Staff Regulations of the Christian Catholic Parish of Zurich

The Employment Regulations govern the employment relationship of the members of the Church Council and the Financial Audit Commission elected by the Parish Assembly, the delegates and substitute delegates of the National Synod, the pastors, deacons, as well as the other employees of the parish.

The appointing authority is the Church Board. It may delegate its appointing powers to a commission in accordance with Art. 29 para. 2 KO (Personnel Commission), which must include at least the President of the Church Congregation and the Estate Administrator.

Job Vacancies

Job vacancies are usually advertised publicly. Advertising may be omitted if the position is filled by appointment or if other means of recruitment promise greater success.

Supervision

The administrative and professional supervision of individuals active within the scope of this regulation is incumbent upon the Church Council or a commission appointed by it for this purpose, unless divergent provisions are contained in profession-related regulations, particularly with regard to members of the pastoral office.

Legal Nature of Employment Relationships

Employment relationships are governed by public law. In the non-ecclesiastical, particularly administrative sector with a low workload, private-law employment relationships may also be entered into.

To the extent that the Church Ordinance and these Regulations do not provide for

applicable deviating provisions, the law of obligations (OR) shall apply to all employment relationships, and public law shall apply to public-law employment relationships.

1.10.22-118

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183.15

Christian Catholic Parish – Staff Regulations

1. The employment relationship with the members of the authorities, pastors, and other office holders elected by the church assembly is established by official order.

2. With the other employees of the parish, the Church Council generally concludes a public-law employment contract, and in exceptional cases, a private-law employment contract. In case of doubt, especially if the employment contract does not state its legal nature, it is to be considered as public-law.

In particular, the employment contract shall regulate

The job description, including the tasks to be fulfilled, responsibilities, accountability, and organizational integration,

Commencement, duration, or terminability of the employment relationship,

Workload and working hours, as well as vacation entitlement,

Salary, including any child allowances and flat-rate reimbursement of expenses, after deduction of pro-rata statutory social security contributions and pro-rata premiums for the insurances to be concluded (accident and daily sickness benefits insurance, old-age provision).

1 The decision to be issued by the Church Council with respect to the members of authorities and other office holders elected by the Parish Assembly shall regulate

Any special tasks assigned to the office holder by the authority,

The compensation to be paid to the office holder,

Any functional allowance,

Any lump-sum reimbursement of expenses.

2 The decision establishing the employment relationship of pastors shall essentially contain the regulatory points of an employment contract. The fixed term of the employment relationship results from the term of office for which the pastor is elected.

1 Compensation, any functional allowance, and lump-sum reimbursement of expenses for office holders elected by the parish assembly shall be determined by resolution of the Church Board. The Church Board shall take into account the requirements, time commitment, and responsibility of the task to be fulfilled.

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Christ Catholic Parish – Personnel Regulations

183.15

2 The salary and other compensation for priests and deacons, particularly their old-age provision, shall be governed by the existing guidelines of the Synodal Council of the Christ Catholic Church of Switzerland.

3 The salary and any further compensation for employees engaged under public or private law contracts shall be determined by the Church Board or the Personnel Commission, taking into account the requirements, time commitment, and responsibility of the task to be fulfilled.

4 Should circumstances change, the aforementioned remunerations shall be adjusted appropriately by the Church Board or the Personnel Commission.

5 Long-service awards, in the sense of a salary or compensation component, shall generally not be paid out. However, the Church Board or the Personnel Commission may, particularly to acknowledge and thank for services rendered, award gifts appropriate to the occasion on special occasions such as long service, milestone birthdays, or farewells.

1 The employment relationship ends by

a. notice of termination (Art. 335 et seq. CO),

b. expiry of a fixed-term employment (Art. 334 para. 1 CO),

c. extraordinary termination for good cause in accordance with Art. 337 et seq. CO,

d. termination by mutual agreement,

e. death (Art. 338 CO),

f. waiver of re-election or non-re-election upon expiry of the term of office for elected officials,

g. premature dismissal of elected members of the Church Council and Legal Review Commission by the District Council, and of the delegates and alternate delegates for the National Synod of the Christian Catholic Church of Switzerland by the Church Council in accordance with