Rs 172.220.113 Order Of The Eth Board Of 15 March 2001 On The Staff Of The Field Of Federal Polytechnic Schools (Order On The Staff Of The Eth, Opers-Epf Domain)

Original Language Title: RS 172.220.113 Ordonnance du Conseil des EPF du 15 mars 2001 sur le personnel du domaine des écoles polytechniques fédérales (Ordonnance sur le personnel du domaine des EPF, OPers-EPF)

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172.220.113 order of the ETH Board on the staff of the field of federal polytechnic schools (order on the staff of the ETH, OPers-EPF domain) of 15 March 2001 (Status January 1, 2015) adopted by the federal Council on 25 April 2001 the ETH Board, view of art. 37, al. 3, of the Act of March 24, 2000, on the staff of the Confederation (FPL), view the art. 2, al. 2, of the framework order of 20 December 2000 on the law on the staff of the Confederation (order framework FPL), stop: Chapter 1 provisions general art. 1 scope and field of application (art. 2 FPL) this order rule of employment of employees of the ETH domain.
Are not subject to this order: a. employment relationships governed by art. 17, al. 1, of the Act of 4 October 1991 on the EPF;
a. reports of work of teachers regular, associate, or assistants of the two fit, unless the order of 18 September 2003 on Faculty of the ETH refers expressly to the present ordonnance.b. apprentices, who under the Federal Act of 19 April 1978 on vocational training.

New content according to chapter I of the O of the ETH on March 24, 2004 Board, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).
SR 414.110 introduced by chapter I of the Council O ETH on March 24, 2004, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).
RS 172.220.113.40 [RO 1979 1687, 1985 660 c. I 21, 1987 600 art. 17 ch. 3, 1991 857 annex c. 4, 1992 288 Annex 17 2521 art. 55 ch. 1 ch., 1996 2588 art. 25 par. 2 and annex c. 1, 1998 1822 art. 2, 1999 2374 c. I 2, 2003 187 annex II c. 2] [RO 2003 4557 annex ch. I-1]. Currently: LF Dec. 13. 2002 (RS 412.10).

Art. 2 skills (art. 3 FPL) the ETH Board is responsible for the birth, modification and termination of the reports work as well as all decisions resulting: a. members of directions of the ETH or research institutions, with the exception of the presidents of the EPF and the directors of research institutions (other members of ETH or research institutions); b. the employees of the ETH Board; c. the employees of the secretariat of the internal ETH Appeals Committee; decisions are made in agreement with the president of the commission.

It can delegate its powers cited its president or its Secretary general in the cases referred to in para. 1, let. b and c.
The directions of the EPF and the directors of research institutions are responsible for birth, amendment and termination of the reports of their employees, as well as all the decisions arising therefrom.
The ETH Board is responsible for the application of this order to its own employees.


New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).
Introduced by chapter I of the O of the ETH Board from March 24, 2004, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).
New content according to chapter I of the O of the ETH on March 24, 2004 Board, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).
New content according to chapter I of the O of the ETH on March 24, 2004 Board, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).
Repealed by no I of the O of the ETH Board from March 24, 2004, approved by the CF on June 23, 2004, with effect from July 1. 2004 (RO 2004 3301).

Art. 3 implementing two ETH and research institutes set the terms of application for their staff, provided that no other service is responsible to do.
They communicate these terms to their staff in an appropriate form.

Chapter 2 Section 1 principles personnel policy fundamental art. 4. the ETH Board, both ETH and research institutes shall: a. put in place a progressive and socially responsible personnel policy; b. offer attractive and competitive working conditions at the national and international levels; c. use appropriate, economically and socially responsible employees; d. recruit and retain suitable employees.

The personnel policy takes into account the objectives in teaching, research and service defined in the legislation on the EPF. It is based on the policy of the CF personnel and the joint convention of the social partners.
Both ETH and research institutes are responsible for the implementation of the personnel policy. They take the necessary staffing and organization measures in their field.

Section 2 article human resource development 5 skills (art. 4, para. 2, let. b, FPL) both ETH and CIHR encourage the development of the skills of all employees. They improve the quality of their services, the technical skills of their employees and opportunities on the labour market.
Employees are required to develop according to their abilities and requirements of the labour market and adapt to the changes.
The two EPF and research institutes participate equitably at the expense of development. The rights and duties can be entered into agreements on training.

Art. 6 promotion of intermediate academic (art. 4, para. 2, let. b, FPL) both ETH and research institutions establish career paths for workers, the first assistants and scientific collaborators.

Art. 7 maintenance assessment and development (art. 4, para. 3, FPL) superiors have, at least once a year, an interview with their employees. This interview allows us to take stock, to encourage employees and evaluate their benefits, but it also allows employees to decide on the way in which their superior directs his unit.
Traded including assessment and incentives: a. target-setting and control of the latter; b. working conditions; c. opportunities and the skills development measures; (d) the introduction of appropriate measures regarding the function or the employment contract.

The benefits of the employees are evaluated based on criteria defined in advance.
Employees assess how their superior runs his unit. The opinions will help managers to improve the organizational unit.
If the working relationship of limited extend beyond five years in accordance with art. 17b of the Act of 4 October 1991 on the EPF, a written career plan must be established at the latest after four years. The latter will be reviewed after three years at the latest.

New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).
Introduced by chapter I of the O of the ETH Board on 29 June 2005, adopted by the CF 23 seven. 2005, in force since Jan. 1. 2006 (RO 2005 4795).
SR 414.110 new content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

Art. 8 development of management capacities (art. 4, para. 2, let. c, FPL) two ETH and research institutions establish programs for the development of management capacities. These are intended to allow appropriate employees to access management and capacity management at all levels, particularly education, research and service delivery.

Art. 9 protection of the personality (art. 4, para. 2, let. g, FPL) two ETH and research institutes are working to bring about a climate of respect and trust excluding any discrimination.
They prevent, by appropriate measures, interference unacceptable to the personality of employees, regardless of the person who is at the origin, including: a. the systematic entry of data relating to individual services, without the knowledge of the persons concerned; b. the perpetration or tolerance of acts or activities affecting dignity, personal or professional employees.

Both ETH and research institutions designate a body to advise employees who feel disadvantaged or discriminated against and to offer them support. This body is subject to any directive in the accomplishment of its mission.

Art. 10 equal treatment between women and men (art. 4, para. 2, let. d, FPL) both ETH and research institutes take targeted measures to ensure equality of opportunity and equality of treatment between women and men.
They protect the dignity of the woman and man in their workplace and take measures to enforce the prohibition of discrimination.

Art. 11. other measures (art. 4, para. 2, let. e, f, h to k, 32, let. d, FPL) both ETH and research institutes, in their field, take appropriate measures for:

a. promote multilingualism and ensure a fair representation of the different linguistic communities and their mutual understanding; b. ensuring the equal opportunities of people with disabilities, including employment and integration; c. encourage their employees to adopt, at their place of work, environment-friendly behaviour, nature to protect their health and safety at work; d. create spaces of learning and training; e. create working conditions for employees to exercise their responsibilities and to assume their commitments social; f. ensure that their employees will benefit in time extended information.

Section 3 Coordination and reporting art. 12 (art. 5 FPL) coordinates the ETH Board, as part of the basic principles listed in art. 4, the personnel policy defined by the EPF and research institutes.
The two EPF and research institutes check periodically that the objectives of the FPL and this order are met. They shall report thereon to the Board of the EPF.
This report will focus notably on: a. the composition of the staff; b. the personnel costs c. the job satisfaction; d. conducting the assessment interview; e. implementation of the wage system.

The ETH Board evaluates the reports and expressed its findings to the federal Department of the economy, training and research.

Introduced by chapter I of the O of the ETH Board on 29 June 2005, adopted by the CF 23 seven. 2005, in force since Jan. 1. 2006 (RO 2005 4795).
The name of the administrative unit has been adapted to 1 Jan. 2013 in application of art. 16 al. 3 o from 17 nov. 2004 on official publications (RS 170.512.1).

Section 4 Participation and social partnership art. 13 (art. 33 FPL) the ETH Board, both ETH and research institutes take all necessary measures for the proper functioning of social partnership.
They sign periodically, with the social partners, a common agreement on the collaboration and personnel policy objectives.
Based on the joint convention, the social partners may require a review of this order.
Staff commissions can be created in both ETH and in research institutions if a majority of the employees so wish.

Chapter 3 reports of work Section 1 birth, modification and cancellation art. 14 the competition of posts (art. 7 FPL) vacancies are being updated the public contest in the appropriate means of mass communication.
When updating the internal competition ensures a sufficiently competitive situation or that equality of access to a position is not threatened, can be waived, in exceptional cases, to a public call for applications. The two EPF and research institutes regulate, in their field, the modalities and the distribution of competences.

Art. 15 terms of commitment the commitment is subject to meet the business requirements.

Art. Employment contract (art. 8 FPL) 16 work reports are born with the signing of a contract of employment by the competent Department and who to hire.
The contract of employment set at least the following: a. the beginning and duration of the employment relationship; (b) the field of activity; c. the trial period; d. the occupancy; e. the remuneration and the method of remuneration; f. the occupational; g. the notice periods.

In addition to their contract of employment, employees receive a job description.

Art. 17 modification of the work contract (art. 13 FPL) any change in the contract of employment requires the written form.
In case of modification of the contract of employment, concerted solutions must be sought as a priority. If the contributor opposes the change, it cannot be imposed by way of termination, in accordance with art. 20A OPers-EPF.

New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

Art. 18 trial period (art. 8, para. 2, FPL) the trial period is generally three months. It can be set at six months at the most for scientific personnel and staff performing special functions in the support area.
In case of change of position inside of the field of ETH or work term reports determined, the trial period may be reduced or even removed.

New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

Art. 19 fixed-term employment relationships (art. 9 FPL) work reports are in principle indeterminate.

Fixed-term contracts may not be concluded in order to circumvent the provisions relating to the protection against dismissal under art. 10 FPL.

Repealed by no I of the O of the ETH Board of 6 March 2013, approved by the CF on 14 June 2013, with effect from July 1. 2013 (2013 1777 RO).
New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

Art. 20 repealed by section I of O of the ETH Board of 6 March 2013, approved by the CF on 14 June 2013, with effect from July 1. 2013 (2013 1777 RO).

Art. 20adelai of termination during the trial period, the contract may be terminated: a. within a period of seven days during the first two months of trial; (b) within a period of one month, to the end of the month following that in which the leave has been notified, from the third month trial.

After the trial period, the contract may be terminated at the end of the month. the period of leave is: a. a month during the first year of service; (b) three months from the second year of service.

In special cases, a longer period of notice may be agreed. The latter can be six months at the most.
In special cases, the employer may grant the employee a shorter period of notice if no major interest is opposed.

Introduced by chapter I of the O of the ETH Board of 6 March 2013, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

Section 2 restructuring art. 21 measures (art. 10, 19, 31 and 33, FPL) is being restructured both ETH and research institutes avoid as far as possible dismissals when they carry out restructuring. Employees are required to contribute to their implementation, including by participating actively in measures and taking personal initiatives.
Have priority over the dismissal: a... .b. the assignment of the employee to another job in the field of the EPF could reasonably required of him; c. support the career or looking for a job outside the ETH domain, that can reasonably be required of the employee; (d) support to development professional; e. update the retraiteanticipee.

The two EPF and research institutes shall ensure that their employees and social partners in time receive extensive and transparent information.
The ETH Board is responsible for the development and the signing of the social plan with the staff associations.

New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).
Repealed by section I of the O of the ETH Board of 6 March 2013, approved by the CF on 14 June 2013, with effect from July 1. 2013 (2013 1777 RO).
New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).
New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

Art. 22 early retirement benefits (art. 31, para. 5, FPL) restructuring, employees can retire early at the earliest at the age of 58, provided that they have not refused another job that can be reasonably demanded of them.
The early retirement is subject to one of the following conditions: a. that the post be deleted; (b) that the business of employees and collaborators be amended in an unacceptable way; c. that the post be deleted as part of an action of solidarity with young employees.

Employees who took early retirement receive a PUBLICA pension and a transitional pension non-refundable, in accordance with art. 64 of the regulations of the Pension Fund of the ETH domain of November 9, 2007 for the staff of the ETH domain (RP - ETH 1). This pension is calculated according to art. 57 RP - ETH 1 the same as a disability pension.
Both ETH and research institutes pay to the Federal Pension Fund capital coverage missing due to the early retirement.

New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
This regulation is not published in the RO (see FF 2008 5458).

New content according to section I of the O of the Board of the EPF from 2 oct. 2007, approved by the CF on May 14, 2008, in force since July 1. 2008 (RO 2008 2293).

Art. Additional 23Prestations of the employer (art. 31, para. 3 and 5, FPL) in order to avoid the case of hardship, both ETH and research institutes can provide other benefits.

Chapter 4 Section 1 salary benefits and allowances art. 24 repealed by section I of O of the Board of the EPF on June 29, 2005, adopted by the CF Sept. 23. 2005, with effect from Jan 1. 2006 (RO 2005 4795).

Art. 25Classement in a functional category (art. 15 FPL) on the occasion of documentary evidence examination of the contract of employment or when changing the function of a person, the competent authority according to the art. 2, al. 1-3, class position of the person concerned at a functional level in the grid of the functions of annex 1. It takes into account to ensure the profile of the position.
Employees contesting this ranking can enter the case the Joint Committee for review of the evaluation of the functions of the ETH domain.

New content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).

Art. Initial 26Salaire (art. 15 FPL) the competent authority under art. 2, al. 1-3, fixed the starting salary in the scale of annex 2, between the minimum and the maximum of the corresponding functional level.
The amount of the initial wages take due account useful experience and conditions on the employment market.
The ETH Board may, on proposal of the EPF or research institution concerned: a. not subjecting certain categories of personnel referred to in art. 19, al. 2, the provisions of paras. 1 and 2 when the job is for a significant part of the training of stakeholders; the starting salary is then fixed in accordance with the provisions of art. 35, al. 1; (b) attract or retain particularly competent staff exceeding 10% at most the amount maximum of their functional level.

New content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).

Art. 27Progression of wages (art. 4, para. 3, and 15 FPL) the progression of salary is based, within available resources, on the annual assessment of the benefits and experience of the person concerned.
Benefits of employees are valued as follows: a. the person substantially exceeds the requirements; b. the person exceeds the requirements. c the person meets the requirements; (d) the person meets most of the requirements; e. the person meets some of the requirements; f. the person does not fulfill the requirements.

When a person's salary is less than that which would correspond to its benefits, it is raised if available resources. If it exceeds that which would correspond to its benefits, it remains unchanged.
If an employee does not meet the requirements, the supervisor takes appropriate measures regarding the contract of employment of the person concerned or the function.
The ETH Board may, on proposal of the EPF or research institution concerned: a. some functional groups providing a system of premiums based on the assessment of the benefits, without the possibility of exceeding the maximum salary of the corresponding functional level; b. not subjecting certain categories of personnel referred to in art. 19, al. 2, the provisions of paras. 1-3 when employment is aiming for a significant part of the training of stakeholders; the starting salary is then fixed in accordance with the provisions of art. 35, al. 1. the EPF and research institutions refer to an internal organ to which employees can apply in the case of divergence on the assessment of the benefits.

New content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 28Adaptation of the scale of wages (art. 16 FPL) the ETH Board reviews annually with its social partners amounts and the timing of the salaries of annex 2, and adjusts as needed within available resources.
Adjustments include employment and rising market.

New content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).

Art. Function (art. 15 FPL) 29indemnite a service allowance may be paid to employees called to temporarily perform especially demanding tasks which however do not justify the permanent reclassification at a functional level higher.
The amount of the allowance depends on the functional level which correspond to these tasks.
Function compensation may be paid to load another Member of management of a fit or a research institution.

New content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).
Introduced by chapter I of the O of the ETH Board of 6 March 2013, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

Art. Special 30Primes (art. 15 FPL) of special premiums may be paid in recognition of exceptional performance of individuals or teams.
The bonuses are paid in cash or in kind.
Their amount may not exceed 10% of the maximum salary of the functional level mentioned in Appendix 2.

New content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).

Art. In the presence of specific conditions on the job market, temporary 31Allocations related to the contract of employment the ETH Board may decide to payment to certain functions of a temporary allowance equivalent to 10% of the maximum amount of the functional level.

New content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).

Art. 32 repealed by section I of O of the Board of the EPF on June 29, 2005, adopted by the CF Sept. 23. 2005, with effect from Jan 1. 2006 (RO 2005 4795).

Art. 33 bonuses (art. 15 FPL) of bonuses can be paid for: a. the Sunday work and night work; b. shift work or services of permanence.

Art. Part-time 34Emploi (art. 15 FPL) part-time salary and allowances of employees employees are proportional to the occupancy rate, subject to the provisions of art. 41. new content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 35 special provisions when you cannot classify a function at a level referred to in art. 25, the salary can be fixed. The amount of the flat-rate salary aligns to the scales adopted by the donor and is proportional to the time actually spent in establishing.
For the irregular terms, hourly or daily wages can be fixed.

New content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).

Section 2 benefits social art. 36 right to the maintenance of the wages in case of illness or accident (art. 29 FPL) employees have the right to maintain their full salary in the event of inability to work because of illness or accident. Insurance benefits are paid to the employer and not to the employees, who receive their regular pay.
Another disease or a new accident opens a new right.
The right to the salary can be reduced if the employee caused the illness or accident, intentionally or due to gross negligence, or that he is intentionally exposed to danger or extraordinary risk.
The two EPF and research institutes can conclude insurance for their staff in order to cover their financial risk. They can charge their employees insofar as the latter benefit from private insurance.
To assess the ability to work, a review by the medical consultant may be ordered.

New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
Introduced by chapter I of O of the Board of the EPF 11 dec. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 36aduree sick pay in case of illness or accident (art. 29 FPL)

Unable to work because of illness or accident and until recovery of working capacity, wages remained up for 730 days.
Trainees and clerks employed by contract term of six months or less are entitled to maintain their salary up until the expiry of their employment contracts.
Relapses are counted in the duration of sick pay if the employee has not provided full service for a continuous period of six months at least after regaining his ability to work. Spaced work stoppages of less than six months are aggregated and counted in the hold time of the salary referred to in para. 1. a partial incapacity for work does not extend the right to sick pay.

Introduced by chapter I of O of the Board of the EPF 11 dec. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 37 right to the wages in case of pregnancy, maternity or adoption (art. 29, para. 1, FPL) maternity, employees are entitled to a leave fully paid for four months.
Upon request, the employee can be released from his work at the earliest one month before the scheduled delivery date.
In agreement with the competent service, the employee can take half of his leave in the form of a reduction - freely chosen - the contractually fixed occupancy. If the father of the child also works in the ETH domain, the parents can share this reduction in time to work at their own convenience.
The care of children up to the age of six or disabled for adoption gives children for a fully paid leave of two months. The al. 3 shall apply by analogy.

Art. 38 right to the salary in the case of military service, or civil service civil protection service (art. 29, para. 1, FPL) persons subject to military service, civil protection and civil service are entitled to full pay for the duration of their absence.
In the case of voluntary service, wages may be paid for a maximum period of 10 working days per year.
Allowances for loss of income under the Act and paid for the services referred to in the al. 1 and 2 return the two EPF and research institutes.
Social allowances are paid without reduction.

Art. 39 professional injury benefits (art. 29, para. 1, FPL) disability following an accident at work or an occupational disease that is considered a professional accident gives the right to: a. 100% wage determining incapacity to gain total up to death; b. the share corresponding to the degree of disability in accordance with the Federal Act of 20 March 1981 on accident insurance in the event of partial incapacity.


Insurance benefits are charged new content according to chapter I of the O of the ETH Board from March 24, 2004, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).
RS 832.20 repealed by no I of O of the ETH Board from March 24, 2004, approved by the CF on June 23, 2004, with effect from July 1. 2004 (RO 2004 3301).

Art. Professional 39ainvalidite (art. 32j, para. 2, FPL) an employee is entitled to a professional disability in accordance with the RP - ETH 1: a. If he has reached the age of 50 years; (b) if the medical service finds, at the request of the competent authority under art. 2, that, for health reasons, the employee is unable to perform or may exercise only partially the activity he had until then, or other activity that may reasonably be required of him; c. If a decision of the office have jurisdiction excluding the right to a pension or not providing for a partial pension is entered in force, etd. If the measures to rehabilitation taken according to art. 47a have had no effect, without that fault of the employee.

Introduced by chapter I of O of the Board of the EPF from 2 oct. 2007, approved by the CF on May 14, 2008, in force since July 1. 2008 (RO 2008 2293).
This regulation is not published in the RO (see FF 2008 5458).

Art. 40Versement of the salary to the survivors (art. 29, para. 2, FPL) in case of death of an employee, the survivors are entitled to one-sixth of the annual salary.
The person with whom the deceased employee formed a community of uninterrupted life during the last five years of his life is similar to the survivors.
The same rule applies to the payment of the allowance for assistance to relatives referred to in art. 41. new content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 41Droit to the family allowance (art. 31, paras. 1-3, FPL) the family allowance is paid until the end of the month in which the child reaches the age of sixteen.
For children undergoing training, it is paid up to the end of the month in which the child reaches the age of 25.
For children with a disability to gain (art. 7 of the Federal Act of 6 oct. 2000 on the general part of the law of social insurance), it is paid up to the end of the month in which the child reaches the age of 20.
The family allowance is adapted to inflation.

New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
RS 830.1 art. 41aAllocations completing the family allowance (art. 31, paras. 1-3, FPL) Authority under art. 2 shall pay to the employees of allowances supplementing the family allowance if it is less than the following annual amounts: a. 4435 francs for the first child giving right to allowances; b. 2864 francs for any child additional giving entitlement to allowances; c. 3237 francs for any child additional giving entitlement to the allowances which has reached the age of 16 years and who is training or has a disability.

The amount of allowances supplementing the family allowance is the difference between the threshold amount indicated in para. 1 and the minimum amount fixed in the Act of March 24, 2006 on family allowances (Act). Are taken into account as a family allowances: a. family benefits received for the same child by others in accordance with the Act; b. family allowances, allowances for children, vocational training allowances or allowances for assistance coordinator for the same child by the employee or others with another employer or another competent service.

Employees whose employment rate is less than 50% or who do not receive the minimum wage giving right to allowances for children (art. 13, para. 3, which) do not receive any allowances supplementing the family allowance.
Benefits supplementing the family allowance are adapted to inflation.

Introduced by chapter I of O of the Board of the EPF 11 dec. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
New content according to section I of the Sept. 18 ETH Board O. 2014, approved by FC on March 25, 2015, in force since Jan. 1. 2015 (2015 1035 RO).
RS 836.2 art. 41bAllocation for assistance to relatives (art. 31, paras. 1-3, FPL) Authority under art. 2. can pay half of the amount of the allowance referred to in art. 41, art. 1, let. a to employees whose spouse or registered partner is unable sustainably to exercise a lucrative activity because of serious illness.
The allowance for assistance to the next of kin is adapted to inflation.

Introduced by chapter I of O of the Board of the EPF 11 dec. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. Professional 42prevoyance (art. 32g, para. 5, FPL) in accordance with the provisions of the FPL and the Act of 20 December 2006 on PUBLICA professional pension, the employees of the ETH domain are insured with PUBLICA.
Salary and wage components set out in art. 26, 27, 29, 31 and 35 are the determining salary and are insured with PUBLICA under the regulatory provisions.
The competent authority under art. 2 can participate in the regulatory takeover if, during a new commitment, foresight seems inadequate in view of the importance of service and qualifications of the person involved.
For the rest, the provisions of the RP - ETH 1 are applicable.

New content according to section I of the O of the Board of the EPF from 2 oct. 2007, approved by the CF on May 14, 2008, in force since July 1. 2008 (RO 2008 2293).
RS 172.222.1 this R is not published in the RO (see FF 2008 5458).

Art. Transitional 42aRente (art. 32 k, para. 2, FPL) If a person perceives a full transitional pension or a transitional half pension in accordance with the RP - ETH 1, the employer contributes to the actually perceived transitional pension funding costs. The amount of the employer's participation is set in annex 5.
There is no right to the participation of the employer if the duration of the employment relationship preceding immediately the retirement age is less than 5 years.

Introduced by chapter I of O of the Board of the EPF from 2 oct. 2007, approved by the CF on May 14, 2008, in force since July 1. 2008 (RO 2008 2293).

This R is not published in the RO (see FF 2008 5458).

Section 3 other benefits art. 43 equipment (art. 18, para. 1, FPL) the competent services equip employees, apprentices and trainees in equipment and protective clothing.
In agreement with the competent services, employees can use their own tools, equipment and clothing. Compensation can be agreed for this purpose.
In agreement with the competent services, the delivery of work can be provided at home. Infrastructure costs are reimbursed.

Art. 44 fees (art. 18, para. 2, FPL) employees are entitled to the reimbursement of the costs of the exercise of their profession.
The ETH Board is developing guidelines for reimbursement of costs of meals, accommodation, transport, reception and other.
Regarding the refund fees, the criteria are the adequacy, the will of economy, invested time and respect for the environment.

Art. 45 fidelity premium (art. 32, let. b, FPL) at the end of the 10 and 15 year of engagement, a loyalty premium is granted in the form of two weeks of additional paid vacation or half a month of salary. At the end of the 20 year commitment, and then after every five years of commitments, a loyalty bonus for four weeks of additional paid vacation or to one month's salary is granted.
In case of working relationship of indefinite duration, a loyalty in the form of a week of paid vacation bonus is offered after the 5 year of commitment.
These paid vacation must be taken within five years, after which the right shall lapse.

Introduced by chapter I of O of the Board of the EPF 11 dec. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 46 special benefits (art. 32, let. e and g, FPL) to maintain their attractiveness on the labour market, both ETH and research institutes may offer special services, including: a. the offers for the care of children in addition to the one assumed by the family; b. exploitation of staff restaurants, refreshment facilities and other facilities helping to maintain the level of benefits; c. discounts on certain products or benefits.

Art. 47 medical service both ETH and research institutes guarantee medical for medical examinations and measures falling under the occupational medicine services.

Art. 47aMesures of rehabilitation (art. 4, para. 2, let. g, FPL) If an employee is prevented from working due to illness or accident, the competent authority under art. 2 implements all the relevant and reasonable means to reinstate him in the world of work (rehabilitation measures). It appeals to specialized services to complete its reviews.

Introduced by chapter I of O of the Board of the EPF from 2 oct. 2007, approved by the CF on May 14, 2008, in force since July 1. 2008 (RO 2008 2293).

Art. 48 proceedings fees and court costs (art. 18, para. 2, FPL) the ETH Board, both ETH and research institutes pay the legal fees and court costs to employees involved in civil, administrative or criminal proceedings as a result of the exercise of their professional activity: a. If the ETH domain has interest in what this trial forgotten the source. If employees have not been charged for negligence, serious or intentional.

As long as the decision was not taken, only a guarantee of fees is provided.

Art. 49indemnite (art. 19, para. 3 and 5, FPL) dismissed employees without there is their fault receive compensation if either of the following conditions is met: a. the working relationship with an employer within the meaning of art. 3 FPL lasted 20 years at least, without interruption; b. the employee has 50 years of age; (c) the employee works in a profession where demand is weak or non-existent;

Compensation may be paid in the event of termination of employment by mutual agreement.
Compensation shall amount at least one month and up to a year's salary.
The calculation of compensation should especially take into account: a. patterns of departure; b. age; c. the professional and personal situation; (d) the duration of the employment relationship.

No compensation is payable if the employee is rehired by another employer within the meaning of art. 3 FPL as early as the end of the working relationship. Art. 34 c, al. 2, FPL is reserved.
Employees rehired by an employer within the meaning of art. 3 FPL in a period of one year, must repay the allowance in proportion.
The compensation paid to the other members of the directions of the ETH or research institutions in the event of termination of the employment relationship without that there is fault on their part or termination by mutual agreement is governed by art. 7, al. 4, of the order of November 19, 2003 on the ETH domain.

New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).
RS 414.110.3 Section 4 vacation and holiday art. 50 common holidays instead of service holidays are nonworking days.

Art. 51 holidays (art. 17 FPL) employees are entitled to five weeks of holidays per calendar year.
The vacation entitlement going six weeks year where the employee reached the age of 50 years.
Young people aged under 20 years are entitled to six weeks of vacation.
Supervisors to fix the date of the holiday by mutual agreement with their employees taking into account the needs of the service.
In principle, the vacation entitlement must be exercised during the calendar year in which it arose. If you hold interests of service and with the approval of the superior hierarchical, derogations are allowed.
Holidays not taken can be paid in cash only after the end of the working relationship.
In the event of absences for military, civil, civil service protection service, accident or disease cause total more than three months on a calendar year, the annual holiday entitlement is reduced by 12 for each month of absence extra full. In the event of prolonged absence due to illness or accident, the annual holiday entitlement is reduced from the second calendar year of 12 for each additional full months. In the case of unpaid leave, the holiday entitlement is reduced from the second month.
For part-time jobs, the holiday entitlement is reduced in proportion to the degree of occupation.

New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 52 leave (art. 17 and 17A, para. 4, FPL) employees may, on reasoned request, take in some cases leave with, partially paid or unpaid, provided that this does not intolerable compromise the success of the work. Paid work time is function of the occupancy.
Any employee can count as working time: a. for her own wedding 6 days b. for the wedding of a member of his family 1 day c. for the birth of her child (paternity leave) 10 days d. for care provided to a patient in his own household if that there is no alternative to taking in charge up to 5 days per year civil e. on important school business or medical examinations concerning the children less than 16 years old, if he takes the education of these last up to 5 days per year civil f. for his own move 1 day per year civil g. for lead "Youth and Sport" courses or sports for people with disabilities and to ensure that the supervision up to 5 days per year civil h. for recruitment, inspection and delivery of military hardware the necessary time in accordance with the order of market i. for exercises and interventions in the framework of firefighters time j. death of a relative or in his own household 5 days k. in the event of death of a member of his family or a relative out of her own household 1 to 3 days depending on the need l. to attend the funeral of a loved one or a colleague from work time , ½ day maximally Mr. to attend regular meetings of trade union organizations 6 days for two years civil n. for activities within the staff associations up to 30 days after agreement with the social partners o. for the performance of public duties up to 15 days per calendar year foreseeable absences are considered as of the working time if the activities in question can unfold during the leisure time or flexible schedules. Includes visits to the doctor, therapies and convocations by an administrative service for a no private matter.
No paid leave is granted for the regulation of private business.


New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).
New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
Repealed by no I of O of the Board of the EPF from 2 oct. 2007, approved by the CF on May 14, 2008, with effect from July 1. 2008 (RO 2008 2293).

Art. 52aconge paid or partially paid (arts. 17 and 31, para. 5, FPL) paid or partially paid leave may be granted provided that they do not compromise the success of the work. In principle, they should not exceed one year.
In the case of paid or partially paid leave, pension coverage remains unchanged for a month.
The competent authority under art. 2 which will grant to an employee leave paid or partially paid more than a month needs to agree with him, before the start of the leave, maintaining or not insurance and the obligation to contribute from the second month of leave, and, if any, of the terms of this maintenance.
When the competent authority by virtue of art. 2 is more supported the employer contributions or the risk premium from the second month of leave, she announced the leave publica. The employee can maintain insurance coverage he had until then by paying, in addition to his own assessment of savings, the employer's contribution and the risk, or limit the insurance to cover the risk of death and disability premium.
The contributions by the employee during the leave are deducted from his salary upon the resumption of the work.

Introduced by chapter I of O of the Board of the EPF from 2 oct. 2007, approved by the CF on May 14, 2008, in force since July 1. 2008 (RO 2008 2293).

Chapter 5 homework art. 53 performance of tasks employees are required to accomplish the tasks specified in their contract of employment of competent and responsible manner, to conform to the company guidelines and those of their supervisors and to be loyal and cooperative with their colleagues.

Art. 54 working time (art. 17 FPL) the average weekly working time is 41 hours for full-time employees. For part-time employees, working time corresponds to the degree of occupation agreed.
The competent services may agree to a particular planning of time to work with the employees or the representatives of the staff.
The time spent on travel service in Switzerland is considered to be working time. In the case of travel abroad, agreed working time is taken into account.
The work must be interrupted for at least 30 minutes for lunch. A break of 15 minutes in the morning and in the afternoon is counted as working time.
Both ETH and research institutes set, in agreement with the staff representatives, arrangements for shift work and the answering service.

Art. 55 hours of extra and hours additional (art. 17 FPL) if additional extraordinary work or due to some urgent work, the competent Department may order or authorize the extra hours or overtime notice adequate compensation. The competent service plans with employees of extra hours or extra hours ordered or authorized.
Extra hours are hours of work performed beyond the weekly schedule agreed for those employed full-time or part-time, but not exceeding not 45 hours, namely the maximum length of the work week. Beyond these 45 hours, one speaks of overtime. The total of these should not exceed 170 hours per year.
Extra hours and overtime shall be compensated by leave of the same duration.
If extra hours cannot be compensated, the employer is required to pay at the standard rate, without supplement. Overtime which cannot be compensated are paid a surcharge of 25%, or even 50% for holidays and Sundays.
Both ETH and research institutes ensure that the number of extra or overtime overtime hours does not exceed 100 per year and that the number of hours carried over to the following year does not exceed 100.
The non-retribution of extra and overtime hours may be scheduled in the contract of employment of executives.

Art. 56activites accessories collaborators are including deemed constitute incidental activities the external lecturers, Council activities, mandates on boards of Directors, the public functions and other services and benefits that can exercise, or ensure an EPF or collaborators of a research institution in their own name or on behalf of a third party, for free or for a fee.
Employees must hold a permit for an incidental activity: a. If this activity may come into conflict with the interests of ETH or the research institution; b. If it can prevent the person from his duties; c. If it might compromise the reputation of the EPF or research institution; d. If the employee intends to use the infrastructure of ETH or the research institution; Oue. If the activity in question is to sit in a Board of Directors.

If in doubt, employees inform their hierarchical superiors.
The application for leave must be submitted in good time, before the start of the activity, to the competent authority. It states: a. the nature of the ancillary activity; b. time that it will absorb likely; (c) the nature and extent of the use of the infrastructure; (d) the term of office, if the ancillary activity is to sit in a Board of Directors.

New content according to section I of the O of the 6 March 2013 ETH Board, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).

Art. Accessories 56aactivites of other members of the directions of the ETH or research institutions incidental activities by other members of the directions of the ETH or research institutions, is governed by art. 7A of the Ordinance of 19 December 2003 on the ETH domain.
The ETH Board decides, upon presentation of an application, if it gives up entirely or partially to receive the share of income from ancillary activities referred to in art. 11, al. 5, of the order of 19 December 2003 on the salaries of executives.

Introduced by chapter I of the O of the ETH Board of 6 March 2013, approved by the CF on 14 June 2013, in effect since July 1. 2013 (2013 1777 RO).
RS 414.110.3 RS 172.220.12 art. 56bAcceptation of benefits (art. 21, para. 3, FPL) in the exercise of their professional activities, employees must not accept from third parties, for themselves or their relatives, gifts or other benefits beyond the modest marks of civility in line with practices likely to create dependency and social.

Formerly art. 56. introduced by chapter I of O of the Board of the EPF 11 dec. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 57 professional confidentiality, trade secret and official secrecy (art. 22 FPL) employees undertake to maintain secrecy on their profession and Affairs of the EPF or Research Institute, that this requirement is dictated by the nature of the information or specific requirements.
The obligation to maintain secrecy continues after the end of the working relationship.
In the context of questioning or a judicial procedure employees must speak as a party, witness or expert, about comments they have made in the exercise of their mandate or their functions and that relate to their professional activities, when they have been authorised by the competent Department.

Chapter 5A breach professional obligations art. Administrative 58enquete (art. 25 FPL) when it is necessary to establish if a State actually requires action office to safeguard the public interest, the competent service according to art. 2 open an administrative investigation. The art. 27A to 27j order of 25 November 1998 on the Organization of Government and administration shall apply by analogy.

New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).
SR 172.010.1 art. disciplinary 58aenquete (art. 25 FPL)

The competent service according to art. 2. open a disciplinary investigation. The person who will be responsible. He can entrust the investigation to people outside the ETH domain.
The disciplinary investigation ceases as soon as the working relationship ends.
As long as there is no reason for termination under art. 12 FPL, the competent service according to art. 2 may, on the basis of the results of the survey, order the following measures in the event of breach of professional obligations: a. by negligence: blame or change of the business area; b. intentionally or negligently serious: in addition to the measures provided for in the let. has a reduction in salary of 10% a year at most to the maximum, a change of schedules or the workplace.

If the same facts give link to a disciplinary investigation and criminal proceedings, the decision on disciplinary measures may be adjourned until the end of the criminal proceedings.
Any measure must be ordered within a period of one year after the discovery of the breach of professional obligations, but no later than three years after the last breach of the said obligations. Is suspended for the duration of the criminal proceedings due to the same fact or law known on the remedies exercised in the disciplinary procedure.

Introduced by chapter I of the O of the ETH Board from March 24, 2004, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).
New content according to chapter I of O of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 58bTransmission of the file to the public prosecutor of the Confederation (art. 25 FPL) when the breach of professional obligations at the same time is a violation of criminal legislation federal or cantonal, the competent service according to art. 2 shall forward the record of the investigation and the interrogation minutes to the public prosecutor of the Confederation.

Introduced by chapter I of the O of the ETH Board from March 24, 2004, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).

Chapter 6 provisions finals Section 1 Protection of data relating to individuals and to their health (art. 27 and 28, par. 3 and 4, FPL) art. 59 skills both ETH and research institutes shall ensure respect for the provisions of the Federal law of June 19, 1992, on the protection of data (LPD) and the Federal Act on the protection Ordinance of June 14, 1993 (OLPD) data.
They determine their field services for the treatment: a. General personnel records; b. the personality profiles (art. 3, let. d, LPD); c. data on social measures; d. data on measures relating to prosecution; e. data on criminal measures; f. data on administrative measures.

Before the introduction or amendment of a system or a file, employees or staff associations representing them are consulted.
Both ETH and research institutions are required to report all their files until they are made public, to the federal Commissioner for data protection and transparency for registration (art. 11 LPD, art. 3 OLPD).

RS 235.1 SR 235.11 designation of the administrative unit has been adapted in application of art. 16 al. 3 o from 17 nov. 2004 on official publications (RS 170.512.1).

Art. 60 principles of treatment in accordance with art. 59, al. 2, let. c to f, only the data necessary for the proper functioning of the institution can be treated.
Personality profiles can be treated only if staff development requires it and if the persons concerned have consented in writing.
Besides the data defined in art. 59, al. 2, let. b to f, sensitive personal data can be processed exceptionally if staff development is required and if the persons concerned have consented in writing.
The data are accessible only to the competent service according to art. 59, al. 2. the manual files should be kept under lock and key.
The following time limits are applicable for the conservation of the data: a. for General personnel records: ten years after the end of the working relationship; b. for auxiliary personnel records: two years after the end of the working relationship; c. data on social, administrative or penal measures, as well as measures relating to the prosecution : five years after the implementation of the action; d. for personality profiles: five years after the release of the data, unless the person concerned has consented in writing to a longer shelf life.

After expiry of the retention period, the art. 21 and 22 LPD must be applied. In some cases, the ETH Board may, at the request of the competent Department, extend the deadlines prescribed in the al. 5. both EPF and research institutes regulate the special cases for their staff. They set the security measures for electronic files. With the exception of sensitive personal data pursuant to art. 3, let. c, LPD, and profiles of personality according to art. 3, let. d, LPD, access to data by appeal procedure may be considered for: a. the central compensation of old-age insurance and survivors: data required for the update of the individual accounts of staff; b... .c. Pension Fund: data required for the update of the individual accounts of staff; d. the post Switzerland: data necessary for the payment of the salaries of the staff.

RS 235.1 repealed by section I of O of the ETH Board on Dec. 11. 2008, approved by the CF on 18 Feb. 2009, with effect from Jan 1. 2009 (2009 809 RO).

Art. 61 health medical record data contains the questionnaire of commitment, reports and medical certificates, as well as appreciations of the medical service that are necessary for the assessment of the ability of the employee during the engagement, then later in the working relationship. The medical record is kept with the medical service in accordance with art. 47. the medical record is made manually. Some data, such as employee name and diagnosis, can be treated automated billing or statistics purposes.
The automated processing of medical data system must remain a closed system; It must be connected to any other electronic data processing system.
The discretion of the medical service is communicated to the personnel department. The content of the medical record is communicated to the personnel department or third parties only if the employee has given prior consent. If the employee does not consent, permission to communicate health data reports to the Board of the EPF.

Section 2 remedies art. Internal 62Organe of use and procedure (art. 35, para. 1, FPL) the internal body of appeal against decisions of first instance rendered by ETH and research institutions is the internal ETH Appeals Committee.
Decisions of the ETH Board and the ETH internal appeals board may be appealed to the federal administrative court.

New content according to chapter I of the O of the ETH on March 24, 2004 Board, approved by the CF on June 23, 2004, in force since July 1. 2004 (RO 2004 3301).
Introduced by chapter I of O of the Board of the EPF 11 dec. 2008, approved by the CF on 18 Feb. 2009, in force since Jan. 1. 2009 (2009 809 RO).

Art. 63Prescription (art. 34 FPL) limitation periods for claims arising from the employment relationship is based on art. 127 and 128 of the code of obligations.

RS 220 Section 3 amendment and repeal of the law art. 64 repeal of the law in force are repealed: 1. the order of February 25, 1987 on special service reports in the federal institutes and their institutions related; 2. the order of 23 January 1991 on the EPF; 3 assistants. the regulation of 14 November 1969 concerning hiring assistants to polytechnics Federal; 4. the order of March 31, 1993, on the nomination of officers of the domain of the ETH; 5. the Ordinance of 19 September 2002 the insurance of employees of the ETH domain in the Federal Pension Fund PUBLICA.

[1987 812 RO]
[RO 1991 806]
Not published in the RO.
[RO 1994 2262]
Introduced by chapter I of O of the Board of the EPF from 2 oct. 2007, approved by the CF on May 14, 2008, in force since July 1. 2008 (RO 2008 2293).
[RO 2002 4153, 2005 11 4795, 2007 463 art. 6 c. 3]

Art. 65 amendment of the law in force.

Mod. can be found at the RO 2001 1789.

Art. 65 introduced by section I of the O of the ETH Board on June 29, 2005, adopted by the CF 23 seven. 2005. repealed by section I of O of the ETH Board of 6 March 2013, approved by the CF on 14 June 2013, with effect from July 1. 2013 (2013 1777 RO).

Section 4 entry into force art. 66. this order comes into force on January 1, 2002.

Annex 1 (art. 25, para. 1) grid functions EPF news content according to section I of the O of the Board of the EPF on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795).

State on January 1, 2015, annex 2 (art. 26, para. 1, 28, para. 1, and 30, para. 3)


Pay scale 2015 the domain of ETH wages for the note "a."

Number of years of experience level functional 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 0 61 398 66 462 71 980 77 989 84 540 91 853 100 211 109 983 121 640 136 177 154 968 179 996 214 196 262 068 1 62 626 67 791 73 419 79 549 86 231 93 690 102 216 112 182 124 073 138 900 158 068 183 596 218 479 267 309 2 63 854 69 120 74 859 81 109 87 922 95 527 104 220 114 382 126 506 141 624 161 167 187 196 222 763 272 551 3 65 082 70 450 76 298 82 669 89 612 97 364 106 224 116 582 128 939 144 347 164 266 190 796 227 047 277 792 these wages are fixed by the Council federal 4 66 310 71 779 77 738 84 228 91 303 99 202 108 228 118 781 131 371 147 071 167 366 194 396 231 331 283 034 5 67 538 73 108 79 177 85 788 92 994 101 039 110 233 120 981 133 804 149 794 170 465 197 996 235 615 288 275 6 68 459 74 105 80 257 86 958 94 262 102 416 111 736 122 631 135 629 151 837 172 790 200 696 238 828 292 206 7 69 380 75 102 81 337 88 128

95 530 103 794 113 239 124 281 137 453 153 880 175 114 203 396 242 041 296 137 8 70 301 76 099 82 417 89 298 96 798 105 172 114 742 125 930 139 278 155 922 177 439 206 096 245 254 300 068 9 71 222 77 096 83 496 90 467 98 066 106 550 116 245 127 580 141 103 157 965 179 763 208 796 248 467 303 999 10 72 142 78 093 84 576 91 637 99 334 107 928 117 748 129 230 142 927 160 008 182 088 211 496 251 680 307 930 11 72 756 78 757 85 296 92 417 100 180 108 846 118 751 130 330 144 144 161 369 183 638 213 296 253 822 310 551 12 73 370 79 422 86 016 93 197 101 025 109 765 119 753 131 429 145 360 162 731 185 187 215 096 255 964 313 171 13 73 984 80 087 86 735 93 977 101 871 110 683 120 755 132 529 146 576 164 093 186 737 216 896 258 106 315 792 14 74 598 80 751 87 455 94 757 102 716 111 602 121 757 133 629 147 793 165 455 188 287 218 696 260 248 318 413 15 75 212 81 416 88 175 95 537 103 561 112 520 122 759 134 729

149 009 166 816 189 836 220 496 262 390 321 033 wages for grade "b."

Number of years of experience level functional 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 0 57 394 62 127 67 285 72 903 79 026 85 863 93 676 102 810 113 707 127 296 144 862 168 258 200 226 244 977 1 58 542 63 370 68 631 74 361 80 607 87 580 95 549 104 866 115 981 129 842 147 759 171 623 204 231 249 876 2 59 689 64 613 69 977 75 819 82 188 89 297 97 423 106 922 118 255 132 387 150 656 174 988 208 235 254 776 3 60 837 65 855 71 322 77 277 83 768 91 015 99 296 108 979 120 530 134 933 153 553 178 353 212 240 259 675 these wages are fixed by the Council federal 4 61 985 67 098 72 668 78 735 85 349 92 732 101 170 111 035 122 804 137 479 156 451 181 718 216 244 264 575 5 63 133 68 340 74 014 80 193 86 929 94 449 103 044 113 091 125 078 140 025 159 348 185 083 220 249 269 474 6 63 994 69 272 75 023 81 287 88 114 95 737 104 449 114 633 126 783 141 935 161 521 187 607 223 252 273 149 7 64 855 70 204 76 032 82 380

89 300 97 025 105 854 116 175 128 489 143 844 163 694 190 131 226 256 276 824 8 65 716 71 136 77 042 83 474 90 485 98 313 107 259 117 717 130 195 145 753 165 867 192 655 229 259 280 498 9 66 577 72 068 78 051 84 567 91 671 99 601 108 664 119 260 131 900 147 663 168 040 195 179 232 262 284 173 10 67 438 73 000 79 060 85 661 92 856 100 889 110 069 120 802 133 606 149 572 170 213 197 703 235 266 287 848 11 68 011 73 621 79 733 86 390 93 646 101 747 111 006 121 830 134 743 150 845 171 661 199 385 237 268 290 297 12 68 585 74 242 80 406 87 119 94 437 102 606 111 943 122 858 135 880 152 118 173 110 201 068 239 270 292 747 13 69 159 74 864 81 079 87 848 95 227 103 465 112 879 123 886 137 017 153 391 174 558 202 750 241 273 295 197 14 69 733 75 485 81 752 88 577 96 017 104 323 113 816 124 914 138 154 154 664 176 007 204 433 243 275 297 647 15 70 307 76 106 82 424 89 306 96 807 105 182 114 753 125 942

139 291 155 937 177 456 206 115 245 277 300 096 wages for the note 'c.'

Number of years of experience level functional 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 0 53 389 57 793 62 591 67 817 73 513 79 872 87 140 95 637 105 774 118 415 134 755 156 519 186 257 227 885 1 54 457 58 949 63 843 69 173 74 983 81 470 88 883 97 550 107 890 120 783 137 450 159 649 189 982 232 443 2 55 525 60 105 65 095 70 529 76 453 83 067 90 626 99 463 110 005 123 151 140 145 162 779 193 707 237 001 3 56 593 61 261 66 346 71 886 77 924 84 665 92 369 101 375 112 120 125 519 142 840 165 910 197 432 241 558 these wages are fixed by the Council federal 4 57 661 62 416 67 598 73 242 79 394 86 262 94 112 103 288 114 236 127 888 145 536 169 040 201 158 246 116 5 58 728 63 572 68 850 74 598 80 864 87 860 95 854 105 201 116 351 130 256 148 231 172 171 204 883 250 674 6 59 529 64 439 69 789 75 616 81 967 89 058 97 162 106 635 117 938 132 032 150 252 174 518 207 677 254 092 7 60 330 65 306 70 728 76 633

83 070 90 256 98 469 108 070 119 525 133 808 152 273 176 866 210 470 257 510 8 61 131 66 173 71 667 77 650 84 172 91 454 99 776 109 505 121 111 135 585 154 295 179 214 213 264 260 929 9 61 932 67 040 72 605 78 667 85 275 92 652 101 083 110 939 122 698 137 361 156 316 181 562 216 058 264 347 10 62 733 67 907 73 544 79 685 86 378 93 850 102 390 112 374 124 284 139 137 158 337 183 909 218 852 267 765 11 63 266 68 485 74 170 80 363 87 113 94 649 103 261 113 330 125 342 140 321 159 685 185 475 220 715 270 044 12 63 800 69 063 74 796 81 041 87 848 95 448 104 133 114 286 126 400 141 505 161 032 187 040 222 577 272 323 13 64 334 69 641 75 422 81 719 88 583 96 246 105 004 115 243 127 458 142 690 162 380 188 605 224 440 274 602 14 64 868 70 218 76 048 82 397 89 318 97 045 105 876 116 199 128 515 143 874 163 727 190 170 226 302 276 881 15 65 402 70 796 76 674 83 075 90 053 97 844 106 747 117 156

129 573 145 058 165 075 191 735 228 165 279 159 wages for the note "d."

Number of years of experience level functional 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 0 49 385 53 459 57 897 62 730 67 999 73 882 80 605 88 464 97 841 109 533 124 648 144 780 172 288 210 794 1 50 373 54 528 59 054 63 985 69 359 75 360 82 217 90 234 99 798 111 724 127 141 147 675 175 733 215 010 2 51 361 55 597 60 212 65 240 70 719 76 837 83 829 92 003 101 755 113 915 129 634 150 571 179 179 219 226 3 52 348 56 666 61 370 66 494 72 079 78 315 85 441 93 772 103 711 116 105 132 127 153 467 182 625 223 442 these wages are fixed by the Council federal 4 53 336 57 735 62 528 67 749 73 439 79 793 87 053 95 542 105 668 118 296 134 620 156 362 186 071 227 657 5 54 324 58 804 63 686 69 003 74 799 81 270 88 665 97 311 107 625 120 487 137 113 159 258 189 516 231 873 6 55 065 59 606 64 555 69 944 75 819 82 378 89 874 98 638 109 093 122 130 138 983 161 429 192 101 235 035 7 55 805 60 408 65 423 70 885

76 839 83 487 91 083 99 965 110 560 123 773 140 853 163 601 194 685 238 197 8 56 546 61 210 66 292 71 826 77 859 84 595 92 293 101 292 112 028 125 416 142 723 165 773 197 269 241 359 9 57 287 62 012 67 160 72 767 78 879 85 703 93 502 102 619 113 496 127 059 144 592 167 945 199 854 244 521 10 58 028 62 814 68 028 73 708 79 899 86 811 94 711 103 946 114 963 128 702 146 462 170 116 202 438 247 683 11 58 521 63 348 68 607 74 336 80 579 87 550 95 517 104 830 115 942 129 797 147 708 171 564 204 161 249 791 12 59 015 63 883 69 186 74 963 81 259 88 289 96 323 105 715 116 920 130 892 148 955 173 012 205 884 251 899 13 59 509 64 418 69 765 75 590 81 939 89 028 97 129 106 600 117 898 131 988 150 201 174 460 207 607 254 007 14 60 003 64 952 70 344 76 217 82 619 89 767 97 935 107 484 118 877 133 083 151 448 175 907 209 330 256 115 15 60 497 65 487 70 923 76 845 83 299 90 505 98 741 108 369

119 855 134 178 152 694 177 355 211 052 258 223 wages for the note "e."

Number of years of experience level functional 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 0 * 49 124 53 202 57 644 62 486 67 892 74 069 81 292 89 908 100 652 114 542 133 041 158 318 193 702 1 * 50 107 54 266 58 797 63 736 69 249 75 551 82 917 91 706 102 665 116 833 135 702 161 485 197 577 2 47 196 51 089 55 330 59 950 64 985 70 607 77 032 84 543 93 504 104 678 119 124 138 362 164 651 201 451 3 48 104 52 071 56 394 61 103 66 235 71 965 78 513 86 169 95 302 106 691 121 414 141 023 167 818 205 325 these wages are fixed by the Council federal 4 49 012 53 054 57 458 62 256 67 485 73 323 79 995 87 795 97 101 108 705 123 705 143 684 170 984 209 199 5 49 919 54 036 58 522 63 409 68 735 74 681 81 476 89 421 98 899 110 718 125 996 146 345 174 150 213 073 6 50 600 54 773 59 321 64 273 69 672 75 699 82 587 90 640 100 247 112 227 127 714 148 341 176 525 215 978 7 51 281 55 510 60 119 65 138 70 609 76 717

83 698 91 860 101 596 113 737 129 432 150 336 178 900 218 884 8 51 961 56 247 60 917 66 003 71 546 77 736 84 809 93 079 102 945 115 247 131 150 152 332 181 275 221 789 9 52 642 56 984 61 715


66 867 72 484 78 754 85 920 94 298 104 293 116 757 132 869 154 327 183 649 224 695 10 53 323 57 721 62 513 67 732 73 421 79 773 87 031 95 518 105 642 118 267 134 587 156 323 186 024 227 600 11 53 777 58 212 63 045 68 308 74 046 80 452 87 772 96 331 106 541 119 273 135 732 157 653 187 607 229 537

12 54 230 58 703 63 577 68 885 74 671 81 130 88 513 97 143 107 440 120 280 136 878 158 984 189 191 231 474 13 54 684 59 194 64 109 69 461 75 296 81 809 89 254 97 956 108 339 121 286 138 023 160 314 190 774 233 411 14 55 138 59 686 64 641 70 038 75 921 82 488 89 994 98 769 109 238 122 293 139 168 161 645 192 357 235 349 15 55 592 60 177 65 173 70 614 76 545 83 167 90 735 99 582 110 137 123 299 140 314 162 975 193 940 237 286 * wages theoretical non applicable to the field of EPF.

New content according to section II of the Sept. 18 ETH Board O. 2014, approved by FC on March 25, 2015, in force since Jan. 1. 2015 (2015 1035 RO).

State on January 1, 2015, annex 3 introduced by chapter I of the Council O ETH on June 29, 2005, adopted by the CF on Sept. 23. 2005, in force since Jan. 1. 2006 (RO 2005 4795). Repealed by section I of the O of the ETH Board of 6 March 2013, approved by the CF on 14 June 2013, with effect from July 1. 2013 (2013 1777 RO).

State on January 1, 2015, annex 4 introduced by chapter I of the Council O ETH on June 29, 2005, adopted by the CF on Sept. 23. 2005 (RO 2005 4795). Repealed by section II al. 2 o of the ETH Dec. 11 Board. 2008, approved by the CF on 18 Feb. 2009, with effect from Jan 1. 2009 (2009 809 RO).

State on January 1, 2015 annex 5 (art. 42) employer contributions to the financing of the transitional Pension Age of Retirement Plan standard (functional levels) Plan for executives 1 (functional levels) Plan for executives 2 (functional levels) 1 to 3 4 to 6 7 to 9 10 to 12 13 to 15 60 80% 55% 50% 50% 50% 61 85% 60% 50% 50% 50% 62 90% 70% 50% 50% 50% 63 95% 75% 55% 50% 50% 64 100% 80%

60% 50% 50% introduced by chapter I of O of the ETH Board from 2 oct. 2007, approved by the CF on May 14, 2008, in force since July 1. 2008 (RO 2008 2293).

State on January 1, 2015