuse of significant scope, the appointing authority shall inform pastors and employees in advance that the use of internet, email, and electronic communication platforms will be individually logged and evaluated.

2 Abuse within the meaning of para. 1 consists of a violation of §§ 180 para. 1, 181 para. 1 and 2, as well as against the supplementary provisions according to § 182 para. 1.

3 After a warning has been issued, the appointing authority may have personalized reports prepared according to para. 1.

Art. 186 : Implementing Ordinance to the Personnel Ordinance Open official source

1 Personal reports pursuant to § 185 para. 1 contain

a. the name of the user of internet, e-mail

and electronic communication platforms,

b. the selected addresses,

c. where possible, the time and number of accesses as well as

the transferred data volumes,

d. the time of dispatch of e-mails and electronic messages.

2 Personal reports may be created for a maximum of three months.

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Art. 187 : Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authority shall decide, based on the personal reports, whether an administrative investigation will be conducted against pastors and employees. It shall communicate its decision to them.

2 If the appointing authority declines to conduct an administrative investigation, it shall destroy the personal reports.

Art. 188 : Implementing Ordinance to the Personnel Ordinance Open official source

Jurisdiction

In the case of pastors working in a church congregation, and pastors in institutions that utilize the technical infrastructure of the church congregation or institution, the Church Council exercises the powers according to §§ 184–187. It acts on its own initiative or upon application by the respective church board or institution.

12. Section: Co-determination in the General Church Services

Art. 188a : Implementing Ordinance to the Personnel Ordinance Open official source

19 Employees of the General Church Services and Principles

ministers in institutions exercise co-determination in accordance with § 102 PVO5 through direct ballot, the assembly of employees, and the staff representation.

Art. 188b : Implementing Ordinance to the Personnel Ordinance Open official source

19 1 Employee participation is governed by a participation statute.

2 Subject to §§ 188 c–188 f, the participation statute regulates, in particular, the forms of employee representation by the staff representative body vis-à-vis the Church Council and the Church Council Secretary, the organization of the ballot, and the duties and powers of the assembly of employees and the staff representative body.

3 The enactment and amendment of the participation statute require approval in the ballot and authorization by the Church Council. Furthermore, the participation statute regulates the procedure for its amendment.

Participation

statute

Art. 188c: Implementing Ordinance to the Personnel Ordinance Open official source

19 1 The direct ballot is the written ballot

among employees of the General Church Services and the

ministers in institutions.

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Implementing Ordinance to the Personnel Ordinance of the Evangelical-Reformed Church of the Canton

2 The direct ballot is subject to

a. the enactment and amendment of the Co-determination Statute,

b. decisions of the Assembly of Employees, if one third of the voting members present at the assembly demand it,

c. further matters by resolution of the Staff Representation.

3 A motion is considered adopted in the direct ballot if it receives more affirmative than negative votes.

Art. 188d: Implementing Ordinance to the Personnel Ordinance Open official source

19 1 The Assembly of Employees consists of the employees of the

Total Church Services and the pastors in institutions.

2 The Assembly of Employees is responsible for

a. passing resolutions on the participation statute for the purpose of

the referendum,

b. electing the members of the staff representation,

c. other tasks assigned to it according to the participation statute.

3 Attendance at the Assemblies of Employees is voluntary. It will be

credited to the working time balance.

Art. 188e : Implementing Ordinance to the Personnel Ordinance Open official source

19 1 The staff representation body represents the interests of the employees of the General Church Services and of the pastors in institutions vis-à-vis the Church Council and the Church Council Secretary, and fosters exchange with them.

2 The employees of the General Church Services and the pastors in institutions are entitled to contact the staff representation body at any time. Its members are bound to confidentiality in this respect.

3 If the Co-determination Statute contains no regulation, the staff representation body carries out all tasks within the scope of co-determination in the General Church Services that are not assigned to a direct vote or the assembly of employees.

Art. 188f : Implementing Ordinance to the Personnel Ordinance Open official source

19 1 The Staff Representation takes a position on amendments to the Staff Ordinance and the corresponding implementing ordinances.

2 Resolutions of the Church Council and the Regional Church concerning the institution for occupational old-age, survivors' and disability insurance responsible for the employees of the General Church Services and the pastors in institutions require the consent of the Staff Representation.

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13.21 Section: Implementation of Personnel Law

Art. 189 : Implementing Ordinance to the Personnel Ordinance Open official source

The Church Council is responsible, in particular, for the execution of the Uniform Cantonal Church Personnel Law, including

a. the issuance of the necessary guidelines and directives for the equal and uniform execution of the Personnel Law;

b. ensuring the interpretation and application of the Personnel Law and the salary regulations of the Cantonal Church according to principles of equality and economic efficiency, namely through the coordination of the practice of the appointing authorities and through the issuance of recommendations;

c. the planning and development of organizational, administrative, and technical aids for personnel management;

d. the planning and organization of basic and further training as well as the implementation of training measures;

e. the adequate information of the appointing authorities as well as the female pastors, male pastors, and employees regarding personnel matters;

f. the advising of the appointing authorities as well as the female pastors, male pastors, and employees in personnel matters.

Art. 190 : Implementing Ordinance to the Personnel Ordinance Open official source

The Church Council can take over payroll administration for other payroll administration and employment entities. It determines the compensation to be paid by these entities.

14.21 Section: Special Provisions for Individual Staff Groups

A. Employees in Parish Services

Art. 191 : Enforcement Ordinance to the Personnel Ordinance Open official source

1 **Duties and Requirements**

The Church Council defines the duties for employees engaged in tasks and services pursuant to Articles 135–139 of the Church Ordinance. It determines the necessary requirements, both professional and personal, that employees must meet for the performance of these services.

(§ 13 PVO)

2 It specifies the qualifications employees must possess as a prerequisite for admission to church music, diaconal, and catechetical services, as well as service in a church parish secretariat, as a sacristan, or as a caretaker.

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181.401 VVO to the Personnel Ordinance of the Evangelical Reformed Church of Canton

B. Special Employment Relationships

Temporary Staff

Interns

and

Trainees

Apprentices

Hospitality

Businesses

Adjustments

a. Existing

Employment

Relationships

Art. 192 : Implementing Ordinance to the Personnel Ordinance Open official source

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

2 Temporary employees are subject to the Personnel Ordinance and this Ordinance, unless the Church Council issues differing provisions.

Art. 193: Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authorities may employ interns within the framework of the approved financial resources.

2 Interns are subject to the Staff Regulations and these Regulations, unless the Church Council issues differing provisions.

Art. 194: Implementing Ordinance to the Personnel Ordinance Open official source

1 Apprenticeships in accordance with federal legislation on vocational education and training are determined by the staffing plan.

2 Engagement is made by the hiring authority. This authority sets the wages for apprentices based on local prevailing rates.

3 The apprenticeship contract is subject to public law, with the exception of the mandatory provisions of the Swiss Code of Obligations.

Art. 195: Implementing Ordinance to the Personnel Ordinance Open official source

Parish churches that operate a hospitality business may subject the employees working in the hospitality sector to the provisions of the National Collective Labour Agreement for the Hospitality Industry with regard to the commencement and termination of the employment relationship, wages, working hours, and leisure time.

15.21 Section: Transitional and Final Provisions

Art. 196: Implementing Ordinance to the Personnel Ordinance Open official source

1 The appointing authorities shall replace existing employment contracts with appointment orders and resolutions in accordance with § 18 PVO. § 14 remains reserved.

2 They shall adapt existing appointment orders and resolutions to the Personnel Ordinance and this Ordinance.

3 The adaptations pursuant to paragraphs 1 and 2 must be carried out within one year from the entry into force of this Ordinance. The same period applies to the adaptation of salaries to the Personnel Ordinance and this Ordinance. §§ 107 para. 2 and 108 PVO remain reserved.

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Art. 197 : Implementing Ordinance to the Personnel Ordinance Open official source

The appointing authorities shall adapt existing personnel files and personnel dossiers to the provisions of §§ 32 and 33 within three years of the entry into force of this Ordinance.

Art. 197a: Implementing Ordinance to the Personnel Ordinance Open official source

15 1 The accounting for income from ancillary activities and public offices

shall be carried out for income earned in the previous year for the first time

in 2015 in accordance with § 175 a.

2 Existing agreements between parish councils and school councils

regarding the remuneration for lessons in religion and culture taught by

ministers shall lapse at the end of the school year 2014/2015.

Income from

ancillary activities

and public offices

Art. 198 : Implementing Ordinance to the Personnel Ordinance Open official source

Repeal of Previous Law

With the entry into force of this Ordinance, the following are repealed

a. Ordinance on the Salaries of Pastors of 13 July 1964,

b. Ordinance on the Training, Further Training and Duties of Deacons

(Diaconal Employees) of 10 September 1986,

c. Transitional Provisions of the Church Council on Personnel Law of

24 March 1999,

d. Regulations of the Church Council on Working Hours of 18 June

1997,

e. Regulations on Assistant Pastors of the Evangelical Reformed Church

of the Canton of Zurich of 8 February 1961,

f. Guidelines, directives and resolutions of the Church Council, the

parishes and parish associations, insofar as they contradict this

Ordinance.

Art. 199 : Implementing Ordinance to the Personnel Ordinance Open official source

The following are repealed

Amendment up to –

a. Sections 11 and 13 of the Ordinance on Reformed Hospital Chaplaincy (previous law)

of 26 June 2002,

b. Section 41 of the Ordinance on Religious Education Offerings

of 30 January 2008.

Art. 200 : Implementing Ordinance to the Personnel Ordinance Open official source

This Ordinance comes into force on 1 January 2012.

Commencement

Transitional provision on the amendment of 20 September 2017

(OS 72, 604)

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