Employment Regulations of the Roman Catholic Corporation of the Canton of Zurich

1 The Employment Regulations definitively govern the employment relationship of full-time and part-time employees, (...) including pastors elected by the church congregation according to the Regulations on the Re-election of Pastors³, deacons with congregational leadership functions, and parish officers.8

2 Other church institutions may, with the consent of the Synodal Council, declare these Employment Regulations binding for their employees.

3 Members of authorities and persons performing voluntary work are not subject to the Employment Regulations.

If this Ordinance and the corresponding implementing ordinances do not contain a provision applicable to the individual case, the provisions of the Code of Obligations4 shall apply mutatis mutandis.

14 1 The Synodal Council may issue profession-specific regulations for individual groups of personnel.

2 In the profession-specific regulations, taking into account para. 3, differing provisions may be made for the following groups of personnel: priests and deacons, pastoral assistants (male and female), religious educators (male and female) (youth chaplains (male and female)), catechists (male and female), church musicians (male and female).

3 The differing provisions shall be limited to the following subject areas: employment or election, supervision, salary, working hours.

1 The appointing bodies are the Synodal Council or the Church Councils. For institutions and special-purpose associations, appointment is made by the responsible supporting body according to its regulations.

2 The Synodal Council may delegate its appointing powers to the General Secretary or the commissions of the service units.

3 Priests and deacons, as well as employees in the ministry of proclamation, are appointed in agreement with the competent ecclesiastical authority.

Anstellungsordnung der Römisch-katholischen Körperschaft 182.41

(Employment Regulations of the Roman Catholic Corporation 182.41)

2. Arbeitsverhältnis

(2. Employment Relationship)

2.1 Grundsätzliches

(2.1 General Principles)

1 All employees are subject to the administrative and professional supervision of the hiring authority, unless professional regulations stipulate otherwise.

2 Within the scope of their professional competence, employees work independently and autonomously in their assigned work areas.

The employment relationship with state-church organizations – Legal nature

is public-law. In the case of private-law church organizations, it is private-law.

Open positions must generally be advertised publicly. Job advertisements

1 Establishment of Employment Relationships

Employment relationships are established by decree.

2 In justified cases, they can be established by a public-law employment contract. This contract may deviate from these employment regulations, particularly with regard to salary, working hours, holidays, and the termination of the employment relationship.

3 Employment relationships with private-law employers are established by contract.

9 1 Employment is subject to the condition that applicants submit a private extract

Private Extract from the Criminal Register to the employing authority.

from the

Criminal Register

and Special

2 For the employment of applicants in pastoral, educational, or caregiving Special Private Extract

functions, a special private extract must be submitted in addition to the private extract from the Criminal Register.

3 Employees in pastoral, educational, or caregiving functions must submit an up-to-date private extract from the Criminal Register and a special private extract at least every five years.

9 1 If the appointing authority becomes aware of a conviction Procedure in case of

for a felony or misdemeanor that seriously impairs the trustworthiness convictions

of the applicant or the employee, the appointing authority may refuse

employment or terminate an existing employment relationship.

2 In the event of a conviction for a felony or misdemeanor against

the sexual integrity of children, adolescents, or dependent persons,

employment may not be granted. Existing employment relationships

must be terminated.

3 For the termination of existing employment relationships in the event of

a conviction for a felony or misdemeanor, §§ 14 et seq. apply mutatis

mutandis.

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182.41 Employment Regulations of the Roman Catholic Corporation

Guidelines for

Structural

Prevention

of Abuse of Power

Multiple

Functions

In General

Probationary Period

Transfer

Assignment

of other work

during the

notice period

15 1 Employees are bound by the Code of Conduct on the Exercise of Power in the Diocese of Chur for the prevention of spiritual abuse and sexual exploitation.

2 The Synodal Council shall issue regulations for the implementation of the Code of Conduct.

If an employee performs more than one function, a separate

appointment order must be issued for each function.

2.2 Duration

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

2 Fixed-term employment relationships are permissible.

1 The first three months of the employment relationship are generally considered

a probationary period.

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

calendar days.

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

accident, or the fulfillment of a statutory obligation not voluntarily assumed,

the probationary period shall be extended accordingly.

2.3 Amendment of the Employment Relationship

Employees may be transferred to another workplace or assigned other reasonable duties corresponding to their training and suitability, subject to observing a reasonable notice period. Due consideration must be given to their personal circumstances.

1 An employee may, if service requirements or economic

staff deployment necessitate it, be assigned other work while retaining their previous

wage, for the duration of the notice period and within the bounds of reasonableness.

2 In justified cases, the employee may be released from work.

4

Employment Regulations of the Roman Catholic Corporation

2.4 Termination

The employment relationship ends through:13

a. Termination,

b. Immediate dissolution for important reasons pursuant to § 18,

c. Termination by mutual agreement pursuant to § 19,

d. Termination due to invalidity pursuant to § 20,

e. Early retirement pursuant to § 20 a,

f. Reaching the age limit pursuant to § 20 b paras. 1 and 3,

g. Renunciation of re-election or non-re-election upon expiry of the term of office pursuant to § 20 c,

h. Expiry of a fixed-term employment pursuant to § 21,

i. Death.

The objectively justified withdrawal of the ecclesiastical appointment or

the Missio canonica, provided that these are necessary for the employment

and an hearing by the bishop or his personnel officer took place before the withdrawal (right to be heard), necessarily

results in the termination of the employment relationship.

The notice periods for the termination of the employment relationship

after the probationary period are

a. one month in the first year of service,

b. two months in the second year of service,

c. three months from the third year of service onwards.

The employment relationship can be terminated at the end of any

month.

The notice period can be shortened or extended by mutual agreement.

The termination must be communicated in writing and with reasons by the appointing authority.

In the case of termination of employees in the ministry of proclamation, the written statement of the ecclesiastical authorities must be obtained.

The termination by the appointing authority must not be abusive and requires an objectively sufficient reason.

The criteria for abusive termination are governed by the provisions of the Code of Obligations4.

If the termination proves to be abusive or not objectively justified and the employee is not reinstated, the compensation shall be determined according to the provisions of the Code of Obligations concerning abusive termination.

182.41

Reasons for

Termination

Notice

Periods and

Termination

Dates

Protection

Against

Termination

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5

182.41 Employment Regulations of the Roman Catholic Corporation

5 Before issuing a termination, the affected person must be heard.

1 Factual basis and legal consequences of termination at an inopportune time

are governed by the provisions of the Code of Obligations.

2 A continued notice period extends until the end of the next

following month.

1 The employment relationship may be terminated by either party

at any time without notice for important reasons. The termination

must be in writing and include a statement of reasons.

2 An important reason is any circumstance under which, in good

faith, the continuation of the employment relationship cannot reasonably

be expected.

3 The elements and legal consequences of extraordinary termination

are governed by the provisions of the Code of Obligations.

4 In the case of pastors, the Synodal Council is responsible for termination

for important reasons. It consults with the Vicar General.

The employment relationship can be terminated by written agreement, upon mutual consent, deviating from the provisions of these Terms of Employment.

13 The Synodal Council regulates the procedure for the termination of the employment relationship due to invalidity.

12 Early Retirement

1. Employees may declare early retirement in accordance with the provisions of the pension fund regulations. Pension benefits associated therewith shall be governed by the regulations of the pension institution.

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

12 1** The employment relationship shall, subject to para. 3 and Art. 20c, generally terminate at the end of the month in which the employees reach the age of 65, without notice.

**2** If employees are exceptionally re-employed, a new, fixed-term employment decree and a new job description must be drawn up.

**3** The employment relationship of a priest shall terminate at the end of the month in which he reaches the age of 70, without notice. If he is re-employed, a new, fixed-term employment decree and a new job description must be drawn up.

6

Employment Regulations of the Roman Catholic Corporation

182.41

12 1 The employment relationship of pastors and parish officers elected for a fixed term ends on the day of the expiry of the term of office (June 30) without notice.

2 If they are elected for another term of office, a new employment decree must be issued.

1. Fixed-term employment relationships end without prior notice.

2. If there is an intention to convert the employment relationship into an open-ended one, the appointing authority shall notify the person concerned in good time.

2.5 Social Plan

Should significant downsizing lead to redundancies, the employer will establish a social plan in consultation with an employee representation. The Synodal Council will advise the employer during the development of the social plan.

3. Rights and Obligations of Employees

3.1 Rights

1. The employer shall respect and protect the personality of the Protection of

employees. It shall give due consideration to their health. personality

2. It shall take the measures necessary to protect the life, health and personal

integrity of its employees.

The wage constitutes the remuneration for the entire activity.

Wage

Payment of the Annual Salary

The annual salary shall be paid retrospectively in 13 equal instalments, 12 of which shall be monthly.

1 The Synod determines the minimum and maximum amounts for salary

classes 1–25 according to the Appendix.

2 The Synodal Council calculates the amounts for individual salary levels

as follows

1. For each salary class, there is a minimum, a first maximum, and a

second maximum. The first maximum is 128% of the minimum, the

second 146%.

Salary Classes

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7

Employment Regulations of the Roman Catholic Corporation

2. Within each class, there are 16 experience steps, each of 1.75% of the

minimum up to the first maximum, and 12 performance steps, each of

1.5% of the minimum up to the second maximum.

3. Preceding the minimum of the salary classes are two entry-level steps,

each of 1.75% of the minimum.

The Synodal Council outlines, as necessary, the guiding principles and prerequisites for the allocation of a position. It classifies each position according to the classification plan and guiding principles, assigning it to only one salary grade based on its requirements and burdens.

1 The Synodal Council, the church councils and the competent organs of the institutions and special-purpose associations shall determine the staffing plans for their respective areas and classify the positions according to § 27.

2 The staffing plans shall be reviewed periodically.

1 Step increases and promotions are based on a systematic employee evaluation.

2 The Synodal Council regulates the details.

3 The employer may suspend step increases and promotions due to the general financial situation.

1 The amount of the salary and all allowances is determined

by the degree of employment.

2 The hiring authority may set hourly wages which include

compensation for vacation, holidays or days off and rest days,

and are separately itemized.

The Synodal Council regulates the reimbursement of official expenses.

1 **Inflation Compensation** is generally granted. The Synod decides on its amount for the following year in the middle of the year, upon application by the Synodal Council. The employer informs the employees about the Synod's decision.

2 **Inflation compensation** is integrated into the basic salary and insured.

All employees, including part-time staff, will receive child allowances in accordance with the currently valid provisions of the cantonal law and the associated implementing ordinances.

8

Employment Regulations of the Roman Catholic Corporation 182.41

1 Employees are entitled to one family allowance per child, provided that they are eligible to receive child allowances from the employer under the provisions governing child allowances.

2 For a full-time position, the amount of the family allowance is CHF 150 per child. For part-time employees, the amount of the family allowance is reduced proportionally.

3 With regard to the duration of the payment of the family allowance, its payment to children abroad, and other specific issues, the currently applicable provisions of the cantonal law on child allowances and the associated implementing ordinances apply mutatis mutandis.

4 Family allowances are not considered child allowances within the meaning of the cantonal law on child allowances.

1. After 10, 20, 25, 30, and 40 years of service for a corporation, church parish, or church institution in the Canton of Zurich, employees receive a service anniversary gift.

2. In cases of varying employment levels, the amount of the service anniversary gift is determined by the average employment level over the last ten or five years, respectively.

3. If the employee was employed by another employer as per Paragraph 1 for more than two-thirds of the assessment period (the last ten or five years), the pro-rata share shall be reimbursed from the central fund to the employing authority obligated to provide the service anniversary gift.

4. The Synodal Council regulates the amount and method of receipt.

The appointing authority may reward special achievements with a one-time bonus or other incentives.

1 Staff members have a right to an annual assessment of performance and conduct.

2 The Synodal Council regulates the details.

Staff Assessment

1 Employees may at any time request a certificate, employment reference

providing information about the nature and duration of the employment relationship, as well as

their performance and conduct.

2 Upon special request of the employees, the certificate shall be limited

to information about the nature and duration of the employment relationship.

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9

182.41

Employment Regulations of the Roman Catholic Corporation

3.2 Duties

Principle

Duty of confidentiality

Pastoral secret

Prohibition of gift acceptance

The employees must conduct themselves lawfully, take the concerns of the people within their sphere of activity seriously, perform their assigned tasks personally, carefully, conscientiously, and economically, and safeguard the interests of the employer in good faith.

1 Employees are obliged to observe the necessary discretion in all matters concerning the parish, the church community, or the institution they serve. Mutual information, necessary in the interest of cooperation, is permitted within the work team and, if applicable, to superiors and vice versa.

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

10 1 The pastoral secret encompasses the duty of confidentiality regarding secrets entrusted to pastoral care providers and their assistants by virtue of their profession. Disclosure is permitted only with express release.

2 Release from the pastoral secret is possible only with the consent of the person who confided the secret or a body designated by the Synod Council and the Vicar General.

3 The body shall release the pastoral care provider from the pastoral secret upon their request if there is an overriding interest in disclosure. An overriding interest in disclosure exists, in particular, if there is a serious risk that the person who confided the secret will endanger themselves or third parties or commit a criminal offense that severely harms someone physically, emotionally, or materially.

11 1 Employees may not accept or arrange to be promised gifts or

other benefits for themselves or others, which are or could be related to

their official position.

2 Exempt are donations for the benefit of ecclesiastical institutions

at home and abroad, as well as courtesy gifts of low value.

3 If there is doubt as to whether a donation for the benefit of

ecclesiastical institutions or a minor courtesy gift could impair the

independence of employees, the personnel department of the employing

authority shall decide on the admissibility of the acceptance.

10

Employment Regulations of the Roman Catholic Corporation

182.41

1. **Working Hours**

The Synodal Council regulates working hours and their basic design.

2. Employees may also be called upon outside ordinary service hours and beyond the agreed working hours, if required by the service and insofar as it is reasonable.

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

1 The exercise of a secondary employment is only permissible if it does not impair the fulfillment of duties and is compatible with the employee's position in the Church.

2 An approval from the appointing authority is required if agreed working hours are utilized. The approval may be linked with conditions for compensating utilized working hours and for the surrender of secondary income.

3 Part-time employment relationships with third parties must be disclosed.

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

2 Approval may be subject to conditions for compensating claimed working hours and for remitting secondary income.

3 The Synodal Council issues implementing provisions.

Employees may be obliged in justified cases to undergo a medical examination by a trusted doctor.

Medical examination by a trusted doctor

The Synod Council regulates the modalities of the prescribed, desired, and voluntary further and advanced training.

Further and Advanced Training

4. Holidays, Leave, Military Service

1 Public holidays are New Year's Day, Berchtoldstag, Good Friday, Easter Monday, May 1st, Ascension Day, Whit Monday, August 1st, Christmas Day, and St. Stephen's Day, as well as locally customary public holidays.

2 For the eves of Good Friday, Ascension Day, and Christmas Day, the employer determines the end of work.

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11

182.41 Employment Regulations of the Roman Catholic Corporation

Vacation

Leave of absence

Maternity leave

Paternity leave

Absence due to military, civil defense, and community service

1 Full-time and part-time employees are entitled to the following holiday leave in the calendar year:6

up to and including the calendar year in which they

complete their 59th year of age

from the calendar year in which they

complete their 60th year of age

2 The Synodal Council regulates the execution.

5 weeks

6 weeks

3 It regulates the reduction of holiday leave entitlement in cases of absence due to illness, accident, leave, military and civil defence service, or for other reasons.

The Synod Council regulates the granting of paid and unpaid leave.

1. The employee is entitled to paid maternity leave totaling 16 weeks, beginning no earlier than two weeks before the medically determined due date. If the employee must cease her activity earlier due to pregnancy-related ailments, the last two weeks of absence before childbirth will be credited towards the maternity leave.

2. Otherwise, the eligibility requirements for the federal maternity allowance apply. To the extent that the employer makes wage payments during maternity leave, the benefits of the state maternity allowance accrue to the employer.

1 The father is entitled to four weeks of paid leave in the child's first year of life. When determining the timing and division of the paid leave, business needs must be taken into account.

2 The paid leave for the birth of one's own child is credited towards the duration of paternity leave.

1 For the remuneration of employees performing military, protection, or civilian service, the following regulation applies during their service period

For refresher and supplementary courses, including preceding cadre preparatory courses, there is an entitlement to full remuneration; for recruit school or other mandatory instruction courses, to 100% if the employee is married or otherwise fulfils a support obligation, and to 75% if he or she is single.

2 The long-service recruit school (Durchdiener-Rekrutenschule) entitles to continued salary payment according to para. 1 for a maximum duration of the ordinary recruit school.

12

Employment Regulations of the Roman Catholic Corporation

182.41

3 The Synodal Council designates the voluntary services that entitle to paid leave.

4 The federal compensation for loss of earnings (Erwerbsausfallentschädigung) accrues to the Corporation, the parish, or the employing institution, to the extent that the employee is remunerated for this period.

5 Those liable for service must inform their immediate superiors in good time about upcoming services.

5. Staff Pension Scheme

Employees shall be insured against occupational and non-occupational accidents at the employer's expense within the framework of statutory provisions. The employer shall bear half of the premiums for non-occupational accident insurance.

Continued Salary Payment in Case of Sickness and Accident

1 Service interruptions due to sickness and accident within the meaning of the Federal Act on Accident Insurance are treated equally with regard to salary payment.

2 In the first and second year of service, employees shall receive their salary, regardless of the degree of their incapacity to work, as follows

in the first year of service

100% 3 months

thereafter 75% 3 months

6 months

from the second year of service 6 months

3 Uninterrupted activity in the service of corporations, church parishes, or ecclesiastical institutions in the Canton of Zurich shall be credited towards the years of service.

4 The salary may be reduced if the accident or illness causing the incapacity to work was intentionally or grossly negligently caused by the affected person, or is the result of a particular risk consciously undertaken outside of professional activity.

7 If the daily allowance paid exceeds the amount of salary continuation Salary

according to § 53, the employee is to be paid at least the full daily continuation

allowance. and

Daily Allowance

1. 1. 24-123

13

182.41

Employment Regulations of the Roman Catholic Corporation

Continuation

of Salary

Continuation

Sickness

Daily Allowance

Insurance

Restriction

of Salary

Continuation

Absence

due to Illness

and Accident

Pension Fund

Salary Payment

in Case of Death

1 Continued Salary Payment

1. If, after the expiry of salary continuation according to § 53, there is a reasonable prospect that the employee will be able to work again in the foreseeable future, or if the resumption of work or the termination of the employment relationship due to invalidity is still uncertain, the appointing authority may approve the continued payment of up to 75% of the salary for a total salary continuation period of a maximum of two years.

2. The decision must appropriately take into account the circumstances of the individual case, such as insurance benefits and the number of years of service. Daily allowances from compulsory accident insurance will be offset.

8 The employer may conclude a daily allowance insurance policy that is obligatory for all employees. After the expiry of the waiting period agreed upon in the insurance contract, this policy replaces the continued payment of wages in accordance with §§ 53 and 54. The right to insurance benefits is governed by the respective applicable insurance conditions. The premiums shall be borne equally by the employer and the employees.

1. If the illness or accident occurs during the notice period, the obligation to continue salary payments ends simultaneously with the termination of the employment relationship.

2. In the case of fixed-term employment relationships, the duration of salary continuation in the event of incapacity for work due to illness or accident ends with the termination of the employment relationship.

Anyone prevented from working for health reasons must report this to their supervisor immediately. The employer may request the submission of a medical certificate. A medical certificate must be provided no later than after three working days of absence.

The employees will be admitted to the Pension Fund for Employees of the Roman Catholic Church Parishes of the Canton of Zurich in accordance with the relevant regulations.

In the event of death, the full salary for the current month and the two following months, starting from the day of death, shall be paid to the surviving dependants. The following are considered surviving dependants

1. the spouse of the deceased,

2. minor children and children undergoing education, up to the completed 25th year of age,

14

Employment Regulations of the Roman Catholic Corporation 182.41

3. parents, siblings, the domestic partner, or other persons, if they were regularly supported by the deceased.

6. Data Protection

Data protection is governed by the superordinate data protection law. The Synodal Council issues implementing provisions.

7. Legal Protection

1. Differences of Opinion between Employees and Supervisors

Differences of opinion between employees and supervisors should be resolved through direct discussion among those involved.

2. Complaints should be submitted to the next higher-level supervisor or the competent authority member.

3. The Staff Ombudsman’s Office is available for mediation.

1. **Right to be heard**

Employees must be heard before the issuance of any decision that burdens them.

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

Personalrechtliche Verfügungen sind mit einer Rechtsmittel- Rechtsmittel-

belehrung zu versehen.

belehrung

Should be

Personalrechtliche Verfügungen sind mit einer Rechtsmittelbelehrung zu versehen.

Therefore, this is the translation based on the corrected German

Personnel law decrees must be accompanied by an instruction on legal remedies.

Disputes arising from private employment relationships are decided by the civil court.

Private Employment Relationships

8 To the extent that this Employment Ordinance does not provide otherwise, the procedure for appealing personnel decisions by staff shall be governed by the Administrative Justice Act2.

1. 1. 24-123

15

182.41

Employment Ordinance of the Roman Catholic Corporation

8. Transitional and Final Provisions

For existing employment relationships

Binding nature of the Employment Ordinance for all church communities

First-time transfer to new salary grades

Entry into force

1 For all employment relationships already existing at the time

this Act comes into force, the new Employment Regulations

and their implementing decrees shall apply from that point in time.

Insofar as previous employment relationships are not in conformity

with the new Employment Regulations, the provisions of the former

shall prevail.

2 For employment relationships that have already been terminated

but not yet dissolved at the time the Personnel Act comes into force,

previous law shall apply.

For those church parishes that have not yet declared the employment regulations binding, the binding nature will come into effect when the corresponding legal basis comes into force.

1. The competence granted to the Synodal Council in § 27 of these Staff Regulations for the issuance of the classification plan may lead to the reclassification of certain functions. The initial transfer of these functions into the new salary classes shall take place upon the entry into force of the classification plan. The respective experience or performance levels shall be adopted unchanged, subject to paragraph 2.

2. Employees who, due to the situation on the labor market at the time of their employment, were classified into the correct salary class according to the now repealed provisions, but not into the salary level recommended according to the classification guidelines, may be downgraded while maintaining the same salary amount.

3. In the year of transfer to the new salary class, no step increase shall be granted.

This Employment Ordinance replaces the one of 23 May 1996.

It enters into force on 1 January 2008.

1 OS 69, 76.

2 LS 175.2.

3 LS 182.22.

4 SR 220.

5 SR 832.20.

16

**Employment Ordinance of the Roman Catholic Corporation**

182.41

6 Version according to decision of 7 December 2017 (OS 73, 163; AB12018-01-05). In force

since 1 January 2019.

7 Inserted by decision of 11 April 2019 (OS 74, 454; ABI 2019-05-03). In force

since 1 September 2019.

8 Version according to decision of 11 April 2019 (OS 74, 454; AB12019-05-03). In force since

1 September 2019.

9 Inserted by decision of 7 November 2019 (OS 75, 102; ABI 2019-11-22). In

force since 1 January 2020.

10 Inserted by decision of 5 November 2020 (OS 76, 31; ABI 2020-11-20). In

force since 1 March 2021.

11 Numbering according to decision of 5 November 2020 (OS 76, 31; ABI 2020-11-

20). In force since 1 March 2021.

12 Inserted by decision of 1 December 2022 (OS 78, 126; ABI 2022-12-16). In force

since 1 April 2023.

13 Version according to decision of 1 December 2022 (OS 78, 126; AB1 2022-12-16). In

force since 1 April 2023.

14 Version according to decision of 1 December 2022 (OS 78, 128 ABI 2022-12-16). In

force since 1 August 2023.

15 Inserted by decision of 22 June 2023 (OS 78, 421; ABI 2023-07-14). In force

since 1 October 2023.

1.1.24-123

17

182.41 **Employment Ordinance of the Roman Catholic Corporation**

**Annex**

**Amounts of the Minimum as well as the 1st and 2nd Maximum**

**of Salary Classes 1–25 (§ 26 AO, Index level 115.1 points; Resolution**

**of the Synod of 16 June 2011)**

Salary Class

Minimum (AS 1)

1st Maximum (ES 16)

2nd Maximum (LS 12)

1

44 684

59 270

67 605

2

45 263

60 039

68 482

3

46 005

61 022

69 603

4

46 920

62 235

70 988

5

48 027

63 705

72 664

6

49 346

65 453

74 657

7

50 892

67 505

76 998

8

52 689

69 890

79 718

9

54 756

72 630

82 842

10

57 110

75 749

86 404

11

59 775

79 289

90 437

12

62 774

83 265

94 975

13

66 129

87 714

100 051

14

69 861

92 665

105 697

15

73 995

98 148

111 951

16

78 553

104 195

118 846

17

83 565

110 839

126 427

18

89 046

118 113

134 724

19

94 255

125 021

142 605

20

100 767

133 659

152 454

21

107 826

143 023

163 138

22

114 693

152 131

173 525

23

122 941

163 071

186 003

24

131 822

174 851

199 438

25

141 363

187 509

213 877

18