Regulations on the Organization, Tasks and Powers of the Staff Commission and the Delegation of Tasks and Powers to Individual Management Employees of the Roman Catholic Corporation of the Canton of Zurich (Staff Regulations of the Synodal Council)

1 The Human Resources Commission is composed of

the Head of Human Resources of the Synodal Council (Chairperson, with voting rights),

the Vicar General for the Diocese of Zurich or their delegate (with voting rights),

the Secretary General of the Synodal Council (with voting rights),

the Head of Human Resources Department of the Synodal Council (advisory), and

the Head of Human Resources Department of the Vicar General's Office (advisory).

2 Representation is possible.

Composition

of the Human

Resources

Commission

1 The Staff Commission convenes upon invitation from the Head of

Human Resources of the Synodal Council.

2 Each member is entitled to request the inclusion of an item on the

agenda from the Chairperson in a timely manner (as a rule, up to seven

working days before the meeting).

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182.23

Staff Regulations of the Synodal Council

Quorum

Unanimity and

Majority Decisions

Circular Resolutions

Involvement of

Additional Persons

Signatures

Secretariat

and Case Management

The Staff Commission is quorate if all voting members or their representatives are present.

1 Decisions are generally made by consensus. If no consensus decisions are reached, majority decisions are possible.

2 For revisions to the professional regulations concerning pastoral functions (Chapters 3.2–3.5 of the Resolution on Professional Regulations pursuant to § 3 of the Employment Ordinance of March 22, 20073), a unanimous decision is always required.

1 By way of exception, resolutions may be passed by circular, provided that no voting member raises an objection against this procedure.

2 Circular resolutions must be recorded in the minutes of the next meeting.

Additional persons may be brought in for the sessions.

1 Decisions of the Personnel Commission must be signed by the Chair or

the Head of Human Resources of the Synodal Council.**

**2 In place of the Chair, the Deputy or the Secretary-General may sign, and in place of the Head of Human Resources, the Deputy may sign.**

**3 The general correspondence of the Personnel Commission is signed by

the Chair or the Head of Human Resources of the Synodal Council.**

Personnel Regulations of the Synodal Council

**B. Duties and Powers of the Personnel Commission**

1 The Head of Human Resources of the Synodal Council is responsible for the secretariat of the Personnel Commission and the minutes. They are responsible for the preparation and follow-up of agenda items and ensure appropriate information.

2 The minutes shall be sent to the members of the Personnel Commission, as well as to the members of the Synodal Council and the Vicar General, if he is not a member of the Commission.

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1 The Staff Commission decides on all personnel matters, unless Allgemeine

the decision-making power has been assigned to other bodies Entscheidungs-

or individuals by superordinate law, by the Synod or the Synodal Council. kompetenz

2 The Staff Commission may delegate its decision-making power in

matters of minor importance.

Preparation of Decisions by the Synodal Council and the Synod

The Personnel Commission prepares, in particular, the following matters for the Synodal Council and the Synod and submits proposals concerning

a. Amendments to the Employment Regulations,

b. Amendments to the professional provisions as well as the implementing decrees to the Employment Regulations,

c. Occupational pension schemes and social insurances for employees,

d. Implementation and further development of personnel development measures,

e. Processing of parliamentary motions submitted in personnel matters.

Decision-Making Powers

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182.23

The Personnel Commission makes final decisions, in particular, on the following concluding matters

a. Promotions (class and grade increases),

b. general decisions regarding expenses not listed in the expense regulations,

c. lump-sum expenses,

d. contributions to further education and training from CHF 5,000,

e. unpaid leaves of absence exceeding one month,

f. educational leaves (§§ 28 et seq. Training Regulations),

g. work under the annual working hours model,

h. approval to regularly exceed the maximum daily target working hours,

i. payment for overtime or a positive flexitime balance before the termination of employment (exception § 19 lit. f: Head of HR in cases of illness and accident),

j. approval for travel time to be counted as working time,

k. Home Office,

l. approval of secondary employment,

m. working hours for public offices,

n. continued employment after reaching the statutory retirement age,

o. designation of voluntary services entitling to paid leave,

p. engagement of legal representation in complex proceedings up to CHF 10,000 per case,

q. leaves of absence and releases from duty exceeding one month,

r. severance payments exceeding one month's salary,

s. decision on administrative investigations pursuant to § 23 para. 1 of the ICT Usage Regulations of May 20, 2019.

1 The Human Resources Commission decides on terminations of employment relationships of the corporation.

2 Excluded from this are the employment relationships of the Vicar General, the Episcopal Vicar, the Episcopal Delegate(s), the Secretary General, the Heads of Department of the Synodal Council and the Vicar General’s Office, as well as the Heads of Service. Their employment is terminated by the Synodal Council.

For individuals with an ecclesiastical appointment or *missio*

termination occurs in agreement with the Vicar General. If no agreement

is reached, the further procedure shall be governed by the profession-related

provisions of the employment regulations.

1. In connection with disputes concerning personnel law, the Personnel Commission has financial authority to pay a maximum of six months' salaries (including the pro-rata 13th month's salary) to the person concerned.

2. Settlement offers exceeding this amount require the approval of the Synodal Council.

3. For further training and other personnel matters, the Personnel Commission has expenditure authority of a maximum of CHF 30,000 per case.

4. Furthermore, § 38 of the Synodal Council's Rules of Procedure² is applicable.

Personnel Regulations of the Synodal Council

Terminations

Terminations

in the case of

ecclesiastical

appointment

and mission

Financial

authorities

Personnel Regulations of the Synodal Council

182.23

C. Legal remedies against decisions of the Personnel Commission

1 Appeals against definitive decisions of the Personnel Commission

pursuant to § 11 may be requested in writing within 10 days of receipt.

a statement of reasons must be requested; otherwise, the right to contest the

decision is forfeited.

2 If a statement of reasons is requested, an appealable decision

will be served.

Section 2: Personnel Duties and Competencies

of Individual Senior Staff Members of the Corporation

A. The Secretary General

The Secretary General formally appoints the employees of the Corporation

a. the Vicar General, the Episcopal Vicar, and the Episcopal Delegates based on a resolution of the Synodal Council,

b. the Heads of Departments of the Synodal Council based on a resolution of the Synodal Council,

c. the Heads of Departments of the Vicariate General based on a consensual decision of the Synodal Council and the Vicar General,

d. the Heads of Service Units based on a consensual decision of the Synodal Council and the Vicar General,

e. the Heads of Service Units of ecumenical pastoral care centers based on a decision of the competent bodies,

f. the pastoral workers for migrant pastoral care based on an ecclesiastical appointment or *Missio* and a decision of the competent governing body,

g. the senior administrative staff of the Synodal Council based on a decision of the Presidium's governing body,

h. the remaining staff of the Vicariate General based on a decision of the Presidium's governing body,

i. the remaining staff of the Synodal Council administration based on a decision of the competent governing body,

j. the remaining employees based on a decision of the competent governing bodies.

**Formal Appointment of Staff**

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**182.23**

**Personnel Regulations of the Synodal Council**

**Further Decision-Making Powers**

Regarding the administrative staff, the Secretary-General, in addition to the powers assigned to him or her in the Regulations, shall perform those tasks and competencies assigned to the head of a department (Dienststellenleitung eines Ressorts) in the organisational chart, Annex 3 to the Rules of Procedure of the Synodal Council. These include, in particular

a. approval of the job descriptions of the administrative staff,

b. budgeted supervision and coaching for the heads of departments of the Synodal Council,

c. decision on further training measures of up to five course days per year for the heads of departments of the Synodal Council,

d. formal approval of sabbatical leave.

Staff of the

Vicar General's

Office

B. The Vicar General

1. **Regarding the personnel employed by the corporation of the Vicariate General**

The Vicar General, in addition to the powers assigned to him in these regulations, performs those duties and exercises those powers assigned to the head of department in the functional diagram, Appendix 3 to the Rules of Procedure of the Synodal Council. These include, in particular

a. Approval of the job descriptions of the employees of the Vicariate General,

b. Decision on training measures of up to five course days per year,

c. Budgeted supervision and coaching,

d. Substantive approval of sabbatical leave.

2. A delegation to a management employee of the Vicariate General is possible.

**Powers**

**C. The Head of Human Resources of the Synodal Council**

The Head of Human Resources has, in particular, the following competencies

a. Administration of application procedures,

b. Initial classification of the corporation's employees,

c. Leaves of absence up to one month,

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Personnel Regulations of the Synodal Council

182.23

d. Additional staff development offers up to CHF 5,000 per individual case,

e. Severance payments up to one month's salary per case,

f. Payout of flextime for substitutions due to illness, accident, leave up to one month's salary, if time compensation is not possible,

g. Payout of untaken vacation upon termination of employment,

h. Decisions on donations or courtesy gifts of minor value.

D. The other Heads of Departments of the Synodal Council

The other Department Heads of the Synodal Council have, in particular, the following competences

a. Approval of expenses for Service Heads and Mission Heads from their respective departments,

b. Approval of expenses for employees subordinate to them,

c. Approval of a maximum of ten supervision and coaching sessions for employees subordinate to them within the framework of § 25 of the Further and Continuing Education Regulations, as well as their financial competences.

Section 3: Further Provisions

The Rules of Procedure of the Synodal Council and Annex 3 to the Rules of Procedure of the Synodal Council take precedence over these Regulations.

Rules of Procedure of the Synodal Council

1. Entry into Force

This Regulation was approved by the Synodal Council on January 27, 2020. It enters into force on April 1, 2020.

2. Provisions of the Staff Regulations of June 23, 2003, not affected by the Rules of Procedure of the Synodal Council, remain in force until the entry into force of this Regulation.

1 OS 75, 94; for justification, see AB1 2020-02-21.

2 LS 182.21.

3 LS 182.41.

4 LS 182.42.

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